Senior Civil Servants as a Political and Legal Phenomenon

Purpose and Objectives. The study aims to conduct a comprehensive analysis of the legal and socio-political status of senior civil servants (SCS) in the Russian Federation as a key element of the public administration system. The main objectives include: 1) defining the legal framework and actual position of SCS within the power structure; 2) identifying and justification specific criteria that distinguish SCS as a distinct professional group characterized by the scope of responsibility, scope of authority, and level of influence on strategic decision-making; 3) a critical assessment of the current regulatory framework for their activities, including appointment procedures, performance evaluation, and rotation; 4) to develop recommendations for improving legislation and management practices of senior civil service personnel in order to increase the effectiveness and legitimacy of public authority. Methodology. The research is based on the comparative legal method that allows an analysis of Russian legislation on public service. A systemic approach was used to comprehensively assess the effectiveness SCS management mechanismsand their interaction with political leadership. Additionally, a formal legal analysis of norms and institutions, as well as elements of institutional analysis, were applied to understand the real practices of theSCS group. Results. It has been established that the current Russian legislation regulates in detail mainly the formal aspects of the SCS status (administrative and legal requirements for qualifications, the procedure for appointment and dismissal, issues of monetary support and financial control). However, there is a lack of regulatory consolidation and practical implementation of meritocratic selection principles based on objective professional qualities and achievements, as well as transparent criteria and procedures for regular evaluation of the effectiveness of SCS activities. It has been proven that the lack of clear, public and measurable performance indicators, as well as competitive promotion mechanisms, creates systemic risks of personal loyalty and informal connections when appointed to senior positions, which can negatively affect the quality of management decisions and public trust.