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Advisor(s)
Abstract(s)
Este projecto visa explicar como a evolução na avaliação de desempenho alterou radicalmente a evolução das carreiras na Administração Pública.
A progressão na carreira foi bastante condicionada com a entrada do novo sistema de avaliação: o Sistema Integrado de Avaliação do Desempenho da Administração Pública (SIADAP). Os funcionários públicos não se mostraram muito satisfeitos com este tipo de avaliação, atendendo à sua estreita ligação com o sistema remuneratório e de progressão na carreira, passando a funcionar o sistema de
quotas.
No sistema de avaliação que existia anteriormente, denominado classificação de serviço, não havia qualquer tipo de restrição: o salário de base era aumentado por cada 3 anos completados na função pública, independentemente do desempenho do colaborador. Actualmente e no quadro do SIADAP a avaliação de desempenho é feita de forma diferente, denotando-se uma tendência para aproximar o sistema de avaliação de desempenho da Administração Pública aos sistemas de avaliação de desempenho utilizados no sector privado.
This project aims to explain in what way the evolution in performance appraisal have radically altered the evolution of careers in public administration. The career was very conditioned by the entry of the new appraisal system: the Integrated Performance Appraisal of Public Administration (SIADAP). Civil employees were not very satisfied with this form of evaluation, given its close link with the pay system and with career progression, starting to run the share system. In the appraisal system that existed previously called grade of service, there was not any kind of restriction: the basic wage was increased for each completed three years in public service, regardless of employee performance. Currently and under the SIADAP performance appraisal is done differently, showing a trend to approach the performance appraisal system of public administration to performance appraisal systems used in the private sector.
This project aims to explain in what way the evolution in performance appraisal have radically altered the evolution of careers in public administration. The career was very conditioned by the entry of the new appraisal system: the Integrated Performance Appraisal of Public Administration (SIADAP). Civil employees were not very satisfied with this form of evaluation, given its close link with the pay system and with career progression, starting to run the share system. In the appraisal system that existed previously called grade of service, there was not any kind of restriction: the basic wage was increased for each completed three years in public service, regardless of employee performance. Currently and under the SIADAP performance appraisal is done differently, showing a trend to approach the performance appraisal system of public administration to performance appraisal systems used in the private sector.
Description
Mestrado em Controlo de Gestão e dos Negócios
Keywords
Administração pública Função pública SIADAP Classificação de serviço Mudança Avaliação de desempenho Public administration Civil Service Service classification Change Performance appraisal