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Alvarez, E., (2022). Procedimiento administrativo disciplinario en la UGEL 05, 2021 [Universidad Peruana de las Américas]. http://repositorio.ulasamericas.edu.pe/handle/upa/1757
Alvarez, E., Procedimiento administrativo disciplinario en la UGEL 05, 2021 []. PE: Universidad Peruana de las Américas; 2022. http://repositorio.ulasamericas.edu.pe/handle/upa/1757
@misc{renati/5361,
title = "Procedimiento administrativo disciplinario en la UGEL 05, 2021",
author = "Alvarez Torres, Elvis Maximo",
publisher = "Universidad Peruana de las Américas",
year = "2022"
}
Title: Procedimiento administrativo disciplinario en la UGEL 05, 2021
Authors(s): Alvarez Torres, Elvis Maximo
Advisor(s): Vargas Huanca, Dani Eduardo
Keywords: Procedimiento administrativo disciplinario; Productividad institucional; Sanciones por faltas leves
OCDE field: http://purl.org/pe-repo/ocde/ford#5.05.01
Issue Date: Mar-2022
Institution: Universidad Peruana de las Américas
Abstract: Uno de los más graves problemas existentes en la gestión pública corresponden a equilibrar la productividad de cada trabajador en su grado jerárquico institucional otorgándosele asimismo las prerrogativas y atribuciones correspondientes; en ese sentido, existe en cada institución pública dos instrumentos de gran potencial como son: el reglamento interno; documento normativo emanado por los miembros de la institución de forma equilibrada y democrática y; el manual de régimen disciplinario, documento normativo formulado y emitido por las oficinas de control y supervisión para regular el comportamiento de los integrantes de la institución en el caso de faltas leves que no ameriten una investigación administrativo Sancionador.
La gestión institucional, es dirigida por el máximo representante de la institución el mismo que tiene la obligación de buscar la máxima productividad posible de cada uno de sus efectivos; la presente investigación busca conocer las características y la función utilitaria del procedimiento administrativo disciplinario dentro de la estructura organizacional y su aporte en la productividad de cada uno de sus componentes y cuanto coadyuva en mejorar los resultados finales.
Es importante entender que, las personas no funcionan a garrotes y que es mucho mejor el consenso democrático entre empleado y empleador; en ese sentido, en casi todos los casos no es necesario el uso del procedimiento administrativo disciplinario sino, sobre todo, un diálogo y consenso entre las partes en vista que una sanción por más leve que sea redunda en el comportamiento de todo el personal, más aun cuando en algunos casos, el incumplimiento de algunas actividades no necesariamente implica la responsabilidad del encargado sino los recursos necesarios para su cumplimiento así como la eficiente cadena productiva que ocurra de la manera correcta. Desde el punto de vista judicial, legal y administrativo existe un aislamiento completo, de tal manera que, los abogados y asesores jurídicos encargados de redactar los procedimientos administrativos disciplinarios desconocen el funcionamiento del sistema y diseñan su estructura programática analizando las posibilidades ideales del funcionamiento del sistema de manera óptima, desconociendo los hechos diferenciados que ocurren en cada situación administrativa, por lo que, la norma debe existir pero únicamente como un aviso preventivo ante las dificultades del funcionario que no pueda utilizar adecuadamente sus estrategias de motivación para el logro de resultados.
One of the most serious problems in public management corresponds to balancing the productivity of each worker at his institutional hierarchical level, also granting him the corresponding prerogatives and attributions; In this sense, there are two instruments of great potential in each public institution, such as: internal regulations; normative document issued by the members of the institution in a balanced and democratic way and; the disciplinary regime manual, a normative document issued by the control and supervision offices to regulate the behavior of the members of the institution in the case of minor offenses that do not warrant an administrative disciplinary investigation. Institutional management is directed by the highest representative of the institution, the same one who has the obligation to seek the maximum possible productivity from each of his staff; This research seeks to know the characteristics and the utilitarian function of the disciplinary administrative procedure within the organizational structure and its contribution to the productivity of each of its components and how much it contributes to improving the final results. It is important to understand that people do not work with sticks and that the democratic consensus between employee and employer is much better; In this sense, in almost all cases it is not necessary to use the disciplinary administrative procedure but, above all, a dialogue and consensus between the parties, since a penalty, no matter how slight, results in the behavior of all personnel, plus even though in some cases, the non-compliance of some activities does not necessarily imply the responsibility of the person in charge, but rather the necessary resources for its fulfillment as well as the efficient production chain that occurs in the correct way. From the judicial, legal and administrative point of view, there is complete isolation, in such a way that the lawyers and legal advisers in charge of drafting disciplinary administrative procedures are unaware of the operation of the system and design its programmatic structure, analyzing the ideal possibilities of the operation of the system. optimally, ignoring the differentiated events that occur in each administrative situation, therefore, the rule must exist but only as a preventive notice to the difficulties of the official who cannot adequately use his motivational strategies to achieve results.
One of the most serious problems in public management corresponds to balancing the productivity of each worker at his institutional hierarchical level, also granting him the corresponding prerogatives and attributions; In this sense, there are two instruments of great potential in each public institution, such as: internal regulations; normative document issued by the members of the institution in a balanced and democratic way and; the disciplinary regime manual, a normative document issued by the control and supervision offices to regulate the behavior of the members of the institution in the case of minor offenses that do not warrant an administrative disciplinary investigation. Institutional management is directed by the highest representative of the institution, the same one who has the obligation to seek the maximum possible productivity from each of his staff; This research seeks to know the characteristics and the utilitarian function of the disciplinary administrative procedure within the organizational structure and its contribution to the productivity of each of its components and how much it contributes to improving the final results. It is important to understand that people do not work with sticks and that the democratic consensus between employee and employer is much better; In this sense, in almost all cases it is not necessary to use the disciplinary administrative procedure but, above all, a dialogue and consensus between the parties, since a penalty, no matter how slight, results in the behavior of all personnel, plus even though in some cases, the non-compliance of some activities does not necessarily imply the responsibility of the person in charge, but rather the necessary resources for its fulfillment as well as the efficient production chain that occurs in the correct way. From the judicial, legal and administrative point of view, there is complete isolation, in such a way that the lawyers and legal advisers in charge of drafting disciplinary administrative procedures are unaware of the operation of the system and design its programmatic structure, analyzing the ideal possibilities of the operation of the system. optimally, ignoring the differentiated events that occur in each administrative situation, therefore, the rule must exist but only as a preventive notice to the difficulties of the official who cannot adequately use his motivational strategies to achieve results.
Link to repository: http://repositorio.ulasamericas.edu.pe/handle/upa/1757
Discipline: Derecho
Grade or title grantor: Universidad Peruana de las Américas. Facultad de Derecho
Grade or title: Abogado
Juror: Pantigozo Loaiza, Marco Hernan; Sialer Niquen, Carlos Alberto; Perez Lopez, Jorge Adalberto
Register date: 8-Mar-2022; 8-Mar-2022
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