Percepção sobre o sistema de mensuração de desempenho de escolas públicas no Estado de Pernambuco

Abstract

This study aimed to study the perception of technicians and managers who participated in the Pactopela Educação program on the performance measurement system of public schools in Pernambuco. Thus, an electronic questionnaire was prepared and sent to technicians of the Secretaria de Planejamento e Gestão, managers of the Secretaria de Educação and managers of Gerencias Regionais. The survey period occurred from October 18 to November 18, 2018, with a response rate of 55.56%. Data were analyzed through the use of GoogleSheets, Excel and IBM SPSS Statistics 24, to perform descriptive statistics and non-parametric statistical tests between the characteristics of the respondents and their perceptions. Therefore, the research can be classified as descriptive, quantitative and survey. The data presented a balance between the number of male and female respondents, most of them between 31 and 40 years of age, there were no respondents trained in accounting, with predominance by training in a public institution, with graduation time in less than 5 years and with graduate studies. Both the time of professional experience and time of service in the public sector has been divided between 11 to 20 years and more than 20 years. All the respondents were effective servants, with majority exercising function or commissioned position. Most of the answers were made by the technicians of the Secretaria de Planejamento e Gestão. Regarding the perception of respondents, the leadership factor presented a higher degree of importance for improving performance in education. The clarity and simplicity dimension and the role of improving and improving decision making presented the highest percentage of importance for a performance measurement system. Of the reasons for searching for indicators, both being part of feedback cycles between managers and employees, and promoting improvement, rather than simply monitoring were the most important. For the steps in developing a performance measurement system, periodically reassessing the suitability of the system established in view of the current changing environment is perceived as the most important. Regarding the key factors of implementation, it was verified that the existence of a positive leadership to implement the measurement model, included in the topic of leadership and management was considered as the most important key factor. Regarding the statistical tests, it was concluded that there was a significant variation in the perception data of the respondents in relation to variables of their personal profile, training, professional experience and professional function.