4th edition, revised
(approved by resolution of the Ministry of Labor of the Russian Federation of August 21, 1998 N 37)
With changes and additions from:
January 21, August 4, 2000, April 20, 2001, May 31, June 20, 2002, July 28, November 12, 2003, July 25, 2005, November 7, 2006, September 17, 2007 , April 29, 2008, March 14, 2011, May 15, 2013, February 12, 2014, March 27, 2018
The qualification directory of the positions of managers, specialists and other employees is a regulatory document developed by the Institute of Labor and approved by the Decree of the Ministry of Labor of Russia of August 21, 1998 N 37. This publication includes additions made by decrees of the Ministry of Labor of Russia of December 24, 1998 N 52, dated February 22, 1999 N 3, January 21, 2000 N 7, August 4, 2000 N 57, April 20, 2001 N 35, May 31, 2002 and June 20, 2002 N 44. The directory is recommended for use in enterprises, institutions and organizations various industries economy, regardless of ownership and organizational and legal forms in order to ensure the correct selection, placement and use of personnel.
The new Qualification Handbook is designed to ensure a rational division of labor, create an effective mechanism for delimiting functions, powers and responsibilities based on clear regulation labor activity workers in today's environment. The directory contains new qualification characteristics of positions of employees related to development market relations. All previously valid qualification characteristics have been revised, significant changes have been made to them in connection with the transformations carried out in the country and taking into account the practice of applying characteristics.
In the qualification characteristics, the unification of the labor regulation standards for employees was carried out to ensure a unified approach to the selection of personnel of appropriate qualifications and compliance with uniform principles for charging work based on their complexity. The Qualifications take into account the latest legislative and regulatory legal acts Russian Federation.
Qualification directory of positions of managers, specialists and other employees
1. The qualification directory of positions of managers, specialists and other employees (technical performers) is intended to address issues related to the regulation of labor relations, ensuring an effective personnel management system at enterprises * (1), in institutions and organizations of various sectors of the economy, regardless of ownership and organizational and legal forms of activity.
The qualification characteristics included in this edition of the Handbook are regulatory documents designed to justify the rational division and organization of labor, the correct selection, placement and use of personnel, ensuring unity in determining the duties of employees and the qualification requirements for them, as well as decisions made on compliance positions held during the certification of managers and specialists.
2. The construction of the Directory is based on the job description, since the requirements for the qualifications of employees are determined by their job responsibilities, which, in turn, determine the names of the positions.
The directory was developed in accordance with the accepted classification of employees into three categories: managers, specialists and other employees (technical performers). The assignment of employees to categories is carried out depending on the nature of the predominantly performed work that makes up the content of the employee's work (organizational-administrative, analytical-constructive, information-technical).
The names of the positions of employees, the qualification characteristics of which are included in the Directory, are established in accordance with the All-Russian Classifier of Occupations of Workers, Positions of Employees and tariff categories OK-016-94 (OKPDTR), put into effect on January 1, 1996
3. The qualification guide contains two sections. The first section provides qualification characteristics of industry-wide positions of managers, specialists and other employees (technical performers), which are widespread in enterprises, institutions and organizations, primarily in the manufacturing sectors of the economy, including those located in budget financing. The second section contains the qualification characteristics of the positions of employees employed in research institutions, design, technological, design and survey organizations, as well as editorial and publishing divisions.
4. Qualification characteristics at enterprises, institutions and organizations 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 peculiarities of the organization of production, labor and management, as well as their rights and responsibilities. If necessary, the duties included in the description of a particular position can be distributed among several performers.
Since the qualification characteristics apply to employees of enterprises, institutions and organizations, regardless of their industry affiliation and departmental subordination, they present the most typical work for each position. Therefore, when developing job descriptions, it is allowed to clarify the list of works that are characteristic of the corresponding position in specific organizational and technical conditions, and the requirements for the necessary special training of employees are established.
In the process of organizational, technical and economic development, mastering modern management technologies, introducing the latest technical means, carrying out measures to improve the organization and increase labor efficiency, it is possible to expand the range of duties of employees in comparison with the established corresponding characteristics. In these cases, without changing the official name, the employee may be entrusted with the performance of duties stipulated by the characteristics of other positions, similar in content to work, equal in complexity, the performance of which does not require a different specialty and qualifications.
5. Qualification characteristics of each position has three sections.
The section "Job Responsibilities" establishes the main labor functions that can be entrusted in whole or in part to the employee holding this position, taking into account the technological homogeneity and interconnectedness of work, allowing for optimal specialization of employees.
The "Must Know" section contains the basic requirements for an employee with regard to special knowledge, as well as knowledge of legislative and regulatory legal acts, regulations, instructions and other guidance materials, methods and means that the employee must apply in the performance of job duties.
The "Qualification Requirements" section defines the level of professional training of the employee necessary to perform the prescribed job duties, and the requirements for work experience. The levels of required vocational training are given in accordance with the Law of the Russian Federation "On Education".
6. In the characteristics of the positions of specialists, within the same position without changing its name, an intra-position qualification categorization for remuneration is provided.
Qualification categories for remuneration of specialists are established by the head of the enterprise, institution, organization. This takes into account the degree of independence of the employee in the performance of official duties, his responsibility for decisions, attitude to work, efficiency and quality of work, as well as professional knowledge, experience. practical activities, determined by the work experience in the specialty, etc.
7. The Directory does not include the qualification characteristics of secondary positions (senior and leading specialists, as well as deputy heads of departments). The duties of these employees, the requirements for their knowledge and qualifications are determined on the basis of the characteristics of the corresponding basic positions contained in the Directory.
The issue of the distribution of duties of deputy heads of enterprises, institutions and organizations is decided on the basis of internal organizational and administrative documents.
The use of the official title "senior" is possible provided that the employee, along with the fulfillment of the duties stipulated by the position held, manages the executors subordinate to him. The position of "senior" may be established as an exception and in the absence of performers in the direct subordination of the employee, if he is assigned the functions of managing an independent area of work. For positions of specialists for which qualification categories are provided, the official title "senior" is not applied. In these cases, the functions of managing subordinate performers are assigned to specialist I qualification category.
The job responsibilities of the "leaders" are established on the basis of the characteristics of the respective positions of specialists. In addition, they are entrusted with the functions of a manager and a responsible executor of work in one of the areas of activity of an enterprise, institution, organization or their structural divisions or responsibilities for coordination and methodological leadership of groups of performers created in departments (bureaus), taking into account the rational division of labor in specific organizational and technical conditions. The requirements for the required work experience are increased by 2-3 years compared to those provided for specialists of the first qualification category. Job responsibilities, knowledge requirements and qualifications of deputy heads of structural units are determined on the basis of the characteristics of the respective positions of heads.
The qualification characteristics of the positions of heads (heads) of departments serve as the basis for determining job responsibilities, knowledge requirements and qualifications of the heads of the respective bureaus when they are created instead of functional departments(taking into account industry specifics).
8. Compliance of actually performed duties and qualifications of employees with the requirements job descriptions is determined by the certification commission in accordance with the current regulation on the procedure for conducting certification. Wherein Special attention paid attention to the quality and efficiency of work.
9. The need to ensure the safety of life and health of workers in the course of work puts forward the problems of labor protection and environment among urgent social tasks, the solution of which is directly related to the observance by managers and each employee of an enterprise, institution, organization of existing legislative, intersectoral and other regulatory legal acts on labor protection, environmental standards and regulations.
In this regard, the official duties of employees (managers, specialists and technical performers), along with the performance of the functions provided for by the relevant qualification characteristics of the position, provide for mandatory compliance with labor protection requirements at each workplace, and the official duties of managers - ensuring healthy and safe working conditions for subordinate performers, as well as monitoring their compliance with the requirements of legislative and regulatory legal acts on labor protection.
When appointing to a position, it is necessary to take into account the requirements for the employee to know the relevant labor safety standards, environmental legislation, norms, rules and instructions for labor protection, means of collective and individual protection against the effects of hazardous and harmful production factors.
10. Persons who do not have special training or work experience established by qualification requirements, but who have sufficient practical experience and performing qualitatively and in full the tasks assigned to them official duties, by recommendation attestation commission as an exception, they can be appointed to the relevant positions in the same way as persons with special training and work experience.
There is in the world great amount areas of activity, skills and positions. In view of this diversity, the employer often encounters difficulties both at the level of personnel management and at the level of personnel documentation. In such cases, help unified directories and classifiers. In the article we will discuss what the classifier of professions-2020 is with the decoding of the Russian Federation and the unified tariff qualification guide-2020. Let's take a closer look at the reference book of qualification characteristics.
Basic concepts
Working with unified forms, the HR specialist is often at a loss due to the abundance of terms and abbreviations related to job directories. Let's consider them.
| Name | Abbreviation | Decree | Content | Target |
| Unified Tariff and Qualification Directory 2020 of Worker Occupations | ETCS | Ministry of Labor dated 05/12/1992 No. 15a | Characteristics of the main types of work by profession workers | Tariffication of works, assignment of categories |
| All-Russian classifier of professions and positions 2020 | OKPDTR | State Standard of the Russian Federation of December 26, 1994 No. 367 | Professions of workers, positions of employees | Statistics (estimation of the number of workers, distribution of personnel, etc.) |
| Unified qualification guide 2020 |
CEN | Ministry of Labor of 21.08.1998 No. 37 | Job titles and qualification requirements | Unification of labor regulations |
These documents are interrelated. The 2020 General Classification of Jobs and Professions underpins CEN 2020. OKPDTR 2020, in turn, takes as the basis of its first section ETKS 2020 working professions. 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 qualification directory of positions
The unified classification directory of positions of specialists and employees (CEN) is a list of qualification characteristics (job duties 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 the 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 of the Russian Federation." The frequency of updating the directory is not regulated by law. Thus, the document amended by the above Order is currently a qualification directory for the positions of workers and employees 2020.
What is it for
The EKS, which was based on the All-Russian Classifier of Occupations of Working Positions of Employees, was compiled with the aim of developing universal standards for the organization of labor. In fact, this document helps the employer to correctly build the structure of the organization. Qualification characteristics optimize the following functions:
- selection and placement of personnel;
- professional training/retraining of personnel;
- rational division of labor;
- definition of job duties and areas of responsibility of personnel.
The personnel worker relies on the 2020 Jobs and Professions Classifier in working with documents such as staffing, 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 apply it
The CSA is applicable in any enterprise, regardless of their form of ownership or organizational and legal forms of activity. However, the law does not oblige, but only recommends that the employer be guided by this document in personnel work. The procedure for the application of the CEN was approved by the Decree of the Ministry of Labor dated February 9, 2004 No. 9. In accordance with it, qualification characteristics form the basis of the job description and include three sections:
- duties (list labor functions fixed in whole or in part);
- must know (special knowledge, knowledge of regulations, methods and means for performing work duties);
- qualification requirements (professional level and work experience).
It is allowed to distribute the duties that make up the qualification characteristic among several employees. The assessment of the employee's compliance with the qualification characteristics is carried out only by the attestation commission.
What to use - qualification handbook or professional standard
As we found out, the qualification of an employee is his knowledge, skills, skills and experience. The professional standard is a narrower concept and is defined as “a characteristic of the qualifications necessary for an employee to carry out a certain type of professional activity, including the performance of a certain labor function" ( Art. 195.1 of the Labor Code of the Russian Federation). In addition, professional standards, unlike the CSA, may be mandatory. The corresponding amendments were made to the Labor Code by Federal Law No. 122-FZ dated May 2, 2015. According to Article 195.3 of the Labor Code of the Russian Federation, the employer is obliged to operate with professional standards if the requirements for the qualification necessary for the employee to perform labor functions are dictated by the Labor Code, federal law or other regulatory legal acts. In other cases, the use of professional standards is recommended but not required.
Where does any company start? From the idea and the people who jointly implement it. Each of the participants has a specific role, a list of responsibilities and competencies. All this is determined by the position held. This article discusses what positions are in the company depending on the industry and line of business, the minimum staffing, as well as a brief digression into the responsibilities leadership positions, professionals and workers.
What positions can be
Positions in the company are like roles for actors in the theater - each has its own scenario of work, duties, 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;
- work positions.
Each group requires certain knowledge and skills, experience and education.
Most important position
Any group of people united by common goals and interests cannot function normally without a leader. One person or a group of people must be at the helm of the company, make important decisions, correct the course of the organization and decide internal problems. AT Russian companies this role is performed by the person holding the highest position in the company. Depending on the type of company, legal form, the number of owners and accounting policies, the dominant position can be different names. In societies with limited liability- director or CEO. AT joint-stock companies- board of directors or shareholders. In agricultural production cooperatives - chairman.
An LLC can be opened by one person. In this case, the founder of the company and the director can be one and the same person, make decisions solely and independently manage all the processes of the organization. In OJSC and CJSC it is already more difficult. In joint-stock companies, the directors are elected by the board of shareholders. In carrying out his official duties, he is obliged to listen to the opinion of the shareholders of the company.
Company leaders
A newly opened LLC, with a staff of no more than two or three people, is unlikely to need a large number of leadership positions. But if the company grows, departments appear that perform fundamentally different functions, the staff increases to tens and even hundreds of people, then middle managers simply cannot be dispensed with. A person holding such a position does not have absolute power over his subordinates, does not make single-handedly important decisions, and does not manage the company as a whole. His task is to control the work of his department, coordinate the employment of his people, and resolve issues within his competence. 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 the personnel department;
- Chief Accountant;
- head of the trade department;
- head of the purchasing department;
- head of public relations department.
Of course, each organization has the right to include in the staff list the positions that are necessary in their direction. The names of departments and positions of the people who manage them may vary, while the functionality of the employees is quite similar.
The job of the chief engineer
Chief engineer - a position that is found in organizations that manufacture products that contain their own fleet of vehicles or a fleet of specialized equipment: agricultural organizations, plants, factories, transport companies, and so on. The work of a chief engineer requires a higher technical education in the direction of the organization. It is on him that the technical equipment of the enterprise with spare parts, fuels and lubricants, the necessary equipment and machines, the well-coordinated work of mechanics and maintenance personnel depends. From his proposal, purchases of all technical units, their spare parts, hiring of people who service all these machines and devices are made. Similar functionality at work technical director. In some organizations, these are identical concepts.
Production Director
Production director - a position that makes sense in organizations that produce any product. This official is busy with the fact that he studies the structure of the market, supply and demand, studies the offers of competitors, determines what needs to be produced, at what prices and in what volumes. The volume and quality of products, their price and placement on the market depend on the effectiveness of its work. His tasks include finding suppliers of raw materials of good quality and at an acceptable cost, launching the release process, and monitoring it throughout the entire production cycle.
Specialists
Positions in the company are not limited to managers of different levels. Without ordinary specialists, they will simply have no one to manage. Specialists are usually called applicants with higher or secondary vocational education who graduated educational institution in a certain specialty. In organizations, the positions of specialists include: accountant, managers of various directions, operators, engineers, doctors and others.
Job positions
There are also job 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 tasks, there is no need for higher education, work experience, organizational or leadership abilities. Enough to have physical health and endurance.
Unified qualification directory of positions of managers, specialists and employees
The size wages managers, specialists and other employees, as a general rule, is determined mainly by the amount of the official salary paid for the performance by these employees of their official duties in their positions. In this regard, a clear fixation of these duties - their content, scope, technology and responsibility, is of paramount importance for employees.
The qualification characteristics of each position consist of three sections: "Job Responsibilities"; "Must know" and "Qualification requirements".
The "Responsibilities" section contains a list of the main functions that can be entrusted in whole or in part to an employee holding this position.
The "Must Know" section contains the basic requirements for an employee with regard to special knowledge, as well as knowledge of regulatory legal acts, methods and means that an employee must be able to apply in the performance of job duties.
The "Qualification Requirements" section determines the level of professional training of the employee necessary to perform the duties assigned to him, and the required length of service.
As an example, we give the qualification characteristics of the position of director (general director, manager) of an enterprise *(1) .
Job responsibilities. Manages, in accordance with applicable law, the production, economic and financial and economic activities of the enterprise, bearing full responsibility for the consequences of decisions made, the safety and efficient use of the property of the enterprise, as well as the financial and economic results of its activities. Organizes the work and effective interaction of all structural divisions, workshops and production units, directs their activities towards the development and improvement of production, taking into account social and market priorities, increasing the efficiency of the enterprise, increasing sales volumes and increasing profits, quality and competitiveness of products, its compliance international standards in order to conquer the domestic and foreign markets and meet the needs of the population in the relevant types of domestic products. Ensures the fulfillment by the enterprise of all obligations to the federal, regional and local budgets, state non-budgetary social funds, suppliers, customers and creditors, including bank institutions, as well as economic and labor agreements (contracts) and business plans. Organizes production and economic activities based on the widespread use of the latest technology and technology, progressive forms of management and organization of labor, scientifically based standards for material, financial and labor costs, market research and best practices (domestic and foreign) in order to improve the technical level and quality in every possible way products (services), the economic efficiency of its production, the rational use of production reserves and the economical use of all types of resources. Takes measures to provide the enterprise with qualified personnel, rational use and development of their professional knowledge and experience, creation of safe and favorable working conditions for life and health, compliance with the requirements of environmental protection legislation. Provides the right combination of economic and administrative methods of leadership, unity of command and collegiality in discussing and resolving issues, material and moral incentives to improve production efficiency, application of the principle of material interest and responsibility of each employee for the work entrusted to him and the results of the work of the entire team, payment of wages on time . Together with labor collectives and trade union organizations, based on the principles of social partnership, 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. Solves issues related to the financial, economic and production and economic activities of the enterprise, within the rights granted to it by law, entrusts the conduct of certain areas of activity to other officials - deputy directors, heads of production units and branches of enterprises, as well as functional and production divisions. Ensures compliance with the law in the activities of the enterprise and the implementation of its economic and economic relations, the use of legal means for financial management and functioning in market conditions, strengthening contractual and financial discipline, regulating social and labor relations, ensuring the investment attractiveness of the enterprise in order to maintain and expand the scale of entrepreneurial activity. Protects the property interests of the enterprise in court, arbitration, state authorities and administration.
Must know: legislative and regulatory legal acts regulating the production, economic and financial and economic activities of the enterprise, resolutions of federal, regional and local government and government bodies that determine priority areas for the development of the economy and the relevant industry; methodological and regulatory materials of other bodies relating to the activities of the enterprise; profile, specialization and features of the structure of the enterprise; prospects for technical, economic and social development industries and enterprises; production capacities and human resources of the enterprise; production technology of the enterprise; tax and environmental legislation; the procedure for compiling and coordinating business plans for the production, economic and financial and economic activities of the enterprise; market methods business and enterprise management; a system of economic indicators that allow the company to determine its position in the market and develop programs for entering new markets; the procedure for concluding and executing economic and financial contracts; market conditions; scientific and technological achievements and best practices in the relevant industry; management of the economy and finances of the enterprise, organization of production and labor; the procedure for the development and conclusion of sectoral tariff agreements, collective agreements and the regulation of social and labor relations; labor legislation; labor protection rules and regulations.
Qualification requirements. Higher professional (technical or engineering-economic) education and work experience in managerial positions in the industry corresponding to the profile of the enterprise for at least 5 years.
Qualification characteristics are given in the Qualification Directory for the positions of managers, specialists and other employees, approved by the Decree of the Ministry of Labor of the Russian Federation of August 21, 1998 N 37 (as amended by the order of the Ministry of Health and Social Development of the Russian Federation of November 7, 2006 N 749).
The Qualification Handbook contains two sections. The first section provides the qualification characteristics of industry-wide positions of managers, specialists and other employees (technical performers), which are widespread in enterprises, institutions and organizations, primarily in the manufacturing sectors of the economy, including those on budget financing. The second section contains the qualification characteristics of the positions of employees employed in research institutions, design, technological, design and survey organizations, as well as editorial and publishing divisions.
This guide was developed in accordance with the accepted classification of employees into three categories: managers, specialists and other employees (technical performers). The assignment of employees to categories is carried out depending on the nature of the predominantly performed work that makes up the content of the employee's work (organizational-administrative, analytical-constructive, information-technical).
The names of the positions of employees, the qualification characteristics of which are included in the Directory, are established in accordance with the All-Russian Classifier of Occupations of Workers, Positions of Employees and Wage Categories OK-016-94 (OKPDTR) (as amended by amendments 5/2004 OKPDTR, approved by Rostekhregulirovanie), introduced in effective from January 1, 1996.
In connection with the foregoing, we draw the attention of readers to the fact that, according to Art. 57 "Content of the employment contract" of the Labor Code of the Russian Federation, if in accordance with federal laws the provision of compensations and benefits or the presence of restrictions is associated with the performance of work in certain positions, professions, specialties, then the names of these positions, professions or specialties and qualification requirements for them must correspond to the names and requirements specified in the qualification reference books approved in the manner established by the Government of the Russian Federation .
Thus, if, for example, the remuneration of a specialist in accordance with Art. 147 of the Labor Code of the Russian Federation is produced in increased size for work in harmful conditions labor, then the employer is obliged to be guided by the relevant qualification characteristic included in the Qualification directory of positions of managers, specialists and other employees, that is, the name of the position, profession, specialty and qualification requirements for them must correspond to the qualification characteristic.
If, in accordance with federal laws, the provision of compensations and benefits (increased wages, additional leave, therapeutic and preventive nutrition, etc.) or the presence of restrictions is not associated with the performance of work in this position, profession, specialty, then the employer is free to choice - to be guided or not to be guided by the qualification characteristic in the given case. In other words, the employer has the right to independently decide on the name of the position, profession, specialty and qualification requirements for them.
In the practical application of the Qualification Directory for the positions of managers, specialists and other employees, the following must be borne in mind.
1. The Directory does not include the qualification characteristics of secondary positions (senior and leading specialists, as well as deputy heads of departments). The duties of these employees, the requirements for their knowledge and qualifications are determined on the basis of the characteristics of the corresponding basic positions contained in the Directory. At the same time, it must be borne in mind that the use of the official title "senior" is possible provided that the employee, along with the fulfillment of the duties provided for by the position held, manages the executors subordinate to him.
The position of "senior" may be established as an exception and in the absence of performers in the direct subordination of the employee, if he is assigned the functions of managing an independent area of work.
For positions of specialists for which qualification categories are provided, the official title "senior" is not applied. In these cases, the functions of managing subordinate executors are assigned to a specialist of the first qualification category (for qualification categories of specialists, see below).
The job responsibilities of the "leaders" are established on the basis of the characteristics of the respective positions of specialists. In addition, they are entrusted with the functions of a manager and responsible executor of work in one of the areas of activity of an enterprise, institution, organization or their structural subdivisions, or duties of coordination and methodological leadership of groups of performers created in departments (bureaus). The requirements for the required work experience of leading specialists are increased by 2-3 years compared to those provided for specialists of the first qualification category.
Job responsibilities, knowledge requirements and qualifications of deputy heads of structural units are determined on the basis of the characteristics of the respective positions of heads.
2. In the qualification characteristics of positions of specialists, within the same position without changing its name, intra-position qualification categorization is provided for remuneration. Qualification categories for remuneration of specialists are established by the head of the enterprise, institution, organization.
This takes into account the degree of independence of the employee in the performance of official duties, his responsibility for decisions made, attitude to work, efficiency and quality of work, as well as professional knowledge, practical experience, determined by work experience in the specialty, etc.
As an example, we will cite the requirements for the qualification of a design engineer (designer) set out in the qualification description of this position.
Engineer: higher professional education without presenting requirements for work experience.
3. The qualification characteristics of the positions of heads (heads) of departments serve as the basis for determining job responsibilities, requirements for knowledge and qualifications.
4. Qualification characteristics can be used as normative documents of direct action or serve as the basis for the development of internal organizational and administrative documents - job descriptions containing a specific list of job duties of employees, taking into account the specifics of the organization of production, labor and management, as well as their rights and responsibilities. If necessary, the duties included in the description of a particular position can be distributed among several performers.
The qualification characteristics present the most characteristic work for each position. Therefore, when developing job descriptions, it is allowed to clarify the list of works that are characteristic of the corresponding position in specific organizational and technical conditions, and the requirements for the necessary special training of employees are established.
5. In the process of taking measures to improve the organization and increase labor efficiency, it is possible to expand the range of duties of employees in comparison with the established corresponding characteristics. In these cases, without changing the official name, the employee may be entrusted with the performance of duties stipulated by the characteristics of other positions, similar in content to work, equal in complexity, the performance of which does not require a different specialty and qualifications.
6. The compliance of the duties actually performed and the qualifications of employees with the requirements of qualification characteristics is determined by the certification commission in accordance with the current regulation on the procedure for conducting certification. At the same time, special attention is paid to the quality and efficient performance of work.
7. Persons who do not have special training or work experience established by the qualification requirements, but who have sufficient practical experience and perform their official duties in a quality and full manner, on the recommendation of the attestation commission, as an exception, may be appointed to the relevant positions in the same way. as well as persons with special training and work experience.
8. The Directory includes the qualification characteristics of mass positions common to all sectors of the economy, the most widely used in practice. Qualification characteristics of positions specific to individual industries are developed by ministries (departments) and approved in the prescribed manner.
The Government of the Russian Federation by Decree of October 31, 2002 N 787 (as amended on December 20, 2003 N 766) approved the procedure for approving the Unified Qualification Directory for the positions of managers, specialists and employees. The Government of the Russian Federation has established (thereby confirming) that the Unified Qualification Directory for the positions of managers, specialists and employees consists of qualification characteristics for the positions of managers, specialists and employees, containing job duties and requirements for the level of knowledge and qualifications of these employees.
This resolution instructed the Ministry of Labor and Social Development of the Russian Federation to organize, together with the federal executive authorities, which are entrusted with the management, regulation and coordination of activities in the relevant sector (sub-sector) of the economy, the development of a unified qualification directory for the positions of managers, specialists and employees and the procedure for their application, as well as to approve the specified directory and the procedure for its application.
In pursuance of the aforementioned Decree of the Government of the Russian Federation, the Ministry of Labor of the Russian Federation, by Decree No. 9 of February 9, 2004, approved the Procedure for the Application of the Unified Qualification Handbook for the Positions of Managers, Specialists and Employees. The specified Procedure basically repeats the text of the section "General Provisions" of the Qualification Directory for the positions of managers, specialists and other employees.
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ETCS Issue 30
(No longer valid. Sections: "Hydrolysis production and processing of sulfite liquors. Acetone-butyl production. Production of citric and tartaric acids. Yeast production" moved to ETKS issue No. 29)
ETKS Issue 31
(No longer valid. Section: "Production of medicines, vitamins, medical, bacterial and biological preparations and materials" was moved to ETKS issue No. 29)
ETKS Issue 38
(No longer valid. Section: "Production of asbestos technical products"Moved to ETKS issue No. 36)
ETKS Issue 39
(No longer valid. Section: "Production of products from cork tree bark" was moved to ETKS issue No. 37)
ETKS 2020 for working professions is a unified tariff and qualification guide, it specifies qualification requirements. It is used for billing, certification, in the development of job descriptions and for other purposes, which will be discussed in the article.
Many Soviet-era personnel management tools are still relevant today, although some of the regulatory documents are obsolete, the principle of their construction and application can be used quite successfully, especially in production and the national economy. Often in the speech of personnel officers there are phrases “ETKS-2018”, “reference book of 2020 working professions”. Various lists, classifiers, lists of qualification requirements - a lot of work has been invested in their compilation, this is extensive material and it deserves attention. Let us understand what is meant by ETKS.
What is ETKS and why is it needed
This document is a list of positions with qualification requirements for the workers who occupy them. ETKS 2020 for working professions is used in determining the qualifications of a worker, assigning ranks, and conducting certifications. The abbreviation stands for Unified Tariff and Qualification Reference.
This is a rather voluminous document, the main parts of which were initially approved by government decrees back in Soviet time, in the 80s. Since then, it has been revised and edited many times. The version that exists at the moment has 72 issues, which are divided into sections. In them, the positions are combined according to some sign: the type of activity, the branch of the national economy where they are applied.
What is it needed for:
- for billing. That is, in accordance with it, it is possible to determine the complexity of the work performed by the employee and, in particular, to establish the wage rate;
- to conduct certification and determine whether the employee is suitable for the position held and qualification requirements. Usually, job descriptions are developed taking into account this document;
- to determine the correct name specific position. This often causes difficulties for managers who do not have special knowledge;
- to develop programs for advanced training courses.
How to use the guide
It is not difficult to understand how the Unified Tariff and Qualification Handbook 2020 of Worker Occupations is built, and how to use it. Knowing the desired issue and section, they can be selected from the list. Alternatively, you can simply search by issue titles, which provide a clear indication of the positions and qualifications included.
- a general description of the duties performed by the worker, what functions are assigned to him;
- description of the competencies of the employee holding a similar position.
For each profession, categories are indicated, that is, a specialist of the 1st category is more qualified and does more difficult work.
If it is difficult to navigate the list of issues, use the search tool at the top of the page to find the right classifier:
- Enter a job title.
- Click the "Search" button.
The search result will be a list suitable professions A that includes the word entered in the search field.
Is it mandatory to use
The question arises: is the tariff-qualification directory of works and professions of workers, 2020, mandatory now? Answer given in Labor Code RF: defines the principles of the tariff system of remuneration. General principle, established by the Labor Code of the Russian Federation, is as follows: the more complex the duties, the higher the payment. It has been established that the tariffing and assignment of categories are carried out on the basis of the Unified Tariff Qualification Handbook or taking into account professional standards.
ETCS or professional standard
As stated in Labor Code of the Russian Federation, The Unified Tariff and Qualification Directory of Works and Professions of Workers is used along with professional standards. The employer has the right to decide which of these documents to use.
When making employment contract and work book, other documents and certificates of labor activity, it is important to prescribe the name of the position held in strict accordance with the specified regulatory documents. This is important because if she is on list 1 or 2 or there are some benefits for such workers, for example, upon retirement, the names must be used exactly as in the directory or professional standard, otherwise Pension Fund may refuse to enroll this period of activity in the special experience, and will have to prove it in court.
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