New in the formation and maintenance of the personnel reserve in the civil service. Ministry of Industry, Trade and Entrepreneurship Development of the Novosibirsk Region Is it possible to appoint not from the reserve

Legal advice:

1. Tell me one candidate or several candidates are enrolled in the personnel reserve?

1.1. It depends on what position in the organization on the personnel reserve! Maybe 1 candidate and several!

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1.2. I think there may be several, just in case. A reserve in the person of 1 candidate can always cease to be a reserve for some reason.

I wish you good luck and all the best!

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2. I was included in the personnel reserve, when will I be hired?

2.1. --- Hello, as soon as a vacancy appears in your specialty, you will be informed.

Yours faithfully, lawyer A.V. Ligostaeva

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3. Where it says in the code on personnel reserve.

3.1. V labor code there is no such thing as "personnel reserve"

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3.2. The concept of a personnel reserve refers to the state civil service and the municipal civil service.

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4. In whose name is the application written to the personnel reserve of the prosecutor's office?

4.1. What kind of talent pool?

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5. I stand in the personnel reserve for the deputy head of the department, the category of managers. Now I work as a chief consultant. They want to appoint me the head of the department. Can I be taken from the reserve?

5.1. Your question is not clear.

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6.1. Unfortunately no.

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7. I'm on parental leave. Prior to that, she worked in the tax office. Can I submit documents to another tax office while on parental leave in order to be included in the personnel reserve.

7.1. In this case, after leaving social parental leave, you need to decide on the transfer from one tax office to another ...

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8. I am in the personnel reserve. If they call me and invite me to work, can I say that I will be able to leave in a month, or will they regard it as a refusal?

8.1. We cannot predict how they will assess everything ... negotiate with the employer when and on what conditions you go to work. Such things are not prescribed in the law.
But if there are many applicants for a place, no one will wait.
I wish you good luck and all the best!

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9. Is there a substitution vacant post on municipal service there are three people in the personnel reserve, who of them are taken first.

9.1. They take the one with whom they agreed and who suits the leader more. There are no special criteria and priorities in this case.

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10. How long can you be in the personnel reserve? And what will happen when this period comes to an end?

10.1. A civil servant (citizen) is included in the personnel reserve of a state body for a period of 2 to 5 years, taking into account the group of civil service positions:

For the highest group of positions for 4 years;

For the main and leading groups of positions for 3 years;

For senior and junior group positions for 2 years.

Upon the expiration of the specified periods, taking into account the assessment of the level of training of the civil servant (citizen), the head of the state body makes a decision on extending the period of stay of the civil servant (citizen) in the personnel reserve or on exclusion from the reserve.

A one-time extension of the period of stay of civil servants (citizens) in the personnel reserve of a state body is allowed.

Civil servants (citizens) included in the personnel reserve are obliged to notify the personnel service of the state body about the change (addition) of information related to personal data, within 10 calendar days from the date of change (addition) of the specified information.

The head of the state body carries out general management and is responsible for working with the personnel reserve in the state body. The organization of work with the personnel reserve is carried out by the personnel service of the state body.

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11. I work in a grocery store (express intersection) issued from 23.01.18 before that, I studied and trained in this company for almost a month. A personnel reserve was formed
02/15/18 the last working day of the store, the entire network is liquidated.
So, I live in Ramenskoye. The company offered a job in Moscow, I refused. It takes a long time to get there (40 km).
Will there be any payments to me?
Severance pay and early termination compensation?
Your help is very necessary! Thank you for the attention!

11.1. Vadim.
Your employer must issue a warning about the upcoming layoff and dismiss you with the payment of statutory compensation after two months.

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12. If you are in the personnel reserve of the state. services in the leading category and refused the proposed position in this category because they did not satisfy the requirements that they impose. How is the refusal reflected on the reserve? And will vacancies be offered after that? Can they be excluded from the reserve for this?

12.1. It is unlikely that you will be offered other vacancies. And they can be completely excluded from the reserve. Speak with your HR manager specifically about this issue.

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13.1. You'd better go and pick up documents that may well be useful to you elsewhere. Why waste time and waste it on testing?

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13.2. You don't have to go for an interview. Nobody forces. When considering the documents, you simply will not be admitted to the second stage. You can withdraw the application.

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13.3. You don't have to go to the interview, of course, if you don't want to. It is your right to walk or not. You can refuse testing and take the documents. All the best.

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Consultation on your question

calls from landlines and mobiles are free throughout Russia

14. I work as a secretary in the Financial Department (not a civil servant), higher education engineer of dairy products. Can I nominate a candidate for the personnel reserve for the position of chief specialist budget department, if I pass the training course in the direction of "State and municipal administration at the regional level" 310 hours?

14.1. Of course, you can nominate a candidate to the personnel reserve. It is possible that these 310 hours of retraining will be sufficient to fulfill the official duties of this chief specialist.

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15.3. If the competition is announced for inclusion in the personnel reserve for filling several positions in the civil service, the candidate has the right to apply for inclusion in the personnel reserve for several civil service positions at once, subject to the qualification requirements for each of them.

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16. I am a certified employee of the Federal Penitentiary Service, the captain of the internal service. Question: Am I a civil servant? Do I need to take an exam when submitting documents to the personnel reserve at the City Administration?

16.1. You are such and you must pass the exam when entering the service in the City Administration.

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17. I wonder whether the employer has violated the law. I was included in the personnel reserve in the civil service. The place was vacated and another person was taken, I was not offered a place.

17.1. What is the violation of the law? Inclusion in the cadastral reserve of the state civil service does not at all mean an unconditional obligation to hire persons from the reserve.

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18. If not the SHS is included in the personnel reserve of the administration of one district, can he apply for a vacancy in another administration without including him in the personnel reserve of this administration?

18.1. There is a federal personnel reserve, a personnel reserve of a subject Russian Federation, the personnel reserve of the federal state body and the personnel reserve of the state body of the constituent entity of the Russian Federation, specify what kind of reserve you have.

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18.2. Maybe, of course. All these reserves are for ordinary ordinary people who have no connections, etc., therefore, anyone can be hired without any reserve.

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19. 05/15/2017, I submitted documents to the bailiff service for placement in the personnel reserve for the state. service. The personnel department informed me that the security department will be checking documents. At the moment, already on August 10, 2017, they did not tell me about the results and they say that the documents are still being checked and this is due to the fact that I came from a different region and for so long. So the question is, how long is a reasonable time frame for this check?

19.1. Otjel public service and frames and nothing to do with. Requests have been sent, replies are pending. You should be patient.

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20. Can they consider my candidacy for an increase in the rate of the head of the department? I worked in this institution for 10 years and but my documents are not in the personnel reserve, education allows this position.

20.1. --- Hello, how do we know this? Only the leader solves these issues and education is not the main indicator, there must be organizational skills and business qualities, and not everyone has them. Good luck and all the best. : sm_ax:

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21. How can I submit documents to the personnel reserve when I was denied this claiming that the time for submission of documents has passed, it is not for me that now they refuse to accept my documents.

21.1. --- Hello, ask for a written refusal on your written application and within a month you must issue it, and then appeal it in court within 3 months. Article 218. Submission of an administrative statement of claim challenging decisions, actions (inaction) of a public authority, local self-government body, other body, organization endowed with certain state or other public powers, official, a public or municipal employee and consideration of an administrative case on the submitted administrative statement of claim
[Code of Administrative Procedure of the Russian Federation] [Chapter 22] [Article 218]

Good luck and all the best.

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22. I am in the personnel reserve for managing a kindergarten. Can I opt out of this and how to do it correctly? Thanks.

22.1. Yes, of course you can refuse. Write a statement about leaving the personnel reserve in the personnel department, where you are in the reserve. Good luck to you!

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22.2. Yes, you can refuse, you can submit an application in which you formulate a refusal, it is impossible to force it to work. All the best!

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23. I am in the personnel reserve in the Perm customs, can I save and transfer the reserve to the customs of another constituent entity of the Russian Federation?

23.1. You can, if the CENTRAL customs department in Moscow will do it.
Write a transfer report
Good luck to you! Always happy to help

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24. What will be considered if asked for personal data on the Regulation on the formation, training and promotion of the reserve of national personnel of the Udmurt Republic.

24.1. We are somehow unable to expand the boundaries of the possibility of understanding. What are you talking about? We have no right to speculate or think out.
All the best. Thank you for choosing our site.

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25. Can I apply to the personnel reserve with further employment for the civil service in the FSSP, if there was a deprivation of rights for drunk driving less than a year ago?

25.1. You can submit documents, but you need to provide all information about yourself truthfully. Perhaps for some position you will be accepted after a while.
Good luck to you!

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25.2. You can submit documents, an obstacle to getting a job is a criminal record.

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In modern society, one of the most important directions in the personnel management system is the preparation and organization of personnel reserves. This direction is very important in the organization. Personnel reserves are a key link and an important component in any personnel activity. Currently, it is very important to carry out appropriate work to improve and ensure the reliability of the enterprise. What is this concept, what is its role in principles and types, what is the management of the personnel reserve?

Disclosure of the essence of the concept

Personnel reserves are the formation of a certain composition of employees who have passed the preparatory selection (assessment) and have the required potential to perform direct duties at a new place of work on time. Such a measure is mainly used in commercial structures, while numerous state, socio-political and social institutions also create it to solve their own problems with staff.

In other words, personnel reserves are certain potential employees of the company, planned to be transferred to the required positions.

This stock of candidates has a conditional structure. Personnel reserve(professional stock) has the ability to be both internal and external. As for the internal reserve, it consists of the company's employees and is divided into operational and prospective ones. Operational - these are employees who are already replacing higher managers and are ready to take certain positions outside of any additional training events. Promising - these are employees with great potential, but in need of additional training measures. The formation of the external reserve has the ability to take place according to the definition of the management, that is, on vacancies the enterprise will reasonably attract outside applicants. Apart from this, the external reserve has the ability to organize itself forcibly, if the company has a high rate of inconsistency of employees due to some factors.

The formation of a talent pool contributes to the disclosure of the potential of personnel, and can also help in case of urgent need when closing personnel "gaps". What specific professional stock will be organized - external, internal, or both at once - is decided by the head of the company.

Goals

The formation of the personnel reserve has the following goals:

Prevention of the likelihood of a crisis situation in cases of departure of employees who occupy priority positions.
Providing the enterprise with a stock of highly professional and efficient employees who are ready to improve the business in accordance with the established strategy and culture.
Retention and motivation of professional management leaders.
Maintaining a positive employer reputation.
Reducing the cost of selecting and adapting a new employee.

Thus, the personnel reserve of the organization is very important both in the formation and in further development any education. Personnel reserves are the development and prospects of the entire enterprise.

Work program

The formation of a personnel reserve as a system of purposeful actions traditionally covers the following stages:

Determination of positions that are at risk is carried out with the help of specific measures, for example: consideration of the labor market in the area; estimating the number of applicants for vacated positions; parsing the value of this position for the company; assessing the ongoing situation with personnel at the site.
Formation of the profile of the position - sets the level of development of the candidate's competencies so that he can successfully cope with the tasks assigned to him. Traditionally, a special profile is displayed, and after the data is parsed, a candidate for a vacancy must correspond to it.
Evaluation and further selection of applicants are carried out using some characteristics of the employee's performance. In the bulk of cases, the data obtained through assessment measures on the activities performed and information selected by assessing the potential, knowledge and other criteria that a candidate has at the present time are compared.
Organization of personal development plans - is carried out taking into account the existing needs and strategy of the company. This measure can help the reservist to allocate short-term resources and comprehend how to achieve the set goal. The course of training is planned so that, by participating in various seminars, completing difficult projects, interning, an employee enrolled in the talent pool will be able to develop specifically those knowledge and skills that are necessary when moving to a new post.
Appointment to a new location.

Work with the personnel reserve can be carried out according to special models, which are generated by the enterprise itself or borrowed from more successful formation options.

Work technology

There are a number of sources of information:

interview when applying for a service, where the basic concept of the personnel reserve, the basics and likely paths of career development is provided;
information sheet of the company, which informs about vacancies, requirements for applicants, about how long the competition in the personnel reserve is scheduled;
personal counseling;
in all divisions there is a Regulation on the personnel reserve, available to all employees.

As for the Regulations, it should be explained in a little more detail, since it is this important document that regulates the main directions of all activities.
The document pursues and achieves the goals, which are competent placement and education, training of personnel in case of filling positions at various levels in municipal and other government entities. For this, the program provides for the systematic improvement of the professional level of candidates for positions.

This act traditionally consists of the following sections:

General provisions, which specify the issues regulated by the Regulation, predetermine the main settings for working with a reserve of employees. It also explains the main tasks of the system for working with a stock of employees, in particular:
- what is the reserve of employees;
- the essence of the system of work with the reserve staff;
- what issues are resolved by the fact of the reserve of workers;
- what is the purpose of designing a personnel reserve;
- what are the sources of the organization of the reserve of employees.
The order of education. This section establishes how and on the basis of which approach the reserve of employees in the organization is created.
Organization of direct activities.

The main tasks are envisaged:

Calculation of the reserve of employees.
Designation of applicants.
Assessment of applicants.
Analysis of the results of the assessment of applicants for the reserve.
Organization of a reserve of employees and the establishment of a list by the company's management.
Creation and implementation of programs for preparing the reserve.
by employees: characteristics, reports on the implementation of orders, expert quotation; analysis of the results of the assessment. Results: negative assessment - exclusion from the reserve, additional preparedness will be required - planning personal training, positive - making a decision on promotion to a higher post.

Apart from the main points, annexes may be added to the Regulation, consisting of standards of documents necessary for drawing up an employee's personal file, lists of the direct duties of an intern and an internship manager, and other necessary additions.

When forming the reserve, the following criteria are provided:

Work experience in the profession.
A professional characteristic from a specific boss, which includes an assessment of the results of activities, the quality of service, the level of skill and competence of the employee, outlines his actions at critical moments.
Recommendations of colleagues who characterize the communicative data of a person, the degree of authority among employees.
Various psychological testing with the goals of establishing possible abilities: organizational predispositions, neuropsychic and emotional resistance, data for leadership, hidden potential potentials, stress resistance and others. results similar studies most directly affect the definition of personal and professional qualities applicant for the place.

When recruiting personnel, preference is given to the most significant groups of professionals. These groups represent employees of various qualifications from management to ordinary workers. There are many different techniques to establish the circle of required backup workers.

Basic principles

The organization and development of the personnel reserve is based on the following provisions:

relevance - the need to fill positions must be valid;
the correspondence of candidates to the position and the type of reserve - in a specific position;
highly promising candidate - requirements for highly professional development, educational compliance with the proposed position, age criteria, work experience in the industry of interest, career dynamism in a single state of health.

Positive sides

In terms of merit, the benefits of working with a talent pool are clear. Carrying out such events will always be necessary, and each organization should take this direction into account when forming its own management strategies.

Here are just a few positive sides this direction:

financial benefit (no need to spend funds on the selection and training of new specialists);
saving time (closing positions as soon as possible);
highly qualified staff (the employee is taken from his own ranks and trained according to his own retraining program);
assistance and promotion own staff- employee value policy (it also acts as a motivational factor: employees do not want to leave the company, where clear opportunities for career growth are visible);
softer adaptation in the team (the employee does not change, but only his position in the service changes);
the specialist is practically "honed" for the company, perfectly understands the policy and specific traits relationships and quickly adapts to a new position;
prospects for the stability and competitiveness of any enterprise;
increasing productivity and efficiency.

Youth reserve

MCR (Youth Personnel Reserve) is functional system formation of knowledge, practice and experience among young people that are in demand on the labor market. For the accumulation of intellectual and practical skills, university students are given the opportunity to acquire knowledge and necessary skills by participating in trainings, master classes and other events. In particular, to accumulate practical experience during internships in government agencies. authorities, banks, other important state and non-state structures.

Those who have shown mediocre abilities are credited to the personnel reserve created, for example, under the Moscow government. The youth personnel reserve as a direction is very relevant and, of course, promising for both young professionals and employers. The opportunity to undergo practice and obtain all the necessary knowledge during the internship period allows short time get efficient and highly qualified specialists.

The concept of the state reserve

The state personnel reserve is the targeted training of a group of young promising people who are under the full patronage of the Administration and the President of the Russian Federation himself.

This direction is no less promising and also allows you to achieve effective results by forming a professional team of candidates. Scroll necessary qualities and skills are determined individually and always depends on the vacancy and legislation.

Features of the reserve in the civil service

The personnel reserve is not formed on the basis of the specialized Federal Law, which was adopted in July 2007 under No. 79-FZ. This happens on the basis of democratic principles of appointment, to positions of people according to their practical and business qualities, merit in a particular leadership position.
In this case, the main thing is the timely creation of conditions for the professional growth of management personnel, an impartial assessment service work, displayed during certification tests or passing specialized exams.

Municipal reserve

Ideally construed, the municipal talent pool is a list individuals who meet the criteria presented to them in terms of the intellectual, professional and practical level, which allows them to effectively fulfill their duties in the future. It also includes specialists who lost their jobs during or complete liquidation of the self-governing body. They have gained experience, and no one will lose valuable specialists.

The main priorities for the formation of the reserve:

appointment to positions of qualified professionals, taking into account their professional merit and competence;
promotion of career advancement;
work to improve qualifications;
creation of a professional reserve and its effective implementation;
assessment of the results of the activities of municipal employees by means of attestations;
the use of advanced technologies in the selection of employees upon admission.

The creation of such a stock of personnel pursues the goal of rational placement of personnel in vacant positions in city halls, constant rotation talented people in the personnel register.

Features of the government reserve

No less significant direction. The talent pool of the government consists of highly qualified specialists, creative, with a motivated civic position and other positive characteristics. All of them can work in the state administrative apparatus in the regions in various positions or directly in the Government, occupying the positions of heads of departments, sectors, and so on. If an official, for example, working in the periphery in the rank of regional governor, has shown outstanding ability to implement social and economic projects then, of course, he will be seen in government circles. His candidacy, most likely, will be included in the personnel reserve and, if the need arises and the corresponding place becomes vacant, he will be appointed to a higher position.

Conclusion

Summing up, we can say with confidence that the personnel reserves are a powerful and highly effective tool in the entire personnel management system, allowing you to resolve issues on the widest scale and carry out policies at the proper level.

It is the correct and well-organized work that can bring the corresponding results. Personnel reserves are one of the strongest links in the organization and management of any structure or formation. No wonder they say that cadres are everything. Working with the talent pool is, first of all, focusing on the needs of the company, the need for management and employees, and the competent formation of a reserve for further improvement of activities and professionalism.

Article 64. Personnel reserve in the civil service

Due to the absence of a federal normative legal act on the personnel reserve, government bodies use different approaches to organizing the formation of a personnel reserve.

In other state bodies, it is practiced to include in the personnel reserve applicants who participated in competitions for filling vacant positions, but did not win the competition (by decision of the competition commission). At the same time, a citizen in some state bodies can be included in the personnel reserve without specifying the position for which the reserve was formed, in others the inclusion of the winner of the competition in the personnel reserve is carried out by category of positions. In many state bodies, the personnel reserve is not formed.

In the period 2008-2009. in all constituent entities of the Russian Federation and most constituent entities of the Russian Federation, reserves of managerial personnel have been formed. In the absence of federal legal regulation of the procedure for the formation of such reserves, each constituent entity of the Russian Federation establishes its own selection procedure and requirements for candidates for the managerial personnel reserve in accordance with the recommendations developed in all federal districts.

In particular, in a number of constituent entities of the Russian Federation, the selection of persons to the managerial personnel reserve includes:

nomination of candidates by heads of state bodies and local self-government bodies of municipal formations, rectors of universities, heads of non-state enterprises and institutions, public organizations. It is also provided for self-nomination by citizens of the Russian Federation of their candidates;

analysis of nominees' questionnaires for compliance with formal selection criteria;

testing of all candidates in accordance with the approved selection criteria:

1) personal and business qualities (leadership qualities, ability and desire to work in a team, social maturity, active life position, striving for self-improvement, adherence to laws, moral norms, management requirements);

2) intellectual indicators (the ability to plan, the ability to see the situation and predict the development of events in the near future; anticipation of the consequences of decisions made, the validity of decisions made; the presence of intuition that allows you to successfully solve problems that are not amenable to formalization);

3) special indicators (stress resistance, professional purposefulness, i.e. the ability to bring the matter to a successful result);

making a decision by polling to include in the reserve of management personnel for candidates who have overcome the established threshold of test scores. At the in-person meeting of the selection committee, those candidates are submitted on which the members of the selection committee expressed individual opinions in the protocol, as well as candidates who were not included in the protocol, but for which complaints were received about disagreement with the results of the experts' conclusions;

after signing the protocol by all members of the commission, the data on the candidates are transferred to the administration of the constituent entity of the Russian Federation to check the personal data of the candidates;

lists of the reserve of management personnel are posted on a specialized site in the public domain. In addition to the lists, the site contains the corresponding regulations, the procedure for forming the reserve, the list of positions for which the reserve is formed, the approved forms of questionnaires and recommendations for candidates, the program for preparing the reserve and other necessary information, a news feed.

The formation of a reserve of managerial personnel was initially carried out not for specific positions, but in separate areas: organizational work, the real sector of the economy, the social sector, and the financial and economic sector. This principle of forming a reserve of managerial personnel makes it possible to rotate within the reserve.

Financing of the costs of testing candidates for the reserve and training of reserve participants in individual constituent entities of the Russian Federation is carried out on a shared basis in the following proportions: for testing 50% of the budgetary funds and funds of the candidate himself; for training: 10% - budget funds, and 90% - student funds.

The formation of a personnel reserve, along with competitive procedures for admission to the civil service, ensures the implementation of the constitutional right of citizens of the Russian Federation to equal access to public service, as well as the right of civil servants to career growth.

The formation of a personnel reserve and its effective use is an urgent direction of personnel policy, implemented in order to increase the professionalism of the personnel of the state civil service.

The talent pool is an important mechanism through which career civil servants of many democratically developed European countries, as well as the USA, Canada, Japan. Work on the formation of a personnel reserve in the republics of Kazakhstan and Belarus is carried out on the basis of special regulations.

The talent pool is both a mechanism for professional and job growth of employees and a democratic institution through which, as a result of competitive selection, the most professionally trained and successful representatives of civil society, the commercial sector, the deputy corps and professional officials are selected for the civil service.

In accordance with the practice of regulating the formation and use of the personnel reserve, which has developed in state bodies, the following most general trends can be distinguished.

The formation of the personnel reserve is carried out taking into account the composition of the personnel of the civil service and the "bank of vacancies" of the corresponding positions of the civil service.

The selection of candidates for admission to the personnel reserve is carried out taking into account the assessment of the results of professional performance, personal and business qualities of civil servants. When selecting candidates for enrollment in the personnel reserve, the following are taken into account: the age of the employee; compliance of the employee's required education; work experience; knowledge of regulatory legal acts in the field of public administration and in the direction of activity; health status. A number of normative legal acts set age limits for candidates for the reserve. For example, the age limit - up to 45 years old - is established by the Regulations on the procedure for the formation and training of a reserve of leading personnel in the state authorities of the Republic of Sakha (Yakutia). The personnel reserve includes employees certified for promotion to higher positions. The number of employees included in the personnel reserve for promotion to the corresponding position is not limited.

According to the commented article, the structure of the personnel reserve has been established in the state civil service, which includes two levels - the federal and the subjects of the Russian Federation.

On federal level a personnel reserve is formed in the federal state body, as well as a federal personnel reserve. In turn, in each state body of the constituent entity of the Russian Federation, the representative of the employer forms a personnel reserve of the state body of the constituent entity of the Russian Federation. The personnel reserve of the constituent entity of the Federation consists of personnel reserves of the state bodies of the constituent entities of the Russian Federation.

The formation of the personnel reserve is carried out in order to timely fill the vacant positions of the federal civil service by persons included in the personnel reserve both in the order of job growth and for filling civil service positions in cases stipulated by the legislation of the Russian Federation.

Based on the Consolidated Register of State Civil Servants of the Russian Federation and the applications received from civil servants and citizens, a personnel reserve of a state body, as well as a federal personnel reserve and a personnel reserve of the corresponding constituent entity of the Russian Federation, are formed on a competitive basis to fill positions in the civil service.

The personnel reserve of the federal state body may include persons who have expressed a desire and have successfully passed the competition for inclusion in the personnel reserve to fill the relevant civil service position, including those entering the federal civil service for the first time.

The inclusion of a civil servant (citizen) in the personnel reserve of a federal state body to fill a civil service position is carried out based on the results of a competition. However, the provisions contained in Art. 22 of the commented law do not reflect the specifics of the personnel reserve associated with the need for additional professional training of the participants in the personnel reserve to occupy the relevant positions. Such "professional inexperience" should not prevent the most promising employees from being included in the talent pool.

The talent pool solves various tasks, such as ensuring job growth and maintaining the staff of existing employees who meet the established qualification requirements, attracting citizens from other areas of activity.

The period of stay of a civil servant (citizen) in the personnel reserve of a state body is determined by a representative of the employer. In a number of state bodies, it ranges from 1 to 5 years.

In cases of impossibility of execution by a civil servant official duties for health reasons, as well as in connection with the reorganization, liquidation of state bodies, reduction of civil service positions in them, a civil servant who meets the qualification requirements should have a priority right to fill a vacant civil service position over those who are in the personnel reserve.

The experience of studying the work with a personnel reserve in government bodies shows that sometimes not one, but two or three candidates from among civil servants or citizens who participated in the competition are selected for one position, since the use of only one reservist for each position significantly limits the personnel independence of the head. Inclusion in the personnel reserve not for a specific position, but for positions within the relevant group of civil service positions is not provided for by the legislation on the civil service.

In this regard, the experience of regulating this issue from our foreign neighbors can be useful. So, in the regulation on the personnel reserve of the civil service of the Republic of Kazakhstan (approved by the Decree of the President of the Republic of Kazakhstan dated December 4, 2003 N 1243), the concept of "corresponding position" was introduced. The document establishes that such a position for a reservist is a position in the category to which he is assigned. At the same time, a civil servant (citizen) who is in the personnel reserve must meet qualification requirements and have the necessary personal and business qualities necessary for the effective performance of official duties.

Attestation commissions take part in the formation of the personnel reserve. So, according to paragraph 1 of part 16 of Art. 48 of the commented Federal Law, based on the results of certification, the representative of the employer makes a decision on the inclusion of a civil servant in the personnel reserve of a state body after a competition. In a number of constituent entities of the Russian Federation, they took the path of using the decision of the attestation commission as a basis for issuing a legal act on the inclusion of a civil servant in the personnel reserve. Meanwhile, according to paragraph 1 of part 16 of Art. 48, the inclusion of a civil servant in the personnel reserve for replacement superior position the civil service is carried out in established order, i.e. based on the results of the competition, and the decision of the head concerning this issue is only recommendatory in nature. Consequently, the norms of a number of legal acts of the constituent entities of the Russian Federation, which enshrine the right of a representative of an employer (head of a state body) to include a civil servant in the personnel reserve on the basis of a decision of the attestation commission, are illegal.

The existing practice cannot be supported when, in the presence of a vacant position in a state body, a competition is held for inclusion in the personnel reserve for this position, and the winner of the competition is appointed to the vacant position within a short time after being included in the reserve. Within the meaning of Art. 22 of the commented law, if there is a vacant position in the civil service in a state body, it is necessary to hold a competition for filling this position, and not a competition for inclusion in the personnel reserve for the subsequent replacement of this position from the reserve.

In accordance with the Methodology for holding a competition for filling a vacant position in the state civil service in the Ministry of Health and Social Development of Russia (approved by Order No. 695 of November 25, 2005), the decision of the competition committee is, among other things, the basis for including the applicant in the personnel reserve. This contradicts the requirements of Part 7 of Art. 22 of the Federal Law, according to which the competition commission is formed to hold a competition for filling a vacant position, and clause 21 of the Regulation approved by Decree of the President of the Russian Federation of February 1, 2005 N 112, which provides that the decision of the competition committee may be the basis for either the appointment of an applicant for vacant position of the civil service, or refusal of such an appointment.

Enrollment in the personnel reserve based on the results of consideration of issues on filling vacant positions in government bodies following the results of the competition for filling a vacant position is massive, while in some cases the winner of the competition is not determined and the vacant position remains unsubstituted. Subsequently, in violation of the requirements of part 7 of Article 64 of the Federal Law, from the personnel reserve formed in this way, appointment to various positions is carried out without a competition as from the reserve formed on a competitive basis, while the competition for the personnel reserve was not announced and was not carried out.

In accordance with Part 4 of the commented Art. 64, the inclusion of a civil servant (citizen) in the personnel reserve of a state body to fill a civil service position is carried out based on the results of a competition in the manner prescribed by Art. 22. This means that in order to be enrolled in the personnel reserve of a state body, a separate competition must be announced for inclusion in the personnel reserve (for a specific position in the civil service). Moreover, such a competition is held in the manner and under the conditions provided for in Art. 22 of the commented law and the Decree of the President of the Russian Federation of February 1, 2005 N 112 "On the competition for filling a vacant position in the state civil service of the Russian Federation."

If such a competition was not announced and was not held, the civil servant was included in the personnel reserve based on the results of the competition for filling a vacant position in the civil service in violation of the procedure established by law. Thus, the appointment of a civil servant from a personnel reserve formed in violation of the requirements of the commented Art. 64 would be illegal.

The list of documents required for the participation of civil servants (citizens) in the competition for inclusion in the personnel reserve of the federal state body, as well as the procedure for publishing announcements about the acceptance of these documents and the holding of the competition is established by the Regulations on the competition for filling the vacant position of the state civil service of the Russian Federation (approved by Decree President of the Russian Federation of February 1, 2005 N 112).

At the same time, a civil servant (citizen) who has expressed a desire to participate in the competition for inclusion in the personnel reserve is not allowed to participate in the competition due to his non-compliance with the qualification requirements for the civil service position for which he is applying, as well as due to restrictions, established by federal law for admission to the civil service and its passage.

In the course of the competition for the inclusion of a civil servant (citizen) in the personnel reserve of a state body, the following issues are subject to study and assessment: the level and nature professional knowledge, skills and abilities possessed by a civil servant (citizen); the quality of the performance of official duties in accordance with the official regulations, tasks and functions of the structural unit of the state body and the functional characteristics of the civil service position being replaced in it (for civil servants); the ability to make effective managerial and other decisions (for civil servants of the "managers" category), the ability to prepare high-quality projects of managerial and other decisions (for other categories of civil servants), as well as monitor their implementation (participate in control or ensure its implementation); participation in the work on the preparation of draft regulatory legal acts and (or) draft management and other decisions, as well as the results of their implementation; quality of work on rendering (presentation) public services citizens and organizations in accordance with the official regulations of a civil servant.

b) refuse a civil servant to include him in the personnel reserve to fill a vacant position in the civil service in the order of job growth (indicating the reasons);

d) refuse to include the relevant citizen in the personnel reserve to fill a vacant position in the civil service (indicating the reasons).

The decision of the competition commission of the state body is the basis for the inclusion by the representative of the employer of a civil servant (citizen) in the personnel reserve of the state body to fill a vacant civil service position or refusal of such inclusion. The inclusion of a civil servant (citizen) in the personnel reserve of a state body is carried out by a legal act of a state body.

The list of the personnel reserve of the federal state body is compiled with a breakdown by categories and groups of positions in the civil service; specializations of civil service positions and specific civil service positions in accordance with the relevant registers (lists) of civil service positions.

Information about civil servants (citizens) included in the established procedure in the personnel reserve of a state body may include:

Full Name; year, day and month of birth; education; the civil service position to be replaced; for a citizen - the position to be replaced and the name of the organization; cool rank(qualification rank), military, special rank, diplomatic rank (date and number of the certificate of assignment); civil service experience (work in the specialty), etc. When forming the talent pool, the employer's representative has the right to process (including automated) the personal data of "reservists".

The procedure for filling civil service positions established by the legislator presupposes the observance of the right of a civil servant (citizen) to voluntarily fill a vacant position. If a civil servant (citizen) who is in the personnel reserve of the federal state body (federal personnel reserve) refuses from the proposed civil service position, the vacant position is filled by competition.

The decision to exclude employees from the personnel reserve is made by the head of the federal state body, whose competence includes the appointment or dismissal of the civil service of the relevant civil servants (citizens).

Based on practice, exclusion from the personnel reserve of a state body is carried out in the case of:

a) appointment to a civil service position in the order of official growth or service transfer;

b) decrease in the indicators of efficiency and effectiveness of professional performance, confirmed attestation commission(on the grounds set out in clauses 2 and 3 of part 16 of article 48);

c) committing disciplinary offense, for which a civil servant is applied disciplinary action;

d) refusal from the proposal to fill a higher vacant position in the civil service;

e) a motivated personal request;

f) for health reasons;

g) dismissal from the civil service;

h) other cases stipulated by the legislation of the Russian Federation.

A civil servant included in the personnel reserve of the federal state body in the manner provided for in part 10 of Article 58 in connection with his release from the civil service position being replaced by disciplinary punishment is excluded from the personnel reserve of the federal state body and in the event of a decision by the competition commission to refuse him in the right to fill a vacant position in the civil service. At the same time, his dismissal from the civil service is carried out on the same grounds for which he was dismissed from office. In this case, the release from the civil service position being replaced should be considered a deferred sanction.

On the basis of the federal personnel reserve, the personnel reserve of the constituent entities of the Russian Federation, the personnel reserve of the federal state bodies and the personnel reserve of the state bodies of the constituent entities of the Russian Federation, the Consolidated personnel reserve of the Russian Federation is formed to fill the vacant positions of the state civil service of the Russian Federation.

The consolidated personnel reserve of the Russian Federation, along with the reserve of managerial personnel under the patronage of the President of the Russian Federation, should become the main source for filling the posts of the state civil service in the category of "managers", "assistants (advisers)", the appointment and release from which is carried out by the President of the Russian Federation or By the Government of the Russian Federation.

In order to improve the efficiency of work with the personnel reserve, professional training, professional development and training of civil servants and citizens included in it.

In turn, the passage of professional retraining, advanced training or internship by a civil servant can be considered by the competition commission as a preferential basis for making a decision based on the results of the competition on the inclusion of a civil servant in the personnel reserve of a state body.

An internship as a form of practical training of a personnel reserve is carried out directly in government agencies, as well as in other organizations in order to form and consolidate in practice professional knowledge, skills and abilities obtained as a result of theoretical and practical training.

In the work with the personnel reserve, the role of personnel services is increasing. Personnel services of state bodies are working on recording and accumulating data on the personnel reserve of the state body, the composition and movement of the personnel reserve. Professional retraining, advanced training or internship of civil servants included in the personnel reserve is carried out in accordance with the state order for professional retraining, advanced training and internship of civil servants for the next year. Besides, personnel service a state body with the participation of a civil servant draws up an individual plan for the training of a civil servant included in the personnel reserve, which is approved by the head of the state body, no later than a month after his inclusion in the personnel reserve of the state body.

Information on the inclusion of a civil servant in the personnel reserve is entered by the personnel service in the personal file of a civil servant and other documents confirming his official activities.

Recently, more and more often it is proposed to change the structure of the personnel reserve. This is due to the fact that the personnel reserve is one of the tools that ensure the growth of civil servants. Therefore, it becomes necessary to exclude provisions from the law that are grounds for the formation of a personnel reserve not in the order of official growth (part 1 of article 39 - suspension of a service contract due to circumstances beyond the control of the parties) and part 10 of art. 58 - dismissal due to disciplinary action). At the same time, inclusion in the personnel reserve, formed solely for the purpose of ensuring the official growth of civil servants and filling vacant positions by citizens, should not impose rights and duties on civil servants (citizens), and the decision on the possible appointment of these persons from the personnel reserve to vacant positions may be fully attributed to the competence of the representative of the employer.

The personnel reserve is proposed to be formed from the number of civil servants (citizens) who have passed the competition for inclusion in the personnel reserve, as well as based on the results of certification of civil servants (without conducting competitive procedures) and following the results of the competition for filling a vacant position when the competition commission makes a decision on the possibility of inclusion in personnel reserve of a civil servant (citizen) who did not become the winner of the competition for filling a vacant position.

In order to increase the efficiency of the use of the personnel reserve of the state body, it is proposed that the competition for inclusion in the personnel reserve is carried out to fill positions in the federal civil service of the corresponding group of positions, and not to a specific position, as follows from the current version of Article 64 of the Federal Law. In this regard, the competition will evaluate professional level candidate, taking into account the compliance with the qualification requirements for the relevant group of positions. This approach provides an employer representative with the opportunity to quickly fill vacant positions in a state body through the appointment of a federal civil servant (citizen) to a federal civil service position within the corresponding group of positions.

From part 1 of Art. 39 of the Federal Law, it is proposed to exclude the provision on the inclusion in the personnel reserve of civil servants, the service contract with whom has been suspended due to circumstances beyond the control of the parties. The results of monitoring the implementation of the Federal Law confirm that these provisions are not applied in practice. In addition, according to part 4 of this article, if within three months after the termination of the circumstances (conscription or assignment to a substitute alternative service; election or appointment to an elective position; the onset of extraordinary circumstances) a civil servant has not been appointed to a civil service position , then the service contract with him is terminated, and the civil servant is dismissed. No obligation of the representative of the employer to offer the employee the corresponding position is not provided for by the Federal Law. In this regard, the status of a civil servant during the waiting period for a position is not entirely clear. If we proceed from the fact that he continues to be in the civil service, then he must comply with all restrictions, prohibitions and requirements for official behavior provided for civil servants. The status of these persons is also unclear, in particular, simultaneously passing civil service and military service by conscription during the period of being in the personnel reserve.

It should be noted that the current Rules for maintaining and storing work books, making forms work book and providing employers with them, approved by Decree of the Government of the Russian Federation of April 16, 2003 N 225, do not provide for the entry in the work book of information on inclusion in the personnel reserve.

Taking into account the concept of a personnel reserve, formed exclusively for the purpose of official growth of civil servants and filling vacant positions by citizens, it is proposed to exclude from part 1 of Article 3 the provisions according to which being in the personnel reserve is considered a civil service. The exclusion from part 1 of Article 3 of the norm providing for being in the personnel reserve by the civil service makes it possible to overcome the legal uncertainty in the status of persons included in the personnel reserve. So, in fact, being in the personnel reserve cannot be considered a civil service and should not extend to persons included in the personnel reserve additional rights and obligations.

Date of change: 04.07.2019 10:47

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

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

How do you enter the civil service?
Admission to the civil service and filling vacancies is carried out in accordance with Article 22 of Federal Law No. 79-FZ on a competitive basis, unless otherwise provided by the specified law.
You can familiarize yourself with the announcements of the ongoing competitions on the website of the Government of the Novosibirsk Region in the section "State Civil Service", subsection "Competitions".

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

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

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

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

What are the age restrictions for entering the civil service?
To enter the civil service, you must reach the age of majority (18 years). The age limit for civil service is 60 years. Entry into the civil service of persons who have reached the age of 60 is not provided for by the current legislation. Grounds: Article 25.1 of Federal Law No. 79-FZ.

Can I pick up the documents submitted for participation in the competition?
Yes, a candidate can collect documents upon written application within three years from the date of their submission.

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

What is the difference between a competition for filling a vacant civil service position from a competition for a personnel reserve for filling a vacant civil service position?
When holding a competition for the personnel reserve for filling a vacant position in the civil service, as a rule, the competitive position is not vacant. The competition is held with the aim of forming a personnel reserve from persons whose qualifications and personal qualities meet the requirements for a competitive position. In the event that a competitive position becomes vacant, it can be replaced by a person in the personnel reserve.

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

Personnel reserve in the civil service and management personnel reserve

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

What is the civil service talent pool? How can I join the talent pool in the civil service as a non-civil servant?
The personnel reserve in the civil service is created to quickly fill vacant positions in the civil service. Competition for filling a vacant position in the civil service is not held if there is an applicant included in the personnel reserve in the civil service and meeting the qualification requirements for the specified position.
According to Art. 64 of Federal Law No. 79-FZ, inclusion in the personnel reserve of a state body is carried out:

citizens - according to the results of a competition for inclusion in the personnel reserve of a state body;
citizens - based on the results of a competition for filling a vacant position in the civil service with the consent of these citizens;
civil servants to fill a vacant position in the civil service in the order of official growth - according to the results of a competition for inclusion in the personnel reserve of a state body;
civil servants to fill a vacant civil service position in the order of official growth - based on the results of a competition for filling a vacant civil service position with the consent of the indicated civil servants;
civil servants to fill a vacant position in the civil service in the order of official growth - according to the results of certification with the consent of the indicated civil servants;
civil servants dismissed from the civil service in connection with the reduction of civil service posts or the abolition of a state body - by decision of a representative of the employer of a state body in which the posts of the civil service are being reduced, or a state body to which the functions of the abolished state body have been transferred, with the consent of these civil servants.

Thus, the inclusion of citizens in the personnel reserve of a state body is carried out based on the results of a competition.

As a result of the competition, I was included in the personnel reserve in the civil service. Can I be appointed from him to a civil service position in another state body of the Novosibirsk region, and not in the one where the competition was held?
If he meets the qualifications for this position, yes. In this case, the position to which a civil servant (citizen) can be appointed should not be higher than the group of positions for which he is included in the personnel reserve.

Grounds: Regulations on the personnel reserve in the state civil service of the Novosibirsk region (approved by the Decree of the Governor of the Novosibirsk region of March 17, 2014 No. 40).

What is the difference between the managerial personnel reserve and the personnel reserve in the civil service?
The main difference between these reserves is that a person in a reserve in the civil service, with his consent by the decision of the representative of the employer, can be appointed to a civil service position without a competition, provided he meets the qualification requirements for the vacant position. In this case, the position to which a civil servant (citizen) can be appointed should not be higher than the group of positions for which he is included in the personnel reserve. A person who is in the managerial personnel reserve, but is not included in the personnel reserve in the civil service, may enter the civil service based on the results of a competition, unless otherwise provided by Art. 22 of Federal Law No. 79-FZ.

The reserve of management personnel of the Novosibirsk region is a group of promising specialists with the necessary professional, business and personal qualities, who have shown themselves positively in their professional activities and are intended to fill vacancies in the field of state and municipal administration.

The personnel reserve in the civil service is formed for the operational filling of vacant positions in the civil service in accordance with the law.

Position
on the personnel reserve of the federal state body
(approved by the President of the Russian Federation of March 1, 2017 No. 96)

I. General Provisions

1. These Regulations determine the procedure for forming the personnel reserve of the federal state body (hereinafter referred to as the personnel reserve) and working with it.

2. The personnel reserve is formed in order to:

a) ensuring equal access for citizens of the Russian Federation (hereinafter referred to as citizens) to the federal state civil service (hereinafter referred to as the federal civil service);

b) timely replacement of positions in the federal civil service;

c) assistance in the formation of a highly professional staff of the federal civil service;

d) promoting the growth of federal government civil servants (hereinafter referred to as civil servants).

3. The principles of formation of the personnel reserve are:

a) voluntary inclusion of civil servants (citizens) in the personnel reserve;

b) publicity in the formation of the personnel reserve;

c) observance of equality of rights of citizens when they are included in the personnel reserve;

d) the priority of the formation of the personnel reserve on a competitive basis;

e) taking into account the current and future needs for filling positions of the federal civil service in the federal state body;

f) the relationship between the official growth of civil servants and the results of assessing their professionalism and competence;

g) personal responsibility of the head of the federal state body (hereinafter referred to as the representative of the employer) for the quality of the selection of civil servants (citizens) for inclusion in the personnel reserve and the creation of conditions for the growth of civil servants;

h) the objectivity of the assessment of professional and personal qualities civil servants (citizens) applying for inclusion in the personnel reserve, taking into account their experience of work in federal state bodies, state bodies of the constituent entities of the Russian Federation, local self-government bodies, organizations.

4. The regulation on the personnel reserve is approved by a legal act of the federal state body in accordance with the Federal Law of July 27, 2004 No. 79-FZ "On the State Civil Service of the Russian Federation" (hereinafter - the Federal Law "On the State Civil Service of the Russian Federation") and by these Regulations.

5. Information about the formation of the personnel reserve and work with it is posted on the official websites of the federal state body and the state information system in the field of public service in the information and telecommunication network "Internet" (hereinafter referred to as the "Internet" network) in the manner determined by the Government of the Russian Federation.

II. The procedure for the formation of the personnel reserve

6. The personnel reserve is formed by the representative of the employer.

7. HR work associated with the formation of a personnel reserve, the organization of work with it and its effective use, is carried out by a subdivision of the federal state body for civil service and personnel.

8. The personnel reserve includes:

a) citizens applying for a vacant position in the federal civil service:

based on the results of a competition for filling a vacant position in the federal civil service with the consent of these citizens;

b) civil servants applying for a vacant position in the federal civil service in the order of official growth:

according to the results of the competition for inclusion in the personnel reserve;

based on the results of a competition for filling a vacant position in the federal civil service with the consent of the indicated civil servants;

based on the results of certification in accordance with clause 1 of part 16 of article 48 of the Federal Law "On the State Civil Service of the Russian Federation" with the consent of the said civil servants;

c) civil servants dismissed from the federal civil service:

on the grounds provided for in Clause 8.2 or 8.3 of Part 1 of Article 37 of the Federal Law "On the State Civil Service of the Russian Federation" - by the decision of the representative of the employer of the federal state body in which the positions of the federal civil service are being reduced, or of the federal state body to which the functions of the abolished federal state body, with the consent of the indicated civil servants;

on one of the grounds provided for by Part 1 of Article 39 of the Federal Law "On the State Civil Service of the Russian Federation", with the consent of these civil servants.

9. The competition for the inclusion of civil servants (citizens) in the personnel reserve is carried out in accordance with the norms provided for by this Regulation.

10. Civil servants (citizens) who are specified in this Regulation and did not become winners of the competition for filling a vacant position in the federal civil service, however, whose professional and personal qualities were highly appreciated by the competition commission, on the recommendation of this commission, with their consent, are included in the personnel reserve to fill the positions of the federal civil service of the same group to which the vacant position of the federal civil service belonged to which the competition was held.

11. Civil servants who are specified in these Regulations and who, based on the results of certification, are recognized by the certification commission as corresponding to the replaced position of the federal civil service and are recommended by it for inclusion in the personnel reserve to fill a vacant position in the federal civil service in the order of official growth, with their consent, are included in the personnel reserve within one month after certification.

12. Civil servants specified in these Regulations are included in the personnel reserve for filling positions of the federal civil service of the same group to which the last position of the federal civil service belonged to them.

13. The inclusion of civil servants (citizens) in the personnel reserve is formalized by a legal act of the federal state body indicating the group of positions of the federal civil service to which they can be appointed.

14. The inclusion of civil servants specified in these Regulations in the personnel reserve is formalized by a legal act of the federal state body, in which the positions of the federal civil service are reduced, or of the federal state body, to which the functions of the abolished federal state body have been transferred.

15. The personnel reserve may not include a civil servant who has a disciplinary sanction provided for by paragraph 2 or 3 of part 1 of Article 57 or paragraph 2 or 3 of Article 59.1 of the Federal Law "On the State Civil Service of the Russian Federation".

III. Competition for inclusion in the personnel reserve

16. The competition for the inclusion of civil servants (citizens) in the personnel reserve (hereinafter referred to as the competition) is announced by the decision of the representative of the employer.

17. The competition is held in accordance with a unified methodology for holding competitions for filling vacant positions in the state civil service of the Russian Federation and for inclusion in the personnel reserve of state bodies approved by the Government of the Russian Federation.

18. Personnel work related to the organization and maintenance of the competition is carried out by a subdivision of the federal state body for civil service and personnel.

19. Citizens who have reached the age of 18, who speak the state language of the Russian Federation and who meet other requirements for civil servants established by the legislation of the Russian Federation on the state civil service have the right to participate in the competition. A civil servant has the right to participate in the competition on a general basis, regardless of what position he holds for the period of the competition.

20. The competition is held by a competition commission formed in a federal state body in accordance with the Regulations on the competition for filling a vacant position of the state civil service of the Russian Federation, approved by the Decree of the President of the Russian Federation of February 1, 2005 No. 112 "On the competition for filling a vacant position of the state civil service services of the Russian Federation "(hereinafter referred to as the competition commission).

21. The competition consists in assessing the professional and personal qualities of each civil servant (citizen) who has expressed a desire to participate in the competition and is admitted to participate in it (hereinafter - the candidate), based on the qualification requirements for filling the relevant positions of the federal civil service.

22. On the official websites of the federal state body and the state information system in the field of civil service on the Internet, an announcement is posted on the acceptance of documents for participation in the competition, as well as the following information about the competition: the names of the positions of the federal civil service, for inclusion in the personnel reserve for replacement of which a competition has been announced, the qualification requirements for filling these positions, the conditions for passing the federal civil service in these positions, the place and time of receipt of documents to be submitted in accordance with these Regulations, the period before the expiration of which the specified documents are accepted, the estimated date of the competition, the place and the order of its holding, other information materials.

23. A citizen who has expressed a desire to participate in the competition shall submit to the federal state body in which the competition is held:

a) personal statement;

b) a completed and signed questionnaire in the form approved by the Government of the Russian Federation, with a photograph;

c) a copy of the passport or a document replacing it (the relevant document is presented in person upon arrival at the competition);

d) documents confirming the necessary professional education, qualifications and work experience:

a copy of the work book (except for cases when official (labor) activity is carried out for the first time), certified by a notary or personnel service at the place of service (work), or other documents confirming the official (labor) activity of a citizen;

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

e) a document confirming that a citizen has no disease that prevents him from entering the state civil service of the Russian Federation or from passing it;

f) other documents provided for by the Federal Law "On the State Civil Service of the Russian Federation", other federal laws, decrees of the President of the Russian Federation and decrees of the Government of the Russian Federation.

24. A civil servant who has expressed a desire to participate in a competition held in a federal state body, in which he replaces the position of the federal civil service, submits an application addressed to the representative of the employer.

25. A civil servant who has expressed a desire to participate in a competition held in another federal state body, submits to this state body an application addressed to the representative of the employer and completed, signed and certified by the personnel service of the federal state body, in which he replaces the position of the federal civil service, a questionnaire according to the form approved by the Government of the Russian Federation, with a photograph.

26. The documents specified in these Regulations shall be submitted to the federal state body within 21 calendar days from the date of posting the announcement of their acceptance on the official website of this body on the Internet.

27. A civil servant (citizen) is not allowed to participate in the competition if it does not meet the qualification requirements for filling positions in the federal civil service, for inclusion in the personnel reserve for which a competition has been announced, as well as the requirements for civil servants established by the legislation of the Russian Federation on state civil service.

28. A civil servant is not allowed to participate in the competition if he has a disciplinary sanction provided for by paragraph 2 or 3 of part 1 of Article 57 or paragraph 2 or 3 of Article 59.1 of the Federal Law "On the State Civil Service of the Russian Federation".

29. Late submission of documents, their submission not in full or in violation of the rules of execution, inconsistency of the information contained in the copies of documents with their originals are grounds for refusing to admit a civil servant (citizen) to participate in the competition.

30. A civil servant (citizen) who is not allowed to participate in the competition in accordance with these Regulations is informed by the representative of the employer about the reasons for the refusal in writing. The specified civil servant (citizen) has the right to appeal against this decision in accordance with the legislation of the Russian Federation.

31. The decision on the date, place and time of the competition is made by the representative of the employer. The competition is held no later than 30 calendar days after the date of completion of the acceptance of documents for participation in the competition.

32. The federal state body, no later than 15 calendar days before the date of the competition, posts on its official website and the official website of the state information system in the field of civil service on the Internet on the date, place and time of its holding, as well as the list of candidates and sends relevant messages to candidates.

33. When holding a competition, the competition committee evaluates candidates on the basis of the documents submitted by them, as well as on the basis of competitive procedures using methods for assessing the professional and personal qualities of candidates that do not contradict federal laws and other regulatory legal acts of the Russian Federation, including an individual interview, questioning, conducting group discussions, writing an essay or testing on issues related to the implementation job responsibilities on positions of the federal civil service, for inclusion in the personnel reserve for replacement of which candidates apply.

34. Competition procedures and a meeting of the competition committee are held in the presence of at least two candidates.

35. The meeting of the competition committee is considered competent if attended by at least two thirds of the total number of its members. Holding a meeting of the competition committee with the participation of only its members who fill the positions of the federal civil service is not allowed. A member of the tender committee, in the event of a conflict of interest that may affect his objectivity during voting, must declare this and must not participate in the meeting of the tender committee. Decisions of the competition commission based on the results of the competition are adopted by open voting by a majority of votes of its members present at the meeting. In case of equality of votes, the vote of the chairman of the competition committee is decisive.

36. The decision of the competition commission is made in the absence of candidates and is the basis for the inclusion of the candidate (candidates) in the personnel reserve to fill the positions of the federal civil service of the corresponding group or refusal to include the candidate (candidates) in the personnel reserve.

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

39. Based on the results of the competition, no later than 14 days from the date of the decision by the competition commission, a legal act of the federal state body is issued on the inclusion in the personnel reserve of the candidate (candidates) in respect of whom the relevant decision has been made.

40. An extract from the minutes of the meeting of the competition committee, containing the decision of the competition committee to refuse to include the candidate in the personnel reserve, is issued by the subdivision of the federal state body for civil service and personnel to the candidate personally or, upon his written application, is sent to him by registered mail no later than three days from the date of submission of the application.

41. The candidate has the right to appeal against the decision of the competition commission in accordance with the legislation of the Russian Federation.

42. Documents of civil servants (citizens) who were not allowed to participate in the competition, and candidates who were refused inclusion in the personnel reserve, can be returned to them upon written application within three years from the date of completion of the competition. Until the expiration of this period, the documents are stored in the archives of the federal state body, after which they are subject to destruction.

43. Expenses related to participation in the competition (travel to and from the venue of the competition, rent of living quarters, accommodation, use of communication services, etc.) shall be borne by the candidates at their own expense.

IV. The order of work with the personnel reserve

44. For each civil servant (citizen) included in the personnel reserve, a subdivision of the federal state body for civil service and personnel issues a certificate in the form approved by the Government of the Russian Federation.

45. A copy of the legal act of the federal state body on the inclusion of a civil servant (citizen) in the personnel reserve or on the exclusion of a civil servant (citizen) from the personnel reserve shall be sent (issued) by a subdivision of the federal state body for civil service and personnel to a civil servant (citizen) within 14 days from the date of publication of this act.

46. The personal files of civil servants contain copies of legal acts of the federal state body on inclusion in the personnel reserve and on exclusion from the personnel reserve.

47. Information about civil servants (citizens) included in the personnel reserve of a federal state body is posted on the official websites of this body and the state information system in the field of public service on the Internet.

48. The professional development of a civil servant who is in the personnel reserve of a federal state body is carried out by this body on the basis of an individual plan for the professional development of a civil servant approved by it.

49. Information on measures for the professional development of a civil servant who is in the personnel reserve is reflected in the certificate specified in this Regulation.

50. Appointment of a civil servant (citizen) in the personnel reserve to a vacant position in the federal civil service is carried out with his consent by the decision of the employer's representative within the group of positions in the federal civil service, for which the civil servant (citizen) is included in the personnel reserve.

V. Exclusion of a civil servant (citizen) from the personnel reserve

51. The exclusion of a civil servant (citizen) from the personnel reserve is formalized by a legal act of a federal state body.

52. The grounds for excluding a civil servant from the personnel reserve are:

a) personal statement;

b) appointment to the position of the federal civil service in the order of official growth within the group of positions of the federal civil service, for the replacement of which the civil servant is included in the personnel reserve;

c) appointment to the position of the federal civil service within the group of positions of the federal civil service, for the replacement of which the civil servant is included in the personnel reserve in accordance with these Regulations;

d) demotion of a civil servant in the position of the federal civil service in accordance with clause 3 of part 16 of article 48 of the Federal Law "On the State Civil Service of the Russian Federation";

e) the commission of a disciplinary offense, for which a disciplinary penalty was applied to a civil servant, provided for by paragraph 2 or 3 of part 1 of Article 57 or paragraph 2 or 3 of Article 59.1 of the Federal Law "On the State Civil Service of the Russian Federation";

f) dismissal from the state civil service of the Russian Federation, with the exception of dismissal on the grounds provided for in clause 8.2 or 8.3 of part 1 of article 37 of the Federal Law "On the state civil service of the Russian Federation", or on one of the grounds provided for in part 1 of article 39 of the said Federal Law ;

g) continuous stay in the personnel reserve for more than three years.

53. The grounds for excluding a citizen from the personnel reserve are:

a) personal statement;

b) appointment to the position of the federal civil service within the group of positions of the federal civil service, for the replacement of which the citizen is included in the personnel reserve;

c) death (death) of a citizen or recognition of a citizen as missing or declaring him dead by a court decision that has entered into legal force;

d) recognition of a citizen as incompetent or partially capable by a court decision that has entered into legal force;

e) the presence of a disease that prevents admission to the state civil service of the Russian Federation and is confirmed by the conclusion of a medical organization;

f) reaching the age limit for the state civil service of the Russian Federation established by Article 25.1 of the Federal Law "On the State Civil Service of the Russian Federation";

g) the conviction of a citizen to a punishment that excludes the possibility of entering the state civil service of the Russian Federation, by a court verdict that has entered into legal force;

h) the withdrawal of a citizen from the citizenship of the Russian Federation or the acquisition of citizenship of another state, unless otherwise provided by an international treaty of the Russian Federation;

i) recognition of a citizen as completely incapable of labor activity in accordance with a medical certificate issued in the manner prescribed by federal laws and other regulatory legal acts Russian Federation;

j) application to a citizen of an administrative penalty in the form of disqualification;

k) continuous stay in the personnel reserve for more than three years.

Document overview

The Regulation on the personnel reserve of the federal state body was approved.

The reserve includes citizens applying for a vacant position in the federal civil service: civil servants applying for a vacant position in the federal civil service in the order of official growth, some civil servants being dismissed.

The competition for inclusion in the reserve is announced by the decision of the representative of the employer and is held in accordance with a unified methodology approved by the Government of the Russian Federation.

The grounds for exclusion from the reserve are a personal application, appointment to a position, continuous stay in the reserve for more than 3 years, etc.

The decree comes into force on the day of its official publication.

New in the formation and maintenance of the personnel reserve in the civil service. Ministry of Industry, Trade and Entrepreneurship Development of the Novosibirsk Region Is it possible to appoint not from the reserve

1. Tell me one candidate or several candidates are enrolled in the personnel reserve?

2. I was included in the personnel reserve, when will I be hired?

3. Where it says in the code on personnel reserve.

4. In whose name is the application written to the personnel reserve of the prosecutor's office?

Disclosure of the essence of the concept

Goals

Work program

Work technology

Basic principles

Positive sides

Youth reserve

The concept of the state reserve

Features of the reserve in the civil service

Municipal reserve

Features of the government reserve

Conclusion

Personnel reserve in the civil service and management personnel reserve

Position on the personnel reserve of the federal state body (approved by the President of the Russian Federation of March 1, 2017 No. 96)

I. General Provisions

II. The procedure for the formation of the personnel reserve

III. Competition for inclusion in the personnel reserve

IV. The order of work with the personnel reserve

V. Exclusion of a civil servant (citizen) from the personnel reserve

Document overview

Position
on the personnel reserve of the federal state body
(approved by the President of the Russian Federation of March 1, 2017 No. 96)