How to organize certification of employees within the company. Types of certification for effective personnel management

HR is made up of many components. An important element of it is the assessment of the quality of personnel training. The so-called certification - what is it? It is about assessing the suitability of employees in professionally and the extent to which they correspond to the position they occupy, held with a certain regularity.

Certification - what is it? Who can't do without it?

Each industry has a list of positions and professions that are subject to this procedure. From a legal point of view, the Labor Code, like other regulations, does not contain a mandatory provision forcing any employer to certify their own employees without fail. Only representatives of certain industries and activities should pass it, which is reflected in the legislation.

Who exactly can not do without certification? First of all - employees of the Russian Federation, representatives of the state and executive authorities of both the Federation and its subjects, as well as workers in municipal bodies.

Mandatory certification of an employee is required for personnel in a number of industries, namely, those who are responsible for the movement of trains on railways, conducts operational dispatch control at electric power enterprises, works at hazardous production facilities or is associated with shipping.

In addition, all employees involved in the storage and destruction of chemical weapons and objects of ionizing radiation are certified. This also includes aviation personnel, as well as those who work on objects related to space.

Of the more "peaceful" professions, librarians, teachers and management of educational institutions, as well as unitary enterprises, are subject to certification. category of workers is also mandatory; since 2013, some changes have been made to its rules.

Those who are not included in this list are certified on a voluntary basis. The employer develops and adopts the regulation on its conduct independently. His duty is to publish containing the terms and procedure for attestation. Moreover, the wording of this document must comply with all legal requirements.

Qualification certification. What is a local regulation and what does it contain

There are no universal recommendations for assessing the professional qualities of employees. This is due to the fact that each organization has its own specifics. Our task is to consider only the main points contained in the local document "Regulations on certification", the legal significance of which is not subject to dispute.

The head of any enterprise who approves such a Regulation for his employees must first of all prescribe in it which of their categories are subject to certification and which are not.

Finding out how an employee corresponds to the position he occupies is carried out in relation to the category of employees. This definition refers to social group workers, whose work is mainly not of a physical, but of a mental nature. Circle them official duties most often consists of leadership, development and decision-making, work with information.

The social group, called workers, works physically, creates a material product and ensures activity from a technical and production point of view. Their qualification category should not be confirmed by attestation.

In turn, employees can refer to managers, specialists or technical performers. The decision to participate in the certification of any of these three groups is taken independently by each organization. For example, at some enterprises it is not customary to certify technical performers.

Who can not pass it

Who can be legally exempt from this procedure? A fairly large number of employees belong to the category not subject to certification, namely:

1. Those whose experience in this position is less than a year. It is understood that their work experience is still too small to make an objective conclusion about professional suitability.

2. It is impossible to certify pregnant women, and even if signs of low professionalism are revealed, such an employee cannot be fired. This prohibition is in

3. Also, this procedure does not apply to women with babies under the age of three who are on leave to care for them. It is possible to certify such an employee only one year after the date of entry to work. It is understood that a woman who is on long-term leave is automatically degraded. Just as in the previous case, this worker cannot be fired, even if her qualifications leave much to be desired.

To add other categories to this list by his own order, the manager has the right in relation to those who work internally or part-time fixed-term contract lasting no more than two years. In addition, those who have completed professional retraining or advanced training courses during the next year.

The same period (1 year) protects those who were appointed to the position as a result of the competition from attestation. Young specialists can also be exempted from passing it.

About the dates

How often should certification be carried out and in what time frame? The regulatory provision governing the entire certification procedure and approved back in 1973 (since latest changes in 1986) remains relevant to this day. According to him, certification should be appointed and carried out periodically with an interval of 3 to 5 years.

The specific date for its holding for each organization must be reflected in its local act - all the same Regulations. The deadline for the procedure itself, including summarizing the results, must also be indicated there.

It is installed independently at each enterprise, guided by the composition of the certification commission and the number of staff. From a practical point of view, the most acceptable interval is from three months to six months. That is, the event must be completed within the specified time. For an organization with a large number of employees, it can be carried out in stages with the distribution of those certified by years.

Warn employees in advance

The next important point that must be reflected in the local regulatory act is the need to inform the certified employees about the upcoming procedure for a period of at least a month. Before passing the certification, the employee must be informed of its dates and schedule.

A week before the expected date, he is obliged to give out for review a characteristic drawn up for him. He has the right to receive other documents for certification relating to him personally. And upon completion of its passage, they have the right to familiarize themselves with the results and request the necessary copies.

What are the certifications?

The next ones are held in a predetermined period. In contrast, early or intermediate certification is the one that had to be organized in the so-called inter-certification period.

What are the reasons for early appraisal of an employee? This can happen in the event of a vacancy and promotion to a vacant position. Or vice versa - if there are serious miscalculations or omissions in the work, as well as a disciplinary offense related to the performance of duties assigned by position.

If the work of the entire unit for a certain time causes criticism, this can also serve as the basis for the appointment of a general early certification. It can also be carried out at the request of the person being certified, who wants to nominate himself for a higher vacancy.

Intermediate certification may "shine" for an employee who, for some reason, has avoided going through a planned similar procedure. This is usually done if it is necessary to check his professional qualities. And one more reason for early certification - completion of the previous assessment "conditionally certified".

All the grounds and rules for conducting such a procedure (its early version) must be set out in the most detailed way in the Regulations in order to avoid disputes and disagreements.

Her goals

The main goals in this event (certification) include the evaluation of results labor activity employees, finding out how they correspond to their position, identifying shortcomings and gaps in the level of professional training and drawing up a plan for further development.

Additionally, they check for certification psychological compatibility with other people (team), the ability to make group decisions, the degree of loyalty, as well as monitor the overall motivation in labor activity and in work on this specific location. The final result is the clarification of the prospects for the future career of the person being certified.

By definition, its general goals include improving the quality of personnel management and personnel work in general, as well as improving the indicators of discipline and responsibility. The specific task of this event is to identify the circle of persons or positions - the closest candidates for dismissal due to staff reductions and the accompanying improvement of the moral climate with the improvement of psychological relations.

The need to comply with the law

The attestation commission is obliged to work according to a certain regulation, also clearly spelled out in the Regulations (we are talking about the dates of meetings, and the wording of decisions made with the slightest nuances of their design).

Article 81 of the Labor Code indicates that if, based on the results of the certification, a person can be fired, the composition of the commission must necessarily include a member of the trade union body. If a specific certification is in no way connected with the possibility of dismissal, the presence of these representatives is not mandatory.

The results formulated by the commission should be in the form of "corresponds" or "does not correspond to the position held." Sometimes there is a third kind of assessment - "corresponds conditionally". Such an intermediate option allows you to have the desired effect on the certified person.

The wording of the results must be exactly the same as indicated above. Others (such as "fit", "certified") do not comply with legal standards, speak of the unprofessionalism of the personnel service and may lead to litigation.

The conclusion on the conditional compliance with the position held does not allow the employee to be fired before checking that he has fulfilled all the recommendations received. That is, the employee must be subjected to a similar repeated procedure after a certain period of time. The regulation on attestation, accordingly, should provide for this scenario and prescribe that the re-evaluation of the commission can exist only in one of two options: "corresponds" or "does not correspond to the position held."

The final documents should be drawn up in accordance with the list and rules, also provided for by the Regulations. The main one is the certification report. Compiled by the decisions of the commission, it carries information about the number of employees whose qualification category has been successfully confirmed, and those for whom inconsistencies have been identified.

Then specific comments and suggestions are given for each employee. Guided by the data of the report, the authorities, by a general order, establish a number of necessary measures. He orders the personnel service to carry out the solution of all assigned tasks.

Their list may include transfers to higher positions, the assignment of new qualification categories, salary increases, the installation, cancellation or change in the amount of allowances, incentives, as well as the dismissal or transfer of those whose non-compliance with the position has been identified and documented. The timing of possible layoffs should also be determined in advance to avoid disputes in court.

About translations

If the employee leaves much to be desired, the manager, within two months after the date of certification, can transfer the latter to another job or position (of course, with his consent). When such a transfer is not possible, the legislation allows the manager to terminate the employment contract with this employee within the same two months.

If the two-month period has passed, but there was no dismissal or transfer, the law prohibits doing this later. It should be remembered that the Regulations cannot provide for measures of influence on employees in the form of disciplinary sanctions. This is due to the fact that insufficiently high qualifications of those do not apply to violations and do not imply the fault of the worker.

In the event of the application of disciplinary sanctions, the employee has the right to defend the infringement of his own rights, referring to Article 8 of the Labor Code.

Additional Notes

In conclusion, it should be noted that the assessment of the professionalism of an employee during certification is strictly prohibited to be accompanied by criticism of his actions and methods of work. When announcing the results of the decision of the commission to the employee, the issues of remuneration should not be affected. In this sense, what is the essence of the concept of "certification"? That such an event should not turn into a punitive tool!

Final documents must include individual plans career development and development of all employees with a list of necessary activities in the form of internships, trainings, consultations, seminars, etc.

Employee appraisal is a procedure that helps the management of an organization quickly and effectively determine whether employees have the knowledge and skills they need to conduct successful work in their workplace. It makes it possible to identify which of the workers in the company corresponds to the position held and who does not.

What is she for?

The requirements that an employee of the company must satisfy are specified in employment contract concluded between him and the employer, as well as in other documentation, such as locally valid standards or qualification guides. When a company employs a few people, the manager does not need certification of employees in order to figure out which of them always perform their duties on time and with high quality and can qualify for promotion, and who works inefficiently and does not achieve the goals set by the administration.

But if there are many employees in the company, then it becomes difficult to track the performance of each of them. Mandatory attestation for compliance with the position held is carried out only for civil servants and workers in some budgetary organizations. For workers in other areas, this procedure is carried out only if the manager deems it necessary.

Based on the results of certification events, it is allowed to raise employees or increase their salary in case of successful completion. But it is also possible to dismiss an employee who has shown poor preparation for work. So that such a decision cannot be challenged, experts recommend including in the internal documentation of the organization the same standards as indicated in the state normative documents about certification. In this case, the results of the event cannot be disputed as having been obtained as a result of a procedure carried out in accordance with discriminatory norms.

Worker certification is not carried out for the most part RF employers. They believe that this activity requires a lot of labor and is difficult to implement. And even if the procedure is carried out, then usually it has only a formal character, and therefore its results are not significant. However, if you organize this event properly, it will not only show the real state of affairs, but also help:

• the head of the company to optimize the labor activity of employees, since it will become clear what the real level of qualification of individual workers and the entire work team is. This will provide an opportunity to further stimulate employees who need it, improve the skills of some workers, dismiss inefficient employees (clause 3, article 81 of the Labor Code) who do not have the skills and / or knowledge required for effective work and free up jobs for more qualified specialists;
• the employee to prove to the company management that he is a valuable specialist who has all the knowledge and skills necessary for effective work in his workplace, that is, to establish himself as a professional, and possibly even get a promotion.

The employer will be able to more objectively assign categories to employees and determine how the work of a particular person should be paid.

How is the verification of the professional level of personnel organized?

• creation of a highly qualified work team showing good results of labor activity;
• identification of employees whose knowledge and skills do not correspond to the workplace where they work;
• incentives for workers to improve their qualification level;
• the ability to objectively and reasonably promote and demote employees in positions;
• identification of employees for whom training needs to be organized as soon as possible.

In order to carry out certification activities according to the law, the head of the company must first issue a regulation on the certification of employees containing the following information:

• information about which persons are members of the commission and how it will be formed;
• a list of groups of employees who must undergo certification and a list of employees for whom this event is not required;
• the criteria by which the employees of the company will be evaluated;
• a list of decisions made based on the results of certification, and on what basis this is done;
• other information that can help to conduct certification more efficiently;
• the procedure for attestation of employees, in what form it will be carried out, and also during what period.

Local documentation should have clear and transparent guidance on how the qualifications of an employee should be assessed. All employees in respect of whom the procedure will be carried out should familiarize themselves with it, leaving their signature. If in the future its results are disputed, the head of the organization must have evidence of the fact that the worker was notified in advance about the methods of evaluating his work and that, following the results of the event, the head had every right to dismiss employees who showed poor results.

It is important that the employee familiarizes himself not only with the order indicating the planned procedure, but also with a document containing a detailed explanation of how the certification event will be carried out. After that, the manager must approve the schedule according to which the certification of employees will take place. Having signed it, all persons affected by the procedure should familiarize themselves with it. They must do this no later than 30 days before the start of the event.

This paper should indicate the exact day and time of the procedure, as well as the period during which employees should provide the commission with the required documentation. If this requirement is not met, then the whole procedure may be recognized as not meeting the requirements of the law.

Experts recommend fixing the obligation of the employee, by order of the employer, to undergo certification activities in the employment contract. Then, for the refusal of the worker to pass the certification, he can be held accountable, since he violated the norms of the concluded agreement.

Who should not be tested

According to the recommendations of experts, attestation activities should not be carried out more than once every 3 years. After all, it takes a lot of time and effort to prepare and organize them, and the employees of the organization during the procedure can be very tense morally. So, the law of July 27, 2004 N 79-FZ (Article 48) established that for civil servants, certification activities are carried out with the above frequency, so the head of the company can take this period as a basis.

Of course, unscheduled recertification can be carried out in special situations provided for by the company's local documentation. The employer must take into account that the attestation procedure cannot be carried out for certain categories of workers, namely:

• citizens who are 60 years of age or older;
• girls bearing a child;
• employees working at the current workplace for less than 12 months;
• girls who took leave in connection with the bearing of a child or caring for him (this is possible until the son or daughter of the employee is 3 years old).

Who can be a member of the commission that certifies employees? Usually it is headed by one of the leaders of the company or his deputy, and the person who manages the individual divisions of the company helps him in carrying out the certification. It is recommended that the commission consists of at least 3 persons. In this case, there can be an unlimited number of them. One of its members must be a representative of the trade union (Article 82 of the Labor Code), if this body exists in the company at all.

If the company has many areas of activity or any divisions work separately, then it is allowed to form several commissions, indicating in the documentation the procedure for carrying out certification activities for each of them. When the certification takes place, for each worker, his manager writes a description. This document displays the quality of an employee's work, determined by some criteria. For example, these could be:

• the level of knowledge and skills related to the specialty of the employee;
• business qualities: the ability to solve complex issues without outside help or organize one’s own and others’ activities, etc.;
• performance indicators for recent times;
• and other.

With this paper (after its preparation), the worker should be familiarized with a signature.

Methodology

At the discretion of the employer, specialists are offered different ways carrying out certification activities.

1. Interviews with workers without written assignments. The easiest method. For its implementation, an oral conversation is held with the employee, which allows, as a result of the conversation, to find out whether the person can work effectively and solve emerging problems, how he relates to work, etc. This should take place in a calm environment so that the person does not experience stress and can adequately Express your point of view on the questions asked. During the conversation, the head of the organization or other persons clarify information important to the commission, offer the employee to independently evaluate the results of his work and explain whether he considers them to be as effective as possible. And if not, what can the company's management do to remedy the situation. A worker should not be forced to answer questions that seem difficult to him. The main thing is to find out the qualification level of the employee and understand if there are reasons that prevent him from working effectively at his workplace.
2. Providing an employee with written assignments, questions, or tests. A more difficult method to implement, but at the same time effective and objective, since all workers are in equal conditions, and the level of professional training of each of them will be revealed as accurately as possible. A form with tests or a list of questions should be prepared by a person with sufficient knowledge for this. Employees must know in advance how many correct answers will need to be scored in order for the result to be considered positive. The questions in the test form must correspond to the workplace being certified.

All information that is clarified during the certification should be recorded in a special protocol, which will be stored for at least 15 years, and in some organizations - without a time limit. If the information that the manager receives from the employee during the certification activities is incomplete or incorrect, then this fact should be documented, indicating what kind of claims are made against the employee who provided it.

In order for the whole complex of the activities under consideration to be carried out as efficiently and objectively as possible, it is recommended to follow the rules:

• invariability of the procedure for conducting certification activities. Terms, conditions and other important nuances of the procedure should not be changed after all persons participating in it have become familiar with them. Individual employees should not be subject to additional or individual requirements. All candidates must be in the most equal conditions and answer standardized questions, even in an oral interview, even in a written test;
• The commission should include experienced professionals. Should not be included as much as possible more representatives the leadership team. It is better if they are experienced specialists who know their specialty well and have earned a positive reputation as people who are open-minded about what is happening and their colleagues;
• responsibility for violation of the procedure for conducting attestation procedures. Since the incorrect performance by a member of the commission of duties for an objective assessment of the skills and knowledge of other employees of the organization may lead to the adoption of an incorrect decision in relation to them, in extreme cases entailing the dismissal of the employee, disciplinary liability should be provided for violations, prescribed in the local documentation of the organization.

The better the certification of workers and employees of the company is organized, the more effective it will be. A clear and unambiguous decision must be made with regard to the specialist who has passed the certification procedure. Below is a list of possible verdicts.

1. The skills and knowledge of the employee correspond to the workplace he occupies, so he can continue to work successfully in the company.
2. The qualifications of the employee are not sufficient to work effectively in the workplace.
3. The employee has all the necessary skills to continue effective work and is recommended to be promoted / included in the reserve of persons who will be promoted when the corresponding workplace is vacated.

Many employers perceive the certification of employees as something formal. It is understandable: the Labor Code does not contain clear instructions on the procedure and terms for its implementation. Yes, and regulations in this area, intended for commercial organizations, have not been published lately (certification is mandatory only for employees of organizations in certain areas of activity): the legislation basically regulates the procedure for attestation of employees in the public sector. Meanwhile, the results of the appraisal can serve as a basis for dismissing an employee, therefore we recommend that you take the appraisal itself with all responsibility, since labor disputes are not uncommon and in most cases judges take the side of the employee. For information on how to properly organize certification, read this article.

Certification: how much in this word ...

The certification results will help optimize the use of labor resources, create additional incentives for the professional growth of employees, form a personnel reserve of the most competent specialists, and also dismiss employees whose qualifications do not meet the requirements for their positions.

Considering the concept of attestation, one cannot ignore the definition of an employee's qualifications, which gives Part 1 of Art. 195.1 of the Labor Code of the Russian Federation: this is the level of knowledge, skills, professional skills and work experience of the employee. Characteristics of the qualifications necessary for an employee to perform a certain type professional activity, is determined by the professional standard (part 2 of article 195.1 of the Labor Code of the Russian Federation). Enough has already been developed a large number of such standards. They operate along with qualification guides(CEN and ETKS): the obligation to apply the standards has not yet been established.

However, from July 1, 2016 Art. 195.3 of the Labor Code of the Russian Federation, according to part 1 of which all employers will be required to comply with professional standards, for whose employees special requirements are established by laws or regulatory legal acts. These are medical and pedagogical workers, auditors, workers contract service etc., that is, those to whom federal laws impose qualification requirements (in particular, to their education).

On the basis of part 2 of this article, the characteristics of qualifications that are contained in professional standards and the mandatory application of which has not been established will be used by employers as the basis for determining the requirements for the qualifications of employees, taking into account the specifics of the labor functions performed by employees, due to the technologies used and the adopted organization of production and labor.

Thus, at present, employers use both qualification reference books and professional standards to determine the qualifications of an employee in order to establish his compliance with the position held.

Is employee appraisal mandatory?

We develop a local act

Accordingly, if the management has decided on the need for certification of employees in the company, it is necessary to develop a local regulatory act regulating the procedure for its implementation.

Before proceeding with the development of such a local act, it is necessary to analyze the positions and work existing in the company for the mandatory certification, and if any are identified, then the provisions of the regulations governing the certification procedure for them must be taken into account. If the company does not have such positions and jobs, the employer is free to establish the certification procedure. However, we still recommend that you navigate:

• to the Decree of the State Committee for Science and Technology of the USSR No. 470, the State Committee for Labor of the USSR No. 267 dated 05.10.1973 “On Approval of the Regulations on the Procedure for Certification of Managerial, Engineering and Technical Workers and Other Specialists of Enterprises and Organizations in Industry, Construction, Agriculture, Transport and Communications” (hereinafter referred to as the Decree No. 470/267);
• on the Regulations on the procedure for attestation of executives, scientific, engineering and technical workers and specialists of research institutions, design, technological, design, survey and other organizations of science, approved by the Decree of the State Committee for Science and Technology of the USSR No. 38, Gosstroy of the USSR No. 20, Goskomtrud of the USSR No. 50 dated 02/17/1986.

What to include in the regulation on certification and what points to pay attention to when developing it? We present the answers in a table.

Of course, in a local act there may be other sections necessary for a particular organization. Additionally, usually by an application, forms of documents are introduced (for example, minutes of a commission meeting, an attestation sheet, etc.).

After agreeing on all sections of the regulation on the certification, it is approved by the head of the organization: either by issuing an order, or by stamping “Approved” signed by the head. It should be noted that if the provision is approved by an unauthorized person, then the results of the certification, even if carried out in accordance with the rules established by the organization, will be declared illegal (see, for example, the Appeal ruling of the Court of the Chukotka Autonomous District of October 27, 2014 in case No. 33- 173/14, 2-25/14).

Remember, the approved regulation on the certification of employees should be read under the signature. In the event of a labor dispute, the employer is obliged to provide evidence that the employee was informed about the possibility of assessing the results of his work and his personal business qualities in the form of certification and that the employee may be dismissed based on the results of the certification.

Certification procedure

1. preparation for certification;
2. certification;
3. Summing up and taking measures based on the results of certification.

At the stage preparation for certification it is necessary to create an attestation commission. This is done by order, and you can issue a separate order to create a commission, or you can write it in the order to conduct certification. Let's take an example.

At the same stage, a schedule for the certification of employees is being developed. It is necessary to indicate in it not only the full name of the employees and the names of the positions they hold, but also the date, time and place of the certification, as well as provide a list of documents required for submission to the certification commission. In addition, be sure to provide a column in the schedule for familiarizing the employee, where he will put his signature. If an employee refuses to get acquainted with the certification schedule, it is necessary to make an appropriate mark in the schedule and draw up an act confirming this.

The person responsible for the preparation for the commission of documents on certified workers, for preparatory stage draws up and collects the documents necessary for certification: reviews, characteristics, questionnaires, reports, etc.

Next stage - certification. The procedure itself takes place in a designated place. Certification must be carried out in the presence of the certified employee and his immediate supervisor. In the event that an employee fails to attend a meeting of the attestation commission without good reason or refuses to undergo an attestation, the commission may conduct an attestation in his absence.

Note

Certification without an employee is allowed only if the employee is familiarized in writing with the date of the certification. In this case, the employer has the right to bring the employee to disciplinary liability.

During the meeting, the commission hears the immediate supervisor of the person being certified (he briefly evaluates his professional, business and personal qualities), reviews the submitted documents, asks questions to identify the level of professional knowledge, conducts a written test of the level of professional training and knowledge of each employee being certified.

Note that it is important to correctly compose written assignments or ask oral questions. For example, in the Appellate Ruling of the Krasnoyarsk Regional Court dated December 24, 2014 in case No.  33-12241, an employee dismissed for inconsistency with his position due to insufficient qualifications, confirmed by the results of the certification, was reinstated because the defendant violated the certification procedure: the questions indicated in the certification sheet, do not meet the requirements of the job description, there are no answers from the plaintiff to the questions of members of the commission.

Note

The assessment of an employee is based on his compliance with the qualification requirements for the position held, set out in his job description, employment contract. In this case, the professional knowledge of the employee, work experience, advanced training, retraining and other objective data should be taken into account.

The certification results are recorded in the certification sheet (its form is usually approved by the local normative act), which is signed by the chairman, deputy chairman, secretary and members of the attestation commission who are present at the meeting and take part in the voting. The certified employee must be familiar with the certification sheet for signature.

Certification is accompanied by the maintenance of a protocol in which all information is entered, including the assessment of the employee's qualifications. Then the members of the commission hold a discussion and make a decision on each certified person in the manner prescribed by the regulation on certification (open or closed voting, in the presence or absence of an employee, etc.). The decision of the commission is fixed in the protocol and brought to the attention of the employees under the signature within the established time limits. After the certification procedure is completed, the relevant information is entered into the employee's personal card.

The final stage certification is the adoption by the employer of a decision, which is drawn up by order. Based on the results of the attestation, some of the attested may be encouraged or offered to be transferred to a higher position, and someone will probably be fired.

With such an order (on the results of certification) it is necessary to familiarize all interested employees.

Summarize

Introduced by Federal Law No. 122-FZ of May 2, 2015 “On Amendments to the Labor Code of the Russian Federation and Articles 11 and 73 of the Federal Law “On Education in the Russian Federation”.

What is personnel appraisal?

Goals, subjects and evaluation criteria, certification results

Certification system.

1.1. Certification is a form of personnel performance evaluation.

Personnel certification is important component personnel management, the most effective form of personnel assessment.
Employees are subject to mandatory certification in cases provided for by separate laws. Voluntary certification is carried out at the discretion (decision) of the administration in order to optimize personnel management, and therefore, to increase the efficiency and sustainability of the business.
Certification is one of the most common forms of staff performance assessment, or rather, compliance with the position held.
Regular business and personal qualities employees, their labor indicators implies the use of these results in order to improve the selection and placement of personnel, constantly motivate employees to improve their skills, improve the quality and efficiency of work. The effectiveness of the organization's work is generally made up of the efficiency of the use of all organizational resources, including the potential of each employee.

1.2. Purposes of certification.

Obtaining information for making managerial decisions. Evaluation of the extent to which the potential of employees allows to realize the goals of the company (it is necessary to formulate the goals and objectives of the company, its image in the market, development problems). Relevant for promising, actively developing companies with a flexible structure and management system. Obtaining information for current work with personnel- to correct the activities and behavior of employees, as well as to identify areas in need of increased control. Development of a system for the promotion and movement of employees, primarily their specialists. Internal promotion of employees is often more effective and cheaper, especially in a situation of shortage of professional staff. Development and refinement of the system of training and development of personnel. Streamlining the system for making decisions on the dismissal of personnel.
Formation (change) of the system of motivation and stimulation of personnel. Increasing the responsibility of personnel for the competent performance of their duties. Encouraging employees to increase professionalism, improve skills and knowledge. Convergence of the individual goals of employees and the goals of the organization.
Relevant for companies and departments with a large number of employees working in the same position and not having the opportunity to grow within the company.

1.3. Validation effectiveness

The effectiveness of the use of certification, as one of the main technologies of personnel management, will depend primarily on the degree of manufacturability of the procedure and on the level of knowledge of it by the specialists directly implementing the procedure.
On the other hand, the return on the introduction and use of appraisals will depend on the attitudes of management towards personnel, on the level of managerial competence and principles personnel policy who professes leadership.
All organizational decisions in the company that can be programmed and taken into account during the preparation and development of the certification system should be provided in order to minimize the difficulties encountered along the way during the procedure itself, increase its efficiency, and avoid surprises and inaccuracies. In case of ignorance of the legal aspects of certification or non-compliance with such principles as objectivity of the assessment, ensuring the confidentiality of the results, this procedure can bring a generally negative result for the company in the form of conflicts and unjustified time costs.
The appraisal system opens up opportunities for making decisions based on the results of the assessment, and can affect the level of staff commitment or loyalty to the company, involvement in the overall strategy. Obtaining such results is facilitated only by clearly defined goals for the certification procedure, which, of course, can change in accordance with common goals and the company's strategy, the level of interconnection and interdependence of certification with other areas of work with personnel and therefore are developed and added up for each company individually.
Properly conducted certification has a positive effect on all aspects of the activities of managers and specialists. The work associated with the organization and conduct of certification allows a deeper study of personnel, improve their selection, placement and use. Certification stimulates the development of creative activity and initiative of employees, which is especially important in modern conditions.

2. Attestation procedure

2.1. Stages of certification

preliminary stage- Preparation of a project for the implementation of certification. Substantiation and presentation for the management of the certification project.
Stage of formalization of methods, standards, rules- Development of relevant documents, adoption of organizational decisions by the company's management. A competent approach to documenting the certification procedure for the first time allows you to use the created developments in subsequent certifications.
It is recommended to develop the "Regulations on the certification of personnel" - a single intra-corporate regulatory document. It establishes uniform requirements for the frequency, procedure, methodology for conducting certification of all personnel, as well as for the content, procedure for developing, approving certification methods. The formalization of the procedure in the document forces one to concretize and take into account all the rules, delve into formal details, prescribe all possible questions and details of the procedure. This allows you to make the procedure transparent, understandable from the technical side.
Trial certification- to test the proposed procedure, a pilot certification project is launched in the personnel management department, all stages of the methodology introduced at the enterprise are checked and finalized.
Preparatory stage- Before each pre-planned attestation procedure, employees of the personnel management department carry out preparatory consulting work. 2 weeks before the certification, the candidates are informed of the criteria for certification, questions for the exam, they conduct explanatory conversations, they advise what and how to do. Certification- Certification activities carried out in accordance with the developed methods and rules.
Summing up the results of certification- Making managerial decisions, discussing the results of certification in the team, assessing the required period for subsequent certification.

2.2. Certification Schedule

• Another certification carried out at least once every 5 years; is mandatory for all employees. The basis for this certification is information about the professional activity of the employee for a certain period and his contribution to the overall work of the team. This information is accumulated in a common data bank and can be used in subsequent certifications;
• Extraordinary certification is carried out, if necessary, to assess the activities and qualities of an employee in the event of his promotion, in order to form a reserve for promotion or selection for study for advanced training; if it is necessary to identify the reasons for the unsatisfactory work of a unit or employee.
• Certification for promotion(or transfer to another unit) - is carried out taking into account the requirements of the new intended position and new responsibilities. At the same time, the potential capabilities of the employee and the level of his professional training are revealed.
• Recertification appointed on the basis of the result of the last certification, when the employee received comments and the deadline for their correction was determined. It can be carried out according to any of the criteria, using one or more methods.
• Certification upon expiration probationary period - aims to obtain a documented conclusion based on the results of certification, as well as reasoned recommendations for the further official use of the person being certified;

2.3. Subjects of evaluation.

• Features of behavior. This requires a preliminary analysis of activities and the establishment of standards of behavior that affect performance. They are most often used to assess personnel who have direct contact with customers.
• Activity efficiency. Requires clear performance criteria as a function of employee decisions and actions taken. Methods for measuring performance criteria: expert assessment by the manager, assessment of economic efficiency, assessment of customer satisfaction.
• The level of achievement of the goal. It requires certain goals and clear criteria for the level of achievement of goals. It involves an analysis of the reasons for the failure to achieve the goal. Measurement methods: measurement of economic results, expert evaluation. Fulfillment of official duties. It is used in conditions where job responsibilities are clearly defined and regulated.
• Competence level. Requires the presence of developed competency profiles for all types of work and positions. Typically, such certification is aimed at training and increasing the level of competence of employees.
• Personal characteristics are subject to assessment during selection and planning individual development employee.

2.4. Criteria used in the certification.

Competence - knowledge (the result of education), skills (the result of work experience and training), the ability to apply knowledge in solving professional problems. Evaluation criteria developed in the company are divided into two large groups:

• Professional Competence- Criteria corresponding to a certain workplace, type of activity. The results of work achieved by the employee in the performance of their duties. Quantitative and qualitative performance indicators for the implementation of all components of activities (functions).
• Corporate Competence- criteria corresponding to the employee's understanding of the goals and objectives of the company, as well as his human qualities.

Professional Competence

Professionally important qualities are distinguished depending on the position held, the functions performed. Projects of performance appraisal methods are developed by HR managers in consultation with directors, heads of departments, and leading specialists. For this, they are used job descriptions, highlighting really significant activities and criteria for evaluating efficiency.

Corporate competence includes knowledge and understanding of:

• Quality policy,
• Organizational structure of the company (structure, directorate, main functions of divisions),
• Documents regulating the activities of the enterprise and all employees of the company,
• Technical competence: PC user (word, excel), ability to work with the Internet, e-mail, knowledge of English language and other foreign languages.
• The content of knowledge related to professional competence depends on the specific position (profession).

Corporately important personality traits:

• Loyalty (acceptance and observance of corporate norms and values, adequate response to the order and opinion of the management);
• Active life position (the desire to make a career, the desire for excellence and development, the desire to take responsibility, achievement motivation);
• Developed logical thinking (structured, analytical, not random thinking, independent thinking);
• Communication skills (ability to communicate with people and work in a group);
• High efficiency;
• Decency, honesty;
• Presentable appearance (neat, conducive to communication, corresponding to the business style).

2.5. Assessment methods used in certification

• Group peer review method- assessed according to the selected criteria according to a certain scale experts evaluate. Then, for each criterion, the total and average scores are calculated. It is used to evaluate the results of work, professionally and corporately important qualities.
• Exam. It is used to assess professional and corporate competence. It is carried out orally or in writing. Competence assessment is carried out on a point scale.
• Working situation simulation method- the certified person is invited to solve a simulated situation that occurs in his work. It is used in the assessment of professional competence.
• Qualifying work- self-development of some problem or question. It is used to assess professional competence.
• Interview.
• Testing. It is used to diagnose personality traits, the level of intellectual development, etc. as an additional method of confirming the results of an expert assessment.

3. Carrying out certification.

3.1. The composition of the working groups of the expert and certification commissions

For the two main stages of the procedure, it is necessary to form working groups, the composition of which varies:
Expert Commission- is formed for carrying out the technology of expert assessments. During the certification of managers, its composition includes a higher manager, heads of other departments interacting with him and direct subordinates. When attesting specialists and employees, the superior manager acts as experts, as well as the most competent specialists interacting with the person being certified on a certain range of issues within the framework of his official duties.
Certifying commission- evaluates the professional and corporate competence of the employee by the examination method. The attestation commission includes: chairman of the commission (general director, direction directors, vice-director for quality; regional director and his deputies); secretary (leading HR manager); members of the commission (heads of departments and highly qualified specialists, if necessary, the commission includes the head of the personnel management department, vice directors for the product group, etc.).
It is important to instruct the experts and members of the certification committee, to make sure that they interpret the marks in the same way, understand the criteria. For accuracy, you can check the consistency of expert estimates.
In some organizations, for example, in educational structures, the participation of psychologists in the work of attestation commissions is enshrined in the form of a mandatory requirement. At enterprises defense complex, in law enforcement agencies with increased secrecy and potential danger during operation production capacity The certification committees also include representatives of the security service.
Depending on the level, scale and number of employees of the organization, not one, but several attestation commissions can be formed, which is determined by the order of the head of the organization.

3.2. Documents provided for the employee.

Review (characteristic)- compiled for each employee subject to certification by the head of the relevant structural unit and agreed with the deputy head of the organization responsible for the certification. It is submitted to the attestation commission no later than two weeks before the start of the attestation.
The review must contain a complete, comprehensive and objective assessment of the professional, business and personal qualities of the certified employee, reflect the specific results of his work in this position for the period preceding the certification. The certified employee must be familiarized with the review drawn up for him at least two weeks before the start of the certification. In case of disagreement with the submitted review, the certified person has the right to declare this and submit to the certification commission additional information about his labor activity for the previous period.
Certification sheets of previous certifications(if any).

3.3. Conducting an expert assessment.

The expert commission should be familiar with the objectives of the examination, the methodology for conducting it, the content of the evaluation criteria, and the procedure for filling out the examination forms. Experts fill in the evaluation forms given in the certification methods. Evaluation forms completed and signed by experts are collected and checked for consistency. If, when processing the results, it turns out that the maximum and minimum estimates differ sharply from the rest, then it is advisable to review the results of the work of these experts. If necessary, an additional conversation should be held with the experts to clarify the criteria and identify the reasons for the discrepancy.
All forms of expert assessments are attached to the attestation card. Based on the results of the assessment, the certification commission may decide that the employee is not ready for an extraordinary certification, about which a corresponding entry is made in the Protocol of the meeting of the certification commission. To confirm the results of an expert assessment, testing can be carried out, the results of which are also attached to the certification card.

3.4. Exam. Meeting of the attestation commission.

The attestation commission should be familiar with the objectives of the examination, the methodology for conducting it, the content of the assessment criteria, and the results of the expert assessment. At the meeting, the attestation commission considers the submitted materials and talks with the person being certified about his work, about his plans in the field of improving labor activity, improving conditions and increasing labor productivity. In addition, listening short message the immediate supervisor of the certified employee with an assessment of his professional, business and personal qualities. The discussion should take place in an atmosphere of objectivity and goodwill, excluding the manifestation of subjectivity.
To ensure the objectivity of employee assessments during certification, it is recommended to adhere to following principles: unity of conditions for all certified, objectivity and effectiveness, i.e. certification should affect the improvement of quality characteristics and quantitative indicators in the work of an employee who has passed certification.
After the employee passes the exam, and the subsequent discussion, the members of the attestation commission give a mark for the exam on a point scale, the mark is entered in the attestation card.
Then, at the post-examination meeting of the commission, the results of the expert assessment, the results of other additional assessment methods, if they were used, the results of the exam are discussed.
By open voting, a decision is made on the compliance of the employee with the position held and, if necessary, corrective measures are determined (training, internship, transfer to another position, etc.).
The procedure for making decisions and recommendations is established in the "Regulations on attestation", but as a rule, decisions and recommendations of the attestation commission are made by a majority of votes by open voting.
Discussion of the employee's activities and the formation of a conclusion are made in the absence of the person being certified. The results of the attestation are recorded in the attestation sheet and communicated to the person being attested immediately after voting. The attestation sheet is drawn up in one copy, signed by the chairman, secretary and members of the attestation commission participating in the vote. The review (characteristic) and the attestation sheet after the completion of the attestation are stored in the employee's personal file.

3.5. Certification results.

After the certification of the employees of the organization, an order (order or other act) is issued, which approves the developed measures, changes in the placement of personnel and salaries, positively certified employees are encouraged. The certification results are discussed at production meetings and meetings together with public organizations. At the same time, the results of certification, compliance with the procedure and conditions for its implementation are analyzed, and measures are approved to eliminate the identified shortcomings.

Decisions made based on the results of certification

The employee is inappropriate for the job.
The employee can be transferred to another position (with a reduction) or dismissed in accordance with labor legislation. If the employee does not agree to be demoted or it is impossible to transfer, with his consent, to another position, the manager has the right to decide to dismiss the employee.
Labor disputes regarding the implementation of decisions of the attestation commission and management related to the dismissal or transfer of employees recognized as inappropriate for their position are considered in accordance with the legislation of the Russian Federation on the procedure for resolving individual labor disputes.

The employee corresponds to the position.
The employee corresponds to the position held, but there are some comments on the quality of the performance of official duties, the level of competence, etc. In this regard, a repeated (control) certification may be assigned.
The employee is fully qualified for the position. Based on this, the issue of raising the category within the framework of one position can be decided.
The employee fully corresponds to the position, but according to his knowledge, skills, personal qualities, he is able to occupy a higher position. Based on this, a decision is made to increase the category within the position, to promote the employee to the position or include him in the reserve for promotion.
The attestation commission, based on the results of the attestation, may decide to reward or punish the head of the assessed employee in connection with the excellent or unsatisfactory preparation for the exam of his subordinate.

Personnel certification allows you to plan all major management decisions, providing management with information for the promotion, rotation of personnel, the need professional development employees, evaluating the suitability of employees for their position. The importance of the stage of work with experts, training of members of the expert and attestation commissions is indisputable. This should be taken into account when developing an attestation system for any company if it seeks to maximize the reliability of the assessment results. It is desirable to introduce mandatory periodic certification. This increases the efficiency of employees, the growth of their performance indicators, the consolidation and progression of their personal and professional qualities, the desire to meet the set standards.

Literature
1. Labor Code of the Russian Federation
2. the federal law dated 31.07.95 No. 119-FZ “On the basics public service Russian Federation” (as amended on 07.11.2000)
3. "Basic provisions on the procedure for attestation of employees of institutions, organizations and enterprises that are on budget financing", approved. Decree of the Ministry of Labor of Russia and the Ministry of Justice of Russia dated 10.23.92 No. 27

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Certification of employees, first of all, is intended to identify the potential capabilities of personnel, if necessary, sending employees for additional training, with financial incentives, motivation of the most experienced and competent employees.

In this article you will read:

• How to prepare and conduct staff appraisal
• The main stages of personnel certification
• Types of assessment and certification of personnel

Personnel certification belongs to the essential elements in the organization of personnel work, consisting in the periodic examination of employees of a certain category for professional suitability, compliance with the position held. The composition of personnel to be certified in each industry is established in accordance with the list of positions of managers, specialists and other employees.

Personnel appraisal is the legal basis for promotion, transfers, awards, salary determination, demotion or dismissal of employees.

The certification of personnel was directed to improve the qualitative composition of the personnel, with the determination of the degree of workload of employees, involving an employee in the specialty, improving the methods and style of personnel management of the organization. The purpose of personnel certification is to find reserves for increasing, increasing labor productivity, the interest of employees in the results of personal work and the organization as a whole, making the best use of social guarantees and incentives, creating conditions for the comprehensive and most dynamic development of the individual.

4 types of personnel certification:

Another certification- obligatory for all, held at least once every 2 years for management and at least every 3 years for specialists and other employees.

Certification after the probationary period- to develop reasonable recommendations on the use of an employee based on the results of his labor adaptation in his new place.

Staff appraisals for promotions- identify the level of professional training and the employee's ability to occupy a higher position, taking into account the requirements of a new workplace and new responsibilities.

Certification upon transfer to another structural unit- required for cases where there is a significant change in job responsibilities and requirements at a new workplace.

Evaluation and certification of personnel is carried out regularly in all departments of the organization. The list of positions that are subject to certification, as well as the timing of its implementation, are established by the head of the company.

Stages of personnel certification

In most companies, the assessment and certification of personnel is carried out using the “360-degree method”, when the employee characterizes himself, he is also evaluated by his immediate supervisor, subordinates and colleagues.

Stage 1. Preparation for certification

• Participants: certified employee, immediate supervisor, subordinates, colleagues.
• Tasks: development of forms in which the participants in the procedure will give points to the certified employee, with an assessment of each professional quality - sending out evaluation sheets to all participants in the procedure e-mail, evaluation sheets will be collected, materials will be transferred to the members of the attestation commission for evaluation, with the appointment of a date for the meeting of the commission.
• Terms: ten working days for the preparation of the document.

It is necessary to draw up a separate evaluation sheet for each category of evaluators:

1. An assessment sheet filled out by subordinates and colleagues. You should include yourself in a column that lists the professional skills of employees, columns for ratings in points, columns for indicating strengths and weak points worker.

2. An assessment sheet filled out by the head of the certified employee. Additionally, it contains columns for describing the work goals of the employee for the next period, outlining the prospects for job and professional growth, indicating whether training is necessary.

3. Self-assessment sheet - includes additional columns in which the employee can indicate what qualities he plans to develop, what training he considers appropriate for himself, in which projects he would like to take part.

Stage 2. Grade

• Responsible: personnel department
• Participants: general director, deputies, head of the personnel department, head of the assessed employee, certified employee
• Tasks: to find out how the employee sees his career prospects in the company, what difficulties arise in work, a constructive assessment is given to the employee, goals for the near future are set for him, with the identification of candidates for the personnel reserve, acceptance personnel decisions based on the results of certification (with a change in salary, position or dismissal).
• Timing: 30 minutes - 1 hour for one conversation.

Stage 3. Registration of accepted personnel decisions

• Responsible for this stage: personnel department
• Certification participants: head of the personnel department, certified employee
• Tasks: design decisions taken order, familiarization of the employee with it, making changes to accounting documents
• Deadlines: execution of all decisions on the day of certification

Based on the results of all three stages of personnel certification, the commission provides recommendations on the promotion of the certified employee to a higher position, encouragement for success, salary growth, transfer to another job, dismissal, etc. In the future, the recommendations and conclusions provided by the certification commission will be applied in the formation of personnel policy personnel management and administration services of the organization.

For the social protection of certified workers, in order to avoid the subjectivity of the opinion of the certification commission, it is supposed to take into account the weight of the conclusions and assessments for the employee.

The head of the organization takes into account the recommendations of the certification commissions, encouraging employees in the prescribed manner. Within a period of not more than 2 months from the moment of certification, he may decide to transfer the employee to another job with his consent. If this is not possible, the manager may terminate the contract with the employee in accordance with the current legislation of the country.

Certification of personnel according to the method of Jack Welch

"Life Curve" - ​​this is the term GE calls the methodology for assessing and appraising personnel. It assumes that each head of the unit gives subordinates ratings to determine who in the team can be attributed to the best (20%), who to the average (70%), who to the worst (the remaining 10%).

Such estimates are not easy enough, it is not always possible to speak about their accuracy. Probably even some "stars" and employees will be missed, whose potential will be revealed later. At the same time, the viability curve is an effective method that allows you to increase the chances of building perfect team. This procedure involves the division of workers into classes A, B and C.

Class A - enthusiastic, active workers, always ready to accept ideas from any source. Their efforts give confidence in interesting and productive work. They have principles known in the General Electric Company as the "four E's":- high level energy, the ability to energize other people to achieve common goals, the ability to make difficult decisions and the ability to constantly fulfill the right job and their promises.

Class B is the heart of the company. Employees of this class are an integral factor in the success of the company. The purpose of managers is to help workers move from class B directly to class C.

Class C - employees who do not cope with their work. Their activity discourages the rest, so the employer has to part with them.

For all these classes, the reward system will vary. In particular, class A workers should be paid 2-3 times the salary of class B workers. Class B workers should be given a substantial salary increase each year as recognition of their contribution to overall success. There is no need to increase the salary for employees C.

This system of evaluation and certification of personnel also implies certain shortcomings. Defining class A workers is nice, but dealing with outsiders is hard. Especially for 2-3 years after the introduction of their approach - after all, the worst by this period have already left the company.

Some believe that firing the bottom 10% is too harsh a measure. But according to Jack Welch, the toughest situation is when an employer procrastinates, reporting poor suitability only in the later stages of their careers, when they already have many financial obligations, but few other alternatives for decent employment.