In accordance with Decree of the Mayor of Moscow dated August 28, 2012 No. 55-UM “On personnel reserve in the state civil service of the city of Moscow”
2. The right to participate in the competition is available to citizens who have reached the age of 18 and who own state language Russian Federation and meeting the qualification requirements for civil service positions to fill civil service positions established by the legislation on the state civil service.
2.2.1. A civil servant who has a disciplinary sanction provided for in paragraph 2 or 3 of part 1 of Article 57 or paragraph 2 or 3 of Article 59.1 of the Federal Law of July 27, 2004 N 79-FZ “On the State Civil Service of the Russian Federation” cannot be included in the personnel reserve.
2.3. The competition is about judging professional level candidates for inclusion in the personnel reserve (hereinafter referred to as the candidate) admitted to participate in the competition, their compliance with the qualification requirements for civil service positions to fill civil service positions.
2.4. When conducting a competition, the competition commission evaluates candidates on the basis of competitive procedures using methods for assessing candidates that do not contradict federal laws and other regulatory legal acts of the Russian Federation, including analysis of resumes and biography, interviews, questionnaires, testing, including remote testing (online), conducting group discussions, solving professional problem situations.
2.5. The announcement of the competition is posted on the Career Portal of the Moscow Government (http://talent.site) by the personnel service of the government agency, as well as, if necessary, on one of the information resources on the Internet information and telecommunications network dedicated to issues of employment and hiring of workers.
The advertisement is published for a period of at least 10 calendar days and includes the following information:
a) date of placement of the advertisement;
b) name of the position, professional specialization, category and group of civil service positions;
V) brief information about a government agency;
d) qualification requirements for filling a civil service position;
d) job responsibilities;
f) conditions for performing civil service, including the approximate salary;
g) the procedure for conducting the competition, including the procedure for submitting documents to the competition in paper and in electronic format and a list of documents to be submitted;
h) the period before the expiration of which the specified documents are accepted.
a) a personal statement addressed to the employer’s representative, including consent to the processing of personal data and containing contact information (postal address, as well as email address and contact telephone number);
b) a resume or, at the candidate’s choice, a personally completed and signed application form, the form of which is approved by the Government of the Russian Federation, with a photograph attached.
2.8. The decision on the place, date and time of the competitive procedures within the second (in-person) stage of the competition is made by the employer’s representative. The employer's representative informs the candidate about the date, place and time of the competitive procedures by written message no later than 15 calendar days, or, at the candidate's choice, by message e-mail no later than three calendar days.
a) a copy work book(except for cases when official (labor) activities are carried out for the first time) or copies of other documents confirming labor (official) activities;
b) copies of documents on education and qualifications, as well as, at the request of the citizen, copies of documents confirming the increase or assignment of qualifications based on the results of additional professional education, documents on assignment scientific degree, academic title, certified by a notary or the personnel service at the place of work (service).
2.9(1). Upon arrival at the competitive procedures within the second stage of the competition, candidates who are civil servants are recommended to additionally submit to the government agency a reference from the place of service, signed by the candidate’s immediate superior (supervisor), in paper or electronic form.
This characteristic will be additionally taken into account by the competition commission when assessing professional and personal qualities candidate and making a final decision.
2.10. Based on the results of the second stage of the competition, the competition commission makes one of the following decisions:
a) include the candidate in the personnel reserve;
b) refuse to include the candidate in the personnel reserve.
2.11. Decisions of the competition commission are made in the absence of candidates.
Decisions of the competition commission based on the results of the competition are made by open voting by a simple majority of votes of its members.
In case of equality of votes, the vote of the chairman of the competition commission is decisive.
The voting results of the competition commission are formalized by a decision signed by the chairman, deputy chairman, secretary and members of the commission.
The decision shall indicate the last name, first name, patronymic, date of birth, place of work and position of the candidate, as well as the category and group of civil service positions to which he may be appointed.
2.12. Information about the results of the competition is sent to candidates in writing or, at the candidate’s choice, by electronic message within 7 days from the date of the decision of the competition commission and is posted on the Career Portal of the Moscow Government (http://talent.site).
2.13. Expenses associated with participation in the competition (travel to and from the competition venue, rental of residential premises, accommodation, use of communication services, etc.) are covered by candidates at their own expense.
2.14. A candidate has the right to simultaneously participate in several competitions and be included in the personnel reserve by decision of the competition commissions of several government bodies.
In the near future, Russia plans to form a federal personnel reserve, which will include state civil servants and those wishing to enter the civil service throughout Russia. It is assumed that the future register will unite personnel reserves that are formed by various departments. The corresponding presidential decree approving the regulations on the system for forming a personnel reserve has already been prepared by the Ministry of Labor. As Leonid Vakhnin, deputy director of the department of public policy in the field of state and municipal service and anti-corruption of the Ministry of Labor, told Izvestia, the future register will include positions starting from the director of the department and below.
The concept of a federal personnel reserve is introduced. This is an intersectoral personnel reserve that combines the reserves of all bodies. This was done in order to implement the presidential decree on improving the system government controlled. The proposed regulation reveals and details some provisions of the law and regulates the procedure for selecting on a competitive basis those persons who will be included in the personnel reserve, introduces the grounds for inclusion and exclusion from it, and also determines the procedure for working with those persons who are included in it, - explained Vakhnin.
According to the deputy director of the Department of the Ministry of Labor, the federal personnel reserve will form an interdepartmental structure that will allow a person included in the personnel reserve (if any) of a certain government body to receive an appointment to another.
The reserve will be formed by groups of positions and areas of activity. The prepared regulation talks about the federal body for managing the civil service, which should form this reserve, but it has not yet been created and its functions are distributed between different bodies, Vakhnin said.
Let us remind you that, according to Izvestia, on top level The issue of creating a new federal body in Russia, which will be responsible for the development of the public service system, is being actively discussed. It has not yet been determined in what organizational and legal form the federal body will be created and to whom it will report. It is expected that its functions will include issues related to the development of the civil service system, selection and creation of a personnel reserve, formation of requirements and training of civil servants, etc. Today, these responsibilities are divided between the presidential administration and the government.
It is worth noting that, according to the proposed provision, the assessment of candidates for inclusion in the personnel reserve for the presence of the necessary professional and personal qualities can be carried out as part of a competition for inclusion in the personnel reserve and a competition for filling a vacant position in the civil service, during the certification of civil servants, in including extraordinary certification carried out in the event of a reduction in civil service positions or the abolition of a government body.
The functioning of the federal personnel reserve will be carried out using information system, which will contain information available to personnel services of government agencies about persons included in the federal personnel reserve. Through this system, those who wish will also be able to submit Required documents to participate in the competition for inclusion in the federal personnel reserve.
Anyone can take part in the competition to join the personnel reserve. To do this, you will need to provide a personal statement, application form, copy of your passport, documents on education and qualifications, as well as a copy of your book. When holding a competition, the commission evaluates candidates based on the documents they submit and the results of competitive procedures, including individual interview, questioning, conducting group discussions, writing an essay or testing on issues related to the performance of official duties for positions in the federal civil service.
Today the personnel reserve system does not work. When we started all this, the system was created anew and we looked for people based on reviews of parties, governors and presidential representatives, and then entered their data into the computer and, if necessary, used this or that frame,” he said former manager Administration of the President of the Russian Federation Sergei Filatov.
Rector Russian Academy National economy and civil service, Vladimir Mau believes that it is necessary to create a unified federal personnel reserve and make appointments from it.
Selection, training and placement of personnel in the state civil and municipal service must be carried out in a single, integrated system and based on general principles. Appointments to positions should be made primarily from the personnel reserve, which will allow for the targeted selection and development of the most trained personnel. To do this, it is necessary to combine all existing reserves into a single personnel reserve - federal, regional and municipal - and build it according to uniform principles and rules, explained Vladimir Mau.
The President of the Russian Federation, almost every ministry, as well as regional administrations have their own personnel reserves.
The Federal Law “On State Civil Service” practically replaces the Labor Code of the Russian Federation for state civil servants. Action labor legislation and other acts that contain labor law standards for civil servants are distributed with the features that are provided for federal laws and other regulatory legal acts of the Russian Federation on the state civil service and its subjects.
These features, which are established by the Federal Law on Civil Service, in fact replace the norms contained in the Labor Code. In general, this is justified, since the concept labor Relations and relations that are associated with public service are shared by the state. The norms of the Labor Code that are being replaced are for the most part similar or have minor changes to the Federal Law on Civil Service.
But at the same time, some provisions of the Labor Code are not reflected in the Federal Law due to their specificity, these include: labor protection, social partnership in the sphere of labor, protection labor rights, features of regulation of labor rights of certain categories of workers.
In any specific situations when regulating relations in the public service, it is possible to use the norms of the Labor Code, including provisions on labor protection, protection of labor rights, wages and others. In turn, the Federal Law on Civil Service establishes the regulation of certain relations that do not exist in Labor Code. For example, relations regarding civil service positions and their classification, the financing of the civil service, and the formation of civil service personnel have been further regulated.
Any head of government agencies faces the issue of forming personnel. Thus, when selecting personnel, the level of education is taken into account, business qualities in professional activities, service achievements and others. Data individual characteristics Employees can most often be identified by the documents submitted by applicants to the employer when applying for a job.
Overwhelmingly, civil servants work closely with their superiors, subordinates, colleagues, as well as citizens. Despite the highly qualified and experienced composition of the team, situations arise in which problems arise in interpersonal communication, which lead to personal or professional conflicts, which in turn affects work efficiency. Consequently, when forming personnel, the subjective characteristics of the selected employees should be taken into account.
Modern personnel technologies include the method of selection, assessment, decision specific situations, conducting certification and qualification exams. These technologies assess the job qualifications of employees, but there are also those aimed at assessing the psychological and other compatibility of employees. These include testing, didactic, psychological methods and HR practices. The use of these technologies helps the employer evaluate one or another characteristic of an employee and make a decision about hiring him.
In the private sector, the employer has the right to make decisions based on personal experience, employee experience personnel service, or using intuition, without explaining the reasons to the employee.
When entering the civil service, such freedom is categorically unacceptable. Part 4 of Article 32 of the Constitution of the Russian Federation states that citizens of the Russian Federation have equal access to public service. In addition, every manager performing official duties expects the adequacy of employees both professionally and personally and has the right to this.
Article 22 of the Federal Law on Civil Service establishes that civil service positions are filled based on the results of a competition, with the exception of certain cases. Wherein existing order
holding a competition for filling a position helps to attract a wide range of people willing to take part in the selection. Holding a competition requires time, organizational and material costs. A fairly certain amount of time passes from the moment a vacancy is created to the moment it is filled, which is to some extent a limitation for the exercise of the powers of a government body.
The urgency that arises when deciding on hiring a specialist, the lack of certain skills among members of the competition commission of the relevant government body, and the standard requirements for applicants make it difficult to use personnel techniques when conducting a competition. Consequently, the level of objective assessment of individual characteristics of the future employee decreases. In this case, the competition commission and the employer’s representative can either take a risk by selecting an employee at random, and then evaluate his business and personal qualities during the work process, or use a mechanism such as a personnel reserve, which is already provided for in the civil service law.
The personnel reserve is formed taking into account the Consolidated Register of Civil Servants and received applications from civil servants, as well as citizens on a competitive basis, the composition of citizens who have passed competitive professional selection, who have proven themselves as trained individuals and therefore have the right to fill civil service positions without competition, as well as the right directions for professional retraining, advanced training or internship.
The basic principles of forming a personnel reserve and working with it are:
Objectivity in assessing professional, business and personal qualities, results of service (labor) activities of candidates;
Transparency in working with the personnel reserve.
Subclause 4 of clause 2 of Article 60 of the Federal Law on Civil Service defines the formation of a personnel reserve on a competitive basis as a priority direction for the formation of personnel in the civil service.
In addition, the law does not prohibit the formation of a personnel reserve without a competition. There are two approaches to forming a personnel reserve:
Selection a certain number persons from existing civil servants in the organization and preparing them to fill positions;
Inclusion of those who do not work in this organization into the personnel reserve based on the results of the competition.
In the first approach, the personnel reserve serves as a means for implementing such an area of formation of personnel in the civil service as promoting the career growth of civil servants on a competitive basis.
Such a requirement for job growth also means that the personnel reserve includes persons who are already in positions in the civil service. Thus, the personnel reserve becomes a proven and sustainable organizational resource of the state apparatus.
At the same time, with the help of a qualification exam and certification, an assessment of the results of professional activities in the public service is determined. This provision should be interpreted together with the principles of personnel formation, and more specifically: taking into account service merits and business qualities in professional work activities and in improving the professional skills of civil servants. In addition, it should be taken into account that, on the basis of subparagraph 2 of paragraph 4 of Article 62 of the Federal Law on Civil Service, being in the personnel reserve is the basis for sending a civil servant for professional retraining, internship or further qualification. about persons who, at the time of the competition or inclusion in the reserve, did not work for a government agency or similar structures. The formation of such a personnel reserve can be used as planned preparation for filling positions that may become vacant only in the future. In this case, the employer, if necessary, has the right to use the existing personnel reserve and, with the consent of the persons included in this reserve, conduct various tests, assign them temporary work, use other opportunities and involve these persons in the decision certain tasks, which will be assigned to the employee in the future. Also, a person who passes all the tests has proper training can be hired immediately after the vacancy is opened without a competition. It is not necessary to select a candidate to fill vacant positions only from the personnel reserve; the employer can also use it according to his own interests, adhering to his own ideas about its feasibility, but this does not mean that the use of the personnel reserve should be turned into a mechanism for “bypassing” existing requirements when filling a position .
Persons who are included in the personnel reserve can fill positions in the civil service that do not require a competition, but they can be included in the personnel reserve only based on the results of the competition.
This option for using a personnel reserve to resolve employment issues should be used in cases where the performance of employee functions will be largely dependent on skills proper communication with colleagues, managers, and citizens.
According to paragraph 8 of Article 64 of the Federal Law on Civil Service in the Russian Federation, when filling vacancies in the state civil service, it is necessary to be guided by the Regulations on the personnel reserve in the civil service, approved by the President of the Russian Federation, as well as the Regulations on the personnel reserve of the subject of the Russian Federation, approved by the relevant regulatory legal act of the subject Russian Federation.
The details of the formation and use of the personnel reserve are regulated by Article 64, as well as the Regulations on the personnel reserve, approved by Decree of the President of the Russian Federation dated March 1, 2017 No. 96.
What is a personnel reserve and why is it needed?
The personnel reserve is a database that stores information about specialists who are ready, if necessary, to fill vacant positions in the public service. Candidates presented in this database undergo a strict competitive selection, during which their qualification level is assessed, as well as its compliance with the requirements of employers. It follows from this that the personnel reserve is formed for the purposes of:
- ensuring equal access of all citizens to vacant positions in the civil service;
- timely replacement of vacant jobs;
- formation of a base of highly qualified personnel;
- promoting career growth of civil servants.
Currently, there are 4 organizational levels of personnel reserve:
- federal;
- federal government agencies;
- subjects of the Russian Federation;
- state bodies of the constituent entities of the Russian Federation.
Formation of personnel of the state civil service
The employee base is formed on the basis of a competition organized by the employer. Certification commissions can act as the assessing party. They primarily evaluate the candidate’s business achievements, his potential and personal characteristics. The inclusion of a particular specialist in the reserve is primarily influenced by the results of the competition. The employer's opinion in this case is advisory in nature. According to existing standards, the following candidates can apply for a place in the personnel reserve:
- passed competitive tests;
- have passed a competition to fill a vacancy;
- state employees filling a vacancy in order of promotion based on the results of a competition;
- specialists who have successfully passed certification;
- civil servants dismissed due to the abolition of a government agency or staff reduction;
- specialists who lost their jobs due to circumstances beyond the control of the parties.
All adult citizens who meet the qualification requirements of the employer and speak Russian can participate in the competition. To participate in the selection, you must provide the following documents:
- application for participation;
Application form for participation in the competition
- a completed application form with a photo;
Sample application form (may vary depending on the agency conducting the recruitment)
- a copy of an identity document;
- notarized copies of documents confirming education, qualifications and experience (diplomas, certificates, work book).
This list is not exhaustive, as in some cases the organizers may require additional documents. For example, a medical certificate confirming the absence of diseases that interfere with the performance of professional duties.
How candidates are selected
Various methods are used when selecting applicants. For example, testing, certification, exams, business games, group discussions, etc. But at the first stage there is always an interview, the questions for which are strictly regulated and agreed in advance with the management of the employing organization. Quite often, psychological methods of analyzing the business and personal qualities of a specialist are used.
Exclusion from the personnel reserve
Depending on the position the candidate is applying for, the length of his stay in the reserve varies. For vacancies higher group- 4 years, main and leading - 3 years, eldest and junior - 2 years. After the expiration of the specified periods, the applicant may be excluded from the list or the period of stay on it may be extended once by the employer.
An applicant may also be excluded from the list for the following reasons:
- personal statement;
- disciplinary offense;
- job reduction due to the abolition of a government agency;
- achievement age limit;
- decision of the certification commission on the inadequacy of the position being filled;
- refusal to improve qualifications.
Personnel technologies in the state civil service
In addition to creating a database of specialists, there are other methods for increasing the efficiency of government organizations. One of these methods is personnel rotation in the state civil service. Its process is regulated by Article 60.1.
Rotation in in this case involves horizontal movement of employees across workplaces. At the same time, specialists are offered positions of equal pay and career level, but slightly different in functional load. For example, the head of the procurement department changes places with the head of the sales department.
This technique allows employees not only to become familiar with related specialties, but also to understand the structure and activities of the company as a whole, taking into account various nuances. The listed reasons for rotation are motivational and educational in nature, but do not forget that the reshuffle helps reduce the corruption component of government activities.
When using personnel reshuffling in practice, the personnel reserve is actively used as a source of proven specialists who are ready to start work as soon as possible.
This is just one of the few methods for selecting and “educating” personnel. To popularize and implement the most successful of them, the official website of Rosmintrud presents the best personnel practices in the state civil service.
Express your opinion on the article or ask the experts a question to get an answer
Many organizations are wondering how to quickly and efficiently select personnel and fill vacancies. After all, they need not just workers, but specialists who meet a certain level, have professional qualities, necessary skills and abilities.
A personnel reserve is nothing more than a database of successful candidates. When an organization has a need, you can start your search with this list.
In state and municipal organizations, work on forming a database of candidates is regulated by Decrees of the President of the Russian Federation No. 112 of 02/01/2005, No. 96 of 03/01/2018, as well as federal laws No. 58-FZ of 05.27.2003, No. 79-FZ of 07.27.2004. The Federal Civil Service Personnel Reserve is under the patronage of the President of the Russian Federation; however, the procedure for including candidates requires the creation of a special mechanism. It must take into account the specifics of training management personnel with practical experience.
- timely training of highly qualified personnel;
- prompt closure of vacancies;
- employee motivation;
- development of mentoring programs;
- ensuring stable activities of the organization.
How to form a personnel reserve for municipal and public service
The base is being formed in stages. This process is quite complicated in terms of building an integral system, as well as in terms of compliance with deadlines and regulations. To obtain high results, it is necessary to take into account the strategic objectives of the organization and its financial capabilities.
For the civil service, the base is formed exclusively from government civil servants and employees state corporations and organizations. This allows us to simplify the selection procedure to some extent.
When forming for each position, the number of potential candidates is calculated, usually it ranges from 2 to 4 people.
During competitive tests, it is determined how well candidates meet the requirements established by law, and the level of their professional qualities, education, and work experience is assessed. But not only these characteristics are taken into account. Great attention is paid to knowledge of the basics of management, the ability to direct, coordinate and control the work of subordinates, the ability to quickly navigate the environment and make decisions. In addition, it is necessary to take into account business qualities: responsibility, determination, demanding of oneself and subordinates, and so on. To evaluate internal and external candidates use different methods: testing, cases and the like. This helps to form a maximum understanding of the level of professional and personal qualities of candidates.
Problems of formation
Forming a personnel reserve in the state civil service has a number of difficulties. They are associated with the lack of regulation at the legislative level. This applies, for example, to the procedure for preparing a personnel reserve, entering government civil service outside the competition, time spent in reserve, for the competition.
Forming a personnel reserve for a municipal organization often causes difficulties, which are most often associated with employee dissatisfaction due to a lack of information regarding regulatory regulation, the absence of competitive procedures in regulatory legal acts, and the insufficiently serious attitude of managers to the selection of candidates.
At the federal level, the issue of allocating funds for the training of reservists has not been resolved, which does not provide opportunities for development. This issue can be resolved by involving reservists in various events, such as city competitions, festivals, and so on.
It is necessary to highlight one more problem - the participation of the personnel service in the formation of a candidate base for the civil service. The HR department sometimes does not have a clear understanding of the professional activities of other structural units, which leads to poor selection of candidates at the initial stage. Excessive bureaucratization for the formal implementation of the procedure or, on the contrary, a lack of understanding and understanding of the tasks at each stage of formation leads to the appearance of employees on the ground who do not have sufficient knowledge or professional qualities. HR employees must not only be highly competent, but also ready to innovate.
How to effectively work with personnel reserve
To form a personnel reserve for the civil service, it is necessary to increase the level of professionalism, develop the necessary competencies among reservists, which will allow them to be considered for several vacancies and will make it possible to prepare a plan for their career development in advance.
Particular attention should be paid to employees who are interested in personal development, have leadership qualities and certain potential. We must not forget about the motivation of reservists not only at all stages, but also after moving to another position.
