Leading the public sector depends on merit and boosts salary – 01/18/2024 – Market

It is common to associate public sector leaders with appointments based on political affinity, but, with the impetus of a 2021 law, the chances of career civil servants reaching leadership positions based on merit are greater today.

For this, according to experts, a history of good performance and ideal skills for the position count.

Despite advances, public administrations still face obstacles in the training of new managers, especially in places with fewer resources to invest in preparing employees, and to promote the inclusion of more people who represent diversity in higher positions in the hierarchy.

“Leadership that inspires and provides opportunities and direction makes a difference in employee engagement”, declares Clarissa Malinverni, social scientist and member of the executive board of Movimento Pessoas à Frente, dedicated to people management in the public sector.

This is the third Public Career report, a series from Sheet in partnership with Instituto República.org, which discusses the civil servant’s trajectory from entering the public sector to retirement.

A server with good income can advance professionally in different ways. This includes, for example, passing internal selection processes for management positions or taking leadership training courses.

Although performance management is not yet fully operational in the sector, recruiters can evaluate projects that the candidate was involved in or led and results achieved in the area of ​​activity.

In the federal Executive, professionals have the guarantee of a law sanctioned in 2021 that they will be able to reach the top of their career. The legislation determines that 60% of commissioned positions in functions of trust are occupied by civil servants.

Employees who reach commissioned leadership roles are entitled to an adjustment, varying according to the level of the position and the body where they work. By law, he can choose to receive this bonus in different ways. One of the possibilities is to add 60% of the salary for the commissioned position you occupy to the remuneration for your effective role.

You may also be entitled to other benefits, such as housing allowance, in the case of professionals who moved from their place of residence to occupy the role.

Data from the transparency portal and the federal government’s report on civil servants’ remuneration indicate that, in the Federal Attorney General’s Office, for example, a public servant can start with a starting salary of R$ 10,600 and, with professional advancement , reach a remuneration of R$30 thousand, in the management position.

For ANTT (National Land Transport Agency) employees, the value can range from around R$23 thousand to R$34 thousand.

Professionals interested in becoming directors and managers can learn skills such as strategic communication and team engagement in leadership training programs. After completing the course, they tend to find it easier to get opportunities in management positions.

One of these programs is LideraGov, carried out by Enap (National School of Public Administration) for federal employees. Those approved participate in training to develop skills such as emotional intelligence, people management skills and organizational leadership.

The program trains professionals to work in more strategic areas, linked to the development of public policies and the direction of the government.

“These are the new leaders that we train so that the public sector has better prepared people, who do not need to learn along the way and come ready to take on these positions”, says Betânia Lemos, president of Enap.

She states that some of the candidates receive invitations to higher positions while they are still on the course. In addition, the program forms a network of alumni to increase the server’s chances of being appointed to trusted roles.

Enap also promotes the Leaders that Transform program, which connects professionals interested in occupying leadership positions in public bodies with open positions. The program assesses whether the candidate’s skills, including social skills, are in line with what the entity needs.

Transforma Minas, in Minas Gerais, is another program that works on the selection, development and engagement of state employees.

Rafael Vasconcelos, 38, was one of the recipients. He, who has been a civil servant at the State Department of Planning and Management since 2008, became superintendent of personnel administration after going through the program’s selection process.

Rafael’s first promotion was in 2012, when he became coordinator of a team in the same department, as recommended by the undersecretariat. After five years in this position, he went to work for the city of Belo Horizonte. He decided to return to the state government due to the opportunity at Transforma Minas.

According to Rafael, the process involved sending a CV, filling out a form with information about experience and vocation for public management, and an interview with a manager – in this case, the undersecretary of the department in which he works.

The employee says that today, as a leader, he encourages the team to show their performance, especially in meetings with managers, to increase the chances of reaching high positions.

“Every manager must keep in mind that they need to help the growth of new leaders and awaken this public value to those who are arriving”, he states.

According to Tadeu Barros, CEO of the Public Leadership Center, the sector is struggling to train new leaders. He says that many administrations, especially in smaller municipalities, have difficulty implementing a program dedicated to this area due to a lack of financial resources.

In addition to offering training, there must be frequency so that leaders are prepared for the emergence of new demands.

Barros defends the efforts of different actors, including the third sector and the private sector, with the aim of promoting this type of training for those who do not have access.

Another challenge is the presence of more women and people of color in leadership positions. The public sector has been taking initiatives to increase diversity in leadership. Last year, President Lula signed a decree determining that 30% of commissioned positions be occupied by black people, with a deadline of 2025.

In the states, there is a lack of data on the race and gender of leaders, as shown by a survey released in 2023.

Clarissa Malinverni says that, despite advances, there have been few changes in the last twenty years. In states and municipalities, the picture could be even worse if diversity is not prioritized.