Characteristics for the competition of the best in the profession. Submission to the competition "best in profession". Awarded the title of the best in the profession

Are you here: Questions

Appendix No. 2

CHARACTERISTIC in the nomination "The best machine milking operator of cows" (on linear milking machines) of the year"

Indicators
Indicators	previous year	competitive year
Average milk yield per cow
Gross milk yield from a group of cows received per operator
Served average annual number of cows per operator
Output of calves per 100 cows
Growth rate of gross milk yield

Note: the value of indicator N 4 is determined by the results of work for the year preceding the year of the competition.

Continuation of Appendix No. 2 CHARACTERISTIC performance indicators of the participant of the regional competition for the title "Best in Profession 20___" in the nomination "Best fattening operator cattle of the year" Full name and profession (specialty) of the candidate _________________________________________________________________________ _______________________________________________________________________________ Name or name of the employer of the candidate and district (city) at the place of location or residence _______________________________________________________________________________ ____________________________________________________________________________ Table 1

Indicators	Participant's 9-month performance
Indicators	previous year	competitive year
Average daily live weight gain (average per animal) of fattening cattle
Average annual number of fattening cattle served by one operator

Gross weight gain per group of animals obtained per operator
Growth rate of gross live weight gain

___________________________________________________________________________ _________________________________________________________________________ (title of position and full name head of the primary trade union organization) _________________________________________________________________________ title of the position of the head of the enterprise _________________________________________________ _______________________ Surname, initials (signature) m.p.

Continuation of Appendix No. 2 CHARACTERISTIC performance indicators of the participant of the regional competition for the title "Best in Profession 20___" in the nomination "Best pig fattening operator of the year" Full name and profession (specialty) of the candidate _________________________________________________________________________ _______________________________________________________________________________ Name or name of the employer of the candidate and district (city) at the place of location or residence _______________________________________________________________________________ ____________________________________________________________________________ Table 1

Indicators	Participant's 9-month performance
Indicators	previous year	competitive year
Average daily live weight gain of fattening pigs
Served number of fattening pigs
Livestock safety
Live weight gain from a group of animals served by the operator
Growth rate of live weight gain

________________________________________________________________________ ___________________________________________________________________________ (position title and full name of the head of the primary trade union organization) _______________________________________________________________________________ title of the head of the enterprise _________________________________________________ _______________________ Surname, initials (signature) m.p.

Continuation of Appendix No. 2 CHARACTERISTIC performance indicators of the participant of the regional competition for the title "Best in Profession 20___" in the nomination "Best Poultry Operator for Service" industrial herd of laying hens of the year" Full name and profession (specialty) of the candidate _________________________________________________________________________ _______________________________________________________________________________ Name or name of the employer of the candidate and district (city) at the place of location or residence _______________________________________________________________________________ ____________________________________________________________________________ Table 1

Indicators		Participant's 9-month performance
Indicators		previous year	competitive year
Egg laying per laying hen
Average number of laying hens served	thousand heads
Preservation of laying hens
Feed costs per 1000 pcs. eggs
Egg laying per laying hen

Continuation of Appendix No. 2 CHARACTERISTIC performance indicators of the participant of the regional competition for the title "Best in Profession 20___" agricultural production of the year" Full name and profession (specialty) of the candidate _________________________________________________________________________ _______________________________________________________________________________ Name or name of the employer of the candidate and district (city) at the place of location or residence _______________________________________________________________________________ ____________________________________________________________________________ Table 1

Indicators					Number of points
	tractor brand	meaning	tractor brand	meaning	accrual procedure
Production, arb. this. ha			MTZ-80/82, MTZ-1221		15 (additionally 1 point for every 100 conventional floor ha in excess of the standard)
					15 (additionally 0.8 points for every 100 conventional fl. ha in excess of the standard)
			T-150, T-150K, MTZ 1523
			K-701, 744, JohnDeere, Valtra, Fend, Challenger MT 845		15 (additionally 0.5 points for every 100 conventional floor ha in excess of the standard)
Tractor life			All brands	Less than 3 years old

				Over 7 years
Candidate Qualification			All brands


			All brands

Continuation of Appendix No. 2 CHARACTERISTIC performance indicators of the participant of the regional competition for the title "Best in Profession 20___" in the nomination "Best Tractor Driver" self-propelled agricultural machines (combine combine harvester) of the year" Full name and profession (specialty) of the candidate _________________________________________________________________________ _______________________________________________________________________________ Name or name of the employer of the candidate and district (city) at the place of location or residence _______________________________________________________________________________ ____________________________________________________________________________ Table 1

Indicators	unit of measurement	Values based on the results of work for 9 months
		combine brand	meaning
Grinding grain

Note: The threshing of grain includes the threshing of seeds of perennial grasses, flax, rape, buckwheat. One ton of perennial grass seed is equal to ten tons of grain; one ton of flax and rape seeds milled - to five tons of grain milled; one ton of threshed buckwheat seeds - to three tons of threshed grain (in the original credited weight). ________________________________________________________________________ ___________________________________________________________________________ (position title and full name of the head of the primary trade union organization) _______________________________________________________________________________ title of the head of the enterprise _________________________________________________ _______________________ Surname, initials (signature) m.p.

Indicators	Values based on the results of work for 9 months	Car brand, indicators	Number of points
Indicators	Values based on the results of work for 9 months	Car brand, indicators	accrual procedure
Volume of work performed, t/km		GAZ-5312, GAZ-3307 and their modifications	1 point for every 1000 t. km
		ZIL and its modifications	0.8 points for every 1000 t. km
		KAMAZ, URAL, ZIL-133 and their modifications	0.5 points for every 1000 t. km
		SCANIA, MAN, VOLVO, MERCEDES and similar modifications	0.2 points for every 1000 t. km
Vehicle lifespan		less than 3 years

		over 7 years
Driver Qualification


Emergencies and violation of labor protection rules
Emergencies and violation of labor protection rules

Continuation of Appendix No. 2 CHARACTERISTIC performance indicators of the participant of the regional competition for the title "Best in Profession 20___" in the nomination "Best Leader" agricultural organization of the year" Full name and profession (specialty) of the candidate _________________________________________________________________________ _______________________________________________________________________________ Name or name of the employer of the candidate and district (city) at the place of location or residence _______________________________________________________________________________ ____________________________________________________________________________ Table 1

	Indicators	unit of measurement	Values based on performance
	Indicators	unit of measurement	previous year	year of the competition
Performance evaluation indicators
	Revenue per employee
	Revenue growth rate per employee
	Average monthly wage per worker
	The growth rate of the average monthly wage per employee
	Investments per 1,000 rubles of the value of fixed assets available at the beginning of the year
	Milk yield per 1 cow of the dairy herd
	Commissioned housing
Qualification Compliance Indicators
	Average number of employees
	number of cows
	poultry population
	Milk production
	Produced (grown) livestock and poultry in live weight
	egg production
	Total sown area

Note: 1. The values of performance evaluation indicators N 1 - N 4 and N 6 - N 7 are determined based on the results of work for 9 months of the corresponding year. 2. The value of performance evaluation indicator No. 5 is determined based on the results of work for the year preceding the year of the competition. 3. The values of indicators of compliance with qualification requirements N 1, N 4 - N 7 are determined based on the results of work for 9 months of the corresponding year, the values of indicators N 2 and N 3 - as of October 1 of the corresponding year. ________________________________________________________________________ ___________________________________________________________________________ (position title and full name of the head of the primary trade union organization) _______________________________________________________________________________ title of the head of the enterprise _________________________________________________ _______________________ Surname, initials (signature) m.p.

Continuation of Appendix No. 2 CHARACTERISTIC performance indicators of the participant of the regional competition for the title "Best in Profession 20___" in the nomination "Best Agronomist of the Year" Full name and profession (specialty) of the candidate _________________________________________________________________________ _______________________________________________________________________________ Name or name of the employer of the candidate and district (city) at the place of location or residence _______________________________________________________________________________ ____________________________________________________________________________ Table 1

Indicators	unit of measurement	Values based on the results of work for 9 months	Normative values of indicators	Number of points
				accrual procedure
Yield of cereals and leguminous crops in initial weight			30 or more


Potato yield (in the presence of crops)			200 or more


Flax yield in terms of flax fiber (if there are crops)
Yield of seed plants of perennial grasses


Procurement of rough and succulent fodder per conditional head of livestock	c feed units		30.0 and over


Sowing perennial grasses	% of used arable land		15 or more
Plowing of perennial legumes for green manure			10 or more
Embedding straw as organic fertilizer	% of cereal area		50 or more

Continuation of Appendix No. 2 CHARACTERISTIC performance indicators of the participant of the regional competition for the title "Best in Profession 20___" in the nomination "Best livestock specialist of the year" Full name and profession (specialty) of the candidate _________________________________________________________________________ _______________________________________________________________________________ Name or name of the employer of the candidate and district (city) at the place of location or residence _______________________________________________________________________________ ____________________________________________________________________________ Table 1

Indicators	unit of measurement	Values based on the results of work for 9 months
Indicators	unit of measurement	previous year	year of the competition
Milk production
Growth rate of milk production
Production of livestock and poultry for slaughter in live weight
Growth rate of livestock and poultry production for slaughter

Continuation of Appendix No. 2 CHARACTERISTIC performance indicators of the participant of the regional competition for the title "Best in Profession 20___" in the nomination "Best Engineer of the Year" Full name and profession (specialty) of the candidate _________________________________________________________________________ _______________________________________________________________________________ Name or name of the employer of the candidate and district (city) at the place of location or residence _______________________________________________________________________________ ____________________________________________________________________________ Table 1

	Indicators	Values based on the results of work for 9 months
	Production of conditional reference hectares per one conditional reference tractor
	Serviceability of equipment at the beginning of work in% of the existing one:
	Tractors
	Cars
	Combine harvesters
	Forage harvesters
	Acquisition of equipment, units:
	Tractors
	harvesters
	Plant growing machines
	Livestock machines

Continuation of Appendix No. 2 CHARACTERISTIC performance indicators of the participant of the regional competition for the title "Best in Profession 20___" in the nomination "Best Veterinarian of the Year" Full name and profession (specialty) of the candidate _________________________________________________________________________ _______________________________________________________________________________

Indicators

unit of measurement

Values based on the results of work for 9 months

previous year

year of the competition

Serviced average livestock of farm animals and poultry

conditional (determined based on the results of work for the year preceding the year of the competition. _________________________________________________________________________ _______________________________________________________________________________ (position title and full name of the head of the primary trade union organization) _______________________________________________________________________________ title of the head of the enterprise _________________________________________________ _______________________ Surname, initials (signature) m.p.

Continuation of Appendix No. 2 CHARACTERISTIC performance indicators of the participant of the regional competition for the title "Best in Profession 20___" in the nomination "Best Accountant of the Year" Candidate's full name and profession (specialty) _________________________________________________________________________ _______________________________________________________________________________ Name or name of the candidate's employer and district (city) at the location or residence) _______________________________________________________________________________ ___________________________________________________________________________ Table 1

Indicators	unit of measurement	Values based on the results of work for 6 months
Satisfactory balance sheet structure of the enterprise: Ktl = f. 1 (room 1200 - room 1220) / (room 1510 + room 1520 + room 1550), Kosos = (room 1300 - room 1100) / room 1200
Participation in the competition for the title "Best in Profession" in the nomination "Best Accountant of the Agroindustrial Complex", held by the Ministry of Agriculture Russian Federation	number of times
The ratio of short-term accounts payable to the company's revenue
Average monthly salary per worker
Percentage of wage growth compared to the corresponding level of the previous year
Revenue per worker
Profitability of the enterprise F2 (room 2300 / room 2120 + room 2210 + room 2220)
Advanced training of a specialist within five years preceding the year of the competition

Note: The value of indicator N 2 is determined for the period from 01.01.2007. ________________________________________________________________________ ___________________________________________________________________________ (position title and full name of the head of the primary trade union organization) _______________________________________________________________________________ title of the head of the enterprise _________________________________________________ _______________________ Surname, initials (signature) m.p.

The grounds for applying a particular type of incentive for employees of an organization should be determined in the relevant local regulatory act. If this is not accepted in the organization, then when choosing one or another type of labor incentive, one can proceed from the established practice of regulating the procedures for encouraging employees, which is described by the author of the article.

When asked if your company uses non-monetary incentives, many HR directors answer positively, not without reason believing that public praise, awards and informing that someone is the best in a given period is nice. Among the legislatively defined measures of moral encouragement of employees are the announcement of gratitude, the awarding of an honorary diploma, the promotion to the title of the best in the profession. The moral rewards of employees for work not named by labor legislation can be established by employers independently, for example:

Public recognition of the merits of an employee at meetings held, including when summing up the results of the annual work of the organization;

Informing the entire staff of the organization about the achievements of the employee;

Referral of an employee to special conferences, seminars, exhibitions;

Providing opportunities for training, advanced training;

Creation of more comfortable working conditions for the employee;

Provision of days off and additional days for vacation;

Instructing an employee to perform special tasks as an expression of management's trust.

In addition to the above measures, a fairly strong moral incentive is the recognition of the merits of the employee directly by the management of the organization. For example, a manager can praise an employee for the work he successfully completed immediately after its completion, discuss the results of his work with the employee, and evaluate the personal qualities of a conscientious employee.

Each employer needs to strive to ensure that the system of incentive measures applied to employees is not uniform, for this it is necessary to use various forms and methods of encouragement.

Consider the features of the regulation of incentive measures and the practice of their application.

Thanks Announcement

The declaration of gratitude as a type of labor encouragement consists in the public expression by the employer of gratitude to the employee for such achievements in work as:

Improvement of indicators in comparison with previous periods, overfulfillment of the plan;

Progress in the early development and implementation of measures related to the improvement of the organization of production and labor, with an increase in the quality of products (work performed, services rendered);

Fulfillment at a high level of their labor duties;

Successful holding of events, implementation of projects, active participation in events or projects, etc.

The procedure for applying this incentive measure, as a rule, is regulated in a special local regulatory act (in the provision on the moral encouragement of the employee) or is established in a document of a more general nature (in the regulation on material and moral incentives for employees of the organization, internal labor regulations, regulation on staff incentives ).

Sample Sample

Regulation on the moral encouragement of the employee

extraction

Section IV. Gratitude

For active participation in the implementation of particularly significant projects of the Company;

For impeccable and efficient work in the Company;

For conscientious work and professional skills.

Gratitude is declared to the employees of the Company with the payment of a one-time incentive in the amount of the official salary.

2. An application for announcing Gratitude can be submitted by the heads of structural divisions of the Company.

3. When making proposals for announcing Gratitude, the heads of the Company's structural divisions shall submit the following documents:

Application for announcing Gratitude addressed to the head of the Company;

Characteristics of the encouraged in accordance with Appendix N 1 to this Regulation.

In the application for the announcement of Gratitude, information on the achievements of the employee to be awarded is indicated.

Award materials are submitted by the heads of structural divisions 2 months before the expected award to the HR department.

In the case of submission to the announcement of Gratitude for active participation in the implementation of particularly significant events, a petition and a list of persons who actively participated in the implementation of projects are submitted in the form in accordance with Appendix No. 2 to these Regulations.

4. The Human Resources Department considers the received award materials and prepares a draft order of the head of the Company on the announcement of Gratitude.

Award materials submitted in violation of the procedure established by these Regulations are returned with appropriate justifications to the applicant.

5. The draft order is coordinated with the head of the structural unit of the Company that submitted the application for the announcement of Gratitude, the legal department, the accounting department and sent for signing to the head of the Company.

6. The announcement of Gratitude is carried out on the basis of the order of the head of the Company.

7. The announcement of Gratitude is carried out by the head of the Company or, on his behalf, by the first deputy head of the Company and the heads of the structural divisions of the Company in a solemn atmosphere.

8. Re-announcement of Gratitude for new merits is possible no earlier than two years after the previous award.

In exceptional cases, for high performance in the work, a repeated announcement of Gratitude is possible earlier than the specified date.

9. The description of the form and the sketch of Acknowledgments are given in appendices N N 3, 4 to this Regulation.

Although this is not directly provided for by the Labor Code of the Russian Federation, it is advisable to prepare an appropriate document with the heading "Gratitude" (Fig. 1 - not shown).

Rice. 1 - Gratitude Form

The figure is not shown.

Registration of "Gratitude" (entering information about the employee, ensuring the signature of the management and certification by the seal of the organization) is carried out by the personnel service of the organization.

Rewarding with the Certificate of Honor of the organization

A more significant measure of encouragement for success in work compared to gratitude is the awarding of an honorary diploma of the organization. It is usually awarded to individual employees and teams, to which the specified incentive measure was previously applied for achievements in labor activity.

The awarding of an honorary diploma consists in the public presentation to the employee of a document indicating the recognition of the merits of the employee by the management of the organization. A local regulatory act of an organization may provide for a one-time bonus payment to an employee in connection with the award of a certificate of honor.

Among the grounds for awarding employees with certificates of honor are most often called:

High results in a specific area of work;

professional skill;

Significant contribution to the development of the organization;

Innovation and other achievements in work;

Exemplary performance of work duties, etc.

Quite often, among the grounds for awarding employees with an honorary diploma are "long-term work in the organization" or "work experience in the organization for at least ___ years." The mere fact of long-term work in an organization is not a basis for encouragement in the sense that part 1 of Art. 191 of the Labor Code of the Russian Federation. At the same time, in the conditions of increasing competition, the loyalty of the staff can and should deserve an appropriate assessment by the employer.

In the presentation for the award of the certificate of honor, the following shall be indicated:

Surname, name, patronymic of the employee;

Date of his birth;

Position held;

Education;

Work experience;

Achievements (characteristic of the results of labor that deserve encouragement).

Sample Sample

Presentation For the award of the Honorary Diploma

Closed joint-stock company"Prior"

1. Surname, name, patronymic _________________________________________________

2. Year of birth ___________________________________________________________

3. Education (where, when he graduated from an educational institution)

4. Place of work, position held _____________________________________

___________________________________________________________________________

5. Total work experience ____________________________________________________________

6. Work experience in this organization _______________________________________

7. Characteristics (specific merits) ____________________________________

___________________________________________________________________________

Head of the structural unit ___________________________________

(name of department,

signature, full name)

"__" ___________ 20__

It is advisable to set out the procedure for awarding employees with an organization's diploma of honor in a general local regulatory act on the promotion of employees or in a separate regulation on the organization's diploma of honor. First of all, it should officially establish the full name of this type of encouragement, which will be indicated in the order (instruction) on encouragement and recorded in the work book. Thus, the name of the organization's certificate of honor must contain the name of the organization, for example: "Certificate of Honor of the Closed Joint-Stock Company Prior" or "Certificate of Honor of Aprina LLC". This is necessary in order to distinguish it from other certificates of honor that an employee can be awarded.

Registration of a certificate of honor (acquisition of a ready-made form or ordering a printed form of an original design), entering information about the employee, ensuring the signature of the management and certifying with the seal of the organization are carried out by the personnel service of the organization.

Awarded the title of the best in the profession

The Labor Code of the Russian Federation provides for such a type of encouragement as a presentation for conferring the title of the best in the profession. As a type of intra-firm promotion, such a presentation provides for the formation of a competition commission, the formulation of the goals and objectives of organizing a competition, the development of conditions and indicators for the fulfillment of which such a title can be awarded to an employee, the timing, frequency and procedure for holding a competition, the timing and procedure for summing up.

The title of the best in the profession can be formulated according to one of the following schemes:

A) "best _______", for example:

"the best pastry chef";

"the best seller";

"the best doctor";

"the best driver";

B) "the best in the profession" _______ ", for example:

"the best "plasterer" by profession;

"the best by profession "machine milking master";

C) "best in profession among _______", for example:

"the best in profession among machine operators";

"the best in the profession among hairdressers."

Also, as a similar type of encouragement, the assignment of other significant titles, for example, "Excellence in Quality", "Best Young Worker", as well as honorary titles of organizations, for example, "Honored Worker of the Organization", "Master - Golden Hands", "Excellent Trade Worker", etc.

For this type of incentive to be "legitimate", it must be provided for in the collective agreement or internal labor regulations.

The award of the title of the best in the profession is carried out in two ways:

1) holding a special competition or review of professional skills among the employees of the organization and identifying the best of them. The objectives of such competitions or reviews are:

Developing a sense of prestige among employees of the profession;

Revival of the traditions of the profession;

Improving knowledge, skills and abilities in work;

Dissemination and development of advanced techniques and methods of work, dissemination of the positive experience of the winners of the competition;

Disclosure of employees' creative potential;

Creation of incentives to improve professionalism in work;

Creation of a reserve of personnel from among the winners to fill managerial positions, etc.

The commission (committee) created by the employer organizes the competition and, based on its results, determines the winner, who is awarded the title of the best in the profession;

2) generalization of the achievements of employees, carried out by the personnel service or other unit, and as a result of studying documents, conducting observations, surveys, etc., an employee with the best achievements.

As a rule, the title of the best in the profession is assigned to one winner. In confirmation of this, he is issued a certificate (diploma) of conferring the title, as well as a ribbon with the appropriate inscription.

In recent years, regional and municipal competitions and reviews of professional skills have become widespread, as a result of which the winners are awarded the title of the best in their profession within the city, district, region, etc. As a rule, they are initiated by local governments and executive bodies. authorities of the constituent entities of the Russian Federation. The direct holding of events, as a result of which the participants are awarded the title of the best in the profession in a certain nomination, is carried out by the organizing committees or commissions created by the indicated bodies.

Normative legal acts of the executive power of the constituent entities of the Russian Federation and local governments provide that employees take part in such competitions or reviews on the proposal of the heads of organizations. When developing a document regulating the conditions and procedure for submission, the following sections should be provided (Table 1).

Table 1

Sections of the document regulating the competition

Awarded the title of "Best in Profession"

	Name section
	General provisions	Contains a list of competition nominations, names organizers, indicates what determines the given position, - the procedure and conditions for the competition, criteria for selecting the best in the profession, the order awards
	Goals and objectives competition	The objectives of the competitive events are indicated and tasks that are set before the organization of the competition
	Conditions holding competition	The conditions for admission to participation in the competition are indicated (agreement with the terms of the competition, timely submission of an application, questionnaire of the established sample, etc.). Also in this section may be an information resource (newspaper, web address) is indicated, where official conditions for the competition
	Stages holding competition	This section indicates the frequency and timing competition events, and list the stages of the competition (for example, Stage 1 - municipal (district) - selection administrations - until July 15; Stage 2 - edge - selection by the department from those submitted by administrations nominations - until August 1; Stage 3 - federal - selection by the ministry, summing up and awarding winners)
	Order holding competition	Formation of the competition commission, its procedure meetings, main functions, order of filling contestants of applications (questionnaires) for participation in the competition, the procedure for their registration and consideration of the tender commission
		The list of awards is indicated (for example, the diploma "Best by profession" and a sign for a diploma), as well as the procedure informing the public about the results of the competition and list of awardees
	Applications	Application form (questionnaire). Evaluation methodology (determining the winners of the competition)

Awarding a valuable gift

An incentive in the form of rewarding with a valuable gift is a presentation to an employee of a specific thing that has a certain value.

With the entry of Russia into the era of market relations, symbolic gifts (busts of leaders, table sculptures, caskets, vases, handicrafts) were replaced by more practical household appliances and household items, tourist vouchers, etc. The value of a gift as an incentive measure is emphasized by the corresponding engraving, drawing a commemorative inscription, etc. The most prestigious is the production of symbolic items on a special order of the organization.

When choosing a valuable gift, the personnel department should not only be guided by financial capabilities (the amount of funds allocated for the purchase of gifts), but also take into account the personality and wishes of the employee being encouraged.

Collective agreements, internal labor regulations, special local regulations that determine the procedure for encouraging an employee, may provide for the application of several (usually two) types of incentives to an employee at the same time. So, it is advisable to combine material types of incentives with moral ones, for example, awarding a certificate of honor with the payment of a bonus, conferring the title of the best in the profession with rewarding with a valuable gift, etc.

Pool of "corporate talent"

This kind of local incentives, such as the inclusion of "corporate talents" in the pool, has a relatively short history in the practice of encouraging employees of Russian organizations. The main encouragement for those who got into the pool of "corporate talents" is intangible:

Priority in career advancement;

Great opportunities for development;

Participation in promising projects that "challenge" their capabilities;

Greater attention of status managers (it is possible to appoint a personal curator from among them).

Employees from among the "talents", of course, also have a material interest: they can increase their income much more often than others. "Corporate talent" can increase their income by receiving rewards for working on projects, encouragement for mentoring.

Entry on the Board of Honor, In the Gallery of Labor Glory, Book of Honor

Despite the fact that legislators did not transfer this type of encouragement from Art. 131 Labor Code of the Russian Federation in Art. 191 of the Labor Code of the Russian Federation, listing on the honor roll is becoming more and more popular every year as a local promotion.

This type of encouragement consists in placing a photograph of an employee indicating the last name, first name, patronymic, position or profession on a specially made and installed stand - a board of honor (Fig. 2 - not shown).

Rice. 2 - Leaderboard

The figure is not shown.

The Board of Honor is established to spread the idea of the positive attitude of the employer to the labor achievements of employees and demonstrates the manifestation of the employer's deep respect for the achievements of its employees. An organization can establish a common board of honor for the organization, and individual structural units (mainly production units) can have their own boards of honor.

Employees who have made the most significant contribution to the production and economic activities of the enterprise, who have achieved stable high results, who have particularly distinguished themselves in service and labor activities, are entered on the honor roll.

At present, electronic Honor Boards have become widespread, which are a virtual gallery of photographs of the best employees of the organization, posted on the corporate website of the organization. The order of entry on the electronic board of honor can be reflected in a special local act or in a general document (see an example document below).

Sample Sample

Regulations on the motivation of employees of LLC "Aprina"

extraction

1. General Provisions

1.2. Based on the results of work for the year, employees are awarded: for high achievements in increasing the efficiency and competitiveness of production, improving the quality of work performed and products, for fruitful production, scientific activities, who have worked in the company for at least one year.

1.3. The following list of awards and quotas for awarded employees has been established:

*Entering the best specialists on the electronic Board of Honor - 4 people.

2. Order of awarding

2.1. The award decision is made CEO companies. The head until December 1 determines the quotas for the divisions of the company.

2.2. Applications are submitted by the heads of departments before December 15 and are considered within one month. Managers who filed a petition for rewarding their subordinate employees are personally responsible for the validity of the presentation for rewarding and the accuracy of the information contained in the petitions signed by them.

2.3. Presentation of valuable gifts and entry on the electronic board of honor is accompanied by Letters of Appreciation... which are signed by the General Director and certified with a seal.

3. Accounting and monetary support of incentives

3.2. When presenting Letters of Appreciation and Letters of Honor, when entering on the electronic Board of Honor, conferring the title "Best Aprin Worker", employees are given a cash reward in the amount of 10,000, 15,000 and 20,000 rubles, respectively.

In addition, it is desirable to define in the local regulatory act:

Requirements for a photo portrait of an employee (color / black and white, size, background, clothing);

The composition of the entry under each photo (usually - last name, first name, patronymic, position (profession, specialty), structural unit (if the honor roll belongs to the organization) and the procedure for its application (placement) on the honor roll;

The procedure for placing a photo portrait on the honor roll or opening it (in a solemn atmosphere, in the presence of an employee, etc.).

In order to avoid difficulties when registering this type of encouragement, even when establishing an honor roll, in the collective agreement or internal labor regulations, it is necessary to reflect the full name of the honor roll, i.e., including the name of the organization or structural unit of the organization. However, if the organization has only one common honors board, then in the order (instruction) on encouraging the employee, its name can be given without indicating the name of the organization.

In a number of organizations, the considered type of encouragement has been transformed into such an encouragement as entering a photograph of an employee into the gallery of labor glory, which is an association of all the organization's honor stands into a single complex.

Employers who introduce this type of promotion for the first time need to remember that the honor roll is not infinite, and therefore it is necessary to determine the period during which the employee's photo will be placed on it. Most often, this period is 1 year (unless the honors board is intended to include winners of regular labor competitions on it). After the expiration of the specified period, the employee’s photo must be taken, unless a decision is made in relation to the employee to re-encourage him in the form of entering on the honor roll.

Entry in the Book of Honor

Entry in the book of honor was previously provided for by Art. 131 Labor Code of the Russian Federation. Despite its absence in Art. 191 of the Labor Code of the Russian Federation, this type of incentive is increasingly included in the list of local incentives provided for by collective agreements or internal labor regulations.

The publication of the book of honor is a manifestation of deep respect for the merits of the employees of the organization. Such a book (Fig. 3 - not shown), as a rule, is an A3 format album, in which photographs of encouraged employees and sheets with the last name, first name and patronymic, position or profession of the employee, a brief curriculum vitae and description of merits are placed in special pockets , details of the order (instruction) on the promotion.

Rice. 3 - Covers of books of honor

Rice. not given.

The fact of entering into the book of honor is confirmed by the issuance of a certificate (Fig. 4 - not shown).

Rice. 4 - Samples of certificates of entry into the Book of Honor

Rice. not given.

The general basis for entering an employee into the book of honor is the achievement of high results in work, and additional conditions are a long work experience in the organization and the use of incentive measures of lesser significance in the past.

As with encouragement by entering on the honor roll (to avoid confusion in the order (instruction) on the application of this type of encouragement), it is advisable to indicate the name of the organization in the title of the honor book.

Determining in the local regulatory act of the organization the procedure for entering an employee in the book of honor, personnel services should establish the time the employee’s photo stays in the book, the requirements for the employee’s photo portrait, the procedure for making entries - by whom they are made, what content, whether the employee gets to know them, etc.

As a rule, color photo portraits of employees sized 9x12 (without a headdress, in festive clothes) are placed in the book of honor. The functions of making an entry in the book are entrusted to one of the personnel officers (usually the head of the personnel service).

The book of honor must be kept in a room intended for holding ceremonial events (an assembly hall, a conference hall, a representative office), in the museum of the organization or in another room that allows everyone to get acquainted with it.

In a number of organizations, the analogues of the book of honor are the book of labor glory, the book of the history of the organization.

Corporate awards

The current legislation does not establish a ban on the establishment of an organization's own corporate badge and medal, so the awarding of a corporate award or badge is increasingly appearing in collective agreements and internal labor regulations as a form of moral encouragement for staff.

The corporate badge should have a special title. In order for it to be "legitimate", the leadership of the organization must make sure that the badge being established does not duplicate departmental and, even more so, state badges. According to the Regulations on State Awards of the Russian Federation, the illegal establishment and production of signs that have similar, similar names or external resemblance to state awards are prohibited.

To avoid complications, it is desirable that the names of corporate badges contain the name of the organization and are associated with some significant event, such as the anniversary of the organization, etc.

In confirmation of the fact of awarding a badge, as well as the right to wear it, an employee, as a rule, is issued an appropriate certificate or certificate.

For a badge or a corporate medal, it is necessary to develop not only the official name, but also approve Full description appearance of the award, as well as fix during internal document the conditions, procedure and procedure for making a decision on the award and the procedure for presenting the award to employees (see sample sample below).

Sample Sample

Description of the badge "The best worker of Aprina LLC"

The badge is a blue oval with a golden edging in the form of laurel branches.

In the center of the oval is the logo of "Aprina" LLC. Under the logo - in a golden figured shield with a border - an inscription in straight letters: the best employee of Aprina LLC.

Sign height - 50 mm, width - 30 mm.

On the reverse side of the sign is a device for attaching to clothing and its serial number.

Regulations on the badge "The best worker of Aprina LLC"

1. The badge "The best employee of Aprina LLC" (hereinafter referred to as the badge) is established to reward employees of Aprina LLC (hereinafter referred to as the Company) for performing tasks of particular importance and complexity, successful and conscientious performance of their duties, impeccable, no less five years, work and other achievements in work.

2. The badge can be awarded to the heads of departments for their great contribution to the development of financial and executive discipline, the system of financial and economic control.

3. The issue of awarding a badge is considered at the award committee on the proposal of the heads of structural divisions of the Company and the head of the Company. The submission reflects information about the professional activities of persons nominated for awarding a badge, their personal contribution to ensuring the Company's activities.

4. The decision to award a badge is made by the award commission by a majority vote of the total number of members of the commission.

5. The presentation of the badge and certificate to it is carried out in a solemn atmosphere by the head of the Company or, on his behalf, by the deputy head of the Company.

6. The awarded badge is awarded a sum of money in the amount of three times the monthly salary.

7. The badge is worn on the right side of the chest and is located below the state awards.

8. In the work book of the awarded, an entry is made about the awarding of the badge.

9. The person awarded with a badge has the right to establish the maximum salary for the position, the preferential right to receive annual leave and tourist vouchers at a convenient time for him.

10. Registration of documents on awarding a badge and accounting of the awarded is provided by the personnel department of the Company.

Thus, the introduction of measures of moral encouragement should be accompanied by the approval of the procedure for their registration and individual accounting. In particular, the issue of their reflection in the work books of employees should be resolved. Since the work book is intended to record individual labor activity, it should contain information about the employee's encouragement for his individual merits, and not about the recognition of the labor achievements of the labor collective (structural unit) of which he is a member.

And other measures

Often, in local incentive systems, the early removal of a previously imposed disciplinary sanction is indicated as an incentive measure. Without denying the stimulating nature of this measure, nevertheless, experts recommend not designating it as a type of encouragement. Moreover, its application is formalized not by an order (instruction) on encouragement, but by a separate order (instruction) on the early removal of a disciplinary sanction. The removal of a disciplinary sanction should not be considered as an incentive measure applied to employees in the manner prescribed by Art. 194 of the Labor Code of the Russian Federation, since this is the restoration of the position of the employee that existed before the application of disciplinary measures against him. Disciplinary action for general rule is removed when the employer can see that it has played its educational role and the employee has corrected his behavior by exemplary performance of labor duties.

If the organization nevertheless applies the removal of disciplinary sanctions as a measure to encourage employees, then in the local regulatory act that determines the procedure for encouragement, it is necessary to separately stipulate that information about its application is not entered in the employee's work book in the section on incentives.

According to part 2 of Art. 191 of the Labor Code of the Russian Federation, incentives for employees can be determined by charters and regulations on discipline. AT this case charters and regulations are understood not as local regulations of the organization, but as regulations approved by the Government of the Russian Federation in accordance with federal laws, charters and regulations on discipline for certain categories of employees. These include, for example, the Regulations on the discipline of railway workers, approved. Decree of the Government of the Russian Federation of August 25, 1992 N 621 (as amended on July 14, 2001, as amended on July 14, 2003); Disciplinary charter of paramilitary mine rescue units in transport construction, approved. Decree of the Government of the Russian Federation of July 30, 1994 N 879; Charter on the discipline of employees of organizations with especially dangerous production in the field of the use of atomic energy, approved. Decree of the Government of the Russian Federation of July 10, 1998 N 744 and a number of others.

Such documents provide for the use of most of the above types of incentives. However, a significant part of them are departmental awards.

Thus, according to the Regulations on the discipline of railway workers, railway workers are awarded the badge "Honorary Railwayman". In accordance with the Disciplinary Charter of the Customs Service of the Russian Federation, customs officers are awarded departmental badges "Honorary Customs Officer of Russia" and "Excellent Worker of the Customs Service". The awarding of the badges "Honorary worker of the navy" and "Honorary polar explorer" is provided for by the Charter on the discipline of the crews of the support ships of the Navy for crew members of the support ships of the Navy.

Among the additional measures not discussed above, one can name the early assignment of the next special rank, which is used in the civil service, as well as the assignment of the next special rank one step higher than the corresponding position. Awarding personalized weapons is predominantly common in the state law enforcement service. In some industries, the use of such an incentive measure as an increase in the duration of annual leave is practiced. For example, an increase in the duration of annual leave for up to 5 days is provided for by the Disciplinary Charter of militarized mine rescue units in transport construction.

From practice

Andrey Tsinchenko, Head of the Human Resources Department at Khlebny Dom, said in an interview:

Celebrating the 70th anniversary of the company, we have established two awards. The first is the most significant, something like our own Order "For Labor and Loyalty". This is a badge made of precious metals (silver with gilding) for ceremonial wear and its reduced copy - a silver badge that can be worn on everyday clothes every day.

Unfortunately, the sanitary standards adopted by us do not allow wearing it on work clothes. Out of our entire team of two thousand, no more than three or four people can be nominated for this award every five years. In addition, the requirements for work experience and its quality are quite serious, i.e., the employee must be a truly flawless worker. Attention is drawn to his achievements and personal qualities. In addition to the badge, a bonus is provided, which can amount to a very serious amount equal to the employee's salary for six months.

The second award established by us may be more accessible, but no less important - "Master of Golden Hands". The sign is also made of precious metals. It is awarded to those who have shown high achievements in their professional activities, who are valuable to the company as an excellent specialist. There may already be more than 20 people presented for this award. We award every three years, and, of course, the presentation of the award is accompanied by a prize.

Naturally, we also have the title of "Best in Profession", photographs of such employees are placed on the factory board of honor.

There are also competitions between labor collectives for the best performance, and, of course, we present honored workers for state awards.

HR records management

Keywords:

1 -1

Russian Orthodox Church

work with children and youth

Yurieva Svetlana Anatolievna

Job title

Competitive direction:

Performance

Yuryeva Svetlana Anatolyevna - teacher of biology, geography, the highest qualification category, work experience 25 years.

Svetlana Anatolyevna is a highly qualified, creative, creatively thinking teacher.Winner of the competition of the best teachers of the Russian Federation (2006), held within the framework of the national project "Education". He is a finalist of the regional competition "Teacher of the Year - 2004" (winner in the nomination "Pedagogical discovery (Teacher-researcher)").The work of the teacher on the innovative technology of developing education D.B. Elkonin - V.V. Davydova was awarded the Diploma of the International Association for Developmental Education (2004).

The lessons of Svetlana Anatolyevna are distinguished by a businesslike, creative atmosphere of teacher-student cooperation, which contributes to the formation of an independent style of thinking, the development of a student's personality culture. The teacher achieves the full assimilation of knowledge, the realization of the creative abilities of students, and the increase in learning motivation.

Lesson notes for the 10th grade in the section "Fundamentals of Genetics and Breeding" were presented by Svetlana Anatolyevna at the All-Russian competition "Teacher to Teacher" and posted on the website of the founder of the competition.

The educational site "The musculoskeletal system of the body", created under the leadership of Svetlana Anatolyevna, in 2004 received an incentive prize in the nomination "Educational area. Natural and Mathematical Cycle”, is included in the federal catalog of the Ministry of Education and Science “Educational resources of the Internet network for basic general and secondary (complete) general education” as an electronic textbook.

The teacher conducts systematic work with gifted children. Her students are winners and prize-winners of regional, federal biology olympiads: 2005 - 2 people - laureates of the 1st degree of the All-Russian Distance Heuristic Olympiad for schoolchildren; 2008 - 3rd place in the IV Federal district round of the All-Russian Olympiad for schoolchildren.

Svetlana Anatolyevna conducts a variety of effective extracurricular activities in the subject. For six years he has been leading the work of the school research society. Members of the society master the technology of research work, methods of organizing self-education, reflection of their activities. Research works of students were presented at municipal, regional, federal competitions: 2003-2004 academic year. - All-Russian competition "Application for success - 2003. Encyclopedist" for the creation of educational websites (finalists in the nomination "Natural Sciences"), Regional Fair of Youth Initiatives of the Murmansk Region (participant diploma); 2005-2006 academic year - All-Russian open competition of research, design and creative works of students "First Steps" (Diploma of laureate of the 1st degree), All-Russian essay competition "School is a house in which ..." (winner), X international competition of children's handwritten book "We are different, but we are friends” (participant certificate).

Svetlana Anatolyevna masters the latest achievements in pedagogical science and practice, in the professional field of knowledge. Participant of the All-Russian open competition "Pedagogical innovations - 2006". Awarded with a diploma of the II degree of the laureate of the competition. Through self-education, the teacher studies the problems of modern pedagogy, psychology, didactics and the use of information and communication technologies in the classroom. As part of self-education, he is engaged in research work. Prepared and published research papers on the topics "24 reasons to get rid of guilt" (magazine "People's Education" No. 8, 2002); “Knowledge is the children of surprise and curiosity” (Methodist magazine, No. 3, 2005); “Motives for teaching and pedagogical work in Swedish and Russian: can we compare?” (magazine "People's Education", No. 7, 2006)

The creative approach of Yuryeva S.A. is also manifested in her work as a class teacher. Her classes are distinguished by social activity, friendly relationships, initiative, since the basis of the educational work of the teacher is the use of various forms of student self-government. The experience of Svetlana Anatolyevna as a class teacher was presented at the regional scientific and practical conference "Innovation as a condition for the competitiveness of an educational institution", 2006.

Svetlana Anatolyevna enjoys well-deserved prestige and respect among colleagues, students, and parents.

Yuryeva Svetlana Anatolyevna was awarded the badge "Excellent worker of public education" (1993), Certificate of Honor of the Ministry of Education and Science of the Russian Federation (2005).

Russian Orthodox Church

Murmansk and Monchegorsk Eparchy

Education Committee of the Murmansk Region

Regional stage of the All-Russian competition of works in the field of pedagogy,

work with children and youth

"For the moral feat of the teacher"

Rimitsan Irina Igorevna

Job title

Values as the basis of spiritual and moral education (or dialogue about contacts).

Competitive direction:

Best Innovative Development of the Year
Best Pedagogical Research of the Year
Best Publishing Project of the Year
The best program of spiritual and moral education of children and youth
The best program of civil and patriotic education of children and youth
High school teachers - secondary school
For the development and implementation of events within the framework of the "Year of the Family"

Performance

Rimitsan Irina Igorevna – pedagogue-psychologist, 1 qualification category, work experience 10 years.

Irina Igorevna is a creatively working teacher-psychologist with a high level of professional knowledge. Effectively applies modern pedagogical technologies in the educational process: developmental education according to the system of D.B. Elkonin - V.V. Davydov, information and communication, technology of differentiated education, cooperation of different ages.

The work experience was presented at the scientific and practical conference "Actual problems of practical psychology" (Murmansk, 2005) on the topic "Psychological support for the professional activities of a teacher", at regional scientific and practical conferences and seminars on the topics: "Dialogue about contacts or positions participants in the educational process "(2008)," Interaction of a psychologist with teachers of an educational institution "(2007), at the regional seminar" Control and evaluation activities as a method of managing the educational process according to the system of D. B. Elkonin - V. V. Davydov ", 2005

Students respect Irina Igorevna for the fairness of the requirements, for the ability to see a personality in each student. Irina Igorevna enjoys well-deserved authority among colleagues, parents, and students.

Director of MOU secondary school No. 8 of Kovdora O.V. Kuznetsova

Approved

by order of the education committee

Murmansk region

dated __________________ No. ____________

Russian Orthodox Church

Murmansk and Monchegorsk Eparchy

Education Committee of the Murmansk Region

Regional stage of the All-Russian competition of works

in the field of pedagogy, work with children and youth

"For the moral feat of the teacher"

Yuryeva Svetlana Anatolyevna

Rimitsan Irina Igorevna

Job title:

Values as the basis of spiritual and moral education (or dialogue about contacts)

Competitive direction:

Best Innovative Development of the Year
Best Pedagogical Research of the Year
Best Publishing Project of the Year
The best program of spiritual and moral education of children and youth
The best program of civil and patriotic education of children and youth
High school teachers - secondary school
For the development and implementation of events within the framework of the "Year of the Family"

Brief annotation

Target : search for ways to build a dialogue between a teacher, student and parents, contributing to the spiritual and moral development of the personality of a citizen of Russia.

Working as a class teacher for more than 20 years, and for the last few years together with a school psychologist, I come to understand the fact that the cornerstone in the work of education is the problem of “fathers and children”. Or rather, the problem of the values of "fathers and children." There has always been a clash of generations, and we know about it. However, a feature of today is the erosion or destruction of the historically established values of Russians. Here is how Dmitry Sergeevich Likhachev spoke about it:

“I think of the 21st century as the century of the development of a humanitarian culture, a kind and educative culture ... the revival of a person’s reputation as something higher, which everyone should cherish, the revival of conscientiousness and the concept of honor - this is, in general terms, what we need in the 21st century. Not only Russians, of course, but especially Russians, because that is what we have largely lost in our ill-fated 20th century.”

Yurieva Svetlana Anatolievna

Place of work or occupation: MOU secondary school №8, biology teacher

Honorary titles: excellent student of public education (decision No. 199 of 10/27/93)

Finalist of the All-Russian competition of projects on the use of computer technology in education "Application for success-2003: Encyclopedist". Internet resource "The musculoskeletal system of the body" (Teacher - project manager). (2003)
"Teacher of the Year in the Murmansk Region" - winner in the nomination "Teacher-Researcher" (2004)
Winner of the competitive selection of the best teachers of the Murmansk region in the framework of the priority national project "Education" (2006)
Winner of the regional competition "Best Internet Lesson" (2008)

Rimitsan Irina Igorevna

Place of work or occupation: MOU secondary school №8, teacher-psychologist

Availability of prizes, prizes and other awards:

Diploma for a great contribution to the formation and development of the educational system of developing education D. B. Elkonina - V. V. Davydov (2004);
Honorary diploma of the head of the Kovdorsky district (2003);
Gratitude from the administration of the Kovdorsky district (2002);
Diploma of the Department of Education of the Kovdorsky District (2000).

Municipality

Reference-representation for the applicant MBOU "Ivanovskaya secondary school"

for the award of the title "Best in profession in 2016"

in the category "Best Chemistry Teacher""

position held

MBOU "Ivanovskaya secondary school"

Chemistry teacher

7. Date of birth (day, month, year)

8. Place of birth

Tambov region, Bondarsky district, with. Arable Corner.

9. Education (full name

educational organization,

year of ending)

Higher, Tambov State Pedagogical Institute, 1983

11. What state and departmental (industry) awards, awards of the Moscow Region, Stupinsky municipal district - municipal and departmental - was awarded, date of award (for all pedagogical activity)

1. Certificate of honor of the Ministry of Education of the Moscow Region (order No. 275-k of the Ministry of Defense of the Ministry of Defense of September 7, 2005)

2. Diploma "Teacher of the Digital Age" from the School of the Digital Age, Moscow, 2015

3. Diploma of the Department of Education of the Stupinsky District, 2006

4. Diploma of the Administration of the Stupinsky district, 2007

5. Diploma of the Administration of the Stupinsky municipal district, 2009

6. Diploma of the Council of Deputies of the rural settlement "Semyonovskoye", 2011.

7. Letter of thanks from the Head of the Stupinsky municipal district, 2015

8. Diploma of the participant in the annual award of the Governor of the Moscow Region "Our Moscow Region", 2015

12. Work experience: general / in the industry

32 g 6 months / 32 g 6 months

13. Work experience in this organization

31 years 6 months

14. Characteristics for the applicant (the characteristic should reflect specific merits, achievements of the candidate for 2014-2016)

1. The productivity of the educational activity of the teacher: dynamics of educational results of students (pupils) (indicate in % by years)

2.The productivity of the teacher's activities in the development of students (pupils):

2.1. Number of participants/winners/winners of the municipal stage of the Higher School of Education (on years)

2.2. Number of participants/winners/winners of the regional stage of the High School of Education (on years)- no.

2.3. The results of students (pupils) in other Olympiads, competitions in accordance with the Lists approved by the Ministry of Defense of the Russian Federation and the Ministry of Defense of the Ministry of Defense (by year, indicating the name of the competition and the result of participation)

school level

Intellectual game "Chemistry and Life"

Winners - 5

Extra-curricular event in chemistry "Intellectual Ring"

Winners-1, prize-winners-2

Chemistry game "Intellectual Express"

Winners -2

Extracurricular activity in chemistry "Come on, catch up!"

Winners -1

Municipal level

Intellectual game "Piggy bank of knowledge"

Help MBOU DPO IMC dated 24.06. 2014

Intellectual game "Chemistry in puzzles and riddles"

Winner -1, participants -2

2.4. The results of students (pupils) in other olympiads, competitions, conferences outside the Lists approved by the Ministry of Defense of the Russian Federation and the Ministry of Defense of the Ministry of Defense (by years, indicating the level of the competition, starting from the municipal level and above, the name of the competition and the result of participation)

September

All-Russian competition "Question" (Blitz-Olympiad "To future oil and gas workers"

2 winners

International Internet Chemistry Olympiad for Grade 8

Diploma 1 degree

September 2016

All-Russian creative competition "Creativity without borders" (Metals and non-metals)

2 winners

December 2016

All-Russian Olympiad in Chemistry (International media "Rosmedal")

1 winner

III International competition "Myriads of discoveries" in chemistry "Mysteries and mysteries of the Periodic system of chemical elements" (Grade 11)

3rd place in the region

3. Productivity of the teacher's personal contribution to improving the quality of education:

3.1. Distribution of own pedagogical experience (by years, indicating the type: performance, master class, open lesson, etc., level: OO level, municipal, zonal, regional, etc., topics, dates, places)

Topic

Conference Level(seminar, etc.), name, venue, date

school level

Development of motivation for learning through associative thinking.

SHMO natural-mathematical cycle Protocol No. 4 of 03/27/2014.

Volume of homework by subjects

ShMO natural-mathematical cycle. Minutes of ShMO No. 5 dated 04.04.2014

Methods of problem-based learning in chemistry lessons.

ShMO natural-mathematical cycle. Minutes No. 1 dated 28.08.2014

Analysis of the methodological work of teachers of subjects of the natural and mathematical cycle for the 2013-2014 academic year.

Teachers' Council.

Minutes No. 1 dated 29.08. 2014

Certification as a form of advanced training and a way of teacher's self-realization.

SHMO of the natural-mathematical cycle Minutes of the ShMO No. 2 dated 13.11. 2014

The teacher through the eyes of the students.

Teachers' Council. Minutes of the teachers' council No. 3 dated 12.01. 2015

Application of test technologies in the study of chemistry

SHMO of the natural-mathematical cycle Minutes of the SHMO No. 3 dated 16.01.2015

Modern pedagogical technologies in teaching chemistry.

ShMO natural-mathematical cycle. Minutes No. 4 dated March 20, 2015

Forms and methods of working with gifted children in the subject of chemistry

ShMO natural-mathematical cycle. Minutes No. 1 dated 30.08.2016

Assessment of students in the light of the requirements of the Federal State Educational Standard

ShMO natural-mathematical cycle. Minutes No. 2 dated 01.12.2016

Municipal level

RMO of chemistry teachers. Protocol of the RMO No. 1 dated 26.08.2014

Working with Homeschooled Students

RMO of chemistry teachers. Minutes No. 2 of 06.11.2014

Professional development of teachers by distance learning.

RMO of chemistry teachers. Minutes No. 3 of December 30, 2014

Improving the quality of students' knowledge through distance learning: pros and cons.

RMO of chemistry teachers. Minutes No. 3 dated February 11, 2016

The topic of an open lesson, classes, events, master classes, etc.

Level, place and date of the event

school level

Simple substances-non-metals (open lesson in grade 9).

MKOU "Ivanovskaya secondary school" 12.02.2014

Alcohols (open lesson in grade 10).

MKOU "Ivanovskaya secondary school" 08.10.2014

Halogens (open lesson in grade 9).

MKOU "Ivanovskaya secondary school" 01/13/2017

Educational event "Teach me, God, to love" at the district seminar as part of the Christmas readings for teachers of the ORKSE

MBOU "Ivanovskaya secondary school"

01/22/2016

Solving calculation problems (open lesson grade 11).

MBOU "Ivanovskaya secondary school". 03/15/2016

3.2. Printed work of the teacher (by year, indicating the topic and all publication data)

Publication title

Publication Address

Methodological development "Analysis of the methodological work of teachers of the EMC for 2015"

Educational portal

https://portalpedagoga.ru

07/19/16

Methodological development "Assignments for the Chemistry Olympiad for Grade 8"

site site

01.12.16

The program "Marathon of school subjects"

site site

07.12.16

Methodical development

"Intermediate certification of 10th grade students in chemistry"

site site

17.12.16

Scenario "Chemistry in riddles and answers"

Educational portal

https://prosveshhenie.ru

07/06/16

Work program in chemistry for grade 10

Educational portal

https://prosveshhenie.ru

Methodological material on the topic: literary and musical composition "Teach me, God, to love"

Roskonkurs online publication https://roskonkursy.ru

3.3. Address of the page (professional site) of the teacher (in the presence of)

a ) nsportal.ru/valentinapopova ( page)

b) teacher.site / Popova-Valentina-Mikhailovna (personal site)

3.4. Participation in competitions of professional skills, result

Name

Result

Online Chemistry Olympiad "Substances and Compounds"

International

Diploma of the winner

I degree

All-Russian online testing "Pedzhurnal"

Topic: "The use of information and communication technologies in pedagogical activity"

All-Russian

Diploma of the winner

I degree

June 2016

All-Russian online testing

"Pedjunal"

Topic: "Theory and practice of pedagogical management"

All-Russian

Diploma of the winner III

July 2016

All-Russian online testing "Total test"

Topic: "Organization of methodological work"

All-Russian

Diploma of the winner of the 1st degree

September 2016

All-Russian professional testing "Center for the Development of Pedagogy"

Topic: "Psychology of personality and communication in the educational process"

All-Russian

Member Certificate

September 2016

Topic: "Psychological and pedagogical aspects of the educational sphere"

All-Russian

Diploma of the winner of the II degree

All-Russian professional testing "Pedagogical Journal"

Topic: "Fundamentals of pedagogical excellence"

All-Russian

Diploma of the winner of the II degree

"Our suburbs"

Regional

Participant

3.5. Achievements in innovation:

The use of multimedia equipment in the educational process;

Active use of digital technologies;

Introduction of new types of lesson and information retrieval (lesson computer game, lesson presentation of their projects, project activities, brainstorming lesson), as well as new creative tasks and assessment methods;

Formation of a portfolio of a student, teacher;

Widespread use of health-saving technologies and environmental protection

3.6. Participation in professional associations, clubs (name, entry date)

All-Russian Association of Methodist Teachers of Russia - July 2016

3.7. Own professional development (retraining, advanced training courses indicating the topic, year, place - for the entire inter-certification period)

Name of courses

Place of passage

Pass date

"A modern view on the didactics of a comprehensive school in the context of the introduction of new GEF"

Moscow

University "First of September", 36 hours

01.09.2014-30.06.2015

Formation of a natural-scientific picture of the world among high school students when studying natural science in accordance with the requirements of the Federal State Educational Standard.

Moscow

01.10-30.04 2015

"Actual problems of methods of teaching chemistry".

University "First of September", 72 hours

01.02.2015-30.08.2015

"Development of the professional competence of teachers who implement the requirements of the Federal State Educational Standard"

Moscow. University "First of September", 36 hours

01.02.2015-30.08.2015

Modular courses "Program for the development of professional and personal competencies of a teacher"

Moscow

University "First of September", 216 hours

2015

"Psychological and pedagogical competence of the teacher"

Moscow

LLC Training Center "Professional", 72 hours

2016

"Application of information technologies, innovative equipment and software in the educational process"

Moscow

IT Institute of Information Technologies

"Fundamentals of the theory and practice of developing tests for assessing knowledge in chemistry"

Moscow

University "First of September", 72 hours

"Assessment under the requirements of the new Federal Educational Standard"

Moscow

University "First of September", 36 hours

"Environmental Chemistry"

Moscow

LLC Training Center "Professional", 108h

3.8. Other (participation in the jury of competitions, expert groups, PMPK, leadership of the methodological association, etc.)

Member of the jury of the school stage of the All-Russian Olympiad for schoolchildren-2014

Member of the jury of the All-Russian Olympiad for schoolchildren in chemistry 2014 (municipal level)

Member of the jury of the school stage of the All-Russian Olympiad for schoolchildren - 2015

Member of the jury of the All-Russian Olympiad for schoolchildren in chemistry 2015 (municipal level)

Member of the jury of the All-Russian Olympiad for schoolchildren in chemistry 2016

Member of the jury of the All-Russian Olympiad for schoolchildren in chemistry 2016 (municipal level)

Member of the jury of the municipal competition in chemistry "Chemistry in riddles and crosswords" 2016 (municipal level)

Name of methodical association, level

Head of the school methodological association of teachers of the natural and mathematical cycle in the period from 09/02/2014 to the present (Orders No. 204/2 of 09/02/2014; No. 78/3-od of 09/01/2015, No. 09/02/2016)

15. Consent to the processing of personal data from the applicant received

The expert commission of MBOU "Ivanovskaya secondary school" dated 14.02. 2016, Protocol No. 1

We confirm the accuracy of the information specified in the Help-representation.

Deputy Director for WRM _____________ I.V. Chaley

Head of the School of Natural Sciences and Mathematics ____________ V.M. Popova

Head of the ShMO humanitarian cycle,

Chairman of the Trade Union Committee _____________ N.A. Kirillova

Head of ShMO primary school. ______________ E.V. Ivanova

Director of MBOU "Ivanovskaya secondary school" ___________________ E.V. Paskar

"______" __________________ 2017

Reference submission for the applicant MBOU "Ivanovskaya secondary school" for the award of the title "Best in profession in 2016" in the nomination "The best teacher of chemistry" 1. Nomination 2. Surname of the applicant 3. Name of the applicant 4. Patronymic of the applicant 5. Place of work, position 6. Gender 7. Date of birth (day, month, year) 8. Place of birth 9. Education (full name of the educational organization, year of graduation) 10. Qualification category (date of its assignment), academic degree, academic title 11. What state and departmental ( industry) awards, awards of the Moscow region, Stupinsky municipal district municipal and departmental awarded, date of award (for all teaching activities) 12. Work experience: general / in the industry 13. Work experience in this organization The best teacher of chemistry Popova Valentina Mikhailovna MBOU "Ivanovskaya secondary school" Chemistry teacher Female January 22, 1961 Tambov region, Bondarsky district, p. Arable Corner. Higher, Tambov State Pedagogical Institute, 1983 First qualification category, 11.11. 2015 (Order of the Ministry of Defense of the Moscow Region No. 5957 of November 16, 2015. 1. Certificate of Honor of the Ministry of Education of the Moscow Region (Order No. 275k of the Ministry of Defense of the Moscow Region of September 7, 2005) 2. Diploma "Teacher of the Digital Age" from the School of Digital century Moscow, 2015 3. Diploma of the Department of Education of the Stupinsky District, 2006 4. Diploma of the Administration of the Stupinsky District, 2007 5. Diploma of the Administration of the Stupinsky Municipal District, 2009 ”, 2011. 7. Letter of thanks from the Head of the Stupino municipal district, 2015 8. Certificate of participation in the annual award of the Governor of the Moscow Region “Our Moscow Region”, 2015 32 6 months / 32 6 months 31 6 months 14 Characteristics of the applicant (the characteristics should reflect the specific merits, achievements of the candidate for 2014-2016) 1. The productivity of the educational activities of the teacher: the dynamics of the educational results of students (pupils) (indicate in% by years) Year 2 014 2015 2016 Quality of knowledge 56% 72.3% 73.2% Level of education 100% 100% 100% 2. Efficiency of the teacher's activity in the development of students (pupils): 2.1. Number of participants/winners/winners of the municipal stage of the Higher School of Education (by years) Years 2014 2015 2016 Total number 3 3 2 Winners 1 1 2.2. The number of participants / prize-winners / winners of the regional stage of the High School of Education (by years) is not. 2.3. The results of students (pupils) in other Olympiads, competitions in accordance with the Lists approved by the Ministry of Defense of the Russian Federation and the Ministry of Defense of the Ministry of Defense (by years, indicating the name of the competition and the result of participation) School level Intellectual game "Chemistry and Life" Winners 5 Reference MKOU "Ivanovskaya secondary school" from 22.06.2015 Extra-curricular event in chemistry "Intellectual ring" Winners1, prize-winners2 Certificate of MKOU "Ivanovskaya secondary school" dated 06/22/2015 Chemistry game "Intellectual Express" Winners 2 Certificate of MKOU "Ivanovskaya secondary school" dated 06/22/2015 Extra-curricular event in chemistry "A nuka, catch up! » Winners 1 Certificate MKOU "Ivanovskaya secondary school" dated 06/22/2015 Municipal level Intellectual game "Knowledge Box" Certificate MBOU DPO IMC dated 24.06. 2014 Intellectual game "Chemistry in puzzles" 2016, Minutes No. 1 15. Consent to the processing of personal data from the applicant received 16. Candidacy recommended (name of the body that made the decision, date of discussion, protocol number) We confirm the accuracy of the information specified in the Certificate of submission. Deputy Director for Water Resources _____________ I.V. Chaley Head of the School of Natural History and Mathematics ____________ V.M. Popova Head of the School of Humanities, Chairman of the Trade Union Committee _____________ N.A. ______________ E.V. Ivanova Director of MBOU "Ivanovskaya secondary school" ___________________ E.V. Paskar MP "_______" __________________ 2017

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