Problem setting. Modern activity of municipal bodies are characterized by the unambiguously formalized approach to employees’ training and professional development. Although municipal employees have to permanently obtain additional knowledge and skills being the statutory obligation, insufficient attention is paid to their personal development. There is no single mechanism for increasing the motivation of employees, their interest in long-term service and increasing the performance indicators of the authority.
Purpose. Identification of problems and contradictions in the management of the development of the professional career of municipal employees, designation of tools and mechanisms to minimize them.
Methods. In the process of research, methods of structural, comparative, functional, economic and statistical analysis, the method of system analysis, methods of collecting information, expert and analytical comparisons were used. For visual presentation of the material, graphic display tools are used.
Results. Based on the analysis of the basic theoretical provisions of modern scientific research in the field of implementation and improvement of career management tools, the main vectors of professional development of municipal employees are identified. Based on the presented statistical data, problem points and contradictions in the scope of activity of municipal employees were identified. The prospects for the introduction of modern tools for improving the career growth of employees of local governments are outlined. Scientific novelty. The current trends in the development of personnel policy in the local government of the Russian Federation have been identified, the development and implementation of a modeling system for the career track of municipal employees focused on the organizational and personal development of government personnel has been proposed. The feasibility of introducing a personal development path of a municipal employee as a tool for modeling a career track is substantiated.