Mentoring in the system of state civil service: current issues

The subject of the study is the institute of mentoring in the modern system of state civil service. The author examines the evolution of the mentoring institute in the practice of Soviet state construction in detail and analyzes the revival of scientific, public, and legislative interest in mentoring. The article substantiates the specificity of using mentoring practices within the structure of civil service and argues for a methodological approach based on examining the mentoring institute in terms of reflecting certain principles of civil service. Through the analysis of current legislation on state civil service, labor legislation, and subordinate regulations, as well as domestic and foreign scientific literature, various positions on the definition of mentoring are highlighted, and the goals of this institute are outlined. Special attention is given to the relationship between mentoring and the principles of stability in civil service and professionalism of civil servants, as well as the role of mentoring in shaping and developing intergenerational solidarity within civil service. Research methods employed include classification and systematization methods, systemic and comparative legal analysis, as well as historical and problem-oriented methods. The main findings of the conducted research include the proposition that mentoring in the system of state civil service can be viewed from various perspectives. Understanding of mentoring is identified as: a staffing technology; an element of service culture; a means of addressing problems in civil service; a factor reflecting certain principles of civil service; a condition for applying incentive measures; a factor in forming intergenerational solidarity; a direction for the professional development of civil servants; a public law institute; and a mechanism for forming, transmitting, and preserving service values. The necessity of establishing framework procedures for the use of mentoring in civil service legislation is justified, which will contribute to the unification of the application of this institute across various government bodies and the alignment of the legal statuses of civil and municipal servants. It is concluded that mentoring within the civil service system has the potential to stimulate service stability, sustain the cohesion of government body teams, develop continuity of service traditions and values, and ultimately enhance the effectiveness of public administration as a whole.