Who stood in reserve for the civil service. New in the formation and maintenance of the personnel reserve in the civil service. II. The procedure for the formation of the personnel reserve

Many companies have experience in creating personnel reserve... But he is far from always successful. If the company cannot offer the reservist attractive terms, it may happen that he leaves the company. Therefore, before creating a personnel reserve, it is necessary to think over all measures to motivate employees: material motivation, career ladder, development program, etc. On the one hand, enrollment in the personnel reserve in itself is already good motivationsince 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, unfulfilled ambitions will force him to find another company where he can realize himself. The talent pool is a whole system, in the creation of which the entire company must participate, otherwise there may be a threat of “drain of valuable personnel”.

Everyone needs the "gold reserve"

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

There is no doubt that every company needs to highlight and further reward the most valuable and effective employees. There are employees who support whole 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.

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

The main goals of creating a talent pool are usually:

• Meeting the needs of the business for qualified personnel;
• Reduced staff turnover (more precisely, the turnover of the most valuable employees);
• Increased motivation 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 the personnel reserve, i.e. retention of experience, leadership style, values, etc.

What is a talent pool?

The talent pool 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 talent pool).

However, if the tasks of creating a talent pool are somewhat broader than internal selection, then the definition of a talent pool should also be expanded.

The talent pool 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 involved in personnel assessment, performance of professional tasks and potential were taken as the main criteria for assessing personnel. Therefore, the definition of the personnel reserve was as follows:

talent pool - these are employees, the level of performance of professional tasks and the potential of which exceeds the requirements for their positions.

Exactly this general definition... In the category of these employees, I included those whom we plan to move (horizontal or vertical), 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 highlighted and additionally motivated. They may well become leaders of new projects or new directions.

In addition to the above, the succession of managers may be included in the talent pool, if the company is working in this direction.

The only thing left to do is to create a scheme for working with the 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 introducing new positions before enrolling employees in the talent pool. Those. beforehand, each manager must provide us with 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 is drawn up for the introduction of new positions / opening new projects.

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

Having identified 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 manager in whose department a new vacancy will be opened or will be implemented new project, conducts interviews with an employee applying for inclusion in the personnel reserve, for his compliance with the requirements of 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 have received high scores according to the results of the annual assessment and who were not suitable for any of the proposed positions for employees of the talent pool can apply for admission to the talent pool without specifying a specific position. These employees can apply for a specific position in the event of an unplanned introduction of new positions, or the vacancy of existing positions.

Also, based on the results of the assessment of employees, each manager should select two successors for himself from among his direct reports. However, problems may arise here: the manager may not have two subordinates (funny, but this is large companies not uncommon), or they may not be suitable as his successors. This decision is at the discretion of the manager.

A successor is a person who has the knowledge, skills and abilities to fulfill the functional duties of a manager in the event of his absence (both temporary absence and dismissal / transfer to another position). Certain functional responsibilities can and should be delegated to successors. The best employees of the division based on the results of the annual assessment can apply for the position of the successor.

So, in our talent pool, three groups of employees were formed: with an indication of a specific position, without specifying a specific position, and the successors of managers. Confusion may already arise: can an employee belong to several categories, because we choose the best ones to fill vacancies, and also the best ones are chosen by the manager 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 “successors to the leader” is quite rare. With the other two categories, difficulties should not arise.

As for the reservists, without specifying a specific position, discussions were held for a long time. 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 highlighted, it turned out that most of those who got into the reserve without specifying a specific position moved to the rank of successors. Still, we cannot plan all of us for leadership positions, if only because not everyone can and wants to be leaders.

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

The reserve for the top positions (rather an exception, since this position is more often selected personally general director and mostly for their own reasons);

Middle management reserve;

The reserve of specialists (the main category with which it is necessary to work, since there is the largest number of training programs for them, they are well replaceable, there are more opportunities for their career. These are future heads of departments, managers, project managers, etc. .).

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

The plan for employees enrolled in the talent pool with an indication of the position must be agreed with the manager in whose department it is planned to open the position / project, and he also controls the implementation of the plan.

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

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

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

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

Based on the results of personnel certification, the company's personnel reserve was also formed. But the statistics turned out to be deplorable.

Learning from mistakes

Several years ago, an attempt was made in the company in question to maintain a single base of the personnel reserve, but this did not lead to anything: the company could not offer them anything concrete and people gradually began to quit. And it is not economically feasible to develop them, train them, invent special positions for them, just so that they develop.

As a result, a significant part (34.7%) of the employees enrolled in the reserve resigned, only 16.5% of those enrolled were transferred to the planned positions (the data is reflected in Diagram 2).

Chart 2.

It turned out that employees were selected from the general number and enrolled in the talent pool after a rather stressful and time-consuming certification procedure, but the result was negative.

Development plans were written literally from the ceiling, tk. managers did this, and they, as a rule, do not like to devote their time to such work. 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 you don't have to be a reservist to get there), etc.

When vacancies were opened, they were filled with employees who were not in the personnel reserve (every manager wants to see in his team the necessary him people). An employee could be in the personnel reserve for as long as desired.

Since we consider enrollment in the reserve as a method of motivation, then you need to understand that it has its limits. The employee has already been told that he is “the chosen one,” his motivation has increased for a while, expectations and self-esteem have increased, and he is justifiably dissatisfied if his status or material reward does not change in any way. And soon this employee, dissatisfied with his status, starts looking for another company.

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

After changing the personnel assessment system, the HR director decided to resume work with the talent pool, since it was necessary to motivate employees.

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

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

And most importantly, the work with the talent pool was completely controlled by the 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 monitored so that a reservist would get to the vacancy (if he applied for it, of course). Periodic assessment of the competencies of reservists was carried out so that the dynamics of development could be seen, while the assessment methods became more complicated.

So work with the talent pool became transparent and well 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 finances 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 it is not worthwhile to engage in the formation of a talent pool. Otherwise, the consequences may be exactly the opposite of expectations.

Working with a talent pool 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 motivation. Therefore, you have to conduct constant educational work with leaders and overcome resistance, because it is the position of the leader that has the greatest impact on the development of his employees.

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March 1, 2017 by the President Russian Federation Decree No. 96 was issued, which approved the Regulation on the personnel reserve of the federal state body (hereinafter - the Regulation). The need to issue such a decree followed from Article 64 Federal law "On the State Civil Service of the Russian Federation" in its original version of 2004, but in the end the Regulation was approved only 12 years after the entry into force of the law.

The Regulation regulates the formation of the personnel reserve, work with the personnel reserve and the exclusion of citizens and civil servants from the personnel reserve. At the same time, it concerns only the personnel reserve of the federal state body (the law on 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 regulation indicates the goals and principles of the formation of the 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 state body and the state information system in the field of public service in the information and telecommunications network "Internet" in the manner determined by the Government of the Russian Federation.

As for the procedure for the formation of a personnel reserve, in this aspect, the Regulation, in general, repeats the norms of Art. 64 of the Federal Law "On the State Civil Service of the Russian Federation". Among the few important short stories in this section are:

Clarification that civil servants (citizens) who did not become winners of the competition for filling 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 federal civil service of the same group to which the vacant position of the federal civil service belonged to which the competition was held;

The ban on inclusion in the personnel reserve can not be included in civil servants who have disciplinary action, provided for in clauses 2 or 3 h. 1 of Art. 57 or clauses 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 Regulation for the first time regulates in detail the procedure for holding a competition for the personnel reserve. The competition should be held in accordance with a unified methodology for holding competitions for filling vacant positions in the state civil service of the Russian Federation and for inclusion in the personnel reserve of state bodies, approved by the Government of the Russian Federation (at present, this has not yet been approved).

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

The Regulation provides for the obligatory posting on the official websites of the federal state body and the state information system in the field of civil service on the Internet, an announcement of 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 representative of the employer. The competition is held no later than 30 calendar days after the date of completion of the acceptance of documents for participation in the competition. The federal state body, no later than 15 calendar days before the date of the competition, shall post on its official website and the official website of the state information system in the field of civil service on the Internet on the date, place and time of its holding, as well as a list of candidates and send 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 those that do not contradict federal laws and other regulatory legal acts Of the Russian Federation methods for assessing the professional and personal qualities of candidates, including individual interviews, questionnaires, group discussions, writing an essay or testing on issues related to the performance of official duties in federal civil service positions, for inclusion in the personnel reserve for which candidates apply.

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

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

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

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

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

Finally, the Regulations for the first time provide an exhaustive list of grounds for excluding civil servants and citizens from the personnel reserve (personal statement; appointment to the position of the federal civil service in the order of official growth; committing some disciplinary offenses; death; reaching the age limit for staying in the civil service of the Russian Federation and etc.).

Legal advice:

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

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

Did the answer help you? Well no

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

I wish you good luck and all the best!

Did the answer help you? Well no

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

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

Best regards, lawyer A.V. Ligostaeva

Did the answer help you? Well no

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

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

Did the answer help you? Well no

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

Did the answer help you? Well no

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

4.1. What kind of talent pool?

Did the answer help you? Well no

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

5.1. Your question is not clear.

Did the answer help you? Well no

6.1. Unfortunately no.

Did the answer help you? Well no

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

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

Did the answer help you? Well no

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

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

Did the answer help you? Well no

9. If there are three people in the personnel reserve to fill a vacant position for municipal service, who of them is taken first.

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

Did the answer help you? Well no

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

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

For the highest group of positions for 4 years;

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

For older and junior group positions for 2 years.

After expiration the specified dates, taking into account the assessment of the level of training of a civil servant (citizen), the head of a state body makes a decision to extend the term of a civil servant (citizen) in the personnel reserve or to exclude from the reserve.

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

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

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

Did the answer help you? Well no

11. I work in grocery store (Express crossroads) issued from 01/23/18 before that almost a month studied and trained in this company. A personnel reserve was formed
02/15/18 the last working day of the store, the entire network is liquidated.
So, I live in Ramenskoye. The company offered a job in Moscow, I refused. It takes a long way (40 km).
Will there be any payments to me?
Severance pay and compensation for early dissolution contract?
Your help is very necessary! Thank you for attention!

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

Did the answer help you? Well no

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

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

Did the answer help you? Well no

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

Did the answer help you? Well no

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

Did the answer help you? Well no

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

Did the answer help you? Well no

Consultation on your question

calls from landlines and mobiles are free throughout Russia

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

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

Did the answer help you? Well no

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

Did the answer help you? Well no

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

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

Did the answer help you? Well no

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

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

Did the answer help you? Well no

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

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

Did the answer help you? Well no

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

Did the answer help you? Well no

19.On 15.05.2017, I submitted documents to the bailiff service for placement in the personnel reserve for the state. service. The personnel department informed me that the security department will be checking documents. At the moment, already on August 10, 2017, I was not informed about the results and they say that the documents are still being checked and this is due to the fact that I came from a different region and for so long. So the question is, how long is a reasonable time frame for this check?

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

Did the answer help you? Well no

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

20.1. --- Hello, how do we know this? Only the leader decides these issues and education is not the main indicator, there must be organizational skills and business qualities, and they are far from all have. Good luck and all the best. : sm_ax:

Did the answer help you? Well no

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

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

Good luck and all the best.

Did the answer help you? Well no

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

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

Did the answer help you? Well no

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

Did the answer help you? Well no

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

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

Did the answer help you? Well no

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

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

Did the answer help you? Well no

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

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

Did the answer help you? Well no

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

Did the answer help you? Well no

IN modern world the way the labor market develops in Russia entails negative changes in companies. It should be noted that job applicants often show rather low results of their work and professionalism.

Why do you need to create a personnel reserve?

Therefore, now there is such a situation when organizations, in order to get to their department good specialist trying to lure him out of another competitive organization. In particular, this method is used to attract industry-leading professionals. However, it should be noted that without an established system of work with personnel within the company itself, it may have problems with the recruitment of ordinary ordinary specialists, as well as with their retention. As it became clear it will be said about the main resource of the company - the personnel reserve.

As a rule, at all enterprises, certain groups of specialists are allocated who have an understanding of his business, and also have great potential for further development. It is these employees who can later be assigned to management positions in the company. In addition, if the need arises, these frames will be able to perform additional functions in their own way and in an adjacent direction, while performing work with a high level of quality.

Also, the creation of a personnel reserve is necessary in order to minimize the costs of search, as well as the subsequent training of young specialists.

Since their role will already be performed by trained specialists of the company, who, due to their increase, will significantly increase their loyalty to the enterprise. To summarize, the process of forming a talent pool in the company is necessary in order to prepare the selected talented specialists through the measures taken for their further appointment to managerial functions.

Getting started, criteria

As a rule, in order to create in an organization good system selection and preparation, you must adhere to several well-established provisions:

• There is a need within the organization to fill a position;
• The selected applicant must fully meet the requirements of the position;
• The selected applicant must have motivation for further professional growth and development within the company.

After the team has been given to form the talent pool of the company, the first thing to do is determine the most leading positions in it. These can be heads of various departments, directors of individual departments, as well as top managers. In addition, such positions can be narrow-profile, but without which it will not be possible further development organizations. Once all positions have been identified, they are assigned to the reserve. The number of such positions may vary depending on the size and activities of the company itself.

It should be noted what qualities a specialist must have in order to be able to refer him to the personnel reserve:

• His ability, if a need arises, to transfer to a branch of the organization in another settlement;
• Greater resistance to stress and practical immunity to the arising heavy loads;
• General comparison and similarity of the applicant in question with the image of the future leader;
• The applicant must perform well in his current position;
• After an interview in the HR department, it is necessary to determine whether such an applicant is capable of taking a leadership position or, on the contrary, he will be too soft.

As a rule, there is a certain sequence of actions that provides the greatest result when creating a personnel reserve. Let's analyze them in more detail:

1. Make a list of the organization's needs for leadership positions for the next five years;
2. Create a database and refine it in order to be able to view all the current reservists of the company;
3. Predict the percentage of dismissed specialists after an event to test their knowledge (certification);
4. Identification of specialists performing managerial duties who will be able to work in other areas.

We note the importance of specialists who are on the reserve over time to occupy the positions for which they were trained and grow in professionally... Otherwise, this employee may burn out and, as a result, he will lose faith in the company.

When carrying out measures to create a personnel reserve in a fairly young company, a number of mistakes can be made, which later will negatively affect its activities and the quality of specialists who have taken managerial positions. Let's indicate the most common:

• Conducting a formal selection for the enrollment of employees in the company's reserve, which does not include a general assessment and the baggage of their knowledge The result of such negligence can be the appointment of inept employees who cannot at all occupy managerial positions by their personal qualities;
• The complete absence of a motivation system for future candidates or its incorrect implementation;
• Not implemented feedback with an employee who has not passed the selection to the personnel reserve. The result can be a decline in enterprise loyalty;
• After the selected employees have passed special preparatory courses, but later, if they do not get the desired position and have wasted their time, then their trust in such a company will significantly decrease.

It should be noted that if the company, due to the scope of its activity, has a rather high employee turnover rate, then the formation of a talent pool in such circumstances does not make sense.

Stages of the formation of the personnel reserve

At the moment, there are four step-by-step steps to build a well-functioning system. They can vary depending on the established financial situation in the enterprise, as well as the specific tasks being implemented:

• The first stage, as a rule, takes place in the preparation by the staff of the department of a thorough analysis of the emerging need for replacement over a period of five years;
• The second stage involves the development of a selection system. It also hosts a competition in which future reservists will be selected;
• The third stage contains provisions according to which the selected employees will undergo various trainings, thanks to which personal and professional quality required for a managerial position. In addition, they need to arrange meetings with teachers and travel to various conferences;
• The fourth stage includes the passage of the trained employees of the practice. And it is here that they will be entrusted leadership position for some time, according to the results of which appropriate conclusions will be drawn about the suitability of this specialist.

The main tasks solved during the procedure

Note that the most important task in the formation of the personnel department is, first of all, increasing the profit received by the company.

This is due to the fact that as a result of employee training and their acquired high professionalism, the organization's business tasks will be performed in a shorter period of time, while at a different level of quality. Especially if the company has a trained talent pool, then it will take much less time to achieve its goals.

In addition, the chances that the accumulated information will be lost by the managing specialist is significantly reduced. This is due to the fact that an employee in reserve will undergo an internship under the supervision of an experienced employee, and only after he learns all the intricacies he will be able to accept all the responsibilities of a manager.

It is important to know that the presence of a talent pool in the enterprise, as well as the possibility of getting on its list by ordinary employees, significantly increases their motivation for the quality performance of their job responsibilities... With good debugging of this system, the organization can carefully manage the movement of employees by job assignment.

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Date of change: 04.07.2019 10:47

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

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

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

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

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

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

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

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

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

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

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

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

Personnel reserve in the civil service and the reserve of managerial personnel

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 civil service talent pool? How can I become a talent pool in the civil service as a non-civil servant?
A personnel reserve in the civil service is created to quickly fill vacant positions in the civil service. Competition for filling a vacant position in the civil service is not held if there is an applicant included in the personnel reserve in the civil service and meeting the qualification requirements for this 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 - according to the results of a competition for inclusion in the personnel reserve of a state body;
2. citizens - based on the results of a competition for filling a vacant position in the civil service with the consent of these citizens;
3. civil servants to fill a vacant position in the civil service in the order of official growth - according to the results of a competition for inclusion in the personnel reserve of a state body;
4. civil servants to fill a vacant civil service position in the order of official growth - based on the results of a competition for filling a vacant civil service position with the consent of the indicated civil servants;
5. civil servants to fill a vacant position in the civil service in the order of official growth - according to the results of certification with the consent of the indicated civil servants;
6. civil servants dismissed from the civil service in connection with the reduction of civil service posts or the abolition of a state body - by decision of a representative of the employer of a state body in which civil service posts are being reduced, or a state body to which the functions of the abolished state body have been transferred, with the consent of these civil servants.

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

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

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

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

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

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