Machine Translated by Google Social Balance 2 0 0 5 NATIONAL INSTITUTE OF INDUSTRIAL PROPERTY Machine Translated by Google INPI - National Institute of Industrial Property SOCIAL REPORT 2005 Information and Innovation Promotion Department: Campo das Cebolas - 1149-035 Lisboa tel 21 881 81 00 - fax 21 887 85 08 - blue line 808 200 689 Graphic Edition: Elemento Visual – Design e Comunicação, Lda. Reproduction in computer support: Elemento Visual – Design e Comunicação, Lda. Casal da Serra Urbanization – Tower 3 – Ground Floor – Left Store 2625-086 PÓVOA DE SANTA IRIA Print run: 250 copies on CD-ROM ISSN: 1645-6661 Legal Deposit: 211023/04 July 2006 2 Machine Translated by Google NATIONAL INSTITUTE OF INDUSTRIAL PROPERTY 2 Balance 0 Social 0 5 3 Machine Translated by Google 4 Machine Translated by Google INDEX Introduction . . . . . . . . ................. ......... ........ ......... . . . . . . .7 Board Management .. . . . . . . . . . . . . . . . . ......... ........ ......... . . . . . . .8 Frame Structure . . . . . . . . . . . . . . . . . ......... ........ ......... . . . . . .14 .... Professional Progression, Schedules and Attendance ......... . . . . . .22 Social Security . . . ................. ......... ........ ......... . . . . . .33 Personnel Charges . . . . . . . . . . . . . . . .. . . . . . . . . ........ ......... . . . . . .36 Extra work . . . . . . . . . . . . . . . . ......... ........ ......... . . . . . .38 Professional qualification . . . . . . . . . . . . . . .. ... . . . . . . ........ ......... . . . . . .39 Conclusion . . . . . . . . . . . . . . . . . . . . . . . . ......... ........ ......... . . . . . .44 INPI - National Institute of Industrial Property 5 Machine Translated by Google 6 Machine Translated by Google INTRODUCTION This document, which substantiates the Social Report of the National Institute of Industrial Property with reference to December 31, 2005, was prepared in accordance with the general structure laid down in Decree-Law No. 190/96, of October 9. The set of information contained therein, although seeking to reflect the reality of the organization that is specific to us, namely with regard to the duality of personnel, is presented in accordance with the treatment and disclosure options that enable the appropriate standardization and standardization. to the objectives of the overall statistical analysis. In this sense, and with a view to improving its informative quality, I have included We use, where possible, rates, tables and graphics. This important planning and management instrument in the area of human resources continues to assume particular importance for the INPI in the context of its functioning, characterized, simultaneously, by the structural flexibility based on programs and projects and also by the mobility in the allocation of human resources, as well as as well as the great rigor in the programming of actions. Such a model of internal operation, more dynamic and in line with the mission entrusted to the INPI, assumes as a success factor the added value represented by the human resources that integrate it, insofar as it calls for a high degree of specialization and permanent updating, implying a permanent commitment to training and personal development. Thus, the intention of this document is to place the INPI in the human and social context, as well as that it serves as a support tool for decision-making at the planning and management levels in the social and human resources areas, thus fulfilling its design. INPI - National Institute of Industrial Property 7 Machine Translated by Google STAFF MANAGEMENT Despite the fact that the number of employees working in 2005 was slightly higher than the number verified in 2004, in the year that is the subject of this analysis, with regard to the movement of staff in the INPI's staff, there was once again a a slight decrease compared to 2004. This situation was due, in part, to an adjustment made to the organizational structure of the INPI, from a perspective of optimizing resources, skills and potential, with the final aim of optimizing, as much as possible, the effective balance between needs functions and performance, for an effective response to internal and external requirements in areas fundamental to INPI's mission. The entry of four new interns under the Professional Internships Program of the Institute of Employment and Vocational Training, the signing of four contracts under the provision of services and the entry of six new Managers, only two of whom are external to the staff of INPI staff, came, in a general way, to contribute to the increase of employees working at INPI. On the other hand, the decrease occurred at two levels, one leaving due to retirement and another related to dismissal. Parallel to these facts and as an aggravating factor, the conditions legal norms in terms of hiring personnel in public administration. It should be noted that the aforementioned professional internship programs focused on two distinct areas within Industrial Property, International Relations and Design, with both having as main objectives: a) Complement and improve the socio-professional skills of qualified young people stayed, through the frequency of an internship in a real work situation; b) Enable greater articulation between leaving the educational/training system and entering the world of work; c) Stimulate the recognition, by entities, of new formations and new professional skills, promoting new areas of job creation. With regard to the Table annexed to Regulatory Decree No. 17/90, there was again, as in previous years, a decrease in its staff. Despite the fact that these results are somewhat predictable, in terms of its day-to-day management, emphasis should be given to the occurrence of a dismissal and the transfer of an Advisor to Intermediate Manager of the 2nd Degree, under an internal service commission. 8 INPI - National Institute of Industrial Property Machine Translated by Google STAFF MANAGEMENT 1. EMPLOYEES 2005 EP TECHNICIAN PARATECHNICAL/ADMINISTRATIVE Resources SUPPORT CA TOE Technician Assistant Technician TOTAL COMPUTING Humans Paratechnical Technician GENERAL Superior 12 Administrative Professional H2 9 0 1 7 0 3 4 38 Total employees in service M16 29 4 5 17 3 1 1 67 T 3 15 41 4 6 24 3 4 5 105 H0 5 6 0 1 7 0 2 4 25 individual employment M0 5 25 3 5 17 3 1 1 60 contract T 0 10 31 3 6 24 3 3 5 85 H 1 0 1 Fixed-term employment M 0 1 1 contract T 1 1 2 H 3 3 Stages M 1 1 T 4 4 H 2 1 3 services rendered M 2 0 2 T 4 1 5 H2 2 Appointment M1 1 T3 3 H 4 0 4 Others M 1 1 2 T 5 1 6 Computing General Support Professional Technician Administrative assistant paratechnician Technician Senior Technician THEN THAT 0 5 10 15 20 25 30 Woman Man INPI - National Institute of Industrial Property 9 Machine Translated by Google STAFF MANAGEMENT AP Resources TECHNICIAN TECHNICIAN EXECUTIVE TECHNICAL COMPUTER TOTAL ASSISTANT ADMINISTRATIVE Humans SUPERIOR PROFESSIONAL H 0 1 4 1 0 6 Total M 1 0 6 5 3 15 Cash T 1 1 10 6 3 21 Assistant Administrative IT specialist Professional Technician Technician Senior Technician Executive 0 5 10 15 20 25 30 Woman Man 10 INPI - National Institute of Industrial Property Machine Translated by Google STAFF MANAGEMENT 1.2 - ADMISSIONS 2005 EP TECHNICIAN PARATECHNICAL/ADMINISTRATIVE ADMISSIONS SUPPORT CA TOE Technician Assistant Technician TOTAL COMPUTING (during the year) Paratechnical Technician GENERAL Superior Administrative Professional H2 6 8 Appointment M T26 8 H individual employment M contract T H Fixed-term employment M contract T staff from another H requested body M 1 1 no INPI T 1 1 H 2 2 services M 2 2 rendered T 4 4 H 3 3 Stages M 1 1 T 4 4 H Total M T26 9 17 Computing general support Paratechnical/Administrative Technician Senior Technician THEN THAT 0 1 2 3 4 5 6 Woman Man INPI - National Institute of Industrial Property 11 Machine Translated by Google STAFF MANAGEMENT Departures 2005 EP Technician Paratechnical / Administrative Departures CA TOE Ass. IT General Support Total (During the year) technician Paratechnical Superior Administrative H2 2 2 0 1 7 Do INPIMore M0 1 1 1 0 3 T2 3 3 1 1 10 IT specialist General Support Professional Technician Administrative assistant paratechnician Technician Senior Technician THEN THAT 0 1 2 3 Woman Man AP Departures Technician technician Executive Technician Administrative IT General Support Total (During the year) Superior Professional H 1 1 Do INPIMore M 1 1 T 2 2 Assistant Administrative Professional Technician Technician Senior Technician Executive 0 1 2 3 Woman Man 12 INPI - National Institute of Industrial Property Machine Translated by Google STAFF MANAGEMENT 1.4. - REASONS FOR EXIT 2005 EP Technician Assistant Reason for leaving CA TOE Informática employees Technician Total General Support Superior Administrative Transfer death exoneration Retirement 1 1 2 compulsory retirement Dismissal/Termination Expiration of the Contract 1 1 Conclusion Internships IEFP 3 3 mutual agreement Others 1 2 1 4 Total 2 3 3 1 1 10 AP Technician Assistant Technician reasons for leaving Total Professional Administrative Superior Transfer death exoneration 1 1 Retirement retirement with pulsive Resignation mutual agreement Others 1 1 Total 2 2 INPI - National Institute of Industrial Property 13 Machine Translated by Google FRAME STRUCTURE The year 2005, as in previous years, continued to be marked by an employment policy in the Public Administration that restricted the possibility of new hires, including Public Institutes with legal personality, administrative and financial autonomy and their own assets, whose guidelines explained in the Resolution of the Council of Ministers Nº 97/2002 of May 18th. These political guidelines carried out with regard to the admission of new staff continue to have a considerable impact on the structure of the INPI staff, namely with regard to age levels and levels of seniority. Indeed, taking into account not only that condition but also the natural aging of the herd, a slight increase in the average age was verified in the EP framework. With regard to the AP staff, considering that it is a residual staff, to be extinguished from its base to the top, there was also, naturally as a result of the aging of the workforce, a slight increase in the average age. The departure of a staff aged between 40-44 years also contributed to this situation. Observing the structure of staff by professional groups, it is possible to conclude that regarding the group of technical personnel, it continues to be the one with the highest rates of personnel compared to the other groups, observing a total of 46 workers, being that 45 belong to the EP frame and 1 to the AP frame. It should also be noted that in this Personnel Group, and still in 2005, there was the return to service of a worker who was under requisition in an external Organisation. It should be noted that of the total of 18 Managers, including the members of the Board of Directors, 8 belong to the Staff attached to Ordinance No. 835/99, of August 23rd, amended by Ordinance No. 508/2002, of April 30th, 2 belong to the Staff attached to Regulatory Decree No. 17/90 and the remaining 8 are part of a group of collaborators external to the INPI. With regard to the group of Administrative Assistant Personnel, there was no oscillation compared to 2004, thus presenting the EP staff with a total of 24 employees while the AP staff continues to make up a total of 6 employees. 14 INPI - National Institute of Industrial Property Machine Translated by Google FRAME STRUCTURE Finally, it should be noted that the remaining Professional Groups (General Support and IT) did not suffer significant oscillations, emphasizing only the “ terminus” of a service request. With regard to the analysis of the distribution of staff by gender, we found that in the groups of Technical and Administrative personnel, the female gender stands out in absolute terms and in the Group of IT Personnel, the male gender. The group of personnel referring to General/Auxiliary Support is the one that presents a greater balance in gender distribution. With regard to Qualification Levels, and after analyzing the respective table, it can be seen that the highest level of qualifications continues to be, as in 2004, represented by the Bachelor's degree. It should be noted, however, the importance and weight of the degree qualification levels in the qualification structure of this Organism, whose values are concentrated essentially in the Technical group co. Also in terms of academic qualifications, it is worth mentioning the increase in the weight of staff with the academic degree of Master and Doctorate, contributing to the maintenance of the high level of technicality of this Organism. Now focusing the analysis on the inter-gender comparison of this distribution, we continue to observe the situation described in previous years. Thus, there is a predominance of female staff with a degree. The same situation can be seen in the male group. With regard to Seniority Level, there was an increase in the EP table and a decrease in the AP table. The first situation demonstrates the stagnation of that framework in terms of new admissions. The second is justified by the number of verified retirements. INPI - National Institute of Industrial Property 15 Machine Translated by Google FRAME STRUCTURE 2. AGE STRUCTURE AND DISTRIBUTION BY GENDER 2005 2.1. – Age levels EP Age structure (as of Men Women Total December 31) Up to 18 years 18 - 24 2 2 25 - 29 8 3 11 30 - 34 5 14 19 35 - 39 9 11 20 40 - 44 4 7 11 45 - 49 2 6 8 50 - 54 4 12 16 55 - 59 2 8 10 60 - 64 2 6 8 65 - 69 70 and over Average age level: 42 INPI Age Average: 46 ÿÿÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿÿ ÿ ÿ ÿ ÿ ÿ ÿÿ ÿÿ ÿÿ ÿÿÿÿÿÿ 16 INPI - National Institute of Industrial Property Machine Translated by Google FRAME STRUCTURE AP Age structure (as of Men Women Total December 31) Up to 18 years 18 - 24 25 - 29 30 - 34 35 - 39 0 1 1 40 - 44 1 1 2 45 - 49 2 4 6 50 - 54 3 4 7 55 - 59 0 4 4 60 - 64 0 0 0 65 - 69 0 1 1 70 and over Average age level: 50 ÿÿÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿÿ ÿ ÿ ÿ ÿ ÿ ÿÿ ÿÿ ÿÿ ÿÿÿÿÿÿ INPI - National Institute of Industrial Property 17 Machine Translated by Google FRAME STRUCTURE 2.2. – SENIORITY LEVELS 2005 EP Structure antiquities (as of Men Women Total December 31) Up to 5 years 6 3 9 5-9 7 22 29 10 - 14 1 3 4 15 - 19 6 4 10 20 - 24 1 3 4 25 - 29 2 5 7 30 - 36 3 17 20 over 36 years old 0 4 4 Average seniority level: 20 Over 36 years 30 - 36 25 - 29 20 - 24 15 - 19 10 - 14 5-9 Up to 5 years 0 5 10 15 20 25 Women Men 18 INPI - National Institute of Industrial Property Machine Translated by Google FRAME STRUCTURE AP Structure antiquities (as of Men Women Total December 31) Up to 5 years 0 5-9 0 10 - 14 1 1 2 15 - 19 3 3 6 20 - 24 1 4 5 25 - 29 0 4 4 30 - 36 1 2 3 over 36 years old 0 1 1 Average seniority level: 22 Over 36 years 30 - 36 25 - 29 20 - 24 15 - 19 10 - 14 5-9 Up to 5 years Women 0 5 10 15 20 25 Men INPI - National Institute of Industrial Property 19 Machine Translated by Google FRAME STRUCTURE 2.3. – QUALIFICATION LEVELS 2005 EP Qualification structure (as of Men Women Total December 31) Less 4 years of schooling 4 years of schooling 6 6 6 years of schooling 1 2 3 9 years of schooling 7 12 19 11 years of schooling 2 2 12 years of schooling 6 5 11 Bachelor's/High School 2 2 Graduation 20 33 53 Master's degree 3 4 7 MBA 1 1 Ph.D 1 1 ÿÿÿÿÿÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿ ÿ ÿ ÿÿ ÿÿ ÿÿ ÿÿ ÿÿ ÿÿ ÿÿÿÿÿÿÿÿ ÿÿÿÿÿÿ ÿÿ ÿÿ ÿÿ ÿÿ ÿÿÿ ÿÿ ÿÿÿ ÿÿÿ ÿÿ ÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿÿÿÿÿÿ 20 INPI - National Institute of Industrial Property Machine Translated by Google FRAME STRUCTURE AP Qualification structure (as of Men Women Total December 31) Less 4 years of schooling 4 years of schooling 2 2 6 years of schooling 0 5 5 9 years of schooling 1 3 4 11 years of schooling 1 1 2 12 years of schooling 3 2 5 Bachelor's/High School 1 1 2 Graduation 1 1 Master's degree 0 MBA 0 Ph.D 0 Ph.D Master's degree Graduation Bachelor's/High School 12 years of schooling 11 years of schooling 9 years of schooling 6 years of schooling 4 years of schooling Less 4 years of schooling 0 5 10 15 20 25 30 Women Men 5% 10% 10% 23% 23% 10% 19% 4 years of schooling 6 years of schooling 9 years of schooling 11 years of schooling 12 years of schooling Bachelor's/High School Graduation INPI - National Institute of Industrial Property 21 Machine Translated by Google PROFESSIONAL PROGRESSION, TIME SCHEMES AND ATTENDANCE Performance evaluation was, throughout 2005, a central issue in the management of INPI employees. This management strategy, globally validated for the Public Administration and materialized in Law nº 10/2004, of March 22nd, has been applied at the INPI, on a consolidated basis, since its entry into force. Recognizing merit and ensuring the differentiation and appreciation of the different levels of performance, this process made it possible to assess not only the human potential available in the Organization, but also, and simultaneously, the contribution of each employee to the overall mission of the Organization . Thus, it was in this follow-up, possible to identify the employees who needed training and/or improvement in certain areas of activity and to select those who were in a position to be promoted or functionally reassigned within the INPI. Considering that this approved evaluation system is part of the annual management cycle of each Entity, its impact was verified on the professional career of employees in 2005, in a total of 35 employees distributed by the different professional groups of the INPI. Given that the new approved evaluation system is part of the annual management cycle of each Body, it will only have an impact on the professional career of workers in the following calendar year, so that, in relation to the level of promotions that took place in 2005 and referring to the evaluation made In addition to the performance in 2004, a total of 19 promotions were registered at the INPI, distributed among the various professional groups, thus representing a percentage of around 22.5% of its staff linked to the Individual Employment Contract. As can be seen with regard to the AP framework (Dec. Reg. Nº 17/90) and the legal requirements for career progression for the employees included in that framework were met, there were, for 2005, 2 (two) progressions. The data collected reveal that the number of staff progressing in their professional careers has registered a significant decrease compared to the previous year, that is, 2 in 2005, against 14 in 2004, a fact that is due to existing legal constraints. Finally, and with regard to promotions at the level of the Table annexed to Regulatory Decree No. 17/90, there were 6 (six) promotions resulting from limited access internal competitions launched at the end of 2004. 22 INPI - National Institute of Industrial Property Machine Translated by Google PROFESSIONAL PROGRESSION, TIME SCHEMES AND ATTENDANCE With regard to the various types of working hours practiced at the INPI, the basic characteristics, in relation to the previous year, are maintained, with preference continuing to be given to flexible working hours, in a context of a permanent concern, on the part of the Institute, to promote the continuous improvement of the quality of service, not only in terms of efficiency, but also in terms of speed and personalization of the service provided to the user public. Finally, in terms of attendance, the INPI's absenteeism rate for 2005 stood at 9.2%, making it possible to conclude that it dropped in relation to 2004, when this indicator was 12.7%. Despite the decrease in the indicator, it should be noted that the highest values of absenteeism are included in the AP Table, in absences due to illness. By way of conclusion, and by analyzing the calculated values, it appears that the highest levels of absenteeism are located, in the EP framework, in the age groups between 56 and 60 years of age. The justification for this alteration in relation to the values and ages verified in the previous year, is exclusively due to the maternity/paternity index having dropped significantly, in opposition to the index of absences due to illness, whose value increased. INPI - National Institute of Industrial Property 23 Machine Translated by Google PROFESSIONAL PROGRESSION, TIME SCHEMES AND ATTENDANCE 3. ACTIVITY 3.1. – Promotions / Progressions 2005 EP Promotions/ Technician Technician Executive Paratechnical Technician Total IT Administrative Assistant / Progressions Superior Professional H Promotions M T H Outstanding merit promotions M T H 4 1 5 progressions M 6 1 2 4 1 14 T 10 1 2 5 18 H total M promotions T H Reconversions / / M reclassifications T 10 9 8 7 6 5 4 3 2 1 0 Senior Technician Tech. Profes. Administrative Computing Technician paratechnician Woman Man 24 INPI - National Institute of Industrial Property Machine Translated by Google PROFESSIONAL PROGRESSION, TIME SCHEMES AND ATTENDANCE AP Promotions/ Technician Technician Executive Technician Total IT Administrative Assistant / Progressions Superior Professional H 2 1 3 Promotions M 3 0 3 T 5 1 6 H Outstanding merit promotions M T H 0 0 progressions M 1 1 T 1 1 H total promotions M T H Reconversions / / M reclassifications T 8 7 6 5 4 3 2 1 0 Senior Technicians Professional Technicians Administrative Computing Woman Man INPI - National Institute of Industrial Property 25 Machine Translated by Google PROFESSIONAL PROGRESSION, TIME SCHEMES AND ATTENDANCE 3.2. – SCHEDULES 2005 EP TECHNICIAN PARATECHNICAL/ADMINISTRATIVE MODALITIES SUPPORT CA TOE Technician Assistant Technician TOTAL COMPUTING SCHEDULES Paratechnical Technician GENERAL Superior Administrative Professional Rigid Schedule 2 2 Flexible schedule 26 1 5 21 1 1 4 59 Lagged Time Continuous Journey 7 7 Shift work 1 1 Worker Student assistance to descendants Part time Time Exemption 3 15 4 2 1 1 1 2 29 1 29 2 59 7 Flexible schedule Continuous Journey Rigid Schedule Exemption schedule Shift work 26 INPI - National Institute of Industrial Property Machine Translated by Google PROFESSIONAL PROGRESSION, TIME SCHEMES AND ATTENDANCE AP MODALITIES Technician Technician Technical Informatics Administrative Assistant TOTAL SCHEDULE MANAGER Superior Professional Rigid Schedule Flexible schedule 1 8 6 1 16 Lagged Time Continuous Journey Shift work 1 2 3 Worker Student assistance to descendants Part time Exemption schedule 2 2 2 3 16 Flexible schedule Shift work Exemption schedule INPI - National Institute of Industrial Property 27 Machine Translated by Google PROFESSIONAL PROGRESSION, TIME SCHEMES AND ATTENDANCE 3.3 ABSENTISM 2005 EP GRP PROF Assistance Illness on vacation Worker Maternity/ TOTAL Illness Unpleasant Others Familiar prolonged account Student /Paternity /DAYS Missing type Administrative Council 5 5 Executive 1 4 11 16 Senior Technician 46 107 4 49 100 306 professional technician 5 5 10 Technician 2 17 4 5 28 Computing 5,5 5,5 Paratechnician/ 42 530 189 52 26 1 840 /Administrative general support 1 1 Total 91 663 189 4 127,5 131 6 1211,5 age structure Assistance Illness on vacation Worker TOTAL Illness Unpleasant Maternity Others Familiar prolonged account Student /DAYS Missing type up to 30 5 2 8 15 31-35 19 15 2 21,5 66 123,5 36-40 26 41 16,5 65 148,5 41-45 16 26 15,5 57,5 46-50 15 178 77 20 5 295 51-55 15 77 17 109 56-60 194 112 23 329 +60 127 6 1 134 Totals 91 663 189 4 127,5 131 6 1211,5 age structure Advice Money./ / Technician Senior Support TOTAL Executive Technician Computing Administration Admin. Prof. Technician General /DAYS GRP PROF up to 30 1 8 6 15 31-35 2 39 80,5 2 123,5 36-40 5 5 2 136,5 148,5 41-45 1 53 3,5 57,5 46-50 7 25 260 2 1 295 51-55 79 30 109 56-60 3 326 329 +60 134 134 Totals 5 16 28 840 10 306 5,5 1 1211,5 Average Index of Absences per Worker: 19 Absenteeism: 7.7% 28 INPI - National Institute of Industrial Property Machine Translated by Google PROFESSIONAL PROGRESSION, TIME SCHEMES AND ATTENDANCE AP Career Illness and/ Assistance prolonged for vacation Worker Maternity TOTAL or Unpleasant Others Familiar illness account Student /Paternity /DAYS Missing type Internment Administrative Council 0 Executive 0 Superior technician 64 13 77 Parat / Admin 15 142 314 4 28,5 14 517,5 Technician Prof 2 221 138 3 18 14 15 411 Computing 5 5 general support 12 75 3 5 95 Total 29 502 452 10 69,5 14 0 29 1105,5 age structure Assistance Illness and/or prolonged for vacation Worker Maternity TOTAL Unpleasant Others Familiar Internment illness account Student /Paternity /DAYS Missing type up to 30 0 31-35 2 17 1 20 36-40 10 10 41-45 128 3 4 135 46-50 21 179 138 24,5 4 15 381,5 51-55 6 99 3 33 14 155 56-60 74 4 7 85 +60 5 314 319 Total 29 502 452 10 69,5 14 0 29 1105,5 age structure Advice Assist. Tec. Senior Support TOTAL Executive Technician Computing Administration Admin. Prof. Technician General /DAYS GRP PROF up to 30 0 31-35 20 20 36-40 10 10 41-45 58 77 135 46-50 67,5 297 17 381,5 51-55 47 26 77 5 155 56-60 84 1 85 +60 319 319 Total 0 0 0 517,5 411 77 5 95 1105,5 INPI - National Institute of Industrial Property 29 Machine Translated by Google PROFESSIONAL PROGRESSION, TIME SCHEMES AND ATTENDANCE Absences by Age Structure EP ÿÿÿ ÿÿÿ ÿÿÿ ÿÿÿ ÿÿÿ ÿÿÿ ÿÿ ÿ ÿÿÿÿÿÿ ÿÿÿÿÿ ÿÿÿÿÿ ÿÿÿÿÿ ÿÿÿÿÿ ÿÿÿÿÿ ÿÿÿÿÿ ÿÿÿ ÿÿ ÿÿÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿÿÿÿÿ AP ÿÿÿ ÿÿÿ ÿÿÿ ÿÿÿ ÿÿÿ ÿÿÿ ÿÿ ÿ ÿÿÿÿÿÿ ÿÿÿÿÿ ÿÿÿÿÿ ÿÿÿÿÿ ÿÿÿÿÿ ÿÿÿÿÿ ÿÿÿÿÿ ÿÿÿ ÿÿÿÿÿÿÿÿ ÿÿÿ ÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿÿÿÿÿ 30 INPI - National Institute of Industrial Property Machine Translated by Google PROFESSIONAL PROGRESSION, TIME SCHEMES AND ATTENDANCE Absenteeism by Professional Groups EP 0,4% 0,1% 1,3% 27,6% 0,5% 70,2% CA TOE Technician Computing Paratechnical/Administrative General Support Absenteeism by Professional Groups AP ÿÿÿÿ ÿÿÿÿ ÿÿÿÿ ÿÿÿÿÿ ÿÿÿÿÿ ÿÿÿÿÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿÿÿÿÿ INPI - National Institute of Industrial Property 31 Machine Translated by Google PROFESSIONAL PROGRESSION, TIME SCHEMES AND ATTENDANCE Absences by Professional Groups and Types of Absences EP ÿÿÿ ÿÿÿ ÿÿÿ ÿÿÿ ÿÿÿ ÿÿÿ ÿ ÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿ ÿÿÿÿÿÿ ÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿ ÿÿÿÿ ÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿÿÿÿÿÿÿ ÿÿÿÿÿÿ ÿÿÿÿÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿÿÿÿÿ AP ÿÿÿ ÿÿÿ ÿÿÿ ÿÿÿ ÿÿÿ ÿÿÿ ÿÿ ÿ ÿÿÿÿÿÿ ÿÿÿÿÿÿÿÿÿÿÿ ÿÿÿÿÿÿ ÿÿÿÿ ÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿÿÿÿÿÿÿ ÿÿÿÿÿÿ ÿÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿÿÿÿÿ ÿÿÿÿÿÿÿÿÿÿÿ 32 INPI - National Institute of Industrial Property Machine Translated by Google SOCIAL SECURITY INPI, in order to ensure the safety, hygiene and health conditions of all employees who provide work and services in the three buildings that make up this Institute, continued with the program to promote and monitor the health of its workers, a situation that has been maintained since the year 2001. In this sense and since that date, the INPI, in order to guarantee the organization and operation of safety, hygiene and health services at work, contracted external services in this area. Thus, and for the second consecutive year that the company providing this service, designated by COSAT – Consultores de Higiene, Segurança e Saúde no Trabalho, SA, has been collaborating with the INPI in the field of occupational health. Thus, in 2005, the company “COSAT” carried out periodic health examinations to a universe of employees over 49 years of age, in a total of 42 eligible employees, and also carried out 9 admission medical examinations. It should be noted that this last count includes the new Member of the Board of Directors, appointed in the meantime, the trainees under the IEFP Internship Program and finally the new employees. Of the attendances at the clinical examinations, an aptitude for work was registered, in the order of 100%. Still in the context of occupational medicine, and in parallel with the system of safety, hygiene and health at work, the INPI once again celebrated, as has been customary for some years now, the provision of additional services with the same company, within the scope of the Influenza Vaccination Plan. In this way, and following an invitation addressed to all employees of the Institute, in order to adhere to the mentioned Plan, there were 41 adhesions. It should be noted that adherence to this plan over the years has been systematically to increase. With regard to ADSE's social system, it should be noted that, unlike last year, there was an increase in health expenses presented, a fact that had the immediate consequence of increasing the total amount reimbursed. Still with regard to this social security system, and with regard to values in particular, it was found that in a universe of 73 employees, during the INPI - National Institute of Industrial Property 33 Machine Translated by Google SOCIAL SECURITY year 2005, 176 occurrences making up a total of expenses related to several medical acts presented, the sum of 33,000.70 €. Of the aforementioned amount, the total amount shared was €15,749.99. Within the scope of accidents at work, it should be noted that with regard to workers covered by the Social Security regime, there was no occurrence of this type. As for workers covered by the ADSE and CGA regime, there were two occurrences, which resulted, overall, in 13 days of absence from work. 34 INPI - National Institute of Industrial Property Machine Translated by Google SOCIAL SECURITY 3.4. – SOCIAL ASSISTANCE 2005 ADSE MONTH Amount to participate Amount to participate 2,936.98 1,363.54 For sharing 1,573.44 Number of workers JANUARY 18 FEBRUARY 2.535,90 1.583,62 952,28 15 MARCH 2.170,43 800,88 1.369,55 14 APRIL 3.438,10 1.623,39 1.814,71 18 MAY 2.028,70 896,73 1.131,97 11 JUNE 3.860,16 2.057,98 1.802,18 17 JULY 3.866,08 1.701,75 2.164,33 17 AUGUST 1.555,46 533,85 1.021,61 8 SEPTEMBER 2.303,32 987,10 1.316,22 15 OCTOBER 3.449,52 1.519,44 1.930,08 14 NOVEMBER 1.571,35 815,28 756,07 15 DECEMBER 3.284,70 1.866,43 1.418,27 14 TOTALS 33.000,70€ 15.749,99€ 17.250,71€ 176 4.500,00 4.000,00 3.500,00 3.000,00 2.500,00 2.000,00 1.500,00 1.000,00 500,00 0,00 APRIL MAY JULY JANUARY MARCH JUNE AUGUST FEBRUARY SEPTEMBEROCTOBER NOVEMBERDECEMBER Amount to contribute Shared amount for sharing INPI - National Institute of Industrial Property 35 Machine Translated by Google PERSONNEL CHARGES Personnel expenses have gradually been losing weight in total expenses. expenses of the Institute, having, since 2001, suffered a reduction in value of 15 pp Compared to 2004, these expenses registered a decrease of 0.3%, representing, in relation to overall expenses, 36%. For total personnel expenses, the structure of which remained relatively stable, the Basic Remuneration of Staff and Governing Bodies contributed by 74%, and the Remuneration of Other Personnel and Daily Allowances, which represent, respectively, 1% and 2% of the total of these expenses. Compulsory Social Charges and Remuneration, respectively, with 3% and 9%, and Other Personnel Costs, with 12%, maintained their weight, relatively stable, in total personnel expenses. 36 INPI - National Institute of Industrial Property Machine Translated by Google PERSONNEL CHARGES PERSONNEL EXPENSES 2005 euros Structure Base Remuneration - Staff 2.373.141,49 69% Base Remuneration - Governing Bodies 163.580,55 5% Base Salary - Other Personnel 42.307,64 1% Cost Allowances 61.936,45 2% Mandatory Social Charges 85.871,11 3% Charges with Remuneration 300.742,18 9% Others 406.833,56 12% Personal Total 3.434.412,98 36% TOTAL WASTE 9.449.939,96 € 100% 12% 9% 3% 2% 1% 5% 69% Base Remuneration - Staff Base Remuneration - Governing Bodies Base Salary - Other Personnel Cost Allowances Mandatory Social Charges Charges with Remuneration Others SALARY RANGE 2005 Higher net base pay 2.983,28 Net Salary Scale: 5,73 Lower net base pay 520,65 INPI - National Institute of Industrial Property 37 Machine Translated by Google EXTRA WORK Analyzing the table, it can be seen that in 2005 there were no extra hours at this Institute. It should be noted that the provision of additional work is particularly demanding in situations of significant increase in work, a situation likely to occur in a Public Service sector, as was the case in 2004. However, in 2005, as a result of global restructuring in the “modus operandi” of that service sector, this need no longer seems necessary. 4 – Additional Work 2005 EP Overtime work, at night and on weekly Number rest days, supplementary work and holidays of hours H 0 overtime work M 0 T 0 AP Overtime work, at night and on weekly rest days, supplementary Number work and holidays of hours H 0 overtime work M 0 T 0 38 INPI - National Institute of Industrial Property Machine Translated by Google PROFESSIONAL QUALIFICATION As for the training planned at the INPI for 2005, it was oriented according to several vectors, namely the optimization and reinforcement of the technical skills of the employees with a view to the efficient performance of their duties, thus contributing to an overall improvement in the effectiveness of the organization through the growth of its skills capital. The choice of priorities in terms of training played a very important role in the definition of strategic objectives, of which the adaptation of people to specific activities and changes in the work context, maintenance of the levels of competence necessary for progress and development of this organization and the improvement of the status of people through the evolution of the organization itself. It is also worth mentioning, in the course of 2005, the enunciation given, through the new legislative framework on training, of a collective right with broad access for all those who work, including those with fixed-term contracts. Still within the framework of training management, the INPI focused on the framing of a policy generally applicable to Public Administration, which was based on optimizing and valuing existing resources through the growth of the capital of skills of its workers, with a view to containment and maximum profitability of costs. In this way, the axis of training was aimed at the organization of work, favoring the component of operationalizing the acquired knowledge, so that work processes are modified and rethought. Once again, the focus given to new areas, crucial in the Institute's Strategy, such as Quality and the Legal Office and, as has become usual, IT. However, over the past year, profound changes in terms of the INPI's Structural Organization were reflected and conditioned, in part, the management and normal fulfillment of the Training Plan for 2005. Thus, they led to adjustments motivated by reallocations functions that resulted in the cancellation of some initially planned form, as well as the diagnosis of new training needs (for example, legal training in the area of administrative offenses, which was extended to 10 senior technicians and 2 managers). Attendance indicators by qualification groups in 2005 indicate that the most significant levels of participation essentially involved 3 groups of personnel: Managers, Technicians and IT Personnel. INPI - National Institute of Industrial Property 39 Machine Translated by Google PROFESSIONAL QUALIFICATION Of the 59 participations that took place, in a universe of 121 recipients, 40.68% belonged to the Technical group, 22.03% to the Managers group, 10.17% to the Computing group and 23.73% to the Paratechnical/Professional Technician group and Administrative. With regard to hours of training, 42.22% corresponded to the Technical group, 19.14% to Managers, 19.54% to IT personnel and 19.54% to Paratechnical/Professional and Administrative technicians. The remaining 1.34% corresponds to the 30 hours of training in the General Support group. 40 INPI - National Institute of Industrial Property Machine Translated by Google PROFESSIONAL QUALIFICATION 5 – PROFESSIONAL TRAINING 2005 EP Less than 30 From 30 duration of shares hours to 59 hours Total number of 60 31 shares Number of internal actions 0 0 Number of external actions 60 31 Technician Technician Paratechnician/ Support No. of Participants CA TOE Technical IT specialist TOTAL Superior Professional Administrative General Total number of 2 11 2 22 1 5 5 1 49 participants Number of participants in internal actions 00 0 0 0 0 0 0 0 Number of participants in external actions 2 11 2 22 1 5 5 1 49 Technician Technician Paratechnician/ Support Number of Hours CA TOE Technical IT specialist TOTAL Superior Professional Administrative General total number of hours 21 407 28 916 48 405 153 15 1993 Number of hours in internal 0 0 0 0 0 0 0 0 0 actions Number of hours in external 21 407 28 916 48 405 153 15 1993 actions 1993 DAYS COST TOTAL TRAINING HOURS GIVEN hours 368.5 €40,138.32 24 20 16 12 8 4 0 THAT THEN Technician IT specialist Money/Admin. General Support INPI - National Institute of Industrial Property 41 Machine Translated by Google PROFESSIONAL QUALIFICATION AP Less than 30 From 30 duration of shares hours to 59 hours Total number of 10 3 shares Number of internal actions 0 0 Number of external actions 10 3 Technician Technician Paratechnician/ Support No. of Participants CA TOE Technical IT specialist Total Superior Professional Administrative General Total number of 0 0 0 0 5 1 3 1 10 participants Number of participants in internal actions 0 0 0 0 0 0 0 0 0 Number of participants in external actions 0 0 0 0 5 1 3 1 10 Technician Technician Paratechnician/ Support Number of Hours CA TOE Technical IT specialist Total Superior Professional Administrative General total number of hours 0 0 0 0 108 30 90 15 243 Number of hours in internal 0 0 0 0 0 0 0 0 0 actions Number of hours in external 0 0 0 0 108 30 90 15 243 actions 243 DAYS COST TOTAL TRAINING HOURS GIVEN hours 90.5 €2,569.52 5 4 3 2 1 0 Professional Technician IT specialist Money/Admin. General Support 42 INPI - National Institute of Industrial Property Machine Translated by Google CONCLUSION Bearing in mind the results obtained throughout this work, it is time to proceed with some reflections on them. In general, and despite the need to deepen these reflections with detailed readings, which can be carried out in the body of the work, it can be said what: • INPI's staff approved by Ordinance No. 835/99 of August 23rd, amended by Ordinance No. 508/2002 of April 30th, presents a situation in 2005, compared to the previous year, similar, observing a rate real occupancy of 76.8%, a value that in 2004 was 79.7%. However, it is still verified that 32 of the posts provided for in the table are not filled, with the highest percentages of vacant posts being found in the category of Senior Technician and Administrative Assistant. • In terms of educational qualifications, the same trend registered in recent years continues to be observed, that is, a growth trend in terms of the degree, postgraduate and master's degrees of employees. Thus, professionals with a university degree, masters and doctorate degrees have the highest rate of distribution of INPI's human capital, whose value is situated at 51.8%. From the analysis of these facts, it is possible to conclude the growth trend of the high level of technicality of this Organism. • With regard to absenteeism, it should be noted that there was a sharp decrease in all INPI staff. However, and specifically with regard to the EP Table, there was a slight increase, as a result of registered maternity/paternity leave. Differently from previous years, it is only illness that is the main cause of absenteeism. • Finally, with regard to the professional training policy, it should be noted that, as in previous years, the INPI invested in a global plan for the attendance of various external training actions, in a total of 104, continuing to focus on professional development and enhancement of its employees, aiming at the professional development of each one, as well as attributing greater technical expertise and specialization to employees, determining factors for a full response to the increasingly demanding requests of our Customers / Users. INPI - National Institute of Industrial Property 43 Machine Translated by Google CONCLUSION • Thus, in the year under review, a total of 59 employees from various professional groups participated in training actions focusing on matters in their areas of competence. The percentage of hours spent on training actions, compared to 2004, recorded a sharp rise, with a figure of 2236 hours being observed in the year under review against 1791.5 in 2004. 44 INPI - National Institute of Industrial Property Machine Translated by Google 45 Machine Translated by Google