El objetivo de este estudio consiste en esquematizar las competencias necesarias para los Gestores Públicos que están en los cargos de secretarios del departamento de Santana do Livramento. Con esto, la contribución que se pretende traer con la investigación es la operacionalización del proceso de indicación a los cargos de secretarios municipales por los diferentes municipios que buscan utilizar una Gestión Pública más coherente con las ambiciones de una sociedad, que busca una administración pública más efectiva y eficaz. Fue utilizada la investigación descriptiva, con enfoque cualitativo. También, fue realizada por medio de la construcción, validación y aplicación de una entrevista semi-estructurada que identificó las competencias, su importancia y la intensidad de la utilización de estas, verificándose así, si hay coherencia en su relación. El análisis del contenido fue desarrollado a través de la categorización de las competencias observadas en los diálogos de los que contestaron a las preguntas. Los resultados averiguados apuntan para la identificación de las competencias necesárias para el ejercicio de las funciones del Secretario, evidenciando coherencia entre el grado de importancia establecido y la intensidad de la utilización de estas competencias.

The National Policy for Personnel Development, instituted through Decree No. 5,707 / 2006, brought to the Federal Institutions the great challenge of aligning people and their competencies with the strategies and objectives of the organizations. This research proposes alternatives to seek this alignment now of entering the server in the public service. Thus, it is expected to know the potential of the workforce to reduce the turnover of the employees' boards and to contribute to improve the conceptualization of the efficiency of the public service in the eyes of the society. This research aimed to develop a generic methodology for the allocation of servers in Federal Institutions of Higher Education (IFES) that is aligned with the Management by Competencies. A survey was carried out in one hundred and three IFES on the process of implementation of the Management by Competencies and the methods of allocation of the servers. Three institutions that stood out for including in their allocation processes interviews, curriculum analysis and competency mapping were used as benchmarking, in which it was possible to perform an analysis of the allocation practices used in these institutions and from the results obtained to propose a methodology of allocation. In addition, a diagnosis was made of the practices experienced by the Federal University of Goiás and later a report of suggestions for adaptations for the application of the methodology in the Institution. This research contributed to the organizations better understand the demands of Decree 5.707 / 2006 building more articulation between the theory and the practice experienced by these institutions. In addition, it is another tool for the management and allocation of its servers to fill the lack of appropriate methodologies and techniques for policy implementation.

The research presents the development of a plan for implementation and follow-up of management by competencies for the positions of pro-rector and manager of unit of the federal universities of Brazil. Therefore, the work involves: study of the organizational structure and administration of federal universities; characterization of people management in the Brazilian public administration, focusing on competency management; diagnosis of functions and managerial skills for the posts of pro-rector and manager of unit of the federal universities; development and application of a method to detect skill gaps between occupants of these positions; guidelines for the practice of competency management for the posts in question. The management by competences, the basis of the whole study, is the strategy that guides the management of people in the federal public administration of Brazil. The strategy was introduced at the governmental level through Decree No. 5707 / 2006, which established the National Policy for Personnel Development (PNDP). Specifically, we work with the PNDP guideline that guides the specific training of civil servants to hold management and advisory positions in the federal public sphere. It is a qualitative research in relation to the content, quantitative as to the means to reach the results, exploratory and applied. The research points out difficulties in the execution of management by competencies in the Brazilian federal administration as a whole and in federal universities in a specific way, mainly in the mapping of competencies, in compliance with the guideline that guides the specific qualification of the occupants of managerial positions and in the evaluation of performance of the occupants of these positions. It shows that the PNDP is a potential mechanism, but has been practically unchanged for more than a decade, and a review is timely and necessary to boost competency management in the country. The field study, conducted with the participation of pro-rectors and managers of units of the 63 federal universities in Brazil, brings, among other results, that: 47.5% of the participants do not have any training in management; about 20% of these agents do not seek management training; 51.5% of universities do not offer this type of training; 68% of the institutions do not evaluate these managers or do not do so in an appropriate way; in a roll of 12 competencies, pro-rectors present the largest gap in self-control competence, while unit managers have greater gap in innovation competence. In general, no major distortions are found, but the research indicates the need for capacity building to overcome existing failures, as well as actions to improve and maintain skills already acquired.

The concept of competence takes different meanings in organizations and some features are essential to organizational performance. Therefore, it becomes important the competence management aimed at people management in order to maintain and develop skills required for the organization performance. In the Brazilian public sector, competence management was established through the Decree nº. 5,707/2006 which sets the National Policy for Staff Development (PNDP), encouraging permanent learning and development of institutional skills from individual skills. Despite the fact that competence management is not exactly old, it is already widespread in different institutions. In this way, public institutions end up sharing and using management methods applied in other institutions, showing very similar characteristics and management models, which is a feature of isomorphism. In consequence, considering the implementation of competence management requirement in federal public institutions in Brazil, this study aims to identify and describe the aspects that influence policies of competence management in federal universities and what the development and implementation of these policies generate in terms of learning. Based on the literature, initially the concepts of competence in organizations, learning in organizations and institutionalization of practices were defined. Then the methodology was set, so that this research is characterized as interpretative, descriptive and case studies. Seven Brazilian Federal universities were analyzed among a universe of 14 universities that have already started the implementation of competence management. With a semi-structured guide, interviews were conducted with managers involved in the process of development, implementation, monitoring and impact of management skills. Data were analyzed based on the goals set before. It was identified that among of the seven universities analyzed, none of them has the competence management model consolidated, whereas some universities are in development step and other in an advanced processes. The main areas that are affected by competence management in universities are training and performance evaluation. Besides relating the fields of study of competences, learning and institutionalization, this research contributes to organizations to understand better the demands of the Decree 5.707/2006 as well as to serve as a tools source for better management of servers.

Neste estudo foram verificadas as implicações da gestão por competências nos comportamentos de cidadania organizacional (CCO) e no comprometimento organizacional. Buscamos verificar até que ponto os modelos de gestão de pessoas baseados em competências podem influenciar positiva ou negativamente os CCO e o comprometimento, ou seja, até que ponto estas práticas funcionam como um elemento que estimula ou auxilia na desintegração, reduzindo a adoção dos comportamentos de cidadania organizacional e também o comprometimento com a organização. A pesquisa foi realizada em uma organização multinacional fabricante de produtos óticos, que utiliza os modelos de gestão baseados em competências para seleção, avaliação e remuneração variável de seus funcionários há três anos. Para investigação do comprometimento organizacional adotamos como referencial o Modelo de Três Componentes de Meyer e Allen. Para a investigação dos comportamentos de cidadania organizacional utilizamos como referência as quatro dimensões encontradas a partir dos estudos de Armênio Rego e seus colaboradores. A metodologia adotada combinou métodos quantitativos e qualitativos. Nos levantamentos quantitativos usamos a escala para mensurar o comprometimento desenvolvida por Meyer Allen e Smith, traduzida e validada para o contexto brasileiro por Medeiros, e a escala de comportamentos de cidadania organizacional desenvolvida por Armênio Rego e colaboradores. Os resultados alcançados indicam que a população estudada apresenta um grau satisfatório de comprometimento global, com maior presença da dimensão afetiva. Com relação aos CCO, os mesmos também encontram-se presentes em um grau adequado nesta amostra com maior destaque nas dimensões harmonia interpessoal e iniciativa. Dentre as conclusões obtidas a partir do estudo, destacamos que os resultados indicam a existência de variáveis organizacionais que parecem estar contribuindo para neutralizar a competição e o individualimo, por vezes potencializado pelas práticas de gestão baseadas em competências.

Esse estudo baseado na legislação brasileira, como a Lei de Acessibilidade, visa analisar como acontece o atendimento de pessoas surdas em órgãos públicos, tendo como objetivo de pesquisa analisar a percepção da competência da gestão municipal em prestar atendimento em LIBRAS para a comunidade surda no município de Sant’Ana do Livramento. Quanto à natureza foi uma pesquisa aplicada, de abordagem qualitativa, e quanto aos objetivos, uma pesquisa descritivo-exploratória que como método na utilização das técnicas de coleta de dados, optou-se por entrevistas semi-estruturadas, em LIBRAS para os surdos, e em português para ouvintes. Fez-se uso ainda para a análise das entrevistas a interpretação de narrativas, para dialogar a teoria com os resultados dos entrevistados. Os resultados indicam que os surdos e seus familiares percebem a capacidade de comunicação e atendimento em LIBRAS dos funcionários de instituições públicas no Município de Sant’Ana do Livramento/RS como de uma forma geral insuficiente para que os cidadãos que necessitam de intérpretes, muitas vezes acabam dependendo de seus familiares para conseguir estabelecer uma comunicação fluente e que atenda as suas reais demandas.

Com a instituição do modelo de gestão por competências através do decreto nº 5.707/2006, que trata da Política Nacional de Desenvolvimento Pessoal (PNDP) para os órgãos da Administração Pública Federal, o presente artigo tem como objetivo identificar as competências profissionais relevantes para a área de gestão de pessoas das unidades acadêmicas do Campus de Belém da Universidade Federal do Pará (UFPA). A pesquisa realizada caracterizou-se como uma pesquisa aplicada, descritiva e exploratória. Por meio da aplicação de um questionário de autoavaliação, buscou-se avaliar a importância e o domínio das competências e baseado nestas informações calculou-se o grau de necessidade de capacitação (GNC) das competências. Observou-se que o GNC apresenta-se de maneira distinta para os profissionais de acordo com o grupo de unidades aos quais estão inseridos (Institutos, Núcleos ou Unidades Acadêmicas Especiais). Portanto, os resultados mostraram que as ações de capacitação, para que atendam as suas funções, devem ser orientadas para os profissionais por grupo de unidades.

The study presents the university libraries as organizations that, along the way, to keep offering services and goods in adequacy with user informational needs, became too dependent on new information technologies. In this context, it is pointed, based on scientific literature, what the necessary competences are to people who work in this environment, more and more improved and dynamic. Qualitative approached, this work is aimed to identify how the competence management in the Mato Grosso Federal University libraries occur, which purpose is to help people management on this sector. For so, interviews were conducted with three managers from these libraries, intending to identify how the competence management is done in these places. The manager answers show that the competence management on the libraries is not effective still, for this competence does not apply to all libraries staff, because of the insufficient amount of persons without the level of instruction compatible with the activities to be developed and the need to hire new qualified people, intellectually and culturally, to work on libraries.