The personnel reserve of the civil service is necessary for the effective fulfillment of the tasks assigned to it. The stability of the work of any federal body depends on the quality of the human resource. The selection of civil service personnel to the reserve is carried out on the basis of a professional competition. This principle makes it possible to fill vacancies in a timely manner and provide federal structures with highly qualified specialists.
In this article, you will learn:
- How is the civil service personnel reserve formed?
- what are the criteria for selecting specialists for the state personnel reserve?
- what methods are used in the selection to the personnel reserve of the state civil service?
Civil service personnel reserve
The state personnel reserve is civil servants with the potential to fill a vacant position in a government structure. It consists of candidates who have successfully passed a rigorous competitive selection process. In the course of selection, not only the professional level of specialists is assessed, but also the compliance of this level with the qualification requirements established for the positions of the civil service.
The selection of candidates with the necessary knowledge, professional characteristics, personal qualities, practical skills for the productive fulfillment of the duties of a civil servant is underway.
Normative base
The formation of the personnel reserve of the civil service is regulated by federal laws No. 58-FZ "On the system of the public service of the Russian Federation" dated May 27, 2033 and No. 79-FZ "On the state civil service of the Russian Federation" dated July 27, 2004. The regulatory framework also includes regulatory legal acts adopted in the development of their provisions.
Currently, the civil service personnel reserve exists at several organizational levels:
- federal;
- federal state bodies;
- subjects of the Russian Federation;
- state bodies of the constituent entities of the Russian Federation;
The principles of formation of the personnel reserve of the civil service
Work with the state personnel reserve is carried out in accordance with the following principles:
- non-discrimination, equal access to civil service for all categories of citizens;
- publicity in the selection on a competitive basis;
- taking into account the actual and future needs of government agencies;
- objectivity in the selection of applicants;
- professionalism and competence of specialists included in the state personnel reserve;
- equality of opportunities for applicants in the selection;
- systematic approach: involving managers, HR specialists, educational institutions in the work process;
- strategic management of the development of applicants, taking into account the current requirements for competencies;
- regular monitoring;
- making timely management decisions based on monitoring results;
Goals and objectives of the civil service personnel reserve
The state personnel reserve is formed to promptly fill vacancies that open up in state structures. Its main goal is to train professional employees for federal bodies, to develop the most demanded competencies in them, and to raise qualifications to the required level. The state reserve allows you to solve the following tasks:
- prepare potential government officials for management in a constantly changing environment;
- ensure the continuity of management and its succession;
- improve management by selecting the most promising candidates, preparing and promoting them;
The main areas of work with the personnel reserve of the civil service include:
- training and retraining, advanced training of employees;
- promotion of career growth;
- rotation of civil servants;
- effective use of human resources;
- regular certification to assess the performance of civil servants;
Selection of candidates for the state personnel reserve
The selection of candidates for the civil service personnel reserve takes place on the basis of a competition. The results of the candidate's performance, his business and personal characteristics are assessed.
In some cases, certification commissions may take part in the formation of the state reserve. Based on the results of certification of civil service workers, the employer makes an informed decision on the inclusion of a candidate in a particular federal body. Note that the established procedure requires a competition, therefore, the decision of the head will be rather advisory in nature.
Read also:
Who can be included in the civil service personnel reserve?
To the personnel reserve public service include applicants with the necessary level of knowledge and practical experience, allowing you to fill a vacancy in a short time. According to federal law, the place can be claimed by:
- All citizens who have passed the relevant competition;
- Passed the competition for filling a vacant position in the civil service;
- Employees filling a vacant position in the order of job growth (based on the results of the competition);
- Professionals who have successfully passed certification in the order of job growth;
- Civil servants dismissed in connection with the reduction or abolition of the state structure;
- Employees whose contract is terminated due to circumstances beyond the control of the parties.
The state reserve is formed, taking into account the appeals of civil servants. Adult citizens who meet the qualification requirements and speak Russian are eligible to participate in the competition.
The regulation on the competition for filling a vacant position in the state civil service of the Russian Federation, approved by Decree No. 112 of the President of the Russian Federation of 02/01/2005, defines the list of documents required to participate in the competition.
These include: a personal application, a completed application form, a copy of a passport, educational documents, a copy of a work book. In some cases, you may need a medical certificate that there are no diseases that interfere with the performance of official duties. If a citizen does not have the required qualification level, he may not be allowed to participate in the competition.
When can a candidate be excluded from the civil service talent pool?
The period of stay of a citizen in the state personnel reserve depends on the position for which he expects:
- the highest group - 4 years;
- main and presenter - 3 years;
- senior and youngest - 2 years;
If the specified period has ended, and the candidate has not been accepted for the desired position, the head of the civil service can extend this period or exclude the employee from the state reserve. Note that the extension is allowed only once. Other grounds will be required to exclude an applicant before the specified time has elapsed.
A citizen can be excluded from the personnel reserve of the state civil service:
- on the basis of a personal statement;
- in the event of the appearance of obstructing circumstances provided for by the Federal Law "On State Civil Service";
- when committing a disciplinary offense that entailed a disciplinary penalty;
- when the position is reduced in connection with the abolition of the state structure;
- after reaching the age limit;
- by decision attestation commission on the inadequacy of the position being replaced;
- upon the expiration of the period of stay in the state personnel reserve;
- due to non-compliance with the individual training plan or refusal to improve qualifications;
Selection methods for the personnel reserve of the state civil service
To select applicants for the state personnel reserve, methods are used that allow evaluating a candidate according to various criteria:
- testing;
- business games;
- solution of cases;
- passing qualifying exams;
- writing an abstract;
- group discussions;
- certification;
The selection process is very similar to the traditional selection of candidates for employment. At the first stage, the applicant is interviewed. The list of questions asked during the interview is usually approved by the management. In some cases, didactic and psychological technologies are successfully used to assess the communication skills and psychological characteristics of the applicant.
The personnel reserve of the civil service consists of professionals selected on the basis of a competition, who have undergone special training, and who have the necessary professional and personal competencies. Selection for the state reserve is carried out using the most modern methods. Its formation takes place exclusively in accordance with the requirements of the law.
All this makes it possible to select the best specialists for work in state structures, to fill vacant positions efficiently and in a timely manner, and to provide federal structures with professional employees.
Instructions
To be in personnel reserve e of any large company - to bring yourself a few steps closer to new career achievements. Recruiting professionals are confident that even if you are completely satisfied with your current position, you can still be in a conditional search for a more prestigious and profitable job. To begin with, conduct a thorough monitoring of the companies in the city in which you would like to work. Make a solid sample using any email, business almanac or yellow pages in your city. Inquire about the most attractive companies in terms of potential work. Use the Internet, publications in the press, as well as thematic forums (on sites about and the life of your city). This way you can get an objective view of the internal environment of the selected company. List the companies, potential positions in them, and list your main findings and notes.
The next call to the personnel department of the enterprise should be only in a few months. Perhaps, during this time, they will appear, but your resume will be lost, or the employee who was previously involved in human resources will change. If necessary, resubmit your resume.
Sometimes personnel reserve is formed within the framework of the company in which you already work. In this case, it has a slightly different meaning. The company's management forms such reserve if expansion or introduction of new positions is planned. Since they already know you on this, a resume is not required. However, you will be asked to fill out additional questionnaires and take tests. If you learn about the formation of personnel reserve but on your own, take the initiative and propose your candidacy. To do this, draw up a document for management, in which you reflect your vision of your own development within the company, as well as the new functionality that you are ready to take on.
note
Do not be annoying: if you are in the talent pool, do not remind yourself too often. If you are really interested, they will find you as soon as your services are required.
Helpful advice
A large company is not always synonymous with success. Many large enterprises have low wages and difficult working conditions. Be sure to find out these factors before rushing into the talent pool of a given firm.
Sources:
- Instructions for drawing up a resume.
Joining the talent pool of a large enterprise is a potential opportunity at any time to make some kind of breakthrough, to take a position that can later influence your future career, and become a real “lucky ticket” in professional life. What can we say about the personnel reserve of the highest authorities of the country, the reserve of the President of Russia himself.
Today, almost any resident of the state has the opportunity to get into the personnel reserve of the President of Russia thanks to a special program approved by the government at the end of the 2000s for the admission of specialists who are potential candidates for leading positions at the federal level. The so-called presidential hundred and presidential thousand, as a rule, also include representatives of regional and local authorities, luminaries of science, leading businessmen, members of public and educational organizations.
The composition of the personnel reserve
The reserve usually includes not very well-known names of people who have shown their best side in the field entrusted to them. To form such an honorable reserve, a special commission is created, about a hundred people, authorized to select more than a thousand candidates from all the spheres of public life under consideration.
A prerequisite for all applicants is the age limit (each candidate must not be under 25 and at the same time over 50), the corresponding level of education and qualifications in their field. This may include business directors, committee chairmen, governors, CFOs and CEOs, rectors, senior researchers, economists, and many more. Party affiliation and gender do not matter in this issue.
Accordingly, it can be assumed that the more often a surname is found in the recommendations of experts, the more chances a person has to enter the happy hundred or thousand of the talent pool.
Candidate Prospects
The formed lists are subject to annual revision, changes may occur during the period, for example, if the lucky person has compromised himself in the eyes of the public.
At any time, each member of a hundred of the presidential reserve can be nominated for the vacant post of governor or, for example, the president's plenipotentiary, adviser.
All formed lists are published on a special Kremlin website dedicated to this issue. Until today, the competence of those selected for important government posts has not cast doubt on the correctness of the decision to form such a structure of the presidential reserve. Moreover, courses and training seminars prepare a really high-quality theoretical and practical basis for applicants to perform important state functions.
Position
on the personnel reserve of the federal state body
(approved by the President of the Russian Federation of March 1, 2017 No. 96)
I. General Provisions
1. These Regulations determine the procedure for the formation of the personnel reserve of the federal state body (hereinafter referred to as the personnel reserve) and work with it.
2. The personnel reserve is formed in order to:
a) ensuring equal access for citizens of the Russian Federation (hereinafter referred to as citizens) to the federal state civil service (hereinafter referred to as the federal civil service);
b) timely replacement of positions in the federal civil service;
c) assistance in the formation of a highly professional staff of the federal civil service;
d) promoting the growth of federal government civil servants (hereinafter referred to as civil servants).
3. The principles of formation of the personnel reserve are:
a) voluntary inclusion of civil servants (citizens) in the personnel reserve;
b) publicity in the formation of the personnel reserve;
c) observance of equality of rights of citizens when they are included in the personnel reserve;
d) the priority of the formation of the personnel reserve on a competitive basis;
e) taking into account the current and future needs for filling positions of the federal civil service in the federal state body;
f) the relationship between the official growth of civil servants and the results of assessing their professionalism and competence;
g) personal responsibility of the head of the federal state body (hereinafter referred to as the representative of the employer) for the quality of the selection of civil servants (citizens) for inclusion in the personnel reserve and the creation of conditions for the growth of civil servants;
h) the objectivity of assessing the professional and personal qualities of civil servants (citizens) applying for inclusion in the personnel reserve, taking into account their experience in federal state bodies, state bodies of the constituent entities of the Russian Federation, local self-government bodies, organizations.
4. The regulation on the personnel reserve is approved by a legal act of the federal state body in accordance with the Federal Law of July 27, 2004 No. 79-FZ "On the State Civil Service of the Russian Federation" (hereinafter - the Federal Law "On the State Civil Service of the Russian Federation") and by these Regulations.
5. Information about the formation of a personnel reserve and work with it is posted on the official websites of the federal state body and the state information system in the field of public service in the information and telecommunication network "Internet" (hereinafter referred to as the "Internet" network) in the manner determined by the Government of the Russian Federation.
II. The procedure for the formation of the personnel reserve
6. The personnel reserve is formed by the representative of the employer.
7. Personnel work related to the formation of a personnel reserve, the organization of work with it and its effective use, is carried out by a subdivision of the federal state body for civil service and personnel.
8. The personnel reserve includes:
a) citizens applying for a vacant position in the federal civil service:
based on the results of a competition for filling a vacant position in the federal civil service with the consent of these citizens;
b) civil servants applying for a vacant position in the federal civil service in the order of official growth:
according to the results of the competition for inclusion in the personnel reserve;
based on the results of a competition for filling a vacant position in the federal civil service with the consent of the indicated civil servants;
based on the results of certification in accordance with clause 1 of part 16 of article 48 of the Federal Law "On the State Civil Service of the Russian Federation" with the consent of the indicated civil servants;
c) civil servants dismissed from the federal civil service:
on the grounds provided for in clause 8.2 or 8.3 of Part 1 of Article 37 of the Federal Law "On the State Civil Service of the Russian Federation" - by decision of the representative of the employer of the federal state body in which the positions of the federal civil service are being reduced, or of the federal state body to which the functions of the abolished federal a state body, with the consent of the indicated civil servants;
on one of the grounds provided for by Part 1 of Article 39 of the Federal Law "On the State Civil Service of the Russian Federation", with the consent of these civil servants.
9. The competition for the inclusion of civil servants (citizens) in the personnel reserve is carried out in accordance with the norms provided for by this Regulation.
10. Civil servants (citizens) who are specified in this Regulation and did not become winners of the competition for filling a vacant position in the federal civil service, however, whose professional and personal qualities were highly appreciated by the competition commission, on the recommendation of this commission, with their consent, are included in the personnel reserve to fill positions in the federal civil service of the same group to which the vacant position of the federal civil service belonged to which the competition was held.
11. Civil servants who are specified in these Regulations and who, based on the results of certification, are recognized by the certification commission as corresponding to the replaced position of the federal civil service and are recommended by it for inclusion in the personnel reserve to fill a vacant position in the federal civil service in the order of official growth, with their consent, are included in the personnel reserve within one month after certification.
12. Civil servants specified in these Regulations are included in the personnel reserve for filling positions in the federal civil service of the same group to which the last position of the federal civil service belonged to them.
13. The inclusion of civil servants (citizens) in the personnel reserve is formalized by a legal act of the federal state body indicating the group of positions in the federal civil service to which they can be appointed.
14. The inclusion of civil servants specified in these Regulations in the personnel reserve is formalized by a legal act of the federal state body, in which the positions of the federal civil service are reduced, or of the federal state body, to which the functions of the abolished federal state body have been transferred.
15. The personnel reserve may not include a civil servant who has a disciplinary sanction provided for by clauses 2 or 3 of part 1 of article 57 or clauses 2 or 3 of article 59.1 of the Federal Law "On the State Civil Service of the Russian Federation".
III. Competition for inclusion in the personnel reserve
16. The competition for the inclusion of civil servants (citizens) in the personnel reserve (hereinafter referred to as the competition) is announced by the decision of the representative of the employer.
17. The competition is held in accordance with a unified methodology for holding competitions for filling vacant positions in the state civil service of the Russian Federation and for inclusion in the personnel reserve of state bodies approved by the Government of the Russian Federation.
18. Personnel work related to the organization and maintenance of the competition is carried out by a subdivision of the federal state body for civil service and personnel.
19. Citizens who have reached the age of 18, who speak the state language of the Russian Federation and who meet other requirements for civil servants established by the legislation of the Russian Federation on the state civil service have the right to participate in the competition. A civil servant has the right to participate in the competition on a general basis, regardless of what position he holds for the period of the competition.
20. The competition is held by the competition commission formed in the federal state body in accordance with the Regulations on the competition for filling a vacant position of the state civil service of the Russian Federation, approved by the Decree of the President of the Russian Federation of February 1, 2005 No. 112 "On the competition for filling a vacant position of the state civil service services of the Russian Federation "(hereinafter referred to as the competition commission).
21. The competition consists in assessing the professional and personal qualities of each civil servant (citizen) who has expressed a desire to participate in the competition and is admitted to participate in it (hereinafter referred to as the candidate), based on the qualification requirements for filling the relevant positions of the federal civil service.
22. On the official websites of the federal state body and the state information system in the field of civil service on the Internet, an announcement is posted on the acceptance of documents for participation in the competition, as well as the following information about the competition: the names of the positions of the federal civil service, for inclusion in the personnel reserve for the replacement of which a competition has been announced, the qualification requirements for filling these positions, the conditions for passing the federal civil service in these positions, the place and time of receipt of documents to be submitted in accordance with these Regulations, the period before the expiration of which the specified documents are accepted, the estimated date of the competition, the place and the order of its holding, other information materials.
23. A citizen who has expressed a desire to participate in the competition shall submit to the federal state body in which the competition is held:
a) personal statement;
b) a completed and signed questionnaire in the form approved by the Government of the Russian Federation, with a photograph;
c) a copy of the passport or a document replacing it (the relevant document is presented in person upon arrival at the competition);
d) documents confirming the required professional education, qualifications and work experience:
a copy of the work record book (except for cases when official (labor) activity is carried out for the first time), certified by a notary or personnel service at the place of service (work), or other documents confirming the official (labor) activity of a citizen;
copies of documents on education and qualifications, as well as, at the request of the citizen, copies of documents confirming the improvement or conferment of qualifications based on the results of additional vocational education, documents on awarding an academic degree, academic rank, certified by a notary or personnel service at the place of service (work);
e) a document confirming that a citizen has no disease that prevents him from entering the state civil service of the Russian Federation or from passing it;
f) other documents provided for by the Federal Law "On the State Civil Service of the Russian Federation", other federal laws, decrees of the President of the Russian Federation and decrees of the Government of the Russian Federation.
24. A civil servant who has expressed a desire to participate in a competition held in a federal state body, in which he replaces the position of the federal civil service, submits an application addressed to the representative of the employer.
25. A civil servant who has expressed a desire to participate in a competition held in another federal state body, submits to this state body an application addressed to the representative of the employer and completed, signed and certified by the personnel service of the federal state body, in which he replaces the position of the federal civil service, a questionnaire according to the form approved by the Government of the Russian Federation, with a photograph.
26. The documents specified in this Regulation shall be submitted to the federal state body within 21 calendar days from the date of posting the announcement of their acceptance on the official website of this body on the Internet.
27. A civil servant (citizen) is not allowed to participate in the competition if it does not meet the qualification requirements for filling positions in the federal civil service, for inclusion in the personnel reserve for the replacement of which a competition has been announced, as well as the requirements for civil servants established by the legislation of the Russian Federation on state civil service.
28. A civil servant is not allowed to participate in the competition if he has a disciplinary sanction provided for by paragraph 2 or 3 of part 1 of Article 57 or paragraph 2 or 3 of Article 59.1 of the Federal Law "On the State Civil Service of the Russian Federation".
29. Late submission of documents, their submission not in full or in violation of the rules of execution, inconsistency of the information contained in the copies of documents, their originals are grounds for refusing to admit a civil servant (citizen) to participate in the competition.
30. A civil servant (citizen), who is not allowed to participate in the competition in accordance with these Regulations, is informed by the representative of the employer about the reasons for the refusal in writing. The specified civil servant (citizen) has the right to appeal against this decision in accordance with the legislation of the Russian Federation.
31. The decision on the date, place and time of the competition is made by the representative of the employer. The competition is held no later than 30 calendar days after the date of completion of the acceptance of documents for participation in the competition.
32. The federal state body, no later than 15 calendar days before the date of the competition, shall post on its official website and the official website of the state information system in the field of civil service on the Internet on the date, place and time of its holding, as well as the list of candidates and sends relevant messages to candidates.
33. When holding a competition, the competition commission evaluates candidates on the basis of the documents submitted by them, as well as on the basis of competitive procedures using methods for assessing the professional and personal qualities of candidates that do not contradict federal laws and other regulatory legal acts of the Russian Federation, including an individual interview, questioning, conducting group discussions, writing an essay or testing on issues related to the performance of official duties in the positions of the federal civil service, for inclusion in the personnel reserve for which candidates apply.
34. Competition procedures and a meeting of the competition committee are held in the presence of at least two candidates.
35. The meeting of the competition committee is considered competent if attended by at least two thirds of the total number of its members. Holding a meeting of the competition commission with the participation of only its members who fill the positions of the federal civil service is not allowed. A member of the tender committee, in the event of a conflict of interest that may affect his objectivity during voting, is obliged to declare this and must not participate in the meeting of the tender committee. Decisions of the competition commission based on the results of the competition are adopted by open voting by a majority of votes of its members present at the meeting. In case of equality of votes, the vote of the chairman of the competition committee is decisive.
36. The decision of the competition commission is made in the absence of candidates and is the basis for the inclusion of the candidate (candidates) in the personnel reserve to fill the positions of the federal civil service of the corresponding group or refusal to include the candidate (candidates) in the personnel reserve.
38. Messages on the results of the competition are sent in writing to candidates within 7 days from the date of its completion. Information about the results of the competition is also posted within the specified time period on the official websites of the federal state body and the state information system in the field of public service on the Internet.
39. Based on the results of the competition, no later than 14 days from the date of the decision by the competition commission, a legal act of the federal state body is issued on the inclusion of the candidate (candidates) in the personnel reserve, in respect of whom the relevant decision has been made.
40. An extract from the minutes of the meeting of the competition committee, containing the decision of the competition committee to refuse to include the candidate in the personnel reserve, is issued by the subdivision of the federal state body for civil service and personnel to the candidate personally or, upon his written application, is sent to him by registered mail no later than three days later from the date of application.
41. The candidate has the right to appeal against the decision of the competition commission in accordance with the legislation of the Russian Federation.
42. Documents of civil servants (citizens) who were not allowed to participate in the competition, and candidates who were refused inclusion in the personnel reserve, can be returned to them upon written application within three years from the date of completion of the competition. Until the expiration of this period, the documents are stored in the archives of the federal state body, after which they are subject to destruction.
43. Expenses related to participation in the competition (travel to and from the venue of the competition, rental of living quarters, accommodation, use of communication services, etc.) shall be borne by the candidates at their own expense.
IV. The order of work with the personnel reserve
44. For each civil servant (citizen) included in the personnel reserve, a subdivision of the federal state body for civil service and personnel issues a certificate in the form approved by the Government of the Russian Federation.
45. A copy of the legal act of the federal state body on the inclusion of a civil servant (citizen) in the personnel reserve or on the exclusion of a civil servant (citizen) from the personnel reserve is sent (issued) by a subdivision of the federal state body for civil service and personnel to a civil servant (citizen) within 14 days from the date of publication of this act.
46. The personal files of civil servants contain copies of legal acts of the federal state body on inclusion in the personnel reserve and on exclusion from the personnel reserve.
47. Information about civil servants (citizens) included in the personnel reserve of a federal state body is posted on the official websites of this body and the state information system in the field of public service on the Internet.
48. The professional development of a civil servant who is in the personnel reserve of a federal state body is carried out by this body on the basis of an individual plan for the professional development of a civil servant approved by it.
49. Information on measures for the professional development of a civil servant who is in the personnel reserve is reflected in the certificate specified in this Regulation.
50. Appointment of a civil servant (citizen) in the personnel reserve to a vacant position in the federal civil service is carried out with his consent by the decision of the employer's representative within the group of positions in the federal civil service, for which the civil servant (citizen) is included in the personnel reserve.
V. Exclusion of a civil servant (citizen) from the personnel reserve
51. The exclusion of a civil servant (citizen) from the personnel reserve is formalized by a legal act of a federal state body.
52. The grounds for excluding a civil servant from the personnel reserve are:
a) personal statement;
b) appointment to the position of the federal civil service in the order of official growth within the group of positions of the federal civil service, for the replacement of which the civil servant is included in the personnel reserve;
c) appointment to the position of the federal civil service within the group of positions of the federal civil service, for the replacement of which the civil servant is included in the personnel reserve in accordance with these Regulations;
d) demotion of a civil servant in the position of the federal civil service in accordance with clause 3 of part 16 of article 48 of the Federal Law "On the State Civil Service of the Russian Federation";
e) commission of a disciplinary offense, for which a disciplinary penalty was applied to a civil servant, provided for by paragraph 2 or 3 of part 1 of Article 57 or paragraph 2 or 3 of Article 59.1 of the Federal Law "On the State Civil Service of the Russian Federation";
f) dismissal from the state civil service of the Russian Federation, with the exception of dismissal on the grounds provided for in clause 8.2 or 8.3 of part 1 of article 37 of the Federal Law "On the state civil service of the Russian Federation", or on one of the grounds provided for in part 1 of article 39 of the said Federal Law ;
g) continuous stay in the personnel reserve for more than three years.
53. The grounds for excluding a citizen from the personnel reserve are:
a) personal statement;
b) appointment to the position of the federal civil service within the group of positions of the federal civil service, for the replacement of which the citizen is included in the personnel reserve;
c) death (death) of a citizen or recognition of a citizen as missing or declaring him dead by a court decision that has entered into legal force;
d) recognition of a citizen as incapable or partially capable by a court decision that has entered into legal force;
e) the presence of a disease that prevents admission to the state civil service of the Russian Federation and is confirmed by the conclusion of a medical organization;
f) reaching the age limit for the state civil service of the Russian Federation established by Article 25.1 of the Federal Law "On the State Civil Service of the Russian Federation";
g) the conviction of a citizen to a punishment that excludes the possibility of entering the state civil service of the Russian Federation, by a court verdict that has entered into legal force;
h) the withdrawal of a citizen from the citizenship of the Russian Federation or the acquisition of citizenship of another state, unless otherwise provided by an international treaty of the Russian Federation;
i) recognition of a citizen as completely incapable of work in accordance with a medical certificate issued in accordance with the procedure established by federal laws and other regulatory legal acts of the Russian Federation;
j) application to a citizen of an administrative penalty in the form of disqualification;
k) continuous stay in the personnel reserve for more than three years.
Document overview
The Regulation on the personnel reserve of the federal state body was approved.
The reserve includes citizens applying for a vacant position in the federal civil service: civil servants applying for a vacant position in the federal civil service in the order of official growth, some civil servants being dismissed.
The competition for inclusion in the reserve is announced by the decision of the representative of the employer and is held in accordance with a unified methodology approved by the Government of the Russian Federation.
The grounds for exclusion from the reserve are a personal application, appointment to a position, continuous stay in the reserve for more than 3 years, etc.
The decree comes into force on the day of its official publication.
The Federal Law "On State Civil Service" practically replaces the Labor Code of the Russian Federation for state civil servants. The operation of labor legislation and other acts that contain labor law norms for civil servants applies with the features that are provided for by 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 of labor relations and relations that are associated with public service is shared by the state. The norms of the Labor Code, which are replaceable, are for the most part similar or have minor changes in the Federal Law on Civil Service.
But at the same time, some of the provisions of the Labor Code are not reflected in the Federal Law due to their specificity, they include: labor protection, social partnership in the labor sphere, protection of labor rights, peculiarities of regulation of labor rights of certain categories of workers.
In any specific situations when regulating relations in the civil service, it is possible to use the norms of the Labor Code, including provisions on labor protection, on the protection of labor rights, on wages and others. In turn, the Federal Law on Civil Service establishes the regulation of individual relations that are not in the Labor Code. For example, relations on civil service positions and their classification, on the financing of the civil service, on the formation of the cadre of the civil service have been additionally regulated.
Any head of state bodies is faced with the question of the formation of the staff. So, when selecting personnel, the level of education, business qualities in professional activity, service merit and others are taken into account. These individual characteristics of employees are most often possible to determine from the documents presented by applicants to the employer when applying for a job.
In the overwhelming majority, civil servants work in close contact with their management, subordinates, colleagues, and also with citizens. Despite the highly qualified and experienced staff of the team, situations arise in which problems arise in interpersonal communication, which lead to personal or business conflicts, which in turn affects work efficiency. Consequently, when forming the staff, one should take into account the subjective characteristics of the selected employees.
Modern personnel technologies include the method of selection, assessment, solution of specific situations, certification and qualification exam. These technologies assess the professional qualifications of employees, but there are also technologies aimed at assessing the psychological and other compatibility of employees. These include testing, didactic, psychological methods and practice of working with personnel. The use of these technologies helps the employer to assess one or another characteristic of the employee and make a decision on hiring him.
In the private sector, the employer has the right to make such decisions that are based on personal experience, the experience of the personnel department, or with the help of intuition, without explaining the reasons to the employee.
When entering the civil service, such freedom is categorically unacceptable. Part 4, 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 and has the right to be adequate both professionally and personally.
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. At the same time, the existing procedure for holding a competition for filling a position helps to attract a wide range of people wishing to take part in the selection. The competition requires time, organizational and material costs. A fairly certain time passes from the moment a vacancy is formed until the moment it is filled, which is to some extent a limitation for the exercise of the powers of a state body.
The urgency that arises when deciding on the hiring of a specialist, the lack of certain skills among the members of the competition commission of the relevant state body, the standard requirements for applicants, make it difficult to use personnel methods during the competition. Consequently, the level of objective assessment of individual characteristics of the future employee is reduced. In this case, the competition commission and the employer's representative either can take risks by choosing an employee at random, and then, in the process of work, assess his business, personal qualities, or use such a mechanism as a personnel reserve, which is already laid down in the law on civil service.
The personnel reserve is formed taking into account the Consolidated Register of civil servants and applications received from civil servants, as well as citizens on a competitive basis, the composition of citizens who have passed a competitive professional selection, have established themselves as trained persons and therefore have the right to fill civil service positions without competition, as well as the right referrals for professional retraining, advanced training or internship.
The main principles of forming a personnel reserve and working with it are:
Objectivity in the assessment of professional, business and personal qualities, the results of the service (labor) activities of candidates;
Professionalism and competence of persons included in the personnel reserve, creating conditions for their professional growth;
Publicity in the work with the personnel reserve.
Subparagraph 4 of paragraph 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 in the formation of the personnel of the civil service.
In addition, the law does not prohibit the formation of a personnel reserve without a competition. There are two approaches to the formation of a personnel reserve:
Allocation of a certain number of persons from the already working civil servants in the organization and training them for filling positions;
Inclusion of those who do not work in this organization according to the results of the competition in the personnel reserve.
In the first approach, the personnel reserve serves as a means for the implementation of such a direction in the formation of the cadre of the civil service, as promoting the career growth of civil servants on a competitive basis. Such a requirement as 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, as well as a stable organizational resource of the state apparatus.
At the same time, with the help of the qualification examination and certification, the assessment of the results of professional activity 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 merit and business qualities in professional service activities and in improving the professional skills of civil servants. In addition, it should be borne in mind 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 a basis for sending a civil servant for professional retraining, internship or qualification hanging.
Another approach can be used to assess persons who meet all the formal requirements for admission to the civil service and serve as the basis for choosing when holding a competition, if there is no possibility of assessing the applicant for his work in a team or when solving certain assigned tasks to government body. In fact, we are talking about persons who, at the time of the competition or inclusion in the reserve, did not work in a state body or in similar structures. The formation of such a personnel reserve can be used as a 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 conduct, with the consent of the persons included in this reserve, various tests, assign them temporary work, use other opportunities and involve these persons in solving certain tasks that will be assigned in the future to employee. Also, the person passing all the tests has proper training, it is possible to be accepted immediately after the vacancy is opened without a competition. It is not necessary to select a candidate for filling vacant positions only from the personnel reserve, the employer can also use it at his own interest, adhering to his ideas about its expediency, 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 and at the same time do not require a competition, but they can be included in the personnel reserve only based on the results of the competition.
This variant of the use of the personnel reserve for resolving issues of recruitment should be used in the case when the implementation of the functions of employees will largely depend on the skills of correct communication with colleagues, a manager, and also citizens.
According to clause 8 of Article 64 of the Federal Law on Civil Service in the Russian Federation, when filling vacancies in the 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 constituent entity of the Russian Federation, approved by the relevant regulatory legal act of the constituent entity. Russian Federation.
The details of the formation and use of the talent pool are regulated by Article 64, as well as the Regulations on the talent pool, approved by Decree of the President of the Russian Federation No. 96 dated 01.03.2017.
What is a personnel reserve and what is it for
The personnel reserve is a database that stores information about specialists who are ready, if necessary, to take up vacant positions in the civil service. The candidates presented in this database undergo a rigorous 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 in order to:
- ensuring equal access for all citizens to vacant positions in the civil service;
- timely replacement of vacant jobs;
- formation of a base of highly qualified personnel;
- promoting the career development of civil servants.
There are currently 4 organizational levels of the talent pool:
- federal;
- federal state bodies;
- subjects of the Russian Federation;
- state bodies of the constituent entities of the Russian Federation.
Formation of the staff of the state civil service
The employee base is formed on the basis of a competition organized by the employer. Attestation commissions can act as the evaluating party. They primarily assess the business achievements of the candidate, 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 of a recommendatory nature. According to the existing rules, the following candidates can apply for a place in the talent pool:
- passed competitive tests;
- who have passed the competition for filling a vacancy;
- state employees filling a vacancy in the order of job growth based on the results of a competition;
- specialists who have successfully passed the certification;
- civil servants dismissed in connection with the abolition of the state structure or staff reduction;
- specialists who have 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;
Example of a questionnaire form (may vary depending on the recruiting agency)
- a copy of the 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 impede the performance of professional duties.
How is the selection of candidates
Various methods are used in the selection of 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 are used to analyze the business and personal qualities of a specialist.
Exclusion from the talent pool
Depending on what position the candidate is applying for, the period of his stay in the reserve varies. For vacancies of the highest group - 4 years, the main and leading - 3 years, senior and junior - 2 years. After the expiration of the specified periods, the applicant may be excluded from the list or the period of stay in it may be extended once by the employer.
Also, the applicant can be excluded from the list on the following grounds:
- personal statement;
- disciplinary offense;
- job cuts due to the abolition of the state structure;
- reaching the age limit;
- the decision of the attestation commission on the inconsistency of the position being replaced;
- refusal to improve qualifications.
Personnel technologies in the state civil service
In addition to creating a database of specialists, there are other methods to improve the efficiency of government organizations. One of these methods is the rotation of personnel in the civil service. Its process is regulated by article 60.1.
Rotation in this case implies the horizontal movement of employees across workplaces. At the same time, specialists are offered positions of equal value in terms of wages and career levels, but somewhat different in terms of functional load. For example, the head of the purchasing department swaps places with the head of the sales department.
This technique allows employees not only to familiarize themselves with related specialties, but also to understand the structure and activities of the company as a whole, taking into account various nuances. The listed motives for rotation are motivational and educational in nature, but one should not forget that the reshuffle helps to reduce the corruption component of state activities.
When using the reshuffle of personnel in practice, the personnel reserve is actively used as a source of proven specialists who are ready to start working as soon as possible.
This is just one of the few methods of personnel selection and "education". To popularize and introduce the most successful of them, the best personnel practices in the civil service are presented on the official website of Rosmintrud.
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