KUWAIT CITY, March 24: The Civil Service Commission (CSC) is continuing the implementation of its replacement policy across all government agencies, in accordance with Civil Service Council Resolution No. 11 of 2017. As part of this policy, the contracts of non-Kuwaiti employees occupying non-rare positions will not be renewed.

Sources revealed that the plan stipulates that "the contract of any non-Kuwaiti employee in a non-rare position will not be renewed after the 31st of this month." The remaining number of non-Kuwaiti employees is said to be limited, and their retention is aimed at helping qualify Kuwaiti nationals as part of a broader strategic plan to enhance national competencies across various sectors. The CSC continues to monitor the progress of this plan to ensure that its set objectives are being achieved.

The CSC is also actively following up on the implementation of this policy to ensure that positions are filled by qualified Kuwaiti nationals in accordance with the appointment mechanism outlined in the central employment plan. This initiative is designed to achieve a more balanced workforce and further promote the role of Kuwaiti nationals in the labor market.

According to sources, the replacement policy outlined in Resolution No. 11 of 2017 covers job groups that are fully Kuwaitized (100%) as well as those with varying Kuwaitization percentages ranging from 70% to 98%. Job groups fully covered by Kuwaitization include Information Systems and Technology, Maritime Jobs, Arts, Media, Arts and Public Relations, Administrative Development, Follow-up and Statistics, and Administrative Support.

Meanwhile, job groups where Kuwaitization ranges from 70% to 98% include Criminal Evidence, Prevention, and Rescue (98%), Social, Educational, and Sports Services (97%), Engineering (97%), Sciences (95%), Finance, Economics, and Trade (95%), Law, Politics, and Islamic Affairs (88%), Crafts (80%), Services (85%), Livestock, Agriculture, and Aquatic Resources (75%), and Teaching, Education, and Training (70%).

In a related matter, sources explained that there is one condition for employees who have switched to evening shifts to return to morning shifts: approval from the relevant government authority. If the employee does not receive this approval, they will remain on the evening shift for at least seven consecutive months. This time frame has been set in the employee's best interest to ensure that they receive the necessary performance reports.

The sources further pointed out that the number of employees requesting to return from evening shifts to morning shifts is minimal, if not nonexistent. This is because the Civil Service Council’s regulations on evening work allow employees the freedom to choose the shift that best suits their personal circumstances, and all employees who switched to evening shifts did so voluntarily.

Finally, the sources revealed that the Civil Service Commission is preparing comprehensive reports on evening work, which will be presented to the Civil Service Council. The evening shift, which began on January 5, will continue until June. During this period, the experiment will be evaluated to highlight its benefits, address any challenges, and mitigate potential obstacles.