Qualification characteristics of the leader. Job Qualification Guide. Qualification directory of positions of managers, specialists and employees

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

The structure of the tariff-qualification directory

Sections of tariff and qualification characteristics

Tariff and Qualification Directory of Works and Professions barrels (TKS) is a regulatory document of federal significance containing a systematic list of jobs and professions.

Tariff and qualification characteristics of professions, based on a point analytical system for assessing the complexity of work, are grouped into sections according to industries And typesworks. The combination of these sections is Single tariff-qualification reference book of works and professions barrels (ETKS).

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

Tariff and qualification characteristics occupations of workers are developed in relation to eight-bit grouping of works according to complexity as the most optimal under the existing division of labor, the level of technology, technology, organization of labor and production achieved. At the same time, 7th and 8th categories take place only in certain types of industries.

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

Chapter "Characteristics of works" contains:

job description, the most typical for a given profession, which a worker must perform, are preparatory and final actions; functions for maintenance of the workplace, maintenance of equipment; operations for the direct conduct of the technological process;

degree of independence worker during the performance of work;

Chapter "Must know " includes:

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

requirements for the level of professional 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 of the given profession or category, which the 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 fairly complete description of the work performed, the section "Examples of work" in the tariff-qualification characteristic is missing. 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

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

The structure of the qualification directory of positions of managers, specialists and other employees

Composition of qualification characteristics

1 . socialists and other employees is a legal document that contains list of job responsibilitiesbotniks and the qualification requirements for them in. purposes.

justification rational division and organization of labor;

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

ensure unity in defining job responsibilities.

The titles of the positions that are included in the directory are set in accordance with All-Russian classification rum professions of workers, positions of employees and tariff discharges.

Job qualifications serve as direct action standards in enterprises, institutions and organizations.

Qualifyingion directory of executive positions, special socialists 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;

compiling regulations on structural divisions enterprises;

implementation selection and placement of personnel;

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

at holding attestations administrative and management personnel.

. Qualification directory of positions of managers, special socialists 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 in the manufacturing sectors of the economy (industry, construction, transport, etc.), including those on budget financing (197 positions);

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

3.Qualification characteristics of each position serving general includes three sections :

"Responsibilities" - reflected basic laborfunctions taking into account the technological homogeneity and interconnectedness of work, allowing to ensure the optimal implementation of the specialization of employees;

"Must know " - contained requirements:

availability special knowledge employee;

on the application of standards legislative acts, regulations and instructions, methods and means;

"Qualification Requirements" - determined professional levelphysical training an employee in accordance with the Law of the Russian Federation "On Education", necessary for the performance of official duties, and seniority requirements jobs that are a condition for occupying a particular position.

The qualification characteristics of the positions of specialists provide for within the same position internal 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, a labor economist II categories) are not included in the Qualification Handbook and are determined based on the characteristics of basic positions.

Assignment of qualification categories produced by the head of the enterprise, taking into account:

independence of the employee in the performance of official duties, his responsibility for the decisions made;

attitude to work;

labor efficiency;

professional knowledge and practical 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, organization.

There are a huge number of fields of activity, skills and positions in the world. 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, unified reference books and classifiers come to the rescue. In the article, we will discuss what the classifier of professions-2020 with the decoding of the Russian Federation and the unified tariff-qualification guide-2020 are. 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 Classifier of Positions and Professions in working with documents such as staffing, job descriptions, regulations on departments, etc. The OKPDTR classifier (2020) with a search by name is available 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:

official duties (list of 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.

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 uniform principles for charging work based on their complexity. The Qualification characteristics take into account the latest legislative and regulatory legal acts of the Russian Federation.

Deep socio-economic transformations of Russian society in the context of the transition to a market economy require fundamental changes in the regulation of labor relations, the organization of labor and the regulation of the labor activity of workers.

Changing the technological mode of production based on the widespread introduction of computer technology and informatization, the increasing role of science and scientific and technological progress as a factor in economic growth, the strengthening of the social orientation of production activities, the implementation of privatization, the development of entrepreneurship, including medium and small businesses, led to the evolution of property relations and types of management in the direction of the diversity and multiplicity of their forms, the relationship between the employer and the employee, the activation of their participation in equity capital and management, the development of collective contractual relations.

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

This Qualification Handbook 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 delimiting functions, powers and responsibilities, and a clear regulation of the labor activity of employees in modern conditions of the development of market relations. Being a normative document, the Qualification Handbook provides continuity with the previous one.

The qualification characteristics of civil servants' positions that have been 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 and qualification, as well as job division and organization of labor. The task of the developers of the Directory was not only to create it at a qualitatively new level, to eliminate the shortcomings and gaps identified in the process of application, but also to supplement the characteristics of the positions that appeared in the new economic conditions.

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

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

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

Top and middle 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 the context of the development of 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 of the external environment (economic, legal, technological and other requirements).

In the context of the transition to a market economy, the role of employees carrying out appraisal activities at facilities belonging to the Russian Federation, constituent entities of the Russian Federation or municipalities is growing. Establishing the value of appraisal 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 specific needs and goals. In this regard, the Handbook includes the basic qualification characteristics of the appraiser position. Taking into account the requirements of life, this edition of the Handbook is supplemented by the qualification characteristics of the position of an intellectual property appraiser approved by the Ministry of Labor of Russia.

At the same time, an objective need was to revise the current qualification characteristics of traditional positions, introduce significant changes and additions to them in connection with the transformations that have taken place, and also taking into account the practice of applying these characteristics. In all qualification characteristics, both new and revised, the regulation of the labor functions of various categories of employees was carried out in order 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. When selecting personnel and determining the requirements for the level of qualification of employees, the changes introduced by federal legislation should be taken into account. So, for positions whose qualification characteristics provide for the presence of higher education, it is necessary to be guided by N 125-FZ of August 22, 1996 "On higher and postgraduate professional education" (Sobraniye zakonodatelstva Rossiyskoy Federatsii, 1996, N 35, art. 4135). In accordance with this, higher professional education has three stages: bachelor, certified specialist, 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 educational institution after 4 years of mastering the main educational programs of higher professional education; qualification "certified specialist" - after 5 years of mastering the main educational programs of higher professional education; qualification (degree) "master" is assigned after 6 years of mastering the main educational programs of higher professional education.

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

Each qualification characteristic is a regulatory document that defines the employee's labor function and regulates its content, contributing to the provision of 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 the positions of employees are intended for use in enterprises, institutions and organizations of various forms of ownership, organizational and legal forms and sectors of the economy, regardless of their departmental subordination.

On the basis of qualification characteristics, job descriptions are developed for specific employees, in the preparation of which the duties provided for in the characteristics are specified, taking into account the peculiarities of the organization of production, labor and management, and the technology for performing 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, organization of labor and wages, training and advanced training of personnel ensure the exact correspondence of the names of the positions of the professions of workers, positions of employees and wage categories.

This 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.

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

The regulation of the work of workers and its constituent elements - the names of professions and positions, due to the performed labor function, as well as qualification characteristics and qualification reference books - are in close connection with the most important areas of legal regulation of labor - labor relations, labor contract and wages. Thus, in the Code, labor relations are defined as relations based on an agreement between an employee and an employer on the personal performance by an employee of a labor function (work in a certain specialty, qualification or position) for payment, the employee's subordination to the rules of internal labor regulations while ensuring that the employer provides working conditions provided for by the labor legislation, collective agreement, agreements, labor contract.

The Labor Code establishes that one of the essential, i.e. obligatory conditions of an employment contract concluded between an employer and an employee is the name of the position, specialty, profession, indicating qualifications in accordance with the organization's staffing table or a specific labor function. If, in accordance with federal laws, the provision of benefits or restrictions is associated with the performance of work in certain positions, specialties and professions, 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 in, established by the Government of the Russian Federation.

Thus, defining 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, due to the agreement of the parties; secondly, the names of positions, specialties or professions, in the event that federal laws involve the provision of benefits or restrictions, must comply with their names and requirements specified in the qualification reference books; 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 (Decree of the Government of the Russian Federation dated April 17, 2002 N 516-r, paragraph 6), in particular, provides for establishing the procedure for approving the Unified Qualification Directory for the positions of managers, specialists and employees ( Collection of Legislation of the Russian Federation, 2002, N 16, item 1596).

The correct application, in accordance with the qualification reference books, of the names of positions, specialties and professions due to the labor function, provides employees who are entitled to various benefits, guarantees and compensations established by law, their receipt in the form of: additional leave and a shorter working day for working in hazardous working conditions ; preferential pension provision; free issuance of special clothing, special footwear and other personal protective equipment, etc.

The Labor Code of the Russian Federation (), along with an indication of the use of the Unified Tariff and Qualification Reference Book of Works and Professions of Workers (ETKS) for billing, also provides for the use of the Unified Qualification Reference Book for the 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 in the billing of work and the assignment of tariff categories, i.e. Since considerable experience has been accumulated in its application, there is currently no Unified Qualification Handbook regulating the labor activity of managers, specialists and other employees.

As practice shows, now there is a need, taking into account the accumulated experience and new labor legislation, to revise the current industry-specific tariff and qualification characteristics and qualification directories of employees, in particular those adopted many years ago, to create a Unified qualification directory of positions of employees similar to ETKS 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 the preparation of proposals with appropriate justifications for giving this Qualification Handbook a status that is 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, N 2, p. 80).

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

The preparation of the Unified Qualification Directory for the positions of managers, specialists and other employees should be based on the accepted division of them into three categories: managers (carry out general and functional management, make management decisions and organize their implementation, coordinate the activities of structural units and performers, etc.), specialists ( engaged in solving engineering, 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 time records, etc.).

The development of the Unified Qualification Directory for the 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 in the framework of its cooperation with scientific organizations of the CIS countries.

At present, the main industry-wide regulatory document, the application of which creates the possibility of establishing unity in determining the duties of employees and qualification requirements for them, is the published Qualification Directory for the positions of managers, specialists and other employees, developed by the Institute of Labor and approved by the Decree of the Ministry of Labor of Russia of August 21, 1998 No. 37, with additions 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-specific tariff and qualification characteristics (requirements) are applied. Such regulations that define job duties and other requirements for employees include tariff and qualification characteristics for the positions of employees of educational institutions, healthcare workers, workers in science and scientific services, etc. In a number of sectors of the economy, there are qualification directories of managers and specialists. An example of such a guide is

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.

All-Russian classifier of occupations of workers, positions of employees and wage categories OK-016-94 (OKPDTR), put into effect on January 1, 1996.

3. The qualification guide contains two sections. The first section provides the qualification characteristics of industry-wide positions of managers, specialists and other employees (technical performers), 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.

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 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.

For many employees of the personnel service, the qualification directory of positions has become a reference book. Let's talk about the use of ETCS and CEN, as well as their upcoming cancellation 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 various sectors of the economy. On duty, any personnel officer with experience had to turn to him. The Ministry of Health and Social Development of the Russian Federation, together with the executive authorities regulating and coordinating individual economic sectors, is developing and updating unified tariff-qualification reference books (paragraph 2 of the Decree of the Government of the Russian Federation No. 787 of October 31, 2002).

Qualification directory of positions of workers and employees-2018: application procedure

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The status and procedure for the practical use of tariff-qualification guides is determined by Article 143 of the Labor Code of the Russian Federation. So, according to part 8 of article 143 of the Labor Code of the Russian Federation, when charging for work and assigning tariff categories to employees, the following apply:

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

Download related documents:

There are even separate regulatory documents that describe in detail the rules for applying the ETKS (see "Procedure", approved by the Decree of the Ministry of Labor of the Russian Federation No. 9 of February 9, 2004). Along with the provisions of the directories, state guarantees for wages fixed by federal legislation, as well as recommendations from the tripartite commission for the regulation of social and labor relations and the opinion of trade unions are taken into account. Details - in the notes "How to apply " And How ».

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

Types and current editions of tariff-qualification guides

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 setting tariffs or qualification requirements for working specialties (locksmith, foundry worker, welder, etc.), employers turn to ETKS, a directory of working professions.

If we are talking about a managerial or official position, the EKS is used - a unified qualification reference book for the positions of managers and employees. Read about the billing of different types of work in the article "How to install »: you will learn why it is so important to know the exact size of the minimum wage, how often wages should be indexed and whether it is legal to set different salaries for employees holding the same position.

Unified qualification directory of workers' positions

The tariff and qualification guide 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 and geodetic works (approved by the Decree of the Ministry of Labor of Russia No. 16 of February 17, 2000);
No. 16 - for the production of medical instruments, instruments and equipment (approved by the Decree of the Ministry of Labor of Russia No. 38 dated 5.03.2004);
No. 24 - for general professions in chemical industries (approved by order of the Ministry of Health of Russia No. 208 dated March 28, 2006);
No. 50 - for the extraction and processing of fish and seafood (approved by the Decree of the Ministry of Labor of Russia No. 73 of October 12, 2000);
No. 52 - for 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 of the 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, still by Soviet decrees. For example, the sections “Dry cleaning and dyeing” and “Works and professions of laundry workers”, approved by the Decree of the USSR State Committee for Labor and the All-Russian Central Council of Trade Unions No. 320 / 21-22 of October 31, 1984, have not yet been updated.

Qualification directory of positions of managers, specialists and employees

The unified qualification directory of positions of specialists and employees (EKS) developed by the Institute of Labor was approved by the Decree 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 version of the ETKS is applied without fail by all state and municipal organizations (in relation to positions for which professional standards have not been developed). Table "Categories and state civil service” will be useful for personnel officers of state institutions.

The requirements for commercial companies are not so strict. Nevertheless, Article 57 of the Labor Code of the Russian Federation obliges all employers, without exception, to refer to professional standards or ETKS when entering positions in the staff list related to the presence of 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 the provision of benefits to employees in the articles "How to issue an employee's exit for "and" What compensation is due to the employee for work during ».

The document contains thirty sections in total. General characteristics of positions applicable to employees of enterprises, institutions and organizations of all industries are given in the first section, approved by the Decree of the Ministry of Labor of Russia No. 37 of 08.21.1998. The following are sections for individual industries:

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

If you pay attention to the dates of publication of orders of resolutions approving sections of the CEN, you can see that the most “fresh” provisions of the directory came into force in 2013. And since then they have not been updated, although before new sections were added almost annually. The reason for this state of affairs was the transition to professional standards - a more convenient and modern system for assessing qualifications. Details - in the note "How to apply ”: the expert will explain who will be primarily affected by changes in legislation, how often qualification standards will be updated and how to check an employee for compliance with new requirements.

Question from practice

How to write down the position of an employee in a work book if it was not indicated in the classifier of positions and professions?

Answer prepared in collaboration with the editors

Answered by Ivan Shklovets
Deputy Head of the Federal Service for Labor and Employment

Indicate the name of the employee's position in the work book in accordance with the organization's staffing table. At formation of the staffing table to an arbitrary indication of the positions of employees who receive benefits and compensation.

For example, work in a particular position may entitle an employee to early retirement. The list of positions, work in which gives the right to early appointment of a pension, is listed in the articles And Law of December 28, 2013 No. 400-FZ. If the position in the work book does not correspond to the qualification directory, the Pension Fund may deny the employee the right to an early pension ...

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Unified qualification directory of positions as a predecessor of professional standards

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

Previously, a specialist who received a specialized education could work all his life on the same equipment, using the usual technologies and knowledge that he received at a university or technical school. But modern technologies are developing rapidly, 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 (the unified tariff and qualification directory of positions of managers, specialists and employees) gradually lose their relevance, employers are increasingly turning to professional standards when:

recruitment;
training, retraining, certification and career planning of employees;
drafting job descriptions and staffing;
formation of a personnel policy and a tariff scale for the work performed;
development of wage systems.

Important: the 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 working 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 certain industry requirements are planned for the coming years (see letter of the Ministry of Labor of Russia No. 14-0 / 10 / 13-2253 of 04.04.

Transition to professional standards: step by step instructions

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

when the legislator establishes 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 work experience and qualifications of an employee are established by the Labor Code of the Russian Federation, federal legislation or other regulatory legal acts (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 staff list, employment contract, employment order and other local documents matches the wording of the professional standard. Other aspects - features of the labor function, requirements for the level of education and length of service in the specialty - remain at the discretion of the employer. A detailed analysis of difficult situations is in the articles “How to maintain a discharge for a worker on ETKS, if ”, “How to check if the 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, look at the table " for which the law establishes qualification requirements.

Organizations, enterprises and institutions of the public sector, as well as all non-budgetary funds, corporations and companies with a state share of more than 50%, are required to switch to professional standards, whether they want it or not. To make the transition less painful, it is allowed to introduce new norms in stages (until January 1, 2020, as required by clause 1.2 of the Decree of the Government of the Russian Federation No. 584 of 06/27/2016). To help the personnel officer - articles "When , and when the professional standard. Six controversial situations” and “How professional standards will affect ».

Since the legislator does not regulate the procedure for switching 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;
familiarization of the heads of departments and services with the schedule and the legislative framework, in accordance with which the transition is carried out;
implementation of activities provided for by the schedule;
summarizing 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 journal " »

Answered by Nina KOVYAZINA,
Deputy Director of the Department of Medical Education and Personnel Policy in Health Care of the Ministry of Health of Russia

We have a 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 the employer from creating structural units that consist of only one employee, in particular the head of the department. At the same time, the position of "leader" involves the management of subordinates. For example, the Qualification Handbook provides for such an obligation for the position of “head of personnel department” (approved by ). Qualification guides are advisory in nature. But there are exceptions...

The full version of the 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 allotted for familiarization with the regulatory documentation and the development of a schedule.

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

To change the name of the position, amend the employment contract or approve new local standards, the director of the company gives a written order (see article " does not meet the professional standard: what to do”). Fortunately, the law does not prohibit combining orders of the same type into one order and thereby saving resources. The article "Tricks that will make it easier for you to work with » will help to minimize the labor costs associated with the execution of orders, contracts, familiarization sheets and other documentation.

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, the 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 according to 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 of labor protection specialist 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 is happening 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 Reference Book 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 there 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 occupational safety professionals.