What is the benefit of social worker certification? What are the features of certification medical workers per category? What regulates the regulation on certification for compliance with the position held?
Arriving at work, you will find out that personnel changes have taken place in the team! Head economist Maria Ivanovna urgently wanted to retire. Senior accountant Natalya is glowing with happiness - she is now the deputy chief accountant. But the leading economist Lyudochka is in tears - with today she's just an economist.
The reason for this is the certification of workers, which no one attached much importance to two weeks ago. As you can see, in vain!
In order not to get into trouble and be fully armed, to know all the pros and cons of this procedure, I, Alla Prosyukova, have prepared for you new article about staff appraisal.
As always at the end of the post - helpful tips and an overview of reliable companies offering personnel certification services!
1. What is the certification of employees and why is it carried out?
Every year, business leaders and business owners pay more and more attention to the company's personnel. Popular expression "Cadres decide everything!" finally got to buy practical significance.
To remain competitive, companies must have a highly professional workforce, the level of training of which corresponds to its size.
How to determine this level correctly? It's very easy to get certified!
This is a periodic examination of personnel for professional suitability and compliance with the position held.
The purpose of this event is different. We have presented some of them in our diagram.
Legislatively, the frequency of attestation activities is provided for at least 1 time in 3 years. Based on this, each company independently approves the terms acceptable for it. They are fixed in a local act regulating this process, developed and approved within the company.
You should know which categories of workers are not certified:
- working in the organization for less than a year;
- employees over the age of 60;
- employees expecting a child;
- workers-vacation workers for pregnancy and childbirth;
- women who have taken leave to care for a child up to 3 years.
Now certification has become popular in the field social work. Examination of the professionalism of social workers makes it possible to form a staff of highly qualified specialists, which has a positive effect on the quality of the services they provide.
It is also important to remember the peculiarities of certification of certain types of employees. For example, certification of medical workers for a category. These employees have the right to independently initiate an examination for the assignment of a category. The voluntariness of the test is its distinguishing feature.
Examinations of this kind are conducted by an expert group of a specially formed commission.
2. What are the forms of certification of employees - 3 forms of conducting
Depending on the goals, the method of certification is also selected. The most well-known 3 forms of this procedure. In practice, there are many more of them, because mixing often occurs and as a result a combined format is obtained.
Within the framework of this publication, I propose to consider only the main ones: two oral (individual and collegiate interviews) and written testing.
Form 1. Oral in the form of an individual interview
An individual interview is conducted, as a rule, by the head of the department in which the employee works. The results serve as the basis for compiling a review-characteristic.
In the process, the attitude of the certified person to work is clarified. The problems that the employee has in the performance of labor duties are determined.
Form 2. Oral in the form of a collegiate interview
A collegiate interview is conducted by a commission approved for this purpose. First, they listen to the report of the subject himself about his duties within the framework of the position, the positive and negative aspects of the work. If necessary, clarifying questions are asked.
During the conversation, the level of professional training of a specialist and his compliance with the position are determined.
Form 3. Written in the form of tests
Testing is considered the most objective form. Certification testing requires serious preparation.
First, it is necessary to form and approve test questions. They must fully correspond to the specialty and qualifications of the certified employees.
Secondly, the % of correct answers should be determined in advance to determine successful completion tests.
3. How is the certification of employees - 5 main stages
Such a serious and important procedure as certification of employees requires thorough preparation.
In order for the results of this event to be of value and practical significance, it is necessary to know some of its organizational subtleties and features of the conduct.
Stage 1. Drawing up a local regulatory act
The main document regulating the attestation procedure is the “Regulations on the attestation of employees”.
Its approximate structure is shown in the table.
Approximate structure and composition of sections:
| № | Chapter | Summary |
| 1 | Concept, goals, tasks | indicate specific goals and tasks specifically for the company that approved the Regulation (for example, the formation of a personnel reserve) |
| 2 | List of categories of personnel not subject to certification | non-certified categories of employees are legally established (pregnant women, working less than a year, etc.) |
| 3 | Dates | scheduled, unscheduled, frequency and duration |
| 4 | Forms of attestation | individual or collegiate interview, testing |
| 5 | Composition and powers of the commission | the composition of the commission with the functions assigned to them is indicated |
| 6 | The procedure for certification | maximum Full description all stages of the process, the list of submitted documentation, the list of persons responsible for the preparation of documents |
| 7 | Criteria for evaluation | the number of points for successfully passing the test, the correspondence of the work performed by the employee to his office instructions And so on |
| 8 | Types of final conclusions | corresponds / does not correspond to the position held, corresponds to the position held and is recommended for enrollment in the personnel reserve |
The local act is approved by the head of the company. After that, all staff are familiarized with it under the signature. Subsequently, newly employed people get acquainted with the situation in a similar way.
Stage 2. Formation of the certification commission
The commission is approved by the organization order.
The composition includes:
- chairman;
- vice-chairman;
- secretary;
- members of the commission.
The number of members is not limited by law. Minimum - 3 people. Chosen from among the most professional workers, heads of departments, chief specialists.
If a trade union operates in the company, then its representative must be included in the commission. Otherwise, the certification results may be invalidated.
Stage 3. Preparation of the necessary documents for the attestation commission
The order of the head on certification has been issued. Designed and schedule approved its implementation. Now comes the turn of preparing documentation for the commission.
List of standard documents:
- form for assessing working and business qualities;
- reports of certified;
- qualification sheets;
- form of conclusion of the commission;
- form for recording proposals from employees.
Stage 4. Certification
Certification is carried out by the commission strictly according to the approved schedule. During the meeting, the submitted documents for each certified person are considered, the employees themselves, their immediate supervisors are heard.
Stage 5. Obtaining certification results
Based on the results of certification, the commission issues a verdict for each certified person. The wording of the decision is prescribed in the local act and usually looks like: “corresponds to the position held” and “does not correspond to the position held”.
The attestation conclusion is drawn up in the form. The results are formed into a summary report, which is then presented to the manager for a final decision.
4. Who provides employee appraisal services - an overview of the TOP-3 companies
Are you having difficulties with the personnel appraisal procedure and you don't know where to start? I suggest you turn to professionals.
We have selected companies that will quickly and efficiently conduct certification of employees in any field, including education, medicine, government and social services.
"HR-praktika" is a St. Petersburg company that has been operating for more than 20 years throughout the Russian Federation in the field of personnel management. During this period, the company has become an expert in the field of its professional interests.
The company provides services in the field of personnel management in the following areas:
- audit;
- outsourcing;
- education;
- consultations;
- design work.
Managers and business owners, applicants and employees of companies, specialists personnel services- everyone will find useful information on the corporate Internet resource of the company "HR-praktika". You can get an initial consultation by phone or by leaving a request on the website.
Hermes is a licensed center from Moscow, established in 2006. The company has all the necessary certificates and licenses to carry out the declared activities.
Services of Germes LLC:
- quality management certification;
- licensing;
- SRO permits;
- training and retraining courses of various kinds;
- certification: personnel,;
- sale of ready-made companies with a license from the Ministry of Emergency Situations and KGIOP.
Having started its activity in the distant 2006 as a division of the holding, the company "Kadry is!" became a separate business unit with a wide network of specialized agencies.
Recruiting and consulting services are the main activities of the firm. The most popular among customers were personnel certification and.
The results of the events held by highly qualified specialists of the Kadry Is! allow customers:
- identify the causes of inefficient work of personnel;
- determine directions for optimizing personnel and organizational work;
- develop measures that increase motivation and productivity;
- revise job responsibilities and wages;
- redistribute the workload among specialists.
5. How to get objective results of employee appraisal - 3 useful tips
Objectivity is an important component of the attestation examination of personnel.
Our advice will help you avoid problems in this matter.
As I already wrote, the number of participants in the attestation commission is not limited. Include as many specialists as necessary for the quality of the procedure.
The main condition: all members of the commission must enjoy authority, be competent in the professional specializations of those being certified. Such a composition will inspire more trust and reduce the risk of conflicts.
Example
In the process of certification in LLC "Albatros" arose conflict situation when evaluating the professional competencies of the system administrator Fedor Kuzkin.
The commission decided to downgrade Kuz'kin's category. Fedor wrote a complaint addressed to the director of the company, in which he drew attention to the incompetence of the commission members in matters of system administration.
Indeed, the commission did not have a single specialist in this area, and, therefore, they could not properly assess the professional qualities of the system administrator Fedor.
The director of Albatros LLC agreed with Kuzkin's arguments and the recommendations of the attestation commission were not accepted.
Tip 2. Carry out certification only in the presence of an employee
Despite the fact that the law provides for cases of certification in the absence of an employee (unreasonable absence, unwillingness to undergo an examination), it is better to conduct it in his presence.
So you reduce the risk of conflict and challenging the result on the part of the assessed employee.
Tip 3. Trust third-party certification
If you want to get really high-quality certification results and get rid of a headache about this, I recommend ordering this event in specialized companies.
Such companies can be entrusted not only with the certification of personnel, but also, for example, with a special assessment of working conditions ().
Lilia Gorintseva
Algorithm of the procedure for certification of teachers for compliance with the position held
Professional Competence teachers preschool education in according to the position.
Senior teacher Goryntseva L.V.
Pedagogical certification personnel - necessary procedure which is held in According to"Law on Education of the Russian Federation" from 29.12.2012 No. 273-FZ. According to Art. 48 p. 1 certification of pedagogical employees are required to suitability for the position and optionally for the first or highest qualification category.
I would like to point out that pedagogical certification , is one of the conditions for the implementation of GEF DO Chapter 3 "Requirements for the conditions for the implementation of the BEP DO" clause 3.4. "Requirements for personnel conditions for the implementation of the Program" paragraph 3.4.1. and 3.4.2.
For the implementation of the Program teacher should have the basic competencies necessary to create conditions for the development of children. With their qualifications, established in the Unified qualification handbook, everyone is familiar teacher our kindergarten. As well as this information must be placed on information stand on attestations.
Certification for every teacher is a very important procedure. in assessing the professionalism and quality of his work. By using attestations Ultimately, the formation of a highly professional staff of the institution is ensured, which entails an increase in the quality of education.
the main objective attestations- in the gradual formation of teachers internal readiness for conscious and independent construction, adjustment and implementation of the prospects for one’s development (professional, life and personal, readiness to consider oneself in development, find professional and personal meanings of specific activities, and most importantly, readiness to guarantee the quality of education to students and society, corresponding modern requirements of the state educational standard.
Order of the Ministry of Education and Science Russian Federation dated 07.04.2014 No. 276 (hereinafter - Order No. 276) approved Order holding certification of pedagogical employees of organizations that carry out educational activities(hereinafter referred to as the Order, which determines General requirements to the attestations, as well as the features of its implementation.
Also about the rules attestations a more detailed explanation was given in the letter of the Deputy Prime Minister of the Republic of Tatarstan E.N. attestations teaching staff for compliance with the position held in 2017» No. 34/17 of 01/09/2017
Speaking specifically about certification in order to match the position held, then it is mandatory and is carried out after 2 years of work on position and subsequent every 5 years based on their assessment professional activity attestation commissions, independently formed organizations (Further - attestation organization committee) in a relationship teaching staff.
On FDD do not pass only (Section II of the Order, paragraph 22):
a) having qualification categories
b) worked in position less than two years in the organization in which the attestation
c) pregnant women
d) women on maternity leave are allowed no earlier than two years after they leave the said leave
e) persons on parental leave until the child reaches the age of three
f) absent from the workplace for more than four consecutive months due to illness. allowed not earlier than one year after their employment
If an employee performs pedagogical work for different employers, then each of them is obliged to send to attestation commission(clause 2.3 Letter of the Ministry of Education and Science of the Republic of Tajikistan No. 34/17 dated January 9, 2017)
First attestation on FDD takes place in two years according to the order of acceptance for teaching position. According to this date, an order is issued to conduct Certifications for FDD.
Certification on the SZD passes no later than three months from the date of expiration of the employee's qualification category or the day of expiration of the benefit for the exemption of the employee from attestations. In some cases - no later than 6 months (clause 2.6. Letter of the Ministry of Education and Science of the Republic of Tajikistan No. 34/17 of 01/09/2017)
Stages Certifications for FDD
1. Consideration of the issue certification at the pedagogical council To be agreed with the council teachers:
Annual Plan certification of teachers
Schedule
long term plan attestations
Forward Plan of the CCP
When monitoring certified teachers to identify candidates for the SZD. If there are candidates for FDD:
Assign composition attestation commission: chairman of the commission, deputy chairman of the commission, secretary, members of the commission (mandatory member of the DOW trade union).
Consideration of the Regulation attestation commission of preschool educational institution.
Consideration of the Regulations for the assessment of professional activity.
Consideration of the Regulations on the procedure certification of pedagogical .
Getting to know the views certification tests
2. Publication of orders according to the DOW Statement:
Annual Plan certification of teachers
Schedule certification of teachers by months(under signature)
long term plan attestations(under signature)
Forward Plan of the CCP (under signature)
Compound attestation commission
Regulations attestation commission of preschool educational institution
Provisions for conducting a professional performance assessment
Order provisions certification of pedagogical employees in order to confirm compliance of the teaching staff with the position.
Regulations for the assessment of professional tests, where the types are prescribed attestation tests and the number of points required to pass tests in the form of testing
3. Familiarize candidates for the CPA with testing questions Questions must be posted on the DOW website in the section « Pedagogical certification»
1. Publication of the order “On teaching staff subject to certification for the purpose of compliance with the position held". AT order:
Approve list teaching staff subject to mandatory attestations.
Determine the submission date of the Submission attestation commission for a teacher, with whom the teacher gets acquainted against signature no later than 30 calendar days before the beginning certification procedures.
Reflect on giving choice certified teacher passing qualification tests.
Responsible for the preparation of the submission in attestation commission and provision information and methodological support of the employee.
2. Familiarize pedagogical employee with an order No later than 2 days.
3. Passing a View to attestation DOW Commission Signed Submission certified teacher handed over to the secretary attestation commission
4. Order on approval of the dates of qualification tests certified teacher according to the approved date, (within a month)
5. Familiarization certified teacher with the date of qualification tests Secretary attestation Commission a month before the start of qualification tests introduces certified teacher under the signature on the date and place of the assessment of professional knowledge
6. Conducting an assessment of professional knowledge Is 70 min.
7. Protocol on the results of the assessment professional tests Issued immediately after testing
8. Order on the results certification of teaching staff for compliance with the position held Based on the decision protocol attestation Commission issues an order compliance or non-compliance of the teacher with the position
9. Extract from the protocol No later than 2 working days certified teacher gets acquainted with the extract from the protocol under the signature
Despite the fact that certification of workplaces for working conditions has been carried out for more than a year, there are still a number of problems. The most important of them are:
1. Determination of the number of jobs subject to certification
2. Allocation of supposed similar jobs
3. Compilation of lists of factors of the working environment and labor process
4. Development block diagram hygienic assessment of working conditions during certification of workplaces
5. General hygienic assessment of similar workplaces, during selective studies, of workplaces selected as basic.
The general algorithm for attestation of workplaces can be represented as follows:
| 1. Issuance of the order "On the certification of workplaces for working conditions" |
| 2. Appointment in the order of the composition of the certification commission, the timing and schedule of work |
| 3.Formation of updated legal, regulatory and technical and local acts necessary for certification of workplaces in accordance with the profile of the enterprise. |
| 4. Drawing up a complete list of workplaces of the organization and its branches in accordance with Appendix No. 1 of the Order. |
| 5. Identification of proposed similar jobs |
| 6. Drawing up a list of assessed factors of the working environment, as well as an indication of the time of their impact during the shift, with identification for each workplace or group similar places leading factors |
| 7. Drawing up a list of estimated factors of the labor process for each workplace or group of similar places |
| 8. Compilation of a list of dangerous production factors for each workplace or group of similar places |
| 9. Bringing the names of the professions of workers and positions of employees of the organization in accordance with the requirements " of the All-Russian classifier |
| 10. Indication of the names of the professions of workers and positions of employees, as well as their codes in the certification card in accordance with the requirements of OK 016-94 |
| 11. Assignment of codes to industries (branches), workshops (departments), sites (departments / sectors) and workplaces |
| 12. Hygienic assessment of working conditions in the workplace |
| 13. Assessment of injury safety in the workplace |
| 14. Assessing the availability of PPE |
| 15. General hygienic assessment of working conditions and assignment of working conditions to the corresponding class of harmfulness (hazard). |
| 16. Approval new list(final version) jobs subject to certification wherein: a) " anticipated similar jobs», recognized based on the results of the assessment (measurements) " similar»; (end of certification procedure); b) signs of similarity not confirmed and 100% evaluation of all " anticipated similar jobs |
| 17. Registration of attestation cards of the Republic of Moldova for UT |
| 18. Approval of the "Action Plan for the improvement and improvement of working conditions in the organization" |
| 19. Approval of statements (in the unit and summary) on the results of attestation of attestation workplaces |
| 20. Approval of the minutes of the meeting of the attestation commission based on the results of attestation of workplaces |
| 21. Issuance of an order on the completion of certification of the Republic of Moldova on UT |
As a rule, the strategy for determining jobs subject to certification at a particular facility is built according to the following scheme:
Difficulties arise in determining the number of similar jobs subject to certification due to multiple requirements guidelines and regulations. So, for example, Order N 569 states that the assessment of hazardous and harmful production factors at jobs similar in nature to the work performed and working conditions is carried out on the basis of data obtained during the certification of at least 20% of such jobs. But in this case the requirements of Regulation No. 12 and GOSTs for measurements differ significantly.
The simplest approach is to completely abandon the grouping, which will entail an unreasonable increase in the amount of work and, as a result, the cost of the work as a whole.
It is possible to approach the problem of optimization and substantiation of the reliability of object identification using the methods of statistical analysis recommended by the Ministry of Health. If you rely on specific information, for example, factors of the production environment at identical objects, you can narrow the scope of the task and formulate it more specifically: group the objects according to their operating life, and then proceed to process the sample data in a subgroup.
The use of the method of statistical analysis based on the Shapiro-Wilk test is effective due to the ability to justify the grouping of objects with a small sample size (from 3 objects). The use of this method for processing measurement data of production environment factors is a tool that allows in an accessible form to process measurement data with a preliminary grouping of objects (workplaces) by type and period of operation, which allows you to draw statistical conclusions on the available samples in accordance with the requirements of the "Regulations on the procedure for attestation of workplaces in terms of working conditions "
It should be noted that the operating conditions make their own characteristics. This is especially noticeable when assessing injury safety.
conclusions
Certification of workplaces in terms of working conditions is a topic requiring and worthy of attention. Due to the vastness of this area, this study is devoted to only one narrow problem that arises when attesting workplaces for working conditions - determining the necessary and sufficient number of measurements of harmful production factors, including when carrying out certification of similar workplaces, and, therefore, determining the scope of work performed during the certification.
Under the traditional system of attestation of employees, the current legislation refers to a procedure, the content and procedure of which the employer develops independently. There is no article under the title "Certification of employees for compliance with the position held." However Labor Code, according to article 81, determines that the procedure for conducting certification is established by the local regulatory act of the employer.
For example, certification of cultural workers is determined by the Procedure approved by the Deputy Minister of Culture of the Russian Federation, dated February 8, 2010 No. 7790-44 / 04-PKh. This normative act, in particular, stipulates that employees who, by the nature of their activities, do not require special skills or knowledge, for example, unskilled workers, are not subject to certification.
There is a nuance: the employer develops the provision on the certification of subordinates independently, taking into account the opinion of the trade union. But if there is no trade union in the organization, then there is no need to coordinate anything with anyone.
Regulations on certification of employees
IMPORTANT!
Since in 2019 the certification of employees is regulated by the employer, as a basis for developing an internal normative act we recommend taking the Regulations on the procedure for conducting attestation, approved by the Decree of the State Committee of the USSR dated 05.10.1973 No. 267.
The current legislation does not limit in any way the categories of employees in respect of which certification can be carried out, as well as the frequency and procedure for certification itself. The employer has the right to establish at its discretion any procedure for carrying out this procedure in relation to any categories of employees.
We recommend that you approach the development of the document, which will be called the "Regulations on the certification of employees", with attention. In order to avoid possible negative judicial practice, and also so that the certification of employees for compliance with the position held is as clear as possible to both employees and the employer itself, it is advisable to include the following sections in it:
- General information.
- Section on preparations.
- Section on certification.
- Final provisions.
- Applications.
These sections are given as an example and do not claim to be universal. We want to give the employer step by step algorithm so that the certification of employees at his enterprise does not fail and is as objective as possible.
General section
Step 1. Designate the purpose of certification
For one employer, it will be enough to write that the purpose of this event is to determine the compliance of the employee’s qualifications with the position he occupies.
Another might set out to aim rational use labor resources their employees, increasing the effectiveness of their work and responsibility for the work assigned. Formulate clearly and specifically exactly the goal that you are trying to achieve.
For example, in accordance with the Regulation approved by Decree of the Government of the Russian Federation of March 16, 2000 No. 234, the objectives of certification of enterprise managers are:
- objective assessment of the activities of managers and determination of its compliance with the position held;
- assistance in improving the efficiency of enterprises;
- stimulation of professional growth of heads of enterprises.
Step 2. Determine the composition of the certified workers
Taking into account that the legislation does not restrict the employer in choosing categories of employees for their certification, we still recommend NOT including in the lists of those who are certified:
- pregnant women;
- who have worked in the position for less than a year;
- on parental leave and employees who have worked for less than one year after returning to work from this vacation;
- old-age pensioners;
- minors;
- employees with whom a fixed-term employment relationship is concluded.
The rest of the staff can be certified.
For example, when attestation of prosecutors is carried out, the number of those being attested does not include:
- pregnant women;
- on parental leave (they can be certified six months after leaving the leave);
- employees who have reached the age limit for being in the service (if they have not made significant omissions in their work);
- officers in the reserve of the military prosecutor's office upon assignment to them of the initial class rank.
All other employees of the prosecutor's office are subject to certification in accordance with the Order of the Prosecutor General of June 20, 2012 No. 242.
Step 3. Fix the frequency of certification
Certification can be carried out every year, but such a frequency is unlikely to contribute to the formation of a healthy atmosphere in the team. Therefore, the best option would be a period no more than once every three years and at least once every five years.
For example, according to the text federal law dated November 30, 2011 No. 342-FZ, certification of employees of internal affairs bodies is carried out once every four years.
Step 4. Indicate the grounds for an extraordinary certification
It is better to foresee (in case of parting) and fix that an extraordinary certification can be carried out:
- by agreement of the parties;
- in case of changes in working conditions for technological reasons;
- in case of repeated improper performance of their duties.
Then the employer will have the right to send the employee for an extraordinary certification, based on the results of which to make an appropriate decision, including those provided for in paragraph 3 article 81 of the Labor Code of the Russian Federation.
For example, in the Regulation approved by the Ministry of Transport of the Russian Federation of March 11, 1994 No. 13/11 (registered in the Ministry of Justice on April 18, 1994 No. 548), early certification is carried out in cases where gross violations rules and regulations governing safe operation Vehicle or serious traffic accidents occur.
Section on preparation for certification
In this section, it is necessary to clearly and clearly indicate what steps and measures the employer and subordinate officials are obliged to take.
Step 1. Determine the composition of the commission
The composition of the commission is determined by the order of the employer.
The commission must have a chairman, ordinary members and a secretary.
It is necessary to indicate which of them has the right to vote and which does not.
It is also important who will have the decisive vote if the opinions of the members of the commission are distributed equally (to avoid this, the commission should be created from an odd number of representatives of the employer).
The composition of the commission is permanent, changes can be made either due to a conflict of interest, or in connection with personnel movements.
It is important to indicate the powers of the members of the commission. Thus, the chairman is responsible for the validity and legitimacy of the collegial decisions made, the members of the commission - for the comprehensiveness and objectivity of the decisions made, the secretary - for the technical work.
Step 2. Schedule
The certification schedule is a document that the employer draws up annually. Approved by a separate order. The schedule should be approved in advance in order to have time to acquaint those who are to be certified with it.
The chart indicates:
- list of employees subject to certification this year;
- date and place of the procedure;
- time to provide the necessary personnel documents on attested employees and F.I.O. responsible for providing.
Step 3. Notify employees about the upcoming certification
All certified workers must be notified of the procedure in advance and under signature. How far in advance, the employer decides, but the optimal period is one month.
The form of the notification is not important, the fact confirming the acquaintance is important.
If the employee refuses, an appropriate act is drawn up.
If sick, a corresponding notification is sent to the place of registration and residence by registered mail with acknowledgment of receipt.
Step 4. Obtain the necessary personnel documents
Due to the fact that certifying commission makes decisions on the basis of the documents provided, the employer has the right to independently provide for which document and within what time frame should be submitted to the commission.
It can be any requirement, like a portfolio, for example.
For example, until recently, the teaching staff of state government institutions social service in the Leningrad region had to provide a portfolio for certification social worker characterizing the results of their activities. However, it is worth noting that at present this requirement has been canceled by the Order of the Committee for Social Protection of the Population of the Leningrad Region dated January 21, 2013 No. 1.
Sample portfolio of a social worker for certification
In practice, most often, the employer requires the commission to provide a description or service review of the employee, which must be prepared by his immediate supervisor.
With the characteristics of the employee must be familiarized under the signature. After familiarization this document submitted to the certification committee.
IMPORTANT!
It is necessary to provide an opportunity for the employee to disagree with the content of his testimonial and submit written objections to the certification commission.
The deadline for submission of all documents is indicated in the schedule.
IMPORTANT!
A characteristic not provided on time with disputable certification results is a formal reason for the court to recognize the decision of the certification commission as unlawful due to a violation of the procedure.
Section on certification
This section is a description step by step procedure certification of employees at the enterprise.
Step 1. Determine the quorum
To do this, the regulation should state that with the participation of two-thirds of the composition of the commission, its decisions are considered valid. If the number of members of the commission is less, the certification is postponed for another period determined by the employer, taking into account the requirements of the described provision.
Step 2. Describe the procedure itself
We write that the certification of employees for compliance with the position held should be carried out in the presence of the employee himself and his immediate supervisor in a friendly atmosphere (the employee is already under stress).
We indicate that the boss represents the employee, and then the members of the commission ask questions of interest to them.
After the questions are asked and the employee answers them, the certified employee is removed, and his head and members of the commission remain to discuss and make an appropriate decision.
After the decision is made, the employee is invited, and the chairman announces the decision of the commission to him.
Step 3. We fix the decision-making mechanism
IMPORTANT!
Any decision must be justified and supported by an appropriate document. If an employee is a scoundrel, this is not a reason to recognize him as inappropriate for his position.
The professional activity of an employee should be evaluated in conjunction with qualification requirements to his position. It is necessary to take into account the personal contribution of the employee in achieving the goals of the organization, as well as the complexity and intensity of the work that he performs.
It is worth paying attention to the absence or presence of facts of violations work schedule and job responsibilities.
All doubts are interpreted in favor of the employee.
Step 4. Commission Decision Options
We describe what decisions the commission can make:
- the employee corresponds to the position;
- send for training to match the position;
- apply to the employer for an increase (salary, position);
- consider demotion due to insufficient qualifications;
- does not correspond to the position held, to recommend sending for training for advanced training or dismissal due to insufficient qualifications.
Step 5. We draw up the decision of the commission.
All decisions of the commission are drawn up in a protocol or entered in the employee's certification sheet. It makes no sense to draw up both documents, in fact they are the same thing, only the form is different. At the same time, no one forbids filling out both documents.
The attestation sheet and protocol are signed by all members of the commission present at the attestation.
IMPORTANT!
Those members of the commission who were not present at the certification are not entitled to sign these documents. If they sign, this may serve as a reason to cancel the decision of the commission and initiate a criminal case under Article 292 of the Criminal Code of the Russian Federation.
The order must be issued within a certain period, the employer himself will determine in which, but not more than one month.
It is necessary to provide that the terms can be interrupted (when going on vacation, temporary absence for unknown reasons or temporary incapacity for work, this period should be interrupted).
Violation of the deadlines entails the cancellation of the decision by the attestation commission.
For example, if A.V. Petrov will be recognized as inappropriate for his position, the employer has the right to fire him, send him for training or demote him (his will, the certification commission granted him such powers).
If the employer decides to move A.V. Petrov to a lower position, and A.V. Petrov will refuse, the employer will have the right to fire him on the same grounds.
Step 6. Worker rights
It is advisable to indicate that in case of disagreement with the results of the certification, the employee can appeal this decision in accordance with the procedure established by law.
Final provisions
This section contains information about where to store appraisal documents. All attestation documents are stored in personnel departments, protocols - in the nomenclature folder, attestation sheets - in the personal files of employees.