Dusty and superfluous
Dirty on the one hand, superfluous on the other because many personnel departments issue complaints, so the popular opinion about the benefits of tools today. Some of the instruments sound so dusty that one feels the scratching of the pencil on the stenoblock of Miss Hermann when she takes up the director's diligence with awe.
The actual benefit is therefore considered to be very low, especially for staff, but without the employees' work is not - one Casting without certificates? Inconceivably. A contradiction that perfectly introduces into West German working reality. You could also say that we have a Bonn post-war relic that really overslept the move to Berlin.
Biggest mistake: legal claim to a good report
Ignorance, little experience, and most of all, time deficits ensure that a large proportion of the work products are subject to complacency.
Thus, according to a study by the Federal Labor Court, almost 90 percent of all certificates were issued with the grade "very good" to "good", (source: Press Release Federal Labor Court No. 61 / 14) which seems to confirm the suspicion.
Why are favors issued or unpleasant employees "praised"?
The behavioral uncertainty results from the assumption of some kind of legal claim on a good testimony. So you could once again exemplary in the ZEIT read from 18.9.2015:
"By the legal right to a good job certificate it loses its meaning." That is simply wrong! It would be correct: "By the erroneous belief in a legal claim on a good job certificate it loses its meaning. "
Need for Action - 4 truths about work references
Because everyone is doing so, make it all so. How do we leave the emerged paths of the stuff politics?
It is very helpful to first of all make the difference between the teaching practice and the legal basis conscious and position itself accordingly. There are:
- only one Entitled to a simple certificate, not to a qualified. The simple testimony merely provides information on the nature and duration of an employment relationship.
- a claim for a satisfactory assessment of the employer. So the note 3 is set first and if the judge does not find it, he has to prove that he is better. If an employer rates worse than 3, he / she will be required to provide evidence as an employer.
- an already existing intermediate certificate can not be ignored because the final certificate must be written in accordance with the previous assessment and must not deviate significantly from it.
- a truth and benevolence obligation of the certificate issuer, which the Federal Labor Court simply but well formulated: A testimony should be "benevolent in the context of truth".
Overall satisfaction formula overestimated
However, the qualified certificate has established itself as the standard. In addition to five individual performance criteria, a summary assessment is also given. The core element in this sense is the so-called "total satisfaction formula": "Always to the fullest satisfaction" with the grade "very good", "always to full satisfaction" with the grade "good", etc., at which the supposed total score could be read off ,
Those who issue a qualified certificate must use the full range of possibilities so as not to "fall on their noses" with the overall satisfaction formula. There is hardly any statement in the testimony that is overestimated more than this. Most of the satisfaction formula is even in contradiction to the rest of the statements and is therefore untrustworthy.
The obligation to meet the requirements
Work should be documented annually! What is already common in larger companies in the form of assessment sheets is also worthwhile for SMEs and saves a great deal of time and effort in the case of testimonials. As a rule, the estimation of extraneous and self-assessment is carried out with the employees and is communicated in the so-called annual target agreement meetings or employee / supervisor interviews.
In analogy to the testimony components, information about the professional knowledge, further training, motivation, work-ability, working methods and results can be given. In addition to the positive effect for personnel development and performance control, this documentation can be a welcome by-product for the fair production of certificates, as it is extremely conflict-prone and transparent from the outset.
Major failures are, however, still a testament
The assessment of the regular performance of the work must not differ significantly from that of the interim report. However, if there has been gross misconduct, such as theft in the workplace, this must be communicated.
However, not in the form of a devaluation of the performance appraisal. A possible "place" in the certificate would be, for example, the social behavior (relationship between supervisors and employees) or the employer-side termination initiative, from which a termination without notice can be read.
It can also go without secret codes
That the jurisdiction has given us a very real dilemma in practice by the commandment "true but benevolent" is out of the question; Solely responding with favors or secret codes is not the answer. Because there are a variety of ways to accommodate "real" information about the actual work properly in a certificate.
If, for example, a person is leaving the company, where the work performance was satisfactory, there is no reason not to present it as already mentioned above.
Intermediate tones are difficult
More difficult is the case when assessing notes between 3 and 4, if the conflict of the employer is not to be risked by the employer.
A benevolent solution in a "true framework" could, for example, be a rather passive task description, which certainly represents the limited ability of the appraiser to perform. The individual performance criteria could then correspond to the 3 grade, as well as the satisfaction formula. If, in addition, the regret about the departure of the employee is not pronounced, the overall result is a note range from 3 to 4.
The good news to the end
Writing good, fair and transparent testimonies is possible and feasible. The goal should be to achieve as little time as possible to a good result, because sophisticated literary certificates do not have to produce HR departments.
In this sense, it does not preclude the use of ready-made building blocks based on the company's internal assessment sheets. One or other good software can be found on the market. Please also buy expertise or develop a standardized procedure, everything possible, please do not write any complaints!
More knowledge - Podcast, PDF download, eCourse or personal advice
Offline download: Download this text as PDF - Read usage rights, Because we do not automatically submit the title of this text for privacy reasons: When buying in "interests" the title register if support is needed. After buying text exclusively Download at this URL (please save).
Listen to Podcast & Download MP3: You can listen to this text for free, as member even without annoying popup, or download the MP3 for a fee - Read usage rights, After the purchase page refresh, then you will find the download link here. Because we do not automatically submit the title of this podcast for privacy reasons: When buying in "interests" the title register if support is needed.
Your eCourse on Demand: Choose your personal eCourse on this or another desired topic, As a PDF download. Up to 30 lessons with each 4 learning task + final lesson. Please enter the title under "interests". Alternatively, we are happy to put together your course for you or offer you a personal regular eMailCourse including supervision and certificate - all further information!
Consultant packages: You want to increase your reach or address applicants as an employer? For these and other topics we offer special Consultant packages (overview) - For example, a personal phone call (price is per hour).