Many companies have experience in creating a talent pool. But he is far from always successful. If the company cannot offer the reservist attractive terms, it may happen that he leaves the company. Therefore, before creating a talent pool, it is necessary to think over all measures to motivate employees: material motivation, career ladder, development program, etc. On the one hand, enrollment in the personnel reserve in itself is already good motivation since 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, unfulfilled ambitions will force him to find another company where he can realize himself. The talent pool is a whole system, in the creation of which the entire company must participate, otherwise there may be a threat of “drain of valuable personnel”.
Everyone needs a "gold reserve"
Every manager wants his company to have at least good, and preferably the best, employees. You can select only the best employees (which sounds almost fantastic), or you can find employees with high potential in your ranks and raise them to the required level. It is for this purpose that the company's personnel reserve is being created.
There is no doubt that in every company it is necessary to single out and additionally reward the most valuable and effective employees. There are employees who support whole 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.
By itself, the concept of "personnel reserve" is known to the absolute majority, and it seems quite clear why it is needed.
The main goals of creating a talent pool, as a rule, are:
- Meeting the needs of the business for qualified personnel;
- Decrease in staff turnover (more precisely, the turnover of the most valuable employees);
- Increasing the motivation of professional activity;
- Creation of conditions for professional and career growth the best employees.
Also, some managers want to achieve continuity in the team with the help of the personnel reserve, i.e. retention of experience, leadership style, values, etc.
What is a talent pool?
The talent pool is the company's employees who have the potential for development and are planned to move horizontally and vertically to specific positions (this is the so-called operational talent pool).
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 talent pool 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 involved in personnel assessment, performance of professional tasks and potential were taken as the main criteria for assessing personnel. Therefore, the definition of the personnel reserve was as follows:
talent pool - these are employees, the level of performance of professional tasks and the potential of which 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 (horizontal or vertical), 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 highlighted and additionally motivated. They may well become leaders of new projects or new directions.
In addition to the above, the succession of managers may be included in the talent pool, if the company is working in this direction.
The only thing left to do is to create a scheme for working with the 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 introducing new positions before enrolling employees in the talent pool. Those. beforehand, each manager must provide us with 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, in the course of which employees are allocated who, obviously, have already grown out of their position, or have a high potential to perform more complex functional responsibilities, or expressed a desire to work in related departments, etc.
Having identified 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 his compliance with the requirements of 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 a maximum of two positions.
Employees who have received high scores according to the results of the annual assessment and who have not been matched by any of the proposed positions for employees of the talent pool can apply for admission to the talent pool without specifying a specific position. These employees can apply for a specific position in the event of an unplanned introduction of new positions, or the vacancy of existing positions.
Also, based on the results of the assessment of employees, each manager should select two successors for himself from among his direct reports. However, problems may arise here: the manager may not have two subordinates (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.
A successor is a person who has the knowledge, skills and abilities to fulfill the functional duties of a manager in the event of his absence (both temporary absence and dismissal / transfer to another position). Certain functional responsibilities can and should be delegated to successors. The best employees of the division based on the results of the annual assessment can apply for the position of the successor.
So, in our talent pool, three groups of employees have been formed: with an indication of a specific position, without specifying a specific position, and the successors of managers. Confusion may already arise: can an employee belong to several categories, because we choose the best ones to fill vacancies, and also these best ones are chosen by the manager to train successors. Therefore, it is necessary to prescribe everything 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 "successors to the leader" is quite rare. With the other two categories, difficulties should not arise.
As for 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 waste 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 the company, as a separate line of work, the successors of the leaders were highlighted, it turned out that most of those who got into the reserve without specifying a specific position moved to the rank of successors. Still, we cannot plan all of us for leadership positions, if only because not everyone can and wants to be leaders.
Reservists with an indication of a specific position can be conditionally divided into several subgroups:
The reserve for the top positions (rather an exception, since this position is more often selected personally general manager and mostly for their own reasons);
Middle management reserve;
A reserve of specialists (the main category with which it is necessary to work, since for them there is the largest number of training programs, they are well replaceable, there are more opportunities for their career. These are future heads of departments, managers, project managers, etc. .).
After being enrolled in the personnel reserve, the employee, together with the manager, draws up his own professional development plan.
The plan for employees enrolled in the personnel reserve with an indication of the position must be agreed with the manager in whose unit the position / project is planned to be opened, and he also monitors the implementation of the plan.
For employees who are enrolled in the talent pool without specifying a position, a plan is drawn up aimed at developing general management skills, or at developing professionally important qualities... Work with this category is carried out individually by the direct supervisor (compensation packages, delegation of part of the tasks, training, etc.).
A professional development plan is also drawn up for the successors of the leader. Based on the results of the implementation of the professional development plan, a decision is made on the appointment to the position or retention / exclusion of the employee from the personnel reserve.
To determine the readiness of an employee for an appointment for new position, the manager may decide to conduct an additional assessment.
Such a scheme of interaction was built in the company after personnel appraisal was replaced by an annual personnel appraisal procedure.
Based on the results of personnel certification, the company's personnel reserve was also formed. But the statistics turned out to be deplorable.
Learning from mistakes
Several years ago, an attempt was made in the company in question to maintain a single base of the personnel reserve, but this did not lead to anything: the company could not offer them anything concrete and people gradually began to quit. And it is not economically feasible to develop them, train them, come up with special positions for them, just so that they develop.
As a result, a significant part (34.7%) of the employees enrolled in the reserve resigned, only 16.5% of those enrolled were transferred to the planned positions (the data is reflected in Diagram 2).
Chart 2.
It turned out that employees were selected from the general number and enrolled in the talent pool after a rather stressful and time-consuming certification procedure, but the result was negative.
Development plans were written literally from the ceiling, tk. managers did this, and they, as a rule, do not like to devote their time to such work. 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 you don't have to be a reservist to get there), etc.
When vacancies were opened, they were filled with employees who were not in the talent pool (every manager wants to see the necessary him people). An employee could be in the personnel reserve for as long as desired.
Since we consider enrollment in the reserve as a method of motivation, then you need to understand that it has its limits. The employee has already been told that he is “the chosen one,” his motivation has increased for a while, expectations and self-esteem have increased, and he is justifiably dissatisfied if his status or material reward does not change in any way. And soon this employee, dissatisfied with his status, starts looking for another company.
As a result, such disappointing statistics were obtained, and the work with the personnel reserve was stopped.
After changing the personnel appraisal system, the HR director decided to resume work with the talent pool, since it was necessary to motivate employees.
The first question that was posed by the evaluators was financial: how much the company is ready to allocate funds (and whether it is ready to pay for this "pleasure" at all).
The options for the development of reservists were significantly expanded: external training, internships, closer interaction with the manager, independent projects, etc. were included. depending on the position.
And most importantly, the work with the talent pool was completely controlled by the personnel appraisal specialists. They had to collect information not only about vacancies and employees who were in 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 controlled so that a reservist would get to the vacancy (if he applied for it, of course). Periodic assessment of the competencies of reservists was carried out so that the dynamics of development was visible, while the assessment methods became more complicated.
That. work with the talent pool became transparent and well controlled, which undoubtedly led to a positive result.
However, we must admit that at least the inclusion in the personnel reserve is more intangible motivation, this work will not bring any results without finances. If the company is not ready to allocate funds for the selection and development of the best employees, then it is not worthwhile to engage in the formation of a talent pool. Otherwise, the consequences can be exactly the opposite of expectations.
Working with the talent pool affects the entire company. Every leader should take part in it and understand why all this is needed. It is impossible to control everything, and it is unlikely that total control is The best way motivation. Therefore, you have to conduct constant educational work with leaders and overcome resistance, because it is the position of the leader that provides greatest influence on the development of its employees.
-1Position
on the personnel reserve of the federal state body
(approved by the President of the Russian Federation of March 1, 2017 No. 96)
I. General Provisions
1. These Regulations determine the procedure for the formation of the personnel reserve of the federal government body(hereinafter referred to as the personnel reserve) and work with it.
2. The personnel reserve is formed in order to:
a) ensuring equal access for citizens Russian Federation(hereinafter referred to as citizens) to the federal state civil service (hereinafter referred to as the federal civil service);
b) timely replacement of positions in the federal civil service;
c) assistance in the formation of a highly professional staff of the federal civil service;
d) promoting the growth of federal government civil servants (hereinafter referred to as civil servants).
3. The principles of formation of the personnel reserve are:
a) voluntary inclusion of civil servants (citizens) in the personnel reserve;
b) publicity in the formation of the personnel reserve;
c) observance of equality of rights of citizens when they are included in the personnel reserve;
d) the priority of the formation of the personnel reserve on a competitive basis;
e) taking into account the current and future needs for filling positions of the federal civil service in the federal state body;
f) the relationship between the official growth of civil servants and the results of assessing their professionalism and competence;
g) personal responsibility of the head of the federal state body (hereinafter - the representative of the employer) for the quality of the selection of civil servants (citizens) for inclusion in the personnel reserve and the creation of conditions for the growth of civil servants;
h) the objectivity of the assessment of professional and personality traits civil servants (citizens) applying for inclusion in the personnel reserve, taking into account their experience of work in federal state bodies, state bodies of the constituent entities of the Russian Federation, bodies local government, organizations.
4. The regulation on the personnel reserve is approved by a legal act of the federal state body in accordance with the Federal Law of July 27, 2004 No. 79-FZ "On the State Civil Service of the Russian Federation" (hereinafter - the Federal Law "On the State Civil Service of the Russian Federation") and by these Regulations.
5. Information about the formation of the personnel reserve and work with it is posted on the official websites of the federal state body and the state information system in the area of public service in the information and telecommunication network "Internet" (hereinafter referred to as the "Internet" network) in the manner determined by the Government of the Russian Federation.
II. The procedure for the formation of the personnel reserve
6. The personnel reserve is formed by the representative of the employer.
7. Personnel work associated with the formation of a personnel reserve, the organization of work with him and his effective use, carried out by a subdivision of the federal state body for civil service and personnel.
8. The personnel reserve includes:
a) citizens applying for a vacant position in the federal civil service:
based on the results of a competition for filling a vacant position in the federal civil service with the consent of these citizens;
b) civil servants applying for a vacant position in the federal civil service in the order of official growth:
according to the results of the competition for inclusion in the personnel reserve;
based on the results of a competition for filling a vacant position in the federal civil service with the consent of the indicated civil servants;
based on the results of certification in accordance with clause 1 of part 16 of article 48 of the Federal Law "On the State Civil Service of the Russian Federation" with the consent of the indicated civil servants;
c) civil servants dismissed from the federal civil service:
on the grounds provided for in clause 8.2 or 8.3 of Part 1 of Article 37 of the Federal Law "On the State Civil Service of the Russian Federation" - by decision of the representative of the employer of the federal state body in which the positions of the federal civil service are being reduced, or of the federal state body to which the functions of the abolished federal a state body, with the consent of the indicated civil servants;
on one of the grounds provided for by Part 1 of Article 39 of the Federal Law "On the State Civil Service of the Russian Federation", with the consent of these civil servants.
9. The competition for the inclusion of civil servants (citizens) in the personnel reserve is carried out in accordance with the norms provided for by this Regulation.
10. Civil servants (citizens) who are specified in this Regulation and did not become the winners of the competition for filling a vacant position in the federal civil service, however, whose professional and personal qualities were highly appreciated by the competition commission, on the recommendation of this commission, with their consent, are included in the personnel reserve to fill positions in the federal civil service of the same group to which the vacant position of the federal civil service belonged to which the competition was held.
11. Civil servants who are specified in these Regulations and who, based on the results of certification, are recognized by the certification commission as corresponding to the replaced position of the federal civil service and are recommended by it for inclusion in the personnel reserve to fill a vacant position in the federal civil service in the order of official growth, with their consent, are included in the personnel reserve within one month after certification.
12. Civil servants specified in these Regulations are included in the personnel reserve for filling positions in the federal civil service of the same group to which the last position of the federal civil service belonged to them.
13. The inclusion of civil servants (citizens) in the personnel reserve is formalized by a legal act of the federal state body indicating the group of positions in the federal civil service to which they can be appointed.
14. The inclusion of civil servants specified in these Regulations in the personnel reserve is formalized by a legal act of the federal state body, in which the positions of the federal civil service are reduced, or of the federal state body, to which the functions of the abolished federal state body have been transferred.
15. The personnel reserve cannot include a civil servant who has a disciplinary sanction provided for by paragraph 2 or 3 of part 1 of Article 57 or paragraph 2 or 3 of Article 59.1 of the Federal Law "On the State Civil Service of the Russian Federation".
III. Competition for inclusion in the personnel reserve
16. The competition for the inclusion of civil servants (citizens) in the personnel reserve (hereinafter referred to as the competition) is announced by the decision of the representative of the employer.
17. The competition is held in accordance with a unified methodology for holding competitions for replacement vacancies state civil service of the Russian Federation and inclusion in the personnel reserve of state bodies, approved by the Government of the Russian Federation.
18. Personnel work related to the organization and maintenance of the competition is carried out by a subdivision of the federal state body for civil service and personnel.
19. Citizens who have reached the age of 18, who speak the state language of the Russian Federation and who meet other requirements for civil servants established by the legislation of the Russian Federation on the state civil service have the right to participate in the competition. A civil servant has the right to participate in the competition on a general basis, regardless of what position he holds for the period of the competition.
20. The competition is held by the competition commission formed in the federal state body in accordance with the Regulations on the competition for filling a vacant position of the state civil service of the Russian Federation, approved by the Decree of the President of the Russian Federation of February 1, 2005 No. 112 "On the competition for filling a vacant position of the state civil service services of the Russian Federation "(hereinafter referred to as the competition commission).
21. The competition consists in assessing the professional and personal qualities of each civil servant (citizen) who has expressed a desire to participate in the competition and is admitted to participate in it (hereinafter - the candidate), based on qualification requirements to fill the relevant positions in the federal civil service.
22. On the official websites of the federal state body and the state information system in the field of civil service on the Internet, an announcement is posted on the acceptance of documents for participation in the competition, as well as the following information about the competition: the names of the positions of the federal civil service, for inclusion in the personnel reserve for the replacement of which a competition has been announced, the qualification requirements for filling these positions, the conditions for passing the federal civil service in these positions, the place and time of receipt of documents to be submitted in accordance with these Regulations, the period before the expiration of which the specified documents are accepted, the estimated date of the competition, the place and the order of its holding, other information materials.
23. A citizen who has expressed a desire to participate in the competition shall submit to the federal state body in which the competition is held:
a) personal statement;
b) a completed and signed questionnaire in the form approved by the Government of the Russian Federation, with a photograph;
c) a copy of the passport or a document replacing it (the relevant document is presented in person upon arrival at the competition);
d) documents confirming the required professional education, qualifications and work experience:
a copy work book(except for cases when official (labor) activity is carried out for the first time), certified by a notary or personnel service at the place of service (work), or other documents confirming the official (labor) activity of a citizen;
copies of documents on education and qualifications, as well as, at the request of the citizen, copies of documents confirming the improvement or award of qualifications based on the results of additional vocational education, assignment documents academic degree, academic title, certified by a notary or personnel service at the place of service (work);
e) a document confirming that a citizen has no disease that prevents him from entering the state civil service of the Russian Federation or from passing it;
f) other documents provided for by the Federal Law "On the State Civil Service of the Russian Federation", other federal laws, decrees of the President of the Russian Federation and decrees of the Government of the Russian Federation.
24. A civil servant who has expressed a desire to participate in a competition held in a federal state body, in which he replaces the position of the federal civil service, submits an application addressed to the representative of the employer.
25. A civil servant who has expressed a desire to participate in a competition held in another federal state body, submits to this state body an application addressed to the representative of the employer and completed, signed and certified by the personnel service of the federal state body, in which he replaces the position of the federal civil service, a questionnaire according to the form approved by the Government of the Russian Federation, with a photograph.
26. The documents specified in this Regulation shall be submitted to the federal state body within 21 calendar days from the date of posting the announcement of their acceptance on the official website of this body on the Internet.
27. A civil servant (citizen) is not allowed to participate in the competition if it does not meet the qualification requirements for filling positions in the federal civil service, for inclusion in the personnel reserve for the replacement of which a competition has been announced, as well as the requirements for civil servants established by the legislation of the Russian Federation on state civil service.
28. A civil servant is not allowed to participate in the competition if he has a disciplinary sanction provided for by paragraph 2 or 3 of part 1 of Article 57 or paragraph 2 or 3 of Article 59.1 of the Federal Law "On the State Civil Service of the Russian Federation".
29. Late submission of documents, their submission not in full or in violation of the rules of execution, inconsistency of the information contained in the copies of documents, their originals are grounds for refusing to admit a civil servant (citizen) to participate in the competition.
30. A civil servant (citizen), who is not allowed to participate in the competition in accordance with these Regulations, is informed by the representative of the employer about the reasons for the refusal in writing. The specified civil servant (citizen) has the right to appeal against this decision in accordance with the legislation of the Russian Federation.
31. The decision on the date, place and time of the competition is made by the representative of the employer. The competition is held no later than 30 calendar days after the date of completion of the acceptance of documents for participation in the competition.
32. The federal state body, no later than 15 calendar days before the date of the competition, posts on its official website and the official website of the state information system in the field of civil service on the Internet on the date, place and time of its holding, as well as the list of candidates and sends relevant messages to candidates.
33. When holding a competition, the competition commission evaluates candidates on the basis of the documents submitted by them, as well as on the basis of competitive procedures using non-contradictory federal laws and other regulatory legal acts of the Russian Federation methods for assessing the professional and personal qualities of candidates, including an individual interview, questionnaires, group discussions, writing an abstract or testing on issues related to the implementation of job duties on positions of the federal civil service, for inclusion in the personnel reserve for replacement of which candidates apply.
34. Competition procedures and a meeting of the competition committee are held in the presence of at least two candidates.
35. The meeting of the competition committee is considered competent if attended by at least two thirds of the total number of its members. Holding a meeting of the competition commission with the participation of only its members who fill the positions of the federal civil service is not allowed. A member of the tender committee, in the event of a conflict of interest that may affect his objectivity during voting, is obliged to declare this and must not participate in the meeting of the tender committee. Decisions of the competition commission based on the results of the competition are adopted by open voting by a majority of votes of its members present at the meeting. In case of equality of votes, the vote of the chairman of the competition committee is decisive.
36. The decision of the competition commission is made in the absence of candidates and is the basis for the inclusion of the candidate (candidates) in the personnel reserve to fill the positions of the federal civil service of the corresponding group or refusal to include the candidate (candidates) in the personnel reserve.
38. Messages on the results of the competition are sent in writing to candidates within 7 days from the date of its completion. Information about the results of the competition is also posted within the specified time period on the official websites of the federal state body and the state information system in the field of public service on the Internet.
39. Based on the results of the competition, no later than 14 days from the date of the decision by the competition commission, a legal act of the federal state body is issued on the inclusion in the personnel reserve of the candidate (candidates), in respect of whom the relevant decision has been made.
40. An extract from the minutes of the meeting of the competition committee, containing the decision of the competition committee to refuse to include the candidate in the personnel reserve, is issued by the subdivision of the federal state body for civil service and personnel to the candidate personally or, upon his written application, is sent to him by registered mail no later than three days from the date of submission of the application.
41. The candidate has the right to appeal against the decision of the competition commission in accordance with the legislation of the Russian Federation.
42. Documents of civil servants (citizens) who were not allowed to participate in the competition, and candidates who were refused inclusion in the personnel reserve, can be returned to them upon written application within three years from the date of completion of the competition. Until the expiration of this period, the documents are stored in the archives of the federal state body, after which they are subject to destruction.
43. Expenses related to participation in the competition (travel to and from the venue of the competition, rent of living quarters, accommodation, use of communication services, etc.) shall be borne by the candidates at their own expense.
IV. The order of work with the personnel reserve
44. For each civil servant (citizen) included in the personnel reserve, a subdivision of the federal state body for civil service and personnel issues a certificate in the form approved by the Government of the Russian Federation.
45. A copy of the legal act of the federal state body on the inclusion of a civil servant (citizen) in the personnel reserve or on the exclusion of a civil servant (citizen) from the personnel reserve is sent (issued) by a subdivision of the federal state body for civil service and personnel to a civil servant (citizen) within 14 days from the date of publication of this act.
46. The personal files of civil servants contain copies of legal acts of the federal state body on inclusion in the personnel reserve and on exclusion from the personnel reserve.
47. Information about civil servants (citizens) included in the personnel reserve of the federal state body is posted on the official websites of this body and the state information system in the field of public service on the Internet.
48. The professional development of a civil servant who is in the personnel reserve of a federal state body is carried out by this body on the basis of an individual plan for the professional development of a civil servant approved by it.
49. Information on measures for the professional development of a civil servant who is in the personnel reserve is reflected in the certificate specified in this Regulation.
50. Appointment of a civil servant (citizen) in the personnel reserve to a vacant position in the federal civil service is carried out with his consent by the decision of the employer's representative within the group of positions in the federal civil service, for which the civil servant (citizen) is included in the personnel reserve.
V. Exclusion of a civil servant (citizen) from the personnel reserve
51. The exclusion of a civil servant (citizen) from the personnel reserve is formalized by a legal act of a federal state body.
52. The grounds for excluding a civil servant from the personnel reserve are:
a) personal statement;
b) appointment to the position of the federal civil service in the order of official growth within the group of positions of the federal civil service, for the replacement of which the civil servant is included in the personnel reserve;
c) appointment to the position of the federal civil service within the group of positions of the federal civil service, for the replacement of which the civil servant is included in the personnel reserve in accordance with these Regulations;
d) demotion of a civil servant in the position of the federal civil service in accordance with clause 3 of part 16 of article 48 of the Federal Law "On the State Civil Service of the Russian Federation";
e) commission of a disciplinary offense, for which a disciplinary penalty was applied to a civil servant, provided for by paragraph 2 or 3 of part 1 of Article 57 or paragraph 2 or 3 of Article 59.1 of the Federal Law "On the State Civil Service of the Russian Federation";
f) dismissal from the state civil service of the Russian Federation, with the exception of dismissal on the grounds provided for in clause 8.2 or 8.3 of part 1 of article 37 of the Federal Law "On the state civil service of the Russian Federation", or on one of the grounds provided for in part 1 of article 39 of the said Federal Law ;
g) continuous stay in the personnel reserve for more than three years.
53. The grounds for excluding a citizen from the personnel reserve are:
a) personal statement;
b) appointment to the position of the federal civil service within the group of positions of the federal civil service, for the replacement of which the citizen is included in the personnel reserve;
c) death (death) of a citizen or recognition of a citizen as missing or declaring him dead by a court decision that has entered into legal force;
d) recognition of a citizen as incapable or partially capable by a court decision that has entered into legal force;
e) the presence of a disease that prevents admission to the state civil service of the Russian Federation and is confirmed by the conclusion of a medical organization;
f) reaching the age limit for the state civil service of the Russian Federation established by Article 25.1 of the Federal Law "On the State Civil Service of the Russian Federation";
g) the conviction of a citizen to a punishment that excludes the possibility of entering the state civil service of the Russian Federation, by a court verdict that has entered into legal force;
h) the withdrawal of a citizen from the citizenship of the Russian Federation or the acquisition of citizenship of another state, unless otherwise provided by an international treaty of the Russian Federation;
i) recognition of a citizen as completely incapable of work in accordance with a medical certificate issued in accordance with the procedure established by federal laws and other regulatory legal acts of the Russian Federation;
j) application to a citizen of an administrative penalty in the form of disqualification;
k) continuous stay in the personnel reserve for more than three years.
Document overview
The Regulation on the personnel reserve of the federal state body was approved.
The reserve includes citizens applying for a vacant position in the federal civil service: civil servants applying for a vacant position in the federal civil service in the order of their official growth, some civil servants being dismissed.
The competition for inclusion in the reserve is announced by the decision of the representative of the employer and is held in accordance with a unified methodology approved by the Government of the Russian Federation.
The grounds for exclusion from the reserve are a personal application, appointment to a position, continuous stay in the reserve for more than 3 years, etc.
The decree comes into force on the day of its official publication.
The list of documents to be submitted upon admission to the civil service, appointment to a federal public civil position, for inclusion on a competitive basis in the personnel reserve of the Department Federal Service bailiffs in the Republic of Buryatia
A personally completed and signed questionnaire (the form is established by the order of the Government of the Russian Federation dated 01.01.01);
Labor book, except for cases when official (labor) activity is carried out for the first time (all completed pages are copied );
Identity document
(all pages are copied, including blank pages on sheets of paper on both sides, 2 spreads of the document per page);
Insurance certificate of pension insurance;
Statement of staging natural person registered with the tax authority at the place of residence on the territory of the Russian Federation;
Certificate from the tax authority about the information contained in the Unified State Register on registration (lack of registration), registration as an individual entrepreneur;
Certificate from the tax authority on the presence (absence) of information contained in the Unified State Register of Legal Entities;
Certificate in the form 2-NDFL (for the year preceding the year of submission of documents);
Characteristics from the military unit, at the place of military service (for candidates for the joint venture according to the OUPDS).
Application (handwritten) with a request to be admitted to the competition for filling a vacant position in the civil service of the Russian Federation with the exact name of the position. If a citizen wants to participate in a competition for filling several vacant positions, then each position must correspond to a separate application;
Photo 3.5 x 4.5, matte color on a blue background, no corner (3 pieces, business style)
Acts of civil status (certificates of conclusion / dissolution / marriage, birth of children)
Other documents in accordance with the requirements of the current legislation of the Russian Federation.
The above documents are provided with copies certified by authorized bodies, organizations, with the exception of: questionnaires, certificates from the bodies of the state tax service on the submission of information about the property status; characteristics from the last place of work and (or) from the educational institution at the place of education; medical document on the state of health; certificates from the tax authority on registration (lack of registration), registration as individual entrepreneur; a handwritten application for participation in the competition for filling a vacant position; characteristics from a military unit, at the place of military service.
Public service and personnel department telephone:
APPROVED BY
by order of the Government
Russian Federation
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QUESTIONNAIRE
(filled in with your own hand)
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2. If you changed your surname, first name or patronymic, | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
3. Date, month, year and place of birth (village, village, city, district, region, territory, republic, country) | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
4. Citizenship (if changed, then indicate when and for what reason, if you have citizenship of another state - indicate) | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
5. Education (when and what schools graduated, diploma numbers) Direction of training or specialty according to the diploma | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
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When filling out this item, it is necessary to name the organizations as they were called at one time, record military service with an indication of the position and number of the military unit.
12. State awards, other awards and distinctions 13. Your close relatives (father, mother, brothers, sisters and children), as well as your husband (wife), including former ones. If relatives changed their last name, first name, patronymic, you must also indicate their previous last name, first name, patronymic.
14. Your close relatives (father, mother, brothers, sisters and children), as well as your husband (wife), including the former, permanently residing abroad and (or) drawing up documents for leaving for permanent residence in another state (Full Name, since when do they live abroad) 15. Stay abroad (when, where, for what purpose) 16. Attitude towards military service and military rank 17. Home address (registration address, actual residence), telephone number (or other type of communication) 18. Passport or document replacing it 19. Having a foreign passport (series, number, by whom and when issued) 20. Number of insurance certificate of compulsory pension insurance (if any) 21. TIN (if any) 22. Additional information (participation in elected representative bodies, other information that you want to communicate about yourself) 23. I am aware that deliberately false information provided about myself in the questionnaire and my non-compliance with the qualification requirements may result in refusal to participate in the competition and recruitment for the position. I agree to carry out verification measures against me.
Appendix to paragraph 11 of the questionnaire
Appendix to paragraph 13 of the questionnaire |
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 of 2004, but in the end the Regulation was approved only 12 years after the entry into force of the law.
The Regulation regulates the formation of the 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 the 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 indicates the goals and principles of the formation of the personnel reserve. It also specifies 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, in general, repeats the norms of Art. 64 of the Federal Law "On the State Civil Service of the Russian Federation". Among the few important short stories 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 to which the vacant position of the federal civil service belonged to which the competition was held;
The ban on inclusion in the personnel reserve cannot be included in civil servants who have disciplinary action, provided for in clauses 2 or 3 h. 1 of Art. 57 or clauses 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 a unified methodology for holding competitions for filling vacant positions in the state civil service of the Russian Federation and for inclusion in the personnel reserve of state bodies, approved by the Government of the Russian Federation (at present, this has not yet been approved).
The competition is held by a competition commission formed in a federal state body. 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 obligatory posting on the official websites of the federal state body and the state information system in the field of public service on the Internet network announcements about the acceptance of documents for participation in the competition, as well as other necessary information about the competition.
The decision on the date, place and time of the competition is made by the representative of the employer. The competition is held no later than 30 calendar days after the date of completion of the acceptance of documents for participation in the competition. The federal state body, no later than 15 calendar days before the date of the competition, publishes on its official website and the official website of the state information system in the field of civil service on the Internet on the date, place and time of its holding, as well as a list of candidates and sends relevant messages to candidates.
When holding a competition, the competition commission evaluates candidates on the basis of the documents submitted by them, as well as on the basis of competitive procedures using methods for assessing the professional and personal qualities of candidates that do not contradict federal laws and other regulatory legal acts of the Russian Federation, including an individual interview, questionnaires, and group discussions , writing an essay or testing on issues related to the performance of official duties in the positions of the federal civil service, for inclusion in the personnel reserve for which candidates apply.
Competition procedures and a meeting of the competition committee 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 the inclusion of the candidate (candidates) in the personnel reserve to fill the positions of the federal civil service of the corresponding group or refusal to include the candidate (candidates) in the personnel reserve.
Messages about the results of the competition are sent in writing to candidates within 7 days from the date of its completion. Information about the results of the competition is also posted within the specified time period on the official websites of the federal state body and the state information system in the field of public service on the Internet.
Based on the results of the competition, no later than 14 days from the date of the decision by the competition commission, a legal act of the federal state body is issued on the inclusion in the personnel reserve of the candidate (candidates) in respect of whom the relevant decision was made.
The issues of organizing work with the personnel reserve (which in practice raise the greatest 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 Regulations indicate that for each civil servant (citizen) included in the personnel reserve, a subdivision of the federal state body for civil service and personnel issues a certificate in the form approved by the Government of the Russian Federation. This certificate reflects all information about measures for the professional development of a civil servant.
Finally, the Regulation for the first time contains an exhaustive list of grounds for excluding civil servants and citizens from the personnel reserve (personal statement; appointment to the position of the federal civil service in the order of official growth; commission of some disciplinary offenses; death; reaching the age limit for staying in the civil service of the Russian Federation and etc.).
