The authors of the article:
Chupina Valentina, professor
of state and municipal management chair of the Ural State University of
economics
Pleshakova Anastasiia,
specialist of International cooperation Department of the Ural State University
of Economics
Component analysis of the municipal employee
professional competence.
Municipal
management in modern Russia appeared after acceptance in 1993 of the new
Constitution recognizing and guaranteeing local government. The complex
challenges which have arisen before municipal management during an era of
social and economic transformations in the Russian state, processes of
globalization and an entering of Russia in world economic space, generated a
number of the contradictions complicating a problem of efficiency of
administrative activity in municipalities.
Difficult interrelations of political,
social, economic processes in the state and society created request for
managers of new generation, without achievement of high level of
professionalism in which work formation of effective system of local government
in modern Russia is impossible. Not casually the principle of professionalism
and competence of municipal employees was proclaimed as one of fundamental in
the organization and functioning of municipal service. Today society expects
from municipal serving effective solutions of citizens questions, and meanwhile
because of insufficient competence of municipal employees, their professional
unfitness to work in the local governments office there are many large mistakes
and the miscalculations leading to big material losses, in a fever the society,
worsening it morally – the psychological climate, reducing quality of life of
the population.
Specifics
of the administrative tasks solved by municipal employees, consists that they,
on the one hand, as representatives of authorities should know and execute laws
and the bylaws defining activity of bodies of municipal management and thus to
carry out administrative activity, on the other hand, they should satisfy
essential needs of people by means of various managing subjects and,
respectively, to be experts in various branches of economy. They should define
competently within the specialty the municipal order, make selection of its
qualified performers, to carry out control of results of implementation of the
municipal order, and the solution of such versatile tasks demands from
municipal employees of competences not only of questions of municipal
management, but also in the specific areas making subject domain of their
management: construction, housing and communal services, trade, etc. In fact it
demands from the municipal employee different competences combination.
Now
selection on replacement of positions of municipal service is carried out,
mainly, on the competences making a profile of specialty «Public and municipal
administration» that provides performance by officials, generally
all-administrative tasks [5]. Requirements for specific subject domain, as a
rule, aren't regulated by normative documents and have minor character.
This situation creates a problem of
definition of structure of competence of the municipal employee as while in a
science and administrative practice of Russia principles of personnel policy
and reasonable criteria of a complex assessment of officials professionalism
level are still insufficiently developed, there is no conceptual basis of
modern personnel technologies of professional development and assimilation by
municipal employees of professional and ethical values, norms of professional
culture [25]. Therefore the appeal to a competence approach for determination of professionalism of the civil and
municipal servants sees one of the directions of reforming of authorities in
the Russian Federation, after all the competence approach as a new paradigm of professional education is
characterized by change of subjects of definition of its purpose (the state,
the employer, society, the personality) and representation of results of
education in competence terms.
Let's
define competence of the municipal employee as the property of the personality
based on professional administrative values, reflecting readiness and ability
of the municipal employee to realization of the integrated set of the general,
administrative and special competences united by stable hierarchical,
multilevel relations.
Structure
of competence the competences understood as readiness and ability of the
personality to apply in the professional activity of knowledge, ability make,
personal qualities, practical experience.
First of all in structure of competence
allocate, the so-called, general (universal) competences defined still by the
Council of Europe in the late nineties and allowing any person, irrespective of
a profession, to be the full member of society, to assume responsibility, to
participate in joint decision-making, to regulate the conflicts, to be able to
live in multicultural information society, to own different types and
technologies of communications, to have desire and to realize ability to study
all life. In the Federal state educational standard of higher education in the
preparation direction «Public and municipal administration» the general competences
of municipal employees include common cultural, tool and social and personal
[4]:
Besides
the general competences of competence structure the professional competences
were define and understood by us as
ability to apply knowledge, abilities, practical experience and personal and
professional qualities of one of types of professional activity are allocated.
In the
Federal state educational standard of higher education in the preparation
direction «Public and municipal administration» the professional competences
(personal computer) providing, first of all, successful organizational and
administrative activity are designated, such type of competence as information
and methodical which concerns work questions with office information, applying
tool competences (generalization, the analysis, synthesis, modeling,
adaptation, introduction, etc.) is allocated.
Also in
the Federal state educational standard of higher education in the preparation
direction «Public and municipal administration» auxiliary and technological
professional competences are allocated.
The closest attention of researchers among
professional competences of officials is caused recently by communicative
competence which admits to one of the most important components of their
professionalism. This attention is caused by that the profession of the civil
and municipal servant is a profession of the group “from person to person”
where communication from a factor accompanying activity, turns into
professionally significant category necessary for an embodiment of the power.
Especially the importance of communicative competence for the municipal
employee follows from the public nature of management [9,12].
Information
for the civil and municipal servant is the special means of activity influencing
operated and at the same time served citizens. The communicative competence
shown in various forms of work with information: in ability it to collect,
analyze and systematize and make on this basis of the decision, including
innovative - provides necessary level of interaction of employees in situations
of professional communication both with colleagues, and with citizens.
One of
the directions of the public and municipal administration reform is connected
with development of project management that means transition from management of
the actions making various target programs, to formation of socially
significant projects and management of their realization. In full accordance
with these positions in the Federal state educational standard of higher education
in the preparation direction «Public and municipal administration» it is
provided that participation of civil and municipal servants in creation and
implementation of projects should be provided with the design competence
including professional design competences.
It is
attracts attention that the presented formulations of design competences assume
ability of the civil and municipal servants to operate in some specific areas
connected, for example, with housing and communal services, power supply, health
care, culture or education. Ensuring design competence of the civil and
municipal servants results in need to allocate along with the general and
professional administrative competences special, third group of competences
which, proceeding from logic and KSAO standard terminology,
"technical" competences [16] make. By A.V.Khutorskoy determines them
as subject as they provide real subject activity [22,23]. Traditional
vocational training was mainly focused on formation of subject competences. Thus
subject competences were information basis on which professional socialization
in the course of collective labor activity (for example, during work practice)
created the general competences. We refer these competences to professional and
we call them in our work special (subject).
Thus, the carried-out analysis allows to allocate three components of
competences, is system defining professional competence of the municipal
employee:
- the general (common cultural, tool, social and
personal) competences;
- professional administrative competences;
- professional special competences.
Important task of the theory and practice of
management by professionalism of municipal employees is development and
specification of the integrated model of competence which will help to provide
performance of specific professional tasks of municipal service. At the heart
of model the idea of integration thanks to which process of formation of a
certain integrity is provided lies and there is a growth of intensity of
interaction of synthesized components, their interconnection and
interdependence amplifies at reduction of their relative independence.
The
structure of competence of the municipal employee has the integrated character
as it during life not only develops, but also is supplemented with new
competences of process of complication of
“in levels” and “between levels” cooperation of competences with each
other that means professionalism development. Integration of three components of
competence of the municipal employee can be considered when developing model of
an assessment, selection and development of professionalism of municipal
employees.
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