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Improving the efficiency of social workers through certification. Administration of the Municipal Formation Yuzhskoye Questions on certification of a social work specialist

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Introduction

Chapter 1. Training of specialists social work

1.1 Features of the training of social work specialists

1.2 Modern approach to assess the effectiveness of professionally important qualities of a social worker

Chapter 2. Activities of a social work specialist

2.1 Professional portrait of a social worker in labor activity

2.2 Social work technologies

2.3 Social work specialist in the system of legal relations

2.4 Significance of social work for society

Chapter 3. Certification as a comprehensive method for assessing the professionally important qualities of a social worker

3.1 Personnel assessment methods

3.2 Certification as a comprehensive method for assessing social workers

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

Chapter 4. Experimental study of professionally important qualities of a social worker

Conclusion

List of used literature

Introduction

In 1991, by the decision of the board of the State Committee of Education dated July 13, 1990, No. 14/4, the institution of “social work specialist, social work specialist” was officially introduced into the list of positions. Since September 1990, for example, the professional training of social pedagogues has already begun, the content, forms and methods of work of social pedagogues have been determined, professional requirements to them.

Relevance This work follows from the fact that the institution of "social work specialists" is currently undergoing its formation and there is a need for high-quality professional training and intensification of the activities of specialists in this profession.

Goal of the work- study of professionally important qualities of a social worker.

Research hypothesis- the effectiveness of social work is associated with the level of development of professionally important qualities of a social worker.

object work is the scope of training and the specifics of the work of a social worker.

Subject of study- professionally important qualities of a social worker.

To achieve the goal and prove the hypothesis put forward, the following tasks:

1. To study the literature on the topic under study and identify the features of the training of social work specialists;

2. Analyze features professional activity social worker;

3. Develop a questionnaire for the experiment;

4. Conduct an experimental study of professionally important qualities of a social worker;

Research methods. When writing the work, questionnaires were used, as well as theoretical (analyzing, summarizing) research methods.

The diploma work is made on 89 pages.

The list of references includes 42 sources.

Chapter No. 1 is devoted to the training of social work specialists.

Chapter No. 2 is devoted to the activities of a social work specialist.

Chapter 3 is devoted to attestation as a comprehensive assessment method

Professionally important qualities of a social worker.

Chapter 4 is devoted to experimental research professionally important qualities of a social worker.

The work used 3 tables, 1 figure and 9 graphs.

Chapter1. PpreparationAsocial work specialists

1.1 Features of training social work specialists

The problem of preparing students for practical social work is due to the current situation in the development of society, which is characterized by the renewal of all social institutions and systems.

In the 90s in Russia, the profession of "social work" was officially registered in state documents in several modifications: social worker, social teacher, social work specialist. Currently created scientific schools, are held special studies in the field of social pedagogy, are formed various models and technologies for preparing social educators for professional activities.

Professional training of specialists is carried out in institutions of three types, providing education at different levels:

institutions of primary vocational education (lyceum, school and others);

secondary vocational education (school, college and others);

higher professional education (institutes, universities and others).

At present, the state educational standard of higher professional education has been adopted, educational plans, learning programs individual courses. However, the difficulty lies in the insufficient volume of literature on this profession and in specially trained teaching staff.

The professional knowledge of a social work specialist includes, first of all, the need to know the law and the basics of social and pedagogical activity.

However, at the end of higher professional education, according to the sociologist, Lyashchenko A.I., a specialist in this profession should have the following professionally important personal characteristics:

Attention, the desire to understand the position of others;

Friendliness, sociability;

Ability to become a leader;

Politeness, courtesy;

Management of common sense, following the prescriptions;

cheerfulness;

Tolerance, perseverance;

Great sense of responsibility;

Ability to perform work full of variety;

Enthusiasm in labor activity, altruism;

Ability to interact with specialists;

Carefulness of actions;

Accuracy and consistency in work;

Ability to plan your future;

Ability for oral expressions;

Good memory, ability to teach others;

The ability to care for others;

Implementation of new ideas, independence of judgments.

Among the factors and conditions that are important for a graduate of an educational institution with a degree in social work, which subsequently affect a professional career, the most common are the following:

Among the negative sides:

Insufficiency of the departmental regulatory and instructive-methodological base due to the novelty of the profession;

The lack of development of professional tools in the specialty, which leads to the need for its independent development by a specialist;

The factor of "professional loneliness", which means a lack of understanding of the specifics and significance of a position in an institution in a common situation of having staffing one rate of a specialist (or even several, but clearly below the needs);

There are also positive sides this work:

Variety of possible places of work;

Realization of positive personality traits, organizational skills;

Possibility of communicative communication;

Development of creative abilities.

When training personnel in the specialty "social work" it is necessary: to develop professional features individuals corresponding to the specialty, conduct a more general overview of the professional activities of a social work specialist, specify the training and specialize in a certain type of activity of a social work specialist, and also, when recruiting groups, introduce testing, in order to take into account personal qualities future "specialist of social work".

The above shows that:

There is a need to train social work specialists, both on the basis of secondary specialized educational institutions and higher ones;

The selection of teaching subjects plays an important role in personnel training;

An important role is played by the training of the teaching staff, there is a need for special training of the teachers themselves, as well as strengthening the material and technical base of educational institutions;

Accounting for the personal qualities of the applicant through testing.

Social work is not limited to traditional forms of activity; its definitions, definitions are very diverse. Thus, the Association of Social Workers of Great Britain in 1989 gave the following definition:

Social work is a responsible professional activity that helps people, communities to establish, define personal, social and situational, i.e. circumstances affecting them. Social work helps them overcome these difficulties through support, protection, correction and rehabilitation. This is the activity of patronage, social assistance, social security, social education correction and supervision of offenders, aimed at the diagnosis, control and rehabilitation of persons in need of social assistance.

Professor Sylvia Staun defines social work as the work that a social worker does, providing social assistance to individuals, groups, meeting their needs, helping to mobilize all sources of society for assistance. The position of a social worker is provided by state and public organizations, as well as private social assistance agencies. Sylvia Staun believes that necessary condition for employment as a social worker is the qualification in patronage - a certificate or diploma. Of particular importance is graduation (leveling) qualification characteristics social worker.

The International Federation of Social Workers defines social work. This professional work by: 1) maintaining charitable activities, 2) assisting a person in self-expression, 3) disciplined implementation of scientific knowledge about human behavior (human social behavior). Social work is aimed at the development of the personality, individual, family, nation and the world community - to implement the principles of social justice.

The position of social worker and social work specialist in Russian Federation introduced in 1991. IN qualification handbook he is endowed with a variety of job responsibilities: he identifies families at enterprises, microdistricts 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, incl. at the place of work, study, etc., assists them in their resolution and social protection; contributes to the integration of the activities of various state and public organizations and institutions to provide the necessary socio-economic assistance to the population; provides assistance in family education, the conclusion of employment contracts for work at home to women with minor children, the disabled, pensioners; conducts psychological, pedagogical and legal consultations on family and marriage issues, educational work with minor children with associative behavior; identifies and assists children and adults in need of guardianship and guardianship, placement in medical and educational institutions, receiving financial, social and other assistance; organizes public protection of juvenile delinquents, in necessary cases acts as their public defender in court; participates in the creation of centers for social assistance to the family: adoption, guardianship and guardianship; social rehabilitation; shelters; youth, teenage, children's and family centers; clubs and associations, interest associations, etc., organizes and coordinates the 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.

Depending on the type of activity, the concept of efficiency is defined in different ways. In economics, it is the ratio of results and costs. How better result and the lower the cost, the higher the efficiency. In medicine, the approximation of the patient's state of health after treatment to the norm. In psychology, the degree of realization of spiritual and moral ideals.

The definitions seem to be different. But at the same time, each of them has required elements: goal, result, cost, 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. It is no coincidence that the definition: efficiency is the degree to which the goal is realized. The final expression of this degree is the result: it coincides with the goal to a greater or lesser extent.

1.2 A modern approach to assessing the effectiveness of professionally important qualities of a social worker

An important place of 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.

The essence of the effectiveness of social work is expressed in the ability of an integral system or its individual elements to respond positively and respond to the needs and needs of the population, especially its socially vulnerable part. Therefore, the concept of the effectiveness of social work can be formulated as follows - this is the maximum possible achievement of goals in the given conditions to meet the social needs of the population (client) at optimal costs. In other words, we are talking about the need for some form of comparative analysis, which compares the latest data about the client object in the course of therapy by the therapist, or social body, an institution conducting social work, with information obtained earlier. This allows us to correlate the quantitative and qualitative assessment of the current and previous state of affairs in a certain area of social work and draw appropriate conclusions about the degree of its effectiveness.

One of the most important conditions for improving the organization of social protection and social service population as components of all social work is the use of basic information that objectively reflects the state of the system and its elements. The role of a tool for obtaining such information is performed by a system of criteria and indicators of the effectiveness of social work, which should contain, at a minimum, data on clients, the services provided to them and their results.

In the study of the problems of the effectiveness of social work, the question of the essence of the criteria and indicators of effectiveness occupies the most important place.

In the available literature, the concept of "criterion" is defined as a distinctive feature that objectively reflects the state of a particular process, phenomenon, object or subject. But the criteria may not be any signs of a state, in this case, social work, but only those that meet certain requirements. First of all, they must be objective, reflecting not secondary and random, but essential and recurring features. They should also be necessary and sufficient, serve as a measurement standard for evaluating performance, contain qualitative and quantitative information about the functioning of the system.

Research practice shows that there can be no single approach to determining the structure of criteria and indicators suitable for all cases of performance evaluation. The peculiarity of evaluation tasks in each specific case must be taken into account by the researcher and receive a specific reflection in the structure of the criteria.

Increasing the effectiveness of social work is a core problem not only for researchers, but also for practitioners - managers at the federal and regional levels, direct organizers of the system of social protection of the population, managers and specialists of social services, as well as teachers high school which are engaged in the training and retraining of specialists in social work.

However, questions are often still raised: 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 performance of social services and individual social workers? What is the system of criteria and indicators on the basis of which it is possible to measure the effectiveness of social work, certain types and methods of social services for the population?

The main thing that distinguishes social work from other types social activities- its subordination to the tasks of reviving human dignity, intervention in the social environment for the sake of overcoming deprecation and destruction, the implementation of the integration of social, sociocultural, psychological and physical influences on the personality, the individual, ensuring the harmony of man and the environment, the normal socio-psychological functioning of a person in different situations and environments.

Today, the main task of social work specialists is to learn how to implement the functional purpose of the services in which they work, to optimally perform their tasks, based on domestic and foreign experience in social work. In the context of the socio-economic crisis, the issue of the role of social workers in the process of adaptation of various categories of the population to the new social conditions that developed in the 90s in the Russian Federation, of active and professional participation in the social rehabilitation of people who find themselves in a difficult life situation is acute .

To achieve the set goals different types it is important for social service institutions and social service specialists to learn how to implement the domestic concept of social service for the population, the basic methodological principles of social work, and to skillfully use various social work technologies.

The definition of criteria and indicators of the effectiveness of social work is important for both scientific and practical activities social services and its individual specialists. Indicators of the effectiveness of social services, as a rule, aim practical social workers of various qualifications and functional designation to achieve specific results - intermediate and final.

The effectiveness of social work specialists can be determined on the basis of both general and specific criteria. General criteria for the effectiveness of social work serve to assess its effectiveness as a whole, say, on the scale of a territorial social service or a separate social service institution in a certain territory, and specific ones - to assess the main types of social services, forms and methods of social work with various categories of the population. We highlight the principles on which the effectiveness of social work with a client is based:

the ability to accurately formulate the problem of the client;

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 client in problem solving;

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).

As for the macro level, where, as a rule, it means overcoming social deviations or stabilizing negative trends in the social health of society and its gradual improvement, it is very difficult to single out indicators that would allow determining the specific contribution of social workers to overcoming such deviations and problems. as poverty, unemployment, homelessness, social ill health in the form of drug addiction, alcoholism, prostitution, etc., since their solution largely depends on the nature of the socio-economic reforms in the country, on the implementation social policy, on the effectiveness of the implementation of the mechanism of social security. It seems to us that it is very difficult to calculate the coefficient of participation of specialists - representatives of various industries social sphere(teachers, doctors, social workers), for example, in resolving problems of the family and children.

Based on what indicators can one judge the effectiveness of the activities of social work specialists, teachers, employees of the Ministry of Internal Affairs of state and local government in the elimination of child neglect and crime, and, of course, in the placement of children? This problem, as is known, is a nationwide, interdepartmental one. 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 “Children of Russia” presidential program, such federal target programs as “Disabled children”, “Development of social services for families and children”, “Prevention of neglect and juvenile delinquency” are being implemented, which set various common tasks for ministries and departments that have social services, but at the same time, specific tasks are formulated related to the activities of the Ministry of Labor of Russia, the Ministry of Education of Russia, the Ministry of Internal Affairs of Russia, State Committee 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.

Of great importance in improving the effectiveness of social work is the micro level - directly the activities of the social worker at the level of the client.

There is no doubt that the criteria and performance indicators of individual social work specialists, primarily contact social workers, are of paramount importance not only for overcoming the existing combination of a high level of professionalism of specialists and the elementary incompetence of a number of social workers, not only for the formation of positive motivation for professional activities. Theyneeded,beforeTotal,to protect clients of social services, to exclude or mitigate various kinds of deviations in social services for the population.

Therefore, no matter how important the criteria and indicators are that make it possible to assess the effectiveness of the development of the basic prerequisites for high-quality and timely social services, we must always remember the indicators that allow us to assess the level of accessibility and adequacy of the client in the services provided, the level of accessibility and adequacy of these services, allowing the client to leave from a difficult life situation.

Evaluation of the effectiveness of the work of a social work specialist, as well as the activities of the social service as a whole, can be considered differently depending on the understanding of the essence of the client's personality and his problems. If we understand the client as a person who has found himself in a difficult life situation as a result of the reforms carried out in the Russian Federation in the early 1990s, then this is one question. But, if we understand the personality of the client as a set public relations, then, on the one hand, it is very difficult to compare the effectiveness of social work in relation to the client, and on the other hand, the totality of living conditions that the client falls into can be measured quantitatively, since each person is forced to use some resources to ensure life . However, the ability to use resources is not reality. Such an opportunity often depends on the activity of the client himself, in general, a person. Consequently, there are such indicators as "a measure of activity", "a measure of freedom", "a measure of the ability to use one's capabilities and resources of the environment", "the level of development of the client's will and vitality", etc.

It is known that not every person who finds himself in a difficult life situation can get out of it without outside help. This means that someone must give the client’s activity an impetus, determine the specific direction of his actions, stimulate the vitality of a person, someone must rationally approach the choice of means that can lead the client to a way out of a difficult life situation, someone must use a set of conditions and resources to meet specific client aspirations. Such a person should be a social worker, whose activities, as a rule, are associated with a conscious and correct change in the client's life activity, taking into account the client's real capabilities and resources. environment.

A social worker, as a rule, has a threefold task: firstly, approaching a client from the position of socio-psychological sciences, he needs to present well the anthology of the client's activities (past, present or future activities of the client are considered as the activities of a specific individual included in the system of social relationships; social relations considered as the basis of the existence of the individual; human activity is conditioned by the mode of production), take into account the peculiarities of the individual subjective existence of a person who finds himself in a difficult life situation (ways of subjective being of activity - passive, incompletely active and active); secondly, he must clearly understand the characteristics of the client (clients), i.e. determine the distinctive qualities, features, properties, which allows you to more fully and efficiently use the internal potential of the client. In social work, it is extremely important to take into account the axiological characteristics of a person - the value, need, motivational, target, and evaluative characteristics of the client of the service. Although, of course, a social worker is forced to take into account praxeological and ontological characteristics. Neglect of these characteristics can lead to an inadequate interpretation of the essence of a particular person who has applied to a social service for help. Only an objective consideration of such characteristics can help the social worker to plan the transition from one qualitative state of the client to another state, another modification that the client needs to get out of a difficult life situation; having understood the characteristics of the client, he can proceed to the qualification of characteristics, i.e. determining the quantitative expression of these characteristics, their dynamics (measure of intensity).

We believe that the noted characteristics can act as indicators that allow you to track the dynamics of the restoration (or development) of the essential forces of a person under the influence of the activities of a social work specialist.

Researchers know that there is a quantitative and qualitative nature of the criteria and indicators of the effectiveness of social work. At the same time they wear complex nature. As a rule, a group of normative criteria is distinguished, reflecting the effectiveness of the process of providing social services, and a system of indicators to determine the status of social service clients. The direct basis for highlighting the criteria for the effectiveness of social work carried out through social services are the goals and objectives of social services for certain categories of the population. At the same time, their subdivision by levels and objects is justified; they are divided into levels: society as a whole, region, settlements, districts, microdistricts, by objects - a client, a small social troupe, a community, etc.

Based on this position, two significant understandings of the effectiveness of social work can be noted. First, it is understood as the ratio of the results achieved and the costs associated with providing these results. The main thing in this matter is the measurement (description) of results and costs. Efficiency can be expressed as calculated, planned, and also as actual (actually achieved results of working with clients). Secondly, an assessment of the effectiveness of social work, and in particular social services, can be used for the main types of social services or a range of services. In this case, and, as you know, it is most often used, the fundamental problem is the definition of subjects who express their opinions, judgments, and conclusions. They usually include heads of departments government controlled, leaders of public associations, specialists in the field of social work, practical social workers, inspectors - controllers and, of course, the clients themselves.

Of interest are studies of the effectiveness of the activities of social service institutions conducted by the Institute of Social Work under the Association of Social Workers in the Astrakhan, Tyumen and Moscow regions in 1997.

The results of the responses of employees of social service institutions showed that 75% of the respondents noted satisfaction with their activities. Only 3% of the surveyed workers expressed a desire to move to another job. At the same time, 47% of respondents do not receive information from administrative bodies about the problems of social services, about 90% of respondents do not know the data on the use of the budget and resources of the city, district, the majority do not know about the results of implementation social programs. Interestingly, 59% of employees assess the work of their team as satisfactory, 41% as good. It is characteristic that there are no dissatisfied with the work.

At the same time, heads of social services were interviewed. The final results of the survey showed that 53.6% were satisfied with their activities, 28.0% were rather satisfied, 4.8% were dissatisfied, and 10.9% were in a state of uncertainty. About 70% of respondents noted that they constantly face difficulties. According to managers, the effectiveness of work is influenced by such factors as professionalism, the socio-psychological climate in the team, financial condition institutions.

A selective study showed that the level of professionalism of social workers determines the level of self-criticism and competence in judging the effectiveness of their social work.

In the study, clients also assessed the activities of employees of social service centers and social assistance departments at home. In general, about 70% of respondents (clients) are satisfied with the quality of social services. However, a differentiated approach to assessing individual qualities employees of social services, and first of all contact social workers, shows that only 24% of respondents note the ability to listen to the client; goodwill, responsiveness -24.2%; the ability to organize assistance, achieve solutions to clients' problems - 22.9%; competence, knowledge, outlook - 22.6%; ability to accept practical solution- 22.4%; ability to work in a team with other specialists - 19.3%; the ability to activate the client for self-help - 19.2%; the ability to think logically -17.9%.

Such qualities of social workers as "the ability to respect the client's point of view", "personal charm", "disinterestedness, honesty", "high general culture" are not highly rated (20-23%).

Clients of social services, wishing to receive material assistance, socially - medical services or consultations, pay attention to such personal qualities of social workers as kindness, fairness, responsiveness, professionalism. Among the negative qualities of social workers, clients include indifference, deceit, rudeness, and low professionalism. Of course, the lack of positive qualities is related to a much smaller part of social workers.

Thus, it is quite obvious that today, when evaluating the activities of various social service institutions for the population, we cannot be limited to such indicators as “the number of clients served”, “the number of families served”, “the number of elderly and disabled citizens served”, “the number of services provided ”, “number of registered clients”, etc.

The formation of a system of criteria and indicators of the effectiveness of the work of social services as an integral part of the effectiveness of all social work is just beginning. It seems that there is reason to believe that it is expedient to develop four groups of criteria and indicators at the first stage. The first group - criteria and indicators of the effectiveness of federal and regional target programs aimed at developing social protection and social services for various categories of the population. The second is the criteria and indicators of the effectiveness of social services. The third one is the criteria and indicators of the effectiveness of the activities of social service specialists. Fourth - the criteria and indicators of the effectiveness of social education, and in particular the training and retraining of specialists in social work in higher educational institutions.

It must be emphasized that the application of criteria and indicators of the effectiveness of the activities of institutions and social workers will be the most important step in achieving the maximum efficiency of social work as a special type of professional activity.

Chapter2. DactivitiesspecialistBysocial worke

The professions "social worker", "social teacher" and "social work specialist" were officially registered in Russian state documents in March - April 1991 and were created to solve social problems individual and society, including:

Social and psychological conflicts, crisis, stressful situations;

Emotional and psychological problems;

Need and poverty;

Alcoholism and drug addiction;

Violence and discrimination;

National Issues and Migration;

Crime and offense;

Unemployment and professional adaptation;

housing problem;

guardianship, guardianship, adoption;

Parental cruelty and others.

Currently, the profession of a social worker and its skills are in great demand. You really need a specialist general profile who owns the basics of legal, medical, psychological knowledge. Such a specialist is a social worker, whose main labor operations include:

Collection and analysis of personal information;

Diagnostics of the microenvironment;

Forecast further development and socialization of the individual;

Prevention and social therapy of negative environmental phenomena;

Organizational and communicative pedagogization of the environment;

Protective and legal protection;

Educational and educational tasks;

Compilation and maintenance of documentation;

Working with the teaching staff.

Now it has become real, but a new problem has arisen - the threat of discrediting the profession.

Heads of institutions, when determining the scope of duties of a social worker, proceed from the needs of their institution. But, as often happens, they try to cover the entire subject field of the profession. Therefore, the practice of "patching holes" has become widespread. The task of a social work specialist is not this, it sounds like this:

“Timely identify emerging problems in the immediate environment; understand and eliminate the causes that give rise to them; to ensure the prevention of various negative phenomena that can be revealed in the microenvironment. At the same time, the social worker should not wait to be contacted for help. In an ethically acceptable form, he himself "gets in touch" with a person and his family.

The problematic field of social work is huge and includes all the variety of life situations and conflicts of people. different ages and social position. The problematic field of a social worker of a particular institution is formed on the basis of a real social order, the specifics of the contingent of the institution, its departmental subordination, type and type, as well as the professional background of a specialist.

Each institution needs a special approach, for example, in rural high school per 100 students there are 8 children who have behavior called maladaptive, in the social rehabilitation center this figure is much higher, it is 24 out of 100 according to the results of the survey, and here the specifics of the work of a social worker in various institutions are manifested.

In his practice, a social work specialist performs various social roles. First of all, he is an intermediary in the context: "man - family - society", a link between the citizen and the state-social strata called upon to take care of the citizen.

At the same time, a social worker is a defender of the interests of a person, a defender of his rights and the rights of each family.

Also, the social worker must be a participant joint activities, the lead organizer of this activity. He is peculiar spiritual mentor which, as it were, leads a person and his family, provides psychological support for a long time, takes care of the formation of social values in society.

At the same time, he is a social therapist, preventing and resolving conflict situations of his wards.

2.1 Professional portrait of social rabotnik at work

Before considering the specifics of social work as a form of practical activity and a professional portrait of a social worker, it is necessary to define what is meant by activity.

In the scientific literature, the term "activity" is very widespread: "river activity", "higher nervous activity". Hegel, as you know, used the term "activity" in relation to movement. In philosophy, the term "activity" denotes the concept of an instrument of study public life in general, its individual forms, historical process. But even in this case, its interpretation is not unambiguous: activity is an information-oriented activity of living systems that ensures their self-maintenance (E. Markaryan), activity is a manifestation of social activity (G. Arefyeva), etc.

Considering the content and structure of social work as a type of activity, on the one hand, it is necessary to proceed from the generally accepted philosophical and psychological interpretation of activity, on the other hand, to take into account the specific features and factors that characterize it. In the works of L.P. Bueva, activity is defined as a way of existence and development of society and a person, a comprehensive process of transforming the surrounding natural and social reality, including himself, in accordance with his needs, goals and objectives. Among the main features of activity, she identifies the following: purposefulness, transformative and creative nature, objectivity, determinism social conditions, exchange of activity, communication of acting individuals.

In the study of Kagan M.S. given a morphological analysis of activity (transformative, value-oriented, communicative activity).

The author identifies three main elements of activity: the subject, which directs its activity to objects or other subjects; the object to which this activity is directed; activity itself, which is expressed in the establishment by the subject of communicative interaction with others.

According to Ananiev B.G., activity has a multilevel character: firstly, holistic activity as a historically established system of programs, operations and means of production of material and spiritual values of society; secondly, a separate act - an action that includes a goal, motives for its promotion and ways to achieve it; thirdly, macromovements, from which actions are built through the objectification and construction of programs; fourthly, macromovements, from which macromovements are built.

In this case, the first two levels correspond to the consideration of human activity as a subject, a social being, as a person, and the last levels determine the activity of a person as a natural individual.

A variety of approaches to the consideration of the concept of activity and the interpretation of the term itself contributes to the emergence of many grounds for classifying various forms and types of activity. In particular, the classification is often based on the object of activity. On this basis, one can speak of legal activity, medical, industrial, etc.

If we include this base in the system social space, where there are various forms of activity, the purpose of which is to assist individuals or social groups in solving their various problems, then in this case social activity will stand out, the purpose of which is to optimize the implementation of the subjective role of people in all spheres of society and the process of joint satisfaction of the needs of maintaining life support and active existence of the individual. This activity is social work.

The social worker carries out a number of specific types activities. We include among them: psychological, pedagogical, organizational, managerial, etc. But it must be borne in mind that one or another type of activity prevails depending on the basic functions of a particular social specialist.

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

1) increasing the degree of independence of clients, their ability to control their lives and more effectively resolve emerging problems;

2) creation of conditions in which clients can show their capabilities to the maximum extent and receive everything that they are entitled to by law;

3) adaptation or readaptation of people in society;

4) creation of conditions under which a person, despite physical injury, mental breakdown or life crisis, can live while maintaining self-esteem and self-respect on the part of others;

5) and as an ultimate goal - to achieve such a result when the client does not need the help of a social worker.

Social work as a practical activity, in the main, is precisely aimed at maintaining, developing and rehabilitating individual and social subjectivity, which together characterize the vitality of a person.

The implementer of the goals of social work is a social worker , specially trained to carry out various functions, 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.

The professional qualities of a social worker are considered as a manifestation psychological features personality, necessary for the assimilation of special knowledge, skills and abilities, as well as to achieve a substantially acceptable efficiency in professional work.

To describe a social worker, one can choose the language of abilities as a projection of certain personality traits that meet the requirements of social activity and determine its success, perhaps the following: the ability to listen to others; understand them; independence and creative way of thinking; quick and accurate orientation, organizational skills, moral qualities, etc.

The optimal set of personal qualities necessary for a social worker is formulated, such as responsibility, adherence to principles, observation, sociability, correctness (tactfulness), intuition, personal adequacy in self-esteem and evaluation of others, the ability to self-educate, optimism, mobility, flexibility, humanistic orientation of the personality, empathy to the problems of other people, tolerance.

In the same way, psychological "contraindications" to social work were revealed. These include: lack of interest in other people (selfishness), irascibility, harshness of judgments, categoricalness, lack of concentration, inability to conduct a dialogue with an opponent, conflict, aggressiveness, inability to perceive someone else's point of view on a subject.

Not everyone is fit for social work; the main determining factor here is the candidate's value system, which ultimately determines him professional suitability and effectiveness of practical activities. The idea of the absolute value of every human being passes here from the category of a philosophical concept into the category of a basic psychological conviction as the basis of the entire value orientation of the individual.

Social work has been and remains one of the most difficult professions. She is not always well received. public opinion. But social work is one of the most spiritual and noble types of human activity.

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 clients, but also with his colleagues, subordinates and superiors.

Revealing the personal qualities of a social worker, Kholostova E.N. divides them into three groups:

1) psychological characteristics, which are integral part ability to this species activities;

2) the second - psychological and pedagogical qualities, focused on improving the social worker as a person;

3) the third - psychological and pedagogical qualities aimed at creating the effect of personal charm.

In working with people, as a rule, psychological requirements are based on composure and attentiveness, understanding of the other, manifestation of such strong-willed qualities as patience, self-control, etc. Without these, leading for this profession, the characteristics of the psyche, effective work is impossible.

As foreign experience shows, a lot is expected from a social worker. In accordance with the "Classification Standards for the Practical Social Work in the United States", he needs to have an understanding of:

Theories and methods of working with an individual client and their group;

Resources and services provided by society (community);

The programs and goals of social services, both state and federal;

Organization of local infrastructure and development of health and social services;

Fundamentals of socio-economic and political theory;

Racial, ethnic and other cultural groups in society (their moral values, lifestyles and problems arising from this);

The results of professional and scientific research that can be used in practical work;

Concepts and methods of social planning;

The theory and practice of conducting observations, in particular, for practical social work;

Theory and practice of personnel management;

Social, psychological, statistical research methods and techniques;

Theories and concepts of management of social protection services;

Environmental and social factors affecting the client;

Theories and methods of psychosocial assessment of various types and forms of intervention by social services, as well as the differential diagnosis of the client's condition;

Theories and practices of organizational and social systems and methods of encouraging the improvement of their work;

Theories and methods of legal practice;

Ethical standards and professional social practice. work;

Theories and methods of teaching and learning;

Trends in the current policy of social protection of the population;

Laws and regulations at the local, federal, and state levels that affect various types of social services.

“In Finland, the social worker is obliged to implement the following principles.

1. Be correct.

2. Help the client get rid of the inferiority complex.

3. Provide freedom of choice.

4. Privacy.

5. Preventive character.

6. Encouragement of independence.

Social workers are busy different types activities in the performance of their professional functions. Their work is characterized

three approaches to problem solving:

* educational approach - acts as a teacher, consultant,

expert. Social worker gives advice, teaches skill, modeling and demonstration correct behavior, sets 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 a person 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;

The advocacy approach is used when the social worker performs role functions a lawyer on behalf of a particular client or group of clients, as well as an assistant to those people who act as a lawyer on their own behalf, this kind of activity includes helping individual people in putting forward enhanced arguments, selecting documented allegations.

Research by Russian scientists, as well as practice, made it possible to identify several groups of skills for a social work specialist. Let us single out several groups among them.

cognitive skills. A qualified social worker should be able to:

* analyze and evaluate the experience, both your own and others;

* analyze and identify problems and concepts;

* put into practice their knowledge and understanding of problems;

* apply research findings in practice.

Communication skills. A qualified social worker should be able to:

* create and maintain a working environment and atmosphere;

* identify and overcome negative feelings that affect people and himself;

* identify and take into account in the work differences of a personal, national, social and cultural-historical nature;

* recognize and overcome aggression and hostility in relationships with people, minimize rage, taking into account the risk to themselves and others;

* to promote the provision of physical care to the needy and the elderly;

* observe, understand and interpret the behavior and relationships between people;

* communicate verbally, non-verbally and in writing;

* organize and take interviews under various circumstances;

* negotiate, speak on the radio, act in a team with other social workers;

...

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 certification is to determine the level of conformity professional competence specialists in social work and social workers to 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. Chairman attestation commission the head or deputy head of the relevant body, organization, under which the attestation commission is created, is appointed.

(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 worker qualification requirements by 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 specialist in social work and a social worker of an organization, before the expiration of the qualification category he has, but not earlier than one year from the moment of their establishment, may voluntarily undergo 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 service
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 _________________

Annex 2. CERTIFICATION SHEET

FORM

Annex 2
to the Certification Procedure
social work professionals and
social workers of organizations
social service
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 _______ ____________________________________________________________

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

Annex 3
to the Certification Procedure
social work professionals and
social workers of organizations
social service
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)

social worker staff labor

Personnel assessment is the process of determining the effectiveness of employees in the course of implementing the tasks of the organization, which allows obtaining information for making further management decisions.

Evaluation is a broader concept than certification. Evaluation can be formal or informal (for example, a daily evaluation by a supervisor of a subordinate). Evaluation can be carried out either regularly or occasionally, depending on the specific needs of the organization.

Attestation is a procedure for a systematic formalized assessment of the compliance of a particular employee's activity with the standard of work performance at a given workplace in a given position, using personnel assessment methods. Certification accumulates the results of the work of a particular employee for a specific period.

Certification as a phenomenon associated with checking the compliance of an employee, organization established requirements is becoming more and more widespread. In addition to the pre-existing certification of specialists and jobs, today certification is subject to educational institutions, various business entities. Certifications are subject to categories of workers previously unnoticed by the legislator. Thus, we can talk about a new qualitative stage of certification, in which tests are carried out for professionalism, competence, suitability for work.

Under the certification of employees, as a rule, they understand a periodic comprehensive check of the level of business, personal, and sometimes moral qualities of an employee in a relevant position. In modern Russian attestation acts, there are different approaches to the definition of attestation, its goals, objectives and principles. Solutions to the issues of formation of attestation commissions, preparation and conduct of attestation, assessment of the attested and legal consequences certification. This is due to the specifics of the industries that have adopted attestation acts, the characteristics of professions and the working conditions of certified workers. However, you can set the following characteristics inherent in the certification of social workers:

- it is carried out in an organization with which the employee has an agreement employment contract or in another organization, as a rule, specialized for this purpose;
- the object of verification is theoretical and practical

the readiness of an employee to occupy a certain position or perform a certain job;

- certification is carried out periodically, i.e. once in the interval from one to five years;
- is carried out in specially created attestation commissions;
- Various forms of certification are used.

Certification is an important step in the final assessment of personnel.

Certification includes:

1. Evaluation of the performance of employees and their personal and business qualities.
2.0 assessment of efficiency in solving tasks within the framework of the job description, as well as new and above-standard tasks carried out by line managers.

The objectives of certification are:

regular assessment of the success of the employee's activities

implementation of incentive and sanctioning measures

the basis for the operational redistribution of tasks between employees

formation of a personnel reserve

drawing up a training and development plan for employees

employee career planning

introduction of flexible remuneration systems (changes in the remuneration system).

When conducting certification, it is necessary to develop evaluation criteria. The subjects of assessment can be:

1. ability to study (general mental abilities);
2. the ability to make oral generalizations (how well a person can make an oral presentation in front of a small group on a well-known topic);
3. the ability to make written generalizations (how well an employee can write a note on a well-known topic);
4. contact (to what extent this person arouses sympathy for himself);
5. perception of threshold social opinion (how easily the employee perceives minor remarks regarding his behavior);
6. the ability to be creative (what is the probability that a person is able to solve a problem in a new, different way);
7. self-assessment (how realistic is a person's idea of the relationship between his merits and duties, how deep is his understanding of the motives of his own behavior);
8. social task (attitude towards racial, ethnic, socio-economic, educational and other similar issues);
9. flexibility of behavior (how easily a person, in case of coercion, changes his behavior or modifies it to achieve his goal);
10. the need for approval from a superior person (degree of emotional dependence on management);
11. the need for approval from socially equal persons (the degree of emotional dependence on the opinion of the team);
12. internal work standards (how high the quality with which the employee wants to do any work, compared with lower, but quite acceptable);
13. the need for promotion (taking into account the desire for significant promotion up the career ladder and the time frame in which a person hopes to carry out this promotion, in comparison with colleagues occupying an equal position with him);
14. the need for a reliable position (to what extent the employee wants to be provided with work);
15. flexibility in achieving the goal (life goals, their correspondence to real opportunities and conditions);
16. the primacy of work (to what extent the satisfaction received from work is greater than the satisfaction from other areas of activity of daily life);
17. a system of emphasizing the positive aspects of the institution's activities (the ability to highlight the positive aspects of the institution's activities in relation to the staff: friendly attitude, fairness of the position taken in relation to earnings, etc.);
18. reality of hopes (to what extent the hopes regarding work in the organization coincide with reality);
19. tolerance for uncertainty and non-standard working conditions;
20. ability to work for a long period of time without sufficient remuneration with the prospect of receiving a reward later;
21. resistance to stress (to what extent the intensity of work coincides with the normal psychological state);
22. variety of interests ( various areas activities and hobbies - such as politics, music, art, sports);
23. energy (how long an employee can withstand a high level of workload);
24. organization and ability for adequate career planning;
25. willingness to make decisions and the ability to justify them.

When choosing the subject of assessment, one should understand the extent to which the organization is able to define standards. For example, in social work it is difficult to determine labor efficiency standards, so when appraising an employee, the result of the assessment can be superficial and subjective.

Certification can take place simultaneously in three areas: performance assessment, qualification assessment, personality assessment:

1. Evaluation of activities includes the performance of job duties, the implementation of the work plan (terms, quality), achievement of the tasks set. Job responsibilities are clearly defined in the organization (it is clear with what to compare), there are schedule work (the execution of tasks is fixed), employees have clear tasks. Certification is fast and objective. We must remember that the weaker organizational basis performance evaluation, the more difficult it is to obtain an objective result.
2. Qualification assessment consists in an “exam” - employees answer questions in their specialty in writing. Possible and oral form answers. The questionnaire was prepared in advance and agreed with leading specialists, it was determined which result of the "exam" is acceptable for specialists of various qualifications.
3. Personal assessment. The organization evaluates the basic behavioral characteristics of a person, compares them with the behavioral requirements for the profession, evaluates relationships in the team. As a result, you can:
- * Comparing the personal requirements for the position with the actual personal characteristics of the employee holding this position, develop a training and development program for the employee;
- * In the presence of stressful or conflict situations, determine the causes and ways to eliminate conflicts;
- * If there are significant claims to the employee's activities, assess whether the employee and his manager equally understand the behavioral requirements for this position;
- * Avoiding subjectivity, construct a structured attestation interview.

In accordance with the goals of certification, guided by normative documents, to conduct effective certification of the organization, it is necessary to choose assessment methods.

Certification involves a clear sequence of actions.

The ministries and departments of the Russian Federation, based on these Basic Provisions, develop sectoral provisions, where they specify the criteria and methods for assessing the qualifications of employees, taking into account industry specifics. The main approaches to assessing the business qualities and qualifications of an employee have been developed 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.

Compliance of actually performed duties and qualifications of employees with the requirements job descriptions 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 Regulations on extraordinary attestation 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.

Control over compliance with the certification procedure is carried out by the ministries and departments of the Russian Federation according to their subordination, local administration and other executive authorities.

The main criteria for certification are the amount of work of the employee, the results achieved in the performance of 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 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 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; 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. taking into account both their own interests and the interests of the organization.

In practice, there are two main approaches to certification. In accordance with one of its meaning is to control and evaluate the activities of the employee, resulting in punishment, reward or promotion, and then 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 the list of job responsibilities of each, the tasks facing him, and 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 different types of 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 be held regularly, preferably at least once every three, maximum - every 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. Upon a written application, their certification may be carried out simultaneously with other employees within the established time limits.

To conduct certification of employees in institutions and organizations subordinate to the Committee for Social Protection of the Population of Moscow, certification commissions are created.

Certification of managers and certain categories of specialists of institutions and organizations of social protection of the population is carried out by attestation commissions created by orders of the Committee for Social Protection of the Population of Moscow dated December 2, 1992 No. 197 and dated November 17, 1992 No. 181.

The Attestation Commission needs at least five members. The composition includes the chairman (head or deputy head of the institution), the secretary and members of the commission. The commission also includes highly qualified specialists, representatives of trade union organizations, representatives of the Committee for Social Protection of the Population of Moscow.

In necessary cases, several attestation commissions may be formed.

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 certification stage the commission considers the presentation and hears the certified employee and his manager. At the same time, special attention is paid to the personal contribution of the employee to the results achieved, his discipline, success in professional growth, and, if we are talking about a leader, organizational skills. The discussion of the work of the certified person should take place in an atmosphere of exactingness that does not offend the honor and dignity of the employee, objectivity, goodwill, excluding the manifestation of subjectivity.

Usually, ordinary workers and those who were previously certified conditionally with probationary period, and then management team; members of the commissions are evaluated where they constantly work.

Evaluation of the worker's activity and recommendations of the commission are adopted by open voting in the absence of the certified person. At least 2/3 of the members of the approved composition of the commission must participate in the certification and voting. Voting results are determined by a majority vote, but not less than half of the members of the attestation commission present at the meeting.

When attesting an employee who is a member of the certification commission, the person being certified does not participate in the voting.

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.

As a result of certification an action plan is being developed, and in accordance with the recommendation of the commission, the head can carry out personnel changes, for example, within two months, transfer a person who has not passed certification to another position with his consent, and in the absence of such, dismiss him, also following the results of certification within a month, the head decides on the establishment of appropriate categories of remuneration for employees; develops recommendations for improving the efficiency of employees, etc.

What is the benefit of certification of 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 of 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. They are elected from among the most professional workers, heads of departments, chief specialists.

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

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

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

List of standard documents:

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 for more than 20 years throughout the Russian Federation in the field of personnel management. During this period, the company has become an expert in the field of its professional interests.

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

audit;
outsourcing;
education;
consultations;
design work.

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

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

Services of Germes LLC:

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

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

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

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

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

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

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

Our advice will help you avoid problems in this matter.

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

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

Example
During the certification process at Albatros LLC, a conflict situation arose when assessing the professional competencies of 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 (

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, grocery sets, 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 whose pension is below the subsistence level, 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 a 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 with professional holidays, prepare crafts for them, drive 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

Improving the efficiency of social workers through certification. Administration of the Municipal Formation Yuzhskoye Questions on certification of a social work specialist

Send your good work in the knowledge base is simple. Use the form below

Social workers are busy different types activities in the performance of their professional functions. Their work is characterized

Similar Documents

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

Chapter 1. GENERAL PROVISIONS

Chapter 2. CERTIFICATION COMMISSION

Chapter 3. ORGANIZATION AND PROCEDURE OF CERTIFICATION

Annex 1. APPLICATION

Annex 2. CERTIFICATION SHEET

Annex 3. MINUTES OF THE MEETING OF THE CERTIFICATION COMMISSION

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

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

Form 1. Oral in the form of an individual interview

Form 2. Oral in the form of a collegiate interview

Form 3. Written in the form of tests

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

Stage 1. Drawing up a local regulatory act

Stage 2. Formation of the certification commission

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

Stage 4. Certification

Stage 5. Obtaining certification results

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

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

Example

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

Tip 3. Trust third-party certification

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