How to make a characterization of an employee? Sample characteristics per employee

Many people, sometimes without even waiting for a dirty trick, face the need to compile a characterization for the "neighbor". Naturally, this applies to those people who are engaged in cadre work. Often they already have a sample of characteristics per employee. However, other citizens can get such a task. After all, this document is often used for pleasant and not quite occasions. Let's examine the most common documents in order to have a general idea of the nature of the work ahead.

What data will be required

In order not to make mistakes, it is desirable to have a sample of the characteristics per employee. The fact is that different organizations are developing their own scheme for submitting material. Even the form (font, margins, and so on) can vary. If the question is about the request of government agencies, then a sample of the characteristics of the employee can be found (and must be done) in the relevant case normative act. It is not recommended when drawing up a document of this kind to engage in amateur performance, if you do not want to redo it many times. And in general cases it is necessary to adhere to such recommendations. You will definitely need the personal data of the employee. They are updated with both personal data, and the name (official) position, period (exact dates) of his work. If he works and at the time of drafting the document, then instead of the date of dismissal, it is indicated - "to the present".

The goal of the document is extremely important

Now let's get to the point, why, in fact, we needed a characterization. This is a delicate question. After all, you will not write the same thing to describe the person who is nominated for the reward, and the one whom they want to punish? And there are other options: for public work, for participation as a candidate in elections, for court and so on.

The meaning of the document should correspond to the purpose of its compilation. For example, the characterization for rewarding an employee (the sample is usually given in the service that is engaged in this work) should describe its achievements and merits. Take into account, we will repeat, that if it is a question of state encouragement, then it is necessary to search for the corresponding by-law act. There, in the supplements, there is necessarily a developed and approved sample of the characteristics. An employee who has achieved certain achievements is drafted a document that strictly corresponds to this form. If you are asked to make a characterization for a public organization, then you can fantasize a little. Only the answer to the question: "What should I reward?" Should be clear, detailed and concrete.

How to approach the essence of the characteristics

Young people (and older people) are often confused, not understanding which side to approach to work on the drafting of this document. It's just that there is not enough experience, so it's hard to write a characterization for an employee. The sample greatly facilitates the task. But if one can not take one from nowhere, then one can manage independently. You just have to answer questions, literally formulating your thoughts in a single text. And these "beacon" in almost all cases are the same. After specifying the required data, it is necessary to proceed with the presentation of the clarifying information. This refers to the qualification of the employee, his attitude to the performance of duties. It makes sense to indicate which path it took in the enterprise. Does it strive for self-education, career growth and so on. This is important if an employee's performance profile is drawn up. The sample large enterprises with serious personnel divisions most often develop independently (relying on known experience in the industry) and approve by the order of the head, coordinate with the trade union.

Necessary Nuances

For a more detailed introduction to the topic, you should know that the characteristics are of three types. These include internal and external reviews. The first of these documents is used in the walls of the institution, the second is being issued for distribution to other organizations. There is also an external characteristic. The documents differ in content. What can be included in the internal review is not suitable for the external. For example, a characterization for a police officer, a sample of which is approved by an internal order, contains only publicly available data. This period of work, promotion, attitude to work, recovery and encouragement, and so on.

But there is also an internal characteristic, which includes information about the person with whom this specialist maintains relations (for possible criminal content), moral qualities and characteristics of character.

How not to make semantic errors

First of all, it is necessary to determine the purpose of drawing up the document. If, for example, he is granted to a university, then describe the business qualities of a person, focusing on the active position (if any). When it is necessary to submit the document to the court or law enforcement agencies, it is necessary to emphasize its moral qualities, discipline, positive (negative) attitude to work, participation in public life (or ignoring it). The compiler of the document needs to understand that the fate of a comrade sometimes depends on his work.

Laconism

There is no point in writing unnecessary details, especially if they can accidentally harm. It is better to make the text laconic and informative. Another thing to remember is that the factual material used must be confirmed by appropriate documents. For example, we take a sample of the characteristics of an employee of the Ministry of Internal Affairs. If it is said that there is a lack of proper discipline for a specific employee, then the number and date of the document should be indicated, according to which disciplinary punishment is imposed on him. The same goes for encouragement. It is desirable to avoid subjective assessments when drafting an official document.

Example of internal characteristic

Yet people understand better when the sample is before their eyes. No matter how much you read the rules of drafting a document, but the example is more visible. Here is a piece of internal characteristic, on which you can lean. "II Mitrofanov, works at the enterprise since 12.12.12 as manager. He showed himself as a high-class specialist, constantly caring about raising his professional level. In 2013, on his own initiative attended courses (specify). The official duties perform at a sufficient level, change the advanced methods of work. Its creative potential to strive to direct to the development of production, a quick and objective solution of the tasks. With friends maintains an even, benevolent relationship.

He tries to help less experienced colleagues. Does not refuse urgent tasks, does not count over time, if it is necessary for the development of the enterprise. Mitrofanov II is recommended for appointing a senior manager. "

Bureaucratic nuances

There is one more important aspect, which should not be forgotten in the compilation of the characteristic. This is an official document. It must be printed on the company's letterhead, specify the date of publication, certify with the signature of the head, whose level is determined by regulatory enactments. In small firms, this is usually a director. At large enterprises, the deputy mayor or the head of the personnel department can assure the document. But it must be a person whose signature is "stamped". In different organizations, the list of these persons is determined by their own rules. In addition, it is necessary to familiarize the employee with the text of the document. This is a prerequisite. The employee may have questions or objections. Therefore, he is often asked to sign a copy of the document. This is done to eliminate the possibility of disagreement.