The director of a municipal institution is a municipal employee

general characteristics

State and municipal service positions are provided for in federal, regional and local authorities, and in the offices of election commissions. These structures are formed on the basis of the provisions of the statutes of the Moscow Region and the legislation of the constituent entities of the Russian Federation. Municipal service positions are established to perform a specific range of duties. They are connected by ensuring that government bodies and election commissions exercise their powers. The basis for the introduction of posts is the register of municipal service positions. Their names are used when creating staffing schedules.

Is the principal of a secondary school a public servant?

The director of a municipal school is not a state civil servant.

01 June 2020, 07:47 Was the lawyer’s response helpful? + 0 — 0 Collapse All legal services in Moscow Best price guarantee - we negotiate with lawyers in every city on the best price.

1. Lawyer, Mr.
2. Lawyer, Kaluga Chat Hello, Ivan! Civil servants work in authorities at the regional level (regional administration, regional Duma, regional ministries), a school does not belong to the authorities, a school is an educational institution (which can be a state educational institution or municipal educational institution). To make sure that the director is not a civil servant, it is enough to open the register of state civil service positions, approved by Decree of the Governor of the Sverdlovsk Region dated May 5, 2005 No. 281-UG. 01 June 2020, 08:34 Was the lawyer’s answer helpful? + 0 — 0 Collapse

Classification

The list of municipal service positions includes:

1. Leaders. They form the highest command staff. It includes directly the heads of the Ministry of Defense, self-government bodies and other government structures, as well as their deputies.
2. Advisors (assistants). These positions of municipal employees are established for specific terms. They coincide with the period of performance of duties of the persons whose work is supported by assistants.
3. Specialists. These positions of municipal employees are established for documentation, information, organizational, economic, financial-economic, professional and other support for the activities of self-government bodies and election commissions. Specialists are appointed without a term limit. The register of municipal service positions includes their division into senior, junior and leading.
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The head of a kindergarten must know: - priority directions for the development of the educational system of the Russian Federation; - the Constitution of the Russian Federation, laws and other regulatory legal acts regulating educational, physical culture and sports activities; - the Convention on the Rights of the Child; - pedagogy; - achievements of modern psychological and pedagogical science and practices; - education program in kindergarten; - preschool pedagogy and psychology; - psychology; - basics of physiology, hygiene; - theory and methods of managing educational systems; - modern pedagogical technologies of productive, differentiated teaching, implementation of a competency-based approach, developmental education; - methods persuasion, argumentation of one’s position, establishing contacts with students (pupils, children) of different ages, their parents (persons replacing them), work colleagues; - technologies for diagnosing the causes of conflict situations,

Description of categories

Leadership positions in the municipal service are divided into the following categories:

1. Presenters. These include deputy chairmen of committees, heads of departments and departments of the Ministry of Defense. Leading positions are also heads of departments and sectors.
2. The main ones. These include first deputy heads, heads of administrations, managers of the affairs of the Moscow Region, heads of self-government bodies, chairmen of control and accounting structures, as well as heads of departments and their deputies.
3. Senior management positions in the Ministry of Defense.

Specialists, as stated above, can be:

1. Leading. These are consultants.
2. Seniors. They are the main and leading specialists.
3. Younger. They are specialists of the 1st, 2nd categories, as well as those without a category.

If a citizen holds the position of a specialist and simultaneously performs the functions of a chief accountant or his deputy, a double title of the post is allowed.

Education

Filling a vacant municipal service position is permitted by a person who has:

1. For senior and main positions - higher education in the relevant specialization. It is allowed to have a higher professional education in the field of “state and municipal management”. Similar or equivalent education is recommended for senior and key employees.
2. For junior employees - a professional s/o specializing in municipal positions or equivalent.

Are the heads of clinics and medical clinics civil servants?

“On the State Civil Service of the Russian Federation” Article 1. Basic terms For the purposes of this Federal Law, the terms used mean: 1) public positions of the Russian Federation and public positions of the constituent entities of the Russian Federation (hereinafter also referred to as public positions) - positions established by the Constitution of the Russian Federation, federal laws for the direct execution of the powers of federal state bodies, and positions established by the constitutions (charters), laws of the constituent entities of the Russian Federation for the direct execution of the powers of state bodies of the constituent entities of the Russian Federation; Read the information https://ppt.ru/art/gos-slujba"> Ask lawyers Send Similar questions Irina Viktorovna About positions

Transfer of employees

According to the provisions of Art. 72.1 of the Labor Code it can be permanent or temporary. In the first case, the employee’s written consent is required. After receiving it, an agreement to the main contract is drawn up. In accordance with it, a transfer order is issued. An employee may be promoted or demoted. The latter is carried out based on the results of certification. In this case, the employee’s consent is also required. If the employee does not give it, the employer has the right to dismiss him within 1 month from the date of receipt of the certification results. After the expiration of the specified period, termination of the contract with the employee, as well as his demotion in position, is not allowed. A temporary transfer can be made without the employee’s consent. However, in this case, the employee retains his previous position and place of activity. An entry is not made in the work book, but a corresponding order is issued. The basis for its approval are documents confirming the need for temporary transfer.

Nuance

If the temporary transfer of an employee has become permanent, a corresponding order is issued. Based on it, an entry is made into the labor record. In this case, the date indicated is the one from which the temporary transfer was made. Quite often in practice the question arises: is it permissible to transfer an employee who is not a municipal employee to such a position for a certain period? In this case, you should refer to the legislation. In Art. 72.2 of the Labor Code and Federal Law No. 25 does not provide for any restrictions on filling municipal service positions during the absence of the main employee. However, certain conditions must be met. In particular, it is necessary to take into account the requirements for municipal service positions provided for in the laws of the constituent entities of the Russian Federation.

What is the difference between a public sector employee and a civil servant?

And at the same time the USSR was called a bureaucratic state.

Draw your own conclusions. But it's not only that. The number of officials in modern Russia tends to multiply. If in the USSR there was somehow a reduction in officials, then in Russia the authorities chatter about this in the media, but in reality there is only growth.

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Now look at the facts, maybe you will be horrified?

The total population of Russia, according to the latest information, is approximately 132,000,000 people. Of these, 81% (106,920,000) live in cities and urban-type settlements, with: 12,769,000 in Moscow, 7,980,000 in the Moscow region, 6,897,000 in St. Petersburg, 3,350,000 in the Leningrad region.

(including temporary registrations and work permits for foreign migrants) Of the total population: 61% are people of retirement and pre-retirement age - 80,520,000 army personnel, including contract soldiers, conscripts,

Divisions

Non-separate structures are being formed in municipal bodies. The process of their formation is regulated by the legal acts of the Moscow Region. The self-government bodies in which municipal employees work are district and city administrations. The structure of the latter is quite complex and has a number of features. Together with the head of the administration and his deputies, it includes:

1. Sectors and departments.
2. Industry bodies. These structural divisions are given the status of a legal entity, have an independent balance sheet, a round seal and a bank account. Industry bodies include various departments, committees and managements.
3. Territorial structures. They are the administrations of city districts. These structures also act as legal entities. They operate in accordance with the charters and regulations approved by the city administration.

Territorial and sectoral bodies also have their own divisions. For example, the Education Department may have departments for legal and personnel support, protection of the rights of minors, and so on. The industry body is led by the head of the department (administration). He is appointed to the position and dismissed from it by decision of the head of the administration. The head of an industry body represents the interests of the department (administration) without a power of attorney, hires and fires employees, approves instructions, regulations on departments, and staffing. The charter also provides for other duties for this employee. The work of district administrations is managed on the principles of unity of command. Their heads act as leaders. At the same time, they are deputies to the highest official of the city administration. Accordingly, the latter appoints managers to their posts.

Head of a municipality: important nuances about the position

Such an official, as the head, must be present in every municipal entity existing on the territory of our country.

It must be taken into account that the person holding the designated post does not have the opportunity to simultaneously apply for the position of head of education, as well as a leading person in the local administration. The only exception to the required rule is the case when a rural settlement is a municipal entity, within which the official we are interested in must combine work in the two above-mentioned positions.

A great responsibility lies on the shoulders of the head of a municipality, and therefore just anyone cannot become one. Only the most prepared and responsible can apply for this post

The procedure within which it is determined who will occupy the position of head of a municipality is determined directly by the legislation on elections of the municipal category. Thus, candidates can:

• be nominated by deputies (in this case, only one citizen can be nominated as a candidate);
• move forward on your own.

If a deputy who was nominated for a post by other persons does not want to hold it, he can independently refuse it by submitting an appropriate application, which, according to the law, will be accepted without initiating additional discussions or voting.

Excerpt from Federal Law No. 131, Article 36. Head of a municipality

Those same candidates who are satisfied with their potential appointment will subsequently have to speak at a meeting of the State Duma, presenting within its framework the program of work ahead of them.

Provided that after listening and watching, the members of the meeting decide to elect a specific person as the head of the city, they must give more of the available votes for him. There is a certain minimum of these, and if not one of the citizens appearing before the public does not reach it, therefore, new elections will be initiated, within the framework of which candidates will be re-nominated.

If a group of deputies nominates a candidate, they can nominate only one citizen for consideration.

Transfer of an employee to another department

Taking into account the structure of the city administration, the following conclusion can be formulated. When transferring a municipal employee from one division to another to the same position within a single industry body, his consent is not requested. In this case, there is a movement of the employee, for which an appropriate order is issued. If a transfer is made from one industry structure to another, then the contract with the previous employer is terminated and it is concluded with a new one. This is due to the fact that different bodies act as separate legal entities. Accordingly, the provisions of Art. 72.1 in part 2 of the Labor Code. A transfer of this kind is made with the written consent or request of the employee.

Does the profession of a kindergarten teacher belong to civil servants?

Children do not go because they are sick.

The director carries out his activities on the basis of a regular employment contract.

lawyer: Fokin A.A. status: issue resolved question: Hello, I worked as a methodologist in additional education for children for 19 years, 5 years as a kindergarten teacher, 1 year as a sports methodologist in the trade union committee of the Mining and Processing Plant.

Is this legal? Thank you in advance!

Can I go on superannuation?

I read that law 173 was changing.

lawyer: Ilyin N.A. status: clarification required question: Am I entitled by law (I am a kindergarten teacher) to full (42 days) paid leave, from 15.

07. 2013 to 26. 08. 2013 if I work in this organization (MBDOU) from 3.

09. 2012? The manager only gives leave for 28 days, is this legal?

lawyer: Sokolov P.N. status: pending question: I have been working as a teacher in Atkarsk for 2 years, and it seems they are deceiving us with our salaries.

I would like to know the exact

Special cases

The Labor Code provides for circumstances in the presence of which the employer is obliged to transfer a municipal employee to another position. The first basis is the employee’s health status. According to Art. 73 of the Labor Code of the Russian Federation, an employee who needs to be transferred to another position due to a medical report, with his written consent, must be transferred by the employer to another job that is not contraindicated for him. One nuance needs to be taken into account here. If an employee needs a temporary transfer (for a period of 2-4 months), he refuses to be transferred to another job permanently, or the employer does not have an appropriate position, the employer is obliged to suspend him from activity for the entire period determined by the medical report while retaining his position .

Another reason is a change in technological or organizational working conditions. Employees are notified about them at least 2 months before they start. If, during a structural reorganization or for other reasons, the conditions determined by the parties cannot remain the same, they are permitted to change at the initiative of the employer. Adjustment of the labor functions of employees is not allowed. Employees may express disagreement with the new conditions. In this case, the employer must offer them a transfer.

The next ground concerns the reinstatement of a person who previously held it in office. It is carried out by decision of the state labor inspectorate or court. Accordingly, the employee who filled the position of this entity should be offered a transfer.

Another reason is the conclusion of an agreement in violation of the restrictions provided for in the Labor Code or other federal law. If it was the fault of the employee, the employer should not offer him another position.

Restrictions and prohibitions

This official also has a number of restrictions, as well as prohibitions and responsibilities that, due to his position, he has to take into account.

Thus, the activities of the head of a locality can be controlled by:

• local population;
• body of a municipal formation of a representative category.

The report will have to be provided annually, both on the work done and on its results.

If the person heads the local administration, then he will need to answer to the same institution, as well as other structures subordinate to it, in particular also regarding issues that were put on the agenda by the representative body.

Do not forget that representatives of this position are accountable officials, they must annually speak publicly about the work they have done and its results

Early termination of the powers of the person we are interested in is possible. So, for example, in the case:

• his untimely death;
• resigning at your own request;
• removal from resignation;
• removal from office;
• a person obtains the status of incapacitated or partially capable;
• recognition of a person by the court as missing or deceased;
• entry into force of a conviction against this person;
• departure for permanent residence in another country;
• loss of citizenship of Russia and a foreign state that is an ally of our country;
• voter recall;
• achieving a dangerous health condition in which it is impossible to carry out the activity in question, etc.

There are many reasons for the head of a municipality to terminate his work early

Administrative punishment

The legislation provides for liability for employees who violate the requirements of the standards. Some types of punishment preclude employees from continuing their previous activities. It is worth noting that Part 1 of Article 19 of Federal Law No. 25 provides a special basis for terminating an employment relationship with an employee. This is the disqualification of the employee. This law does not provide for the transfer of an employee to another job when this punishment is imposed on him. This issue has not been settled normatively. In this regard, according to experts, if an employee has been disqualified, the employer is obliged to offer him another position, but not related to the municipal service. If there are no other options for involving a citizen in an institution or he does not agree with such a transfer, the manager has the right to terminate the contract.

Can relatives work under a manager?

Corruption will also be the commission of these acts on behalf of or in the interests of a legal entity. Below I quote Art. 10 and 11 of this Law, but, I repeat, it is applicable if the kindergarten is not an LLC. not a closed joint stock company, but is under municipal subordination.

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Federal Law of the Russian Federation of December 25, 2008

N 273-FZ “On Combating Corruption” Published in the Russian newspaper on December 30, 2008 Adopted by the State Duma on December 19, 2008 Approved by the Federation Council on December 22, 2008 This Federal Law establishes the basic principles of combating corruption, the legal and organizational framework for preventing corruption and combating it, minimizing and (or) eliminating the consequences of corruption offenses.

Article 1. Basic concepts used in this Federal Law For the purposes of this Federal Law, the following basic concepts are used: 1) corruption:

Additionally

Law No. 25-FZ allows for the admission of citizens to the municipal service to fill relevant positions based on the results of a competition. The conditions for their conduct are determined by regional and federal regulations. Requirements for candidates are established in accordance with the specifics of activities, categories and groups of positions. However, many local regulations provide for restrictions. In particular, it is established that when employees are transferred to another job, which is related to the implementation of organizational and staffing measures to abolish or liquidate self-government bodies, reduce the number of employees, change the staffing table or structure, or due to health conditions, a competition is not held.

Peculiarities of labor activity of employees of local self-government bodies in the Russian Federation

A special specific area of ​​human activity is the labor activity of workers employed in local governments. At its core, this is management work aimed at solving problems that are assigned to a specific management body and are documented by legislation or regulation.

To implement these tasks, the focused work of the employees of the apparatus of the relevant management body is required, organized in such a way that each employee (head of a structural unit, specialist) contributes to their solution in accordance with his role and status. At the same time, the main result of workers’ work is a management decision, made, as a rule, in the form of a specific document [11].

The degree of involvement of various categories of local government employees in the development, adoption and implementation of decisions depends on the specific actions that they perform in the management process. Based on the content and nature of the functions performed, the following categories of employees are distinguished: managers, specialists and other employees (performers), which are presented in Table 1.

Table 1

The essence of labor activity of certain categories of employees

Existing differences in the content of the work of municipal employees require a different approach to regulating the labor activities of each category of these workers. Regulation is a means of organizing management processes through which a local government body and its divisions function as a system focused on certain results in the development and implementation of municipal policy. The principle of regulation means the establishment and strict observance of certain rules, regulations, instructions, instructions, standards, in accordance with which the activities of personnel in management bodies are carried out.

It should be noted that most of the personnel of local government bodies belong to the category of municipal employees and, therefore, the regulation of their activities must be given great importance. It seems appropriate to clarify the concept of a municipal employee within the framework of the problem posed [14].

In accordance with Article 7 of the Federal Law “On Municipal Service in the Russian Federation”, a municipal employee is a citizen of the Russian Federation who has reached the age of 18 years, performing, in the manner determined by the charter of the municipal entity in accordance with federal laws and the laws of the constituent entity of the Russian Federation, the duties of a municipal position municipal service for monetary compensation paid from the local budget [7]. Persons performing technical support for the activities of local government bodies are not municipal employees.

Municipal service is a professional activity that is carried out on an ongoing basis in a municipal position that is not elective [5].

We can highlight the following main features inherent in the municipal service, regardless of the subject of the Russian Federation [4]:

1. Municipal service is a professional activity, the right to which a citizen has in accordance with the qualifications specified in the document on primary, secondary or higher professional education. A citizen applying for the position of a municipal employee must have a level of professional education that meets the qualification requirements for a specific municipal position. To do this, he must have documents confirming his qualifications. These can be educational diplomas, professional retraining diplomas, certificates or certificates of advanced training.

2. Municipal service - activities on an ongoing basis. This means that the relationship between the local government and the employee is based on the contract of employment. By introducing the wording “permanent basis,” legislators sought to emphasize that this is not an activity to fulfill a single duty, the fulfillment of which terminates the relationship between the local government body and the citizen. At the same time, a “permanent basis” should not be understood only as a job “for life”, indefinitely. Professional activities on an ongoing basis require payment. Accordingly, municipal service is a paid activity. Salaries of municipal employees are paid from local budget funds.

3. The essence of the municipal service is to ensure the implementation of the powers of local government bodies and local government officials.

4. The basis of the municipal service is the principle of filling a municipal position that is not elective. Municipal positions are divided as follows: 1) elective municipal positions, replaced as a result of municipal elections; 2) positions filled on the basis of decisions of a representative or other elected body of local self-government in relation to persons elected to the said bodies as a result of municipal elections; 3) municipal positions filled by concluding an employment contract [12].

5. Municipal service is an activity in local government bodies, formed in accordance with the charters of municipalities, financed from the local budget and endowed with powers to resolve issues of local importance.

Based on the content of Article 6 of the federal law “On the general principles of organizing local self-government in the Russian Federation,” the following areas can be identified (see Table 2) in which the municipal service is obliged to ensure resolution of issues of local importance.

table 2

Main areas of activity of the municipal service [8]

These powers determine the main directions of activity of the municipal service, that is, they form its functions. It is necessary to highlight the following main functions of the municipal service, presented in Table 3.

Table 3

Basic management functions of municipal employees [9]

The main features of the municipal service make it possible to define it as a professional activity to ensure the implementation of the powers of local government bodies and officials, carried out on an ongoing basis in non-elected municipal positions in local government bodies formed in accordance with the charters of municipalities financed from local funds. budget and empowered to resolve issues of local importance [2].

A municipal position of a municipal service is a position filled by concluding an employment contract in a local government body formed in accordance with the charter of a municipal entity, with an established range of responsibilities for the execution and provision of the powers of this body and responsibility for the performance of these duties and established in accordance with the register of municipal municipal service positions approved by the law of the constituent entity of the Russian Federation [7].

The categories of municipal positions and the essential content of these categories can be grouped into the following table (See Table 4).

Table 4

Categories of municipal positions
[1]

Municipal positions of the municipal service are also divided into groups. According to federal legislation and the legislation of the constituent entities of the federation, municipal positions of the municipal service are divided into the following groups: 1st group - junior positions; 2nd group – senior positions; 3rd group – leading positions; 4th group – main positions and 5th group – senior positions [7]. Which group and category a particular municipal position belongs to is determined by the register of municipal positions of the municipal service of a particular subject of the Russian Federation.

Depending on the characteristics of the municipal position of the municipal service and the powers of the relevant local government bodies, basic professional and qualification requirements for municipal employees are established.

The main professional qualities of an employee are: loyalty to the Constitution of the Russian Federation, professionalism and competence, morality. Among these qualities, the concepts of “professionalism” and “competence” are the least clear in modern conditions. The relationship between the concepts of “professionalism” and “competence” acts as a relationship between the content and qualitative characteristics of professional activity [5].

Professionalism reflects a high degree of mastery of professional knowledge, skills and abilities. The professionalism of municipal employees implies knowledge of the general characteristics of a certain area in the management of which he participates, the characteristics of this area, its special functions and tasks. Professionalism is also manifested in the analysis of problems, setting strategic and tactical tasks, and in practical activities to implement management decisions.

A sign of the professionalism of a municipal service is the high social efficiency of its activities, based on a scientific model of organization, a sufficient legal and financial framework and the professionalism of municipal employees [6].

The practical implementation of professional abilities and business qualities of a local government employee is competence. It is necessary to clarify that competence comes from the legal concept of “competence” - the range of powers of a body or official that determines its place in the general system of local governments [10]. Based on this, competence means the compliance of a person occupying a certain position with the powers granted to him, the tasks assigned to him, and the responsibilities assigned to him.

Thus, the professionalism and competence of a municipal employee presupposes in their activities:

a) availability of the necessary education;

b) availability of the necessary length of service and experience;

c) practical knowledge of the employee’s business;

d) knowledge of the management structure of the municipal service, patterns of official relationships;

e) regular and high-quality performance of functions by employees, consistent solution of tasks assigned to them;

f) continuous improvement of the employee’s professionalism (upgrading qualifications, obtaining additional education, etc.).

The identified signs of competence and professionalism determine the existing qualification requirements for employees of local government bodies, established for the corresponding position of the municipal service. Qualification requirements prescribe the compliance of an employee’s training with the functions and powers established for a given municipal position in accordance with job descriptions. The basic criteria for qualification requirements include: level of professional education; length of service and work experience in the specialty; the level of knowledge of the Constitution of the Russian Federation, the current legislation of the Russian Federation and the legislation of the constituent entity of the Russian Federation, the charter of a municipal entity and other regulatory legal acts of local government bodies in relation to the performance of relevant official duties [15].

Existing qualification requirements that are necessary to perform the official duties of a municipal employee are established by the legislation of the constituent entity of the Russian Federation, as well as regulatory legal acts of local government bodies.

An analysis of the legislation of the constituent entities of the Russian Federation allows us to identify two main ways of presenting qualification requirements for municipal employees holding various municipal positions, based on the classification of municipal service positions [13]:

— with a division of criteria into requirements for experience and education, where the requirements for both the level of education and experience for each category and group of positions are divided according to criteria;

- comprehensive, if the requirements outlined above are stated in general.

When performing their official duties, municipal employees must be guided by job descriptions and the interests of the local community [3]. In order to avoid the possibility of creating any personal interest in making a particular decision, the current Federal Law “On Municipal Service in the Russian Federation” of March 2, 2007 establishes restrictions due to the status of a municipal employee.

In particular, a municipal employee is prohibited [7]:

— engage in other paid activities, except for teaching, scientific and other creative activities;

— engage in entrepreneurial activity personally or through proxies;

- be a member of the management body of a commercial organization, unless otherwise provided by law or if, in the manner established by the charter of a municipal entity in accordance with federal laws and the laws of a constituent entity of the Russian Federation, he is not assigned to participate in the management of this organization of a municipal employee;

— to form structures of political parties, religious and other public associations, with the exception of trade unions, in local government bodies;

— to be a deputy of the State Duma of the Federal Assembly of the Russian Federation, a deputy of the legislative body of a constituent entity of the Russian Federation, a deputy of a representative body of local government, an elected official of local government.

Thus, the work of municipal employees, being a specific area of ​​human activity, is aimed at ensuring support for the constitutional system, compliance with the Constitution of the Russian Federation, implementation of legal acts at various levels, as well as the functions of local government in the field of: a) education; b) culture; c) healthcare; d) social protection of the population; e) economics; f) ecology; g) protection of public order, etc. and the powers of municipal authorities in these areas.

Literature

1. Avtonomov A. MSU is a multi-level system / A. Avtonomov // Strategy of Russia. – 2004. – No. 12. – P. 24.

2. Alexandrov A.O. Local self-government in Russian regions in the light of new federal legislation / A.O. Alexandrov // Constitutional and legislative foundations of local self-government in the Russian Federation. – M. – 2004. – P. 227.

3. Ayurova I. Reforming local self-government: problems and searches for their solutions / I. Ayurova // Russia and the world: institutional and structural problems of economic development: Sat. scientific tr. – M. – 2004. – Issue. 1. – P. 207.

4. Buchwald E. Local self-government: the stage of renewal and strengthening / E. Buchwald // Economist. – 2004. – No. 4. – P. 67.

5. Vasiliev A.A. Municipal management: concepts, terms, bibliography / A.A. Vasiliev. – Ed. 2nd, Spanish and additional – N. Novgorod: Gladkova O.V. – 2006. – P. 123.

6. Vilyamsky V.M., Dedyaev V.M. Municipal entities of Russia in a market economy / V.S. Vilmsky, V.M. Dedyaev. – Rostov-n/D: Hammer. – 1996. – P. 45.

7. On municipal service in the Russian Federation: federal. Law No. 25-FZ of March 2. 2007 // Russian newspaper No. 4310 – 2007. – March 7.

8. On the general principles of organizing local self-government in the Russian Federation: federation. Law No. 131-FZ of October 6. 2003 // Collection of legislation of the Russian Federation. – 2003. – No. 40. – P. 9524-5973.

9. Radchenko A.I. Fundamentals of state and municipal management: a systematic approach [Text] / A.I. Radchenko. – M: MarT. – 2007. – P. 398.

10. Starilov Yu.N. Service law / Yu.N. Starilov. – M.: Beck. – 2000. – P. 224.

11. Trofimova I.N. Activities of local government bodies in the conditions of market reform in the Russian Federation / I.N. Trofimova // Problems of political science / RAS. Institute of Comparative Political Science. – M. – 2004. – Issue. 5. – P. 68.

12. Trofimova I.N. Some aspects of the development of local self-government in the conditions of regionalization of the Russian Federation / I.N. Trofimova // State power and local self-government: practical and informational publication. – M.: Lawyer. – 2006. – No. 5. – P. 29.

13. Fabrichny S.Yu. Municipal service in the Russian Federation / S.Yu. Factory. – M.: Delo – 2001. – P. 174.

14. Fabrichny S.Yu. Prospects for legal regulation of the institute of municipal service / S.Yu. Factory // Constitutional and municipal law. – 2005. – No. 1. – P. 44.

15. Shugrina E. Control over local government bodies and their officials / E. Shugrina // Constitutional and municipal law. – M.: Lawyer. – 2007. – No. 6. – P. 51.