A implementação do programa de gestão e desempenho na modalidade de teletrabalho: projeto piloto da UTFPR

Abstract

Teleworking became popular in Brazil only after the start of the covid-19 pandemic, in the first quarter of 2020. Following the publication of the federal government's Normative Instruction No. 65/2020, which instituted the Management and Performance Program, which among other guidelines included the possibility of adopting the teleworking modality, several federal public institutions began implementing the program. Within the scope of the Federal Technological University of Paraná, a normative instruction was published in September 2022, establishing guidelines for the implementation of the pilot experience of the management and performance program, which took place from December 2022 to April 2023. In this context, the aim of this study was to assess the suitability of the human resources area's activities for teleworking based on the pilot project, by means of a documentary survey using official documents and normative instructions, as well as the final follow-up report drawn up by the project's central implementation committee. Comments from participants and human resources managers were analyzed and, as seen in other bodies that have implemented the program, the main benefits observed were increased focus, productivity and quality of life, resulting in improved quality of work and increased motivation and responsibility among civil servants. Greater flexibility was also observed in the performance of activities, considering prior planning, as well as cost-effectiveness for both the civil servant and the institution. With regard to weaknesses, the most cited were the limitations of the system used and the pressure for immediate service even for non-urgent demands, which can negatively affect the productivity of the civil servant, considering the unnecessary stress. Fewer mentions were made of management's resistance to implementing the program, as well as the obligation to attend on some days. The most common suggestions were to improve the activity control system and implement the program throughout the university, as well as the possibility of removing equipment from the institution for use at home and adjusting the partial teleworking schedule. The suitability of human resources activities for teleworking was also analyzed, concluding that the vast majority of administrative activities can be carried out remotely, leaving only those that require the physical presence of the server, such as some committees, to be adapted.