Federal civil service personnel reserve. The Kremlin has launched an all-Russian competition for the selection of managers to the personnel reserve. We form the personnel reserve of the civil service

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 stemmed from Article 64 of the 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 region. public service in the information and telecommunication 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 the federal civil service of the same group to which the vacant position of the federal civil service belonged to which the competition was held;

The ban on inclusion in the personnel reserve cannot be included for civil servants who have disciplinary penalties provided for in paragraphs 2 or 3 of part 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 professional and personal qualities each civil servant (citizen) who has expressed a desire to participate in the competition and is admitted to participate in it (hereinafter - the candidate), based on the qualification requirements for filling the relevant positions in 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 day 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, places 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 sends relevant messages to candidates.

When holding a competition, the competition commission evaluates candidates on the basis of the documents submitted by them, as well as on the basis of competitive procedures using not contradicting 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 the positions of the federal civil service, for inclusion in the personnel reserve for replacement 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 about the results of the competition are sent to writing candidates within 7 days from the date of its completion. Information on the results of the competition is also posted on the official websites of the federal state body and the state information system in the field of public service on the Internet within the specified time period.

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

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 an individual plan approved by it. professional development 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 for civil service and personnel issues a certificate in the form approved by the Government of the Russian Federation. This certificate reflects all information about measures for the professional development of a civil servant.

Finally, the Regulation for the first time contains 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; commission of some disciplinary offenses; death; reaching the age limit for staying in the civil service of the Russian Federation and etc.).

The question of the formation and rational use of the personnel reserve in the civil service is now especially acute. Serious changes taking place in the political, economic, social spheres our society, demand changes in personnel policy and personnel activities in the system of public service of the Russian Federation. Creating a new model government controlled requires renewal of management personnel. This can be done if there is a professional talent pool.

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

In the current conditions, such a direction of staffing the civil service as work with a personnel reserve for promotion to managerial positions in government bodies is acquiring great importance.

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

Personnel reserve in the civil service- a specially formed group of civil servants on the basis of individual selection and comprehensive assessment, special training possessing the necessary professional, business, personal and moral and ethical qualities to be promoted to more high positions in a government agency.

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

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

A necessary condition for the formation of a good-quality personnel reserve is the presence of an understandable and scientifically grounded personnel policy in a state body. It is especially important that the management understands and implements the principles of working with the personnel reserve in the civil service. These include:

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

In legal terms, the category of the talent pool in Russia began to be developed and regulated, starting with the Concept of reforming the civil service system of the Russian Federation, approved by the President of the Russian Federation on August 15, 2001. legal basis personnel reserve, found further development in subsequent regulatory legal acts. In ch. 4 of this Concept says that "in order to fill positions in the civil service in the order of official (service) growth government bodies a personnel reserve is formed to fill the positions of managers at competitive basis". In this document were noted two conditions for inclusion in the personnel reserve:

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

Civil servants included in the personnel reserve for the relevant position of the civil service, if necessary, carry out advanced training or retraining, and they are provided with preemptive right to fill the specified position.

Federal Law No. 58-FZ devoted considerable attention to the personnel reserve. In Art. 17 formulated talent pool levels:

• - federal personnel reserve;
• - the federal reserve in the federal state body;
• - personnel reserve of the constituent entity of the Russian Federation;
• - personnel reserve in the state body of the constituent entity of the Russian Federation.

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

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

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

• - a vacant position in the civil service in its state body in the order of official growth;
• - a vacant civil service position in another state body in the order of official growth;
• - civil service positions, the appointment and release from which are carried out by the President of the Russian Federation or the Government of the Russian Federation;
• - civil servants are enrolled in the personnel reserve in connection with their conscription for military or alternative service.

There is a clear procedure for including civil servants in the personnel reserve. Federal Law No. 79-FZ provides that the inclusion of civil servants (citizens) in the personnel reserve of a state body is carried out with an indication of the group of civil service positions to which they can be appointed.

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

• - to be included in the personnel reserve of a state body;
• - to fill a vacant position in the civil service with the consent of these citizens.

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

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

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

• - in connection with the reduction of civil service positions in accordance with and. 8.2 h. 1 art. 37 of the Federal Law No. 79-FZ or the abolition of the state body in accordance with clause 8.3 of Part 1 of Art. 37 of the Federal Law No. 79-FZ is made by the decision of the representative of the employer of the state body in which the positions of the civil service are being reduced, or of the state body to which the functions of the abolished state body are transferred, with the consent of the indicated civil servants;
• - on the grounds provided for in Part 1 of Art. 39 of Federal Law No. 79-FZ, is made with the consent of the indicated civil servants.

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

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

Effective and rational use institute of personnel reserve provides:

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

The organizational foundations of work with the talent pool presuppose the solution of a number of problems such as determining the structure and organizational principles of the talent pool, conditions, stages, forms and methods of its formation.

The structure of the personnel reserve due to the peculiarities and specifics of a particular state body. In each state body, the personnel reserve is formed by groups of positions - for senior, leading, main and higher positions.

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

In determining number of personnel reserve one should proceed from the following provisions:

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

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

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

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

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

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

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

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

Summing up the chapter, we can say that the professional development of civil servants is important element passing civil service and a decisive factor in raising the level of qualifications and professional excellence employees of the state apparatus.

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

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

The Federal Law "On State Civil Service" practically replaces the Labor Code of the Russian Federation for state civil servants. Action labor legislation and other acts that contain labor law norms for civil servants apply with the features that are provided for by federal laws and other regulatory legal acts of the Russian Federation on the state civil service and its subjects.

These features, which are established by the Federal Law on Civil Service, in fact replace the norms contained in the Labor Code. In general, this has a justification, since the concept labor Relations and the relationship that is associated with public service is shared by the state. The norms of the Labor Code, which are replaceable, are mostly similar or have minor changes in the Federal Law on Civil Service.

But at the same time, some provisions of the Labor Code are not reflected in the Federal Law due to their specifics, these include: labor protection, social partnership in the labor sphere, protection labor rights, especially the regulation of labor rights of certain categories of workers.

In any specific situations when regulating relations in the civil service, it is possible to use the norms of the Labor Code, including provisions on labor protection, on the protection of labor rights, on wages and others. In turn, the Federal Law on Civil Service establishes the regulation of certain relations that are not in Labor Code... For example, relations on civil service positions and their classification, on the financing of the civil service, on the formation of the cadre of the civil service have been additionally regulated.

Any head of state bodies is faced with the question of the formation of the staff. So, when selecting personnel, the level of education, business qualities in professional activity, service merit and others are taken into account. These individual characteristics of employees are most often possible to determine from the documents presented by applicants to the employer when applying for a job.

In the overwhelming majority, civil servants work in close contact with their management, subordinates, colleagues, and also with citizens. Despite the highly qualified and experienced staff of the team, situations arise in which problems arise in interpersonal communication that lead to personal or business conflicts, which in turn affects work efficiency. Consequently, when forming the staff, one should take into account the subjective characteristics of the selected employees.

Modern personnel technologies include the method of selection, assessment, solution of specific situations, certification and qualification exam. These technologies assess the professional qualifications of employees, but there are also technologies aimed at assessing the psychological and other compatibility of employees. These include testing, didactic, psychological methods and practice of working with personnel. The use of these technologies helps the employer to assess one or another characteristic of the employee and make a decision on hiring him.

In the private sector, the employer has the right to make decisions that are based on personal experience, the experience of the personnel department, or with the help of intuition, without explaining the reasons to the employee.

When entering the civil service, such freedom is categorically unacceptable. Part 4, Article 32 of the Constitution of the Russian Federation states that citizens of the Russian Federation have equal access to public service. In addition, every leader who performs job duties, counts on the adequacy of both professionally and personally, and has the right to do so.

Article 22 of the Federal Law on Civil Service establishes that civil service positions are filled based on the results of a competition, with the exception of certain cases. At the same time, the existing procedure for holding a competition for filling a position contributes to attracting a wide range of people wishing to take part in the selection. The competition requires time, organizational and material costs. Passes enough certain time from the moment a vacancy is formed until the moment it is filled, which is to some extent a limitation for the exercise of the powers of a state body.

The urgency that arises when deciding on the hiring of a specialist, the lack of certain skills among the members of the competition committee of the relevant state body, the standard requirements for applicants, make it difficult to use personnel methods during the competition. Consequently, the level of objective assessment of individual characteristics of the future employee is reduced. In this case, the competition commission and the employer's representative either can take risks by choosing an employee at random, and then, in the process of work, assess his business, personal qualities, or use such a mechanism as a personnel reserve, which is already laid down in the law on civil service.

The personnel reserve is formed taking into account the Consolidated Register of civil servants and applications received from civil servants, as well as citizens on a competitive basis, the composition of citizens who have passed a competitive professional selection, have established themselves as trained persons and therefore have the right to fill civil service positions without competition, as well as the right referrals for professional retraining, advanced training or internship.

The main principles of forming a personnel reserve and working with it are:

Objectivity in the assessment of professional, business and personal qualities, the results of the service (labor) activities of candidates;

Professionalism and competence of persons included in the personnel reserve, creating conditions for their professional growth;

Publicity in the work with the personnel reserve.

Subparagraph 4 of paragraph 2 of Article 60 of the Federal Law on Civil Service defines the formation of a personnel reserve on a competitive basis as priority formation of the civil service personnel.

In addition, the law does not prohibit the formation of a personnel reserve without a competition. Two approaches can be distinguished to the formation of a personnel reserve:

Allocation of a certain number of persons from the already working civil servants in the organization and training them for filling positions;

Inclusion of those who do not work in this organization according to the results of the competition in the personnel reserve.

In the first approach, the personnel reserve serves as a means for the implementation of such a direction in the formation of the cadre of the civil service, as promoting the career growth of civil servants on a competitive basis. Such a requirement as job growth also means that the personnel reserve includes persons who are already in positions in the civil service. Thus, the personnel reserve becomes a proven, as well as a stable organizational resource of the state apparatus.

At the same time, with the help of a qualification exam and certification, an assessment of the results is determined. professional activity in public service. This provision should be interpreted in conjunction with the principles for the formation of personnel, and more specifically: taking into account service and business qualities in professional service activities and in improving the professional skills of civil servants. In addition, it should be borne in mind that, on the basis of subparagraph 2 of paragraph 4 of Article 62 of the Federal Law on Civil Service, being in the personnel reserve is a basis for sending a civil servant to professional retraining, internship or hanging qualifications.

Another approach can be used to assess persons who meet all the formal requirements for admission to the civil service and serve as the basis for choosing when holding a competition, if there is no possibility of assessing the applicant for his work in a team or when solving certain assigned tasks to government body. In fact, we are talking about persons who, at the time of the competition or inclusion in the reserve, did not work in a state body or in similar structures. The formation of such a personnel reserve can be used as a planned preparation for filling positions that may become vacant only in the future. In this case, the employer, if necessary, has the right to use the existing personnel reserve and conduct, with the consent of the persons included in this reserve, various tests, entrust them with temporary work, use other opportunities and involve these persons in solving certain tasks that will be assigned in the future to employee. Also, the person passing all the tests has proper training, it is possible to be accepted immediately after the vacancy is opened without a competition. It is not necessary to select a candidate for filling vacant positions only from the personnel reserve, the employer can also use it at his own interest, adhering to his ideas about its expediency, but this does not mean that the use of the personnel reserve should be turned into a mechanism for "bypassing" existing requirements when filling a position ...

Persons who are included in the personnel reserve can fill positions in the civil service and at the same time do not require a competition, but they can be included in the personnel reserve only based on the results of the competition.

This variant of the use of the personnel reserve for resolving issues of recruitment should be used in the case when the implementation of the functions of employees will largely depend on the skills of correct communication with colleagues, a manager, and also citizens.

According to paragraph 8 of Article 64 of the Federal Law on Civil Service in the Russian Federation, when filling vacancies in the civil service, it is necessary to be guided by the Regulations on the personnel reserve in the civil service, approved by the President of the Russian Federation, as well as the Regulations on the personnel reserve of the constituent entity of the Russian Federation, approved by the relevant regulatory legal act of the constituent entity. Russian Federation.

In accordance with the Decree of the Mayor of Moscow dated 28.08.2012 No. 55-UM "On the personnel reserve in the state civil service of the city of Moscow"

2. Citizens who have reached the age of 18, who know the state language of the Russian Federation and who meet the qualification requirements for civil service positions to fill civil service positions established by the legislation on civil service, have the right to participate in the competition.
2.2.1. The personnel reserve cannot include a civil servant who has disciplinary action provided for by paragraph 2 or 3 of part 1 of Article 57 or paragraph 2 or 3 of Article 59.1 of the Federal Law of July 27, 2004 N 79-FZ "On the State Civil Service of the Russian Federation"
2.3. The competition is to evaluate professional level candidates for inclusion in the personnel reserve (hereinafter referred to as the candidate) admitted to participate in the competition, their compliance with the qualification requirements for a civil service position to fill a civil service position.
2.4. During the competition, the competition commission evaluates candidates on the basis of competitive procedures using methods for assessing candidates that do not contradict federal laws and other regulatory legal acts of the Russian Federation, including an analysis of resume and biography, interviews, questionnaires, testing, including remote (online), group discussions, solving professional problem situations.
2.5. The announcement of the competition is posted on the Career Portal of the Moscow Government (http: //talent.site) by the personnel department of the state body, as well as, if necessary, on one of the information resources in the information and telecommunication network Internet, dedicated to the issues of employment and recruitment of workers.
The announcement is published for a period of at least 10 calendar days and includes the following information:
a) the date the ad was posted;
b) the name of the position, professional specialization, category and group of positions in the civil service;
c) brief information about the state body;
d) qualification requirements for filling a civil service position;
e) job responsibilities;
f) conditions for passing the civil service, including the approximate salary;
g) the procedure for holding the competition, including the procedure for submitting documents for the competition in paper and in electronic format and a list of documents to be submitted;
h) the period before the expiration of which the specified documents are accepted.

a) a personal statement addressed to the representative of the employer, including consent to the processing of personal data and containing contact information(postal address, as well as e-mail address and contact phone number);

b) a resume or, at the candidate's choice, a personally completed and signed questionnaire, the form of which is approved by the Government of the Russian Federation, with a photograph attached.

2.8. The decision on the place, date and time of the tender procedures within the framework of the second (in-person) stage of the tender is made by the representative of the employer. The representative of the employer informs the candidate about the date, place and time of the competitive procedures by a written message no later than 15 calendar days, or, at the candidate's choice, by a message by e-mail no later than three calendar days.

a) copy work book(except for cases when official (labor) activity is carried out for the first time) or copies of other documents confirming labor (official) activity;

b) copies of documents on education and qualifications, as well as, at the request of the citizen, copies of documents confirming the improvement or conferment of qualifications based on the results of additional vocational education, documents on awarding an academic degree, academic rank, notarized or certified by the personnel service at the place of work (service).

2.9 (1). Upon arrival at the competitive procedures within the framework of the second stage of the competition, candidates who are civil servants are recommended to additionally submit to the state body a testimonial from the duty station, signed by the candidate's immediate superior (manager), in paper or electronic form.
The specified characteristic will be additionally taken into account by the competition commission when assessing the professional and personal qualities of the candidate and making the final decision.
2.10. Based on the results of the second stage of the competition, the competition committee makes one of the following decisions:
a) include the candidate in the personnel reserve;
b) refuse a candidate to be included in the personnel reserve.
2.11. The decisions of the competition committee are made in the absence of candidates.
Decisions of the competition commission based on the results of the competition are adopted by open voting by a simple majority of votes of its members.
In case of equality of votes, the vote of the chairman of the competition committee is decisive.
The results of voting of the competition commission are formalized by a decision signed by the chairman, deputy chairman, secretary and members of the commission.
The decision shall indicate the surname, name, patronymic, date of birth, place of work and position of the candidate, as well as the category and group of positions in the civil service to which he can be appointed.
2.12. Information on the results of the competition is sent to candidates in writing or, at the choice of the candidate, by electronic message within 7 days from the date of the decision by the competition commission and posted on the Career Portal of the Moscow Government (http: //talent.site).
2.13. The costs associated with participation in the competition (travel to and from the venue of the competition, renting accommodation, accommodation, using communication services, etc.) shall be borne by the candidates at their own expense.
2.14. A candidate has the right to simultaneously participate in several competitions and be included in the personnel reserve by decision of the competition commissions of several state bodies.

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

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

With changes and additions from:

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

2. To establish that the personnel reserve in the state civil service of the city of Moscow (hereinafter referred to as the personnel reserve of the city of Moscow) consists of the personnel reserves of the state bodies of the city of Moscow (hereinafter referred to as the state body).

3. Heads of state bodies:

3.2. Ensure the introduction of data on state civil servants of the city of Moscow and citizens included in the personnel reserve of the relevant state body in the Unified Automated information system personnel management of the Moscow Government within three working days from the date of adoption of the relevant decisions.

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

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

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

5. To declare invalid:

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

5.2. Order of the Mayor of Moscow dated October 1, 2008 N 252-RM "On the establishment of working group on the preparation of proposals for the formation of a reserve of management personnel in the city of Moscow ".

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

5.4. Order of the Mayor of Moscow of December 8, 2008 N 319-RM "On the formation of a reserve of management personnel in the city of Moscow".

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

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

6. Control over the implementation of this decree shall be entrusted to the Deputy Mayor of Moscow in the Government of Moscow - Head of the Office of the Mayor and the Government of Moscow, Rakova A.V.

Mayor of Moscow

S.S. Sobyanin

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

The personnel reserve is formed by the city state bodies, with the exception of the personnel reserve for filling positions appointed by the Mayor, it is formed by the decision of the Mayor on the basis of the results of assessment procedures carried out by the Office of the Mayor and the Moscow Government. The procedure for the formation of the personnel reserve has been established.