Legal forms of ensuring personnel security in the personnel management system of public agencies

Relevance. The relevance lies in the need for a comprehensive study of the legal forms of ensuring security in the administrative and public sphere: a competence-based approach to personnel and career modeling, ethics of official behavior, reasonable state and public control over certain types of permitted activities of Russian officials, support for the social status of an employee.

Purpose. The purpose is a legal analysis of existing areas of personnel policy to prevent occupational risks within the framework of security, including the identification of positive examples of the functioning of similar foreign institutions.

Objective. The objectives are to summarize scientific positions on the methodology of ensuring safety in the personnel management system; consideration of legislative innovations in the regulation of the sphere of labor; identification of risks of illegal and unethical behavior of officials at various stages of professional activity, identification of legal ways to eliminate them; assessment of foreign experience in the field of personnel security.

Methodology. The use of formal-dogmatic, comparative-legal and other scientific methods made it possible to identify a system of measures taken by administrative and public structures in order to overcome threats to the high-quality and objective performance of official duties by employees of public agencies.

Results. The results are in the importance of transforming the personnel selection mechanism (the preliminary stage of the process of filling a public position), eliminating the shortcomings of the existing practice of competitive procedures, preventing illegal, unethical behavior of employees. Elements of novelty are present in the proposal to develop measures to regulate the initial stage of personnel work in civil institutions, which is currently limited by formal requirements for candidates and regulated by various departmental acts.

Conclusion. It is concluded that it is necessary to improve the procedures for the admission and distribution of personnel to public agencies in the Russian Federation, including improving a number of competitive procedures based on anonymity by analogy with foreign experience.

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