1. To approve the attached Code of Professional Ethics of an employee of internal affairs bodies Russian Federation.
2. Heads of divisions of the central office of the Ministry of Internal Affairs of Russia *, heads of divisions directly subordinate to the Ministry of Internal Affairs of Russia, heads of the main departments of the Ministry of Internal Affairs of Russia for federal districts, ministers of internal affairs, heads of main departments, departments of internal affairs for the constituent entities of the Russian Federation, departments of internal affairs in transport, departments and departments of internal affairs in closed administrative-territorial entities, at especially important and sensitive facilities, departments of material and technical supply, educational, research and other institutions of the Ministry of Internal Affairs of Russia to ensure that subordinate personnel study the Code of Professional Ethics of an employee of internal affairs bodies of the Russian Federation and his observance during service.
4. I reserve control over the implementation of this order.
* Except GKVV of the Ministry of Internal Affairs of Russia.
Codex
professional ethics of an employee of the internal affairs bodies of the Russian Federation
Ministry of Internal Affairs of the Russian Federation,
proceeding from the priority tasks of protecting life and health, human and civil rights and freedoms, maintaining public peace, law and order,
based on fundamental universal and professional moral values, the requirements of civic and official duty,
embodying the expectations of society in relation to the moral character of an employee, which gives the right to respect, trust and support for the activities of the Russian police on the part of the people,
adopts the Code of Professional Ethics for an employee of the internal affairs bodies of the Russian Federation.
Chapter 1. Basic Provisions
Article 1. Purpose of the Code
1. The Code of Professional Ethics of an Employee of Internal Affairs Bodies of the Russian Federation * (1) is a professional and moral guideline addressed to the consciousness and conscience of an employee.
2. The Code as a set of professional and ethical standards defines for an employee of the internal affairs bodies of the Russian Federation * (2):
moral values, obligations and principles of service in the internal affairs bodies;
professional and ethical requirements for service and off-duty behavior, relationships in the service team;
professional and ethical standard of anti-corruption behavior.
3. This Code serves the purposes of:
establishing the moral and ethical foundations of performance and professional behavior employee;
the formation of a unity of beliefs and views in the field of professional ethics and service etiquette, focused on the professional and ethical standard of behavior;
regulation of professional and ethical problems of the relationship of employees arising in the process of their joint activities;
upbringing of a highly moral personality of an employee, corresponding to the norms and principles of universal and professional morality.
4. According to its functional purpose, the Code:
serves as a methodological basis for the formation of professional morality in the internal affairs bodies;
orients the employee in situations of conflict and ethical uncertainty and other circumstances of moral choice;
contributes to the development of the employee's need to comply with professional and ethical standards of behavior;
acts as a means of public control over the moral image and professional behavior of an employee.
5. The Code was developed on the basis of the provisions of the Constitution of the Russian Federation, the requirements of the legislation of the Russian Federation, regulatory legal acts of the Ministry of Internal Affairs of the Russian Federation * (3), taking into account general principles official conduct of civil servants * (4).
The norms and requirements of the Code are consistent with the Code of Law Enforcement Officials * (5) and the European Code of Police Ethics * (6).
6. Strict observance of the principles and norms of the Code is an important factor in the high-quality performance of operational and service tasks, a necessary condition for public trust and support for the activities of the internal affairs bodies.
Article 2. Scope of the Code
1. Compliance with the principles, norms and rules of conduct established by the Code is the moral duty of every employee of the internal affairs bodies, regardless of their position and special rank.
2. Knowledge and implementation of the provisions of the Code by the employee is a mandatory criterion for assessing the quality of his professional activity, as well as the compliance of his moral character with the requirements established by the Ministry of Internal Affairs of Russia.
3. A citizen of the Russian Federation serving in the internal affairs bodies or entering the service has the right, having studied the content of the Code, to accept its provisions or refuse to serve in the internal affairs bodies.
Article 3. Responsibility for violation of the principles and norms of the Code
1. For violation of professional and ethical principles and norms established by the Code, an employee bears moral responsibility to society, the service team and his conscience.
2. Along with moral responsibility, an employee who has committed a violation of professional and ethical principles, norms and committed an offense or disciplinary offense in this regard, bears disciplinary responsibility.
3. Violations by the employee of the professional and ethical principles and norms provided for by this Code are considered in the prescribed manner:
at general meetings of junior, middle and senior commanding officers;
at meetings of commissions of bodies, divisions, institutions of the system of the Ministry of Internal Affairs of Russia on service discipline and professional ethics.
4. Based on the results of considering the issue of violation of professional and ethical principles and norms, an employee may be issued a public warning or public censure.
Chapter 2. Moral foundations of service in the internal affairs bodies
Article 4. Civic duty and moral values of service in the internal affairs bodies
1. Every citizen of the Russian Federation joining the ranks of employees of the internal affairs bodies devotes his life to fulfilling the Duty of selfless service to the Fatherland and protecting noble social ideals: freedom, democracy, the triumph of law and order.
2. The highest moral meaning of the employee's service is the protection of a person, his life and health, honor and personal dignity, inalienable rights and freedoms.
3. An employee of the internal affairs bodies, realizing his personal responsibility for the historical fate of the Fatherland, considers it his duty to protect and enhance the fundamental moral values:
citizenship - as devotion to the Russian Federation, awareness of the unity of the rights, freedoms and duties of man and citizen;
statehood - as an assertion of the idea of a legal, democratic, strong, indivisible Russian state;
patriotism - as a deep and sublime feeling of love for the Motherland, loyalty to the Oath of an employee of the internal affairs bodies of the Russian Federation * (7), the chosen profession and official duty.
4. Moral values form the basis of employee morale, embodying the awareness of involvement in noble cause protection of law and order, the heroic history of the internal affairs bodies, victories, achievements, successes of previous generations.
Article 5. Professional duty, honor and dignity of an employee of the internal affairs bodies
1. Professional duty, honor and dignity are the main moral guidelines on the career path of the defender of law and order and, along with conscience, constitute the moral core of the personality of an employee of the internal affairs bodies.
2. The duty of an employee is to unconditionally fulfill the obligations set forth by the Oath, laws and professional and ethical standards to ensure reliable protection of law and order, legality, and public safety.
3. The honor of an employee is expressed in a well-deserved reputation, good name, personal authority and manifests itself in fidelity to civic and official duty, given word and accepted moral obligations.
4. Dignity is inextricably linked with duty and honor, representing the unity of morale and high moral qualities, as well as respect for these qualities in oneself and other people.
5. The banner of the internal affairs body serves as a symbol of honor and dignity, valor and glory, reminding the employee of the sacred duty of loyalty to Russia, loyalty to the Constitution of the Russian Federation and the laws of the Russian Federation.
6. Professional duty, honor and dignity are the most important criteria for the moral maturity of an employee and indicators of his readiness to perform operational and service tasks.
Article 6. Moral principles of service in the internal affairs bodies
1. The moral principles of service embody the unconditional requirements of professional and public morality to the activities of the internal affairs bodies.
2. The official activity of an employee of the internal affairs bodies is carried out in accordance with the moral principles:
humanism, proclaiming a person, his life and health as the highest values, the protection of which is the meaning and moral content of law enforcement;
legality, which determines the employee's recognition of the rule of law, as well as its obligation to comply in official activities;
objectivity, expressed in impartiality and lack of bias in making office decisions;
justice, which means the compliance of the punishment with the nature and severity of the offense or offense;
collectivism and camaraderie, manifested in relationships based on friendship, mutual assistance and support;
loyalty, which provides for loyalty to the Russian Federation, the Ministry of Internal Affairs of Russia, respect and correctness to state and public institutions, civil servants;
neutrality in relation to political parties and movements, which implies the refusal of an employee to participate in their activities in any form;
tolerance, which consists in a respectful, tolerant attitude towards people, taking into account socio-historical, religious, ethnic traditions and customs.
3. An employee should not under any circumstances change the moral principles of performance that meet the requirements of the state and the expectations of society. Unswerving adherence to moral principles is a matter of honor and duty of an employee of the internal affairs bodies.
Article 7. Moral obligations of an employee of internal affairs bodies
1. An employee of the internal affairs bodies, guided by the requirements of the Oath, official duty, professional honor and dignity, assumes the following moral obligations:
recognize the priority of state and service interests over personal ones in their activities;
serve as an example of strict and accurate observance of the requirements of laws and official discipline in professional activity and private life, to remain honest and incorruptible under any circumstances, devoted to the interests of the service;
be intolerant of any action that offends human dignity, causes pain and suffering, constitutes torture or other cruel, inhuman or degrading treatment or punishment;
to be courageous and undaunted in the face of danger in the suppression of offenses, liquidation of the consequences of accidents and natural disasters, as well as in any situation that requires saving the life and health of people;
show firmness and intransigence in the fight against criminals, using only legal and highly moral means to achieve the set goals; in situations of moral choice to follow the ethical principle: a person is always a moral goal, but never a means;
to be guided in professional activity and communication by the "golden rule" of morality: to treat people, your comrades, colleagues as you would like them to treat you;
to preserve and enhance the service traditions of the internal affairs bodies, including: courage and readiness for self-sacrifice, corporate solidarity, partnership and mutual assistance, respect and assistance to veterans, families of victims and wounded employees.
2. The impeccable fulfillment of moral obligations ensures the moral right of the employee to public trust, respect, recognition and support of citizens.
Chapter 3. Professional and ethical rules of employee conduct
Article 8. General rules of conduct
1. The behavior of an employee must always and under any circumstances be impeccable, meet high standards of professionalism and moral and ethical principles of law enforcement officers. Nothing should denigrate the business reputation and authority of the employee.
2. The norms of professional ethics prescribe the employee:
behave with dignity, benevolently and openly, attentively and courteously, arousing citizens' respect for the internal affairs bodies and a willingness to cooperate with them;
constantly monitor your behavior, feelings and emotions, not allowing personal likes or dislikes, hostility, unkind mood or friendly feelings to influence office decisions, be able to foresee the consequences of your actions and actions;
treat citizens equally correctly, regardless of their official or social status, without showing subservience to socially successful people and neglecting people with low social status;
to show respect and attention to elders in rank or age, always to be the first to greet: the younger - the elder, the subordinate - the boss, the man - the woman;
adhere to a business style of behavior based on self-discipline and expressed in professional competence, commitment, accuracy, accuracy, attentiveness, the ability to value one's own and other people's time;
in behavior with colleagues, show simplicity and modesty, the ability to sincerely rejoice at the successes of colleagues, facilitate the successful fulfillment of difficult assignments, be intolerant of bragging and boasting, envy and ill will.
3. A male employee in relation to women should show nobility, special courtesy, attention and tact, be courteous and polite at work and in everyday life.
4. It befits an employee to be an exemplary family man, to establish an atmosphere of friendliness, kindness, sincerity, trust in the family, to show concern for the upbringing of children, the formation of high moral qualities in them.
5. An employee who drives a car or other vehicle, follows:
strictly and accurately comply with the established rules for the safety of traffic and the operation of transport as a means of increased danger;
be a role model road traffic and driving courtesy;
take all measures to ensure traffic safety and reduce the risk of driving in an emergency situation due to a business need.
6. The norms and rules of business etiquette require the employee to refrain from:
drinking alcoholic beverages on the eve and during the performance of official duties;
organization of feasts dedicated to holidays, memorable dates in office premises, and participation in them;
the use of narcotic, narcotic and psychotropic substances and preparations, with the exception of cases of official medical appointment;
smoking tobacco in in public places, educational and other state institutions, while on duty, as well as on the move and in motion;
participation in gambling, visiting casinos and other gambling establishments;
promiscuous sex;
relationships and dubious connections with people who have a negative public reputation, criminal past and present.
7. The employee must remember that immoral behavior, promiscuity and dishonesty in personal relationships, lack of self-discipline skills and promiscuity, talkativeness and inconsistency cause irreparable damage to the reputation and authority of the internal affairs bodies.
Article 9. Rules of conduct when performing tasks of operational and service activities
1. The rules of official conduct when performing operational and official tasks require the employee to:
to work with full dedication during the entire service time, to use the material and non-material resources at his disposal exclusively for official purposes;
to use physical force, special means and firearms only when non-violent measures have proven ineffective or do not ensure the unconditional fulfillment of operational and service tasks;
strive to minimize moral harm during a forceful arrest, search, search, not to allow excessive harshness, mockery and bullying in relation to offenders (suspects);
to show sensitivity and attention to victims and witnesses, especially to elderly people, women, children, people with physical disabilities, making their participation in the course of investigative actions as convenient as possible;
when conducting a search or seizure in a residential building, not to allow negligent treatment of objects and personal belongings of significance or value to citizens.
2. When detecting illegal actions and their suppression, the employee must:
explain to the offender, if the situation allows, in a tactful and convincing form, the reason for contacting him;
give orders with authority, concisely and clearly, excluding the possibility of erroneous or ambiguous understanding of them by the citizens whom they concern;
maintain self-control and dignity, control their emotional state, demonstrate confidence and calmness with their appearance and actions;
to show emotional and psychological stability when offenders provoke a conflict situation; not allowing themselves to be drawn into the conflict, to take all possible measures to resolve and suppress it;
to take all measures to establish psychological contact with eyewitnesses and witnesses, to win them over, while remaining principled, decisive and authoritatively representing the state power;
give explanations to the offender about the illegality of his actions without moralizing, kindly, convincingly and clearly, with reference to the relevant requirements of regulatory legal acts;
refrain from harsh actions and harsh statements in relation to the offender in the presence of children, elderly people, trying not to injure their psyche.
3. When conducting an interview (interrogation), the employee should:
talk to the offender (suspect) in a calm manner, confidently and firmly, without exerting psychological pressure;
find the appropriate tone and the right words to relieve emotional stress, to demonstrate to the suspect and the victim his impartiality;
ensure a combination of the interrogator's activity and persistence in obtaining truthful testimony with respect for the personality of the interrogated.
4. An employee of the internal affairs bodies performing operational and service tasks in special conditions of emergency caused by terrorist acts, natural disasters, catastrophes, epidemics, incidents and other situations of an extreme nature should:
to show high moral and psychological stability, vigilance, activity, perseverance, perseverance in operational and service activities, to remain ready for effective action in any situation;
observe yourself and demand from others to maintain law and order, to suppress attempts at robbery, looting, theft of state property and personal property of citizens;
to act confidently and calmly in conditions of panic, group disobedience to representatives of the authorities, mass riots;
to be as helpful, empathetic and emotionally restrained as possible in dealing with people, especially those affected by emergencies.
5. When performing control and verification functions during inspections, control checks, targeted visits to bodies, divisions, institutions of the system of the Ministry of Internal Affairs of Russia, the employee is prescribed:
to adequately represent the apparatus of a higher body of internal affairs, showing exactingness, firmness, adherence to principles in combination with correctness, modesty, respect for the dignity of colleagues;
to fairly, objectively and competently evaluate the activities of the audited body of internal affairs, excluding the influence of prejudiced opinions and judgments;
refrain from feasts, unacceptable signs of attention, excesses in everyday life, veiled bribes in the form of gifts or tributes offered during the check.
6. The following are unacceptable for an employee:
haste in making decisions, disregard for procedural and moral norms, the use of funds that do not meet the requirements of the law, moral principles and norms;
provocative actions associated with incitement, inducement, inducement in direct or indirect form to commit offenses;
disclosure of facts and circumstances of private life, which became known in the course of investigative actions;
selective approach in taking measures against violators of the law, traffic rules;
indifference, inaction and passivity in the prevention and suppression of offenses.
7. Restriction by an employee of the rights and freedoms of citizens is permissible on the basis and in the manner provided for federal law... In situations related to the restriction of the rights and freedoms of a citizen, with the exception of actions in a state of extreme necessity or necessary defense, the employee must explain to him the reason for such a restriction.
8. Exceptional circumstances cannot justify violations of the law, torture or other cruel, inhuman or degrading treatment or punishment.
Article 10. Professional moral deformation and its prevention
1. Leaders and employees of internal affairs bodies must understand the essence of the phenomenon of professional moral deformation of the individual, understand its danger and consequences.
2. Professional moral deformation is a negative change in orientation and devaluation of moral values among some employees under the influence of the conditions and experience of professional activity, manifested in a distorted attitude towards official duty and discrediting the moral character of a police officer.
3. Professional moral deformation is expressed in:
legal nihilism, meaning a disdain for the requirements of the law;
replacing the true idea of the moral meaning of official activity with an imaginary one;
supporting false corporate solidarity based on mutual responsibility;
a feeling of infallibility and permissiveness, the desire to suppress the will of a person and submission to his own;
morbid suspicion and distrust of all people;
loss of sensitivity to human misfortune, indifference to grief;
systematic violation of professional and ethical standards of service in the internal affairs bodies;
indifference to the process and results of performance;
lack of principle in assessing violations of official discipline;
moral uncleanliness, adherence to double moral standards;
individualism, selfishness, quarrelsomeness, pettiness, conflict, ill will and envy of the successes and achievements of colleagues;
the use of elements of the criminal subculture in official activities;
moral licentiousness, expressed in drunkenness, domestic corruption, immoral acts.
4. The activities of leaders to prevent professional moral deformation presupposes:
creating a favorable moral and psychological climate in the team;
formation of an attitude towards the conscious observance of professional and ethical principles and norms;
development of moral and psychological stability and business orientation of employees;
informing employees about the signs and consequences of negative personality changes in professional activities;
the development of employees' professional immunity to negative impacts criminal environment and criminal subculture;
educating employees of high general and professional culture, aesthetic taste, the development of amateur artistic creativity;
organization of active recreation with partial or complete change in the socio-psychological background of communication.
Chapter 4. Culture of speech and rules of official communication
Article 11. Culture of speech
1. The culture of speech is an important indicator of the professionalism of a police officer and is manifested in his ability to competently, intelligibly and accurately convey thoughts.
2. The culture of speech obliges the employee to adhere to the following speech norms:
clarity to ensure accessibility and ease of communication;
literacy based on the use of generally accepted rules of the Russian literary language;
consistency, assuming consistency,
consistency and validity of the presentation of thoughts;
evidence, including the reliability and objectivity of information;
brevity, reflecting the brevity and intelligibility of speech;
relevance, meaning the necessity and importance of what was said in relation to a particular situation.
3. The employee must observe and defend the purity of the Russian language. In the speech of an employee, it is unacceptable to use:
rude jokes and evil irony;
inappropriate words and phrases, including those of foreign origin;
statements that can be interpreted as insults to certain social or national groups;
harsh and cynical expressions of an offensive nature associated with a person's physical disabilities.
4. In the speech of an employee of the internal affairs bodies, the use of foul language, foul language and expressions that emphasize a negative, contemptuous attitude towards people is excluded.
5. An employee who has studied criminal vocabulary for operational purposes must not use jargon and other elements of the criminal subculture in communication with colleagues and citizens.
6. In the case of official communication with citizens of different nationalities, the employee is recommended to use Russian as the state language of the Russian Federation.
Article 12. General rules of official communication
1. In communicating with people, the employee must be guided by the constitutional provision that every citizen has the right to privacy, personal and family secrets, protection of honor, dignity, and his good name.
2. The employee should:
start official communication with a greeting (putting a hand to the headdress, being in uniform), refraining from shaking hands; introduce yourself, naming your position, special rank, surname, briefly informing the purpose and reason of the appeal, at the request of the citizen, present an official ID;
present your comments and requirements in a correct and convincing manner; if required, calmly, without irritation, repeat and explain the meaning of what was said;
listen to the explanations or questions of the citizen carefully, without interrupting the speaker, showing goodwill and respect for the interlocutor;
treat respectfully to elderly people, veterans, disabled people, provide them with the necessary assistance;
be considerate and considerate of women and children.
3. When establishing the identity of a citizen or related to the performance of official duties, the employee must:
ask in a tactful and polite manner to present the required documents;
invite the owner of the documents to remove foreign objects from them, if any;
check documents quickly and carefully, if necessary, a more thorough check, explain to the citizen its reason, terms and methods of carrying out;
to thank the citizen for cooperation with the police upon completion of the check and return of documents.
4. When communicating with citizens, the employee must show restraint and be ready to:
to inappropriate behavior on their part, including the manifestation of aggression and resistance;
to provide them with the necessary medical care;
to sending people in need to a medical institution.
5. In communicating with citizens on the part of the employee, it is unacceptable:
any kind of expression and action of a discriminatory nature based on gender, age, race, nationality, language, citizenship, social, property or family status, political or religious preferences;
arrogant tone, rudeness, arrogance, incorrect remarks, presentation of inappropriate, undeserved accusations;
threats, offensive language or remarks;
disputes, discussions and actions that interfere with normal communication or provoke illegal behavior;
groundless, unreasonable checks of passports, migration cards and other documents.
6. The employee is advised not to take at his own expense insulting and unfair remarks, inappropriate witticisms, ridicule expressed in the streets and in public places, not to be drawn into a conflict situation or scandal.
7. When using the telephone, the employee should speak quietly and concisely, without inconveniencing others; disconnect mobile phone before the start of the service meeting; refrain from talking on the phone while on public transport.
Article 13. Peculiarities of communication with visitors of internal affairs bodies
1. An employee of the internal affairs bodies must remember that every citizen who turns to the police, as a rule, is faced with trouble or trouble. The mood of the person and his opinion about the employee and the work of the police in general depend on how the employee meets and listens to the visitor, what kind of help he will provide.
2. When receiving visitors to the internal affairs bodies, the employee is recommended to:
answer the greeting of the visitor who entered the office, invite him to sit down;
show attentiveness, tact, benevolence, a desire to help the visitor;
listen to the visitor's statement and understand the essence of the problem presented, ask clarifying questions in the correct form;
explain, if necessary, the requirements of the current legislation on the issue under consideration;
make a decision on the merits of the visitor's appeal;
inform the visitor about the procedure and terms for considering the appeal, as well as appealing the decision.
3. In case of conflicting behavior on the part of the visitor, the employee must take measures in order to relieve the emotional stress of the citizen, and then calmly explain to him the procedure for resolving the issue.
4. An employee must not:
make the visitor wait unreasonably for a long time;
interrupt the visitor in a rude manner;
show irritation and dissatisfaction with the visitor;
talk on the phone, ignoring the presence of the visitor.
Article 14. Features of communication with foreign citizens
1. Professionally competent behavior of an employee when communicating with foreign citizens helps to strengthen the international authority of the internal affairs bodies of the Russian Federation.
2. The employee must take into account that, while in our country, foreign citizens:
refer to the employee as a representative of the authorities state power;
do not speak or have little command of the Russian language, which makes it difficult for the employee to correctly understand the appeals from their side;
not fully informed about the rules of conduct in public places;
represent a different culture and may not clearly understand local customs and traditions.
3. In dealing with foreign citizens, an employee must show patience, restraint, correctness and courtesy, a willingness to provide assistance, if necessary, explain the rules of conduct on the territory of the Russian Federation.
4. In case of a minor violation of public order by a foreign citizen, the employee should confine himself to an explanation and warning about the inadmissibility of such actions.
Chapter 5. Manager and service team
Article 15. Moral and psychological climate in the team
1. The manager and employees are obliged to maintain a favorable moral and psychological climate in the service team, expressed in a positive emotional and moral state, high morale of employees, their attitude to moral values and the degree of motivational readiness to perform operational and service tasks.
2. A favorable moral and psychological climate in the service team is characterized by:
the correct understanding by employees of the goals of the activities of the internal affairs bodies and their subdivisions;
the ability and willingness to work together to achieve the assigned tasks;
the degree of comfort at work, social well-being of the team;
the level of development of relationships based on honesty and integrity in combination with comradely mutual assistance and respect;
positive service traditions that bring the team together.
3. In order to maintain a favorable moral and psychological climate in the team, the employee should:
to promote the establishment of business, comradely relationships in the team;
maintain an atmosphere of mutual exactingness and intolerance towards violations of official discipline and legality;
observe subordination, be executive, unquestioningly carry out orders and orders, showing reasonable initiative, accurately and on time to report to the management on their execution;
have moral and psychological stability, self-control, be responsible for their actions and words;
render all possible assistance to the leadership in mobilizing the personnel of the unit to perform operational and service tasks;
take an active part in the work of public formations of employees, critically and fairly assessing the misconduct of colleagues.
4. For an employee, actions that can harm the moral and psychological climate in the team are unacceptable, including:
discussion of orders, decisions and actions of senior managers, implemented within the limits of their authority;
spreading rumors, gossip and other unverified information of a dubious nature;
biased and biased attitude towards colleagues;
curry favor with the bosses;
claims for special treatment of oneself and undeserved privileges;
promises whose fulfillment is in doubt;
manifestations of flattery, hypocrisy, importunity, lies and deceit;
exaggeration of their importance and professional capabilities.
Article 16. Professional and ethical requirements for a manager
1. The head of the internal affairs body must:
be an example of strict adherence to the principles and norms of the Code;
remember the traditions, honor and duty of the Russian officers, the bearer and successor of which he is;
2. The status of the position occupied by the leader must be supported by his personal authority.
3. The true authority of a leader is created by his impeccable reputation, professional competence, service experience, exactingness and integrity in combination with a humane and respectful attitude towards subordinates.
4. The culture of a leader's professional behavior is determined by the degree of development of his intellect, the breadth of erudition, the vastness of interests, the level of education and upbringing.
5. A positive moral character of a leader is based on professional and moral qualities: honesty, decency, self-criticism, exactingness, benevolence, commitment, responsibility, adherence to principles, fairness.
6. The requirements of professional ethics oblige the manager:
observe the rights and freedoms of the employee as a person and a citizen;
treat the employee as an individual, recognizing his right to have his own professional judgments;
show high exactingness, adherence to principles, combined with respect for personal dignity;
establish a fair, uniform workload for personnel;
help employees in word and deed, provide moral and psychological assistance and support, delve into requests and needs;
to fully use psychological and pedagogical approaches and methods in educational work with personnel;
inform the personnel about the developing moral and psychological situation in the unit;
regulate relationships in the service team based on the principles and norms of professional ethics;
suppress intrigues, rumors, gossip, manifestations of dishonesty, meanness, hypocrisy in the service team;
consider without delay the facts of violation of the norms and principles of professional ethics and make objective decisions on them;
make impartial, fair and objective decisions on social and everyday problems and issues of encouraging personnel;
organize the development and implementation of a set of measures to prevent conflicts;
address subordinates, calling them by their special rank and surname, or only by their special rank, adding in the latter case the word "comrade" before the special rank, or by name and patronymic and only by "you";
control the observance of etiquette norms by employees in the design and maintenance of office premises;
to remain modest in needs and requests, both at work and at home.
7. If a subordinate finds himself in a difficult life situation, his boss is called upon to provide all-round assistance and support.
8. The leader has no moral right to:
shift their responsibility to subordinates;
use the official position of the leader in personal interests;
show formalism, arrogance, arrogance, rudeness, use assault on subordinates;
create conditions for earning and informing in the team;
discuss with subordinates the actions of higher superiors;
borrow money from subordinate employees, accept gifts using their dependent official position.
Article 17. Informal relations in the service collective
1. Informal are personal relationships between employees outside of the service chain of command.
2. Personal relationships should not be the basis for the promotion of an employee, his encouragement or punishment, the solution of personnel, social issues.
3. Colleagues in the service should be respectful and considerate of female employees who work in a team, who, in turn, should not abuse their advantages.
4. Gross violations of professional and ethical principles and norms in the field of informal relations between employees include:
the use of friendly or family ties between a superior and a subordinate in order to resolve official issues in personal selfish interests;
the establishment of mutual responsibility and protectionism on a national basis and on the basis of community;
discrimination of employees on the basis of sex (gender), as a result of which preference is unreasonably given to one sex over another;
sexual harassment, coercion into an intimate relationship, especially expressed in aggressive, offensive behavior that degrades the dignity of a woman or man, and accompanied by physical violence, psychological pressure, blackmail, threats;
demonstration of adherence to moral anti-values, such as the cult of money, power, strength; cynicism, vulgarity, debauchery.
5. In order to prevent the negative impact of informal relations on the situation in the work team, the manager must:
monitor the observance of professional and ethical restrictions and prohibitions by employees, equally applicable to both men and women serving in the internal affairs bodies;
to ensure the activities of employees in strict accordance with their job description;
to exclude familiarity and familiarity in communication with subordinates, to prevent the influence of informal relations on the made office decisions.
Chapter 6. Selected problems of professional ethics
Article 18. Appearance and dress code
1. A decent appearance of an employee ensures the moral right to self-respect, helps to strengthen citizens' confidence in the internal affairs bodies, and influences the behavior and actions of people.
2. An employee of the internal affairs bodies should:
wear uniforms in accordance with the established requirements, clean and tidy, well-fitted and ironed;
maintain an exemplary appearance that commands respect from colleagues and citizens;
to wear state and departmental orders, medals and insignia on uniforms on holidays, and in everyday situations - order strips;
demonstrate drill bearing, keep straight, with outstretched shoulders, do not slouch, walk with a firm, energetic step;
adhere to a healthy lifestyle, observe the rules of personal and public hygiene.
3. Employees in uniform when they meet, greet each other in accordance with the requirements of the Military Regulations of the Armed Forces of the Russian Federation.
4. In the case of performing official duties in civilian clothes, it is allowed to wear a suit (dress) and shoes of a strict business style, of a dull color, emphasizing the neatness and neatness of the employee.
5. It is not recommended for an employee in uniform: to visit markets, shops, restaurants, casinos and other shopping facilities and entertainment establishments, if this is not related to the performance of official duties, as well as carry bags, packages, boxes and other household items.
6. A male employee should always have a neat haircut, carefully shaved, neat and tasteful clothes, and may use perfume in moderation.
9. The employee should not get tattoos, wear piercings, mix uniforms and civilian clothes, keep hands in pockets, walk in uncleaned and worn shoes, as well as in uniforms that have lost their proper appearance.
10. Wearing by the employee of insignia, distinction, honorary titles, uniforms public associations that have a similar name or outward resemblance to state awards and titles are unacceptable.
Article 19. Relationship to the service certificate
1. A service certificate is a document confirming that an employee belongs to state authorities, his service in the internal affairs bodies.
2. Loss of an official certificate is a gross violation of not only official discipline, but also the norms of professional ethics. The loss of an official certificate due to negligence, its use for personal gainful purposes entails, in addition to being prosecuted in accordance with the established procedure, public censure.
3. The employee considers it unacceptable for himself:
transfer the identity card to other persons, leave it as a pledge or for storage;
use (present) a service certificate in interests not related to the performance of official tasks;
carry an official ID in wallets, purses and other places that do not ensure its safety.
Article 20. Rules for handling official information
1. Service information is provided by an employee of the internal affairs bodies within the framework of official competence only upon official requests in the prescribed manner with the permission of the management.
2. When working with official information, an employee of the internal affairs bodies should:
be vigilant and punctual in accordance with the requirements and norms of professional ethics;
treat with understanding the work of representatives of the media, with the permission of the management, provide them with assistance in the prescribed manner;
refrain from public statements, judgments and assessments in relation to the activities of state bodies, their leaders.
3. An employee of the internal affairs bodies is not entitled to:
use for personal purposes the information resources at the disposal of the internal affairs bodies;
disclose confidential and other information that has become known to him in the service;
to be interested in the content of official information about the work of colleagues, if this is not included in the scope of his official duties.
Article 21. Design and maintenance of office premises
1. The design and maintenance of office premises must comply with the rules and norms of aesthetic culture, ensure the maintenance of a favorable moral and psychological climate in the staff, comfortable conditions for work and reception of visitors.
2. The color scheme of the interior of office premises should be kept in soft, calm tones. Service documents, posters and other images are displayed on stands or in frames.
3. The employee must maintain order and cleanliness in the workplace. The furnishings of the office should be formal and austere, at the same time cozy, making a favorable impression on colleagues and visitors, and inviting confidence.
4. An employee should not hang posters, calendars, leaflets and other images or texts of cynical, low-standard content in the office, litter workplace papers and foreign objects.
objects of worship, antiques, antiques, luxury;
gifts, souvenirs, expensive writing instruments and other items made of expensive wood, precious stones and metals;
dishes, cutlery, tea accessories.
6. When placing letters, gratitude, diplomas and other evidence of personal merit and achievements of an employee in the office, it is recommended to observe modesty and a sense of proportion.
Chapter 7. Professional and Ethical Standard of Employee Anti-Corruption Conduct
Article 22. Corruptly dangerous behavior and its prevention
1. Corruptly dangerous behavior in relation to this Code is such an action or inaction of an employee, which in a situation of a conflict of interest creates the preconditions and conditions for him to receive selfish gain and (or) advantages both for himself and for other persons, organizations, institutions, whose interests are defended directly or indirectly by an employee who illegally uses his official position.
2. Corruption dangerous is any situation in official activities that creates the possibility of violating the norms, restrictions and prohibitions established for the employee by the legislation of the Russian Federation.
3. An employee, regardless of his official position, should take anti-corruption protection measures, consisting in preventing and decisively overcoming dangerous corruption situations and their consequences.
4. The moral duty instructs the employee to immediately report to his immediate superior on all cases of contact to him by any persons in order to induce him to commit corruption offenses.
5. The need to develop the skills of anti-corruption behavior in the employee provides for the conscious imposition of moral obligations, restrictions and prohibitions on himself.
6. The moral obligations of an employee of the internal affairs bodies do not allow him to:
to engage in entrepreneurial activity, to be personally, as well as through affiliated persons in any commercial organization;
build relationships of personal interest with persons engaged in entrepreneurial activities;
provide patronage, provide support to business entities in personal, selfish interests;
provide services that provide for monetary or other compensation, except for cases established by applicable law;
create conditions for obtaining inappropriate benefits using their official position;
show interest and / or intervene in disputes individuals business entities outside the framework established by law;
to address colleagues with unlawful requests that violate the established procedure for preliminary investigation, inquiry, administrative proceedings, consideration of complaints and applications that can influence an official decision.
7. Moral cleanliness, incorruptibility of the employee, his dedication to the interests of the service, loyalty to official duty constitute the basis of the professional and ethical standard of anti-corruption behavior.
Article 23. Corruptly dangerous behavior of the head
1. Corruptly dangerous behavior of a leader is a malicious type of immoral behavior that discredits the internal affairs bodies.
2. The types of dangerous corrupt behavior of the leader are: protectionism, favoritism, nepotism (nepotism), as well as abuse of office.
2.1. Protectionism is a system of patronage, career advancement, and the provision of benefits on the basis of kinship, community, personal loyalty, friendship in order to obtain selfish gain.
2.2. Favoritism is expressed in the demonstrative approach of their favorites; ostentatious delegation to them of certain powers that do not correspond to the status; undeserved promotion of them in the service and encouragement, rewarding; unreasonable granting them access to tangible and intangible resources.
2.3. Nepotism (nepotism) is the moral patronage of a leader to his relatives and close people, in which promotion and appointment to positions in the internal affairs bodies are made on the basis of religious, caste, tribal affiliation, as well as personal loyalty to the leader.
2.4. Abuse of power (official position) by an employee of the internal affairs bodies is the deliberate use of his official powers and advantages, contrary to the interests of his official duty, based on selfish personal interest.
3. Protectionism, favoritism, nepotism in the selection, placement, training, education of personnel, as well as other abuse of power (official position) by the head, are incompatible with the principles and norms of professional ethics.
4. Prevention of corruptly dangerous behavior of the leader consists in:
deep and comprehensive study of moral, psychological and business qualities candidates for appointment to management positions, taking into account their compliance with professional and ethical rules and norms for old place service;
studying with leaders of all levels the moral foundations of service in the internal affairs bodies, professional and ethical rules and norms, developing their anti-corruption behavior skills;
instilling personal responsibility among managers for the state of service discipline, legality and anti-corruption protection of subordinate personnel;
prevention and timely resolution of situations of ethical conflicts, ethical uncertainty caused by double moral standards or ambiguity in the interpretation of orders and instructions.
Article 24. Ethical conflict and ethical uncertainty
1. An ethical conflict is a situation in which a contradiction arises between the norms of professional ethics and the circumstances that have developed in the process of official activity.
2. Ethical uncertainty arises when an employee cannot determine the degree to which his behavior complies with the principles and norms of professional ethics.
3. An employee of the internal affairs bodies, in the course of performing his official duties, may find himself in a situation of ethical conflict or ethical uncertainty caused by:
the temptation by any means to achieve the set goal associated with selfish interests;
relationships of a personal (family, household) nature, affecting the results of official activities;
the influence on the employee, rendered by other persons for selfish purposes through rumors, intrigues, blackmail and other forms of moral and physical pressure;
requests (requirements) of other persons, aimed at ensuring that the employee acts in violation of his official duties.
4. In a situation of ethical conflict or ethical uncertainty, the employee needs:
behave with dignity, act in strict accordance with their job responsibilities, principles and norms of professional ethics;
avoid situations that provoke harm to his business reputation, the authority of the internal affairs bodies;
report the circumstances of the conflict (uncertainty) to the immediate superior or, with his permission, contact the higher management;
apply to the Commission on Service Discipline and Professional Ethics if the manager cannot resolve the problem or is himself involved in a situation of ethical conflict or ethical uncertainty.
Article 25. Conflict of interests and its prevention
1. The professional and ethical content of a conflict of interest consists in the contradiction between an official duty and a personal vested interest, which can cause moral harm to the high rank of an employee.
2. Personal selfish interest of an employee is recognized as the possibility of obtaining any form of benefit for him or other persons with whom he is associated with official or informal relations.
3. To prevent conflict, the norms of professional ethics prescribe the employee:
report to the immediate superior about a conflict of interest that has arisen or about the threat of its occurrence;
stop dubious, compromising interpersonal relationships;
abandon the possible undue benefit that was the cause of the conflict of interest;
counteract corruption and expose corrupt officials of any level;
take measures to overcome the negative consequences of a conflict of interest.
4. The evasion of the employee from the obligation to provide information about income, property and property obligations, as well as his dishonesty are essential conditions for the emergence of a conflict of interest.
Article 26. Attitude towards undue benefit
1. The improper benefit of an employee of the internal affairs bodies is considered to be the receipt by him as a result of corrupt practices of funds, material or intangible benefits, benefits not provided for by the current legislation.
2. The basis for obtaining inappropriate benefits is the selfish motivation of the employee, aimed at illegal personal enrichment or creating conditions for it.
3. In the event of an offer of improper benefit, the employee should refuse it, report to his immediate superior in writing about the facts and circumstances of her offer, and further avoid any contacts directly or indirectly related to the improper benefit.
4. In the event that material assets that bring inappropriate benefits can neither be rejected nor returned, the employee must take all measures to turn it into revenue for the state.
Article 27. Relation to gifts and other signs of attention
1. Receipt or delivery of gifts, rewards, prizes by employees, as well as the provision of various honors, services (hereinafter - gifts), with the exception of cases provided for by law, may create situations of ethical uncertainty, contribute to the emergence of a conflict of interest.
2. By accepting or giving a gift, the value of which exceeds the limit established by the current legislation of the Russian Federation, the employee finds himself in real or imaginary dependence on the donor (recipient), which contradicts the norms of the professional and ethical standard of anti-corruption behavior.
3. General hospitality based on kinship, community, friendship and gifts received (handed over) in connection with this should not create a conflict of interest.
4. An employee can accept or give gifts if:
it is part of an official protocol event and takes place in public, openly;
the situation does not raise doubts about honesty and disinterestedness;
the cost of accepted (handed) gifts does not exceed the limit established by the current legislation of the Russian Federation.
5. Receiving or giving gifts in connection with the performance of official duties is possible if this is an official recognition of the employee's personal achievements in the service.
6. An employee of the internal affairs bodies should not:
create the preconditions for a provocative situation to arise in order to receive a gift;
accept gifts for yourself, your family, relatives, as well as for persons or organizations with whom the employee has or had a relationship, if this may affect his impartiality;
transfer gifts to other persons, if this is not related to the performance of his official duties;
to act as an intermediary in the transfer of gifts in personal selfish interests.
Article 28. Protection of the employee's interests
1. An employee of the internal affairs bodies, conscientiously fulfilling job responsibilities, may be subjected to threats, blackmail, insults and slander aimed at disrupting operational and official tasks.
2. Protection of an employee from unlawful actions of a defamatory nature is the moral duty of the leadership of the Ministry of Internal Affairs of Russia.
3. The head of the body, unit, institution of the system of the Ministry of Internal Affairs of Russia should support and protect the employee in the event of his unfounded accusation.
4. An employee, in the event of false accusations of corruption or other illegal actions, has the right to refute these charges, including in court.
An employee who violates the principles and norms of professional ethics loses his good name and honor, discredits his unit and internal affairs bodies, and is deprived of the moral right to respect, support and trust from citizens, colleagues and colleagues.
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* (4) Approved by the Decree of the President of the Russian Federation of August 12, 2002 N 885 as amended by the Decree of the President of the Russian Federation of March 20, 2007 N 372 (Collected Legislation of the Russian Federation, 2002, N 33, Art. 3196; 2007, N 13 , p. 1531).
* (5) Adopted by Resolution 34/169 at the 106th Plenary Meeting of the United Nations General Assembly on December 17, 1979.
* (7) Approved by the Resolution of the Supreme Soviet of the Russian Federation of December 23, 1992 N 4202-1 (Bulletin of the Congress of People's Deputies of the Russian Federation and the Supreme Soviet of the Russian Federation, 1993, N 2, Art. 70; Collection of acts of the President and the Government of the Russian Federation, 1993, N 52, Art. 5086; Collected Legislation of the Russian Federation, 1998, N 30, Art. 3613; 1999, N 29, Art. 3698; 2001, N 1 (part I), Art. 2; N 53 (part I), Art.5030; 2002, N 27, Art.2620; N 30, Art.3033; 2004, N 35, Art.3607; 2005, N 14, Art.1212; 2007, N 10, Art. 1151 ; N 49, Art. 6072).
Order of the Ministry of Internal Affairs of the Russian Federation of December 24, 2008 N 1138 "On approval of the Code of professional ethics of an employee of the internal affairs bodies of the Russian Federation"
In democratic societies based on the principles of rule of law, the police (militia) perform traditional functions: prevention, detection and combating of crime, maintaining public order, ensuring observance of the law and public order and protecting the fundamental rights of citizens, providing assistance and services to the population.
As you know, one of the main differences between morality and other forms of social consciousness is that. That its norms are not strictly binding, provide the right to a wide choice and are sanctioned solely by the power of influence of public opinion. But if this provision applies to all citizens equally, then in relation to the requirements that are imposed on the police officers, these conditions turn out to be ethical norms and acquire a strictly binding character and are provided with administrative sanctions. An example of this nature is the "Code of honor of the rank and file of the internal affairs bodies of Russia", which was approved by order of the Minister of Internal Affairs in 1993. Violation of this Code of honor for an employee can have negative consequences - up to and including dismissal from the authorities on the basis of Art. 58 "Regulations on service in the internal affairs bodies": for committing misconduct incompatible with the requirements for the personal, moral qualities of an employee of the internal affairs bodies, employees may be dismissed from service. "
Among such deontological norms (deontological norms are specifically imperative in nature, are enshrined in official documents and are provided with administrative (legal sanctions). They, unlike the norms of ordinary ethics, do not give the right to choose, they are imperative, urgent and obligatory), also include the requirements of disciplinary charters and regulations that determine the forms of behavior and communication of law enforcement officials. In a generalized form, the moral obligations and ethical requirements for an employee of the internal affairs bodies are as follows:
Treating a person as the highest value, respect for rights, freedoms, interests and human dignity in accordance with international and Russian legal norms and universal principles of morality.
Deep understanding of the social significance of your role and high professionalism, their responsibility to society and the state as an officer of the Internal Affairs Directorate, on which public safety, protection of life, health, legal protection of the population and citizens depend.
Reasonable and humane use the rights granted by the law to the police officer in strict accordance with the principles of social justice, civil, professional and moral duty.
Integrity, courage, uncompromising attitude, dedication in the fight against crime, objectivity and impartiality in decision-making.
The impeccability of personal behavior at work and in everyday life, honesty, incorruptibility, care for professional honor - "honor - in the service", public reputation of the police officer.
Prevent abuse official position, the facts of corruption, in every possible way to prevent such phenomena.
Selflessness and unswervingly to protect by all legal measures innocent from lawlessness and deceit, weak from intimidation, peaceful from violence and disorder, in extreme conditions not to leave defenseless women, old people and children, sick and disabled people, not to allow the connivance of evil and lawlessness.
Conscious discipline, diligence, diligence and initiative, professional solidarity, mutual assistance, support, courage and moral and psychological readiness to act in non-standard, extreme conditions.
Continuous improvement of professional skills, knowledge in the field of service ethics, etiquette and tact, raising the general culture, expanding the intellect, creative (creative) development of domestic and foreign experience necessary in the service.
The listed requirements give a fairly complete and deep idea of the moral qualities that should be possessed not only by an employee of the internal affairs bodies, but also by all law enforcement officials who are capable of showing humanity, tolerance, justice, a sense of duty, courage, courage, endurance in their activities, disinterestedness, honesty, patriotism, impartiality, modesty, professionalism.
The police in the Russian Federation is a system of state executive bodies designed to protect the life, health, rights and freedoms of people, property, the interests of society and the country from criminal and other illegal encroachments and are entitled to use coercive measures. The police enter the system of the Ministry of Internal Affairs of the Russian Federation.
Service in the internal affairs bodies and the activities of the police are built in accordance with the principles of legality, humanism, respect and observance of human and civil rights, transparency, controllability and accountability of employees of internal affairs bodies to the relevant state authorities and administration, observance of official discipline, fair remuneration for work, promotion based on performance based on ability and qualifications.
The police, which is part of the system of internal affairs bodies, solves its tasks in cooperation with other state bodies, public associations, labor collectives and citizens. Its tasks are:
Ensuring the personal safety of people; - prevention and suppression of atrocities, administrative offenses; - solving crimes; - protection of public order and ensuring public safety; - rendering assistance, within the limits established by the Law on the Police of the Russian Federation, to citizens, officials, enterprises, institutions, organizations and public associations in the exercise of their legitimate rights and interests. Other tasks for the police can only be assigned by law.
Employees of the internal affairs bodies of the Russian Federation are citizens of the Russian Federation, who are in the position of privates and commanding staff of internal affairs bodies or personnel of the Ministry of Internal Affairs of the Russian Federation, who, in the established Regulations on service in the internal affairs bodies of the Russian Federation, are assigned special ranks of private and commanding personnel of internal affairs bodies cases.
The term "ethics" comes from the ancient Greek word "ethos" ("ethos"). Initially, ethos was understood as a habitual place of cohabitation, a house, a human dwelling, an animal den, a bird's nest. Subsequently, it began to predominantly denote the stable nature of any phenomenon, custom, disposition, character; so, in one of the fragments of Heraclitus it is said that the ethos of man is his deity. Such a change in meaning is instructive: it expresses the connection between a person's social circle and his character. Starting from the word "ethos" in the meaning of character, Aristotle formed the adjective "ethical" in order to designate a special class of human qualities, which he called ethical virtues. Ethical virtues are properties of a person's character, temperament, they are also called spiritual qualities. They differ, on the one hand, from affects as properties of the body and, on the other hand, from the dianoetic virtues as properties of the mind. For example, fear is a natural affect, memory is a property of the mind, and moderation, courage, generosity are properties of character. To designate the totality of ethical virtues as a special subject area of knowledge and to highlight this knowledge itself as a special science, Aristotle introduced the term "ethics".
Ethics is the science of a person's moral life, which has absorbed the historical experience of the moral culture of many generations, especially ethical traditions, folk pedagogy.
Problems of professional ethics occupy a special place in the value system of any law enforcement officer. This is due to a number of objective reasons... First, the fight against crime and other offenses is not only a legal, but also a moral problem, since it is impossible to fight crime and its causes without strengthening the moral foundations of society, and without fighting crime it is impossible to ensure the all-round development and manifestation of moral factor in its constructive, constructive role.
Secondly, the employees of the internal affairs bodies have to deal, as a rule, not with the best part of society, which, on the one hand, has a very unfavorable effect on their moral character and can, under certain conditions, lead to moral deformation, and on the other hand, the official ethics obliges each employee to show tact, restraint, moral influence on the detained, arrested, convicted. In addition, as practice and research show, the moral culture of employees of internal affairs bodies has a noticeable disciplining, educational impact on citizens. It is also no secret that in the conditions of democratization and humanization of society, the expansion of publicity about the activities of law enforcement agencies, the importance of the professional morality of their employees increases markedly.
In the scientific sense of the word, ethics is a philosophical science, the object of study of which is morality in all its manifestations, i.e. as one of the forms of social consciousness, as moral relations and as a moral practice, actions. However, in life, ethics is often understood as moral practice itself, certain moral qualities and norms of human behavior, moral rules, codes, commandments, customs, etc., which have one or another specific manifestation. Therefore, there are such concepts as "ethics of behavior", "ethics of education", "ethics of family life", "ethics of political struggle", "work ethics", "ethics of the police service."
Professional ethics- is an applied branch of the philosophical science of ethics, the object of study of which is morality: its essence, origin, functioning, as well as problems of morality in society.
Based on the foregoing, professional ethics can be considered either as a theory of professional morality, or as certain moral requirements for employees, due to the specifics of their profession. Morality would lose its functions as the most universal regulator of people's behavior and activities, if its requirements and norms were not so universal and universally significant in society. At the same time, in any society there are such professions, the work of whose workers is most strictly "guarded" by morality, regulated by it. These professions, undoubtedly, include the professions of employees of internal affairs bodies.
The concept of "police ethics" has already firmly entered our vocabulary, and "ethics fire service"And others. Insufficient attention to professional ethics (both in science and even more in practice) causes our society not only moral, but also material, and in some cases political damage, leads to a fall in the authority of the internal affairs bodies, weakening of their ties with the population, reducing the efficiency of operational and service activities, undermines the prestige of the police profession.
Professional ethics includes certain categories of ethics and moral principles that underlie the activities of people of a particular profession, moral qualities that they must possess, moral standards governing their official activities, and a number of others. moral aspects professional activity. Professional ethics is characterized by such categories as "professional duty", "official dignity", "professional honor" is the uniform ". Such ethical categories as “responsibility”, “justice”, “humanism”, “collectivism” and a number of others have a quite definite professional meaning in the practice of internal affairs bodies.
As a rule, an employee determines his line of conduct, specific actions, attitude towards service and people, comparing them with his understanding of "personal and official dignity", "professional duty and honor." If his intended actions correspond to the employee's ideas about duty, honor, dignity, then he willingly fulfills his duties, acts proactively, is not afraid to take responsibility, since he morally approves and encourages his actions.
At the same time, an employee cannot afford to commit acts that contradict his understanding of professional duty, dignity, honor.
Professional dignity, on the one hand, reflects the attitude of other people towards this employee as a specialist, professional, and on the other hand, it testifies to the attitude of a person to himself as to an employee, to his awareness of his merits and professional qualities. Professional dignity is largely a consequence of a decent profession, those. determined public importance this profession, its prestige, the prevailing public opinion... However, one cannot ignore the personal, individual attitude of a person to his profession, which by no means always coincides with the objective position in society of people of this profession.
The professional dignity of a person is closely related to her specific position in the service team, her personal merits and the corresponding measure of respect and honor, i.e. associated with the honor of the employee as a representative of a given profession, a specific team, the entire police corps. The honor of an employee of the internal affairs bodies, on the one hand, acts as a result of his personal merits and merits as a citizen and as an employee, and on the other hand, it is a consequence of the merits before society, the people of all the guardians of law and order, employees of all generations and services. Thus, putting on the shoulder straps of an employee of the internal affairs body, the employee, as it were, in advance receives a particle of honor and glory from the entire corps of worthy workers who stood guard over law and order. This, naturally, imposes on each employee of the internal affairs bodies a special responsibility for maintaining his honor not only as a specific person, but also as a representative of the entire rank and file and commanding staff of the internal affairs bodies. It is no secret that the population and society evaluate law enforcement officials not only as specific representatives of the authorities, but also in general terms, transferring to a person in uniform the good or bad reputation of other employees of the internal affairs bodies.
Professional honor requires an employee to maintain the reputation, the authority of the professional group to which he belongs and the belonging to which he values. Therefore, honor is not only a recognition of the past merits of a person and his present virtues, merits, but also a good incentive for his further moral improvement, a guarantee of success in official activity. It is important to note that the honor of an employee of the internal affairs bodies is determined not by his official or material status, special rank, education, but only by his personal qualities (moral, business, political, intellectual and other) as a citizen, as an employee, as a representative of the internal authorities. cases.
Caring for the professional honor and dignity of employees of internal affairs encourages them to uphold the honor and dignity of all citizens and even persons suspected of committing crimes or deprived of their liberty (but not deprived of civil rights and personal dignity). The Code of Honor of the rank and file of the internal affairs bodies of the Russian Federation states: “An employee of the internal affairs bodies, being a civil servant endowed with power, must treat a person as a supreme value, humanely, generously and mercifully. Treating citizens with courtesy and courtesy is not a manifestation of weakness and is quite compatible with firmness. "
As experience shows and Scientific research, the higher the employee's sense of personal and service dignity is, the more he values his professional honor, the more significant is his social value if they are combined with high moral maturity, employee culture, and necessary moral qualities.
The moral culture of the employee is closely related to the aesthetic culture, but if the former reflects the internal culture of the individual, then the latter, as a rule, is considered as an external culture. It is indisputable that the inner culture of a person plays a decisive role in his activities and behavior. However, one should not underestimate the external culture, its influence on the internal culture. So, the uniform of an employee and even the style, quality of his particular (civilian) dress in themselves have an impact (and sometimes significant) on the behavior of the employee.
Service aesthetics includes the culture of work and speech of the employee, the ethics of the service life and the appearance of the employee,
The term "aesthetics" (like "ethics") is used both in the scientific and in its everyday understanding. If in the first case it represents the science of art, the aesthetic development of the world, then in the second it reflects real practice, the culture of everyday life, behavior, work.
The manner of communication with citizens and colleagues and the aesthetics of rituals, the literacy of the preparation of official documents and the culture of employee behavior outside the office. It is no secret that the negligent execution of the protocol of the inspection of the scene of the incident or the arrest of the offender often leads to the erroneous conclusion of the interrogator or the investigator, and from the arrogant expression on the employee's face to the arrogant attitude towards people in only half a step. A set of requirements. a set of rules governing the behavior of employees in the service, their greeting, appearance, etc., is characterized by the concept of "office etiquette." The peculiarity of police etiquette lies in the fact that aesthetic requirements are not only closely related to moral norms, but, as a rule, are enshrined in regulatory documents and therefore mandatory for all employees. The specificity of service etiquette lies in the fact that it is designed not only to satisfy the aesthetic needs of employees, but also to provide an appropriate aesthetic impact on citizens. It is absurd, for example, to build the building of the Internal Affairs Directorate and, say, a children's theater according to a single architectural project, in the same way the interior of the office of the head of the police department should hardly resemble a living room or the office of a circus director. Austerity, rationalism, the absence of any frills, pomp are mandatory requirements for the buildings and office premises of the internal affairs bodies. The seriousness and responsibility of the functions they perform must be fully in line with the aesthetics of the service life. Wall painting, lighting, sound insulation, office space size, furniture convenience, design of technical and other means are also necessary elements of office life, influencing not only the aesthetic well-being of employees, but in many ways predetermining the efficiency of their work.
Labor aesthetics of employees of internal affairs bodies is both professional knowledge, and rational use of working time, and the use of an office telephone, other equipment strictly for the intended purpose, this is, first of all, the culture of working with people, communication with employees and citizens.
Experienced employees are well aware that benevolence, politeness, friendly gaze of the employee, tactical posing of questions dispose visitors to a frank conversation. And on the contrary, the employee's gloomy look, his unwillingness (“forgetfulness”) to offer the visitor a chair, the heavy air of the office and the wretchedness of its interior discourage the citizen from communicating, even if he himself voluntarily came to the internal affairs body to assist him. Of course, difficulties with the premises, their insufficient material and technical equipment is an objective and, unfortunately, apparently, a long-term factor that has an adverse effect on the work of employees. But this in no way explains and does not justify the forgetting by some employees of the elementary rules of official etiquette, which do not require additional forces and means, or additional time, but which, as a rule, give a noticeable positive effect both in official activity and in team building.
Moral qualities act as stable elements of moral consciousness and behavior (both professional and everyday) of investigators, prosecutors, lawyers, judges. In order for criminal procedural relations to be truly moral, these persons must have certain moral qualities, be morally educated.
Investigators, prosecutors, lawyers, judges should be distinguished by deep respect for the law, loyalty to its letter and spirit, perseverance, and non-susceptibility to outside influence, independence in judgment and vigilance. They are obliged to be demanding of themselves and of people, honest and incorruptible, modest and polite, courageous and decisive, hardworking.
It is difficult to find another profession, possessing which every day you would have to deal with such an abundance of a wide variety of life situations, actions, motives, human characters, and in all this diversity it is necessary to understand promptly, comprehensively, fully and deeply. The investigator, prosecutor, lawyer, judge must be as restrained as possible, tactful, correct, collected, cold-blooded and calm in relation to every recidivist and domestic squabbler, a hardened murderer and an ordinary brawler, victim and witness, woman and man, old man and teenager caught in the realm of justice. And no matter how great the emotional and mental stress, no matter how difficult it is to restrain anger towards the bandit and the murderer, the rapist and the robber, a breakdown is unacceptable here, just as threats, rudeness, deception, lies are unacceptable, no matter how good intentions and reasons they were not explained.
Compliance with these moral requirements is a clear manifestation of the necessary moral and psychological qualities of persons conducting criminal proceedings. These moral qualities, being professionally necessary for investigators, prosecutors, judges and lawyers, directly influence the strengthening and enhancement of the prestige of the preliminary investigation bodies, the prosecutor's office, the legal profession and the court, and the effectiveness of the implementation of the tasks of criminal proceedings.
With regard to the service collective, the requirements of etiquette can be reduced to the rules of conduct of the chief in relation to subordinates and the rules of conduct of an ordinary employee in relation to his boss (commander). Among the rules of conduct for a leader are the following:
teach, not teach, subordinates and learn from them yourself;
light people, and not “burn” them with a shout, a rude word, tactlessness;
demand, not find fault;
lead people along, not push them;
to be restrained, and not passively expectant;
be humble in assessing yourself, but more generous in assessing subordinates;
to be simple and accessible in communication, but not to be familiar;
to be principled, not stubborn and a number of others.
Among the rules of behavior of a subordinate, one can single out such as:
respect the boss, not please him;
be polite, not flattering;
behave with dignity, but without arrogance;
be humble, not humble;
show initiative, not self-righteousness;
be truthful but tactful;
be executive, not obsequious, and some others.
These rules, having become habitual and stable, optimize the relationship between the boss and subordinates, have a favorable effect on employees occupying the same official position, as a whole unite the team, and contribute to the successful solution of official tasks.
It should be noted that an important element of service aesthetics is the employee's external culture, which covers the culture of his oral speech, manner of dressing, attitude to uniforms, form of address, greetings, etc. As shown by public opinion polls, the neatness, smartness, and bravado of a “man in uniform” cause citizens to respect the employees of the internal affairs bodies, have an educating, disciplining influence on those around them. And, on the contrary, a sloppy employee (especially in uniform) evokes a negative attitude towards himself from others, and sometimes a feeling of disgust among individual citizens. It should be noted that the employee's attitude to uniforms is essentially an expression of his attitude to the service itself: for one, uniforms are “overalls”, overalls, for another, it is a uniform associated with such a concept as “honor of the uniform”.
Of course, legal aesthetics cannot require employees to be outwardly beautiful, stately, physically powerful, but it obliges them to respect the uniform, strictly observe the established requirements for discipline, politeness and salutation, encourages the employee to be attentive to their appearance, to remember their influence on others.
We can say that etiquette, legal aesthetics as a whole stand guard over the honor, personal dignity and authority of employees of the internal affairs bodies and require the same from them in relation to citizens. Based on the "golden rule" of ethics: "Do not allow yourself what you consider impermissible for others," employees should be especially scrupulous not only to their appearance, but also to their speech, actions, to the choice of means of restoring public order, suppressing illegal action. At the same time, it is not uncommon for employees to turn to citizens (especially offenders) to "you", resort to shouting, and even physically insult the detainees, use foul language. The teacher A.S. was deeply right. Makarenko, calling abuse, not censorship, unadorned, petty, poor and cheap filth, a sign of the wildest, most primitive culture.
Office etiquette instructs employees to strictly adhere to uniforms and greetings, and prohibits the wearing of non-statutory signs. He disapproves of everything that is deliberately used in order to stand out purely outwardly from others (wearing a beard, long hair or massive rings, chains, non-statutory tie pins, etc.). The attempts of some young employees to somehow independently “improve” it can hardly be called love for uniforms. Rather, it is a manifestation of vanity, selfishness, the desire "not to be like everyone else." The latter could be welcomed if it were not limited only to outward signs differences, without any connection with the intellectual, professional and moral qualities of a person, his inner virtues. By the way, among employees who are overly keen on their appearance, there are much more often those who hide selfishness, disrespectful attitude towards people, indifference in work, and sometimes rudeness behind the outer gloss and decency.
Thus, professional ethics in internal organs contains such rules of conduct that are moral in content, aesthetic in form and legal in the nature of their application. This is their vitality and stimulating role.
Professional ethics of police officers
Business communication and etiquette.
Communication (communication) is a way of being a person in terms of mutual relations, interaction with other people. In the process of communication, people exchange information - thoughts, ideas and emotions, as a result of which a certain form of relationship and mutual influence is established between people, aimed at achieving a certain business purposeful result. The ethics of business communication is the sum of the moral and ethical requirements, principles, norms and rules developed by science, practice and world experience, the observance of which ensures mutual understanding and mutual trust of the subjects of business communication, increases the effectiveness of contacts and the final results of their joint actions.
The basis of business communication is the solution of an important official issue, a responsible specific case concerning the fate of people, material and financial costs, and often legal relations with very unpleasant consequences for the subjects of communication. Therefore, the moral side of positions, decisions and social results of communication plays a huge role. In addition, when it comes to a leader, the ethical content of communication directly affects the moral views of subordinates and, consequently, the quality of their performance. Therefore, knowledge and possession of the ethics of business communication is an indicator of the professional culture of a law enforcement officer, the degree of his compliance with modern requirements.
The exchange of information forms a certain psychological attitude in the subject of communication. Depending on the attitude, the nature of communication occurs at one of four levels of communication:
one). The contactee position is based on false ideas and therefore must be overcome and discarded.
2). The ideas behind the contactee's position are inherently correct, but they are a hindrance to the desired outcome, so they need to be overcome and debunked.
3). The ideas behind the contactee's position are correct, but irrelevant.
4). The position of the contactee is based on correct and fruitful ideas, it is necessary to analyze them in accordance with their own ideas.
Business communication should be based on certain moral principles, among which the main ones are the following:
1. Business contact is based on the interests of the business, but in no case personal interests or personal ambitions. Despite its seeming banality, it is this principle that is violated most often, because not everyone and by no means always finds the ability to sacrifice personal interests when they conflict with the interests of the case, especially when this can be done with impunity and the only judge of the deed there will be a conscience of its own.
2. Decency, that is, an organic incapacity for dishonest acts or behavior, based on such developed moral qualities as:
Sharpened conscience;
The ability to behave in the same way with any person, regardless of his official or social status (J.-J. Rousseau argued: "The highest virtue is to be the same with a beggar and a prince");
Moral stability, manifested primarily in the fact that under no circumstances does a person compromise his principles;
Obligation, accuracy, responsibility, loyalty to one's word.
3. Benevolence, that is, the organic need to do good to people (good is the main category of ethics).
4. Respect, that is, respect for the dignity of the contactee, realized through such educated moral qualities as: politeness, delicacy, tact, courtesy, solicitude.
Etiquette is a stable order of behavior, a set of rules for polite behavior in society. Etiquette rules are the behavioral language of cultural communication. In official etiquette, the main thing is the conformity of manners, appearance, speech, gestures, facial expressions, posture, posture, tone, clothing, the nature of the social role in which communication takes place. This requirement becomes especially important when participating in a strictly regulated ceremony, where certain official forms of behavior of officials must not go beyond the strictly established framework, failure to comply with etiquette requirements due to their ignorance or disrespect for them is perceived as an insult to personal dignity and often becomes the cause of conflicts or at least causes justifiable disapproval.
Strict adherence to the rules of etiquette is an important condition for a high culture of behavior. This is the "dress" by which one is "greeted", according to which the first impression of a person is made. But even the most scrupulous knowledge and observance of these rules does not guarantee the appropriate behavior of a person, for real circumstances are so diverse that no rules and norms are able to cover them completely. To avoid all mistakes, it is necessary to develop a sense of emotional empathy with the contactee, which is called tact. A developed sense of tact allows a person to determine the proper measure in expressions and actions, in showing interest in another person.
Professional tact.
Professional tact is a manifestation of restraint, prudence, and decency in communication with others. Tact presupposes a careful, attentive attitude to the personality of the interlocutor, excluding the possibility of touching any of his "sore strings". This is the ability to tactfully, correctly bypass, if possible, questions that can cause embarrassment among others. This is the ability to say or do something by the way, without unnecessary "excesses", importunity and impudence. The manifestation of tactlessness is an unmistakable evidence of a lack of culture, an indicator of rudeness and bad manners. It is important to constantly remember that observance of etiquette and the manifestation of tact is not just an obligatory element of communication, but an integral part of the spiritual culture of an individual, especially the personality of a leader - an indispensable condition for positive results of business communication and the authority of law enforcement agencies in general. Business communication between law enforcement officers, both among themselves, in service teams, and with citizens can take place in various situations and take various forms. Let's point out the main ones:
I. Daily office communication.
1) Conversations, meetings, negotiations.
2) Reception of visitors.
3) Meetings, meetings, sessions, conferences.
4) Visiting organizations, institutions.
5) Visiting citizens at the place of residence.
6) Duty, patrolling, security.
II. Specific forms of official communication.
1) Communication in the service team:
a) subordinated forms of communication;
b) communication between colleagues.
2) Communication of teachers with students in the learning process.
3) Business contacts with foreign citizens.
III. Extreme forms of official communication
1) Communication in a conflict situation.
2) Communication with participants of rallies, demonstrations, public demarches.
3) Communication with detainees during a search.
4) Communication with the special contingent.
IV. Non-verbal and non-specific forms of communication
1) Public contacts with journalists, interviews.
2) Statements on radio, television, in print.
3) Telephone, teletype, radio communication.
4) Business correspondence, resolution.
In addition, in all these forms of communication, great importance is attached to the so-called accessories, which are included as elements in the etiquette rules of communication. These include: the culture of speech, text, appearance, facial expressions, tone, gestures. For each of these elements, there is a set of specific rules that must also be carefully followed.
Ethics business conversations, meetings, negotiations.
The results of the professional activities of law enforcement officers largely depend on personal meetings, conversations, and conferences. Ethical requirements for their implementation are the necessary condition that allows you to find the right decision, to smooth over sharp corners and to get out of difficult or unpleasant situations with dignity.
A properly conducted conversation is the most favorable and often the only way to convince the interlocutor of the validity of your position, to force him to accept your decision and conditions.
In provocative activities, there are situations when there is a need to obtain this or that information from a person who avoids the conversation. Even in these situations, you need to remember that the person whom you were able to win over to you will be of much greater help to you than the one you are trying to force to talk to you.
When preparing for a conversation, it is recommended to study the interlocutor. What position does he occupy? How does he feel about you? What kind of man is he? What are his intentions? It is good to know the main points of the interlocutor's biography, the range of his personal interests, including his hobbies, hobbies.
The time reserved for the meeting should be freed from other matters. During this time, you cannot make other appointments and make the invitees wait in the reception area. It is not customary to procrastinate a meeting beyond the time allotted for it, unless, of course, this is connected with the solution of an important issue.
When holding a meeting and conversation, it is important to take into account not only their strategy and tactics, but also to pay attention to the "little things" of etiquette, which can grow in circumstances that seriously affect the outcome of the meeting.
Of great importance in conversation, negotiations are
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Introduction
1. Concept and history of etiquette
Conclusion
Introduction
Any profession imposes certain moral requirements on the people who choose it. The society has always made the highest demands on the employees of the internal affairs bodies.
Modern Russian society needs a solid spiritual support to carry out transformations in the political, economic and legal spheres... In these conditions, the importance of moral and ethical principles and norms, which have remained unchanged for many centuries, increases. Among the moral qualities of a person, the most significant have always been considered kindness and decency, honesty and conscientiousness, reliability, a sense of duty, honor and dignity.
For employees of the internal affairs bodies, these concepts are not just high words, but the essence of the professional Code of Honor, enshrined in regulatory documents, the service traditions of the Ministry of Internal Affairs of Russia, and international standards of police conduct. In the daily activities of a militia officer, an important place belongs to the culture of behavior at work and in everyday life, the ability to behave in accordance with the norms of etiquette, the rules of good manners, that is, adequately to the situation. Every person, especially a police officer, is assessed not only by professional qualities, but also in appearance, demeanor, speaking, listening to the interlocutor.
It should not be forgotten that the authority of the law largely depends on the authority of law enforcement officials, people who embody the law, on their professional skills and moral qualities, knowledge of professional etiquette and the ability to show tact and correctness, and respectful attitude towards citizens. Putting on the uniform of an employee of the internal affairs bodies, a person becomes a kind of symbol of the Law and the State, therefore his purely personal ideas about good and evil, nobility and meanness, loyalty and betrayal turn almost into a matter of state importance.
In modern society, the image of an employee of the internal affairs bodies is contradictory. It has its own historical roots and socio-psychological background.
Currently, there is a need to change the prevailing pattern of perception of an employee of the internal affairs bodies of Russia, to create agreement and mutual understanding between the society and the police officer. The implementation of this task will largely be facilitated by the knowledge and observance of professional etiquette by an employee of the internal affairs bodies.
Concept and history of etiquette
Each society had its own theory of morality and, on its basis, developed rules of decency and behavior with people appropriate to their time and morals. For the practical implementation of such rules, etiquette is intended. If morality, figuratively speaking, is a general moral strategy, then etiquette provides tactical recommendations for proper behavior in certain conditions.
“Etiquette (from French - a label, label) is an established order of behavior somewhere, or, in other words, a set of rules of behavior concerning the external manifestation of a person's relationship to other people. This refers to the treatment of others, forms of treatment and greetings, behavior in public places, manners and clothing (style and conformity). " Psychology. Pedagogy. Ethics: Textbook for universities / I.I. Aminov, O. V. Afanasyeva, A.T. Vaskov, A.M. Voronov and others; Ed. prof. Yu.V. Naumkin. - 2nd ed., Rev. and add. - M .: UNITI_DANA, Law and Law, 2002.S. 473.
The rules of etiquette, clothed in specific forms of behavior, indicate the unity of its two sides: moral and ethical and aesthetic. The first side is the expression of a moral standard: precautionary care, respect, protection. The second side - the aesthetic one - testifies to the beauty, grace of forms of behavior.
The words "ethics" and "etiquette" in Russian are so close in spelling and pronunciation that one involuntarily suggests the idea of their common meaning. There really is some semantic commonality between them.
“Etiquette in its etymology (but not in content!) Has nothing to do with ethics - their consonance is accidental. The term "ethics" is based on the ancient Greek word ethos, meaning custom, character, way of thinking. As for the term "etiquette", it came from the old French verb estiquer, in its original meaning included a set of rules that determined the form and order of behavior at the court of the monarch for his entourage. " Ethics of law enforcement officers: Textbook / Ed. prof. G.V. Dubova. - M .: Publishing house "Shield-M", 2003. S. 317.
Many rules of etiquette cannot be fulfilled without realizing the goal, setting specific tasks for oneself, choosing the means of achievement, sometimes rather lengthy actions and analyzing the results of a moral deed.
The rules of behavior that have been formed in the course of human history have always been practically grounded. Their expediency depended and depends on
question - in whose favor, who benefits? During the long development of mankind, many rules have changed, supplemented, many have disappeared altogether, but some have been preserved traditionally, unchanged for centuries, and perhaps even millennia.
Even the ancient Greeks taught a person to think independently, to distinguish between good and evil, beautiful and ugly. They believed that the unity of the good and the beautiful reflects the harmony of man; his actions should be beautiful and virtuous.
Much attention was paid to etiquette already during the European Renaissance. The highest nobility and the nobility, in a peculiar way competing, scrupulously followed the rules of their etiquette, especially respecting the beauty of external behavior and some negligence, grace and indulgence towards the weak, the ability to conduct small talk.
The first manuals on behavior were "Table Manners" and the "Discipline of Clericalis" compiled in 1204 by the Spaniard Petrus Alfons. They were followed by books on rules of conduct.
“So, in Hamburg in 1716 a book was published with the detailed title“ Customs for a polite and decent conversation and life, for dealing with high noble persons, their own kind and women, as well as teaching women how to handle skillfully ”.1 1 Shcheglov A. V. Professional ethics of employees of internal affairs bodies: A course of lectures in 3 hours - M .: YI Ministry of Internal Affairs of Russia, 1999. Part 2. P. 49.
In the history of Russian social thought, great attention has always been paid to the problems of ethics and etiquette. Starting with one of the first Russian philosophers - Illarion in the XII century, through all subsequent centuries - the period of Ancient Russia, then the New and Modern times - they were an important component in philosophical works, chronicles, epics, folk legends and other monuments of spiritual culture. A feature of ethical thought in Russia was the substantiation of spirituality as a defining characteristic of a person, reverence for such internal moral properties as courage, honesty, patriotism, common sense, modesty and unpretentiousness in everyday life, etc. practical deeds, direct behavior and results of activity. In Russia, there were many princes, tsars, prominent politicians, thinkers and preachers, scientists, etc., who went down in history as spiritual mentors, enlighteners, champions of morality: Vladimir Svyatoslavovich, Yaroslav the Wise, Vladimir Monomakh, Alexander Nevsky, Dmitry Donskoy , Sergiy Radonezhsky, Decembrists, revolutionary democrats who did a lot to strengthen and form the spiritual and moral foundations in society.
Generally accepted norms of behavior have always played an important role in the formation of spiritual culture in Russia. So, already in the XII century. Vladimir Monomakh's Instruction reflects many external rules and norms of behavior for young princes. “Be silent in the presence of your elders, listen to the wise, have love with your peers and your lesser ones; learn language abstinence, mind humility; rise up to the sun, as good men do, do not be lazy, for laziness is a mother to all vices; lazy, what he could, he will forget, and what he could not, will not learn at all. ”1 1 Shcheglov A.V. Professional ethics of employees of internal affairs bodies: A course of lectures in 3 hours - M .: YI Ministry of Internal Affairs of Russia, 1999. Part 2. P. 49.
Of course, social progress also contributed to the interpenetration of the rules of behavior, the enrichment of cultures. The world was getting closer. The process of mutual enrichment by the rules of behavior made it possible to develop mutually acceptable, generally recognized etiquette, enshrined in customs and traditions. Etiquette began to prescribe norms of behavior at work, on the street, at a party, at business and diplomatic receptions, in the theater, and on public transport.
It should be noted that in our time, many of these rules are literally traditional in nature, and their practical value is highly questionable. For example, a man walks in front of a woman as he climbs a staircase — a requirement dictated by a woman’s long, floor-length dress and candlelight, since the man carried a candlestick and the dress could easily be stepped on. Thus, even now, partly by tradition, the man climbs the stairs in front of the woman and descends behind.
It is customary among European peoples to shake hands with each other when greeting.
Today this tradition is interpreted as a sign of respect. And the reason for this custom was another reason: peacefulness, confirmation of peaceful intentions. “The outstretched and open right hand was supposed to confirm that there was no weapon in it: a stone, a knife, etc. If the other side was also peacefully inclined, an involuntary handshake followed - a greeting” .1 1. Pedagogy. Ethics: Textbook for universities / I.I. Aminov, O. V. Afanasyeva, A.T. Vaskov, A.M. Voronov and others; Ed. prof. Yu.V. Naumkin. - 2nd ed., Rev. and add. - M .: UNITI_DANA, Law and Law, 2002.S. 477.
In the East, the Arabs expressed the same idea by crossing their arms over their chests, the Turkmens thrust their arms into their long sleeves, while the Chinese bowed down their arms freely at their sides.
The national psychological characteristics of each nation have left their mark on the requirements of etiquette. What is customary in one country may cause confusion in another; what is considered decent by some peoples is unacceptable by others. True, in recent years there has been a significant convergence of the rules of etiquette adopted in different countries, in the direction of European rules of good manners, which is especially noticeable in business practice, nevertheless, the national flavor in the behavior of people is constantly present.
Different peoples have different customs. The differences are due to historical and local conditions, the character of the people and other factors. Therefore, it is unacceptable to impose the customs of one people on another. While respecting the people, we must also respect their traditions.
There is nothing more senseless than to build the rules of politeness into a dogma, which would have to be sacrificed for personal noble feelings, good taste, natural convenience and reasonable well-being that does not interfere with anyone. Our society must have a courtesy that flows from cordiality and goodwill.
However, such politeness and rules of conduct, which remain etiquette and are limited only by good manners, are not enough for us. The rules of conduct must be followed in a meaningful way, depending on the situation, place and time. Conscious adherence to the "golden rule" of morality can provide serious help in building the correct line of human behavior. The wording of the "golden rule" of morality is as follows: (Do not) act towards others as you (not) would like others to act towards you.
2. Norms and principles of professional etiquette
The police service is complex and multifaceted. It always takes place in front of people, in communication with them, and is often associated with intrusion into the sphere of human relations, feelings, emotions. Therefore, each employee must know his job perfectly and have traits that would help him, with all the severity and decisiveness of his actions, to keep his high purpose clean. Of paramount importance are such qualities as politeness, modesty, self-control, tact, mutual respect, discipline, willingness to come to the rescue at any time, the ability to listen to criticisms addressed to oneself and correct a mistake without offense.
"The culture and ethics of police work are manifested in different forms: in the ability to rationally organize your working day and persistently carry out all the planned activities (sequence), competently draw up official documents (competence), correctly express your thoughts (erudition)."
Greeting affably, thanking, listening carefully to the citizen, treating women and elders with courtesy, being able to sincerely apologize in case of any awkwardness - all this does not require much effort and tension, but it is mandatory in relationships with people. Such qualities are initially brought up in the family, and later they are developed and improved in the team.
Police officers need to strive to ensure that high culture and strict observance of the rule of law become their hallmark. For the population, the image of an employee of the internal affairs bodies (police) should be inseparable from the idea of the best human qualities.
It is well known that an employee most often has to deal with a special contingent of people who have violated the law or violated public order. And here two extremes are unacceptable. The first is complacency, a lack of understanding that various coercive measures are used against socially dangerous elements, up to weapons and special means. The second extreme is excessive suspicion, picky, mistrust of any guilty or stumbling-down person. With this approach to business, it is easy to imagine that the vast majority of the population are potential offenders. Therefore, a police officer must always skillfully combine measures of persuasion, social pressure and coercion - this is one of the defining requirements for law enforcement. Along with the application of penalties provided for by laws, real and serious care is needed for the prevention of crimes.
The actions of the police officers, with all their severity and decisiveness, must always be fair and understandable to the broad masses of the population; only in this case one can count on mutual understanding of people, their support and help. In turn, the actions of the police officer should clearly show, first of all, respect for human dignity; It is no coincidence that one of the four principles of the Russian police activity is respect for human and civil rights and freedoms.
Strict adherence to the rules of etiquette is an important condition for a high culture of employee behavior. But even the most detailed observance of these rules does not guarantee the appropriate behavior for the situation, since the real circumstances are so diverse that no norms and rules are able to fully cover them. To avoid all mistakes, it is necessary to develop a sense of sincerity and the associated emotional empathy in relation to the interlocutor. It's about tact. A developed sense of tact allows the employee to determine the proper measure in expressions and actions, in showing interest in another person. It is tactfulness that allows you to find a way out of a problematic conflict in communication, without detracting from the dignity of other people and not diminishing your own.
“Professional tact is a manifestation of restraint, prudence and decency in communication with others. Tact presupposes a careful, attentive attitude to the personality of the interlocutor, excluding the possibility of touching any of his "sore strings." This is the ability to tactfully, correctly bypass, if possible, questions that can cause embarrassment among others. This is the ability to say or do something by the way, without unnecessary "excesses", importunity and impudence. "
Tact is closely related to such etiquette norms as politeness, correctness, modesty.
Politeness is a moral quality that characterizes the behavior of a person for whom respect for people has become a daily norm and a habitual way of dealing (dealing) with others. This is an elementary requirement of a culture of behavior; it includes attentiveness, benevolence, and a willingness to help someone in need.
Correctness is a special shade of politeness, which consists in the ability to keep oneself within the generally accepted norms of decency in all situations. To be correct is to preserve your dignity.
Modesty is one of the most important rules of etiquette. A modest person never considers himself to be an outstanding person and does not brag about his achievements, even if they are obvious. A modest person, without giving up self-esteem, always compares it with the opinion of others about himself. But modesty does not mean self-humiliation, rejection of pride, independence, independence in behavior and self-expression. She expresses genuine respect for people, limiting her own needs to those existing in society. material conditions, as well as a critical attitude towards oneself.
A well-bred police officer must be able to behave, know how to act in a given situation, showing restraint, preserving his human dignity and not belittling the dignity of other people.
“Creating models of behavior in different situations and explaining how to behave, etiquette instills in a person proper manners and the best moral qualities: mercy, humanity, responsiveness, kindness. ”1 1 Shcheglov A.V. Professional ethics of employees of internal affairs bodies: A course of lectures in 3 hours - Moscow: YI Ministry of Internal Affairs of Russia, 1999. Part 2. P. 57.
A law enforcement officer who has firmly mastered the rules of good manners becomes freer, he gains self-confidence, the adequacy of self-esteem, and tolerance for the weaknesses and shortcomings of other people.
3. General rules of conduct for police officers
The high demands placed on the morality and cultural level of an employee today are due to the fact that he is forced to invade complex areas of human relationships on a daily basis, acting as an arbiter in acute conflict situations affecting the fate of many people. Moral upbringing, genuine culture allow the employee to overcome subjectivity, limitations personal experience, understand the motives, interests and aspirations of other people. Due to the specifics of his official activity, he has no right to be biased, rude, callous.
Any mistake or oversight in police work, a case of unworthy behavior, lack of culture, impoliteness can immediately receive a wide response and, overgrown with rumors and speculation, cause people to have a distorted idea of the activities of law enforcement agencies, undermine the authority of a particular service and unit.
Based on the experience of the internal affairs bodies and divisions, there are general recommendations on the rules of conduct for a police officer in various situations, both in the office and in the off-duty environment.
“An employee of the internal affairs bodies must have a sense of his own dignity - a sense of respect for himself and others. Respecting others means observing certain rules of decency, which are the key to harmonious relationships between people. ”1 1 Psychology. Pedagogy. Ethics: Textbook for universities / I.I. Aminov, O. V. Afanasyeva, A.T. Vaskov, A.M. Voronov and others; Ed. prof. Yu.V. Naumkin. - 2nd ed., Rev. and add. - M .: UNITI_DANA, Law and Law, 2002.S. 494.
You should value your word. Don't make promises that you can't do. If the promise is given, then it is necessary to fulfill it, otherwise the authority will suffer. As a well-mannered person, respect for other people should be shown in everything.
The authority of an employee of the internal affairs bodies depends to a certain extent on the correct behavior and actions.
The employee must remember that his appearance must be impeccable.
“We should not forget that appearance is a reflection and characteristic of internal culture and that neatness and smartness emphasize respect for others and thus give the right to respect for oneself.” 2 2 Ibid. P. 495
A police officer must always have a neat appearance, combat alertness, behave with dignity, not stoop, walk with a firm and energetic step. A well-fitted shape emphasizes the slimness of the figure, physical strength. While in uniform, a police officer must refrain from carrying shopping bags, bulky items, visiting markets, and solving other everyday issues. affairs in the eyes of the population.
In dealing with citizens, certain rules must also be followed. When addressing a citizen, you must first greet him, putting your hand to the headdress, introduce yourself - name the position, title and surname, briefly inform the reason or purpose of the appeal. In this case, one should not call the citizen to himself, but approach himself. He must state his demands and remarks in a courteous and convincing form, the explanations must be listened to carefully, without interrupting the speaker.
When a citizen turns to a policeman, he must be carefully listened to, answer the question posed, or explain where to go to solve it. If necessary, then calmly, without irritation, repeat the answer and explain its meaning. In no case should a citizen be told that his request is irrelevant.
“The employee must act clearly, professionally competently, while always showing sympathy, benevolence and respect for the interlocutor. After all, the police are usually contacted in difficult situations, and the duty of an employee is to help people in their trouble. ”1 1 Psychology. Pedagogy. Ethics: Textbook for universities / I.I. Aminov, O. V. Afanasyeva, A.T. Vaskov, A.M. Voronov and others; Ed. prof. Yu.V. Naumkin. - 2nd ed., Rev. and add. - M .: UNITI_DANA, Law and Law, 2002.S. 496.
One should never respond with harshness to harshness, rudeness to rudeness. A calm, firm, and benevolent manner of speaking is the best way to eliminate negative reactions and create a normal atmosphere for conversation.
It is especially important to comply with the norms of official ethics and culture of behavior when imposing a fine or applying another form of punishment against a violator of public order, traffic rules, so in this case, punishment is not an end in itself, but a means of education. In addition, the police officer is obliged to calmly, politely and clearly explain to the offender the nature and severity of the guilt and show the possible consequences of the violation. It should be remembered that the very conversation between the employee and the offender is effective remedy upbringing, therefore, if the violation is insignificant, it is quite legitimate to limit ourselves to a comment.
It is important to firmly remember that although a police officer should be principled in matters of public order and the safety of citizens, this does not mean that he should approach any violation with the utmost severity.
An essential aspect of the work of the police is assistance to citizens in difficult circumstances. Children, the elderly and the disabled, women with young children may find themselves in such a situation.
“Adolescents should be treated with the same courtesy as they are to adults. Instructions and remarks to children (adolescents) are made taking into account their psychology and level of development. For children of junior and middle school age the address is applied to "you", and the elder - to "you." 1 1 Psychology. Pedagogy. Ethics: Textbook for universities / I.I. Aminov, O. V. Afanasyeva, A.T. Vaskov, A.M. Voronov and others; Ed. prof. Yu.V. Naumkin. - 2nd ed., Rev. and add. - M .: UNITI_DANA, Law and Law, 2002.S. 497.
An employee should not ignore pranks and other rash actions of children. It is necessary to stop them and make the necessary remark, explain how to behave on the street. However, criminal acts of minors in relation to police officers must be resolutely suppressed.
Employees do not intervene in disputes and quarrels of a private nature, except in cases where there is an immediate danger to the life and health of citizens, a violation of public order is allowed, and illegal actions are committed.
The employee often deals with vagrants, drunkards, drug addicts. In such cases, he should, if necessary, be ready to provide first aid, send people to the hospital, find missing persons, and provide assistance to the injured. In this work, humane rather than punitive methods should be preferred.
A police officer is obliged to be able to determine deliberately committed offenses from hooligan, mercenary or provocative motives. In these cases, he must immediately and with all decisiveness stop illegal actions. The employee's activities in this situation are governed by the relevant service instructions, however, in these cases, he must adhere to certain standards of business ethics.
If illegal actions are detected, the police officer is obliged to demand their termination, reasonably explain to the violator the provisions of the relevant regulatory documents. These reasons should be presented in a polite, tactful and persuasive manner. It is necessary to take all measures to make the illegal nature of the offender's actions obvious to those around him, to cause a negative reaction in them, and a willingness to support the police.
When arresting an offender, especially in the presence of citizens, a police officer is obliged to show maximum restraint and calmness, to act in accordance with the situation. The use, where necessary, of physical force and special means, the use of other forms of coercion should not be demonstratively rude. You should not enter into arguments with others, resort to harsh expressions or gestures, or perform any actions that provoke a complication of the situation.
If a police officer was forced to use physical force or weapons (to kill) during arrest and injured or wounded the offender, he is obliged to provide emergency medical assistance to this person, and in case of death, to ensure the protection of the body of the killed.
The employee must show special restraint and tact in conflict situations, taking all possible measures to stop them.
“In conflict situations, the employee is guided by the usual norms of business ethics, but he observes them with special care. It should be firmly remembered that the slightest tactlessness, harshness, rudeness, irritability (as well as the manifestation of indecision and weakness) can lead to the development of conflict and the support of others around the offender. And vice versa, correct, lawful, confident and decisive actions, self-control and calmness can arouse the sympathy of citizens and ensure their assistance. ”1 1 Psychology. Pedagogy. Ethics: Textbook for universities / I.I. Aminov, O. V. Afanasyeva, A.T. Vaskov, A.M. Voronov and others; Ed. prof. Yu.V. Naumkin. - 2nd ed., Rev. and add. - M .: UNITI_DANA, Law and Law, 2002.S. 499.
If the violator reacts excitedly to the comments, it is necessary, without entering into wrangling and disputes with him, to let him calm down, and then explain that in his actions the police officer is guided not by hostile feelings or negative emotions, but by the interests of society, the need to protect public order and peace citizens. Explaining to the offender the illegality of his actions, it is necessary to refer to the relevant laws, regulations and other regulations.
The norms of official ethics and culture of behavior are strictly observed during interrogation, where they almost completely coincide with the specific requirements for the professional activities of employees of the internal affairs bodies. A calm, patient, sympathetic and friendly tone when interrogating a victim or witness helps the citizen overcome anxiety, remember and convey in detail the circumstances of what happened. Calmly, patiently and politely, but at the same time firmly and strictly, without flirting and threats, the accused or suspected of committing a crime should be interrogated.
The search requires sensitivity, restraint and calmness, since it affects the interests of the family members of the accused and has a strong emotional impact on them. In this case, moralizing, mocking or condemning remarks, as well as statements about the lifestyle or things of the searched are strictly prohibited.
Professional ethics sets a number of requirements for all police officers. These norms determine the special, moral responsibility of the leading personnel of the law enforcement system.
The boss must constantly show an example of organization, discipline, conscientious attitude to business, instill in subordinates a sense of attentive attitude towards citizens, especially when resolving requests, statements and complaints, demand from each employee an exemplary appearance and smartness. Tactfulness, courtesy, politeness, friendliness are the inherent qualities of a leader.
Any boss is only an executor of the laws on which his powers, rights and duties are based. But as a person, as a member of a team, he is a friend to everyone who serves with him.
"The requirements of the Code of Honor of the rank and file and commanding staff of the internal affairs bodies of the Russian Federation are applicable to each employee of the internal affairs bodies, regardless of position, rank or other official status." 1 1 Psychology. Pedagogy. Ethics: Textbook for universities / I.I. Aminov, O. V. Afanasyeva, A.T. Vaskov, A.M. Voronov and others; Ed. prof. Yu.V. Naumkin. - 2nd ed., Rev. and add. - M .: UNITI_DANA, Law and Law, 2002.S. 500.
The quality of the work performed and the moral and psychological atmosphere in the unit largely depend on the culture of behavior, the correct style of managing people, and the relationship between the manager and his subordinates.
Reception of citizens by responsible employees of bodies, divisions, institutions is one of the main factors contributing to the promotion of the activities of law enforcement officials. A citizen invited for a conversation should be received at the appointed time, show interest in the conversation. You should not look at documents that are not related to the conversation, since the slightest sign of indifference will seriously interfere with creating an atmosphere of trust in the conversation with the visitor.
If the visitor must state his application in writing, but finds it difficult to do so, he should be provided with the necessary assistance.
If the question that the visitor is addressing cannot be resolved, then the citizen should be given the address or telephone number of the persons who are responsible for solving this problem. In case of refusal in the request with which the visitor applied, the reasons for the refusal and the procedure for appealing the decision must be explained.
At whatever time of day and on whatever issue a citizen turns to the police station on duty, he must be carefully listened to and given an exhaustive answer. In no case should the citizen be told about an insignificant reason for his visit.
A person who has superficially learned the moral principles and rules of good manners may make a good impression, but such a level of culture is of no value to people responsible for law and order and security in the state and society. It is important to remember that any form of politeness is appreciated and accepted by people with genuine sincerity, truly high and disinterested motives.
Conclusion
The norms and rules of communication in the internal affairs bodies are expressed in professional etiquette, which is determined and enshrined in charters, orders, instructions and regulations on the passage of service. Etiquette of police officers is an integral part of their moral and aesthetic culture, which includes established norms of behavior, both in the service teams themselves and in communication with citizens.
Each employee of the internal affairs bodies should remember that his activities take place in front of many citizens and in communication with them. While in the service, he is a representative of the government and the authority of this government among the population depends on his behavior. Therefore, each employee must know his job perfectly and have traits that would help him, with all the severity and decisiveness of his actions, maintain the high rank of a law enforcement officer.
In recent years, there has been a large turnover of personnel in the internal affairs bodies, a large number of citizens are hired, and each sets a different goal in his service. There are employees who are trying to earn money in an illegal way in the service. This is facilitated by both social prerequisites and personal qualities of a person.
In my opinion, the study, at least even acquaintance with ethics, can, to a certain extent, help to prevent professional deformation of consciousness, will help to answer the question of what and how should be done so that there are more decent people. However, a person who superficially assimilated the moral principles and rules of good manners may make a pleasant impression, but such a level of culture is of no value to an employee of the internal affairs bodies. You need to be a cultured person, and not seem to them. You need to follow the rules of etiquette not according to your mood, but constantly, systematically.
Police officers need to strive to ensure that high culture and strict observance of the rule of law become their hallmarks. For the population, the concept of "policeman" should be inseparable from the idea of the best human qualities.
List of used literature
professional ethics morality
1. The code of honor of the rank and file and the commanding staff of the internal affairs bodies of the Russian Federation.
2. Psychology. Pedagogy. Ethics: Textbook for universities / I.I. Aminov, O. V. Afanasyeva, A.T. Vaskov, A.M. Voronov and others; Ed. prof. Yu.V. Naumkin. - 2nd ed., Rev. and add. - M .: UNITI_DANA, Law and Law, 2002.
3. Pylev S.S. Spiritual, moral and cultural foundations of the activities of the police and militia of Russia (history and modernity). Monograph. - M. 2003.
4. Shcheglov A.V. Professional ethics of employees of internal affairs bodies: A course of lectures in 3 hours - M .: JI Ministry of Internal Affairs of Russia, 1999. Part 2.
5. Shcheglov A.V. Professional ethics of employees of internal affairs bodies: A course of lectures in 3 hours - M .: JI Ministry of Internal Affairs of Russia, 2001. Part 3.
6. Ethics of law enforcement officials: Textbook / Ed. prof. G.V. Dubova. - M .: Publishing house "Shield-M", 2003.
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