Qualification characteristics of the manager. Qualification directory for positions. Qualification directory for positions of managers, specialists and employees

The essence and purpose of the tariff and qualification directory of works and professions of workers

Structure of the tariff and qualification directory

Sections of tariff and qualification characteristics

Tariff and qualification directory of works and professions RA barrels (TCS) is a normative document of federal significance containing a systematized list of jobs and professions.

Tariff and qualification characteristics of professions, based on a point analytical system for assessing the complexity of labor, are grouped into sections according to production And speciesworks The totality of these sections is Single Tariff and qualification directory of works and professions RA barrels (ETKS).

The first issue of the ETKS includes tariff and qualification characteristics for the professions of workers, common to all industries economics (more than 100 titles); subsequent issues - by specific industry professions.

Tariff and qualification characteristics workers' professions are developed in relation to eight-bit grouping of work according to complexity as the most optimal given the existing division of labor, the achieved level of equipment, technology, organization of labor and production. In this case, 7 and 8 digits occur only in certain types production

3. Tariff and qualification characteristics of professions by category ladies given in the tariff and qualification directory, with consists of three sections :

Chapter "Characteristics of work" contains:

description of work, the most typical for a given profession that a worker must perform are preparatory and final actions; functions for maintaining the workplace, caring for equipment; operations for direct management of the technological process;

degree of independence worker when performing work;

Chapter "Must know " includes:

basic requirements for qualification level worker necessary to perform the work given in the first section of the characteristics. The worker is required to know the physical and chemical properties of objects of labor, design features of equipment and measuring instruments, stages of the technological process, rational operating modes of equipment, technical and technological documentation, etc.;

level requirements vocational education - for certain professions of workers performing work of increased complexity;

chapter "Work examples" includes a list of works that are most typical and representative for a given profession or category, which a worker must be able to perform and by analogy with which the category of other work can be quickly and accurately determined.

In cases where the section “Characteristics of work” provides a sufficiently complete description of the work performed, the section “Examples of work” is absent in the tariff and qualification characteristics. If necessary, enterprises, taking into account the specifics of production, can develop additional examples of work of one or another level of complexity.

Question 51. Qualification directory for positions of managers, specialists and other employees

The role of the qualification directory management positions, specialists and other employees in the organization of remuneration

Structure of the qualification directory for positions of managers, specialists and other employees

Composition of qualification characteristics

1 . cialists and other employees is a normative document containing list of job responsibilitiesbotniks and the qualification requirements for them in. purposes.

justification rational division and organization of labor;

creating an effective mechanism demarcation functions, proper selection and placement of personnel;

provision unity in defining job responsibilities.

The titles of positions that are included in the directory are established in accordance with All-Russian classification rum of worker professions, office positions and tariffs discharges.

Qualification characteristics of positions serve as direct action standards at enterprises, institutions and organizations.

Qualificationion directory of managerial positions, special cialists and other employees serves as the basis .

for development job descriptions - documents regulating the rights, duties and responsibilities of an employee holding a particular position;-

drawing up regulations on structural divisions enterprises;

implementation selection and placement of personnel;

conducting control for the correct use of personnel in accordance with their specialty and qualifications;

at carrying out certification administrative and managerial personnel.

. Qualification directory for managerial positions, specialization cialists and other employees consists of two sections :

in the first section - Qualification characteristics are given industry-wide positions managers, specialists and other employees common in enterprises, institutions and organizations, primarily production sectors of the economy (industry, construction, transport, etc.), including those receiving budgetary funding (197 positions);

second section - contains qualification characteristics of positions of employees employed in research, design, technological, design and survey organizations, as well as in editorial and publishing departments (46 job titles).

3.Qualification characteristics of each employee position includes three sections :

"Job Responsibilities" - reflected main laborfunctions taking into account the technological homogeneity and interconnectedness of work, allowing for the optimal implementation of the specialization of employees;

"Must know " - contained requirements:

availability special knowledge employee;

on the application of standards legislation, regulations and instructions, methods and tools;

"Qualification Requirements" - determined professional levelnal training employee in accordance with the Law of the Russian Federation “On Education”, necessary to perform job duties, and experience requirements work that is a condition for occupying a particular position.

The qualification characteristics of specialist positions provide for within the same position intra-job qualification categorization (without changing the job title).

It is carried out according to the following scheme :

specialist;

specialist III categories;

leading specialist (highest level).

Qualification characteristics of derivative positions (for example, labor economist II categories) are not included in the Qualification Directory and are determined based on the characteristics of basic positions.

Assignment of qualification categories carried out by the head of the enterprise taking into account:

employee independence in performing job duties, his responsibility for decisions made;

attitude towards work;

labor efficiency;

professional knowledge and practical work experience.

The degree of compliance of the duties actually performed by the employee and the level of his preparedness with the requirements of qualification characteristics is determined by the qualification commission of the enterprise, institution, or organization.

There is a world great amount areas of activity, skills and positions. 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, they come to the rescue unified directories and classifiers. In the article we will discuss what the 2020 occupational classifier with the Russian Federation decoding is and the 2020 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.

Name	Abbreviation	Resolution	Content	Target
Unified tariff and qualification reference book for 2020 occupations of workers	ETKS	Ministry of Labor dated May 12, 1992 No. 15a	Characteristics of the main types of work by worker professions	Tariffication of work, assignment of categories
All-Russian classifier of professions and positions 2020	OKPDTR	State Standard of the Russian Federation dated December 26, 1994 No. 367	Professions of workers, positions of employees	Statistics (estimate of the number of workers, distribution of personnel, etc.)
Unified qualification directory 2020	EKS	Ministry of Labor dated 08/21/1998 No. 37	Job titles and qualification requirements	Unification of labor regulation standards

These documents are interconnected. The general classification of positions and professions for 2020 is the basis of the EKS 2020. OKPDTR 2020, in turn, takes the first section of the ETKS 2020 blue-collar professions as the basis. There is no ETKS 2020 for managers and specialists as such, therefore 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 2020.

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. Qualification characteristics At the same time, the following functions are optimized:

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

A personnel worker relies on the 2020 Classifier of Jobs and Professions when working with documents such as staffing table, job descriptions, regulations on departments, etc. OKPDTR classifier (2020) 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 labor 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 a worker to perform a certain type of work.” professional activity, including performing 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.

The new Qualification Handbook is designed to ensure a rational division of labor, create an effective mechanism for delineating functions, powers and responsibilities based on clear regulation labor activity workers in modern conditions. The directory contains new qualification characteristics of employee positions related to the development of market relations. All previously existing qualification characteristics have been revised; significant changes have been made to them in connection with the transformations being carried out in the country and taking into account the practice of applying the characteristics.

In the qualification characteristics, the standards for regulating the labor of workers were unified to ensure a unified approach to the selection of personnel with appropriate qualifications and compliance with uniform principles for the tariffing of work based on its complexity. The Qualification Specifications take into account the latest legislative and regulatory legal acts Russian Federation.

Profound socio-economic transformations Russian society in the conditions of transition to a market economy, they require fundamental changes in the regulation of labor relations, labor organization and regulation of the labor activities of workers.

Changing the technological method of production based on widespread implementation computer equipment and informatization, the increasing role of science and scientific and technological progress as a factor of economic growth, the strengthening of the social orientation of production activities, the implementation of privatization, the development of entrepreneurship, including medium and small businesses, determined the evolution of property relations and types of management in the direction of the diversity and plurality of their forms, the relationship between the employer and the employee, and the intensification of their participation in share capital and management, development of collective bargaining relations.

The program of social reforms in the Russian Federation provides for the creation of economic and social conditions for a significant increase in labor productivity, labor activity, development of entrepreneurship and business initiative, as well as the introduction of reliable compliance mechanisms by enterprises, institutions and organizations of all forms in the sphere of labor and labor relations as the main tasks ownership of legal guarantees provided to employees. The solution to these problems can be achieved through qualitative improvement of systems and methods of leadership and personnel management, the fullest use of the professional and creative potential of workers, the rational organization of their work and increasing its efficiency, as well as competence, discipline, and exactingness. At the same time, in order to overcome crisis phenomena, the formation and effective functioning of the market mechanism, maximum mobilization of economic growth reserves, activation of organizational, economic and socio-psychological factors is required, adherence to the principles of correct selection, placement and use of personnel based on the establishment and compliance qualification requirements to them, a clear distribution of responsibilities of employees, increasing the level of their professionalism and the responsibility of each for the assigned work.

This Qualification Directory for the positions of managers, specialists and other employees (technical performers) is designed to ensure a rational division of labor, create an effective mechanism for delineating functions, powers and responsibilities, and clear regulation of the labor activities of employees in modern conditions of development of market relations. Being a normative document, the Qualification Directory ensures continuity with the previously valid one.

The qualification characteristics of employee positions used so far were mainly developed and approved ten or more years ago. They reflected the organizational, technical and economic conditions that had developed by that time, and, consequently, the level of professional qualifications, as well as the official division and organization of labor. The task of the developers of the Handbook was not only to create it at a qualitatively new level, to eliminate the shortcomings and gaps identified during the application process, but also to supplement it with the characteristics of positions that appeared in the new economic conditions.

The enormous changes that have taken place over the last decade in economic, social and organizational-technical relations, as well as in the practice of applying current standards of labor organization, what are the qualification characteristics of employee positions, have necessitated their revision and further improvement taking into account the new stage of development of society, new requirements for employees, their knowledge and qualifications.

This Handbook has been supplemented with new qualification characteristics of positions of employees whose functions are related to the formation and development of market economic relations. These, for example, include the qualification characteristics of the positions of auditor, auctioneer, broker, dealer, manager, appraiser, marketing specialist, etc. New characteristics reflect modern requirements and meet the objectives of the reforms being carried out in the country.

The characteristics of the manager's position require special attention. In countries with highly developed market economies, managers are professional managers with special education, often obtained in addition to engineering, legal, and economics. Managers carry out qualified management of the activities of the enterprise (top echelon), its structural divisions (middle echelon) or ensure the implementation of certain activities and areas of business (lower echelon).

Top and middle level managers in relation to the current job structure can be considered all managers - directors of enterprises, institutions and organizations and other line managers - heads of workshops and other structural divisions, as well as functional departments.

As for lower-level managers, in conditions of development commercial activities, small and medium-sized businesses, there was a need to determine their place and functional role as organizers of this activity, ensuring its compliance with the conditions external environment(economic, legal, technological and other requirements).

In the context of the transition to a market economy, the role of workers carrying out appraisal activities at facilities owned by the Russian Federation, constituent entities of the Russian Federation or municipalities. Establishing the value of valuation objects is necessary during their privatization, accounting, commercial use, which requires the determination of balance sheet, rental, liquidation, insurance, borrowed and other types of value, depending on the specific needs and goals. In this regard, the Handbook includes the basic qualification characteristics of the position of an appraiser. Taking into account the demands of life, this edition of the Directory is supplemented by the qualification characteristics of the position of intellectual property appraiser approved by the Ministry of Labor of Russia.

At the same time, there was an objective need to review the current qualification characteristics of traditional positions, introducing significant changes and additions to them in connection with the transformations that have taken place, as well as taking into account the practice of applying these characteristics. In all qualification characteristics, both new and revised, the labor functions of various categories of employees are regulated in order to ensure a unified approach to the selection of personnel with appropriate qualifications and compliance with uniform principles for the pricing of work based on their complexity. When selecting personnel and determining requirements for the level of qualifications of employees, changes made by federal legislation should be taken into account. Thus, for positions whose qualification characteristics require higher education, it is necessary to be guided by No. 125-FZ of August 22, 1996 “On Higher and Postgraduate Professional Education” (Collected Legislation of the Russian Federation, 1996, No. 35, Art. 4135). In accordance with this, higher professional education has three levels: bachelor, diploma, master.

When hiring and conducting certification, one should proceed from the fact that the qualification (degree) “bachelor” is assigned to a graduate of a higher education institution. educational institution after 4 years of mastering the basic educational programs higher professional education; qualification "certified specialist" - after 5 years of mastering the basic educational programs of higher professional education; The qualification (degree) “master” is awarded after 6 years of mastering the basic educational programs of higher professional education.

The qualification characteristics of employee positions included in the Directory have been revised taking into account the Russian Federation, as well as legislative and regulatory acts adopted in recent years.

Each qualification characteristic is a normative document that defines the employee’s labor function and regulates its content, helping to ensure optimal technology for the work performed, rational division of labor, high organization, discipline and order at each workplace, as well as improving the personnel management system. As a regulatory framework, the qualification characteristics of employee positions are intended for use in enterprises, institutions and organizations various forms property, organizational and legal forms and sectors of the economy, regardless of their departmental subordination.

Based on the qualification characteristics, job descriptions are developed for specific employees, during the preparation of which the responsibilities provided for in the characteristics are specified, taking into account the peculiarities of the organization of production, labor and management, and execution technology labor processes. At the same time, it is important that both in the qualification characteristics and in the job descriptions of the personnel management service, labor organization and wages, training and advanced training of personnel ensured exact correspondence of the names of positions with the professions of workers, positions of employees and tariff categories.

This Handbook includes the 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.

A new stage in the development and improvement of all legal framework labor relations was the adoption and entry into force of the Russian Federation on February 1, 2002, which legislated the rights and obligations of both employees and employers. The Labor Code pays much attention to the issues of labor regulation of employees, which means the establishment and strict observance of certain rules, regulations and standards in accordance with which the labor activities of personnel are carried out.

Labor regulation of workers and its components - the names of professions and positions determined by the labor function performed, as well as qualification characteristics and qualification reference books - are in close connection with the most important areas legal regulation labor - labor relations, employment contracts and wages. Yes, in the Code labor Relations defined as a relationship based on an agreement between an employee and an employer on the employee’s personal performance for payment of a labor function (work in a certain specialty, qualification or position), the employee’s subordination to internal labor regulations while the employer provides working conditions provided for by labor legislation, a collective agreement, and agreements , employment contract.

IN Labor Code It was established that one of the significant, i.e. The mandatory conditions of the employment contract concluded between the employer and the employee are the name of the position, specialty, profession indicating qualifications in accordance with the staffing schedule of the organization or a specific job function. If in accordance with federal laws Since the performance of work in certain positions, specialties and professions is associated with the provision of benefits or the presence of restrictions, then the names of these positions, specialties or professions and the qualification requirements for them must correspond to the names and requirements specified in the qualification reference books approved by the Government of the Russian Federation.

Thus, determining the content of the employment contract, it establishes the following three important conditions: firstly, in the contract the names of positions, specialties, professions must be indicated in accordance with the labor function that characterizes them, stipulated by agreement of the parties; secondly, the names of positions, specialties or professions, if by federal laws the performance of work on them is associated with the provision of benefits or the presence of restrictions, must correspond to their names and requirements specified in the qualification directories; and thirdly, these qualification reference books must be approved in the manner established by the Government of the Russian Federation. The plan for the preparation of draft regulatory legal acts of the Government of the Russian Federation necessary for implementation (Order of the Government of the Russian Federation dated April 17, 2002 N 516-r, paragraph 6), in particular, provides for the establishment of a procedure for approving the Unified Qualification Directory of positions of managers, specialists and employees ( Collection of Legislation of the Russian Federation, 2002, No. 16, Article 1596).

The correct application, in accordance with the qualification directories, of the names of positions, specialties and professions determined by the labor function, ensures that employees entitled to various benefits, guarantees and compensation established by law receive them in the form of: additional leave and shortened working hours for work during harmful conditions labor; preferential pension provision; free provision of special clothing, special shoes and other personal protective equipment, etc.

The Labor Code of the Russian Federation (), along with the instruction on the use of the Unified Tariff and Qualification Directory of Work and Professions of Workers (UTKS) for tariffication, also provides for the use of the Unified Qualification Directory of Positions of Managers, Specialists and Employees (hereinafter referred to as EKSDS). And if the ETKS of workers has been used in practice for many years when calculating work and assigning tariff categories, i.e. Since significant experience in its application has been accumulated, there is currently no Unified Qualification Directory regulating the labor activities of managers, specialists and other employees.

As practice shows, there is now a need, taking into account the accumulated experience and new labor legislation to revise the current industry tariff and qualification characteristics and qualification reference books for employees, especially those adopted many years ago, to create a Unified Qualification Directory of employee positions similar to the ETKS of workers. The General Agreement between all-Russian associations of trade unions, all-Russian associations of employers and the Government of the Russian Federation for 2002 - 2004, in particular, provides for the development of a national system of professional standards, as well as to prepare proposals with appropriate justifications for giving this Qualification Directory the status mandatory for use in organizations, regardless of their organizational and legal form and form of ownership (Bulletin of the Ministry of Labor of Russia, 2002, No. 2, p. 80).

When developing a Unified Qualification Directory for positions of managers, specialists and other employees, it is important to ensure a clear and reasonable establishment general principles pricing of all work performed, primarily in terms of complexity, taking into account the specifics of managerial work and grouping of these works, based on their functional purpose in the management system. Taking into account the peculiarities of the organization of work of employees, determined by the nature and content of the labor functions they perform, the Qualification Handbook must provide a description of the work and determine the requirements for knowledge (education), skills and the necessary experience (experience) for employees who will occupy the relevant positions.

The preparation of the Unified Qualification Directory of positions for managers, specialists and other employees should be based on the accepted division of them into three categories: managers (carry out general and functional management, accept management decisions and organize their implementation, coordinate the activities of structural units and performers, etc.), specialists (engaged in solving engineering, technical, design, economic, information, planning, supply and other tasks) and technical performers (perform accounting, copying and duplicating work, conduct primary processing and transmission of information, carry out timekeeping, etc.).

The development of a Unified Qualification Directory for positions of managers, specialists and other employees can be facilitated by research work carried out by the Institute of Labor of the Ministry of Labor of Russia, as well as within the framework of its cooperation with scientific organizations of the CIS countries.

Currently, the main industry-wide regulatory document, the use of which creates the possibility of establishing unity in determining the job responsibilities of employees and qualification requirements for them, is the published Qualification Directory of Positions of Managers, Specialists and Other Employees, developed by the Institute of Labor and approved by a resolution of the Ministry of Labor of Russia dated August 21, 1998 . N 37, with amendments made to it. Along with this Qualification Handbook for employees of the public sector, which covers 15 million people, or every fourth employed worker in the country, industry tariff and qualification characteristics (requirements) are applied. To such regulations, which determine job responsibilities and other requirements for employees, include tariff and qualification characteristics for positions of employees of educational institutions, health care workers, workers of science and scientific services, etc. In a number of sectors of the economy, there are qualification reference books for managers and specialists. An example of such a directory would be

The qualification characteristics included in this issue of the Directory are normative documents intended to justify the rational division and organization of labor, the correct selection, placement and use of personnel, ensuring unity in determining the job responsibilities of workers and the qualification requirements for them, as well as decisions made on compliance positions held during certification of managers and specialists.

2. The construction of the Directory is based on job characteristics, since the requirements for the qualifications of employees are determined by their job responsibilities, which, in turn, determine the titles of positions.

All-Russian classifier of workers' professions, employee positions and tariff categories OK-016-94 (OKPDTR), put into effect on January 1, 1996.

3. The qualification directory 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 manufacturing sectors of the economy, including those located in budget financing. 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.

Since qualification characteristics apply to employees of enterprises, institutions and organizations, regardless of their industry affiliation and departmental subordination, they present the most typical work for each position. Therefore, when developing job descriptions, it is 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 employees.

In the process of organizational, technical and economic development, mastering modern management technologies, introducing the latest technical means, carrying out 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.

For many workers personnel service The qualification directory for 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 RF together with authorities executive power regulating and coordinating certain economic sectors (clause 2 of Russian Government Decree 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're talking about about leadership or official position, the Unified Qualification Directory for positions of 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:

No. 5 - geological exploration and topographic-geodetic work (approved by Resolution of the Ministry of Labor of Russia No. 16 of February 17, 2000);
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);
No. 24 - general professions chemical production(approved by order of the Ministry of Health of Russia No. 208 dated March 28, 2006);
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);
No. 52 - railway, sea and river transport (approved by order of the Ministry of Labor of Russia No. 68n dated February 18, 2013);
No. 57 - advertising and design, restoration and layout work (approved by order of the Ministry of Health of Russia No. 135 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 government 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;
spheres civil defense and protecting 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 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 and regulations 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 in work book Write down the employee’s position 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 Federal service on 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, Pension Fund may deny an employee the right to early retirement...

Ask your question to the experts

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 personnel policy and the tariff schedule for the 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, employment 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 will professional standards 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:

formation of a working group or commission, in which representatives of key departments (legal and personnel services, accounting, etc.) participate;
development of a work schedule for the implementation of professional standards;
familiarizing heads of departments and services with the schedule and legislative framework, in accordance with which the transition is carried out;
implementation of activities provided for in the schedule;
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 small organization, and there are departments in which one person works. If an employee is a manager, should there be subordinates in the department?

Formally, the Labor Code does not prohibit an employer from creating structural units, which consist of only one employee, in particular the head of the 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.

Download in.doc

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

To change the job title, make additions to 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.

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) everything 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

Why is ETKS needed?

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 must use the directory of professions 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 occupational safety specialist must redo his job description and renew your contract with the organization in accordance with 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 an occupational safety manager, 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 July 1, 2016, the professional standard for occupational safety specialist comes into force and is mandatory for use (in force), occupational safety specialists ask the question of whether to use ETKS or professional standards in their activities. ?
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.

Even though the two documents have different structure, the information contained 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 2019”, 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.