Квалификационный и компетентностный подходы на государственной гражданскойслужбе: квалификация как базис, компетенция как цель

Abstract

Contemporary public service development relies on two prominent approaches for professional training, candidate selection, and subsequent career development. The first approach, historically prevalent and now considered traditional, emphasizes qualifications. This model centers on the professional preparation and training of civil servants, often assessed through standardized testing, examinations, or documentary verification. The second, more recent approach, known as the competency-based approach, introduces a distinct category to describe a high level of professional proficiency — competence. Unlike qualification requirements, competencies are less readily formalized and assessed. It is crucial to understand the unique characteristics of each approach to ensure their effective and purposeful implementation in public service training programs. This article delves into the distinctive features, advantages, and limitations of both the qualification-based and competency-based approaches within the context of public service personnel development, recruitment, training, and career progression. It analyzes current practices within public organizations, highlighting common errors in the application of each approach, while also examining their potential to enhance the efficiency and quality of public service delivery. A comparative analysis of these paradigms provides recommendations for their integrated application within public organizations. This article aims to foster a comprehensive understanding of the impact of qualification-based and competency-based approaches on the development of a highly effective and adaptive public service. Ultimately, this will contribute to improved functioning of public institutions and the provision of impactful public services.