An approximate list of questions for the certification of employees of the center. Attestation as a comprehensive method of assessing the professionally important qualities of a social worker What a social worker should know during attestation

Attestation Is an important stage in the professional life of a social worker. The general goal of certification is to improve the quality of activities through external assessment and self-assessment of activities, understanding what has been achieved and designing further steps for professional development and professional development.

Attestation and Independent Qualification Assessment

Along with the certification procedures adopted in the social service system at regional level, the procedure for an independent assessment of qualifications for compliance with professional standards was approved (Federal Law "On independent assessment of qualifications" No. 238-fz of 03.07.2016). The independent assessment of qualifications is voluntary. Its meaning is that an employee who does not have a professional education, but has work experience, can stay to work in his position.

The certification mechanism provided for in article 81 of the Labor Code of the Russian Federation is an internal tool of the employer and allows you to take into account how professional standardsand existing qualification characteristics... The results of certification give the employer the right to terminate the employment contract or transfer to another position (if there are vacancies).

Experience russian organizations social service shows that attestation is mainly carried out for compliance with the position held. In some regions, the practice of assigning categories - the second, first, and highest - has been preserved. Pedagogical, medical workers, workers of culture, physical education and sports holding positions in social service organizations are certified in their departments, according to other rules.

A common requirement for all is application for attestation, presentation of the head to the attestation commission... Further certification procedures are different: in some regions it is mandatory to have a portfolio, somewhere there are many forms of certification.

Certification for compliance with the position held can take place in the form of an exam, testing, presentation of a portfolio, defense of qualifying work.

In any case, appraisal is an important step in the performance of any employee of a social service organization. Preparing for it is laborious, time-consuming, so some steps need to be done in advance.

Certification and professional standards

From January 1, 2015, professional standards in the field of social services came into force and began to be applied everywhere. To date, 12 approved:

1. Social Work Specialist
2. Social worker
3. Head of Social Services Organization
4. Head of the institution of medical and social expertise
5. Specialist in medico-social examination
6. Specialist of the guardianship and guardianship authority for minors
7. Rehabilitation specialist in social sphere
8. Psychologist in the social sphere
9. Family specialist
10. Tiflosurd translator
11. Rendering specialist public services in the field of employment
12. Assistant (assistant) in providing technical assistance to disabled people and people with disabilities.

In 2017 working group The Ministry of Labor of Russia together with the Ministry of Education and Science of the Russian Federation, Federal State Budgetary Educational Institution of Higher Education "Moscow State Psychological and Pedagogical University", Federal State Budgetary Educational Institution of Higher Education "Russian State Social University" and the All-Russian Scientific Research Institute of Labor of the Ministry of Labor of Russia updated professional standards some social service positions. The documents already exist in the form of projects, but will be adopted shortly.

What changed?

Professional standards were updated:

- “Specialist in rehabilitation work in the social sphere”, “Specialist in working with the family”, “Psychologist in the social sphere” (responsible organization of the Moscow State University of Psychology and Education);

- “Head of the organization of social services”, “Social worker”, “Specialist in social work” (responsible organization of the RSSU).

The main changes made to the draft updated professional standards based on the results of the work carried out are as follows:

• species names have been clarified professional activity and the main purpose of the type of professional activity;
• adjusted for new regulatory documents classifiers of activities;
• clarified the wording and characteristics of generalized labor functions, including possible job titles, requirements for education and training, requirements for practical work experience;
• the formulations of labor functions, labor actions, necessary skills and knowledge have been adjusted in accordance with the main provisions of the Federal Laws: No. 442 - FZ "On the Basics of Social Services for Citizens in the Russian Federation", No. 120-FZ "On the Fundamentals of the System for the Prevention of Neglect and Juvenile Delinquency" No. 124 - FZ "On basic guarantees of the rights of the child in the Russian Federation", No. 181 - FZ "On social protection of disabled people in the Russian Federation, No. 159 - FZ" On additional guarantees for social support orphans and children left without parental care ”, No. 273-FZ“ On Education in the Russian Federation ”and other documents regulating the development of state policy in the social sphere.

We publish Drafts of professional standards

Heads of departments are assigned to the "Social Work Specialist" standard. When you click on the link, the download will start automatically, documents in .doc format.

What's next?

The SONNET editorial team examined both current and future professional standards. To help social workers who are planning certification, we suggest using sONNET resources

Please note that SONNET training activities are not a substitute for professional training or professional development, which is carried out exclusively educational organizationslicensed.

30.05.2012 11:52

There are 125 villages on the territory. Was not yet in all.

My responsibilities include the following:
- visits to settlements
- patronage of disadvantaged and low-income families
- identification of citizens in need of home-based services
- identification of low-income citizens
- assistance in paperwork for social payments
\u003d subsidies, EDV, child benefits
- assistance in paperwork for obtaining documents
\u003d passports, certificates "Veteran of Labor", "large family", etc.
- reception and delivery of humanitarian aid
- participation in the work of the IDN, the Council of Veterans, in the work of the school
- clarification as far as possible laws and regulations on social. work
- acceptance of documents for material assistance
- various consultations

In 2011, 668 people applied, of which:
- pensioners - 142 people, disabled people - 108 people, family - 352, homeless people - 6 people, from ILC - 4 people, working-age population - 56 people.

273 people applied for material assistance. Financial assistance was given out 495408 rubles.
- payment for additional meals at school, payment for summer school camps, stationery kits (73 pcs), payment for gas supply, purchase of expensive medicines, grocery kits, payment for house renovations, material assistance after a fire, etc.
When difficult life situation a monthly allowance is issued, which is assigned from 3 to 12 months. The amount is assigned depending on the financial situation.
For labor veterans whose pension is below the subsistence level, a quarterly allowance is issued (we have 4 of them)
Shalimovo
Financial assistance - 98200 rubles
Monthly allowance - 33,000 rubles
Prod. sets - 4000 rubles
Payment for summer camp at school - 5850 rubles
Stationery sets - 6823.73 rubles
TOTAL: 147873.73
Batran
Financial assistance - 50400 rubles
Monthly allowance - 57,000 rubles
Prod. set - 8000 rubles
Camp payment - 3000 rubles
Stationery goods - 10 787.66 rubles
TOTAL: 129187.66 rubles
Garbage
Financial assistance - 87800 rubles
Monthly allowance - 39,000 rubles
Camp payment - 4950 rubles
Stationery sets - 10969.55
TOTAL: 142,719.55 rubles

Domozerovo
Financial assistance - 47,000 rubles
Prod. sets - 6500 rubles
Camp payment - 3000 rubles
Stationery sets - 4394.16
TOTAL: 60894.16

138 people applied for help in drawing up documents for subsidies, monthly incomes, child allowances, issuing certificates.

Counseling was given to 232 people.

I go to the settlements according to the schedule once a month, but depending on the situation I go more often. I also travel with social workers. protection, with employees of the ODN on difficult families, on complaints. Allocate the car Head of Administration L.T. Kovtunovich, deputies of the settlement Verolainen V.A., Suslova T.V., Golovin N.I.

Organized by volunteer squad of the students of the Domozero school (9 people) - who take part in congratulating veterans, families with professional holidays, prepare crafts for them, drive through the villages with congratulations on May 9, the day of the elderly.
In Shalimovskaya school, Musorskaya, Batranskaya, children also take part in these events.
I visit veterans and people with disabilities at home, those who do not leave their homes. If necessary, I call honey. employee to them.
The pensions of our veterans have become more decent, so there are few requests for material assistance. Basically, those who have done dental prosthetics, some operations are paid, bought expensive drugs on the recommendation of a doctor.
Application for financial assistance for paid honey. indications are taken within a month, i.e. after the expiration of a month, supporting documents for material assistance are not accepted.
If veterans or low-income families made repairs in the house, changed the electrical wiring and spent a lot money, you can apply for a mat. help. In this case, you need photocopies of supporting documents, a certificate of family composition, family income.

You can get free legal advice in the department of social protection of the population.

For those who need a home-based service. first I give advice, and then after writing the application, the head of the home service department is called. She explains the rights of the veteran and the responsibilities of the social. employee.
Some veterans need registration in social institutions. For this you need to go through honey. commission. If the veteran cannot go through the med. the commission or he has no next of kin to help, I help them.
Currently there are seats in the House of Veterans. But the documents are processed through Vologda.

I provide patronage for disadvantaged and low-income families. I help them with advice on various issues, issue humanitarian aid, help with providing firewood at a discounted price (this is mainly in Domozerovo), conduct explanatory conversations, help with registration of material assistance.

There is a social taxi in the LAD complex center. Previously, it was in demand, now, when prices have risen, they practically do not order it in our side. But this service remained, therefore, when someone needs it, order. T. 21-39-50

Sections: Social pedagogy

Certification allows you to diagnose personnel; determine the value of employees. Helps the leader make informed management decisions, especially those related to the strategic objectives of the institution.

Our institution is an orphanage, an area where the work of a social worker of all levels is intensively used: social educator, social work specialist and social worker.

Objective: to determine the features and conditions for the application of certification to improve the efficiency of social workers.

Tasks:

• define the concept of "work efficiency";
• highlight the criteria for social work;
• study the features of the work of a social worker;
• to identify the factors of increasing labor efficiency;
• make a professional portrait of a social worker;
• highlight the methods of personnel assessment for certification;
• study the practical experience of social workers;
• determine the impact of certification on improving labor efficiency.

It is concluded that the effectiveness of social work largely depends on the personality of the social worker who carries out it.

To determine the approach to assessing the effectiveness of social work, it must be recognized that social work is not limited to traditional forms of activity.

Social work is a specific type of professional activity. This is the provision of state and non-state assistance to a person in order to ensure the cultural, social and material standard of his life, the provision of individual assistance to a person, family or group of persons.

First of all, social work should be viewed as an independent science. Like any science, social work has its own subject, object, categorical apparatus. The object of the study of social work is the process of connections, interactions, methods and means of regulating the behavior of social groups and individuals in society.

The subject of social work is the laws that determine the nature and direction of development of social processes in society.

British scholars define social work as the organization of a personal service to help a person. It aims to make everyday life easier for people in conditions of personal and family crisis, as well as, if possible, to radically solve their problems. Social work is an important link between people who need help and the state apparatus, as well as legislation.

In Russia, in the context of the transition to a market economy, against the background of a sharp change in the nature and forms of social relations, breaking the usual stereotypes of life experience, the loss of social status and development prospects by many people both for society as a whole and for themselves personally, serious difficulties arose. which cannot be handled on their own. Social tensions have increased. All this increases the importance of the deployment of social work as a specialized type of activity, as well as the need to train social workers of different specializations for different categories of clients.

The position of a social worker, social work specialist and social educator in the Russian Federation was introduced in 1991. In the qualification handbook, he is endowed with various job responsibilities:

• Identifies in businesses, neighborhoods, families and individualsin need of social and medical, legal, psychological, pedagogical, material and other assistance, protection of moral, physical and mental health; establishes the reasons for their difficulties, conflict situations.
• Assists them in their resolution and social protection; promotes the integration of the activities of various state and public organizations and institutions to provide the necessary social and economic assistance to the population;
• Provides assistance in family education, imprisonment labor contracts work at home for women with minor children, disabled people, pensioners; conducts psychological, pedagogical and legal consultations on family and marriage issues, educational work with minor children with associative behavior;
• Identifies and provides assistance to children and adults in need of custody and guardianship, placement in medical and educational institutions, receiving material, social, household and other assistance;
• Organizes public protection of juvenile offenders, in necessary cases acts as their public defender in court;
• Participates in the work on the creation of centers of social assistance to families: adoption, guardianship and guardianship; social rehabilitation; shelters; youth, adolescent, children's and family centers; clubs and associations, associations of interests, etc.,
• Organizes and coordinates work on social adaptation and rehabilitation of persons who have returned from special educational institutions and places of detention.

Each type of activity ends with some kind of result, by which the work done is evaluated. Efficiency is one of the most important results. Social work also produces some results. It is also assessed for its effectiveness.

What is the effectiveness of activity in general and specifically social work?

Depending on the type of activity, the concept of efficiency is defined in different ways. But at the same time, each of them has obligatory elements: goal, result, costs, generally accepted norm (or ideal).

Goal and outcome are central to this list. They represent the starting and ending points of activity: at the beginning the goal is put forward, and at the end the result is obtained. The ratio of goal and result gives an idea of \u200b\u200bthe effectiveness of the activity.

Subjectof our study is the effectiveness of social work, which in the most general view is considered as the ratio of the results obtained to the previously set goals. Thus, it fixes the degree of compliance with what was supposed to be achieved.

All ideas and theories of social work are grouped around one central block of problems:

• conditions for the formation and implementation of human life;
• the ratio of freedom and social conditioning of the individual, socially justified (or unjustified) measure of this freedom and the possibilities of its implementation in society.

However, a number of questions still arise: is it timely, is the raising of the question about the effectiveness of social work in general, and even more so about the effectiveness of individual social workers? Are there sufficiently clearly developed grounds for determining the effectiveness of the activities of social services and individual specialists for the work done?

It is necessary to highlight principleson which the effectiveness of social work is based:

• the ability to accurately formulate the problem; analysis of the factors that caused the problem, as well as hindering or favorable solution to the problem; assessment of the problem solvability; development of an action plan; involving the object in solving the problem;
• assessment of changes made in the client's position.

Of course, the criteria, as well as indicators of the effectiveness of the implementation of social work in the country, can be applied at the macro level (at the state level), meso level (republic, city, district), and micro level (at the level of the individual, client).

At the level of the whole society, it is possible to assess the effectiveness of federal targeted programs that provide federal support for various regions in the development of social services for the population. For example, within the framework of the presidential program "Children of Russia". The programs "Children with disabilities", "Development of social services for families and children", "Prevention of neglect and juvenile delinquency", in which various common tasks before the ministries and departments that have social services, but at the same time formulated specific tasks related to the activities of the Ministry of Labor of Russia, the Ministry of Education of Russia, the Ministry of Internal Affairs of Russia, the State Committee of the Russian Federation for Youth Affairs. Allocation of funds from federal budget to support territorial social services within the framework of these programs, of course, provides for an assessment of the activities of these services, determination of the effectiveness of social work carried out by the specialists of these services.

But at the micro level, clients of social services, wishing to receive material assistance, social and medical services or consultations, pay attention to such personal qualities of social workers as kindness, fairness, responsiveness, and professionalism. Clients consider indifference, deceit, rudeness, low professionalism among the negative qualities of social workers.

The main goals of social work as a professional activity include the following:

• an increase in the degree of independence of individuals, their ability to control their lives and more effectively resolve emerging problems;
• creation of conditions in which individuals can demonstrate their capabilities to the maximum and get everything that they are entitled to by law;
• adaptation or re-adaptation of people in society;
• the creation of conditions under which a person, despite physical injury, mental breakdown or life crisis, can live with self-esteem and respect for himself from others;
• and How final goal - the achievement of such a result when the need for the help of a social worker from the client disappears.

The implementer of the goals of social work is social workerranging from “linear” work with the client and ending with management activities in government departments.

Social work is a complex process that requires solid knowledge in the field of management theory, economics, psychology, sociology, pedagogy, medicine, jurisprudence, etc. Its effectiveness largely depends on the social worker himself, his skills, experience, personal characteristics and qualities.

Certification should help to identify the optimal set of personal qualities necessary for a social worker, such as responsibility, adherence to principles, observation, communication skills, correctness (tact), intuition, personal adequacy in self-esteem and assessment of others, the ability to self-education, optimism, mobility, flexibility, humanistic orientation personalities, empathy for other people's problems, tolerance.

The "contraindications" to social work include: lack of interest in other people (selfishness), irascibility, harshness of judgment, categoricalness, lack of focus, inability to conduct a dialogue with an opponent, conflict, aggressiveness, inability to perceive someone else's point of view on a subject.

The style of behavior of a social worker, conditioned by the totality of his personal qualities, his value orientations and interests, has a decisive influence on the system of relations that he forms not only with people, but also with his colleagues, subordinates and superiors.

They can be divided into three groups:

• the first - psychological characteristics that are an integral part of the ability to this type of activity;
• second - psychological and pedagogical qualities focused on improving the social worker as a person;
• third - psychological and pedagogical qualities aimed at creating the effect of personal charm.

Without these, leading for this profession, characteristics of the psyche, effective work is impossible.

Social workers are engaged in various activities in the performance of their professional functions. Their work is characterized by three approaches to solving the problem:

• educational approach - acts as a teacher, consultant, expert. Social worker gives advice, teaches skill, modeling and demonstration of correct behavior, establishes feedback, applies role-playing gamesas a teaching method;
• facilitative approach - performs the role of an assistant, supporter or mediator in overcoming apathy or disorganization of the individual, when it is difficult for her to do it herself. The activities of a social worker with this approach are aimed at interpreting behavior, discussing alternative directions of activity and actions, explaining situations, encouraging and targeting the mobilization of internal resources;
• advocacy applies when a social worker performs the role of a lawyer on behalf of a specific client or group of clients, as well as an assistant to those people who act as a lawyer on their own behalf, this type of activity includes helping individuals to put forward reinforced argumentation, selection of documented well-founded charges.

When assessing a social worker, the most common assessment methods:

• Historical (biographical) - analysis of personnel data, personnel record sheet, personal statements, autobiography, educational documents, characteristics
  Result: conclusion about family, education, career, character traits.
• Interviewing (interview) - a conversation with an employee in the “question-answer” mode according to a pre-drawn or arbitrary scheme to obtain additional data about the employee.
  Result: questionnaire with answers.
• Questionnaire (self-assessment) - a survey of a person using a special questionnaire for self-assessment of personality traits and their subsequent analysis.
  Result: profile.
• Sociological survey - a questionnaire survey of employees of different categories who know the person being assessed well (managers, colleagues, subordinates.
  Result: sociological assessment questionnaire.
• Observation - observation of the evaluated employee in the informal (on vacation, at home) and in the work environment by the methods of instant observations and photographs of the working day.
  Result: observation report.
• Testing - determination of professional knowledge and skills, abilities, motives, personality psychology using special tests with their subsequent decoding using "keys".
  Result: psychological picture.
• Expert review - definition of the population and obtaining expert assessments ideal and real worker.
  Result: workplace model.
• Critical incident - the creation of a critical situation and the behavior of a person in the process of resolving it (conflict, making a difficult decision, behavior in trouble, attitudes towards alcohol, women, etc.)
  Result: Report on the incident and human behavior.

Purpose of certification must be:

• assessment of the success of the employee;
• implementation of incentive and sanctioning activities;
• the basis for the prompt redistribution of tasks between employees;
• formation personnel reserve;
• drawing up an employee training and development plan;
• employee career planning;
• systems implementation flexible payment labor (changes in the wage system).

The result of the assessment certification of an employee can be the main approaches to assessing the business qualities and qualifications of an employee when establishing the level of payment provided for by the Unified Tariff Grid, approved by the Government of the Russian Federation of October 14, 1992 No. 785.

The compliance of the actually performed duties and qualifications of employees with the requirements of job characteristics is determined by the certification commission in accordance with the Regulations on the procedure for certification of employees of institutions, organizations, the social protection system of the population of the Russian Federation, which are on budget funding, and the Regulation on the procedure for certification of health workers.

The certification of employees of institutions and organizations of the social protection service is carried out in accordance with the Regulations on extraordinary certification and tariffication of medical and pharmaceutical workers who are on budget funding, approved by order of the Ministry of Social Protection of Russia dated December 7, 1992 No. 265.

In addition to resolving the issue of promoting or retaining a particular employee in the previous position, the purpose of certification may be to reveal the existing reserves for increasing the efficiency of individual work, linking remuneration with real work results and qualifications of a specialist or manager, determining the scope, methods and forms of advanced training. In this regard, the immediate objects of certification are the results of the employee's work, his potential, attitude to the performance of his duties.

The personality of a person as such is not subject to assessment. As a result of certification, the employee must understand his mistakes, intensify work to overcome them, self-improvement, etc. both taking into account their own interests and the interests of the organization.

At the preparatory stage, lists of employees subject to certification, schedules for its holding in divisions are drawn up, the composition of the relevant commissions is approved, rules and criteria are announced. Based on the results of certification, an action plan is developed, and in accordance with the recommendation of the commission, the head can carry out personnel changes. Those who have not passed certification are transferred to another position with his consent, and in the absence of such, he can be fired. Based on the results of certification, within a month, the manager makes a decision on the establishment of the appropriate levels of remuneration for employees. develops recommendations for improving the efficiency of employees' work, etc.

At the preliminary stage, before certification, the director of the personnel department, using the biographical (historical) method, collects information about the certified: an analysis of personnel data is carried out (documents on education, study work book etc.). All data is sent to the departments where the attested work.

An attestation sheet, a review (characteristic) of the attested person, and service characteristics are being prepared for the commission meeting. In the absence of the head of the department of day or round-the-clock stay, the description is written by the deputy director for social work;

The service characteristic reflects:

• professional and ethical competence;
• availability of education;
• professional competence (knowledge, skills, experience);
• the degree of activity at work;
• sociability;
• motivation to work as a social worker;
• psychological stability;
• intelligence, cultural level;
• the level of adherence to the principles, ethics of the social worker;
• responsiveness, empathy, compassion of social workers.

The qualities of social work specialists required in the performance of official duties:

• ability to listen
• benevolence, responsiveness
• competence, knowledge, horizons
• ability to think logically
• disinterestedness, honesty
• ability to make practical decisions
• high general culture
• the ability to organize help, achieve a solution to the client's problems (efficiency in business)
• personal charm
• ability to rely on the professional help of their colleagues at work
• skill to work in team
• respect for point of view

At the same time, job descriptions for employees are also being prepared for the meeting to assess their performance job responsibilities.

By order of the director, an approximate list of indicators has been developed for assessing the qualifications of employees:

• education;
• work experience in the specialty;
• professional competence;
• knowledge of the necessary regulatory documents governing activities;
• the ability to quickly make decisions to fulfill the tasks at hand;
• quality of work performance;
• ability to adapt to new situation and take new approaches to solving emerging problems;
• timeliness of performance of official duties, responsibility for the results of work;
• labor intensity (ability to cope with a large volume of work in a short time);
• ability to work with children;
• the ability to predict and plan, organize, coordinate and regulate, as well as control and analyze the work of subordinates (for deputies, heads of departments);
• the ability in a short time to master the issues that ensure an increase in labor efficiency and quality of work;
• work ethics, style of relations with colleagues and clients;
• ability to be creative and enterprising;
• participation in commercial activities;
• the ability to self-esteem, compassion and understanding of disabled citizens.

At the stage of attestation, a review is read out, a service characteristic, the work of the person being certified for the past period is studied, questions are asked. The attestation commission uses the most common methods for assessing labor productivity: the method of a given (forced) choice - the commission selects from a set of employee descriptions those that correspond to it. An employee's performance is assessed by a large number of selected positive descriptions; descriptive assessment method - the commission describes the advantages and disadvantages of the employee's behavior in the implementation of professional activities; management by goals (tasks) - the activity of the employee over the past period is studied, associated with the implementation of goals and objectives; assessment method for a decisive situation - the certification commission prepares a list of descriptions of the "correct" and "wrong" behavior of workers in certain situations. These situations are called "decisive". On the basis of studying the work of the person being certified for the period preceding the certification, studying the service characteristics, a conclusion is drawn about the amount of “correct” behavior in such “decisive” situations, and other methods of personnel assessment are also used.

The minutes of the meeting of the certification commission are kept by the secretary

Based on the results of the certification of employees, the head orders: to confirm the compliance with the position held and the level of remuneration according to the Unified Tariff Grid.

Studying the results of certification, the head develops recommendations, his attitude to improving the efficiency of work in conjunction with the Committee on Education and other organizations. The Education Committee, in turn, receives data on the past certification, the development of the director on future performance, and, together with the Education Committee, develops methodological recommendations that are sent to the institution.

The peculiarity of the work of social workers is that its results are difficult to directly quantify. Moreover, the results of labor often become obvious not immediately, but only after a certain period of time, sometimes quite long. Nevertheless, all information about the work of a social worker over the past period is provided for certification and conclusions are drawn about the effectiveness and efficiency of his work.

In order for the employee to always perform his work effectively, it is necessary to correctly inform him about the results of the assessment. To do this, the manager should try to give the employee the opportunity to relax and emphasize that this conversation is not a disciplinary event, but a meeting to discuss past work in order to make recommendations in the future. It is necessary to start the conversation with the positive achievements of the employee, the statement of the shortcomings should be placed between two positive results. It is very important for the manager and the certification committee to observe these points, to be objective, so that in the future a person does not lose faith in himself, interest in the profession and mobilize his efforts for effective work.

Many leaders of modern organizations have already come to the conclusion that without certification and an objective assessment of employees in all parameters, it is impossible to achieve stable work and ultimately positive results of both the activities of the institution and each of the employees. Consequently, everyone, both managers and employees, should be interested in conducting an objective assessment and certification.

The traditional system of attestation of employees by the current legislation means a procedure, the content and procedure of which the employer develops independently. There is no article titled "Attestation of employees for compliance with the position held". but 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 08.02.2010 No. 7790-44 / 04-ПХ. This normative act, in particular, stipulates that employees who, due to 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 regulation 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.

Regulation on certification of employees

IMPORTANT!

Since in 2020 employee certification is regulated by the employer, as a basis for the development of an internal normative act We recommend that you take the Regulation on the procedure for attestation, approved by the Resolution of the USSR State Committee of 05.10.1973 No. 267.

The current legislation does not limit in any way the categories of employees in respect of whom certification can be carried out, as well as the frequency and the very procedure for conducting the certification. The employer has the right to establish, at his 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 "Regulations on the certification of workers", with attention. In order to exclude possible negative judicial practice, as well as to make the certification of employees for their compliance with the position as clear as possible for both employees and the employer himself, it is advisable to include the following sections in it:

1. General information.
2. Section about preparatory activities.
3. Section on certification.
4. Final provisions.
5. Applications.

These sections are provided as examples and do not claim to be universal. We want to give the employer step by step algorithmso that the certification of employees at his enterprise does not fail and is as objective as possible.

General section

Step 1. Determine the purpose of the certification

For one employer, it will be enough to write that the purpose of this event is to determine the suitability of the employee's qualifications for the position he holds.

Another can set out the purpose of rational use labor resources their employees, increasing the productivity of their work and responsibility for the assigned work. Formulate clearly and specifically the goal you are striving to achieve.

For example, in accordance with the Regulation approved by the Decree of the Government of the Russian Federation of March 16, 2000 No. 234, the objectives of certification of enterprise managers are:

• an objective assessment of the activities of managers and determination of its compliance with the position held;
• assistance in improving the efficiency of enterprises;
• stimulating the professional growth of enterprise managers.

Step 2. Determine the composition of the certified workers

Taking into account that the legislation does not restrict the employer in the choice of categories of employees for their certification, we still recommend NOT to include in the lists of certified:

• pregnant women;
• who have worked in office for less than a year;
• those on parental leave and employees who have worked for less than one year after starting 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 attested does not include:

• pregnant women;
• those on parental leave (they can be certified six months after leaving the leave);
• employees who have reached the age limit for service (if they have not made significant omissions in their work);
• officers in the reserve of the military prosecutor's office when conferring their initial class rank.

All the rest of the employees of the prosecutor's office are subject to certification in accordance with the Order Attorney General dated 20.06.2012 No. 242.

Step 3. Fix the frequency of certification

Certification can be carried out every year, but such frequency is unlikely to contribute to the formation of a healthy atmosphere in the team. Therefore, the best option would be a period of no more than once every three years and at least once every five years.

For example, according to the text Federal law from 30.11.2011 No. 342-FZ, attestation of employees of internal affairs bodies is carried out once every four years.

Step 4. Indicate the grounds for the extraordinary certification

It is better to provide (in case of separation) and fix that an extraordinary certification can be carried out:

• by agreement of the parties;
• in the event of a change in working conditions for technological reasons;
• in case of repeated improper performance of their official duties.

Then the employer will have the right to send the employee for an extraordinary certification, based on the results of which an appropriate decision is made, including that 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 11.03.1994 No. 13/11 (registered with the Ministry of Justice on 18.04.1994 No. 548), early certification is carried out in cases where gross violations rules and regulations governing the safe operation of vehicles, or accidents with serious consequences occur.

Section on preparation for certification

IN this section it is necessary to clearly and understandably state what steps and measures the employer and his subordinate officials must 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, rank-and-file members and a secretary.

It is necessary to indicate which of them has the right to vote and who does not.

It is also important who will have the decisive right to vote if the opinions of the members of the commission are equally divided (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 transfers.

It is important to define the powers of the commission members. So, the chairman is responsible for the validity and legality of the collegial decisions taken, the members of the commission - for the comprehensiveness and objectivity of the decisions made, the secretary - for technical work.

Step 2. Make a schedule

The certification schedule is a document that the employer prepares annually. Approved by a separate order. The schedule should be approved in advance in order to have time to familiarize those who are to be certified with it.

The chart indicates:

• the list of employees subject to certification this year;
• date and place of the procedure;
• time of submission of the necessary personnel documents for certified employees and full name responsible for providing.

Step 3. Notify employees about the upcoming certification

All certified employees must be notified of the procedure in advance and signed. How much in advance, the employer decides, but the optimal period is one month.

The form of the notification is not important, the fact that confirms familiarization 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 return receipt.

Step 4. Obtain the required personnel documents

Due to the fact that the certification commission makes decisions on the basis of the documents provided, the employer has the right to independently foresee which document and in what time frame should be submitted to the commission.

It can be any requirement, like a portfolio.

For example, until recently, pedagogical workers of state government institutions of social services in the Leningrad Region had to provide a portfolio of a social worker for certification, 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 No. 1 dated January 21, 2013.

Sample portfolio of a social worker for certification

In practice, most often the employer demands to provide the commission with a characteristic or an official response to the employee, which must be prepared by his immediate superior.

The characteristics of the employee must be familiarized with the signature. After reviewing this document, it is submitted to the certification commission.

IMPORTANT!

It is necessary to provide for the possibility for the employee to disagree with the content of his characteristics and submit written objections to the certification commission.

The deadline for submitting all documents is indicated in the schedule.

IMPORTANT!

A characteristic not provided in time in case of controversial results of certification is a formal reason for the court's recognition of the decision of the certification commission as unlawful due to violation of the procedure.

Certification section

This section is a description of the step-by-step procedure for certification of employees at the enterprise.

Step 1. Determine the quorum

For this, the regulation should state that with the participation of two-thirds of the composition of the commission, its decisions are considered competent. If the number of commission members is less, the certification is postponed to another period, determined by the employer, taking into account the requirements of the described regulation.

Step 2. We describe the procedure itself

We write that the certification of employees for their compliance with the position 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 manager and members of the commission remain to discuss and make an appropriate decision.

After the decision has been made, the employee is invited, and the chairman announces the decision of the commission.

Step 3. Fixing the decision-making mechanism

IMPORTANT!

Any decision must be justified and supported by an appropriate document. If the employee is a scoundrel, this is not a reason to recognize him as not appropriate for his position.

The employee's professional activity should be assessed in relation to qualification requirements to his position. It is necessary to take into account the personal contribution of the employee to the achievement of 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. Options for decisions of the commission

We describe what decisions the commission can make:

• the employee corresponds to the position held;
• send for training to suit the position held;
• apply to the employer for an increase (salary, in position);
• consider the issue of demotion due to insufficient qualifications;
• does not correspond to the position held, to recommend to send for training to improve qualifications or to be fired 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 one and the same, only the form is different. At the same time, no one forbids filling in both documents.

The attestation sheet and the 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 allowed to sign these documents. If they sign, this may serve as a reason for canceling the decision of the commission and initiating a criminal case under Article 292 of the Criminal Code of the Russian Federation.

The order must be issued within a certain time frame, the employer himself will determine when, 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 terms entails cancellation of the decision by the certification commission.

For example, if A.V. Petrov will be recognized as inappropriate for his position, the employer has the right to dismiss him, send him to training or demote him (his will, the certification commission gave him such powers).

If the employer decides to relocate 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. Employee rights

It is advisable to point out that in case of disagreement with the results of certification, the employee can appeal this decision in the manner prescribed by law.

Final provisions

This section contains information on where to store attestation documents... All attestation documents are stored in personnel departments, protocols - in the nomenclature folder, attestation sheets - in personal affairs employees.

Practical experience in the application of certification of social workers on the example of the Sochi CCSO "Chaika"

Practical experience in the application of certification of social workers was considered on the example of the Sochi Complex Center for Social Service (CCSO) "Chaika".

Legal address of the Center: Sochi, Dagomys, st. Delegate 12.

In the study of the attestation process, the following methods were applied:

• 1. Questionnaire,
• 2. Analysis of documents (all documents related to the work of the center and the attestation process itself were studied at KCSO); supervision (collection of primary information about certification, the work of all departments and employees of the center);
• 3. Personal conversation (conversations with the director of the center, deputy director for social work, head of the personnel department, secretary with recording the conversation on paper).

The center began its work on September 1, 1996. 4 thousand people are serviced in the center. CCSO "Chaika" actively cooperates with the Department of Social Protection of the Population, the Council of Veterans of the District Department of Social Protection of the Population, clinics, the society of victims of political repression, with trade enterprises, cinemas, the Krasnodar Medicines Plant.

The structure of the center includes:

department of primary admission, analysis and forecasting (initial reception is carried out, identification of needs for services; dispatching work, information, advertising and propaganda, analytical and forecasting, methodological work);

emergency social services department (provision of emergency assistance of a one-time nature (food packages, humanitarian aid) to citizens who are in extreme conditions and those in dire need of social support; consultations (legal, psychological));

family and child help department (social and legal assistance, work with the family, social rehabilitation, safety prevention, social patronage are carried out);

home social services department(home service for disabled people of groups 1 and 2, pensioners, participants of the Great Patriotic War);

home health care unit(servicing wards who have partially or completely lost the ability to self-service);

day department(implementation of individual rehabilitation programs, catering, occupational therapy, cultural events, leisure activities);

department of medical and social rehabilitation (curative physical Culture, manual therapy, herbal medicine, massages, psychological relief cabinet);

department of psychological and pedagogical assistance (occupational therapy, vocational guidance, psychotherapy, psychocorrection, emergency psychological assistance (helpline)).

Certification of the employees of KCSO was carried out on December 17, 2006. Preliminary, by order of the director of the center, a list of persons subject to certification for this period was prepared, the schedules for its conduct in the divisions, the composition of the commission, the rules and criteria for the certification were approved. A composition of five people was submitted for certification: the head of the day care department, a specialist in social work of the urgent social service department, a social worker of the home social service department, nurse department of medical and social rehabilitation, accountant.

The Deputy Director for Social Work draws up a certification plan in accordance with the Regulations "On the procedure for certification of employees of institutions and organizations subordinate to the Committee for Social Protection of the Population of Moscow, which are on budget funding"

The order for the certification, the list of those to be certified is read out.

The following documentation is being prepared for certification:

job descriptions;

review (characteristic);

service description (written by the heads of departments and the deputy director for social work).

The minutes of the meeting are kept by a PC specialist (secretary).

The attested is invited.

The review presentation is read out by the secretary.

The service description is read by the head of the department.

Commission questions to the attested.

Comments and suggestions from both the attested and the commission.

At the preliminary stage, before certification, the director of the personnel department, using the biographical (historical) method, collects information about the candidates to be certified: an analysis of personnel data is carried out (documents on education, study of the work book, etc.). All data is sent to the departments where the attested work.

An attestation sheet, a review (characteristic) of the attested person, and service characteristics are being prepared for the commission meeting. In the center, a description of the head of the day care department was written by the deputy director for social work; for a specialist in social work of the department of urgent social services - head of the department of urgent social services; for a social worker of the home social services department - the head of the home social services department.

It should be noted that before writing a review and service characteristics, the head of the department using interviewing method (interview)talks with an employee in a “question-answer” mode to obtain additional data about him; using survey method conducts a survey of a person using a questionnaire for self-assessment of personality traits and their subsequent analysis; applies the so-called sociological survey- talks with employees of different categories who know the person being assessed well for their subsequent objective assessment; observation method allows you to observe the employee in an informal (at tea parties, etc.) and work environment (photograph of a working day); applies also peer review method (defining the totality and obtaining expert assessments of the ideal and real employee); and also used critical incident method- the manager creates a critical situation (for example, the client's dissatisfaction with the KCSO about a poorly provided service) and assesses the employee's behavior in the process of resolving it (goes into a conflict, makes a difficult decision, leaves the conflict, etc.)

Based on the data received, the performance characteristics reflect:

Professional and ethical competence

availability of education

professional competence (knowledge, skills, experience)

degree of activity at work

sociability

social worker motivation

psychological stability

intelligence, cultural level

level of adherence to principles, ethics of social worker

responsiveness, empathy, compassion of social workers.

Qualities of social work specialists required in the performance of official duties

listening to customers

benevolence, responsiveness

competence, knowledge, horizons

ability to think logically

disinterestedness, honesty

ability to make practical decisions

high general culture

the ability to organize help, achieve a solution to the client's problems (efficiency in business)

personal charm

the ability to rely on the professional help of colleagues at work

skill to work in team

respect for the client's point of view

Results of work for the period preceding the certification.

At the same time, job descriptions for employees are also being prepared for the meeting to assess their performance of job duties.

By order of the director of the KTSSO "Chaika", an approximate list of indicators was developed to assess the qualifications of employees:

• 1. Education.
• 2. Work experience in the specialty.
• 3. Professional competence.
• 3.1. Knowledge of the required regulatory documents governing the activities.
• 3.2. Ability to quickly make decisions to accomplish tasks.
• 3.3. The quality of the work.
• 3.4. Ability to adapt to a new situation and take new approaches to solving emerging problems.
• 3.5. Timeliness of performance of official duties, responsibility for the results of work.
• 3.6. Labor intensity (ability to cope with a large volume of work in a short time).
• 3.7. Ability to work with disabled and elderly citizens.
• 3.8. The ability to predict and plan, organize, coordinate and regulate, as well as control and analyze the work of subordinates (for deputies, heads of departments).
• 3.9. Ability to master in a short time the issues that increase labor efficiency and quality of work.
• 4. Industrial ethics, style of relations with colleagues and clients.
• 5. Ability to be creative and entrepreneurial.
• 6. Participation in commercial activities.
• 7. Ability for self-esteem, compassion and understanding of disabled citizens.

At the stage of attestation, a review is read out, a service characteristic, the work of the person being certified for the past period is studied, questions are asked. The attestation commission uses the most common methods for assessing labor performance: preset (forced) choice method - the commission selects from the set of employee descriptions those that correspond to him. A typical set of such descriptions includes indicators for assessing the qualifications of employees, developed by the director of the KCCO. An employee's performance is assessed by a large number of selected positive descriptions; descriptive assessment- the commission describes the advantages and disadvantages of the employee's behavior in the implementation of professional activities; management by goals (tasks)- the activity of the employee for the past period is studied, related to the implementation of the goals and objectives of both the CCSO and social work in general; decisive assessment method- the attestation commission prepares a list of descriptions of the "correct" and "wrong" behavior of employees in certain situations. These situations are called "decisive".

On the basis of studying the work of the person being certified for the period preceding the certification, studying the service characteristics, a conclusion is drawn about the amount of “correct” behavior in such “decisive” situations, and other methods of personnel assessment are also used.

The secretary keeps the minutes of the meeting of the attestation commission. The assessment of the employee's performance and the recommendations of the commission are adopted by open vote in the absence of the certified person.

Based on the results of the questionnaire survey of the employees of the KTSSO "Chaika" in accordance with the certification plan for 2007, agreed with the Department of Social Protection of the Population of the Eastern Administrative District, the head orders:

to confirm the compliance of the position held and the level of remuneration according to the Unified Tariff Grid to the following employees …………

confirm compliance with the position held and establish, from 01.01.2002, the following categories of remuneration for the following employees in the UTS.

It should be noted that in connection with the Decree of the Ministry of Labor and Social Development of the Russian Federation of May 31, 2001, No. 45, the range of salary grades for the position of “social worker” has changed from 3-8 to 5-8.

The results of certification are of great importance for the head of KCSO as a specialist in personnel management. Studying the results of certification, the head develops recommendations, his attitude to improving the efficiency of work together with the Department of Social Protection of the Population and other organizations.

The Department of Social Protection of the Population, in turn, receives data on the past certification, the development of the director of the center on the efficiency of work in the future, and together with the Committee for Social Protection of the Population of Krasnodar develops guidelinesthat go to the center.