Mapeamento de competências individuais orientadas ao PGD para cargos de gestão em uma universidade federal do Brasil

Abstract

The growing demand for efficient public services, combined with the need to adapt civil servants’ competencies to institutional objectives; as well as the verification through literature of the impact of the quality of public managers on institutional success justified the importance of mapping managerial competencies aligned with the Management and Performance Program (PGD). Therefore, with this general objective, this research was carried out using a qualitative approach, combining a systematic literature review and a case study at a federal university in Brazil to achieve its objectives. In the study, semi-structured interviews were carried out with 25 managers (pro-rectors and coordinators), 9 of whom were professors and 16 administrative technicians. The collected data were analyzed using the results of the IRAMUTEQ software, following the assumptions of Bardin’s method. As main results, the research validated the framework adapted from Barros and Hoffmann (2022), with three main categories of analysis being identified: PGD assessment, management competence and PGD objectives. The analyzes revealed the need for adjustments to the original framework, resulting in a new model with 8 groups of competencies: Technical Knowledge, Strategic Management, Leadership, Communication and Interpersonal Relationships, Decision Making, Self-knowledge and Development, Flexibility and Adaptability, and Ethics. The competencies most highlighted in the qualitative analyzes were management, knowledge, communication and flexibility. Competencies such as decision-making and leadership, although well cited in the context of important competencies for managers, were less prominent in the analysis results, when compared to terms such as “knowledge” and “management”, as these were mentioned in different contexts. Other competencies such as adaptability, self-knowledge, development, interpersonal relationships and ethics, in turn, although less mentioned, were maintained in the new framework due to their relevance in the literature and alignment with the PGD objectives. The competencies verified in the new framework in this study are in accordance with the literature. The research identified that multiple competencies simultaneously influence different PGD objectives, with there not being a linear relationship between specific competencies and individual objectives. It was concluded that the mapping of managerial competencies oriented towards the PGD is fundamental as a strategic element for the effective implementation of the program, allowing the identification of the competencies that act in the PGD cycle, contributing to the achievement of its objectives. Thus, the study contributed both theoretically, by validating the adapted model from Barros and Hoffmann and suggesting a new framework for mapping competencies; and in practice, by providing subsidies for processes of selection, development and evaluation of managers in the context of PGD. As a technical product, an instrument for assessing PGD-oriented competencies for management positions was developed for a federal university in Brazil.