Critical Approach to the Performance Evaluation of the Technical-Administrative Servants in Education of the Federal University of Espírito Santo
Name: JULIANA DE FÁTIMA PINTO
Publication date: 25/06/2013
Examining board:
Name |
Role |
|---|---|
| ALFREDO RODRIGUES LEITE DA SILVA | Internal Examiner * |
| MARILENE OLIVIER FERREIRA DE OLIVEIRA | Internal Alternate * |
Summary: This study aimed to understand and make a critical explain of how the performance appraisal works in the Federal University of Espírito Santo, considering the point of view of education technical and administrative staff (TAE) from classes C, D and E and the immediate supervisors. The analysis turned away from the hegemonic theory and allowed a critical reflection of how the management techniques are being implemented in public administration, in particular in managing people. From the historical aspects of public management reform and of the performance evaluation this study intended to show how the performance appraisal has been applying in the organizations and also differentiate the types of performance appraisal models. This research can be characterized as a qualitative study and the object of study was related to the field of knowledge of public administration. Empirical data were produced by desk research and semi-structured interviews. This study interviewed 28 TAE and 11 immediate supervisors that were selected according to the criteria of the snowball. The content analysis was used for the treatment of interviews. Laws, decrees and resolutions that deal with the topic were also researched. It was observed that the performance appraisal currently used in the university is a 360 degree feedback because multiple participants are involved. The TAE highlighted in the interview the discontent with the performance appraisal, the importance of the evaluation, the fear to judge the immediate supervisor, the subjectivity in the evaluation and the use of performance appraisal as progression system. For the immediate supervisors performance evaluation is indispensable for improving the public service, there is a difficulty to evaluate, a new evaluation system is necessary and like the TAE they seen the performance appraisal as a progression system. It was observed that immediate supervisors and TAE approve the performance appraisal although there is a disappointment with the way this is currently used at the university. With the analysis of the interviews it was possible to verify that the performance appraisal is just another model from the private organizations imported with no criticism to the public administration and does not result in real improvements to public service. It also increases the sense of individuality in preference to community.
