Characteristics for awarding an honorary diploma. Sample job description. Regulation on the moral encouragement of the employee

When drawing up a document for rewarding an employee, it is necessary to take into account: the level of the award (state, municipal, departmental, local from an organization, etc.), the presence or absence of relevant requirements for submitting documents for the award.

Since it is difficult to give a universal model of characteristics for rewarding an employee, given the existence of various levels of awards and for various achievements in professional activity, the example below can be adapted to your specific situation. And if you have additional questions, you can always ask a question to the duty lawyer of our site.

An example of a characteristic for rewarding an employee

Characteristic

Chief Power Engineer of CJSC "Novosibirsk Machine-Building Plant"

Cherepov Konstantin Anatolievich began labor activity at the Novosibirsk Metallurgical Plant in 1984, after graduating from the Novosibirsk Technical University with a degree in power supply, the Faculty of Industrial Energy, he worked his way up from an engineer at the plant's energy bureau to the head of the electrical measurement group. He was hired by CJSC "Novosibirsk Machine Building Plant" in 2002 as the head of the power department, since 2010 he has been the chief power engineer of the CJSC.

During the period of his labor activity at the enterprise Cherepov Konstantin Anatolyevich proved himself to be a qualified specialist, high professional, proactive manager with high organizational skills.

Cherepov Konstantin Anatolyevich is the initiator of the development and implementation at the enterprise of a number of technical innovations in the entrusted field of activity, including the introduction of alternative energy sources in industry. This made it possible to reduce the cost of manufactured products, which allowed the enterprise to compete with foreign suppliers, to participate in state and municipal purchases.

Over the years of his career, he has repeatedly been sent to advanced training courses in the specialty "electricity supply", strives to independently improve his professional and managerial level. During the period of work at the enterprise received a second higher education majoring in Human Resources Management. It is distinguished by high efficiency, non-conflict, stress resistance. In the Department of the Chief Power Engineer, under his leadership, a stable team has been formed, the atmosphere in which is distinguished by initiative and diligence. Personally supervises the safety of working conditions.

During his work, Cherepov Konstantin Anatolyevich was repeatedly encouraged by departmental and municipal diplomas, including the award of the Honorary Diploma of the Department economic development the city of Novosibirsk, thanks to the General Director of CJSC "Novosibirsk Machine-Building Plant".

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General Director of CJSC "Novosibirsk Machine-Building Plant"

What is a characteristic for rewarding an employee

Let us immediately make a reservation that the document in question is not a submission for an award. That is, the characteristic only accompanies the written position of the management on the need to reward the employee for his professional contribution to the development of his business. Therefore, include wording in the description - worthy of an award, or the like. - it's pointless.

The characteristic for rewarding an employee is an evaluation document. It describes professional achievements, work activities, business and personal qualities. For managers, it is important in the document to reflect the presence of a cohesive and stable team, managerial and organizational skills.

Despite the evaluative nature, the characteristic for rewarding an employee is an official document. It should reflect the merits of the employee to the enterprise, organization, which are the basis for promotion. The document is drawn up in writing in an official business style (there should be no inaccuracies, ambiguity, corrections, speech repetitions, etc.).

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The structure of the characteristics for rewarding an employee

For ease of use, we offer following algorithm filling out the characteristics for the award:

1. Name "characteristic", full name, year of birth, education, position
2. Information about general labor activity, work experience at the enterprise, "movement" in the service
3. Evaluation of business and personal qualities, contribution to the activities of the enterprise and department, specific merits, results (examples), specific quantitative performance indicators
4. Relationships in the team and management
5. Information about available awards, promotions

The signed document must be the head of the enterprise. If the reward involves a local nature, then the immediate supervisor. The characteristic for rewarding an employee must be certified by the seal of the organization.

Rewarding Employee Characteristics Guide: 6 Key Points

The procedure for awarding a specialist with a distinction is associated with the preparation of certain documents. Among them, an important place is occupied by a characteristic for presenting an employee for an award. So, how to properly write a characterization for an employee for awarding an honorary diploma?

What is a characteristic for awarding an honorary diploma?

A guide to self-calculation of the profitability of an enterprise with examples is here.

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Types of characteristics per employee

If it is necessary to mark an employee within the department, city, an internal characteristic is compiled for the employee for awarding a certificate of honor. The way of writing is free, but taking into account the specific requirements for the language, structure and order of presentation of thoughts.

In form and content, both characteristics are office letters of recommendation of a positive nature.

What is a positive characteristic from the place of work and how to write it correctly, you can find out at the link.

An example of the correct design characteristics.

Characteristics for awarding a certificate of honor: sample and procedure for compiling

There is no single template for creating an award document. The contractor is guided general rules writing, requirements for the design of business paper.

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General rules for composing text

1. The text is written in an official business style of speech. The content is presented concisely, accurately, consistently.
2. Information is reported in the present, past tense from a third person.
3. The specification states:

• document's name,
• personal information about the employee,
• assessment of professional or service activities,
• description of the business and moral qualities of a person,
• the purpose of writing the document, its purpose,
• issue date,
• surname, initials of the officials who endorsed the document.

How to staple documents? Step-by-step instructions with photos are contained in our new article link.

Document formatting requirements

1. The characteristic is made on A4 paper, letterhead.
2. Creates a recommendation from a lower-ranking leader, good knowledgeable worker. It is possible to write the text by an employee personnel service, the contender for the award.
3. The document is signed by the executor of the order, the head of the organization or only the director. Certify with the seal of the enterprise.

You can download a sample of characteristics for awarding an honorary diploma from this link.

An example of a characteristic for awarding an honorary diploma:

An example of an award feature.

What is the characteristic for awarding the honorary diploma of the Ministry?

It is created on the basis of the State Standard R 6., which provides unified rules for compiling documents. The necessary details are indicated on the A4 format form.

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An example of an incorrect design specification.

The constituent elements of the document form

1. Certificate of the organization that issued the characteristic: postal, email address, phone number and more.
2. The title of the document in capital letters, including summary characteristics.
3. Outgoing number, signature date.
4. Personal information about the employee.
5. Description of career growth, qualities of the worker: professional, business, personal.
6. Detailed information about achievements in the implementation of projects, contributions to the development of production, innovative developments.
7. Participation in symposiums, conferences.

What is more profitable to open a novice businessman: IP or LLC? The detailed answer is contained in this article.

We detail the personal data of the applicant for the award:

• Full Name;
• year of birth;
• education that he graduated from;
• position in the family;
• position, production duties;
• general work experience;
• experience in the company;
• previous awards, titles;
• scientific works.

What is the primary documentation, how to properly maintain and store it, you can read here.

An example of a characteristic for awarding an honorary diploma of an accountant.

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An example of a characteristic for awarding the Honorary Diploma of the Ministry of Education

ORENBURG REGION

SOROCHI CITY DISTRICT

MBOU "SEVERAGE EDUCATIONAL SCHOOL № 99"

Orenburg region, Sorochinsk, st. Protsishina, 21, tel. (35, e-mail:

Ministry of Science and Education

TO BE AWARDED BY THE MINISTRY'S HONORARY LETTER

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Surname, name, patronymic: Vorobyova Svetlana Pavlovna

Education: higher, graduated from the Chelyabinsk State Pedagogical Institute in 1977

Specialty: Russian language and literature

Qualification: high school teacher

Pedagogical work experience: 33 years

Work experience in the specified institution: 22 years

Scientific works: "Methods of psychological and didactic support in teaching children with disabilities", "Problems of integration of children with special needs (needs and reality)", "Mechanism and means of education of children with special needs".

Awards, promotions, titles: "Specialist of the highest category", "Teacher-methodologist". (List thanks, certificates, diplomas; for what merits received).

Marital status: married, has a daughter

Vorobyova Svetlana Pavlovna has been working at secondary school No. 99 since 1988. During her career, she proved herself as a teacher - an innovator.

The scientific and methodological activity of the teacher is aimed at improving the psychological and pedagogical support for the education and upbringing of students with complex developmental disorders, at solving problems in the study of the subject.

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On the basis of an individually differentiated approach, the teacher draws up individual programs, develops methodological, educational and didactic materials, and recommendations. Developments are published in printed and electronic editions.

Fulfilling the requirements of the state policy regarding children with special educational needs, Vorobyova S.P. directs her pedagogical activity to provide such students with opportunities to exercise their constitutional rights.

Thanks to the skillfully organized educational process, the assimilation of educational material by students in her lessons is at the proper level.

Svetlana Pavlovna shares her experience of work on issues of inclusive education during speeches at teachers' councils, at meetings of methodological commissions, pedagogical readings, and scientific conferences.

Vorobyova Svetlana Pavlovna solves social and humanitarian problematic issues of a family in which a child with a disability is brought up, provides advisory services to parents, awakens in them wisdom, a sense of responsibility for the upbringing and education of the child.

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Svetlana Pavlovna is respected and loved by her pupils and colleagues.

Characteristics per employee

For every modern leader, it is relevant to know how to properly write a description of an employee. This document contains objective assessment the head of the organization of both positive and negative characteristics of the labor and personal qualities of the subordinate, the degree of his professionalism, predisposition to conflicts, etc. Every socially active person is inevitably followed by a trail of his previous work experience, relationships with people, habits, behavioral patterns and formed views of the world. To more fully reflect the qualities of a person associated with the performance of official duties, managers or HR specialists will be helped by a sample of characteristics for an employee for awarding a certificate of honor or when applying for a new job.

When a feature is required

A characteristic for an employee from the place of work is compiled in the following situations:

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According to the personal will of the employee:

to resolve conflicts in the family;

for pre-trial proceedings;

at the place of study;

to resolve disputes with a new employer.

Upon receipt of requests from government agencies:

At the initiative of the head of the organization for internal events:

preparation of attestation checks;

awards or prizes;

when preparing the issue of filling a position;

when considering candidates for a new position.

You can draw up a characteristic for an employee both working in the organization and quitting.

Depending on the destination of this document, the characteristics are divided into:

External ones are being prepared for submission to state structures according to official requests or at the request of the employee himself. It is precisely such characteristics that are sent to the court, to the military commissariat, the bodies of the Ministry of Internal Affairs, at the place of study or internship.

There are no fundamental differences in these types of documents, both of which are of a universal nature of presentation, however, they differ in nuances that take into account the labor duties of the employee. For example, professional requirements for knowledge workers cannot take into account the physical characteristics of, for example, a lumberjack.

The procedure for drafting and processing

The decision on how to write a characterization from the place of work is made by the head of the enterprise or institution. He deals with this issue himself, if the organization is small, or entrusts it to the HR department. A document is drawn up in a fairly free form and signed by the person who generated the document.

We indicate the main design elements:

A4 paper size is considered optimal.

The name of the document in the form of the word “characteristics” is located strictly in the middle at the top of the page, the full name of the employee, place of work and position are indicated below on the right. Abbreviations of words are not allowed.

Before proceeding with the description of the personal and professional qualities of an employee, one should indicate his personal data, level of education, place of study, list refresher courses, if any.

The writing of the text is formulated in the third person, verbs are used in the past or present tense, characterizing the activities of the employee at the enterprise according to the situation.

Information about the employee's seniority (date of enlistment, promotion, change of position) should cover not only work at the present enterprise, but also all labor activity before it. A description of an employee's career paths and accomplishments relating only to their own company is common mistake employers. Competence of the manager about the labor path of a person and before getting to know this organization is welcomed.

Particular attention should be paid to the weighty facts of the employee's activity, for example, participation in large-scale events or the active development of a serious project.

The focus of the document should be on assessing the business qualities and professionalism of the employee. It can be both positive and negative in describing the level of theoretical knowledge and the ability to apply them in practice, the relationship of a person in a team, the ability to work in a team, the timeliness of fulfilling obligations and other abilities.

In addition to purely business qualities, one should definitely mention personal ones: the ability to get along with team members, the level of stress resistance and self-control in conflicts, responsiveness and the desire for mutual assistance. It is also appropriate to note the moral qualities of the employee.

At the end of the descriptive part, the rewards and penalties from the authorities that took place in this company are listed. However, it should be remembered that the penalties have a statute of limitations - 1 year, and after this period it is not worth mentioning them, as they become invalid.

At the bottom of the document is the place of its presentation.

You can write a description of an employee on the official letterhead of the company, with a logo and a corner stamp, and on clean slate. In the second case, be sure to certify with a seal.

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Features of compiling characteristics

The above lists the universal requirements necessary for compiling any characteristic. In addition, depending on official duties employee and the place of presentation of the document, specific points that are characteristic especially for this situation should be highlighted. Let's consider them in more detail.

Upon dismissal

Often, it is required to draw up a characteristic for an employee when he is dismissed for a new job or closing the enterprise. See step-by-step instructions on how to close an LLC yourself.

In this case, the manager should describe:

The degree of compliance of the employee with the position held: labor achievements, successful implementation of projects, etc. are described. It is appropriate to list awards, incentives or penalties, if any.

Business and professional qualities: punctuality, organization, efficiency in fulfilling labor obligations, etc.

The level of competence of the employee in his profession - indicates the degree of his qualifications, experience gained, willingness to help newcomers, rationalization proposals, if any.

The personal qualities of an employee, one way or another related to the performance of job duties: initiative, responsibility, the ability to smooth out conflicts in a team, the presence or absence of bad habits and other character traits.

If the leaving employee did not leave a positive impression of himself, the manager has the legal right to make a negative description of him from the place of work. Unflattering nuances, such as: irresponsibility, conflict, failure to meet deadlines, violations of internal regulations, have the right to appear in the employee's characterization, if this is really true.

Naturally, such a negative characterization of an employee from the place of work can play a negative role in his future employment, which the manager should remember and try to be as objective as possible.

To be awarded an honorary diploma

Internal characteristics are intended to address organizational or professional issues with employees within the enterprise. They may be required for job promotions within the company, for the presentation of awards or promotions, which should be correctly reflected in work book. If an employee has achieved success in his work activity and he is entitled to encouragement, then the characteristic, first of all, should reflect those qualities of a person that helped him achieve this goal. In these cases, as a rule, a positive reference is made from the place of work.

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For the police

If a person is suspected of committing an offense - administrative or criminal, a reference from the place of work to the police is requested for pre-trial proceedings. This is done for the most objective investigation by the Ministry of Internal Affairs. Often there are no specific instructions from the side law enforcement and the leaders of the organization, when preparing a response, cannot always decide on the nuances required by the request. In this case, to clarify the situation, you should consult with the legal adviser of the organization and talk with the subordinate. The main emphasis should be on personal qualities employee, about the presence or absence of bad habits, about compliance with the rules of internal discipline.

To court

Particular attention should be paid to the situation when the characteristic is required for submission to the court. This information is necessary for the judge so that he can make the most fair judgment. As a rule, there are no specific instructions in the request from the judge. If you do not want to harm your subordinate, seek the help of a lawyer and talk to the employee himself. It must be indicated that the document is intended to be submitted to the court.

To the military registration and enlistment office

Characteristics in the military registration and enlistment office are usually drawn up from the place of work or employees educational institution where the conscript was trained - school, college or university. The document should talk about the relationship that a person has with the team, his ability to adapt to a new environment, decide conflict situations.

working specialties

Examples of characteristics from the place of work, for example, a cook, a worker or a salesman, contain, in addition to general information, specific moments peculiar to these particular professions. Properties such as energy, endurance, industriousness, diligence, will be acceptable for compiling a characterization from a place of work to a worker, but they are completely irrelevant when describing specialties of a creative orientation or working with clients. When describing the work of a confectioner or web designer, the emphasis should be on accuracy, neatness, the presence of a creative component, individualism, and the ability to learn new technologies.

The characteristic from the place of work of the seller provides for a mandatory description of the presence or absence of such character traits as tolerance, politeness, stress resistance, punctuality, honesty.

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When writing a characterization for a watchman from a place of work, the emphasis is on conscientiousness, diligence, a sense of responsibility, and the absence of previous convictions.

The characteristic of an administrator from the place of work involves the coverage of such professional qualities as the accuracy of performing tasks, the presence of organizational skills, the ability to smooth out conflict situations, communication skills, adaptive properties, negotiating skills, etc.

What to pay special attention to

It is important to remember that the person who received the characteristic has the right to appeal it.

To avoid trouble, the following recommendations should be followed:

Disclosure of confidential information contained in the characteristic, in accordance with the "Law on the Protection of Personal Data", is permissible only with the written consent of the employee.

It is not allowed in the document to mention political, religious, national, property or other information that is not related to the professional sphere of the employee.

Requirements must be met business etiquette: lack of emotionally charged expressions or insults.

How to write a job description:

conclusions

A good reference from the place of work should clearly and objectively inform about the personal and professional qualities of the employee and contain a maximum of business information about the person. One should not praise a person, and look for only negative qualities, but one should most fully characterize the personal qualities and labor achievements of an employee.

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Video, how sometimes it is not easy to write a characterization for an employee from the place of work:

We hope that the above tips will help you complete this important document in a professional manner.

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Feature presentation for a state award

gift book!

• reference base,
• "bookshelf"
• personnel course,
• all tests etc.

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Sample characteristics for the state award

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He has exceptionally extensive work experience, great practical knowledge, and not everyone has such experience and such practice.

He has extensive experience and great practical knowledge.

He has sufficient work experience and practical knowledge to successfully cope with the entrusted grandfather.

Experience and practical knowledge are somewhat small.

Work experience and practical knowledge are not enough to successfully cope with their work.

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Practical knowledge and work experience are so small that this is a significant obstacle in the work.

He has extensive and deep knowledge in his specialty, broad general erudition in official matters. Skillfully uses his knowledge in everyday work, can give valuable advice.

He has extensive and deep knowledge in his specialty, can give valuable advice. However, he does not know enough about the activities of other services.

It has good knowledge in their specialty, sufficient erudition in other official matters.

He has sufficient knowledge in his specialty, but he is less versed in other service issues.

He has sufficient knowledge in his specialty, but there is absolutely no awareness of other service issues.

He clearly lacks knowledge in his specialty and there is absolutely no awareness of other issues.

Can solve all issues related to his work, completely independently, without waiting for anyone's hints or instructions.

In general, he can solve most issues related to his work on his own, without waiting for prompts or instructions.

Can solve many issues related to his work, more or less independently.

Many issues related to his work, he cannot solve on his own, he needs some help, tips and instructions.

He cannot solve issues related to his work on his own, he needs help, tips and instructions.

He cannot solve even the simplest issues related to his own work on his own, he constantly needs help, tips and instructions.

Constantly, a lot and *** is engaged in self-education in his specialty and this has a very positive effect on work.

A lot and *** is engaged in self-education in his specialty and this has a noticeable effect on improving work.

He successfully combines work with self-education in his specialty.

He understands the benefits of self-education and, as far as possible, seeks to replenish his knowledge in his chosen specialty.

Recognizes in words the need for self-education, however, no success in this is noticeable.

Denies the need for self-education, which does not benefit the cause.

He constantly follows the best practices in his field of activity, strives to implement them in his area of ​​work and achieves great success in this regard.

Follows the best practices in his field of activity and strives to implement them in his area of ​​work.

Shows the necessary interest in best practices.

There is not enough interest in best practices.

Practically not interested in best practices.

Demonstrates complete indifference to best practices.

He has a very large professional knowledge in his field of work, he can give advice on many issues.

He has good professional knowledge in his field of work.

Possesses sufficient professional knowledge in his field of work.

Possesses insufficient professional knowledge in his field of work.

Does not have the necessary professional knowledge in his field of work.

Does not have any significant professional knowledge in your area of ​​work.

He is well versed in the material part of the entrusted equipment, has a clear idea of ​​the necessary technical means, maintenance and repair, on many issues can give advice.

He knows well the material part of the entrusted equipment, has an idea of ​​the necessary technical means of its maintenance and repair.

Has an idea about the material part of the entrusted equipment, technical means of maintenance and repair.

Knowledge about the material part of the entrusted equipment, technical means of maintenance and repair is somewhat insufficient.

Doesn't have necessary knowledge on the material part of the entrusted equipment, technical means of maintenance and repair.

He has no idea about the material part of the entrusted equipment, technical means of maintenance and repair.

He has rich experience and skills in all the main services of the enterprise, division.

He has rich experience and skills in a number of other services of the organization, institution.

He has certain experience and skills in a number of other services of the enterprise.

He has certain experience and skills in one of the other services of the unit.

No experience or skills in other services.

Work in other services was not successful enough and did not enrich the necessary professional experience.

Excellent knowledge of accounting and reporting.

Well versed in accounting and reporting.

Has the necessary understanding of accounting and reporting.

Not well versed in accounting and reporting.

Very poor understanding of accounting and reporting.

Absolutely no understanding of accounting and reporting.

He has extensive legal knowledge in his field of work, knows well not only the relevant legislation, but also legal practice in resolving certain issues.

Has good legal knowledge.

He has the minimum legal knowledge necessary for his work.

It didn’t hurt to replenish your luggage of legal knowledge.

He obviously has no legal knowledge.

Often demonstrates legal illiteracy, even the idea of ​​the need for legal knowledge in solving those mosses and other issues is absent.

He knows his rights, duties and responsibilities very well, knows exactly where and what is recorded on this occasion and knows how, if necessary, to use this knowledge.

Knows the rights, duties and responsibilities, has an idea about the documents related to this issue.

Has an idea of ​​his rights, duties and responsibilities.

Does not know his rights, duties and responsibilities very well.

He is rather vague about his rights, duties and responsibilities.

He has no idea about his rights, duties and responsibilities

He knows the document flow in his area of ​​work very well, knows how to correctly draw up and check the necessary documentation and foresee

possible results of its further passage.

He knows the document flow in his area of ​​work well, knows how to draw up and check the necessary documentation.

Has an idea about the document flow in his area of ​​work.

Has some understanding of the workflow in his area of ​​work, but not enough.

Poorly knows the document flow in his area of ​​work, does not know how to draw up and check the necessary documentation.

He has absolutely no idea about the workflow in his area of ​​​​work, cannot draw up or check the simplest documentation.

He has extensive knowledge in the field of management theory, knows how to use this knowledge in practice.

He knows modern management theories and uses them in his work. Has some understanding of the theory and methods of management. Knowledge of the theory and methods of management is somewhat small. Has very vague ideas about the theory and methods of management.

There is no knowledge in the field of theory and management methods.

Perfectly knows how to plan work, achieves a very high viability and realism of the plan.

Good at planning work.

In general, copes with the planning of work.

Not very good at scheduling work.

Poor job scheduling.

Doesn't know how to plan at all simple job, plans are not viable from the first minute.

In every possible way he contributes to the improvement of the skills of his subordinates, using all available opportunities for this.

Takes care of the professional development of his subordinates.

Shows the necessary interest in improving the skills of his subordinates.

Does not show proper concern for the improvement of the qualifications of his subordinates.

They do not care at all about the professional development of their subordinates.

He does not care at all about the improvement of the qualifications of his employees, and

even hinder it to some extent.

Able to build reasonable long-term forecasts, has an excellent sense of perspective.

Able to foresee the development of events, has a sense of perspective.

Able to sometimes foresee the further course of events, has a sense of perspective.

When solving official issues, sometimes there is not enough sense of perspective.

When solving official issues, it does not always take into account the interest tomorrow, lacks a sense of perspective.

He absolutely does not know how to foresee the further course of events, has no sense of perspective and lives only for today.

Has significant knowledge in the field computer science and office equipment, constantly monitors the latest in this area, and can give advice on many issues.

He has good knowledge in the field of computer technology and office equipment.

Has an understanding of computer technology and the possibilities of their use.

Does not have sufficient knowledge of computer technology and office equipment, poorly imagines the possibilities of their use.

Has a very vague idea of ​​computer technology and office equipment and the possibilities of their use.

He has no idea about the means of computer technology and office equipment, but also about the possibilities of their use.

In his work, he constantly achieves high results, inspires his colleagues with his example.

In his work, he constantly achieves good results makes an important contribution to the work of the team.

Works smoothly, without disruptions, labor returns meet the requirements.

It works unevenly, along with success in official activities, there are also individual breakdowns.

Does not work intensively enough, does not always achieve the required results, sometimes allows serious disruptions.

Works badly. The results of the work chronically do not meet the requirements.

He loves his job very much, practically devotes all his free time and energy to it.

Loves his job.

He treats his work conscientiously.

He is indifferent to his work.

He does not like his work, but he does it conscientiously.

Extremely dislikes his job and talks about it everywhere.

In the work shows a very high intensity, the ability to work for five.

In the work shows a high intensity.

In the work shows sufficient intensity.

In the work shows insufficient intensity.

In work shows low intensity.

Shows extremely low intensity at work, needs constant prodding.

He always does everything on time, always meets the deadline, so you don’t have to worry at all.

Usually he does everything on time and meets the deadline - you can rely on.

Basically, he performs assigned tasks on time and does not let other comrades down.

He does not always complete the assigned work on time, sometimes he does not meet the deadline, but in especially critical cases he tries not to let other comrades down.

Often, when performing assigned tasks, he does not meet the deadline and brings other comrades down with this.

He constantly fails to meet deadlines and brings other comrades down with this, it is absolutely impossible to rely on such a person.

He can instantly grasp the essence of the issue, understand what the matter is in two words, never gets confused in trifles.

Can quickly understand the essence of the issue and highlight the main thing.

Usually he knows how to independently understand the essence of the issue, to separate the main from the secondary.

Usually he cannot understand the essence of the matter for a long time, often gets confused in trifles, requires additional explanations.

Usually he cannot grasp the essence of the matter for a long time, often gets confused in trifles, requires additional explanations.

He absolutely does not know how to separate the main from the secondary, he constantly gets confused in the little things, a simple thing needs to be explained several times.

Works almost always without errors.

It works, basically, without errors, if it makes mistakes in the work, then they do not affect the final results.

Rarely makes mistakes in the work, as a rule, only minor ones.

He makes mistakes in his work, and sometimes this affects the final results.

He often makes mistakes in his work, including rather rude ones.

Constantly makes gross mistakes in his work.

Can successfully perform the most complex tasks, copes with work of almost any complexity.

Copes with work of rather high complexity. Does the job well medium difficulty, but can sometimes solve more complex problems.

It copes well only with work of not very great complexity.

Does not cope with any complex tasks, can only perform relatively simple tasks.

Can perform only the most primitive tasks.

Likes various innovations and reorganizations. But he does not like to work in a normal quiet mode.

Sometimes he is too fond of various innovations and reorganizations to the detriment of current work.

Strives to support any undertaking in time.

May support a useful purpose, although not particularly fond of various innovations and reorganizations.

Sometimes he shows outpoured conservatism, does not like various innovations and reorganizations.

Shows extreme conservatism, opposes any innovation.

In work, he never takes into account personal time, he always works more than a positive term.

Works, regardless of personal time, as long as the interests of the business require.

If the interests of the case require it, he is willing to sacrifice personal time.

Allows lateness to work and early departure.

Often allows delays and untimely departure from work.

Systematically violates the mode of operation, does not draw the right conclusions from the comments, which discourages others.

Exceptionally conscientious about the observance of the regime of secrecy.

He does not allow deviations either for himself or for fellow workers.

He knows well, correctly understands and fulfills the requirements of the secrecy regime in his work.

Knows and complies with the requirements of the secrecy regime.

Knows and, in general, fulfills the requirements of the secrecy regime (or there were no violations of secrecy in the work).

Manifestations of carelessness in observing the regime of secrecy were noted.

Loquaciousness noted. He does not know how to keep state secrets.

Shows exceptional diligence and punctuality, the degree of personal initiative and organization is very high.

Shows clarity, diligence, initiative in the performance of tasks, knows how to independently organize his work.

When performing tasks, he shows diligence, knows how to independently organize his work.

When performing tasks, he shows diligence, but needs outside help to organize more effective work.

In general, it differs in diligence, but needs control.

In work, he shows lack of initiative, non-execution and red tape.

He acts persistently, *** and tenaciously, does not stop until he reaches the goal or understands some business thoroughly.

Acts persistently, *** and tenaciously, does not like to stop until he brings the matter to the end or sorts out any issue.

In necessary cases, he shows sufficient perseverance and perseverance to bring the matter to the end.

Perseverance and perseverance are not always enough to achieve your goal or understand the issue that has arisen.

Usually there is not enough perseverance and perseverance to bring the matter to the end or to understand the issue well.

Even in important cases, he cannot show the necessary perseverance and perseverance to bring the matter to the end, everything begins and nothing ends.

He has amazing ingenuity and resourcefulness in achieving the goal, he knows how to find a way out of a hopeless situation.

In work, he constantly shows ingenuity and resourcefulness in achieving the goal, the ability to find a way out of difficult situations.

Can show the necessary ingenuity and resourcefulness to achieve the goal.

It is not always enough ingenuity and resourcefulness to achieve the goal.

Usually there is not enough ingenuity and resourcefulness to get around any obstacle on the way to the goal.

Cannot show at least to some extent ingenuity and resourcefulness in order to get around the obstacle that has arisen in the work.

* ORGANIZATION OF PERSONAL LABOR *

He uses his working day very tightly, knows how to properly allocate time and effort to perform the assigned work.

Knows how to appreciate and properly distribute his working time.

Basically, he correctly distributes and uses his working time.

He does not know how to rationally distribute and use his working time, which leads to non-execution.

Dishonestly refers to the performance of official duties, admits the facts of aimless pastime at work.

Always finds an opportunity to perform any task as best as possible, constantly shows very high quality work.

The quality of assignments is high.

The quality of the assignments is quite high.

The quality of assignments is not always high.

The quality of assignments is low.

Any task is performed so casually, with such low quality, that the question arises whether it was done at all.

Acts decisively, makes decisions quickly, without delay.

Acts decisively, makes decisions in a timely manner.

There is not always enough determination to make timely decisions.

Acts somewhat indecisively, cannot always make the necessary decision in a timely manner.

Acts indecisively, cannot make the necessary decisions in a timely manner, stop at something specific.

An extremely indecisive person, hesitates for a long time before solving the simplest question.

Great for coordinating activities various workers or subdivisions, skillfully coordinates their interests even in very difficult cases.

Copes well with coordination issues, knows how to find acceptable solutions when coordinating the interests of various employees or departments.

Can deal with issues of coordinating the actions of various employees or departments.

Does not always cope well with issues of coordinating the actions of various employees or departments.

Does not cope with the issues of coordinating the actions of various employees or departments.

He does not cope at all with the issues of coordinating the actions of various employees or departments, he shows absolute helplessness in this regard.

He can keep a lot of things under his control, keep a lot of details in his field of vision, respond in time to any deviation from the plan.

He can and skillfully exercises correct and timely control over the course of affairs.

Can keep under his control the main points in the course of work.

He does not always know how to exercise timely control over the course of affairs, he can control only certain moments.

Not able to control the progress of affairs.

Completely unable to exercise any control over the course of affairs.

In personal behavior, a completely impeccable person, in no case allowing the use of his official position for non-business purposes.

In personal behavior, he shows modesty, does not allow the use of his position for personal purposes.

He does not allow manifestations of immodesty in the use of his official position.

Separate manifestations of personal indiscretion in the use of one's official position are noted.

Sometimes he shows immodesty in using his official position for personal gain.

The facts of abuse of official position for personal purposes were repeatedly admitted.

Constantly exceeds his authority, his rights and power, as if they are not limited by anything.

In work, he often exceeds his authority, his rights and power.

There have been cases of abuse of authority in the performance of official duties, the immoderate use of their rights and power.

He skillfully uses his powers, rights and power in his work, never exceeds them.

Insufficiently uses his powers, his rights and power, sometimes even in those cases when it is necessary to do this more decisively.

He does not know how to use his powers, rights and power at all, giving the impression of helplessness and lack of rights.

In moral terms, a completely impeccable person, modest in everyday life.

In everyday life, he behaves modestly, is distinguished by moral stability.

In moral terms, there are no deviations, there are no complaints about misbehavior in everyday life.

There is information about the wrong behavior in everyday life, moral instability.

There are serious complaints about moral instability, improper behavior in everyday life.

His immoral behavior corrupts the team.

* ABILITY TO ROLL THE TEAM *

He quickly knows how to establish close personal contacts with various people with whom he communicates by the nature of work, service.

Able to establish good relationships with people with whom he contacts by the nature of his work.

In general, he correctly establishes relationships with people with whom he has to contact by the nature of his work.

He does not always know how to establish the right relationships with those people with whom he has to contact by the nature of his work.

He does not know how to build relationships with those people with whom he has to deal with by the nature of his work.

He doesn't know how to build good relationships with people.

A born organizer, he is excellent at arranging people and distributing duties in the best way between them, organizing a team to perform official tasks.

A good organizer, knows how to arrange people and distribute duties, organize a team to perform official tasks.

Possesses sufficient organizational skills, can organize a team to perform official tasks.

Does not have sufficient organizational skills, does not always know how to organize a team to perform official tasks.

An inept organizer cannot organize a team to perform official tasks.

A bad organizer, demonstrates complete helplessness in organizational matters.

He constantly interferes in the work of his subordinates, strives to do everything on his own, solves all issues individually.

Sometimes, without special need, he interferes in the work of his subordinates and solves various issues for them.

In the organization of collective work, he seeks to rely on the initiative and independence of his subordinates.

Provides subordinates with the necessary assistance in their work, avoiding petty care.

Sometimes, without special need, he delegates to his subordinates the solution of those issues that should be resolved independently.

Often delegates the performance of his own duties to his subordinates without any justification.

Enjoys exceptionally great and well-deserved prestige in the team, the respect of all employees. He has great authority in the team.

* ABILITY TO ESTABLISH BUSINESS RELATIONSHIPS *

He is able to establish and maintain good business relations with the heads of departments, enterprises and organizations at various levels, has extensive business connections.

Can establish and maintain good business relationships with the leaders of various organizations.

In general, he copes with the task of establishing and maintaining the necessary business relations with the heads of related departments and organizations.

He does not always know how to establish or maintain the right business relations with the heads of related services and organizations.

Does not always cope with the task of establishing and maintaining proper business relations with the heads of related organizations and services.

He does not know how to establish or maintain proper business relations with the heads of related organizations and services.

He knows how to win people over, to find with them mutual language and challenge them to be honest.

Knows how to win over and find a common language with them.

Usually knows how to arrange people and find a common language with them.

He does not know how to win people over and find a common language with them, he does not know how to work with people.

He constantly turns people against himself, is unable to find a common language with them, shows a complete inability to work with people.

Knows how to avoid conflicts with people even in situations where it seems completely impossible, knows how to bring others to mutual understanding or compromise, eliminate or smooth out conflicts in the team.

By his behavior he never creates a quarrel or an unhealthy atmosphere in the team, he knows how to smooth out conflicts and bring people to agreement.

He does not always know how to avoid conflicts with people, but his behavior does not give rise to quarrels in the team.

He does not know how to smooth out conflicts and disagreements in the team, sometimes his behavior gives rise to quarrels and disagreements.

His behavior often causes quarrels, disagreements and an unhealthy atmosphere in the team.

He loves quarrels and intrigues, he will not calm down until he quarrels the whole team.

* ABILITY TO MOBILIZE THE TEAM FOR SOLVING PROBLEMS *

Has inexhaustible energy and enthusiasm, the ability to inspire others and lead.

He knows how to infect others with his energy and enthusiasm.

Sometimes shows energy and enthusiasm.

Sometimes there is a lack of energy and enthusiasm.

Energy and enthusiasm are completely absent.

With his passivity, his pessimism and skepticism, he can spoil a good deed.

Skillfully uses the available opportunities to stimulate the activities of subordinates in the right direction and always achieves the necessary results.

Knows how to use the available opportunities to stimulate the activities of subordinates in the right direction through rewards and punishments.

In general, he knows how to use the available opportunities to stimulate the activities of subordinates.

He does not always know how to use the available opportunities to stimulate the activities of his subordinates.

Does not know how to successfully use the available opportunities to stimulate the activities of subordinates.

Does not know how to reasonably use the available opportunities to encourage and punish subordinates.

* OBJECTIVITY IN EVALUATION OF ACTIONS AND ACTIONS OF SUBJECTS *

He evaluates other employees and the results of their work very objectively, never being guided by his own mood, his likes and dislikes.

Objectively evaluates other employees and the results of their work.

In general, objectively evaluates other employees and the results of their work.

Does not always objectively evaluate other employees and the results of their work.

Rather subjectively evaluates other employees and the results of their work, depending on their likes and dislikes.

Extremely subjective evaluates other employees and the results of their work, being entirely guided by their likes and dislikes, their mood.

An acutely critical attitude to other people's shortcomings is supported by a self-critical assessment of one's own activities.

Correctly understands the meaning of criticism and self-criticism. Self-criticism prevails over a critical attitude to other people's shortcomings.

A critical attitude to other people's shortcomings prevails over self-criticism.

A tendency to avoid criticism and self-criticism was noted. A tendency to unreasonable criticism of other people's shortcomings was noted.

He shows excessive demands on others, exactingness to the smallest detail, to constant nit-picking - working in such an environment is extremely difficult and unpleasant.

Too much exactingness, sometimes up to nitpicking, complicates relationships with subordinates.

Shows high, but, as a rule, reasonable exactingness to others.

In his work, he shows sufficient exactingness without petty nit-picking.

In work, he does not show the necessary exactingness to others, often "turns a blind eye" to other people's shortcomings.

There is absolutely no exactingness, the ability to call for the order of the date in the most necessary cases.

Exceptionally zealous about the demands of the call of duty, without deviating from them even in small things.

Steadfastly resists temptations.

Correctly understands and conscientiously fulfills the requirements of official duty, can resist temptations.

He understands and fulfills the requirements of official duty correctly.

Deviations from the requirements of official duty were not noted.

Under a purposeful educational influence, he consciously seeks to improve his attitude towards his official duty.

The facts of deviations from the requirements of official duty are noted.

Very much and effectively engaged in social work and his social activities brings great benefits to the team.

Many and successfully engaged in social work.

He does well with public errands.

From community service does not shirk and generally copes with public assignments.

Very little and reluctantly engaged in social work.

Public work is completely ignored, in every way avoiding any kind of public assignment.

He has a very broad political outlook, correctly judges the events of the international and inner life, is constantly interested in these issues and can clearly explain them.

He has a sufficient political outlook.

Correctly judges the events of international and domestic life.

On the events of international and domestic life, in the main, he judges correctly, however, he does not seek to expand his political horizons.

The facts of indifferent attitude to the issues of international and domestic life of the country are noted.

Shows demonstrative indifference to internal and foreign policy, marked interest in unofficial and hostile sources of political information.

The facts of demonstrative disagreement with the party line on certain issues of international and domestic life are noted.

A born lecturer, he has a bright, lively, intelligible speech, a convincing manner of presentation.

He loves and always successfully delivers lectures and reports to employees and the public.

A good lecturer, has strong lecturer skills, has repeatedly spoken to employees and the public.

He has some experience in giving lectures and reports to employees and the public.

He has no experience in giving lectures and reports, however, according to his preparedness, he can successfully engage in this work.

He has no experience in lecture work and does not strive for this.

He considers himself incapable of lecturing in front of any audience, is afraid of this and avoids it in every possible way.

I have failed in this field in the past.

* APPROACH TO SOLVING SERVICE PROBLEMS *

Shows exceptional devotion to the interests of the cause.

When resolving issues arising in the work, he proceeds from the interests of the case.

When resolving issues arising in the work, as a rule, he tries to proceed from the interests of the case.

When solving problems arising in the work, he is not always guided by the interests of the case.

When solving problems arising in the work, he is not sufficiently guided by the interests of the case.

The interests of the case are in last place, they are remembered only when it is beneficial.

He strives to express his own opinion on any issues, even on those in which he does not understand at all.

He often expresses his own opinion even on issues in which he is not very well versed.

He is not afraid to express his own opinion, sometimes even in cases where it contradicts the opinion of the majority.

He rarely expresses his own opinion, even when he has one.

Usually avoids expressing his own opinion even on non-principled issues.

Even in trifling matters he does not have his own opinion.

Shows stubbornness, does not change his point of view even when its absurdity is obvious.

He is reluctant to change his mind, even in cases where it is clearly wrong.

Reluctantly changes his mind, but convinced of his fallacy, he still changes.

Although usually he does not change his opinion without special reasons, but under pressure from others he can change.

Easily changes his mind under extraneous pressure.

It is extremely easy to change his mind, just the slightest pressure from the outside is enough.

* Sense of responsibility for the task assigned *

Exceptionally conscientiously refers to the requirements of service discipline.

It shows the ability to resist the corrupting influence from the outside.

He understands the requirements of official discipline correctly and fully complies with them.

He has no censures for violation of discipline.

Disciplinary sanctions does not have.

There were gross violations of discipline, however, under the educational influence, the correct conclusions were drawn and steps were taken to correct behavior.

Gross violations of service discipline were repeatedly allowed, the correct conclusions have not yet been drawn.

He is not afraid for his actions: he would rather take the blame on himself than let his comrade down.

Usually responsible for his actions, he always admits his guilt if he is guilty.

Knows how to be responsible for his actions, if necessary, admits his guilt.

Reluctantly admits his guilt, even if it really takes place.

Usually does not admit his guilt, even if it really takes place.

Tries to shift responsibility to others.

He never admits his guilt, whatever it may be, and by all means shifts responsibility to other people.

He fulfills his promises, does not let other people down, knows how to keep his word.

Usually he keeps his promises and does not let others down.

He always tries to keep his promises, not to break this word, so as not to let others down.

It does not always fulfill its promises and sometimes fails others.

Very often he does not fulfill his promises and brings others down with this.

Constantly does not fulfill its promises and does not even strive to do so.

He receives great moral satisfaction from his work, constantly emphasizing a sense of professional pride.

She considers her great social significance to be the main incentive in her work, and strives to bring as much benefit to society as possible with her work.

He understands well the importance of his work and receives satisfaction from the successes achieved in it.

Correctly understands the significance of his work and conscientiously treats it.

He underestimates the social significance of his work, treats it indifferently.

The sense of professional pride is understood perversely, as a sense of one's own superiority over others.

By nature, a very calm, balanced person who cannot be pissed off.

By nature, a calm, balanced person.

By nature, a calm person, rarely shows irritability and restraint.

Sometimes shows excessive irritability and incontinence.

Too easily irritated and irritated.

An extremely irritable, unrestrained person, whom any trifle infuriates.

In dealing with citizens, fellow workers, benevolence, sensitivity and tact are constantly manifested.

In dealing with citizens and workmates, he constantly shows courtesy, knows how to listen carefully to the interlocutor.

In dealing with citizens, fellow workers shows courtesy and tact.

In dealing with citizens, fellow workers, he generally behaves correctly.

In dealing with citizens, workmates, he generally behaves correctly, however, excessive categorical judgments often turn into tactlessness or rudeness.

In dealing with citizens, workmates, he shows elements of rudeness and arrogance.

He is very willing to help his fellow workers, he never spares his time and effort for this.

Willingly helps fellow workers.

Provides assistance to fellow workers, although not always willingly.

He does not like to help fellow workers, avoids such situations whenever possible.

Never helps fellow workers, rather can hinder them.

In any situation, he retains exceptional composure and the ability to quickly make the right decisions.

In difficult situations, he shows composure and determination.

In difficult situations, personal activity does not decrease, but does not always choose the right decisions.

In difficult situations, he tends to get unreasonably excited, needs to be controlled.

In difficult situations, personal activity decreases and a desire to act under someone else's guidance is manifested.

AT difficult situation shows passivity and needs constant prodding.

He correctly assesses his capabilities and is not afraid to try himself in a wider field of activity.

Overestimation of one's capabilities often leads to errors in work.

Underestimation of their capabilities narrows the field of activity.

He clearly overestimates his capabilities, this is evident to everyone around him and negatively affects the results of his work.

He clearly underestimates his abilities and this is evident to everyone around him.

He perceives criticism in his address correctly, immediately takes measures to eliminate shortcomings.

Responds well to criticism.

Painfully reacts to criticism, however, draws the right conclusions from it.

Correctly understands comradely criticism, but shows a tendency to challenge criticism from subordinates and superiors.

Reacts only to criticism "from above".

Does not know how to draw the right conclusions from critical remarks.

A staunch opponent of alcohol.

Shows the ability to resist the opinion of the majority in this matter.

Leads a sober lifestyle.

Can resist the opinion of the majority in this matter.

There were no cases of alcohol abuse.

After the penalty for drinking, the correct conclusions were drawn and the behavior was corrected.

He has a penalty for alcohol abuse, but he does not feel guilty about himself.

Despite the penalty for drinking, proper conclusions have not yet been made.

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The sample characteristics presented here will show you ready-made examples of how to correctly compose a text and write a characteristic to reward an employee in various areas of work.

Production characteristics of rewarding an employee with a certificate of honor

Sample (ready-made example)

Potapov Andrey Romanovich, born in 1979, has been working in RosAvto LLC as a car repairman since February 15, 2015.

During the period of work, Potapov Andrey Romanovich graduated in absentia from the Saratov Oil College with a degree in technical repair automobiles and automobile engines. He got a job in the 4th category, successfully coped with his duties and was promoted. After studying at the courses, he received the 5th qualification category.

During the work, he produced prototypes and issued 5 rationalization proposals used in the repair trucks currently.

By order of the enterprise he was appointed as a mentor. Interns and students under the mentorship of Potapov A.R. receive the necessary skills and successfully use them in further work. The team enjoys respect and authority. Relationships with management are trusting, he observes subordination, he treats assigned work responsibly. He does not allow himself and does not tolerate violations by other employees.

In 2016, he was included in the list of innovators of the enterprise. In 2017, for initiative and conscientious work, he was awarded thank you letter.

For professionalism and contribution to the development of the automotive industry, Andrey Romanovich Potapov is recommended to be awarded a certificate of honor.

Sample characteristic for rewarding a social worker

Solovushkina Ekaterina Vasilievna, born in 1990, works as a social worker at the Center social service since 10.10.2010. He has a higher education in the field of "social sphere".

During the period of work received a lot positive feedback from the population served. She has established herself as a kind, efficient and sympathetic person. He is respected in the team.

Possesses first aid skills. Initiative in difficult situations allows her to solve emerging problems with the involvement of outsiders to provide emergency first aid. Despite the difficult contingent, Elena managed to find an individual approach to everyone. Thanks to his personal qualities, he serves as an example for other employees, shares his experience with less experienced employees.

Contains workplace in an exemplary manner, submits reports on time, maintains documents in strict accordance with the regulations.

Solovushkina Ekaterina Vasilievna in 2015 was awarded a letter of thanks from the city administration, worthy of nomination for the title of the best social worker of the year.

An example of a characteristic for rewarding a cultural worker

Kudryashev Sergey Valentinovich is an enterprising art critic of the highest category who is passionate about his work. Works in the museum for over 25 years. He has a higher education with a degree in art history. Conducts research and uses modern methods for the preservation and restoration of historical heritage. He possesses such qualities as accuracy, excellent memory, patience, which allow him to perform the assigned tasks with high quality and achieve good results in the restoration of damaged exhibits.

Competent actions of Sergey Valentinovich Kudryashov made it possible to restore a huge number of unique antiques exhibited in the exhibit hall. For more efficient work, he mastered the latest equipment, which makes it possible to simplify the process of restoration of monumental painting.

Among colleagues, he enjoys authority as an expert on Asia Minor, he knows the history of each exhibit very well. Competently works with field archaeologists, if necessary, travels to the place of discovery to assess, solve problems of transportation of finds.

For high professionalism, responsible approach to the preservation of cultural heritage, it is recommended to be awarded a certificate of honor.

Honorary Diploma of Honored Medical Worker

Finished example (sample)

Khabbibulina Nelia Abdulovna, born in 1978, has been working at the Otradnenskaya City Hospital as a pediatrician since 07.07.1998. In 1998 she graduated from the pediatric faculty of the Samara State Medical University with a degree in Pediatrics.

During the work of Khabbibulina, Nelia Abdulovna proved herself to be a competent specialist, able to identify complex diseases in time, organize the necessary examinations, and refer them to highly specialized specialists. In 2013, she completed advanced training courses, learned how to work with modern equipment, successfully uses it in her work, which led to the early diagnosis of a number of hidden diseases. He enjoys well-deserved authority in the team, has deep knowledge that allows him to effectively treat children, and actively shares his experience with young specialists. No complaints from management.

For high professionalism and responsible approach to each patient, Khabbibulina Nelia Abdulovna in 2015 was awarded the title of "Honorary Health Worker of the Samara Region", worthy of an honorary diploma.

Characteristics for awarding an honorary worker of the Department of Education and Culture

Sample Sample

Kharkova Ekaterina Evgenievna, born in 1968, has been working at the Children's Art School No. 3 since August 15, 1987 as an artistic director.

During the period of Kharkova's work, Ekaterina Evgenievna proved herself to be a competent teacher. Characterized with positive side. Able to withstand stressful situations that arise with some children. Promotes the promotion of gifted children by directing them to various competitions and allowing them to develop their abilities.

Some students under control this employee, received well-deserved prize-winning places in competitions in the Samara region and Russia.

Among the students he has the authority earned by many years of practice. Continues to supervise the most capable children even after many years. Among the pupils there are laureates of international awards who continue to communicate with the teacher. He uses modern methods in his work to unlock the potential of students for more early dates, independently prepares individual programs, finds an approach to students. Has no claims.

For her personal contribution to the development of art, she was awarded diplomas in 1995, 1999, 2005 and 2015.

We characterize the housing and communal services worker for the presentation of a certificate of honor

Sample

Dubov Vladimir Ilyich, born in 1983, has been working at ZhKH-3 LLC since 2004 as a 5th category heat network fitter.

During his work, Dubov Vladimir Ilyich has repeatedly participated in the elimination of gusts, knows perfectly the location of the key elements of the heating network, and is able to make prompt decisions. He enjoys authority in the team, responsibly treats the fulfillment of tasks. He showed himself as a competent specialist, able to quickly find damaged sections of the heating network.

Reading 8 min. Views 145 Published on 04/14/2018

Current labor laws encourage employers to use various methods promotion of labor achievements employees.There are two types of incentives - financial and non-material incentives. In special cases, a positively distinguished employee may receive a certificate of commendation along with a monetary payment for labor merits. Each enterprise should have local documents regulating the process of stimulating employees to increase the effectiveness of the labor process. In the event that the award ceremony is held to motivate staff, the employer needs to prepare a number of additional acts that will reflect the essence of this process. In this article, we propose to consider an example of a characteristic for awarding an honorary diploma of the ministry and other cases of encouraging labor merits.

For the procedure of rewarding an employee with any badge of distinction, the preparation of certain documents is required.

Purpose of the document

Characteristics for an employee belongs to the category of local documents, which contains information about the personal and personal qualities of the employee a. Many employers, when hiring a new employee, often ask for this document, issued at the last workplace.

It is important to pay attention to the fact that in some cases this document discloses not only positive, but also negative sides person.

In the work of the personnel department, such papers are often used. Drawing up a characteristic for an employee may be required when awarding the latter an incentive award. The award can take the form of both a financial reward and a certificate of honor. The characteristic required for the presentation of a certificate of honor contains information about the labor achievements and merits of the employee and is the basis for promotion. In addition to the above information, the form in question should contain information about the personal and professional qualities of a person.

Types of rewards

Incentives from the company's management are one of the best incentives for employees to increase the effectiveness of their work. Each employer is given the right to independently choose the methods of remuneration of personnel. For this purpose, the following types of incentives can be used:

1. Public recognition of the labor achievements of a particular employee.
2. Informing staff about the performance of a particular employee by placing a photo on an informative board (honor board).
3. Providing better conditions for labor activity to a distinguished employee.
4. Providing an extraordinary day off.
5. Financial reward or valuable gift.
6. Awarding an honorary diploma.

The regulations established within the enterprise govern the process of rewarding personnel. In some organizations, the company administration uses a combination of several of the above incentive methods. An employee with the highest performance indicators can be awarded a certificate of honor and a cash bonus, and his photograph will be placed on the honor roll.

In most cases, an employee who has achieved high results receives a monetary reward from the company's management. You can get an honorary diploma only with the help of constant self-improvement. It is important to note that the current legislation does not regulate the process of maintaining documents related to fixing labor distinctions personnel. This means that each manager is given the right to independently decide whether to use these methods of stimulating labor activity.

Any example of a characteristic for awarding a diploma of the ministry must be written in a formal business style.

The text of the testimonial should disclose information about the specific employee who is presented for the award. It is important to pay attention to the fact that today there is no form regulating the content of the act. However, there is a number of information that must be recorded in the form without fail.

The primary data include the name of the organization, its details and the name of the document. Next, the surname, name and patronymic of the employee, as well as the date of birth are indicated. After that, the position occupied by the recipient should be indicated. In some cases, employers indicate the specific department where the employee's labor activity is carried out. Then information about the level of education, qualifications and work experience is given.

The body of the document describes the personal qualities of the employee. In addition, it will be necessary to reflect here how the awarded employee showed himself in various difficult work situations. In this part of the form, the level of professionalism of the employee, his social skills and the degree of interaction with the rest of the staff are noted. Next, you will need to list the employee’s labor merits that caused the award to be awarded.

After all of the above information is entered on the pages of the document, the date of drawing up the act is fixed. Ready document submitted for approval to the head of the enterprise. After familiarization, the head must put his signature and company seal of the enterprise.

Despite the fact that compiling the document in question is a fairly easy task, many personnel officers often make various mistakes when filling out paperwork. One of the most common mistakes is writing papers in the first person. It is important to note that according to the rules, all of the above information should be recorded only from a third party. Also the current rules set by Labor Code, do not regulate the size of the document in question. Its length is directly proportional to the value of the track record of the employee presented for the award. To draw up the act, it is recommended to use letterheads with a company logo in A4 format.

Assignment of the state award

A sample characteristic for awarding an employee with a certificate of honor from the ministry has a unified filling form. In this case, the employee's labor achievements must meet a list of certain criteria. The considered official form is transferred to the appropriate institution in conjunction with additional documents. Such documents include a petition for the award of an honorary award. In compiling the characteristics, the state standard R 6.30-2003 is used, which has specific features.

Feature -
this is an official recommendation for a conscientious employee

Characteristics for awarding an honorary diploma, example:

PERFORMANCE

for the award of the Honorary Diploma

Ministry of Finance Russian Federation

1. Full name - Petr Sergeevich Antonov

3. Level of education (name of institution, date of graduation) - Higher specialized,

Novosibirsk State University of Economics and Management "NINH",

Specialty - accountant, 1996

4. Place of work, position held - Limited Liability Company "Priroda", chief accountant;

5. Work experience: general - 22 years, in the industry - 22 years;

In this organization - 8 years;

1996–2005 – Samara branch of Russian Post, accountant;

2005–2010 - IP "Stroydom", accountant;

2010–present – ​​OOO Priroda, chief accountant.

6. What awards was awarded, date and number of the order of the Ministry of Finance of the Russian Federation on the award: No diploma was awarded.

7. Contact Information: Samara region, Samara, st. Granitnaya, d.8, kv.16.
Home phone: 8-0000-00-00-00, work phone: 8-1111-11-11-11.

8. Number of the minutes of the meeting of the labor collective of the organization that filed the petition for
awarding - Protocol No. 6 dated January 21, 2018.

9. Characteristics (specific merits)

Antonov Petr Sergeevich, in the Limited Liability Company "Priroda", has been working since September 2010 as a chief accountant.

……………………………….specific merits………………………….

……………………………… indicators for the last three years…………………….

For many years of conscientious work, Antonov Petr Sergeevich was awarded a Certificate of Honor from the Main Department of Finance of the Samara Region in 2015, and was repeatedly encouraged by the administration of the enterprise.

10. Signature of the head of the organization in which the recipient is a member

Director of LLC: Semenov R.V.

Chairman of the labor meeting: Rybakov S.P.

An external characteristic is required for submission to state awards

Let's take a look at the basic information provided in the sample above:

1. Information about the company where the work of the person provided for the state award is carried out, including details of the organization and contact details.
2. Registration number of the form corresponding to the number recorded in the register of documents, date of completion and signature of the head of the enterprise.
3. Personal information about the employee, reflecting professional and personal qualities official and enumeration of the main stages of career achievements.

It is mandatory to provide detailed information on labor achievements for the period of professional activity, as well as list activities aimed at career visited by the person in question.

It is important to pay attention to the fact that in the questionnaire part of the document it is necessary to provide information about the date of birth, marital status and level of education of the contender for the state award. In addition, the employee's labor obligations, seniority and available awards should be listed.

Conclusion

In this article, we examined a sample of writing a characteristic for an employee when awarding various awards for high performance in work. This document has a relatively free form, however, when compiling it, it is recommended to use the business style of narration. This means that the text should avoid speech turns that have excessive emotionality.

One of the main requirements in the preparation of this document is the absence of errors. Otherwise, the completed act may lose its legal force. It should also be noted that information about the promotion of an employee must be entered in a personal card. Each leader should be aware of the rules for compiling this document in order to carry out activities that stimulate the effectiveness of the work of the team.

In contact with

PERFORMANCE

For the award of the Honorary Diploma
Ministry of Architecture and Construction of the Republic of Belarus

1. Surname, name, patronymic Stasevich Valery Stepanovich

2. Profession, position, place of work, service Chief project engineer of the project subsidiary unitary enterprise"Design Institute" of the Construction Republican Unitary Enterprise "Vitebsk House-Building Plant"

4. Education: - higher

5. What state awards Republic of Belarus awarded and date of awarding

6. Home address and telephone: - Vitebsk, st. Chkalova d. 1 apt. 63

7. Work experience in the labor collective - 17 years

8. Merits for which Stasevich is presented for awarding Valery Stepanovich has been working at the institute since 1990 in the following positions: architect, engineer of the general plans department, leading engineer of the GIPov bureau, and since 1998 Chief Engineer projects. Thanks to his business qualities, perseverance, and extensive practical experience, Stasevich Valery Stepanovich was able to fruitfully influence the team to accept and solve complex design problems. As a chief project engineer, Valery Stepanovich contributed to the development of the design of large-panel houses in the city of Vitebsk and the Vitebsk region.

9. The candidacy of Valery Stepanovich Stasevich is recommended
The meeting of the labor collective of the PDP "Design Institute" RUE "Vitebsk
DSK" Protocol No. 1 of 08.01.2008
for submission for awarding the Honorary Diploma of the Ministry of Architecture and Construction of the Republic of Belarus.

CH A R A C T E R I S T I C A

Shpinkov Viktor Nikolaevich

1939 year of birth, Russian
higher education

Shpinkov V.N. began his career in the construction industry in 1961 as a foreman building management"Beltransstroy" where he was sent after graduating from the Belarusian Institute of Railway Transport. In the period from 1963 to 1965 he served in the ranks of the Soviet Army.
After graduation, he continued his career in the construction industry. From 1966 to 1978 Shpinkov V.N. was associated with the Vitebsk DSK, where he worked as a foreman, head of stream No. 2, director of the KPD plant, and from 1973 to 1978 led a house-building plant. During the period of work and leadership, Viktor Nikolaevich participated in the reconstruction of the KPD plant and the transition of the house-building plant to the development and production of houses with an improved layout and an increased number of storeys. He showed himself as an excellent organizer and a knowledgeable, competent specialist in his field, actively paid attention to the issues of introducing new technology and achievements of advanced practice into production.
10 years Shpinkov V.N. worked in the field of public utilities management, where he gained a great and invaluable experience for his further career, which in 1988 led him to work as the director of the Vitebsk branch of the Belgipro-Stroy Institute, which is currently renamed the Design Institute of the Republican Unitary Enterprise Vitebsk DSK ".
During his work as the director of the design institute, Viktor Nikolayevich managed to create a close-knit and hard-working team, many of whose members still continue their careers at the institute. During this period, of his career, Viktor Nikolaevich disinterestedly transferred his huge production and life experience co-workers and young professionals.
Working at various sites Shpinkov V.N. was repeatedly encouraged by prizes, was awarded Certificates of Honor, as well as state awards.