Problems of forming a staff reserve for municipal employees

Abstract

Introduction. The tasks developed within the framework of the ongoing intraregional policy are very diverse and are aimed at improving the life of the population and the development of municipalities. The success of their implementation largely depends on the quantitative and qualitative characteristics of the available factors of production. The key role belongs to human resources, namely: the presence of a contingent of municipal employees with the necessary competencies and qualifications. In this regard, it is necessary to prepare tools for ranking the quality of labour activity of municipal employees, adequate to the specific conditions of spatial development. The methodology for assessing labour contribution should include incentives to improve the performance of management activities that meet the requirements of the modern period of formation of the information economy. Revealing the relationship between the qualifications and competencies of working specialists in the administrations of municipalities and the socio-economic results of the functioning of the peripheral territories of the constituent entities of the Russian Federation.
Methods. In the course of the study, methods of induction and deduction, comparative and situational analysis, expert assessments, statistical methods of processing and analysing information, and the results of sociological surveys were used.
Results and discussion. An analysis of the work of municipal administrations based on research materials for the Central Federal District and the Kursk Region using official statistical information and materials of sociological observations has been carried out. Factors positively and negatively affecting the performance of local government bodies have been established. Features of work and selection of municipal employees, revealed significant shortcomings in their training and preparation for practical activities, studied. The issue of creating a qualitatively new system for the training of municipal employees with the knowledge and competencies required to work in the digitalization environment is
relevant. It is necessary to actively apply various forms of training and professional development of specialists of local administrations, to take into account the opinions of residents of urban and rural settlements. It is advisable to recommend the tools of the program-oriented approach and expert assessments for use when justifying the scale of training a contingent of reservists to replenish the staff of municipal employees.
Conclusion. The effectiveness of the activities of public authorities at the lower level is largely determined by the active position of the heads of municipal districts and employees of the apparatus of municipalities. The creation of a personnel reserve of municipal employees has a positive impact on the results of the work of the administrations of municipalities and the socio-economic situation of the territories. To achieve the targets in terms of the planned rates of economic and social development, it is necessary to activate various forms of work with specialists from the administrations of urban and rural settlements. Recommendations are formulated for the formation of a pool of municipal employees, based on the use of social technologies and modelling of competencies for the purpose of high-quality training of specialists for work in leadership positions in local authorities.