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According to the results of certification, the workplace can be. The procedure for attestation of workplaces for working conditions - Rossiyskaya Gazeta

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Assessment of workplaces various companies and OOO

Until 31.12. 2013

Company "United consulting holding"offers certification of places in terms of working conditions at a low cost. Our company is ready to conduct certification at your request, the price is affordable, all the details can be found at the phone number listed on the website. From January 1, 2014, the certification was replaced by a Special Assessment of Working Conditions. ( On January 1, 2014, the federal law of December 28, 2013 No. 426-FZ “On a special assessment of working conditions” came into force) Our company has a professional level of holding such events, and the price for the services provided is lower than in similar companies.

The purpose of this procedure is a professional assessment of the working conditions of each employee of various companies and LLCs, as well as the identification and elimination of possible factors that pose a danger to the health and life of an employee.

All the rules and procedures for conducting legal attestation of workplaces, on legal terms for LLCs, were introduced into the legislation Russian Federation. Certification of places of working conditions has the right to conduct only the employer. Carrying out certification of working conditions in order to identify various harmful factors that are present in the workspace of all LLC employees, this mandatory check at each enterprise (LLC).

During the implementation of these measures for the LLC, certain rules and procedures for attesting places for each employee will be established. If necessary, employees are provided with protective equipment and accessories. Conducting a scheduled assessment will allow you to accurately determine which employees should undergo a medical examination. You can also determine who falls under the category of benefits and additional compensation.

The commission, which will carry out all activities, includes the head of the enterprise, specialists from the trade union and labor protection. Employees of the enterprise are obliged to familiarize themselves with all the results that the commission receives.

The employer, instead of himself, can entrust the management of the commission to a lawyer, a specialist in working conditions and personnel.

Organizations conducting attestation for an LLC should have nothing to do with the employer. This firm is a legal entity that is accredited in the Register of the Russian Federation for Moscow and all of Russia and has all the powers for this procedure. Contact a reliable organization that conducts certification of workplaces. To determine the cost of a workplace in the company "EKX" and find out the price - call the phone number indicated on the website. Our experts will tell you about the procedure and price of certification and what prices for individual services. Our reasonable prices and quality of services are unbeatable. The difference between the prices of our company and similar ones has already been appreciated by many of our customers.

Step-by-step stages of certification of each place of work for an LLC in Moscow and other cities of the Russian Federation (specify the price for the provision of the service by phone)

creating an order with which employees should be familiarized;
creation of a commission and appointment of the head of this commission;
determining the timing and procedure for verification;
creation and signing of the relevant document;
departure of specialists to the place of inspection;
processing and receiving all results;
creation of a protocol in the prescribed manner;
Creation scheduled work to improve working conditions in LLC;
creation of reports on the work carried out.

Before the employer decides to order a service from a third-party company that conducts attestations for an LLC, he has every right to demand from them such documents as

confirmation that the LLC has the right to conduct a quality certification of working conditions (in compliance with the rules and not exceeding the prices for the provision of services);
a document that confirms that the company is accredited in the Register of the Russian Federation for Moscow and other regions of Russia, has the right to conduct such checks.

Employer Responsibilities for Inspection:

Conducting a labor test implies that the employer is obliged to help and assist the certifying party in everything. Provide all necessary documentation. If necessary, request the necessary documentation and information from third parties. It is forbidden for the employer to hide documents or information, to take actions that will lead to a decrease in questions on the AWP and must be checked as carefully as possible.

Tasks to be performed by the attesting party

choose the necessary method for assessing working conditions
at the time of conducting, accurately determine the number of employees who need a special assessment of working conditions
carefully study all the necessary documentation
if necessary, ask the employer for all the necessary information

The certification of workplaces and conditions is carried out in accordance with necessary requirements and government regulations.

Certification for the workplace - a list of conditions

determination of the level of labor injury hazard
determination of compliance with hygiene indicators
Availability personal protection
general assessment of certification of workplaces in terms of working conditions of employees

An inspection at an enterprise or LLC with hazardous working conditions is carried out at 20% of workplaces, the minimum number of such places is 2. If non-compliance with the standards is found at one workplace, the inspection must be carried out at other workplaces. After carrying out the legal attestation of workplaces, an updated list of working spaces is obtained. For similar jobs, one AWP card is filled out. All activities that are necessary to improve working conditions are common to all similar jobs.

Checking on a workspace that changes its territorial location is carried out by analyzing standard technological operations. In this case, the timing of the inspection, in which the audit will be carried out, is indicated in the regulations. All features and details of the AWP must be regulated regulations from the employer and comply with the standards for the implementation of AWP. Our company will provide you with services for the highest level, the price is affordable, and the level of inspection is professional. The price for services depends on the form of the enterprise and the number of jobs.

You can also get acquainted with our other services and materials on them.

Why do you need job certification? Certification of workplaces for working conditions is an assessment of working conditions at workplaces, which is carried out to identify harmful or dangerous production factors and bringing working conditions in line with state regulatory requirements for labor protection. The established classes (subclasses) of working conditions affect not only the amount of additional contributions to the PFR, but also the amount of guarantees and compensations provided to employees in accordance with the Labor Code of the Russian Federation.

Since 01/01/2014, the concept of "attestation of workplaces" has been replaced by the term "special assessment of working conditions" or "special assessment of working conditions". And if earlier the issues of attestation of workplaces were regulated by the Order of the Ministry of Health and Social Development of April 26, 2011 No. 342n, now the special assessment is carried out in accordance with the Federal Law of December 28, 2013 No. 426-FZ.

But given that the attestation of workplaces and their special assessment are essentially the same, despite the replacement of the term “attestation” by the term “special assessment” in the Labor Code of the Russian Federation, these concepts are often still used as equivalent. As synonymous concepts "special assessment" and "certification" will be used in our consultation.

Is job certification required or not?

The Labor Code of the Russian Federation provides that the employer is obliged to ensure a special assessment of working conditions in accordance with the legislation on special assessment (part 2 of article 212 of the Labor Code of the Russian Federation). Therefore, a special assessment is mandatory for the workplaces of all employees, except (part 3 of article 3 of the Federal Law of December 28, 2013 No. 426-FZ):

homeworkers;
remote workers;
employees who have entered labor Relations with employers-natural persons who are not individual entrepreneurs.

Absolutely all employers are required to conduct a special assessment before December 31, 2018 (part 4 of article 8, part 6 of article 27 of the Federal Law of December 28, 2013 No. 426-FZ).

If before 01.01.2014 the employer carried out certification of workplaces according to the old rules, he may not conduct a special assessment of working conditions in relation to such workplaces within 5 years from the date of completion of the last certification (part 4 of article 27 of the Federal Law of December 28, 2013 No. 426 -FZ). This rule does not apply to cases where the employer has an obligation to conduct an unscheduled special assessment (for example, when newly organized workplaces are commissioned, upon receipt of an order from the state labor inspector, or when replacing production equipment that may affect the level of exposure to harmful or hazardous factors) ( article 17 of the Federal Law of December 28, 2013 No. 426-FZ).

We talked in more detail about the procedure for assessing working conditions and attesting jobs in a separate one.

Job attestation: how many years is valid?

In general, a special assessment of working conditions at the workplace is carried out at least once every 5 years. Such a period is calculated from the date of approval of the report on the special assessment (part 4 of article 8 of the Federal Law of December 28, 2013 No. 426-FZ). Thus, the period of validity of the attestation (special assessment) of jobs according to general rule is 5 years.

Penalty for the lack of certification of workplaces 2018

Violation of the procedure for conducting a special assessment of working conditions or its failure to conduct (part 2 of article 5.27.1 of the Code of Administrative Offenses of the Russian Federation):

a warning or a fine on officials from 5,000 to 10,000 rubles;
a fine on the employer-individual entrepreneur from 5,000 to 10,000 rubles;
a fine on the employer-organization from 60,000 rubles to 80,000 rubles.

Certification of workplaces in terms of working conditions is mandatory for all employers. Failure to do so will result in administrative liability. When conducting certification, it is important to follow all the stages of the procedure and take into account many nuances.

Dear readers! Our articles talk about typical solutions legal issues but each case is unique.

If you want to know how to solve exactly your problem - contact through the online consultant on the right or call by phone free consultation:

What it is?

Certification of working conditions is a series of activities, aimed at identifying harmful, dangerous production factors at the enterprise.

If such problems are found during certification, the leaders of the organization have the opportunity to take measures to bring the working conditions of employees in accordance with existing state standards.

Certification must be carried out with a certain frequency - once every 5 years. Subject to examination all jobs in the organization without exception.

During certification, the employer's performance of the following main organization conditions labor activity employees:

Watch the detailed video about certification of workplaces:

Legislative regulation

At the moment, in the legislation, the generally accepted term "attestation of workplaces" has been replaced by a new concept - SUT (special assessment of working conditions). The term is used in professional circles, but in practice the concept of “attestation of workplaces” is still used.

The main legislative act regulating the issue of certification, is No. 426-FZ "On a special assessment of working conditions." According to this law, every employer in without fail should conduct systematic attestation of workplaces in order to identify possible violations, dangerous and harmful factors.

Such checks allow improve security workers and improve their working conditions.

Who is undergoing the procedure?

Certification is aimed at assessing the organization of work at a particular enterprise, for this reason responsible for the test results officials whose responsibilities include ensuring proper working conditions in the organization.

With a small number of employees (less than 50 people), the following can be responsible for labor protection:

Head of the organization;
other authorized employee;
organization or specialist labor protection cooperating with the employer under a civil law contract.

In enterprises with more than 50 employees, a a separate labor protection service, or, at a minimum, the position of a labor protection specialist has been introduced.

By default, the responsibility for labor protection is assigned to the direct head of the organization. When it comes to IP, responsible person automatically becomes individual entrepreneur.

Who conducts certification?

Certification is carried out by the employer with the assistance of an accrediting organization. Acts as the accrediting organization entity accredited to carry out such inspections.

The fact of cooperation between the parties is confirmed by the concluded bilateral civil law contract. On the basis of this agreement, a legal entity, for a certain remuneration, makes all the necessary measurements, as well as an assessment of the working conditions of employees.

Based on the test, it is concluded on the compliance of working conditions in the organization with existing state standards, on the presence of violations, or dangerous and harmful production factors.

The organization involved in cooperation must have nothing to do with the employer. That is to be completely independent in conducting their research.

The law does not prohibit the involvement in certification several third parties. In this case, the employer can distribute between them a certain amount of jobs, or to divide the range of work performed on the basis of the contract.

To carry out the procedure, the employer creates an attestation commission, which includes:

Heads the commission employer representative. The composition of the commission, as well as the work schedule, are approved by the order of the employer.

Functions attestation commission:

management process;
implementation control for carrying out work;
package formation documents necessary for the procedure;
listing jobs to be checked;
holding special events aimed at study of working conditions(determining the presence of harmful factors in production, measuring the level of injury risk, determining the presence special clothing from employees, studying the composition of equipment and raw materials, comparing the obtained indicators with those of past inspections, etc.);
numbering jobs;
filling out cards attestations;
signing kart;
Preparation proposals for changes, or additions to employees;
grade the results obtained;
development of an action plan aimed at improving the level of labor protection.

Procedure steps

The process starts since the creation of the certification commission with an odd number of members. The employer approves the work schedule of the commission and the list of planned activities.

Main stages:

There are 4 main classes of working conditions in the workplace:

optimal (normal conditions, corresponding to existing standards);
admissible(minor impact on the body, which manifests itself exclusively at the workplace and disappears after leaving the workplace);
harmful(the impact on the health of employees of unfavorable working conditions can lead to occupational diseases that cause partial or complete disability);
dangerous(high probability of occurrence of occupational diseases, injury, or the appearance of a threat to life).

Attestation card and other documents

Certification card - a document that contains information about actual working conditions at the workplace, availability of compensation, recommended measures to improve the situation.

If there is a certain amount similar jobs a single attestation card is compiled for all these objects. The document is drawn up on workplace, which is the first in the list of similar jobs.

Sample Workplace Attestation Card (clickable):

The completed card contains the following required information:

Complete Name, details of the employer.
Employee position according to . The specified profession must correspond to the name in all-Russian classifier. If the required position is not in the classifier, an appropriate entry is made.
Name of the structural unit. If the employer does not structural divisions, an appropriate entry is made.
Number of similar jobs.
Number of employees By staffing indicating separately the number of women, minors.
Equipment list, materials, devices, raw materials used in the workplace.
Evaluation of working conditions(according to the degree of harmfulness, danger).
Description of the production environment(chemical factors, biological factors etc.).
Description of the labor process(severity, intensity).
Final grades conditions of the working environment, the labor process (based on measurements).
Class injury risk.
Provision of PPE employees(personal protective equipment).
Information about compensation(for hard work, for work with harmful, dangerous working conditions): the name of the existing compensation, the actual amount and procedure for calculating payments, the need to assign compensation to employees.
The need for medical examinations .
Recommendations to improve conditions, change the working regime, organize recreation.
Recommendations for recruitment.
Commission conclusion for the surveyed workplace.

Map signed chairman of the commission, its members. Also, the document is signed by a citizen working at this place.

The attestation card is compiled based on the results of the surveys. All instrumental measurements are documented in protocols. Forms of documents are established by normative acts.

The following protocols exist:

protocol for determining the severity and intensity of the labor process;
protocol for assessing the safety of the workplace;
protocol for assessing the provision of workers with personal protective equipment.

Test Results

At the end of the check, a final report for certification of jobs. The following information is attached to the report:

Maximum 30 working days after receiving the results of the inspection the employer is obliged to disclose the results obtained to the staff and post information in the public domain (for example, on the organization's website).

After that it is necessary take appropriate action aimed at eliminating identified violations, improving working conditions, reducing the level of harmfulness and danger at work, assigning appropriate compensation to employees, etc.

After the approval of the report (on paper, electronic media) and the signing of the order to complete the audit, the employer obliged within 10 calendar days from the date of signing the order to send to the territorial representation of the state summary sheet and information about the certifying organization.

In which case the workplace is recognized as certified:

no harmful and dangerous working conditions;
safety requirements are met;
conditions meet hygienic standards.

Jobs related to the 3rd class of working conditions (harmful) usually conditionally certified. At the same time, the class is indicated and proposals are made to improve the workplace.

The place is recognized as not certified when it belongs to the 4th (dangerous) class of working conditions. This rate is subject to liquidation or complete restructuring.

Nuances

An independent organization accredited to carry out these types of audits may refuse to cooperate with a particular employer.

Refusal may be received due to the unwillingness of the employer provide the experts with the necessary regulations or due to the unwillingness or unwillingness of the employer to provide the experts with the appropriate conditions for measurements and assessments.

How many years are certification results valid for? Every job must be assessed at least once every 5 years. The moment of the last check is considered the date of completion of the last certification of this workplace. The start date of a new inspection is the day the employer issues an order to create a commission and approve the work schedule of the commission.

Thus, the period of validity of attestation documents is equal to 5 years old.

New workplaces must be certified within 60 days from the date of their organization.

Cost and fines

The average cost of the attestation procedure for one workplace varies from 1000 to 3500 rubles. The amount depends on the quantity necessary procedures, measurements and assessments that must be made during the certification of a particular workplace.

There are the following administrative penalties for the lack of attestation:

Repeated violation of the legislation on the need for certification can lead to a significant increase in the amount of the fine and an extension of the suspension of activities. The head of the enterprise, who repeatedly violated the law, may be for a long time deprived of the right to leadership positions (from 1 to 3 years).

Thus, the certification of workplaces is mandatory procedure, which each employer must produce within the time limits established by law. For verification, a special commission, which checks the working conditions of employees and identifies possible violations.

Results heading to authorized bodies , and the employer organizes measures to eliminate the identified violations and improve working conditions in the organization.

Many already know that the certification of jobs has changed dramatically. The reason for this was the adoption of a new federal law and amendments to Labor Code RF. It is worth paying attention to the fact that the name of the procedure itself has changed. Now, instead of certification, a special assessment of working conditions is carried out. New rules come into force since January 2014.

Let's take a closer look special assessment working conditions and the main points that were affected by the changes. In our article, you will learn how this assessment is carried out, whether it is mandatory, who conducts it, and the sanctions applied to violators. So, let's begin.

Recent changes in the law

The main change was not only the change of the name of the process, the procedure itself changed radically. An important point there was also a significant increase in punishment for violation of the requirements established by law.

According to experts, the introduction of a completely new mechanism is due to the fact that the certification of workplaces, carried out earlier, did not give the desired effect and could not protect workers. The innovation should give an incentive to entrepreneurs to pay due attention to the special assessment, and the sanctions are designed to ensure the enforcement of the established rules.

According to statistics, 35% of all violations are the admission of those employees to workplaces who have not been instructed in labor protection.

Some simply signed, not paying attention to the study of safety regulations. Slightly less percent was scored by the lack of personal or collective protective equipment among workers. The top three "leaders" closes the lack of certification.

It will not be superfluous to remind managers and employees of the accounting department that at the time of reporting to the Social Insurance Fund, it will be necessary to indicate the presence of a special assessment. This requirement has been made from January 1, 2015. According to the results of the assessment, each workplace is assigned a hazard class. This will determine the amount of insurance premiums paid to the Pension Fund. There is a directly proportional relationship - the greater the harmfulness (class), the greater the pension contribution.

If it seems to you that this is nothing, then pay attention to the fact that the absence of a special assessment of working conditions automatically prevents the submission of a report for the quarter to the Social Insurance Fund, as well as the calculation of pension contributions. Thus, the "snowball" of violations of the current legislation begins to grow, and, consequently, sanctions for their non-compliance.

What should be done now?

A special assessment is a holistic set of activities that are aimed at identifying hazardous, harmful production factors, as well as assessing the level of their impact on employees, taking into account fluctuations in the actual value and the established standard. The main task of the special assessment is to determine whether the conditions of the workplace meet the requirements established by law, and to detect workplaces where working conditions are harmful or dangerous. Employees working in such conditions must necessarily receive appropriate compensation and additional guarantees.

A special evaluation is being carried out all employers without exception: and on various types enterprises and individual entrepreneurs. Workplaces of the following categories are not subject to verification:

belonging to workers who are engaged in home-based work;
employees working remotely;
employees of employers - individuals who are not individual entrepreneurs.

Previously, certification was required only at those workplaces where equipment is used, hand tools, machines, mechanisms, installations, devices, vehicles, apparatus or where sources of danger were located. Now inspection applies to any workplace, regardless of the factors and criteria applied in the past. This means that a special assessment of office staff jobs is also necessary. Before the adoption of the law, the issue of office jobs was debatable.

For this special assessment, special organization, whose experts professionally assess working conditions.

The legislator also worried about the transition period. An employer who has carried out an attestation of a workplace under the old legislation (before January 1, 2014) is exempted from the obligation to conduct a special assessment until the expiration of the results of this attestation. But no more than December 31, 2018. The certification results are also used for special assessment tasks - for organizing medical examinations, for informing employees about working conditions, for providing employees with personal protective equipment, calculating compensation, etc.

As for companies that have jobs with dangerous or harmful conditions labour, they must evaluate immediately. As well as with jobs that allow an employee to leave for an early retirement pension. Other organizations conduct a special assessment until December 31, 2018. The certification of workplaces, which was carried out in 2014, is considered illegal, and its results cannot be used. About it in question in a specially published Letter of the Ministry of Labor of the Russian Federation.

Detailed information about the special assessment is in the following video:

Who and how conducts a special assessment?

Let's start with the one who conducts the special assessment. According to the law, the obligation to conduct and finance the assessment rests directly with the employer. It is he, regardless of whether it is a legal entity or an individual entrepreneur, who organizes the assessment of the workplace of employees.

Now let's dwell on the timing of the special assessment, which are of no small importance. The timing directly depends on the type of assessment - scheduled or unscheduled. Planned is carried out at least once every five years. It is necessary to count five years from the day when the report on the previous special assessment was approved. At the request of the employer, a special assessment can be carried out even before the expiration of the previous one. This is possible if conditions in the workplace are improved. The question arises, why conduct a premature assessment, and not wait for the next one? The improvement will save on insurance premiums, employee compensation and personal protective equipment.

The need for an unscheduled assessment arises in the event of a change of office and the introduction of new jobs. It must be carried out within 6 months from the date of their commissioning.

The law also provides for other cases of unscheduled assessment:

when changing the technological process;
equipment replacement;
when changing the composition of the raw materials or material used;
after an accident at work or the establishment of an occupational disease due to the influence of hazardous or harmful factors;
at the request of the trade union;
when changing means of individual or collective protection, etc.

Moreover, during an unscheduled assessment, only jobs affected by the changes are subject to it. The procedure is similar to the procedure for scheduled certification and is contained in the order of the Ministry of Labor of the Russian Federation.

A few more words about the special assessment of similar jobs. Very often you can see that several employees work in the same conditions, performing the same functions, which means that their jobs are identical. In this case, the assessment is carried out in relation to 20% of jobs, but not less than two.

Similar means that the places are located in the same type of premises, their ventilation, air conditioning, heating and lighting systems are the same. It is also important that the equipment, materials and raw materials used by employees on similar places, must be of the same type, and personal protective equipment must be the same.

To start the assessment an appropriate commission is created and an organization specializing in its implementation is involved. Usually with such an organization they conclude civil contract. The head of the commission is directly the employer or his representative. It necessarily includes trade unionists, if they are at the enterprise, and a labor protection specialist serving this organization.

Then the experts begin to study jobs and identify among them those that are exposed to dangerous or harmful factors. Those places where there are no such factors are entered in the declaration, which is subsequently submitted to labor inspection. Where these factors exist, they should be carefully measured. Each place is assigned a class of working conditions.

The last stage is the commission report, which contains the following data:

a list of jobs with an indication of dangerous and harmful factors;
protocols of all measurements and tests;
expert opinions;
and etc.

The employer acquaints his employees with the report against signature. The review period is one month. If there is a site, the information from the report is published on it.

Possible fines and other sanctions

As for any other offense, failure by the employer to fulfill his obligation to conduct a special assessment of working conditions is subject to administrative liability in the form of a fine or suspension of activities:

The amount of the administrative fine for individual entrepreneur amount to five to ten thousand rubles or suspension of its activities for up to 90 days.
Legal entities that have committed violations will pay much more - from sixty to eighty thousand rubles. The suspension of activities is also relevant for them, the duration is similar.

For comparison, here are the previous amounts of sanctions:

individual entrepreneurs paid from one to five thousand rubles;
for legal entities, the violation cost a pretty penny - from thirty to fifty thousand rubles.

The body that holds employers accountable for this category of offenses is Rostrud.

A repeated violation threatens individual entrepreneurs with a fine of thirty to forty thousand rubles, for legal entities - from one hundred to two hundred thousand rubles.

So it’s worth considering what is better - to take care of the correct assessment of the workplace or pay a fine, or even lose profits that will not be received due to the suspension of the company or individual entrepreneur.

An accident at an enterprise in the absence of a special assessment is direct evidence of the employer's guilt for the court. In this case, this act is no longer subject to administrative sanctions, but to criminal ones. The punishment is: a fine - up to 400,000 rubles, correctional labor for 2 years, forced labor up to one year or imprisonment for up to one year.

What are the benefits of certification social workers? What are the features of certification medical workers per category? What regulates the regulation on certification for compliance with the position held?

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

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

In order not to get into trouble and be fully armed, to know all the pros and cons of this procedure, I, Alla Prosyukova, have prepared for you new article about staff appraisal.

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

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

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

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

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

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

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

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

You should know which categories of workers are not certified:

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

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

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

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

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

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

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

Form 1. Oral in the form of an individual interview

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

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

Form 2. Oral in the form of a collegiate interview

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

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

Form 3. Written in the form of tests

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

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

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

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

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

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

Stage 1. Drawing up a local regulatory act

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

Its approximate structure is shown in the table.

Approximate structure and composition of sections:

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

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

Stage 2. Formation of the certification commission

The commission is approved by the organization order.

The composition includes:

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

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

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

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

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

List of standard documents:

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

Stage 4. Certification

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

Stage 5. Obtaining certification results

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

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

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

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

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

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

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

audit;
outsourcing;
education;
consultations;
design work.

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

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

Services of Germes LLC:

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

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

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

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

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

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

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

Our advice will help you avoid problems in this matter.

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

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

Example
In the process of certification in LLC "Albatros" arose conflict situation when evaluating professional competencies system administrator Fedor Kuzkin.
The commission decided to downgrade Kuz'kin's category. Fedor wrote a complaint addressed to the director of the company, in which he drew attention to the incompetence of the commission members in matters of system administration.
Indeed, the commission did not have a single specialist in this area, and, therefore, they could not properly assess professional quality sysadmin Fedor.
The director of Albatros LLC agreed with Kuzkin's arguments and the recommendations of the attestation commission were not accepted.

Tip 2. Carry out certification only in the presence of an employee

Despite the fact that the law provides for cases of certification in the absence of an employee (unreasonable absence, unwillingness to undergo an examination), it is better to conduct it in his presence.

So you reduce the risk of conflict and challenging the result on the part of the assessed employee.

Tip 3. Trust third-party certification

If you want to get really high-quality certification results and get rid of a headache about this, I recommend ordering this event in specialized companies.

Such companies can be entrusted not only with the certification of personnel, but also, for example, with a special assessment of working conditions (