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People Management Training in the Public Sector

Graphic composition with photos of Lemann Foundation’s Leadership Network members in lectures, surrounded by colorful graphics.
Graphic composition with photos of Lemann Foundation’s Leadership Network members in lectures, surrounded by colorful graphics.

Valuing committed and qualified professionals is a decisive step towards strengthening the public sector. With well-prepared leaders in their roles, collective agendas can be prioritized and better services are provided to society.Therefore, we invest in partnerships with specialized institutes to encourage innovative policies in people management in this sector. Several states have instituted processes to attract, select, and retain competent and experienced leaders for key positions in the Health, Education, Security, and Planning sectors.

Advances in leadership policies

In 2021, the People Ahead Movement, supported by the Lemann Foundation, played a decisive role in getting two laws passed that contribute to advancing effective leadership policies in the public sector.


Law no. 14204/21, which creates a foundation for transparent leadership appointments and development in the country

The law will provide more transparency on the occupation of leadership positions, and the attraction, performance, and development of leaders, and foster a cultural change in the management of public administration careers.


The review of the Administrative Improbity Law, increasing the legal protection of managers

The process helps equalize forces between control bodies and public managers, provides greater legal certainty for managers to make decisions, and makes government leadership positions more attractive.

States innovate in people management

We worked together with researchers, specialists, and public managers to leverage innovative people management initiatives. Above all, we counted on the commitment of the local authorities. Support for implementing better state government policies continued when Vamos (an organization formed by Fundação Lemann, República.org, and Instituto Humanize) partnered with Instituto Gesto and Vetor Brasil in 2021. The partnership is inspired by good practices from OECD countries and aims to establish policies in five pillars: attraction, pre-selection, performance, development, and engagement. Proposals are presented to each state, and processes are designed to meet their local particularities. (At right, see how implementation is progressing in each state.)

Photo of Iracema Castelo Branco, Rio Grande do Sul's Undersecretary for People Management and Development, amid colorful graphics.

Iracema Castelo Branco, Undersecretary of Management and Development of Government Personnel from the state of Rio Grande do Sul

Valuing the profile of each public servant at the center of the process secures quality for the services provided to the population.”

States on the forefront of change

The Vamos, Instituto Gesto, and Vetor Brasil partnership firmly supports the implementation of leadership policies. Check out each state’s 2021 results:


The year was dedicated to implementing a law that establishes a committee to transform people management with strategies and actions to develop leadership. They encourage public servants to be engaged and committed and optimize the organizational environment. Law no. 17931 was enacted in early 2022.


The Planning and Management leaders from the Department of Education instituted Individual Development Plans to monitor the performance of civil servants. They also instituted evaluations and feedback from managers. Leaders at the department of education agreed on goals aligned with the government plan and participated in committees to discuss their teams’ competencies.

Rio Grande do Sul

Selection for the Qualifica RS Program was made an internal state process. The central people management body structured a strategic HR policy that created a Multipliers Intelligence and Innovation Cell and a Performance and Development Management Division.

São Paulo

Every level of leadership (2nd and 3rd levels and regional directors) at the São Paulo State Department of Education (SEDUC) started working with agreed targets, set bimonthly routines for monitoring results, and implemented action plans. The leaders also invested time to carry out and discuss competency assessments for their teams’ development.


The enactment of the law that made the selection of regional directors and school principals mandatory was one of the year’s main advances. It was a fundamental step towards consolidating the attraction and pre-selection practices in the state department of education.