Often a situation is created when an employee cannot fully fulfill the duties assigned to him. However, he comes to work on time, does not violate discipline. Or there was an urgent need to replenish the reserve of personnel for managerial positions - who should be chosen? It is in such situations that certification of company personnel will help.
Instructions
Step 1
The decision to conduct the certification is made by the president of the company. Its purpose is to determine the compliance of employees with the work performed, the basis is the order (order) of the head. The order should reflect the following issues:
• goals and timing of certification;
• list of persons not subject to certification;
• composition of certification commissions. It is allowed to carry out certification by several commissions: the main (chaired by the head) and additional.
Step 2
Simultaneously with the order, a schedule is developed and approved. It should indicate a specific date of certification for each employee individually. The specialists and managers of the company must be familiarized with the schedule one month before the appointed date on receipt.
Step 3
The next stage is the preparation of documents for each certified employee:
• revocation;
• certificates of compliance with qualification requirements;
• job description. The response is drawn up by the immediate supervisor of the employee and signed (approved) by the head of the enterprise. The certificate is drawn up by the personnel management service, signed by its head. No later than 3 weeks before the start of certification, these documents must be provided to the secretary of the certification commission, who, in turn, acquaints the certified employee with the documents no later than two weeks before certification. If the employee does not agree with the assessment of his labor activity for the certification period, he has the right to submit additional documents confirming his labor success (orders for encouragement, rationalization proposals, etc.).
Step 4
The certification is carried out in the presence of the employee according to the schedule. The attestation commission is competent if at least 2/3 of its members are present (not counting the secretary). The direct supervisor of the certified employee with an advisory vote is invited to the meeting. The decision is taken by direct vote: "for" or "against". Each member of the commission has the right to express his opinion, which is different from the decision taken. The secretary makes a short note about this in the minutes.
Step 5
Possible solutions: A. "Corresponds to the position held."
With such a decision, the employee can count on an increase in the qualification category or official salary, transfer to a higher position or to be enrolled in the reserve.
B. “Suitable for the position held, subject to the recommendations of the certification commission”.
As recommendations, proposals are possible: improve qualifications (advanced courses, internships), get specialized education, etc.
C. “Does not fit the position held”.
In this case, if the employee refuses to transfer to a lower-paid position or there is no such position at the enterprise, he leaves the company (subparagraph "b" of paragraph 3 of Article 81 of the Labor Code of the Russian Federation).
