≡× MENU

• Repair
• Repair
• Interior Design
• About everything
• About plumbing

Job Qualification Guide. Unified qualification directory of positions of managers, specialists and employees

Of course, in the world there are a large number of positions, vacancies that this or that person chooses. A single classifier, which contains all managerial and not only positions, exists and can be found online. You will also find a description and instructions for a particular vacancy. Order for approval for one or another workplace based on the information in this book. The new all-Russian system classifier can be found in the personnel department of any organization. Labor state activity is regulated by the regulation of the labor code. The area of ​​change of objects, scope and positions are reviewed quarterly.

what is it, summary

is a unique book that has a list of all existing positions, their detailed description and specifications. The purpose of creating this document was to regulate all issues that are somehow related to labor activity in a particular organization. It contains information about the medical, pedagogical, educational professions of employees, as well as a driver, consultant, storekeeper, senior manager, personnel officer, administrator, manager, minister.

A separate section is occupied by the vacancies of the Ministry of Labor. If speak about summary This book contains the following sections:

• 1. Existing responsibilities of leaders.
• 2. Vacancies of specialists.
• 3. Technical and civil servants, their detailed description.
• 4. Note.

For the convenience of the user, all classifications are arranged in alphabetical order, which greatly speeds up the search.

Qualification directory of positions of workers and employees 2018

In 2016 this document underwent minor changes. Thus, now every profession includes complete description with the schedule. In addition, you can find 3 sections:

• 1. Full list obligations of the employee in accordance with the Labor Code.
• 2. Knowledge at work. The list of knowledge and skills required for work.
• 3. Requirements that apply to a particular profession.

Unified qualification reference book for the positions of educators

The general education institution for staff has a code and a separate legal standard.

1. Responsibilities of leaders in schools or universities:

• Head or director - senior level
• Deputy chief
• Director of the structural division
• Head master
• Teacher
• Teacher

Activities of all links educational institutions carried out in accordance with state activities. Also, a separate category is assigned to the storekeeper and librarian.

Managers and specialists

As for the divisions of the highest levels, there is a hierarchy here. The generally accepted classification looks like this:

• 1. Chief and main manager of an enterprise or organization.
• 2. Director of Finance.
• 3. Chief engineer.
• 4. Main technologist.
• 5. Printing house director
• 6. Head of the information technology center.

The janitor of housing and communal services and the cook belong to the class of working specialties.

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. With regard to the field of medical care, the following description is available for this period:

• 1. Director or senior management of the medical center
• 2. Specialists - which are divided into positions that require special higher medical education and secondary.
• 3. Junior nurses.
• 4. Vacancies that do not require special knowledge in the field of medicine and billing, and will fit for work in the back rooms of the ETK and other divisions.

In health care on labor protection, this handbook is a mandatory attribute of work. The provisions and annexes to the document and case of the Russian Federation can be found below. The area of ​​cinematography and defense has its own subdivisions.

Positions of educational institutions 2018

In order to competently use this resource, it is necessary to work in blocks. Each section job descriptions contains a specific branch with a description of a particular profession and development on the territory of a university or school. Separate column for employees preschool institutions. The approval of cultural workers, as well as detailed description can be found in the classifier, called music director. Personnel officers in Ukraine, the DPR, as well as a legal adviser may differ in their duties and requirements for admission to a particular vacancy.

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-2019 is with the decoding of the Russian Federation and the unified tariff qualification guide-2019. Let's take a closer look at the reference book of qualification characteristics.

Basic concepts

Working with unified forms, the HR specialist is often confused 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 Guide 2019 for Worker Occupations	ETKS	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 2019	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 2019	CEN	Ministry of Labor of 21.08.1998 No. 37	Job titles and qualification requirements	Unification of labor regulations

These documents are interrelated. The 2019 General Classifier of Jobs and Professions is the basis of the CAS 2019. OKPDTR 2019, in turn, takes as the basis for its first section ETKS 2019 working professions. There is no ETKS 2019 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 the order dated 05/10/2016 No. 225n, approving " qualification characteristics employees of military units and organizations of the Armed Forces 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 2019.

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 2019 Classifier of Positions and Professions in working with such documents as the staff list, job descriptions, regulations on departments, etc. The OKPDTR classifier (2019) 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 fulfillment of certain labor function» ( Art. 195.1 of the Labor Code of the Russian Federation). In addition, professional standards, unlike the CSA, may be mandatory. Corresponding amendments have been made to Labor Code 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 application professional standards recommended but not required.

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 maintaining labor activity in 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 harder job, the higher the category, article 143 of the Labor Code of the Russian Federation);
2. Definitions wages 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 must apply ETCS. 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 ETCS it is possible to build labor Relations with the state, to 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 a 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 of the head of the OT service, you must have, or any higher education together with, while the head of the labor protection service must have five years of 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 they come into force and are mandatory for use (valid), specialists in the field of labor protection ask the question of how to be guided by ETKS or professional standards in their activities?
Let's try to answer this question.

Now ETKS and professional standards are current regulatory documents that must be applied in their activities by a labor protection specialist. It is enough to study in which the Ministry of Labor refers to the ETKS and professional standards as fundamental documents.

Although the two documents have a different structure, the information provided in both documents is almost identical. It turns out that professional standards are closest to reference books and contain more specific information. Why is this happening?

In our opinion, this happens because the state wants to eventually combine the two directories ETKS and EKS and come to one standard in order to create a single unified directory with unified classification with even more 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 2018”, 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.

4th edition, revised
(approved by resolution of the Ministry of Labor of the Russian Federation of August 21, 1998 N 37)

With changes and additions from:

January 21, August 4, 2000, April 20, 2001, May 31, June 20, 2002, July 28, November 12, 2003, July 25, 2005, November 7, 2006, September 17, 2007 , April 29, 2008, March 14, 2011, May 15, 2013, February 12, 2014, March 27, 2018

The qualification directory of the positions of managers, specialists and other employees is a regulatory document developed by the Institute of Labor and approved by the Decree of the Ministry of Labor of Russia of August 21, 1998 N 37. This publication includes additions made by decrees of the Ministry of Labor of Russia of December 24, 1998 N 52, dated February 22, 1999 N 3, January 21, 2000 N 7, August 4, 2000 N 57, April 20, 2001 N 35, May 31, 2002 and June 20, 2002 N 44. The directory is recommended for use in enterprises, institutions and organizations various industries economy, regardless of the form of ownership and organizational and legal forms in order to ensure correct selection, placement and use of frames.

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 employees 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 standards for regulating the work of workers was carried out to ensure unified approach to the selection of personnel of appropriate qualifications and compliance with the uniform principles of billing for work based on their complexity. The Qualification characteristics take into account the latest legislative and regulatory legal acts of the Russian Federation.

Qualification directory of positions of managers, specialists and other employees

General provisions

1. The qualification directory of positions of managers, specialists and other employees (technical performers) is intended to address issues related to the regulation of labor relations, ensuring effective system personnel management at enterprises * (1), in institutions and organizations of various sectors of the economy, regardless of ownership and organizational and legal forms of activity.

The qualification characteristics included in this issue 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 requirements for them. qualification requirements, as well as decisions made on compliance with the positions held during the certification of managers and specialists.

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

The directory was developed in accordance with the accepted classification of employees into three categories: managers, specialists and other employees (technical performers). The assignment of employees to categories is carried out depending on the nature of the predominantly performed work that makes up the content of the worker's work (organizational-administrative, analytical-constructive, information-technical).

The names of the positions of employees, the qualification characteristics of which are included in the Directory, are established in accordance with the All-Russian Classifier of Occupations of Workers, Positions of Employees and Pay Grades OK-016-94 (OKPDTR), which came into force on January 1, 1996.

3. The qualification guide contains two sections. The first section lists the qualifications industry-wide positions managers, specialists and other employees (technical performers), widely distributed 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.

4. Qualification characteristics at enterprises, institutions and organizations can be used as regulatory documents of direct action or serve as the basis for the development of internal organizational and administrative documents - job descriptions containing a specific list of job responsibilities of employees, taking into account the specifics of the organization of production, labor and management, and as well as their rights and responsibilities. If necessary, the duties included in the description of a particular position can be distributed among several performers.

Since the qualification characteristics apply to employees of enterprises, institutions and organizations, regardless of their industry affiliation and departmental subordination, they present the most typical work for each position. Therefore, when developing job descriptions, it is allowed to clarify the list of works that are characteristic of the corresponding position in specific organizational and technical conditions, and the requirements for the necessary special training of employees are established.

In the process of organizational, technical and economic development, mastering modern management technologies, introducing the latest technical means, carrying out measures to improve the organization and increase labor efficiency, it is possible to expand the range of duties of employees in comparison with the established corresponding characteristics. In these cases, without changing the official name, the employee may be entrusted with the performance of duties stipulated by the characteristics of other positions, similar in content to work, equal in complexity, the performance of which does not require a different specialty and qualifications.

5. Qualification characteristics of each position has three sections.

The section "Job Responsibilities" establishes the main labor functions that can be entrusted in whole or in part to the employee holding this position, taking into account the technological homogeneity and interconnectedness of work, allowing for optimal specialization of employees.

The "Must Know" section contains the basic requirements for an employee with regard to special knowledge, as well as knowledge of legislative and regulatory legal acts, regulations, instructions and other guidance materials, methods and means that the employee must apply in the performance of job duties.

The "Qualification Requirements" section defines the level of professional training of the employee necessary to perform the prescribed job duties, and the requirements for work experience. The levels of required vocational training are given in accordance with the Law of the Russian Federation "On Education".

6. In the characteristics of the positions of specialists, within the same position without changing its name, an intra-position qualification categorization for remuneration is provided.

Qualification categories for remuneration of specialists are established by the head of the enterprise, institution, organization. This takes into account the degree of independence of the employee in the performance of official duties, his responsibility for decisions, attitude to work, efficiency and quality of work, as well as professional knowledge, experience. practical activities, determined by the work experience in the specialty, etc.

7. The Directory does not include the qualification characteristics of secondary positions (senior and leading specialists, as well as deputy heads of departments). The duties of these employees, the requirements for their knowledge and qualifications are determined on the basis of the characteristics of the corresponding basic positions contained in the Directory.

The issue of the distribution of duties of deputy heads of enterprises, institutions and organizations is decided on the basis of internal organizational and administrative documents.

The use of the official title "senior" is possible provided that the employee, along with the fulfillment of the duties stipulated by the position held, manages the executors subordinate to him. The position of "senior" can be established as an exception and in the absence of performers in the direct subordination of the employee, if he is entrusted with the functions of management independent site work. For positions of specialists for which qualification categories are provided, the official title "senior" is not applied. In these cases, the functions of managing subordinate executors are assigned to a specialist of the first qualification category.

The job responsibilities of the "leaders" are established on the basis of the characteristics of the respective positions of specialists. In addition, they are entrusted with the functions of a manager and responsible executor of work in one of the areas of activity of an enterprise, institution, organization or their structural subdivisions, or duties of coordination and methodological guidance groups of performers created in departments (bureaus), taking into account the rational division of labor in specific organizational and technical conditions. The requirements for the required work experience are increased by 2-3 years compared to those provided for specialists of the first qualification category. Job responsibilities, knowledge requirements and qualifications of deputy heads of structural units are determined on the basis of the characteristics of the respective positions of heads.

The qualification characteristics of the positions of heads (heads) of departments serve as the basis for determining the job responsibilities, knowledge requirements and qualifications of the heads of the relevant bureaus when they are created instead of functional departments (taking into account industry specifics).

8. The compliance of the duties actually performed and the qualifications of employees with the requirements of job characteristics is determined by the certification commission in accordance with the current regulation on the procedure for conducting certification. At the same time, special attention is paid to the quality and efficient performance of work.

9. The need to ensure the safety of life and health of workers in the course of work puts forward the problems of labor protection and environment among urgent social tasks, the solution of which is directly related to the observance by managers and each employee of an enterprise, institution, organization of existing legislative, intersectoral and other regulatory legal acts on labor protection, environmental standards and regulations.

In this regard, the official duties of employees (managers, specialists and technical performers), along with the performance of the functions provided for by the relevant qualification characteristics of the position, provide for mandatory compliance with labor protection requirements at each workplace, and the official duties of managers - ensuring healthy and safe conditions labor for subordinate performers, as well as monitoring their compliance with the requirements of legislative and regulatory legal acts on labor protection.

When appointed to a position, it is necessary to take into account the requirements for the employee to know the relevant labor safety standards, environmental legislation, norms, rules and instructions for labor protection, means of collective and personal protection from the impact of hazardous and harmful production factors.

10. Persons who do not have special training or work experience established by qualification requirements, but who have sufficient practical experience and performing qualitatively and in full the duties assigned to them, on the recommendation of the attestation commission, as an exception, they can be appointed to the relevant positions in the same way as persons with special training and work experience.

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 the most different areas 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

Don't Miss: Top Article of the Month from an Expert Practitioner

5 main misconceptions about professional standards.

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 individual regulations, describing in detail the rules for the application of 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. About billing different types work, see the article "How to install »: you will learn why it is so important to know Exact size The minimum wage, how often the salary 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:

1. 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);
2. 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);
3. No. 24 - for general professions in chemical industries (approved by order of the Ministry of Health of Russia No. 208 dated March 28, 2006);
4. 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);
5. No. 52 - for railway, sea and river transport (approved by order of the Ministry of Labor of Russia No. 68n dated February 18, 2013);
6. No. 57 - advertising and design, restoration and layout work(approved by order of the Ministry of Health of Russia No. 135 of 03/21/2008).

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 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 for personnel officers of state institutions.

Requirements to commercial companies 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 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;
• spheres civil defense and protection of the population from emergencies, 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 - more convenient and modern system qualification assessments. 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 in work book write down the position of the employee, 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 Federal Service for work 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 ...

Ask your question to the experts

Unified qualification directory of positions as a predecessor of professional standards

From the system of professional standards, in connection with which additional norms appeared in the Labor Code of the Russian Federation (Articles 195.1-195.3 of the Labor Code of the Russian Federation), the unified qualification 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 personnel policy and tariff scale for the work being done;
• 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 job title in staffing, an employment contract, an order for employment 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 length of service in the specialty - remain at the discretion of the employer. Detailed analysis difficult situations - 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 in question, take a look at the table for which the law establishes qualification requirements.

Organizations, enterprises and institutions public sector, as well as all off-budget 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:

1. formation working group or a commission in which representatives of key departments (legal and personnel services, accounting, etc.) participate;
2. development of a work schedule for the implementation of professional standards;
3. familiarization of heads of departments and services with the schedule and legislative framework, according to which the transition is carried out;
4. implementation of activities provided for by the schedule;
5. 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 regulatory documentation and development of a schedule.

Download in.doc

Download in.doc

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

To change the name of the position, make additions to employment contract or approve new local regulations, 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.