The draft deliberation of the Career of Teaching, Research and Extension Support Professionals (Paepe) at Unicamp was unanimously approved in the early afternoon of this Thursday (22) by the Internal Chamber for Employee Development (CIDF), subordinate to the Chamber of Administration (CAD). Among the main new features proposed are vertical progression and the reduction and better distinction of Career levels. The matter now goes to the CAD for consideration, which will meet in December. In the following interview, the pro-rector of University Development and president of CIDF, professor Marisa Beppu, talks about the most important points of the proposal to readjust the career of technical-administrative employees.
How was the draft proposal approved by the CIDF constructed?
The proposal was created by the Working Group (GT) formed to readjust Carreira Paepe. The GT was composed of two segments: an executive, whose task was precisely to prepare suggestions, and a consultative one, which evaluated the proposals and also brought Feedback.
What points were worked on by the GT?
We note some important points. Employees longed for a system that had clear levels of stratification. In other words, establishing levels that would allow employees to see themselves in their career, see a career path and identify what is valued within that career, with a clear distinction between levels. This indicated the need to reduce the number of levels, so that they were understandable to people. The need to adopt an evaluation system for progression that valued merit was also clear. All these aspects were worked on by the GT. We also heard from the CSAs [Sectoral Assessment Committee] to discuss the important role they will play in this process. In addition, we held four extraordinary CIDF meetings to discuss concepts and a specific meeting to discuss the draft.
Was there, therefore, broad reflection around the proposals before today's vote?
Yes. When we decided to schedule this meeting to consider the draft proposal, we already had a mature idea of what the proposal was. So much so that we managed to overcome, in one morning, the agenda and approve the document unanimously, with small adjustments.
What are the next steps in this Paepe Career readjustment process?
There is work that still has to be done, such as defining what the performance assessment will be like in conjunction with the Career. There is a more than justified expectation from Paepe servers to see how the system will work. Obviously, the system has to work with an injection of resources so that the Career can be recognized. We would not like to spend another few years without gaining recognition and career progression. This means that we have to manage resources responsibly and always have a process in progress.
Would you say that the verticalization of progression is the main novelty to be introduced in this process?
I would say that verticalization is one of the main new features. Another is that the levels are leaner, precisely because people can see distinctions between them, right down to the proposed quantity. This clear distinction between levels is very important.
What is the process from now on?
The matter now goes to the CAD for evaluation, which will meet in December. Meanwhile, the CIDF does not stop. At the next meeting, she will begin to systematize the measurement of requirements so that assessments and career progression can be carried out. In other words, the CIDF will implement what was conceptually approved. This means that we will prepare new drafts, which will be analyzed at the beginning of next year. Furthermore, this year's PDO [Budget Distribution Proposal] already intends to have resources allocated to the Career in the new format. An important aspect is that we want this to be an instrument that can be constantly evaluated by employees and the University, to know if it is being effective or if it needs to be improved.
