Employee performance is poor. Negative reference from the place of work sample for the court. What does the document contain

04.04.2020

Instruction

Request all the necessary information for writing a testimonial from the personnel department. They will mainly be needed for writing the questionnaire part. Write characteristic on the letterhead of your company, which indicates its full name, details and contact numbers.

After the word characteristic, indicate the last name, first name and patronymic of your employee, year and place of his birth. List the educational institutions that he graduated from and the specialties received in them. Give a list of those enterprises in which this employee worked before joining your organization. Indicate only those of them where he worked for a long time, list the positions he held.

In the main part of the characteristic, reflect the data from which time the employee has been working in your organization, the position he occupies and the duties that he must perform according to his employment contract.

After that, evaluate how seriously and responsibly the employee took the performance of his official duties and the instructions that he received from the immediate supervisor. Reflect cases of lateness and absenteeism, list the penalties that were imposed on him for violations of labor discipline. Do not forget that the reprimand, which was issued by order, is automatically removed after a year. But, if your task is to characterize the employee negatively, then in the characteristic you can indicate that such penalties have taken place in the past.

In conclusion, write about his personal qualities and the relationships that he has with his colleagues. If there were quarrels and other incidents, then do not describe them in detail, just mention that this happened.

Approval of the characteristic from the immediate supervisor of this employee and the head of the personnel department, legal service. Sign it at the head of the enterprise and certify his signature with the seal of the enterprise.

The service characteristic is a document of internal use. It may be required in the case of certification, promotion or before issuing an order for violation of labor discipline. It can affect the severity of the punishment or confirm the high labor skills of the employee and become a reason for promotion.

Instruction

Take a piece of standard A4 size writing paper and write a title on top. Follow the sheet, indicate the word "Characteristic" and the surname, name and patronymic of the employee, his current position.

In the questionnaire part, indicate the basic information of a questionnaire nature: place and year of birth, completed educational institutions. Indicate the years of graduation and the specialties obtained during the training. List the main milestones of the labor biography - the organizations in which the person worked and the positions held at the same time, terms.

In the main part, tell about the work of an employee in your organization. List the positions that he held at different times, those duties that he was entrusted with. Reflect his attitude to work - advanced training courses that he completed, participation in conferences and seminars, scientific papers and publications. List the promotions that he received during his work in the organization. Note his personal contribution to the activities that the company is engaged in, projects that were completed with his participation.

Tell us about his personal qualities that help or hinder a person in performance official duties. Note his conscientiousness, creative approach to assignments, timeliness and accuracy of their implementation. Or vice versa, reflect in the characteristic optionality, lack of punctuality, fear of the new. As an immediate supervisor, you, like no one else, will be able to objectively characterize this employee, his working qualities.

In the description, also reflect the relationship with the team - goodwill, willingness to help or quarrelsome nature, a tendency to squabble.

What is the point of a review?

The characteristic for an employee contains an assessment of the professional and personal qualities of a person. It also contains other information. At the core are:

personal data;
the position held by the person;
its service life;
qualification and specialization;
success in the work path;
attitude to work;
moral qualities;
some characteristic features.

Each employee should have such a document. Thanks to him, you can assess the qualifications of a person and make a decision regarding his further employment.

A representative of the administration is able to write a review of any content (positive or negative). Then the letter of recommendation is signed by the head of the company and fixed with the appropriate seal.

All characteristics can be divided into two main types: external and internal. The first assessment option contains information that can be used outside the enterprise. Internal characteristic, on the contrary, is used exclusively within the walls of one company.

How to make an assessment and avoid mistakes will be presented below.

There are no restrictions on the form of the review, however, when compiling it, it is still recommended to adhere to certain rules. The document is printed in A4 format. It is desirable that these be company letterheads. Compilation of the assessment should be entrusted to a responsible employee. It is advisable that this is done by the head of the company. As mentioned above, a letter of recommendation for an employee must be stamped.

When compiling, it is necessary to adhere to a certain structure. The review is based on the title part, paragraph and 4 more sections. In the title, you must specify the details of the company, put the date of the assessment and the name of the document. The first section, or paragraph, contains the full name of the person, the year of birth and data on his education. In the second part, it is necessary to indicate the position held, when the employee was hired, his personal promotions and successes.

The third section contains information regarding incentives and penalties. The fourth part of the document is aimed at describing the personal qualities of a person. Particular attention is paid to his character, communication culture and professional skills.

The last section is aimed at specifying the destination of the characteristic. A well-written sample will help to draw up a document. You can rely on the above information.

Internal characteristic

Internal evaluation is applied exclusively within one company. To draw up a document, it is enough to adhere to some regulations. It can be a negative review or a positive review. The document is drawn up in case of sending an employee on a long or responsible business trip. Such information is necessary when transferring new duties or assignments to an employee. An example of a similar situation: the manager left, leaving his powers and work on a new project to a trusted person.

Feedback is compiled for certification and when resolving issues regarding promotion. This may be due to the expansion of the state and the emergence of new vacancies. Last option, in which a review may be needed - a measure of punishment or encouragement in relation to a particular employee.

A sample for internal characterization is optional. A review is drawn up in accordance with the requirements of the company, a great emphasis is placed on the activities of the employee. The document may contain information regarding creativity, striving for new achievements and other qualities of the employee.

External characteristic

External evaluation is used outside the company. It can be compiled by the head at the request of the employee himself or at the request of any state body. This can be either a bad characteristic or a positive review of the work.

The document is drawn up in certain cases. Basically, this is a loan taken by one of the employees of the company. To confirm the borrower's ability to work, the bank may request a characteristic from the company where the person works. Such information is required when enrolling in an institute, obtaining a visa and other documents.

A negative characteristic may impose a restriction on any permissions. Feedback is necessary to punish or reward a person. Compiling an external evaluation is a complex process. It is not easy for a personnel officer to write a review about a person’s work at the request of lawyers or other officials.

The difficulty of compiling lies in the fact that the employee does not know what kind of information is needed by government agencies. In this matter, you should consult with a specialist or the employee himself, on whom the review will be written.

positive and negative letter

The letter of recommendation must contain an unbiased assessment. However, often an employee needs to make several positive reviews at once. This is necessary for passing certification, receiving an award or career growth. Often such a sheet is needed by the guardianship authorities. When compiling a document, an emphasis should be placed on the good qualities of a person.

A negative characteristic for an employee is a controversial document. A bad review about a person damages the company itself. Indeed, based on this document, many questions will arise for the organization. Including regarding the employment of a negligent worker.

Despite this, a negative characteristic may be a necessary measure.

Law enforcement agencies are capable of requesting a document.

In this case, withholding information or trying to help a person can affect the company's reputation.

The negative characteristic is compiled according to the standard scheme. However, it is based not on positive, but on negative qualities of an employee. It is necessary to indicate all errors, shortcomings and other negative aspects.

If during the year the employee has not committed any illegal actions, any penalties are canceled.

Always asked to bring a testimonial. In Soviet times, the recommendation of a guarantor was replaced by a familiar characteristic. When it was necessary to get a job, or take a responsible position. Recently, such a thing as a letter of recommendation has come into common use. Now the characteristics are called letters of recommendation. Many had to deal with such a concept as a characteristic. There is a difference to request a characteristic, another to compose. To your attention is a sample that will save time for writing the correct document.

An example, a sample of a negative, negative, bad characteristic for an employee, an employee of an enterprise

Gnezdyshkin Alexey Mironovich, born in 1975. In 1997 he graduated from the Polytechnic Institute of the city of Tarasov with a degree in process engineering.

In January 2012, he joined Moe Doubt Dairy Plant LLC as a merchandiser. The duties of an employee for the period of work included:

Acceptance of raw products to warehouses
Organization of storage in a warehouse
Shipment of raw products to production
Accounting for warehouse balances.
Preparation of daily reports on the arrival / shipment of raw materials and products
Document management for work with clients and suppliers
Shipment finished products

From the very first days Gnezdyshkin A.M. established himself as a conflict worker. He expressed disagreement with the established methods of work and tried to make changes in the organization of the work of the warehouse according to the scenario that he was used to at his previous place of work. On this basis, on January 22, 2012, he had a conflict with his colleagues, which was prevented only by the intervention of the head of the warehouse. After the conversation, Gnezdyshkin's attempts to change the work of the warehouse ceased. But suddenly shortages of raw products began to be found in all the other commodity specialists. Gnezdyshkin himself began to appear at work in a state of intoxication, to persuade clients to drink, instead of doing the required work. On the night shift on February 14, 2012, under the guise of celebrating the original Russian folk holiday, Gnezdyshkin persuaded two drivers of heavy vehicles to take alcohol. As a result of the accident, there was a congestion and confusion in the warehouse, which led to the disruption of the dairy factory warehouse and a huge traffic jam outside the warehouse from other trucks queuing to load products. Gnezdyshkin was given a severe reprimand, a final warning and a fine. The apogee of Gnezdyshkin A.M. appeared drunk during working hours on February 23, 2012, debauchery in the warehouse, jumping on boxes and cans, dropping them from the racks on the heads of the guards who came to the rescue and shouting obscene threats towards other employees of the enterprise. After that, Gnezdyshkin grabbed a box of children's curds "Meat Miracle" and disappeared. He was arrested at a market selling stolen goods. The result was a fine, reprimand and dismissal. Gnezdyshkina A.M. should not be recommended for any job related to

First of all, let's remember what it is. A characteristic from the place of work is an assessment of a given citizen as an employee given by the head of the enterprise.

The document covers both professional and personal qualities person, significant to him, let's say, professional portrait. It is issued, as a rule, to an employee who works (or worked) in this company for at least six months.

This document is requested not at all out of idle curiosity.. Usually hoping for positive reference, a citizen is thinking about how to profitably expose himself in the eyes of a new employer, a creditor bank, board of trustees or court.

And if the employer gives the employee an assessment that is far from satisfactory, this means that the company would not advise anyone to take responsibility for such an employee or guardian, and in general to entrust him with special trust.

General rules for compiling

Of course, everything that is indicated in the document should not be taken “from the ceiling”, but carefully justified. One of the rules for writing a characterization sounds like this - a minimum of personal assessments.

You still can't get away from them, but should only indicate what is relevant to the work and what specifically manifests itself, as confirmed (for example, unremoved reprimands).

If the employer simply writes down how worthless this person is, such a characteristic will not be considered reliable.

Worse, if it comes to consequences, for example, they refused to receive a mortgage loan precisely for this reason, then a citizen can easily sue the characterizing person in court and even win it (Article 128.1 of the Criminal Code).

Next, we will look at how you can sample a not-so-good job description. What is a characteristic and how it is composed, look at the video:

There are no clear rules governing the compilation of a characterization model for a bad employee from the place of work. Nonetheless, The specification must include the following:

personal information of the person being characterized (passport data, marital status, what education he has);
what is the name of the company in which he works;
from what time, when dismissed (if already dismissed);
what is the qualification level;
whether there were promotions, transfers to other positions;
what achievements were noted;
whether there are outstanding charges;
personal characteristics - in terms of positioning oneself in relation to the team and superiors, the level of loyalty;
date, signature (usually the CEO and head of HR), seal.

Negative characteristic: a sample for the court

An example of a negative characteristic from the place of work:

cap. A sample of a negative characteristic from the place of work is drawn up from a third party CEO company - or the head personnel service. The outgoing number is placed in the upper right corner of the paper.
In the middle is written the name of the document - a characteristic. The next phrase is for whom - for example, for a laborer of the Society with limited liability"Glefa" Ivanov Ivan Petrovich February 02, 1990
"Body" of the document. Further, everything is written that answers the question - how this person worked and how he put himself in relation to the team and superiors.
For example: During the period of work at Glefa LLC as a handyman from 04/01/2015 to 04/02/2016, Ivanov Ivan Petrovich showed himself mainly from the negative side.
He treated his duties carelessly, repeatedly had remarks and reprimands for absenteeism, absence from the workplace during working time. There were repeated visits in a state of intoxication. The third and last of them led to dismissal (Article 81 Part 1, Clause 6, Clause "b" of the Labor Code).
He was extremely rude to his colleagues. Unsociable by nature, he did not enjoy respect among employees. He did not take part in public life.
Sergey Sergeyevich, General Director of OOO Glefa

What are the implications for the worker?

It depends on how it is composed and in what hands it falls. For example, having heard that a person was brought to even limited liability, he may not be allowed to work with money.

Or he intended to serve in the internal affairs bodies - but the portrait loomed such that it would be simply madness to trust such a service to such a person.

If for the court - the court may not show leniency. Or guardianship will refuse a person in, for example, the adoption of a child.

However, if the reason for the negative conclusions of the employer was only a “sharpened tooth” on former employee, that is, a simple desire for revenge, then he may challenge such a characterization in the Labor Disputes Commission or through the prosecutor's office.

True, for this you need to be 100% sure that the boss is taking revenge, and not stating facts that are unpleasant for you. To begin with, if there is information about penalties, then they should be exactly “hanging”, and not repaid.

BUT labor penalty automatically considered withdrawn, we recall, if during the year the employee did not make new flaws (Article 194 of the Labor Code).

Article 194. Removal of a disciplinary sanction

If within a year from the date of application of the disciplinary sanction, the employee is not subjected to a new disciplinary sanction, then he is considered not to have a disciplinary sanction.

The employer, before the expiration of a year from the date of application of a disciplinary sanction, has the right to remove it from the employee on his own initiative, at the request of the employee himself, at the request of his immediate supervisor or a representative body of employees.

So, writing a negative characterization is not only possible, but sometimes even necessary.

Of course, in this case, one can only rely on evidence and real facts, and not just personal antipathy towards a person.

Didn't find an answer to your question? Find out, how to solve your problem - call right now:

Characteristics from the place of work is not a relic of the past and is in demand in many situations. it special kind documents. However, a single spelling pattern has not been approved, despite its importance. The characteristic is an assessment of the employee of the enterprise by his immediate supervisor in writing. The employee is characterized according to certain criteria of professional and personal qualities, describes the work path and participation in the public life of the company.

The document can be drawn up at the request of an employee of the enterprise or at the request of external sources. The formal attitude of the employer to writing a characteristic deprives it of its individual affiliation and does not useful information for the addressee.

Basic performance requirements

Personnel officers call the characteristic “X-ray” of an employee, since it contains the main qualities of a person (personal and business), professional achievements, thanks and awards.

When compiling a characteristic, its purpose is taken into account. If for further career growth, then professional skills and business qualities, the employee's desire for development should be noted. Law enforcement agencies and the judiciary are more interested in the personal qualities of a person.

The document is always drawn up from a third party in the past or present tense (has, graduated), and the employee's actions should not be commented on. The characteristic should contain a dry statement of factors, without personal conclusions, assessments and judgments. The compiler must present the information as objectively as possible, excluding emotions and personal attitude towards the employee. Detachment will be the best "advisor" when writing a document.

Rules for compiling a document

In the process of writing a characteristic, one should adhere to generally accepted rules:

Use an A4 sheet;
You should not use abbreviations when writing personal information about an employee and his position.
The main part should contain not only information about career growth in the company, but also a variety of human achievements. It is important to highlight bright moments: work on serious projects, supervise tasks, participate in large-scale events.
If during work the employee improved his qualifications or took specialized courses, then this should be reflected in the document.
It is important to properly assess professional quality: good knowledge of theory, solving analytical problems, relationships with the team, meeting deadlines, etc.
Be sure to indicate personal qualities: the ability to communicate with colleagues and clients, to control oneself in conflict situations, to help if necessary. The moral and cultural development of man will not be superfluous.
List reward for Good work by the leaders.

Who draws up and signs

Most often, the characteristic is prepared by the immediate supervisor of the employee. In small companies, where one person oversees the affairs of the organization, he is in charge of compiling the characteristics.

The signature must be put by the person who compiled the document. If the company has a personnel department, then its representative also signs the characteristic.

Compilation procedure

The characteristic is drawn up on the letterhead of the company, is a document with an individual serial number and is certified by a seal. However, there are no regulations governing the rules and procedure for its preparation. You can build on GOST R 6.30-2003, which lists the basic rules for filling out and processing working documents.

In the production characteristics, a person is evaluated as a professional, taking into account business and personal qualities.

When writing, you can follow the algorithm:

Take the letterhead of the organization. The document must be on an A4 sheet.
Indicate the date of the document.
Write "Characteristic" in the center.
The words “Issued” are written and the full name of the employee, date of birth and position held are indicated.
The characteristic is written.
The final block indicates who compiled the document and in what position. Next to the full name, the compiler signs. The document is certified by the head of the department or the director of the enterprise.
Put the seal of the organization.
The characteristic is recorded in the documentation log, it is assigned a serial number.
One copy (original) is given to the employee or a third party with written permission. A copy is kept by the organization. A sample form is shown in the figure below.

The characteristic consists of several points:

Header, header:

title;
organization;
number when registering a document;
Name, position of the employee.

Details of the employee for whom the characteristic is being drawn up. They should be formatted as a single paragraph, which is the first.

Full name, date of birth;
education and the availability of academic degrees, specialty.

Employment and career growth:

the beginning of arrival at the enterprise, it is allowed to indicate the period of work in previous places;
briefly about career growth - when and to what position was transferred;
Availability additional education, qualifications, implementation of leading projects and independent work;
significant results of labor activity.

The presence of awards or penalties. Describe the achievement of the employee (the availability of certificates, titles, own developments).
Personal and business qualities of an employee - communication and psychological skills, level of knowledge and professionalism.
The purpose of issuing characteristics. In most cases, "presentation on demand" is indicated.
Signatures of the management team of the company.
Indicate the date of issue in the lower left corner. The seal of the organization is also affixed there.

Difficulties in compiling a characteristic

The main difficulty in compiling a characteristic is the lack of clear regulations and strict rules. This type of document is drawn up in any form.

When writing a description of an employee of an enterprise, a personnel officer or manager must be diplomatic and be objective in order to get a decent text. Before compiling, it is important to communicate with the employee's colleagues and immediate supervisor.

The characteristic should not consist of template phrases, since an objective assessment of a person is required. Flattering remarks can harm him.

The HR officer must evaluate the finished document. In case of difficulties, he has the right to contact a colleague without giving the personal data of the employee.

Evaluation of the qualities of an employee

Allocate business and personal qualities of the employee, his level of knowledge and experience. They can be positive or negative.

Evaluation of business qualities

Positive:

the ability to properly organize the work process;
fulfillment of the assigned tasks on time;
high quality of work;
the fruitful work of subordinates is organized, the quality of ongoing projects is controlled;
manifestation of initiative;
established relationships with colleagues and superiors;
a responsibility;
performance;
discipline.

Negative:

disorganization of the labor process;
delays in project delivery;
poor quality of work;
there is no ability to organize the work of the team, control over subordinates is not carried out;
lack of initiative;
tactlessness in relation to colleagues, official subordination is violated;
low level of responsibility or its complete absence;
failure to comply with management instructions;
violation of labor discipline.

Assessment of personal qualities

Positive:

goodwill;
sociability;
active participation in public life;
enjoys authority.

Negative:

conflict;
isolation;
avoids participating in corporate events;
authority is missing.

Experience and level of knowledge

Positive:

sufficient (good, high) level of professional knowledge;
extensive work experience in the position or specialty;
having certain skills.

Negative:

insufficient level of knowledge;
little work experience;
professional skills are not developed.

Types of characteristics

According to the type of application, the characteristics are divided:

External - compiled and provided to third parties. The document contains personal data of an employee of the enterprise, the distribution of which is prohibited by the legislation of the country. To avoid problems in the future, you must obtain the written permission of the employee for whom the characteristic is being drawn up.

When compiling an external characteristic, you can ask the employee what points to pay attention to the addressee.

Internal - used within the enterprise. The document is required when transferring an employee, raising or rewarding him, as well as imposing a disciplinary sanction.

There are no significant differences between internal and external characteristics. Both types are compiled in accordance with generally accepted rules.

The moments of drawing up an internal characteristic should be regulated by acts and documents, taken by leaders enterprises and signed by the director. The internal characteristic should contain data on the work done, confirmation of the fulfillment of the tasks set within the specified time frame. The presence of the employee at production meetings, despite the high workload, will be a plus. When compiling a negative characteristic, they indicate that the specialist is involved in many projects and spends enough time on their implementation.

But not all work has a positive result expected by management. For example, not enough time was devoted to a number of important cases. Here it is appropriate to list certain tasks ignored by the employee.

Positive and negative characteristics per employee

The characteristic is positive and negative. In the first case, the business skills of the employee, his professional potential, positive sides personality. In the second type, the characteristics reflect the failure of the employee as a professional in the field of activity, indicate character traits that impede effective work in the position held.

According to Labor Code Art. 89 the employee has the right to familiarize himself with the characteristics and attach a written statement with his own point of view on important points.

Where do you need a feature?

A positive reference for an employee may be required in the following cases:

from a previous job for a new employer;
admission to a vocational or higher educational institution;
at the award;
with a planned promotion;
translation into new position;
category upgrade;
payment of remuneration;
awarding certificates and diplomas;
loan processing.

Negative characteristic is needed:

for law enforcement agencies;
to court;
financial structures;
upon disciplinary action.

Example of a positive characteristic

As mentioned above, positive references should include strengths employee: his professionalism, desire for growth and development, quick learning, etc.

“Full name has 20 years of work experience at the enterprise. During his work, he proved himself to be a qualified specialist who competently and rationally solves the problems set before him. production tasks. All assigned projects were implemented as efficiently as possible with full dedication, some of which were complex and time-consuming.

The IO has such qualities as high activity, purposefulness, responsibility for assignments, dedication. Separately, it should be noted the talent of training young professionals and the willingness to help colleagues under any circumstances.

The IO has received many awards and commendations: diplomas from the relevant ministry, commendations from the company’s management.”

The second example of a positive characteristic: “Name has been working in the LLC since 2015. During his work, he proved himself to be a conscientious and competent worker.

The high level of culture, the desire for self-development make the IO a valuable employee who finds a common language with colleagues and superiors. Stress resistance, the ability to quickly resolve the conflict, sociability allow him to complete tasks in the shortest possible time. The IO was encouraged several times by the management with certificates and thanks with the entry of information in the work book.

Diligence and a high level of responsibility distinguish the IO in the work team. During the period of work at the enterprise, he had no penalties and reprimands.

“Name worked in the company for 2 years. Despite a number of positive qualities, he is characterized as an employee with low professional potential.

This was manifested in non-compliance with the deadlines for the implementation of projects, poor quality of work, lack of organization and discipline.

AI has been subjected several times disciplinary action and has reprimands in a personal file.

The attitude towards the team is dismissive, there is no ability and desire to establish contact with colleagues. Does not provide assistance to new employees, despite direct responsibilities. Constantly rejects offers to participate in public life.

Another example of a negative characterization of a junior accountant: “Full name was an employee of StroyGarant CJSC from 2015 to 2016. During this period, the Institute did not show any special professional qualities, often refused to perform official work for reasons that were not exculpatory factors.

Despite the desire of the team to get closer to the IO, a common language with him was not found. Numerous cases of rude attitude towards clients and colleagues have been recorded. Severe reprimands did not lead to correction of the worker's behavior. The violations committed were entered into a personal file. Since the attitude towards the work of the Institute has not changed, we parted ways with him by mutual agreement.”

Characteristics for specific situations

The purpose of the characteristic will determine its features, which are important to consider when writing it.

Upon dismissal

If an employee moves to a new place of work, then the previous manager must include the following items:

description of the employee's business qualities;
compliance of the employee with the position;
development of professional qualities.

It would be useful to list personal qualities that are important for a future position: quickly establish contact with others, the ability to eliminate conflict situations, responsibility, initiative, etc.

There are cases when the employer cannot speak positively about the employee, respectively, and fires him. The leader can legitimately tell the nuances of working with a person, even the most impartial ones.

A negative characteristic can negatively affect the leader or the company. How did a professional hire a mediocre employee?

The description indicates any shortcomings of a personal and professional nature: conflict, failure to meet deadlines, inadequacy of the position, violation internal regulations etc.

To the judiciary

The document for the court should be given Special attention. A request for a characterization from a place can be sent by robots in case of a criminal or administrative offense.

The referee uses the information to make a fair decision. The main problem for the leader is the lack of specific requirements from the judiciary. It is difficult to determine what information will be useful to the judge and not harm the employee of the enterprise. It is better to contact a lawyer and talk with the employee himself. An example of a specification for a court http://delatdelo.com/files/xar_sud.doc.

Be sure to note that the document is intended for the judiciary. If the employee has been working for less than six months, then you can request information from the previous place of work.

For the police

For law enforcement agencies, a characteristic indicating personal and business qualities is important. Professional skills will not be valuable information for them.

You can talk about relationships with colleagues, list awards and penalties for violations, if any. It is important to remember that the statute of limitations for violations of internal regulations is one calendar year. After him, all offenses should not be included in the characterization.

An example of a characteristic for law enforcement http://delatdelo.com/files/xar_policiya.doc.

For awarding

Rewarding an employee with a distinction requires the preparation of certain documents. Encouragement can be for impeccable work, high performance, exemplary moral character, etc.

The characteristic for the Ministry will be a petition for granting state award valuable employee. When compiling it, it is imperative to comply with the requirements of GOST R 6.30-2003.

The leader must indicate participation in various projects, contribution to new technologies and innovative developments, participation in conferences, symposiums.

Features characteristics for awarding:

The purpose of the characteristic is to present for an award. It is important to indicate positive personal qualities and achievements in a particular area. If the award is not related to labor activity, then more attention is paid to human qualities: responsiveness, kindness, etc. Information must be objective.
Any award is given to people with certain merit, and not just a performer. Legislation establishes a list of these merits.
When presented for an award, the characteristic may be part of any document (representation, letter of petition). Before its execution, you need to understand the forms of submitted documents.

To the military registration and enlistment office

In most cases, it is required educational institutions but sometimes from the employer. The characteristics indicate the relationship in the team, behavior in a conflict situation, the ability to adapt to new conditions.

What is not written in the description

The leader is not limited in compiling the characteristics, but it is worth adhering to the basic rules. The following is prohibited:

Emotionally colored words and insults. Business etiquette does not accept personal relationships.
Invalid information. The characteristic should contain only reliable information from the place of work. Unprofessional qualities are omitted: religiosity, living conditions, political views, nationality, etc.
Violation of the law on the protection of personal data. Transfer of information should be only with the written consent of the employee.
Grammatical, syntactic, morphological errors. If an error is detected, the characteristic is rewritten.

Violation of these requirements makes it possible to appeal the issued document.

When writing a characterization of an employee, organizations take into account many factors: purpose, the presence of merits or reprimands, business and professional qualities. If you follow the above recommendations, then there will be no problems with compiling the characteristics. The size of the characteristic depends on the desire of the management to enumerate the merits or penalties of the employee.