home » Chart of accounts » List of questions for certification of social workers. Increasing the efficiency of social workers through certification

List of questions for certification of social workers. Increasing the efficiency of social workers through certification

Sections: social pedagogy

Certification allows you to diagnose personnel; determine the value of employees. Helps the manager to reasonably make managerial decisions, especially those related to the strategic objectives of the institution.

Our institution - Orphanage, an area where the work of a social worker at all levels is intensively applied: social educator, social worker and social worker.

Objective: to determine the features and conditions for the application of attestation to improve the efficiency of the work of social workers.

Tasks:

define the concept of "performance";
highlight criteria social work;
to study the features of the work of a social worker;
identify factors for increasing labor efficiency;
make a professional portrait social worker;
identify methods for assessing personnel for certification;
explore practical experience social workers;
determine the impact of certification on improving labor efficiency.

It is concluded that the effectiveness of social work largely depends on the personality of the social worker who performs it.

To determine the approach to assessing the effectiveness of social work, it must be recognized that social work is not limited to traditional forms of activity.

Social work is a specific kind professional activity. This is the provision of state and non-state assistance to a person in order to ensure the cultural, social and material standard of his life, the provision of individual assistance to a person, family or group of persons.

First of all, social work should be considered as an independent science. Like any science, social work has its own subject, object, categorical apparatus. The object of research in social work is the process of connections, interactions, ways and means of regulating the behavior of social groups and individuals in society.

The subject of social work is the patterns that determine the nature and direction of the development of social processes in society.

English scientists define social work as the organization of a personal service to help a person. It is aimed at making everyday life easier for people in conditions of personal and family crisis, and also, if possible, radically solving their problems. Social work is an important link between the people who need help and the state apparatus, as well as legislation.

In Russia, in the context of the transition to a market economy, against the backdrop of a sharp change in the nature and forms social relations, breaking the habitual stereotypes of life experience, the loss of many people social status and development prospects both for society as a whole and for oneself personally, serious difficulties have arisen that cannot be dealt with on one's own. Increased social tension. All this increases the importance of deploying social work as a specialized type of activity, as well as the need to train social workers of various specializations for various categories of clients.

The position of social worker, social work specialist and social educator in Russian Federation introduced in 1991. In the qualification handbook, he is endowed with a variety of official duties:

Identifies families and individuals at enterprises, microdistricts in need of socio-medical, legal, psychological, pedagogical, material and other assistance, protection of moral, physical and mental health; establishes the causes of their difficulties, conflict situations.
Provides them with assistance in their resolution and social protection; contributes to the integration of the activities of various state and public organizations and institutions to provide the necessary socio-economic assistance to the population;
Provides assistance in family education, the conclusion of employment contracts for work at home for women with minor children, the disabled, pensioners; conducts psychological, pedagogical and legal consultations on family and marriage issues, educational work with minor children with associative behavior;
Identifies and assists children and adults in need of guardianship and guardianship, placement in medical and educational institutions, receiving material, social and other assistance;
Organizes public protection of juvenile offenders, if necessary, acts as their public defender in court;
Participates in the creation of centers social assistance family: adoption, guardianship and guardianship; social rehabilitation; shelters; youth, teenage, children's and family centers; clubs and associations, interest associations, etc.,
Organizes and coordinates work on social adaptation and rehabilitation of persons who have returned from special educational institutions and places of deprivation of liberty.

Each type of activity ends with some result, according to which the work done is evaluated. One of the most important evaluations of the result is efficiency. Social work also gives certain results. It is also judged on its effectiveness.

What is the effectiveness of activity in general and specifically social work?

Depending on the type of activity, the concept of efficiency is defined in different ways. But at the same time, each of them has mandatory elements: goal, result, costs, generally accepted norm (or ideal).

The main things in this list are the goal and the result. They represent the starting and ending points of activity: at the beginning, the goal is put forward, and at the end, the result is obtained. The ratio of the goal and the result gives an idea of the effectiveness of the activity.

Subject our study is the effectiveness of social work, which in the most general view is considered as the ratio of the results obtained to the previously put forward goals. Thus, it captures the degree of conformity with what was supposed to be achieved.

All ideas and theories of social work are grouped around one central block of problems:

conditions for the formation and implementation of human life;
the ratio of freedom and social conditionality of the individual, socially justified (or unjustified) measure of this freedom and the possibilities of its implementation in society.

However, a number of questions still arise: is it timely to raise the question of the effectiveness of social work in general, and even more so of the effectiveness of individual social workers? Are there sufficiently well-defined bases for determining the effectiveness of activities social services and individual specialists in the work done?

It is necessary to highlight principles on which the effectiveness of social work is based:

the ability to accurately formulate the problem; analysis of the factors that caused the problem, as well as hindering or favorable solution of the problem; assessment of the solvability of the problem; development of an action plan; involvement of the object in solving the problem;
assessment of the changes achieved in the position of the client.

Of course, the criteria, as well as indicators of the effectiveness of the implementation of social work in the country, can be applied at the macro level (at the state level), meso level (republic, city, district), and micro level (at the level of an individual, client).

At the level of the whole society, it is possible to evaluate the effectiveness of federal targeted programs that provide federal support for various regions in the development of social services for the population. For example, within the framework of the presidential program "Children of Russia". In the programs "Children with Disabilities", "Development social service families and children”, “Prevention of neglect and juvenile delinquency”, which set various general tasks for ministries and departments that have social services, but at the same time formulated specific tasks related to the activities of the Ministry of Labor of Russia, the Ministry of Education of Russia, the Ministry of Internal Affairs of Russia, the State Committee of the Russian Federation on Youth Affairs. Allocation of funds from federal budget to support territorial social services within the framework of these programs, of course, provides for an assessment of the activities of these services, determining the effectiveness of social work carried out by specialists from these services.

But at the micro level, clients of social services, wishing to receive material assistance, social and medical services or consultations, pay attention to such personal qualities of social workers as kindness, justice, responsiveness, professionalism. To the number negative qualities social workers clients attribute indifference, deceit, rudeness, low professionalism.

The main goals of social work as a professional activity include the following:

increasing the degree of independence of individuals, their ability to control their lives and more effectively resolve emerging problems;
creation of conditions in which individuals can show their capabilities to the maximum extent and receive everything that they are entitled to by law;
adaptation or readaptation of people in society;
creation of conditions under which a person, despite physical injury, mental breakdown or life crisis, can live, maintaining self-esteem and self-respect on the part of others;
and as the ultimate goal - to achieve such a result when the client does not need the help of a social worker.

The implementer of the goals of social work is a social worker, ranging from "linear" work with the client and ending with managerial activities in government departments.

Social work is a complex process that requires solid knowledge in the field of management theory, economics, psychology, sociology, pedagogy, medicine, jurisprudence, etc. Its effectiveness largely depends on the social worker himself, his skills, experience, personal characteristics and qualities.

Certification should help identify the optimal set of personal qualities necessary for a social worker, such as responsibility, adherence to principles, observation, sociability, correctness (tact), intuition, personal adequacy in self-assessment and assessment of others, the ability to self-educate, optimism, mobility, flexibility, humanistic orientation personality, sympathy for the problems of other people, tolerance.

The “contraindications” to social work include: lack of interest in other people (selfishness), irascibility, harshness of judgments, categoricalness, lack of concentration, inability to conduct a dialogue with an opponent, conflict, aggressiveness, inability to perceive someone else’s point of view on a subject.

The style of behavior of a social worker, due to the totality of his personal qualities, his value orientations and interests, has a decisive influence on the system of relations that he forms not only with people, but also with his colleagues, subordinates and superiors.

They can be divided into three groups:

first - psychological characteristics, which are integral part ability to this type of activity;
second- psychological and pedagogical qualities, focused on the improvement of a social worker as a person;
third- psychological and pedagogical qualities aimed at creating the effect of personal charm.

Without these, leading for this profession, the characteristics of the psyche, effective work is impossible.

Social workers are engaged in various activities in the performance of their professional functions. Their work is characterized by three approaches to solving the problem:

educational approach- acts as a teacher, consultant, expert. The social worker gives advice, teaches skills, modeling and demonstrating correct behavior, establishes feedback, applies role-playing games as a teaching method;
facilitative approach- performs the role of an assistant, supporter or mediator in overcoming apathy or disorganization of the individual, when it is difficult for her to do it herself. The activity of a social worker with this approach is aimed at interpreting behavior, discussing alternative activities and actions, explaining situations, encouraging and targeting the mobilization of internal resources;
advocacy approach is used when a social worker performs the role of a lawyer on behalf of a specific client or group of clients, as well as an assistant to those people who act as a lawyer on their own behalf, this kind of activity includes helping individuals to put forward enhanced arguments, select documents substantiated accusations.

When evaluating a social worker, you can use the most common assessment methods:

Historical(biographical) - analysis of personnel data, leaflet on personnel records, personal statements, autobiography, educational documents, characteristics
Result: conclusion about family, education, career, character traits.
Interviewing(interview) - a conversation with an employee in the "question - answer" mode according to a pre-compiled or arbitrary scheme to obtain additional data about the employee.
Result: Questionnaire with answers.
Questionnaire(self-assessment) - a survey of a person using a special questionnaire for self-assessment of personality traits and their subsequent analysis.
Result: questionnaire.
Sociological survey- questionnaire survey of employees different categories who know the person being evaluated well (managers, colleagues, subordinates.
Result: sociological assessment questionnaire.
Observation- observation of the assessed employee in the informal (on vacation, at home) and in work environment methods of instant observations and photographs of the working day.
Result: Surveillance report.
Testing- determination of professional knowledge and skills, abilities, motives, personality psychology with the help of special tests with their subsequent decoding using "keys".
Result: psychological picture.
Expert review- determination of the population and obtaining expert assessments ideal and real worker.
Result: workstation model.
Critical Incident- the creation of a critical situation and the behavior of a person in the process of resolving it (conflict, making a difficult decision, behavior in trouble, attitudes towards alcohol, women, etc.)
Result: Incident and human behavior report.

Purpose of certification must be:

assessment of the success of the employee;
implementation of incentive and sanctioning measures;
the basis for the operational redistribution of tasks between employees;
formation personnel reserve;
drawing up a plan for training and development of an employee;
employee career planning;
introduction of flexible remuneration systems (changes in the remuneration system).

Evaluation result appraisal of an employee can be the main approaches to assessing the business qualities and qualifications of an employee when establishing the category of payment provided for by the Unified Tariff Grid, approved by the Decree of the Government of the Russian Federation of October 14, 1992 No. 785.

With the compliance of the duties actually performed and the qualifications of employees with the requirements of job characteristics, it is determined by the certification commission in accordance with the Regulations on the procedure for attestation of employees of institutions, organizations, systems social protection of the population of the Russian Federation who are on budget financing, and the Regulations on the procedure for attestation of health workers.

Certification of employees of institutions and organizations of the social protection service is carried out in accordance with the Regulation on extraordinary certification and billing of medical and pharmaceutical workers who are on budget financing, approved by order of the Ministry of Social Protection of Russia dated December 7, 1992 No. 265.

In addition to resolving the issue of promoting or retaining one or another employee in the previous position, the purpose of certification may be to reveal the existing reserves for improving the efficiency of individual work, linking remuneration with the real results of work and the qualifications of a specialist or manager, determining the volume, methods and forms of advanced training. In this regard, the direct objects of certification are the results of the employee's work, his potential, attitude to the performance of his duties.

The personality of a person as such is not subject to evaluation. As a result of certification, the employee must understand his mistakes, intensify work to overcome them, improve himself, etc. taking into account both their own interests and the interests of the organization.

At the preparatory stage, lists of employees subject to certification, schedules for its implementation in departments are compiled, the composition of the relevant commissions is approved, rules and criteria are announced. Based on the results of the certification, an action plan is developed, and in accordance with the recommendation of the commission, the head can carry out personnel changes. A person who has not passed certification is transferred to another position with his consent, and in the absence of such, he can be fired. Based on the results of the certification, within a month, the manager decides on the establishment of the appropriate categories of wages for employees. develops recommendations for improving the efficiency of employees, etc.

At the preliminary stage, before certification, the director of the personnel department, using the biographical (historical) method, collects information about the certified: personnel data is analyzed (documents on education, study work book etc.). All data is sent to the departments where the certified ones work.

An attestation sheet is being prepared for the meeting of the commission, a review (characteristic) for the person being certified, performance characteristic. In the absence of the head of the department of day or round-the-clock stay, the description is written by the deputy director for social work;

The job description reflects:

professional and ethical competence;
education;
professional competence (knowledge, skills, experience);
degree of activity in work;
sociability;
motivation for the activities of a social worker;
psychological stability;
intelligence, cultural level;
level of compliance with the principles, ethics of the social worker;
responsiveness, empathy, compassion of social workers.

Qualities of social work specialists required in the performance of official duties:

ability to listen
benevolence, kindness
competence, knowledge, outlook
ability to think logically
dishonesty, honesty
ability to make practical decisions
high general culture
the ability to organize assistance, to achieve a solution to the client's problems (efficiency in business)
personal charm
the ability to rely on the professional help of their colleagues at work
skill to work in team
respect for point of view

At the same time, job descriptions for employees are also being prepared for the meeting to assess their performance official duties.

By order of the director, an approximate list of indicators for assessing the qualifications of employees has been developed:

education;
work experience in the specialty;
professional competence;
knowledge of the necessary normative documents regulating activities;
the ability to quickly make decisions to complete tasks;
quality of work performance;
the ability to adapt to a new situation and adopt new approaches to solving emerging problems;
timeliness of performance of official duties, responsibility for the results of work;
intensity of labor (the ability to cope with a large amount of work in a short time);
ability to work with children;
the ability to predict and plan, organize, coordinate and regulate, as well as control and analyze the work of subordinates (for deputies, heads of departments);
the ability to quickly master issues that increase labor efficiency and work quality;
work ethics, style of relations with colleagues and clients;
the ability to be creative and entrepreneurial;
participation in commercial activities;
capacity for self-esteem, compassion and understanding of disabled citizens.

At the stage of attestation, a review is read out, a job description, the work of the person being certified for the past period is studied, questions are asked. The attestation commission uses the most common methods for assessing labor productivity: the method of given (forced) choice - the commission selects those that correspond to it from a set of employee descriptions. An employee's performance is measured by a large number of selected positive descriptions; descriptive assessment method - the commission describes the advantages and disadvantages of the employee's behavior in the implementation of professional activities; management by goals (tasks) - the activity of the employee for the past period related to the implementation of goals and objectives is studied; method of evaluation according to the decisive situation - the attestation commission prepares a list of descriptions of the "correct" and "incorrect" behavior of employees in certain situations. These situations are called "decisive". Based on the study of the work of the certified person for the period preceding the certification, the study of performance characteristics, a conclusion is made about the amount of “correct” behavior in such “decisive” situations, and other methods of personnel assessment are also used.

A protocol of a meeting attestation commission led by the secretary

Based on the results of the performance appraisal of employees, the manager orders: to confirm the compliance of the position held and the level of remuneration according to the Unified Tariff Schedule.

Studying the results of certification, the head develops recommendations, his attitude to improving the efficiency of work together with the Committee on Education and other organizations. The Education Committee, in turn, receives data on the past certification, the development of the director on future performance, and, together with the Education Committee, develops methodological recommendations that are sent to the institution.

A feature of the work of social workers is that its results are difficult to directly quantify. Moreover, the results of labor often become apparent not immediately, but only after a certain period of time, sometimes quite long. But nevertheless, all information about the work of a social worker for the past period is provided for certification and conclusions are drawn about the effectiveness and efficiency of his work.

In order for the employee to always perform his job effectively, it is necessary to correctly communicate the results of the assessment to him. To do this, the manager should try to give the employee the opportunity to relax and emphasize that this conversation is not a disciplinary event, but a meeting to discuss past work in order to make recommendations for the future. It is necessary to start the conversation with the positive achievements of the employee, the statement of shortcomings should be placed between two positive results. It is very important for the manager and the attestation commission to observe these points, to be objective, so that in the future a person does not lose faith in himself, interest in the profession and mobilizes his efforts for effective work.

Many leaders of modern organizations have already come to the conclusion that without attestation and objective assessment of employees in all respects, it is impossible to achieve stable work and, ultimately, positive results for both the activities of the institution and each of the employees. Therefore, everyone, both managers and employees, should be interested in conducting an objective assessment and certification.

Sections: social pedagogy

Our institution is an orphanage, an area where the work of a social worker of all levels is intensively applied: a social teacher, a social work specialist and a social worker.

Objective: to determine the features and conditions for the application of attestation to improve the efficiency of the work of social workers.

Tasks:

define the concept of "performance";
highlight the criteria for social work;
to study the features of the work of a social worker;
identify factors for increasing labor efficiency;
draw up a professional portrait of a social worker;
identify methods for assessing personnel for certification;
study the practical experience of social workers;
determine the impact of certification on improving labor efficiency.

It is concluded that the effectiveness of social work largely depends on the personality of the social worker who performs it.

To determine the approach to assessing the effectiveness of social work, it must be recognized that social work is not limited to traditional forms of activity.

Social work is a specific type of professional activity. This is the provision of state and non-state assistance to a person in order to ensure the cultural, social and material standard of his life, the provision of individual assistance to a person, family or group of persons.

The subject of social work is the patterns that determine the nature and direction of the development of social processes in society.

In Russia, in the context of the transition to a market economy, against the background of a sharp change in the nature and forms of social relations, the breaking of habitual stereotypes of life experience, the loss of social status and development prospects for many people both for society as a whole and for themselves personally, serious difficulties arose, with which cannot be handled on their own. Increased social tension. All this increases the importance of deploying social work as a specialized type of activity, as well as the need to train social workers of various specializations for various categories of clients.

The position of social worker, social work specialist and social pedagogue was introduced in the Russian Federation in 1991. In the qualification handbook, he is endowed with a variety of official duties:

Identifies families and individuals at enterprises, microdistricts in need of socio-medical, legal, psychological, pedagogical, material and other assistance, protection of moral, physical and mental health; establishes the causes of their difficulties, conflict situations.
Provides them with assistance in their resolution and social protection; promotes the integration of the activities of various state and public organizations and institutions to provide the necessary socio-economic assistance to the population;
Provides assistance in family education, the conclusion of employment contracts for work at home for women with minor children, the disabled, pensioners; conducts psychological, pedagogical and legal consultations on family and marriage issues, educational work with minor children with associative behavior;
Identifies and assists children and adults in need of guardianship and guardianship, placement in medical and educational institutions, receiving material, social and other assistance;
Organizes public protection of juvenile offenders, if necessary, acts as their public defender in court;
Participates in the work on the creation of centers for social assistance to the family: adoption, guardianship and guardianship; social rehabilitation; shelters; youth, teenage, children's and family centers; clubs and associations, interest associations, etc.,
Organizes and coordinates work on social adaptation and rehabilitation of persons who have returned from special educational institutions and places of deprivation of liberty.

What is the effectiveness of activity in general and specifically social work?

Subject Our study is the effectiveness of social work, which in the most general form is considered as the ratio of the results obtained to the previously put forward goals. Thus, it captures the degree of conformity with what was supposed to be achieved.

All ideas and theories of social work are grouped around one central block of problems:

conditions for the formation and implementation of human life;
the ratio of freedom and social conditionality of the individual, socially justified (or unjustified) measure of this freedom and the possibilities of its implementation in society.

However, a number of questions still arise: is it timely to raise the question of the effectiveness of social work in general, and even more so of the effectiveness of individual social workers? Are there sufficiently well-defined bases for determining the effectiveness of the activities of social services and individual specialists in the work done?

It is necessary to highlight principles on which the effectiveness of social work is based:

the ability to accurately formulate the problem; analysis of the factors that caused the problem, as well as hindering or favorable solution of the problem; assessment of the solvability of the problem; development of an action plan; involvement of the object in solving the problem;
assessment of the changes achieved in the position of the client.

At the level of the whole society, it is possible to evaluate the effectiveness of federal targeted programs that provide federal support for various regions in the development of social services for the population. For example, within the framework of the presidential program "Children of Russia". The programs “Children with disabilities”, “Development of social services for families and children”, “Prevention of neglect and juvenile delinquency”, which set various general tasks for ministries and departments that have social services, but at the same time formulated specific tasks related to to the activities of the Ministry of Labor of Russia, the Ministry of Education of Russia, the Ministry of Internal Affairs of Russia, the State Committee of the Russian Federation for Youth Affairs. The allocation of funds from the federal budget to support territorial social services within the framework of these programs, of course, provides for an assessment of the activities of these services, determining the effectiveness of social work carried out by specialists from these services.

But at the micro level, clients of social services, wishing to receive material assistance, social and medical services or consultations, pay attention to such personal qualities of social workers as kindness, justice, responsiveness, professionalism. Among the negative qualities of social workers, clients include indifference, deceit, rudeness, and low professionalism.

The main goals of social work as a professional activity include the following:

increasing the degree of independence of individuals, their ability to control their lives and more effectively resolve emerging problems;
creation of conditions in which individuals can show their capabilities to the maximum extent and receive everything that they are entitled to by law;
adaptation or readaptation of people in society;
creation of conditions under which a person, despite physical injury, mental breakdown or life crisis, can live, maintaining self-esteem and self-respect on the part of others;
and as the ultimate goal - to achieve such a result when the client does not need the help of a social worker.

The implementer of the goals of social work is a social worker, ranging from "linear" work with the client and ending with managerial activities in government departments.

The behavioral style of a social worker, determined by the combination of his personal qualities, his value orientations and interests, has a decisive influence on the system of relations that he forms not only with people, but also with his colleagues, subordinates and superiors.

They can be divided into three groups:

first- psychological characteristics that are an integral part of the ability to this type of activity;
second- psychological and pedagogical qualities, focused on the improvement of a social worker as a person;
third- psychological and pedagogical qualities aimed at creating the effect of personal charm.

Without these, leading for this profession, the characteristics of the psyche, effective work is impossible.

Social workers are engaged in various activities in the performance of their professional functions. Their work is characterized by three approaches to solving the problem:

educational approach- acts as a teacher, consultant, expert. The social worker gives advice, teaches skills, modeling and demonstrating the right behavior, establishes feedback, uses role-playing games as a teaching method;
facilitative approach- performs the role of an assistant, supporter or mediator in overcoming apathy or disorganization of the individual, when it is difficult for her to do it herself. The activity of a social worker with this approach is aimed at interpreting behavior, discussing alternative activities and actions, explaining situations, encouraging and targeting the mobilization of internal resources;
advocacy approach is used when a social worker performs the role of a lawyer on behalf of a specific client or group of clients, as well as an assistant to those people who act as a lawyer on their own behalf, this kind of activity includes helping individuals to put forward enhanced arguments, select documents substantiated accusations.

When evaluating a social worker, you can use the most common assessment methods:

Historical(biographical) - analysis of personnel data, personnel record sheet, personal statements, autobiography, educational documents, characteristics
Result: conclusion about family, education, career, character traits.
Interviewing(interview) - a conversation with an employee in the "question - answer" mode according to a pre-compiled or arbitrary scheme to obtain additional data about the employee.
Result: Questionnaire with answers.
Questionnaire(self-assessment) - a survey of a person using a special questionnaire for self-assessment of personality traits and their subsequent analysis.
Result: questionnaire.
Sociological survey- a questionnaire survey of employees of different categories who know the person being assessed well (managers, colleagues, subordinates.
Result: sociological assessment questionnaire.
Observation- observation of the assessed employee in an informal (on vacation, at home) and in a working environment using the methods of instant observations and photographs of the working day.
Result: Surveillance report.
Testing- determination of professional knowledge and skills, abilities, motives, personality psychology with the help of special tests with their subsequent decoding using "keys".
Result: psychological picture.
Expert review- determination of the totality and obtaining expert assessments of the ideal and real worker.
Result: workstation model.
Critical Incident- the creation of a critical situation and the behavior of a person in the process of resolving it (conflict, making a difficult decision, behavior in trouble, attitudes towards alcohol, women, etc.)
Result: Incident and human behavior report.

Purpose of certification must be:

assessment of the success of the employee;
implementation of incentive and sanctioning measures;
the basis for the operational redistribution of tasks between employees;
formation of a personnel reserve;
drawing up a plan for training and development of an employee;
employee career planning;
introduction of flexible remuneration systems (changes in the remuneration system).

Evaluation result Attestation of an employee can be the main approaches to assessing the business qualities and qualifications of an employee when establishing the category of payment provided for by the Unified Tariff Schedule, approved by Decree of the Government of the Russian Federation of October 14, 1992 No. 785.

The compliance of the duties actually performed and the qualifications of employees with the requirements of job characteristics is determined by the attestation commission in accordance with the Regulations on the procedure for attestation of employees of institutions, organizations, the system of social protection of the population of the Russian Federation that are on budget financing, and the Regulations on the procedure for attestation of healthcare workers.

At the preliminary stage, before certification, the director of the personnel department, using the biographical (historical) method, collects information about the certified: personnel data is analyzed (documents on education, study of the work book, etc.). All data is sent to the departments where the certified ones work.

An attestation sheet, a review (characteristic) for the person being certified, and a performance characteristic are being prepared for the meeting of the commission. In the absence of the head of the department of day or round-the-clock stay, the description is written by the deputy director for social work;

The job description reflects:

professional and ethical competence;
education;
professional competence (knowledge, skills, experience);
degree of activity in work;
sociability;
motivation for the activities of a social worker;
psychological stability;
intelligence, cultural level;
level of compliance with the principles, ethics of the social worker;
responsiveness, empathy, compassion of social workers.

Qualities of social work specialists required in the performance of official duties:

ability to listen
benevolence, kindness
competence, knowledge, outlook
ability to think logically
dishonesty, honesty
ability to make practical decisions
high general culture
the ability to organize assistance, to achieve a solution to the client's problems (efficiency in business)
personal charm
the ability to rely on the professional help of their colleagues at work
skill to work in team
respect for point of view

At the same time, job descriptions for employees are also being prepared for the meeting to assess the performance of their job duties.

By order of the director, an approximate list of indicators for assessing the qualifications of employees has been developed:

education;
work experience in the specialty;
professional competence;
knowledge of the necessary regulatory documents regulating activities;
the ability to quickly make decisions to complete tasks;
quality of work performance;
the ability to adapt to a new situation and adopt new approaches to solving emerging problems;
timeliness of performance of official duties, responsibility for the results of work;
intensity of labor (the ability to cope with a large amount of work in a short time);
ability to work with children;
the ability to predict and plan, organize, coordinate and regulate, as well as control and analyze the work of subordinates (for deputies, heads of departments);
the ability to quickly master issues that increase labor efficiency and work quality;
work ethics, style of relations with colleagues and clients;
the ability to be creative and entrepreneurial;
participation in commercial activities;
capacity for self-esteem, compassion and understanding of disabled citizens.

The minutes of the meeting of the attestation commission are kept by the secretary

What is the benefit of social worker certification? What are the features of certification of medical workers for a category? What regulates the regulation on certification for compliance with the position held?

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

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

In order not to get into trouble and be fully armed, to know all the pros and cons of this procedure, I, Alla Prosyukova, have prepared for you a new article on the subject of personnel assessment!

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

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

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

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

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

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

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

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

You should know which categories of workers are not certified:

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

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

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

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

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

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

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

Form 1. Oral in the form of an individual interview

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

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

Form 2. Oral in the form of a collegiate interview

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

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

Form 3. Written in the form of tests

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

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

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

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

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

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

Stage 1. Drawing up a local regulatory act

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

His exemplary structure presented in the table.

Approximate structure and composition of sections:

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

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

Stage 2. Formation of the certification commission

The commission is approved by the organization order.

The composition includes:

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

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

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

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

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

List of standard documents:

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

Stage 4. Certification

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

Stage 5. Obtaining certification results

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

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

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

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

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

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

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

audit;
outsourcing;
education;
consultations;
design work.

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

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

Services of Germes LLC:

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

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

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

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

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

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

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

Our advice will help you avoid problems in this matter.

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

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

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

Certification This is an important stage in the professional life of a social worker. common goal certification - improving the quality of activities through external evaluation and self-assessment of activities, understanding what has been achieved and designing further steps for professional development and professional development.

Certification and Independent assessment of qualifications

Along with the attestation procedures adopted in the system of social services in regional level, approved order independent evaluation qualifications for compliance professional standards(Federal Law "On Independent Assessment of Qualifications" No. 238-FZ dated July 3, 2016). The independent qualification assessment procedure is voluntary. Its meaning is that an employee who does not have vocational education, but having work experience, can remain to work in his position.

Attestation mechanism provided for in Article 81 Labor Code Russian Federation is an internal tool of the employer and allows you to take into account both professional standards and current qualification characteristics. Certification results give the employer the right to terminate labor contract or transfer to another position (if there are vacancies).

Experience Russian organizations social services shows that certification is mainly carried out for compliance with the position held. In some regions, the practice of assigning categories - second, first, highest - has been preserved. pedagogical, medical workers, workers of culture, physical culture and sports, holding positions in social service organizations, are certified in their departments, according to other rules.

The general requirement for all is application for attestation, presentation of the head to the attestation commission. Further attestation procedures are different: in some regions, the presence of a portfolio is mandatory, somewhere there are many forms of attestation.

Certification for compliance with the position held can take the form of an exam, testing, presentation of a portfolio, defense of a qualifying work.

In any case, certification important step in the activities of any employee of a social service organization. Preparation for it is laborious, time-consuming, so some steps need to be done in advance.

Certification and professional standards

On January 1, 2015, professional standards in the field of social services came into force and began to be applied everywhere. To date, 12 have been approved:

social work specialist
Social worker
Head of social service organization
Head of the institution of medical and social expertise
Specialist in medical and social expertise
Specialist of the body of guardianship and guardianship of minors
Social Rehabilitation Specialist
Psychologist in the social sphere
Family work specialist
Tiflo sign language translator
Rendering Specialist public services in the field of employment
Assistant (assistant) for the provision of technical assistance to the disabled and persons with disabilities.

In 2017 working group The Ministry of Labor of Russia together with the Ministry of Education and Science of Russia, Moscow State Psychological and Pedagogical University, Federal State Budgetary Educational Institution of Higher Education Russian State Social University and the All-Russian Research Institute of Labor of the Ministry of Labor of Russia updated professional standards some jobs in the social service sector. Documents already exist in the form of drafts, but will be adopted in the near future.

What changed?

Updated professional standards:

— “Specialist in rehabilitation work in the social sphere”, “Specialist in working with the family”, “Psychologist in the social sphere” (responsible organization of MSUPE);

- "Head of the organization of social services", "Social worker", "Specialist in social work" (responsible organization RSSU).

The main changes made to the draft updated professional standards based on the results of the work carried out are as follows:

the names of the type of professional activity and the main purpose of the type of professional activity are specified;
the classifiers of types of activity were corrected taking into account new regulatory documents;
clarified the wording and characteristics of generalized labor functions, including possible job titles, requirements for education and training, requirements for practical work experience;
the wording of labor functions has been adjusted, labor actions necessary skills and knowledge in accordance with the main provisions federal laws: No. 442 - Federal Law "On the fundamentals of social services for citizens in the Russian Federation", No. 120 - Federal Law "On the fundamentals of the system for the prevention of neglect and juvenile delinquency", No. 124 - Federal Law "On the basic guarantees of the rights of the child in the Russian Federation", No. 181 - Federal Law “On social protection of disabled people in the Russian Federation, No. 159 - FZ “On additional guarantees for social support for orphans and children left without parental care”, No. 273-FZ “On education in the Russian Federation” and other documents regulating development public policy in the social sphere.

We publish Draft Professional Standards

Heads of departments are referred to the standard "Specialist in social work". When you click on the link, the download will start automatically, documents in .doc format.

What's next?

The SONNET editorial team reviewed both current and future professional standards. To help social workers who are planning their assessment, we suggest using SONNET resources

Please note that SONNET training activities are not a substitute for professional training or professional development, which is carried out exclusively by educational organizations with the appropriate license.

Purpose of A.- Determining the level of qualification of an employee for compliance with his position.

Tasks A.: 1) administrative: checking the qualifications and business qualities of an employee, determining the level of his professional training and obtaining objective information to review wages, promotion / demotion, transfer to another job, dismissal, etc.; 2) quality assessment management activities(obtaining objective information to assess the quality of organization management); 3) providing employees feedback(assessment of the degree of their professionalism, compliance with the requirements of the organization), the use of feedback; 3) development of the creative potential of employees (determination of development goals and areas of priority training); 4) improvement of the personnel management process ( additional method monitoring the work of personnel, a way to maintain established performance standards, finding out the reasons for unsatisfactory work, etc.).

Principles of A. Corporate culture organization, of course, has an impact on the preparation and conduct of certification, but the following conditions are considered mandatory: 1) publicity - familiarization of employees with the procedure and methodology for conducting certification. A characteristic is compiled for the certified person, which can be discussed in the team structural unit; 2) democracy - taking into account all opinions when summing up the results of certification; 3) effectiveness - mandatory and prompt adoption of effective measures based on the results of certification; 4) objectivity - the decision of the attestation commission is made by a majority of votes; 5) the possibility to appeal the decision of the commission.

Preparation for A. First, preparatory stage certification project - development of principles, regulations and methods of certification. Preparation for certification includes:

- definition of goals and objectives of certification;
- choice of certification methodology and development of evaluation criteria;
- preparation of necessary documentation;
- organization of preparatory activities.

Documentation. When A. the following documents are used:

- administrative: orders, regulations, including the regulation on attestation, the order on attestation;
- methodical: instructions, recommendations, including instructions for storing personal information; memos for employees undergoing certification;
- organizational: lists of certified workers, certification schedules, etc.;
- instrumental (forms, forms necessary for the work of the attestation commission, attestation sheets, etc.).

The A. system, conducted by the Department of Labor and Social Protection of the Population of the City of Moscow, together with the Institute of Additional Professional Education for Workers social sphere, developed in accordance with the strategic directions of industry modernization, modern requirements of a dynamically developing system of social protection of the population; they are focused on creating mechanisms sustainable development professional education, the system of its constant renewal, taking into account the social and economic needs of social service organizations, the interests of the individual.

A. today is not just an assessment of the current state in the field of personnel development and the development of recommendations, but the foundation for the professional growth of specialists and the achievement of a professional “acme” by an employee.

Model A. in the field of social protection of the population of the city of Moscow consists of the following stages:

I. Preparatory stage.

II. Formation of a portfolio (private file).

III. Testing (for knowledge of the regulatory framework plus psychodiagnostics).

IV. Interview with the certification committee.

V. Summing up the results of attestation, making a decision by the attestation commission.

A., being an assessment procedure, also contributes to the professional and personal development of those being certified. Since A. is a process consisting of several stages, already at the stage of preparation for certification, the employee begins to take active steps to improve his own professional level: repeats the legislation, the regulatory framework governing the work of the organization of social services, eliminates gaps in knowledge regarding social work technologies, begins to actively study the best foreign and domestic experience of social work.

One of the stages of certification is passing a test for knowledge of the legal framework. Such a block of testing, so psychodiagnostics, is designed to identify and determine the level of managerial potential; assessment of individual-personal characteristics of those being certified; identify professionally important qualities of employees; assessment of business and emotional relationships in the team, identifying the informal structure of the team; predicting the behavior of employees in typical situations to assess potential risks associated with their activities, etc.

In the complex procedure of certification activities, the formation of a portfolio, which is prepared by the person being certified, takes one of the key positions. It is important to understand how he defines his achievements, what he wants to demonstrate as the results of his work, so the desire for some uniformity in the design and content of the portfolio seems wrong.

At the same time, there are mandatory elements of a portfolio: a title page, information about the author, an analysis of the effectiveness of professional activity, presented in diagrams and diagrams that reveal the content of professional activity, and a long-term development plan.

Certification takes place only in person in the format of a question-and-answer conversation between the participant and the members of the certification commission. Each certified person demonstrates his professional competence, practical experience, use innovative technologies social services, presents himself as a professional, presents plans for the development of his organization, department, as well as his own professional and personal development.

The results and results of A. contribute to:

1) objective determination of the professional level of industry employees for compliance with the professional standards of the position held;
2) continuous development of the professional level of employees of social service organizations;
3) orientation of managers and specialists to the development of modern social, pedagogical, psychological, information technologies;
4) approbation of modern models of social practices;
5) initiation and implementation of the professional and personal potential of employees of social service organizations.

N.V. Lebedev

Lit.: Belyatsky N.P. Personnel Management: Textbook. 2nd ed. Minsk: Modern school, 2010; Vesnin V.R. Personnel Management. Theory and Practice: Textbook. Moscow: Prospekt, 2010; Kibanov A.Ya., Zakharov D.K., Fedorova I.A. Evaluation and selection of personnel during hiring and certification, release of personnel: Educational and practical. allowance. Moscow: Prospekt, 2015; Mizintseva M.F., Sardaryan A.R. Personnel assessment: Textbook and workshop. Moscow: Yurayt, 2015.