Análise do Programa de Avaliação de Desempenho dos Servidores Técnico- Administrativos da UFPel: avanços possíveis

Abstract

The performance evaluation is a mechanism that compares a pre-established standard with the performance practiced, serving as an important allied to the managers in the definition of the strategies that involve the human resources in the organizations. Public institutions, in an attempt to present more effective and transparent results to society, have increasingly sought management tools from the private sector as alternatives to improve management. Since 2005, when Law nº. 11.091 established the Career Management Plan for Technical-Administrative Positions in Education (PCCTAE), performance evaluation has become mandatory to support the merit progression and the development policies of these servers. At the Federal University of Pelotas (UFPel), the TAE Performance Evaluation Program was only established in 2017, by Resolution nº 13 of the University Council. Since then, the institution has carried out two evaluation processes. This work, which is the result of the need for periodic review and continuous improvement of the performance evaluation process, had as its main objective the analysis of the current Program and the procedures practiced at UFPel. The study was composed of two stages, the first exploratory and the second descriptive. This case study sought, through documentary, bibliographic research, interviews and analysis of the Evaluation Programs of three Brazilian universities (Federal University of Rio Grande do Sul, Federal University of Pampa and the Federal University of Health Sciences of Porto Alegre), the reflection on the peculiarities of the current model, aiming to identify if it is fulfilling with the intended role and if there is possibility to improve the current procedures of evaluation of the performance of the TAEs in the institution. At the conclusion of the research, it was observed that although the university has been able to make progress on this subject in the last two years, after almost 12 years of stagnation, procedures can be improved. Thus, based on the studies carried out, 11 actions were proposed in order to improve the performance analysis process currently carried out.