The article proposes a framework for designing and evaluating social mobility ladders in public personnel policy. The analysis focuses not on digital platforms as such, but on the specific personnel procedures: competitive entry, assessment, inclusion in a personnel reserve or development program, appointment, and post-appointment performance evaluation. The formal part of the framework specifies the data required to evaluate a social mobility ladder: assessment noise, candidates’ trust in the procedure, rule stability, appeals, the share of subsequent appointments, and post-appointment performance. The quality of the ladder is evaluated through assessment comparability, appeals, the proportion of participants receiving subsequent appointments, and post-appointment results. The practical value of the article lies in evaluating a social mobility ladder not by the volume of applications, but by the quality of selection, appointments, and the actual performance of appointed managers.
Key words
• social mobility ladders • social mobility • public personnel policy • digital selection • procedural legitimacy • assessment noise • personnel decisions • rule distortion •
Zolotarev Kirill Viktorovich
Executive MBA; Executive Director, Concord LLC, Belgorod, Russian Federation
e-mail: crasskirill@yandex.ru
SPIN-code RSCI: 1364-4191
ORCID ID: 0009-0003-4103-6800