Having worked in a certain organization for at least 6 months, an employee has the right to receive an official document from the administration, which identifies him as an employee. Such a document is called a characteristic. It is usually required to study the qualities of a person by employers who evaluate the characteristics of a potential employee and can subsequently accept him into their company.

Before you start creating characteristics of a hired worker, you need to find out what he will use it for in the future. The content of the official document directly depends on this. For example, a reference can be provided to the traffic police in order to return a driver’s license. It is also quite often needed to obtain a bank loan. Under such circumstances, the document will deal exclusively with the personal qualities of the enterprise employee.

If a person asks for a reference in order to change his current job, then in addition to character traits (communication skills, responsibility, meticulousness in every task), it is necessary to list the employee’s significant achievements at the enterprise (stages in the development of a professional career, attitude towards work). It is worth considering that the employee’s education is not indicated in the document. If an employee is truly an excellent candidate for a new job, then it is permissible to recommend to employers from another company positions where he is able to fully express himself.

Such documents are also issued to an employee in the event of his dismissal or as required by government agencies, such as a court.

Classification of characteristics

1. Internal characteristics. It is created with the aim of promoting or demoting a subordinate in position within one enterprise. It may also be needed when transferring an employee to another department or receiving financial compensation.
2. External characteristics. This type of document is made by a third party company for the purpose of inviting an employee to a position.

The created characteristic is certified by a signature and seal.

Document requirements

1. There are standard conditions for filling out the document. Before it is filled out, you need to discuss this with the employee and require his written consent that information about him will be transferred to other persons.
2. The document should not disclose the employee’s nationality, his living conditions, religious views and other things that have nothing to do with professional qualities.
3. The text of the document must be written in accordance with the form required by the enterprise.
4. Most often, you need to fill out a reference on special forms from the organization. When requested by government officials, it must include a link directly to them.

Here is an approximate template for writing a reference from a previous place of work:

Characteristics template

In addition, it is important to consider the following information:

1. Date of issue.
2. Personal data.
3. Objective assessment of professional qualities and relationships with the team.
4. Indication of the qualification level, as well as the performance of the assigned work.
5. Details of the company that is going to issue the document.

Towards the end, you should indicate the name of the organization where the testimonial comes from. Typically, the description is written by the head of the department or the HR manager. In addition to the signature of the authorized person, there must be a seal of the organization.

Features of writing a character reference upon dismissal

You need to know how to write a correct reference for an employee in the event of his dismissal. When a person wants to get a new job, he will definitely need a reference from his previous employer.

At the same time, it is very important to pay attention to assessing the employee’s business qualities, position, and level of professional development. Sometimes (if a person is extremely hardworking) it is recommended to talk about his ability to make contact with people, improve his work process, etc. According to the laws, a person who worked at an enterprise and was subsequently fired has the right to then request a reference for the next three years. Of course, often employees do not require such documents (the reasons for this may be different).

Creating characteristics for the court

Sometimes it is possible for the court to request the enterprise to provide the necessary personal information. The responsibility when writing a document of this kind must be clearly understood. If a person is brought to administrative or even criminal liability, then the characterization can significantly affect the outcome of the case. The best solution would be to consult with a professional lawyer.

Every organization should have forms for drawing up business documents. When requesting from the court, you must indicate the full name of the enterprise, contact numbers and postal address. Immediately below the address part, you need to write the word “characteristics” in capital letters and then indicate the details of the employee for whom the document is being created. Afterwards, information is compiled about citizenship, how long he worked in the company, and what his position is. An equally important nuance is the indication of all achievements in the career ladder, personal rewards for work activities (in the form of cash bonuses or certificates). It would be useful to indicate his attitude to the performance of assigned duties.

The main part involves an assessment of his work qualities as an employee, relationships with colleagues, time devoted to community service and other things related to the person’s field of activity. Finally, there must be a direct indication that the document is being issued at the request of the court. The completed description must be signed by the head of the enterprise or the director of the company himself. Next, the document is certified by the manager who is involved in personnel work. In any case, if you do not understand some point, you can easily find an example of a job description on the Internet. Here is one of them:

Sample description from place of work to court

Sometimes during a trial where an employee is involved, the court requires a reference from the last workplace. If a person recently received a new job, then he will need to provide the court with a written reference from each enterprise. Documents are compiled independently of each other. If a person has had too many jobs, then official documents from at least the last two organizations will be required.

Writing a profile for the police

Of course, if a document is created for the police, then most attention should be paid to the character of the person, because this plays the most significant role. It is drawn up on the company’s letterhead (letterhead). As a rule, it contains information about the company, contact numbers, and address. In the middle of the sheet you need to start with the word “characteristic”. Then, from the new page, you should indicate all the personal data about the employee who ended up with the police or interacts with them in some other way. It is necessary to mention the date of entry into the current headquarters of employees. The position held is taken into account.

Most often, such papers are drawn up for those employees whose driver’s license was confiscated or an administrative offense of another kind was committed on their part. In the document you need to “stand up for” the employee, indicating his main advantages and the performance of important tasks related to the police case (for example, if a person’s license was taken away for some reason, then you need to mention his professional driving skills, which went to benefit of the company). The focus is on efficiency and reliability. The reference is signed by management and certified by the official seal of the company.

Drawing up a negative characteristic

There are often cases when a manager is dissatisfied with the work of his subordinate. Then he may well write a “not entirely flattering” description of his activities. However, there is a downside to this point - a poor performance appraisal can well affect the subsequent reputation of the enterprise. That is, the organization may be thought poorly of because it hires “bad” employees for cooperation. However, sometimes it is extremely necessary to receive a financial penalty. Or law enforcement agencies asked for compilation.

It is done according to a standard model. The main part is necessary to reveal all negative qualities. Any shortcomings of a personal or professional nature should be listed. If, after the expiration of the period, the subordinate has not violated disciplinary norms, then the penalty will be canceled automatically.

An interesting video about the peculiarities of compiling characteristics in Germany:

A job reference is not a relic of the past and is in demand in many situations. This is a special type of document. 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 to writing a characteristic deprives it of individuality and does not provide 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, gratitude 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.
• List incentives for good work from 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 compiling 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 characteristics are drawn up on company letterhead, are a document with an individual serial number and are 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:

1. Take the organization's letterhead. The document must be on an A4 sheet.
2. Indicate the date the document was compiled.
3. Write “Characteristics” in the center.
4. The words “Issued” are written and the employee’s full name, date of birth and position held are indicated.
5. The description itself is written.
6. 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.
7. They put the seal of the organization.
8. The characteristic is recorded in the documentation log and is assigned a serial number.
9. 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:

1. Name;
2. organization;
3. number when registering the document;
4. 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.

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

• Work activity and career growth:

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

There are no significant differences between internal and external characteristics. 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, and positive aspects of his personality are indicated. In the second type, characteristics reflect the employee’s failure as a professional in his field of activity and indicate character traits that prevent effective work in his position.

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:

• from a previous place of work for a new employer;
• admission to a professional or higher 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, the positive characteristics should indicate the employee’s strengths: his professionalism, desire for growth and development, quick learning, etc.

“Full name has 20 years of work experience at the enterprise. During his work, he proved himself to be a qualified specialist who competently and rationally solves the production tasks assigned to him. 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 a desire for self-development make the IO a valuable employee who finds a common language with colleagues and superiors. Stress resistance, the ability to quickly resolve conflicts, and communication skills allow him to complete tasks in the shortest possible time. The IO was rewarded several times by the management with certificates and thanks and the information was recorded in the work book.

Hard work and a high level of responsibility distinguish the IO 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 is the lack 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 judicial authorities. 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 from the employer. The characteristics indicate relationships in the team, behavior in a conflict situation, and the 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:

1. Emotionally charged words and insults. Business etiquette does not allow personal relationships.
2. 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.
3. Violation of the Personal Data Protection Law. The transfer of information should only be with the written consent of the employee.
4. 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 of an employee from the place of work, how to write, download examples.

In Soviet times, a reference from a place of work or study was a very important document that determined the professional fate of an employee. Today, career growth depends more on the ability to prove yourself in an interview and show your skills in action. But sometimes it is necessary to provide just such a formal document as an employee characteristics.

Production characterization is usually needed in the following situations:

General requirements for document preparation

The requirements for drawing up production characteristics are not enshrined in legislative acts, but meet the general traditions of business turnover. It is drawn up on a sheet of A-4 format in printed form. It is advisable to draw up the document on the organization’s letterhead, and if there are no forms, then you should definitely indicate the company details. After the details, the date of compilation is indicated (it can also be placed at the end). Then the title is put - “Characteristics”, followed by the text. The document is certified by the signature of the responsible person and the seal of the organization. It is most often drawn up by the employee’s immediate supervisor or the HR department, and signed by the director of the organization or the HR director.

Contents of employee performance characteristics

When compiling this paper, you must adhere to an official business style: third-person narration(worked, proved himself, etc.), lack of an emotional component (even if negative qualities are indicated). All information provided must be accurate.

The first paragraph contains personal information about the employee: Full name (full name), date of birth, marital status and information about education received, indicating specialization. Then you need to reflect the main stages of a person’s career path in the company. Here it is important to indicate the date of hire, positions occupied successively, and main professional responsibilities. If an employee has improved their qualifications or received additional education, this should be noted. It would be appropriate to talk about the projects in which he took part and the most difficult tasks completed.

It is also important to highlight the qualities that the employee showed in the service. These can be like business character traits (initiative, stress-resistant, executive), and personal (sociable, friendly, hot-tempered, stubborn).

Examples of characteristics from the place of work:

Download forms and examples of characteristics:

1. Production characteristics form for ITU .doc
2. Production characteristics from the place of work, head of the section.rtf
3. Production characteristics from the place of work of the chief engineer.rtf
4. Production characteristics from the teacher’s place of work.rtf

1. Characteristics from the place of work sample

CHARACTERISTIC

Shepherd Galina Sergeevna has been holding the position of VDS foreman at the Zhilishchnik-1 municipal enterprise since November 1, 2016.

During her work, she proved herself to be a competent specialist who skillfully uses her existing experience and strives for further self-improvement. She handled her official duties with great responsibility and performed them conscientiously. Effectively resolved all issues related to the activities of the enterprise. He approaches non-standard problems competently and always achieves an effective solution.

Follows management instructions clearly and in a timely manner. Hardworking, proactive, principled in her work.

Galina Sergeevna is able to organize and direct the activities of her subordinates. Treats subordinates with respect, is demanding, and fair. Able to clearly set tasks and interest employees. He is respected in the team and among his subordinates. She is non-confrontational and always helps other employees in resolving official issues.

During the period of her work, Chaban G.S. was noted for the better by management.

2. Characteristics from the place of work of the executive director

CHARACTERISTIC

for Stoyanov Dmitry Nikolaevich 1976 R.

Executive Director of CJSC "Children's Medical Center "Chaika" from May 2007 to ***

Deputy Chairman of the Board of JSC DMC "Chaika" from ***** to *****

Chairman of the Board of JSC DMC "Chaika" since October 2008.

During the leadership of the CJSC “Children's Medical Center “Chaika”” Dmitry Nikolaevich Stoyanov proved himself to be an experienced leader who has a high-level command of enterprise management methods and effectively applies them in practice. Rationally uses all the resources of the enterprise, directing its activities to the most efficient work and profit. Takes a strategic approach to solving the current affairs of the enterprise, directing work towards future further development and improvement. Always anticipates the possibility of crisis situations and develops actions to prevent and eliminate them. Competently and accurately conducts the policy of financial and economic activities of the enterprise.

During the period of operation of the Center under the leadership of D. N. Stoyanov, financial indicators increased significantly. Conditions were created for the further development of the enterprise.

DMC "Chaika" was awarded diplomas from the Crimean Resort Association as the best ***** health resort in 2016 and 2017.

In the team (the company has 120-430 employees), he enjoys authority and respect. He is demanding of himself and his subordinates, effectively organizes the work of the team as a whole, for the benefit of the enterprise. Pays due attention to employee problems. He was not brought to administrative responsibility.

3. Characteristics for an employee from the place of work - tourism manager

CHARACTERISTIC

to Greshnova Natalya Vyacheslavovna 19****. R.

Greshnova Natalya Vyacheslavovna held the position of tourism manager at the Children's Medical Center "Chaika" CJSC from May 2015 to December 2017. During her work, she proved herself to be a competent specialist who skillfully uses her existing experience and strives for further self-improvement. She handled her official duties with great responsibility and performed them conscientiously. Effectively resolved all issues related to the enterprise's activities in the field of tourism. He approaches non-standard problems creatively and always achieves an effective solution.

Greshnova N.V. carries out instructions from management clearly and in a timely manner. Hardworking, proactive, principled in her work.

Natalya Vyacheslavovna is a competent leader (there are 5 people subordinate to her) capable of organizing and directing the activities of her subordinates. He is respected in the team and among his subordinates. She is non-confrontational and always helps other employees in resolving official issues.

During the period of her work, N.V. Greshnova managed to significantly increase the level of efficiency of the service subordinate to her and the area of ​​activity entrusted to her. She was repeatedly thanked by management and given cash bonuses. She was not brought to administrative responsibility.

Chairman of the Board of JSC DMC "Chaika" _______ D. N. Stoyanov

4. Positive reference from the place of work to the director

CHARACTERISTIC

for Neradko Yuri Dmitrievich

working as director of KP "Zhilishchnik-3"

Neradko Yuri Dmitrievich has been working as director from May 2011 to the present. During his work, he proved himself to be a qualified specialist, capable of solving production issues of any complexity. Performs his job duties clearly, timely and at a high level.

Yuri Dmitrievich is a competent leader; 60 people work under him directly. Treats subordinates with respect, is demanding, and fair. Able to clearly set tasks and interest employees.

In the team, Yuri Dmitrievich enjoys the respect of other employees. He is non-conflict, responsive, and always provides assistance in any matters within his competence.

Director of the Communal Enterprise "Zhilishchnik-3" _______ Yu. D. Neradko

Human Resources Department ________ T. Sivaeva

5. Ready reference from the place of work for the head of the HR department

CHARACTERISTIC

for Todorova Ulyana Milcheva 1985 R.

Todorova Ulyana Milcheva held the position of head of the human resources department of CJSC Children's Medical Center "Chaika" from May 2016 to December 2017. During the period of work, she proved herself to be a competent specialist. She performed her official duties conscientiously. Constantly improves his knowledge in the field of legislation. Effectively copes with assigned tasks of any level of complexity. He approaches problematic issues creatively, finding a way out of non-standard situations.

He is respected by the team. Maintains a favorable atmosphere within the team in every possible way. Able to persuade by clearly and clearly presenting his arguments. During her work, she created an effective personnel service with assigned work at a high level. She was awarded a certificate and cash prizes.

Characteristics from the place of work - samples - 4.0 out of 5 based on 3 votes

A job description is a document that is used to provide in 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 task formally, resulting in a standard document that raises doubts about the validity of the specified 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.

There are 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, the best qualities of a person are described - 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 of characteristic is important when an employee gets another 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 of the Labor Code of the Russian Federation).

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 can be submitted to various authorities. 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.

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

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

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

In these cases, the document is drawn up according to the general rules, however, there are other types of characteristics, for example, or, which are necessary if an administrative penalty or criminal case is initiated against a citizen. They can play a key role when the court makes a decision, so when writing them, special attention is paid so as not to harm the person. A production characteristic can also be applied to an employee.

Sample description from place of work

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

The structure of the document should contain the following points:

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

A lot can depend on how correctly, completely and reliably the document is drawn up, both on making a positive decision about hiring a citizen for a new job, and on his career ladder in a new place. You should not describe only the positive aspects, but omitting the negative ones, it is better to show the real situation without adding things that do not exist.