Tariff qualification guide for employee positions. Unified Tariff and Qualification Directory of Works and Professions of Workers

Director of a survey organization
Director of a survey institution
Director of the design organization
Director of the design institution
Director of a research organization
Director of a research institution
Director of a technology organization
Director of a technological institution
Director of the design institution
Head of a survey institution
Head of the design institution
Head of a research institution
Head of a technological institution
Head of the design institution
Head (chief) of the research department (laboratory) of the institution; head (chief) of the research sector (laboratory), part of the research department (department, laboratory) of the institute
Junior Researcher
Head of the Department of Scientific and Technical Information
Head of Department, Scientific and Technical Information Department
Head of Planning and Economic Department
Head of Department, Planning and Economic Department
Head of HR Department
Head of HR Department
Head of technical archive
Head of photo laboratory
Lead Engineer
Lead Economist
Engineer
Economist
Translator
Artist
Technician
Laboratory assistant

Managerial and technical workers

Head of the design department
Head of the department (bureau) for registration of design materials
Head of the drawing and copying bureau
Head (leader) of a brigade (group)
Chief specialist in the main department (architectural and planning workshop)
Lead designer
Design engineer
Landscape architect
Design technician
Designer draftsman

General provisions

The qualification directory of positions for 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 (hereinafter, “enterprise” refers to commercial organizations created in the form of business partnerships and societies , including open and closed joint-stock companies, joint-stock companies of workers (people's enterprises), production cooperatives, state and municipal unitary enterprises), 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.

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.

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 production 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.

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, 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.

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.

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”.

The characteristics of specialist positions provide for intra-position qualification categorization for remuneration within the same position without changing its name.

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.

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 based on 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).

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.

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 the protection labor, environmental standards and regulations.

In this regard, the job responsibilities of employees (managers, specialists and technical performers), along with performing 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 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.

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 and persons with special training and work experience.

The qualification directory of positions for workers and employees in 2019 is used to establish responsibilities and assign a rank to an employee, and conduct certification. These guides differ for workers and managers. We will tell you in the article which reference books to use and in what cases.

Qualification directory of positions of workers and employees in 2019: types

The employer himself decides what job title and profession to approve for the employee. But if an employee applies for compensation or benefits, then the name of his position must correspond to the qualification directories (paragraph 3, part 2, article 57 of the Labor Code of the Russian Federation). For example, when granting the right to early retirement or additional paid leave.

In Russia, there are two reference books that employers should follow:

ETKS – Unified Tariff and Qualification Directory of Works and Blue-collar Professions;
EKS - Unified qualification directory for positions of managers, specialists and employees.

That is, a unified qualification directory for positions of workers and employees in 2019 was not approved. The current two directories differ in the specifics of the work of different categories of employees.

Why are ETKS and EKS needed?

assign a tariff category to workers and employees;
establish the salary of civil servants;
conduct certification and determine whether the employee meets the position and qualification requirements;
develop proper instructions;
prepare a program of advanced training courses.

Please note that the EKS and ECTS directories have not been updated for a long time. This is due to the fact that they are being replaced by professional standards. Read how to switch to professional standards at the end of the article.

The job description must list all the responsibilities assigned to the employee in accordance with the practice of distribution of labor functions that has developed in the structural unit. When compiling this section, you can use the All-Russian Classification of Occupations OK 010-2014 (MSKZ-08), adopted and put into effect by order of Rosstandart dated December 12, 2014 No. 2020-st, and the Qualification Directory approved by Decree of the Ministry of Labor of Russia dated August 21, 1998 No. 37.

You can also be guided by approved professional standards. These documents provide an approximate list of the responsibilities of various positions. How to accurately prepare a job description >>>

Qualification directory for positions in 2019

The Unified Tariff and Qualification Directory of Works and Working Professions (UTKS) is a voluminous document. It was approved by Resolution of the Ministry of Labor dated May 12, 1992 No. 15a and includes 72 issues. Each issue is divided into sections in which positions are combined according to some characteristic: type of activity, sector of the national economy where they are applied. Eg:

Issue 1 section “Professions of workers common to all sectors of the national economy” (approved by Resolution of the State Committee for Labor of the USSR, the Secretariat of the All-Union Central Council of Trade Unions dated January 31, 1985 No. 31/3-30);

Issue 2 sections: “Foundry work”, “Mechanism work”, “Enameling”, etc. (approved resolution of the Ministry of Labor of the Russian Federation dated November 15, 1999 No. 45);

Issue 3 section “Construction, installation and repair work” (approved by order of the Ministry of Health and Social Development of the Russian Federation dated 04/06/2007 No. 243), etc.

Please note that some sections of the ETKS have already lost force. These are issues 30-31, 38-39, 62-63, 65, 67-68. Some of the sections were introduced by Soviet regulations and have not been updated for a long time. For example, issue 17, section “Production of abrasives” (approved by resolution of the State Committee for Labor of the USSR, All-Union Central Council of Trade Unions dated 02/08/1983 No. 20/4-41).

Qualification directory for positions of managers, specialists and employees – 2019

The EKS was approved by Resolution of the Ministry of Labor dated 08/21/98 No. 37. It was developed on the basis of the All-Russian Classifier of Jobs and Professions - OKPDTR (Resolution of the State Standard of the Russian Federation dated 12/26/94 No. 367).

The CEN includes a list of qualification characteristics (job responsibilities and requirements for the level of knowledge and qualifications) of managers, specialists and employees, depending on the field of activity.

The directory has 30 sections. General characteristics of positions of employees of enterprises, institutions and organizations of all industries are described in the first section. The remaining sections contain information for individual industries:

healthcare;
research, design, engineering and survey areas;
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, etc.

Note that the EKS and ECTS directories have not been updated for a long time, and this is not accidental. Because officials are gradually introducing professional standards to replace them. What are their differences from EKS and ECTS, read below in the article.

The employee worked at the company as the supervisor of one of the production shifts. One day he learned that his colleagues - those who were in charge of the other two shifts - had higher salaries. The employee was indignant: people work in similar positions, do identical work, but for some reason their salaries are higher. This is discrimination, the employee decided and went to court. He demanded that the company review his salary upward, give him the money he did not receive, and transfer compensation for the delay in salary. The company refused to raise the employee's salary. In court she stated that there were no grounds for this, and

Replacement of ECTS and EKS with professional standards

Qualification reference books will soon become a thing of the past; they will be replaced by professional standards. For example, they already exist for welders (List 2, approved by Resolution of the Cabinet of Ministers of the USSR dated January 26, 1991 No. 10). Unlike ECTS and EKS, professional standards contain more specific information on position or profession.

Like qualified reference books, it is necessary to apply the professional standard in two cases. First, the requirements for an employee’s position are established by the Labor Code of the Russian Federation, federal law or other regulations. The second is when an employee is entitled to compensation or benefits for a certain type of work, or restrictions are established in connection with work in a specific position.

Transition to professional standards: step-by-step instructions

At the legislative level, the procedure for transition to professional standards is not regulated. We recommend following this algorithm.

Step 1. Approve the working group. To do this, issue an order to establish a commission (see sample 1). Its participants will introduce professional standards into the organization’s work process. The number and composition of commission members is not limited. But it is better that these are employees of different departments and structures. For example, include a lawyer, personnel officer, chief accountant, etc. in the group.

Group responsibilities include:

selection of professional standards for positions and professions that the company has;
reconciliation of labor functions in job descriptions and professional standards;
development of draft new job descriptions;
preparing a report on the work done, etc.

And don't forget about the deadlines for group members to complete the event. For convenience, you can draw up a schedule for the implementation of professional standards.

Order on approval of the working group

Step 2. Change job descriptions. It will be necessary to make adjustments to the job descriptions of employees and clarify their job functions, requirements for level of education, and work experience if they differ or diverge from what is written in the standard. Approve new job responsibilities in a separate order.

Step 3: Develop a training program. To do this, issue an order defining who, where and when will improve their qualifications. If secondary or higher education is required to perform the job, determine in advance at whose expense the employee will be trained. Be sure to reflect this provision in internal documents.

Step 4. Conduct employee certification. This step is optional. But based on the results of certification, it is possible to determine whether the knowledge, abilities, skills and experience of employees meet the requirements of professional standards.

If the company does not have a separate certification policy, then develop one first. To do this, issue a separate order. It will reflect the deadlines for certification and approve the composition of the commission. Also determine who and when will draw up the lists of employees who will pass the qualification exam. But remember that employees need to be notified about the certification in advance.

Certification can be in any form: testing, questionnaires, interviews, exams, etc. If it shows an insufficient level of qualifications, the employer has the right to transfer the employee to another position.

Step 5. Record the transition to professional standards. This event involves a large amount of paperwork, so document the decisions of the working group in separate protocols.

Each protocol must be certified by all group members. To make changes to the job title and additions to the employment contract, issue an order and sign it from the director.

A new professional standard for accountants has been approved

The professional standard expanded labor functions and changed the requirements for education and work experience. Since April 6, a new professional standard “Accountant” has been in effect. It added accountants of I and II categories. Whether or not an employee meets the new requirements is verified during an independent qualification assessment.

Dear colleague, do you know that VTB Bank allows legal entities to conduct transactions directly from the accounting program and pay bills until 23:00?

Open an account under special conditions - order a call right now!

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.

Download documents on the topic:

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 and regulations 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...

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 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

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.

There are a huge number of fields, skills and positions in the world. Due to such diversity, employers often encounter 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 2020 occupational classifier with the Russian Federation decoding is and the 2020 unified tariff and qualification reference book. Let's take a closer look at the reference book of qualification characteristics.

Basic Concepts

When working with unified forms, HR specialists often find themselves at a loss due to the abundance of terms and abbreviations related to job directories. Let's look at them.

Name	Abbreviation	Resolution	Content	Target
Unified tariff and qualification reference book for 2020 occupations of workers	ETKS	Ministry of Labor dated May 12, 1992 No. 15a	Characteristics of the main types of work by worker professions	Tariffication of work, assignment of categories
All-Russian classifier of professions and positions 2020	OKPDTR	State Standard of the Russian Federation dated December 26, 1994 No. 367	Professions of workers, positions of employees	Statistics (estimate of the number of workers, distribution of personnel, etc.)
Unified qualification directory 2020	EKS	Ministry of Labor dated 08/21/1998 No. 37	Job titles and qualification requirements	Unification of labor regulation standards

These documents are interconnected. The general classification of positions and professions for 2020 is the basis of the EKS 2020. OKPDTR 2020, in turn, takes the first section of the ETKS 2020 blue-collar professions as the basis. There is no ETKS 2020 for managers and specialists as such, therefore the second section of OKPDTR is based on a unified nomenclature of employee positions.

What is a job qualification directory

The Unified Classification Directory of Positions of Specialists and Employees (USC) is a list of qualification characteristics (job responsibilities 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 relevant orders of the Ministry of Labor. To date, the latest is Order No. 225n dated May 10, 2016, approving “the qualification characteristics of employees of military units and organizations of the Armed Forces of the Russian Federation.” The frequency of updates to the directory is not regulated by law. Thus, the document amended by the above Order is currently the qualification directory for the positions of workers and employees 2020.

What is it for?

The EKS, which is based on the All-Russian Classification of Occupations of White-collar Jobs, was compiled with the aim of developing universal standards for the organization of labor. In fact, this document helps the employer competently build the structure of the organization. The qualification characteristics optimize the following functions:

selection and placement of personnel;
professional training/retraining of personnel;
rational division of labor;
determination of job responsibilities and areas of responsibility of personnel.

A personnel employee relies on the 2020 Classification of Positions and Professions in working with documents such as staffing schedules, job descriptions, regulations on departments, etc. OKPDTR classifier (2020) with a search by name is posted on the website of the Ministry of Labor and Social Protection.

How to use it

The EKS is applicable to 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 applying the CAS was approved by Resolution of the Ministry of Labor dated 02/09/2004 No. 9. In accordance with it, qualification characteristics form the basis of the job description and include three sections:

job responsibilities (list of job functions assigned in whole or in part);
must know (special knowledge, knowledge of regulations, methods and means to perform job duties);
qualification requirements (level of professional training and work experience).

It is allowed to distribute the responsibilities that make up the qualification characteristics among several employees. The assessment of an employee's compliance with qualification characteristics is carried out only by the certification commission.

What to use - a qualification reference book or a professional standard

As we found out, an employee’s qualifications consist of his knowledge, abilities, skills and experience. A professional standard is a narrower concept and is defined as “a characteristic of the qualifications necessary for an employee to carry out a certain type of professional activity, including the performance of a certain labor function” ( Art. 195.1 Labor Code of the Russian Federation). In addition, professional standards, unlike the CAS, can be mandatory. Corresponding amendments were made to the Labor Code by Federal Law dated May 2, 2015 No. 122-FZ. According to Article 195.3 of the Labor Code of the Russian Federation, the employer is obliged to operate with professional standards if the qualification requirements for an employee to perform job functions are dictated by the Labor Code, federal law or other regulations. In other cases, the application of professional standards is recommended, but not required.

When applying for any position in the field of education, you must meet certain qualifications. This text will tell you about the main points of creating job descriptions for education workers, the nuances of obtaining a position in this field, and will also provide you with a complete list of positions with a brief description of their characteristics. Additionally, you can download the reference book “Qualification characteristics of positions for education workers” in full.

The sphere of education is one of the basic areas that form a unified society, common cultural, social, moral and ethical values. Naturally, the qualification requirements for workers in this field are quite high. They are enshrined in a special qualification directory of positions for education workers. In this article, you will learn the qualification requirements from the 2019 job classifier, what is included in these requirements, and also receive a list of teaching positions, with a brief description of each of them.

What is the Unified Qualification Directory of Positions?

Based on the provisions of Art. 143 of the Labor Code of the Russian Federation, the assignment of tariff categories to employees and the tariffication of work is carried out taking into account the requirements of the unified qualification directory of positions for managers, specialists and employees (hereinafter referred to as the UKS).

The CEN includes qualification characteristics of positions, descriptions of job responsibilities and requirements for qualification levels and knowledge levels of managers, specialists and employees (Resolution of the Government of the Russian Federation of October 31, 2002 No. 787).

The section of the CEN that interests us - Qualification characteristics of positions of workers in the field of education in 2019 (hereinafter referred to as QCD), which has a second name - Unified qualification directory of positions of education workers, was adopted by Order of the Ministry of Health and Social Development of the Russian Federation dated August 26, 2010 No. 761n. At the moment, QCD is used as amended by Order of the Ministry of Health and Social Development of the Russian Federation dated May 31, 2011 No. 448n.

Basic provisions of the QCD section

The current version of the QCD section of the qualification directory of positions can be downloaded.

The qualification directory of positions for employees of educational institutions, adopted by order No. 761n, is designed to help in resolving issues related to the regulation of labor relations, the creation of a current, effective system of leadership and personnel management of educational institutions and organizations, regardless of their form of ownership or organizational and legal form.

The QCD is the basic document for developing job descriptions, since it contains the main list of job responsibilities of education workers, it takes into account all the features of the organization of work and levels of competence. This section also sets out the rights and responsibilities for each specific position.

When drawing up job descriptions using QCD, it is possible to clarify the list of works for a specific educational institution, taking into account the characteristics and properties of each position, as well as the development of additional requirements for the special training of employees.

To increase labor efficiency, it is allowed to expand the employee’s job responsibilities in comparison with the qualification characteristics specified in the QCD. This expansion occurs through the addition of responsibilities from related positions. Their implementation should not require expanding the qualification level and undergoing special training.

In accordance with clause 9 of the QCD, persons who perform official duties with appropriate quality and in full, but do not have a sufficient level of training or work experience, can be appointed to the positions they actually occupy, as an exception, on the recommendations of the certification commissions.

What does the qualification characteristic consist of?

The qualification characteristics for each position include 3 sections:

Job responsibilities (DO) - contains a list of the main job functions fully or partially entrusted to the employee in his position. When combining responsibilities from different positions, it is necessary to be guided by the principle of homogeneity and interconnectedness of work;
Must know (DZ) - contains the requirements for the employee in terms of the amount of knowledge of methodology, legislation and special knowledge necessary for the effective implementation of job duties;
Qualification requirements (QR) – the requirements for levels of professional training and work experience are determined.

List and brief description of positions for education workers 2019

The list of positions is divided into 3 levels:

Manager positions;
Positions of teaching staff;
Positions of educational support staff.

Manager positions:

Head of an educational institution (director, head, chief).

DO: Directly manages the educational institution in accordance with the current legislation of the Russian Federation.

Deputy Head.

DO: Organizes the current activities of the educational institution, as well as long-term planning of its future activities. Coordinates the work of teaching staff.