Qualification guide for managers. Qualification handbook of positions of employees and managers - description
Article 143 of the Labor Code indicates that in Russian Federation there is a document in accordance with which the rating of all works is performed. Tariff categories are assigned according to this document. We are talking about a single qualification collection of positions, employees and managers.
In 1998, the government approved the order in the form of a decree on the creation of such a list. It includes the qualification characteristics for each individual profession, as well as the requirements according to which a person can be approved for a certain position.
Job qualification guide - what is this summary
Today, the qualification reference book of positions, managers and employees is a single valid document in the Russian Federation of such a plan. Many organizations rely on it for their work. Its general structure is as follows: alphabetical order the all-Russian list of professions is given. This qualification handbook is the basis for the company's pricing policy. It is from the first section of this single document that employers often take requirements for applicants for employee positions. It also indicates what exactly a person should know about industry-wide issues.
Qualification handbook of positions of workers and employees 2018
The qualification collection of professions, established in August 1998, is constantly undergoing revisions, because new modern names are being added both among workers and employees and among managers. By the way, practically all professions with the prefix "chief" are classified as managers. This also applies to accountants.
The new order also contains a list of requirements for janitors, electricians, procurement specialists, system administrators, workers involved in construction, employees of the Ministry of Culture and Health - in general, this list is uniform and complete. To get a CEO profile, simply download this single document, which was approved nearly 20 years ago.
Unified qualification reference book of positions of educators
A separate section here is devoted to representatives of the education sector. It is intended to effectively resolve issues that are related to the regulation of relations with personnel in educational institutions... One of the main ones on the list is the section about the manager - that is, the director. First of all, he must serve for the good of his school. Him whole line responsibilities and necessary knowledge. Requirements include higher professional education in the relevant areas - for example, "Personnel Management", as well as a minimum five-year experience.
Directory of healthcare professionals 2018
There is a corresponding section for healthcare workers. Job descriptions are formed on the basis of this document. Interesting feature of this section is that a specialist doctor who takes a break from his work for five or more years, upon his return, is appointed as a trainee doctor and necessarily undergoes retraining during this time. By the way, all medical professions are named in accordance with the nomenclature of specialties. Only the laboratory assistant has remained unchanged for many years.
Directory of positions in educational institutions
In addition to directors, this list contains dozens of other positions of employees and employees of the education sector. For example, among the leaders - this is the deputy head, the head of the structural unit and the senior foreman. Teachers include teachers, teachers, educational organizers, social educators, senior counselors, teachers who are speech therapists, psychologists, educators.
The all-Russian qualification reference book of positions and professions 2018 can be downloaded free of charge
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For many employees of the 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 RF together with executive authorities regulating and coordinating individual economic sectors (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 tariffication of work and assignment to employees tariff categories apply:
- 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.
Download related documents:
There are even separate normative documents that describe 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 energy 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 to write down the position of an employee in the work book 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 book, the Pension Fund may deny the employee the right to assign an early pension ...
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Unified qualification reference book of positions as a predecessor of professional standards
From the system 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 requirements for work experience and employee qualifications are established Labor Code RF, federal legislation or other regulatory legal acts (Article 195.3 of the Labor Code of the RF).
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 health care 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 the employment contract or approve new local norms, 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.
There are a huge number of fields of activity, skills and positions in the world. In view of this diversity, the employer often faces difficulties both at the level of personnel management and at the level of personnel documentation. In such cases, come to the rescue unified reference books and classifiers. In the article, we will discuss what the 2019 profession classifier with the RF decoding and the unified tariff and qualification reference book-2019 is. Let's take a closer look at the qualification characteristics reference book.
Basic concepts
Working with unified forms, the HR specialist is often at a loss due to the abundance of terms and abbreviations related to job directories. Let's consider them.
| Name | Abbreviation | Resolution | Content | Target |
| Unified tariff and qualification reference book 2019 of workers' professions | ETKS | Ministry of Labor of 05/12/1992 No. 15a | Characteristics of the main types of work by occupation of workers | Tariffication of works, assignment of categories |
| All-Russian classifier of professions and positions 2019 | OKPDTR | Gosstandart of the Russian Federation of December 26, 1994 No. 367 | Professions of workers, positions of employees | Statistics (estimation of the number of workers, distribution of personnel, etc.) |
| Unified qualification reference book 2019 |
CEN | Ministry of Labor of 08.21.1998 No. 37 | Job titles and qualifications | Unification of labor regulation standards |
These documents are interconnected. The general classifier of positions and professions in 2019 forms the basis of the TSA 2019. The OKPDTR 2019, in turn, takes as the basis for its first section of the ETKS 2019 of blue-collar occupations. ETKS 2019 for managers and specialists as such is absent, therefore the second section of the OKPDTR is based on a unified nomenclature of employee positions.
What is a job qualification guide
The Unified Classification Directory of Professional and Employee Positions (CEN) is a list of qualification characteristics (job responsibilities and requirements for the level of knowledge and qualifications) of managers, specialists and employees, depending on the field of activity. Additional sections of the TSA are introduced by the corresponding orders of the Ministry of Labor. To date, the latest is order No. 225n dated May 10, 2016, which approves the "qualification characteristics of employees of military units and organizations of the Armed Forces of the Russian Federation." The frequency of updating the directory is not regulated by law. Thus, the document, amended by the above Order, is currently a qualification reference book of positions of workers and employees in 2019.
What is it for
The TSA, which was based on the All-Russian Classifier of Occupations of Working Positions of Civil Servants, was compiled with the aim of developing universal standards for the organization of labor. In fact, this document helps the employer to correctly build the structure of the organization. The qualification characteristics are optimized by the following functions:
- selection and placement of personnel;
- professional training / retraining of personnel;
- rational division of labor;
- definition of job duties and areas of responsibility of personnel.
The cadre worker relies on the 2019 Classifier of Positions and Professions in working with documents such as staffing, job descriptions, department regulations, etc. OKPDTR classifier (2019) searched by name is posted on the website of the Ministry of Labor and Social Protection.
How to apply it
TSA is applicable in any enterprise, regardless of their form of ownership or organizational and legal forms of activity. However, the law does not oblige, but only recommends the employer to be guided by this document in personnel work... The procedure for applying the TSA was approved by the Decree of the Ministry of Labor dated 09.02.2004 No. 9. In accordance with it, qualification characteristics form the basis of the job description and include three sections:
- job duties(list of labor functions fixed in whole or in part);
- must know (special knowledge, knowledge of regulations, methods and means for performing job duties);
- qualification requirements (level of professional training and work experience).
It is allowed to distribute the duties that make up the qualification characteristics among several employees. The assessment of the employee's compliance with the qualification characteristics is carried out only by the attestation commission.
What to apply - a qualification guide or a professional standard
As we found out, the qualifications of an employee are his knowledge, abilities, skills and experience. The professional standard is a narrower concept and is defined as "a characteristic of the qualifications necessary for an employee to carry out a certain type of professional activity, including the performance of a certain labor function" ( Art. 195.1 of the Labor Code of the Russian Federation). In addition, professional standards, in contrast to the TSA, may be mandatory. The corresponding amendments were made to the Labor Code by the Federal Law of 02.05.2015 No. 122-FZ. According to Article 195.3 of the Labor Code of the Russian Federation, the employer is obliged to operate with professional standards if the requirements for the qualifications necessary for an employee to perform labor functions are dictated by the Labor Code, federal law or other regulatory legal acts. Otherwise, the application of professional standards is recommended but not required.
4th edition, revised
(approved by the resolution of the Ministry of Labor of the Russian Federation of August 21, 1998 N 37)
With changes and additions from:
January 21, August 4, 2000, April 20, 2001, May 31, June 20, 2002, July 28, November 12, 2003, July 25, 2005, November 7, 2006, September 17, 2007 , April 29, 2008, March 14, 2011, May 15, 2013, February 12, 2014, March 27, 2018
The qualification reference book of the positions of managers, specialists and other employees is a normative document developed by the Institute of Labor and approved by the Resolution of the Ministry of Labor of Russia dated August 21, 1998 N 37. This publication includes additions made by the resolutions of the Ministry of Labor of Russia dated December 24, 1998 N 52, dated February 22, 1999 N 3, of January 21, 2000 N 7, of August 4, 2000 N 57, April 20, 2001 N 35, of May 31, 2002 and of June 20, 2002 N 44. The handbook is recommended for use in enterprises, institutions and organizations of various sectors of the economy, regardless of ownership and organizational and legal forms in order to ensure correct selection, placement and use of personnel.
The new Qualification Handbook is intended to ensure a rational division of labor, to create an effective mechanism for the delineation of functions, powers and responsibilities on the basis of a clear regulation of the labor activity of workers in modern conditions. The handbook contains new qualification characteristics of employees' positions related to the development of market relations. All previously valid qualification characteristics have been revised, significant changes have been made to them in connection with the transformations carried out in the country and taking into account the practice of applying the characteristics.
In the qualification characteristics, the unification of standards for the regulation of labor of employees was carried out to ensure a unified approach to the selection of personnel with appropriate qualifications and adherence to uniform principles of tariffication of work based on their complexity. The qualification characteristics take into account the latest legislative and regulatory legal acts of the Russian Federation.
Qualification handbook of positions of managers, specialists and other employees
1. The qualification reference book of the positions of managers, specialists and other employees (technical executors) is intended to address issues related to the regulation of labor relations, ensuring an effective personnel management system at enterprises * (1), in institutions and organizations of various sectors of the economy, regardless of the form of ownership and organizational and legal forms of activity.
The qualification characteristics included in this edition of the Handbook are normative documents intended to justify the rational division and organization of labor, the correct selection, placement and use of personnel, to ensure unity in defining the job duties of employees and the qualification requirements imposed on them, as well as decisions on compliance positions held during the certification of managers and specialists.
2. The basis for the construction of the Directory is an official characteristic, since the requirements for the qualifications of employees are determined by their official duties, which, in turn, determine the names of positions.
The handbook 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 Wage Grades OK-016-94 (OKPDTR), entered into force on January 1, 1996.
3. 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 the qualification characteristics of the positions of workers employed in research institutions, design, technological, design and survey organizations, as well as editorial and publishing departments.
4. Qualification characteristics in enterprises, institutions and organizations can be used as normative documents 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.
Since the qualification characteristics apply to employees of enterprises, institutions and organizations, regardless of their industry affiliation and departmental subordination, they represent the most typical jobs for each position. 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.
In the process of organizational, technical and economic development, mastering modern management technologies, introducing the latest technical means, taking measures to improve the organization and increase labor efficiency, it is possible to expand the range of responsibilities of employees in comparison with the established relevant characteristic... 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.
5. The qualification characteristics of each position has three sections.
In the section "Job responsibilities", the main labor functions are established that can be entrusted in whole or in part to an employee holding this position, taking into account the technological homogeneity and interconnectedness of work, allowing to ensure optimal specialization of employees.
The section "Should know" contains the basic requirements for an employee in relation to special knowledge, as well as knowledge of laws and regulations, regulations, instructions and other guidance materials, methods and means that the employee must apply in the performance of job duties.
The section "Requirements for qualifications" defines the level of professional training of an employee required to perform the specified job duties, and requirements for work experience. The levels of required professional training are given in accordance with the Law of the Russian Federation "On Education".
6. The 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, attitude to work, efficiency and quality of work, as well as professional knowledge, experience. practical activities, determined by the length of service in the specialty, etc.
7. The Directory does not include the qualifications 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.
The issue of the distribution of job duties of deputy heads of enterprises, institutions and organizations is decided on the basis of internal organizational and administrative documents.
The use of the official title "senior" is possible provided that the employee, along with the performance of 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 management independent site 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.
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), taking into account the rational division of labor in specific organizational -technical conditions. Requirements for the required work experience 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.
The qualification characteristics of the posts of heads (heads) of departments serve as the basis for determining job responsibilities, knowledge requirements and qualifications of heads of the relevant bureaus, when they are created instead of functional departments (taking into account industry characteristics).
8. Compliance of actually performed duties and qualifications of employees with the requirements of job 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.
9. The need to ensure the safety of life and health of workers in the process of work raises the problem of labor protection and environment among the urgent social tasks, the solution of which is directly related to the observance by the leaders and each employee of the enterprise, institution, organization of the current legislative, intersectoral and other regulatory legal acts on labor protection, environmental standards and norms.
In this regard, the official duties of employees (managers, specialists and technical executors), along with the performance of the functions provided for by the relevant qualification characteristics positions, obligatory observance of labor protection requirements at each workplace is provided, and the official duties of managers are to ensure healthy and safe working conditions for subordinate performers, as well as control over their compliance with the requirements of legislative and regulatory legal acts on labor protection.
When appointing to a position, it is necessary to take into account the requirements for the employee's knowledge of the relevant labor safety standards, environmental legislation, norms, rules and instructions for labor protection, means of collective and individual protection from exposure to hazardous and harmful production factors.
10. 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.
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 by 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 contracts(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), 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, observance of 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 the technical, economic and social development of the industry and the enterprise; 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 the qualification characteristics of the 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 job titles of employees whose qualifications are included in the Directory are established in accordance with the All-Russian Classifier of Workers' Professions, Employee Positions and Wage Grades OK-016-94 (OKPDTR) (as amended by OKPDTR 5/2004, approved by Rostekhregulirovanie), introduced in effective from 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 must be guided by the relevant qualification characteristics included in the Qualification Handbook of the positions of managers, specialists and other employees, that is, the name of the position, profession, specialty and qualification requirements for them must correspond 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 supervising subordinate performers are assigned to a specialist of the I qualification category (for the qualification categories of specialists, see below 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. At the same time, 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. This Procedure basically repeats the text of the "General Provisions" section of the Qualification Handbook of the positions of managers, specialists and other employees.
