Personnel certification: how to conduct it without mistakes

Content

• What the code says
• Why carry out
• Who is not subject to certification
• Who is subject to mandatory verification
• Terms of employee certification
• Main types of personnel certification
• Methods of employee certification
• Stages of certification
• Who is on the commission
• Forms of certification
• Commission decision
• The most common mistakes
• When the commission's actions are unlawful
• Advice for managers
• Conclusion

Personnel are the main asset of any organization. Whether the company achieves its goals depends on how well employees do their work.

To ensure that job performance does not decline over time, employees’ knowledge and skills are regularly assessed.

How to achieve reliable results when conducting personnel assessment?

When assessing personnel and drawing up final conclusions, objectivity is important.

It is important to obtain reliable results, while avoiding controversial issues that may arise.

1 piece of advice – make the commission as large as possible.

The composition of the commission is not limited; it is important that it consists of all employees who can take part in the certification procedure. The commission should consist of employees who have the authority of their colleagues and have the necessary competence to conduct employee assessments. Then the likelihood of conflicts decreases, and trust in the commission increases.

For example, when the commission includes employees who do not have the necessary professional knowledge and skills, they will not be able to objectively assess the employee’s qualities. When certifying a sales manager, the commission should consist of specialists in this area, and not of economists, personnel officers and accountants. Otherwise, such certification will not be considered effective.

Tip 2 – the assessment is carried out in person.

The law allows for an assessment to be carried out in absentia if the employee does not agree to the examination or does not appear for an interview without good reason. It is best for the certification to take place in the presence of the employee and the manager. This will reduce the likelihood of conflict situations and employees challenging negative assessment results.

Tip 3 – attracting independent organizations.

To obtain the most objective result and prevent possible conflicts, it is recommended to involve special organizations for assessment. They will conduct training and certification of personnel, as well as evaluate workplaces.

Why carry out

Conducting employee certification does not mean at all that those who do not pass it will be fired.

The main purpose of certification is to analyze the work, identify which areas are weak, how to eliminate these problems and increase the efficiency of the company.

In addition to these goals, there are additional ones:

• Check how motivated employees are (including for career growth);
• Determine the vector along which the company will develop in the future;
• Increase the level of discipline in the team;
• Check the company's compliance with the corporate culture.

Often such a check reveals that additional specialists are needed on staff, or that it is necessary to organize advanced training courses for existing employees.

As a result, certification can help:

• In identifying personnel problems;
• In revising the level of wages;
• Form a personnel reserve;
• In assessing the performance of the company.

Final provisions

This section contains information about where to store certification documents. All certification documents are stored in personnel departments, protocols - in the nomenclature folder, certification sheets - in the personal files of employees.

The storage period for these documents is 75 years.

Sample regulations on employee certification

Sample schedule for employee certification

Sample characteristics for an employee for certification

Sample employee certification protocol

Sample certification sheet

Read more: Peculiarities of teacher certification. New initiatives

Read more: The procedure for certifying teaching staff for compliance with the position held

Read more: How to certify the head of an educational institution

Read more: How can a teacher pass voluntary certification?

Who is subject to mandatory verification

• State civil servants;
• Municipal employees;
• Railway workers;
• Electricity industry workers;
• Persons ensuring the safety of navigation;
• Aviation personnel;
• Education workers;
• Those who work at high-risk production facilities;
• Librarians;
• Management team of a unitary enterprise;
• Persons working with ionizing radiation;
• Persons working at enterprises associated with the storage and destruction of chemical weapons.

Main types of personnel certification

There are several types of certification.

We will list and give a brief description of the main ones:

1. The next one is mandatory for all employees. Frequency: 1 time every 2 years for senior positions, 1 time every 3 years for others.
2. When moving up the career ladder, it reveals how ready an employee is to take a higher position and perform new responsibilities.
3. At the end of the trial period , it is carried out to find out how the employee has adapted to the new place.
4. When moving to another department - carried out in cases where responsibilities change significantly.

Personnel certification is carried out regularly, and the list of positions that need to be certified is compiled by the head of the organization.

Certification of employees according to the Labor Code of the Russian Federation is mandatory

In accordance with the Labor Code of the Russian Federation, certification of employees for compliance with the position held is mandatory for researchers (Article 336.1 of the Labor Code of the Russian Federation) and teachers (Article 332 of the Labor Code of the Russian Federation).
At the same time, scientific employees must undergo certification at least once every 5 years and no more than once every 2 years. The frequency of certification checks for teachers is once every 5 years. In addition to these cases prescribed in the Labor Code of the Russian Federation, certification is provided for in some industry regulations to regulate the procedure for conducting activities (most often unsafe).

Thus, the following are required to undergo certification:

• employees called upon to ensure transport security (Article 12.1 of the Law “On Transport Security” dated 02/09/2007 No. 16-FZ);
• state civil servants (Article 48 of the Law “On the State Civil Service of the Russian Federation” dated July 27, 2004 No. 79-FZ);
• workers responsible for loading/unloading, placing, securing cargo on railway transport and work related to the movement and maneuvering of trains (Clause 4, Article 25 of the Law “On Railway Transport in the Russian Federation” dated January 10, 2003 No. 17-FZ);
• workers engaged in the field of industrial safety (Part 2 of Article 9 of the Law “On Industrial Safety of Hazardous Production Facilities” dated July 21, 1997 No. 116-FZ);
• persons heading federal unitary enterprises (Resolution of the Government of the Russian Federation “On the procedure for concluding employment contracts and certification of managers...” dated March 16, 2000 No. 234) - once every 3 years;
• other categories of workers specifically specified in laws and industry regulations (for example, firefighters, rescuers, prosecutors, aviators, etc.).

Often, employers use certification to check the qualifications of employees for the purpose of their subsequent dismissal. So, in paragraph 3 of part 1 of Art. 81 of the Labor Code of the Russian Federation indicates the possibility of dismissal of employees by the employer due to their poor certification results.

You will find more information about dismissals initiated by employers in the article “Procedure for dismissing an employee at the initiative of the employer .

At the same time, certification is an opportunity to reward an employee for achievements in the workplace or to promote him up the career ladder. In addition, based on the results of the qualification test, a decision may be made to send an employee for training.

Based on the results of certification, medical workers receive qualification categories and differentiated wages. The right to certification to achieve these goals is established in subsection. 4 paragraphs 1 art. 72 Federal Law “On the fundamentals of protecting the health of citizens in the Russian Federation” dated November 21, 2011 No. 323-FZ.

You will learn more about the certification of medical workers from our article .

At the same time, there are categories of employees who cannot be dismissed at the initiative of the employer, even with poor certification results. This:

• pregnant women;
• single mothers;
• mothers with young children under 3 years old, etc.

Their rights are protected by Art. 261 Labor Code of the Russian Federation. In order to somehow resolve the situation, the employer must find a socially protected employee who has not passed the certification another job with lower qualification requirements.

Sometimes the employer is still inclined to terminate the employment contract with an inappropriate employee. But this can only be done by agreement of the parties or the desire of the employee himself. For example, termination of an employment contract is possible if it is impossible to change the employee’s type of activity for medical reasons due to the employer’s lack of suitable work (such conditions for termination of the contract are mentioned in Part 3 of Article 261 of the Labor Code of the Russian Federation).

Methods of employee certification

There are many certification methods, but in practice only a few are used, since for the most part they are derived from each other.

Classification method.

The selection of employees is carried out according to criteria that are approved in advance. The merits and achievements of everyone when performing work are taken into account.

Ranking method.

It consists of ranking employees according to their merits or abilities to perform a certain job. Although ranking can be carried out according to other criteria.

Rating scale.

This technique is most often used when conducting certification. The basis is a list that lists personality characteristics, and a five-point scale is placed opposite each one. Then the manager, using this scale, notes how each characteristic is inherent in the employees.

Open certification.

The technique is relatively new. It was introduced because the rating scale system was not effective enough. Instead of assigning points, it is enough to use a written or oral description of the employee.

Stages of certification

Before conducting certification, you need to clearly understand what exactly you want to install and check. In addition, if the team is large, it is worth developing a plan that delineates who will be busy with the passage at what time.

We will briefly describe the main stages of this procedure in order to have the most complete understanding of it.

Stage No. 1.

First, you decide which metrics you want to evaluate. Then you decide what methods you will use when checking. Once the technique is chosen, you can test one of the company’s departments or an entire structural unit as an experiment.

The criteria by which the assessment will be carried out are specified in advance.

Stage No. 2.

At this stage, regulatory documentation is published and materials for the procedure are prepared. If the company has not carried out certification before, it is worth issuing an order to conduct it, collecting the necessary materials, questionnaires, employee testing results, etc.

All documentation is provided to the secretary of the certification commission, who draws up evaluation tables.

Stage No. 3.

At this stage, employees fill out reports on the work they have done, and the manager fills out a table indicating various criteria. A rating is given next to each criterion.

Stage No. 4.

The committee discusses each grade given. The ratings are then summed up and compared with the requirements for a particular position. The higher the final score, the higher the position the certified employee can occupy.

Stage No. 5.

This stage is key.

If the employee who is currently being checked is absent from the workplace, it is impossible to determine in absentia how suitable he is for the job.

If the employee knew about the certification and his signature is on the notification, but he ignored its implementation, an act is drawn up indicating that the employee did not pass the certification.

Summing up the results of its work, the commission draws up a report in which it evaluates the professional level of the team. All documentation that the commission has prepared is certified by all members of the commission.

Stage No. 6.

The commission is systematizing the results obtained. Tables are drawn up and recommendations are given to management regarding the implementation of personnel changes.

After receiving recommendations, some will be sent to improve their qualifications, some will be promoted, and some will be completely laid off.

Stage No. 7.

The entire team must be made aware of the certification results. The manager personally conducts a conversation with those employees whose position in the organization will change.

All results are stored in the personnel service; they can be used to resolve various personnel issues.

In our conversation we often mentioned the term “certification commission”. Therefore, let us clarify who is included in it.

Personnel certification: how to conduct it without mistakes

“HR service and personnel management of the enterprise”, 2006, N 11

Personnel certification: how to conduct it without mistakes

Certification occupies its own special place in the personnel management system, although it is often confused with personnel assessment. Performance appraisals are just one method of assessment, but their results can have serious consequences for employees. If personnel assessment is the process of determining the effectiveness of employees in the implementation of the company’s tasks, then certification is a procedure for systematically formalizing the compliance of the activities of a particular employee with the standard of performance in the position he occupies. The results of this procedure can be used in court to defend personnel decisions (for example, dismissal of an employee). But let’s not talk about sad things... After all, first of all, certification is a real way to increase the efficiency of the company’s employees.

The term “certification” came to modern Russian companies from the Soviet past: as a separate block of work on organizing the work of employees, certification was introduced in 1973 by Resolution of the Council of Ministers of the USSR of July 26, 1973 N 531 (as amended on February 21, 1986), and the Decree of the State Committee for Labor of the USSR and the State Committee for Science and Technology of the USSR dated October 5, 1973 N 267/470 approved the Regulations on the procedure for certification of management, engineering and technical workers and other specialists of enterprises and organizations of industry, construction, agriculture, transport and communications (hereinafter - Regulations 1973). The last changes were made to it in 1986, and at the moment it has not been canceled or declared invalid.

During the Soviet period, the economy was built on large state-owned enterprises with a workforce of thousands and tens of thousands of people. Today in Russia there are also many large companies in the real sector of the economy and the service sector, with an extensive management structure and branch network, for which the Soviet experience of conducting certification has become relevant. Even small companies with 50 - 100 employees planning to expand their business consider certification as a tool for increasing the efficiency of such a resource as personnel.

For whom is certification required?

It should be noted that our legislation does not oblige all employers, without exception, to conduct certification of their employees. Neither the Labor Code of the Russian Federation nor other normative legal acts of an industry-wide and mandatory nature establish that any employer must periodically check the suitability of its employees for the positions they occupy.

However, there are exceptions here. For example, in accordance with Art. 48 of the Federal Law of July 27, 2004 N 79-FZ “On the State Civil Service of the Russian Federation”, in order to determine the suitability of the position being filled, civil servants are certified once every 3 years. And according to the Federal Law of November 14, 2002 N 161-FZ “On State and Municipal Unitary Enterprises”, the head of a unitary enterprise is subject to mandatory certification.

Mandatory certification is also established by special federal laws in relation to personnel of organizations of certain sectors of economic activity (certain categories of workers in the energy sector, transport sector, at hazardous production facilities, in the field of education and others).

In other cases, certification is not necessary, but if the management of the enterprise decided to carry out this procedure, then there are no obstacles to this. The only thing that the employer and his personnel service must do is to consolidate the certification system in the relevant local regulatory act, for example, in the regulation on the certification of the organization’s personnel. HR managers who have begun to develop a local regulation on certification need to know that the Russian Ministry of Labor clarifies in its clarifications: the local act must take into account the rules that were previously established by acts of the USSR, and it is also advisable to take into account the recommendations given for various industries by the relevant ministries.

Why is certification needed?

First of all, certification allows you to diagnose personnel, that is, obtain information about employees, identify “pain points”, moments that complicate the work of personnel, and solve these problems in a timely manner. During the certification process, an inventory of business competencies is carried out, which is necessary for the company to achieve its goals. We are talking about determining, through certification, the value of employees not only for the department (group), but also for the organization as a whole, the optimal placement of employees in places, and the most adequate application of the remuneration system.

If a particular employee has the necessary competencies for his position, he receives an appropriate salary; if they have “grown up,” the salary can also “grow up.” Employees who demonstrate the best results receive the highest assessment based on the results of certification and can become candidates for the personnel reserve. In turn, employees with an insufficient number of competencies, but in which the company is interested, can be offered a training and development program, that is, certification allows for more targeted training.

Certification allows you to make decisions related to:

— changes in the compensation package, which has specific material consequences for employees;

— development of the organization (aligning human resources with the plans of the organization);

— assessing the current activities (situation) of the entire organization and identifying operational problems;

— formation of the company’s personnel reserve.

Carrying out certification

To carry out certification, an certification commission is created, headed by a chairman, which is divided into subcommittees to evaluate employees of a specific position or area of ​​activity. If the purpose of the certification is to check the suitability of the position held and, based on its results, the dismissal of workers is possible, the certification commission must include a member of the commission from the corresponding elected trade union body (provided that there is a trade union). If the certification has other goals and its results do not include the possibility of dismissal (or other negative consequences for employees), then the inclusion of a trade union member in the certification commission is not necessary (for example, if the certification is carried out for the purpose of forming a personnel reserve, to increase wage categories and etc.).

It is important to know that from a legal point of view, certification of employees who have worked in their position for less than 1 year and pregnant women may be considered unlawful. Also, women who have children under 3 years of age and are on maternity leave are not subject to certification (their certification is carried out no earlier than a year after leaving leave).

When preparing certification, organizers need to determine which categories of employees will undergo it and with what frequency (usually certification is carried out once a year).

It is also important to understand what exactly needs to be assessed, since the full certification procedure may include an assessment of the results of work, professional knowledge and skills of employees, and an assessment of their personality traits. Formally, the assessment of a person’s personal qualities and motivational sphere is not included in the subject of certification in its classical sense. However, modern market conditions dictate their own requirements, and based on this, more and more companies are including such an assessment in the certification system for a number of positions (specialties), where the personal and motivational sphere of employees is no less important than professional knowledge and skills. This applies, for example, to managers, employees of commercial services, etc., i.e. to those positions for which the human factor is very important, affecting the business of the company as a whole.

It is also necessary to develop:

— criteria for assessing labor results and the procedure for taking them into account;

— select those skills and personal qualities that are professionally important for each position (type of position), and build so-called success profiles;

— determine the procedure for conducting the assessment procedure itself, as well as procedures for providing information support for the work of the certification commission.

After this, you should select the appropriate diagnostic device (methods by which diagnostics will be carried out) and carry out trial operation of the developed certification system in one of the company’s divisions.

At the preparatory stage of certification, employees prepare reports on the implementation of their professional development plan and work plan. The materials are submitted to the secretary of the commission, who forms a table with employee ratings, which also includes the employee’s assessment by the immediate supervisor.

During the certification, the employee reads out his report on work and professional development plans. The assigned competency scores are discussed by the commission, and then summed up and checked against the position profile. The higher the final score for all competencies, the higher the professional level of the employee, which means he can qualify for a higher salary or be included in the personnel reserve.

The certification procedure requires significant labor and time costs, as well as an objective approach to solving problems. If an external expert opinion is needed during its implementation or there are not enough in-house specialists, then it would be justified to attract professional consultants from outside. The situation when the client sets the introductory conditions, and the consultants directly set up the certification system, has recently become very common.

Consultants can be approached for help as subject matter experts. They will tell you how best to solve a particular problem within the framework of this procedure, and will help train company employees so that they can build and implement a certification system on their own. External consultants may be invited to solve local problems within the framework of certification, for example, to organize and conduct professional testing of employees or expert opinions on individual competencies, to conduct a comprehensive study using the Assessment Center method.

Errors during certification

The main mistake can be made at the very first step - when choosing the purpose of certification. If certification is carried out only for the purpose of staff reduction or to get rid of individual unwanted employees, then many of the advantages that it provides (increased labor efficiency, increased business indicators through competent personnel rotation and their targeted development) are reduced to nothing.

Low information support for the certification procedure can also affect the psychological climate of the team, especially if certification is carried out for the first time. It should be explained in detail to senior managers what information they will receive as a result of certification, how to use it and what problems can be solved with its help. Company employees can be warned about the certification a couple of months in advance so that they can prepare for this procedure, refresh their memory of the necessary information, and additionally read professional literature. And you shouldn’t be afraid of some tension in the team, because at this time people begin to work better, because... the upcoming certification serves as an additional incentive for them.

Another significant mistake when conducting certification is the use of only subjective methods in preliminary assessment procedures (expert assessment, “360 method”, etc.). It is advisable to use these methods in addition to assessing really measurable criteria: labor results, professional testing results, which are objective indicators.

It would also be a mistake not to use the certification results in further personnel work (training, rotation, work with the personnel reserve). The certification process cannot be considered the final event - a lot of work was done, a box was ticked, someone was fired, someone's salary was reduced... The results of the procedures carried out can and should be used to improve the quality of such a resource as personnel.

Certification results

As mentioned above, certification is also needed in order to make sound management decisions related to personnel management. In particular, based on the results of certification, a number of personnel decisions can be made on a legal basis (dismissal, demotion, transfer to another job).

The procedure for making a decision on the transfer of an employee, his dismissal, or on changing other essential terms of the employment contract should be detailed in the local regulations on personnel certification.

Otherwise, it becomes difficult to apply the relevant articles of the Labor Code of the Russian Federation. If the order based on the results of certification instructs the personnel service to consider the issue of transferring an employee who is recognized as unsuitable for the position held, then the employee, in accordance with Part 2 of Art. 81 of the Labor Code of the Russian Federation, a transfer to other vacant positions should be offered if there are any. As a rule, lower positions are offered. If the employee refuses the transfer (and in writing) or there are no vacant positions, then only in this case the employer can dismiss the employee under clause 3 of Part 1 of Art. 81 of the Labor Code of the Russian Federation.

If an employee was dismissed on this basis and challenges the dismissal in court, then:

1) the conclusions of the certification commission about the employee’s business qualities will be assessed in conjunction with other evidence in the case;

2) the employer is obliged to provide evidence indicating that the employee refused to be transferred to another job or that the employer did not have the opportunity (for example, due to the lack of vacant positions or jobs) to transfer the employee with his consent to another job in the same organization;

3) if the dismissed employee is a member of a trade union, the employer will have to provide evidence that the certification commission during the certification, which served as the basis for the dismissal of the employee, included a representative from the relevant elected trade union body (Part 3 of Article 82 of the Labor Code of the Russian Federation) , and in addition, evidence that, in accordance with Art. 373 Labor Code of the Russian Federation:

- the employer held additional consultations with the trade union body if the latter expressed disagreement with the proposed dismissal of the employee;

— the one-month period for terminating the employment contract was observed, calculated from the day the employer received the motivated opinion of the elected trade union body (Article 373 of the Labor Code of the Russian Federation).

To avoid such litigation, the employer must use approved language. The generally accepted assessments of employees based on the results of certification are the assessments “suitable for the position held” and “not suitable for the position held” (companies often use the wording “certified”, “suitable” and others, which is incorrect).

* * *

In conclusion, it is worth recalling that certification should not be carried out for the sake of the procedure itself. It can be effective only if it is devoid of signs of formality, is objective, and specific measures are taken based on its results. The most important thing is that real actions must follow in accordance with the goals that were stated before the start of the assessment.

D.L. Ovchinnikov

HR Consultant

Signed for seal

01.11.2006

how to conduct personnel certification

Who is on the commission

Its composition can be called standard:

• Chairman and his deputy;
• Secretary;
• Several committee members.

It is recommended that there be at least three committee members, and there is no maximum limit.

Based on existing judicial practice, it is worth including the chairman of the trade union organization, if one operates at the enterprise, on the commission.

Example. There are known cases where an employee was fired who did not pass the certification by decision of the commission. But at the same time, the chairman of the trade union was not among the commission members. As a result, the court sided with the dismissed employee and reinstated him in his position, and the dismissal was declared illegal.

Next, let's talk about the forms in which certification can be carried out.

Who organizes it, how it is carried out

Responsibility for the quality, timeliness and qualified assessment of the professional qualities of employees rests with the certification commissions.

The procedure and timing of certification of employees for compliance with the position held are established in the Regulations on Certification. The director's order approves the composition of the certification commissions and the schedule of meetings. Depending on the specifics of job responsibilities, several certification commissions may be created.

They include: chairman, deputy chairman, commission members and secretary. The most competent employees of organizations are elected to the composition; as a rule, they are heads or deputy heads of departments; employees of personnel and legal services, members of the elected trade union body are often included. Independent experts may also be involved.

Forms of certification

To get an effective result, experts recommend using the following forms:

Collegial interview.

The commission reviews all materials and talks with each employee. At the same time, the atmosphere should be calm and friendly, so that the person does not get nervous and can conduct a dialogue with the members of the commission.

It happens that it is difficult for an employee to answer a question; in this case, you should not put pressure and demand a mandatory answer. The commission’s task is to identify the problem, and not to make the employee shake in horror.

Individual interview.

It is most often carried out by the immediate supervisor. He explains to the employee how the certification is carried out, warns about the consequences of failure to appear, and then prepares a review of his work.

Written testing.

In fact, it is considered the most objective form. Questions for employee certification are developed here in accordance with the qualifications and position he occupies.

Initially, the number of correct answers is set, which will indicate that the certification has been passed.

Test questions should be updated over time.

What is employee certification?

Certification is a periodic check of an employee’s professional knowledge and experience, which is regulated by the Labor Code of Russia. The main objective of certification is to identify the business qualities of employees in accordance with their position

. Based on the results of the knowledge test, the employee can be hired, transferred to another position in another department, or fired.

The certification procedure at an enterprise must be fixed by an internal local act of the enterprise.

Neither the Labor Code of the Russian Federation nor other regulatory documents contain a procedure for certifying employees in commercial enterprises. Therefore, all provisions must be drawn up in each company independently.

.

When developing regulations on certification, it is worthwhile to separately include a clause on mandatory certification of employees when changing the work or technological process. In this way, the manager will be able to train staff in a timely manner when introducing a new program or changing a production machine. Among other things, unscheduled certification will determine which employees will need additional training in new technologies.

In the last few years, employee certification has increasingly been carried out for the purpose of motivation.

. Many companies, when hiring a new employee, set him a minimum wage and bonuses. When improving qualifications by passing certification, such an employee’s bonus increases. That is, the employer motivates its employees not to change jobs, thereby “growing” its own personnel without distraction from the work process.

The most common mistakes

The main mistake is the incorrect setting of goals and objectives for employee certification. If this procedure is carried out only in order to fire unwanted employees, all the positive aspects of certification are simply crossed out.

Another mistake is the low level of awareness among workers. If certification is carried out for the first time, it is better to warn about it more than one month in advance. It is also recommended to explain to people why this is done and how the procedure occurs. Otherwise, you risk getting a nervous atmosphere in the team, which certainly does not add to the effectiveness of the work.

What other mistakes are made?

Employees are compared to each other.

This will definitely not end well. You need to compare the employee’s activities with the company’s standards, not people.

Different approach to people who do the same job.

Often the requirements for employees with the same responsibilities are different. This is explained both by the personal sympathies of management and by good intentions: different people can do the same job in different ways. The main thing is to never lose objectivity. Therefore, it is better to include in the commission people with an unbiased point of view, those who are not interested in this or that certification result.

Use of a limited range of estimates.

If you operate only with “bad-good” criteria, it is impossible to make an objective assessment of an employee’s performance. It will not be possible to divide employees into equally professional and equally unprofessional. This is a dead-end approach.

It is necessary to evaluate using a wider range of criteria. In some European countries, the employee performance rating scale consists of 100 points. This allows you to make the most informed decision.

Prejudice.

Agree that often in a team there are certain stereotypes in relation to any person. But it is much worse when one of the commission members demonstrates his bias.

The approach must be appropriate, and decisions must be made based on their professional standards, not personal assessments.

During the procedure, requirements suddenly change.

Although people are warned about the check in advance, rumors still cannot be avoided. Every time certification is mentioned, people become nervous, lose their ability to work, and, in addition, begin to conflict with each other.

Don't escalate the situation. Explain everything to your employees in detail and objectively. Don't yank them, don't change requirements suddenly. Otherwise, people will think that everything is being done purposefully so that they will perform worse.

It is unlikely that after such stress the authorities will be treated with respect.

How to carry out certification not only correctly, but also effectively, we will discuss further.

When the commission's actions are unlawful

Some managers conduct performance appraisals to get rid of a specific employee who has suddenly become objectionable. At the same time, no one will take into account his real work results; the goal is dismissal.

Every employer must remember that solving a problem with a subjective attitude towards a person in this way is illegal.

Another variant of unlawful behavior is this: shortly before the procedure, the employee is given a task that he will not be able to complete, because it is impossible to do initially, since it does not correspond to the employee’s qualifications.

To prevent such violations, commission members must make sure that employees can actually complete the assigned task.

There are other types of violations, if identified, the certification results can be challenged:

• Violation of deadlines;
• The deadlines for notifying employees about certification are violated;
• The employee was not familiar with the results;
• An employee belonging to the category of persons not subject to certification was checked;
• The order of the procedure itself was violated;
• The commission did not include specialists from the industry in which the company operates.

Based on the practice of the courts, we can say that a “fictitious” certification will not allow an unscrupulous manager to get rid of an annoying employee. The requirements of the law must be followed.

Section on preparation for certification

This section must clearly and clearly indicate what steps and measures the employer and his subordinate officials must take.

Step 1. Determine the composition of the commission

The composition of the commission is determined by order of the employer.

The commission must have a chairman, ordinary members and a secretary.

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

It is also important who will have the decisive voting right if the opinions of the commission members are distributed equally (to prevent this from happening, the commission should be created from an odd number of employer representatives).

The composition of the commission is permanent; changes can be made either due to a conflict of interest or due to personnel changes.

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

Step 2: Create a schedule

The certification schedule is a document that the employer draws up annually. Approved by a separate order. The schedule should be approved in advance in order to familiarize those undergoing certification with it.

The schedule states:

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

Step 3. Notify employees about the upcoming certification

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

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

If the employee refuses, a corresponding report is drawn up.

If you are sick, a corresponding notification is sent to the place of registration and residence by registered mail with acknowledgment of delivery.

Step 4. Obtain the necessary personnel documents

Due to the fact that the certification commission makes decisions based on the documents provided, the employer has the right to independently determine which document and within what time frame should be provided to the commission.

This could be any requirement, like, say, a portfolio.

For example, until recently, pedagogical workers of state-owned social service institutions in the Leningrad region were required to submit for certification a portfolio of a social worker characterizing the results of their activities. However, it is worth noting that this requirement has now been canceled by Order of the Committee for Social Protection of the Population of the Leningrad Region dated January 21, 2013 No. 1.

Advice for managers

Include specialists in different fields in the commission so that the procedure goes better.

Example. Personnel certification was carried out at company R. Based on its results, it was decided to transfer legal adviser A. to a position that is paid lower. Disagreeing with this decision, A. wrote a statement addressed to the head of the company, in which he indicated that there was not a single lawyer on the certification commission. Consequently, the decision to transfer was made by incompetent people.

The head of the company, having read all the materials, considered A.’s arguments justified and the employee continued to work in his previous position.

Despite the fact that the law stipulates cases when the procedure can be carried out without the presence of an employee, it is better not to do this. Thus, the risk of a conflict situation will be reduced, and it will also be possible to avoid challenging the results and litigation.

If you are interested in truly high-quality results, entrust the procedure to professionals. We'll tell you briefly where to go.