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Qualified reference book. Qualification directory for positions

The qualification directory of positions for managers, specialists and other employees is a regulatory document developed by the Institute of Labor and approved by Resolution of the Ministry of Labor of Russia dated August 21, 1998 N 37. The qualification directory is recommended for use in enterprises, institutions and organizations of various sectors of the economy, regardless of the form of ownership and organizational - legal forms in order to ensure the correct selection, placement and use of personnel.

The new Qualification Handbook is designed to ensure a rational division of labor, create an effective mechanism for delineating functions, powers and responsibilities based on clear regulation of the labor activities of employees in modern conditions. The directory contains new qualification characteristics of employee positions related to the development of market relations. All previously existing qualification characteristics have been revised, significant changes and additions have been made to them in connection with the transformations being carried out in the country and taking into account the practice of applying these characteristics.

In the qualification characteristics, the standards for regulating the labor of workers were unified to ensure a unified approach to the selection of personnel with appropriate qualifications and compliance with uniform principles for the tariffing of work based on its complexity. All qualification characteristics have been revised taking into account the latest legislation and regulations Russian Federation.

Profound socio-economic transformations Russian society in the context of transition to market economy require fundamental changes in the regulation of labor relations, labor organization and regulation of the labor activities of workers.

Change technological method production based on widespread implementation computer equipment and informatization, the increasing role of science and scientific - technical progress as a factor of economic growth, strengthening social orientation production activities, the implementation of privatization, the development of entrepreneurship, including medium and small businesses, determined the evolution of property relations and types of management in the direction of the diversity and plurality of their forms, the relationship between the employer and employee, activation of their participation in share capital and management, development of collective bargaining relations.

Program of social reforms in the Russian Federation for the period 1996 - 2000<*>in the field of labor and labor relations, the main tasks are to create economic and social conditions for a significant increase in labor productivity, labor activity, development of entrepreneurship and business initiative, as well as the introduction of reliable mechanisms for compliance by enterprises, institutions and organizations of all forms of ownership with legal guarantees provided to employees hired labor. The solution to these problems can be achieved through qualitative improvement of systems and methods of leadership and personnel management, the fullest use of the professional and creative potential of employees, rational organization their work and increasing its efficiency, as well as competence, discipline, and exactingness. At the same time, in order to overcome crisis phenomena, the formation and effective functioning of the market mechanism, maximum mobilization of economic growth reserves, activation of organizational, economic and social psychological factors, compliance with the principles of correct selection, placement and use of personnel based on the establishment and compliance qualification requirements to them, a clear distribution of responsibilities of employees, increasing the level of their professionalism and the responsibility of each for the assigned work.

<*>Collection of Legislation of the Russian Federation, 1997, No. 10, Art. 1173.

This Qualification Directory for the positions of managers, specialists and other employees (technical performers) is designed to ensure a rational division of labor, create an effective mechanism for delineating functions, powers and responsibilities, and clear regulation of the labor activities of employees in modern conditions of development of market relations. Being a normative document, the Qualification Directory ensures continuity with the previously valid one.

The qualification characteristics of employee positions used so far were mainly developed and approved ten or more years ago. They reflected the organizational, technical and economic conditions, and consequently, the level of professional qualifications, as well as job division and organization of labor. The task of the developers of the Handbook was not only to create it at a qualitatively new level, to eliminate the shortcomings and gaps identified during the application process, but also to supplement it with the characteristics of positions that appeared in the new economic conditions.

The enormous changes that have taken place over the last decade in economic, social and organizational-technical relations, as well as in the practice of applying current standards of labor organization, what are the qualification characteristics of employee positions, have necessitated their revision and further improvement taking into account the new stage of development of society, new requirements for employees, their knowledge and qualifications.

This Handbook has been supplemented with new qualification characteristics of positions of employees whose functions are related to the formation and development of market economic relations. These include, for example, the qualification characteristics of the positions of auditor, auctioneer, broker, dealer, manager, appraiser, marketing specialist, etc. New characteristics reflect modern requirements, meet the objectives of the reforms ongoing in the country.

The characteristics of the manager's position require special attention. In countries with highly developed market economies, managers are professional managers with special education, often obtained in addition to engineering, legal, and economics. Managers carry out qualified management of the activities of the enterprise (top level), its structural divisions (middle level) or ensure the implementation of certain activities in the field of business (lower level).

Top and middle level managers in relation to the current job structure can be considered all heads of directors of enterprises, institutions and organizations and other line managers - heads of workshops and other structural divisions, as well as functional departments.

As for lower-level managers, in conditions of development commercial activities, small and medium-sized businesses, there was a need to determine their place and functional role as organizers of this activity, ensuring its compliance with the conditions external environment(economic, legal, technological and other requirements).

Managers of the relevant profile carry out the following main functions: marketing, personnel management, financial technical support, advertising - information service and etc.

Since the difference between management levels lies in the scale, limits of authority, responsibility, and the degree of detail of the functions performed, the Directory provides job characteristics of a manager (low-level without functional specialization), as well as a personnel manager and an advertising manager. It is these functional areas of activity that especially need workers of the appropriate skill level, and a clear definition of their role and place in existing management structures. If necessary, based on the basic job characteristics of a manager, qualification characteristics or job descriptions can be developed for managers of other specific titles, provided that the functional focus and content of their activities correspond to the manager’s position.

At the same time, there was an objective need to review the current qualification characteristics of traditional positions, introducing significant changes and additions to them in connection with the transformations that have taken place, as well as taking into account the practice of applying these characteristics. In all qualification characteristics, both new and revised, labor functions are regulated various categories employees in order to ensure a unified approach to the selection of personnel with appropriate qualifications and compliance with uniform principles for charging work based on their complexity. The qualification characteristics of employee positions included in the Directory have been revised taking into account the Constitution of the Russian Federation, the latest legislative and regulatory legal acts.

Each qualification characteristic is a normative document that regulates the content of the functions performed by employees, helping to ensure optimal technology of work, rational division of labor, high organization, discipline and order at each workplace, as well as improving the personnel management system. As regulatory framework qualification characteristics of employee positions are intended for use in enterprises, institutions and organizations various forms property, organizational and legal forms and sectors of the economy, regardless of their departmental subordination. Based on qualification characteristics, job descriptions are developed for specific employees.

This Handbook includes the qualification characteristics of mass positions that are common to all sectors of the economy and are most widely used in practice. Qualification characteristics positions specific to individual industries are developed by ministries (departments) and approved in the prescribed manner.

Application of the Qualification Directory in modern organizational - technical conditions will contribute to further improvement of labor organization for all categories of employees.

The qualification reference book for positions of managers, specialists and other employees is approved by the Resolution of the Ministry of Labor and social development Russian Federation dated August 21, 1998 N 37.

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

<*>Hereinafter, “enterprise” refers to commercial organizations created in the form business partnerships and societies, including open and closed joint stock companies, joint-stock companies of workers (national enterprises), production cooperatives, state and municipal unitary enterprises.

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 job titles.

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 titles of the positions of employees whose qualification characteristics are included in the Directory are established in accordance with All-Russian classifier professions of workers, positions of employees and tariff categories OK-016-94 (OKPDTR), put into effect on January 1, 1996.

3. The qualification directory contains two sections. The first section provides qualification characteristics industry-wide positions 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 scientific 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, 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 workers.

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

5. The qualification characteristics of each position have three sections.

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

The “Must Know” section contains the basic requirements for the employee in relation to special knowledge, as well as knowledge of legislative and regulatory acts, regulations, instructions and other guidance materials, methods and means that the employee must use when performing job duties.

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

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

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

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

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

The use of the job title “senior” is possible provided that the employee, in addition to performing the duties prescribed by the position held, supervises the performers subordinate to him. The position of “senior” can be established as an exception and in the absence of performers directly subordinate to the employee, if he is entrusted with the functions of managing an independent area of work. For specialist positions for which qualification categories are provided, the job title “senior” is not used. In these cases, the functions of managing subordinate performers are assigned to specialist I 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. Compliance of actually performed duties and qualifications of employees with the requirements job characteristics determined 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 raises problems of labor protection and environment among the urgent social tasks, the solution of which is directly related to the compliance by managers and each employee of an 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 relevant qualification characteristics of the position, are provided mandatory compliance at each workplace there are labor protection requirements, and the job responsibilities of managers are to ensure healthy and safe working conditions for subordinates, 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 standards occupational safety,

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The new Qualification Handbook is designed to ensure a rational division of labor, create an effective mechanism for delineating functions, powers and responsibilities based on clear regulation of the work activities of workers in modern conditions. The directory contains new qualification characteristics of employee positions related to the development of market relations. All previously existing qualification characteristics have been revised; significant changes have been made to them in connection with the transformations being carried out in the country and taking into account the practice of applying the characteristics.

In the qualification characteristics, the standards for regulating the labor of workers were unified to ensure a unified approach to the selection of personnel with appropriate qualifications and compliance with uniform principles for the tariffing of work based on its complexity. The Qualification Characteristics take into account the latest legislative and regulatory legal acts of the Russian Federation.

Deep socio-economic transformations of Russian society in the context of the transition to a market economy require fundamental changes in the regulation of labor relations, labor organization and regulation of workers' work activities.

A change in the technological method of production based on the widespread introduction of computer technology and information, the increasing role of science and scientific and technological progress as a factor of economic growth, the strengthening of the social orientation of production activities, the implementation of privatization, the development of entrepreneurship, including medium and small businesses, determined the evolution of property relations and types of management in the direction of the diversity and plurality of their forms, the relationship between the employer and the employee, the intensification of their participation in share capital and management, the development of collective bargaining relations.

The program of social reforms in the Russian Federation provides for the creation of economic and social conditions for a significant increase in labor productivity, labor activity, development of entrepreneurship and business initiative, as well as the introduction of reliable compliance mechanisms by enterprises, institutions and organizations of all forms in the sphere of labor and labor relations as the main tasks ownership of legal guarantees provided to employees. The solution to these problems can be achieved through qualitative improvement of systems and methods of leadership and personnel management, the fullest use of the professional and creative potential of workers, the rational organization of their work and increasing its efficiency, as well as competence, discipline, and exactingness. At the same time, in order to overcome crisis phenomena, the formation and effective functioning of the market mechanism, maximum mobilization of reserves of economic growth is required, the activation of organizational, economic and socio-psychological factors, compliance with the principles of correct selection, placement and use of personnel based on the establishment and compliance with qualification requirements for them , a clear distribution of responsibilities of employees, increasing the level of their professionalism and the responsibility of each for the assigned work.

The qualification characteristics of employee positions used so far were mainly developed and approved ten or more years ago. They reflected the organizational, technical and economic conditions that had developed by that time, and, consequently, the level of professional qualifications, as well as the official division and organization of labor. The task of the developers of the Handbook was not only to create it at a qualitatively new level, to eliminate the shortcomings and gaps identified during the application process, but also to supplement it with the characteristics of positions that appeared in the new economic conditions.

This Handbook has been supplemented with new qualification characteristics of positions of employees whose functions are related to the formation and development of market economic relations. These, for example, include the qualification characteristics of the positions of auditor, auctioneer, broker, dealer, manager, appraiser, marketing specialist, etc. New characteristics reflect modern requirements and meet the objectives of the reforms being carried out in the country.

The characteristics of the manager's position require special attention. In countries with highly developed market economies, managers are professional managers with special education, often obtained in addition to engineering, legal, and economics. Managers carry out qualified management of the activities of the enterprise (top echelon), its structural divisions (middle echelon) or ensure the implementation of certain activities and areas of business (lower echelon).

Top and middle level managers in relation to the current job structure can be considered all managers - directors of enterprises, institutions and organizations and other line managers - heads of workshops and other structural divisions, as well as functional departments.

As for lower-level managers, in the context of the development of commercial activities and small and medium-sized businesses, a need arose to determine their place and functional role as organizers of this activity, ensuring its compliance with the conditions of the external environment (economic, legal, technological and other requirements).

In the conditions of transition to a market economy, the role of workers involved in appraisal activities at facilities owned by the Russian Federation, constituent entities of the Russian Federation or municipalities. Establishing the value of valuation objects is necessary during their privatization, carrying out accounting, commercial use, which requires the determination of balance sheet, rental, liquidation, insurance, borrowed and other types of value depending on the specific needs and goals. In this regard, the Handbook includes the basic qualification characteristics of the position of an appraiser. Taking into account the demands of life, this edition of the Directory is supplemented by the qualification characteristics of the position of intellectual property appraiser approved by the Ministry of Labor of Russia.

At the same time, there was an objective need to review the current qualification characteristics of traditional positions, introducing significant changes and additions to them in connection with the transformations that have taken place, as well as taking into account the practice of applying these characteristics. In all qualification characteristics, both new and revised, the labor functions of various categories of employees are regulated in order to ensure a unified approach to the selection of personnel with appropriate qualifications and compliance with uniform principles for the pricing of work based on their complexity. When selecting personnel and determining requirements for the level of qualifications of workers, changes made by federal legislation. Thus, for positions whose qualification characteristics require the presence of higher education, you must be guided by No. 125-FZ of August 22, 1996 “On Higher and Postgraduate Professional Education” (Collected Legislation of the Russian Federation, 1996, No. 35, Art. 4135). In accordance with this, higher professional education has three levels: bachelor, diploma, master.

When hiring and conducting certification, one should proceed from the fact that the qualification (degree) “bachelor” is assigned to a graduate of a higher education institution. educational institution after 4 years of mastering the basic educational programs higher vocational education; qualification "certified specialist" - after 5 years of mastering the basic educational programs of higher professional education; The qualification (degree) “master” is awarded after 6 years of mastering the basic educational programs of higher professional education.

The qualification characteristics of employee positions included in the Directory have been revised taking into account the Russian Federation, as well as those adopted for last years legislative and regulatory legal acts.

Each qualification characteristic is a normative document that defines the employee’s labor function and regulates its content, helping to ensure optimal technology for the work performed, rational division of labor, high organization, discipline and order at each workplace, as well as improving the personnel management system. As a regulatory framework, the qualification characteristics of employee positions are intended for use in enterprises, institutions and organizations of various forms of ownership, organizational and legal forms and sectors of the economy, regardless of their departmental subordination.

Based on the qualification characteristics, job descriptions are developed for specific employees, during the preparation of which the responsibilities provided for in the characteristics are specified, taking into account the peculiarities of the organization of production, labor and management, and execution technology labor processes. At the same time, it is important that both in the qualification characteristics and in the job descriptions of the personnel management service, labor organization and wages, training and advanced training of personnel ensured exact correspondence of the names of positions, professions of workers, positions of employees and tariff categories.

This Handbook includes the qualification characteristics of mass positions that are common to all sectors of the economy and are most widely used in practice. Qualification characteristics of positions specific to individual industries are developed by ministries (departments) and approved in the prescribed manner.

A new stage in the development and improvement of all legal framework labor relations was the adoption and entry into force of the Russian Federation on February 1, 2002, which legislated the rights and obligations of both employees and employers. The Labor Code pays much attention to the issues of labor regulation of workers, which means the establishment and strict observance certain rules, regulations and standards in accordance with which the labor activities of personnel are carried out.

Labor regulation of workers and its components - the names of professions and positions determined by the job function performed, as well as qualification characteristics and qualification reference books - are in close connection with the most important areas legal regulation labor - labor relations, employment contracts and wages. Yes, in the Code labor Relations defined as a relationship based on an agreement between an employee and an employer about personal performance by the employee for pay labor function(work in a certain specialty, qualification or position), the employee’s subordination to internal rules labor regulations when the employer provides working conditions provided for by labor legislation, collective agreements, agreements, and employment contracts.

The Labor Code establishes that one of the essential, i.e. mandatory conditions The employment contract concluded between the employer and the employee is the name of the position, specialty, profession indicating qualifications in accordance with the staffing table of the organization or a specific labor function. If in accordance with federal laws Since the performance of work in certain positions, specialties and professions is associated with the provision of benefits or the presence of restrictions, then the names of these positions, specialties or professions and the qualification requirements for them must correspond to the names and requirements specified in the qualification reference books approved by the Government of the Russian Federation.

Thus, when determining the content of an employment contract, it establishes the following three important conditions: firstly, in the contract the names of positions, specialties, professions must be indicated in accordance with the labor function that characterizes them, stipulated by agreement of the parties; secondly, the names of positions, specialties or professions, if by federal laws the performance of work on them is associated with the provision of benefits or the presence of restrictions, must correspond to their names and requirements specified in the qualification directories; and thirdly, these qualification reference books must be approved in the manner established by the Government of the Russian Federation. The plan for the preparation of draft regulatory legal acts of the Government of the Russian Federation necessary for implementation (Order of the Government of the Russian Federation dated April 17, 2002 N 516-r, paragraph 6), in particular, provides for the establishment of a procedure for approving the Unified Qualification Directory of positions of managers, specialists and employees ( Collection of Legislation of the Russian Federation, 2002, No. 16, Article 1596).

The correct application, in accordance with the qualification directories, of the names of positions, specialties and professions determined by the labor function, ensures that employees entitled to various benefits, guarantees and compensation established by law receive them in the form of: additional leave and shortened working hours for work during harmful conditions labor; preferential pension provision; free provision of special clothing, special shoes and other equipment to them personal protection and etc.

Labor Code The Russian Federation (), along with the instruction on the use of the Unified Tariff and Qualification Directory of Work and Professions of Workers (UTKS) for tariffication, also provides for the use of the Unified Qualification Directory of Positions of Managers, Specialists and Employees (hereinafter referred to as EKSDS). And if the ETKS of workers has been used in practice for many years when calculating work and assigning tariff categories, i.e. considerable experience in its application has been accumulated, then the Unified qualification directory regulating the labor activities of managers, specialists and other employees is currently absent.

As practice shows, there is now a need, taking into account the accumulated experience and new labor legislation to revise the current industry tariff and qualification characteristics and qualification reference books for employees, especially those adopted many years ago, to create a Unified Qualification Directory of employee positions similar to the ETKS of workers. The General Agreement between all-Russian associations of trade unions, all-Russian associations of employers and the Government of the Russian Federation for 2002 - 2004, in particular, provides for the development of a national system professional standards, as well as prepare proposals with appropriate justifications for giving this Qualification Directory a status mandatory for use in organizations regardless of their legal form and form of ownership (Bulletin of the Ministry of Labor of Russia, 2002, No. 2, p. 80).

When developing a Unified Qualification Directory for positions of managers, specialists and other employees, it is important to ensure a clear and reasonable establishment general principles pricing of all work performed, primarily in terms of complexity, taking into account the specifics of managerial work and grouping of these works, based on their functional purpose in the management system. Taking into account the peculiarities of the organization of work of employees, determined by the nature and content of the labor functions they perform, the Qualification Handbook must provide a description of the work and determine the requirements for knowledge (education), skills and the necessary experience (experience) for employees who will occupy the relevant positions.

The preparation of the Unified Qualification Directory of positions for managers, specialists and other employees should be based on the accepted division of them into three categories: managers (carry out general and functional management, accept management decisions and organize their implementation, coordinate the activities of structural units and performers, etc.), specialists (engaged in solving engineering, technical, design, economic, information, planning, supply and other tasks) and technical performers (perform accounting, copying and duplicating work, conduct primary processing and transmission of information, carry out timekeeping, etc.).

The development of a Unified Qualification Directory for positions of managers, specialists and other employees can be facilitated by research work carried out by the Institute of Labor of the Ministry of Labor of Russia, as well as within the framework of its cooperation with scientific organizations of the CIS countries.

Currently, the main industry-wide regulatory document, the use of which creates the possibility of establishing unity in determining the job responsibilities of employees and qualification requirements for them, is the published Qualification Directory of Positions of Managers, Specialists and Other Employees, developed by the Institute of Labor and approved by a resolution of the Ministry of Labor of Russia dated August 21, 1998 . N 37, with amendments made to it. Along with this Qualification Handbook for Workers budgetary sphere, which covers 15 million people, or every fourth employed worker in the country, industry tariff and qualification characteristics (requirements) are applied. To such regulations, which determine job responsibilities and other requirements for employees, include tariff and qualification characteristics for positions of employees of educational institutions, health care workers, workers of science and scientific services, etc. In a number of sectors of the economy, there are qualification reference books for managers and specialists. An example of such a directory would be

All-Russian classifier of workers' professions, employee positions and tariff categories 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.

In the process of organizational, technical and economic development, mastering modern management technologies, introducing the latest technical means, taking measures to improve organization and increase labor efficiency, it is possible to expand the range of responsibilities of employees in comparison with those established by the corresponding characteristics. In these cases, without changing the job title, the employee may be entrusted with the performance of duties provided for by the characteristics of other positions that are similar in content of work, equal in complexity, the implementation of which does not require another specialty and qualifications.

For many workers personnel service the qualification directory for positions has become 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).

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Status and order practical use Tariff and qualification reference books are determined by Article 143 of the Labor Code of the Russian Federation. Thus, according to Part 8 of Article 143 of the Labor Code of the Russian Federation, when grading work and assigning tariff categories to employees, the following are applied:

a unified tariff and qualification directory of works and professions of workers;
unified tariff qualification directory for positions of managers, specialists and employees;
professional standards.

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There are even separate regulations, describing in detail 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 individual documents arose due to significant differences in the specifics of 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. About tariffication different types works, read the article “How to install ": 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 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 ETKS is applied in mandatory all government 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 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 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 - more convenient and modern system qualification assessments. 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 in work book Write down the employee’s position 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 Federal service on 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, Pension Fund may deny an employee the right to early retirement...

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Unified qualification directory of positions as a predecessor of professional standards

From the system of professional standards, in connection with which additional norms appeared in the Labor Code of the Russian Federation (Articles 195.1-195.3 of the Labor Code of the Russian Federation), the unified qualification reference book for the positions of managers, employees and specialists differs not only in format. Professional standards contain clearer and more structured information about the labor functions performed by employees and are fully consistent with the spirit of the times.

Previously, a specialist who received a specialized education could work all his life on the same equipment, using familiar technologies and knowledge that he received at a university or technical school. But modern technologies are rapidly developing, dramatically changing the content of work and the qualification characteristics of the position. We have to radically revise existing norms and introduce new standards. As ETKS and EKS (unified tariff and qualification reference book for positions of managers, specialists and employees) gradually lose relevance, employers are increasingly turning to professional standards for:

personnel selection;
training, retraining, certification and career planning of employees;
drawing up job descriptions and staffing schedules;
formation personnel policy and the tariff schedule for the 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 job title in staffing table, employment contract, employment 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're talking about, 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 working group or a 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;
familiarizing 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 small organization, and there are departments in which one person works. If an employee is a manager, should there be subordinates in the department?

Formally, the Labor Code does not prohibit an employer from creating structural units, which consist of only one employee, in particular the head of the 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...

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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 allotted for familiarization with regulatory documentation and development of a schedule.

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

To change the job title, make additions to 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.