Regulations on certification of employees. Certifying commission

2024 Author: Howard Calhoun | [email protected]. Last modified: 2023-12-17 10:16

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

General information

Under the activity under consideration should be understood as a periodic check of professional suitability for compliance with the position held by each employee of a certain category. The legislation does not establish an obligation for everyone, without exception, to perform this procedure. There are no such provisions in the Labor Code, and in other regulations of a particular industry. Meanwhile, the legislation provides for a mandatory test of professional suitability for certain categories of employees. Their activities are regulated by special rules, which establish the procedure for attestation of employees.

Required verification

The legislation provides for attestation rules:

1. Employees of organizations of certain economicindustries.
2. Civil 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 dispatch control in the energy sector.
2. Train traffic, shunting operations on railway tracks.
3. Ensure the safety of navigation.
4. Dangerous production facilities.
5. Storage and destruction of chemical weapons.
6. Air service.
7. Educational activities.
8. Sources of ionizing radiation.
9. Space infrastructure.

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

Regulations on certification of employees

It is developed by those enterprises that perform the aptitude test on a voluntary basis. The specified document is compiled by the employer and the personnel service of the organization. It should define the key questions for certification. Methods for assessing employees are developed taking into account the specifics of the enterprise, the qualifications of the staff and other management factors. The regulation on the certification of employees should consist of sections reflecting all the points related to the verification. Consider them separately.

Employee categories

The regulation on the certification of employees should clearly define which of the staffsubject to aptitude testing and who is not. First of all, the examination is carried out in relation to such a category of employees as employees. They are such workers who are engaged mainly in mental work. As a rule, their functions include leadership, approval, development of management decisions, preparation of any information. A group of employees engaged in physical labor is called workers. Their functions include the direct creation of material products, the provision of production 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 characteristics of the enterprise.

Exceptions

Verification is not performed on employees:

1. Staying in state for less than a year. This is due to the fact that they do not have the proper experience, and the conclusions that the certification committee will make will be, accordingly, biased.
2. Pregnant employees. Even if there is a discrepancy, they cannot be dismissed, since the ban on this is established by Art. 261 TK.
3. Women with dependent children under three and on parental leave. Certification of these employees is carried out no earlier than 1 year after the end of the vacation period. The deadline is due to the fact that during the time of caring for a child, a woman may lose her qualifications. 1 year is taken as a reasonable period for its recovery. In addition, even if there isnon-compliance, the employer will not be able to terminate the contract by virtue of Art. 81 p. 3 TK.

Extra

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

1. Carrying out professional activities on a part-time basis (internal).
2. With whom contracts for 1-2 years have been concluded.
3. Those who have undergone retraining or advanced training. They are not subject to verification during the year from the end of these events.
4. Young professionals. Here it is worth saying that certification is not carried out in relation to these employees for the period of compulsory professional activity as assigned by the university. Due to the fact that this practice is absent today, the inclusion of young specialists in the lists is at the discretion of the head of the enterprise.

Periodicity

It is necessary to include the conditions for the inspection in the Regulations on the certification of employees. First of all, it is necessary to determine its frequency. At the moment, Regulation No. 267/470 of 05.10.1973 is in force, establishing that certification of engineering and technical, managerial employees and workers of other speci alties is carried out 1 time in three to five years. Accordingly, this frequency can be taken as a basis for compiling a local enterprise document. For example, the Regulation on the certification of employees may establish a frequency of 1 time in three or four years. It is allowed to determine the frequency of inspections. For example, no more than onceat age three.

Timing

In the process of establishing the frequency, it is advisable to immediately determine the start and end dates of inspections. For example, in educational institutions, it can be tied to the moment when an order was issued for the certification of teaching staff or to the one indicated directly in the order. It is important to determine the period during which the verification will be performed. Its organization determines it independently, guided by the number of staff, the composition of the attestation commission, the level of qualification of employees, etc. In practice, the minimum period for conducting an audit is 3-6 months. If the enterprise is large and it will be impossible to meet this period, the procedure is carried out in stages. Employees who are subject to verification are distributed over the years within the frequency limits. If it is not possible to determine the exact timing of the certification, then they can be established by direct orders of the head. This fact should be reflected in the local document regulating the conditions for the inspection.

Informing employees

The Regulation must include information about:

1. Mandatory notification of the employee at least a month before the start of the check on its timing and schedule.
2. Familiarization of the employee with the characteristics presented to him. It is carried out at least 7 days before certification.

The local act also indicates other documents with which the employee must be familiarized. If there is a finalcertification, it should be possible for the employee to study its results, up to obtaining the necessary copies.

Types of verification

Attestation can be carried out:

1. Planned. Such verification is carried out within the specified time frame.
2. Unscheduled. This certification is also called early.

An unscheduled inspection may be carried out in connection with:

1. Promotion of an employee to a higher position when released by a previous employee.
2. Significant miscalculations or omissions in professional activities, the commission of a disciplinary violation related to improper / poor-quality performance of duties. Identified shortcomings in the activities of one employee may be the reason for the certification of employees of the entire unit.

Verification can be performed at the request of the employee himself, who wants to get another position or declare himself as a suitable candidate. Certification can also be initiated by the head of the enterprise or one of the employees of the management apparatus. For example, an audit may be required for an employee who was admitted to the state a year ago and did not pass the examination, due to the lack of the necessary experience and seniority at the time of the examination.

Goals

They can be primary or secondary. It is advisable to indicate in the Regulations all the purposes for which certification is carried out. The main ones include:

1. Assessing the performance of an employee.
2. Establishing the conformity of the qualifications of the position occupied by the employee.
3. Identifying training gaps.
4. Formation of an employee's professional development plan.

Additional targets can be:

1. Checking the compatibility of an employee with the team. In this case, his ability to act in a team is ascertained, his loy alty to the leadership and the entire organization as a whole is established.
2. Checking the motivation to carry out activities in the position held.
3. Analysis of employee's professional development prospects.

In addition, the Regulations may provide for general goals:

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

It is allowed to define special goals in a local act. They can be:

1. Establishing a list of positions and employees that are subject to reduction or dismissal.
2. Improving the psychological atmosphere at the enterprise.

Inspection body

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

• to be held meetings of the inspection body;
• to make decisions;
• prepare recommendations for employees.

It is necessary to take into account that according to Part 3 of Art. 81 of the Labor Code established that in the event ofverification, the results of which may cause the termination of the employment contract, the final certification is carried out with the participation of representatives of the trade union. In this regard, the form of participation of members of the trade union should be determined in the local act. The Higher Attestation Commission performs the aptitude test in the federal authorities. Its composition is formed from senior officials of leading departments and ministries. The Higher Attestation Commission, for example, is provided for in the judicial system. Her tasks include not only checking current employees, but also candidates for judges.

Nuance

Inclusion in the attestation commission of a trade union member is not obligatory in all cases. Its presence in the composition will depend on the purpose of the audit. If, as mentioned above, certification is performed to establish professional suitability and, based on its results, the employee may be dismissed, then the presence of a representative is mandatory. In other cases, it is not strictly regulated. For example, it is not necessary for a representative to be present during certification aimed at forming a reserve of employees, raising salary categories, etc.

Features

Certification can be carried out in various ways. For example, it may be a direct check of the professional activities of an employee. In this case, authorized persons are present at the place of work of the employee. In addition, inspectors study the documentation for the correctness of execution, the timeliness of the reflection of information. For some categories of employees, attestation tests are provided. They arenecessary, for example, for those whose activities require special knowledge.

Results

In the Regulation it is necessary to prescribe the wording of the conclusions that can be made after the certification. At the same time, they must be clear and clearly indicating the result of the check. In practice, such formulations are used as corresponds / does not correspond to the position or conditionally corresponds. The last conclusion implies the presence of certain recommendations for the manager regarding this employee. This intermediate assessment 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 to litigation.

Documentation

The Regulation must clearly define the list of papers that are compiled during certification. In accordance with the decision of the body authorized to conduct the audit, taken at the end of the audit, a report is prepared. In it, the personnel service indicates the number of employees corresponding to their positions, as well as the number of those who are professionally unsuitable for work. After that, proposals for specific employees are formulated. In accordance with the final documents, the director of the enterprise issues an order to carry out activities based on the results of certification. It prescribes the tasks for the personnel service that need to be solved inin relation to specific employees, as well as the deadlines for their implementation and responsible persons. The effectiveness of the measures taken will be shown by the results of the next certification.