The article presents the key directions for improving the process of professional development in public institutions. Courses of training, advanced training and retraining for civil servants are provided. Two key categories are considered: «competency» and «competence», their definitions are given and the difference between them is clarified. The nature of the interdependence between the personnel development system in public institutions and the criteria for the success of their activities is described by defining the links between the key areas of responsibility, competencies in the respective tasks, staff competences and the forms and methods of forming these competencies. The methodical approach of justifying the staff development program in a public institution using the “quality house” tool is provided. Thus, on the basis of the analysis, it was determined that the following are the highest priority for the Polivska village council of Dergachi district of Kharkiv region: first place is the knowledge of normative legal acts, the second one – clerical work, on the third – the ability to conduct business negotiations and work in a team that does not actually differ in the results obtained; on the fourth – the skills of conducting trainings and lectures. The least important are the ability to deal with conflict situations and the possession of a foreign language (English).
Key words: public organization, personnel, competence, competence, training, «quality house».
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The article was received 01.03.2018