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Abstract(s)
Com a reforma da Administração Pública, implementada de forma mais integrada e abrangente pelo
Governo socialista de José Sócrates (XVII Governo Constitucional), foi iniciada a reformulação das
carreiras dos profissionais de saúde, nomeadamente a carreira médica e a carreira de enfermagem,
continuando-se a aguardar a reformulação das carreiras dos técnicos superiores de saúde e dos
técnicos de diagnóstico e terapêutica.
As inúmeras mudanças que decorrem destas reformulações têm criado por sua vez um clima de
receio e expectativa junto dos profissionais de saúde, o que aliado a um período de contingência e
recessão económica, tem causado uma certa instabilidade.
Embora fosse de reconhecimento geral que a anterior forma como se geria as carreiras dos
profissionais de saúde, utilizando como critérios de progressão mecanismos automatizados com foco
na antiguidade, não fosse a mais correcta, uma vez que não cumpria princípios de justiça e
meritocracia, são agora levantadas inúmeras dúvidas com estas reformulações.
A questão principal é se efectivamente virão dar resposta à necessidade de uma maior flexibilidade na
evolução profissional, mais adequada aos contributos de cada colaborador, potenciando o
desenvolvimento de competências. Concluiu-se então que as reformulações efectuadas nas carreiras
dos profissionais de saúde não incentivam totalmente o desenvolvimento de competências ao longo
da carreira, mas permitem de alguma forma uma maior flexibilidade na evolução profissional;
possibilitando que esta se desenvolva de acordo com os contributos de cada colaborador, apesar de
grandes entraves na aplicação à prática.
A verdade é que não se conseguem atingir resultados somente através de resoluções por decreto,
falta a transformação deste sistema meritocrático, existente no plano formal, numa prática social
meritocrática. Para isso em todas as reformulações que ocorram deve-se, primeiro de tudo,
sensibilizar os colaboradores para essa necessidade, informar e esclarecer dúvidas, ouvir as suas
sugestões e incluí-los no processo de mudança. Só dessa forma se irá conseguir a sua aceitação, o
seu apoio e implementar efectivamente novas práticas.
Nesse sentido, espera-se que este trabalho contribua para um maior conhecimento acerca da gestão
de carreiras, gestão de competências, avaliação de desempenho e meritocracia, bem como das
alterações legislativas que têm vindo a ocorrer, sensibilizando para a necessidade de se efectuarem
realmente reformulações nas carreiras dos profissionais de saúde, mas também promovendo o
desenvolvimento de uma atitude pró-activa para que estas sejam mais meritocráticas.
With the reform of the Public Administration in Portugal, implemented by the Socialist Government of José Sócrates (XVII Constitutional Government), it was initiated the reformulation of the health professionals careers, the medical career, the nursing career and soon to happen the reformulation of the superior health techniques career and the diagnostic and therapeutic techniques career. The innumerous changes that these reformulations has cause have created a clime of distrust and expectation among health professionals, what allied with a period of economic recession has result in instability. Even so there were common knowledge that the anterior way of managing the health professionals careers, taking use of progression criterions based on antiquity, was not the correct one, because it doesn’t fulfilled justice and meritocratic principles, there are many doubts with these reformulations. The principle question is if they will gave a solution to the need of more flexibility in professional evolution, more adjusted to the individual contribution and competencies development. It was concluded that the reformulations made in the careers of health professionals do not fully encourage the development of skills throughout their career, but somehow allow greater flexibility in professional development, enabling it to develop according to the contributions of each collaborator, despite major obstacles in the implementation to the practice. The truth is that no one can achieve results only through resolutions by decree, lack the transformation of this meritocratic system, existing formally, in a meritocratic social practice. To this occur is needed that in all reformulations taken place, first of all, must sensitize employees to that need, inform them and answer questions, listen to their suggestions and include them in the change process. Only that way will it gain acceptance, support and achieve effective implementation. In this sense, it is expected that this work will contribute to a greater knowledge of career management, competency management, performance evaluation and meritocracy, as well as legislative changes that have taken place, raising awareness of the need to actually make reformulations in the careers of health professionals, but also promoting the development of a proactive approach so that they become more meritocratic.
With the reform of the Public Administration in Portugal, implemented by the Socialist Government of José Sócrates (XVII Constitutional Government), it was initiated the reformulation of the health professionals careers, the medical career, the nursing career and soon to happen the reformulation of the superior health techniques career and the diagnostic and therapeutic techniques career. The innumerous changes that these reformulations has cause have created a clime of distrust and expectation among health professionals, what allied with a period of economic recession has result in instability. Even so there were common knowledge that the anterior way of managing the health professionals careers, taking use of progression criterions based on antiquity, was not the correct one, because it doesn’t fulfilled justice and meritocratic principles, there are many doubts with these reformulations. The principle question is if they will gave a solution to the need of more flexibility in professional evolution, more adjusted to the individual contribution and competencies development. It was concluded that the reformulations made in the careers of health professionals do not fully encourage the development of skills throughout their career, but somehow allow greater flexibility in professional development, enabling it to develop according to the contributions of each collaborator, despite major obstacles in the implementation to the practice. The truth is that no one can achieve results only through resolutions by decree, lack the transformation of this meritocratic system, existing formally, in a meritocratic social practice. To this occur is needed that in all reformulations taken place, first of all, must sensitize employees to that need, inform them and answer questions, listen to their suggestions and include them in the change process. Only that way will it gain acceptance, support and achieve effective implementation. In this sense, it is expected that this work will contribute to a greater knowledge of career management, competency management, performance evaluation and meritocracy, as well as legislative changes that have taken place, raising awareness of the need to actually make reformulations in the careers of health professionals, but also promoting the development of a proactive approach so that they become more meritocratic.
Description
Keywords
Carreira Gestão de carreiras Direcção e chefia Saúde Career Management career Leadership and management Health
Citation
Publisher
Instituto Politécnico do Porto. Escola Superior de Tecnologia da Saúde do Porto
Instituto Politécnico de Bragança
Instituto Politécnico do Cávado e do Ave
Instituto Politécnico de Viana do Castelo
Instituto Politécnico de Bragança
Instituto Politécnico do Cávado e do Ave
Instituto Politécnico de Viana do Castelo