Manama, Sep. 28 (BNA): As part of the policies governing investigation committees for employees who do not occupy senior positions or equivalent positions, the Civil Service Bureau (CSB) has implemented a remote investigation mechanism. As part of efforts to improve the administrative system, support digital transformation, and reinforce the values of justice, transparency, and governance across government entities, the mechanism enables investigations to be carried out and statements to be heard from staff members, witnesses, and experts using audio-visual technology.
CSB adopts remote investigation mechanism
A unified procedural framework for the work of investigation committees is established by Civil Service Instruction (4) of 2026 on procedures for investigation committees for employees who do not hold senior positions or equivalent positions. It also establishes safeguards to protect the rights of both government entities and employees. This guaranties that employment violations—whether they involve job duty violations or inadequate performance of tasks and responsibilities—are handled through transparent and equitable procedures.
The requirements for conducting remote investigations are outlined in the procedural guide that goes with the instruction. These requirements include determining the date and electronic platform for the investigation and providing adequate notice to the pertinent parties. Additionally, it guaranties that individuals whose statements have been heard can examine and sign the investigation report in compliance with the authorized processes and requires prior warning if the session is to be videotaped.
The order also stipulates that if the inquiry committee proposes a salary decrease for more than a month or termination from service, the employee may be referred to a disciplinary board, which is established by the President of CSB. This guaranties the appropriate implementation of disciplinary measures and fortifies institutional control.
In order to support efforts to monitor and continuously improve the investigation committee system, government entities must promptly enter approved disciplinary penalties into the Human Resources Information Management System (Horison) and submit pertinent periodic reports and statistics to the CSB.
The directive stipulates that an inquiry committee must have a chairperson and at least two members with the requisite training and expertise in order to maintain integrity and impartiality. Any member who has a direct supervisory relationship with the employee under investigation or who is related to them by blood or marriage is not allowed to participate, and the chairperson must be at least at the head of section level.
In order to sustain the effectiveness of government performance while ensuring effective deterrence, the directive also emphasizes the significance of gradually implementing disciplinary consequences. By allowing for the automatic removal of disciplinary penalties after predetermined periods—six months for a warning and one to two years for salary deductions—it also enables employees to rectify their behavior.
The CSB’s efforts to establish administrative systems and procedures, improve government work efficiency, facilitate digital transformation, and fortify the values of justice and openness in the government workplace include the regulation of these procedures.
