A Avaliação do Desempenho na Administração Pública - Estudo Empírico

Abstract

A avaliação de desempenho é uma prática de recursos humanos enraizada no seio das organizações e, nos últimos anos, à semelhança do setor privado, uma prática nos organismos públicos, na decorrência das iniciativas Governamentais da reforma da Administração Pública. A qualidade organizacional passa pela monitorização contínua do alinhamento e eficiência dos processos internos e de todos os recursos necessários à eficiência organizacional. A gestão de pessoas, enquanto recursos capitais na era do conhecimento e da informação, inclui, entre outras medidas de melhoramento e valorização profissional, a avaliação da sua prestação técnico/profissional, isto é, do contributo que cada pessoa oferece para alcançar os objetivos estratégicos da organização. Atualmente a avaliação de desempenho dos funcionários da Administração Pública enquadra-se no Sistema Integrado de Gestão e Avaliação do Desempenho na Administração Pública (SIADAP) e é regido pela Lei n.º 66-B/2007, de 28 de dezembro, transversal a toda a organização e assente numa lógica de gestão por objetivos.Este relatório de estágio de mestrado tem como objetivo avaliar relações que a satisfação com o supervisor, o sentimento de justiça distributiva e o sentimento de justiça processual têm na satisfação dos colaboradores com a avaliação do desempenho. Para o efeito, recorreu-se a um estudo empírico, com recurso a uma amostra constituída por 60 colaboradores. Os resultados demonstram que esta relação é positiva e estatisticamente significativa.

Performance appraisal is critical for the purposes of specializing in non-profit organizations and, in recent years, as in the private sector, a practice in government organizations and public administration. The organizational quality goes through the continuous monitoring of the alignment and efficiency of the internal processes and of all the resources necessary to the organizational efficiency. The management of people, as capital resources in the knowledge and information age, includes, among other measures of improvement and professional valuation, the evaluation of their technical / professional performance, that is, of the contribution that each person offers to reach the strategic objectives organization. Currently, the performance evaluation of Public Administration employees falls under the Integrated Management and Performance Evaluation System for Public Administration (SIADAP) and is governed by Law no. 66-B / 2007, of December 28, transversal to the whole organization and based on an objective management logic.This master's degree report aims to evaluate relationships that satisfaction with the supervisor, the sense of distributive justice and the feeling of procedural justice have in the satisfaction of the employees with the evaluation of performance. For this purpose, an empirical study was used, using a sample of 60 employees. The results demonstrate that this relationship is positive and statistically significant.Performance appraisal is critical for the purposes of specializing in non-profit organizations and, in recent years, as in the private sector, a practice in government organizations and public administration. The organizational quality goes through the continuous monitoring of the alignment and efficiency of the internal processes and of all the resources necessary to the organizational efficiency. The management of people, as capital resources in the knowledge and information age, includes, among other measures of improvement and professional valuation, the evaluation of their technical / professional performance, that is, of the contribution that each person offers to reach the strategic objectives organization. Currently, the performance evaluation of Public Administration employees falls under the Integrated Management and Performance Evaluation System for Public Administration (SIADAP) and is governed by Law no. 66-B / 2007, of December 28, transversal to the whole organization and based on an objective management logic.This master's degree report aims to evaluate relationships that satisfaction with the supervisor, the sense of distributive justice and the feeling of procedural justice have in the satisfaction of the employees with the evaluation of performance. For this purpose, an empirical study was used, using a sample of 60 employees. The results demonstrate that this relationship is positive and statistically significant.Performance appraisal is critical for the purposes of specializing in non-profit organizations and, in recent years, as in the private sector, a practice in government organizations and public administration. The organizational quality goes through the continuous monitoring of the alignment and efficiency of the internal processes and of all the resources necessary to the organizational efficiency. The management of people, as capital resources in the knowledge and information age, includes, among other measures of improvement and professional valuation, the evaluation of their technical / professional performance, that is, of the contribution that each person offers to reach the strategic objectives organization. Currently, the performance evaluation of Public Administration employees falls under the Integrated Management and Performance Evaluation System for Public Administration (SIADAP) and is governed by Law no. 66-B / 2007, of December 28, transversal to the whole organization and based on an objective management logic.This master's degree report aims to evaluate relationships that satisfaction with the supervisor, the sense of distributive justice and the feeling of procedural justice have in the satisfaction of the employees with the evaluation of performance. For this purpose, an empirical study was used, using a sample of 60 employees. The results demonstrate that this relationship is positive and statistically significant.Performance appraisal is critical for the purposes of specializing in non-profit organizations and, in recent years, as in the private sector, a practice in government organizations and public administration. The organizational quality goes through the continuous monitoring of the alignment and efficiency of the internal processes and of all the resources necessary to the organizational efficiency. The management of people, as capital resources in the knowledge and information age, includes, among other measures of improvement and professional valuation, the evaluation of their technical / professional performance, t