Which government body forms the personnel reserve? We are forming a personnel reserve for the civil service

Other 27.05.2020

Other

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.

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. Federal Personnel Reserve 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. He must take into account the specifics of preparation management personnel with practical work 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 good results, it is necessary to take into account strategic objectives organization and its financial capabilities.

For the civil service, the base is formed exclusively from government civil servants and employees state corporations and organizations. This allows us to simplify the selection procedure to some extent.

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

During competitive tests, it is determined how well candidates meet the requirements established by law, and the level of their professional qualities, education, and work experience is assessed. But not only these characteristics are taken into account. Great attention is paid to knowledge of the basics of management, the ability to direct, coordinate and control the work of subordinates, the ability to quickly navigate the environment and make decisions. In addition, it is necessary to take into account business qualities: responsibility, dedication, demanding of oneself and subordinates, and so on. To evaluate internal and external candidates use different methods: testing, cases and the like. This helps to form a maximum understanding of the level of professional and personal qualities 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, absence in normative legal acts competitive procedures, 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. HR sometimes doesn't have a clear understanding professional activity 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, lack of understanding and understanding of the tasks at each stage of formation lead to the appearance on the ground of employees 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.

Instructions

Be in personnel reserve e any large company - bring yourself a few steps closer to new career achievements. Recruiting professionals are sure: even if you are completely satisfied with your current position, you may still be in a conditional search for a more prestigious and profitable place. First, conduct a thorough monitoring of the companies in the city where you would like to work. Make a comprehensive sample using any electronic, business almanac or "yellow pages" of your city. Make inquiries about the most attractive companies from the point of view of potential work. Use the Internet, publications in the press, as well as thematic forums (on websites about the life of your city). This way you can get an objective idea of internal environment selected company. Make a list of companies, potential positions within them, and list your key takeaways and notes.

The next call to the company's personnel service should be only in a few months. Perhaps during this time they will appear, but your resume will be lost, or the employee who was involved will change by human resourses previously. If necessary, resend your resume.

Sometimes personnel reserve is also formed within the company in which you already work. IN in this case it has a slightly different meaning. The company's management creates such reserve, if expansion or introduction of new positions is planned. Since they already know you, a resume is not required. However, you will be asked to fill out additional forms and take tests. If you learn about the formation of personnel reserve but on your own, take the initiative and propose your candidacy. To do this, draw up a document for management that reflects your vision. own development within the company, as well as the new functionality that you are ready to take on.

note

Don't be annoying: if you are in the personnel reserve, you shouldn't remind yourself too often. If they are really interested in you, they will find you as soon as your services are needed.

Helpful advice

Big company is not always synonymous with success. Many large enterprises have low wages and difficult working conditions. Be sure to find out such factors before rushing to the personnel reserve of a given company.

Sources:

Instructions for writing a resume.

Joining the personnel reserve large enterprise- this is a potential opportunity at any time to make a breakthrough, to take a position that can subsequently have an impact on your future career, to become a real “lucky ticket” in professional life. What can we say about the personnel reserve of the highest authorities of the country, the reserve of the President of Russia himself.

Today, almost any resident of the state has the opportunity to get into the personnel reserve of the President of Russia thanks to a special program approved by the government at the end of the 2000s for the admission of specialists who are potential candidates for leading positions at the federal level. The so-called presidential hundred and presidential thousand, as a rule, include representatives of regional and local authorities, scientific luminaries, leading businessmen, members of public and educational organizations.

Composition of the personnel reserve

The reserve usually includes not very well-known names of people who have shown themselves to be the best side in the field entrusted to them. To form such an honorable reserve, a special commission is created, about a hundred people, authorized to select more than a thousand candidates from all areas under consideration public life.

Required terms for all applicants is the age limit (each candidate should not be younger than 25 and at the same time older than 50 years), the appropriate level of education and qualifications in their field. This may include business directors, committee chairmen, governors, financial and general directors, rectors, senior researchers, economists and many other specialists. Party affiliation and gender do not matter in the issue under consideration.

Accordingly, it can be assumed that the more often a surname appears in expert recommendations, the greater the person’s chances of entering the lucky hundred or thousand of the personnel reserve.

Candidate Prospects

The generated lists are subject to annual revision; changes may occur during the period, for example, if the lucky person has compromised himself in the eyes of the public.

At any moment, each member of the hundred presidential reserve can be offered for the vacant position of governor or, for example, authorized representative President, Advisor.

All generated lists are published on a special Kremlin website dedicated to this issue. Until today, the competence of the persons selected for important government posts has not cast doubt on the correctness of the decision to form such a structure of the presidential reserve. Moreover, courses and training seminars prepare a truly high-quality theoretical and practical basis for applicants to perform important government functions.

The details of the formation and use of the personnel reserve are regulated by Article 64, as well as the Regulations on the personnel reserve, approved by Decree of the President of the Russian Federation dated March 1, 2017 No. 96.

What is a personnel reserve and why is it needed?

The personnel reserve is a database that stores information about specialists who are ready, if necessary, to fill vacant positions in the public service. Candidates presented in this database undergo a strict competitive selection, during which their qualification level is assessed, as well as its compliance with the requirements of employers. It follows from this that the personnel reserve is formed for the purposes of:

ensuring equal access of all citizens to vacant positions in the civil service;
timely replacement of vacant jobs;
formation of a base of highly qualified personnel;
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 the competition to fill a vacancy;
state employees filling a vacancy in order of promotion based on the results of a competition;
specialists who have successfully passed certification;
civil servants dismissed due to the abolition of a government agency or staff reduction;
specialists who lost their jobs due to circumstances beyond the control of the parties.

All adult citizens who meet the qualification requirements of the employer and speak Russian can participate in the competition. To participate in the selection, you must provide the following documents:

application for participation;

Application form for participation in the competition

a completed application form with a photo;

Sample application form (may vary depending on the agency conducting the recruitment)

a copy of an identity document;
notarized copies of documents confirming education, qualifications and experience (diplomas, certificates, work book).

This list is not exhaustive as in some cases organizers may require you to provide additional documents. For example, a medical certificate confirming the absence of diseases that interfere with the performance of professional duties.

How candidates are selected

When selecting applicants, they use various techniques. For example, testing, certification, exams, business games, group discussions, etc. But at the first stage there is always an interview, the questions for which are strictly regulated and agreed in advance with the management of the employing organization. Quite often used psychological methods analysis of the business and personal qualities of a specialist.

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 highest group- 4 years, main and leading - 3 years, eldest and junior - 2 years. After the expiration of the specified periods, the applicant may be excluded from the list or the period of stay on it may be extended once by the employer.

An applicant may also be excluded from the list for the following reasons:

personal statement;
disciplinary offense;
job reduction due to the abolition of a government agency;
achievement age limit;
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

Association of Managers Many people want to be included in the personnel reserve list 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.

Personnel reserve of the state civil service

The candidate’s performance results, business and personal characteristics are assessed. In some cases, certification commissions may take part in the formation of the state reserve.

Based on the results of certification of civil service employees, the employer accepts an informed decision on the inclusion of a candidate in the personnel reserve of a particular federal body. Note that established order requires a competition, therefore, the manager’s decision will be more of a advisory nature.
Read also: Who can get into the civil service personnel reserve? The civil service personnel reserve includes applicants who have the necessary level of knowledge and practical experience that allows them to fill a vacant position in a short time.

Main competition. how to get into the Moscow personnel reserve

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;
decision of the certification commission on the inadequacy of the position being filled;
refusal to improve qualifications.

Personnel technologies in the state civil service In addition to creating a database of specialists, there are other methods for increasing the efficiency of government organizations. One of these methods is personnel rotation in the state civil service.
Its process is regulated by Article 60.1 of Federal Law No. 79 of July 27, 2004. Rotation in this case implies horizontal movement of employees across jobs.

Important

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 Formation of a personnel reserve in the state civil service has a number of difficulties.

Attention

We are forming a personnel reserve for the civil service

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 Alexander Avdeev. But he has already met 2016 as 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.

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.

How to get into the civil service reserve in Moscow

Nowadays various HR technologies, 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 official appointment. Having positive management experience will only increase your chances of getting on the “gold list”. About the structure The personnel reserve of the federal civil service consists of three levels:

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;
Base.

For example, testing, certification, exams, business games, group discussions, etc. But at the first stage there is always an interview, the questions for which are strictly regulated and agreed in advance with the management of the employing organization.

Quite often, psychological methods of analyzing the business and personal qualities of a specialist are used. Exclusion from the personnel reserve Depending on what 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.
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.

Goals of forming a personnel reserve for the civil service 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, the necessary skills and abilities.

A personnel reserve is nothing more than a database of successful candidates. When an organization needs to fill a vacancy, you can start your search from this list.

In accordance with Decree of the Mayor of Moscow dated August 28, 2012 No. 55-UM “On personnel reserve in the state civil service of the city of Moscow”

2. Citizens who have reached the age of 18 and speak the state language have the right to participate in the competition Russian Federation and meeting the qualification requirements for civil service positions to fill civil service positions established by the legislation on the state civil service.
2.2.1. A civil servant who has disciplinary action, provided for in paragraph 2 or 3 of part 1 of Article 57 or paragraph 2 or 3 of Article 59.1 of the Federal Law of July 27, 2004 N 79-FZ "On the State Civil Service of the Russian Federation"
2.3. The competition consists of assessing the professional level of candidates for inclusion in the personnel reserve (hereinafter referred to as the candidate) admitted to participate in the competition, their compliance with the qualification requirements for a civil service position to fill a civil service position.
2.4. When holding a competition, the competition commission evaluates candidates on the basis of competitive procedures using non-contradictory federal laws and other regulatory legal acts of the Russian Federation, methods for assessing candidates, including analysis of resumes and biography, interviews, questionnaires, testing, including remote testing (online), conducting group discussions, solving professional problem situations.
2.5. The announcement of the competition is posted on the Career Portal of the Moscow Government (http://talent.site) HR department government agency, as well as, if necessary, at one of information resources in the information and telecommunications network Internet, dedicated to issues of employment and hiring workers.
The announcement is published for a period of at least 10 calendar days and includes the following information:
a) date of placement of the advertisement;
b) name of the position, professional specialization, category and group of civil service positions;
V) brief information about a government agency;
G) qualification requirements to fill a civil service position;
e) job responsibilities;
f) conditions for performing civil service, including the approximate salary;
g) the procedure for conducting the competition, including the procedure for submitting documents to the competition in paper and in electronic format and a list of documents to be submitted;
h) the period before the expiration of which the specified documents are accepted.

a) a personal statement addressed to the employer’s representative, including consent to the processing of personal data and containing contact information(postal address, as well as email address and contact telephone number);

b) a resume or, at the candidate’s choice, a personally completed and signed application form, the form of which is approved by the Government of the Russian Federation, with a photograph attached.

2.8. The decision on the place, date and time of the competitive procedures within the second (in-person) stage of the competition is made by the employer’s representative. The employer's representative informs the candidate about the date, place and time of the competitive procedures by written message no later than 15 calendar days, or, at the candidate's choice, by message e-mail no later than three calendar days.

a) a copy work book(except for cases when official (labor) activities are carried out for the first time) or copies of other documents confirming labor (official) activities;

b) copies of documents on education and qualifications, as well as, at the request of the citizen, copies of documents confirming the increase or assignment of qualifications based on the results of additional vocational education, documents on the conferment of an academic degree, academic title, certified by a notary or the personnel service at the place of work (service).

2.9(1). Upon arrival at the competitive procedures within the framework of the second stage of the competition, candidates who are civil servants are recommended to additionally submit government agency a reference from the place of service, signed by the candidate’s immediate superior (supervisor), in paper or electronic form.
This characteristic will be additionally taken into account by the competition commission when assessing the professional and personal qualities of the candidate and making the final decision.
2.10. Based on the results of the second stage of the competition, the competition commission makes one of the following decisions:
a) include the candidate in the personnel reserve;
b) refuse to include the candidate in the personnel reserve.
2.11. Decisions of the competition commission are made in the absence of candidates.
Decisions of the competition commission based on the results of the competition are made by open voting by a simple majority of votes of its members.
In case of equality of votes, the vote of the chairman of the competition commission is decisive.
The voting results of the competition commission are formalized by a decision signed by the chairman, deputy chairman, secretary and members of the commission.
The decision shall indicate the last name, first name, patronymic, date of birth, place of work and position of the candidate, as well as the category and group of civil service positions to which he may be appointed.
2.12. Information about the results of the competition is sent to candidates in writing or, at the candidate’s choice, by email within 7 days from the date of the decision of the competition commission and is posted on the Career Portal of the Moscow Government (http://talent.site).
2.13. Expenses associated with participation in the competition (travel to and from the competition venue, rental of residential premises, accommodation, use of communication services, etc.) are covered by candidates at their own expense.
2.14. A candidate has the right to simultaneously participate in several competitions and be included in the personnel reserve by decision of the competition commissions of several government bodies.