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QUALIFICATIONS DIRECTORY OF POSITIONS FOR MANAGERS OF SPECIALISTS AND OTHER EMPLOYEES (approved by the Resolution of the Ministry of Labor of the Russian Federation dated... Relevant in 2018

HR INSPECTOR

Job responsibilities. Keeps records of the personnel of the enterprise and its divisions in accordance with unified forms primary accounting documentation. Prepares the hiring, transfer and dismissal of employees in accordance with labor legislation, regulations and orders of the head of the enterprise, as well as other established personnel documentation. Forms and maintains personal files of employees, makes changes to them related to work activities. Prepares necessary materials for qualification, certification, competition commissions and nomination of employees for incentives and awards. Fills out, records and stores work books, calculates work experience, issues certificates of present and past labor activity workers. Makes entries in work books about incentives and awards for employees. Enters information about the quantitative, qualitative composition of workers and their movement into the data bank about enterprise personnel, monitors its timely updating and replenishment. Keeps records of the provision of vacations to employees, monitors the preparation and compliance with regular vacation schedules. Prepares pension insurance cards and other documents necessary for assigning pensions to enterprise employees and their families, establishing benefits and compensation. Studies the causes of staff turnover and participates in the development of measures to reduce it. Prepares documents upon expiration of the established periods of current storage for depositing in the archive. Monitors the condition labor discipline in departments of the organization and compliance by employees with internal rules labor regulations. Prepares prescribed reports.

Must know: legislative and regulatory legal acts, teaching materials on maintaining documentation for personnel accounting and movement; labor legislation; structure and staff of the enterprise; procedure for registration, maintenance and storage work records and personal files of enterprise employees; the procedure for establishing the names of workers' professions and employee positions, general and continuous work experience, benefits, compensation, and registration of pensions for employees; the procedure for recording the movement of personnel and drawing up established reporting; the procedure for maintaining a data bank about the personnel of the enterprise; basics of office work; facilities computer technology, communications and communications; basics labor legislation; rules and regulations of labor protection.

Qualification requirements. Average professional education without requirements for work experience or initial vocational education, special training according to the established program and work experience in the profile of at least 3 years, including this enterprise at least 1 year.

Unified qualification directory for positions of managers, specialists and other employees (UN), 2019
Qualification directory for positions of managers, specialists and other employees
Sections « Industry-wide qualification characteristics positions of workers employed at enterprises, institutions and organizations" And " Qualification characteristics of positions of employees employed in research institutions, design, technological, design and survey organizations", approved by Resolution of the Ministry of Labor of the Russian Federation dated August 21, 1998 N 37
(edited on May 15, 2013)

HR inspector

Job responsibilities. Keeps records of the personnel of the enterprise and its divisions in accordance with unified forms of primary accounting documentation. Prepares the hiring, transfer and dismissal of employees in accordance with labor legislation, regulations and orders of the head of the enterprise, as well as other established personnel documentation. Forms and maintains personal files of employees, makes changes to them related to work activities. Prepares the necessary materials for qualification, certification, competition commissions and the presentation of employees for incentives and awards. Fills out, records and stores work books, calculates length of service, issues certificates of current and past work activities of employees. Makes entries in work books about incentives and awards for employees. Enters information about the quantitative, qualitative composition of workers and their movement into the data bank about the enterprise’s personnel, monitors its timely updating and replenishment. Keeps records of the provision of vacations to employees, monitors the preparation and compliance with regular vacation schedules. Prepares pension insurance cards and other documents necessary for assigning pensions to enterprise employees and their families, establishing benefits and compensation. Studies the causes of staff turnover and participates in the development of measures to reduce it. Prepares documents upon expiration of the established periods of current storage for depositing in the archive. Monitors the state of labor discipline in the organization’s divisions and employees’ compliance with internal labor regulations. Prepares prescribed reports.

Must know: legislative and regulatory legal acts, methodological materials on maintaining documentation for accounting and personnel movement; labor legislation; structure and staff of the enterprise; the procedure for registration, maintenance and storage of work books and personal files of enterprise employees; the procedure for establishing the names of workers' professions and employee positions, general and continuous work experience, benefits, compensation, and registration of pensions for employees; the procedure for recording the movement of personnel and drawing up established reporting; the procedure for maintaining a data bank about the personnel of the enterprise; basics of office work; means of computer technology, communications and communications; basics of labor legislation; rules and regulations of labor protection.

Qualification requirements. Secondary vocational education without requirements for work experience or primary vocational education, special training according to an established program and work experience in the profile of at least 3 years, including at least 1 year in the given enterprise.

Can a HR specialist with three years of work experience be awarded a qualification? What documents are needed for this?

Apparently, the issue is connected not simply with the assignment of qualifications, but with the possibility of increasing wages in connection with the assignment of qualifications.

According to Part 5 of Art. 144 Labor Code Russian Federation(hereinafter referred to as the Labor Code of the Russian Federation) remuneration systems for government and municipal institutions are established taking into account the unified tariff and qualification directory of works and professions of workers, the unified qualification directory of positions of managers, specialists and employees, or professional standards, as well as taking into account state guarantees for wages, recommendations of the Russian Tripartite Commission for the Regulation of Social and Labor Relations (Part 3 of Article 135 of the Labor Code of the Russian Federation) and the opinions of the relevant trade unions (trade union associations) and associations of employers.

The professional standard for HR specialists has not yet been developed (it was not possible to find a draft). Therefore, before its introduction, to determine the required amount of knowledge and skills of a human resources specialist, his experience, as well as for the purpose of drawing up job descriptions or conducting certification, the employer can rely on Qualification Handbook positions of managers, specialists and other employees, approved. Resolution of the Ministry of Labor of Russia dated August 21, 1998 No. 37 (as amended on February 12, 2014; hereinafter referred to as the Qualification Directory). However, in this document the position we are interested in is not categorized, and there is only one requirement for a personnel specialist: higher professional education without any requirements for work experience.

At the same time, the Qualification Directory establishes three levels of training engineer qualifications:

• category I personnel training engineer: higher professional (technical or engineering-economic) education and work experience as a category II personnel training engineer for at least three years;
• personnel training engineer category II: higher professional (technical or engineering-economic) education and work experience as a personnel training engineer or other engineering positions filled by specialists with higher professional education for at least three years;
• personnel training engineer: higher professional (technical or engineering-economic) education without requirements for work experience or secondary vocational (technical or engineering-economic) education and work experience as a category I technician for at least three years or other positions filled by specialists with secondary vocational education of at least five years.

Similar qualification requirements are established by the Qualification Handbook for the position of labor economist.

If we reason by analogy, a HR specialist with three years of work experience can be assigned category II.

Note that municipal autonomous institutions has the right to develop and apply its own tariff rates (salaries).

Arbitrage practice

The court came to the conclusion that in satisfying the claim containing demands to bring the staffing table into compliance with the Unified Tariff Schedule approved by the authority local government, the establishment of a salary in the amount according to the Unified Tariff Schedule, taking into account the tariff coefficient, the accrual of bonuses was rightfully refused, since the defendant, being a municipal autonomous institution, has the right to develop and apply its own tariff rates (salaries).
Determination of the Irkutsk Regional Courtdated 04/03/2012 in case No. 33-2938/12

For government and budget organizations By Order of the Ministry of Health and Social Development of Russia dated May 29, 2008 No. 247n (as amended on December 11, 2008; hereinafter referred to as Order No. 247n), professional qualification groups were approved industry-wide positions managers, specialists and employees, including HR specialists. The criteria for classifying blue-collar professions and white-collar positions into professional qualification groups were approved by Order No. 525 of the Ministry of Health and Social Development of Russia dated August 6, 2007 (hereinafter referred to as Order No. 525).

After the entry into force of the Decree of the Government of the Russian Federation dated 05.08.2008 No. 583 “On the introduction of new systems of remuneration for employees of federal budgetary, autonomous and government institutions and federal government agencies, as well as civilian personnel of military units, institutions and divisions of federal executive authorities, in which the law provides for military and equivalent service, whose remuneration is currently carried out on the basis of the Unified tariff schedule for remuneration of federal employees government agencies"(as amended on January 14, 2014) departments, guided by Orders No. 247n and No. 525, issue orders to introduce new system remuneration of workers, which provides professional qualification groups of industry-wide occupations of workers and positions of managers, specialists and employees, indicating positions and recommended salaries (official salaries).

Thus, by order of one of the departments the following positions were established for personnel service employees:

• in the group of general industry positions of level II employees - position Leading HR Inspector IV qualification level;
• in the group of general industry positions of level III employees:

Job title HR specialistCategory I III qualification level;

Job title leading HR specialist IV qualification level;

Job title chief HR specialist V qualification level.

According to paragraph 2 of Order No. 525, the professions of workers and/or positions of employees included in one professional qualification group can be structured according to the qualification levels of this professional qualification group depending on the complexity of the work performed and the level qualification training necessary to work in the profession of a worker or to occupy a position as an employee.

The same profession of a worker or position of an employee can be assigned to different qualification levels depending on the complexity of the work performed, as well as taking into account additional qualification indicators confirmed by a certificate, qualification category, work experience and other documents and information.

Organizations not related to the public sector have the right to independently resolve issues related to wages and, accordingly, to determining the level of qualifications of employees and assigning different categories to one position.

According to paragraph 6 of clause 5 of the Procedure for applying the unified qualification directory for positions of managers, specialists and employees, approved. By Decree of the Ministry of Labor of Russia dated 02/09/2004 No. 9 (as amended on 10/25/2010), qualification characteristics serve as the basis for the development of job descriptions containing a specific list job responsibilities workers, taking into account the peculiarities of the organization of production, labor and management, their rights and responsibilities.

Thus, the employer must approve job descriptions for employees who have different categories for the same position. Taking the Qualification Handbook as a basis, the employer must provide job descriptions exactly those functions that are required for employees occupying specific positions, exactly the knowledge that employees need to perform the duties of these positions, taking into account the assigned category.

To assign an employee a certain category, you need to carry out certification. In this case, the employer must determine the employees whose qualifications need to be assessed, the list of knowledge, skills, abilities and work experience necessary to perform a certain labor function and to be assessed, formulate questions that employees will have to answer during the certification.

To carry out certification must be approved by local normative act , which is adopted with mandatory consideration of the opinion of the representative body of workers (Part 2 of Article 81 of the Labor Code of the Russian Federation), for example, the Regulations on Certification. This document establishes the procedure, conditions, terms and frequency of certification, categories of certified workers, methods and methods of verification, evaluation criteria, options for decisions made based on the results of certification.

In addition, a certification commission must be created, a certification schedule must be approved, and employees must be warned about the certification at least a month in advance.

To develop regulations on certification, the employer can use, for example, the Regulations on the certification of state civil servants of the Russian Federation, approved. By Decree of the President of the Russian Federation dated February 1, 2005 No. 110 (as amended on March 19, 2014).

The employee must provide documents confirming the presence required level education and work experience, and the immediate supervisor of this employee- characteristics of it. These documents will allow certification commission make an informed decision.

Finally, the employer must make appropriate changes to staffing table, providing for different wages for different categories.

Qualification directory for positions of managers, specialists and other employees
(approved by Resolution of the Ministry of Labor of the Russian Federation dated August 21, 1998 N 37)

HR inspector

Job responsibilities. Keeps records of the personnel of the enterprise and its divisions in accordance with unified forms of primary accounting documentation. Prepares the hiring, transfer and dismissal of employees in accordance with labor legislation, regulations and orders of the head of the enterprise, as well as other established personnel documentation. Forms and maintains personal files of employees, makes changes to them related to work activities. Prepares the necessary materials for qualification, certification, competition commissions and the presentation of employees for incentives and awards. Fills out, records and stores work books, calculates length of service, issues certificates of current and past work activities of employees. Makes entries in work books about incentives and awards for employees. Enters information about the quantitative, qualitative composition of workers and their movement into the data bank about the enterprise’s personnel, monitors its timely updating and replenishment. Keeps records of the provision of vacations to employees, monitors the preparation and compliance with regular vacation schedules. Prepares pension insurance cards and other documents necessary for assigning pensions to enterprise employees and their families, establishing benefits and compensation. Studies the causes of staff turnover and participates in the development of measures to reduce it. Prepares documents upon expiration of the established periods of current storage for depositing in the archive. Monitors the state of labor discipline in the organization’s divisions and employees’ compliance with internal labor regulations. Prepares prescribed reports.

Must know: legislative and regulatory legal acts, methodological materials on maintaining documentation for accounting and personnel movement; labor legislation; structure and staff of the enterprise; the procedure for registration, maintenance and storage of work books and personal files of enterprise employees; the procedure for establishing the names of workers' professions and employee positions, general and continuous work experience, benefits, compensation, and registration of pensions for employees; the procedure for recording the movement of personnel and drawing up established reporting; the procedure for maintaining a data bank about the personnel of the enterprise; basics of office work; means of computer technology, communications and communications; basics of labor legislation; rules and regulations of labor protection.

Qualification requirements. Secondary vocational education without requirements for work experience or primary vocational education, special training according to an established program and work experience in the profile of at least 3 years, including at least 1 year in the given enterprise.

Qualification directory for positions of managers, specialists and other employees
Approved by Resolution of the Ministry of Labor of the Russian Federation of August 21, 1998 N 37
(as amended:
Resolutions of the Ministry of Labor of the Russian Federation dated January 21, 2000 N 7, dated August 4, 2000 N 57, dated April 20, 2001 N 35, dated May 31, 2002 N 38, dated June 20, 2002 N 44, dated July 28, 2003 N 59, dated November 12, 2003 N 75,
Orders of the Ministry of Health and Social Development of the Russian Federation dated July 25, 2005 N 461, dated November 7, 2006 N 749, dated September 17, 2007 N 605, dated April 29, 2008 N 200)

Section I. Industry-wide qualification characteristics of positions of workers employed in enterprises, institutions and organizations

2. Specialist positions

HR inspector

Job responsibilities. Keeps records of the personnel of the enterprise and its divisions in accordance with unified forms of primary accounting documentation. Prepares the hiring, transfer and dismissal of employees in accordance with labor legislation, regulations and orders of the head of the enterprise, as well as other established personnel documentation. Forms and maintains personal files of employees, makes changes to them related to work activities. Prepares the necessary materials for qualification, certification, competition commissions and the presentation of employees for incentives and awards. Fills out, records and stores work books, calculates length of service, issues certificates of current and past work activities of employees. Makes entries in work books about incentives and awards for employees. Enters information about the quantitative, qualitative composition of workers and their movement into the data bank about the enterprise’s personnel, monitors its timely updating and replenishment. Keeps records of the provision of vacations to employees, monitors the preparation and compliance with regular vacation schedules. Prepares pension insurance cards and other documents necessary for assigning pensions to enterprise employees and their families, establishing benefits and compensation. Studies the causes of staff turnover and participates in the development of measures to reduce it. Prepares documents upon expiration of the established periods of current storage for depositing in the archive. Monitors the state of labor discipline in the organization’s divisions and employees’ compliance with internal labor regulations. Prepares prescribed reports.

Must know: legislative and regulatory legal acts, methodological materials on maintaining documentation for accounting and personnel movement; labor legislation; structure and staff of the enterprise; the procedure for registration, maintenance and storage of work books and personal files of enterprise employees; the procedure for establishing the names of workers' professions and employee positions, general and continuous work experience, benefits, compensation, and registration of pensions for employees; the procedure for recording the movement of personnel and drawing up established reporting; the procedure for maintaining a data bank about the personnel of the enterprise; basics of office work; means of computer technology, communications and communications; basics of labor legislation; rules and regulations of labor protection.

Qualification requirements. Secondary vocational education without requirements for work experience or primary vocational education, special training according to an established program and work experience in the profile of at least 3 years, including at least 1 year in the given enterprise.