Leading technologist qualification directory. Job descriptions of workers employed in research institutions, design, technological, design and survey organizations. Top company managers
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When applying for any position in the field of education, you need to meet certain qualification characteristics. This text will tell you about the main points of creating job descriptions for education workers, the nuances of obtaining a position in this field, and will also provide information for familiarization full list positions from brief description their characteristics. Additionally, you can download the reference book “Qualification characteristics of positions for education workers” in full.
The sphere of education is one of the basic areas that form a unified society, common cultural, social, moral and ethical values. Naturally, qualification requirements The requirements for workers in this field are quite high. They are enshrined in a special qualification directory of positions for education workers. In this article you will learn the qualification requirements from the 2019 job classifier, what is included in these requirements, and also receive a list of positions teaching staff, with a brief description of each.
What is the Unified Qualification Directory of Positions?
Based on the provisions of Art. 143 of the Labor Code of the Russian Federation assignment to employees tariff categories and pricing of work is carried out taking into account the requirements of the unified qualification directory management positions, specialists and employees (hereinafter - EKS).
The CEN includes qualification characteristics of positions, descriptions of job responsibilities and requirements for qualification levels and knowledge levels of managers, specialists and employees (Resolution of the Government of the Russian Federation of October 31, 2002 No. 787).
The section of the CEN that interests us is Qualification characteristics of positions of workers in the field of education in 2019 (hereinafter referred to as QCD), which has a second name - Unified qualification directory positions of education workers, was adopted by Order of the Ministry of Health and Social Development of the Russian Federation dated August 26, 2010 No. 761n. On this moment, QCD is applied as amended by Order of the Ministry of Health and Social Development of the Russian Federation dated May 31, 2011 No. 448n.
Basic provisions of the QCD section
The current version of the QCD section of the qualification directory of positions can be downloaded.
The qualification directory of positions for employees of educational institutions, adopted by order No. 761n, was developed to help in resolving issues related to the regulation of labor relations, the creation of an existing, effective system leadership and management of personnel of educational institutions and organizations, regardless of their form of ownership or organizational legal form.
The QCD is the basic document for developing job descriptions, since it contains the main list of job responsibilities of education workers, it takes into account all the features of the organization of work and levels of competence. This section also sets out the rights and responsibilities for each specific position.
When drawing up job descriptions using QCD, it is possible to clarify the list of works for a specific educational institution, taking into account the characteristics and properties of each position, as well as developing additional requirements for special training of workers.
To increase labor efficiency, it is allowed to expand the employee’s job responsibilities in comparison with the qualification characteristics specified in the QCD. This expansion occurs through the addition of responsibilities from related positions. Their implementation should not require expanding the qualification level and undergoing special training.
In accordance with clause 9 of the QCD, persons who perform official duties with appropriate quality and in full, but do not have a sufficient level of training or work experience, can be appointed to the positions they actually occupy, as an exception, on the recommendations of the certification commissions.
What does the qualification characteristic consist of?
The qualification characteristics for each position include 3 sections:
- Job responsibilities (DO) - contains a list of the main job functions fully or partially entrusted to the employee in his position. When combining responsibilities from different positions, it is necessary to be guided by the principle of homogeneity and interconnectedness of work;
- Must know (DZ) - contains the requirements for the employee in terms of the amount of knowledge of methodology, legislation and special knowledge necessary for the effective implementation of job duties;
- Qualification requirements (QR) – requirements for levels of professional training and work experience are determined.
List and brief description of positions for education workers 2019
The list of positions is divided into 3 levels:
- Manager positions;
- Positions of teaching staff;
- Positions of educational support staff.
Manager positions:
- Supervisor educational institution(director, manager, chief).
DO: Directly manages the educational institution in accordance with the current legislation of the Russian Federation.
- Deputy Head.
DO: Organizes the current activities of the educational institution, as well as long-term planning of its future activities. Coordinates the work of teaching staff.
DZ: The most relevant and priority areas for the development of the education system of the Russian Federation, legislative framework concerning educational activities in the institution.
TK: Higher education in the areas of “Management”, “Public and municipal government", "Personnel Management". Work experience in pedagogical sphere or in management positions for at least 5 years.
- Head of a structural unit.
DO: Manages a structural unit: section, laboratory, office, training and consulting center, and so on. Organizes the current activities of the unit, as well as long-term planning of its future activities, taking into account the target objectives for which it was created.
DZ: The most relevant and priority directions for the development of the Russian education system, the legislative framework relating to educational activities in the institution.
TK: Higher education in the specialty that corresponds to the profile of the department. Work experience in accordance with the department profile for at least 3 years.
- Head master.
DO: Manages training and production work on vocational training, practical classes, takes part in career guidance for students.
DZ: The most relevant and priority directions for the development of the Russian education system, the legislative framework relating to educational activities in the institution.
TK: Higher education corresponding to the profile of study. Minimum 2 years of work experience in the field of study.
Positions of teaching staff:
- Teacher.
DO: Trains and educates students, taking into account their psychological and physiological characteristics and the specifics of the subject being taught. Involved in the formation of personal culture and socialization of students.
DZ: The most relevant and priority directions for the development of the Russian education system, the legislative framework relating to educational activities in the institution.
- Teacher. Does not include faculty members of universities.
DO: Provides training to students in accordance with federal state standards education. Provides control and organization independent work students, applies individual educational programs.
DZ: The most relevant and priority directions for the development of the Russian education system, the legislative framework relating to educational activities in the institution.
TK: Higher or secondary education, direction “Education and Pedagogy”, or education corresponding to the specifics of the subject being taught. There are no experience requirements.
- Teacher-organizer.
DO: Provides development assistance personal qualities, individual abilities and student talents. Promotes the expansion and formation of personal culture and socialization.
DZ: The most relevant and priority directions for the development of the Russian education system, the legislative framework relating to educational activities in the institution.
TK: Higher or secondary education, direction “Education and Pedagogy”, or education corresponding to the profile of activity. There are no experience requirements.
- Social teacher.
DO: Organizes and implements programs for personality education, general educational process, development and social protection students in institutions, organizations and at their place of residence.
DZ: The most relevant and priority directions for the development of the Russian education system, the legislative framework relating to educational activities in the institution. Possession of skills in social and pedagogical correction and stress relief.
TK: Higher or secondary education, direction “Education and Pedagogy”, or “Social Pedagogy”. There are no experience requirements.
- Teacher-defectologist, speech therapist. The position of “speech therapist” is used in social institutions and healthcare institutions.
DO: Carries out activities for the maximum correction of developmental deficiencies in students with developmental disorders, taking into account students in correctional educational institutions.
DZ: The most relevant and priority directions for the development of the Russian education system, the legislative framework relating to educational activities in the institution. Methodological documents on questions professional activity.
TK: Higher education in defectology. There are no experience requirements.
- Educational psychologist.
DO: Carries out activities for professional support, correction and preservation of the psychosomatic and social well-being of students in the process of their upbringing and training in educational institutions.
DZ: The most relevant and priority directions for the development of the Russian education system, the legislative framework relating to educational activities in the institution. Methodological documents in the field of psychology, psychotherapy, sexology and so on.
TK: Higher or secondary education, major in Pedagogy and Psychology. There are no experience requirements.
- Teacher (senior).
DO: Provides education for children in educational institutions and their structural divisions. Promotes the development of the child’s personality and his moral formation.
DZ: The most relevant and priority directions for the development of the Russian education system, the legislative framework relating to educational activities in the institution. Methods of education, persuasion and argumentation of one’s own position.
TK: Higher or secondary education, direction “Education and Pedagogy”, or “Social Pedagogy”. There are no experience requirements. For a senior teacher, at least 2 years of experience is required.
- Tutor. Exception: tutors working in the field of higher and professional education.
DO: Develops and implements individual work with students to identify, develop and shape their cognitive interests. Organizes personal training on pre-profile preparation.
DZ: The most relevant and priority directions for the development of the Russian education system, the legislative framework relating to educational activities in the institution. Methodology educational work and organizing the student’s free time.
TK: Higher education, direction “Education and Pedagogy”, work experience as a teacher for at least 2 years.
- Teacher-librarian.
DO: Participates in implementation educational programs basic level for all levels of general education, in accordance with state federal education standards.
DZ: The most relevant and priority directions for the development of the Russian education system, the legislative framework relating to educational activities in the institution. Methodological materials on issues of organizing library and information work.
TK: Higher education in the field of work. There are no experience requirements.
- Senior counselor.
DO: Conducts activities to promote the development of children public organizations, associations, helps develop and implement programs for their activities, guided by the principles of voluntariness, initiative, taking into account the initiative, interests and needs of students.
DZ: The most relevant and priority directions for the development of the Russian education system, the legislative framework relating to educational activities in the institution. Methodological materials on organizing leisure activities, identifying and selecting talents.
TK: Higher or secondary education. There are no experience requirements.
- (Senior) Additional education teacher.
DO: Using specialized programs aimed at developing creative activity, carries out additional education students.
DZ: The most relevant and priority directions for the development of the Russian education system, the legislative framework relating to educational activities in the institution. Methodology for the activities of clubs, sections and the development of skills.
TK: Higher or secondary education corresponding to the work profile. There are no experience requirements. For senior teachers - higher education in the profession and work experience in the field of teaching for at least 2 years.
- Musical director.
DO: Develops aesthetic taste and musical abilities, as well as emotional sphere And creative activity pupils.
DZ: The most relevant and priority directions for the development of the Russian education system, the legislative framework relating to educational activities in the institution. Methodology of music education, physiology of children's motor skills and musical capabilities.
TK: Higher or secondary education, direction “Education and Pedagogy”, mastery of performance techniques musical instrument at the professional level. There are no experience requirements.
- Accompanist.
DO: Participates in the development of major and special disciplines, thematic programs and plans.
DZ: The most relevant and priority directions for the development of the Russian education system, the legislative framework relating to educational activities in the institution. Methodology for rehearsals and ongoing classes.
TK: Higher or secondary musical education, proficiency in playing an instrument. There are no experience requirements.
- Head of physical education.
DO: Plans, organizes and conducts physical education classes.
DZ: The most relevant and priority directions for the development of the Russian education system, the legislative framework relating to educational activities in the institution. Methods of working on sports equipment, rules for protecting life and health.
TK: Higher education in physical education. There are no experience requirements.
- Physical education instructor.
BEFORE: Organizing active recreation for students during school and extracurricular hours.
DZ: The most relevant and priority directions for the development of the Russian education system, the legislative framework relating to educational activities in the institution. Teaching methodology game types sports, rules for holding sporting events.
TK: Higher or secondary education in the field of sports. There are no experience requirements.
- (Senior) Methodist.
BEFORE: Conducts methodological activities in educational institutions: analysis of educational, methodological and educational work. Develops plans to improve its effectiveness.
DZ: The most relevant and priority directions for the development of the Russian education system, the legislative framework relating to educational activities in the institution. Methodology for systematizing methodological and information materials, effective methods pedagogical work.
TK: Higher education in the field of work. At least 2 years of experience. For a senior methodologist – at least 2 years of experience as a methodologist.
- (Senior) Instructor-methodologist.
DO: Carries out work on organizing the coordination and methodological support of educational institutions with a sports focus.
DZ: The most relevant and priority directions for the development of the Russian education system, the legislative framework relating to educational activities in the institution. A system for organizing work in sports education institutions, methods for implementing pedagogical work in the field of culture and sports.
TK: Higher education in the field physical culture and sports. There are no experience requirements. For a senior instructor-methodologist - at least 2 years of work experience as an instructor-methodologist, methodologist.
- Labor instructor.
DO: Implements programs to develop students’ labor skills and abilities, conducts their training for practical application acquired knowledge.
DZ: The most relevant and priority directions for the development of the Russian education system, the legislative framework relating to educational activities in the institution. Instructions and methodological materials concerning the organization of education and labor training. Techniques for developing skills.
TK: Higher or secondary education in the profession. There are no experience requirements.
- Teacher-organizer of the basics of life safety.
DO: Trains and educates students, taking into account the specifics of conducting courses on the basics of life safety and pre-conscription training in an amount of no more than 9 hours per week (360 hours per year).
DZ: The most relevant and priority directions for the development of the Russian education system, the legislative framework relating to educational activities in the institution. Principles of protecting the population during disasters various types, accidents and natural disasters. First aid methods.
TK: Higher or secondary education, direction “Education and Pedagogy”, Civil Defense. There are no experience requirements.
- (Senior) Trainer-teacher.
BEFORE: Recruits students who have a desire to engage in physical education and sports and have no health contraindications.
DZ: The most relevant and priority directions for the development of the education system of the Russian Federation, the legislative framework relating to educational activities in the field of physical culture, health and sports.
TK: Higher or secondary education in the field of physical education and sports. There are no experience requirements. For a senior trainer-teacher – at least 2 years of work experience in the specialty.
- Master of Industrial Training.
DO: Conducts educational and production work and practical classes that are directly related to professional training.
DZ: The most relevant and priority directions for the development of the Russian education system, the legislative framework relating to educational activities in the institution. Production technologies according to the training profile, rules for operating technical equipment.
TK: Higher or secondary education in the field of work. There are no experience requirements.
Positions of educational support staff:
- (Senior) Duty officer.
DO: Monitors the behavior of students with behavior that deviates from the norm in various educational institutions, as well as outside them.
DZ: The most relevant and priority directions for the development of the education system of the Russian Federation, the legislative framework relating to educational activities, the Convention on the Rights of the Child. Pedagogy. Psychology. Documents regulating the activities of educational institutions.
TK: Higher or secondary education, additional education in installed program. There are no experience requirements.
- Counselor.
DO: Participates in development work children's group in various institutions. Works with children of different ages, in health and educational institutions.
DZ: The legislative framework relating to educational activities, the Convention on the Rights of the Child. Fundamentals of psychology and pedagogy. Specifics of working with children.
- Assistant teacher.
DO: Takes part in planning and organizing the life activities of pupils.
TK: Secondary complete (general) education, special training in the field of education and pedagogy. There are no experience requirements.
- Junior teacher.
DO: Takes part in planning and organizing the life activities of pupils, implements educational programs organized by the teacher.
DZ: The legislative framework relating to educational activities, the Convention on the Rights of the Child. Fundamentals of psychology and pedagogy. Specifics of working with children. Age-related physiology.
TK: Secondary education by profession. There are no experience requirements.
- Secretary of the educational department.
DO: Works with incoming correspondence, organizes its transfer to other structural units, conducts office work and prepares internal documentation.
DZ: The legislative framework relating to educational activities, methodological materials and instructions for record keeping, the structure of the institution and its personnel.
TK: Secondary education in the field of office management. There are no experience requirements.
- Dispatcher of an educational institution.
DO: Participates in the development of the schedule educational process, as well as operational regulation of the organization of the educational process.
DZ: The most relevant and priority directions for the development of the Russian education system, the legislative framework relating to educational activities in the institution. Methodological materials related to the position held.
TK: Secondary education in the field of labor organization. There are no experience requirements.
There are a huge number of fields, skills and positions in the world. Due to such diversity, the employer often faces difficulties both at the level of personnel management and at the level personnel documentation. In such cases, they come to the rescue unified directories and classifiers. In the article we will discuss what the 2019 occupational classifier with the Russian Federation decoding is and the 2019 unified tariff and qualification reference book. Let's take a closer look at the reference book of qualification characteristics.
Basic Concepts
Working with unified forms, HR specialists often find themselves at a loss due to the abundance of terms and abbreviations related to job directories. Let's look at them.
| Name | Abbreviation | Resolution | Content | Target |
| Unified Tariff and Qualification Guide 2019 for worker occupations | ETKS | Ministry of Labor dated May 12, 1992 No. 15a | Characteristics of the main types of work by worker professions | Tariffication of work, assignment of categories |
| All-Russian classifier professions and positions 2019 | OKPDTR | State Standard of the Russian Federation dated December 26, 1994 No. 367 | Professions of workers, positions of employees | Statistics (estimate of the number of workers, distribution of personnel, etc.) |
| Unified qualification directory 2019 |
EKS | Ministry of Labor dated 08/21/1998 No. 37 | Job titles and qualification requirements | Unification of labor regulation standards |
These documents are interconnected. The general classification of positions and professions for 2019 is the basis of the ETKS 2019. OKPDTR 2019, in turn, takes the first section of the ETKS 2019 blue-collar professions as the basis. There is no ETKS 2019 for managers and specialists, so the second section of OKPDTR is based on a unified nomenclature of employee positions.
What is a job qualification directory
The Unified Classification Directory of Positions of Specialists and Employees (USC) is a list of qualification characteristics (job responsibilities and requirements for the level of knowledge and qualifications) of managers, specialists and employees, depending on the field of activity. Additional sections of the CEN are introduced by relevant orders of the Ministry of Labor. To date, the latest is order No. 225n dated May 10, 2016, approving the “qualification characteristics of employees military units and organizations of the Armed Forces Russian Federation" The frequency of updates to the directory is not regulated by law. Thus, the document amended by the above Order is currently the qualification directory for the positions of workers and employees 2019.
What is it for?
The EKS, which is based on the All-Russian Classification of Occupations of White-collar Jobs, was compiled with the aim of developing universal standards for the organization of labor. In fact, this document helps the employer competently build the structure of the organization. The qualification characteristics optimize the following functions:
- selection and placement of personnel;
- professional training/retraining of personnel;
- rational division of labor;
- determination of job responsibilities and areas of responsibility of personnel.
The personnel worker relies on the 2019 Classification of Positions and Professions in working with documents such as staffing table, job descriptions, regulations on departments, etc. OKPDTR classifier (2019) with a search by name is posted on the website of the Ministry of Labor and Social Protection.
How to use it
The EKS is applicable to any enterprise, regardless of their form of ownership or organizational and legal forms of activity. However, the law does not oblige, but only recommends that the employer be guided by this document in personnel work. The procedure for applying the CAS was approved by Resolution of the Ministry of Labor dated 02/09/2004 No. 9. In accordance with it, qualification characteristics form the basis of the job description and include three sections:
- job responsibilities (list of job functions assigned in whole or in part);
- must know (special knowledge, knowledge of regulations, methods and means for performing labor responsibilities);
- qualification requirements (level of professional training and work experience).
It is allowed to distribute the responsibilities that make up the qualification characteristics among several employees. The assessment of an employee's compliance with qualification characteristics is carried out only by the certification commission.
What to use - a qualification reference book or a professional standard
As we found out, an employee’s qualifications consist of his knowledge, abilities, skills and experience. A professional standard is a narrower concept and is defined as “a characteristic of the qualifications necessary for an employee to carry out a certain type of professional activity, including the performance of a certain labor function” ( Art. 195.1 Labor Code of the Russian Federation). In addition, professional standards, unlike the CAS, can be mandatory. Corresponding amendments were made to the Labor Code by Federal Law dated May 2, 2015 No. 122-FZ. According to Article 195.3 of the Labor Code of the Russian Federation, the employer is obliged to operate with professional standards if the qualification requirements for an employee to perform job functions are dictated Labor Code, federal law or other regulatory legal acts. In other cases, use professional standards recommended but not required.
Where does any company start? From an idea and people who implement it together. Each participant has a specific role, a list of responsibilities and competencies. All this is determined by the position held. This article discusses what positions there are in a company depending on the industry and area of activity, minimum composition staffing schedule, as well as short excursion in charge leadership positions, specialists and workers.
What positions can be
Positions in a company are like the roles of actors in a theater - each has its own work scenario, responsibilities, competencies, tasks, functions. Each individual position requires a specific person with a specialized set of knowledge, skills, experience and personal qualities. In any organization, all existing positions can be divided into three groups:
- specialists;
- working positions.
Each group requires certain knowledge and skills, experience and education.
The most important position
Any group of people united common goals and interests, cannot function normally without a leader. One person or group of people should be at the helm of the company, make important decisions, adjust the course of the organization's development and decide internal problems. IN Russian companies this role is filled by the person holding the highest position in the company. Depending on the type of company, its legal form, number of owners and accounting policy the leading position may be different names. In societies with limited liability- director or CEO. IN joint stock companies- board of directors or shareholders. In agricultural production cooperatives - the chairman.
An LLC can be opened by one person. In this case, the founder of the company and the director can be the same person, make decisions individually and independently manage all processes of the organization. It is already more difficult in OJSC and CJSC. In joint stock companies, directors are elected by the board of shareholders. While carrying out his official duties, he is obliged to listen to the opinions of the company's shareholders.
Managers in the company
A newly opened LLC, whose staff does not exceed two or three people, is unlikely to need large quantities leadership positions. But if the company grows, departments appear that perform fundamentally different functions, and the staff increases to tens or even hundreds of people, then it simply cannot be done without middle managers. A person holding such a position does not have absolute power over subordinates and does not personally accept important decisions, does not manage the company as a whole. His task is to monitor the work of his department, coordinate the employment of his people, and resolve issues within his competence. Some of the most common leadership positions include:
- financial director, or head of the financial department;
- Technical Director;
- director of production and production;
- Chief Engineer;
- head of HR department;
- Chief Accountant;
- head of trade department;
- head of purchasing department;
- Head of Public Relations Department.
Of course, every organization has the right to include in the staffing table positions that are needed specifically in their area. The names of departments and positions of the people managing them may differ, but the functionality of the employees is quite similar.
Chief engineer's work
Chief engineer is a position that is found in organizations that produce products and maintain their own fleet of vehicles or a fleet of specialized equipment: agricultural organizations, plants, factories, transport companies, and so on. The job of a chief engineer requires higher technical education in the organization's field of activity. It is on him that the technical equipment of the enterprise depends on spare parts, fuels and lubricants, necessary equipment and machines, well-coordinated work of mechanics and maintenance personnel. Based on his proposal, all purchases are made technical units, their spare parts, hiring people who service all these machines and devices. Work has similar functionality technical director. In some organizations these are identical concepts.
Production Director
Production Director is a position that makes sense in organizations that produce any product. This executive is busy exploring the structure of the market, supply and demand, studying the offers of competitors, determining what needs to be produced, at what prices and in what volumes. The volume and quality of products produced, their price and placement on the sales market depend on the effectiveness of its work. His tasks include finding suppliers of raw materials of appropriate quality and at an acceptable cost, launching the production process, and monitoring it throughout the entire production cycle.
Specialists
Positions in the company are not limited to managers at different levels. Without ordinary specialists, there will simply be no one to manage it. Specialists are usually called applicants with higher or intermediate vocational education, graduated educational institution in a certain specialty. In organizations, specialist positions include: accountant, managers different directions, operations officers, engineers, doctors and others.
Job positions
There are also working positions in the company. Unlike the positions described above, workers do not require specific education, experience, or characteristics. This type of work usually requires certain physical actions: loaders, pickers, drivers, cleaners. To perform these works there is no need for higher education, work experience, organizational or leadership abilities. It is enough to have physical health and endurance.
Unified qualification directory for positions of managers, specialists and employees
Size wages managers, specialists and other employees, as a general rule, are determined mainly by the amount of official salary paid for the performance by these employees of their official duties in their positions. In this regard, a clear fixation of these responsibilities - their content, scope, technology and responsibility - is of paramount importance for employees.
The qualification characteristics of each position consist of three sections: “Job responsibilities”; “Must Know” and “Qualification Requirements.”
The “Job Responsibilities” section contains a list of main functions that can be assigned in whole or in part to an employee holding this position.
The “Must Know” section contains the basic requirements for the employee in relation to special knowledge, as well as knowledge of regulations, methods and means that the employee must be able to use when performing job duties.
The section "Qualification Requirements" determines the level of professional training of the employee necessary to perform the duties assigned to him, and the required work experience.
As an example, we give the qualification characteristics of the position of director (general director, manager) of an enterprise *(1) .
Job responsibilities. Manages, in accordance with current legislation, the production, economic and financial-economic activities of the enterprise, bearing full responsibility for the consequences of decisions made, the safety and effective use of the enterprise’s property, as well as the financial and economic results of its activities. Organizes the work and effective interaction of everyone structural divisions, shops and production units, directs their activities to the development and improvement of production, taking into account social and market priorities, increasing the efficiency of the enterprise, increasing sales volumes and increasing profits, quality and competitiveness of manufactured products, their compliance with international standards in order to conquer domestic and foreign market and meet the needs of the population for relevant types of domestic products. Ensures that the enterprise fulfills all obligations to the federal, regional and local budgets, state extra-budgetary social funds, suppliers, customers and creditors, including bank institutions, as well as economic and employment contracts(contracts) and business plans. Organizes production and economic activities based on widespread use the latest technology and technology, progressive forms of management and labor organization, scientifically based standards of material, financial and labor costs, studying market conditions and best practices (domestic and foreign) in order to comprehensively improve the technical level and quality of products (services), the economic efficiency of their production, rational use of production reserves and economical use of all types of resources. Takes measures to provide the enterprise with qualified personnel, the rational use and development of their professional knowledge and experience, the creation of safe and favorable working conditions for life and health, and compliance with the requirements of environmental protection legislation. Provides the correct combination of economic and administrative methods of management, unity of command and collegiality in discussing and resolving issues, material and moral incentives for increasing production efficiency, application of the principle of material interest and responsibility of each employee for the work assigned to him and the results of the work of the entire team, payment of wages on time . Together with labor collectives and trade union organizations, based on the principles of social partnership, ensures the development, conclusion and implementation of a collective agreement, compliance with labor and production discipline, promotes the development of labor motivation, initiative and activity of workers and employees of the enterprise. Resolves issues related to the financial, economic and production activities of the enterprise, within the limits of the rights granted to it by law, entrusts the management of certain areas of activity to other officials - deputy directors, heads of production units and branches of enterprises, as well as functional and production divisions. Ensures compliance with the rule of law in the activities of the enterprise and the implementation of its economic relations, the use of legal means for financial management and functioning in market conditions, strengthening contractual and financial discipline, regulating social and labor relations, ensuring the investment attractiveness of the enterprise in order to maintain and expand the scale of business activity . Protects the property interests of the enterprise in court, arbitration, government and administrative bodies.
Must know: legislative and regulatory legal acts regulating the production, economic and financial-economic activities of the enterprise, resolutions of federal, regional and local government authorities and management, defining priority directions for the development of the economy and the relevant industry; methodological and regulatory materials of other bodies relating to the activities of the enterprise; profile, specialization and features of the enterprise structure; prospects for technical, economic and social development industries and enterprises; production capacity and human resources of the enterprise; production technology of the enterprise's products; tax and environmental legislation; the procedure for drawing up and agreeing on business plans for the production, economic and financial and economic activities of the enterprise; market methods of business and enterprise management; a system of economic indicators that allow an enterprise to determine its position in the market and develop programs for entering new markets; the procedure for concluding and executing economic and financial contracts; market conditions; scientific and technical achievements and best practices in the relevant industry; management of the economy and finances of the enterprise, organization of production and labor; the procedure for developing and concluding sectoral tariff agreements, collective agreements and regulating social and labor relations; labor legislation; rules and regulations of labor protection.
Qualification requirements. Higher professional (technical or engineering-economic) education and work experience in management positions in the relevant industry profile of the enterprise for at least 5 years.
Qualification characteristics are given in the Qualification Directory of Positions of Managers, Specialists and Other Employees, approved by Decree of the Ministry of Labor of the Russian Federation dated August 21, 1998 N 37 (as amended by Order of the Ministry of Health and Social Development of the Russian Federation dated November 7, 2006 N 749).
The qualification guide contains two sections. The first section provides the qualification characteristics of industry-wide positions of managers, specialists and other employees (technical performers), widespread in enterprises, institutions and organizations, primarily in production sectors of the economy, including those receiving budgetary funding. The second section contains the qualification characteristics of positions of workers employed in research institutions, design, technological, design and survey organizations, as well as editorial and publishing divisions.
This reference book was developed in accordance with the accepted classification of employees into three categories: managers, specialists and other employees (technical performers). The assignment of employees to categories is carried out depending on the nature of the work primarily performed, which constitutes the content of the employee’s work (organizational-administrative, analytical-constructive, information-technical).
The names of employee positions, the qualification characteristics of which are included in the Directory, are established in accordance with the All-Russian Classifier of Worker Occupations, Employee Positions and Tariff Classes OK-016-94 (OKPDTR) (as amended 5/2004 OKPDTR, approved by Rostekhregulirovanie), introduced in effective from January 1, 1996.
In connection with the above, we draw the attention of readers to the fact that, according to Art. 57 “Content of the employment contract” of the Labor Code of the Russian Federation, if in accordance with federal laws Since the performance of work in certain positions, professions, specialties is associated with the provision of compensation and benefits or the presence of restrictions, then the names of these positions, professions or specialties and the qualification requirements for them must correspond to the names and requirements specified in the qualification reference books approved in the manner established by the Government of the Russian Federation .
Thus, if, for example, the remuneration of a specialist in accordance with Art. 147 of the Labor Code of the Russian Federation is carried out in increased size for work in harmful conditions labor, then the employer is obliged to be guided by the relevant qualification characteristics included in the Qualification Directory of positions of managers, specialists and other employees, that is, the name of the position, profession, specialty and qualification requirements for them must correspond to the qualification characteristics.
If, in accordance with federal laws, the performance of work in a given position, profession, specialty is not associated with the provision of compensation and benefits (increased wages, provision of additional leave, medical and preventive nutrition, etc.) or the presence of restrictions, then the employer is free to choice - to be guided or not to be guided by the qualification characteristics in the given case. In other words, the employer has the right to independently decide on the name of the position, profession, specialty and qualification requirements for them.
When applying the Qualification Directory for positions of managers, specialists and other employees in practice, the following must be kept in mind.
1. The Directory does not include qualification characteristics of derivative positions (senior and leading specialists, as well as deputy heads of departments). The job responsibilities of these employees, the requirements for their knowledge and qualifications are determined on the basis of the characteristics of the corresponding basic positions contained in the Directory. At the same time, it must be borne in mind that the use of the job title “senior” is possible provided that the employee, along with performing the duties prescribed by his position, supervises the performers subordinate to him.
The position of “senior” can be established as an exception and in the absence of performers directly subordinate to the employee, if he is entrusted with the functions of managing an independent area of work.
For specialist positions for which qualification categories are provided, the job title “senior” is not used. In these cases, the functions of managing subordinate performers are assigned to specialist I qualification category(for qualification categories of specialists, see further in the text).
The job responsibilities of the “leaders” are established on the basis of the characteristics of the corresponding specialist positions. In addition, they are entrusted with the functions of a manager and responsible performer of work in one of the areas of activity of an enterprise, institution, organization or their structural divisions, or responsibilities for coordination and methodological management of groups of performers created in departments (bureaus). The requirements for the required work experience of leading specialists are increased by 2-3 years compared to those provided for specialists of the first qualification category.
Job responsibilities, knowledge requirements and qualifications of deputy heads of structural divisions are determined based on the characteristics of the corresponding positions of managers.
2. The qualification characteristics of specialist positions provide for intra-position qualification categorization for remuneration within the same position without changing its name. Qualification categories for remuneration of specialists are established by the head of the enterprise, institution, or organization.
This takes into account the degree of independence of the employee in performing job duties, his responsibility for decisions made, attitude to work, efficiency and quality of work, as well as professional knowledge, practical experience, determined by length of service in the specialty, etc.
As an example, we give the requirements for the qualifications of a design engineer (designer), set out in the qualification characteristics of this position.
Engineer: higher professional education without any work experience requirements.
3. The qualification characteristics of the positions of heads (managers) of departments serve as the basis for determining job responsibilities, knowledge requirements and qualifications.
4. Qualification characteristics can be used as regulatory documents direct action or serve as the basis for the development of internal organizational and administrative documents - job descriptions containing a specific list of job responsibilities of employees, taking into account the peculiarities of the organization of production, labor and management, as well as their rights and responsibilities. If necessary, the responsibilities included in the characteristics of a particular position can be distributed among several performers.
The qualification characteristics present the most typical work for each position. Therefore, when developing job descriptions, it is possible to clarify the list of works that are characteristic of the corresponding position in specific organizational and technical conditions, and establish requirements for the necessary special training of employees.
5. In the process of taking measures to improve organization and increase labor efficiency, it is possible to expand the range of responsibilities of employees in comparison with those established by the corresponding characteristics. In these cases, without changing the job title, the employee may be entrusted with the performance of duties provided for by the characteristics of other positions that are similar in content of work, equal in complexity, the performance of which does not require another specialty and qualifications.
6. The compliance of the actual duties performed and the qualifications of employees with the requirements of qualification characteristics is determined by the certification commission in accordance with the current regulations on the certification procedure. At the same time, special attention is paid to high-quality and efficient performance of work.
7. Persons who do not have special training or work experience established by the qualification requirements, but have sufficient practical experience and who perform their job duties efficiently and in full, on the recommendation of the certification commission, as an exception, can be appointed to the appropriate positions in the same way as persons with special training and work experience.
8. The Directory includes qualification characteristics of mass positions that are common to all sectors of the economy and are most widely used in practice. Qualification characteristics of positions specific to individual industries are developed by ministries (departments) and approved in the prescribed manner.
The Government of the Russian Federation, by resolution of October 31, 2002 N 787 (as amended on December 20, 2003 N 766), approved the procedure for approving the Unified Qualification Directory of positions of managers, specialists and employees. The Government of the Russian Federation has established (thus confirming) that the Unified Qualification Directory for the positions of managers, specialists and employees consists of the qualification characteristics of the positions of managers, specialists and employees, containing job responsibilities and requirements for the level of knowledge and qualifications of these employees.
This resolution instructed the Ministry of Labor and Social Development of the Russian Federation to organize jointly with federal bodies executive power, which are entrusted with the management, regulation and coordination of activities in the relevant sector (sub-sector) of the economy, the development of a Unified Qualification Directory for the positions of managers, specialists and employees and the procedure for their application, as well as approve the specified directory and the procedure for its application.
In pursuance of the aforementioned resolution of the Government of the Russian Federation, the Ministry of Labor of the Russian Federation, by resolution No. 9 of February 9, 2004, approved the Procedure for applying the Unified Qualification Directory of Positions of Managers, Specialists and Employees. The specified Order basically repeats the text of the section " General provisions"Qualification reference book for positions of managers, specialists and other employees.
The essence and purpose of the tariff and qualification directory of works and professions of workers
Structure of the tariff and qualification directory
Sections of tariff and qualification characteristics
Tariff and qualification directory of works and professions RA barrels (TCS) is normative document of federal significance, containing a systematic list of jobs and professions.
Tariff and qualification characteristics of professions, based on a point analytical system for assessing the complexity of labor, are grouped into sections according to production And speciesworks The totality of these sections is Single Tariff and qualification directory of works and professions RA barrels (ETKS).
The first issue of the ETKS includes tariff and qualification characteristics for the professions of workers, common to all industries economics (more than 100 titles); subsequent issues - by specific industry professions.
Tariff and qualification characteristics workers' professions are developed in relation to eight-bit grouping of work according to complexity as the most optimal given the existing division of labor, the achieved level of equipment, technology, organization of labor and production. In this case, 7 and 8 digits occur only in certain types production
3. Tariff and qualification characteristics of professions by category ladies given in the tariff and qualification directory, with consists of three sections :
Chapter "Characteristics of work" contains:
description of work, the most typical for a given profession that a worker must perform are preparatory and final actions; functions for maintaining the workplace, caring for equipment; operations for direct management of the technological process;
degree of independence worker when performing work;
Chapter "Must know " includes:
basic requirements for qualification level worker necessary to perform the work given in the first section of the characteristics. The worker is required to know the physical and chemical properties of objects of labor, design features of equipment and measuring instruments, stages of the technological process, rational operating modes of equipment, technical and technological documentation, etc.;
requirements for the level of professional education - for certain professions of workers performing work of increased complexity;
chapter "Work examples" includes a list of works that are most typical and representative for a given profession or category, which a worker must be able to perform and by analogy with which the category of other work can be quickly and accurately determined.
In cases where the section “Characteristics of work” provides a sufficiently complete description of the work performed, the section “Examples of work” is absent in the tariff and qualification characteristics. If necessary, enterprises, taking into account the specifics of production, can develop additional examples of work of one or another level of complexity.
Question 51. Qualification directory for positions of managers, specialists and other employees
The role of the qualification reference book for positions of managers, specialists and other employees in the organization of remuneration
Structure of the qualification directory for positions of managers, specialists and other employees
Composition of qualification characteristics
1 . cialists and other employees is a normative document containing list of job responsibilitiesbotniks and the qualification requirements for them in. purposes.
justification rational division and organization of labor;
creating an effective mechanism demarcation functions, proper selection and placement of personnel;
provision unity in defining job responsibilities.
The titles of positions that are included in the directory are established in accordance with All-Russian classification rum of worker professions, office positions and tariffs discharges.
Qualification characteristics of positions serve as direct action standards at enterprises, institutions and organizations.
Qualificationion directory of managerial positions, special cialists and other employees serves as the basis .
for development job descriptions - documents regulating the rights, duties and responsibilities of an employee holding a particular position;-
drawing up regulations on structural divisions enterprises;
implementation selection and placement of personnel;
conducting control for the correct use of personnel in accordance with their specialty and qualifications;
at carrying out certification administrative and managerial personnel.
. Qualification directory for managerial positions, specialization cialists and other employees consists of two sections :
in the first section - Qualification characteristics are given industry-wide positions managers, specialists and other employees common in enterprises, institutions and organizations, primarily production sectors of the economy (industry, construction, transport, etc.), including those receiving budgetary funding (197 positions);
second section - contains qualification characteristics of positions of employees employed in research, design, technological, design and survey organizations, as well as in editorial and publishing departments (46 job titles).
3.Qualification characteristics of each employee position includes three sections :
"Job Responsibilities" - reflected main laborfunctions taking into account the technological homogeneity and interconnectedness of work, allowing for the optimal implementation of the specialization of employees;
"Must know " - contained requirements:
availability special knowledge employee;
on the application of standards legislation, regulations and instructions, methods and tools;
"Qualification Requirements" - determined professional levelnal training employee in accordance with the Law of the Russian Federation “On Education”, necessary to perform job duties, and experience requirements work that is a condition for occupying a particular position.
The qualification characteristics of specialist positions provide for within the same position intra-job qualification categorization (without changing the job title).
It is carried out according to the following scheme :
specialist;
specialist III categories;
leading specialist (highest level).
Qualification characteristics of derivative positions (for example, labor economist II categories) are not included in the Qualification Directory and are determined based on the characteristics of basic positions.
Assignment of qualification categories carried out by the head of the enterprise taking into account:
employee independence in performing job duties, his responsibility for decisions made;
attitude towards work;
labor efficiency;
professional knowledge and practical work experience.
The degree of compliance of the duties actually performed by the employee and the level of his preparedness with the requirements of qualification characteristics is determined by the qualification commission of the enterprise, institution, or organization.