Requirements for manager qualifications. Unified qualification directory for positions of managers, specialists and employees
4th edition, updated
(approved by Resolution of the Ministry of Labor of the Russian Federation dated 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 positions of managers, specialists and other employees is a normative document developed by the Institute of Labor and approved by Resolution of the Ministry of Labor of Russia dated August 21, 1998 N 37. This publication includes additions made by resolutions of the Ministry of Labor of Russia dated December 24, 1998 N 52, dated February 22, 1999 N 3, dated January 21, 2000 N 7, dated August 4, 2000 N 57, April 20, 2001 N 35, dated 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 delineating functions, powers and responsibilities based on clear regulation of the work activities of workers in modern conditions. The directory contains new qualification characteristics of employee positions related to the development of market relations. All previously existing qualification characteristics have been revised; significant changes have been made to them in connection with the transformations being carried out in the country and taking into account the practice of applying the characteristics.
In the qualification characteristics, the standards for regulating the labor of workers were unified to ensure a unified approach to the selection of personnel with appropriate qualifications and compliance with uniform principles for the tariffing of work based on its complexity. The Qualification Characteristics take into account the latest legislative and regulatory legal acts of the Russian Federation.
Qualification directory for positions of managers, specialists and other employees
General provisions
1. The qualification reference book for positions of managers, specialists and other employees (technical performers) is intended to resolve 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 the form of ownership and organizational and legal forms of activity.
The qualification characteristics included in this issue of the Directory are normative documents intended to justify the rational division and organization of labor, the correct selection, placement and use of personnel, ensuring unity in determining the job responsibilities of workers and the qualification requirements for them, as well as decisions made on compliance positions held during certification of managers and specialists.
2. The construction of the Directory is based on job characteristics, since the requirements for the qualifications of employees are determined by their job responsibilities, which, in turn, determine the titles of positions.
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 work primarily performed, constituting the content of the employee’s work (organizational-administrative, analytical-constructive, information-technical).
The names of employee positions, the qualification characteristics of which are included in the Directory, are established in accordance with the All-Russian Classifier of Worker Occupations, Employee Positions and Tariff Classes OK-016-94 (OKPDTR), put into effect on January 1, 1996.
3. The qualification directory contains two sections. The first section provides the qualification characteristics of industry-wide positions of managers, specialists and other employees (technical performers), widespread in enterprises, institutions and organizations, primarily in manufacturing sectors of the economy, including those receiving budgetary funding. The second section contains the qualification characteristics of positions of employees employed in research institutions, design, technological, design and survey organizations, as well as editorial and publishing departments.
4. Qualification characteristics at enterprises, institutions and organizations can be used as normative documents of direct action or serve as the basis for the development of internal organizational and administrative documents - job descriptions containing a specific list of job responsibilities of employees, taking into account the peculiarities of the organization of production, labor and management, and also their rights and responsibilities. If necessary, the responsibilities included in the characteristics of a particular position can be distributed among several performers.
Since qualification characteristics apply to employees of enterprises, institutions and organizations, regardless of their industry affiliation and departmental subordination, they present the most typical work for each position. Therefore, when developing job descriptions, it is possible to clarify the list of works that are characteristic of the corresponding position in specific organizational and technical conditions, and establish requirements for the necessary special training of workers.
In the process of organizational, technical and economic development, mastering modern management technologies, introducing the latest technical means, taking measures to improve organization and increase labor efficiency, it is possible to expand the range of responsibilities of employees in comparison with those established by the corresponding characteristics. In these cases, without changing the job title, the employee may be entrusted with the performance of duties provided for by the characteristics of other positions that are similar in content of work, equal in complexity, the implementation of which does not require another specialty and qualifications.
5. The qualification characteristics of each position have three sections.
The section “Job Responsibilities” establishes the main job 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 the work, allowing for optimal specialization of employees.
The “Must Know” section contains the basic requirements for the employee in relation to special knowledge, as well as knowledge of legislative and regulatory acts, regulations, instructions and other guidance materials, methods and means that the employee must use when performing job duties.
The section "Qualification Requirements" defines the level of professional training of the employee necessary to perform the provided job duties and the requirements for work experience. The levels of required professional training are given in accordance with the Law of the Russian Federation "On Education".
6. The characteristics of specialist positions provide for within the same position without changing its name an intra-position qualification categorization for remuneration.
Qualification categories for remuneration of specialists are established by the head of the enterprise, institution, or organization. This takes into account the degree of independence of the employee in performing job duties, his responsibility for decisions made, attitude to work, efficiency and quality of work, as well as professional knowledge, practical experience, determined by length of service in the specialty, etc.
7. The Directory does not include qualification characteristics of derivative positions (senior and leading specialists, as well as deputy heads of departments). The job responsibilities of these employees, the requirements for their knowledge and qualifications are determined on the basis of the characteristics of the corresponding basic positions contained in the Directory.
The issue of distribution of job responsibilities of deputy heads of enterprises, institutions and organizations is resolved on the basis of internal organizational and administrative documents.
The use of the job title “senior” is possible provided that the employee, in addition to performing the duties prescribed by the position held, supervises the performers subordinate to him. The position of “senior” can be established as an exception and in the absence of performers directly subordinate to the employee, if he is entrusted with the functions of managing an independent area of work. For specialist positions for which qualification categories are provided, the job title “senior” is not used. In these cases, the functions of managing subordinate performers are assigned to a specialist of the first qualification category.
The job responsibilities of the “leaders” are established on the basis of the characteristics of the corresponding specialist positions. In addition, they are entrusted with the functions of a manager and responsible performer of work in one of the areas of activity of an enterprise, institution, organization or their structural divisions, or responsibilities for coordination and methodological management of groups of performers created in departments (bureaus) 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, knowledge requirements and qualifications of deputy heads of structural divisions are determined based on the characteristics of the corresponding positions of managers.
The qualification characteristics of the positions of heads (managers) of departments serve as the basis for determining 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 characteristics).
8. The compliance of the actual duties performed and the qualifications of employees with the requirements of job characteristics is determined by the certification commission in accordance with the current regulations on the certification procedure. At the same time, special attention is paid to high-quality and efficient performance of work.
9. The need to ensure the safety of life and health of workers in the process of work puts the problems of labor protection and the environment among the urgent social problems, the solution of which is directly related to the compliance by the managers and each employee of the enterprise, institution, organization with current legislative, intersectoral and other regulatory legal acts on labor protection, environmental standards and regulations.
In this regard, the job responsibilities of employees (managers, specialists and technical performers), along with the performance of functions provided for by the corresponding qualification characteristics of the position, provide for mandatory compliance with labor protection requirements at each workplace, and the job responsibilities of managers include 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 a position, it is necessary to take into account the requirements for the employee’s knowledge of relevant labor safety standards, environmental legislation, norms, rules and instructions on labor protection, means of collective and individual protection from the effects of hazardous and harmful production factors.
10. Persons who do not have special training or work experience established by the qualification requirements, but have sufficient practical experience and perform their job duties efficiently and in full, on the recommendation of the certification commission, as an exception, can be appointed to the corresponding positions in the same way , as well as persons with special training and work experience.
Unified qualification directory for positions of managers, specialists and employees
The amount of wages for managers, specialists and other employees, as a general rule, is determined mainly by the amount of the official salary paid for the performance by these employees of their official duties in their positions. In this regard, a clear fixation of these responsibilities - their content, scope, technology and responsibility - is of paramount importance for employees.
The qualification characteristics of each position consist of three sections: “Job responsibilities”; “Must Know” and “Qualification Requirements.”
The “Job Responsibilities” section contains a list of main functions that can be assigned in whole or in part to an employee holding this position.
The “Must Know” section contains the basic requirements for the employee in terms of special knowledge, as well as knowledge of regulations, methods and tools that the employee must be able to use when performing job duties.
The section "Qualification Requirements" determines the level of professional training of the employee necessary to perform the duties assigned to him, and the required work experience.
As an example, we give the qualification characteristics of the position of director (general director, manager) of an enterprise *(1) .
Job responsibilities. Manages, in accordance with current legislation, the production, economic and financial-economic activities of the enterprise, bearing full responsibility for the consequences of decisions made, the safety and effective use of the enterprise’s property, as well as the financial and economic results of its activities. Organizes the work and effective interaction of all structural divisions, workshops and production units, directs their activities towards the development and improvement of production, taking into account social and market priorities, increasing the efficiency of the enterprise, increasing sales volumes and increasing profits, quality and competitiveness of manufactured products, their compliance to international standards in order to conquer the domestic and foreign markets and meet the needs of the population for the relevant types of domestic products. Ensures that the enterprise fulfills all obligations to the federal, regional and local budgets, state extra-budgetary social funds, suppliers, customers and creditors, including bank institutions, as well as economic and labor agreements (contracts) and business plans. Organizes production and economic activities based on the widespread use of the latest equipment and technology, progressive forms of management and labor organization, scientifically based standards of material, financial and labor costs, studying market conditions and best practices (domestic and foreign) in order to fully improve the technical level and quality products (services), economic efficiency of its production, rational use of production reserves and economical use of all types of resources. Takes measures to provide the enterprise with qualified personnel, rational use and development of their professional knowledge and experience, creation of safe and favorable working conditions for life and health, and compliance with environmental protection legislation. Provides the correct combination of economic and administrative methods of management, unity of command and collegiality in discussing and resolving issues, material and moral incentives for increasing production efficiency, application of the principle of material interest and responsibility of each employee for the work assigned to him and the results of the work of the entire team, payment of wages on time . Together with labor collectives and trade union organizations, based on the principles of social partnership, ensures the development, conclusion and implementation of a collective agreement, compliance with labor and production discipline, promotes the development of labor motivation, initiative and activity of workers and employees of the enterprise. Resolves issues related to the financial, economic and production activities of the enterprise, within the limits of the rights granted to it by law, entrusts the management of certain areas of activity to other officials - deputy directors, heads of production units and branches of enterprises, as well as functional and production divisions. Ensures compliance with the rule of law in the activities of the enterprise and the implementation of its economic relations, the use of legal means for financial management and functioning in market conditions, strengthening contractual and financial discipline, regulating social and labor relations, ensuring the investment attractiveness of the enterprise in order to maintain and expand the scale of business activity . Protects the property interests of the enterprise in court, arbitration, government and administrative bodies.
Must know: legislative and regulatory legal acts regulating the production, economic and financial-economic activities of the enterprise, resolutions of federal, regional and local government authorities and management, defining priority directions for the development of the economy and the relevant industry; methodological and regulatory materials of other bodies relating to the activities of the enterprise; profile, specialization and features of the enterprise structure; prospects for technical, economic and social development of the industry and enterprise; production capacity and human resources of the enterprise; production technology of the enterprise's products; tax and environmental legislation; the procedure for drawing up and agreeing on business plans for the production, economic and financial and economic activities of the enterprise; market methods of business and enterprise management; a system of economic indicators that allow an enterprise to determine its position in the market and develop programs for entering new markets; the procedure for concluding and executing economic and financial contracts; market conditions; scientific and technical achievements and best practices in the relevant industry; management of the economy and finances of the enterprise, organization of production and labor; the procedure for developing and concluding sectoral tariff agreements, collective agreements and regulating social and labor relations; labor legislation; rules and regulations of labor protection.
Qualification requirements. Higher professional (technical or engineering-economic) education and work experience in management positions in the relevant industry profile of the enterprise for at least 5 years.
Qualification characteristics are given in the Qualification Directory of Positions of Managers, Specialists and Other Employees, approved by Decree of the Ministry of Labor of the Russian Federation dated August 21, 1998 N 37 (as amended by Order of the Ministry of Health and Social Development of the Russian Federation dated November 7, 2006 N 749).
The qualification guide contains two sections. The first section provides the qualification characteristics of industry-wide positions of managers, specialists and other employees (technical performers), widespread in enterprises, institutions and organizations, primarily in manufacturing sectors of the economy, including those receiving budgetary funding. The second section contains the qualification characteristics of positions of employees employed in research institutions, design, technological, design and survey organizations, as well as editorial and publishing departments.
This reference book was developed in accordance with the accepted classification of employees into three categories: managers, specialists and other employees (technical performers). The assignment of employees to categories is carried out depending on the nature of the work primarily performed, constituting the content of the employee’s work (organizational-administrative, analytical-constructive, information-technical).
The names of employee positions, the qualification characteristics of which are included in the Directory, are established in accordance with the All-Russian Classifier of Worker Occupations, Employee Positions and Tariff Classes OK-016-94 (OKPDTR) (as amended 5/2004 OKPDTR, approved by Rostekhregulirovanie), introduced in effective from January 1, 1996.
In connection with the above, we draw the attention of readers to the fact that, according to Art. 57 “Content of an Employment Contract” of the Labor Code of the Russian Federation, if, in accordance with federal laws, the performance of work in certain positions, professions, specialties is associated with the provision of compensation and benefits or the presence of restrictions, then the names of these positions, professions or specialties and the qualification requirements for them must correspond to the names and the requirements specified in qualification reference books approved in the manner established by the Government of the Russian Federation.
Thus, if, for example, the remuneration of a specialist in accordance with Art. 147 of the Labor Code of the Russian Federation is paid at an increased rate for work in hazardous working conditions, then the employer is obliged to be guided by the corresponding qualification characteristics included in the Qualification Directory of positions of managers, specialists and other employees, that is, the name of the position, profession, specialty and qualification requirements for them must comply qualification characteristics.
If, in accordance with federal laws, the performance of work in a given position, profession, specialty is not associated with the provision of compensation and benefits (increased wages, provision of additional leave, medical and preventive nutrition, etc.) or the presence of restrictions, then the employer is free to choice - to be guided or not to be guided by the qualification characteristics in the given case. In other words, the employer has the right to independently decide on the name of the position, profession, specialty and qualification requirements for them.
When applying the Qualification Directory for positions of managers, specialists and other employees in practice, the following must be kept in mind.
1. The Directory does not include qualification characteristics of derivative positions (senior and leading specialists, as well as deputy heads of departments). The job responsibilities of these employees, the requirements for their knowledge and qualifications are determined on the basis of the characteristics of the corresponding basic positions contained in the Directory. At the same time, it must be borne in mind that the use of the job title “senior” is possible provided that the employee, along with performing the duties prescribed by his position, supervises the performers subordinate to him.
The position of “senior” can be established as an exception and in the absence of performers directly subordinate to the employee, if he is entrusted with the functions of managing an independent area of work.
For specialist positions for which qualification categories are provided, the job title “senior” is not used. In these cases, the functions of managing subordinate performers are assigned to a specialist of the first qualification category (for the qualification categories of specialists, see further in the text).
The job responsibilities of the “leaders” are established on the basis of the characteristics of the corresponding specialist positions. In addition, they are entrusted with the functions of a manager and responsible performer of work in one of the areas of activity of an enterprise, institution, organization or their structural divisions, or responsibilities for coordination and methodological management of groups of performers created in departments (bureaus). The requirements for the required work experience of leading specialists are increased by 2-3 years compared to those provided for specialists of the first qualification category.
Job responsibilities, knowledge requirements and qualifications of deputy heads of structural divisions are determined based on the characteristics of the corresponding positions of managers.
2. The qualification characteristics of specialist positions provide for within the same position without changing its name an intra-position qualification categorization for remuneration. Qualification categories for remuneration of specialists are established by the head of the enterprise, institution, or organization.
This takes into account the degree of independence of the employee in performing job duties, his responsibility for decisions made, attitude to work, efficiency and quality of work, as well as professional knowledge, practical experience, determined by length of service in the specialty, etc.
As an example, we give the requirements for the qualifications of a design engineer (designer), set out in the qualification characteristics of this position.
Engineer: higher professional education without any work experience requirements.
3. The qualification characteristics of the positions of heads (managers) of departments serve as the basis for determining job responsibilities, knowledge requirements and qualifications.
4. Qualification characteristics can be used as normative documents of direct action or serve as the basis for the development of internal organizational and administrative documents - job descriptions containing a specific list of job responsibilities of employees, taking into account the specifics of the organization of production, labor and management, as well as their rights and responsibilities. If necessary, the responsibilities included in the characteristics of a particular position can be distributed among several performers.
The qualification characteristics present the most typical work for each position. Therefore, when developing job descriptions, it is possible to clarify the list of works that are characteristic of the corresponding position in specific organizational and technical conditions, and establish requirements for the necessary special training of workers.
5. In the process of taking measures to improve organization and increase labor efficiency, it is possible to expand the range of responsibilities of employees in comparison with those established by the corresponding characteristics. In these cases, without changing the job title, the employee may be entrusted with the performance of duties provided for by the characteristics of other positions that are similar in content of work, equal in complexity, the implementation of which does not require another specialty and qualifications.
6. The compliance of the actual duties performed and the qualifications of employees with the requirements of qualification characteristics is determined by the certification commission in accordance with the current regulations on the certification procedure. At the same time, special attention is paid to high-quality and efficient performance of work.
7. Persons who do not have special training or work experience established by the qualification requirements, but have sufficient practical experience and perform efficiently and fully the job duties assigned to them, on the recommendation of the certification commission, as an exception, can be appointed to the corresponding positions in the same way , as well as persons with special training and work experience.
8. The Directory includes qualification characteristics of mass positions that are common to all sectors of the economy and are most widely used in practice. Qualification characteristics of positions specific to individual industries are developed by ministries (departments) and approved in the prescribed manner.
The Government of the Russian Federation, by resolution of October 31, 2002 N 787 (as amended on December 20, 2003 N 766), approved the procedure for approving the Unified Qualification Directory of positions of managers, specialists and employees. The Government of the Russian Federation has established (thus confirming) that the Unified Qualification Directory for the positions of managers, specialists and employees consists of the qualification characteristics of the positions of managers, specialists and employees, containing job responsibilities and requirements for the level of knowledge and qualifications of these employees.
This resolution instructed the Ministry of Labor and Social Development of the Russian Federation to organize, together with the federal executive authorities, which are entrusted with the management, regulation and coordination of activities in the relevant sector (sub-sector) of the economy, the development of a Unified Qualification Directory for the positions of managers, specialists and employees and the procedure for their application, and also approve the specified reference book and the procedure for its application.
In pursuance of the aforementioned resolution of the Government of the Russian Federation, the Ministry of Labor of the Russian Federation, by resolution No. 9 of February 9, 2004, approved the Procedure for applying the Unified Qualification Directory of Positions of Managers, Specialists and Employees. This Procedure basically repeats the text of the “General Provisions” section of the Qualification Directory for positions of managers, specialists and other employees.
Of course, in the world there are a large number of positions and vacancies that one or another person chooses. A single classifier that contains all managerial and other positions exists and can be found online. You will also find a description and instructions for a particular vacancy. An approval order for a particular workplace is written based on the information in this book. The new all-Russian system classifier can be found in the personnel department of any organization. State labor activities are regulated by the Labor Code. The scope of changes to objects, scope and provisions are reviewed quarterly.
what is it, summary
is a unique book that contains a list of all existing positions, their detailed descriptions and technical characteristics. The purpose of creating this document was to regulate all issues that are in one way or another related to labor activity in a particular organization. It contains information about medical, teaching, educational professions of employees, as well as driver, consultant, storekeeper, senior manager, personnel officer, administrator, manager, minister.
A separate section is occupied by vacancies of the Ministry of Labor. If we talk about the summary, this book contains the following sections:
- 1. Existing responsibilities of managers.
- 2. Vacancies for specialists.
- 3. Technical and civil servants, their detailed description.
- 4. Note.
For user convenience, all classifications are arranged in alphabetical order, which significantly speeds up the search.
Qualification directory of positions of workers and employees 2018
In 2016, this document underwent minor changes. Thus, now each profession includes a complete description with a schedule. In addition, you can find 3 sections:
- 1. A complete list of the employee’s obligations in accordance with the Labor Code.
- 2. Work knowledge. List of knowledge and skills required for work.
- 3. Requirements that apply to a particular profession.
Unified qualification directory of positions for education workers
A general educational institution for personnel has a code and a separate legal standard.
1. Responsibilities of leaders in schools or universities:
- Manager or director - senior level
- Deputy Chief
- Director of a structural unit
- Head master
- Teacher
- Teacher
The activities of all levels of educational institutions are carried out in accordance with state activities. Also, a separate category is assigned to the storekeeper and librarian.
Managers and specialists
As for the higher echelon departments, there is its own hierarchy. The generally accepted classification looks like this:
- 1. The main and main manager of an enterprise or organization.
- 2. Director of Finance.
- 3. Chief engineer.
- 4. Main technologist.
- 5. Director of the printing house
- 6. Head of the information technology center.
A housing and communal services janitor and a cook belong to the class of blue-collar jobs.
Medical workers 2018
Considering the classifier as a normative legal document, it can be noted that it contains all the comprehensive information on certain professions. As for the field of medical care, the following description is available during this period:
- 1. Director or senior management of the medical center
- 2. Specialists – who are divided into positions that require special higher medical education and secondary education.
- 3. Junior nurses.
- 4. Vacancies that do not require special knowledge in the field of medicine and tariffs, and are suitable for work in the back rooms of the ETC and other departments.
In occupational health and safety, this reference book is a mandatory attribute of work. The provisions and annexes to the document and the RF case can be found below. The fields of cinematography and defense have their own divisions.
Educational Institution Positions 2018
In order to use this resource competently, you need to work in blocks. Each section of job descriptions contains a specific branch describing a particular profession and development on the territory of a university or school. A separate column for employees of preschool institutions. The statement of cultural workers, as well as a detailed description, can be found in the classifier called musical director. Personnel officers in Ukraine, the DPR, as well as legal counsel may differ in their responsibilities and requirements for admission to a particular vacancy.
For many personnel service workers, the qualification directory of positions has become a reference book. Let's talk about the use of ETKS and EKS, as well as their upcoming abolition in connection with the final transition to professional standards.
From the article you will learn:
Qualification directory of positions - managers, specialists, workers - a set of characteristics of the main types of work in professions related to a variety of sectors of the economy. Due to his duty, any personnel officer with experience had to contact him. The development and updating of unified tariff and qualification reference books is carried out by the Ministry of Health and Social Development of the Russian Federation together with executive authorities regulating and coordinating certain economic sectors (clause 2 of the Government of the Russian Federation No. 787 of October 31, 2002).
Qualification reference book for positions of workers and employees - 2018: procedure for application
Don't miss: the main article of the month from a practical expert
5 main misconceptions about professional standards.
The status and procedure for the practical use of tariff and qualification reference books is determined by Article 143 of the Labor Code of the Russian Federation. Thus, according to Part 8 of Article 143 of the Labor Code of the Russian Federation, when grading work and assigning tariff categories to employees, the following are applied:
- a unified tariff and qualification directory of works and professions of workers;
- unified tariff qualification directory for positions of managers, specialists and employees;
- professional standards.
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There are even separate regulatory documents detailing the rules for applying the ETKS (see “Procedure” approved by Resolution of the Ministry of Labor of the Russian Federation No. 9 of February 9, 2004). Along with the provisions of the reference books, state guarantees for wages, fixed by federal legislation, are taken into account, as well as the recommendations of the tripartite commission on the regulation of social and labor relations and the opinion of trade unions. Details are in the notes “How to use " And How ».
Important: the requirements of the ETKS and EKS apply primarily to labor relations, therefore, when concluding a civil contract, the employer is not obliged to check the contractor for compliance with the criteria established in the reference books.
Types and current editions of tariff and qualification reference books
Currently, two types of qualification reference books are used - for workers (ETKS) and for employees, managers, specialists (EKS). The need to develop two separate documents arose due to significant differences in the specifics of the work assigned to different categories of personnel. Therefore, when establishing tariffs or qualification requirements for blue-collar professions (fitter, foundry worker, welder, etc.), employers turn to the ETKS, a directory of blue-collar professions.
If we are talking about a managerial or official position, the Unified Qualification Directory of positions for managers and employees is used. Read about tariffs for different types of work in the article “How to set ": you will find out why it is so important to know the exact minimum wage, how often salaries should be indexed and whether it is legal to set different salaries for employees occupying the same position.
Unified qualification directory of worker positions
The tariff and qualification reference book, used to determine the complexity and payment of work, as well as to assign categories to workers, consists of more than 70 issues.
Each issue is dedicated to certain areas and areas of the economy, for example:
- No. 5 - geological exploration and topographic-geodetic work (approved by Resolution of the Ministry of Labor of Russia No. 16 of February 17, 2000);
- No. 16 - production of medical instruments, instruments and equipment (approved by Resolution of the Ministry of Labor of Russia No. 38 of March 5, 2004);
- No. 24 - general professions in chemical production (approved by order of the Ministry of Health of Russia No. 208 dated March 28, 2006);
- No. 50 - production and processing of fish and seafood (approved by Resolution of the Ministry of Labor of Russia No. 73 of October 12, 2000);
- No. 52 - railway, sea and river transport (approved by order of the Ministry of Labor of Russia No. 68n dated February 18, 2013);
- No. 57 - advertising and design, restoration and layout work (approved by order of the Ministry of Health of Russia No. 135 dated March 21, 2008).
Some sections have lost their relevance (issues 30-31, 34, 38-39, 61-63, 65, 67-68), some were put into effect a very long time ago, even by Soviet regulations. For example, the sections “Dry cleaning and dyeing” and “Works and professions of laundry workers”, approved by the Decree of the State Committee for Labor of the USSR and the All-Russian Central Council of Trade Unions No. 320/21-22 of October 31, 1984, have not yet been updated.
Qualification directory for positions of managers, specialists and employees
The unified qualification reference book for positions of specialists and employees (US) developed by the Institute of Labor was approved by Resolution of the Ministry of Labor of Russia No. 37 of 08.21.1998. Since its approval, the document has been amended and supplemented more than ten times. The current edition of the ETKS is mandatory for all state and municipal organizations (in relation to positions for which professional standards have not been developed). Table "Categories and State Civil Service" will be useful to personnel officers of government agencies.
The requirements for commercial companies are not as strict. However, Article 57 of the Labor Code of the Russian Federation obliges all employers, without exception, to refer to professional standards or ETKS when introducing positions into the staffing table that involve restrictions or the provision of benefits. In other words, if the enterprise has positions that give the right to certain guarantees (early retirement, compensation for “harmfulness,” etc.), their names must exactly match the wording of the ETKS or professional standards. Read more about providing benefits to employees in the articles “How to register an employee’s exit from " and "What compensation is an employee entitled to for work during ».
In total, the document has thirty sections. General characteristics of positions applicable to employees of enterprises, institutions and organizations of all industries are given in the first section, approved by Resolution of the Ministry of Labor of Russia No. 37 of August 21, 1998. Sections for individual industries follow:
- research, design, engineering and survey areas;
- healthcare;
- education, including vocational;
- culture, art and cinematography;
- labor protection;
- electric power industry;
- architectural and urban planning activities;
- the sphere of civil defense and protection of the population from emergency situations, ensuring the safety of people at water, mountain and underground sites;
- geology and subsoil exploration;
- physical education and sports;
- tourism;
- Agriculture;
- state archives and documentation storage centers;
- military units and organizations of the RF Armed Forces;
- centers of metrology, standardization and certification;
- state material reserve systems;
- legal protection of the results of intellectual activity and means of individualization;
- youth affairs authorities;
- road facilities;
- hydrometeorology;
- countering technical intelligence and ensuring information security;
- nuclear energy and floating nuclear power plants;
- conflictology;
- rocket and space industry;
- translation activities;
- forensics;
- authorities of the Federal Migration Service.
If you pay attention to the dates of publication of orders of resolutions approving sections of the CEN, you will notice that the most “recent” provisions of the directory came into force in 2013. And since then they have not been updated, although previously new sections were added almost every year. The reason for this state of affairs was the transition to professional standards - a more convenient and modern system for assessing qualifications. Details are in the note “How to use ": the expert will explain who will be primarily affected by changes in legislation, how often qualification standards will be updated and how to check an employee for compliance with new requirements.
Question from practice
How to write down an employee’s position in the work book if it is not indicated in the classifier of positions and professions?
The answer was prepared jointly with the editors
Ivan Shklovets answers:
Deputy Head of the Federal Service for Labor and Employment
Indicate the name of the employee's position in the work book in accordance with the organization's staffing table. At formation of staffing to arbitrarily indicate the positions of employees for whom benefits and compensation are established.
For example, work in a particular position may entitle an employee to early retirement. The list of positions in which work gives the right to an early pension is listed in the articles And Law of December 28, 2013 No. 400-FZ. If the position in the work book does not correspond to the qualification directory, the Pension Fund may deny the employee the right to grant an early pension...
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Unified qualification directory of positions as a predecessor of professional standards
From the system of professional standards, in connection with which additional norms appeared in the Labor Code of the Russian Federation (Articles 195.1-195.3 of the Labor Code of the Russian Federation), the unified qualification reference book for the positions of managers, employees and specialists differs not only in format. Professional standards contain clearer and more structured information about the labor functions performed by employees and are fully consistent with the spirit of the times.
Previously, a specialist who received a specialized education could work all his life on the same equipment, using familiar technologies and knowledge that he received at a university or technical school. But modern technologies are rapidly developing, dramatically changing the content of work and the qualification characteristics of the position. We have to radically revise existing norms and introduce new standards. As ETKS and EKS (unified tariff and qualification reference book for positions of managers, specialists and employees) gradually lose relevance, employers are increasingly turning to professional standards for:
- personnel selection;
- training, retraining, certification and career planning of employees;
- drawing up job descriptions and staffing schedules;
- formation of personnel policy and tariff schedule for work performed;
- development of remuneration systems.
Important: a professional standard is a universal document that establishes requirements for the conditions and content of work, as well as for the skills, knowledge and experience of a specialist.
It takes an average of 9-12 months to develop a “standard” for each individual position, so today, despite active work in this direction, new standards for a number of specialties and types of work have not yet been approved. Consequently, in 2018, it is too early to write off the unified qualification directory of employee positions and the tariff and qualification directory of blue-collar specialties.
But if there is a choice between ETKS (EKS) and the current professional standard (and there are already more than a thousand such positions), preference should be given to the latter. At least because the final abolition of reference books and a complete transition to a system of professional standards, applied taking into account individual industry requirements, is planned for the coming years (see letter of the Ministry of Labor of Russia No. 14-0/10/13-2253 dated April 4, 2016).
Transition to professional standards: step-by-step instructions
For commercial organizations, professional standards are advisory in nature. They become mandatory only in two cases (like directories):
- when the legislator has established compensation or benefits for a certain type of work, or restrictions are provided for its implementation (Article 57, 195.3 of the Labor Code of the Russian Federation);
- when the requirements for the employee’s work experience and qualifications are established by the Labor Code of the Russian Federation, federal legislation or other regulations (Article 195.3 of the Labor Code of the Russian Federation).
In the first case, you should make sure that the name of the position in the staffing table, employment contract, hiring order and other local documents coincides with the wording of the professional standard. Other aspects - features of the labor function, requirements for the level of education and work experience in the specialty - remain at the discretion of the employer. A detailed analysis of difficult situations can be found in the articles “How to maintain a worker’s rank under ETKS if ", "How to check if professional standard" and "How to overcome the 6 main problems that arise when ».
As for the second category of workers (which includes legal workers, teachers, doctors, and even private detectives), the requirements of professional standards apply to them in full. To understand what specific positions we are talking about, take a look at the table “ , for which the law establishes qualification requirements.”
Organizations, enterprises and institutions of the public sector, as well as all extra-budgetary funds, corporations and companies with a state share of more than 50%, are obliged to switch to professional standards, whether they want it or not. To make the transition less painful, it is allowed to introduce new standards in stages (until January 1, 2020, as required by clauses 1.2 of the Russian Government Decree No. 584 of June 27, 2016). To help the personnel officer - articles “When , and when the professional standard. Six controversial situations" and "How professional standards will affect ».
Since the legislator does not regulate the procedure for transition to a system of professional standards, the employer himself decides how to act, based on the needs of the organization and the specifics of its activities.
The whole process can be divided into five successive stages:
- 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 heads of departments and services with the schedule and legislative framework in accordance with which the transition is carried out;
- implementation of activities provided for in the schedule;
- summing up the work of the commission and approving the report on the results.
Practical situation
Staffing: how to enter information without errors
The answer was prepared jointly with the editors of the magazine " »
Nina KOVIAZINA answers,
Deputy Director of the Department of Medical Education and Personnel Policy in Healthcare of the Russian Ministry of Health
We have a small organization, and there are departments that employ one person at a time. If an employee is a manager, should there be subordinates in the department?
Formally, the Labor Code does not prohibit an employer from creating structural units that consist of only one employee, in particular the head of a department. At the same time, the position of “manager” involves leadership of subordinates. For example, the Qualification Directory provides for such an obligation for the position “Head of the Human Resources Department” (approved ). Qualification reference books are advisory in nature. But there are exceptions...
The full answer is available after free
The first step is to issue an order to establish a commission. The order lists by name all members of the commission (working group), and also indicates the time frame allocated for familiarization with regulatory documentation and development of a schedule.
Download in.doc
Download in.doc
Each protocol is certified by the signatures of members of the working group, including the chairman.
To change the name of a position, make additions to the employment contract or approve new local standards, the director of the company gives a written order (see article “ does not meet the professional standard: what to do"). Fortunately, the law does not prohibit combining orders of the same type into one order and thereby saving resources. The article “Tricks that will make it easier for you to work with » will help minimize labor costs associated with the preparation of orders, contracts, introductory sheets and other documentation.