The last day of the New Civil Servant Integration Program (PINS), organized by the Human Resources Division (CRH), happened on Friday (6), with activities focused on professional development, staff management and welfare in the professional environment. The event gathered human resources teams, guests from partner departments and new employees in a series of lectures, with guidance on technical aspects and integration dynamics.

Bruno Malheiros, Human Resources coordinator, and Náthali Soares Rodrigues Pereira, manager of CRH/GEDES hosted the event and welcomed the participants to the session and its activities. 

The manager of GEPAR/GCSA, Uálace Ferreira de Avelar, then gave the lecture  “In-grade Promotion, Degree-based Pay (RT) and Qualification-based pay", clearing doubts about rules, processes, laws and perspectives related to the progression and progression in the careers of the Institute. In a relaxed tone, Uálace said that the topic was related to  “the most sensitive part of the human body: the pocket”, getting laughs out of the audience. He also called attention to the importance of the proper documentation in Degree-based pay processes, and highlighted the need of a certified translations for documents from a foreign country.  

During the lecture, Uálace answered questions sent by the new civil servants and showed a group of FAQ prepared by the HR team, in order to better explain the main procedures in career development. at the Institute. At the end of the session, Uálace talked to the communication team about the experience of hiring new employees approved in the Unified National Public Examination (CPNU). He saw as a positive sign to have received so many questions:

“That makes me calmer, in fact. The more questions, the greater interest. I would be worried if there were no doubts or questions. It is good to see these newcomers; the IBGE is highly regarded in our society and credibility is our main asset.”

The manager explained that many questions are related to this adaptation period:  “It is a natural thing to have questions about compensation. Some of them come from other states, and need to spend money on rent, food, commuting right away. There is a group that will only have their first salary within thirty or forty days. Anxiety is part of this process." He also reinforced the commitment of HR teams in this initial step: “Our role is to facilitate matters so that they can focus on what is most important: to get to know the IBGE and do their best in their jobs.”

After the break, Steffi Christine de Holanda Hanschke, deputy HR coordinator presented the topic “Attendance Control”. She explained the used of the SECAF system, rules for registration, working hours, compensation, recesses and the hours allocated for learning activities.

The afternoon activities started with a session entitled  “Staff Qualification and Development”, conducted by Érica Braga de Pinho (CRH/GEDES) and Hugo Sousa Campos (CTA/GTC). They focused on topics such as Employee Development Plan (PDP), Qualification Leave, ECD, Federal Government School, CAPG and ENAP learning programs. Hugo highlighted the importance of continuous education, and mentioned Paulo Freire: “Educating is attributing sense to what we do every moment”. He also spoke about ENCE's basic learning program for new civil servants. Érica added  an explanation about ENAP's Institutional Development Plan (PDI).

The afternoon activity, "A Letter to the Future," was led by the CRH/GEDES team. New employees wrote a letter to themselves to be opened in three years, at the end of their probationary period, reflecting on expectations for achievements, challenges, and messages of personal encouragement.

After another break, the CRH coordinator, Bruno Malheiros, returned with the lecture “Health at the IBGE,” on self-care actions and strategies for promoting health and well-being in the workplace. The event was closed with the activity “How will we leave this meeting?”, in which employees recorded their final perceptions. The reports were unanimous: the new members were “enthusiastic” and “confident” to begin their careers at the Institute.

This initiative was one of the HR division's regular actions to strengthen staff management, support professional development, and promote a healthier and more collaborative work environment. In the coming weeks, the new employees will be welcomed to their respective work areas.