Methods of public civil service staffing: the example of Tomsk Oblast

The state powers are realized by persons occupying state positions which form administrative facilities of management consisting of public civil servants who are directly carrying out state functions. Political achievements and failures depend, first of all, on the efficiency and productivity of professional office activities of public civil servants. Therefore, society has great demand from them everywhere; special programs for reforming and development of this type of public service making a basis of personnel policy are designed. The personnel policy on the public civil service represents a set of principles and methods of work: on reception of citizens by the public civil service; with public civil servants while performing the public civil service by them; and also with citizens who left the public civil service. According to the existing federal legislation on the public civil service, hiring of a citizen on civil service is carried out by results of competition, or from the personnel reserve created on a competitive basis. Objectivity and transparency of the procedure of competitive selection of candidates are reached due, first, to the placement of information on involvement of candidates in open mass media, which assumes equal access for citizens, and, secondly, to carrying out a complex assessment of candidates by a specially created commission including independent experts in the course of competitive selection on compliance with the qualification requirements imposed to a position. Involvement of candidates for filling a vacant post of the public civil service is carried out on a competitive basis from two main sources: external, that is from among candidates who showed willingness to take part in an open competition; internal, that is from among the most professional public civil servants who showed willingness to take part in an open competition and also included in the personnel reserve following the results of certification according to the existing precepts of law. In the course of assessment, an inspection of candidates on compliance with the qualification requirements imposed to positions of civil service is carried out: by the level of professional education; by experience of civil service (public service of other types) or experience of work in the field, by the type of preparation; by the level and nature of professional knowledge and skills necessary for execution of functions. The check of level of candidates' professional education and experience is carried out on the basis of submitted documents (the diploma, the service record), and also of information from organizations of higher education. The level and nature of knowledge and skills necessary for execution of functions on a position of civil service come to light through assessment of professional and administrative qualities of candidates. In the HR department such qualities are called competences, existence and level of which are decided on by using various estimation procedures. Different estimation procedures are directed on assessment of various competences. Application of estimation procedures allows to create the portrait of the candidate's personality, including assessment of his/her competences necessary for making a decision on abilities of the candidate to effectively perform work on a certain position.

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