Competent characterization of the employee. Negative characteristic from the place of work: sample

Characteristic- this is an official document with a review of the service, social activities a certain person. The characteristic is short description the work path of the employee, his business and moral qualities, his labor and social activities. Any applicant, having a well-written reference from a previous job, can apply for a highly paid competitive vacancy. The characteristic is compiled by a representative of the administration and signed by the head of the enterprise, certified by a seal.

The characteristic is compiled by a representative of the administration and signed by the head of the enterprise, certified by a seal. The person who signed the characteristic is responsible for its accuracy. The characteristic mainly consists of the following information:

1) the name, patronymic and surname of the employee;

2) date of birth;

3) the education received by the employee, which educational establishments where and when graduated;

4) the place of work, from where the characteristic is provided, indicating the positions held by the employee during his work in this organization, and the duties that he had to perform in these positions;

5) the positive qualities of the employee (business and personal) are displayed; information about awards and promotions is given;

6) information about the advanced training courses that the employee took, as well as about his participation in the company's projects;

7) it is indicated for what purposes and for which organization the characteristic is given.

And here it should be noted that, depending on the purpose of compilation and use, the characteristics of the employee are divided into:

• internal characteristics of the employee - intended for use within the organization;
• external characteristics of an employee - compiled at the request of third-party (relative to the organization) subjects and intended for use outside the organization.

Characteristic sample

Internal Characteristics of the employee

An internal characteristic of an employee is compiled in certain cases, and the grounds for compiling such characteristics should be determined in local regulations.

The internal characteristic of the employee is compiled (mainly) in the following cases:

• when deciding on transfers to vacant positions,
• on the application of incentives or disciplinary measures,
• on determining the compliance of the employee with the position held or the work performed (during certification),
• about assigning new responsibilities to the employee (for example, managing a new project),
• about the direction to a long-term and responsible business trip etc.

The internal characteristic of the employee is drawn up and compiled on the basis of general rules and recommendations. However, in internal characteristics, more emphasis should be placed on the employee's work activity.

Depending on the purpose of compiling the characteristics, in addition to the qualities of the employee, it may include an assessment of the creative potential of the employee, conclusions about his aspirations, expectations and claims (for example, for career growth), recommendations for using his qualities, etc.

Often the internal characteristic of the employee is integral part other documents, such as views. Since the internal characteristics of the employee are compiled exclusively for internal use, it is not necessary to indicate the place of presentation in it.

In some cases, it becomes necessary to indicate the official at whose request (demand) the characteristic was drawn up.

External Characteristics of the employee

The external characteristics of the employee is compiled at the request of the employee himself (for submission at the place of request), the requirements of state and other bodies, third-party organizations. The external characteristic of the employee is compiled (mainly) in the following cases:

Solving household issues - these include:

• admission of an employee to an educational institution, obtaining a loan, etc.;
• resolving issues related to the acceptance of an employee by a state (including jurisdictional) or municipal authority

power decisions - these include:

• on the issuance of various permits, the application of measures of state influence (rewarding or punishment) against the employee, and so on.

The most difficult for the employee personnel service is the compilation of the external characteristics of the employee requested by lawyers, authorities ( officials), in the production of which there is a case of an offense, the commission of which is imputed to the employee, by the courts (judges).

In all cases where an employee is involved in administrative or criminal liability the court and the body authorized to apply administrative penalties, when resolving the case and imposing punishment, must take into account the identity of the perpetrator, his property status and other circumstances that are important for the correct resolution of the case. To do this, they are entitled to demand information characterizing the employee, his family and property status, and others. In most cases, the required information documents do not specify what information the court or other jurisdictional body needs. In view of this, the personnel officer in best case may consult with a lawyer or the employee himself, and at worst, he must independently determine what information is needed by the requester external characteristic worker.

How to write an employee profile

How to write an employee profile? What should be included in the employee profile? These questions are asked by many personnel officers when such a need arises.

Despite the fact that there are no formal, official forms for writing a characteristic, there is no need to "reinvent the wheel"! since there is a certain standard, adhering to which, you can draw up a competent description of an employee.

Firstly, it is necessary to decide: for what purposes is the characteristic of an employee compiled?

Secondly, do not forget that the characteristics of an employee when writing has a number of significant differences from writing the same letter of recommendation, for potential employer employee.

As a rule, in the characteristics of an employee, an assessment of the employee as a specialist is given, an assessment of his professional activity, business and personal qualities.

The characteristic of the employee is stated from the 3rd person of the present or past tense (graduated, worked, performs, has). The characteristics of the employee are drawn up on standard sheets of A4 paper, signed, as a rule, by several persons, for example, the head (or deputy) of the organization and the head of the personnel service (or the head of the department in which the employee works).

The characteristic of an employee consists of several parts:

• header part;
• personal data about the employee;
• information about the work activity of the employee;
• assessment of business and personal qualities of an employee;
• final part.

So, first things first.

The heading of the employee's characteristics indicates:

• document name (CHARACTERISTIC),
• Name of the organization,
• employee's position,
• surname, name, patronymic of the employee (in full).

In the personal data of the characteristics of the employee, the following is indicated:

• surname, initials of the employee (first and middle name can no longer be completely repeated),
• year of birth,
• education (in this case, it is indicated which educational institutions, where and when the employee graduated), specialty (profession), academic degree and title (if any).

As a rule, this part of the characteristic is drawn up as the first paragraph of the text.

In the data on the employee's labor activity, the characteristic of the employee's labor activity is indicated:

• from what year and in what position did he start his career labor activity an employee in this organization (it is allowed to indicate in which organizations and in what positions the employee worked before joining this organization),
• it is indicated to which positions and to which divisions the employee was transferred, that is, it is given short info about his career development,
• the same part contains a description of the results of the employee’s labor activity: the most significant results of his work are listed (which works he supervised or in which works he took part in,
• what work he did on his own), here information can also be given on advanced training, additional education, a second profession, retraining, etc.

As the business and personal qualities of an employee, an assessment of the professional competence of the employee, his business qualities, efficiency, psychological and ethical qualities is indicated:

When evaluating the professional competence of an employee, one should pay attention to his experience, the level of his professional knowledge, knowledge of legislative and other regulatory legal documents, erudition, interest in foreign experience ability to self-education, knowledge of one's own rights and obligations, etc.

The business qualities of an employee are manifested in his ability to establish and maintain business relationship with colleagues, management, employees of other companies; in the ability to carry out managerial functions or conduct analytical work, engage in work planning, monitor the implementation of work, etc.

The performance of an employee is assessed by how active he is in the performance of assigned duties, by the ability to organize labor process and perform quality work deadlines, by behavior in difficult situations, by the ability to take responsibility for the results of work, by the effectiveness of decisions made or results of work.

The personal qualities of an employee are manifested in his relationship with colleagues (goodwill, sociability), in the level of the general culture of the employee, his psychological qualities. In the same part of the characteristic, information is given on the forms of employee incentives, the rewards or penalties available to him.

When evaluating the qualities of an employee, it is very important to correctly place the accents, to determine, if possible, the level of knowledge and skills of the employee.

Naturally, in one case, the level of knowledge, experience, skills can be assessed as “very good” or “high” (for example, has extensive experience, has a high level of knowledge, has deep knowledge), in another case, as “sufficient” (for example, has sufficient experience, has sufficient knowledge), in the third case as “not very sufficient”, “small” (for example, not familiar enough with the issues ..., has insufficiently deep knowledge ...), in the fourth case as “lack of knowledge, experience, skills etc. (for example, does not have experience in the field ..., does not have the skills ... etc.).

In the final part of the characteristics of the employee, the purpose of compiling the characteristics is indicated (the characteristics are compiled for presentation in ...).

The characteristic of an employee can be signed by one person - the head of the organization, in this case it is necessary that on the copy of the characteristic remaining in the organization there are visas of the head of the department in which the employee works and the head of the personnel service. Signatures are certified by the seal of the organization. The date of issue of the characteristics is affixed below, under the signatures on the left. The characteristic is drawn up in two copies: one for transfer (sending) to the destination, the second (copy) remains in the organization.

Quite often in organizations there is a need to draw up a characteristic from the place of work to the court. A characteristic is a specific document in which someone's opinion about a person is stated. In our case, this is the opinion of the employer. Despite the fact that the characteristics indicate the impressions of the employee as a whole, it should be as objective as possible.

Sample characteristics from the place of work to the court

G._______________________

"____" _____________ 2019

Characteristic

Ivanov Ivan Ivanovich, "__" ________, born in 19__, education: higher, released from military duty (military ID No. _____) currently holds the position of sales manager at _________ LLC ( labor contract No. _____ dated "___" ______ 201_. For this position Ivanov I.I. was adopted on "___" ______ 201_ in accordance with Order No. ___ 201__.

During his career, Ivanov I.I. always conscientiously treated the performance of his labor duties, fulfilled all the requirements of the management. Energetic, stress-resistant, responsible. In the work collective, he has equal relations with everyone, his colleagues respect him, value experience and professionalism.

During his work on the part of the management, he had no complaints and comments, he established himself as a conscientious worker. TO disciplinary responsibility was not attracted.

Document issued at the place of demand

"___" ________ 201_

_________/________________________

FILES

What should the characteristic reflect?

Characteristics from the place of work is one of the types of this document. Along with it, the judicial authorities also usually request a characteristic at the place of residence. It is important for the court to find out the qualities of a person noticed behind him in the framework of the work process. That is why the characteristic should not contain information regarding housing conditions, family relations, financial situation of the person. As a rule, these aspects are partially reflected in other types of characteristics.

When compiling the document, personnel officers must reflect business qualities person, his attitude to work duties. Emphasis is usually placed on the role of the person in the team and his work reputation. When drawing up a document, it is not recommended to use value judgments and give preference to specific facts.

Even if, at the time of writing the characteristics, the employer is aware of the details of the legal process in which the document is submitted, this should not affect its content. When compiling the form, you should not give your subjective assessment of the actual actions of the person, regardless of his procedural status.

• negative;
• positive;
• neutral.

How should a feature be written?

Currently, there is no single form for compiling a characteristic, and therefore the employer can draw up a document according to a template that is convenient for him. However, since the characteristic refers to official documents, it is necessary to comply with a number of requirements for its preparation:

• location on the letterhead of the organization;
• indication of the identification details of the organization (name, TIN, OGRN, legal address);
• an indication of the contact details of the organization;
• indication of the addressee (the characteristic may be requested directly by the employee himself for further presentation to the judicial authorities, or be requested directly by the court)
• indication of the data of the person on whom the characteristic is drawn up;
• date and place of the document.

Important! The document must be signed by the head of the organization. It will also need to be stamped. The characteristic is drawn up in two copies: one of them remains with the employer, and the second is issued to the person who requested the relevant information.

Despite the absence standard form characteristics, several semantic blocks of this document can be distinguished:

1. Introductory part. This block should contain general information about the person for whom the characteristic is drawn up (full name, position held in the organization, work experience). You can also note information about education and military service, if known to the employer.
2. Information about work in the organization. This part usually indicates the “work path” of the person (when he was hired, his position, career growth). If at the time of drawing up the document the person has already been dismissed from the organization, it is necessary to reflect the date and reason for dismissal with reference to the provisions of the regulatory act. Also, this block may contain information about the employee taking additional courses, participating in professional events.
3. Information about business and personal qualities. In this block, it is necessary to reflect the inherent professional quality marked by the employer. It may also contain information about personal qualities that had a positive or negative impact on a person's performance of their official duties. It should be noted the role of the employee in the team.

At the end of the characteristic, information about disciplinary sanctions or about his professional achievements is usually contained.

Characteristics for an employee is special kind document. Despite the fact that there is no single approved sample for its compilation, the importance of this "paper" is undeniable.

In general, a characteristic, if we talk about a specific definition of the concept, is a document that reflects the assessment by the management of the enterprise of its employee, a kind of analysis of the employee in terms of the effectiveness of his professional activity, the adequacy of personal qualities.

Characteristics of an employee from the place of work can be both positive and negative.

A positive reference from the place of work is a document containing an assessment of the best business skills of an employee, his capacious professional potential, reveals his worthy sides as a person.

Negative characteristic for an employee- this is a negative "review" about the business and personal qualities of an employee, reflecting his failure as a specialist and certain character traits that are a barrier to building high-quality and effective activities.

An example of a characteristic form for subsequent filling:

Sample of a positive characteristic for an employee

"F. I. O. has 25-year experience. During his work at the enterprise, he proved himself to be a qualified specialist, able to competently and rationally approach the solution of tasks. All assigned projects are implemented with maximum efficiency and absolute dedication. Including complex and labor-intensive.

I. O. is distinguished by such qualities as activity, a rare sense of purpose, responsibility for each task performed, and devotion to the cause. As well as the talent of mentoring young professionals, the desire to always come to the aid of colleagues.

In his professional baggage there are many awards, including diplomas of the relevant ministry, Thanksgiving letters enterprise management."

What is a primary document, how to properly maintain and store primary documentation in accounting, you can read

An example of a negative characteristic for an employee

"F. I. O. has been working at the enterprise for 2 years. Despite some positive qualities, he can be described as an employee with low professional potential.

This is expressed in non-compliance with the deadlines for the implementation of instructions, insufficient quality of work, indiscipline and disorganization.

Repeatedly subjected to disciplinary action. Has a number of reprimands.

Colleagues are dismissive, unable to establish contact. He is not ready to help new employees, although this is part of his direct duties.

Ignores offers to participate in public life enterprises".

Step-by-step instructions for self-calculation of the profitability of an enterprise with examples are contained

Sample characteristics for an employee to submit to the court.

The biggest difficulty

It lies in the fact that there are no clear rules and strict regulations for writing characteristics. Documents of this type are compiled in an arbitrary form.

And the personnel officer or manager who is faced with the task of writing such a “review” needs to show maximum diplomacy and objectivity in order to write a worthy text.

Before writing a characterization, it will be right to communicate with colleagues of the employee on whom the “paper” is being written, with his immediate supervisor. And imagine yourself in the role of a psychologist and a diplomat who thoughtfully and correctly approach the solution of any issue.

Based on the information received from employees, and armed with your best qualities as a "psychologist and diplomat", you can begin to draw up a characteristic. And remember the "golden rules" of its writing: objectivity, accuracy, impartiality.

How to write a good job description? What should be included in the description? These and other questions are answered in the following video:

Hello! In this article we will talk about the characteristics of the employee.

Today you will learn:

1. When is a characteristic needed?
2. What are the characteristics;
3. What design rules apply to characteristics.

What is an employee characteristic

A characteristic is a document that contains an assessment of the qualities of an employee (both personal and professional), and may also contain information about a person’s social activities.

Compilation of characteristics is carried out either at the request of the employee, or at the request of any external organizations.

The requirements for this document are not regulated at the legislative level, there are only general rules formulations specified in GOST R 6.30-2003.

What is the characteristic for?

In many respects, where the characteristic is intended, its content also depends. If it is provided at the request of a banking organization or the police, an assessment of the moral qualities of the employee will be quite enough.

If it is drawn up in order to provide it at a new place of work, then such qualities of a person should also be disclosed that indicate that he is an excellent highly qualified specialist.

What are the characteristics

All characteristics are generally divided into 2 large groups: external and internal. Internal ones are usually used only in the company in which they were issued. They are made up if you are transferred from one department to another, promoted, and so on.

Characteristics of the external type are more common. They are provided to third-party organizations, banking institutions, law enforcement agencies, and so on.

Regardless of what type the characteristic belongs to, it must be certified by the signature of the head and the seal of the organization that issued it.

Who is involved in the preparation and signing of specifications

The preparation of the characteristics is carried out by the immediate supervisor of the employee. If the organization is small and the leader is in a single person, then he is also involved in resolving issues with a characteristic.

The person who created the characteristic will sign the document if the organization has an employee personnel department, he also signs the document.

How to write a characterization

First of all, let's figure out what components should be contained in a typical characteristic.

So this is:

1. Name. In our case, this is a “characteristic”.
2. Surname and initials of the employee. Must be written in full.
3. The position held by the employee. Also no abbreviations.
4. The age of the worker. In principle, an optional item for specifying.
5. When the employee started and when he/she ended work in the specified position.
6. Achievements in the profession, awards (if any).
7. Information about whether the employee passed, whether he received additional education.
8. Information about charges (if any).
9. Information about the service skills of the employee, his skills.
10. Information about personal qualities (most often about mobility and stress resistance, the level of conflict).

The characteristic from the place of work is either written by hand or typed on a computer. Usually printed on A4 paper.

The points that we talked about earlier should be fully reflected in the document, and the writing of the employee’s characteristics should be completed by indicating where and for what purpose it will be provided.

Also, do not forget to indicate the date and year when the characteristic was drawn up, and then do not forget to stamp the organization.

The characteristic does not have an expiration date, it can be provided at the place of demand at any time. But if suddenly it is lost, you can re-compile at any time.

In the process of consideration in the judicial authorities of a case in which an employee of your organization takes part, his characteristic from the place of work may be required.

Note that this type of characteristic is one of the most complex types. There are situations when the characteristics will determine what decision the court will make in relation to a person. In this regard, often such a characteristic is not an employee of the personnel service, but the manager himself.

The characteristic for the court is drawn up on the letterhead of the organization. Be sure to indicate the marital status of the person, indicate the number of children and the age of each. Also include information about education, military service.

The characteristic should also include data that characterize the personal qualities of a person. And it is necessary to reflect both positive and negative. This is an important section, according to which the participants in the process judge your employee.

In addition, the characteristic must contain a note that it is drawn up for presentation to the judicial authorities. The signature on it is put by the head and employee of the personnel department.

Ultimately, the characteristic is recorded in the log of outgoing documentation and assigned a number to it.

Production characteristic

It characterizes the skills, abilities and abilities of a person. Often, on its basis, they decide whether to accept an applicant for a job or not.

This characteristic is usually given by the head of the company in which the person worked. At the same time, if the employee has reprimands or penalties, they should also be reflected.

There are a number of requirements for writing this characteristic:

• When compiling, be sure to indicate the date and serial number of the characteristic;
• In chronological order, reflect the stages of the professional development of an employee;
• Reflect the presence of penalties and rewards for the employee;
• Complete the document with your signature or the signature of the manager and affix the seal of the company.

You should also not ignore the negative characteristics of the employee. Unfortunately, in some cases it is necessary to draw up such documents.

In any case, even a negative characterization should be objective. Whatever the employee may be, you do not need to express your emotions in relation to him in the description.

As for the structure of writing, it will be the same as that of the usual characteristic. Only each item is considered from the negative side.

In practice, such a characterization is rarely given to an employee, even if he has committed a misconduct. It is clear that if you write such a characteristic on former employee, it is unlikely that anyone will take him to work.

Therefore, for the most part, employers try to simply part with a problematic employee, but not to have a negative impact on his future life.

Example. Accounting Specialist material assets I. has been working in our company for two years. Despite a number positive qualities is generally characterized as an employee with low professional potential. Periodically violates the deadlines for the execution of instructions, the deadlines for reporting. Repeatedly I. was subjected to disciplinary sanctions, received several reprimands. Conflicts with colleagues, refuses to help new employees. He categorically refuses to participate in the public life of the company.

Characteristics for awarding an honorary diploma

This document can be compiled both for internal use and for external use. In the second case, such characteristics must be provided by those employees who plan to receive the title of “Veteran of Labour” in the future, and so on.

Such a characteristic reflects information that shows a person in the best light, reflects the most best qualities honorary fellow. Be sure to emphasize the fact that the person is fully consistent with the position.

Also, if the characteristic is not used within the company, then you can consult with the employee himself on how best to compose it. There is no violation in this.

Qualification characteristic

This is a kind of standard for the qualification of a specialist. This document formulates all the basic requirements that apply to the qualifications of employees. This document is mainly used for state institutions and organizations.

This feature contains:

• Description of the meaning of the profession;
• Working conditions;
• Psychological and physiological nuances of the profession;
• Specialist training requirements.

These characteristics are currently used in professional selection, as well as in applying for a job in state structures in particular in education, culture and health.

What is better not to do when preparing a characteristic

Although the scope for creativity when writing a description is wide, you still need to adhere to some simple writing rules:

1. Do not use too emotionally colored expressions, and even more so offensive expressions. Whether you are satisfied with the employee or not - observe business etiquette.
2. Information in the description must be true and reliable. It is unacceptable to reflect data on the political and religious beliefs of a person, as well as nationality.
3. Control your literacy. If you find an error, rewrite the text again. It is important to remember that if the rules listed above are ignored, the employee will be able to appeal the document at any time.

Conclusion

Today we talked about how to write an employee profile. The text of the characteristic can be both positive and negative. But in any case, the document should be as objective and unbiased as possible.

Irina Sherbul

bsadsensedynamick

# Business documentation

An important lack of characteristics from the place of work

Some employers consider the document a formality and use general, vague wording when filling out. Therefore, it is important to draw up the form so that the answers describe the qualities of the employee in as much detail as possible.

Article navigation

• Sample job description
• Characteristics for an employee: how to compose
• An example of a characteristic for an employee
• Production characteristic
• Positive reference from the place of work
• Characteristics from the previous place of work
• service characteristic from work
• Negative reference from the place of work
• Characteristic at the place of requirement: when needed, requirements
• Typical characteristic
• Who signs and draws up a characteristic from the place of work
• Feature Request

Today, the characteristic from the place of work differs in requirements, content and design from its Soviet predecessor. This document, having survived the chaotic years of the 1990s, has regained demand. Therefore, employees of human resources departments, heads of departments and heads of companies should know how to write a characteristic correctly.

Sample job description

The finished characteristic from the place of work should be as a sample in the personnel department of each enterprise. If necessary, looking at a sample (example of writing), it will not be difficult to quickly and accurately create such a document. Let's take a look at the 2020 model.

An example of writing a job description:

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Some enterprises use a ready-made characteristic template. This form is easy to print and fill out quickly. Job Description Form looks like this:

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Characteristics for an employee: how to compose

A characteristic for an employee (employee) is a brief in form and capacious in content, an objective and reliable review of a person who works or worked at an enterprise. It should be informative and devoid of emotion.

The author of the characteristic clearly describes the professional qualities of the employee, his level of qualification in the specialty and the position he occupies (or occupied). The personal qualities of an employee are indicated solely from the standpoint of corporate interests.

You should not write a chronicle of the life of an employee. It is only necessary to note his labor activity on this enterprise, achievements, skills, knowledge, personal qualities obtained and shown only in this job.

Other stages of the biography outside this institution are indicated by the employee himself in his resume or autobiography.

The standard characteristic consists of three parts:

1. General: surname, name, patronymic; Date of Birth; full details of the company; the period of work at this enterprise (from the date of employment to the present date or to the date of dismissal).
2. Length of service (at this enterprise): transfers to another position; promotion or demotion; advanced training (courses, trainings, etc. - indicating the name, place, period of study).
3. Personal assessment: professional qualities; relationships with colleagues, subordinates and management.

Political and religious views, hobbies, details of personal life, living conditions, health status of the employee are not indicated in the job description.

An example of a characteristic for an employee

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How to write a characteristic

Labor Code of the Russian Federation and others regulations do not regulate the compilation of this document. To date, there are no clearly defined requirements for it. There are only generally accepted recommendations for the design and content of the so-called letter of recommendation.

Job descriptions must be written in a formal or neutral third-person narrative style in the present or past tense.

Expressions of colloquial jargon are unacceptable, artistic elements and lyrical digressions are inappropriate. No need to use abbreviations (especially highly specialized terms). Pronouns should be avoided. The text should be small in volume, capacious in content and accessible and understandable in the form of presentation.

Production characteristic

A production characteristic is a document that is compiled and issued by an enterprise where an employee works (or worked) only at his request. Such an official assessment of the management of the enterprise may be required to pass a medical commission or social examination.

This characteristic allows you to determine the professional suitability of an employee in terms of his state of health, as well as the degree of disability and disability group. Such a document is created for the ITU (medical and social examination) or VTEK (medical and labor expert commission). Therefore, if there is an enterprise in the state nurse(paramedic, doctor) this type of characteristic, in addition to the chief (manager), is signed by a medical officer.

The document is written, as a rule, on the forms of the established sample. It is allowed to fill out a standard form of characteristics, but in this case a record of the degree of disability (disability) of the employee is required.

This document is printed in two copies: one is issued to the employee, and the second is stored in the archive of the enterprise.

In addition to standard marks, the structure of the production characteristic must have special data. medical commission, which requests a production characteristic, is interested in the following information:

• the nature of the work - manual or mechanized (machine);
• working conditions: schedule, mode, duration of the work shift and break, duration of annual leave;
• paragraph on business trips: if the employment contract provides for sending the employee on business trips, then their frequency and average duration are indicated;
• in the presence of difficult working conditions at work with a clear risk to the health and life of the employee, this important aspect should be mentioned;
• evaluation of the employee's labor efficiency.

Based on the production characteristics with the content of these nuances, they conclude whether the employee can perform the labor duties assigned to him due to his health.

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Positive reference from the place of work

If an employee quit under the article of the Labor Code of the Russian Federation “On own will”And this desire really came from him, and not from his leadership, who showed physical or psychological pressure, threats, then, as a rule, the characteristic is excellent.

An employee who impeccably and promptly performed his duties, observed the norms of discipline, corporate ethics and completely satisfied the previous employer, but quit for health reasons, family circumstances, in connection with the change of residence, will receive good performance from former place work.

In this case, the main role is played by the human factor: did the employee manage to maintain good relations with the team and management after the dismissal. This is an important indicator for a new employer, which will be an additional plus in the fight for a vacancy.

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Characteristics from the previous place of work

The characteristic from the previous (former) place of work is written according to the standard scheme for filling out the form established at the enterprise. The only caveat is that the text must be written in the past tense. This document is compiled by the head of the previous place of work and issued to the employee for employment at a new place of work.

Characteristic example with last place works:

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Service characteristic from the place of work

Service characteristic - an official document that is an objective assessment of the official, scientific, creative activity of an employee, indicating his business, personal, moral and psychological qualities.

In addition to personal data, such a review of a manager about his subordinate contains an assessment of the level of his professional training:

• competence in accordance with the position held: work experience in this position, knowledge of one's rights and obligations, professional knowledge and skills, self-education;
• efficiency: the quality of the result of work, the timeliness and accuracy of tasks, the ability to organize work time adapt to change and navigate complex work-related situations;
• business qualities (in the case of a description for a manager): the ability to plan, organize, distribute the work of subordinates, convey to each of his tasks and responsibilities, monitor their work, resolve corporate conflicts and analyze the overall performance of their department (branch);
• psychological qualities: level of culture, possession corporate ethics, relationships with colleagues and communication with clients, self-criticism.

Such specific information about an employee may be of interest to the company's senior management when deciding whether to transfer an employee, promote or demote a position, award an award or impose a penalty.

Negative reference from the place of work

Objectivity is the main requirement for a document. The boss must indicate not only the merits of the employee, but also his shortcomings, including conflicts that actually occurred at the workplace, reprimands, penalties for damages, and fines.

It is important that these “minuses” are true, and not an act of revenge.

A bad reference from a previous job will not give a positive result, especially in finding the desired job with better working conditions. This document of negative content can only confirm the accusation against the employee in court.

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Characteristic at the place of requirement: when needed, requirements

The information indicated in the characteristic from the last place of work is of interest, first of all, to the new employer - when looking for a main job, part-time, when transferring to a new place of work (and under other guidance). In such cases, "service reviews" are divided into external and internal.

An internal reference from the place of work is necessary for transferring an employee, promotion, conferring a title, for rewarding or imposing disciplinary action. An internal characteristic for an employee is used only within the boundaries of his place of work and is stored in a personal file.

An external characteristic from the place of work is compiled either at the request of the employee himself upon dismissal (for further employment), or sent upon request - to law enforcement agencies, to the prosecutor's office, to the court (when hearing civil, administrative and criminal cases) or to a new employer.

This document is attached to the deprivation case parental rights, and also it is necessarily contained in the full package of certificates for registration of guardianship, guardianship, adoption. It is mandatory to provide a characteristic for an employee upon request to the military registration and enlistment office - in the event that an employee is called up for urgent military service.

Only positive characteristic from the place of work will allow you to obtain a visa at the consulate of the country where the employee wants to go on a business trip or for a personal purpose.

Often, a reference from the place of work upon dismissal is needed by the employee himself for potential employers who pay attention not only to the diploma of education and work experience, but also to the opinion of his former leader about the candidate. It is important for the boss to know what exactly the employee can do, how he fulfills the instructions of the management, solves problems, communicates with the team, clients, etc.

Only such an official review gives an expanded idea of ​​the candidate in combination with a resume and inspires greater confidence in the employer.

Typical characteristic

The typical characteristic is similar in structure and requirements to the standard samples of this document. The main difference lies in the more detailed assessment of one or more items.

For example, some employers indicate in the column " physiological features» the presence of contraindications for health reasons to the performance of certain labor duties or the assignment of a disability group. Often, in accordance with the place of requirement of a typical characteristic, such a review about an employee also contains an assessment of his living conditions, family relationships - for example, the presence of a disabled child or bedridden parents requiring care.

Sometimes in a request for a characteristic, it is required to indicate the presence (absence) of an employee's criminal record, bad habits.

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Who signs and draws up a characteristic from the place of work

The correct and competent writing of the characteristics from the place of work is the responsibility of the personnel department. But the Russian reality is such that often due to the employment of the head of the personnel department and his subordinates, the writing of this document is assigned to the employee himself. If you have time and desire, you can make a characterization immediate supervisor employee.

The personnel department can only issue a form to fill out. At the same time, each organization may have its own formats and letterhead for job description. But in any case, this document in the design should correspond to the following structure:

• A4 sheet format;
• details of the organization: full official name, legal address, telephone number, main state registration number (OGRN or OGRNIP - an individual entrepreneur);
• date of issue, signature of the person who drew up the document (the head of the department where the employee worked, the head of the organization or the inspector of the personnel department) and the seal of the company - without these details, the paper will not be a document, will not have legal force.

A characteristic-recommendation is an extremely positive review about a person who represents the employee in front of a potential employer in the best possible light from a professional point of view. Therefore, the main focus should be placed in the content on professional achievements and personality traits of the worker.

The main requirements for such an assessment are objectivity and persuasiveness. It should be concise, informative and reasoned to present a professional as an ideal and best candidate for a vacancy.

It is desirable that the document be drawn up and signed by a leader with authority in this field of activity. Only then can we talk about trust in the content of the letter of recommendation and a high probability that the employee will receive a position, award, grant, etc.

Be sure to complete the characteristics-recommendations, you must specify the full details of the author, his contact numbers, address Email, the address of the place of work, so that the new employer can easily check the information contained in the document in person.

If a person at a previous place of work left only positive memories of himself and managed to maintain good relations with management and former colleagues, you should take this chance and ask for a letter of recommendation. A positive characteristic will increase the chances of quick employment in a prestigious place and in a promising position.

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This type of production characteristic refers to documents of internal use. Evaluation of professional activity, business and personal qualities The employee is described only from the positive side.

IN this document it is important to note the labor merits of the employee, professional achievements and qualities, thanks to which he was able to become a successful and effective employee.

A characteristic for rewarding is not only a way to encourage an employee by management, but also a means of motivating other employees to achieve the level of this employee.

An example of a characteristic for an employee for awarding a certificate of honor

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Feature Request

A request for characterization of an employee from the place of work is submitted either by authorized bodies (according to the established model) or by a potential employer.

The second case is complicated by the fact that new leader, in accordance with the law, may submit a request for characterization of an employee from his previous place of work only from his written consent. Otherwise, without the official consent of the employee, the actions of the potential employer will be unlawful, and be regarded as a prohibited invasion of privacy and violation of the protection of personal data.

In order to double-check the accuracy of the information provided in the resume or questionnaire of the applicant, the employer must take written permission from the candidate to verify the information. At the same time, it is advisable for the new employer to first explain to the employee the purpose of this request, the specific information of interest, and the method of obtaining a response.

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