Qualification characteristics of management positions. How to use the qualification directory of positions of workers and employees

For many workers personnel service The qualification directory for positions has become a reference book. Let's talk about the use of ETKS and EKS, as well as their upcoming abolition 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 the most different areas economy. Due to his duty, any personnel officer with experience had to contact him. The development and updating of unified tariff and qualification reference books is carried out by the Ministry of Health and social development RF together with authorities executive power regulating and coordinating certain economic sectors (clause 2 of Russian Government Decree No. 787 of October 31, 2002).

Qualification reference book for positions of workers and employees - 2018: procedure for application

Don't miss: the main article of the month from a practical expert

5 main misconceptions about professional standards.

Status and order practical use Tariff and qualification reference books are defined in Article 143 Labor Code RF. Thus, according to Part 8 of Article 143 of the Labor Code of the Russian Federation, when grading work and assigning tariff categories to employees, the following are applied:

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

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There are even separate regulatory documents detailing the rules for applying the ETKS (see “Procedure” approved by Resolution of the Ministry of Labor of the Russian Federation No. 9 of February 9, 2004). Along with the provisions of the reference books, state guarantees for wages, fixed by federal legislation, as well as the recommendations of the tripartite regulatory commission are taken into account social and labor relations and the opinion of trade unions. Details are in the notes “How to use " And How ».

Important: the requirements of the ETKS and EKS apply primarily to labor relations, therefore, when concluding a civil contract, the employer is not obliged to check the contractor for compliance with the criteria established in the reference books.

Types and current editions of tariff and qualification reference books

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 of personnel. Therefore, when setting tariffs or qualification requirements for blue-collar professions (mechanic, foundry worker, welder, etc.), employers turn to ETKS, a directory of blue-collar professions.

If we're talking about about a managerial or official position, the Unified Qualification Directory of positions for managers and employees is used. About tariffication different types works, read the article “How to install ": you will find out why it is so important to know the exact minimum wage, how often salaries should be indexed and whether it is legal to set different salaries for employees occupying the same position.

Unified qualification directory of worker positions

The tariff and qualification reference book, 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-geodetic work (approved by Resolution of the Ministry of Labor of Russia No. 16 of February 17, 2000);
2. No. 16 - production of medical instruments, instruments and equipment (approved by Resolution of the Ministry of Labor of Russia No. 38 of March 5, 2004);
3. №24 - general professions chemical production(approved by order of the Ministry of Health of Russia No. 208 dated March 28, 2006);
4. No. 50 - production and processing of fish and seafood (approved by Resolution of the Ministry of Labor of Russia No. 73 of October 12, 2000);
5. No. 52 - 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 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, even by Soviet regulations. For example, the sections “Dry cleaning and dyeing” and “Works and professions of laundry workers”, approved by the Decree of the State Committee for Labor of the USSR and the All-Russian Central Council of Trade Unions No. 320/21-22 of October 31, 1984, have not yet been updated.

Qualification directory for positions of managers, specialists and employees

The unified qualification reference book for positions of specialists and employees (US) developed by the Institute of Labor was approved by Resolution 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 edition of the ETKS is mandatory for 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 to personnel officers of government agencies.

The requirements for commercial companies are not as strict. However, Article 57 of the Labor Code of the Russian Federation obliges all employers, without exception, to refer to professional standards or ETKS when entering staffing table positions associated with restrictions or 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 providing benefits to employees in the articles “How to register an employee’s retirement " and "What compensation is an employee entitled to for work during ».

In total, the document has thirty sections. General characteristics positions applicable to employees of enterprises, institutions and organizations of all industries are given in the first section, approved by Resolution of the Ministry of Labor of Russia No. 37 of August 21, 1998. Sections for individual industries follow:

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

If you pay attention to the dates of publication of orders and regulations approving sections of the CEN, you will notice that the most “recent” provisions of the directory came into force in 2013. And since then they have not been updated, although previously new sections were added almost every year. The reason for this state of affairs was the transition to professional standards - more convenient and modern system qualification assessments. Details are in the note “How to use ": 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 employee’s position if it is not indicated in the classifier of positions and professions?

The answer was prepared jointly with the editors

Ivan Shklovets answers:
Deputy Head Federal service on labor 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 staffing to arbitrarily indicate the positions of employees for whom benefits and compensation are established.

For example, work in a particular position may entitle an employee to early retirement. The list of positions in which work gives the right to an early 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, the Pension Fund may deny the employee the right to grant an early 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 reference book for the positions of managers, employees and specialists differs not only in format. Professional standards contain clearer and more structured information about the labor functions performed by employees and are fully consistent with the spirit of the times.

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

• personnel selection;
• training, retraining, certification and career planning of employees;
• drawing up job descriptions and staffing schedules;
• formation personnel policy and the tariff schedule for the work performed;
• development of remuneration systems.

Important: a 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.

On average, it takes 9-12 months to develop a “standard” for each individual position, so today, despite active work in in this direction, new standards for a number of specialties and types of work have not yet been approved. Consequently, in 2018, it is too early to write off the unified qualification directory of employee positions and the tariff and qualification directory of blue-collar 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 individual industry requirements, is planned for the coming years (see letter of the Ministry of Labor of Russia No. 14-0/10/13-2253 dated April 4, 2016).

Transition to professional standards: step-by-step instructions

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

• when the legislator has established 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 the employee’s work experience and qualifications are established by the Labor Code of the Russian Federation, federal legislation or other regulations (Article 195.3 of the Labor Code of the Russian Federation).

In the first case, you should make sure that the name of the position in the staffing table, employment contract, hiring order 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 work experience in the specialty - remain at the discretion of the employer. Detailed analysis difficult situations- in the articles “How to maintain the category of a worker according to ETKS, if ", "How to check if professional standard" and "How to overcome the 6 main problems that arise when ».

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

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

Since the legislator does not regulate the procedure for transition 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 working group or a 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. familiarizing heads of departments and services with the schedule and legislative framework, in accordance with which the transition is carried out;
4. implementation of activities provided for in the schedule;
5. summing up 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 magazine " »

Nina KOVIAZINA answers,
Deputy Director of the Department medical education and personnel policy in healthcare of the Russian Ministry of Health

We have a small organization, and there are departments that employ one person at a time. 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 that consist of only one employee, in particular the head of a department. At the same time, the position of “manager” involves leadership of subordinates. For example, the Qualification Directory provides for such an obligation for the position “Head of the Human Resources Department” (approved ). Qualification reference books are advisory in nature. But there are exceptions...

The full 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 frame allocated for familiarization with regulatory documentation and development of a schedule.

Download in.doc

Download in.doc

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

To change the job title, make additions to employment contract or approve new local standards, 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 minimize labor costs associated with the preparation of orders, contracts, introductory sheets and other documentation.

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, the qualification directory of positions, managers and employees is the only valid document of this kind in the Russian Federation. Many organizations rely on it in their work. General structure its next in alphabetical order a nationwide list of professions is provided. 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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There are a huge number of fields, skills and positions in the world. Due to such diversity, employers often encounter difficulties both at the level of personnel management and at the level of personnel documentation. In such cases, they come to the rescue unified directories and classifiers. In the article we will discuss what the 2019 occupational classifier with the Russian Federation decoding is and the 2019 unified tariff and qualification reference book. Let's take a closer look at the reference book of qualification characteristics.

Basic Concepts

When working with unified forms, HR specialists often find themselves at a loss due to the abundance of terms and abbreviations related to job directories. Let's look at them.

These documents are interconnected. The general classification of positions and professions for 2019 is the basis of the ETKS 2019. OKPDTR 2019, in turn, takes the first section of the ETKS 2019 blue-collar professions as the basis. There is no ETKS 2019 for managers and specialists, so the second section of OKPDTR is based on a unified nomenclature of employee positions.

What is a job qualification directory

Single classification directory positions of specialists and employees (ESC) is a list of qualification characteristics (job responsibilities and requirements for the level of knowledge and qualifications) of managers, specialists and employees depending on the field of activity. Additional sections The CSA is introduced by relevant orders of the Ministry of Labor. To date, the latest is Order No. 225n dated May 10, 2016, approving “the qualification characteristics of employees of military units and organizations of the Armed Forces of the Russian Federation.” The frequency of updates to the directory is not regulated by law. Thus, the document amended by the above Order is currently the qualification directory for the positions of workers and employees 2019.

What is it for?

The EKS, which is based on the All-Russian Classification of Occupations of White-collar Jobs, was compiled with the aim of developing universal standards for the organization of labor. In fact, this document helps the employer competently build the structure of the organization. The qualification characteristics optimize the following functions:

• selection and placement of personnel;
• vocational training/personnel retraining;
• rational division of labor;
• determination of job responsibilities and areas of responsibility of personnel.

A personnel employee relies on the 2019 Classification of Positions and Professions when working with documents such as staffing schedules, job descriptions, regulations on departments, etc. OKPDTR classifier (2019) with a search by name is posted on the website of the Ministry of Labor and Social Protection.

How to use it

The EKS is applicable to any enterprise, regardless of their form of ownership or organizational and legal forms of activity. However, the law does not oblige, but only recommends that the employer be guided by this document in personnel work. The procedure for applying the CAS was approved by Resolution of the Ministry of Labor dated 02/09/2004 No. 9. In accordance with it, qualification characteristics form the basis of the job description and include three sections:

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

It is allowed to distribute the responsibilities that make up the qualification characteristics among several employees. The assessment of an employee's compliance with qualification characteristics is carried out only by the certification commission.

What to use - a qualification reference book or a professional standard

As we found out, an employee’s qualifications consist of his knowledge, abilities, skills and experience. A professional standard is a narrower concept and is defined as “the characteristics of the qualifications necessary for a worker to carry out certain type professional activity, including performing a certain labor function" ( Art. 195.1 Labor Code of the Russian Federation). In addition, professional standards, unlike the CAS, can be mandatory. Corresponding amendments were made to the Labor Code by Federal Law dated May 2, 2015 No. 122-FZ. According to Article 195.3 of the Labor Code of the Russian Federation, the employer is obliged to operate with professional standards if the qualification requirements for an employee to perform job functions are dictated by the Labor Code, federal law or other regulations. In other cases, the application of professional standards is recommended, but not required.

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 of the labor activities of employees 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 Characteristics take into account the latest legislative and regulatory legal acts of the Russian Federation.

Qualification directory for positions of managers, specialists and other employees

General provisions

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 workers and the qualification requirements for them, as well as decisions made on compliance 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 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), 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 manufacturing industries economy, including those supported by budgetary financing. 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 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 peculiarities of the organization of production, labor and management, and also 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" sets out the main labor functions, which can be entrusted in whole or in part to the employee occupying 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 specialist I 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 an 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 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 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 of functional departments (taking into account industry characteristics).

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 official responsibilities of employees (managers, specialists and technical performers), along with the performance of functions provided for by the relevant qualification characteristics positions, it is mandatory to comply with labor protection requirements at each workplace, and the job responsibilities of managers are to ensure healthy and safe conditions labor 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, means of collective and individual protection from the effects of 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 who perform their job duties efficiently and in full, on the recommendation of the certification commission, as an exception, can be appointed to the appropriate positions in the same way as persons with special training and work experience.

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

Why is ETKS needed?

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. Definitions wages 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 a regulatory document that 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 new requirements, make changes to the staffing table, etc. 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 be guided by 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 founding 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 a single 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.