home Services Characteristics from the place of work rzd sample. A sample of writing characteristics from the place of work and the rules for registration. Video experience of writing characteristics

Characteristics from the place of work rzd sample. A sample of writing characteristics from the place of work and the rules for registration. Video experience of writing characteristics

Quite often in organizations, it becomes necessary to draw up a description from the place of work to the court. A characteristic is a specific document that sets out someone's opinion about a person. In our case, this is the opinion of the employer. Despite the fact that the characteristics indicate the impressions of the employee as a whole, it should be as objective as possible.

Sample characteristics from the place of work to the court

G._______________________

"____" _____________ 2019

Characteristic

Ivanov Ivan Ivanovich, "__" ________ Born in 19__, education: higher, released from military service (military ID number _____) currently holds the position of sales manager in LLC _________ ( labor contract No. _____ dated "___" ______ 201_. For this position Ivanov I.I. was adopted on "___" ______ 201_ in accordance with Order No. ___ 201__.

During his career, Ivanov I.I. always conscientiously treated the performance of his labor duties, fulfilled all the requirements of the management. Energetic, stress-resistant, responsible. In the work collective, he has equal relations with everyone, colleagues respect him, value experience and professionalism.

During his work, he had no complaints and comments from the management, he established himself as a conscientious worker. Was not brought to disciplinary responsibility.

The document was issued at the place of demand

"___" ________ 201_

_________/________________________

Files

What should the characteristic reflect?

The characteristic from the place of work is one of the types of this document. Along with it, the judicial authorities also usually request a characteristic at the place of residence. For the court, it is important to clarify the qualities of a person noticed for him in the framework of the work process. That is why the description should not contain information regarding living conditions, family relations, the financial situation of a person. As a rule, these aspects are partially reflected in other types of characteristics.

When drawing up the document, employees of personnel services should reflect the business qualities of a person, his attitude to work duties. The emphasis is usually placed on the role of the person in the team and his work reputation. When preparing a document, it is not recommended to use value judgments and give preference to specific facts.

Even if at the time of drawing up the description, the employer is aware of the details of the legal process in which the document is presented, this should not affect its content. When drawing up the form, one should not give one's subjective assessment of the actual actions of a person, regardless of his procedural status.

negative;
positive;
neutral.

How should the characteristic be drawn up?

Currently, there is no single form for drawing up a characteristic, and therefore the employer can draw up a document according to a template convenient for him. However, since the characteristic refers to official documents, it is necessary to comply with a number of requirements for its compilation:

location on the company letterhead;
indication of the identification details of the organization (name, INN, PSRN, legal address);
indication of contact details of the organization;
an indication of the addressee (the characteristic can be requested directly by the employee himself for further presentation to the judicial authorities, or be requested directly by the court)
indication of the data of the person for whom the characteristic was drawn up;
date and place of preparation of the document.

Important! The document should be signed by the head of the organization. It will also need to be sealed with a seal. The characteristic is drawn up in two copies: one of them remains with the employer, and the second is issued to the person who requested the relevant information.

Despite the absence of a typical form of characteristics, several semantic blocks of this document can be distinguished:

Introductory part. In this block, you should indicate general information about the person for whom the characteristic was drawn up (full name, position held in the organization, work experience). You can also note information about education and military service, if such are known to the employer.
Information about work in the organization. This part usually indicates the "work path" of the person (when he was hired, his position, career growth). If at the time of drawing up the document, the person has already been dismissed from the organization, it is necessary to reflect the date and reason for the dismissal with reference to the provisions of the normative act. Also, this block may contain information about the employee taking additional courses, participation in professional events.
Information about business and personal qualities. This block should reflect the inherent professional qualities of the person, noted by the employer. It may also contain information about personal qualities that had a positive or negative impact on the person's performance of their job duties... The role of the employee in the team should be noted.

At the end of the characteristic, there is usually information about disciplinary sanctions or about his professional achievements.

Today, when applying for a job, you have to participate in a competition. Fighting for a prestigious position is an indicator of the quality of the chosen position.

Places with a huge turnover, where they are accepted without any questions, should in themselves arouse suspicion. Why is half of the workforce dismissed from there at once?

What can serve as a strong argument in favor of your candidacy? Education, work experience and personal sympathy are the three pillars on which the success of the event rests.

These qualities are not enough to compete. Many employers look at the employee from a different angle: education today does not guarantee skills and knowledge.

Corruption has reached this area as well. Experience is different for each enterprise.

It remains to evoke personal sympathy. But the professional person making the decision on the appointment of personnel will not be guided by personal sympathy.

Many bosses are of the opinion: "Let him be a maniac, if only he knows how to sell our goods."

There remains one small but weighty document: a letter with a description from the last place of work.

A small document, which is not required everywhere today, will become a weighty argument in favor of your candidacy.

An employee cannot forge a document, because it is enough to dial the number and call the previous place of work.

A couple of minutes of personal conversation with your boss will help determine if the document is authentic. Counterfeiting is an instant rejection.

It would be great to have a unified registration system for all organizations and able-bodied people, like a social network, where each employee would have a characteristic according to their abilities.

But bosses would also be in no hurry to write about the slightest miscalculation, since employees could write a response, which would affect the number of people who want to work in the organization.

An honest and open site of characteristics for workers and managers.

For now, we can confine ourselves to a letter. Remember one golden rule: when leaving your job, ask your boss to write a testimonial for you.

Just do not do this if you have had conflicts, because you do not need negative reviews about your ability to work and communication skills.

Sample document preparation:

This characteristic is suitable for any organization, it contains complete data about the employee.

You may notice the repetition of the phrase: "He does not smoke, and does not drink." It's too much. Service details are also optional.

A few words about drawing up a characteristic - criteria:

The document does not have a single form, it is drawn up on the basis of the data that the employer wishes to voice.
It is important to indicate in the document what is not reflected in the official documents. These are the personal qualities of the employee, his labor exploits.
You can enter information about merit, the ability to cope with difficult situations.
Not to be overstated, the "brilliant performance" seems questionable.
There is no need to introduce negative features into the characteristics, since each person has his own shortcomings, and the goal is to show the strengths of the employee, to help the person.
If, for the sake of honesty, you want to mention the negative aspects, do it in a benevolent way: call the bore a pedant, the bully - an energetic and enterprising person.
Indicate the main data: name, experience in your company, date. A seal is an obligatory moment, without it your document is a Filkin's certificate.

Here's another example of a characteristic:

How to write for a student in internship

Trainees are another niche. Youngsters taking the first steps towards the cause of their whole life.

For them, the first characteristic is an important sheet that will open the doors to the future for them or make them doubt the correctness of their choice.

Important! Dear employers, if you have a lot of complaints about the quality of work and the behavior of an intern, express this to him personally.

Pupils come to internships precisely in order to hear criticism.

Do not be afraid to express all claims, but in a gentle way, so that overly sensitive individuals do not change their minds to go in the chosen direction.

Observe how the person treats criticism, how he follows instructions, corrects mistakes. Try to make the characteristic rainbow, do not forget to describe all the advantages.

Write down the little things, this information will be useful to you when writing characteristics.

Create a notebook where each employee will have their own sheet. Write there everything that you notice about a person. This will give you the most accurate document.

An example of a trainee characteristic:

Examples of good characteristics

Let's try to write a good description for an employee.

Step-by-step instructions for managers:

Organization name, full details.
Name of the document: characteristic.
Employee data.
Start with how long the employee has worked.
Describe how you handled the job.
Note that there were no complaints.
Describe how you interacted with others.
Add a personal opinion about the character: after all, the document was created in order to describe the character of a person, on which other qualities depend.
Write about your achievements.
Complete the document with signature and seal.

What words of praise to use to more accurately express your approval of the employee's performance:

Skillful hands.
Without bad habbits.
Conscientious.
Honest.
Communicative.
Reliable.
Enterprising.
With a creative streak.
Resistant to stress.
Hardy.
With a great sense of humor, good-natured.
Polite.
Hardworking.

Sample of good performance:

Such a characteristic will help an employee in the future, when hiring, will be an excellent help in a resume.

It is also proof that the boss approves and appreciates his qualities, which is important to a person, pleasant on a personal level. We all need approval.

Even hiding behind a wall of professional relations, everyone is first of all a person, and then a salesman, lawyer or manager.

Useful video

As of: 01.11.2010
Magazine: Everything for the HR officer
Year: 2010
Author: Gorshneva Svetlana Vyacheslavovna
Topic: Employer's Responsibility
Rubric: Have a problem? Here is the solution

characteristic

Regulations

Labor Code

Russian Federation

Hello! Please help me figure it out! A former employee approached us with a request to give him a testimonial. He worked with us, as far as I know, quite a bit and quit over a year ago. The manager to whom he was directly subordinate has also already been dismissed. It turns out that there is no one to give an objective description to the former employee, but I do not want to formally approach. Why let down colleagues, to whom he will then come with such a characteristic? How can we be in this situation? Can this “employee” go to court if we refuse to issue a testimonial?

The Labor Code of the Russian Federation (hereinafter referred to as the Labor Code of the Russian Federation) obliges the employer, no later than 3 days from the day the employee submits a written application, to issue him duly certified copies of documents related to work (copies of an order for employment, orders for transfers to another job, an order for dismissal from work; extract from work book; information about wages, period of work for this employer, etc.) (Art. 62 of the Labor Code of the Russian Federation em.).

However, such a duty is imposed on employers only when employees contact them, that is, individuals who are currently in labor relations with them.

As for the issue of issuing these documents in the future, after the termination of the contract, the legislation does not contain an indication of such a duty of the organization.

The legislation provides for the case of issuing copies of documents by enterprises, institutions and organizations to citizens in accordance with applications (Decree of the Presidium of the USSR Armed Forces dated 04.08.1983 No. 9779-X "On the procedure for issuing and certifying copies of documents related to citizens' rights by enterprises, institutions and organizations"). However, this document establishes the procedure for issuing copies of documents, as well as extracts from them concerning the rights of citizens, and not writing characteristics.

characteristic is an official document issued by the employer (both the organization and individual entrepreneur) to the employee in various situations.

Since in the description it is necessary to most accurately reveal both the professional and personal portrait of the employee, it is best if it will be drawn up by the immediate supervisor. It is not excluded that this document can be drawn up by the personnel department, although it is difficult for the employees of this unit to objectively assess the employee being characterized, since they did not work in direct contact.

But the best option would be when the characteristics are made jointly by the personnel department and the immediate head of the structural unit.

Once again, we note that, as a general rule, the legislation does not oblige employers to issue characteristics to former employees.

However, in order to prevent a violation labor rights We recommend that you check with former employee- why he needs this characteristic. For example, in order to be hired for the position of a judge, the candidate must provide characteristics from the place of work (service) for the last 5 years of work (service) experience. Therefore, an applicant for the position of a judge must be given a characteristic within 7 days from the date of his application (Article 5 of the RF Law of 26.06.1992 No. 3132-1 "On the Status of Judges in the Russian Federation").

IN THE SAME TIME...

When considering hiring, other organizations may contact you with a written request to issue a characteristic for an accepted employee who previously worked for you.

When preparing a response to this appeal, it is necessary to take into account that, firstly, the requested information refers to the personal data of the employee and can be provided to third parties only if the former employee has given written consent to the transfer of his personal data.

Personal data of an employee - information required by the employer in connection with labor relations and relating to a specific employee. Processing of personal data of an employee - receiving, storing, combining, transferring or any other use of personal data of an employee (Article 85 of the Labor Code of the Russian Federation).

In order to ensure human and civil rights and freedoms, the employer, when processing the employee's personal data, is obliged to receive all the employee's personal data from him. If the employee's personal data can only be obtained from a third party, then the employee must be notified of this in advance and written consent must be obtained from him (clause 3 of article 86 of the Labor Code of the Russian Federation).

Therefore, a characterization can only be provided with the written permission of the employee.

Secondly, the Labor Code of the Russian Federation contains a list of documents that an employer may require from an employee when hiring (Article 65 of the Labor Code of the Russian Federation). There are no characteristics among them. At the same time, it is prohibited to demand from a person applying for work, documents other than those provided for by the Labor Code of the Russian Federation, other federal laws, decrees of the President of the Russian Federation and decrees of the Government of the Russian Federation.

In the case you described, it is not clear why the former employee needs such a characteristic. After finding out the reasons for the need for such a document and in the absence of a direct supervisor, in our opinion, one can confine ourselves to extracts from job description the former employee and providing him with copies of all documents related to the work.

If you nevertheless decide to issue a characterization to a former employee, keep in mind that in practice it is customary to draw up a characterization in printed form, but a handwritten version is also allowed (always with all the necessary details).

The reasons for drawing up the characteristics may be different, therefore, the document itself cannot be the same for all cases. Conventionally, several blocks can be distinguished in the text of the characteristic.

V heading part the name of the document (characteristic), the full surname, name and patronymic of the employee, as well as the position held are indicated.

V personal data indicate the surname and initials of the employee, year of birth, education. The name of the educational institution is given in full and the terms of study in it are indicated. If there are several educational institutions, then they list everything with an indication of the specialty received. You can also note the existing merits in studies: a diploma with honors, an academic degree.

The third part indicates employee employment data... Usually, this part contains the following information: from what year the characterized employee works and in what position he began his activity in this organization, to what positions and to what divisions he was transferred. You can also list the significant results of the employee's activity (which works he supervised, which he did independently) and information about advanced training, additional education, retraining, etc.

Next, you need to evaluate business and personal qualities of the employee... The indicators for which the assessment is carried out can be quite varied. Special attention should be paid to professional competence. When assessing it, take into account the work experience, the level of knowledge in the profession, as well as the employee's knowledge of legislative and other regulatory legal acts relating to his work. If an employee is interested in foreign experience and applies it in his activities, this fact should also be noted.

OUR ADVICE

When drawing up the characteristics, take into account the specifics of the requesting organization and enter the necessary items in accordance with the request

An employee's performance can be assessed by how active he is in performing his duties, by the ability to organize labor process and perform the work with high quality on time. In addition, you can provide data on incentives, if any. The reasons for which this employee was positively noted are also indicated - victories in professional competitions, effective social work (for example, "Based on the results of work in 2009, he was awarded an honorary diploma"), etc. Be sure to indicate the employee's achievements in the position held, contribution to the development of the organization. Achievements can be understood as an increase in production due to this employee, for example, in the shop, an increase in sales, assistance provided to them in conducting seminars.

Personal qualities are best shown when communicating with colleagues. Usually, describing these qualities, they use words such as "benevolent", "sociable", "decent", "responsible", "hardworking", "actively making a career." Here, the relationship of the direct supervisor to the characterized employee is of great importance.

When assessing the business and personal qualities of an employee, it is necessary to determine as accurately as possible the level of his knowledge and skills. He can be:
very good, high (for example, "Has a lot of experience", "Has a high level of knowledge in ..." or "Has deep knowledge in the field ...");
sufficient (for example, “Has sufficient experience or a sufficient level of knowledge on ...”);
small (for example, "Not familiar enough with the issues in the field ...", "Has insufficient deep knowledge of ...");
low - lack of knowledge and experience (for example, "Does not have skills in the field ...", "Has no experience in the field ...").

To assess the business and personal qualities of an employee, a characteristic from the place of work is used. This document also provides information on his performance. A characteristic may be required when moving from one department to another or when changing a job, as a rule, it can be requested either by large organizations or government agencies, in a small company, most likely they will not even remember such a document.

The types of characteristics for an employee, depending on the purposes of application, may be as follows:

External- can be drawn up at the request of a third-party organization or the employee himself to present this document at the place of demand, for example, they can be used for military service in a military enlistment office, in a municipal organization to make a decision on the admission of an employee, if they want to apply various measures to an employee rewards or punishments, etc.
Internal- they are used for the internal needs of the organization, for example, for imposing incentives on an employee, disciplinary sanctions, when transferring between departments to provide complete information to the manager about his future subordinate

In these cases, the document is drawn up according to general rules, but there are other types of characteristics, for example, or, which are necessary in the event that an administrative penalty or a criminal case is initiated against a citizen. It is they who can play a key role in making a decision by the court, therefore, when writing them, special attention is paid so as not to harm a person. Can also apply production characteristic per employee.

Characteristics from the place of work sample compilation

To write a document, it is used in A4 format and is drawn up, as a rule, by the immediate supervisor of the characterizing employee or by the personnel department. The paper is signed either by an authorized person or by the director of the organization.

The structure of the document should contain the following points:

Heading, it is necessary to indicate the details of the enterprise, as well as the date of this document, after which the word "CHARACTERISTICS" is written in the center of the sheet below, followed by the descriptive part.
Employee personal data- this section is the first paragraph of the document, it contains information on whose name the characteristic is issued, indicating his full name, patronymic and surname, his date of birth and information about his education.
Assessment of work performance- this paragraph contains information about the date of employment of the employee in the organization, the history of his career ladder, if any, indicates the most significant results of his labor activity that he achieved at his workplace and the contribution he made economic development.
Characteristics of the various qualities of the employee, so business, personal, psychological qualities, professional competence, level of performance, leadership qualities, etc., as well as information on penalties or incentives can be indicated:
- Personal qualities expressed in the level of general culture and upbringing, his ability to conduct relationships in a team.
- At assessment of the professional level of training work experience, the ability to self-education, general erudition, professional knowledge, knowledge of the legal framework and regulations, etc. are taken.
- Health level is determined by his activity in the course of fulfilling the tasks assigned to him, the timing of their implementation and quality, the ability to make effective decisions, behavior in difficult, non-standard and stressful situations, the ability to be responsible for making decisions, etc.
- Assessment of business qualities occurs on the basis of his ability to maintain business relationships with partners and colleagues, his analytical skills, the ability to plan his work, as well as the ability to manage a team, setting tasks and monitoring their implementation, and so on.
Conclusion of the document is written for external characteristics, in this paragraph the purpose for which it was drawn up is written, for example, "given for presentation to the military registration and enlistment office" or "at the place of demand", etc.

A lot can depend on how correct, complete and reliable the document will be, both on the adoption of a positive decision on the admission of a citizen to a new job, and on his career ladder in a new place. It is not worth describing only the positive aspects, but omitting the negative ones, it is better to show the real situation without attribution of non-existent things.

A characteristic for an employee is an officially issued document that assesses the professional and personal qualities of an employee, describes the employee's work path and social activities. The characteristic can be compiled at the request of the employee himself or at the request of external sources. So, how to write a characteristic for an employee correctly?

Types of production characteristics

Despite the fact that the employee profile is a document drawn up on a letterhead, having its own serial number and must be certified by a seal, there are no strict requirements for its preparation in regulatory and legislative acts.

The only thing that can be guided by when writing a characteristic is GOST R 6.30-2003, where are registered general rules registration and filling of working documentation.

Form of characteristics for the employee.

3. Employee's work and career data:

the date of commencement of work at the enterprise, the terms of work in other organizations may also be indicated;
brief information about the career - when, where and to what positions he was transferred;
additional education, advanced training, independently performed work, key projects;
characteristics of work results are the most significant results.

What is primary documentation in accounting, how to maintain and store it correctly, you can read

4. Are there penalties and awards- in the paragraph, all the employee's achievements should be written (receiving certificates, achieving titles, the employee's own development, and so on).

5. Assessment of personal and professional qualities of an employee.

This paragraph lists the psychological and communication skills, the level of his knowledge, professionalism in a particular area.

7. The characteristic is certified by signatures the management staff (the signature of one director or the head of a unit, department is enough) and the head of the personnel service.

8. Date of issue of the document placed at the bottom left, signatures are certified by a seal.

9. One copy of the characteristic is transferred to an employee or third parties(if this is permitted in writing by the employee), and the second (copy) remains with the organization.

Sample characteristics per employee:

The characteristics of the employee must contain extremely reliable information, and the assessment of his personal, professional and other qualities must be objective and impartial.

How to write a testimonial correctly and what types of letters of recommendation are, you can find out in the following video: