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The characteristic of the participant is the best in the profession. Best in profession

Russian Orthodox Church

work with children and youth

Yurieva Svetlana Anatolievna

Job title

Competitive direction:

Representation

Yurieva Svetlana Anatolyevna - teacher of biology, geography, the highest qualification category, work experience 25 years.

Svetlana Anatolyevna is a highly qualified, creative, creatively thinking teacher.Winner of the competition for the best teachers of the Russian Federation (2006), held within the framework of the national project "Education". Finalist regional competition"Teacher of the Year - 2004" (winner in the nomination "Pedagogical Discovery (Teacher-Researcher)").Teacher work innovative technology developmental education D.B. Elkonin - V.V. Davydova was awarded the Diploma of the International Association "Developing Education" (2004).

The lessons of Svetlana Anatolyevna are distinguished by a business, creative atmosphere of teacher-student cooperation, which contributes to the formation of an independent style of thinking, the development of a culture of the personality of students. The teacher achieves a complete assimilation of knowledge, the implementation of the creative abilities of students, and an increase in learning motivation.

Summaries of lessons for grade 10 in the section "Fundamentals of Genetics and Breeding" were presented by Svetlana Anatolyevna at the All-Russian competition "Teacher-teacher" and posted on the website of the founder of the competition.

Educational site "Musculoskeletal system of the body", created under the leadership of Svetlana Anatolyevna, in 2004 received an incentive prize in the nomination "Educational area. Natural and Mathematical Cycle ", included in the federal catalog of the Ministry of Education and Science" Educational resources of the Internet for basic general and secondary (complete) general education "as an electronic textbook.

The teacher conducts systematic work with gifted children. Her students are winners and prize-winners of regional, federal Olympiads in biology: 2005 - 2 people - laureates of the 1st degree of the All-Russian Distance Heuristic Olympiad for schoolchildren; 2008 - 3rd place in the IV Federal District Round of the All-Russian Olympiad for Schoolchildren.

Svetlana Anatolyevna conducts a variety of effective extracurricular activities on the subject. For six years he has been in charge of the work of the school research society. Society members master technology research work, methods of organizing self-education, reflection of their activities. Students' research papers were presented at municipal, regional, federal competitions: 2003-2004 academic year. - All-Russian competition"Application for Success - 2003. Encyclopedist" on the creation of educational websites (finalists in the "Natural Sciences" nomination), Regional Fair of Youth Initiatives of the Murmansk Region (participant diploma); 2005-2006 academic year - All-Russian open competition of research, design and creative works of students "First steps" (Diploma of the laureate of the 1st degree), All-Russian essay competition "School is a house in which ..." (laureate), X international competition of children's handwritten books "We are different, but we are friends ”(participant certificate).

Svetlana Anatolyevna masters the latest achievements in pedagogical science and practice, in the professional field of knowledge. Member of the All-Russian open competition"Pedagogical innovations - 2006". Awarded with a diploma of the II degree of the laureate of the competition. Through self-education, the teacher studies the problems of modern pedagogy, psychology, didactics and the use of information and communication technologies in the classroom. As part of self-education, he is engaged in research work. Prepared and published research papers on the topics "24 reasons to get rid of the feeling of guilt" (journal "Public education" No. 8, 2002); “Knowledge - children of surprise and curiosity” (“Methodist” magazine, No. 3, 2005); "Motives of teaching and pedagogical work in Swedish and in Russian: compare?" (magazine "Public Education", No. 7, 2006)

The creative approach of Yuryeva S.A. is also manifested in her work as a class teacher. Her classes are distinguished by social activity, benevolent relationships, initiative, since the basis of the educational work of a teacher is the use of various forms of student self-government. The experience of Svetlana Anatolyevna as a class teacher is presented at the regional scientific and practical conference "Innovation as a condition of competitiveness educational institution", 2006.

Svetlana Anatolyevna enjoys well-deserved authority and respect among colleagues, students, and parents.

Yurieva Svetlana Anatolyevna was awarded the badge "Excellence in Public Education" (1993), the Certificate of Honor of the Ministry of Education and Science of the Russian Federation (2005).

Russian Orthodox Church

Murmansk and Monchegorsk Diocese

Education Committee of the Murmansk region

Regional stage of the All-Russian competition of works in the field of pedagogy,

work with children and youth

"For the moral feat of the teacher"

Rimitsan Irina Igorevna

Job title

Values as the basis of spiritual and moral education (or dialogue about contacts).

Competitive direction:

Best Innovative Development of the Year
Best Educational Research of the Year
Best Publishing Project of the Year
The best program for the spiritual and moral education of children and youth
The best program of civil-patriotic education of children and youth
High School Teachers - Secondary School
For the development and implementation of events within the framework of the "Year of the Family"

Representation

Rimitsan Irina Igorevna - educational psychologist, 1 qualification category, 10 years of work experience.

Irina Igorevna is a creatively working teacher-psychologist with a high level of professional knowledge. She effectively uses modern pedagogical technologies in the educational process: developmental education according to the system of D.B. Elkonin - V.V. Davydov, information and communication technologies, technology of differentiated education, multi-age cooperation.

Work experience was presented at the scientific and practical conference "Actual problems practical psychology"(Murmansk, 2005) on the topic" Psychological support of the professional activity of a teacher ", at regional scientific and practical conferences and seminars on the topics:" Dialogue about contacts or positions of participants in the educational process "(2008)," Interaction of a psychologist with teachers educational institution "(2007), at the regional seminar" Control and evaluation activities as a method of managing the educational process according to the system of D.B. Elkonin - V.V. Davydov ", 2005

Students respect Irina Igorevna for the fairness of requirements, for the ability to see a personality in each student. Irina Igorevna enjoys a well-deserved prestige among colleagues, parents, students.

Director of the secondary school № 8 in Kovdor O.V. Kuznetsova

Approved

by order of the education committee

Murmansk region

dated __________________ No. ____________

Russian Orthodox Church

Murmansk and Monchegorsk Diocese

Education Committee of the Murmansk region

Regional stage of the All-Russian competition of works

in the field of pedagogy, work with children and youth

"For the moral feat of the teacher"

Yurieva Svetlana Anatolyevna

Rimitsan Irina Igorevna

Job title:

Values as the basis of spiritual and moral education (or dialogue about contacts)

Competitive direction:

Best Innovative Development of the Year
Best Educational Research of the Year
Best Publishing Project of the Year
The best program for the spiritual and moral education of children and youth
The best program of civil-patriotic education of children and youth
High School Teachers - Secondary School
For the development and implementation of events within the framework of the "Year of the Family"

Brief annotation

Target : search for ways to build a dialogue between teacher, student and parents, contributing to the spiritual and moral development of the personality of a citizen of Russia.

Having worked as a class teacher for more than 20 years, and for the last several years together with a school psychologist, I come to understand the fact that the cornerstone in the work of upbringing is the problem of "fathers and children". Or rather, the problem of the values of “fathers and children”. There has always been a clash of generations, and we know about it. However, the peculiarity of today is the erosion or destruction of the historically formed values of Russians. Here is how Dmitry Sergeevich Likhachev spoke about it:

“I imagine the 21st century as a century of development of a humanitarian culture, a culture of kind and nurturing ... the revival of a person's reputation as something higher, which everyone should cherish, the revival of conscience and the concept of honor - these are, in general terms, what we need in the 21st century. Not only Russians, of course, but especially Russians, because this is what we have largely lost in our ill-fated 20th century. "

Yurieva Svetlana Anatolievna

Place of work or occupation: MOU SOSH # 8, biology teacher

Honorary titles: excellent student of public education (decision No. 199 of 10/27/93)

Finalist of the All-Russian competition of projects on the use of computer technology in education "Application for Success-2003: Encyclopedist". Internet resource "Musculoskeletal system of the body" (Teacher - project leader). (2003)
"Teacher of the Year of the Murmansk Region" - winner in the "Teacher-Researcher" nomination (2004)
Winner of the competitive selection of the best teachers of the Murmansk region in the framework of the priority national project "Education" (2006)
Winner of the regional competition "Best Internet Lesson" (2008)

Rimitsan Irina Igorevna

Place of work or occupation: MOU Secondary School No. 8, teacher-psychologist

Availability of prizes, prizes and other awards:

Diploma for great contribution to the formation and development of the educational system of developing education D. B. Elkonin - V. V. Davydova (2004);
Certificate of honor of the head of the Kovdor region (2003);
Gratitude from the administration of the Kovdor region (2002);
Diploma of the Education Department of the Kovdor District (2000).

Municipality

The grounds for the application of a specific type of incentive for employees of the organization should be determined in the relevant local regulatory act. If such is not adopted in the organization, then when choosing one or another type of labor incentive, one can proceed from the established practice of regulating employee incentive procedures, which is described by the author of the article.

When asked if your company uses non-financial incentives, many HR directors respond positively, reasonably believing that public praise, awards, and informing that someone is the best in a given period is a pleasure. Among the legally defined measures of moral encouragement of employees, one can name the announcement of gratitude, reward certificate of honor, presentation to the title of the best in the profession. Moral incentives for workers not named by labor legislation can be established by employers independently, for example:

Public recognition of the employee's merits at meetings held, including when summing up the results of the organization's annual work;

Informing all personnel of the organization about the employee's achievements;

Sending an employee to special conferences, seminars, exhibitions;

Providing training opportunities, advanced training;

Creation of more comfortable working conditions for the employee;

Providing time off and extra days for vacation;

Assigning an employee to perform special tasks as an expression of management's confidence.

In addition to the above measures, a rather strong moral incentive is the recognition of the employee's merits directly by the management of the organization. For example, a manager can praise an employee for a job successfully completed immediately after its completion, discuss with the employee the results of his work, and evaluate the personal qualities of a conscientious employee.

Every employer needs to strive to ensure that the system of incentive measures applied to employees is not monotonous, for this you need to use various forms and methods of encouragement.

Consider the features of the regulation of incentive measures and the practice of their application.

Announcement of gratitude

The announcement of gratitude as a type of labor incentive consists in the employer's public expression of gratitude to the employee for such achievements in work as:

Improvement of indicators in comparison with previous periods, overfulfillment of the plan;

Success in the early development and implementation of measures related to improving the organization of production and labor, with an increase in the quality of products (work performed, services provided);

Performing at a high level of their work duties;

Successful holding of events, implementation of projects, active participation in events or projects, etc.

The procedure for applying this incentive measure, as a rule, is regulated in a special local normative act (in the provision on moral encouragement of the employee) or is established in a document of a more general nature (in the provision on material and moral incentives for employees of the organization, internal labor regulations, provision on incentives for personnel ).

Sample sample

Regulation on the moral encouragement of the employee

Retrieving

Section IV. Gratitude

For active participation in the implementation of especially significant projects of the Company;

For impeccable and efficient work in the Company;

For conscientious work and professional skill.

Gratitude is announced to the employees of the Company with the payment of a one-time incentive in the amount of the official salary.

2. The application for the declaration of gratitude can be submitted by the heads of the structural divisions of the Company.

3. When making proposals for the announcement of Gratitude, the heads of the structural divisions of the Company shall submit the following documents:

A request for the announcement of Gratitude, addressed to the head of the Company;

Characteristics of the promoted in accordance with Appendix No. 1 to these Regulations.

In the application for the announcement of Gratitude, information on the achievements of the employee to be awarded is indicated.

Award materials are submitted by the heads of structural divisions 2 months before the proposed awarding to the personnel management department.

In the case of submission to the announcement of Gratitude for active participation in holding especially significant events, an application and a list of persons who actively participated in the implementation of projects are submitted, in the form, in accordance with Appendix No. 2 to these Regulations.

4. The personnel management department considers the received award materials and prepares a draft order of the head of the Company on the announcement of Gratitude.

Award materials presented in violation of the procedure established by these Regulations are returned with appropriate justifications to the applicant.

5. The draft order is coordinated with the head structural unit The company that has submitted a petition for the announcement of Gratitude, the legal department, the accounting department and is sent for signing to the head of the Company.

6. Announcement of Gratitude is carried out on the basis of the order of the head of the Company.

7. Announcement of Gratitude is carried out by the head of the Company or, on his behalf, by the first deputy head of the Company and the heads of the structural divisions of the Company in a solemn atmosphere.

8. Re-announcement of Gratitude for new merits is possible no earlier than two years after the previous award.

In exceptional cases, for high performance in work, the repeated announcement of Gratitude is possible earlier than the specified period.

9. A description of the form and a sketch of the Acknowledgments are given in Appendices No. 3, 4 to these Regulations.

Although this is not directly stipulated by the Labor Code of the Russian Federation, it is advisable to prepare an appropriate document with the title "Acknowledgment" (Fig. 1 - not shown).

Rice. 1 - Acknowledgment Form

The figure is not shown.

Registration of "Gratitude" (entering information about the employee, ensuring the signing of the management and certification with the seal of the organization) is carried out by the personnel department of the organization.

Awarding the Certificate of Honor of the organization

A more significant measure of reward for success in work in comparison with gratitude is the awarding of a certificate of honor of the organization. It is usually awarded to individual workers and teams, to whom previously for achievements in labor activity the specified incentive measure was applied.

Awarding a certificate of honor consists in publicly presenting to an employee a document confirming the recognition of the employee's merits by the management of the organization. A local regulatory act of the organization may provide for a one-time bonus payment to an employee in connection with the awarding of a certificate of honor.

Among the reasons for awarding employees with certificates of honor are most often called:

High results in a specific area of work;

Professional excellence;

Significant contribution to the development of the organization;

Innovation and other achievements in labor;

Exemplary performance of work duties, etc.

Quite often, among the reasons for awarding employees with an honorary diploma are called "long-term work in the organization" or "work experience in the organization at least ___ years." In itself, the fact of long-term work in the organization is not a basis for encouragement in the sense that part 1 of Art. 191 of the Labor Code of the Russian Federation. At the same time, in the context of increasing competition, personnel loyalty can and should deserve an appropriate assessment by the employer.

The submission for awarding a certificate of honor indicates:

Surname, name, patronymic of the employee;

Date of his birth;

Position held;

Education;

Work experience;

Achievements (characteristics of the results of labor worthy of encouragement).

Sample sample

Presentation For awarding the Certificate of Honor

Closed Joint Stock Company "Prior"

1. Surname, name, patronymic _________________________________________________

2. Year of birth ___________________________________________________________

3. Education (where, when he graduated from an educational institution)

4. Place of work, position held _____________________________________

___________________________________________________________________________

5. Total work experience ______________________________________________________

6. Work experience in this organization _______________________________________

7. Characteristics (specific merits) ____________________________________

___________________________________________________________________________

Head of structural unit ___________________________________

(subdivision name,

signature, full name)

"__" ___________ 20__

It is advisable to set out the procedure for awarding employees with an organization's certificate of honor in a general local normative act on the encouragement of employees or in a separate provision on an organization's certificate of honor. In it, first of all, the full name of this type of encouragement should be officially established, which will be indicated in the order (order) on the promotion and recorded in the work book. So, the name of the organization must contain the name of the organization, for example: "Certificate of honor of the closed joint-stock company" Prior "or" Certificate of honor of LLC "Aprina". This is necessary in order to delimit it from other certificates of honor that may be awarded to the employee.

Registration of a certificate of honor (purchase of a ready-made form or ordering a print of an original design form), entering information about the employee, ensuring the signing of the management and certification with the organization's seal are carried out by the organization's personnel department.

Awarding the title of the best in the profession

The Labor Code of the Russian Federation provides for such a type of encouragement as submission to the award of the title of the best in the profession. As a type of in-house incentive, such a presentation provides for the formation of a competition commission, the formulation of goals and objectives for organizing the competition, the development of conditions and indicators for the fulfillment of which such a title can be awarded to an employee, the timing, frequency and procedure holding a competition, timing and order of summing up.

The title of the best in the profession can be formulated according to one of the following schemes:

A) "best _______", for example:

"the best pastry chef";

"the best seller";

"the best doctor";

"the best driver";

B) "the best in the profession" _______ ", for example:

"the best professional" plasterer ";

"the best by profession" master of machine milking ";

C) "the best in the profession among _______", for example:

"the best by profession among machine operators";

"the best by profession among hairdressers".

Also, as a similar type of encouragement, the assignment of other significant titles may be envisaged, for example, "Excellence in Quality", "Best Young Worker", as well as honorary titles of organizations, for example, "Honored Worker of the Organization", "Master - Golden Hands", "Excellence in Trade", etc.

For this type of incentive to be "legitimate", it must be provided for in a collective agreement or internal labor regulations.

The awarding of the title of the best in the profession is carried out in two ways:

1) holding a special competition or review of professional skills among the employees of the organization and identifying the best of them. The objectives of such competitions or shows are:

Developing a sense of the prestige of the profession among employees;

Revival of the traditions of the profession;

Improvement of knowledge, skills and abilities at work;

Dissemination and development of advanced techniques and methods of work, dissemination of the positive experience of the winners of the competition;

Disclosure of the creative potential of employees;

Creation of incentives to improve professionalism in work;

Creation of a reserve of personnel from among the winners for replacement leadership positions, etc.

A commission (committee) created by the employer organizes the competition and, based on its results, determines the winner, who is awarded the title of the best in the profession;

2) a generalization of the achievements of employees, carried out by the personnel service or another unit, and the identification of an employee with the best achievements as a result of studying documents, conducting observations, surveys, etc.

As a rule, the title of the best in the profession is awarded to one winner. In confirmation of this, he is given a certificate (diploma) on the conferment of the title, as well as a ribbon with the corresponding inscription.

In recent years, regional and municipal competitions and reviews of professional skills have become widespread, as a result of which the winners are awarded the title of the best in the profession within the city, district, region, etc. the authorities of the constituent entities of the Russian Federation. The direct holding of events, as a result of which the participants are awarded the title of the best in the profession in a certain nomination, is carried out by organizing committees or commissions created by these bodies.

Regulatory legal acts of the executive power of the constituent entities of the Russian Federation and local authorities provide that employees take part in such competitions or reviews on the proposal of the heads of organizations. When developing a document regulating the conditions and procedure for submission, the following sections should be provided (Table 1).

Table 1

Sections of the document regulating the competition

To be awarded the title "Best in Profession"

	Name section
	General Provisions	Contains a list of competition nominations, names organizers, indicates what defines this regulations, - the procedure and conditions for the competition, selection criteria for the best in the profession, order rewarding
	Targets and goals competition	The goals of the competitive events and tasks set for the organization of the competition
	Conditions holding competition	The conditions for admission to participation in the competition are indicated. (agreement with the terms of the competition, timely submission of an application, a questionnaire of the established sample, etc.). Also in this section there may be indicated information resource(newspaper, web address), where the terms of the competition are officially posted
	Stages holding competition	This section indicates the frequency and timing holding competitive events, as well as list the stages of the competition (for example, Stage 1 - municipal (district) - selection administrations - until July 15; Stage 2 - marginal - selection by the department from those provided by the administrations candidates - until August 1; Stage 3 - federal - selection by the ministry, summing up and rewarding winners)
	Order holding competition	Formation of the competition commission, its procedure meetings, main functions, order of filling contestants of applications (questionnaires) for participation in the competition, the procedure for their registration and consideration of the competitive commission
		A list of awards is indicated (for example, the diploma "Best by profession "and a badge for the diploma), as well as the order informing the public about the results of the competition and the lists of awardees
	Applications	Application form (questionnaire). Evaluation methodology (determining the winners of the competition)

Rewarding a valuable gift

An incentive in the form of rewarding a valuable gift is the handing over to an employee of a specific thing that has a certain value.

With the entry of Russia into the era of market relations, symbolic gifts (busts of leaders, table sculptures, boxes, vases, folk crafts) were replaced by more practical products. household appliances and household items, tourist vouchers etc. The value of a gift as a measure of encouragement is emphasized by appropriate engraving, drawing a commemorative inscription, etc. The most prestigious is the manufacture of symbolic items by a special order of the organization.

When choosing a valuable gift, the personnel department should not only be guided by financial capabilities (the amount of funds allocated for the purchase of gifts), but also take into account the personality and wishes of the encouraged employee.

Collective agreements, internal labor regulations, special local regulations determining the procedure for encouraging an employee may provide for the application of several (usually two) types of incentives to an employee at the same time. So, it is advisable to combine material types of incentives with moral ones, for example, awarding a certificate of honor with payment of a bonus, conferring the title of the best in the profession with a valuable gift, etc.

Pool of "corporate talent"

This type of local incentives, such as inclusion in the pool of "corporate talent", has a relatively a little story in the practice of encouraging employees Russian organizations... The main encouragement for those who got into the pool of "corporate talent" is intangible:

Priority in career advancement;

Great opportunities for development;

Participation in promising projects that "challenge" their capabilities;

Greater attention of status managers (perhaps the appointment of a personal curator from among them).

The employees from among the "talent", of course, also have a material interest: they can increase their income much more often than others. "Corporate talents" can increase their income by receiving rewards for work on projects, rewards for mentoring.

Listing on the Board of Honor, In the Gallery of Labor Glory, Book of Honor

Despite the fact that the legislators did not transfer this type of encouragement from Art. 131 of the Labor Code of the Russian Federation in Art. 191 Labor Code RF, entry on the honor roll is becoming more and more popular every year as a local reward.

This type of encouragement consists in placing a photograph of an employee with the indication of the last name, first name, patronymic, job title or profession on a specially made and installed stand - a board of honor (Fig. 2 - not shown).

Rice. 2 - Leaderboard

The figure is not shown.

The Hall of Fame is established with the aim of spreading the idea of a positive attitude of the employer towards the labor achievements of employees and demonstrating a manifestation of the employer's deep respect for the achievements of its employees. In an organization, a general board of honor for the organization can be established, and in individual structural divisions (mainly production) - their own boards of honor.

The workers who have made the most significant contribution to the production and economic activity enterprises that have achieved stable high results, especially distinguished themselves in service and work activities.

At present, electronic Boards of Fame have become widespread, representing a virtual gallery of photographs of the best employees of the organization, posted on the corporate website of the organization. The procedure for entering on the electronic board of honor can be reflected in a special local act or in common document(see a sample document below).

Sample sample

Regulations on the motivation of employees of LLC "Aprina"

Retrieving

1. General Provisions

1.2. According to the results of work for the year, employees are awarded: for high achievements in increasing the efficiency and competitiveness of production, improving the quality of work and products, for fruitful production, scientific activities who have worked in the company for at least one year.

1.3. The following list of awards and quotas for awarded employees has been established:

* Entry the best specialists to the electronic Board of Honor - 4 people.

2. Awarding procedure

2.1. The decision on the award is made director general companies. By December 1, the manager determines the quotas for the divisions of the company.

2.2. Applications are submitted by the heads of departments until December 15 and are considered within one month. The managers who filed a petition for rewarding employees subordinate to them are personally responsible for the validity of the submission for rewarding and the accuracy of the information contained in the petitions they signed.

2.3. The presentation of valuable gifts and entry on the electronic board of honor is accompanied by Letters of Gratitude ... which are signed by the CEO and sealed.

3. Accounting and monetary support for incentives

3.2. Upon presentation of Letters of Gratitude and Certificates of Merit, when entering on the Electronic Board of Honor, and conferring the title of "The Best Employee of Aprina", employees are given a monetary reward in the amount of 10,000, 15,000 and 20,000 rubles, respectively.

In addition, it is desirable to define in a local regulatory act:

Requirements for a photograph of an employee (color / black and white, size, background, clothing);

The composition of the record under each photograph (usually - last name, first name, patronymic, position (profession, specialty), structural unit (if the honor board belongs to an organization) and the procedure for its application (placement) on the honor board;

The procedure for placing a photographic portrait on the honor board or opening it (in a festive atmosphere, in the presence of an employee, etc.).

In order to avoid difficulties when registering this type of encouragement, even when the board of honor is established, it is necessary to reflect the full name of the board of honor in the collective agreement or internal labor regulations, that is, including the name of the organization or structural unit of the organization. However, if the organization has only one general board of honor, then in the order (order) on the encouragement of the employee, its name may be given without specifying the name of the organization.

In a number of organizations, the considered type of encouragement has transformed into such encouragement as the inclusion of a photograph of an employee in the gallery of labor glory, which is a union of all the stands of honor of the organization into a single complex.

Employers who are introducing this type of incentive for the first time need to remember that the honor board is not endless, and therefore it is necessary to determine the period during which the employee's photo will be posted on it. Most often, this period is 1 year (unless the honor board is intended to include the winners of regular labor competitions on it). After the expiration of the specified period, the employee's photograph must be taken, unless a decision is made in relation to the employee to re-incentivize him to be included on the honor roll.

Entry into the Book of Honor

Entry into the book of honor was previously provided for by Art. 131 of the Labor Code of the Russian Federation. Despite its absence in Art. 191 of the Labor Code of the Russian Federation, this type of encouragement is increasingly included in the list of local incentives provided for by collective agreements or internal labor regulations.

The publication of the book of honor is a manifestation of deep respect for the merits of the employees of the organization. Such a book (Fig. 3 - not shown), as a rule, is an A3 format album, in which photographs of the encouraged workers and sheets with the surname, name and patronymic, position or profession of the employee, a brief biographical note and a description of merits are placed , details of the order (instruction) on the promotion.

Rice. 3 - Covers of the books of honor

Rice. not given.

The fact of entry into the book of honor is confirmed by the issuance of a certificate (Fig. 4 - not given).

Rice. 4 - Samples of certificates of entry into the Book of Honor

Rice. not given.

The general basis for registering an employee in the book of honor is the achievement of high results in work, and additional conditions- long experience in the organization and the use of incentives in the past of lesser importance.

As with the promotion by entering on the honor board (in order to avoid confusion in the order (order) on the use of this type of promotion), it is advisable to indicate the name of the organization in the title of the book of honor.

When defining in the local regulatory act of the organization the procedure for entering an employee into the book of honor, personnel services should establish the time the employee's photo stays in the book, the requirements for the employee's photograph, the procedure for making entries - by whom, what content, whether the employee gets acquainted with them, etc.

As a rule, 9x12 color photographs of employees (without a headdress, in festive clothes) are placed in the book of honor. The functions of making an entry in the book are assigned to one of the employees personnel service(usually to the head of HR).

The book of honor should be kept in a room intended for holding festive events (assembly hall, conference hall, executive office), in the organization's museum or in another room that allows everyone to get acquainted with it.

In a number of organizations, analogs of the book of honor are the book of labor glory, the book of the history of the organization.

Corporate awards

The current legislation does not prohibit the establishment in an organization of its own corporate badge and medals, therefore, the awarding of a corporate award or badge is increasingly appearing in collective agreements and internal labor regulations as a form of moral encouragement of personnel.

A corporate badge should have a special name. In order for it to be "legitimate", the organization's leadership must make sure that the created badge does not duplicate departmental and even more state badges. According to the Regulations on State Awards of the Russian Federation, illegal establishment and production of marks having similar, similar names or external resemblance to state awards is prohibited.

To avoid complications, it is desirable that the names of corporate badges contain the name of the organization and be associated with some significant event, for example, the anniversary of the organization, etc.

In confirmation of the fact of awarding a badge, as well as the right to wear it, the employee, as a rule, is issued an appropriate certificate or certificate.

For a badge or corporate medal, not only an official name should be developed, but also a full description should be approved appearance awards, as well as fix in an internal document the conditions, procedure and procedure for making a decision on awarding and the procedure for presenting awards to employees (see example below).

Sample sample

Description of the badge "The best employee of LLC" Aprina "

The badge is a blue oval with a golden edging in the form of laurel branches.

In the center of the oval there is a logo of "Aprina" LLC. Under the logo - in a golden figured shield with a rim - an inscription in straight letters: the best employee of LLC "Aprina".

The height of the sign is 50 mm, the width is 30 mm.

On the reverse side of the badge there is a device for attaching to clothes and its serial number.

Regulations on the badge "The best employee of LLC" Aprina "

1. The badge "The best employee of LLC" Aprina "(hereinafter - the badge) is established to reward employees of LLC" Aprina "(hereinafter - the Company) for performing tasks of particular importance and complexity, successful and conscientious execution their job duties, impeccable, not less than five years, work and other achievements in work.

2. A badge may be awarded to heads of departments for their great contribution to the development of financial and executive discipline, the system of financial and economic control.

3. The issue of awarding a badge is considered at the award committee as presented by the heads of the structural divisions of the Company and the head of the Company. The view reflects information about professional activity persons nominated for awarding with a badge, their personal contribution to ensuring the activities of the Company.

4. The decision on awarding the badge is made by the award committee by a majority of votes from the total number of the committee members.

5. The presentation of the badge and the certificate to it is carried out in a solemn atmosphere by the head of the Company or, on his behalf, by the deputy head of the Company.

6. The awarded breastplate is awarded a sum of money in the amount of three times the monthly salary.

7. The badge is worn on the right side of the chest and is located below the state awards.

8. An entry is made in the work book of the person awarded with the breastplate.

9. Awarded with a breastplate has the right to establish the maximum salary for the position, the priority right to receive at a convenient time for him annual leave and tourist vouchers.

10. Registration of documents on awarding with a badge and registration of the awardees is ensured by the personnel department of the Company.

Thus, the introduction of measures of moral encouragement should be accompanied by the approval of the procedure for their registration and individual registration. In particular, the issue of their reflection in the work books of employees must be resolved. Since the work book is intended for accounting for individual labor activity, then information on the encouragement of the employee for his individual merits, and not on the recognition of the labor achievements of the labor collective (structural unit), of which he is a member, must be entered into it.

And other measures

Often in local incentive systems, the early withdrawal of a previously imposed disciplinary sanction is indicated as an incentive measure. Without denying the stimulating nature of this measure, nevertheless, experts recommend not to designate it as a type of encouragement. Moreover, its application is formalized not by an order (order) on encouragement, but by a separate order (order) on the early lifting of a disciplinary sanction. The lifting of a disciplinary sanction should not be considered as a measure of encouragement applied to employees in the manner specified in Art. 194 of the Labor Code of the Russian Federation, since this is the restoration of the employee's position that existed before the application of disciplinary measures to him. Disciplinary action general rule withdrawn when it is clear to the employer that it has played its educational role and the employee has corrected his behavior by exemplary performance of labor duties.

If the organization nevertheless applies the lifting of disciplinary sanctions as a measure of rewarding employees, then in the local normative act determining the procedure for incentives, it is necessary to separately stipulate that information about its application is not included in work book employee in the section on incentives.

According to Part 2 of Art. 191 of the Labor Code of the Russian Federation, employee incentives can be determined by charters and discipline regulations. In this case, the charters and regulations do not mean the local regulations of the organization, but the regulations legal acts statutes and regulations on discipline for certain categories of workers approved by the Government of the Russian Federation in accordance with federal laws. These include, for example, the Employee Discipline Regulations railway transport, approved Decree of the Government of the Russian Federation of 08.25.1992 N 621 (as amended on 07/14/2001, as amended on 07/14/2003); Disciplinary Charter of Militarized Mine Rescue Units in Transport Construction, approved by Decree of the Government of the Russian Federation of July 30, 1994 N 879; Charter on the discipline of employees of organizations with especially hazardous production in the field of atomic energy use, approved. Decree of the Government of the Russian Federation of 10.07.1998 N 744 and a number of others.

Such documents provide for the use of most of the above types of incentives. However, a significant part of them are departmental awards.

Thus, according to the Regulations on the discipline of railway workers, railway workers are awarded the badge "Honorary Railwayman". In accordance with the Disciplinary Charter of the Customs Service of the Russian Federation, employees of the customs service are awarded with departmental badges "Honorary Customs Officer of Russia" and "Excellence in Customs Service". The awarding of the badges "Honorary Worker of the Marine Fleet" and "Honorary Polar Explorer" is stipulated by the Charter on Discipline of Crews of Support Vessels Navy for crew members of support vessels of the Navy.

Among additional measures, not considered above, can be called the early assignment of the next special rank, which is applied to public service, as well as the assignment of the next special rank one step higher than the corresponding position. Rewarding with personalized weapons is predominantly common in the system of state law enforcement. In some industries, the use of such incentives as an increase in the duration of annual leave is practiced. For example, an increase in the duration of annual leave for up to 5 days is provided for by the Disciplinary Regulations of the paramilitary mine rescue units in transport construction.

From practice

The head of the HR department of the Khlebny Dom company Andrey Tsinchenko said in his interview:

To celebrate the 70th anniversary of the company, we have instituted two awards. The first is the most significant, something like our own order "For Labor and Loyalty". This is a badge from precious metals(silver with gold plating) for formal wear and its small copy - a silver badge that can be worn on everyday clothes every day.

Unfortunately, our sanitary standards do not allow wearing it on work clothes. Out of our entire two-thousand-strong team, no more than three or four people can be nominated for this award every five years. In addition, the requirements for the length of service and its quality are quite serious, that is, the employee must be a truly impeccable employee. Attention is drawn to both his achievements and personal qualities. In addition to the badge, a bonus is provided, which can be a very serious amount, equal to the employee's salary for six months.

The second award we have established may be more accessible, but no less important - "Master of the Golden Hands". The badge is also made of precious metals. It is awarded to those who have shown high achievements in their professional activities, who are valuable to the company as an excellent specialist. There may already be more people nominated for this award - up to 20 people. We award every three years, and, of course, the presentation of the award is accompanied by an award.

Naturally, we also have the title of "Best in Profession", photographs of such employees are posted on the factory hall of honor.

There are also competitions between labor collectives for the best performance, and, of course, we present honored workers for state awards.

HR administration

Keywords:

1 -1

Appendix N 2

CHARACTERISTIC in the nomination " Best Operator machine milking of cows (on linear milking machines) of the year "

Indicators
Indicators	previous year	competition year
Average milk yield per cow
Gross milk yield per group of cows per operator
Average annual serviced cow population per operator
Calf yield per 100 cows
Growth rate of gross milk yield

Note: the value of indicator N 4 is determined according to the results of work for the year preceding the year of the competition.

Continuation of Appendix No. 2 CHARACTERISTIC performance indicators of the participant of the regional competition for the title "Best in the profession 20___ of the year" in the nomination "The best fattening operator cattle of the year " Full name and profession (specialty) of the candidate _________________________________________________________________________ _________________________________________________________________________ Name or name of the employer of the candidate and district (city) at the place of location or residence _________________________________________________________________________ _________________________________________________________________________ Table 1

Indicators	Participant's indicators for 9 months
Indicators	previous year	competition year
Average daily gain in live weight (on average per one animal) of fattening cattle
Served average annual number of fattening cattle by one operator

Gross increase in live weight for a group of animals, received per operator
Growth rate of gross live weight gain

_________________________________________________________________________ _________________________________________________________________________ (position and full name of the head of the primary trade union organization) _________________________________________________________________________ name of the position of the head of the enterprise _________________________________________________ _______________________ Surname, initials (signature) m.

Continuation of Appendix No. 2 CHARACTERISTIC performance indicators of the participant of the regional competition for the title "Best in the profession 20___ of the year" in the nomination "The Best Pig Feeding Operator of the Year" Full name and profession (specialty) of the candidate _________________________________________________________________________ _________________________________________________________________________ Name or name of the employer of the candidate and district (city) at the place of location or residence _________________________________________________________________________ _________________________________________________________________________ Table 1

Indicators	Participant's indicators for 9 months
Indicators	previous year	competition year
Average daily weight gain of fattening pigs
Served livestock of pigs for fattening
Safety of the serviced livestock
Weight gain from a group of animals served by the operator
Growth rate of weight gain

Continuation of Appendix No. 2 CHARACTERISTIC performance indicators of the participant of the regional competition for the title "Best in the profession 20___ of the year" in the nomination "Best Poultry Operator Service industrial flock of laying hens of the year " Full name and profession (specialty) of the candidate _________________________________________________________________________ _________________________________________________________________________ Name or name of the employer of the candidate and district (city) at the place of location or residence _________________________________________________________________________ _________________________________________________________________________ Table 1

Indicators		Participant's indicators for 9 months
Indicators		previous year	competition year
Egg production per laying hen
Average number of laying hens served	thousand heads
Safety of laying hens
Feed costs per 1000 pcs. eggs
Egg production per laying hen

Continuation of Appendix No. 2 CHARACTERISTIC performance indicators of the participant of the regional competition for the title "Best in the profession 20___ of the year" agricultural production of the year " Full name and profession (specialty) of the candidate _________________________________________________________________________ _________________________________________________________________________ Name or name of the employer of the candidate and district (city) at the place of location or residence _________________________________________________________________________ _________________________________________________________________________ Table 1

Indicators					Number of points
	tractor brand	meaning	tractor brand	meaning	accrual procedure
Generation, conv. this. ha			MTZ-80/82, MTZ-1221		15 (additionally 1 point for every 100 conventional floor hectares in excess of the standard)
					15 (additionally 0.8 points for every 100 conventional floor hectares in excess of the standard)
			T-150, T-150K, MTZ 1523
			К-701, 744, JohnDeer, Valtra, Fend, Challenger MT 845		15 (additional 0.5 points for every 100 conventional floor hectares in excess of the standard)
Service life of the tractor			All brands	Less than 3 years

				More than 7 years
Qualification of the candidate			All brands


			All brands

Continuation of Appendix No. 2 CHARACTERISTIC performance indicators of the participant of the regional competition for the title "Best in the profession 20___ of the year" in the nomination "The best tractor driver-machinist self-propelled agricultural machines (combine harvester operator) of the year " Full name and profession (specialty) of the candidate _________________________________________________________________________ _________________________________________________________________________ Name or name of the employer of the candidate and district (city) at the place of location or residence _________________________________________________________________________ _________________________________________________________________________ Table 1

Indicators	unit of measurement	Values based on the results of work for 9 months
		combine brand	meaning
Grind grain

Note: the milling of grain includes the milling of seeds of perennial grasses, flax, rapeseed, buckwheat. One ton of ground seeds of perennial grasses is equal to ten tons of ground grain; one ton of ground flax and rapeseed - to five tons of grain; one ton of ground buckwheat seeds - to three tons of grain ground (in the original recorded weight). _________________________________________________________________________ _________________________________________________________________________ (position and full name of the head of the primary trade union organization) _________________________________________________________________________ name of the position of the head of the enterprise _________________________________________________ _______________________ Surname, initials (signature) m.

Indicators	Values based on the results of work for 9 months	Car make, indicators	Number of points
Indicators	Values based on the results of work for 9 months	Car make, indicators	accrual procedure
Volume of work performed, t / km		GAZ-5312, GAZ-3307 and their modifications	1 point for every 1000 t. Km
		ZIL and its modifications	0.8 points for every 1000 t. Km
		KAMAZ, URAL, ZIL-133 and their modifications	0.5 point for every 1000 t. Km
		SCANIA, MAN, VOLVO, MERCEDES and similar modifications	0.2 points for every 1000 t. Km
Vehicle service life		less than 3 years

		more than 7 years
Driver qualifications


Emergency situations and violation of labor protection rules

Continuation of Appendix No. 2 CHARACTERISTIC performance indicators of the participant of the regional competition for the title "Best in the profession 20___ of the year" in the nomination "Best Manager agricultural organization of the year " Full name and profession (specialty) of the candidate _________________________________________________________________________ _________________________________________________________________________ Name or name of the employer of the candidate and district (city) at the place of location or residence _________________________________________________________________________ _________________________________________________________________________ Table 1

	Indicators	unit of measurement	Performance Values
	Indicators	unit of measurement	previous year	year of the competition
Performance assessment indicators
	Revenue per employee
	Growth rate of revenue per employee
	Average monthly salary of one employee
	Average monthly growth rate wages one worker
	Investments per 1000 rubles of the cost of fixed assets available at the beginning of the year
	Milk yield per 1 dairy cow
	Housing commissioned
Compliance indicators qualification requirements
	Average number of employees
	Livestock of cows
	Livestock of poultry
	Milk production
	Produced (raised) livestock and poultry
	Egg production
	Total sown area

Note: 1. Values of performance assessment indicators N 1 - N 4 and N 6 - N 7 are determined based on the results of work for 9 months of the corresponding year. 2. The value of the performance assessment indicator No. 5 is determined based on the results of work for the year preceding the year of the competition. 3. The values of indicators of compliance with qualification requirements N 1, N 4 - N 7 are determined based on the results of work for 9 months of the corresponding year, the values of indicators N 2 and N 3 - as of October 1 of the corresponding year. _________________________________________________________________________ _________________________________________________________________________ (position and full name of the head of the primary trade union organization) _________________________________________________________________________ name of the position of the head of the enterprise _________________________________________________ _______________________ Surname, initials (signature) m.

Continuation of Appendix No. 2 CHARACTERISTIC performance indicators of the participant of the regional competition for the title "Best in the profession 20___ of the year" in the nomination "Best Agronomist of the Year" Full name and profession (specialty) of the candidate _________________________________________________________________________ _________________________________________________________________________ Name or name of the employer of the candidate and district (city) at the place of location or residence _________________________________________________________________________ _________________________________________________________________________ Table 1

Indicators	unit of measurement	Values based on the results of work for 9 months	Standard values of indicators	Number of points
				accrual procedure
Yields of cereals and legumes in original weight			30 and more


Potato yield (in the presence of crops)			200 and more


Flax yield in terms of flax fiber (in the presence of crops)
Productivity of testes of perennial grasses


Harvesting coarse and succulent fodder for a conventional head of livestock	c of feed units		30.0 and more


Sowing perennial grasses	% of used arable land		15 and more
Plowing of perennial legumes for green manure			10 and more
Embedding straw as organic fertilizer	% of grain area		50 and more

Continuation of Appendix No. 2 CHARACTERISTIC performance indicators of the participant of the regional competition for the title "Best in the profession 20___ of the year" in the nomination "Best Livestock of the Year" Full name and profession (specialty) of the candidate _________________________________________________________________________ _________________________________________________________________________ Name or name of the employer of the candidate and district (city) at the place of location or residence _________________________________________________________________________ _________________________________________________________________________ Table 1

Indicators	unit of measurement	Values based on the results of work for 9 months
Indicators	unit of measurement	previous year	year of the competition
Milk production
Milk production growth rate
Production of livestock and poultry for slaughter in live weight
Growth rate of production of livestock and poultry for slaughter

Continuation of Appendix No. 2 CHARACTERISTIC performance indicators of the participant of the regional competition for the title "Best in the profession 20___ of the year" in the nomination "Best Engineer of the Year" Full name and profession (specialty) of the candidate _________________________________________________________________________ _________________________________________________________________________ Name or name of the employer of the candidate and district (city) at the place of location or residence _________________________________________________________________________ _________________________________________________________________________ Table 1

	Indicators	Values based on the results of work for 9 months
	Generation of conventional reference hectares per one conventional reference tractor
	Serviceability of equipment at the beginning of work in% to the existing one:
	Tractors
	Cars
	Combine harvesters
	Forage harvesters
	Purchase of equipment, units:
	Tractors
	Combines
	Plant growing machines
	Livestock machines

Continuation of Appendix No. 2 CHARACTERISTIC performance indicators of the participant of the regional competition for the title "Best in the profession 20___ of the year" in the nomination "Best Veterinarian of the Year" Full name and profession (specialty) of the candidate _________________________________________________________________________ _________________________________________________________________________ Name or name of the employer of the candidate and district (city) at the place of location or residence _________________________________________________________________________ Table 1

Indicators

unit of measurement

Values based on the results of work for 9 months

previous year

year of the competition

Served average livestock of farm animals and poultry

conditional (determined by the results of work for the year preceding the year of the competition. _________________________________________________________________________ _________________________________________________________________________ (job title and full name of the head of the primary trade union organization) _________________________________________________________________________ title of the position of the head of the enterprise _________________________________________________ _______________________ Surname, initials (signature) m.

Continuation of Appendix No. 2 CHARACTERISTIC performance indicators of the participant of the regional competition for the title "Best in the profession 20___ of the year" in the nomination "Best Accountant of the Year" Full name and profession (specialty) of the candidate _________________________________________________________________________ _________________________________________________________________________ Name or name of the employer of the candidate and district (city) at the place of location or residence) _________________________________________________________________________ _________________________________________________________________________ Table 1

Indicators	unit of measurement	Values based on results of work for 6 months
Satisfactory structure of the company's balance sheet: Ktl = f. 1 (room 1200 - room 1220) / (room 1510 + room 1520 + room 1550), Kosos = (room 1300 - room 1100) / room 1200
Participation in the competition for the title "Best in Profession" in the nomination "Best Accountant of the Agro-Industrial Complex" held by the Ministry Agriculture Russian Federation	number of times
The ratio of short-term accounts payable to the company's revenue
Average monthly salary of one employee
Percentage of wage growth compared to the corresponding level of the previous year
Revenue per employee
Enterprise profitability F2 (room 2300 / room 2120 + room 2210 + room 2220)
Professional development of a specialist within five years preceding the year of the competition

Note: The value of indicator N 2 is determined for the period from 01.01.2007. _________________________________________________________________________ _________________________________________________________________________ (position and full name of the head of the primary trade union organization) _________________________________________________________________________ name of the position of the head of the enterprise _________________________________________________ _______________________ Surname, initials (signature) m.

Reference for the applicant MBOU "Ivanovskaya Secondary School" for the award of the title "Best in Profession in 2016" in the nomination "Best Chemistry Teacher" 1. Nomination 2. Surname of the applicant 3. Name of the applicant 4. Patronymic of the applicant 5. Place of work, position 6. Gender 7. Date of birth (day, month, year) 8. Place of birth 9. Education (full name of the educational organization, year of graduation) 10. Qualification category (date of its assignment), academic degree, academic title 11. What state and departmental ( industry) awards, awards of the Moscow region, Stupinsky municipal district awarded municipal and departmental (a), date of award (for all teaching activities) 12. Work experience: general / in the industry 13. Work experience in this organization The best teacher of chemistry Popova Valentina Mikhailovna MBOU "Ivanovskaya secondary school" Chemistry teacher Female January 22, 1961 Tambov Region, Bondarsky district, with. Arable Corner. Higher, Tambov State Pedagogical Institute, 1983 First qualification category, 11.11. 2015 (order for the MO MO No. 5957 dated November 16, 2015 1. Certificate of honor of the Ministry of Education of the Moscow Region (order No. 275k for the MO MO dated September 7, 2005) 2. Diploma "Teacher of the Digital Age" from the School of Digital century Moscow, 2015 3. Certificate of honor of the Department of Education of the Stupinsky district, 2006 4. Certificate of honor of the Administration of the Stupinsky district, 2007 5. Certificate of honor of the Administration of the Stupinsky municipal district, 2009 6. Certificate of honor of the Council of Deputies of the rural settlement "Semyonovskoe ", 2011 7. Thank you letter Heads of the Stupinsky municipal district, 2015. 8. Certificate of participation in the annual award of the Governor of the Moscow Region "Our Moscow Region", 2015 32 g 6 months / 32 g 6 months 31 years 6 months. 14. Characteristics for the applicant (the characteristics should reflect specific merits, achievements of the candidate for 2014-2016) 1. Productivity of the educational activity of the teacher: dynamics educational outcomes students (pupils) (indicate in% by years) Year 2014 2015 2016 Quality of knowledge 56% 72.3% 73.2% Level of training 100% 100% 100% 2. Productivity of the teacher's activities in the development of students (pupils): 2.1. Number of participants / prize-winners / winners of the municipal stage of the Secondary School (by years) Years 2014 2015 2016 Total number 3 3 2 Prizewinners 1 1 2.2. The number of participants / prize-winners / winners of the regional stage of the All-Union School (by years) is not. 2.3. The results of students (pupils) in other Olympiads, competitions in accordance with the Lists approved by the Ministry of Defense of the Russian Federation and the Ministry of Defense of the Moscow Region (by years, indicating the name of the competition and the result of participation) School level Intellectual game"Chemistry and Life" Winners 5 Certificate of MCOU "Ivanovskaya Secondary School" dated 22.06.2015. Extracurricular event in chemistry "Intellectual ring" Winners1, prize-winners2 Help from MCOU "Ivanovskaya Secondary School" dated June 22, 2015 Chemical game "Intellectual Express" Winners 2 Help from Moscow State Educational Institution "Ivanovskaya Secondary School" dated June 22, 2015 Extracurricular event in chemistry "A Nuka, catch up! " Winners 1 Help MCOU "Ivanovskaya Secondary School" dated 22.06.2015 Municipal level Intellectual game "Piggy bank of knowledge" Help MBOU DPO IMC dated 24 .06. 2014 Intellectual game "Chemistry in puzzles" Received by the Expert Commission of MBOU "Ivanovskaya Secondary School" from 14.02. 2016, Protocol No. 1 15. Consent to the processing of personal data received from the applicant 16. The candidacy is recommended (name of the body that made the decision, date of discussion, protocol number) We confirm the reliability of the information specified in the Reference submission. Deputy Director for Water Resources Management _____________ I.V. Chaley Head of ShMO natural-mathematical cycle ____________ V.M. Popova Head of ShMO humanitarian cycle, chairman of the trade union committee _____________ N.A. Kirillova Head of ShMO primary school. ______________ E.V. Ivanova Director of MBOU "Ivanovskaya Secondary School" ___________________ E.V. Paskar MP "_______" __________________ 2017

Reference-submission for the applicant MBOU "Ivanovskaya secondary school"

to be awarded the title "Best in Profession in 2016"

in the nomination "The best teacher of chemistry"

position held

MBOU "Ivanovskaya secondary school"

Chemistry teacher

7. Date of birth (day, month, year)

8. Place of birth

Tambov region, Bondarsky district, with. Arable Corner.

9. Education (full name

educational organization,

year of ending)

Higher, Tambov State Pedagogical Institute, 1983

11. What state and departmental (industry) awards, awards of the Moscow region, Stupinsky municipal district - municipal and departmental - awarded, date of award (for all teaching activities)

1. Certificate of honor of the Ministry of Education of the Moscow Region (order No. 275-k for the MO MO dated 07.09.2005)

2. Diploma "Teacher of the Digital Age" from the School of the Digital Age, Moscow, 2015

3. Certificate of honor of the Department of Education of the Stupinsky District, 2006

4. Certificate of honor of the Administration of the Stupinsky district, 2007

5. Certificate of honor of the Administration of the Stupinsky municipal district, 2009

6. Diploma of the Council of Deputies of the rural settlement "Semyonovskoye", 2011.

7. Letter of thanks from the Head of the Stupinsky municipal district, 2015

8. Diploma of the participant in the annual award of the Governor of the Moscow region "Our suburbs", 2015

12. Work experience: general / in the industry

32 g 6 months / 32 g 6 months

13. Work experience in this organization

31 years 6 months

14. Characteristics for the applicant (the description should reflect specific merits, achievements of the candidate for 2014-2016)

1. The productivity of the educational activity of the teacher: dynamics of educational results of students (pupils) (indicate in% over years)

2.The productivity of the teacher for the development of students (pupils):

2.1. Number of participants / prize-winners / winners of the municipal stage of the All-Union School (on years)

2.2. Number of participants / prize-winners / winners of the regional stage of the All-Union School (on years)- no.

2.3. The results of students (pupils) in other olympiads, competitions in accordance with the Lists approved by the Ministry of Defense of the Russian Federation and the Ministry of Defense of the Ministry of Defense (by years, indicating the name of the competition and the result of participation)

School level

Intellectual game "Chemistry and Life"

Winners - 5 Certificate of MCOU "Ivanovskaya Secondary School" dated 22.06.2015.

Extracurricular activity in chemistry "Intellectual ring"

Winners-1, prize-winners-2 Help from MCOU "Ivanovskaya Secondary School" dated June 22, 2015

Chemistry game "Intellectual Express"

Winners -2 Certificate of MCOU "Ivanovskaya Secondary School" dated 22.06.2015

Extra-curricular activity in chemistry "Come on, catch up!"

Winners -1 Certificate of MCOU "Ivanovskaya Secondary School" dated 22.06.2015

Municipal level

Intellectual game "Piggy bank of knowledge"

Help MBOU DPO IMTS dated 24.06. 2014 year

Intellectual game "Chemistry in puzzles and riddles"

Winner -1, participants -2

2.4. The results of students (pupils) in other olympiads, competitions, conferences outside the Lists approved by the Ministry of Defense of the Russian Federation and the Ministry of Defense of the Ministry of Defense (by years, indicating the level of the competition, starting with the municipal and higher, the name of the competition and the result of participation)

September

All-Russian competition "Voprosita" (Blitz-Olympiad "Future oil and gas workers"

2 winners

International internet- Olympiad in chemistry for grade 8

1st degree diploma

September 2016

All-Russian creative competition"Creativity without borders" (Metals and non-metals)

2 winners

december 2016

All-Russian Chemistry Olympiad (International media "Rosmedal")

1 winner

III international competition"Myriads of discoveries" in chemistry "Riddles and secrets of the Periodic Table of Chemical Elements" (grade 11)

3rd place in the region

3. Productivity of personal contribution teacher to improve the quality of education:

3.1. Dissemination of one's own pedagogical experience (by years, indicating the type: performance, master class, open lesson, etc., level: OO level, municipal, zonal, regional, etc., topics, dates, places)

Topic of speech

Conference level(seminar, etc.), title, venue, date

School level

Development of motivation for learning through associative thinking.

ShMO natural-mathematical cycle Minutes No. 4 dated 27.03.2014.

The amount of homework on subjects

ShMO natural-mathematical cycle. ShMO Protocol No. 5 dated 04.04.2014

Problem-based teaching methods in chemistry lessons.

ShMO natural-mathematical cycle. Minutes No. 1 dated 28.08.2014

Analysis of the methodological work of teachers of the subjects of the natural and mathematical cycle for the 2013-2014 academic year.

Pedagogical council.

Minutes No. 1 dated 29.08. 2014

Certification as a form of professional development and a way of teacher self-realization.

ShMO of the natural-mathematical cycle Protocol ShMO No. 2 of 13.11. 2014

The teacher through the eyes of the students.

Pedagogical council. Minutes of the pedagogical council No. 3 of 12.01. 2015 g.

Application of test technologies in the study of chemistry

ShMO of the natural-mathematical cycle Minutes of the ShMO No. 3 dated January 16, 2015

Modern pedagogical technologies in teaching chemistry.

ShMO natural-mathematical cycle. Minutes No. 4 dated 03/20/2015

Forms and methods of working with gifted children on the subject of chemistry

ShMO natural-mathematical cycle. Minutes No. 1 dated 30.08.2016

Assessment of students in the light of the requirements of the Federal State Educational Standard

ShMO natural-mathematical cycle. Minutes No. 2 dated 01.12.2016

Municipal level

RMO for chemistry teachers. RMO Minutes No. 1 dated August 26, 2014

Working with Homeschooled Students

RMO for chemistry teachers. Minutes No. 2 dated 06.11.2014

Improving the qualifications of teachers using distance learning.

RMO for chemistry teachers. Minutes No. 3 dated December 30, 2014

Improving the quality of students' knowledge through distance learning: pros and cons.

RMO for chemistry teachers. Minutes No. 3 dated February 11, 2016

The topic of an open lesson, class, event, master class, etc.

Level, place and date of the event

School level

Simple substances, non-metals (open lesson in grade 9).

MCOU "Ivanovskaya Secondary School" 02/12/2014

Alcohols (open lesson in grade 10).

MCOU "Ivanovskaya secondary school" 08.10.2014

Halogens (open lesson in grade 9).

MCOU "Ivanovskaya Secondary School" 01/13/2017

Educational event "Teach me, God, to love" at the district seminar in the framework of Christmas readings for teachers of ORCSE

MBOU "Ivanovskaya secondary school"

01/22/2016

Solving design problems (open lesson grade 11).

MBOU "Ivanovskaya secondary school". 03/15/2016

3.2. Printing works teacher (by years, indicating the topic and all the imprint of the publication)

Publication title

Publication address

Methodical development"Analysis of the methodological work of the EMC teachers for 2015"

Educational portal

https: // portalpedagoga .ru

07/19/16

Methodical development "Tasks for the Olympiad in chemistry for grade 8"

Site site

01.12.16

School Subjects Marathon Program

Site site

07.12.16

Methodical development

"Intermediate certification of grade 10 students in chemistry"

Site site

12/17/16

Scenario "Chemistry in Riddles and Answers"

Educational portal

https: // prosveshhenie .ru

07/06/16

Working programm in chemistry for grade 10

Educational portal

https: // prosveshhenie .ru

Methodical material on the topic: literary and musical composition "Teach me, God, to love"

Roskonkurs network publication https: // roskonkursy .ru

3.3. The address of the page (professional site) of the teacher (in the presence of)

a ) nsportal.ru/valentinapopova ( page)

b) teacher's site / Popova-Valentina-Mikhailovna (personal site)

3.4. Participation in competitions of professional skills, result

Name

Result

Online Olympiad in Chemistry "Substances and Compounds"

international

Winner diploma

I degree

All-Russian online testing "Pedlog"

Topic: "The use of information and communication technologies in teaching"

All-Russian

Winner diploma

I degree

June 2016

All-Russian online testing

"Pejunal"

Topic: "Theory and practice of pedagogical management"

All-Russian

Winner Diploma III

July 2016

All-Russian online testing "Total test"

Topic: "Organization of methodical work"

All-Russian

1st degree winner diploma

September 2016

All-Russian professional testing "Pedagogy Development Center"

Topic: "Psychology of personality and communication in the educational process"

All-Russian

Participant certificate

September 2016

Topic: "Psychological and pedagogical aspects of the educational sphere"

All-Russian

Winner diploma II degree

All-Russian professional testing "Pedagogical journal"

Topic: "Fundamentals of Pedagogical Excellence"

All-Russian

Winner diploma II degree

"Our Podmoskovye"

Regional

Participant

3.5. Achievements in innovation activities:

The use of multimedia equipment in the educational process;

Active use of digital technologies;

The introduction of new types of lesson and information retrieval (computer game lesson, presentation of their projects lesson, project activities, brainstorming lesson), as well as new creative tasks and assessment methods;

Formation of a portfolio of a student, teacher;

Widespread use of health-saving technologies and protection environment

3.6. Participation in professional Associations, Clubs (name, date of entry)

All-Russian Association of Methodological Teachers of Russia - July 2016

3.7. Own professional development (retraining, refresher courses with an indication of the topic, year, place - for the entire inter-certification period)

Course name

Place of passage

Date passed

"A modern view on the didactics of a comprehensive school in the context of the introduction of new federal state educational standards"

Moscow city

University "September 1", 36 hours

01.09.2014-30.06.2015

Formation of a natural - scientific picture of the world among high school students in the study of natural science in accordance with the requirements of the Federal State Educational Standard.

Moscow city

01.10-30.04 2015

"Actual problems of methods of teaching chemistry."

University "September First", 72 hours

01.02.2015-30.08.2015

"Development professional competence teachers who implement the requirements of the Federal State Educational Standard "

Moscow city. University "September 1", 36 hours

01.02.2015-30.08.2015

Modular courses "Program for the development of professional and personal competencies of a teacher"

Moscow city

University "September 1", 216 h

2015 g.

"Psychological and pedagogical competence of a teacher"

Moscow city

Ltd Training Center"Professional", 72 hours

2016

"Application information technologies, innovative equipment and software in the educational process "

Moscow city

Institute of Information Technologies "IT"

"Fundamentals of the theory and practice of developing tests for assessing knowledge in chemistry"

Moscow city

University "September First", 72 hours

"Assessment in the context of the requirements of the new Federal educational standard"

Moscow city

University "September 1", 36 hours

"Chemistry of the environment"

Moscow city

LLC Training Center "Professional", 108h

3.8. Other (participation in the jury of competitions, expert groups, PMPK, leadership of the methodological association, etc.)

Member of the jury of the school stage of the All-Russian Olympiad for schoolchildren-2014

Jury member All-Russian Olympiad schoolchildren in chemistry 2014 (municipal level)

Member of the jury of the school stage of the All-Russian Olympiad for schoolchildren - 2015

Member of the jury of the All-Russian Olympiad for schoolchildren in chemistry 2015 (municipal level)

Member of the jury of the All-Russian Olympiad for schoolchildren in chemistry 2016

Member of the jury of the All-Russian Olympiad for schoolchildren in chemistry 2016 (municipal level)

Jury member of the municipal competition in chemistry "Chemistry in riddles and crosswords" 2016 (municipal level)

Name of the methodological association, level

The head of the school methodological association of teachers of the natural and mathematical cycle in the period from 09/02/2014 to the present (Orders No. 204/2 of 09/02/2014; No. 78/3-od of 09/01/2015, No. 102 of 09/02/2016)

15. Consent to the processing of personal data received from the applicant

Expert commission MBOU "Ivanovskaya secondary school" from 14.02. 2016, Minutes No. 1

We confirm the accuracy of the information specified in the Reference Submission.

Deputy Director for OIA _____________ I.V. Chaley

Head of the School of International Relations of the Natural-Mathematical Cycle ____________ V.M. Popova

Head of the ShMO humanitarian cycle,

chairman of the trade union committee _____________ N.A. Kirillova

Head of primary school school. ______________ E. V. Ivanova

Director of MBOU "Ivanovskaya Secondary School" ___________________ E.V. Paskar

"_______" __________________ 2017

The characteristic of the participant is the best in the profession. Best in profession

Announcement of gratitude

Regulation on the moral encouragement of the employee

Awarding the Certificate of Honor of the organization

Presentation For awarding the Certificate of Honor

Awarding the title of the best in the profession

Rewarding a valuable gift

Pool of "corporate talent"

Listing on the Board of Honor, In the Gallery of Labor Glory, Book of Honor

Regulations on the motivation of employees of LLC "Aprina"

Entry into the Book of Honor

Corporate awards

Description of the badge "The best employee of LLC" Aprina "

Regulations on the badge "The best employee of LLC" Aprina "

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