BOGATYREV Evgeny

The article presents an analysis of the concepts, categories, and principles used in the public administration methodology, which are fundamental for practical application in managing the development of municipal service. The author pays particular attention to the need to differentiate the content of the municipal service as a professional activity and the conditions for ensuring its functioning, on the basis of which the most general requirements for managing the development of the municipal service should be developed and appropriate programs adopted. Of great importance are indicators of the effectiveness and efficiency of the municipal service. They should be specific and measurable. Only then will they make it possible to determine the importance of developing specific types of professional activities for municipal employees, on which the degree of satisfaction of the needs and interests of the population and organizations depends. This will also allow to define the goals and objectives facing municipal employees as part of their official duties. When creating a program for the development of the municipal service, it is necessary to pursue the goals of achieving positive results, indicating an increase in the quality of ensuring that municipal employees execute the powers of local self-government entities. They should be irreversible, serve as a basis for further improvements in the municipal service through the targeted use of the opportunities inherent in solving the identified problems.

The article discusses the methodology of coaching as management style and technology for professional development of civil service personnel in executive bodies. The author mentions the problem of developing the employee’s potential, self-realization in the process of training as well as improving personal and professional efficiency. In this study, special attention is paid to improving the effectiveness of human potential. Currently, personnel management and its professional development should be considered as an inseparable process, since it has largely exhausted its resources and does not give the necessary effect. Traditional training does not ensure that personnel receive appropriate competencies that are in demand at the increasing pace of economic development and other spheres of modern life. Today, personnel management is still carried out through the distribution of powers and responsibilities, setting tasks and passing instructions, stimulating and motivating, encouraging and punishing, but at the head of this process should be a concern for creating conditions and atmosphere for realizing person’s natural ability to learn and think independently, that is, a strategy for managing professional development.

In this article the problem of management of reforming and development of the state civil service from the point of viewof existence and application of system of the concepts, categories and the principles used in social sciences and having essential,fundamental value is considered. Particular attention is drawn to the general features and specific criteria by which thedevelopment of the state civil service can be assessed and reasonable decisions can be made on their basis. In analyzing the listand content of these requirements, the author relies on the experience of managing the development of state structures andcommercial organizations of foreign countries. The paper presents the opinions and points of view of well-known scientists, whichare important to consider when developing a program for further development of public management in the Russian Federation.The development of the state civil service is the improvement of ensuring the execution of functions and powers of the authorities,improving the effectiveness and efficiency of professional performance of state servants, sustainable positive changes in its goalsand directions, technologies, procedures, leading to increased efficiency and effectiveness. The system approach to managementinvolves the analysis of contradictions in the relationships between the elements in the control object and the external environment,internal and external causes of contradictions. An integral feature of the development of the state civil service is its new qualitativestate, which can be judged by the degree of its effectiveness and efficiency, including the degree of satisfaction of the needs andinterests of citizens and organizations.

In the article the author substantiates the necessity of optimizing the law and morality in regulating behavioral and professional management performance of civil servants and the possible ways of achieving such optimization. Identifying the optimum relationship of law and morality in the regulation of the activity and behavior of civil servants is an urgent and important task. In order to resolve it, one must correctly assess the moral level of society, the real impact of specific moral principles and appropriate standards of conduct by its members as well as endeavoring to exert the inclusion of subjective factors in ensuring the implementation and maintenance of certain ethical standards in the civil service. The formal requirements for the displacement of state civil servants from the normative legal acts in the Model Code of Professional Ethics and Official Conduct of civil servants does not transform them into moral requirements. They are retained within their status of legal norms, both because they are prescribed as per above, secondly, they rule out initial alternatives in human behavior peculiar to moral requirements and thirdly, presuppose the responsibility for their failure to observe them as not being criminal. The mechanism of action remains legal and not moral and which must be enforced, with the possibility of the inclusion of punitive sanctions. This significantly reduces the possibility of moral regulation and remains relevant in the development and implementation of the moral code the State civil service.