Goals and objectives of personnel certification. Main stages of certification

Certification of employees for suitability for the position will help confirm the professional competence of employees. A step-by-step algorithm will help you carry out the certification. Download 5 documents that will be needed for personnel certification.

From the article you will learn:

What regulates the procedure for certification of suitability for a position?

Certification of employees for suitability for the position held is carried out to assess their professional competence . The results of the assessment are the official justification for the employer’s administrative and management decisions regarding the employee.

Taking into account the results of the employee’s certification, they can:

• recognize as appropriate for the position held;
• increase or decrease both in position and in salary;
• dismiss under clause 3 of Art. 81 of the Labor Code of the Russian Federation for inadequacy of the position held or insufficient qualifications.

Have you planned a staff assessment, but tension has arisen in the team? Experts from the HR Director magazine will tell you .

Question: When drawing up a company’s internal certification regulations, is it possible to use terms and definitions related to the HR field?

Expert answer: The terms “personnel assessment” or “competency assessment” do not appear in labor legislation. Lawyers interpret the term “competence” as the vesting of certain powers. The concept of “certification” in the Labor Code of the Russian Federation is directly related to the assessment of qualifications, which is defined as the totality of education, work experience, knowledge and business qualities necessary for the high-quality performance of job duties. Therefore, when drawing up internal regulations, use the term “qualification”. Write down in the document what exactly is included in this concept and by what methods each component is assessed.

When drawing up regulations according to which the company will conduct certification for compliance with the position held, we recommend using as a sample , approved by Resolution of the USSR State Committee of October 5, 1973 No. 267.

In the Certification Regulations, include points that you will define:

• main tasks of certification;
• categories of workers who are and are not subject to certification;
• main criteria , by which you will evaluate suitability for the positions held;
• the procedure for conducting certification for suitability for the position held;
• frequency of certification;
• procedure for conducting extraordinary certification;
• a list of regulatory documents that should be followed when conducting and passing certification.

Example

Step-by-step algorithm: how certification for suitability for the position is carried out

Personnel qualification assessments are carried out in accordance with the schedule approved by order of the manager. About what types of certification there are specific features of each of them that the experts at Sistema Personnel will tell you about.

Step 1. Develop and approve the Certification Regulations and job descriptions

Familiarize employees with these documents. Make sure that employees confirm the fact of familiarization with their signature. Introduce new hire employees to these documents when signing an employment contract.

Step 2. Issue an order for certification

With the same document, approve the composition of the certification commission, appoint a chairman and ordinary members. The number of commission members must be odd so that the voting result can be determined by a majority vote.

Step 3. Make a list of those employees who will be certified this year

Before undergoing certification for suitability for the position held, each employee must be notified about this in advance through the head of the department.

Step 4. Certify employees for suitability for their position

Experts from Sistema Personnel will tell you in detail about all nuances of the personnel certification procedure .

Step 5. Summarize the assessment activities

Find out how to do it right submit certification results , from the experts of System Personnel.

5 documents that will be required during certification

How is suitability for a position assessed?

The certification commission makes a decision on whether an employee is suitable or not suitable for the position held, including on the basis of personnel documents. It includes the employee's performance characteristics. It is compiled by the immediate supervisor - he is the one who is able to give an objective assessment of the professional and personal competencies of his subordinate.

How to do it right draw up a production characteristic and what to include in it, experts from Sistema Personnel will tell you. Under the text of the characteristics, the employee must put his signature indicating the date of review.

An employee's qualifications are assessed in the manner established by the Certification Regulations. To objectively certify an employee, use score sheets , KPI method, written test or exam, interview, practical exercise, etc.

Certification of workers for suitability for the position held is carried out on the basis . Experts from HR Director magazine will tell you how to develop and use it.

The commission's reasoned decision based on the assessment results must be reflected in the certification sheet (protocol). The document must be signed by the employee. He also has the right to express his disagreement with the commission’s conclusions and appeal them.

Employee certification sheet

After certification. All materials must be handed over to the head of the organization. Only in this way will he be able to make an informed decision based on the assessment results. Information about the results of employee certification for compliance with the position held is entered into their personal cards.

In order for the result of an employee’s assessment of suitability for the position to be recognized as legal and not challenged in court, strictly follow the established regulations for conducting assessment activities.

Employee certification is, first of all, intended to identify the potential capabilities of personnel, if necessary, sending employees to undergo additional training, with financial incentives and motivation for the most experienced and competent employees.

In this article you will read:

• How to prepare and conduct personnel certification
• Main stages of personnel certification
• Types of personnel assessment and certification

Personnel certification is one of the most important elements in the organization of personnel work, consisting in periodic examination of workers of a certain category for professional suitability and suitability for the position held. The composition of personnel who must undergo certification is established in each industry in accordance with the list of positions of managers, specialists and other workers.

Personnel certification is the legal basis for promotions, transfers, awards, salary determination, demotion or dismissal of employees.

Personnel certification is aimed at improving the quality of personnel, determining the degree of workload of employees, involving an employee in their specialty, improving the methods and style of personnel management of the organization. Personnel certification aims to find reserves for increasing labor productivity, employee interest in the results of personal work and the organization as a whole, making optimal use of social guarantees and incentives, creating conditions for the comprehensive and most dynamic development of the individual.

4 types of personnel certification:

Another certification– mandatory for everyone, held at least once every 2 years for management personnel and at least every 3 years for specialists and other employees.

Certification after the probationary period– to develop reasonable recommendations for the use of an employee based on the results of his labor adaptation in his new place.

Personnel certification for promotion– identify the level of professional training and the employee’s capabilities to occupy a higher position, taking into account the requirements of the new workplace and new responsibilities.

Certification upon transfer to another structural unit– required for cases where there is a significant change in job responsibilities and requirements at the new workplace.

Personnel assessment and certification is carried out regularly in all departments of the organization. The list of positions that are subject to certification, as well as the timing of its implementation, are established by the head of the company.

Stages of personnel certification

Personnel assessment and certification in most companies is carried out using the “360 degree method”, when the employee characterizes himself, he is also assessed by his immediate supervisor, subordinates and colleagues.

Stage 1. Preparation for certification

• Participants: certified employee, immediate supervisor, subordinates, colleagues.
• Tasks: developing forms in which participants in the procedure will give points to the certified employee, with an assessment of each professional quality - by sending out assessment sheets to all participants in the procedure by e-mail, assessment sheets will be collected, materials will be transferred to members of the certification commission for assessment, with a date set for the commission meeting .
• Deadlines: ten working days to prepare the document.

It is necessary to draw up a separate evaluation sheet for each category of evaluators:

1. Evaluation sheet filled out by subordinates and colleagues. You should include yourself in the column that lists the professional skills of the employee, columns for ratings in points, columns for indicating the employee’s strengths and weaknesses.

2. An assessment sheet filled out by the manager of the employee being certified. Additionally, it contains columns for describing the employee’s work goals for the next period, outlining prospects for job and professional growth, indicating whether training is necessary.

3. Self-assessment sheet - additionally includes columns in which the employee can indicate what qualities he plans to develop, what training he considers appropriate, and what projects he would like to take part in.

Stage 2. Grade

• Responsible: HR department
• Participants: general director, deputies, head of the personnel department, boss of the employee being evaluated, employee being certified
• Objectives: to find out how the employee sees his career prospects in the company, what difficulties arise in the work, a constructive assessment is given to the employee, goals for the near future are set for him, with the identification of candidates for the personnel reserve, making personnel decisions based on the results of certification (with changes in salary, position or dismissal).
• Time frame: 30 minutes – 1 hour per conversation.

Stage 3. Registration of adopted personnel decisions

• Responsible for this stage: personnel department
• Certification participants: head of the personnel department, certified employee
• Tasks: formalizing the decisions made by order, familiarizing the employee with it, making changes to accounting documents
• Deadlines: registration of all decisions on the day of certification

Based on the results of all three stages of personnel certification, the commission provides recommendations for promoting the certified employee to a higher position, rewarding for success, increasing wages, transferring to another job, dismissal from position, etc. In the future, the recommendations and conclusions provided by the certification commission will be used in the formation of personnel policy personnel management and administration services of the organization.

For the social protection of certified workers, in order to avoid the subjectivity of the opinion of the certification commission, it is assumed that the weight of conclusions and assessments for the employee will be taken into account.

The head of the organization takes into account the recommendations of the certification commissions, encouraging employees in the prescribed manner. Within a period of no more than 2 months from the date of certification, a decision may be made to transfer the employee to another job with his consent. If this is not possible, the manager may terminate the contract with the employee in accordance with the current legislation of the country.

Personnel certification using the Jack Welch method

“Vitality curve” is the term GE uses to describe its personnel assessment and certification methodology. It assumes that each department head gives ratings to his subordinates to determine who in the team can be classified as the best (20%), who can be classified as average (70%), and who can be classified as the worst (the remaining 10%).

Such estimates are not easy to give, and it is not always possible to talk about their accuracy. It is likely that some “stars” and employees whose potential will be revealed later will even be missed. At the same time, the vitality curve is an effective method that allows you to increase the chances of building an ideal team. This procedure involves dividing workers into classes A, B and C.

Class A – enthusiastic, active workers, always ready to accept ideas from any source. Their efforts give confidence in interesting and productive work. They have principles known at General Electric as the "Four E's": - high energy levels, the ability to energize others to achieve common goals, the ability to make difficult decisions, and the ability to consistently deliver on the right job and their promises.

Class B is the heart of the company. Employees of this class are an integral factor in the success of the company. The goal of managers is to help workers move from class B directly to class C.

Class C – employees who cannot cope with their work. Their activities discourage others, so the employer has to part with them.

For all of these classes, the reward system will vary. In particular, Class A employees should receive a salary 2-3 times higher than Class B. Class B employees should be given significant salary increases each year in recognition of their contribution to overall success. There is no need to increase the salary for C employees.

This system of personnel assessment and certification also involves certain shortcomings. Identifying Class A workers is fun, but dealing with outsiders is difficult. Especially for 2-3 years after introducing your approach - after all, the worst ones had already left the company by this period.

Hello! In this article we will talk about personnel certification in an organization.

Today you will learn:

1. What is certification called and for what purposes is it carried out;
2. Who needs to be certified and who doesn’t;
3. How to conduct certification correctly

Personnel are the main asset of any organization. Whether the company achieves its goals depends on how well employees do their work.

To ensure that job performance does not decline over time, employees’ knowledge and skills are regularly assessed.

What the code says

The law regulates many provisions for personnel management. Conducting employee certification is no exception. The Labor Code of the Russian Federation says that an employer can part with an employee who is not suitable for his position or has insufficient qualifications.

The rest of the certification mechanism is regulated by other laws and regulations.

Why carry out

Conducting employee certification does not mean at all that those who do not pass it will be fired.

The main purpose of certification — analyze the work, identify which areas are weak, how to eliminate these problems and increase the efficiency of the company.

In addition to these goals, there are additional ones:

• Check how motivated employees are (including for career growth);
• Determine the vector along which the company will develop in the future;
• Increase the level of discipline in the team;
• Check the company's compliance with the corporate culture.

Often such a check reveals that additional specialists are needed on staff, or that it is necessary to organize training courses for existing employees.

As a result, certification can help:

• In identifying personnel problems;
• In revising the level of wages;
• Form a personnel reserve;
• In assessing the performance of the company.

Who is not subject to certification

• Women who are pregnant;
• Persons who have been working in the organization for less than 12 months;
• Persons who have young children;
• Part-time workers and persons who work under fixed-term contracts (in some cases);
• Those workers who have reached the age of sixty.

Who is subject to mandatory verification

• State civil servants;
• Municipal employees;
• Railway workers;
• Electricity industry workers;
• Persons ensuring the safety of navigation;
• Aviation personnel;
• Education workers;
• Those who work at high-risk production facilities;
• Librarians;
• Management team of a unitary enterprise;
• Persons working with ionizing radiation;
• Persons working at enterprises associated with the storage and destruction of chemical weapons.

Terms of employee certification

The standard time frame for certification is once every 3 to 5 years. The regulations on employee certification must specify the frequency of its implementation.

In addition, an extraordinary certification of the employee, as well as early certification, can be carried out.

Certification can last from three months to six months, and employees are notified about it 1 month before the start.

Main types of personnel certification

There are several types of certification.

We will list and give a brief description of the main ones:

1. Next– is mandatory for all employees. Frequency: 1 time every 2 years for senior positions, 1 time every 3 years for others.
2. When moving up the career ladder - reveals how ready an employee is to take a higher position and perform new responsibilities.
3. At the end of the trial period– carried out to find out how the employee adapted to the new place.
4. When moving to another department– carried out in cases where responsibilities change significantly.

Personnel certification is carried out regularly, and the list of positions that need to be certified is compiled by the head of the organization.

Methods of employee certification

There are many certification methods, but in practice only a few are used, since for the most part they are derived from each other.

Classification method.

The selection of employees is carried out according to criteria that are approved in advance. The merits and achievements of everyone when performing work are taken into account.

Ranking method.

It consists of ranking employees according to their merits or abilities to perform a certain job. Although ranking can be carried out according to other criteria.

Rating scale.

This technique is most often used when conducting certification. The basis is a list that lists personality characteristics, and a five-point scale is placed opposite each one. Then the manager, using this scale, notes how each characteristic is inherent in the employees.

Open certification.

The technique is relatively new. It was introduced because the rating scale system was not effective enough. Instead of assigning points, it is enough to use a written or oral description of the employee.

Stages of certification

Before conducting certification, you need to clearly understand what exactly you want to install and check. In addition, if the team is large, it is worth developing a plan that delineates who will be busy with the passage at what time.

We will briefly describe the main stages of this procedure in order to have the most complete understanding of it.

Stage No. 1.

First, you decide which metrics you want to evaluate. Then you decide what methods you will use when checking. Once the technique is chosen, you can test one of the company’s departments or an entire structural unit as an experiment.

The criteria by which the assessment will be carried out are specified in advance.

Stage No. 2.

At this stage, regulatory documentation is published and materials for the procedure are prepared. If the company has not carried out certification before, it is worth issuing an order to conduct it, collecting the necessary materials, questionnaires, employee testing results, etc.

All documentation is provided to the secretary of the certification commission, who draws up evaluation tables.

Stage No. 3.

At this stage, employees fill out reports on the work they have done, and the manager fills out a table indicating various criteria. A rating is given next to each criterion.

Stage No. 4.

The committee discusses each grade given. The scores are then summed up and compared with the requirements for a specific position. The higher the final score, the higher the position the certified employee can occupy.

Stage No. 5.

This stage is key.

If the employee who is currently being checked is absent from the workplace, it is impossible to determine in absentia how suitable he is for the job.

If the employee knew about the certification and his signature is on the notification, but he ignored its implementation, an act is drawn up indicating that the employee did not pass the certification.

Summing up the results of its work, the commission draws up a report in which it evaluates the professional level of the team. All documentation that the commission has prepared is certified by all members of the commission.

Stage No. 6.

The commission is systematizing the results obtained. Tables are drawn up and recommendations are given to management regarding personnel changes.

Stage No. 7.

The entire team must be made aware of the certification results. The manager personally conducts a conversation with those employees whose position in the organization will change.

All results are stored in the personnel service; they can be used to resolve various personnel issues.

In our conversation we often mentioned the term “certification commission”. Therefore, let us clarify who is included in it.

Who is on the commission

Its composition can be called standard:

• Chairman and his deputy;
• Secretary;
• Several committee members.

Based on existing judicial practice, it is worth including the chairman of the trade union organization, if one operates at the enterprise, on the commission.

Example. There are known cases where an employee was fired who did not pass the certification by decision of the commission. But at the same time, the chairman of the trade union was not among the commission members. As a result, the court sided with the dismissed employee and reinstated him in his position, and the dismissal was declared illegal.

Forms of certification

To get an effective result, experts recommend using the following forms:

Collegial interview.

The commission reviews all materials and talks with each employee. At the same time, the atmosphere should be calm and friendly, so that the person does not get nervous and can conduct a dialogue with the members of the commission.

It happens that it is difficult for an employee to answer a question; in this case, you should not put pressure and demand a mandatory answer. The commission’s task is to identify the problem, and not to make the employee shake in horror.

Individual interview.

It is most often carried out by the immediate supervisor. He explains to the employee how the certification is carried out, warns about the consequences of failure to appear, and then prepares a review of his work.

Written testing.

In fact, it is considered the most objective form. Questions for employee certification are developed here in accordance with the qualifications and position he occupies.

Initially, the number of correct answers is set, which will indicate that the certification has been passed.

Test questions should be updated over time.

Commission decision

Based on the results of employee certification, the commission can make a decision on the employee’s suitability for the position he occupies, on non-compliance, on transfer to a higher position, on inclusion in the personnel reserve.

The most common mistakes

The main mistake is the incorrect setting of goals and objectives for employee certification. If this procedure is carried out only in order to fire unwanted employees, all the positive aspects of certification are simply crossed out.

Another mistake is the low level of awareness among workers. If certification is carried out for the first time, it is better to warn about it more than one month in advance. It is also recommended to explain to people why this is done and how the procedure occurs. Otherwise, you risk getting a nervous atmosphere in the team, which certainly does not add to the effectiveness of the work.

What other mistakes are made?

Employees are compared to each other.

This will definitely not end well. You need to compare the employee’s activities with the company’s standards, not people.

Different approach to people who do the same job.

Often the requirements for employees with the same responsibilities are different. This is explained both by the personal sympathies of management and by good intentions: different people can do the same job in different ways. The main thing is to never lose objectivity. Therefore, it is better to include in the commission people with an unbiased point of view, those who are not interested in this or that certification result.

Use of a limited range of estimates.

If you operate only with “bad-good” criteria, it is impossible to make an objective assessment of an employee’s performance. It will not be possible to divide employees into equally professional and equally unprofessional. This is a dead-end approach.

It is necessary to evaluate using a wider range of criteria. In some European countries, the employee performance rating scale consists of 100 points. This allows you to make the most informed decision.

Prejudice.

Agree that often in a team there are certain stereotypes in relation to any person. But it is much worse when one of the commission members demonstrates his bias.

The approach must be appropriate, and decisions must be made based on their professional standards, not personal assessments.

During the procedure, requirements suddenly change.

Although people are warned about the check in advance, rumors still cannot be avoided. Every time certification is mentioned, people become nervous, lose their ability to work, and, in addition, begin to conflict with each other.

Don't escalate the situation. Explain everything to your employees in detail and objectively. Don't yank them, don't change requirements suddenly. Otherwise, people will think that everything is being done purposefully so that they will perform worse.

It is unlikely that after such stress the authorities will be treated with respect.

How to carry out certification not only correctly, but also effectively, we will discuss further.

When the commission's actions are unlawful

Some managers conduct performance appraisals to get rid of a specific employee who has suddenly become objectionable. At the same time, no one will take into account his real results of labor, the goal is .

Every employer must remember that solving a problem with a subjective attitude towards a person in this way is illegal.

Another variant of unlawful behavior is this: shortly before the procedure, the employee is given a task that he will not be able to complete, because it is impossible to do initially, since it does not correspond to the employee’s qualifications.

To prevent such violations, commission members must make sure that employees can actually complete the assigned task.

There are other types of violations, if identified, the certification results can be challenged:

• Violation of deadlines;
• The deadlines for notifying employees about certification are violated;
• The employee was not familiar with the results;
• An employee belonging to the category of persons not subject to certification was checked;
• The order of the procedure itself was violated;
• The commission did not include specialists from the industry in which the company operates.

Based on the practice of the courts, we can say that a “fictitious” certification will not allow an unscrupulous manager to get rid of an annoying employee. The requirements of the law must be observed.

Include specialists in different fields in the commission so that the procedure goes better.

Example. Personnel certification was carried out at company R. Based on its results, it was decided to transfer legal adviser A. to a position that is paid lower. Disagreeing with this decision, A. wrote a statement addressed to the head of the company, in which he indicated that there was not a single lawyer on the certification commission. Consequently, the decision to transfer was made by incompetent people.

The head of the company, having read all the materials, considered A.’s arguments justified and the employee continued to work in his previous position.

Despite the fact that the law stipulates cases when the procedure can be carried out without the presence of an employee, it is better not to do this. Thus, the risk of a conflict situation will be reduced, and it will also be possible to avoid challenging the results and litigation.

If you are interested in truly high-quality results, entrust the procedure to professionals. We'll tell you briefly where to go.

Conclusion

So, now we have talked about the most important points regarding personnel certification. If the procedure was carried out in full compliance with the requirements of the law, it will allow making the necessary personnel decisions, enlisting the support of the law, dismissing or demoting an employee.

I would also like to wish that only talented, highly qualified employees work in any company and there is no need to fire anyone or transfer them to low-paid jobs.

The certification process is traditionally divided into three main stages: preparatory, certification, summing up the results of certification - and contains four key components: an order to conduct certification; review-characteristic; certification sheet; decision of the certification commission.

On preparatory stage the purpose of certification is determined, categories of employees subject to certification are established, criteria and standards for personnel assessment are formed, as well as informing the workforce about the timing, goals, features and procedure for certification.

The preparatory stage includes:

• o issuing an order for certification;
• o creation of a certification commission;
• o development of a schedule for certification;
• o preparation of tools for certification.

Before conducting certification, the head of the organization should issue an appropriate order, which must indicate: the timing and location of the personnel certification; list of employees subject to certification; composition of the certification commission; grounds for certification (if certification is unscheduled); regulations for processing certification results.

The Order also specifies the responsibilities of employees and the deadlines for preparing documents required for certification. Before certification, it is recommended to check whether job descriptions have been drawn up for all positions in the organization, since in their absence, the court may declare the certification results invalid and the subsequent dismissal of the employee illegal.

The schedule for conducting certification should be known to employees in advance; accordingly, all employees should be familiarized in advance with the goals, date and method of certification in order to avoid natural fear and negative attitudes.

The certification schedule is approved by the head of the organization. It states:

• o name of the organization, structural unit in which the employee works;
• o date and time of certification;
• o date of submission of the necessary documents to the certification commission indicating those responsible.

To carry out certification, the head of the organization by order appoints a certification commission and determines its composition. As a rule, the certification commission includes 5-6 people. Personally, its composition includes: deputy director for personnel management - chairman of the commission, members of the commission (management of departments in which employee certification is carried out, also a lawyer, psychologist). If there is a trade union at the enterprise, its representative must be a member of the commission (Article 82 of the Labor Code of the Russian Federation). Independent experts can also be included in the certification commission.

For each employee being certified, the following documents may be provided to the certification commission:

• o certification sheet with data from previous certifications;
• o review-characteristic.

Attestation sheets are prepared by the secretary of the commission, and reviews and characteristics of those being certified are prepared by their immediate superiors.

The certification sheet contains objective information about the employee: education, work experience in the specialty at the enterprise, position, etc.

There is no unified form of certification sheet, so it can be drawn up on the organization’s general letterhead, in compliance with all the rules. The content and form of the document mainly depends on the purposes of the certification.

The review is drawn up for each employee subject to certification by the head of the relevant structural unit and agreed with the deputy head of the organization responsible for the certification.

The review (characteristic) must contain a complete, comprehensive and objective assessment of the professional, business and personal qualities of the certified employee, and reflect the specific results of his work in this position for the period preceding the certification.

The employee being certified must be familiarized with the review compiled for him at least two weeks before the start of the certification. In case of disagreement with the submitted review, the certified person has the right to declare this and provide the certification commission with additional information about his work activity for the previous period.

Main stage - carrying out certification. The certification commission reviews the documents submitted to it, hears a report about the employee, the successes and shortcomings achieved, and the results of current assessments. The certification commission can base a conclusion about compliance or non-compliance with the position held only on the employee’s knowledge of issues related to his competence (labor function) and, therefore, the position held.

The main document containing information about the progress and results of certification is the minutes of the meeting of the certification commission. It is conducted in accordance with the established procedure by the secretary of the commission.

The minutes of the commission meeting include a brief summary of the person being certified about his work in the position held, the questions asked to him and the answers to them. If testing was carried out, the results must be indicated in the protocol and tests with the responses of the person being certified must be attached.

The protocol must necessarily reflect the assessment of the performance of the person being certified and the voting results, the number of votes “for” and “against” a specific assessment of the work of the person being certified, as well as the recommendations of the certification commission addressed to him.

A properly executed protocol is signed by the chairman and secretary of the certification commission. After they are signed and the protocol is not allowed to make additions or changes.

A meeting of the certification commission is considered valid if at least 2/3 of its members are present.

If the person being certified fails to appear at a meeting of the certification commission, but for valid reasons, it is recommended to postpone the consideration of materials until he arrives at the meeting of the commission. If the person being certified fails to appear at a meeting of the certification commission without good reason, the commission may conduct certification in his absence. In this case, all questions of the commission members must be answered by the immediate supervisor of the person being certified.

Based on the results of the certification, for each employee being certified, the certification commission will give one of the following assessments:

• o corresponds to the position held;
• o corresponds to the position held, subject to improvement of work and implementation of the recommendations of the certification commission with re-certification after a specifically established period;
• o does not correspond to the position held. The employee is introduced to the commission’s decision, pointing out the strengths and weaknesses of his work. The commission can make recommendations regarding his promotion (professional growth) or the need for advanced training.

If there is written disagreement of the certified person with the conclusions of the certification, the materials are considered by a special expert commission.

At the end of the certification, the certification commissions sum up the results and submit a report on the work done to the head of the enterprise. A report on the work of the certification commission is prepared by its chairman.

Typically, the report contains the following information:

• o composition of the certification commission;
• o the timing of certification and the dates of meetings of the certification commission;
• o quantitative and qualitative composition of employees who have passed certification;
• o list of employees recommended based on the results of certification for inclusion in the nomination reserve;
• o proposals for the organization and content of training for employees of the organization;
• o recommendations for eliminating problems that reduce the productivity of personnel;
• o recommendations for more complete use of the potential of certified employees;
• o proposals aimed at increasing the efficiency of the certification procedure in the future.

Thus, in accordance with the local regulatory act adopted in the organization on the certification of employees, certification commissions can make one of the following decisions:

• o maintain the terms of the employment contract;
• o maintain the terms of the employment contract and stimulate the employee;
• o maintain the terms of the employment contract with the imposition of an additional obligation on the employee - to eliminate the comments of the certification commission and undergo re-certification within a year from the date of the decision;
• o change the content of the employment contract regarding the employee’s labor function;
• o terminate the employment contract but also. 3 hours 1 tbsp. 81 Labor Code of the Russian Federation.

The final stage- summing up the results of the certification. At this stage, decisions are made on the promotion of employees, sending them to study, moving or dismissing employees who have not passed certification. Upon completion of the certification, all materials are provided to the head of the organization (other authorized person). Based on the decision prepared by the certification commission, the manager issues an order on measures based on the results of the certification. According to the order on measures based on the results of certification, it is necessary to prepare orders for each item: on transfers, incentives and other appointments. The Labor Code does not establish the time period during which, based on the results of certification, the employer has the right to make a decision to continue, change or terminate labor relations with employees.

Information about the results of the certification must be included in the employee’s personal card (unified form Hu T-2).