Characteristics from the place of work (samples and examples of compilation). Creative characteristic for the honor roll example

An employer often needs to resort to various types of incentives for their employees. This is necessary to express gratitude to a conscientious employee and inspire him to do excellent work in the future. In such cases, certificates of honor are also produced.

For special merits, an employee can also be encouraged by higher authorities. When presenting an employee for a certificate of honor, the employer should collect a whole set of documents, including a description.

A feature of this characteristic is that it usually has a positive character and is required in order to note:

conscientious work in the workplace
special merit in work
high moral qualities

It should be noted that it does not play the role of submission to any award. This is simply the opinion of the management of the enterprise on the need to reward an individual employee for merits in the field of his activity, expressed in writing. Therefore, you should not include expressions like “worthy of an award” or “deserves encouragement” in the text.

The document must be of an appraisal nature. In addition to achievements in work, business and personal qualities of an employee, it is desirable for a manager to focus on healthy team cohesion, skillful management and organization of production.

Characteristic types

Characteristics are different, depending on the reason for writing and the address where each of them is sent. But in different types of such a document there is no fundamental difference.

Any characteristic has a universal nature of the presentation of information, but with certain nuances regarding work duties and achievements.
For example, the characteristic of a person engaged in intellectual activity will be somewhat different from the characteristic of a locksmith or lumberjack.

On the one hand, the characteristics can be divided into 2 types:

Internal. Prepared and stored at the enterprise. Necessary, for example, when awarding employees with certificates of honor at the enterprise itself, for other ways of encouraging or reprimanding, when moving up the career ladder,.
External, which are required for transfer to a third-party organization, for example, an educational institution, law enforcement or judicial authorities, a bank. Or, when an employee, after leaving this enterprise, applies for a job in another organization.

It is the external characteristic that is written on the employee, whom higher authorities, including the ministry, decided to award with a diploma. In addition, a positive reference from the place of work plays an important role for the guardianship authorities when adopting a child.

The feature can also be:

Service. The most common type. It is drawn up at the request of higher authorities, for a higher or more responsible position, for rewarding or collecting. It indicates the entire work path of the employee, career advancement, length of service, skill level, achievements in the profession.
Production. Contains information about the length of service of the employee, the position he holds, the nature of his duties and working conditions. It is required to enter the volume of work performed by him, the effectiveness of his activities. Most often, such characteristics are required for submission to medical institutions, dispensaries, for medical and social examination, medical labor commissions and professional examinations.
Psychological. It is necessary if at the place of work it is required to professionally study the personality of an employee. Personal qualities are determined. They help to create a more favorable working environment, which leads to higher returns and productivity.

General rules for composing text

Due to the lack of uniform requirements, the characteristic may turn out to be too formal or, conversely, too subjective.

Before you start writing, you should establish for what purpose the characteristic is written, what type (external or internal) it belongs to.

For example, if a reference is required for a former employee, then you should focus on the position for which he is applying for a new job. It is necessary to describe specific achievements in the workplace, if the new person will occupy the same or a similar position.

When drawing up a document, you need to consult with those who work in direct contact with this employee, as well as with him.
The employee has the right to familiarize himself with the content of the document, make changes or additions to it, and make his own point of view (part 6 of article 89 of the Labor Code of the Russian Federation).

There are no uniform requirements and forms for compiling a characteristic. There are generally accepted rules and requirements, although the document itself should be drawn up in any form.

The following conditions must be met:

Adhere to the official-business style of the letter.
Submit information from a third party. Use the present tense if a person works at this enterprise, and the past tense - for already.
Objectivity and reliability of information is required.
What is important is the absence of emotions and feelings, restraint and concreteness. That is, you need to ask specific questions and answer them: where did you study, what did you realize, what did you achieve, what did you improve, what did you publish.
Unacceptability of highly specialized vocabulary.

How to issue

The characteristic is usually written on a standard A4 sheet. If the company has its own letterhead, the characteristic should be written on such a letterhead. Two options are allowed: printed and handwritten. It is not recommended to exceed the recommended size of the characteristic: one page is enough. Abbreviations are not used.

The document is usually drawn up by the immediate supervisor, who knows the employee well, or. In some cases, it is allowed to write a characteristic to the person who claims to be awarded.

Name of the document (write the word "characteristic" in capital letters).
Personal information, date of birth, level of education, position held are entered.
Professional and service qualities, duration of work at this place, professional growth are evaluated.
Business and moral qualities, service achievements, contribution to the development of the enterprise, merits are characterized.
The presence of awards and service incentives is noted.
The nature of relationships with management and colleagues.
Specifies what the characteristic is intended for and where it goes.

At the end, you need to put the date of writing, signature and full name of the person who draws up the document.
The signature must be put by the head of the enterprise or a person who has been given such authority. A print is required. The document is made in two copies: one remains with the employer, the other is transferred to its destination.

If the customer of the characteristic is the employee himself, then before writing it, it is advisable to ask why this document is being written, on what points you need to pay special attention.

In the case when a characteristic is needed for awarding a certificate of honor, it is necessary to focus on the labor successes and achievements of a person, his scientific or innovative activity.

Be sure to identify those positive qualities and abilities that helped the employee to reach certain heights, to receive awards and encouragement.

The constituent elements of the document form

If an employee is rewarded by a higher authority, for example, a ministry or regional committees, for special merits and achievements in official activities, then a characteristic of the external form is developed.

To fill out such a document, the state standard R 6.30-2003 has been developed with uniform rules and requirements. The unified form requires the following information:

Details of the enterprise that issues the characteristic: telephone numbers, legal and e-mail addresses.
The title of the document (in capital letters), with the obligatory indication of the content.
Numbers and dates of writing, according to the numbering of the enterprise.
Employee profile data.
Professional, business and moral qualities, professional development.
A detailed description of achievements and discoveries, the implementation of design and innovation activities.
Participation in seminars and conferences.

Mandatory personal data of an employee include:

Date of Birth
level of education (educational institutions and diplomas)
marital status
work experience
availability of awards, titles, promotions
publications and scientific works

What should not be in a description

The administration should not use and distribute personal data, except for those related to his work area. That is, it is illegal to enter information about political or religious views and beliefs, housing conditions, family life, trade union or social activities.

Therefore, if a person is repeatedly for drinking alcoholic beverages in public places, then this is his personal matter, which is forbidden to be mentioned in the description.

Or he is a member of a public organization, for example, for the protection of animal rights, this also has nothing to do with the characterization.

Objectivity lies in the fact that one should not, for example, write that a person is responsible and executive if he has repeated disciplinary sanctions or he is seen in the improper performance of his duties.

Before entering any type of confidential information, an employee should (Part 4, Article 9 of the Law on Personal Data).

The exception is cases when this is permitted by law (Article 88 of the Labor Code of the Russian Federation) or the characteristic is needed to prevent a threat to the life and health of the employee himself.
Violation of the law on personal information will lead to a fine of up to 50,000 rubles for the administration of the enterprise.

Feature characteristics on the caretaker

Writing a characterization for a supply manager has its own characteristics associated with his professional duties. On the one hand, it can be attributed to working specialties that do not require the use of extensive mental abilities and scientific knowledge.

On the other hand, the supply manager is an employee of the administration, a middle manager, under whose supervision there is a whole staff of service personnel. The favorable working and psychological atmosphere of the enterprise depends on his well-coordinated work.

For skillful coordination of the actions of the personnel and the activities of other departments, the supply manager must have great organizational skills, an analytical mind, and the ability to develop a strategy and tactics of production.

Effective leadership from an experienced and knowledgeable caretaker keeps the entire organization running smoothly.

In addition, it is extremely important that the supply manager knows how to get along with people, find a common language and understanding in order to provide an optimal psychological atmosphere, so that even the cleaning lady in her place does her job with pleasure.

An example of a feature for an award

MKOU "Secondary School No. 4 pos. Beautiful"

Characteristics for awarding an honorary diploma of the supply manager

Suprunov Sergey Vasilyevich, born in 1965, has been working as a supply manager since 1998. He has a specialized secondary education. The total work experience is 32 years, the work experience in this institution is 19 years.

Suprunov S.V. is an enterprising, conscientious worker. During his work in this institution, he has established himself as a responsible, executive head of the economic part. Sergey Vasilyevich is able to bear responsibility for the result of his work.

Achieves excellent performance within the framework of the job description and his own efforts, always acts in cooperation with all structures of the school.

The structure of activities established by the supply manager allows all departments and divisions to interact quickly and efficiently.

Discussion: 2 comments

Everything needs to be short and to the point. However, I noticed that each organization has its own individual requirements. And if some people are satisfied with a small characteristic, then for others a detailed one, on three sheets, no less, is required.

Probably, a person is pleased that his work did not go unnoticed and he is given an honorary diploma. Will this award have material meaning for him, will it somehow affect the amount of his pension?

Incentives in the professional and labor spheres involve the preparation of such a document as a characteristic for rewarding an employee. This is not quite the one that is used for presentation to government bodies and organizations or for. When drawing up a document for rewarding an employee, it is necessary to take into account: the level of the award (state, municipal, departmental, local from an organization, etc.), the presence or absence of relevant requirements for submitting documents for the award.

Since it is difficult to give a universal model for rewarding an employee, given the existence of various levels of awards and for various achievements in professional activities, the example below can be adapted to a specific situation. And if you have additional questions, you can always ask a question to the duty lawyer of our site.

An example of a characteristic for rewarding an employee

Characteristic

Chief Power Engineer of CJSC "Novosibirsk Machine-Building Plant"

Cherepov Konstantin Anatolyevich began his career at the Novosibirsk Metallurgical Plant in 1984 after graduating from the Novosibirsk Technical University with a degree in power supply, the Faculty of Industrial Energy, went from an engineer of the plant's energy bureau to the head of the electrical measurement group. He was hired by CJSC "Novosibirsk Machine Building Plant" in 2002 as the head of the power department, since 2010 he has been the chief power engineer of the CJSC.

During the period of his labor activity at the enterprise Cherepov Konstantin Anatolyevich proved himself to be a qualified specialist, high professional, proactive manager with high organizational skills.

Cherepov Konstantin Anatolyevich is the initiator of the development and implementation at the enterprise of a number of technical innovations in the entrusted field of activity, including the introduction of alternative energy sources in industry. This made it possible to reduce the cost of manufactured products, which allowed the enterprise to compete with foreign suppliers, to participate in state and municipal purchases.

Over the years of his career, he has repeatedly been sent to advanced training courses in the specialty "electricity supply", strives to independently improve his professional and managerial level. During the period of work at the enterprise, he received a second higher education in the specialty "Personnel Management". It is distinguished by high efficiency, non-conflict, stress resistance. In the Department of the Chief Power Engineer, under his leadership, a stable team has been formed, the atmosphere in which is distinguished by initiative and diligence. Personally supervises the safety of working conditions.

During his work, Cherepov Konstantin Anatolyevich was repeatedly encouraged by departmental and municipal diplomas, including the Diploma of the Department of Economic Development of the city of Novosibirsk, thanks to the General Director of CJSC Novosibirsk Machine-Building Plant.

General Director of CJSC "Novosibirsk Machine-Building Plant"

Odintsov P.K.

What is a characteristic for rewarding an employee

Let us immediately make a reservation that the document in question is not a submission for an award. That is, the characteristic only accompanies the written position of the management on the need to reward the employee for his professional contribution to the development of his business. Therefore, include wording in the description - worthy of an award, or the like. - it's pointless.

The characteristic for rewarding an employee is an evaluation document. It describes professional achievements, work activities, business and personal qualities. For managers, it is important in the document to reflect the presence of a cohesive and stable team, managerial and organizational skills.

Despite the evaluative nature, the characteristic for rewarding an employee is an official document. It should reflect the merits of the employee to the enterprise, organization, which are the basis for promotion. The document is drawn up in writing in an official business style (there should be no inaccuracies, ambiguity, corrections, speech repetitions, etc.).

The structure of the characteristics for rewarding an employee

For ease of use, we offer the following algorithm for filling out the characteristic for rewarding:

Name "characteristic", full name, year of birth, education, position
Information about general labor activity, work experience at the enterprise, "movement" in the service
Evaluation of business and personal qualities, contribution to the activities of the enterprise and department, specific merits, results (examples), specific quantitative performance indicators
Relationships in the team and management
Information about available awards, promotions

The signed document must be the head of the enterprise. If the reward involves a local nature, then the immediate supervisor. The characteristic for rewarding an employee must be certified by the seal of the organization.

PERFORMANCE

For the award of the Honorary Diploma
Ministry of Architecture and Construction of the Republic of Belarus

1. Surname, name, patronymic Stasevich Valery Stepanovich

2. Profession, position, place of work, service Chief Project Engineer of the Design Subsidiary Unitary Enterprise "Design Institute" of the Construction Republican Unitary Enterprise "Vitebsk House-Building Plant"

4. Education: - higher

5. What state awards of the Republic of Belarus was he awarded and the date of awarding

6. Home address and telephone: - Vitebsk, st. Chkalova d. 1 apt. 63

7. Work experience in the labor collective - 17 years

8. Merits for which Valeriy Stasevich is nominated for awarding Stasevich has been working at the institute since 1990 in the following positions: architect, engineer of the general plans department, leading engineer of the GIPov bureau, and since 1998 chief engineer of projects. Thanks to his business qualities, perseverance, and extensive practical experience, Stasevich Valery Stepanovich was able to fruitfully influence the team to accept and solve complex design problems. As a chief project engineer, Valery Stepanovich contributed to the development of the design of large-panel houses in the city of Vitebsk and the Vitebsk region.

9. The candidacy of Valery Stepanovich Stasevich is recommended
The meeting of the labor collective of the PDP "Design Institute" RUE "Vitebsk
DSK" Protocol No. 1 of 08.01.2008
for submission for awarding the Honorary Diploma of the Ministry of Architecture and Construction of the Republic of Belarus.

CH A R A C T E R I S T I C A

Shpinkov Viktor Nikolaevich

1939 year of birth, Russian
higher education

Shpinkov V.N. he began his career in the construction industry in 1961 as a master of the construction department of Beltransstroy, where he was sent after graduating from the Belarusian Institute of Railway Transport. In the period from 1963 to 1965 he served in the ranks of the Soviet Army.
After graduation, he continued his career in the construction industry. From 1966 to 1978 Shpinkov V.N. was associated with the Vitebsk DSK, where he worked as a foreman, head of flow No. 2, director of the KPD plant, and from 1973 to 1978 led a house-building plant. During the period of work and leadership, Viktor Nikolaevich participated in the reconstruction of the KPD plant and the transition of the house-building plant to the development and production of houses with an improved layout and an increased number of storeys. He showed himself as an excellent organizer and a knowledgeable, competent specialist in his field, actively paid attention to the issues of introducing new technology and achievements of best practice into production.
10 years Shpinkov V.N. worked in the field of public utilities management, where he gained great and invaluable experience for his further career path, which in 1988 led him to work as the director of the Vitebsk branch of the Belgipro-Stroy Institute, which is currently renamed the Design Institute RUE Vitebsk DSK ".
During his work as the director of the design institute, Viktor Nikolayevich managed to create a close-knit and hard-working team, many of whose members still continue their careers at the institute. During this period of his career, Viktor Nikolaevich disinterestedly passed on his vast production and life experience to work colleagues and young professionals.
Working at various sites Shpinkov V.N. was repeatedly encouraged by prizes, was awarded Certificates of Honor, as well as state awards.

Many enterprises encourage their employees not only with monetary amounts, but also with non-material awards: certificates of honor and letters of thanks. Such encouragement is produced not only by direct management, but also by a higher organization. In order to nominate a person for this award, a characteristic is compiled from the place of work for rewarding. The sample of this document is not approved, so it can be published in free form.

Sample characteristic for awarding

Characteristics for a person is a written official document that lists his successes and achievements, as well as the reasons why the manager decided to reward him.

As noted above, a sample of a production characteristic for an employee for rewarding is not approved at the legislative level, so each enterprise can draw it up at its own discretion. Some exception may be the situation when a sample characteristic is required for awarding a diploma of the ministry, in this case there may be an indication of the use of a unified form that will be considered for the award.

Characteristics for an employee for rewarding

Each employer, where the practice of rewarding workers, has a Regulation on rewards, in which this process is described, and an example of a characteristic for rewarding is given. According to this form, all further documents will be issued for submission for promotion, for example, the characteristics of the chief accountant for awarding a certificate of honor.

The characteristic accompanies the presentation for promotion, in which, as a rule, the following employee data is indicated:

Full name, date and place of birth;
education;
duration of work in this company or in this industry as a whole;
special merits to the company;
brief description of work activity;
type of award (medal, diploma, letter of thanks, etc.);
data on previously received awards and commendations;
the signature of the head and the seal of the company.

An example of a characteristic for awarding an honorary diploma of the ministry can be viewed below.

Characteristics for an employee for rewarding: sample compilation

When compiling this document, the emphasis is on the activities for which the employee will be rewarded. For example, if he is a member of a public organization and participates in its main activities on a voluntary basis, or an enterprise presents a person who provides him with charitable services for an award.

A sample of writing a characteristic for an employee for rewarding

Usually, the characteristic is compiled on a computer, but it can also be written by hand, as long as it does not have corrections and is well read. It is written on company letterhead. As an example, below is the production characteristic for the chief accountant for rewarding.

Sample characteristics for awarding the honorary diploma of the governor

In the case when an employee is presented for an award by the authorities, the characteristic can be drawn up both on the letterhead of the organization, and on a specially approved letterhead of the ministry.

Below you can see the following views:

characteristics for awarding a certificate of honor: a sample for a leader;
characteristic for awarding a letter of thanks: a sample for a member of a public organization.

Characteristics of an employee for rewarding: an example

Below are some examples of how to write award submissions. All of them are exemplary, and the organization can supplement and change them at its discretion.

Characteristics for the chief accountant for awarding: an example

The characteristic for the chief accountant for rewarding usually contains data on his work, on how well he manages the finances of the enterprise. You can see what the characteristics for the chief accountant for the award look like here.

Characteristics for an accountant for an award: an example

Documents for accounting employees are compiled by the immediate supervisor, that is, the chief accountant. He can also sign it if the award is made by the same organization where the employee presented for promotion works. As an example, the characteristic for the deputy chief accountant for rewarding can be considered.

Sample characteristics for the leader for rewarding

Usually the rewarding of the head of the enterprise is carried out by a higher organization. Below you can see what the characteristic for awarding a certificate of honor looks like, an example for a leader.

In order to present an employee for an award with a certificate of honor, it is necessary to draw up such a document as the characteristics of the employee for awarding. An example of its writing can be found above, where a description is given for the chief accountant for awarding a diploma, on its basis it is possible to draw up characteristics for other employees.

Characteristics from the place of work quite in demand. As a rule, such a characteristic is needed when applying for a new job, for filing with the courts and law enforcement agencies, with guardianship and guardianship authorities, with banks when obtaining a loan. It may also be needed in a number of other cases. In the article you will find tips on writing characteristics and some samples.

Characteristics from the place of work

Despite the fact that many consider the reference from the place of work a relic of the past, this document is still in demand. The characteristic from the place of work is an assessment by the employer of professional and personal qualities in relation to the current or retired employee. The ambiguous attitude to this document is explained by the fact that most employers approach its content quite formally and such characteristics, as a rule, do not have any real individual affiliation. Accordingly, the content of such a characteristic may be questionable.

There is no specific form of characteristics from the place of work, but there are generally accepted rules for its compilation. So, the characteristic usually contains the following information:

Information about the person to whom the characteristic is issued, which includes the full name of the person, information about the date of birth, marital status, military service, education, and the presence of various regalia.
Information about work. This section contains information about the length of service, about the beginning of work and its completion (if the employee no longer works in this organization), about personnel movements within the company that issues the characteristic. It is necessary to note the labor achievements and professional skills of the person. If an employee was sent for training, advanced training, etc. in the course of work, then this should also be indicated in the description. If the employee has various merits (gratitude, encouragement, etc.) or a disciplinary sanction, this information should be indicated.
Personal characteristics. This information is probably the most significant part of the entire characteristic. It may contain various information relating to the personal qualities of a person. If the employee is the head of a department, then it is worth noting his organizational qualities, the presence or absence of responsibility for subordinates, the degree of readiness to make difficult decisions, exactingness towards himself and subordinates, and other qualities. If the employee is an executor, then you can indicate the degree of his readiness to fulfill the instructions of the manager, initiative, striving for excellent results, etc. Also in this section, you can indicate the relationship of the person with the work team: whether he enjoys authority and respect, or relations in the team does not add up due to the complex nature or other characteristics of the employee.

Depending on the internal rules in force in the organization, the characteristic can be drawn up both on a form in which the details of the organization are indicated, and without a form, but the details in this case must also be indicated. If the characteristic from the place of work is provided at the official request of some institution, then it should be indicated where this characteristic is provided. To give the characteristic legal force, it is signed by the person responsible for issuing such a document. It can be either an employee of the personnel department, or directly the head of the organization. In addition, it is necessary to put down the date of issue of the document.

Examples of characteristics from the place of work

Here are some examples of ready-made testimonials from the workplace.

1. (on the letterhead of the organization)

"______" _______________ 20___

Characteristic

Issued by ______________________________________________

(Last name, first name, patronymic, date of birth, position)

Full name work(s/-l) in ____________________________________________ starting from "______" _______________ 20___. During his work, he was repeatedly sent to advanced training courses, which he successfully completed, according to the programs: ___________________________.

The full name has a vast amount of knowledge in the existing specialty and is always up to date with the latest developments in his field. Possesses excellent business negotiation skills.

FIO has established himself as a responsible employee focused on excellent results, always ready to quickly make innovative decisions and bear responsibility for their adoption and for the actions of subordinates. Ready to work in any conditions, including after hours.

Differs in punctuality, delicacy in communication with subordinates and colleagues, for which he has respect in the team. Demanding of himself.

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