30.05.2012 11:52

There are 125 villages in the territory. Was not in all.

My responsibilities include the following:
- visits to settlements
- patronage of disadvantaged and low-income families
- identification of citizens in need of home care
- identification of low-income citizens
- assistance in preparing documents for social payments
= subsidies, EVF, child allowances
- assistance in preparing documents for obtaining documents
= passports, certificates "Veteran of Labour", "large family", etc.
- receiving and issuing humanitarian aid
- participation in the work of the JDN, the Council of Veterans, in the work of the school
- clarifications, as far as possible, laws and regulations on social. work
- acceptance of documents for financial assistance
- various consultations

In 2011, 668 people applied, including:
- pensioners - 142 people, disabled people - 108 people, family - 352, homeless people - 6 people, from MLS - 4 people, able-bodied population - 56 people.

273 people applied for financial assistance. 495,408 rubles were given out in financial assistance.
- payment for additional meals at school, payment for summer school camps, stationery sets (73 pcs), payment for gas, purchase of expensive medicines, food packages, payment for house repairs, financial assistance after a fire, etc.
In a difficult life situation, a monthly allowance is issued, which is assigned from 3 to 12 months. The amount is assigned depending on the financial situation.
For labor veterans with lower pensions living wage, a quarterly allowance is issued (we have 4 of them)
Shalimovo
Financial assistance - 98200 rubles
Monthly allowance - 33,000 rubles
Prod. sets - 4000 rubles
Payment for summer camp at school - 5850 rubles
Kants. sets - 6823.73 rubles
TOTAL: 147873.73
Batran
Financial assistance - 50400 rubles
Monthly allowance - 57,000 rubles
Prod. set - 8000 rubles
Camp payment - 3000 rubles
Kants. goods - 10787.66 rubles
TOTAL: 129187.66 rubles
Garbage
Financial assistance - 87800 rubles
Monthly allowance - 39,000 rubles
Camp payment - 4950 rubles
Stationery sets - 10969.55
TOTAL: 142719.55 rubles

Domozerovo
Financial assistance - 47,000 rubles
Prod. sets - 6500 rubles
Camp payment - 3000 rubles
Kants. sets - 4394.16
TOTAL: 60894.16

138 people applied for help in preparing documents for subsidies, UDV, child allowances, and issuing certificates.

Consultation was given to 232 people.

I leave for the settlements according to the schedule once a month, but, depending on the situation, I go more often. I also travel with social workers. protection, with ODN workers on difficult families, on complaints. Allocate a car Head of administration Kovtunovich L.T., deputies of the settlement Verolainen V.A., Suslova T.V., Golovin N.I.

A volunteer detachment was organized from the students of the Domozero school (9 people) - who take part in congratulating veterans, families on professional holidays, prepare crafts for them, travel through the villages with congratulations on May 9, on the day of the elderly.
In the Shalimov school, Musorskaya, Batranskaya, children also take part in these events.
I visit veterans and the disabled at home, those who do not leave the house. If necessary, I call honey. worker to them.
Our veterans' pensions have become more decent, so there are few requests for financial assistance. Mostly those who have done dentures, some operations are paid, bought expensive medicines on the recommendation of a doctor.
Application for financial assistance for paid honey. indications are accepted within a month, i.е. after a month, supporting documents for material assistance are not accepted.
If veterans or low-income families have made repairs in the house, changed the wiring and spent a lot of Money, you can apply for a mat. help. In this case, photocopies of supporting documents, a certificate of family composition, and family income are needed.

You can get free legal advice from the Department of Social Welfare.

For those in need of home care. First I give a consultation, and then after writing the application, the head of the home care department is called. It explains the rights of a veteran and the responsibilities of a social worker. worker.
Some veterans need clearance in social institutions. To do this, you need to go through the honey. commission. If the veteran cannot independently pass the honey. commission or he has no next of kin to help, I help them.
Currently there are places in the House of Veterans. But the documents are processed through Vologda.

I provide patronage to disadvantaged and low-income families. I help them with advice on various issues, issue humanitarian aid, help with the provision of firewood at a reduced price (this is mainly in Domozerovo), conduct explanatory conversations, and help with financial assistance.

The complex center "LAD" has a social taxi. Previously, it was in demand, now, when prices have risen, they practically do not order it in our side. But this service remained, so when someone needs it, order it. T. 21-39-50

Employee certification

Business assessment of personnel is a purposeful process of establishing the conformity of the qualitative characteristics of a person with the requirements of a position or workplace. There are two main types of business assessment of personnel: assessment of candidates for a vacant position or workplace in the selection of personnel and the current periodic assessment of employees in the course of personnel appraisal. If necessary, can be additional estimates when selecting candidates for training, promotion, for enrollment in the reserve.

The basis for promoting an employee up the career ladder is often certification - a special comprehensive assessment of their strengths and weaknesses(knowledge, skills, abilities, traits of character that affect the achievement of the goal), the degree of their compliance with the requirements of the position (at the same time, one cannot mix the qualities and information about them contained in documents, for example, a diploma), activities (complexity and productivity of labor) and its performance (contribution and contribution to the overall results of the unit and the organization as a whole). The assessment is carried out in order to determine the suitability of the employee for the position.

Evaluation within the framework of attestation can be related to the employee as a whole or local, relating to only one of his functions; prolonged - for a long period of time and expressive, aimed at current activities. The extended valuation is affected by past events; on the expressive - mostly emotions.

The object of certification can also be individual units (primarily managerial) and their elements, in particular the staffing structure, organization, complexity and working conditions, their impact on subordinates and performance results. This can also include workplace certification - comprehensive assessment its compliance with progressive technical, technological and organizational solutions, labor protection requirements, regulations and standards. The main objectives of such certification: rationalization, improvement of working conditions, elimination of inefficient or redundant jobs. The following types of certification are distinguished: final, intermediate and special (under special circumstances).

During the final certification, a complete and versatile assessment of the employee's production activities for the entire period is made.

Intermediate assessments are held at relatively short intervals, and each successive assessment should build on the results of the previous one. It is held once a quarter or even monthly.

Regular appraisals as the basis for promotion and remuneration are appropriate where the work is of an individual nature.

Special certification due to special circumstances, for example, referral to study, approval in new position is carried out before a decision is made.

The goals of certification can be explicit and implicit (latent). The explicit purpose, as already mentioned, is to establish in a formal manner the suitability this person to do some other work. The goals of certification can also be monitoring the fulfillment of the task, opening up the available reserves for improving work efficiency, resolving the issue of the volume, ways and forms of training, retraining, etc.

Latent goals may be as follows: meeting the requirements of a higher organization or management; giving more weight to previously made personnel decisions; acquaintance of the head with the employees; giving it more weight in their eyes; destruction of the mutual responsibility that exists in the team; activation of work; assigning formal responsibility for the placement of personnel to the attestation commission, etc.

In accordance with these meanings of the concept of "certification", it is necessary to distinguish the following components.

Regulations on the procedure for conducting certification - a regulatory document that defines its goals and objectives, terms, categories of certified and not subject to certification, the procedure for preparing, conducting and decisions made based on its results.

Certification of employees in the management bodies of social protection of the population is carried out in accordance with Article 48 federal law dated July 27, 2004 N 79-FZ "On the state civil service Russian Federation", which determines the procedure for attestation of state civil servants of the Russian Federation, replacing the positions of the state civil service of the Russian Federation in a federal state body, a state body of a constituent entity of the Russian Federation or their apparatuses.

The main criteria for certification are the amount of work of the employee, the results achieved in the performance official duties, the quality of the work performed, the level of education, the amount of special knowledge, work experience in this or a similar position, as well as positions that allow acquiring the knowledge and skills necessary to perform the work provided for this position, etc.

As a result of certification, either accepted specific solutions about job movements, or appropriate recommendations are made to the so-called "inventory card of the employee", containing information about his age, length of service, duration of work in this position, in previous places, conclusions about the appropriateness, timing, directions of promotion or its impossibility.

In addition to resolving the issue of promoting or retaining an employee in the same position, the purpose of certification may be to uncover existing reserves for improving efficiency. 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; human personality 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. both taking into account their own interests and the interests of management.

In practice, there are two main approaches to certification. In accordance with one, its meaning is to control and evaluate the activities of the employee, resulting in punishment, reward or promotion, and then the evaluators act as judges. With another approach, the emphasis is on finding ways to improve work, career development, etc., and assessors become advisers, consultants. In the first case, commissions formed from third-party independent experts most often act as assessors, in the second - the immediate supervisor. Accordingly, the forms of attestation also turn out to be different: either this is a periodic report followed by a “sentence”, or an interview and joint search solving tasks facing subordinates.

IN modern conditions criteria and indicators for assessing personnel are often developed jointly by the manager and the team and are based on a list official duties each, the tasks facing him, individual goals. A number of requirements are imposed on the indicators on the basis of which employees are assessed, including compliance with the objectives of the assessment, individualization, clarity, completeness and reliability of the reflection of the situation, ensuring comparison of results, both with the previous period and with other persons, other categories, reflection is not only statics, but also dynamics.

In practice, two evaluation methods are usually used: based on a qualitative description of the activity and its result, and on the basis of quantitative indicators, which can be represented both by real values ​​and by conditional scores determined by experts. At the same time, the results are evaluated according to the degree of achievement of the set goals, completeness, quality and timeliness of the tasks. The activity is evaluated by the intensity and complexity of the work, which is determined by such circumstances as complexity, independence, scale, responsibility, technological and managerial complexity: for various kinds work, these signs are differentiated. Business qualities quantification are practically not subject, education and experience are the basis for assessing qualifications. The formal result of the assessment may be the assignment of qualifications (for a specialist), recognition of compliance or non-compliance of the position with certain organizational conclusions (increase, decrease, retention, dismissal).

Certification in organizations should take place regularly, preferably at least once every three, maximum five years.

In our country, the certification procedure provides for three stages: preparation, implementation and decision-making.

On 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. For example, persons who have worked in an organization for less than a year are usually exempted from certification. Certification of women on maternity leave, as well as on parental leave until they reach the age of three, is carried out after their return from vacation.

For certification of employees in the departments of social protection of the population subordinate to the department of social protection of the population Krasnodar Territory, attestation commissions are created. The attestation commission is formed by a legal act government agency in accordance with parts 9 - 12 of Article 48 of the Federal Law of July 27, 2004 N 79-FZ "On the State Civil Service of the Russian Federation". The specified act determines the composition of the certification commission, the terms and procedure for its work.

The attestation commission includes a representative of the employer and civil servants authorized by him (including from the division for civil service and personnel, the legal (legal) division and the division in which the civil servant subject to certification replaces the position of the civil service), a representative of the federal state governing body public service or the state body of the subject of the Russian Federation for the management of the civil service, as well as representatives of scientific and educational institutions, other organizations invited by the relevant public service management body at the request of the employer's representative as independent experts - specialists on issues related to the civil service, without indicating the personal data of the experts. The number of independent experts must be at least one quarter of the total number of members of the attestation commission.

The composition of the attestation commission is formed in such a way that the possibility of conflicts of interest that could affect the decisions taken is excluded. attestation commission solutions.

The attestation commission consists of a chairman, deputy chairman, secretary and members of the commission. All members of the attestation commission have equal rights when making decisions.

The personal composition of the attestation commission, specific dates, the schedule for the attestation are approved by order of the head of the institution and brought to the attention of the attested employees at least two weeks before the start of the attestation.

An attestation sheet and a characteristic (representation) are prepared for the commission meeting, which describes production activity certified, information about their qualifications, business and personal qualities, attitude to the performance of assigned duties, conclusions are drawn about the directions for improving activities, rewards and punishments, compliance or non-compliance with the position and future fate. A response to a specialist is signed by his head and a representative of the trade union; feedback on the leader - the top leader.

At the stage of attestation, it is carried out with the invitation of the attested civil servant to a meeting of the attestation commission. If a civil servant fails to appear at a meeting of the said commission without good reason or his refusal to attest, a civil servant is subject to disciplinary liability in accordance with the legislation of the Russian Federation on the state civil service, and the attestation is postponed to a later date.

The attestation commission considers the submitted documents, hears the reports of the certified civil servant, and, if necessary, his immediate supervisor on the professional performance of the civil servant. In order to objectively conduct certification after consideration of the submitted by the certified civil servant additional information on his professional performance during the certification period, the certification commission has the right to postpone the certification to the next meeting of the commission.

The professional performance of a civil servant is assessed on the basis of determining his compliance with the qualification requirements for the civil service position to be replaced, his participation in solving the tasks assigned to the relevant unit (state body), the complexity of his work, its efficiency and effectiveness.

At the same time, the results of execution by civil servants should be taken into account. official regulations, professional knowledge and work experience of a civil servant, observance by civil servants of restrictions, absence of violations of prohibitions, fulfillment of the requirements for official conduct and obligations established by the legislation of the Russian Federation on the civil service, and when certifying a civil servant endowed with organizational and administrative powers in relation to others civil servants - also organizational skills.

The meeting of the attestation commission is considered competent if at least two thirds of its members are present at it.

The results of the appraisal are communicated to the employee immediately after the vote, drawn up in the minutes of the appraisal commission and entered in the employee's appraisal sheet (compiled in one copy), which are signed by the chairman, secretary and members of the appraisal commission who took part in the vote.

The attestation sheet and presentation of an employee who has passed the attestation is stored in his personal file.

The results of the certification are reported to the head of the institution within a week.

Labor disputes related to certification are considered in accordance with the current legislation on the procedure for considering labor disputes.

Based on the results of the certification of a civil servant, the certification commission makes one of the following decisions:

a) corresponds to the civil service position to be occupied;

b) corresponds to the civil service position to be replaced and is recommended for inclusion in the established order in the personnel reserve for replacement vacant position civil service in order of promotion;

c) corresponds to the civil service position to be occupied, subject to successful completion professional retraining or advanced training;

d) does not correspond to the civil service position being substituted.

The results of the attestation are entered in the attestation sheet of a civil servant, drawn up in the form in accordance with Appendix (Appendix B). The attestation sheet is signed by the chairman, deputy chairman, secretary and members of the attestation commission who were present at the meeting.

A civil servant gets acquainted with the attestation sheet against receipt.

The attestation sheet of a civil servant who has passed the attestation and a review of the performance of his official duties for the attestation period are stored in the personal file of the civil servant.

Within one month after the certification, based on its results, a legal act public authority or a decision is made by the representative of the employer that the civil servant:

a) is subject to inclusion in the established manner in the personnel reserve to fill a vacant position in the civil service in the order of promotion;

b) is sent for professional retraining or advanced training;

c) is demoted in the civil service.

If a civil servant refuses from professional retraining, advanced training or from transfer to another position in the civil service, the representative of the employer has the right to release the civil servant from the civil service position to be replaced and dismiss him from the civil service in accordance with the legislation of the Russian Federation on the state civil service.

After one month after the certification, the transfer of a civil servant to another position in the civil service or his dismissal from the civil service based on the results of this certification is not allowed. The time of illness and annual paid leave of a civil servant within the specified period is not counted.

A civil servant has the right to appeal the results of certification in accordance with the legislation of the Russian Federation.

Practical experience in the application of certification of employees of social protection bodies was considered on the example of the social protection department of the department of social protection of the population of the Krasnodar Territory in the city of Goryachiy Klyuch. In the study of the certification process, the following methods were used: analysis of documents (in the USZN DSZN Kr. kr. in the city of Goryachiy Klyuch, all documents related to the work of the department and the certification process itself were studied); observation (collection of primary information about certification, the work of all departments); personal conversation (conversations with the head of the USZN DSZN Kr. kr. in the city of Goryachiy Klyuch, deputy head).

On December 1, 2006, in the SSZN DSZN of the Krasnodar Territory in the town of Goryachiy Klyuch, an attestation of the employees of this institution was carried out. The certification was passed by the deputy head of the institution, heads of departments of the institution, leading specialists of departments, specialists of categories I and II, technical performers. Certification of employees of the institution was carried out in the direction - examination of the professional competence of the person being certified. Certification was carried out in the form of an interview. The attestation commission included: the head of the personnel department of the DSZN of the Krasnodar Territory, two experts from the administration of the city of Goryachiy Klyuch, the head of the USZN DSZN Kr. cr. in the city of Goryachiy Klyuch, deputy head of the USZN DSZN Kr. cr. in the city of Goryachiy Klyuch.

The basis for the certification was the application of the employee, which is submitted to the certification commission of the management before July 1. The certified workers were familiarized with the submitted materials two weeks before the certification.

The results of the attestation were communicated to the employees immediately after the voting, which were drawn up in the minutes of the attestation commission and entered into the employee's attestation sheet (drawn up in one copy).

Attestation lists and representations for employees who have passed attestation are stored in their personal files.

15 people - Corresponds to the replaced position of the civil service;

5 people - corresponds to the civil service position to be filled and are recommended for inclusion in the established order in the personnel reserve for filling a vacant civil service position in the order of promotion;

4 people - corresponds to the civil service position to be substituted, subject to successful completion of professional retraining or advanced training;

During the certification, the following problems were identified:

Specialists of category I, II of the institution are not always independent, they wait for instructions from the heads of management departments, avoid independent decisions, and even in simple cases are not able to show perseverance and perseverance in achieving the goal;

The work experience of some attested specialists and practical skills are insufficient to successfully cope with the case;

The quality of work of individual workers is satisfactory, sometimes mistakes and negligence are made in work;

Poor knowledge, mainly of category II specialists, of the legislation of the Russian Federation and the Krasnodar Territory.

The certification commission and the head of the department in which the certification of employees was carried out made the following proposals to solve these problems:

For the most effective work management personnel should be more independent, demanding and persistent in their work, and for this it is necessary that the heads of departments provide their subordinates with the opportunity to solve some issues related to their activities, but at the same time control the solution of these issues;

To improve the work experience, practical skills and knowledge of management employees, it is necessary to regularly retrain (retrain), improve the skills of management employees;

To improve the quality of work of management employees, it is necessary, firstly, to increase disciplinary responsibility, and secondly, to periodically conduct a study of the quality of services provided to clients who applied to the social protection authorities and, based on the results of the study, improve the quality of personnel work.

Summing up the above, it can be noted that the business assessment of an employee most often takes place in the form of certification. Its organizational implementation is formalized by an order for the organization, which gives it an official status and gives the right to use the results obtained to make organizational decisions in relation to a particular employee. Thus, attestation should be considered as the final, documented result of an employee's assessment.

MINISTRY OF SOCIAL PROTECTION OF THE POPULATION OF THE SVERDLOVSK REGION

ORDER

ON APPROVAL OF THE PROCEDURE FOR CERTIFICATION OF SOCIAL SERVICE IN THE SVERDLOVSK REGION

In accordance with the Decree of the Government of the Sverdlovsk Region of September 14, 2010 N 1319-PP ) "About introduction new system remuneration of employees of regional state budget institutions social services of the population and making changes to the Concept of the system of remuneration of workers of regional public institutions social services for the population Sverdlovsk region, approved by Decree of the Government of the Sverdlovsk Region of October 29, 2007 N 1055-PP "On Approval of the Concept of the Remuneration System for Employees of Regional State Institutions of Social Services for the Population of the Sverdlovsk Region" I order:

1. Approve the procedure for certification of specialists in social work And social workers social service organizations of the Sverdlovsk region (attached).

(in ed.)

2. Head of the Department of Technologies of Social Services for Citizens (Illarionov I.V.), Deputy Head of the Department of Family Policy and Social Services for Families and Children (Medvedeva Yu.Yu.), Heads of territorial sectoral executive bodies of state power of the Sverdlovsk Region - Departments social policy The Ministry of Social Policy of the Sverdlovsk Region, the heads of social service organizations of the Sverdlovsk Region, organize work on attestation of social work specialists and social workers in accordance with the Procedure for attestation of social work specialists and social workers of social service organizations of the Sverdlovsk Region.

(As amended by the Order of the Ministry of Social Policy of the Sverdlovsk Region dated February 10, 2015 N 46)

3. Recognize invalid the Order of the Ministry of Social Protection of the Population of the Sverdlovsk Region dated November 29, 2006 N 695 "On the establishment of an allowance for the qualification category of specialists and executives, social workers of regional state institutions of social services."

4. To impose control over the execution of this Order on the Deputy Ministers A.I. Nikiforova, V.Yu. Boyko.

(As amended by the Order of the Ministry of Social Policy of the Sverdlovsk Region dated February 10, 2015 N 46)

First Deputy
Prime Minister
Sverdlovsk region -
Minister of Social Protection of the Population
Sverdlovsk region
V.A.VLASOV

Application. PROCEDURE FOR CERTIFICATION OF SOCIAL WORK SPECIALISTS AND SOCIAL WORKERS OF SOCIAL SERVICE ORGANIZATIONS OF THE SVERDLOVSK REGION

Chapter 1. GENERAL PROVISIONS

1. This Procedure regulates the procedure for attestation of social work specialists and social workers of social service organizations of the Sverdlovsk Region (hereinafter referred to as organizations).

(As amended by the Order of the Ministry of Social Policy of the Sverdlovsk Region dated February 10, 2015 N 46)

2. The purpose of attestation is to determine whether the level of professional competence of social work specialists and social workers meets the qualification requirements when assigning a qualification category to them.

3. The main objectives of certification are:

1) stimulation of a continuous, purposeful increase in the level of professional competence of social work specialists and social workers of organizations;

(As amended by the Order of the Ministry of Social Policy of the Sverdlovsk Region dated February 10, 2015 N 46)

2) providing specialists in social work and social workers of organizations with the opportunity to increase the level of remuneration;

(As amended by the Order of the Ministry of Social Policy of the Sverdlovsk Region dated February 10, 2015 N 46)

4. The basic principles of certification: voluntariness, openness and collegiality, providing an objective and friendly attitude towards the certified.

5. Attestation is carried out by specialists in social work and social workers of organizations who have expressed a desire to obtain a qualification category, confirm or improve the existing qualification category.

(As amended by the Order of the Ministry of Social Policy of the Sverdlovsk Region dated February 10, 2015 N 46)

6. Specialists in social work of organizations can receive, confirm or increase in stages the following qualification categories: with a satisfactory level of professional, business and moral and psychological qualities, the second qualification category is assigned, with a sufficient level - the first qualification category, with a high level - the highest category, respectively. Social workers of organizations can receive, confirm or increase in stages the following qualification categories: third, second, first, depending on the level of professional, business and moral and psychological qualities: primary, secondary, high level respectively. The Commission has the right to assign an extraordinary qualification category.

(As amended by the Order of the Ministry of Social Policy of the Sverdlovsk Region dated February 10, 2015 N 46)

8. Qualification categories during the period of their validity, they are taken into account in all state budgetary and state-owned organizations of social services for the population located on the territory of the Sverdlovsk region.

(As amended by the Order of the Ministry of Social Policy of the Sverdlovsk Region dated February 10, 2015 N 46)

9. Control over compliance with the certification procedure is carried out by the Ministry of Social Policy of the Sverdlovsk Region, territorial branch executive bodies of state power of the Sverdlovsk Region - the Department of Social Policy of the Sverdlovsk Region (hereinafter referred to as the Department).

(As amended by the Order of the Ministry of Social Policy of the Sverdlovsk Region dated February 10, 2015 N 46)

10. Establishment by departments and organizations of a different procedure for attestation is not allowed.

(As amended by the Order of the Ministry of Social Policy of the Sverdlovsk Region dated February 10, 2015 N 46)

Chapter 2. CERTIFICATION COMMISSION

11. For certification and assignment of a qualification category, the following certification commissions are created:

1) the main attestation commission - in the Ministry of Social Policy of the Sverdlovsk Region for attestation of social work specialists for the highest qualification category;

(As amended by the Order of the Ministry of Social Policy of the Sverdlovsk Region dated February 10, 2015 N 46)

2) attestation commission - in the department for attestation of social work specialists for the first or second qualification category, social workers for the first qualification category;

3) an attestation commission - in an organization for attestation of social workers for the second and third qualification categories.

(As amended by the Order of the Ministry of Social Policy of the Sverdlovsk Region dated February 10, 2015 N 46)

12. The personal composition of the attestation commissions is approved by the order of the relevant body, organization. The composition of the attestation commissions should include: chairman, deputy chairman (co-chairman), secretary and members of the commission. The chairman of the attestation commission is the head or deputy head of the relevant body, organization under which the attestation commission is created.

(As amended by the Order of the Ministry of Social Policy of the Sverdlovsk Region dated February 10, 2015 N 46)

The composition of the attestation commission includes a representative of the elected body of the relevant primary trade union organization of the organization in which the person being certified works (another trade union representative authorized by the primary trade union organization of the organization).

(As amended by the Order of the Ministry of Social Policy of the Sverdlovsk Region dated February 10, 2015 N 46)

13. The specific dates, the schedule for the certification, the personal composition of the certification commission are approved by order of the head of the relevant body, organization and brought to the attention of the certified employees at least 2 weeks before the start of the certification.

(As amended by the Order of the Ministry of Social Policy of the Sverdlovsk Region dated February 10, 2015 N 46)

Chapter 3. ORGANIZATION AND PROCEDURE OF CERTIFICATION

14. Preparation for certification includes the following activities:

1) preparation required documents for certified employees;

2) development of certification schedules;

3) definition personnel attestation commission;

4) organization of explanatory work on the purposes and procedure for certification.

15. For each employee subject to certification, no later than two weeks before the start of its implementation, his immediate supervisor fills out a characteristic containing a comprehensive assessment: compliance vocational training employee qualification requirements for the position; his professional competence; attitude to work and performance of official duties; performance indicators for the calendar year preceding the date of compilation of the characteristics.

(As amended by the Order of the Ministry of Social Policy of the Sverdlovsk Region dated February 10, 2015 N 46)

16. The attested employee must be familiar with the characteristics presented for him at least two weeks before the attestation.

17. Specialists in social work and social workers of organizations submit the following documents to the relevant attestation commission:

(As amended by the Order of the Ministry of Social Policy of the Sverdlovsk Region dated February 10, 2015 N 46)

1) personal statement in the prescribed form (Appendix 1);

2) a reference from the immediate supervisor;

3) a report on the work for the last year, approved by the head of the organization in which the specialist works.

(As amended by the Order of the Ministry of Social Policy of the Sverdlovsk Region dated February 10, 2015 N 46)

18. The certified person has the right, in addition to a personal application, to submit to the certification commission any documented results indicating his professional competence and labor efficiency ( certificates of honor, Thanksgiving letters, diplomas, abstracts of speeches, methodological developments).

19. Certification of specialists in social work of organizations is carried out in one of the following forms qualification tests: exam, computer testing, interview, defense creative work, creative report.

(As amended by the Order of the Ministry of Social Policy of the Sverdlovsk Region dated February 10, 2015 N 46)

20. Certification of social workers of organizations is carried out in one of the following forms of qualification tests: exams and interviews, as well as by studying the documented results of the participation of the person being certified in social events at the municipal, regional, district and federal levels (social actions and competitions, scientific and methodological seminars) .

(As amended by the Order of the Ministry of Social Policy of the Sverdlovsk Region dated February 10, 2015 N 46)

21. A social work specialist and a social worker of an organization, before the expiration of the qualification category he has, but not earlier than one year from the date of their establishment, may own will pass certification for a higher qualification category in accordance with this Procedure. In case of refusal to assign the declared qualification category based on the results of early certification, the person being certified retains the qualification category he has until the expiration of its validity.

(As amended by the Order of the Ministry of Social Policy of the Sverdlovsk Region dated February 10, 2015 N 46)

22. The basis for extending the validity of qualification categories is temporary disability, being on maternity leave, child care.

23. A social work specialist and a social worker performing work in an organization on a part-time basis have the right to undergo certification in accordance with this Procedure.

(As amended by the Order of the Ministry of Social Policy of the Sverdlovsk Region dated February 10, 2015 N 46)

24. Based on the results of the certification, the certification commission makes one of the following decisions:

Assign (confirm) the declared qualification category;

Refuse to assign (confirm) a qualification category.

25. In case of refusal to the certified in the assignment (confirmation) of the declared qualification category, re-certification for the same qualification category at the request of the certified can be carried out no earlier than one year later.

26. The decision is made by a majority of votes by open voting and is considered adopted if at least two thirds of the membership of the attestation commission participated in the voting. In case of equality of votes, the decision is considered adopted in favor of the certified person. The certified person has the right to be present when the decision is made.

27. The decision of the attestation commission is drawn up in a protocol (Appendix 3), which is signed by the chairman (deputy chairman), secretary and members of the attestation commission who took part in the voting.

28. The decision of the attestation commission is entered into the attestation sheet of the person being certified (Appendix N 2), which is drawn up in two copies. One copy of the attestation sheet after the completion of the attestation and the issuance of the order is stored in the personal file of the person being certified, the second copy is issued to the person being certified.

29. The head of the Ministry of Social Policy of the Sverdlovsk Region, the Territorial Department of Social Policy of the Sverdlovsk Region, an organization, on the basis of a decision of the Attestation Commission, within a month, issues an order to assign (confirm) a qualification category to social work specialists or social workers.

(As amended by the Order of the Ministry of Social Policy of the Sverdlovsk Region dated February 10, 2015 N 46)

30. Labor disputes related to certification are considered in accordance with the current legislation on the procedure for considering labor disputes.

Annex 1. APPLICATION

FORM

Annex 1
to the Certification Procedure
social work professionals and
social workers of organizations
social services
Sverdlovsk region
(name of the attestation commission)
______________________________________
from _________________________________
(Full Name)
______________________________________
(position, place of work)

STATEMENT

Please certify me and assign (confirm)

Qualification category by position

Availability of a qualification category, its validity period

___________________________________________________________________________

___________________________________________________________________________

20__ Signature _______________

Phone: home _________________

official _________________

Appendix 2. CERTIFICATION SHEET

FORM

Annex 2
to the Certification Procedure
social work professionals and
social workers of organizations
social services
Sverdlovsk region

(as amended by the Order of the Ministry of Social Policy
Sverdlovsk region dated 10.02.2015 N 46)

CERTIFICATION SHEET

1. Surname, name, patronymic _________________________________________________

2. Year of birth _______________________ 3. Gender ____________________________

4. Information about education ________________________________________________

(educational institution, year of graduation)

___________________________________________________________________________

(specialty by education, diploma N, date of issue)

Additional information vocational education, increase

qualifications

Type of education	Year of study	Place of study	Names of the cycle, course of study

5. Work after graduation (according to records work book And

partnership certificates):

(position, name of organization, location)

from _______ to _______ ____________________________________________________________

from _______ to _______ ____________________________________________________________

from _______ to _______ ____________________________________________________________

from _______ to _______ ____________________________________________________________

from _______ to _______ ____________________________________________________________

6. Work experience in social service organizations _______________ years.

7. Work experience in this specialty _____________ years.

8. Other specialties __________________. Work experience - ______ years.

___________________________________________________________________________

10. Qualification categories for other specialties

___________________________________________________________________________

(indicate existing, year of assignment)

11. Academic degree ________________________________________________________

(year of assignment, N diploma)

12. Academic title _____________________________________________________________

(year of assignment, N diploma)

13. Scientific works(printed) ______________________________________________

(number of articles, monographs, etc.)

14. Honorary titles _____________________________________________________________

15. Business address, telephone ______________________________________________

16. Home address, telephone _______________________________________________

Head of the organization _______________ __________________________________

Place of printing Date

18. Conclusion of the attestation commission based on the results of the

attestations:

___________________________________________________________________________

___________________________________________________________________________

___________________________________________________________________________

Date and number of the order ________________________________________________________

Chairman of the attestation commission (signature)

Secretary of the attestation commission (signature)

I am familiar with the certification sheet _____________________________________

(employee's signature and date)

Annex 3. MINUTES OF THE MEETING OF THE CERTIFICATION COMMISSION

FORM

Appendix 3
to the Certification Procedure
social work professionals and
social workers of organizations
social services
Sverdlovsk region

(as amended by the Order of the Ministry of Social Policy
Sverdlovsk region dated 10.02.2015 N 46)

MINUTES OF THE MEETING OF THE CERTIFICATION COMMISSION

___________________________________________________________________________

(name of the body under which the commission was created)

N _______ Date _______________

Chairman _______________________________________________

Secretary __________________________________________________

Commission members present:

___________________________________________________________________________

___________________________________________________________________________

___________________________________________________________________________

Listened to: On the assignment of _____________________________________________________

(Full Name)

Questions to the assessed person and assessment of answers

1. _____________________________________________ complete, incomplete, incorrect

(emphasize)

2. _______________________________________________ complete, incomplete, incorrect

(emphasize)

3. _______________________________________________ complete, incomplete, incorrect

(emphasize)

4. _____________________________________________ complete, incomplete, incorrect

(emphasize)

5. _____________________________________________ complete, incomplete, incorrect

(emphasize)

6. _____________________________________________ complete, incomplete, incorrect

(emphasize)

Decision of the attestation commission:

Assign (confirm) __________________________________ qualification

(specify which one)

Refuse to assign (confirm) ____________________ qualification

by specialty ________________________________________________________

(specify which one)

Comments, suggestions of members of the attestation commission

___________________________________________________________________________

___________________________________________________________________________

___________________________________________________________________________

Chairman of the attestation commission ___________ __________________________

(signature) (surname, name, patronymic)

Secretary of the attestation commission ___________ __________________________

(signature) (surname, name, patronymic)

Members of the attestation commission ___________ __________________________

(signature) (surname, name, patronymic)

___________ __________________________

(signature) (surname, name, patronymic)

Practical experience in the application of certification of social workers on the example of the Sochi KTSSO "Chaika"

Practical experience in the application of attestation of social workers was considered on the example of the Sochi Complex Center for Social Services (KCSO) "Chaika".

The legal address of the Center: Sochi, Dagomys, st. Delegate 12.

In the study of the certification process, the following methods were applied:

• 1. Questioning,
• 2. Analysis of documents (all documents related to the work of the center and the certification process itself were studied at the KCSO); observation (collection of primary information about certification, the work of all departments and employees of the center);
• 3. Personal conversation (conversations with the director of the center, deputy director for social work, head of the personnel department, secretary with recording the conversation on paper).

The center began its work on September 1, 1996. There are 4,000 people serving at the center. KTSSO "Chaika" actively cooperates with the Department of Social Protection of the Population, the Council of Veterans of the District Department of Social Protection of the Population, polyclinics, the society of victims of political repressions, trade enterprises, cinemas, the Krasnodar plant of medicines.

The structure of the center includes:

department of primary admission, analysis and forecasting(primary reception, identification of needs for services; dispatching work, information, advertising and propaganda, analytical and prognostic, methodical work);

urgent social service department(providing emergency assistance of a one-time nature (food packages, humanitarian aid) to citizens who find themselves in extreme conditions and are in dire need of social support; consultations (legal, psychological));

department for family and children(social and legal assistance, family work, social rehabilitation, safety prevention, social patronage are provided);

department of social services at home(home care for disabled people of groups 1 and 2, pensioners, participants in the Great Patriotic War);

department of socio-medical care at home(service to wards who have partially or completely lost the ability to self-service);

department day stay (implementation of individual rehabilitation programs, catering, occupational therapy, cultural events, leisure activities);

department of medical and social rehabilitation ( medical Physical Culture, manual therapy, herbal medicine, massages, psychological relief room);

department of psychological and pedagogical assistance ( occupational therapy, vocational guidance, psychotherapy, psychocorrection, emergency psychological help(helpline)).

Certification of employees of the KCSO was held on December 17, 2006. In advance, by order of the director of the center, a list of persons subject to certification for this period was prepared, schedules for its implementation in divisions, the composition of the commission, rules and criteria for certification were approved. A composition of five people was submitted for certification: the head of the day care department, the social work specialist of the urgent social service department, the social worker of the social service department at home, nurse department of medical and social rehabilitation, accountant.

The Deputy Director for Social Work draws up an attestation plan in accordance with the Regulations “On the procedure for attestation of employees of institutions and organizations subordinate to the Committee for Social Protection of the Population of Moscow, which are on budget financing”

The order on certification, the list of those being certified is read out.

The following documentation is being prepared for certification:

job descriptions;

feedback (characteristic);

performance characteristic(written by department heads and deputy director for social work).

The minutes of the meeting are kept by a PC specialist (secretary).

Applicant is invited.

The presentation-review is read out by the secretary.

The service description is read out by the head of the department.

Questions of the commission to the certified.

Comments and suggestions both from the side of the certified person and from the side of the commission.

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 center, the description of the head of the day care department was written by the deputy director for social work; for a specialist in social work of the department of urgent social services - head of the department of urgent social services; for a social worker of the department of social services at home - the head of the department of social services at home.

It should be noted that before writing a review and job description, the head of the department using interview method (interview) talks with the employee in the "question-answer" mode to obtain additional data about him; using survey method conducts a survey of a person using a questionnaire for self-assessment of personality traits and their subsequent analysis; uses the so-called sociological survey- talking to employees different categories who know the person being assessed well for his subsequent objective assessment; observation method allows you to observe the employee in informal (at tea parties, etc.) and working environments (photo of the working day); also applies peer review method(determining the population and obtaining expert assessments ideal and real worker); and also used "critical incident" method- the manager creates a critical situation (for example, dissatisfaction of the KCSO client with a poorly rendered service) and evaluates the behavior of the employee in the process of resolving it (comes into conflict, makes a difficult decision, avoids conflict, etc.)

Based on the data received, the performance characteristics reflect:

Professional and ethical competence

availability of education

professional competence (knowledge, skills, experience)

degree of activity at work

sociability

motivation to work as a social worker

psychological stability

intelligence, culture

level of adherence to principles, ethics of a social worker

responsiveness, empathy, compassion of social workers.

Qualities of social work specialists necessary in the performance of official duties

ability to listen to customers

benevolence, kindness

competence, knowledge, outlook

ability to think logically

dishonesty, honesty

ability to accept practical solutions

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 the client's point of view

The results of work for the period preceding certification.

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 of the KTSSO "Chaika", an approximate list of indicators was developed to assess the qualifications of employees:

• 1. Education.
• 2. Work experience in the specialty.
• 3. Professional competence.
• 3.1. Knowledge of the necessary normative documents regulating activities.
• 3.2. Ability to make quick decisions to complete tasks.
• 3.3. The quality of the work.
• 3.4. Ability to adapt to new situation and adopt new approaches to solving emerging problems.
• 3.5. Timely performance of duties, responsibility for the results of work.
• 3.6. Intensity of work (the ability to cope with a large amount of work in a short time).
• 3.7. Ability to work with the disabled and the elderly.
• 3.8. 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).
• 3.9. The ability to quickly master issues that increase labor efficiency and work quality.
• 4. Industrial ethics, style of relations with colleagues and clients.
• 5. The ability to be creative and entrepreneurial.
• 6. Participation in commercial activities.
• 7. The ability 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 certification committee uses the most common methods for assessing labor productivity: forced choice method- the commission chooses from a set of descriptions of the employee those that correspond to him. A typical set of such descriptions includes indicators for assessing the qualifications of workers, developed by the director of the KCSO. An employee's performance is measured by a large number of selected positive descriptions; descriptive evaluation method- the commission describes the advantages and disadvantages of the employee's behavior in the implementation professional activity; management by goals (tasks)- the activity of the employee for the past period, related to the implementation of the goals and objectives of both the KCSO and social work in general, is being studied; decision method- 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.

The minutes of the meeting of the attestation commission are kept by the secretary. Evaluation of the worker's activity and recommendations of the commission are adopted by open voting in the absence of the certified person.

Based on the results of the survey of employees of the Chaika CSC in accordance with the certification plan for 2007, agreed with the Department of Social Protection of the Population of the Eastern Administrative District, the head orders:

confirm the compliance of the position held and the category of remuneration according to the Unified Tariff Schedule for the following employees…………

to confirm compliance with the position held and to establish from 01.01.2002 the following categories of remuneration according to the UTS for the following employees.

It should be noted that in connection with the Decree of the Ministry of Labor and social development RF dated May 31, 2001, No. 45, the range of salary categories for the position of "social worker" has changed from 3-8 to 5 to 8.

The results of certification are of great importance for the head of the KCSO as a specialist in personnel management. Studying the results of certification, the manager develops recommendations, his attitude to improving the efficiency of work together with the Department of Social Protection of the Population and other organizations.

The Department of Social Protection of the Population, in turn, receives data on the past certification, the development of the director of the center for future performance, and, together with the Committee for Social Protection of the Population of Krasnodar, develops guidelines heading towards the center.

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 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.

Goal of the work: 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.

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 are patterns that determine the nature and direction of development 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 pedagogue was introduced in the Russian Federation in 1991. In the qualification handbook, he is endowed with a variety of official duties:

• Identifies at enterprises, microdistricts of families and individuals 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, imprisonment employment contracts on work at home for women with underage 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 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.

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". 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 How final goal- achievement of 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, harsh 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 species activities;
• 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 used when a social worker performs the role of an advocate on behalf of a particular client or group of clients, as well as an assistant to those people who act as an advocate on their own behalf, this kind of activity includes assistance individual people in putting forward enhanced arguments, selecting documented allegations.

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- definition professional knowledge and skills, abilities, motives, personality psychology with the help of special tests with their subsequent decoding with the help of "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 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.

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 an 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 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 day or round-the-clock department, 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.

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 assessment 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.

The minutes of the meeting of the attestation commission are kept 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 do not become apparent 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.