4th edition, revised
(approved by resolution of the Ministry of Labor of the Russian Federation of August 21, 1998 N 37)

With changes and additions from:

January 21, August 4, 2000, April 20, 2001, May 31, June 20, 2002, July 28, November 12, 2003, July 25, 2005, November 7, 2006, September 17, 2007 , April 29, 2008, March 14, 2011, May 15, 2013, February 12, 2014, March 27, 2018

The qualification directory of the positions of managers, specialists and other employees is a regulatory document developed by the Institute of Labor and approved by the Decree of the Ministry of Labor of Russia of August 21, 1998 N 37. This publication includes additions made by decrees of the Ministry of Labor of Russia of December 24, 1998 N 52, dated February 22, 1999 N 3, January 21, 2000 N 7, August 4, 2000 N 57, April 20, 2001 N 35, May 31, 2002 and June 20, 2002 N 44. The directory is recommended for use in enterprises, institutions and organizations various industries economy, regardless of ownership and organizational and legal forms in order to ensure the correct selection, placement and use of personnel.

The new Qualification Handbook is designed to ensure a rational division of labor, create an effective mechanism for delimiting functions, powers and responsibilities based on clear regulation labor activity workers in modern conditions. The directory contains new qualification characteristics of civil servants' positions related to the development of market relations. All previously valid qualification characteristics have been revised, significant changes have been made to them in connection with the transformations carried out in the country and taking into account the practice of applying characteristics.

In the qualification characteristics, the unification of the labor regulation standards for employees was carried out to ensure a unified approach to the selection of personnel of appropriate qualifications and compliance with the unified principles of billing work based on their complexity. Qualification characteristics take into account the latest legislative and regulatory legal acts Russian Federation.

Qualification directory of positions of managers, specialists and other employees

General provisions

1. The qualification directory of positions of managers, specialists and other employees (technical performers) is intended to address issues related to regulation labor relations, providing effective system personnel management at enterprises * (1), in institutions and organizations of various sectors of the economy, regardless of ownership and organizational and legal forms of activity.

The qualification characteristics included in this edition of the Handbook are regulatory documents designed to justify the rational division and organization of labor, the correct selection, placement and use of personnel, ensuring unity in determining official duties employees and presented to them qualification requirements, as well as decisions made on compliance with the positions held during the certification of managers and specialists.

2. The construction of the Directory is based on the job description, since the requirements for the qualifications of employees are determined by their job responsibilities, which, in turn, determine the names of the positions.

The directory was developed in accordance with the accepted classification of employees into three categories: managers, specialists and other employees (technical performers). The assignment of employees to categories is carried out depending on the nature of the predominantly performed work that makes up the content of the worker's work (organizational-administrative, analytical-constructive, information-technical).

The names of the positions of employees, the qualification characteristics of which are included in the Directory, are established in accordance with the All-Russian Classifier of Occupations of Workers, Positions of Employees and tariff categories OK-016-94 (OKPDTR), put into effect on January 1, 1996

3. The qualification guide contains two sections. The first section lists the qualifications industry-wide positions managers, specialists and other employees (technical performers), widely distributed in enterprises, institutions and organizations, primarily in the manufacturing sectors of the economy, including those that are on budget financing. The second section contains the qualification characteristics of the positions of employees employed in research institutions, design, technological, design and survey organizations, as well as editorial and publishing divisions.

4. Qualification characteristics in enterprises, institutions and organizations can be used as normative 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 duties of employees, taking into account the specifics of the organization of production, labor and management, as well as their rights and responsibilities. If necessary, the duties included in the description of a particular position can be distributed among several performers.

Since the qualification characteristics apply to employees of enterprises, institutions and organizations, regardless of their industry affiliation and departmental subordination, they present the most typical work for each position. Therefore, when developing job descriptions, it is allowed to clarify the list of works that are characteristic of the corresponding position in specific organizational and technical conditions, and the requirements for the necessary special training of employees are established.

In the process of organizational, technical and economic development, development of modern management technologies, introduction of the latest technical means, carrying out measures to improve the organization and increase labor efficiency, it is possible to expand the range of duties of employees in comparison with the established corresponding characteristics. In these cases, without changing the job title, the employee may be entrusted with the performance of duties stipulated by the characteristics of other positions, similar in content to work, equal in complexity, the performance of which does not require a different specialty and qualifications.

5. Qualification characteristics of each position has three sections.

The section "Job Responsibilities" establishes the main labor functions that can be entrusted in whole or in part to the employee holding this position, taking into account the technological homogeneity and interconnectedness of work, allowing for optimal specialization of employees.

The "Must Know" section contains the basic requirements for an employee with regard to special knowledge, as well as knowledge of legislative and regulatory legal acts, regulations, instructions and other guidance materials, methods and means that the employee must apply in the performance of job duties.

In the "Qualification Requirements" section, the level vocational training the employee necessary to perform the prescribed job duties, and the requirements for work experience. The levels of required vocational training are given in accordance with the Law of the Russian Federation "On Education".

6. In the characteristics of the positions of specialists, within the same position without changing its name, an intra-position qualification categorization for remuneration is provided.

Qualification categories for remuneration of specialists are established by the head of the enterprise, institution, organization. This takes into account the degree of independence of the employee in the performance of official duties, his responsibility for decisions, attitude to work, efficiency and quality of work, as well as professional knowledge, an experience practical activities, determined by the work experience in the specialty, etc.

7. The Directory does not include the qualification characteristics of secondary positions (senior and leading specialists, as well as deputy heads of departments). The duties of these employees, the requirements for their knowledge and qualifications are determined on the basis of the characteristics of the corresponding basic positions contained in the Directory.

The issue of the distribution of duties of deputy heads of enterprises, institutions and organizations is decided on the basis of internal organizational and administrative documents.

The use of the official title "senior" is possible provided that the employee, along with the fulfillment of the duties stipulated by the position held, manages the executors subordinate to him. The position of "senior" may be established as an exception and in the absence of performers in the direct subordination of the employee, if he is entrusted with the functions of managing an independent area of ​​work. For positions of specialists for which qualification categories are provided, the official title "senior" is not applied. In these cases, the functions of managing subordinate executors are assigned to a specialist of the first qualification category.

The job responsibilities of the "leaders" are established on the basis of the characteristics of the respective positions of specialists. In addition, they are entrusted with the functions of a manager and a responsible executor of work in one of the areas of activity of an enterprise, institution, organization or their structural divisions or responsibilities for coordination and methodological leadership of groups of performers created in departments (bureaus), taking into account the rational division of labor in specific organizational and technical conditions. The requirements for the required work experience are increased by 2-3 years compared to those provided for specialists of the first qualification category. Job responsibilities, knowledge requirements and qualifications of deputy heads of structural units are determined on the basis of the characteristics of the respective positions of heads.

The qualification characteristics of the positions of heads (heads) of departments serve as the basis for determining the job responsibilities, knowledge requirements and qualifications of the heads of the relevant bureaus when they are created instead of functional departments (taking into account industry specifics).

8. Compliance of actually performed duties and qualifications of employees with the requirements job descriptions is determined by the certification commission in accordance with the current regulation on the procedure for conducting certification. At the same time, special attention is paid to the quality and efficient performance of work.

9. The need to ensure the safety of life and health of workers in the course of work puts forward the problems of labor protection and environment among urgent social tasks, the solution of which is directly related to the observance by managers and each employee of an enterprise, institution, organization of existing legislative, intersectoral and other regulatory legal acts on labor protection, environmental standards and regulations.

In this regard, the official duties of employees (managers, specialists and technical performers), along with the performance of the functions provided for by the relevant qualification characteristics of the position, provide for mandatory compliance with labor protection requirements at each workplace, and the official duties of managers - ensuring healthy and safe working conditions for subordinate performers, as well as monitoring their compliance with the requirements of legislative and regulatory legal acts on labor protection.

When appointed to a position, it is necessary to take into account the requirements for the employee to know the relevant labor safety standards, environmental legislation, norms, rules and instructions for labor protection, means of collective and personal protection from the impact of hazardous and harmful production factors.

10. Persons who do not have special training or work experience established by qualification requirements, but who have sufficient practical experience and performing qualitatively and in full the duties assigned to them, on the recommendation of attestation commission as an exception, may be appointed to the relevant positions in the same way as persons with special training and work experience.

Each profession is important and distinctive. A person of each specialty has his own designated job tasks, the amount of remuneration, characteristics of the workplace, categories, etc. Each enterprise has a system of bonuses and punishments, specificity professional activity etc.

Qualification guide

To determine the classification of posts and instructions, there is a special unified qualification guide. Abbreviated as ETKS, approved on the basis of a decree of the government of the Russian Federation. Thanks to him, enterprises form personnel activities. According to the content of Article 143 of the Labor Code of the Russian Federation, the qualification of professions and duties is carried out on the basis of a unified tariff-qualification guide.

It consists of two chapters: the first characterizes the sectoral managerial staff, the second - the professions provided for by the main employees and working specialties at the enterprise.

Leading and working professions according to ETKS in the agricultural industry

The classifier gives an exhaustive list of working professions in agriculture. This includes specialties that are in demand in the agricultural industry.

Management team

This list includes the following occupations:

• Ch. specialist of the agronomic service (agronomist) of the enterprise.
• Ch. agronomist-agrochemist at work.
• Ch. agricultural service specialist (agronomist) in the field of crop protection.
• Ch. specialist of the agronomic service (agronomist for the study of the soil).
• Ch. specialist in veterinary service (veterinarian).
• Ch. zootechnical service specialist (livestock specialist).
• Ch. specialist of the zootechnical service in the horse breeding industry (livestock specialist of the state stables).
• Ch. zootechnical service specialist - hippodrome livestock specialist.
• Ch. melioration service engineer.
• Ch. mechanical engineer.
• Ch. energy specialist (energy engineer).
• Ch. judge in the field of breeding horses.
• Veterinary service worker veterinary pharmacy.
• Veterinary service worker vet section.
• Head at the enterprise garage.
• Head point of procurement in the production of processing flax and other bast crops.
• Head toxicological laboratory.
• Head production laboratory biomethod of plant protection.
• Head laboratory of the state inspection for plant quarantine and fumigation squad.
• Head laboratory for diagnosing and predicting the future occurrence of pests and plant diseases.
• Head laboratory for assessing the quality of tested varieties of the State Commission for sorting agricultural crops.
• Head breeding laboratory. case and artificial insemination.
• Head transport department.
• Head oil depot.
• Head experienced field.
• Head border crossing point for plant quarantine.
• Head point of artificial insemination.
• Head point of signaling and forecasting the appearance of pests and plant diseases.
• Head repair workshop.
• Head seed station.
• Head of tech. exchange office.
• Head variety testing area.
• Head phytohelminthological production laboratory.
• Head seed storage.
• Head of mech. detachment.
• Head of Procurement Department.
• Head of the department (section) of production and veterinary control.
• Head of the technical department operation of the fleet and equipment of agricultural enterprises.
• Head of the production department of the hippodrome.
• Head of plant protection station (at the level of the subject, region and district).
• Technical station manager maintenance of the fleet, service stations maintenance of the machine-building park.
• Head of livestock department.
• Head of fumigation department.
• Technical station manager maintenance of machines and equipment of livestock farms, poultry farms and farms.
• Head of the feed production department.
• Head of the department for land reclamation.
• Head of the incubation department.
• Head of the mechanization department.
• Head of plant growing department.
• Head of the expedition for bioprotection of plants.
• Head of department for transportation management.
• Farm manager, foreman.
• Head of KFH-farmer.

Professions in the agricultural industry

If we talk about professions in the agricultural industry, then the list of working professions and positions of employees, after the management team, is divided into specialists (laboratory assistants, machine operators, etc.), positions common to all industries (weigher, warehouse worker, etc.). ), subsection positions with professions in the field of crop production and animal husbandry, as well as professions where there is no rating by category. The list of working professions in construction is also quite wide.

Workers in the sphere of harmful professions

Labor law and a unified classifier of professions separate industries where management staff, job positions are characterized as hazardous production and the industry as a whole. There is a list of working professions with harmful conditions labor.

Spheres of economic activity where employees are recognized as employees of hazardous professions

Here is a partial list of such professions:

• Persons whose activities are related to gunpowder, ammunition equipment, as well as initiating and explosive substances.
• Workers in the oil industry, coal mines, etc.
• whose activities are related to metal processing.
• Employed in electrical production and maintenance of such equipment.
• Manufacturers of radio engineering, production of building materials.
• Glass and porcelain production.
• Manufacturers and processors of synthetic and artificial fibers, the labor composition of the pulp and paper industry.
• Employees of institutes and research centers in the field of manufacturing medicines and biomaterials.
• Labor composition in the field of health care, printing workers, transport workers.
• Those whose activities are related to radiation and exposure, workers in the nuclear industry.
• Divers.
• Welding workers.
• Research activities related to microorganisms.
• Metal testing.
• Cleaning metal with sand.
• Mercury substation workers.
• Workers of electric trains and stations.
• Labor composition of the food industry.
• Working in the field of film copying.
• Workers in the field of construction, repair and restoration.
• Communication workers.
• workers in the agrochemical industry.
• Mining industry workers.
• Workers in the chemical and paint industry.

Positions of employees

The positions of employees are included in the list of working professions. If we talk about employees, then this is a category of citizens involved in any of the industries in positions below the leadership professions. The category of employees includes agents, artists, archivists, secretaries, etc.

Engineering professions

If you make a list of working professions in mechanical engineering, there is a division into management, specialists and working professions. Let's consider in more detail.

For example, managers are included in the list of working professions of the management team (head of the design department, head of the testing department, head of product release, etc.).

If we talk about specialists in mechanical engineering, then these are mechanical engineering technologists, mechanical engineering engineers, designers, etc.

Also involved in mechanical engineering are professions that belong to the category of the same in all sectors of the economy.

List of working occupations for women

Allocates a single classifier and a separate category of women's work positions. They tend to be associated with lighter activities.

Some of them are listed below:

• manicurist;
• beautician;
• the hairdresser;
• cleaning service worker;
• secretary-typist;
• painter;
• specialist in laying out and sorting goods;
• salesman;
• masseur;
• nurse;
• cook;
• confectioner.

An important instrument of labor law

If we talk about the classification of professions in general, then they are divided into a list of working professions according to the field of activity, working conditions, harmfulness of production, severity of labor, etc.

The unified classifier characterizes each profession separately, attaching a list of job duties that are mandatory for execution, the procedure for the benefits provided, the categories assigned, etc.

Based on the classification, the entire labor process is built, starting with accrual and calculation wages, ending with bonuses and the duration of vacations.

The classifier provides a list of positions for each economic sector, defining the scope of duties and rights official or an employee.

The use of the classifier of professions allows each organization, enterprise to streamline the work process, clearly distribute responsibilities in the work team, and comply with labor laws.

Being legislative acts in labor legislation, the Labor Code and the classifier are approved with reference to each other. This indicates that a violation of the provisions of the classifier of professions will be the basis for a violation labor law and administrative misconduct. When organizing personnel activities at enterprises, a single list of working professions is taken as the basis for the formation of positions, labor hierarchy, reward and punishment systems.

The classifier is constantly being improved, amendments are made necessary in connection with changes in the country's economy. However, these nuances are not significant and practically do not concern the main list of positions.

The list of professions and the job classifier is the most important tool labor law, personnel service any enterprise, acting as a guarantor in the organization and remuneration of almost every employee.

OKPDTR (classifier)

The all-Russian classifier of professions for workers, positions of employees and wage categories OK 016-94 (OKPDTR) was approved by the Decree of the State Standard of December 26, 1994 No. 367 and entered into force on January 1, 1996. The purpose of the development of the classifier is to ensure the transition of Russia to the adopted in international practice accounting and statistics system.

The classifier is guided by the correct names of professions and positions, especially in cases where the law establishes benefits, guarantees or restrictions for these professions and positions.

Let's talk about the name and coding of accountants and economists according to OKPDTR.

Occupation code of the position according to OKPDTR

OKPDTR contains 2 main sections:

• professions of workers;
• employee positions.

Naturally, accountants and economists can only be found in the last of them.

We are the procedure for the formation of codes for OKPDTR.

OKPDTR: accountant

The position of an accountant corresponds to the code 20336922411.

OKPDTR: economist

The position of an economist corresponds to the code 27728822441.

Positions in the accounting department according to the classifier

Below we present the encoding of accountants and economists according to OK 016-94:

In addition, codes of derived positions or qualification categories (classes) can be used to code the positions of accountants and economists. In OKPDTR, in particular, are given the following codes positions:

And the following categories (classes) of qualification are named among others:

These codes are given at the end of the main job coding. So, for example, a senior accountant-expert will have an encoding according to OKPDTR 2034242241106 (where 06 is the code of a derivative position), and a labor economist of the 2nd category will be 277555224122 (where the last value "2" is the category code).

In the reporting on the labor of enterprises and organizations of individual sectors of the sphere of material production (industry, construction, transport, state farms and some other production sectors), the number of employees is divided into two groups: workers and employees. The following categories are distinguished from the group of employees: managers, specialists and other employees related to employees.

ConsultantPlus: note.

Decree of the State Standard of the Russian Federation of December 26, 1994 N 367 from January 1, 1996 put into effect the All-Russian classifier of professions for workers, positions of employees and wage categories OK 016-94.

When distributing employees by categories of personnel in statistical reporting for labor, one should be guided by the All-Union Classifier of Worker Occupations, Positions of Employees and Wage Levels (OKPDTR), approved by the State Standard of the USSR on 27.08.86 N 016.

OKPDTR consists of two sections:

classifier of occupations of workers;

the classifier of positions of employees, which contains the positions of managers, specialists and employees.

33. Workers include persons directly involved in the process of creating wealth, as well as those engaged in repairs, movement of goods, transportation of passengers, provision of material services, etc. In OKPDTR, the professions of workers are listed in section 1.

Workers, in particular, include persons employed:

33.1. control, regulation and supervision of the operation of automatic machines, automatic lines, automatic devices, as well as direct control or maintenance of machines, mechanisms, units and installations, if the work of these workers is paid according to tariff rates or monthly salaries of workers;

33.2. the manufacture of material values ​​manually, as well as with the help of the simplest mechanisms, devices, tools;

33.3. construction and repair of buildings, structures, installation and repair of equipment, repair Vehicle;

33.4. movement, loading or unloading of raw materials, materials, finished products;

33.5. at work on the reception, storage and dispatch of goods in warehouses, bases, in storerooms and other storage facilities;

33.6. maintenance of machines, equipment, maintenance of industrial and non-industrial premises;

33.7. sinking surface and underground mine workings, drilling, testing, testing and development of wells, geological survey, prospecting and other types of geological exploration, if their work is paid at tariff rates or monthly wages of workers;

33.8. machinists, drivers, stokers, turnouts on duty, trackers and artificial structures, loaders, conductors, workers for the repair and maintenance of transport lines, communication lines, for the repair and maintenance of equipment and vehicles, tractor drivers, mechanics, crop and livestock workers ;

33.9. postmen, telephonists, telegraph operators, radio operators, telecom operators;

33.10. operators of computers and electronic computers;

33.11. janitors, cleaners, couriers, cloakroom attendants, watchmen.

34. Managers include employees holding positions of heads of enterprises and their structural divisions. The position in OKPDTR, which has a category code 1, refers to managers.

Leaders include, in particular:

director ( CEOs), chiefs, managers, managers, chairmen, commanders, commissars, foremen, foremen of work at enterprises, in structural units and divisions;

main experts: Chief Accountant, chief dispatcher, Chief Engineer, Chief Mechanic, Chief Metallurgist, Chief Welder, Chief Agronomist, Chief Geologist, Chief Electrician, Chief Economist, Chief Researcher, Chief Editor;

There are a huge number of fields of activity, skills and positions in the world. In view of this diversity, the employer often encounters difficulties both at the level of personnel management and at the level of personnel documentation. In such cases, help unified directories and classifiers. In the article, we will discuss what the classifier of professions-2019 with the decoding of the Russian Federation and the unified tariff-qualification guide-2019 are. Let's take a closer look at the reference book of qualification characteristics.

Basic concepts

Working with unified forms, the HR specialist is often confused due to the abundance of terms and abbreviations related to job directories. Let's consider them.

These documents are interrelated. The 2019 General Classification of Jobs and Professions underpins the CAS 2019. OKPDTR 2019, in turn, takes as the basis for its first section ETCS 2019 working professions. There is no ETKS 2019 for managers and specialists as such, therefore the second section of OKPDTR is based on a unified nomenclature of employee positions.

What is a qualification directory of positions

Single classification handbook positions of specialists and employees (EKS) is a list of qualification characteristics (job duties 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 the 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 of military units and organizations of the Armed Forces of the Russian Federation." The frequency of updating the directory is not regulated by law. Thus, the document amended by the above Order is currently a qualification directory for the positions of workers and employees 2019.

What is it for

The EKS, which was based on the All-Russian Classifier of Occupations of Working Positions of Employees, was compiled with the aim of developing universal standards for the organization of labor. In fact, this document helps the employer to correctly build the structure of the organization. Qualification characteristics optimize the following functions:

• selection and placement of personnel;
• professional training/retraining of personnel;
• rational division of labor;
• definition of job duties and areas of responsibility of personnel.

The personnel worker relies on the Classifier of positions and professions of 2019 in working with documents such as staffing, 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 apply it

The CSA is applicable in 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 the application of the CEN was approved by the Decree of the Ministry of Labor dated February 9, 2004 No. 9. In accordance with it, qualification characteristics form the basis job description and include three sections:

• duties (list labor functions fixed in whole or in part);
• must know (special knowledge, knowledge of regulations, methods and means for performing work duties);
• qualification requirements (professional level and work experience).

It is allowed to distribute the duties that make up the qualification characteristic among several employees. Employee Compliance Assessment qualifications made only by the certification committee.

What to use - qualification handbook or professional standard

As we found out, the qualification of an employee is his knowledge, skills, skills and experience. The professional standard is a narrower concept and is defined as “a characteristic of a qualification, necessary for the employee for the implementation of a certain type of professional activity, including the performance of a certain labor function "( Art. 195.1 of the Labor Code of the Russian Federation). In addition, professional standards, unlike the CSA, may be mandatory. The corresponding amendments were made to the Labor Code by Federal Law No. 122-FZ dated May 2, 2015. According to Article 195.3 of the Labor Code of the Russian Federation, the employer is obliged to operate with professional standards if the requirements for the qualification necessary for the employee to perform labor functions are dictated Labor Code, federal law or other regulatory legal acts. In other cases, the application professional standards recommended but not required.