Mr. Lev Lovat, Deputy Director of Administrative Department, Rosstat

1. Educational System of the Official Statistics in the Russian Federation: new methods and approaches Mr. Lev Lovat, Deputy Director of Administrative Department, Rosstat

2. Components of Strategy on Personnel Policy • High quality selection of employees and efficient use of their potential; • Development and implementation of the program on adaptation, motivation and rating of personnel; • Career planning and personnel promotion; • Formation and training of the personnel reserve.

3. Legal Base for Training, Vocational Training and Advance Training of Civil Servants • Federal Law on “State Civil Service in Russian Federation” of 27 June 2004; • Decree of the President of the Russian Federation “On additional professional education of civil servants of the Russian Federation” of 28 December 2006; • Resolution of the Government of the Russian Federation of 6 May 2008 “On Approval of State Requirements to Vocational Training, Advanced Training and Practical Training of Civil Servants of the Russian Federation”.

4. Strategic Goals of Educational System in Rosstat • development of permanent vocational training system as concurrent and integral part of personnel policy; • maintenance of advanced approach to training taking into account prospects of state statistics development, sophistication of functions and aims of statistical authorities, introduction of new innovative technologies and scientific achievements; • support of permanent and obligatory effect of vocational training for all state statisticians with close connection to career promotion and material remuneration;

5. Strategic Goals of Educational System in Rosstat (cont.) • compliance with state educational standards and rules of strict targeted approach of training; • organization of training process basing on wide use of R&D elements and modern practice of public management; • strengthening of unified methodological management and coordination within the system as a whole; • wide use of domestic and foreign experience in training of state statisticians.

6. Coordination of Target-oriented Contractual Training in Rosstat • extra professional training; • vocational training; • advanced training; • practical training (probation).

7. Reasons for Vocational Training of Civil Servant • new position; • inclusion to personnel reserve; • results of civil servant personnel appraisal.

8. System of Continuous Training and Self-Education in Rosstat Self-educationand publicactivity (participating intheworkshopsand meetings) Professional Retraining System of the Productive-Economic Education Training of the Personnel Reserve Advanced Training Interactive Education on Statistics and IT Short-term education on focused topics Tutorship and work with trainee Vocational training on the basis of career path Theoretical and practical courses with personnel reserve and Directors of Departments Training on basis of government service

9. Goals and Tasks Are to Attain in Educational and Training Processes of Personnel Reserve • timely meeting of needs in state civil servants’ personnel; • qualitative selection and task-oriented training of state civil servants for promotion to higher ranked positions of state civil service; • fit check of state civil servant, enrolled in personnel reserve, to perform duties on state civil position of higher rank federal state service; • shortening of adaptation period for state civil servants, reappointed from personnel reserve to higher ranked positions of federal state service; • increase of professionalism, business activity and improvement of qualitative structure of state civil servants.

10. Work with Young Specialists • attracting andkeeping of young qualified personnel in organization, • help in involving to office environment • assistance in professional growth, acquaintance and acceptance of corporate culture, • creation of conditions for productive work and rest.

11. Adaptation List of the Young Specialist • ADAPTATION LIST OF THE EXPERT • Full name ________________________________________________________ • Department • Post • Name of the Director of Department ____________________________________________ • Employment date • Experience (years) • Have the following papers been given: • Job Description • Description on Department • Collection of requirements on registration of information publications • Collection of the legal acts regulating official state statistics • Description on order of the organization and work on protection of the confidential information • Description on access control • Description on labour protection and fire safety • Plan of work of the Department • Instructions on filling in of the forms • Work place: • Office equipment: • For the adaptation purpose specialist in charge of: • Full name _________________________________________________________ • Post • Division • Given tasks: • ________________________________________________________________ • date________________________________________________________________ • date________________________________________________________________ • date_______________________ • Level of the professional skills: • ________________________________________________________________ • Necessity of the additional training (if yes, in which field of knowledge) • ________________________________________________________________ • Personal opinion on business and individual characteristics of the expert • Director_____________________________________________________

12. Quality of the statistics is quality of the personnel in statistics. Personnel Policy: • Continuous qualitative education, • Modern soft- and hardware, • Formation of the corporative culture, • Social safety.

13. Thank you very much for your attention!

14. Geneva September 2010