List of professional standards required for implementation. Who shouldn't evade professional standards? Controversial point: is it necessary to study?

The working qualifications of employees must meet strictly defined requirements - professional standards. While receiving education, the future professional must acquire a set of certain competencies, the combination of which forms the mentioned standard. Exactly the same, ideally, should be required from a specialist when applying for employment.

Why is the concept of “professional standards” needed in the modern regulatory framework? How to apply them in practice? Who will need them first? Let's try to look at this legislative innovation, which came into force in the summer of 2016.

How did you live without professional standards before?

TC operates with the term “ qualification"(Article 195), meaning by it the specific level of labor skills, special knowledge, and work experience required for a particular position. When a person was hired for a “position according to his qualifications,” this meant that he must meet the qualification characteristics of this position given in the Unified Qualification Directory (USC).

Today this document is almost hopelessly outdated: many of the positions listed in it simply no longer exist, while many modern professions not mentioned at all. “Modernizing” unified qualification reference books would be too time-consuming and impractical. was needed new level fix this problem.

It was decided to replace this regulatory framework more convenient and universal tool to determine the qualification minimum - professional standards.

Professional standards and other related concepts

It is right to say that professional standards are qualification characteristics, brought more into line with the demands of our time. Legislators, approving the procedure for development and application professional standards(Resolution of the Government of the Russian Federation No. 23 of February 22, 2013), used modernized combinations of claims to professions, having previously honed them in detail in specialized circles.

Professional standard in relation to qualification requirement is more realistic, closer to labor reality.

IMPORTANT! The definitions of “qualification” and “professional standard” are not identical: Art. 195 of the Labor Code of the Russian Federation in paragraph 1 specifies that the professional standard is a characteristic of qualifications. The concept of “professional standard” was introduced into the Labor Code only in 2012.

A related term given in the Labor Code and other regulatory documents is “ labor function" Art. 57 of the Labor Code obliges the employer to indicate it in the text of the employment contract, that is, to clarify the work that the employee will have to perform within the framework of his position, which does not contradict his qualifications. Now, for this purpose, you can use the approximate definitions of positions listed in section III of the required professional standard. But then the employee must meet the set of requirements given to them.

ATTENTION! A professional standard does not define positions or even professions, but an area of ​​activity, which is why it is more universal. For example, the “Accountant” standard provides for the same job title, and the head of the human resources department can be found in the “HR Specialist” professional standard.

Key areas of professional standards

In what aspects exactly? labor relations should professional standards apply? The legislative framework provides three main areas of their application.

1. Work with personnel at the enterprise:
   • personnel policy;
   • job descriptions and their changes;
   • employee pricing;
   • certification;
   • organization of promotion professional level and etc.
2. Relationship between learning and professional activity . Educational programs they plan to develop taking into account professional standards, that is, the future employee will master a set of necessary and sufficient professional characteristics. Situations where a graduate in a certain specialty has one set of competencies, but the employer needs a completely different one, are unacceptable.
3. Reflection of real professional experience. When developing assessment strategies for obtaining a certificate or diploma of a particular level, not educational successes, as before, will be taken into account, but the current requirements for the profession, reflected in the standards.

Where can I meet them?

The Ministry of Labor of the Russian Federation adopted approximately 8 hundred of the 1000 planned professional standards. The immediate plans (no later than in two years) include the adoption of 2 thousand types of standards.

Initially, they were going to start introducing them into practice from the public sector. It was assumed that commercial organizations would set themselves a set of requirements for their employees. However, this idea is considered unproductive. Federal Law No. 122 clearly states that professional standards apply to all labor spheres and enterprises of all forms of ownership:

• government agencies;
• budgetary organizations;
• commercial structures;
• non-profit associations;

As we implement materials about professional standards, we will post them here. Follow the links at the bottom of this page.

Who shouldn't evade professional standards?

Since July 1, 2016, the use of standards has been declared an indispensable condition for all entrepreneurs, as required by the Labor Code or other documents. That is, when hiring an employee for whose field of activity the professional standard has already been approved, the employer must certainly use it, and not the qualification reference book. If the required standard for a given profession has not yet been adopted, you can still use the qualification directory.

When the positions in the EKS and in the professional standard are the same, preference should be given to the professional standard as a more modern option.

What specific requirements for an employee (according to standards or according to the Unified Social Standard) the employer will be guided by must be specified in its local legal acts.

NOTE! If the type of professional activity provides certain benefits (for example, a pension ahead of schedule, payment of compensation for harm, etc.) or restrictions, then such a position must be named in strict accordance with the professional standard or EKS, if there is no such standard yet.

How to start applying professional standards?

1. Open the list of professional standards published on the official website of the Ministry of Labor of the Russian Federation.
2. Write down the names of positions from your staffing table.
3. Find the standard that matches each job on your list. To do this, you need to look at whether the competencies specified in the standard correspond to your requirements for a particular position. So, for IT specialists there are about 27 professional standards, and you need to study which of them your IT specialist will correspond to.
4. Compare HR documents with approximate job titles from the text of the professional standard. If this position does not have benefits, compensation or restrictions, it is not necessary to name it according to the standard.
5. If the standard you need is not yet in the registry, ask when it will be adopted; you may have to switch to it soon anyway.
6. If your employee’s qualifications do not meet the professional standard, you as an employer can choose one of the following options:
   • dismiss an employee based on the results of certification;
   • organize his vocational training.

IMPORTANT INFORMATION! An employee’s non-compliance with the professional standard is a violation of the Labor Code, which provides for the responsibility of the employer: a cake maker cannot “make boots.”

Possible sanctions from the labor inspectorate

Employers were informed of the need to switch to the requirements of professional standards a year before Federal Law No. 122 came into force. Thus, the Ministry of Labor theoretically assumes that all entrepreneurs in the country are actively involved in the implementation of professional standards. If this is not the case, so much the worse for them.

From July 1, 2016 Labour Inspectorate has the right to verify compliance with the law in this area, and if the Labor Code contains any requirements for the qualifications of employees, then professional standards must be applied according to them without exception. Administrative liability can range from 30 to 100 thousand rubles.

Immediate plans

According to legislators, they will soon open independent centers, assessing qualifications precisely according to professional standards. By assessing your level as a professional and receiving a certificate that meets a certain professional standard, you can significantly improve your position in the labor market. And the employer can send its employees to such centers instead of internal certifications.

Question

Employees personnel service it was instructed to urgently prepare a new staffing table, changes to job descriptions and employment contracts, and think through the stages of certification and assessment of personnel in connection with the mandatory professional standards. HR specialists did not plan to do any of this, since they are sure that professional standards for commercial companies are not mandatory.

Are they right in their reasoning? Are professional standards mandatory for commercial organizations?

Answer

For commercial organizations, professional standards are mandatory only if this is directly indicated in regulatory legal acts.

Labor Code The Russian Federation (hereinafter referred to as the Labor Code of the Russian Federation) stipulates that professional standards are mandatory for use by commercial companies only if this is directly indicated in regulatory legal acts. Wherein certain provisions professional standards may well be used in the formation personnel policy and in personnel management.

Recently, some consultants and companies providing educational services, are trying to convince employers that professional standards are mandatory for everyone without exception. Moreover, company managers are told about the enormous responsibility for “violations”, and personnel officers are told about their professional unsuitability, if education and professional experience employees do not meet the requirements of the professional standard "Human Resources Management Specialist" or "Personnel Selection Specialist (Recruiter)". Let us remind you that these professional standards have been applied since November last year.

We will not comment on the ethical side of such actions. What matters is what is true and what is not. Moreover, this should be judged only on the basis of regulatory legal acts.

1. Professional standards come into force on July 1, 2016. True

On July 1, 2016, Art. 153.3 Labor Code of the Russian Federation. It was introduced into the Labor Code of the Russian Federation Federal law dated 05/02/2015 No. 122-FZ "On Amendments to the Labor Code Russian Federation and Articles 11 and 73 of the Federal Law “On Education in the Russian Federation.”

2. The requirements of professional standards are mandatory for everyone. Not true

Part 1 art. 153.3 of the Labor Code of the Russian Federation contains the rule: professional standards are mandatory for use by employers only in the case where the Labor Code of the Russian Federation, other federal laws, and other regulatory legal acts of the Russian Federation establish requirements for the qualifications necessary for an employee to perform a certain job function and exclusively in relation to such requirements.

In cases where the requirements for the qualifications necessary for an employee to perform a specific job function are normative document are not established, the qualification characteristics specified in the professional standards are not mandatory for use. Employers can use them to determine the qualification requirements for employees, taking into account the characteristics of the job functions and specifics they perform. production processes and working conditions in the company.

3. Everyone, without exception, needs to bring their job titles in line with professional standards. Not true

The names of positions and qualification requirements in employment contracts must comply with professional standards, if, in accordance with the Labor Code of the Russian Federation and other federal laws, the performance of work in these positions, professions, specialties is associated with the provision of compensation and benefits or the presence of restrictions (paragraph 3, part 2, article 57 of the Labor Code of the Russian Federation ).

As for organizations of other forms of ownership, for them it is indeed possible to establish additional responsibilities regarding the application of professional standards. The Government of the Russian Federation, taking into account the opinion of the Russian Tripartite Commission for the Regulation of Social and Labor Relations, can establish the specifics of the application of professional standards in terms of the mandatory requirements:

• for state extra-budgetary funds of the Russian Federation;
• state or municipal institutions;
• state or municipal unitary enterprises;
• state corporations;
• state companies and business entities, more than 50% of the shares (shares) in the authorized capital of which are in state or municipal ownership (Article 4 of Federal Law No. 122-FZ).

When the compensation and benefits due to an employee (or the restrictions applied to him) do not depend on the name of his job function, then such a name may differ from that indicated in the qualification reference book and professional standard (for example, the mere recognition of the work performed by an employee as “harmful” does not yet means that the position (profession) of the employee must be indicated in accordance with the reference book or professional standard).

Application of professional standards regarding qualification requirements

In turn, compliance qualification requirements, established by a qualification reference book or professional standard, is necessary in two cases:

• if, in accordance with other federal laws, the performance of work in these positions, professions, specialties is associated with the provision of compensation and benefits or the presence of restrictions (that is, when compensation, benefits, restrictions are “tied” to a specific position (profession, specialty));
• when other federal laws and other regulatory legal acts of the Russian Federation establish certain qualification requirements.

Regarding the qualification requirements mentioned in the article, the Ministry of Labor of Russia (;) explains that when applying this norm, other regulatory legal acts mean decrees and orders of the Government of the Russian Federation, orders federal bodies executive power, which establish special requirements for employees performing certain job responsibilities, having a normative legal nature (for example, orders of the Ministry of Transport of Russia, etc.). In this case, these regulatory legal acts apply in terms of requirements; in other cases, these requirements are advisory in nature. For example, compliance with the qualification requirements specified in qualification reference books and (or) professional standards is expressly provided for for persons engaged in pedagogical activity(), persons hired for underground work (), etc.

This obligation is imposed on all employers - both budgetary organizations, and commercial (). But even if a professional standard is mandatory for an employer, this does not mean that something will change for employees already working in the organization: the responsibilities of employees cannot change automatically in connection with the adoption of a professional standard. The change can be made either by agreement of the parties to the employment contract (), or by the employer unilaterally () - in the case where the basis for such a change is an actual change in organizational or technological working conditions (changes in equipment and production technology, structural reorganization of production, other reasons ), under which maintaining the same working conditions is impossible. But even in these cases, changing the employee’s labor function at the initiative of the employer is not allowed ().

The entry into force of professional standards is not a basis for dismissal of employees. Workers may be sent to professional retraining or advanced training with their consent and subject to the will of the employer ().

For failure to comply with the requirements of professional standards in cases where they are mandatory, the employer may be held liable (;). Verification of compliance by employers labor legislation carry out State inspections labor in the relevant subject of the Russian Federation and the Prosecutor's Office of the Russian Federation.

Anna Mazukhina, expert of the Legal Consulting Service GARANT

Since July 1, 2016, issues of regulation of professional standards are regulated by the provisions of Article 195.3 of the Labor Code of the Russian Federation. Until now, many organizations and individual entrepreneurs do not know how to work with them. When do they make it necessary to rewrite internal personnel documentation? Do staffing schedules and job descriptions need to be adjusted? What to do if it turns out that the education of employees does not meet accepted standards? Is it necessary to retrain employees and send them to advanced training courses? And, most importantly, who controls all this? Unions? Labor inspectorates? Let's figure it out.

Why are professional standards needed?

A professional standard is the name of an important fundamental document that contains a description of the following standards:

1. Labor functions of the employee in accordance with his qualifications and position.
2. Requirements for his experience and knowledge.

Thus, we can say that professional standards include a description of the qualitative level of qualifications of an employee, which he must meet in order to rightfully take his place on the staff of any company, regardless of the type of its activity (Article 195.1 of the Labor Code of the Russian Federation).

All professional standards are approximately the same and have a single structure (according to the order of the Ministry of Labor of Russia dated April 12, 2013 No. 147n “On approval of the Layout of the Professional Standard”).

Unlike specialized reference books on qualifications, professional standards give a clearer picture of the work functions of workers, which have absolutely accurate and detailed descriptions. Perhaps, over time, professional standards will be completely replaced qualification reference books as documentation that is more in line with the requirements of the present time.

State register of professional standards

All information about professional standards approved by the Ministry of Labor is included in a special State Register. This list is posted on official page Ministry of Labor of Russia in the relevant section. See http://profstandart.rosmintrud.ru/:

Professional standards and their scope of use

These standards may be applied and taken into account for the following purposes:

• to organize training and certification of employees;
• policy formation when staffing an enterprise with highly qualified personnel;
• organization of management processes;
• establishing internal tariffs for work performed;
• facilitating the classification of tariff categories;
• developing your own systems for paying working hours, taking into account the specifics of work at a particular enterprise.

Are professional standards mandatory for implementation or are they only intended to facilitate the organization of an enterprise and production? Should the employer (company owner) unquestioningly follow them, accepting step by step instructions? Or does he have the right to choose the area and order of their application? Let's try to figure out these questions.

Mandatory application of standards

Paragraph three of part 2 of article 57 of the Labor Code of the Russian Federation talks about the mandatory nature of professional standards. In particular, this provision mentions such important document like an employment contract. Thus, if the receipt by an employee of an enterprise of special benefits, compensation or restrictions is directly related to the performance of duties inherent in a particular position, then the employer is obliged to be guided by reference books on qualifications or state professional standards.

EXAMPLE

Citizen "P" by nature of service is involved in particularly harmful and hard work. A benefit and compensation for citizens engaged in such activities is early retirement. This means that after leaving for a well-deserved rest, an employee can count on receiving the benefits due to him, his position must be spelled out in the employment contract exactly as it is listed in the directory or professional standard. At the slightest discrepancy, the employee risks losing his legal privileges.

Therefore, it is very important to take such nuances into account and correctly draw up and fill out all the necessary documentation. If a mistake is made and this comes to light (for example, at the request of the employee himself or as a result of an ongoing audit of the enterprise), then the company’s management may be held accountable.

The Administrative Code in the 4th part of Article 5.27 provides for punishment for such criminal negligence - a large fine. Its size may vary:

• from 50 to 100,000 rubles – for an organization;
• from 10 to 20,000 – for officials;
• from 5 to 10,000 – for private entrepreneurs.

Which, however, does not relieve the former or current employee from subsequent problems with receiving all the benefits and compensation due to him for the past period.

Requirements for employees to comply with professional standards

Article 195.3 of the Labor Code of the Russian Federation regulates the use of professional standards by employers. It provides a brief but succinct definition of the employee’s qualifications. And it is explained that if the requirements for the qualifications of a worker are legally defined, then the application of the standards becomes the indisputable responsibility of the employer, and not his right.

To make it clearer, let’s look at this point using the example of the professional standard for accountants in 2019. So, in accordance with Part 4 of Article 7 of the Federal Law of December 6, 2011 No. 402-FZ “On Accounting,” the chief accountant who came to get a job (for example, in an OJSC or an insurance organization) must meet the following requirements:

1. Higher education.
2. Work experience in the specialty "Accounting" or "Audit" - at least 3 years out of the last five.

But is it necessary to present these requirements if an accountant gets a job in a regular LLC? What to do if a potential chief accountant does not have higher education, but he has valuable experience and good achievement list? Let's look at the professional standard "Accountant". It follows from this that a person can be hired as an accountant with both higher and secondary education.

Therefore, we believe that higher education is mandatory for an accountant only if he plans to work in organizations included in the list given in Part 4 of Article 7 of Law No. 402-FZ (for example, in an OJSC). If not, then it will be enough to have secondary education and work experience, which are prescribed in the professional standard.

Improvement of employee qualifications

The employer has the right to send employees of his enterprise to retraining and advanced training courses. In accordance with Article 196 of the Labor Code, this is his right, but not his obligation. That is, this decision he can accept at his own discretion, based on considerations of the feasibility of such training. Most often - to raise the company’s status in the market, its prestige and the qualifications of workers involved in work processes.

In serious and large companies the employer and the owner of the company are interested in high level employee training. To verify and confirm it, international professional standards of internal auditing can be used.

Controversial point: is it necessary to study?

There are still disputes and different opinions regarding the above provisions. Some experts refer to Article 195.3 of the Labor Code (its first part), others to the same article in its second part, finding in them some discrepancies and inaccuracies that allow for a double interpretation of their meaning.

As a result, some believe that it is mandatory to apply professional standards, while others believe that they are only advisory in nature. However, both of them agree that if they are not legally established mandatory requirements to the qualifications of employees of a certain specialty, then they can only be advisory in nature for the employer and nothing more. Moreover, the latter has the right to use them at his own discretion, setting more stringent or, conversely, softer requirements for employees than required by the standard.

The workers themselves also react ambiguously to professional standards. Many of them express fears that the education they received at various courses will be only formal in nature. And this was invented by legislators for only one purpose – to once again empty their wallets. After all, on this moment The law does not clearly define who will pay for all this.

Let us assume that the current legislation does not impose strict requirements for the qualifications of specialists in certain professions. Let, in our case, for clarity, it be “HR Specialist”. Therefore, the professional standards for personnel officers approved for 2019 can be applied to this position. But use them only by taking them as a basis to facilitate the preparation of documentation.

For example, taking the professional standard as a certain template, you can:

• correctly identify job titles;
• functions related to the execution of the workflow;
• set reasonable requirements for their qualifications, experience, and education.

That is, this document, in fact, acts as a foundation that allows the employer to find support points when building natural work processes in a team.

Questions of application of Art. 195.3 Labor Code of the Russian Federation

All discrepancies and interpretations of Article 195.3 of the Labor Code of the Russian Federation are associated with its relative novelty. A lot of questions arise regarding the scope of its application. Moreover, it is still not installed:

• a unified method for introducing professional standards into enterprises (plan, etc.);
• a measure of responsibility of the employer and employees who have been working in their companies for a long time, if the latter are not currently able to meet professional standards.

And it is not at all clear what to do with new potential employees who are just planning to come to work for the enterprise. The labor market is now crowded, but not everything is so simple. This does not mean at all that there is no shortage of valuable personnel. Not always new employee with a higher education can replace an old one with only a secondary education behind him professional education, but with enormous experience.

Officials of the Russian Ministry of Labor constantly receive various questions regarding the application of professional standards. Here are some questions and answers to them.

Strict adherence to professional standards

Question: Is there a need to strictly follow the requirements of approved professional standards?

Answer: Yes. The employer must keep in mind that he is obliged to strictly follow the requirements when hiring a person if we're talking about on issues regulated by articles 57 part 2 and 195.3 of the Labor Code of the Russian Federation. In other cases, all requirements are purely advisory in nature.

Mandatory professional standards in private organizations

Question: Is compliance with professional standards mandatory for private organizations? Or are they designed to streamline the work of state and municipal companies and enterprises?

Answer: Yes, definitely. The law is the same for everyone, regardless of the form of ownership and status of the enterprise and its owner.

Differences in the professional standard and qualification reference book

Question: What should you do if, for the same profession, the qualifications reference book and the professional standard specify different requirements? Which of these two documents should be used in such cases?

Answer: The right to choose in this case belongs to the employer.

Dismissal of employees

Question: Is it possible to fire an employee if it suddenly turns out that he does not meet the requirements of the professional standard? For example, does he not have a higher education and the necessary work experience, which have become mandatory under the new rules?

Answer: No, the introduction of new professional standards cannot be grounds for dismissal of previously hired employees. Employees can be dismissed only based on the results of the certification process.

Changes in job responsibilities

Question: Should workers' responsibilities automatically change with the introduction of a new occupational standard?

Answer: No, there is no automatic change in responsibilities in this case.

Changes in employment contracts

Question: Does the law oblige employers to begin rewriting employment contracts and job descriptions for their employees once the new standards come into force?

Answer: Yes, but only if the requirements of professional standards are mandatory applicable to a specific position.

Tuition payment

Question: Who should pay for advanced training and retraining courses for employees if required by the employer?

Answer: The law cannot clearly answer this question. It is necessary to decide based on the content of other internal legal documents. Raise the employment contract, various agreements, collective agreements. The employer does not have a direct obligation to pay for the professional education of employees.

Transfer to a higher position

Question: Does the employer have the right to appoint a person to a position who, according to the terms of the professional standard, does not meet it?

Answer: The employer has the right to do this. In particular, the employer can create a certification commission. She may decide that the person recommended has sufficient experience, is responsible in carrying out his duties and is fully capable of handling them. And then the employee can be transferred to a higher position.

Responsibility for ignoring the requirements of professional standards

Approved professional standards are very important in social sphere. Responsibility for their failure to comply is provided for in cases where they are mandatory. Or if they are not mandatory, but the employer voluntarily accepted the obligation to follow their requirements. For example, by reflecting this solution in local normative act companies.

If an employer is obliged to comply with professional standards, but does not do so, then he may be held accountable on the basis of Article 5.27 of the Code of Administrative Offenses of the Russian Federation. Labor inspectorates will hold employers accountable.

Also see video on the topic of professional standards

The concept of “professional standard” was introduced into the Labor Code five years ago by Federal Law dated December 3, 2012 N 236-FZ. Since then it has firmly entered into everyday life. The Ministry of Labor almost daily approves new standards, the use of which has become mandatory for a number of organizations. To ensure that the information is systematized and any employer or citizen can find the information they need, a register of professional standards was created. The operator of the resource was the Russian Ministry of Labor.

According to labor legislation, professional standards are a requirement for the qualifications of specialists necessary to perform their professional activities. Qualification, in turn, includes a list of knowledge and skills, experience and professional skills that an employee must have. The Russian Ministry of Labor is responsible for the development and approval of professional standards; the list of specialties is formed taking into account the priority directions of economic development and proposals of the National Council under the President of the Russian Federation for professional qualifications. The Labor Code regulates these requirements.

In order for any employer or specialist to be able to right moment find a description and requirements for each profession for which a standard already exists; professional standards approved by the Ministry of Labor 2019 are combined into a special register. It represents a detailed information system, which defines the relevant qualification requirements for the specialties included in it. In the registry you can find:

• definitions connecting the spheres professional work;
• descriptions that help to emphasize the real experience of specialists, rather than educational programs;
• a list of powers and responsibilities of employees holding a certain position;
• degree of responsibility by type of activity;
• other useful information.

The basis for the development of approval and application of requirements is carried out by the department according to the rules established by the Decree of the Government of the Russian Federation. In addition, there is an official website “Professional Standards”, which is promptly updated. For ease of search and use, specialties are listed in alphabetical order.

Mandatory application of professional standards

Until July 1, 2016, the application of professional standards approved by the Ministry of Labor of Russia was not mandatory and was advisory in nature. However, from this date the law began to operate, which regulates the procedure for their application. It states, in particular, that if the Labor Code, other federal laws, and other regulatory legal acts of the Russian Federation establish requirements for the qualifications necessary for an employee to perform a certain job function, professional standards are mandatory for use by employers. Other organizations may follow these requirements at their own discretion.

Thus, specialists from the Ministry of Labor explain that in order to determine labor functions when concluding or changing employment contracts according to standards Article 57 of the Labor Code of the Russian Federation, a prerequisite is the indication of labor functions. Therefore, when indicating positions in staffing table employers are recommended to use the job titles contained in the corresponding block of the third section of the document; they are also contained in the 2019 register of professional standards. What useful can those employers learn from it for whom it is not yet mandatory to apply the established requirements in practice? Such information includes, in particular:

• information to form the basis of the organization’s personnel policy;
• standards for establishing a remuneration system;
• data to determine specific job functions for each employee;
• formulation of the main responsibilities of employees;
• assistance in development job descriptions;
• requirements for training and certification of employees.

Organizations for which employee qualification requirements have become mandatory:

• government agencies and organizations;
• open joint stock companies(except for credit institutions);
• insurance organizations;
• non-state pension funds;
• joint stock investment funds;
• management companies, mutual investment funds;
• others economic entities, securities which are admitted to circulation at organized auctions (with the exception of credit institutions) or conducted through online cash desks;
• state extra-budgetary funds.

All these organizations are required to hire chief accountants or other employees who are responsible for accounting, only in accordance with professional standards, as provided for Federal Law of December 6, 2011 N 402-FZ"About accounting". Other industries may have strict requirements for other positions and specialties, so employers must monitor this on their own, which the Ministry of Labor’s register of professional standards can help them with.

Relevance of data in the registry

Ministry of Labor and social development The Russian Federation constantly approves new packages of professional standards and updates their register. For example, on March 31, 2019, it included the following specialties:

• specialist in energy management in the construction industry;
• specialist in energy service activities at facilities capital construction;
• installer of industrial gas and gas-using equipment and gas pipelines;
• technical technician composite materials;
• organizer of project production in construction;
• combined driver road car;
• modernization specialist technical re-equipment and reconstruction foundry;
• machine operator for laying geosynthetic materials;
• heater;
• specialist in the design of water treatment and water intake structures;
• springer;
• asphalt concrete heater operator;
• specialist in setting up lifting structures;
• expert in assessing the compliance of lifting structures with safety requirements;
• crane operator general purpose;
• machine operator for driving and driving piles;
• installer of low-current security and safety systems;
• specialist in the design of refrigeration systems;
• Robotic Manufacturing Maintenance Technician;
• general practitioner (precinct general practitioner);
• specialist in energy inspection of capital construction projects, etc.

You can find the most current data on the website, since all approved professional standards since 2019, a list of which in alphabetical order can be found below, are promptly included in this list. Its application in practice will allow every employer the best way staff your enterprise with specialists of the required qualifications, create the necessary personnel reserve and also reduce staff turnover. All this will lead to a reduction in costs for personnel activities, which will have a positive effect on the economic stability of the company.