Internship at a company. Internship programs for blue-collar professions

Internship in the workplace on labor protection in 2019 is carried out in accordance with GOST 12.0.004-2015. Its order has been significantly changed compared to the previous standard. Let's talk about the current rules.

Read in the article:

Who is exempt from on-the-job training?

The requirement for an internship in labor protection is not applicable to employees who are engaged in work of hazard classes 1 and 2. There is also no need to pass for employees who move to other structural units within the same organization, unless this is related to a change job responsibilities. But if an employee moves to a job where working conditions deteriorate (and they become harmful or dangerous), an internship is necessary.

Duration of on-the-job internship

The legislation does not regulate the duration of the internship process: this issue remains at the discretion of the head of the organization, as well as the number of internship shifts at the workplace. At the same time, they take into account not only the “harmfulness” of production, but also the work experience of the trainee (including at this enterprise), his education and qualifications. It is clear that the less practice a person has, the longer he should intern.

Duration is set:

• for blue-collar professions with no work experience – no less than a month, but no longer than six months;
• personnel belonging to junior service and blue-collar professions - from 3 to 19 shifts;
• managers and specialists – within 2-4 weeks.

Order of conduct

GOST regulates the procedure for passing through general outline, leaving many decisions to the discretion of the employer. In particular, this is the appointment of mentors. Mentoring can only be carried out by experienced workers (qualified as occupational safety instructors), instructors industrial training, immediate supervisors of work. Managers and specialists can only learn from higher-level personnel appointed by the first person in the organization.

In order to conduct an internship in labor protection, you first need to draw up a program. It includes:

• Data on the duration of the procedure.
• Tasks and goals.
• The content of the training is the knowledge and skills that will be acquired.
• Familiarization with documents such as regulations on the structural unit, internal standards and regulations, LNA on labor protection and safety at work.
• Information about working conditions.

The mentor carefully observes how he works new employee, if necessary, intervenes and helps to avoid mistakes. In conclusion, he must write a free-form review of his student, summing up the results of the training.

After this, the employee must. Junior service personnel or workers are examined by a special qualification commission. Managers and specialists apply to the certification commission. The form of the examination is at the discretion of the employer. It is important that in the end both the practical and theoretical knowledge of the employee and his understanding of labor protection requirements are assessed.

The commission should be composed of an odd number of employees to avoid controversial assessments. Usually this is three people. If the commission confirms the qualifications of the subject, . On its basis, the employer issues an order on admission to independent work.

If the knowledge is considered insufficient, the employee has the opportunity to undergo a second internship within a month and try to pass the exam again. If the commission does not consider the exam passed the second time, the question arises about the employee’s suitability for the position held.

How to apply for an internship at your workplace

It is necessary to prepare a package of documents:

Everyone who... This applies to junior service personnel, workers, specialists, and managers.

This process must be organized for the listed categories of employees in the following cases:

• When hiring.
• At internal translation, if it entails a change labor responsibilities or positions.
• In a situation where an employee is preparing to replace an absent permanent employee (sick leave, long business trip, vacation).

Also, the head of the enterprise has the right to establish the obligation to undergo an internship in other cases, if he considers it necessary for the transfer of experience and more. effective organization work.

Beginning of the form

Occupational safety inspections

Internship at the workplace: how to apply correctly?

Valery SHEVELEV, Head of the HSE Service, CJSC Udmurtneft-Burenie

Key issues

Why was an on-the-job internship invented?
How to apply for an internship?
Is it possible not to do an internship?

What is an on-the-job internship invented for?

To understand why an internship was invented, you need to look into the regulations governing this process.
The obligation to conduct an internship is assigned to the employer by law. The employee needs to be trained safe methods labor, conduct instruction and training at the workplace ( part two art. 212 Labor Code of the Russian Federation).

The need for an employer to conduct on-the-job training for employees entering work in harmful and dangerous working conditions is discussed in part three Article 225Labor Code. The same requirement is contained in more detail in clause 2.2.2 The procedure for training on labor protection and testing knowledge of labor protection requirements for employees of organizations 1 .

To this it must be added that Rostechnadzor approved Regulations on the organization of training and testing the knowledge of working organizations supervised Federal service, on environmental, technological and nuclear supervision 2 . This is intended to reduce the risk of employee injury or occupational disease.

Please note that briefings And internship similar in purpose. Both procedures are designed to give the employee an understanding of how to safely perform their duties. And both are carried out before work begins.

However, there is also significant differences. First of all, it's duration. While the orientation can be completed within a few minutes, the internship takes at least two shifts. The specific duration depends on the profession and does not exceed 14 shifts 3 .

Briefing, as a rule, is a theoretical course of the employee’s action algorithm, sometimes with a demonstration practical examples. An internship is the performance by an employee of his duties under the supervision of a mentor, temporary work activity to gain work experience or improve his qualifications in his specialty.

How to apply for an internship correctly

Like any type of occupational safety training, the internship must be properly formatted. This is necessary for a number of reasons. Firstly, so that inspectors cannot punish the employer for failing to train their employees, and secondly, so that the employee himself cannot make claims if he receives an injury or illness due to his own negligence.

Minimum required list documents when applying for an internship looks like this:
internship regulations;
internship program;
internship order;
order for permission to work independently.

First of all needs to be formalized Internship Regulations. The process of developing this document must be approached very seriously and scrupulously. After all, it describes in detail the rights and responsibilities of the trainee and mentor, the terms and procedure of the internship, responsibility and other features associated with the internship.

As an example for constructing a document and filling it out, you can take RD-200-RSFSR-12-0071-86-12“Guidance document. Regulations on improving professional skills and training of drivers" 4 .

Typically, the first two sections of a document contain general provisions, goals and objectives of the internship. In the following sections, you need to establish the procedure for completing an internship and admitting an employee to work, and the internship procedure for individual professions (categories of employees).

Regulations on the internship (extract)
I APPROVED

CEO

CJSC "Udmurtneft-Burenie"

Maslennikov E.P. Maslennikov

on worker training and permission to work independently

in the Closed Joint Stock Company "Udmurtneft-Burenie"

……………………………………………………….

3. PROCEDURE FOR INTERNSHIP AND ADMISSION TO INDEPENDENT WORK

3.1. The head of a structural unit in an employee’s application for employment, in an application for transfer of an employee from one profession to another, or in an application for transfer of an employee from one structural unit to another or from one structural unit to another must indicate the name of the structural unit in which he will work newly hired (transferred) worker, last name, first name and patronymic of the internship supervisor from among the specialists and last name, first name and patronymic of the mentor from among the workers.

3.2. The HR service, together with the labor protection service, must check the competence of the internship leader and mentor proposed by the head of the structural unit, and also determine the specific duration of the internship.

3.3. Information about established deadlines internship, last name, first name and patronymic of the internship supervisor, last name, first name and patronymic of the mentor, name of the structural unit where the employee will undergo the internship must be indicated in the order of employment (transfer) (Appendix 1).

3.4. An experienced worker who has work experience in his profession for at least three years and has high professional qualities who has stable performance indicators, the ability and willingness to share his experience, has a systematic understanding of his area of ​​work, has communication skills and flexibility in communication, has no violations of labor and production discipline, and has a rank not lower than that of an intern.

3.5. All newly hired workers associated with the operation of a hazardous production facility, as a rule, undergo an internship for 14 shifts. All newly hired workers who are not involved in the operation of a hazardous production facility undergo an internship for 2–12 shifts.

The duration of the internship for workers of ZAO Udmurtneft-Burenie is set individually depending on the level vocational education, the length of service of the employee undergoing an internship, taking into account Appendix 2.

3.6. When a worker is transferred from one structural unit to another or from one structural unit to another, and if the worker’s profession does not change, but only the safety requirements at the new workplace change (the previous nature of work, type of equipment, etc. changes), the worker must undergo an internship for a period of one to three shifts.

If there is a break in work by profession for more than 12 months, workers undergo an internship to restore practical skills for a period of one to three shifts before being allowed to work independently.

It is allowed, in agreement with the labor protection service and the trade union committee, to transfer workers who have worked in their profession for at least three years from one structural unit to another or from one structural unit to another without undergoing an internship, if the safety requirements at the new workplace do not change (the same nature of work, type of equipment, etc. is maintained).

3.7. The list of working professions of Udmurtneft-Burenie CJSC, which are exempt from on-the-job training, is indicated in Appendix 3.

3.8. In exceptional cases, when hiring or transferring to one structural unit at the same time large quantity employees and if it is impossible to assign a mentor to each newly hired employee, it is allowed by order to assign one mentor from among the specialists to several trainees.

3.9. A newly hired worker must arrive at the structural unit with a copy of the order for admission (transfer) to work, which must be kept by the head of the structural unit until the end of the internship.

3.10. The assignment of an intern to a mentor is made by the head of a structural unit in the Personnel Internship Journal at the workplace (Appendix 4), which must be located in each structural unit.

The head of a structural unit must make the necessary entries in the Personnel Internship Log at the workplace in strict accordance with the order of employment (transfer).

If it is impossible to maintain a personnel training log at the workplace by the head of a structural unit (great distance of the production facility from the location of the office of the structural unit, lack of transport links, etc.), it is allowed to fill out the mentioned log by the head of the structural unit.

3.11. At the end of the internship of an employee (whose profession or type of work is controlled by Rostechnadzor), the head of the structural unit prepares a memo in the form of Appendix 5, which indicates information about the internship and attaches a knowledge test protocol. After agreement memo with the fire safety and environmental protection service, the head of the structural unit sends it to the personnel service.

3.12. The personnel service, on the basis of the memo mentioned in paragraph 3.11 of the Regulations, prepares an order for the admission of an employee (whose profession or type of work is controlled by Rostechnadzor authorities) to work independently. The employee must be familiarized with the order of admission to independent work against signature.

3.13. The internship supervisor is personally responsible for the employee’s completion of the internship at the workplace.

3.14. During the internship, the mentor must:

– familiarize the trainee with technological operations and diagrams;

– train the trainee in safe techniques and conditions for accident-free and safe work;

– provide training in emergency response skills.

3.15. During the internship, the intern must:

– carry out only the work assigned by the supervisor or mentor of the internship, having previously undergone daily briefings on labor safety;

– study and master the requirements of instructions on industrial safety and labor protection for professions and types of work, instructions on fire and environmental safety, safety rules and their practical use at work;

- study and assimilate technological schemes;

– practice clear orientation in your workplace;

– acquire the necessary practical skills in performing technological operations;

– study the techniques and conditions for accident-free, safe and economical operation of equipment;

– acquire skills to act in emergency situations;

– acquire first aid skills.

4. FEATURES OF INTERNSHIP FOR ELECTRICAL PERSONNEL

4.1. Internship and admission to independent work of electrical technical personnel is carried out in accordance with the requirements of the Regulations and the requirements of PTEEP.

4.2. After completing an on-the-job training, operational and operational-repair personnel undergo duplication (admission to duplication is issued by order of the structural unit (Appendix 6). After duplication, an employee from among the operational or operational-repair personnel may be allowed to work independently. The duration of duplication ranges from 2 to 12 work shifts. For a specific employee, it is established by the decision of the knowledge testing commission for the electrical safety group, depending on the level of his vocational training, length of service and work experience.

…………………………………………………………

It should be noted that for enterprises not controlled by Rostechnadzor, the requirements for organizing internships and allowing an employee to work independently may be slightly different, but the algorithm will remain the same.

There are some features of conducting internships and allowing electrical technical personnel to work independently. This issue also needs to be covered in the Regulations.

Approximate content The provisions might look like this:
1. Introductory provisions.
2. Goals.
3. Objectives.
4. Scope.
5. Validity period and procedure for making changes.
6. Terms and definitions.
7. Designations and abbreviations.
8. The procedure for internship and admission to independent work.
9. Features of internship for electrical technical personnel.
10. Links.
11. Applications.
Internship program determines the order And time internships in a specific profession, typical actions that an employee must learn, the amount of theoretical knowledge he must receive, the procedure for conducting control checks during the internship, etc.
Before sending a specific employee to an internship, an order must be issued. Its form is not approved by law, so each employer can use its own version.

The order indicates the grounds for the internship and its duration, lists the employees who must undergo the internship and their mentors.

Example of an order for an internship:

(ZAO Udmurtneft-Burenie)

ORDER

About the internship of a newly hired employee

In accordance with articles 212 and 225 of the Labor Code Russian Federation, Decree of the Ministry of Labor of Russia and the Ministry of Education of Russia dated January 13, 2003 No. 1/29 “On the procedure for training in labor safety and testing knowledge of labor protection requirements for employees of an organization”, paragraph 7.2.4 GOST 12.0.004-90 “Organizations for training in labor safety. General provisions”, in order to consolidate theoretical knowledge, rules, norms and instructions on labor protection and industrial safety, acquire practical skills for the safe performance of work stipulated by the employment contract

I ORDER

1. 
   Send Tikhon Matveevich Koshelev as an assistant driller for operational and exploratory drilling to division 20000-CITS/20100-Project “UDMURTIA”/20106-Well preparation area/20109.
2. 
   Appoint senior drilling foreman P.I. Krivosheev as the internship supervisor.
3. 
   Appoint drilling master V.M. Simonov as a mentor-instructor.
4. 
   At the end of the internship, test the knowledge and skills of T.M. Kosheleva.

CEO Maslennikov E.P. Maslennikov

The following have been familiarized with the order:

Koshelev T.M. Koshelev 08/18/2014

Simonov V.M. Simonov 08/18/2014

Krivosheev P.I. Krivosheev 08/18/2014
The results of the internship are recorded in the workplace briefing log.

The internship ends with passing an exam. Only after this the employee can be allowed to work independently. Admission is issued by order.

If an employee fails to pass the exam, he is not allowed to work, which is also formalized by order.

Closed Joint-Stock Company"Udmurtneft-Drilling"

(ZAO Udmurtneft-Burenie)

ORDER

About permission to work independently

In connection with the internship, Kosheleva T.M. in the drilling crew of the drilling foreman V.M. Simonov. and subsequent testing of knowledge in the main profession, as well as readiness for independent work
I ORDER :
1. Allow Tikhon Matveevich Koshelev from August 26, 2014 to work independently as an “assistant driller for production and exploration drilling” in the drilling team of drilling foreman V.M. Simonov.

2. Entrust control over the execution of the order to the senior drilling foreman P.I. Krivosheev.

The following have been familiarized with the order:

Koshelev.T.M. Koshelev 25.08.2014

Simonov V.M. Simonov 25.08.2014

Krivosheev P.I. Krivosheev 25.08.2014
Is it possible not to do an internship?
Internship is mandatory only for workers employed in harmful and dangerous working conditions, as well as in cases where this requirement is established by separate regulations. For example, for drivers who transport passengers or work at hazardous production facilities. There is no way to do without an internship here. If the employer does not carry it out, he risks being fined in the amount of 30 000 before 50 000 rubles For heads of organizations the fine will be less - from 1000 before 5000 rubles ( Part 1 Art. 5.27 Code of Administrative Offenses of the Russian Federation).

From January 1, 2015, penalties for violating labor laws will increase significantly. Thus, for admission to work without the necessary training in labor safety (and internship is one of the types of training), the head of an organization and a private entrepreneur will face a fine of 15 000 before 25 000 rubles, for an organization - from 110 000 before 130 000 rubles ( Part 3 Art. 5.27.1 Code of Administrative Offenses of the Russian Federation) 5 . There is something to think about.

If the enterprise does not have harmful or dangerous production, then organizing an internship is an internal matter of the employer.

Answers to your questions

Do I need an internship for a janitor?

Our housing office conducts a special assessment of working conditions. If janitors are found to have hazardous conditions, will they need to undergo training?
Olga VOROTOVA, Chief Engineer(Irkutsk)

As strange as it may sound, if you follow the letter of the law, you will have to do an internship. Provide two internship shifts for janitors. This will be enough to master the working methods.
Do I need instruction if I still have an internship?

Is it necessary to conduct training on labor safety in the workplace before the internship if the internship still covers the entire scope of training on safe work performance?
Viktor GAVRILOV, occupational safety engineer (Saransk)

Yes need. Instruction must be carried out before starting work. Its purpose is to warn the worker about the dangers that he may encounter while working. And an internship means performing one’s duties under the supervision of a mentor, that is, it is already a job. In the workplace briefing log, first a note is made about the completion of the briefing, and then about the internship.
Do I need to obtain a license to conduct an internship?

A license is required to conduct occupational safety training. Do I need to get it for an internship as well? What if employees undergo an internship with an employer?
Valery NAYMUSHIN, occupational safety specialist (Perm)

No, you do not need to obtain a license. The fact is that an organization does not need a license to train its employees. It is necessary only for those organizations that specialize in training third-party workers. Therefore, despite the fact that internship is part of occupational safety training, the employer does not need a license for this.
Remember the main thing
1The requirement to conduct an internship is mandatory only in cases where the employee’s work is associated with harmful and dangerous factors.

2The duration of the internship ranges from 2 to 14 shifts.

3Completing an internship is necessary so that the employer can avoid a fine, as well as protect itself from the unreasonable demands of the employee if he is injured.

4 The internship regulations are one of the main documents in the organization, on the basis of which the internship is carried out. Its design must be approached seriously and scrupulously.

5If you do not conduct an internship, the organization and its leader may be fined.
The material was sent to us by the magazine “Occupational Safety: Simple and Clear”, 2014, No. 9.

In most cases, applicants must undergo a probationary period or internship before finally taking up their professional duties. These last two concepts are different meanings. A probationary period is a test that an employee undergoes after his conclusion. employment contract, and a pre-employment internship is carried out before management makes a final decision on hiring the subject on staff. It works differently in every organization. This is due to the fact that at each enterprise the manager himself determines its form and timing.

Most often, trainee status is given to young professionals who have recently received their diplomas and are finding employment for the first time. There comes a time when they learn what an internship is. And it represents a period of time during which a future employee, who has recently left his student days, learns to use the acquired theoretical knowledge in practice. It is also applicable in cases where an employee is transferred from one workplace to another and performs tasks that are radically different from those in the previous place.

The Labor Code of the Russian Federation makes little mention of what an internship is when applying for a job. The only thing that is specified in the law on this matter is that the employer must conclude a fixed-term employment contract with the intern. The main points related to the procedure and form of this test are established by the head of the enterprise. They're in mandatory must be registered in local acts organizations.

Basic provisions

• general provisions;
• order of passage;
• duration of internship;
• division of remuneration during the inspection;
• final provisions.

Before applying for an internship when applying for a job, the manager of the organization or his authorized employee is obliged to familiarize the newcomer with this local document. Only after this the latter will be able to begin work.

Indeed, in general terms, any type of testing before hiring an employee permanent job quite similar. But it is quite difficult to guess what completing an internship at a separate enterprise will look like.

First steps

When a newly-minted specialist is hired, he will most likely be offered a probationary period or an internship at this enterprise. Before starting work, an intern must write not an application for admission to the organization's staff, but an application for an internship. In this document he states:

• desire to be accepted as a trainee;
• the position for which he will be tested;
• test dates.

This statement becomes the basis for the signing of a fixed-term employment contract between the boss and the intern and for the issuance of an Order on his acceptance for an internship. The leader of this event must be recorded in the published document.

Such a check always takes place according to a pre-planned plan. The test program must include fundamental goals and objectives that the employee must achieve during the tests. In most cases, each structural unit of an enterprise has ready plan for all its employees. If such required document does not turn out to be, then the trainee can develop it together with his supervisor.

Admission conditions

How to behave during an internship? This question is asked by many new workers. In fact, there is nothing special or super complicated. During the period of passing this professional test, a person needs to demonstrate the acquired theoretical knowledge in practice or apply his work experience. The question of finally obtaining the desired job or position depends on how well you pass all stages of the test.

The employer himself must determine the conditions for accepting employees for testing. These include the following critical questions:

• The period of time during which an employee will be able to acquire the professional skills necessary for work.
• How long does the internship last? This refers to how many hours in one working day should be spent on work. Typically, interns work the same amount of time per day as full-time employees.
• during the test.

After the deadline for passing the professional suitability test, the employee must write a review. This is a kind of report on completed tasks and acquired skills. It must include:

At the end of the probationary period, the trainee’s supervisor must write a reference about his trainee, in which he must indicate all the positive and negative aspects of the employee that he showed during this internship. Based on this document, the head of the enterprise will make the final decision on the advisability of hiring the trainee on a permanent basis.

A method such as internship is often used to train a new employee. This method is effective when hiring employees who do not have relevant experience, as well as when training specialists in large companies with clearly defined production processes.

You will learn:

• What regulations regulate the procedure for conducting internships?
• When is an internship necessary?
• How long should the internship last?
• What documents are required to complete the internship?
• How are the results of the internship assessed?
• How is internship time paid?

An internship at a future workplace will be useful not only for the employer, but also for the specialist himself. He will be able to get acquainted with the features of the future from the inside. labor activity and decide on cooperation with the company. In order for both parties - participants in this process - to receive maximum benefit, must be observed certain order conducting an internship. The information presented in this article will help you understand this issue.

What regulations govern the internship procedure?

Internship is a term that is understandable to almost every person who has mastered any specialty. Already in secondary specialized educational institutions, students are faced with a procedure called practical training and is essentially an internship at the workplace. A training internship is usually unpaid, but the trainee receives invaluable experience, which will be very useful in future professional activities.

In the future, after graduation, we are faced with an internship, being a candidate for a certain position during employment (probationary period). In addition, such a procedure provides for the procedure for promotion up the career ladder if the new position involves a wide range of competencies and functions.

Sample order for internship

Knowledge of the rights and responsibilities that are included in the internship regulations can be useful for both employers and job applicants or even students.

The concept of “internship” extends to practical activities that involve the acquisition of additional professional skills and knowledge by the employee. This practice can serve as proof of the specialist’s competence for the employer, which will contribute to successful employment.

Part 3 of Article 225 of the Labor Code indicates the following list of responsibilities of employers in relation to specialists who apply for vacancies related to harmful conditions labor (hereinafter referred to as UT):

• provide training on safe work practices;
• organize a personal internship for the applicant at a future place of work;
• conduct testing of the trainee in order to analyze the skills and knowledge acquired during the internship.

The list of works and technical equipment that fall under the category of hazardous (harmful) is presented in the Order of the Ministry of Health and Social Development dated April 12, 2011 under number No. 302n. The procedure for conducting internships for citizens applying for vacancies related to hazardous equipment is determined by GOST 12.0.004-2015, which is valid from 03/01/17.

• Personnel motivation according to Maslow's pyramid of needs

When is an internship needed?

The advantage of conducting an internship is the training of the future employee, which is carried out in real production processes. As a result of his studies, a specialist a short time will be able to master the skills that will be needed in future practical activities and learn how to resolve various issues in a particular company.

An internship is extremely necessary in situations related to the following factors:

1. The first employment of an employee after university or secondary vocational education educational institution. Theoretical training received during the training process alone is completely insufficient for successful work. The internship process under the supervision of an experienced mentor allows you to supplement your theory with valuable practical skills in a short time.
2. Harmful or dangerous UT. Before starting work in hazardous (hazardous) production, a specialist needs an adaptation period, during which, under the guidance of a responsible supervisor, he will be able to study safety rules and the specifics of performing work operations without risk to health.
3. Change of workplace or change of job responsibilities. If a company employee moves to another department or moves up the corporate ladder, he needs time to get into position. The best option To do this, you need to undergo an internship under the guidance of an employee who knows the procedure for working at a specific position.

Benefits of completing an internship for an employee:

• acquiring new or improving existing practical skills in a certain professional field;
• the opportunity to really assess your capabilities in new technical conditions;
• practical familiarization with your job responsibilities and the procedure for their implementation;
• adaptation to a new work team. During an internship, an employee can get to know his superiors and subordinates and begin to build relationships with colleagues;
• the opportunity to adapt to new specifications, work schedule, work environment and get acquainted with the corporate culture.

Benefits of internship for the company:

• completion of an internship by employees ensures compliance with the procedure provided for by legislation in the field of occupational safety;
• the opportunity to increase the employee’s efficiency by supplementing his theoretical knowledge with practical skills;
• increasing the level of preparedness of workers and their professional qualifications, which contributes to the growth of labor productivity;
• the ability to reduce the risk of harm to the health of workers during production operations;
• During the specialist's internship, the employer can become familiar with his working style and establish appropriate management strategies.

• How a beginner can become a sales professional in a short time

What is the difference between an internship and a briefing?

The procedure for conducting internships at the workplace is carried out in accordance with the norms of Russian labor legislation. The responsibility for organizing such practice is assigned to each enterprise. The regulations on the internship procedure stipulate that the employer must:

• familiarize the new employee with the regulations on safety regulations at work;
• organize induction training for hired specialists before their internship.

The tasks of instruction and internship are almost the same. The new employee receives practical skills that allow him to perform his professional duties while complying with the safety requirements of the work process. The logical conclusion of the training and internship is the official assignment of a position to a new specialist.

The main differences between orientation and internship are the timing. It takes no more than a few hours to instruct a new employee. During this time, it is impossible to organize full training for the employee. To gain practical knowledge of how to work at a new place, you need from 2 to 14 shifts. The duration of the internship depends on the profession and complexity official duties.

Instruction involves theoretical acquaintance young specialist with the procedure for performing official duties. Sometimes this process includes a demonstration of working techniques.

The internship procedure involves the direct performance of job duties by the accepted employee under the supervision of an experienced mentor.

Who should do an internship?

The provisions on the procedure for conducting internships, presented in the current regulations, prescribe the mandatory nature of this procedure for a number of specialties:

• for industrial equipment operators;
• for drivers of public transport (trolleybuses, trams);
• for activities hazardous to the health and life of people (both workers and others). In this case, an internship in labor protection is required. Its procedure is approved by legislative acts. After completing the internship, a conclusion on professional compliance is drawn up, and the specialist can begin independent work.

Before official employment, a temporary agreement may be concluded for the duration of the internship (up to 14 days inclusive). All provisions of the Labor Code are in force during this period (including the procedure for calculating wages).

After the internship, a contract is drawn up on a permanent basis. If the employer violates the rights of the trainee, you have the right to file a complaint with the labor inspectorate.

The internship procedure also applies to employees who must move to a position that requires certain professional skills. In this case, transfer from the previous place is carried out on the basis of an order.

There are also categories of employees who may be exempt from on-the-job training. The decision on this is made by the immediate supervisor, subject to mandatory agreement with a labor protection specialist. Such an exemption can be provided in the case when a person comes to a position by transfer and has at least 3 years of experience in the required specialty. Required condition at the same time, there is complete compliance with the order of activity and the type of equipment with which the employee will have to deal. A note is made in the employee’s personal file that they were hired for the position without undergoing an internship.

The practitioner tells

What are the consequences for an employer of not completing an internship?

Valery Shevelev,

Head of the HSE Service, CJSC Udmurtneft-Burenie

Conducting an internship is a mandatory procedure for employees whose production activities involve processes that are harmful or dangerous to health and life. In addition, the requirement to conduct such an event may be established by orders and other regulations. For example, it is impossible to do without an internship for workers applying for vacancies as drivers of passenger transport or vehicles intended for the transportation of dangerous goods. If the employer does not organize an internship, he risks receiving a fine of 50 to 80 thousand rubles. For heads of organizations, fines from one to five thousand rubles are provided. (Part 1 of Article 5.27 of the Code of Administrative Offenses of the Russian Federation).

For admission to work without a labor safety internship, the head of an organization and an individual entrepreneur face penalties in the amount of 15 to 25 thousand rubles, and for the organization itself - from 110 to 130 thousand rubles. (Part 3 of Article 5.27.1 of the Code of Administrative Offenses of the Russian Federation). The amounts are impressive enough to neglect the internship.

In cases where the enterprise does not have harmful or dangerous production, organizing an internship is an internal matter of the company.

Types and procedure of internship

1. When applying for a job.

Before signing an employment contract with an employee, as a rule, management provides a probationary period for a candidate for a position. During this period, an internship is carried out to determine the professional suitability of a specialist. The procedure for completing this internship is determined in such a way that the applicant receives real experience and skills in performing the duties provided for in the staffing table.

According to Article 59 of the Labor Code, a temporary agreement for a trial period can be drawn up with a new employee. Applicants who successfully complete the internship are entered into a permanent contract after completion.

The internship procedure stipulates that specialists working under a temporary agreement are subject to all norms of the Labor Code as they relate to wages and social guarantees. Violations of labor legislation by company management can be appealed to the competent authorities.

1. When transferring a specialist to a new position.

The economic activity of a company is often accompanied by the filling of vacant positions in some departments by employees of other departments. The transfer procedure is determined by the order of the employer. In such cases, the responsibility for conducting the internship is assigned to the head of the new unit. He conducts an initial briefing, following which the applicant for the new position signs in the accounting journal. After the briefing, the manager entrusts an experienced department specialist with the functions of monitoring the actions of the new subordinate for the period of the internship. After completing this procedure, the trainee’s professional skills are tested. During the exam, it is necessary to determine the suitability of the new employee for independent implementation duties that fall within the area of ​​responsibility assigned to his position. The procedure for conducting such a check involves various shapes. Most often, a test is used with a survey on theory and demonstration of practical skills in various production situations. After successfully passing the test, the specialist may be issued an appropriate certificate.

How long does the internship last: terms and procedure

The procedure and duration of the internship were changed on 03/01/17. Previously, according to the Labor Code, the internship of a new specialist could not last less than three or longer than fourteen working days. Currently, the following rule is in force: the period for conducting such practice for a specialist who has the necessary knowledge and skills is determined by the head of the department in which this procedure takes place, in the range of three to nineteen working days.

Duration trial period depends on the skill level of the new specialist and his experience in a position similar to the one for which he is applying. If a job applicant does not have the necessary skills and experience to work in a new position, then internship and training, at the discretion of the manager, can last from one to six months.

The procedure for conducting an internship at the workplace: 5 stages

For managers and specialists highly qualified The internship procedure includes the following stages:

1. Development of an internship program (regulations on the internship), where, taking into account the level of preparedness and experience of the candidate, it is necessary to prescribe:

• process goals;
• duration of the internship.

1. The order for the internship is given and the applicant is introduced to:

• with department employees;
• with working conditions;
• with rules internal regulations companies;
• with a list of department tasks;
• with labor protection requirements in the performance of official duties.

1. The trainee is introduced to the package of documentation necessary to perform official duties:

• job description;
• regulations on the department/service;
• internal regulations and standards;
• internal acts on labor protection and industrial safety.

1. The fulfillment of tasks assigned to the trainee is monitored and adjustments are made to his activities.
2. The results of the internship are summed up.

Evaluation of the results of internships in blue-collar occupations is carried out by qualification commissions, and for management employees and specialists - by certification commissions of the company or department.

The commission analyzes all results and draws up an appropriate protocol. If the decision is positive, the applicant receives permission to work independently, and if the decision is negative, he must undergo a re-verification procedure within 30 days. If the result turns out to be unsatisfactory another time, the issue of the applicant’s inadequacy for the vacancy will be considered.

• Indefinite employment contract: conclusion, amendment, termination

Internship: procedure and documentation

Proper design of the training process for a new employee and compliance with the internship procedure will save the company from such negative factors as:

• administrative penalties for inadequate staff training;
• claims from an employee if he or she is injured at work or if any health problems are discovered.

The internship procedure includes the need to complete the following documentation:

• special provisions on internships;
• internship program;
• order for training;
• order on the admission of an employee who has completed an internship to independent work.

Let's take a closer look at the order of execution and features of each document from this list.

1. Regulations on the procedure for conducting internships.

It is necessary to formulate and approve a regulation according to which the employee will be trained. The procedure for conducting an internship must be worked out to the smallest detail. The Regulations include the following sections:

• trainee and mentor rights;
• responsibilities of the trainee and mentor;
• responsibility of internship participants;
• timing;
• procedure for completing the training.

In the introductory sections of the Regulations, it is necessary to state the goals and objectives of the internship process. After this, the procedure for completing training and the conditions under which a new hired employee can obtain the right to independently perform certain functions in their position are revealed. It should be noted that in some companies that do not fall under the jurisdiction of Rostechnadzor, there may be an individual procedure for admitting new employees to internships and certain requirements, compliance with which will allow the job applicant to begin independently performing official duties. But even in such cases, general provisions on the internship procedure may apply.

Some differences in the internship process exist for companies hiring employees when the activity is related to the maintenance of electrical installations and power lines. These features should be described in the Regulations on the internship procedure. This document must reflect the following sections:

• introduction;
• goals and objectives;
• scope of application of the provision;
• procedure for making amendments;
• terminology and abbreviations;
• procedure and order of the internship;
• features of training for certain professions;
• a list of links to standards and legislative acts governing the procedure for conducting internships;
• a list of additions attached to the document.

1. Agreement.

According to current legislative acts, internship is a type of production activity that must be documented in the manner prescribed by the Labor Code of Russia. The agreement on the procedure for completing an internship is drawn up in the form of a fixed-term or open-ended employment contract.

Validity fixed-term contract determined by the intended duration of the internship. The procedure for completing it establishes that after the completion of the probationary period, the employer has the right to terminate labor Relations with an intern. This is stated in paragraph 2 of article 77 of the Labor Code.

If the internship is successfully completed, another agreement is drawn up with the new employee to recognize the employment contract as indefinite.

If the employer considers it necessary to increase the trainee’s work period based on the conclusion of another fixed-term contract, then from the point of view of the procedure provided for by the current labor legislation, this may be considered a violation of the employee's rights.

The procedure for concluding an open-ended employment contract provides for the need to include in the document provisions on the procedure for completing the probationary period provided for in Article 70 of the Labor Code. In an open-ended contract, all requirements for probationary period, after which the trainee becomes a full-fledged employee.

After the new employee has completed the internship, the procedure for passing the exam should be provided. Such control is usually carried out by trainees employed in hazardous or hazardous work. All such conditions must be specified in the contract or in normative act regulating the procedure for conducting internships. The following provisions should be included in this document:

• the duration of the internship is indicated on the basis of the procedure described in the Labor Code of Russia;
• the procedure for calculating material payments to the intern during the internship (amount wages cannot be lower than the minimum wage);
• work schedule, including the order of work activities and rest;
• description of the features of the trainee’s work;
• rights and obligations of the trainee and the employer.

The agreement that defines the procedure for conducting the internship is drawn up taking into account the same rules as labor contract. A separate paragraph in such a document should indicate the name of the position for which the new employee is applying. In addition, it is necessary to indicate the duration of the internship.

The title of the position may be indicated in the staffing table of the enterprise. For example, “finance department intern”, “assistant advertising manager”. Upon completion of the internship, the applicant can be assigned to a division of the company on a permanent basis. The position in which a new employee is being trained may not have the words “trainee,” “assistant,” or “assistant” in its title. For this, terms such as “junior specialist”, “courier”, etc. can be used.

The internship agreement is drawn up in 2 copies. The first of them is transferred to the trainee, and the second remains with the responsible HR manager. Both copies must be certified by the personal signatures of the parties.

If the internship takes more than five days, the employer is required to record the work performed during the internship period in work book. This procedure is determined by Article 66 of the Labor Code. In the absence of a record of the internship, according to Article 5.27 of the Code of Administrative Offences, this will be considered a violation of the legal rights of the intern.

1. Order.

You cannot begin an internship without issuing an appropriate order. The procedure for its preparation is not described in legislative acts, therefore the employer has the right to draw up the document at his own discretion.

The order on the procedure for completing the internship must include exact dates, personal lists of trainees and their mentors. The results of such practice are recorded in a log for briefings that take place directly at the workplace.

The internship procedure includes an exam based on the results of this process. Only after this the new specialist receives the right to begin independent work. Permission to work is granted based on the order of the manager.

If an attempt to pass the exam is unsuccessful, this fact must be reflected in the order prohibiting the employee from starting independent work.

1. Program.

The internship program is approved by order of the head of the company. It includes the following items:

• purpose of the internship;
• requirements for an intern;
• regulatory framework for study;
• job descriptions, regulations on the unit;
• activities during which the material will be studied;
• features of the application of practical skills (what the actual activity will be under the supervision of a mentor);
• procedure for testing knowledge (taking tests to obtain access to independent work).

All specified items must contain specific dates and deadlines for completion. First of all, they reflect the minimum required deadlines, which can be adjusted depending on real circumstances.

The responsible employee supervising the internship keeps a special journal in which all the stages completed and the time spent on them are noted.

Internship results

After the implementation of the measures provided for by the procedure for conducting an internship in a specialty, the head of this process is obliged to organize the acceptance of tests from the trainee. The knowledge testing procedure requires the participation of a supervisor (personally or as part of a commission). The commission usually includes an instructor-mentor and other department employees.

The decision on the professional suitability of a candidate for a position is made on the basis of the results demonstrated by the trainee in an exam or test. If testing is successful, an order is issued allowing the employee to independently perform duties. Such an order may be accompanied by the issuance of a certificate to the trainee confirming his qualifications. The forms of all documents on the organization and conduct of work practice are formed in accordance with the office work standards adopted by the company.

The procedure for conducting an internship stipulates that upon completion, the manager issues an order, which includes provisions such as:

• links to the regulatory framework;
• information about employees who successfully completed the internship, indicating their positions;
• order on admission to independent performance of official duties in accordance with staffing table. The order is delivered against signature to all interested employees of the department and enterprise. The trainee may be issued certain certificates or certificates certified by the manager’s signature and seal.

Successful completion of an on-the-job internship is a sign for a job applicant that from the next working day after receiving admission, he will begin independent work. After this, the specialist is obliged to fully perform all tasks that fall within his area of ​​responsibility in accordance with the staffing table and job descriptions, as well as all legal orders of managers. If the actions of the company administration seem unlawful to the employee, he can appeal them to the labor dispute commission.

• A step-by-step plan for quickly and effectively adapting a newcomer to your company

The nuances of payment during the internship

With regard to the concept of “internship” it was noted that this is “ work activity", and any work must be paid. And if an intern, after working for several days, is refused further employment in the company, the employer is obliged to pay for the days worked in the manner prescribed by law. If such a person is refused payment, he has the right to appeal to the courts. It is necessary to take into account that the trainee’s earnings cannot be less than the established one. minimum size wages (for the current 2018, the minimum wage is 9,489 rubles per month). The procedure for payments for additional practice provides for accounting for all tax deductions.

At the same time, earnings during the internship are always lower than the standard salary for an employee in the same position.

A few more words should be said about the students. In previous sections we noted that in their case educational practice cannot be considered an internship for the purpose of employment on a permanent basis. The student's educational internship serves as a means to obtain practical experience. Such activities are usually not paid.

Information about the experts

Valery Shevelev, head of the fire safety, health and environmental protection service of Udmurtneft-Burenie CJSC. Open Joint Stock Company "Udmurtneft" is the leader of the fuel and energy complex of the Udmurt Republic. The company was founded in 1967. Since 2006, the company has been operating under the management of the country’s largest oil company, PJSC NK Rosneft, and the Chinese petrochemical corporation Sinopec. Main activity: geological exploration, development and operation of hydrocarbon deposits. The annual production volume is more than 6 million tons, which is about 60% of the total oil production in Udmurt Republic. OJSC Udmurtneft includes three regional engineering and technological services (RETS) - “South”, “North” and “Center”.

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