Certification: we draw up documents. work plan of the certified person. The company's financial position can be described as stable

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1. TheoreticalAspectsdocumentationattestationspersonnel

1.1 conceptattestationspersonnel

The improvement of personnel management systems in companies operating in Russia is characterized, as we have already noted above, by an increased interest in mastering effective procedures for assessing and attesting personnel.

Any employee must meet the requirements imposed on him by job duties, the content and nature of work, as well as the requirements due to the efficient organization of production, the use of the most rational methods work, technical means etc.

Certification is a method of studying personnel, including an assessment of the performance of an employee for a certain period of time in order to identify his compliance with the position held and further career advancement. Certification of employees of the enterprise.

Certification of employees is one of the forms for determining their qualifications officials enterprises in accordance with a specially developed procedure approved as a local normative document in the field of regulation of labor relations.

In labor law, attestation is understood as a check of the employee’s business qualifications in order to determine the level of his vocational training and suitability for the job. The revealed level of professional training of the employee allows the employer to decide on the establishment of a qualification category and salary, as well as to identify the compliance of the employee with the position held, followed by: transfer to a more qualified job; leaving the previous job; transfer to a less qualified job; in case of refusal to transfer - dismissal.

Certification is one of the most effective and efficient systems for assessing the organization's personnel. This is a social mechanism and personnel technology that allows determining the qualifications and level of knowledge of an employee; assessment of his abilities, business and moral qualities.

Certification is some completed, formalized, recorded result of an employee's assessment. From the definition of attestation it follows that a very specific function of this procedure is to establish the fact of the suitability of a person for a certain social role.

In addition, certification must be effective form control over the professional growth and business qualifications of a specialist. Recognition of an employee as inappropriate for his position entails raising the question of his retraining and transfer to a lower position.

The contractor must comply with the requirements imposed on him by official duties, the content and nature of work, as well as the requirements due to the efficient organization of production, the use of the most rational methods of work, technical means, etc. Not only the potential capabilities of the employee, his professional competence, but also the realization of these opportunities in the course of fulfilling the assigned duties, the compliance of the process of performing this work with a certain ideal model, specific production conditions, and the results of labor - with regulatory requirements, planned indicators, set goals.

Certification concerns all categories of workers, although its significance for individual categories is not the same. Therefore, the certification of personnel as important view work in the personnel management, first of all, concerns managers, specialists and employees.

Regular and systematic personnel appraisal has a positive effect on employee motivation, their professional development and growth. At the same time, the certification results are important element human resource management, as they provide the opportunity to make informed decisions regarding the remuneration, promotion, dismissal and development of employees.

In the most general sense, employee attestation is a procedure carried out in order to identify the degree of compliance of the employee's personal qualities, quantitative and qualitative results of his activities with certain requirements. A similar definition is followed by A.Ya. Kibanov, S.V. Shekshnia and a number of other authors. But this definition, in my opinion, considers the certification of personnel somewhat one-sidedly, only as an assessment of the employee's compliance with the position held or desired. In a broader sense, personnel appraisal implies not only an assessment of an employee for a given specific position, but also an assessment in order to identify the development potential of an employee in order to be able to further use his abilities in other, higher positions or in related professions. By carrying out certification for this very purpose, it is possible to form a reserve of managerial personnel, plan an employee's career and make a number of other managerial decisions.

Personnel certification is directly related to increasing production efficiency, since its results make it possible to:

Improve the placement of personnel by selecting the most suitable candidates for a particular position;

To improve the use of personnel, to carry out their service and qualification advancement;

To identify the direction of professional development of employees;

Stimulate their labor activity by ensuring a closer linkage of wages with the results of work;

Improve the forms and methods of work of managers;

To form a positive attitude towards work, to ensure job satisfaction, etc.

Based on the results of personnel assessment, the solution of the following management problems is based.

1) Recruitment:

Assessment of personal qualities of applicants;

Evaluation of qualifications of applicants.

2) Determination of the degree of compliance with the position held:

Recertification of employees;

Analysis of the rationality of the placement of workers;

Evaluation of the completeness and clarity of the performance of official duties;

Evaluation of the employee after the completion of the probationary period, after the completion of the internship.

3) Improve frame usage:

Determination of the degree of workload of workers, use by qualification;

Improving the organization of managerial work.

4) Finding out the contribution of employees to the results of work:

Organization of incentives for employees (strengthening material and moral incentives, ensuring the relationship between remuneration and labor results, organization of bonuses);

Establishing a penalty.

5) Promotion of employees, the need for advanced training:

Forecasting the promotion of employees;

Formation of a reserve for promotion;

Selection for the performance of responsible tasks, referral for an internship as an encouragement;

The need for advanced training and its focus;

Development of advanced training programs for management employees;

Evaluation of the effectiveness of studies in courses and institutes for advanced training.

6) Improving the structure of the administrative apparatus:

Justification of the number of management apparatus, specialists and employees in the unit;

Checking the population standards;

Substantiation of the personnel structure by positions, skill level;

Development and clarification of job descriptions.

7) Management improvement:

Improving the style and methods of management (strengthening democratic principles, fighting bureaucracy, etc.);

Increasing the responsibility of employees;

Strengthening the relationship between managers and subordinates.

Each of these issues relates to different aspects of evaluation. Thus, hiring requires, first of all, an assessment of the personal qualities of applicants, which involves the widespread use of tests, certification of personnel - assessment of labor results, which requires other assessment methods. The difference in the duties performed by different categories of personnel requires a differentiated assessment of the results of their activities.

Certification of personnel allows the organization to solve a number of tasks and achieve certain goals.

The objectives of certification of the organization's personnel:

Improvement in the quality of management, which is achieved through periodic and systematic evaluation;

Unity of action in management, because a unified evaluation system makes it possible to expect that management actions will correspond to the results of the evaluation and be more effective;

More efficient use of human potential. The organization's team has a socio-psychological potential that should be used in the best possible way;

Formation and maintenance of a healthy moral and psychological climate in the team. Reasonable, fair and public assessment of personnel contributes to a healthy moral and psychological climate;

Increased productivity, as personal assessments are an incentive for those being assessed. The duration of productivity improvement depends significantly on the correctness of the assessment of personnel.

The main tasks to be solved during the certification of personnel can be classified as follows:

1) Control action. With the help of evaluation, as well as with the help of an evaluation conversation, an employee can be shown his place in accordance with his achievements, which contributes to personnel management.

2) Determining the amount of remuneration, because only with an objective assessment of the achievements of an employee is it possible to fairly pay for his work.

3) Staff development, as the evaluation ensures the choice of appropriate forms of encouragement and promotion of the professional growth of employees. Rational use of the employee, because assessment is obligatory when taking a job, promotion, relocation, decision-making on resignation from the job, dismissal.

4) Labor motivation, because assessment - an impulse to conscious activity of employees aimed at promotion.

5) Establishment feedback with an employee on professional, organizational and other issues.

6) Satisfying the needs of the employee in assessing their own work and quality characteristics.

Certification as a social mechanism performs the following functions:

Diagnostic (or evaluation) - the study and evaluation of the activities, behavior, personality of specialists in order to use them most correctly;

Prognostic, which consists in determining the capabilities, abilities of the employee for further growth, improvement, in clarifying the prospects of each specific specialist;

Corrective, which consists in determining any special measures or specific areas of work to change some elements of the activity and behavior of specialists;

Educational - the impact on the personal qualities of the employee, first of all, on his motivational sphere.

Basic Principles effective system appraisals are considered: focus on improving performance; careful preparation; confidentiality; comprehensive unbiased discussion of the results of work, business and personal qualities of a person, his suitability for the position, prospects for the future; a reasonable combination of praise and criticism; reliability and uniformity of criteria; reliability of methods.

Certification of personnel performs its functions only if it is carried out in compliance with certain requirements. Among them stand out:

Objectivity (using enough complete system indicators to characterize the employee, his activities, behavior, the use of a reliable information base for calculating indicators, covering a sufficiently long period of work and taking into account the dynamics of performance during this period);

Publicity (wide familiarization of employees with the procedure and methodology for conducting the assessment, bringing its results to all interested parties;

Democracy (public participation, involvement of colleagues and subordinates in the evaluation);

Unity of assessment requirements for all persons of the same position;

Simplicity, clarity and accessibility of the assessment procedure;

Efficiency (mandatory and prompt adoption of effective measures based on the results of the assessment;

The maximum possible mechanization and automation of the assessment procedure;

The criteria used should be clear to the performer and appraiser;

The information used for the evaluation must be available;

The scoring system should be appropriate to the situational context;

The assessment should be carried out with the possibility of forecasting - it should provide data on what types of activities and at what level the employee is potentially capable of;

The assessment should be comprehensive - not only each of the members of the organization is assessed, but also the connections and relationships within it, as well as the capabilities of the organization as a whole.

Certification activities should be carried out at such a qualitative level that in no case should they carry some kind of threat to the team that can disrupt work, but enter into common system personnel work in the organization in such a way as to contribute to its development and improvement.

Thus, the certification of personnel is not only one of the main types of personnel work, but also the most important component of management, without which the effective operation of the organization is not possible.

1.2 Orderdocumentationattestationspersonnel

Normative legal acts regulating the certification of various categories of workers give a detailed description of the goals of certification. Thus, in the Regulations on the certification of state civil servants of the Russian Federation, approved by Decree of the President of the Russian Federation dated 01.02.2005 No. 110, it is established that certification is carried out in order to determine the compliance of a civil servant with a civil service position to be occupied based on an assessment of his professional performance. The attestation is intended to contribute to the formation of the personnel of the state civil service of the Russian Federation, to improve the professional level of civil servants, to resolve issues related to determining the pre-emptive right to fill a civil service position when reducing civil service positions in a state body, as well as issues related to changing wage conditions civil servants.

Preparation, holding and summarizing the certification are accompanied by the publication of documents. The proposed article discusses the requirements established in the legislation for documenting the certification of employees, the rules for processing and forms of documents for certification, enshrined in the regulations of state authorities and local self-government. Arbitrage practice shows that certification must not only be organized and carried out in a timely manner, but also properly documented.

The Labor Code of the Russian Federation refers to the certification of employees in a number of articles. Article 81 “Termination of an employment contract at the initiative of the employer” determines that an employment contract can be terminated by the employer in the event of an employee’s inconsistency with the position held or the work performed due to insufficient qualifications, confirmed by the results of certification. The said article also states that the certification procedure is established by labor legislation and other regulatory legal acts containing labor law norms, local regulations adopted taking into account the opinion of the representative body of employees. Article 82 contains a provision that during the certification, which may serve as a basis for the dismissal of employees, attestation commission V without fail a representative of the elected body of the corresponding primary trade union organization is included. Article 332, devoted to the peculiarities of labor contracts concluded with employees of higher educational institutions, determines that the Regulations on the procedure for attestation of employees holding positions of scientific and pedagogical workers are approved in the manner established by the Government of the Russian Federation.

The legislation regulates the procedure for certification of various categories of employees (heads of state unitary enterprises, pedagogical and executives state and municipal educational institutions, etc.). IN this case we will consider the issues of documenting the certification of employees on the basis of regulations on the certification of state and municipal employees. It should be noted that their provisions, to a certain extent, can also be used in the organization of certification of other categories of employees, including those in non-governmental organizations.

In the Federal Law of July 27, 2004 No. 79-FZ “On the State Civil Service of the Russian Federation” (as amended on February 2, 2006) (hereinafter referred to as the Law), Art. 48 "Certification of civil servants". Extraordinary attestation of civil servants is mentioned in Article 31. Article 37, devoted to the termination of a service contract at the initiative of a representative of the employer, refers to the possibility of terminating a service contract and dismissing an employee due to his insufficient qualifications, confirmed by the results of certification. The organization and provision of certification of civil servants is called in article 44 one of the areas of personnel work. Article 47 states that the provisions official regulations taken into account when conducting certification of a civil servant. Evaluation of the results of professional performance of civil servants through certification is called one of the priority areas for the formation of civil service personnel (Article 60). The results of the attestation of a civil servant may be the basis for sending a civil servant for professional retraining, advanced training or internship (Article 62).

Article 48 of the Law establishes that the Regulation on the certification of state civil servants of the Russian Federation is approved by decree of the President of the Russian Federation. At present, the Regulation approved by Decree of the President of the Russian Federation No. 110 dated February 1, 2005 (hereinafter referred to as the Regulation) is in force. The Regulation determines the procedure for attestation of state civil servants of the Russian Federation replacing the positions of the state civil service of the Russian Federation in a federal state body, a state body of a constituent entity of the Russian Federation or their apparatuses.

Let's take a closer look at the rules of this Regulation, which relate to documents that ensure the certification of employees. Since the Regulation provides only the form of the certification sheet of a civil servant, as examples of the forms of documents used in certification, we will cite the forms enshrined in the legal acts of state authorities and local governments.

Legal act on certification. The Regulation (clause 7) establishes that for the certification of civil servants, by decision of the representative of the employer, a legal act of the state body is issued containing the provisions:

a) on the formation of an attestation commission;

b) on approval of the certification schedule;

c) on drawing up lists of civil servants subject to attestation;

d) on the preparation of documents necessary for the work of the attestation commission.

The specified act determines the composition of the certification commission, the terms and procedure for its work. Depending on the specifics of the official duties of civil servants in a state body, several attestation commissions can be created. For example, the order of the administration of the city of Tyumen of December 28, 2004 No. 7303 “On the certification of municipal employees of the administration of the city of Tyumen” (as amended on April 21, September 6, 2006) approved the composition of 7 certification commissions.

Paragraph 8 of the Regulations on the composition of the certification commission states that the commission also includes representatives of scientific and educational institutions, other organizations invited by the relevant management body public service at the request of the representative of the employer as independent experts - specialists in matters related to the civil service, without indicating the personal data of the experts.

Certification schedule. The Regulations (clauses 10, 11) describe in detail the requirements for the certification schedule. It is annually approved by the representative of the employer and brought to the attention of each certified civil servant at least one month before the start of the certification. The chart indicates:

a) the name of the state body, division in which certification is carried out;

b) a list of civil servants subject to certification;

c) date, time and place of certification;

d) date of submission to the attestation commission required documents with an indication of the heads of the relevant departments of the state body responsible for their presentation.

Documents required for the work of the attestation commission. It should be noted that often not one, but several legal acts are issued regarding attestation, devoted to its individual issues. Clause 7 of the Regulations says that the legal act on certification should contain a provision on “preparation of documents necessary for the work of the certification commission”, but these documents themselves are not named. Such documents include certification plans, regulations on certification commissions, regulations for their work, lists of questions for assessing the qualifications of employees and other documents.

Feedback on the performance of official duties by civil servants. According to the Regulation (clause 12), no later than two weeks before the start of the certification, a review is submitted to the certification commission on the performance of the civil servants subject to certification of official duties for the certification period. The review is signed by the immediate supervisor of the civil servant and approved by a higher manager. Clause 13 of the Regulations defines the structure of this document. It must contain the following information about the civil servant:

a) last name, first name, patronymic;

b) the civil service position to be occupied at the time of certification and the date of appointment to this position;

c) a list of the main issues (documents) in the solution (development) of which the civil servant took part;

d) a motivated assessment of the professional, personal qualities and results of the professional performance of a civil servant.

Additional information about the performance of official duties by an employee during the attestation period. In accordance with the Regulations (clause 14), information about the assignments performed by the civil servant and the draft documents prepared by him for the specified period, contained in the annual reports on the professional performance of the civil servant, is attached to the recall. At each subsequent attestation, an attestation sheet of a civil servant with the data of the previous attestation is also submitted to the attestation commission. As established in paragraph 15 of the Regulations, personnel service At least a week before the start of the attestation, the state body must familiarize each civil servant being attested with the submitted feedback on the performance of his official duties. At the same time, the certified civil servant has the right to submit to the certification commission additional information about his professional service activities for the specified period, as well as a statement of his disagreement with the submitted review or an explanatory note on the review of the immediate supervisor.

It should be noted that a fairly wide range of people can act as a source of information about the performance of official duties by an employee. For example, the Regulation on the certification of municipal employees of the urban district of Orenburg (approved by the resolution of the mayor of the urban district of Orenburg dated June 28, 2006 No. 5416-1 / p) provides for the following procedure. Before the certification, a review is prepared on the performance by the municipal employee subject to certification of official duties for the certification period. This document is filled out by the immediate head of the local government unit (LSG) in which the certified person works. In order to ensure the objectivity and versatility of the business assessment of a municipal employee subject to certification, assessment sheets can also be prepared, which are filled in by all participants in the business assessment process: colleagues, direct management, subordinates, employees of related departments who have working contacts with the assessed employee.

2. AnalysisdocumentationattestationspersonnelVOOOKomTelSvyaz

2.1 CharacteristicactivitiesOOOKomTelSvyaz

KomTelSvyaz has been successfully developing its telecommunications networks in the city of Orenburg for four years now. ComTelSvyaz has built its own transport network by equipping it with multiservice access nodes. This allows you to organize urban digital channels with a large throughput(including high-speed access to the Internet) for the convenience of subscribers.

Thanks to the flexible tariff policy among the users of communication services "ComTelSvyaz" not only individuals, but also large companies including leading banks.

Subscribers "KomTelSvyaz" with high level use of communication services have the opportunity to obtain the status of a VIP client, for which the company has developed special program services and discounts. Flexible pricing policy and a special system of discounts makes digital telephony from "ComTelSvyaz" available to the majority of the population, as well as organizations, companies and corporations. All this in combination with high quality communications and continuous improvement the level of service provision is, of course, a great advantage of ComTelSvyaz, thanks to which the number of subscribers of the company is constantly growing. KomTelSvyaz LLC operates on the basis of the Charter and was established in accordance Civil Code RF, Federal Law "On Limited Liability Companies".

The main activities of the enterprise are:

1) Traditional wired communication

2) Development of the transport network

3) Development of multiservice access nodes (including Internet and data transmission)

Structure organizations OOO KomTelSvyaz is linear functional.

At such structure management all completeness authorities beret on myself linear supervisor, leading definite team. To him at developing specific questions And preparing plans helps special apparatus, consisting from functional divisions.

IN In this case, the units are subordinate to the chief line manager. They carry out their decisions either through the chief executive officer or directly through the respective heads of executive services.

Indicators of the concentration level of the production of KomTelSvyaz LLC are given in Table 1.

Table 1 Indicators of the level of concentration of production

During the study period (2006-2008), the following changes occurred: in 2006, the volume of marketable output increased by 5.7% compared to 2006, and in 2008, compared to 2007, it increased by 12.7%. Consequently, in general, over 3 years, the volume of marketable products increased by 18%. The average annual cost of fixed production assets for 3 years increased by a total of 4%. Thus, income from the sale of communication services has increased, which is explained by an increase in demand for products in connection with the development of scientific and technical progress and the desire of society for informatization.

Profit dynamics of KomTelSvyaz LLC is shown in Table 2.

Table 2 Dynamics of profit

In general, the profit of the enterprise in the period from 2006 to 2008 was growing rapidly.

Based on the analysis of the main organizational and economic indicators of KomTelSvyaz LLC in Orenburg for 2006-2008, the following conclusions can be drawn:

1. It is a stable developing young enterprise

2. The financial position of the enterprise can be characterized as stable.

Let's analyze the dynamics and structure of the personnel of the enterprise KomTelSvyaz LLC. To do this, we use the data from Table 3.

Table 3 Dynamics and structure of personnel

Enterprise Personnel
		In % of total		In % of total		In % of total
Industrial and production personnel - total Including: - workers; - specialists; Leaders;		100 88,0 5,8		100 88,2 6,2		100 86,3 7,0
Including education: - with higher education; - with secondary special; - with an average; Without education;		100 6,4 72,3 21,1	112	100 7,0 71,3 21,5	150	100 6,9 75,7 17,2
Average annual number of employees - total Including by experience: - up to 5 years; - from 5 to 10; - from 10 to 20; Over 20;		100 14,6 67,4 10,9		100 16,2 62,3 13,0		100 13,3 67,0 11,5
Average annual number of employees - total Including by age: - up to 30 years; - 30-40 years; - 40-50 years; Over 50 years.		100 15,6 61,4 19,5		100 18,2 55,8 20,0		100 14,1 60,1 19,1

It can be seen that the majority are workers with a secondary special education who directly provide services of an industrial nature. The main number of personnel are employees aged 30-40 years with a total experience of 5-10 years.

2.2 OrderdocumentationattestationspersonnelVOOOKomTelSvyaz

Personnel certification is a process that allows you to effectively evaluate the results of the work of personnel, form a personnel reserve, and optimally distribute the wage fund and material remuneration. Let us consider the main elements of the existing system for evaluating the work of personnel in the organization under study.

According to the internal "Regulations on the certification of employees and management personnel" of KTS LLC, the responsibility for the implementation and operation of the certification system lies with the specialists of the personnel department. They participate in the formation and work of the certification commission, prepare the necessary documentation (regulations, instructions) regulating the operation of the system, draw up lists and certification schedules and control the certification process.

To carry out certification, the head of the organization appoints an certification commission by order, determines its composition (chairman, deputy chairman, secretary and members of the commission) from among executives and highly qualified specialists. The commission includes representatives of the personnel and legal services, as well as representatives of the relevant trade union body. In necessary cases, taking into account the structure of the organization, the quantitative and personal composition of the certified, the specifics of the organization of production and labor, it is allowed to appoint several certification commissions.

The head of the organization approves the certification schedule. It specifies:

1) the name of the organization, structural unit in which the employee works;

2) date and time of certification;

3) the date of submission of the necessary documents to the attestation commission, indicating the heads of structural divisions responsible for such submission.

The schedule is brought to the attention of the certified at least one month before the start of certification.

The effectiveness of attestation largely depends on the quality of the documents required for its implementation. The standard forms that can be used when conducting attestation are as follows:

1) the structure of the written characteristics for the person being certified;

2) a form for assessing performance and business qualities of the person being certified;

3) the form of the report of the certified on the work done;

4) the form of the attestation sheet;

5) work plan of the certified person;

6) the form of the conclusion of the attestation commission;

7) the structure of the report of the attestation commission based on the results of attestation;

8) the form of the minutes of the meeting of the attestation commission;

9) the form of accounting for the proposals of the certified employees.

The preparation of the necessary documents in accordance with the current legislation provides, as a rule, for the preparation of a review (characteristics) for the certified employee no later than two weeks before the start of the certification. The characteristic is presented in Appendix A.

The legal significance of the review (characteristics) is that it is one of the main written documents confirming to a large extent the fact of fulfillment (or non-fulfillment) by the certified employee of the labor duties assigned to him in accordance with his position. Therefore, the review underlies the recognition of the employee as appropriate (or inappropriate) for the position held.

This submission should contain an analysis and assessment of the employee's personality, including his professional qualities, individual abilities, as well as the results of work for the previous period.

Feedback (characteristics) on the certified employee is compiled by his immediate supervisor and signed by the head of the structural unit in which the certified employee works.

The personnel department of the enterprise, at least a week before the start of the certification, must familiarize each person being certified with the submitted feedback on his work.

The attested employee has the right to submit a report to the attestation commission - additional information about his work for the period preceding the attestation. The report is presented in Appendix B.

The preparation of the necessary documents for certified workers also involves filling out certification sheets in accordance with Appendix B. This work, as a rule, is assigned to the secretary of the certification commission.

The attestation sheet is signed by all members of the commission present at the meeting of the commission on the day it is held. The certified person must be familiarized with the content of the certification sheet against receipt, after which this document is stored in the employee’s personal file until the next certification.

During the attestation, the commission may ask employees only those questions that relate to their professional activities. To determine the possibility of promotion, such issues are not excluded that relate to the requirements for a higher position, but within the specialty. However, the attestation commission can justify the conclusion about the compliance or non-compliance of the position held only on the employee's knowledge of issues related to his competence (labor function) and, therefore, the position held.

The main document containing information on the course and results of certification is the minutes of the meeting of the certification commission. It is conducted in accordance with the established procedure by the secretary of the commission. The protocol specifies:

1) the date of the meeting;

2) present members of the attestation commission;

3) Full name, position held and place of work (division) of the person being certified.

The minutes of the meeting of the commission also include a summary of the report of the person being certified about the work in the position held, the questions asked to him and the answers to them.

Without fail, the protocol reflects the evaluation of the performance of the person being certified and the results of voting, the number of votes "for" and "against" a specific assessment of the work of the person being certified, as well as the recommendations of the certification committee addressed to him.

A properly executed protocol is signed by the chairman and secretary of the attestation commission. After their signing, it is not allowed to make additions and changes to the protocol. Erasures and blots in the protocol are also not allowed. Attestation protocols are kept, as a rule, in the personnel department.

The attestation commissions summarize the recommendations and proposals adopted in relation to the attested employees to improve their work, improve their qualifications and professional knowledge, the expediency of which was identified during the attestation process, while taking into account the proposals of the attested. Presented in Appendix D.

The report on the work of the attestation commission is prepared by its chairman. The general results of certification and recommendations are not given in relation to individual employees - it is more important to establish general trends, develop general recommendations that concern all employees of the organization or specific professional groups. After hearing the draft report, the members of the attestation commission make the necessary changes and corrections to it.

The report must contain the following information:

1) Composition of the attestation commission.

2) The timing of the certification and the dates of the meetings of the certification commission.

3) The quantitative and qualitative composition of employees who have passed certification.

4) List of employees recommended based on the results of certification for inclusion in the reserve for promotion.

5) Proposals on the organization and content of training for employees of the organization.

6) Recommendations for eliminating problems that reduce the return on staff work.

7) Recommendations for the fuller use of the potential of employees who have passed certification.

8) Proposals aimed at improving the efficiency of the certification procedure in the future.

At the end of the certification of employees, an order is issued in which the results of the certification are analyzed, measures are approved to improve work with personnel, implement the recommendations of the certification commission, and also conduct the next certification of employees of the organization.

3. RecommendationsByintracompanydocumentationattestationspersonnel

Despite the fact that the company "ComTelSvyaz" operates in the field of telecommunications, the certification procedure here is carried out "manually", that is, the possibilities of computer processing of information are practically not used. Obviously, this is a very time-consuming and inefficient process, therefore, I would recommend automating the personnel appraisal system in this organization.

Certification of even ten employees requires a fair amount of workflow and many interrelated actions that are accelerated and simplified as a result of converting most of the data into electronic form and using software algorithms for analyzing the information received.

The automated system includes:

1) database of employees - personal cards, reviews and characteristics, additional information about the person, characteristics, information about previous certifications, etc.;

2) a database about the enterprise - the structure of personnel, job responsibilities and instructions, the composition of departments and groups, relationships within the company;

3) a database on the characteristics and properties of finished products (goods) - classification by groups, types, types with the allocation of group properties and individual parameters;

4) database of questions and answers - the content of questionnaires with answer options (and indicating the correct answer, if necessary);

5) a data warehouse for certifications - all information about certification - minutes of meetings, questionnaires, decisions taken, documents on the movement of personnel.

Benefits of using an automated system:

- saving time - there is no need for long meetings of certification commissions - certification participants can answer questions of tests near their workplace (or directly on it), and employees can undergo the testing procedure at the same time;

- organizational clarity - All employees will have to answer the same number of questions, of approximately the same complexity. Test results will be stored both electronically and in paper form;

- geographical accessibility - if necessary, employees of remote branches can be tested without the need for the personal presence of all members of the certification or examination committee;

Objectivity and reduction of conflict - with proper preparation of the system - the points received by the test participants will not depend on the personal likes and dislikes of the members of the commission. Fixing the results with the possibility of subsequent step-by-step analysis eliminates the possibility of manipulation, both on the part of the participants and the commission;

- ease of processing the results - The results will be displayed in the form of points or grades, according to the level of which you can draw not only preliminary, but also final conclusions.

Almost the only drawback is the complexity of working with a computer for inexperienced and unprepared users. IN similar cases either additional training for participants should be organized, or employees from among experienced users should be involved in entering information into the database from the participant's words. For LLC "KTS" this disadvantage is not significant in view of the type of activity of the company.

1) professional tests for the choice of one answer.

The most common type of test, which is especially convenient to use to assess professional knowledge. Compiled by specialists of the relevant production or other areas and approved by the management of the enterprise. It is possible to use multi-level tests that allow to differentiate job differences in the amount of knowledge and skills;

2) tests for decision-making - chains of options for the development of events are modeled based on the decisions made. A branched tree of questions and answers allows you to evaluate the speed of decision-making, as well as logic and intuition;

3) psychological tests - reveal the personal characteristics of the employee. Any professional psychological techniques can be used. However, it must be acknowledged. that computer testing in this direction gives very approximate results, which may depend on various factors - the momentary mood of the employee, family circumstances, health status. If a deep understanding of the character, temperament, spiritual qualities of employees is required, it is recommended to conduct an interview with a professional psychologist;

4) tests for corporate competence. The content of questions and answers are determined on the basis of the requirements presented by the management of the enterprise, depending on the priorities of internal corporate policy and ethics.

To conduct automated certification of personnel, it is necessary to install a special computer program, for example "Proself". The program is a convenient shell of tests with extensive functionality and solves any tasks one way or another related to testing: personnel certification, testing when hiring (recruitment), knowledge assessment and control, certification testing, confidential personnel questionnaires, and so on.

It allows you to organize centralized computer testing for an unlimited number of users, collect all the information together, identify existing patterns based on the goals and objectives of the tests, and download visual reports with the results. The program is equipped with an excellent test editor, easy and fast ability to import any tests, includes a wizard for analyzing results. A fragment of the program interface is shown in Figure 1.

Figure 1 - Fragment of the interface

The main features of the program include:

- the ability to organize simultaneous testing for an unlimited number of users (depends on the type of software licensing);

- a wide range of applications: certification testing of personnel (certification), testing in the selection of personnel for employment, remote control of knowledge in educational institutions, conducting surveys, voting;

- individual user profiles with authorization statuses in the system;

- distribution of tasks between test participants;

- confidentiality of answers and test results;

- integration of Microsoft Office Word and Excel to view and print tests and test results;

- import and export of tests (supported file types: text document, Microsoft Word document, Microsoft Excel book);

- wizard for analyzing test results to identify existing patterns: displaying recommendations and instructions about errors in the test;

- a system for monitoring user actions in the system.

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Registration of certification of employees

Certification refers to the procedure for determining the suitability of employees for their position. Usually, a distinction is made between mandatory and optional certification of employees. The procedure for attestation of employees may be determined by local regulations of the organization (Article 8 of the Labor Code of the Russian Federation), a collective agreement, agreements (Article 9 of the Labor Code of the Russian Federation). As a rule, the procedure for attestation of employees of the organization is established Regulations on certification employees accepted by the employer. Employees should be familiarized with the Regulations on certification in force in the organization in the manner prescribed by Part 3 of Art. 68 of the Labor Code of the Russian Federation. A reference to the Regulation on the certification of employees can also be made in the internal labor regulations of the organization or job descriptions of employees. The circle of employees subject to certification is determined by the employer, taking into account the specifics of the organization's activities. In any case, certification cannot be carried out in relation to employees who perform labor functions that do not require special knowledge or special training (for example, a cleaner, a watchman). After all, the purpose of certification is precisely to check the qualifications of an employee (that is, the compliance of his professional knowledge and skills with the work assigned to him). Some employees may be exempted from certification (for example, employees who have been working in the relevant position for less than one year).

The frequency of attestation for different categories of employees may be different. For example, the Attestation Regulations may provide that executives (heads of departments, departments, workshops, sections, heads of other structural divisions of the organization) are attested at least every three years, and other employees at least every five years. It is desirable that at least one month before the start of the certification, employees are familiarized with the criteria according to which their employees will be evaluated. professional quality. Attestation events are, in fact, a test of the business qualities of employees. Certification can be carried out both in the form of an interview, and in other forms (for example, oral or written testing). A combination of various forms is possible (for example, written testing and an interview based on its results).

Contents of documents

Order on the creation of an attestation commission and carrying out certification endorsed by the heads of departments, the chairman and members of the certification commission, deputy heads of the organization, the head of the elected trade union body, the head of the legal service (legal adviser). The order is signed by the head of the organization. Copies of the order are sent to all senior officials and structural units.

IN certification schedule the name of the unit in which the certified person works, his last name, position, dates of the certification and submission of the necessary documents to the certification commission, as well as the positions and names of the employees responsible for their preparation are indicated. The schedule is approved by the head of the organization in agreement with the elected trade union body and brought to the attention of the certified workers. The schedule is endorsed by the heads of departments, signed by the chairman of the attestation commission.

Not later than two weeks before the start of certification, a conclusion must be prepared for each employee ( presentation, review ) About work. The attested employee must be in advance, at least two weeks before the certification, familiarized with the document, which is then transferred to the certification commission. It is printed in two copies, one copy is placed in the file of the certification commission, the second copy is placed in the personal file of the employee along with the certification sheet. Minutes of the meeting of the attestation commission, signed by the chairman, secretary and members of the certification commission.

Certification sheet is a document containing the results of certification (assessment and recommendations). The form of the certification sheet is not unified and can be developed by organizations independently. The attestation sheet is drawn up in one copy, it is signed by the chairman, secretary and members of the attestation commission who took part in the voting. The certified worker gets acquainted with the certification sheet. The certification sheet and the review (representation) for an employee who has passed the certification, the personnel service stores in a personal file.

Order on approval of the results of certification published within one month from the date of certification. The results of the attestation, after their approval by the order of the head, are entered into the work book of the employee, indicating the category of wages.

Registration of amendments to documents containing personal data of an employee

Employee personal information includes:

His passport data (last name, first name, patronymic, date of birth);

Data on his education, qualifications or availability of special knowledge (obtained from the relevant document on education or, for example, from a driver's license);

Data on the state of his health (obtained from medical records);

Information about the composition of his family;

Information about his past and present employment, etc.

Order to amend the organization's documentation it is necessary to publish only in the case when the passport data of the employee changes.

It is these personal data that make it possible to identify his personality and establish his belonging, in particular: work book; personal account (in the accounting department of the organization); a personalized deposit account to which pension funds are deducted; taxpayer identification number; bank account to which his wages may be transferred. Correction of other personal data of the employee in the documents of the organization is carried out without issuing an order. In particular, without issuing an order, personal data is changed (with the exception of those indicated above) in the employee's personal card.

According to the Instructions for the application and filling out the forms of primary accounting documentation for accounting for labor and its payment, when changing information about an employee, the relevant data are entered into his personal card, which are certified by the signature of an employee of the personnel service. Information that was entered into the personal card before is crossed out if replaced by new ones (for example, the name of the employee), or remains not crossed out if new data is added to them (for example, education or profession).

The basis for issuing an order and amending documents in different situations can serve: passport; birth certificate; Marriage certificate; divorce certificate; certificate of change of surname; name change certificate; certificate of change of patronymic; certificate of change of date of birth; the court's decision; other documents. Personnel officers, on the basis of the documents of these bodies, make changes to the documents of the organization containing the personal data of the employee. This is exactly how the title to the text of the order should be formulated: “On amendments to documents containing personal data Surname, initials of the employee”. In this case, the heading to the text will indicate the surname and / or initials of the employee that currently (still) appear in the documents of the organization.

The commission includes representatives of the personnel and legal services, as well as representatives of the relevant trade union body. In necessary cases, taking into account the structure of the organization, the quantitative and personal composition of the certified, the specifics of the organization of production and labor, it is allowed to appoint several certification commissions.

The head of the organization approves the certification schedule ( see annex 2). It specifies:

• name of company, structural unit in which the employee works;
• date and time of certification;
• the date of submission of the necessary documents to the attestation commission, indicating the heads of structural divisions responsible for such submission.

The schedule is brought to the attention of the certified at least one month before the start of certification.

The effectiveness of attestation largely depends on the quality of the documents required for its implementation. The standard forms that can be used when conducting attestation are as follows:

• the structure of the written characteristics for the person being certified;
• form for assessing performance and business qualities of the person being certified;
• the form of the report of the certified on the work done;
• certification form;
• work plan of the certified person;
• the form of the conclusion of the attestation commission;
• the structure of the report of the attestation commission based on the results of attestation;
• form of the minutes of the meeting of the attestation commission;
• form of accounting for proposals of certified employees.

The preparation of the necessary documents in accordance with the current legislation, as a rule, provides for the preparation of a review (characteristics) for the certified employee ( see annex 3) no later than two weeks before the start of the certification.

The legal significance of the review (characteristics) is that it is one of the main written documents confirming to a large extent the fact of fulfillment (or non-fulfillment) by the certified employee of the labor duties assigned to him in accordance with his position. Therefore, the review underlies the recognition of the employee as appropriate (or inappropriate) for the position held.

This submission should contain an analysis and assessment of the employee's personality, including his professional qualities, individual abilities, as well as the results of work for the previous period.

Feedback (characteristics) on the certified employee is compiled by his immediate supervisor and signed by the head of the structural unit in which the certified employee works.

The personnel department of the enterprise, at least a week before the start of the certification, must familiarize each person being certified with the submitted feedback on his work.

The certified employee has the right to submit a report to the certification commission ( see annex 4) - additional information about their work for the period preceding the certification.

The preparation of the necessary documents for certified workers also provides for the completion of certification sheets ( see annex 5). This work, as a rule, is entrusted to the secretary of the attestation commission.

The attestation sheet is signed by all members of the commission present at the meeting of the commission on the day it is held. The certified person must be familiarized with the content of the certification sheet against receipt, after which this document is stored in the employee’s personal file until the next certification.

During the attestation, the commission may ask employees only those questions that relate to their professional activities. To determine the possibility of promotion, such issues are not excluded that relate to the requirements for a higher position, but within the specialty. However, the attestation commission can justify the conclusion about the compliance or non-compliance of the position held only on the employee's knowledge of issues related to his competence (labor function) and, therefore, the position held.

The main document containing information on the progress and results of certification is the minutes of the meeting of the certification commission ( see annex 6). It is conducted in accordance with the established procedure by the secretary of the commission. The protocol specifies:

• date of the meeting;
• present members of the attestation commission;
• Full name, position held and place of work (division) of the person being certified.

The minutes of the meeting of the commission also include a summary of the report of the person being certified about the work in the position held, the questions asked to him and the answers to them.

Without fail, the protocol reflects the evaluation of the performance of the person being certified and the results of voting, the number of votes "for" and "against" a specific assessment of the work of the person being certified, as well as the recommendations of the certification committee addressed to him.

A properly executed protocol is signed by the chairman and secretary of the attestation commission. After their signing, it is not allowed to make additions and changes to the protocol. Erasures and blots in the protocol are also not allowed. Attestation protocols are kept, as a rule, in the personnel department.

The attestation commissions summarize the recommendations and proposals made in relation to the attested employees to improve their work, improve their qualifications and professional knowledge, the expediency of which was identified during the attestation process, while taking into account the proposals of the attested ( see annex 7).

The report on the work of the attestation commission is prepared by its chairman. The general results of certification and recommendations are not given in relation to individual employees - it is more important to establish general trends, develop general recommendations that apply to all employees of the organization or specific professional groups. After hearing the draft report, the members of the attestation commission make the necessary changes and corrections to it.

The report must contain the following information:
1. Composition of the attestation commission.
2. Dates of certification and dates of meetings of the certification commission.
3. The quantitative and qualitative composition of employees who have passed certification.
4. List of employees recommended based on the results of certification for inclusion in the reserve for promotion.
5. Proposals on the organization and content of training for employees of the organization.
6. Recommendations for eliminating problems that reduce the return on staff work.
7. Recommendations for more full use potential of employees who have passed certification.
8. Proposals aimed at improving the efficiency of the certification procedure in the future.