Barkova Yulia K.

ABSTRACT

Introduction. The article reveals the methodology for constructing a rating of the Russian Federation subjects, which is based on the assessment of the managerial potential of candidates who have passed personal and professional diagnostics as a part of the federal reserve managerial personnel formation. The theoretical and methodological justification for the feasibility of such rating introducing, options and grounds for its construction have been provided, and the importance of the data obtained for the development of the state civil service have been discussed. 

Materials and methods. In the process of calculation methodology rating creation, the results of 1,186 managers from 80 regions, who had passed personal and professional diagnostics (namely, the «Management Capacity Questianary») were analyzed as part of the formation of the federal reserve of management personnel in 2022. Speaking about the representation of managers by management levels, it should be noted that the primary and middle management levels have a greater representation in the assessment. Only 22 subjects of the Russian Federation (27.5%) submitted top management for inclusion in the reserve.

Results and conclusions. During the development, three pilot options for calculating the final rating of the management potential of the Russian Federation subjects have been proposed, the differentiating ability of each of the proposed rating options was described, allowing the identification of groups of subjects according to the level of expression of management potential, and a comparative analysis of the three options for calculating the rating was carried out.

Discussion. The data obtained during the study can be applied both in a broader context (regional personnel policy) and in a narrowly targeted manner, for example, in the formation of reserves of management personnel and increasing their prestige to increase the integral potential of a particular subject of the Russian Federation.

Purpose. The study of social orientation and value strategies of civil service executives. The study notes that value orientations, in contrast to life goals and plans, is rigidly tied to the solution of specific life tasks, determine the general line of behavior in a certain sphere of life, thereby providing its sufficiently flexible regulation. Methods. Psychodiagnostic test methods: Schwartz value questionnaire, E. Shane's "career Anchor" technique, Thomas test, as well as the Mann-Whitney test to verify the statistical validity of differences between the compared groups and factor analysis with varymax rotation to identify the latent structure of value and career orientation, as well as trends in interaction. Results. The subjective hierarchy of value and career orientation, as well as trends in interaction is revealed, it is established that there are significant differences in a number of indicators due to the occupied position of the participants. Eight value strategies defining the prosocial or pro-personal vector of activity of the executive are allocated. It is shown that social focus is not predominant in the structure of the general orientation in the personality of the participants. It is concluded that in the value-motivational sphere of the civil service executives, pro-personal value strategies prevail, while the differences in them are due to the position that the study participants occupy in the managerial hierarchy. It is assumed that some of the pro-personal value strategies can serve as a basis for strengthening the pro-social activity of the civil service executives. Scientific novelty. The scientific novelty lies in the comparative study of value strategies of civil service executives, occupying different positions in the managerial hierarchy.