Formal Performance Management System
Assesses if a structured, fair, and regular process for performance reviews, objective setting, and feedback for all staff is in place. The system must reflect Justice (ʿAdl) through bias mitigation and due process, and Excellence (Iḥsān) by integrating wellbeing checks, sincere counsel (Naṣīḥah), and development support. Upholding these values fulfills the leadership trust (Amānah) and aligns with the Maqāṣid al-Sharīʿah (objectives of Islamic law) by preserving human dignity (Karāmah) and fostering a culture of continuous mutual growth.
Muḥāsabah (Accountability)
Institutionalizing self-assessment and review as a means of spiritual and professional growth.
Naṣīḥah (Sincere Counsel)
Providing feedback that is constructive, private, and intended for the recipient's betterment.
ʿAdl (Justice)
Ensuring due process, calibration, and lack of bias in ratings.
Iḥsān (Excellence)
Integrating compassion and development into the review process.
Amānah (Trust)
Treating the role and the employee's development as a trust.
Related Criteria
Discussion (1)
📋 **Version updated: 1.0.0 → 2.9.7** **Changes:** Updated islamic_references from mizan-297.json
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