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According to clause 6 of the General Provisions of the Qualification Directory, approved by Resolution of the Ministry of Labor of Russia dated August 21, 1998 N 37, qualification categories 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.

According to clause 10 of the General Provisions of the Qualification Handbook, approved by Resolution of the Ministry of Labor of Russia dated August 21, 1998 N 37, persons who do not have special training or work experience established by the qualification requirements, but have sufficient practical experience and perform efficiently and in full the tasks assigned to them job responsibilities, on the recommendation of the certification commission, as an exception, they can be appointed to the corresponding positions in the same way as persons with special training and work experience.

Thus, you can assign a category to an employee based on the results of certification. The composition of the certification commission can be any; as a rule, it includes the head of the personnel department and a representative of the trade union (if the organization has a trade union). If the organization has specialists with appropriate education and work experience, they need to be involved in the certification. It is not necessary to involve third-party specialists.

Read more about employee categories here:

• How to reflect positions with ranks and categories in the staffing table, if each category has its own salary. The total number of employees by position with rank has been determined, while the number of staff positions for each category is not standardized and is calculated upon the fact of hiring employees

If there are no specialists with sufficient qualifications, you can involve a third-party specialist in the certification - for example, from an educational institution of the relevant profile.

You must make an entry in the work book in the section about assigning a category. In column 1 of the specified section, enter the next serial number of the entry, in column 2 indicate the date the category was assigned, in column 3 make the main entry. In column 4, indicate the number and date of the order assigning the category.

Details in the System materials:

1. Answer: How to conduct employee certification

Employees of any organizations whose production activities are related to the movement of trains and shunting work on public railway tracks ();

Employees whose activities are related to ensuring the safety of navigation, flights and the movement of ground vehicles (Regulations approved);

Teaching staff (Procedure approved, Regulations approved);

Customs officials (, Regulations, approved);

Employees working at hazardous production facilities ().

To carry out certification you need:

Regulations on certification

The Certification Regulations are a local document of the organization (). The legislation does not provide for a standard form of the document, therefore the Certification Regulations can be drawn up in. When developing it, you can take the approved one as a basis.

As a rule, the Regulations indicate:

Requirements for employee qualifications (for example, compliance with labor standards, compliance with labor discipline, etc.). Such requirements can be established based on , approved ();

Positions of employees whose knowledge will be tested during certification;

The procedure for conducting scheduled and extraordinary certifications;

The procedure for forming the certification commission;

Certification procedure;

Registration of certification results (the procedure for maintaining minutes of a meeting of the certification commission, issuing an order based on the results of certification, etc.).

The certification regulations are put into effect by order of the head of the organization. After the regulation comes into force, it must be familiarized with it against signature of all working employees and each new employee upon hiring ().

Employer-initiated certification

If certification is not mandatory, but the employer plans to carry it out, the employee’s obligation to undergo certification should be specified in the employment contract. The Labor Code of the Russian Federation does not provide for any restrictions on certification by the employer. This means that certification can be carried out in relation to any categories of employees. At the same time, the employer can set such restrictions independently, for example, exempt pregnant women from certification.

Employee-initiated certification

If the initiator of the certification is an employee, he submits an application.

In commercial organizations

The form of an employee’s application for certification is not established by law, so it can be drawn up in.

The decision to conduct certification

Start any certification by making a decision to conduct it. Such a decision must be made by the head of the organization or the employee who is responsible for the purpose of certification. Formalize your decision by order. Include the following information:

About the timing (schedule) and place of certification;

About the circle of employees subject to certification;

On the appointment of the certification commission or on the timing of its formation (appointment or election, if the commission is elected);

If the certification is extraordinary, about the grounds for the certification.

The order may also assign responsibilities (for example, to heads of departments):

On preparing documents for certification;

For the preparation and transmission to the certification commission of information about which of the employees improved their qualifications and when, certification sheets for the previous certification, etc.

Composition of the certification commission

The composition of the commission can be any. Usually it includes department heads and a personnel department employee. If the organization has a trade union, its representative must be a member of the commission ().

Notifying employees

Notify employees in advance about the upcoming certification. This can be done in writing, for example, through the head of the department.

Editor's tip: before certification, check whether the employee's job responsibilities are spelled out in the appropriate document. As a rule, this information is indicated either in the employment contract with the employee or in his job description.

If a labor dispute arises and the organization does not have a document that specifies the employee’s job responsibilities, the court may invalidate the certification results. It is impossible to draw a conclusion about the suitability or inadequacy of an employee for the position held without clear evaluation criteria.

Procedure for certification

Carry out the certification in the order specified in the Regulations. This may be a written test, an interview, a written exam, a practical lesson, etc.

Registration of certification results

Based on the results of the certification, the commission makes a decision on the employee’s suitability or non-compliance with the position held. Reflect your reasoned decision in the certification sheet (protocol).

Introduce employees to the certification results against their signature. This is necessary to provide employees with the opportunity to express their opinion on the results of the certification and appeal them if they do not agree with the conclusions of the commission.

Upon completion of the certification, provide all materials to the head of the organization (other authorized person). He must make the final decision based on the results of the certification.

Include information about the results of the certification carried out in the employee.

In commercial organizations

The forms of the certification sheet and protocol are not established by law. Therefore, they can be compiled in any form (meetings of the certification commission).

Example of formatting employee certification results

The organization certified five accountants. For this purpose, a certification commission was created, which included:

Head of HR Department E.E. Gromova (chairman of the commission);

chief accountant A.S. Glebova (commission member);

Chairman of the elected trade union body T.P. Mukhina (commission member);

Deputy Director A.S. Kondratyev (commission member);

secretary E.V. Ivanova (secretary of the commission).

Certification was carried out in the form of an interview (according to the job responsibilities of accountants). V.N. Zaitseva answered all questions. The commission came to the conclusion about its suitability (meetings of the certification commission).

After the certification, information about the activities based on the results of the certification was issued.

Inconsistency with the position held

Ivan Shklovets

Deputy Head of the Federal Service for Labor and Employment

2. Answer: How to make an entry in the work book about assigning a new rank to an employee or acquiring a new profession?

If during the period of work an employee is assigned a new rank (class, category, etc.) or he receives a second and subsequent profession, then this must be reflected in the work book in the section. In column 1 of the specified section, enter the next serial number of the entry, in column 2 indicate the date of establishment of a new profession or assignment of rank, in column 3 make the main entry. In column 4, indicate the details of the supporting document: its number and date.

The establishment of a new profession for an employee should also be reflected on the first page (title page) of the work book. To do this, do not change anything in the “Education” line, but in the “Profession, specialty” line, indicate another profession you received, separated by a comma. Additionally, indicate the details of the supporting document on the cover of the work book.

Such conclusions follow from the provisions of paragraphs of the Instructions approved.

An example of filling out the “Work Information” section of a work book. The employee received a second profession

A.V. Lampochkin was hired by the organization in January as a fourth-grade mechanic. In September, Lampochkin received a second profession - a third-class electrician.

The employee responsible for maintaining personnel records made the following entries to the employee.

3. Regulatory framework: “Qualification reference book for positions of managers, specialists and other employees” (approved by Resolution of the Ministry of Labor of Russia dated 08/21/1998 N 37) (as amended on 05/15/2013)

GENERAL PROVISIONS

1. The qualification directory of 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, institutions and organizations of various sectors of the economy, regardless of ownership and legal forms activities.

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 employees.

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 performance 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.

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