Personnel reserve for filling civil service positions. When was it created? How to form a personnel reserve for municipal and public service

The Federal Law “On State Civil Service” practically replaces the Labor Code Russian Federation for government civil servants. Action labor legislation and other acts that contain labor law norms 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 by position have been additionally regulated civil service and their classifications, according to the financing of the civil service, according to the formation staffing civil service.

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 V professional activity, service merits 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, solving specific situations, conducting certification and qualifying 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, the experience of HR employees, 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 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 positions civil service are replaced based on the results of the 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 who want 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 on the exercise of powers government agency.

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.

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 to be sent to 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 official (labor) activities of candidates;

Professionalism and competence of persons included in the personnel reserve, creating conditions for their professional growth;

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:

Allocation of a certain number of 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 the professional official activities and when improving professional excellence 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.

Another approach can be used to evaluate individuals who meet all the formal requirements for admission to the civil service and serve as the basis for selection during a competition, in the event that it is not possible to evaluate the applicant based on his work in a team or in solving certain assigned tasks. government agency In fact we're talking about 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 solving certain tasks that will be assigned in the future to employee. Also, a person who passes all the tests has proper training can be hired immediately after the vacancy is opened without a competition. Select a candidate for replacement vacant positions not necessarily 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 largely depend on the skills of 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.

It just so happens that the main actions in all systems are performed by certain elements that work in them for a long time. But what if they cannot perform their assigned functions? In such cases, a reserve comes to the rescue. These are pre-prepared elements of the system that can perform all the necessary duties. It is in this vein that the personnel reserve of the President of the Russian Federation will be considered.

general information

Lists of personnel reserves of the presidential administration of the Russian Federation at various levels are published on the official resources of the authorities of the Russian Federation. In this way, trained people are produced and continuity of development policies is ensured. This is done to ensure the stable evolution of the state. People on this list rank high government positions in case of their release. Thanks to this, there is no need to waste time searching for the appropriate candidate.

As a random example, we can cite Mikhail Sheremet. This man was originally an activist on the territory of modern Ukraine. But when the Russian Federation declared the Autonomous Crimean Republic its territory in 2014, he joined the special forces that carried out the coup. For his significant contribution, he was included in the personnel reserve of the President of the Russian Federation. And we will begin our consideration of our topic, perhaps, with the most interesting and exciting question.

How to get into the personnel reserve of the President of the Russian Federation?

The smartest ones have probably already guessed it. To do this, it is necessary to be socially active and take part in important events organized by government authorities. It is enough to simply study the biographies of people who are already included in the management personnel reserve. Over time, it may seem that they are being written as a carbon copy. Thus, for people who were included in the reserve, a certain level of public fame and voicing opinions for a wide range of citizens are common.

And youth, vigor and activity increase the chances of getting on this list. Of course, just being there doesn’t give you anything other than potential prospects. But it is quite possible to become a governor from a reservist. True, for this it is very desirable to show activity in the subject being targeted. And work, because being included in the list is a great credit for trust.

Who are those people?

Many representatives of the reserve are known to one degree or another. Among them you can find a large number of current deputies of various levels. If a person generates a large number of initiatives, then he gradually attracts the attention of experts, who form the “golden list,” as it is also called, “the personnel reserve of the President of the Russian Federation.”

It should be understood that you need to have a significant level of persistence and perseverance. Let's say that someone couldn't cope with the problems and resigned. In this case, a reservist without training and time to deploy will have to operate in difficult conditions. And not everyone can bear this. You must have extensive knowledge, perseverance, the ability to quickly find a common language with people and hard work.

One more example

Let's look at a person like Terenty Meshcheryakov. Although he has established himself as a rather extravagant subject, he has also secured a support base. Moreover, not only the experts who form the reserve, but also local managers have a good opinion of him. Thus, there was a case when Governor Valentina Matvienko visited a family who had triplets. At the same time, local residents noted the high standard of living and the merits of Terenty Meshcheryakov himself. She even joked about this (or perhaps not) that a replacement was ready for her.

When was it created?

Perhaps this should have been placed at the very beginning of the article, but, on the other hand, it is necessary to initially have an idea of ​​what the personnel reserve of the state civil service is. The beginning was made by President Dmitry Medvedev in 2008. It was then that he signed a decree on the formation of a reserve of management personnel. It was stipulated that individuals on the list could in the future apply for a number of high positions, including governorship.

Compiles a list of reservists special commission, which is also headed by the Deputy Prime Minister. Formally, it was noted that to contribute it is necessary to have intellectual, creative and managerial qualities. The list includes both active and entrepreneurs, as well as employees of scientific and educational institutions. Officially, party affiliation does not affect the chances of being included in it. Although some people still argue that if you are a representative of the party “ United Russia", then the chances will increase many times over.

Publication

Before the New Year, the updated composition of the presidential reserve is always posted on official websites. A quick inspection and comparison of several lists may give the impression that they are simply copied. But that's not true. Of course, there are quite a lot of similarities, but if you carefully study the list, you will notice numerous changes. So, some people are already in the power structure.

Others are still waiting for the personnel elevator to take them up. Moreover, some have been here for several years, while others are new here. And what awaits them is difficult to predict. We can consider another example where inclusion in the “gold list” had a positive effect on a person’s promotion. In 2015, the head of the Obninsk administration was a certain person. But he already met 2016 as the vice-governor of the Kaluga region. And given the fact that he is still listed in the reserves, it is likely that his journey is not over.

How does the presidential reserve system work?

This tool ensures that people are moved to perform duties in situations that best suit their abilities. So, for example, a person can be redirected from the executive to the legislative branch of government and vice versa. In addition, experienced managers are sent to management state companies or private enterprises where the interests of the Russian Federation are represented. Russian Railways can be included in this topic.

Few people can disagree that there is a real disaster in this direction. But Yakunin was recently removed, and perhaps the reservist who has assumed his powers will be able to correct the existing situation. In general, the management reserve is now well staffed, and if necessary, it will be able to come to the fore. Depending on the level of activity, the state has hundreds or even thousands of people who can be involved in high positions to solve existing problems.

Association of managers

Many people want to be included in the list of personnel reserves of the President of the Russian Federation, because, in essence, this opens the door to Closed club, where you can make many useful connections. So, for example, after the annexation of the Autonomous Republic of Crimea, the logical continuation of the integration of this territory was the inclusion of representatives of local activists. The first two people were Alexey Eremeev and the previously mentioned Mikhail Sheremet.

Who can contribute to getting on the “golden list”?

First of all, attention should be paid to officials of the presidential administration, members of the government, heads of federal government bodies and senior officials of the constituent entities of the Russian Federation. This process can be facilitated by the person himself who wants to be on the “golden list”. To do this you need to know the selection methodology.

Nowadays various personnel technologies are used, which have proven themselves to be excellent. To begin with, you can pay attention to all aspects of personal and professional diagnostics. It determines the level of development of resources and the potential of candidates, and also formulates recommendations for possible job assignments. Having positive management experience will only increase your chances of getting on the “gold list”.

About the structure

The state federal personnel reserve consists of three levels:

1. Higher. This includes people who are selected to provide personnel for the leadership of the federal and regional levels of government bodies, as well as organizations and corporations operating throughout the Russian Federation;
2. Base. Potential candidates are recruited into this level to provide an average management level the above entities;
3. Perspective. This includes government civil servants, employees of organizations and corporations who are under 35 years of age.

As of July 12, 2017, the presidential reserve numbered 1,959 people. Of these on top level there were 389, at the basic level - 700, and at the advanced level - 870 people.

Regional reserve

Here, at the beginning of January 2017, there were 9,262 people on duty. A number of people who are in it receive significant promotions and successfully build their careers. And if after success they are still on the “gold list”, then it is likely that this is not the end. Thus, people whose names are in the presidential reserve become deputy governors, head subjects, enter new line-up State Duma. This is a very good social elevator for advancement in society. Although there are many applicants, there are not many positions. So you should prepare for competition. And the more attractive the position, the more people will want to take it. Let the best one win.

Criticism of the idea

It should be noted that the very idea of ​​creating a reserve of highly qualified management personnel is laudable and deserves support. But, as usual, there are certain complaints about the implementation. Thus, quite often there is criticism that people who have been caught with significant violations do not leave this prestigious list.

A little less than ten similar cases are known to the public. Of course, given the size of the pool, it is quite difficult to keep track of everyone, even though 150 specialists are selected from applicants. Moreover, in the total mass they make up a measly tenths of a percent. One could even say that the reserve formation policy is quite successful. Although, of course, I would like there not to be even such minor omissions.

How can a person without connections get in?

It was previously reported that in order to become a reservist, you must have recommendations from a circle of people from whom it is very difficult to obtain them. Does this mean that for the average citizen this is on the verge of reality? No. As they say, if you really want it, you can fly into space. One desire will not be enough, but many actions will greatly simplify promotion. Where can I start? First you need to be socially active. As a more or less structured approach, you can enter educational structure with the authority of interest in the direction of public administration.

And not just spend the allotted time, but study well and - just as important - make connections. One must constantly improve and be prepared, because when the opportunity comes, it must be seized. Otherwise, it’s still unknown when the second one will turn up. Don't expect this to be a quick climb. You will have to work hard for years or even decades. To better understand, look at any governor or his staff. To get there, people work purposefully for at least a decade (or even several). To do this, you have to develop your skills, improve eloquence and the ability to persuade.

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 represented in this database undergo strict competitive selection, during which they are assessed qualification level, 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;
• assistance career growth 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 photograph;

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 upon 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 of the highest group - 4 years, 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 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;
• reaching the age limit;
• solution certification commission about 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 work efficiency government organizations. One of these methods is personnel rotation in the state civil service. Its process is regulated by Article 60.1.

Rotation in this case implies horizontal movement of employees across jobs. 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 about the article or ask the experts a question to get an answer

On March 1, 2017, the President of the Russian Federation issued Decree No. 96, which approved the Regulations on the personnel reserve of the federal government body (hereinafter referred to as the Regulations). The need to issue such a decree arose from Article 64 of the Federal Law “On the State Civil Service of the Russian Federation” in its original version in 2004, but in the end the Regulations were approved only 12 years after the law came into force.

The regulation regulates the issues of forming a personnel reserve, working with the personnel reserve and excluding citizens and civil servants from the personnel reserve. However, it concerns only the personnel reserve of a federal state body (the law on the civil service also provides for the existence of a federal personnel reserve, a personnel reserve of a constituent entity of the Russian Federation and a personnel reserve of a state body of a constituent entity of the Russian Federation.

The Regulations indicate the goals and principles of forming a personnel reserve. It also determines that information on the formation of a personnel reserve and work with it is posted on the official websites of the federal government body and state information system in the field of public service on the Internet information and telecommunications network in the manner determined by the Government of the Russian Federation.

As for the procedure for forming a personnel reserve, in this aspect the Regulations basically repeat the norms of Art. 64 of the Federal Law “On the State Civil Service of the Russian Federation”. Among the few important novelties in this section are:

Clarification that civil servants (citizens) who did not win the competition to fill a vacant position in the federal civil service, but 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 for filling positions the federal civil service of the same group to which the vacant position of the federal civil service belonged, for the replacement of which a competition was held;

The ban on inclusion in the personnel reserve cannot include civil servants who have disciplinary action, provided for in paragraph 2 or 3 of part 1 of Art. 57 or clause 2 or 3 of Art. 59.1 of the Federal Law "On the State Civil Service of the Russian Federation".

At the same time, the Regulations for the first time regulate in detail the procedure for holding a competition for the personnel reserve. The competition must be held in accordance with the unified methodology for holding competitions for filling vacant positions in the state civil service of the Russian Federation and inclusion in the personnel reserve of state bodies, approved by the Government of the Russian Federation (at present this has not yet been approved).

The competition is conducted by a competition commission formed by a federal government agency. It consists of assessing the professional and personal qualities of each civil servant (citizen) who has expressed a desire to participate in the competition and is allowed to participate in it (hereinafter referred to as the candidate), based on qualification requirements to fill relevant positions in the federal civil service.

The regulation provides for the mandatory placement on the official websites of the federal government body and the state information system in the field of public service on the Internet of an announcement about the acceptance of documents for participation in the competition, as well as other necessary information about the competition.

The decision on the date, place and time of the competition is made by the employer’s representative. The competition is held no later than 30 calendar days after the deadline for accepting documents for participation in the competition. The federal government body, no later than 15 calendar days before the date of the competition, places on its official website and the official website of the state information system in the field of civil service on the Internet information about the date, place and time of its holding, as well as a list of candidates and sends relevant messages to candidates.

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 those that do not contradict federal laws and other regulatory legal acts Russian Federation methods for assessing the professional and personal qualities of candidates, including individual interviews, questionnaires, group discussions, writing an essay or testing on issues related to the implementation job responsibilities for positions in the federal civil service for inclusion in the personnel reserve for which candidates apply.

Competitive procedures and meetings of the competition commission are held if there are at least two candidates.

The decision of the competition commission is made in the absence of candidates and is the basis for including the candidate (candidates) in the personnel reserve for filling positions in the federal civil service of the corresponding group or refusing to include the candidate (candidates) in the personnel reserve.

Notifications about 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 period on the official websites of the federal government agency and the state information system in the field of public service on the Internet.

Based on the results of the competition, no later than 14 days from the date the competition commission made a decision, a legal act federal government body on the inclusion of a candidate (candidates) in the personnel reserve, in respect of whom a corresponding decision has been made.

Issues of organizing work with the personnel reserve (which in practice cause greatest number issues) are resolved very briefly in the Regulations. In fact, it only establishes that the professional development of a civil servant who is in the personnel reserve of a federal government 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. In addition, the Regulations state that for each civil servant (citizen) included in the personnel reserve, the division of the federal government agency for public service and personnel issues prepares a certificate in a form approved by the Government of the Russian Federation. This certificate reflects all information about activities for the professional development of a civil servant.

Finally, the Regulations for the first time provide an exhaustive list of grounds for the exclusion of civil servants and citizens from the personnel reserve (personal statement; appointment to a position in the federal civil service in the order of promotion; commission of certain disciplinary offenses; death; reaching the age limit for being in the state civil service of the Russian Federation and etc.).

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 state civil servants and employees of 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, different methods are used: 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 the state civil service without a competition, time spent in the reserve, and holding a competition.

Forming a personnel reserve in 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 others structural divisions, which leads to poor-quality 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.

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