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A Series of Dismissals Exposes Controversy Over Performance Evaluation Systems. According to the Company, the Process Follows Clear Rules, but the Union Questions Objectivity and Demands Review. The Case Raises Concerns About Job Stability and Possible Impacts on Services Provided to the Population.
Few things are as alarming to workers as the fear of sudden dismissal. And when layoffs occur at one of the main service companies in a city, the impact goes far beyond the affected sector.
In Joinville, a recent controversy involving Companhia Águas de Joinville (CAJ) has brought discussions about performance evaluations and workers’ rights to the forefront.
The news about the layoffs was published by NSCtotal. According to the site, the Company itself reports that five professionals were dismissed after failing to achieve the minimum score required in their Performance Evaluations.
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The Workers’ Union of Water and Sanitary Sewage Services in Joinville (Sintraej) reacted by calling the process subjective and demanding the reinstatement of the dismissed employees.
How CAJ’s Performance Evaluations Work
According to Resolution 01/2023 from Companhia Águas de Joinville, evaluations are conducted annually to assess employee performance.
This mechanism, which aligns with the Positions, Careers, and Salaries Plan (PCCS), is described as a tool for training and professional development planning.
However, the same document also establishes that an employee who receives two consecutive evaluations with a score of 60% or lower may be dismissed for insufficient performance.
The rule has been in effect since 2018, and all workers are informed about the criteria used.
In the recent case, the scores of the affected professionals ranged between 52% and 59% in 2023 and 2024.
The dismissals occurred despite attempts by the workers to present defenses against the results they received.
The Position of Sintraej
The Workers’ Union, represented by its president Edson da Silva, challenged the dismissals and pointed out that the evaluation system has deviated from its original purpose.
According to him, “the evaluation does not assess anyone’s performance; it has become an evaluation for dismissal”.
Edson da Silva also emphasized that the union demands a review of the process, proposing a fairer system that prioritizes workers’ development instead of penalizing them.
He also advocates for greater transparency in the established goals and continuous support for teams to understand expectations regarding their functions.
According to Sintraej, the dismissed workers held various positions, such as sanitation engineer, plumber, administrative assistant, mechanical technician, and station operator.
The union argues that these professionals already had accumulated experience and training, which creates losses not only for them but also for the quality of service provided to the population of Joinville.
What Companhia Águas de Joinville Says
In an official statement, CAJ defended the validity of the process and explained that the dismissals occurred within legal limits and respecting the deadlines for employee defense.
The company highlighted that the evaluation model adopted aims to ensure the quality of services provided to the population and promote professional growth for workers.
The company also clarified that, as a private enterprise, it does not offer the same job stability guaranteed to public servants.
This distinction is important to understand the context of the layoffs, given that CAJ follows different rules from those practiced by the Joinville City Hall.
Despite the controversy, CAJ reiterated its commitment to transparency and legality, stating that all professionals are aware of the rules from the moment of their hiring.
Impacts on the Population and Future Reflections
The situation has sparked an important debate about the criteria used to measure performance and the need to ensure more objective evaluations that are less subject to subjective interpretations.
Although the Company argues that the model is technically based, the Union and several workers fear that it is being used as a justification for dismissals.
This episode also raises concerns among other employees of the company, who may feel insecure about their job stability.
Moreover, the population served by Águas de Joinville may also be affected if the loss of experienced employees impacts service efficiency.
What Does the Future Hold?
The discussion is likely to yield further developments, as Sintraej continues to press for the review of the dismissals and the evaluation model.
Meanwhile, CAJ workers are experiencing a moment of uncertainty, with the episode serving as a warning for other companies that utilize similar performance measurement systems.
Based on situations like these dismissals, do you believe that performance evaluations in companies should be revised? Does the population have something to fear from this type of practice? Leave your opinion in the comments!
Estabilidade não impede que nenhum funcionário público seja demitido. Estabilidade não se confunde com vitaliciedade. Todos os dias milhares de funcionários públicos são demitidos, muitos, inclusive, a bem do serviço público, ficando proibidos de ingressar no Poder Público novamente. Mesmo alguns trabalhadores da iniciativa privada possuem estabilidade, como os presidentes de sindicatos, mulheres grávidas e após dez anos de contrato de trabalho ininterrupto. Aliás, o próprio FGTS é, de certo modo, uma forma de estabilidade. É preciso pesquisar antes de querer sair opinando por aí.
Agora pq é função publico pode fazer o serviço de qualquer jeito? Quantos função públicos vcs veem demitidos? Quase nenhum…Com certeza prestaram um Mal serviço e devem ser DEMITIDO SIM!!!
Concursado, trabalhei 33 anos em uma empresa pública, fui avaliado todos os anos e sinceramente entendo que todos os trabalhadores deveriam ser avaliados periodicamente, e sim, aquele que não demonstrar um desempenho mínimo deve ser desligado. Caso contrário os demais, que se esforçam, ficam desmotivados e pior, os clientes são mal atendimentos.