The article presents a methodological rationale for the development of an institutional model of mentoring in the civil service. Under the practice of personnel management in the civil service and the applied orientation of achieving the effectiveness of mentoring as a personnel technology, the patterns of mentoring were identified and the principles of mentoring in the civil service were systematically determined. The personnel technology of mentoring has been studied from the standpoint of its functional purpose: ensuring the professional socialization of civil servants, service and official adaptation, career orientation, and mobilizing potential opportunities for professional improvement.
Based on the sociological research conducted by the author Actual problems of improving and developing the institution of mentoring in the public service of Russia, the barriers to the introduction of the institution of mentoring in the public service have been identified, and tasks for overcoming them have been identified and substantiated. This sets the necessary vector in achieving the completion of the formation of this social institution per the practical relevance and applied orientation of the effectiveness of mentoring as a technology. It has been substantiated that the professionalization of mentoring activities with specification by types of public service and the powers of government bodies, special training of mentoring subjects is the final stage in the formation of this social institution.
Key words: Mentoring, civil service, mentoring institutionalization, mentoring model, HR technology
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