Moral ethical requirements for a police officer. Professional ethics of police officers. Topic: "Ethics as a philosophical science of morality"
Law enforcement agencies, and the police in the first place, are designed to protect the life, health, rights and freedoms of citizens of the Russian Federation, foreign citizens, stateless persons, to combat crime, protect public order and property, and ensure public safety.
In the performance of their duties, police officers must be guided by the needs of society and the state. This, in turn, should increase the level of confidence of citizens in the activities of the police and each of its individual employees. In order to effectively solve the problems of crime prevention, it is necessary to study the causes that affect it and try to eliminate them. Thus, the activities of police officers are aimed at eliminating the causes that affect the state of crime. However, the police alone, without outside help, cannot fully resist crime. That is why, in solving this most difficult task in the conditions of the development of our society, the internal affairs bodies simply need the support of citizens and public structures.
This public support is important, on the one hand, for obtaining the information necessary for the prevention, detection and investigation of crimes. On the other hand, interaction with citizens increases public confidence in the police, allows citizens to contribute to ensuring their own security and to some extent coordinate the activities of the police, depending on the needs of modern society and the social order in a particular region. In addition, due to such interaction, citizens begin to feel responsible for maintaining law and order and public safety, and solving social problems in their area.
The trust of the population in the police is closely related to the behavior of police officers in relation to citizens, and in particular with the observance of professional ethics both in the performance of official duties and in private life, in ordinary everyday situations. Everything - appearance, dress code, manner of communication, respect by police officers for dignity and fundamental freedoms and human rights, indifference to other people's problems and troubles, elementary attention - contributes to the establishment of trusting relationships.
The new approach is based on the ideas of police service to society and assumes a high degree of social importance of its work, increasing the level of responsibility for the results of its activities not only to the state, but, first of all, to society and each individual citizen.
Based on the foregoing, the tasks of the police are: maintaining public peace and order, protecting and respecting the rights and freedoms of the individual, preventing and combating crime, and providing assistance to citizens.
The protection and respect of human rights as the primary task of law enforcement agencies is a hallmark of the functioning of the police in a democratic society. The duty of the police to be on guard of human rights becomes a priority, and the key to success in this case is well-organized crime prevention, that is, its prevention. In carrying out this task, the interaction of the police with citizens and society as a whole, as well as government agencies, is of the greatest importance, since only in such interaction can measures to prevent crime and prevent their negative manifestations be as effective as possible.
However, work in this direction has not been properly organized so far, since interaction of this kind was poorly reflected and disclosed by Russian law in the field of law enforcement, and was generally perceived negatively by citizens. In the Law of the Russian Federation "On the Police", the interaction of law enforcement agencies with civil society and citizens is not only properly reflected, but also highlighted as a priority in the activities of the police and its employees.
Since any obligatory task implies a responsible attitude to the process and results of its implementation, such a new task of the internal affairs bodies as organizing interaction with society and a citizen involves the development of new mechanisms and the search for new ways to solve it.
In this case, the increase in the level of professional ethics, the development of personal and professional culture, the ethical and intellectual development of each individual employee are an obligatory and simply necessary element in solving and fulfilling one of the most important tasks of the police. This is supported by the following factors:
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 its causes without strengthening the moral foundations of society, and without fighting crime it is impossible to ensure the full development and manifestation of moral factor in its constructive, constructive role.
Secondly, employees of the internal affairs bodies, as a rule, have to deal with not the best part of society, which, on the one hand, has a very adverse effect on their own moral character and can, under certain conditions, lead to professional deformation. On the other hand, service ethics oblige each police officer to show tact, restraint, to influence morally the detainee, arrested, convicted. In addition, the moral culture of employees of the internal affairs bodies has a noticeable disciplinary, educational impact on citizens, and also determines the degree of their trust in law enforcement agencies.
It is also no secret that in the context of the democratization and humanization of society, the expansion of publicity regarding the activities of law enforcement agencies, the importance of professional morality of employees is noticeably increasing, since, first of all, it is negative manifestations that become public knowledge.
Professional ethics is considered as certain moral requirements for employees, due to 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 valid in society. Thus, the requirements for the professional and ethical culture of employees of internal affairs bodies are twice as high as for an ordinary citizen. Even a properly conducted conversation can be a favorable and often the only opportunity to convince the interlocutor of the validity of your position, help persuade him to make the right decision and create the prerequisites for changing, if not the worldview in general, but the assessment of one’s specific act or attitude to a specific problem. It must be remembered that the person whom you have been able to win over will be much more helpful than the one you are trying to get to talk to you. In communicating with any citizen, even if it is a representative of a marginal community, the ability to listen carefully is especially important. The ability to listen, and most importantly, to hear the interlocutor -
in a difficult situation, the key to mutual understanding.
The rules of conduct for employees of internal affairs bodies, which determine polite and attentive treatment of citizens, strict observance of their rights and freedoms, are developed on the basis of the norms of the Constitution of the Russian Federation, generally recognized principles of international law, as well as other regulatory legal acts and are reflected in the Code of Professional Ethics of an employee of internal affairs bodies Russian Federation, approved by the order of the Ministry of Internal Affairs of Russia dated December 24, 2008 No. 1139.
Every citizen of our country should feel safe, see the policeman as his protector, able to reliably protect his life, health, honor and dignity from criminal encroachments, worthy of becoming an example for the younger generation, commanding respect.
Possessing broad rights and powers granted by law, police officers must use them skillfully and reasonably, while showing restraint and high culture, adhering to high moral standards. At the same time, police officers are required to be resolute in the suppression of offenses, but at the same time, their actions must be legally impeccable, excluding violation of the law, understandable and justified for others, excluding infringement of the rights of citizens, including those detained and arrested.
Employees of the internal affairs bodies should remember that they are constantly in the public eye and the authority of the police as a whole, the trust in each individual employee and the support of citizens largely depend on their behavior. As life shows, people in the first place put professionalism, a culture of behavior and the general intellectual development of an employee, his ability to effectively, competently and confidently perform his duties, the desire for social justice and strict observance of the rule of law, as well as high moral and volitional, ethical qualities, the ability to take responsibility and resist any actions that violate the law, the rights and freedoms of citizens. Citizens also believe that no less necessary qualities of an employee are decency, morality, kindness and empathy, generosity and the desire to help a person in word and deed, that is, universally recognized and universal, and therefore the most valuable.
If we evaluate the wishes of citizens in principle, then their demands are absolutely legitimate and humanly understandable. Such should be the employees of the internal affairs bodies in a highly developed state of law, striving for excellence.
In conclusion, I can only say that ethics, since ancient times, has also been called practical philosophy. It is studied not only in order to find out what virtue is, but in order, first of all, to be virtuous. The goal of ethics is not knowledge, but actions. It does not replace a living person in his individual moral efforts and cannot remove responsibility for the decisions made from the individual, or at least mitigate it. You can't hide behind ethics, you can rely on it. She can only help those who seek her help, who sincerely wish to eradicate evil in themselves and help others in this, to become better themselves and make the world around them better.
Leonid ROTARU,
assistant to the head of the Russian Ministry of Internal Affairs for the Kryukovo district of Moscow
for work with personnel,
lieutenant colonel of internal service
Professional ethics of police officers
Business communication and etiquette.
Communication (communication) is a way of being a person in terms of mutual relations, 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 expedient result. The 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 the subjects of business communication, increases the effectiveness of contacts and the final results of their joint actions.
At the heart of business communication is the solution of an important service issue, a responsible specific case concerning the fate 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 the social result of communication plays a huge role. In addition, when it comes to a leader, the ethical content of communication directly affects the moral views of subordinates and, consequently, the quality of their performance. Therefore, knowledge and possession of the ethics of business communication is an indicator of the professional culture of a law enforcement officer, 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 attitude, the nature of communication occurs at one of four levels of communication:
one). The contactee position is based on false ideas and therefore must be overcome and discarded.
2). The ideas that conditioned the position of the contactee are inherently correct, but are an obstacle to achieving the desired result, so they need to be overcome and debunked.
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 communication should be based on certain moral principles, among which the following are the main ones:
1. The business contact is based on the interests of the business, but in no case personal interests and not one's own ambitions. Despite its apparent banality, it is this principle that is violated most often, because far from everyone and far from 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 a conscience.
2. Decency, that is, an organic inability to dishonest act or behavior, based on such developed moral qualities as:
Sharpened 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;
Obligation, accuracy, responsibility, fidelity to one's word.
3. Goodwill, that is, an organic need to do good to people (good is the main category of ethics).
4. Respect, that is, respect for the dignity of the contactee, which is realized through such educated moral qualities as: courtesy, delicacy, tact, courtesy, caring.
Etiquette is a stable order of behavior, a set of rules of polite behavior in society. Etiquette rules are 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, clothing to the nature of the social role in which communication takes place. This requirement is of particular importance when participating in a strictly regulated ceremony, where certain official forms of behavior of officials must not go beyond rigidly 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 a cause of conflicts or , at the very least, causes justified disapproval.
Strict adherence to the rules of etiquette is an important condition for a high culture of behavior. This is the “clothes” by which they “meet”, by which they make the first impression of a person. But even the most scrupulous knowledge and observance of these rules does not guarantee the corresponding behavior of a person, because the real circumstances are so diverse that no rules and norms are able to cover them completely. To avoid all mistakes, it is necessary 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 a manifestation of restraint, foresight and decency in communication with others. Tact implies a careful, attentive attitude to the personality of the interlocutor, excluding the possibility of touching any of his "sore strings". This is the ability to tactfully, correctly bypass, if possible, issues that can cause embarrassment among others. This is the ability to say or do something by the way, without unnecessary "excesses", importunity and impudence. 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 the observance of etiquette and the manifestation of tact is not just an obligatory element of communication, but an integral part of the spiritual culture of the individual, especially the personality of the leader - an indispensable condition for the positive results of 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 a variety of forms. Let's point out the main ones:
I. Everyday office communication.
1) Conversations, meetings, negotiations.
2) Reception of visitors.
3) Meetings, meetings, meetings, conferences.
4) Visiting organizations, institutions.
5) Visiting citizens at the place of residence.
6) Duty, patrolling, security.
II. Specific forms of official communication.
1) Communication in the service team:
a) subordinated forms of communication;
b) communication between colleagues.
2) Communication between teachers and students in 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, public demarches.
3) Communication with the detainees during the search.
4) Communication with the special contingent.
IV. Non-verbal and non-specific forms of communication
1) Public contacts with journalists, interviews.
2) Speeches on radio, television, in the press.
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: the 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, meetings. Ethical requirements for their implementation are the necessary condition that allows you to find the right solution, smooth out sharp corners and get out of difficult or unpleasant situations with dignity.
A properly conducted conversation is the most favorable and often the only way to convince the interlocutor of the validity of your position, to force him to accept your decision and conditions.
In pro-enforcement activities, there are situations when there is a need to obtain this or that information from a person who avoids conversation. Even in these situations, you need to remember that the person you have been able to win over will be of much more help to you than the one 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 treat you? What kind of person is he? What are his intentions? It is good to know the main points of the interlocutor's biography, the range of his personal interests, including his favorite pastime, hobby.
The time allotted for the meeting should be freed from other business. At this time, you can not appoint other meetings and make those invited to wait in the reception. It is not customary to drag out a meeting beyond the time allotted for it, unless, of course, this is related to the resolution of 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 that can grow into circumstances that seriously affect the outcome of the meeting.
Speech and style of presentation are of great importance in conversation, negotiations. Timbre, intonation, clarity of pronunciation, loudness of voice - these are facts that psychologically affect the interlocutor, cause him respect, sympathy for you or, conversely, negative emotions.
You need to be careful with the use of foreign words and expressions. The use of words incomprehensible to the interlocutor is not the best way to show your erudition and education. This not only does not contribute to a better mutual understanding, but also causes irritation. It has long been noticed among the people: whoever thinks clearly, he clearly states.
The conversation must be conducted calmly, without raising your voice and not showing your irritation, even when there are grounds for this. Hotness, haste are bad helpers in conversation.
Be attentive and considerate to the interlocutor, appreciate his arguments, even if they are weak. Experts believe that nothing has such a negative effect on the atmosphere of a business conversation as a contemptuous gesture, which means that one side discards the arguments of the other without the slightest effort to delve into their content.
In business communication, the ability to listen carefully is especially important. The ability to listen to an interlocutor in a difficult situation is a guarantee of mutual understanding, without which business relationships may not work out. Therefore, the basic ethical rules for effective listening in such communication have been developed. These include:
The ability to set yourself up for a wave of internal interest in the topic of a business conversation, dispute, meeting;
Identification for oneself of the main thoughts of the speaker (reporting information) and the desire to correctly understand them;
A quick comparison of the information received with one's own and an immediate mental return to the main content of the message, dispute, conversation.
Listening carefully and not even expressing his opinion, the employee must still be an active, and not a passive participant in the conversation, discussion, dispute.
Don't jump to conclusions. It is such subjective assessments that make a citizen take a defensive position in relation to an employee. Always remember that such evaluations are a barrier to meaningful communication.
Do not let yourself be "caught" in a dispute on inattention. When you mentally disagree with a speaker, you tend to stop listening and wait your turn to speak.
Try to express understanding. While listening, reflect on what was said in order to understand how the interlocutor really feels and what significance the information is trying to convey to you. Try to mentally imagine yourself in the place of the interlocutor. Such communication means not only the 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 the initiative from him, puts him in a defensive position.
Never tell the 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 the credibility of you, and the conversation will most likely stop altogether.
Don't give advice unless asked. But in cases where you are really asked for advice, use the techniques of analyzing listening to establish what the interlocutor really wants to know.
We have to admit that not all law enforcement professionals know how to listen. Summing up some of the above, we highlight a few necessary ethical precepts that help you learn to listen for the benefit of yourself and for business. Listening, you need to:
Forget personal prejudices against the interlocutor;
Do not rush to answers and conclusions;
Distinguish between facts and opinions;
Make sure that your speech is as clear and precise as possible;
Be impartial in assessing what you have heard from the interlocutor;
Really listen, and not pretend to listen, not be distracted by extraneous thoughts.
Often we inattentively listen to the interlocutor due to lack of patience. The interlocutor, in our opinion, takes too long to get to the point of the conversation. We get annoyed: it seems to us that in his place we would conduct a conversation differently. This position is of no use. You have to be patient, reckon with the manner of conversation of the interlocutor.
All forms of business conversations should have one result - correct understanding, which is impossible if you do not know how to listen to the interlocutor. Understanding is primarily the ability to predict. If, after listening to the interlocutor, you can imagine what actions will follow the conversation, then you have managed to correctly understand him.
Try to logically plan the entire process of listening, 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 tendency to anticipate what will be said next as you listen is a sign of active thinking and is a good method of remembering the main points of a conversation.
To summarize what has been said, success in a business conversation, in negotiations can be greatly facilitated if you follow certain rules that are compiled by experts in the field of business communication:
Write a conversation plan in advance, work out the most important formulations;
Apply the provisions of psychology about the periodic impact 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, pride;
Express your thoughts and suggestions clearly, concisely and clearly;
Never, in any situation, insult or offend the interlocutor, be polite, helpful, tactful and delicate with him;
Never treat others with disdain;
Compliments speak in moderation;
Always, when possible, recognize the correctness of the interlocutor;
Avoid empty conversation, distractions on extraneous topics that violate the logical course of the conversation.
Reception of the population.
The reception of citizens by responsible employees of bodies, divisions, institutions and educational institutions is one of the main factors contributing to the propaganda 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 mass media of the days and hours of reception, indicating which specific managerial person receives visitors. In addition, information for visitors is posted directly in the subdivision in a conspicuous place, which gives schedules for receiving visitors with a specific indication of which heads of departments and services are receiving, to whom the visitor can contact to make a decision on the issue of interest to him. In the duty unit or at the secretary, assistant, a special journal is started, in which the last name, first name and patronymic, address, telephone number and the question with which the applicant addresses this or that 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 of their interest, 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 for the perception of the applicant, who can be overly emotional, verbose, even aggressive. He must master the methods of neutralizing these manifestations and be able to lead the conversation into a calm channel.
The head of the reception should strive to give the most comprehensive answers to the questions of the applicants, solving them both with specialists from services or departments, and with the relevant bodies and departments, on which the solution of the problems posed by visitors depends. The solution of the problems posed by visitors depends on the same. In the same case, when the host manager is unable to answer the question, he informs the visitor that he will be given a written (if required) or oral answer, while determining the response time. This is to ensure that the visitor leaves the unit satisfied with both the nature of the meeting with the leader and the outcome of that meeting.
Recently, such forms of communication with the population have appeared as a helpline (the so-called "direct line") or a special box for letters, complaints and statements of citizens put up in duty units, in which they report certain actions of law enforcement officers. These forms also enable senior staff to keep abreast of public opinion about law enforcement activities requiring authorization.
At the end of the year, the duty unit (or employees of the secretariat) prepares an analytical report on letters, statements and complaints from citizens who were at the reception or sent relevant oral or written messages. It is desirable that this oral or written material be brought to the attention of the population through the media, which, of course, will help 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 grass-roots bodies. If we are talking about higher authorities, then the functions described in this material as related to the competence of duty units are transferred to the jurisdiction of headquarters units or special reception rooms that exist in some departments.
Communication within the work team.
Service relations affect the mood of people, create that moral microclimate, without which the existence of the team is impossible. Normal service relations are formed on the basis of two basic requirements: responsibility for the cause and respect for colleagues.
Responsibility implies an honest and binding attitude to one's word and deed. An optional person, a talker brings harm not only by his personal behavior, but also creates an atmosphere of irresponsibility and indiscipline around him.
The business environment to a large extent also depends on respect for colleagues, the ability to insist on something, and give in to something, 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.
Service relations 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 priority for women and men is the priority of the lady, then in official relations this priority often recedes into the background and is replaced by the priority of the boss.
Law enforcement is 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 the service team cannot do without critical remarks addressed to colleagues. And here it is especially important that this criticism be constructive, and not be the result of any grievances or interests. It should be perceived by the person as deserved. And for this, it must meet the basic requirements for it.
First, be businesslike and objective. Unfortunately, there is also the so-called pseudo-criticism.
Secondly, criticism should be tactful and benevolent, taking into account the positive qualities and merits of the criticized. Its task is not to humiliate a person, but to help him improve, to show ways out of this situation. Criticism is always perceived as unfair if it carries only a negative charge. Conversely, a fair assessment of the positive and negative aspects in the activities of employees has a beneficial effect.
Thirdly, criticism must have its specific subject. Great harm is done when, instead of evaluating a person's specific actions, his personality and character are criticized. This can cause anger, indignation of the criticized, a desire to justify itself at all costs, since a person considers himself, and quite justifiably, undeservedly offended. And specific instructions for certain actions or behavior of the employee relieve tension. Therefore, they are always preferred.
Fourthly, criticism requires a specific approach, taking into account the characteristics of a person's temperament and character. One will react to the remarks painfully, 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 experiences, and the fourth - so internally experienced his misconduct that in relation to him charges would be redundant.
Special requirements are imposed on the relationship between the boss and the subordinate. Usually the leader is the key figure in the team. A lot depends on how he behaves with people, how and in what he interferes (or does not interfere), what he does for his subordinates. The leader must always remember that his actions and the actions of an ordinary member of the team are evaluated differently by this team. Every act of a superior in relation to a subordinate is perceived not only as an attitude of one person to another, but as an action of a person endowed with power over another. A leader will never gain high authority and respect if he builds official relations on the basis of personal sympathies. Therefore, the boss must be extremely objective in relation to his subordinates and restrained in his actions.
The leader must constantly remember the norms of behavior, cultivate the habit and the need to comply with them in all situations.
A good leader is alien to arrogance, arrogance, irritability, capriciousness, the desire by the power of his power to impose his manners and habits on his subordinates. He in every possible way avoids situations in which one could humiliate a subordinate, offend his personal dignity and honor.
The 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 completely in relations with people the leader relies on positive informal means, the less situations are created that cause 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 brief: a protracted meeting causes its participants to lose interest in the issues under consideration and "rejection" even of the information that previously aroused interest;
Only those employees who are really needed should be invited to the meeting, that is, those who should really implement the information received here and those whose opinions are necessary for making a decision;
The meeting should be held only when it is really necessary, when a different way of developing certain decisions would be longer and less effective; excessively frequent meetings indicate the weakness of the leadership or its administrative cowardice, as well as the useless waste of staff time.
Every meeting requires careful preparation. The better the preparation of the meeting, the less time is spent on its conduct.
There are four types of meetings: operational meeting, briefing 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 by no means express their own opinions;
b) autocratic - based on questions of the leader to the participants and their answers to them; there is no broad discussion here, only dialogue is possible;
c) segregative - the report is discussed only by the participants chosen by the leader, the rest only listen and take note;
d) discussion - free exchange of opinions and development of a common solution; the right to make a decision in its final formulation, as a rule, remains with the head;
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 views.
The meeting must start at the specified time. The opening speech, as a rule, is made by the head of the unit. In the opening speech, it is necessary to clearly outline the contours of the problem (or problems) under discussion, formulate the purpose of the discussion, show its practical significance and determine the rules.
The main task of the leader of the meeting is to provide an opportunity to listen to the views of the speakers and analyze them. He must correctly point out the twists and turns, cut off the superfluous that is not relevant to the case, insist on the argumentation of the opinions expressed. An important sign of the culture of the leader of the meeting is the strict observance of the regulations.
The leader should not abuse meetings in his office. Here, the situation itself emphasizes the inequality between the leader, sitting in an armchair at his own table, and the rest of the interlocutors. Subordinates are held in these conditions more constrained.
The most important criterion of the meeting is the attitude of the participants to its results. It is important that they do not have a sense of wasted time, so 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 chief, his managerial culture and his moral upbringing.
Bibliography
1. Professional ethics of law enforcement officers - 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 operative worker
Ministry of Internal Affairs of the Russian Federation
Ural Law Institute
PROFESSIONAL ETHICS OF EMPLOYEES
OF THE INTERNAL AFFAIRS
Lecture course
Yekaterinburg
ISBN 5-88437-098-9
Discussed at a meeting of the Department of Philosophy of the Ural Law Institute 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 Law Institute of the Ministry of Internal Affairs of Russia (minutes No. 33 of November 29, 2001).
© URI of the Ministry of Internal Affairs of Russia, 2001
| TOPIC 1. Morality as a subject of ethics .............................................. ..... | 4 |
| TOPIC 2. History of ethics............................................... ....................... | 16 |
| TOPIC 3. The main categories of ethics .............................................. .... | 29 |
| TOPIC 4. Morality and law .............................................. ...................... | 42 |
| TOPIC 5. Professional morality ............................................... .... | 66 |
| TOPIC 6. Regulatory and legal basis for the professional morality of police officers .............................................................. ............................................... | 83 |
| TOPIC 7. Ethics of business communication and official etiquette of law enforcement officers .............................................................. ............... | 103 |
| TOPIC 8. Moral aspects of the activities of employees of operational services and investigative units .............................................................. ....... | 144 |
| TOPIC 9. Problems of professional and moral deformation of police officers .............................................................. ...................................... | 163 |
Topic 1. MORALITY AS A SUBJECT OF ETHICS
1. Introduction.
2. The concept of "morality", its origin, structure.
1. Introduction
The 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, temper, character. The Latin word mos is also translated as custom, temper. Cicero, focusing on the Greek translation, formed the adjective moralis (related to morals) from the word mos, and the term moralitas (morality) later arises from it. Therefore, as they write in some textbooks, according to the etymology, the meanings of the Greek ethica and 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 semantic load. This difference was comprehended and terminologically fixed by G. Hegel, in 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 the external world, morality is an expression of inner conviction, in it reality is accepted by the individual to the extent that it has passed the test of critical thought.
Secondly, morality coincides with morals, actually practiced forms of behavior, morality follows from a negative attitude towards reality and is a subjective duty.
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 due are fixed. Morality is the real-life forms and models of people's behavior and the relationship between them.
In understanding the term ethics, two approaches can be distinguished. The first, traditional, understands ethics as the science of morality. In the modern sense, ethics is a philosophical science about the essence, origin, development and structure of morality. An indication of its philosophical nature shows that morality and morality are comprehended from certain worldview 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. Scientificness is the highest form of knowledge, which implies the truth, evidence, 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 understanding social life, included in the moral consciousness as the highest level. Scientific and ethical ideas about morality to some extent flow into the mass consciousness and have the opposite effect on the development of morality and morality.
Accordingly, two parts are distinguished in the structure of ethics: the theoretical one, which describes and explains morality, and the applied one, which teaches morality, i.e. instills certain moral ideas and principles.
Among the sections of ethics, professional ethics are distinguished. This concept is often used to refer to the moral code of people in a certain 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 - morality, the totality 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 of a certain social group, in the professional activity of which the action of general ethical and professional norms of morality is specifically manifested; This is a section of ethical teaching that studies the features of the functioning of morality in various types of professional activities. The term “professional ethics” is conditional, since it primarily means professional moral codes. However, the use of the term "professional ethics" is justified, as it emphasizes the need for thoughtful development of its norms. The term "professional morality" implies a certain spontaneity in the formation of such norms.
The existence of professional ethics is due to the historical division of labor, group interests, traditions and stereotypes of professional activity. Of course, moral problems and contradictions can arise in any kind of activity. However, it is possible to single out a special group of professions, which are subject to increased moral requirements. These are, first of all, professions, the object of which is a person. To consolidate these increased moral requirements for the subjects of professional activity, a “moral code” is created, enshrined in oaths, charters, regulations, etc. Usually, the ethics of a doctor, teacher, officer, journalist, etc. are singled out. In this regard, for representatives of these professions, it is important not only to know moral standards, but also to have a special ability to embody moral principles in the specific conditions of their activities. The norms of professional ethics are created under the direct influence of the organizations concerned. They contain a greater element of rational justification than in general morality, since the technologically expedient and intrinsically moral aspects of activity of these professional groups coincide.
Professional morality is closely related to general morality. Any attempts to neglect this connection end either in the substitution of a certain moral code for non-moral guidelines (charters, instructions) or abstract declarations. This connection is deep and necessary. General moral norms, principles are more fundamental, more substantial capture changes in social requirements for the activities of specific professional groups. Therefore, it is they who, first of all, stimulate the generalization of moral practice and the emergence of new norms and prohibitions in professional morality. The main feature of the 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 provided by administrative sanctions (for example, the Code of Honor, orders and instructions of the Ministry of Internal Affairs, disciplinary charters that determine forms of behavior and communication).
The activities of police officers are of a state nature, as they are representatives of the authorities. The actions and decisions of various departments of the internal affairs bodies affect the fundamental rights and interests of citizens. Therefore, their activities must comply with the principles and norms of morality, the protection of the authority of state power and its representatives. The fulfillment of public duties requires from representatives of the authorities a heightened sense of duty and responsibility.
1. Approve the attached Code of Professional Ethics for an employee of the internal affairs bodies of the Russian Federation.
2. Heads of departments of the central apparatus of the Ministry of Internal Affairs of Russia*, heads of departments 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 for the constituent entities of the Russian Federation, departments of internal affairs in transport, departments and departments of internal affairs in closed administrative-territorial formations, at especially important and sensitive facilities, logistics departments, educational, 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 his compliance during service.
4. I reserve control over the implementation of this order.
* In addition to the State Committee for Airborne Forces 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,
proceeding from the priority tasks of protecting life and health, the rights and freedoms of man and citizen, maintaining public peace, law and order,
based on fundamental human and professional moral values, the requirements of civic and official duty,
embodying the expectations of society in relation to the moral character of the employee, which gives the right to respect, trust and support for the activities of the Russian police on the part of the people,
adopts the Code of Professional Ethics for an employee 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 an employee of the internal affairs bodies of the Russian Federation * (1) is a professional and moral guide addressed to the consciousness and conscience of an 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 the internal affairs bodies;
professional and ethical requirements for official and off-duty behavior, relationships in the service team;
professional and ethical standard of anti-corruption behavior.
3. This Code serves the purposes of:
establishing the moral and ethical foundations of official activities and professional behavior of an employee;
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 relations between employees arising in the course of their joint activities;
education of a highly moral personality of an employee, corresponding to 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 the internal affairs bodies;
orients the employee in situations of conflict and ethical uncertainty and other circumstances of moral choice;
contributes to the development of the employee's need to comply with professional and ethical standards of behavior;
acts as a means of public control over the moral character and professional behavior of the 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, the regulatory legal acts of the Ministry of Internal Affairs of the Russian Federation * (3) taking into account the general principles of official conduct of civil servants * (4).
The rules and requirements of the Code are consistent with those of the Code of Law Enforcement Officials*(5) as well as the European Code of Police Ethics*(6).
6. Strict observance of the principles and norms of the Code is an important factor in the quality performance of operational and service tasks, a necessary condition for 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 the internal affairs bodies, regardless of their position and special rank.
2. Knowledge and implementation by an employee of 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 the internal affairs bodies or entering the service has the right, having studied the content of the Code, to accept its provisions for himself or refuse to serve in the internal affairs bodies.
Article 3. Responsibility for violation of the principles and norms of the Code
1. For violation of the professional and ethical principles and norms established by the Code, the employee bears moral responsibility to society, the service team and his own conscience.
2. Along with moral responsibility, an employee who has committed a violation of professional and ethical principles, norms and committed an offense or disciplinary offense in connection with this shall bear disciplinary responsibility.
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 commanding staff;
at meetings of commissions of bodies, divisions, institutions of the system 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 and ethical principles and norms, an employee may be issued a public warning or public censure.
Chapter 2. Moral foundations of service in the internal affairs bodies
Article 4. Civic duty and moral values of service in the internal affairs bodies
1. Every citizen of the Russian Federation who joins the ranks of employees of the internal affairs bodies devotes his life to the fulfillment of the Duty of selfless service to the Fatherland and the protection of noble social ideals: freedom, democracy, the triumph of law and order.
2. The highest moral meaning of the official activity of an employee is the protection of a person, his life and health, honor and personal dignity, inalienable rights and freedoms.
3. An employee of the internal affairs bodies, realizing personal responsibility for the historical fate of the Fatherland, considers it his duty to protect and increase the fundamental moral values:
citizenship - as devotion to the Russian Federation, awareness of the unity of rights, freedoms and duties of a person and a citizen;
statehood - as a statement 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), the chosen profession and official duty.
4. Moral values form the basis of the employee's morale, embodying the awareness of involvement in the noble cause of protecting law and order, the heroic history of the internal affairs bodies, the victories, achievements, and successes of previous generations.
Article 5. Professional duty, honor and dignity of an employee of the internal affairs bodies
1. Professional duty, honor and dignity are the main moral guidelines on the career path of a defender of law and order and, along with conscience, constitute the moral core of the personality of an employee of the internal affairs bodies.
2. The employee's duty consists in the unconditional fulfillment of the obligations fixed by 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 serves as 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 tasks.
Article 6
1. The moral principles of the service embody the unconditional requirements of professional and public morality for the activities of the internal affairs bodies.
2. The official activity of an employee of the internal affairs bodies is carried out in accordance with the moral principles:
humanism, proclaiming a person, his life and health as the highest values, the protection of which is the meaning and moral content of law enforcement;
legality, which determines the recognition by the employee of the rule of law, as well as its obligatory execution in official activities;
objectivity, expressed in impartiality and lack of bias in making official decisions;
justice, meaning the correspondence of the measure of punishment to the nature and gravity of the misconduct or offense;
collectivism and comradeship, manifested in relationships based on friendship, mutual assistance and support;
loyalty, which provides for loyalty to the Russian Federation, the Ministry of Internal Affairs of Russia, respect and correctness for state and public institutions, civil servants;
neutrality in relation to political parties and movements, which implies the refusal of the employee to participate in their activities in any form;
tolerance, which consists in 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 official activity that meet the requirements of the state and the expectations of society. Steady adherence to moral principles is a matter of honor and duty of an employee of the internal affairs bodies.
Article 7
1. An employee of the 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, devoted to the interests of the service under any circumstances;
be intolerant of any act that offends human dignity, causes pain and suffering, constitutes torture or other cruel, inhuman or degrading treatment or punishment;
to be courageous and fearless in the face of danger in the suppression of offenses, the elimination of the consequences of accidents and natural disasters, as well as in any situation requiring the saving of life and health of people;
show firmness and intransigence in the fight against criminals, using only legal and highly moral means to achieve the set 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, colleagues the way you would like them to treat you;
preserve and increase 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 injured employees.
2. The impeccable fulfillment of moral obligations ensures the moral right of an employee to public trust, respect, recognition and support of citizens.
Chapter 3. Professional and ethical rules of employee behavior
Article 8. General rules of conduct
1. The behavior of an employee must always and under any circumstances be impeccable, comply with high standards of professionalism and moral and ethical principles of a law enforcement officer. Nothing should discredit the business reputation and authority of the employee.
2. The norms of professional ethics prescribe to the employee:
behave with self-respect, benevolently and openly, attentively and attentively, causing respect of citizens for the internal affairs bodies and readiness to cooperate with them;
constantly control their behavior, feelings and emotions, not allowing personal likes or dislikes, hostility, bad mood or friendly feelings to influence official decisions, be able to foresee the consequences of their actions and actions;
treat citizens equally correctly, regardless of their official or social status, without showing subservience to socially successful people and disdain for people with a low social status;
show respect and attention to seniors by rank or age, always be the first to greet: the younger - the elder, the subordinate - the boss, the man - the woman;
adhere to a business style of behavior based on self-discipline and expressed in professional competence, commitment, accuracy, accuracy, attentiveness, the ability to value one's own and other people's time;
in behavior with colleagues to show simplicity and modesty, the ability to sincerely rejoice at the success of colleagues, to contribute to the successful completion of difficult assignments, to be intolerant of bragging and boasting, envy and hostility.
3. A male employee in relation to women should show nobility, special courtesy, attention and tact, be helpful and polite in the service and in everyday life.
4. It is fitting for an employee to be an exemplary family man, to establish an atmosphere of friendliness, kindness, sincerity, trust in the family, to take care of the upbringing of children, the formation of 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 the risk when driving in an emergency situation due to business necessity.
6. The norms and rules of official etiquette require the employee to refrain from:
the use of drinks containing alcohol on the eve and during the performance of official duties;
organization of feasts in office premises dedicated to holidays, memorable dates, and participation in them;
the use of narcotic, narcotic and psychotropic substances and preparations, with the exception of cases of official medical prescription;
tobacco smoking in public places, educational and other government institutions, while on duty, as well as on the go and on the move;
participation in gambling, visits to casinos and other gambling establishments;
promiscuity;
relationships and dubious connections with people who have a negative public reputation, a criminal past and present.
7. An employee must remember that immoral behavior, promiscuity and unscrupulousness in personal relationships, lack of self-discipline skills and licentiousness, talkativeness and lack of concentration cause irreparable damage to the reputation and authority of the internal affairs bodies.
Article 9
1. The rules of official conduct in the performance of operational tasks require the employee to:
work with full dedication during the entire working time, use the material and intangible resources at his disposal exclusively for official purposes;
use physical force, special means and firearms only when non-violent measures have proved to be ineffective or do not ensure the unconditional fulfillment of operational and service tasks;
strive to minimize moral harm during forceful detention, search, inspection, to prevent excessive harshness, mockery and bullying in relation to offenders (suspects);
show sensitivity and attention to victims and witnesses, especially to the elderly, 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 dwelling, not to allow a careless attitude to objects and personal belongings that are significant or valuable to citizens.
2. When unlawful acts are detected and suppressed, the employee must:
explain to the offender, if the situation allows, in a tactful and convincing manner, the reason for contacting him;
give orders authoritatively, briefly and clearly, excluding the possibility of erroneous or double understanding of them by the citizens whom they concern;
maintain self-control and dignity, control their emotional state, demonstrate confidence and calmness by their appearance and actions;
show emotional and psychological stability when provoking a conflict situation by offenders; not allowing himself to be drawn into the conflict, to take all possible measures to resolve and suppress it;
take all measures to establish psychological contact with eyewitnesses and witnesses, win them over, while remaining principled, resolute and authoritatively representing state power;
give explanations to the offender about the illegality of his actions without moralizing, benevolently, convincingly and clearly, with reference to the relevant requirements of regulatory legal acts;
refrain from harsh actions and harsh statements in relation to the offender in the presence of children, elderly people, trying not to injure their psyche.
3. When conducting a survey (interrogation), an 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 relieve emotional stress, demonstrate to the suspect and the victim their impartiality;
to ensure a combination of activity and perseverance of the interrogator in obtaining truthful testimony with respect for the personality of the interrogated.
4. An employee of the internal affairs bodies performing operational and service tasks in special conditions of emergency caused by terrorist acts, natural disasters, catastrophes, epidemics, incidents and other extreme situations should:
show high moral and psychological stability, vigilance, activity, perseverance, perseverance in operational activities, maintain readiness for effective action in any situation;
observe and demand from others the maintenance of law and order, stop attempts of robbery, looting, theft of state property and personal property of citizens;
act confidently and coolly in conditions of panic, group disobedience to government officials, riots;
to be as precautionary, sensitive and emotionally restrained as possible in dealing with people, especially those affected as a result of emergency circumstances.
5. When performing control and verification functions during inspections, control checks, targeted visits to bodies, divisions, institutions of the system of the Ministry of Internal Affairs of Russia, the employee is prescribed:
adequately represent the apparatus of a higher internal affairs body, showing exactingness, firmness, adherence to principles, combined with correctness, modesty, respect for the dignity of colleagues;
fairly, objectively and competently assess the activities of the audited body of internal affairs, excluding the influence of preconceived opinions and judgments;
to refrain from feasts, unacceptable courtesies, 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 standards, use of means that do not meet the requirements of the law, moral principles and norms;
provocative actions related to incitement, inducement, inducement in direct or indirect form to commit offenses;
disclosure of facts and circumstances of private life that became known in the course of investigative actions;
selective approach in taking measures against violators of the law, traffic rules;
indifference, inactivity and passivity in the prevention and suppression of offenses.
7. Restriction by an employee of the rights and freedoms of citizens is permissible on the basis and in the manner prescribed by federal law. In situations related to the 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 justify violations of the law, torture or other cruel, inhuman or degrading treatment or punishment.
Article 10. Professional moral deformation and its prevention
1. The heads and employees of the 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 the orientations and devaluation of moral values among some employees under the influence of the conditions and experience of professional activity, manifested in a distorted attitude towards duty and discrediting the moral character of a police officer.
3. Professional moral deformation is expressed in:
legal nihilism, meaning disdain for the requirements of the law;
substitution of the true idea of the moral meaning of official activity by an imaginary one;
supporting false corporate solidarity based on mutual responsibility;
a sense of infallibility and permissiveness, the desire to suppress the will of a person and submit to one's own;
painful 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 the internal affairs bodies;
indifference to the process and results of performance;
unscrupulousness in assessing violations of official discipline;
moral uncleanliness, following 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 licentiousness, expressed in drunkenness, domestic decay, immoral acts.
4. The activity of managers in the prevention of professional moral deformation involves:
creation of a favorable moral and psychological climate in the team;
formation of an attitude towards conscious observance of 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;
the development of professional immunity among employees to the negative effects of the criminal environment and criminal subculture;
educating employees of a high general and professional culture, aesthetic taste, development of amateur artistic creativity;
organization of outdoor activities with a partial or complete change in the socio-psychological background of communication.
Chapter 4
Article 11. Culture of speech
1. The culture of speech 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. The culture of speech obliges the employee to adhere to the following speech norms:
clarity, providing accessibility and ease of communication;
literacy based on the use of generally accepted rules of the Russian literary language;
logic, which presupposes a sequence,
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 was said in relation to a particular situation.
3. An employee must observe and uphold the purity of the Russian language. In the speech of an employee, it is unacceptable to use:
rude jokes and malicious irony;
inappropriate words and speech turns, including those of foreign origin;
statements that can be interpreted as insults to certain social or national groups;
harsh and cynical expressions of an offensive nature associated with 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 emphasizing 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 in communication with colleagues and citizens.
6. In the case of official communication with citizens of various nationalities, the employee is recommended to use Russian as the state language of the Russian Federation.
Article 12
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 secrets, protection of honor, dignity, and his good name.
2. The employee should:
start official communication with a greeting (putting a hand on a headdress, being in uniform), refraining from shaking hands; introduce yourself, stating your position, special rank, surname, briefly state the purpose and reason for the appeal, at the request of a citizen, present an official ID;
state your comments and demands in a correct and convincing manner; if necessary, calmly, without irritation, repeat and explain the meaning of what was said;
listen to the explanations or questions of a citizen carefully, without interrupting the speaker, showing goodwill and respect for the interlocutor;
respectfully treat the elderly, veterans, the disabled, provide them with the necessary assistance;
be considerate and considerate to women and children.
3. When establishing the identity of a citizen or verification of documents related to the performance of official duties, an 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 any;
check the documents quickly and carefully, if a more thorough check is necessary, explain to the citizen the reason for it, the timing and methods of conducting it;
thank the citizen for cooperating with the police at the end of the check and return of the documents.
4. When communicating with citizens, an employee must exercise restraint and be ready to:
to inadequate behavior on their part, including the manifestation of aggression and resistance;
to provide them with the necessary medical care;
to send people in need to a medical institution.
5. When communicating with citizens on the part of an employee, the following is unacceptable:
any kind of statements and actions of a discriminatory nature based on sex, age, race, nationality, language, citizenship, social, property or marital status, political or religious preferences;
arrogant tone, rudeness, arrogance, incorrect remarks, unjustified, undeserved accusations;
threats, offensive language or remarks;
disputes, discussions and actions that interfere with normal communication or provoke illegal behavior;
causeless, unreasonable 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, not to be drawn into a conflict situation or scandal.
7. When using the phone, the employee should speak quietly and concisely, without creating inconvenience to others; turn off the mobile phone before the start of the business meeting; refrain from talking on the phone while in public transport.
Article 13
1. An employee of the internal affairs bodies must remember that every citizen who applied to the police, as a rule, faced a nuisance or misfortune. The mood of the person and his opinion about the employee and the work of the police as a whole depend on how the employee meets and listens to the visitor, what kind of help he will provide.
2. When receiving visitors from the internal affairs bodies, the employee is recommended:
respond to the greeting of the visitor who entered the office, invite him to sit down;
show attentiveness, tact, goodwill, desire to help the visitor;
listen to the visitor's statement and understand the essence of the stated problem, 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 appeal;
inform the visitor about the procedure and terms for considering the appeal, as well as appealing the decision.
3. In case of conflict behavior on the part of the visitor, the employee must take measures in order to relieve the emotional stress of the citizen, and then calmly explain to him the procedure for resolving the issue.
4. An employee must not:
make the visitor wait unreasonably long for an appointment;
interrupt a visitor in a rude manner;
show irritation and discontent towards the visitor;
talk on the phone, ignoring the presence of the visitor.
Article 14. Peculiarities of communication with foreign citizens
1. The 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. An employee must take into account that, while in our country, foreign citizens:
address the employee as a representative of public authorities;
do not speak or have a poor command of the Russian language, which makes it difficult for the employee to correctly understand the appeals on their part;
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, if necessary, explain the rules of conduct on the territory of the Russian Federation.
4. In case of a minor violation of public order by a foreign citizen, the employee should limit himself to explaining and warning about the inadmissibility of such actions.
Chapter 5
Article 15
1. The manager and employees are obliged to maintain a favorable moral and psychological climate in the service 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 service 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 unit;
the ability and willingness to work together to achieve the goals;
the degree of comfort of work, the 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, friendly relationships in the team;
maintain an atmosphere of mutual exactingness and intolerance to violations of official discipline and the rule of law;
observe subordination, be executive, unquestioningly carry out orders and orders, showing reasonable initiative, accurately and timely report to the management on their execution;
to have moral and psychological stability, self-restraint, to be responsible for one's actions and words;
provide all possible assistance to the leadership in mobilizing the personnel of the unit for the performance of operational and service tasks;
to take an active part in the work of public formations of employees, critically and fairly evaluating the misconduct of colleagues.
4. For an employee, actions that can harm the moral and psychological climate in the team are unacceptable, including:
discussion of orders, decisions and actions of senior commanders, implemented within their powers;
dissemination of rumors, gossip and other unverified information of a dubious nature;
biased and biased attitude towards colleagues;
fawning over superiors;
claims for special treatment and undeserved privileges;
promises, the fulfillment of which is in doubt;
manifestations of flattery, hypocrisy, importunity, lies and cunning;
exaggeration of their importance and professional capabilities.
Article 16. Professional and ethical requirements for the manager
1. The head of the internal affairs body must:
be an example of strict observance of 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 occupied by the leader 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, the breadth of erudition, the breadth of interests, the level of education and upbringing.
5. The positive moral character of the leader is based on professional and moral qualities: honesty, decency, self-criticism, exactingness, goodwill, commitment, responsibility, adherence to principles, justice.
6. The requirements of professional ethics oblige the head:
observe the rights and freedoms of the employee as a person and citizen;
treat the employee as an individual, recognizing his right to have his own professional judgment;
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;
to use fully psychological and pedagogical approaches and methods in educational work with personnel;
inform the personnel about the emerging moral and psychological situation in the unit;
regulate relationships in the service team on the basis of the principles and norms of professional ethics;
to stop intrigues, rumors, gossip, manifestations of dishonesty, meanness, hypocrisy in the service team;
consider without delay the facts of violation of the norms and principles of professional ethics and take objective decisions on them;
make impartial, fair and objective decisions on social and domestic problems and issues of encouraging personnel;
organize the development and implementation of a set of measures to prevent conflicts;
address subordinates, calling them by a special rank and surname or only by a special rank, in the latter case adding the word "comrade" before the special rank, or by name and patronymic and only with "you";
monitor compliance by employees with etiquette standards in the design and maintenance of office premises;
remain modest in 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 leader has no moral right:
shift their responsibility to subordinates;
use the official position of the head for personal interests;
show formalism, arrogance, arrogance, rudeness, use physical assault in relation to subordinates;
create conditions for whistleblowing and denunciation in the team;
discuss with subordinates the actions of superiors;
borrow money from subordinate employees, accept gifts, using their dependent official position.
Article 17
1. Personal relations between employees outside the framework of official subordination are informal.
2. Personal relationships should not be the basis for promotion of an employee, his encouragement or punishment, resolving personnel, social issues.
3. Colleagues in the service should respectfully and attentively treat women employees working in a team, who, in turn, should not abuse their advantages.
4. Gross violations of professional and ethical principles and norms in the field of informal relations between employees include:
the use of friendly or family ties between a superior and a subordinate in order to resolve official issues in personal selfish interests;
establishment of 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 another;
sexual harassment, coercion to have an intimate relationship, especially expressed in aggressive, offensive behavior that degrades the dignity of a woman or a man, and is 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, depravity.
5. In order to prevent the negative impact of informal relations 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 the internal affairs bodies;
ensure the activities of employees in strict accordance with their job purpose;
to exclude familiarity and familiarity in communication with subordinates, to prevent the influence of informal relations on official decisions.
Chapter 6
Article 18. Appearance and dress code
1. A decent appearance of an employee ensures the moral right to self-respect, helps to strengthen the confidence of citizens in the internal affairs bodies, and influences the behavior and actions of people.
2. An employee of the internal affairs bodies should:
wear uniforms in accordance with established requirements, clean and tidy, well fitted and pressed;
maintain an exemplary appearance that commands respect from colleagues and citizens;
wear on holidays on uniforms state and departmental orders, medals and insignia, and in everyday situations - order strips;
demonstrate combat bearing, keep straight, with deployed shoulders, do not slouch, walk with a firm, energetic step;
adhere to a healthy lifestyle, observe the rules of personal and public hygiene.
3. Employees in uniform at a meeting greet each other in accordance with the requirements of the Combat Charter of the Armed Forces of the Russian Federation.
4. In the case of performing official duties in civilian clothes, it is allowed to wear a suit (dress) and shoes of a strict business style, of a soft color, emphasizing the accuracy and neatness of the employee.
5. An employee in uniform is not recommended to: visit markets, shops, restaurants, casinos and other shopping facilities and entertainment establishments, if this is not related to the performance of official duties, as well as carry bags, packages, boxes and other household items.
6. A male employee should always be neatly trimmed, carefully shaved, neatly and tastefully dressed, and may use perfumes sparingly.
9. An employee should not get tattoos, wear piercings, mix uniforms and civilian clothes, keep his hands in his pockets, walk in uncleaned and worn-out shoes, as well as in uniforms that have lost their proper appearance.
10. It is unacceptable for an employee to wear insignia, distinctions, honorary titles, uniforms of public associations that have a similar name or external resemblance to state awards and titles.
Article 19
1. An official certificate is a document confirming that an employee belongs to state authorities, his service in the internal affairs bodies.
2. The loss of an official certificate is a gross violation of not only official discipline, but also the norms of professional ethics. The loss of an official certificate due to negligence, its use for personal mercenary purposes entail, in addition to being held accountable in the prescribed manner, public censure.
3. The employee considers unacceptable for himself:
transfer the service certificate to other persons, leave it as a pledge or for storage;
use (show) an official ID in interests not related to the performance of official tasks;
carry an official ID in purses, handbags and other places that do not ensure its safety.
Article 20
1. Official information is provided by an employee of the internal affairs bodies within the framework of official competence only upon official requests in the prescribed manner with the permission of the management.
2. When working with official information, an employee of the internal affairs bodies should:
exercise vigilance and punctuality in accordance with the requirements and norms of professional ethics;
treat with understanding the work of representatives of the media, with the permission of the management to assist them in the prescribed manner;
refrain from public statements, judgments and assessments regarding the activities of state bodies, their leaders.
3. An employee of the internal affairs bodies is not entitled to:
use for personal purposes information resources at the disposal of the internal affairs bodies;
disclose confidential and other information that has become known to him in his service;
be interested in the content of official information about the work of colleagues, if this is not included in the scope of his duties.
Article 21
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 service team, comfortable conditions for working and receiving visitors.
2. The color scheme of the interior of office premises should be designed in soft, calm colors. Service documentation, posters and other images are displayed on stands or within frames.
3. The employee must maintain internal order and cleanliness in the workplace. The atmosphere of the office should be formal and strict, at the same time cozy, making a favorable impression on colleagues and visitors and conducive to confidence.
4. An employee should not post posters, calendars, leaflets and other images or texts of cynical, low-grade content in the office, litter the workplace with papers and foreign objects.
objects of worship, antiques, antiques, luxury;
gifts, souvenirs, expensive writing instruments and other items made of expensive wood, precious stones and metals;
crockery, cutlery, tea accessories.
6. When placing certificates, thanks, diplomas and other evidence of personal merits and achievements of an employee in the 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. Corruption-dangerous behavior and its prevention
1. Corruption-hazardous behavior in relation to this Code is such an action or inaction of an employee that, in a situation of conflict of interest, creates prerequisites and conditions for him to obtain selfish benefits 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 activity 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 protection measures, which consist in preventing and resolutely overcoming corruption-threatening situations and their consequences.
4. Moral duty requires the employee to immediately report to the immediate superior on all cases of appeal to him by any persons in order to induce him to commit corruption offenses.
5. The need to develop the skills of anti-corruption behavior in an employee provides for the conscious imposition of moral obligations, restrictions and prohibitions.
6. The moral obligations of an employee of the internal affairs bodies do not allow him:
engage in entrepreneurial activities, be personally, as well as through affiliated persons, in any commercial organization;
build relationships of personal interest with persons engaged in entrepreneurial activities;
to provide patronage, to provide support to business entities in personal, selfish interests;
provide services that provide for monetary or other compensation, except as otherwise provided by applicable law;
create conditions for obtaining improper benefits, using their official position;
show interest and (or) intervene in disputes of individuals, business entities outside the framework established by law;
apply to colleagues with unlawful requests that violate the established procedure for preliminary investigation, inquiry, administrative proceedings, consideration of complaints and statements that can influence an official decision.
7. Moral cleanliness, incorruptibility of an employee, his devotion 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
1. The corruptly dangerous behavior of the leader is a malicious type of immoral behavior that discredits the internal affairs bodies.
2. Types of corruptly dangerous behavior of the leader are: protectionism, favoritism, nepotism (nepotism), as well as abuse of official position.
2.1. Protectionism is a system of patronage, career advancement, providing advantages on the grounds of kinship, community, personal devotion, friendly relations in order to obtain selfish benefits.
2.2. Favoritism is expressed in defiantly approaching one's favorites; ostentatious delegation of certain powers that do not correspond to the status; their undeserved promotion and promotion, rewarding; unjustified granting them access to tangible and intangible resources.
2.3. Nepotism (nepotism) is the moral patronage of the leader to his relatives and close people, in which promotion and appointment to positions in the internal affairs bodies are made on the basis of religious, caste, tribal affiliation, as well as personal devotion to the leader.
2.4. Abuse of power (official position) by an employee of the internal affairs bodies is the deliberate use of their official powers and advantages contrary to the interests of 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 leader, are incompatible with the principles and norms of professional ethics.
4. Prevention of corruptly dangerous behavior of the head consists in:
deep and comprehensive study of the moral, psychological and business qualities of candidates for appointment to positions of leadership, taking into account their compliance with professional and ethical rules and norms at their former place of service;
studying with the leaders of all levels the moral foundations of service in the internal affairs bodies, professional and ethical rules and norms, developing their skills of anti-corruption behavior;
educating managers of personal responsibility for the state of service 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, 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 have developed in the course of official 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 the 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 the goal associated with selfish interests;
relations of a personal (family, domestic) nature that affect the results of official activities;
influence on an employee by other persons for selfish purposes through rumors, intrigues, blackmail and other forms of moral and physical pressure;
requests (requirements) 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, an employee is required to:
behave with dignity, act in strict accordance with their official duties, principles and norms of professional ethics;
avoid situations that provoke harm to his business reputation, the authority of the internal affairs bodies;
report on the circumstances of the conflict (uncertainty) to the immediate superior or, with his permission, contact the higher management;
apply to the Commission on Service 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 the conflict of interest consists in the contradiction between official duty and personal selfish interest, which can cause moral harm to the high rank of an 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 prescribe to the employee:
report to the immediate superior about the conflict of interest that has arisen or about the threat of its occurrence;
stop questionable, compromising interpersonal relationships;
refuse possible improper benefit that caused the conflict of interest;
counteract corruption and expose corrupt officials of any level;
take measures to overcome the negative consequences of a conflict of interest.
4. Evasion of an employee from the obligation to provide information about income, property and liabilities of a property nature, as well as his dishonesty in this case, are an essential condition for the emergence of a conflict of interest.
Article 26. Attitude towards improper benefit
1. An improper benefit of an employee of the internal affairs bodies is considered to be the receipt by him, as a result of corrupt actions, of funds, material or non-material benefits, advantages not provided for by the current legislation.
2. The basis for obtaining improper benefits is the employee's selfish motivation aimed at illegal personal enrichment or creating conditions for such.
3. In the event of an offer of improper benefit, the employee should refuse it, report to the immediate superior in writing about the facts and circumstances of its offer, and in the future avoid any contacts directly or indirectly related to improper benefit.
4. In the event that material resources that bring improper benefits cannot be either rejected or returned, the employee must take all measures to turn it into state revenue.
Article 27. Attitude towards gifts and other signs of attention
1. Receipt or delivery of gifts, rewards, prizes by employees, as well as the provision of various honors, services (hereinafter referred to as gifts), except as otherwise provided by law, may create situations of ethical uncertainty, contribute to 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, the employee falls into real or imaginary dependence on the giver (recipient), which is contrary to the norms of the professional and ethical standard of anti-corruption behavior.
3. Generally accepted hospitality on the grounds of kinship, community, friendly relations 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 disinterestedness;
the value of accepted (delivered) gifts 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 an official recognition of the personal achievements of an employee in the service.
6. An employee of the internal affairs bodies should not:
create prerequisites for the emergence of a situation of a provocative nature 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 a relationship, 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 the interests of an employee
1. An employee of the internal affairs bodies, conscientiously performing his official duties, may be subject to threats, blackmail, insults and slander aimed at disrupting operational and service tasks.
2. Protecting an employee from unlawful actions of a discrediting nature is the moral duty of the leadership of the Ministry of Internal Affairs of Russia.
3. The head of the body, subdivision, institution of the system of the Ministry of Internal Affairs of Russia must support and protect the employee in the event of his unfounded accusation.
4. An employee in the event of a false accusation of corruption or other illegal actions 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 colleagues.
______________________________
*(4) Approved by Decree of the President of the Russian Federation of August 12, 2002 N 885 as amended by Decree of the President of the Russian Federation of March 20, 2007 N 372 , item 1531).
*(5) Adopted by Resolution 34/169 at the 106th Plenary Meeting of the General Assembly of the United Nations on December 17, 1979.
*(7) Approved by Decree of the Supreme Council of the Russian Federation of December 23, 1992 N 4202-1 (Bulletin of the Congress of People's Deputies of the Russian Federation and the Supreme Council of the Russian Federation, 1993, N 2, Article 70; Collection of Acts of the President and Government of the Russian Federation, 1993, N 52, item 5086; Collected Legislation of the Russian Federation, 1998, N 30, item 3613; 1999, N 29, item 3698; 2001, N 1 (part I), item 2; N 53 (p. I), item 5030; 2002, N 27, item 2620; N 30, item 3033; 2004, N 35, item 3607; 2005, N 14, item 1212; 2007, N 10, item 1151 ; N 49, item 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 an employee of the internal affairs bodies of the Russian Federation”
cases of the Russian Federation on the culture of speech and appearance
police officers
Code of professional ethics for an employee of the internal affairs bodies of the Russian Federation: "Article 11. Culture of speech.
Article 12
- 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 secrets, protection of honor, dignity, and his good name.
- 2. The employee should:
- - start official communication with a greeting (putting a hand on a headdress, being in uniform), refraining from shaking hands; introduce yourself, stating your position, special rank, surname, briefly state the purpose and reason for the appeal, at the request of a citizen, present an official ID;
Express your comments and requirements in a correct and convincing manner; if necessary, calmly, without irritation, repeat and explain the meaning of what was said;
- - listen to the explanations or questions of a citizen carefully, without interrupting the speaker, showing goodwill and respect for the interlocutor;
- - be respectful to the elderly, veterans, the disabled, provide them with the necessary assistance;
- - be considerate and attentive to women and children.
- 3. When establishing the identity of a citizen or verification of documents related to the performance of official duties, an employee must:
- - ask in a tactful and polite manner to present the required documents;
- - offer the owner of the documents to remove foreign objects from them, if any;
- - check the documents quickly and carefully, if a more thorough check is necessary, explain to the citizen the reason for it, the timing and methods of conducting it;
- - thank the citizen for cooperating with the police at the end of the check and return of documents.
- 4. When communicating with citizens, an employee must exercise restraint and be ready to:
- - inappropriate behavior on their part, including the manifestation of aggression and resistance;
- - to provide them with the necessary medical care;
- - to send people in need to a medical institution.
- 5. When communicating with citizens on the part of an employee, the following is unacceptable:
- - any kind of statements and actions of a discriminatory nature based on sex, age, race, nationality, language, citizenship, social, property or marital status, political or religious preferences;
- - arrogant tone, rudeness, arrogance, incorrect remarks, presentation of unlawful, undeserved accusations;
- - threats, offensive language or remarks;
- - disputes, discussions and actions that interfere with normal communication or provoke illegal behavior;
- - causeless, unreasonable 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, not to be drawn into a conflict situation or scandal.
- 7. When using the phone, the employee should speak quietly and concisely, without creating inconvenience to others; turn off the mobile phone before the start of the business meeting; refrain from talking on the phone while in public transport.
Article 13
- 1. An employee of the internal affairs bodies must remember that every citizen who applied to the police, as a rule, faced a nuisance or misfortune. The mood of the person and his opinion about the employee and the work of the police as a whole depend on how the employee meets and listens to the visitor, what kind of assistance he will provide.
- 2. When receiving visitors from the internal affairs bodies, the employee is recommended:
- - answer the greeting of the visitor who entered the office, invite him to sit down;
- - show attentiveness, tact, goodwill, desire to help the visitor;
- - listen to the visitor's statement and understand the essence of the stated problem, 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 appeal;
- - inform the visitor about the procedure and terms for considering the appeal, as well as appealing the decision.
- 3. In case of conflict behavior on the part of the visitor, the employee must take measures in order to relieve the emotional stress of the citizen, and then calmly explain to him the procedure for resolving the issue.
- 4. An employee must not:
- - force the visitor to wait unreasonably long for an appointment;
- - to interrupt the visitor in a rude manner;
- - show irritation and discontent towards the visitor;
- - talk on the phone, ignoring the presence of the visitor.
Article 14. Peculiarities of communication with foreign citizens
- 1. The 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. An employee must take into account that, while in our country, foreign citizens:
- - address the employee as a representative of public authorities;
- - do not speak or have a poor command of the Russian language, which makes it difficult for the employee to correctly understand the appeals on their part;
- - 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, if necessary, explain the rules of conduct on the territory of the Russian Federation.
- 4. In case of a minor violation of public order by a foreign citizen, the employee should limit himself to explaining and warning about the inadmissibility of such actions.
- 5. An employee is not recommended to discuss with foreigners the issues of politics, the activities of state authorities, including the internal affairs bodies of the Russian Federation.
Article 18 Appearance and dress code
- 1. A decent appearance of an employee ensures the moral right to self-respect, helps to strengthen the confidence of citizens in the internal affairs bodies, and influences the behavior and actions of people.
- 2. An employee of the internal affairs bodies should:
- - wear uniforms in accordance with established requirements, clean and tidy, well-fitting and ironed;
- - maintain an exemplary appearance that commands respect from colleagues and citizens;
- - wear on holidays on uniforms state and departmental orders, medals and insignia, and in everyday situations - order strips;
- - demonstrate combat bearing, keep straight, with deployed shoulders, do not slouch, walk with a firm, energetic step;
- - adhere to a healthy lifestyle, observe the rules of personal and public hygiene.
- 3. Employees in uniform at a meeting greet each other in accordance with the requirements of the Combat Charter of the Armed Forces of the Russian Federation.
- 4. In the case of performing official duties in civilian clothes, it is allowed to wear a suit (dress) and shoes of a strict business style, of a soft color, emphasizing the accuracy and neatness of the employee.
- 5. An employee in uniform is not recommended to: visit markets, shops, restaurants, casinos and other shopping facilities and entertainment establishments, if this is not related to the performance of official duties, as well as carry bags, packages, boxes and other household items.
- 6. A male employee should always be neatly trimmed, carefully shaved, neatly and tastefully dressed, and may use perfumes sparingly.
- 7. A female employee is recommended to wear formal business attire, to be modest and reasonable in the use of cosmetics and wearing jewelry.
- 8. An employee is not recommended to grow a beard, long sideburns, shave his head, wear jewelry with the exception of a wedding ring.
- 9. An employee should not get tattoos, wear piercings, mix uniforms and civilian clothes, keep his hands in his pockets, walk in uncleaned and worn-out shoes, as well as in uniforms that have lost their proper appearance.
- 10. It is unacceptable for an employee to wear insignia, distinctions, honorary titles, uniforms of public associations that have a similar name or external resemblance to state awards and titles.
