social worker staff labor

Personnel assessment is the process of determining the effectiveness of employees in the course of implementing the tasks of the organization, which allows you to obtain information for making further management decisions.

Assessment is a broader concept than attestation. Evaluation can be formal and informal (for example, a daily evaluation by a supervisor of a subordinate). Evaluation can be carried out regularly or irregularly, depending on the specific needs of the organization.

Attestation is a procedure for a systematic formalized assessment of the compliance of a particular employee's activities with the standard of work at a given workplace in a given position, using personnel assessment methods. Attestation accumulates the results of a specific employee's work for a specific period.

Attestation as a phenomenon associated with checking the compliance of an employee, an organization with established requirements, is becoming more and more widespread. In addition to the previously existing certification of specialists and workplaces, today, certification is subject to educational institutions, various business entities. The categories of workers previously unnoticed by the legislator are subject to certification. Thus, we can talk about a new qualitative stage of certification, in which checks are carried out for professionalism, competence, suitability for work.

As a rule, certification of employees is understood as a periodic comprehensive check of the level of business, personal, and sometimes moral qualities of an employee in the relevant position. In modern Russian acts on attestation, there are various approaches to defining attestation, its goals, objectives and principles. The solutions to the issues of formation of certification commissions, preparation and conduct of certification, assessment of the certified and legal consequences of certification are ambiguous. This is due to the specifics of the industries that adopted the certification acts, the characteristics of the professions and the working conditions of the certified workers. At the same time, it is possible to establish the following characteristic features inherent in the certification of social workers:

• - it is carried out in the organization with which the employee has a labor contract or in another, as a rule, specialized organization for this;
• - the object of verification is theoretical and practical

the readiness of the employee to occupy a certain position or perform a certain job;

• - certification is carried out periodically, i.e. once in the interval from one year to five;
• - is performed in specially created certification commissions;
• - various forms of certification are used.

Attestation is an important stage in the final assessment of personnel.

Certification includes:

• 1. Evaluation of the performance of employees and their personal and business qualities.
• 2.0 the value of efficiency in solving problems within the job description, as well as new and extra-standard tasks carried out by line managers.

The objectives of the certification are:

regular assessment of the success of the employee

implementation of incentive and sanctioning activities

the basis for the prompt redistribution of tasks between employees

formation of a personnel reserve

drawing up a training and development plan for employees

employee career planning

introduction of flexible remuneration systems (changes in the remuneration system).

When carrying out certification, it is necessary to develop assessment criteria. Assessment subjects can be:

• 1.the ability to learn (general mental ability);
• 2. the ability to make verbal generalizations (how well a person can make an oral presentation in front of a small group on a well-known topic);
• 3. the ability to make written generalizations (how well an employee can write a note on a well-known topic);
• 4.contact (to what extent this person evokes sympathy);
• 5. the perception of the threshold social opinion (how easily the employee perceives minor remarks concerning his behavior);
• 6. the ability to be creative (what is the likelihood that a person is able to solve a problem in a new, different way);
• 7. self-esteem (how realistic is a person's idea of ​​the balance of their merits and responsibilities, how deeply their understanding of the motives of their own behavior is);
• 8. social task (attitude to racial, ethnic, socio-economic, educational and other similar issues);
• 9. flexibility of behavior (how easily a person, in the event of coercion, changes his behavior or modifies it to achieve his goal);
• 10. the need for approval from a superior person (the degree of emotional dependence on the leadership);
• 11. the need for approval from persons of equal social status (the degree of emotional dependence on the opinion of the collective);
• 12. internal working standards (how high is the quality with which the employee wants to perform any work, compared to lower, but quite acceptable);
• 13. the need for promotion (taking into account the desire for significant advancement in the career ladder and the time frame in which a person hopes to make this advancement, in comparison with colleagues who occupy an equal position with him);
• 14. the need for a secure position (to what extent an employee wants to be provided with a job);
• 15. flexibility in achieving a goal (life goals, their compliance with real opportunities and conditions);
• 16. the priority of work (to what extent the satisfaction received from work is greater than satisfaction from other areas of daily life);
• 17. the system of accents of the positive aspects of the institution's activities (the ability to highlight the positive aspects of the institution's activities in relation to staff: friendly attitude, fairness of the position held in relation to earnings, etc.);
• 18. reality of hopes (to what extent hopes for work in the organization coincide with reality);
• 19. tolerance for uncertainty and non-standard working conditions;
• 20.the ability to work a long period time without sufficient reward with the prospect of receiving an award later;
• 21. resistance to stress (to what extent the work intensity coincides with the normal psychological state);
• 22. a variety of interests (various fields of activity and hobbies - such as politics, music, art, sports);
• 23. energy (how long an employee can withstand a high level of stress);
• 24. organization and ability to adequately plan a career;
• 25. willingness to make decisions and the ability to justify them.

When choosing the subject of assessment, it should be understood to what extent the organization is able to define standards. For example, in social work it is difficult to define labor efficiency standards, therefore, when certifying an employee, the result of the assessment can be superficial and subjective.

Certification can take place simultaneously in three areas: performance assessment, qualification assessment, personality assessment:

• 1. Performance appraisal includes performance job responsibilities, implementation of the work plan (terms, quality), achievement of the assigned tasks. The organization has clearly defined job responsibilities (it is clear with what to compare), there is schedule work (execution of tasks is recorded), employees have clear tasks. The certification is quick and objective. We must remember that the weaker organizational basis performance assessment, the more difficult it is to obtain an objective result.
• 2. Assessment of qualifications consists of an “examination” - employees answer in writing questions about their specialty. An oral form of answers is also possible. The questionnaire was prepared in advance and agreed with the leading experts, it was determined which result of the "exam" is acceptable for specialists of various qualifications.
• 3. Personality assessment. The organization assesses the basic behavioral characteristics of a person, compares them with the behavioral requirements for the profession, and evaluates relationships in the team. As a result, you can:
  • * Comparing personal requirements for the position, with the actual personal characteristics of the employee holding this position, develop a training and development program for the employee;
  • * In the presence of stressful or conflict situations, determine the causes and ways of eliminating conflicts;
  • * If there are significant complaints about the employee's activities, assess whether the employee and his manager equally understand the behavioral requirements for this position;
  • * Avoid subjectivity, build a structured certification interview.

In accordance with the objectives of the certification, guided by regulatory documents, in order to conduct an effective certification of the organization, it is necessary to choose the assessment methods.

Conducting certification involves a clear sequence of actions.

The ministries and departments of the Russian Federation, based on these Basic Provisions, develop sectoral regulations, which specify the criteria and methods for assessing the qualifications of workers, taking into account the industry specifics. The main approaches to assessing the business qualities and qualifications of an employee have been developed when determining the wage rate provided for by the Unified Tariff Grid, approved by a Government decree Russian Federation dated October 14, 1992 No. 785.

Compliance of actually performed duties and qualifications of employees with the requirements job characteristics is determined by the certification commission in accordance with the Regulations on the procedure for certification of employees of institutions, organizations, systems social protection the population of the Russian Federation, which are on budgetary funding, and the Regulations on the procedure for certification of health workers.

The certification of employees of institutions and organizations of the social protection service is carried out in accordance with the Regulation on extraordinary certification and tariffication of medical and pharmaceutical workers who are on budget funding, approved by order of the Ministry of Social Protection of Russia dated December 7, 1992 No. 265.

Control over the observance of the certification procedure is carried out by the ministries and departments of the Russian Federation according to their subordination, local administration and other executive authorities.

The main criteria for certification are the amount of work of the employee, the results achieved in the performance of official duties, the quality of the work performed, the level of education, the amount of special knowledge, work experience in a given or a similar position, as well as positions that allow acquiring the knowledge and skills necessary to perform work provided for this position, etc.

Based on the results of certification, either specific decisions are made on job transfers, or appropriate recommendations are made to the so-called "employee inventory card" containing information about his age, seniority, duration of work in this position, in previous places, conclusions about the feasibility, timing, directions advancement or its impossibility.

In addition to resolving the issue of promoting or retaining an employee in the previous position, the purpose of certification may be to reveal the existing reserves for increasing the efficiency of individual work, linking remuneration with real work results and qualifications of a specialist or manager, determining the scope, methods and forms of advanced training. In this regard, the direct objects of certification are the results of the employee's work, his potential, attitude to the performance of his duties; the personality of a person as such is not subject to assessment. As a result of certification, the employee must understand his mistakes, step up work to overcome them, self-improvement, etc. both taking into account their own interests and the interests of the organization.

In practice, there are two main approaches to certification. In accordance with one, its meaning is to monitor and evaluate the activities of the employee, which result in punishment, reward or promotion, and then the assessors act as judges. In another approach, the emphasis is on finding ways to improve work, realize a career, etc., and the assessors become advisers, consultants. In the first case, commissions formed from third-party independent experts are most often attesting, in the second - the immediate supervisor. Accordingly, the forms of certification are also different: either it is a periodic report followed by a "judgment", or an interview and a joint search for a solution to the tasks facing the subordinate.

In modern conditions, the criteria and indicators for assessing personnel are often developed jointly by the manager and the team and are based on the list of official duties of each, the tasks facing him, and individual goals. A number of requirements are imposed on the indicators on the basis of which the employees are assessed, including compliance with the assessment objectives, individualization, clarity, completeness and reliability of the reflection of the situation, ensuring the comparison of results, both with the previous period and with other persons, other categories, the reflection is not only statics, but also dynamics.

In practice, two methods of assessment are usually used: on the basis of a qualitative description of the activity and its result, and on quantitative indicators, which can be represented both by real values ​​and conditional points determined by an expert method. At the same time, the results are assessed according to the degree of achievement of the set goals, completeness, quality and timeliness of assignments. Activity is assessed by the intensity and complexity of the work, which is determined by such circumstances as complexity, independence, scale, responsibility, technological and managerial complexity: for different types work, these signs are differentiated. Business qualities they are practically not subject to quantitative assessment, the basis for assessing qualifications is education and experience. The formal result of the assessment can be the assignment of a qualification (for a specialist), recognition of the conformity or inadequacy of the position held with certain organizational conclusions (promotion, decrease, retention, dismissal).

Attestation in organizations should take place regularly, preferably at least once every three, maximum five years.

In our country, the certification procedure provides for three stages: preparation, implementation and decision-making.

At the preparatory stage lists of employees subject to certification, schedules of its holding in divisions are drawn up, the composition of the relevant commissions is approved, rules and criteria are announced. For example, persons who have worked in an organization for less than a year are usually exempted from certification. Certification of women on maternity leave, as well as on parental leave until they reach the age of three, is carried out after their return from leave. Upon written application, their certification can be carried out simultaneously with other employees in a timely manner.

To carry out certification of employees in institutions and organizations subordinate to the Committee for Social Protection of the Moscow Population, certification commissions are created.

Attestation of managers and individual categories of specialists of institutions and organizations of social protection of the population is carried out by attestation commissions created by orders of the Committee for Social Protection of the Population of Moscow No. 197 of December 2, 1992 and No. 181 of November 17, 1992.

The attestation commission needs at least five people. The composition includes the chairman (head or deputy head of the institution), secretary and members of the commission. Also included in the commission are highly qualified specialists, representatives of trade union organizations, representatives from the committee for social protection of the population of Moscow.

If necessary, several certification commissions can be formed.

The personal composition of the attestation commission, specific terms, the schedule of attestation are approved by the order of the head of the institution and are communicated to the attested employees at least two weeks before the start of attestation.

An attestation sheet and a characteristic (presentation) are prepared for the commission meeting, which describes the production activities of the attested, information about their qualifications, business and personal qualities, attitude to the performance of the assigned duties, conclusions are drawn about the directions for improving activities, rewards and punishments, compliance or inadequacy of the position and further destiny. A review of a specialist is signed by his manager and a representative of the trade union; feedback on the leader - by the top manager.

At the stage of certification the commission considers the submission and hears the certified employee and his manager. At the same time, special attention is paid to the employee's personal contribution to the results achieved, his discipline, success in professional growth, and if it comes to the manager organizational skills... Discussion of the work of the assessed person should take place in an atmosphere of exactingness that does not hurt the honor and dignity of the employee, objectivity, benevolence, excluding the manifestation of subjectivity.

Usually, ordinary workers and those who were previously conditionally certified with probationary period and then the management team; members of commissions are assessed where they constantly work.

The assessment of the employee's performance and the recommendations of the commission are adopted by open vote in the absence of the certified person. At least 2/3 of the members of the approved composition of the commission must participate in the certification and voting. The voting results are determined by a majority of votes, but not less than half of the members of the attestation commission present at the meeting.

When attesting an employee who is a member of the attestation commission, the attested person does not participate in the voting.

The attestation results are communicated to the employee immediately after the vote, drawn up by the minutes of the attestation commission and entered in the employee's attestation sheet (drawn up in one copy), which are signed by the chairman, secretary and members of the attestation commission who took part in the vote.

The attestation sheet and representation for the employee who passed the attestation is stored in his personal file.

The results of the certification are reported to the head of the institution within a week.

Labor disputes related to certification are considered in accordance with the current legislation on the procedure for resolving labor disputes.

Based on the results of certification an action plan is developed, and in accordance with the recommendation of the commission, the head can carry out personnel reshuffles, for example, within two months, transfer a person who has not passed certification to another position with his consent, and in the absence of such - dismiss, also following certification within a month makes a decision on the establishment of appropriate grades of remuneration for employees; develops recommendations for improving the efficiency of employees, etc.

Under the traditional system of attestation of employees, the current legislation means a procedure, the content and procedure of which the employer develops independently. There is no article titled "Attestation of employees for compliance with the position held". but Labor Code, according to article 81, determines that the procedure for conducting certification is established by a local regulatory act of the employer.

For example, certification of cultural workers is determined by the Procedure approved by the Deputy Minister of Culture of the Russian Federation, dated 08.02.2010 No. 7790-44 / 04-ПХ. This normative act, in particular, provides 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 the certification of workers

IMPORTANT!

Since in 2020 the certification of employees is regulated by the employer, we recommend taking the Regulation on the procedure for conducting certification, approved by the Decree of the State Committee of the USSR dated 05.10.1973 No. 267, as the basis for the development of an internal normative 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 the very procedure for conducting the 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 the certification of workers", with attention. In order to exclude possible negative judicial practice, as well as to make the certification of employees for their compliance with the position as clear as possible for both employees and the employer himself, it is advisable to include the following sections in it:

1. General information.
2. Section about preparatory activities.
3. Section on certification.
4. Final provisions.
5. Applications.

These sections are provided as examples and do not claim to be universal. We want to give the employer a step-by-step algorithm so that the certification of employees at his enterprise does not fail and is as objective as possible.

General section

Step 1. Outline the purpose of the certification

For one employer, it will be enough to write that the purpose of this event is to determine the suitability of the employee's qualifications for the position he occupies.

Another can set out the purpose rational use labor resources their employees, increasing the efficiency of their work and responsibility for the assigned work. Formulate clearly and specifically the goal you are striving to achieve.

For example, in accordance with the Regulation approved by the Decree of the Government of the Russian Federation of March 16, 2000 No. 234, the objectives of certification of enterprise managers are:

• an objective assessment of the activities of managers and determination of its compliance with the position held;
• assistance in improving the efficiency of enterprises;
• stimulating the professional growth of enterprise managers.

Step 2. Determine the composition of the certified workers

Taking into account that the legislation does not restrict the employer in the choice of categories of employees for their certification, we still recommend NOT to include in the lists of certified:

• pregnant women;
• those who have worked in office 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 the attestation of prosecutors is carried out, the number of attested does not include:

• pregnant women;
• who are on parental leave (they can be certified six months after leaving the leave);
• employees who have reached the age limit for service (if they have not made significant omissions in their work);
• officers in the reserve of the military prosecutor's office when assigning them the initial class rank.

All the rest of the employees of the prosecutor's office are subject to certification in accordance with the Order of the Prosecutor General of 20.06.2012 No. 242.

Step 3. Fix 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 best option would be a period of 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 30.11.2011, attestation of employees of internal affairs bodies is carried out once every four years.

Step 4. Indicate the grounds for the extraordinary certification

It is better to provide (in case of separation) and fix that an extraordinary certification can be carried out:

• by agreement of the parties;
• in the event of a change 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 an appropriate decision will be made, including that provided for in paragraph 3 Article 81 of the Labor Code of the Russian Federation.

For example, in the Regulation approved by the Ministry of Transport of the Russian Federation of 11.03.1994 No. 13/11 (registered with the Ministry of Justice on 18.04.1994 No. 548), early certification is carried out in cases where gross violations of the rules and regulations governing safe operation Vehicle, or there are traffic accidents with serious consequences.

Section on preparation for certification

IN this section it is necessary to clearly and understandably indicate what steps and measures are required to be taken by the employer and the officials subordinate to him.

Step 1. Determine the composition of the commission

The composition of the commission is determined by the order of the employer.

The commission must have a chairman, rank-and-file 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 right to vote if the opinions of the members of the commission are equally distributed (to avoid this, the commission should be created from an odd number of representatives of the employer).

The composition of the commission is permanent, changes can be made either due to a conflict of interest, or in connection with personnel transfers.

It is important to define the powers of the commission members. So, the chairman is responsible for the validity and legality of the collegial decisions taken, the members of the commission - for the comprehensiveness and objectivity of the decisions made, the secretary - for technical work.

Step 2. Make a schedule

The certification schedule is a document that the employer prepares annually. Approved by a separate order. The schedule should be approved in advance in order to have time to familiarize those who are to be certified with it.

The chart indicates:

• a list of employees subject to certification this year;
• date and place of the procedure;
• time to provide the necessary personnel documents on certified employees and full name. responsible for providing.

Step 3. Notify employees about the upcoming certification

All certified employees must be notified of the procedure in advance and signed. How much in advance, the employer decides, but the optimal period is one month.

The form of the notification is not important, the fact that confirms the acquaintance is important.

If the employee refuses, an appropriate act 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 receipt.

Step 4. Obtain the required HR documents

Due to the fact that the certification commission makes decisions on the basis of the documents provided, the employer has the right to independently foresee which document and in what time frame should be submitted to the commission.

It can be any requirement, like a portfolio.

For example, until recently teaching staff state treasury institutions social service in the Leningrad region were to provide for certification a portfolio of a social worker, characterizing the results of their activities. However, it is worth noting that at present this requirement has been canceled by the Order of the Committee for Social Protection of the Population of the Leningrad Region No. 1 dated January 21, 2013.

Sample portfolio of a social worker for certification

In practice, most often the employer demands to provide the commission with a characteristic or an official response to the employee, which must be prepared by his immediate superior.

The characteristics of the employee must be familiarized with the signature. After review, this document is provided in attestation commission.

IMPORTANT!

It is necessary to provide for the possibility for the employee to disagree with the content of his characteristics and submit written objections to the certification commission.

The deadline for submitting all documents is indicated in the schedule.

IMPORTANT!

A characteristic not provided in time in case of controversial results of certification is a formal reason for the court's recognition of the decision of the certification commission as unlawful in connection with a violation of the procedure.

Certification section

This section is a description step by step procedure certification of workers at the enterprise.

Step 1. Determine the quorum

For this, the regulation should state that with the participation of two-thirds of the composition of the commission, its decisions are considered competent. If the number of commission members is less, the certification is postponed to another period determined by the employer, taking into account the requirements of the described regulation.

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 members of the commission ask questions of interest to them.

After the questions are asked and the employee answers them, the certified employee is removed, 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 to him the decision of the commission.

Step 3. Fixing the decision-making mechanism

IMPORTANT!

Any decision must be justified and supported by an appropriate document. If the employee is a scoundrel, this is not a reason to recognize him as not appropriate for his position.

The employee's professional performance should be assessed in conjunction with qualification requirements to his position. It is necessary to take into account the personal contribution of the employee to the achievement of the goals facing the organization, as well as the complexity and intensity of the work that he performs.

It is worth paying attention to the absence or presence of facts of violations of the work schedule and job duties.

All doubts are interpreted in favor of the employee.

Step 4. Options for decisions of the commission

We describe what decisions the commission can make:

• the employee corresponds to the position held;
• send for training to suit the position held;
• apply to the employer for an increase (salary, in position);
• consider the issue of demotion due to insufficient qualifications;
• does not correspond to the position held, recommend to send for training to improve qualifications or dismiss due to insufficient qualifications.

Step 5. We draw up the decision of the commission.

All decisions of the commission are drawn up in a protocol or entered in the employee's certification sheet. It makes no sense to draw up both documents, in fact they are one and the same, only the form is different. At the same time, no one forbids filling in both documents.

The attestation sheet and protocol are signed by all members of the commission present at the attestation.

IMPORTANT!

Those members of the commission who were not present at the certification are not allowed to sign these documents. If they sign, this may serve as a reason for canceling the decision of the commission and initiating a criminal case under Article 292 of the Criminal Code of the Russian Federation.

The order must be issued within a certain time frame, the employer himself will determine in which, but not more than one month.

It is necessary to provide that the terms can be interrupted (when going on vacation, temporary absence for unexplained reasons or temporary incapacity for work, this period should be interrupted).

Violation of the terms entails cancellation of the decision by the attestation commission.

For example, if A.V. Petrov will be recognized as inconsistent with his position, the employer has the right to dismiss him, send him to training or demote him (his will, the certification commission gave him such powers).

If the employer decides to relocate A.V. Petrov to a lower position, and A.V. Petrov will refuse, the employer will have the right to fire him on the same grounds.

Step 6. Employee rights

It is desirable to indicate that in case of disagreement with the results of certification, the employee may appeal this decision in accordance with the procedure established by law.

Final provisions

This section contains information on where to store approval documents. All attestation documents are stored in personnel departments, protocols - in the nomenclature folder, attestation sheets - in personal affairs employees.

Sections: Social pedagogy

Certification allows you to diagnose personnel; determine the value of employees. Helps the head to make informed management decisions, especially those related to the strategic objectives of the institution.

Our institution is an orphanage, an area where the work of a social worker of all levels is intensively used: a social teacher, a social work specialist and a social worker.

Purpose of work: to determine the features and conditions for the application of certification to improve the efficiency of social workers.

Tasks:

• define the concept of "work efficiency";
• highlight criteria social work;
• study the features of the work of a social worker;
• to identify the factors of increasing labor efficiency;
• make a professional portrait of a social worker;
• highlight the methods of personnel assessment for certification;
• study the practical experience of social workers;
• determine the impact of certification on improving labor efficiency.

It is concluded that the effectiveness of social work largely depends on the personality of the social worker who implements it.

To determine the approach to assessing the effectiveness of social work, it must be recognized that social work is not limited to traditional forms of activity.

Social work is a specific type of professional activity. This is the provision of state and non-state assistance to a person in order to ensure the cultural, social and material standard of his life, the provision of individual assistance to a person, family or group of persons.

First of all, social work should be viewed as an independent science. Like any science, social work has its own subject, object, categorical apparatus. The object of the study of social work is the process of connections, interactions, methods and means of regulating the behavior of social groups and individuals in society.

The subject of social work is the laws that determine the nature and direction of development of social processes in society.

British scholars define social work as the organization of a personal service to help a person. It aims to make everyday life easier for people in conditions of personal and family crisis, as well as, if possible, to fundamentally solve their problems. Social work is an important link between people who need help and the state apparatus, as well as legislation.

In Russia, in the context of the transition to a market economy, against the background of a sharp change in the nature and forms of social relations, breaking the usual stereotypes of life experience, the loss of social status and development prospects for many people both for society as a whole and for themselves personally, serious difficulties arose. which cannot be handled on their own. Social tensions have increased. All this increases the importance of the deployment of social work as a specialized type of activity, as well as the need to train social workers of various specializations for various categories of clients.

The position of a social worker, social work specialist and social educator in the Russian Federation was introduced in 1991. IN qualification handbook he is endowed with various job responsibilities:

• Identifies at enterprises, microdistricts of families and individuals in need of socio-medical, legal, psychological, pedagogical, material and other assistance, protection of moral, physical and mental health; establishes the reasons for their difficulties, conflict situations.
• Assists them in their resolution and social protection; promotes the integration of the activities of various state and public organizations and institutions to provide the necessary social and economic assistance to the population;
• Provides assistance in family education, the conclusion of labor contracts for work at home for women with minor children, disabled people, pensioners; conducts psychological, pedagogical and legal consultations on family and marriage issues, educational work with minor children with associative behavior;
• Identifies and provides assistance to children and adults in need of custody and guardianship, placement in medical and educational institutions, receiving material, social and household and other assistance;
• Organizes public protection of juvenile offenders, in necessary cases acts as their public defender in court;
• Participates in the creation of centers social assistance family: adoption, guardianship and guardianship; social rehabilitation; shelters; youth, adolescent, children's and family centers; clubs and associations, associations of interests, etc.,
• Organizes and coordinates work on social adaptation and rehabilitation of persons who have returned from special educational institutions and places of detention.

Each type of activity ends with some kind of result, by which the work done is evaluated. Efficiency is one of the most important evaluations of the result. Social work also gives some results. It is also assessed for its effectiveness.

What is the effectiveness of activities in general and specifically social work?

Depending on the type of activity, the concept of efficiency is defined in different ways. But at the same time, each of them has obligatory elements: goal, result, costs, generally accepted norm (or ideal).

Goal and outcome are central to this list. They represent the starting and ending points of activity: at the beginning, the goal is put forward, and at the end, the result is obtained. The ratio of the goal and the result gives an idea of ​​the effectiveness of the activity.

Subject of our study is the effectiveness of social work, which in the most general view is considered as the ratio of the results obtained to the previously set goals. Thus, it fixes the degree of compliance with what was supposed to be achieved.

All ideas and theories of social work are grouped around one central block of problems:

• conditions for the formation and implementation of human life;
• the relationship between freedom and social conditioning of an individual, a socially justified (or unjustified) measure of this freedom and the possibilities of its implementation in society.

However, a number of questions still arise: is it timely, is the raising of the question about the effectiveness of social work in general, and even more so about the effectiveness of individual social workers? Is there a reasonably well developed basis for determining performance social services and individual specialists for the work done?

It is necessary to highlight principles on which the effectiveness of social work is based:

• the ability to accurately formulate the problem; analysis of the factors that caused the problem, as well as hindering or favorable solution to the problem; assessment of the solvability of the problem; development of an action plan; involving the object in solving the problem;
• assessment of the changes achieved in the client's position.

Of course, the criteria, as well as indicators of the effectiveness of the implementation of social work in the country can be applied at the macro level (at the state level), meso level (republic, city, district), and micro level (at the level of the individual, client).

At the level of the whole society, the effectiveness of federal targeted programs, which provide federal support for various regions in the development of social services for the population. For example, within the framework of the presidential program "Children of Russia". The programs "Children with disabilities", "Development of social services for families and children", "Prevention of neglect and juvenile delinquency", which set various general tasks for ministries and departments that have social services, but at the same time formulate specific tasks related to to the activities of the Ministry of Labor of Russia, the Ministry of Education of Russia, the Ministry of Internal Affairs of Russia, the State Committee of the Russian Federation for Youth Affairs. The allocation of funds from the federal budget to support territorial social services within the framework of these programs, of course, provides for an assessment of the activities of these services, determination of the effectiveness of social work carried out by the specialists of these services.

But at the micro level, clients of social services, wishing to receive material assistance, social and medical services or consultations, pay attention to such personal qualities of social workers as kindness, fairness, responsiveness, and professionalism. Clients consider indifference, deceit, rudeness, low professionalism among the negative qualities of social workers.

The main goals of social work as a professional activity include the following:

• an increase in the degree of independence of individuals, their ability to control their lives and more effectively resolve emerging problems;
• creation of conditions in which individuals can maximally demonstrate their capabilities and get everything that they are entitled to by law;
• adaptation or re-adaptation of people in society;
• creation of conditions under which a person, despite physical injury, mental breakdown or life crisis, can live, maintaining self-esteem and respect for himself from others;
• and as the ultimate goal - the achievement of such a result when the need for the help of a social worker from the client disappears.

The social worker is the implementer of the goals of social work, ranging from “linear” work with the client and ending with managerial activities in government departments.

Social work is a complex process that requires solid knowledge in the field of management theory, economics, psychology, sociology, pedagogy, medicine, jurisprudence, etc. Its effectiveness largely depends on the social worker himself, his skills, experience, personal characteristics and qualities.

Certification should help to identify the optimal set of personal qualities necessary for a social worker, such as responsibility, adherence to principles, observation, communication skills, correctness (tact), intuition, personal adequacy in self-esteem and assessment of others, the ability to self-education, optimism, mobility, flexibility, humanistic orientation personalities, empathy for the problems of others, tolerance.

The "contraindications" to social work include: lack of interest in other people (selfishness), irascibility, harshness of judgment, categoricalness, lack of focus, inability to conduct a dialogue with an opponent, conflict, aggressiveness, inability to perceive someone else's point of view on a subject.

The style of behavior of a social worker, conditioned by the totality of his personal qualities, his value orientations and interests, has a decisive influence on the system of relations that he forms not only with people, but also with his colleagues, subordinates and superiors.

They can be divided into three groups:

• the first- psychological characteristics that are an integral part of the ability to this kind activities;
• the second- psychological and pedagogical qualities focused on improving the social worker as a person;
• third- psychological and pedagogical qualities aimed at creating the effect of personal charm.

Without these, leading for this profession, characteristics of the psyche, effective work is impossible.

Social workers are busy different kinds activities in the performance of their professional functions. Their work is characterized by three approaches to solving the problem:

• educational approach- acts as a teacher, consultant, expert. The social worker gives advice, teaches skill, modeling and demonstration of correct behavior, provides feedback, uses role-playing games as a teaching method;
• facilitative approach- performs the role of an assistant, supporter or mediator in overcoming apathy or disorganization of the individual, when it is difficult for her to do it herself. The activities of a social worker with this approach are aimed at interpreting behavior, discussing alternative directions of activity and actions, explaining situations, encouraging and targeting the mobilization of internal resources;
• advocacy is used when a social worker performs the role of a lawyer on behalf of a specific client or group of clients, as well as an assistant to those people who act as a lawyer on their own behalf, this kind of activity includes helping individuals to put forward reinforced argumentation, selection of documented well-founded accusations.

When assessing a social worker, the most common assessment methods:

• Historical(biographical) - analysis of personnel data, personnel record sheet, personal statements, autobiography, educational documents, characteristics
  Result: conclusion about family, education, career, character traits.
• Interviewing(interview) - a conversation with an employee in the "question-answer" mode according to a pre-drawn or arbitrary scheme to obtain additional data about the employee.
  Result: questionnaire with answers.
• Questionnaire(self-assessment) - a survey of a person using a special questionnaire for self-assessment of personality traits and their subsequent analysis.
  Result: profile.
• Sociological survey - questionnaire survey of employees different categories who know the evaluated person well (managers, colleagues, subordinates.
  Result: sociological assessment questionnaire.
• Observation- observation of the evaluated employee in the informal (on vacation, at home) and in the work environment by the methods of instant observations and photographs of the working day.
  Result: observation report.
• Testing- determination of professional knowledge and skills, abilities, motives, personality psychology using special tests with their subsequent decoding using "keys".
  Result: psychological picture.
• Expert review- determination of the totality and obtaining expert assessments of the ideal and real employee.
  Result: workplace model.
• Critical incident- the creation of a critical situation and human behavior in the process of its resolution (conflict, making a difficult decision, behavior in trouble, attitude to alcohol, women, etc.)
  Result: Report on the incident and human behavior.

Purpose of certification must be:

• assessment of the success of the employee;
• implementation of incentive and sanctioning activities;
• the basis for the operational redistribution of tasks between employees;
• formation of a personnel reserve;
• drawing up a training and development plan for an employee;
• employee career planning;
• introduction of flexible remuneration systems (changes in the remuneration system).

The result of the assessment certification of an employee can be the main approaches to assessing the business qualities and qualifications of an employee when establishing the level of payment provided for by the Unified Tariff Grid, approved by Decree of the Government of the Russian Federation of October 14, 1992 No. 785.

The compliance of the actually performed duties and qualifications of workers with the requirements of job characteristics is determined by the certification commission in accordance with the Regulations on the procedure for certification of employees of institutions, organizations, the social protection system of the population of the Russian Federation, which are on budget funding, and the Regulations on the procedure for certification of health workers.

The certification of employees of institutions and organizations of the social protection service is carried out in accordance with the Regulation on extraordinary certification and tariffication of medical and pharmaceutical workers who are on budget funding, approved by order of the Ministry of Social Protection of Russia dated December 7, 1992 No. 265.

In addition to resolving the issue of promoting or retaining an employee in the previous position, the purpose of certification may be to reveal the existing reserves for increasing the efficiency of individual work, linking remuneration with real work results and qualifications of a specialist or manager, determining the scope, methods and forms of advanced training. In this regard, the direct objects of certification are the results of the employee's work, his potential, attitude to the performance of his duties.

The personality of a person as such is not subject to assessment. As a result of certification, the employee must understand his mistakes, step up work to overcome them, self-improvement, etc. both taking into account their own interests and the interests of the organization.

At the preparatory stage, lists of employees subject to certification, schedules for its holding in divisions are drawn up, the composition of the relevant commissions is approved, rules and criteria are announced. Based on the results of certification, an action plan is developed, and in accordance with the recommendation of the commission, the head can carry out personnel changes. Those who have not passed certification are transferred to another position with his consent, and in the absence of such, he can be fired. Based on the results of certification, within a month, the manager makes a decision on the establishment of the appropriate grades of remuneration for employees. develops recommendations for improving the efficiency of employees, etc.

At the preliminary stage, before certification, the director of the personnel department, using the biographical (historical) method, collects information about the certified: an analysis of personnel data (documents on education, study work book etc.). All data is sent to the departments where the attested work.

An attestation sheet, a review (characteristic) of the attested person, and service characteristics are being prepared for the meeting of the commission. In the absence of the head of the department of day or round-the-clock stay, the description is written by the deputy director for social work;

The service characteristic reflects:

• professional and ethical competence;
• availability of education;
• professional competence(knowledge, skills, experience);
• the degree of activity at work;
• sociability;
• motivation for the activities of a social worker;
• psychological stability;
• intelligence, cultural level;
• the level of adherence to the principles, ethics of the social worker;
• responsiveness, empathy, compassion of social workers.

The qualities of social work specialists required in the performance of official duties:

• ability to listen
• benevolence, responsiveness
• competence, knowledge, horizons
• ability to think logically
• disinterestedness, honesty
• ability to make practical decisions
• high general culture
• the ability to organize help, achieve a solution to the client's problems (efficiency in business)
• personal charm
• ability to rely on the professional help of colleagues at work
• teamwork skills
• respect for point of view

At the same time, preparations are being made for the meeting. job descriptions on employees to assess the performance of their job duties.

By order of the director, an approximate list of indicators for assessing the qualifications of employees has been developed:

• education;
• work experience in the specialty;
• professional competence;
• knowledge of the necessary normative documents regulating activities;
• the ability to quickly make decisions to accomplish the tasks at hand;
• quality of work performance;
• the ability to adapt to a new situation and take new approaches to solving emerging problems;
• timeliness of performance of official duties, responsibility for the results of work;
• labor intensity (the ability to cope with a large volume of work in a short time);
• ability to work with children;
• the ability to predict and plan, organize, coordinate and regulate, as well as control and analyze the work of subordinates (for deputies, heads of departments);
• ability in short time master the issues that ensure an increase in labor efficiency and quality of work;
• work ethics, style of relations with colleagues and clients;
• ability to be creative and entrepreneurial;
• participation in commercial activities;
• ability for self-esteem, compassion and understanding of disabled citizens.

At the stage of certification, a review is read, a service characteristic, the work of the person being certified for the past period is studied, questions are asked. The attestation commission uses the most common methods for assessing labor productivity: the method of a given (forced) choice - the commission selects from a set of employee descriptions those that correspond to it. Employee performance is assessed by a large number of selected positive descriptions; descriptive method of assessment - the commission describes the advantages and disadvantages of the employee's behavior in the implementation of professional activities; management by goals (tasks) - the activity of the employee over the past period is studied, associated with the implementation of goals and objectives; method of assessment for a decisive situation - the certification commission prepares a list of descriptions of the "correct" and "wrong" behavior of workers in certain situations. These situations are called "decisive". On the basis of studying the work of the person being certified for the period preceding the certification, studying the performance characteristics, a conclusion is made about the amount of “correct” behavior in such “decisive” situations; other methods of personnel assessment are also used.

The minutes of the meeting of the attestation commission are kept by the secretary

Based on the results of the certification of employees, the head orders: to confirm the compliance with the position held and the level of remuneration according to the Unified Tariff Grid.

Studying the results of certification, the head develops recommendations, his attitude to improving the efficiency of work in conjunction with the Committee on Education and other organizations. The Education Committee, in turn, receives data on passed certification, the development of the director on the effectiveness of work in the future, and together with the Education Committee develops guidelines that are sent to the institution.

The peculiarity of the work of social workers is that its results are difficult to directly quantify. Moreover, the results of labor often become obvious not immediately, but only after a certain period of time, sometimes quite long. But nevertheless, all information about the work of a social worker over the past period is provided for certification and conclusions are drawn about the effectiveness and efficiency of his work.

In order for the employee to always perform his work effectively, it is necessary to correctly inform him about the results of the assessment. To do this, the manager should try to give the employee the opportunity to relax and emphasize that this conversation is not a disciplinary event, but a meeting to discuss past work in order to provide recommendations for the future. It is necessary to start the conversation with the positive achievements of the employee, the statement of the shortcomings should be placed between the two positive results. It is very important for the manager and the certification commission to observe these points, to be objective, so that in the future a person does not lose faith in himself, interest in the profession and mobilize his efforts for effective work.

Many leaders modern organizations have already come to the conclusion that without certification and an objective assessment of employees in all respects, it will not be possible to achieve stable work and, ultimately, positive results both in the activities of the institution and each of the employees. Consequently, everyone, both managers and employees, should be interested in conducting an objective assessment and certification.

Moscow State Social University

Academy of Social Work

Faculty of Social Work and Administration Department of Social Administration

Admit to protection ______________ 2002

Head cafe .. Podvoisky V.P.

Final qualifying work

Topic: Certification as a factor in increasing the efficiency of social workers.

Serebryakova Yulia Aleksandrovna 5th year students of the full-time department.

Scientific adviser: Sizikova Valeria Viktorovna.

Moscow, 2002

Certification as a factor in increasing the efficiency of social workers

Introduction _______________________________________________________ 3

CHAPTER 1. Theoretical aspect problems of increasing the efficiency of social work ______________________________________________6

1.1. Modern approach to assess the effectiveness of social work ____ 6

1.2. Professional portrait of a social worker in labor activity ________________________________________________20

CHAPTER 2. Personnel assessment as a factor in increasing the efficiency of social workers __________________________________________ 30

2.1. Personnel assessment methods ______________________________________ 30

2.2. Certification as a comprehensive method for assessing social workers __39

Conclusion ______________________________________________________ 62

List of used literature _________________________________ 66

Appendices _____________________________________________________ 68

Introduction

The relevance of the topic is due to the need to study (research) the certification process as a comprehensive method for assessing the effectiveness of the work of social workers.

Certification is a procedure for systematic assessment of the compliance of a particular employee's activities with the standard of work at a given workplace in a given position, using personnel assessment methods, this is a comprehensive check of the level of business, personal, and sometimes moral qualities of an employee in the relevant position.

There are many pros and cons of official certification of workers. The argument against is the opinion that the manager and managers constantly evaluate their employees, that certification is a formal legal procedure necessary only to confirm or increase the level of remuneration according to the Unified Tariff Grid.

The argument in favor of attestation nowadays is that it not only serves as a legal basis for transfers, promotions, awards, layoffs and wage fixes, but also serves a number of important purposes: it helps to determine, first, which workers require more training. and secondly, the results of training programs. She helps establish and strengthen business relationships between subordinates and managers through the discussion of the results of the assessment and, in addition, she encourages managers to provide the necessary assistance.

The special importance of appraisal is that it encourages staff to work more efficiently. The presence of an appropriate program and the publicity of the results of its implementation develop initiative, a sense of responsibility and stimulate the desire to work better and more efficiently.

Certification is one of the most effective tools for personnel management, it allows you to diagnose personnel; determine the value of employees not only for the unit, but for the entire organization; reasonably make management decisions, especially those related to the strategic objectives of the organization.

Based on the above, select goal of the work: to determine the features and conditions for the application of certification to improve the efficiency of social workers.

Based on this goal, the following follow tasks:

1. to define the essence of the concept of "work efficiency";

2. highlight the criteria for the effectiveness of social work;

3. to study the peculiarities of the work of a social worker;

4. to identify the factors of increasing the efficiency of the work of a social worker;

5. make a professional portrait of a social worker;

6. to identify the essence of certification and the features of its application in social sphere;

7. highlight the methods of personnel assessment used in certification;

8. to study the practical experience of the application of certification of social workers;

9. to study the impact of certification on improving the efficiency of social workers.

Object of study- professional and service activities of social workers.

Subject of study- the process of certification of social workers.

Research hypothesis- one of the main conditions for increasing the efficiency of social work is the assessment of the work of a social worker, for which special methods... A comprehensive assessment method is attestation. In order for the certification to take place most effectively, it is necessary to develop assessment criteria, establish standards for the performance of labor activities for each workplace, ensure the objectivity of the assessment and its further use.

The effectiveness of social work is considered in the works of Firsov M.V., Zhukov V.I., Topchego L.V. and others. The professional activity of a social worker was studied in the works of EI Kholostova, AI Lyashenko, MV Firsov. and other authors.

Content thesis can be conditionally divided into three parts. In the first part, a modern approach to assessing the effectiveness of social work is considered: the essence of the concept of "efficiency", criteria for the effectiveness of social work are highlighted, examples of social work at the macro and micro levels are given. The professional portrait of a social worker in labor activity is described. Various definitions of social work as a professional type of activity (foreign and domestic) are given. It is concluded that the effectiveness of social work largely depends on the personality of the social worker who implements it.

The second part contains a description of the certification of social workers, its goals, assessment criteria, certification stages, methods used. It is concluded that certification encourages social workers to perform their functions more efficiently, and, therefore, it affects the increase in the efficiency of social work in general.

The third chapter of the diploma contains a practical part, which assesses the certification process in the Complex Center for Social Services "Novokosino". A brief description of the center is given, on its example, the process and results of certification of employees are described, and recommendations for improving the efficiency of employees' work are developed.

The thesis contains fourteen annexes, which include standards for personnel assessment methods that reveal the certification process: orders “Regulations on the procedure for conducting certification in institutions subordinate to the Moscow City Health Service Center; job descriptions for employees subject to certification, etc.

CHAPTER 1 ... The theoretical aspect of the problem of increasing the efficiency of social work.

1.1. A modern approach to assessing the effectiveness of social work

Social work is not limited to traditional forms of activity; its definitions, definitions are very diverse. So, the Association of Social Workers of Great Britain in 1989 gave the following definition:

social work is a responsible professional activity that helps people, communities to establish, define personal, social and situational, i.e. circumstantial difficulties affecting them. Social work helps them overcome these difficulties through support, protection, correction and rehabilitation. This is the activity of patronage, social assistance, social security, social education, correction and supervision of offenders, aimed at diagnosing, monitoring and rehabilitation of persons in need of social assistance.

Professor Sylvia Stown defines social work as the work that a social worker does, providing social assistance to individuals, groups, meeting their needs, helping to mobilize all sources of society to provide assistance. The position of a social worker is provided by state and public organizations, as well as private social assistance agencies. Sylvia Štown believes that a prerequisite for hiring a social worker is a qualification in patronage - a certificate or diploma. Of particular importance is the grading (level) of the qualification characteristics of the social worker.

The International Federation of Social Workers gives its definition

social work. This is a professional work on: 1) conducting charitable activities, 2) helping a person in self-expression, 3) disciplined implementation of scientific knowledge about human behavior (social behavior of a person) into life. Social work is aimed at the development of the personality, individual, family, nation and the world community - for the implementation of the principles of social justice.

The position of a social worker and social work specialist in the Russian Federation was introduced in 1991. In the qualification handbook, he is endowed with a variety of job responsibilities:

identifies at enterprises, microdistricts of families and individuals in need of socio-medical, legal, psychological, pedagogical, material and other assistance, protection of moral, physical and mental health; establishes the reasons for their difficulties, conflict situations, incl. at the place of work, study, etc., assists them in their resolution and social protection; promotes the integration of the activities of various state and public organizations and institutions to provide the necessary socio-economic assistance to the population; assists in family education, concluding labor contracts for work at home for women with minor children, disabled people, pensioners; conducts psychological, pedagogical and legal consultations on family and marriage issues, educational work with minor children with associative behavior; identifies and provides assistance to children and adults in need of guardianship and trusteeship, placement in medical and educational institutions, receiving material, social, household and other assistance; organizes public protection of juvenile offenders, in necessary cases acts as their public defender in court; participates in the work on the creation of centers for social assistance to families: adoption, guardianship and guardianship; social rehabilitation; shelters; youth, teenage, children's and family centers; clubs and associations, associations of interests, etc., organizes and coordinates work on the social adaptation and rehabilitation of persons who have returned from special educational institutions and places of detention.

Each type of activity ends with some kind of result, by which the work done is evaluated. Efficiency is one of the most important evaluations of the result. Social work also gives some results. It is also assessed for its effectiveness.

What is the effectiveness of activities in general and specifically social work?

Depending on the type of activity, the concept of efficiency is defined in different ways. In economics, this is the ratio of results and costs. The better the result and the lower the cost, the higher the efficiency. In medicine, the approximation of the patient's state of health after treatment to the norm. In psychology, the degree of realization of spiritual and moral ideals.

The definitions seem to be different. But at the same time, each of them has obligatory elements: goal, result, costs, generally accepted norm (or ideal).

Goal and outcome are central to this list. They represent the starting and ending points of activity: at the beginning, the goal is put forward, and at the end, the result is obtained. The ratio of the goal and the result gives an idea of ​​the effectiveness of the activity. It is no coincidence that the definition:

efficiency is the degree to which a goal is achieved. The final expression of this degree is the result: it coincides with the goal to a greater or lesser extent.

The subject of our study is the effectiveness of social work, which in its most general form is considered as the ratio of the results obtained to the previously set goals. Thus, it fixes the degree of compliance with what was supposed to be achieved.

The essence of the effectiveness of social work is expressed in the ability of an integral system or its individual elements to respond positively and respond to the requests, needs of the population, especially its socially vulnerable part. Therefore, the concept of the effectiveness of social work can be formulated as follows - this is the maximum possible achievement of goals in these conditions to meet the social needs of the population (client) at optimal costs. In other words, we are talking about the need for some form of comparative analysis, during which the latest data about the client object are compared in the course of therapy by the therapist or social body, an institution conducting social work, with information obtained earlier. This allows us to correlate the quantitative and qualitative assessment of the current and previous state of affairs in a certain area of ​​social work and draw appropriate conclusions about the degree of its effectiveness.

One of the most important conditions for improving the organization of social protection and social services for the population as components of all social work is the use of basic information that objectively reflects the state of the system and its elements. The role of a tool for obtaining such information is performed by a system of criteria and indicators of the effectiveness of social work, which should contain, at a minimum, data on clients, services provided to them and their results.

In the study of the problems of the effectiveness of social work, the most important place is occupied by the question of the essence of criteria and performance indicators.

In the available literature, the concept of "criterion" is defined as a distinctive feature that objectively reflects the state of a process, phenomenon, object or subject. But the criteria may not be any signs of a state, in this case, social work, but only those that meet certain requirements. First of all, they should be objective, reflecting not secondary and accidental, but essential and recurring features. They should also be necessary and sufficient, serve as a measurement standard for assessing performance, contain qualitative and quantitative information about the functioning of the system.

Research practice shows that there can be no unified approach to determining the structure of criteria and indicators that are suitable for all cases of performance evaluation. The peculiarity of the assessment tasks in each specific case must be taken into account by the researcher and be specifically reflected in the structure of the criteria.

Recently, there has been a steady interest in the problem of the effectiveness of the activities of social services and individual specialists in social work. Improving the efficiency of social work is a key problem not only for researchers, but also for practitioners - managers of the federal and regional levels, direct organizers of the social protection system of the population, managers and specialists of social services, as well as higher school teachers who train and retrain specialists in social work. ...

However, the following questions are often posed: is it timely, is it timely to raise the question of the effectiveness of social work in general, and even more so about the effectiveness of individual social workers? Is there a reasonably well developed basis for determining the performance of social services and individual sandal workers? What is the system of criteria and indicators on the basis of which it is possible to measure the effectiveness of social work, certain types and methods of social services to the population? These questions were not posed by chance, and it is not easy to answer them.

The main thing that distinguishes social work from other types of social activity is its subordination to the tasks of reviving human dignity, intervention in the social environment for the sake of overcoming deprivation and destruction, the implementation of the integration of social, socio-cultural, psychological and physical influences on the personality, the individual, ensuring the harmony of man and the environment, normal socio-psychological functioning of a person in different situations and environments.

Today, the main task of social work specialists is to learn how to implement the functional purpose of the services in which they work, to optimally fulfill their tasks, relying on domestic and foreign experience in social work. In the context of the socio-economic crisis, the question of the role of social workers in the process of adaptation of various categories of the population to the new social conditions prevailing in the 90s in the Russian Federation, of active and professional participation in the social rehabilitation of people who find themselves in a difficult life situation is acute. ...

To achieve the assigned tasks for various types of social service institutions and social service specialists, it is important for each and every specialist to learn how to implement the domestic concept of social service for the population, the basic methodological principles of social work, and skillfully use various technologies of social work.

Determination of criteria and indicators of the effectiveness of social work is important for both scientific and practical activities of social services and its individual specialists. Social service performance indicators, as a rule, target practical social workers of various qualifications and functional purpose to achieve specific results, intermediate and final.

The performance of social work professionals can be determined on the basis of both general and specific criteria. General criteria for the effectiveness of social work serve to assess its effectiveness as a whole, say, on the scale of a territorial social service or a separate institution of social service in a certain area, and specific criteria for assessing the main types of social services, forms and methods of social work with various categories of the population. Let's highlight the principles on which the effectiveness of social work with a client is based:

1) the ability to accurately formulate the client's problem;

2) analysis of the factors that caused the problem, as well as hindering or favorable solution to the problem;

3) assessment of the solvability of the problem;

4) development of an action plan;

5) involving the client in solving the problem;

6) an assessment of the changes achieved in the client's position.

Of course, the criteria, as well as indicators of the effectiveness of the implementation of social work in the country can be applied at the macro level (at the state level), meso level (republic, city, district), and micro level (at the level of the individual, client).

As for the macro level, where, as a rule, we mean overcoming social deviations or stabilizing negative trends in the social health of society and its gradual improvement, it is very difficult to single out indicators that would make it possible to determine the specific contribution of social workers to overcoming such deviations and problems. as poverty, unemployment, homelessness, social ill health in the form of drug addiction, alcoholism, prostitution, etc., since their solution largely depends on the nature of socio-economic reforms in the country, on the implementation of social policy, on the effectiveness of the implementation of the social security mechanism. It seems to us that it is very difficult to calculate the participation rate of specialists - representatives of various sectors of the social sphere (teachers, doctors, social workers), for example, in resolving the problems of families and children.

On the basis of what indicators can one judge the effectiveness of the activities of social work specialists, teachers, employees of the Ministry of Internal Affairs of state and local self-government bodies in eliminating child neglect and crime and, naturally, in the placement of children? This problem, as you know, is a nationwide, interdepartmental problem.

At the level of the whole society, it is possible to assess the effectiveness of federal target programs that provide federal support for various regions in the development of social services for the population. For example, within the framework of the presidential program Children of Russia, federal targeted programs are being implemented such as Children with Disabilities, Development of Social Services for Families and Children, and Prevention of Neglect and Juvenile Delinquency, which set various common tasks for ministries and departments. that have social services, but at the same time formulated specific tasks related to the activities of the Ministry of Labor of Russia, the Ministry of Education of Russia, the Ministry of Internal Affairs of Russia, the State Committee of the Russian Federation for Youth Affairs. The allocation of funds from the federal budget to support territorial social services within the framework of these programs, of course, provides for an assessment of the activities of these services, determination of the effectiveness of social work carried out by the specialists of these services.

Of great importance in increasing the efficiency of social work is the micro level - directly the activity of a social worker at the client level.

There is no doubt that the criteria and performance indicators of individual social work specialists, primarily contact social workers, are of paramount importance not only for overcoming the existing combination of a high level of professionalism of specialists and elementary incompetence of a number of social workers, not only for the formation of positive motivation for professional activities. They are needed primarily to protect clients of social services, to exclude or mitigate various kinds of deviations in social services to the population.

Therefore, no matter how important the criteria and indicators that allow assessing the effectiveness of the development of the basic prerequisites for high-quality and timely social services are, one should always remember about indicators that allow assessing the level of accessibility and adequacy of the client in the services provided, the level of accessibility and adequacy of these services, allowing the client to exit from a difficult life situation.

Evaluation of the effectiveness of the work of a specialist in social work, as well as the activities of the social service as a whole, can be considered in different ways depending on the understanding of the essence of the client's personality and his problems. If we understand a client as a person who has found himself in a difficult life situation as a result of the reforms carried out in the Russian Federation in the early 90s, then this is one formulation of the question. But, if we understand the personality of the client as a set of social relations, then, on the one hand, it is very difficult to compare the effectiveness of social work in relation to the client, and on the other hand, the set of living conditions in which the client falls can be quantified, since each person is forced to use some resources to ensure life. However, the ability to use resources is not a reality. Such an opportunity often depends on the activity of the client himself, in general of the person. Consequently, there are such indicators as “measure of activity”, “measure of freedom”, “measure of the ability to use one's capabilities and resources of the environment”, “level of development of the will and vitality of the client”, etc.

It is known that not every person who finds himself in a difficult life situation can get out of it himself without outside help. This means that someone must give an impulse to the client's activity, determine the specific direction of his actions, stimulate the vital forces of a person, someone must rationally approach the choice of means that can lead the client to a way out of a difficult life situation, someone must use a set of conditions and resources to fulfill the client's specific aspirations. Such a person should be a social worker, whose activities, as a rule, are associated with a conscious and correct change in the client's life, taking into account the client's real capabilities and resources. environment.

The social worker, as a rule, has a threefold task: firstly, approaching the client from the standpoint of social and psychological sciences, he needs to present well the anthology of the client's activity (the client's past, present or future activity is considered as the activity of a specific individual included in the system of social relationships; social relations are considered as the basis of the existence of the individual; human activity is determined by the mode of production), to take into account the peculiarities of the individual-subjective existence of a person who has fallen into a difficult life situation (ways of the subjective existence of activity - passive, incompletely active and active); secondly, he must clearly understand the characteristics of the client (s), i.e. to determine the distinctive qualities, features, properties, which allows a more complete and effective use of the client's inner potential. In social work, it is extremely important to take into account the axeological characteristics of a person - value, need, motivational, target, evaluative characteristics of the client of the service. Although, of course, the social worker is forced to take into account the praxeological and ontological characteristics. Neglect of these characteristics can lead to an inadequate interpretation of the essence of a particular person who turns to social services for help. Only an objective consideration of such characteristics can help a social worker to plan the transition from one qualitative state of the client to another state, another modification, necessary for the client to get out of a difficult life situation; having understood the characteristics of the client, he can proceed to the qualification of characteristics, i.e. determining the quantitative expression of these characteristics, their dynamics (measure of intensity).

We believe that the noted characteristics can act as indicators that allow tracking the dynamics of recovery (or development) of a person's essential forces under the influence of the activities of a social work specialist.

Researchers know that there is a quantitative and qualitative nature of criteria and indicators of the effectiveness of social work. At the same time, they are complex in nature. As a rule, a group of normative criteria is distinguished, reflecting the effectiveness of the process of providing social services, and a system of indicators that make it possible to determine the status of clients of social services. The immediate basis for identifying criteria for the effectiveness of social work carried out through social services is the goals and objectives of social services for certain categories of the population. At the same time, their division by levels and objects is justified, i.e. they are subdivided according to levels: society as a whole, region, settlements, districts, micro-districts, according to objects - a client, a small social troupe, a community, etc.

Based on this position, two essential understandings of the effectiveness of social work can be noted. First, it is understood as the ratio of the results achieved and the costs associated with ensuring these results. The main thing in this question is the measurement (description) of the results and costs. Efficiency can be expressed as calculated, planned, as well as actual (actually achieved results of working with clients). Secondly, an assessment of the effectiveness of social work, and in particular social services, for the main types of provision of social services or a range of services can be used. In this case, and it is, as you know, most often used, the fundamental problem is the definition of subjects who express their opinions, judgments, and inferences. These, as a rule, include heads of bodies government controlled, leaders public associations, social workers, social workers, supervisors and, of course, the clients themselves.

Of interest are studies of the effectiveness of the activities of social service institutions conducted by the Institute of Social Work under the Association of Social Service Workers in the Astrakhan, Tyumen and Moscow regions in 1997.

The results of the responses of employees of social service institutions showed that 75% of the respondents say they are satisfied with their activities. Only 3% of the interviewed workers expressed a desire to move to another job. At the same time, 47% of respondents do not receive information from administrative bodies about the problems of social services, about 90% of respondents do not know data on the use of the budget and resources of the city, district, the majority do not know about the results of the implementation of social programs. Interesting that

59% of employees assess the work of their team as satisfactory, 41% as good. It is characteristic that there are no people dissatisfied with the work.

At the same time, heads of social services were interviewed. The final results of the survey showed that 53.6% are satisfied with their activities, rather satisfied - 28.0%, dissatisfied - 4.8%, are in a state of uncertainty -10.9%. About 70% of the respondents noted that they constantly face difficulties. In the opinion of managers, such factors as professionalism, social and psychological climate in the team, and the financial condition of the institution influence the efficiency of work.

A sample study showed that the level of professionalism of social workers determines the level of self-criticism and competence in judging the effectiveness of their social work.

In the survey, clients also assessed the performance of employees of social service centers and social assistance departments at home. Overall, about 70% of respondents (clients) are satisfied with the quality of social services. However, a differentiated approach to assessing the individual qualities of social workers, and especially contact social workers, shows that only 24% of respondents note the ability to listen to a client; benevolence, responsiveness -24.2%; the ability to organize help, to achieve solutions to clients' problems - 22.9%; competence, knowledge, outlook - 22.6%; the ability to make a practical decision - 22.4%; the ability to work in a team with other specialists - 19.3%; the ability to activate the client for self-help-19.2%; ability to think logically -17.9%.

Such qualities of social workers as “the ability to respect the client’s point of view”, “personal charm”, “disinterestedness, honesty”, “high general culture” are rated low (20 - 23%).

Clients of social services, wishing to receive material assistance, social and medical services or consultations, pay attention to such personal qualities of social workers as kindness, fairness, responsiveness, professionalism. Clients consider indifference, deceit, rudeness, low professionalism among the negative qualities of social workers. Of course, the lack of positive qualities is related to a significantly smaller proportion of social workers.

Thus, it is quite obvious that today, when assessing the activities of various social service institutions, we cannot limit ourselves to such indicators as “the number of clients served”, “the number of families served”, “the number of elderly and disabled citizens served”, “the number of services provided "," The number of registered clients ", etc.

The formation of a system of criteria and indicators of the effectiveness of the work of social services as an integral part of the effectiveness of all social work is just beginning. It seems that there is reason to believe that it is advisable to develop four groups of criteria and indicators at the first stage. The first group - criteria and indicators of the effectiveness of federal and regional target programs aimed at the development of social protection and social services for various categories of the population. The second is the criteria and indicators of the effectiveness of social services. The third is the criteria and indicators of the effectiveness of the activities of specialists in social services. Fourth - the criteria and indicators of the effectiveness of social education, and in particular training and retraining in higher education educational institutions social work specialists.

It should be emphasized that the application of criteria and indicators of the effectiveness of the activities of institutions and social workers will be the most important stage in achieving maximum efficiency of social work as a special type of professional activity.

1.2. Professional portrait of a social worker in labor activity

Before considering the specifics of social work as a form of practical activity and a professional portrait of a social worker, it is necessary to determine what is meant by activity.

In the scientific literature, the term "activity" is very widespread: "river activity", "higher nervous activity". Hegel, as you know, used the term "activity" in relation to movement. In philosophy, the term "activity" denotes the concept of an instrument for studying social life as a whole, its individual forms, and the historical process. But even in this case, there is an ambiguous interpretation of it: activity is the information-oriented activity of living systems that ensures their self-support (E. Markaryan), activity is a manifestation of social activity (G. Arefieva), etc.

Considering the content and structure of social work as a type of activity, on the one hand, one must proceed from the generally accepted philosophical and psychological interpretation of activity, on the other, take into account the specific features and factors that characterize it. In the writings of L.P.Bueva, activity is defined as a way of existence and development of society and man, a comprehensive process of transforming the natural and social reality, including himself, in accordance with his needs, goals and objectives. Among the main features of activity, she distinguishes the following: purposefulness, transforming and constructive character, objectivity, determinism of social conditions, exchange of activities, communication of acting individuals.

In the study of M.S. Kagan gives a morphological analysis of activity (transformative, value-oriented, communicative activity).

The author identifies three main elements of activity: a subject who directs his activity towards objects or other subjects; the object to which this activity is directed; activity itself, which is expressed in the establishment by the subject of communicative interaction with others.

According to B.G. Ananyev, activity has a multilevel nature: first, integral activity, as a historically established system of programs, operations and means of production of material and spiritual values ​​of society; secondly, a separate act - an action that includes a goal, the motives for its promotion and ways to achieve it; thirdly, macro-movements, from which actions are built by means of objectification and construction of programs; fourthly, macro movements, from which macro movements are built.

In this case, the first two levels correspond to the consideration of human activity as a subject, a social being, as a person, and the last levels determine the activity of a person as a natural individual.

A variety of approaches to the consideration of the concept of activity and the interpretation of the term itself contributes to the emergence of many grounds for classifying various forms and types of activity. In particular, the object of activity is often used as the basis for classification. Based on this basis, we can talk about legal activity, medical, industrial, etc.

If we include this foundation in the system of social space, where there are various forms of activity, the purpose of which is to help individuals or social groups to solve their various problems, then in this case, social activity will stand out, the purpose of which is to optimize the implementation of the subjective role of people in all spheres of society and the process of joint satisfaction of the needs to maintain the life support and active existence of the individual. This activity is social work.

Social worker carries out a number of specific activities. We refer to them: psychological, pedagogical, organizational, managerial, etc. But it should be borne in mind that this or that type of activity prevails depending on the basic functions of a particular social specialist.

The main goals of social work as a professional activity include the following:

1) an increase in the degree of independence of clients, their ability to control their lives and more effectively resolve emerging problems;

2) creation of conditions in which clients can demonstrate their capabilities to the maximum and get everything that they are entitled to by law;

3) adaptation or re-adaptation of people in society;

4) the creation of conditions under which a person, despite physical injury, mental breakdown or life crisis, can live, maintaining self-esteem and respect for himself from others;

5) and as the ultimate goal - the achievement of such a result when the client does not need the help of a social worker.

Social work as a practical activity, in the main, is precisely aimed at maintaining, developing and rehabilitating individual and social subjectivity, which in unity characterize the vital forces of a person.

The social worker is the implementer of the goals of social work. , past special training to perform various functions, ranging from "linear" work with the client and ending with management activities in government departments.

Social work is a complex process that requires solid knowledge in the field of management theory, economics, psychology, sociology, pedagogy, medicine, jurisprudence, etc. Its effectiveness largely depends on the social worker himself, his skills, experience, personal characteristics and qualities.

The professional qualities of a social worker are considered as a manifestation of psychological characteristics personality necessary for the assimilation of special knowledge, skills and abilities, as well as to achieve substantially acceptable efficiency in professional work.

To describe a social worker, one can choose the language of abilities as a projection of certain personality traits that meet the requirements of social activity and determine its success, perhaps the following: the ability to listen to others; understand them; independence and creative mindset; quick and accurate orientation, organizational skills, moral qualities, etc.

An optimal set of personal qualities necessary for a social worker, such as responsibility, adherence to principles, observation, communication skills, correctness (tact), intuition, personal adequacy in self-esteem and assessment of others, the ability to self-education, optimism, mobility, flexibility, humanistic orientation of the individual, empathy have been formulated. to the problems of other people, tolerance.

Psychological "contraindications" to social work were identified in the same way. These include: lack of interest in other people (selfishness), irascibility, harsh judgments, categoricalness, inconsistency, inability to conduct a dialogue with an opponent, conflict, aggressiveness, inability to perceive someone else's point of view on a subject.

Not everyone is fit for social work; the main determining factor here is the candidate's system of values, which ultimately determines his professional suitability and effectiveness of practical activity. The idea of ​​the absolute value of every human being here passes from the category of a philosophical concept to the category of a basic psychological belief as the basis of the entire value orientation of the individual.

Social work has been and remains one of the most difficult professions. It is not always adequately perceived by public opinion. But social work is one of the most spiritual and noble human activities.

The style of behavior of a social worker, conditioned by the totality of his personal qualities, his value orientations and interests, has a decisive influence on the system of relations that he forms not only with clients, but also with his colleagues, subordinates and superiors.

Revealing the personal qualities of a social worker, E.N. Kholostova divides them into three groups:

the first is psychological characteristics that are integral

part of the ability for this type of activity;

the second - psychological and pedagogical qualities, focused on improving the social worker as a person;

the third - psychological and pedagogical qualities aimed at creating the effect of personal charm.

In working with people, as a rule, psychological requirements are based on composure and attentiveness, understanding of the other, the manifestation of such volitional qualities as patience, self-control, etc. Without these, leading for this profession, characteristics of the psyche, effective work is impossible.

As foreign experience shows, a lot is expected from a social worker. According to the US Social Work Classification Standards, he needs to have an understanding of:

theory and methodology of working with an individual client and their group;

resources and services provided by the community (community);

the programs and goals of social services at both state and federal levels;

organizing local infrastructure and developing health and social services;

foundations of socio-economic and political theory;

racial, ethnic and other cultural groups in society (their moral values, lifestyles and the resulting problems);

the results of professional and scientific research that can be used in practical work;

concepts and methods of social planning;

the theory and practice of observation, in particular for practical social work;

theory and practice of personnel management;

social, psychological, statistical research methods and techniques;

theories and concepts of management of services for social protection of the population;

environmental and social factors affecting the client;

theories and methods of psychosocial assessment of various types and forms of intervention by social services, as well as differential diagnosis of the client's condition;

theory and practice of organizational and social systems and methods of encouraging the improvement of their work;

theory and methods of lawyer practice;

ethical standards and professional social practice. work;

theory and methods of teaching and learning;

trends in the current policy of social protection of the population;

laws and regulations at the local, federal, and state levels that affect various types of social services.

“In Finland, a social worker is obliged to implement the following principles.

1. Be correct.

2. Help the client get rid of an inferiority complex.

3. Provide freedom of choice.

4. Confidentiality.

5. Preventive nature.

6. Encouraging self-reliance. "

Social workers are engaged in various types of activities when

performance of their professional functions. Their work is characterized by

three approaches to solving the problem:

Educational approach - acts as a teacher, consultant,

an expert. The social worker gives advice, teaches skill, modeling and demonstration of correct behavior, provides feedback, uses role-playing games as a teaching method;

Facilitative approach - fulfills the role of an assistant, supporter or

mediator in overcoming apathy or disorganization of the personality, when it is difficult for her to do it herself. The activity of a social worker with this approach is aimed at interpreting behavior, discussing alternative

directions of activities and actions, explaining situations, encouraging and targeting the mobilization of internal resources;

The advocacy approach is used when a social worker performs the role of an advocate on behalf of a specific client or group of clients, as well as an assistant to those people who act as an advocate on their own behalf, this kind of activity includes helping individuals to put forward reinforced argumentation. selection of documented accusations.

Research by Russian scientists, as well as practice, made it possible to identify several groups of skills for a specialist in social work. We will single out several groups among them.

Cognitive Skills. A qualified social worker should be able to:

Analyze and evaluate the experience, both your own and that of others;

Analyze and identify problems and concepts;

Apply in practice your knowledge and understanding of problems;

Put research findings into practice.

Communication skills. A qualified social worker should be able to:

Create and maintain a work environment and atmosphere;

Identify and overcome negative feelings that affect people and himself;

To identify and take into account in the work differences of a personal, national, social and cultural-historical nature;

Recognize and overcome aggression and hostility in relationships with people, minimize rage, taking into account the risk to yourself and others;

Promote the provision of physical care for the needy and the elderly;

Observe, understand and interpret behavior and relationships between people;

Communicate verbally, non-verbally and in writing;

Arrange and interview interviews under various circumstances;

Negotiate, speak on the radio, and collaborate with other social workers;

Put yourself in the role of your client's advocate.

Constructive skills.

Develop solutions with individuals or, as appropriate, on their behalf, with or on behalf of families, groups;

Highlight solutions that require prior approval from other specialists;

Act in the algorithm for making a decision;

Develop solutions involving cooperation with other institutions, departments, professionals.

Organizational skills. A qualified social worker should be able to:

Keep clear and concise notes;

Maintain the service's confidentiality and due diligence policy;

Prepare reports and report;

Organize, plan and control work;

Obtain information using available technology;

research and recognize needs for services;

Expand the scope of their services;

Use the physical environment, the neighborhood of the house, microdistrict, institution to improve the quality of life of those living or working in it;

Appreciate and creatively use the institution's resources and social communications.

A social worker must possess a considerable arsenal of professional skills, skills, possess deep knowledge in the field of human sciences: psychology, acmeology, sociology, pedagogy, law, in order to act as a worthy implementer of the goals of social work. Knowledge and skills of the social worker, combined with appropriate personal qualities are subject to assessment using appropriate methods, which contributes to more efficient performance of professional activities.

CHAPTER 2. Assessment of personnel as a factor in increasing the efficiency of social workers

2.1. Personnel assessment methods

In most modern organizations, the criteria for assessing the effectiveness of personnel activities change in accordance with the changing nature of their work. If earlier only a high level of knowledge was required of them, now more and more importance is attached to their human qualities, such as communication skills and the ability to work as part of a team of professionals.

Personnel assessment is carried out to determine the suitability of an employee for a vacant or occupied workplace (position).

A competently conducted assessment allows reasonably

Select candidates when applying for a job;

Determine the compliance of employees with the requirements of the workplace, position;

Evaluate the efficiency of workers' labor in order to establish the level of wages and forms of labor incentives;

Form a list of employees for the formation of a personnel reserve and planning professional advancement, career;

Identify leadership and professional quality when recruiting people for key positions in the organization;

Approach staff development and develop an individual system of intra-organizational training.

As a result of the assessment, a wide field of activity opens up for both the head of the organization and the head of the personnel department.

Personnel assessment consists of three stages:

1. development of a methodology and selection of a personnel assessment method;

2. organizing and conducting an assessment in an organization (in divisions, departments, etc.);

3. use of assessment results in work with personnel.

There are many methods of personnel assessment, the most common are shown in the table.

Method name	Brief description of the method	Result
Historical (biographical)	Analysis of personnel data, personnel records sheet, personal statements, autobiography, educational documents, characteristics	Conclusion about family, education, career, character traits
Interview (interview)	Conversation with an employee in the "question-answer" mode according to a pre-compiled or arbitrary scheme to obtain additional data about the employee	Questionnaire with answers
Questionnaire (self-assessment)	Interviewing a person using a special questionnaire for self-assessment of personality traits and their subsequent analysis	Application form
Sociological survey	Questionnaire survey of employees of different categories who know the person being assessed well (managers, colleagues, subordinates)	Sociological assessment questionnaire
Observation	Observation of the evaluated employee in an informal (on vacation, at home) and in a work environment using the methods of instant observations and photographs of the working day	Observation report
Testing	Determination of professional knowledge and skills, abilities, motives, personality psychology using special tests with their subsequent decoding using "keys"	Psychological picture
Expert review	Determination of the population and obtaining expert assessments of the ideal and real employee	Workplace model
Critical incident	Creation of a critical situation and human behavior in the process of resolving it (conflict, making a difficult decision, behavior in trouble, attitudes towards alcohol, women, etc.)	Incident and Human Behavior Report

There are also methods for assessing labor performance:

The method of a given (forced) choice. The forced choice method was created because a number of other methods used lead to an overestimate of too high estimates. When using the forced selection method, the evaluator must choose from a set of employee descriptions. A typical set of such descriptions is presented in Annex I . Usually, HR specialists (HR department) prepare their questions (questionnaire items), and the commission evaluates these items in terms of their applicability (that is, determine which descriptions correspond to effective and ineffective work). Then the commission evaluates the employee. Next, the efficiency index is calculated.

Descriptive assessment method. When using a descriptive assessment method, the evaluator is asked to describe the advantages and disadvantages of the worker's behavior. Some organizations combine this method with others, such as a graphical rating scale. In such cases, the descriptions summarize the information of the graphical rating scale, parse in detail some points of the scale, evaluate additional points that are not in the scale. (see Appendices 2 and 3).

Management by goals (tasks). IN In most cases, evaluators describe the past performance of the employee being assessed. And every person who makes such conclusions finds himself in a difficult and sometimes contradictory situation. It is argued that instead, leaders should work with subordinates to develop the very goals of the organization. This gives subordinates the opportunity to use self-control over the effectiveness of their work. It is on this approach that the task management method is based. Typically, a task management program is a systematic process and has the following sequence:

1) the leader and the subordinate hold meetings to determine

the main tasks of the subordinate and the establishment a certain amount end objectives / goals;

2) Participants set goals that are realistic, challenging, clear and understandable;

3) the manager, after discussion with subordinates, indicates the time for completing tasks;

4) the dates of meetings and discussion of the results achieved in the course of work are established;

5) the manager and subordinate make necessary changes in the original tasks and goals;

6) the leader evaluates the results and meets with the subordinate, they discuss the results and give each other advice;

7) the subordinate sets tasks and goals for the next cycle of his work

after consultation with the boss, and taking into account

experience of the previous cycle and expectations for the future.

Practical difficulties can arise in the following areas:

The volume of "paperwork" is great;

Too many tasks are posed, which leads to confusion (it was found that the most successful for effective work the number of tasks is four to six);

They are trying to introduce management by tasks for jobs where it is very difficult to identify tasks precisely, quantitatively;

It is sometimes difficult to link the results of introducing task management and rewards;

Too much great importance attached to short-term tasks;

Refusal to change the original tasks;

Using task-based management as a rigid control method aimed at intimidation rather than coercion to work.

Decisive Situation Evaluation Method. At Using this method, HR specialists prepare a list of descriptions of the “right” and “wrong” behavior of employees in specific situations. These situations are referred to as “decisive situations”. The specialists then categorize these descriptions into headings depending on the nature of the work.

The evaluator then prepares a journal for each employee to be assessed. During the assessment period, the person producing it records examples of employee behavior (right or wrong) for each heading, later this journal is used to evaluate the employee's performance.

The use of decisive situations is useful in evaluating conversation because it avoids freshness errors and makes it easier for the evaluator to notice details when deciding positive or negative evaluations.

This method is based on the use of decisive situations, which serve as key positions on the scale. The rating questionnaire usually contains from 6 to 10 specially defined performance characteristics, each of which is derived from 5 or 6 decisive situations. The scale usually includes the following items:

From 6 to 10 characteristics are determined. They are established by both the assessor and the person being assessed;

Characteristics are defined by "key points" - positive and negative decisive situations;

These characteristics are used to assess the efficiency of workers' labor;

The exact composition of the scale is too complex to be presented below. In addition, studies have not shown the advantages of this complex assessment method relative to others. With this method, the evaluators make mistakes of both the "halo effect" type and overly condescending or demanding evaluations. However, there are certain considerations in favor of this method. The subordinates involved in the program are more focused, less stressed, and more satisfied.

Behavior Observation Scale. How and the above methods, this technique uses decisive situations to fix the actions that determine the behavior of the employee as a whole. In contrast to the previous methods, in this case, instead of determining the employee's behavior in decisive situations of the current time, the assessor notes on the scale the number of cases when the employee behaved in one or another specific way earlier. The limitations in using the method are the time and material costs required to develop a scale of labor productivity.

All the methods for assessing labor performance described above are designed for the assessment of one person. Consider now three methods used to benchmark an employee versus other assessed employees.

Classification method... When using the classification method, the evaluators should rank the workers in sequence, from best to worst, according to some general criterion. This can become quite challenging if the group of workers being assessed exceeds 20 people. In addition, it is much easier to identify the best and worst workers than it is to rank workers with averages. A way out can be found by applying the method of the so-called alternative classification. Moreover, the assessors first select the best and worst workers, then select those who follow the best and worst, and thus reach the middle.

Pairwise comparison. This approach makes the classification method simpler and more reliable. First, the names of the assessed workers are marked on separate cards in a predetermined order so that each

the evaluated one was compared with the others. The evaluators then tag the card with the name of the person from each pair that the evaluators believe is better on some predefined criterion, such as overall ability to perform. this work... The number of times a worker was the best in their pair is noted and the results are then summarized as an index based on the number of "preferences" versus the total.

assessed workers. The resulting rating scores can be

What assessment method should be used in a particular case? Each of these methods is sometimes effective, and sometimes completely inapplicable. The main thing here is not the methods themselves, but the forms of their use. Incompetent evaluators, or individuals with no talent or desire, can negate any method. Thus, the evaluator, not the method, is essential in developing effective valuation systems. However, some general preferences should be noted here. They are given in Appendix 4.

2.2. Certification as a comprehensive method for assessing social workers

Personnel assessment is the process of determining the effectiveness of employees in the course of implementing the tasks of the organization, which allows you to obtain information for making further management decisions.

Assessment is a broader concept than attestation. Evaluation can be formal and informal (for example, a daily evaluation by a supervisor of a subordinate). Evaluation can be carried out regularly or irregularly, depending on the specific needs of the organization.

Attestation is a procedure for a systematic formalized assessment of the compliance of a particular employee's activities with the standard of work at a given workplace in a given position, using personnel assessment methods. Attestation accumulates the results of a specific employee's work for a specific period.

Attestation as a phenomenon associated with checking the compliance of an employee, an organization with established requirements, is becoming more and more widespread. In addition to the previously existing certification of specialists and workplaces, educational institutions and various business entities are now subject to certification. The categories of workers previously unnoticed by the legislator are subject to certification. Thus, we can talk about a new qualitative stage of certification, in which checks are carried out for professionalism, competence, suitability for work.

As a rule, certification of employees is understood as a periodic comprehensive check of the level of business, personal, and sometimes moral qualities of an employee in the relevant position. In modern Russian acts on certification, there are various approaches to defining certification, its goals, objectives and principles. The solutions to the issues of formation of certification commissions, preparation and conduct of certification, assessment of the certified and legal consequences of certification are ambiguous. This is due to the specifics of the industries that adopted the certification acts, the characteristics of the professions and the working conditions of the certified workers. At the same time, it is possible to establish the following characteristic features inherent in the certification of social workers:

It is carried out in an organization with which the employee has an employment contract or in another, as a rule, specialized organization for this;

The object of verification is theoretical and practical

the readiness of the employee to occupy a certain position or perform a certain job;

Certification is carried out periodically, i.e. once in the interval from one year to five;

It is carried out in specially created certification commissions;

Various forms of certification are used.

Attestation is an important stage in the final assessment of personnel.

Certification includes:

1. Evaluation of the performance of employees and their personal and business qualities.

2.0 performance evaluation in solving problems within the job description, as well as new and extra-normative tasks carried out by line managers.

The objectives of the certification are:

Regular assessment of employee success

Implementation of incentive and sanctioning activities

The basis for the operational redistribution of tasks between employees

Formation of a personnel reserve

Drawing up a training and development plan for employees

Employee career planning

Implementation of flexible remuneration systems (changes in the remuneration system).

When carrying out certification, it is necessary to develop assessment criteria. Assessment subjects can be:

1.the ability to learn (general mental ability);

2. the ability to make verbal generalizations (how well a person can make an oral presentation in front of a small group on a well-known topic);

3. the ability to make written generalizations (how well an employee can write a note on a well-known topic);

4. contact (to what extent a given person arouses sympathy for himself);

5. the perception of the threshold social opinion (how easily the employee perceives minor remarks concerning his behavior);

6. the ability to be creative (what is the likelihood that a person is able to solve a problem in a new, different way);

7.Self-esteem (how realistic is a person's idea of

the ratio of his merits and responsibilities, how deeply his understanding of the motives of his own behavior);

8. social task (attitude to racial, ethnic, socio-economic, educational and other similar issues);

9. flexibility of behavior (how easily a person, in the event of coercion, changes his behavior or modifies it to achieve his goal);

10. the need for approval from a superior person (the degree of emotional dependence on the leadership);

11. the need for approval from persons of equal social status (the degree of emotional dependence on the opinion of the collective);

12. internal working standards (how high is the quality with which the employee wants to perform any work, compared to lower, but quite acceptable);

13. the need for promotion (taking into account the desire for significant advancement in the career ladder and the time frame in which a person hopes to make this advancement, in comparison with colleagues who occupy an equal position with him);

14. the need for a secure position (to what extent an employee wants to be provided with a job);

15. flexibility in achieving a goal (life goals, their compliance with real opportunities and conditions);

16. the priority of work (to what extent the satisfaction received from work is greater than satisfaction from other areas of daily life);

17. system of accents of positive aspects of the institution

(the ability to highlight the positive aspects of the institution's activities in relation to staff: friendly attitude, fairness of the position held in relation to earnings, etc.);

18. the reality of hopes (to what extent the hopes regarding work in the organization coincide with reality);

19.tolerance to uncertainty and non-standard working conditions;

20. the ability to work for a long period of time without sufficient remuneration with the prospect of receiving an award later;

21. Resistance to stress (to what limit the work intensity coincides with the normal psychological state);

22. a variety of interests (various fields of activity and hobbies - such as politics, music, art, sports);

23. energy (how long an employee can withstand a high level of stress);

24. organization and ability to adequately plan a career;

25. willingness to make decisions and the ability to justify them.

When choosing the subject of assessment, it should be understood to what extent the organization is able to define standards. For example, in social work it is difficult to define labor efficiency standards, therefore, when certifying an employee, the result of the assessment can be superficial and subjective.

Certification can take place simultaneously in three areas: performance assessment, qualification assessment, personality assessment.

1. Evaluation of activities includes the fulfillment of official duties, the implementation of the work plan (terms, quality), the achievement of the assigned tasks. The organization has clearly defined job responsibilities (it is clear with what to compare), there is a work schedule (the execution of tasks is recorded), employees have clear tasks. The certification is quick and objective. It must be remembered that the weaker the organizational basis for assessing performance, the more difficult it is to obtain an objective result.

2. Assessment of qualifications consists of an “examination” - employees answer in writing questions about their specialty. An oral form of answers is also possible. The questionnaire was prepared in advance and agreed with the leading experts, it was determined which result of the "exam" is acceptable for specialists of various qualifications.

3. Personality assessment. The organization assesses the basic behavioral characteristics of a person, compares them with the behavioral requirements for the profession, and evaluates relationships in the team. As a result, you can:

Comparing the personal requirements for the position with

the actual personal characteristics of the employee holding this position, develop a training program for the employee and

development;

In the presence of stressful or conflict situations, determine the causes and ways of eliminating conflicts;

If there are significant complaints about the employee's activities, assess whether the employee and his manager equally understand the behavioral requirements for this position;

Avoiding subjectivity, build a structured assessment interview.

In accordance with the objectives of the certification, guided by the regulatory documents, in order to conduct an effective certification of the organization, it is necessary to select the assessment methods (they are presented in paragraph 2.1.).

Conducting certification involves a clear sequence of actions:

PURPOSE

Why is

What is evaluated

I

WHO conducts

WHO is being evaluated

CRITERIA

STANDARDS

CHOICE OF METHOD

PREPARATION

CONDUCTING

AND FOLLOW-UP

Ministries and departments of the Russian Federation, based on these

The main provisions, develop industry regulations, which concretize the criteria and methods for assessing the qualifications of workers, taking into account industry specifics. The main approaches to the assessment of the business qualities and qualifications of an employee have been developed when establishing the wage rate provided for by the Unified Tariff Grid, approved by the Government of the Russian Federation dated October 14, 1992, No. 785.

The compliance of the actually performed duties and qualifications of employees with the requirements of job characteristics is determined by the certification commission in accordance with the Regulations on the procedure for certification of employees of institutions, organizations, the social protection system of the population of the Russian Federation, which are on budget funding, and the Regulations on the procedure for certification of health workers.

The certification of employees of institutions and organizations of the social protection service is carried out in accordance with the Regulation on extraordinary certification and tariffication of medical and pharmaceutical workers who are on budget funding, approved by order of the Ministry of Social Protection of Russia dated December 7, 1992 No. 265.

Control over the observance of the certification procedure is carried out by the ministries and departments of the Russian Federation according to their subordination, local administration and other executive authorities.

The main criteria for certification are the amount of work of the employee, the results achieved in the performance of official duties, the quality of the work performed, the level of education, the amount of special knowledge, work experience in a given or a similar position, as well as positions that allow acquiring the knowledge and skills necessary to perform work provided for this position, etc.

Based on the results of certification, either specific decisions are made on job transfers, or appropriate recommendations are made to the so-called "employee inventory card" containing information about his age, seniority, duration of work in this position, in previous places, conclusions about the feasibility, timing, directions advancement or its impossibility.

In addition to resolving the issue of promoting or retaining an employee in the previous position, the purpose of certification may be to reveal the existing reserves for increasing the efficiency of individual work, linking remuneration with real work results and qualifications of a specialist or manager, determining the scope, methods and forms of advanced training. In this regard, the direct objects of certification are the results of the employee's work, his potential, attitude to the performance of his duties;

the personality of a person as such is not subject to assessment. As a result of certification, the employee must understand his mistakes, step up work to overcome them, self-improvement, etc. both taking into account their own interests and the interests of the organization.

In practice, there are two main approaches to certification. In accordance with one, its meaning is to monitor and evaluate the activities of the employee, which result in punishment, reward or promotion, and then the assessors act as judges. In another approach, the emphasis is on finding ways to improve work, realize a career, etc., and the assessors become advisers, consultants. In the first case, the commissions formed from third-party independent experts are most often attesting, in the second, the immediate supervisor. Accordingly, the forms of certification are also different: either it is a periodic report followed by a "judgment", or an interview and a joint search for a solution to the tasks facing the subordinate.

In modern conditions, the criteria and indicators for assessing personnel are often developed jointly by the manager and the team and are based on the list of official duties of each, the tasks facing him, and individual goals. A number of requirements are imposed on the indicators on the basis of which the employees are assessed, including compliance with the assessment objectives, individualization, clarity, completeness and reliability of the reflection of the situation, ensuring the comparison of results, both with the previous period and with other persons, other categories, the reflection is not only statics, but also dynamics.

In practice, two methods of assessment are usually used: on the basis of a qualitative description of the activity and its result, and on quantitative indicators, which can be represented both by real values ​​and conditional points determined by an expert method. At the same time, the results are assessed according to the degree of achievement of the set goals, completeness, quality and timeliness of assignments. Activity is assessed by the intensity and complexity of work, which is determined by such circumstances as complexity, independence, scale, responsibility, technological and managerial complexity: these signs are differentiated for different types of work. Business qualities are practically not subject to quantitative assessment, the basis for assessing qualifications is education and experience. The formal result of the assessment can be the assignment of a qualification (for a specialist), recognition of the conformity or inadequacy of the position held with certain organizational conclusions (promotion, decrease, retention, dismissal).

Attestation in organizations should take place regularly, preferably at least once every three, maximum five years.

In our country, the certification procedure provides for three stages:

preparation, implementation and decision making.

At the preparatory stage lists of employees subject to certification, schedules of its holding in divisions are drawn up, the composition of the relevant commissions is approved, rules and criteria are announced. For example, persons who have worked in an organization for less than a year are usually exempted from certification. Certification of women on maternity leave, as well as on parental leave until they reach the age of three, is carried out after their return from leave. Upon written application, their certification can be carried out simultaneously with other employees in a timely manner.

To carry out certification of employees in institutions and organizations subordinate to the Committee for Social Protection of the Moscow Population, certification commissions are created.

Attestation of managers and individual categories of specialists of institutions and organizations of social protection of the population is carried out by attestation commissions created by orders of the Committee for Social Protection of the Moscow Population No. 197 of December 2, 1992 and No. 181 of November 17, 1992.

The attestation commission needs at least five people. The composition includes the chairman (head or deputy head of the institution), secretary and members of the commission. Also included in the commission. highly qualified specialists, representatives of trade union organizations, representatives from the committee for social protection of the population of Moscow.

If necessary, several certification commissions can be formed.

The personal composition of the attestation commission, specific terms, the schedule of attestation are approved by the order of the head of the institution and are communicated to the attested employees at least two weeks before the start of attestation.

An attestation sheet and a characteristic (presentation) are prepared for the commission meeting, which describes the production activities of the attested, information about their qualifications, business and personal qualities, attitude to the performance of the assigned duties, conclusions are drawn about the directions for improving activities, rewards and punishments, compliance or inadequacy of the position and further destiny. A review of a specialist is signed by his manager and a representative of the trade union;

review of the head - top manager.

At the stage of certification the commission considers the submission and hears the certified employee and his manager. At the same time, special attention is paid to the employee's personal contribution to the achieved results, his discipline, success in professional growth, and if it comes to managerial skills. Discussion of the work of the assessed person should take place in an atmosphere of exactingness that does not hurt the honor and dignity of the employee, objectivity, benevolence, excluding the manifestation of subjectivity.

Usually, ordinary workers and those who were previously certified conditionally with a probationary period first undergo certification, and then the management team; members of commissions are assessed where they constantly work.

The assessment of the employee's performance and the recommendations of the commission are adopted by open vote in the absence of the certified person. At least 2/3 of the members of the approved composition of the commission must participate in the certification and voting. The voting results are determined by a majority of votes, but not less than half of the members of the attestation commission present at the meeting.

When attesting an employee who is a member of the attestation commission, the attested person does not participate in the voting.

The attestation results are communicated to the employee immediately after the vote, drawn up by the minutes of the attestation commission and entered in the employee's attestation sheet (drawn up in one copy), which are signed by the chairman, secretary and members of the attestation commission who took part in the vote.

The attestation sheet and representation for the employee who passed the attestation is stored in his personal file.

The results of the certification are reported to the head of the institution within a week.

Labor disputes related to certification are considered in accordance with the current legislation on the procedure for resolving labor disputes.

Based on the results of certification an action plan is developed, and in accordance with the recommendation of the commission, the head can carry out personnel reshuffles, for example, within two months, transfer a person who has not passed certification to another position with his consent, and in the absence of such - dismiss, also following certification within a month makes a decision on the establishment of appropriate grades of remuneration for employees; develops recommendations for improving the efficiency of employees, etc.

CHAPTER 3. Practical experience in the application of certification of social workers

Practical experience in the application of certification of social workers was considered on the example of the Complex Center for Social Services (CCSO) "Novokosino". In the study of the attestation process, the following methods were applied: analysis of documents (at KCCO, all documents related to the work of the center and the attestation process itself were studied); supervision (collection of primary information about certification, the work of all departments and employees of the center); personal conversation (conversations with the director of the center, deputy director for social work, head of the personnel department, secretary with recording the conversation on paper).

The center began its work on September 1, 1997. 4 thousand people are serviced in the center. CCSO "Novokosino" actively cooperates with the Department of Social Protection of the Population, the Council of Veterans of the District Department of Social Protection of the Population, clinics, the society of victims of political repression, with trade enterprises, cinemas, Krasnogorsk plant of medicines.

The structure of the center includes:

1) department of primary admission, analysis and forecasting(initial reception is carried out, identification of needs for services; dispatching work, information, advertising and propaganda, analytical and forecasting, methodological work);

2) emergency department(provision of emergency assistance of a one-time nature (food packages, humanitarian aid) to citizens in extreme conditions and in dire need of social support; consultations (legal, psychological));

3) family and child support department(social and legal assistance, work with the family, social rehabilitation, safety prevention, social patronage are carried out);

4) home social services department(home service for disabled people of groups 1 and 2, pensioners, participants in the Great Patriotic War);

5) home health care unit(servicing wards who have partially or completely lost the ability to self-service);

6) day department(implementation of individual rehabilitation programs, catering, occupational therapy, cultural events, leisure activities);

7) department of medical and social rehabilitation ( curative physical education, manual therapy, herbal medicine, massages, psychological relief cabinet);

8) department of psychological and pedagogical assistance ( occupational therapy, vocational guidance, psychotherapy, psychocorrection, emergency psychological assistance (helpline)).

Certification of employees of the KCSO was carried out on December 17, 2001. Preliminarily, by order of the director of the center, a list of persons subject to certification for this period was prepared, the schedules for its conduct in the divisions, the composition of the commission, rules and criteria for certification were approved. A composition of five people was submitted for certification: the head of the day care department, the social work specialist of the urgent social service department, the social worker of the home social service department, nurse department of medical and social rehabilitation, accountant. (Order of the director of the center see Appendix 5).

The Deputy Director for Social Work draws up a plan for the certification in accordance with the Regulation "On the procedure for certification of employees of institutions and organizations subordinate to the Committee for Social Protection of the Population of Moscow, which are funded from the budget" ( see Appendix 6):

1. The order for the certification, the list of those to be certified is read out.

2. The following documentation is being prepared for certification:

Job descriptions;

Feedback (characteristic);

Service description (written by the heads of departments and the deputy director for social work).

3. The minutes of the meeting are kept by a PC specialist (secretary).

4. The attested is invited.

5. The submission-response is read out by the secretary.

6. The service description is read out by the head of the department.

7. Questions of the commission to the attested.

8. Comments and suggestions from both the attested and the commission.

At the preliminary stage, before certification, the director of the personnel department using biographical (historical) method collects information about those being certified: analysis of personnel data (documents on education, study of the work book, etc.) is carried out. All data is sent to the departments where the attested work.

An attestation sheet is being prepared for the meeting of the commission ( see Appendix 7), review (characteristic) on the attested ( see Appendix 8), service characteristic. In the center, a description of the head of the day care department was written by the deputy director for social work; for a specialist in social work of the department of urgent social services - head of the department of urgent social services; for the social worker of the social services at home department - the head of the department of social services at home. ( see Appendix 9).

It should be noted that before writing a review and service characteristics, the head of the department using interviewing method (interview) talks with an employee in the "question-answer" mode to obtain additional data about him; using survey method conducts a survey of a person using a questionnaire for self-assessment of personality traits and their subsequent analysis; applies the so-called sociological survey- talks with employees of different categories who know the evaluated person well for his subsequent objective assessment; observation method allows you to observe the employee in an informal (at tea parties, etc.) and work environment (photograph of a working day); also applies method peer review (defining the totality and obtaining expert assessments of the ideal and real employee); and also used critical incident method- the manager creates a critical situation (for example, the client's dissatisfaction with the KCSO about a poorly provided service) and assesses the employee's behavior in the process of resolving it (goes to a conflict, makes a difficult decision, leaves the conflict, etc.)

Based on the data received, the performance characteristics reflect:

1. Professional and ethical competence

Availability of education

Professional competence (knowledge, skills, experience)

The degree of activity at work

Sociability

Social worker motivation

Psychological resilience

Intelligence, cultural level

Compliance level, social worker ethics

Responsiveness, empathy, compassion of social workers.

2. Qualities of social work specialists required in the performance of job duties

Listening to customers

Benevolence, responsiveness

Competence, knowledge, horizons

The ability to think logically

Selflessness, honesty

Ability to make practical decisions

High general culture

Ability to organize help, achieve a solution to the client's problems (efficiency in business)

Personal charm

Ability to rely on professional help from colleagues at work

Teamwork skills

Respect for the client's point of view

3. Results of work for the period preceding certification.

At the same time, job descriptions for employees are also being prepared for the meeting to assess their performance of job duties. (see Appendix 10, 11.)

By order of the director of the Novokosino KTSSO, an approximate list of indicators was developed for assessing the qualifications of employees:

1. Education.

2. Work experience in the specialty.

3. Professional competence.

3.1. Knowledge of the necessary regulatory documents governing activities.

3.2. Ability to quickly make decisions to accomplish the tasks at hand.

3.3. The quality of the work.

3.4. Ability to adapt to a new situation and take new approaches to solving emerging problems.

3.5. Timeliness of performance of official duties, responsibility for the results of work.

3.6. Labor intensity (ability to cope with a large volume of work in a short time).

3.7. Ability to work with disabled and elderly citizens.

3.8. The ability to predict and plan, organize, coordinate and regulate, as well as control and analyze the work of subordinates (for deputies, heads of departments).

3.9. Ability to quickly master the issues that improve labor efficiency and quality of work.

4. Industrial ethics, style of relations with colleagues and clients.

5. Ability to be creative and entrepreneurial.

6. Participation in commercial activities.

7. Ability for self-esteem, compassion and understanding of disabled citizens.

At the stage of certification, a review is read, a service characteristic, the work of the person being certified for the past period is studied, questions are asked. The attestation commission uses the most common methods for assessing labor performance: preset (forced) choice method- the commission selects from the set of employee descriptions those that correspond to him. A typical set of such descriptions includes indicators for assessing the qualifications of employees, developed by the director of the KCCO. Employee performance is assessed by a large number of selected positive descriptions; descriptive assessment- the commission describes the advantages and disadvantages of the employee's behavior in the implementation of professional activities; management by goals (tasks)- the activity of the employee for the past period is studied, related to the implementation of the goals and objectives of both the CCSO and social work in general; decisive assessment method- the attestation commission prepares a list of descriptions of the "correct" and "wrong" behavior of employees in certain situations. These situations are called "decisive". On the basis of studying the work of the person being certified for the period preceding the certification, studying the performance characteristics, a conclusion is made about the amount of “correct” behavior in such “decisive” situations; other methods of personnel assessment are also used.

The minutes of the meeting of the certification commission are kept by the secretary ( see Appendix 12).

The assessment of the employee's performance and the recommendations of the commission are adopted by open vote in the absence of the certified person.
Based on the results of the certification of KCSO employees in accordance with the certification plan for 2001, agreed with the Department of Social Protection of the Population of the Eastern Administrative District, the head orders:

1) confirm the compliance of the position held and the level of remuneration according to the Unified Tariff Grid to the following employees ...

2) to confirm the compliance with the position held and to establish from 01.01.2002 the following categories of remuneration for the following employees in the UTS ………….

It should be noted that in connection with the Decree of the Ministry of Labor and Social Development of the Russian Federation No. 45 dated May 31, 2001, the range of wages for the position of “social worker” has changed from 3-8 to from 5 to 8. ( see Appendix 13).

The results of certification are of great importance for the head of the KCSO as a specialist in personnel management. Studying the results of certification, the head develops recommendations, his attitude to improving the efficiency of work in conjunction with the Department of Social Protection of the Population and other organizations. The Department of Social Protection of the Population, in turn, receives data on the past certification, the development of the director of the center on the effectiveness of work in the future, and, together with the Committee for Social Protection of the Population of Moscow, develops methodological recommendations that are sent to the center.

The department of social and medical services at home is intended for temporary (up to 6 months) or permanent social services and provision of first aid medical care in home conditions of citizens who have partially or completely lost the ability to self-service and suffer from diseases that are a contraindication for admission to the department of social services.

The social worker in this unit must keep a social worker's log of the home health care unit. A separate page for the current month is created for each ward. The social worker's log should record each visit with an indication of the list of services provided. The entry in the social worker's journal must correspond to the entry in the ward's notebook, in which the signature of the social worker is required.

At the end of each month, the social worker analyzes the work done, the head of the department verifies the report of the social worker with the entries in the journal and certifies them with his signature. The social worker's report should reflect full information on the work done for the specified period and reflect all changes during the month (withdrawal from service, transfer to another area, illness, etc.), “other services must be scheduled.

Based on the reports of social workers, the head of the department draws up a summary report for the department.

Duties of the head of the PCB:

1. Organize work with serviced

A) survey in the microdistrict, identification of a reserve for service

B) moral and psychological support of wards during a parallel check of the work of social workers

2. Organize the activities of social workers

A) ensuring prompt communication by phone, monitoring the quality of service

B) checking the diaries and monthly reports of social workers and reconciling them

IN) scheduled check work on the site (simultaneously with visiting the serviced ones) - 2 sites per month

D) operational meetings at the end of the month, study of regulatory documents

3. Ensure the maintenance of documentation and reliable reporting

4. Take an active part in the work of the District Department of Social Services, territorial centers

5. Provide communication and collaboration with organizations.

The head of the PCB must have the following documents:

Working diary of the head of the PCB

List of citizens served by social workers and filing with documents for the elderly served by PCB

Service register

Time sheet of PCB employees by month

Notebook of registration of primary examinations in the service area of ​​the PCB

Social worker reports by month and copies of summary reports.

A social worker must have the following documents:

Social Work Diary (Diary Guide see Appendix 14)

List of served citizens with addresses and phone numbers

Memo indicating the types of services performed

The reports of social workers and managers should contain the number of days worked by this or that social worker and the actual number of visits to the wards, in addition, the report gives a complete picture of the wards (if he was in the hospital, then from what time to what time, in the column “other "- the number of visits to the hospital; if he left to visit relatives or to a summer residence - also from what period to what period, etc.)

The “risk group” includes single citizens and elderly couples who are still independently satisfying their basic life needs, but in the near future, due to a possible limitation of the ability to self-service and movement, due to health and age, they will need social services.

In all CSOs for persons of the "risk group", cards must be opened containing information on primary material and consumer services and information on current services, indicating the date of the event.

All citizens of the "risk group" should be assigned and attached to social workers, who are obliged to periodically (at least once a month) call and visit these citizens and, if a situation arises with partial or complete loss of the opportunity for self-service, take them for social services.

The data obtained as a result of maintenance must be analyzed and grouped into the following categories:

Persons in urgent need of a social worker

Persons who, due to various circumstances, in the near future will need a social worker or some kind of social assistance

Persons who do not need help.

The department of social assistance to families and children needs to establish constant contact with graduates to resolve issues that arise in them. Provide advisory, psychological, pedagogical and other assistance, as well as support in matters family life, targeted support during the period of being in a difficult life situation through the department of urgent social services.

In the department, for each ward, the following documents must be entered: a personal card for each graduate with an indication of the address, phone number, place of study or work, where each stage of work with the ward of the specialist in social work of the department of assistance to families and children is recorded; an act of examining the material and everyday situation of a graduate of an orphanage, an act of examining the condition and equipment of a living space of a graduate of an orphan institution. The work is carried out jointly with organizations of housing and communal services, police departments, etc.

It should be noted that in the future, the certification of employees will take place taking into account the implementation of these recommendations, so they become their job responsibilities.

The process of increasing the efficiency of social workers' work is continuous, since in the intervals between one and the other certification, innovations are constantly being introduced in the form of recommendations from the Committee for Social Protection of the Population of Moscow, cooperation with the Social Protection Department and other organizations, as well as conscientious and creative implementation by social workers their responsibilities.

Conclusion

The effectiveness of social work is considered as the maximum possible in these conditions to achieve goals to meet the social needs of the population at optimal costs.

In the study of the problems of the effectiveness of social work, the most important place is occupied by the question of the essence of criteria and performance indicators. The concept of "criterion" is defined as a distinctive feature that objectively reflects the state of a process, phenomenon, object or subject. General criteria for the effectiveness of social work serve to assess its effectiveness as a whole, say, on the scale of a territorial social service or a separate institution of social service in a certain area, and specific criteria for assessing the main types of social services, forms and methods of social work with various categories of the population.

Of course, the criteria, as well as indicators of the effectiveness of the implementation of social work in the country can be applied at the macro level (at the level of the entire state), meso level (at the level of the republic, city, district), and micro level (at the level of the individual, client).

Of great importance in increasing the efficiency of social work is the micro level - directly the activity of a social worker at the client level. It is of paramount importance for the formation of professional motivation, for the protection of clients, for mitigating various kinds of deviations in social services to the population.

A social worker carries out a number of specific types of activities: psychological, pedagogical, organizational, managerial, etc.; he implements the goals of social work (increasing the degree of independence of clients, their ability to control their lives and more effectively resolve emerging problems; adaptation of people in society and, finally, achieving a state where the need for the help of a social worker will disappear, etc.)

A social worker must possess a considerable arsenal of professional skills, skills, have deep knowledge in the field of human sciences: psychology, sociology, pedagogy, law, in order to act as a worthy implementer of the goals of social work.

The knowledge and skills of a social worker in combination with the corresponding personal qualities are subject to assessment (certification), which contributes to a more efficient performance of professional activities.

Employee certification is understood as a periodic comprehensive check of the level of business, personal, and sometimes moral qualities of an employee in the relevant position. Attestation performs a number of functions, the main of which are: regular assessment of the employee's performance, implementation of incentive and sanctioning activities, drawing up a training and development plan for employees, etc.

To assess the efficiency of social workers in order to develop programs to improve the efficiency of activities, a number of specially developed scientific methods are used: historical (biographical), interviewing (interview), observation, the method of expert assessment, critical incident; as well as methods for assessing labor productivity: the method of a given (forced) choice, a descriptive method, management by goals (tasks), a method of assessing a decisive situation, a scale for observing behavior, a classification method.

Attestation is a purposeful process of establishing the conformity of the qualitative characteristics of personnel (abilities, motivation and properties) to the requirements of the position.

Evaluation of the effectiveness of activities is based on taking into account the specifics of the work of employees and the characteristics of the manifestation of its results. The peculiarity of the work of social workers is that its results are difficult to directly quantify. Moreover, the results of labor often become obvious not immediately, but only after a certain period of time, sometimes quite long. But nevertheless, all information about the work of a social worker over the past period is provided for certification and conclusions are drawn about the effectiveness and efficiency of his work.

The certification takes into account the following requirements for social workers: professional and ethical competence (cultural level, psychological stability, degree of activity in work); the qualities of social work specialists necessary in the performance of official duties have been determined (the ability to listen to the client, disinterestedness, tolerance, personal charm, etc.); the results of work for the period preceding the certification are evaluated; and also takes into account education, work experience in the specialty, the quality of work, the ability to predict, plan the work process, the ability to quickly master issues that ensure an increase in labor efficiency and quality of work, knowledge of the necessary regulatory documents governing activities.

In order for the employee to always perform his work effectively, it is necessary to correctly inform him about the results of the assessment. To do this, the manager should try to give the employee the opportunity to relax and emphasize that this conversation is not a disciplinary event, but a meeting to discuss past work in order to provide recommendations for the future. It is necessary to start the conversation with the positive achievements of the employee, the statement of the shortcomings should be placed between the two positive results. It is very important for the manager and the certification commission to observe these points, to be objective, so that in the future a person does not lose faith in himself, interest in the profession and mobilize his efforts for effective work.

Many leaders of modern organizations have already come to the conclusion that without certification and an objective assessment of employees in all respects, it will not be possible to achieve stable work and, ultimately, positive results of both the organization's activities and each of its employees. Consequently, everyone, both managers and employees, should be interested in conducting an objective assessment and certification.

Attestation- This important stage professional life of a social worker. The general goal of certification is to improve the quality of activities through external assessment and self-assessment of activities, understanding what has been achieved and designing further steps for professional development and professional development.

Attestation and Independent Qualification Assessment

Along with the certification procedures adopted in the social service system at the regional level, the procedure was approved independent evaluation qualifications for compliance with professional standards (Federal Law "On the independent assessment of qualifications" No. 238-fz of 03.07.2016). The independent assessment of qualifications is voluntary. Its meaning is that an employee who does not have a professional education, but has work experience, can stay to work in his position.

The qualification mechanism provided for in article 81 Labor Code The Russian Federation is an internal instrument of the employer and allows you to take into account both professional standards and current qualification characteristics. The results of certification give the employer the right to terminate the employment contract or transfer to another position (if there are vacancies).

An experience Russian organizations social service shows that attestation is mainly carried out for compliance with the position held. In some regions, the practice of assigning categories - the second, first, and highest - has been preserved. Pedagogical, medical workers, cultural workers, physical education and sports workers who hold positions in social service organizations are certified in their departments, according to different rules.

A common requirement for all is application for attestation, presentation of the head to the attestation commission... Further certification procedures are different: in some regions it is mandatory to have a portfolio, somewhere there are many forms of certification.

Certification for compliance with the position held can take place in the form of an exam, testing, presentation of a portfolio, defense of qualifying work.

In any case, appraisal is an important step in the performance of any employee of a social service organization. Preparing for it is laborious, time-consuming, so some steps need to be done in advance.

Certification and professional standards

From January 01, 2015, professional standards in the field of social services came into force and began to be applied everywhere. To date, 12 approved:

1. Social Work Specialist
2. Social worker
3. Head of Social Services Organization
4. Head of the institution of medical and social expertise
5. Specialist in medical and social examination
6. Specialist of the guardianship and guardianship authority for minors
7. Specialist in rehabilitation work in the social sphere
8. Psychologist in the social sphere
9. Family specialist
10. Tiflosurd translator
11. Specialist in the provision of public services in the field of employment
12. Assistant (assistant) for the provision of technical assistance to disabled people and people with disabilities.

In 2017 working group The Ministry of Labor of Russia together with the Ministry of Education and Science of the Russian Federation, Federal State Budgetary Educational Institution of Higher Education "Moscow State Psychological and Pedagogical University", Federal State Budgetary Educational Institution of Higher Education "Russian State Social University" and the All-Russian Research Institute of Labor of the Ministry of Labor of Russia updated professional standards some social service positions. The documents already exist in the form of projects, but will be adopted in the near future.

What changed?

Professional standards were updated:

- “Specialist in rehabilitation work in the social sphere”, “Specialist in working with the family”, “Psychologist in the social sphere” (responsible organization of the Moscow State University of Psychology and Education);

- “Head of the social service organization”, “Social worker”, “Social work specialist” (responsible organization of the RSSU).

The main changes made to the draft updated professional standards based on the results of the work carried out are as follows:

• the names of the type of professional activity and the main purpose of the type of professional activity have been clarified;
• the classifiers of the types of activity have been corrected taking into account the new normative documents;
• clarified the wording and characteristics of generalized labor functions, including possible job titles, requirements for education and training, requirements for practical work experience;
• corrected the wording of labor functions, labor actions, the necessary skills and knowledge in accordance with the main provisions of the Federal Laws: No. 442 - FZ "On the Basics of Social Services for Citizens in the Russian Federation", No. 120-FZ "On the Fundamentals of the System for the Prevention of Neglect and Juvenile Delinquency", No. 124 - FZ "On Basic guarantees of the rights of the child in the Russian Federation ", No. 181 - FZ" On social protection of disabled people in the Russian Federation, No. 159 - FZ "On additional guarantees for social support of orphans and children left without parental care", No. 273 - FZ "On education in the Russian Federation "and other documents regulating the development of public policy in the social sphere.

We publish Drafts of professional standards

Heads of departments are assigned to the "Social Work Specialist" standard. When you click on the link, the download will start automatically, the documents are in .doc format.

What's next?

The SONNET editorial team examined both current and future professional standards. To help social workers who are planning certification, we suggest using SONNET resources

Please note that SONNET training activities are not a substitute for professional training or advanced training, which is carried out exclusively educational organizations licensed.