In this article we will look at the Unified Tariff and Qualification Handbook (UTKS) for a labor protection specialist. Let us define ETKS and explain the difference between ETKS and other reference books and professional standards. We will analyze the structure of the ETKS “Occupational Safety and Health Specialist” and, of course, tell you how an occupational safety specialist should use the ETKS in his production activities.

To see what the ETKS of an occupational safety specialist looks like, please

So, let's begin…

What is the ETKS of a labor protection specialist?
How do ETKS differ from EKS?

In order to unify (bring to the same standards) all possible professions in the country, the state has developed and put into effect directories of professions, which are periodically updated depending on the emergence of new specialties, technologies or the obsolescence of some others.

In Russia, there are two main reference books that should be used as a guide when conducting work at any enterprise or organization. Both directories were approved by Decree of the Government of the Russian Federation of October 31, 2002 N 787 and have legal force:

1. ETKS– a unified tariff and qualification directory of works and professions of workers.
2. EKS– a unified qualification directory for positions of managers, specialists and employees. (ECSD is another name for this directory)

Unified Tariff and Qualification Reference Book (UTKS) is a large collection of normative documents, united in volumes, which is intended solely for classification working professions.

Unified qualification directory of positions of managers, specialists and employees (USC) is a collection of normative documents intended for non-working professions, namely for managers, employees and all kinds of specialists.

Thus, two directories cover all possible professions.

The question arises: In which of the two reference books should I look for the profession of occupational safety specialist?

Correct answer: In the EKS directory!!!

It should be noted that there is no ETKS occupational safety specialist as such. After all, this directory is intended only for working professions. Therefore, when someone talks about the ETKS of an occupational safety specialist, one must keep in mind that we are talking about the ETKS of an occupational safety specialist. To avoid confusion, in the future we will call any of the directories “ETKS”.

ETKS (EKS) occupational safety specialist is an official document that is entered

What is ETKS for?

The Unified Tariff and Qualification Directory is used for:

1. Assignment of tariff categories to workers and employees (according to the principle, the more complex the work, the higher the rank, Article 143 of the Labor Code of the Russian Federation);
2. Determination of wages for civil servants (Article 144 of the Labor Code of the Russian Federation);
3. Tariffing and accounting of professions for which benefits and compensation are provided by the state (Article 57 of the Labor Code of the Russian Federation).

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

Firstly, with the help of a directory it is very convenient to write down job descriptions for employees, because the ETKS fully describes the profession, what the employee must do, what knowledge and skills he must possess, etc.

Secondly, it is very convenient for the head of an enterprise to “distribute” qualifications to all employees, and to build a remuneration system in his enterprise based on the qualification level of each employee.

Thirdly, with the help of ETKS you can build labor relations with the state, justify the transfer of taxes, and the receipt of state. subsidies, etc.

A labor protection specialist needs ETKS in order to bring his position into compliance with the legislation of the Russian Federation.

How can a labor safety specialist use ETKS in his work?

As we have already said, ETKS (ECS, ECSD) of a labor protection specialist is a regulatory document that is presented

ETKS of a labor protection specialist consists of sections:
In section 1 general information is presented.
In section 2 information is provided regarding the positions of manager and occupational safety specialist. The section indicates the correct job titles, job responsibilities of the manager and safety specialist, what knowledge and skills a person holding the position of safety specialist or manager should have and what requirements to fulfill.

What should a labor protection specialist do in accordance with the ETKS?
First of all, the labor protection specialist must redo his job description and reissue his contract with the organization in accordance with the new requirements, make changes to the staffing table, etc. So, if earlier the occupational safety profession was called “Occupational Safety Engineer”, now the profession should be called in accordance with the requirements of the ETKS “Head of the Labor Safety Service”, or “Occupational Safety Specialist”, Other names of professions, including ETKS “Occupational Safety Engineer” or ETKS “Industrial Safety Engineer” do not exist! (Order of the Ministry of Labor of the Russian Federation dated May 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.

Thus, the position of head of the labor protection service has educational requirements. To work in this position as the head of the occupational safety service, you must have, or any higher education together with, while the head of the occupational safety service must have five years of work experience in this field.

The position of occupational safety specialist has the same educational requirements. For an occupational safety specialist, it is necessary to have a higher education in occupational safety. And in the absence of this, retraining is allowed if you have a secondary education (valid for an occupational safety specialist who does not have a category).

What laws should an occupational safety specialist follow? ETKS or professional standards?

Due to the fact that, according to the Labor Code of the Russian Federation, from 07/01/2016 they come into force and are mandatory for use (valid), specialists in the field of labor protection are asking the question of how to guide their activities by ETKS or professional standards?
Let's try to answer this question.

Now ETKS and professional standards are valid regulatory documents that a labor protection specialist must apply in his activities. It is enough to study in which the Ministry of Labor refers to the ETKS and professional standards as fundamental documents.

Despite the fact that the two documents have different structures, the information presented in both documents is almost identical. It turns out that professional standards are closest to reference books and contain more specific information. Why is this happening?

In our opinion, this is happening because the state wants to eventually combine the two directories ETKS and EKS and come to one standard in order to create a single unified directory with a single classification with even more expanded information. Those. gradually replace all occupational directories with professional standards.

The Unified Tariff and Qualification Directory of Works and Professions of Workers ETKS contains an 8-digit rating scale. For the unified qualification directory of positions of managers, specialists and employees (US), the scale may be different, depending on the profession. As for professional standards, a single 9-digit qualification level scale is used for all professions without exception.

Therefore, professional standards are more unified and allow one to compare the level of qualification of a labor protection specialist with the level of qualification of any other profession.

For example, according to the ETKS “Occupational Safety and Health Specialist 2018”, the profession of occupational safety specialist is qualified as “Specialist”, “Specialist of the 2nd category”, “Specialist of the 1st category” and “Head of the labor protection service”. Based on this, it is impossible to compare the level of a labor protection specialist with the level of any other profession, because This qualification applies only to specialists in the field of labor protection.

Where does any company start? From an idea and people who implement it together. Each participant has a specific role, a list of responsibilities and competencies. All this is determined by the position held. This article examines what positions there are in a company depending on the industry and area of ​​activity, the minimum composition of the staffing table, as well as a brief excursion into the responsibilities of management positions, specialists and workers.

What positions can be

Positions in a company are like the roles of actors in a theater - each has its own work scenario, responsibilities, competencies, tasks, functions. Each individual position requires a specific person with a specialized set of knowledge, skills, experience and personal qualities. In any organization, all existing positions can be divided into three groups:

• specialists;
• working positions.

Each group requires certain knowledge and skills, experience and education.

The most important position

Any group of people united by common goals and interests cannot function normally without a leader. One person or group of people must be at the helm of the company, make important decisions, adjust the course of the organization's development and solve internal problems. In Russian companies, this role is performed by a person occupying the highest position in the company. Depending on the type of company, its legal form, the number of owners and accounting policies, the leading position may have different names. In limited liability companies - director or general director. In joint stock companies - the board of directors or shareholders. In agricultural production cooperatives - the chairman.

An LLC can be opened by one person. In this case, the founder of the company and the director can be the same person, make decisions individually and independently manage all processes of the organization. It is already more difficult in OJSC and CJSC. In joint stock companies, directors are elected by the board of shareholders. While carrying out his official duties, he is obliged to listen to the opinions of the company's shareholders.

Managers in the company

A newly opened LLC, whose staff does not exceed two or three people, is unlikely to need a large number of management positions. But if the company grows, departments appear that perform fundamentally different functions, and the staff increases to tens or even hundreds of people, then it simply cannot be done without middle managers. A person holding such a position does not have absolute power over subordinates, does not make single-handed important decisions, and does not manage the company as a whole. His task is to monitor the work of his department, coordinate the employment of his people, and resolve issues within his competence. Some of the most common leadership positions include:

• financial director, or head of the financial department;
• Technical Director;
• director of production and production;
• Chief Engineer;
• head of HR department;
• Chief Accountant;
• head of trade department;
• Head of Purchasing Department;
• Head of Public Relations Department.

Of course, every organization has the right to include in the staffing table positions that are needed specifically in their area. The names of departments and positions of the people managing them may differ, but the functionality of the employees is quite similar.

Chief engineer's work

Chief engineer is a position that is found in organizations that produce products and maintain their own fleet of vehicles or a fleet of specialized equipment: agricultural organizations, plants, factories, transport companies, and so on. The job of a chief engineer requires higher technical education in the organization's field of activity. It is on him that the technical equipment of the enterprise with spare parts, fuels and lubricants, the necessary equipment and machines, and the well-coordinated work of mechanics and maintenance personnel depend. With his proposal, all technical units and their spare parts are purchased, and people who service all these machines and devices are hired. Working as a technical director has similar functionality. In some organizations these are identical concepts.

Production Director

Production Director is a position that makes sense in organizations that produce any product. This official is busy exploring the structure of the market, supply and demand, studying competitors' offers, determining what needs to be produced, at what prices and in what volumes. The volume and quality of products produced, their price and placement on the sales market depend on the effectiveness of its work. His tasks include finding suppliers of raw materials of appropriate quality and at an acceptable cost, launching the production process, and monitoring it throughout the entire production cycle.

Specialists

Positions in the company are not limited to managers at different levels. Without ordinary specialists, there will simply be no one to manage it. Specialists are usually called applicants with higher or secondary vocational education who have graduated from an educational institution in a certain specialty. In organizations, specialist positions include: accountant, managers in various areas, operations officers, engineers, doctors and others.

Job positions

There are also working positions in the company. Unlike the positions described above, workers do not require specific education, experience, or characteristics. Such work usually requires the performance of certain physical actions: loaders, order pickers, drivers, cleaners. To perform these jobs there is no need for higher education, work experience, organizational or leadership abilities. It is enough to have physical health and endurance.

There are a huge number of fields, skills and positions in the world. Due to such diversity, employers often encounter difficulties both at the level of personnel management and at the level of personnel documentation. In such cases, unified reference books and classifiers come to the rescue. In the article we will discuss what the 2019 occupational classifier with the Russian Federation decoding is and the 2019 unified tariff and qualification reference book. Let's take a closer look at the reference book of qualification characteristics.

Basic Concepts

When working with unified forms, HR specialists often find themselves at a loss due to the abundance of terms and abbreviations related to job directories. Let's look at them.

These documents are interconnected. The general classification of positions and professions for 2019 is the basis of the ETKS 2019. OKPDTR 2019, in turn, takes the first section of the ETKS 2019 blue-collar professions as the basis. There is no ETKS 2019 for managers and specialists, so the second section of OKPDTR is based on a unified nomenclature of employee positions.

What is a job qualification directory

The Unified Classification Directory of Positions of Specialists and Employees (USC) is a list of qualification characteristics (job responsibilities and requirements for the level of knowledge and qualifications) of managers, specialists and employees, depending on the field of activity. Additional sections of the CEN are introduced by relevant orders of the Ministry of Labor. To date, the latest is order No. 225n dated May 10, 2016, approving “the qualification characteristics of employees of military units and organizations of the Armed Forces Russian Federation" The frequency of updates to the directory is not regulated by law. Thus, the document amended by the above Order is currently the qualification directory for the positions of workers and employees 2019.

What is it for?

The EKS, which is based on the All-Russian Classification of Occupations of White-collar Jobs, was compiled with the aim of developing universal standards for the organization of labor. In fact, this document helps the employer competently build the structure of the organization. The qualification characteristics optimize the following functions:

• selection and placement of personnel;
• professional training/retraining of personnel;
• rational division of labor;
• determination of job responsibilities and areas of responsibility of personnel.

A personnel employee relies on the 2019 Classification of Positions and Professions when working with documents such as staffing schedules, job descriptions, regulations on departments, etc. OKPDTR classifier (2019) with a search by name is posted on the website of the Ministry of Labor and Social Protection.

How to use it

The EKS is applicable to any enterprise, regardless of their form of ownership or organizational and legal forms of activity. However, the law does not oblige, but only recommends that the employer be guided by this document in personnel work. The procedure for applying the CAS was approved by Resolution of the Ministry of Labor dated 02/09/2004 No. 9. In accordance with it, qualification characteristics form the basis of the job description and include three sections:

• job responsibilities (list of job functions assigned in whole or in part);
• must know (special knowledge, knowledge of regulations, methods and means to perform job duties);
• qualification requirements (level of professional training and work experience).

It is allowed to distribute the responsibilities that make up the qualification characteristics among several employees. The assessment of an employee's compliance with qualification characteristics is carried out only by the certification commission.

What to use - a qualification reference book or a professional standard

As we found out, an employee’s qualifications consist of his knowledge, abilities, skills and experience. A professional standard is a narrower concept and is defined as “a characteristic of the qualifications necessary for an employee to carry out a certain type of professional activity, including the performance of a certain labor function” ( Art. 195.1 Labor Code of the Russian Federation). In addition, professional standards, unlike the CAS, can be mandatory. Corresponding amendments were made to the Labor Code by Federal Law dated May 2, 2015 No. 122-FZ. According to Article 195.3 of the Labor Code of the Russian Federation, the employer is obliged to operate with professional standards if the qualification requirements for an employee to perform job functions are dictated by the Labor Code, federal law or other regulations. In other cases, the application of professional standards is recommended, but not required.

For many personnel service workers, the qualification directory of positions has become a reference book. Let's talk about the use of ETKS and EKS, as well as their upcoming abolition 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 a variety of sectors of the economy. Due to his duty, any personnel officer with experience had to contact him. The development and updating of unified tariff and qualification reference books is carried out by the Ministry of Health and Social Development of the Russian Federation together with executive authorities regulating and coordinating certain economic sectors (clause 2 of the Government of the Russian Federation No. 787 of October 31, 2002).

Qualification reference book for positions of workers and employees - 2018: procedure for application

Don't miss: the main article of the month from a practical expert

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. Thus, according to Part 8 of Article 143 of the Labor Code of the Russian Federation, when grading work and assigning tariff categories to employees, the following are applied:

• a unified tariff and qualification directory of works and professions of workers;
• unified tariff qualification directory for positions of managers, specialists and employees;
• professional standards.

Download documents on the topic:

There are even separate regulatory documents detailing the rules for applying the ETKS (see “Procedure” approved by Resolution of the Ministry of Labor of the Russian Federation No. 9 of February 9, 2004). Along with the provisions of the reference books, state guarantees for wages, fixed by federal legislation, are taken into account, as well as the recommendations of the tripartite commission on the regulation of social and labor relations and the opinion of trade unions. Details are in the notes “How to use " And How ».

Important: the requirements of the ETKS and EKS apply primarily to labor relations, therefore, when concluding a civil contract, the employer is not obliged to check the contractor for compliance with the criteria established in the reference books.

Types and current editions of tariff and qualification reference books

Currently, two types of qualification reference books are used - for workers (ETKS) and for employees, managers, specialists (EKS). The need to develop two separate documents arose due to significant differences in the specifics of the work assigned to different categories of personnel. Therefore, when establishing tariffs or qualification requirements for blue-collar professions (fitter, foundry worker, welder, etc.), employers turn to the ETKS, a directory of blue-collar professions.

If we are talking about a managerial or official position, the Unified Qualification Directory of positions for managers and employees is used. Read about tariffs for different types of work in the article “How to set ": you will find out why it is so important to know the exact minimum wage, how often salaries should be indexed and whether it is legal to set different salaries for employees occupying the same position.

Unified qualification directory of worker positions

The tariff and qualification reference book, used to determine the complexity and payment of work, as well as to assign categories to workers, consists of more than 70 issues.

Each issue is dedicated to certain areas and areas of the economy, for example:

1. No. 5 - geological exploration and topographic-geodetic work (approved by Resolution of the Ministry of Labor of Russia No. 16 of February 17, 2000);
2. No. 16 - production of medical instruments, instruments and equipment (approved by Resolution of the Ministry of Labor of Russia No. 38 of March 5, 2004);
3. No. 24 - general professions in chemical production (approved by order of the Ministry of Health of Russia No. 208 dated March 28, 2006);
4. No. 50 - production and processing of fish and seafood (approved by Resolution of the Ministry of Labor of Russia No. 73 of October 12, 2000);
5. No. 52 - railway, sea and river transport (approved by order of the Ministry of Labor of Russia No. 68n dated February 18, 2013);
6. No. 57 - advertising and design, restoration and layout work (approved by order of the Ministry of Health of Russia No. 135 dated March 21, 2008).

Some 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, even by Soviet regulations. For example, the sections “Dry cleaning and dyeing” and “Works and professions of laundry workers”, approved by the Decree of the State Committee for Labor of the USSR and the All-Russian Central Council of Trade Unions No. 320/21-22 of October 31, 1984, have not yet been updated.

Qualification directory for positions of managers, specialists and employees

The unified qualification reference book for positions of specialists and employees (US) developed by the Institute of Labor was approved by Resolution 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 edition of the ETKS is mandatory for all state and municipal organizations (in relation to positions for which professional standards have not been developed). Table "Categories and State Civil Service" will be useful to personnel officers of government agencies.

The requirements for commercial companies are not as strict. However, Article 57 of the Labor Code of the Russian Federation obliges all employers, without exception, to refer to professional standards or ETKS when introducing positions into the staffing table that involve 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 ETKS or professional standards. Read more about providing benefits to employees in the articles “How to register an employee’s exit from " and "What compensation is an employee entitled to for work during ».

In total, the document has thirty sections. General characteristics of positions applicable to employees of enterprises, institutions and organizations of all industries are given in the first section, approved by Resolution of the Ministry of Labor of Russia No. 37 of August 21, 1998. Sections for individual industries follow:

• research, design, engineering and survey areas;
• healthcare;
• education, including vocational;
• culture, art and cinematography;
• labor protection;
• electric power industry;
• architectural and urban planning activities;
• the sphere of civil defense and protection of the population from emergency situations, ensuring the safety of people at water, mountain and underground sites;
• geology and subsoil exploration;
• physical education and sports;
• tourism;
• Agriculture;
• state archives and documentation storage centers;
• military units and organizations of the RF Armed Forces;
• centers of metrology, standardization and certification;
• state material reserve systems;
• legal protection of the results of intellectual activity and means of individualization;
• youth affairs authorities;
• road facilities;
• hydrometeorology;
• countering technical intelligence and ensuring information security;
• nuclear energy and floating nuclear power plants;
• conflictology;
• rocket and space industry;
• translation activities;
• forensics;
• authorities of the Federal Migration Service.

If you pay attention to the dates of publication of orders of resolutions approving sections of the CEN, you will notice that the most “recent” provisions of the directory came into force in 2013. And since then they have not been updated, although previously new sections were added almost every year. The reason for this state of affairs was the transition to professional standards - a more convenient and modern system for assessing qualifications. Details are in the note “How to use ": 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 to write down an employee’s position in the work book if it is not indicated in the classifier of positions and professions?

The answer was prepared jointly with the editors

Ivan Shklovets answers:
Deputy Head of the Federal Service for Labor and Employment

Indicate the name of the employee's position in the work book in accordance with the organization's staffing table. At formation of staffing to arbitrarily indicate the positions of employees for whom benefits and compensation are established.

For example, work in a particular position may entitle an employee to early retirement. The list of positions in which work gives the right to an early 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, the Pension Fund may deny the employee the right to grant an early pension...

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Unified qualification directory of positions as a predecessor of professional standards

From the system of professional standards, in connection with which additional norms appeared in the Labor Code of the Russian Federation (Articles 195.1-195.3 of the Labor Code of the Russian Federation), the unified qualification reference book for the positions of managers, employees and specialists differs not only in format. Professional standards contain clearer and more structured information about the labor functions performed by employees and are fully consistent with the spirit of the times.

Previously, a specialist who received a specialized education could work all his life on the same equipment, using familiar technologies and knowledge that he received at a university or technical school. But modern technologies are rapidly developing, dramatically changing the content of work and the qualification characteristics of the position. We have to radically revise existing norms and introduce new standards. As ETKS and EKS (unified tariff and qualification reference book for positions of managers, specialists and employees) gradually lose relevance, employers are increasingly turning to professional standards for:

• personnel selection;
• training, retraining, certification and career planning of employees;
• drawing up job descriptions and staffing schedules;
• formation of personnel policy and tariff schedule for work performed;
• development of remuneration systems.

Important: a 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 blue-collar 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 individual industry requirements, is planned for the coming years (see letter of the Ministry of Labor of Russia No. 14-0/10/13-2253 dated April 4, 2016).

Transition to professional standards: step-by-step instructions

For commercial organizations, professional standards are advisory in nature. They become mandatory only in two cases (like directories):

• when the legislator has established compensation or benefits for a certain type of work, or restrictions are provided for its implementation (Article 57, 195.3 of the Labor Code of the Russian Federation);
• when the requirements for the employee’s work experience and qualifications are established by the Labor Code of the Russian Federation, federal legislation or other regulations (Article 195.3 of the Labor Code of the Russian Federation).

In the first case, you should make sure that the name of the position in the staffing table, employment contract, hiring order and other local documents coincides with the wording of the professional standard. Other aspects - features of the labor function, requirements for the level of education and work experience in the specialty - remain at the discretion of the employer. A detailed analysis of difficult situations can be found in the articles “How to maintain a worker’s rank under ETKS if ", "How to check if 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 we are talking about, 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 extra-budgetary funds, corporations and companies with a state share of more than 50%, are obliged to switch to professional standards, whether they want it or not. To make the transition less painful, it is allowed to introduce new standards in stages (until January 1, 2020, as required by clauses 1.2 of the Russian Government Decree No. 584 of June 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 transition 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:

1. formation of a working group or commission, in which representatives of key departments (legal and personnel services, accounting, etc.) participate;
2. development of a work schedule for the implementation of professional standards;
3. familiarization of heads of departments and services with the schedule and legislative framework in accordance with which the transition is carried out;
4. implementation of activities provided for in the schedule;
5. summing up 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 magazine " »

Nina KOVIAZINA answers,
Deputy Director of the Department medical education and personnel policy in healthcare of the Russian Ministry of Health

We have a small organization, and there are departments that employ one person at a time. If an employee is a manager, should there be subordinates in the department?

Formally, the Labor Code does not prohibit an employer from creating structural units that consist of only one employee, in particular the head of a department. At the same time, the position of “manager” involves leadership of subordinates. For example, the Qualification Directory provides for such an obligation for the position “Head of the Human Resources Department” (approved ). Qualification reference books are advisory in nature. But there are exceptions...

The full 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 frame allocated for familiarization with regulatory documentation and development of a schedule.

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Each protocol is certified by the signatures of members of the working group, including the chairman.

To change the name of a position, make additions to the employment contract or approve new local standards, 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 minimize labor costs associated with the preparation of orders, contracts, introductory sheets and other documentation.

Unified qualification directory for positions of managers, specialists and employees

The amount of wages for 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 responsibilities - 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 “Job Responsibilities” section contains a list of main functions that can be assigned in whole or in part to an employee holding this position.

The “Must Know” section contains the basic requirements for the employee in terms of special knowledge, as well as knowledge of regulations, methods and tools that the employee must be able to use when performing job duties.

The section "Qualification Requirements" determines the level of professional training of the employee necessary to perform the duties assigned to him, and the required work experience.

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 current legislation, the production, economic and financial-economic activities of the enterprise, bearing full responsibility for the consequences of decisions made, the safety and effective use of the enterprise’s property, as well as the financial and economic results of its activities. Organizes the work and effective interaction of all structural divisions, workshops and production units, directs their activities 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 manufactured products, their compliance to international standards in order to conquer the domestic and foreign markets and meet the needs of the population for the relevant types of domestic products. Ensures that the enterprise fulfills all obligations to the federal, regional and local budgets, state extra-budgetary social funds, suppliers, customers and creditors, including bank institutions, as well as economic and labor agreements (contracts) and business plans. Organizes production and economic activities based on the widespread use of the latest equipment and technology, progressive forms of management and labor organization, scientifically based standards of material, financial and labor costs, studying market conditions and best practices (domestic and foreign) in order to fully improve the technical level and quality products (services), economic efficiency of its production, rational use of production reserves and 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, and compliance with environmental protection legislation. Provides the correct combination of economic and administrative methods of management, unity of command and collegiality in discussing and resolving issues, material and moral incentives for increasing production efficiency, application of the principle of material interest and responsibility of each employee for the work assigned 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, 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 activities of the enterprise, within the limits of the rights granted to it by law, entrusts the management of certain areas of activity to other officials - deputy directors, heads of production units and branches of enterprises, as well as functional and production divisions. Ensures compliance with the rule of law in the activities of the enterprise and the implementation of its economic 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 business activity . Protects the property interests of the enterprise in court, arbitration, government and administrative bodies.

Must know: legislative and regulatory legal acts regulating the production, economic and financial-economic activities of the enterprise, resolutions of federal, regional and local government authorities and management, defining priority directions 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 enterprise structure; prospects for technical, economic and social development of the industry and enterprise; production capacity and human resources of the enterprise; production technology of the enterprise's products; tax and environmental legislation; the procedure for drawing up and agreeing on business plans for the production, economic and financial and economic activities of the enterprise; market methods of business and enterprise management; a system of economic indicators that allow an enterprise to determine its position in the market and develop programs for entering new markets; the procedure for concluding and executing economic and financial contracts; market conditions; scientific and technical achievements and best practices in the relevant industry; management of the economy and finances of the enterprise, organization of production and labor; the procedure for developing and concluding sectoral tariff agreements, collective agreements and regulating social and labor relations; labor legislation; rules and regulations of labor protection.

Qualification requirements. Higher professional (technical or engineering-economic) education and work experience in management positions in the relevant industry profile of the enterprise for at least 5 years.

Qualification characteristics are given in the Qualification Directory of Positions of Managers, Specialists and Other Employees, approved by Decree of the Ministry of Labor of the Russian Federation dated August 21, 1998 N 37 (as amended by Order of the Ministry of Health and Social Development of the Russian Federation dated November 7, 2006 N 749).

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), widespread in enterprises, institutions and organizations, primarily in production sectors of the economy, including those receiving budgetary funding. The second section contains the qualification characteristics of positions of employees employed in research institutions, design, technological, design and survey organizations, as well as editorial and publishing departments.

This reference book 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 work primarily performed, constituting the content of the employee’s work (organizational-administrative, analytical-constructive, information-technical).

The names of employee positions, the qualification characteristics of which are included in the Directory, are established in accordance with the All-Russian Classifier of Worker Occupations, Employee Positions and Tariff Classes OK-016-94 (OKPDTR) (as amended 5/2004 OKPDTR, approved by Rostekhregulirovanie), introduced in effective from January 1, 1996.

In connection with the above, we draw the attention of readers to the fact that, according to Art. 57 “Content of an Employment Contract” of the Labor Code of the Russian Federation, if, in accordance with federal laws, the performance of work in certain positions, professions, specialties is associated with the provision of compensation and benefits or the presence of restrictions, then the names of these positions, professions or specialties and the qualification requirements for them must correspond to the names and the requirements specified in 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 paid at an increased rate for work in hazardous working conditions, then the employer is obliged to be guided by the corresponding qualification characteristics 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 comply qualification characteristics.

If, in accordance with federal laws, the performance of work in a given position, profession, specialty is not associated with the provision of compensation and benefits (increased wages, provision of additional leave, medical and preventive nutrition, etc.) or the presence of restrictions, then the employer is free to choice - to be guided or not to be guided by the qualification characteristics in the given case. In other words, the employer has the right to independently decide on the name of the position, profession, specialty and qualification requirements for them.

When applying the Qualification Directory for positions of managers, specialists and other employees in practice, the following must be kept in mind.

1. The Directory does not include qualification characteristics of derivative positions (senior and leading specialists, as well as deputy heads of departments). The job responsibilities 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 job title “senior” is possible provided that the employee, along with performing the duties prescribed by his position, supervises the performers subordinate to him.

The position of “senior” can be established as an exception and in the absence of performers directly subordinate to the employee, if he is entrusted with the functions of managing an independent area of ​​​​work.

For specialist positions for which qualification categories are provided, the job title “senior” is not used. In these cases, the functions of managing subordinate performers are assigned to a specialist of the first qualification category (for the qualification categories of specialists, see further in the text).

The job responsibilities of the “leaders” are established on the basis of the characteristics of the corresponding specialist positions. In addition, they are entrusted with the functions of a manager and responsible performer of work in one of the areas of activity of an enterprise, institution, organization or their structural divisions, or responsibilities for coordination and methodological management 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 divisions are determined based on the characteristics of the corresponding positions of managers.

2. The qualification characteristics of specialist positions provide for within the same position without changing its name an intra-position qualification categorization for remuneration. Qualification categories for remuneration of specialists are established by the head of the enterprise, institution, or organization.

This takes into account the degree of independence of the employee in performing job duties, his responsibility for decisions made, attitude to work, efficiency and quality of work, as well as professional knowledge, practical experience, determined by length of service in the specialty, etc.

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

Engineer: higher professional education without any work experience requirements.

3. The qualification characteristics of the positions of heads (managers) of departments serve as the basis for determining job responsibilities, knowledge requirements 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 responsibilities 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 responsibilities included in the characteristics of a particular position can be distributed among several performers.

The qualification characteristics present the most typical work for each position. Therefore, when developing job descriptions, it is possible to clarify the list of works that are characteristic of the corresponding position in specific organizational and technical conditions, and establish requirements for the necessary special training of workers.

5. In the process of taking measures to improve organization and increase labor efficiency, it is possible to expand the range of responsibilities of employees in comparison with those established by the corresponding characteristics. In these cases, without changing the job title, the employee may be entrusted with the performance of duties provided for by the characteristics of other positions that are similar in content of work, equal in complexity, the implementation of which does not require another specialty and qualifications.

6. The compliance of the actual duties performed and the qualifications of employees with the requirements of qualification characteristics is determined by the certification commission in accordance with the current regulations on the certification procedure. At the same time, special attention is paid to high-quality and efficient performance of work.

7. Persons who do not have special training or work experience established by the qualification requirements, but have sufficient practical experience and perform efficiently and fully the job duties assigned to them, on the recommendation of the certification commission, as an exception, can be appointed to the corresponding positions in the same way , as well as persons with special training and work experience.

8. The Directory includes qualification characteristics of mass positions that are common to all sectors of the economy and are 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 resolution of October 31, 2002 N 787 (as amended on December 20, 2003 N 766), approved the procedure for approving the Unified Qualification Directory of 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 the qualification characteristics of the positions of managers, specialists and employees, containing job responsibilities and requirements for the level of knowledge and qualifications of these employees.

This resolution instructed the Ministry of Labor and Social Development of the Russian Federation to organize, together with the federal executive authorities, which are entrusted with the management, regulation and coordination of activities in the relevant sector (sub-sector) of the economy, the development of a Unified Qualification Directory for the positions of managers, specialists and employees and the procedure for their application, and also approve the specified reference book and the procedure for its application.

In pursuance of the aforementioned resolution of the Government of the Russian Federation, the Ministry of Labor of the Russian Federation, by resolution No. 9 of February 9, 2004, approved the Procedure for applying the Unified Qualification Directory of Positions of Managers, Specialists and Employees. This Procedure basically repeats the text of the “General Provisions” section of the Qualification Directory for positions of managers, specialists and other employees.