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 of various sectors of the 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 a clear regulation of the labor activity of workers in modern conditions. The directory contains new qualification characteristics of civil servants' positions related to the development of market relations. All previously valid qualification characteristics have been revised, significant changes have been made to them in connection with the transformations carried out in the country and taking into account the practice of applying characteristics.
In the qualification characteristics, the unification of the labor regulation standards for employees was carried out to ensure a unified approach to the selection of personnel of appropriate qualifications and compliance with the unified principles of billing work based on their complexity. The Qualification characteristics take into account the latest legislative and regulatory legal acts of the Russian Federation.
Qualification directory of positions of managers, specialists and other employees
General provisions
1. The qualification directory of positions of managers, specialists and other employees (technical performers) is intended to address issues related to the regulation of labor relations, ensuring 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 worker's work (organizational-administrative, analytical-constructive, information-technical).
The names of the positions of employees, the qualification characteristics of which are included in the Directory, are established in accordance with the All-Russian Classifier of Occupations of Workers, Positions of Employees and Pay Grades OK-016-94 (OKPDTR), which entered into force on January 1, 1996.
3. The qualification guide contains two sections. The first section provides qualification characteristics of industry-wide positions of managers, specialists and other employees (technical performers), which are widespread in enterprises, institutions and organizations, primarily in the manufacturing sectors of the economy, including those on budget financing. The second section contains the qualification characteristics of the positions of employees employed in research institutions, design, technological, design and survey organizations, as well as editorial and publishing departments.
4. Qualification characteristics at enterprises, institutions and organizations can be used as regulatory documents of direct action or serve as the basis for the development of internal organizational and administrative documents - job descriptions containing a specific list of job responsibilities of employees, taking into account the specifics of the organization of production, labor and management, and 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, the development of modern management technologies, the introduction of the latest technical means, the implementation of measures to improve the organization and increase labor efficiency, it is possible to expand the range of duties of employees in comparison with the established corresponding characteristics. In these cases, without changing the job title, the employee may be entrusted with the performance of duties stipulated by the characteristics of other positions, similar in content to work, equal in complexity, the performance of which does not require a different specialty and qualifications.
5. The qualification description 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 made, attitude to work, efficiency and quality of work, as well as professional knowledge, practical experience, determined by work experience in the specialty, etc.
7. The Directory does not include the qualification characteristics of secondary positions (senior and leading specialists, as well as deputy heads of departments). The duties of these employees, the requirements for their knowledge and qualifications are determined on the basis of the characteristics of the corresponding basic positions contained in the Directory.
The issue of the distribution of duties of deputy heads of enterprises, institutions and organizations is decided on the basis of internal organizational and administrative documents.
The use of the official title "senior" is possible provided that the employee, along with the fulfillment of the duties stipulated by the position held, manages the executors subordinate to him. The position of "senior" may be established as an exception and in the absence of performers in the direct subordination of the employee, if he is 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.
The job responsibilities of the "leaders" are established on the basis of the characteristics of the respective positions of specialists. In addition, they are entrusted with the functions of a manager and a responsible executor of work in one of the areas of activity of an enterprise, institution, organization or their structural divisions, or duties of coordination and methodological leadership of groups of performers created in departments (bureaus), taking into account the rational division of labor in specific organizational units. -technical conditions. The requirements for the required work experience are increased by 2-3 years compared to those provided for specialists of the first qualification category. Job responsibilities, requirements for knowledge and qualifications of deputy heads of structural divisions are determined on the basis of the characteristics of the respective positions of heads.
The qualification characteristics of the positions of heads (heads) of departments serve as the basis for determining the job responsibilities, knowledge requirements and qualifications of the heads of the relevant bureaus when they are created instead of functional departments (taking into account industry specifics).
8. The compliance of the duties actually performed and the qualifications of employees with the requirements of job characteristics is determined by the certification commission in accordance with the current regulation on the certification procedure. At the same time, special attention is paid to the quality and efficient performance of work.
9. The need to ensure the safety of life and health of workers in the process of labor activity puts forward the problems of labor protection and the 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 the requirements for qualifications, but who have sufficient practical experience and perform their official duties qualitatively and in full, 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.
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: "Manufacture 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 times, 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 meets the position and qualification requirements. Usually, job descriptions are developed taking into account this document;
- to determine the correct title for a particular 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 Reference Book 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 of suitable professions, including 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? The answer is given in the Labor Code of the Russian Federation: it defines the principles of the tariff system of remuneration. The 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 drawing up an 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 any benefits are established for such workers, for example, upon retirement, the names must be used exactly as in the directory or professional standard, otherwise the Pension Fund may refuse to enrollment of this period of activity in a special experience, and you will have to prove it in court.
Unified qualification directory of positions of managers, specialists and employees
The amount of wages of 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 on the basis of the wide 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, it ensures the development, conclusion and implementation of a collective agreement, compliance with labor and production discipline, promotes the development of labor motivation, initiative and activity of workers and employees of the enterprise. Resolves issues related to the financial, economic and production and economic activities of the enterprise, within the rights granted to him by law, entrusts the conduct of certain areas of activity to other officials - deputy directors, heads of production units and branches of enterprises, as well as functional and production divisions. Ensures compliance with the law in the activities of the enterprise and the implementation of its economic and economic relations, the use of legal means for financial management and functioning in market conditions, strengthening contractual and financial discipline, regulating social and labor relations, ensuring the investment attractiveness of the enterprise in order to maintain and expand the scale of entrepreneurial activity . Protects the property interests of the enterprise in court, arbitration, state authorities and administration.
Must know: legislative and regulatory legal acts regulating the production, economic and financial and economic activities of the enterprise, resolutions of federal, regional and local government and government bodies that determine priority areas for the development of the economy and the relevant industry; methodological and regulatory materials of other bodies relating to the activities of the enterprise; profile, specialization and features of the structure of the enterprise; prospects for technical, economic and social development of the industry and enterprise; production capacities and human resources of the enterprise; production technology of the enterprise; tax and environmental legislation; the procedure for compiling and coordinating business plans for the production, economic and financial and economic activities of the enterprise; market methods of managing and managing an enterprise; a system of economic indicators that allow the company to determine its position in the market and develop programs for entering new markets; the procedure for concluding and executing economic and financial contracts; market conditions; scientific and technological achievements and best practices in the relevant industry; management of the economy and finances of the enterprise, organization of production and labor; the procedure for the development and conclusion of sectoral tariff agreements, collective agreements and the regulation of social and labor relations; labor legislation; labor protection rules and regulations.
Qualification requirements. Higher professional (technical or engineering and economic) education and work experience in managerial positions in the industry corresponding to the profile of the enterprise for at least 5 years.
Qualification characteristics are given in the Qualification Directory for the positions of managers, specialists and other employees, approved by the Decree of the Ministry of Labor of the Russian Federation of August 21, 1998 N 37 (as amended by the order of the Ministry of Health and Social Development of the Russian Federation of November 7, 2006 N 749).
The Qualification Handbook contains two sections. The first section provides qualification characteristics of industry-wide positions of managers, specialists and other employees (technical performers), which are widespread in enterprises, institutions and organizations, primarily in the manufacturing sectors of the economy, including those on budget financing. The second section contains the qualification characteristics of the positions of employees employed in research institutions, design, technological, design and survey organizations, as well as editorial and publishing departments.
This guide was developed in accordance with the accepted classification of employees into three categories: managers, specialists and other employees (technical performers). The assignment of employees to categories is carried out depending on the nature of the predominantly performed work that makes up the content of the worker's work (organizational-administrative, analytical-constructive, information-technical).
The names of the positions of employees, the qualification characteristics of which are included in the Directory, are established in accordance with the All-Russian Classifier of Occupations of Workers, Positions of Employees and 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 compensation 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 the requirements specified in the qualification reference books approved in the manner established by the Government of the Russian Federation.
Thus, if, for example, the remuneration of a specialist in accordance with Art. 147 of the Labor Code of the Russian Federation is made at an increased rate for work in hazardous working conditions, then the employer must be guided by the relevant qualification characteristic included in the Qualification Directory for the positions of managers, specialists and other employees, that is, the name of the position, profession, specialty and qualification requirements for them must comply 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 divisions, or duties of coordination and methodological leadership of groups of performers created in departments (bureaus). The requirements for the required work experience of leading specialists are increased by 2-3 years compared to those provided for specialists of the first qualification category.
Job responsibilities, requirements for knowledge and qualifications of deputy heads of structural divisions are determined on the basis of the characteristics of the respective positions of heads.
2. In the qualification characteristics of the positions of specialists, within the same position without changing its name, an intra-position qualification categorization for remuneration is provided. Qualification categories for remuneration of specialists are established by the head of the enterprise, institution, organization.
This takes into account the degree of independence of the employee in the performance of official duties, his responsibility for decisions 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 job title, the employee may be entrusted with the performance of duties stipulated by the characteristics of other positions, similar in content to work, equal in complexity, the performance of which does not require a different specialty and qualifications.
6. Compliance of the duties actually performed and the qualifications of employees with the requirements of qualification characteristics is determined by the certification commission in accordance with the current regulation on the certification procedure. 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 (confirming thereby) 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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In this article, we will consider the Unified Tariff and Qualification Handbook (ETKS) of a labor protection specialist. Let's give a definition of ETKS and explain the difference between ETKS and other reference books and professional standards. We will analyze the structure of the ETKS “Labor protection specialist” and of course we will tell you how the labor protection specialist ETKS should use 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 an occupational safety specialist?
What is the difference between ETKS and EKS?
In order to unify (bring to the same standards) all possible professions in the country, the state has developed and put into effect job reference books, 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 followed when conducting labor activities at any enterprise or organization. Both directories were approved by the Decree of the Government of the Russian Federation of October 31, 2002 N 787 and are legally binding:
1. ETKS- a unified tariff-qualification directory of works and professions of workers.
2. CEN- a unified qualification directory of positions of managers, specialists and employees. (EKSD is another name for this handbook)
Unified tariff-qualification guide (ETKS)- this is a large collection of normative documents, united by volumes, which is intended solely for classification working professions.
Unified qualification directory of positions of managers, specialists and employees (CEN) is a collection of normative documents intended for 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 to look for the profession of a labor protection specialist?
Correct answer: In the EKS guide!!!
It should be noted that, as such, there is no ETKS specialist in labor protection. After all, this guide is intended only for working professions. Therefore, when someone talks about the ETKS of an occupational safety specialist, it must be borne in mind that we are talking about the EKC 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
What is the ETCS for?
The unified tariff-qualification guide is used for:
1. Assignment of wage categories to workers and employees (according to the principle, the more difficult the work, the higher the category, article 143 of the Labor Code of the Russian Federation);
2. Determining the salaries of civil servants (Article 144 of the Labor Code of the Russian Federation);
3. Tariffication and registration of professions for which benefits and state compensations are provided (Article 57 of the Labor Code of the Russian Federation).
Of course, not only state structures should apply ETKS. Commercial organizations should use the job directory for their own purposes.
Firstly, with the help of the reference book it is very convenient to prescribe job descriptions for employees, because the ETKS fully describes the profession, what the employee should do, what knowledge and skills he should have, etc.
Secondly, it is very convenient for the head of the enterprise to “distribute” qualifications to all employees, and to build a remuneration system at his enterprise, based on the qualification level of each employee.
Thirdly, with the help of ETKS, it is possible to build labor relations with the state, justify the transfer of taxes, the receipt of state. subsidies and so on.
A labor protection specialist needs an ETKS in order to bring his position in line with the legislation of the Russian Federation.
How can a labor protection specialist use ETKS in his work?
As we have already said, ETKS (EKS, EKSD) of a labor protection specialist is a regulatory document that is presented
The ETKS of a labor protection specialist consists of sections:
In 1 section general information is presented.
Section 2 provides information regarding the positions of the head and labor protection specialist. The section indicates the correct title of the positions, job responsibilities of the manager and the OT specialist, what knowledge and skills a person holding the position of an OT specialist or manager should have and what requirements to fulfill.
What should a labor protection specialist do in accordance with the ETKS?
First of all, the labor protection specialist must redo his job description and re-register his contract with the organization in accordance with the new requirements, make changes to the staffing table, and so on. So, if earlier the profession in labor protection was called "Engineer in labor protection", now, the profession should be called in accordance with the requirements of the ETKS "Head of the labor protection service", or "Specialist in labor protection", Other names of professions, including ETKS “Labor Safety Engineer” or ETKS “Industrial Safety Engineer” - do not exist! (Order of the Ministry of Labor of the Russian Federation of May 15, 2013 No. 205).
It is also necessary to pay special attention to the fact that some functions of the labor protection specialist have changed, and most importantly, new requirements for the profession have appeared.
Thus, the requirements for education are imposed on the position of the head of the labor protection service. To work in this position as the head of the labor protection service, you must have, or any higher education along with, while the head of the labor protection service must have five years of work experience in this field.
The same educational requirements apply to the position of a labor protection specialist. For an occupational safety specialist, it is necessary to have a higher education in labor protection. And in the absence of such, retraining is allowed if there is a secondary education (valid for a labor protection specialist who does not have a category).
What laws should be followed by a labor protection specialist? ETKS or professional standards?
Due to the fact that, according to the Labor Code of the Russian Federation, from 07/01/2016, the professional standard specialist in labor protection comes into force and is mandatory for use (valid), labor protection specialists ask the question of how to be guided by ETKS or professional standards in their activities ?
Let's try to answer this question.
Now ETKS and professional standards are current regulatory documents that must be applied in their activities by a labor protection specialist. It is enough to study in which the Ministry of Labor refers to the ETKS and professional standards as fundamental documents.
Although the two documents have a different structure, the information provided 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 happens because the state wants to eventually combine the two reference books ETKS and CEN and come to one standard in order to create a single unified reference book with a single classification with even more expanded information. Those. all reference books of professions should be gradually replaced by professional standards.
The Unified Tariff and Qualification Directory of Works and Occupations of ETCS Workers contains an 8-digit rating scale. For a unified qualification directory of positions of managers, specialists and employees (EKS) - 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 you to compare the skill level of a labor protection specialist with the skill level of any other profession.
For example, according to the ETKS “Labor Protection Specialist 2019”, the profession of a labor protection specialist qualifies for a “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.
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