KOSTINA SVETLANA NIKOLAEVNA

The article considers the specifics of professional socialization for civil servants in the new conditions of public administration. The authors note that the introduction of the new conditions of professional activity is accompanied by several problems: the duration of this process, the limited influence of vocational education on this process, as well as the uncertainty of the content of the necessary digital competencies, including the prospects for future development. Today, for a modern public servant, the term “transfessionalism” refers to the formation of diverse competencies from different professional areas. The materials of the study show the existing contradiction between the competencies that are required for successful professional activity in a digital economy and the established qualification requirements for civil servants, as well as the opinion of civil servants concerning the necessary qualities and capabilities. This dichotomy can be considered a serious obstacle to the successful professionalization of civil servants.

In the article, state and municipal employees are considered in the context of their specific economic and professional activity, which allows authors to use the general terminology phrase ‘public servants of the Russian Federation' in the course of analysis. The authors examine the professional stratification of groups of public servants by such criteria as economic and sociocultural resources. In the first part of the article, on the basis of official statistics, the inter-professional stratification of public servants is considered. The paper concludes that the socio-professional group in the structure of modern Russian society is quite high, which is confirmed by high levels of income, education, power and public recognition. The second part is devoted to the analysis of the social status of state civil and municipal employees as part of a group of public servants - intra-professional stratification. The analysis showed that this group is significantly differentiated by such criteria as the scope of authority and income level, which are determined by belonging to the level of service, territory of location and place in the job hierarchy. Gender identity and self-identification of employees also play a significant role in intra-group differentiation.