1. Appraisal of professional potential as a tool for personnel rating Staff of the Council of the Federation of the Federal Assembly of the Russian Federation March 2010 Head of the Staff of the Council of the Federation Vladimir Valentinovich Svinarev, Candidate of Legal Science, Assoc. Professor

2. 1. Effective recruitment and selection of personnel. 2. The need to evaluate intellectual work. 3. Assessment of personnel potential. 4. Effective utilization of professional potential. 5. Optimisation of staffing numbers. Problem factors

3. 1. Methodology of measuring (calculating) individual qualifying potential. 2. Method of calculating individual professional potential: graphical representation. 3. Comparative analysis of the standard, individual and maximum (possible) values. 4. Practical application of the results. Issues for consideration

4. Concepts used (analysis units, measurement values) POTENTIAL (from the Latin potentia - strength) – abilities, stamina, reserves, assets that can be utilized in one way or another ( Н 2 ) Individual qualifying potential (IKP) - a set of specific values describing the employee’s general and specialist knowledge and the skills and abilities that enable him to do the job ( Н 2 ) INDIVIDUAL DATA: А – knowledge according to education level С - professional experience by length of service and length of work in the specialist field STANDARD INDIVIDUAL QUALIFYING POTENTIAL (IKPst) – a set of specific values describing the basic indicators of the qualifying requirements laid down by law ( Н 1 ) QUALIFYING REQUIREMENTS FOR CIVIL SERVICE POSTS: А according to level of education А - according to level of education В - time spent in state civil service С - time spent in the specialist field REQUIRED INDIVIDUAL QUALIFYING POTENTIAL (IKPsp) – a relative indicator of the work of certain content and complexity that is involved in a specific post ( Н 3 ) JOB COMPLEXITY FACTOR for groups of positions included in the establishment ( Н 3 ) Established by Management QUALIFICATION – description of professional qualities (knowledge, skills and abilities) reflecting a degree and level of readiness to engage in a certain type of work or professional activity ANALYSIS UNITSMEASUREMENT VALUES

5. Methodology of measuring (calculating) individual qualifying potential

6. Methodology of measuring (calculating) qualifying potential INDIVIDUAL QUALIFYING POTENTIAL IS CALCULATED BY THE FORMULA INDIVIDUAL QUALIFYING POTENTIAL IS CALCULATED BY THE FORMULA Н=(А+В+С)/4 Analysis units, measurement values: 1) Individual knowledge data according to level of education – А Educational level Secondary vocational education Higher vocational education + qualification upgrade Higher vocational education + professional retraining Graduate of two higher educational institutions Higher vocational education + degree Conditional coefficients 0.250.500.751.001.502.00 Individual level of professional experience according to the qualifying requirements for civil service posts 2) Length of time in civil service – В Number of yearsUp to 2 years2 to 4 years4 to 6 years6 years or more Conditional coefficients 0.250.500.751.00 3) Length of time in the specialist field – С Number of years Up to 4 years4 to 5 years5 to 7 years7 years or more Conditional coefficients 0.250.500.751.00 4) “4” – constant value, corresponding to the sum of top grades for educational level, length of time in civil service and length of time spent in the specialist field.

7. Established and required indicators of individual qualifying potential for various post categories and groups of the Staff of the Council of the Federation Established and required indicators of individual qualifying potential for various post categories and groups of the Staff of the Council of the Federation Groups of postsLevel of education Length of time in civil service Length of time in the specialist field Standard indicator IKPst Required indicator IKPsp Nominal designationsАВСН1Н1 Н3Н3 Posts of the category «Leaders» Top group of posts Higher vocational - 0.50 not less than 6 years – 1.00 not less than 7 years – 1.00 0.621.0 Main group of posts Higher vocational – 0.50 not less than 4 years – 0.75 0.500.89 Posts in the “Assistants (advisers)” category Top group of postsHigher vocational - 0.50 not less than 6 years – 1.00 not less than 7 years – 1.00 0.621.0 Main group of postsHigher vocational – 0.50 not less than 4 years – 0.75 not less than 5 years – 0.75 0.500.80 Leading group of postsHigher vocational – 0.50 not less than 2 years – 0.50 not less than 4 years – 0.50 0.380.50 Posts in the “Specialists” category Top group of postsHigher vocational - 0.50 not less than 6 years –1.00 not less than 7 years – 1.00 0.620.89 Main group of postsHigher vocational – 0.50 not less than 4 years – 0.75 not less than 5 years – 0.75 0.500.80 Leading group of postsHigher vocational – 0.50 not less than 2 years – 0.50 not less than 4 years – 0.50 0.380.50 Senior group of postsHigher vocational – 0.50 up to 2 years – 0.25 up to 4 years – 0.25 0.250.40 Posts in the “Supporting specialists” category Main group of postsHigher vocational - 0.50 not less than 4 years – 0.75 not less than 5 years – 0.75 0.620.89 Leading group of postsHigher vocational – 0.50 not less than 2 years – 0.50 not less than 4 years – 0.50 0.500.80 Senior group of postsSecondary vocational – 0.25 up to 2 years – 0.25 0.180.30 Junior group of postsSecondary vocational – 0.25 up to 2 years – 0.25 0.180.30

8. Practical application of the methodology for measuring (calculating) individual qualifying potential The background of P. Petrov, a candidate for the post of “adviser” according to the qualifying requirements: 1) Two higher educational institutions, А=1.50 2) Length of time in civil service - 5 years, В=0.75 3) Length of time in the specialist field (jurisprudence) - 8 years, С=1.00 Petrov’s individual qualifying potential Petrov’s individual qualifying potential: Н 2 =(А+В+С)/4=(1.50+0.75+1.00)/4=0.81 Hence, for P. Petrov, candidate for the civil service post of adviser in the Staff of the Council of the Federation IKPst Established indicator of individual qualifying potential is Н 1 =0.50 IKP Measured indicator of individual qualifying potential is Н 2 =0.81 IKPsp Required indicator of individual qualifying potential, taking job complexity into account is Н 3 =0.80 P. Petrov - potential candidate for the civil service post of “adviser” in the Staff of the Council of the Federation Н 1 Н 3 0.50 0.80 IKPst IKPsp

9. Qualifying specifications of the civil service post of “adviser” Standard (established) individual qualifying potential Required individual qualifying potential Maximum (possible) individual qualifying potential IKPst 050 А – level of education ------------------------ Higher vocational А=0.50 IKPsu 0.80 IKPmax 1 В – length of time in civil service ------------------------ not less than 4 years В=0.75 С – length of time worked in specialist field ------------------------ not less than 5 years С=0.75 А – – level of education ------------------------ Two higher educational institutions А=1.50 В – – length of time in civil service ------------------------ 4 to 6 years В=0.75 С – length of time worked in specialist field ------------------------ 5 to 7 years С=0.75 А – level of education ------------------------ higher professional + degree А=2.00 В – length of time in civil service ------------------------ 6 years and more В=1.00 С – length of time worked in specialist field ------------------------ 7 years and more С=1.00

10. Method of calculating individual professional potential: graphical representation

11. Employee’s individual professional potential (VP) Н 2 – calculated indicator of individual professional potential (IKP) А – grade of the educational level В – grade of work experience in the civil service С – grade of work experience in the specialist field. Example of calculation for candidate P. Petrov VP = 0.38 Н 2 =0.81 А=1.50В=0.75С=1.00 grade of work experience in the specialist field С - grade of work experience in the specialist field grade of work experience in the civil service В - grade of work experience in the civil service grade of the educational level A –grade of the educational level Н 2 – indicator of the qualifying potential VP=0.38 P. Petrov’s individual professional potential Employee’s individual professional potential – (VP). Calculated by the formula: VP = 0.14*Н2*(АВ+ВС+АС), where Employee’s individual professional potential – the specific scope of work that the employee will be able to perform using his general and specialist knowledge, and his skills and abilities acquired in the process of training and independent job performance (VP). Calculated by the formula: VP = 0.14*Н2*(АВ+ВС+АС), where

12. Standard individual professional potential (VPst) Н 1 – established indicator of individual professional potential (IKP) Н 1 – established indicator of individual professional potential (IKP) А – grade of the educational level В – grade of work experience in the civil service С – grade of work experience in the specialist field according to the qualifying requirements for civil service posts Example of calculation for the “adviser” post VPst = 0.09 Н 1 =0.50 А=0.50В=0.75С=0.75 VP=0.38 P. Petrov’s individual professional potential VPst=0.09 standard (established) individual professional potential grade of work experience in the specialist field С - grade of work experience in the specialist field А –grade of the educational level Н 1 – indicator of the qualifying potential grade of work experience in the civil service В - grade of work experience in the civil service (VPst). Calculated by the formula Standard (established) individual professional potential - the expected notional volume of work of certain content and complexity that should be accomplished through the application of general and specialist knowledge, skills and abilities according to the qualifying requirements for civil service posts (VPst). Calculated by the formula VPst = 0.14*Н1*(АВ+ВС+АС), where

13. VPst = 0.09 standard (established) individual professional potential Maximum (possible) individual professional potential (VPsp) Н 3 - Н 3 - the work complexity factor of the specific post A - the highest assumable indicator of educational level B - the highest assumable indicator of experience in the state civil service C - the highest assumable indicator of work experience in the last specialist field Example of calculation for the “adviser” post VPsp = 0.56 Н 3 =0.80 А=2.0 В=1.0 С=1.0 VPsp=0.56 –The maximum (possible) individual professional potential grade of work experience in the specialist field С - grade of work experience in the specialist field А –Grade of educational level Н 3 – indicator of qualifying potential grade of work experience in the civil service В - - grade of work experience in the civil service (VPsp). Calculated by the formula Maximum (possible) individual professional potential - the maximum (possible) notional volume of work of certain content and complexity expected from an employee that can be performed by an employee who possesses the highest assumable indices of general and specialist knowledge, skills and ability (VPsp). Calculated by the formula VPsp = 0.14*Н3*(АВ+ВС+АС), where

14. Comparative analysis of the standard, individual and maximum (possible) values

15. VPsp –maximum (possible) individual professional potential of an employee Example of comparative analysis of standard (required) individual professional potential, P. Petrov’s individual professional potential, and maximum (possible) individual professional potential of the post “adviser”. VPsp =0.56 VPst –standard (established) individual professional potential VP =0.38 Standard (established) individual professional potential VPst=0.09 Candidate P. Petrov’s individual professional potential VP=0.38 Maximum (possible) individual professional potential VPsp=0.56 VP – P. Petrov’s individual professional potential VPst =0.09 С – length of time spent in the specialist field А – level of education Н – level of the qualifying potential В – length of time in civil service

16. Practical application of the results

17. Practical application of appraisal of the professional potential of personnel Problem factorsResults of appraisal of the professional potential of personnel Effective recruitment and selection of personnel 1. Enhancement of efficiency and productivity selection of personnel recruitment of personnel Search for employees meeting the established qualifying requirements for the civil service establishment, types and results of professional activity Identification of capabilities of an employee to accomplish work of certain content and complexity The need to evaluate intellectual work 2. Can be used as a baseline to develop a methodology for evaluating the efficiency and productivity (individual and team) of professional performance and of intellectual work Assessment of personnel potential 3. Form a comprehensive overview of potential resources, both individual and team, that will enable work of certain content and complexity to be handled Effective utilisation of professional potential 4. Will make it possible to: 1) forecast the effectiveness and efficiency of professional job performance 2) properly distribute the work load among employees in extreme situations 3) form a comprehensive picture of the productivity of intellectual work Optimisation of staffing numbers 5. Baseline for making staffing adjustments (lowering and/or raising the status component of the specific post) when taking organizational and staffing measures, and during recruitment and/or selection of personnel