Briefly describe the characteristics of the garbage dump. Correct characteristics for an employee: sample and other examples

The employee profile is the most important document that gives an idea of the suitability of a person’s personal and professional qualities for the position held. It also shows his labor potential, desire for growth in the service and allows him to make a decision on possible reward or punishment.

Typical characteristics for an employee: structure

Any document has its own structure, which helps to present information as logically and completely as possible. The employee profile includes the following necessary information:

information about education, positions held and their terms;
description of qualifications and characteristics of work activity;
information about rewards, achievements and penalties in the workplace;
psychological traits, the nature of communication with colleagues and other business qualities;
the purpose and place for which the characteristics are compiled.

Personal data

The personal information included in the employee profile includes not only his personal data. This also includes date of birth, marital status, children, physiological characteristics (presence of contraindications, for example), social living conditions of the employee and his family (for example, the presence of disabled close relatives, if this matters for the place where the characteristics are being compiled). Depending on where the document is submitted, the description may contain information about other areas of a person’s life. This may be the presence or absence of a criminal record, bad habits and other things.

Employee qualification

An employee profile is, first of all, a description of a person’s business qualities and professionalism. Therefore, qualification occupies one of the main places in the document. Here you should describe:

education, its levels, retraining, advanced training courses with dates;
main stages labor activity(places and positions held);
functions and tasks that are solved by this place work;
the degree of fulfillment of the requirements for the employee;
self-education and ways to independently improve your professional level.

Merits, achievements, punishments

All the rewards and penalties that were imposed speak for themselves about the success of a person’s work activity. Therefore, the characteristics must indicate:

diplomas different levels with nominations;
extraordinary individual awards and related merits;
qualitative or quantitative changes in the workplace that are the merit of a person;
implementing your own innovative ideas at work;
disciplinary and other labor sanctions.

Psychological picture

The psychological traits of an employee largely influence his labor potential. They are often the reason for promotions. Here it is important to describe exactly which features contribute to or hinder successful work activity. These include:

determination;
poise and pedantry;
ability to work in a team and/or be a leader;
communication skills;
analytic skills;
ability to plan and manage time;
value orientations;
strength and mobility of nervous activity;
self-confidence, the ability to stand your ground, to convince.

Sample characteristics for an employee

Petrova Maria Petrovna, born in 1989, has been an employee of the Mystery cafe since 2012.

Maria has higher education with a degree in marketing: in 2013 she graduated from... (name of educational institution). In 2012, she began her professional career in a cafe as a waiter. From 2013 to 2015 she worked in this establishment as a bartender. Maria’s main responsibilities included servicing cafe customers according to requirements, taking orders, advising on dishes on the menu and cafe promotions, paying customers, and maintaining cleanliness in the room.

During her time working in these positions, Petrova Maria showed herself to be a hardworking, attentive, and principled employee. She is able to quickly learn and apply knowledge in non-standard situations in practical activities. For successful and responsible work, Maria was promoted to administrator.

At this workplace, the employee performed the following functions: organizing and monitoring the work of staff, labor discipline of subordinates, organizing the work of the recreation room, consulting clients and resolving conflict situations. In her position, Maria was able to demonstrate her leadership potential, good organizational skills, the ability to plan and meticulously monitor the quality of work of colleagues. She is responsible for the development of the system effective organization staff working hours, taking into account the requirements of labor legislation.

In dealing with her subordinates, Maria Petrovna is strict but fair. Knows how to properly motivate colleagues for effective work activities. Always friendly with clients. Knows how to establish contact with people, resolve controversial situations and maintain the image of the institution.

In 2016, Maria Petrova took 2nd place in the city competition "Effective Leader". Before this, she was repeatedly awarded prizes and certificates from the management of the cafe for her personal contribution and conscientious performance of her duties.

Maria Petrovna is actively engaged in self-education, reads the necessary literature, and attends professional development trainings. Believes that the result depends on the effort invested.

The characteristics are compiled according to the location of the requirement.

A job reference is not a relic of the past and is in demand in many situations. This special kind documents. However, a single writing sample has not been approved, despite its importance. The characteristic is an assessment of an employee of an enterprise by his immediate supervisor in writing. An employee is characterized according to certain criteria of professional and personal qualities, his career path and participation in the public life of the company are described.

The document can be drawn up at the request of an employee of the enterprise or at the request of external sources. The employer’s formal attitude towards writing a reference deprives it of individuality and does not bear any responsibility useful information for the addressee.

Basic requirements for characteristics

Personnel officers call the characteristic an “X-ray” of an employee, since it contains the basic qualities of a person (personal and business), professional achievements, thanks and awards.

When compiling a specification, its purpose is taken into account. If for further career growth, then it should be noted the professional skills and business qualities, the employee’s desire for development. Law enforcement agencies and courts are more interested in a person’s personal qualities.

The document is always drawn up from a third party in the past or present tense (has, graduated), and the employee’s actions should not be commented on. The characteristics should contain a dry presentation of factors, without personal conclusions, assessments and judgments. The compiler must present the information as objectively as possible, excluding emotions and personal attitude towards the employee. Detachment will be the best “adviser” when writing a document.

Rules for drawing up a document

In the process of writing a description, you should adhere to generally accepted rules:

Use A4 sheet;
You should not use abbreviations when writing personal information about an employee and his position.
The main part should contain not only information about career growth in the company, but also various achievements of the person. It is important to highlight the bright moments: working on serious projects, supervising tasks, participating in large-scale events.
If during the work the employee improved his qualifications or took specialized courses, then this should be reflected in the document.
It is important to adequately assess professional qualities: good knowledge of theory, solving analytical problems, relationships with the team, meeting deadlines, etc.
Be sure to indicate personal qualities: the ability to communicate with colleagues and clients, self-control in conflict situations, and help when necessary. The moral and cultural development of a person will not be superfluous.
Transfer incentives for Good work from the managers.

Who draws up and signs

Most often, the characteristics are prepared by the employee’s immediate supervisor. IN small companies, where one person oversees the affairs of the organization, he is responsible for drawing up the characteristics.

The signature must be placed by the person who compiled the document. If the company has a human resources department, then its representative also signs the reference.

Procedure for compilation

The specification is drawn up on company letterhead, is a document with an individual serial number and is certified by a seal. However, there are no regulations regulating the rules and procedure for its preparation. You can start from GOST R 6.30-2003, which lists the basic rules for filling out and preparing working documents.

The performance characteristics evaluate a person as a professional, taking into account business and personal qualities.

When writing, you can follow the algorithm:

Take the organization's letterhead. The document must be on an A4 sheet.
Indicate the date the document was compiled.
Write “Characteristics” in the center.
The words “Issued” are written and the employee’s full name, date of birth and position held are indicated.
The description itself is written.
The final block indicates who compiled the document and in what position. The compiler signs next to his full name. The document is certified by the head of the department or the director of the enterprise.
They put the seal of the organization.
The characteristic is recorded in the documentation log and is assigned a serial number.
One copy (original) is given to the employee or a third party with written permission. A copy is kept in the organization. A sample form is shown in the figure below.

The characteristic consists of several points:

Header, header:

Name;
organization;
number when registering the document;
Full name, employee position.

Details of the employee for whom the reference is being drawn up. They should be presented in a single paragraph, which comes first.

Full name, date of birth;
education and availability of academic degrees, specialty.

Labor activity and career:

the beginning of arrival at the enterprise, it is allowed to indicate the period of work at previous places;
briefly about career growth - when and to what position you were transferred;
Availability additional education, qualifications, implementation of leading projects and independent work;
significant results of work activity.

The presence of awards or penalties. Describe the employee’s achievements (availability of diplomas, titles, own developments).
Personal and business qualities of the employee - communication and psychological skills, level of knowledge and professionalism.
Purpose of issuing characteristics. In most cases, they indicate “presentation on demand”.
Signatures of the company's management team.
Indicate the date of issue in the lower left corner. The organization's seal is also placed there.

Difficulties in compiling characteristics

The main difficulty in drawing up characteristics is the lack of clear regulations and strict rules. This type of document is compiled in any form.

When writing a reference for an employee of an enterprise, a personnel officer or manager must show diplomacy and be objective in order to receive a decent text. Before compiling it, it is important to communicate with the employee’s colleagues and immediate superior.

The characterization should not consist of template phrases, since an objective assessment of the person is required. Flattering remarks can harm him.

The HR department employee must evaluate the finished document. If difficulties arise, he has the right to contact a colleague without providing the employee’s personal data.

Assessing employee qualities

The employee’s business and personal qualities, his level of knowledge and experience are highlighted. They can be positive or negative.

Assessment of business qualities

Positive:

the ability to properly organize the work process;
completing assigned tasks on time;
high quality of work;
the fruitful work of subordinates is organized, the quality of completed projects is monitored;
showing initiative;
established relationships with colleagues and superiors;
responsibility;
diligence;
discipline.

Negative:

disorganization of the labor process;
failure to meet project deadlines;
low quality of work;
there is no ability to organize the work of the team, there is no control over subordinates;
lack of initiative;
tactlessness towards colleagues, disruption of official chain of command;
low level responsibility or its complete absence;
failure to comply with management instructions;
violation of labor discipline.

Personality assessment

Positive:

goodwill;
communication skills;
active participation in public life;
enjoys authority.

Negative:

conflict;
isolation;
avoids participation in corporate events;
there is no authority.

Experience and level of knowledge

Positive:

sufficient (good, high) level of professional knowledge;
extensive work experience in a position or specialty;
having certain skills.

Negative:

insufficient level of knowledge;
little work experience;
skills in the professional field are not developed.

Types of characteristics

According to the type of application, the characteristics are divided:

External - compiled and provided to third parties. The document contains personal data of an employee of the enterprise, the distribution of which is prohibited by the legislation of the country. To avoid problems in the future, you must obtain written permission from the employee for whom the reference is being drawn up.

When drawing up an external characteristic, you can ask the employee what points to draw the addressee’s attention to.

Internal - used within the enterprise. The document is required when transferring an employee, promoting or rewarding him, as well as imposing a disciplinary sanction.

Significant differences between internal and external characteristic No. Both types are compiled in accordance with generally accepted rules.

The moments of drawing up internal characteristics must be regulated by acts and documents adopted by the managers of the enterprise and signed by the director. The internal characteristics must contain data on the work done, confirmation of the completion of the assigned tasks within the specified time frame. A plus will be the presence of the employee at production meetings, despite the high workload. When drawing up a negative characteristic, they indicate that the specialist is involved in many projects and spends enough time on their implementation.

But not all work has the positive result expected by management. For example, insufficient time was devoted to a number of important matters. It is appropriate here to list certain tasks that were ignored by the employee.

Positive and negative characteristics of the employee

The characteristic can be positive and negative. In the first case, the employee’s business skills, his professional potential, positive sides personality. In the second type, characteristics reflect the failure of the employee as a professional in his field of activity, indicate character traits that prevent efficient work in the position held.

According to the Labor Code Art. 89 the employee has the right to familiarize himself with the characteristics and attach a written statement with his own point of view on important points.

Where is the characteristic needed?

A positive reference for an employee may be required in the following cases:

With previous place work for a new employer;
admission to professional or higher education educational institution;
when awarding;
with a planned promotion;
transfer to a new position;
upgrade;
payment of remuneration;
awarding certificates and diplomas;
loan processing.

Negative characteristics needed:

for law enforcement agencies;
to court;
financial structures;
in case of disciplinary action.

Example of a positive testimonial

As mentioned above, in positive characteristics must be specified strengths employee: his professionalism, desire for growth and development, rapid learning, etc.

“Full name has 20 years of work experience at the enterprise. During his work, he showed himself to be a qualified specialist who competently and rationally solves the problems assigned to him. production tasks. All assigned projects were implemented as efficiently as possible with full dedication, some of which were complex and labor-intensive.

The IO has such qualities as high activity, determination, responsibility for assignments, and dedication. Special mention should be made of his talent for teaching young specialists and his willingness to help his colleagues under any circumstances.

IO has received awards and gratitude many times: certificates from the relevant ministry, gratitude from the management of the enterprise.”

The second example of a positive characteristic: “Full name has been working in the LLC since 2015. During his work, he established himself as a conscientious and competent worker.

A high level of culture and the desire for self-development make the IO a valuable employee who finds mutual language with colleagues and superiors. Stress resistance, skill quick solution conflict, communication skills allow him to complete tasks in the shortest possible time. The IO was rewarded several times by management with certificates and thanks, with information recorded in work book.

Hard work and high level responsibilities are allocated to executives in the work team. During the period of work at the enterprise, he had no penalties or reprimands.”

“Full name worked in the company for 2 years. Despite a number of positive qualities, he is characterized as an employee with low professional potential.

This was manifested in failure to meet project deadlines, low quality of work, and lack of organization and discipline.

The IO has been subject to disciplinary action several times and has reprimands in his personal file.

The attitude towards the team is disdainful, there is no ability and desire to establish contact with colleagues. Does not provide assistance to new employees, despite direct responsibilities. Constantly rejects offers to participate in public life.”

Another example of a negative description of a junior accountant: “Full name was an employee of StroyGarant CJSC from 2015 to 2016. During this period, the executive officer did not show any special professional qualities; he often refused to perform official work for reasons that were not exculpatory factors.

Despite the desire of the team to get closer to the IO, a common language was not found with him. Numerous cases of rude treatment of clients and colleagues have been recorded. Severe reprimands did not lead to correction of the employee’s behavior. The violations committed were entered into a personal file. Since the attitude towards the work of the IO has not changed, we parted ways with him by mutual agreement.”

Characteristics for specific situations

The purpose of the characteristic will determine its features, which are important to consider when writing it.

Upon dismissal

If an employee moves to a new place of work, the previous manager must include the following items:

description of the employee’s business qualities;
suitability of the employee for the position held;
development of professional qualities.

It will be useful to list personal qualities that are important for a future position: quickly establish contact with others, the ability to eliminate conflict situations, responsibility, initiative, etc.

There are cases when an employer cannot speak positively about an employee, and accordingly fires him. A manager can quite legitimately tell you the nuances of working with a person, even the most unpleasant ones.

A negative characteristic can have a negative impact on the leader or the company. How did a professional hire an untalented employee?

The description indicates any shortcomings of a personal and professional nature: conflict, failure to meet deadlines, inconsistency with the position, violation of internal regulations, etc.

To the judiciary

The document for the court should be given Special attention. Robots can send a request for a character reference from the spot in case of a criminal or administrative offense.

The judge uses the information to make a fair decision. the main problem for the manager - the absence of certain requirements from the judiciary. It is difficult to determine what information will be useful to the judge and will not harm the employee of the enterprise. It is better to contact a lawyer and talk with the employee himself. Example of characteristics for the court http://delatdelo.com/files/xar_sud.doc.

Be sure to note that the document is intended for authorities judiciary. If the employee has been working for less than six months, then you can request information from the previous place of work.

For the police

Law enforcement agencies are interested in characteristics indicating personal and business qualities. Professional skills will not be valuable information for them.

You can talk about relationships with colleagues, list rewards and penalties for violations, if any. It is important to remember that the statute of limitations for violations of internal regulations is one calendar year. After it, all misconduct should not be included in the description.

Example of characteristics for law enforcement agencies http://delatdelo.com/files/xar_policiya.doc.

For awards

Awarding an employee with a distinction requires the preparation of certain documents. Rewards can be for impeccable work, high performance, exemplary moral character, etc.

The reference for the Ministry will be a petition to provide a state award to a valuable employee. When compiling it, it is imperative to comply with the requirements of GOST R 6.30-2003.

The manager must indicate participation in various projects, contributions to new technologies and innovative developments, participation in conferences and symposiums.

Features characteristics for the award:

The purpose of the testimonial is to be nominated for an award. It is important to indicate positive personal qualities and achievements in a certain area. If the award is not related to work activity, then more attention is paid to human qualities: responsiveness, kindness, etc. Information must be objective.
Any award is given to people with certain merits, and not just to an executive employee. The legislation establishes a list of these merits.
When submitting for an award, the reference may be part of any document (submission, letter of application). Before completing it, you need to understand the forms of submitted documents.

To the military registration and enlistment office

In most cases it is required from educational institutions, but sometimes also from the employer. The characteristics indicate relationships in the team, behavior in conflict situation, ability to adapt to new conditions.

What they don't write about in the description

The manager is not limited when drawing up characteristics, but it is worth adhering to the basic rules. The following is prohibited:

Emotionally charged words and insults. Business etiquette does not allow personal relationships.
Incorrect information. The characteristics must contain only reliable information from the place of work. Non-professional qualities are omitted: religiosity, living conditions, political views, nationality, etc.
Violation of the Personal Data Protection Law. The transfer of information should only be with the written consent of the employee.
Grammatical, syntactic, morphological errors. If an error is detected, the characteristic is rewritten.

Violation of the listed requirements makes it possible to appeal the issued document.

When writing characteristics for an employee, organizations take into account many factors: purpose, merits or reprimands, business and professional qualities. If you follow the above recommendations, then there will be no problems with drawing up characteristics. The size of the characteristic depends on the desire of management to list the employee’s merits or penalties.

Characteristics from the place of work - a document that is used to provide different places and situations. Knowing the peculiarities of its preparation will help in situations where you need to check how correctly it was drawn up for you. Also, such information will be useful if you need to draw up a reference yourself and then have it approved by the employer. In our article we will talk about all the design features of this document.

○ What is a job description?

A job description is a description of the personal and professional qualities of an employee.

The peculiarity of this document is that there is no established form; it is filled out voluntarily by the employer. However, it often happens that they approach this problem formally, resulting in standard document, raising doubts about the validity of these facts.

But since this document is required in many cases, you need to know how it should be drawn up, so that in case of non-compliance with the standards, require a new characteristic.

○ Why is the characteristic required?

This document may be required in many cases, for example:

When applying for a loan from a bank.
When applying for a job.
When transferred to another department.
In case of problems with law enforcement agencies (for example, when returning rights after deprivation).
In a trial where a positive characterization can help justify or reduce the term, etc.

○ Types of characteristics.

Exist different types of this document, differing in content. Let's look at each of them in more detail.

✔ Positive and negative.

Characteristics of an employee can be either positive or negative. In the first case they describe best qualities people – personal and professional. Most often compiled when:

Entering a new job or educational institution.
Promotion.
Transfer to another department.
Payment of remuneration.
Submission for an award.
Applying for a loan.

A negative characteristic is the opposite and indicates business qualities and personal traits that interfere with the effective implementation of work activities. A similar characteristic is drawn up in the following cases:

Disciplinary action.
Referral to law enforcement agencies or judicial authorities.
Presentation to banking structures.

This document may have a negative impact on the employee’s future career.

✔ Assessing the quality of work.

This type characteristics is important when an employee gets a different job. It increases his chances of getting a vacancy, provided that the document indicates the positive qualities of the employee.

In this case, the employee’s personal qualities are not specified; the emphasis is on his professional achievements.

✔ Internal and external.

The characteristics are also divided according to the place of provision. It may be needed within the organization (when transferred to another department, nominated for an award, issued a disciplinary sanction, etc.).

The employer encourages employees who conscientiously perform their job duties (declares gratitude, gives a bonus, awards a valuable gift, a certificate of honor, nominates them for the title of the best in the profession).
(Article 191 Labor Code RF).

Also, the document can be presented outside the enterprise (at a bank, law enforcement agencies, court, etc.). A characteristic can either help or hinder an employee.

○ How to write a characteristic?

Despite the absence of a set form, there are certain requirements for the preparation of this document.

✔ Rules for document preparation.

The specification must include the following information:

Title of the document.
Full name of the employee.
Position without reduction.
Age of the employee (optional).
Start of work in this position.
Achievements in professional activities (gratitude, awards, if any).
Information about advanced training and taking additional courses.
Data on penalties applied (if any).
Information about the employee’s professional skills and abilities.
Description of personal qualities.
Date of preparation.
Signature of the head and seal of the organization.

✔ Primary requirements.

The specification is drawn up in printed form on standard A4 paper. Standards of business ethics and the Russian language are used. It is important that the information provided is reliable.

Despite the absence of punishment for providing an incorrect description, the employer may encounter certain problems when sending such a document to law enforcement agencies, banking institutions or courts.

✔ Sample characteristics from the place of work.

This document may be provided in various organs. Compiled directly by the employer or HR department employee. It is allowed to be executed by the employee himself, provided that the document is subsequently approved by his superiors.

An example of such a characteristic can be found here.

A citizen may need a reference from his place of work when applying to various authorities and organizations.

There are certain rules for drawing up this document.

Depending on the purpose of compilation, the content of the document may vary. Let's look at how to write a job description.

Depending on the purpose of obtaining characteristics, they are divided into two types:

Internal. This type is applied only within the organization, when a transfer is made to another position, a move to another department, a disciplinary sanction is assigned, etc.
External. They are written on the initiative of a citizen or third-party organizations. Such documents are intended to be presented upon request outside the employee’s place of work. For example, when applying for a loan, when hiring a new employer, or guardianship authorities, for the military registration and enlistment office, for municipal organizations, etc.

How to correctly write a reference for an employee - sample and procedure for drawing up

From the point of view of the law, there is no single generally accepted form of the document, that is, each employer can draw up a reference at its own discretion.

You can familiarize yourself with the rules for applying for parental leave.

Example of compilation of characteristics

Let's look at an example of a correctly composed document.

The possible text of the document can be considered using the example of a description of an enterprise accountant compiled for presentation at a new place of work.

After indicating the date of the document and the title, the following text may appear:

“Issued to Margarita Petrovna Kharitonova, born on July 15, 1981.

She received her education at Moscow state university majoring in economics. Married. Has two children (7 and 5 years old).

She worked at the LLC “Vash Dom” company from 04/04/2010 to 15/02. 2016 as an accountant.

While working, I was sent to trainings under the “Chief Accountant” and “Consultant Plus” programs, and took courses under the “ Financial statements 2016". Every year she received a year-end award for effective and qualified professional activities. Disciplinary sanctions was not exposed.