Regulations on the procedure for passing the probationary period. Sample provision on a probationary period: draft document, preparation procedure. Provisional clauses on passing the probationary period

During their working life, most people have to repeatedly look for a new job. The first step in hiring is the conclusion of an employment contract (Article 16 of the Labor Code of the Russian Federation).

It is important to know what the conditions may be in 2016. The probationary period is one of its sub-clauses, which is an additional condition.

Deciphering the concept according to the Labor Code of the Russian Federation

The concept of "probation" is mentioned in article 70 of the Labor Code of the Russian Federation. This clause of the contract protects the interests of both management and new employees.

The probationary period is:

The time interval over which the employer is able to estimate professional quality a new employee in practice.
The ability to check the discipline of the candidate, the ability to work in a team.
The employee should decide whether or not to continue working in the new team and how comfortable he is with the new job.

The nuances of registration for the test period according to the Labor Code of the Russian Federation 2016

There are important subtleties in paperwork for this period, because the trial period is additional condition in the admission documents.

Therefore, the mention of the test must necessarily be in the contract.

It is assumed that if in employment contract there is nothing about the test period, which means that the employee does not have it.
If the test is mentioned in the contract, then it can be entered into the order for admission.
It is not allowed to independently enter the test clause into the order.
An exception may be the case when an employee is allowed to start work without an employment contract, which is duly executed, that is, in writing (Article 67 of the Labor Code of the Russian Federation).
Then, within three days, a contract is drawn up and a line about the test is included in it.
But in this case, a preliminary agreement on the test is required.
Such an agreement also needs to be drawn up on paper.

The procedure for dismissal during the probationary period according to the Labor Code of the Russian Federation 2016

The test helps to speed up and work.

Employer's actions:

The employer must issue a notice in writing, in which he notifies the employee of the termination of the contract three days in advance (Article 71 of the Labor Code of the Russian Federation).
The notice must be stamped and dated. One notification is handed to the employee, the other is sent to the accounting department.
The manager issues a dismissal order.
It remains to make a calculation, payments and give the work book to an already former employee.

Employee actions:

An employee, for his part, is not obliged to work out a two-week period if he has come to the conclusion that the place is not suitable.
The employee must notify the decision not to stay at this workplace any longer. This must be done in writing three days before the scheduled date (Article 71 of the Labor Code of the Russian Federation).
However, there are cases when this rule does not apply, for example, if the head of the organization is in the place of the subject. A warning must be given to him one month in advance of Article 280 of the Labor Code of the Russian Federation.

The conditions for passing the probationary period can be found in the video.

What are the advantages of a probationary period for the employer and the probationer

When a candidate is registered for new job, it is important for him to know what the benefits of the test are.

In the process of work, the subject is a full-fledged employee of the organization and has, along with the employees, who make up the permanent composition, rights and obligations.

Differences:

upon dismissal, the test subject is not obliged to work out a two-week period;
the employee has the right to choose: stay in this job or look for a new one.

A probationary period for employers is, in fact, saving time and money. To terminate a contract with an employee of the main team, without his consent, good reasons are needed.

It is much easier to fire a candidate during the trial period:

an unsuitable employee can be fired within three days (Article 71 of the Labor Code of the Russian Federation);
no settlement of the issue with trade unions is required;
the consent of the employee is not required, it is enough to familiarize him with the notification.

Does the employee have rights and obligations during the probationary period?

What the subject is entitled and obliged to do is noted in Art. 70 of the Labor Code of the Russian Federation.

For such, of course, all the provisions of the Labor Code of the Russian Federation, the provisions of internal local acts and various agreements, the terms of the collective agreement, if any, apply:

Employee during this period labor activity receives a salary, the amount of which must not be less than that provided for this position.
This condition applies to bonus payments only if they are referred to in internal acts.
The employee is credited with temporary disability benefits, additional and educational leave is provided.
If an employee is on probationary period in 2016 falls under the states, then all the conditions for dismissal for this case also apply to him (Article 81,178,180 of the Labor Code of the Russian Federation).
The employer monitors the employee and checks the fulfillment of all conditions of the employment contract.

During the test, the employee has all the rights and responsibilities that all employees of the organization have.

Duration of the probationary period

The organization's management should not independently determine the duration of the test:

from st. 70 of the Labor Code of the Russian Federation it is known that this interval is 3 months;
if this period is passed by the heads of the organization, as well as chief accountants, deputies, heads of branches, structural divisions, then the test is six months (maximum);
if the interval of the employment contract is from two to six months, then the probation period is set up to two weeks.

How does it affect vacation, seniority and temporary disability benefits

Article 70 of the Labor Code of the Russian Federation mentions that for an employee who is on a trial period, all installations and points are in effect. labor legislation.

The countdown of the length of service begins with the start of work on the probationary period and is counted in the total length of service. And this experience is taken into account in the future, according to Art. 121 of the Labor Code of the Russian Federation in 2016.

However, there are periods of time that do not fall into the trial period:

The interval during which the subject was on leave for temporary incapacity for work is not taken into account when calculating the probationary period.
For example, if the test came to an end at the moment when the subject was temporarily disabled, then after closing sick leave, such an employee must work the number of days that remained before the end of the term, before it can be considered completed.
The test interval does not include the time when the employee was not at the place: short-term leave without pay, study leave and other cases when the employee for some reason valid reasons was absent with the consent of the management.

Thus, do not be confused:

the test period does not include the intervals of the employee's absence from the workplace for various reasons;
but when calculating benefits for temporary disability, vacation, work experience, this period must be taken into account.

Which employees are not covered by the test

But the trial period is not applicable to everyone.

Article 70 of the Labor Code of the Russian Federation contains a list of categories of employees who work without testing:

candidates who have entered into a short contract for an interval of up to two months;
persons who have been transferred to this work from other places;
pregnant women;
mothers with children up to one and a half years old;
applicants under the age of 18;
persons who received a diploma after graduating from higher or secondary educational institutions, who for the first time start work in the specialty received after graduation. The interval before starting work should be no more than a year.
persons who received a position as a result of a competition.

If, according to the Labor Code of 2016, a specific candidate cannot be set a period for probation, then it cannot be set, even if this is provided for by the internal documents of the organization and the employee himself is not opposed to establishing a probationary period. This conclusion is made on the basis of Article 9 of the Labor Code of the Russian Federation, which notes that internal documents organizations cannot restrict rights and worsen the conditions guaranteed by labor legislation.

Test results and remuneration

Labor remuneration is regulated by Chapter 21 of the Labor Code, where Art. 71 states that all labor laws apply to the subject.

That's why:

An employer cannot arbitrarily cut the wages of an employee during a probationary period.
A probationary employee is entitled to the salary established for this position.

The result of passing the test (Article 71 of the Labor Code of the Russian Federation) is the continuation of work if the employee is satisfied with the management of the organization and is himself satisfied with the working conditions.

If the subject has made a decent impression, the employer can shorten the trial period, which is specified in the contract:

This needs to be fixed in writing.
An order must be issued stating that it is considered completed.

If the trial period is over, and the employee remains at his workplace, it means that he passed the test. There is no need to create documents confirming the completion of the test.

If the employer is not satisfied with the work of the probationer and is going to terminate the contract, he must notify him of his decision within three days and terminate the contract.

Thus, the probationary period is an important clause of the employment contract and is a kind of mutual instrument that can be used by both parties.

At the right time, this tool can hedge both the employer and the employee.

The length of the probationary period and wages during it, find out from the video.

In contact with

APPROVED
General manager
OOO "_________________"

_______________________

"____" ________ 201__

Probationary period for employment

1. GENERAL PROVISIONS
1.1. The purpose of the hiring test is to verify the employee's compliance with the assigned activities directly in the working environment.
1.2. The test period cannot exceed more than three months.
1.3. The duration of the probationary period is indicated in the employment order and in the employment contract. Absence in test conditions mean that the employee was accepted without a test (Article 70 of the Labor Code of the Russian Federation).
1.4. The trial period does not include the period of temporary disability and other periods when the employee was absent from work for a good reason (Article 70 of the Labor Code of the Russian Federation).

2. ORDER OF PASSING THE TEST
2.1. When applying for a job, an employee of the personnel department acquaints a new employee with internal regulatory documents against receipt.
2.2. Within two days from the date of enrollment of the employee, the personnel department of the Company develops an employee adaptation program and, no later than three days after enrollment, acquaints the employee with the program against signature.
2.3. Within a month from the day the employee is hired, the HR department will arrange for him a mandatory primary education for a period not exceeding 3 days (course of lectures).
2.4. The immediate supervisor introduces the new employee to the provision on the probationary period of the unit and the corresponding job description.
2.5. The employee signs the job description: the signature certifies that the employee has read the job description, agrees and is ready to perform the listed functional duties.
2.6. The job description signed by the employee is transferred to the HR department and filed in a special folder.
2.7. The immediate manager appoints a curator (an employee of the unit who has worked at the enterprise for at least 1 year), who introduces the new employee to corporate standards.
2.8. The immediate supervisor, together with the newly hired employee (within the first week after enrollment), draw up a work plan for the test period; the plan includes the name of the work, the deadline for their completion and the specific result that the employee must achieve.
2.9. Work plan again hired employee approved by the head, agreed by the head personnel service and signed by the employee, after which it is transferred to the personnel department.
2.10. Two weeks before the end of the probationary period, the manager and the employee discuss the compliance of the goals (work plan) with the specific results achieved.
2.11. The immediate supervisor writes an analytical note on the results achieved by the employee during the test period, and gives a conclusion "passed the test" or "did not pass the test".
2.12. The conclusion on the passage of the probationary period and recommendations are sent to the head of the personnel department no later than a week before the end of the employee's trial.

3. TEST RESULT
3.1. If the test result is unsatisfactory, the employee is dismissed with remuneration for the time actually worked and with the wording "as having failed the test" (Article 71 of the Labor Code of the Russian Federation).
3.2. If during the trial period the employee comes to the conclusion that the job offered to him is not suitable for him, then he has the right to terminate the employment contract under on their own by notifying the employer about this in writing three days in advance (Article 71 of the Labor Code of the Russian Federation).
3.3. If the test period has expired, and the employee continues to work, he is considered to have passed the test. Subsequent termination of the employment contract is allowed only on a general basis (Article 71 of the Labor Code of the Russian Federation).

Procedure for Establishing a Probationary Period for Employment

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Legislation allows employers to set a deadline for verification business qualities employee when hiring. At the same time, the provisions of the Labor Code of the Russian Federation control all the nuances associated with the trial period.

Probationary period under the labor code - concept

The probationary period for hiring is the period during which the employer must assess the business qualities of the employee and understand whether he is suitable for the job.

Only business qualities are assessed, it is impossible to consider an employee who has not passed the probationary period if, for example, he was several times on sick leave, or it was found out that he belongs to a certain nation or religion.

The definition of an employee's business qualities can be found in the Resolution of the Plenum of the Supreme Court of the Russian Federation of March 17, 2004 No. 2.
For the period of the employee's probationary period, he is subject to all the benefits and guarantees established by labor legislation and local acts companies.

Design nuances

The condition that a probationary period is established for the employee must necessarily be indicated in his employment contract and the order for admission.

The probationary period does not apply to the working conditions, which must necessarily be reflected in the text of the employment contract, therefore this information may be absent.

If a probationary period is not established in the text of an employment contract, then by default it is considered that an employee was hired without him and, accordingly, he can no longer be dismissed as not having passed the probationary period.
Article 70 of the Labor Code of the Russian Federation says that a probationary period can be established by agreement of the parties. at the same time, it is not necessary to draw up, an employment contract signed by both parties, in which a probationary period is spelled out, indicates that an agreement has been reached between the parties.

You can download an employment contract indicating the probationary period.
The only exception is the case when an employee is allowed to work without first entering into an employment contract. In this case, the probationary period can only be established by concluding an agreement on this before the employee starts his duties.
That is, the main condition for the appointment of a probationary period is the fact of its establishment and approval before the employee begins to perform his duties.

Amount of wages for the test period

The employer does not have the right to hire a person without concluding an employment contract with him, and accordingly he must set him a payment for his work.
The provisions of Article 132 of the Labor Code of the Russian Federation prohibit discriminating against workers in matters of wages. Accordingly, a person who has a probationary period has the right to the wages established for this position. staffing table and the Regulations on Remuneration. This also includes incentive payments (bonuses).

If the employer does not pay or deprives the employee of the bonus only on the grounds that he is on a probationary period, this is illegal.

Can I take sick leave

During the period of being on probation, the employee has all the rights to social guarantees stipulated by the current legislation. Including for the payment of a certificate of temporary disability.
That is, he can take sick leave during the probationary period. The only thing he must take into account is that the probationary period can be extended by the number of days of incapacity for work.

Read also: How to correctly issue a refusal to hire according to the Labor Code of the Russian Federation

Is experience taken into account

The fact of establishing a probationary period is not reflected in work book... The employee is made the usual record that he is accepted for the position.

The condition of the employer that he will not fill in (start) an employee's work book before the end of the probationary period is illegal. He must draw up this document within 5 days from the moment the employee started his duties.

Accordingly, the duration of the probationary period will be included, since the employer will be obliged to pay all contributions to the FIU for the employee.

Test timing

The Labor Code, in particular, regulates the terms that the employer can set as probationary for certain categories of workers.

Maximum

The maximum probationary period for employment is limited to the following periods:

Six months - for employees who are heads of organizations or separate subdivisions, their deputies. Or they are accepted for the position of chief accountant or his deputy.
Two weeks - for temporary employees, whose term of work varies from 2 to 6 months.
Three months - for all categories of workers who are not included in the previous two categories and with the exception of those for whom it is prohibited to establish a probationary period.

These terms are the maximum, and the employer cannot extend them either at will or by agreement of the parties.

Read also: Former Civil Servant Recruitment Notice: Sample Completion

Minimum

The minimum period of the probationary period is not legally established. This is at the discretion of the employer. He can assign an employee a trial period, even one day. The main condition is not to exceed the maximum threshold established by law.
A probationary period can be assigned individually to each employee, or it can be spelled out in local regulations and set the duration for certain categories of employees.
For example, for specialists it can be 3 months, and for support personnel it can be 1 month.

Can I renew?

The legislation establishes only one reason for extending the probationary period - the actual absence of a person from the workplace (sick leave, vacation, etc.). In this case, it is extended strictly for the number of days of absence.
That is, it is impossible to extend the probationary period only on the grounds that the employer did not have time to decide whether the employee is suitable for him or not. Even, set time was less than the maximum size allowed.

The duration of the probationary period is concluded upon signing the employment contract and is not subject to change.

If the probationary period is over, and the person continues to work with this employer by default, he is considered to have passed it successfully.

Important! The trial period is calculated in calendar days, and accordingly it also includes weekends set according to the work schedule or shift schedule.

Dismissal on probation

The probationary period provides for the following nuances upon dismissal:

During the probationary period, the company's management came to the conclusion that the employee's business qualities did not meet the requirements. On this basis, the employee can be dismissed by competently arguing the motives. Ideally it should be detailed description... If you dismiss an employee with the wording “did not cope with job duties”, then he can easily challenge this dismissal.
If the employee has come to the conclusion that this work he does not suit him, he writes a letter of resignation of his own free will. In this case, there is no need to motivate the dismissal and explain the reasons, a simple desire is enough.

In both cases, the term of notice of dismissal is three days. That is, either the employer warns the employee that the contract with him is terminated, or the employee informs the employer that after three days he is leaving.
Despite the reason for the dismissal, the employee must be paid all due to him sums of money and the calculation must be carried out on time.

The only thing that is allowed not to pay is severance pay.

Finding an employee on a probationary period does not exclude the possibility of dismissal on other grounds. For example, for a one-time gross violation or redundancy.

Probationary period for fixed-term employment contract

The establishment of a probationary period when concluding a temporary employment contract is carried out on a general basis, with the exception of the cases specified below:

If the term of the employment contract is less than two months, then a probationary period cannot be established.
If the term of the employment contract is two or more months, but not more than six months, the maximum duration of the probationary period is reduced to 14 days.

POSITION

1. General Provisions

1.1. The regulation on the procedure for passing the test for hiring (hereinafter referred to as the Regulation) was developed in accordance with Labor Code RF (hereinafter referred to as the Labor Code of the Russian Federation), the Charter of Astoria LLC (hereinafter referred to as the Organization).

1.2. The regulation was developed in order to establish the procedure for employees to pass the test when hiring and the rules for registering the test results.

1.3. Responsibility for compliance with the provisions of the Regulations rests with the head of the personnel department.

1.5. A condition on testing an employee by agreement of the parties may be provided for when concluding an employment contract. The test period cannot exceed three months. For the head of the Organization, his deputies, the chief accountant and his deputies, heads of branches, representative offices or other separate structural divisions, the test period cannot be more than six months, unless otherwise established by federal law (part 5 of article 70 of the Labor Code of the Russian Federation). When concluding an employment contract for a period of two to six months, the test cannot exceed two weeks (part 6 of article 70 of the Labor Code of the Russian Federation).

1.6. A test for admission to work in the Organization is not established for:

Persons elected through a competition to fill the relevant position, held in the manner prescribed by labor legislation and other regulatory legal acts containing norms labor law(exclusively for those employees who are admitted to the organization by competition);

Pregnant women and women with children under the age of one and a half years;

Persons under the age of 18;

Persons who have received secondary vocational education or higher education for state-accredited educational programs and for the first time applying for work in the received specialty within one year from the date of receipt vocational education the appropriate level;

Persons elected to an elective position for a paid job;

Persons invited to work by transfer from another employer as agreed between employers;

Persons who have entered into an employment contract for up to two months;

Other persons in the cases provided for by the Labor Code of the Russian Federation, other federal laws, a collective agreement (part 4 of article 70 of the Labor Code of the Russian Federation).

1.7. The test condition is established in the employee's employment contract and in the employment order.

1.8. The absence of a test condition in the employment contract means that the employee was hired without a test (part 2 of article 70 of the Labor Code of the Russian Federation).

1.9. In the case when an employee is actually admitted to work without drawing up an employment contract, a test condition can be included in an employment contract only if the parties have drawn up it in the form of a separate agreement before starting work (part 2 of article 70 of the Labor Code of the Russian Federation).

1.10. During the trial period, the employee is subject to the provisions of labor legislation and other regulatory legal acts containing labor law norms, collective agreements, agreements, local regulations (part 3 of article 70 of the Labor Code of the Russian Federation).

1.11. The trial period does not include the period of temporary disability of the employee and other periods when he was actually absent from work (part 7 of article 70 of the Labor Code of the Russian Federation).

2. Procedure for passing the test

2.1. Before signing the employment contract, the employee gets acquainted with the job description for his position against signature and receives a copy of the job description certified in accordance with the established procedure. Confirming receipt of a copy, the employee signs the job description kept by the employer and puts the date of receipt.

2.2. The immediate manager, together with the hired employee, within the first two working days after hiring him, draws up and signs a work plan for the test period, coordinates it with the head of the personnel department and approves it with the head of the Organization. The employee gets acquainted with the approved work plan for the test period against signature.

2.3. The work plan for the test period includes the name and scope of work, the timing of their implementation and the specific results that must be achieved by the employee. The tasks set in the plan should not go beyond the job description for a specific position and should be the same for all employees of the same position.

2.4. During the test period, the employee performs the work assigned to him, provided for by the job description and work plan, and submits written reports on the work done.

2.5. The work plan for the test period is kept by the immediate supervisor structural unit employee until the end of the test period. One copy of a copy of the plan is given to the employee. In addition, a copy of the plan, after its approval, is transferred to the head of the personnel department.

2.6. The immediate manager can appoint a mentor to the employee, a curator (an employee of a structural unit who has worked in the organization for at least one year), who helps the employee navigate in a new environment for him, introduces the work algorithm, standards in force in the organization and provides the employee with other assistance in mastering job responsibilities.

2.7. In the process of passing the test, the employee obeys the internal labor regulations and other local regulations Organizations.

2.8. If, during the trial period, the employee comes to the conclusion that the job offered to him is not suitable for him, then he has the right to terminate the employment contract of his own free will, notifying the employer about this in writing three days in advance.

3. The procedure for summing up the results of work during the test period

3.1. Two weeks before the end of the test period (six working days when the test period is one month), the direct supervisor and the employee, together with the mentor (curator), discuss the compliance of the tasks set in the plan with the specific results achieved.

3.2. For individual positions, the list of which is established in the Internal Labor Regulations, by order of the head of the organization, a commission may be created to check the test results and admit the employee to independent work... This order establishes the composition of the commission, the procedure for the commission's work and the procedure for formalizing the results of its work.

3.3. The immediate supervisor draws up a conclusion in the form of a memo on the results of the employee's work during the test period, attaching to it an employee assessment sheet based on the test results, and draws conclusions about the test results: "satisfactory" or "unsatisfactory".

3.4. The conclusion on the results of the employee's work during the test period and the work plan for the test period with the marks of the direct supervisor are transferred to the head of the personnel department no later than five working days before the end of the test period.

4. The procedure for terminating an employment contract due to an unsatisfactory test result

4.1. If the test result is unsatisfactory, the employer has the right to terminate the employment contract with the employee before the expiry of the test period, notifying him of this in writing not later than three days before the end of the test period.

4.2. The head of the personnel department, on the basis of the conclusion prepared by the immediate supervisor (commission), prepares a draft written notice of termination of the employment contract in connection with an unsatisfactory test result and submits it for signature to the head of the Organization or another person authorized by him official... The notification indicates the reasons that served as the basis for recognizing the employee as having failed the test. If necessary, copies of the documents that served as the basis for making such a decision are attached to it.

1. GENERAL PROVISIONS

1.2. The test period cannot exceed three months (for heads of organizations and their deputies, chief accountants and their deputies, heads of branches, representative offices or other separate structural divisions of organizations - six months).

When concluding an employment contract for a period of two to six months, the trial cannot exceed two weeks.

2. ORDER OF PASSING THE TEST

3. TEST RESULT

Head of HR department:

I have read this Regulation (a) ___________ / ____________ /

Prom-Nadzor.ru

Are you here

Regulations on the procedure for employees to pass the test when admitting to. work

By order [short name of the organization]

N [write in required] from [day, month, year]

This regulation has been developed by the personnel department of [insert the short name of the organization] in order to regulate the procedure for passing the test in accordance with Art. 70 of the Labor Code of the Russian Federation of newly hired employees in all structural divisions [indicate the short name of the organization], hereinafter referred to in the text of this regulation as the "Employer".

1. General Provisions

1.1. The test within a certain period is the last stage in assessing the professional suitability of the employee and applies to all newly hired employees.

1.2. The purpose of the test is to verify the suitability of the employee with the assigned labor function directly in the performance of work duties.

1.3. The test period has a duration of no more than three months. For [name of the position of the head of the permanent executive body], his deputies and the chief accountant, the probationary period may be increased to six months.

1.4. The duration of the trial must be specified in the employment contract and in the employment order.

1.5. The trial period does not include the period of temporary disability and the actual absence of the employee at the workplace for other reasons.

1.6. A test at hiring is not established for the following categories of workers:

Persons applying for work on a competition for filling the relevant position, held in the manner prescribed by law;

Persons under the age of eighteen;

Of persons who have graduated educational institutions primary, secondary and higher professional education and for the first time applying to work in the specialty received;

Persons elected (selected) to an elective position for a paid job;

Persons invited to work by transfer from another employer as agreed between employers;

Persons hired under an employment contract for a period of up to two months;

In other cases provided for by the Labor Code of the Russian Federation, other federal laws and the collective agreement.

1.7. The test period can be shortened. The decision to shorten the term is taken by the [name of the position of the head of the permanent executive body] on the written submission of the head of the structural unit in which the employee works.

1.8. If the test result is unsatisfactory, the Employer has the right to terminate the employment contract with the employee before the expiration of the test period, notifying him of this in writing not later than three days in advance, indicating the reason that served as the basis for recognizing this employee as having failed the test.

1.9. If the test result is unsatisfactory, the severance pay is not paid and the employment contract with the employee is terminated with an entry in the work book: "Dismissed due to an unsatisfactory test result when applying for a job, Article 71 of the Labor Code of the Russian Federation."

1.10. If during the trial period the employee decided that for some reason the work for which he was accepted is not suitable for him, the employee must notify the Employer of his decision no later than three days in advance.

1.11. If the probationary period has expired, and the employee continues to work, he is considered to have passed the probation.

1.12. Labor remuneration for the test period is established for the employee in accordance with the concluded labor contract and the staffing table and cannot be reduced due to passing the test.

1.13. Subsequent termination of the employment contract is possible on a general basis in accordance with the Labor Code of the Russian Federation.

2. Organization and procedure for hiring and passing the test

2.1. On the first working day, an employee of the HR department draws up an employee hiring, which includes:

Signing an employment contract;

Issuance of an order for employment on the basis of an employment contract signed by both parties;

Registration and filling out of the card for personnel records of the form T-2;

Formation of a personal file, making a record of employment in the work book.

If the employee did not have work experience prior to joining [specify the short name of the organization], the employee of the personnel department draws up a work book in the presence of the employee.

2.2. An employee of the personnel department provides the employee for review against signature in the familiarization sheet Internal labor regulations, as well as other local regulations regulating the employee's labor activity.

2.3. An occupational health and safety engineer (or indicate another title of the position whose duties include this function) conducts fire safety briefing, instruction on labor protection and safety rules, industrial sanitation.

2.4. The head of the structural unit in which the employee is hired:

Introduces the employees of the structural unit;

Conducts an introductory conversation about the company as a whole and about the structural unit;

Conducts induction training at the workplace;

Introduces the job description under signature;

Provides clarifications on the issues arising from the employee in the process of familiarizing him with his work activities;

Appoints a curator - an employee of a structural unit who has worked in this position for at least [specify the term].

2.5. Curator during the test period:

Controls the quality of performance of the duties assigned to the employee;

Provides clarifications and advice on the employee's labor activity;

Prepares written reports on the work of a hired employee, including all the positive and negative aspects of his work. The reports are provided to the employee for review against signature, and then transferred to the head of the structural unit. The content of these reports can characterize a new employee solely from the point of view of his business qualities and professional suitability, while his ability to learn and master skills in work, as well as the correction of errors and shortcomings identified in the course of work, is separately noted. The frequency and form of drawing up reports is determined by the head of the structural unit, taking into account the nature of the work activity and the amount of work performed by the employee.

2.6. The head of the structural unit and / or the curator can give the employee tasks in writing and demand a written report on their implementation.

2.7. If the hired employee does not work on the mistakes made during the work and does not take into account the comments of the head of the structural unit and / or the supervisor, these persons draw up the relevant acts, which indicate the essence of the violations and comments. These acts are provided for review against signature to the newly hired employee.

During the period of passing the test, a penalty may be imposed on an employee for violation of labor discipline in the manner prescribed by the Labor Code of the Russian Federation.

2.8. Three days before the end of the test period, the head of the structural unit, the curator and the employee summarize the results of the test and make an appropriate decision, while the head of the structural unit and / or the curator write an information and analytical memo addressed to the [name of the position of the head of the permanent executive body] on the results achieved by the employee during the test period, and give a reasoned conclusion: "passed the test" or "did not pass the test".

Information and documents on the result of the employee passing the test are submitted to the [name of the position of the head of the permanent executive body] for consideration, which decides on the employee's further work or on the termination of the employment contract with this employee on the grounds provided for by the Labor Code of the Russian Federation, and gives appropriate instructions regarding registration of dismissal to the personnel department.

Regulations on the procedure for passing the test when applying for a job

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on the procedure for passing the test when applying for a job

1. GENERAL PROVISIONS

1.1. The purpose of the hiring test is to verify the employee's compliance with the assigned activities directly in the working environment.

1.2. The test period cannot exceed more than three months.

1.3. The duration of the probationary period is indicated in the employment order and in the employment contract. The absence of a test condition in the employment contract means that the employee was accepted without a test (Article 70 of the Labor Code of the Russian Federation).

1.4. The trial period does not include the period of temporary disability and other periods when the employee was absent from work for a good reason (Article 70 of the Labor Code of the Russian Federation).

2. ORDER OF PASSING THE TEST

2.1. When applying for a job, an employee of the personnel department acquaints a new employee with internal regulatory documents against receipt.

2.2. The personnel department develops an employee adaptation program within two days from the date of his enrollment and, within three days from the date of enrollment, acquaints the employee with it against signature.

2.3. Within a month from the day the employee is hired, the personnel department organizes compulsory primary training for him for a period of no more than 3 days (a course of lectures).

2.4. The immediate supervisor introduces the new employee to the Regulations on the unit and the corresponding job description.

2.5. The employee signs the job description: the signature certifies that he has read the job description, agrees and is ready to perform the listed functional duties.

2.6. The job description signed by the employee is transferred to the HR department and filed in a special folder.

2.7. The immediate manager appoints a curator (an employee of the unit who has worked at the enterprise for at least 1 year), who introduces the new employee to corporate standards.

2.8. The immediate supervisor, together with the newly hired employee (within the first week after enrollment), draw up a work plan for the test period; the plan includes the name of the work, the deadline for their completion and the specific result that the employee must achieve.

2.9. Work plan again hired worker approved by the immediate supervisor, agreed with the head of the personnel department and signed by the employee, after which it is transferred to the personnel department.

2.10. Two weeks before the end of the probationary period, the immediate supervisor and the employee discuss the compliance of the goals (work plan) with the specific results achieved.

2.11. The immediate supervisor writes an analytical note on the results achieved by the employee during the test period, and gives a conclusion "passed the test" or "did not pass the test".

2.12. The conclusion on the passage of the probationary period and recommendations are sent to the head of the personnel department no later than a week before the end of the employee's trial.

3. TEST RESULT

3.1. If the test result is unsatisfactory, the employee is dismissed with remuneration for the time actually worked and with the wording "as having failed the test" (Article 71 of the Labor Code of the Russian Federation).

3.2. If, during the trial period, the employee comes to the conclusion that the job offered to him is not suitable for him, then he has the right to terminate the employment contract at his own request, notifying the employer about this in writing three days in advance (Article 71 of the Labor Code of the Russian Federation).

3.3. If the test period has expired, and the employee continues to work, he is considered to have passed the test. Subsequent termination of the employment contract is allowed only on a general basis (Article 71 of the Labor Code of the Russian Federation).

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1. GENERAL PROVISIONS .

1.1. The probationary period is the last stage in assessing the professional suitability of a candidate for a vacant position.

1.2. The purpose of the probationary period is to check the compliance of the specialist with the activities entrusted to him directly in the working environment.

1.3. The probationary period has a duration of no more than three months.

1.4. The duration of the probationary period is indicated in the employment contract and in the order for employment (Articles 68, 70 of the Labor Code of the Russian Federation).

1.5. The probationary period does not include the period of temporary disability and other periods when the employee was absent from work for valid reasons (Article 70 of the Labor Code of the Russian Federation).

1.6. The probationary period may be reduced to a duration of at least 1 month. The reason for the reduction of the probationary period is the decision of the Rector (or First Vice-Rector) of the university, confirmed by satisfactory test results.

1.7. In case of an unsatisfactory test result, the employee is dismissed on the initiative of the university administration without agreement with the trade union body and without payment of severance pay, with the wording “as having failed the test” (Article 71 of the Labor Code of the Russian Federation).

1.8. If the probationary period has expired, and the employee continues to work, he is considered to have passed the probation. Subsequent termination of the employment contract is made only on a general basis (Article 71 of the Labor Code of the Russian Federation).

2. PROCEDURE FOR PASSING THE TEST PERIOD.

2.1. On the first day after a newly hired employee leaves for work, the immediate supervisor:

2.1.1. Conducts a conversation informational character about conditions professional activity(Appendix 3);

2.1.2. Introduces the new employee to the job description. The employee certifies with his signature that he is familiar with the job description, agrees to perform the functional duties listed in it. The job description is issued to the employee. The copy signed by the employee remains with the immediate superior;

2.1.3. Introduces the employee to the Regulations on the subdivision and other local acts regulating the activities of the subdivision and the activities of the employee.

2.1.4. Appoints a curator - an employee of the unit who has worked in this position for at least six months or the most qualified employee of the unit, and in the absence of such - the supervisor is assigned to the immediate superior or the head of the unit;

2.1.5. If a probationary period is established for an employee hired as a head of a structural unit or a vice-rector, then the curator may be the most skilled worker of this subdivision or another superior leader, immediate superior and the head of the subdivision - the dean of the faculty, the vice-rector by affiliation, or the rector of the university.

2.2. Organization of the trial period.

2.2.1. The probationary period may take place in one (if, upon successful work during the first month of the probationary period, the last one was reduced to 1 month) or two stages (if the probationary period was not reduced).

2.2.2. The immediate supervisor with a new employee, within the first three days after going to work, draw up a work plan according to the job description for the first month of the probationary period (Appendix 1). The work plan of a new employee is approved by the head of the department, signed by the employee and agreed with the vice-rector for affiliation (rector or chief accountant). The employee and immediate supervisor should have a plan.

2.2.3. Three days before the end of the first month of the probationary period, the direct supervisor, supervisor and employee discuss the compliance of specific achieved results with the set goals (work plan).

2.2.4. Not later than one day before the end of the first month of the probationary period, the immediate supervisor draws up an information and analytical note on the results achieved by the employee (Appendix 2) for the first month of the probationary period and gives the conclusion "passed the tests and you can reduce the probationary period to 1 month" or "The tests have not passed, the probationary period shall remain the same." If the probationary period does not exceed one month, then the conclusion "the test passed" or "the test did not pass" is given. The conclusion is coordinated with the head of the unit and the vice-rector for affiliation (rector or chief accountant) and transmitted to the personnel department for further work.

2.2.5. If the probationary period has not been reduced to 1 month, then at the beginning of the next stage, an employee's work plan is also drawn up for the remaining period in accordance with clause 2.2.2. of this provision. Not later than 7 days before the end of the probationary period, the direct supervisor, the supervisor and the employee discuss the compliance of the specific results achieved with the work plan. The immediate supervisor draws up an information and analytical note on the results achieved by the employee for the next stage of passing the test, and gives the conclusion “passed the test” or “did not pass the test”. The conclusion is agreed with the head of the unit and the vice-rector for affiliation and is transferred to the personnel department for further work no later than 5 days before the end of the probationary period.

2.2.6. The originals of plans for passing the probationary period and information and analytical notes are transferred to the personnel department and stored in the employee's personal file.

1. Appendix 1. "Work plan of the employee for the trial period."

2. Appendix 2. "Information and analytical note on the results of the trial period."

3. Appendix 3. "Matrix for determining the levels functional responsibilities».

4. Appendix 4. "Scheme of an interview with an employee at the time of going to work."

First Vice-Rector __________________________

Head of Human Resources Department ______________________

Chairman of the trade union committee of employees _______________

Vice-Rector Head of Division

Work plan of the employee during the probationary period

for the first month, for the subsequent period ( delete unnecessary )

FULL NAME. ______________________________________________________________

Date of return to work _________________________________________________

Date of the end of the probationary period ___________________________________

FULL NAME. curator, position ____________________________________________

completion time

evaluation of work performed

direct supervisor's signature

The employee is familiar with the work plan ______________ ____________________

(signature) (decryption of signature)

Appendix 2

Information and analytical note on the results of the probationary period

FULL NAME. _________________________________________________________________________

Date of entry to work ____________________________________________________________

Date of the end of the probationary period ______________________________________________

FULL NAME. curator, position _______________________________________________________

1. Assessment of the level of functional responsibilities

assessment of manifestation in activities of a set level

Complexity of the work process

Degree of responsibility for making decisions within functional responsibilities

The degree of independence in the performance of official duties

* See Appendix 3 "Matrix of allocation of levels of functional responsibilities"

2. Assessment of the quality of the work performed according to the work plan for the trial period.

The number of works performed on:

3. The main tendency of the performed activity:

4. Conclusion: ____________________________________________________________________

5. Conclusion (tick):

Passed probationary period

The trial period is extended

Did not pass the probationary period

Curator _________________ ___________________________________________

divisions ____________ ___________________________________________

(signature) (decryption of signature, position)

Vice-rector _______________ __________________________________________

Appendix 4

Scheme of an interview with an employee at the time of going to work

Terms: the first three days after going to work. Form: interview.

Objective: to form, during the interview, involvement in the university, to connect the individual values of the new employee with the goals of the university, to explain working standards, traditions, norms of communication and interactions between departments.

1. Adaptation to organizational culture University:

University profile;

The procedure for contacting the head, a list of decision-makers;

Acquaintance with the promising goals of the university, with tactical goals, with the principles of the university;

The place of the employee and his role (role of activity) for the university: importance, necessity, expectations.

2. Introduction of the employee to the position:

The status of his position;

List of functional responsibilities by position (familiarity with the job description);

Working conditions at the workplace, work schedule and rhythm;

Operating procedure and rules for handling office equipment and telephones;

Documentation regulating the activities of the employee (job descriptions for the operation of equipment, passport of the workplace, etc.);

Standards of interaction between departments;

Rules of conduct and appearance at the university and division.

3. Orientation to perspectives:

Acquaintance with the incentive system adopted at the university;

Prospects in this position (material, status, professional).

4. Introduction to the team:

A story about the team, its traditions;

Place and role of the department at the university;

Basic principles of behavior, values of the team;

Acquaintance with each employee: a story about everyone's activities, about successes, achievements (an opportunity to learn, ask for help);

The way of communication within the team and with other departments;

A story about the units associated with this activity (their role in solving common problems, location, nature of the team, etc.).

Functional Responsibility Leveling Matrix

Options

Complexity of the work process

Simple actions. Functions of the same type, regulated by detailed instructions

Repeatability. Simple planning, organization of the process to achieve short-term goals

Patterns. Organization, planning and prioritization of their function within the unit

Variability. Interfacing homogeneous functions within your unit, coordinating work with related sectors of activity

Responsiveness. Integration of various functions within the direction and coordination of work with related areas and departments

Informal izovannost. Integration of a wide variety of functions and coordination of work in all areas of the university's activities

The degree of responsibility for making decisions within the functionality. responsibilities

Absolutely routine. No responsibility

Routine. Responsibility for one-time decision making under general guidance

Standardized. Making decisions when performing regular functions at a certain time within the unit

Well defined. Responsibility for making decisions within the framework of functional tasks in the areas of activity of the organization

Defined in general view... Administrative and financial responsibility for making decisions within the framework of functional tasks in the areas of activity of the organization

Abstractly defined. Full administrative and financial responsibility for decision making

The degree of independence in the performance of official duties

Within tight limits. No need to make independent decisions

Under the direction of. Standard solutions are taken from a given set within the prescribed instructions

Within the framework of the regulations. Optimal decisions are made within the prescribed functional procedures

For a given direction. Preparation of decisions within the framework of functional responsibilities and its coordination with the immediate supervisor in a given general direction

Within the orientation. Making decisions aimed at implementing the business goals of the unit, within the framework of the chosen strategy of the university

Within the framework of orientation, only a general direction. Making decisions aimed at implementing the strategic goals of the organization that are critical for the institutions of power

Indirect influence. No direct subordinates, one-time coordination of the work of other employees within the framework of the task

Very narrow. The presence of subordinates. One-time coordination of work. Supervisor of a group of people

Average. Managing a group of people to regularly fulfill a set goal.

Wide. Team management: influence, motivation and leadership as necessary characteristics of the performed function. The need for vertical control channels and the sufficiency of horizontal channels

Very wide. Significant experience in management, criticality of vertical management channels; influence, motivation and leadership

Minimum. Communication at the level of social norms of communication

Narrow. The basic level of internal communications required to perform functions and tasks

Monotonous. The need for internal communications, processing and analysis of the information received as part of functional responsibilities

Diverse. The need for internal and external communications. Processing and analysis of the received information as part of functional duties

Wide. The need for internal and external communications. Analysis of the information received in order to develop an organizational solution

Extensive. Highly effective communication to achieve strategic business goals

What does the regulation on the procedure for passing the probationary period say and what are the actions of the employer after it ends?

For the final decision on admission to the main staff of an employee, he is issued to work for a trial period.

It was at this time new employee can prove himself, and the employer can evaluate his professional qualities.

In this article, we will talk in detail about what happens if a person is on probation.

Regulations on the procedure for passing the probationary period

The passage of the probationary period is fixed in Article 70 of the Labor Code.

In accordance with this clause, the new employee has all rights during the trial.

At many enterprises that have existed for a single year, there is a Regulation on the procedure for passing the verification period.

A position is an action algorithm for the subject. This document contains the following sections:

general provisions, which include the definition of the probationary period, its purpose, duration, the possibility of early dismissal in accordance with Article 71 of the Labor Code, further actions after its end.
Probationary period procedure. It specifies what the subject should do on the first working day. His acquaintance with the job description, the workplace. A curator is appointed who will help the new employee during the check. If the subject is a leader, then his acquaintance with subordinates occurs.

It is impossible to involve already hired and working employees in the audit. To understand how to pass the probationary period at work, you need to have a clear idea of what stages it consists of. More on this later in the article.

Probationary work plan

In order not to waste the time of the employee and the employer in vain, an individual test plan is drawn up for the subject.

Also, a curator is assigned to the new employee, who helps in adaptation to a new place and advises the subject on questions arising from him related to the new position.

A work plan for a trial period is drawn up individually for each test subject. It is developed by an experienced employee who knows the intricacies of this profession together with the manager of the new employee.

A plan is drawn up first for the first month of the audit.

If further verification is required, a plan is drawn up for the remainder of the trial period.

The plan includes the following items:

full name of the employee, department and position;
test period;
full name of the curator, department and position;
list of assigned tasks, time of completion, planned result, actual result, curator's remarks.

The employee must be familiar with the plan and tasks for the trial period.

A plan for a trial period, if it is correctly drawn up, helps during the check to see how effectively the work is being done by the subjects, as well as to the employee himself to understand whether he is suitable for a new place of work, or is it worth finding another.

The tasks included in the plan during the trial period must correspond to the responsibilities recorded in the job description. Tasks should be such that it is easy to give an objective assessment of the activity, a clear criterion for its implementation.

For example, for a clerk, the speed of processing documents is 200 pieces per day with an error margin of 1%, for a sales manager - the conclusion of a deal, the result of which will be the receipt of an advance payment on it.

The photo below shows the form of the document:

Below you can see an example of a work plan for the trial period:

Adaptation period

How quickly the newcomer adapts will determine his success in the new position.

The main goal of adaptation is to identify the ability of the subject for independent productive work. During the first month, observe how the beginner learns new material, in subsequent periods - how he applies the acquired knowledge in the process of work.

Progress report

At any time of the probationary period, the employer can terminate the contract with the new employee under Article 71 of the Labor Code due to his unsatisfactory work.

With a positive assessment, the trial period ends at the moment that was recorded in the employment contract, or it can be completed earlier than the scheduled time at the discretion of the manager.

So, the end of the probationary period has arrived, the actions of the employer are further, what are they? At the end of the probationary period, certification is carried out in order to determine how much new employee copes with the work, how he fits into the team.

Certification at the end of the probationary period will make it possible to make a decision:

on further continuation of work;
on termination of the contract at the initiative of the employer or employee. Moreover, the termination of the contract takes place within three days in accordance with Article 71 of the Labor Code.

The report on the passage of the probationary period is generated several weeks before the end of the verification period.

The results of the trial period are evaluated according to the following criteria:

the quality of the work performed;
the level of professional training;
ability to work together;
independence when performing tasks;
the ability to bring work to the final result.

Based on this report and personal observations, the boss of the new employee draws up a testimonial for him for a trial period.

It should summarize the results of the activities during the audit period. The employee must be familiarized with the conclusion after passing the probationary period.

This must be done if the test subject fails the test and will be fired.

All documents are attached to personal matter employee.

In the photo below you can see the completed sample of the conclusion:

after the expiration of the probationary period and, if the probationary period has been passed, no additional order no need to publish.

The employee continues to work in this enterprise.

Issuance of a dismissal order due to unsatisfactory work during the probationary period.

The order must be issued without fail before the end of the check. If such an order has not been received, then the employee can consider himself accepted for a permanent position.

It is also the period when the employer can, based on the results of the audit, evaluate the tested employee and make the correct final decision. Well, now you know what to do when the trial period ends.

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