Professional ethics and culture of a police officer. Professional ethics of an employee of the internal affairs bodies of the Russian Federation

I APPROVED

Head of the cycle-teacher of the Jurisprudence Center of the Special Purpose Center of the Ministry of Internal Affairs of Russia

in the Vologda region

police lieutenant colonel

M.A. Tanichev

"_____" _____________ 2015

METHODOLOGICAL DEVELOPMENT

In the discipline “Moral and ethical foundations of service in internal affairs bodies. Office Etiquette"

Topic 2.1.5 “Office etiquette of an internal affairs officer”

Purpose of the lesson: familiarize students with the basic concepts of office etiquette and principles of communication in professional activity police officer

Number of hours: 2 hours

Type of lesson: practical lesson

Location: classroom

Literature: Annex 1

Study questions:

1. Official etiquette of an internal affairs officer.

2. Speech culture and rules of official communication for internal affairs officers.

I. Introductory part

1.1. Organizing time(report from the group commander, greeting, check of personnel, message about the progress of the upcoming lesson).

1.2. Survey of students on the material covered

Concept and types of corruption.

Causes of corruption.

Regulatory and legal framework for combating corruption.

Corruption risks in the activities of various ATS services.

Professional and ethical anti-corruption standard of conduct for a police officer.

Declaration of income as a measure to prevent corruption.

The concept and features of conflict of interest in the service.

Personality deformation: content and causes.

II. Main part

Presentation of new material.

Question No. 1. Official etiquette of an internal affairs officer.

A person lives and works among people. His success in life and at work, authority, career, presence of true friends, etc. largely depend on the culture of his behavior. A set (set) of rules of behavior, manners, courtesy, and decency is called etiquette.

Usually the word “etiquette” expresses the external culture of people (clothing, hairstyle, gestures, manners, speech, posture, gait, gaze, handshake, etc.). This is the aesthetic side of etiquette. However, a person can be outwardly attractive, impeccably dressed, with good manners, but at heart callous, selfish, greedy, vain, envious and two-faced.

To prevent this from happening, the rules of etiquette are based on such concepts as sincerity, goodwill, conscience, justice, dignity, honor, which constitute an integral moral facet of etiquette. The official etiquette of employees of internal affairs bodies also has a legal side, since many rules of etiquette are mandatory and regulated by charters, orders and job descriptions.

Office etiquette regulates the rules of behavior of an employee with various categories of citizens (law-abiding and law-abiding, men and women, elderly and children, compatriots and foreign citizens, victims and suspects, etc.), each of which requires a special approach, tact, and attention.

At the same time, in any situation, when communicating with any citizen, an employee must behave with dignity, kindly and openly, attentively and helpfully. This behavior of a police officer evokes respect among citizens and a desire to cooperate with him.

Unfortunately, a police officer often has to deal with far from the best representatives of society. Under these conditions, certain qualities are required from the employee: special endurance, will, tact, personal dignity: rigor, but not rudeness; reasoning, not threats; firm tone, but not shouting, etc. Refusal of these rules is a sign of defeat of a police officer, his weakness as a soldier of law and order.

When addressing a citizen, a police officer must place his right hand on his headdress, introduce himself and clearly state the reason for the appeal. This must be done, if possible, gracefully, clearly, respectfully, while looking attentively and kindly into the citizen’s eyes. It should be remembered that gaze plays an extremely important role in human communication. The look can be cold, indifferent, arrogant, aggressive, arrogant; but the look can also be friendly, stimulating, interested, sincere, respectful, calming. An unpleasant impression is made by an employee who looks away to the side, looking over the citizen’s head, with “shifty” eyes.

In all cases, a police officer must remember the honor of his uniform, and therefore the honor of himself and his colleagues. The unkind act of one officer casts a stain in the eyes of citizens on the entire police corps. A police officer cannot afford to drink alcohol while on duty; eat, drink, smoke while moving and in inappropriate places; visit restaurants, casinos, markets in uniform, if this is not related to the performance of official tasks; to swear; violate the uniform of clothing; do not follow traffic rules while driving a company or personal car.

A police officer should not be humiliated or offended by something that he is sometimes not recommended and even prohibited from doing when other citizens are allowed to do so. The principle here is quite simple: to whom much is given, much is asked. By personal example in behavior, an employee always has a beneficial influence on others, strengthening his moral authority.

Service etiquette places a special requirement on the appearance of employees of internal affairs bodies. Beautiful, well-fitted clothing (uniform), neat hair, clean shoes, and installed insignia indicate the employee’s respectful attitude towards citizens and his profession. And, on the contrary, carelessness in clothing and sloppiness indicate the employee’s low culture, his lack of understanding of the meaning of the concept of “uniform honor.” Citizens try not to communicate with such employees; they are ignored even when they need their help. A police officer can be honest, conscientious in his service, courageous, hardworking, but if he does not pay attention to his appearance, then his virtues may go unnoticed by citizens.

Office etiquette condemns wearing mixed uniforms and unofficial signs, improvising uniforms, and keeping hands in pockets. Gloves, shoes, mufflers, and socks must strictly match the color scheme of the uniform. Particular attention is paid to the correct position of the worn headdress. An employee also has to take care of his appearance when wearing civilian clothes. To an employee as a representative government agencies It is indecent to show up for work in a turtleneck, worn jeans, a worn sweater and sneakers.

You cannot fill pauses in a conversation with meaningless sounds: uh-uh, ah-ah, y-y-y. Etiquette does not recommend addressing strangers on a first name basis. This puts the citizen in an unequal position, since well-mannered person cannot also contact a police officer. It is strictly forbidden to use obscene language. Mat is a sign of promiscuity, weak character, bad manners, permissiveness, and arrogance. When communicating with citizens, a police officer does not have the right to in any way humiliate their national or religious dignity, to show arrogance, rudeness, arrogance, to use threats and offensive language, rude jokes and evil irony.

The employee’s competent speech, its soft tone, a clear expression of the purpose of the conversation, correctness and goodwill are the shortest path to proper communication between the employee and the citizen and its positive conclusion.

An important element of official etiquette are the rules that determine the forms of greeting for employees of internal affairs bodies. These rules are traditional in nature, reflected in the charters and job descriptions. They are based on tact, courtesy, goodwill, and respectful attitude towards each other. As a rule, the youngest (by rank, position, age) greets the elder first. However, only the eldest has the right to extend his hand first for greeting. Likewise, the priority to offer a hand for greeting belongs to the woman. The only exceptions are cases when the man is much older in age or higher in position.

When greeting, employees put their hand to their headdress and say “I wish you good health.” Other expressions: “How are you?”, “How are you doing?”, “Hello,” “How are you?” and so on. are not desirable and may be perceived as insensitive. The elder is obliged to respond to the greeting either with a voice or by placing his hand on the headdress. You can greet your boss (senior) by turning your head in his direction. Mutual military greetings form a respectful attitude among employees towards each other, unite the service team, strengthen discipline, and create an atmosphere of service solidarity. When communicating with citizens, etiquette recommends refraining from shaking hands. However, there may be situations when it is desirable for an employee to shake hands with a citizen. This may be an injured person who is in an inadequate state. In such circumstances, the hand of an employee is a helping hand, the hand of a friend. It should be remembered that a handshake can be warm and cold, firm and careless, approving and condemning, sincere and hypocritical.

Etiquette dictates strict procedures when giving military honors State flag And National anthem; the Tomb of the Unknown Soldier; Eternal Flame; funeral processions accompanied by a banner and an honorary escort; at the opening of memorials; when presenting the Banner, etc.

The life of a police officer, fortunately, is not limited only to official activities and the framework of the official team. An employee’s career success, his career, authority, physical and moral condition largely depend on how he spends his free time, how he rests, engages in self-education, how he builds his relationships with neighbors, etc. The off-duty life of a police officer is regulated by the rules of general civil etiquette, the observance of which is ensured by the officer and the people around him comfortable conditions communication. Let's name just a few of them, the most common ones.

A woman in motion on the street, transport, theater, at the dinner table is to the right of the man. The woman gets on any transport first, and the man gets off first to help the woman get off. When entering the elevator, the person entering the room is the first to say hello. When entering and exiting, you should hold the door behind you. In public transport, do not occupy seats reserved for elderly passengers with children and people with disabilities. IN in public places You should not shout or talk loudly. There is no need to show special attention to persons with any disabilities. It is necessary to strictly observe the rules of conduct for pedestrians and drivers. Civilian dress must correspond to the purpose, place of visit, age, and social status of the employee, which is determined not by rank or uniform, but by his vocation.

People come to the theater and concert early, especially if the seats are in the middle of the row. It is indecent to look at the seated audience through binoculars, and also to leave the hall before the end of the performance to take a turn at the cloakroom. In order to gain benefit and aesthetic pleasure from visiting an opera, museum, or art gallery, you need to get acquainted in advance, for example, with the libretto of the opera and its author, with the artists represented in the gallery. When preparing for cultural events, it is, of course, necessary to wear a suit for the visit. Tickets purchased by hand and half an hour before the performance, as a rule, do not allow you to get the proper feeling and pleasure.

The rules of general civil and official etiquette are quite simple, do not require memorization, and do not need to be followed blindly. They are based on the well-known moral principles of humanism, justice, collectivism, consciousness, as well as on the “golden rule” of morality: “Do not allow yourself what you consider inappropriate for others.”

Etiquette encourages an employee to be an example for others, to value his honor, professional and personal dignity.

Conclusion: Thus, etiquette is an external form of expression of moral and aesthetic norms that regulate people's behavior. The content of etiquette is recognition of the importance of a person, showing respect for him, honoring him, expressed in the form of politeness, courtesy. The culture of a person’s behavior characterizes his spiritual appearance, shows the degree to which he has mastered the cultural virtues of humanity, the level of his socialization, self-discipline, and morality.

The term “ethics” comes from the ancient Greek word “ethos” (“ethos”). Initially, ethos was understood as a habitual place of living together, a house, a human dwelling, an animal lair, bird's Nest. Subsequently, it began to primarily denote the stable nature of a phenomenon, custom, custom, character; Thus, in one of the fragments of Heraclitus it is said that the ethos of man is his deity. This change in meaning is instructive: it expresses the connection between a person’s social circle and his character. Starting from the word “ethos” in the meaning of character, Aristotle formed the adjective “ethical” in order to designate a special class of human qualities, which he called ethical virtues. Ethical virtues are properties of a person’s character and temperament; they are also called spiritual qualities. They differ, on the one hand, from affects as properties of the body and, on the other hand, from dianoetic virtues as properties of the mind. For example, fear is a natural affect, memory is a property of the mind, and moderation, courage, generosity are properties of character. To designate the totality of ethical virtues as a special subject area of ​​knowledge and to highlight this knowledge itself as a special science, Aristotle introduced the term “ethics”.

Ethics is the science of human moral life, which has absorbed the historical experience of the moral culture of many generations, the features of ethical traditions, and folk pedagogy.

In the value system of any law enforcement officer, problems of professional ethics occupy a special place. This is due to a number of objective reasons. Firstly, the fight against crime and other offenses is not only a legal, but also a moral problem, since it is impossible to fight crime and the causes that give rise to it without strengthening the moral foundations of society, and without the fight against crime it is impossible to ensure the full development and manifestation of moral factor in its constructive, creative role.

Secondly, employees of internal affairs bodies have to deal, as a rule, not with the best part of society, which, on the one hand, has a very adverse effect on their moral character and can, under certain conditions, lead to moral deformation, and on the other hand, official Ethics obliges each employee to show tact, restraint, and moral influence on the detained, arrested, or convicted person. In addition, as practice and research show, the moral culture of employees of internal affairs bodies has a noticeable disciplinary and educational effect on citizens. It is also no secret that in the conditions of democratization and humanization of society, expanding publicity about the activities of law enforcement agencies, the importance of the professional morality of their employees increases noticeably.

In the scientific sense of the word, ethics is a philosophical science, the object of study of which is morality in all its manifestations, i.e. as one of the forms of social consciousness, as moral relations and as moral practice and actions. However, in life, ethics is often understood as moral practice itself, certain moral qualities and norms of human behavior, moral rules, codes, commandments, customs, etc., having one or another specific manifestation. Therefore, there are such concepts as “ethics of behavior”, “ethics of education”, “ethics of family life”, “ethics of political struggle”, “work ethics”, “ethics of police service”.

Professional ethics is an applied branch of the philosophical science of ethics, the object of study of which is morality: its essence, origin, functioning, as well as problems of morality in society.

Based on the above, professional ethics can be considered either as a theory of professional morality, or as certain moral requirements for employees, determined by the specifics of their profession. Morality would lose its functions as the most universal regulator of people's behavior and activities if its requirements and norms were not so universal and generally significant in society. At the same time, in every society there are professions whose work is most strictly “guarded” by morality and regulated by it. Among such professions, undoubtedly, are the professions of employees of internal affairs bodies.

The concept of “police ethics” has already firmly entered our vocabulary; “fire service ethics” and others have the same “right to life.” Insufficient attention to professional ethics (both in science and even more in practice) harms our society not only moral, but also material, and in some cases political damage, leads to a decline in the authority of the internal affairs bodies, a weakening of their ties with the population, a decrease in the efficiency of operational activities, and undermines the prestige of the police professions.

Professional ethics includes certain categories of ethics and moral principles that underlie the activities of people in a particular profession, the moral qualities that they must possess, the moral standards governing their professional activities, and a number of other moral aspects of professional activity. Professional ethics is characterized by such categories as “professional duty”, “official dignity”, “professional honor” is the uniform.” Such ethical categories as “responsibility”, “justice”, “humanism”, “collectivism” and a number of others have a very definite professional meaning in the practice of internal affairs bodies.

As a rule, an employee determines his line of behavior, specific actions, attitude towards the service and people, comparing them with his understanding of “personal and official dignity”, “professional duty and honor”. If his intended actions correspond to the employee’s ideas about duty, honor, and dignity, then he willingly fulfills his duties, acts proactively, and is not afraid to take responsibility, because he morally approves and encourages his actions.

At the same time, an employee cannot afford to commit actions that contradict his understanding of professional duty, dignity, and honor.

Professional dignity, on the one hand, reflects the attitude of other people towards a given employee as a specialist, professional, and on the other hand, it indicates the person’s attitude towards himself as an employee, his awareness of his merits, professional qualities. Professional dignity is largely a consequence of a worthy profession, those. determined by the social significance of a given profession, its prestige, and prevailing public opinion. However, one cannot fail to take into account a person’s personal, individual attitude towards his profession, which does not always coincide with the objective position in society of people of this profession.

The professional dignity of an individual is closely related to her specific position in the service team, her personal merits and the corresponding measure of respect and honor, i.e. associated with the honor of the employee as a representative of this profession, a specific team, and the entire police corps. The honor of an employee of the internal affairs bodies, on the one hand, is a result of his personal merits and merits as a citizen and as an employee, and on the other hand, it is a consequence of the merits to society, the people of all law enforcement officers, employees of all generations and services. Thus, by wearing the shoulder straps of an internal affairs officer, the employee, as it were, receives in advance a piece of honor and glory from the entire corps of worthy workers who guarded law and order. This, naturally, imposes on each employee of the internal affairs bodies a special responsibility for maintaining his honor not only as a specific individual, but also as a representative of the entire rank and file and commanding staff of the internal affairs bodies. It is no secret that the population and society evaluate law enforcement officers not only as specific representatives of the authorities, but also in a general way, transferring the good or bad reputation of other law enforcement officers to the person in uniform.

Professional honor requires an employee to maintain the reputation and authority of the professional group to which he belongs and to which he values ​​belonging. Therefore, honor is not only recognition of a person’s past merits and his current virtues and merits, but also a good incentive for his further moral improvement, a guarantee of success in his career. It is important to note that the honor of an employee of internal affairs bodies is determined not by his official or financial status, special rank, education, but only by his personal qualities (moral, business, political, intellectual and others) as a citizen, as an employee, as a representative of internal affairs bodies business

Concern for the professional honor and official dignity of internal affairs officers encourages them to maintain the honor and dignity of all citizens and even persons suspected of committing crimes or deprived of liberty (but not deprived of civil rights and personal dignity). The Code of Honor for ordinary and commanding personnel of the internal affairs bodies of the Russian Federation states: “An employee of the internal affairs bodies, being a civil servant endowed with power, must treat a person as the highest value, humanely, generously and mercifully. Treating citizens politely and considerately is not a sign of weakness and is quite compatible with firmness.”

As experience and scientific research show, the higher an employee’s sense of personal and professional dignity is developed, the more he values ​​his professional honor, the more significant his social value is, if they are combined with high moral maturity, employee culture, and the necessary moral qualities.

The moral culture of an employee is closely related to the aesthetic culture, but if the first reflects the internal culture of the individual, the second, as a rule, is considered as an external culture. There is no doubt that a person’s internal culture plays a decisive role in his activities and behavior. However, one cannot underestimate external culture and its influence on internal culture. Thus, an employee’s uniform and even the style and quality of his civilian dress themselves have an impact (and sometimes a significant one) on the employee’s behavior.

Office aesthetics includes the employee’s work culture and speech, the ethics of official life and the employee’s appearance,

The term “aesthetics” (like “ethics”) is used both in its scientific and everyday understanding. If in the first case it represents the science of art, the aesthetic exploration of the world, then in the second it reflects real practice, the culture of life, behavior, and work.

The manner of communication with citizens and colleagues and the aesthetics of rituals, the literacy of official documents and the culture of employee behavior outside the office. It is no secret that careless execution of a protocol for examining a crime scene or detaining an offender often leads to an erroneous conclusion by an interrogator or investigator, and from an arrogant expression on the face of an employee to an arrogant attitude towards people, it is only half a step. Set of requirements. a set of rules governing the behavior of employees in the service, their greetings, appearance, etc., is characterized by the concept of “office etiquette.” The uniqueness of police etiquette is that aesthetic requirements are not only closely related to moral standards, but are also, as a rule, enshrined in regulatory documents and therefore are mandatory for all employees. The specificity of office etiquette is that it is designed not only to satisfy the aesthetic needs of employees, but also to have a corresponding aesthetic impact on citizens. It is absurd, for example, to build a building for the police department and, say, a children's theater according to a single architectural design, just as the interior of the office of the head of the police department should hardly resemble a living room or the office of a circus director. Strictness, rationalism, the absence of any excesses or pomposity are mandatory requirements for buildings and office premises of internal affairs bodies. The seriousness and responsibility of the functions they perform must be fully in accordance with the aesthetics of official life. Wall painting, lighting, sound insulation, office space dimensions, furniture comfort, design of technical and other means are also necessary elements of office life, affecting not only the aesthetic well-being of employees, but largely determining the effectiveness of their work.

The aesthetics of work of employees of internal affairs bodies is both professional knowledge and rational use working hours, and the use of a company telephone and other equipment strictly for its intended purpose, this is, first of all, a culture of working with people, communication with employees and citizens.

Experienced employees know well that goodwill, politeness, a friendly look from an employee, and tactical posing of questions encourage visitors to have a frank conversation. And on the contrary, the gloomy look of the employee, his reluctance (“forgetfulness”) to offer the visitor a chair, the heavy air of the office and the wretchedness of its interior discourage the citizen from wanting to communicate, even if he himself voluntarily came to the internal affairs agency to assist him. Of course, difficulties with premises, their insufficient material and technical equipment are an objective and, unfortunately, apparently long-term factor that has an adverse effect on the work of employees. But this in no way explains or justifies the oblivion by some employees of the basic rules of office etiquette, which do not require any additional forces and funds, no additional time, but which, as a rule, give a noticeable positive effect both in work performance and in team building.

Moral qualities act as stable elements of moral consciousness and behavior (both professional and everyday) of investigators, prosecutors, lawyers, and judges. In order for criminal procedural relations to be truly moral, these persons must have certain moral qualities and be morally educated.

Investigators, prosecutors, lawyers, judges must be distinguished by deep respect for the law, loyalty to its letter and spirit, perseverance and immunity to outside influence, independence in judgment and vigilance. They must be demanding of themselves and of people, honest and incorruptible, modest and polite, courageous and decisive, and hardworking.

It is difficult to find another profession, possessing which every day one would have to deal with such an abundance of the most diverse life situations, actions, motives, human characters. And all this diversity must be understood promptly, comprehensively, completely and deeply. An investigator, a prosecutor, a lawyer, a judge must be as self-possessed, tactful, correct, collected, cold-blooded and calm in relation to every person - a repeat offender and a domestic troublemaker, a seasoned murderer and an ordinary brawler, a victim and a witness, a woman and a man, an old man and a teenager , caught in the sphere of justice. And no matter how great the emotional and mental stress may be, no matter how hard it is to restrain anger towards a bandit and a murderer, a rapist and a robber, a breakdown here is unacceptable, just as threats, rudeness, deception, lies are unacceptable, no matter how good intentions and reasons they never explained.

Compliance with these moral requirements is a clear manifestation of the necessary moral and psychological qualities of persons conducting criminal proceedings. These moral qualities, being professionally necessary for investigators, prosecutors, judges and lawyers, have a direct impact on strengthening and increasing the prestige of the preliminary investigation bodies, the prosecutor's office, the bar and the court, and on the efficiency of carrying out the tasks of criminal proceedings.

In relation to the service team, the requirements of etiquette can be reduced to the rules of behavior of a boss in relation to subordinates and the rules of behavior of an ordinary employee in relation to his boss (commander). Among the rules of conduct for a leader are the following:

teach, not lecture, subordinates and learn from them;

ignite people, and not “burn” them with shouts, rude words, tactlessness;

demand, not find fault;

lead people, not push them;

be patient and not passively expectant;

be modest in assessing yourself, but more generous in assessing your subordinates;

be simple and accessible in communication, but not overly familiar;

to be principled and not stubborn and a number of others.

Among the rules of behavior for a subordinate are the following:

respect your boss, not please him;

be polite, not flattering;

behave with dignity, but without arrogance;

to be humble, not humble;

show initiative, not self-will;

be truthful but tactful;

to be dutiful and not servile, and some others.

These rules, having become habitual and stable, optimize the relationship between the boss and subordinates, have a beneficial effect on employees occupying the same official position, generally unite the team, and contribute to the successful solution of official tasks.

It should be noted that an important element of official aesthetics is the external culture of the employee, which covers the culture of his oral speech, manner of dressing, attitude to uniform, form of address, greetings, etc. As population surveys show, the neatness, smartness, and dashing appearance of a “man in uniform” evoke in citizens a respectful attitude towards employees of internal affairs bodies and have an educational, disciplinary influence on those around them. And, on the contrary, a sloppy employee (especially in uniform) evokes a negative attitude from others, and sometimes even a feeling of disgust among individual citizens. It should be noted that the employee’s attitude towards uniform is essentially an expression of his attitude towards the service itself: for one, uniform is “special clothing”, workwear, for another it is a uniform associated with such a concept as “uniform honor”.

Of course, legal aesthetics cannot require employees to be outwardly beautiful, stately, or physically powerful, but it obliges them to respect their uniform, strictly observe the established requirements for discipline, politeness and honor, and encourages the employee to be attentive to his appearance and remember its influence on others.

We can say that etiquette and legal aesthetics in general stand guard over the honor, personal dignity and authority of employees of internal affairs bodies and require them to do the same in relation to citizens. Based on the “golden rule” of ethics: “Do not allow yourself to do what you consider impermissible for others,” employees must be especially scrupulous not only about their appearance, but also about their speech, actions, and the choice of means of restoring public order and suppressing illegal actions. At the same time, cases are not uncommon when employees address citizens (especially offenders) on a first-name basis, resort to shouting, or even physical abuse of detainees, and use foul language. Teacher A.S. was deeply right. Makarenko, calling swearing, not censorship, unvarnished, petty, poor and cheap muck, a sign of the wildest, most primitive culture.

Office etiquette requires employees to strictly observe the uniform of dress and greetings, and prohibits the wearing of non-statutory signs. He disapproves of anything that is deliberately used to stand out from others purely outwardly (wearing a beard, long hair or massive rings, chains, non-statutory tie pins, etc.). The attempts of some young employees to somehow independently “improve” it can hardly be called love for uniforms. This is, rather, a manifestation of vanity, selfishness, and the desire to “not be like everyone else.” The latter could be welcomed if it were not reduced only to external signs of difference, without any connection with the intellectual, professional and moral qualities of a person, his internal virtues. By the way, among employees who are overly keen on their appearance, there are much more often those who, behind external gloss and decency, hide selfishness, disrespectful attitude towards people, indifference in work, and sometimes even rudeness.

Thus, professional ethics in internal bodies contains rules of conduct that are moral in content, aesthetic in form and legal in the nature of their application. This is their vitality and stimulating role.

1. Approve the attached Code of Professional Ethics for Employees of the Internal Affairs Bodies of the Russian Federation.

2. Heads of divisions of the central apparatus of the Ministry of Internal Affairs of Russia*, heads of divisions directly subordinate to the Ministry of Internal Affairs of Russia, heads of 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 in the constituent entities of the Russian Federation, departments of internal affairs in transport, departments and departments of internal affairs in closed administrative-territorial entities, at particularly important and sensitive facilities, departments of material and technical supply, educational, scientific research and other institutions of the Ministry of Internal Affairs of Russia to ensure that subordinate personnel study the Code of Professional Ethics of an employee of the internal affairs bodies of the Russian Federation and comply with it during service.

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

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

Code
professional ethics of an employee of the internal affairs bodies of the Russian Federation

Ministry of Internal Affairs of the Russian Federation,

based on the priority tasks of protecting life and health, human and civil rights and freedoms, maintaining public peace, law and order,

based on fundamental human and professional moral values, the requirements of civic and official duty,

personifying the expectations of society in relation to the moral character of an employee, which gives the right to respect, trust and support for the activities of the Russian police from the people,

adopts the Code of Professional Ethics for Employees of the Internal Affairs Bodies of the Russian Federation.

Chapter 1. Basic provisions

Article 1. Purpose of the Code

1. The Code of Professional Ethics for Employees of the Internal Affairs Bodies of the Russian Federation *(1) is a professional and moral guide addressed to the consciousness and conscience of the employee.

2. The Code, as a set of professional and ethical standards, defines for an employee of the internal affairs bodies of the Russian Federation *(2):

moral values, obligations and principles of service in internal affairs bodies;

professional and ethical requirements for official and non-official behavior, relationships in the official team;

professional and ethical standard of anti-corruption behavior.

3. This Code serves the following purposes:

establishing the moral and ethical foundations of an employee’s official activities and professional behavior;

formation of unity of beliefs and views in the field of professional ethics and office etiquette, focused on the professional and ethical standard of behavior;

regulation of professional and ethical problems of relationships between employees that arise in the process of their joint activities;

nurturing a highly moral personality of an employee that complies with the norms and principles of universal and professional morality.

4. According to its functional purpose, the Code:

serves as a methodological basis for the formation of professional morality in internal affairs bodies;

guides the employee in situations of conflict and ethical uncertainty and other circumstances of moral choice;

promotes the employee’s need to comply with professional and ethical standards of conduct;

acts as a means of public control over the moral character and professional behavior of an employee.

5. The Code was developed on the basis of the provisions of the Constitution of the Russian Federation, the requirements of the legislation of the Russian Federation, regulatory legal acts of the Ministry of Internal Affairs of the Russian Federation * (3) taking into account general principles official behavior of civil servants * (4).

The norms and requirements of the Code are consistent with the provisions of the Code of Law Enforcement Officials*(5), as well as the European Code of Police Ethics*(6).

6. Strict compliance with the principles and norms of the Code is important factor high-quality performance of operational and service tasks, a necessary condition public trust and support for the activities of internal affairs bodies.

Article 2. Scope of the Code

1. Compliance with the principles, norms and rules of conduct established by the Code is the moral duty of every employee of internal affairs bodies, regardless of their position and special rank.

2. An employee’s knowledge and compliance with the provisions of the Code is a mandatory criterion for assessing the quality of his professional activities, as well as the compliance of his moral character with the requirements established by the Ministry of Internal Affairs of Russia.

3. A citizen of the Russian Federation serving in internal affairs bodies or entering service has the right, after studying the contents of the Code, to accept its provisions or refuse to serve in internal affairs bodies.

Article 3. Responsibility for violation of the principles and norms of the Code

1. For violation of professional and ethical principles and norms established by the Code, an employee bears moral responsibility to society, the service team and his conscience.

2. Along with moral responsibility, an employee who has committed a violation of professional ethical principles and norms and has committed an offense in connection with this or disciplinary offense, bears disciplinary liability.

3. Violations by an employee of the professional and ethical principles and norms provided for by this Code are considered in the prescribed manner:

at general meetings of junior, middle and senior management;

at meetings of commissions of bodies, divisions, institutions of the Ministry of Internal Affairs of Russia on official discipline and professional ethics.

4. Based on the results of consideration of the issue of violation of professional ethical principles and norms, the employee may be given a public warning or public reprimand.

Chapter 2. Moral foundations of service in internal affairs bodies

Article 4. Civic duty and moral values ​​of service in internal affairs bodies

1. Every citizen of the Russian Federation who joins the ranks of employees of internal affairs bodies devotes his life to fulfilling the duty of selfless service to the Fatherland and protecting noble social ideals: freedom, democracy, the triumph of law and order.

2. The highest moral meaning of an employee’s official activity is the protection of a person, his life and health, honor and personal dignity, inalienable rights and freedoms.

3. An employee of internal affairs bodies, aware of personal responsibility for the historical fate of the Fatherland, considers it his duty to preserve and enhance fundamental moral values:

citizenship - as devotion to the Russian Federation, awareness of the unity of rights, freedoms and responsibilities of man and citizen;

statehood - as the affirmation of the idea of ​​a legal, democratic, strong, indivisible Russian state;

patriotism - as a deep and sublime feeling of love for the Motherland, loyalty to the Oath of an employee of the internal affairs bodies of the Russian Federation * (7), chosen profession and official duty.

4. Moral values ​​form the basis of the morale of an employee, embodying the awareness of involvement in the noble cause of protecting law and order, heroic story internal affairs bodies, victories, achievements, successes of previous generations.

Article 5. Professional duty, honor and dignity of an employee of internal affairs bodies

1. Professional duty, honor and dignity are the main moral guidelines in the career path of a defender of law and order and, along with conscience, constitute the moral core of the personality of an internal affairs officer.

2. The employee’s duty is to unconditionally fulfill the responsibilities enshrined in the Oath, laws and professional and ethical standards to ensure reliable protection of law and order, legality, and public safety.

3. The honor of an employee is expressed in a well-deserved reputation, good name, personal authority and is manifested in fidelity to civic and official duty, given word and accepted moral obligations.

4. Dignity is inextricably linked with duty and honor, representing the unity of moral spirit and high moral qualities, as well as respect for these qualities in oneself and other people.

5. The banner of the internal affairs body is a symbol of honor and dignity, valor and glory, reminding the employee of the sacred duty of devotion to Russia, loyalty to the Constitution of the Russian Federation and the laws of the Russian Federation.

6. Professional duty, honor and dignity are the most important criteria for the moral maturity of an employee and indicators of his readiness to perform operational and official tasks.

Article 6. Moral principles of service in internal affairs bodies

1. The moral principles of the service embody the unconditional requirements of professional and public morality for the activities of internal affairs bodies.

2. The official activities of an employee of internal affairs bodies are carried out in accordance with moral principles:

humanism, which proclaims a person, his life and health as the highest values, the protection of which constitutes the meaning and moral content of law enforcement activities;

legality, which determines the employee’s recognition of the rule of law, as well as its obligatory implementation in official activities;

objectivity, expressed in impartiality and absence of bias when making official decisions;

justice, meaning the correspondence of the punishment to the nature and severity of the offense or offense;

collectivism and camaraderie, manifested in relationships based on friendship, mutual assistance and support;

loyalty, which includes loyalty to the Russian Federation, the Ministry of Internal Affairs of Russia, respect and correctness to state and public institutions, civil servants;

neutrality in relation to political parties and movements, implying the employee’s refusal to participate in their activities in any form;

tolerance, which consists of a respectful, tolerant attitude towards people, taking into account socio-historical, religious, ethnic traditions and customs.

3. An employee must not, under any circumstances, change the moral principles of his work that meet the requirements of the state and the expectations of society. Strict adherence to moral principles is a matter of honor and duty for an internal affairs officer.

Article 7. Moral obligations of an employee of internal affairs bodies

1. An employee of internal affairs bodies, guided by the requirements of the Oath, official duty, professional honor and dignity, assumes the following moral obligations:

recognize the priority of state and official interests over personal ones in their activities;

serve as an example of strict and precise compliance with the requirements of laws and official discipline in professional activities and private life, remain honest and incorruptible under any circumstances, devoted to the interests of the service;

be intolerant of any actions that offend human dignity, cause pain and suffering, constitute torture or other cruel, inhuman or degrading treatment or punishment;

to be courageous and undaunted in the face of danger when suppressing crime, eliminating the consequences of accidents and natural disasters, as well as in any situation requiring saving the lives and health of people;

show firmness and intransigence in the fight against criminals, using only legal and highly moral means to achieve their goals; in situations of moral choice, follow the ethical principle: a person is always a moral goal, but never a means;

be guided in professional activities and communication by the “golden rule” of morality: treat people, your comrades, co-workers the way you would like them to treat you;

preserve and enhance the service traditions of the internal affairs bodies, including: courage and readiness for self-sacrifice, corporate solidarity, camaraderie and mutual assistance, respect and assistance to veterans, families of dead and wounded employees.

2. Impeccable fulfillment of moral obligations ensures the employee’s moral right to public trust, respect, recognition and support of citizens.

Chapter 3. Professional and ethical rules of employee conduct

Article 8. General rules behavior

1. The behavior of an employee must always and under any circumstances be impeccable, meet the high standards of professionalism and the moral and ethical principles of a law enforcement officer. Nothing should discredit the business reputation and authority of the employee.

2. Standards of professional ethics require the employee to:

behave with self-esteem, kindly and openly, attentively and helpfully, evoking respect from citizens for internal affairs bodies and willingness to cooperate with them;

constantly control your behavior, feelings and emotions, not allowing personal likes or dislikes, hostility, bad mood or friendly feelings to influence work decisions, be able to foresee the consequences of your actions and actions;

treat citizens equally correctly, regardless of their official or social status, without showing servility towards socially successful people and disdain for people with low social status;

show respect and attention to elders in rank or age, always be the first to greet: a junior - a senior, a subordinate - a boss, a man - a woman;

adhere to a business style of behavior based on self-discipline and expressed in professional competence, commitment, accuracy, accuracy, attentiveness, and the ability to value one’s own and other people’s time;

in behavior with colleagues, demonstrate simplicity and modesty, the ability to sincerely rejoice in the successes of colleagues, facilitate their successful completion of difficult assignments, and be intolerant of bragging and boasting, envy and ill will.

3. A male employee should show nobility, special courtesy, attention and tact towards women, be helpful and polite in the service and in everyday life.

4. It behooves an employee to be an exemplary family man, establish an atmosphere of friendliness, kindness, sincerity, trust in the family, take care of raising children, developing high moral qualities in them.

5. An employee driving a car or other vehicle should:

strictly and accurately comply with the established rules for traffic safety and operation of transport as a means of increased danger;

be a model of compliance with traffic rules and driver courtesy;

take all measures to ensure traffic safety and reduce risk when driving in extreme situations due to business needs.

6. The norms and rules of official etiquette require an employee to refrain from:

consuming drinks containing alcohol on the eve of and during the performance of official duties;

organizing feasts in office premises dedicated to holidays, memorable dates, and participating in them;

use of narcotic, narcotic-containing and psychotropic substances and preparations, except for cases of official medical purpose;

smoking tobacco in public places, educational and other government institutions, during service, as well as on the move and in motion;

participation in gambling, visiting casinos and other gambling establishments;

promiscuity;

relationships and dubious connections with people who have a negative public reputation, criminal past and present.

7. An employee must remember that immoral behavior, promiscuity and uncleanliness in personal relationships, lack of self-discipline and promiscuity, talkativeness and lack of composure cause irreparable damage to the reputation and authority of internal affairs bodies.

Article 9. Rules of conduct when performing operational tasks

1. The rules of official conduct when performing operational and official tasks require the employee to:

work with full dedication during the entire working time, use the material and non-material resources at his disposal exclusively for official purposes;

use physical force, special means and firearms only in cases where non-violent measures have proven to be ineffective or do not ensure the unconditional fulfillment of operational tasks;

strive to minimize moral harm during forceful detention, search, inspection, and avoid excessive harshness, mockery and bullying towards offenders (suspects);

show sensitivity and attention to victims and witnesses, especially people old age, women, children, people with physical disabilities, making their participation in the course of investigative actions as convenient as possible;

When conducting a search or seizure in a residential area, do not allow careless handling of objects and personal belongings having significance or value for citizens.

2. When identifying illegal actions and suppressing them, the employee must:

explain to the offender, if the situation allows, in a tactful and convincing form the reason for contacting him;

give orders authoritatively, briefly and clearly, excluding the possibility of erroneous or ambiguous understanding of them by the citizens to whom they concern;

maintain self-control and dignity, control your emotional condition, demonstrate confidence and calm in your appearance and actions;

demonstrate emotional and psychological stability when offenders provoke a conflict situation; not allowing yourself to be drawn into a conflict, take all possible measures to resolve and suppress it;

take all measures to establish psychological contact with eyewitnesses and witnesses, to win them over, while remaining at the same time principled, decisive and authoritatively representing state power;

provide explanations to the offender about the illegality of his actions without moralizing, in a friendly, convincing and clear manner, with reference to the relevant requirements of regulatory legal acts;

refrain from harsh actions and harsh statements towards the offender in the presence of children and elderly people, trying not to traumatize their psyche.

3. When conducting a survey (interrogation), the employee should:

talk to the offender (suspect) in a calm manner, confidently and firmly, without exerting psychological pressure;

find the appropriate tone and the right words to remove emotional stress, demonstrate to the suspect and victim your impartiality;

ensure a combination of activity and persistence of the interrogator in obtaining truthful testimony with respect for the personality of the interrogated.

4. An employee of internal affairs bodies performing operational and official tasks in special conditions of emergency circumstances caused by terrorist acts, natural disasters, disasters, epidemics, incidents and other extreme situations, you should:

show high moral and psychological stability, vigilance, activity, perseverance, perseverance in operational activities, remain ready for effective action in any situation;

observe himself and demand from others the maintenance of law and order, suppress attempts at robbery, looting, theft of state property and personal property of citizens;

act confidently and calmly in conditions of panic, group disobedience to government officials, and mass riots;

be as helpful, sensitive and emotionally restrained as possible when communicating with people, especially those affected by emergency circumstances.

5. When performing control and verification functions during inspections, control checks, targeted visits to bodies, divisions, institutions of the Ministry of Internal Affairs of Russia, the employee is prescribed:

to adequately represent the apparatus of a higher internal affairs body, showing exactingness, firmness, integrity, combined with correctness, modesty, and respect for the dignity of colleagues;

fairly, objectively and competently evaluate the activities of the inspected internal affairs body, excluding the influence of preconceived opinions and judgments;

refrain from feasts, unacceptable signs of attention, excesses in everyday life, veiled bribes in the form of gifts or offerings offered during the inspection.

6. The following are unacceptable for an employee:

haste in making decisions, neglect of procedural and moral norms, use of means that do not comply with the requirements of the law, moral principles and norms;

provocative actions associated with incitement, inducement, direct or indirect form to commit offenses;

disclosure of facts and circumstances of private life that became known during investigative actions;

selective approach in taking measures against violators of the law and traffic rules;

indifference, inactivity and passivity in preventing and suppressing crime.

7. Restriction by an employee of the rights and freedoms of citizens is permissible on the basis and in the manner provided for federal law. In situations involving restriction of the rights and freedoms of a citizen, with the exception of actions in a state of emergency or necessary defense, the employee must explain to him the basis for such a restriction.

8. Extraordinary circumstances cannot serve as an excuse for violations of the law, torture or other cruel, inhuman or degrading treatment or punishment.

Article 10. Professional moral deformation and its prevention

1. Managers and employees of internal affairs bodies must understand the essence of the phenomenon of professional moral deformation of the individual, imagine its danger and consequences.

2. Professional moral deformation is a negative change in guidelines and devaluation of moral values ​​among some employees under the influence of conditions and experience of professional activity, manifested in a distorted attitude towards official duty and discrediting the moral character of a police officer.

3. Professional moral deformation is expressed in:

legal nihilism, meaning a disdainful attitude towards the requirements of the law;

replacing the true idea of ​​the moral meaning of official activity with an imaginary one;

supporting false corporate solidarity based on mutual responsibility;

a sense of infallibility and permissiveness, a desire to suppress human will and subjugate one’s own;

morbid suspicion and distrust of all people;

loss of sensitivity to human misfortune, indifference to grief;

systematic violation of professional and ethical standards of service in internal affairs bodies;

indifference to the process and results of official activities;

unscrupulousness in assessing violations of official discipline;

moral uncleanliness, adherence to double moral standards;

individualism, selfishness, quarrelsomeness, pettiness, conflict, hostility and envy of the successes and achievements of colleagues;

the use of elements of the criminal subculture in official activities;

moral depravity, expressed in drunkenness, everyday decay, and immoral acts.

4. The activities of managers to prevent professional moral deformation involve:

creating a favorable moral and psychological climate in the team;

formation of an attitude towards conscious adherence to professional and ethical principles and norms;

development of moral and psychological stability and business orientation of employees;

informing employees about the signs and consequences of negative personality changes in professional activities;

developing professional immunity among employees to the negative influences of the criminal environment and criminal subculture;

instilling in employees a high general and professional culture, aesthetic taste, and the development of amateur artistic creativity;

organization of active recreation with partial or complete change in the socio-psychological background of communication.

Chapter 4. Speech culture and rules of official communication

Article 11. Speech culture

1. Speech culture is an important indicator of the professionalism of a police officer and is manifested in his ability to competently, intelligibly and accurately convey thoughts.

2. Speech culture obliges the employee to adhere to the following speech norms:

clarity, ensuring accessibility and ease of communication;

literacy based on the use of generally accepted rules of the Russian literary language;

logic, implying consistency,

consistency and validity of the presentation of thoughts;

evidence, including the reliability and objectivity of information;

brevity, reflecting the brevity and clarity of speech;

relevance, meaning the necessity and importance of what is said in relation to a specific situation.

3. The employee must observe and defend the purity of the Russian language. In an employee’s speech it is unacceptable to use:

rude jokes and evil irony;

inappropriate words and speech patterns, including those of foreign origin;

statements that may be interpreted as insults towards certain social or national groups;

harsh and cynical expressions of an offensive nature related to a person’s physical disabilities.

4. In the speech of an employee of the internal affairs bodies, the use of obscene language, foul language and expressions that emphasize a negative, contemptuous attitude towards people is excluded.

5. An employee who has studied criminal vocabulary for operational purposes should not use jargon and other elements of the criminal subculture when communicating with colleagues and citizens.

6. In case of official communication with citizens of different nationalities, the employee is recommended to use Russian as the state language of the Russian Federation.

Article 12. General rules of official communication

1. When communicating with people, an employee must be guided by the constitutional provision that every citizen has the right to privacy, personal and family secret, protection of honor, dignity, one’s good name.

2. The employee should:

begin official communication with a greeting (putting your hand to your headdress, while in uniform), refraining from shaking hands; introduce yourself, stating your position, special rank, surname, briefly state the purpose and reason for the appeal, and, at the request of the citizen, present an official ID;

present your comments and demands in a correct and convincing form; if necessary, calmly, without irritation, repeat and explain the meaning of what was said;

listen to the citizen’s explanations or questions carefully, without interrupting the speaker, showing goodwill and respect for the interlocutor;

treat elderly people, veterans, and disabled people with respect and provide them with the necessary assistance;

be considerate and attentive to women and children.

3. When establishing the identity of a citizen or checking documents related to the performance of official duties, the employee must:

ask in a tactful and polite manner to present the required documents;

invite the owner of the documents to remove foreign objects from them if they are present;

check the documents quickly and carefully, if a more thorough check is necessary, explain to the citizen its reason, timing and methods of conducting it;

thank the citizen for his cooperation with the police upon completion of the inspection and return of documents.

4. When communicating with citizens, an employee must show restraint and be prepared to:

to inappropriate behavior on their part, including aggression and resistance;

to provide them with the necessary medical care;

to sending people in need to a medical facility.

5. When communicating with citizens, an employee is unacceptable:

any type of statement and action of a discriminatory nature on the basis of gender, age, race, nationality, language, citizenship, social, property or marital status, political or religious preferences;

arrogant tone, rudeness, arrogance, incorrect comments, filing of unlawful, undeserved accusations;

threats, offensive language or remarks;

disputes, discussions and actions that interfere with normal communication or provoke illegal behavior;

groundless, unfounded checks of passports, migration cards and other documents.

6. The employee is advised not to take personally offensive and unfair remarks, inappropriate witticisms, ridicule expressed on the streets and in public places, and not to allow himself to be drawn into a conflict situation or scandal.

7. When using the telephone, the employee must speak quietly and concisely, without creating inconvenience to others; turn off your mobile phone before the start of a business meeting; refrain from talking on the phone while on public transport.

Article 13. Features of communication with visitors of internal affairs bodies

1. An internal affairs officer must remember that every citizen who contacts the police, as a rule, is faced with trouble or misfortune. How the officer meets and listens to the visitor, and what kind of assistance he provides, determines the person’s mood and his opinion about the officer and the work of the police in general.

2. When receiving visitors to internal affairs bodies, the employee is recommended to:

respond to the greeting of a visitor who enters the office, invite him to sit down;

show attentiveness, tact, goodwill, and a desire to help the visitor;

listen to the visitor’s statement and understand the essence of the problem presented, ask clarifying questions in the correct form;

explain, if necessary, the requirements of the current legislation on the issue under consideration;

make a decision on the merits of the visitor’s request;

inform the visitor about the procedure and time frame for considering the appeal, as well as appealing the decision.

3. In the event of conflict behavior on the part of a visitor, the employee must take measures to relieve the citizen’s emotional stress, and then calmly explain to him how to resolve the issue.

4. An employee must not:

cause a visitor to wait unreasonably long for an appointment;

interrupt the visitor in a rude manner;

show irritation and dissatisfaction towards the visitor;

talk on the phone, ignoring the presence of the visitor.

Article 14. Features of communication with foreign citizens

1. Professionally competent behavior of an employee when communicating with foreign citizens helps to strengthen the international authority of the internal affairs bodies of the Russian Federation.

2. The employee must take into account that while in our country, foreign citizens:

address the employee as a representative of government authorities;

do not speak or have a poor command of the Russian language, which makes it difficult for the employee to correctly understand their requests;

are not fully informed about the rules of conduct in public places;

represent a different culture and may not clearly understand local customs and traditions.

3. When communicating with foreign citizens, an employee must show patience, restraint, correctness and courtesy, readiness to provide assistance, and, if necessary, explain the rules of conduct on the territory of the Russian Federation.

4. In the event of a minor violation of public order by a foreign citizen, the employee should limit himself to an explanation and warning about the inadmissibility of such actions.

Chapter 5. Manager and service team

Article 15. Moral and psychological climate in the team

1. The manager and employees are obliged to maintain a favorable moral and psychological climate in the work team, expressed in a positive emotional and moral state, high morale of employees, their attitude to moral values ​​and the degree of motivational readiness to perform operational and official tasks.

2. A favorable moral and psychological climate in the service team is characterized by:

correct understanding by employees of the goals of the activities of the internal affairs bodies and their department;

the ability and willingness to work together to achieve the goals set;

degree of work comfort, social well-being of the team;

the level of development of relationships based on honesty and integrity combined with comradely mutual assistance and respect;

positive service traditions that unite the team.

3. In order to maintain a favorable moral and psychological climate in the team, the employee should:

promote the establishment of business and friendly relationships in the team;

maintain an environment of mutual exactingness and intolerance towards violations of official discipline and the rule of law;

maintain subordination, be diligent, unquestioningly carry out orders and instructions, showing reasonable initiative, accurately and on time report to management on their implementation;

have moral and psychological stability, self-control, be responsible for your actions and words;

provide all possible assistance to management in mobilizing the unit’s personnel to perform operational and service tasks;

take an active part in the work of public organizations of employees, critically and fairly assessing the misdeeds of colleagues.

4. It is unacceptable for an employee to take actions that could cause harm to the moral and psychological climate in the team, including:

discussion of orders, decisions and actions of senior commanders implemented within the limits of their authority;

spreading rumors, gossip and other unverified information of a dubious nature;

biased and biased attitude towards colleagues;

currying favor with superiors;

claims to special treatment and undeserved privileges;

promises whose fulfillment is in doubt;

manifestations of flattery, hypocrisy, importunity, lies and deceit;

exaggeration of one's importance and professional capabilities.

Article 16. Professional and ethical requirements for a manager

1. The head of the internal affairs body must:

be an example of strict compliance with the principles and norms of the Code;

remember the traditions, honor and duty of the Russian officers, the bearer and successor of which he is;

2. The status of the position held by the manager must be supported by his personal authority.

3. The true authority of a leader is created by his impeccable reputation, professional competence, service experience, exactingness and integrity, combined with a humane and respectful attitude towards subordinates.

4. The culture of professional behavior of a leader is determined by the degree of development of his intellect, breadth of erudition, breadth of interests, level of education and good manners.

5. The positive moral character of a leader is based on professional and moral qualities: honesty, decency, self-criticism, exactingness, goodwill, commitment, responsibility, integrity, fairness.

6. The requirements of professional ethics oblige the manager:

respect the rights and freedoms of the employee as a person and citizen;

treat the employee as an individual, recognizing his right to make his own professional judgments;

show high demands, adherence to principles combined with respect for personal dignity;

establish a fair, uniform workload for personnel;

help employees in word and deed, provide moral and psychological assistance and support, delve into requests and needs;

make full use of psychological and pedagogical approaches and methods in educational work with personnel;

inform personnel about the developing moral and psychological situation in the unit;

regulate relationships in the service team based on the principles and norms of professional ethics;

suppress intrigues, rumors, gossip, manifestations of dishonesty, meanness, hypocrisy in the work team;

consider without delay facts of violation of the norms and principles of professional ethics and make objective decisions on them;

make impartial, fair and objective decisions on social and everyday problems and personnel promotion issues;

organize the development and implementation of a set of measures to prevent conflicts;

address subordinates, calling them by their special rank and surname or only by their special rank, adding in the latter case the word “comrade” before the special rank, or by their first and patronymic names and only “you”;

monitor employee compliance with etiquette standards in the design and maintenance of office premises;

remain modest in your needs and requests, both at work and at home.

7. If a subordinate finds himself in a difficult life situation, his boss is called upon to provide all possible assistance and support.

8. The manager does not have the moral right:

shift your responsibility to subordinates;

use the manager's official position for personal interests;

show formalism, swagger, arrogance, rudeness, use assault towards subordinates;

create conditions for earworms and denunciations in the team;

discuss with subordinates the actions of superiors;

borrow money from subordinate employees, accept gifts, using their dependent official position.

Article 17. Informal relations in the service team

1. Personal relationships between employees outside the framework of official subordination are informal.

2. Personal relationships should not be the basis for promoting an employee, rewarding or punishing him, or resolving personnel and social issues.

3. Colleagues should treat female employees working in a team with respect and consideration, who in turn should not abuse their advantages.

4. Gross violations of professional ethical principles and norms in the field of informal relations between employees include:

the use of friendly or family ties between a boss and a subordinate in order to resolve official issues for personal selfish interests;

establishing relations of mutual responsibility and protectionism on a national basis and on the basis of community;

discrimination of employees on the basis of sex (gender), as a result of which preference is unreasonably given to one sex over the other;

sexual harassment, coercion into intimate relations, especially expressed in aggressive, offensive behavior that degrades the dignity of a woman or man, and accompanied by physical violence, psychological pressure, blackmail, threats;

demonstration of commitment to moral anti-values, such as the cult of money, power, strength; cynicism, vulgarity, debauchery.

5. In order to prevent the negative impact of informal relationships on the situation in the work team, the manager must:

monitor compliance by employees with professional and ethical restrictions and prohibitions, equally applicable to both men and women serving in internal affairs bodies;

ensure the activities of employees in strict accordance with their job description;

eliminate familiarity and familiarity in communication with subordinates, and prevent the influence of informal relationships on official decisions made.

Chapter 6. Selected problems of professional ethics

Article 18. Appearance and dress code

1. A decent appearance of an employee ensures the moral right to self-respect, helps strengthen citizens’ trust in internal affairs bodies, and influences people’s behavior and actions.

2. An employee of internal affairs bodies should:

wear uniform in accordance with established requirements, clean and neat, well fitted and pressed;

maintain an exemplary appearance that commands respect from colleagues and citizens;

wear state and departmental orders, medals and insignia on uniforms on holidays, and order bars in everyday situations;

demonstrate drill bearing, stand straight, with shoulders turned, do not slouch, walk with a firm, energetic step;

adhere to a healthy lifestyle, observe the rules of personal and public hygiene.

3. When meeting, employees in uniform greet each other in accordance with the requirements of the Drill Regulations of the Armed Forces of the Russian Federation.

4. When performing official duties in civilian clothes, it is allowed to wear a suit (dress) and shoes of a strict business style, in a soft color, emphasizing the neatness and neatness of the employee.

5. An employee in uniform is not recommended to: visit markets, shops, restaurants, casinos and other shopping and entertainment venues, unless it is related to the performance of official duties, as well as carry bags, packages, boxes and other household items.

6. A male employee must always have a neat haircut, carefully shaven, neatly and tastefully dressed, and may use perfume sparingly.

9. An employee should not get tattoos, wear piercings, mix uniform and civilian clothing, keep his hands in his pockets, wear uncleaned or worn-out shoes, or wear uniforms that have lost their proper appearance.

10. It is unacceptable for an employee to wear insignia, insignia, honorary titles, or uniforms of public associations that have a similar name or external resemblance to state awards and titles.

Article 19. Relation to official identification

1. An official ID is a document confirming that an employee belongs to government bodies and that he has served in internal affairs bodies.

2. Loss of an official ID is a gross violation not only of official discipline, but also of professional ethics. The loss of an official identification due to negligence, or its use for personal gain, entails, in addition to prosecution in the prescribed manner, public censure.

3. The employee considers it unacceptable:

transfer the official ID to other persons, leave it as collateral or for storage;

use (present) an official ID for interests not related to the performance of official tasks;

carry your official ID in wallets, purses and other places that do not ensure its safety.

Article 20. Rules for handling proprietary information

1. Official information is provided by an employee of internal affairs bodies within the scope of official competence only upon official requests in the prescribed manner with the permission of management.

2. When working with official information, an internal affairs officer should:

be vigilant and punctual in accordance with the requirements and standards of professional ethics;

treat with understanding the work of representatives of funds mass media, with the permission of management, provide them with assistance in the prescribed manner;

refrain from public statements, judgments and assessments regarding the activities of government bodies and their leaders.

3. An employee of internal affairs bodies does not have the right to:

use information resources at the disposal of internal affairs bodies for personal purposes;

disclose confidential and other information that has become known to him during his service;

be interested in the content of official information about the work of colleagues, if this is not part of his job responsibilities.

Article 21. Design and maintenance of office premises

1. The design and maintenance of office premises must comply with the rules and norms of aesthetic culture, ensure the maintenance of a favorable moral and psychological climate in the office team, comfortable conditions for work and receiving visitors.

2. The color scheme of the interior of office premises should be kept in soft, calm colors. Official documentation, posters and other images are displayed on stands or in frames.

3. The employee must support internal order and cleanliness in the workplace. The office environment should be formal and strict, but at the same time cozy, making a favorable impression on colleagues and visitors and conducive to trust.

4. An employee should not hang posters, calendars, leaflets and other images or texts of cynical, base content in the office, or litter the workplace with papers and foreign objects.

objects of worship, antiquity, antiques, luxury;

gifts, souvenirs, expensive writing instruments and other items made of expensive wood, precious stones and metals;

dishes, cutlery, tea accessories.

6. When placing certificates, commendations, diplomas and other evidence of an employee’s personal merits and achievements in the office office, it is recommended to observe modesty and a sense of proportion.

Chapter 7. Professional and ethical standard of anti-corruption behavior of an employee

Article 22. Dangerous behavior of corruption and its prevention

1. In relation to this Code, dangerous corruption behavior is considered to be such an action or inaction of an employee, which in a situation of conflict of interest creates the prerequisites and conditions for him to obtain selfish gain and (or) advantages both for himself and for other persons, organizations, institutions whose interests are directly or indirectly defended by an employee who illegally uses his official position.

2. Any situation in official activities that creates the possibility of violating the norms, restrictions and prohibitions established for an employee by the legislation of the Russian Federation is dangerous for corruption.

3. An employee, regardless of his official position, should take anti-corruption measures, consisting of preventing and decisively overcoming corruption dangerous situations and their consequences.

4. Moral duty requires an employee to immediately report to his immediate superior about all cases of any persons contacting him in order to induce him to commit corruption offenses.

5. The need to develop anti-corruption behavior skills in an employee involves the conscious imposition of moral obligations, restrictions and prohibitions on himself.

6. The moral obligations of an employee of internal affairs bodies do not allow him:

engage in entrepreneurial activity, be a member personally, as well as through affiliates, in any commercial organization;

build relationships of personal interest with individuals engaged in entrepreneurial activities;

constitute patronage, provide support to business entities for personal, selfish interests;

provide services that provide for monetary or other compensation, except for cases established by current legislation;

create conditions for obtaining undue benefits by taking advantage of one’s official position;

show interest and/or intervene in disputes individuals, economic entities outside the framework established by law;

contact colleagues with unlawful requests that violate the established procedure for preliminary investigation, inquiry, administrative proceedings, consideration of complaints and applications, which can influence an official decision.

7. Moral cleanliness, incorruptibility of an employee, his dedication to the interests of the service, fidelity to official duty form the basis of the professional and ethical standard of anti-corruption behavior.

Article 23. Dangerous behavior of a manager

1. Corruption-hazardous behavior of a leader is a malicious type of immoral behavior that discredits internal affairs bodies.

2. Types of dangerous corruption behavior of a leader are: protectionism, favoritism, nepotism (nepotism), as well as abuse of official position.

2.1. Protectionism is a system of patronage, career advancement, and the provision of advantages based on kinship, fraternity, personal loyalty, and friendly relations with the aim of obtaining selfish benefits.

2.2. Favoritism is expressed in demonstratively bringing one's favorites closer to oneself; ostentatious delegation to them of certain powers that do not correspond to their status; their undeserved promotion, encouragement, and awards; unreasonably providing them with access to material and intangible resources.

2.3. Nepotism (nepotism) is the moral patronage of a leader to his relatives and close people, in which nomination and appointment to positions in internal affairs bodies are made on the basis of religion, caste, tribal affiliation, as well as personal devotion to the leader.

2.4. Abuse of power (official position) by an employee of internal affairs bodies is the deliberate use of his official powers and advantages contrary to the interests of his official duty, based on selfish personal interest.

3. Protectionism, favoritism, nepotism in the selection, placement, training, education of personnel, as well as other abuse of power (official position) on the part of the manager, are incompatible with the principles and norms of professional ethics.

4. Prevention of dangerous corruption behavior of a manager consists of:

an in-depth and comprehensive study of the moral, psychological and business qualities of candidates for appointment to management positions, taking into account their compliance with professional and ethical rules and norms at their previous place of service;

studying with managers of all levels the moral foundations of service in internal affairs bodies, professional and ethical rules and norms, developing their skills in anti-corruption behavior;

instilling in managers personal responsibility for the state of official discipline, legality and anti-corruption protection of subordinate personnel;

prevention and timely resolution of situations of ethical conflicts, ethical uncertainty caused by double moral standards or ambiguity in the interpretation of orders and instructions.

Article 24. Ethical conflict and ethical uncertainty

1. An ethical conflict is a situation in which a contradiction arises between the norms of professional ethics and the circumstances that arise in the course of professional activity.

2. Ethical uncertainty arises when an employee cannot determine the degree of compliance of his behavior with the principles and norms of professional ethics.

3. An employee of internal affairs bodies, in the course of performing his official duties, may find himself in a situation of ethical conflict or ethical uncertainty caused by:

temptation by any means to achieve a set goal associated with selfish interests;

relationships of a personal (family, everyday) nature that affect the results of professional activities;

influence on an employee exerted by other persons for selfish purposes through rumors, intrigue, blackmail and other forms of moral and physical pressure;

requests (demands) of other persons aimed at ensuring that the employee acts in violation of his official duties.

4. In a situation of ethical conflict or ethical uncertainty, the employee is required to:

behave with dignity, act in strict accordance with your job responsibilities, principles and standards of professional ethics;

avoid situations that provoke harm to his business reputation and the authority of internal affairs bodies;

report the circumstances of the conflict (uncertainty) to your immediate superior or, with his permission, contact higher management;

contact the commission on official discipline and professional ethics if the manager cannot resolve the problem or is himself involved in a situation of ethical conflict or ethical uncertainty.

Article 25. Conflict of interest and its prevention

1. The professional and ethical content of a conflict of interest consists of a contradiction between official duty and personal selfish interest, which can cause moral harm high rank employee.

2. The personal selfish interest of an employee is recognized as the possibility of obtaining any form of benefit for him or other persons with whom he is connected by official or informal relations.

3. To prevent conflict, the norms of professional ethics require the employee to:

report to your immediate superior about a conflict of interest or the threat of its occurrence;

stop questionable, compromising interpersonal relationships;

refuse possible improper benefits that caused a conflict of interest;

counteract corruption and expose corrupt officials at any level;

take measures to overcome negative consequences conflict of interest.

4. An employee’s evasion of the obligation to provide information about income, property and property-related obligations, as well as his dishonesty in doing so, are an essential condition for the emergence of a conflict of interest.

Article 26. Attitude towards undue benefit

1. An improper benefit for an employee of internal affairs bodies is considered to be the receipt by him, as a result of corrupt actions, of funds, material or intangible benefits, or advantages not provided for by current legislation.

2. The basis for receiving improper benefits is the employee’s selfish motivation aimed at illegal personal enrichment or creating conditions for it.

3. If an improper benefit is offered, the employee should refuse it, report to the immediate superior in writing the facts and circumstances of the offer, and subsequently avoid any contact directly or indirectly related to the improper benefit.

4. If material assets bringing undue benefit cannot be either rejected or returned, the employee must take all measures to turn it into income for the state.

Article 27. Attitude towards gifts and other signs of attention

1. The receipt or presentation by employees of gifts, rewards, prizes, as well as the provision of various honors and services (hereinafter referred to as gifts), with the exception of cases provided for by law, may create situations of ethical uncertainty and contribute to the emergence of a conflict of interest.

2. By accepting or giving a gift, the value of which exceeds the limit established by the current legislation of the Russian Federation, an employee becomes real or imaginary dependent on the donor (recipient), which contradicts the norms of the professional and ethical standard of anti-corruption behavior.

3. Generally accepted hospitality on the basis of kinship, fraternity, friendship and gifts received (given) in connection with this should not create a conflict of interest.

4. An employee may accept or give gifts if:

this is part of an official protocol event and takes place publicly, openly;

the situation does not raise doubts about honesty and selflessness;

the cost of gifts received (given) does not exceed the limit established by the current legislation of the Russian Federation.

5. Receiving or giving gifts in connection with the performance of official duties is possible if this is official recognition of the employee’s personal achievements in the service.

6. An employee of internal affairs bodies should not:

create the preconditions for a situation of a provocative nature to arise in order to receive a gift;

accept gifts for yourself, your family, relatives, as well as for persons or organizations with which the employee has or had relationships, if this may affect his impartiality;

transfer gifts to other persons, if this is not related to the performance of his official duties;

act as an intermediary in the transfer of gifts for personal selfish interests.

Article 28. Protection of employee interests

1. An employee of internal affairs bodies, while conscientiously performing official duties, may be subject to threats, blackmail, insults and slander aimed at disrupting operational and official tasks.

2. Protecting an employee from illegal actions of a discreditable nature is the moral duty of the leadership of the Ministry of Internal Affairs of Russia.

3. The head of a body, unit, or institution of the Russian Ministry of Internal Affairs system must support and protect an employee in the event of an unfounded accusation.

4. If an employee is falsely accused of corruption or other illegal actions, he has the right to refute these accusations, including in court.

An employee who violates the principles and norms of professional ethics loses his good name and honor, discredits his unit and internal affairs bodies, and is deprived of the moral right to respect, support and trust from citizens, colleagues and co-workers.

______________________________

*(4) Approved by Decree of the President of the Russian Federation dated August 12, 2002 N 885 as amended by Decree of the President of the Russian Federation dated March 20, 2007 N 372 (Collected Legislation of the Russian Federation, 2002, N 33, Art. 3196; 2007, N 13 , art. 1531).

*(5) Adopted by Resolution 34/169 at the 106th plenary meeting of the United Nations General Assembly on December 17, 1979.

*(7) 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, No. 52, Article 5086; Collection of Legislation of the Russian Federation, 1998, No. 30, Article 3613; 1999, No. 29, Article 3698; 2001, No. 1 (Part I), Article 2; No. 53 (Part . I), Art. 5030; 2002, N 27, Art. 2620; N 30, Art. 3033; 2004, N 35, Art. 3607; 2005, N 14, Art. 1212; 2007, N 10, Art. 1151 ; N 49, Art. 6072).

Order of the Ministry of Internal Affairs of the Russian Federation of December 24, 2008 N 1138 “On approval of the Code of Professional Ethics for Employees of the Internal Affairs Bodies of the Russian Federation”

Ministry of Internal Affairs of the Russian Federation

Ural Law Institute

PROFESSIONAL ETHICS OF EMPLOYEES

OF THE INTERNAL AFFAIRS

Lecture course

Ekaterinburg

ISBN 5-88437-098-9

Discussed at a meeting of the Department of Philosophy of the Ural Institute of Internal Affairs of the Ministry of Internal Affairs of Russia (Minutes No. 9 of October 25, 2001).

Approved by the Editorial and Publishing Council of the Ural Institute of Internal Affairs of the Ministry of Internal Affairs of Russia (protocol No. 33 of November 29, 2001).

© Ural Institute of Internal Affairs of Russia, 2001

Topic 1. MORALITY AS A SUBJECT OF ETHICS

1. Introduction.

2. The concept of “morality”, its origin, structure.

1. Introduction

Well-known words morality, morality, ethics are often used as synonyms or on a whim, depending on the consonance of the words in the sentence. If we take the history of the appearance of these terms, then it is known that etymologically the word ethics comes from ethos (Greek) and in translation means custom, custom, character. The Latin word mos is also translated as custom, disposition. Cicero, focusing on the Greek translation, formed the adjective moralis (relating to morals) from the word mos, and from it later the term moralitas (morality) arises. Consequently, as they write in some textbooks, in etymology the meanings of the Greek ethica and the Latin moralitas coincide and correspond to the Russian word morality.

However, within the framework of scientific knowledge, these terms have their own specific content and meaning. This difference was conceptualized and terminologically consolidated by G. Hegel, for whom morality and morality act as two independent and historically replacing each other concepts.

Firstly, morality is fixed by tradition, the individual is included in it directly, as in external world, morality is an expression of inner conviction, in which reality is accepted by the individual to the extent that it has stood the test of critical thought.

Secondly, morality coincides with the mores actually practiced by forms of behavior; morality follows from a negative attitude towards reality and is a subjective obligation.

Thirdly, morality can be defined as public morality, it expresses the point of view of the community (family, state, society), morality, on the contrary, is something like individual morality, it comes from the idea of ​​​​the intrinsic value of the human person.

In modern literature, along with the identification of these concepts, their differences are highlighted. Morality is understood as a form of social consciousness in which moral requirements and ideas about what is proper are fixed. Morality is the actually existing forms and models of human behavior and the relationships between them.

In understanding the term ethics, two approaches can be distinguished. The first - traditional - understands ethics as the science of morality. IN modern meaning ethics is the philosophical science of the essence, origin, development and structure of morality. An indication of its philosophical nature shows that morality is interpreted from certain ideological positions.

The second approach is to understand ethics as a doctrine of morality. Its peculiarity lies in the fact that not every teaching is scientific. Scientificity is the highest form of knowledge, presupposing truth, evidence, and verifiability of knowledge. In relation to ethics, this is not always possible to achieve. Ethics does not simply reflect morals and customs, but gives them critically - it carries out a value analysis. It is a way of realizing social existence and is included in moral consciousness as top level. Scientific and ethical ideas about morality to some extent flow into the mass consciousness and have a reverse impact on the development of morality and morality.

Accordingly, in the structure of ethics there are two parts: theoretical, which describes and explains morality, and applied, which teaches morality, i.e. instills certain moral ideas and principles.

Among the sections of ethics, professional ethics is distinguished. The concept is often used to refer to the moral code of people in a particular profession. Some authors share the concepts of “professional ethics” and “professional morality”. The first is understood as a section of ethical science, and the second is morality, the set of established norms of behavior and relations between people. The following definition of professional ethics is generally accepted as a system of norms and rules of behavior for a certain social group, in whose professional activities the effect of general ethical and professional moral norms is specifically manifested; This is a section of ethical teaching that studies the peculiarities of the functioning of morality in various types of professional activities. The term “professional ethics” is relative because it refers primarily to professional moral codes. However, the use of the term “professional ethics” is justified, since it emphasizes the need for thoughtful development of its standards. The term “professional morality” implies a certain spontaneity in the formation of such norms.

The existence of professional ethics is determined by the historical division of labor, group interests, traditions and stereotypes of professional activity. Of course, in any type of activity moral problems and contradictions can arise. However, it is possible to identify a special group of professions that are subject to increased moral requirements. These are, first of all, professions whose object is a person. To consolidate these increased moral requirements for subjects of professional activity, a “moral code” is created, enshrined in oaths, charters, regulations, etc. Typically, the ethics of a doctor, teacher, officer, journalist, etc. are distinguished. In this regard, for representatives of these professions it is important not only to know moral standards, but also special skill to embody moral principles in the specific conditions of their activities. Standards of professional ethics are created under the direct influence of interested organizations. They contain a greater element of rational justification than general morality, since for these professional groups the technologically expedient and strictly moral aspects of their activities coincide.

Professional morality is closely related to general morality. Any attempts to neglect this connection end either in the replacement of a certain moral code with extra-moral guidelines (statutes, instructions) or abstract declarations. This connection is deep and necessary. General moral norms and principles more fundamentally and significantly capture changes in social requirements for the activities of specific professional groups. Therefore, it is they who primarily stimulate the generalization of moral practice and the emergence of new norms and prohibitions in professional morality. Main feature norms of professional morality is their advisory nature.

A special place is occupied by the professional ethics of police officers, which is deontological in nature. This means that the moral requirements for police officers are strictly mandatory and are ensured by administrative sanctions (for example, the Code of Honor, orders and instructions of the Ministry of Internal Affairs, disciplinary regulations that define forms of behavior and communication).

The activities of police officers are of a state nature, since they are representatives of the authorities. The actions and decisions of various departments of internal affairs bodies affect the fundamental rights and interests of citizens. Therefore, their activities must comply with the principles and norms of morality, protecting the authority of government and its representatives. The performance of public duties requires government officials to have a heightened sense of duty and responsibility.

Professional ethics of police officers

Business communication and etiquette.

Communication (communication) is a person’s way of being in conditions of mutual relationships and interaction with other people. In the process of communication, people exchange information - thoughts, ideas and emotions, as a result of which a certain form of relationship and mutual influence is established between people, aimed at achieving a certain business-appropriate result. Ethics of business communication is the sum of moral and ethical requirements, principles, norms and rules developed by science, practice and world experience, the observance of which ensures mutual understanding and mutual trust of subjects of business communication, increases the effectiveness of contacts and the final results of their joint actions.

The basis of business communication is the solution of an important official issue, a responsible specific matter concerning the destinies of people, material and financial costs, and often legal relations with very unpleasant consequences for the subjects of communication. Therefore, the moral side of positions, decisions and social results of communication plays a huge role. In addition, when it comes to a manager, the ethical content of communication directly affects the moral views of subordinates and, consequently, the quality of their performance. Therefore, knowledge and mastery of business communication ethics is an indicator of the professional culture of a law enforcement officer and the degree of his compliance with modern requirements.

The exchange of information forms a certain psychological attitude in the subject of communication. Depending on the setting, the nature of communication occurs at one of four levels of communication:

1). The contactee's position is based on false ideas and therefore must be overcome and abandoned.

2). The ideas that determined the position of the contactee are true in their essence, but they are an obstacle to achieving the desired result, so it is necessary to overcome and debunk them.

3). The ideas underlying the contactee's position are correct, but have nothing to do with this issue.

4). The position of the contactee is based on correct and fruitful ideas; it is necessary to analyze them in accordance with one’s own ideas.

Business conversation must be based on certain moral principles, among which the main ones are the following:

1. Business contacts are based on the interests of the business, but in no case on personal interests or one’s own ambitions. Despite its apparent banality, it is this principle that is violated most often, because not everyone and not always finds the ability to give up personal interests when they conflict with the interests of the case, especially when this can be done with impunity and the only judge of the deed will have its own conscience.

2. Decency, that is, an organic inability to commit a dishonest act or behavior, based on such developed moral qualities as:

Heightened conscience;

The ability to behave equally with any person, regardless of his official or social status (J. - J. Rousseau argued: “The highest virtue is to be the same with a beggar and a prince”);

Moral stability, manifested primarily in the fact that under no circumstances does a person compromise his principles;

Commitment, accuracy, responsibility, loyalty to your word.

3. Benevolence, that is, the organic need to do good to people (goodness is the main category of ethics).

4. Respect, that is, respect for the dignity of the contactee, realized through such well-mannered moral qualities as: politeness, delicacy, tact, courtesy, caring.

Etiquette is a stable order of behavior, a set of rules for polite behavior in society. Etiquette rules represent the behavioral language of cultural communication. In office etiquette, the main thing is the correspondence of manners, appearance, speech, gestures, facial expressions, posture, posture, tone, and clothing to the nature of the social role in which communication takes place. This requirement takes on particular significance when participating in a strictly regulated ceremony, where certain official forms of behavior of officials must not go beyond strictly established limits; failure to comply with the requirements of etiquette due to their ignorance or disrespect for them is perceived as an insult to personal dignity and often becomes the cause of conflicts or , at the very least, causes justifiable disapproval.

Strict adherence to the rules of etiquette is an important condition for a high culture of behavior. This is the “clothes” by which people are “met”, by which they form the first impression of a person. But even the most scrupulous knowledge and observance of these rules does not guarantee appropriate human behavior, because real circumstances are so diverse that no rules and norms are able to cover them completely. To avoid all mistakes, you need to develop a sense of emotional empathy with the contactee, which is called tact. A developed sense of tact allows a person to determine the proper measure in expressions and actions, in showing interest in another person.

Professional tact.

Professional tact is the expression of restraint, prudence and decorum in dealing with others. Tact presupposes a careful, attentive attitude towards the personality of the interlocutor, excluding the possibility of touching some of his “sore strings”. This is the ability to tactfully and correctly avoid, if possible, questions that may cause awkwardness among others. This is the ability to say or do something by the way, without unnecessary “excesses,” importunity and unceremoniousness. The manifestation of tactlessness is an unmistakable evidence of a lack of culture, an indicator of rudeness and bad manners. It is important to constantly remember that adherence to etiquette and tact is not just a mandatory element of communication, but an integral part of the spiritual culture of an individual, especially the personality of a leader - an indispensable condition for positive results in business communication and the authority of law enforcement agencies in general. Business communication between law enforcement officers, both among themselves, in service teams, and with citizens, can occur in various situations and take various forms. Let's point out the main ones:

I. Everyday work communication.

1) Conversations, meetings, negotiations.

2) Reception of visitors.

3) Meetings, meetings, meetings, conferences.

4) Visiting organizations and institutions.

5) Visiting citizens at their place of residence.

6) Duty, patrolling, security.

II. Specific forms of official communication.

1) Communication in the work team:

a) subordinated forms of communication;

b) communication between colleagues.

2) Communication between teachers and students during the learning process.

3) Business contacts with foreign citizens.

III. Extreme forms of official communication

1) Communication in a conflict situation.

2) Communication with participants in rallies, demonstrations, and public marches.

3) Communication with detainees during a search.

4) Communication with special contingents.

IV. Nonverbal and nonspecific forms of communication

1) Public contacts with journalists, interviews.

2) Speeches on radio, television, and in print.

3) Telephone, teletype, radio communication.

4) Business correspondence, resolutions.

In addition, in all these forms of communication, great importance is attached to the so-called accessories, which are included as elements in the etiquette rules of communication. These include: culture of speech, text, appearance, facial expressions, tone, gestures. For each of these elements, there is a set of specific rules that should also be carefully followed.

Ethics of business conversations, meetings, negotiations.

The results of the professional activities of law enforcement officers largely depend on personal meetings, conversations, and deliberations. Ethical requirements for their implementation are a necessary condition that allows you to find the right solution, smooth out rough edges and get out of difficult or unpleasant situations with dignity.

A properly conducted conversation is the most favorable and often the only opportunity to convince your interlocutor of the validity of your position and force him to accept your decision and conditions.

In security activities, there are situations when there is a need to obtain this or that information from a person who is avoiding conversation. Even in these situations, you need to remember that the person you were able to win over will provide you with much more help than the person you are trying to get to talk to you.

When preparing for a conversation, it is recommended to study the interlocutor. What position does he occupy? How does he feel about you? What kind of person is he? What are his intentions? It’s a good idea to know the main points of the interlocutor’s biography, the range of his personal interests, including his favorite pastime and hobby.

The time allocated for the meeting should be freed from other matters. During this time, you cannot make other appointments and force those invited to wait in the reception area. It is not customary to delay a meeting beyond the allotted time, unless, of course, this is related to resolving an important issue.

When conducting a meeting and conversation, it is important to take into account not only their strategy and tactics, but also pay attention to the “little things” of etiquette, which can develop into circumstances that seriously affect the outcome of the meeting.

Speech and presentation style are of great importance in conversations and negotiations. Timbre, intonation, clarity of pronunciation, volume of voice - these are facts that psychologically affect the interlocutor, arouse in him respect, sympathy for you, or, on the contrary, negative emotions.

You need to be careful when using foreign words and expressions. Using words that the interlocutor does not understand is not The best way show your erudition and education. This not only does not contribute to better mutual understanding, but also causes irritation. People have long noticed: those who think clearly express themselves clearly.

The conversation must be conducted calmly, without raising your voice or showing your irritation even when there is reason for this. Heat and haste are bad aids in conversation.

Be attentive and considerate to your interlocutor, appreciate his arguments, even if they are weak. Experts believe that nothing affects the atmosphere of a business conversation more negatively than a contemptuous gesture, which means that one side rejects the arguments of the other without the slightest effort to understand their content.

In business communication, the ability to listen carefully is especially important. The ability to listen to your interlocutor in a difficult situation is the key to mutual understanding, without which business relationships may not work out. Therefore, basic ethical rules for effective listening in such communication have been developed. These include:

The ability to tune yourself into a wave of internal interest in the topic of a business conversation, dispute, meeting;

Identifying for yourself the main thoughts of the speaker (providing information) and striving to correctly understand them;

Quick comparison of received information with your own and immediate mental return to the main content of the message, argument, conversation.

Listening carefully and even without expressing his opinion, the employee must still be an active, and not a passive participant in the conversation, discussion, or dispute.

Don't jump to conclusions. It is precisely such subjective assessments that force a citizen to take a defensive position towards the employee. Always remember that such assessments are a barrier to meaningful communication.

Don’t let yourself be “caught” in an argument due to inattention. When you mentally disagree with a speaker, you tend to stop listening and wait for your turn to speak.

Try to express understanding. While listening, reflect on what is said in order to understand how the interlocutor really feels and what significant information he is trying to convey to you. Try to mentally imagine yourself in the place of your interlocutor. Such communication not only means approval of the speaker, but also allows you to more accurately understand the message.

Don't ask too many questions. Try to limit yourself to questions to clarify what has already been said. An excessively large number of questions to a certain extent suppresses a person, takes away his initiative, and puts him in a defensive position.

Never tell your interlocutor that you understand his feelings well; such a statement serves more to justify your own (not always successful) attempts to convince the interlocutor that you are listening to him. In addition, such communication will call into question your credibility, and the conversation will most likely stop altogether.

Don't give advice unless asked. But in cases where you are actually asked for advice, use analytical listening techniques to determine what the other person really wants to know.

We have to admit that not all law enforcement professionals know how to listen. To summarize what has been said, we will highlight several necessary ethical commandments that will help you learn to listen for the benefit of yourself and your business. While listening, you should:

Forget personal prejudices against your interlocutor;

Do not rush to answers and conclusions;

Distinguish between facts and opinions;

Ensure that your speech is extremely clear and precise;

Be impartial in assessing what you heard from your interlocutor;

Really listen, and don’t pretend to listen, and don’t be distracted by extraneous thoughts.

Often we do not listen attentively to our interlocutor due to lack of patience. The interlocutor, in our opinion, takes too long to get to the point of the conversation. We get irritated: it seems to us that if we were in his place we would have conducted the conversation differently. This position is not beneficial. You must be patient and take into account the conversation style of your interlocutor.

All forms of business conversations must have one result - correct understanding, which is impossible if you do not know how to listen to your interlocutor. Understanding is, first of all, the ability to predict. If, after listening to your interlocutor, you can imagine what actions will follow the conversation, then you were able to correctly understand it.

Try to logically plan the entire listening process, remember first of all the main thoughts expressed by the interlocutor. During the conversation, try to mentally summarize what you heard 2-3 times, and it is better to do this during pauses in the conversation. Remember that your desire to predict what will be said next as you listen is a sign of active thinking, which is a good method of remembering the main points of the conversation.

To summarize what has been said, success in a business conversation and negotiations can be greatly facilitated if you adhere to certain rules, which were compiled by experts in the field of business communication:

Write a plan for the conversation in advance, work out the most important wording;

Apply the principles of psychology on periodic influence on the interlocutor during the conversation, namely: alternate unfavorable moments with favorable ones, the beginning and end of the conversation should be positive;

Constantly remember the driving motives of the interlocutor, his interests, his expectations, his position, self-esteem, self-esteem;

Express your thoughts and suggestions clearly, concisely and understandably;

Never, in any situation, insult or offend your interlocutor, be polite, helpful, tactful and delicate with him;

Never treat others with disdain;

Give compliments in moderation;

Always, when possible, admit that your interlocutor is right;

Avoid empty conversation, distractions on extraneous topics that disrupt the logical flow of the conversation.

Reception of the population.

Reception of citizens by responsible employees of bodies, departments, institutions and educational institutions is one of the main factors contributing to the promotion of the activities of law enforcement officers and strengthening their connection with the population.

To implement this installation, it is necessary to first carry out work to inform the population through the media of the days and hours of reception, indicating which specific management person receives visitors. In addition, information for visitors is posted directly in the department in a visible place, which provides schedules for receiving visitors with specific indications of which heads of departments and services are receiving reception, to whom the visitor can contact to make a decision on an issue of interest to him. In the duty station or at the secretary or assistant, a special journal is kept in which the last name, first name and patronymic, address, telephone number and the question with which the applicant addresses a particular official are recorded.

The manager must be competent in the questions to which he has to give answers to visitors, for which, knowing in advance the questions that interest them, he consults with specialists from the relevant services.

The manager receiving visitors must be attentive to the applicant, listen to everyone without haste, without interrupting, showing respect and tact, must be psychologically prepared to perceive an applicant who may be overly emotional, verbose, even aggressive. He must know how to neutralize these manifestations and be able to lead the conversation into a calm direction.

The manager conducting the reception should strive to give the most comprehensive answers to the applicants’ questions, resolving them both with specialists from services or departments, and with the relevant bodies and departments on which the solution to the problems posed by visitors depends. The solution to the problems posed by visitors also depends on this. In the same case, when the receiving manager is not able to answer the question, he informs the visitor that he will be given a written (if required) or oral answer, while determining the deadline for the response. This is done to ensure that the visitor leaves the unit satisfied both with the nature of the meeting with the manager and with the results of this meeting.

Recently, such forms of communication with the population have appeared as a helpline (the so-called “direct line”) or a special box displayed in duty stations for letters, complaints and statements from citizens in which they report on certain actions of law enforcement officers. These forms also enable management to be aware of public opinion regarding the activities of law enforcement agencies requiring authorization.

At the end of the year, the duty department (or employees of the secretariat) prepares an analytical report on letters, applications and complaints of citizens who were at the reception or sent relevant oral or written messages. It is desirable that this oral or written material be communicated to the population through the media, which will certainly help to increase the authority of law enforcement agencies among the population and strengthen their capabilities in the uncompromising fight against crime.

The above material contains recommendations in relation to the conditions of activity of grassroots bodies. If we are talking about higher authorities, then the functions set out in this material as falling within the competence of duty units are transferred to the jurisdiction of headquarters units or special reception rooms that exist in some departments.

Communication in the work team.

Work relationships influence people’s moods and create that moral microclimate without which the existence of a team is impossible. Normal service relations are formed on the basis of two main requirements: responsibility for the work and respect for colleagues.

Responsibility presupposes an honest and obligatory attitude to one’s word and deed. An uncommitted person, a talker, does harm not only with his personal behavior, but also creates an atmosphere of irresponsibility and indiscipline around himself.

The business environment to a large extent depends on respect for colleagues, the ability to insist on something and give in on something, and the ability to defuse a conflict situation. Respect for colleagues is to a large extent manifested in the ability to take into account their interests, show concern, and do small but pleasant services.

Office relationships are somewhat different from everyday ones, which leaves its mark on the requirements for the behavior of colleagues. If, for example, in a cafe or restaurant the main thing in relation to women and men is the priority of the lady, then in official relationships this priority often recedes into the background and is replaced by the priority of the boss.

Law enforcement activities are associated with complex, rapidly changing situations, significant risk, which causes an increased likelihood of various conflicts - interpersonal and intergroup. For successful work, it is important to anticipate the possibility of conflict situations and know how to get out of them. If it was still not possible to avoid the conflict, then you need to be able to resolve the problems that arise painlessly and with minimal losses.

The life of a work team cannot do without critical comments addressed to colleagues. And here it is especially important that this criticism be constructive and not the result of any grievances or interests. It should be perceived by a person as deserved. And to do this, it must meet the basic requirements for it.

Firstly, be businesslike and substantive. Unfortunately, there is also so-called pseudo-criticism.

Secondly, criticism must be tactful and friendly, taking into account the positive qualities and merits of the person being criticized. Its task is not to humiliate a person, but to help him improve, to show ways out of the current situation. Criticism is always perceived as unfair if it carries only a negative charge. Conversely, a fair assessment of the positive and negative aspects of employee performance has a beneficial effect.

Thirdly, criticism must have its own specific subject. Great harm is done when, instead of assessing a person’s specific actions, his personality and character are criticized. This can cause anger, indignation of the person being criticized, a desire to justify himself at all costs, since the person considers himself, and quite rightly, undeservedly offended. And specific instructions on certain actions or behavior of the employee relieve tension. Therefore they are always preferable.

Fourthly, criticism requires a specific approach, taking into account the characteristics of a person’s temperament and character. One will react painfully to the comments, but will quickly calm down and return to normal, they may, as they say, “not reach” the other, the third may be pushed onto the path of worries, and the fourth has experienced his offense so internally that in relation to him penalties would be unnecessary.

Special requirements are placed on the relationship between superior and subordinate. Usually the leader is a key figure in the team. A lot depends on how he behaves with people, how and in what he intervenes (or does not interfere), and what he does for his subordinates. A leader must always remember that his actions and the actions of an ordinary member of the team are assessed differently by this team. Any action of a superior in relation to a subordinate is perceived not only as the relation of one person to another, but as the action of a person endowed with power over another. A leader will never gain high authority and respect if he builds professional relationships on the basis of personal sympathies. Therefore, the boss must be extremely objective in relation to his subordinates and consistent in his actions.

A leader must constantly remember the norms of behavior, cultivate the habit and need to comply with them in all situations.

A good leader is free from arrogance, arrogance, irritability, capriciousness, and the desire to impose his own manners and habits on his subordinates by force of his power. He avoids in every possible way situations in which he could humiliate his subordinate or insult his personal dignity and honor.

A positive quality of a leader is restraint, which is needed in everything - in decision-making, in words, in actions.

It is important to remember the rule: the more fully a leader relies on positive informal means in relationships with people, the fewer situations are created that create the need to apply administrative sanctions.

Conducting business meetings.

There are several rules that a leader who is going to hold a meeting must remember:

The meeting should be extremely short: a protracted meeting causes its participants to lose interest in the issues under consideration and “reject” even the information that previously aroused interest;

Only those employees who are truly necessary should be invited to the meeting, that is, those who must actually implement the information received here and those whose opinions are necessary for making a decision;

A meeting should be held only when it is really necessary, when another way to develop certain decisions will be longer and less productive; Excessively frequent meetings indicate the weakness of management or its administrative cowardice, as well as the useless waste of employee time.

Every meeting requires careful preparation. The better the preparation of the meeting, the less time is spent on holding it.

There are four types of meetings: operational meeting, instructional meeting, problem meeting, final meeting. In addition, according to the nature of the meeting, they are divided into the following types:

a) dictatorial - only the leader leads and has the actual right to vote, the rest of the participants are given the right only to ask questions, but not to express their own opinions;

b) autocratic - based on the leader’s questions to the participants and their answers to them; there is no broad discussion here, only dialogue is possible;

c) segregated - the report is discussed only by the participants selected by the leader, the rest only listen and take note;

d) discussion - free exchange of opinions and development of a common decision; the right to make a decision in its final formulation, as a rule, remains with the manager;

e) free - they do not adopt a clear agenda, sometimes there is no chairman, it does not necessarily end with a decision and comes down mainly to an exchange of opinions.

The meeting should start at the exact time indicated. The opening speech is usually made by the head of the unit. In opening remarks it is necessary to clearly outline the contours of the problem (or problems) being discussed, formulate the purpose of the discussion, show its practical significance and determine the regulations.

The main task of the meeting leader is to provide an opportunity to listen to the opinions of the speakers and analyze them. He must correctly point out turns, cut off unnecessary things that are not relevant to the matter, and insist on the argumentation of the opinions expressed. An important sign of the culture of the meeting leader is strict adherence to the rules.

The manager should not abuse meetings in his office. Here the situation itself emphasizes the inequality between the leader, sitting in a chair at his own desk, and the rest of the interlocutors. Subordinates are more constrained under these conditions.

The most important criterion of a meeting is the attitude of the participants to its results. It is important that they do not have a feeling of wasted time, that everyone has a clear understanding of the decisions made and their role in their implementation. By the degree of concreteness of the decisions made, one can judge the competence of the boss, his managerial culture and his moral upbringing.

Bibliography

1. Professional ethics of employees law enforcement- Edited by Doctor of Philosophy, Professor A.V. Opalev and Doctor of Philosophy, Professor G.V. Dubov.

2. Volgin B.N. - Business meetings, M., 1990

3. Besetsky I. I. - Formation of the foundations of professional ethics of an operational worker