Certification as a comprehensive method for assessing social workers. An indicative list of questions for the certification of employees of the center Services LLC "Germes"

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

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

For those in need of home care. First I give a consultation, and then after writing the application, the head of the home care department is called. It explains the rights of a veteran and the responsibilities of a social worker. worker.
Some veterans need registration 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

Under the traditional system of attestation of employees, the current legislation refers to a procedure, the content and procedure of which the employer develops independently. There is no article under the title "Certification of employees for compliance with the position held." However Labor Code, according to article 81, determines that the procedure for conducting certification is established by the local regulatory act of the employer.

For example, certification of cultural workers is determined by the Procedure approved by the Deputy Minister of Culture of the Russian Federation, dated February 8, 2010 No. 7790-44 / 04-PKh. This normative act, in particular, stipulates that employees who, by the nature of their activities, do not require special skills or knowledge, for example, unskilled workers, are not subject to certification.

There is a nuance: the employer develops the provision on the certification of subordinates independently, taking into account the opinion of the trade union. But if there is no trade union in the organization, then there is no need to coordinate anything with anyone.

Regulations on certification of employees

IMPORTANT!

Since in 2020 the certification of employees is regulated by the employer, we recommend taking the Regulations on the procedure for conducting certification, approved by Decree of the State Committee of the USSR dated 05.10.1973 No. 267, as the basis for the development of an internal regulatory act.

The current legislation does not limit in any way the categories of employees in respect of which certification can be carried out, as well as the frequency and procedure for certification itself. The employer has the right to establish at its discretion any procedure for carrying out this procedure in relation to any categories of employees.

We recommend that you approach the development of the document, which will be called the "Regulations on the certification of employees", with attention. In order to exclude possible negative judicial practice, as well as to ensure that the certification of employees for compliance with the position held is as clear as possible to both employees and the employer himself, it is advisable to include the following sections in it:

General information.
Section on preparations.
Section on certification.
Final provisions.
Applications.

These sections are given as an example and do not claim to be universal. We want to give the employer a step-by-step algorithm so that the certification of employees at his enterprise does not fail and is as objective as possible.

General section

Step 1. Designate the purpose of certification

For one employer, it will be enough to write that the purpose of this event is to determine the compliance of the employee’s qualifications with the position he occupies.

Another may set out the goal of the rational use of the labor resources of their employees, increasing the effectiveness of their work and responsibility for the work assigned. Formulate clearly and specifically exactly the goal that you are trying to achieve.

For example, in accordance with the Regulation approved by Decree of the Government of the Russian Federation of March 16, 2000 No. 234, the objectives of certification of enterprise managers are:

objective assessment of the activities of managers and determination of its compliance with the position held;

assistance in improving the efficiency of enterprises;

stimulation of professional growth of heads of enterprises.

Step 2. Determine the composition of the certified workers

Taking into account that the legislation does not restrict the employer in choosing categories of employees for their certification, we still recommend NOT including in the lists of those who are certified:

pregnant women;
who have worked in the position for less than a year;
on parental leave and employees who have worked for less than one year after returning to work from this leave;
old-age pensioners;
minors;
employees with whom a fixed-term employment relationship is concluded.

The rest of the staff can be certified.

For example, when attestation of prosecutors is carried out, the number of those being attested does not include:

pregnant women;

on parental leave (they can be certified six months after leaving the leave);

employees who have reached the age limit for being in the service (if they have not made significant omissions in their work);

officers in the reserve of the military prosecutor's office upon assignment to them of the initial class rank.

All other employees of the prosecutor's office are subject to certification in accordance with the Order of the Prosecutor General of June 20, 2012 No. 242.

Step 3. Fix the frequency of certification

Certification can be carried out every year, but such a frequency is unlikely to contribute to the formation of a healthy atmosphere in the team. Therefore, the best option would be a period no more than once every three years and at least once every five years.

For example, according to the text of Federal Law No. 342-FZ of November 30, 2011, attestation of employees of internal affairs bodies is carried out once every four years.

Step 4. Indicate the grounds for an extraordinary certification

It is better to foresee (in case of parting) and fix that an extraordinary certification can be carried out:

by agreement of the parties;
in case of changes in working conditions for technological reasons;
in case of repeated improper performance of their duties.

Then the employer will have the right to send the employee for an extraordinary certification, based on the results of which to make an appropriate decision, including those provided for in paragraph 3 article 81 of the Labor Code of the Russian Federation.

For example, in the Regulation approved by the Ministry of Transport of the Russian Federation of March 11, 1994 No. 13/11 (registered in the Ministry of Justice on April 18, 1994 No. 548), early certification is carried out in cases where gross violations of the rules and regulations governing the safe operation of vehicles are detected, or traffic accidents with serious consequences.

Section on preparation for certification

In this section, it is necessary to clearly and clearly indicate what steps and measures the employer and subordinate officials are obliged to take.

Step 1. Determine the composition of the commission

The composition of the commission is determined by the order of the employer.

The commission must have a chairman, ordinary members and a secretary.

It is necessary to indicate which of them has the right to vote and which does not.

It is also important who will have the decisive vote if the opinions of the members of the commission are distributed equally (to avoid this, the commission should be created from an odd number of representatives of the employer).

The composition of the commission is permanent, changes can be made either due to a conflict of interest, or in connection with personnel movements.

It is important to indicate the powers of the members of the commission. Thus, the chairman is responsible for the validity and legitimacy of the collegial decisions made, the members of the commission - for the comprehensiveness and objectivity of the decisions made, the secretary - for the technical work.

Step 2. Schedule

The certification schedule is a document that the employer draws up annually. Approved by a separate order. The schedule should be approved in advance in order to have time to acquaint those who are to be certified with it.

The chart indicates:

list of employees subject to certification this year;
date and place of the procedure;
the time of submission of the necessary personnel documents for the certified employees and full name. responsible for providing.

Step 3. Notify employees about the upcoming certification

All certified workers must be notified of the procedure in advance and under signature. How far in advance, the employer decides, but the optimal period is one month.

The form of the notification is not important, the fact confirming the acquaintance is important.

If the employee refuses, an appropriate act is drawn up.

If sick, a corresponding notification is sent to the place of registration and residence by registered mail with acknowledgment of receipt.

Step 4. Obtain the necessary personnel documents

Due to the fact that the attestation commission makes decisions on the basis of the documents provided, the employer has the right to independently provide for which document and within what time frame should be submitted to the commission.

It can be any requirement, like a portfolio, for example.

For example, until recently, teaching staff of state-owned social service institutions in the Leningrad Region had to submit for certification a portfolio of a social worker characterizing the results of their activities. However, it is worth noting that at present this requirement has been canceled by the Order of the Committee for Social Protection of the Population of the Leningrad Region dated January 21, 2013 No. 1.

Sample portfolio of a social worker for certification

In practice, most often, the employer requires the commission to provide a description or service review of the employee, which must be prepared by his immediate supervisor.

With the characteristics of the employee must be familiarized under the signature. After familiarization, this document is submitted to the certification commission.

IMPORTANT!

It is necessary to provide an opportunity for the employee to disagree with the content of his testimonial and submit written objections to the certification commission.

The deadline for submission of all documents is indicated in the schedule.

IMPORTANT!

A characteristic not provided on time with disputable certification results is a formal reason for the court to recognize the decision of the certification commission as unlawful due to a violation of the procedure.

Section on certification

This section is a description of the step-by-step procedure for attesting employees at the enterprise.

Step 1. Determine the quorum

To do this, the regulation should state that with the participation of two-thirds of the composition of the commission, its decisions are considered valid. If the number of members of the commission is less, the certification is postponed for another period determined by the employer, taking into account the requirements of the described provision.

Step 2. Describe the procedure itself

We write that the certification of employees for compliance with the position held should be carried out in the presence of the employee himself and his immediate supervisor in a friendly atmosphere (the employee is already under stress).

We indicate that the boss represents the employee, and then the members of the commission ask questions of interest to them.

After the questions are asked and the employee answers them, the certified employee is removed, and his head and members of the commission remain to discuss and make an appropriate decision.

After the decision is made, the employee is invited, and the chairman announces the decision of the commission to him.

Step 3. We fix the decision-making mechanism

IMPORTANT!

Any decision must be justified and supported by an appropriate document. If an employee is a scoundrel, this is not a reason to recognize him as inappropriate for his position.

The professional activity of an employee should be evaluated in conjunction with the qualification requirements for his position. It is necessary to take into account the personal contribution of the employee in achieving the goals of the organization, as well as the complexity and intensity of the work that he performs.

It is worth paying attention to the absence or presence of facts of violations of the labor schedule and official duties.

All doubts are interpreted in favor of the employee.

Step 4. Commission Decision Options

We describe what decisions the commission can make:

the employee corresponds to the position;
send for training to match the position;
apply to the employer for an increase (salary, position);
consider demotion due to insufficient qualifications;
does not correspond to the position held, to recommend sending for training for advanced training or dismissal due to insufficient qualifications.

Step 5. We draw up the decision of the commission.

All decisions of the commission are drawn up in a protocol or entered in the employee's certification sheet. It makes no sense to draw up both documents, in fact they are the same thing, only the form is different. At the same time, no one forbids filling out both documents.

The attestation sheet and protocol are signed by all members of the commission present at the attestation.

IMPORTANT!

Those members of the commission who were not present at the certification are not entitled to sign these documents. If they sign, this may serve as a reason to cancel the decision of the commission and initiate a criminal case under Article 292 of the Criminal Code of the Russian Federation.

The order must be issued within a certain period, the employer himself will determine in which, but not more than one month.

It is necessary to provide that the terms can be interrupted (when going on vacation, temporary absence for unknown reasons or temporary incapacity for work, this period should be interrupted).

Violation of the terms entails the cancellation of the decision by the attestation commission.

For example, if A.V. Petrov will be recognized as inappropriate for his position, the employer has the right to fire him, send him to training or demote him (his will, the attestation commission granted him such powers).

If the employer decides to move A.V. Petrov to a lower position, and A.V. Petrov will refuse, the employer will have the right to fire him on the same grounds.

Step 6. Worker rights

It is advisable to indicate that in case of disagreement with the results of the certification, the employee can appeal this decision in the manner prescribed by law.

Final provisions

This section contains information about where to store appraisal documents. All attestation documents are stored in personnel departments, protocols - in the nomenclature folder, attestation sheets - in the personal files of employees.

Sections: social pedagogy

Certification allows you to diagnose personnel; determine the value of employees. Helps the manager to reasonably make managerial decisions, especially those related to the strategic objectives of the institution.

Our institution is an orphanage, an area where the work of a social worker of all levels is intensively applied: a social teacher, a social work specialist and a social worker.

Objective: to determine the features and conditions for the application of attestation to improve the efficiency of the work of social workers.

Tasks:

define the concept of "performance";
highlight the criteria for social work;
to study the features of the work of a social worker;
identify factors for increasing labor efficiency;
draw up a professional portrait of a social worker;
identify methods for assessing personnel for certification;
study the practical experience of social workers;
determine the impact of certification on improving labor efficiency.

It is concluded that the effectiveness of social work largely depends on the personality of the social worker who performs it.

To determine the approach to assessing the effectiveness of social work, it must be recognized that social work is not limited to traditional forms of activity.

Social work is a specific type of professional activity. This is the provision of state and non-state assistance to a person in order to ensure the cultural, social and material standard of his life, the provision of individual assistance to a person, family or group of persons.

First of all, social work should be considered as an independent science. Like any science, social work has its own subject, object, categorical apparatus. The object of research in social work is the process of connections, interactions, ways and means of regulating the behavior of social groups and individuals in society.

The subject of social work is the patterns that determine the nature and direction of the development of social processes in society.

English scientists define social work as the organization of a personal service to help a person. It is aimed at making everyday life easier for people in conditions of personal and family crisis, and also, if possible, radically solving their problems. Social work is an important link between the people who need help and the state apparatus, as well as legislation.

In Russia, in the context of the transition to a market economy, against the background of a sharp change in the nature and forms of social relations, the breaking of habitual stereotypes of life experience, the loss of social status and development prospects for many people both for society as a whole and for themselves personally, serious difficulties arose, with which cannot be handled on their own. Increased social tension. All this increases the importance of deploying social work as a specialized type of activity, as well as the need to train social workers of various specializations for various categories of clients.

The position of social worker, social work specialist and social pedagogue was introduced in the Russian Federation in 1991. In the qualification handbook, he is endowed with a variety of official duties:

Identifies families and individuals at enterprises, microdistricts in need of socio-medical, legal, psychological, pedagogical, material and other assistance, protection of moral, physical and mental health; establishes the causes of their difficulties, conflict situations.
Provides them with assistance in their resolution and social protection; promotes 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 material, social and other assistance;
Organizes public protection of juvenile offenders, if necessary, acts as their public defender in court;
Participates in the work on 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 work on social adaptation and rehabilitation of persons who have returned from special educational institutions and places of deprivation of liberty.

Each type of activity ends with some result, according to which the work done is evaluated. One of the most important evaluations of the result is efficiency. Social work also gives certain results. It is also judged on its effectiveness.

What is the effectiveness of activity in general and specifically social work?

Depending on the type of activity, the concept of efficiency is defined in different ways. But at the same time, each of them has mandatory elements: goal, result, costs, generally accepted norm (or ideal).

The main things in this list are the goal and the result. They represent the starting and ending points of activity: at the beginning, the goal is put forward, and at the end, the result is obtained. The ratio of the goal and the result gives an idea of the effectiveness of the activity.

Subject Our study is the effectiveness of social work, which in the most general form is considered as the ratio of the results obtained to the previously put forward goals. Thus, it captures the degree of conformity with what was supposed to be achieved.

All ideas and theories of social work are grouped around one central block of problems:

conditions for the formation and implementation of human life;
the ratio of freedom and social conditionality of the individual, socially justified (or unjustified) measure of this freedom and the possibilities of its implementation in society.

However, a number of questions still arise: is it timely to raise the question of the effectiveness of social work in general, and even more so of the effectiveness of individual social workers? Are there sufficiently well-defined bases for determining the effectiveness of the activities of social services and individual specialists in the work done?

It is necessary to highlight principles on which the effectiveness of social work is based:

the ability to accurately formulate the problem; analysis of the factors that caused the problem, as well as hindering or favorable solution of the problem; assessment of the solvability of the problem; development of an action plan; involvement of the object in solving the problem;
assessment of the changes achieved in the position of the client.

Of course, the criteria, as well as indicators of the effectiveness of the implementation of social work in the country, can be applied at the macro level (at the state level), meso level (republic, city, district), and micro level (at the level of an individual, client).

At the level of the whole society, it is possible to evaluate the effectiveness of federal targeted programs that provide federal support for various regions in the development of social services for the population. For example, within the framework of the presidential program "Children of Russia". The programs “Children with disabilities”, “Development of social services for families and children”, “Prevention of neglect and juvenile delinquency”, which set various general tasks for ministries and departments that have social services, but at the same time formulated specific tasks related to to the activities of the Ministry of Labor of Russia, the Ministry of Education of Russia, the Ministry of Internal Affairs of Russia, the State Committee of the Russian Federation for Youth Affairs. The allocation of funds from the federal budget to support territorial social services within the framework of these programs, of course, provides for an assessment of the activities of these services, determining the effectiveness of social work carried out by specialists from these services.

But at the micro level, clients of social services, wishing to receive material assistance, social and medical services or consultations, pay attention to such personal qualities of social workers as kindness, justice, responsiveness, professionalism. Among the negative qualities of social workers, clients include indifference, deceit, rudeness, and low professionalism.

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

increasing the degree of independence of individuals, their ability to control their lives and more effectively resolve emerging problems;
creation of conditions in which individuals can show their capabilities to the maximum extent and receive everything that they are entitled to by law;
adaptation or readaptation of people in society;
creation of conditions under which a person, despite physical injury, mental breakdown or life crisis, can live, maintaining self-esteem and self-respect on the part of others;
and as the ultimate goal - to achieve such a result when the client does not need the help of a social worker.

The implementer of the goals of social work is a social worker, ranging from "linear" work with the client and ending with managerial activities in government departments.

Social work is a complex process that requires solid knowledge in the field of management theory, economics, psychology, sociology, pedagogy, medicine, jurisprudence, etc. Its effectiveness largely depends on the social worker himself, his skills, experience, personal characteristics and qualities.

Certification should help identify the optimal set of personal qualities necessary for a social worker, such as responsibility, adherence to principles, observation, sociability, correctness (tact), intuition, personal adequacy in self-assessment and assessment of others, the ability to self-educate, optimism, mobility, flexibility, humanistic orientation personality, sympathy for the problems of other people, tolerance.

The “contraindications” to social work include: lack of interest in other people (selfishness), irascibility, 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.

The behavioral style of a social worker, determined by the combination of his personal qualities, his value orientations and interests, has a decisive influence on the system of relations that he forms not only with people, but also with his colleagues, subordinates and superiors.

They can be divided into three groups:

first- psychological characteristics that are an integral part of the ability to this type of activity;
second- psychological and pedagogical qualities, focused on the improvement of a social worker as a person;
third- psychological and pedagogical qualities aimed at creating the effect of personal charm.

Without these, leading for this profession, the characteristics of the psyche, effective work is impossible.

Social workers are engaged in various activities in the performance of their professional functions. Their work is characterized by three approaches to solving the problem:

educational approach- acts as a teacher, consultant, expert. The social worker gives advice, teaches skills, modeling and demonstrating the right behavior, establishes feedback, uses role-playing games as a teaching method;
facilitative approach- performs the role of an assistant, supporter or mediator in overcoming apathy or disorganization of the individual, when it is difficult for her to do it herself. The activity of a social worker with this approach is aimed at interpreting behavior, discussing alternative activities and actions, explaining situations, encouraging and targeting the mobilization of internal resources;
advocacy approach is used when a social worker performs the role of a lawyer on behalf of a specific 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 individuals to put forward enhanced arguments, select documents substantiated accusations.

When evaluating a social worker, you can use the most common assessment methods:

Historical(biographical) - analysis of personnel data, personnel record sheet, personal statements, autobiography, educational documents, characteristics
Result: conclusion about family, education, career, character traits.
Interviewing(interview) - a conversation with an employee in the "question - answer" mode according to a pre-compiled or arbitrary scheme to obtain additional data about the employee.
Result: Questionnaire with answers.
Questionnaire(self-assessment) - a survey of a person using a special questionnaire for self-assessment of personality traits and their subsequent analysis.
Result: questionnaire.
Sociological survey- a questionnaire survey of employees of different categories who know the person being assessed well (managers, colleagues, subordinates.
Result: sociological assessment questionnaire.
Observation- observation of the assessed employee in an informal (on vacation, at home) and in a working environment using the methods of instant observations and photographs of the working day.
Result: Surveillance report.
Testing- determination of professional knowledge and skills, abilities, motives, personality psychology with the help of special tests with their subsequent decoding using "keys".
Result: psychological picture.
Expert review- determination of the totality and obtaining expert assessments of the ideal and real worker.
Result: workstation model.
Critical Incident- the creation of a critical situation and the behavior of a person in the process of resolving it (conflict, making a difficult decision, behavior in trouble, attitudes towards alcohol, women, etc.)
Result: Incident and human behavior report.

Purpose of certification must be:

assessment of the success of the employee;
implementation of incentive and sanctioning measures;
the basis for the operational redistribution of tasks between employees;
formation of a personnel reserve;
drawing up a plan for training and development of an employee;
employee career planning;
introduction of flexible remuneration systems (changes in the remuneration system).

Evaluation result Attestation of an employee can be the main approaches to assessing the business qualities and qualifications of an employee when establishing the category of payment provided for by the Unified Tariff Schedule, approved by Decree of the Government of the Russian Federation of October 14, 1992 No. 785.

The compliance of the duties actually performed and the qualifications of employees with the requirements of job characteristics is determined by the attestation commission in accordance with the Regulations on the procedure for attestation of employees of institutions, organizations, the system of social protection of the population of the Russian Federation that are on budget financing, and the Regulations on the procedure for attestation of healthcare workers.

Certification of employees of institutions and organizations of the social protection service is carried out in accordance with the Regulation on extraordinary certification and billing of medical and pharmaceutical workers who are on budget financing, approved by order of the Ministry of Social Protection of Russia dated December 7, 1992 No. 265.

In addition to resolving the issue of promoting or retaining an employee in the previous position, the purpose of certification may be to reveal the existing reserves for improving the efficiency of individual work, linking remuneration with the real results of work and the qualifications of a specialist or manager, determining the volume, methods and forms of advanced training. In this regard, the direct objects of certification are the results of the employee's work, his potential, attitude to the performance of his duties.

The personality of a person as such is not subject to evaluation. As a result of certification, the employee must understand his mistakes, intensify work to overcome them, improve himself, etc. taking into account both their own interests and the interests of the organization.

At the preparatory stage, lists of employees subject to certification, schedules for its implementation in departments are compiled, the composition of the relevant commissions is approved, rules and criteria are announced. Based on the results of the certification, an action plan is developed, and in accordance with the recommendation of the commission, the head can carry out personnel changes. A person who has not passed certification is transferred to another position with his consent, and in the absence of such, he can be fired. Based on the results of the certification, within a month, the manager decides on the establishment of the appropriate categories of wages for employees. develops recommendations for improving the efficiency of employees, etc.

At the preliminary stage, before certification, the director of the personnel department, using the biographical (historical) method, collects information about the certified: personnel data is analyzed (documents on education, study of the work book, etc.). All data is sent to the departments where the certified ones work.

An attestation sheet, a review (characteristic) for the person being certified, and a performance characteristic are being prepared for the meeting of the commission. In the absence of the head of the day or round-the-clock department, the description is written by the deputy director for social work;

The job description reflects:

professional and ethical competence;
education;
professional competence (knowledge, skills, experience);
degree of activity in work;
sociability;
motivation for the activities of a social worker;
psychological stability;
intelligence, cultural level;
level of compliance with the principles, ethics of the social worker;
responsiveness, empathy, compassion of social workers.

Qualities of social work specialists required in the performance of official duties:

ability to listen
benevolence, kindness
competence, knowledge, outlook
ability to think logically
dishonesty, honesty
ability to make practical decisions
high general culture
the ability to organize assistance, to achieve a solution to the client's problems (efficiency in business)
personal charm
the ability to rely on the professional help of their colleagues at work
teamwork skills
respect for point of view

At the same time, job descriptions for employees are also being prepared for the meeting to assess the performance of their job duties.

By order of the director, an approximate list of indicators for assessing the qualifications of employees has been developed:

education;
work experience in the specialty;
professional competence;
knowledge of the necessary regulatory documents regulating activities;
the ability to quickly make decisions to complete tasks;
quality of work performance;
the ability to adapt to a new situation and adopt new approaches to solving emerging problems;
timeliness of performance of official duties, responsibility for the results of work;
intensity of labor (the ability to cope with a large amount of work in a short time);
ability to work with children;
the ability to predict and plan, organize, coordinate and regulate, as well as control and analyze the work of subordinates (for deputies, heads of departments);
the ability to quickly master issues that increase labor efficiency and work quality;
work ethics, style of relations with colleagues and clients;
the ability to be creative and entrepreneurial;
participation in commercial activities;
capacity for self-esteem, compassion and understanding of disabled citizens.

At the stage of attestation, a review is read out, a job description, the work of the person being certified for the past period is studied, questions are asked. The attestation commission uses the most common methods for assessing labor productivity: the method of given (forced) choice - the commission selects those that correspond to it from a set of employee descriptions. An employee's performance is measured by a large number of selected positive descriptions; descriptive assessment method - the commission describes the advantages and disadvantages of the employee's behavior in the implementation of professional activities; management by goals (tasks) - the activity of the employee for the past period related to the implementation of goals and objectives is studied; method of assessment according to the decisive situation - the attestation commission prepares a list of descriptions of the "correct" and "incorrect" behavior of employees in certain situations. These situations are called "decisive". Based on the study of the work of the certified person for the period preceding the certification, the study of performance characteristics, a conclusion is made about the amount of “correct” behavior in such “decisive” situations, and other methods of personnel assessment are also used.

The minutes of the meeting of the attestation commission are kept by the secretary

Based on the results of the performance appraisal of employees, the manager orders: to confirm the compliance of the position held and the level of remuneration according to the Unified Tariff Schedule.

Studying the results of certification, the head develops recommendations, his attitude to improving the efficiency of work together with the Committee on Education and other organizations. The Education Committee, in turn, receives data on the past certification, the development of the director on future performance, and, together with the Education Committee, develops methodological recommendations that are sent to the institution.

A feature of the work of social workers is that its results are difficult to directly quantify. Moreover, the results of labor often do not become apparent immediately, but only after a certain period of time, sometimes quite long. But nevertheless, all information about the work of a social worker for the past period is provided for certification and conclusions are drawn about the effectiveness and efficiency of his work.

In order for the employee to always perform his job effectively, it is necessary to correctly communicate the results of the assessment to him. To do this, the manager should try to give the employee the opportunity to relax and emphasize that this conversation is not a disciplinary event, but a meeting to discuss past work in order to make recommendations for the future. It is necessary to start the conversation with the positive achievements of the employee, the statement of shortcomings should be placed between two positive results. It is very important for the manager and the attestation commission to observe these points, to be objective, so that in the future a person does not lose faith in himself, interest in the profession and mobilizes his efforts for effective work.

Many leaders of modern organizations have already come to the conclusion that without attestation and objective assessment of employees in all respects, it is impossible to achieve stable work and, ultimately, positive results for both the activities of the institution and each of the employees. Therefore, everyone, both managers and employees, should be interested in conducting an objective assessment and certification.

MINISTRY OF SOCIAL PROTECTION OF THE POPULATION OF THE SVERDLOVSK REGION

ORDER

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

In accordance with the Decree of the Government of the Sverdlovsk Region of September 14, 2010 N 1319-PP ) "On the introduction of a new system of remuneration for employees of regional state budgetary institutions of social services for the population and amendments to the Concept of the remuneration system for employees of regional state institutions of social services for the population of the Sverdlovsk Region, approved by Decree of the Government of the Sverdlovsk Region of October 29, 2007 N 1055-PP "On approval of the Concept of the wage system for employees of regional state institutions of social services for the population of the Sverdlovsk region "I order:

1. Approve the procedure for attestation of social work specialists and social workers of social service organizations of the Sverdlovsk region (attached).

(in ed.)

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

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

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

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

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

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

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

Chapter 1. GENERAL PROVISIONS

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

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

2. The purpose of attestation is to determine the compliance of the level of professional competence of social work specialists and social workers with 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. Certification 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: initial, average, 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 are taken into account in all state budgetary and state-owned organizations of social services for the population located on the territory of the Sverdlovsk region.

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

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

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

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

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

Chapter 2. CERTIFICATION COMMISSION

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

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

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

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

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

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

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

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

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

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

13. The specific dates, 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 of the necessary documents for certified employees;

2) development of certification schedules;

3) determination of the personal composition of the 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 of the employee’s professional training with the qualification requirements for the position; his professional competence; attitude to work and performance of official duties; performance indicators for the calendar year preceding the date of compilation of the characteristics.

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

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

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 (letters of honor, letters of thanks, diplomas, theses of speeches, methodological developments).

19. Certification of specialists in social work of organizations is carried out in one of the following forms of qualification tests: exam, computer testing, interview, defense of 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 attested, the second copy is issued to the person being attested.

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 attestation are considered in accordance with the current legislation on the procedure for considering labor disputes.

Annex 1. APPLICATION

THE FORM

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

STATEMENT

Please certify me and assign (confirm)

Qualification category by position

Availability of a qualification category, its validity period

___________________________________________________________________________

20__ Signature _______________

Phone: home _________________

official _________________

Appendix 2. CERTIFICATION SHEET

THE FORM

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

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

CERTIFICATION SHEET

1. Surname, name, patronymic _________________________________________________

2. Year of birth _______________________ 3. Gender ____________________________

4. Information about education ________________________________________________

(educational institution, year of graduation)

___________________________________________________________________________

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

Information about additional professional education, promotion

qualifications


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

5. Work after graduation (according to the records of the 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

THE FORM

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

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

MINUTES OF THE MEETING OF THE CERTIFICATION COMMISSION

___________________________________________________________________________

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

N _______ Date _______________

Chairman _______________________________________________

Secretary __________________________________________________

Commission members present:

___________________________________________________________________________

Listened to: On the assignment of _____________________________________________________

(Full Name)

Questions to the assessed person and assessment of answers

1. _____________________________________________ complete, incomplete, incorrect

(emphasize)

2. _______________________________________________ complete, incomplete, incorrect

(emphasize)

3. _______________________________________________ complete, incomplete, incorrect

(emphasize)

4. _____________________________________________ complete, incomplete, incorrect

(emphasize)

5. _____________________________________________ complete, incomplete, incorrect

(emphasize)

6. _____________________________________________ complete, incomplete, incorrect

(emphasize)

Decision of the attestation commission:

Assign (confirm) __________________________________ qualification

(specify which one)

Refuse to assign (confirm) ____________________ qualification

by specialty ________________________________________________________

(specify which one)

Comments, suggestions of members of the attestation commission

___________________________________________________________________________

Chairman of the attestation commission ___________ __________________________

(signature) (surname, name, patronymic)

Secretary of the attestation commission ___________ __________________________

(signature) (surname, name, patronymic)

Members of the attestation commission ___________ __________________________

(signature) (surname, name, patronymic)

___________ __________________________

(signature) (surname, name, patronymic)

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

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

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

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

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

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

The structure of the center includes:

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

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

department for family and children(social and legal assistance, work with the family, social rehabilitation, safety prevention, social patronage are carried out);

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

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

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

department of medical and social rehabilitation ( therapeutic physical culture, manual therapy, herbal medicine, massages, psychological relief room);

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

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

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

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

The following documentation is being prepared for certification:

job descriptions;

feedback (characteristic);

job description (written by the heads of departments and the deputy director for social work).

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

Applicant is invited.

The presentation-review is read out by the secretary.

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

Questions of the commission to the certified.

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

An attestation sheet, a review (characteristic) for the person being certified, and a performance characteristic are being prepared for the meeting of the commission. In the center, the description of the head of the day care department was written by the deputy director for social work; for a social work specialist of the urgent social service department - head of the urgent social service department; for a social worker of the department of social services at home - the head of the department of social services at home.

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

Based on the data received, the performance characteristics reflect:

Professional and ethical competence

availability of education

professional competence (knowledge, skills, experience)

degree of activity at work

sociability

motivation to work as a social worker

psychological stability

intelligence, culture

level of adherence to principles, ethics of a social worker

responsiveness, empathy, compassion of social workers.

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

ability to listen to customers

benevolence, kindness

competence, knowledge, outlook

ability to think logically

dishonesty, honesty

ability to make practical decisions

high general culture

the ability to organize assistance, to achieve a solution to the client's problems (efficiency in business)

personal charm

the ability to rely on the professional help of their colleagues at work

teamwork skills

respect for the client's point of view

The results of work for the period preceding certification.

At the same time, job descriptions for employees are also being prepared for the meeting to assess the performance of their job duties.

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

1. Education.
2. Work experience in the specialty.
3. Professional competence.
3.1. Knowledge of the necessary regulatory documents governing the activity.
3.2. Ability to make quick decisions to complete tasks.
3.3. The quality of the work.
3.4. Ability to adapt to a new situation and adopt new approaches to solving emerging problems.
3.5. Timely performance of duties, responsibility for the results of work.
3.6. Intensity of work (the ability to cope with a large amount of work in a short time).
3.7. Ability to work with the disabled and the elderly.
3.8. The ability to predict and plan, organize, coordinate and regulate, as well as control and analyze the work of subordinates (for deputies, heads of departments).
3.9. The ability to quickly master issues that improve labor efficiency and work quality.
4. Industrial ethics, style of relations with colleagues and clients.
5. The ability to be creative and entrepreneurial.
6. Participation in commercial activities.
7. The ability for self-esteem, compassion and understanding of disabled citizens.

At the stage of attestation, a review is read out, a job description, the work of the person being certified for the past period is studied, questions are asked. The certification committee uses the most common methods for assessing labor productivity: forced choice method- the commission chooses from a set of descriptions of the employee those that correspond to him. A typical set of such descriptions includes indicators for assessing the qualifications of workers, developed by the director of the KCSO. An employee's performance is measured by a large number of selected positive descriptions; descriptive evaluation method- the commission describes the advantages and disadvantages of the employee's behavior in the implementation of professional activities; management by goals (tasks)- the activity of the employee for the past period, related to the implementation of the goals and objectives of both the KCSO and social work in general, is being studied; decision method- the attestation commission prepares a list of descriptions of the "correct" and "incorrect" behavior of employees in certain situations. These situations are called "decisive".

Based on the study of the work of the certified person for the period preceding the certification, the study of performance characteristics, a conclusion is made about the amount of “correct” behavior in such “decisive” situations, and other methods of personnel assessment are also used.

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

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

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

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

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

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

The Department of Social Protection of the Population, in turn, receives data on the past certification, the development of the director of the center on future performance, and, together with the Committee for Social Protection of the Population of Krasnodar, develops methodological recommendations that are sent to the center.