There are a huge number of activities, skills and posts in the world. In view of such a variety, the employer often has difficulties both at the personnel management level and at the personnel documentation level. In such cases, come to the rescue unified reference books and classifiers. In the article we will discuss what classifier professioner is 2019 with deciphering the Russian Federation and a single tariff-qualifying reference book-2019. Let us dwell on the qualifying characteristics in more detail.

Basic concepts

Working with unified forms, personnel specialist is often in confusion due to the abundance of terms and abbreviations relating to reference books. Consider them.

Name	Abbreviation	Decision	Content	purpose
Unified Tariff Qualification Directory 2019 Workers' Professions	ETKS	Minthouse from 12.05.1992 №15A	Characteristics of the main types of work on the profession of workers	Tariffing of works, assignment of discharges
All-Russian classifier of professions and posts 2019	OKPDTR	State Standard of the Russian Federation dated December 26, 1994 №367	Professions workers, posts of employees	Statistics (Evaluation of the number of workers, distribution of frames, etc.)
Unified qualifying directory 2019	EKS	Ministry of Labor dated 21.08.1998 №37	Names of posts and qualifying requirements	Unification of regulatory regulations

These documents are interconnected. The general classifier of posts and professions 2019 underlies EKS 2019. OKPDTR 2019, in turn, takes the basis of its first section of the ETKS 2019 working professions. ETKS 2019 leaders and specialists are absent, therefore the second section of the OKPDTR is based on a single nomenclature of employees.

What is a qualifying directory of posts

The unified classification directory of professionals and employees (EKS) is a list of qualifying characteristics (job responsibilities and levels of knowledge and qualifications) of managers, specialists and employees depending on the scope of activity. Additional sections The EXs are introduced by the corresponding orders of the Ministry of Labor. To date, the latter is the order of 10.05.2016 No. 225n, approving the "qualification characteristics of workers of military units and organizations of the Armed Forces Russian Federation" The frequency of updates of the reference book is not regulated by law. Thus, the document, modified by the above order, is currently a qualifying reference book of the posts of workers and employees 2019.

What is it needed for what

The NEX, which was the basis of the All-Russian classifier of professions of employees' work positions, was compiled in order to develop universal standards for organizing labor. In fact, this document helps the employer competently build the structure of the organization. Qualification characteristics are optimized by the following functions:

• selection and placement of personnel;
• professional training/ retraining staff;
• rational division of labor;
• definitions of official duties and zones of staff responsibility.

The personnel worker relies on the classifier of posts and professions 2019 in working with such documents as regular schedule, job descriptions, regulations on the departments, etc. OKPDTR Classifier (2019) with a search by name is posted on the website of the Ministry of Labor and Society.

How to apply it

The EX is applicable in any enterprises, regardless of their forms 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 EX approved by the Decree of the Ministry of Labor of 09.02.2004 No. 9. In accordance with it, qualifying characteristics form the basis of the job instruction and include three sections:

• official duties (List of labor functions fixed in whole or in part);
• must know (special knowledge, knowledge of regulatory acts, methods and means for carrying out employment duties);
• requirements for qualifications (level of training and work experience).

The distribution of responsibilities constituting the qualifying characteristics between several employees is allowed. Assessment of the conformity of the employee by qualifying characteristics is made only by the attestation commission.

What to apply - Qualification Directory or Professional Standard

As we found out, the qualifications of the employee make up his knowledge, skills, skills and experience. Professional standard is a narrower concept and is defined as "the qualification characteristic necessary for the employee to implement a certain type of professional activity, including the implementation of a certain employment function" ( Art. 195.1 TK RF). In addition, professandraty, in contrast to the EX, can be mandatory. The relevant amendments are made to the Labor Code of the Federal Law of 02.05.2015 No. 122-FZ. According to article 195.3 of the TC RF.The employer is obliged to operate by professandards if the requirements for the necessary employee for the fulfillment of the skills of qualifications are dictated by the Labor Code, federal law or other regulatory acts. In other cases, the use of professional standards is recommended, but not required.

Of course, there are in the world a large number of posts, vacancies that choose one or another person. A single classifier in which all the managers and not only posts exist and it can be found online. You will also find a description and instructions for a particular vacancy. Order on approval to this or that workplace Writing on the basis of this book information. The new all-Russian system classifier can be found in the personnel department of any organization. Labor state activities are regulated by the Decree of the Labor Code. The area of \u200b\u200bchange of objects, the sphere and position is revised quarterly.

that this is a summary

- This is a unique book that has a list of all existing posts, their detailed description and specifications. The purpose of creating this document was the regulation of all issues that are somehow related to work in a particular organization. It contains information about medical, pedagogical, educational professions of employees, as well as a driver, consultant, a storekeeper, a senior manager, a personnel, administrator, head, minister.

A separate section occupies the vacancies of Mintruda. If speak about brief contentT. this book Contains such sections:

• 1. Existing managers.
• 2. Jobs professionals.
• 3. Technical and civil servants, their detailed description.
• 4. Note.

For the convenience of the user, all classifications are located in alphabetical order, which significantly speeds up the search.

Qualification Directory of Performance and Employees 2018

In 2016, this document suffered minor changes. Thus, now each profession includes complete characteristic with a schedule. In addition, you can find 3 sections:

• 1. A complete list of employee commitments under the Labor Code.
• 2. Knowledge of work. The list of knowledge and skills necessary for the work.
• 3. Requirements that are presented to a particular profession.

Unified Qualification Directory of Education Workers

A general educational institution for staff has a code and a separate legal standard.

1. Responsibilities of managers in schools or universities:

• Head or Director - Higher Link
• Deputy Main
• Director of the Structural Unit
• Head master
• Teacher
• Teacher

Activities of all links educational institutions carried out according to state activities. Also, a separate category is assigned to the storekeeper and librarian.

Leaders and specialists

As for the units of the highest links, there is its own hierarchy. Generally accepted classification looks like:

• 1. The main and main manager of the enterprise or organization.
• 2. Director for Finance.
• 3. Chief Engineer.
• 4. Main technologist.
• 5. Director Typography
• 6. Head of the Center for Information Technologies.

A warer of housing and communal services and a cook belong to the class of working specialties.

Medical workers 2018.

Considering the classifier as a regulatory legal document, it can be noted that it contains all comprehensive information on one or another profession. As for the sphere medical ServicesThis period is available such description:

• 1. Director or Higher Medical Center
• 2. Specialists who are divided into positions that require special higher medical education and average.
• 3. Junior nurses.
• 4. Jobs that do not require special knowledge in the field of medicine and tariffing, and will rise to work in the UTK and other departments.

In health care, this reference book is a mandatory attribute of work. Provisions and applications to the document and the case of the Russian Federation can be found below. The region of cinema and defense has its own units.

Posts of educational institutions 2018

In order to competently enjoy this resource, it is necessary to work on blocks. Each section official instructions Contains a specific branch with a description of one or another profession and development on the territory of the university or school. Separate graph for workers preschool institutions. Approval of cultural workers as well detailed description Can be found in the classifier, called the music director. Personnelists in Ukraine, DPR, as well as legal advisers may differ in their duties and requirements for admission to one job.

In this article, we will consider a single tariff-qualifying reference book (ETKS) of a labor protection specialist. We give the definition of ETKS and explain the difference between the ETKS from other reference books and professional standards. We will analyze the structure of the ETKS "Specialist in Labor Protection" and, of course, tell me how the ETKS labor protection specialist should be used in its production activities.

To see what the ETKS specialist in the field of labor protection looks like

So, let's begin…

What is an ETKS specialist in labor protection?
What is the difference between ETKS from the EKS?

In order to unify (lead to one standards) all possible professions in the country, the state has developed and implemented the reference books of professions, which are periodically updated depending on the emergence of new specialties, technologies or obsolescence of some others.

In Russia, there are two major reference books that need to be guided by labor activity At any enterprise or organization. Both reference book approved by the Decree of the Government of the Russian Federation of October 31, 2002 N 787 and are legal:

1. ETKS. - a single tariff qualification reference book of works and professions of workers.
2. EKS- a single qualifying directory of managers, specialists and employees. (Ekd is another name for this directory)

Single Tariff Qualification Directory (ETKS) - This is a big collection regulatory documentscombined volumes that are intended exclusively for classification workers professions.

Unified Qualification Directory of Managers, Specialists and Employees (EKS) - this is a collection of regulatory documents intended for non-working professions, namely, managers, employees and all kinds of specialists.

Thus, two reference books close all possible professions.

The question arises: In which of the two reference books to seek a profession of a labor protection specialist?

Correct answer: In the EKS directory !!!

It should be noted that as such an ETKS specialist in labor protection does not exist. After all, this directory is intended only for workers' professions. Therefore, when someone speaks about the ETKS specialist in labor protection, it is necessary to keep in mind that we are talking About the EKS specialist in labor protection. So that it does not arise confusion, in the future we will call any of the reference books "ETKS".

ETKS (EKS) Occupational Specialist - This is the official document that introduced

What is ETKS?

Unified tariff qualification directory apply to:

1. Assignment tariff discharges Workers and employees (according to the principle than higher work, the higher the category, article 143 Labor Code Rf);
2. Definitions wages civil servants (Article 144 of the Labor Code of the Russian Federation);
3. Tariffices and accounting of professions, on which the benefits and compensation of the state are provided (Article 57 of the Labor Code of the Russian Federation).

Of course, not only government structures should apply ETKS. Commercial organizations should use the profession directory for their own purposes.

First, with the help of the directory it is very convenient to prescribe official instructions of workers, because The profession is fully described in the ETCC, which should make an employee, which knowledge and skills should own, etc.

Secondly, the company's head is very convenient to "distribute" qualifications to all employees, and build a wage system at its enterprise, based on the qualifying level of each employee.

Thirdly, with the help of ETKS, it is possible to build labor relations with the state, justify the transfer of taxes, receiving state. Subsidies and so on.

ETKS labor protection specialist is needed in order to bring his position in line with the legislation of the Russian Federation.

How to apply an ETKS labor protection specialist in its activities?

As we said, ETKS (EKS, EKD) Labor Protection Specialist is a regulatory document that is represented

ETKS Specialist in labor protection consists of sections:
In the 1st section General information are presented.
In two section Information is provided regarding the posts of the head and labor protection specialist. The section indicates the correct name of posts, the official duties of the head and specialist from what knowledge, the skills should have a person holding a specialist or manager for from and what requirements.

What should a labor protection specialist do in accordance with ETKS?
First of all, a labor protection specialist should redo its job description and re-refund its contract with the organization according to new requirements, make changes to staffing and so on. So, if a profession for labor protection was called "Labor Engineer", now, the profession is supposed to be called according to the requirements of ETKS "Head of Labor Protection Service", or "Specialist for Occupational Safety", other profession names and including ETKS "Engineer for labor protection" or ETKS "Engineer industrial safety" - does not exist! (Order of the Ministry of Labor of the Russian Federation of 05/15/2013 No. 205).

It is also necessary to pay special attention to the fact that some functions of a labor protection specialist have changed, and most importantly, new requirements for the profession have appeared.

So, the position of the head of the labor protection service impose requirements for education. To work in this post a service manager from, it is necessary to have or any higher education Together with, while the head of the labor protection service must have five years of experience in this area.

The position of a specialist in labor protection is presented the same requirements for education. For a specialist in from, it is necessary to have a higher education for labor protection. And in the absence of such, retraining is allowed in the presence of secondary education (valid for a labor protection specialist who has no category).

What are the laws to be guided by a labor protection specialist? ETKS or professional standards?

Due to the fact that according to the Labor Code of the Russian Federation, from July 01, 2016, they come into force and are mandatory for use (valid), specialists in the field of labor protection are asked about what is guided by ETKS or professandards?
We will try to answer this question.

Now ETKS and professandards are existing regulatory documents that should be applied in their activities a labor protection specialist. It is enough to learn in which the Ministry of Labor refers to the ETKS and professional standards, as fundamental documents.

Despite the fact that two documents have a different structure, the information set out in both documents is almost identical. It turns out, the professandards are most close to reference books and contain more specified information. Why is this happening?

In our opinion, this is because the state wants to combine the two reference books of ETKS and EKS and come to one standard to create a single unified reference book with a single classification with even more extended information. Those. All profession directories are gradually replaced by professandals.

A single tariff-qualifying reference book of works and professions of workers of the ETKS contains an 8-bit estimate scale. For a single qualifying reference book of managers, specialists and employees (EKS) - the scale can be their own, depending on the profession. As for the professandards, there is a single 9-bit qualification scale scale for all professions without exception.

Therefore, professandals are more unified, and allow you to compare the level of qualifications of labor protection specialist with the level of qualifications of any other profession.

For example, according to ETKS "Specialist in labor protection of 2018", the profession of labor protection specialist qualifies at the "specialist", "specialist 2 of the discharge", "Specialist 1 of the discharge" and "Head of Labor Protection Service". Based on this, it is impossible to compare the level of a labor protection specialist with a level of any other profession, because This qualification applies only for labor protection professionals.

Engineer for the organization and standardization of labor

Labor Region Engineer

Technician according to work

§ 4. The date of the work worker

§ 5. Terms of remuneration worker

§ 6. Labor and recreation

§ 7. Compensation for work in special conditions of labor

Typical sectoral norms of free issuance of personal protective equipment

Rules for providing employees with special means of individual protection

§ 8. Conditions defining the nature of the work (mobile, traveling, on the way, another nature of work)

§ 9. Additional conditions of employment contract

1. On the clarification of the place of work (indicating the structural division of its location) and (or) on the workplace

2. Test

3. On non-disclosure of secrecy protected by law (state, commercial, official and other)

4. On the conclusion of an agreement on the full individual personal self-sustainability of the employee for the lack of property entrusted to him

Workers

§ 10. The provisions of the Labor Code of the Russian Federation, which appropriate to include an employment contract (part 4 of Art. 57 of the Labor Code of the Russian Federation)

Warranties and compensation provided by the employer of the employee * (11)

Chapter III. Conclusion of the employment contract § 1. Guarantees at the conclusion of an employment contract

§ 2. Documents imposed on the conclusion of an employment contract

§ 3. Labor book

§ 4. Form of employment contract

§ 5. Registration of employment

Chapter IV. Changing the employment contract

§ 1. Transfer to another job. Move

§ 2. Temporary translation to another job

§ 3. Translation of an employee to another job in accordance with medical conclusion

§ 4. Changes by the Terms of Labor Conditions defined by the Parties for the reasons associated with a change in the organization's technological conditions

§ 5. Labor relations when changing the owner of property of the organization, a change in the jurisdiction of the organization, its reorganization

§ 6. Removal from work

Chapter V. Termination of an employment contract § 1. Regulation of the termination of an employment contract in labor legislation

§ 2. General grounds for termination of the employment contract

Chapter VI. Termination of the employment contract on the initiative of the employer § 1. General

§ 2. Termination of an employment contract with an employee who did not sustain the test (Art. 71 of the Labor Code of the Russian Federation)

The procedure for conducting KPO for candidates for vacant positions of category "Head"

Candidate's profile (Category "Head") for office ___________________________

Worker adaptation sheet

Employee work plan at the time of adaptation

§ 3. Termination of the employment contract in the case of liquidation of the organization or termination of the ADD

3.1. Termination of an employment contract in the event of the liquidation of the organization

3.2. Termination of the employment contract in case of termination by the employer - an individual

§ 4. Termination of the employment contract while reducing the number of employees of the organization, an individual entrepreneur

4.1. PRESENTAL RIGHT FOR OUTENIENE WORKS OF SOME CATEGORY OF Employees in the Application or State of Employees

4.2. The procedure for termination of an employment contract with an employee of his dismissal to reduce the number or staff of employees

4.3 Staff development as an alternative to dismissal employees to reduce the number or staff of employees

4.4. Actions of Russian trade unions on prevention of staff dismissal to reduce the staff of employees in restructuring and bankruptcy of organizations

4.5. Russian legislation on the obligation to employ activities to prevent the dismissal of employees to reduce their number or staff

§ 5. Termination of the employment contract in case of inconsistency of the position of the position or performed by the work of the test qualification, confirmed by the results of certification

5.1. TK RF to terminate the employment contractor, paragraph 3 of Part 1 of Art. 81 TC RF

5.2. What purpose is the certification of employees?

5.3. On the rules for certification of employees

Much of positions on certification of employees _______________________________________ (employer name)

I. General provisions

II. Organization of certification of employees

III. Formation of the attestation commission.

IV. Certification

V. Decisions taken by the Attestation Commission.

Mock attestation sheet

Layout of the protocol N _____ Meetings of the Attestation Commission _____________________________ (Employer Name)

5.4. On the regulation of the procedure for certification of managers of specialists in the industry

Instructions on professional certification Specialist of the construction area Head 1 General

Chapter 2 Applications for certification and decision making on request

Chapter 3 Warming of the Qualification Exam and the decision on its results

Chapter 4 Registration, Registration and Extracted Certificate

Chapter 5 Lifetime of the Qualification Certificate

Chapter 6 Station and Renewal of the Action Certificate

Chapter 7 Reception of the Qualification Certificate

Chapter 8Information on the results of certification

CHAPTER OF 9PORTERS OF APPLICATION OF SOLUTIONS ON CID

Approved certification of managers and a specialist of the field of construction

Ministry of Architecture and Construction Realities of Belarus

5.5. On the concept of a multi-level system of certification of managers of venerable enterprises and organizations of OAO Gazprom

§ 6. Termination of an employment contract with the head of the organization, his deputies and chief accountant

§ 7. Termination of the employment contract in cases of repeatedly inflaming the employee without valid causes of employment, if it has a disciplinary penalty (paragraph 5 of Part 1 of Art. 81 of the Labor Code of the Russian Federation)

§ 8. Termination of the employment contract in cases of repeatedly-boiled violation by the employee of labor duties (subparagraphs "A", "B", "B", "G" and "D" 6 h. 1 Art. 81 of the Labor Code of the Russian Federation)

§ 10. Termination of the employment contract due to the commissioners performing educational functions, immoral offense incompatible with the continuation of this work (paragraph 8 of Part 1 of Art. 81 of the Labor Code of the Russian Federation)

§12. Termination of the employment contract in connection with a single-bubbling violation by the head of the organization (branch, representation), its deputy employment duties (paragraph 10 of Art. 81 of the Labor Code of the Russian Federation)

§13. Termination of an employment contract in the case of providing an employee to an employer of substrate documents at the conclusion of an employment contract (paragraph 11 of Part 1 of Art. 81 of the Labor Code of the Russian Federation)

§fourteen. Termination of the employment contract, in cases provided for by the employment contract with the head of the organization, members of the Collegial Executive Body of the Organization (paragraph 13 of Part 1 of Art. 81 of the Labor Code of the Russian Federation)

§fifteen. Termination of the employment contract in other cases established by the Labor Code of the Russian Federation and other federal laws (paragraph 14 of Part 1 of Art. 81 of the Labor Code of the Russian Federation)

15.1. Additional foundations of termination of the employment contract with part-time obscene (Article 288 of the Labor Code of the Russian Federation)

15.2. Termination of an employment contract with employees, a concluding contract for a period of up to two months (Art. 292 of the Labor Code of the Russian Federation)

15.3. Termination of an employment contract with employees engaged in pumping work (Art. 296 of the Labor Code of the Russian Federation)

15.4. Termination of an employment contract with an employee engaged in an employee - an individual (Art. 307 of the Labor Code of the Russian Federation)

15.5. Termination of an employment contract with obscons (Art. 312 of the Labor Code of the Russian Federation)

15.6 Additional reasons for termination of the employment contract by the organization of the organization (Art. 278 of the Labor Code of the Russian Federation)

15.8. Additional foundations of termination of the employment contract by progressive workers (Art. 336 of the Labor Code of the Russian Federation)

§sixteen. Guarantees to certain categories of workers in the examination of the Employer Initiator

§17. TK RF about the consideration of labor disputes on the restoration of work in court

Chapter VII. Labor contract and "borrowed work"

§ 1. Transformation based on the workforce of two-sided fishing relations in trilateral

§ 2. All-Russian trade unions about "borrowed labor"

§ 3. Foreign experience of legislative regulation of the use of "borrowed" labor

Chapter VIII. Protection of personal data worker

Layout of the rules of the internal labor regulation * (21)

1. General Provisions

2. The procedure for admission to work

3. Basic rights and obligations of the employee

4. Rights and obligations of the employer

5. Responsibility of the parties to the employment contract

6. Self-defense workers of labor rights

7. Working time

8. Working time mode

9. Rest time

10. Encouraging for work

11. Disciplinary recovery

12. Forms, order, place and deadlines for paying wages

13. Professional training, retraining and increased employee

14. Features of the regulation of women, people with family responsibilities

15. Features of labor regulation of workers under the age of eighteen

15. Material responsibility of the parties to the employment contract

16. Changing the employment contract

17. Termination of the employment contract

Layout of the Provision on the Committee (Commission) on Labor Protection * (37) __________________________________________________ (Organization Name)

1. General Provisions

2. Committee tasks

3. Committee functions

4. Committee rights

Unified qualifying directory of managers, specialists and employees

The amount of wages of managers, specialists and other employees, as a general rule, is determined mainly by the sake of official salary paid to the fulfillment by these employees of their job responsibilities for their positions. In this regard, a clear fixation of these duties - their content, volume, technology and responsibility, has primary importance for workers.

Qualification characteristics of each position consist of three sections: "Official duties"; "I must know" and "qualifying requirements."

The "Official Responsibilities" section contains a list of basic functions that may be charged in fully or partially an employee who occupies this position.

The section "should know" contains the basic requirements for the employee for special knowledge, as well as knowledge of regulatory legal acts, methods and means that the employee must be able to apply when performing job duties.

The "Qualification Requirements" section defines the level of professional training of an employee necessary to fulfill duties assigned to it, and the required work experience.

As an example, we give the qualification characteristic of the director's position (General Director, Managing) *(1) .

Official duties. Manages in accordance with the current legislation, the production and economic and economic activities of the enterprise, carrying the full responsibility for the consequences of the 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 efficient interaction of all structural units, workshops and production units, directs their activities on the development and improvement of production, taking into account social and market priorities, improving the efficiency of the enterprise, the growth of sales of products and an increase in profits, quality and competitiveness of products, its compliance World standards in order to conquer the domestic and foreign market and meet the needs of the population in the relevant types of domestic products. Ensures the implementation of all obligations to federal, regional and local budgets, state extrabudgetary 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 the wide use of the latest technology and technology, progressive forms of management and labor organization, scientifically based regulations of material, financial and labor costs, studying the market opportuncture and best practices (domestic and foreign) in order to enhance the technical level and quality Products (services), economic efficiency of its production, rational use of production reserves and economical spending of all types of resources. Takes measures to ensure the enterprise by qualified personnel, rational use and development of their professional knowledge and experience, creating safe and favorable working conditions and health conditions, compliance with the requirements of environmental protection legislation. Provides the correct combination of economic and administrative methods of leadership, uniance and collegiality in the discussion and decision of the issues, material and moral incentives to improve the efficiency of production, the use of the principle of material interest and responsibility of each employee for the work entrusted to him and the results of the whole team, paying the salary on time . Together with labor collectives and trade union organizations, based on the principles of social partnership, the development, conclusion and implementation of a collective agreement, compliance with labor and production discipline, contributes to the development of labor motivation, initiatives and activities of workers and employees of the enterprise. The issues relating to the financial and economic and industrial and economic activities of the enterprise, within the limits of the legislation provided to him, instructs the conduct of individual areas of activity to other officials - deputy director, managers of production units and branches of enterprises, as well as functional and production units. Ensures compliance with the law in the activities of the enterprise and the implementation of its economic relations, the use of legal funds 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 to maintain and expand the scale of entrepreneurial activities . Protects the property interests of the enterprise in court, arbitration, government and management bodies.

Must know: legislative and regulatory legal acts regulating the production and economic and economic activities of the enterprise, the decisions of federal, regional and local government and management bodies, which determine the priority areas for the development of the economy and the relevant industry; Methodical 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 facilities and personnel resources of the enterprise; technology of production of enterprise; tax and environmental legislation; The procedure for the preparation and coordination of business plans for the production and economic and financial and economic activity of the enterprise; market methods of economic management and management of the enterprise; A system of economic indicators allowing the enterprise to determine its position in the market and develop programs to enter new markets; the procedure for the conclusion and execution of economic and financial contracts; market conjuncture; Scientific and technical advances and advanced experience in the relevant industry; management of economics and finance 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 norms of labor protection.

Requirements for qualifications. Higher professional (technical or engineering and economic) education and work experience in senior positions in the relevant profile of the industry of the industry for at least 5 years.

Qualification characteristics are given in the qualifying directory of managers, specialists and other employees, approved by the Decree of the Ministry of Labor of the Russian Federation dated 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 directory contains two sections. The first section provides the qualification characteristics of general-industry positions of managers, specialists and other employees (technical performers), widespread in enterprises, institutions and organizations, primarily industrial sectors of the economy, including those on budgetary financing. The second section contains qualifying characteristics of posts of workers employed in research institutions, design, technological, design and survey organizations, as well as editorial publishing units.

The specified directory was developed in accordance with the classification of employees into three categories: managers, specialists and other employees (technical performers). The attribution of employees to categories is carried out depending on the nature of predominantly performed works that constitute the work of the worker (organizational and administrative, analytical and constructive, information and technical).

Names of employees, the qualification characteristics of which are included in the directory, are established in accordance with All-Russian classifier Professions of workers, posts of employees and tariff discharges OK-016-94 (OKPDTR) (as amended. Changes 5/2004 OKPDTR, approved. Rostechregulation), enacted from January 1, 1996.

In connection with the outlined, pay attention to the readers to the fact that according to Art. 57 "The content of the employment contract" of the Labor Code of the Russian Federation, if, in accordance with federal laws with the performance of work on certain positions, professions, specialties is related to the provision of compensation and benefits or the availability of restrictions, the names of these posts, professions or specialties and qualification requirements need to be complied with the names and the requirements specified in the qualification directories 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 TC RF is carried out in an increased amount of work in harmful conditions of labor, the employer must be guided by the relevant qualification characteristics included in the qualification directory of managers, specialists and other employees, that is, the name of the post, profession, specialty and qualification requirements for them must be qualifying characteristic.

If, in accordance with federal laws with the performance of work under this position, profession, the specialty is not related to the provision of compensation and benefits (increased labor payment, the provision of additional leave, therapeutic and preventive nutrition, etc.) or the availability of restrictions, the employer is free to The choice is to be guided or not guided by the qualification characteristic in the one given. In other words, the employer has the right to independently decide on the name of the post, profession, specialty and qualifying requirements for them.

With the practical application of the qualifying reference book of managers, specialists and other employees, it is necessary to keep in mind the following.

1. The directory does not include the qualification characteristics of derivative positions (senior and leading specialists, as well as deputy heads of departments). Official 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 reference book. At the same time, it should be borne in mind that the use of the official name "Senior" is possible, provided that the employee, along with the fulfillment of the responsibilities provided for by the office, leads to the leaders subordinate to him.

The position of "senior" can be established in the form of an exception and in the absence of performers in the immediate submission of the employee, if the functions of the management of the leadership of the work are imposed on it.

For specialist positions, according to which qualification categories are envisaged, the official name "Senior" is not applicable. In these cases, the management functions of the subordinate performers are imposed on a specialist I qualifying category (for qualifying categories of specialists, see further on the text).

Official duties "leading" are established on the basis of the characteristics of the respective posts of specialists. In addition, they are entrusted with the functions of the head and responsible performer of work on one of the activities of the enterprise, institutions, organizations or their structural units or the responsibilities for coordination and the methodological management of groups of performers created in the Departments (Bureau). Requirements for the necessary experience of the leading experts are rising for 2-3 years compared to those provided for specialists of the I qualification category.

Official duties, knowledge requirements and qualifications of deputy heads of structural divisions are determined on the basis of the characteristics of the relevant positions of managers.

2. In the qualification characteristics of the posts of specialists, it is envisaged within the same position without changing its name, intrasionally qualifying category of labor. Qualification categories for the remuneration of specialists are established by the head of the enterprise, institution, organization.

At the same time, the degree of independence of the employee is taken into account when performing official duties, its responsibility for the decisions made, attitude to work, efficiency and quality of labor, as well as professional knowledge, experience of practical activity, determined by work experience in the specialty, etc.

As an example, we give the requirements for the qualification of the designer engineer (designer), set out in the qualification characteristics of this position.

Engineer: Higher professional education without making requirements for work experience.

3. Qualification characteristics of the posts of chiefs (heads) of departments serve as the basis for determining official duties, knowledge requirements and qualifications.

4. Qualification characteristics can be applied as regulatory documents. direct action Or serve as a basis for the development of domestic organizational and administrative documents - job descriptions containing a specific list of official duties of workers, taking into account the characteristics of the organization of production, labor and management, as well as their rights and responsibility. If necessary, the obligations included in the characteristics of a certain position can be distributed among several performers.

The qualification characteristics present the most characteristic of each job position. Therefore, when developing job descriptions, a list of works are allowed to be clarified, which are peculiar to the relevant position in specific organizational conditions, and the requirements for the necessary special training of workers are established.

5. In the process of conducting measures to improve the organization and improved labor efficiency, it is possible to expand the range of responsibilities of workers compared to the corresponding characteristic. In these cases, without changing the official name, the employee may be entrusted with the duties stipulated by the characteristics of other positions close to the content of the work equal to complexity, the implementation of which does not require other specialty and qualifications.

6. The compliance of the actual duties and qualifications of workers with the requirements of qualification characteristics is determined by the attestation commission in accordance with the current statement on the procedure for holding certification. At the same time, special attention is paid to high quality and effective implementation work.

7. Persons who do not have special training or experience of the work established by the qualifications requirements, but possessing sufficient practical experience And performing qualitatively and fully assigned official duties, on the recommendation of the attestation commission in order of exception can be appointed to the corresponding positions as well as those who have 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 posts specific to individual industries are developed by ministries (departments) and are approved in the prescribed manner.

The Government of the Russian Federation by a resolution of October 31, 2002 N 787 (as amended. Of December 20, 2003 N 766) approved the procedure for approval of a single qualifying reference book of managers, specialists and employees. The Government of the Russian Federation established (confirming this) that the unified qualification directory of managers, specialists and employees consists of the qualification characteristics of managers, specialists and employees containing job responsibilities and requirements for the level of knowledge and qualifications of these employees.

This resolution was entrusted to the Ministry of Labor and Social Development of the Russian Federation, to organize jointly with the federal executive bodies, which entrusted the management, regulation and coordination of activities in the relevant industry (sub-separation) of the economy, the development of a single qualifying reference book of managers, specialists and employees and the procedure for their use, And also approve the specified directory and the procedure for its application.

In pursuance of the mentioned Decree of the Government of the Russian Federation, the Ministry of Defense of the Russian Federation decided on February 9, 2004 N 9 approved the procedure for applying a single qualifying reference book of managers, specialists and employees. The specified order basically repeats the text of the section " General provisions"Qualifying reference book of managers, specialists and other employees.

4th edition supplemented
(appliance. Resolution of the Ministry of Labor of the Russian Federation dated August 21, 1998 N 37)

With changes and additions from:

January 21, 4 August 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 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 dated August 21, 1998 N 37. The present publication includes additions made by the Resolutions of the Ministry of Nations of Russia dated December 24, 1998 N 52, from February 22, 1999 N 3, dated January 21, 2000 N 7, dated August 4, 2000 N 57, April 20, 2001 N 35, dated May 31, 2002 and dated June 20, 2002 N 44. The directory is recommended for use in enterprises, institutions and organizations. various industries Economy Regardless of Property Forms and Organizational and Legal Forces in order to ensure proper selection, arrangements and use of frames.

A new qualifying reference book is designed to provide a rational division of labor, to create an effective mechanism to distinguish between functions, powers and responsibilities based on a clear regulation of the work of workers in modern conditions. The directory contains new qualifying characteristics of employee positions related to the development of market relations. All previously operating qualification characteristics were revised, there are significant changes in connection with transformations carried out in the country and taking into account the practice of using characteristics.

The qualification characteristics carried out the unification of the regulatory regulations of workers to ensure a single approach to the recruitment of relevant qualifications and compliance with the uniform principles of work facilitation based on their complexity. The qualification characteristics taken into account the latest legislative and regulatory legal acts of the Russian Federation.

Qualification directory of managers, specialists and other employees

General provisions

1. The qualification directory 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 the forms of ownership and organizational and legal forms of activity.

Qualification characteristics included in the presentation of the reference book are regulatory documents designed to substantiate the rational separation and organization of labor, the correct selection, placement and use of personnel, ensuring unity in determining the official duties of workers and the qualification requirements for them, as well as decisions on conformity. Helds when conducting certification of managers and specialists.

2. The basis of the reference book is based on a job sign, since the qualifications of employees are determined by their official responsibilities, which, in turn, determine the names of posts.

The directory is designed in accordance with the classification of employees in three categories: managers, specialists and other employees (technical performers). The attribution of employees to categories is carried out depending on the nature of predominantly performed works that constitute the work of the worker (organizational and administrative, analytical and constructive, information and 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 professions of workers, employees and tariff discharges OK-016-94 (OKPDTR), enacted from January 1, 1996

3. Qualification directory contains two sections. The first section provides the qualification characteristics of general-industry positions of managers, specialists and other employees (technical performers), widespread in enterprises, institutions and organizations, primarily industrial sectors of the economy, including those on budgetary financing. The second section contains qualifying characteristics of posts of workers employed in research institutions, design, technological, design and survey organizations, as well as editorial publishing units.

4. Qualification characteristics in enterprises, institutions and organizations can be applied as regulatory documents directly or serve as a basis for the development of internal organizational and administrative documents - job descriptions containing a specific list of employee duties taking into account the peculiarities of the organization of production, labor and management, and Also their rights and responsibility. If necessary, the obligations included in the characteristics of a certain position can be distributed among several performers.

Since qualification characteristics apply to employees of enterprises, institutions and organizations, regardless of their industry affiliation and departmental subordination, they are presented the most characteristic of each job. Therefore, when developing job descriptions, a list of works are allowed to be clarified, which are peculiar to the relevant position in specific organizational conditions, and the requirements for the necessary special training of workers are established.

In the process of organizational and technical and economic Development, the development of modern management technologies, the introduction of the newest technical means, measures to improve the organization and improvement of labor efficiency it is possible to expand the circle of employee responsibilities compared with the established corresponding characteristic. In these cases, without changing the official name, the employee may be entrusted with the duties stipulated by the characteristics of other positions close to the content of the work equal to complexity, the implementation of which does not require other specialty and qualifications.

5. The qualification characteristic of each position has three sections.

In the "Official Responsibilities" section, the main labor functions, which can be assigned to a fully or partially employee who takes this position, taking into account the technological homogeneity and interconnected work, allowing to provide optimal specialization of employees.

The section "Must know" contains the main requirements for the employee with respect to special knowledge, as well as knowledge of legislative and regulatory legal acts, provisions, instructions and other guidelines, methods and means that the employee must apply when performing job duties.

The "Qualification Requirements" section defines the level of professional training of an employee necessary to fulfill the provided duties, and the requirements for work experience. The levels of the required training are given in accordance with the Law of the Russian Federation "On Education".

6. In the characteristics of the posts of specialists, it is envisaged within the same position without changing its name, intrasionally qualifying category of labor.

Qualification categories for the remuneration of specialists are established by the head of the enterprise, institution, organization. At the same time, the degree of independence of the employee is taken into account when performing official duties, its responsibility for decisions made, attitude to work, efficiency and quality of labor, as well as professional knowledge, experience practical activitydetermined by experience in the specialty, etc.

7. The reference book does not include the qualification characteristics of derivatives (senior and leading specialists, as well as deputy heads of divisions). Official 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 reference book.

The question of the distribution of official duties of deputy heads of enterprises, institutions and organizations is solved on the basis of domestic organizational and administrative documents.

The use of the official name "Senior" is possible, provided that the employee, along with the fulfillment of the duties, provided for by the position of office, leads to the executive subordinate to him. The position of "senior" can be established in the form of an exception and in the absence of performers in the immediate submission of the employee, if the functions of the management of the leadership of the work are imposed on it. For specialist positions, according to which qualification categories are envisaged, the official name "Senior" is not applicable. In these cases, the management features subordinate performers are imposed on a specialist I qualifying category.

Official duties "leading" are established on the basis of the characteristics of the respective posts of specialists. In addition, they are imposed on the functions of the head and the responsible performer of work on one of the activities of the enterprise, institutions, organizations or their structural units or the responsibilities for coordination and the methodological management of the groups of performers created in the Departments (Bureau), taking into account the rational division of labor in specific organizational -Hechnical conditions. Requirements for the necessary experience work are increased by 2-3 years compared with the qualification category provided for specialists. Official duties, knowledge requirements and qualifications of deputy heads of structural divisions are determined on the basis of the characteristics of the relevant positions of managers.

The qualification characteristics of the posts of chiefs (heads) of departments are the basis for determining official duties, knowledge requirements and qualifications of managers of the relevant bureaus, when they are created instead of functional departments (taking into account industry characteristics).

8. Compliance of the actual duties and qualifications of employees with the requirements official characteristics Determined by the attestation commission in accordance with the current statement on the procedure for holding certification. At the same time, special attention is paid to the qualitative and efficient performance of work.

9. The need to ensure the safety of the life and health of workers in the process of labor activity nominates the problems of labor protection and ambient In the number of urgent social tasks, the solution of which is directly related to the observance by the leaders and each employee of the enterprise, the institutions, the organization of existing legislative, inter-sectoral and other regulatory legal acts on labor protection, environmental standards and standards.

In connection with this official duties of employees (managers, specialists and technical performers), along with the performance of the functions provided for by the relevant qualification characteristic of the position, compulsory compliance with the requirements of labor protection requirements, and the official duties of managers - providing healthy and safe Conditions Labor for subordinate performers, as well as control over compliance with the requirements of legislative and regulatory legal acts on labor protection.

When appointed, it is necessary to take into account the requirements for knowledge of the employee of the relevant standards of labor safety, environmental legislation, norms, rules and instructions for labor protection, collective and individual protection From the effects of dangerous and harmful production factors.

10. Persons who do not have special training or experiences of the work established by qualification requirements, but with sufficient practical experience and perform qualitatively and fully assigned official duties, on the recommendation of the certification commission in order of exception can be appointed to the corresponding positions , like persons with special training and work experience.