The purpose of the article is to identify and study the factors of effectiveness of professional activity of civil servants and the main signs of competence of modern civil servants, which determines the introduction of a new system of assessment of professional activity of civil servants. It is argued that training civil servants for the sake of training alone does not make sense, as it costs the state a lot of money. Training should be expected to produce certain results related to improving the effectiveness of civil servants and, consequently, of government bodies as a whole. It has been proven that in order for employees to work effectively, using the knowledge they have acquired, it is necessary to create an appropriate motivation system based on “fair” remuneration for work, which, in turn, is linked to the issue of evaluating the work of each individual employee or, as it is often called, workplace evaluation. It is noted that the issue of “fair” remuneration for civil servants has recently become an increasingly pressing problem in many Western countries. However, it is emphasized that this issue will also become very relevant for Ukraine in the coming years due to the reform of the Ukrainian civil service. It has been proven that the assessment of each civil servant's performance should include a set of several factors, among which the following deserve special attention: independent thinking, ingenuity, strategic planning skills, ability to coordinate the work of others, and communication skills. It is noted that the “right” job evaluation system is very important for motivating employees to learn, acquire new knowledge and skills, or improve existing ones, as this will affect their career and salary.
Кобзев et al. (Wed,) studied this question.