Nowadays society requires new competencies of its specialists and citizens. The competencies of civil service employees must meet the requirements of the professional sphere and take into account the demands of the digital economy. The purpose of the study is to determine the key competencies of civil servants required in the conditions of digital transformation of the civil service, and to make recommendations for their development through the introduction of a competence-based approach to the assessment and formation of personnel, diversification of training areas, covering the issues of training in the workplace, exchange of experience and knowledge with colleagues, the introduction of modern analytical tools to support the functions of recruiting, building career tracking and individual competence development of the employee.
The article provides a review of the main positions of the competence approach to the formation of human resources. The group of competences is defined. Based on the survey, a rating of the competencies of civil servants is compiled; the characteristic problems of the civil service that prevent successful career advancement and development of the civil service in general are highlighted. The results indicate the inertia of the public civil service system in the field of talent management and career tracking, insufficient or complete lack of interest in new formats of communication and training to form soft skills.
The competency-based approach to talent management and career planning can be implemented within a single digita l platform. The basis of such a platform should be formed by the ontological model. Data research tools will enable to carry out an objective selection of personnel for the position, determine the development program and build career tracking, as well as measure the effectiveness of the head of the department. The results of the study can be useful in setting professional standards in the fi eld of public administration.