Characteristics and views: Recommendations for the preparation and design. Representation of a view to an employee sample

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This document will be legally binding only with the competent compilation and filling of all empty fields.

How to fill out a document?

Initially indicates information about a person who should include:

• personal number;
• full date of birth;
• special title.

It will also be necessary to indicate information about the person gained by a person (the full name of the educational institution, the year of the end, the name of the specialty, a degree, etc.).

Next is the characteristic. After that, the signatures of the head, head of the personnel support department (as an alternative, the signature in this case can put the head of the personnel division).

The document is completed by the signature of the personnel department employee, which confirms the correctness of the compilation of the entire document.

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Presentation - Document

Page 1.

Submission of documents proving the plaintiff's appeal, the person filing the appeal or cassation appeal to banks and other organizations for the borrowing of funds, as well as evidence that they have no liquid assets, due to the implementation of which may be obtained by the sum of money required for the payment of state fees , not required.

Submission of documents later than the term provided for by these standards cannot be the basis for refusing to state registration of securities.

The presentation of the document in the form of a structure provides a uniform reference scheme for some of the components of its value and to the document as a whole. The top, which is the root of the graph, is put in accordance with the document as a whole. Intermediate vertices correspond to the selected fields that, in turn, consist of other fields.

The submission of a document for recovery before the expiration of the statute of limitations to the bank or the judicial executor interrupts the period.

The submission of documents and information containing information related to the state secret is carried out by the applicants in the manner prescribed by the legislation of the Russian Federation on state secrets.

The submission of a document in the form of a substantial reduction of memory costs to significantly reduce the search time and does not require powerful and expensive hardware and software. Therefore, the DIA technology was successfully used in most of the established to 90s.

automatic document search systems.

Prior to the presentation of documents confirming the legality of the use of benefits on the taxation of exported goods and the above services, taxpayers do not reflect these operations in their tax declarations (calculations).

The date of submission of documents for state registration is respectively the date of their actual delivery to the registering authority or the date of posting indicated in the receipt of mail with a list of documents aimed. In the latter case, the receipt certifies the fact of the presentation of these documents for registration.

The form of submission of documents should be convenient for the rapid perception of information both in the process of working on the project and when adjusting and operating the product.

When submitting the documents listed in Article 14 of this Federal Law, the Bank of Russia issues the founders of the credit institution written confirmation of documents from them necessary for the state registration of a credit institution and obtaining a license to carry out banking operations.

The more document presentation is focused on its subsequent transfer to machine media, the higher the speed of the latter and the less likely the error.

No submission of documents prepared using a computer using a font intended for draft printing is not allowed.

Refusal to submit the documents can be made only with direct intent, violation of terms of submission of the documents can be either intentional or negligent.

The normal form of document presentation requires that the values \u200b\u200bof all variables are located strictly according to columns, and their names are in the first row. The form of the document after the conversion is given in the application.

Pages: 1 2 3

Each person rocked sooner or later, it is necessary to draw up a submission to the position. The most difficult thing is to those who are first faced with such a responsible business. What is the view to the position? The view to the position is the official introduction of a candidate for destination to any position, without which the appointment cannot take place.

There are no comprehensive requirements for this document. The content is largely formed by the practice and experience of employees of personnel service. In order to facilitate the work of the personnel system, we give a number of rules and recommendations for the preparation of submission to the position. Representations are several species: to use disciplinary recovery, to dismissal, etc.

If you first create such a document, it will not be easy to make it quickly. You need to push out something, i.e. Need an exemplary sample. Download a sample view of a position (link is listed below) and it will be easier for you to start compiling it.

There is no strict approach to the name of the presentation. Different options are possible. The presentation is made on the form of an organization with all relevant details. Be sure to indicate the addressee.

The final part of the presentation arrange the following essential elements: the signature of the originator of the document, the conclusion of specialists of personnel services (in the absence - other structural parts of the organization), a note on the consent of the employee to transfer to another position.

Sample view of the head - Uristhome RU

Sample document submission to the destination to position. Note that strict standards and reporting rules representation for assigning a sample does not exist for different purposes. To position is the official introduction of candidacy for destination to any position.

Download a sample of presentation to the position (. How much personpath is sooner or later, it is necessary to make an idea of \u200b\u200bthe post. It is more difficult for the sample of everything, the statement who first faces such a responsible business.

What is the view to the position? The presentation is the official introduction of a candidate for destination to any position, without which the appointment cannot take place. For example, according to the Constitution of the Russian Federation, the President of the Russian Federation submits the Council of the Federation of candidates for appointing the judges of the Constitutional Court of the Russian Federation, the Supreme Court of the Russian Federation, the Supreme Arbitration Court of the Russian Federation, as well as the candidacy of the Prosecutor General of the Russian Federation.

There are no comprehensive requirements for this document.

A sample application for the appointment of benefits at the birth of a child. When writing a submission to the appointment to the post. Note that strict standards and rules for compiling exploitation for different purposes is not. Ministry of Justice, Republic of Belarus, representation _ 20_

On the appointment on the head of the first state receipt by the notarial office _ (surname, initials)

He showed himself as a leader and a talented organizer. Social and communicative activities Communicability, conflict resistance, stress resistance, the ability to work in the team, pr. Advgence training courses on the profile of pedagogical activities occupied the name of courses, institutions.

Often, the internal characteristics are composite parts of other documents, for example, representations, which will be discussed in the next issue of the magazine.

\u003e Sample Characteristics from work

Examples of positive and negative characteristics

To begin with, we give an example of a positive characteristic from the place of work. This is the most common option in which the strengths of the person and its positive professional qualities are listed.

Nikiforov Semen Ivanovich - a specialist of a high profile, which is working in the "Electrosystem" LLC 15 years. His total work experience is 22 years old. During his work in LLC "Electrosystems", he established himself as a responsible, qualified employee. Semen Ivanovich competently, quickly and effectively solves the tasks set before him. The projects of installation of electrical systems commissioned by him are qualitatively and in a short time. The main positive qualities of Ivanovich's seeds are his responsibility and perseverance when the goal is reached. It is also impossible not to note his ability to competently explain the task to other specialists. Nikiforov Semen Ivanovich twice awarded gratitude from the leadership of LLC "Electrosystems".

Now we give an example of a negative characteristic:

Mitrofanov Ivan Ilyich worked in the "Electrosystems" LLC for 1 year and 3 months. During this time, he did not show high professionalism. Despite some positive qualities, Ivan Ilyich is characterized as a small-cipplated employee. The absence of discipline was manifested in non-compliance with the timing of the performance of work, regular delays. Ivan Ilyich twice subjected to disciplinary recovers.

Characteristic when encouraging

Promotion can be initiated by the management of the organization. In this case, the requirements of the procedure can be flexible and determined by the local regulatory acts: internal regulations, the Regulation on the promotion, etc. Often, a package of documents for submission to the promotion of employee enters and characterization immediate supervisor...

Sample Characteristics from the place of work on the worker, which is planned to be awarded the Certificate of Honor

To select faithful words for characteristics, you need to think about what qualities in the company are considered the most valuable, and based on this to identify the employee. An example of the characteristics from the place of work, presented above, focuses on the performing qualities. However, it is possible that your company is especially welcome:

• loyalty, the loyalty of the company and its leaders;
• or the ability to make decisions on behalf of the initiative;
• or responsible attitude to the quality and timing of work;
• or the ability to build relationships with customers ...

But there is another type of encouragement - awarding the state awards of the Russian Federation. In this case, the documents from the employer makes serious demands (more on this - in the Presidential Decree of 07.09.2010 number 1099 "On measures to improve the state award of the Russian Federation of the system", as well as in the Letter to the Presidential Administration on 04-04-2012 number AK-3560). The letter contains guidelines for issuing documents on awarding.

Sample Characteristics to the employee to receive the State Names

Characteristic to court

During the hearing in the case file is often attached to the characteristics of the respondent (the defendant): they can request any participant of the trial, including the employee against whom a criminal case. Look at the characteristics of the sample on the driver's place of work - it has become a circumstance mitigating administrative responsibility (decision Davlekanovsky District Court on 23.08.2010 the case № 12-93 / 2010).

The employer must remember that the document issued by him becomes a kind of testimony, and try to be as accurate as possible and truthful.

Sample Characteristics for Court

Use in your work the sample characteristic to the employee from the place of work from the previous section as a template, substituting its definitions.

This document:

• compiled on the form of the organization;
• includes employee personal data (FI., Year of birth, family status, work experience, position, education, etc.);
• contains a detailed description of business and personal qualities;
• completed by the phrase explaining the purpose of drawing up a document (most often "for granting a court" or "for presentation at the place of the claim");
• signed by the head of the enterprise;
• completed printing (if available).

Representation.

Each person rocked sooner or later, it is necessary to draw up a submission to the position. The most difficult thing is to those who are first faced with such a responsible business. What is the view to the position? The view to the position is the official introduction of a candidate for destination to any position, without which the appointment cannot take place. For example, according to the Constitution of the Russian Federation, the President of the Russian Federation submits the Council of the Federation of candidates for appointing the judges of the Constitutional Court of the Russian Federation, the Supreme Court of the Russian Federation, the Supreme Arbitration Court of the Russian Federation, as well as the candidacy of the Prosecutor General of the Russian Federation.

There are no comprehensive requirements for this document. The content is largely formed by the practice and experience of employees of personnel service. In order to facilitate the work of the personnel system, we give a number of rules and recommendations for the preparation of submission to the position. Representations are several species: to use disciplinary recovery, to dismissal, etc. Getting Started to prepare an appointment for a position, express the initiative and proposal to transfer the employee to a new post for him and justify this decision.

If you first create such a document, it will not be easy to make it quickly. You need to push out something, i.e. Need an exemplary sample. Download a sample view of a position (link is listed below) and it will be easier for you to start compiling it. There is no strict approach to the name of the presentation. Different options are possible. The presentation is made on the form of an organization with all relevant details. Be sure to indicate the addressee.

In the main part of the presentation, include the following employee information: surname, name, patronymic, date of birth, position. Next, specify which educational institution finished when which specialty received.

Give the characteristic of the manufacturing (labor) of the employee. Use for this employment book data or other documents that confirm the experience, the experience of the candidate for the position.

Optionally, it is advisable to specify the personal qualities of the employee. For example, despusting, balance, politeness, responsiveness, self-criticism, loyalty, principle, honesty, modesty, courage, etc.

Evaluate the results of the employee's work in the previous position as a whole, its role in the implementation of significant projects for organizing and performing special tasks. Mark professional skill, individual abilities.

The final part of the presentation arrange the following essential elements: the signature of the originator of the document, the conclusion of specialists of personnel services (in the absence - other structural parts of the organization), a note on the consent of the employee to transfer to another position.

Download a sample view for office.

Below you can download a sample view for a position. Since there are no harsh requirements for the preparation of this document, then this sample of the presentation is made in free form, which is easy to fix under its enterprise.

For official use (by filling)
Presentation
__________________________ personal number __________________________ (surname, first name) Date of birth ________________________________ (date, month, year of birth) special (military) rank ____________________________________ Awarded with ___________________ order of _________________________ (Date of assignment) (of N order date) __________________________________________________________________ position held _____________________________________________ (position name statewide organ __________________________________________________________________ drug control, special title, provided staff __________________________________________________________________ of this post, the date and the order appointing N) appears to the appointment to the post __________________________________________________________________ _________________________ (name of the position of the state drug control body, _________________________________________________________ _________ special title, provided staff for this position, __________________________________________________________________ size of salary and interest allowances and others.) Education _____________ graduated from (a) _____________________________ __________________________________________________________________ (name of the educational institution, year of graduation) Specialty, academic title, academic degree ______ __________________________________________________________________ presence of special Preparation<1> __________________________________________________________________ _______________________________ (name of the educational institution and preparation time)
CHARACTERISTIC
Head ________________________________________________________ (Name of the post of direct chief)

"__" ___________ 200_
"With appointment I agree" ________________________________________ (Signature, surname and initials of a citizen adopted for service in drug control authorities, anger, employee)
"__" ___________ 200_
Head of the Federal Drug Control Service staffing Russian Department or Chief of Personnel Unit ________________________________ (name of the territorial authority, organization of Russian Federal Drug Control Service) __________________________________________________________________ (special title, signature, surname and initials)
"__" ___________ 200_
Head ________________________________________________________ (Name of the Unit of Narcocontrol Organ)
______________________________________________________________ (special title, signature, surname and initials)
"__" ___________ 200_
Head of the Department of the Federal State Unitary Enterprise of Russia, in which the employee is appointed to the post or the head of ________________________________________________________ (name of the territorial body, the organization of the Federal Tax Service of Russia)<2>
______________________________________________________________ (special title, signature, surname and initials)
"__" ___________ 200_
The decision on the presentation _________________________________________ (number and date of the order for the appointment or reason for the refusal)
The correctness of all records confirm: ________________________________________________________________________________________________________________________ (position, title, signature employee of the personnel department)

Tip 1: How to write a view to the post

In personnel office proceedings, not only the "typical" calls on employees are often in demand, but also more than their identified options - submissions to the position. These documents are their volume and design, special rules for design. The information blocks themselves are specific.

Instruction

1. The representations are different: to remuneration, to use disciplinary action to dismissal, to the award of a special title, etc. Getting writing presentation to the appointment, specify for himself his main aim: to express the initiative and the proposal to transfer the employee to a new level of office for him and justify this decision.
2. Conditionally disseminate the document into two parts. One will be headlock, other - rod. In the first main details: date (number is not indispensable), view (presentation), its name.
3. There is no harsh approach to defining the name of the presentation. Admissible, for example, such options are "idea of \u200b\u200btransfer to position", "Submission to the appointment to the position."
4. In the main part of the submission, include the following employee data: surname, name, patronymic, date of birth, position. You can start document line - well-established linguistic stamp "Ivan Ivanov (data) is presented for the appointment to the position of (name)."
5. Further make a reference to education (which educational institution has completed when, what profession and specialty received).
6. Give a call to the production (labor) of the employee's activities. Use for this workbook data or other documents that confirm the experience, a candidate skill for a position. Describe the main grounds for the recommended movement on the "service staircase". If this is a superior position, specify the merits of the subordinate, its achievement, Furora.
7. Evaluate the results of the employee's work in the previous position in aggregate, its role in the implementation of important plans for organizing and performing special tasks. Specify the attitude of the employee to the case, analyze the quality of official duties. Wake up professional skills, individual abilities.
8. The final part of the submission to formulate the following details: signed by the compiler of the document, the completion of experts of personnel service (in the absence of a different structural unit of the organization), a marker about the consent of the employee for translating to another position.
9. Take note: For any organization, there are consistently painless personnel changes in which the use of the "internal stock source" is predictable. For some reason, everything is most often developed by the so-called rotation programs - the prospects planned for the future "horizontal" and "vertical".

Coling to an employee is a formal document in which the chief writes a feedback about the service, as well as about the social activities of the employee. Coling is a statement of career growth of an employee, its business and moral qualities.

You will need

• Official Corporate Blank, Print

1. When drawing up a call, you need to be guided by the rules for issuing ordinary business documents. For a positive setting, the calling is needed by the branded form and round print. The compilation of the call is usually imposed on the attorney administration or on the direct supervisor of the employee. In the first part of the call, you need to specify the name, name and patronymic of the employee, the date of his birth, held the position, as well as education. The placement of the first part of the pole is possible in the center of the sheet or in the upper right corner. In the latter case, the questionnaires are formed as a column. In addition, in the first part of the call, you need to specify the outgoing number assigned to this document during the design.
2. In the 2nd part of the call, the name of the company or the company, as well as the scope of its activities, is indicated. After that, the post occupied by the employee is indicated, the period of work at this place and the functions that are part of the employee duties. When drawing up a call in third-party organization, career growth is indicated with the listing of all positions.
3. In the third part of the abolition, an objective assessment of both personal and business qualities of the employee is given. Evaluation of the employee is carried out by further criteria: competence in the professional sphere. Performance. Business qualities (relevant for employees of the controlling link) Production morality and psychological qualities here are also made on remuneration received by the employee during work, and about the recovery, if such had a place to be. A separate subparagraph is allowed to describe the relationship of an employee with a team.
4. In the final part of the pole, the goals for which the document was formed, as well as the name of the organization for which the document was intended. In addition, the date of drawing up the document is indicated and the signature of the recommender is set, certified by the seal of the institution.
Video on the topic

Note!
Coling to employee is written from a third party in an arbitrary form.
Helpful advice
When drawing up a call for internal use, emphasize the attention on the creative potential of the employee. At the same time, the place to indicate where you need to give a review without fail.
Note!
Note that the harsh standards and rules for compiling representations for various purposes does not exist. Choose the best option for yourself in terms of volume and table of contents, adequately adopted in the organization of workflow references.
Helpful advice
In the boundaries of rotation programs, translations for positions with relevant ideas are carried out on a fairly formalized basis, and the interests and motivation of personnel are advantageously linked with the tasks of the enterprise. The practice of moving employees with such personnel policies is extremely highly efficient.\u003e Submission to position Sample

An example of writing representation

The main part also consists of several thematic subsections, and it is important to comply with their sequence.

The first of these is data on education, date of birth and name of the applicant for a higher place.

The second is very important - it is necessary to indicate which periods and aspects of activities in the organization give reason to qualify for a position, as well as the overall work experience specifically in the current company.

The third is no less important - it needs to be described in it, and be sure to indicate which qualities make you the best applicant for the position. And here it is absolutely necessary to discard the modesty, which in such a situation will be false. List all your positive qualities, successes and achievements for the post you are currently. Moreover, if you can bring specifics with numbers - fine, the leadership will accurately appreciate.

And finally, you need to specify the reasons why the applicant believes that he may take a higher position.

At the end, as usual, the date and signature, you can decipher it in brackets.

If not to modify when drawing up such an important document, as an idea, then it is advantageous to demonstrate yourself to management, manifesting a reasonable initiative. So even if it is not possible to get an increase from the first time, there will be no reason for chagrin. The fact is that ambitious employees are always approved by the bosses and will certainly encourage them.

The "Accident" of the Raising is filed with the aim of notifying the leader that the employee seeks to take a higher position from the free vacancies of the company. This paper is issued by the head of the department and is sent to the director of the enterprise. It seems the candidacy of the subordinate on the basis of:

If an employee independently writes the head of the company, recommending himself to the desired place, the note in this case will be a report.

How To Write: Document Contents

Attention. In general, it is performed in arbitrary form, but, like any document, requires compliance with certain norms and the inclusion of certain elements.

The standard option is as follows:

1. In the upper right corner, the person who is directed to the note is indicated. The name and the position occupied is noted. The record is carried out in a dutiful case.
2. In the central part of the sheet, the name of the document is prescribed, and the row is below its registration number and the current date.
3. Next is the header string in the proposed case. He must disclose the bulk of the letter.
4. After that, the text of the document is in more detail. The foundations and circumstances that led to this subject of discussion are described, namely the positive qualities of the employee, its acquired knowledge, differences. All that confirms its competence to obtain new operating functions and deserve it. As a conclusion, a specific proposal to increase the employee.
5. The applicant is noted in the lower part, in this case the immediate head of the candidate for a new vacancy. Position is affixed, full name and personal signature.

As for the formation of a form, then general rules also apply:

• using a white sheet of paper A4 format;
• tIMES NEW ROMAN font;
• size -14;
• the interval between lines is 1.5;
• the date format is allowed both in both digits and letters and numbers, when writing a month.

What does a document look like?

As an example, you can bring the "service" assistant to the marketing department applying for the released place of the marketer.

In the upper corner, write - the general director of the OOO "Main Group", Stepanova A.V.

The line is below - "On the raising of Eremin N.A.".

After that, the main text: "Eremin N.A." Works in the company from 04/07/2015, successfully coping with its duties. When working, it was often noted by initiative and assistance to colleagues. In September 2017, he received a diploma on the end of the English language courses. In connection with the specified characteristics of the employee, I recommend Eremin N.A. To raise to the position of the marketer. ".

At the end of the letter: "Head of the Marketing Department Zaitseva E.P.". After that, accordingly, the signature is put.

Following actions

If the petition of the department of the department was favorably adopted by the head of the company, and decided to translate the applicant for a new position, the preparation of some documents on this procedure is required. Registered an order to improve the employeeWith which the candidate himself needs to be familiar.

He is voiced by his new job responsibilities, functions and rights. At the disposal is the name of the frame, its table number, place of work (occupied and the future), the size of the future salary and the service note itself as a basis for translation.

After that, on the basis of the order, appropriate entries are made in all documents relating to the frame:

• labor book;
• personal card;
• working time accounting table;
• facial account.

reference. This order is compiled according to the forms No. T-5 or No. T-5A, in accordance with the approved decision of the State Statistics Committee of the Russian Federation of January 5, 2004 No. 1 "On approval of unified forms of primary accounting documentation for labor accounting and its payment."

Conclusion

Increased in position, as a rule, joyful and long-awaited moment for any worker person. But it also increases its workload and increases the level of responsibility. Also, in most cases, the size of the monthly salary is revised.

Due to the resulting changes, there is a need to change the set of data in the papers. Therefore, the procedure for transferring a frame to a higher position requires an attentive approach to paperwork.

Didn't find answering your question? Find out, how to solve exactly your problem - Call right now:

For some reason, the opinion was rooted in our culture that "they will offer themselves and everyone will give themselves." It seems to be arguing with great Bulgakov, however, it is often not true. The modern world is competition and running chairs, and many are not bend run right on their heads. So if a cherished position was freed, but it is not offered, you need to show the initiative in the form of an idea, and for this you need to know how to write it.

Sample of writing representation

So, this is a document for which business is appropriate, but an arbitrary style. It consists of a header and the main partition.

In the first part, you need to specify the addressee (the right upper angle) - they can be the head of the enterprise. In the presence of the trade union, you need to add as the second addressee of his chairman.

On the left side you need to specify that it is the representation, to put the date and leave a place for the number, which must assign a document to the document. However, for this type of document is quite appropriate and feeding without a number.

There is also obligatory to instruct the goal (on submission to the post such something).

An example of writing representation

The main part also consists of several thematic subsections, and it is important to comply with their sequence.

The first one is education data, date of birth and name Applicant for a higher place.

The second is very important - it must be specified what periods and aspects of activities in the organization give reason to qualify for a positionAs well as the overall work experience specifically in the current company.

No less important and the third - it is necessary describe their activitiesAnd be sure to indicate which qualities make you the best applicant for the position. And here it is absolutely necessary to discard the modesty, which in such a situation will be false. List all your positive qualities, successes and achievements for the post you are currently. Moreover, if you can bring specifics with numbers - fine, the leadership will accurately appreciate.

And finally, you need to specify the reasons why the applicant believes that he may take a higher position.

At the end, as usual, the date and signature, you can decipher it in brackets.

If not to modify when drawing up such an important document, as an idea, then it is advantageous to demonstrate yourself to management, manifesting a reasonable initiative. So even if it is not possible to get an increase from the first time, there will be no reason for chagrin. The fact is that ambitious staff are always approved by the bosses and will certainly encourage them.

NB Belova,
tomsk

Each personnel personnel service is sooner or later, it is necessary to draw up a characteristic or submission to an employee. The most difficult thing is to those who are first faced with such a responsible business as the preparation of his staff on labor and social activities.

There are no any regulatory requirements for drawing up characteristics and representations. Their content is largely formed by the practice adopted in the organization of office standards, education and experience of personnel staff.

In order to facilitate the work of the personnel and all those who have to compile these documents, we give a number of rules and recommendations on their preparation and design and begin with the characteristics.

Characteristics

Characteristic is a document with a review of the labor, public or other activities of a citizen, a brief description of its qualities shown in labor and social activities. The need for it occurs when a citizen or his behavior is required to give an assessment and take into account the powerful decision.

Depending on the purpose of compilation and use, the characteristics are divided into characteristics intended for use in the organization (hereinafter referred to as "internal") and characteristics, compiled at the requests of third-party (relative to the organization) of subjects and intended for use outside the organization (hereinafter - "External characteristics").

Features intended for external use

External characteristics are drawn up at the request of the employees themselves (for submission at the request of the request), the requirements of state and other bodies, third-party organizations. Objectives for which the employer is requested from the employer, can be diverse: both to solve household issues (for example, employee receipt in the educational institution, obtaining a loan, etc.) and to address issues related to the adoption of a state employee (in T . at the jurisdictional) or the municipal body of the powerful solution (for example, the issuance of various permits, applied to an employee of state-exposure measures (award or punishment), etc.).
The most difficult personnel officers are the compilation of characteristics requested by lawyers, organs (officials), in the production of which is the case of an offense, the commission of which is imputed to the employee, the courts (judges).

In all cases of attracting an employee to administrative or criminal liability, the court and the authority authorized to apply administrative penalties, when permitting the case and appointment of punishment, should take into account the personality of the perpetrator, its property situation and other circumstances that are important for the right permission of the case. To do this, they are endowed with the right to request information, characterizing the employee, his family and property situation, others. In most cases, in the documents with the requirements, the necessary information is not specified, which information is needed to be a court or other jurisdictional authority. In view of this, an employee of the personnel service at best can consult with a lawyer or an employee himself, and at worst - must independently determine what information is needed to the requesting characteristic.

We present general rules that will help simplify the solution of a number of difficulties arising from drawing up characteristics.

This part may immediately include information about the organization that issued a characteristic, for example:

Instead of "employee" in the header to the text, you can specify a specific name of the position (profession, specialty), which occupied) by the employee. However, this approach is more suitable for internal characteristics, as the entire work activity of the employee is important for external, and not only in the last position (by the last profession).

In practice, the header is often indicated a year of birth, for example:

Here, in the header part, the date of drawing up the characteristics, for example, is as follows:

The date of compilation may be indicated and as part of signatures of officials assumed by the characteristics, or at the end of the text (see below).
The main part of the characteristic can be divided into the following information blocks:

Consider them in detail.

Common biographical information

Under common biographical information, date and place of birth, information about education (level of education, educational institutions and the time of education) is understood. Personnel service establishes this information on a personal employee card and other accounting documents.

Common biographical information can be made in two ways:
but) in the narrative form of presentation- When the data is indicated in one sentence (in several sentences of one style) with the preservation of a single meaning, for example:

b) in the question mark of the presentation - When the data is specified as a list, for example:

If the employee has several levels of education (in different directions) or two (or more) education of one level (for example, two higher), then they are reflected in the characteristic with an emphasis on the main or main thing for the employee.
In the same block, information about military service is indicated, for example:

In a brief certificate of the employee's biography, information about the marital status - a marriage state, the presence of children, etc., for example, may be included.

Brief certificate of employment to the last job

This block is rarely included in the characteristic - as a rule, at the request of the employee or his lawyer. In this case, the personnel service officer indicates from 3 to 5 jobs until the last place, for example:

These data are established by the employment record of the employee.

Characteristics of work at the last place of work

In this information block, personnel service employees can be recommended to state information about the employee in the following order:

1) posts (professions, work), who occupied the employee (performed) in this organization, quick description of duties According to the last position (work performed) or in several recent positions (works) of the subject requested the characteristic. For example:

A more detailed listing of the duties performed by the employee must only be indicated if the employee itself is asks for this, a lawyer or other person requested. It seems that for such situations it is easier to prepare a copy of the official or production instructions of the employee, and in the characteristics of the main emphasis, to achieve an employee, for example:

2) Business qualities of an employee shown by him in the course of work. In fact, this block provides an assessment of the behavior of an employee given to him by his colleagues, direct supervisor, subordinate employees, personnel service. To prepare the characteristics in this part, estimates may also be used, the employee during the last certification.

What kind of business qualities should be in the characteristic, the personnel officer must determine with the employee, a lawyer or other requesting a person, and with the impossibility of consultations with stakeholders, independently, guided by the objectives and foundations of drawing up the characteristics.

It is always difficult to start listed by the quality of the employee. In order to facilitate this process, we recommend using Table 1, in which the personnel officer, the direct supervisor of the employee or the subordinate must answer the main key questions about the employee - "What?" Or "Who is he?" - in different directions.

Table 1

The left column of the table employee of the frame service may complement at its discretion. Filled by the direct supervisor of the employee, his colleagues, employee of the personnel service, the right column of the table is basic to describe the business qualities of the employee. For example:

Fragment of the filled table

When transforming short estimates in the main partition, the characteristics must be followed by the following rules:

With this, the business qualities of the employee can be described as follows:

In the sample, the description of the qualities of the employee is given with the help of verbs and brief adjectives. The same information can be stated as follows:

As can be seen from the fragment presented, the description of the business qualities of the employee is given in the manner presented in the table (in the direction of activity). This approach is considered the most correct, but not the only one. Preparing the characteristic, the compiler can list the quality of the employee not by groups, but in accordance with the logic of the narration.

The characteristic to the employee must be as objective as possible. By drawing it out, a personnel officer must give real and true, and not desired or ideal, a description of the employee. If the latter has shortcomings, they should be reflected in the characteristic. As practice shows, the characteristic is considered more objective, in which the ratio of deficiencies and positive qualities is 1: 5, then there are no deficiencies in more than 20%. Changing the ratio in favor of negative qualities makes a characteristic of a negative, and in favor of positive - causing doubts in objectivity.

Listing the disadvantages of the employee (according to the same areas of activity as positive qualities), should be correct and refrain from clearly pronounced negative estimates. The disadvantages are desirable to lift with advantages, and some cases need to be tried to neutralize them with the transfer of positive qualities, for example:

The said at all does not mean that if the employee has no shortcomings, then to give the characteristic of greater objectivity they need to come up. Just need to strive for this document as accurately as possible an employee;

3) participation in the projects of the organization, employee contribution to the organization of the organization. This unit should be given after describing business qualities. If the employee participated in important projects, it is desirable to characterize the degree of his participation, personal contribution and, if possible, designed for quality, for example:

4) Personal qualities of an employee shown by him in the course of labor and social activities. When describing the personal qualities of the employee are guided by the above rules. Like business, personal qualities are described in the form of judgments about the employee. In order to make it easier to remember the character of the employee's character, you can also use the table in which the compiler first gives short answers to the question of what "and only then transforms them into a single text.

table 2

If, when evaluating business qualities, you can still talk about some objectivity, then the assessment of personal in the overwhelming majority is subjective, unless it gives a large group of people. Moreover, personal qualities can be interpreted in different ways. For example, the characteristic of "ambitiosen" can be interpreted in two ways: and as a positive feature, allowing to draw conclusions that the employee is committed to great achievements, and as a negative, testifying that the employee exists excessive pride and self-conceit.

Therefore, as well as in the case of business qualities, words should be taken carefully. The same should be said about the shortcomings - if they are evident in the opinion of the compiler, it is necessary to try to balance their advantages.

Taking into account the said personal characteristics can be described as follows:

If a psychologist does not participate in the compilation of the characteristic, should not be takenlated by a psychological assessment. Maximum, what a personnel officer can make, this is a character warehouse (calm, impulsive, etc.) or temperament (sanguine (balanced, movable), choleric (unbalanced, movable), phlegmatic (balanced, inert), melancholic (unbalanced) , sedentary). It should be noted that the conclusions about the warehouse of the nature or temperament of the employee will be objective only if they are based on long observations behind it;

5) results of training, retraining and advanced training. Basically, this information is given in the characteristics requested by the new employer of the employee, the authorities establishing a new professional status of the employee, etc. In the characteristics compiled for submission to court and other jurisdictional bodies, this information will be redundant if only they are not given for "full-picture "Or to compensate for the lack of information about labor activity. In this case, information about the training of an employee can be linked to its business or personal characteristics as follows:

6) information about awards and promotions, disciplinary penalties. This information is established according to the personal account of the employee. If the employee has several homogeneous promotions, they can be specified in general form. Significant promotion and awards must be highlighted, for example:

If the employee has "unretended" or "outstanding" disciplinary recovery, then when solving the question of whether they should indicate them in the characterization, the personnel officer should be guided by the principle of objectivity of information. However, it should be noted that the right to specify or not specify one or another information is entirely personnel service if there is no direct indication in the request from jurisdictional organs that disciplinary penalties should be indicated in the characterization (if available).

Characteristic of social activities

In this information block, it is indicated in which public associations or bodies a worker consists in which public projects and events he takes part, etc. In this block, social activities of the employee can be described both within the organization and abroad, but about which the personnel service is reliably known from employee messages, other sources. For example:

Other information

Once again, we pay attention to employees of personnel services to the fact that the characteristic is not a personal or account of the employee, but a document in which the employer should evaluate the employee. If the court, law enforcement and other bodies were interested only in reference data about the employee, they would have enough copies of a personal card or discharge from it.

In the event that an employee of the personnel service fears to make a mistake in its assessments or cannot give them due to the absence of psychological education, or considers it necessary to refrain from assessments, but nevertheless, inform the information that may be of interest to the subject using the characteristic, it can be advised Just state the facts that took place during the work of the employee in the organization. In the event that he himself was not a witness to these facts, it is advisable to specify where this information is known to him. In the characterization, you can make a summary of the statements, statements or statements of the employee who can additionally characterize it. For example:

Despite the fact that this information is a statement, it can entail more substantial consequences for the employee than the estimated characteristics. Therefore, you need to give a report as it will be interpreted.
What is undesirable to do in the characteristic, so it is forecasts and assumptions, unless this is not particularly needed.

The objectives for which the characteristic is given.

At the end, the characteristics are indicated for what purposes the characteristic is issued. If it is known to know, then this is directly indicated in the characteristic, for example:

If the characteristic is prepared for use in several organs, it can be written in it:

If the calculation date is not specified in the header part, it can be specified in this information block, for example:

The performance site can also be indicated in the header part, for example, if the characteristic is prepared for presentation to potential employers, the view site can be specified as follows:

Features intended for internal use

Cases and foundations of the compilation of internal characteristics must be defined in local regulations. Mostly the need for them arises when issuing questions about translations for vacant positions, on the application of encouragement measures or disciplinary impact, to determine the conformity of the employee of the position or work performed (in the course of certification), on behalf of the employee of new duties (for example, leadership of the new project), On the direction in a long and responsible business trip, etc.

The recommendations set out in the previous section can be used in the preparation of internal characteristics. However, in the internal characteristics, the greater emphasis should be made on the work of the employee.
Depending on the purpose of compiling the characteristics in addition to the qualities of the employee, an assessment of the creative potential of the employee can be given, conclusions about his aspirations, expectations and claims (for example, for career growth), recommendations on the use of its qualities, etc.

Often, the internal characteristics are composite parts of other documents, for example, representations, which will be discussed in the next issue of the magazine.
Since the internal characteristic is drawn up exclusively for internal use, then it is not necessary to specify the view in it.
In some cases, there is a need to specify an official at the request of which the characteristic is drawn up.

Rules for design and issuing characteristics

Usually, the characteristics are compiled by personnel service staff. At the same time, the primary characteristic that falls into the form of an official document is usually prepared by the direct supervisor of the employee. As a basis for the general characteristic, polls of colleagues or subordinate workers can be taken.

Regardless of who prepares the characteristic, in the local regulatory act of the organization should be clearly defined by who has the right to give out the characteristics and whose signature they should be certified.
For the characteristics designed for external use, the main requirement is their official. Therefore, they must be signed by the first person of the organization or the person authorized and to be marked with the seal of the organization. In a number of companies, it is assumed to certify the characteristics of the second signature - the direct head of the personnel service.

Internal characteristics are signed only by the head of the personnel service or the compiler of the characteristic, print printing in them is not affixed.

Characteristics relate to documents containing personal information about the employee, and, consequently, their preparation and submission should be carried out in compliance with the rules of chapter 14 of the Labor Code of the Russian Federation. According to Article 88 of the Labor Code of the Russian Federation, the employer cannot report personal data of the employee to the third party without receiving written consent to the employee (the exception is cases when it is necessary to prevent the threat of life and health of the employee, as well as in cases established by federal law).

In the event that the initiator of the compilation of the characteristic intended for external use is the worker, the characteristic is issued to it on receipt. Take a receipt of receipt of the characteristic follows the lawyer of the employee who receives it in hand. To account for the external characteristics issued by the Organization, a corresponding book (magazine, an album), provided for by the local regulations on the protection of personal data of workers, in which marks about the characteristics issued and the painting of recipients are affixed (upon receipt). In the direction of the characteristics by mail, it is made on the receipt marks, affiliated on the basis of postal notifications.

With the characteristics transmitted or sent by mail the initiator of its preparation, a copy is removed, which is placed in the personal business of the employee. Moreover, it concerns both the characteristics of working employees and fired.

Effect of characteristics

In conclusion, the first part of the article will once again return to the content of the characteristics.

When they are drawn up, there are a large number of questions about the echoids of bringing one or another information. The desire of employees of personnel services "not harm" sometimes leads to the fact that the characteristics turn into "praise sheets".

According to judges, officials of jurisdictional authorities, making decisions on punishment, most characteristics are written on a single template, and they are all similar to the ideas of workers to award. If the initiators of the initiation of a criminal case or an administrative offense case are the employers themselves, then there is a complete opposite - the characteristics of workers who committed official offenses against the interests of the enterprise owners are originally similar to the sentences. Objective characteristics - units.

To give a universal advice - to write in the characteristic, everything and only "the truth and nothing but truth" would be increasing, for the simple reason that, firstly, any human assessment of events and behavior is subjective and "each of its own truth", and Secondly, because it is more difficult to make a positive assessment to use the employee than negative, and does not matter who is subject to its use. We believe that the minimum of harm and maximum benefit will bring the above-mentioned advantage of the advantages and disadvantages of the employee, if, of course, the latter are available. As for the advantages, even if it is impossible to form an idea of \u200b\u200ban employee, there are a number of neutral and impartial estimates that may be based on the characteristics.

The most responsible is to draw up the characteristics for vessels or other bodies that decide on the application to the employee of the punishment, to issue an employee of permission (for example, for adoption), etc. In order for the characteristic to be the most complete, you need to try to consult with a representative of an employee or an organ requested the characteristic.

After such a characteristic is drawn up, a personnel officer must give it one of three estimates: "Positive", "satisfactory" or "negative." If it is difficult to do this, then you can ask your colleague (of course, without reporting the data about the employee).

In no case cannot be assumed that the characteristic is written for "proforming". External characteristics, especially judicial, are able to change human life. Here are just a few examples, as characteristics from the place of work and place of study affected the fate of people:
a) Positive characteristic:

Fragment of a court decision

b) satisfactory characteristic:

Fragment of a court decision

c) Negative characteristics:

Fragment of a court decision

By compiling the next characteristic, it must be remembered that its use can change not only the life of the employee, but also other people, for example, adopted by the baby - putting their signature in the characteristic, you are peak up and his fate. Therefore, be careful with the words!

Representation

NB Belova,
tomsk

A submission is understood as a document in which the initiative is expressed on the application to the employee of concrete measures or on the employee of certain actions. In many respects, the performance resembles characteristics. Moreover, in some of them, the characteristics are included in the form of separate blocks. However, these are different documents that differ in both the content and design.

The view can be consecrated into two parts: header and main. The following are the following details:

In the main part of the presentation, first of all, accounting information (surname, name, patronymic, position or profession, date of birth, etc.) should be given. Their composition is determined by the personnel service for each view of the submissions (see recommendations for the preparation of certain types of representations). Depending on the type of presentation in it, individual information blocks are given: the characteristic of the qualities of the employee necessary to address the application for the employee of concrete measures; grounds for applying to the employee of the relevant measures; Direct view; Conclusion of the relevant subdivisions on submission; Other information. The very idea may be formulated as follows:

"I present _____________________ to ____________________________________";
(data about the employee)

"_____________________ is submitted to ____________________________________".
(data about the employee) (actions or measures against employee)

In practice, such a formulation is also often used:

"_________________________ is worthy of __________________________________________."
(data about the employee) (actions or measures against employee)

Depending on the measures to which the employee is represented, other information may be included in the presentation (see the next section).

Types of representations and their content

I. Submission to promotion

The idea of \u200b\u200bthe promotion of the employee is the most common type of representation. It is provided for in the system of personnel workshop of a significant number of organizations and state bodies.

Before proceeding to the content characteristic of this presentation, you need to pay attention to the next moment. It is not always the wording "Preparation of the submission to the promotion of an employee" means the compilation of a separate document - submission. In most regulatory legal acts regulating the procedure for the promotion and awarding of employees, the provision given means the preparation of documents for encouraging staff at all; The specific types of documents are provided for by the instructions for office work, other local regulatory acts of the organization. For example, the preparation of the submission to awarding employees by some departmental signs of differences in labor involves the preparation of such documents as letters-petitions (addressed to the head of the authority to be encouraged), premium sheets, others.

If the personnel service intends to include directly to promotion into the office work system, then it is desirable to take into account a number of the following recommendations in the development of its form:
1) In the presentation, it must be a place for credentials. Their composition depends on the "under whom" the form is developed. So, in the promotion of the employee, which will be the direct supervisor of the employee, not to completely provide graphs to indicate those accounts, access to which only personnel service has access. For the form of such a presentation, sufficiently general data, which is known to the direct supervisor of the employee - the names, name and patronymic position (work performed), the tablet number. In the event that graphs include graphs for more information, for example, work experience in the organization, the time of replacement of the last position (execution of work in the last profession), etc., they can be filled by a personnel officer after receiving a partially completed presentation from Head of the Structural Unit. In this case, in the subscripts, you can specify who fills one or another graph, for example:

Fragment of representation

REPRESENTATION
to promotion

2. Date of birth ________________________________________________

3. Position / Profession __________________________________________
(indicated by the head of the employee)
4. Tabel number __________________________________________
(indicated by the head of the employee)
5. Work experience:
- General _________________________________________________________
(indicated by the personnel service)
- In the organisation _________________________________________________
(indicated by the personnel service)
- in his position (at the profession performed) _____________
(indicated by the personnel service)

If the view is developed directly for the personnel service and will be addressed to the head of the organization, the composition of credentials can be significantly larger, for example, about the employment contract, education, once again, please note that the question of which credentials should be indicated in the view, Personnel service solves independently;
2) In submission to encouragement, it is desirable to provide a place to reflect information about the existed disciplinary from an employee, for example:

"Information about unnoticed disciplinary recovery ________________";

3) In the event that, according to personnel service, a person who has the right to apply encouraging, to make a decision on encouragement, it is necessary to know information about the employee, the form of submission provides for graphs for the brief characteristics of the employee, for example:

"A brief description of _______________________________________".

The characteristic can be highlighted in a separate information block (see below). If only merits and achievements are important for the person who makes a decision on the promotion of an employee is important for which the employee itself is presented to promotion, it is enough to provide lines in the form of submission to list them, for example:

"Specific merits (achievements, successes, differences) _____________";

4) In the submission to promotion, it may not be provided for the possibility for indicating the direct supervisor of a particular type of promotion. In this case, the document formulates a general proposal to apply to the employee of encouragement without indication, which, for example:

"___________________________________ seems to be promoted."

For the final decision on the presentation, individual graphs or information block are envisaged;
5) The presentation form should provide a place to sign an employee who has prepared a submission.

In the event that the promotion system provides for the coordination of the ideas made by direct managers, with the personnel service, then in the form of a submission it is advisable to provide a place for its conclusion.

Depending on how the personnel of the organization or other person should express its decision on the presentation, when developing a submission, it is necessary to provide a place for a resolution or to express a specific decision.

Thus, the representation can be broken into the following information blocks:

Taking into account the above, the submission to promotion can be compiled according to the sample given in the "Paper" section - p. 79.

For cases of submission to the promotion of a group of employees in order to reduce document management, it is advisable to develop a separate presentation.

The main part of such a presentation can be designed according to the following sample:

Fragment of representation

Per ______________________________________________________________
(motive promotion)
seem to promote in the form of _______________________________
(Specific type of encouragement)
1. ______________________________________________________________

2. ______________________________________________________________
(surname, name, patronymic; position, profession)

This form is used in the event that a group of employees seems to the same type of encouragement. To represent several workers, the sample given in the "Paper" section on page 80 can be used to represent multiple types of promotions.

II. Submission to the use of disciplinary recovery

The idea of \u200b\u200bthe use of disciplinary recovery is used in the system of personnel deproduction of a significant, but not large number of commercial organizations. This is largely due to the fact that to make a decision on attracting employees to disciplinary responsibility, sufficient documents confirming the fact of making disciplinary misconduct (acts, protocols, reports, report notes, etc.).

If the personnel service intends to consolidate the duty to nominate the initiative on the use of disciplinary penalties behind the heads of structural units and unify the documents in which such an initiative is expressed, then when developing a submission, it is necessary to take into account the recommendations given in the previous section (to develop a submission to encouragement). So, first of all, the personnel service must determine the composition of the accounting information. In the main part of the presentation, it is advisable to provide graphs for:

The presentation may provide for a place for bringing a brief characteristic to an employee.

In the same way, as in the case of a submission to encouragement, a place for the resolution of the head of the organization or other person authorized to make decisions to attract workers to disciplinary responsibility should be provided for the use of disciplinary recovery. The view to the use of disciplinary recovery can be drawn up in the form given in the "Paper" section (p. 81).

III. Presentation of translation

This type of representation is also found not in every organization. As a rule, the submission of the translation is introduced into the office management system to address the issues of translation as a senior management position and in cases where local regulatory legal acts provide that the appointment is made to the corresponding representation of a higher officary.

In the presentation of the translation, it is necessary to provide a place for:

Since the translation into a superior position can be conventionally considered a promotion, then when developing a specific form of submission, it is advisable to take advantage of the recommendations given in subsection I of this section, and, in particular, to provide a place to address the head of the organization (other official) on the presentation. As an example, an presentation version given in the "Paper" section (p. 82) can be used.

IV. Representation on the employee during certification

The traditional procedure for certification of personnel involves the preparation of the presentation on the certified employee.

In the most common form of presentation on the certified employee, in addition to the place to indicate accounting data on employee (surname, name, patronymic, date of birth, held at the time of certification, appointment dates for the position, education, general work experience, sentence of position, etc.) The place is given to:

In the form of submission to the executive employee, in addition, it is envisaged to reflect the results of the activities headed by an employee of the structural unit, the results of the implementation of the project coordinated by him.

Usually, responsible for the preparation and design of the presentation is the immediate head of the employee. The document signed by him is transmitted to coordinate in personnel service or directly to the attestation commission. If the local position on the certification of the organization's personnel is provided for the approval of the presentation with the personnel service, then in the form of a presentation should be provided for a place for visas for approval or special frameworks.

When developing a form of representation on a certified employee, a version of the presentation may be taken, in which the meaningful part is designed according to the following sample:

Option view

REPRESENTATION
on the certified employee

1. Surname, name, patronymic _______________________________________

2. Position held at the time of the certification _________

3. Date of appointment for office _________________________________
4. Motivated assessment of professional, personal qualities and
Official results _______________________________
_________________________________________________________________
_________________________________________________________________
________________________________________________________________.

___________________________________ _________ _____________
(position of the head, (signature) (decoding)
presented)
"___" ___________ _______.
With the view acquainted _________ _____________
(signature) (decoding)
"___" ___________ _______.

In some organizations and institutions, the procedure for compiling the presentation on a certified employee is characterized by certain features. So, for example, when certification of medium-sized educational institutions, the presentation for certification is being prepared by the Council of Educational Institution on the basis of the report of the Director on the results of the work at the General Meeting of the Collapse and is signed by the Deputy Chairman of the Council of the Advisory Institution, indicating the dates and numbers of the minutes of the meeting, Council meetings. Consequently, the form of the presentation should provide for the place to indicate the details of the listed documents.

Since uniform requirements for the procedure for conducting certification, and, consequently, the form of submission on the certified employee does not establish legislation, the organization may provide a special approach to the reflection of the employee's assessments. For example, in a number of banking organizations, personnel certification is carried out according to the scheme established by the Central Bank of the Russian Federation for its employees in the Regulation on the Certification of Employees of the Central Bank of the Russian Federation, approved by the Order of the Central Bank of the Russian Federation of 15.05.1994 No. 01-000. In this scheme, the form of submission provides for the possibility of stating estimates by expert groups, which include representatives of various units that are most often interacting by the acquisition with a certificate employee. In this case, each expert is assessed by the parameters specified in the submission form:

Fragment
forms of representation

REPRESENTATION
(at a specialist)

Surname _______________________ Position ______________________
Name ___________________________ ________________________________
Patronymic ______________________ Place of work ___________________
________________________________

II. Specialist assessment (rate on a 7-point scale
Performance of Labor, Professional and Personal Qualities
Certified specialist. For extreme values, scales (1 and 7 points)
The necessary explanations are given. Drive the circle that score that
Your opinion, most corresponds to the level of certified):

Evaluation of labor performance indicators

Each work has been spent on
spent significantly much less time
more time than it dictates
it is dictated by experience or experience or plan
Plan 1 2 3 4 5 6 7

In some organizations, the scheme for holding certification does not provide for the preparation of submissions to employees - they are replaced by the reviews about the activities of the employee, reviews about the employee or characteristics-reviews. These documents differ from the ideas that in them, in addition to the above information, the special information block provides reviews about the employee of his direct supervisor and the preliminary conclusions about the conformity or inconsistency of the employee of the office or established requirements.

In conclusion, it should be noted that there is no presentation in the considered view as such a formulation of the presentation - the employee is presented.

V. Submission to the assignment of a special title

The idea of \u200b\u200bthe appropriation of a special title is the core of the procedure to assign employees of a number of state bodies of special ranks. Since mainly this procedure is governed by special regulatory legal acts, the forms of submissions are approved by these acts.

Mainly forms include the following information blocks:

Since the presentations to the assignment of special ranks have a circulation only in some state bodies, their samples seem to be superfluous. The same staff members who have to solve issues with the preparation of submissions considered, we recommend to study the schemes provided for by special regulatory acts, for example, instructions for organizing work on the application of promotions and disciplinary penalties in the controls of drug trafficking and psychotropic substances (the order of the Federal Service of the Russian Federation for drug traffic control dated 09.06.2004 No. 174), instructions on the procedure for the submission of employees and citizens adopted by the service in the customs authorities of the Russian Federation, to the assignment of special ranks (Order of the State Customs Committee of Russia of 30.04.1998 No. 280).

Vi. View to dismissal

This type of submission is also applied in government agencies. The introduction of it into the system of personnel records is due to the specifics of the service in government bodies (when the right to formulate the issue of the dismissal of the employee, his immediate supervisor or the head of the relevant structural unit) and the peculiarities of building their recruitment apparatus are given. But in the transfer of this experience in commercial organizations with minor personnel services, it is unlikely that there is a special need - loaded by the execution of mandatory documents, inspectors for personnel without enthusiasm will be treated for the compilation of another document during the dismissal of the employee. As for the linear managers, the heads of structural divisions, then involve them in the procedure for compiling representations and is presented at all.

For those who nevertheless intend to introduce submission to the dismissal system to dismiss, pay attention to a number of regulatory legal acts regulating the procedure for the dismissal of state bodies, for example, to the instructions on the organization of work on the dismissal of employees with service in the control bodies of drugs funds and psychotropic substances (order of the Federal Service for Drug Control of Drugs dated 23.06.2004 No. 186), Methodical recommendations on the organization of work on the reception of citizens of the Russian Federation to the service (work) in the customs authorities of the Russian Federation for the appointment to the post, by dismissal Persons of the customs authorities of the Russian Federation and the institutions of the State Customs of Russia (Order of the State Customs Service of Russia of March 17, 2004 No. 115-p), Instructions on the procedure for applying the Service Provision in the Internal Affairs Bodies of the Russian Federation in institutions and bodies of the Ministry of Justice of the Russian Federation ( Ikaz Ministry of Justice of Russia dated 26.04.2002 No. 117).

It should be noted that some companies will soon be obliged to provide for the submission to dismissal in their system office work. This applies to those organizations in which citizens are already undergoing or will undergo an alternative civilian service. According to the Regulation on the procedure for the passage of the alternative civil service, approved by the Decree of the Government of the Russian Federation of 28.05.2004 No. 256, the decision to dismiss a citizen with an alternative civil service is made on the basis of submission to dismissal; In the presentation to the dismissal, the grounds for which the citizen is subject to dismissal from an alternative civil service is indicated. When developing a form of such a submission, the personnel service can use poses approved by the above regulatory legal acts.
In any case, in the form form it is necessary to provide graphs to indicate the following information:

Fragment of representation

...
It seems to be dismissal in accordance with ______________________
(subparagraphs,
__________________________________________________________________
points, Articles of the Federal Law)
In connection with __________________________________________________.
(Reason for dismissal)

In the form of submission to dismissal, it is also necessary to provide a place for marks of the employee who are discharged with the submission and signature of the staff.

In completion, it is necessary to note once again that any regulatoryly fixed rules for the preparation and design of ideas do not exist. As for the above techniques, they should be considered as recommendations.

Also on this topic.

Please prepare the characteristic on the employee most often addressed to personnel professionals:

• officer himself;
• government agencies;
• head of the Organization.

In the first and second cases, the ready-made characteristic from the place of work is needed to present it into some instances outside the organization in which the employee works (for example, in the guardianship and guardianship authorities; or in the educational institution in which it is studying without separation from production ; or at a new place of work; or in court). Thus, the characteristic is required to external customer.

In the third case, some intra-organization procedures are preparing associated with an employee's assessment, and the document will be used within the institution. His customer is internal.

Specialists of the personnel service are not obliged to write a characteristic on their own, because they cannot know the business qualities of each employee, but they must organize the preparation of such a document: contact the immediate boss, to assist him in writing and designing the document.

The content will depend on the objectives of creating the characteristics. Therefore, we consider various options that are often found in practice.

Examples of positive and negative characteristics

To begin with, we give an example of a positive characteristic from the place of work. This is the most common option in which the strengths of the person and its positive professional qualities are listed.

Nikiforov Semen Ivanovich - a specialist of a high profile, which is working in the "Electrosystem" LLC 15 years. His total work experience is 22 years old. During his work in LLC "Electrosystems", he established himself as a responsible, qualified employee. Semen Ivanovich competently, quickly and effectively solves the tasks set before him. The projects of installation of electrical systems commissioned by him are qualitatively and in a short time. The main positive qualities of Ivanovich's seeds are his responsibility and perseverance when the goal is reached. It is also impossible not to note his ability to competently explain the task to other specialists. Nikiforov Semen Ivanovich twice awarded gratitude from the leadership of LLC "Electrosystems".

Now we give an example of a negative characteristic:

Mitrofanov Ivan Ilyich worked in the "Electrosystems" LLC for 1 year and 3 months. During this time, he did not show high professionalism. Despite some positive qualities, Ivan Ilyich is characterized as a small-cipplated employee. The absence of discipline was manifested in non-compliance with the timing of the performance of work, regular delays. Ivan Ilyich twice subjected to disciplinary recovers.

Characteristic when encouraging

Promotion can be initiated by the management of the organization. In this case, the procedure requirements can be flexible and determined by local regulatory acts:, the provision of encouragement, etc. Often, the characteristics of the direct supervisor also includes a package of documents for the submission of an employee to promote.

Sample Characteristics from the place of work on the worker, which is planned to be awarded the Certificate of Honor

To select faithful words for characteristics, you need to think about what qualities in the company are considered the most valuable, and based on this to identify the employee. An example of the characteristics from the place of work, presented above, focuses on the performing qualities. However, it is possible that your company is especially welcome:

• loyalty, the loyalty of the company and its leaders;
• or the ability to make decisions on behalf of the initiative;
• or responsible attitude to the quality and timing of work;
• or the ability to build relationships with customers ...

But there is another type of encouragement - awarding the state awards of the Russian Federation. In this case, the documents from the place of work are made to serious requirements (in detail about this - in the decree of the President of the Russian Federation of September 7, 2010 No. 1099 "On measures to improve the State Award System of the Russian Federation", as well as in the letter of the Presidential Administration of the Russian Federation of 04.04.2012 No. AK-3560). The letter contains guidelines for issuing documents on awarding.

Sample Characteristics to the employee to receive the State Names

Characteristic when solving the issue of recovery

The employee made misconduct, and the question arises of the recovery: reprimand or dismissal. Perhaps a service investigation is conducted. What kind of sentencing choose? For a response to this question, all circumstances and materials of the incident are carefully examined. If the positive characteristic from the place of work will be taken into account, containing such estimates as:

• responsibility for the work performed;
• lack of bad habits;
• compliance with labor discipline, etc.,

that punishment for an employee who committed misconduct can be relaxed.

Sample characteristic when solving the issue of recovery

Characteristic with raising

In a large organization with an extensive hierarchical structure, or in state and municipal authorities, many internal procedures are strictly formalized. For example, exists. A set of documents for each participant of such a reserve includes characteristics. They emphasize on the qualities of an employee necessary for a candidate for a leadership position: competence, volitional, organizational abilities, intelligence and authority.

Sample Characteristics when improving

Characteristic with certification

The Labor Code does not regulate the procedure for holding in the organization. However, if such a procedure is planned, it is necessary to compile a local regulatory act - the provision on the attestation, approving it by order. The position should contain a list of documents provided by the Attestation Commission, including the characteristic on the certified employee.

The characteristic needs to include:

• information on education, advanced training, positions, work experience;
• evaluating the results of work and implementation of significant projects;
• information about the availability or absence of penalties or promotions.

Sample characteristics when conducting certification

Characteristic to court

During the court hearings, the characteristics on the defendant (the accused) are often attached to the case materials: any participant in the trial, including the worker against which the case was initiated. Look at the sample characteristic on the driver from the place of work - it became a circumstance that mitigates administrative responsibility (the decision of the Davlekanovsky District Court of August 23, 2010 Case No. 12-93 / 2010).

The employer must remember that the document issued by him becomes a kind of testimony, and try to be as accurate as possible and truthful.

Sample Characteristics for Court

Use in your work the sample characteristic to the employee from the place of work from the previous section as a template, substituting its definitions.

This document:

• compiled on the form of the organization;
• includes employee personal data (FI., Year of birth, family status, work experience, position, education, etc.);
• contains a detailed description of business and personal qualities;
• completed by the phrase explaining the purpose of drawing up a document (most often "for granting a court" or "for presentation at the place of the claim");
• signed by the head of the enterprise;
• completed printing (if available).