Tariff qualification reference book of positions of employees. Positions in the company: CEO, Chief Engineer, Technical Director
Unified qualification directory of positions of managers, specialists and employees
The size wages managers, specialists and other employees, as a general rule, is determined mainly by the amount of the official salary paid for the performance by these employees of their official duties in their positions. In this regard, a clear fixation of these duties - their content, scope, technology and responsibility, is of paramount importance for employees.
The qualification characteristics of each position consist of three sections: "Job Responsibilities"; "Must know" and "Qualification requirements".
The "Responsibilities" section contains a list of the main functions that can be entrusted in whole or in part to an employee holding this position.
The "Must Know" section 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 official duties.
The "Qualification Requirements" section 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, we give the qualification characteristics of the position of director (general director, manager) of an enterprise *(1) .
Job responsibilities. Manages, in accordance with applicable law, the production, economic and financial and economic activities of the enterprise, bearing full responsibility for the consequences of decisions made, the safety and efficient use of the property of the enterprise, 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 towards the development and improvement of production, taking into account social and market priorities, increasing the efficiency of the enterprise, increasing sales volumes and increasing profits, quality and competitiveness of products, their compliance with international standards in order to conquer domestic and foreign market and meet the needs of the population in the relevant types of domestic products. Ensures the fulfillment by the enterprise of all obligations to the federal, regional and local budgets, state non-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 on the basis of widespread use latest technology and technology, progressive forms of management and organization of labor, scientifically based standards of material, financial and labor costs, studying the market situation and best practices (domestic and foreign) in order to comprehensively 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, creation of safe and favorable working conditions for life and health, compliance with the requirements of environmental protection legislation. Provides the right combination of economic and administrative methods of leadership, unity of command and collegiality in discussing and resolving issues, material and moral incentives to improve production efficiency, application of the principle of material interest and responsibility of each employee for the work 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, based on the principles of social partnership, it ensures the development, conclusion and implementation of a collective agreement, compliance with labor and production discipline, promotes the development of labor motivation, initiative and activity of workers and employees of the enterprise. Resolves issues related to the financial, economic and production and economic activities of the enterprise, within the rights granted to him 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 law in the activities of the enterprise and the implementation of its economic and economic relations, 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, state authorities and administration.
Must know: legislative and regulatory legal acts regulating the production, economic and financial and economic activities of the enterprise, resolutions of federal, regional and local government and government bodies that determine priority areas for the development of the economy and the relevant industry; methodological and regulatory materials of other bodies relating to 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 capacities and human resources of the enterprise; production technology of the enterprise; tax and environmental legislation; the procedure for compiling and coordinating business plans for the production, economic and financial and economic activities of the enterprise; market methods of managing and managing an enterprise; a system of economic indicators that allow the company to determine its position in the market and develop programs for entering new markets; the procedure for concluding and executing economic and financial contracts; market conditions; scientific and technological achievements and best practices in the relevant industry; management of the economy and finances of the enterprise, organization of production and labor; the procedure for the development and conclusion of sectoral tariff agreements, collective agreements and the regulation of social and labor relations; labor legislation; labor protection rules and regulations.
Qualification requirements. Higher professional (technical or engineering-economic) education and work experience in managerial positions in the industry corresponding to the profile of the enterprise for at least 5 years.
Qualification characteristics are given in the Qualification Directory for the positions of managers, specialists and other employees, approved by the Decree 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 qualification characteristics of industry-wide positions of managers, specialists and other employees (technical performers), which are widespread in enterprises, institutions and organizations, primarily manufacturing industries economy, including those on budget financing. The second section contains the qualification characteristics of the positions of employees employed in research institutions, design, technological, design and survey organizations, as well as editorial and publishing departments.
This guide was developed in accordance with the accepted classification of employees into three categories: managers, specialists and other employees (technical performers). 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 worker's work (organizational-administrative, analytical-constructive, information-technical).
The names of the positions of employees, the qualification characteristics 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 5/2004 OKPDTR, approved by Rostekhregulirovanie), put into effect on January 1, 1996.
In connection with the foregoing, we draw the attention of readers to the fact that, according to Art. 57 "Content of the employment contract" of the Labor Code of the Russian Federation, if in accordance with federal laws the provision of compensations and benefits or the presence of restrictions is associated with the performance of work in certain positions, professions, specialties, then the names of these positions, professions or specialties and the 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 during harmful conditions labor, then the employer is obliged to be guided by the relevant qualification characteristic included in the Qualification directory of 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 characteristic.
If, in accordance with federal laws, the provision of compensations and benefits (increased wages, additional leave, therapeutic and preventive nutrition, etc.) or the presence of restrictions is not associated with the performance of work in this position, profession, specialty, then the employer is free to choice - to be guided or not to be guided by the qualification characteristic 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 Directory for the positions of managers, specialists and other employees, the following must be borne in mind.
1. The Directory does not include the qualification characteristics of secondary positions (senior and leading specialists, as well as deputy heads of departments). The duties of these employees, the requirements for their knowledge and qualifications are determined on the basis of the characteristics of the corresponding basic positions contained in the Directory. At the same time, it must be borne in mind that the use of the official title "senior" is possible provided that the employee, along with the fulfillment of the duties provided for by the position held, manages the executors subordinate to him.
The position of "senior" may 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 area of work.
For positions of specialists for which qualification categories are provided, the official title "senior" is not applied. In these cases, the functions of managing subordinate executors are assigned to a specialist of the first qualification category (for qualification categories of specialists, see below).
The job responsibilities of the "leaders" are established on the basis of the characteristics of the respective positions of specialists. In addition, they are entrusted with the functions of a manager and responsible executor of work in one of the areas of activity of an enterprise, institution, organization or their structural divisions, or duties of coordination and methodological leadership of groups of performers created in departments (bureaus). The requirements for the required work experience of leading specialists are increased by 2-3 years compared to those provided for specialists of the first qualification category.
Job responsibilities, knowledge requirements and qualifications of deputy heads of structural units are determined on the basis of the characteristics of the respective positions of heads.
2. In the qualification characteristics of the positions of specialists, within the same position without changing its name, an intra-position qualification categorization for remuneration is provided. Qualification categories for 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, practical experience, determined by the length of service in the specialty, etc.
As an example, we will cite the requirements for the qualification of a design engineer (designer) set out in the qualification description of this position.
Engineer: higher professional education without presenting requirements for work experience.
3. The qualification characteristics of the positions of heads (heads) of departments serve as the basis for determining job responsibilities, requirements for knowledge and qualifications.
4. Qualification characteristics can be used as normative documents of direct action or serve as the 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 particular position can be distributed among several performers.
The qualification characteristics present the most characteristic work for each position. Therefore, when developing job descriptions, it is allowed to clarify the list of works that are characteristic of the corresponding position in specific organizational and technical conditions, and the requirements for the necessary special training of employees are established.
5. In the process of taking measures to improve the organization and increase labor efficiency, 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 content to work, equal in complexity, the performance of which does not require a different specialty and qualifications.
6. Compliance of the duties actually performed and the qualifications of employees with the requirements of qualification characteristics is determined by the certification commission in accordance with the current regulation on the certification procedure. Wherein Special attention paid attention to the quality and efficiency of work.
7. Persons who do not have special training or work experience established by qualification requirements, but who have sufficient practical experience and performing qualitatively and in full the duties assigned to them, on the recommendation of the attestation commission, as an exception, can be appointed to the relevant positions in the same way as persons with special training and work experience.
8. The Directory includes the qualification characteristics of mass positions common to all sectors of the economy, the most widely used in practice. Qualification characteristics of positions specific to individual industries are developed by ministries (departments) and approved in the prescribed manner.
The Government of the Russian Federation by Decree of October 31, 2002 N 787 (as amended on December 20, 2003 N 766) approved the procedure for approving the Unified Qualification Directory for the positions of managers, specialists and employees. The Government of the Russian Federation has established (thus confirming) that the Unified Qualification Directory for the positions of managers, specialists and employees consists of qualification characteristics for the positions of managers, specialists and employees, containing job duties 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 directory for the positions of managers, specialists and employees and the procedure for their application, as well as to approve the specified directory and the procedure for its application.
In pursuance of the aforementioned Decree of the Government of the Russian Federation, the Ministry of Labor of the Russian Federation, by Decree No. 9 of February 9, 2004, approved the Procedure for the Application of the Unified Qualification Handbook for the Positions of Managers, Specialists and Employees. The specified order basically repeats the text of the section " General provisions"Qualification directory of positions of managers, specialists and other employees.
Surely there is in the world a large number of positions, vacancies that this or that person chooses. A single classifier, which contains all managerial and not only positions, exists and can be found online. You will also find a description and instructions for a particular vacancy. Order for approval for one or another workplace based on the information in this book. The new all-Russian system classifier can be found in the personnel department of any organization. Labor state activity is regulated by the decree of the labor code. The area of change of objects, scope and positions are reviewed quarterly.
what is it, summary
is a unique book that has a list of all existing positions, their detailed description and specifications. The purpose of creating this document was to regulate all issues that are somehow related to labor activity in a particular organization. It contains information about the medical, pedagogical, educational professions of employees, as well as a driver, consultant, storekeeper, senior manager, personnel officer, administrator, manager, minister.
A separate section is occupied by the vacancies of the Ministry of Labor. In terms of summary, this book contains the following sections:
- 1. Existing responsibilities of leaders.
- 2. Vacancies of specialists.
- 3. Technical and civil servants, their detailed description.
- 4. Note.
For the convenience of the user, all classifications are arranged in alphabetical order, which greatly speeds up the search.
Qualification directory of positions of workers and employees 2018
In 2016, this document has undergone minor changes. Thus, now every profession includes complete description with the schedule. In addition, you can find 3 sections:
- 1. Full list obligations of the employee in accordance with the Labor Code.
- 2. Knowledge at work. The list of knowledge and skills required for work.
- 3. Requirements that apply to a particular profession.
Unified qualification reference book for the positions of educators
The general education institution for staff has a code and a separate legal standard.
1. Responsibilities of leaders in schools or universities:
- Head or director - senior level
- Deputy Chief
- Director of the structural division
- Head master
- Teacher
- Teacher
Activities of all links educational institutions carried out in accordance with state activity. Also, a separate category is assigned to the storekeeper and librarian.
Managers and specialists
As for the divisions of the highest levels, there is a hierarchy here. The generally accepted classification looks like this:
- 1. Chief and main manager of an enterprise or organization.
- 2. Director of Finance.
- 3. Chief engineer.
- 4. Main technologist.
- 5. Printing house director
- 6. Head of the information technology center.
The janitor of housing and communal services and the cook belong to the class of working specialties.
Medical workers 2018
Considering the classifier as normative legal document, it can be noted that it contains all the comprehensive information on various professions. As for the sphere medical care, then the following description is available for this period:
- 1. Director or senior management of the medical center
- 2. Specialists - which are subdivided into positions that require a special higher medical education and average.
- 3. Junior nurses.
- 4. Vacancies that do not require special knowledge in the field of medicine and billing, and will fit for work in the back rooms of the ETK and other divisions.
In health care on labor protection, this handbook required attribute work. The provisions and annexes to the document and case of the Russian Federation can be found below. The area of cinematography and defense has its own subdivisions.
Positions of educational institutions 2018
In order to competently use this resource, it is necessary to work in blocks. Each section of job descriptions contains a specific branch with a description of a particular profession and development on the territory of a university or school. Separate column for employees preschool institutions. The approval of cultural workers, as well as detailed description can be found in the classifier, called music director. Personnel officers in Ukraine, the DPR, as well as a legal adviser may differ in their duties and requirements for admission to a particular vacancy.
For many employees of the personnel service, the qualification directory of positions managed to become table book. Let's talk about the use of ETCS 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 various sectors of the economy. On duty, any personnel officer with experience had to turn to him. The Ministry of Health and Social Development of the Russian Federation, together with the executive authorities regulating and coordinating individual economic sectors, is developing and updating unified tariff-qualification reference books (paragraph 2 of the Decree of the Government of the Russian Federation No. 787 of October 31, 2002).
Qualification directory of positions of workers and employees-2018: application procedure
Don't Miss: Top Article of the Month from an Expert Practitioner
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 charging for work and assigning tariff categories to employees, the following apply:
- unified tariff-qualification directory of works and professions of workers;
- unified tariff qualification directory of positions of managers, specialists and employees;
- professional standards.
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There are even separate regulatory 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 February 9, 2004). Along with the provisions of the directories, state guarantees for wages, fixed by federal legislation, as well as recommendations from 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 the ETCS and CEN apply primarily 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 directories.
Types and current editions of tariff-qualification guides
Currently, two types of qualification reference books are used - for workers (ETKS) and for employees, managers, specialists (EKS). The need to develop two separate 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 specialties (locksmith, foundry worker, welder, etc.), employers turn to ETKS, a directory of working professions.
If we are talking about a managerial or official position, the EKS is used - a unified qualification reference book for the positions of managers and employees. About billing different types work, see the article "How to install »: you will learn why it is so important to know Exact size The minimum wage, how often wages should be indexed and whether it is legal to set different salaries for employees holding the same position.
Unified qualification directory of workers' positions
The tariff and qualification guide 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 - geological exploration and topographic and geodetic works (approved by the Decree of the Ministry of Labor of Russia No. 16 of February 17, 2000);
- No. 16 - for the production of medical instruments, instruments and equipment (approved by the Decree of the Ministry of Labor of Russia No. 38 dated 5.03.2004);
- No. 24 - for general professions in chemical industries (approved by order of the Ministry of Health of Russia No. 208 dated March 28, 2006);
- No. 50 - for the extraction and processing of fish and seafood (approved by the Decree of the Ministry of Labor of Russia No. 73 of October 12, 2000);
- No. 52 - for railway, sea and river transport (approved by order of the Ministry of Labor of Russia No. 68n dated February 18, 2013);
- No. 57 - advertising and design, restoration and layout work (approved by order of the Ministry of Health of Russia No. 135 of 03/21/2008).
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 very long time ago, still by Soviet decrees. For example, the sections “Dry cleaning and dyeing” and “Works and professions of laundry workers”, approved by the Decree of the USSR State Committee for Labor and the All-Russian Central Council of Trade Unions No. 320 / 21-22 of October 31, 1984, have not yet been updated.
Qualification directory of positions of managers, specialists and employees
The unified qualification directory of positions of specialists and employees (EKS) developed by the Institute of Labor 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 in without fail 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 for 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 staff list related to the presence of restrictions or the provision of benefits. In other words, if the enterprise has positions that give the right to certain guarantees (early retirement, compensation for "harmfulness", etc.), their names must exactly match the wording of the ETCS or professional standards. Read more about the provision of benefits to employees in the articles "How to issue an employee's exit for "and" What compensation is due to the employee for work during ».
The document contains thirty sections in total. 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 08.21.1998. The following are sections for individual 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;
- spheres of civil defense and protection of the population from emergencies, ensuring the safety of people at water, mountain and underground facilities;
- geology and exploration of subsoil;
- physical culture and sports;
- tourism;
- Agriculture;
- state archives and documentation storage centers;
- military units and organizations of the Armed Forces of the Russian Federation;
- centers of metrology, standardization and certification;
- systems of the state material reserve;
- legal protection results of intellectual activity and means of individualization;
- bodies for youth affairs;
- road economy;
- hydrometeorology;
- opposition technical intelligence and information security;
- nuclear energy and floating nuclear power plants;
- conflictology;
- rocket and space industry;
- translation activities;
- 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 can see that the most “fresh” provisions of the directory came into force in 2013. And since then they have not been updated, although before 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 for assessing qualifications. Details - in the note "How to apply ”: the expert will explain who will be primarily affected by changes in legislation, how often qualification standards will be updated and how to check an employee for compliance with new requirements.
Question from practice
How in work book write down the position of the employee, if it was not indicated in the classifier of positions and professions?
Answer prepared in collaboration with the editors
Answered by Ivan Shklovets
Deputy Head Federal Service for work and employment
Indicate the name of the employee's position in the work book in accordance with the organization's staffing table. At formation of the staffing table to an arbitrary indication of the positions of employees who receive benefits and compensation.
For example, work 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 the articles and Law of December 28, 2013 No. 400-FZ. If the position in the work book does not correspond to the qualification directory, Pension Fund may deny an employee the right to an early retirement pension ...
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Unified qualification directory 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 (Article 195.1-195.3 of the Labor Code of the Russian Federation), the unified qualification directory for the positions of managers, employees and specialists differs not only in format. Occupational standards contain more clear and 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 usual 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. Needs to be revisited existing norms and set new standards. As ETKS and EKS (the unified tariff and qualification directory of positions of managers, specialists and employees) gradually lose their relevance, employers are increasingly turning to professional standards when:
- recruitment;
- training, retraining, certification and career planning of employees;
- drafting job descriptions and staffing;
- formation of a personnel policy and a tariff scale for the work performed;
- development of wage systems.
Important: the professional standard is a universal document that establishes requirements for the conditions and content of work, as well as for the skills, knowledge and experience of a specialist.
It takes an average of 9-12 months to develop a “standard” 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 directory of employee positions and the tariff and qualification directory 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), preference should be given to the latter. At least because the final abolition of reference books and a complete transition to a system of professional standards applied taking into account certain industry requirements are planned for the coming years (see letter of the Ministry of Labor of Russia No. 14-0 / 10 / 13-2253 of 04.04.
Transition to professional standards: step by step instructions
For commercial organizations professional standards are advisory in nature. They become mandatory only in two cases (as well as directories):
- when for certain kind work, the legislator has established compensation or benefits, or restrictions are provided for its implementation (Article 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 staff list, employment contract, employment order and other local documents matches the wording of the professional standard. Other aspects - features of the labor function, requirements for the level of education and length of service in the specialty - remain at the discretion of the employer. Detailed analysis difficult situations- in the articles “How to maintain a discharge for a worker on ETKS, if ”, “How to check if the 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 apply to them in full. 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 public sector, as well as all non-budgetary funds, corporations and companies with a state share of more than 50%, are required to switch to professional standards, whether they want it or not. To make the transition less painful, it is allowed to introduce new norms in stages (until January 1, 2020, as required by clause 1.2 of the Decree of the Government of the Russian Federation 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 switching to a system of professional standards, the employer himself decides how to act, based on the needs of the organization and the specifics of its activities.
The whole process can be divided into five successive stages:
- formation of a working group or 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, according to which the transition is carried out;
- implementation of activities provided for by the schedule;
- summarizing the work of the commission 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 " »
Answered by Nina KOVYAZINA,
Deputy Director of the Department of Medical Education and Personnel Policy in Health Care of the Ministry of Health of Russia
We have small organization, and there are departments in which one person works. If an employee is a manager, should there be subordinates in the department?
Formally Labor Code does not prohibit the employer from creating structural units that consist of only one employee, in particular the head of the department. At the same time, the position of "leader" involves the management of subordinates. For example, the Qualification Handbook provides for such an obligation for the position of “head of personnel department” (approved by ). Qualification guides are advisory in nature. But there are exceptions...
The full version of the answer is available after free
The first step is to issue an order to establish a commission. The order lists by name all members of the commission (working group), and also indicates the time allotted for familiarization with the regulatory documentation and the development of a schedule.
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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 approve new local regulations, the director of the company gives a written order (see article " does not meet the professional standard: what to do”). Fortunately, the law does not prohibit combining orders of the same type into one order and thereby saving resources. The article "Tricks that will make it easier for you to work with » will help to minimize the labor costs associated with the execution of orders, contracts, familiarization sheets and other documentation.
4th edition, revised
(approved by 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 directory of the positions of managers, specialists and other employees is a regulatory document developed by the Institute of Labor and approved by the Decree of the Ministry of Labor of Russia of August 21, 1998 N 37. This publication includes additions made by decrees of the Ministry of Labor of Russia of December 24, 1998 N 52, dated February 22, 1999 N 3, January 21, 2000 N 7, August 4, 2000 N 57, April 20, 2001 N 35, May 31, 2002 and June 20, 2002 N 44. The directory is recommended for use in enterprises, institutions and organizations various industries economy, regardless of ownership and organizational and legal forms in order to ensure the correct selection, placement and use of personnel.
The new Qualification Handbook is designed to ensure a rational division of labor, create an effective mechanism for delimiting functions, powers and responsibilities based on clear regulation labor activity workers in modern conditions. The directory contains new qualification characteristics of civil servants' 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 characteristics.
In the qualification characteristics, the unification of the labor regulation standards for employees was carried out to ensure a unified approach to the selection of personnel of appropriate qualifications and compliance with the unified principles of billing work based on their complexity. Qualification characteristics take into account the latest legislative and regulatory legal acts Russian Federation.
Qualification directory of positions of managers, specialists and other employees
General provisions
1. The qualification directory of positions of managers, specialists and other employees (technical performers) is intended to address issues related to the regulation of labor relations, ensuring effective system personnel management at enterprises * (1), in institutions and organizations of various sectors of the economy, regardless of ownership and organizational and legal forms of activity.
The qualification characteristics included in this edition of the Handbook are regulatory documents designed to justify the rational division and organization of labor, the correct selection, placement and use of personnel, ensuring unity in determining the duties of employees and the qualification requirements for them, as well as decisions made on compliance positions held during the certification of managers and specialists.
2. The construction of the Directory is based on the job description, since the requirements for the qualifications of employees are determined by their job responsibilities, which, in turn, determine the names of the positions.
The directory was developed in accordance with the accepted classification of employees into three categories: managers, specialists and other employees (technical performers). 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 worker's work (organizational-administrative, analytical-constructive, information-technical).
The names of the positions of employees, the qualification characteristics of which are included in the Directory, are established in accordance with the All-Russian Classifier of Occupations of Workers, Positions of Employees and Pay Grades OK-016-94 (OKPDTR), which entered into force on January 1, 1996.
3. The qualification guide contains two sections. The first section provides the qualification characteristics of industry-wide positions of managers, specialists and other employees (technical performers), which are widespread in enterprises, institutions and organizations, primarily in the manufacturing sectors of the economy, including those on budget financing. The second section contains the qualification characteristics of the positions of employees 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 the 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 particular 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 present the most typical work for each position. Therefore, when developing job descriptions, it is allowed to clarify the list of works that are characteristic of the corresponding position in specific organizational and technical conditions, and the requirements for the necessary special training of employees are established.
In the process of organizational, technical and economic development, mastering modern management technologies, introducing the latest technical means, carrying out measures to improve the organization and increase labor efficiency, 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 content to work, equal in complexity, the performance of which does not require a different specialty and qualifications.
5. Qualification characteristics of each position has three sections.
The section "Responsibilities" sets out the main labor functions, which can be entrusted in whole or in part to the employee holding this position, taking into account the technological homogeneity and interconnectedness of work, allowing for optimal specialization of employees.
The "Must Know" section contains the basic requirements for an employee with regard to special knowledge, as well as knowledge of legislative and regulatory legal acts, regulations, instructions and other guidance materials, methods and means that the employee must apply in the performance of job duties.
In the "Qualification Requirements" section, the level vocational training the employee necessary to perform the prescribed job duties, and the requirements for work experience. The levels of required vocational training are given in accordance with the Law of the Russian Federation "On Education".
6. In the characteristics of the positions of specialists, within the same position without changing its name, an intra-position qualification categorization for remuneration is provided.
Qualification categories for 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 work experience in the specialty, etc.
7. The Directory does not include the qualification characteristics of secondary positions (senior and leading specialists, as well as deputy heads of departments). The duties of these employees, the requirements for their knowledge and qualifications are determined on the basis of the characteristics of the corresponding basic positions contained in the Directory.
The issue of the distribution of 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 fulfillment of the duties stipulated by the position held, manages the executors subordinate to him. The position of "senior" may 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 area of work. For positions of specialists for which qualification categories are provided, the official title "senior" is not applied. In these cases, the functions of managing subordinate executors are assigned to a specialist of the first qualification category.
The job responsibilities of the "leaders" are established on the basis of the characteristics of the respective positions of 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 duties of coordination and methodological leadership of groups of performers created in departments (bureaus), taking into account the rational division of labor in specific organizational units. -technical conditions. The requirements for the required work experience are increased by 2-3 years compared to those provided for specialists of the first qualification category. Job responsibilities, knowledge requirements and qualifications of deputy heads of structural units are determined on the basis of the characteristics of the respective positions of heads.
The qualification characteristics of the positions of heads (heads) of departments serve as the basis for determining the job responsibilities, knowledge requirements and qualifications of the heads of the relevant bureaus when they are created instead of functional departments (taking into account industry specifics).
8. Compliance of actually performed duties and qualifications of employees with the requirements job descriptions 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 the quality and efficient performance of work.
9. The need to ensure the safety of life and health of workers in the course of work puts forward the problems of labor protection and environment among the urgent social tasks, the solution of which is directly related to the compliance by managers and each employee of an enterprise, institution, organization with existing legislative, intersectoral and other regulatory legal acts on labor protection, environmental standards and regulations.
In this regard, the official duties of employees (managers, specialists and technical performers), along with the performance of the functions provided for by the relevant qualification characteristics of the position, provide for mandatory compliance with labor protection requirements at each workplace, and the official duties of managers - ensuring healthy and safe conditions labor for subordinate performers, as well as monitoring their compliance with the requirements of legislative and regulatory legal acts on labor protection.
When appointed to a position, it is necessary to take into account the requirements for the employee to know the relevant labor safety standards, environmental legislation, norms, rules and instructions for labor protection, means of collective and individual protection against the effects of hazardous and harmful production factors.
10. Persons who do not have special training or work experience established by the qualification requirements, but who have sufficient practical experience and perform qualitatively and in full the tasks assigned to them official duties, on the recommendation of the attestation commission, as an exception, they can be appointed to the relevant positions in the same way as persons with special training and work experience.