| 4. In which ways is the initiative creative and innovative?
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Realizing the huge gap in the PMBA regarding effective actions to the elderly and retired in PMBA, in 2004.Then Major PM Josemar Silva da Cruz (active) and retired Major , Jonde Gustavo Antonio Monteiro , presented the project of creation of the Center of Interactivity of Military Police of Bahia - NIVE to Colonel Antonio Ribeiro de Santana , then Commanding General of the Corporation. Immediately the project was approved by the Commander, getting under the coordination of the two senior officers creators of Center. Knowing how present and strong professional identity and symbols are, and how much it is for the life of militarism and military, was created following conception of heraldry, the arms of the NIVE , which sought to portray the entire range of moral values , of conduct and other relevant symbolic representations. This arm, used throughout NIVE documentation, came to represent the retirees of PMBA . A pennant was also created in the same pattern used in the barracks, with the embroidered arm of the center. In order to know what the real concerns of the elderly PM (Veterans), the creators of the NIVE promoted several meetings with officers and soldiers of reserve and reform. It was noticed that, effectively, they felt abandoned by the corporation and that there was the will to rapprochement. In the same year, in 2004, aiming to promote rapprochement, NIVE promoted a series of lectures and meetings of this group in the barracks. Was then created by NIVE, the Hall of Culture and Art, providing the opportunity for retired military officers and not retired to expose artistic and cultural works such as paintings, sculptures, films, plays, books and other artistic expressions created by themselves. The exhibition at the General Command Headquarters was open to the public in general, with the visitation of thousands of people. Realizing the need for a group that represented the military police veterans as civic - military parade, the Grouping of Military Police Veterans was created. This action strengthened, greatly the sense of civility, corporate citizenship and love among Veterans . Realizing the need to make the transition less traumatic for retirement NIVE created, in 2006, the Preparation Program for Reserve and Retirement (PPRA). The program, which occurs three times a year , has unique characteristics and structure , showing the Military Police ( PM ) retired the possibilities of a proactive life in this new phase of their lives, guiding them and strengthening the link between their families and the Corporation. Besides the PPRA, a number of other tools have been created to strengthen the culture of respect for the Military Police Veteran. The choice of the name "Veteran" to designate the retired PM, was a strategy to print more respectability to the retiree PM. The structure of NIVE was elaborated by creating an Internal Regulation, with Gerontology sector. Subsequently, the Center was inserted into the organizational structure of PMBA through Governmental Law. Subsequently, other tools were created, such as the arms of NIVE, following conceptualization of heraldry , music and lyrics of the Song “Veterans of Peace " ; Military Police Veteran 's Day, My Life Our History, consisting of recording testimonies of the veterans twice a week ; program Survey and Diagnose Biopsychosocial and Spiritual retired PM, constantly feeding the process of collection of testimonies ; Salon Culture and Art ; Carnival Parade for Veterans and their families , which occurs once a year ; Digital Inclusion program, among others .
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| 5. Who implemented the initiative and what is the size of the population affected by this initiative?
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Besides the lead actors, Lieutenant Colonel Josemar Silva da Cruz , Major Antonio Gustavo Monteiro Jonde and then Commanding General of PMBA , colonel Antonio Jorge Ribeiro de Santana , various institutions participated and continue to participate in the project through technical cooperation and providing speakers for the PPRA . Among them we can mention: Secretariat of Social Development of the State of Bahia; Department of Social Welfare of Bahia; Reference Center and Elderly Assistance Bahia, and Reference Center AIDS Relief - Bahia; Support Service for Micro and Small Enterprises - Bahia; Social Service of Commerce - Bahia, Special Representative of the Attorney General of Bahia, Office of the General Command of the PMBA; Personnel Department of PMBA; Secretary of Culture of Bahia; Public Defender Specialized Elderly - Ba; DMV - Bahia , the Palmares Cultural Foundation, Brasilia; Recycle Guys in Development; Open UNIVErsity of the Third Age UNIVErsity of Bahia; Precinct Aging; Secretariat for Human rights of the Presidency of the Republic, Brasilia, Department of Justice and Human rights of Bahia; Secretariat Administration of Bahia , State Council of the Elderly; Alcoholics Anonymous; Department of Health PM; Inter-institutional Center for assistance and Protection of the Elderly; Inter-Religious Committee of the PM, Center for the Study of African Matrix Religions - PMBA; Evangelical Chaplaincy of PMBA; Catholic chaplaincy of PMBA: Spiritual Center of PMBA, the PMBA Board of Education .
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| 6. How was the strategy implemented and what resources were mobilized?
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All materials resources, movable and immovable property, services, among others, are allocated from the state budget. In the three rooms of the NIVE services bureaucracy, meetings, interviews, etc. Other actions that require more space and more logistics such as auditorium, are held in the PMBA own spaces or spaces assigned by other public institutions. NIVE employs directly in the administration and planning, an officer of the corporation - seven trainees with higher education, working full time in the planning, development and monitoring of actions. Other professionals, sociologists, therapists, psychologists, gerontologists, teachers, lawyers, economists, etc, are hired by other departments and public bodies. Therefore, in view of its practicality, the project does not burden the public coffers, making it absolutely feasible.
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| 7. Who were the stakeholders involved in the design of the initiative and in its implementation?
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1 - Editing and launch, through the Department of Justice and Human Rights in Bahia, book for Veterans, entitled " Interactivity Center for Veteran Military Police of Bahia - Shares of Nucleus Interactivity PMBA and Strengthening of Veteran Culture and respect for the Military Police Reserve and Reform ", authored by Lieutenant Colonel PM Josemar Silva da Cruz , based on technical and scientific research by the same author .
2 - Technical -Scientific Research authored by Lieutenant Colonel Josemar Silva da Cruz , the Specialization Course on Strategic Management of Public Security , sponsored by the UNIVErsity of the State of Bahia and Academy of Military Police of Bahia , with the theme : " Share the NIVE and strengthening the culture of " being a veteran" and respect for the Military Police of booking and reform " , in which , using printed , oral and iconographic sources , showed the results mentioned in item 8 . According to the survey, 95.5 % of respondents approve of the creation of the NIVE.
3 - Participation at the invitation of Lieutenant Colonel Josemar, an author and coordinator of the NIVE, as speaker or congressman in national and international events related to human aging and retirement , as mentioned in item 10.
4 - Work of completion , written by Mário Sérgio dos Santos Ferreira , Faculty July 2 , with the theme : " The contribution of the PPRA , improving quality of life and increased self -esteem Veteran , reaching following conclusion : Through the findings and results presented here , it can be stated that the hypothesis that guided this research was fully confirmed , ie the preparation program for the Reserve contributes to improving the quality of life and increased self -esteem the Military Police , making it wake up to the future in a more planned and structured .
5 - The NIVE was awarded three times : by the Department of Administration of Bahia , through the tender Good Practices in Public Service ( 2010 ), the Secretariat of Justice and Human Rights of Bahia , through Orlando Gomes Award ( 2010 ), the Server program and Co. , the Bandeirantes ( 2007 ) .
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| 8. What were the most successful outputs and why was the initiative effective?
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8.1 - Monograph Course Administration Faculty of July 2 , Mário Sérgio Ferreira dos Santos , with the theme : " The contribution of the PPRA , improving quality of life and increased self -esteem Veteran , reaching the following conclusion : through the findings and results presented here , it can be stated that the hypothesis that guided this research was fully confirmed , the preparation program for the Reserve contributes to improving the quality of life and increased self-esteem of the Military Police , causing it to awaken the future in a more planned and structured .
8.2 - The Preparation Program for Reserve and Retirement (PPRA) , which is already on its 20th edition, is evaluated by participants through questionnaires applied in the classroom , on the last day of each edition of the PPRA . Up to date some 1,500 police officers who are on the verge of retirement, answering questions about the organization and services , choice of themes and the format of the program . Of the respondents, 98.49 % cited the concept of excellent and very good to the topics discussed. Regarding the format of presentations, 94.66 % of respondents believe that is excellent and very good. The organization and services obtained 87.16 % approval of the participants with the concepts from excellent to very good.
8.3 - Working Through completion of the specialization in Strategic Management in Public Safety offered by the UNIVErsity of the State of Bahia and Academy of PMBA, we proposed the problem in order to verify that the actions implemented by NIVE have contributed to the consolidation of "being a veteran" under the PMBA and are strengthening the culture of respect for veterans of the institution. We observed a direction towards recovery of man and yet we verified that these actions effectively have brought positive results in improving self-esteem veterans. It was also proven that the culture of "being a veteran" and respect for the PM of booking and reform has been consolidated in the PMBA, not only in the barracks, but also in the wider society. That is known through interviews with personalities and civilian analysis and equipment as well as the interest shown by various institutions on studying human aging and retirement in Brazil and even abroad. The survey found that veterans are satisfied with the NIVE. When analyzing the symbols used by the NIVE in their representations, there has been caring for the preservation and enhancement of the symbolic values during the life of the military police post in this phase of their professional lives.
We arrived at these conclusions taking into account that in all questions posed in the questionnaire related to the consolidation of the expression " being a veteran" and veteran, increasing culture of respect to the veteran and improve their self -esteem , satisfaction with the creation of the NIVE, preservation of symbolic referential and social reintegration were answered positively by the veterans .
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| 9. What were the main obstacles encountered and how were they overcome?
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The main obstacles encountered were:
1 - Change in culture
2 - Territorial Extension of the State of Bahia;
3 - Large number of target audience;
4 - Stiffness in the hierarchy.
1 - The NIVE is always present through his actions. The process of culture change is rapidly developing. We notice on the day of the PMBA barracks , an institution of 183 years of existence , is finally understanding the importance and the need to support a core with the characteristics and purposes of the NIVE.
2 - To overcome the barrier of territorial extension, beyond the conventional means of disclosure of their actions, the NIVE, implements the program Internalization of the NIVE Shares, creating new centers within the state;
3 - We have the records of all veterans, about 12 thousand individuals. The communications are done through emails, internet, intranet and other resources;
4 - NIVE to call the Military Police of booking and pensioners ( retirees ) Veterans , bothered ( and still bothers ) some military officers who do not feel happy to be called veterans , just as the minor rank ones ( soldiers and sergeants ). The NIVE has changed that, by making everyone understand that the most important thing at this stage is the life that each one dedicated to public safety and the corporation. And, of course, distinctions, as noted, between the posts and graduations are observed in all circumstances, but not endorsed.
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