The Profile of Workers of the Unified Social Assistance System (SUAS): a tool for training Permanent Education in the State of Amazonas

Abstract

The article aims to understand the profile of workers in the Unified Social Assistance System (SUAS) in the state of Amazonas and their continuing education needs. To this end, the methodology used is bibliographical and documentary, through a questionnaire sent to workers, managers and social control agents of SUAS, working in the 62 municipalities of the state of Amazonas. It is important to note that the responses were treated anonymously and confidentially, that is, no names were disclosed at any stage of the research. Among the results of the total of 2,497 workers who responded to the survey, the study revealed that the majority of employees work at the Social Assistance Reference Center (CRAS), corresponding to 57.39%; it was also demonstrated that there is turnover among SUAS professionals, where they remain for 2 to 3 years in their places of work; and 62.23% are in commissioned positions; regarding the salary range, 41.89% of workers receive around a minimum wage, which constitutes a challenge for Labor Management at SUAS/AM, regarding actions to value workers, highlighting the institution of the Position, Career and Salary Plan (PCCS), as guided by NOB-RH/SUAS. It is worth noting that Social Assistance continues to be a field in which women predominate, both at low and higher educational levels; this dynamic can be influenced by a series of factors, including gender stereotypes, historical occupational patterns and structural issues of gender inequality. Finally, there must be continuous investment in education, taking into account the turnover of professionals working in the SUAS. The article aims to understand the profile of workers in the Unified Social Assistance System (SUAS) in the state of Amazonas and their needs for continuing education. To this end, the methodology is bibliographical and documentary, through a questionnaire sent to workers, managers and social control agents of the SUAS, working in the 62 municipalities of the state of Amazonas. It is important to note that the responses were treated anonymously and confidentially, that is, no names were disclosed at any stage of the research. Among the results of the total of 2,497 workers who responded to the survey, the study revealed that the majority of employees work at the Social Assistance Reference Center (CRAS), corresponding to 57.39%; it was also demonstrated that there is turnover among SUAS professionals, where they remain for 2 to 3 years in their places of work; and 62.23% are in commissioned positions; regarding the salary range, 41.89% of workers receive around a minimum wage, which constitutes a challenge for Labor Management at SUAS/AM, regarding actions to value workers, highlighting the institution of the Position, Career and Salary Plan (PCCS), as guided by NOB-RH/SUAS. It is worth noting that Social Assistance continues to be a field in which women predominate, both at low and higher educational levels; this dynamic can be influenced by a series of factors, including gender stereotypes, historical occupational patterns and structural issues of gender inequality. Finally, there needs to be continuous investment in education, taking into account the turnover of professionals working in SUAS.