This master thesis investigates the public servants’ motives for switching their employment from the private to the public sector and for having a tendency to work in the public organization. It also focuses on factors they describe as job satisfaction and the challenges they have encountered after transitioning to the public-sector employment. The framework of Maslow’s Hierarchy of needs and Herzberg’s two factor theories provide an explanation for the reasons why public employees switched sectors and their perception on factors they perceived as motivation and challenges after switching into a new workplace in a new sector. A qualitative study was conducted, using semi-structured interviews to collect data from 8 respondents who are currently working for the government. All of them used to work in the private sector and later moved into the public sector. The study reveals a number of distinctive motives for them to make a sector switch. These include secure employment and pension, less workload and work-related stress, family inspiration, pride in the public sector job, career advancement, and making positive impacts to the community. The findings also identify a number of challenges faced by these sector switchers such as low wage and moonlighting, complicated hierarchy and bureaucratic structures, ineffective leadership and other management issues within the public office. The knowledge and information on these challenges have the implications for certain stakeholders, including recent graduates, employees, politicians, leaders at public institutions, and especially policy makers. Policy makers and/or politicians should consider creating employment policies that entice talented individuals to work for the government and enhance the working conditions for new civil servants. The study also has the potential to pave the way for the prospective recent graduates and employees, giving them sufficient information on which to base their choice of employment, either in private sector or for the government.

本研究以Easton政治支持理論架構，探討不同人口背景與政治態度的政策利害關係人之政策順服影響因素，並就政策執行監測觀點，將順服變數，分從政策認知、政策環境、執行成效滿意度、利害關係人之行為配合度等面向加以剖析，再檢視不同個人對政策順服的差異與其政治信任感有無關連，以獲得理論上驗證。 廉政政策的執行評估或評價，廠商較一般民眾認知更為成熟，對「廉政倫理規範」相關事務的理解能力相對熟悉，故選擇以廠商（即本文政策利害關係人）為研究對象。依照首揭研究目的，假設「認知」與「環境壓力」兩個因素為影響個人對於廉政政策滿意度與行為傾向的主要因素，即個人對於廉政政策所持為正向認知，其所處政策環境會迫使自己遵守廉政政策規範，有助於廉政政策滿意度的提升與行為上的順服。反之，個人對於廉政政策所持為負向認知，且所處政策環境會促使自己規避廉政政策規範者，將使個人不滿意現行政策施行的效果，致滿意度降低與行為上的不順服。 研究結果發現，政策利害關係人的政黨認同對廉政政策順服有影響，其原因可能由於個人的背景不同，使得生活經驗就有所不同，所以形塑每個人的政策認知深度、支持態度、政策滿意度及行動參與意向等表現不同，因此使政策利害關係人在「廉政政策順服」量表的表現強弱也有所差異。此外，在政治信任感方面，與以往的研究結果對照，可以發現政治信任感也是呈現低度水準，並與性別、教育程度、業務類別、政黨認同、所得收入等變項顯著相關。若從廉政政策順服與政治信任感之關聯性探討，發現廉政政策順服與政治信任感呈顯著相關，其中廉政政策順服構面之「環境壓力」、「滿意度」、「行為傾向」等變項的相關程度較高。 最後，本文探求廉政政策執行及成效評估等有關廉政政策推動策略的建議，期能提供作為政策執行的重要參考。 關鍵字：政策利害關係人、政策順服、政策執行、政治信任感、廉政倫理規範 / Based on David Easton's framework of political-system support theory, this study discussed the factors that influence policy compliance of policy stakeholders with different background and political attitudes. From the point of view of policy monitoring , it analyzed the variables affecting compliance from the aspects of policy cognition, policy environment, satisfaction of implementation effectiveness, and cooperation degree of policy stakeholders. Furthermore, it examined the correlations between policy compliance and political trust of each individual in order to get the verification of theory. When it comes to the evaluation and appraisal of the implementation of the anticorruption policy, vendors are ,compared to the general public, more familiar to the affairs concerning Ethics Direction for Civil Servants. This study has selected vendors (i.e. the policy stakeholders) as the research objects. According to the study goal, the "cognition" and the "environmental pressure" were assumed to be two main factors affecting individual satisfaction and behavioral orientation toward the anticorruption policy. When an individual holds a positive cognition toward the anticorruption policy, the policy environment will force the individual to comply with the policy. The satisfaction toward the policy and the behavioral compliance will be fostered. On the contrary, if an individual holds a negative cognition toward the policy, and the policy environment will discourage the individual to comply with the provisions of the anticorruption policy. The individual will not satisfy with the implementing results of the current policy. It will impede the satisfaction and lower the behavioral compliance. The study found that the party identification of the policy stakeholders would influence their compliance to the anticorruption policy. The reason might be that different backgrounds make different life experiences. This molds individual into different level of policy cognition, attitude of support, policy satisfaction and participation orientation, and in turn makes different representation on scale of compliance of the anticorruption policy. In addition, the political trust, when compared to previous studies, was found to be at a low level, and significantly related to gender, education level, job category, party identification and income level. When exploring from the correlation between the anticorruption policy and the political trust, the study found a significant correlation between them. Among variables of anticorruption policy dimension, "environmental pressure," "degree of satisfaction" and "behavioral orientation" have high levels of correlation with political trust. Lastly, this study has explored suggestions to the implementation and evaluation of strategies related to the promotion of anticorruption policy in hope to serve as an important reference to the policy implementation. Key word：policy stakeholder, policy compliance, policy implementation, Political Trust, Ethics Direction for Civil Servants

人力資源為國家最重要之資產，而政府部門之人力資源以考試方式進用後，為充實初任人員之廉能素養與政府施政品質，除施以必要之訓練外，在整個公務生涯中，尚需施以有計畫之培訓，以提高整體人力素質，增進行政效能，適時回應人民多元之需要與服務。 高階文官須經過中階文官之歷練，尤其以擔任科長職務極為優秀者，並參加薦任公務人員晉升簡任官等訓練成績及格，始有機會能晉升為簡任職務。因此，擔任簡任職務，往往成為公務人員職涯規劃的努力目標。 本研究係採取文獻研究法及次級資料分析法，以92年度至97年度受訓學員為研究範圍，並採Kirkpatrick的四層次評估模式進行本研究分析。 本研究發現，現行薦升簡訓練成績考核構面之生活管理成績、專題研討成績及案例書面寫作成績等3項，其中「案例書面寫作成績」分數為直接影響受訓學員訓練成績不及格之主要原因。研究結論並針對薦升簡訓練成績考核，分為訓練成績考核部分、課程設計部分及培訓制度部分等三部分提出研究建議。 / Human resources are the important assets in nation. Due to offering the high quality services for people, the government has to transact various trainings to promote the honest and upright of officials are employed by exams passing and the quality of management by politics. The superior junior rank officials have the qualification for getting the senior rank promotion training. When they pass the training and will acquire qualification of senior rank. The senior rank is the highest ranks in our civil servants frame, and it is the goal for civil servants pursuing. The database of this study is the trainees of training for civil servants with junior rank seeking promotion to senior rank, then uses the literature analysis method and secondary analysis to extract the data for Kirkpatrick’s four levels model of evaluation which is the afterward procedure－performance evaluation. In this study, the performance evaluation factors of training for civil servants with junior rank seeking promotion to senior rank are live management, seminar and letter report. The result shows that letter report is the key performance evaluation factors, and offers the suggestions for performance evaluation, courses design and training and development system in the training for civil servants with junior rank seeking promotion to senior rank.

Mit der Privatisierung von öffentlichen Unternehmen ist die Frage verknüpft, ob und auf welche Weise die bisher bei den öffentlichen Unternehmen beschäftigten Beamten bei den privatisierten Unternehmen zu beschäftigen sind, und welche Rechtsfolgen sich für die bei privaten Unternehmen beschäftigten Beamten aus dieser "Zwischenstellung" zwischen öffentlichem Dienstrecht und privatem Arbeitsrecht ergeben. Da bei der Privatisierung öffentlicher Einrichtungen in der Regel der bisherige von dem Beamten besetzte Dienstposten verloren geht, ist eine dauernde Zuweisung des Beamten an die privatisierte Einrichtung unerläßlich. Im Fall der formellen Privatisierung im kommunalen Bereich fehlt es - anders als bei den Privatisierungsprojekten "Post und Bahn" des Bundes - sowohl an einer verfassungsrechtlichen Grundlage, die einen Einsatz von Beamten im privatwirtschaftlichen Sektor gegenüber Art. 33 Abs. 4 und 5 GG verfassungsrechtlich absichert, als auch an einfachgesetzlichen Bestimmungen, die sich mit der Rechtslage der in den privatisierten Einrichtungen beschäftigten Beamten befassen. So ist der durch das Gesetz zur Reform des öffentlichen Dienstrechts vom 24.02.1997 eingefügte § 123a Abs. 2 BRRG eine Ermächtigungsnorm, die die Zuweisung der Beamten an eine privatisierte Einrichtung des öffentlichen Rechts auch ohne Zustimmung des betroffenen Beamten in Verbindung mit einer formellen Privatisierung ermöglicht. Die Rechtsverhältnisse zwischen Privatisierungsbeamten, öffentlichem Dienstherrn und privater Gesellschaft sind anders als im PostPersRG bzw. DBGrG nicht ausgestaltet worden. Trotz der Tätigkeit für eine private Gesellschaft bleibt für die bei der DBAG und bei den Nachfolgeunternehmen der Deutschen Bundespost wie auch für die gemäß § 123a Abs. 2 BRRG zugewiesenen Beamten der Beamtenstatus erhalten. Dies ergibt sich insbesondere aus der normierten "Wahrung der Rechtsstellung" in Art. 143a Abs. 3 Satz 3, Art. 143b Abs. 3 Satz 1 GG sowie den Ausführungsgesetzen und in § 123a Abs. 3 BRRG. Denn unter Wahrung der Rechtsstellung ist nicht lediglich der Beibehalt des Amtes im statusrechtlichen Sinn, sondern auch der Beibehalt der bereits erworbenen beamtenrechtlichen Position und der damit verbundenen Rechte und Pflichten zu verstehen. Insbesondere wird die Dienstherrenfähigkeit nicht auf die privatisierten Unternehmen übertragen. Eine Übertragung von Dienstherrenbefugnissen findet lediglich auf die DBAG und auf die Nachfolgeunternehmen der Deutschen Bundespost statt, nicht aber auf die privatisierten Einrichtungen der Kommunen. Damit wird die Anbindung des zugewiesenen Beamten an seinen öffentlichen Dienstherrn gestärkt und das Direktions- und Weisungsrecht gesichert. Der privaten Gesellschaft verbleibt lediglich eine sachbezogene Kontrolle der Arbeitsergebnisse. Der beamtenrechtliche Pflichtenkanon wie auch das Disziplinarrecht bleiben für die privatisierten Beamten anwendbar. Auch für den beschäftigungsbezogenen Bereich ist eine Anwendung des Arbeitsrechts ausgeschlossen. Ein Streikrecht steht weder den privatisierten Beamten im Bund noch den zugewiesenen Beamten in den Kommunen zu. Für die Interessenvertretung finden sich für die Post- und Bahnbeamten unterschiedliche Regelungen. Einheitlich besteht jedoch für die Wahl zum Betriebsrat eine gesetzliche Arbeitnehmerfiktion. Da eine solche Regelung für die nach § 123a Abs. 2 BRRG zugewiesenen Beamten nicht vorgesehen, und die normierte Arbeitnehmerfiktion auch nicht analog auf die gemäß §123a Abs. 2 BRRG zugewiesenen Beamten anwendbar ist, verbleibt es sowohl in statusrechtlichen als auch in betrieblichen Angelegenheiten bei der Zuständigkeit des Personalrats der Entsendebehörde bzw. bei deren Auflösung des Personalrats derjenigen Personalbehörde, die den Beamten planstellenmäßig führt. / During the last years several former public institutions have been taken into private ownership. In this context, the privatisation of the Deutsche Bundespost and the Deutsche Bundesbahn were the initial projects of outsourcing in Germany. However, the transfer of the civil servants to a private employment is still a major issue of discussion. In order to avoid any conflict with the Article 33 GG the German Constitution has been changed prior to the privatisation of the Deutsche Bundespost and the Deutsche Bundesbahn. In addition, with the amendment of the civil service law in 1997, a new paragraph 123a Abs. 2 BRRG was introduced, allowing the transfer of civil servants to private companies even against their will under the condition that the government is sharing the majority of the private company. Despite this amendment, the consequences of such a transfer of a civil servant to a private employment are not precised by law, except some complicate and misunderstandable arrangements for post and railway officials (PostPersRG and DBGrG). Therefore, this study aimed to investigate whether public civil service law or civil industrial law is applicable for these civil servants. In conclusion, civil service law is applicable for civil servants in a private company as well as for regular civil servants. That includes the application of all rights and duties in relation to the civil service, especially disciplinary proceedings, the prohibition of strike, the responsibility of the public employer and the competence of the staff council for civil servants.

Submitted by Joana Azevedo (joanad@id.uff.br) on 2017-09-01T15:12:14Z No. of bitstreams: 1 Dissert Leticia Laranja.pdf: 2495948 bytes, checksum: 24631bf804c772076042a9f134af7f28 (MD5) / Approved for entry into archive by Biblioteca da Escola de Engenharia (bee@ndc.uff.br) on 2017-09-04T13:24:00Z (GMT) No. of bitstreams: 1 Dissert Leticia Laranja.pdf: 2495948 bytes, checksum: 24631bf804c772076042a9f134af7f28 (MD5) / Made available in DSpace on 2017-09-04T13:24:00Z (GMT). No. of bitstreams: 1 Dissert Leticia Laranja.pdf: 2495948 bytes, checksum: 24631bf804c772076042a9f134af7f28 (MD5) Previous issue date: 2017-08-03 / O presente estudo teve como objetivo analisar a percepção dos servidores públicos de uma autarquia federal com relação às práticas, ações e programas de Responsabilidade Social Corporativa voltados para o público interno e propor melhorias. Para tal, foi realizada revisão da literatura sobre a evolução da Responsabilidade Social Corporativa, suas aplicações no âmbito do setor público e no ambiente interno das organizações. A pesquisa quantitativo-descritiva foi realizada a partir de levantamento (survey) utilizando questionário fechado desenvolvido a partir dos Indicadores Ethos voltados para as práticas de trabalho. Os resultados da pesquisa revelaram a superioridade das percepções negativas dos servidores acerca das praticas de Responsabilidade Social Interna na autarquia, assim como o maior percentual de percepção negativa dos servidores sem cargo de chefia e com menos tempo de trabalho em relação à percepção dos servidores com cargo de chefia e com mais tempo de trabalho na autarquia. A pesquisa permitiu identificar o grupo de práticas relativas às Condições de Trabalho, Jornada e Qualidade de Vida como o mais relevante e o grupo de práticas relativas à Relação com Sindicatos o menos relevante para os servidores. De forma a melhorar a percepção dos servidores quanto às questões avaliadas negativamente é recomendável que sejam desenvolvidas ações e programas relacionados com o desenvolvimento profissional, empregabilidade e aposentadoria, saúde e segurança, condições de trabalho e qualidade de vida, e que sejam desenvolvidas ações direcionadas aos servidores sem cargos de chefia e com menos tempo de serviço, cujas percepções foram mais negativas. / The following paper aims to analyze the perception of civil servants from a federal autarchy regarding its practices, actions and Corporate Social Responsibility programs towards its servants, as well as proposing improvements. Thus, a revision of the existing literature on the evolution of Corporate Social Responsibility was carried out, as well as its applications on the public sector and inside its organizations. The quantitative-descriptive research was performed from a survey using a closed questionnaire developed from the Ethos Indicators focused on workforce. The research results indicated the dominance of a negative perception by the servants regarding Internal Social Responsibility practices in the autarchy, as well as the dominant negative perception from servants without leadership positions and with shorter length of service against the point of view of servants that occupy leadership positions and with longer length of service. The research allowed the identification of practices related to Working Conditions, Working Day and Life Quality as being more relevant, and practices regarding Unions Relations as being the least relevant for servants. In order to improve the perception of the servants on the issues evaluated negatively it is recommended to developed actions and programs related to professional development, employability and retirement, health and safety, working conditions and life quality, and to developed actions aimed at employees without leadership positions and with shorter length of service, whose perceptions were more negative.

身心障礙特考係我國考試制度下獨有的設計，象徵政府對於身心障礙人員就業保障的重視，主動開啟另一道窗口，讓身心障礙人員得以透過國家考試方式進入公部門。因此經由身心障礙特考及格的人員，其在公務部門適應及發展情形，是值得加以深入研究的。本研究以Stone & Colella提出之組織對待身心障礙者就業因素之模型為主軸，從身心障礙人員本身、組織與法律環境、同事分為三種方向，設計出訪談問題。在研究方法上以深度訪談法，探究十名身心障礙特考人員的意見想法，了解他們在公部門任職與升遷時面臨的問題與現象。 研究結果發現，現行身心障礙者權益保障法之實施，幫助政府更積極進用身障人員，身心障礙特考人員在政府機關受到的照護固然完整，但工作表現上仍會受到自身障礙因素侷限。身心障礙人員的日常工作態度更是決定升遷的關鍵，必須付出更多努力，把自己提升與一般人一樣，進而獲得長官與同事的肯定，這對身障人員而言，無疑形成一種挑戰。 冀望藉由本研究的呈現，能提供政府有關單位政策改革之建議，讓我國身心障礙特種考試發展更臻完整，成為世界其他先進國家學習之標竿。 / The Civil Service Special Examination for the Disabled is a unique design of examination system. It not only shows the government’s emphasis on protecting the employment of the disabled people, but also provides a way for the disabled people to enter the public sector by national examination. Therefore, it is important to study the adaptation and development of those who enter public sector by the special exam. In this study, the author used the model of Stone & Colella which theorizes the factors contributing to how an organization treats the disabled employees. Based on the model, the author designed questions regarding employment and promotion for the disabled civil servants and conducted 10 interviews. The results show that the current Protection Law for the Disabled makes the government more proactive to hire disabled people. The rights of the disabled civil servants have been taken good care of, but their promotion may still be influenced by their disabilities. However, their attitude toward work is the key to their promotions. They must work harder and do more to get themselves a raise, and they have to work like most normal people to impress their bosses, which no doubt is a challenge for them. Within this study, we would like to provide advices to the government and make the related policy more effective, allowing other advanced countries in the world to learn from it.

The relationship between politicians and civil servants is ambiguous and potentially problematic in democratic terms. The aim of the thesis is to examine this relationship in the Swedish core executive, Regeringskansliet. More specifically, the analysis emphasises the respective role expectations of the two groups when interacting with each other. The thesis is based on two extensive qualitative interview studies with politicians and senior civil servants, one carried out in the early 1980’s and one undertaken more recently. Hence it also offers an opportunity to analyse whether these expectations have changed or remained stable during the last decades. The findings reveal that the role expectations of politicians and civil servants to a high extent correspond, and have remained relatively stable over time. The relationship between politicians and civil servants is based on norms such as (conditional) trust, delegation and yet relatively close interaction. If so, politicians are unloaded by the civil service in order to handle their external responsibilities. Although relatively informal, a passive hierarchy of roles ensures the superiority of politicians and more specifically of the minister. Civil servants adapt to roles taken by politicians, although providing guidance to the politicians on how to behave in office. The division of labour is not based on the different tasks performed in the policy-making process. Instead, politicians assume responsibility for all actions and decisions – also those undertaken by the civil servants – within the ministries, while civil servants offer politicians protection and security. Taken together these results indicate that the institutionalised norms that surround the relationship between politicians and civil servants are highly powerful. Nevertheless, the thesis also reveals tendencies towards a departure from these norms, suggesting that this relationship is to some extent fragile and exposed to various attempts at reform.

Šis darbas nagrinėja Austrijos ir Lietuvos valstybės tarnautojų mokymo sistemas ir jų raidą Europos Sąjungos lygmeniu siekiamų tikslų atžvilgiu. Lietuvos valstybės tarnautojų mokymo sistema yra palyginama su valstybės tarnautojų mokymo sistema Austrijoje, kaip gilesnę demokratinio viešojo valdymo patirtį turinčioje šalyje. Ši lyginamoji analizė aktuali tuo, kad nagrinėjant dviejų skirtingo išsivystymo lygio šalių sistemas, gali būti perimta geroji patirtis, leidžianti spręsti su tyrimo objektu susijusias problemas. Nors valstybių narių viešojo administravimo sritis nėra tiesiogiai reguliuojama ES teisės aktais, tačiau vykdomos reformos, strateginiai tikslai bei jų įgyvendinimo programos kuriamos ir įgyvendinamos ES teisės aktų pagrindu. Darbe keliama hipotezė, jog skirtingose Europos Sąjungos šalyse (šio tyrimo atveju – Austrijoje ir Lietuvoje) valstybės tarnautojų mokymo sistemos raidą lemia Europos Sąjungos lygmeniu užsibrėžti tikslai, tokie kaip Lisabonos strategija. Atliktas teorinis ir praktinis tyrimas iš dalies patvirtina hipotezę. ES teisės aktais yra vadovaujamasi, tačiau lemiamą įtaką daro vietos faktoriai. Visgi, abi šalys vysto valstybės tarnautojų mokymo sistemą ta pačia kryptimi – Lisabonos strategijos įgyvendinimo link. Tai daugialypis procesas, kurio metu Lietuva, kaip jauna ES valstybė narė galėtų pasisemti gerosios patirties iš tokios pat nedidelės šalies kaip Austrija, kuri sėkmingai įgyvendina Lietuvoje dar menkai taikomus naujosios viešosios vadybos... [toliau žr. visą tekstą] / This research analyses the training system of civil servants in Austria and Lithuania and the development of the training system in context of the goals of the European Union. The training system of civil servants in Lithuania is compared with the training system of civil servants in Austria, as in country, which has a deep tradition of democratic governance. The public administration systems of member states are not under control of the European Union law system, but the reforms strategies and realisation of them are implemented in context of the EU strategic goals, like Lisbon Strategy. So, the development of the training system of civil servants is under the influence of the EU strategic goals and law system. The research confirms this hypothesis partially. The development of the training system of civil servants is under the influence of the EU strategic goals, but more influenced are the local factors. However, both countries are developing the training system of civil servants in the same direction – to the realization of the Lisbon Strategy. It is the multiple process. Lithuania, as a new member state of the EU, could use the good experience of other small countries, like Austria, which has successfully developed the new public management principle in the training of public servants. However, there are a few similarities between the training systems in both countries: compulsory introductory education for the state servants and long-life-learning principles. The... [to full text]

The past decades New Public Management (NPM) reforms in the public sector have changed how the mechanisms of accountability work. One type of reform is the privatization of public service provision. These services are today often procured with extensive regulations involved. Many academics argue, under the concept of juridification, that legal institutions have a bigger impact than policies in these activities today (Magnussen & Nilssen, 2013; Blichner & Molander, 2008; Laughlin & Broadbent, 1993) and that the legal contract plays an important role in governing them (Camén, 2011; Brown & Potoski, 2005). In this study we explore how the actors involved in provision of public services perceive accountability. We do this by investigating how politicians, civil servants and service providers involved in the provision of public bus services in Sweden perceive their roles, the procurement regulations’ roles and the legal contracts’ roles. We conclude that, in the case where the service provider is a private company, the legal contract plays an important role in how the accountability is perceived by the actors involved. Further research is needed to see if our results also apply to the contexts of other provisions of public services.

Esta investigação trata de um estudo de caso, de abordagem qualitativa, realizada com os servidores técnico-administrativos em educação da Universidade Federal do Rio Grande do Sul (UFRGS), localizada no sul do Brasil, no período de 2006 a 2013. Apresenta como tema “Espaço de Memória da Aprendizagem do Acompanhamento do Estágio Probatório - um estudo com servidores técnico-administrativos em educação da UFRGS”, o qual se insere na linha de pesquisa Memória e Gestão Cultural, do Mestrado Profissional Memória Social e Bens Culturais. Mediante a renovação do quadro funcional da UFRGS e situações de conflitos geradas pelos diferentes tipos de conhecimentos, teve-se como objetivo analisar a Prática de Acompanhamento de Estágio Probatório da UFRGS, a fim de identificar como os servidores técnico-administrativos em Educação percebem suas aprendizagens no âmbito individual e coletivo. A metodologia empregada consistiu em uma coleta de dados por meio de pesquisa documental, entrevistas individuais semiestruturadas e diário de campo. A análise foi realizada com base nas experiências de aprendizagens dos servidores TAEs em situações formais e informais, no ciclo de aprendizagem de Argyris; Schön (1996), no processo de criação do conhecimento e no espaço de memória organizacional, esta análise permitiu identificar que estes servidores TAEs, no período de 2006 a 2013 utilizaram seus diferentes conhecimentos oportunizando novas aprendizagens. Porém, verificou-se que esta realidade pode ser diferente em outras práticas organizacionais na mesma instituição, uma vez que, esta conta com uma grande extensão de área e com uma diversidade de equipes e setores. / This research is a case-study of qualitative approach, it took place with a group of technical-administrative civil servants of the Federal University of Rio Grande do Sul, between 2006 and 2013, having as it’s theme “The Accompaniment of the Probationary Period as Learning and Memory Space”, which is inserted in the research line Memory and Cultural Management, of the Social Memory and Cultural Assets master’s degree. Upon the institution’s staff renewal and verification of cases of conflict arousal from different types of knowledge, the research aimed to analyze the Accompaniment of the Probationary Period Practice in order to identify how staff of a Federal Institution of higher education, located in the southern region of Brazil perceive their learning collective and individually. The methodology use consisted in data collection from a document-based research, semi-structured individual interviews and field journal. The analysis was based on the experiences of learning from technical-administrative civil servants through: formal and informal situations, the Argyris & Schön (1996) learning cycle, the knowledge creation process and the organizational memory space. This analysis have enabled identifying that between 2006 and 2013 these servants used their different types of knowledge, providing opportunities new learning for the accompaniment practice of the probationary period. However, it was found that this situation might be different in other organizational practices of the Federal University of Rio Grande do Sul considering that the research took place in an institution that has a great area extension and big diversity of teams and departments.