Professional training of workers in production. Personnel training in production: how to organize effective training of workers. Internship Regulations

Labor legislation does not define the concept of internship. In other regulations, internship is understood as one of the types of education in order to form and consolidate in practice professional knowledge, skills and abilities obtained as a result 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, as well as those who have had a break in work activity directly related to management vehicles, 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 for employees hired to work with harmful and (or) dangerous conditions labor in order to train them safe methods and methods of performing work (Article 225 of the Labor Code of the Russian Federation, clause 2.2.2 of the Procedure for training in labor protection, 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 an intern in 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, employment history and etc.).

The employer has the right to issue a temporary employment contract with the employee during the internship period. Since one of the grounds for concluding a fixed-term contract is the performance of work related to practice, professional 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.

To understand what an internship is designed for, you need to look into regulations regulating this process.
The obligation to conduct an internship is assigned to the employer by law. The employee must be trained in safe working methods, given instructions and on-the-job training ().

The need for an employer to conduct on-the-job training for employees entering work in harmful and dangerous working conditions is discussed in part three Labor Code. The same requirement is contained in more detail in the Procedure for training on labor protection and testing knowledge of labor protection requirements for employees of organizations.

To this it must be added that Rostechnadzor approved Regulations on the organization of training and testing the knowledge of working organizations supervised Federal service, on environmental, technological and nuclear supervision. This is intended to reduce the risk of employee injury or occupational disease.

Please note that briefings And internship similar in purpose. Both procedures are designed to give the employee an understanding of how to safely perform their duties. And both are carried out before work begins.

However, there is also significant differences. First of all, it's duration. While the orientation can be completed within a few minutes, the internship takes at least two shifts. The specific duration depends on the profession and does not exceed 14 shifts.

Briefing, as a rule, is a theoretical course of the employee’s action algorithm, sometimes with a demonstration practical examples. An internship is the performance by an employee of his duties under the supervision of a mentor, temporary work activity to gain work experience or improve qualifications in a specialty.

How to apply for an internship correctly

Like any type of occupational safety training, the internship must be properly formatted. This is necessary for a number of reasons. Firstly, so that inspectors cannot punish the employer for failing to train their employees, and secondly, so that the employee himself cannot make claims if he receives an injury or illness due to his own negligence.

Minimum necessary list documents when applying for an internship looks like this:
internship regulations;
internship program;
internship order;
order for admission to independent work.

First of all needs to be formalized Internship Regulations. The process of developing this document must be approached very seriously and scrupulously. After all, it describes in detail the rights and responsibilities of the trainee and mentor, the terms and procedure of the internship, responsibility and other features associated with the internship.

As an example for constructing a document and filling it out, you can take “ Guidance Document. Promotion Regulations professional excellence and driver training."

Typically, the first two sections of a document contain general provisions, goals and objectives of the internship.
In the following sections, you need to establish the procedure for completing an internship and admitting an employee to work, and the internship procedure for individual professions (categories of employees).

Regulations on the internship (extract)

It should be noted that for enterprises not controlled by Rostechnadzor, the requirements for organizing internships and allowing an employee to work independently may be slightly different, but the algorithm will remain the same.

There are some features of conducting internships and allowing electrical technical personnel to work independently. This issue also needs to be covered in the Regulations.

Approximate content The provisions might look like this:

1. Introductory provisions.
2. Goals.
3. Objectives.
4. Scope.
5. Validity period and procedure for making changes.
6. Terms and definitions.
7. Designations and abbreviations.
8. The procedure for internship and admission to independent work.
9. Features of internship for electrical technical personnel.
10. Links.
11. Applications.

Internship program determines the order And time internships in a specific profession, typical actions that an employee must learn, the amount of theoretical knowledge he must receive, the procedure for conducting control checks during the internship, etc.
Before sending a specific employee to an internship, an order must be issued. Its form is not approved by law, so each employer can use its own version.

The order indicates the grounds for the internship and its duration, lists the employees who must undergo the internship and their mentors.

Example of an order for an internship:

Download sample

The results of the internship are recorded in the workplace briefing log.

The internship ends with passing an exam. Only after this the employee can be allowed to work independently. Admission is issued by order.

Download sample

If an employee fails to pass the exam, he is not allowed to work, which is also formalized by order.

Is it possible not to do an internship?

Internship is mandatory only for workers employed in harmful and dangerous working conditions, as well as in cases where this requirement is established by separate regulations. For example, for drivers who transport passengers or work in dangerous production facilities. There is no way to do without an internship here. If the employer does not carry it out, he risks being fined in the amount of 30 000 before 50 000 rubles For heads of organizations the fine will be less - from 1000 before 5000 rubles ().

From January 1, 2015, punishment for violation labor legislation will increase significantly. Thus, for admission to work without the necessary training in labor safety (and internship is one of the types of training), the head of an organization and a private entrepreneur will face a fine of 15 000 before 25 000 rubles, for an organization - from 110 000 before 130 000 rubles (). There is something to think about.

If the enterprise does not have harmful or dangerous production, then organizing an internship is an internal matter of the employer.

Answers to your questions

Do I need an internship for a janitor?

Our housing office conducts a special assessment of working conditions. If janitors are found to have hazardous conditions, will they need to undergo training?
Olga VOROTOVA, Chief Engineer(Irkutsk)

As strange as it may sound, if you follow the letter of the law, you will have to do an internship.

Provide janitors with two internship shifts. This will be enough to master the working methods.

Do I need instruction if I still have an internship?

Is it necessary to conduct training on labor safety in the workplace before the internship, if the internship still covers the entire scope of training on safe work performance?
Victor GAVRILOV, occupational safety engineer (Saransk)

Yes need. Instruction must be carried out before starting work. Its purpose is to warn the worker about the dangers that he may encounter while working. And an internship means performing one’s duties under the supervision of a mentor, that is, it is already a job.
In the workplace briefing log, first a note is made about the completion of the briefing, and then about the internship.

Do I need to obtain a license to conduct an internship?

A license is required to conduct occupational safety training. Do I need to get it for an internship as well? What if employees undergo an internship with an employer?
Valery NAYMUSHIN, occupational safety specialist (Perm)

No, you do not need to obtain a license. The fact is that an organization does not need a license to train its employees. It is necessary only for those organizations that specialize in training third-party workers. Therefore, despite the fact that internship is part of occupational safety training, the employer does not need a license for this.

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The most necessary regulations

An internship is required in some cases when applying for a job. Today this procedure is becoming more common, let’s talk about it in more detail. Labor legislation describes the process in detail and stipulates the timing of its implementation.

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What it is

Internship is work activity and obtaining practical skills for further work.

University students and vocational schools are faced with this procedure during internship, however, this procedure is not paid and differs from work internship. It should also not be confused with probationary period and training.

During the process, the employee works under the guidance of an experienced mentor for a certain period of time, which allows him to acquire additional knowledge for further independent work.

Main functions:

• obtaining professional skills;
• the ratio of theoretical and practical knowledge;
• training.

The concept of internship at the workplace is described in Article 212 of the Labor Code of the Russian Federation. Additionally, Article 225 indicates that absolutely all employees, including the manager himself, must undergo labor safety training.

When needed

With its help, the employer will be able to:

• evaluate the employee’s knowledge;
• shorten the period of adaptation of newcomers to a new workplace;
• Reduce the number of accidents at work to an absolute minimum.

It is necessary in cases where the profession is related to:

• transportation of passengers;
• when working with complex technology, on machines and so on;
• if the work is related to hazardous substances and in industries with increased danger;
• in the field of medicine, education, public catering.

An internship will also be required for those who for a long time was absent from the workplace (for example, after maternity leave or long-term illness).

The head of the organization must remember that ignoring an internship in cases where it is mandatory entails a fine in accordance with Article 5.27.1 of the Code of Administrative Offenses of the Russian Federation. Its amount for an official will be from 15 to 30 thousand rubles, and for the organization itself - up to 130 thousand rubles.

An employee may be exempted from the need for an internship based on the decision of the manager with the consent of the labor protection director. His experience in an identical position at the time of employment must be at least 3 years.

The Labor Code describes internships as advanced training in labor protection.

You cannot get a job without passing it in the following type of organization:

• oil refineries;
• chemical;
• for the production of fertilizers;
• restaurants and cafes;
• woodworking;
• hospitals and so on.

Even if an employee is transferred from one position to another, an internship is required. Its passage means that the person is not fulfilling his duties and that his work should not be paid. For the entire period, the citizen will have to receive a salary.

A separate issue is internship abroad. It is carried out by agreement between companies in order to improve the employee’s qualifications to the required level. It can be either paid or free. The employee himself can approve the process.

How is it carried out?

Let's talk about the procedure and timing of on-the-job internships in 2019.

These issues are regulated according to:

• Resolution of the Ministries of Labor and Education No. 1/29 dated January 13, 2003;
• new GOST 12.0.004-2015.

The first question concerns the person who will provide the training to the employees.

In this case, there are only two options:

• if the internship is carried out for a worker, a labor safety instructor, work manager or the most experienced employee is appointed responsible for his training;
• if it is carried out for specialists and managers, you will need to contact higher management for preparation.

According to GOST, the internship procedure itself is described in general terms.

In particular, it states:

• the learning process is carried out according to a previously drawn up program that pursues certain goals;
• the probationer must familiarize himself with the job description, internal standards, regulations, local regulations on safety precautions, labor protection and other documents;
• The duration of training is indicated in the program.

In drawing up the program, the law allows you to independently determine the level of knowledge of employees. Each internship must result in a qualifying exam. It is handed over to a specially created commission.

The result of the exam is one of the following:

• satisfactory, which literally means: the employee is ready to work independently, his internship has come to an end;
• unsatisfactory, after which the employee cannot be allowed to work, he has not mastered the material.

In the second case, the person must undergo training again within one month. It is important to know that you cannot retake the exam endlessly. In case of repeated failure, management raises the question of the employee’s inadequacy for the position held. This happens in most cases.

How to apply

In order for registration to proceed quickly, the company must have the following documents:

• a provision that describes the procedure for its implementation, goals and deadlines (approved and endorsed personally by the head of the organization);
• the internship program describes the entire process down to the smallest detail.

First of all, the HR department employee concludes an employment contract with the employee. It must indicate the need to undergo an internship at the workplace. Then an order is issued for each individual employee.

After the exam is passed by the commission, another order is issued - about admission to independent work. In some cases, you can do without it, because the qualification commission will record in writing successful completion exam.

The internship presupposes employment, and during this period the employee receives wages. At the request of the management, the amount may be less than the basic salary, but not lower than that established for 2019 minimum size wages (MORT), as of January 1 it amounted to 9,489 rubles.

Duration

Nowadays, the concept of duration of on-the-job training has changed somewhat. From 03/01/2017, the period from 3 to 14 days specified in the Labor Code was replaced by the one that will be established by the immediate supervisor of the person undergoing the test.

The following internship durations are considered:

• for managers - from 14 days to one month, depending on qualifications;
• all other persons having great experience work in identical production, qualifications and relevant skills - from 3 to 19 working days;
• if there are no qualifications, the employee is hired for the first time, then the period is increased to six months (minimum - 1 month).

The internship process should not be ignored. They will motivate each employee to approach work more carefully and responsibly, and will teach safety precautions.

How to organize on-the-job training? Are there standard programs? industrial training? Where to start learning, how to control the process? Let's figure it out together.

From this article you will learn:

• What is on-the-job training?
• What does the on-the-job training program consist of?
• How is vocational training organized in production?

On-the-job training: what are its features?

Personnel training at an enterprise is usually typical for industrial companies. It is aimed at vocational training working personnel. It is assumed that during individual, team, course training at a production base (for example, in a workshop), the necessary skills and knowledge for a specific profession are acquired.

When does an employer need to improve the skills of workers and organize on-the-job training?

1. When there is a tendency towards a decrease in the average category of workers or a lag between the category of workers and the category of work performed. Therefore, it is necessary to regularly analyze the compliance of worker qualifications with technological changes in the production process.
2. With an increase in the number of cases of defects due to the fault of workers. The situation requires analyzing the causes and making an appropriate decision. For example, it is necessary to organize vocational training in production if the qualifications of workers are low and the equipment is high-tech, requiring special knowledge.

Personnel training in production: how to organize?

In what form is it organized? professional education in production? Organization of on-the-job training can be in the following forms:

Industrial and technical courses

Outwardly, it is similar to traditional personnel training at an enterprise through courses with lectures in the classroom. But there is also a difference. Present a large number of practical classes on the development of equipment. Practice is carried out on special simulators (if any) and in production workshops under the guidance of an industrial training master. The on-the-job training program is based on professional standards(again, if any), existing educational standards. And it may also include a variable part (that is, training production personnel specifics of the equipment that is only available at this production). Courses can be organized, for example, on the basis of a training and production plant attached to a given enterprise and licensed to train personnel in the relevant profile. Upon completion of training - final certification with assignment of qualifications, rank and issuance of relevant state documents.

Courses for training in second and combined professions

Such educational programs allow staff rotation. Let's consider the situation: equipment is becoming obsolete, new equipment is being introduced, and it is necessary to reduce the number of workers servicing this equipment. Some workers can be retrained more current professions, saving jobs. Those who cannot or do not want to learn new things - subject to compliance with labor laws - can be transferred to other departments for other jobs or laid off.

The on-the-job training program and requirements for it are the same as for organizing industrial and technical courses. Upon completion of training - final certification with assignment of qualifications, rank and issuance of relevant documents. For example, state-issued certificates, if the educational and production plant that implements such programs has a license to conduct educational activities.

Courses on studying new products, equipment, technology

The program is developed by experts (masters), human resources workers. The courses are aimed at developing the working skills necessary to operate new equipment and the like. At the same time, the enterprise's operating experience and production standards are taken into account. The on-the-job training program is arbitrary and is developed at the discretion of the employer, based on current needs personnel (in skills, knowledge). Special requirements There are no programs for these courses. Upon completion of training, as a rule, educational documents are not issued. But it is possible to issue a certificate (in free form).

Best Practice Schools

Vocational training of workers in production in in this case is as follows. The most experienced workers and craftsmen share their techniques efficient work, methods of organizing working time. Training takes place in the form:

• communication on production topics with analysis complex cases, organized in a classroom;
• practical activities in the workshop, with demonstration of work techniques and the like.

In one case or another, when organizing employee training, an enterprise personnel training program will be required. About her in the next paragraph.

Personnel training at an enterprise: how to create a program

Some recommendations on how to create a training program and what it should contain. So if we're talking about about educational institution average vocational education(technical schools, vocational schools, training and production plants), then the entire educational process regulated and controlled by the Ministry of Education and Science of Russia. Accordingly, the content of the training program is determined by federal government educational standards secondary vocational education.

How is it developed content variable programs on-the-job training(for example, if we are talking about courses on studying new products and technologies)? To do this, we have to answer the questions:

• what will we teach(we make a list of specific technologies to be mastered, name the required professional skills, etc.);
• why are we going to teach(for what purpose are we organizing the educational process: determining the learning outcomes; for example, reducing the number of defects through deep mastery of work technology);
• how we will teach(we determine teaching methods (observation of the actions of the master, Practical activities); compose thematic planning(topics, dates of classes), number of hours for theory and practice, list necessary equipment etc).

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 the required duties under the supervision of a mentor, learns to perform the upcoming work in practice, 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 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 applies to this moment, on-the-job training is carried out during the first 2-14 shifts after 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 belong to this category.

Who conducts on-the-job internships?

From March 1, 2017, an internship for workers can be carried out by a work manager, an industrial training instructor or another experienced worker, trained as an occupational safety instructor with 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 subdivision 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 for completion, taking into account the employee’s education, training and work experience of the trainee;

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

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

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

It must necessarily include job description employee, 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 trainee, his level of 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 repeatedly fails to complete an internship at the workplace and receives 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 State Labor Inspectorate 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): officials- from 15,000 to 25,000 rubles, legal entities- from 110,000 to 130,000 rubles for each untrained employee.