Qualification directory for positions. Qualification reference book for positions of managers, specialists and other employees. HR staff
4th edition, updated
(approved by Resolution of the Ministry of Labor of the Russian Federation dated August 21, 1998 N 37)
With changes and additions from:
January 21, August 4, 2000, April 20, 2001, May 31, June 20, 2002, July 28, November 12, 2003, July 25, 2005, November 7, 2006, September 17, 2007 , April 29, 2008, March 14, 2011, May 15, 2013, February 12, 2014, March 27, 2018
The qualification directory of positions of managers, specialists and other employees is a normative document developed by the Institute of Labor and approved by Resolution of the Ministry of Labor of Russia dated August 21, 1998 N 37. This publication includes additions made by resolutions of the Ministry of Labor of Russia dated December 24, 1998 N 52, dated February 22, 1999 N 3, dated January 21, 2000 N 7, dated August 4, 2000 N 57, April 20, 2001 N 35, dated May 31, 2002 and June 20, 2002 N 44. The directory is recommended for use in enterprises, institutions and organizations of various sectors of the economy, regardless of ownership and legal forms in order to ensure correct selection, placement and use of frames.
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 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 Specifications take into account the latest legislative and regulatory legal acts Russian Federation.
Qualification directory for positions of managers, specialists and other employees
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*(1), in institutions and organizations of various sectors of the economy, regardless of the form of ownership and organizational and legal forms of activity.
The qualification characteristics included in this issue of the Directory are normative documents intended to justify the rational division and organization of labor, the correct selection, placement and use of personnel, ensuring unity in determining the job responsibilities of workers and requirements for them qualification requirements, as well as decisions made on compliance with 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 names of employee positions, the qualification characteristics of which are included in the Directory, are established in accordance with the All-Russian Classifier of Worker 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 workers employed in research institutions, design, technological, design and survey organizations, as well as editorial and publishing divisions.
4. Qualification characteristics at enterprises, institutions and organizations can be used as regulatory documents direct action or serve as the basis for the development of internal organizational and administrative documents - job descriptions containing a specific list of job responsibilities of employees, taking into account the peculiarities of the organization of production, labor and management, as well as their rights and responsibilities. If necessary, the responsibilities included in the characteristics of a particular position can be distributed among several performers.
Since qualification characteristics apply to employees of enterprises, institutions and organizations, regardless of their industry affiliation and departmental subordination, they present the most typical work for each position. Therefore, when developing job descriptions, it is possible to clarify the list of works that are characteristic of the corresponding position in specific organizational and technical conditions, and establish requirements for the necessary special training of employees.
In the process of organizational, technical and economic development, mastering modern management technologies, introducing the latest technical means, taking measures to improve organization and increase labor efficiency, it is possible to expand the range of responsibilities of employees in comparison with those established by the corresponding characteristics. In these cases, no change 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 to work, equal in complexity, the performance of which does not require another specialty and qualifications.
5. The qualification characteristics of each position have three sections.
The section “Job Responsibilities” establishes the main job functions that can be entrusted in whole or in part to the employee holding this position, taking into account the technological homogeneity and interconnectedness of the work, allowing for optimal specialization of employees.
The “Must Know” section contains the basic requirements for the employee in relation to special knowledge, as well as knowledge of legislative and regulatory acts, regulations, instructions and other guidance materials, methods and means that the employee must use when performing job duties.
The section "Qualification Requirements" defines the level of professional training of the employee necessary to perform the provided job duties and the requirements for work experience. The levels of required professional training are given in accordance with the Law of the Russian Federation "On Education".
6. The characteristics of specialist positions provide for within the same position without changing its name an intra-position qualification categorization for remuneration.
Qualification categories for remuneration of specialists are established by the head of the enterprise, institution, or organization. This takes into account the degree of independence of the employee in performing job duties, his responsibility for decisions made, attitude to work, efficiency and quality of work, as well as professional knowledge, practical experience, determined by length of service in the specialty, etc.
7. The Directory does not include qualification characteristics of derivative positions (senior and leading specialists, as well as deputy heads of departments). The job responsibilities of these employees, the requirements for their knowledge and qualifications are determined on the basis of the characteristics of the corresponding basic positions contained in the Directory.
The issue of distribution of job responsibilities of deputy heads of enterprises, institutions and organizations is resolved on the basis of internal organizational and administrative documents.
The use of the job title “senior” is possible provided that the employee, in addition to performing the duties prescribed by the position held, supervises the performers subordinate to him. The position of “senior” can be established as an exception and in the absence of performers directly subordinate to the employee, if he is entrusted with management functions independent site 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 functional departments(taking into account industry specifics).
8. Compliance of actually performed duties and qualifications of employees with the requirements job characteristics determined by the certification commission in accordance with the current regulations on the certification procedure. At the same time, special attention is paid to high-quality and efficient performance of work.
9. The need to ensure the safety of life and health of workers in the process of work 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 performing the functions provided for by the corresponding qualification characteristics of the position, provide for mandatory compliance with labor protection requirements at each workplace, and the job responsibilities of managers include ensuring healthy and safe conditions labor for subordinate performers, as well as monitoring their compliance with the requirements of legislative and regulatory legal acts on labor protection.
When appointing a position, it is necessary to take into account the requirements for the employee’s knowledge of relevant labor safety standards, environmental legislation, norms, rules and instructions on labor protection, collective and personal protection from exposure to hazardous and harmful production factors.
10. Persons who do not have special training or work experience, established by the requirements to qualifications, but having sufficient practical experience and who perform their job duties efficiently and in full, on the recommendation of the certification commission, as an exception, can be appointed to the appropriate positions in the same way as persons with special training and work experience.
This section presents the releases of the unified qualification directory of positions for managers, specialists and other employees (hereinafter referred to as the UKS). The CAS is intended for tariffication of work and assignment of tariff categories. Based on the CAS, it is possible to draw up job descriptions and programs for training and advanced training of specialists in various industries and fields of activity. The section was updated on October 17, 2018 - added issues, technical errors corrected.
Decree of the Government of the Russian Federation dated October 31, 2002 N 787 established that the EKS consists of qualification characteristics for the positions of managers, specialists and employees, containing job responsibilities and requirements for the level of knowledge and qualifications of managers, specialists and employees.
The development of the ECN is carried out by the Ministry of Health and social development RF together with federal authorities executive power, which are entrusted with the management, regulation and coordination of activities in the relevant sector (sub-sector) of the economy (clause 2 of the Decree of the Government of the Russian Federation of October 31, 2002 N 787). Resolution of the Ministry of Labor of the Russian Federation dated 02/09/2004 N 9 approved the Procedure for applying the CAS.
This section provides a list of CEN issues valid on the territory of the Russian Federation, current as of June 15, 2014. We also draw your attention to the fact that this directory is often mistakenly called ETKS positions of managers and specialists(see ETKS works and professions of workers).
Positions in alphabetical order
If you know the name of a position from the directory, but do not know in which section of the EKS it is described, then for quick search You can use the alphabetical index to describe it:
List of positions by sections of the directory
| Title of the CEN section | Approval document |
| Industry-wide qualification characteristics of positions of workers employed in enterprises, institutions and organizations | Resolution of the Ministry of Labor of the Russian Federation dated August 21, 1998 N 37 |
| Qualification characteristics of positions of employees employed in research institutions, design, technological, design and survey organizations | |
| Qualification directory of positions for managers and specialists of geology and subsoil exploration organizations | Resolution of the Ministry of Labor of the Russian Federation dated December 20, 2002 N 82 |
| Qualification characteristics of positions of employees of standardization, metrology and certification centers authorized to exercise state control and supervision | Resolution of the Ministry of Labor of the Russian Federation dated January 29, 2004 N 5 |
| Qualification directory for positions of managers, specialists and other employees of electric power industry organizations | Resolution of the Ministry of Labor of the Russian Federation dated January 29, 2004 N 4 |
| Qualification characteristics of positions of managers and specialists in architecture and urban planning | Order of the Ministry of Health and Social Development of the Russian Federation dated April 23, 2008 N 188 |
| Qualification characteristics of positions of employees of institutions of the state material reserve system | Order of the Ministry of Health and Social Development of the Russian Federation dated 05.05.2008 N 220 |
| Qualification characteristics of positions of specialists carrying out a range of work in the field of legal protection of the results of intellectual activity and means of individualization | Order of the Ministry of Health and Social Development of the Russian Federation dated July 23, 2008 N 347 |
| Qualification characteristics of positions of employees of youth affairs agencies | Order of the Ministry of Health and Social Development of the Russian Federation dated November 28, 2008 N 678 |
| Qualification characteristics of positions of managers and specialists of air transport organizations | Order of the Ministry of Health and Social Development of the Russian Federation dated January 29, 2009 N 32 |
| Qualification characteristics of positions of managers and specialists of road management organizations | Order of the Ministry of Health and Social Development of the Russian Federation dated February 16, 2009 N 47 |
| Qualification characteristics of positions of hydrometeorological service workers | Order of the Ministry of Health and Social Development of the Russian Federation dated February 16, 2009 N 48 |
| Qualification characteristics of positions of employees of territorial bodies of the Federal Migration Service | Order of the Ministry of Health and Social Development of the Russian Federation dated March 11, 2009 N 107 |
| Qualification characteristics of positions of managers and specialists in ensuring information security in key information infrastructure systems, countering technical intelligence and technical information protection | Order of the Ministry of Health and Social Development of the Russian Federation dated April 22, 2009 N 205 |
| Qualification characteristics of certain categories of employees of the State Fire Service of the Ministry of the Russian Federation for Civil Defense, Emergency Situations and Disaster Relief | Order of the Ministry of Health and Social Development of the Russian Federation dated November 24, 2009 N 919 |
| Qualification characteristics of positions of employees of nuclear energy organizations | Order of the Ministry of Health and Social Development of the Russian Federation dated December 10, 2009 N 977 |
| Qualification characteristics of the position "Conflictologist" | Order of the Ministry of Health and Social Development of the Russian Federation dated December 22, 2009 N 1007 |
| Qualification characteristics of positions of workers in the healthcare sector | Order of the Ministry of Health and Social Development of the Russian Federation dated July 23, 2010 N 541n |
| Qualification characteristics of positions of workers in the field of education | Order of the Ministry of Health and Social Development of the Russian Federation dated August 26, 2010 N 761n |
| Qualification characteristics of positions of managers and specialists of higher professional and additional professional education | Order of the Ministry of Health and Social Development of the Russian Federation dated January 11, 2011 N 1n |
| Qualification characteristics of positions of workers in culture, art and cinematography | Order of the Ministry of Health and Social Development of the Russian Federation dated March 30, 2011 N 251n |
| Qualification characteristics of positions of workers in the field of physical culture and sports | Order of the Ministry of Health and Social Development of the Russian Federation dated August 15, 2011 N 916n |
| Qualification characteristics of positions of agricultural workers | Order of the Ministry of Health and Social Development of the Russian Federation dated February 15, 2012 N 126n |
| Qualification characteristics of positions of employees of tourism organizations | Order of the Ministry of Health and Social Development of the Russian Federation dated March 12, 2012 N 220n |
| Qualification characteristics of positions of employees of rocket and space industry organizations | Order of the Ministry of Health and Social Development of the Russian Federation dated April 10, 2012 N 328n |
| Qualification characteristics of positions of employees of state archives, documentation storage centers, archives of municipalities, departments, organizations, laboratories for ensuring the safety of archival documents | Order of the Ministry of Health and Social Development of the Russian Federation dated April 11, 2012 N 338n |
| Qualification characteristics of positions of specialists carrying out work in the field of translation activities | Order of the Ministry of Health and Social Development of the Russian Federation dated May 16, 2012 N 547n |
| Qualification characteristics of positions of specialists carrying out work in the field of labor protection | Order of the Ministry of Health and Social Development of the Russian Federation dated May 17, 2012 N 559n |
| Qualification characteristics of positions of specialists performing work in the field of forensic examination | Order of the Ministry of Health and Social Development of the Russian Federation dated May 16, 2012 N 550n |
| Qualification characteristics of positions of workers carrying out activities in the field of civil defense, protection of the population and territories from emergency situations natural and man-made, ensuring fire safety, safety of people on water bodies and objects of management mining operations in underground conditions | Order of the Ministry of Labor of Russia dated December 3, 2013 N 707n |
Unfortunately, it is currently not possible to download all issues of the EKS in one archive from our website. However, you can find the positions you are interested in using the alphabetical index of positions or the rubricator of CEN issues operating in the Russian Federation.
Who are ITRs? Deciphering this term for a contemporary may cause certain difficulties.
According to the interpretation of the “Concise Economic Dictionary”, the abbreviation ITR hides a category of workers called engineering and technical workers. Today we intend to take a closer look at this concept.
Engineering workers - who are they?
The main sign of belonging to the mentioned persons is the authority to manage production and organize the work process. An engineering and technical worker (ETR) belongs to this category based on the position he occupies. In this case, a specific representative may have a specialized secondary or higher education. For example, a technical engineer may not have a mandatory higher education.
Nowadays this concept lost its official status. Now IT workers are more of a colloquial term. According to the Qualification and Unified Classifier of Professions, there are three categories of employees. The first is represented by managers, the second by specialists, and the third includes all the rest, called other types of employees or technical performers.
In another regulatory document called the Unified Nomenclature of Employee Positions (the date of approval of which is 1967), these same employees are divided by the nature of their activities into categories, and within each of them into groups.
What categories does the concept of engineering and technology include?
IT workers are anyone who can be classified as managers, specialists or technical performers. The category of managers includes those who manage both the entire organization and its individual services and divisions, as well as the latter’s deputies.
UNDS specialists are classified as one of several various groups. The first group is those who are employed in jobs related to agriculture or forestry, animal husbandry, and fish farming. The second is workers in the economic or engineering fields. Specialists of the third group work in the field of international relations. The fourth group is workers in the fields of art, culture, science, education, and healthcare. The fifth is a legal profile. Thus, we see that the circle of specialists is quite wide.
Technical performers are workers whose task is accounting, control, preparation of the necessary documentation and its execution, as well as economic maintenance. Thus, the concept of engineering and technological development is morally outdated, the decoding of which is no longer so relevant. It has been replaced these days by the concept of administrative and technical personnel (or ATP).
List of engineering positions
Development scientific and technological progress leads to strengthening the function of those who are usually called engineering and technical workers. Their number relative to the total number of all categories of workers is growing, especially in such industries as industry and construction.
Who exactly can we, without the risk of making a mistake, rank in the mentioned category? If you focus on the old Model list positions, based on Resolution of the USSR Council of Ministers N 531 (for 1973) and approved in 1979, then we're talking about about managers (except for those appointed to positions by higher authorities), chief (senior) specialists of various titles, heads of offices, production facilities, farms, services, branches, sites, bureaus, inspections, departments and divisions, stations, offices, warehouses, workshops , storage facilities, laboratories, groups, points, sectors, sites, reserves, expeditions, bases, parks, nurseries, chambers and cash desks.
Who else is in this category?
And who else belongs to the IT workers? The list of them is quite long. It should include the heads of agencies, airports and airfields, power plants, elevators, waterworks, boiler houses, ventilation, treatment facilities, depots, trains, substations, shifts, water pipelines, transportation, loading and unloading operations, piers and berths, (buildings), factories , startup work, etc.
In addition, engineering workers are those who occupy the positions of heads of archives, offices, sections, managers of departments and sections, and group leaders. In addition, these are foremen, foremen, foremen, etc., commanders and captains.
As for engineering specialists, this abbreviation is applicable to a huge list of positions - agronomists, architects, administrators, arbitrators, biologists, accountants, auditors, doctors, surveyors and geologists, duty officers and dispatchers, engineers, cartographers and inspectors, standard setters, operators, programmers and translators, editors, surveyors, sociologists, pharmacologists, commodity experts, artists, energy specialists and legal advisers. This list is very extensive, and there is no point in presenting it in full in this short article.
The principle of engineering workers
For performing their duties, such employees receive a salary in the form of an official salary. That is, a certain fixed amount established by the administration of the enterprise and depending on the degree of complexity, as well as the scope of the role and importance of this particular position in the work process and immediate working conditions.
The amount of the official salary is negotiated when hiring a specialist or manager and does not depend on the production results of the enterprise or a specific department.
The evaluation of the work of engineers is carried out based on completeness, quality and volume, as well as timely performance of the duties assigned to them.
Thus, the category of engineering and technical workers are paid for their work on a time-based basis. Depending on the position held, one’s own qualifications, the level of complexity and volume of duties performed, as well as working conditions in a particular industry, a system of official salaries is provided for all types of engineers. These salary schemes were developed on the basis of a number of regulatory documents, in particular the Qualification Handbook.
Is it just a “bare” salary?
In addition to fixed salary amounts, there is a system of additional payments, allowances and various bonus payments.
Such employees are rewarded in connection with an increase in production output and a reduction in its cost, compliance with contractual obligations, an increase in labor productivity, and savings in raw materials and fuel.
The administration of the enterprise independently determines certain indicators and bonus conditions. In case of deterioration in the quality of manufactured products or identification of other negative factors premiums may not be paid.
Certain types of additional payments related to either professions, an increase in the volume of work, or an expansion of the service area are established in addition to the salaries of engineers at the discretion of management. They can be paid from saved wages.
Can the salaries of engineers change?
Decisions to change official salaries, either upward or downward, are made based on the results of certification, which is mandatory for this category of employees at a certain frequency - at least once every 3 or 5 years.
If the results of such certification are unsatisfactory, it is possible to either cancel certain types of additional payments and allowances, or completely dismiss the employee from his position.
On labor standards for engineers
The task of competently organizing the work of employees and engineers in order to improve the structure of the management apparatus, optimize the use of working time and reduce costs involves rationing. Any type of managerial work can be properly organized only if there is specific information on the amount of time and number of workers required to implement it.
Compared to workers, the same procedure for engineers and employees is a more difficult task. After all, in in this case we are dealing with a process with a predominance of mental labor, which is not possible to directly measure. For example, a production technician does not stand directly behind the machine - he manages the process. So how can one evaluate his work?
The main task in rationing the activities of such employees is to establish the labor intensity of each type of work that they perform and calculate the required number of workers. Both actions are intertwined. The first of these is necessary for successful separation labor responsibilities and optimal distribution of workers in accordance with qualification characteristics.
Secondly, establishing the numerical composition of this category of workers serves to establish optimal proportions between individual positions, build a management apparatus in a rational way, and plan the required staff and wage fund.
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.
Profound socio-economic transformations Russian society in the conditions of transition to a market economy, they 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 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 towards the diversity and multiplicity 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 to significantly increase 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. The solution to these problems can be achieved through qualitative improvement of systems and methods of leadership and personnel management, the most full use 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 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.
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 occurred over the past 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 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 external environment(economic, legal, technological and other requirements).
In the context of the transition to a market economy, the role of workers carrying out 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 objective necessity was a revision of the current qualification characteristics of traditional positions, introducing them significant changes and additions 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 tariffing of work based on their complexity. When selecting personnel and determining requirements for the level of qualifications of employees, changes made by federal legislation should be taken into account. Thus, for positions whose qualification characteristics require higher education, it is necessary to 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 awarded 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 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 various forms property, 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, the drafting of which specifies the responsibilities provided for in the characteristics, taking into account the peculiarities of the organization of production, labor and management, and the technology of performing labor processes. At the same time, it is important that both in the qualification characteristics and in the job descriptions of the personnel management services, labor organization and wages, training and advanced training of personnel, ensure exact correspondence of the titles of positions with the 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 the entire legal framework of 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 of 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 labor 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. Thus, in the Code, labor relations are defined as relations based on an agreement between an employee and an employer on the personal performance by the employee for payment of a labor function (work in a certain specialty, qualification or position), the employee’s subordination to internal labor regulations while the employer provides working conditions stipulated by the labor regulations. legislation, collective agreement, agreements, employment contracts.
The Labor Code establishes that one of the essential, i.e. mandatory conditions of the employment contract concluded between the employer and the employee are the name of the position, specialty, profession indicating qualifications in accordance with staffing table organization or specific job 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, determining the content of the 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, Art. 1596).
Correct Application in accordance with the qualification directories of job titles, 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 a shortened working day for work during harmful conditions labor; preferential pension provision; free issuance to them special clothing, special shoes and other personal protective equipment, etc.
The Labor Code of 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 reference book for 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 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 of positions for 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 in the framework of its cooperation with scientific organizations 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 employees of the public sector, 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
The qualification characteristics included in this issue of the Directory are normative documents intended to justify the rational division and organization of labor, the correct selection, placement and use of personnel, ensuring unity in determining the job responsibilities of workers and the qualification requirements for them, as well as decisions made on compliance positions held during certification of managers and specialists.
2. The construction of the Directory is based on job characteristics, since the requirements for the qualifications of employees are determined by their job responsibilities, which, in turn, determine the titles of positions.
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 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.
Since qualification characteristics apply to employees of enterprises, institutions and organizations, regardless of their industry affiliation and departmental subordination, they present the most typical work for each position. Therefore, when developing job descriptions, it is possible to clarify the list of works that are characteristic of the corresponding position in specific organizational and technical conditions, and establish requirements for the necessary special training of employees.
In the process of organizational, technical and economic development, mastering modern management technologies, introducing the latest technical means, taking measures to improve organization and increase labor efficiency, it is possible to expand the range of responsibilities of employees in comparison with those established by the corresponding characteristics. In these cases, without changing the job title, the employee may be entrusted with the performance of duties provided for by the characteristics of other positions that are similar in content of work, equal in complexity, the implementation of which does not require another specialty and qualifications.
Unified qualification directory for positions of managers, specialists and employees
The amount of wages for managers, specialists and other employees, as a general rule, is determined mainly by the amount of the official salary paid for the performance by these employees of their official duties in their positions. In this regard, a clear fixation of these responsibilities - their content, scope, technology and responsibility - is of paramount importance for employees.
The qualification characteristics of each position consist of three sections: “Job responsibilities”; “Must Know” and “Qualification Requirements.”
The “Job Responsibilities” section contains a list of main functions that can be assigned in whole or in part to an employee holding this position.
The “Must Know” section contains the basic requirements for the employee in terms of special knowledge, as well as knowledge of regulations, methods and tools that the employee must be able to use when performing job duties.
The section "Qualification Requirements" determines the level of professional training of the employee necessary to perform the duties assigned to him, and the required work experience.
As an example, we give the qualification characteristics of the position of director (general director, manager) of an enterprise *(1) .
Job responsibilities. Manages, in accordance with current legislation, the production, economic and financial-economic activities of the enterprise, bearing full responsibility for the consequences of decisions made, the safety and effective use of the enterprise’s property, as well as the financial and economic results of its activities. Organizes the work and effective interaction of all structural divisions, workshops and production units, directs their activities towards the development and improvement of production, taking into account social and market priorities, increasing the efficiency of the enterprise, increasing sales volumes and increasing profits, quality and competitiveness of manufactured products, their compliance to international standards in order to conquer the domestic and foreign markets and meet the needs of the population for the relevant types of domestic products. Ensures that the enterprise fulfills all obligations to the federal, regional and local budgets, state extra-budgetary social funds, suppliers, customers and creditors, including bank institutions, as well as economic and employment contracts(contracts) and business plans. Organizes production and economic activities based on the widespread use of the latest equipment and technology, progressive forms of management and labor organization, scientifically based standards of material, financial and labor costs, studying market conditions and best practices (domestic and foreign) in order to fully improve the technical level and quality products (services), economic efficiency of its production, rational use of production reserves and economical use of all types of resources. Takes measures to provide the enterprise with qualified personnel, rational use and development of their professional knowledge and experience, creation of safe and favorable working conditions for life and health, and compliance with environmental protection legislation. Provides the correct combination of economic and administrative methods of management, unity of command and collegiality in discussing and resolving issues, material and moral incentives for increasing production efficiency, application of the principle of material interest and responsibility of each employee for the work assigned to him and the results of the work of the entire team, payment of wages on time . Together with labor collectives and trade union organizations, based on the principles of social partnership, ensures the development, conclusion and implementation of a collective agreement, compliance with labor and production discipline, promotes the development of labor motivation, initiative and activity of workers and employees of the enterprise. Resolves issues related to the financial, economic and production activities of the enterprise, within the limits of the rights granted to it by law, entrusts the management of certain areas of activity to other officials - deputy directors, heads of production units and branches of enterprises, as well as functional and production divisions. Ensures compliance with the rule of law in the activities of the enterprise and the implementation of its economic relations, the use of legal means for financial management and functioning in market conditions, strengthening contractual and financial discipline, regulating social and labor relations, ensuring the investment attractiveness of the enterprise in order to maintain and expand the scale of business activity . Protects the property interests of the enterprise in court, arbitration, government and administrative bodies.
Must know: legislative and regulatory legal acts regulating the production, economic and financial-economic activities of the enterprise, resolutions of federal, regional and local government authorities and management, defining priority directions for the development of the economy and the relevant industry; methodological and regulatory materials of other bodies relating to the activities of the enterprise; profile, specialization and features of the enterprise structure; prospects for technical, economic and social development of the industry and enterprise; production capacity and human resources of the enterprise; production technology of the enterprise's products; tax and environmental legislation; the procedure for drawing up and agreeing on business plans for the production, economic and financial and economic activities of the enterprise; market methods of business and enterprise management; a system of economic indicators that allow an enterprise to determine its position in the market and develop programs for entering new markets; the procedure for concluding and executing economic and financial contracts; market conditions; scientific and technical achievements and best practices in the relevant industry; management of the economy and finances of the enterprise, organization of production and labor; the procedure for developing and concluding sectoral tariff agreements, collective agreements and regulating social and labor relations; labor legislation; rules and regulations of labor protection.
Qualification requirements. Higher professional (technical or engineering-economic) education and work experience in management positions in the relevant industry profile of the enterprise for at least 5 years.
Qualification characteristics are given in the Qualification Directory of Positions of Managers, Specialists and Other Employees, approved by Decree of the Ministry of Labor of the Russian Federation dated August 21, 1998 N 37 (as amended by Order of the Ministry of Health and Social Development of the Russian Federation dated November 7, 2006 N 749).
The qualification guide contains two sections. The first section provides the qualification characteristics of industry-wide positions of managers, specialists and other employees (technical performers), widespread in enterprises, institutions and organizations, primarily in 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.
This reference book was developed in accordance with the accepted classification of employees into three categories: managers, specialists and other employees (technical performers). The assignment of employees to categories is carried out depending on the nature of the work primarily performed, constituting the content of the employee’s work (organizational-administrative, analytical-constructive, information-technical).
The names of employee positions, the qualification characteristics of which are included in the Directory, are established in accordance with the All-Russian Classifier of Worker Occupations, Employee Positions and Tariff Classes OK-016-94 (OKPDTR) (as amended 5/2004 OKPDTR, approved by Rostekhregulirovanie), introduced in effective from January 1, 1996.
In connection with the above, we draw the attention of readers to the fact that, according to Art. 57 “Content of an Employment Contract” of the Labor Code of the Russian Federation, if, in accordance with federal laws, the performance of work in certain positions, professions, specialties is associated with the provision of compensation and benefits or the presence of restrictions, then the names of these positions, professions or specialties and the qualification requirements for them must correspond to the names and the requirements specified in qualification reference books approved in the manner established by the Government of the Russian Federation.
Thus, if, for example, the remuneration of a specialist in accordance with Art. 147 of the Labor Code of the Russian Federation is paid at an increased rate for work in hazardous working conditions, then the employer is obliged to be guided by the corresponding qualification characteristics included in the Qualification Directory of positions of managers, specialists and other employees, that is, the name of the position, profession, specialty and qualification requirements for them must comply qualification characteristics.
If, in accordance with federal laws, the performance of work in a given position, profession, specialty is not associated with the provision of compensation and benefits (increased wages, provision of additional leave, medical and preventive nutrition, etc.) or the presence of restrictions, then the employer is free to choice - to be guided or not to be guided by the qualification characteristics in the given case. In other words, the employer has the right to independently decide on the name of the position, profession, specialty and qualification requirements for them.
When applying the Qualification Directory for positions of managers, specialists and other employees in practice, the following must be kept in mind.
1. 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. At the same time, it must be borne in mind that the use of the job title “senior” is possible provided that the employee, along with performing the duties prescribed by his position, supervises the performers subordinate to him.
The position of “senior” can be established as an exception and in the absence of performers directly subordinate to the employee, if he is entrusted with the functions of managing an independent area of work.
For specialist positions for which qualification categories are provided, the job title “senior” is not used. In these cases, the functions of managing subordinate performers are assigned to a specialist of the first qualification category (for the qualification categories of specialists, see further in the text).
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). The requirements for the required work experience of leading specialists 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.
2. The qualification characteristics of specialist positions provide for intra-position qualification categorization for remuneration within the same position without changing its name. Qualification categories for remuneration of specialists are established by the head of the enterprise, institution, or organization.
This takes into account the degree of independence of the employee in performing job duties, his responsibility for decisions made, attitude to work, efficiency and quality of work, as well as professional knowledge, practical experience, determined by length of service in the specialty, etc.
As an example, we give the requirements for the qualifications of a design engineer (designer), set out in the qualification characteristics of this position.
Engineer: higher professional education without any work experience requirements.
3. The qualification characteristics of the positions of heads (managers) of departments serve as the basis for determining job responsibilities, knowledge requirements and qualifications.
4. Qualification characteristics 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 specifics 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.
The qualification characteristics present the most typical work for each position. Therefore, when developing job descriptions, it is possible to clarify the list of works that are characteristic of the corresponding position in specific organizational and technical conditions, and establish requirements for the necessary special training of employees.
5. In the process of 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.
6. The compliance of the actual duties performed and the qualifications of employees with the requirements of qualification characteristics is determined by the certification commission in accordance with the current regulations on the certification procedure. At the same time, special attention is paid to high-quality and efficient performance of work.
7. Persons who do not have special training or work experience established by the qualification requirements, but have sufficient practical experience and perform efficiently and fully the job duties assigned to them, on the recommendation of the certification commission, as an exception, can be appointed to the corresponding positions in the same way , as well as persons with special training and work experience.
8. The Directory includes 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.
The Government of the Russian Federation, by resolution of October 31, 2002 N 787 (as amended on December 20, 2003 N 766), approved the procedure for approving the Unified Qualification Directory of positions of managers, specialists and employees. The Government of the Russian Federation has established (thus confirming) that the Unified Qualification Directory for the positions of managers, specialists and employees consists of the qualification characteristics of the positions of managers, specialists and employees, containing job responsibilities and requirements for the level of knowledge and qualifications of these employees.
This resolution instructed the Ministry of Labor and Social Development of the Russian Federation to organize, together with the federal executive authorities, which are entrusted with the management, regulation and coordination of activities in the relevant sector (sub-sector) of the economy, the development of a Unified Qualification Directory for the positions of managers, specialists and employees and the procedure for their application, and also approve the specified reference book and the procedure for its application.
In pursuance of the aforementioned resolution of the Government of the Russian Federation, the Ministry of Labor of the Russian Federation, by resolution No. 9 of February 9, 2004, approved the Procedure for applying the Unified Qualification Directory of Positions of Managers, Specialists and Employees. This Procedure basically repeats the text of the “General Provisions” section of the Qualification Directory for positions of managers, specialists and other employees.