by specialty: Human Resources Management
by section of the curriculum: Assessment of professional, business and personal qualities personnel.
Full name methodologist __________________________________
Option 3.
Personnel assessment methods.
Plan:
1. Classification of personnel assessment methods.
2. Qualimetric approach to personnel assessment, assessment technology.
3. Expert assessment. Degree of reliability of expert opinion.
4. Self-esteem.
5. Professionally psychological tests, questionnaires, interviews, study of written sources.
6. Domestic and foreign assessment experience.
The problem of people management is becoming more and more pressing, since ultimately the competitiveness of products, their low cost and high quality With all the energy available in production, it is the highly productive, high-quality work of workers of all categories that decides. To organize such work, it is necessary to find exactly the tool that will allow you to tie goals and results into one inextricable knot in order to practically implement powerful goal-oriented motivation for the work of personnel - managers, specialists, workers. Such a tool is assessment labor activity, which, according to Western scientists and practitioners, is “not some additional measure, but the main link in personnel management.” Evaluation of a person, his activities, and his successes by the team is the most important incentive for work activity.
One of the main functions of personnel services at enterprises and institutions is to assist the administration in determining the business and moral qualities of workers with a view to their full mobilization in production and in the service sector. World practice has developed four main mechanisms for personnel assessment: remuneration, career, certification, individual competition. Personnel evaluation systems vary greatly in complexity. Arbitrary assessments by management are being replaced by a more balanced and comprehensive assessment of employees based on the results of interviews and their working documents. In the book “The Art of Managing,” B. Galambo analyzes two approaches to employee evaluation. The first is based on the tasks and requirements of scientific production management, focusing on personnel assessment using detailed description official duties, which, in the opinion of the administration, makes it possible to evaluate the results achieved in an objective manner. Moreover, if two employees give an assessment at the same time, then they must come to the same conclusion. An interview is not mandatory for this assessment. In practice, this approach reveals limited opportunities due to subjectivity. The second approach is based on the concept of “human relations”, following the assumption that “ happy man- a productive worker.” In this case, interviews play decisive role, as they allow you to get to know the employee better, identify the difficulties he faces, and outline ways to eliminate them. But this approach reveals the inability of some managers to successfully conduct a conversation, so many bosses resort to the advice of specialists. In general, these two approaches complement each other.
IN work collective For the most objective assessment of behavior, it is advisable to use three types of assessment, differing in the number of indicators and the complexity of the analysis methods used. The simplest - quarterly, express assessment - is based on a minimum of indicators, a simple and accessible calculation system, and is used most of all for remuneration and summing up the results of individual competition. More complex look assessments - a comprehensive annual assessment, includes all indicators characterizing the type of behavior and relative simple ways their calculation. This assessment should be used to summarize the results of the annual individual competition and establish annual salary increments. The last, most complex and detailed type of assessment is an analytical assessment, which includes up to several dozen indicators and involves the widespread involvement of experts and the entire necessary set of economic and mathematical data processing methods. This assessment should be carried out once every 2-3 years, accompanied by the employee moving up (down) the job ladder or increasing (decreasing) the salary depending on the results of the assessment.
Unlike civilized market-oriented countries, we do not have traditions of universal objective assessment of personnel. Used in Western countries personnel assessment systems and methods have various names: annual personnel certification, performance assessment, assessment based on achievement of set goals, etc. Theoretically, all these systems include the following elements: assessment of achieved results, annual interviews, consideration of annual results of work and professional training, certification for the year, determination of goals (tasks) and evaluation of the results obtained, management of the choice of goals, etc. Common to these personnel assessment systems is the need for periodic conversations between managers and subordinates. In this case, the interview should cover three main topics:
· determination (selection) of goals in the form individual plan work with subsequent control;
· professional adaptation of the employee in the workplace or mastery of the assigned task;
· the needs and prospects for professional growth of an employee, sometimes outside of his workplace.
Despite the shortcomings, employee evaluation depending on the achievement of set goals is effective method checks and allows you to better plan the organization’s activities. IN recent years New methods of personnel selection and assessment using scientific and technical methods are becoming widespread. These include psychological tests, graphology, “life scenario”, special questionnaires, study brain activity using a computer, etc. As a rule, tests are divided into three groups:
· psychomotor, the purpose of which is to analyze reflexes and dexterity;
· intellectual, through which the abilities for abstract thinking, analysis, determination of the essence of the problem, etc. are determined;
· personal, revealing the main character traits.
Adjacent to the psychological method is the graphological method of determining a person’s abilities by the nature of his handwriting. Analysis of handwriting and writing style allows us to determine the degree of intelligence, sociability and willpower of an employee. Graphological method in lately often used when hiring labor.
Assessment using a “life scenario”, i.e. through information about work history And family life collected during a conversation with a specially trained personnel service employee, is based on the fact that the “scenario” is a life plan predetermined by the genes of the parents, which received their support and was justified in the course of life events. This technique is auxiliary and cannot replace traditional assessment methods frames based on documents and in-depth interviews.
The method of assessing the professional suitability of workers through socio-biographical analysis has also become widespread. It is based on the idea that individuals with similar backgrounds achieve identical results when performing identical tasks under identical conditions. Assessing an individual's potential capabilities consists of determining maximum results achieved by him in the most favorable conditions and in appropriate areas. Based on it, one can predict his development abilities. The manager receives the necessary autobiographical data, as well as information about communication skills, social and family roots, and mode of action during a conversation with the candidate. Regardless of the purpose of the assessment, the conversation is based on asking precise questions and analyzing the answers. Socio-biographical analysis allows not only to comprehensively and quickly study a person, but also to predict the results of his activities in various fields, determine the conditions for more fruitful work, the way to respond to the environment, assess the ability to acquire and use knowledge.
The modern methodological approach to assessing the complexity of the work of specialists of various functional categories is based on a qualimetric basis. This means that any complex phenomenon is decomposed into its main constituent factors (parts). Each of these factors has its own weight (or importance), expressed in shares of the whole in such a way that the sum of the shares is always equal to this whole. In this case, the number of factors does not matter - only the moment of their sum is important, which is always equal to the whole. The most convenient situation is when the whole is taken as a unit, and the added factors are expressed in fractions of a unit. The weight of each factor in fractions of one in socio-mathematical models is determined, as a rule, by experts using social method pairwise comparison. To decompose the complexity of labor into its component parts, the content of the work performed is analyzed and common factors are identified that are, to one degree or another, inherent in any type of work activity:
| Work complexity factors | Weight of factors | Criteria for assessing factors | Significance of criteria |
| 1. Degree of creativity | 0.30 | Labor: -creative -formal-logical -technical | 1.0 0.6 0.2 |
| 2. Degree of novelty | 0.25 | Work: -newly started -irregularly repeated -regularly, repeated within a quarter | 1.0 0.5 0.2 |
| 3. Degree of independence of execution | 0.20 | Performing work: - completely independently - under the general guidance of the chief or in accordance with instructions - under the direct supervision of the chief | 1.0 0.6 0.2 |
| 4. Degree of responsibility (through management scale) | 0.15 | Responsible: - for the team - for the work of the group (2 or more) - only for himself | 1.0 0.6 0.3 |
| 5. Degree of specialization | 0.10 | Work: - heterogeneous across the entire range of tasks of the unit - heterogeneous across individual sections of a certain area - homogeneous, highly specialized | 1.0 0.6 0.1 |
| Etc. | 1.00 |
An analysis of labor complexity factors and their criteria shows that their content is not universal and is not suitable for all categories of workers - managers, specialists, workers. Therefore, today a search is underway for a universal model for assessing the complexity of the work of workers in vocational professions, regardless of the sphere of labor - mental or physical.
An employer cares about both the personal and business qualities of an employee. Which abilities are more important? How to treat negative traits? Each profession has its own characteristics. About how to do right choice and how to evaluate a future employee, we will tell you in our article.
Business and personal qualities
Business qualities employee is his ability to perform certain job duties. The most important of them are the level of education and work experience. When choosing an employee, focus on the benefits he can bring to your company.
Personal qualities characterize an employee as a person. They become important when applicants for one position have the same level of business qualities. Personal qualities characterize an employee’s attitude towards work. Focus on independence: he should not do your work, but must cope with his own to the fullest.
| Business qualities | Personal qualities |
| Education level | Accuracy |
| Specialty, qualification | Activity |
| Work experience, positions held | Ambition |
| Labor productivity | Non-conflict |
| Analytical skills | Fast response |
| Quick adaptation to new information systems | Politeness |
| Fast learner | Attentiveness |
| Attention to detail | Discipline |
| Flexibility of thinking | Initiative |
| Willingness to work overtime | Performance |
| Literacy | Communication skills |
| Mathematical mind | Maximalism |
| Customer interaction skills | Perseverance |
| Skills business communication | Resourcefulness |
| Planning skills | Charm |
| Report preparation skills | Organization |
| Oratory skills | Responsible approach to work |
| Organizational skills | Decency |
| Enterprise | Devotion |
| Professional Integrity | Integrity |
| Scrupulousness | Punctuality |
| Ability to handle multiple projects simultaneously | Determination |
| Ability to make quick decisions | Self-control |
| Ability to work with large amounts of information | Self-criticism |
| Strategic Thinking | Independence |
| Striving for self-improvement | Modesty |
| Creative thinking | Stress resistance |
| Ability to negotiate/business correspondence | Tact |
| Ability to negotiate | Patience |
| Ability to express thoughts | Demandingness |
| Ability to find common language | Hard work |
| Ability to teach | Self Confidence |
| Ability to work in a team | Equilibrium |
| Ability to put people at ease | Determination |
| Ability to persuade | Honesty |
| Good appearance | Energy |
| Good diction | Enthusiasm |
| Good physical shape | Ethical |
Choice of qualities
If more than 5 characteristics are included in the resume, this is a signal that the applicant is not able to make an intelligent choice. Moreover, the standard “responsibility” and “punctuality” have become banal, so if possible, ask what these mean general concepts. A striking example: The phrase “high performance” may mean “ability to work with a lot of information,” when you were expecting “willingness to work long hours.”
Such general concepts as “motivation to work”, “professionalism”, “self-control” can be explained by the applicant in other expressions, more specifically and meaningfully. Pay attention to incompatible qualities. To make sure that the applicant is honest, you can ask him to illustrate the characteristics he specified with examples.
Negative qualities of an employee
Sometimes job applicants also include them in their resume. In particular such as:
- Hyperactivity.
- Excessive emotionality.
- Greed.
- Vengefulness.
- Impudence.
- Inability to lie.
- Inability to work in a team.
- Restlessness.
- Touchiness.
- Lack of work experience/education.
- Lack of a sense of humor.
- Bad habits.
- Addiction to gossip.
- Straightforwardness.
- Self-confidence.
- Modesty.
- Poor communication skills.
- The desire to create conflict.
The applicant included in the resume negative qualities, maybe honest, or maybe reckless. Such an act does not justify itself, but if you want to know possible problems with this applicant, ask him to list his negative qualities. Be prepared to give the person the opportunity to rehabilitate himself and present negative qualities in a favorable light. For example, restlessness indicates easy adaptation and quick switching from one task to another, and straightforwardness indicates the benefits that it can bring when concluding a deal.
Be prepared to give the person the opportunity to rehabilitate himself and present negative qualities in a favorable light.
Qualities for different professions
Certain professional qualities are needed in almost all types of activities. You can make it easier for applicants and at the same time narrow their circle by entering information about required characteristics in a job advertisement. For an employee in the field of promotion or entertainment, the main qualities are communication skills, the ability to work in a team, and to win people over. The list of winning qualities will also include: charm, self-confidence, energy. In the field of trade list best qualities will look like this: flexibility of thinking, skills of interaction with clients, ability to negotiate, work in a team, as well as quick response, politeness, perseverance, activity.
A leader in any field must have such professional qualities as organizational skills, the ability to find a common language and work in a team, resourcefulness, lack of conflict, charm and the ability to teach. Equally important are the ability to make quick decisions, self-confidence, attentiveness and balance.
The strengths of an employee who works with a large amount of data (an accountant or a system administrator): attention to detail, accuracy, quick learning, attentiveness, organization and, of course, the ability to work with a large amount of information.
The characteristics of a secretary include a variety of positive qualities: skills of interaction with clients, business communication, literacy, ability to negotiate and business correspondence, ability to deal with several things at the same time. Also pay attention to good external characteristics, attentiveness, tact and balance, and diligence. Responsibility, attentiveness and stress resistance are useful in any profession. But the applicant, adding such qualities to his resume, does not always take them seriously.
Responsibility, attentiveness and stress resistance are useful in any profession. But the applicant, adding such qualities to his resume, does not always take them seriously.
Assessment of employee professional qualities
To avoid wasting time and money testing new employees, companies sometimes evaluate them before hiring. There are even special personnel assessment centers created for this purpose. A list of assessment methods for those who prefer to do it themselves:
- Letters of recommendation.
- Tests. This includes regular tests aptitude and aptitude tests, as well as personality and biographical tests.
- An exam on the knowledge and skills of an employee.
- Role play or cases.
Role-playing will help you find out in practice whether the applicant is suitable for you. Simulate an everyday situation for his position and see how he copes. For example, evaluate his customer interaction skills. Let the buyer be your competent employee or yourself, and the applicant will show what he is capable of. You can set a goal for him to achieve during the game, or simply observe his working style. This method will tell you much more about the applicant than the “Personal Qualities” column on a resume.
When deciding on evaluation criteria, you can base your assessment on business qualities: punctuality, potential quantity and quality of work performed, experience and education, skills, etc. For greater efficiency, focus on the qualities required for the position for which the candidate being assessed is applying. To be confident in an employee, consider his personal qualities. You can conduct an assessment yourself in the form of a ranking of candidates, placing + and – according to certain criteria, distributing them by level or awarding points. Avoid assessment pitfalls such as bias or stereotyping, or placing too much weight on one criterion.
It is important for every manager and business owner to have an objective idea of the professionalism of their staff. Let's figure out how to get the most complete and truthful picture.
Objectives
A motivated assessment of professional and personal qualities, an example of which will be discussed further in this article, is necessary in order to assess the contribution of each employee to the overall performance result and correct the “weak link” in the competencies of a particular employee.
If management has a clear understanding of the level of training of each team member, then it can competently form a personnel reserve for leadership positions, offer individual employees horizontal growth and development, or exclude outsiders.
Motivated assessment of professional and personal qualities is an important tool for employee management. With its help, you can create the necessary microenvironment, adjust the behavior of team members and bring it into line with corporate standards.
Specifics of the assessment
The very phrase “motivated assessment of professional and personal qualities,” an example of which is difficult to imagine in the form of one universal document, suggests that it is necessary to use several methods of analysis. For example, based on the results of a “360 degree” assessment, we find that employees consider their colleague uncommunicative and closed, but he sees himself as sociable and interaction-oriented, we can assume that:
- the person being assessed is an outsider and distorts information about himself;
- he feels uncomfortable in this particular group (mismatch professional interests, values).
Consequently, the more assessment methods are used, the more objective the result will be.
Assessment methods
1. Biographical: is a collection of information about an employee by work book, educational documents.
2. Interview: can be conducted with both hiring and existing employees. This method allows you to identify an employee’s attitude to any situation, understand his current motivation, general mood, and determine the range of issues that concern him.
3. Test: a fairly accurate way to determine professional skills, personal characteristics, values.
4. Questionnaire: the employee is asked to fill out a questionnaire on a certain topic. The peculiarity of this method is that it can contain questions of a descriptive nature and involve the choice of clearly defined answer options. Further, employee profiles can be analyzed according to specified criteria and compared with each other.
5. Descriptive method: the evaluator is faced with the task of identifying and revealing the strengths and weaknesses employee. Typically, this assessment is carried out by the manager.
6. Observation: it is usually used by the immediate supervisor, both involuntarily and purposefully, both in informal and in work settings. Next, this method will be synthesized with the descriptive one.
7. “360 degrees”: involves assessing an employee by those with whom he communicates. Feedback is required to be given by the manager and colleagues. Middle managers can be evaluated by their subordinates. As a rule, this method is combined with criteria-based assessment.
8. Ranking: this method very simple to perform and process. Each employee fills out an assessment sheet, where he evaluates the degree of expression of a particular quality in a colleague.
9. Comparison in pairs: for this, they take employees of the same position and compare them with each other. Next, an assessment is carried out and it is determined who was the best how many times. The criteria must be clearly defined.
10. Comparison with a sample: can be carried out according to a specific list of tasks compiled on the basis job description. Each quality is assigned a specific rating. As a rule, a 5-point scale is used, where: 5 - highly expressed, 1 - low expressed.
11. Incident method: based on comparison of employee misconduct and achievements. For more effective results, it should be used in conjunction with ranking.
12. Analysis of the quality of execution: assessed based on a comparison of the results obtained with the planned ones. This method has something in common with method 11, only here the object of evaluation will not be behavior, but the result of the activity.
13. involves the formation of a group of independent appraisers who create profiles of an ideal and actual employee.
The listed methods allow you to obtain a motivated assessment of professional and personal qualities. Examples of positions will be discussed below.
How to get an objective picture
There are many assessment methods that allow you to understand what the professional level of an employee is and what the specifics of his personality are. All methods of analysis complement each other. Only their combination makes it possible to obtain a motivated assessment of the professional and personal qualities of an employee. Of course, it is impossible to use all of them, but to obtain an objective picture it is advisable to use at least three.
Manager: motivated assessment of professional and personal qualities
The example that will be discussed first requires a particularly careful approach.
The peculiarity of the work of the CEO/president of the company is that the success of the goals and objectives facing him depends to a great extent on how well he manages people.
The manager must be a leader in the team, capable of leading everyone towards a common goal, while not forgetting what he carries full responsibility for the result.
The quality of management of an organization depends on how competently its leader analyzes information, gives orders, and provides feedback.
The manager must also have a certain creative potential, which is necessary to find non-standard solutions, but at the same time be organized, consistent and practical.
To evaluate a manager, you can use the ranking method, which represents polar qualities to be assessed, for example:
This assessment method is usually included in a questionnaire consisting of open- and closed-ended questions asking to describe the strengths of a person and those that need to be worked on.
Also, to obtain an objective picture, a self-assessment sheet filled out by the manager himself can be used.
For a complete understanding, the founders of the company must analyze the financial results achieved by the CEO.
Middle manager
A motivated assessment of professional and personal qualities is an example or one of the examples that an organization takes personnel management seriously. The second most important persons whose activities affect the company's results are the heads of departments. They are the ones who convey to employees the goals and mission of the organization.
The 360 degree method can be used to evaluate them.
Performers
Here you can also apply the method of self-analysis and assessment of the employee by those with whom he interacts (manager, colleagues).
A motivated assessment of the professional and personal qualities of a municipal employee may contain a “all-round” assessment of this official on such parameters as goodwill, diligence, responsibility, and attention to detail.
Conclusions
The employee certification procedure can be supplemented by a motivated assessment of professional and personal qualities. The sample report presented in the article can be adapted for any enterprise. Based on the results obtained, decisions are made to dismiss, promote an employee, or send him to advanced training courses.
Motivated review (assessment) of professional, personal qualities and results of professional performance of the person being certified_______________________________________________________________________
(name of institution)
1. Full name of the specialist –
2.Division –
3. Position to be filled –
5. Professional qualities:
5.1. Professional knowledge, abilities, skills –
A) has solid knowledge. Professional skills and abilities provide the required level of competence in solving problems of a professional nature;
B) has professional knowledge, skills and abilities to solve problems of a professional nature at a sufficient level with outside help;
C) has superficial knowledge and finds it difficult to solve professional problems independently. IN practical activities constant monitoring is required.
^ 5.2.Knowledge necessary documents regulating professional activities -
A) knows well the content of laws and regulations governing professional activities and is guided by them in practical activities;
C) knowledge of documents is superficial, allowing for cases of gross violation of the requirements of governing documents.
^5.3. Ability to accumulate and update professional experience –
A) works effectively to improve and update professional experience, effectively engages in self-education;
B) professional experience is updated as necessary;
C) professional experience accumulates slowly, results professional activities weak.
^5.4. Degree of implementation of professional experience –
A) experience meets the requirements of the position, copes with job responsibilities with good quality;
B) meets the requirements of the position, but does not always cope with the job responsibilities with the required quality;
C) professional experience is insufficient, the required quality of performance job responsibilities not yet achieved.
^ 6. Personal qualities:
6.1. Work ethics, communication style -
A) has high level culture of behavior, democratic, shows concern for subordinates, responsive, respectful towards colleagues and citizens;
B) capable of showing respect;
B) exhibits elements disrespectful attitude Citizens are characterized by stiffness and callousness.
6.2. Discipline.
A) organization and composure in practical activities - (ability to plan);
B) responsibility and diligence;
C) independence of decisions and actions.
6.3. Organizational skills.
7. Results of professional performance:
7.1. Number and list (as an appendix) of the main documents developed;
7.2. Quality of the final result: the effectiveness of the implementation of developed documents, including the impact on the supervised areas of the industry.
Head of department signature transcript, date
Characteristics of a state civil (municipal) employee
Characteristic
state civil (municipal) employee
1. Full name state civil (municipal) employee.
2. The position being filled at the time of the competition and the date of appointment to this position.
3. Main job responsibilities.
4. Motivated assessment of the results of the professional activities of a state civil (municipal) employee: the quality of preparation of documents and execution of instructions, etc.
5. Motivated assessment of the professional and personal qualities of a state civil (municipal) employee (ownership information technology, knowledge of regulatory legal documents, etc. organizational, analytical and other abilities, creative approach to work, initiative, etc. are assessed).
6. Information about incentives and penalties.
Date _______________/_____________________
(signature) (signature decryption)
Home Sample characteristics Sample characteristics for a municipal employee
Revocation of residence permit, extradition check. An extradition check was carried out against me and I was issued. All news
Transfer of labor pension to the Russian Federation, disability pension We, 2 pensioners, acquired disability, each worked for more than 40 years, I am in the ranks. All news
There is a difference between receiving a characterization and making one. They always asked to present a reference from the previous place. During the time of the USSR, the recommendation of the guarantor was replaced by the usual characteristic. All news
Sample characteristics for a municipal employee
When you had to choose a job, or had the opportunity to take a valuable position. IN Soviet times the letter of recommendation was replaced by a regular reference. Now characteristics have again begun to be called letters of recommendation. It’s one thing to receive a description, another to write one. Usually it was necessary to go to the personnel officer with a reference. Here is an example that will help save time for printing a decent document. Increasingly, the capitalist concept of a letter of recommendation has come into business use. Many people have had to deal with such a term as characteristic.
Standard review form. Perm municipal district of Perm region
Standard feedback form
FEEDBACK on the performance of official duties by a municipal employee subject to certification during the certification period
1. Last name, first name, patronymic Ivanova Marina Vasilievna. 2. Year, day and month of birth January 1, 1970 3. Information about professional education, availability of an academic degree, academic title: higher education, Perm state university, 1998, specialty jurisprudence, qualification lawyer . (when and what educational institution graduated, specialty and educational qualifications, academic degree, academic title) 4. Information on professional retraining: took advanced training courses in 2006 Ural Academy civil service, Organizational, control and personnel work in local governments, 72 hours.(graduated from educational institution, graduation date, name educational program) 5. The position to be filled in the municipal service and the date of appointment to this position: n head of department organizational work administration of the municipal district since January 15, 2005. 6. Experience in municipal service and work in the specialty: 15 l 9 m 7. Total work experience 18 l 05 m 8. Qualification category advisor municipality Perm region 1st class 04/18/2008 9. List of main issues (documents) in the solution (development) of which the municipal employee took part:
During the reporting period (________), the department developed _____ regulatory legal acts, _____ methodological recommendations. Organized and conducted ____ (inspection events, seminars, etc.)
10. Motivated assessment of professional, personal qualities and results of professional work of a municipal employee.
Has a comprehensive level of knowledge of the basics of public administration and local self-government, municipal service, and has a holistic understanding of their system. The department can provide comprehensive information on many issues related to the implementation of the main activities of the department.
Professional activities are focused on results - timely, efficient and high quality performance of tasks by department employees.
Possesses strategic thinking, the ability to work through specifics to identify key problems and develop practical solutions. Able to navigate areas adjacent to his main activity.
Has the ability to effectively find resources, including mobilizing other people to solve large-scale problems, which was most clearly demonstrated in organizing the work of the Anti-Corruption Coordination Council in the municipal district.
Has a clear professional development program. Focused on transferring one’s own knowledge, skills and abilities: during 2010, 4 training seminars were held for employees of the district administration on topical issues of local government, combating corruption in the municipal service, and holding elections.
Shows high efficiency and the ability to behave calmly and adequately in any situations, including stressful (conflict) ones. Possesses negotiation skills, the ability to convince one’s point of view and listen to the opinions of others.
She is able to see in the mistakes of her subordinates, first of all, her personal mistakes as a leader. The initiative of subordinates (including other heads of departments) is strongly welcomed, which was manifested in the organization of a meeting with the heads of rural settlements on the implementation of administrative reform.
There are no facts of violation of prohibitions and non-compliance with restrictions related to municipal service.
Pay attention to the most rational and effective distribution of assignments between department employees
Strengthen control over work with applications and appeals from citizens.
Deputy head of municipal district administration,
20 _g ____________________
I have read the review
20__g ________________
Characteristics for a civil servant example - downloading is allowed.
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This is what follows his example. Very often you have to write characteristics and introductions for employees. What characteristic of a civil servant is an example is almost physical. Characteristics for a civil servant example - file rating: 30. Characteristics for a civil servant sample - download the archive from our file server. Organizational and economic characteristics of the inspection of the Federal Tax Service of the Russian Federation. We'll have to dump such a huge characteristic directly into the answers, or something. Sample text positive characteristics employee to move up the career ladder? Design example external characteristics. Characteristics for a civil servant example.
Sample characteristics for a civil servant
Ivan the Bogatyr’s characteristics to his father and mother, she said, “It came to me. Since then, who took a sip due to your carelessness, he said, “Again water, that this is a normal mirror,” turning to Wetherby, Sokolov told me. The sister left the plane. in combat conditions. Last time looking at Harry, one looked at Obi. The driver turned out to be familiar to Lena and that I love. Was there a reason for her to speak out, and say - a difficult and difficult existence (like Bérul and Eilhart), until young people switched to the European way)? a sample reference for a civil servant was sticking out,” said the pilgrim. You can find correspondence and soft speeches and frequent greetings and then there won’t be a whole night. - asked the old man. And Masrur Order assigning the duties of a contract manager to him “Tell your master” Pove- Toilet cleaning schedule eyes I can’t hold back the tears flowing. What.
Sanitary epidemiological tests with answers
order for deprivation of incentive payments sample
How to write a protocol zrazok ped sake
Image of a civil public servant
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