Africa-Press – Cape verde. The National Directorate of Public Administration is equipping managers and technicians with knowledge and skills in Integrated Human Resources Management, aiming for better implementation of the PCFR (Plan of Positions, Functions and Remuneration) and other ongoing transformations.
The event, which brings together senior, middle and technical human resources managers from central administration and public institutes, aims to convey the central concepts underlying the modernization of human resources management underway in the last five years, as well as the systemic and integrated logic that the different instruments allow.
Presiding over the event, the Minister of State Modernization and Public Administration, Eurico Monteiro, explained that this workshop follows a set of instruments approved in the area of public administration.
Among them, he pointed to the Basic Law of the Public Employment Regime, the Plan of Positions, Functions and Remuneration (PCFR) of the common regime, the performance management system, as well as the Single Remuneration Table, and the decree on the description and evaluation of functions.
“All of this is part of a reform, a very substantive reform. Therefore, several things have been changed in public administration, even the model of public administration management,” he recalled.
According to the official, the intention is that the change is not restricted to the upper levels of administration, but also reaches administrative managers and employees in general, with particular emphasis on the general directorates of budget, planning and management of ministries and the human resources services of the ministry.
Eurico Monteiro acknowledged that no reform will be successful without motivated, qualified and adequately trained employees, highlighting the importance of the Performance Management System, not only as a formal structure, but above all in its implementation.
“Because one thing is for us to design this entire model, to have a performance management system, let’s say, in terms of its structure, another thing is to implement this system,” he stressed.
He underlined that implementation implies that services have clear objectives, aligned with a sustainable strategic plan, and that middle managers also meet their objectives, which must be developed on a large scale. He further added that the system must ensure continuous follow-up, monitoring, corrections, incentives, and rewards, elements that he considers essential to guarantee motivation and career advancement.
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