Rules for conducting internships in the workplace. On-the-job training: where to start and how not to get lost Training of workers on the job

From March 1, 2017, the procedure for conducting internships at the workplace will change significantly.

On-the-job training and on-the-job training are similar procedures for many employers. This is precisely why internships in organizations are not taken seriously enough. In fact, both procedures are necessary to train the employee to perform their duties safely. And both are carried out before work begins. This is their similarity. But there are also significant differences. Thus, training with employees most often takes several hours. An internship involves several work shifts. The briefing is a short theoretical course on how to perform work safely, with demonstrations of practical examples. And during the internship, the employee performs assigned duties under the supervision of a mentor, learns to perform the upcoming work in practice, and studies production and technological processes.

For whom is on-the-job training a mandatory procedure?

On-the-job training remains mandatory for employees entering work in harmful and dangerous working conditions. This obligation is assigned to the employer in Article 225 of the Labor Code and clause 11.4 of GOST 12.0.004-2015, which comes into force on March 1, 2017. For example, electrical personnel, miners, metallurgists, oil refining industry workers, miners, etc.

When should you do an on-the-job internship?

From March 1, 2017, on-the-job training for managers, specialists, blue-collar workers and junior service personnel must be carried out:

When they start working;

When transferred to another place of work within the organization with a change in position or work performed;

To prepare for the possible replacement of a permanent employee during absence (illness, vacation, business trip);

For practical development of best practices and effective organization of labor protection work.

PREVIOUSLY: The internship was carried out when transferring to another job or when changing the type of equipment or switching to managing other equipment (brand of machine, crane, etc.).

Deadlines for on-the-job internships

From March 1, 2017, the duration of the internship is determined by the head of the department in which the internship employee works. It takes into account the employee’s level of education, qualifications, work experience and other important factors.

For blue-collar workers and junior service personnel who have the necessary qualifications and experience, the internship period should range from 3 to 19 work shifts;

If a blue-collar worker does not have work experience and relevant qualifications, then the internship period, including mastering the issues of labor protection and work safety, should be from 1 to 6 months.

For managers and specialists, the duration of the internship is determined by the employer. Depending on education, training and work experience - from 2 weeks to one month.

PREVIOUSLY: According to GOST 12.0.004-90, which is currently in force, on-the-job training is carried out during the first 2-14 shifts after the initial briefing.

Its duration depends on the nature of the work and the qualifications of the employee.

The document does not differentiate between deadlines for managers, specialists or blue-collar workers.

Attention! The current GOST allows management, in agreement with the labor protection service and the enterprise's trade union, to exempt from internship an employee whose work experience in his specialty is at least 3 years, if he moves from one workshop to another, and the nature of his work and the type of equipment does not change.

This point is not in the new document!

Question from employer: Is it necessary to conduct an on-the-job internship with travel agency employees who work in the office?

Answer: No no need. Only employees who will be engaged in work with harmful or dangerous working conditions must undergo on-the-job training after initial instruction (Article 225 of the Labor Code of the Russian Federation). Office workers do not fall into this category.

Who conducts on-the-job internships?

From March 1, 2017, internships for workers can be conducted by a work supervisor, an industrial training instructor, or another experienced worker who has been trained as an occupational safety instructor and has extensive practical experience.

As for managers and specialists entering the workforce, their internship can be carried out by a superior or another manager, whom the employer will appoint by decision.

PREVIOUSLY: To conduct the internship, the employer appointed by his order an internship supervisor from among senior employees or specialists.

Question from employer: Do we need to provide on-the-job training to an employee if he moves from one department to another?

Answer: You need to conduct an internship with an employee, but only if the working conditions at the new workplace are harmful or dangerous (Article 225 of the Labor Code of the Russian Federation). If this is not the case, then you can safely transfer the employee to another structural unit without an internship.

How does an on-the-job internship work?

GOST 12.0.004-2015, which comes into force on March 1, 2017, prescribes clear rules for conducting internships for the employer. It states that the internship supervisor must: -- Draw up internship programs and reflect in them specific tasks and deadlines, taking into account the employee’s education, training and work experience of the intern;

Familiarize the probationer with all employees of the department and working conditions.

During the internship, the new employee must learn the internal labor regulations, the main functions of the department and all the labor safety requirements when performing work;

During the internship, familiarize the intern with the package of documents required for work.

It must necessarily include the employee’s job description, regulations on the unit, internal standards and regulations, local regulations on labor protection and production safety;

Throughout the entire internship period, the supervisor must carefully monitor the work of the trainee, monitor and, if necessary, adjust his actions. After the internship is over, the manager must provide feedback on the internship in any form. The results of the internship are summed up by a specially created commission of the employer.

For blue-collar workers there is a qualification commission, and for managers and specialists there is a certification commission. She conducts a qualifying exam. The employer chooses the form himself. The task of the commission members is to assess the level of theoretical and practical training of the trainee, the level of his knowledge of labor protection requirements and draw up the appropriate protocol.

Attention! GOST 12.0.004-2015 does not have clear instructions on the composition and size of the commission. We recommend that you involve at least three people whose work experience and experience will allow them to complete the task assigned to them. If the members of the commission decide that the employee has successfully completed the internship, the head of the department or organization issues an order to allow the intern to work independently. If the results of the internship are negative, the employee should not be allowed to work independently. He must undergo a second internship within one month, after which he must once again pass a test of knowledge of labor protection requirements.

IMPORTANT!!! If an employee was unable to complete an on-the-job internship again and received an unsatisfactory assessment from the commission, the training organizer has the right to consider the issue of his suitability for the profession or position held.

What liability will the employer bear if he does not conduct an on-the-job internship?

On-the-job training is one of the types of training an employee in safe methods and techniques for performing labor protection work. If an employer allows an employee to work without conducting an internship required by law, the GIT inspector may impose a fine during the inspection (Part 3 of Article 5.27.1 of the Code of Administrative Offenses of the Russian Federation): for officials - from 15,000 to 25,000 rubles, legal entities - from 110,000 to 130,000 rubles for each untrained employee.

On-the-job training – quite common practice, used on the territory of the Russian Federation. In most cases, this process is carried out by young specialists who have only theoretical knowledge, or by those workers who are not familiar with the specifics of performing certain job duties.

The internship is carried out in compliance with all the provisions of the Labor Code and internal rules of the organization - the employee undergoes official registration, performs certain actions according to the plan and receives payment for performing work duties.

Why and when is it needed

It is worth noting that the Labor Code of the Russian Federation does not define the concept of employee internship as such. The main document that can determine the need for it is employment contract concluded between the parties to the employment relationship.

The employer has the right on one's own determine the need for such a process, the procedure for conducting it and the time frame within which this will take place. At the same time, all the rules of the organization should not contradict the regulations and legislative acts that protect the rights of hired workers.

The main purpose of the conduct is gaining skills performing work duties in a new place or area of ​​work for better quality work in the future. In addition, for some specialties the main focus is obtaining knowledge on safety and labor protection related to increased danger or the presence of harmful factors in production or an organization.

The passing process can be voluntary or mandatory– if mandatory, the list of professions required for its implementation is established by labor legislation. The duration of the procedure is determined in accordance with the characteristics of the organization’s functioning, working conditions and the existing professional experience of the employee.

Regulatory acts

The regulatory acts in accordance with which the basic rules for conducting an internship for a hired employee are determined are the following:

• Labor Code of the Russian Federation - ;

In accordance with the laws of the Russian Federation, in mandatory Employees of the following professions must undergo internships:

1. Workers employed in industrial enterprises and organizations.
2. Employees using technical equipment.
3. Public transport drivers – these include employees working on buses, trolleybuses and trams.

As a result of an employee going through such a process, the employer can form an idea of ​​the sufficiency of the acquired skills and knowledge and allow access to perform job duties.

The procedure for registering an employee is as follows:

What is the set duration?

Duration of the training process depends significantly from the internal procedures of the organization and the specifics of the work performed. Within the established deadlines, the manager has the right to independently understand the decision on the completion date of the training process.

At the same time, he must rely on such indicators:

• level of education of the hired employee;
• employee qualifications;
• experience in similar positions;
• availability of knowledge in the field of safety precautions.

On average, if employment is carried out in a blue-collar profession or junior service personnel with certain experience and skills, then the duration of training can be from 3 to 19 work shifts.

For the same positions, in the case of a complete lack of any knowledge, the internship period may last up to six months. When hiring employees for positions of specialists or managers, the average training period is from 2 weeks to one month.

Due to the fact that the training process is only indirectly regulated by law, most employers practice registration special document, which defines all the basic rules for conducting such a process. Such a document is called .

It does not have a mandatory (unified) form, and each individual organization has the right to independently develop and approve its main points.

• purpose of the event;
• employee's workplace;
• the procedure for making payments for the specified period;
• basic documents that may regulate the activities of the accepted person;
• a list of positions and professions for which internship is mandatory.

Order, program, journal

The employment order must contain the following information:

• name of the organization or enterprise;
• the name of the document or form itself;
• date of hire of the employee;
• Date of preparation;
• place (settlement) of compilation;
• main regulatory and legislative acts in accordance with which the internship will be conducted;
• the position for which the applicant is accepted;
• duration of the training period.

One of the documents required when an employee undergoes an internship is program, which contains all the basic concepts and principles of its implementation. The program must be approved by the head of the organization and contain the following points:

• the purpose of employees undergoing such a training process;
• requirements for the applicant;
• regulatory framework for obtaining knowledge;
• main provisions relating to a particular unit;
• activities performed that are aimed at mastering the material;
• regulations on the department where the employee’s internship will take place;
• system for assessing the knowledge acquired by the employee;
• the minimum time frame within which an employee can complete the internship, provided that all necessary knowledge has been obtained;
• the procedure for monitoring by responsible persons.

In addition to such documents, the manager must provide the establishment special magazine, in which his curator enters all stages of the process and the amount of time spent. All reflected stages must completely coincide with the internship program.

Regarding payment for the internship period, the employee should note the following: rules and regulations:

Passage order

Procedure for completing on-the-job training next:

• preparation of mandatory documentation for employment;
• familiarization with safety regulations;
• familiarization with the main responsibilities;
• beginning to perform work duties under the guidance of a supervisor;
• recording results in a journal;
• completion of the internship process;
• making a decision by the manager on the possibility of hiring.

In any organization, the internship must be completed with the preparation of a report on it. Such a document is drawn up by a person who was an intern, and it includes the following information:

• the goals that the trainee achieved during the period;
• tasks that could not be completed and the reasons for this;
• list of acquired skills and knowledge;
• the intern's suggestions for some improvements to the work process.

Separately, the curator draws up employee characteristics, at the end of which he concludes about the possibility of hiring him. After drawing up such documents, the employer makes a conclusion about the employee’s employability, and he can be hired either immediately or included in the personnel reserve.

Differences from probation

Any employer and employee should understand that completing an internship has significant differences from the probationary period, which in practice is also often set when hiring:

1. During the probationary period, the contract can be terminated at any time.
2. The probationary period is usually longer than the internship.
3. The probationary period has some restrictions on the possibility of establishing it for certain categories of persons.
4. A probationary period, unlike an internship, is not mandatory for certain positions.

Training of workers in labor protection consists of theoretical and practical training, followed by testing of acquired knowledge and skills. To gain practical skills at a specific employee’s workplace, you need internship under the supervision of a more experienced employee.

Who should take an occupational safety internship? The employer is obliged to conduct on-the-job training for employees entering work with harmful or dangerous working conditions (Article 225 of the Labor Code of the Russian Federation, clause 7.2.5 GOST 12.0.004–90, clause 2.2.2 of the resolution of the Ministry of Labor of Russia, Ministry of Education of Russia dated January 13, 2003 No. 1/29). For other employees not associated with hazardous conditions, the employer himself determines the need for internship.

• note Internship is carried out only after training in labor protection

An internship is required if:

• the work is subject to increased labor safety requirements;
• work is carried out at facilities that are subject to industrial safety requirements.

Example. The company entered into an agreement to install utility systems to the building. To do this, it is necessary to dig trenches 2 m deep. Such work is classified as high-risk work (Appendix 1 to POT RO 14000-005-98). Therefore, the employer can allow only those employees who have completed an internship in this type of activity to perform it.

If an enterprise has approved a list of professions exempt from on-the-job training, then they are also exempt from internships. An employee with work experience in his specialty can be exempted from internship at least three years, which moves from one structural unit to another. At the same time, the nature of its work and the type of equipment should not change.

Who conducts the internship? The internship is conducted by an experienced employee who is appointed order or direction employer. In some cases, there is a limit on the number of interns per internship supervisor. For example, when working at height there should be no more than two. A requirement for the qualifications and work experience of the internship supervisor may also be introduced.

Example. During the internship, the driver is assigned to a mentor for the entire duration of the training. Mentors are selected from among the most experienced and disciplined workers with experience working on buses at least five years, taxi and truck - at least three years. Mentors should not have any violations of traffic rules or accidents in the last three years. In addition, they must undergo pre-training at a training center and have an internship certificate bus drivers.

Who usually completes an occupational safety internship? Among working specialties, internships are carried out by:

• welders;
• electricians;
• boiler room operators;
• drivers involved in passenger transportation;
• high-altitude installers, etc.

There are also internships repair, operational, operational and repair personnel and operational managers.

The rest of the employees need an internship if they cannot immediately be allowed to work independently due to the characteristics of a particular enterprise or technological process.

What documents should I prepare before an internship in occupational safety and health? The minimum required list of documents for completing an internship looks like this:

• The regulations on the internship will help to draw up RD-200-RSFSR-12-0071-86-12 “Guiding document.
• Regulations on improving professional skills and internship of drivers” regulations on internship;
• internship program;
• internship order;
• order for permission to work independently.

The Internship Regulations describe in detail the rights and responsibilities of the employee and the internship supervisor, the terms, procedure and features of the internship.

The internship program determines:

• procedure and duration of internship in a specific profession;
• typical actions that an employee must learn;
• the amount of theoretical knowledge that he must obtain;
• procedure for conducting control checks during the internship, etc.

The beginning and end of the internship are documented by order or instruction of the employer. The order to begin the internship indicates the basis for the internship and its duration, lists the employees who must undergo the internship and their mentors - the internship supervisors.

What is included in the occupational safety internship program? During the internship, the employee must:

• understand the rules of regulatory and technical documents on labor protection,
• learn to apply them in the workplace;
• study diagrams, operating instructions and labor protection instructions, knowledge of which is mandatory for working in a given position (profession);
• practice clear orientation in your workplace;
• acquire the necessary practical skills in performing production operations;
• study the techniques and conditions for trouble-free, safe and economical operation of the equipment being serviced.

The internship lasts from 2 to 14 shifts. The duration in each case depends on the level of professional training of the employee and the nature of the work performed. Sometimes specific internship requirements are specified in industry occupational safety and health regulations.

Example. For a bus driver who has not worked as a driver before and has just received a bus driving license, the internship will be 224 hours: 61 hours - pre-route internship; 163 hours - route internship. An experienced driver who is transferred from one brand of bus to another will do without pre-route training. He only needs a route internship - 32 hours. If an accident occurs due to the driver’s fault, he will be sent to an eight-hour internship followed by passing test exams.

How are the results of an occupational safety internship assessed? The internship ends exam. If an employee is unable to pass the knowledge test, he is given additional time to prepare and pass the exam within no more than 30 days. At the same time, the employee are not allowed to work. The decision is formalized by order. An entry “failed” is entered into the knowledge test protocol, but a certificate is not issued. Only after a successful knowledge test, documented by protocol and certificate, the employee may be allowed to work independently. The completion of the internship is recorded in log of workplace briefings.

What happens if you don't complete the internship? If you do not complete the internship, you will face a fine (Part 3 of Article 5.27.1 of the Code of Administrative Offenses of the Russian Federation):

• for an official and an individual entrepreneur - from 15,000 to 25,000 rubles;
• organizations - from 110,000 to 130,000 rubles.

It is important to follow the procedure and timing of the internship and complete all documents correctly. Otherwise, the State Tax Inspectorate may consider that the internship was not carried out (conducted with violations) and fine the employer.

When investigating industrial accidents, the victim's completion of an internship, along with occupational safety training, will be one of the fundamental factors for establishing the employer's guilt.

Labor legislation does not define the concept of internship. In other regulatory acts, internship is understood as one of the types of education in order to form and consolidate in practice professional knowledge, skills and abilities acquired as a result of theoretical training (clause 1 of the Recommendations for organizing and conducting internships for specialists to the Letter of the State Committee for Higher Education of the Russian Federation dated March 15, 1996 N 18-34-44in/18-10). That is, an internship involves on-the-job training, usually under the guidance of a mentor.

In a number of industries, internships are directly required by law. So, you can hire:

• trainee lawyer (Article 28 of the Law of May 31, 2002 N 63-FZ);
• notary trainee (Article 19 “Fundamentals of the legislation of the Russian Federation on notaries”, approved by the Supreme Court of the Russian Federation on February 11, 1993 N 4462-1);
• trainee assistant to the arbitration manager (clause 3 of article 20.1 of the Law dated October 26, 2002 N 127-FZ, Order of the Ministry of Economic Development of Russia dated December 18, 2012 N 799).

In addition, internship is required for persons hired for the first time for a position, as well as those who have had a break in work activity directly related to driving vehicles for more than one year (clause 13 of the Procedure, approved by Order of the Ministry of Transport dated March 11, 2016 N 59) .

In turn, the Labor Code of the Russian Federation requires employers to provide internships to employees hired in harmful and (or) dangerous working conditions in order to teach them safe methods and techniques for performing work (Article 225 of the Labor Code of the Russian Federation, clause 2.2.2 of the Labor Safety Training Procedure , approved by Resolution of the Ministry of Labor, Ministry of Education dated January 13, 2003 N 1/29).

At the same time, any employer, on its own initiative, can hire a trainee employee. At the same time, all guarantees provided for by the Labor Code of the Russian Federation will apply to it.

Trainee registration

First, you need to register the position of the intern in the staffing table. The list of documents that he will have to provide you with for employment will be the same as for ordinary employees (copies of passport, diploma, work book, etc.).

The employer has the right to conclude a fixed-term employment contract with the employee for the internship period. Since one of the grounds for concluding a fixed-term contract is the performance of work related to practice, vocational training or additional education in the form of an internship (Article 59 of the Labor Code of the Russian Federation). However, some labor inspectors believe that this rule is applicable only if an internship is mandatory for the employee.

An intern, like any newly hired employee, may be subject to a probationary period.

The employer will also need to draw up an order for hiring an intern and an order for appointing a mentor. It is he who will draw up a conclusion based on the results of the internship. If, based on the results of the internship, they decide to hire a trainee employee as a specialist, then they will need to either conclude a new employment contract or arrange a transfer for him by drawing up an additional agreement to the existing employment contract.

The head of a training center at a manufacturing enterprise must have a large amount of information from a variety of sources: government agencies, educational institutions and, of course, directly from the workers themselves. It is important to understand the goals and objectives of workplace training. Where to begin? Read in the new article.

When I first came to work at a manufacturing enterprise as the head of a training center, I felt like a tourist lost in a foreign country, in an unfamiliar city. Everything was not the same as in the past experience of the head of a state educational institution, not as I read in books, not as I was taught at the institute and in advanced training courses. How many new words and concepts fell upon me: “atomka”, Rostekhnadzor, NAKS, labor protection, nuclear safety, PNAEG, etc. How to figure this out?!

An experienced guide, with a smile, addresses a group of tourists in the mountains:

- Look, this is a dangerous place. Be careful, don't fall off. Well, if this has already happened, then as you fall, be sure to look to the right - the landscape is of rare beauty!

There are many recommendations on the Internet for lost tourists. I liked the reminder “What to take with you if you intend to get lost”: you will definitely need a map and a flashlight. Some rules are also suitable for a novice manager who has been entrusted with setting up the training process for production personnel. I will focus on five of them. Read the rest on the Internet and adapt them to suit yourself if you wish.

Rule one: “Don’t panic!”

They say, “saving drowning people is the work of the drowning people themselves.” To feel more confident in a new place, first of all, let’s take control into our own hands, look around and find landmarks. Lost tourists are advised to determine the location on the map. The organizational structure of an enterprise can be considered a “map of the area.” It shows who I report to, who my immediate supervisor reports to, what place the department in which I work occupies, with whom I interact and on what issues.

It’s great that at the enterprise where I first arrived, you could find the right employee on the corporate electronic resource, look at photographs, what he looks like, under whose authority he works, and what contacts to contact. I had to put together an internal “map” of the department’s processes from what managers and colleagues told me, looking for regulations in “Consultant Plus” that could clarify the picture.

Rule two: “Don’t get even more confused!”

A tourist asks a local resident:

- Can you tell me how I can quickly get to that mountain over there?

- Just a minute, I’ll untie my dog ​​now...

Four questions, like four legs on a table, helped me find support in the current personnel training system at the enterprise:

• What are we doing?
• How do we do it?
• Who is doing?
• How much does what we do cost?

1. What are we doing?

For example, worker training includes three main areas:

1. Training and testing of knowledge in the field of industrial safety and labor protection. The Decree of the Government of the Russian Federation No. 263 dated March 10, 1999 states that these are issues of the labor protection department, but sometimes they are referred to the personnel directorate for processing. Here we will not argue about who owes what to whom, but we will figure it out so that in the future we will feel confident and comfortable.
2. Training for working professions.
3. Assessment of the qualification level of workers (otherwise - “increasing ranks”).

2. How do we do it?

Worker training (even instruction) includes theoretical and practical training. Internships are organized at workplaces by shop managers in the form of an internship, assigning the student to a mentor with a qualification level higher than third; sometimes the role of a mentor is played by a foreman or foreman.

During the exam, the commission tests theoretical knowledge and practical skills - for this, the worker performs trial (qualifying) work in the workshop.

Technologies for teaching and testing knowledge are used both traditional - “word of mouth”, and modern ones, with electronic means, simulators, etc. This depends on the level of economic development of a particular enterprise and feasibility.

3. Who does it?

When it is not possible to conduct training with internal resources, they are trained in external educational centers, because there is no educational license, there are no corresponding “bearers” of knowledge - teachers, training (certification) in specialized centers is regulated by regulations. When recruiting a large group, the provider (both a legal entity and an individual) is invited to train employees on the premises of the enterprise.

To organize internal training, teachers are employees of the enterprise in agreement with their immediate supervisors.

4. How much does the training provided cost?

The cost of services of external providers is negotiable or based on the official price list. The basis of the internal training budget includes the payment of teachers and mentors and consumables (notebooks, pens, reproduction of handouts, tests, notepads for flipcharts).

Rule three: “Language will take you to Kyiv!”

Statement from an employee:

In my opinion, this anecdote reflects the essence of the work of a training center at a manufacturing enterprise. At first, I didn’t understand why the production managers and I sometimes didn’t understand each other? It seems like we speak the same language. They talk about training and I talk about training, they talk about personnel certification and I talk about certification, they talk about advanced training and I talk about the same. When I began to listen more carefully to what production workers were saying, it turned out that we use the same words, but we put different meanings into them!

Process	Personnel understanding	Understanding by production personnel
Training	The process of acquiring knowledge, skills, abilities	Obtaining a “crust” for permission to work
Personnel certification	Assessment (testing) of the level of knowledge and skills in accordance with the requirements for the position held	Preparation of documents (protocols, certificates)
Training	Updating and deepening previously acquired professional knowledge, improving the business qualities of employees	Increasing the qualification rank/category in order to increase wages
Staff development	A set of activities of the personnel management service, including training, assessment, adaptation, career planning, etc.	Abstract concept

Language will bring you to Kyiv, the main thing is to speak the same language with those who will help you get closer to your goal.

Rule four “Contact the law enforcement officer!”

“Guardians of order” for employees of the training center - regulations, including internal standards, such as:

• Labor Code of the Russian Federation;
• Law “On Education in the Russian Federation”;
• Regulations on licensing of educational activities;
• The procedure for organizing and implementing educational activities in the main vocational training programs;
• The procedure for organizing and implementing educational activities in additional professional programs;
• Unified Tariff and Qualification Directory of Works and Professions of Workers;
• Qualification directory for positions of managers, specialists and other employees;
• RD-3-19-2007 “Regulations on the organization of work on the training and certification of specialists from organizations supervised by the Federal Service for Environmental, Technological and Nuclear Supervision”;
• RD-3-20-2007 “Regulations on the organization of training and testing of knowledge of working organizations supervised by the Federal Service for Environmental, Technological and Nuclear Supervision”;
• Model instructions on the organization of qualification exams for vocational training of workers in production (the document has become invalid);
• The procedure for training in labor protection;
• Methodological recommendations for organizing fire safety training;
• Decree of the Government of the Russian Federation “On training the population in the field of emergency protection”;
• Model regulations on continuous professional and economic training of personnel of the national economy.

To work with students:

• Regulations on the practice of students mastering basic professional educational programs of higher education;
• Regulations on the practice of students mastering basic professional educational programs of secondary vocational education;
• The procedure for concluding and terminating an agreement on targeted admission and an agreement on targeted training;
• The procedure for the creation by educational organizations implementing educational programs of higher education, in scientific organizations and other organizations carrying out scientific (research) activities, departments carrying out educational activities;

Below is a table that helped me navigate the types of personnel training and certification. You just need to not be lazy and update the information periodically, as the legislation is constantly changing.

Table 1. Types of training* (requires updating in accordance with current legal requirements).

Forms of training	Programs	Audience		Document (at the exit)
Professional education	Job training		After completing the theoretical course, an internship (practical training) is required. Specialists (teachers, industrial training masters) must have pedagogical training and be certified by Rostechnadzor in the discipline taught	Certificate
Training	Programs ranging from 16 to 250 hours	Managers, specialists, workers	A license for educational activities is required	Certificate
Professional retraining	Programs over 250 hours	Managers, specialists	A license for educational activities is required
Special training (technical courses)	PNAE G-7-003	Welders		Not required
	PNAE G-7-010	Controllers	Coordination of programs with the parent materials science organization	Not required
	Nuclear Energy Safety Training	Managers, specialists	Enterprise internal standard	Not required
	Industrial safety training	Managers, specialists	Programs agreed with Rostekhnadzor	Not required
	Occupational Safety and Health	Managers, specialists	A license for educational activities is required	Certificate
			Training is conducted by the immediate supervisor	Journal entry
	Fire technical minimum	Managers, specialists, electric and gas welders	A license for educational activities is required Coordination of programs with the Russian Ministry of Emergency Situations	Certificate
	civil defense	Managers	A license for educational activities is required	Certificate

Rule five: Find other tourists!

Advice for those who do not want to “get lost” in managing a factory training center is to find people like you in order to communicate, exchange experiences, and learn the latest news in the professional field. Places where “HR tourists” gather are specialized conferences, seminars, advanced training courses, and master classes. At advanced training courses, students eagerly study the experience of their colleagues, talking during breaks and after lectures. At conferences, they take a virtual journey through HR landmarks, analyzing the experience gained and answering the questions: what am I doing right, what should I adjust, where should I strive, and what are the HR pinnacles of the factory training center.