Formation of a personnel reserve - why is it necessary? Competition for inclusion in the personnel reserve How many people can be included in the personnel reserve

In modern society, one of the most important areas 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. At present, 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 the principles and types, what is the management of the personnel reserve?

Disclosure of the essence of the concept

Personnel reserves - this is the formation of a certain composition of employees who have passed the preparatory selection (assessment) and have the required potential to perform their 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 personnel.

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

Such a supply of candidates has a conditional structure. The personnel reserve (professional reserve) 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. Operational - these are employees who are already replacing senior managers and are ready to take certain positions outside of any additional training activities. Promising - these are employees with great potential, but who need additional training measures. The formation of an external reserve can take place according to the definition of the management, that is, applicants from the outside will reasonably be attracted to vacancies by the enterprise. In addition to this, the external reserve has the ability to be organized by force if the enterprise, for some reason, has a high indicator of employee volatility.

The formation of a personnel reserve helps to unlock the potential of personnel, and can also help in case of urgent need to close personnel "gaps". What specific professional reserve will be organized - external, internal or both at once - is decided by the head of the company.

Goals

The formation of a personnel reserve has the following goals:

Prevention of the likelihood of a crisis situation in cases of the departure of employees occupying primary positions.
Providing the enterprise with a pool of highly professional and productive employees who are ready to improve the business in accordance with the established strategy and culture.
Retention and motivation of professional leaders-managers.
Maintaining a positive employer reputation.
Reducing the costs of selecting and adapting a new employee.

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

Program of work

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

Determination of positions at risk is carried out with the help of specific measures, for example: consideration of the labor market in the area; estimates of the number of applicants for the occupation of vacant positions; analysis of the value of this position for the company; assessment of the current situation with the personnel at the site.
Formation of the position profile - establishes the level of development of the candidate's competencies so that he successfully copes with the tasks set for him. Traditionally, it is carried out and after parsing the data, a special profile is displayed, which the candidate for the vacancy must comply with.
Evaluation and further selection of applicants are carried out using certain characteristics of the employee's performance. In the majority of cases, data obtained through evaluation activities on the activities carried out and information selected by evaluating the potential, knowledge and other criteria that the candidate currently has are compared.
Organization of personal development plans - is carried out taking into account the existing needs and the company's strategy. This measure can help the reservist allocate short-term resources and understand how to achieve the set goal. The course of training is planned in such a way that, by participating in various seminars, completing difficult projects, internships, an employee enrolled in the personnel reserve is able to develop specifically the knowledge and skills that are necessary when moving to a new post.
Appointment to a new location.

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

Work technology

There are several sources of information:

an interview at the time of admission to the service, where the basic concept of the personnel reserve, the basics and the likely paths of career development is provided;
information leaflet of the company, which informs about vacancies, requirements for applicants, about the time period for which the competition for the personnel reserve is scheduled;
personal counseling;
all divisions have 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. To this end, the program provides for a systematic increase in the professional level of candidates for positions.

This act traditionally consists of the following sections:

General Provisions, Where Regulated Issues Are Specified The Regulation predetermines the main settings for working with a reserve of employees. It also provides an explanation of the main tasks of the system of work with a stock of employees, and in particular:
- what is a reserve of employees;
- the essence of the system of work with the reserve staff;
- what questions are resolved by the fact of the reserve of workers;
- why is it necessary to design a reserve of personnel;
- what are the sources of organizing a reserve of employees.
The order of education. This section establishes how and on the basis of what approach a reserve of employees is created in the organization.
Organization of direct activity.

The main tasks are envisaged:

Calculation of the reserve of employees.
Designation of applicants.
Evaluation 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 the preparation of the reserve.
for employees: characteristics, reports on the implementation of instructions, expert pricing; analysis of the evaluation results. Results: negative assessment - exclusion from the reserve, additional preparedness will be required - personal training planning, positive assessment - the establishment of a decision on promotion to a higher post.

In addition to the main points, the Regulations can be supplemented by applications consisting of standards of documents required for compiling the employee's personal file, lists of the direct duties of the trainee and the internship manager, and other necessary additions.

When forming a reserve, the following criteria are provided:

Professional experience.
A professional characteristic from a particular 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 that characterize the communicative data of a person, the degree of authority among employees.
Conducting various psychological tests in order to establish possible abilities: organizational predispositions, neuropsychic and emotional stamina, data for leadership, hidden probable potentials, stress tolerance and others. The results of such studies most directly affect the determination of the personal and professional qualities of the applicant for a place.

When selecting personnel, preference is given to the most significant groups of professionals. These groups include employees of various qualifications from management to ordinary workers. To establish the range of required reserve workers, there are a lot of different techniques.

Basic principles

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

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

Positive sides

In terms of merits, the benefits of working with a talent pool are obvious. 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 some of the positive aspects of this direction:

financial benefit (no need to spend money 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 taught according to his own retraining program);
assistance and promotion of 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 “perfected” for the company, perfectly understands the policy and characteristic features of relations and quickly adapts to a new position;
prospects for stability and competitiveness of any enterprise;
increase productivity and effectiveness.

Youth reserve

MKR (Youth Personnel Reserve) is a functional system for shaping young people's knowledge, practice and experience that are in demand in the labor market. For the accumulation of intellectual and practical skills, university students are given the opportunity to acquire knowledge and necessary skills through participation in trainings, master classes and other events. In particular, to accumulate practical experience during internships in state bodies. authorities, banks, other important state and non-state structures.

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

The concept of the state reserve

The State Personnel Reserve is a 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. The list of required qualities and skills is 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 relevant 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 managerial personnel, an impartial assessment of performance, which is derived during attestation tests or passing specialized exams.

municipal reserve

The municipal personnel reserve in the ideal interpretation is a list of individuals who meet the criteria presented to them in terms of 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 priority areas for the formation of the reserve:

appointment of qualified professionals to positions, taking into account their professional merits 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 through certification;
the use of advanced technologies in the selection of employees upon admission.

The creation of such a reserve of personnel pursues the goal of a rational placement of personnel in vacant positions in mayor's offices, a constant rotation of talented people in the personnel register.

Government reserve features

No less significant direction. The personnel reserve of the government is made up of highly qualified, creative specialists with a motivated civic position and other positive characteristics. All of them can work in the state administration apparatus in the regions in various positions or directly in the Government, holding the positions of heads of departments, sectors, and so on. If an official, for example, working on the periphery with the rank of regional governor, has shown extraordinary ability to implement social and economic projects, then, of course, he will be noticed in government circles. Most likely, his candidacy will be included in the personnel reserve and, if the need arises and the corresponding place is vacated, he will be appointed to a higher position.

Conclusion

Summing up, we can say with confidence that personnel reserves are the most powerful and highly effective tool in the entire personnel management system, which allows solving issues on the widest scale and pursuing policies at the proper level.

It is correct and well-organized work that can bring the appropriate results. Personnel reserves are one of the strongest links in the organization and management of any structure or entity. No wonder they say that cadres decide everything. Work with the personnel reserve is primarily focused on the needs of the company, the needs of 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 lack of a federal regulatory legal act on the personnel reserve, state 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 indicating the position for which the reserve is 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, a personnel reserve is not formed.

During the period 2008-2009. in all subjects of the Russian Federation and most subjects of the Russian Federation, reserves of managerial personnel have been formed. Due to the lack of federal legal regulation of the formation of such reserves, each constituent entity of the Russian Federation establishes its own selection procedure and requirements for candidates for the reserve of managerial personnel 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 for the reserve of managerial personnel includes:

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

analysis of profiles of nominees for compliance with formal selection criteria;

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

1) personal and business qualities (leadership, ability and desire to work in a team, social maturity, active life position, desire for self-improvement, adherence to laws, moral standards, 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; foreseeing 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 commitment, i.e. the ability to bring business to a successful result);

making a decision by poll to include in the reserve of managerial 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 for which members of the selection committee expressed separate opinions in the protocol, as well as candidates not included in the protocol, but for which appeals were received about disagreement with the results of the experts' conclusions;

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

lists of the reserve of managerial personnel are posted on a specialized website in the public domain. In addition to the lists, the site contains relevant regulatory documents, the procedure for forming a reserve, a list of positions for which a reserve is formed, approved forms of questionnaires and recommendations for candidates, a reserve training program 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, the financial and economic sector. This principle of forming a reserve of managerial personnel makes it possible to rotate within the reserve.

Financing of expenses for testing candidates for the reserve and training of reserve participants in individual subjects of the Russian Federation is carried out on shared terms in the following proportions: for testing, 50% of the budget and the 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 entering 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 promotion.

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

The personnel reserve is an important mechanism through which the career growth of civil servants in many democratically developed European countries, as well as the United States, Canada, and Japan, is carried out. 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 personnel reserve is both a mechanism for the professional growth of employees and a democratic institution through which the most professionally trained and successful representatives of civil society, the commercial sector, the deputies and professional officials are selected as a result of competitive selection for the civil service.

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

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

The selection of candidates for enrollment in the personnel reserve is made 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 with the necessary education; work experience; knowledge of normative legal acts in the field of public administration and in the direction of activity; health status. A number of regulatory legal acts set age limits for candidates for the reserve. For example, the age limit - up to 45 years - 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 relevant position is not limited.

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

At the 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 a constituent entity of the Russian Federation, a representative of the employer forms a personnel reserve of a state body of a constituent entity of the Russian Federation. The personnel reserve of a subject of the Federation consists of personnel reserves of state bodies of the subjects of the Russian Federation.

The formation of a personnel reserve is carried out in order to timely fill vacant positions in the federal civil service with persons included in the personnel reserve both in the order of promotion and for filling civil service positions in cases provided for 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 subject of the Russian Federation, are formed on a competitive basis to fill civil service positions.

The personnel reserve of the federal state body may include persons who have expressed a desire and successfully passed the competition for inclusion in the personnel reserve to fill the corresponding 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 personnel reserve.

The personnel reserve solves various tasks, such as ensuring career growth and maintaining the staff of current employees who meet the established qualification requirements, attracting citizens from other areas of activity to the service.

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

In cases where it is impossible for a civil servant to perform official duties for health reasons, as well as in connection with the reorganization, liquidation of state bodies, the 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 is in the personnel reserve.

The experience of studying work with a personnel reserve in state bodies shows that sometimes not one, but two or three candidates are selected for one position from among civil servants or citizens who participated in the competition, 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 corresponding group of positions in the civil service is not provided for by the legislation on the civil service.

In this regard, the experience of regulating this issue with our foreign neighbors may be useful. Thus, 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 "relevant position" is introduced. The document states 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 the 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 the certification, the representative of the employer decides on the inclusion of a civil servant in the personnel reserve of the state body after the competition. In a number of constituent entities of the Russian Federation, they took the path of using the decision of the attestation commission as the 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 to fill a higher position in the civil service is carried out in the prescribed manner, i.e. according to the results of the competition, and the decision of the head regarding this issue is only advisory in nature. Consequently, the norms of a number of legal acts of the constituent entities of the Russian Federation, which establish the right of the representative of the employer (the head of the state body) to include a civil servant in the personnel reserve on the basis of the decision of the attestation commission, are unlawful.

The current practice cannot be supported when, if there is 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 shortly after being included in the reserve. Within the meaning of Art. 22 of the commented law, if there is a vacant civil service position 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 civil service position in the Ministry of Health and Social Development of Russia (approved by Order N 695 of November 25, 2005), the decision of the competition commission is, among other things, the basis for including the applicant in the personnel reserve. This is contrary to the requirements of Part 7 of Art. 22 of the Federal Law, according to which the competition commission is formed to conduct a competition for filling a vacant position, and paragraph 21 of the Regulations approved by Decree of the President of the Russian Federation of February 1, 2005 N 112, which provides that the decision of the competition commission may be the basis either for appointing an applicant for vacant position in the civil service, or refusal to do so.

Enrollment in the personnel reserve based on the results of consideration of issues of filling vacant positions in state bodies following the results of a 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 unfilled. Subsequently, in violation of the requirements of Part 7 of Article 64 of the Federal Law, from the personnel reserve formed in this way, appointments are made to various positions without holding a competition as from a reserve formed on a competitive basis, while a competition for the personnel reserve was not announced and was not held.

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 for enrollment in the personnel reserve of a state body, a separate competition for inclusion in the personnel reserve (for a specific civil service position) must be announced. At the same time, such a competition is held in the manner and on the conditions provided for in Art. 22 of the commented law and 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 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 the 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 on the acceptance of these documents and holding the competition, is established by the Regulations on the competition for filling a vacant position in the state civil service of the Russian Federation (approved by Decree President of the Russian Federation dated 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 position of the civil service, for which he is applying, as well as due to restrictions, established by federal law for admission to the civil service and its passage.

During 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 of professional knowledge, skills and abilities possessed by a civil servant (citizen); quality of performance of official duties in accordance with the official regulations, tasks and functions of the structural unit of the state body and the functional features of the position of the civil service occupied in it (for civil servants); the ability to make effective managerial and other decisions (for civil servants of the category "leaders"), the ability to prepare high-quality projects of managerial and other decisions (for other categories of civil servants), as well as to monitor their implementation (participate in control or ensure its implementation); participation in the preparation of draft regulatory legal acts and (or) draft management and other decisions, as well as the results of their implementation; the quality of work on the provision (presentation) of public services to citizens and organizations in accordance with the official regulations of a civil servant.

b) refuse to include a civil servant in the personnel reserve to fill a vacant position in the civil service in the order of promotion (with reasons);

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

The decision of the competitive 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 position in the civil service or refusal to include it. The inclusion of a civil servant (citizen) in the personnel reserve of a state body is carried out by a legal act of the state body.

The list of the personnel reserve of the federal state body is compiled 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; replacement position in the civil service; for a citizen - the position to be occupied and the name of the organization; class rank (qualification rank), military, special rank, diplomatic rank (date and number of the act of assignment); length of service in the civil service (work in the specialty), etc. When forming a personnel reserve, the representative of the employer has the right to process (including automated) the personal data of "reservists".

The procedure for filling positions in the civil service, established by the legislator, implies 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 a federal state body (federal personnel reserve) refuses from the proposed position of the civil service, 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 relevant civil servants (citizens) from the civil service.

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

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

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

c) committing a disciplinary offense for which a disciplinary sanction was applied to a civil servant;

d) rejection of the offer to fill a higher vacant position in the civil service;

e) a motivated personal request;

e) for health reasons;

g) dismissal from the civil service;

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

A civil servant included in the personnel reserve of a federal state body in the manner prescribed by Part 10 of Article 58 in connection with his release from a civil service position to be replaced by way of a disciplinary sanction is excluded from the personnel reserve of a federal state body and, if a decision is made 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 on which he was dismissed from office. In this case, the release from the civil service position to be occupied should be considered as 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 federal state bodies and the personnel reserve of state bodies of the constituent entities of the Russian Federation, the Consolidated Personnel Reserve of the Russian Federation is formed to fill vacant positions in 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 positions of the state civil service of the category "heads", "assistants (advisers)", the appointment and dismissal of which is carried out by the President of the Russian Federation or Government of the Russian Federation.

In order to increase the efficiency of work with the personnel reserve, professional training, advanced training and training of civil servants and citizens included in it are carried out.

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.

Internship as a form of practical training of the personnel reserve is carried out directly in state bodies, as well as other organizations in order to form and consolidate in practice professional knowledge, skills and abilities obtained as a result of theoretical and practical training.

The role of personnel services is increasing in work with the personnel reserve. Personnel services of state bodies are working to record and accumulate 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. In addition, the personnel service of the state body with the participation of a civil servant draws up an individual training plan for a civil servant included in the personnel reserve, which is approved by the head of the state body no later than one month after he is included 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, it has been increasingly 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 career growth of civil servants. Therefore, there is a need to exclude provisions from the law that are grounds for the formation of a personnel reserve not in the order of promotion (part 1 of article 39 - suspension of the service contract due to circumstances beyond the control of the parties) and part 10 of article. 58 - dismissal from office in connection with a disciplinary sanction). At the same time, inclusion in the personnel reserve, formed solely for the purpose of ensuring the promotion of civil servants and filling vacant positions by citizens, should not impose rights and obligations on civil servants (citizens), and the decision on the possible appointment of these persons from the personnel reserve to vacant positions may be fully referred to the competence of the representative of the employer.

It is proposed to form a personnel reserve from among 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 competitive procedures) and based on the results of the competition for filling a vacant position when the competition commission decides 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 using the personnel reserve of a state body, it is proposed that the competition for inclusion in the personnel reserve is held to fill the positions of the federal civil service of the corresponding group of positions, and not a specific position, as follows from the current version of Article 64 of the Federal Law. In this regard, during the competition, the professional level of the candidate will be assessed, taking into account compliance with the qualification requirements for the relevant group of positions. This approach provides the employer's representative with the opportunity to quickly fill vacant positions in a state body through the appointment of a federal civil servant (citizen) to the positions of the federal civil service within the appropriate 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 whose service contract 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 circumstances (conscription for military service or assignment to an alternative service replacing it; election or appointment to an elective position; occurrence of emergency circumstances), a civil servant is not appointed to a civil service position , then the service contract with him is terminated, and the civil servant is dismissed. The federal law does not provide for any obligation of the representative of the employer to offer the employee the appropriate position. In this regard, the status of a civil servant while waiting 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 conduct provided for civil servants. It is also unclear the status of these persons, in particular those who simultaneously perform civil service and military service by conscription while in the personnel reserve.

It should be noted that the current Rules for maintaining and storing work books, preparing work book forms 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 entering information on inclusion in the personnel reserve in the work book.

Taking into account the concept of a personnel reserve formed solely for the purpose of career growth of civil servants and filling vacant positions by citizens, an exception is proposed from part 1 of Article 3 of 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 additional rights and obligations to persons included in the personnel reserve.

Many companies have experience in creating a personnel reserve. But he is not always successful. If the company cannot offer attractive terms to the reservist, then it may happen that he leaves the company. Therefore, before creating a personnel reserve, it is necessary to consider all measures of employee motivation: material motivation, career ladder, development program, etc. On the one hand, enrolling in the personnel reserve in itself is already a good motivation, because. the employee understands that he is highly valued. But a month, six months, a year will pass, and he is still in the same position with the same salary, but with increased self-esteem. In the end, unsatisfied ambitions will force him to find another company where he can realize himself. The personnel reserve is a whole system, in the creation of which the whole company must participate, otherwise there may be a threat of a “leakage of valuable personnel”.

Everybody Needs Gold

Every leader wants to have at least good, and preferably the best, employees working in his company. You can select only the best employees (which sounds almost fantastic), or find employees with high potential in your ranks and raise them to the right level. It is for this purpose that the personnel reserve of the company is being created.

There is no doubt that in every company it is necessary to single out and further encourage the most valuable and effective employees. There are employees who support entire areas of activity and the work of departments, and there are those who accompany their activities, and whose replacement is unlikely to be noticeable. We will turn our attention to the category of valuable and highly effective employees of the company.

In itself, the concept of "personnel reserve" is known to the absolute majority, and it seems to be completely clear why it is needed.

The main objectives of creating a personnel reserve, as a rule, are:

Meeting the needs of business in qualified personnel;
Decreased staff turnover (more precisely, the turnover of the most valuable employees);
Increasing the motivation of professional activity;
Creation of conditions for professional and career growth of the best employees.

Also, some managers want to achieve continuity in the team with the help of a personnel reserve, i.e. preservation of experience, leadership style, values, etc.

What is a personnel reserve?

The personnel reserve is the company's employees who have the potential for development and are planned for horizontal and vertical transfers to specific positions (this is the so-called operational personnel reserve).

However, if the tasks of creating a talent pool are somewhat more extensive than internal selection, then the definition of a talent pool also needs to be expanded.

The personnel reserve is closely related to the company's personnel assessment system and therefore must be fully consistent with it.

In one of the large companies where I was engaged in personnel assessment, performance of professional tasks and potential were taken as the main criteria for personnel assessment. Therefore, the definition of the personnel reserve was as follows:

personnel reserve - these are employees whose level of performance of professional tasks and whose potential exceeds the requirements for their positions.

This is the most general definition. In the category of these employees, I included those whom we plan to move (horizontally or vertically), i.e. there are specific ready-made positions in the company for them.

There is also a category of employees who are valuable to the company, but for whom there is no specific position at the moment. They also need to be singled out and additionally motivated. They may well become leaders of new projects or new directions.

In addition to those listed above, successors to managers may be included in the personnel reserve if the company is working in this direction.

The only thing left to do is to create a scheme for working with a personnel reserve.

In this case, it looks like this.

Diagram 1. Scheme of work with the personnel reserve.

As you can see in the diagram, we must have a plan for the introduction of new positions before enrolling employees in the personnel reserve. Those. In advance, each manager must submit to us information about the planned vacancies in his department and the requirements.

How do employees get into the talent pool?

Before the start of the assessment, a plan for the introduction of new positions / opening of new projects is formed.

Then the staff assessment itself is carried out, during which employees are singled out who, obviously, have already grown out of their position, or have a high potential to perform more complex functional duties, or have expressed a desire to work in related departments, etc.

Having singled out such a group of people, we turn to the plan for the introduction of new positions and select suitable people for the planned vacancies.

The head, in whose unit a new vacancy will be opened or a new project will be implemented, conducts interviews with an employee applying for inclusion in the personnel reserve, for compliance with his requirements for the position. Based on the results of the interview, the employee is either included in the reserve for a specific position, or transferred to the reserve without specifying a specific position.

No more than three employees can apply for one position / project management. One employee can apply for no more than two positions.

Employees who received high scores according to the results of the annual assessment and who did not fit any of the proposed positions for employees of the personnel reserve can apply for admission to the personnel reserve without specifying a specific position. These employees may apply for a specific position in the event of an unplanned introduction of new positions or the vacating of existing positions.

Also, according to the results of the assessment of employees, each manager must choose two successors from among his immediate subordinates. However, problems may arise here: a manager may not have two subordinates (it's funny, but this is not uncommon in large companies), or they may not be suitable as his successors. This decision is at the discretion of the manager.

Successor - a person who has the knowledge, skills and abilities to perform the functional duties of the head in the event of his absence (both temporary absence and dismissal / relocation to another position). Successors can and should be delegated certain functional responsibilities. The best employees of the unit according to the results of the annual assessment can apply for the position of successor.

So, in our personnel reserve, three groups of employees were formed: with an indication of a specific position, without an indication of a specific position, and successors to managers. There may already be confusion: can an employee belong to several categories, because we choose the best to fill vacancies, and the leader chooses these best to train successors. Therefore, it is necessary to prescribe all possible options. And, of course, the employee must decide for himself what is more important to him, more interesting, etc. But the allocation of a separate category of "successors of the leader" is quite rare. With the other two categories, there should be no difficulty.

There were long discussions about reservists without specifying a specific position. The main question was: if we do not have a position, why would we spend money and time on these employees. However, in the end, the managers came to the conclusion that these employees need to be additionally motivated and retained in the company, because. their potential is high and can be effectively used.

Because in the company as a separate line of work, the successors of managers were singled out, it turned out that most of those who fell into the reserve without specifying a specific position moved to the rank of successors. But still, we can't plan everyone for leadership positions, if only because not everyone can and wants to be leaders.

Reservists with an indication of a specific position can be divided into several subgroups:

A reserve for top positions (rather an exception, since the CEO personally selects this position more often and mainly for his own reasons);

middle management reserve;

Reserve of specialists (the main category to work with, because they have the largest number of training programs, they are easily replaceable, there are more opportunities for their careers. These are future heads of departments, managers, project managers, etc. .).

After enrolling in the personnel reserve, the employee, together with the manager, draws up his own plan for professional development.

The plan for employees enrolled in the personnel reserve with an indication of the position must be agreed with the head in whose unit the opening of the position / project is planned, and he also controls the implementation of the plan.

For employees who are enrolled in the personnel reserve without indicating the position, a plan is drawn up aimed at developing general managerial skills, or at developing professionally important qualities. With this category, work is carried out individually by the immediate supervisor (compensation packages, delegation of some tasks, training, etc.).

A professional development plan is also drawn up for successors to the manager. Based on the results of the implementation of the professional development plan, a decision is made to appoint an employee to a position or retain / expel an employee from the personnel reserve.

To determine the readiness of an employee for a new position, the manager may decide to conduct an additional assessment.

Such a scheme of interaction was built in the company after the personnel attestation was replaced by the annual personnel assessment procedure.

Based on the results of personnel certification, the company's personnel reserve was also formed. But the statistics were deplorable.

Learning from mistakes

A few years ago, an attempt was made in the company in question to maintain a single database of personnel reserve, but this did not lead to anything: the company could not offer them anything specific, and people gradually began to leave. And to develop them, to train them, to come up with special positions for them, just for them to develop, is not economically feasible.

As a result, a significant part (34.7%) of the employees enrolled in the reserve left, only 16.5% of those enrolled were transferred to the planned positions (data are shown in diagram 2).

Diagram 2.

It so happened that the employees were selected from the total number and enrolled in the personnel reserve after a rather stressful and time-consuming certification procedure, but the result was negative.

Development plans were written literally from the ceiling, because. managers did this, and they, as a rule, do not like to devote their time to such work. The money for the development of employees was not pledged and therefore the managers had a rather meager list of what they could offer reservists: self-education, training in a corporate training center (which trains everyone, and it is not at all necessary to be a reservist to get there), etc. .

When vacancies opened up, they got employees who were not in the personnel reserve (every manager wants to see the right people in his team him people). An employee could be in the personnel reserve for an arbitrarily long time.

Since we consider enrollment in the reserve as a method of motivation, we must understand that it has its limits. The employee has already been told that he is the "chosen one", his motivation has increased for some time, his expectations and self-esteem have increased, and he is quite justifiably dissatisfied if his status or material reward does not change in any way. And soon this employee, dissatisfied with his status, begins to look for another company.

As a result, such disappointing statistics were received, and work with the personnel reserve was stopped.

After changing the personnel assessment system, the HR director decided to resume work with the personnel reserve, because employees had to be motivated.

The first question that was raised by the evaluators was financial: how much the company is willing to allocate funds (and whether it is willing to pay for this “pleasure” at all).

The development options for reservists were significantly expanded: external training, internships, closer interaction with the leader, independent projects, etc. were included. depending on the position.

And most importantly, work with the personnel reserve was fully controlled by personnel assessment specialists. They had to collect information not only about vacancies and employees who fell into the reserve, but also control the quality and timeliness of writing development plans and their implementation. The movement of the personnel reserve was also monitored and it was controlled that a reservist got into the opening vacancy (if he applied for it, of course). Periodic evaluation of the competencies of the reservists was carried out so that the dynamics of development was visible, while the evaluation methods became more complicated.

That. work with the personnel reserve became transparent and clearly controlled, which undoubtedly led to a positive result.

However, it is worth recognizing that although inclusion in the personnel reserve is more of an intangible motivation, without finance this work will not bring any result. If the company is not ready to allocate funds for the selection and development of the best employees, then you should not engage in the formation of a personnel reserve. Otherwise, the consequences may be directly opposite to expectations.

Work with the personnel reserve affects the entire company. Every leader should take part in it and understand why all this is needed. It is impossible to control everything, and it is unlikely that total control is the best way to motivate. Therefore, we have to conduct constant educational work with leaders and overcome resistance, because. It is the position of the leader that has the greatest influence on the development of his employees.

-1

Office of the Federal Bailiff Service for the Perm Territory ANNOUNCES A COMPETITION

for inclusion in the personnel reserve to fill vacant positions in the civil service.

Qualification requirements:

To the level of professional education: higher legal education;

To the length of service: to the length of service: 2 years of civil service or 4 years of experience in the specialty in a similar position;

Professional knowledge: Constitution

Professional skills: leadership work; prompt adoption and implementation of managerial and other decisions; predicting the consequences of decisions made; ensuring the fulfillment of the tasks set by the leadership of the FSSP of Russia; planning their work and the activities of the structural unit, effective distribution of official time; control over the implementation of activities by a structural unit, over the execution of instructions; determination of persons responsible for the preparation of draft documents; implementation of the examination of draft acts; motivation of the team to achieve results and analysis of the effectiveness of its activities; exactingness to subordinate employees; possession of constructive criticism; establishment of business interpersonal relations in the team; timely identification of circumstances that may lead to a conflict of interest, and taking measures to prevent it; work with normative legal acts and their practical application; taking into account the opinions of colleagues and subordinate employees in the work; selection and placement of personnel (within their competence); delegation of authority; work with official documents, including those containing information constituting a state secret, if the performance of official duties is associated with the use of such information; conducting business negotiations; public speaking; interaction with state, municipal and other bodies and organizations; organizing the preparation of draft normative legal acts and other documents; maintaining official correspondence, preparing business correspondence; editing draft documents; systematic improvement of the level of their professional training; use of modern office equipment and software; work with internal and peripheral devices of a computer, with information and telecommunication networks, including the Internet, in the operating system; email management; work in a text editor, with spreadsheets; preparation of presentations, use of graphic objects in electronic documents; work with databases.

Qualification requirements:

To the level of vocational education:

for a bailiff - executor (higher legal, economic education),

for a bailiff for OUPDS (higher vocational education, secondary vocational education),

for the chief (leading) specialist-expert (interrogating officer) (higher legal education),

for the main (leading) specialist-expert in maintaining a deposit account (higher economic education).

To the level of professional knowledge: the Constitution of the Russian Federation; federal constitutional laws, federal laws, decrees of the President of the Russian Federation, resolutions of the Government of the Russian Federation, other regulatory legal acts and official documents regulating the relevant area of official activity; fundamentals of the legislation of the Russian Federation on combating corruption; fundamentals of management and organization of labor; business rules; the procedure for passing the civil service; business communication standards; official regulations of the Federal Bailiff Service; the procedure for working with official information, including information containing information constituting a state secret, if the performance of official duties is associated with the use of such information; rules of labor protection and fire safety; forms and methods of work with the use of automated controls; hardware and software; opportunities and features of the use of modern ICT in government bodies, including the use of interdepartmental document management capabilities; general issues in the field of information security.

Professional skills: work in the field corresponding to the direction of activity of the structural unit; prompt adoption within the competence of independent decisions on official issues; analysis and forecasting of the results of the activities of the structural unit in the framework of the performance of official duties; ensuring the fulfillment of the tasks set by the leadership of the FSSP of Russia and the immediate supervisor, performance discipline; effective planning of their work and distribution of official time; work with normative legal acts and their practical application; work with official documents, including those containing information constituting a state secret, if the performance of official duties is associated with the use of such information; preparation of draft acts of the FSSP of Russia; maintaining official correspondence, preparing business correspondence and other documents; implementation of the examination of draft acts; possession of methods of interpersonal relations, taking into account the opinions of colleagues in the work; interaction with state, municipal and other bodies and organizations (within the competence); systematic improvement of the level of their professional training; use of modern office equipment and software; work with internal and peripheral devices of a computer, with information and telecommunication networks, including the Internet, in the operating system; email management; work in a text editor, with spreadsheets; preparation of presentations, use of graphic objects in electronic documents; work with databases.

Forms of documents are posted on the management website: http://r59.fssprus.ru

All copies of documents must be certified or confirmed by the originals.

Documents accepted from 06/17/2013 to 07/07/2013.

Reception of documents from 10.00 to 13.00.

at the address: 614066, Perm, st. Soviet Army, 28 tel. 220 11 23.

Conditions and procedure for admission to the federal state civil service

All citizens of the Russian Federation who have reached the age of 18 have the right to participate in the competition, and for the position of a bailiff - the age of 21 (Article 3 of the Federal Law of July 21, 1997 No. 118-ФЗ “On Bailiffs”) who speak the state language of the Russian Federation and, in accordance with the established legislation of the Russian Federation on the civil service, qualification requirements for a vacant position in the civil service (Article 12 of the Federal Law of July 27, 2004 No. 79-FZ "On the State Civil Service of the Russian Federation", Decree of the President of the Russian Federation of 09/27/2005 No. 1131 “On qualification requirements for the length of service in the state civil service (public service of other types) or length of service in the specialty for federal civil servants”).
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.
An applicant for filling a position in the civil service may be denied admission to participate in the competition if he does not meet the qualification requirements for a vacant position in the civil service, or if he cannot be accepted into the civil service due to the restrictions established by Art. 16 of the Federal Law of July 27, 2004 N 79-FZ "On the State Civil Service of the Russian Federation". An applicant for a civil service position who is not allowed to participate in the competition has the right to appeal this decision to the court.

A civil servant who has expressed a desire to participate in the competition sends an application addressed to the representative of the employer. The Department of Civil Service and Personnel of the Office provides him with the receipt of the documents necessary for participation in the competition.
With the consent of a citizen (civil servant), a procedure is carried out for obtaining his access to information constituting state and other secrets protected by law, if the performance of official duties in the position of the civil service, for which the citizen (civil servant) is applying, is associated with the use of such information.
A citizen (civil servant) is not allowed to participate in the competition due to his non-compliance with the qualification requirements for a vacant position in the civil service, as well as in connection with the restrictions established by the legislation of the Russian Federation on the civil service for entering the civil service and its passage.
The above documents are submitted to the state body within 21 days from the date of the announcement of their acceptance.
Untimely submission of documents, their submission not in full or in violation of the rules for registration without a good reason are grounds for refusing to accept a citizen.
In case of untimely submission of documents, their submission not in full or in violation of the rules for registration for a good reason, the representative of the employer has the right to postpone the deadlines for their acceptance.

In case of compliance with the qualification requirements, the candidate is included in the personnel reserve for the declared category and group of positions. The decision to fill a vacant position in the civil service with a civil servant (citizen) who is in the personnel reserve is made by the representative of the employer.

Candidates who participated in the competition are informed about the results of the competition in writing within 7 days from the date of its completion. The notification is drawn up in a free form and signed by the chairman of the commission. Information about the results of the competition is posted on the website.
Documents of the participants of the competition may 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 Department of Civil Service and Personnel of the Office, after which they are subject to destruction.
The decision of the competition commission may be appealed in accordance with the legislation of the Russian Federation.

The list of documents submitted upon admission to the civil service, appointment to a federal state civil position, for inclusion on a competitive basis in the personnel reserve of the Office of the Federal Bailiffs Service in the Republic of Buryatia

A self-filled and signed application form (the form was established by the order of the Government of the Russian Federation dated 01.01.01);

Employment book, except for cases when official (labor) activity is carried out for the first time (all completed pages are copied );

Identity document

(all pages are copied, including empty ones on sheets on both sides, 2 document spreads per page);

Insurance certificate of pension insurance;

Certificate of registration of an individual with a tax authority at the place of residence on the territory of the Russian Federation;

Certificate from the tax authority on the information contained in the Unified State Register on registration (lack of registration), registration as an individual entrepreneur;

Certificate from the tax authority on the presence (absence) of information contained in the Unified State Register of Legal Entities;

Certificate in the form 2-NDFL (for the year preceding the year of submission of documents);

Characteristics from the military unit, at the place of military service (for candidates for the joint venture according to the OUPDS).

An application (written by hand) with a request to be allowed to participate in the competition for filling a vacant position in the civil service of the Russian Federation with an exact indication of the name of the position. If a citizen wishes to participate in the competition for filling several vacant positions, then each position must correspond to a separate application;

Photo 3.5 x 4.5, matte color on a blue background, no corner (3 pcs., business style)

Acts of civil status (certificates of conclusion / dissolution / marriage, birth of children)

Other documents in accordance with the requirements of the current legislation of the Russian Federation.

The above documents are provided with copies certified by authorized bodies, organizations, with the exception of: questionnaires, certificates from the state tax authorities on the provision of information on property status; characteristics from the last place of work and (or) from the educational institution at the place of education; medical document on the state of health; certificates from the tax authority on registration (lack of registration), registration as an individual entrepreneur; a handwritten application for participation in the competition for filling a vacant position; characteristics from the military unit, at the place of military service.

Phone of the department of public service and personnel:

APPROVED
government order
Russian Federation
-R

QUESTIONNAIRE
(filled in by hand)

	Place for photos


	Surname

2. If you changed your last name, first name or patronymic,
then indicate them, as well as when, where and for what reason they changed

3. Date, month, year and place of birth (village, village, city, district, region, region, republic, country)

4. Citizenship (if you changed, then indicate when and for what reason, if you have the citizenship of another state, indicate)

5. Education (when and what educational institutions graduated from, numbers of diplomas)

Direction of training or specialty according to the diploma
Diploma qualification

When filling out this paragraph, it is necessary to name the organizations as they were called at one time, record the military service indicating the position and number of the military unit.

Month and year	Position indicating organizations	The address organizations (including abroad)
receipts

12. State awards, other awards and distinctions

13. Your close relatives (father, mother, brothers, sisters and children), as well as your husband (wife), including former ones.

If relatives changed their last name, first name, patronymic, their former last name, first name, patronymic must also be indicated.

Relation degree	Last name, first name, patronymic	Year, date, month and place of birth	Place of work (name and address of the organization), position	Home address (address of registration, actual residence)

14. Your close relatives (father, mother, brothers, sisters and children), as well as your husband (wife), including former ones, permanently residing abroad and (or) drawing up documents for leaving for permanent residence in another state

(Full Name,

How long have they lived abroad?

15. Stay abroad (when, where, for what purpose)

16. Attitude to military duty and military rank

17. Home address (address of registration, actual residence), telephone number (or other type of communication)

18. Passport or document replacing it

19. Having a foreign passport

(series, number, by whom and when issued)

20. Number of insurance certificate of compulsory pension insurance (if any)

21. TIN (if any)

22. Additional information (participation in elected representative bodies, other information that you wish to provide about yourself)

23. I am aware that deliberately false information provided about myself in the questionnaire, and my non-compliance with the qualification requirements may result in refusal to participate in the competition and admission to the position.

I agree (I agree) to conduct verification activities against me.

d. Signature


							(signature, last name of the personnel officer)

Appendix to paragraph 11 of the questionnaire

Month and year	Position indicating organizations	organizations (including abroad)
Income

Annex to paragraph 13 of the questionnaire