2. Mentoring is the purposeful activity of managers and the most experienced employees of bodies, divisions, institutions of the Ministry of Internal Affairs of Russia * (3) to prepare employees (trainees) for independent execution official duties.

II. Mentoring objectives

4. The objectives of mentoring are:

4.1. Optimization of the process of formation and development of professional knowledge, skills, and abilities of employees (trainees) for whom mentoring is carried out *(6) .

4.2. Providing assistance in the adaptation of employees (trainees) to the conditions of their work activities.

4.3. Developing professionally significant personality traits of employees (trainees), familiarization with the history and traditions of internal affairs bodies and their department.

4.4. Promoting the development of professional behavior skills for employees (trainees) that comply with professional and ethical standards and rules.

4.5. Formation of an active civic and life position of employees (trainees), development of a responsible and conscious attitude towards service.

4.6. Studying with employees (trainees) the requirements of regulatory legal acts governing the performance of job duties.

4.7. Implementation of early prevention measures professional deformation personalities of employees (trainees).

4.8. Providing moral and psychological support to employees (trainees) in overcoming professional difficulties that arise during the performance of official duties.

4.9. Developing interest among employees (trainees) in official activities, securing them in service in internal affairs bodies (divisions).

5. The tasks of mentoring are implemented in the interaction of heads of bodies (divisions) and their structural units, mentors, employees of departments for organizing educational work, psychological support, vocational training, representatives of public groups and veteran organizations.

III. Organization of mentoring

6. Mentoring is established for the following categories of employees (trainees):

6.1. Those recruited for the first time to serve in bodies (units) for the positions of ordinary, junior and middle management, as well as graduates educational institutions systems of the Ministry of Internal Affairs of Russia.

6.2. Transferred from service to a higher position, or to a higher (equivalent) position in another service, if the performance of new job responsibilities requires additional knowledge and practical skills.

6.3. Previously dismissed from bodies (divisions) and newly hired.

7. Mentoring is established for a duration of three months to one year, without taking into account the time of initial training or retraining of the employee (trainee).

8. The mentor is appointed from among the employees structural unit body (unit) in which the employee (trainee) is serving, who have high performance in operational and service activities, have significant professional and life experience, show ability for educational work and enjoy authority in the team.

9. Veterans from among state civil servants, workers, specialists of the body (division) in which the employee (trainee) serves may be involved as public mentors-consultants to provide assistance and assistance to mentors and employees (trainees).

10. The mentor carries out mentoring activities in relation to one or several employees (trainees) simultaneously, depending on the specifics of the official activity.

11. The head of the body (unit) assigns mentors to employees (trainees) upon the recommendation of the head of the structural unit, taking into account the recommendations of psychologists.

12. The mentor is approved by orders# of the head of the body (division) no later than one month from the date of appointment of the employee to the position (trainee by position).

13. Responsibility for organizing mentoring lies with the deputy head of the body (unit) for work with personnel and the head of the structural unit where the employee (trainee) serves.

14. Direct management and control over the organization of mentoring is carried out by the deputy head of the body (unit) for work with personnel.

15. The deputy head of the body (unit) for work with personnel is obliged to:

15.1. Organize training for mentors in the basics of pedagogy and psychology, forms and methods of individual educational work.

15.2. Provide organizational and methodological assistance to mentors in planning and implementing educational activities with an employee (trainee).

15.3. Listen to mentors' reports on the work done, stimulate positive mentoring results.

15.4. Analyze, summarize and disseminate positive mentoring experiences.

15.5. Ensure systematic consideration of issues related to organizing mentoring work at operational meetings under the head of the body (division).

16. The head of the structural unit in which the employee (trainee) serves is obliged to:

16.1. Introduce the assigned employee (trainee) to the personnel of the structural unit and announce an order for the body (unit) to assign a mentor to him.

16.2. Create necessary conditions mentor to carry out mentoring functions.

16.3. Ensure the participation of mentors in the professional skills competition "Best Mentor".

IV. Responsibilities and rights of a mentor

21. Mentoring activities are planned in sections, taking into account the recommendations of the psychologist, as well as the level of general educational and professional training of the employee (trainee).

VI. Completion of mentoring

22. Mentoring ends with a report from the mentor to the head of the structural unit in which the employee (trainee) is serving.

23. The activities of the mentor are assessed by the head of the body (division) according to following criteria:

the results of the employee’s (trainee’s) performance of official duties;

level of professional knowledge, development of skills and abilities of the employee (trainee);

the ability of an employee (trainee) to independently perform job duties;

the nature of the employee’s (trainee’s) motivation for service;

quality of employee (trainee) development of service documentation.

24. The mentor’s report is approved by the deputy head of the body (unit) for work with personnel and attached to the personal file (Appendix No. 2).

25. Based on the proposal of the deputy head of the body (unit) for work with personnel, the head of the body (unit) considers, in the prescribed manner, the issue of encouraging the mentor.

26. An employee for improper performance of the duties of a mentor may be removed from mentoring, and also subject to disciplinary action in the prescribed manner.

If you are a user of the Internet version of the GARANT system, you can open this document right now or request by Hotline in the system.

An organized and targeted process of mastering and constantly improving professional knowledge and skills necessary for the successful implementation of tasks assigned to the internal affairs bodies of the Russian Federation, further - professional training of employees is organized in the manner established by the legislation of the Russian Federation. The main objectives of professional training are: training qualified personnel for the internal affairs bodies of the Russian Federation in accordance with the requirements of modern...

Share your work on social networks

If this work does not suit you, at the bottom of the page there is a list of similar works. You can also use the search button

Mentoring in the Department of Internal Affairs

Introduction

The Institute of Mentoring in the organization of professional training for employees of the internal affairs bodies of the Russian Federation helps to improve the procedure for organizing professional training for ordinary and commanding personnel of the internal affairs bodies of the Russian Federation.

An organized and targeted process of mastering and constantly improving professional knowledge, skills and abilities necessary for the successful implementation of tasks assigned to the internal affairs bodies of the Russian Federation (hereinafter referred to as professional training of employees) is organized in the manner established by the legislation of the Russian Federation.

The main objectives of professional training are:

• training of qualified personnel for the internal affairs bodies of the Russian Federation in accordance with the requirements of modern law enforcement;
• training employees in skillful and effective actions that ensure the successful completion of operational and service and service-combat tasks;
• improving the skills of management personnel in management, training and education of subordinates, in introducing scientific and technological achievements, advanced forms and methods of work, fundamentals into the practice of operational activities scientific organization labor;
• the formation of professional self-awareness of employees, a sense of responsibility for their actions, the desire to constantly improve their professional skills, taking into account the specifics of activity in specific departments of the internal affairs bodies of the Russian Federation;
• training employees in techniques and methods to ensure professional and personal safety in emergency situations and extreme conditions official activities;
• development and continuous improvement among employees practical skills and skills in applying coercive measures in compliance with the legislation of the Russian Federation and human rights;
• maintaining employees constant readiness decisively and skillfully suppress various illegal manifestations using physical force, special means and firearms;
• formation of high psychological stability personalities of employees, the development of their observation, vigilance, memory, thinking and other professional and psychological qualities and mental processes;
• improving handling skills special equipment And by special means, operation vehicles and communications, electronic computer technology 1 .

Mastering the necessary knowledge, abilities, skills, maintaining them at the proper level and striving to achieve professional excellence is the official responsibility of all employees of the internal affairs bodies of the Russian Federation. In this aspect, mentoring plays an important role. That is why the topic of this work is relevant and timely.

The purpose and objectives of the work is to study the institution of mentoring in internal affairs bodies.

1 Goals, objectives and organization of mentoring

Mentoring is the purposeful activity of managers and the most experienced employees of bodies, divisions, institutions of the Ministry of Internal Affairs of Russia to prepare employees (trainees) for independent performance of official duties.

Legal basis Organizations of mentoring in bodies (divisions) are: Law of the Russian Federation of April 18, 1991 N 1026-1 “On the Police”, Regulations on service in the internal affairs bodies of the Russian Federation, Regulations on the organization of mentoring in the internal affairs bodies of the Russian Federation.

The objectives of mentoring are:

1. Optimization of the process of formation and development of professional knowledge, skills and abilities of employees (trainees) for whom mentoring is carried out.
2. Providing assistance in the adaptation of employees (trainees) to the conditions of their work activities.
3. Developing professionally significant personality traits of employees (trainees), familiarization with the history and traditions of internal affairs bodies and their department.
4. Promoting the development of professional behavior skills for employees (trainees) that comply with professional and ethical standards and rules.
5. Formation of an active civic and life position of employees (trainees), development of a responsible and conscious attitude towards service.
6. Studying with employees (trainees) the requirements of regulatory legal acts governing the performance of job duties.
7. Implementation of measures for early prevention of professional personality deformation of employees (trainees).
8. Providing moral and psychological support to employees (trainees) in overcoming professional difficulties that arise during the performance of official duties.
9. Developing interest among employees (trainees) in official activities, securing them in service in internal affairs bodies (divisions) 2 .

The tasks of mentoring are implemented in the interaction of heads of bodies (divisions) and their structural units, mentors, employees of departments for organizing educational work, psychological support, professional training, representatives of public groups and veteran organizations.

Mentoring is established for the following categories of employees (trainees):

1. Those hired for the first time to serve in bodies (units) for the positions of ordinary, junior and middle management, as well as graduates of educational institutions of the Ministry of Internal Affairs of Russia.
2. Transferred from service to a higher position, or to a higher (equivalent) position in another service, if the performance of new job responsibilities requires additional knowledge and practical skills.
3. Previously dismissed from bodies (divisions) and newly hired.

Mentoring is established for a duration of three months to one year, excluding the time of initial training or retraining of an employee (trainee) 3 .

The mentor is appointed from among the employees of the structural unit of the body (unit) in which the employee (trainee) is serving, who have high performance in operational activities, have significant professional and life experience, show ability for educational work and enjoy authority in the team.

Veterans from among state civil servants, workers, specialists of the body (unit) in which the employee (trainee) is serving may be involved as public mentors and consultants to provide assistance and assistance to mentors and employees (trainees).

The mentor carries out mentoring activities in relation to one or several employees (trainees) at the same time, depending on the specifics of the official activity.

The head of the body (unit) assigns mentors to employees (trainees) upon the recommendation of the head of the structural unit, taking into account the recommendations of psychologists.

The mentor is approved by order of the head of the body (division) no later than one month from the date of appointment of the employee to the position (trainee by position).

Responsibility for organizing mentoring lies with the deputy head of the body (unit) for work with personnel and the head of the structural unit where the employee (trainee) serves.

Direct management and control over the organization of mentoring is carried out by the deputy head of the body (unit) for work with personnel.

The deputy head of the body (unit) for work with personnel is obliged to:

1. Organize training for mentors in the basics of pedagogy and psychology, forms and methods of individual educational work.
2. Provide organizational and methodological assistance to mentors in planning and implementing educational activities with an employee (trainee).
3. Listen to mentors' reports on the work done, stimulate positive mentoring results.
4. Analyze, summarize and disseminate positive mentoring experiences.
5. Ensure systematic consideration of issues related to the organization of mentoring work at operational meetings with the head of the body (division) 4 .

The head of the structural unit in which the employee (trainee) serves is obliged to:

1. Introduce the assigned employee (trainee) to the personnel of the structural unit and announce an order for the body (unit) to assign a mentor to him.
2. Create the necessary conditions for the mentor to carry out mentoring functions.
3. Ensure the participation of mentors in the professional skills competition "Best Mentor" 5 .

2 Responsibilities and rights of a mentor

The mentor is obliged:

1. Know the requirements of the basic legislation in the field of law enforcement and service in internal affairs bodies, departmental regulatory legal acts that define the rights and responsibilities of an employee (trainee) for their position.
2. Plan work with an employee (trainee).
3. Study the personal qualities of the employee (trainee), his interests and hobbies, lifestyle and behavior. Take part in the development and implementation of a comprehensive program for studying the personality of an employee (trainee).
4. Provide comprehensive assistance to the employee (trainee) in mastering professional techniques and methods of performing official duties, promptly identify and eliminate errors in official activities.
5. Instill in the employee (trainee) a sense of professional pride, a responsible and conscientious attitude towards service, respect for the service traditions of the internal affairs bodies and their department.
6. To contribute to the formation of high professional, moral and psychological qualities in an employee (trainee), to correct his behavior at work and at home.
7. To instill discipline and diligence in the employee (trainee), to be demanding and adherent to principles in matters of compliance with the law and norms professional ethics.
8. Monitor the performance of service by an employee (trainee), give him instructions to study the necessary regulatory legal acts, test theoretical knowledge and its application in practical activities.
9. Check the correctness of employee (trainee) maintenance of official documentation, provide advice on issues related to the performance of official duties.
10. Report on the results of mentoring work with an employee (trainee), participate in the preparation of a conclusion on checking the suitability of the trainee for the position held based on the results of the probationary period 6 .

The mentor has the right:

1. In accordance with the established procedure, familiarize yourself with the materials of the employee’s (trainee’s) personal file and other documents characterizing the employee (trainee).
2. Make proposals to the head of the structural unit in which the employee (trainee) is serving on creating conditions for joint service.
3. Visit an employee (trainee) at his place of residence to familiarize himself with the social and living conditions of his residence.
4. Participate in employee certification.
5. Make proposals to the head of the structural unit in which the employee (trainee) serves on his promotion, imposition of disciplinary action on him, and promotion 7 .

3 Mentoring leadership

Planning the work of a mentor to prepare an employee (trainee) for independent professional activities is carried out for the entire period of organizing mentoring for each employee (trainee).

An individual training and education plan for an employee (trainee) under the guidance of a mentor is drawn up jointly with the head of the structural unit in which the employee (trainee) serves, based on a standard program for organizing mentoring in the specialty, and is approved by the deputy head of the body (division) for work with personnel .

Mentoring activities are planned in sections, taking into account the recommendations of the psychologist, as well as the level of general educational and professional training of the employee (trainee).

Mentoring ends with a report from the mentor to the head of the structural unit in which the employee (trainee) is serving.

The mentor’s activities are assessed by the head of the body (division) according to the following criteria:

• the results of the employee’s (trainee’s) performance of official duties;
• level of professional knowledge, development of skills and abilities of the employee (trainee);
• the ability of an employee (trainee) to independently perform job duties;
• the nature of the employee’s (trainee’s) motivation for service;
• quality of employee (trainee) development of service documentation 8 .

The mentor's report is approved by the deputy head of the body (unit) for work with personnel and attached to the personal file.

Based on the proposal of the deputy head of the body (unit) for work with personnel, the head of the body (unit) considers, in the prescribed manner, the issue of encouraging the mentor.

An employee for improper performance of the duties of a mentor may be removed from mentoring, and may also be subject to disciplinary action in accordance with the established procedure.

Conclusions

Almost from the moment the police were formed, work with young people became a practice in the system of internal affairs bodies, and by the mid-80s of the last century, this experience was officially enshrined in the departmental Regulations on mentoring in the internal affairs department.

The task of mentors is to educate their mentees, to have a direct influence on the formation of professionally important skills, and to ensure adaptation in the position and in the team. This honorable and responsible mission is entrusted to the best employees of the Department of Internal Affairs, who have experience both in their official activities and in life. Being a mentor is not easy: you must not only be able to show and tell your mentee the secrets of the profession, but also be a role model in everything. During the internship period, they teach young people all the intricacies of police work, help in studying functional responsibilities, monitor their compliance with discipline, conduct conversations, visit their homes, and get acquainted with the life of each one.

At the same time, when a private gets a job in a police department, he compensates for his missing knowledge and skills through mentoring. Mentoring remains a very resilient institution (and no less archaic because of it), capable of maintaining a certain level of professionalism. Mentoring often comes down to passing on proven templates that have proven useful in promoting accountability.

Mentoring is always a subjective scheme of training, education and control, which, of course, is not something exclusively negative and unnecessary. But when it is not supported by institutionalized knowledge, it cannot be the main form of training for ordinary employees acting on behalf of the state in contacts with citizens. Moreover, mentoring cannot be the only institution for the socialization of ordinary recruits. Now the situation in the system is such that it employs people who adopt individual skills.

When appointing young employees to a position, it is necessary to provide them with mentoring from among the most experienced officers of the unit, to pay daily attention and transfer of experience to beginners, to instill in them a meticulousness towards work, intolerance for violations of official discipline and the rule of law by anyone, a desire to work without being considered with personal time, focus on winning.

List of used literature

1. Law of the Russian Federation of April 18, 1991 N 1026-1 “On the Police”
2. Order of the Ministry of Internal Affairs of Russia dated September 25, 2000 No. 995 “On measures to improve educational work in the internal affairs bodies of the Russian Federation” (as amended by Order of the Ministry of Internal Affairs of the Russian Federation dated August 28, 2003 No. 682).
3. Resolution of the Supreme Council of the Russian Federation dated February 23, 1992. “Regulations on service in the internal affairs bodies of the Russian Federation.”
4. Methodological materials to help managers organize individual educational, preventive work with employees and strengthen official discipline in bodies and departments of internal affairs: Collection. M.: IMC GUK MIA of Russia, 2004. 184 p.
5. Organization of educational work with personnel of internal affairs bodies: training manual/ V.M. Kukushin, G.P. Lebedev. - Domodedovo: VIPK of the Ministry of Internal Affairs of Russia, 2008.
6. Patriotic education of police officers / G.P. Lebedev, M.A. Akimov // Proceedings of the Military Inspectorate of the Ministry of Internal Affairs of Russia. - 2004. - Issue 3.

1 8. Organization of individual educational work in internal affairs bodies: lectures / G.P. Lebedev, M.A. Akimova. - Domodedovo: VIPK of the Ministry of Internal Affairs of Russia, 2008.

2 Methodology of educational work of employees of faculties and courses of educational institutions of the Ministry of Internal Affairs of Russia: teaching aid/ V.V. Antsiferov. - M.: IMC GUK MIA of Russia, 2008.

3 Order of the Ministry of Internal Affairs of the Russian Federation of December 24, 2008 N 1139 “On approval of the regulations on the organization of mentoring in the internal affairs bodies of the Russian Federation”

4 Order of the Ministry of Internal Affairs of the Russian Federation of December 24, 2008 N 1139 “On approval of the regulations on the organization of mentoring in the internal affairs bodies of the Russian Federation”

5 Organization of individual educational work in internal affairs bodies: lectures / G.P. Lebedev, M.A. Akimova. - Domodedovo: VIPK of the Ministry of Internal Affairs of Russia, 2008.

6 Order of the Ministry of Internal Affairs of the Russian Federation of December 24, 2008 N 1139 “On approval of the regulations on the organization of mentoring in the internal affairs bodies of the Russian Federation”

7 Vorozhtsov, A.M. Success of professional socialization as a factor in improving the quality of training of university graduates of the Ministry of Internal Affairs of the Russian Federation / A.M. Vorozhtsov // XIV International scientific conference students, graduate students and young scientists of Lomonosov. - Moscow: Moscow State University Publishing House, 2007

8 Order of the Ministry of Internal Affairs of the Russian Federation of December 24, 2008 N 1139 “On approval of the regulations on the organization of mentoring in the internal affairs bodies of the Russian Federation”

Other similar works that may interest you.vshm>
.			728 KB

In order to form highly qualified personnel of the internal affairs bodies of the Russian Federation in the bodies, divisions and institutions of the Russian Ministry of Internal Affairs system, and to organize assistance to employees (trainees) in their professional development, I order:

1. Approve the attached Regulations on the organization of mentoring in the internal affairs bodies of the Russian Federation.

2. Director of the Federal Migration Service, heads of divisions of the central apparatus of the Ministry of Internal Affairs of Russia<*>, divisions directly subordinate to the Ministry of Internal Affairs of Russia, main departments of the Ministry of Internal Affairs of Russia in federal districts, ministers of internal affairs, heads of main departments, departments of internal affairs in constituent entities of the Russian Federation, departments (departments) in districts, cities and others municipalities, including for several municipalities, departments (departments) of internal affairs in railway, water and air transport, departments (departments) of internal affairs in closed administrative-territorial entities, at particularly important and sensitive facilities, departments of logistics, educational , research and other institutions of the Ministry of Internal Affairs of Russia:

<*>In addition to the State Committee for Internal Affairs of the Ministry of Internal Affairs of Russia.

2.1. Organize a study of the approved Regulations in the personnel training system.

2.2. Annually consider at operational meetings (meetings of boards) the issues of organizing mentoring in subordinate bodies, organizations and divisions.

2.3. The Department of Human Resources of the Ministry of Internal Affairs of Russia should be informed about the state of work on organizing mentoring in the past year by February 1 of the current year.

4. I reserve control over the implementation of this Order.

Minister
army general
R. NURGALIEV

Application
to the Order of the Ministry of Internal Affairs of Russia
dated 12/24/2008 N 1139

REGULATIONS ON THE ORGANIZATION OF MENTORING IN THE INTERNAL AFFAIRS BODIES OF THE RUSSIAN FEDERATION I. General provisions

1. Regulations on the organization of mentoring in the internal affairs bodies of the Russian Federation<*>determines the purpose, objectives and procedure for implementing the mentoring institute in the personnel training system for the Ministry of Internal Affairs of the Russian Federation<**>.

2. Mentoring is the purposeful activity of managers and the most experienced employees of bodies, divisions, institutions of the Ministry of Internal Affairs of Russia<*>to prepare employees (trainees) for independent performance of official duties.

3. The legal basis for organizing mentoring in bodies (divisions) is: Law of the Russian Federation of April 18, 1991 N 1026-1 “On the Police”<*>, Regulations on service in the internal affairs bodies of the Russian Federation<**>, this Regulation.

<*>Gazette of the Congress of People's Deputies of the RSFSR and the Supreme Soviet of the RSFSR, 1991, No. 16, art. 503; Gazette of the Congress of People's Deputies of the Russian Federation and the Supreme Council of the Russian Federation, 1993, No. 10, art. 360, N 32, art. 1231; Collection of Legislation of the Russian Federation, 1996, No. 25, Art. 2964; 1999, N 14, art. 1666; N 49, Art. 5905; 2000, N 31, art. 3204; 2001, N 1, art. 15; N 31, art. 3172; N 32, art. 3316; N 53 (part I), art. 5030; 2002, N 18, art. 1721; N 27, art. 2620; N 30, art. 3029; N 30, art. 3033; 2003, N 2, art. 167; N 27 (part I), art. 2700; N 28, art. 2880; N 50, art. 4847; N 52 (part I), art. 5038; 2004, N 30, art. 3087; N 35, art. 3607; 2005, N 13, art. 1078; N 14, art. 1212; N 19, art. 1752; 2006, N 24, art. 2555; N 31 (part I), art. 3420; N 31 (part I), art. 3425; N 52 (part I), art. 5498; N 10, art. 1151; N 41, art. 4845.

<**>Approved by Resolution of the Supreme Council of the Russian Federation of December 23, 1992 N 4202-1 (Gazette of the Congress of People's Deputies of the Russian Federation and the Supreme Council of the Russian Federation, 1993, N 2, Art. 70; Collection of Acts of the President and Government of the Russian Federation, 1993, N 52 , Article 5086; Collection of Legislation of the Russian Federation, 1998, Article 3613; 1999, Article 3698; Part I, Article 2; 5030; 2002, art. 3033; 2005, no. 1212; .6072).

II. Mentoring objectives

4. The objectives of mentoring are:

4.1. Optimization of the process of formation and development of professional knowledge, skills, and abilities of employees (trainees) for whom mentoring is carried out<*>.

4.2. Providing assistance in the adaptation of employees (trainees) to the conditions of their work activities.

4.3. Developing professionally significant personality traits of employees (trainees), familiarization with the history and traditions of internal affairs bodies and their department.

4.4. Promoting the development of professional behavior skills for employees (trainees) that comply with professional and ethical standards and rules.

4.5. Formation of an active civic and life position of employees (trainees), development of a responsible and conscious attitude towards service.

4.6. Studying with employees (trainees) the requirements of regulatory legal acts governing the performance of job duties.

4.7. Implementation of measures for early prevention of professional personality deformation of employees (trainees).

4.8. Providing moral and psychological support to employees (trainees) in overcoming professional difficulties that arise during the performance of official duties.

4.9. Developing interest among employees (trainees) in official activities, securing them in service in internal affairs bodies (divisions).

5. The tasks of mentoring are implemented in the interaction of heads of bodies (divisions) and their structural units, mentors, employees of departments for organizing educational work, psychological support, professional training, representatives of public groups and veteran organizations.

III. Organization of mentoring

6. Mentoring is established for the following categories of employees (trainees):

6.1. Those hired for the first time to serve in bodies (units) for the positions of ordinary, junior and middle management, as well as graduates of educational institutions of the Ministry of Internal Affairs of Russia.

6.2. Transferred from service to a higher position, or to a higher (equivalent) position in another service, if the performance of new job responsibilities requires additional knowledge and practical skills.

6.3. Previously dismissed from bodies (divisions) and newly hired.

7. Mentoring is established for a duration of three months to one year, without taking into account the time of initial training or retraining of the employee (trainee).

8. The mentor is appointed from among the employees of the structural unit of the body (unit) in which the employee (trainee) is serving, who have high performance in operational activities, have significant professional and life experience, demonstrate abilities for educational work and enjoy authority in the team.

9. Veterans from among state civil servants, workers, specialists of the body (division) in which the employee (trainee) serves may be involved as public mentors-consultants to provide assistance and assistance to mentors and employees (trainees).

10. The mentor carries out mentoring activities in relation to one or several employees (trainees) at the same time, depending on the specifics of the official activity.

11. The head of the body (unit) assigns mentors to employees (trainees) upon the recommendation of the head of the structural unit, taking into account the recommendations of psychologists.

12. The mentor is approved by order of the head of the body (division) no later than one month from the date of appointment of the employee to the position (trainee by position).

13. Responsibility for organizing mentoring lies with the deputy head of the body (unit) for work with personnel and the head of the structural unit where the employee (trainee) serves.

14. Direct management and control over the organization of mentoring is carried out by the deputy head of the body (unit) for work with personnel.

15. The deputy head of the body (unit) for work with personnel is obliged to:

15.1. Organize training for mentors in the basics of pedagogy and psychology, forms and methods of individual educational work.

15.2. Provide organizational and methodological assistance to mentors in planning and implementing educational activities with an employee (trainee).

15.3. Listen to mentors' reports on the work done, stimulate positive mentoring results.

15.4. Analyze, summarize and disseminate positive mentoring experiences.

15.5. Ensure systematic consideration of issues related to the organization of mentoring work at operational meetings with the head of the body (division).

16. The head of the structural unit in which the employee (trainee) serves is obliged to:

16.1. Introduce the assigned employee (trainee) to the personnel of the structural unit and announce an order for the body (unit) to assign a mentor to him.

16.2. Create the necessary conditions for the mentor to carry out mentoring functions.

16.3. Ensure the participation of mentors in the professional skills competition "Best Mentor".

IV. Responsibilities and rights of a mentor

17. The mentor is obliged:

17.1. Know the requirements of the basic legislation in the field of law enforcement and service in internal affairs bodies, departmental regulatory legal acts that define the rights and responsibilities of an employee (trainee) for their position.

17.2. Plan work with an employee (trainee).

17.3. Study the personal qualities of the employee (trainee), his interests and hobbies, lifestyle and behavior. Take part in the development and implementation of a comprehensive program for studying the personality of an employee (trainee).

17.4. Provide comprehensive assistance to the employee (trainee) in mastering professional techniques and methods of performing official duties, promptly identify and eliminate errors in official activities.

17.5. Instill in the employee (trainee) a sense of professional pride, a responsible and conscientious attitude towards service, respect for the service traditions of the internal affairs bodies and their department.

17.6. To contribute to the formation of high professional, moral and psychological qualities in an employee (trainee), to correct his behavior at work and at home.

17.7. To instill discipline and diligence in the employee (trainee), to be demanding and adherent to principles in matters of compliance with the law and professional ethics.

17.8. Monitor the performance of service by an employee (trainee), give him instructions to study the necessary regulatory legal acts, test theoretical knowledge and its application in practical activities.

17.9. Check the correctness of employee (trainee) maintenance of official documentation, provide advice on issues related to the performance of official duties.

17.10. Report on the results of mentoring work with an employee (trainee), participate in the preparation of a conclusion on checking the suitability of the trainee for the position held based on the results of the probationary period.

18. The mentor has the right:

18.1. In accordance with the established procedure, familiarize yourself with the materials of the employee’s (trainee’s) personal file and other documents characterizing the employee (trainee).

18.2. Make proposals to the head of the structural unit in which the employee (trainee) is serving on creating conditions for joint service.

18.3. Visit an employee (trainee) at his place of residence to familiarize himself with the social and living conditions of his residence.

18.4. Participate in employee certification.

18.5. Make proposals to the head of the structural unit in which the employee (trainee) serves on his promotion, imposition of disciplinary action on him, and promotion.

V. Planning the work of the mentor

19. Planning of the mentor’s work to prepare an employee (trainee) for independent professional activities is carried out for the entire period of organizing mentoring for each employee (trainee).

20. An individual plan for training and education of an employee (trainee) under the guidance of a mentor is drawn up jointly with the head of the structural unit in which the employee (trainee) serves, based on a standard program for organizing mentoring in the specialty, and is approved by the deputy head of the body (division) for work with personnel (Appendix No. 1).

21. Mentoring activities are planned in sections, taking into account the recommendations of the psychologist, as well as the level of general educational and professional training of the employee (trainee).

VI. Completion of mentoring

22. Mentoring ends with a report from the mentor to the head of the structural unit in which the employee (trainee) is serving.

23. The mentor’s activities are assessed by the head of the body (division) according to the following criteria:

the results of the employee’s (trainee’s) performance of official duties;

level of professional knowledge, development of skills and abilities of the employee (trainee);

the ability of an employee (trainee) to independently perform job duties;

the nature of the employee’s (trainee’s) motivation for service;

quality of employee (trainee) development of service documentation.

24. The mentor’s report is approved by the deputy head of the body (unit) for work with personnel and attached to the personal file (Appendix No. 2).

25. Based on the proposal of the deputy head of the body (unit) for work with personnel, the head of the body (unit) considers, in the prescribed manner, the issue of encouraging the mentor.

26. An employee for improper performance of the duties of a mentor may be removed from mentoring, and also subject to disciplinary action in the prescribed manner.

Applications

Appendix No. 1
to the Regulations
about organizing mentoring
in the internal affairs bodies
Russian Federation

Appendix No. 1. INDIVIDUAL TRAINING AND EDUCATION PLAN FOR AN EMPLOYEE (TRAINEE)

N p/p	Name of events	Deadlines	Check mark
Section 1. Familiarization with the unit, its structure, tasks, features of the service
1.
2.
3.
Section 2. Study of the personality of the employee (trainee), social and living conditions
Section 3. Organization of the study of the regulatory legal framework, functional responsibilities and the procedure for their implementation
Section 4. Study of the moral and professional-ethical foundations of service in internal affairs bodies
Appendix No. 2. REPORT ON THE RESULTS OF MENTORING __________________________________________________________________ \r\n (position, special rank, signature, initials, surname, \r\n signature of the head of the unit) \r\n \r\n"__" _______________ 200_ \r \n \r\n Notes: \r\n 1. The “Text” section indicates specific assignments \r\nthat were performed by the employee (trainee), his attitude to the \r\nservice, knowledge regulatory documents, job descriptions, \r\nthe strong-willed and moral qualities, the ability to act correctly in difficult conditions and emergency situations. \r\n 2. In the “Conclusion” section, an opinion is indicated on the readiness \r\n of the employee (trainee) to perform official duties for the \r\n position held. \r\n \r\n The website "Zakonbase" presents ORDER of the Ministry of Internal Affairs of the Russian Federation dated December 24, 2008 N 1139 (as amended on July 6, 2010) "ON APPROVAL OF THE REGULATIONS ON THE ORGANIZATION OF MENTORING IN THE MINISTRY OFFICES OF THE RUSSIAN FEDERATION" in the most latest edition. It is easy to comply with all legal requirements if you read the relevant sections, chapters and articles of this document for 2014. To find the necessary legislative acts on a topic of interest, you should use convenient navigation or advanced search. On the Zakonbase website you will find the ORDER of the Ministry of Internal Affairs of the Russian Federation dated December 24, 2008 N 1139 (as amended on July 6, 2010) “ON APPROVAL OF THE REGULATIONS ON THE ORGANIZATION OF MENTORING IN THE INTERIOR BODIES OF THE RUSSIAN FEDERATION” in the latest and full version, in which all changes and amendments have been made. This guarantees the relevance and reliability of the information. At the same time, you can download ORDER of the Ministry of Internal Affairs of the Russian Federation dated December 24, 2008 N 1139 (as amended on July 6, 2010) “ON APPROVAL OF THE REGULATIONS ON THE ORGANIZATION OF MENTORING IN THE INTERNAL AFFAIRS BODIES OF THE RUSSIAN FEDERATION” you can completely free of charge, both in full and in separate chapters.

MINISTRY OF INTERNAL AFFAIRS OF THE RUSSIAN FEDERATION

ORDER

On approval of the Regulations on the organization of affairs of the Russian Federation

(as amended on July 6, 2010)

Revoked based on
Order of the Ministry of Internal Affairs of Russia dated March 28, 2017 N 155
____________________________________________________________________

____________________________________________________________________
Document with changes made:
.
____________________________________________________________________

In order to form highly qualified personnel of the internal affairs bodies of the Russian Federation in the bodies, divisions and institutions of the Russian Ministry of Internal Affairs system, to organize assistance to employees (trainees) in their professional development

I order:

1. Approve the attached Regulations on the organization of mentoring in the internal affairs bodies of the Russian Federation.

2. Director of the Federal Migration Service, heads of divisions of the central apparatus of the Ministry of Internal Affairs of Russia, divisions directly subordinate to the Ministry of Internal Affairs of Russia, main departments of the Ministry of Internal Affairs of Russia for federal districts, ministers of internal affairs, heads of main departments, departments of internal affairs for constituent entities of the Russian Federation, departments (departments) for districts, cities and other municipalities, including several municipalities, departments (departments) of internal affairs in railway, water and air transport, departments (departments) of internal affairs in closed administrative-territorial entities, at particularly important and sensitive facilities, departments of logistics, educational, research and other institutions of the Ministry of Internal Affairs of Russia:
________________
In addition to the State Committee for Internal Affairs of the Ministry of Internal Affairs of Russia.

2.1. Organize a study of the approved Regulations in the personnel training system.

2.2. Annually consider at operational meetings (meetings of boards) the issues of organizing mentoring in subordinate bodies, organizations and divisions.

2.3. The Department of Human Resources of the Ministry of Internal Affairs of Russia should be informed about the state of work on organizing mentoring in the past year before February 1 of the current year (the sub-item was additionally included by order of the Ministry of Internal Affairs of Russia dated July 6, 2010 N 488).

4. I reserve control over the implementation of this order.

Minister
army general
R. Nurgaliev

Application. Regulations on the organization of mentoring in the internal affairs bodies of the Russian Federation

I. General provisions

1. The regulations on the organization of mentoring in the internal affairs bodies of the Russian Federation determine the purpose, objectives and procedure for implementing the institution of mentoring in the personnel training system for the Ministry of Internal Affairs of the Russian Federation.
________________
Next - Position.

Next - the Ministry of Internal Affairs of Russia.

2. Mentoring is the purposeful activity of managers and the most experienced employees of bodies, divisions, institutions of the Ministry of Internal Affairs of Russia to prepare employees (trainees) for independent performance of official duties.
________________
Next are the organs (divisions).

3. The legal basis for organizing mentoring in bodies (divisions) are: Law of the Russian Federation of April 18, 1991 N 1026-1 “On the Police”, Regulations on service in the internal affairs bodies of the Russian Federation, these Regulations.
________________
Gazette of the Congress of People's Deputies of the RSFSR and the Supreme Soviet of the RSFSR, 1991, No. 16, Art. 503; Gazette of the Congress of People's Deputies of the Russian Federation and the Supreme Council of the Russian Federation, 1993, No. 10, Art. 360, No. 32, Art. 1231; Collection of Legislation of the Russian Federation, 1996, No. 25, Art. 2964; 1999, N 14, art. 1666; N 49, art. 5905; 2000, N 31, art. 3204; 2001, N 1, art. 15; N 31, art. 3172; N 32, art. 3316; N 53 (part 1), art. 5030; 2002, N 18, art. 1721; N 27, art. 2620; N 30, art. 3029; N 30, art. 3033; 2003, N 2, art. 167; N 27 (part I), art. 2700; N 28, art. 2880; N 50, art. 4847; N 52 (part I), art. 5038; 2004, N 30, art. 3087; N 35, art. 3607; 2005, N 13, art. 1078; N 14, art. 1212; N 19, art. 1752; 2006, N 24, art. 2555; N 31 (1 part), art. 3420; N 31 (1 part), art. 3425; N 52 (1 part), art. 5498; N 10, art. 1151; N 41, art. 4845.

Approved by Resolution of the Supreme Council of the Russian Federation of December 23, 1992 N 4202-1 (Gazette of the Congress of People's Deputies of the Russian Federation and the Supreme Council of the Russian Federation, 1993, N 2, Art. 70; Collection of Acts of the President and Government of the Russian Federation, 1993, N 52, Article 5086; Collection of Legislation of the Russian Federation, 1998, No. 3613; 1999, No. 29, Article 3698; 2001, No. 1, Article 2; 5030; 2002, No. 2620; 2004, No. 3607; 2005, No. 1212; 2007, No. 1151; 6072).

II. Mentoring objectives

4. The objectives of mentoring are:

4.1. Optimization of the process of formation and development of professional knowledge, skills and abilities of employees (trainees) for whom mentoring is carried out.
________________
Next are employees (trainees).

4.2. Providing assistance in the adaptation of employees (trainees) to the conditions of their work activities.

4.3. Developing professionally significant personality traits of employees (trainees), familiarization with the history and traditions of internal affairs bodies and their department.

4.4. Promoting the development of professional behavior skills for employees (trainees) that comply with professional and ethical standards and rules.

4.5. Formation of an active civic and life position of employees (trainees), development of a responsible and conscious attitude towards service.

4.6. Studying with employees (trainees) the requirements of regulatory legal acts governing the performance of job duties.

4.7. Implementation of measures for early prevention of professional personality deformation of employees (trainees).

4.8. Providing moral and psychological support to employees (trainees) in overcoming professional difficulties that arise during the performance of official duties.

4.9. Developing interest among employees (trainees) in official activities, securing them in service in internal affairs bodies (divisions).

5. The tasks of mentoring are implemented in the interaction of heads of bodies (divisions) and their structural units, mentors, employees of departments for organizing educational work, psychological support, professional training, representatives of public groups and veteran organizations.

III. Organization of mentoring

6. Mentoring is established for the following categories of employees (trainees):

6.1. Those hired for the first time to serve in bodies (units) for the positions of ordinary, junior and middle management, as well as graduates of educational institutions of the Ministry of Internal Affairs of Russia.

6.2. Transferred from service to a higher position, or to a higher (equivalent) position in another service, if the performance of new job responsibilities requires additional knowledge and practical skills.

6.3. Previously dismissed from bodies (divisions) and newly hired.

7. Mentoring is established for a duration of three months to one year, without taking into account the time of initial training or retraining of the employee (trainee).

8. The mentor is appointed from among the employees of the structural unit of the body (unit) in which the employee (trainee) is serving, who have high performance in operational activities, have significant professional and life experience, demonstrate abilities for educational work and enjoy authority in the team.

9. Veterans from among state civil servants, workers, specialists of the body (division) in which the employee (trainee) serves may be involved as public mentors-consultants to provide assistance and assistance to mentors and employees (trainees).

10. The mentor carries out mentoring activities in relation to one or several employees (trainees) at the same time, depending on the specifics of the official activity.

11. The head of the body (unit) assigns mentors to employees (trainees) upon the recommendation of the head of the structural unit, taking into account the recommendations of psychologists.

12. The mentor is approved by order of the head of the body (division) no later than one month from the date of appointment of the employee to the position (trainee by position).

13. Responsibility for organizing mentoring lies with the deputy head of the body (unit) for work with personnel and the head of the structural unit where the employee (trainee) serves.

14. Direct management and control over the organization of mentoring is carried out by the deputy head of the body (unit) for work with personnel.

15. The deputy head of the body (unit) for work with personnel is obliged to:

15.1. Organize training for mentors in the basics of pedagogy and psychology, forms and methods of individual educational work.

15.2. Provide organizational and methodological assistance to mentors in planning and implementing educational activities with an employee (trainee).

15.3. Listen to mentors’ reports on the work done, stimulate positive mentoring results.

15.4. Analyze, summarize and disseminate positive mentoring experiences.

15.5. Ensure systematic consideration of issues related to the organization of mentoring work at operational meetings with the head of the body (division).

16. The head of the structural unit in which the employee (trainee) serves is obliged to:

16.1. Introduce the assigned employee (trainee) to the personnel of the structural unit and announce an order for the body (unit) to assign a mentor to him.

16.2. Create the necessary conditions for the mentor to carry out mentoring functions.

16.3. Ensure the participation of mentors in the professional skills competition "Best Mentor".

IV. Responsibilities and rights of a mentor

17. The mentor is obliged:

17.1. Know the requirements of the basic legislation in the field of law enforcement and service in internal affairs bodies, departmental regulatory legal acts that define the rights and responsibilities of an employee (trainee) for their position.

17.2. Plan work with an employee (trainee).

17.3. Study the personal qualities of the employee (trainee), his interests and hobbies, lifestyle and behavior. Take part in the development and implementation of a comprehensive program for studying the personality of an employee (trainee).

17.4. Provide comprehensive assistance to the employee (trainee) in mastering professional techniques and methods of performing official duties, promptly identify and eliminate errors in official activities.

17.5. Instill in the employee (trainee) a sense of professional pride, a responsible and conscientious attitude towards service, respect for the service traditions of the internal affairs bodies and their department.

17.6. To contribute to the formation of high professional, moral and psychological qualities in an employee (trainee), to correct his behavior at work and at home.

17.7. To instill discipline and diligence in the employee (trainee), to be demanding and adherent to principles in matters of compliance with the law and professional ethics.

17.8. Monitor the performance of service by an employee (trainee), give him instructions to study the necessary regulatory legal acts, test theoretical knowledge and its application in practical activities.

17.9. Check the correctness of employee (trainee) maintenance of official documentation, provide advice on issues related to the performance of official duties.

17.10. Report on the results of mentoring work with an employee (trainee), participate in the preparation of a conclusion on checking the suitability of the trainee for the position held based on the results of the probationary period.

18. The mentor has the right:

18.1. In accordance with the established procedure, familiarize yourself with the materials of the employee’s (trainee’s) personal file and other documents characterizing the employee (trainee).

18.2. Make proposals to the head of the structural unit in which the employee (trainee) is serving on creating conditions for joint service.

18.3. Visit an employee (trainee) at his place of residence to familiarize himself with the social and living conditions of his residence.

18.4. Participate in employee certification.

18.5. Make proposals to the head of the structural unit in which the employee (trainee) serves on his promotion, imposition of disciplinary action on him, and promotion.

V. Planning the work of the mentor

19. Planning of the mentor’s work to prepare an employee (trainee) for independent professional activities is carried out for the entire period of organizing mentoring for each employee (trainee).

20. An individual plan for training and education of an employee (trainee) under the guidance of a mentor is drawn up jointly with the head of the structural unit in which the employee (trainee) serves, based on a standard program for organizing mentoring in the specialty, and is approved by the deputy head of the body (division) for work with personnel (Appendix No. 1).

21. Mentoring activities are planned in sections, taking into account the recommendations of the psychologist, as well as the level of general educational and professional training of the employee (trainee).

VI. Completion of mentoring

22. Mentoring ends with a report from the mentor to the head of the structural unit in which the employee (trainee) is serving.

23. The mentor’s activities are assessed by the head of the body (division) according to the following criteria:

the results of the employee’s (trainee’s) performance of official duties;

level of professional knowledge, development of skills and abilities of the employee (trainee);

the ability of an employee (trainee) to independently perform job duties;

the nature of the employee’s (trainee’s) motivation for service;

quality of employee (trainee) development of service documentation.

24. The mentor’s report is approved by the deputy head of the body (unit) for work with personnel and attached to the personal file (Appendix No. 2).

25. Based on the proposal of the deputy head of the body (unit) for work with personnel, the head of the body (unit) considers, in the prescribed manner, the issue of encouraging the mentor.

26. An employee for improper performance of the duties of a mentor may be removed from mentoring, and also subject to disciplinary action in the prescribed manner.

Appendix No. 1. Individual plan for training and education of an employee (trainee) _____ under the guidance of a mentor______

Appendix No. 1
to the Regulations on the organization
mentoring in internal affairs
Affairs of the Russian Federation

		I APPROVED
		for working with personnel

Individual plan training and education of an employee (trainee)
(last name, first name, patronymic)
under the guidance of a mentor

	Name of events	Deadlines execution	Mark about the implementation
	Familiarization with the unit, its structure, tasks, features of the service
	Studying the personality of the employee (trainee), social and living conditions
	Organization of the study of the regulatory legal framework, functional responsibilities and the procedure for their implementation
	Studying the moral and professional-ethical foundations of service in internal affairs bodies
	Studying the features of the organization and performance of service by a structural unit
	Familiarization with the procedure and features of maintaining official documentation and maintaining secrecy
	Providing assistance in adaptation to the service and in the team
	Checking the readiness of an employee (trainee) for practical implementation official duties

Mentor
	(position, special title, signature, initials, surname of the mentor)

Appendix No. 2. Report on the results of mentoring

Appendix No. 2
to the Regulations on the organization
mentoring in internal affairs
Affairs of the Russian Federation

		I APPROVED Deputy Chief (Commander)
		for working with personnel

Report
about the results of mentoring

Employee (trainee)
			(last name, first name, patronymic)
Year of birth
Education
Service in the Armed Forces, FSB, Ministry of Internal Affairs of Russia
Mentoring period
(position, special rank, signature, initials, surname, mentor’s signature)
(position, special rank, signature, initials, surname, signature of the head of the unit)

Notes:

1. The “Text” section indicates the specific assignments that the employee (trainee) performed, his attitude to the service, knowledge of regulatory documents, job descriptions, the strong-willed and moral qualities he demonstrated, and the ability to act correctly in difficult conditions and emergency situations.

2. In the “Conclusion” section, an opinion is indicated on the readiness of the employee (trainee) to perform official duties for the position held.

Revision of the document taking into account
changes and additions prepared
JSC "Kodeks"

POSITION
on mentoring in the internal affairs bodies of the Russian Federation

Repealed on the grounds
Order of the Ministry of Internal Affairs of Russia dated December 24, 2008 N 1139
____________________________________________________________________

1. Goals and objectives of mentoring

1.1. The purpose of mentoring in internal affairs bodies is to assist employees (trainees) in their professional development, as well as the formation in bodies, divisions, institutions and educational institutions systems of the Ministry of Internal Affairs of Russia* personnel core.

________________

*Hereinafter referred to as “internal affairs bodies”.

1.2. The main objectives of mentoring are:

a) adaptation to service in the internal affairs bodies and securing employees (trainees) in the relevant departments, accelerating the process of professional development of an employee of the internal affairs bodies and developing the ability to independently and efficiently carry out the operational and service tasks assigned to him for his position;

b) instilling in employees (trainees) an interest in law enforcement and the assigned work, loyalty to the Oath of an employee of the internal affairs bodies of the Russian Federation, assimilation of the best traditions of service teams, instilling in them respect for the rights and dignity of man and citizen, conscientiousness, discipline, law-abidingness, vigilance, courage, civic and legal activity, a conscious and creative attitude to the performance of official duty.

2. Organization of mentoring

2.1. Mentoring is established for the following categories of employees (trainees):

a) persons recruited for the first time to serve in internal affairs bodies in the positions of ordinary, junior and middle management;

b) employees of internal affairs bodies - graduates of full-time professional educational institutions of the Ministry of Internal Affairs of Russia, as well as those who have completed correspondence and evening studies, in cases of their appointment with promotion;

c) employees promoted to a higher or equivalent position in another service, if the performance of their functional duties requires the expansion and deepening of professional knowledge and new practical skills.

2.2. Mentoring is established for a duration of three months to one year, excluding the time spent on retraining courses in educational institutions of the Ministry of Internal Affairs of Russia or special initial training courses in training centers Ministry of Internal Affairs, Department of Internal Affairs (GUVD), Department of Internal Affairs.

2.3. Mentors are selected from the most trained employees (class specialists) who have high professional qualities who have stable performance in the service, rich life experience, a penchant for educational work and enjoy authority in the team. Pensioners can be involved in mentoring work law enforcement agencies recruited to serve in internal affairs bodies as specialists. The head of the internal affairs body determines the number of persons over whom the mentor simultaneously mentors, depending on his personal qualities and the volume of work performed in accordance with job responsibilities work.

2.4. Approval of an employee (specialist) as a mentor is carried out by order of the head of the internal affairs body after at least two weeks from the date of appointment of the employee as a trainee by position or appointment to a specific position. The basis for issuing an order is a report from the immediate superior with the mutual consent of the intended mentor and the employee (trainee) to whom he will be assigned.

2.5. At the end of the period established by the order, the mentor prepares a conclusion in relation to the requirements of Appendix 5 to Order of the Ministry of Internal Affairs of Russia dated June 25, 1993 N 300.

2.6. Mentoring activities are assessed upon completion by the certification commission. Based on the proposal of the certification commission, the head of the internal affairs body can reward the mentor in accordance with his powers.

For mentoring activities, employees with the qualification title “Class I Specialist-Mentor” are paid monetary reward in order and size, installed by the application 40 to the order of the Ministry of Internal Affairs of Russia of February 8, 1993 N 50.

2.7. For exemplary performance of official duty, significant contribution to the professional development and education of employees (trainees), mentors who have served in the internal affairs bodies for at least twenty years and trained at least ten people can be presented with the honorary badge “Honored Employee of the Ministry of Internal Affairs of the Russian Federation.”

2.8. On the initiative of the mentors of the internal affairs body, they can create bodies of public initiative - Councils of Mentors.

3. Responsibilities of the mentor

3.1. Know the requirements of legislation, departmental regulations that define the rights and responsibilities of an employee (trainee) for their position, issues of service, and professional training of employees of internal affairs bodies.

3.2. Develop together with the immediate supervisor of the employee (trainee) individual plan training and education of the latter, taking into account his level intellectual development, physical, general education and special training and submit for approval to the head of the internal affairs agency.

3.3. Comprehensively study the strong-willed, business and moral qualities of the employee (trainee), his attitude towards the service, the team, citizens, living conditions, hobbies, inclinations, circle of leisure communication.

3.4. Provide individual assistance to the employee (trainee) in mastering the chosen profession, practical techniques and methods of high-quality performance of operational, service, combat tasks and assignments, identify and jointly eliminate mistakes made.

3.5. Develop by personal example positive qualities employee (trainee), correct his behavior at work and at home, involve him in participation in public life team, form healthy image life, socially significant interests, promote the development of general cultural and professional horizons.

3.6. Participate in the discussion of issues related to work, social activities, off-duty behavior of an employee (trainee), make proposals to public affairs bodies, the immediate superior, and heads of the internal affairs body about his encouragement, the application of educational and disciplinary measures, and the satisfaction of reasonable needs and requests.

3.7. Periodically report to the heads of the internal affairs agency about the adaptation process of the employee (trainee), his discipline and behavior, and the results of his personal influence on his development.

4. Mentorship leadership

4.1. Direct supervision of mentoring is carried out by deputy heads of internal affairs bodies for personnel (for work with personnel).

4.2. The head of the internal affairs body and his deputy for personnel (for work with personnel) are obliged to:

a) introduce the appointed employee (trainee) to the personnel of the internal affairs body, announce the order to assign a mentor to him;

b) create the necessary conditions for the joint service of an employee (trainee) with the mentor assigned to him, and for them to perform operational and official tasks;

c) organize systematic training of mentors in advanced forms and methods of individual educational work, the fundamentals of pedagogy and psychology, provide them with methodological and practical assistance in drawing up plans for working with employees (trainees), resolving their urgent needs and requirements;

d) study, generalize and disseminate positive experience in organizing mentoring.

Main Directorate
personnel of the Ministry of Internal Affairs of Russia

Electronic document text
prepared by Kodeks JSC and verified against:

"Educational work in
internal affairs bodies.
Collection of normative acts".
Omsk, 2001