Human Resources Management Country Profiles …

1 Human Resources Management Country Profiles brazil . Background Restructuring Senior Management Challenges . Legal Framework Organisation of HR Industrial Relations . Composition HR Management Reforms . Background Employment in central government under the Central Human Resources Management body: Government centralisation (2008) . main General Employment Framework (GEF): . Human Resources Secretariat 0% 100%. 2012: 570 000 employees Central Sub-central Total employment in the general government Government production costs (2010) Type of recruitment system (2010). sector as a percentage of labour force (2010): Career Position Data unavailable based based brazil OECD33. Legal Framework GEF covers all Multiple Permanent staff in the Brazilian public service are GEF, rather fixed-term contracts are governed by employees: GEFs employed under the Single Legal Regime, Law 8745/93.

2 Public employees have the right to GEF includes fixed-term established by Federal Law 8112, and the unionise and strike. Data are unavailable regarding No contracts: Consolidation of Labour Laws. Casual employment guarantees in favour of life-long employment. Private law applicable in is used; however, it is not included in the principal No public sector: Staff have the right: Benefits, to which employees are entitled to, are: Firing rules provide: to Full funding of Partial funding of Some funding of Different guarantees about job Guarantees in favour of to strike unionise social security social security pensions protection / dismissal life-long employment Public Yes Yes Yes No No Data Yes No Data sector Private Yes Yes No Yes No Data No Data No sector Composition of Employment Central Government Total Labour Force Central government employment (2012) 45 Inside: Outside: brazil OECD28.

3 Total employment under 570 000 40 (2009). (2008). GEF: employees 35 30. Part-time employment: No Data 25 20. 15. Gender in central government (2009) . 10 Female participation in 5. central government No Data 0. workforce: 2000 2005 2009 2000 2005 2009. Share of top and middle brazil OECD Average No Data Percentage of employees aged 50 years or older in central positions who are women: Age structure of central government government and total labour force (2000, 2005 and 2009)*. Data are for core ministries and agencies of central/federal governments Data are unavailable regarding part-time older of In addition, there is a employment in the public service in brazil . The particularly low representation of employees age structure of public employment is skewed in their thirties, only in 2008 compared towards older employees.

4 The proportion of to the OECD average of Data are employees aged over 50, in 2008, is unavailable regarding the representation of above the OECD average for those aged 50 or women in the public service. Last updated 06 December 2012. Human Resources Management Country Profiles brazil . Public Sector Restructuring brazil brazil , along with five OECD member countries, reported no Anticipated reforms' effect OECD32/33. anticipated change in public employment levels as a result of No change OECD Range on employment level: planned reforms. Data are unavailable regarding current public 35. Implemented changes in employment sector restructuring measures in brazil . General government levels affecting more than 50% of 30. sector employment (excluding public corporations) as a ministries/agencies since 2000: 25.

5 Percentage of the labour force, in 2010, is substantially Change in retirement age 20. lower than the OECD average of Data are unavailable Devolution of authority over other 15. regarding overall public sector compensation levels. levels of government 10. Contracting out Delegation to other public or semi- 5. public organisations 0. Reorganisation / restructuring General government as a percentage of labour force (2010) . Organisation of HR Management Decentralisation of HR Management Strategic HR Management Central HRM unit: Human Resources Secretariat Existence of HRM. accountability framework for No General Accountability Framework Role: Responsible for defining HR policy exists. managers: Location: Ministry of Planning, Budgeting and Management HRM targets feed Responsibilities: Manage HRM at central/national level performance assessments: No data Provide leadership and guidance Regular HRM assessment of Coordinate and supervise HR policy/strategy No data ministries and departments: Provide advice on legal framework Framework requires top &.

6 Design the pay system middle Management to plan No data Define and control the payroll and report on: Define salary levels and benefits Forward planning use: Recently introduced. Manage retirement and pension plans Personnel, budget The central HRM body sets and monitors pay and pay delegation: systems, budget allocation, bonuses and the distribution of posts. Classification, The central HRM body sets and monitors the recruitment and post classification system, as well as managing dismissal delegation: recruitment and dismissal due to misconduct. Employment The central HRM body manages working conditions delegation: conditions, performance appraisal, the code of conduct and equal opportunity issues. 0. OECD33/31. OECD Range The Brazilian federal government has a centralised system All employment conditions are regulated by law and in which the Ministry of Planning, Budgeting and departments only apply the defined rules.

7 Despite the Management has responsibility for the co-ordination and highly centralised nature of HR Management , significant Management of planning, federal budgeting, civil differences prevail between employment contracts across personnel, administrative modernization and the ICT ministries. brazil has started to establish forward-looking systems of the federal public administration. Compared to and performance-based budget processes and institutions. OECD countries, delegation of HRM authority to line A several-year plan sets out the priorities, goals and ministries and agencies is rather limited. The Ministry of programmes over a four-year period. Strategic workforce Planning decides on staffing levels, the type of staff planning is not fully developed but actions have been employed, compensation levels, position classification, taken to implement a permanent system of workforce Extent of delegation of HRM practices to line recruitment and dismissals, and conditions of planning to provide ample, strategically-oriented ministries in central employment.

8 It is also closely involved in implementation. parameters for decision-making. government (2010) . Last updated 06 December 2012. Human Resources Management Country Profiles brazil . HR Management Practice RECRUITMENT: In brazil , recruitment arrangements reflect very PERFORMANCE: All parts of the federal administration are expected to diverse post or employee categories. Most are linked to a specific carry out performance assessments for their statutory employees. organisation, while others are transversal and give access to posts However, there is no common model and the level of implementation in a range of organisations. Some are fairly broad and provide varies. In some organisations, assessments rely on the personal opinion opportunities for functional careers, while others are intended of the closest supervisor.

9 So far, more formalised assessments have for specific functions and only provide for salary progression. typically focused on outputs and competencies. Assessment is Selection for public employment is normally made through mandatory for almost all public employees, and takes the form of an formal competitions for each category, annual meeting with, and brazil OECD31/33. brazil which are open to all persons who OECD33. written feedback from, the OECD Range fulfil the basic requirements for Position OECD Range immediate superior. Performance assessment is of employment in the category in question. Only some posts are open to medium importance to career internal and external application and advancement and there is no application system as a remuneration. In addition, brazil general rule.

10 Many politically uses performance-related pay appointed positions have been (PRP) to a slightly lower extent transformed into posts that only than the average OECD Country . recruit from within the public service. PRP is used for most There are no diversity policies in place government employees and can Extent of the use of Extent of the use of performance performance-related to promote recruitment of under- Career Type of recruitment represent 16-72% of base salary. assessments in HR pay in central system used in central represented groups. government (2010) decisions in central government (2012)^. government (2010) . PAY SETTING: Base salary is set in a single, comprehensive PROMOTIONS: Data are unavailable regarding the determinants agreement through a centralised collective bargaining framework of promotions.