Submitted by Automa??o e Estat?stica (sst@bczm.ufrn.br) on 2016-03-22T00:37:19Z No. of bitstreams: 1 RosangelaMariaDeOliveiraSilva_TESE.pdf: 1943097 bytes, checksum: 49f32e3b2dc72f38d9838d27f6fecff4 (MD5) / Approved for entry into archive by Arlan Eloi Leite Silva (eloihistoriador@yahoo.com.br) on 2016-03-23T00:15:34Z (GMT) No. of bitstreams: 1 RosangelaMariaDeOliveiraSilva_TESE.pdf: 1943097 bytes, checksum: 49f32e3b2dc72f38d9838d27f6fecff4 (MD5) / Made available in DSpace on 2016-03-23T00:15:34Z (GMT). No. of bitstreams: 1 RosangelaMariaDeOliveiraSilva_TESE.pdf: 1943097 bytes, checksum: 49f32e3b2dc72f38d9838d27f6fecff4 (MD5) Previous issue date: 2014-12-19 / Este estudo trata da valoriza??o do magist?rio do ensino fundamental da rede municipal de Natal/RN, (PCCR ? Lei n? 058/2004) na promo??o horizontal atrav?s da avalia??o de desempenho tendo, como refer?ncia, a pol?tica educacional sobre o campo legislativo, a hegemonia e o modelo gerencialista. A an?lise relativa ? valoriza??o do professor tem por base a pol?tica de Fundos (Fundef e Fundeb) na agenda socioeducacional brasileira. O estudo incide sobre o Plano de Cargos, Carreira e Remunera??o dos professores no per?odo (2004- 2010). Existe a necessidade de ado??o de uma rela??o direta entre carreira e promo??o horizontal em 15 (Classes), sem a presen?a de condicionantes vari?veis e que, por meio da avalia??o de desempenho no interst?cio de 25 anos, alcance, pelo menos, o disposto em Lei, de 5% de reajuste no vencimento a cada dois anos, conforme o PCCR, sua remunera??o e qualifica??o. Procedeu-se ? revis?o bibliogr?fica e documental sobre o financiamento da educa??o para a valoriza??o docente e os conceitos de carreira, promo??o e avalia??o de desempenho, com base em autores, especialistas da ?rea. A pesquisa foi organizada visando articular informa??es quanti-qualitativas, analisando dados da remunera??o do professor ? folhas de pagamento e contracheques ? aplicando, tamb?m, um question?rio. Com base na implementa??o do PCCR, constatou-se que os ?ndices remunerat?rios relativos ? promo??o horizontal em toda a carreira docente est?o condicionados a uma estrat?gia de avalia??o de desempenho que desvaloriza o vencimento (professor) em um percentual m?nimo de 25% (at? 25 anos), isto ?, quando n?o h? fatores que desestruturam a possibilidade de efetiva??o de tal estrat?gia. O valor do vencimento a partir da d?cada de 1990, reside na implanta??o em n?vel nacional do PSPN estabelecido pela Lei n? 11.738/2008, em que o vencimento n?o chega a tr?s sal?rios m?nimos na rede municipal de Natal/RN. De outra forma, os elementos que estruturam a promo??o horizontal em 15 classes, ao longo da carreira, desrespeitam o tempo m?nimo de servi?o docente, ou seja, 25 anos. E ainda, as mudan?as, em termos de qualquer eleva??o salarial entre um e outro professor, dependem dos esfor?os individuais em virtude do alcance de alguma titula??o. No que se refere ? carreira, apesar da conquista da categoria aprovando o seu PCCR, nem este instrumento, tampouco a pol?tica de Fundos conseguiram estabelecer regulamenta??es capazes de dar conta, efetivamente, da valoriza??o do magist?rio municipal. Faz-se necess?rio garantir, em termos percentuais e financeiros, aumentos reais ? remunera??o dos professores, com a obten??o das promo??es horizontais, revendo aqueles que estruturam a carreira e a reformula??o dos condicionantes da avalia??o de desempenho. / This study is about the enhancement of the elementary school in Natal/RN, (PCCR - Law No. 058/2004), concerning to the horizontal promotion through the performance evaluation. It uses as reference the education policy on the legislative field hegemony and the managerial model. The analysis of the teacher?s valorization is based on the policy of Funds (Fundef and Fundeb) in the Brazilian social and educational agenda. The study focuses on the Career Plan, Career and Remuneration of teachers in the period (2004-2010).The study focuses on the Career Plan, Career and Remuneration of teachers in the period (2004-2010). The thesis argues for the necessity to adopt a direct relationship between career development and horizontal promotion for more others fifteen classes, no matter to any conditioning variables. In addition, the performance shall be evaluated by interval of 25 years to reach at least the provisions decided in the law, which determines the salary adjustment in 5% at every two years, as pointed at the PCCR, about teachers remuneration, and teachers qualifications. A work of a bibliographic and a documental review about the education funding with the purpose of enhancement of educational work, career concepts, and also promotion and evaluation performance as well was performed based on experts authors in this field. The survey was organized with the aim of articulating quantitative and qualitative information, analyzing data from the teacher's salary - payrolls and paychecks - also applying a questionnaire. After the implementation of the PCCR, it was found that the wage indices for horizontal promotion during the teaching career are tied to a strategy for evaluating the performance which disqualifies the teacher?s salaries in a minimum percentage of 25% (up to 25 years) and there are also elements that disturb the promotion strategy. The national minimum wage was set in three salaries by the PSPN Lei n?11.738/2008 but it never reaches the three salaries at Natal/RN educational system.Otherwise, the elements that structure the horizontal promotion in fifteen classes, throughout the career, flout the minimum years of teaching work, long established in 25 years. In addition, changes in terms in the salary increase depend on individual efforts by professional development through titration. Concerning to the career, despite of the category approving its PCCR, neither this instrument nor the Funds Policy managed to establish regulations were able to cope effective rules for valuing the teachers in the educational district system. It is necessary to ensure, in percentage terms and financial, the real remuneration of teachers with the attainment of horizontal promotion, reviewing the elements that structure the career and the determinants of performance evaluation.