The local regulatory act governing the certification of employees in the organization is the certification schedule. This document establishes the timing and procedure for conducting employee inspections, and it also reflects the list of employees who are subject to certification.
Procedure for drawing up a schedule
This document should be included in, as a rule, should be developed before the start of the year. The document does not have a specific unified form and can be developed by employees responsible for the development of such personnel documents, for example, this could be the head of the personnel department, members of the certification commission, heads of departments, etc.
When drawing up a schedule, it is necessary that it contains the following information:
- Name of the organization and name of the structural unit.
- Personal data of certified employees (name and position).
- Deadlines for certification.
In addition to this data, the document may additionally contain:
- Information regarding dates of previous assessments may be included.
- You can specify the deadlines for providing the required documents and materials.
- Dates and topics of training events.
The schedule is approved by the head of the organization, after which it must be brought to the attention of each certified employee who is included in these lists. Employees must be notified at least a month before the date of certification, which is scheduled according to this schedule.
All necessary materials for certified employees (reviews, submissions, certificates, etc.), containing a brief description of the personality of each employee and other information about service and professional qualities must be provided to the commission at least 2 weeks before the inspections.
When drawing up a schedule, you must first indicate the immediate managers of the organization, and then their subordinates.
Certification schedule form
Industrial safety certification is an important process that contributes to the normal functioning of production in those organizations that own or simply operate objects that are potentially dangerous. Thanks to a properly organized industrial safety certification procedure, it is possible not only to avoid claims from supervisory authorities, but also to eliminate or minimize accidents in the production process.
Training and certification of managers and specialists in Rostechnadzor on industrial safety
The Regulations on the organization of work on the training and certification of enterprise specialists (clause 2), approved by Rostechnadzor Order No. 37 dated January 29, 2007 (hereinafter referred to as the Regulations), established a mandatory requirement for training and certification in industrial safety for officials of enterprises responsible for the operation of hazardous industrial facilities, their design and construction, repair and liquidation. The same norm specifies that the heads of organizations that carry out at least one of the forms of activity in relation to the hazardous facilities indicated above are also required to undergo industrial safety training.
Clause 5 of the Regulations provides for 3 forms of training according to the programs necessary for subsequent certification in industrial safety:
- full-time training in a specialized organization;
- completing distance learning in an organization that carries out relevant educational activities;
- studying the program through self-study.
Clause 11 indicates that the certification itself can take place both at the enterprise where the employee operates (for which a special commission is created there), and in the Rostechnadzor service. At the same time, by virtue of clause 20 of the Regulations, the head and members of the commission must necessarily confirm a sufficient level of knowledge in the Rostechnadzor commissions. All other employees are certified by commissions that are created by a special decision of the management (internal legal act) of organizations.
A1 certification
One of the types of industrial safety certification according to subclause. “a” clause 4 of the mentioned Regulations is a test of knowledge of the general provisions governing this issue, which are established by federal laws and other special legal acts. The order of Rostechnadzor “On approval of areas of certification...” dated 04/06/2012 No. 233 provides a list of regulations that the certified person must know in the relevant area.
The most common area of certification, which is designated in the said order as “A1”; this term has come into use and actively replaces the full name of industrial safety certification. If the activity of the enterprise is connected with an industrially hazardous facility, then the following are required to undergo A1 certification in Rostechnadzor by virtue of clause 18 of the Regulations:
- managers of the organization, since they are required to head the relevant certification commissions at the enterprise;
- heads of services that monitor security within the organization and are members of the commission;
- workers of emergency rescue and emergency restoration services who are members of the enterprise commission, etc.
Certification of industrial safety specialists in Rostekhnadzor in category A1 is carried out only if they are included in the commission at the enterprise (clause 20 of the Regulations). Whereas the certification of industrial safety managers in this area (A1) must be carried out without fail in commissions created on the basis of the Rostechnadzor service.
Preparation for certification and testing the knowledge of experts
The Law “On Industrial Safety of Hazardous Facilities” dated July 21, 1997 No. 116-FZ established a special category of persons in this area of legal relations, called experts. Data of persons on the basis of Art. 1 of the mentioned law are involved in conducting an industrial safety examination and must meet a number of requirements:
- have special knowledge in this area;
- comply with the requirements of federal standards and regulations in the field of industrial safety;
- undergo the appropriate certification by Rostekhnadzor in the manner approved by regulatory enactments.
The regulation on the certification of industrial safety experts was approved by Government Decree No. 509 dated May 28, 2015. This procedure is regulated in more detail by the by-laws of Rostechnadzor, including establishing regulations for the provision of certification services, regulations on the certification commission, the form of an expert’s certificate, etc. .
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In order for an expert to undergo industrial safety certification, he must send an application in the established form to the territorial body of Rostechnadzor (in accordance with the Administrative Regulations approved by order of this body dated October 26, 2015 No. 430). The application is also accompanied by the necessary package of documents, including a copy of the passport, a diploma of higher education, a work record book, and 2 photographs.
Within 20 days, the application is reviewed and the applicant is allowed to undergo certification or a reasoned refusal is sent to him. After this, within 3 months the applicant is given the opportunity to pass an exam, which (in accordance with clause 15 of the Regulations) is carried out in the form of testing in the relevant field of knowledge, as well as solving practical problems.
Knowledge test schedule
In order to more rationally organize the training of workers and their certification for a sufficient level of knowledge in the required area of industrial safety, clause 19 of the Regulations provides for a mandatory schedule for employees to undergo these procedures. This document takes the form of an internal legal act and is approved by the head of the enterprise.
Those specialists who are subject to certification (and, accordingly, preliminary training) must be familiarized with the approved schedule, about which they must sign. The schedule itself should indicate not only who is subject to certification and when, but also the place where it will be carried out.
The certification schedule is sent to Rostechnadzor for information purposes only, but sending the schedule must be mandatory. A letter with the attached schedule is sent to the territorial body in whose jurisdiction the organization is located (territorial offices of Rostechnadzor at the level of the subject of the country).
At the same time, based on applications for certification, Rostechnadzor also creates a unique schedule for the certification of the applicants, which includes:
- name of the organization and position of the specialist;
- staffing level of the enterprise;
- Full name of the person being certified;
- area of knowledge testing;
- place and time.
This list (or schedule) is approved by a legal act of the territorial division of Rostechnadzor (its order).
State duty for certification
Law 116-FZ (clause 2, article 9) provides for the mandatory payment of a state fee for issuing a certificate based on the results of a knowledge test at the Rostechnadzor body. Specific numbers are indicated in subsection. 72 clause 1 art. 333.33 of the Tax Code of the Russian Federation, which states that for the initial issue of a certificate you must pay 1,300 rubles. The person will have to pay the same amount if he has lost (or otherwise lost) this document and needs to receive a duplicate of it. If you only need to make any changes to the certification document (in particular, when changing your last name), then this will cost 350 rubles.
Based on the letter of the law, formally the certification procedure itself is free and there is no state fee for it; you need to pay for the certificate. At the same time, in accordance with sub. 6 clause 1 art. 333.18 of the Tax Code of the Russian Federation, the fee must be paid before committing a legally significant action, i.e., in this case, before submitting an application for certification at Rostechnadzor. And if the tests are not passed, the paid duty will no longer be returned on the basis of clause 1 of Art. 333.40 Tax Code of the Russian Federation.
Validity period of certification results according to Rostechnadzor rules
Upon receipt of a certificate of successful completion of a knowledge test in the relevant field of industrial safety, a specialist can work in this field for 5 years in accordance with clause 13 of the Regulations. Before this period expires, he must go through the certification procedure again.
This period is established for periodic certification of industrial safety specialists, but an extraordinary knowledge test may be required (which is preceded by training in a program in a particular area of industrial safety). Such a test of knowledge may occur in cases of emergency and other emergency situations resulting in the death of an employee. In such cases, the head of the enterprise or other person responsible for industrial safety is subject to extraordinary certification (clause 13 of the Regulations).
Based on the above, the following conclusions follow:
- industrial safety certification in Rostekhnadzor is carried out by enterprise managers (since they head commissions in the organization) and those employees who will be part of the corresponding commission at their enterprise;
- the most common certification area is A1, basics of industrial safety;
- a special category of those being certified are experts, they participate in the examination of industrial safety and must meet established legal requirements (including having higher education, work experience) in order to receive a certificate;
- in order to streamline the process of preparation and certification itself, the enterprise must draw up a schedule, which is sent as information to the territorial division of Rostechnadzor;
- the fee for issuing a certificate is 1,300 rubles, but is paid before submitting the application and is not refunded if the certification is not passed;
- The certificate is valid for 5 years, but this does not exclude the need for an extraordinary knowledge test in the event of a fatal emergency.
The Labor Code of the Russian Federation does not contain general rules according to which it would be possible to determine the frequency of certification of employees. However, the provisions of the code in relation to employees of certain professional fields are supplemented by the provisions of special laws or regulations. For example:
- as a general rule, certification of police officers is carried out once every 4 years (clause 2 of the order of the Ministry of Internal Affairs of Russia “On the procedure for carrying out...” dated March 14, 2012 No. 170);
- Certification of emergency rescue service workers is carried out once every 3 years (clause 4 of the Decree of the Government of the Russian Federation “On some issues...” dated December 22, 2011 No. 1091), etc.
When there are no legal requirements, organizations can independently determine the timing of employee certification.
Download a sample certification schedule
A unified/standard form for the certification schedule has not been approved, therefore the employer is given the right to independently determine the form and composition of the information included in the schedule. An exception is made by some government organizations, for which sample schedules are approved by the competent authorities (for example, for police officers, etc.).
One of the most convenient and common options is to present information in tabular form. In this case, the standard composition of information is as follows:
- name of the unit;
- Full name of the person being certified;
- position of the person being certified;
- date of certification;
- certification form for a specific employee;
- date of submission of the review/characteristics to the certification commission;
- Full name and position of the person responsible for preparing the review/characteristics.
The form must contain a note indicating approval of the schedule by the head of the organization, and usually also bear the signature of the head of the human resources department. Those being certified must also be familiarized with the schedule and signed.
You can create such a document based on the template located at the link: Worker certification schedule - sample.
So, the frequency of certification is regulated by law for employees of organizations working in certain areas. When determining the timing of certifications in local documentation, the employer must eliminate contradictions between the provisions of the law and internal documentation.
Any enterprise strives to develop not only its business, connections, partnerships, but also to exercise appropriate control over employees. After all, they are often the face of the company. Therefore, special checks are carried out, so called « certification employees on correspondence occupied positions» . This is necessary in order to reward the best and motivate less successful employees. And in some cases, make rational personnel changes.
How to prepare for the test, who should take it, we will consider these questions in this article.
What it is?
Certification of employees for suitability for the position held is a necessary and mandatory procedure in accordance with Labor Law. However, in public institutions it is mandatory, and in private institutions it is carried out at the request of the employers themselves, depending on what goals and objectives are being pursued. This is a very important event in the framework of human resources work. It shows whether the employee is professionally suitable and whether he corresponds to the position he occupies.
Who should be certified?
This check is provided for workers in the scientific field, workers in the educational sector - for example, for teachers. Those who work in science undergo this procedure at least once every few years. At the same time, no more than once every two years. Teachers undergo certification once every 5 years. In addition, certification of employees for compliance with the position held is necessary to streamline the activities of the organization. Directly concerns the one that is unsafe. So, check pass following categories:
- employees ensuring the safety of the transport system
- civil servants
- those who are responsible for the location, securing of cargo on railway transport, as well as their loading and unloading. Those workers whose activities are related to the movement of trains on railway tracks
- people who work in industry and are responsible for industrial safety
- people who run unitary institutions. Certification for these persons takes place once every three years
- as well as categories of persons defined by legislative acts. These include such specialties as firefighters, rescuers, prosecutors, and aviators.
Persons working in the economy are also checked. Including dispatchers working in the electric power industry; responsible for safe navigation; hazardous workers; those who operate in places where chemical weapons are stored and destroyed; aviation personnel; workers associated with a source of ionizing radiation; library staff; space environment personnel.
These are the main groups of people who are subject to certification. For others there is no strict order.
Legal regulation of the procedure
In today's progressive society, relationships between employees and managers have become colder and harsher. In most cases, employers try to maximize the potential of their staff. Therefore certification is necessary. She allows identify skills workers, which Maybe, hiding. Or vice versa, show inconsistency his positions. After all, the success and profitability of a company often depends on its employees. Certification is a legal type of verification. The assessment is carried out by a specially appointed commission.
Previously, they said that bosses and their subordinates lack competence, culture and stress resistance. Therefore, this became a kind of brake on the economic sphere. Nowadays, demands have increased. Therefore, certification has moved to a completely different stage. The legislation has expanded the circle of persons who are subject to such control.
The evaluation commission must include a representative of the Primary trade union organization.
Presence commissions speaks O democracy V labor law. All participants in this procedure are notified in advance and are also introduced to the timing and rules of its implementation. Objectivity is ensured by the composition of the commission, which is competent in a particular area. Discrimination is not permitted.
In its turn , Not pass mandatory certification:
- persons who have recently taken up their position, and their term of work is up to a year
- pregnant women. Because even if women do not pass certification, they cannot be fired, according to the Labor Code of the Russian Federation (LC)
- women with children under three years old, or those on maternity leave. In this case, certification is carried out no earlier than one year after the end of the restrictions.
- employees working part-time;
- signed under a fixed-term employment contract;
- those who have undergone retraining;
- appointed on a competitive basis during the year;
- Young professionals
Therefore, before you begin preparing for employee certification, it is necessary to divide who is subject to it and who is not. It is imperative to define approaches and collect materials, outline the rules and principles of certification. Such a legal framework will provide legal guarantees for employees with employers.
Stages of personnel assessment
How certification should be carried out is specified in departmental and regulatory acts. Ordinary employers can draw up the order individually.
Certification passes By one system. A looks she like this way
First stage. A commission is created based on the order or instruction of the director. The composition must be agreed with the Trade Union.
It is important to remember that if there is a Trade Union organization at the enterprise, then at least one of its representatives must be on the commission.
On second stage the manager must issue an order to conduct certification and notify employees about it.
Further necessary define methods And ways carrying out certification. Evaluation criteria and tasks should be thought out to check the level of training of employees. And also determine in what sequence the assessment will take place and what will be included in the list of tasks. It is necessary to inform employees about this before starting to relieve stress and make the procedure clear and as transparent as possible for them.
On penultimate stage are summed up results. The results are recorded in the protocol, the evaluation commission must sign the protocol. After this, the document is presented to employees for review; they can express disagreement and challenge the results. When everything is ready, the commission has recorded that no violations have been identified, and the document is submitted for signature by the director.
Final stage – Adoption solutions By results certification O: appointment of new management, dismissal, salary increase, retraining, and so on. Employees must be familiar with the results and decisions made
Required documents
It is necessary to make Position O carrying out certification.
The terms of certification must be specified in the Regulations. It is best to schedule a check period from three months before six months. Also For this procedures will be needed following documentation:
- Personnel certification schedule
- Attestation sheets filled out by an employee
- Attestation sheet for the manager
- Feedback from your immediate supervisor
- Employee's report on the work done between the certification period
- Commission decision
- Protocol
On almost every document, the employee must sign that he has read and agrees.
After the procedure, the commission must submit a report on this. There should be a discussion about how many employees correspond to their position and how many are not.
Based on this document, the decision of the commission, a protocol is drawn up, which reports the results of the certification
After this, a conclusion is written for the employees and a decision is made on their future fate.
Increases the chance of passing certification well visit specialized trainings,
lectures,
seminars.
This is relevant for those enterprises where they save on employees. For example, one specialist performs different types of work while receiving only one salary. Of course, specialized seminars will help specialists cope with certification better.
In addition, you can engage in self-education. Explore aspects of the profession that you had not previously noticed. If the employee is ready, certification will happen quickly for him . Procedure lasts approximately, near hours. To ensure that the certification brings maximum benefit, follow the advice of psychologists:
- Notworry. No one will deliberately “fail” you. Perhaps, thanks to this certification, your salary will be increased;
- youcan be noted among colleagues. You will be able to prove yourself during the certification;
- Notthink bad, especially do not allow yourself to think that you are not valued;
- Certification is carried out to improve the company's performance, not to fire you
- tune infor this procedure. Remember your positive qualities and achievements in your work
- if you did not pass the certification at the level you expected, dont be upset. Let this experience become useful for you in the future, and let the certification serve as motivation for training and retraining.
The traditional system of employee certification under current legislation is understood as a procedure, the content and procedure of which is developed by the employer independently. There is no article entitled “Certification of employees for suitability for the position held.” However Labor Code, according to Article 81, determines that the certification procedure is established by the employer’s local regulations.
For example, certification of cultural workers is determined by the Procedure approved by the Deputy Minister of Culture of the Russian Federation, dated 02/08/2010 No. 7790-44/04-ПХ. This regulatory act, in particular, stipulates that employees who, due to 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 regulation 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 employee certification
IMPORTANT!
Since in 2019 the certification of employees is regulated by the employer, we recommend using the Regulation on the procedure for certification, approved by Resolution of the USSR State Committee of October 5, 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 whom certification can be carried out, as well as the frequency and procedure for conducting certification. 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 “Regulations on Certification of Employees,” with care. In order to eliminate possible negative judicial practice, and also to ensure that the certification of employees for suitability for the position is as clear as possible to both employees and the employer himself, it is advisable to include the following sections:
- General information.
- Section on preparatory activities.
- 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 workers at his enterprise does not fail and is as objective as possible.
General section
Step 1. Identify the purpose of the 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 rational use of the labor resources of their employees, increasing the productivity of their work and responsibility for the assigned work. Formulate clearly and specifically exactly the goal you are trying to achieve.
For example, in accordance with the Regulations approved by Decree of the Government of the Russian Federation dated March 16, 2000 No. 234, the goals of certification of enterprise managers are:
- objective assessment of the performance of managers and determination of its suitability for the position held;
- providing assistance in improving the efficiency of enterprises;
- stimulating the professional growth of enterprise managers.
Step 2. Determine the composition of certified workers
Taking into account that the legislation does not limit the employer in choosing categories of employees for their certification, we still recommend NOT including in the lists of those certified:
- pregnant women;
- have worked in the position for less than a year;
- those 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 has been concluded.
The rest of the staff can be certified.
For example, when certification of prosecutorial employees is carried out, the following are not included in the list of those being certified:
- pregnant women;
- those on parental leave (they can be certified six months after leaving leave);
- workers who have reached the age limit for being in service (if they have not made significant omissions in their work);
- officers in the reserve of the military prosecutor's office upon assignment to their initial class rank.
All other employees of the prosecutor's office are subject to certification in accordance with Order of the Prosecutor General of June 20, 2012 No. 242.
Step 3. Set the frequency of certification
Certification can be carried out every year, but such frequency is unlikely to contribute to the formation of a healthy atmosphere in the team. Therefore, the optimal 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, certification of employees of internal affairs bodies is carried out once every four years.
Step 4. Specify the grounds for carrying out an extraordinary certification
It is better to provide (in case of separation) and record 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 official duties.
Then the employer will have the right to send the employee for an extraordinary certification, based on the results of which make an appropriate decision, including that provided for in paragraph 3 Article 81 of the Labor Code of the Russian Federation.
For example, in the Regulations approved by the Ministry of Transport of the Russian Federation dated March 11, 1994 No. 13/11 (registered with the Ministry of Justice on April 18, 1994 No. 548), early certification is carried out in cases where gross violations of the norms and rules governing the safe operation of vehicles are detected or committed transport accidents with serious consequences.
Section on preparation for certification
This section must clearly and clearly indicate what steps and measures the employer and his subordinate officials must take.
Step 1. Determine the composition of the commission
The composition of the commission is determined by 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 who does not.
It is also important who will have the decisive voting right if the opinions of the commission members are distributed equally (to prevent this from happening, the commission should be created from an odd number of employer representatives).
The composition of the commission is permanent; changes can be made either due to a conflict of interest or due to personnel changes.
It is important to define the powers of the commission members. Thus, the chairman is responsible for the validity and legality of the collegial decisions made, the members of the commission are responsible for the comprehensiveness and objectivity of the decisions made, the secretary is responsible for technical work.
Step 2: Create a 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 familiarize those undergoing certification with it.
The schedule indicates:
- list of employees subject to certification this year;
- date and place of the procedure;
- time for providing the necessary personnel documents for certified employees and full name. responsible for provision.
Step 3. Notify employees about the upcoming certification
All certified employees must be notified of the procedure in advance and signed. The employer decides how much in advance, but the optimal period is one month.
The form of the notification is not important, the fact that confirms familiarization is important.
If the employee refuses, a corresponding report is drawn up.
If you are sick, a corresponding notification is sent to the place of registration and residence by registered mail with acknowledgment of delivery.
Step 4. Obtain the necessary personnel documents
Due to the fact that the certification commission makes decisions based on the documents provided, the employer has the right to independently determine which document and within what time frame should be provided to the commission.
This could be any requirement, like, say, a portfolio.
For example, until recently, pedagogical workers of state-owned social service institutions in the Leningrad region were required to submit for certification a portfolio of a social worker characterizing the results of their activities. However, it is worth noting that this requirement has now been canceled by 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 reference or performance review of the employee, which must be prepared by his immediate superior.
The employee's characteristics must be read and signed. After review, this document is submitted to the certification commission.
IMPORTANT!
It is necessary to provide for the opportunity for the employee to disagree with the content of his characteristics and provide written objections to the certification commission.
The deadline for submitting all documents is indicated in the schedule.
IMPORTANT!
Failure to provide a reference on time when the certification results are controversial is a formal reason for the court to declare the decision of the certification commission unlawful due to a violation of the procedure.
Section on certification
This section is a description of the step-by-step procedure for certifying employees at the enterprise.
Step 1. Determine quorum
To do this, the regulations must state that with the participation of two-thirds of the commission, its decisions are considered competent. If the number of commission members is smaller, the certification is postponed to 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 commission members ask questions that interest them.
After the questions are asked and the employee answers them, the employee being certified leaves, and his manager 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 the relevant document. If an employee is a scoundrel, this is not a reason to recognize him as unsuitable for his position.
The professional activity of an employee must be assessed in relation to the qualification requirements for his position. It is necessary to take into account the employee’s personal contribution to achieving the goals of the organization, as well as the complexity and intensity of the work he performs.
It is worth paying attention to the absence or presence of facts of violations of labor regulations and job responsibilities.
All doubts are interpreted in favor of the employee.
Step 4. Commission decision options
We describe what decisions the commission can make:
- the employee is suitable for the position held;
- send for training to suit the position;
- petition the employer for an increase (salary, position);
- consider demotion to the current position due to insufficient qualifications;
- does not correspond to the position held, recommend sending him to training to improve his qualifications or dismiss him due to insufficient qualifications.
Step 5. We formalize the commission’s decision.
All decisions of the commission are documented in a protocol or entered into the employee’s certification sheet. It makes no sense to draw up both documents; in essence, they are the same thing, only the form is different. At the same time, no one forbids filling out both documents.
The certification sheet and protocol are signed by all members of the commission present at the certification.
IMPORTANT!
Those members of the commission who were not present at the certification do not have the right to sign these documents. If they sign, this may serve as a reason to cancel the commission’s decision 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 which, but not more than one month.
It is necessary to ensure that the deadlines can be interrupted (when going on vacation, temporary absence for unknown reasons or temporary disability, this period must be interrupted).
Violation of deadlines entails cancellation of the decision by the certification commission.
For example, if A.V. Petrov will be recognized as unsuitable for his position, the employer has the right to fire him, send him to training or demote him (his will, the certification commission has granted him such powers).
If the employer decides to move A.V. Petrov to a lower position, and A.V. Petrov refuses, the employer will have the right to fire him on the same grounds.
Step 6. Employee rights
It is advisable to indicate that in case of disagreement with the results of the certification, the employee may appeal this decision in accordance with the procedure established by law.
Final provisions
This section contains information about where to store certification documents. All certification documents are stored in personnel departments, protocols - in the nomenclature folder, certification sheets - in the personal files of employees.
The storage period for these documents is 75 years.
Sample regulations on employee certification
Sample schedule for employee certification
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