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The authors introduced the perception of anti-corruption competence as a combination of anti-corruption knowledge and the skills of state civil servants to constructively resolve personality-oriented problem situations in corruption cases. The components of competence include; the cognitive one – the employee’s perception of corruption; the emotional – acceptance/non-acceptance of corruption; the behavioral – attitudes and activities directed towards the formation of anticorruption resilience and the sense of lawfulness. The authors showed that indicators of competence are conceptual, legal and psychological knowledge and skills, as well as the subjective attitudes to corruption and a corruptogenic person. The perceptions of anti-corruption competence were incorporated in the assessment technique. It consists of 5 sections: conceptual, legal, psychological, conflict of interests, and attitudes to corruption and corruptogenic personality. The given empirical examples demonstrated the admissibility of the technique in the system of civil service in terms of personnel risk assessment and threats to an organization’s security. Thus, low anticorruption competence can act as a condition that decreases the personnel security of an organization, and HR-risks will be the low pronouncement of anticorruption knowledge and skill in their practical application including loyalty to corruption. The realization and introduction of this technology in the activities of HR-departments of the executive branch should become an aspect of efforts to counter corrupt behaviors including its prevention, localization, and suppression.

Anti-Corruption Competence of State Civil Servants as a Condition of an Organization’ Personnel Security