Las principales características del sistema de remuneración variable en la administración pública de Minas Gerais: acuerdo de resultados y premios por productividad

Abstract

The implementation of performance-related pay systems is an important strategy related to the improvement of the public sector based on international experiences. However, its dissemination in Brazil is inceptive. The experience of Minas Gerais state government is a reference, since it is now running the major performance-related pay program in public administration in the country. In Minas Gerais state, each organization signed a Results Agreement (performance contract based on performance indicators). A Productivity Prize was implemented, along with the evaluation of those contracts, reaching all servants since 2008. This article describes and analyses the characteristics of the performance-related pay system implemented in Minas Gerais state in comparison to international experiences. Related literature is reviewed, focusing on trends and lessons learned worldwide, drawing a parallel to the case studied. The relation between this pay system and other reform strategies applied in Minas Gerais state is also analyzed. The conclusion is that the system studied is similar to international practices. A dilemma that this experience is facing is the risk of a comprehensive implementation, which may be an incentive to opportunist behavior related to a conservative goal-setting, turning the Productive Prize into a mere additional salary.