Feature compliance civil servants performance standards of professional ethics and rules of business conduct

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Feature compliance civil servants performance standards of professional ethics and rules of business conduct

O.V. Panina

Abstract

In the context of reform of the civil service of the Russian Federation in the public mind start to develop new ideas about the ethics of public-service relationships and their role in public life and society. In many ways, they are based on traditional notions of duty and honor of the Russian official responsible to the state and serves him. The authors reviewed the system of criteria and indicators of compliance by civil servants performance standards of professional ethics and rules of business conduct in the Russian Federation.

Keywords: civil service reform, public employee, business conduct, professional ethics. professional ethics duty clerk

Public service, by definition, is really intended primarily to ensure performance of tasks and functions of the state. Today, especially in liberal circles in the government and society, there is a perception that the officer primarily serves society. This underscores the need for «rapid withdrawal» of the state and its institutions from the spheres of activity and social relations, where they can replace private initiative and market mechanisms. For such an approach characterized by copying foreign models and forms of state control of the western countries. There is nothing wrong, but we need to consider our historical traditions, as well as economic and socio-political realities.

Yes, a civil servant, like any citizen of Russia, relatively free in their actions and deeds. But he is not free. The legislator has significantly limited his freedom. Within this framework, the limitations he becomes responsible for their choices and their consequences. It was then, through the dependence of the «freedom-responsibility» and there is a mass of contradictions, the solution of which requires a considerable moral energy.

Excluding these factors cannot be efficient administration, conducting any serious personnel policy.

Power in a democracy, its credibility and effectiveness is largely determined by the confidence of citizens in the state and municipal employees. People show to the public service increased requirements, non-realization or poor implementation of which will immediately become the subject of public scrutiny, the more the public is irritated, frightened the authorities covered by fear and aggression because of the constant violation of her rights.

Therefore, it is important to understand and give a clear definition of moral criteria, including criteria for selection to the civil service. Conventionally, the concept of moral criteria divided into two components: morality and criteria.

Under the criteria in a general sense are those grounds on which is a preference for one or another element selection.

Thus, under the ethical criteria for selection to the civil service should be understood in the public service foundation that determines preference, selection and ranking of the people of its elements and their classes from the standpoint of spiritual and moral characteristics.

Conformity assessment of applicants vacant posts of public service is an integral part of the activities on acquisition of federal executive bodies and the formation of highly qualified personnel reserve them.

Official regulations of civil servants contain general qualification requirements for professional education and experience of the civil service or work in the specialty and requirements for professional competence. As a special claim to knowledge of the Constitution of the Russian Federation, federal laws and other legal acts in part, necessary for the performance of official duties, including knowledge of instructions on office management, computer literacy and skills training management letters, reports, queries and complaints. The regulation sets out the specific duties to be executed by substituting the appropriate public office, rights and issues on which the civil servant is obliged to make management and other solutions, as well as responsibility for any failure to perform official duties. In addition, the defined terms and procedures for the preparation, review, negotiation and decision-making within the competence and the order of service interaction in connection with the performance of official duties.

Official regulations also establish performance indicators of professional work of civil servants. Determined that the effectiveness and efficiency of execution civil servant duties and assignments evaluated by a superior with regard to quantity, quality and timeliness of the planned works and assignments, the complexity and the number of unplanned work performed. Particular attention is paid to compliance with the terms of work and assignments.

The study of the content of official regulations possible to determine the list of indicators to be met by candidates for filling public office and by which one can evaluate the effectiveness of the professional activities of the state civil servant.

Analysis of the figures correspond to the vacant post of applicants and professional work of civil servants of the federal executive authorities showed the possibility of developing a method of peer review, taking into account the influence of civil servants on the performance of departments and the federal executive body in general and the quality of public service delivery. To develop an algorithm such as the initial assessment considers the list of indicators derived from the duties of civil servants, officials of certain regulations, and functions of executive authority, certain provisions and administrative regulations.

A qualitative assessment of compliance of the applicant vacant position or work of civil servants, departments of the federal executive authorities or their leaders involve experts using the proposed or updated lists of indicators, normalized to the importance, significance or consequences impact on the division of the executive or the quality of the provision of public services. Developed scale peer review indicators characterizing the relevant applicants vacant position or professional activity of civil servants, and their impact on the work of departments of the federal body of executive power and the quality of public service delivery. Technique was used to assess applicants for vacant positions in their competitive selection and evaluation of the effectiveness of their professional activities during the trial period.

Using the above parameters evaluation of applicants for the vacant position or work of civil servants, departments of the federal executive authorities and their leaders is as follows.

Determined by experts to assess applicants for the vacant position or work of civil servants, departments of the federal executive authorities and their leaders. The composition of the expert may be relatively constant or vary depending on the professional competence or the need to avoid conflicts of interest. Prior to the evaluation, experts agree the list of relevant indicators, necessary and sufficient for evaluation. As a basis considered the above list, additions or deletions by eliminating constant or irrelevant for the assessment for a set period of time. Selected indicators are structured into a number of clarifying or specifying the content of performance indicators. After the establishment of indicators is standardization of values of these parameters on the importance, significance or consequences impact on the division of the executive or the quality of public service delivery.

Expert evaluation is carried out by specifying the list of indicators that characterize the requirements for applicants or efficiency of professional work of civil servants, a division of the federal executive body, or their leaders, for a certain period of time on a 5-point scale.

Integrated assessment of compliance of the applicant vacant position or performance of the professional activity of civil servants, heads of departments or can be used in order to stimulate quality improvement work.

Thus, for the evaluation of applicants for positions of public citizen services are encouraged to use a hierarchical system of indicators and criteria for their compliance with the vacant position.

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