The development of the digital economy of Ukraine is to create market incentives, motivations, demand and the formation of needs for the use of digital technologies, products and services among Ukrainian sectors of industry, spheres of life, business and society for their efficiency, competitiveness and national development, growth in production of high-tech products and well-being of the population. The main goal of digitalization is to achieve the digital transformation of existing and the creation of new sectors of the economy, as well as the transformation of life spheres into more efficient and modern ones. Such an increase is possible only when ideas, actions, initiatives and programs related to digitalization are integrated, in particular, into national, regional, sectoral development strategies and programs [1].

To ensure the implementation of such processes, the Cabinet of Ministers of Ukraine adopted Decree No. 56 dated January 30, 2019, which approved the basis for the implementation by executive authorities of the principles of the state policy of digital development [2].

This document also states:

- Central executive authorities (except ministries) to provide for the position of deputy head of the central executive authority for digital development, digital transformations and digitalization (CDTO);

- establish that the deputy heads of central executive authorities, regional, Kyiv and Sevastopol city state administrations for digital development, digital transformations and digitalization (CDTO) receive the necessary methodological assistance and carry out appropriate interaction with the Ministry of Digital Transformation;

- to recommend to state authorities and local governments to consider the possibility of creating and ensuring the functioning of structural units (specialists) on digital development, digital transformations and digitalization and appointing, in accordance with the procedure established by law, deputy heads of the relevant authorities for digital development, digital transformations and digitalization (CDTO) [2].

The position of Deputy for Public Service for Digital Development, Digital Transformation and Digitalization is carried out on a competitive basis, taking into account the Model Requirements for persons applying for public service positions of category “A” [3]. Among the special requirements for applicants for vacancies in the civil service, there are such competent requirements as: the ability to develop the professional competencies of employees; the ability to inspire the team and motivate people to selfless work, achieving individual and team results; ability to effectively delegate tasks and manage team performance; creating a culture of openness and responsibility; the ability to communicate effectively - to listen, perceive and convey a thought; the ability to influence the opinions of others, using persuasive arguments and consistent communication; the ability to apply the principle of virtue and the rules of ethical behavior of civil servants; non-admission of behavior, according to which the appointment of a candidate will negatively affect public confidence in the public service [3].

These competency requirements can be implemented by digital leaders with developed emotional intelligence.

Emotional intelligence is an integrative personal property, which is determined by the dynamic unity of affect and intellect through the interaction of emotional, cognitive, conative and motivational features and is aimed at understanding one's own emotions and the emotional experiences of others, provides management of the emotional state, the subordination of the emotions of the mind, promotes self-knowledge and self-realization through the enrichment of emotional and social experience [4].

Only civil servants with the appropriate level of emotional intelligence can perform their functions, realize their own personal and professional competencies.

Such personality characteristics as self-control, persistence, perseverance can be developed, and, thus, it provides the opportunity to make the best use of the mental potential received from birth. Fundamental ethical attitudes are based on the underlying emotional abilities [5].

To determine the level of development of emotional intelligence, there are scientifically based tests.

Podolchak, N.Y., Karkovska, V.Ya., Bilyk, O.I., Tsygylyk, N.V. in their work described the results of determining the emotional intelligence of 300 civil servants. It was found that 64% of civil servants have an average level of emotional awareness, and 67% have an average level of managing their emotions. At the same time, 57% have an average level of managing the emotions of other people, 56% have an average level of empathy, and 66% have an average level of self-motivation. These civil servants fall into categories B (50%), C (40%) and A (10%). Ninety percent of civil servants of category A and 40% of category B and 20% of category C have a high level of: 21% - emotional awareness, 17% - managing their emotions; 20% - managing the emotions of other people, 23% - empathy; 17% - self-motivation. It should be noted that 40% of civil servants of category C, 10% of civil servants of category B have a low level of these indicators. Civil servants of category A do not have low indicators of the components of emotional intelligence. Out of 300 civil servants, 67% have an average level of emotional intelligence, 19% have a high level of emotional intelligence and 14% have a low level of emotional intelligence. If talk about the general level of emotional intelligence, the higher the category of a civil servant, the higher the level of emotional intelligence he has. Thus, it can be seen that the level of emotional intelligence has a direct impact on the efficiency of completing tasks and moving up the career ladder [6].

Considering the foregoing, it can be argued that when holding a competition for the vacant position of Deputy for the Civil Service for Digital Development, Digital Transformation and Digitalization, candidates must be tested for the level of development of emotional intelligence.

According to the results of the inductive analysis of the MSCEIT, Hall and EQ-i tests, it was found that the Hall test is the optimal method for assessing the level of emotional intelligence of civil servants [6]. However, depending on civil service positions and categories, other tests, such as the MSCEIT methods, are appropriate. It is long (takes up to 40 minutes), but accurate and determines abilities and skills on 8 scales. The assessment is carried out by experts [6].

Testing to determine the level of emotional intelligence would be a comprehensive test of the applicant’s readiness to perform the functional duties of a civil servant, would allow determining not only the level of professional knowledge, but also compliance with such requirements as: change management, effective decision making, leadership, communication and interaction, achievement results, resilience, performance management and human resource development.

Currently most civil servants are endowed with such individual psychological characteristics that allow them to successfully implement the ideas and tasks set by the state. Due to the correlation analysis, it is possible to emphasize the need to develop emotional awareness, as its presence has a positive effect on choosing an effective type of leadership. The obtained results lead us to further study of the selected issues in order to identify additional factors that may contribute to the development of emotional intelligence and leadership qualities [5].

In the course of fulfilling their duties, digital leaders should undergo such testing annually to assess the level of development of emotional intelligence, determine a plan for strengthening and developing their professional competencies. It is appropriate to carry out such an assessment in the process of assessing the performance of civil servants in accordance with the current Procedure [7]. It is extremely important to improve the skills of civil servants in leadership training programs with the inclusion of a module on managing emotional intelligence. The development of emotional intelligence, as well as the process of self-development and self-improvement, is indefinite. A digital leader must constantly improve their soft-skills. Therefore, such training programs should be carried out on an ongoing basis.