Decree No. 6693, Of 12 December 2008

Original Language Title: Decreto nº 6.693, de 12 de Dezembro de 2008

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Decree No. 6693, of 12 DECEMBER 2008.
Regulating law No. 11539, November 8 2007, which provides for on the Career of infrastructure and analyst the position isolated from providing effective Senior infrastructure specialist.
The PRESIDENT of the REPUBLIC, in the use of the role that gives the art. 84, section IV, of the Constitution, and in view of the provisions of law No. 11539, November 8 2007, DECREES: chapter I SPECIFIC Art ASSIGNMENTS. 1st analyst career infrastructure, consisting of senior infrastructure analyst, upper level, is structured into classes and patterns.
Sole paragraph. For the purposes of this Decree: I-career, the set of classes of positions of the same profession, nature of the work or activity, graded responsibility and complexity inherent in their duties;
II-class, the basic integrated career Division by positions of identical title, duties, level of complexity, level of responsibility, training and experience requirements for the performance of duties; and (III), the server's position in the salary range.
Art. 20 the holders of the offices effective career-serving infrastructure Analyst, upper level, racing exercise assignments aimed at specialized activities of planning, coordination, supervision, technical assistance and execution of projects and infrastructure.
Art. 3 Are specific assignments as: infrastructure analyst I-planning, implementation and execution of projects and large infrastructure works;
II-grant and technical support to the implementation and evaluation of projects and large infrastructure works;
III-grant to the formulation of policies, plans, programs and projects relating to the execution of projects and large infrastructure works; and IV-performance of other support activities related, inherent in the technical assistance for the implementation of projects and works.
Art. 4th holders of isolated posts effective serving of Senior infrastructure specialist, upper level, racing performance of high-level assignments of complexity geared to the specialized activities of planning, coordination, supervision, technical assistance and implementation projects and large works in the area of infrastructure.
Art. 5 Are specific assignments as Senior infrastructure specialist: I-planning, coordination, supervision, technical assistance and execution of projects relating to the implementation of large infrastructure works, at a high level of complexity;
II-development of standards for implementation of projects and large infrastructure works;
III. planning and coordination of supervisory actions of executing projects and large infrastructure works, at a high level of complexity; and IV-performance of other support activities related, high level of complexity, inherent in the technical assistance for the implementation of projects and works.
CHAPTER II PUBLIC Art CONTEST. 6th the entry in positions referred to in arts. 1 and 4 (1) shall be by way of public competition and titles to the position of Senior infrastructure specialist, and proof or evidence and titles as infrastructure analyst, respected the specific legislation.
§ 1 the tender referred to in the caput may, when fit, be carried out by areas of specialization and organized into phases of character classification and qualification, including, where appropriate, training course, as it has in the convening notice of the event, observed the relevant legislation.
§ 2 the notice of a call for competition shall define the characteristics of each stage of the tender, the specialized training and professional experience, as well as predatory and qualifying criteria.
§ 3 the ticket in the positions referred to in the caput requires upper-level undergraduate diploma, graduate-level knowledge and, when applicable, the record in the corresponding professional Council.
§ 4 is a prerequisite to entering the isolated position of providing effective Senior infrastructure specialist twelve years of experience in the exercise of activities of higher level, corresponding to the exercise of powers equivalent to those of the Office, in the area of specific actions set out in the notice of the competition.
§ 5 the notice of public tender for the post of Senior infrastructure specialist will set the criteria for the verification of the period of experience mentioned in § 4.
§ 6 the public contest for the posts referred to in the caput shall be held to constitute effective staff in initial default initial career grade infrastructure and Analyst in class only as Senior infrastructure specialist.
§ 7 proof of securities and member of the contest for the ticket in the post of Senior infrastructure specialist may include the defense, public act of memorial based on the curriculum vitae of the candidate, of character classification, under its edict.
CHAPTER III of the Art PERFORMANCE BONUS. 7 for the purposes of this Decree, be defined as performance evaluation the systematic and continuous monitoring of individual performance of the server and of institutional capacity, having as purpose the achievement of the goals of individual and institutional performance, considering the mission and objectives of the agencies of the federal public administration that have effective exercise occupants of the offices mentioned in arts. 1st and 4th.
Art. 8. The Performance bonus of infrastructure Activity-GDAIE is due to the members of the career of infrastructure and analyst of the isolated position of providing effective Senior infrastructure specialist, depending on the institutional and individual performance, according to § 1 of art. 5 of law No. 11539, 8 November 2007.
Sole paragraph. Only will do justice to GDAIE the occupants of posts referred to in the caput of this article that are in pursuit of activities inherent to their respective posts in agencies of the federal public administration, except for the provisions of § 9 of art. 10. Art. 9A GDAIE be paid observed the upper limit of 100 points and the minimum of ten points per server, matching each point, at their respective levels, classes and patterns, the values set out in annex III of law No. 11539, 2007, respecting the following distribution: I-to 70 points due to the result of the evaluation of institutional performance; and II-up to 30 points as a result of the outcome of the evaluation of individual performance.
Art. 10. The individual and institutional performance assessments will be cleared every six months and will produce monthly financial effects for the same period.
(1) The individual and institutional performance assessments will be used as a management tool, with the identification of aspects of the performance that can be improved through training and professional development opportunities.
§ 2 The reviews will be processed in the following month at the end of the evaluation period and its financial effects will begin the following month to the processing.
§ 3 values to be paid in respect of GDAIE shall be calculated by multiplying the sum of the points earned in the individual and institutional performance evaluations by the value of the constant point of annex III of law No. 11539, 2007.
§ 4 the result of first performance evaluation will generate financial effects from the beginning of the evaluation period, and must be compensated for any paid the largest differences or minor.
§ 5 the individual assessment only will produce financial effects if the server has remained in pursuit of the activities inherent in his post for at least two-thirds of a full period of evaluation.
paragraph 6 until they are processed the results of the first evaluation of individual and institutional performance, all servers that do justice to GDAIE should perceive it in value corresponding to 40 points, observed their careers, levels, grades and standards, applying even to the occupant of the position of special nature and of positions in Commission.
§ 7 the Active Server GDAIE taker that obtains in the performance evaluation score less than the maximum of 40% points for the individual review won't do justice to share concerning the institutional performance assessment in the period.
§ 8 until it is rendered the first evaluation of individual performance to take effect, the server named for effective job and one who has returned from leave of absence or transfer without the perception of GDAIE in the course of the evaluation cycle will receive the bonus in the amount corresponding to 20 points.
§ 9 the occupant of the position of the Career of infrastructure or analyst as Senior infrastructure specialist that is not developing activities in the stocking body will only live up to GDAIE: I-when requested by the Presidency or Vice Presidency of the Republic, situation in which to realize the GDAIE based on the applicable rules as effective exercise in the organ of origin; and

II-when given to Federal Government entities or bodies other than those referred to in item I, since I invested in charge in Commission of special nature, the 6-5,-or equivalent, in which case you'll notice the GDAIE calculated based on the maximum value of the individual share, added to the result of institutional evaluation of the period.
§ 10. The institutional evaluation of the server referred to in items I and II of § 9 will be the body stocking.
§ 11. In case of clearances and licenses considered by law 8112 of 11 December 1990, as effective exercise, without prejudice to the remuneration and the perception of GDAIE, the server will continue realizing their reward corresponding to the last score obtained, until it is processed your first evaluation after returning.
§ 12. The provisions of § 11 applies to the occupant of Office of special nature and of positions in Commission.
§ 13. The first period of performance evaluation for purposes of payment of GDAIE will begin on the date of publication of this Decree.
§ 14. Exceptionally, the first trial period shall be not less than six months, observed the start of the second cycle of evaluation, defined in the Act referred to in art. 13. Art. 11. individual performance evaluation aims to measure the performance of the server in the performance of duties of the position or function, focusing on individual contribution to the achievement of organizational objectives and goals.
§ 1 in the definition of the criteria for the evaluation of individual performance, will be observed the following minimum criteria: I-productivity at work, on the basis of previously established standards of quality and economy;
II-capacity for initiative;
III-disregard of procedures and conduct in the performance of the duties of the position;
IV-discipline;
V-teamwork;
I saw commitment to work; and VII-knowledge and self-development.
§ 2 the evaluation of individual performance of the server will be performed by the immediate leadership, or for whom the maximum leader of the agency or entity to appoint Manning.
§ 3 the holder of the position effective referred to in arts. 1st and 4th in exercise in the respective agencies of the federal public administration directly, when they are occupying positions in the Group's Commission-direction and Advice Top-of the 5 levels and 6, Special Nature or equivalent positions, notice the GDAIE calculated at its maximum value.
§ 4 (1) exceptionally, in the first trial period, individual performance index determined in training program instituted in Act all the Ministers of State in whose folders are crowded occupants of offices of servers dealing with the arts. 1 and 4 can be used for the calculation of the share referred to in item II of art. 9. Art. 12. The institutional performance assessment aims to measure the performance of the Agency in achieving the organizational objectives and goals, whereas projects and priority activities and specific features that are compatible with their activities.
§ 1 the goals relating to the evaluation of institutional performance shall be fixed every six months, in Act of the maximum leader manning agency or entity, which may be revised at any time, in the event of occurrence of factors that influence significantly and directly to its achievement, since the agency or entity has not given cause to such factors.
§ 2 the goals referred to in § 1 shall be objectively measurable, using as parameters the indicators to assess the quality of services related to the finalística activity of the corresponding organ or entity, taking into account, at the time of its attachment, the indexes achieved in prior years, and shall be drawn up in line with the guidelines and Government goals laid down in the multiannual plan , in the budget guidelines law and on annual budget law.
§ 3 for the purposes of this Decree, shall be considered as institutional assessment due to the occupants of the offices that deal with the arts. 1 and 4 the institutional evaluation of the respective body stocking.
§ 4 The institutional performance targets and results collected each period should be widely disseminated by the capacity, including in its electronic site, accessible at any time.
§ 5 exceptionally, in the first trial, the last percentage in institutional performance assessment already made in their stocking agency or entity can be used for the calculation of the share referred to in item I of the art. 9, aligning the institutional planning with caput in the Act contemplated in art. 13. Art. 13. Act of the Minister of State of the stocking of occupants of offices that deal with the arts. 1 and 4 have about: I-standards, procedures, specific criteria, the individual evaluation and institutional mechanisms and controls necessary for the implementation of the GDAIE; and II-the goals for the evaluation of institutional performance, their quantification and revision to each evaluation period.
§ 1 the goals referred to in item II shall be drawn up in accordance with government guidelines and goals laid down in the multiannual plan in the appropriations bill and the annual budget law.
§ 2 the goals referred to in item II should be objectively measurable and directly related to the end-activity of capacity, taking into account, at the time of its attachment, the rates achieved in previous years.
§ 3 the institutional performance assessment refer to the performance of the organ in the area of the offices that deal with the arts. 1st and 4th.
§ 4 the Act referred to in the caput shall define the minimum percentage of goals below which the portion of the GDAIE corresponding to the institutional assessment will be equal to zero, and the bonus percentage distributed proportionally in the interval between this limit and the maximum index of goals.
Art. 14. The occupants of the offices that deal with the arts. 1 and 4 which do not remain in effective exercise in the same organizational unit or organ throughout the assessment period will be evaluated by the immediate leadership where there remained for longer.
Art. 15. in Commission's exoneration Occurring, the occupants of the offices that deal with the arts. 1 and 4 will continue realizing the GDAIE corresponding to the last value obtained, until it is processed your first evaluation after exoneration.
Art. 16. The servers who obtain individual performance review less than 50% expected score will be undergoing training or functional suitability analysis, as the case may be, under the responsibility of the stocking.
Sole paragraph. Functional fitness analysis aims to identify the causes of the results obtained in the evaluation of performance and serve as subsidy for the adoption of measures which may encourage the improvement of the performance of the server.
Art. 17. The GDAIE cannot be paid cumulatively with any other bonus activity performance or productivity, regardless of their denomination or basis of calculation.
Art. 18. The occupants of offices that deal with the arts. 1 and 4 is ensured the broad participation in the process of performance evaluation, upon prior knowledge of criteria and instruments used, as well as the monitoring of the process, and the organ of stocking the broad dissemination and orientation about evaluation of policy servers.
§ 1 is provided to the server, at any time, to all documents of its administrative process for the evaluation of individual performance, upon request in writing to the human resources area of the stocking.
§ 2 When evaluated should be given proper science of the end result of the evaluation of performance.
Art. 19. The assessed may appeal against the assessment of the immediate leadership to the Monitoring Committee, which deals with the art. 22 of this Decree, and shall submit it to the human resources area of the stocking, agency or entity within ten days as of the due the science decision on the application for reconsideration.
Art. 20. the action contemplated in art. 19 will be directed to the authority that handed down the decision, which, if not reconsider within five days, will be referred to the decision of the Monitoring Committee, which, in a period not exceeding fifteen days of its receipt, it shall issue a decision.
(1) After the proper science to the server, the result of the evaluation of performance will be approved by the maximum leader of the stocking.
§ 2 of the decision referred to in paragraph 1 will not fit new administrative appeal.
Art. 21. Are defined as units of assessment the existing organizational units in structures of stocking of occupants of offices that deal with the arts. 1st and 4th.
Art. 22. monitoring committees shall be established by the leaders of the maximum capacity of the occupants of the offices that deal with the arts. 1st and 4th, which will participate in all stages of the cycle of performance evaluation.
§ 1 The monitoring committees will consist of representatives appointed by the administration of the stocking and members appointed by the servers.
§ 2 The monitoring committees must judge, ultimately, any appeals regarding the results of individual evaluations.

§ 3 the form of operation of the monitoring committees will be set in the Act maximum leader of the stocking.
§ 4 can only compose commissions for monitoring effective servers that are not probationary or responding to administrative disciplinary process.
Art. 23. Is created the performance review Committee, for the purpose of: (I)-propose general procedures concerning the operationalization of the performance evaluation, the evaluation instruments and factors to be considered, as well as the score assigned to each of them;
II-review and amend, where necessary, the instruments of performance evaluation in a period not less than 12 months;
III-conduct continuously studies and projects, in order to improve the procedures pertaining to the performance evaluation;
IV-examine the omissive cases; and V-support the work of the units of assessment.
§ 1 the performance evaluation Steering Committee shall consist of representatives appointed by the organ of administration and by members appointed by evaluated.
§ 2 the performance assessment Management Committee will participate in all stages of the evaluation cycle and will fund monitoring committees.
§ 3 the way of functioning of the performance evaluation Steering Committee will be set in conjunction with the leadership of the governing body have, effective exercise, occupants of the offices mentioned in arts. 1st and 4th.
§ 4 can only compose the performance evaluation Steering Committee active servers that are not responding to administrative disciplinary process.
Art. 24. During the first period of evaluation, the monitoring committee assignments and performance evaluation Steering Committee will be in charge of human resources units of capacity of the evaluated.
Art. 25. For the purposes of incorporation of GDAIE the proceeds of retirement or pensions, are adopted the following criteria: (I)-when applying to the server that led to the retirement or pension pursuant to arts. 3 and 6 of the constitutional amendment in 41, of 19 December 2003, and in art. 3 of 47 Constitutional Amendment, of 5 July 2005, the GDAIE will be equal to the maximum value of 50% their level, class and standard, or class only, as their effective position which gave rise; and II-in other cases, shall apply for the purposes of calculating retirement pension and the provisions of law No. 10887, of 18 June 2004.
CHAPTER IV FUNCTIONAL PROGRESSION and PROMOTION Art. 26. The development of the occupant of the Office Server infrastructure analyst will occur through functional progression and promotion.
Sole paragraph. For the purposes of this article, it is considered functional progression the passage of a standard server to another immediately above within the same class and promotion, the passage of the last pattern of a class to the class immediately higher initial default.
Art. 27. For the purposes of functional progression, the following requirements should be observed: I-line of interstitial 18 months of effective exercise in each standard; and II-average result greater than 80% the maximum score in the individual performance evaluations of the art. 11, in the interstitial considered for progression.
Art. 28. For purposes of promotion, the following requirements should be observed: I-line of interstitial 18 months of effective exercise in the last pattern of each class;
II-average result greater than 90% the maximum score in the individual performance evaluations of item I of art. 9, in the interstitial considered for promotion; and III-participation in training events whose contents are compatible with the duties of the position.
Sole paragraph. Annex I of this Decree defines the combination of these requirements and the minimum limits to be observed when promoting Class? The? for the class? B? and class? B? for the class? C?.
Art. 29. The interstice of eighteen months of effective exercise for functional progression and promotion will be: I-computed from the entry into Office of the occupant of the Office Server referred to in arts. 1 and 4;
II-computed in days, discounted the distances that are not legally considered to be effective exercise; and III-discontinued in cases where the server get away without compensation, restarting the statement from the return to activity.
Sole paragraph. In the case of servers are already in Office, the interstices of which deals with the caput shall be counted from the term of this Decree.
Art. 30. To functional progression and promotion purposes, can be considered training events conducted in national or foreign institutions, whose contents are compatible with the duties of the position.
Sole paragraph. In the case of promotion, the specialization courses, master's and doctorate in national or foreign institutions, should be recognized by the Ministry of education.
Art. 31. Are sealed the functional progression and promotion of the occupant of the position effective mentioned in art. 2 before completed the interstitial minimum of eighteen months of effective exercise in each pattern.
Art. 32. Act of the Minister of State of the stocking of occupants of offices that deal with the arts. 1st and 4th, observed the current legislation, will have on the systematic performance appraisal-specific, functional training and qualification for progression and promotion purposes.
§ 1 the qualification and the qualification will observe provisions of Decree No. 5707, of 23 February 2006, with the objective of improving the training of effective framework servers and the performance of the activities described in the arts. 3 and 5, in the context of performance of each agency or entity of stocking.
§ 2 During the permanence in classes? The? and? B?, the participation of the occupant of the Office Server mentioned in art. 2nd, in events described in annex II, is a condition for promotion to the subsequent class.
Art. 33. This Decree shall enter into force on the date of its publication.
Brasília, 12 December 2008; 187o of independence and 120(1) of the Republic.

LUIZ INACIO LULA DA SILVA Paulo Bernardo Silva

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