What personnel assessment technologies are used in the public service? How to measure and improve the performance of a civil servant? What methods help reduce corruption risks? How do you choose the most talented interns and young professionals? These public service questions are being asked today, perhaps all HR managers. The answers to them are, of course, openly shared with colleagues, exploring best world practices. On 12 November, the MoU of the Government of Moscow was a forum for the exchange of best practices in the field of human resources assessment.

Some 200 participants from different Russian cities gathered at the conference " The methodology for assessing staff in the public service and in the budgetary sphere " . The presentations made by the experts not only of Russia, but also of South Korea and Singapore. Moscow practice was largely regarded as a progressive one, and the University had become a place of professional HR association.

"The introduction of modern human resources technologies in Moscow 's public service has been taking place for more than five years; in welcoming his remarks, the Acting Director of the MoU of the Government of Moscow, Vasilia Fiweski. - We have something to share. At the same time, we understand that the experience of our colleagues can also be useful. There is much interesting in the regions and abroad. We are curious to know what is going on with you, and in turn you have the opportunity to use what your colleagues from other cities are developing and using in your field. ♪

Director, Department of Public Policy in the Public and Municipal Service, Anti-Corruption of the Ministry of Labour and Social Protection of the Russian Federation Dmitri Basnak stressed that evaluation technologies were being actively introduced at the federal level today.

" It is important that human resources services build them into their work and use a model that is more effective in a government. But there are four key areas of evaluation. They should be developed and applied by all: assessment of qualifications, competencies, performance, and assessment of the public (communication of civil servants). ”