Professional Development Of Civil Servants Research Articles

Overview of the practice of training civil servants in post-Soviet countries in the context of digitalization

Modern conditions of public administration are formed in the BANI world ( Grabmeier, 2020 ), unstable, disturbing, uniquely technological and digital. How many of today's civil servants are capable of functioning in such a world through current training and professional development systems? This issue is particularly relevant for post-Soviet countries, as most of them belong to emerging economies that are still shaping their own unique public administration system. The article is aimed at studying the practice of professional development of civil servants within the framework of additional education in post-Soviet countries in the context of digitalisation. According to the study, it is clear that the Soviet model of supplementary education for civil servants is still valid, with minor differences in the countries studied. This model is characterised by a centralised organisation of training of civil servants within the framework of specially created structures (public service academies). With the transition to digital learning, countries are differentiated by the pace and level of transition to distance and e-learning for public servants.

ADVANCED TRAINING IN POSTGRADUATE EDUCATION INSTITUTIONS IN THE CONDITIONS OF MARTIAL LAW

The article focuses on the need to meet the needs of public sector professionals in acquiring new knowledge and skills through the proposals of educational service providers in the field of vocational training under the legal regime of martial law. It is established that under the legal regime of martial law, postgraduate education institutions providing professional training, in particular, advanced training of public servants, continue to operate fully despite various restrictions on the organization of operational activities. They are free to choose the forms, methods and means of training that correspond to the professional development programs. For most postgraduate education institutions, distance learning became the only available form in the system of professional development of civil servants in 2022. Based on the analysis of the Poltava Regional Center for Professional Development, it can be stated that the number of educational events, groups of participants, and the number of participants in professional training has increased. In 2022, vocational training was mainly provided to local government officials and civil servants of regional and district state (military) administrations, and the number of participants in vocational training decreased compared to the pre-war year. The task of providing professional information and explanatory support on topical issues of public service under martial law was a companion to educational services for postgraduate education institutions. The high quality of educational services of postgraduate education institutions can be ensured by expanding the range of educational services in the field of professional training of officials with the simultaneous introduction of innovative educational technologies, various forms and methods of teaching, and wider involvement of practicing teachers, representatives and experts of civil society institutions. Priority areas of training should be determined by the needs of customers of educational services for professional development.

PRINCIPLES OF PROFESSIONAL DEVELOPMENT OF CIVIL SERVANTS IN THE CONDITIONS OF EUROPEAN INTEGRATION

The article provides a comprehensive analysis of domestic developments in the field of professional development of civil servants; considers the tasks of professional development put forward by the implementation of Ukraine’s European integration vector; summarises the principles of professional development of civil servants, reveals their content and methods of implementation. The competences relevant for civil servants in the context of Ukraine’s path to European public administration standards are highlighted and summarised. Recommendations are made to educational service providers on the peculiarities of forming curricula and programmes for the professional development of civil servants in the context of Ukraine’s European integration. It is determined that adherence to the basic principles of professional development of civil servants should contribute to improving the efficiency of public administration and achieving the strategic goals of the State. In addition, the purpose of the article is to popularise the principles of professional development among a wide audience, which serves to form a conscious approach to the management of public resources and the development of the culture of the rule of law in Ukraine. It is emphasized that the implementation of the principles of professional development of civil servants in the context of European integration is possible with the use of the best educational practices and introduction of educational innovations which form relev of self-knowledge, self-development and self-realization. Modern educational practices that are useful in implementing the principles of professional development of civil servants in the context of European integration include, in particular, the following: simulators of management decisions and proposals that allow students to develop their own ideas and approaches to the formation and adoption of management decisions based on real cases, discuss them with practitioners and experts; training technologies; project management approaches; design thinking technologies that allow to direct training activities to solve specific problems of professional activity of public servants, to improve the service delivery system; involvement of foreign experts, including for the preparation and implementation of partnership training programmes; creation of online training platforms and training centres in public authorities.

Legal regulation of professional development of civil servants

The purpose of the article is to clarify the peculiarities and identify the problems of the professional development of civil servants and to provide scientifically based proposals for their solution. It is noted that the current crisis in Ukraine, as well as the need to comply with the standards of the European Union, the constant restructuring of workplaces in combination with the need for continuous professional development of civil servants, requires the formation of an effective legal regulation of the professional development of civil servants and a mechanism for them to implement their obligation for continuous professional training . The work argues that the career of an employee consists of a succession of positions in the hierarchy, which is the result of acquired experience, during practical activities and continuous professional development. Career or professional development is a more complex process than education, aimed at acquiring knowledge, both for current and future positions, throughout the life and development of a civil servant. The author is convinced that the Ukrainian labor market should choose the most effective way to identify, attract and support professionals with exceptional skills and/or professional experience. The article notes that civil servants often do not have sufficient information and knowledge to respond to a specific situation, so in such circumstances training is vital for civil servants. Therefore, the professional development of civil servants is a continuous process that, accordingly, requires proper legal regulation and a mechanism for its implementation, which means that in order to develop these best and effective recommendations, thorough scientific and practical research of these issues is required. Civil servants can exercise their right to vocational training through: (1) training; (2) professional development; (3) internship; (4) self-education. The author proves that the mechanism of implementation of the right to professional training by civil servants fails in practice. Although the current legislation guarantees the preservation of the position and earnings during the study, it is not uncommon for employees to be denied their preservation. The fact of passing advanced training, internship, etc. must be taken into account when evaluating the results of civil servants' official activities.

The of Organizing the Professional Development of State Civil Servants of Federal Courts and the System of the Judicial Department at the Supreme Court of the Russian Federation

The main stages of preparation and implementation of professional development activities, as well as approaches to determining the need for professional development activities for civil servants, planning, organizing and implementing professional development activities for civil servants are considered. Particular attention is paid to the issues of quality assurance of additional professional education (vocational training, advanced training). It is proposed: 1) to consider the issue of organizing by the Judicial Department interaction with educational organizations on the development and implementation of APE, including involving representatives from the Judicial Department, federal courts and departments of the Judicial Department in the constituent entities of the Russian Federation to conduct training events; 2) invite, at the stages of organization and implementation of other events for the professional development of civil servants, including webinars, online seminars, round tables, representatives of other state bodies and organizations; 3) to consider the possibility of interdepartmental interaction of civil servants of the Judicial Department on the exchange of experience in the form of internships. It is concluded that it is expedient to include in the list of educational organizations determined by the Ministry of Labor of the Russian Federation, educational organizations providing educational services for additional professional programs, the topics of which correspond to the direction of professional performance of employees of the staffs of federal courts of general jurisdiction, federal arbitration courts, the system of the Judicial Department, since the increase qualifications under the programs offered by the Ministry of Labor of the Russian Federation in a centralized manner does not take into account the target audience and the specifics of the professional performance of these employees.

Professional Development of Civil Servants: Trends and Perspectives Based on Adaptive Leadership

The article analyses the results of surveys of students of higher educational institutions of Ukraine regarding the resumption of activities in the conditions of a full-scale invasion of Russian troops on the territory of Ukraine. It was determined that new conditions and challenges to development require actualizing the issue of adaptive leadership development as one of the important soft skills among the competencies of a successful education seeker. This is of particular importance in the training of civil servants — leaders of communities, who, within the framework of their official powers, must take on not only the issue of ensuring personal needs (livelihood, education, development), but also the responsibility for making non-standard decisions in changing conditions of uncertainty and danger.
 Taking into account the challenges and urgent needs of civil servants in the conditions of war, a generalization of the results of the survey of civil servants and representatives of local self-government regarding the development of adaptive leadership, non-standard decision-making and responsibility in solving adaptive problems was carried out. Requests for the development of relevant competencies of adaptive leaders are proposed to be included in educational programs for the training and advanced training of civil servants.
 It has been proven that the main criteria for the adaptability of the modern civil service can be defined as the professional development of civil servants as adaptive leaders, increasing the level of their professional competence, the development of personal leadership qualities, the use of best world practices, and the creation of institutional prerequisites for the reform of the civil service and public administration, sustainability and follow-up of the civil service system, its prompt response to demands and challenges arising in connection with the processes of social transformation, economic development, and European integration of Ukraine.

Дополнительное профессиональное образование гражданских служащих в условиях трансформации государственного управления

The article defines the impact of additional professional education on the ability of employees to meet the new requirements imposed by employers on their skills and abilities, since the digitalization of business and management leads to a demand for more highly qualified specialists. In order to compete successfully in the labor market, employees must improve their existing qualifications throughout their lives or even receive a new one, which forms the basis of the concept of continuing education. The authors analyze the general indicators in the field of additional vocational education in the Russian Federation, consider the legal aspects of the implementation of measures aimed at the professional development of public civil servants. In addition, the article provides data on budget allocations that are directed to finance additional vocational education for civil servants, including at the expense of a state educational certificate. The authors concluded that the state has developed a high-quality legislative framework regulating relations in the field of professional development of civil servants. Continuous training allows this category of citizens to master new competencies, which leads to an increase in the efficiency of civil servants and public administration in general.

The of Professional Development of Employees of Courts in the Field of Combating Corruption

Separate areas of professional development of civil servants of the courts are analyzed: additional professional training and mentoring. The importance of the introduction of information technologies for optimizing the professional development of court staff through distance learning has been substantiated. Conclusions are drawn, firstly, about the need for systematic professional development of teachers involved in the professional training of court staff through internships in courts and participation as experts in the work of relevant commissions that consider certain issues regarding the work of civil servants of courts, and secondly, about the need to organize the interaction of the Russian University of Justice with the Supreme Court of the Russian Federation, the Judicial Department under the Supreme Court of the Russian Federation, the courts on improving the quality of professional training of court staff, thirdly, on a differentiated approach to the professional development of court staff, including various forms.

Assessment of digital literacy of civil servants

In the modern social world, there are various trends associated with digitalization, aimed primarily at the development and implementation of digital technologies in various spheres of society. Civil servants as a socio-professional group are developing, adapting to new unknown digital technologies. Currently, there is a problem of insufficient development of digital literacy among civil servants. This is evidenced by ongoing research, regulatory documents. The purpose of the study is to assess the level of digital literacy of civil servants, the subject of the study is the features of digital literacy in public administration. The scientific article used the methods of empirical sociological research: analysis of documents, the purpose of which is to study currently possible studies, scientific publications on the topic of digital literacy of civil servants and testing, the purpose of which is to assess the level of digital literacy among civil servants of the Government and the Presidential Administration of the Russian Federation. The results of the study are as follows: the analysis of respondents' responses showed that the respondents' most pronounced competence is "The ability to collect, process and analyze information data" (71.03%). The reason for this was the forced work with a large volume of incoming information in government agencies. The competence "The ability to use digital tools to ensure the cybersecurity of state structures" was the least important (38.11%). This suggests that most government employees are not familiar enough with the tools of using antivirus programs, two-factor authentication systems, password protection and do not take the existing threats to government systems seriously enough. The following recommendations are proposed based on the results of the study: to include in the programs and plans for the professional development of civil servants of a practice-oriented nature aimed at the formation and development of digital literacy, to develop competency models for specific categories of civil servants, to develop a special motivation system for civil servants, including material incentives, as well as non-material motivation.

TODAY’S CHALLENGES, WHICH INFLUENCE THE TRAINING AND ADVANCEMENT OF THE QUALIFICATION OF PUBLIC SERVANTS IN UKRAINE

The article deals with the problem of qualification advancement of civil servants in Ukraine. The article reveals the problems connected with qualification advancement of the employees of the state authorities. The article outlines the main directions of formation of the current effective system of professional development of civil servants. It was found that the mechanisms of the system of vocational training, which are used in foreign countries, mainly do not vary from the domestic tools of professional development (e.g., workplace training, on-the-job training (lectures, seminars, workshops, interdepartmental trainings), group training, distance learning), but their application in practice has certain peculiarities. Reform requires a high level of qualification and professional uniformity of the management apparatus, which will enable to provide a professional basis for the constitutional uniformity of the system of power, as well as the transition (vertical, horizontal, interdepartmental, etc.) of public servants. The establishment of systemic and innovative thinking of public servants is considered to be a new challenge of today’s realities. It should be noted that “professionalism of a public servant is intended to ensure the proper performance of duties, stability of public service, the ability to solve complex problems and the ability and readiness to improve their qualification. The main criteria of professionalism of a public servant can include: Availability of high education; competence (knowledge, skills and abilities) in performance of duties; availability of practical work experience; discipline, responsibility; accurate adherence to the law; political neutrality; organizational, managerial skills, initiative, creativity; ability and inclination to work in the service career; social protection, as well as psychological, moral and ethical qualities”. At the same time, the character and nature of performance of duties by public servants require them to have not only basic organizational and managerial skills, competence and initiative in fulfilling the assigned tasks, but also high human qualities: orderliness, self-control, modesty and self-criticism, sense of responsibility for the entrusted task, concern for state and public interests. Professionalism is the main qualitative category of a public servant, which determines the efficiency of work and his career.

Actualizing the model of professional training and development of state civil servants: challenges and prospects

The development of the civil service in Russia is a permanent process aimed at improving the quality and effectiveness of the civil servant activities, bringing it in line with the new conditions and expectations of citizens. The civil service transformation is accompanied by changes in the legal framework governing this institution, outstripping the professional development of its personnel corps. The principle of lifelong learning laid down in the federal law «On education» has caused the need to fix a new model of professional development of civil servants in the law «On the state civil service of the Russian Federation». The article analyzes the fundamental differences between the previously existing and modern approaches to the professional development of civil servants. A normative model of professional competencies of civil servants is proposed based on the requirements and legal norms governing the civil service, programs for its development, current trends (digitalization and expansion of information technology, organizational and technological capabilities). The model integral components are normative values that guide the activities of civil servants in the context of public service. The model considered in the article can serve as a basis to determine the needs, content and forms of professional development of both current and potential civil servants on the part of the heads and personnel services of government agency. Moreover, this model makes it possible to identify problems and omissions in the federal state educational standard in the direction of «State and Municipal Administration» and to set up development zones for students – future civil servants.

Effectiveness of measures aimed at improving the skills of employees of the state financial control

The article discusses the problems and prospects of professional development of civil servants in the field of internal and external state financial control. The relevance of the research problem is due to the active development of legislation in the field of control and supervisory activities, which leads to increased requirements for state auditors. Since Federal Law No. 79-FL of 27.07.2004 "On the State Civil Service" and the Decrees of the President of Russia adopted in addition to it establish a minimum list of requirements for the qualifications of employees. In practice, the control bodies proceed from a fairly broad interpretation of the qualifications and competence of auditors, which negatively affects the quality of their activities. According to the results of the study, the concept of professional competence of the state auditor was formulated, which should be fixed in the industry legislation, and the Federal Professional Standard of Higher Education in the field of state audit was also studied, in accordance with which employee retraining programs should be brought in order. The material of the article is based on the current legislative framework and taking into account the latest trends in the training of employees of state financial control bodies.

Competence-based approach in the professional development of civil servants

In the current context, competencies are becoming a universal measure of the success and effectiveness of human activity in any profession. The civil service of Kazakhstan is promising and trainable. Today, an important task is to train civil servants of the “new generation”. As a global information world, digital transformation requires them to understand the new specifics of civil service and improve their skills and competencies. Therefore, the competence-based approach in the professional development of civil servants that is becoming increasingly relevant. It motivates civil servants to further advance in their professional careers, and is also the basis for the formation of information support for the management of civil service personnel in almost all countries. The competence-based approach has recently been declared as the starting point of all personnel management activities. It can be used to select personnel, evaluate the quality of their work, and build a career and training system. In this article, the authors give the concept of the competence approach, professional development of civil servants. The purpose of this study is to study the features of the organization of professional development of civil servants in foreign countries, to compare the composition of the competencies of the presented models for further development of ways to reform the system of professional training of civil servants in Kazakhstan. The analysis of the main components of the models of competencies of civil servants in different countries is presented. The development of professional competencies of civil servants should acquire a strategic character, be designed for the future. The research methodology is based on the application of the process approach, historical analysis, modeling and classification methods, and the method of scientific generalizations.

Personal and professional development of the individual in the civil service of the Russian Federation

The presence of professional highly qualified personnel in the civil service, together with modern information technologies, is possible thanks to the existence of a democratic state governed by the rule of law. The professional activity of civil servants acts as a subsystem within the civil service system. The study of the peculiarities of personal and professional development of the individual in the civil service will contribute to the disclosure of the psychological mechanisms of this process, the resolution of a number of pressing questions about the methods and possibilities of optimizing professional and personal development, which in turn will contribute to improving labour efficiency. To study the features of personal and professional development of the individual in the Russian Federation Civil Service. Survey among civil servants and comparative analysis of the results obtained in all study groups; statistical processing of the results. 120 respondents took part in the study: federal-state civil servants (40 people) and civil servants of other types (80 people). The main problems and features of personal and professional development of the individual in the civil service of the Russian Federation are identified and the main directions of optimization of the studied process are determined. The process of personal and professional development of civil servants, as will be shown in this study, is an overall result of the professional education and additional professional education, including retraining, advanced training, and internships. The main directions of optimization of the studied process are the following: improving scientific, methodological, and organizational support; increasing the motivation for professional activity and career advancement; improving the efficiency of additional professional education; developing a program for personal and professional self-development; introducing additional forms and technologies for improving professional skills of state civil servants.

МЕХАНИЗМЫ ПЛАНИРОВАНИЯ, ОРГАНИЗАЦИИ И УЧЕТА МЕРОПРИЯТИЙ ПО ПРОФЕССИОНАЛЬНОМУ РАЗВИТИЮ ГОСУДАРСТВЕННЫХ ГРАЖДАНСКИХ СЛУЖАЩИХ (Mechanisms for Planning, Organization and Accounting of Measures for Professional Development of Public Civil Employees)

Russian Abstract:В данном отчете представлены результаты исследования, посвященного вопросам планирования, организации и учета мероприятий по профессиональному развитию государственных гражданских служащих в контексте перспективной модели компетенций English Abstract:This report presents the results of a study on the planning, organization and accounting of activities for the professional development of civil servants in the context of a promising competency model

Stručni ispiti kao element profesionalizacije uprave

In recent years, a significant reform has been implemented in Serbia in the field of professional development of civil servants, but professional exams have remained outside the essential reform processes. An extremely large number of professional exams, which today are conducted by various state and provincial administration bodies, are taken not only by state, provincial and local officials, but also by subjects outside the public administration system, require priority systematic regulation of a number of legal issues laying in the right way contributed to the process of professionalization of the administration. Given that the state professional exam appears as a general exam and that all employees are required to pass it, regardless of the type of administrative body in which they work, the central place in the reform of the system of professional exams in the administration should belong to this type of exam. Legal regulations should precisely regulate the relationship between the state professional exam and all other special or professional exams, primarily through the issue of exam programs, and then the manner of education and composition of examination commissions, exam fees, exam procedures, keeping records of passed exams, issuing certificates, etc. Legal regulations should precisely regulate the relationship between the state professional exam and all other special or professional exams, primarily through the issue of exam programs, and then the manner of education and composition of examination commissions, exam fees, exam procedures, keeping records of passed exams, issuing certificates, etc. Further successful continuation of the process of professionalization of the administration depends on the manner in which the mentioned issues will be regulated, because without a well-designed and carefully constructed system of professional exams, results achieved in previous years in the field of professional development of employees will remain without real significance.

УДОСКОНАЛЕННЯ СИСТЕМИ НАЙМУ ТА АДАПТАЦІЇ ДЕРЖАВНИХ СЛУЖБОВЦІВ

Функціональна ефективність будь-якої організації залежить від ступеню професійного розвитку її працівників. В умовах сучасного швидкого старіння теоретичних знань, умінь та практичних навичок спроможність організації постійно здійснювати розвиток своїх працівників є одним з найважливіших факторів забезпечення конкурентоспроможності її на ринку, оновлення і покращення надання публічних послуг. У статті авторами здійснено огляд теоретичних досліджень щодо питань професійно-кваліфікаційного розвитку державних службовців. Розвиток персоналу є багатостороннім та складним поняттям. Воно складається з великої кількості повязаних між собою соціальних, педагогічних, економічних і психологічних проблем. Для того, щоб з’ясувати його суть, насамперед, необхідно дати відповідь на такі запитання: що таке особистість? Що включає в себе гармонійний та професійно-кваліфікаційний розвиток особистості? В дослідженні визначення професійно-кваліфікаційного розвитку особистості: це навчання як отримувати або підтримувати професійні якості, до прикладу, академічні ступені, необхідні для офіційної роботи, відвідування конференцій, неформальних навчальних можливостей, що з’являються на практиці, тощо. Він є певним процесом набуття людиною необхідних їй знань, здібностей, практики, певних економічних вмінь, моральних цінностей, соціальних якостей, які можна буде застосувати в трудовій діяльності. Рівень професійно-кваліфікаційного розвитку працівників в основному залежить від рівня, якого досягнуто в цій галузі навчальними закладами та конкретною організацією. Досліджено можливості удосконалення системи найму та адаптації, враховуючи особливості функціональних обов’язків державних службовців. Подано рекомендації щодо вдосконалення програми найму. Запропоновано заходи, спрямовані на вдосконалення системи найму та адаптації персоналу. В межах певної організації професійне навчання персоналу може виглядати як первинна професійна підготовка робітників, підвищення кваліфікації або перепідготовка як фахівців з вищою освітою так і робітників.

Establishment of the Principle of Professional Development in the State Personnel Policy of the Russian Federation: development of communication skills

This article gives a detailed description of the principle of a comprehensive study of the current state of the management system of civil servants’ professional, describes the development of practical measures and recommendations for its optimization, given the effectiveness of improving the professional development of civil servants. The relevance of this article is based on the need to develop a science-based approach to the rapid transformation of the civil service using modern methods of personnel management for the growth of potential and professionalism of civil servants.

Перспективы развития кадрового потенциала органов государственной власти и местного самоуправления Самарской области

The article is devoted to the topical issues of human resources development of public and municipal authorities. The authors traced the main stages of legal regulations at different directions of personnel policy concerning the public and municipal service both at the federal and regional levels. It is noted that the normative expansion of forms of professional development of civil servants is supported by the appearance of additional educational events, such as seminars, trainings, master classes, round tables and conferences, along with traditional forms of professional retraining and professional development.The experience of the Samara region in implementing state and municipal personnel policy in the period from 2018 to 2019 is presented. Examples of implemented project initiatives are given. Standardization, digitalization, and implementation of national projects are the main goals of the Samara region’s personnel policy for 2020–2024. The public presentation of Strategy for personnel policy of the Samara region was held at the I Regional personnel practical session ‘Personnel 2.0. Human resources technologies for national projects’ in December 2019.

Концептуальная модель института наставничества на государственной службе

The article presents the results of the research of the institutionalization of mentoring in the public service. The main approaches of scientists to the study of mentoring as a professionalization technology of civil servants are considered. The modern practice of introducing mentoring in the public service have been researched, patterns of institutional development of mentoring that shape the social-factorial conditionality of its relevance as an institution have been revealed. Here we analyze the Draft Regulations on Mentoring in the State Civil Service of the Russian Federation. The author proposes steps to improve this document from the standpoint of its practical importance, value performance, and compliance with the objectives set in the Presidential Decree No. 68 of February 21, 2019 “About the professional development of civil servants of the Russian Federation”. The scientifi c novelty consists in the conceptual model proposed by the author for the institute of mentoring in the public service, ensuring the systemic perception of the institute of mentoring in the public service, the introduction of mentoring as a basic personnel technology in the system of personnel management of the public service.