The composition of the commission for certification. Certifying commission

What are the benefits of certification social workers? What are the features of certification medical workers per category? What regulates the regulation on certification for compliance with the position held?

Arriving at work, you will find out that personnel changes have taken place in the team! Head economist Maria Ivanovna urgently wanted to retire. Senior accountant Natalya is glowing with happiness - she is now the deputy chief accountant. But the leading economist Lyudochka is in tears - with today she's just an economist.

The reason for this is the certification of workers, which no one attached much importance to two weeks ago. As you can see, in vain!

In order not to get into trouble and be fully armed, to know all the pros and cons of this procedure, I, Alla Prosyukova, have prepared for you new article about staff appraisal.

As always at the end of the post - helpful tips and an overview of reliable companies offering personnel certification services!

1. What is the certification of employees and why is it carried out?

Every year, business leaders and business owners pay more and more attention to the company's personnel. Popular expression "Cadres decide everything!" finally got to buy practical significance.

To remain competitive, companies must have a highly professional workforce, the level of training of which corresponds to its size.

How to determine this level correctly? It's very easy to get certified!

This is a periodic examination of personnel for professional suitability and compliance with the position held.

The purpose of this event is different. We have presented some of them in our diagram.

Legislatively, the frequency of attestation activities is provided for at least 1 time in 3 years. Based on this, each company independently approves the terms acceptable for it. They are fixed in local act regulating this process, developed and approved within the company.

You should know which categories of workers are not certified:

working in the organization for less than a year;
employees over the age of 60;
employees expecting a child;
workers-vacation workers for pregnancy and childbirth;
women who have taken leave to care for a child up to 3 years.

Now certification has become popular in the field social work. Examination of the professionalism of social workers makes it possible to form a staff of highly qualified specialists, which has a positive effect on the quality of the services they provide.

It is also important to remember the peculiarities of certification of certain types of employees. For example, certification of medical workers for a category. These employees have the right to independently initiate an examination for the assignment of a category. The voluntariness of the test is its distinguishing feature.

Examinations of this kind are conducted by an expert group of a specially formed commission.

2. What are the forms of certification of employees - 3 forms of conducting

Depending on the goals, the method of certification is also selected. The most well-known 3 forms of this procedure. In practice, there are many more of them, because mixing often occurs and as a result a combined format is obtained.

Within the framework of this publication, I propose to consider only the main ones: two oral (individual and collegiate interviews) and written testing.

Form 1. Oral in the form of an individual interview

An individual interview is conducted, as a rule, by the head of the department in which the employee works. The results serve as the basis for compiling a review-characteristic.

In the process, the attitude of the certified person to work is clarified. The problems that the employee has in the performance of labor duties are determined.

Form 2. Oral in the form of a collegiate interview

A collegiate interview is conducted by a commission approved for this purpose. First, they listen to the report of the subject himself about his duties within the framework of the position, the positive and negative aspects of the work. If necessary, clarifying questions are asked.

During the conversation, the level of professional training of a specialist and his compliance with the position are determined.

Form 3. Written in the form of tests

Testing is considered the most objective form. Certification testing requires serious preparation.

First, it is necessary to form and approve test questions. They must fully correspond to the specialty and qualifications of the certified employees.

Secondly, the % of correct answers should be determined in advance to determine the success of the test.

3. How is the certification of employees - 5 main stages

Such a serious and important procedure as certification of employees requires thorough preparation.

In order for the results of this event to be of value and practical significance, it is necessary to know some of its organizational subtleties and features of the conduct.

Stage 1. Drawing up a local regulatory act

The main document regulating the attestation procedure is the “Regulations on the attestation of employees”.

Its approximate structure is shown in the table.

Approximate structure and composition of sections:

№	Chapter	Summary
1	Concept, goals, tasks	specific goals and objectives are indicated specifically for the company that approved the Regulation (for example, the formation of a personnel reserve)
2	List of categories of personnel not subject to certification	non-certified categories of employees are legally established (pregnant women, working less than a year, etc.)
3	Dates	scheduled, unscheduled, frequency and duration
4	Forms of attestation	individual or collegiate interview, testing
5	Composition and powers of the commission	the composition of the commission with the functions assigned to them is indicated
6	The procedure for certification	the most complete description of all stages of the process, a list of submitted documentation, a list of those responsible for the preparation of documents
7	Criteria for evaluation	the number of points for successfully passing the test, the correspondence of the work performed by the employee to his office instructions And so on
8	Types of final conclusions	corresponds / does not correspond to the position held, corresponds to the position held and is recommended for enrollment in the personnel reserve

The local act is approved by the head of the company. After that, all staff are familiarized with it under the signature. Subsequently, newly employed people get acquainted with the situation in a similar way.

Stage 2. Formation of the certification commission

The commission is approved by the organization order.

The composition includes:

chairman;
vice-chairman;
Secretary;
members of the commission.

The number of members is not limited by law. Minimum - 3 people. They are elected from among the most professional workers, heads of departments, chief specialists.

If a trade union operates in the company, then its representative must be included in the commission. Otherwise, the certification results may be invalidated.

Stage 3. Preparation of the necessary documents for the attestation commission

The order of the head on certification has been issued. A schedule for its implementation has been developed and approved. Now comes the turn of preparing documentation for the commission.

List of standard documents:

form for assessing working and business qualities;
reports of certified;
qualification sheets;
form of conclusion of the commission;
form for recording proposals from employees.

Stage 4. Certification

Certification is carried out by the commission strictly according to the approved schedule. During the meeting, the submitted documents for each certified person are considered, the employees themselves, their immediate supervisors are heard.

Stage 5. Obtaining certification results

Based on the results of certification, the commission issues a verdict for each certified person. The wording of the decision is prescribed in the local act and usually looks like: “corresponds to the position held” and “does not correspond to the position held”.

The attestation conclusion is drawn up in the form. The results are formed into a summary report, which is then presented to the manager for a final decision.

4. Who provides employee appraisal services - an overview of the TOP-3 companies

Are you having difficulties with the personnel appraisal procedure and you don't know where to start? I suggest you turn to professionals.

We have selected companies that will quickly and efficiently conduct certification of employees in any field, including education, medicine, government and social services.

"HR-praktika" is a St. Petersburg company that has been operating for more than 20 years throughout the Russian Federation in the field of personnel management. During this period, the company has become an expert in the field of its professional interests.

The company provides services in the field of personnel management in the following areas:

audit;
outsourcing;
education;
consultations;
design work.

Managers and business owners, applicants and employees of companies, specialists personnel services- everyone will find useful information on the corporate Internet resource of the company "HR-praktika". You can get an initial consultation by phone or by leaving a request on the website.

Hermes is a licensed center from Moscow, founded in 2006. The company has all the necessary certificates and licenses to carry out the declared activities.

Services of Germes LLC:

quality management certification;
licensing;
SRO permits;
training and retraining courses of various kinds;
certification: personnel,;
sale of ready-made companies with a license from the Ministry of Emergency Situations and KGIOP.

Having started its activity in the distant 2006 as a division of the holding, the company "Kadry is!" became a separate business unit with a wide network of specialized agencies.

Recruiting and consulting services are the main activities of the firm. The most popular among customers were personnel certification and.

The results of the events held by highly qualified specialists of the Kadry Is! allow customers:

identify the causes of inefficient work of personnel;
determine directions for optimizing personnel and organizational work;
develop measures that increase motivation and productivity;
revise job responsibilities and wages;
redistribute the workload among specialists.

5. How to get objective results of employee appraisal - 3 useful tips

Objectivity is an important component of the attestation examination of personnel.

Our advice will help you avoid problems in this matter.

As I already wrote, the number of participants in the attestation commission is not limited. Include as many specialists as necessary for the quality of the procedure.

The main condition: all members of the commission must enjoy authority, be competent in the professional specializations of those being certified. Such a composition will inspire more trust and reduce the risk of conflicts.

Example
In the process of certification in LLC "Albatros" arose conflict situation when evaluating the professional competencies of the system administrator Fedor Kuzkin.
The commission decided to downgrade Kuz'kin's category. Fedor wrote a complaint addressed to the director of the company, in which he drew attention to the incompetence of the commission members in matters of system administration.
Indeed, the commission did not have a single specialist in this area, and, therefore, they could not properly assess professional quality sysadmin Fedor.
The director of Albatros LLC agreed with Kuzkin's arguments and the recommendations of the attestation commission were not accepted.
Tip 2. Carry out certification only in the presence of an employee
Despite the fact that the law provides for cases of certification in the absence of an employee (unreasonable absence, unwillingness to undergo an examination), it is better to conduct it in his presence.
So you reduce the risk of conflict and challenging the result on the part of the assessed employee.
Tip 3. Trust third-party certification
If you really want to get qualitative results certification and get rid of headaches about it, I recommend ordering this event in specialized companies.
Such companies can be entrusted not only with the certification of personnel, but also, for example, with a special assessment of working conditions (

Anatoly Novak

There is always enough talk about certification, as (by the way) and advice. Only nowhere there are specific samples of documents. I'll try to offer mine.

About two years ago, I got a new job - CFO(and part-time also the Chief Accountant, giving in addition the departments of ACS and AHO). It was necessary to urgently install a network program, and in parallel to look at a dozen young ladies listed in the accounting department. Six months later, the Director suggested that I fire a couple and asked if there were any candidates. There were nominations: one young lady was outright boorish, the second was slightly crippled and fond of pointing damage to everything that moves. Both did not know how to do anything and got everyone, but openly declared that they would only quit due to a reduction in staff (for two salaries), and this was not part of the administration's plans, since it was necessary to curb the obstinate. All that was left was certification. Since I also had no personnel officer, I had to do everything myself (Regulations with all applications and regulations).

It turned out that nothing really is clear. Allegedly, there is a Regulation on the procedure for conducting attestation, approved by resolution State Committee for Science and Technology and Goskomtruda of the USSR dated October 5, 1973, but I did not find it in the Consultant. I had to buy a book and write it myself, creatively reworking it. At the same time, on one of the sites in Runet, I downloaded samples of accounting tests (attached) - this was the first part of the certification. When attesting, it is important to follow the procedure after the director’s order to conduct it in a particular unit, it is necessary to familiarize all those being certified against receipt (see paragraph 3.1) and mentally prepare for a big hassle - it will definitely be, because an employee who knows that all certification is started for his sake dismissal and not applying on his own - flint and will go to the end. If you happen to have a trade union, do not forget, in addition to the head of the personnel department, to include the chairman of the trade union committee in the certification commission (Article 82 of the Labor Code of the Russian Federation).

So, the certification began. The first stage (tests) gave an amazing result: the most intelligent of my young ladies from the 25 proposed tests correctly answered 13.

The confused commission came to the conclusion that the results of the tests will not be taken into account in the final evaluation sheets.

But the second part went like clockwork - this is an interview with a pre-known result.

As a result, all the paperwork was completed and both young ladies were given a choice: to quit under Article 81 (clause 3b) with a two-week severance pay and a corresponding entry in work book or still of one's own accord. Even the witch wrote a statement. True, my old glasses disappeared from the table and at the same time severe neuralgia began, but I survived.

Anatoly Novak

P.S. We did not carry out more certifications - everyone began to quit themselves.

I approve:
____________________________
General Director of OJSC Kuvalda

Regulations on the attestation of employees of OJSC Kuvalda

1. General Provisions

1.1. Certification of employees of the enterprise is carried out in
in accordance with the procedure established by law, evaluation of the results of activities and
determination of business qualities and qualifications of employees in order to identify their
compliance with the position held, as well as the possibility of further career advancement.

1.2. All categories of employees of the enterprise are subject to certification, except for those specified in clause 1.5 of this Regulation.

1.3. Terms of certification. Certification is carried out not more than _ 1 time per year, but not less than _ 1 time in three years ______________________________________ .

1.4. The main tasks of certification. Certification is designed to help improve the activities of the enterprise in the field of selection,
advanced training and placement of personnel, determining the level of their professional training and compliance with the position held, as well as resolving the issue of assigning a qualification category to an employee.

1.5. Workers not subject to certification.
Not subject to certification:

employees who have worked at the enterprise for less than a year;

pregnant women;

women on parental leave.

1.6. Certification of these employees is carried out not earlier than one year after leaving the vacation or within a year from the moment they were assigned a qualification category, appointed to a position and by competition, after passing a qualification exam, completing advanced training courses or retraining.

2. Attestation commission

Certification of employees of the enterprise is carried out by certification commissions.

2.1. Education and composition of the attestation commission.

2.1.1. The attestation commission consists of a chairman, deputy chairman, secretary and members of the commission. The quantitative and personal composition of the attestation commission, the terms and procedure for its work are approved by order of the general director of the enterprise. The attestation commission includes representatives of personnel and legal services enterprises. The composition of the attestation commission may include a representative of the relevant trade union body.

2.1.2. Depending on the specifics of the employee responsibilities, subject to certification, several certification
commissions.

2.1.3. The CEO may recruit
attestation commission of independent experts. Evaluation by experts of qualities
employee is taken into account when making a decision based on the results of certification.

2.2. The procedure for changing the composition of the attestation commission. Changes in the composition of the attestation commission are made by the person who approved the commission.

2.3. Chairman of the attestation commission:

2.3.1. Presides at the meetings of the attestation commission.

2.3.2. Organizes the work of the attestation commission.

2.3.3. Distributes duties between the members of the attestation commission.

2.3.4. Determines, in agreement with the members of the commission, the procedure for considering issues.

2.3.5. Conducts a personal reception of employees undergoing certification, organizes the work of members of the certification commission to consider proposals, applications and complaints of employees being certified.

2.3.6. Exercises other powers.

2.4. Replacement of the temporarily absent chairman of the attestation commission. When temporary absence(illness, vacations, business trips and other good reasons) of the chairman of the attestation commission, the powers of the chairman of the commission on his behalf are carried out by the deputy chairman of the commission or one of the members of the attestation commission.

2.5. The procedure for the work of the attestation commission.

2.5.1. Meetings of the attestation commission are convened by the chairman of the commission.

2.5.2. The meeting is considered eligible if it is attended by at least two thirds of the total number of members of the commission.

3. Preparation for certification

3.1. Appointment of terms of certification. The list of persons subject to certification and the certification schedule are approved by the head of the enterprise and are brought to the attention of each certified employee at least two weeks before the start of the certification.

3.2. Certification schedule. The certification schedule includes:

3.2.1. Name of the department in which certification is carried out.

3.2.2. Date and time of certification.

3.2.3. Date of submission to the certification committee required documents indicating the heads of the relevant department responsible for such representation.

3.3. Feedback (characteristics) of the immediate supervisor.

3.3.1. Not later than one week before the start of the certification, a review (characteristic) of the subject is submitted to the certification commission. employee appraisal signed by his immediate supervisor. The review (characteristic) must contain information about the employee according to the model (see Appendix 1).

3.3.2. At each subsequent certification, a review (characteristic) about the employee and his certification sheet with the data of the previous certification are provided to the certification commission.

4. Certification

4.1. Meeting of the attestation commission.

4.1.1. Certification is carried out in the presence of the certified employee.

4.1.2. If an employee fails to appear at a meeting of the attestation commission without good reason, the commission may conduct an attestation in his absence.

4.1.3. The procedure for considering issues submitted to the meeting of the commission is determined by the chairperson in agreement with the members of the attestation commission.

4.1.4. The attestation commission considers the submitted documents, hears the messages of the employee, and, if necessary, his immediate supervisor, other persons participating in the meeting of the commission.

The course of the meetings of the attestation commission is recorded by the secretary or one of the members of the attestation commission.

4.2. Evaluation of the activity of the person being certified.

4.2.1 Discussion of professional and personal qualities employee in relation to his official duties and credentials should be objective and benevolent.

4.2.2. Evaluation of the employee's activity is based on his compliance with the qualification requirements for the position held, determination of his participation in solving the tasks assigned to the relevant unit, the complexity of the work performed by him, and its effectiveness. This should take into account the professional knowledge of the employee, work experience, and retraining, as well as organizational skills in relation to the corresponding group of positions.

4.3. The procedure for making decisions of the commission.

4.3.1. The decision to assess the professional and personal qualities of an employee, as well as the recommendations of the certification commission, are made in the absence of the person being certified by open or secret voting, by a simple majority of votes of the members of the certification commission present at the meeting.

4.3.3. An employee undergoing certification, who is a member of the certification commission, does not participate in the voting.

4.4. Certification sheet.

4.4.1. The results of certification are entered in the certification sheet. The attestation sheet is signed by the chairman, deputy chairman, secretary and members of the attestation commission who are present at the meeting and take part in the voting.

4.4.2. A certified employee gets acquainted with the certification sheet against receipt.

4.4.3. The certification sheet of the employee who has passed the certification, and the response to it are stored in the employee's personal file.

5. Decisions made based on the results of certification

5.1. Evaluation of the employee's activity. As a result of certification, the employee is given one of the following assessments:

5.1.1. Corresponds to the position held.

5.1.2. Corresponds to the position held, subject to the recommendations of the attestation commission on his performance.

5.1.3. Does not correspond to the position held.

5.2.1. The attestation commission, based on the results of attestation, has the right to submit for consideration by the head of the enterprise motivated recommendations on the promotion of an employee in a position, the assignment of the next qualification rank, on a change in the allowance for special conditions of service (complexity, intensity, special working mode), on inclusion in the reserve for promotion to a higher position.

5.3. Decisions made by the head of the enterprise.

5.3.1. The results of the employee attestation are submitted to the head of the enterprise (organization) no later than three days after it is carried out.

5.3.2. The head of the enterprise (organization), taking into account the results of certification, decides:

promotion of an employee;

on assignment to the employee in the prescribed manner of the next qualification category;

on changing the allowance to an employee for special conditions of service (complexity, tension, special mode of work);

about inclusion of an employee in the reserve for promotion to a higher position.

5.3.3. If the employee is recognized as inappropriate for the position held, he is sent for advanced training or retraining, or, with his consent, is transferred to another position.

5.3.4. Dismissal based on the results of certification. If an employee refuses to improve their qualifications, retrain or transfer to another position, the head of the enterprise has the right to decide on the dismissal of the employee in accordance with applicable law.

5.4. Deadlines for making decisions on the results of certification.

5.4.1. The decisions provided for in paragraph 3 of this regulation are made by the head of the enterprise no later than two months from the date of certification of the employee.

5.4.2. After the expiration of the specified period, a reduction in the employee's allowance for special working conditions (complexity, tension, special working hours), his transfer to another position or dismissal based on the results of this certification are not allowed.

5.4.3. The time of illness and vacation of an employee in a two-month period is not counted.

5.5. Order of consideration labor disputes. Labor disputes related to certification are considered in accordance with the current legislation on the procedure for considering labor disputes.

5.6. Summing up the results of certification. The attestation commission (commissions) prepares a final report in the prescribed form. After the certification of employees, an order (or other act) of the enterprise is issued, which considers the results of the certification, approves an action plan aimed at improving the efficiency of the main categories of personnel of the organization, implementing the recommendations of the certification commission, proposals of employees received during the certification.

Feedback on the certified person (negative version)

immediate supervisor _______________________________ about the business qualities and qualifications of the certified employee Pustoglovaya Zinaida Fedorovna

___________________________________________________

2. During this time, the certified person showed himself as an uninitiated worker, not interested in the final result of the work.

b) exceed the requirements of the job;

c) below the requirements of the job.

b) impeding the successful performance of work: a negative attitude towards the tasks set and unwillingness to solve them, attempts to shift the solution of emerging problems onto the shoulders of colleagues; ambitions that do not correspond to professional capabilities and knowledge. Failure to comply.

Inappropriate.

6. No.

7. No.

8. Comments and wishes Completely change the attitude towards work and colleagues.

9. Doesn't fit the position.

Date: __________ 2004

Feedback on the certified person (positive option)

direct supervisor _______________________________ about the business qualities and qualifications of the certified employee Petrova Dina Ivanovna

___________

(position held at the time of certification); (date of appointment)

1. 14 months certified works under my direct supervision.

2. During this time, the certified person proved to be an energetic, enterprising and very responsible worker.

3. Professional knowledge and experience of the person being certified (underline as appropriate)

a) meet the requirements of the job;

b) exceed the requirements of the job;

c) below the requirements of the job

4. Features of the attitude of the certified person to work(responsibility, initiative, passivity, etc.):

a) Contributing to the successful completion of the work: absolute responsibility, initiative.

b) hindering the successful completion of work: No

5. The need for training, advanced training(obtaining what knowledge, developing what skills will allow the certified worker to work more efficiently):

Obtaining secondary special and in perspective higher education, study of accounting and tax legislation.

6. Professional achievements certified, which can be specially noted: Free work in any module of the 1C program.

7. Opportunity for promotion(under what conditions, for what position, in what time frame): As you gain experience and education, the opportunities are unlimited. Currently, I recommend appointing a senior accountant with an appropriate promotion wages.

8. Comments and wishes(which will help the assessee to work more efficiently: Not

9. Conclusion on the compliance of the position being replaced(fully compliant; compliant; largely compliant; not fully compliant; not compliant): Fully corresponds to the position.

Head of the person being certified: _________ ______________________(signature)

Date: __________ 2004

Final score sheet

Last name, first name, patronymic of the certified employee

________________________________________________

Estimated characteristics	Below required standard	Satisfies the required standard	Above the required standard
1. Education
2. Qualification
3. Professional experience
4. Working results
5. Health status
6. Business qualities revealed during the interview
7. Results of the development of the 1C complex
8 Results of special (professional) tests
9 Overall rating

Solution
Date Signature

Certification sheet

1. Surname, name, patronymic _______________________

2. Year of birth ___________

3. Information about education, advanced training, ____________________________

(when and what educational institution he graduated from, specialty and qualifications according to education, documents on advanced training, retraining, academic degree, academic title, qualifying category, the date of their assignment)

4. Position held at the time of certification, date of appointment, election, approval for this position _______________

5. Total work experience ___ years, including work experience in the position ____ years

6. Questions to the certified person and answers to them:

____________________________________________________

_____________________________________________________

7. Comments and suggestions made by the members of the attestation commission:

8. Comments and suggestions made by the certified employee:________

_____________________________________________________________________

10. Evaluation of the performance of an employee ______________________________

(corresponds to the position held; corresponds to the position held, subject to the recommendations of the attestation commission on his performance; does not correspond to the position held)

11. The quantitative composition of the attestation commission. The meeting was attended by ____members of the attestation commission. The number of votes for _____ the proposed evaluation of the employee's performance; against_____.

13. Notes ____________________________________________________________

Chairman of the attestation commission _________________________________

Deputy Chairman of the Attestation Commission _____________________

(signature) (signature transcript)

Secretary of the attestation commission __________________________________

(signature) (signature transcript)

Members of the attestation commission ______________________________________________

(signatures) (decryption of signatures)

Date of certification _____ __________________

Familiarized with the certification sheet

Date ___ ___________ ____________ (signature of the certified person)

Head of Human Resources __________________________________________

(signature) (signature transcript)

PROTOCOL _____

meetings of the attestation commission dated "____" _________________ 2002

Present:

Members of the attestation commission ______________________________

______________________________________________________________

(surnames and initials of the chairman, secretary and members of the attestation commission present at the meeting)

Certified ________________________________________________________

___________________________________________________________________

(surnames and initials of those certified at this meeting)

Invited members _____________________________________________

(surnames and initials of the heads of departments in which the assessed work)

Agenda:

Listened to: certification materials on ________________________________

___________________________________________________________________
(last name, initials, position, department, subdivision; if there are several people being certified, then a serial number is put)

Questions to the certified person and answers to them ______________________________

___________________________________________________________________

Comments and suggestions made by members of the attestation commission __________________________

___________________________________________________________________

Evaluation of the activities of the certified members of the certification commission

___________________________________________________________________

________________________________________________________________________

Chairman________ Secretary__________

Conclusion of the attestation commission

FULL NAME_________________________________________

Position

________________________________________________

1. Evaluation of the attestation commission: ______________

From January 1, 2014, workplace certification was replaced by a new procedure - a special assessment of working conditions in connection with the adoption federal law"ABOUT special evaluation working conditions” No. 426-FZ dated December 28, 2013. At the same time, a commission should also be formed, which has changed its composition. Read more.

The labor protection specialist is another significant figure. Their responsibilities include the formation of the necessary regulatory framework documents ( , staffing, labor protection instructions, etc.).

There were no radical changes in the composition of the attestation commission. In accordance with the accepted procedure, the commission includes: representatives of the employer, a representative of the trade union organization, a labor protection specialist, representatives of the certifying organization. The duties of the specialists also remained the same. The only change is, for which, in turn, the following changes in the provision of services are also provided. The organization must act as a legal entity that is involved in the certification on an independent basis. The impartiality of interests between such an organization and economic activity employer is very important in the appraisal process. The work of all certifying organizations has become one of the central topics in the field of labor protection. As a result - new order conducting their activities, rules for accreditation of testing laboratories, registration of instrumental base. Only those organizations that have received accreditation in accordance with Order No. 205n (as amended on November 22, 2011) and are included in the register of attesting organizations entitled to provide services in the field of labor protection have the right to deal with AWP issues. To obtain accreditation, first they will need to certify a testing laboratory (its presence in each organization is mandatory), which, in turn, requires a complete instrument base and. Not every organization can go through such a complex chain of actions. But those who are really focused on the result, on the objective result, I would like to emphasize this word, pass all the tests and you can really rely on them. When conducting measurements, when assessing existing conditions, the organization is obliged to substantiate the conclusions. The employer should not interfere with her actions, is obliged to provide all the necessary information requested.

Micro-small businesses do not always have such an extensive pool of specialists different areas. In this case, for example, the same labor protection specialist may be involved from outside under a civil law contract.

The commission for attestation of workplaces is approved by the employer on the basis of, which is also considered the starting point for the start of work on assessing the impact of working environment factors on workplace. It defines the responsibilities of the attestation commission on the basis of the existing procedure, which are as follows:

management and organization of control over the conduct of AWS;
formation of all necessary documents;
compiling a list of jobs with the allocation of similar and

The verification of the professional level of employees to establish the compliance of their qualifications with the position held or the work performed is carried out by the certification commission (parts 1.2 of article 81, part 3 of article 82 of the Labor Code of the Russian Federation). The certification procedure is generally established by the employer independently. At the same time, you can focus on the Regulation on the procedure for conducting certification, approved. Decree of the State Committee for Science and Technology of the USSR No. 470, Goskomtrud of the USSR No. 267 of 05.10.1973. However, it is important to remember that for certain categories employees and employers certification is regulated at the legislative level. For example, the certification process teaching staff relating to the teaching staff, established by Order of the Ministry of Education and Science dated March 30, 2015 No. 293.

The attestation commission is vested with the necessary powers on the basis of an order or order of the employer.

In our consultation, we will give an example of how to draw up an order to create a permanent certification commission.

How to draw up an order to create an attestation commission in an organization?

There is no obligatory form of the order on the creation of an attestation commission. Therefore, the employer develops such a form independently. The order provides for the goals and objectives of the commission, its composition (including the chairman).

It must be borne in mind that if certification is carried out, which may serve as a basis for the dismissal of employees on the basis of paragraph 3 of part 1 of Art. 81 of the Labor Code of the Russian Federation, it is mandatory to include a representative of the elected body of the primary trade union organization in the attestation commission, if it was created by the employer.

As a rule, the order to create a commission combines the order to conduct certification. Accordingly, the order includes information on the timing of certification, the list of persons subject to certification, the form of certification and other provisions.

Despite the fact that this is usually a separate document drawn up by the employer, such a schedule may also be an annex to the order to create an attestation commission. Accordingly, annexes to the order may also be for compliance with the position held or the form for the certified employee.

Let us give an example of an order on the creation of an attestation commission in an organization.

Therefore, a scheduled assessment is carried out every 5 years - the previous ones were in 2009 and 2014. An unscheduled certification may be organized if:

The main office is changing, new jobs are being created;
The production technology, the equipment used is changing;
A similar demand is put forward by the trade union body;
PPE needs to be replaced;
An employee is injured at work.

The procedure for conducting unscheduled certification does not differ from the standard one. Based on the results of its implementation, other cards are issued, in which all changes are made. It is important to know that violation of labor legislation and labor protection in case of failure to pass certification threatens administrative fines(Article 5.27 of the Code of Administrative Offenses of the Russian Federation):

For official it will be from 1000 to 5000 rubles.

403 forbidden

Important

Next, you need to compile lists of employees, draw up a description for each or another document containing complete information about his work activity. The schedule and composition of the commission for certification should be approved by order.

Info

Carrying out certification Members of the commission talk with each employee or ask him to take a test, study the characteristic or certification sheet, while all information is recorded in the minutes. In conclusion, they discuss the information received and make a decision for each employee, which is recorded in the protocol and brought to the attention of the employee.

The result of certification is reflected in the personal card of the employee. The results of the qualification assessment After the completion of the procedure, the manager makes a decision, the results of the certification for compliance with the position held are recorded in the order.

How to conduct certification at the enterprise in 2018

The certification commission is created by the order of the employer after the conclusion of an agreement with an independent certification organization. The commission consists of representatives of the certifying organization and representatives of the employer.
The employer can be represented by any employee: lawyers, personnel officers, accountants, labor protection specialist, etc. Rationale. Certification is carried out jointly by the employer and the organization involved by him to perform certification work.

Certifying organization - entity, duly accredited as an organization providing certification services and performing, on the basis of a civil law contract with an employer, measurements and assessments, as well as an assessment of the compliance of working conditions with state regulatory requirements for labor protection, carried out in accordance with Section III Order, registration and preparation of a report on attestation.

Creation of an attestation commission

The duties of the commission created for certification include: Responsibilities Their content Control over the assessment Independent implementation of all activities aimed at assessing jobs Preparation of the required documents Documentation prepared by the commission is not only organizational, but also regulatory in nature Creation of a list of jobs It is necessary to assess and identify harmful aspects of work, determine the need for the use of PPE Preparation of the final report Indication of all information collected during the certification of workplaces at the enterprise Additional duty the company being created is to fill out an attestation card.

Attestation commission at the enterprise

If available trade union organization, then its representatives also become members of the commission. The commission does not have the right to conduct a professional affiliation check in the absence of an employee.

Attention

If the employee was duly notified of the certification, signed the relevant familiarization documents, but did not appear at the commission, then in this case the act is left, and the employee is considered not to have passed the certification. The activities of the attestation commission can be carried out in 2 forms:

Direct assessment of work;
Secret appraisal (known as mystery shopping)

Members of the commission undergo certification with the involvement of independent appraisers.

All results of activities are recorded in the Protocol.
Question: Rostekhnadzor received an appeal with the question of creating a commission in the organization for certification of specialists in industrial safety. Answer: Management Specialists public service and personnel of Rostekhnadzor answered this question.

The procedure for organizing the training and certification of specialists of organizations supervised by Rostechnadzor is determined by the Regulations on the organization of work on the training and certification of specialists from organizations supervised by the Federal Environmental, Industrial and Nuclear Supervision Service, approved by order of Rostechnadzor No. 37 dated January 29, 2007 (hereinafter referred to as the Regulation). In accordance with the Regulations, attestation commissions of supervised organizations are created by an order (instruction) of the head of the organization.

Everything about the certification of employees of the enterprise

The table shows the most effective methods conducting professional tests: Method Description Ranking Subordinates are ranked according to their ability to perform a particular job, i. by rank Classification Employees are classified according to predetermined categories of achievements (merits) Rating scale A certain table is created, where the personal and professional qualities of the employee are entered. Opposite each of the qualities, an assessment is made on a certain, as a rule, five-point scale. Method of open attestation This is a new assessment method that is gaining popularity.

Instead of ticks, as in the previous case, there is a live assessment of the employee by the method of oral or written characteristics. The results of the commission's activities The results of the activities of the certification commission are summed up in the general order of the head of the organization.

The procedure for creating an attestation commission

Attestation commissions are created in regional centers EMERCOM of Russia, in the main departments of the EMERCOM of Russia by subjects Russian Federation, in educational institutions higher vocational education and research institutions of the EMERCOM of Russia and in other organizations of the EMERCOM of Russia established in accordance with the procedure established by the legislation of the Russian Federation. The Ministry of Emergency Situations of Russia creates the Central certifying commission. The personal composition and the list of issues considered at its meetings are determined by the Minister of the Russian Federation for civil defense, emergencies and disaster relief.

How to create and issue an attestation commission?

It includes the following information:

On the assignment of some employees to a category;
On salary increases and incentives;
On the abolition of allowances and downgrading of qualifications;
On the transfer or dismissal of employees whose skills do not correspond to their position.

Additionally, the attestation commission draws up a report on the past assessment, which indicates the number of employees who correspond to their positions and who do not. The result of the activity is the preparation of proposals for each employee. In the video, the specialist talks in detail about the assessment and certification of personnel Certification of workplaces for working conditions is a mandatory procedure for all employers, the purpose of which is to identify and eliminate harmful factors and risks for workers.

How to create an attestation commission at an enterprise

In accordance with paragraph 1 of Article 9 of the Federal Law of July 21, 1997 No. 116-FZ "On the industrial safety of hazardous production facilities» an organization operating a hazardous production facility is obliged to ensure that the staff of the hazardous production facility is staffed in accordance with established requirements. Norms labor law do not apply to persons working under civil law contracts (art.
11 of the Labor Code of the Russian Federation). 2. In accordance with paragraphs 20, 21, 22 of the Regulations on the organization of training and testing of knowledge of workers' organizations supervised by the Federal Service for Environmental, Technological and Nuclear Supervision (RD 03-20-2007. approved.

How an attestation commission is created at an enterprise

Accordingly, when hiring, we can create an attestation commission medical organization(based on the relevant order, approved CEO), to establish the presence of sufficient practical experience and the absence of claims to the quality performance of the duties assigned to the employee, to hire him, at the same time sending him to training. QUESTION: how to create and formalize an attestation commission and how is sufficient practical experience formalized? Answer Answer to the question: Certification of employees in an organization should be carried out by an attestation commission.

There are no special requirements for the composition of the commission by the legislation of the Russian Federation. However, it must be formed in such a way as to reduce the possibility of future labor disputes.

An important step in the certification process is the preparation of a review (characteristics) for the employee being certified, so that the certification commission can comprehensively assess the performance of the employee, his competence, skill level and business qualities. Therefore, the review (characteristic) must contain a complete, comprehensive and objective assessment of the professional, business and personal qualities of the certified employee, reflect the specific results of work in this position for the period preceding the certification.

As a rule, such a review (characteristic) of an employee is made by his immediate supervisor.