Sample characteristics for the chairman of the district executive committee for rewarding. Feature presentation for a state award

Incentives in the professional and labor spheres involve the preparation of such a document as a characteristic for rewarding an employee.

This is not quite a characteristic from the place of work, which is used for presentation to government agencies and organizations or for translation. When drawing up a document for rewarding an employee, it is necessary to take into account: the level of the award (state, municipal, departmental, local from an organization, etc.), the presence or absence of relevant requirements for submitting documents for the award.

Since it is difficult to give a universal model for rewarding an employee, given the existence of various levels of awards and for various achievements in professional activities, the example below can be adapted to a specific situation. And when it occurs additional questions You can always ask a question to the duty lawyer of our site.

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An example of a characteristic for rewarding an employee

Characteristic

Chief Power Engineer of CJSC "Novosibirsk Machine-Building Plant"

Cherepov Konstantin Anatolyevich began his career at the Novosibirsk Metallurgical Plant in 1984 after graduating from the Novosibirsk Technical University with a degree in power supply, the Faculty of Industrial Energy, went from an engineer of the plant's energy bureau to the head of the electrical measurement group. He was hired by CJSC "Novosibirsk Machine Building Plant" in 2002 as the head of the power department, since 2010 he has been the chief power engineer of the CJSC.

For the period labor activity At the enterprise Cherepov Konstantin Anatolievich proved himself to be a qualified specialist, a high professional, a leader with initiative and high organizational skills.

Cherepov Konstantin Anatolyevich is the initiator of the development and implementation at the enterprise of a number of technical innovations in the entrusted field of activity, including the introduction alternative sources energy industry. This made it possible to reduce the cost of manufactured products, which allowed the enterprise to compete with foreign suppliers, to participate in state and municipal purchases.

Over the years of his career, he has repeatedly been sent to advanced training courses in the specialty "electricity supply", strives to independently improve his professional and managerial level. During the period of work at the enterprise received a second higher education majoring in Human Resources Management. It is distinguished by high efficiency, non-conflict, stress resistance. In the Department of the Chief Power Engineer, under his leadership, a stable team has been formed, the atmosphere in which is distinguished by initiative and diligence. Personally supervises the safety of working conditions.

During his work, Cherepov Konstantin Anatolyevich was repeatedly encouraged by departmental and municipal diplomas, including the Diploma of the Department of Economic Development of the city of Novosibirsk, thanks to the General Director of CJSC Novosibirsk Machine-Building Plant.

General Director of CJSC "Novosibirsk Machine-Building Plant"

Odintsov P.K.

What is a characteristic for rewarding an employee

Let us immediately make a reservation that the document in question is not a submission for an award.

That is, the characteristic only accompanies the written position of the management on the need to reward the employee for his professional contribution to the development of his business. Therefore, include wording in the description - worthy of an award, or the like. - it's pointless.

The characteristic for rewarding an employee is an evaluation document. It describes professional achievements, work activities, business and personal qualities. For managers, it is important in the document to reflect the presence of a cohesive and stable team, managerial and organizational skills.

Despite the evaluative nature, the characteristic for rewarding an employee is an official document. It should reflect the merits of the employee to the enterprise, organization, which are the basis for promotion. The document is in writing formal business style(there should be no inaccuracies, ambiguity, corrections, speech repetitions, etc.).

The structure of the characteristics for rewarding an employee

For ease of use, we offer the following algorithm for filling out the characteristic for rewarding:

1. Name "characteristic", full name, year of birth, education, position
2. Information about general labor activity, work experience at the enterprise, "movement" in the service
3. Evaluation of business and personal qualities, contribution to the activities of the enterprise and department, specific merits, results (examples), specific quantitative performance indicators
4. Relationships in the team and management
5. Information about available awards, promotions

The signed document must be the head of the enterprise. If the reward involves a local nature, then the immediate supervisor. The characteristic for rewarding an employee must be certified by the seal of the organization.

Description of the head of the Rassvetovsky rural House of Culture Panevkina Lyudmila Alexandrovna.

Lyudmila Aleksandrovna has been working at the Rassvetovsky House of Culture for 15 years. Secondary specialized education. Graduated from the Tobolsk School of Arts and Culture named after A.A. Alyabyeva, specialty teacher-organizer of cultural and leisure activities. For 8 years she held the position of a specialist in working with youth, for 5 years she worked as the artistic director of the Rassvetovsky House of Culture. Since 2012, the head of the DC.

He takes an active part in school, district and regional events. She has established herself as a responsible and conscientious worker and leader. The employees of the House of Culture have friendly relations with each other, thanks to her organizational skills and communication skills, she is a mentor, friend and adviser.

Characteristics for rewarding an employee

Artistic. Likes to sing and dance. The character is sociable, purposeful and cheerful.

Married. Family relationships are friendly and respectful. Has 2 sons: one goes to the preparatory group of the kindergarten, the other is in the 5th grade. She is an active assistant in the organization of leisure activities of the kindergarten and school. She is a member of the parent committee, elected as an observer at the Unified State Exams. For two years he has been the chief of staff of the Volunteer People's Brigade. Member of the United Russia party.

Characteristics of the methodologist of the Rassvetovsky rural House of Culture Bayakhmetova Tatyana Gennadievna

Tatyana Gennadievna has been working at the Rassvetovsky House of Culture for 8 years.

Secondary education. She worked for 18 years on the Lenin collective farm. For 6 years she held the position of a specialist in work with youth and 2 years as an artistic director in the Rassvetovsky Palace of Culture.

She proved herself to be a responsible and conscientious worker. Tatyana Gennadievna is a talented screenwriter and director of cultural and leisure activities. He knows how to interest and captivate children with his circle work. He has certificates of honor and gratitude. Artistic. Likes to sing and dance.

The employees of the House of Culture have good relationships. Tatyana Gennadievna enjoys prestige and respect among her colleagues. The character is sociable, purposeful, cheerful.

Favorite activity is sports. I have been playing table tennis for many years. He takes an active part in district, regional and zonal competitions. He has medals and certificates. She writes poetry and enjoys knitting.

Married. Family relationships are friendly and respectful. Parents are marked Thank you letter» the head of the Isetsky district for raising children. Tatyana Gennadievna has three daughters. The eldest is a student of the Tyumen University, the middle and the youngest are in grades 3 and 8.

Tatyana Gennadievna is a caring and loving mother. She is actively involved in public life schools. Elected Chairman of the Parent Committee of the Management Board of MAOU Rassvetovskaya high school, an observer at the Unified State Examinations and a member of the Voluntary People's Guard, as well as a member of the local Electoral Commission.

Characteristics of a specialist in work with youth of the Rassvetovsky rural House of Culture Sozonova Tatyana Fedorovna.

Tatyana Fedorovna has been working at the Rassvetovsky House of Culture for 2 years. Specialized secondary education, graduated from the Tyumen Pedagogical College as a primary school teacher. For 26 years she worked at the Rassvetovskaya school, for 2 years at the Skazka kindergarten. Worked as a primary school teacher, class teacher, senior counselor, social educator, physical education instructor. She took an active part in school and district events. Has diplomas.

She proved herself to be a responsible and kind teacher. Tatyana Fedorovna is a good organizer, talented screenwriter and director of cultural and leisure events. Owns a studio form of work. Knows how to find an approach to children and adolescents, in communication with whom a deep knowledge of psychology helps. Artistic. The character is sociable, kind.

Favorite hobby is cooking. I have been playing volleyball for many years. Several times she was recognized as the best volleyball player of the team.

Married. Has 2 children. There are grandchildren. Tatyana Fedorovna is a caring and loving mother and grandmother. He is a member of the Volunteer People's Brigade.

Sample characteristics for the state award

Characteristics for a nurse sample free certification report

Many had to operate with the term as a characteristic. In modern realities, the old concept has come into our everyday life as a letter of recommendation. When the time came to go to work, or there was a chance to take an honorary position. Some time ago, the recommendation of the guarantor was replaced by a banal characteristic. There is a difference to request a characteristic, a completely different issue. Use a template that will save you time to write the right document. Characteristics are now, as they used to be, called letters of recommendation. The characteristic was not changed.

Attestation report of a ward nurse

G.

Novosibirsk, 2008

To the head of the sanatorium from the employee of the Republic of Armenia Dudko E.N.

statement.

I ask you to allow me to pass certification in the certification commission of the medical service of the Siberian Military District for the assignment of the highest qualification category majoring in Nursing in Therapy.

Date and signature.

Chairman of the Attestation Commission of the Medical Service of the Siberian Military District

I argue on the merits of this application.

Head of the sanatorium, lieutenant colonel of the medical service N.V. Shevchenko

service characteristic

Nurse Ekaterina Nikolaevna Dudko has been working in the military sanatorium of the Siberian Military District "Yeltsovka" since 1996.

When performing tasks, he shows clarity, diligence, initiative, knows how to independently organize his work. In urgent situations, he retains exceptional composure and the ability to quickly make the right decisions (many years of experience as a nurse in the intensive care unit affect him).

He perfectly understands the importance of his work and receives satisfaction from the successes achieved in it. The labor return meets the requirements, usually everything is done on time. Able, if the interests of the case so require, to sacrifice personal time.

As far as possible, pays attention to improving the level of knowledge in his specialty. No disciplinary action.

In dealing with patients, she is polite and tactful. Shows modesty in personal behavior. The nature calm person, extremely rarely shows irritability.

In general, he builds good relationships with colleagues. Enjoys a certain authority in the team.

I believe that nurse Dudko E.N. according to her professional and personal qualities, she deserves the highest qualification category.

Head of Department D.A. Vanyukov

CERTIFICATION SHEET of an average medical worker

1. Information about the certified
2. Introduction by the administration (review)
3. The decision of the attestation commission

1. Information about the certified person

• Surname, name, patronymic: Ekaterina Nikolaevna Dudko.
• Year of birth: 1949.
• Name of the institution and position held: military sanatorium SibVO "Yeltsovka", ward nurse.
• Education: secondary medical. She graduated in 1970 from a two-year nursing course of the Union of Red Cross and Red Crescent Societies of the USSR at the Zaeltsovsky District Committee of the Red Cross Society of the RSFSR in Novosibirsk.

  (photocopy of diploma attached).

• Forms of postgraduate training: improved her qualifications in 2003 in the 142nd internship of the medical staff of the Siberian Military District on the advanced training cycle "Nurse of the Therapeutic Department". In 2005, he received a certificate in the specialty "nursing" (photocopies of the certificate of advanced training and the certificate are attached).
• General medical experience: 36 years.
• Work experience in the certified specialty: 10 years.
• Information about the previous certification: the first certification category in the specialty "Nursing in Therapy" dated November 20, 2003.
• Information about work activity: (photocopies of the work book are attached)

Sources:
http://www.spruce.ru

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Characteristics from the place of work quite in demand. As a rule, such a characteristic is needed when the device is new job, to apply to the courts and law enforcement, to the guardianship and guardianship authorities, to banks when obtaining a loan. It may also be needed in a number of other cases. In the article you will find tips on writing characteristics and some samples.

Characteristics from the place of work

Despite the fact that many consider the reference from the place of work a relic of the past, this document is still in demand. The characteristic from the place of work is an assessment by the employer of professional and personal qualities in relation to the current or retired employee. The ambiguous attitude to this document is explained by the fact that most employers approach its content quite formally and such characteristics, as a rule, do not have any real individual affiliation. Accordingly, the content of such a characteristic may be questionable.

There is no specific form of characteristics from the place of work, but there are generally accepted rules for its compilation. So, the characteristic usually contains the following information:

• Data on the person to whom the characteristic is issued, which include the full name of the person, information about the date of birth, marital status, military service, education, and the presence of various regalia.
• Information about work. This section contains information about the length of service, about the beginning of work and its completion (if the employee no longer works in this organization), about personnel movements within the company that issues the characteristic. It is necessary to note the labor achievements and professional skills of the person. If an employee was sent for training, advanced training, etc. in the course of work, then this should also be indicated in the description. If the employee has various merits (gratitude, encouragement, etc.) or a disciplinary sanction, this information should be indicated.
• Personal characteristics. This information is probably the most significant part the entire characteristic. It may contain various information relating to the personal qualities of a person. If the employee is the head of a department, then it is worth noting his organizational qualities, the presence or absence of responsibility for subordinates, the degree of readiness to make difficult decisions, exactingness towards himself and subordinates, and other qualities. If the employee is an executor, then you can indicate the degree of his readiness to fulfill the instructions of the manager, initiative, striving for excellent results, etc. Also in this section, you can indicate the relationship of the person with the work team: whether he enjoys authority and respect, or relations in the team does not add up due to the complex nature or other characteristics of the employee.

Depending on the internal rules in force in the organization, the characteristic can be drawn up both on a form in which the details of the organization are indicated, and without a form, but the details in this case must also be indicated. If a reference from the place of work is provided at the official request of an institution, then it should be indicated where this characteristic provided. To give the characteristic legal force, it is signed by the person responsible for issuing such a document. It can be either an employee of the personnel department, or directly the head of the organization. In addition, it is necessary to put down the date of issue of the document.

Examples of characteristics from the place of work

Here are some examples of ready-made testimonials from the workplace.

1. (on the letterhead of the organization)

Characteristic

Issued by ______________________________________________

(Last name, first name, patronymic, date of birth, position)

Full name work(s/-l) in ____________________________________________ starting from "______" _______________ 20___. During his work, he was repeatedly sent to advanced training courses, which he successfully completed, according to the programs: ___________________________.

The full name has a vast amount of knowledge in the existing specialty and is always up to date with the latest developments in his field. Possesses excellent business negotiation skills.

FIO has established himself as a responsible employee, aimed at excellent result, always ready to quickly make innovative decisions and take responsibility for their adoption and for the actions of subordinates. Ready to work in any conditions, including after hours.

Differs in punctuality, delicacy in communication with subordinates and colleagues, for which he has respect in the team. Demanding of himself.

"______" _______________ twenty___

Characteristic

This characteristic is issued by full name, date of birth: ___________________________, working in ______________________________________________.

(name of the organization and its details)

from "______" _______________ 20___ to the present in the position of _________________.

He has a higher education in the specialty _____________________________________.

Family status: ______________________________________________.

(indicate presence of spouse(s) and children)

This worker is a true professional. Never subjected to disciplinary action.

He is on friendly terms with colleagues. He is friendly and restrained, in any situation he is ready for a peaceful solution to the conflict. Bad habits missing. Has the right life priorities and landmarks. With pleasure participates in the social life of the team.

This characteristic is issued for submission to ___________________.

___________________ ___________________

Position Full name Surname Signature

N.B. Belova,
Tomsk

Sooner or later, each employee of the personnel service has to draw up a description or presentation of an employee. The most difficult thing is for those who for the first time are faced with such a responsible matter as preparing a review of their staff on labor and social activities.
There are no regulatory and legal requirements for the preparation of characteristics and representations. Their content is largely formed by the practice, standards of office work adopted in the organization, education and experience of personnel officers.
In order to facilitate the work of personnel officers and all those who have to draw up these documents, we will give a number of rules and recommendations for their preparation and execution, and we will start with the characteristics.

Characteristics

A characteristic is a document with a review of the labor, social or other activities of a citizen, a brief description of his qualities, manifested in labor and social activities. The need for it arises when a citizen or his behavior is required to evaluate and make an authoritative decision in relation to him.
Depending on the purpose of compiling and using the characteristics are divided into characteristics intended for use in the organization (hereinafter referred to as "internal") and characteristics compiled at the request of third-party (relative to the organization) subjects and intended for use outside the organization (hereinafter - "external characteristics").
The content and structure of a characteristic depends not only on the subjects of its use (internal or external), but also on its goals.

Specifications intended for external use

External characteristics are compiled at the request of the employees themselves (for submission at the place of request), the requirements of state and other bodies, third-party organizations. The purposes for which characteristics are required from the employer can be varied: both for solving everyday issues (for example, admission of an employee to an educational institution, obtaining a loan, etc.) .h. jurisdictional) or a municipal authority of an authoritative decision (for example, on the issuance of various permits, the application of measures of state influence (rewarding or punishment) against an employee, etc.).
The most difficult thing for employees of personnel services is the compilation of characteristics requested by lawyers, bodies (officials) in whose proceedings is the case of an offense the commission of which is imputed to the employee, courts (judges).
In all cases of bringing an employee to administrative or criminal liability, the court and the body authorized to apply administrative penalties, when resolving the case and imposing punishment, must take into account the identity of the perpetrator, his property status and other circumstances that are important for the correct resolution of the case. To do this, they are entitled to demand information characterizing the employee, his family and property status, and others. In most cases, documents with requirements to submit necessary information it does not specify what kind of information is needed by the court or other jurisdictional body. In view of this, the personnel officer, at best, can consult with a lawyer or the employee himself, and at worst, he must independently determine what information is needed for the requester of the characteristic.
Here are general rules that will help simplify the solution of a number of difficulties that arise when compiling characteristics.
The content of the characteristic can conditionally be divided into two parts - the heading and the main. The first indicates: the title of the document - "Characteristics", the surname, name and patronymic of the employee.

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

Instead of "employee" in the title to the text, you can indicate the specific name of the position (profession, specialty) occupied (performed) by the employee. However, this approach is more suitable for internal characteristics, since the entire labor activity of the employee is important for external characteristics, and not only in the last position (in the last profession).
In practice, the heading often indicates the year of birth, for example:

Here, in the heading, the date of compilation of the characteristic is given, for example, as follows:

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

Let's consider them in detail.

General biographical information

General biographical information refers to the date and place of birth, information about education (level of education, names of educational institutions and time of education). The personnel service establishes this information on the employee's personal card and other accounting documents.
General biographical information can be presented in two ways:
a) in narrative form- when the data is indicated in one sentence (in several sentences of the same style) while maintaining a single meaning, for example:

b) in the questionnaire-list form of presentation- when the data is specified as a list, for example:

If an employee has several levels of education (in different areas) or two (or more) educations of the same level (for example, two higher ones), then they are reflected in the characteristic with an emphasis on the main or most important thing for the employee.
The same block contains information about military service, for example:

A brief information about the biography of the employee may include information about the marital status - the state of marriage, the presence of children, etc., for example:

Brief information about work activity until the last place of work

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

These data are established according to the work book of the employee.

Characteristics of labor activity at the last place of work

In this information block, personnel officers can be recommended to state information about the employee in the following order:
1) positions (professions, jobs), which the employee occupied (performed) in this organization, brief description of responsibilities by the last position held (work performed) or by several recent positions (works) of interest to the subject who requested the characteristic. For example:

A more detailed listing of the duties performed by the employee should be indicated only if the employee himself, a lawyer or another person requesting a characteristic asks for it. It seems that for such situations it is easier to prepare a copy of the employee's job description or job description, and in the description, the main focus should be on the employee's achievements, for example:

2) the business qualities of the employee, shown by him in the course of his labor activity. In fact, this block provides an assessment of the employee's behavior given to him by his colleagues, immediate supervisor, subordinate employees, and the personnel service. To prepare the characteristics in this part, the assessments given to the employee during the last certification can also be used.
What kind of business qualities should be given in the characteristic, the personnel officer must determine together with the employee, lawyer or other person requesting the characteristic, and if it is impossible to consult with interested parties, independently, guided by the goals and grounds for compiling the characteristic.
It is always difficult to start listing the qualities of an employee. In order to facilitate this process, we recommend using Table 1, in which the HR officer, immediate supervisor of the employee or subordinate must answer the main key questions about the employee - “What is he like?” or "Who is he?" - in different directions.

Table 1

The left column of the table can be supplemented by a personnel officer at his discretion. Filled in by the immediate supervisor of the employee, his colleagues, and the personnel officer, the right column of the table is the main one for describing the business qualities of the employee. For example:

Fragment of the completed table

When transforming brief assessments into the main section of the characteristic, you must adhere to the following rules:

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

In the above sample, the description of the qualities of an employee is given using verbs and short adjectives. The same information can be expressed as follows:

As can be seen from the presented fragment, the description of the business qualities of the employee is given in the order set forth in the table (by line of business). This approach is considered the most correct, but not the only one. When preparing a characterization, the compiler can list the qualities of an employee not in groups, but in accordance with the logic of the narrative.
The characterization of the employee should be as objective as possible. When compiling it, the personnel officer must give a real and truthful, and not desired or ideal, description of the employee. If the latter has flaws, they should be reflected in the characterization. As practice shows, a characteristic is considered more objective, in which the ratio of shortcomings and positive qualities is 1:5, that is, there should not be more than 20% of shortcomings. A change in the ratio in favor of negative qualities makes the characteristic negative, and in favor of positive qualities, it raises doubts about objectivity.
When listing the shortcomings of an employee (in the same areas of activity as positive qualities), one should be correct and refrain from explicit negative assessments. It is desirable to link disadvantages with advantages, and in some cases you need to try to neutralize them by listing positive qualities, for example:

The foregoing does not mean at all that if the employee does not have shortcomings, then in order to give the characteristic greater objectivity, they need to be invented. You just need to strive to ensure that this document characterizes the employee as accurately as possible;
3) participation in the projects of the organization, the contribution of the employee to the activities of the organization. This block should be given after the description of business qualities. If the employee was involved in important projects, it is desirable to characterize the degree of his participation, personal contribution and, if possible, the qualities shown in this, for example:

4) the personal qualities of the employee, shown by him in the course of labor and social activities. When describing the personal qualities of an employee, they 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 traits of an employee, you can also use a table in which the compiler first gives short answers to the question “what” and only then transforms them into a single text.

table 2

As well as the above recommendations for describing business qualities, the main emphasis in the table is on positive qualities. However, the compiler of the characteristic, answering the question “what”, can also reveal negative features.
If, when assessing business qualities, one can still talk about some kind of objectivity, then the assessment of personal qualities is overwhelmingly subjective, unless it gives large group of people. Moreover, personal qualities can be interpreted in different ways. So, for example, the characteristic "ambitious" can be interpreted in two ways: and how positive trait, allowing to draw conclusions that the employee is striving for great achievements, and as a negative one, indicating that the employee shows excessive self-esteem and conceit.
Therefore, just as in the case of business qualities, words should be chosen carefully. The same should be said about the shortcomings - if, in the opinion of the compiler of the characteristic, they are and are obvious, one should try to balance them with advantages.
With that said, personal characteristics can be described as follows:

If a psychologist does not take part in compiling the characteristics, one should not get carried away with a psychological assessment. The maximum that an employee of the personnel service can do is to describe the temperament (calm, impulsive, etc.) or temperament (sanguine (balanced, mobile), choleric (unbalanced, mobile), phlegmatic (balanced, inert), melancholic (unbalanced At the same time, it should be noted that conclusions about the warehouse of character or temperament of an employee will be objective only if they are based on long-term observations of him;
5) the results of training, retraining and advanced training. In general, this information is provided in the characteristics requested by the new employer of the employee, the authorities establishing the new professional status of the employee, etc. In the characteristics compiled for submission to the court and other jurisdictional bodies, this information will be redundant, unless they are provided for the "completeness of the picture". ” or to compensate for a lack of information about work activities. In this case, information about the employee's training can be linked to his business or personal characteristics as follows:

6) information about awards and incentives, disciplinary sanctions. This information is established according to the personal card of the employee. If an employee has several homogeneous incentives, they can be indicated in general view. Significant rewards and awards should be highlighted, for example:

If an employee has “unremoved” or “unpaid” disciplinary sanctions, then when deciding whether to indicate them in the characteristic, the personnel officer should be guided by the principle of objectivity of information. However, it should be noted that the right to indicate or not to indicate this or that information belongs entirely to the personnel service, if the request from the jurisdictional authorities does not expressly indicate that disciplinary sanctions (if any) should be indicated in the characteristic.

Characteristics of social activities

This information block indicates which public associations or bodies the employee is a member of, in what social projects and events he takes part, etc. This block can describe the social activities of the employee both within the organization and outside it, but about which the personnel service is reliably aware from the employee’s messages and other sources. For example:

Other information

Once again, we draw the attention of personnel officers to the fact that a characteristic is not a personal or employee record card, but a document in which the employer must evaluate the employee. If the court, law enforcement and other authorities were only interested in reference data about the employee, a copy of the personal card or an extract from it would be enough for them.
In the event that a personnel officer is afraid of making mistakes in his assessments or cannot give them due to the lack of psychological education, or considers it necessary to refrain from assessments, but nevertheless provide information that may be of interest to the subject using the characteristic, he can be advised simply 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 indicate where he knows this information from. In the description, one can summary statements, statements or statements of the employee that may further characterize him. For example:

Despite the fact that this information is of an ascertaining nature, it can lead to more significant consequences for the employee than the estimated characteristics. Therefore, one must be aware of how it will be interpreted.
What is undesirable to do in a characterization is to make predictions and assumptions, unless there is a special need for this.

Purposes for which the characteristic is given

At the end of the characteristic, it is indicated for what purposes the characteristic was issued. If it is obviously known, then this is directly indicated in the characteristic, for example:

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

If the date of compilation of the characteristic was not indicated in the header, it can be indicated in this information block, for example:

The place of presentation of the characteristic can also be indicated in the heading, for example, if the characteristic is being prepared for presentation to potential employers, then the place of presentation can be indicated as follows:

Characteristics intended for internal use

Cases and grounds for compiling internal characteristics should be defined in local regulations. Mostly, the need for them arises when deciding on transfers to vacant positions, on the application of incentives or disciplinary measures, on determining the employee’s suitability for the position held or the work performed (during certification), on assigning new duties to the employee (for example, managing a new project), about the direction to a long-term and responsible business trip etc.
The recommendations outlined in the previous section can be used in compiling internal characteristics. However, in internal characteristics, more emphasis should be placed on the employee's work activity.
Depending on the purpose of compiling the characteristics, in addition to the qualities of the employee, it may include an assessment of the creative potential of the employee, conclusions about his aspirations, expectations and claims (for example, for career growth), recommendations for using his qualities, etc.
It is not uncommon for internal characteristics to be built into other documents, such as views, which will be discussed in the next issue of the journal.
Since the internal characteristic is compiled exclusively for internal use, it is not necessary to indicate the place of presentation in it.
In some cases, it becomes necessary to indicate the official at whose request (demand) the characteristic was drawn up.

Rules for registration and issuance of characteristics

Usually, the characteristics are compiled by personnel officers. At the same time, the primary characteristic, which forms the basis of the official document, is usually prepared by the immediate supervisor of the employee. Surveys of colleagues or subordinates of the employee himself can be taken as the basis of the general characteristics.
Regardless of who prepares the characteristic, the local regulatory act of the organization should clearly define who has the right to issue characteristics and whose signature they must be certified.
For characteristics intended for external use, the main requirement is their officiality. Therefore, they must be signed by the first person of the organization or a person authorized by him and certified by the seal of the organization. In a number of companies, it is practiced to certify the characteristics with a second signature - the direct head of the personnel department.
Internal characteristics are signed only by the head of the personnel service or the compiler of the characteristics; no stamps are affixed to them.
Characteristics refer to documents containing personal information about the employee, and, therefore, their preparation and presentation must be carried out in compliance with the norms of Chapter 14 of the Labor Code of the Russian Federation. According to Article 88 of the Labor Code of the Russian Federation, an employer cannot disclose an employee's personal data to a third party without obtaining the employee's written consent (the exception is when this is necessary in order to prevent a threat to the life and health of the employee, as well as in cases established by federal law).
In the event that the initiator of drawing up a characteristic intended for external use is an employee, then the characteristic is issued to him against receipt. You should also take a receipt on receipt of the characteristic from the lawyer of the employee receiving it in his hands. To take into account the external characteristics issued by the organization, an appropriate book (magazine, album) is maintained, provided for by the local Regulations on the protection of personal data of employees, in which marks are made on the characteristics issued and the list of recipients (upon receipt). When sending characteristics by mail, marks of receipt are put in it, put down on the basis of mail notifications.
A copy is made of the characteristic transmitted or sent by mail to the initiator of its compilation, which is placed in the personal file of the employee. Moreover, this applies to both the characteristics of working employees and laid-off ones.

Influence of characteristic

In conclusion of the first part of the article, we will once again return to the content of the characteristics.
When compiling them, a large number of questions arise about the ethics of presenting this or that information. The desire of personnel officers to “do no harm” sometimes leads to the fact that the characteristics turn into “commendation lists”.
According to judges, officials of jurisdictional bodies making decisions on punishment, most of the characteristics are written according to one template, and they are all similar to the presentation of employees for rewarding. If the initiators of a criminal case or an administrative case are the employers themselves, then the complete opposite takes place - the characteristics of employees who have committed official offenses directed against the interests of the owners of the enterprise are initially similar to sentences. Objective characteristics - units.
To give universal advice - to write everything and only “the truth and nothing but the truth” in the description - would be reckless, for the simple reason that, firstly, any human assessment of events and behavior is subjective and “everyone has their own truth”, and , secondly, because a positive assessment is more difficult to use to the detriment of an employee than a negative one, and it does not matter who is the subject of its use. We believe that the above ratio of the advantages and disadvantages of the employee will bring the minimum harm and the maximum benefit, if, of course, the latter exist. As for the merits, even if it is impossible to form an idea about the employee, there are a number of neutral and impartial assessments that can be used as the basis for the characteristic.
The most responsible is the preparation of characteristics for courts or other bodies that decide on the application of punishment to an employee, on issuing a permit to an employee (for example, for adoption), etc. In order for the characterization to be as complete as possible, you should try to consult with a representative of the employee or body that requested the characterization.
After such a characteristic has been drawn up, the personnel officer must give it one of three ratings: “positive”, “satisfactory” or “negative”. If it is difficult to do this yourself, then you can ask a colleague (of course, without providing information about the employee).
In no case can it be considered that the characteristic is written for "pro forma". External characteristics, especially judicial ones, can change a person's life. Here are just a few examples of how characteristics from the place of work and place of study influenced the fate of people:
a) a positive characteristic:

Fragment of the judgment

b) satisfactory characteristic:

Fragment of the judgment

c) negative characteristic:

Fragment of the judgment

When compiling the next characteristic, you need to remember that its use can change not only the life of an employee, but also other people, for example, an adopted baby - putting your signature in the characteristic, you decide his fate. Therefore, be careful with words!

Performance

N.B. Belova,
Tomsk

A submission is a document that expresses an initiative to apply specific measures to an employee or to commit certain actions. In many ways, views are like characteristics. Moreover, in some of them, the characteristics are included in the form of separate blocks. However, these are different documents, differing both in content and in design.

The presentation can be conditionally divided into two parts: header and main. The first contains the following details:

In the main part of the submission, first of all, accounting information about the employee (last name, first name, patronymic, position or profession, date of birth, etc.) should be provided. Their composition is determined by the personnel service for each type of submission (see recommendations for compiling certain types representations). Also, depending on the type of presentation, it contains separate information blocks: a characteristic of the employee's qualities, necessary to resolve the issue of applying specific measures against the employee; grounds for applying appropriate measures to the employee; direct presentation; the conclusion of the relevant divisions on submission; other information. The view itself can be formulated as follows:

“I present _____________________ to ______________________________________”;
(data about the employee)

"_____________________ is submitted by _____________________________________".
(data about the employee) (actions or measures in relation to the employee)

In practice, the following formulation of the representation is also often used:

"_________________________ is worthy of _________________________________."
(data about the employee) (actions or measures in relation to the employee)

Depending on the measures to which the worker is being submitted, other information may be included in the submission (see the next section).

Types of representations and their content

I. Submission for promotion

Representation to encourage an employee is the most common type of representation. It is provided for in the personnel records management system of a significant number of organizations and government bodies.
Before proceeding to the characterization of the content of this representation, it is necessary to pay attention to the following point. Not always the wording “preparing a submission to reward an employee” means drawing up a separate document - a submission. In most regulatory legal acts regulating the procedure for encouraging and rewarding employees, the above provision means the preparation of documents for encouraging personnel in general; specific types of documents are provided for by instructions on office work, other local regulations of the organization. For example, preparing a submission for awarding employees with some departmental insignia in labor involves the preparation of such documents as letters of petition (addressed to the head of the body that provides encouragement), award sheets, and others.
If the personnel department intends to include a presentation for promotion directly into the office workflow system, then when developing its form, it is advisable to take into account a number of the following recommendations:
1) the view must have a place for credentials. Their composition depends on “for whom” the form is being developed. So, in the presentation to encourage the employee, which will be compiled by the immediate supervisor of the employee, it is not entirely correct to provide columns for indicating those accounting information that only the personnel department has access to. For the form of such a presentation, general data is sufficient that are known to the immediate supervisor of the employee - last name, first name and patronymic, position held (work performed), personnel number. In the event that columns are included in the form for more information, for example, about the length of service in the organization, the time of filling the last position (performing work in the last profession), etc., then they can be filled in by the personnel officer after receiving a partially completed submission from head of the structural unit. In this case, it is possible to indicate in the liners who fills in this or that column, for example:

View Fragment

PERFORMANCE
to the encouragement

2. Date of birth ________________________________________________

3. Position/profession __________________________________________
(indicated by the head of the employee)
4. Personnel number ______________________________________________
(indicated by the head of the employee)
5. Work experience:
- general _________________________________________________________
(specified by the personnel department)
- In the organisation _________________________________________________
(specified by the personnel department)
- in the position held (according to the profession) _____________
(specified by the personnel department)

If the submission is developed directly for the personnel department and will be addressed to the head of the organization, then the composition of the credentials can be much larger, for example, about an employment contract, education, etc. Once again, we draw your attention to the fact that the question of what credentials should be indicated in the submission the personnel department decides independently;
2) in the submission for encouragement, it is desirable to provide a place to reflect information about the employee's unresolved disciplinary sanctions, for example:

"Information on unresolved disciplinary sanctions ________________";

3) in the event that, in the opinion of the personnel service, the person entitled to apply incentives needs to know information about the employee in order to make a decision on the incentive, columns for a brief description of the employee are provided in the submission form, for example:

"A brief description of _______________________________________".

A characteristic can also be separated into a separate information block (see below). If for the person making the decision to reward the employee, only the merits and achievements for which the employee is actually presented for promotion are important, in the presentation form it is enough to provide lines for listing them, for example:

“Concrete merits (achievements, successes, distinctions) _____________”;

4) the submission for an incentive may not provide for the possibility for the immediate supervisor of the employee to indicate a specific type of incentive. In this case, the document formulates a general proposal to apply incentives to the employee without specifying which one, for example:

"___________________________________ is presented for promotion."

For the final decision on submission, separate columns or an information block are provided;
5) the submission form must provide space for the signature of the employee who made the submission.

In the event that the incentive system provides for the coordination of submissions drawn up by direct supervisors with the personnel service, then in the form of submission it is advisable to provide a place for its conclusion.
Depending on how the head of the organization or another person must express his decision on the submission, when developing the presentation form, it is necessary to provide a place for a resolution or for expressing a specific decision.
Thus, the representation can be divided into the following information blocks:

In view of the foregoing, a submission for promotion can be drawn up according to the model given in the "PAPERS" section - page 79.
For cases of presentation to the promotion of a group of employees in order to reduce the workflow, it is advisable to develop a separate presentation.
The main part of such a representation can be constructed as follows:

View Fragment

Per ______________________________________________________________
(motivation of encouragement)
presented for promotion in the form of _______________________________
(specific type of promotion)
1. ______________________________________________________________

2. ______________________________________________________________
(last name, first name, patronymic; position, profession)

This form is used if a group of employees is presented to the same type of promotion. To introduce multiple workers to different types incentives, the template provided in the PAPER section on page 80 can be used.

II. Submission for application of a disciplinary sanction

The submission for the application of a disciplinary sanction is used in the personnel records management system of a significant, but not a large number of commercial organizations. This is largely due to the fact that in order to make a decision on bringing employees to disciplinary responsibility, there are enough documents confirming the fact of committing disciplinary offenses (acts, protocols, reports, memorandums, etc.).
If the personnel department intends to consolidate the obligation to put forward an initiative to apply disciplinary sanctions to the heads of structural divisions and unify the documents in which such an initiative is expressed, then when developing the presentation form, it is necessary to take into account the recommendations given in the previous section (on developing a presentation for promotion). 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 columns for:

The submission may provide a place to give a brief description of the employee.
Just as in the case of a submission for promotion, a submission for the application of a disciplinary sanction should provide a place for the resolution of the head of the organization or another person authorized to make decisions on bringing employees to disciplinary responsibility, or for its direct decision. A submission for the application of a disciplinary sanction can be drawn up in the form given in the "PAPERS" section (p. 81).

III. Translation idea

This type of representation is also not found in every organization. As a rule, transfer submissions are entered into the office workflow system to resolve issues of transfer to senior management positions and in cases where local regulatory legal acts provide that appointment to a position is made on the appropriate submission of a higher official.
In the submission of the transfer, it is necessary to provide space for:

Since a transfer to a higher position can conditionally be considered an encouragement, when developing a specific form of submission, it is advisable to use the recommendations given in subsection I of this section, and, in particular, provide a place for the decision of the head of the organization (another official) on the submission. As an example, the presentation option given in the "PAPERS" section (p. 82) can be used.

IV. Representation of an employee during certification

The traditional procedure for attestation of personnel provides for the preparation of a presentation on the attested employee.
In the most common form of representation for an attested employee, in addition to the place for specifying credentials about the employee (last name, first name, patronymic, date of birth, position held at the time of certification, date of appointment to the position, education, total length of service, length of service, etc.) , there is room for:

In the form of presentation to the manager, in addition, a place is provided for reflecting the results of the activities of the structural unit headed by the employee, the results of the implementation of the project coordinated by him.
Usually, the direct supervisor of the employee is responsible for the preparation and execution of the submission. The document signed by him is submitted for approval to the personnel department or directly to the certification commission. If the local Regulations on the certification of the organization's personnel provide for the approval of the submission with the personnel service, then the submission form should provide a place for approval visas or special marks of the personnel service.
When developing a presentation form for an attested employee, a presentation variant can be taken as a basis, in which the content is constructed according to the following model:

Presentation option

PERFORMANCE
for certified employee

1. Surname, name, patronymic _______________________________________

2. Position held at the time of certification _________

3. Date of appointment to the position _________________________________
4. Motivated assessment of professional, personal qualities and
performance results _______________________________
_________________________________________________________________
_________________________________________________________________
________________________________________________________________.

___________________________________ _________ _____________
(position of the head, (signature) (decoding)
who made the presentation)
"___" ___________ _______G.
Familiarized with the presentation _________ ______
(signature) (decryption)
"___" ___________ _______G.

In some organizations and institutions, the procedure for compiling a presentation on a certified employee is characterized by certain features. So, for example, when attesting the heads of secondary specialized educational institutions, a presentation for certification is prepared by the council educational institution based on the director's report on the results of work at the general meeting of the team and signed by the deputy chairman of the council of the educational institution, indicating the dates and numbers of the minutes of the meeting, the council meeting. Therefore, the submission form should provide a place for specifying the details of the listed documents.
Since the legislation does not establish uniform requirements for the certification procedure, and, consequently, for the form of representation for the employee being certified, the organization may provide for a special approach to reflecting the employee's assessments. So, for example, in a number of banking organizations, personnel certification is carried out according to the scheme established by central bank of the Russian Federation for its employees in the Regulations on the certification of employees of the Central Bank of the Russian Federation, approved by order of the Central Bank of the Russian Federation dated May 15, 1994 No. 01-000. In this scheme, the presentation form provides for the possibility of affixing assessments by expert groups, which include representatives of various departments that most often interact with the certified employee by type of activity. In this case, each expert evaluates the certified person according to the parameters specified in the submission form:

Fragment
presentation forms

PERFORMANCE
(per specialist)

Surname _______________________ Position ______________________
Name ___________________________ ________________________________
Middle name ______________________ Place of work ___________________
________________________________

II. Evaluation of a specialist (evaluate on a 7-point scale indicators
productivity, professional and personal qualities
certified specialist. For the extreme values ​​of the scales (1 and 7 points)
necessary explanations are given. Circle the score that
In your opinion, most corresponds to the level of the certified):

Evaluation of labor productivity indicators

For each job
takes much less time,
more time than dictated
it is dictated by experience or experience or plan
plan 1 2 3 4 5 6 7

In some organizations, the certification scheme does not provide for the preparation of representations for employees - they are replaced by reviews about the worker's activities, reviews about the employee or characteristics-reviews. These documents differ from submissions in that, in addition to the information listed above, they contain reviews about the employee of his/her immediate supervisor and preliminary conclusions about the compliance or non-compliance of the employee with the position or established requirements in a special information block.
In conclusion, it should be noted that in the considered form of representations there is no formulation of the representation as such - what the employee is presented to.

V. Submission for the assignment of a special title

Submission for the assignment of a special rank is the core of the procedure for awarding special ranks to employees of a number of state bodies. Since this procedure is mainly regulated by special regulatory legal acts, the forms of submissions are also approved by these acts.
Basically, the forms provide the following information blocks:

Since submissions for the assignment of special titles are in circulation only in some state bodies, it seems redundant to give samples of them. For the same personnel officers who will have to resolve issues with the preparation of the considered submissions, we recommend that you study the schemes provided for by special regulations, for example, the Instructions for organizing work on the use of incentives and disciplinary sanctions in the bodies for controlling the circulation of narcotic drugs and psychotropic substances (order of the Federal Service of the Russian Federation for Drug Control dated 09.06.2004 No. 174), Instructions on the procedure for presenting employees and citizens accepted for service in the customs authorities of the Russian Federation for the assignment of special ranks (order of the State Customs Committee of Russia dated 04.30.1998 No. 280).

VI. Presentation for dismissal

This type of representation is also used in government bodies. Its introduction into the system of personnel records management is due to the specifics of service in state bodies (when the right to raise the issue of dismissal of an employee is vested in his immediate supervisor or the head of the relevant structural unit) and the peculiarities of building their personnel apparatus. But there is hardly any special need for transferring this experience to commercial organizations with small personnel services - personnel inspectors loaded with the execution of mandatory documents will not be enthusiastic about drawing up another document upon dismissal of an employee. As for line managers, heads of structural divisions, it seems difficult to involve them in the procedure for compiling submissions.
For those who nevertheless intend to introduce submissions for dismissal into the office workflow system, it can be advised to pay attention to a number of regulatory legal acts regulating the procedure for dismissing employees of state bodies, for example, the Instruction on organizing work on the dismissal of employees from service in drug control authorities drugs and psychotropic substances (Order of the Federal Service of the Russian Federation for Drug Control dated June 23, 2004 No. 186), Guidelines on the organization of work on the admission of citizens of the Russian Federation to the service (work) in the customs authorities of the Russian Federation for appointment, on the dismissal of officials of the customs authorities of the Russian Federation and institutions of the State Customs Committee of Russia (order of the State Customs Committee of Russia dated 17.03.2004 No. 115-r), Instruction on the procedure for applying the Regulations on service in the internal affairs bodies of the Russian Federation in institutions and bodies of the penitentiary system of the Ministry of Justice of the Russian Federation (Order of the Ministry of Justice of Russia dated April 26, 2002 No. 117).
It should be noted that some companies will soon be required to provide for dismissal submissions in their record keeping system. This applies to those organizations in which citizens are already doing or will be doing alternative civilian service. According to the Regulations on the procedure for performing alternative civilian service, approved by Decree of the Government of the Russian Federation of May 28, 2004 No. 256, the decision to dismiss a citizen from alternative civilian service is made on the basis of a recommendation for dismissal; in the submission for dismissal, the grounds on which the citizen is subject to dismissal from the alternative civil service are indicated. When developing the form of such a representation, the personnel department can use the representation options approved by the above regulatory legal acts.
In any case, in the form of submission it is necessary to provide columns for indicating the following information:

View Fragment

...
submitted for dismissal in accordance with ______________________
(subparagraphs,
__________________________________________________________________
paragraphs, articles of the federal law)
in connection with _____________________________________________.
(reason for leaving)

In the form of a submission for dismissal, it is also necessary to provide a place for the marks of the dismissed person about familiarization with the submission and the signature of the employee who made the submission.

In conclusion, it should be noted once again that there are no normatively fixed rules for the preparation and execution of submissions. As for the above methods, they should be considered as recommendations.

Also on this topic.

Characteristics from the place of work - a document that can be drawn up at the official request of legal structures (their rights are also protected by the relevant), upon request, for admission to the civil service or at the request of the person himself. Sometimes, an official paper is drawn up in an organization to consider issues of dismissal, promotion career ladder or rewarding (the latter can even go online if the company has a corresponding client of a savings bank or other similar organization - details can be found at). The document is also drawn up for the mother and submitted to the guardianship authorities for the adoption of the child. In any case, the procedure for its preparation should be accompanied by an order to amend the staffing table of the 2018 sample. This process is described in the article on.

Sample characteristics from the place of work, sample 2018

There is no written form. However, there are some requirements that must be followed when drafting the text (and if they are not met, but the employee is hired, this may attract the attention of anti-corruption authorities working on the basis of a number of laws, including).

For example:
- the text is drawn up on a sheet of A4 format;
- the presentation is in the third person or in the past tense;
- the title of the document, name and position are indicated;
- lists the personal data of the employee.
Employees of the personnel department of the enterprise can see how a document and a certificate are written (if we talk about students, they can also familiarize themselves with documents related to expulsion, including samples, in the dean's office).

The above requirements are also relevant for another document relevant to employees - this is a memo, an example of which can be found. It can be issued for a number of cases, ranging from the reasons for bonuses to the grounds for dismissal.

Requirements for compiling a job description

How to draw up a document? The description of work activity contains standard information about career growth and achievements in work. Significant successes are given, information about additional education, professional development. Professional and personal qualities, the presence of awards, incentives or penalties are assessed (in the latter case, it may be necessary to attach all relevant documents, including the application for initiating enforcement proceedings described).
The paper is signed by the head of the organization. The date is indicated, the seal of the enterprise is put.

If you can’t write a well-written characterization, ask for help:

Bankruptcy recognition - Federal Law 127 in a new reaction

Characteristics from the previous place of work

How to write a document? Characteristics sample with former place work and the form can be downloaded on specialized sites, after which the text is printed out from the word program (as well as any similar certificates, such as a birth certificate, etc.). An approximate description is given for the manager, for the general director, for the driver, for the employee, for the seller, for the watchman, for the nurse, for the lawyer, for the doctor, for the clerk, for the storekeeper. There is also a sample spelling and a standard template.

Characteristics from the place of work sample to the police, court, military registration and enlistment office

It is possible to download the writing text for a car mechanic, for a janitor, for a handyman, for a primary school teacher, for an auxiliary worker on web resources on the Internet. Based on the above samples, you can make an individual assessment of the activities of an employee, accountant, salesperson, consultant, economist, office manager, hotel administrator, individual entrepreneur, programmer, welder, cashier, health worker, engineer, cook, manager, loader, security guard, electrician with taking into account the personal characteristics of the position.
The document may also be needed to be presented on demand to the court (for example, to respond to the statement of claim described), various government agencies and organizations, banks for issuing a loan.

If a paper is written to be submitted to the court, to the police, to the military registration and enlistment office, then much attention is paid to personal qualities. Since the reference from the place of work, the sample to the court in a criminal case is used to pass a sentence so as not to cause unnecessary harm to the employee, a negative and bad assessment is not made. In this case, it is better to consult a lawyer or lawyer. In an administrative case, the document is also considered for the decision of bailiffs.

How to write for a student at the place of internship

When compiling a text for a student at the place of internship (his first job, so to speak), the surname, address and period of internship, data of the mentor are indicated. The paper is compiled by a methodologist or supervisor, signed by the director of the institution.

Be sure to give feedback on work activities and recommendations for further training. Usually friendly and positive evaluation written for many students.

Examples of ready characteristics

Sample 1

As an example, a performance appraisal for a trainee is provided:
During the passage industrial practice in _____________ (name of institution) student _________________ (full name) proved to be disciplined and ready to acquire the skills required in the field of production. Main task practical work familiarization with the aspects of the enterprise. Under the direction of experienced craftsman studied legislative acts and methodological materials, labor legislation, the profile and specialization of the enterprise.
The duration of the internship was ___________ days. The student proved to be active, sociable, ready to study a large amount of information.
The assignments and tasks of the master were carried out responsibly and on time. Practical work deserves a mark ____.
Head of the enterprise ______ (full name)
Date ________ (day, year)

Other examples of drafting a document will help you correctly write a text in favor of a candidate for a position or for presentation to the necessary authorities.

Sample 2

Sample 3

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Sample characteristic for awarding

AT modern conditions characteristics as they used to call letters of recommendation. AT recent times an unusual concept has come into our everyday life as a recommendation in writing. Everyone had to deal with such a document as a characteristic. Here is a sample that will help save time in producing a worthy document. There is a difference to demand characteristics, it is quite another to issue. AT Soviet times the recommendation was replaced by a familiar characteristic. Usually it was necessary to come to a personnel specialist with a reference. When it came time to choose a job, or luck fell out to take an important position.

Characteristics for an employee for awarding: instructions for compiling

Characteristic sections

Introduction

Main part

Final part

Thirdly, before writing a characterization, you should carefully read the provision on the proposed award, which should contain a list of all required documents with the rules for filling them out. There are times when in writing characteristics. as such, there is no need at all. At the same time, the characteristic can act as an addition to any document.

1. The presence of a sample characteristic for awarding is a necessary detail in the work of any organization. As a rule, sooner or later, there will always be an employee who will be worthy of a high assessment of his work activity.

He can receive an award or a commemorative medal for honest conscientious work, many years of work for the benefit of the successful development of the organization, etc. If the award is not directly related to official activities, then state medals and orders, certificates of honor can also be used.

Rewarding an employee always serves as an incentive for his further fruitful activity. The characteristic is by no means the last place in the possibility of obtaining an award. So, the heads of organizations need to approach its writing with maximum responsibility.

Characteristics for rewarding an employee

He has been working at S_________ OJSC since May 1976, in the position of ______________ since May 14, 1998.

During the period of work in the OJSC, he proved himself on the positive side. Responsible for his immediate work. Demanding both to himself and to subordinates. Maintains level labor discipline in a collective. Constantly gets acquainted with new achievements of domestic and foreign science, technology, production, with modern directions of their development. Introduces everything new in the practice of work. Able to analyze a new situation and make appropriate solutions to the problems that have arisen. Entrepreneurial, able to quickly make decisions to achieve the goal.

Fulfills its official duties able to cope with a large amount of work, with responsibility for the results of work.

Contributes its personal contribution in the introduction of new technology in improving the organization of production, labor and management.

Persistent in bringing to the end the work begun. Energetic, accurate, knows how to defend his point of view.

Supports in the team an atmosphere of high mutual demands, goodwill, interest in achieving goals.

During the period of work in JSC "" _________ has established itself on the positive side as a competent and responsible employee. Hardworking, responsible attitude to their immediate work. Entrepreneurial, able to quickly make decisions to achieve the goal.

Qualitatively performs his job duties, is able to cope with a large amount of work, treats the results of their implementation with responsibility. In the team is respected by the employees. She did not allow cases of violation of labor and performance discipline.

Sample Characteristics for the Chief Accountant for the Award.Doc

Sample characteristics of an employee (accountant) in relation to an employee of measures of state influence (awarding or.

Protocol. The decision to nominate a candidate for an award The characteristic is written in the 3rd person Its content should not repeat the chief accountants and chief economists of business entities given in c. Regulations on departmental awards and the form of presentation for awarding.

Presentation of citizens for awarding state awards sample filling in paragraph 11 - see in the final part of the characteristics, it is necessary to reflect the facts of awarding The certificate must be signed by the chief accountant and head of the enterprise, organization, institution.

The main types of awards for presentation for awarding. 3. signed by the head and chief accountant of the organization. merits for which the award is made (a sample application is presented in Appendix No. 1). The characteristic should contain information about specific merits.

Created 01 Mar 2015

How to write a testimonial for an employee award

A characteristic is an official document that evaluates the personal and business qualities of a person and reflects his professional activities. As a rule, the characteristic is compiled on request official sources from outside, for example, the judiciary or from other organizations - a new place of study or work and other sources, or at the individual's own request.

Also, a characteristic is compiled within the organization for an employee to solve various types of issues: disciplinary sanctions or, on the contrary, promotions, awards or certifications, career advancement, and many others.

By whom and how is a characteristic written for an employee

The characteristic is compiled directly by the head of the employee. It is written in an arbitrary form, since there are no clear requirements for its compilation officially. However, you can find an acceptable sample on the Internet, as over time certain examples have been developed in enterprises, so most managers try to take them into account.

So, let's look at typical compiled characteristics and an example of their structures:

1. To draw up a characteristic for awarding, it is advisable to use the letterhead of the enterprise (a sample of such an A4 sheet is always available at the enterprise). This work must be performed by the immediate supervisor of the employee for whom the characteristic is being drawn up, or by an employee of the personnel department, and the director of the organization or his deputy must sign the characteristic.
2. In the books on office work, a sample of a characteristic is recommended, in the title of which the details of the organization, the date the document was drawn up are indicated, in the center is the word "Characteristic".
3. The next paragraph of the document should be the personal data of the employee for whom the characteristic is drawn up - last name, first name, patronymic (in full), year of his birth, address of residence, education that the employee has.
4. Next, the characteristic of the employee's work activity is directly displayed. A sample characteristic in personnel magazines usually recommends here to highlight information about the date of employment of a person in an enterprise, set out brief information about career advancement, list the most significant results achieved by the employee, if any.
5. In continuation, it is desirable to reflect the personal and business qualities of the employee, his psychological qualities, the level of dedication and performance of the person being characterized, as well as his professional suitability, and give them an appropriate assessment. Here you can also state information about the awards or penalties of the employee, if any. Here is an example of the information that is desirable to describe:
6. the personal qualities of an employee are expressed and evaluated by the relationship with colleagues at work, the level of general culture in communication, his psychological balance
7. evaluating professional competence, we take into account the work experience of a person, the amount of his knowledge and the ability to control and analyze them, his desire and ability to improve his skills, study or knowledge of the legal framework, and even just the general level of intelligence and erudition
8. evaluating the business qualities of an employee, you can peep into the sample and see that it should describe his analytical abilities, the ability to self-organize and plan work, control the fulfillment of the tasks assigned to him in full and on time
9. The assessment of the employee's performance should include his activity, desire and ability to organize his personal work process, behavior in difficult or stressful situations, the ability to take responsibility for the results of work, as well as the effectiveness of his decisions.
10. The final point of the characteristic should be the purpose of its compilation. An example often cited on standard forms is "the characteristic is given for provision at the place of requirement."

If the characteristic was not compiled on letterhead enterprise (organization), and on a standard sheet, then the document should be signed by the head of the enterprise. It is possible, but not required, to have two signatures. After signatures, it is required to put the date of compilation of the characteristics and certify everything stated with the seal of the enterprise (organization).

Drawing up a characteristic for an employee for rewarding

To write a characterization for an award, you will need:

Compilation of characteristics for awarding takes place in accordance with a certain structure, consisting of the following components:

Characteristic sections

Introduction

Provides information about the name of the organization that issues this characteristic, and general information about the employee: surname and initials, marital status, date of birth, position held in the organization, total length of service, received state awards, degrees and titles.

Main part

Contains a list of duties performed by the employee, specifying the results achieved, information about moral character, features of interaction with the team and many other details.

Final part

Conclusion on all the above information.

Since the employee's characteristic for awarding is considered an official document, it must be signed by the head of the organization, and then certified with a seal.

In addition to the basic structure, a number of features should be taken into account when writing this document.

Firstly, the name of the document initially implies the availability of information only about the outstanding achievements and positive qualities of the employee, which make it possible to distinguish him from others. If the award is not directly related to work, then more attention should be paid to the moral qualities of a person: benevolence, decency, responsiveness, etc. At the same time, the characteristic must fully correspond to reality, and not contain fictional dignity of a person.

Secondly, the award can be awarded not just to a good worker, but to a person who has certain merits. All these merit must be clearly stated in the reference in accordance with the accepted laws on awards or departmental regulations.

Thirdly, before writing a characterization, you should carefully read the regulations on the proposed award, which should contain a list of all necessary documents with the rules for filling them out. There are times when writing a description, as such, is not necessary at all. At the same time, the characteristic can act as an addition to any document.

There is an instruction for compiling a characteristic for an employee, following which you can avoid many incomprehensible moments and difficulties.

1. The presence of a sample characteristic for awarding is a necessary detail in the work of any organization. As a rule, sooner or later, there will always be an employee who will be worthy of a high assessment of his work activity. He can receive an award or a commemorative medal for honest conscientious work, many years of work for the benefit of the successful development of the organization, etc. If the award is not directly related to official activities, then state medals and orders, certificates of honor can also be used.
2. The head of the organization must be familiar with the principles of writing a characteristic for the award, which must comply with the main standards of the official writing. Excessive use of emotionally colored words and expressions is unacceptable.
3. Writing a characteristic is, to one degree or another, a review in which the professional and personal qualities of an employee are considered in detail. A description of work activity, features of the performance of official duties, the conscientiousness of the employee, the presence of special skills and abilities is a mandatory element of the characteristic. Moreover, the features of the interaction of the employee with the team, his active or passive participation in the social life of the organization are described.
4. Particular attention when writing a characteristic for the award is given to formal data (indication of the surname and initials, level of education, job title, length of service, etc.). The presence of errors invalidates the document. The information provided in the testimonial will be the deciding factor for the people whose job it is to consider the nomination for the award.
April 08, 2019