• 1- The selection and nomination of applicants for work in the Authority shall be in accordance with the regulations and procedures approved by the Chief Executive as required by the positions and their requirements..

• 2- Merit and competence are the basis for selecting candidates with the appropriate qualifications, skills, and abilities to fill the Authority's positions..

• 3- Priority in employment is given to Saudi candidates..

• 4- The conditions for contracting with someone to work in the Authority are as follows:

  • A- To possess academic qualifications and experience that match the job description requirements of the position to be filled..

  • B- To pass the tests, personal interviews, or procedures required by the Authority for the position..

  • C- To be medically fit according to a medical certificate from the entity specified by the Authority..

  • D- To have good conduct and behavior..

  • E- Not to have been previously convicted of a crime involving dishonor or breach of trust, unless his reputation has been restored..

  • F- Not to have been dismissed from a position in any public body for disciplinary reasons, unless three years have passed since his dismissal..

  • G- To have completed the age of eighteen..

  • H- Not to be an employee or bound by a work contract with any entity..

• 5- The Council may, by decision, exempt applicants for work from one or more of the conditions stipulated in paragraph (4) of this article, except for the medical fitness condition..

• 6- Without prejudice to the relevant regulations, if it is proven that the employee's contract was concluded by impersonating another person, or by submitting forged or incorrect certificates, recommendations, decisions, data, information, or documents; the work contract shall be automatically terminated without prior notice and without reward or compensation, while the Authority retains its right to claim compensation for the damages resulting from his actions and the expenses and losses incurred in contracting with him..

• 1- The candidate must submit the necessary documents for employment, especially the following:

  • A- A copy of the national identity card for Saudis with the original for verification.

  • B- A copy of the residence permit or other legally approved documents or passport for non-Saudis, with the original for verification.

  • C- A certified copy of his academic qualifications and practical experiences.

  • D- A medical certificate proving his medical fitness from an authority specified by the commission.

  • E- Four recent colored passport-sized photographs.
    These documents are kept in the employee's service file.

• 2- For the purpose of contracting, the national identity card is considered a certificate to prove age and nationality for Saudis, and the valid residence permit or passport or other legally approved documents are considered a certificate to prove that for non-Saudis.

• 3- Vacant positions in the commission are filled by a decision from the CEO or his delegate according to the approved authority guide.

• 1- The authority informs the job candidate of the job offer, upon which the contract is based, with an official letter delivered to him by hand or sent to his postal address or via his personal email..

• 2- The date of the first day the candidate actually starts work at the authority is considered his appointment date..

• 3- The candidate is employed under a work contract approved by the authority, drafted in two copies in Arabic, one of which is given to him and the other is filed in his service record with the authority. The contract must include a statement of the nature of the work, salary, job benefits, whether the contract is for a fixed term, indefinite, or for a specific task, and any necessary statement..

• 4- In addition to Arabic, the contract may be drafted in another language if required, provided that the Arabic text is the authoritative one in case of discrepancies..

• 5- The authority may cancel the job offer or the work contract of an employee who does not commence his work duties without a legitimate excuse within fifteen days from the specified start date if contracted from within the Kingdom..

• 6- The authority may cancel the job offer or the work contract of an employee who does not commence his work duties without a legitimate excuse within thirty days from the date of obtaining the work visa from the Kingdom's embassy in the contracting country if contracted from outside the Kingdom..

• 7- The work contract is considered valid and effective for all its consequences from the date the employee actually starts work..

• 8- An employee working for the authority is not considered under probation unless the work contract states so, provided that the duration does not exceed ninety days. The probation period may be extended by written agreement between the parties before its end, provided that it does not exceed a total of one hundred and eighty days..

• 9- By mutual written agreement, the employee may be subjected to another probation period, provided it is in another profession or different work..

• 10- The duration of the probation period does not include the Eid al-Fitr and Eid al-Adha holidays and sick leave..

• 11- If the employee's suitability for the work is not proven during the probation period, the authority may terminate the work contract without compensation, notice, or indemnity, in accordance with the Labor Law, and any deducted retirement contributions will be refunded to him, provided he is given the opportunity to state his reasons for opposing the termination. The employee may terminate the work contract during the probation period..

• 1- An employee may be assigned to perform the duties of another position that is similar in specialization to his original position and has a higher job grade than the job grade he holds, according to the rules and procedures approved by the Chief Executive Officer.

• 2- If an employee is assigned to perform the duties of another employee, the assigned employee does not enjoy the delegated powers of the other.

• 3- An employee may be assigned to work in a place different from the agreed place without his consent, in cases of necessity required by unforeseen circumstances, for a period not exceeding thirty days in a year, provided that the authority bears the costs of transportation and accommodation.

• 4- No employee may be assigned to perform the duties of another position with a lower job grade than the one he holds.

1- An employee may not be transferred - without his written consent - from his original place of work to another location that requires a change in his place of residence, unless there is a legitimate reason necessitated by the nature of the work, provided that the authority bears the costs of the transfer.

2- The employee to be transferred must meet the specifications and requirements of the position to which he is to be transferred.

The authority provides its employees with the opportunity for training, scholarships, and delegations, in accordance with the training, scholarship, and delegation regulations approved by the Council.