Purpose. Identification of career features of civil and municipal servants at the regional level, development of recommendations on minimizing the influence of factors negatively affecting the implementation of career trajectories. Methods. The study is based on the methods of the theory of personnel management. Theoretical analysis and a sociological method with a sample survey are used for the study. Results and practical significance. The tendencies typical for the career of civil and municipal employees at the regional level are revealed. The prevailing career types of civil and municipal employees are defined. The factors influencing career expectations and the choice of career trajectories by civil and municipal employees are substantiated. The reasons contributing to such negative conditions for the activities of civil and municipal employees as a “glass ceiling”, “career plateau” and a decrease in the level of satisfaction with service have been identified. Recommendations to the authorities on the conditions that contribute to career expectations, design career paths, improvement the efficiency of civil and municipal employees are formulated. Scientific novelty. The authors justify the concept of "career trajectory", "self-efficacy." The factors influencing the polysemy and variability of a career in civil and municipal service are identified and systematized. The influence of the locus of control as a factor having a socio-psychological nature is substantiated. An integrated approach to the career development of civil and municipal employees helps to make a contribution to the development of personnel management.