Article 143 of the Labor Code indicates that in Russian Federation There is a document in accordance with which the pricing of all work is carried out. Tariff categories are assigned precisely according to this document. We are talking about a unified collection of qualifications for positions, employees and managers.
In 1998, the government approved an order in the form of a resolution to create such a list. It includes qualification characteristics for each individual profession, as well as requirements according to which a person can be approved for a certain position.
Qualification directory of positions - what is this summary
Today qualification directory positions, managers and employees is a single valid document in the Russian Federation of such a plan. Many organizations rely on it in their work. General structure its next in alphabetical order is the all-Russian list of professions. This qualification directory is the basis for the company’s tariff policy. It is from the first section of this single document that employers often take requirements for applicants for employee positions. It also specifies what exactly a person should know about industry-wide issues.
Qualification directory of positions of workers and employees 2018
Established back in August 1998, the qualification collection of professions is constantly undergoing revisions, as new modern titles are added both among workers and employees, and among managers. By the way, almost all professions with the prefix “chief” are classified as managers. This also applies to accountants.
The new order also contains a list of requirements for janitors, electricians, purchasing specialists, system administrators, workers involved in construction, employees of the Ministry of Culture and Health - in general, this list is one and complete. To get a description for managers, simply download this single document, the approval order of which was issued almost 20 years ago.
Unified qualification directory of positions for education workers
A separate section here is dedicated to representatives of the education sector. It is intended to effectively resolve issues related to the regulation of relations with personnel in educational institutions. One of the main ones on the list is the section about the leader - that is, the director. He must first of all serve for the benefit of his school. He has a number of responsibilities and necessary knowledge. Requirements include higher professional education in relevant areas - for example, “Personnel Management”, as well as a minimum five years of experience.
Directory of Medical Professionals 2018
There is a corresponding section for healthcare workers. Based on this document, job descriptions are formed. Interesting feature This section is that a specialist doctor who takes a break from his work for five or more years is appointed as a trainee doctor upon his return and must undergo retraining during this time. By the way, all medical professions are named in accordance with the nomenclature of specialties. The only thing that has remained unchanged over the years is the laboratory doctor.
Directory of positions of educational institutions
In addition to directors, this list contains dozens of other positions of workers and employees in the education sector. For example, among the managers there is a deputy manager, the head of a structural unit and a senior foreman. Pedagogical workers include teachers, educators, educational organizers, social educators, senior counselors, teachers who are speech therapists, psychologists, and educators.
All-Russian qualification directory of positions and professions 2018 can be downloaded for free
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4th edition, updated
(approved by Resolution of the Ministry of Labor of the Russian Federation dated 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 positions of managers, specialists and other employees is a normative document developed by the Institute of Labor and approved by Resolution of the Ministry of Labor of Russia dated August 21, 1998 N 37. This publication includes additions made by resolutions of the Ministry of Labor of Russia dated December 24, 1998 N 52, dated February 22, 1999 N 3, dated January 21, 2000 N 7, dated August 4, 2000 N 57, April 20, 2001 N 35, dated May 31, 2002 and June 20, 2002 N 44. The directory is recommended for use in enterprises, institutions and organizations of various sectors of the economy, regardless of ownership and legal forms in order to ensure correct selection, placement and use of frames.
The new Qualification Handbook is designed to ensure a rational division of labor, create an effective mechanism for delineating functions, powers and responsibilities based on clear regulation labor activity workers in modern conditions. The directory contains new qualification characteristics of employee positions related to the development of market relations. All previously existing qualification characteristics have been revised; significant changes have been made to them in connection with the transformations being carried out in the country and taking into account the practice of applying the characteristics.
In the qualification characteristics, the standards for regulating the labor of workers were unified to ensure a unified approach to the selection of personnel with appropriate qualifications and compliance with uniform principles for the tariffing of work based on its complexity. The Qualification Specifications take into account the latest legislative and regulatory legal acts Russian Federation.
Qualification directory for positions of managers, specialists and other employees
1. The qualification reference book for positions of managers, specialists and other employees (technical performers) is intended to resolve 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 the form of ownership and organizational and legal forms of activity.
The qualification characteristics included in this issue of the Directory are normative documents intended to justify the rational division and organization of labor, the correct selection, placement and use of personnel, ensuring unity in determining the job responsibilities of employees and requirements for them qualification requirements, as well as decisions made on compliance with positions held during certification of managers and specialists.
2. The construction of the Directory is based on job characteristics, since the requirements for the qualifications of employees are determined by their job responsibilities, which, in turn, determine the titles of positions.
The directory has been developed in accordance with accepted classification 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, constituting 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), put into effect on January 1, 1996.
3. The qualification directory 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 manufacturing sectors of the economy, including those receiving budgetary funding. The second section contains the qualification characteristics of 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 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.
Since 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 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 workers.
In the process of organizational, technical and economic development, mastering modern management technologies, introducing the latest technical means, carrying out 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 implementation of which does not require another specialty and qualifications.
5. The qualification characteristics of each position have three sections.
The section “Job Responsibilities” establishes the main job 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 the work, allowing for optimal specialization of employees.
The “Must Know” section contains the basic requirements for the employee in relation to special knowledge, as well as knowledge of legislative and regulatory acts, regulations, instructions and other guidance materials, methods and means that the employee must use when performing job duties.
The section "Qualification Requirements" defines the level of professional training of the employee necessary to perform the provided job duties and the requirements for work experience. The levels of required professional training are given in accordance with the Law of the Russian Federation "On Education".
6. The characteristics of specialist positions provide for within the same position without changing its name an intra-position qualification categorization for remuneration.
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.
7. 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.
The issue of distribution of job responsibilities of deputy heads of enterprises, institutions and organizations is resolved on the basis of internal organizational and administrative documents.
The use of the job title “senior” is possible provided that the employee, in addition to performing the duties prescribed by the position held, 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 a specialist of the first qualification category.
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 the enterprise, institution, organization or their structural divisions or responsibilities for coordination and methodological management 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 divisions are determined based on the characteristics of the corresponding positions of managers.
The qualification characteristics of the positions of heads (managers) of departments serve as the basis for determining job responsibilities, knowledge requirements and qualifications of the heads of the relevant bureaus when they are created instead functional departments(taking into account industry specifics).
8. The compliance of the actual duties performed and the qualifications of employees with the requirements of job characteristics is determined by the certification commission in accordance with the current regulations on the certification procedure. Wherein Special attention is focused on high-quality and efficient performance of work.
9. The need to ensure the safety of life and health of workers in the process of work raises problems of labor protection and environment among the urgent social tasks, the solution of which is directly related to the compliance by managers and each employee of an enterprise, institution, organization with current legislative, intersectoral and other regulatory legal acts on labor protection, environmental standards and regulations.
In this regard, the job responsibilities of employees (managers, specialists and technical performers), along with the performance of functions provided for by the corresponding qualification characteristics of the position, provide for mandatory compliance with labor protection requirements at each workplace, and the job responsibilities of managers include 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 a position, it is necessary to take into account the requirements for the employee’s knowledge of relevant labor safety standards, environmental legislation, norms, rules and instructions on labor protection, collective and personal protection from exposure to hazardous and harmful production factors.
10. Persons who do not have special training or work experience established by the qualification requirements, but have sufficient practical experience and performing efficiently and in full the tasks assigned to them job responsibilities, 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.
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 terms of special knowledge, as well as knowledge of regulations, methods and tools 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 all structural divisions, workshops and production units, directs their activities towards 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 to international standards in order to conquer the domestic and foreign markets and meet the needs of the population for the 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 labor agreements (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, rational use and development of their professional knowledge and experience, creation of safe and favorable working conditions for life and health, and compliance with 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 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 innovate experience 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 manufacturing sectors of the economy, including those receiving budgetary funding. The second section contains the qualification characteristics of positions of employees employed in research institutions, design, technological, design and survey organizations, as well as editorial and publishing departments.
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, constituting 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 paid at an increased rate for work during 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 a specialist of the first qualification category (for the 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 within the same position without changing its name an intra-position qualification categorization for remuneration. 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 normative 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, 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 workers.
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 implementation 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 perform efficiently and fully the job duties assigned to them, on the recommendation of the certification commission, as an exception, can be appointed to the corresponding positions in the same way , as well 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. This Procedure basically repeats the text of the “General Provisions” section of the Qualification Directory for positions of managers, specialists and other employees.
In this article we will look at the Unified Tariff and Qualification Handbook (UTKS) for a labor protection specialist. Let us define ETKS and explain the difference between ETKS and other reference books and professional standards. We will analyze the structure of the ETKS “Occupational Safety and Health Specialist” and, of course, we will tell you how an occupational safety specialist should use the ETKS in his production activities.
To see what the ETKS of an occupational safety specialist looks like, please
So, let's begin…
What is the ETKS of a labor protection specialist?
How do ETKS differ from EKS?
In order to unify (bring to the same standards) all possible professions in the country, the state has developed and put into effect directories of professions, which are periodically updated depending on the emergence of new specialties, technologies or the obsolescence of some others.
In Russia, there are two main reference books that should be used as a guide when conducting work at any enterprise or organization. Both directories were approved by Decree of the Government of the Russian Federation of October 31, 2002 N 787 and have legal force:
1. ETKS– a unified tariff and qualification directory of works and professions of workers.
2. EKS– a unified qualification directory for positions of managers, specialists and employees. (ECSD is another name for this directory)
Unified Tariff and Qualification Reference Book (UTKS) is a large collection of normative documents, united in volumes, which is intended solely for classification working professions.
Unified qualification directory of positions of managers, specialists and employees (USC) is a collection of normative documents intended for non-working professions, namely for managers, employees and all kinds of specialists.
Thus, two directories cover all possible professions.
The question arises: In which of the two reference books should I look for the profession of occupational safety specialist?
Correct answer: In the EKS directory!!!
It should be noted that there is no ETKS occupational safety specialist as such. After all, this directory is intended only for working professions. Therefore, when someone talks about the ETKS of an occupational safety specialist, one must keep in mind that we are talking about the ETKS of an occupational safety specialist. To avoid confusion, in the future we will call any of the directories “ETKS”.
ETKS (EKS) occupational safety specialist is an official document that is entered
What is ETKS for?
The Unified Tariff and Qualification Directory is used for:
1. Assignment of tariff categories to workers and employees (based on the principle more difficult work, the higher the rank, Article 143 of the Labor Code of the Russian Federation);
2. Determination of wages for civil servants (Article 144 of the Labor Code of the Russian Federation);
3. Tariffing and accounting of professions for which benefits and compensation are provided by the state (Article 57 of the Labor Code of the Russian Federation).
Of course, not only government agencies must apply ETKS. Commercial organizations must use the directory of professions for their own purposes.
Firstly, with the help of a directory it is very convenient to write down job descriptions for employees, because the ETKS fully describes the profession, what the employee must do, what knowledge and skills he must possess, etc.
Secondly, it is very convenient for the head of an enterprise to “distribute” qualifications to all employees, and to build a remuneration system in his enterprise based on qualification level every employee.
Thirdly, with the help of ETKS you can build labor relations with the state, justify the transfer of taxes, and the receipt of state. subsidies, etc.
A labor protection specialist needs ETKS in order to bring his position into compliance with the legislation of the Russian Federation.
How can a labor safety specialist use ETKS in his work?
As we have already said, ETKS (ECS, ECSD) of a labor protection specialist is normative document, which is presented
ETKS of a labor protection specialist consists of sections:
In section 1 general information is presented.
In section 2 information is provided regarding the positions of manager and occupational safety specialist. The section indicates the correct job titles, job responsibilities of the manager and safety specialist, what knowledge and skills a person holding the position of safety specialist or manager should have and what requirements to fulfill.
What should a labor protection specialist do in accordance with the ETKS?
First of all, the occupational safety specialist must redo his job description and renew your contract with the organization in accordance with the new requirements, make changes to staffing table and so on. So, if earlier the occupational safety profession was called “Occupational Safety Engineer”, now the profession should be called in accordance with the requirements of the ETKS “Head of the Labor Safety Service”, or “Occupational Safety Specialist”, Other names of professions, including ETKS “Occupational Safety Engineer” or ETKS “Industrial Safety Engineer” do not exist! (Order of the Ministry of Labor of the Russian Federation dated May 15, 2013 No. 205).
It is also necessary to pay special attention to the fact that some functions of a labor protection specialist have changed, and most importantly, new requirements for the profession have appeared.
Thus, the position of head of the labor protection service has educational requirements. To work in this position as an occupational safety manager, you must have or any higher education together with, while the head of the occupational safety service must have five years of work experience in this field.
The position of occupational safety specialist has the same educational requirements. For an occupational safety specialist, it is necessary to have a higher education in occupational safety. And in the absence of this, retraining is allowed if you have a secondary education (valid for an occupational safety specialist who does not have a category).
What laws should an occupational safety specialist follow? ETKS or professional standards?
Due to the fact that, according to the Labor Code of the Russian Federation, from 07/01/2016 they come into force and are mandatory for use (valid), specialists in the field of labor protection ask the question of what to use in their activities to guide their activities: ETKS or professional standards?
Let's try to answer this question.
Now ETKS and professional standards are valid regulatory documents that a labor protection specialist must apply in his activities. It is enough to study in which the Ministry of Labor refers to the ETKS and professional standards, as fundamental documents.
Despite the fact that the two documents have different structures, the information presented in both documents is almost identical. It turns out that professional standards are closest to reference books and contain more specific information. Why is this happening?
In our opinion, this is happening because the state wants to eventually combine the two directories ETKS and EKS and come to one standard in order to create a single unified directory with unified classification with even more expanded information. Those. gradually replace all occupational directories with professional standards.
The Unified Tariff and Qualification Directory of Works and Professions of Workers ETKS contains an 8-digit rating scale. For the unified qualification directory of positions of managers, specialists and employees (US), the scale may be different, depending on the profession. As for professional standards, a single 9-digit qualification level scale is used for all professions without exception.
Therefore, professional standards are more unified and allow one to compare the level of qualification of a labor protection specialist with the level of qualification of any other profession.
For example, according to the ETKS “Occupational Safety and Health Specialist 2018”, the profession of occupational safety specialist is qualified as “Specialist”, “Specialist of the 2nd category”, “Specialist of the 1st category” and “Head of the labor protection service”. Based on this, it is impossible to compare the level of a labor protection specialist with the level of any other profession, because This qualification applies only to specialists in the field of labor protection.
System administrator, cultural workers, construction foreman, electrician, janitor, accounting expert, purchasing specialist - representatives of different industries and professions can find information about what they need to know from the qualification directory for workers, employees and managers.
This document is nationwide and industry-wide. For convenience, it is divided into sections. That is, for example, representatives of pedagogical and medical professions it will be easy to find the required positions in a single qualification directory with the same name.
Qualification directory of positions - what is this summary
For each industry, the qualification compilation of positions has its own list of managers and employees. A manager, when choosing those who will work for him and serve their profession, often rely on the characteristics from this document before approval.
Each specialist has three characteristics: must know, requirements, job responsibilities. There are requirements for working in the organization and for the managers themselves. For example, they must not only have the appropriate education, but also have the knowledge to resolve tariff issues. The resolution on the approval of the current qualification directory of positions was issued in the Russian Federation back in August 1998.
Qualification directory of positions of workers and employees 2017
If you rely on Labor Code, or rather its 143rd article, then the tariffication of work, as well as the subsequent assignment of categories to workers and employees in 2017 will continue to be carried out in accordance with the document described. Second important factor professional standards are the basis for enterprise policy. New professions are appearing in Russia, and therefore this documentation is expanding every year.
Unified qualification directory of positions for education workers
This separate document is divided into three categories: managers, teaching staff and educational support staff. In educational institutions, as elsewhere, issues related to labor relations and requiring regulation. The qualification collection helps with this. Thanks to him, it is possible to organize effective management teaching staff. Characteristics are the basis for those developed in educational institutions job instructions.
Directory of medical professionals 2017
In July 2010, the relevant Ministry approved the characteristics for the healthcare sector. In this document, all specialists are divided into four categories: managers, specialists, junior pharmaceutical and medical personnel, and other personnel of medical organizations. Due to the importance of workers medical institutions is especially high due to the fact that the health of others depends on them; for almost every specialty, the requirements include both education and work experience.
Directory of positions of educational institutions
A separate order of 2011 outlined the requirements for workers in educational institutions providing higher professional education. Faculty, management and administrative and economic employees with support staff are three separate categories related to this document. For example, the same professor must have at least a doctorate degree and five years of scientific and teaching experience, while for an associate professor a candidate's degree and three years of experience are sufficient.
All-Russian qualification directory of positions and professions 2017
This regulatory document is publicly available for download. Read about what you need to do in certain positions and what you need to know to get a job there.
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