Characteristics to law enforcement agencies sample. Sample characteristics for an employee from the place of work: why is it needed and how to draw it up correctly

This document can be considered quite official. The characteristic can be compiled either at the request of the employee himself, or at the request of external sources. It is worth noting that a characteristic can also be compiled within the company for promotion. An example of a job description is always compiled directly by the head of the company or department. The main purpose of this document is to describe the abilities and achievements of an employee in a former job.

How to write a job description correctly

• The document must be drawn up only on a sheet of A4 format. All text must be written in the third person. You can write in the present or past tense.
• Initially, the name of the document is indicated and for whom it was compiled.
• After that, it is necessary to indicate personal data in the first section.
• After that, the entire work path of the employee in the company is described. Most often, the boss simply describes the activities of the employee (from what year and what position he held).
• Provide additional information about education or advanced training.
• Then the professional qualities of the employee are evaluated. How experienced is he in his field (how can he carry out analytical work, is he familiar with regulations, what were his relations with employees).
• Description of personal qualities.
• At the very end, it will be necessary to write where this characteristic will be directed.

Sample job description sealed and signed. Finally, we want to note that there are several types of characteristics: from the place of work, for the court, for the traffic police, for the driver, for production characteristics, for the military registration and enlistment office.

The content of the characteristics from the place of work

The submitted sample of characteristics from the place of work contains the following information:

• Surname, name, patronymic of the employee;
• Year of birth;
• Education (secondary, secondary special, higher, etc.), specialty, name of the educational institution;
• Place of work, position, period of work;
• List of job responsibilities;
• Merits and achievements, including promotions and penalties, if any;
• Description of the qualities of the employee;
• Information about the person signing the document.

The characteristic can be written both on the letterhead of the organization, and on a simple sheet of paper.

The document must be signed and certified with the seal of the organization.

In personal characteristics, it is worth noting organizational qualities (for managers), initiative, relationships with the workforce, the presence or absence of responsibility.

It is worth writing truthful information. So when writing a characteristic from the place of work to the court, the person who signed the document is responsible for the accuracy of the information.

The work time of an employee in an organization or department can be any, there are no restrictions in the legislation. So the document can be drawn up for a person who has worked for a month (for example, on a trial period).

The characteristic on the head is made on behalf of the higher head.

An example of compiling a characteristic from the place of work.

Consider an example of compiling a characteristic from the place of work (compiled on the letterhead of the organization). Also, the options below are good as sample reference from a previous job.

Option number 1: Sample characteristics from the place of work

Characteristic (sample)

This testimonial was issued to Petrichenko Valery Anatolyevich, born on November 1, 1978, who works at the Center for the Social Protection of Children. Address: st. Kulagina 25 (details of the organization) from May 16, 2013 to the present day in the position of "Social worker".

Marital status: Married. Spouse Petrichenko Inna Petrovna, 11. 12. 1979 Children: Petrichenko Vitaly, born in 2000 and Petrichenko Anna, born in 2002.

Petrichenko V.A. graduated from the Volgograd Pedagogical University with a degree in Psychology, has a red diploma. This employee is distinguished by high professionalism, punctuality and responsibility. He has no disciplinary sanctions, he has letters of encouragement for participation in the conference “Protection of children is the responsibility of the state”. With colleagues and subordinates is in friendly relations, always shows restraint, patience and delicacy. In difficult, conflict situations with clients of the institution, he is always restrained, correct, has the ability to smooth out the problem and translate it into the mainstream of a peaceful constructive solution. Has no bad habits. Life guidelines are correct, he strives to help children from dysfunctional families, taking into account their needs and desires. With pleasure takes part in the social life of the team, attends trainings for personal growth and advanced training courses.

This characteristic was issued for submission to the Social Protection Bodies of dysfunctional families.

Head of the Department of the Center for Social Protection of Children Bergs Natalya Mikhailovna.

Option number 2: An example of a characteristic for an employee

Characteristic (sample)

Issued to Nadezhda Petrovna Abakumkina, born on April 10, 1977, position - economist.

Abakumkina N.P. has been working at Finance and Credit Bank since April 16, 2010. During her work, she was repeatedly sent to advanced training courses, which she successfully completed under the programs: “Accounting statements 2016”, “Analysis of the financial condition of the company”, “Financial forecast in the current economic conditions”.

Abakumkina N.P. possesses excellent business negotiation skills, possesses comprehensive knowledge in his specialty, attends seminars and trainings, always has the latest innovations and information in the field of economics.

Head of the economic department of the bank "Finance and Credit" Romanenko Vasily Petrovich.

A document that is officially provided by the administration of an organization to an employee who has worked for at least 6 months for submission to other organizations or bodies is called a reference from the place of work.

It contains objective information about the business and personal qualities shown during the working period. This is a kind of verbal description of an employee by management.

What is this document for?

Before you write a characterization for a hired worker, you should find out from him why it was needed. This largely determines its structure and content.

Such a document may be required to submit to the police(for the return of a driver's license, for example) or other authorities - court, bank to get a loan. In such cases, the characteristic should contain an assessment of only the personal qualities of the employee. As a rule, such a document indicates qualities that confirm the exclusivity of a particular case in the life of an employee.

If a feature is needed to change jobs, then in addition to personal qualities (industriousness, sociability), you should describe the labor achievements of an employee in your organization (positions held, his attitude to work, the ability to take responsibility).

This document can be issued both at the request of the employee himself (upon dismissal or transfer to a new job), and at the request of official institutions (for example, for the court, executive authorities, etc.).

Types of characteristics

Depending on the purpose, these documents are of two types:

• external- is considered today the most popular of the types of this document and is compiled at the request of a third-party organization;
• internal- it is written in case of transfer of an employee to another department, promotion or demotion, imposition of a disciplinary sanction or encouragement.

Each of the types is certified by the seal of the organization and signature.

Document Requirements

The main requirements are:

• The characteristic from the place of work is compiled in accordance with standard criteria. Before writing it, the employee’s consent (in writing) to the transfer of his personal data to a third party (on the basis of the “Personal Data Protection Law”) is mandatory.
• It should not contain an assessment of the employee's personal data that is not directly related to his professional activities (nationality, religious and political beliefs, housing conditions, etc.).
• If a characteristic is provided to an organization that has a standard corporate form of this document, it is compiled according to this form.
• It is issued in most cases on letterhead of the organization. And if it is requested from official bodies, it should also contain a link to them.

In addition, it must contain the following information:

• personal data;
• details of the organization that issued the document;
• date of issue;
• indication of the level of qualification, professional achievements, functional duties performed;
• assessment of personal qualities and relationships between the employee and the team.

In the final part, the name of the organization is indicated, at the request of which the characteristic is issued, or a phrase is written indicating its issuance for the purpose of presentation at the place of demand.

The description is written by the head of the department or the personnel manager, whose signature is certainly certified by the seal of the organization.

Features of compiling a characteristic upon dismissal

A characteristic from a former place of work for an employee who quit or was fired earlier is required, as a rule, to provide a new employer when passing an interview for the purpose of employment.

This type of document provides for focusing on the assessment of the business qualities of the employee, the level of professionalism, and the compliance with the position held when performing production tasks. It would not hurt to also mention his communication skills as a member of the team, the ability to represent the interests of the company outside of it.

Often, many employees in the event of dismissal (through ignorance or forgetfulness) do not request the employer to issue this document. But according to the law, the employee has the right to request such a characteristic within 3 years from the date of dismissal.

How to write a characteristic for the court

It is important to be aware of the need for a particularly responsible approach to the writing of this document when it is requested by the court. And if an employee is brought to administrative or criminal liability, a reference from the place of work may even influence the court decision. In such a situation, it is better to consult a lawyer or lawyer.

Such a document is written upon an external request from the court on the letterhead of a specific organization with the obligatory indication of its full name, postal address and contact numbers.

In this case, the characteristic does not have an address part: directly under the title line of the form, the word “Characteristic” is written and the personal data of the employee for whom it is compiled are indicated. Then comes information about his citizenship, how long he has been working (worked) at the enterprise, what position he holds. It is equally important to indicate the scope of his duties and how he relates to their implementation, the presence of awards for labor achievements.

In the main part of the description, assessment of the personal qualities of the employee and his relationship with colleagues(authority in the team, initiative, social work).

At the end of the document, it should be indicated that it was issued at the request of a court. The finished characteristic is signed by the immediate supervisor of the employee, the director of the company and is certified by the HR manager.

In some cases, in the process of carrying out judicial proceedings, the court may require a characterization of the defendant from the last place of work. If a citizen has recently got a job in an organization, the characteristic is written from several places of work (from the last and penultimate). Each document is drawn up separately and signed by the heads of these organizations.

If the characteristic is written to the police

When writing a testimonial to the police, the main attention is paid to personality traits of a person. It is drawn up on the letterhead of the enterprise, where the details of the organization, legal address and its contact numbers are indicated. The word “Characteristics” is written in the middle of the sheet, the personal data of the employee, including the position held, are indicated on a new line.

The preparation of such a document begins with information about the date of enrollment in the staff or entry into the position.

Such characteristics, as a rule, are written for employees whose driver's license has been confiscated (an administrative offense has been recorded).

It is important to convincingly state the reasons that prompt the police authorities to return the rights to the officer (for example, the need to drive a car to perform official duties). Therefore, attention should be focused on the positive personal qualities of the employee, such as responsibility, diligence and diligence. The document is signed by the head and certified by the seal of the company.

Features of writing a negative characteristic

Writing this kind of document is considered a controversial moment, since a bad characterization of an employee can negatively affect the reputation of the enterprise itself. In this situation, the question always arises: "How did qualified personnel of the personnel department hire an unskilled or conflict worker?" But a negative characteristic is sometimes required to impose a penalty on an employee (financial) or at the request of law enforcement agencies.

It is compiled according to a standard template, but the main part of the document indicates the negative qualities of the employee (professional and personal), lists all the shortcomings and penalties.

In this case, it is important to consider that the penalty is automatically canceled if, after the expiration of the calendar year, the person did not commit disciplinary offenses.

In what other cases may a characteristic be required

AT period of service military personnel often have to apply for a testimonial. It is a kind of document containing an analysis of activities and an assessment of the psychological, business and moral qualities of an employee.

The commander writes in the third person and in free form. Before that, he comprehensively studies the personal and business qualities of an employee, including all performance indicators in his position, the state of affairs in his military unit or in the area for which he is responsible.

A characteristic is an official document with a review of the activities of a certain person (official, public). In other words, this is a brief description of the employee's work path, his business and moral qualities, labor and social activities.

A good reference from a previous job can be a big plus when looking for a job.

The characteristic from the place of work is most often used, the characteristic is also common for students in various institutions (for schoolchildren and students), as well as for students during internships.

The standard characteristic contains the following information:

1. Name, patronymic and surnames of the employee, date of birth, education.

2. The place of work from which the characteristic is issued is indicated, the positions held by the employee during his work in this company, and the duties that he performed are called.

3. The positive qualities of the employee (personal and business) are indicated; information about promotions and awards.

4. Information about the advanced training courses that the employee took, as well as his participation in various projects of the company.

5. It is indicated for what purposes and for whom the characteristic is issued.

First of all, let's remember what it is. A characteristic from the place of work is an assessment of a given citizen as an employee given by the head of the enterprise.

The document highlights both professional and personal qualities of a person, significant for his, let's say, professional portrait. It is issued, as a rule, to an employee who works (or worked) in this company for at least six months.

This document is requested not at all out of idle curiosity.. Usually, hoping for a positive characterization, a citizen thinks about how to favorably expose himself in the eyes of a new employer, a creditor bank, a board of trustees, or a court.

And if the employer gives the employee an assessment that is far from satisfactory, this means that the company would not advise anyone to take responsibility for such an employee or guardian, and in general to entrust him with special trust.

General rules for compiling

Of course, everything that is indicated in the document should not be taken “from the ceiling”, but carefully justified. One of the rules for writing a characterization sounds like this - a minimum of personal assessments.

You still can't get away from them, but should only indicate what is relevant to the work and what specifically manifests itself, as confirmed (for example, unremoved reprimands).

If the employer simply writes down how worthless this person is, such a characteristic will not be considered reliable.

Worse, if it comes to consequences, for example, they refused to receive a mortgage loan precisely for this reason, then a citizen can easily sue the characterizing person in court and even win it (Article 128.1 of the Criminal Code).

Next, we will look at how you can sample a not-so-good job description. What is a characteristic and how it is composed, look at the video:

There are no clear rules governing the compilation of a characterization model for a bad employee from the place of work. Nonetheless, The specification must include the following:

• personal information of the person being characterized (passport data, marital status, what education he has);
• what is the name of the company in which he works;
• from what time, when dismissed (if already dismissed);
• what is the qualification level;
• whether there were promotions, transfers to other positions;
• what achievements were noted;
• whether there are outstanding charges;
• personal characteristics - in terms of positioning oneself in relation to the team and superiors, the level of loyalty;
• date, signature (usually the CEO and head of HR), seal.

Negative characteristic: a sample for the court

An example of a negative characteristic from the place of work:

1. cap. A sample of a negative characteristic from the place of work is drawn up on behalf of a third party by the general director of the company - or by the head of the personnel department. The outgoing number is placed in the upper right corner of the paper.

   In the middle is written the name of the document - a characteristic. The next phrase is for someone - for example, for a handyman of the Limited Liability Company "Glefa" Ivanov Ivan Petrovich born on February 02, 1990.

2. "Body" of the document. Further, everything is written that answers the question - how this person worked and how he put himself in relation to the team and superiors.

   For example: During the period of work at Glefa LLC as a handyman from 04/01/2015 to 04/02/2016, Ivanov Ivan Petrovich showed himself mainly from the negative side.

   He treated his duties carelessly, repeatedly had comments and reprimands for absenteeism, absence from the workplace during working hours. There were repeated visits in a state of intoxication. The third and last of them led to dismissal (Article 81 Part 1, Clause 6, Clause "b" of the Labor Code).

   He was extremely rude to his colleagues. Unsociable by nature, he did not enjoy respect among employees. He did not take part in public life.

   Sergey Sergeyevich, General Director of OOO Glefa

What are the implications for the worker?

It depends on how it is composed and in what hands it falls. For example, having heard that a person was brought to even limited liability, he may not be allowed to work with money.

Or he intended to serve in the internal affairs bodies - but the portrait loomed such that it would be simply madness to trust such a service to such a person.

If for the court - the court may not show leniency. Or guardianship will refuse a person in, for example, the adoption of a child.

However, if the reason for the negative conclusions of the employer was only a “sharpened tooth” on the former employee, that is, a simple desire to take revenge, then he may challenge such a characterization in the Labor Disputes Commission or through the prosecutor's office.

True, for this you need to be 100% sure that the boss is taking revenge, and not stating facts that are unpleasant for you. To begin with, if there is information about penalties, then they should be exactly “hanging”, and not repaid.

And the labor penalty is automatically considered removed, we recall, if during the year the employee did not make new flaws (Article 194 of the Labor Code).

Article 194. Removal of a disciplinary sanction

If within a year from the date of application of the disciplinary sanction, the employee is not subjected to a new disciplinary sanction, then he is considered not to have a disciplinary sanction.

The employer, before the expiration of a year from the date of application of a disciplinary sanction, has the right to remove it from the employee on his own initiative, at the request of the employee himself, at the request of his immediate supervisor or a representative body of employees.

So, writing a negative characterization is not only possible, but sometimes even necessary.

Of course, in this case, one can only rely on evidence and real facts, and not just personal antipathy towards a person.