Qualification reference book of positions of workers and employees. Unified qualification reference book of positions of managers, specialists and employees
System administrator, cultural workers, construction foreman, electrician, janitor, accounting expert, purchasing specialist - representatives of different industries and professions can find information about what you need to know from a qualification guide for workers, employees and managers.
This document is all-Russian and industry-wide. For convenience, it is divided into sections. That is, for example, representatives of pedagogical and medical professions it will be easy to find the required positions in a single qualification directory with the same name.
Job qualification guide - what is this summary
For each industry in the qualification book of positions there is a list of managers and employees. The leader, choosing those who will work for him and serve their profession, often rely on the characteristics from this document before being approved.
Each of the specialists has three characteristics: must know, requirements, job duties... There are requirements for work in the organization and for the leaders themselves. For example, they must not only have an appropriate education, but also have knowledge of how to deal with tariff issues. The decree on the approval of the current qualification reference book of positions was issued in the Russian Federation back in August 1998.
Qualification handbook of positions of workers and employees 2017
If you rely on Labor Code, or rather, on its 143rd article, the tariffication of work, as well as the subsequent assignment of categories to workers and employees in 2017 will continue to be carried out in accordance with the described document. The second important factor for enterprise policy is professional standards. New professions appear in Russia, and therefore every year this documentation is expanded.
Unified qualification reference book of positions of educators
This separate document is divided into three categories: managers, educators, and educational support personnel. V educational institutions there are, as elsewhere, issues related to labor relations and requiring regulation. The qualification book helps with this. Thanks to him, it is possible to organize effective management of teaching staff. Characteristics are the basis for developed in educational institutions job instructions.
Directory of healthcare professionals 2017
In July 2010, the relevant Ministry approved the characteristics for the health sector. In this document, all specialists are divided into four categories: managers, specialists, junior pharmaceutical and medical personnel, and other personnel of medical organizations. Due to the fact that the importance of workers medical institutions is especially high due to the fact that the health of others depends on them; practically every specialty has both education and work experience in the requirements presented.
Directory of positions in educational institutions
A separate order of 2011 highlighted the requirements for those working in educational institutions that provide higher education. professional education... Teaching staff, management, and administrative staff with support staff are three distinct categories that fall under this document. For example, the same professor must have at least a doctorate degree and five years of scientific and pedagogical experience, while a candidate's degree and three years of experience are enough for an associate professor.
All-Russian qualification reference book of positions and professions 2017
This normative document is freely available for download. Read about what you need to do in certain positions and what you need to know to get a job there.
Unified qualification reference book of positions of managers, specialists and employees
The size wages managers, specialists and other employees, as a general rule, is determined mainly by the size of the official salary paid for the performance of these employees of their official duties for the positions held. In this regard, a clear fixation of these duties - their content, scope, technology and responsibility, is of paramount importance for employees.
The qualifications of each position are divided into three sections: "Job responsibilities"; "Must Know" and "Qualification Requirements".
The section "Job responsibilities" contains a list of the main functions that can be assigned in whole or in part to an employee holding this position.
The section "Should know" contains the basic requirements for an employee in relation to special knowledge, as well as knowledge of regulatory legal acts, methods and means that the employee must be able to apply in the performance of job duties.
The section "Requirements for qualifications" determines the level of professional training of the employee, necessary to perform the duties assigned to him, and the required length of service.
As an example, let us give the qualification characteristics of the position of a director (general director, manager) of an enterprise *(1) .
Job responsibilities. Leads, in accordance with the current legislation, the production, economic and financial and economic activities of the enterprise, bearing full responsibility for the consequences of decisions made, the safety and effective use of the enterprise's property, as well as the financial and economic results of its activities. Organizes the work and effective interaction of all structural divisions, workshops and production units, directs their activities to the development and improvement of production, taking into account social and market priorities, increasing the efficiency of the enterprise, increasing sales of products and increasing profits, quality and competitiveness of products, its compliance world standards in order to conquer the domestic and foreign markets and meet the needs of the population in the relevant types of domestic products. Ensures that the enterprise fulfills all obligations to the federal, regional and local budgets, state extra-budgetary social funds, suppliers, customers and creditors, including bank institutions, as well as economic and labor agreements (contracts) and business plans. Organizes production and economic activities based on widespread use the latest technology and technology, progressive forms of management and organization of labor, scientifically based standards of material, financial and labor costs, study of market conditions and advanced experience (domestic and foreign) in order to improve the technical level and quality of products (services), the economic efficiency of its production, rational the use of production reserves and the economical use of all types of resources. Takes measures to provide the enterprise with qualified personnel, rational use and development of their professional knowledge and experience, create safe and favorable working conditions for life and health, and comply with the requirements of environmental protection legislation. Provides the right combination of economic and administrative methods of leadership, one-man management and collegiality in the discussion and solution of issues, material and moral incentives to increase production efficiency, the application of the principle of material interest and responsibility of each employee for the task entrusted to him and the results of the work of the entire team, payment of wages on time ... Together with labor collectives and trade union organizations, on the basis of the principles of social partnership, it ensures the development, conclusion and implementation of a collective agreement, compliance with labor and production discipline, contributes to the development of labor motivation, initiative and activity of workers and employees of the enterprise. Solves issues related to the financial, economic and production and economic activities of the enterprise, within the limits of the rights granted to it by law, entrusts the conduct of certain areas of activity to other officials - deputy directors, heads of production units and branches of enterprises, as well as functional and production divisions. Ensures compliance with the rule of law in the activities of the enterprise and the implementation of its economic and economic ties, the use of legal means for financial management and functioning in market conditions, strengthening contractual and financial discipline, regulating social and labor relations, ensuring the investment attractiveness of the enterprise in order to maintain and expand the scale of entrepreneurial activity ... Protects the property interests of the enterprise in court, arbitration, government and management bodies.
Must know: legislative and regulatory legal acts governing the production and economic and financial and economic activities of the enterprise, decrees of federal, regional and local government and management bodies that determine the priority areas for the development of the economy and the relevant industry; methodological and regulatory materials of other bodies concerning the activities of the enterprise; profile, specialization and features of the structure of the enterprise; prospects for technical, economic and social development industries and enterprises; production capacity and human resources of the enterprise; production technology of the company's products; tax and environmental legislation; the procedure for drawing up and agreeing business plans for the production and economic and financial and economic activities of the enterprise; market methods of business and enterprise management; a system of economic indicators that allow an enterprise to determine its position in the market and develop programs for entering new sales markets; the procedure for the conclusion and execution of business and financial contracts; market conditions; scientific and technical achievements and best practices in the relevant industry; management of the economy and finances of the enterprise, the organization of production and labor; the procedure for the development and conclusion of sectoral tariff agreements, collective agreements and regulation of social and labor relations; labor legislation; rules and regulations of labor protection.
Qualification requirements. Higher professional (technical or engineering and economic) education and work experience in managerial positions in the relevant profile of the industry enterprise for at least 5 years.
The qualification characteristics are given in the Qualification Handbook of the positions of managers, specialists and other employees, approved by the Resolution of the Ministry of Labor of the Russian Federation of August 21, 1998 N 37 (as amended by the order of the Ministry of Health and Social Development of the Russian Federation of November 7, 2006 N 749).
The qualification handbook contains two sections. The first section provides the qualification characteristics of industry-wide positions of managers, specialists and other employees (technical executors), which are widespread in enterprises, institutions and organizations, primarily in the industrial sectors of the economy, including those on budget funding. The second section contains qualification characteristics positions of workers employed in research institutions, design, technological, design and survey organizations, as well as editorial and publishing departments.
The specified reference book was developed in accordance with the accepted classification of employees into three categories: managers, specialists and other employees (technical executors). The assignment of employees to categories is carried out depending on the nature of the predominantly performed work that makes up the content of the employee's labor (organizational and administrative, analytical and constructive, information and technical).
The titles of positions of employees, the qualifications of which are included in the Directory, are established in accordance with the All-Russian Classifier of Occupations of Workers, Positions of Employees and tariff categories OK-016-94 (OKPDTR) (as amended by OKPDTR 5/2004, approved by Rostekhregulirovanie), entered into force on January 1, 1996.
In connection with the above, let us draw the readers' attention to the fact that, according to Art. 57 "Content of an employment contract" of the Labor Code of the Russian Federation, if in accordance with federal laws with the performance of work in certain positions, professions, specialties, the provision of compensation and benefits or the presence of restrictions is associated, then the names of these positions, professions or specialties and qualification requirements for them must correspond to the names and requirements specified in the qualification reference books approved in the manner established by the Government of the Russian Federation ...
Thus, if, for example, the remuneration of a specialist in accordance with Art. 147 of the Labor Code of the Russian Federation is made in an increased amount for work in harmful working conditions, then the employer is obliged to be guided by the relevant qualification characteristics included in Qualification handbook positions of managers, specialists and other employees, that is, the name of the position, profession, specialty and qualification requirements for them must correspond to the qualification characteristics.
If, in accordance with federal laws, the provision of compensations and benefits (increased wages, provision of additional leave, therapeutic and prophylactic nutrition, etc.) or the presence of restrictions are not associated with the performance of work in this position, profession, specialty, then the employer is free to choice - to be guided or not guided by the qualification characteristics in the given case. In other words, the employer has the right to independently decide on the name of the position, profession, specialty and qualification requirements for them.
In the practical application of the Qualification Handbook of the positions of managers, specialists and other employees, the following should be borne in mind.
1. The Directory does not include the qualification characteristics of derived positions (senior and leading specialists, as well as deputy heads of departments). The job responsibilities of these workers, the requirements for their knowledge and qualifications are determined on the basis of the characteristics of the respective basic positions contained in the Handbook. It should be borne in mind that the use of the official title "senior" is possible provided that the employee, along with fulfilling the duties stipulated for the position held, manages the performers subordinate to him.
The position of "senior" can be established as an exception and in the absence of performers in the direct subordination of the employee, if he is entrusted with the functions of managing an independent section of work.
For professional positions for which qualification categories are provided, the official title "senior" is not applied. In these cases, the functions of managing subordinate performers are assigned to specialist I qualification category(for the qualification categories of specialists, see further in the text).
The duties of the "leading" are established on the basis of the characteristics of the respective positions of the specialists. In addition, they are entrusted with the functions of a manager and a responsible executor of work in one of the areas of activity of an enterprise, institution, organization or their structural divisions, or responsibilities for coordination and methodological guidance of groups of executors created in departments (bureaus). Requirements for the required length of service for leading specialists are increased by 2-3 years in comparison with those provided for specialists of the 1st qualification category.
Job responsibilities, knowledge requirements and qualifications of deputy heads of structural divisions are determined on the basis of the characteristics of the respective positions of managers.
2. The qualification characteristics of the positions of specialists provide for within the same position, without changing its name, intra-job qualification categorization by remuneration. Qualification categories for the remuneration of specialists are established by the head of the enterprise, institution, organization.
This takes into account the degree of independence of the employee in the performance of official duties, his responsibility for decisions made, attitude to work, efficiency and quality of work, as well as professional knowledge, practical experience, determined by the length of service in the specialty, etc.
As an example, we will give the requirements for the qualifications of a design engineer (designer), set out in the qualification characteristics of this position.
Engineer: higher professional education without any requirements for work experience.
3. The qualification characteristics of the positions of chiefs (heads) of departments serve as the basis for defining job responsibilities, knowledge requirements and qualifications.
4. Qualification characteristics can be used as normative documents of direct action or serve as a basis for the development of internal organizational and administrative documents - job descriptions containing a specific list of job duties of employees, taking into account the specifics of the organization of production, labor and management, as well as their rights and responsibilities. If necessary, the duties included in the description of a certain position can be distributed among several performers.
In the qualification characteristics, the most characteristic jobs for each position are presented. Therefore, when developing job descriptions, it is allowed to clarify the list of jobs that are characteristic of the corresponding position in specific organizational and technical conditions, and the requirements for the necessary special training of workers are established.
5. In the process of taking measures to improve the organization and increase the efficiency of labor, it is possible to expand the range of duties of employees in comparison with the established corresponding characteristics. In these cases, without changing the job title, the employee may be entrusted with the performance of duties stipulated by the characteristics of other positions, similar in the content of work, equal in complexity, the performance of which does not require another specialty and qualifications.
6. Compliance of actually performed duties and qualifications of employees with the requirements of qualification characteristics is determined by the certification commission in accordance with the current regulation on the procedure for conducting certification. Wherein Special attention is paid to high-quality and efficient performance of work.
7. Persons who do not have special training or work experience established by the requirements for qualifications, but who have sufficient practical experience and perform the job duties assigned to them with high quality and in full, on the recommendation of the certification commission, as an exception, can be appointed to the corresponding positions in the same way , as well as persons with special training and work experience.
8. The Handbook includes the qualification characteristics of mass positions, common to all sectors of the economy, most widely used in practice. The qualification characteristics of positions specific to certain industries are developed by ministries (departments) and approved in accordance with the established procedure.
The Government of the Russian Federation, by its decree of October 31, 2002 N 787 (as amended on December 20, 2003 N 766), approved the procedure for approving the Unified Qualification Handbook of the Positions of Managers, Specialists and Employees. The Government of the Russian Federation has established (thereby confirming) that the Unified Qualification Handbook of the positions of managers, specialists and employees consists of the qualification characteristics of the positions of managers, specialists and employees, containing job responsibilities and requirements for the level of knowledge and qualifications of these employees.
This resolution instructed the Ministry of Labor and Social Development of the Russian Federation to organize, together with the federal executive authorities, which are entrusted with the management, regulation and coordination of activities in the relevant sector (sub-sector) of the economy, the development of a Unified Qualification Handbook of the positions of managers, specialists and employees and the procedure for their application, and also to approve the specified reference book and the procedure for its application.
In pursuance of the aforementioned resolution of the Government of the Russian Federation, the Ministry of Labor of the Russian Federation, by Resolution No. 9 of February 9, 2004, approved the Procedure for the Application of the Unified Qualification Reference Book of the Positions of Managers, Specialists and Employees. The specified Order basically repeats the text of the section " General Provisions"Qualification handbook of positions of managers, specialists and other employees.
In this article, we will consider the Unified Tariff and Qualification Reference (ETKS) for a labor protection specialist. We will give the definition of ETKS and explain the difference between ETKS and other reference books and professional standards... We will analyze the structure of the ETKS "Specialist in labor protection" and, of course, we will tell you how the specialist in labor protection ETKS should use it in his production activities.
To see what the ETKS looks like for an occupational safety specialist, please,
So, let's begin…
What is the ETKS of a labor protection specialist?
What is the difference between ETKS and TSA?
In order to unify (bring to the same standards) all possible professions in the country, the state has developed and put into effect reference books of professions, which are periodically updated depending on the emergence of new specialties, technologies or the obsolescence of some others.
In Russia, there are two main reference books that should be followed when maintaining labor activity at any enterprise or organization. Both reference books were approved by the RF Government Decree of October 31, 2002 N 787 and are legally binding:
1. ETKS- a unified tariff and qualification reference book of jobs and professions of workers.
2. EKS- a unified qualification reference book of positions of managers, specialists and employees. (EKSD is another name for this handbook)
Unified tariff and qualification reference book (ETKS)- this is large collection normative documents, united by volumes, which is intended solely for the classification blue-collar occupations.
Unified qualification reference book of positions of managers, specialists and employees (CEN) Is a collection of regulatory documents intended for non-working professions, namely for managers, employees and all kinds of specialists.
Thus, two guides cover all possible professions.
The question arises: In which of the two directories to look for the profession of an occupational safety specialist?
Correct answer: In the EKS handbook !!!
It should be noted that as such ETKS specialist in labor protection does not exist. After all, this guide is intended only for blue-collar occupations. Therefore, when someone talks about the ETKS of a labor protection specialist, one must bear in mind that we are talking about the ETKS of a labor protection specialist. To avoid confusion, in what follows we will call any of the reference books "ETKS".
ETKS (EKS) of a labor protection specialist Is an official document that is introduced
What is ETKS for?
The unified tariff and qualification reference book is used for:
1. Assignment of tariff categories to workers and employees (according to the principle of what harder job, the higher the category, article 143 of the Labor Code of the Russian Federation);
2. Determination of salaries of civil servants (Article 144 of the Labor Code of the Russian Federation);
3. Tariffication and accounting of professions for which benefits and compensation of the state are provided (Article 57 of the Labor Code of the Russian Federation).
Of course, not only government agencies should apply ETKS. Commercial organizations should use the professions directory for their own purposes.
Firstly, it is very convenient to prescribe job descriptions of employees with the help of the reference book. in ETKS the profession is fully described, what the employee should do, what knowledge and skills should be possessed, etc.
Secondly, it is very convenient for the head of the enterprise to "distribute" qualifications to all employees, and to build a remuneration system at his enterprise, based on the qualification level of each employee.
Thirdly, with the help of ETKS, you can build labor relations with the state, justify the transfer of taxes, receipt of state. subsidies, etc.
A labor protection specialist needs ETKS in order to bring his position in line with the legislation of the Russian Federation.
How can a labor protection specialist apply ETKS in his activities?
As we have already said, ETKS (EKS, EKSD) of an occupational safety specialist is a regulatory document that is submitted
ETKS of a labor protection specialist consists of sections:
In section 1 provides general information.
In section 2 information on the positions of a manager and a labor protection specialist is presented. The section indicates the correct job titles, job responsibilities of the head and OT specialist, what knowledge and skills a person holding the position of OT specialist or head must have, and what requirements to fulfill.
What should a labor protection specialist do in accordance with ETKS?
First of all, a labor protection specialist must redo his job description and re-execute his contract with the organization in accordance with the new requirements, make changes to the staffing table, and so on. So, if earlier the occupational safety profession was called "Occupational Safety Engineer", now, according to the requirements of ETKS, the profession should be called "Head of Labor Protection Service", or "Labor Protection Specialist", Other names of professions, including ETKS "Labor protection engineer" or ETKS "Engineer for industrial safety" - does not exist! (Order of the Ministry of Labor of the Russian Federation of 05/15/2013 No. 205).
It is also necessary to pay special attention to the fact that some of the functions of a labor protection specialist have changed, and most importantly, new requirements for the profession have appeared.
Thus, education requirements are imposed on the position of the head of the labor protection service. To work in this position, the head of the OT service, you must have, or any higher education together with, while the head of the labor protection service must have five years of experience in this area.
The same educational requirements are imposed on the position of an occupational safety specialist. For an occupational safety specialist, it is necessary to have a higher education in occupational safety. And in the absence of such, retraining is allowed in the presence of secondary education (valid for a labor protection specialist who does not have a category).
What laws should a labor protection specialist follow? ETKS or professional standards?
Due to the fact that, according to the Labor Code of the Russian Federation, from 01.07.2016 they come into force and are mandatory for use (are valid), labor protection specialists ask the question of how to be guided by ETKS or professional standards in their activities?
We will try to answer this question.
Now ETKS and professional standards are valid regulatory documents that must be applied in their activities by a labor protection specialist. It is enough to study in which the Ministry of Labor refers to ETKS and professional standards as fundamental documents.
Despite the fact that the two documents have a different structure, the information presented in both documents is almost identical. It turns out that professional standards are the closest to reference books and contain more specific information. Why it happens?
In our opinion, this is happening because the state wants to combine over time the two reference books ETKS and CEN and come to one standard in order to create a single unified reference book with a single classification with even more extensive information. Those. to gradually replace all reference books of professions with professional standards.
The unified tariff and qualification reference book of jobs and professions of workers ETKS contains an 8-bit rating scale. For a unified qualification reference book of positions of managers, specialists and employees (EKS) - the scale may be different, depending on the profession. As for professional standards, there is a single 9-digit scale of qualifications for all professions without exception.
Therefore, the professional standards are more unified and allow comparing the qualification level of a labor protection specialist with the qualification level of any other profession.
For example, according to ETKS “Labor protection specialist 2018”, the profession of labor protection specialist qualifies for “Specialist”, “Specialist of the 2nd category”, “Specialist of the 1st category” and “Head of the labor protection service”. Based on this, it is impossible to compare the level of an OSH specialist with the level of any other profession, since this qualification applies only to specialists in the field of labor protection.
For many workers personnel service the qualification reference book of positions has become a reference book. Let's talk about the application of ETKS and CEN, as well as their upcoming cancellation in connection with the final transition to professional standards.
From the article you will learn:
Qualification directory of positions - managers, specialists, workers - a set of characteristics of the main types of work in professions related to the most different areas economy. On duty, any experienced personnel officer had to turn to him. The Ministry of Health and Social Development of the Russian Federation, together with the executive authorities that regulate and coordinate individual economic sectors, are engaged in the development and updating of unified tariff and qualification reference books (clause 2 of the RF government decree No. 787 dated October 31, 2002).
Qualification handbook of positions of workers and employees-2018: application procedure
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5 main misconceptions about professional standards.
The status and procedure for the practical use of tariff and qualification reference books is determined by Article 143 of the Labor Code of the Russian Federation. So, according to part 8 of article 143 of the Labor Code of the Russian Federation, when billing work and assigning wage categories to employees, the following are applied:
- a unified tariff and qualification reference book of workers' jobs and professions;
- unified tariff qualification reference book of positions of managers, specialists and employees;
- professional standards.
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There are even some regulations, describing in detail the rules for the application of ETKS (see "Procedure", approved by the decree of the Ministry of Labor of the Russian Federation No. 9 of 02/09/2004). Along with the provisions of the reference books, state guarantees for wages, fixed by federal legislation, as well as the recommendations of the tripartite commission for the regulation of social and labor relations and the opinion of trade unions are taken into account. Details - in the notes "How to apply " And How ».
Important: the requirements of ETKS and EKS apply, first of all, to labor relations, therefore, when concluding a civil law contract, the employer is not obliged to check the contractor for compliance with the criteria established by the reference books.
Types and current editions of tariff and qualification reference books
Currently, two types of qualification reference books are used - for workers (ETKS) and for employees, managers, specialists (EKS). The need to develop two individual documents arose due to significant differences in the specifics of the work assigned to different categories of personnel. Therefore, when setting tariffs or qualification requirements for working professions (locksmith, foundry, welder, etc.) employers refer to ETKS, a reference book of working professions.
If we are talking about a managerial or official position, the EKS is used - a unified qualification reference book of the positions of managers and employees. About tariffication different types works read in the article "How to install »: You will find out why it is so important to know Exact size The minimum wage, how often should the salary be indexed and whether it is legal to set different salaries for employees holding the same position.
Unified qualification reference book of workers' positions
The tariff and qualification reference book, used to determine the complexity and payment of work, as well as to assign categories to workers, consists of more than 70 issues.
Each issue is dedicated to certain areas and areas of the economy, for example:
- No. 5 - for geological exploration and topographic-geodetic works (approved by the decree of the Ministry of Labor of Russia No. 16 of February 17, 2000);
- No. 16 - production of medical instruments, devices and equipment (approved by the decree of the Ministry of Labor of Russia No. 38 of March 5, 2004);
- No. 24 - for general trades in chemical industries (approved by order of the Ministry of Health of Russia No. 208 of March 28, 2006);
- No. 50 - extraction and processing of fish and seafood (approved by the decree of the Ministry of Labor of Russia No. 73 of 10/12/2000);
- No. 52 - for rail, sea and river transport (approved by order of the Ministry of Labor of Russia No. 68n dated 02/18/2013);
- No. 57 - for advertising, design, restoration and layout work (approved by order of the Ministry of Health of Russia No. 135 dated March 21, 2008).
Some of the sections have lost their relevance (issues 30-31, 34, 38-39, 61-63, 65, 67-68), some were put into effect a long time ago, by Soviet decrees. For example, the sections “ Dry cleaning and dyeing ”and“ Works and professions of laundry workers ”, approved by the decree of the State Committee for Labor of the USSR and the All-Union Central Council of Trade Unions No. 320 / 21-22 of 31.10.1984, have not yet been updated.
Qualification handbook of positions of managers, specialists and employees
The unified qualification reference book of the positions of specialists and employees (EKS) developed by the Labor Institute was approved by the decree of the Ministry of Labor of Russia No. 37 of 08.21.1998. Since its approval, the document has been amended and supplemented more than ten times. The current version of the ETKS is applied without fail by all state and municipal organizations (in relation to positions for which professional standards have not been developed). Table "Categories and state civil service "will be useful to personnel officers of state institutions.
The requirements for commercial companies are not so strict. Nevertheless, Article 57 of the Labor Code of the Russian Federation obliges all employers, without exception, to refer to professional standards or ETKS when entering positions in the staffing table associated with the presence of restrictions or the provision of benefits. In other words, if the company has positions that give the right to certain guarantees (early retirement, compensation for "harm", etc.), their names should exactly match the wording of ETKS or professional standards. Read more about the provision of benefits to employees in the articles "How to issue an employee's exit to "And" What compensation is due to an employee for work during ».
In total, the document has thirty sections. General characteristics positions applicable to employees of enterprises, institutions and organizations of all industries are given in the first section, approved by the decree of the Ministry of Labor of Russia No. 37 of 21.08.1998. The following are sections for specific industries:
- research, design, design and survey areas;
- health care;
- education, including professional;
- culture, art and cinematography;
- labor protection;
- electric power industry;
- architectural and urban planning activities;
- the spheres of civil defense and protection of the population from emergencies, ensuring the safety of people at water, mountain and underground facilities;
- geology and subsoil exploration;
- physical education and sports;
- tourism;
- Agriculture;
- state archives and document storage centers;
- military units and organizations of the RF Armed Forces;
- centers of metrology, standardization and certification;
- system of state material reserve;
- legal protection of the results of intellectual activity and means of individualization;
- youth affairs bodies;
- road facilities;
- hydrometeorology;
- countering technical intelligence and ensuring the security of information;
- nuclear power and floating nuclear power plants;
- conflictology;
- rocket and space industry;
- translation activity;
- forensic examination;
- bodies of the Federal Migration Service.
If you pay attention to the dates of publication of orders of resolutions approving sections of the CEN, you will notice that the most "recent" provisions of the directory came into force in 2013. And since then they have not been updated, although previously new sections were added almost annually. The reason for this state of affairs was the transition to professional standards - a more convenient and modern system qualification assessment. Details - in the note "How to apply »: The expert will explain who will be primarily affected by the changes in the legislation, how often the qualification standards will be updated and how to check the employee for compliance with the new requirements.
Practice question
How in work book to record the position of the employee, if it was not indicated in the classifier of positions and professions?
The answer was prepared jointly with the editors
Ivan Shklovets answers,
Deputy Head of the Federal Service for Labor and Employment
Indicate the name of the employee's position in the work book in accordance with the staffing table of the organization. At staffing to an arbitrary indication of the positions of employees who are assigned benefits and compensation.
For example, working in a particular position may entitle an employee to early retirement. The list of positions, work in which gives the right to early appointment of a pension, is listed in Articles and Law of 28.12.2013 No. 400-FZ. If the position in the work book does not correspond to the qualification reference book, Pension Fund may deny an employee the right to an early retirement pension ...
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Unified qualification reference book of positions as a predecessor of professional standards
From the system of professional standards, in connection with which additional norms appeared in the Labor Code of the Russian Federation (Articles 195.1-195.3 of the Labor Code of the Russian Federation), the unified qualification reference book of positions of managers, employees and specialists differs not only in format. Occupational standards contain clearer and more structured information about the labor functions performed by employees, and fully comply with the spirit of the times.
Previously, a specialist who received a specialized education could work all his life on the same equipment, using the familiar technologies and knowledge that he received at a university or technical school. But modern technologies are developing rapidly, dramatically changing the content of work and the qualification characteristics of the position. We have to radically revise existing norms and introduce new standards. As the ETKS and EKS (a unified tariff and qualification guide for the positions of managers, specialists and employees) are gradually losing their relevance, employers are increasingly turning to professional standards for:
- selection of personnel;
- training, retraining, certification and career planning of employees;
- drawing up job descriptions and staffing tables;
- formation of personnel policy and tariff scale for the work performed;
- development of wage systems.
Important: a professional standard is a universal document that establishes the requirements for the conditions and content of labor, as well as for the skills, knowledge and experience of a specialist.
On average, it takes 9-12 months to develop a "benchmark" for each individual position, so today, despite active work in this direction, new standards for a number of specialties and types of work have not yet been approved. Consequently, in 2018, it is too early to write off the unified qualification reference book of employee positions and the tariff and qualification reference book of working specialties.
But if there is a choice between ETKS (EKS) and the current professional standard (and there are already more than a thousand such positions), the latter should be preferred. At least because the final cancellation of reference books and a complete transition to a system of professional standards, applied taking into account individual industry requirements, is planned for the coming years (see the letter of the Ministry of Labor of Russia No. 14-0 / 10 / 13-2253 of 04/04/2016).
Transition to professional standards: step by step instructions
For commercial organizations, professional standards are advisory in nature. They become mandatory only in two cases (like reference books):
- when for a certain type of work the legislator has established compensation or benefits, or restrictions are provided for its implementation (Articles 57, 195.3 of the Labor Code of the Russian Federation);
- when the requirements for work experience and qualifications of an employee are established by the Labor Code of the Russian Federation, federal legislation or other regulatory legal acts (Article 195.3 of the Labor Code of the Russian Federation).
In the first case, you should make sure that the name of the position in the staffing table, employment contract, hiring order and other local documents coincides with the wording of the professional standard. The rest of the aspects - the features of the labor function, the requirements for the level of education and work experience in the specialty - remain at the discretion of the employer. Detailed analysis difficult situations- in the articles “How to keep the category of a worker on ETKS, if "," How to check if it matches professional standard "and" How to overcome the 6 main problems that arise when ».
As for the second category of workers (which includes legal workers, teachers, doctors, and even private detectives), the requirements of professional standards are fully applied to them. To understand what specific positions in question, take a look at the table “ for which the law establishes qualification requirements ”.
Organizations, enterprises and institutions of the budgetary sphere, as well as all non-budgetary funds, corporations and companies with a state share of more than 50%, are obliged to switch to professional standards, whether they like it or not. To make the transition less painful, it is allowed to introduce new rules in stages (up to January 1, 2020, as required by clause 1.2 of the RF government decree No. 584 of 06/27/2016). To help the personnel officer - articles "When , and when the professional standard. Six controversial situations "and" How professional standards will affect ».
Since the legislator does not regulate the procedure for the transition to the system of professional standards, the employer decides how to act based on the needs of the organization and the specifics of its activities.
The whole process can be roughly divided into five sequential stages:
- shaping working group or a commission in which representatives of key departments (legal and personnel services, accounting, etc.) participate;
- development of a work schedule for the implementation of professional standards;
- familiarization of heads of departments and services with the schedule and legislative framework, in accordance with which the transition is carried out;
- implementation of activities provided for by the schedule;
- summing up the results of the commission's work and approving the report on the results.
Practical situation
Staffing: how to enter information without errors
The answer was prepared jointly with the editors of the journal " »
Nina KOVYAZINA answers,
Deputy Director of the Department medical education and personnel policy in healthcare of the Ministry of Health of Russia
We have a small organization, and there are departments in which one person works. If the employee is a manager, should there be subordinates in the department?
Formally, the Labor Code does not prohibit an employer from creating structural divisions that consist of only one employee, in particular the head of a department. At the same time, the position of "leader" presupposes the leadership of subordinates. For example, the Qualification Handbook provides for such a duty for the position "Head of HR" (approved ). Qualification handbooks are advisory in nature. But there are exceptions ...
The full version of the answer is available after a free
The first step is to issue an order establishing the commission. The order lists by name all members of the commission (working group), and also indicates the time allotted for familiarization with regulatory documents and the development of a schedule.
Download in.doc
Download in.doc
Each protocol is certified by the signatures of the members of the working group, including the chairman.
To change the name of the position, make additions to labor contract or to approve new local regulations, the director of the company gives a written order (see article “ does not correspond to the professional standard: what to do "). Fortunately, the law does not prohibit combining orders of the same type into one order and thereby save resources. Article "Tricks that will make it easier for you to work with »Will help to minimize labor costs associated with the execution of orders, contracts, information sheets and other documentation.
