Municipal educational institution lyceum "RITM"

“I APPROVE” “I APPROVE”

Chairman of the PC Director of the Lyceum "RITM"

_____________ _________________

“ ___ “ ____________ 20__ “ ___ “ _____________ 20__

HR SPECIALIST JOB INSTRUCTIONS

I. GENERAL PROVISIONS

1.1. The personnel specialist belongs to the category of specialists, is hired and dismissed from work by order of the director of the lyceum.

1.2. A person with a higher professional education is appointed to the position of a personnel specialist without presenting requirements for work experience.

1.3. The personnel specialist reports to the director of the lyceum.

1.4. In his work, the HR specialist is guided by:

Normative documents on the issues of the work performed;

Methodological materials relating to relevant issues;

the Charter of the enterprise;

Labor regulations;

Orders and orders of the director of the enterprise (immediate supervisor);

1.5. The HR specialist must know:

Internal labor regulations.

II. FUNCTIONS

The Human Resources Specialist is responsible for the following:

2.1. Performance of work on staffing the enterprise with personnel of the required professions, specialties and qualifications.

2.2. Study and analysis of the official and professional qualification structure of the lyceum personnel, other information related to the personnel policy of the school.

2.3. Interaction with representatives of third-party organizations on issues within its competence.

5. HR Specialist reports to (head of the personnel department; head of the structural unit of the personnel department; other official)
6. At the time of absence personnel department specialist(vacation, illness, business trip, etc.) his duties are performed by a person appointed by order of the director of the enterprise, who is responsible for their proper performance.

II. Job Responsibilities personnel department specialist

HR Specialist:

1. Performs work on staffing the enterprise with the required professions, specialties and qualifications.
2. Takes part in the work on the selection, selection, placement of personnel.
3. Conducts research and analysis:

3.1. The position and professional qualification structure of the personnel of the enterprise and its divisions.
3.2. Established documentation on personnel records related to the admission, transfer, labor activity and dismissal of employees.
3.3. The results of attestation of employees and assessment of their business qualities in order to determine the current and future needs for personnel, prepare proposals for filling vacant positions and create a reserve for promotion.

4. Participates in the study of the labor market to determine the sources of meeting the need for personnel, establishing and maintaining direct links with educational institutions, contacts with enterprises of a similar profile.
5. Takes part in the development of long-term and current labor plans.
6. Exercises control over the placement and arrangement of young specialists and young workers in accordance with the specialty and profession received at the educational institution, and the conduct of their internships.
7. Takes part in the work on the adaptation of newly hired employees to production activities.
8. Participates in the preparation of proposals for personnel development, business career planning, training and professional development of personnel, as well as in evaluating the effectiveness of training.
9. Takes part in the organization of work, methodological and informational support of qualification, attestation, competitive commissions, registration of their decisions.
10. Analyzes the state of labor discipline and the implementation by employees of the enterprise of the internal labor schedule, the movement of personnel, participates in the development of measures to reduce turnover and improve labor discipline.
11. Controls:

11.1. Timely registration of the admission, transfer and dismissal of employees.
11.2. Issuance of certificates of their current and past employment.
11.3. Compliance with the rules of storage and filling of work books.
11.4. Preparation of documents for the establishment of benefits and compensations, registration of pensions for employees and other established documentation on personnel.
11.5. Entering relevant information into the data bank on the personnel of the enterprise.

12. Compiles the established reporting.
13. Performs individual official assignments of his immediate supervisor.

III. Rights personnel department specialist

HR Specialist has the right to:

1. Get acquainted with the draft decisions of the management of the enterprise relating to its activities.
2. On issues within its competence, submit proposals for consideration by the management on improving the activities of the enterprise and improving the forms and methods of work; remarks on the activities of the personnel of the enterprise; options for eliminating the shortcomings in the activities of the enterprise.
3. Request personally or on behalf of the management of the enterprise from the heads of departments of the enterprise and specialists information and documents necessary for the performance of his duties.
4. Involve specialists from all (individual) structural divisions in solving the tasks assigned to him (if this is provided for by the regulations on structural divisions, if not, then with the permission of the head of the organization).
5. Require the management of the enterprise to assist in the performance of their duties and rights.

IV. Responsibility personnel department specialist

HR Specialist is responsible:

1. For improper performance or non-performance of their official duties provided for by this job description - to the extent determined by the current labor legislation of the Russian Federation.
2. For offenses committed in the course of carrying out their activities - within the limits determined by the current administrative, criminal and civil legislation of the Russian Federation.
3. For causing material damage - within the limits determined by the current labor and civil legislation of the Russian Federation.

Job description of a specialist in the personnel department developed in accordance with ________________________.

Unified qualification directory of positions of managers, specialists and other employees (CEN), 2019
Qualification directory of positions of managers, specialists and other employees
Sections « Industry-wide qualification characteristics of the positions of employees employed at enterprises, institutions and organizations" and " Qualification characteristics of the positions of employees employed in research institutions, design, technological, design and survey organizations”, approved by the Decree of the Ministry of Labor of the Russian Federation of August 21, 1998 N 37
(version dated 05/15/2013)

HR Specialist

Job responsibilities. Performs work on staffing the enterprise with the required professions, specialties and qualifications. Participates in the selection, selection, placement of personnel. Carries out the study and analysis of the job and professional qualification structure of the personnel of the enterprise and its divisions, the established documentation for personnel records related to the admission, transfer, labor activity and dismissal of employees, the results of attestation of employees and assessment of their business qualities in order to determine the current and future needs for personnel, preparing proposals for filling vacant positions and creating a reserve for promotion. Participates in the study of the labor market to determine the sources of meeting the need for personnel, establishing and maintaining direct links with educational institutions, contacts with enterprises of a similar profile. Informs employees of the enterprise about available vacancies. Participates in the development of long-term and current labor plans. Carries out control over the placement and placement of young specialists and young workers in accordance with the profession and specialty received at the educational institution, conducting their internships, takes part in the work on adapting newly hired workers to production activities. Participates in the preparation of proposals for personnel development, business career planning, training and professional development of personnel, as well as in evaluating the effectiveness of training. Takes part in the organization of work, methodological and informational support of qualification, attestation, competitive commissions, registration of their decisions. Analyzes the state of labor discipline and compliance with the internal labor regulations by the employees of the enterprise, the movement of personnel, participates in the development of measures to reduce turnover and improve labor discipline. Controls the timely registration of the admission, transfer and dismissal of employees, the issuance of certificates of their current and past labor activity, compliance with the rules for storing and filling out work books, preparing documents for establishing benefits and compensation, issuing pensions to employees and other established personnel documentation, as well as making the appropriate information in the data bank on the personnel of the enterprise. Prepares prescribed reports.

Must know: legislative and regulatory legal acts, methodological materials on personnel management; labor legislation; the structure and staff of the enterprise, its profile, specialization and development prospects; the procedure for determining the prospective and current need for personnel; sources of providing the enterprise with personnel; methods for analyzing the professional and qualification structure of personnel; provisions on certification and qualification tests; the procedure for election (appointment) to a position; the procedure for registration, maintenance and storage of documentation related to personnel and their movement; the procedure for the formation and maintenance of a data bank on the personnel of the enterprise; the procedure for compiling reports on personnel; fundamentals of psychology and sociology of labor; fundamentals of economics, organization of labor and management; labor legislation; means of computer technology, communications and communications; labor protection rules and regulations.

Qualification requirements. Higher professional education without presenting requirements for work experience.

This job description was developed in accordance with the provisions of the Labor Code of the Russian Federation, (code A "Documentary support for work with personnel", qualification level - 5), approved by order of the Ministry of Labor and Social Protection of the Russian Federation dated October 6, 2015 No. 691n, and others regulations governing labor relations in the Russian Federation.

From July 1, 2016, organizations will have to apply professional standards if the labor code, other federal laws, other regulatory legal acts establish requirements for the qualifications necessary for an employee to perform a certain labor function (part 1 of article 195.3 of the Labor Code of the Russian Federation as amended from 1 July 2016).

Possible job title:
- HR specialist;
— specialist in documentary support of work with personnel;
— specialist in documentary support of personnel;
- personnel specialist.

Tasks performed:
— maintenance of organizational and administrative documentation on personnel;
- maintaining documentation on accounting and movement of personnel;
– administration of processes and workflow for accounting and movement of personnel, submission of documents on personnel to government bodies.

Education requirements:
Secondary vocational: training program for mid-level specialists, additional vocational training programs for professional retraining, advanced training

Note:
An employee who was previously hired and does not meet the requirements of the professional standard for his position cannot be dismissed. In the event that the level of his education is below the required level, he needs to continue his education or develop an individual training program.

If the name of the employee's position specified in the employment contract does not correspond to the professional standard, the requirements of which apply to him, this is also not a basis for his dismissal. In this case, the employer must transfer him to another position with the appropriate name. And only if the employee refuses such a transfer, the management has the right to dismiss him, reducing his position, in compliance with the established procedure (Article 180 of the Labor Code of the Russian Federation).

In the event that an employee refuses to improve his qualifications or receive additional education, he can be fired based on the results of the certification. This can be done if his consent is not obtained or the employer does not have the opportunity to offer him a vacancy corresponding to his specialty and qualifications (clause 3 of the first article 81 of the Labor Code of the Russian Federation).

If the employee conscientiously fulfills his labor duties, and even more so has passed the certification, the employer has no reason to dismiss him.

APPROVE
General Director of ZAO AAA
_____________ A. A. Ivanov

"___"_______________ 2019

Job description of a HR specialist

1. GENERAL PROVISIONS.
1.1. This job description defines the functional duties, rights and responsibilities of the HR specialist of AAA CJSC (hereinafter referred to as the "Organization").
1.2. The HR specialist is appointed to the position and dismissed from the position in accordance with the procedure established by the current labor legislation by order of the head of the Organization.
1.3. The HR specialist reports directly (to the head of the personnel department, the head of the structural unit that is part of the personnel department; to another official) ________________ of the Organization.
1.4. A person who has a secondary vocational education or additional professional education - professional retraining programs, advanced training programs, without presenting requirements for work experience is appointed to the position of a personnel specialist.
1.5. The HR specialist must know:
— labor legislation of the Russian Federation;
— legislative and regulatory legal acts, methodological materials on personnel management;
— legislation of the Russian Federation on personal data;
— the fundamentals of archival legislation and regulatory legal acts of the Russian Federation, in terms of maintaining documentation on personnel;
- internal labor regulations;
— the structure and staff of the Organization, its profile, specialization and development prospects;
- local regulations of the organization governing the procedure for issuing administrative and organizational documents for personnel;
— basics of document circulation and documentation support;
— technologies, methods and techniques for analyzing and systematizing documents and information;
- procedure for registration, maintenance and storage of personnel documents;
- the procedure for recording the movement of personnel and compiling established reporting;
- the procedure for calculating the length of service, benefits, compensation, registration of pensions for employees;
— rules and norms of labor protection;
- basic foundations of computer science, structural construction of information systems and features of working with them;
— norms of ethics and business communication.
1.6. During the period of temporary absence of a HR specialist, his duties are assigned to _____________________.

2. FUNCTIONAL RESPONSIBILITIES.
The Human Resources Specialist is responsible for the following:
2.1. Maintaining organizational and administrative documentation for personnel.
2.2. Maintaining records and personnel records.
2.3. Administration of processes and workflow for accounting and movement of personnel, submission of documents on personnel to government bodies.
2.4. Analysis of the state of labor discipline and the implementation by the employees of the Organization of the internal labor regulations, the movement of personnel, participates in the development of measures to reduce turnover and improve labor discipline.
2.5. Controls the timely registration of the admission, transfer and dismissal of employees, the issuance of certificates of their current and past labor activity, compliance with the rules for storing and filling out work books, preparing documents for establishing benefits and compensation, issuing pensions to employees and other established personnel documentation, as well as making the appropriate information to the Organization's personnel database.
2.6. Prepares prescribed reports.

3. JOB DUTIES.
To perform the functions assigned to him, the HR specialist must:
3.1. Process and analyze incoming personnel documentation.
3.2. Develop and execute personnel documentation (primary, accounting, planning, social security, organizational, administrative).
3.3. Perform registration, accounting and current storage of organizational and administrative documentation for personnel.
3.4. Prepare draft documents on personnel management procedures, accounting and personnel movement.
3.5. Organize the system of movement of documents for personnel.
3.6. Collect and verify personal documents of employees.
3.7. To prepare and issue, at the request of employees and officials, copies, extracts from personnel documents, certificates, information on seniority, benefits, guarantees, compensations and other information about employees.
3.8. Issue personnel documents to the employee about his labor activity.
3.9. To bring to the attention of the personnel organizational, administrative and personnel documents of the organization.
3.10. Keep records of employees' working hours.
3.11. Perform registration, accounting, operational storage of personnel documents, preparation for their submission to the archive.
3.12. Organize paperwork for accounting and personnel movement.
3.13. Organize the workflow for the submission of documents on personnel to government agencies.
3.14. Organize the registration of the organization in state bodies.
3.15. Prepare, at the request of state bodies, trade unions and other representative bodies of employees, originals, extracts, copies of documents.
3.16. Prepare notifications, reporting and statistical information on personnel.
3.17. Prepare information on the conclusion of an employment or civil law contract for the performance of work (rendering of services) with a citizen who held positions in the state or municipal service, the list of which is established by regulatory legal acts of the Russian Federation.
3.18. Participate in the development of current labor plans.
3.19. Compile prescribed reports.

4. RIGHTS.
The HR specialist has the right to:
4.1. Get acquainted with the draft decisions of the management of the enterprise relating to its activities.
4.2. Submit proposals for improvement of the work related to the responsibilities provided for by this Instruction for consideration by the management.
4.3. Receive from the heads of structural divisions, specialists information and documents on issues within its competence.
4.4. Involve specialists from all structural divisions of the enterprise to solve the duties assigned to it (if it is provided for by the regulations on structural divisions, if not, with the permission of the head of the enterprise).
4.5. Enter into relationships with departments of third-party institutions and organizations to resolve operational issues of production activities that fall within the competence of a personnel specialist.
4.6. Represent the interests of the Organization in third-party organizations on issues related to his professional activities.
4.7. Require the management of the enterprise to assist in the performance of their duties and rights.

5. RESPONSIBILITY.
The Human Resources Specialist is responsible for:
5.1. For failure to perform or improper performance of their official duties provided for by this Job Description, to the extent determined by the labor legislation of the Russian Federation.
5.2. For offenses committed in the course of carrying out their activities - within the limits determined by the administrative, criminal and civil legislation of the Russian Federation.
5.3. For causing material damage - within the limits determined by the labor, criminal and civil legislation of the Russian Federation.
5.4. Failure to comply with orders, orders and instructions of the head of the Organization.
5.5. For violation of the internal labor regulations, fire safety rules, safety regulations, labor protection standards established in the Organization.
5.6. For disclosure of information containing personal data and confidential information (constituting a commercial secret).

6. CONDITIONS OF WORK.
6.1. The mode of work of a HR specialist is determined in accordance with the Internal Labor Regulations established in the Organization.
6.2. In connection with the production need, the HR specialist is obliged to go on business trips (including local ones).
6.3. Job evaluation:
- regular - carried out by the immediate supervisor in the process of performing labor functions by a personnel specialist;
— __________________________________________________________________________.
(indicate the procedure and grounds for other types of performance evaluation)

7. RIGHT TO SIGN.

7.1. To ensure his activities, the HR specialist is granted the right to sign organizational and administrative documents on issues that are part of his functional duties.

__________________________ ______________ ______________________
(head position) (signature) (full name)

"___"____________ ____ G.

AGREED:
Legal Counsel _________________ _______________________
(signature) (full name)

"___"___________ ____ G.

I am familiar with the instructions ________________ ___________________
(signature) (full name)

I need a consultation on the translation of a specialist: I want to transfer a HR specialist without a category - a HR specialist of the first category. The candidate has a higher education, a specialist program in the specialty "Expertise and property management", qualification "Engineer", graduation year 2016, work experience as a HR specialist 2 years 9 months. According to the job description of a HR specialist, a higher professional education is required and work experience as a 2nd category HR specialist for at least 2 years. Is it possible to transfer a candidate with the above education “in the light of professional standards” to the first category?

Answer

Answer to the question:

Unfortunately, the categories are not assigned to personnel specialists.

As a general rule, the employer determines the job titles and qualification requirements at his own discretion.

But if with the performance of work in certain positions or professions, labor legislation links the provision of compensation and benefits(early pension , additional leave) or establishes any restrictions, then the names of such positions and professions, qualification requirements must comply with qualification guides, professional standards . The indicated correspondence should be observed both in the employment contract with the employee, where his position (performance of work by profession) will be indicated, and in the organization's staffing table. This is stated in Art. 57 of the Labor Code of the Russian Federation.

This rule applies to:

1. Employees who work in hazardous working conditions;

2. Pedagogical, medical workers, "northern" employees and others who are entitled to a preferential pension: ;

3. Any other employees, if in accordance with the Labor Code of the Russian Federation, other federal laws with the performance of work according to certain positions, professions, specialties related to the provision of compensation and benefits or the presence of restrictions.

Note that this state of affairs was before, only there was no indication of the application of professional standards, along with the EC.

Qualification guides in connection with the introduction of professional standards are not canceled , and you can use them as well as professional standards, and in the absence of a professional standard, continue to use the CEN in order to determine the title of the position and qualification requirements for employees. In the future, it is planned to replace the ETKS and EKS with professional standards, as well as individual industry requirements for the qualifications of employees, approved by legislative and other regulatory legal acts that are already in place at the present time (for example, in the field of transport, etc.). But such a replacement, according to the Russian Ministry of Labor, will take place over a fairly long period.

Qualification guide for individual groups of specialists internal categorization of wages is provided. Qualification categories (specialist, category III, category II, category I) are established by the head of the organization, taking into account the degree of independence of the employee in the performance of official duties, his responsibility for decisions made, attitudes towards work, efficiency and quality of work, as well as professional knowledge, practical experience , determined by the work experience in the specialty, etc.

Attention: With regard to HR specialists, there is no internal division into categories. Such specialists are not assigned categories.

The assignment, as well as the increase (downgrade) of qualification categories to employees is carried out based on the recommendations of the attestation commissions . When preparing recommendations on the assignment of qualification categories, the following factors are taken into account: the profile of the organization, the level of theoretical training and practical skills, compliance with the qualification characteristics (job descriptions) of specialists and work experience.

The certification procedure is established by labor legislation and other regulatory legal acts containing labor law norms, local regulations adopted taking into account the opinion of the representative body of employees (see. Letter No. 1028-s dated April 30, 2008).

Details in the materials of the System Personnel:

1. Answer:How to Apply Professional Standards

Appointment of professional standards

Why are professional standards developed?

A professional standard is a characteristic of a qualification that an employee needs to perform a certain type of professional activity (). The standard can be developed both for a specific position or profession, for example, for a welder, teacher, and for activities that include entire groups of related positions and professions, for example, personnel management, the media, financial specialists.

In contrast to those used today, the structure of describing a qualification characteristic in a professional standard provides for the use of a more modern structure that meets the realities of modern business and the labor market. The professional standards provide for interrelated requirements for the level of knowledge of the employee, his skills, professional skills, and work experience. Actually, professional standards are replacing the very reference books that have lost their relevance at the moment and can no longer fully meet modern business requirements and the real conditions of the labor market.

The modern professional standard is a set of generalized labor functions with a breakdown of the possible job titles of employees and the necessary education and work experience requirements to perform this function. Further, each generalized function is divided into separate labor functions, containing a list of specific actions that the employee must perform, as well as the requirements for knowledge and skills necessary to perform this labor function. Depending on the availability of relevant knowledge and skills, and hence the ability to perform a particular function, the level of employee qualification is also determined.

As a result, employers will be able to widely apply occupational standards to:

• formation of personnel policy and personnel management, including the definition of the labor function of an employee for its fixation in an employment contract or job description;
• organization of training and certification of employees as a guideline and verification that employees have the knowledge and work skills necessary for a modern specialist;
• tariffing of works and assignment of tariff categories to employees, as well as the establishment of wage systems, taking into account the peculiarities of the organization of production, labor and management.

Among other things, professional standards will be used in the development of educational standards and programs at both the federal and local levels (subparagraph, paragraph 25 of the Rules, approved). This is necessary to close the gap between the knowledge that students receive in the framework of educational programs and the knowledge that modern business really needs. That is, professional standards are tools that allow you to create a sustainable and effective interaction between the sphere of work and the sphere of education and ensure the rational use of human resources.

With such an integrated approach to professional standards, their application will allow employers to:

• increase labor productivity, improve the quality of production and products, and thereby not only maintain, but also strengthen their competitiveness;
• reduce recruitment and corporate training costs;
• it is easy to determine the skills and knowledge necessary for a particular profession;
• more accurately assess the needs and opportunities for professional training;
• effectively update the knowledge, skills and competencies of employees and improve their level.

The introduction of professional standards will allow employees to:

• determine the skills and knowledge necessary for a particular profession or position;
• more accurately assess their needs and opportunities for professional training;
• plan and implement clear and precise career paths;
• receive recommendations and referrals from the employer for additional training, certification.

Attention: May 2, 2015 was published on the procedure for the application of professional standards by employers, which makes appropriate changes to and "On Education in the Russian Federation". So, according to the law, from July 1, 2016, employers will be required to apply professional standards only if the requirements for the qualifications that an employee needs to perform a certain labor function are established by the Labor Code of the Russian Federation, federal laws or other regulatory legal acts. In other cases, when the mandatory application of the qualification characteristics contained in the professional standards is not established, the professional standards will be used as the basis for determining the requirements for the qualifications of employees.

In addition, the formation of the requirements of the federal state educational standards of vocational education to the results of mastering the main educational programs of vocational education in terms of professional competence will be carried out on the basis of the relevant professional standards, if any.

The procedure for the development and approval of professional standards, as well as establishing the identity of the names of positions, professions and specialties contained in the unified tariff and qualification directory of works and professions of workers, the unified qualification directory of positions of managers, specialists and employees, the names of positions, professions and specialties contained in professional standards, will be established by the Government of the Russian Federation, taking into account the opinion of the Russian tripartite commission for the regulation of social and labor relations.

Development of standards

How professional standards are developed

The development of professional standards is a large complex task that will be implemented gradually. The plans for the next three years are to approve about 800 standards in various areas. Most of the standards are currently under development. At the same time, the standards of a teacher, a social worker, a programmer, a welder were among the first approved.

A complete list of approved standards is given in.

The development of standards takes place in accordance with approved plans. Among them:

• development of professional standards for 2014-2016, approved;
• preparation of professional standards in 2013-2014, approved by .

Employers have the right to take part in the development of draft professional standards (Rules approved). To do this, you must send a notice of project development to [email protected](FGBU "Research Institute of Labor and Social Insurance"). The recommended sample notification is posted on the official website of the Ministry of Labor of Russia. In addition to the notification, the employer submits the following set of documents to the Ministry of Labor of Russia:

• draft professional standard;
• explanatory note to the project;
• information about the organizations that took part in the development and approval of the professional standard;
• information on the results of the discussion of the draft professional standard with representatives of employers, professional communities, trade unions and other interested organizations.

When developing a draft professional standard, it is necessary to be guided by the following documents:

• on the rules for the development, approval and application of professional standards;
• to develop a professional standard, approved ;
• , approved ;
• in order to develop draft professional standards approved by .

Within 10 calendar days from the date of receipt of the draft professional standard by the Ministry of Labor of Russia:

• informs its developer about the rejection or acceptance of the project for consideration;
• posts a draft professional standard accepted for consideration on the website www.regulation.gov.ru for public discussion;
• sends the draft professional standard to the relevant federal executive body that carries out legal regulation in the relevant field of activity, which prepares its comments and proposals on the draft.

The term of public discussion is no more than 15 calendar days from the date of posting the draft professional standard on the website. The federal body sends its comments and proposals on the draft professional standard to the Ministry of Labor of Russia also within 15 calendar days from the date of its receipt.

After that, the Ministry of Labor of Russia sends the draft professional standard, along with the results of its consideration by the federal body and the results of public discussion, to the National Council for Professional Qualifications. The National Council conducts an examination of the document and sends the appropriate expert opinion to the Ministry of Labor of Russia. At the legislative level, there is no time limit for such an examination. In practice, meetings of the National Council are held once every one or two months, that is, approximately the same time the examination of draft professional standards lasts.

Within seven calendar days after receiving the conclusion of the National Council, the Ministry of Labor of Russia makes a decision to approve or reject the draft professional standard and informs the developer of the professional standard about the decision.

Such rules are provided for in paragraphs of the Rules approved by .

On average, consideration and approval of a professional standard in practice lasts about three months (Rules approved).

Information about approved professional standards is entered into a special register, the procedure for creating and maintaining which is established by the Ministry of Labor of Russia (Rules approved). The Ministry of Labor of Russia sends information about the approved professional standards to the Ministry of Education and Science of Russia within 10 days after their entry into force, so that their provisions are taken into account when developing federal state educational standards for vocational education (Rules approved). No. 23). So, for example, a list of projects of professional standards developed at the expense of the federal budget is indicated in k.

Question from practice: is it necessary to change job descriptions due to the introduction of professional standards

Until the introduction of professional standards and the recognition of the current ones as invalid, the obligation to change job descriptions does not arise.

Currently, professional standards are only being developed. The list of approved standards is given in. Their mass application and use will begin no earlier than 2015, and possibly even later.

After the main professional standards are developed and approved, a new classifier of professions will be formed, divided for specific industries, areas of professional activity. It is planned that after this, the current qualification handbook will be canceled, and then, probably, separate changes will be required in the job descriptions of employees.

At the same time, organizations, when hiring new employees for positions for which professional standards have been approved, can, if necessary, revise job descriptions and include skills, knowledge and skills from new professional standards. However, at present this is precisely the right, and not the obligation of the organization.

There is not a single mention of the job description in the Labor Code. But personnel officers need this optional document. In the magazine "Personnel Business" you will find an up-to-date job description for a personnel officer, taking into account the requirements of the professional standard.

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Is it possible for a HR specialist with three years of work experience to qualify? What documents are needed for this?

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

According to part 5 of Art. 144 of the Labor Code of the Russian Federation (hereinafter referred to as the Labor Code of the Russian Federation), remuneration systems for employees of state 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 wage guarantees, 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 employers' associations.

The professional standard for a human resources specialist has not yet been developed (we could not find his draft either). Therefore, before its introduction, in order to determine the required amount of knowledge and skills of a personnel specialist, his experience, as well as for the purpose of compiling job descriptions or conducting certification, the employer may rely on the Qualification Directory for the positions of managers, specialists and other employees, approved. Decree 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 Handbook). However, in this document, the position of interest to us is not categorized, and there is only one requirement for a personnel specialist: higher professional education without presenting requirements for work experience.

At the same time, the Qualification Handbook establishes three levels of training engineer qualification:

• Category I personnel training engineer: higher professional (technical or engineering and economic) education and work experience as a category II personnel training engineer for at least three years;
• 2nd category personnel training engineer: higher professional (technical or engineering and economic) education and work experience as a personnel training engineer or other engineering and technical positions filled by specialists with higher professional education, at least three years;
• training engineer: higher professional (technical or engineering and economic) education without presenting requirements for work experience or secondary vocational (technical or engineering and economic) education and at least three years of work experience as a technician of category I for at least three years or other positions filled by specialists with secondary vocational education, not less than five years.

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

By analogy, a HR specialist with three years of experience can be assigned category II.

Note that municipal autonomous institutions have the right to develop and apply their tariff rates (salaries).

Arbitrage practice

The court came to the conclusion that the satisfaction of the claim containing the requirements to bring the staffing table in line with the Unified tariff scale approved by the local government, to establish a salary in the amount in accordance with the Unified tariff scale, taking into account the tariff coefficient, to accrue bonuses was rightfully denied, since the defendant , being a municipal autonomous institution, has the right to develop and apply its tariff rates (salaries).
Determination of the Irkutsk Regional Courtdated April 3, 2012 in case No. 33-2938/12

For state, budgetary organizations Order of the Ministry of Health and Social Development of Russia dated May 29, 2008 No. 247n (as amended on December 11, 2008; hereinafter - Order No. 247n) approved professional qualification groups for industry-wide positions of managers, specialists and employees, including a personnel specialist. The criteria for classifying the professions of workers and positions of employees as professional qualification groups were approved by Order No. 525 of the Ministry of Health and Social Development of Russia dated August 6, 2007 (hereinafter - Order No. 525).

After the Decree of the Government of the Russian Federation dated 05.08.2008 No. 583 “On the introduction of new wage systems for employees of federal budgetary, autonomous and state institutions and federal state bodies, as well as civilian personnel of military units, institutions and divisions of federal executive bodies, in which the law provides for military and equivalent service, the remuneration of which is currently carried out on the basis of the Unified tariff scale for remuneration of employees of federal state institutions ”(as amended on January 14, 2014) departments, guided by Orders No. 247n and No. 525, issue orders on the introduction of a new system of remuneration of employees, which lists professional qualification groups of industry-wide professions of workers and positions of managers, specialists and employees, indicating positions and recommended salaries (official salaries).

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

• in the group of industry-wide positions of employees of the II level - position Lead HR Inspector IV qualification level;
• in the group of sector-wide positions of employees of the III level:

Position HR specialistI category III qualification level;

Position Lead HR Specialist IV qualification level;

Position chief HR specialist V qualification level.

According to paragraph 2 of Order No. 525, the professions of workers and / or positions of employees that are part of 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 of qualifications required to work in the profession of a worker or employment 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 the certificate, qualification category, work experience and other documents and information.

Organizations that do not belong 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 the application of a unified qualification directory for the positions of managers, specialists and employees, approved. By Decree of the Ministry of Labor of Russia dated February 9, 2004 No. 9 (as amended on October 25, 2010), qualification characteristics serve as the basis for the development of job descriptions containing a specific list of job duties of employees, taking into account the specifics of the organization of production, labor and management, their rights and responsibilities.

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

To assign an employee to a certain category, you need to attestation. At the same time, the employer must determine the employees whose qualifications need to be assessed, the list of knowledge, skills, and work experience necessary to perform a specific job function and be assessed, formulate questions that employees will have to answer during certification.

For certification local regulation must be approved, which is adopted with the obligatory consideration of the opinion of the representative body of employees (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, an attestation commission should be created, a schedule for attestation should be approved, and employees should be warned about the attestation at least a month in advance.

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

The employee must submit documents confirming the required level of education and work experience, and the immediate supervisor of this employee must submit a reference to him. These documents will allow the certification committee to make an informed decision.

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

M. V. Zhuravleva, HR Specialist