How long does the internship last? Internship for workers in labor protection: program and procedure

Training of workers on labor protection consists of theoretical and practical training followed by testing of acquired knowledge and skills. To gain practical skills at a specific employee’s workplace, you need internship under the supervision of a more experienced employee.

Who should take an occupational safety internship? The employer is obliged to conduct on-the-job training for employees entering work with harmful or dangerous working conditions (Article 225 of the Labor Code of the Russian Federation, clause 7.2.5 GOST 12.0.004–90, clause 2.2.2 of the resolution of the Ministry of Labor of Russia, Ministry of Education of Russia dated January 13, 2003 No. 1/29). For other employees not related to harmful conditions, the employer himself determines the need for an internship.

note Internship is carried out only after training in labor protection

An internship is required if:

the work is subject to increased labor safety requirements;
work is carried out at facilities that are subject to industrial safety requirements.

Example. The company entered into an agreement to supply engineering systems to the building. To do this, it is necessary to dig trenches 2 m deep. Such work is classified as high-risk work (Appendix 1 to POT RO 14000-005-98). Therefore, the employer can allow only those employees who have completed an internship in this species activities.

If an enterprise has approved a list of professions exempt from on-the-job training, then they are also exempt from internships. An employee with work experience in his specialty can be exempted from internship at least three years, which moves from one structural unit to another. At the same time, the nature of its work and the type of equipment should not change.

Who conducts the internship? The internship is conducted by an experienced employee who is appointed order or direction employer. In some cases, there is a limit on the number of interns per internship supervisor. For example, when working at height there should be no more than two. A requirement for the qualifications and work experience of the internship supervisor may also be introduced.

Example. During the internship, the driver is assigned to a mentor for the entire duration of the training. Mentors are selected from among the most experienced and disciplined workers with experience working on buses at least five years, taxi and truck - at least three years. Mentors should not have violations of the Rules traffic and road accidents in the last three years. In addition, they must undergo pre-training at a training center and have an internship certificate bus drivers.

Who usually completes an occupational safety internship? Among working specialties, internships are carried out by:

welders;
electricians;
boiler room operators;
drivers involved in passenger transportation;
high-altitude installers, etc.

There are also internships repair, operational, operational and repair personnel and operational managers.

For other employees, internship is necessary if they cannot be immediately admitted to work. independent work due to the characteristics of a particular enterprise or technological process.

What documents should I prepare before an internship in occupational safety and health? The minimum required list of documents for completing an internship looks like this:

The regulations on the internship will help to draw up RD-200-RSFSR-12-0071-86-12 “Guiding document.
Regulations on improving professional skills and internship of drivers” regulations on internship;
internship program;
internship order;
order for permission to work independently.

The Internship Regulations describe in detail the rights and responsibilities of the employee and the internship supervisor, the terms, procedure and features of the internship.

The internship program determines:

procedure and duration of internship in a specific profession;
typical actions that an employee must learn;
the amount of theoretical knowledge that he must obtain;
procedure for conducting control checks during the internship, etc.

The beginning and end of the internship are documented by order or instruction of the employer. The order to begin the internship indicates the basis for the internship and its duration, lists the employees who must undergo the internship and their mentors - the internship supervisors.

What is included in the occupational safety internship program? During the internship, the employee must:

understand the rules of regulatory and technical documents on labor protection,
learn to apply them in the workplace;
study diagrams, operating instructions and labor protection instructions, knowledge of which is mandatory for working in a given position (profession);
practice clear orientation in your workplace;
acquire the necessary practical skills in performing production operations;
study the techniques and conditions for trouble-free, safe and economical operation of the equipment being serviced.

The internship lasts from 2 to 14 shifts. The duration in each case depends on the level vocational training employee and the nature of the work performed. Sometimes specific internship requirements are specified in industry occupational safety and health regulations.

Example. For a bus driver who has not worked as a driver before and has just received a bus driving license, the internship will be 224 hours: 61 hours - pre-route internship; 163 hours - route internship. An experienced driver who is transferred from one brand of bus to another will do without pre-route training. He only needs a route internship - 32 hours. If an accident occurs due to the driver’s fault, he will be sent to an eight-hour internship followed by passing test exams.

How are the results of an occupational safety internship assessed? The internship ends exam. If an employee is unable to pass the knowledge test, he is given additional time to prepare and pass the exam within no more than 30 days. At the same time, the employee are not allowed to work. The decision is formalized by order. An entry “failed” is entered into the knowledge test protocol, but a certificate is not issued. Only after a successful knowledge test, documented by protocol and certificate, the employee may be allowed to work independently. The completion of the internship is recorded in log of workplace briefings.

What happens if you don't complete the internship? If you do not complete the internship, you will face a fine (Part 3 of Article 5.27.1 of the Code of Administrative Offenses of the Russian Federation):

for an official and an individual entrepreneur - from 15,000 to 25,000 rubles;
organizations - from 110,000 to 130,000 rubles.

It is important to follow the procedure and timing of the internship and complete all documents correctly. Otherwise, the State Tax Inspectorate may consider that the internship was not carried out (conducted with violations) and fine the employer.

When investigating industrial accidents, the victim's completion of an internship, along with occupational safety training, will be one of the fundamental factors for establishing the employer's guilt.

What is a staff internship?

Everyone has come across the concept of an internship at least once in their life. For the first time, we become interns while studying at a secondary specialized or higher educational institution during the internship period. As a rule, such an internship is not paid; all that the future specialist receives is invaluable experience.

The second and subsequent preparations take place in initial period the applicant's activities in the organization. Also, an on-the-job internship is possible during promotion. career ladder, if the new specialty involves radically different obligations from previous ones.

This is what happens in life, now we will look at how an internship should take place according to the law and what rights and responsibilities the applicant and the employer have.

Internship – work activity, including receiving additional vocational education in a certain specialty, as well as a way to apply one’s theoretical knowledge to prove competence to the management of the enterprise and future employment.

Let’s immediately highlight the main functions for the trainee:

Obtaining new professional skills;
Application of theoretical knowledge for the benefit of the organization;
The ability to assess one’s own abilities and correlate them with functions and tasks;
Possibility of employment based on the results.

The functions for the employer are the following:

Allows you to reduce the adaptation period;
Tests the abilities of the future employee and allows them to be correlated with his tasks and functions that he will perform;
Allows you to evaluate the theoretical knowledge of the trainee.

It is also necessary to emphasize distinctive features internships:

Vocational training is limited in time;
Retraining as a type of work activity is paid according to the contract;
The amount of payment for preliminary training of an employee is less than the monthly salary for this position;
Must be documented;
An employee's internship is carried out according to a pre-developed on-the-job training program;
A potential employee is assigned a mentor who will supervise the execution of tasks by the trainee.

When is an internship needed?

There are four cases in total when an applicant needs to undergo retraining:

For the first employment of graduates of secondary and higher educational institutions;
When an employee moves up the job ladder;
In the event of a long absence of an employee from the workplace, subject to fundamental changes in the performance of their job duties (sick leave, maternity leave);
At temporary transfer to another specialty (for example, due to the temporary absence of a specialist who previously occupied this position).

However, there is an exception. A potential applicant may be exempt from professional training if a joint decision is made by the head of the department and the head of labor protection of the enterprise. Such an answer can only be given if the person hired has more than three years of experience in an identical position.

At the same time, the functions of the specialist and the equipment with which he will work should not differ from the previous ones. In this case, in the personal file of the lucky person, it is necessary to indicate that he was accepted without probationary period.

Educational practice from an educational institution or found independently without official registration is not considered an internship.

There are groups of positions that require on-the-job training.

These include:

Public transport drivers;
Employees in direct contact with production equipment;
Positions associated with hazardous working conditions.

After training, candidates for these positions are required to pass an exam.

Duration of on-the-job internship

From March 1, 2017, the duration of testing has changed. Previously, according to Labor Law, internships could not last longer than two weeks (14 days), excluding weekends. Its minimum duration was only 3 days.

Now the probationary period for privates is determined by the head of the department in which the employee will work. If the person being hired has the skills, abilities and experience required for the specialty in performing duties in an identical position, the retraining time can range from 3 to 19 days, excluding weekends.

If the employee does not have the necessary qualifications or does not have similar experience in an identical position, then the period of his retraining will be from 1 to 6 months at the discretion of the head of the department.

In the event that an internship is required to obtain a managerial position, its time interval can vary from two weeks to one month, at the discretion of the company management.

Payment for the training period

Let us turn again to the definition: “Internship is a work activity...”. And as you know, any work must be paid.

Even if, after working for several days, your employer refuses further employment, you are required to pay for the days you worked. If you are refused payment, you have the right to go to court.

In this case, the trainee’s salary cannot be less than the established one. minimum size wages. As of January 1, 2018, it was 9,489 rubles per month and from May 1, 2018, its size will be increased to the level of the subsistence level of the working-age population - 11,163 rubles. Payment for additional practice must be made officially, taking into account all tax deductions.

However, the salary during the probationary period is always less than the standard one. wages employee in the same position.

But let's get back to the students. As stated earlier, educational activities is not an internship for the purpose of employment on a permanent basis, it is intended for the trainee to gain experience, and therefore is not paid.

Internship procedure

The first thing an applicant for a new position has to go through is an interview with the manager.

During the interview, the trainee must be familiarized with a pre-drafted provision on the probationary period, which specifies the period of training, the rights and obligations of the employee and the employer, the amount of payment, the conditions for successful completion and the future fate of the applicant. This is where the supervisor officially assigns the internship.

The second step on the path to the desired position is drawing up a program together with your manager. trial period. A journal is being developed here, which will be kept by a retraining curator.

The program must meet the following objectives:

Practical application of the subject's theoretical knowledge;
Obtaining practical professional skills;
Familiarization with the activities of the company, its structure;
Familiarization with job responsibilities.

A little later we will look at this issue in more detail.

The third stage is very important and will allow you to avoid fraud on the part of the employer -. After this, the applicant is allowed to undergo internship. An internship order is also signed.

At the end of the tests, the manager writes a review of the applicant and determines his professional suitability, on the basis of which a verdict on further employment is made.

Internship application procedure

Practice is always documented. This is beneficial for both the intern and the company.

The employee benefits because he will have a guarantee of payment for his labor activity, as well as the company’s honesty when deciding on his further employment. The enterprise, because otherwise it will break the law, which is fraught with negative consequences.

In addition, in the case of official registration, the organization will protect itself from possible claims from the trainee if he receives injuries due to his own negligence during the work process.

In order to officially register an applicant, you need to prepare the following documents:

Internship Regulations. This document regulates the process of personnel retraining and is approved by the head of the company.

Consists of the following structural elements:

General provisions, which indicate the main points in coordinating the preparation process;
Goals and objectives of training. General goals are indicated here, such as mastering theoretical and practical principles necessary to perform functions and tasks, familiarization with the company’s activities and its specifics, and others.
The procedure for conducting an internship.
Responsibility of the parties; the supervisor of the trainee is also indicated here.
Necessary tests and tests at the end of retraining, allowing you to assess the quality of the material learned during the internship.
Internship program. We talked about it earlier.
Internship order.
Order on admission to independent work. Issued after practice and passing the exam (if required). The order allows for independent professional activity.

Internship program: types and structure

Conditionally allocate following types internships:

Occupational safety practice– aimed at acquiring theoretical knowledge and practical skills by the competitor to ensure the safe implementation of his job responsibilities. That is, in the process of demonstrating labor safety rules, a potential employee must be explained how he should work so as not to get injured or injure others.

The duration of retraining depends on the degree of danger and complexity of the work. However, many managers neglect this type of employee training, making do with only brief instructions. It is not right.

According to the law, an internship in labor protection must be completed by:

All new employees;
Translated to more dangerous species activities;
Workers returning after a three-year break from work;
Graduates of colleges and universities.

The occupational safety internship program usually contains the following structural elements:

Occupational Safety and Health;
Fire safety;
Electrical safety;
Sanitary safety rules;
Road safety;
Safety in industry;
Personal safety equipment;
Actions of the employee in case of emergency;
Providing first aid.

If your enterprise is in no way connected with production and industry, then you can exclude this item from the program.

Internships by specialty– in this case, the program will depend on the work that the future employee will perform. They are appointed if the applicant does not have to deal with special equipment or complex species works

For example, a combine driver must undergo an internship to show his machine driving skills. This internship will be supervised by the internship supervisor or supervisor, who will evaluate the internship at the end of the internship.

An excellent example of an internship in a specialty is the process of graduating public transport drivers. Before a newly minted driver begins to follow his own route, he runs this route with a mentor - an experienced driver.

Structurally, the retraining program for specialties contains the following elements:

Theoretical part. It consists of reading to the applicant instructions containing theoretical basis labor;
Practical part. Involves a demonstration of the applicant’s skills and abilities directly to the trainee’s supervisor;
Paperwork.

Completion of the internship

Most often, upon completion of training, an applicant for a vacancy undergoes certification. For this purpose, a commission consisting of a mentor and immediate superior is assembled.

The decision is made either on the basis of the tasks implemented by the trainee, or on the basis of a test task. Also, the final conclusion of the management is influenced by the internship log, which is kept by the intern’s mentor during the training process.

If the commission makes a positive decision, then the trainee is placed on staff; for this purpose, an order is issued for admission to independent work.

At the beginning of working life, every person who has specialized education, it takes time to master skills and accept work, and gain some experience. This period is called an internship, which is carried out in accordance with a specific program and during deadline. In accordance with the law, the work of an employee undergoing training is paid.

The main purpose of the internship is to train an employee directly in the process of his production activities. This process is one of the ways to retrain an employee, improve his professional qualifications or obtaining a specialization upon graduation. At the end of the internship, the graduate is awarded a certificate in the form established by law.

The importance of pre-training

A person who has only theoretical training is unable to effectively perform job responsibilities, manufacturing or technological operations. During the internship, the employee undergoes preliminary training under the guidance of an employee who has sufficient experience in this field.

This approach to business allows the student to quickly master the basic techniques of work and learn how to practically perform the duties assigned to him.

The person undergoing the internship is given instructions on labor protection and compliance established rules and security measures. This is recorded in the journal, where the employee must sign. This document is maintained by a full-time safety engineer or another employee appointed by order of the head of the enterprise for a certain period.

In law

The regulatory framework that determines the legal status of a person undergoing an internship at the workplace regulates his relationship with the employer.

The main provisions are enshrined in the following documents:

Article 212 of the Labor Code;
Resolution No. 1-29 of the Ministry of Education dated January 13, 2003;
Order and 37 of Rostechnadzor dated January 29, 2007;
GOST 12.0.004-90 clause 7.2.4;
Letter RD-200-RSFSR-12-0071-86-12.

For newly hired employees from among graduates of educational institutions of the vocational education system, an internship is, in fact, a continuation of the educational process. During its course, the young specialist is engaged in professional activity and developing the necessary skills. Thus, the knowledge that was acquired during the learning process is consolidated.

By necessity

The employer is interested in maximum productivity of each of its employees. This can only be achieved if their level of training is high enough. Internship conducted at initial stage under the supervision of an experienced mentor, allows you to achieve mastery of the necessary production and technological operations in the shortest possible time.

This type of work activity is limited in time, the terms are determined depending on the complexity of the profession and the abilities of the student.

In terms of time, this period can range from 2 to 14 working days or shifts.

IN mandatory The internship is carried out for the following categories of specialists:

Operators of industrial and technological equipment.
Drivers of route vehicles, including trams and trolleybuses.
Employees involved in work that poses an increased danger to themselves and others.

Based on the results of the internship, a conclusion is made about professional suitability and admission to independent implementation official duties and work activity.

When hiring

The conclusion of a permanent employment contract with an employee is usually preceded by a process during which his professional suitability is determined. The internship conducted when an applicant is hired is aimed solely at his training and obtaining the necessary practical experience in performing his duties.

In accordance with Article 59 of the Code, a temporary agreement may be concluded with such an employee for a specified period. In the vast majority of cases, employees who successfully complete an internship subsequently enter into a permanent contract.

During the training period, all norms apply to them labor legislation in terms of wages and other social guarantees.

Illegal actions of the enterprise management can be appealed to the competent authorities in a specialized inspection.

When transferred to another position

In progress economic activity Enterprises often need to fill vacant positions with other employees. The transfer is carried out by order of the employer, while the responsibilities for training the new employee are assigned to his boss directly. The manager conducts the initial briefing against signature in a log and entrusts an experienced employee with control over the actions of the new subordinate.

At the end of the internship, a professional skills test is carried out, which should determine his suitability for independent work.

Tests can be carried out in the form of a test with a survey on the theoretical part and a demonstration of the practical skills of the employee in different situations. Successful completion of this test results in the issuance of an appropriate certificate.

Deadlines

In accordance with current standards, the training period must be sufficient for the employee to master practical skills.

Legally, the period is limited by a lower limit of 2 work shifts and an upper limit of 15 days.

During this time, the trainee performs his duties under the guidance of an experienced mentor, who helps him in acquiring the necessary skills. Training is carried out directly in the process of performing operations, which allows you to quickly get comfortable and get used to the new environment.

Difference from probation

At the beginning of its work career At the enterprise, the employee looks closely and evaluates the conditions and relationship with the employer. The probationary period is intended to legislate the parties' ability to break employment contract, if it does not suit them. This period can last from three months to six months, with the result it may be Full time job or refusal of it.

The internship is aimed at training the employee and is much shorter in time.

It takes from 3 to 15 working days, during which the employee applying for a job receives the necessary skills. After receiving clearance, they begin to perform their duties independently. The internship, in fact, is part of the probationary period and is much shorter in comparison.

Registration of an internship

Hiring, training of employees and other actions of the enterprise administration are reflected in administrative acts.

In preparation for the internship and during its implementation, the following documents are drawn up:

order to carry out;
training program;
internship regulations.

Based on the results, the management of the enterprise issues an order allowing the employee to independently perform functional duties. In this case, the employee is issued a sample certificate, which for certain specialties is approved by the relevant Government Decree. The development of the above documents is the responsibility of personnel department employees and the immediate supervisor of the internship.

Order

Documentation of the employee's internship is carried out in accordance with the procedure for maintaining records established at the enterprise. On behalf of the manager, an employee of the HR department or HR manager prepares a draft order.

The specified document must contain the following data:

full name of the company;
document's name;
date and name of the locality.

The descriptive part contains references to regulatory documents, defines the main goals and objectives of the internship, and assigns responsible persons: leader, mentor-instructor. The training period is set and the position to which the candidate is planned to be appointed is indicated.

Position

Internship at the enterprise is carried out in strict accordance with specially developed normative document, which is approved by the head of the enterprise.

The provision must include the following items:

General requirements on organizing the process;
internship procedure;
responsibilities officials and trained personnel;
organization of tests and access to independent work.

A separate point highlights the specifics of preparing certain categories of specialists for independent work.

The regulations define the general requirements for the preparation and content of the internship program. This document is one of the most important and its development should be approached with all responsibility and care.

Program

The organization of an employee's internship at the workplace is entrusted directly to the manager appointed by order. His responsibilities include preparing a program for its implementation, which is approved by a senior manager.

Purpose of the internship.
General requirements for an intern.
List of regulatory and technical documentation to be studied.
Production, job descriptions and functional responsibilities.
Activities to study the workplace, production and technological processes within his competence.
Mastering Basic Skills practical work taking into account safety requirements.
Testing of acquired knowledge and skills and passing a test for permission to work.

For each item, minimum terms in hours or shifts are determined; if necessary, specific dates can be adjusted based on prevailing circumstances.

End of internship

Upon completion of the activities provided for in the specialty training program, the internship supervisor is obliged to organize the acceptance of tests. The knowledge test can be carried out either by the boss personally or as part of a commission. It usually includes an instructor-mentor and other specialists from the production site or department.

Based on the results of the tests, a decision is made on the professional suitability of the candidate for the position.

The decision is confirmed by an order to allow the employee to independently perform duties. In addition, an appropriate certificate is issued, which is issued to the employee and confirms his qualifications. Document forms are developed in accordance with the company's paperwork standards.

Documentation

At the end of the internship at the workplace, the manager prepares a draft order, which includes the following provisions:

Links to the regulatory framework.
Information about employees who successfully completed the internship, indicating their positions.
Order on admission to independent performance of functional duties.

The order is delivered against signature to all interested employees, and the trainee is given the appropriate certificates or certificates, certified by the signature of the manager and the seal of the enterprise.

Consequences for the employee

Successful completion of an internship for an employee means that next day After passing the tests, he begins independent work.

From this moment on, he is obliged to fully fulfill his functional duties and all legal orders of his management.

Actions of the enterprise administration that are unlawful from the employee’s point of view are appealed to the commission on labor disputes with the participation of the trade union organization of the enterprise.

For the employer new employee- this is an unknown set of knowledge and skills that may either be suitable for the implementation of the assigned tasks or not. In order to study a newcomer, an internship is provided - this is like a test of strength, because you always need to know who you are accepting into the team.

Probation

Regulatory documents interpret the definition of the word “internship” differently.

For example, Labor Code This concept refers to the area. As stated in Art. 212 of the Labor Code of the Russian Federation, on-the-job training is the employer’s responsibility to ensure safety and labor protection conditions, and it is mandatory for every newly hired employee. Clause 7.2.4 of GOST 12.0.004-90 states that the internship must take place under the supervision of a designated person. The duration of the test varies from 2 to 14 shifts. But if the applicant has worked in this position for more than 3 years, then the internship is cancelled. In ch. 1 Letter of the State Committee for Higher Education of the Russian Federation No. 18-34-44in/18-10 gives its definition. According to him, internship is one of the types of additional professional education, and it serves to gain skills in practice or improve their level. It also says that the employer himself determines what the duration of the internship and its program will be.

If an employee has more than 3 years of experience in his specialty, then he does not need to be assigned an internship.

Hiring a new employee to a company without an internship is very doubtful. But the law did not provide for a document that would regulate the completion or payment of a probationary period, so this must be decided individual entrepreneur. In Art. 70 of the Labor Code of the Russian Federation talks about testing the future employee before he begins to perform his main duties. The period of such probation cannot exceed 3 months, and for managerial positions - 6 months. This clause must be specified in the employment contract. The duration of the internship is determined by the employer depending on the specifics of the position.

Registration of an employee, according to Art. 59 of the Labor Code of the Russian Federation, occurs under a fixed-term employment contract. This agreement has exactly the same force as any other. The employee enters into an employment relationship with the employer, which, of course, must be remunerated financially.

Internship payment

The internship payment differs from the regular salary only in the amount. The manager does not have the right to set an intern’s wages below the minimum wage (minimum wage) established by law. This is indicated in Art. Chapter 37 2 of the Constitution of the Russian Federation. Unpaid internships are illegal. In 2017, the minimum wage is 7,500 rubles.

The manager does not have the right to set the trainee’s wages below the minimum wage.

The internship procedure can be divided into several stages:

Creation of internship regulations by the manager. It should indicate the timing of its implementation, the rights and obligations of the parties, payments, conditions for its successful completion and subsequent guarantees for the employee.
with the applicant for the position.
Determining the internship program together with the supervisor.
Concluding a fixed-term employment contract with an intern.
Completing an internship.
Conducting an analysis of the employee’s work, drawing up a detailed review by the manager, and determining professional suitability.
Hiring or not hiring an employee based on results.

Often, enterprises enter into student agreements with various universities and other educational institutions, in which students gain practical experience in their specialty, study the work process from the inside and draw up a practice report based on the results. The educational internship is not paid, since no employment contract is concluded with the trainees. If a student is accepted into the workforce, official labor relations appear and, accordingly, wages.

The educational internship is not paid, since no employment contract is concluded with the trainees.

An internship is an opportunity for a manager to get acquainted with the abilities of a future employee, assess his real importance in business, and predict his future labor relations. A properly developed internship program will allow you to fully reveal all the employee’s talents, his efficiency in work and his ability to overcome difficult situations.

24.04.2018, 4:58

Many people are familiar with the concept of internship, but not everyone knows in what cases employees are given internships. We'll talk about this in the material.

Why do an internship?

During the internship, workers learn in practice how to perform the work they are expected to do and study the progress of the production and technological process.

The obligation to conduct an internship is established exclusively for employers who employ employees in harmful and dangerous working conditions, as well as in other cases directly established by law (Article 225 of the Labor Code of the Russian Federation).

Harmful working conditions are production factors(e.g. noise, vibration, etc.) that may cause illness in the employee.
Hazardous working conditions are production factors that can lead to injury or injury to a worker.
(Order of the Ministry of Health and Social Development of Russia dated April 12, 2011 No. 302n, Decree of the Government of the Russian Federation dated February 25, 2000 No. 163).

So, for example, it is necessary to conduct an internship for workers - drivers engaged in passenger transportation and cargo transportation (guiding document of the Ministry of Automobile Transport of the RSFSR dated January 20, 1986 No. RD-200-RSFSR-12-0071-86-12).

Current legislation regulates the cases in which internships are carried out. Thus, individual internships for managers, specialists, workers and junior service personnel are arranged in the following cases (clause 9.1 of GOST 12.0.004-2015):

when starting a job;
when transferring to another place of work with a change in position or job function;
in order to prepare for a possible replacement during the absence of a permanent employee;
to gain best practices and effective organization labor protection work.

In addition to general internship cases, there are industry requirements. In what cases are internships carried out at the workplace, for example, in the energy sector? In addition to the situations listed above, an employee must be given an internship after a break in work (clause 1.4.8 of Order No. 6 of the Ministry of Energy dated January 13, 2003).

The duration of the internship depends on which category the employee being trained belongs to:

Documenting

Work internships must be properly completed. The following documents are usually prepared:

internship regulations;
order for admission to internship;
internship program;
order for permission to work independently.

The Internship Regulations reflect the basic rules governing the conduct of this training:
goals and objectives of the internship;
trainee rights and responsibilities;
procedure for admission to internship;
rights and responsibilities of a mentor;
duration of internship;
order of the event;
responsibility.