Abstract. The current socio-economic situation dictates new tasks in optimizing and effectively managing the healthcare system at the regional level, including: implementation of personnel policies, development and implementation of a management system for medical organizations open to analysis, ensuring the effectiveness of selection, timely appointment of heads of medical organizations to vacant positions, motivating the career growth of promising employees, improving the quality of the management team of the management system. Fulfillment of the above tasks and the areas that follow them requires a clear understanding of human resources potential and their readiness to perform managerial functions. Purpose – to develop and test scientifically based approaches to the formation and training of a reserve of healthcare management personnel in the Sverdlovsk region. Materials and methods. In 2023, based on the methodology for forming and training a personnel reserve for management personnel in healthcare, a selection of applicants was carried out. At the first stage, letters of invitation were sent to 1,780 potential candidates, followed by a questionnaire (158 applicants), and an assessment of the portfolio and personal achievements (49 applicants). At the next stage, an expert assessment of the competencies of the selected applicants was carried out based on the results of tests, situational tasks and essays, and a total assessment of the level of competencies based on the maximum possible 225 points. Additionally, special psychological testing was carried out based on the developed self-assessment methodology for 14 basic management competencies (author, Yu.A. Tokareva). The maximum number of points for testing is 600. Statistical processing was carried out using Microsoft Excel and descriptive statistics methods. Results. Of the 158 specialists who applied for inclusion in the personnel reserve of the department based on the results of the survey, 49 people were selected, average age – 39 years, most work in state-owned medical organizations in Yekaterinburg, 49% of applicants occupy the position of head of a structural unit, 36.7% have the highest qualification category. Based on the results of assessing test tasks, solving situational problems, and writing essays, applicants scored an average of 124 points without taking into account the complexity coefficients of the instruments. A summary assessment of the applicants' competencies was carried out in accordance with the developed assessment methodology, the level of competencies of each applicant was determined in the range from 165 to 213 points, and 3 subgroups were formed according to the level of readiness to occupy management positions. The method of psychological testing of applicants for the formation of a personnel reserve for leadership positions was tested for the first time on this group of applicants; scores were obtained on competency scales; on average, applicants scored 429 points. It was found that more than half of the applicants have a “Democratic” management style. When determining the priority of orientation, 24.8% of applicants are business-oriented, 28.57% of applicants are result-oriented. Final information for each applicant was sent to the Ministry of Health of the Sverdlovsk Region for a final interview. Advanced training programs “Organization of healthcare and public health” have been developed. Management of a medical organization and personnel" (144 hours and 288 hours), with the organization of on-the-job training. Discussion. At present, a unified approach to the methodology for forming a reserve of managerial personnel and assessment tools has not been developed, despite the existing regulatory framework. In this regard, it is necessary to solve problems to substantiate the system of formation and professional training of healthcare management personnel and to develop organizational and managerial technologies for its practical use, taking into account regional characteristics and experience. Conclusion. The use of a unified methodological approach to analyzing managerial potential and determining the level of development of competencies among candidates for the personnel reserve in the Sverdlovsk region made it possible to objectively assess the readiness of future managers, determine the intended position for them, as well as the further trajectory of the professional development of a specialist when he is included in the personnel reserve. Currently, the proposed approach is a permanent basis for the formation of a reserve of healthcare management personnel in the Sverdlovsk region.