Etks managers and specialists in construction. Categories and groups of positions in the civil service. Can the amount of salaries for engineers and technicians change?

Who are engineers and technicians? Deciphering this term for a contemporary can cause certain difficulties.

According to the interpretation of the "Concise Economic Dictionary", under the abbreviation of engineering and technical personnel, there is a category of workers called engineering and technical. Today we intend to take a closer look at this concept.

Engineering and technical workers - who is this?

The main sign of belonging to the persons mentioned is the authority to manage production and organize the work process. An engineer and technical worker (ITR) belongs to this category on the basis of his position. In this case, a particular representative may have a specialized secondary or higher education. For example, a technical engineer may not have a compulsory college degree.

Nowadays, this concept has lost its official status. Now engineers and technicians are more of a colloquial term. According to the Qualification and the Unified Classifier of Occupations, there are three categories of employees. The first is represented by managers, the second - by specialists, the third account for all the rest, referred to as other types of employees or technical performers.

In another normative document, called the Unified Nomenclature of Positions of Employees (the date of approval of which is 1967), these same employees are divided according to the nature of their activities into categories, and within each of them into groups.

What categories does the concept of engineering and technical personnel include?

Engineering and technical workers are everyone who can be classified as managers, specialists or technical executors. The category of leaders includes those who are engaged in the management of both the entire organization and its individual services and divisions, as well as deputies of the latter.

ENDS professionals belong to one of several different groups. The first group - those who are engaged in work related to agriculture or forestry, animal husbandry, fish farming. The second - workers in the economic or engineering sector. Specialists of the third group work in the field of international relations. The fourth group - workers in the field of art, culture, science, education, healthcare. Fifth - legal profile. Thus, we see that the circle of specialists is quite wide.

Employees are called technical executors whose task is to record, control, prepare the necessary documentation and its execution, as well as economic maintenance. Thus, the concept of engineering and technical personnel is morally outdated, the decoding of which is no longer so relevant. It has been replaced today by the concept of administrative and technical personnel (or ATP).

List of positions of engineers and technicians

The development of scientific and technological progress leads to the strengthening of the functions of those who are usually called engineering and technical workers. Their number relative to the total number of all categories of workers is growing, especially in such industries as industry and construction.

Whom, specifically, can we, without risk of being mistaken, rank in this category? If we focus on the old Model list of positions, based on the decree of the USSR Council of Ministers N 531 (for 1973) and approved in 1979, then we are talking about managers (except for those who are appointed to the position of higher bodies), chief (senior) specialists of various names, heads of offices, industries, farms, services, branches, sections, bureaus, inspections, departments and divisions, stations, offices, warehouses, workshops, storage facilities, laboratories, groups, points, sectors, sites, reserves, expeditions, bases, parks, nurseries, cameras and ticket offices.

Who else is in this category

And who else belongs to the engineering and technical workers? The list of them is quite long. It should include the heads of agencies, airports and airfields, power plants, elevators, waterworks, boiler houses, ventilation, treatment facilities, depots, trains, substations, watches, water pipelines, transportation, loading and unloading operations, marinas and berths, (buildings), factories , start-up works, etc.

In addition, engineers and technicians are those who hold the positions of heads of archives, offices, sections, managers of departments and sections, group leaders. In addition, these are foremen, foremen, foremen, etc., commanders and captains.

As for engineers and technicians, this abbreviation is applicable to a huge list of positions - agronomists, architects, administrators, arbitrators, biologists, accountants, auditors, doctors, surveyors and geologists, duty officers and dispatchers, engineers, cartographers and inspectors, rationers, operators, programmers and translators, editors, surveyors, sociologists, pharmacologists, commodity specialists, artists, power engineers and legal advisers. This list is very extensive, and there is no point in listing it in full in this small article.

The principle of engineers and technicians

For the performance of their duties, such workers are paid in the form of an official salary. That is, a certain fixed amount established by the administration of the enterprise and depending on the degree of complexity, as well as the scope of the role and importance of this particular position in the work process and direct labor conditions.

The size of the official salary is negotiated when a specialist or manager is hired and does not depend on the production results of an enterprise or a specific department.

Evaluation of the work of engineering and technical personnel is carried out in terms of completeness, quality and volume, as well as the timely fulfillment of the duties assigned to them.

Thus, the category of engineers and technicians is paid for their labor on a time-basis basis. Depending on the position held, personal qualifications, the level of complexity and scope of duties performed, as well as working conditions in a particular industry, a system of official salaries is provided for all types of engineering and technical personnel. These salary schemes have been developed on the basis of a number of regulatory documents, in particular the Qualification Handbook.

Is it just a "bare" salary?

In addition to flat salary amounts, there is a system of additional payments, allowances and various bonus payments.

Bonuses are given to such workers in connection with an increase in production and a decrease in its cost, compliance with contractual obligations, an increase in labor productivity, and economy of raw materials and fuel.

The administration of the enterprise independently determines certain indicators and conditions of bonuses. In case of deterioration in the quality of manufactured products or other negative factors, premiums may not be paid.

Certain types of additional payments associated with either professions, an increase in the volume of work or an expansion of the serviced area are set to the salaries of engineers and technicians at the discretion of the management. They can be paid from the saved payroll.

Can the amount of salaries for engineers and technicians change?

Decisions to change official salaries in the direction of both an increase and a decrease are made based on the results of certification, which is mandatory for this category of workers at a certain frequency - at least once every 3 or every 5 years.

In case of unsatisfactory results of such certification, it is possible both to cancel certain types of additional payments and allowances, and to completely release the employee from his position.

On the regulation of labor of engineering and technical personnel

The task of competently organizing the work of employees and engineers in order to improve the structure of the management apparatus, optimize the use of working time and reduce costs involves rationing. Any type of work of a managerial nature can be normally organized only if there is specific information about the amount of time and the number of workers required to carry it out.

Compared to a worker, the same procedure for engineers and employees is a more complicated task. Indeed, in this case we are dealing with a process with a predominance of mental labor, which cannot be directly measured. For example, a production engineer does not stand directly behind the machine - he manages the process. So how do you evaluate his work?

The main task in standardizing the activities of such employees is to establish the labor intensity of each of the types of work that they perform, and to calculate the required number of employees. Both actions are intertwined. The first of them is necessary for the successful division of labor duties and the optimal distribution of workers in accordance with qualification characteristics.

Second, the establishment of the number of workers in this category serves to establish optimal proportions between individual positions, to build the administrative apparatus in a rational way, and to plan the required staff and salary fund.

In most cases, the title of the position is formed on the basis of professional activity, which is not always possible to formulate in one word.

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That is why long job titles appear in order to concretize the job function or names that, under a prestigious name, mask simple duties. And the formation of job titles is determined by law. It establishes both naming requirements and possible options.

Normative base

The staffing table is one of the local acts created in order to streamline the organizational structure of the company and fix the amount of remuneration.

The agreed document states:

• names of all positions from management to rank-and-file employees;
• the number of staff members for each vacancy;
• the amount of remuneration from salary or hourly wage rate to allowances as a percentage.

As a rule, when determining the salary, there are no problems, due to the fact that for this type of remuneration for work, a single rule has been established, enshrined in Article 133 of the Labor Code of the Russian Federation. The total should not be lower than the minimum wage, which is formed taking into account the cost of the food basket and the annual inflation rate and is set at the federal level.

That is, it is enough for the employer to be guided by Article 133 of the Labor Code of the Russian Federation and their own financial capabilities when establishing the amount of remuneration. But the choice of job titles is more difficult, since there are a lot of industries and job titles, not to mention the legislative norms enshrined in the ETKS and Chapter 31 of the Labor Code of the Russian Federation regulating the observance of professional standards.

What does the law say?

In accordance with the Resolutions of the Ministry of Labor in the Russian Federation, a Unified Tariff and Qualification Directory has been formed. It includes many issues approved by the same Decrees of the Ministry of Labor of the Russian Federation with the definition of job titles in the context of each industry, with an indication of qualification requirements for vacancies and an approximate list of job responsibilities, necessary knowledge and job characteristics.

Also in article 195.2 of the Labor Code of the Russian Federation it is said that the name of the position in the staffing table should be formed taking into account the ETKS in connection with the requirements established for the Professional Standards.

That is, the head of the company, when choosing the name of the position, must take into account several factors, namely:

• compliance of the name with the imputed duties;
• the ratio of requirements to qualifications and characteristics of work.

For example, it is permissible to call a secretary an assistant manager, because the responsibilities are identical. But it is hardly possible to call a locksmith a communications inspector, since the name of a vacancy should be formed taking into account the duties performed, and not a prestigious name.

When are reference books and professional standards required?

Article 195.3 of the Labor Code of the Russian Federation states that compliance with Professional Standards is mandatory for many employers - those who manage state-owned companies or institutions in which half of the authorized capital belongs to the Russian Federation.

For example, in municipalities, state administrations and other state structures, the title of the position must correspond to the ETKS and the requirements specified in the specified document, in other companies the directory can be used as a recommendation.

Also, ETKS and professional standards must be observed in cases where there are working conditions at the workplaces of workers that deviate from the norm and give the right to a certain list of benefits.

Benefits are guaranteed by federal law, respectively, if they are granted, certain requirements apply. For example, the same compliance of the title of the position with the Professional Standards.

So, you can work for 20 years as a painter and breathe paint fumes, but at the same time have the title of the position "construction worker". This does not correspond to the ETKS and does not provide for harmful conditions of employment, and therefore the right to.

That is, in accordance with the norms of the law, the list of benefits that the employee will be provided with only if the name of the vacancy matches the duties performed directly depends on the name of the position.

There are several other important factors to consider:

• If the company has a tariff payment system, that is, grades, class, then in accordance with Article 143 of the Labor Code of the Russian Federation, the name of the vacancy should be established taking into account the norms of Qualification References. This is due to the fact that the list of responsibilities for some positions is given to each category separately, given that the level of qualifications and characteristics of work differ.
• In accordance with Article 18 of the Federal Law No. 426, when certifying workplaces, in addition to general data, the code of the profession is indicated in the certification sheet. This assumes that the name corresponds to the positions of the Qualification Handbook. And since certification must be carried out at all enterprises at least once every five years, differences between the real name of the position and the name of the vacancy in the ETKS can lead to violations of the assessment procedure.

In other cases, compliance with professional standards is advisory in nature. This implies the use of directories only as a standard form, which can be modified taking into account the specifics of the company and the imputed responsibilities, but, nevertheless, not completely ignored.

Can you come up with a name yourself?

As a rule, for institutions related to state structures, the staffing table is established by higher authorities, so they do not have any difficulties with the selection of names, since they receive it ready-made.

But for companies that are commercial structures, when choosing names, many questions arise, because the list of job responsibilities does not always coincide with ETKS due to the specifics of labor and can be much broader than the established standards.

In such a situation, the company's management can come up with a name on its own, but taking into account the requirements for professional standards, and for the capacity for individual positions. If there are no harmful conditions or class in the company, then the name of the vacancy can be arbitrary, but within reasonable limits, given that the general length of service in a particular industry sometimes depends on the name of the position.

Let's say that some companies have 1 staff unit of a lawyer, and several specialists are engaged in this area, the title of whose position may indicate, for example, a specialist in legal work. Or the same watchman can become the guard of the economic part, since he is in charge of only the local area of ​​the company, and even then at night.

Features of the use of job titles in the staffing table

Considering that, as of 2020, at the legislative level, uniform rules for the formation of job titles have not been developed, and the norms of professional standards should be observed only in the presence of certain working conditions and in government structures, in many companies job titles are selected based on their own rules.

They are as follows:

• prestigious title for the purpose of increasing motivation;
• a long name for the purpose of specifying the imputed duties;
• arbitrary name for the sake of fashion and western trends.

For example, at the moment, the position of a manager is quite widespread and prestigious. Under it, you can disguise less sonorous professions, for example, the same cleaning lady who, having become the manager of the cleaning service, will not stop washing floors and dusting, but will receive an additional reason to be proud of her position, and therefore an incentive to develop.

Or due to the small number of staff, one employee can hold two positions. For example, it can be the deputy director - the head of the department. Thus, two jobs are combined, and, accordingly, responsibilities in one staffing instruction, but with more ambitious powers.

Some companies practice the title of the position using letters of a foreign alphabet. For example, the following option is used - IT manager.

Basic selection principles

The stipulated rules are not always correct. They violate both the norms of the current legislation and the rules for the formation of job titles in accordance with subordination.

You should be guided by the following principles:

• First - correspondence of the name of the category to the staff hierarchy, which can be chosen arbitrarily, but taking into account the subordination.
• Second - the correspondence of the title of the position to the duties performed.
• Third- application of the law.

So, in the Decree of the Government of the Russian Federation No. 225 in clause 6 of the Instructions for filling out work books it is said that the work book is filled out only in the state language, which is Russian on the territory of the Russian Federation.

Accordingly, the names of positions in English and other languages ​​are prohibited. But when applying for a job, the name of the vacancy must be indicated, therefore, the norms of the law in the case of an IT manager will be violated.

Base and derived options

Considering that there are a lot of job titles, they are divided into types:

• basic;
• arbitrary.

The basic ones are the names fixed in the Qualification References. But names formed from the basic ones or invented independently can be arbitrary.

Naturally, if there is a basic name, problems do not arise, since its basis is regulated by the ETKS. But in connection with the use of arbitrary names, questions may arise regarding the determination of the right to early retirement benefits.

Clause 9 of the Resolution of the Ministry of Labor of the Russian Federation No. 29 provides an explanation on this matter. According to him, derived job titles, which include basic titles, can be recognized as basic ones, and give the employee the right to receive benefits.

For example, the profession of a battery operator is present in the ETKS, but the senior battery operator is not, while the nature of work and the hazard code corresponds to the first name, which automatically gives the right to benefits established by law.

If an arbitrary name does not contain a basic name, then it will be difficult for an employee to apply for any benefits. Therefore, when calculating a pension, the length of service for the agreed position will be counted as total and no more.

That is, if the company is engaged in a general area and there are no harmful conditions in the workplace, you can use arbitrary names, but if the hazard code is 3.1, the name of the profession must have at least a basic name.

Rules for the use of individual words

The qualification handbook contains many job titles, most of which consist not of one word, but of several.

For example, a forklift driver or a refrigeration charger. That is, the law allows the name of a profession, consisting of several words, containing a clarification of a certain type of activity.

Also, the law allows the use of prepositions in the names of vacancies that act as a connection between several words - for example, an ultrasound technician or a preserver of equipment and metal products, which again suggests a very wide range of different phrases.

There is no statutory limit for a certain number of words in job titles, given that some industries may have long enough titles that will also be present in vacancies.

So, quite broad names are currently common in the field of government agencies, where the following positions are present:

• economist in accounting and business analysis;
• leading specialist in contractual and claims work.

That is, there are no restrictions on the number of words and the use of prepositions for the formation of logical phrases in job titles at the legislative level, given that the specified aspects are present in the names of professions in the ETKS.

One more aspect should be noted.

According to the Qualification Handbook, additional words to base titles such as director or secretary are used to clarify powers and responsibilities.

For example, a secretary can only deal with office work, but a typist secretary will be busy with the formation of administrative and other documentation.

Accordingly, the director will be directly involved in the management of the company, but the executive director will have powers only in one of the specific areas.

What do you need to remember?

When choosing the title of the position, remember that the correct title of the profession predetermines the right to receive benefits established by law.

The civil service has been holding the lead in the ranking of the most demanded places of employment for several years. The system of state and municipal bodies is a huge hierarchical structure. Obviously, the higher the position, the more attractive it is. Let's figure out the classification of civil servants in Russia and find out what competencies are needed to qualify for a place in this structure.

General Provisions

The State Civil Service (GGS) is the professional service activity of Russian citizens in positions that ensure the execution of the powers of state bodies of the federal level and the level of subjects, as well as persons holding government posts.

The SCS received detailed regulation after the entry into force of the Federal Law of July 27, 2004, No. 79-FZ, which divides it into two levels:

1. Federal civil service positions , established by federal law or by the Decree of the President of the Russian Federation. This is a professional service activity of citizens who ensure the proper execution of the powers of federal government agencies and persons filling government posts in the Russian Federation.
2. Positions of the civil service of the constituent entities of the Russian Federation , established by laws or other regulatory legal acts of the constituent entities of the Russian Federation. Its representatives work to ensure the uninterrupted operation of the state authorities of the constituent entity of the Russian Federation and persons replacing the state positions of the constituent entity of the Russian Federation.

Civil service positions are divided into 4 categories and 5 groups.

Categories of positions in the state civil service

The current legislation allows us to distinguish the following categories:

1. Heads (and their deputies) of state bodies and their structural divisions, who are either appointed for a certain period, or do not have time limits for their activities. They have broad administrative and regulatory powers, the right to issue normative legal acts and binding orders.
2. Assistants (advisors). Their main function is to provide comprehensive assistance to politicians - persons substituting for government positions and heads of government agencies. A fixed-term service contract is concluded with this category - when their boss leaves, they also leave.
3. Specialists These are citizens, the essence of whose work is to professionally ensure that state bodies perform their functions and tasks. This category has no term limits and gets a job following a competitive selection.
4. Supporting specialists. They are engaged in organizational, informational, documentary, financial, economic and economic support for the activities of government agencies. That is, unlike the previous category, these specialists perform auxiliary rather than professional functions. They work on a general basis, without any time limits.

Groups of positions in the civil service (table)

Classification into groups - from junior to senior - shows that each of them corresponds to a set of certain official functions that must be performed by a civil servant.

So, the Register of positions of the state civil service of the Russian Federation distinguishes the following groups:

1. Higher: managers, assistants (advisers) and specialists.
2. The main ones are managers, assistants (advisers), specialists and supporting specialists.
3. Leaders: managers, assistants (advisers), specialists and supporting specialists.
4. Seniors: Specialists and Provisioning Specialists.
5. Junior: support specialists.

Each of the groups of positions has its own classification by category. Federal Law No. 79-FZ correlates groups of positions with their categories as follows:

The first three categories do not belong to the highest classification groups by accident: the highest qualification requirements are imposed on them. This is due, first of all, to the fact that they must simultaneously perform political, administrative, analytical and managerial functions.

In accordance with Part 2 of Article 12 of Federal Law No. 79-FZ, to fill the posts of the State Civil Service, you must meet the qualification requirements:

• a sufficient level of education;
• a certain length of service;
• knowledge and skills necessary for work (level of language proficiency, knowledge of legislation, a set of personal qualities, etc.);
• possession of a certain specialty.

Requirements for the minimum level of vocational education:

Minimum seniority requirements:

At the same time, specific qualification requirements for length of service are established by the legislation of the constituent entities of the Russian Federation, taking into account the provisions Decree of the President of the Russian Federation of January 16, 2017 No. 16 as amended on October 12, 2017.

Where does any company start? With an idea and people who jointly implement it. Each of the participants has a specific role, list of responsibilities and competencies. All this is determined by the position held. This article examines what positions are in the company depending on the industry and direction of activity, the minimum composition of the staffing table, as well as a brief excursion into the responsibilities of management positions, specialists and workers.

What positions can be

Positions in the company, like the roles of actors in the theater, - each has its own scenario of work, responsibilities, competencies, tasks, functions. Each individual position requires a specific person with a specialized set of knowledge, skills, experience and personal qualities. In any organization, all existing positions can be divided into three groups:

• specialists;
• working positions.

Each group requires certain knowledge and skills, experience and education.

Most important position

Any group of people united by common goals and interests cannot function normally without a leader. One person or group of people must be at the helm of the company, make important decisions, adjust the course of development of the organization and solve internal problems. In Russian companies, this role is played by a person holding the highest position in the company. Depending on the type of company, its legal form, the number of owners and the accounting policy, the leading position may have different names. In limited liability companies, a director or general director. In joint stock companies - the board of directors or shareholders. In agricultural production cooperatives - the chairman.

An LLC can be opened by one person. In this case, the founder of the company and the director can be one and the same person, make decisions individually and independently manage all the processes of the organization. It is already more difficult in JSCs and CJSCs. In joint stock companies, directors are elected by the shareholders' council. In carrying out his duties, he is obliged to listen to the opinion of the shareholders of the company.

Executives in the company

The newly opened LLC, the staff of which does not exceed two or three people, hardly needs a large number of management positions. But if the company grows, departments appear that perform fundamentally different functions, the staff increases to tens or even hundreds of people, then you simply cannot do without middle managers. A person holding such a position does not have absolute power over subordinates, does not make important decisions alone, and does not lead the company as a whole. His task is to monitor the work of his department, coordinate the employment of his people, and resolve issues within his competence. The most common leadership positions include the following:

• CFO, or head of the finance department;
• Technical Director;
• production and production director;
• Chief Engineer;
• the head of the personnel department;
• Chief Accountant;
• head of the trade department;
• head of the purchasing department;
• Head of Public Relations Department.

Of course, every organization has the right to be included in the staffing table of positions that are necessary precisely in their direction. The names of departments and positions of people who lead them may differ, while the functionality of employees is quite similar.

Chief Engineer Job

Chief engineer is a position that is found in organizations that manufacture products that contain their own vehicle fleet or a fleet of specialized equipment: agricultural organizations, factories, factories, transport companies, and so on. The work of a chief engineer requires a higher technical education in the direction of the organization's activities. It is on him that the technical equipment of the enterprise with spare parts, fuels and lubricants, the necessary equipment and machine tools, the coordinated work of mechanics and service personnel depends. With his proposal, purchases of all technical units, their spare parts are made, the recruitment of people who serve all these machines and devices. A similar functionality for the work of a technical director. In some organizations, these are identical concepts.

Production director

Production director - a position that makes sense in organizations that produce any product. This official is engaged in researching the structure of the market, supply and demand, studying the proposals of competitors, determining what needs to be produced, at what prices and in what volumes. The volume and quality of products, its price and placement on the sales market depend on the efficiency of its work. Its tasks include finding suppliers of raw materials of proper quality and with an acceptable cost, launching the production process, monitoring it throughout the entire production cycle.

Specialists

Positions in the company are not limited to managers of different levels. Without ordinary specialists, they simply will have no one to manage. Applicants with higher or secondary vocational education who graduated from an educational institution in a certain specialty are usually called specialists. In organizations, the positions of specialists include: accountant, managers of various directions, clerks, engineers, doctors and others.

Job positions

There are also working positions in the company. Unlike the above-described positions, workers do not require specific education, experience or characteristics. Such work usually requires the performance of certain physical actions: loaders, pickers, drivers, cleaners. To carry out these works, there is no need for higher education, work experience, organizational or leadership skills. It is enough to have physical health and stamina.

4th edition, revised
(approved by the resolution of the Ministry of Labor of the Russian Federation of August 21, 1998 N 37)

With changes and additions from:

January 21, August 4, 2000, April 20, 2001, May 31, June 20, 2002, July 28, November 12, 2003, July 25, 2005, November 7, 2006, September 17, 2007 , April 29, 2008, March 14, 2011, May 15, 2013, February 12, 2014, March 27, 2018

The qualification reference book of the positions of managers, specialists and other employees is a normative document developed by the Institute of Labor and approved by the Resolution of the Ministry of Labor of Russia dated August 21, 1998 N 37. This publication includes additions made by the resolutions of the Ministry of Labor of Russia dated December 24, 1998 N 52, dated February 22, 1999 N 3, of January 21, 2000 N 7, of August 4, 2000 N 57, April 20, 2001 N 35, of May 31, 2002 and of June 20, 2002 N 44. The handbook is recommended for use in enterprises, institutions and organizations of various sectors of the economy, regardless of ownership and organizational and legal forms in order to ensure the correct selection, placement and use of personnel.

The new Qualification Handbook is designed to ensure a rational division of labor, to create an effective mechanism for the delineation of functions, powers and responsibilities on the basis of a clear regulation of the labor activity of employees in modern conditions. The handbook contains new qualification characteristics of employees' positions related to the development of market relations. All previously valid qualification characteristics have been revised, and significant changes have been made to them in connection with the transformations carried out in the country and taking into account the practice of applying the characteristics.

In the qualification characteristics, the unification of standards for the regulation of labor of employees was carried out to ensure a unified approach to the selection of personnel with appropriate qualifications and adherence to uniform principles of tariffication of work based on their complexity. The qualification characteristics take into account the latest legislative and regulatory legal acts of the Russian Federation.

Qualification handbook of positions of managers, specialists and other employees

General Provisions

1. The qualification reference book of positions of managers, specialists and other employees (technical executors) is intended to address issues related to the regulation of labor relations, ensuring an effective personnel management system at enterprises * (1), in institutions and organizations of various sectors of the economy, regardless of the form of ownership and organizational and legal forms of activity.

The qualification characteristics included in this edition of the Handbook are normative documents intended to justify the rational division and organization of labor, the correct selection, placement and use of personnel, to ensure unity in defining the job duties of employees and the qualification requirements imposed on them, as well as decisions on compliance positions held during the certification of managers and specialists.

2. The basis for the construction of the Directory is an official characteristic, since the requirements for the qualifications of employees are determined by their official duties, which, in turn, determine the names of positions.

The handbook was developed in accordance with the accepted classification of employees into three categories: managers, specialists and other employees (technical executors). The assignment of employees to categories is carried out depending on the nature of the predominantly performed work that makes up the content of the employee's labor (organizational and administrative, analytical and constructive, information and technical).

The titles of positions of employees, the qualifications of which are included in the Directory, are established in accordance with the All-Russian Classifier of Occupations of Workers, Positions of Employees and Wage Grades OK-016-94 (OKPDTR), entered into force on January 1, 1996.

3. The qualification handbook contains two sections. The first section provides the qualification characteristics of industry-wide positions of managers, specialists and other employees (technical executors), which are widespread in enterprises, institutions and organizations, primarily in the industrial sectors of the economy, including those on budget funding. The second section contains the qualification characteristics of the positions of employees employed in research institutions, design, technological, design and survey organizations, as well as editorial and publishing departments.

4. Qualification characteristics at enterprises, institutions and organizations can be used as normative documents of direct action or serve as a basis for the development of internal organizational and administrative documents - job descriptions containing a specific list of job duties of employees, taking into account the specifics of the organization of production, labor and management, and also their rights and responsibilities. If necessary, the duties included in the description of a certain position can be distributed among several performers.

Since the qualification characteristics apply to employees of enterprises, institutions and organizations, regardless of their industry affiliation and departmental subordination, they represent the most typical jobs for each position. Therefore, when developing job descriptions, it is allowed to clarify the list of works that are characteristic of the corresponding position in specific organizational and technical conditions, and requirements for the necessary special training of workers are established.

In the process of organizational, technical and economic development, the development of modern management technologies, the introduction of the latest technical means, the implementation of measures to improve the organization and increase labor efficiency, it is possible to expand the range of responsibilities of employees in comparison with the established corresponding characteristics. In these cases, without changing the official name, the employee may be entrusted with the performance of duties provided for by the characteristics of other positions that are similar in content to work of equal complexity, the performance of which does not require another specialty and qualification.

5. The qualification characteristics of each position has three sections.

In the "Job responsibilities" section, the main labor functions are established that can be assigned in whole or in part to an employee holding this position, taking into account the technological homogeneity and interconnectedness of work, allowing to ensure the optimal specialization of employees.

The section "Should Know" contains the basic requirements for an employee in terms of special knowledge, as well as knowledge of laws and regulations, regulations, instructions and other guidance materials, methods and means that the employee must apply in the performance of job duties.

The section "Requirements for qualifications" defines the level of professional training of an employee required to perform the specified job duties, and requirements for work experience. The levels of required professional training are given in accordance with the Law of the Russian Federation "On Education".

6. The characteristics of the positions of specialists provide for within the same position, without changing its name, intra-job qualification categorization by remuneration.

Qualification categories for the remuneration of specialists are established by the head of the enterprise, institution, organization. This takes into account the degree of independence of the employee in the performance of official duties, his responsibility for decisions, attitude to work, efficiency and quality of work, as well as professional knowledge, practical experience, determined by the length of service in the specialty, etc.

7. The Directory does not include the qualification characteristics of derived positions (senior and leading specialists, as well as deputy heads of departments). The job responsibilities of these employees, the requirements for their knowledge and qualifications are determined on the basis of the characteristics of the respective basic positions contained in the Handbook.

The issue of the distribution of job duties of deputy heads of enterprises, institutions and organizations is decided on the basis of internal organizational and administrative documents.

The use of the official title "senior" is possible provided that the employee, along with the performance of the duties stipulated for the position held, manages the performers subordinate to him. The position of "senior" can be established as an exception and in the absence of performers in the direct subordination of the employee, if he is entrusted with the functions of managing an independent section of work. For professional positions for which qualification categories are provided, the official title "senior" is not applied. In these cases, the functions of managing subordinate performers are assigned to a specialist of the 1st qualification category.

The duties of the "leaders" are established on the basis of the characteristics of the respective positions of the specialists. In addition, they are entrusted with the functions of a manager and a responsible executor of work in one of the areas of activity of an enterprise, institution, organization or their structural divisions, or responsibilities for coordination and methodological guidance of groups of executors created in departments (bureaus), taking into account the rational division of labor in specific organizational -technical conditions. Requirements for the required work experience are increased by 2-3 years in comparison with those provided for specialists of the 1st qualification category. Job responsibilities, knowledge requirements and qualifications of deputy heads of structural divisions are determined on the basis of the characteristics of the respective positions of managers.

The qualification characteristics of the positions of heads (heads) of departments serve as the basis for determining job responsibilities, knowledge requirements and qualifications of heads of the relevant bureaus when they are created instead of functional departments (taking into account industry characteristics).

8. Compliance of actually performed duties and qualifications of employees with the requirements of job characteristics is determined by the certification commission in accordance with the current regulation on the procedure for conducting certification. At the same time, special attention is paid to high-quality and efficient performance of work.

9. The need to ensure the safety of life and health of workers in the process of work puts forward the problems of labor and environmental protection among urgent social problems, the solution of which is directly related to the observance of the leaders and each employee of the enterprise, institution, organization of existing legislative, intersectoral and other regulatory legal acts on labor protection, environmental standards and regulations.

In this regard, the official duties of employees (managers, specialists and technical executors), along with the performance of the functions provided for by the relevant qualification characteristics of the position, provide for mandatory observance of labor protection requirements at each workplace, and the official duties of managers are to ensure healthy and safe working conditions for subordinate executors, as well as control over their compliance with the requirements of legislative and regulatory legal acts on labor protection.

When appointing to a position, it is necessary to take into account the requirements for the employee's knowledge of the relevant labor safety standards, environmental legislation, norms, rules and instructions for labor protection, means of collective and individual protection from the effects of hazardous and harmful production factors.

10. Persons who do not have special training or work experience established by the requirements for qualifications, but who have sufficient practical experience and perform the job duties assigned to them with high quality and in full, on the recommendation of the certification commission, as an exception, can be appointed to the corresponding positions in the same way , as well as persons with special training and work experience.