Personnel reserve of the state civil service documents. What is the difference between the reserve of managerial personnel and the personnel reserve in the civil service? Personnel reserve of the state civil service

Modified date: 07/18/2018 15:31

Abbreviations used:
State civil service of the Novosibirsk region - civil service;
Federal Law No. 79-FZ of July 27, 2004 “On the State Civil Service Russian Federation» - Federal Law No. 79-FZ.

What is a personnel reserve in the civil service? How can I enter the personnel reserve in the civil service without being a civil servant?
Personnel reserve in the civil service is created to quickly fill vacant positions in the civil service. A competition for filling a vacant position in the civil service is not held if there is an applicant included in the personnel reserve in the civil service and the corresponding qualification requirements applied for the specified position.
According to Art. 64 of Federal Law No. 79-FZ, inclusion in the personnel reserve of a state body is carried out:
1) citizens - based on the results of a competition for inclusion in the personnel reserve of a state body;
2) citizens - based on the results of a competition for filling a vacant position in the civil service with the consent of these citizens;
3) civil servants to fill a vacant position in the civil service in the order of promotion - based on the results of a competition for inclusion in the personnel reserve of a state body;
4) civil servants to fill a vacant civil service position in the order of promotion - based on the results of a competition for filling a vacant civil service position with the consent of these civil servants;
5) civil servants to fill a vacant position in the civil service in the order of promotion - based on the results of certification with the consent of these civil servants;
6) civil servants dismissed from the civil service in connection with the reduction of civil service positions or the abolition of a state body - by decision of the representative of the employer of the state body in which the positions of the civil service are being reduced, or the state body to which the functions of the abolished state body have been transferred, with the consent of these civil employees.
In this way, the inclusion of citizens in the personnel reserve of the state body is carried out according to the results of the competition.

As a result of the competition, I was included in the personnel reserve in the civil service. Can I be appointed from it to a civil service position in another state body of the Novosibirsk Region, and not in the one where the competition was held?
A civil servant (citizen) included in accordance with the Regulations on the personnel reserve in the state civil service of the Novosibirsk Region (approved by the Decree of the Governor of the Novosibirsk Region dated March 17, 2014 No. 40) in the personnel reserve of a state body to fill vacant positions in the civil service of a certain group, with his consent by decision of the representative of the employer, he may be appointed to a civil service position, including in another state body, if he meets the qualification requirements for this position.
At the same time, the position to which a civil servant (citizen) can be appointed should not be higher than the group of positions for which he is included in the personnel reserve.

What is the difference between the reserve of managerial personnel and the personnel reserve in the civil service?
Managerial personnel reserve of the Novosibirsk region is a group of promising professionals with the necessary professional, business and personal qualities who showed themselves positively in professional activity and intended to fill vacant positions in the field of state and municipal government.
Personnel reserve in the civil service is formed for the prompt replacement of vacant positions in the civil service in accordance with current legislation about the civil service.
The main difference between these reserves is that a person who is in the reserve in the civil service, with his consent, by decision of the representative of the employer, can be appointed to the position of the civil service without holding a competition, provided that he meets the qualification requirements for the vacant position. At the same time, the position to which a civil servant (citizen) can be appointed should not be higher than the group of positions for which he is included in the personnel reserve. A person who is in the reserve of managerial personnel, but not in the personnel reserve in the civil service, may enter the civil service based on the results of the competition, unless otherwise provided by Art. 22 of Federal Law No. 79-FZ.

The federal law "On the State Civil Service" practically replaces the Labor Code of the Russian Federation for state civil servants. The effect 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 civil service and its subjects.

These features that are installed federal law on public service, in fact replaces 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, the state shares. The norms of the Labor Code, which are replaced, are mostly similar or have minor changes in the federal law on public service.

But at the same time, some provisions of the Labor Code are not reflected in the Federal Law due to their specifics, they include: labor protection, social partnership in the field of work, protection labor rights, features of regulation of labor rights certain categories 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 Public Service establishes the regulation of certain relations that are not in Labor Code. For example, relations on civil service positions and their classification, on the financing of the civil service, and on the formation of civil service personnel have been additionally regulated.

Before any leader government agencies the question of personnel formation arises. So, when selecting personnel, they take into account the level of education, business qualities in professional activities, service merit, and others. These individual characteristics of employees can most often be determined from the documents submitted by job seekers 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 highly experienced staff of the team, there are situations in which problems arise in interpersonal communication, which lead to personal or official conflicts, which in turn affects the efficiency of work. Therefore, when forming the personnel composition, one should take into account the subjective characteristics of the selected employees.

Modern personnel technologies include the method of selection, evaluation, decision specific situations, certification and qualification examination. These technologies evaluate the professional 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 to assess one or another characteristic of the employee and make a decision on hiring him.

In the private sector, the employer is free to make decisions based on personal experience, employee experience personnel service, or with the help of intuition, without explaining the reasons to the employee.

When entering the public 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 who performs official duties, counts on the adequacy of both professionally and personally employees and has the right to do so.

Article 22 of the Federal Law on Public Service establishes that positions public 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. The competition requires temporary, 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 the powers of a state body.

The urgency that arises when deciding on the employment 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 apply personnel methods during the competition. Consequently, the level of objective assessment of individual characteristics of the future employee decreases. In this case, the competition commission and the representative of the employer can either take risks by choosing an employee at random, and then evaluate his business and personal qualities in the process of work, 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 competitive professional selection, who have proven 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 the formation of a personnel reserve and work with it are:

Objectivity in assessing the professional, business and personal qualities, results of service (labor) activities of candidates;

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

Glasnost in work with personnel reserve.

Subparagraph 4 of paragraph 2 of Article 60 of the Federal Law on Public Service defines the formation of a personnel reserve on a competitive basis as a priority direction for the formation of civil service personnel.

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 reserve of personnel:

Allocation of a certain number of persons from the already working civil servants in the organization and preparing them to fill positions;

Inclusion of those not working 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 implementing such a direction in the formation of the civil service personnel 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 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 activity in the public service is determined. This provision should be interpreted together with the principles of the formation of personnel, and more specifically: taking into account service merits and business qualities in professional performance and in 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 Public Service, being in the personnel reserve is the basis for sending a civil servant to professional retraining, internship or hanging qualifications.

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 selection during the competition, if there is no possibility of assessing the applicant for his work in a team or when solving certain tasks assigned to him. state 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, with the consent of the persons included in this reserve, conduct various tests, entrust them with temporary work, use other opportunities and involve these persons in solving certain tasks that will be assigned to them in the future. employee. Also, a person who passes all the tests has the proper training, it is possible to accept immediately after the vacancy is open without holding a competition. It is not necessary to select a candidate to fill vacant positions only from the personnel reserve, the employer can also use it according to his own interest, adhering to his own 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 the passage of a competition, but they can be included in the personnel reserve only based on the results of the competition.

This option of using the personnel reserve to address hiring issues should be used in the case when the implementation of the functions of employees 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 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.

Many organizations are wondering how to quickly and efficiently recruit staff and fill vacancies. After all, they need not just workers, but specialists who correspond to a certain level, possess professional qualities necessary skills and abilities.

The talent pool is nothing more than a database of successful candidates. When an organization needs it, you can start your search from this list.

In state and municipal organizations, work on the formation of a database of candidates is regulated by Decrees of the President of the Russian Federation No. 112 of February 1, 2005, No. 96 of March 1, 2018, as well as federal laws No. 58-FZ of May 27, 2003, No. 79-FZ of July 27, 2004. The federal personnel reserve of the civil service 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 should take into account the peculiarities of training managerial personnel with practical experience.

timely training of highly qualified personnel;
prompt closing of vacancies;
employee motivation;
development of mentoring programs;
security stable activity organizations.

How to form a personnel reserve for the municipal and public service

The base is formed in stages. This process is quite complicated in terms of building an integral system, as well as in terms of meeting deadlines and regulations. To obtain high results, it is necessary to take into account the strategic objectives of the organization, its financial capabilities.

For the civil service, the base is formed exclusively from state civil servants and employees of state corporations and organizations. This simplifies the selection process to some extent.

When forming for each position, the number of potential candidates is calculated, usually it ranges from 2 to 4 people.

During the competitive tests, it is determined to what extent the candidates meet the requirements established by law, the level of their professional qualities, education, 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 situation and make decisions. In addition, it is necessary to take into account business qualities: responsibility, purposefulness, exactingness towards oneself and subordinates, and so on. Different methods are used to evaluate internal and external candidates: testing, case studies, and the like. This helps to form the maximum idea of the level of professional and personal qualities of candidates.

Problems of formation

The formation of 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 competition, the time spent in the reserve, and holding a competition.

The formation of a personnel reserve of a municipal organization often causes difficulties, which are most often associated with the dissatisfaction of employees due to the lack of information regarding regulation, the lack of competitive procedures in the regulatory legal acts, it is not enough serious attitude leaders for the selection of candidates.

On the federal level the issue of allocating funds for the training of reservists has not been resolved, which does not provide an opportunity for development. This issue can be resolved by attracting reservists to various events, such as holding 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 database of candidates for the civil service. The personnel 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 conduct of the procedure, or, on the contrary, a lack of understanding and understanding of the tasks at each stage of formation lead to the appearance of employees on the ground who do not have sufficient knowledge or professional qualities. Human resources staff must be not only highly competent, but also ready to innovate.

How to work effectively with a talent pool

In order to form a personnel reserve of the civil service, it is necessary to increase the level of professionalism, develop the necessary competencies among the 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 a certain potential. We must not forget about the motivation of the reservists, not only at all stages, but also after moving to another position.

1. To fill vacant positions in the civil service, a federal personnel reserve, a personnel reserve of a constituent entity of the Russian Federation, a personnel reserve of a federal state body and a personnel reserve of a state body of a constituent entity of the Russian Federation are formed from among civil servants (citizens).

2. The federal personnel reserve is formed by the federal state body for the management of the public service to fill the positions of the federal civil service of the highest, main and leading groups in the manner determined by the President of the Russian Federation.

3. The personnel reserve of the constituent entity of the Russian Federation is formed by the state body for managing the civil service of the constituent entity of the Russian Federation to fill the positions of the civil service of the constituent entity of the Russian Federation of the highest, main and leading groups of civil servants (citizens) included in the personnel reserves of state bodies of the constituent entity of the Russian Federation.

4. The personnel reserve of the federal state body and the personnel reserve of the state body of the constituent entity of the Russian Federation (hereinafter also referred to as the personnel reserve of the state body) are formed by the relevant representative of the employer.

5. The inclusion of civil servants (citizens) in the personnel reserve of a state body is carried out with an indication of the group of civil service positions to which they can be appointed.

6. Inclusion in the personnel reserve of the state body is carried out:

5) civil servants to fill a vacant position in the civil service in the order of promotion - based on the results of certification in accordance with paragraph 1 of part 16 of Article 48 of this Federal Law with the consent of these civil servants;

6) civil servants dismissed from the civil service in connection with the reduction of civil service positions in accordance with paragraph 8.2 of part 1 of Article 37 of this Federal Law or the abolition of a state body in accordance with paragraph 8.3 of part 1 of Article 37 of this Federal Law - by decision of the representative of the employer the state body in which the positions of the civil service are being reduced, or the state body to which the functions of the abolished state body have been transferred, with the consent of these civil servants;

7) civil servants dismissed from the civil service on the grounds provided for by Part 1 of Article 39 of this Federal Law, with the consent of these civil servants.

7. The inclusion in the personnel reserve of the state body of civil servants in accordance with paragraphs 6 and 7 of part 6 of this article is carried out to fill civil service positions of the same group of civil service positions, which includes the last civil service position replaced by a civil servant.

9. The inclusion of a civil servant (citizen) in the federal personnel reserve is formalized by a legal act of the federal state body for managing the civil service, in the personnel reserve of a constituent entity of the Russian Federation - by a legal act of the state body for managing the civil service of a constituent entity of the Russian Federation, and in the personnel reserve of a state body - by a legal act act of a government agency.

The personnel reserve of the state civil service is necessary for the effective implementation of the tasks assigned to it. From quality human resource depends on the stability of any federal body. The selection to the civil service personnel reserve is made on the basis of professional competition. This principle allows timely replacement vacant positions and provide federal structures highly qualified specialists.

From this article you will learn:

How is the reserve of civil service personnel formed?
What are the criteria for selecting specialists for the state personnel reserve?
what methods are used in the selection of the personnel reserve of the state civil service?

Civil Service Personnel Reserve

The state personnel reserve is civil servants who have the potential to fill a vacant position in the state structure. It consists of candidates who have successfully passed a rigorous competitive selection. During the selection, not only the professional level of specialists is assessed, but also the compliance of this level with the qualification requirements established for civil service positions.

Selection of candidates with necessary knowledge, professional characteristics, personal qualities, practical skills for the productive performance of the duties of a civil servant.

Normative base

The formation of the personnel reserve of the civil service is regulated by federal laws No. 58-FZ "On the system of 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 reserve of civil service personnel exists at several organizational levels:

federal;
federal state bodies;
subjects of the Russian Federation;
state bodies of subjects of the Russian Federation;

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:

lack of discrimination, equal access to civil service for all categories of citizens;
publicity during 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: involvement in the process of work of managers, HR specialists, educational institutions;
strategic management development of applicants, taking into account current requirements for competencies;
regular monitoring;
adoption of timely management decisions based on monitoring results;

Goals and objectives of the personnel reserve of the civil service

The state personnel reserve is being formed for the prompt replacement of vacancies in state structures. Its main goal is to train professional employees for federal bodies, develop the most demanded competencies in them, and improve their qualifications to the required level. The State Reserve allows to solve the following tasks:

prepare potential employees of government agencies for management in a constantly changing environment;
ensure the continuity of management and its succession;
improve management by selecting the most promising candidates, their training and promotion;

The main areas of work with the personnel reserve of the civil service include:

training and retraining, advanced training of employees;
assistance career growth;
rotation of civil service employees;
effective use human resource;
regular performance appraisals to assess the activities of civil servants;

Selection of candidates for the state personnel reserve

The selection of candidates for the personnel reserve of the civil service takes place on the basis of a competition. The results of the candidate's performance, his business and personal characteristics are evaluated.

In some cases, attestation commissions may take part in the formation of the state reserve. Based on the results of the certification of civil service employees, the employer makes a reasonable decision to include the candidate in one or another federal body. Note that the established procedure requires a competition, therefore, the decision of the head will be more of a recommendation.

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Who can get into the public service personnel reserve?

To the personnel reserve public service include applicants with the required level of knowledge and practical experience, allowing you to fill a free vacancy in a short time. According to federal law, the following can apply for a place:

All citizens who have passed the relevant competition;
Those who have passed the competition for filling a vacant position in the civil service;
Employees filling a vacant position in the order of promotion (according to the results of the competition);
Successfully certified specialists in the order of promotion;
Civil servants dismissed due to 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. The right to participate in the competition have adult citizens who meet the qualification requirements and speak Russian.

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 February 1, 2005, determines the list of documents required to participate in the competition.

These include: a personal statement, a completed application form, a copy of the passport, education documents, a copy work book. In some cases, you may need a medical certificate of the absence of diseases that prevent the execution official duties. If a citizen does not have the required level of qualification, he may not be allowed to participate in the competition.

When can a candidate be excluded from the public service personnel reserve?

The term of a citizen's stay in the state personnel reserve depends on the position for which he expects:

the highest group - 4 years;
main and leading - 3 years;
older and younger - 2 years;

If the specified period has expired, and the candidate has not been accepted for the desired position, the head of the civil service may extend this period or exclude the employee from the state reserve. Note that the extension of the term is allowed only once. To exclude the applicant before the expiration of the established time, other grounds will be needed.

A citizen may be excluded from the personnel reserve of the state civil service:

on the basis of a personal statement;
when there are obstacles provided for by the Federal Law "On the State Civil Service";
when committing a disciplinary offense that entailed disciplinary action;
when the position is reduced due to the abolition of the state structure;
after reaching the age limit;
by decision attestation commission about the non-compliance of the position being replaced;
after the expiration of the term of stay in the personnel reserve;
due to non-compliance individual plan training 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;
case solving;
passing qualifying exams;
writing an abstract;
group discussions;
attestation;

The selection process is in many ways 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, as a rule, is 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 state civil service consists of professionals selected on the basis of a competition, who have undergone special training and have the necessary professional and personal competencies. Selection for the state reserve is carried out with the help of the most modern techniques. Its formation takes place exclusively in accordance with the requirements of the law.

All this makes it possible to select the best specialists to work in state structures, to fill vacant positions effectively and in a timely manner, to provide federal structures with professional employees.

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