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
Working with unified forms, HR specialists often find themselves at a loss due to the abundance of terms and abbreviations related to job directories. Let's look at them.
Name | Abbreviation | Resolution | Content | Target |
Unified Tariff and Qualification Guide 2019 for worker occupations | ETKS | Ministry of Labor dated May 12, 1992 No. 15a | Characteristics of the main types of work by worker professions | Tariffication of work, assignment of categories |
All-Russian classifier of professions and positions 2019 | OKPDTR | State Standard of the Russian Federation dated December 26, 1994 No. 367 | Professions of workers, positions of employees | Statistics (estimate of the number of workers, distribution of personnel, etc.) |
Unified qualification directory 2019 |
EKS | Ministry of Labor dated 08/21/1998 No. 37 | Job titles and qualification requirements | Unification of labor regulation standards |
These documents are interconnected. The general classification of positions and professions for 2019 is the basis of the ETKS 2019. OKPDTR 2019, in turn, takes the first section of the ETKS 2019 blue-collar professions as the basis. There is no ETKS 2019 for managers and specialists, so the second section of OKPDTR is based on a unified nomenclature of employee positions.
What is a job qualification directory
The Unified Classification Directory of Positions of Specialists and Employees (USC) is a list of qualification characteristics (job responsibilities and requirements for the level of knowledge and qualifications) of managers, specialists and employees, depending on the field of activity. Additional sections of the CEN are introduced by relevant orders of the Ministry of Labor. To date, the latest is order No. 225n dated May 10, 2016, approving “the qualification characteristics of employees of military units and organizations of the Armed Forces Russian Federation" The frequency of updates to the directory is not regulated by law. Thus, the document amended by the above Order is currently the qualification directory for the positions of workers and employees 2019.
What is it for?
The EKS, which is based on the All-Russian Classification of Occupations of White-collar Jobs, was compiled with the aim of developing universal standards for the organization of labor. In fact, this document helps the employer competently build the structure of the organization. Qualification characteristics At the same time, the following functions are optimized:
- selection and placement of personnel;
- vocational training/personnel retraining;
- rational division of labor;
- determination of job responsibilities and areas of responsibility of personnel.
The personnel worker relies on the 2019 Classification of Positions and Professions in working with documents such as staffing table, job descriptions, regulations on departments, etc. OKPDTR classifier (2019) with a search by name is posted on the website of the Ministry of Labor and Social Protection.
How to use it
The EKS is applicable to any enterprise, regardless of their form of ownership or organizational and legal forms of activity. However, the law does not oblige, but only recommends that the employer be guided by this document in personnel work. The procedure for applying the CAS was approved by Resolution of the Ministry of Labor dated 02/09/2004 No. 9. In accordance with it, qualification characteristics form the basis of the job description and include three sections:
- job responsibilities(list of 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, use professional standards recommended but not required.
Unified qualification directory for positions of managers, specialists and employees
Size wages managers, specialists and other employees, as a general rule, are determined mainly by the amount of official salary paid for the performance by these employees of their official duties in their positions. In this regard, a clear fixation of these responsibilities - their content, scope, technology and responsibility - is of paramount importance for employees.
The qualification characteristics of each position consist of three sections: “Job responsibilities”; “Must Know” and “Qualification Requirements.”
The “Job Responsibilities” section contains a list of main functions that can be assigned in whole or in part to an employee holding this position.
The “Must Know” section contains the basic requirements for the employee in relation to special knowledge, as well as knowledge of regulatory legal acts, methods and means that an 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 employment contracts(contracts) and business plans. Organizes production and economic activities based on the widespread use of the latest equipment 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 fully improve the technical level and quality products (services), economic efficiency of its 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 in deadlines. 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 best practices in the relevant industry; management of the economy and finances of the enterprise, organization of production and labor; procedure for the development and conclusion of industry tariff agreements, collective agreements and regulation of social 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 Professions, Employee Positions and tariff categories OK-016-94 (OKPDTR) (as amended by 5/2004 OKPDTR, approved by Rostekhregulirovanie), put into effect on 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 regulatory documents direct action or serve as a basis for the development of internal organizational and administrative documents - job descriptions, containing a specific list of job responsibilities of employees, taking into account the peculiarities of the organization of production, labor and management, as well as their rights and responsibilities. If necessary, the responsibilities included in the characteristics of a particular position can be distributed among several performers.
The qualification characteristics present the most typical work for each position. Therefore, when developing job descriptions, it is possible to clarify the list of works that are characteristic of the corresponding position in specific organizational and technical conditions, and establish requirements for the necessary special training of 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. Wherein Special attention is focused on high-quality and efficient performance of work.
7. Persons who do not have special training or work experience established by the qualification requirements, but have sufficient practical experience and who perform their job duties efficiently and in full, on the recommendation of the certification commission, as an exception, can be appointed to the appropriate positions in the same way as persons with special training and work experience.
8. The Directory includes qualification characteristics of mass positions that are common to all sectors of the economy and are most widely used in practice. Qualification characteristics of positions specific to individual industries are developed by ministries (departments) and approved in the prescribed manner.
The Government of the Russian Federation, by resolution of October 31, 2002 N 787 (as amended on December 20, 2003 N 766), approved the procedure for approving the Unified Qualification Directory of positions of managers, specialists and employees. The Government of the Russian Federation has established (thus confirming) that the Unified Qualification Directory for the positions of managers, specialists and employees consists of the qualification characteristics of the positions of managers, specialists and employees, containing job responsibilities and requirements for the level of knowledge and qualifications of these employees.
This resolution instructed the Ministry of Labor and Social Development of the Russian Federation to organize, together with the federal executive authorities, 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, and also approve the specified reference book and the procedure for its application.
In pursuance of the aforementioned resolution of the Government of the Russian Federation, the Ministry of Labor of the Russian Federation, by resolution No. 9 of February 9, 2004, approved the Procedure for applying the Unified Qualification Directory of Positions of Managers, Specialists and Employees. The specified Order basically repeats the text of the section " General provisions"Qualification reference book for positions of managers, specialists and other employees.
Of course, there is in the world a large number of positions, vacancies that this or that person chooses. A single classifier that contains all managerial and other positions exists and can be found online. You will also find a description and instructions for a particular vacancy. Order for approval of this or that workplace written based on the information in this book. The new all-Russian system classifier can be found in the personnel department of any organization. State labor activities are regulated by decree labor code. The scope of changes to objects, scope and provisions are reviewed quarterly.
what is it, summary
is a unique book that contains a list of all existing positions, their detailed descriptions and specifications. The purpose of creating this document was to regulate all issues that are in one way or another related to labor activity in a particular organization. It contains information about medical, teaching, educational professions of employees, as well as driver, consultant, storekeeper, senior manager, personnel officer, administrator, manager, minister.
A separate section is occupied by vacancies of the Ministry of Labor. If speak about summary, then this book contains the following sections:
- 1. Existing responsibilities of managers.
- 2. Vacancies for specialists.
- 3. Technical and civil servants, their detailed description.
- 4. Note.
For user convenience, all classifications are located in alphabetical order, which significantly speeds up the search.
Qualification directory of positions of workers and employees 2018
In 2016, this document underwent minor changes. Thus, now every profession includes full description with a schedule. In addition, you can find 3 sections:
- 1. A complete list of the employee’s obligations in accordance with the Labor Code.
- 2. Work knowledge. List of knowledge and skills required for work.
- 3. Requirements that apply to a particular profession.
Unified qualification directory of positions for education workers
A general educational institution for personnel has a code and a separate legal standard.
1. Responsibilities of leaders in schools or universities:
- Manager or director - senior level
- Deputy Chief
- Director of a structural unit
- Head master
- Teacher
- Teacher
Activities of all levels educational institutions carried out according to government activities. Also, a separate category is assigned to the storekeeper and librarian.
Managers and specialists
As for the higher echelon departments, there is its own hierarchy. The generally accepted classification looks like this:
- 1. The main and main manager of an enterprise or organization.
- 2. Director of Finance.
- 3. Chief engineer.
- 4. Main technologist.
- 5. Director of the printing house
- 6. Head of the information technology center.
A housing and communal services janitor and a cook belong to the class of blue-collar jobs.
Medical workers 2018
Considering the classifier as a normative legal document, it can be noted that it contains all the comprehensive information on certain professions. As for the field of medical care, the following description is available during this period:
- 1. Director or senior management of the medical center
- 2. Specialists – who are divided into positions that require special higher medical education and average.
- 3. Junior nurses.
- 4. Vacancies that do not require special knowledge in the field of medicine and tariffs, and are suitable for work in the back rooms of the ETC and other departments.
In occupational health and safety, this reference book is a mandatory attribute of work. The provisions and annexes to the document and the RF case can be found below. The fields of cinematography and defense have their own divisions.
Educational Institution Positions 2018
In order to use this resource competently, you need to work in blocks. Each section of job descriptions contains a specific branch describing a particular profession and development on the territory of a university or school. Separate column for employees preschool institutions. Approval of cultural workers, as well as detailed description can be found in the classifier called music director. Personnel officers in Ukraine, the DPR, as well as legal counsel may differ in their responsibilities and requirements for admission to a particular vacancy.
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 valid qualification characteristics have been revised and included significant changes in connection with the ongoing transformations 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
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 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 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 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 an employee occupying this position taking into account technological homogeneity and interconnectedness of 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 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. At the same time, special attention is paid to 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 decision of which is directly related to compliance by the managers and each employee of the 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 performing the 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 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 perform their job duties efficiently and in full, 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.