Attestation sheet for suitability for the position held, its sample and format

Employee certification: why is it needed?

Certification is carried out to determine the qualifications of personnel. The procedure facilitates the assessment of practical and theoretical knowledge. It is easier to plan for unforeseen circumstances.

This is a useful procedure that allows you to take timely measures to eliminate shortcomings in the work of subordinates. Based on the results, they are sent to retraining courses and fired. The last measure applies to those who have identified deficiencies in their work.

For organizations, for the most part, certification is considered a purely voluntary procedure. The law establishes it as a necessity only for the public sector and some private commercial organizations.

What kind of document is this?

The certification process is one of the most effective methods of personnel assessment, which is designed to solve a number of fairly important problems for the company.

It is through this procedure:

• An employee can get the opportunity for career growth, of course, if there is a positive result.
• Another option may be to enroll in advanced training courses, which will also help increase motivation to improve productivity.
• If the conclusion is negative, the employee may be dismissed, and on completely legal grounds, namely within the framework of Part 3 of Article 81 of the Labor Code of the Russian Federation.

Certification is also important for:

• resolving the issue of remuneration, for example, increasing the amount of bonuses or additional payments;
• resolving the issue of reducing identical positions;
• increasing the category or rank, taking into account that in all cases high performance indicators are required, recorded in documents drawn up during the procedure.

It is worth noting that despite the fact that the law provides for the possibility of dismissal or promotion by an employee based on the results of the assessment, the personnel certification procedure itself is not provided for.

Many companies rely on their own local regulations that regulate both the assessment process and the package of documents created during its implementation.

Thus, one of the required documents is an attestation sheet, which is a form approved by the Regulations or an industry order with a brief description of the employee being assessed in the context of his personal data, position held, as well as performance indicators.

Naturally, it contains the specified form and the decision of the commission, as well as recommendations for improving the labor process in relation to an individual specialist.

Filling rules

A unified, mandatory document template for this area has not yet been developed. But there are rules that remain effective for the majority. The required information includes:

1. Date of.
2. Information about the employee for whom the check is organized. Full name and position are required. The main thing is that the titles and job responsibilities comply with accepted local regulations.
3. Afterwards, control questions are recorded. They are usually related to what the employee does in practice.
4. Answers.
5. The conclusion itself is from the commission.

The certification sheet records any comments from inspectors when the need arises.

Contents of the certification sheet

There is no single form of certification sheet. The employer will have to develop it independently. As a rule, forms of certification sheets are an appendix to the Regulations on certification. But even in the absence of a unified form of the certification sheet, you must follow the general rules for its preparation. Let us name the mandatory information that must be contained in this document:

• document name - Attestation sheet;
• FULL NAME. employee undergoing certification;
• information about date of birth;
• information about the qualifications and education of the employee;
• position according to the staff list, date of appointment to the position;
• total work experience, including in this organization;
• questions to the person being certified and answers to them;
• comments and suggestions of members of the certification commission;
• comments and suggestions made by the certified employee;
• a brief assessment of the implementation of the recommendations of the previous certification (partially implemented, not implemented, fully implemented);
• assessment of the employee’s performance (corresponds/does not correspond to the position held);
• quantitative composition of the certification commission;
• recommendations of the certification commission (on career advancement, advanced training, etc.);
• notes and dissenting opinions of commission members;
• signatures of commission members with their full names;
• signature of the person being certified and the date of his/her review of the certification sheet;
• the manager’s decision based on the results of the certification and the date of its adoption, certified by his signature.
• signature of the head of the personnel department.

The most voluminous block of the certification sheet is questions for the person being certified and his answers to them.

The certification sheet must include questions from the field of professional knowledge that allow you to assess how the employee navigates production processes.

If an accident or other emergency situation occurs at production, then certification questions make it possible to identify the level of competence of specialists in solving such problems and to find out whether the employee is ready to work in such emergency situations. All questions must be accompanied by the employee’s answers, duly recorded.

Some certification organizers include a list of job responsibilities instead of questions. The task of the certification commission is to evaluate and put marks on the sheet on the quality of the employee’s performance of the functions assigned to him. In addition to questions related to professional activities, an employee’s certification sheet may include questions indicating the business qualities of the subject. They allow a more objective and complete assessment of the employee and make the work of the commission members more successful.

The commission members also make all comments on the certification sheet. Then, based on the results of the certification, a decision is made on the employee’s suitability or non-compliance with the position held.

The sheet is signed by all members of the commission, as well as the employee himself. In this case, the date of certification is indicated. One copy is given to the employee, the second remains with the employer.

Sample attestation sheet 2022

For whom certification cannot be carried out?

For some organizations, certification has become an ordinary event, periodically carried out for all relevant specialists. Compliance with the requirement is not related to the employee's qualifications. Long experience, scientific degrees are additional conditions under which certification must be completed regularly. But the law protects some citizens from such procedures.

The rule applies to:

• Persons on long-term sick leave.
• Full-time students, during the first year after going to work.
• Women caring for children under three years of age.
• Employees who have worked in their specialty for less than a year.

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

Certification: general procedure

Before starting, the enterprise issues an order. Then, on its basis, a special commission is assembled. It includes at least three people representing the following categories:

1. The head of the enterprise, or a person with authority to act on its behalf.
2. The one who heads the structural unit.
3. Other employees whose level of education and qualifications are sufficient to participate.

Sometimes a third-party specialist is involved in such checks. This is an expert in the same field as the employee himself.

After appointment, members of the commission begin their direct duties.

Certification is in many ways similar to exams. The employee is asked a large number of questions that need to be answered. Depending on the results of interviews in this format, a conclusion is drawn up. Conducted individually or in relation to entire groups of employees.

Without a strict, attentive attitude, the procedure will not produce results. Conclusions based on the results of the audit may be the basis for promotion or reduction in the positions of wards.

The likelihood of repeating the inspection increases if any violations are discovered. If an employee does not agree with the results, he has the right to appeal the decision to a higher authority.

The certification sheet is completed - what next?

The conclusions of the certification commission must be studied by the company's management. Moreover, conclusions about the employee’s business qualities must be assessed in conjunction with other information about the employee on the basis of documents on failure to fulfill the production plan, systematic production defects, regular errors in professional activities, delays in completing assigned tasks, etc. (clause 31 of the Resolution of the Plenum of the Supreme Court RF dated March 17, 2004 No. 2).

As a result, the employee may be offered a transfer to a higher position or make a different decision. If he does not agree to be demoted and refuses to improve his qualifications, the employment contract with such an employee can be terminated on legal grounds with the wording of inadequacy for the position held based on the results of certification (clause 3, part 1, article 81 of the Labor Code of the Russian Federation).

When deciding to dismiss an employee who has not passed certification, you should check an important point: whether the law allows the dismissal of such an employee. It is prohibited to dismiss employees who do not have the necessary professional experience due to insufficient qualifications or lack of special education, if its presence by law is a prerequisite for concluding an employment contract.

Drawing up regulations on certification

Such a document is drawn up by the head of the enterprise. It should include the following sections as standard:

The regulation is one of the local regulations. It is developed for each organization, taking into account the basic labor conditions. All employees should be made aware of the terms of the policy when its development is completed.

Sample portfolio of a social worker for certification

In practice, most often the employer requires the commission to provide a reference or performance review of the employee, which must be prepared by his immediate superior.

The employee's characteristics must be read and signed. After review, this document is submitted to the certification commission.

IMPORTANT!

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

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

IMPORTANT!

Failure to provide a reference on time when the certification results are controversial is a formal reason for the court to declare the decision of the certification commission unlawful due to a violation of the procedure.

Drawing up a protocol based on the results

The assessment process, information about the person being checked - this is what is entered into the protocol. For this reason, it is assigned the role of one of the main documents in this process. The progress of the survey and the result are also recorded when the protocol is drawn up. For such papers, a single unified form has also not been developed. Therefore, employers are allowed to independently create a form that is most convenient for practical work.

Let's sum it up

• The certification sheet is an important document confirming the professional level of the employee and his suitability for the position held.
• There is no unified form of certification sheet; employers develop it independently.
• From the contents of the certification sheet it should be clear who the person being certified is, what position he holds in the company, what education he has and other necessary information. As part of the certification sheet, a special place is given to questions, based on the answers to which the certification commission will be able to draw conclusions about the professional suitability of the employee for the position held.
• An attestation sheet with the conclusions of the certification commission may become the basis for the company management to make a decision to dismiss an employee as having not passed the certification, or to promote him to a position, as well as the need to improve his qualifications.

Which employees are and are not subject to verification?

Carrying out the certification procedure for staff from among full-time employees is a very important procedure. However, even with all the need for assessment, the employer cannot, within the framework of the law, involve some categories of employees to participate in this process.

Thus, based on the norms of current legislation, the following are not subject to assessment:

• employees on maternity leave - they have no performance indicators due to their absence from the workplace for a long time;
• pregnant women , who in most cases switch not only to a different mode of employment, but also to light work with reduced output, not to mention the direct prohibition of terminating the employment relationship with an employee in the position for almost any reason and contraindications to stressful situations, which certification can be ;
• employees who have worked for less than a year , which means they have not been able to prove themselves properly and do not have any special merits, which means that the assessment of their performance will be biased;
• workers who have just returned from maternity leave and, again, did not have time to work for 12 months, that is, the minimum period required for assessment;
• employees who were hired under a limited-duration contract for a period not exceeding a year;
• the management team of the company , if they are appointed by higher institutions in which they will undergo the actual assessment after the appropriate period;
• aged employees , that is, those who have already received a pension benefit due to their undoubted qualifications and vast experience.

Is it necessary to submit a job application? In what cases is a probationary period not established? Find out here.