Instrument to support the performance evaluation of UFRRJ's technical-administrative employees

Abstract

People management in public administration receives influence from various sources. However, the historical models of public management coexist in these institutions, causing them to carry patrimonial, bureaucratic, and managerial characteristics that have conflicting concepts and are not empirically harmonious. Furthermore, the rigidity of the legislation, combined with cultural aspects of the public service, make it challenging to modernize management practices in public organizations, including federal universities. This article's final objective is to analyze how the performance evaluation for functional progression of technical-administrative employees in education at the Federal Rural University of Rio de Janeiro (UFRRJ) can be carried out to mitigate current procedural deficiencies. We used qualitative research based on a case study at UFRRJ to structure the methodology in this work. For data collection, due to the social isolation imposed by the COVID-19 pandemic, online questionnaires were applied with intentionally selected people according to their potential contribution, response availability, and accessibility. The information collected was analyzed using the content analysis technique. We found that UFRRJ's reality is similar to what the recent literature reveals on the subject: conflicts in the assessment model, the disintegration of people management systems, benefit or harm to servers in the attribution of grades, an assessment that does not include feedback processes, precarious institutional support, among other similarities, and that the elaboration of an explanatory booklet complementary to the evaluation documents in force at UFRRJ would help appraisers and appraisers when carrying out the current evaluation.