The interim reference is a job reference that is applied for and issued during the employment relationship. Employees can request an interim reference from their employer at any time – https://resumegets.com/. However, you should give a “valid” reason for this as well as a name and unsuspicious interest. Otherwise, supervisors will react alertly to the application for a qualified interim reference: It is a warning signal for an impending dismissal and a job change. Here you can find out how to request the interim reference and get a “very good” reference (including a free submission); who is entitled to an interim certificate and what you have to pay attention to in terms of structure and content.

Why an interim reference?

The importance of the interim assessment is often underestimated. In fact, the interim certificate has some important functions and advantages:

• Binding effect
  The interim report has a “binding effect”. That means: If you change jobs after one or two years, the boss cannot deviate significantly from the interim reference in his final assessment in the qualified job reference. The boss needs valid reasons for this. This also applies to a change of boss: If there are difficulties with the new boss after an internal change, his report must not turn out worse without good reason. Otherwise, you can dispute it.
• Performance evaluation
  The interim report can also be used as an argument in a salary negotiation (but only if it is at least “good”). It can also provide information as to whether and which personal developments are pending. Even a mediocre testimonial can be an occasion for a feedback discussion with the boss as well as internal changes.
• Self-protection
  There are also strategic reasons for an interim reference. For example, when you are given a difficult, high-risk project. If you screw that up and fail, you could fall in favor of your boss. It’s good if you can remind him with an interim report that your previous performance has been flawless.

Advantages of the intermediate certificate

The greatest advantage of the interim assessment is that the performance and social behavior of employees are often rated better in the interim report than in the final report. The reasons for this:

• The employer wants to motivate the employee. The cooperation is to be continued in the end. Positive feedback helps.
• The employer has a guilty conscience. Compulsory redundancies should be mitigated by positive references. You want to help the ex-employee to get back on their wages quickly
• The employer wants to get rid of you and save yourself long, expensive labor law litigation.

Simple or qualified interim reference?

If you request an interim reference, you should always ask for a “qualified interim reference”. It’s a lot more telling. However, you must explicitly apply for the qualified interim certificate, otherwise, you will only receive a “simple” certificate. The difference is:

• The simple interim report contains only factual and objectively verifiable facts: What did the employee do from when to when? Has the task been accomplished? What other tasks did he or she take on? No more.
• The qualified interim report contains a list of activities and areas of responsibility as well as an evaluation and assessment of the employee’s performance and social behavior. In addition to important soft skills, this also includes behavior towards superiors, colleagues, and customers.

Attention trap: Interim report always in the present tense

The interim report is ALWAYS formulated in the present tense. After all, the employment relationship does not (yet) end. Should the employer choose the past tense, the linguistic faux pas could put doubts about the real reasons for your termination. This can significantly reduce your application chances.

Request interim-certificate: Am I entitled?

There is no statutory right to an interim reference. Unless the employment contract or collective agreement regulates something else. In labor law, the legal entitlement only exists to a job reference at the end of the employment relationship (hence also “final reference” or “final certificate”).

The employer can even refuse to issue an interim reference. Most bosses expect the request to be terminated soon. After all, 80 percent of the interim report is used for a current application. The question about it can hurt the relationship with the employer.

When should I apply for an interim certificate?

Employees can apply for an interim reference every three years on average – as a written form of the previous performance assessment. Don’t be afraid to ask. The more openly you communicate this and the more regularly you practice it, the less suspicious it becomes. Whether or not you can request the interim report unobtrusively depends on the “valid” reasons you give. The (unsuspicious) reasons for an interim assessment include:

• Interim report after long service with the company
  Anyone who has been with the company for several years and has never received a written assessment of their work performance during this period can apply for a substantiated interim report.
• Interim reference in the event of a change of manager
  Are you getting a new manager? In that case, it is also common practice to issue employees with a “performance review”.
• Interim reference in the event of a transfer
  In the event of a transfer, the manager and job change. The previous achievements should therefore be documented in writing.
• Interim certificate for promotion
  Whether you are moving internally to a new position or a different department: Internal job changes and a promotion justify the request for an interim reference.
• Interim certificate after further training
  Anyone who undertakes further training, for example, an MBA or other further training, qualifies for higher positions. So the reason is comparable to a promotion.
• Interim reference after a fixed-term employment contract
  You have a legally effective right to an interim reference when a fixed-term employment contract is terminated. Finally, you have to provide evidence of previous activities.
• Interim certificate in case of company takeover
  Company takeovers or mergers lead to redundancies. Nobody can blame you for making provisions for this. Changes in the organizational structure are also associated with takeovers. All of this constitutes an interim report.
• Interim report in the event of planned job cuts
  The company is planning – for operational reasons – to cut jobs. Numerous employees should receive a severance payment offer and a termination agreement. Here, too, the request for an interim report corresponds to pure self-protection.
• Interim report before parental leave
  A longer break like parental leave marks a turning point in professional life. So it is legitimate to ask where you stand up-to-date and where you are about performance.
• Interim report before sabbatical
  Those who do a sabbatical also take a longer break. Not infrequently for professional reorientation. You should also apply for an interim certificate for this.

How can I request an interim reference?

If there is a legitimate interest, the application for an interim reference is purely a matter of form. Please always apply for the qualified interim report in writing – from your line manager. Alternatively, you can address the request to the HR department. A few lines are enough for the letter.

Request interim report – sample letter

If you like, you can add a justification to the application. Example: “… because I’m about to go on parental leave, I ask for an interim certificate to be issued.” However, the reason is not mandatory. And you can never completely prevent the boss from suspecting a job change. Even if you give good reasons, managers remain skeptical. Assuring your loyalty and appeasing the boss is an option, though. But if you overdo it, you make yourself even more suspicious.

Is there a deadline for the interim reference?

There is no fixed deadline by which the employer must issue the interim reference. However, if there are valid reasons, the employer must comply with the employee’s request “immediately”.

Interim report template: content & structure

A complete, qualified interim reference hardly differs in structure and content from the classic job reference and final reference. Eight modules and regulations to be met are essential to which you should pay attention:

What belongs in an interim report?

• Heading
• Master data & personal details
• Job title & job description
• Performance appraisal & social behavior
• Reason for exhibition
• Closing formula
• Signature & date
  

Interim report formulations: caution secret codes

Always pay attention to the wording of the assessment in the interim report. This is where – intentionally or accidentally – negative messages and secret codes, so-called “cashiers”, can hide. Because these are difficult to decipher for the inexperienced eye, here are a few examples to look out for.

Bad grade in the first sentence

There can be a meanness in the master data and personal details. You should listen carefully if the exhibitor writes, for example: “Mr. Ben Example … has been employed in our company since DD.MM.YYYY.” Or: “Ms. Susanne Muster … has been employed by our company since DD.MM.YYYY. “- Both formulations (“ busy ”,“ employed ”) sound harmless and neutral. But they are passive formulations! This is a secret code to ensure that the employee has not shown too much commitment.

Better are active formulations, such as: “Ms. Susanne Mustermann … has been working for our company since DD.MM.YYYY.” Or: “Mr. Ben Example … has been since DD.MM. YYYY is active as a social media manager for our company in the marketing department. ”The second example is even more meaningful because the area is mentioned.

Performance evaluation and behavioral assessment

An essential part of the qualified interim report is the performance evaluation and behavioral assessment. Secret messages are often hidden here too. There is a good trick to deciphering these secret codes: watch out for ambiguities – and take the negative interpretation of it. A few examples (with translation):

• Performance evaluation

“He was quickly popular with customers.”
Means: “He made too many and too quick concessions.”

“He tried to meet the requirements.”
Means: “The employee was a zero.”

“She did what she could.”
Means: “Unfortunately, she is completely incompetent.”

“Her punctuality made her a good example.”
Means: “Unfortunately, there was nothing more than punctuality.”

“He showed understanding and interest in his work.”
Means: “Only he didn’t work.”

“She did all the tasks dutifully and properly.”
Means: “She only did what she was told and showed no initiative.”

• Conduct assessment

“He has specialist knowledge and healthy self-confidence.”
Means: “This guy is more arrogant than a diva.”

“She showed a good empathy for the concerns of the workforce.”
Means: “She flirted more than she worked.”

“He got on well with his superiors.”
Means: “He is a follower and adapts everywhere.”

“He was capable and able to express his opinion.”
Means: “He cannot take any criticism.”

“He was a sociable and outgoing colleague.”
Means: “Nobody liked him.”

Interim certificate closing formula: Extremely important!

The closing formula in particular can contain negative hints. Example: “The interim reference will be issued by Mr. Mustermann upon request.” – Sounds harmless, but subtly says that the employee only receives the reference because he has to leave the company. For example, because of poor performance. It would be more positive: “The interim report is issued due to a change in management.” – This is positive because the reason for issuing it has nothing to do with the employee himself.

Also important is the thanks (for “good cooperation”) in the closing formula. In a certificate with the grade “very good” it reads: “We would like to expressly thank Ms. Muster for her consistently outstanding performance and look forward to further cooperation.” However, such a closing formula is voluntary. You are not entitled to this. But that makes the formulation all the more valuable. Their absence is therefore regularly interpreted as a negative sign.

Interim Report Alternatives

The criticism of job references and interim references has been increasing for years. There is therefore an increasing trend towards alternative forms with fewer legal requirements. However, the variants in the application are not recognized by all HR managers. They, therefore, do not offer a complete replacement. We want to mention the interim certificate alternatives anyway:

• Job and job description
  To stand out from the crowd, you can have a detailed job and job description drawn up. The job description is often more meaningful. This gives you an insight into your areas of responsibility and sharpens your profile. A convincing job description should focus on supervised projects. In this way, the future employer can see what successes you have achieved and how you are proceeding in your work.
• Employee evaluation
  Managers, in particular, can take their employees’ assessments with them into job interviews as a substitute for references. HR managers receive proof that the leadership behavior was impeccable or above average. Assessments from assessment centers or 360-degree feedback can have a similar effect.
• References and letters of recommendation
  References in the curriculum vitae are already standard abroad. They have great expressiveness from someone who can really judge you: a long-standing customer or mentor as well as a high-ranking colleague. Think carefully about whose recommendation could impress a prospective employer. In any case, the letter of recommendation should contain a contact option so that the HR manager can convince himself of the reference.
• Testimonials
  The term “testimonial” denotes approval or praise for a product. You can also use such testimonials as an alternative interim certificate and thus have your qualifications confirmed. Testimonials are suitable for self-employed and freelancers who are switching back to permanent employment. The self-employed cannot apply for a certificate anywhere. Obtain statements from satisfied customers and companions.