In the listed systems retraining and advanced training of civil servants is carried out.
This is what should give the system of vocational training essential certainty, integrity, ensure continuity and consistency of the educational process. Second. The formation of a nationwide system of professional training of civil servants is also in line with strengthening the controllability of the system, the relationship and coordination of all educational institutions engaged in educational activities in the field of civil service.
St. 1 of the Law of Ukraine "On Civil Service" defines civil service as "professional activity of persons holding positions in state bodies and their staff." Art. 29 stipulates that civil servants are created conditions (it should be emphasized that only the conditions) for training and retraining in relevant educational institutions (faculties) and through self-education.
Learning in the modern sense is any planned improvement of the learner’s behavior, based on new knowledge, views, values, skills, abilities, etc. Thus education can be considered as the organized communication for the purpose of training. Based on these provisions, the system of training of civil servants solves the following general tasks for the implementation of:
training of civil servants as training in order to obtain a certain new educational and qualification level (specialist, master) in a specialty aimed at professional activities in public authorities or local governments. At the same time, the training of a civil servant should be understood as the training of a person who is already in the civil service and a person who is purposefully preparing for the civil service. retraining of civil servants, as training in order to obtain a certain educational and qualification level in another specialty (specialization) aimed at professional activities in public authorities or local governments. advanced training of civil servants as training aimed at improving, ie achieving a certain level of general management culture and specializing within a certain category of positions and specialization in certain functions, tasks, powers determined by the current needs of today (for a particular person, body) state power or local self-government, for a specific change in civil service relations, etc.).
The system of training of civil servants can be successfully developed only with a constantly and qualitatively growing need for the consequences of their activities. It is necessary to create a new motivational mechanism, not just binding, but stimulating civil servant to constantly update their professional skills and knowledge. The most universal way to achieve this is to link career advancement, certification with the professional achievements of a civil servant, the results of his training.
Resolution of the Cabinet of Ministers of Ukraine of February 8, 1997 No. 167 "On approval of the Regulations on the system of training, retraining and advanced training of civil servants and Regulations on a single procedure for training, retraining and advanced training of heads of state enterprises, institutions and organizations "for the first time" professional training, advanced training of a civil servant in his professional activity, official career.
Recognized as necessary for advanced training of civil servants in professional programs in the following cases: enrollment in the personnel reserve, holding positions of the highest category, before the next certification of civil servants, as well as for professionals first hired in the civil service – during the first year of their work.
During the five-year cycle between certifications, according to the resolution of the Cabinet of Ministers of Ukraine, other forms of advanced training should be introduced, namely: thematic lab report writting services training in short-term and long-term seminars, self-education, internships ( including abroad), training according to personal annual reserve plans, etc. … But various forms of training will be effective only if it is mandatory, independent and impartial assessment of the consequences of training.
Thus, the analysis and independent and impartial assessment of the consequences of training should become for the personnel services of public authorities or local governments one of the foundations of the functioning of civil service relations.
St. 29 of the Law of Ukraine "On Civil Service" stipulates that "the results of training and retraining are one of the grounds for promotion." For its implementation in each body of state power or local self-government annual and long-term plans of work with personnel are developed, in which measures in particular concerning preparation, retraining and advanced training, etc. are defined.
The experience of developed democratic states governed by the rule of law with a stable, with its national traditions and experience civil (public, civil) service shows that the results of training of civil servants are a condition for promotion, assignment of rank, rank, rank, etc., increase wages etc. Admission to and promotion in the civil service should also be organically linked to the continuous training of civil servants.
Much in the formation of the system of training of civil servants, especially in ensuring its continuity, mandatory, depends on a change in attitude to it both by managers and by employees of public authorities and local governments. It is important on a national scale to ensure that systematic professional training of employees becomes part of their professional activities, not a personal initiative, but a mandatory requirement, part of public administration and carried out at the expense of the state budget.
At the same time, it is necessary to create a new motivational mechanism, not only stimulating, but one that puts the employee in front of the need to constantly update their professional knowledge, skills and abilities. The experience of civilized countries shows that it is necessary to link career advancement, salary with the level of qualification, competence, business qualities, so that professional training, advanced training of employees were organically integrated into his professional activity, career, salary.
In such conditions, as well as with the improvement of the procedure for attestation, the assignment of the next rank will increase the motivation to work and the responsibility of the employee for his professional development.
Currently, six subsystems of professional training of civil servants actually exist and function, taking into account the departmental specifics of their activities: • the system of training of civil servants of public authorities and local self-government working under the direction of the Main Department of the Civil Service of Ukraine;
system of training of personnel of power structures – on departmental subordination; system of training of employees of legal institutions and judicial bodies; system of training of employees in the field of agriculture; system of training of health care workers; system of training of employees in the field of employment.
In the listed systems retraining and advanced training of civil servants is carried out. At the same time, the coordination of their activities should be concentrated in the powers of the central executive body responsible for conducting state personnel policy in the civil service.
The central place and leading role in the structure of educational institutions for civil servants belongs to the Ukrainian Academy of Public Administration under the President of Ukraine, which trains and improves the skills of civil servants holding positions of I-IV categories.
The network of in-service training institutions has recently expanded as a result of the establishment by regional state administrations of regional centers for in-service training of civil servants. The main direction of their activity is advanced training of civil servants of local bodies of state power and local self-government, heads of state enterprises, institutions and organizations, persons included in the personnel reserve for these positions.
Professional training of civil servants should be conducted mainly in public educational institutions capable of providing training in the relevant field.
In the future, a network of non-state educational institutions, which will offer a variety of educational services under market conditions, should be widely involved in the training of civil servants on a competitive basis.
04/16/2011
Trends and prospects for the transformation of self-government in large cities. Abstract
For large cities with a population of more than half a million people, the very concept of "local self-government" loses its meaning, – says L. Smirnyagin, – because the largest cities are very complex phenomena both economically and socially, politically and administratively.
In Russia, where the spread of the state concept of self-government prevails due to the peculiarities of national traditions and the current political model, the transfer of all or a significant part of the functions of managing a large city into the hands of the state is mostly seen, for example, by introducing an elected official. positions of "mayor" – prefect.
At the same time, Russian scholars emphasize, it is important to make a clear division of powers, leaving the municipal authorities to issues of local importance, and the rest, which has a national sound, to assign to the prefecture.
Such an offer finds its response in a wide range of professionals. Interestingly, one of the common arguments in its favor is the need for strict state control over the use of budget funds that the state will invest in the development of large cities and self-government in them.