Authors
- Salakhova Valentina B. PhD in Psychology
- Kidinov Alexey V. Doctor of Psychology, Associate Professor
Annotation
The improvement of the public administration system in general, as well as the improvement of the methodology and criteria for assessing the work efficiency of state civil servants, are becoming an increasingly urgent problem. The issues related to the development of the resourceful human capital environment come to the forefront in the tasks of academic science. The relevance of the study is substantiated by the need to provide the system of public administration with highly professionally competent state civil servants on the basis of integration and application of new knowledge and effective use of human potential to solve the problems of socio-economic development of the state. The assessment of state civil servants’ performance is carried out through the assessment of their professional competencies, including a set of personal qualities (abilities), which determine the possibility of effective work on a particular professional task. The complex character of the performance assessment of state civil servants and candidates for state civil service implies the development of promising directions of transformation of intellectual
capital of public administration personnel, introduction of innovations in the recruitment process, development of public administration personnel on the basis of a thoroughly elaborated scientific and methodological justification. The article presents the results of the empirical study of the assessment of professional and personal qualities of state civil servants. The study sample comprised 246 state civil servants of federal executive bodies of the Russian Federation. The research methods included a sociological survey and the methods of mathematical statistics (Cronbach’s Alpha; regression analysis (probit regression); tetrachoric correlation). The research findings include describing Russian and international practices of assessment of state civil servants; identifying the shortcomings of the normative legal framework regulating the assessment of state civil servants; defining the profiles of professional and personal qualities of state civil servants of the job categories “Manager” and “Specialist”; describing the hierarchy of professional and personal factors of state civil servants of different job categories. The proposed system of assessment of professional and personal qualities of state civil servants can be used in the practice of public administration.
How to link insert
Salakhova, V. B. & Kidinov, A. V. (2024). DEVELOPMENT OF A SYSTEM FOR ASSESSING PROFESSIONAL AND PERSONAL QUALITIES OF STATE CIVIL SERVANTS Bulletin of the Moscow City Pedagogical University. Series "Pedagogy and Psychology", 18 (2), 211. https://doi.org/10.25688/2076-9121.2024.18.2.14
References
1.
1. Berkett, N., Challenger, I., Sinner, J., & Tadaki, M. (2013). Values collaborative processes and indicators for freshwater planning. Cawthron Institute. Report N 2353. https://bit.ly/3fNTJ7s
2.
2. Bojang, M. B. (2020). Beyond new public management paradigm: The public value paradigm and its implications for public sector managers. Journal of Public Value and Administrative Insight, 3(2), 1–10. https://orcid.org/10.31580/jpvai.v3i2.1381
3.
3. Clarke, A. (2020). Digital government units: what are they, and what do they mean for digital era public management renewal? International Public Management Journal, 23(3), 358–379. https://orcid.org/10.1080/10967494.2019.1686447
4.
4. Hailu, A. G., & Shifare, H. G. (2019). Service delivery and customer satisfaction in the public service sector: An Ethiopian experience. Public Policy and Administration Research, 9(9), 24–37. https://orcid.org/10.7176/PPAR
5.
5. Lapuente, V., & Van de Walle, S. (2020). The effects of new public management on the quality of public services. Governance, 33(3), 461–475. https://orcid.org/10.1111/gove.12502
6.
6. Mehek, A. (2020). Team management: effective tool. International Research Journal of Modernization in Engineering Technology and Science, 2(06), 1376–1379.
7.
7. Pereverzeva, A. A., & Shuklinova, M. V. (2016). Organization of assessment and diagnosis of professional and personal qualities of public civil servants. Socio-economic phenomena and processes, 11(9), 76–81. (In Russ.).
8.
8. Barkova, Y. K., Goyaeva, Z. M., Belopukhova, A. S. [et al.] (2021). Diagnostics and professional development of managerial personnel of public service: methodology and technologies. Moscow: Delo. (In Russ.).
9.
9. Sinyagin, Yu. V., Pereverzina, O. Y., Kosorotkina, M. S., & Mudarisov, A. A. (2013). Personal-professional diagnostics as a comprehensive mechanism for assessing the competencies and competencies of civil servants. Theory and practice of social development, 11, 125–129. (In Russ.).
10.
10. Sinyagin, Yu. V. (2017). Three-component model of managerial readiness. Zhivaya psychologiya, 4(2), 101–108. (In Russ.).
11.
11. Sinyagin, Yu. V., Sheburakov, I. B., Tyumentsev, I. O., & Tushkanov, I. V. (2019). Perfection of the system of motivation of state civil servants: class ranks as a factor of motivation of state civil servants (historical and psychological analysis). Monograph. Moscow: Delo. (In Russ.).
12.
12. Sheburakov, I. B. (2017). Unified reserve of managerial personnel as a tool for personal and professional development of managers of the public sphere. In: Proceedings of the Gaidar Forum – 2017 “Russia and the World: Choice of Priorities”. (In Russ.). https://gaidarforum.ru/about/history/2017/
13.
13. Sheburakov, I. B. (2020). Reserves of managerial personnel in the Russian Federation as a tool for the development of personnel composition of public administration. In: Khabrieva, T. Y., & Zhao Shimin (Responsible Eds.). Experience of the best practices of public service in Russia and China. Monograph (pp. 148–156). Institute of Legislation and Comparative Law under the Government of the Russian Federation; Pudong Academy of Leadership Training of China. Moscow: Jurisprudence. (In Russ.).
14.
14. Sheburakov, I. B., & Sheburakova, O. N. (2020). Career trajectories of the heads of the subjects of the Russian Federation in the conditions of the new personnel policy. Mir Psychologii, 4, 199–208. (In Russ.).
15.
15. Shuklinova, M. V. (2013). Professional interview as a method of competitive selection in the state civil service of the region. Electronic scientific and educational journal, 2(5). (In Russ.).
16.
16. Kiseleva, O. V. (2021). Modern technologies of personnel potential development at the state and municipal service. In: Zabneva, E. I. (Responsible Ed.). Voprosy sovremennoi nauki: problemy, tendentsii i perspektivy (securitologiya). Proceedings of V International scientific-practical conference, Novokuznetsk, December 2–3, 2021 (pp. 123–128). Kemerovo: Kuzbass State Technical University named Т. F. Gorbachev, branch of KuzSTU in Novkuznetsk. 473 p. (In Russ.).
17.
17. Sobchik, L. N. (2003). Standardized multifactor method of personality research SMILE (MMPI). St. Petersburg: Speech. (In Russ.).
18.
18. Hogan, R. (2009). Hogan Assessment Systems. Tulsa: USA. http://www.hoganassessments.com/sites/default/files/uploads/High%20Potential%20Tech%20Manual%20-%20S.pdf