Number Of Civil Servants Research Articles

Analisis Pengaruh Komposisi Pegawai Dan Tarif Gaji Terhadap Belanja Pegawai

The amount of employee expenditure burden in the State Budget (APBN) increases from year to year, the increase needs to be observed whether it is due to the rapid growth in the number of Civil Servants (PNS) or other causes such as recent government policies in terms of improving PNS income and welfare by adjusting PNS salary rates. This study aims to determine whether the increase in employee expenditure is more due to the increase in the number of PNS or PNS salary rates. The purpose of this study is to explain whether there is a significant influence between employee composition and salary rates on employee expenditure. This study is a quantitative study with statistical analysis. The data collection method used is through document and literature review methods, based on the source, the document is included in the secondary data category. The data testing method uses a normality test with the One-Sample Kolmogorov-Smirnov Test method. The data analysis method uses descriptive statistical analysis and hypothesis testing uses Multiple Linear Regression. Based on the results of the study with a significance level of 5%, the following conclusions were obtained: (1) There is a positive but insignificant influence between the number of PNS group I on employee expenditure; (2) There is a positive but insignificant influence between the number of PNS group II on employee expenditure; (3) There is a positive but not significant influence between the number of class III civil servants on employee expenditure; (4) There is a positive and significant influence between the number of class IV civil servants on employee expenditure; (5) There is a positive and significant influence between class I salary rates on employee expenditure; (6) There is a positive and significant influence between class II salary rates on employee expenditure; (7) There is a positive and significant influence between class III salary rates on employee expenditure; (8) There is a positive and significant influence between class IV salary rates on employee expenditure; (9) There is a positive but not significant influence between employee composition and salary rates; (10) There is a positive and significant influence on the number of class I civil servants, the number of class II civil servants, the number of class III civil servants, the number of class IV civil servants, class I salary rates, class II salary rates, class III salary rates and class IV salary rates together on employee expenditure.

Expenditures on Pensions and Benefits in State Budget of Russian Empire in 19th to Early 20th Century

The article deals with the issue of the place of expenditures for the payment of pensions and benefits in the structure of public expenditures of the Russian Empire. It is shown that the amount of expenditures on pensions in absolute terms constantly increased (from 1741 to 1913 by more than 13 times). Since the amount of pensions paid, determined by the Pension statute of 1827, remained unchanged until 1917, this growth was determined by a constant increase in the number of pension recipients. This increase was due to an increase in the number of civil servants. At the same time, the share of expenditures on pensions and benefits in the expenditure part of the budget of the Russian Empire (“ordinary expenses”) fluctuated, reaching a maximum (5.1%) in 1871 and a minimum (2.3%) in 1903-1904. These fluctuations were determined by changes in the amount of the expenditure part of the empire’s budget, which increased noticeably by the beginning of the 20th century. On the whole, expenditures on pension provision accounted for a significant part of budget expenditures, exceeding such significant expenditure items as, for example, the expenditures of the Ministry of Public Education or the Ministry of State Property (Ministry of Agriculture and State Property, Main Directorate of Land Management and Agriculture), although they were inferior to the expenditures of the Military Department. The insufficiency of the size of pensions, due to their invariability, was combined with the burdensomeness of pension expenditures for the state, but a radical reform of the pension system did not take place.

Influencing Factors of the Post-Relocation Support Policy’s Satisfaction Degree for Rural Household: A Case Study of County M, Sichuan Province

With the decisive results of poverty alleviation in China, figuring out how to consolidate the results and transform them into the driving force of rural revitalization is an important adjustment for rural revitalization and high-quality development. The efficiency of policy implementation as well as the sustainable development of the areas out of poverty are both reflected in rural households’ satisfaction with the ex-suit poverty alleviation policy for relocation. Based on survey data collected from 293 households in County M, Sichuan Province, this paper selects 23 indicators of satisfaction with post-relocation support policies from livelihood capital, political trust, policy participation, and public service perception. On this basis, we use the multinomial logistic model to analyze the impact of each influencing factor on the post-relocation support policy’s satisfaction degree for rural households. The results show that the satisfaction degree of relocated households with post-relocation support policies is upper-middle. Among the livelihood capital of relocated households, the proportion of non-agricultural income, cultivated land area, infrastructure conditions, number of family workers, and number of civil servants are all factors that positively affect policy satisfaction. In addition, with regard to relocating households’ engagement in political trust, policy participation, and public service perception, it should be pointed out that policy results trust, policy understanding, opinions expressed, local government, back-up personnel, policy process, and support funds all have appreciably positive effects on policy satisfaction. These evaluation results can serve as a reference for the revision of post-relocation support policies in China and other developing countries.

PENGARUH KOMITMEN AFEKTIF TERHADAP LOYALITAS PEGAWAI PEMERINTAH NON PEGAWAI NEGERI (PPNPN) UNIT AVSEC (UPBU) BANDAR UDARA KELAS I DOMINE EDUARD OSOK SORONG PAPUA BARAT

The growth in the number of PPNPN at Domine Eduard Osok Airport is significantly higher than the number of civil servants. addition to balance effectiveness in the work environment of Class I Airport Domine Eduard Osok Sorong, West Papua. Affective commitment is a person's emotional attachment to work or organization. The existence of emotional attachment felt by Government Employees Non Civil Servants triggers the emergence of loyalty, where this loyalty has an impact on their desire to devote themselves to the agency. This study uses quantitative methods with a total of 30 respondents. The data collection technique uses a questionnaire which is distributed to the sample, namely Government Employees, Non-Civil Servants. In his confirmation, validity and reliability tests were carried out, simple linear regression tests, and the coefficient of determination using IBM SPSS Statistics 26. Based on the hypothesis regarding the effect of affective commitment on the loyalty of Government Employees Non Civil Servants, the calculated f value was 32,802 with a significance of 0,000 and from the results of the coefficient test determination to obtain a correlation value between variables of 0.734 and an r2 value of 0.539 or 53.9% and 46.1% which are influenced by other variables outside this study.

Career Development of Functional Positions, Simpli ication of Organizational Structure, And Equality of Administrative Positions Into Functional Positions: A Literature Review

The number of civil servants in Indonesia is decreasing from year to year. the structure of civil servants is still a serious matter because of the ineffectiveness of the existing echelon levels. Several policies have been carried out to reduce echelon levels. Echelon level simplification policy becomes necessary. That is why echelon level simplification policies and equalization of administrative positions need to be implemented so that employee career paths are clearer. This article reviews the factors that influence the simplification of organizational structure and equalization of administrative positions as executors of career development in functional positions. This paper aims to build a hypothesis based on the literature review and empirical studies that can be used for future studies. The review concludes that the simplification of the organizational structure and the equalization of administrative positions affects the career development of functional positions.

Bureaucratic fragmentation by design? the case of payroll management in the democratic Republic of Congo

ABSTRACT This paper examines the sources of bureaucratic fragmentation and coherence in the Democratic Republic of Congo by exploring the connections and tensions between interface bureaucracies and the back-office administration tasked with managing the public payroll system. Building on the ‘real governance’ literature and the notion of ‘infrastructural power’, we analyse the recent history of payroll management in Congo and especially its evolution over the last decades of state implosion and reconstruction so as to gauge the potential of different drivers of state infrastructural power. The return of the state in the first decades of the twenty-first century led to a spectacular and unprecedented growth in the number of civil servants, made possible by a reconstituted state budget and renewed donor engagement. Yet this growth largely reflects increased political competition and further disarticulated the payroll system, increasing its vulnerability to the issue of ghost workers. The case study shows important trade-offs, in processes of post-conflict reconstruction, between the triple objectives of building state infrastructural power, making use of it to improve public service delivery, and its democratization.

The Influence of Professionalism, Capabilities and Work Culture on the Performance of Regional Secretariat Employees of South Sulawesi Province

study aims to determine and analyze the effect of professionalism, capability and work culture on the performance of the regional secretariat employees of South Sulawesi Province. The research approach used in this study is a quantitative method. The population is all employees of the Regional Secretariat of South Sulawesi Province, totaling 90 people. From these data, the unit of analysis is taken from the number of civil servants (PNS) so that the census method is a method that is in accordance with the conditions that exist in the Regional Secretariat of South Sulawesi Province, totaling 90 respondents. The results show that professionalism has a positive and significant effect on employee performance at the Regional Secretariat of South Sulawesi Province, as well as capability has a positive and significant impact on employee performance at the Regional Secretariat of South Sulawesi Province. Work culture has a positive and significant influence on employee performance at the Regional Secretariat of South Sulawesi Province. The value of the coefficient of determination (R square) is 53.3 % which means that all independent/independent variables (X) have a contribution to performance while the rest are not included in the study.

Determinants of the Quality of Local Government Financial Statements in Indonesia: Coercive Pressure Dominates

Many financial statements of the Indonesian local government are still of concern due to the lack of disclosure, and not complying with standards and government regulations. This fact was pointed out in the poor audit results on the local government financial statements released by the Indonesian Supreme Audit Board (SAB). Using the perspective of institutional isomorphism theory, this study aimed to examine various potential factors that affect the quality of Indonesian local government financial statements, including the number of local parliamentarians, the number of civil servants, comparative studies, educational background of regional heads, and the level of urbanization. This study used a sample of 220 local governments in Indonesia taken in 2018. The logistic regression analysis showed that the number of civil servants and the number of local parliamentarians significantly affected the quality of Indonesian local government financial statements. This highlights the influence of coercive pressures on the quality of financial statements of the Indonesian local governments. These findings can serve as input for the Indonesian government in formulating public policies, particularly regarding improving the quality of local government financial statements.

지방정부의 성과추적평가 프레임 구성과 효과성 검증

This paper measured the efficiency of autonomous integration Chang-won city and local government in Gyeong-nam using the DEA-CCR and BCC indices. As input variables for performance measurement, the number of civil servants, appropriation budget, and area under jurisdiction were used. Output variables include local tax collection, sewage and water supply rates, road pavement rates, national basic livelihood recipients, garbage disposal, and civil complaint solving performance. The research results are presented as follows. First, the efficiency of integrated Changwon City by competency decreased overall after the integration. Second, the productivity of Jinhae and Masan after integration is low. This means that Changwon's integration performance is high, but other cities are not. Third, compared to other regions of Gyeongnam, Changwon City's capabilities are excellent. But, relative to the size of the city, autonomous capacity is inefficient by 8.1%. Autonomy capacity is highly dependent on the amount of local tax revenue. Efforts are needed to increase tax revenue in the future. In the end, in order for the integrated Changwon City to show the integrated effect, it is necessary to make efforts to strengthen its capabilities.

ТРАНСФОРМАЦИЯ КОМПЕТЕНЦИЙ ГОСУДАРСТВЕННЫХ ГРАЖДАНСКИХ СЛУЖАЩИХ ПРАВИТЕЛЬСТВА МОСКВЫ В УСЛОВИЯХ ЦИФРОВОЙ ЭКОНОМИКИ

The article deals with the management of the transformation of competencies in the public civil service in the digital economy. The concepts and types of competencies of foreign and domestic experts are considered. Three levels of competence from foreign competency models and problems identified by experts in the field of digital technology implementation in the organization have been identified. The analysis of the Government of Moscow on the number of civil servants and employees who have completed additional education is carried out. Reviews left by employees about their work in the Government of Moscow have been analyzed. The main problems and solutions in the field of digital transformation in the public sector that employees face are highlighted.

The use of foreign experience in the construction and implementation of transformational processes in the organization of the activities of executive authorities: status and further opportunities

The article examines the components of the State Administration Reform Strategy of Ukraine. The content of the strategy's measures is disclosed, their scale, features and significance are noted. The broad participation of the countries of the European Union, the Organization for Economic Cooperation and Development, and other democratically developed countries in the formation and implementation of strategy measures and their financial support is noted. The successes achieved in the methodical implementation of the developed measures are highlighted (strategic planning system, improvement of the methodical foundations of the development of state policy and its monitoring, the number of new organizational structures of central executive bodies, the number of civil servants, payment and incentives for their work, professional training, provision of services to the population, etc. ). It was noted that in addition to the sufficiently clear development of the reform measures and their ambitious goals, there are certain miscalculations and mistakes, incompleteness and incompleteness of the measures. As part of the shortcomings, the criteria for evaluating progress in management as a result of the implementation of reform measures are named, which instead of concrete results take into account the process of implementing measures, which is much lower than the one hundred percent generally accepted level of assessment of achievements. The growth of indicators of social and economic development of the territories is not taken into account, without taking into account the success of public administration reform measures. Further expedient steps in the implementation of the measures of the State Administration Reform Strategy are defined as covering all aspects of the construction of the national administration system, wide involvement of scientific support for the implemented measures, the application of modern methods of analytical support for the adopted decisions to improve the quality of services, consideration of opportunities not to expand the activities of structural entities of executive authorities, but to create new ones organizational structures in accordance with the requirements of the time, wide application of modeling of both individual elements and a complete management system and their information and communication implementation. This will make it possible to accumulate and develop the management potential of executive authorities and create conditions for its successful implementation and participation in the development of the country.

ANALISIS BEBAN KERJA PEGAWAI NEGERI SIPIL PADA SEKRETARIAT DINAS PEKERJAAN UMUM PERUMAHAN DAN ENERGI SUMBER DAYA MINERAL PROVINSI DIY (STUDI KASUS JABATAN FUNGSIONAL UMUM)

This research on the workload problem of Civil Servants is based on the number of Civil Servants who exceeds the number of public functional positions (JFU) at the Secretariat of the Office of Public Works, Housing and Energy of Mineral Resources of DIY Province, namely 13 general functional positions and with 29 employees Civil Affairs.
 The purpose of this study was to determine the suitability between workloads for existing job assignments and to find out the needs of Civil Servants needed to handle 13 general functional positions that have been established. This study uses a descriptive qualitative research design, using the Full-Time Equivalent (FTE) method. This method compares the amount of time the task is multiplied by the workload compared with the amount of effective work time.
 The results of this study indicate that there is a mismatch between workload on office duties and a shortage of employees in the general functional position of the Secretariat of the Office of Public Works, Housing and Energy of Mineral Resources of DIY Province. This is indicated by the normal workload in general functional positions as much as 13 employees or 45% of the normal amount of 100% but there are still general functional positions where the workload is underloaded by 9 employees or 31% of the normal amount and 7 employees are overloaded or 21% of the total normal. While the number of employees to handle 13 general functional positions is 29 Civil Servants, according to the results of the analysis for future staffing planning, it is necessary to optimize employee performance by changing the composition of the workforce by adding 4 Civil Servants to 33 Civil Servants.

REENGINEERING OF HUMAN RESOURCE MANAGEMENT PROCESS FOR CONTROL OF STAFF AND THE WAGE BILL IN CAMEROON

Over a number of years, Cameroon has undertaken a number of actions aiming at controlling the wage bill of the civil service. Despite all these efforts and enormous budgets, the country is not always able to achieve this goal. The control of the wage bill and the number of civil servants has become a well-worm subject. Actions that have been undertaken range from the physical census of public officials to computerization operations. This gave rise to the implementation of two software systems, ANTILOPE for the payroll management and SIGIPES for the career profiles processing of public officials. However, many questions still remain in Cameroonian’s minds (1) What is problematic in this management? (2) What is the best way to manage the public expenditure? This work presents a new procedure of staff control management of the Cameroonian civil service. This procedure results from the reengineering of the existing administrative procedures in order to allow each participant of the payroll processing chain to fully play its role for a proximity management, thus guaranteeing the payroll control through the control of staff and skills. In addition, we can aggregate the improvement of the quality of service in the administration and the prospective management of skills and workstations in line with the evolution of the environment. The new state human resources management procedure takes into account the division of administrative work and the role of each administration in the management and control of the state's HR management.

Formation’s Principles of the Judiciary of Ukraine

The article reveals and researches the basic principles of the formation of the judiciary in Ukraine. It is established that judicial corps should be understood as an appropriate number of civil servants who hold the relevant positions as judges in the judicial bodies of Ukraine. It has been proved that judges make universally binding decisions, which determine, for example, other processes of maintaining law and order in the state. It is determined that the legislation lacks a clear definition of the term “judiciary” and lacks the primary grounds and principles by which the process of formation of the judicial corps in Ukraine should take place. It is established that the principles of formation of the judiciary in Ukraine should be based on the requirements for candidates for the position of judges, which are defined by Article 69, “Requirements for candidates for the position of the judge” of the Law of Ukraine “On Judiciary and the Status of Judges”. It is proved that one of the components of the procedure for the formation of the judiciary in Ukraine is the qualification assessment of candidates for the position of judges. It was found out that the qualification assessment of judges by the criterion of professional competence should be based on the principle of specialization and instance. It is established that the main principles based on which the appointment of judges-candidates for the positions of members of the Supreme Council of Justice are: the principle of the rule of law; the principle of professionalism; the principle of publicity; the principle of political neutrality. It is determined that one of the critical principles of formation of the judiciary in Ukraine should be the principle of non-political influence, namely its essence is revealed in the fact that entities that will participate both directly and indirectly in the formation of the judiciary should not, in any case, have any relation to the political sphere. It is noted that the prospects for further research in this area are the study of the holistic system and features of the formation of the judiciary in Ukraine.

INOVASI PELAYANAN PUBLIK MELALUI APLIKASI “E-DUKCAPIL” PEMBUATAN KARTU KELUARGA PADA DINAS KEPENDUDUKAN DAN PENCATATAN SIPIL KABUPATEN KARAWANG

This study aims to analyze public service innovations through the application "E-dukcapil" in making family cards at the Department of Population and Civil Registration, Karawang Regency. The research conducted is qualitative research, in this research is descriptive in nature, namely to describe the reality of the events under study. The focus of this research is using the innovation attribute theory by Rogers, namely: (1) relative advantage, (2) suitability, (3) complexity, (4) possibility of experimentation, (5) ease of observation. Through observation data collection techniques, in-depth interviews and documentation. With the number of informants as many as 3 people. The results showed that the innovation of family card services through the "E-dukcapil" application was not entirely ideal. This is because the application has only been implemented for 3 months, and problems such as server disruptions are still common. Lack of public understanding of the use of information technology and the lack of human resources of the implementing apparatus, namely the number of Civil Servants (PNS) in the Department of Population and Civil Registration of Karawang Regency, which is only equivalent to 40 people.

PENGARUH GAYA KEPEMIMPINAN TERHADAP KINERJA PEGAWAI PADA DINAS PENDIDIKAN DAN KEBUDAYAAN KOTA MAKASSAR

The purpose of this study was to determine and analyze the influence of leadership style (X) consisting of supportive leadership (X1), directive leadership (X2), participative leadership (X3) both simultaneously and partially on employee performance (Y) at Departement of Education and Culture of Makassar City. This type of research is a quantitative descriptive study. The nature of this research is explanatory research. The population in this study were employees on the Departement of Education and Culture of Makassar City, totaling 58 civil servants. The reason was that the number of civil servants was small so the entire population was sampled in this study (census). Data collection techniques in this study were carried out through interviews, questionnaires, and documentation studies. The results showed that simultaneously there is a positive and significant influence of leadership style on employee performance. Partially supportive (X1) and participatory (X3) leadership style variables have a positive and significant effect on employee performance, while directive leadership style (X2) has no significant effect on Departement of Education and Culture of Makassar City.

ОСНОВНЫЕ НАПРАВЛЕНИЯ ПОВЫШЕНИЯ ПРОФEССИОНАЛИЗМА ГОСУДАРСТВЕННЫХ ГРАЖДАНСКИХ СЛУЖАЩИХ (НА МАТЕРИАЛАХ ОРЛОВСКОЙ ОБЛАСТИ)

The analysis is based on the study of the process of increasing the professional competence of civil servants, carried out among their representatives in the Orel region. This work reflects the dynamics of the professionalization of civil servants over a ten-year period. The empirical subject of the research is divided into four blocks: the opinion of civil servants on the goals and significance of professional development; their ideas about the most optimal forms and methods of increasing the level of professionalism; experience of civil servants in improving their professionalism and their professional attitudes. In the course of the study, the following main trends were identified: an increase in the number of civil servants aimed at achieving a high level of professionalism; the growing importance of indicators related to the professionalism of civil servants; the growth of this social group's awareness of the importance of professional development and professional competence as the main condition for the high-quality performance of the professional activities of civil servants; the most significant direction of retraining of civil servants is strategic management; increasing the intensity of retraining of civil servants.

Healthcare financing in Russia: mechanism and assessment of regional budget opportunities

In the difficult economic conditions in Russia, caused, as in the all countries, by the consequences of the coronavirus pandemic, the search for additional government revenues is becoming especially relevant. All possibilities of cutting budget expenditures are being considered, including the optimization of the number of civil servants. The deputies of the State Duma of the Russia over the past month have been actively discussing the effectiveness of the functioning of state extra-budgetary funds and expressing ideas about the abolition of the Pension Fund of Russia and others, with the simultaneous return of functions back to the federal budget. It is important to reasonably assess the effectiveness of the financial mechanism of each extra-budgetary fund in Russia, including the Federal and Territorial Compulsory Medical Insurance Funds. To this end, it is necessary to comprehensively consider the mechanism of financing health care in the country within the framework of the current budget-insurance model. This article reveals the features of the financial mechanism in the healthcare sector in Russia, primarily in terms of methods for the formation of financial resources. In general, the Russian health care system is financed by the country’s budgets, Compulsory Medical Insurance Funds, voluntary medical insurance and paid medical services. In accordance with this, the budget, insurance and market methods for the formation of financial resources in health care are identified. The article describes each method; the effectiveness of the current financial mechanism was assessed and recommendations for its improvement were proposed.

PENERIMAAN KARYAWAN BARU MENGGUNAKAN METODE PROFILE MATCHING

Company or agencies can run and grown up with the labor or employees who have the ability in accordance with the need a clue who these company or agencies. In this case the recruitment process for employees can be transferred to various criteria and the ability of indispensable. The selection process used to assess the relative servant candidates so that the capabilities of quality or the number of civil servants. To overcome these issues researchers conducted the design and manufacture of systems of supporting the decision the reception of new employees. .Methods used in the research uses a method of profile macthing. The program designed by the profile matching and design system The assessment by using the method profile matching produce information rangking of final score.. The decision support system for a new entry that would be an alternative for agencies to help ease in the decision-making process and provide solutions to problems. The evaluation process also more quickly and given free to users to vote for employees who will be assessed.

Зміна поколінь у публічній службі: передумови та перспективи

The article deals with the periods of formation of generations in the context of civil servants. The distribution of the number of civil servants by gender, age and categories of posts has been analyzed. The modern development of society is characterized by large-scale transformational processes that apply to all spheres of activity. Thus, key factors such as globalization, development of information and communication technologies, knowledge management and the need to support and regulate the diversification of content, forms, methods of training to ensure accessibility and equal opportunities, professional development of public servants create and dictate completely different requirements for training public service. It is clear that today, to ensure the effective reform of the public administration system, one of the important tasks is the formation of a new generation of employees.Public service reform aims to reset the essence of public administration and build a European society oriented towards society. A new civil servant is a person who thinks out of the box, who knows how to make non-standard decisions. The basis of such reform is the Law of Ukraine “On Civil Service” adopted in 2016, which aims to reduce the gender gap, protect the civil servant, the effectiveness of performance appraisal and more. The importance of the study is to take into account the characteristics of the generations of XYZ in the public service.This determines a paradigm shift in both teaching and learning due to the need to take into account the professional requirements of new generations of civil servants.Public service reform requires a fundamentally new class of professional and competent officials needed to realize the national interests of Ukraine as a democratic, social state with a developed market economy. This is also explained by the change of generations that occurs in public administration. After all, the development of Ukrainian society depends on the successful activation and integration of young people (representatives of Generation Z) into the sphere of public administration.The main task of the study is to confirm the hypothesis of the dependence of effective public service reform on effective interaction and cooperation of all generations of public servants. To solve this goal, the following tasks were set: to track the dynamics of changes in the number of civil servants in Ukraine, to analyze the composition of civil servants by gender and age and to predict changes in the age ratio in the number of civil servants in Ukraine by 2020. The tendencies of change of the share of civil servants under the age of 35 till 2020 are investigated. The main common and differentiated features of generations are systematized. The main directions and key guidelines for the activities of the state institution in which the employees of the new generation will work will be highlighted.The study allowed to establish that in the conditions of reform for the public service of Ukraine it is extremely important to change the vector of development of civil servants, their mobility and innovation, efficiency of response to the challenges of the state and society to provide quality services. Based on the analysis, in order to ensure the effective transformation of the structure of the public service of Ukraine, it is necessary to form effective mechanisms for cooperation between representatives of different generations, as this will contribute to the effectiveness, efficiency and effectiveness of the public service.Another important conclusion of the study is that the results of research show differences in the opinions of generations, which relate to the fact that technology helps or hinders the work, the older generations consider them an obstacle. While Generation X people consider technology to be a helper. Generation Z speaks of the benefits of technology. However, representatives of all three generations agree that the future lies in digital capabilities.Thus, in accordance with the main activities of the public authority, in which the new generation of employees will work, will be innovation-oriented. The key guidelines are the encouragement of creativity, freedom, non-standard approach to tasks. And the main motivation is the opportunity to work in important and interesting projects, for example, the creation of unique technologies to solve global problems, and so on.