A avalição de desempenho no serviço público de Minas Gerais: a percepção dos servidores da Superintendência Regional de Ensino de Ubá-MG

Abstract

This study, with a quantitative basis, had the general objective of describing the perception of employees of the Regional Education Superintendence of Ubá, in the State of Minas Gerais, regarding the performance evaluation process carried out in that public institution. As a theoretical framework, the topics of human resources management, performance evaluation, non-conformities in the performance evaluation process, performance evaluation in the public sector, and the performance evaluation process in the State of Minas Gerais were addressed. Authors such as Bergue (2014), Carvalho (2019), Chiavenato (2022), Fischer (2002), Gil (2007), Ivancevich (2011), Mattos (2003), Pontes (2016) and Prado (2015) were used. The methodology involved quantitative research, based on a case study, approaching, as a population, the 65 permanent employees of the administrative staff of the Regional Education Superintendence of Ubá-MG. This institution was chosen based on accessibility criteria. The individuals considered as a sample were selected based on the criteria of intentionality and accessibility, and were free to participate or not in the research. A letter introducing the research was sent to each of them, requesting their participation, together with the free and informed consent form. As a data collection instrument, a quantitative questionnaire, survey type, was used, constructed from the literature consulted, containing 6 questions on the respondent's profile, followed by 35 questions addressing the perception of employees in relation to aspects of the performance evaluation process. . The questionnaire was made available in September 2023, using Google Forms and the link to the data collection instrument was sent to the institutional email of the participating servers. A sample of 30 employees from the chosen organization was obtained. To process the data, response frequencies were calculated using Microsoft Excel software. The sample profile data were described. Then, the means, standard deviation and variance of each question in the instrument were calculated. The results of the study indicated that the servers understand how the process works, but they identified non-conformities in the process, where it seems that the evaluators focus on the negative points of those evaluated, and less on their positive points, suggesting that the evaluators' attitude is less constructive and encouraging. Regarding the role of performance evaluation in seeking to guarantee the effectiveness desired by the institution to continually improve the performance of employees, this average value highlights that, despite the average result being within the expected standard, there was relative disagreement among respondents in relation to the statement , suggesting that they do not fully agree with it, showing that the continued improvement in the performance of employees is only partially perceived as being attributed to performance evaluation. The employees did not fully agree with the statements that the results of the performance evaluation serve to increase the motivation of the employees, provide guidance and feedback at work and reaffirm goals and results expected by the institution, suggesting that there is little effectiveness of the results of the performance evaluation in relation to these aspects.