Announcements of competitions for filling vacant positions. Information message about the competition for filling the vacant position of General Director of a federal state enterprise Competition for filling the vacant position of manager

"HR Department commercial organization", 2012, N 6

WE ARE CONDUCTING A COMPETITION FOR A VACANT POSITION

One of the important factors successful activities organization is competent selection of personnel. As a rule, it is carried out based on the results of an interview, which can be carried out in several stages. In essence, an interview can be called a competition conducted to assess the professional level of applicants for a certain position. Election by competition to fill a vacant position is one of the types of concluding an employment contract established by Art. 16 Labor Code of the Russian Federation. In this article we will consider the order in which such a competition can be held in commercial organizations, what documents it should be established and what its features are.

According to Art. 16 Labor Code of the Russian Federation labor relations arise between an employee and an employer on the basis of an employment contract concluded by them in accordance with the Labor Code.

In cases and manner that are established labor legislation, other normative legal acts containing norms labor law, or the charter (regulations) of the organization, labor relations arise on the basis of an employment contract as a result of:

Election to office;

Elections by competition to fill the relevant position;

Appointments to or confirmation of positions;

Referrals to work by bodies authorized in accordance with federal law against the established quota;

A court decision on concluding an employment contract.

Also, labor relations between an employer and an employee arise when the latter is actually allowed to work with the knowledge or on behalf of the employer or his representative if the employment contract has not been properly drawn up.

To avoid confusion between the concepts of “election through competition to fill a corresponding position” and “election to a position,” let us clarify.

Such a basis for concluding an employment contract as election to a position is applied, as a rule, to the management of the organization: director, members of the board of directors or other elected body. For example, according to paragraph 3 of Art. 69 Federal Law dated December 26, 1995 N 208-FZ “On Joint-Stock Companies” (hereinafter referred to as Law N 208-FZ) sole body(director, general director) and (or) collegial executive body (board, directorate) are elected by the general meeting joint stock company, if the resolution of this issue is not within the competence of the board of directors (supervisory board). Basically, the term of office is for the elective position of director ( general director) is limited, therefore, as a result of election, a fixed-term employment contract is concluded with him.

Election by competition to fill the relevant position can be carried out for any position. These may be positions of branch managers, deputy managers, department heads, specialists such as chief accountant, lawyer, etc. The legal obligation to hold a competition for filling certain positions is established for:

V civil servants - Federal Law of July 27, 2004 N 79-FZ "On

state civil service Russian Federation";

V municipal employees - Federal Law of October 6, 2003 N 131-FZ "On

general principles of organization local government in Russian

Federation" and laws of the constituent entities of the Russian Federation;

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V scientific and pedagogical workers - Federal Law of August 22, 1996

N 125-FZ "On higher and postgraduate professional education";

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V judges - Law of the Russian Federation of June 26, 1992 N 3132-1 “On the status of judges in the Russian

Federation";

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V customs service workers - Federal Law of July 21, 1997

N 114-FZ "On service in the customs authorities of the Russian Federation"; etc.

By virtue of Art. 18 of the Labor Code of the Russian Federation, labor relations on the basis of an employment contract as a result of election by competition to fill the corresponding position arise if labor legislation, other regulatory legal acts containing labor law norms, or the charter (regulations) of the organization determine the list of positions to be filled by competition, and the procedure for competitive election to these positions.

Thus, if organizations are not subject to the norms of these or other regulatory legal acts, the list of positions and the procedure for holding a competition should be determined in the charter (regulations) of the organization. At the same time, it is not clear what provision is meant: the provision as a constituent document, since by virtue of Art. 52 of the Civil Code of the Russian Federation, a legal entity that is not a commercial organization, in addition to the charter, can act on the basis of a regulation, or a regulation as a local normative act of the organization. If this norm refers to the regulations as a constituent document, then the requirement to have a list and procedure for holding a competition creates certain difficulties for the employer of a commercial organization, since it will be necessary to make appropriate changes to the charter. But if we are guided, for example, by paragraph 3 of Art. 11 of Law N 208-FZ, the charter of a joint-stock company, in addition to the name of the company and its location, must indicate the following information:

V about the type of society (open or closed);

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preferred) shares and types of preferred shares placed

society;

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V on the rights of shareholders - owners of shares of each category (type);

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V about size authorized capital society;

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V on the structure and competence of the company’s management bodies and procedure

their decision-making;

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V on the procedure for preparing and conducting general meeting shareholders;

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V about branches and representative offices;

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V other provisions provided for by this Federal Law and other

federal laws.

Based on this, the charter does not regulate labor relations (with the exception of relations with the head of the company, his formation and the procedure for termination of powers), but determines legal status legal entity and the relationship between the participants and that person.

In addition, the regulation of labor relations is carried out by the Labor Code of the Russian Federation, laws of the Russian Federation and constituent entities of the Russian Federation, decrees of the President of the Russian Federation, decrees of the Government of the Russian Federation, legal acts of executive authorities of constituent entities of the Russian Federation and local governments and other legal acts containing labor law norms, as well as collective contracts, agreements and local regulations containing these standards.

Note. By virtue of Art. 275 of the Labor Code of the Russian Federation, the constituent documents (agreement of the parties) must indicate the validity period of a fixed-term employment contract with the head of the organization. And if the conclusion of an employment contract is preceded by a procedure for holding a competition, election or appointment to a position, it can also be established constituent documents organizations.

The meaning of Art. 18 of the Labor Code of the Russian Federation is that the definition of the list of positions to be filled through a competition and the procedure for competitive election to these positions in the charter (regulations) gives rise to the employer’s obligation to conclude an employment contract with the person who won the competition. This obligation arises for the employer only if the list and procedure for holding a competition are determined by law, another regulatory legal act or the charter (regulations) of the organization.

Thus, the employer can establish a list of positions to be filled and the procedure for holding a competition by any local regulatory act, for example, a regulation on holding a competition approved by order of the manager.

Goals and objectives of competitive selection

So, despite the initial difficulties that the employer will have to face when developing techniques and methods of competitive testing, competitive selection of personnel to fill a vacant position has its advantages over a simple interview. The competition promotes:

Raising the prestige of the position in order to attract the most qualified employee;

Attracting more candidates;

Career growth of employees;

Objectivity in assessing candidates;

Clear organization of the admission process.

The main purpose of the competition is to select candidates most suitable for filling vacant positions corresponding qualification requirements established by the Unified Tariff and Qualification Handbook, job descriptions and competition conditions.

The main objectives of the competition include the formation of a highly professional staffing and improving the selection and placement of personnel. To achieve the set objectives when establishing a competitive procedure, the following are developed:

1. Procedure for notifying about the competition.

2. The procedure for creating and determining the powers of the competition commission.

3. Mechanism and methods of conducting competitive tests.

4. Criteria for evaluating competitors based on the results of the competition.

5. The procedure for informing about the results of the competition.

Procedure for holding the competition

So, a competition for filling positions can be announced in the event of vacancies, the formation of new positions or personnel movements in the absence of a full-fledged reserve. At the same time, the organization may approve a list of employees who have the right to take the initiative to hold a competition (director of the organization, heads of departments, head of the personnel department, head of the branch, etc.).

The competition can be:

Internal - if only employees of the organization can participate in it;

External - only external applicants can take part in it;

Mixed - both participate.

Let's consider an approximate procedure for holding a competition for a commercial organization, using the provisions approved by regulatory legal acts of the Russian Federation.

So, the competition can be divided into several stages.

1. Preparatory stage. The positions for which a competition will be held are determined, an order is issued on holding the competition, the timing of its holding, the composition of the competition commission, and the tasks of the competition commission and the personnel department within the framework of the competition. After issuing the order, the competition commission, together with the personnel department, develops the procedure and criteria for competitive selection. The Commission subsequently acts on the basis of its regulations.

2. Announcement of the competition. At this stage, an announcement about the competition is drawn up, and the question of how to advertise it is decided. The advertisement can be placed on the organization’s website, various websites of vacancies and employment offers for citizens, in periodic printed publications. In addition, the search for candidates can be entrusted to recruitment agencies. If the employer expects employees of the organization to participate in the competition, information about the competition is brought to their attention by posting it on the internal website or in any other way. This work, as a rule, is carried out by the human resources department. The announcement of the competition shall indicate:

Name, location of the organization and brief information about it (type of activity);

Name of the vacant position;

Requirements for the candidate;

Place and time for accepting applications with accompanying documents;

List of attached documents, requirements for their execution;

The period before which documents are accepted;

Date, time, place and procedure for the competition.

Note. The deadline by which documents are collected may not be established. In this case, the acceptance of documents ends when a sufficient number of applicants are recruited.

Documents submitted for participation in the competition include:

Personal Statement;

Personally filled out and signed application form (autobiography);

A copy of the passport or a document replacing it (the corresponding document must be presented in person upon arrival at the competition);

Copies of documents confirming the necessary vocational education, work experience and qualifications;

A copy of the work record;

Copies of documents on professional education, additional professional education, assignment scientific degree and academic title, certified HR services at the place of work (service);

Consent to the processing of personal data.

FYI. Processing of personal data - any action (operation) or set of actions performed with personal data using or without the use of automation tools, including collection, recording, systematization, accumulation, storage, clarification (updating, changing), extraction, use, transfer ( distribution, provision, access), depersonalization, blocking, deletion, destruction. Processing of personal data is carried out with the consent of the subject of this data for their processing (Articles 3, 6 of the Federal Law of July 27, 2006 N 152-FZ “On Personal Data”).

3. Acceptance of competitive applications. Their reception and registration is carried out by personnel department employees. They also provide clarification on the application and accompanying documents, check the correctness of applications and accompanying documents, and provide other assistance. It is necessary to provide each applicant with the opportunity to become familiar with the terms of the employment contract, general information and key performance indicators of the enterprise.

Before the competition, submitted documents are sometimes checked for the accuracy of the information they contain. If circumstances are discovered that prevent the filling of a vacant position, the candidate may be refused participation in the competition. Such circumstances include:

The applicant does not meet the qualification requirements for the vacant position;

Recognition of a candidate as incompetent or partially capable by a court decision that has entered into legal force;

Deprivation of his right to hold positions for which a competition is held;

Presence of a confirmed disease medical report and interfering with the performance of official duties.

If the candidate has not submitted the documents in full or has formatted them incorrectly, he may be given time to correct the errors. Otherwise, he may also be denied participation in the competition.

If, as a result of the third stage of the competition, candidates who meet the qualification requirements for the vacant position were not identified, the employer may decide to hold a repeat competition. If there are two or more candidates admitted to participate in the competition, lists of candidates are formed and all documents are submitted to the competition commission.

Participants of the competition who are admitted to the competition are sent notifications about the date, time and place of the next stage of the competition, and the rest are sent notifications about refusal to participate in the competition.

Note. The commission may also consider documents not included in the list, such as recommendations, testimonials from previous places of work.

4. Conducting a competition. At this stage, the competition commission evaluates professional level candidates, their compliance with qualification requirements. In addition, the candidate’s personal qualities, previous work experience, and professional skills are assessed. The competition may also consist of several stages:

1) analysis of the submitted documents. Source documents make it possible to identify the conformity of education, qualifications, and experience practical work, personal qualities of the candidate requirements;

2) preliminary interview with candidates. As a result, a psychological portrait Each candidate is given an initial assessment of his personality. During the interview, commission members have the right to ask the competition participants any questions related to the new job;

3) conducting testing and performing practical tasks. Candidates are subject to professional and psychological testing based on a pre-prepared list of theoretical questions drawn up in accordance with the qualification requirements for the position and regulations job description. Tests are used to check the level of knowledge and skills, mental abilities, and identify psychological qualities. In addition, candidates may be offered practical tasks such as preparing a report, solving thematic problems;

4) final interview. Its goals are a detailed acquaintance with the personality of the candidate, the motives for his employment, assessment of his abilities and ability to adapt to a new place. During the final interview, members of the commission form a final assessment of the candidate’s professional preparedness, his ability to communicate with people, etc. For their part, candidates have the right to present their concept of activity in the proposed position and justify their preferential right to fill it;

5) making a decision on the candidate’s victory.

Note. When going through competitive procedures, all candidates are provided with equal conditions.

After the final interview, members of the competition committee discuss each candidate and then vote.

A meeting of the competition commission is considered valid if at least 2/3 of the total number of its members is present. Decisions of the commission based on the results of the competition are made by open voting by a simple majority of votes. The candidate who receives the majority of votes is considered the winner of the competition. In case of equality of votes, the vote of the chairman of the competition commission is decisive.

The decision is made by the competition commission and the discussion is held in the absence of the candidate. The Commission may make one of the following decisions - the candidate:

Meets the requirements for appointment to the vacant position;

Does not meet the requirements for filling a vacant position;

Meets the requirements for inclusion in personnel reserve.

The voting results of the competition commission are documented in a protocol kept by the commission secretary and signed by the chairman, deputy chairman, secretary and members of the commission who took part in the meeting.

5. Final stage. Participants of the competition are informed about its results, and labor relations with the winner of the competition are formalized.

Information about the results of the competition is posted on the organization’s website, and candidates who participated in the competition are notified in writing within seven days (another period at the discretion of the employer) about the results of the competition - about victory or about refusal to appoint them to a position and (or) about inclusion in the personnel reserve.

Based on the minutes of the commission meeting, the head of the organization issues an order on hiring and concluding an employment contract with the winner of the competition. If the winning candidate refuses to enter into an employment contract for a vacant position, the commission may offer the position to another candidate who has received greatest number votes. If, as a result of the competition, candidates who fully meet the requirements for the position were not identified, the chairman of the competition commission may decide to hold a repeat competition. Documents of competition participants are returned upon their written application.

If, according to the results of the competition, several contestants received the same number of votes, they are re-discussed and voted on at the same meeting. If, as a result of repeated voting, the votes were distributed in the same way, materials with the voting results are transferred to the head of the organization, who makes the final decision.

Regulations on the competition

So, if an organization hires employees for certain positions based on the results of a competition, the procedure for conducting it should be fixed in the local normative act- position. When developing regulations on holding a competition to fill a vacant position, we propose to include the following sections in this document:

1. General provisions. In this section you can specify:

Goals and objectives of the competition;

Grounds for holding the competition (director’s order);

Employees who have the right to take the initiative to hold a competition.

2. The procedure for the formation and work of the competition commission. Here it is written:

Composition of the commission, its powers;

Powers of the chairman;

3. Preparation for the competition. This section reflects:

List of positions for which a competition is (is not) held;

Methods and timing of posting an announcement about the competition;

List of documents presented by candidates;

Responsibilities of HR department employees (other employees) in preparing the competition.

4. Conducting a competition. Indicated:

Stages of the competition procedure;

Criteria for assessing candidates;

Methods used to test the qualifications and personal qualities of candidates.

5. Final provisions:

The procedure for making a decision by the competition commission;

The procedure for reporting the results;

Method and timing of notification of competitors;

In addition, as appendices to the regulations, you can develop samples of competition documentation: announcements of the competition, applications for participation, notices of participation (refusal to participate) in the competition, questionnaires, resumes, commission minutes, etc.

In conclusion, we note that competitive recruitment of personnel for vacant positions provides greater opportunities in the recruitment process and gives better results compared to conventional recruitment. Therefore, even in a commercial organization, to fill some positions, it is advisable to establish a competitive testing methodology.

L. V. Kurevina

Journal expert

"HR Department

commercial organization"

Signed for seal

List of instructions of the President of the Russian Federation dated May 2, 2012 N Pr-1140, subparagraph “b” of paragraph 1

Pursuant to the instructions of the President of the Russian Federation following a meeting on education issues dated April 19, 2012, the Russian Ministry of Education and Science reports.

In accordance with Article 275 Labor Code The Russian Federation provides for the possibility of establishing a competitive procedure prior to concluding an employment contract with the head of the organization. In this regard, ensuring the transition to a competitive system for selecting managers educational institutions with the public presentation by candidates of general development programs educational institution(hereinafter referred to as the competitive selection system) and the subsequent conclusion of a fixed-term employment contract with the winner of the competition did not require any additions or changes to the legislation of the Russian Federation, including in the field of education.

In accordance with the distribution of powers established by the legislation of the Russian Federation in the field of education, ensuring the transition to a competitive system for selecting heads of state educational institutions is within the competence of executive authorities of the constituent entities of the Russian Federation exercising management in the field of education, and heads of municipal educational institutions are within the competence of local government bodies.

An analysis of information on the execution of the order of the President of the Russian Federation, submitted from 42 constituent entities of the Russian Federation as of September 1, 2012, demonstrates that regulatory legal acts ensuring the transition to a competitive selection system have been adopted in 21 regions.

Taking into account the results of the execution of the order of the President of the Russian Federation, as well as the quality of the documents submitted, the Ministry of Education and Science of Russia recommends that the following be taken into account in the regulatory legal acts regulating the organization and conduct of the competitive selection system:

Allow persons who have passed the appropriate certification established by the legislation of the Russian Federation in the field of education to participate in the competitive selection system;

Set the structure of development programs for educational institutions presented by candidates within the framework of the competitive selection system;

Prescribe criteria for evaluating development programs of a general education institution.

In order of delivery methodological assistance The Ministry of Education and Science of Russia sends information about organizing a competition to fill the vacant position of the head of a state (municipal) educational institution.

Application

Approximate position
on the organization and conduct of a competition to fill the vacant position of head of a state (municipal) educational institution

I. General provisions

1. These Regulations, in accordance with the Law of the Russian Federation “On Education” and Article 275 of the Labor Code of the Russian Federation, determine the procedure for organizing and conducting a competition to fill the vacant position of the head of a state (municipal) educational institution (hereinafter referred to as the Competition).

2. The competition is held in order to improve the assessment of professional competencies and personal qualities candidates to fill the vacant position of head of a state (municipal) educational institution (hereinafter referred to as the Candidates) as part of the selection and placement of personnel in the general education system, their compliance job responsibilities, assigned to the position of "manager".

3. The organization and conduct of the Competition is carried out by the founder of the state (municipal) educational institution.

4. Citizens of the Russian Federation who speak the state language of the Russian Federation and meet the qualification requirements for the vacant position of head of an educational institution, established by order of the Ministry of Health and social development Russian Federation dated August 26, 2010 N 761n “On approval of the Unified qualification directory positions of managers, specialists and employees, section "Qualification characteristics of positions of educational workers", who have passed the appropriate certification established by the legislation of the Russian Federation in the field of education, and have submitted documents in accordance with the requirements of these Regulations.

II. Procedure for organizing the Competition

5. The decision to organize the Competition is made by the founder of the state (municipal) general education institution (hereinafter referred to as the Competition Organizer) if there is a vacant (unfilled) position of the head of the state (municipal) general education institution (hereinafter referred to as the general education institution), provided for by the staffing schedule of the general education institution.

6. The competition organizer performs the following functions:

Forms a competition commission for holding the Competition (hereinafter referred to as the Competition Commission) and approves its composition;

Places an information message about the Competition on its official website on the Internet 30 days before the announced date of the Competition;

Accepts applications from Candidates, keeps records of them in the registration log;

Checks the correctness of Candidates’ applications and the list of documents attached to them;

Organizes an independent examination of development programs of educational institutions (hereinafter referred to as the Programs) submitted by Candidates by posting them on its official website on the Internet;

Transfers to the Competition Commission the received applications of Candidates with the documents attached to them after the deadline for accepting competition documents.

7. The information message of the Competition Organizer about the Competition must include:

Name, main characteristics and information about the location of the educational institution;

Requirements for the candidate;

Date and time (hour, minutes) of the beginning and end of accepting applications from Candidates with the documents attached to them;

Address of the place where applications and documents of Candidates are accepted;

List of documents submitted by Candidates to participate in the Competition and requirements for their execution;

Date, time and place of the Competition, indicating the start time of the Competition Committee and summing up the results of the Competition;

The address at which Candidates can familiarize themselves with other information, and the procedure for familiarizing themselves with this information;

The procedure for determining the winner;

Method of notifying the participants of the Competition and its winner about the results of the Competition;

Basic terms of the employment contract with the winner of the Competition;

Other provisions containing requirements for Candidates, provided for by law Russian Federation.

8. The competition commission, consisting of the chairman of the commission, deputy chairman, secretary and members of the commission, is formed from among representatives of the founder of the educational institution, self-government bodies of the educational institution, including the parent committee, experts in the field of educational management independent from the Competition Organizer.

The personal composition of the Competition Committee is approved by order of the Competition Organizer.

The organization of the work of the Competition Committee is carried out by the secretary. The Secretary of the Competition Commission prepares materials for the meeting of the Competition Commission required for the meeting technical equipment, notifies the members of the Competition Commission about the date, time and place of the meeting, participates in its meetings without the right to vote.

The meeting of the Competition Commission is chaired by the chairman, and in his absence - by the deputy chairman.

The competition commission is authorized to resolve issues within its competence, provided for by these Regulations, if at least two-thirds of its members are present at the meeting.

9. To participate in the Competition, Candidates submit the following documents to the Competition Organizer within the prescribed period:

Application in the prescribed form;

Personal personnel record sheet, photograph 3x4 cm;

A duly certified copy of the work book;

Copies of documents on professional education, additional professional education;

A personally certified development program for a general education institution;

Letter of motivation for filling a vacant position as head of a general education institution;

Consent to the processing of personal data;

A certificate of the presence (absence) of a criminal record, including expunged and withdrawn, and (or) the fact of criminal prosecution or the termination of criminal prosecution;

Medical certificate in the form established by law;

Other documents provided for in the information message.

A passport or other identification document must be presented in person at a meeting of the Competition Committee.

Late submission of documents, their submission not in full or in violation of the rules of registration are grounds for refusing to accept them to a citizen.

10. The development program of the Candidate’s general education institution (hereinafter referred to as the Program) must contain the following sections:

Information and analytical certificate about the educational institution (current status);

The purpose and objectives of the Program (image of the future state of the educational institution);

Description of the expected results of the Program implementation, their quantitative and qualitative indicators;

Schedule of program measures, actions, activities that ensure the development of an educational institution, taking into account their resource support (financial and economic, personnel, information, scientific and methodological);

Applications to the Program (if necessary).

11. At the end of the deadline for accepting documents from Candidates, the Competition Organizer checks the submitted documents for completeness and accuracy and makes a decision on their admission to participation in the Competition.

12. A candidate is not allowed to participate in the Competition if:

The submitted documents do not confirm the Candidate’s right to hold the position of head of a general education institution in accordance with the legislation of the Russian Federation and these Regulations;

Not all documents according to the list specified in the information message have been submitted, or they are executed improperly, or do not comply with the terms of the Competition or the requirements of the legislation of the Russian Federation.

13. The decision of the Competition Organizer on admission or refusal of admission of the Candidate to participate in the Competition is documented in a protocol.

14. The Organizer of the Competition notifies the Candidate in writing about the admission or refusal of admission of the Candidate to participate in the Competition.

If the Competition Organizer makes a decision to refuse to allow a candidate to participate in the Competition, the notification shall indicate the reasons for such refusal.

15. If by the end of the deadline for accepting competitive documents no applications have been received, the Competition Organizer has the right to make a decision:

On declaring the Competition invalid;

On postponing the date of the Competition by no more than 30 days and extending the deadline for accepting applications.

III. Procedure for the Competition

16. The competition is held in person in one stage and consists of an interview and presentation of the Program.

17. Expenses associated with participation in the Competition (travel to and from the Competition venue, rental of residential premises, accommodation, use of communication services, etc.) are borne by the Candidates at their own expense.

18. Personal and business qualities Candidates and their ability to manage the institution on any issues within the competence of the head are assessed by the Competition Commission using a point system with the results entered into the evaluation sheet.

19. Candidates’ programs are assessed by the Competition Committee according to the following criteria:

Relevance (focus on solving key problems in the development of an educational institution);

Predictiveness (focus on meeting “tomorrow’s” social order for education and school management and taking into account changes in the social situation);

Efficiency (focus on the maximum possible results with rational use of available resources);

Realism (compliance with the required and available material, technical and time resources);

Completeness and integrity of the Program (presence of a systemic image of the school, educational process, displaying all directions of development in a complex);

Elaboration (detailed and detailed study of all steps of the Program);

Manageability (developed mechanism for management support of the Program implementation);

Controllability (availability of the maximum possible set of indicative indicators);

Social openness (availability of mechanisms for informing work participants and social partners);

Culture of the Program design (unity of content and external form of the Program, use of modern technical means).

Candidates' programs are evaluated by the Competition Committee taking into account the results independent examination according to a point system with the results entered into a score sheet.

20. The winner of the competition is the participant who scores the maximum number of points.

If the total points of the Competition participants are equal, the decision on the winner of the Competition is made by the Chairman of the Competition Committee.

21. The results of the Competition are entered into the minutes of the meeting of the Competition Committee in the form of a rating of the participants of the Competition based on the amount of points scored.

The minutes of the meeting of the Competition Commission are signed by all its members present at the meeting.

The minutes of the meeting of the Competition Committee are transferred to the Competition Organizer on the day of the Competition.

22. Organizer of the Competition:

Within five days from the date of determining the winner of the Competition, informs the participants of the Competition in writing about its results;

Within five days from the date of determining the winner of the Competition, publishes an information message about the results of the Competition on its official website;

Appoints the head of the institution to the position, concluding a fixed-term employment contract with him;

Approves the Program of the winner of the Competition;

The right to include in the personnel reserve of managers of the general education system a participant in the Competition who did not win, but scored a high number of points during the competitive test.

23. If the winner of the Competition refuses to conclude a fixed-term employment contract, the Competition Organizer has the right;

Announce a repeat Competition;

Conclude a fixed-term employment contract with the Contest participant who took second place in the ranking.

24. Documents of Candidates not allowed to participate in the Competition and Candidates who participated in the Competition may be returned to them upon written application within three years from the date of completion of the competition. Until the expiration of this period, the documents are stored in the archives of the Competition Organizer, after which they are subject to destruction.

Document overview

Heads of general education institutions must be selected on a competitive basis. Candidates present the institution's development program. A fixed-term employment contract is concluded with the winner of the competition.

Regions must adopt regulations ensuring the transition to a competitive selection system. They recommend taking into account the following. Persons who have passed the appropriate certification are allowed to participate in the competition. It is necessary to set the structure of the development programs of a general education institution presented by candidates. The acts should specify the criteria by which such programs are evaluated.

An approximate provision on the organization and conduct of a competition to fill the vacant position of the head of a state (municipal) educational institution is given.

The purpose of the competition is to improve the assessment of the professional competence and personal qualities of candidates for the vacant position of head of a general education institution.

Russian citizens who speak the state language and meet the qualification requirements for the vacant position of head of an educational institution are allowed to participate in the competition.

The candidate submits an application, a personal personnel record sheet, copies of the work record book and documents on vocational education, a development program for a general education institution, etc.

The competition is held in person in stage I and consists of an interview and presentation of the program. The winner is the participant who scores the maximum number of points.