Qatar Private Sector Nationalisation Award criteria announced

On 14 April 2026, the Ministry of Labour published on its behalf the índices for Qatar Private Sector Nationalisation Award. The award is the essence of a deep partnership with all those who are working to attract, recruit and empower Qatar’s national talent.

It plays a vital role in fostering an enriching, sustainable, and motivating workplace that molds the next generation workforce. The award, informed by rigorous criteria and transparent mechanisms, enables the development of a skilled Qatari workforce to shape and accelerate the achievement of its vision for an effective and highly productive workforce that meets expectations over 2024-2030 in line with Qatar’s National Development Strategy.

Criteria for the leading entity in the Qatar Private Sector Nationalisation Award (across sectors):

Criterion 1: Recruitment and attraction of national talent (weightage: 25%)

• New hires

• Number of partnerships with relevant entities

• Official recruitment platforms

• Diversity of job roles

Criterion 2: Development of national talent (weightage: 25%)

• Professional development plans

• Specialised training programmes

• Mentorship and career guidance

• Leadership and advancement pathways

Criterion 3: Retention of national talent (weightage: 25%)

• Employee retention rate

• Job stability indicators

• National talent retention strategies

Criterion 4: Work Environment and Working Arrangements (weightage: 25%)

• Provision of various types of leave

• Clarity of policies and procedures

• Flexible working hours and alternative working arrangements

• Inclusive and enabling work environment

Criteria for the Excellence Award in attracting and employing national talent:

Criterion 1: Recruitment Strategy and Planning (weightage: 30%) 

• Workforce needs analysis

• Effective targeting of national talent

• Equal opportunity and transparency

• Allocation of resources and support

Criterion 2: Effective Attraction and Recruitment Mechanisms (weightage: 35%)

• Professional development plans

• Specialised training programmes

• Mentorship and career guidance

• Leadership and advancement pathway

Criterion 3: Effectiveness of Recruitment and Outcomes (weightage: 35%)

• New hires

• Retention rates of new employees

• Measurement of institutional impact

Criteria for the Excellence Award in flexible working arrangements:

Criterion 1: Work-Life Balance Policies (weightage: 40%)

• Provision of various types of leave

• Flexible working hours options

• Adoption of diverse working models

Criterion 2: Impact of Work Policies on Performance and Satisfaction (weightage: 30%)

• Measurement of employee satisfaction

• Monitoring improvements in productivity or output quality

• Tracking human resources indicators

Criterion 3: Innovation and Sustainability in Flexible Working Practices (weightage: 30%)

• Employee participation in policy and decision-making

• Adoption of periodic evaluation methodologies

Criteria for the Best Graduate Onboarding Programme Award - University Graduates

Criterion 1: Training Programme Design (weightage: 30%)

• Training needs assessment

• Programme structure and content

• Evaluation and follow-up mechanisms

• Programme's Allocated Budget

Criterion 2: Programme Delivery Quality (weightage: 35%)

• Trainer and supervisor competence

• Mentorship and guidance programmes

• Training environment and technologies

• Continous implementation review

Criterion 3: Programme Impact

• Certificates and awards

• Graduate satisfaction levels

• Organisational performance improvement

• Achievement of individual performance

Criteria for the Best Onboarding Programme Award - Secondary School Graduates

Criterion 1: Training Programme Design (weightage: 30%)

• Training needs assessment

• Programme structure and content

• Evaluation and follow-up mechanisms

• Allocated programme budget

Criterion 2: Programme Delivery Quality (weightage: 35%)

• Trainer and supervisor competence

• Mentorship and guidance programmes

• Training environment and technologies

• Continuous implementation review

Criterion 3: Programme Impact (weightage: 35%)

Certificates and awards
Graduate satisfaction levels
Organisational performance improvement
Achievement of individual and performance objectives

Criteria for the Excellence Award in Leadership Development: 

Criterion 1: Leadership Vision and Strategy (weightage: 30%)

• Career growth plan

• Identification of leadership competencies and organisational values

• Update strategy

• Allocated programme budget

Criterion 2: Leadership skills development mechanisms (weightage: 35%)

• Intensive leadership training programmes

• Practical training

• Mentorship and constructive feedback

• Team empowerment

Criterion 3: Strategic and future impact (weightage: 35%)

• Performance improvement

• Professional satisfaction rates

• International recognition of the programme

• Success stories of emerging leaders

• Participation of national talent in the programme

Criteria for Excellence Award in empowering Qatari Female Employees:

Criterion 1: Qatari women support policies (weightage: 30%)

• Flexible working hours and alternative working arrangements

• Nursery services and family support

• Clear promotion pathways

• Inclusion and integration

Criterion 2: Participation and visibility of Qatari women (weightage: 35%)

• Participation rate

• Representation of women in leadership roles

• Participation in work teams

• Encouragement to take on new challenges

Criterion 3: Impact on the Entity (weightage: 35%)

• Improvement in entity performance

• Professional satisfaction rates

• Inspiring success stories

Criteria for the Excellence Award in Future Talent Development:

Criterion 1: Programme Design and Diversity (weightage: 30%)

• Diversity of content and skills

• Clear objectives and timelines

• Future alignment and continuous improvement

• Certificates and incentives

Criterion 2: Recruitment and Implementation Management (weightage: 35%)

• Institutional partnerships

• Awareness and outreach campaigns

• Interactive programme delivery

• Follow-up and support during the programme

Criterion 3: Impact and Measurement (weightage: 35%)

• Participant satisfaction levels

• Annual number of programme graduates

• Institutional or external recognition

• Tangible success stories