Date modified: 07/18/2018 15:31

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

What is a personnel reserve in the civil service? How can I join the personnel reserve in the civil service without being a civil servant?
The personnel reserve in the civil service is created to promptly fill vacant positions in the civil service. A competition for filling a vacant position in the civil service is not held if there is an applicant included in the personnel reserve in the civil service and meeting the qualification requirements for the specified position.
According to Art. 64 of Federal Law No. 79-FZ, inclusion in the personnel reserve of a state body is carried out:
1) citizens - based on the results of a competition for inclusion in the personnel reserve of a government body;
2) citizens - based on the results of a competition to fill a vacant civil service position with the consent of these citizens;
3) civil servants to fill a vacant position in the civil service in order of job growth - based on the results of a competition for inclusion in the personnel reserve of a state body;
4) civil servants to fill a vacant civil service position in order of job growth - based on the results of a competition to fill a vacant civil service position with the consent of these civil servants;
5) civil servants to fill a vacant position in the civil service in order of job growth - based on the results of certification with the consent of these civil servants;
6) civil servants dismissed from the civil service in connection with the reduction of civil service positions or the abolition of a state body - by decision of the representative of the employer of the state body in which the positions of the civil service are being reduced, or of the state body to which the functions of the abolished state body have been transferred, with the consent of these civil servants employees.
Thus, inclusion of citizens in the personnel reserve of a government body is carried out based on the results of a competition.

Based on the results of the competition, I was included in the personnel reserve in the civil service. Can I be appointed from it to a civil service position in another government agency of the Novosibirsk region, and not in the one where the competition was held?
A civil servant (citizen) included in accordance with the Regulations on the personnel reserve in the state civil service of the Novosibirsk region (approved by the Decree of the Governor of the Novosibirsk region dated March 17, 2014 No. 40) in the personnel reserve of a state body to fill vacant positions in the civil service of a certain group, with his consent by decision of the employer's representative, he may be appointed to a position in the civil service, including in another government body, if he meets the qualification requirements for this position.
In this case, the position to which a civil servant (citizen) can be appointed must not be higher than the group of positions for which he is included in the personnel reserve.

How does the managerial personnel reserve differ from the civil service personnel reserve?
Management personnel reserve of the Novosibirsk region is a group of promising specialists who have the necessary professional, business and personal qualities, who have demonstrated themselves positively in their professional activities and are intended to fill vacant positions in the field of state and municipal administration.
Personnel reserve in the civil service is formed to promptly fill vacant positions in the civil service in accordance with the current legislation on the civil service.
The main difference between these reserves is that a person who is in the civil service reserve, with his consent, by decision of the employer’s representative, can be appointed to a civil service position without holding a competition, provided that he meets the qualification requirements for the vacant position. In this case, the position to which a civil servant (citizen) can be appointed must 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 not in the civil service personnel reserve, may enter the civil service based on the results of a competition, unless otherwise established by Art. 22 of Federal Law No. 79-FZ.

The issue of forming and rationally using the personnel reserve in the civil service is especially acute now. Serious changes taking place in the political, economic, and social spheres of our society require changes in personnel policy and personnel activities in the public service system of the Russian Federation. The creation of a new model of public administration requires updating of management personnel. This can be done if there is a professional personnel reserve.

In the previous decade, the renewal of management personnel at the federal and regional levels of government was carried out unsystematically and spontaneously. In that one of the main reasons for the “slipping” of reforms in the Russian Federation.

In the current conditions, such an area of ​​personnel support for the public service as working with the personnel reserve for promotion to managerial positions in government bodies is becoming important.

The theoretical foundations of the personnel reserve are, first of all, the definition of the concept, goals and objectives of this social phenomenon. The term "reserve" in Latin literally means a reserve of something in case of need. Therefore, the personnel reserve is one of the main sources of formation and replenishment of personnel, i.e. specialists in one or another field of professional activity. The most important task is to identify the most promising specialists who have the qualities that are most necessary for this professional activity.

Personnel reserve in the civil service– a specially formed group of civil servants, based on individual selection and comprehensive assessment, who have undergone special training and have the necessary professional, business, personal and moral and ethical qualities for promotion to higher positions in a government agency.

The main purpose of the formation and use of personnel reserve in the civil service is the creation of personnel prepared for management in the new conditions, ensuring the continuity and continuity of public administration, its improvement based on the selection, training and promotion of personnel capable of professionally and effectively implementing the tasks and functions of public authorities.

In the civil service system, the personnel reserve performs a number of important functions: development, regulation, stabilization, continuity of the state apparatus.

A necessary condition for the formation of a good personnel reserve is the presence of a clear and scientifically based personnel policy in a government agency. Particularly important is the understanding and implementation by management of the principles of working with the personnel reserve in the civil service. These include:

  • – ensuring legality, compliance with regulatory requirements and procedures in resolving personnel issues in the civil service;
  • – a comprehensive and objective assessment of the professionalism, business and moral qualities of civil servants during their selection and nomination;
  • – objectivity and equal access for specialists in career advancement in accordance with their abilities and professional training;
  • – creation of necessary and sufficient personnel space to maintain the required staffing of the state apparatus;
  • – democratic, collegial resolution of personnel issues, taking into account public opinion, transparency, on an alternative basis;
  • – systematic and rational renewal of civil service personnel while maintaining continuity, qualitative enrichment due to the influx of fresh, young forces, using the opportunities and abilities of all ages;
  • – controllability of management personnel in the civil service system;
  • – depoliticization of personnel work, political neutrality of civil servants.

Legally, the category of personnel reserve in Russia began to be developed and regulated, starting with the Concept of reforming the civil service system of the Russian Federation, approved by the President of the Russian Federation on August 15, 2001. This document laid down legal basis of personnel reserve, which were further developed in subsequent regulatory legal acts. In ch. 4 of this Concept states that “in order to fill civil service positions in the order of official (service) growth, state bodies are forming a personnel reserve to fill managerial positions on a competitive basis.” This document noted two conditions for inclusion in the personnel reserve:

  • 1) in order of official (service) growth of civil servants;
  • 2) civil servants released in connection with the reorganization or liquidation of a state body.

Civil servants included in the personnel reserve for the corresponding civil service position, if necessary, carry out advanced training or retraining, and they are given a preferential right to fill the specified position.

Federal Law No. 58-FZ paid considerable attention to the issues of personnel reserve. In Art. 17 formulated personnel reserve levels:

  • – federal personnel reserve;
  • – federal reserve in a federal government agency;
  • – personnel reserve of a constituent entity of the Russian Federation;
  • – personnel reserve in a government agency of a constituent entity of the Russian Federation.

Work with the personnel reserve of the civil service is subject to regulation by Federal Law No. 79-FZ. In Art. 64 of this Law defines the goals and procedure for forming a personnel reserve of civil servants. This Law contains the following innovations:

For the first time, it was established that the personnel reserve for filling civil service positions is formed on a competitive basis - according to the results of the competition.

Concretized types of personnel reserve. The personnel reserve is formed to replace:

  • – a vacant civil service position in your government agency in order of promotion;
  • – a vacant civil service position in another government body in order of promotion;
  • – civil service positions, appointment to and dismissal from which are carried out by the President of the Russian Federation or the Government of the Russian Federation;
  • – civil servants are included in the personnel reserve in connection with their conscription for military or alternative service.

A clear procedure has been established for including civil servants in the personnel reserve. Federal Law No. 79-FZ provides that the inclusion of civil servants (citizens) in the personnel reserve of a government body is carried out indicating the group of civil service positions to which they can be appointed.

At the same time, the inclusion of citizens in the personnel reserve of a state body produced according to the results of the competition:

  • – for inclusion in the personnel reserve of a government agency;
  • – to fill a vacant civil service position with the consent of these citizens.

Inclusion in the personnel reserve state body of civil servants to fill a vacant civil service position in order of promotion produced based on the results:

  • – competition for inclusion in the personnel reserve of a government agency;
  • – competition for filling a vacant civil service position with the consent of these civil servants;
  • – certification in accordance with π. 1 tbsp. 48 of Federal Law No. 79-FZ with the consent of these civil servants.

Inclusion in the personnel reserve government body civil servants, dismissed from the civil service:

  • – in connection with the reduction of civil service positions in accordance with Art. 8.2 hours 1 tbsp. 37 of Federal Law No. 79-FZ or the abolition of a state body in accordance with clause 8.3, part 1, art. 37 of Federal Law No. 79-FZ is carried out by decision of the representative of the employer of the state body in which the positions of the civil service are being reduced, or of the state body to which the functions of the abolished state body have been transferred, with the consent of these civil servants;
  • – on the grounds provided for in Part 1 of Art. 39 of Federal Law No. 79-FZ, is carried out with the consent of these civil servants.

The inclusion of a state civil servant (citizen) in the federal personnel reserve is formalized by a legal act of the federal government agency for public service management; to the personnel reserve of a constituent entity of the Russian Federation - by a legal act of the state body for managing the civil service of a constituent entity of the Russian Federation; to the personnel reserve of a state body - by a legal act of the state body.

The appointment of a civil servant (citizen) who is in the personnel reserve to a vacant position in the civil service is carried out with his consent by decision of the employer’s representative.

Effective and rational use of the institution of personnel reserve ensures:

  • – timely satisfaction of the needs of the government body for civil servants of all categories;
  • – high-quality selection and targeted preparation of candidates for nomination;
  • – checking the readiness of a civil servant enrolled in the personnel reserve to perform duties in the civil service position planned for replacement;
  • – reduction of the adaptation period for civil servants newly appointed to higher positions in the civil service;
  • – increasing the level of professionalism and improving the quality of civil servants.

The organizational basis of working with the personnel reserve involves solving a number of problems such as determining the structure and organizational principles of the personnel reserve, conditions, stages, forms and methods of its formation.

Structure of the personnel reserve due to the characteristics and specifics of a particular government body. In each state body, the personnel reserve is formed by groups of positions - for senior, leading, main and highest positions.

The composition of the personnel reserve is formed, as a rule, in two stages. At the first stage, there is a search, preliminary selection, study and assessment of possible candidates by the personnel service of the government agency. At the second stage, the competition commissions of the state body, on the recommendation of the personnel service, finally make a decision on the inclusion (or non-inclusion) of the candidate in the personnel reserve.

When determining number of personnel reserve should be based on the following provisions:

  • – the number and official composition of the personnel reserve is determined taking into account the needs of the structural divisions of the state body for civil service personnel for the near future and for the long term;
  • – for each civil service position provided for in the state body’s staff, as a rule, no less than two and no more than four personnel reserve people are selected.

An important place when selecting candidates for the nomination reserve is occupied by a careful study of their professional and other qualities; development and application of modern selection criteria and assessment technologies. When forming a personnel reserve, the following must be taken into account: the results of official work, the level of professional education, work experience in the specialty and length of service in public service, age, health status, public opinion about the employee, and the personal desire of the official. When using personnel reserve An employee should not be allowed to be promoted to higher positions without going through all the ranks.

The forms and methods of working with the personnel reserve in the civil service are varied. Especially here An individual approach is important. Work with “reservists” should be carried out according to a plan that provides for specific measures to acquire the necessary theoretical, legal, managerial, economic and other knowledge necessary for future work.

Theoretical training of the personnel reserve should be carried out, first of all, within the framework of the state order for professional retraining and advanced training of state civil servants, as well as by the method of self-education.

IN system of practical training of personnel reserve in the civil service includes:

  • – internship in a position for which a civil servant or citizen is enrolled in the reserve;
  • – temporary replacement of absent managers for the period of their business trips, illness or vacations;
  • – trips to other organizations to study work experience;
  • – participation in teaching work;
  • – participation in inspections of the activities of other departments of the government body;
  • – participation in the preparation and conduct of scientific and practical conferences, methodological seminars;
  • – constant independent work of candidates to improve their professional knowledge.

Thus, the civil service personnel reserve is a specially selected group of civil servants who combine high competence, initiative and a creative approach to the performance of official duties, capable, with additional training, of achieving compliance with the qualification requirements for civil service positions for which they are included in the reserve.

The formation and use of personnel reserve in the civil service is a necessary condition for increasing and optimizing human resources, continuity and development of the personnel corps of civil servants, which, in turn, ensures the stability of the entire state apparatus.

To summarize the chapter, we can say that the professional development of civil servants is an important element of public service and a decisive factor in increasing the level of qualifications and professional skills of government employees.

Priority areas for the formation of personnel in the civil service of the Russian Federation are:

  • 1) professional training of civil servants, their retraining and advanced training in accordance with professional development programs for civil servants;
  • 2) promoting the career growth of civil servants on a competitive basis;
  • 3) rotation of state civil servants;
  • 4) formation of a personnel reserve on a competitive basis and its effective use.

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

The regulation regulates the issues of forming a personnel reserve, working with the personnel reserve and excluding citizens and civil servants from the personnel reserve. However, it concerns only the personnel reserve of a federal state body (the law on the civil service also provides for the existence of a federal personnel reserve, a personnel reserve of a constituent entity of the Russian Federation and a personnel reserve of a state body of a constituent entity of the Russian Federation.

The Regulations indicate the goals and principles of forming a personnel reserve. It also determines that information on the formation of a personnel reserve and work with it is posted on the official websites of the federal government body and the state information system in the field of public service on the Internet information and telecommunications network in the manner determined by the Government of the Russian Federation.

As for the procedure for forming a personnel reserve, in this aspect the Regulations basically repeat the norms of Art. 64 of the Federal Law “On the State Civil Service of the Russian Federation”. Among the few important novelties in this section are:

Clarification that civil servants (citizens) who did not win the competition to fill a vacant position in the federal civil service, but whose professional and personal qualities were highly appreciated by the competition commission, on the recommendation of this commission, with their consent, are included in the personnel reserve for filling positions the federal civil service of the same group to which the vacant position of the federal civil service belonged, for the replacement of which a competition was held;

The ban on inclusion in the personnel reserve cannot include civil servants who have disciplinary sanctions provided for in paragraph 2 or 3 of Part 1 of Art. 57 or clause 2 or 3 of Art. 59.1 of the Federal Law "On the State Civil Service of the Russian Federation".

At the same time, the Regulations for the first time regulate in detail the procedure for holding a competition for the personnel reserve. The competition must be held in accordance with the unified methodology for holding competitions for filling vacant positions in the state civil service of the Russian Federation and inclusion in the personnel reserve of state bodies, approved by the Government of the Russian Federation (at present this has not yet been approved).

The competition is conducted by a competition commission formed by a federal government agency. It consists of assessing the professional and personal qualities of each civil servant (citizen) who has expressed a desire to participate in the competition and is admitted to participate in it (hereinafter referred to as the candidate), based on the qualification requirements for filling the relevant positions in the federal civil service.

The regulation provides for the mandatory placement on the official websites of the federal government body and the state information system in the field of public service on the Internet of an announcement about the acceptance of documents for participation in the competition, as well as other necessary information about the competition.

The decision on the date, place and time of the competition is made by the employer’s representative. The competition is held no later than 30 calendar days after the deadline for accepting documents for participation in the competition. The federal government body, no later than 15 calendar days before the date of the competition, places on its official website and the official website of the state information system in the field of civil service on the Internet information about the date, place and time of its holding, as well as a list of candidates and sends relevant messages to candidates.

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

Competitive procedures and meetings of the competition commission are held if there are at least two candidates.

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

Notifications 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 period on the official websites of the federal government agency and the state information system in the field of public service on the Internet.

Based on the results of the competition, no later than 14 days from the date the competition commission makes a decision, a legal act of the federal government body is issued on the inclusion of the candidate (candidates) in the personnel reserve in respect of whom the corresponding decision was made.

Issues of organizing work with the personnel reserve (which in practice raise the largest number of questions) are resolved very briefly in the Regulations. In fact, it only establishes that the professional development of a civil servant who is in the personnel reserve of a federal government body is carried out by this body on the basis of an individual plan for the professional development of a civil servant approved by it. In addition, the Regulations state that for each civil servant (citizen) included in the personnel reserve, the division of the federal government agency for public service and personnel issues prepares a certificate in a form approved by the Government of the Russian Federation. This certificate reflects all information about activities for the professional development of a civil servant.

Finally, the Regulations for the first time provide an exhaustive list of grounds for the exclusion of civil servants and citizens from the personnel reserve (personal statement; appointment to a position in the federal civil service in the order of promotion; commission of certain disciplinary offenses; death; reaching the age limit for being in the state civil service of the Russian Federation and etc.).

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

What is a personnel reserve and why is it needed?

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

  • ensuring equal access of all citizens to vacant positions in the civil service;
  • timely replacement of vacant jobs;
  • formation of a base of highly qualified personnel;
  • promoting career growth of civil servants.

Currently, there are 4 organizational levels of personnel reserve:

  • federal;
  • federal government agencies;
  • subjects of the Russian Federation;
  • state bodies of the constituent entities of the Russian Federation.

Formation of personnel of the state civil service

The employee base is formed on the basis of a competition organized by the employer. Certification commissions can act as the assessing party. They primarily evaluate the candidate’s business achievements, his potential and personal characteristics. The inclusion of a particular specialist in the reserve is primarily influenced by the results of the competition. The employer's opinion in this case is advisory in nature. According to existing standards, the following candidates can apply for a place in the personnel reserve:

  • passed competitive tests;
  • have passed a competition to fill a vacancy;
  • state employees filling a vacancy in order of promotion based on the results of a competition;
  • specialists who have successfully passed certification;
  • civil servants dismissed due to the abolition of a government agency or staff reduction;
  • specialists who lost their jobs due to circumstances beyond the control of the parties.

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

  • application for participation;

Application form for participation in the competition

  • a completed application form with a photo;

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

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

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

How candidates are selected

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

Exclusion from the personnel reserve

Depending on the position the candidate is applying for, the length of his stay in the reserve varies. For vacancies of the highest group - 4 years, main and leading - 3 years, senior and junior - 2 years. After the expiration of the specified period, the applicant may be excluded from the list or the period of stay on it may be extended once by the employer.

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

  • personal statement;
  • disciplinary offense;
  • job reduction due to the abolition of a government agency;
  • reaching the age limit;
  • decision of the certification commission on the inadequacy of the position being filled;
  • refusal to improve qualifications.

Personnel technologies in the state civil service

In addition to creating a database of specialists, there are other methods for increasing the efficiency of government organizations. One of these methods is personnel rotation in the state civil service. Its process is regulated by Article 60.1.

Rotation in this case implies horizontal movement of employees across jobs. At the same time, specialists are offered positions of equal pay and career level, but slightly different in functional load. For example, the head of the procurement department changes places with the head of the sales department.

This technique allows employees not only to become familiar with related specialties, but also to understand the structure and activities of the company as a whole, taking into account various nuances. The listed reasons for rotation are motivational and educational in nature, but do not forget that the reshuffle helps reduce the corruption component of government activities.

When using personnel reshuffling in practice, the personnel reserve is actively used as a source of proven specialists who are ready to start work as soon as possible.

This is just one of the few methods for selecting and “educating” personnel. To popularize and implement the most successful of them, the official website of Rosmintrud presents the best personnel practices in the state civil service.

Express your opinion about the article or ask the experts a question to get an answer

    Application. Regulations on the personnel reserve in the state civil service of Moscow

Decree of the Moscow Mayor of August 28, 2012 N 55-UM
"On the personnel reserve in the state civil service of the city of Moscow"

With changes and additions from:

In order to increase the efficiency of the implementation of personnel policy in the state civil service of the city of Moscow, the formation of the personnel reserve of the city of Moscow and its effective use:

2. Establish that the personnel reserve in the state civil service of the city of Moscow (hereinafter referred to as the Personnel Reserve of the City of Moscow) consists of personnel reserves of government bodies of the city of Moscow (hereinafter referred to as the state body).

3. To heads of government bodies:

3.2. Ensure that data on public civil servants of the city of Moscow and citizens included in the personnel reserve of the relevant government body is entered into the Unified Automated Information System for Personnel Management of the Moscow Government within three working days from the date of adoption of the relevant decisions.

4. To the Department of Civil Service and Personnel of the Moscow Government:

4.2. Provide assistance to government agencies in the formation and maintenance of personnel reserves of relevant government agencies.

4.3. Ensure control over the formation of the Personnel Reserve of the city of Moscow and the appointment from it to positions in the state civil service of the city of Moscow.

5. To recognize as invalid:

5.1. Decree of the Moscow Mayor of November 22, 2007 N 106-UM “On the personnel reserve in the state civil service of the city of Moscow.”

5.2. Order of the Mayor of Moscow dated October 1, 2008 N 252-RM "On the creation of a working group to prepare proposals for the formation of a reserve of managerial personnel in the city of Moscow."

5.3. Decree of the Moscow Mayor of October 17, 2008 N 84-UM “On the Commission under the Moscow Mayor for the formation and training of a reserve of managerial personnel in the city of Moscow.”

5.4. Order of the Mayor of Moscow dated December 8, 2008 N 319-RM “On the formation of a reserve of managerial personnel in the city of Moscow.”

5.5. Clause 3 of the decree of the Moscow Mayor of February 22, 2011 N 18-UM “On amendments to the decrees of the Moscow Mayor.”

5.6. Decree of the Moscow Mayor dated June 28, 2011 N 48-UM "On amendments to the decree of the Moscow Mayor dated November 22, 2007 N 106-UM."

6. Entrust control over the implementation of this decree to the Deputy Mayor of Moscow in the Moscow Government - Head of the Office of the Mayor and the Moscow Government A.V. Rakova.

Mayor of Moscow

S.S. Sobyanin

The personnel reserve in the state civil service of the city is a unified list of persons who have passed assessment measures for compliance with the qualification requirements for positions in the state civil service of the city. Citizens included in the personnel reserve have a priority right to appointment to vacant positions in the civil service. The period of stay of a person in the personnel reserve is 3 years.

The personnel reserve is formed by government bodies of the city, with the exception of the personnel reserve for filling positions for which appointment is carried out by the Mayor, it is formed by decision of the Mayor based on the results of assessment procedures carried out by the Office of the Mayor and the Moscow Government. The procedure for forming a personnel reserve has been established.