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-2020 is with the decoding of the Russian Federation and the unified tariff qualification guide-2020. 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 2020 General Classification of Jobs and Professions underpins CEN 2020. OKPDTR 2020, in turn, takes as the basis for its first section ETKS 2020 working professions. There is no ETKS 2020 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 ( official 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 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 2020.

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 while optimizing the following functions:

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

The personnel worker relies on the 2020 Classifier of Positions and Professions in working with documents such as staffing, job descriptions, regulations on departments, etc. The OKPDTR classifier (2020) with a search by name is available 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 of the job description and include three sections:

• official duties (list of labor functions assigned 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 responsibilities that make up the qualification characteristic among several employees. The assessment of the employee's compliance with the qualification characteristics is carried out only by the attestation commission.

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 to carry out a certain type professional activity, including the fulfillment of certain labor function» ( Art. 195.1 of the Labor Code of the Russian Federation). In addition, professional standards, unlike the CSA, may be mandatory. Corresponding amendments have been made to Labor Code 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 by the Labor Code, federal law or other regulatory legal acts. In other cases, the application professional standards recommended but not required.

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

Qualification guide leadership positions, 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 the Decrees of the Ministry of Labor of Russia of December 24, 1998 N 52, of February 22, 1999 No. 3, January 21, 2000 No. 7, August 4, 2000 No. 57, April 20, 2001 No. 35, May 31, 2002 and June 20, 2002 No. 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. The Qualification characteristics take into account the latest legislative and regulatory legal acts of the 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 the regulation of labor relations, ensuring 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 issue 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 the duties of employees and the requirements for 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 departments.

4. Qualification characteristics at enterprises, institutions and organizations can be used as regulatory documents of 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 specifics of the organization of production, labor and management, and 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.

The "Qualification Requirements" section defines the level of professional training of 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 assigned 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 duties of coordination and methodological leadership of groups of performers created in departments (bureaus), taking into account the rational division of labor in specific organizational units. -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.

• Director of a survey organization
• Director of a survey institution
• Director of the design organization
• Director of a design institution
• Director of a research organization
• Director of a research institution
• Technology Organization Director
• Director of a technology institution
• Director of the design institution
• Head of a survey institution
• Head of design institution
• Head of Research Institution
• Head of a technological institution
• Head of design institution
• Head (head) of the research department (laboratory) of the institution; head (head) of the research sector (laboratory), which is part of the research department (department, laboratory) of the institute
• Junior Research Fellow
• Head of the Department of Scientific and Technical Information
• Head of the Department of Scientific and Technical Information
• Head of planning and economic department
• Head of the department of planning and economic department
• Head of Human Resources
• Head of Human Resources
• Head of technical archive
• Photo lab manager
• Lead Engineer
• Lead Economist
• Engineer
• Economist
• Translator
• Painter
• Technician
• laboratory assistant

Management and engineering staff

• Head of design department
• Head of the department (bureau) for the design of project materials
• Head of drawing and copying bureau
• Head (leader) of a brigade (group)
• Chief specialist in the main department (architectural and planning workshop)
• Lead Designer
• Design engineer
• Landscape architect
• Design Technician
• Draftsman-designer

General provisions

The qualification directory of positions of managers, specialists and other employees (technical performers) is intended to address issues related to the regulation of labor relations, ensuring an effective personnel management system at enterprises (hereinafter, "enterprise" refers to commercial organizations created in the form business partnerships and societies, including open and closed joint-stock companies, joint-stock companies of workers (people's enterprises), production cooperatives, state and municipal unitary enterprises), 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 the duties of employees and the qualification requirements for them, as well as decisions made on compliance positions held during the certification of managers and specialists.

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 All-Russian classifier professions of workers, positions of employees and wage categories OK-016-94 (OKPDTR), put into effect on January 1, 1996

The Qualification Handbook contains two sections. The first section provides the qualification characteristics of industry-wide positions of managers, specialists and other employees (technical performers), which are widespread in enterprises, institutions and organizations, primarily in the manufacturing sectors of the economy, including those 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 departments.

Qualification characteristics at enterprises, institutions and organizations can be used as regulatory documents of 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 characteristics 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, the development of modern management technologies, the introduction of the latest technical means, the implementation of 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.

The qualification characteristic 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.

The "Qualification Requirements" section defines the level of professional training of 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".

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

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 made, attitude to work, efficiency and quality of work, as well as professional knowledge, practical experience, determined by work experience in the specialty, etc.

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 performance of the duties provided for 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 assigned 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 duties of coordination and methodological leadership of groups of performers created in departments (bureaus), taking into account the rational division of labor in specific organizational units. -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).

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

The need to ensure the safety of life and health of workers in the process of labor activity puts forward the problems of labor protection and the 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 protection labor, 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 appointing 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 individual protection against the effects of hazardous and harmful production factors.

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

The essence and purpose of the tariff-qualification directory of works and professions of workers

The structure of the tariff-qualification directory

Sections of tariff and qualification characteristics

Tariff and Qualification Directory of Works and Professions barrels (TKS) is a regulatory 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 work, are grouped into sections according to industries And typesworks. The combination of these sections is Single tariff-qualification reference book of works and professions barrels (ETKS).

The first issue of ETKS includes tariff and qualification characteristics for the professions of workers, common to all industries economics (more than 100 titles); subsequent releases - by specific industry professions.

Tariff and qualification characteristics occupations of workers are developed in relation to eight-bit grouping works according to complexity as the most optimal under the existing division of labor, the achieved level of technology, technology, organization of labor and production. At the same time, 7th and 8th digits take place only in certain types productions.

3. Tariff and qualification characteristics of professions by category ladies listed in the tariff-qualification directory, with stand in three sections :

Chapter "Characteristics of works" contains:

job description, the most typical for a given profession, which a worker must perform, are preparatory and final actions; functions for maintenance of the workplace, maintenance of equipment; operations for the direct conduct of the technological process;

degree of independence worker during the performance of work;

Chapter "Must know " includes:

basic qualification requirements worker required to perform the work specified in the first section of the specification. The worker is required to know the physical and chemical properties of the objects of labor, the design features of the equipment and measuring instruments, the stages of the technological process, the rational operating modes of the equipment, technical, 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 of the given profession or category, which the 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 fairly complete description of the work performed, the section "Examples of work" in the tariff-qualification characteristic is missing. 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

The role of the qualification directory of positions of managers, specialists and other employees in the organization of remuneration

The structure of the qualification directory of positions of managers, specialists and other employees

Composition of qualification characteristics

1 . socialists and other employees is a legal document that contains list of job responsibilitiesbotniks and the qualification requirements for them in. purposes.

justification rational division and organization of labor;

creating an effective mechanism demarcations functions, proper selection and placement of personnel;

ensure unity in defining job responsibilities.

The titles of the positions that are included in the directory are set in accordance with All-Russian classification rum professions of workers, positions of employees and tariff discharges.

Job qualifications serve as direct action standards in enterprises, institutions and organizations.

Qualifyingion directory of executive positions, special socialists 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;

compiling regulations on structural divisions enterprises;

implementation selection and placement of personnel;

reference control for the correct use of personnel in accordance with the specialty and qualifications;

at holding attestations administrative and management personnel.

. Qualification directory of positions of managers, special socialists 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 in the manufacturing sectors of the economy (industry, construction, transport, etc.), including those on budget financing (197 positions);

second section - contains the qualification characteristics of positions of employees employed in research, design, technological, design and survey organizations, as well as in editorial and publishing divisions (46 job titles).

3.Qualification characteristics of each position serving general includes three sections :

"Responsibilities" - reflected basic laborfunctions taking into account the technological homogeneity and interconnectedness of work, allowing to ensure the optimal implementation of the specialization of employees;

"Must know " - contained requirements:

availability special knowledge employee;

on the application of standards legislative acts, regulations and instructions, methods and means;

"Qualification Requirements" - determined professional levelphysical training an employee in accordance with the Law of the Russian Federation "On Education", necessary for the performance of official duties, and seniority requirements jobs that are a condition for occupying a particular position.

The qualification characteristics of the positions of specialists provide for within the same position internal 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, a labor economist II categories) are not included in the Qualification Handbook and are determined based on the characteristics of basic positions.

Assignment of qualification categories produced by the head of the enterprise, taking into account:

independence of the employee in the performance of official duties, his responsibility for the decisions made;

attitude to work;

labor efficiency;

professional knowledge and practical 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, organization.

For many workers personnel service the qualification directory of positions managed to become a reference book. Let's talk about the use of ETCS and CEN, as well as their upcoming cancellation in connection with the final transition to professional standards.

From the article you will learn:

Qualification directory of positions - managers, specialists, workers - a set of characteristics of the main types of work in professions related to various sectors of the economy. On duty, any personnel officer with experience had to turn to him. The Ministry of Health and social development RF together with authorities executive power, regulating and coordinating individual economic sectors (clause 2 of the Decree of the Government of the Russian Federation No. 787 of 10/31/2002).

Qualification directory of positions of workers and employees-2018: application procedure

Do not miss: main article months from an expert practitioner

5 main misconceptions about professional standards.

The status and procedure for the practical use of tariff-qualification guides is determined by Article 143 of the Labor Code of the Russian Federation. So, according to part 8 of article 143 of the Labor Code of the Russian Federation, when charging for work and assigning tariff categories to employees, the following apply:

• unified tariff-qualification directory of works and professions of workers;
• unified tariff qualification directory of positions of managers, specialists and employees;
• professional standards.

Download related documents:

There are even individual regulations, describing in detail the rules for the application of ETKS (see "Procedure", approved by the Decree of the Ministry of Labor of the Russian Federation No. 9 of February 9, 2004). Along with the provisions of the directories, state guarantees for wages, fixed by federal legislation, as well as recommendations from the tripartite commission for the regulation of social and labor relations and the opinion of trade unions are taken into account. Details - in the notes "How to apply " And How ».

Important: the requirements of ETKS and CEN apply primarily to labor Relations, therefore, when concluding a civil law contract, the employer is not obliged to check the contractor for compliance with the criteria established by the directories.

Types and current editions of tariff-qualification guides

Currently, two types of qualification reference books are used - for workers (ETKS) and for employees, managers, specialists (EKS). The need to develop two separate documents arose due to significant differences in the specifics of the work assigned to different categories personnel. Therefore, when setting tariffs or qualification requirements for working specialties (locksmith, foundry worker, welder, etc.), employers turn to ETKS, a directory of working professions.

If we are talking about a managerial or official position, the EKS is used - a unified qualification reference book for the positions of managers and employees. About billing different types work, see the article "How to install »: you will learn why it is so important to know the exact size of the minimum wage, how often the salary should be indexed and whether it is legal to set different salaries for employees holding the same position.

Unified qualification directory of workers' positions

The tariff and qualification guide used to determine the complexity and payment of work, as well as to assign categories to workers, consists of more than 70 issues.

Each issue is dedicated to certain areas and areas of the economy, for example:

1. No. 5 - geological exploration and topographic and geodetic works (approved by the Decree of the Ministry of Labor of Russia No. 16 of February 17, 2000);
2. No. 16 - for the production of medical instruments, instruments and equipment (approved by the Decree of the Ministry of Labor of Russia No. 38 dated 5.03.2004);
3. №24 - general professions chemical industries(approved by order of the Ministry of Health of Russia No. 208 dated March 28, 2006);
4. No. 50 - for the extraction and processing of fish and seafood (approved by the Decree of the Ministry of Labor of Russia No. 73 of October 12, 2000);
5. No. 52 - for railway, sea and river transport (approved by order of the Ministry of Labor of Russia No. 68n dated February 18, 2013);
6. No. 57 - advertising and design, restoration and layout work (approved by order of the Ministry of Health of Russia No. 135 dated March 21, 2008).

Some of the sections have lost their relevance (issues 30-31, 34, 38-39, 61-63, 65, 67-68), some were put into effect a very long time ago, still by Soviet decrees. For example, the sections “Dry cleaning and dyeing” and “Works and professions of laundry workers”, approved by the Decree of the USSR State Committee for Labor and the All-Russian Central Council of Trade Unions No. 320 / 21-22 of October 31, 1984, have not yet been updated.

Qualification directory of positions of managers, specialists and employees

The unified qualification directory of positions of specialists and employees (EKS) developed by the Institute of Labor was approved by the Decree of the Ministry of Labor of Russia No. 37 of 08.21.1998. Since its approval, the document has been amended and supplemented more than ten times. The current version of the ETKS is applied in without fail all state and municipal organizations (in relation to positions for which professional standards have not been developed). Table "Categories and state civil service” will be useful for personnel officers of state institutions.

Requirements to commercial companies not so strict. Nevertheless, Article 57 of the Labor Code of the Russian Federation obliges all employers, without exception, to refer to professional standards or ETKS when entering positions in the staffing table related to the presence of restrictions or the provision of benefits. In other words, if the enterprise has positions that give the right to certain guarantees (early retirement, compensation for "harmfulness", etc.), their names must exactly match the wording of the ETKS or professional standards. Read more about the provision of benefits to employees in the articles "How to issue an employee's exit for "and" What compensation is due to the employee for work during ».

The document contains thirty sections in total. General characteristics positions applicable to employees of enterprises, institutions and organizations of all industries are given in the first section, approved by the Decree of the Ministry of Labor of Russia No. 37 of 08.21.1998. The following are sections for individual industries:

• research, design, design and survey areas;
• health care;
• education, including professional;
• culture, art and cinematography;
• labor protection;
• electric power industry;
• architectural and urban planning activities;
• spheres civil defense and protection of the population from emergency situations, ensuring the safety of people at water, mountain and underground facilities;
• geology and exploration of subsoil;
• physical culture and sports;
• tourism;
• Agriculture;
• state archives and documentation storage centers;
• military units and organizations of the Armed Forces of the Russian Federation;
• centers of metrology, standardization and certification;
• systems of the state material reserve;
• legal protection results of intellectual activity and means of individualization;
• bodies for youth affairs;
• road economy;
• hydrometeorology;
• countering technical intelligence and ensuring information security;
• nuclear energy and floating nuclear power plants;
• conflictology;
• rocket and space industry;
• translation activities;
• forensic examination;
• bodies of the Federal Migration Service.

If you pay attention to the dates of publication of orders of resolutions approving sections of the CEN, you can see that the most “fresh” provisions of the directory came into force in 2013. And since then they have not been updated, although before new sections were added almost annually. The reason for this state of affairs was the transition to professional standards - a more convenient and modern system for assessing qualifications. Details - in the note "How to apply ”: the expert will explain who will be primarily affected by changes in legislation, how often qualification standards will be updated and how to check an employee for compliance with new requirements.

Question from practice

How in work book write down the position of the employee, if it was not indicated in the classifier of positions and professions?

Answer prepared in collaboration with the editors

Answered by Ivan Shklovets
Deputy Head Federal Service for work and employment

Indicate the name of the employee's position in the work book in accordance with the organization's staffing table. At formation of the staffing table to an arbitrary indication of the positions of employees who receive benefits and compensation.

For example, work in a particular position may entitle an employee to early retirement. The list of positions, work in which gives the right to early appointment of a pension, is listed in the articles And Law of December 28, 2013 No. 400-FZ. If the position in the work book does not correspond to the qualification directory, Pension Fund may deny an employee the right to an early retirement pension ...

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Unified qualification directory of positions as a predecessor of professional standards

From the system of professional standards, in connection with which additional norms appeared in the Labor Code of the Russian Federation (Articles 195.1-195.3 of the Labor Code of the Russian Federation), the unified qualification directory for the positions of managers, employees and specialists differs not only in format. Occupational standards contain more clear and structured information about the labor functions performed by employees, and fully comply with the spirit of the times.

Previously, a specialist who received a specialized education could work all his life on the same equipment, using the usual technologies and knowledge that he received at a university or technical school. But modern technologies are developing rapidly, dramatically changing the content of work and the qualification characteristics of the position. We have to radically revise existing norms and introduce new standards. As ETKS and EKS (the unified tariff and qualification directory of positions of managers, specialists and employees) gradually lose their relevance, employers are increasingly turning to professional standards when:

• recruitment;
• training, retraining, certification and career planning of employees;
• drafting job descriptions and staffing;
• formation personnel policy And tariff scale for the work being done;
• development of wage systems.

Important: the professional standard is a universal document that establishes requirements for the conditions and content of work, as well as for the skills, knowledge and experience of a specialist.

It takes an average of 9-12 months to develop a “standard” for each individual position, so today, despite active work in this direction, new standards for a number of specialties and types of work have not yet been approved. Therefore, in 2018, it is too early to write off the unified qualification directory of employee positions and the tariff and qualification directory of working specialties.

But if there is a choice between ETKS (EKS) and the current professional standard (and there are already more than a thousand such positions), preference should be given to the latter. At least because the final abolition of reference books and a complete transition to a system of professional standards applied taking into account certain industry requirements are planned for the coming years (see letter of the Ministry of Labor of Russia No. 14-0 / 10 / 13-2253 of 04.04.

Transition to professional standards: step by step instructions

For commercial organizations professional standards are advisory in nature. They become mandatory only in two cases (as well as directories):

• when the legislator establishes compensation or benefits for a certain type of work, or restrictions are provided for its implementation (Article 57, 195.3 of the Labor Code of the Russian Federation);
• when the requirements for work experience and qualifications of an employee are established by the Labor Code of the Russian Federation, federal legislation or other regulatory legal acts (Article 195.3 of the Labor Code of the Russian Federation).

In the first case, you should make sure that the job title in staffing, an employment contract, an order for employment and other local documents coincides with the wording of the professional standard. Other aspects - features of the labor function, requirements for the level of education and length of service in the specialty - remain at the discretion of the employer. A detailed analysis of difficult situations is in the articles “How to maintain a discharge for a worker on ETKS, if ”, “How to check if the professional standard” and “How to overcome the 6 main problems that arise when ».

As for the second category of workers (which includes workers legal sphere, and teachers, and doctors, and even private detectives), then the requirements of professional standards apply to them in full. To understand what specific positions we are talking about, look at the table " for which the law establishes qualification requirements.

Organizations, enterprises and institutions public sector, as well as all off-budget funds, corporations and companies with a state share of more than 50% are required to switch to professional standards, whether they want it or not. To make the transition less painful, it is allowed to introduce new norms in stages (until January 1, 2020, as required by clause 1.2 of the Decree of the Government of the Russian Federation No. 584 of 06/27/2016). To help the personnel officer - articles "When , and when the professional standard. Six controversial situations” and “How professional standards will affect ».

Since the legislator does not regulate the procedure for switching to a system of professional standards, the employer himself decides how to act, based on the needs of the organization and the specifics of its activities.

The whole process can be divided into five successive stages:

1. formation of a working group or commission, in which representatives of key departments (legal and personnel services, accounting, etc.) participate;
2. development of a work schedule for the implementation of professional standards;
3. familiarization of heads of departments and services with the schedule and legislative framework, according to which the transition is carried out;
4. implementation of activities provided for by the schedule;
5. summarizing the work of the commission and approving the report on the results.

Practical situation

Staffing: how to enter information without errors

The answer was prepared jointly with the editors of the journal " »

Answered by Nina KOVYAZINA,
deputy director of the department medical education and personnel policy in health care of the Ministry of Health of Russia

We have a small organization, and there are departments in which one person works. If an employee is a manager, should there be subordinates in the department?

Formally, the Labor Code does not prohibit an employer from creating structural units, which consist of only one employee, in particular the head of the department. At the same time, the position of "leader" involves the management of subordinates. For example, the Qualification Handbook provides for such an obligation for the position of “head of personnel department” (approved by ). Qualification guides are advisory in nature. But there are exceptions...

The full version of the answer is available after free

The first step is to issue an order to establish a commission. The order lists by name all members of the commission (working group), and also indicates the time allotted for familiarization with the regulatory documentation and the development of a schedule.

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Each protocol is certified by the signatures of the members of the working group, including the chairman.

To change the name of the position, make additions to labor contract or approve new local regulations, the director of the company gives a written order (see article " does not meet the professional standard: what to do”). Fortunately, the law does not prohibit combining orders of the same type into one order and thereby saving resources. The article "Tricks that will make it easier for you to work with » will help to minimize the labor costs associated with the execution of orders, contracts, familiarization sheets and other documentation.