Regulations on the certification of employees. Certifying commission

Attestation work acts as one of the most important elements of personnel activity. The composition of employees undergoing periodic inspection is approved for each industry separately. Let's consider in detail how the certification work is carried out.

General information

Under the considered activity it is necessary to understand the periodic check of professional suitability for correspondence of the occupied position of each employee of a certain category. The legislation does not establish the obligation for all without exception to carry out this procedure. There are no such provisions in the Labor Code and in other normative acts of this or that branch. Meanwhile, the legislation provides for mandatory verification of professional suitability for certain categories of employees. Their activities are regulated by special norms, which establish the procedure for attestation of employees.

Mandatory review

The legislation stipulates the rules for attestation:

1. Employees of organizations of certain economic sectors.
2. Civil servants of the Russian Federation, employees of some federal, municipal and regional executive structures.
3. Heads of unitary enterprises.

The first category includes employees whose activities concern:

1. Operational-dispatching management in power engineering.
2. The movement of trains, shunting operations on the railway tracks.
3. Ensuring the safety of navigation.
4. Dangerous objects of production.
5. Storage and destruction of chemical weapons.
6. By air service.
7. Educational activity.
8. Sources of ionizing radiation.
9. Space infrastructure.

Librarians are also subject to mandatory certification. In all other cases, the procedure is voluntary.

Regulations on the certification of employees

It is developed by those enterprises that perform voluntary fitness checks. The document is drawn up by the employer and the HR department of the organization. It should identify key issues for evaluation. Methods for assessing employees are developed taking into account the specifics of the company's activities, the qualifications of personnel and other managerial factors. The Regulation on the attestation of employees should consist of sections reflecting all aspects related to verification. Let's consider them separately.

Employee categories

The regulation on the certification of employees must clearly determine which of the personnel is subject to verification for proficiency and who is not. First of all, the survey is carried out with respect to such a category of employees as employees. They are such workers who are engaged primarily in mental work. As a rule, their functions include leadership, approval, development of management decisions, preparation of any information. The group of employees engaged in manual labor is called the employee. Their functions include the direct creation of material products, the provision of productive activities. As a rule, they are not subject to certification. The selection of specific categories of employees for testing for professional suitability is carried out by the personnel service taking into account the specifics of the enterprise's activities.

Exceptions

Verification is not conducted for employees:

1. Being in the state for less than a year. This is due to the fact that they do not have the proper experience, and the conclusions made by the certification commission will be, accordingly, biased.
2. Pregnant employees. Even if there is a discrepancy, they can not be dismissed, as the ban on this is established art. 261 TC.
3. Women who have dependent children under three years of age and who are on leave to care for them. Certification of these employees is carried out not earlier than 1 year after the end of the holiday period. The fixing of the term is due to the fact that during the time of caring for a child, a woman may lose her qualifications. As a reasonable period for its restoration is taken 1 year. In addition, even if there is a discrepancy, the employer will not be able to terminate the contract in virtue of Art. 81 p. 3 TC.

Additionally

The list of employees not subject to inspection may include employees:

1. Carrying out professional activities on the basis of part-time (internal).
2. With whom contracts are concluded for 1-2 years.
3. Retraining or advanced training. They are not subject to verification for a year from the end of the specified activities.
4. Young professionals. Here it is necessary to say that attestation is not carried out with respect to these employees for the period of compulsory professional activity on appointment from the university. Due to the fact that this practice is currently lacking, the inclusion of young professionals in the lists is at the discretion of the head of the enterprise.

Periodicity

In the Regulation on the certification of employees, it is necessary to include the conditions for carrying out the inspection. First of all, determine its periodicity. At the moment, Regulation No. 267/470 of 05.10.1973 is in effect, which establishes that certification of engineering, management and other skills is carried out once every three to five years. Accordingly, this periodicity can be taken as a basis for compiling a local enterprise document. For example, the Regulations on the certification of employees can establish a frequency of once every three or four years. It is possible to determine the frequency of inspections. For example, no more than once every three years.

Timing

In the process of establishing the periodicity, it is expedient to immediately determine the start and end dates for inspections. For example, in educational institutions, it can become attached to the moment when an order has been issued for the certification of pedagogical workers or to the one directly indicated. It is important to determine the period during which the verification will be carried out. Its organization determines independently, being guided by the staff number, the composition of the attestation commission, the level of qualifications of employees, etc. In practice, the minimum period for conducting the audit is 3-6 months. If the enterprise is large and it will be impossible to keep within this period, the procedure is carried out in stages. Employees who are subject to verification are distributed over the years within the periodicity. If it is not possible to determine the exact timeframe for performance of the appraisal, they can be established by direct orders of the head. This fact should be reflected in the local document regulating the conditions for conducting the audit.

Informing employees

The Regulations should include information about:

1. Obligatory notification of the employee at least a month before the start of the audit of its terms and schedule.
2. Familiarizing the employee with the characteristics presented to him. It is held not less than 7 days before the certification.

The local act specifies other documents with which the employee should be acquainted. If final certification is provided, the possibility should be provided for the employee to examine the results, up to obtaining the necessary copies.

Types of verification

Attestation can be conducted:

1. Scheduled. Such a check is carried out on time.
2. Unscheduled. This appraisal is called even early.

An unscheduled audit can be conducted in connection with:

1. Advancement of an employee to a higher post upon his release by a previous employee.
2. Essential miscalculations or omissions in professional activity, committing a disciplinary violation related to improper / poor performance of duties. Identified shortcomings in the activities of one employee can lead to the certification of employees throughout the unit.

The check can be carried out at the request of the employee himself, who wants to get another position or declare himself as a suitable candidate. Initiate the certification can also be the head of the enterprise or one of the employees of the management apparatus. For example, an inspection may be required for an employee who was admitted to the state a year ago and who did not pass the survey, due to the lack of experience and experience at the time of his conduct.

Objectives

They can be basic and optional. In the Provision it is advisable to indicate all the purposes for which certification is conducted. The main include:

1. Evaluation of employee performance.
2. Establishment of compliance with the qualifications of the position held by the employee.
3. Identify the shortcomings of training.
4. Formation of the employee's professional development plan.

Additional objectives may be:

1. Check the compatibility of the employee with the team. In this case, his ability to act in a team is clarified, his loyalty to the leadership and the whole organization is established.
2. Check motivation to carry out activities in the position.
3. Analysis of the prospects for professional development of the employee.

In addition, the Regulation may provide for general objectives:

1. Improving the quality of personnel management, effectiveness of personnel activities.
2. Increased responsibility of employees and executive discipline.

In a local act it is also possible to define special purposes. They can be:

1. Establishment of a list of positions and employees who are subject to reduction or dismissal.
2. Improvement of the psychological atmosphere in the enterprise.

Inspection body

The local act should determine the scheme by which the certification commission will operate. In particular, conditions are established on the basis of which:

• Meetings of the inspection body;
• Making decisions;
• Prepare recommendations for staff.

It should be noted that under Part 3 of Art. 81 TC established that in the case of an audit, the results of which may lead to the termination of the employment contract, the final certification is conducted with the participation of representatives of the trade union. In this connection, the form of participation of members of the trade union must be determined in the local act . Verification of professional suitability in federal bodies is carried out by the Higher Attestation Commission. Its composition is formed of senior officials of leading departments and ministries. The higher attestation commission, for example, is provided in the judicial system. Its tasks include not only checking current employees, but also candidates for judges.

Nuance

Inclusion of a trade union member in the certification commission is not necessarily in all cases. Its presence in the composition will depend on the purpose of verification. If, as mentioned above, attestation is carried out to establish proficiency and, based on its results, the employee may be dismissed, the presence of a representative is mandatory. In other cases, it is not strictly regulated. For example, it is not necessary to have a representative present during certification, aimed at forming a reserve of employees, raising wage categories, etc.

Features

Certification can be carried out in various ways. For example, this can be a direct check of the employee's professional activity. In this case, authorized persons are present at the workplace of the employee. In addition, the examiners study the documentation for correctness of registration, timeliness of information reflection. For some categories of staff, performance tests are provided. They are necessary, for example, for those whose activities presuppose the availability of special knowledge.

results

In the Regulations it is necessary to prescribe the wording of the conclusions that can be drawn after the certification. In this case, they must be clear and clearly indicate the result of the test. In practice, such language is used, as it corresponds / does not correspond to the post or conditional corresponds. The last conclusion suggests that there are certain recommendations for the head regarding this employee. This intermediate evaluation is of great practical importance. It allows you to influence the professional behavior of the employee. Other wording, such as "fit," "certified," and so on, often lead to internal disagreements with the employee, and in some cases also to litigation.

Paperwork

In the Regulations, it is necessary to clearly define the list of securities that are drawn up during the certification. In accordance with the decision of the body authorized to conduct the audit, adopted at its end, a report is prepared. In it the personnel service indicates the number of employees corresponding to the positions held, as well as the number of those professionally unfit for activity. After this, proposals are formulated for specific employees. In accordance with the final documents, the director of the enterprise issues an order on carrying out the activities based on the results of certification. It prescribes the tasks for the personnel service, which must be addressed in relation to specific employees, as well as the terms of their implementation and responsible persons. The effectiveness of the measures taken will show the results of the following attestation.