Competition for inclusion in the personnel reserve. Formation of a personnel reserve - why is it necessary? In whose name the application is written to the personnel reserve of the prosecutor's office

In the modern world, the way the labor market in Russia is developing entails negative changes in companies. It is worth noting that job applicants often show rather low results of their work and professionalism.

Why is it necessary to form a personnel reserve?

Therefore, now there is a situation where organizations, in order to get a good specialist in their department, are trying to lure him from another competitive organization. In particular, this method is used to attract industry-leading professionals. However, it should be noted that without a well-established system of work with personnel within the company itself, it may have problems with the recruitment of ordinary ordinary specialists, as well as with their retention. As it has already become clear, it will be said about the main resource of the company - the personnel reserve.

As a rule, all enterprises allocate certain groups of specialists who have an understanding of his business, and also have great potential for further development. It is these employees who can later be appointed to senior positions in the company. In addition, if the need arises, these personnel will be able to perform additional functions in their own and related direction, while doing work with a high level of quality.

Also, the creation of a personnel reserve is necessary in order to minimize the cost of searching, as well as the subsequent training of young specialists.

Since their role will already be performed by trained specialists of the company, who, as a result of their promotion, will significantly increase their loyalty to the enterprise. To summarize, the process of forming a personnel reserve in a company is necessary in order to prepare selected capable specialists through the measures taken for their further appointment to managerial functions.

Getting started, criteria

As a rule, in order to create in an organization good system selection and training must adhere to several well-established provisions:

There is a need within the organization to fill the position;
The selected applicant must fully meet the requirements of the position held;
The selected applicant must have motivation for further professional growth and development within the company.

After the command was given to form a personnel reserve of the company, the most leading positions in it are determined first of all. These can be heads of various departments, directors of individual departments, as well as chief executives. In addition, such positions may be narrow-profile, but without which the further development of the organization will not be possible. After identifying all positions, they are determined in the reserve. The number of such positions may vary depending on the size and activities of the company itself.

It should be noted what qualities a specialist should have in order to be included in the personnel reserve:

His ability, in case of need, to transfer to a branch of the organization in another locality;
Great stress resistance and practical immunity to emerging large loads;
General comparison and similarity of the applicant under consideration with the image of the future leader;
The applicant must show a high result in his current position;
After an interview in the personnel department, it is necessary to determine whether such an applicant is capable of occupying a leadership position or, on the contrary, he will be too soft.

As a rule, there is a certain sequence of actions that provides the greatest result when creating a personnel reserve. Let's analyze them in more detail:

Make a list of the needs of the organization in leadership positions for the next five years;
Create a database and refine it in order to be able to view all the current reservists of the company;
Predict the percentage of dismissed specialists after an event is held to test their knowledge (attestation);
Identification of specialists who perform the duties of a manager who will be able to work in other areas.

Let us note the importance of the fact that the specialists who are listed in the reserve over time occupy the positions for which they were trained and grow in professionally. Otherwise, this employee may burn out and, as a result, he will lose faith in the company.

When carrying out measures to create a personnel reserve in a fairly young company, a number of mistakes can be made, which later will have a negative impact on its activities and the quality of specialists who have taken leadership positions. Let's list the most common:

Carrying out a formal selection for the enrollment of employees of the company's reserve, in which a general assessment and baggage of their knowledge is not carried out. The result of such negligence may be the appointment of inept employees who, due to their personal qualities, cannot at all occupy managerial positions;
The complete absence of a motivation system for future candidates or its incorrect implementation;
Unrealized feedback from an employee who was not selected for the personnel reserve. The result may be a decline in loyalty to the enterprise;
After the selected employees have passed special preparatory courses, but later, if they do not get the desired position and waste their time, then their confidence in such a company will decrease significantly.

It is worth noting that if the company, due to the scope of its activities, has a rather high employee turnover rate, then the formation of a personnel reserve in such circumstances does not make sense.

Stages of formation of a personnel reserve

There are currently four step-by-step steps to building a well-functioning system. They may vary depending on the established financial situation in the enterprise, as well as the specific tasks to be implemented:

The first stage usually takes place in the preparation by the staff of the department of a thorough analysis of the emerging need for replacement during the period over a five-year period;
The second stage involves the development of a selection system. A competition is also held at it, at which future reservists will be selected;
The third stage contains the provisions according to which the selected employees will undergo various trainings, thanks to which personal and professional quality necessary for managerial position. In addition, they need to ensure meetings with teachers and trips to various conferences;
The fourth stage includes the passage of internships by trained employees. And it is here that they will be entrusted with a leadership position for some time, the results of which will draw appropriate conclusions about the suitability of this specialist.

The main tasks to be solved during the procedure

Note that the most important task in the formation of the personnel department is, first of all, to increase the profit received by the company.

This is due to the fact that as a result of the training of employees and their acquired high professionalism, the business tasks of the organization will be performed in a shorter period of time, while at a different level of quality. Especially if the company has a trained talent pool, it will take much less time to achieve its goals.

In addition, the chances that the accumulated information will be lost by the manager are significantly reduced. This is due to the fact that the employee who is in the reserve will undergo practice under the supervision of an experienced employee, and only after he learns all the subtleties will he be able to take on all the duties of a leader.

It is important to know that the presence of a personnel reserve in the enterprise, as well as the opportunity to get into its list of ordinary employees, significantly increases their motivation for the high-quality performance of their tasks. job duties. With a well-functioning system, an organization can carefully manage the movement of employees through job assignments.

In contact with

Control Federal Service bailiffs for Perm region ANNOUNCES A COMPETITION

for inclusion in the personnel reserve for replacement vacancies state civil service.

Qualification requirements:

To the level of professional education: higher legal education;

To work experience: to experience: 2 years of civil service or 4 years of experience in the specialty in a similar position;

Professional knowledge: Constitution

Professional skills: leadership work; prompt adoption and implementation of managerial and other decisions; predicting the consequences of decisions made; ensuring the fulfillment of the tasks set by the leadership of the FSSP of Russia; planning your work and activities structural unit, effective distribution of working time; control over the implementation of activities by a structural unit, over the execution of instructions; determination of persons responsible for the preparation of draft documents; implementation of the examination of draft acts; motivation of the team to achieve results and analysis of the effectiveness of its activities; exactingness to subordinate employees; possession of constructive criticism; establishment of business interpersonal relations in the team; timely identification of circumstances that may lead to a conflict of interest, and taking measures to prevent it; work with normative legal acts and their practical application; taking into account the opinions of colleagues and subordinate employees in the work; selection and placement of personnel (within their competence); delegation of authority; work with official documents, including those containing information constituting a state secret, if execution official duties associated with the use of such information; reference business negotiations; public speaking; interaction with state, municipal and other bodies and organizations; organizing the preparation of draft normative legal acts and other documents; maintaining official correspondence, preparing business correspondence; editing draft documents; systematic improvement of the level of their professional training; use of modern office equipment and software; work with internal and peripheral devices of a computer, with information and telecommunication networks, including the Internet, in operating system; management email; work in a text editor spreadsheets; preparation of presentations, use of graphic objects in electronic documents; work with databases.

Qualification requirements:

To the level of vocational education:

for a bailiff - executor (higher legal, economic education),

for a bailiff for OUPDS (higher professional education, secondary vocational education),

for the chief (leading) specialist-expert (interrogating officer) (higher legal education),

for the main (leading) specialist-expert in maintaining a deposit account (higher economic education).

To the level of professional knowledge: Constitutions Russian Federation; federal constitutional laws, federal laws, decrees of the President of the Russian Federation, resolutions of the Government of the Russian Federation, other regulatory legal acts and official documents regulating the relevant area of official activity; fundamentals of the legislation of the Russian Federation on combating corruption; fundamentals of management and organization of labor; business rules; the procedure for passing the civil service; norms business communication; official regulations of the Federal Bailiff Service; the procedure for working with official information, including information containing information constituting a state secret, if the performance of official duties is associated with the use of such information; labor protection rules and fire safety; forms and methods of work with the use of automated controls; hardware and software; opportunities and features of the use of modern ICT in government bodies, including the use of interdepartmental document management capabilities; general issues in the field of information security.

Professional skills: work in the field corresponding to the direction of activity of the structural unit; prompt adoption within the competence independent decisions on business matters; analysis and forecasting of the results of the activities of the structural unit in the framework of the performance of official duties; ensuring the fulfillment of the tasks set by the leadership of the FSSP of Russia and the immediate supervisor, performance discipline; effective planning of their work and distribution of official time; work with normative legal acts and their practical application; work with official documents, including those containing information constituting a state secret, if the performance of official duties is associated with the use of such information; preparation of draft acts of the FSSP of Russia; maintaining official correspondence, preparing business correspondence and other documents; implementation of the examination of draft acts; possession of methods of interpersonal relations, taking into account the opinions of colleagues in the work; interaction with state, municipal and other bodies and organizations (within the competence); systematic improvement of the level of their professional training; use of modern office equipment and software; work with internal and peripheral devices of the computer, with information and telecommunication networks, including the Internet, in the operating system; email management; work in a text editor, with spreadsheets; preparation of presentations, use of graphic objects in electronic documents; work with databases.

Forms of documents are posted on the management website: http://r59.fssprus.ru

All copies of documents must be certified or confirmed by the originals.

Documents accepted from 06/17/2013 to 07/07/2013.

Reception of documents from 10.00 to 13.00.

at the address: 614066, Perm, st. Soviet Army, 28 tel. 220 11 23.

Conditions and procedure for admission to the federal state civil service

All citizens of the Russian Federation who have reached the age of 18 have the right to participate in the competition, and for the position of a bailiff - the age of 21 (Article 3 federal law dated July 21, 1997 No. 118-FZ “On bailiffs”) who speak the state language of the Russian Federation and, in accordance with the established legislation of the Russian Federation on the state civil service, qualification requirements to a vacant position in the civil service (Article 12 of the Federal Law of July 27, 2004 No. 79-FZ "On the State Civil Service of the Russian Federation", Decree of the President of the Russian Federation of September 27, 2005 No. 1131 "On qualification requirements for the length of service of the state civil service ( public service other types) or work experience in the specialty for federal civil servants”).
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.
An applicant for filling a position in the civil service may be denied admission to participate in the competition if he does not meet the qualification requirements for a vacant position in the civil service, or if he cannot be accepted into the civil service due to the restrictions established by Art. 16 of the Federal Law of July 27, 2004 N 79-FZ "On the State Civil Service of the Russian Federation". An applicant for a civil service position who is not allowed to participate in the competition has the right to appeal this decision to the court.

A civil servant who has expressed a desire to participate in the competition sends an application addressed to the representative of the employer. The Department of Civil Service and Personnel of the Office provides him with the receipt of the documents necessary for participation in the competition.
With the consent of a citizen (civil servant), a procedure is carried out for obtaining his access to information constituting state and other secrets protected by law, if the performance of official duties in the position of the civil service, for which the citizen (civil servant) is applying, is associated with the use of such information.
A citizen (civil servant) is not allowed to participate in the competition due to his non-compliance with the qualification requirements for a vacant position in the civil service, as well as in connection with the restrictions established by the legislation of the Russian Federation on the civil service for entering the civil service and its passage.
The above documents are submitted to the state body within 21 days from the date of the announcement of their acceptance.
Untimely submission of documents, their submission not in full or in violation of the rules for registration without a good reason are grounds for refusing to accept a citizen.
In case of untimely submission of documents, their submission not in full or in violation of the rules for registration for a good reason, the representative of the employer has the right to postpone the deadlines for their acceptance.

In case of compliance with the qualification requirements, the candidate is included in the personnel reserve for the declared category and group of positions. The decision to fill a vacant position in the civil service with a civil servant (citizen) who is in the personnel reserve is made by the representative of the employer.

Candidates who participated in the competition are informed about the results of the competition in writing within 7 days from the date of its completion. The notification is drawn up in a free form and signed by the chairman of the commission. Information about the results of the competition is posted on the website.
Documents of the participants of the competition may 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 Department of Civil Service and Personnel of the Office, after which they are subject to destruction.
The decision of the competition commission may be appealed in accordance with the legislation of the Russian Federation.

Many companies have experience in creating a personnel reserve. But he is not always successful. If the company cannot offer attractive terms to the reservist, then it may happen that he leaves the company. Therefore, before creating a personnel reserve, it is necessary to consider all measures of employee motivation: material motivation, career ladder, development program, etc. On the one hand, enrolling in the personnel reserve in itself is already a good motivation, because. the employee understands that he is highly valued. But a month, six months, a year will pass, and he is still in the same position with the same salary, but with increased self-esteem. In the end, unsatisfied ambitions will force him to find another company where he can realize himself. Personnel reserve- this is a whole system, in the creation of which the whole company must participate, otherwise there may be a threat of "leakage of valuable personnel".

Everybody Needs Gold

Every leader wants to have at least good, and preferably the best, employees working in his company. You can select only the best employees (which sounds almost fantastic), or you can find employees with high potential in your ranks and grow to right level. It is for this purpose that the personnel reserve of the company is being created.

There is no doubt that in every company it is necessary to single out and further encourage the most valuable and effective employees. There are employees who support entire areas of activity and the work of departments, and there are those who accompany their activities, and whose replacement is unlikely to be noticeable. We will turn our attention to the category of valuable and highly effective employees of the company.

In itself, the concept of "personnel reserve" is known to the absolute majority, and it seems to be completely clear why it is needed.

The main objectives of creating a personnel reserve, as a rule, are:

Meeting the needs of business in qualified personnel;
Decreased staff turnover (more precisely, the turnover of the most valuable employees);
Increasing motivation professional activity;
Creation of conditions for professional and career development the best employees.

Also, some managers want to achieve continuity in the team with the help of a personnel reserve, i.e. preservation of experience, leadership style, values, etc.

What is a personnel reserve?

The personnel reserve is the company's employees who have the potential for development and are planned for horizontal and vertical transfers to specific positions (this is the so-called operational personnel reserve).

However, if the tasks of creating a talent pool are somewhat broader than internal selection, then the definition of a talent pool also needs to be expanded.

The personnel reserve is closely related to the company's personnel assessment system and therefore must be fully consistent with it.

In one of the large companies where I was engaged in personnel assessment, performance of professional tasks and potential were taken as the main criteria for personnel assessment. Therefore, the definition of the personnel reserve was as follows:

personnel reserve - these are employees whose level of performance of professional tasks and whose potential exceeds the requirements for their positions.

This is the most general definition. In the category of these employees, I included those whom we plan to move (horizontally or vertically), i.e. there are specific ready-made positions in the company for them.

There is also a category of employees who are valuable to the company, but for whom there is no specific position at the moment. They also need to be singled out and additionally motivated. They may well become leaders of new projects or new directions.

In addition to those listed above, successors to managers may be included in the personnel reserve if the company is working in this direction.

The only thing left to do is to create a scheme for working with a personnel reserve.

In this case, it looks like this.

Diagram 1. Scheme of work with the personnel reserve.

As you can see in the diagram, we must have a plan for the introduction of new positions before enrolling employees in the personnel reserve. Those. In advance, each manager must submit to us information about the planned vacancies in his department and the requirements.

How do employees get into the talent pool?

Before the start of the assessment, a plan for the introduction of new positions / opening of new projects is formed.

Then the staff assessment itself is carried out, during which employees are singled out who, obviously, have already grown out of their position, or have a high potential to perform more complex tasks. functional responsibilities, or expressed a desire to work in related departments, etc.

Having singled out such a group of people, we turn to the plan for the introduction of new positions and select suitable people for the planned vacancies.

The manager in whose department a new vacancy will be opened or will be implemented new project, conducts interviews with an employee applying for inclusion in the personnel reserve, for compliance with his requirements for the position. Based on the results of the interview, the employee is either included in the reserve for a specific position, or transferred to the reserve without specifying a specific position.

No more than three employees can apply for one position / project management. One employee can apply for no more than two positions.

Employees who received high scores according to the results of the annual assessment and who did not fit any of the proposed positions for employees of the personnel reserve can apply for admission to the personnel reserve without specifying a specific position. These employees may apply for a specific position in the event of an unplanned introduction of new positions, or the vacating of existing positions.

Also, according to the results of the assessment of employees, each manager must choose two successors from among his immediate subordinates. However, problems may arise here: a manager may not have two subordinates (it's funny, but this is large companies not uncommon), or they may not be suitable as his successors. This decision is at the discretion of the manager.

Successor - a person who has the knowledge, skills and abilities to perform the functional duties of the head in the event of his absence (both temporary absence and dismissal / transfer to another position). Successors can and should be delegated certain functional responsibilities. The best employees of the unit according to the results of the annual assessment can apply for the position of successor.

So, in our personnel reserve, three groups of employees were formed: with an indication of a specific position, without an indication of a specific position, and successors to managers. There may already be confusion: can an employee belong to several categories, because we choose the best to fill vacancies, and the leader chooses these best to train successors. Therefore, it is necessary to register all possible options. And, of course, the employee must decide for himself what is more important to him, more interesting, etc. But the allocation of a separate category of "successors of the leader" is quite rare. With the other two categories, there should be no difficulty.

Regarding the reservists without specifying a specific position, discussions were held for a long time. The main question was: if we do not have a position, why would we spend money and time on these employees. However, in the end, the managers came to the conclusion that these employees need to be additionally motivated and retained in the company, because. their potential is high and can be effectively used.

Because in a company like separate direction work were allocated to the successors of the leaders, it turned out that most of those who fell into the reserve without specifying a specific position moved to the rank of successors. But still, we can't plan everyone for leadership positions, if only because not everyone can and wants to be leaders.

Reservists with an indication of a specific position can be divided into several subgroups:

Reserve for top positions (rather an exception, because this position is more often selected personally CEO and mostly for their own reasons);

middle management reserve;

Reserve of specialists (the main category to work with, because they have the largest number of training programs, they are easily replaceable, there are more opportunities for their careers. These are future heads of departments, managers, project managers, etc. .).

After enrolling in the personnel reserve, the employee, together with the manager, draws up his own plan for professional development.

The plan for employees enrolled in the personnel reserve with an indication of the position must be agreed with the head in whose unit the opening of the position / project is planned, and he also controls the implementation of the plan.

For employees who are enrolled in the personnel reserve without specifying the position, a plan is drawn up aimed at developing general management skills, or at developing professionally. important qualities. With this category, work is carried out individually by the immediate supervisor (compensation packages, delegation of some tasks, training, etc.).

A professional development plan is also drawn up for successors to the manager. Based on the results of the implementation of the professional development plan, a decision is made on the appointment or retention / expulsion of an employee from the personnel reserve.

To determine if an employee is ready for a job new position, the manager may decide to conduct an additional assessment.

Such a scheme of interaction was built in the company after the personnel attestation was replaced by the annual personnel assessment procedure.

Based on the results of personnel certification, the company's personnel reserve was also formed. But the statistics were deplorable.

Learning from mistakes

A few years ago, an attempt was made in the company in question to maintain a single database of personnel reserve, but this did not lead to anything: the company could not offer them anything specific, and people gradually began to leave. And to develop them, to train them, to come up with special positions for them, just for them to develop, is not economically feasible.

As a result, a significant part (34.7%) of the employees enrolled in the reserve left, only 16.5% of those enrolled were transferred to the planned positions (data are shown in diagram 2).

Diagram 2.

It turned out that the employees were selected from the total number and enrolled in the personnel reserve after a rather stressful and time-consuming certification procedure, but the result was negative.

Development plans were written literally from the ceiling, because. managers did this, and they, as a rule, do not like to devote their time to such work. The money for the development of employees was not pledged and therefore the managers had a rather meager list of what they could offer reservists: self-education, training in a corporate training center (which trains everyone, and it is not at all necessary to be a reservist to get there), etc. .

When vacancies opened up, they got employees who were not in the personnel reserve (every manager wants to see the right people in his team him of people). An employee could be in the personnel reserve for an arbitrarily long time.

Since we consider enrollment in the reserve as a method of motivation, we must understand that it has its limits. The employee has already been told that he is the "chosen one", his motivation has increased for some time, his expectations and self-esteem have increased, and he is quite justifiably dissatisfied if his status or material reward does not change in any way. And soon this employee, dissatisfied with his status, begins to look for another company.

As a result, such disappointing statistics were received, and work with the personnel reserve was stopped.

After changing the personnel assessment system, the HR director decided to resume work with the personnel reserve, because employees needed to be motivated.

The first question that was raised by the evaluators was financial: how much the company is willing to allocate funds (and whether it is willing to pay for this “pleasure” at all).

The development options for reservists were significantly expanded: external training, internships, closer interaction with the leader, independent projects, etc. were included. depending on the position.

And most importantly, work with the personnel reserve was fully controlled by personnel assessment specialists. They had to collect information not only about vacancies and employees who fell into the reserve, but also control the quality and timeliness of writing development plans and their implementation. The movement of the personnel reserve was also monitored and it was controlled that a reservist got into the opening vacancy (if he applied for it, of course). Periodic evaluation of the competencies of the reservists was carried out so that the dynamics of development was visible, while the evaluation methods became more complicated.

That. work with the personnel reserve became transparent and clearly controlled, which undoubtedly led to a positive result.

However, it is worth recognizing that even though inclusion in the personnel reserve is more of an intangible motivation, without finance this work will not bring any result. If the company is not ready to allocate funds for the selection and development of the best employees, then you should not engage in the formation of a personnel reserve. Otherwise, the consequences may be directly opposite to expectations.

Work with the personnel reserve affects the entire company. Every leader should take part in it and understand why this is all necessary. It is impossible to control everything, and it is unlikely that total control is the best way to motivate. Therefore, it is necessary to conduct a constant educational work with leaders and overcome resistance, as It is the position of the leader that has the greatest influence on the development of his employees.

-1

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

The regulation regulates the formation of a personnel reserve, work with the personnel reserve and the exclusion of citizens and civil servants from the personnel reserve. At the same time, it concerns only the personnel reserve of a federal state body (the law on 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 Regulation specifies the goals and principles of the formation of the 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 state body and the state information system in the field of public service in the information and telecommunications network "Internet" in the manner determined by the Government of the Russian Federation.

As for the procedure for the formation of a personnel reserve, in this aspect, the Regulation basically repeats the norms of Art. 64 of the Federal Law "On the State Civil Service of the Russian Federation". Among the few important novels in this section are:

Clarification that civil servants (citizens) who did not become winners of the competition for filling 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, which included the vacant position of the federal civil service, for which the competition was held;

The ban on inclusion in the personnel reserve cannot be included in civil servants who have disciplinary sanctions provided for in paragraph 2 or 3 of part 1 of Art. 57 or paragraph 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 Regulation for the first time regulates in detail the procedure for holding a competition for the personnel reserve. The competition should be held in accordance with the unified methodology for holding competitions for filling vacancies 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 (currently not approved yet).

The competition is held by a competition commission formed in the federal government agency. It 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.

The Regulation provides for the mandatory posting 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 of 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 representative of the employer. The competition is held no later than 30 calendar days after the day of completion of acceptance of documents for participation in the competition. Not later than 15 calendar days before the date of the competition, the federal state body posts 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.

During the 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 individual interviews, questionnaires, group discussions , writing an essay or testing on issues related to the performance of official duties for the positions of the federal civil service, for inclusion in the personnel reserve for the replacement of which candidates apply.

Competitive procedures and a meeting of the tender commission are held in the presence of 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 the positions of the federal civil service of the corresponding group or refusal to include the candidate (candidates) in the personnel reserve.

Messages on the results of the competition are sent in writing to candidates within 7 days from the date of its completion. Information on the results of the competition is also posted within the specified period on the official websites of the federal state body and the state information system in the field of civil service on the Internet.

According to the results of the competition, no later than 14 days from the day the decision was taken by the competition commission, a legal act of the federal state body is issued on inclusion in the personnel reserve of the candidate (candidates) in respect of which (whom) the corresponding decision was made.

The issues of organizing work with the personnel reserve (which in practice cause the most number of questions) are resolved in the Regulation very briefly. In fact, it only establishes that 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. In addition, the Regulation states that for each civil servant (citizen) included in the personnel reserve, a subdivision of the federal state body for public service and personnel prepares a certificate in the form approved by the Government of the Russian Federation. This certificate reflects all information about the activities for professional development civil servant.

Finally, in the Regulations, for the first time, exhaustive list grounds for the exclusion of civil servants and citizens from the personnel reserve (personal application; appointment to the position of 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, etc.).

Modified date: 07/04/2019 10:47

Here you can find answers to questions related to entering the civil service.

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

How is civil service recruited?
Entry into the civil service and filling vacant positions is carried out in accordance with Article 22 of Federal Law No. 79-FZ on a competitive basis, unless otherwise provided by the said law.
You can get acquainted with the announcements of ongoing competitions on the website of the Government of the Novosibirsk Region in the section "State Civil Service", subsection "Competitions".

In what cases can participation in the competition for filling a vacant position in the civil service / competition in the personnel reserve for filling a vacant position in the civil service be refused?
An applicant for filling a civil service position may be denied admission to participate in the competition due to non-compliance with the qualification requirements for a vacant civil service position, as well as due to restrictions for entering the civil service and its passage, provided for in Art. 16 of Federal Law No. 79-FZ. An applicant not allowed to participate in the competition has the right to appeal against this decision in accordance with the law.

Is it possible to simultaneously participate in several competitions for filling a vacant position in the civil service / competitions in the personnel reserve for filling a vacant position in the civil service?
Yes.

I have dual citizenship. Can I join the civil service?
No, unless otherwise provided by an international agreement. If you have Russian citizenship and citizenship of another state, everything will depend on the existence of an agreement or agreement on the settlement of dual citizenship issues between Russia and another state.

I am registered as individual entrepreneur. Can I participate in a competition to fill a vacant civil service position or a competition for a personnel reserve to fill a vacant civil service position?
Yes, you can, because carrying out entrepreneurial activities in accordance with Article 16 of Federal Law No. 79-FZ is not a restriction for entering the civil service. However, Art. 17 of Federal Law No. 79-FZ prohibits a civil servant from carrying out entrepreneurial activity, in connection with which the citizen is obliged to stop it when entering the civil service.

What is the age limit for joining the civil service?
To enter the civil service, you must reach the age of majority (18 years). The age limit for civil service is 60 years. The current legislation does not provide for the entry into the civil service of persons who have reached the age of 60. Reason: Article 25.1 of Federal Law No. 79-FZ.

Can I pick up the documents submitted for participation in the competition?
Yes, the candidate can pick up the documents upon written application within three years from the moment they were presented.

For what period is the Conclusion on the form 001-GS / y valid for the presence (absence) of a disease that prevents entry into the state civil service of the Russian Federation and municipal service or its passage?
This Conclusion is valid for one year from the date of its receipt.

What is the difference between a competition for filling a vacant civil service position and a competition for a personnel reserve to fill a vacant civil service position?
When holding a competition for a personnel reserve to fill a vacant position in the civil service, as a rule, the competitive position is not vacant. The competition is held in order to form a personnel reserve of persons whose skill level and personal qualities meet the requirements for a competitive position. In the event that a competitive position becomes vacant, it may be replaced by a person in the personnel reserve.

In addition to the decision on the presence / absence of the winner of the competition, the commission may also decide to include in the personnel reserve persons whose level of qualification and personal qualities were highly appreciated by the results of voting by the members of the commission.

Personnel reserve in the state civil service and managerial personnel reserve

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 of the 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?
A personnel reserve in the civil service is being created to promptly 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 meeting the qualification requirements 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:

citizens - based on the results of a competition for inclusion in the personnel reserve of a state body;
citizens - based on the results of a competition for filling a vacant position in the civil service with the consent of these citizens;
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;
civil servants to fill a vacant position in the civil service in the order of promotion - based on the results of a competition for filling a vacant position in the civil service with the consent of these civil servants;
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;
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 servants.

Thus, the inclusion of citizens in the personnel reserve of the state body is based on 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?
If he meets the qualification requirements for this position, yes. 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.

Reason: 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).

What is the difference between the reserve of managerial personnel and the personnel reserve in 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 managerial personnel reserve of the Novosibirsk Region is a group of promising specialists with the necessary professional, business and personal qualities who have shown themselves positively in their professional activities and are intended to fill vacant positions in the field of state and municipal government.

The personnel reserve in the civil service is formed to promptly fill vacant positions in the civil service in accordance with the law.