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Characteristics from the place of work to prison. Characteristics from the place of work - sample

Consider a sample characterization for a worker from the place of work - a document characterizing the professional qualities of an employee. How and who should compose, what structure to follow, what style of presentation to use and in what situations it is needed.

The characteristic is made in free form, there are no universal forms. The main requirement for a document is the ability to accurately identify who it is about. Therefore, it is appropriate to include in the description not only the name, but also the passport details of the employee with the registration address.

To achieve the most understandable presentation, adhere to the following structure:

  • name of the organization and date of compilation;
  • employee's personal data - full name, date of birth, passport details, education, marital status (optional):
  • position;
  • experience;
  • main duties, functions;
  • level of qualification, professional characteristics;
  • achievements in the workplace;
  • additional education, advanced training during work in the organization;
  • personal characteristics that affect professional activities;
  • comments, shortcomings, claims of management (optional, only in negative characteristics);
  • purpose of compilation;
  • signature of the compiler (manager, immediate supervisor or employee of the personnel department).

The characteristic is compiled according to the requirements of the employee, at the request of the employer or for state bodies

In what cases might you need

There are several reasons why you may need to prepare a characteristic:

  • to attract disciplinary responsibility at work;
  • if the employee is nominated for an elective position;
  • at the request of state or municipal authorities;
  • at the request of the employee, for presentation at a new place of work.

The purposes of drawing up the document do not affect its content: the employer will reflect the same data there. That is, the characteristic at the place of requirement at the request of the employee will be similar to the document at the request of the state body.

Compilation rules

There are no strict rules for drafting - such a document is written in free form. Stick to the generally accepted structure and be able to prepare a description without significant difficulties.

Sometimes the writing of the characteristics is entrusted to the employee himself. This is a bad decision, because the document will turn out to be biased. The option is suitable for formal cases when the content does not matter to the employer. It is more correct to entrust the compilation to the immediate supervisor of the employee or an employee of the personnel department.

It is drawn up in 1 or 2 copies upon request, in paper form. It is endorsed by the signature of the director of the organization or individual entrepreneur.

The text should fit on 1 page and include only objectively important data about the professionalism, achievements, mistakes and personal qualities of the employee. stick to business information style, avoid clericalism, vernacular and emotionally colored expressions. Try to create an objective, accessible description of the employee, add facts and examples.

Reading the document should form an idea of ​​the key features and competence of a specialist.

Sample document

Recommendations will help to write a document more competently, but a practical example will be much more useful in any case. In the following sections, you can download a sample of the characteristic, borrow ideas and wording.

We will consider 2 options: positive and negative characteristics. In most cases, employers give their employees good marks, strive to note their professionalism and personal qualities. However, sometimes you have to remember the shortcomings, identify problems. For example, if we are talking about determining the severity of a disciplinary sanction, it is appropriate to recall the misconduct of an employee.

Let's analyze the "good" and "bad" characteristics on the example of the profession of an auxiliary worker.

Characteristic example

An example of a positive characteristic

In a positive characteristic, the professional and personal qualities of the employee are noted, which help to cope with official duties and maintain stable relationships in the team:

“Smirnov Ivan Petrovich, date of birth 11/30/1979, series and passport number ..., registered at the address ..., has been working at Klyuch LLC as an auxiliary worker since May 13, 2012. Married, two children, secondary education.

His duties include maintaining order in the territory, minor repairs of equipment, loading operations, as well as fulfilling the instructions of the heads of workshops and the director of the organization.

Attentive, agile, responsibly approaches the fulfillment of all assigned tasks. There are no discipline problems. Sociable, sociable, has established himself as a specialist, ready to help a colleague.

The characteristic is given at the request of Smirnov I.P. for submission to…”.

An example of a negative characteristic

What wording should be used if the employee's characteristic is negative? It is necessary to maintain unemotionality and objectivity of the presentation, to avoid insults. Allegations must be supported by facts. If this is not so important in a positive description, then in a negative one it is necessary to explain on what basis the employee is called, for example, “irresponsible”.

“Kuznetsov Arseniy Dmitrievich, date of birth 10/23/1977, series and passport number ..., registered at the address ..., has been working at Insurance LLC as an auxiliary worker since October 10, 2014. Married, has a daughter, secondary special education.

The duties of an auxiliary worker include maintaining order in the territory, minor repairs of equipment, loading operations, as well as fulfilling the instructions of the heads of workshops and the director of the organization.

Arseniy Dmitrievich has established himself as a mid-level specialist, not always able to solve the assigned tasks on time and with high quality. There are problems with discipline - 5-6 delays per month. In April 2015, he was reprimanded for appearing drunk at work. Not interested in the results of their work and promotion. In communication with colleagues is aggressive.

Conclusion

The characteristic reflects the main professional and personal qualities of the employee, supporting the statements with facts. A characteristic may be needed in several situations, but the purpose of compilation does not affect the content of the document. It is recommended to adhere to a concise presentation and unambiguous wording.

This document can be considered quite official. The characteristic can be compiled either at the request of the employee himself, or at the request of external sources. It is worth noting that a characteristic can also be compiled within the company for promotion. An example of a job description is always compiled directly by the head of the company or department. The main purpose of this document is to describe the abilities and achievements of an employee in a former job.

How to write a job description correctly

  • The document must be drawn up only on a sheet of A4 format. All text must be written in the third person. You can write in the present or past tense.
  • Initially, the name of the document is indicated and for whom it was compiled.
  • After that, it is necessary to indicate personal data in the first section.
  • After that, the entire work path of the employee in the company is described. Most often, the boss simply describes the activities of the employee (from what year and what position he held).
  • Provide additional information about education or advanced training.
  • Then the professional qualities of the employee are evaluated. How experienced is he in his field (how can he carry out analytical work, is he familiar with regulations, what were his relations with employees).
  • Description of personal qualities.
  • At the very end, it will be necessary to write where this characteristic will be directed.

Sample job description sealed and signed. Finally, we want to note that there are several types of characteristics: from the place of work, for the court, for the traffic police, for the driver, for production characteristics, for the military registration and enlistment office.

The content of the characteristics from the place of work

The submitted sample of characteristics from the place of work contains the following information:

  • Surname, name, patronymic of the employee;
  • Year of birth;
  • Education (secondary, secondary special, higher, etc.), specialty, name educational institution;
  • Place of work, position, period of work;
  • List of job responsibilities;
  • Merits and achievements, including promotions and penalties, if any;
  • Description of the qualities of the employee;
  • Information about the person signing the document.

The characteristic can be written both on the letterhead of the organization, and on a simple sheet of paper.

The document must be signed and certified with the seal of the organization.

In personal characteristics, it is worth noting organizational qualities (for managers), initiative, relationships with the workforce, the presence or absence of responsibility.

It is worth writing truthful information. So when writing a characteristic from the place of work to the court, the person who signed the document is responsible for the accuracy of the information.

The work time of an employee in an organization or department can be any, there are no restrictions in the legislation. So the document can be drawn up for a person who has worked for a month (for example, on a trial period).

The characteristic on the head is made on behalf of the higher head.

An example of compiling a characteristic from the place of work.

Consider an example of compiling a characteristic from the place of work (compiled on the letterhead of the organization). Also, the options below are good as sample reference from a previous job.

Option number 1: Sample characteristics from the place of work

Characteristic (sample)

This characteristic issued Petrichenko Valery Anatolyevich, born on November 1, 1978, working at the Center social protection children. Address: st. Kulagina 25 (details of the organization) from May 16, 2013 to the present day in the position of "Social worker".

Marital status: Married. Spouse Petrichenko Inna Petrovna, 11. 12. 1979 Children: Petrichenko Vitaly, born in 2000 and Petrichenko Anna, born in 2002.

Petrichenko V.A. graduated from the Volgograd Pedagogical University with a degree in Psychology, has a red diploma. This employee is distinguished by high professionalism, punctuality and responsibility. He has no disciplinary sanctions, he has letters of encouragement for participation in the conference “Protection of children is the responsibility of the state”. With colleagues and subordinates is in friendly relations, always shows restraint, patience and delicacy. In difficult, conflict situations with clients of the institution, he is always restrained, correct, has the ability to smooth out the problem and translate it into the mainstream of a peaceful constructive solution. Has no bad habits. Life guidelines are correct, he strives to help children from dysfunctional families, taking into account their needs and desires. Happy to take part in public life team, attends trainings personal growth and refresher courses.

This characteristic was issued for submission to the Social Protection Bodies of dysfunctional families.

Head of the Department of the Center for Social Protection of Children Bergs Natalya Mikhailovna.

Option number 2: An example of a characteristic for an employee

Characteristic (sample)

Issued to Nadezhda Petrovna Abakumkina, born on April 10, 1977, position - economist.

Abakumkina N.P. has been working at Finance and Credit Bank since April 16, 2010. During her work, she was repeatedly sent to advanced training courses, which she successfully completed under the programs: “ Financial statements 2016", "Analysis of the financial condition of the company", "Financial forecast in the current economic conditions".

Abakumkina N.P. has excellent skills business negotiations, has comprehensive knowledge in his specialty, attends seminars and trainings, always has the latest innovations and information in the field of economics.

Boss economic department Bank "Finance and Credit" Romanenko Vasily Petrovich.

Option number 3: Sample reference from a previous job

Breeze LLC Severny Branch

363750, Uryupinsk, st. Ukurennogo, 14

CHARACTERISTIC

Petr Nikolaevich Pupkin worked at Tau LLC from 05/13/2009 to 11/21/2012 as a senior sales consultant.

His responsibilities included the following: ensuring the presence of price tags in the window, timely re-evaluation of goods, compliance with the display of goods to the rules of merchandising, compliance with the working day by employees, as well as identifying violators.

P.N. Pupkin is disciplined, constantly improves his professional level, has repeatedly been trained at third-party trainings to improve the efficiency of personnel management and successfully applied the acquired skills in practice.

Has a diploma in higher education majoring in Enterprise Management.

P.N. Pupkin is friendly, sociable, enjoyed the well-deserved respect of the staff of the department.

The request to prepare a characteristic for an employee is most often addressed to specialists of the personnel department:

In the first and second cases, a ready-made characteristic from the place of work is needed to present it to some authorities outside the organization in which the employee works (for example, to the guardianship and guardianship authorities; or to the educational institution where he studies on the job ; or at a new place of work; or to the court). Thus, the characteristic is required by an external customer.

In the third case, some internal organizational procedures are being prepared related to the assessment of an employee, and the document will be used within the institution. His client is internal.

Specialists personnel service they are not obliged to write a characteristic on their own, because they cannot know the business qualities of each employee, but they must organize the preparation of such a document: contact their immediate supervisor, assist him in writing and processing the document.

The content will depend on the purpose of creating the characteristic. Therefore, consider various options frequently encountered in practice.

Examples of positive and negative characteristics

To begin with, let's give an example of a positive characteristic from the place of work. This is the most common option, which lists strengths person and his positive professional qualities.

Nikiforov Semyon Ivanovich is a high-profile specialist who has been working at Electrosystems LLC for 15 years. His total work experience is 22 years. During his work at Electrosystems LLC, he has established himself as a responsible, qualified employee. Semyon Ivanovich competently, quickly and effectively solves the tasks assigned to him. The projects of installation of electrical systems entrusted to him were completed with high quality and in a short time. The main positive qualities of Semyon Ivanovich are his responsibility and perseverance in achieving the goal. It is also impossible not to note his ability to competently explain the task to other specialists. Nikiforov Semyon Ivanovich was twice awarded with gratitude from the management of Electrosystems LLC.

Now let's give an example of a negative characteristic:

Mitrofanov Ivan Ilyich worked as a fitter at Electrosystems LLC for 1 year and 3 months. During this time, he did not show high professionalism. Despite some positive traits, Ivan Ilyich is characterized as a poorly disciplined worker. The lack of discipline was manifested in non-compliance with the deadlines for the completion of work, regular delays. Ivan Ilyich was subjected to disciplinary sanctions twice.

Characteristics for promotion

Encouragement can be initiated by the leadership of the organization. In this case, the requirements for the procedure can be flexible and determined by local regulations:, Regulations on Incentives, etc. Often, the package of documents for submitting an employee for promotion also includes a description of the immediate supervisor.

A sample of characteristics from the place of work to the worker who is planned to be awarded with a Certificate of Honor

To choose the right words for a description, you need to think about what qualities are considered the most valuable in the company, and based on this, define the employee. The example of a reference from the place of work, presented above, focuses on performance qualities. However, it is possible that in your company it is especially welcome:

  • dedication, loyalty to the company and its leaders;
  • or the ability to make decisions, take the initiative;
  • or a responsible attitude to the quality and timing of work;
  • or the ability to build relationships with customers…

But there is another type of encouragement - awarding state awards. Russian Federation. In this case, serious requirements are imposed on documents from the place of work (for more details, see Decree of the President of the Russian Federation of 07.09.2010 No. AK-3560). The letter contains guidelines regarding the preparation of award documents.

Sample characteristics for an employee to receive a state award

Characteristics when resolving the issue of recovery

The employee has committed a misconduct, and the question arises of a penalty: a reprimand or dismissal. There may be an internal investigation. What kind of punishment to choose? To answer this question, all the circumstances and materials of the incident are carefully examined. If taken into account positive characteristic from the place of work, containing such assessments as:

then the punishment for the employee who committed the misconduct may be mitigated.

Sample characteristic when resolving the issue of recovery

Rise characteristic

IN large organization, which has a branched hierarchical structure, or in state and municipal bodies, many internal procedures are strictly formalized. For example, exists. A set of documents for each participant in such a reserve includes characteristics. In them, the emphasis is on the qualities of an employee necessary for a candidate for leadership position: competence, strong-willed, organizational skills, intelligence and authority.

Upgrade Characteristic Sample

Characteristic during certification

The Labor Code does not regulate the procedure for conducting in an organization. However, if such a procedure is planned, it is necessary to draw up a local regulatory act - the Regulation on certification, approving it by order. The Regulation should contain a list of documents to be submitted to the certification commission, including a description of the employee being certified.

The description should include:

  • information about education, advanced training, position, work experience;
  • evaluation of the results of work and implementation of significant projects;
  • information about the presence or absence of penalties or rewards.

Sample characteristics during certification

Characteristics in court

During court hearings, characteristics of the defendant (accused) are often attached to the case materials: they can be requested by any participant in the trial, including the employee against whom the case was initiated. Look at the sample characteristics of the driver from the place of work - it has become a circumstance mitigating administrative responsibility (decision of the Davlekanovsky District Court dated August 23, 2010, case No. 12-93 / 2010).

The employer must remember that the document issued by him becomes a kind of testimony, and try to be as accurate and truthful as possible.

Sample characteristic for the court

Use in your work the sample characteristics for an employee from the place of work from the previous section as a template, substituting your own definitions.

This document:

  • drawn up on the letterhead of the organization;
  • includes personal data of the employee (full name, year of birth, marital status, length of service, position, education, etc.);
  • contains a detailed description of business and personal qualities;
  • ends with a phrase explaining the purpose of drawing up the document (most often “for submission to the court” or “for presentation at the place of demand”);
  • signed by the head of the enterprise;
  • certified with a seal (if any).

The phrase “characteristics from the place of work” will surely make many people remember the Soviet past. In fact, the document is indispensable when applying for a new job, it is often required in the courts and the police, in the guardianship authorities and in banks when granting a loan. Sometimes an employer's assessment decides the fate of a person, so you can't take it formally, according to a template. When compiling such a description, executive should be guided by general principles.

They draw up a document not in the official form, but taking into account. Characteristics are internal (not going beyond the organization), as well as external (provided to different authorities on demand).

In addition to evaluating personal and valuable qualities in work, the paper should contain some data about a person:

  • name, patronymic surname
  • year and date of birth
  • education
  • marital status information
  • military service data
  • honorary titles, the presence of state awards,
  • academic degree

Chief Physician of the Regional Municipal Hospital Sedov Viktor Mikhailovich.

Option II. An example of a characteristic for an employee

Granted to Vera Grigoryevna Levashova, born on November 9, 1985, working as a primary school teacher.
Levashova V.G. has been working at school No. 4 since August 25, 2007. In 2009, she took refresher courses under the program “Peculiarities of Psychology and Development of a Primary School Student”.

Levashova V.G. During her work, she showed herself as a high-class professional, striving for self-development and constantly working on herself.

The employee follows the innovations in pedagogy and successfully implements them in her work. Vera Grigoryevna is active in public life, preparing extracurricular activities. Enjoys respect among colleagues, not seen in conflicts.

Principal of School No. 4 Koltunov Evgeny Igorevich.

They are rather conditional, their form and content may vary depending on the situation, since there is no official template for writing a characteristic.

Job Description Template

The structure of the characteristics is simple, you can easily find it on the Internet. It is written according to the following plan:

  • date of the document
  • to whom the characteristic is given
  • name of organization or company, details
  • marital status of the employee, children
  • specialty education
  • business qualities of the employee
  • character traits of the person to whom the characteristic is given
  • where the document is submitted
  • position, full name, signature of the head

The indicated examples and the template should not be followed unquestioningly, since the Labor Code does not have clearly defined requirements for writing such papers. But, as in any other document, when compiling a characteristic, colloquial and jargon expressions should be avoided, adhere to the rules business speech, monitor literacy.

As for the content, the boss who draws up the characterization must remember that sometimes the characterization of an employee is by no means a formal piece of paper in the fate of a person. It is provided upon request to the courts, guardianship authorities, institutions where the fate of a person is decided, therefore, the preparation of such a document must be taken with all seriousness, evaluating professional and personal qualities not according to a template, but by collecting complete information about the employee.

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    • To answer

    For example, my former employer did not refuse to write a characterization, but on one condition, either I stay to work for him, or he writes such a characterization that they will not be taken to prison. And at a new place of work they ask me for a reference. How to influence the employer so that he writes an objective description?

    To answer

    Several times I had to change jobs, a characteristic from the previous one was never required. I think this document is not enough to create a positive impression about the employee, because you can write anything you want. the most best check- This is a probationary period.

    To answer

    In America, for example, without a recommendation from a previous job, you are unlikely to be hired. Because they look at the discipline and responsibility of the employee. If you quit and did not work for the required 2 weeks, then this will seriously spoil your career. It is the same with relations with colleagues, superiors, they do not like to conflict. In Russia, serious companies also take this practice, and in provincial cities it is more an exception than a practice.

    To answer

    I believe that at a new place of work, a positive reference will be very useful, and at a new place it is not a fact that the management will believe in its authenticity, so you need to show your qualifications in practice, and not in the form of recommendations.

    To answer

There are many reasons why a job description is required. It may be required in court, and in the military registration and enlistment office, and in employment at another enterprise or organization. The main objective of the document is to draw up a general portrait of the professional and personal qualities of a given person.

What is an employee characteristic

A characteristic for an employee is compiled and issued in the company or organization where he is officially employed. During the period of his work, a person shows his professional skills or lack thereof, achieves certain results in professional activity, achieves or does not achieve career growth. He develops certain relationships with colleagues and management, his role in the team is determined. The head of the employee requesting the characteristic should note in it his positive and negative qualities, advantages and disadvantages in work, professional achievements and blunders. To some extent, the characteristic is an indicator of the work of this person and the attitude towards him on the part of the management and the team.

In general, the characteristic from the place of work is an official document that serves as a review of the professional activities of a certain person, and also in some way focuses on his general human qualities or shortcomings shown during the period of work.

Job Description: sample content

When a job reference may be required

Many have faced the need to obtain a job description. It is required both in court proceedings and at the request of the military commissariat or law enforcement agencies. The future employer will also want to see the characteristics from the previous place of work, because he is extremely interested in who he actually hires, sometimes for a very responsible position. Not always the first interview can give a real picture of reality. In addition, the tone of the characteristics from the previous place of work can also say a lot, in particular, about the degree of conflict of this person. A lot sometimes depends on the characteristic: it can affect the decision of the judge to impose a measure of punishment (whether it be administrative or criminal), to accept its owner for a new one, sometimes much more promising work, to serve in the army, since the leadership of the military registration and enlistment office will take into account not only the profession received by the conscript, but also his achievements at the place of work, his existing skills and even his negative qualities, which may not give the opportunity to serve, for example, in a certain type of troops.

Today there are different opinions regarding the institution of characteristics as such. Some consider the characteristics to be a vestige of the socialist system, because it was in the Soviet Union that characteristics were given great importance, they were required almost everywhere, from joining the Komsomol to being appointed to responsible positions in the state apparatus. In practice, the characteristics often did not reflect at all real situation affairs. Negative characteristic, provided to its employee, in a certain way discredited not only the staff of the enterprise, but also its management: why could not they educate a worthy worker, where is the educational work of the party organization or social influence?

IN modern conditions the trend of providing positive characteristics to almost all employees continues to be relevant. Companies that try to work according to Western standards give their ex-employees testimonials-recommendations instead of testimonials upon dismissal. These documents really have a large share in making a decision on hiring a candidate for a job in another company. There is an unwritten corporate rule when business structures try to display in the characteristics of their former employees their real achievements, advantages and disadvantages. After all, no one knows exactly who will come to get a job tomorrow and to them. And about this person I would like to get at least more or less objective information from the characteristics from the previous place of work.

External and internal characteristics

Characteristics are divided into internal and external. The name itself says what they are for. For example, internal characteristics are issued for use within a particular enterprise, organization, company or other structure. External characteristics are supposed to be used outside of his or her limits.

Video: how to write a job description

Internal characteristic

It would seem, why is a characteristic needed for an employee who has been working for 15 years and everyone knows him perfectly inside and out. But according to the rules, the characteristic will be required to guide the structure when deciding whether to promote a person up the career ladder. A senior accountant, for example, sounds more proud (and more paid) than a regular accountant, and a senior manager is "cooler" than a regular one. The management wants to know (and sometimes relieves itself of a certain part of the responsibility in this way) whether the employee fits the position and whether it is worth appointing him to a higher position.

An internal characteristic will also be required when planning a responsible foreign business trip for an employee, when sending him to advanced training courses, sponsoring training in a higher educational institution in a specialized specialty, and so on.

The most unpleasant reason for requesting an internal characteristic will be the planned disciplinary action. Sometimes good feature can significantly affect the degree of corporate punishment.

Internal characteristics are required by the military when the command makes a decision to appoint them to a higher position, and also (in most cases) when assigning the next military rank, sending them to training. In penitentiary institutions, the chiefs write to convicts applying for parole (PARO) special characteristics, on the basis of which they petition for a reduction in the sentence. In this case, the characteristic can play a very significant role in the fate of the convict, whom it will help to be released several years earlier than the appointed end of the term.

External characteristic

In addition to the cases listed above, an external characteristic may be required when enrolling in a higher educational institution, when applying to a banking institution for a loan, when requesting permission to adopt a child, in some other cases. As a rule, the employer gives his employees in most cases positive characteristics. On the one hand, I don’t want to spoil intra-production relations, and on the other hand, I want to somehow stimulate a person, even if he actually deserves a much lower rating than given to him in an official document. Sometimes a person simply does not want to spoil his career, especially in those cases when he is going to climb the career ladder somewhere else.

This is what a positive job description looks like

How to correctly write a description from the place of work to the employee

When writing a job description, there are certain rules that are not recommended to be violated. You need to know that the characteristic is allowed in any performance: you can prepare it by typing it on a computer, or you can write it by hand. The document must fit on one A-4 page. However, if the dimensions are somewhat exceeded due to the content of the document, then there is nothing to worry about.

If an employee believes that the information in the description is distorted, does not reflect the real state of affairs, discredits him, then he has the right to attach his own information to this document. explanatory note, in which you can try to clearly and reasonably explain the reasons for one or another of your misconduct, as well as explain the reasons for any shortcomings in the work.

The characteristic from the place of work should be made in two copies. One of them is given to the employee in the hands, the second remains in the archives of the enterprise or organization. It should be said that when compiling a characteristic, a priori there is no form or statutory requirements. In the overwhelming majority of cases, characteristics are written on the basis of certain traditions that have developed over a long period.

In the characteristic, it is necessary to describe more or less extensively the employee's work path, his business and moral qualities, labor and social activities, achievements and shortcomings during work at this place.

If there is such an opportunity, then the characteristic from the place of work is better to be on the official letterhead of the enterprise or organization. It is desirable that it also has a company logo on it.

Comparison video: what a job description looks like in Germany

Step-by-step instructions for compiling a document

As a rule, the characteristic consists of a standard set of wordings and phrases, differing little from thousands and even millions of similar documents throughout Russia. The characterization is written in official language, without lyrical digressions. It has three parts: introductory, descriptive and concluding. Let's consider each of them in more detail:

  • the introductory part contains the title and indication of the name of the enterprise or organization, details, place and date of preparation of the document, personal data of the employee (in agreement with the person being characterized), for whom the characteristic is issued, the position he holds. This part can be considered purely formal;
  • The descriptive part should state the main information. It is necessary to describe the work path of the employee, at least for this enterprise or in an organization. It is important to note exactly what positions the employee occupied, which serves as an indicator of his career growth or, conversely, his fall. It is also worth indicating professional achievements at this place of work (for example, he was a project manager ..., participated in ..., successfully completed tasks for ... and so on). If a person has received additional education, completed advanced training courses, or something like that, then such information should be noted in the description. Further, in the descriptive part, an assessment of the professional skills of the employee should be carried out: has experience in the field of ..., is a professional in ..., knows the regulatory legal acts…, successfully conducts analytical work, meets deadlines, and so on. In the next subsection of the descriptive part of the characteristics, one should smoothly move on to the psychological qualities of a person and his general level of culture. When evaluating personal qualities, attention should be paid to the ability to communicate with colleagues, establish business relationship with partners to negotiate. Next, you should dwell on the most significant achievements of the employee. If a person decides to change the field of activity or gets a job at another enterprise for a certain position, then it is advisable to note achievements in areas that are somewhat similar to his future work. For example, a sales manager gets a job at another company as the head of the marketing department. In this case, it is desirable to describe the characteristics and his success in the field marketing research and a corresponding increase in the level of sales of the company. In the descriptive part of the characteristic, it will also be necessary to indicate specific information regarding this person if, for example, the document is supposed to be submitted to social guardianship or law enforcement agencies. But more on that below;
  • final part. In the final part of the document, information should be indicated on where and for what the characteristic is issued. If it is requested at the place of presentation, then it should be written that way. In addition, you will need to summarize everything that is described above. For example, in the final part of the description, such wordings are often found: “in connection with the above, the management of company N recommends this person ...” or “the administration of the ITU requests a reduction in the sentence and parole of the convicted citizen M.” etc. This will be a kind of conclusion of the characteristic, if it is required in relation to its content and purpose.

Hardened HR managers and executives understand that objective information very little in the description. Therefore, the characteristic was, is and continues to be a kind of formal document. At the same time, characteristics play a very significant role in trials when considering criminal or administrative cases. For example, a positive reference from the place of work will help to avoid being taken into custody, even if the offense committed is qualified by the court as socially dangerous. Of course, this is far from always possible, but in certain cases a positive characteristic still works. In the same way, a positive reference from the place of work will be taken into account by the investigator of the criminal investigation department, who decides whether to petition for the detention of a person under investigation or to limit himself to other measures, for example, a written undertaking not to leave. If, for example, it is planned to provide a testimonial to the social guardianship authorities, when the employee decided to take on official guardianship or become a foster parent for the child, then the testimonial from the place of work should focus on the high moral and psychological qualities of this person and on the fact that he is a wonderful family man, has a high level wages and is highly valued by management, has authority in the team. In this case, the social guardianship authorities will be of little interest in the professional achievements of the candidate for guardians or foster parents, but social workers will pay great attention his moral qualities. By the way, the characteristic from the place of work in this case will not be the only one that the social protection authority will require. Therefore, let's face it, there are only general trends in writing characteristics from the place of work. A lot, in particular, in the accentuation of certain information, depends on why and where this document is issued.

What absolutely cannot be indicated in the description

There is certain information that should not be indicated in the characteristic, or at least unethical. In particular, it includes:

  • Political Views. A job description cannot describe the political views of an employee, even if he is, for example, a member of a Masonic organization. This information is, to put it mildly, service record is incorrect and inappropriate;
  • religious beliefs. In an official document from the place of work, there is no need to indicate the religion of the employee, even if he performs prayer several times a day at the workplace;
  • living conditions. The description of the living conditions of a certain person is within the competence of other authorities;
  • trade union and social work. Neither the first nor the second have any direct relation to the professional activities of the employee for whom the characteristic is drawn up. If this information will be able to characterize it further with better side, then, in principle, it can be mentioned;
  • it is impossible to indicate in the characteristic from the place of work the personal and contact details of the employee. Their disclosure is illegal and may be included in this document only at the written request of the employee or with his written permission;
  • you can not enter into the characteristics of knowingly false information. For this, the employee can sue his employer in court. For example, if it is written in the characteristic that this person has repeatedly been brought to administrative responsibility for drinking alcohol in public places, then this will require appropriate evidence in the form of decisions on administrative fines. Otherwise, it can be regarded as slander or false information.

Who draws up and signs the characteristic

As a rule, the characteristics of the employee is his immediate supervisor. But if we are talking about a worker, whose leader is the foreman of the site, then the characteristic will be in best case foreman. Usually, this responsibility will be assigned to the head of the shop. In this case, the concept of direct supervisor is very relative. In the army, for example, a company commander is a description of his immediate supervisor- battalion commander It is the head of the unit that has the right to draw up a characteristic, whether it is a military, industrial, scientific, and so on. For the driver, the characteristic will be made by the head of the transport department, for the mechanic - chief mechanical engineer, for an accountant - Chief Accountant, to the chief engineer - director of the enterprise and so on. A characteristic can only be compiled by an official to whom the administration has delegated such powers and this is determined founding documents or the charter of the enterprise or organization.

After drawing up, the document is signed by the immediate supervisor of the employee for whom the characteristic was drawn up. But his signature will not be the only one. The characteristic must be signed without fail by the heads of the organization, enterprise, military unit, scientific institution, ITU, and so on. It is highly desirable to see on it also the signature of the head of the personnel department. At the very bottom is the date of the document.

And now the characterization is ready. Do not forget about two copies. In case of loss of the original characteristics, you can contact the administration and get a copy of it.

The second copy of the characteristics will be stored in the archive of the enterprise

Is a seal and stamp required on the characteristic

Since the characteristic from the place of work refers to the list of documents requiring official certification, it must have a wet seal of the enterprise or organization, along with certificates, petitions, business trips or letters of guarantee. A characteristic that is not duly certified loses its legal force and in certain cases cannot be used.

If the company does not have a seal, and to have it or not is the choice of the organization, there is no legal obligation, then it is permissible to draw up a characteristic without a seal. Then the signature of the head will be enough.

At small enterprises, there can be only one seal and stamp, if we are talking about large companies, then on the characteristic it is enough to put a stamp and seal of the personnel department. Provided that the document is letterhead. Subject to certification external characteristics. Internal ones can only be certified with the internal seal of the enterprise or the seal of the relevant department, if it has one. Accordingly, on the internal characteristic, the signature of the immediate supervisor of the employee for whom the characteristic is issued will be required. It all depends on the specific situation. For example, if a worker is planned to be promoted, then the internal characteristic is signed by the foreman and the head of the workshop, and is also certified by the seal of the workshop, if he has one.

Features of compiling individual types of characteristics

As already mentioned, depending on where, by whom and for what the characteristic from the place of work is requested, the features of its information content also depend. Let's look at the most common examples.

Characteristics from the previous place of work

Characteristics from the previous place of work will be required by the future employer of the resigned employee. The more positive it is, the better, the easier it will be to triple on Good work in the future, if it has not yet been found at the time of dismissal. The characteristic from the previous work bears all the signs of a recommendation, although it is not one in the full sense of the word. According to it, the future employer will be able to assess the potential of a candidate for a certain position and, with a certain degree of probability, be sure that the professional skills of the job seeker meet the requirements set by the employer. In this type of characteristic from the previous place of work, special emphasis should be placed on the professional achievements of the employee who has left or is leaving, his incentives, initiative, diligence, ability to multitask, and so on. It is also desirable to note sociability and the ability to find a common language with colleagues, which is also important, because a conflict person is unlikely to be of particular interest to a future employer. You should also focus on the duties that this person performed while working at the previous place.

IN Labor Code there is no established form and form of characteristics. There are only general recommendations.

To present to the police

Characteristics to the police from the place of work is usually drawn up at the official request. It focuses on the information that law enforcement officers require. As a rule, such a need arises when a company employee becomes a defendant in criminal proceedings in the role of a suspect or (which happens much less often) a witness. If, in an official request from law enforcement agencies, there are no wishes for the relevant information in the characteristics of an employee, then it is drawn up according to the usual principle. In this case, emphasis should be placed on discipline, strict fulfillment of one's duties, friendly relations with work colleagues, readiness for peaceful resolution of conflict situations. You should also include in the characteristic data on the position held, work experience and official duties. Particular emphasis should be placed on the absence (or vice versa) of facts of violation of labor discipline and penalties. If there are incentives at work, then you should definitely mention them. The characterization from the place of work to the police requires special attention when compiling, since, as already mentioned, it can have a certain impact on the course of the investigation.

When compiling a characterization to the police, it is (usually) entered with the personal data of the person being characterized, so it will be required written agreement on this.

An example of a job description for the police

Characteristics in court

A person may become a participant in a lawsuit. This is possible not only in criminal proceedings, but also in civil or administrative proceedings. In this case, a person can be in the role of a plaintiff or defendant, accused or victim. But in any role, it may be necessary to confirm the moral and psychological and business qualities this person. And for this, you should apply for a characteristic from the place of work. After all, it is at work that they are usually fully realized. In addition, judges do not perceive work colleagues as interested parties, which is important.

If the employer for some reason does not want to give a description, then in this case you can apply to the court with a request to make an official request. By the way, at the legislative level there are no levers for forcing the administration of an enterprise or organization to issue a characteristic for an employee, so his personal request can simply be ignored. The head of the court will not be able to refuse, since this is administrative offense with appropriate sanctions. The characteristic to the court is drawn up by the immediate supervisor or an authorized employee of the personnel department. If, for example, only ten people work at the enterprise, then the description is written by the manager (regardless of whether he is a hired manager or the owner of the enterprise).

Sometimes a positive reference can play an important role in court.

Characteristics in the military registration and enlistment office

A characteristic to the military registration and enlistment office is required as during the initial placement of a conscript on military registration, and immediately before his call for military service. If a young person is officially employed before being drafted into the Armed Forces, then the employer is obliged to give him a reference from the place of work. It (according to the rules) should be studied by a psychologist and serves as a tool for determining both the professional orientation of the future soldier or sergeant, and for compiling his psychological portrait. All this is done with the aim of choosing the optimal type of troops, military specialty, and sometimes even a place of service. For example, if the conscript has a driver's license to drive truck and has already managed to work in his specialty, having proven himself well, then with a high degree of probability the draft board will recommend him for the position of a driver in the ranks of the Armed Forces.

Characteristics in the military registration and enlistment office must contain general information, which concerns the work of a young person, his work experience, professional qualities, incentives and penalties.

Characteristics from the place of work will help determine the future military specialty of the conscript

Characteristics for a student going to practice

This characteristic must be compiled by an authorized representative of the administration of the higher education institution. As a rule, it is prepared by the curator, signed by him, followed by the signature of the dean of the faculty, the rector and the seal of the university. When referring to practice, special emphasis should be placed on the student's academic performance and achievements in studies, discipline and ability to self-organize. If a student has achievements in scientific work, then this is also worth mentioning. Especially if the practice has much in common with the direction scientific work young talent.

Characteristics to the guardianship authorities

When compiling a characteristic submitted to the guardianship authorities, one should follow the standard preparation procedure this document. Without fail, the emphasis is not only on professional activities, but also on human qualities.

Characteristic for certification

When passing the certification, each certified employee is given a characteristic. She is considered attestation commission. In this case, special attention should be paid professional achievements employee, moral and psychological qualities, level of culture, stress resistance. In this type of characteristic, management can express their wishes regarding the further improvement of the professional level of their employee. But the final decision is still made by the certification committee.

Characteristics to the bank

Sometimes, when applying for a loan, banks are asked to provide a reference from the place of work. In this case, emphasis should be placed on the length of service at a given enterprise or organization, the absence of violations of discipline, including financial. It is also important to mention that the employee constantly improves his professional level, which contributes to his career and financial growth.

The preparation of a characteristic from the place of official employment should be approached thoroughly, because sometimes this document can play an important role not only in a career, but also in a person’s life. It is also important to observe the appropriate information content of the document, given where it is required to be provided. The main thing is to approach this process with a soul, and not to consider the characteristic as just a kind of formal reply and formality.