Sample journal of orders for internship. Conducting on-the-job training. Drawing up an order for an internship at the workplace

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Labor safety internship

One of the forms of training workers in practical safe methods of performing work is the employee’s internship at his workplace. In the current Procedure for training in labor protection and testing knowledge of labor protection requirements among employees of organizations, approved by Resolution of the Ministry of Labor of Russia and the Ministry of Education of Russia dated January 13, 2003 No. 1/29 (hereinafter referred to as the Procedure), only one paragraph 2.2 speaks about internships. .2., namely: The employer (or a person authorized by him) ensures that persons employed in harmful and (or) dangerous working conditions are trained in safe methods and techniques for performing work with on-the-job training...

That's all. The term “internship” itself is not disclosed. The procedure for carrying it out is not described. Samples of internship forms, internship programs, orders (instructions) on the appointment of internships are not provided. In a word, nothing.

Meanwhile, thousands and thousands of occupational safety engineers across the country go to occupational safety sites on the Internet, write and call the editors of occupational safety magazines, and ask each other questions in order to understand the conduct of internships in their organizations. Probably, a more illiterate document like this Order, or rather Disorder, cannot be found among the documents on labor protection.

Probably, during the reign of Stalin I.V., the developers of such normative legal acts would have been put to the wall for sabotage on a state-wide scale. And they would have done the right thing. And now, of course, in a right-wing state, such developers would be disqualified for the rest of their lives and would not be allowed to develop normative legal acts.

Now let's look at the Draft new edition of the Procedure, developed by the Ministry of Labor and Social Protection of the Russian Federation on September 18, 2012, as amended on November 14, 2012, in the part relating to the internship. This Project has not dotted all the I's. Let's make sure of this.

1. Consider the title of the section, which talks about the internship “Training in safe methods and techniques for performing work.” Why engage in terminological leapfrog? Since this section is about internship, then the title of this section should be “Internship” or “Occupational Safety Internship.”

2. Let’s consider paragraph 44 of this section “For all persons entering work, as well as workers transferred to another job, the employer (the person authorized by him), after conducting induction training, conducts initial training at the workplace with training in safe methods and techniques for performing work ( with the exception of employees exempt from initial training).

Instructions are discussed in a separate section of this Project, “Occupational Safety Instructions.” Therefore, this paragraph should not be in this section at all. Besides:
— from this paragraph it follows that induction training is also carried out with employees transferred to another job in the organization, which is not true;
— the phrase “...conducts initial instruction at the workplace with training in safe methods and techniques for performing work...” is composed illiterately. Labor safety briefing is training in safe methods and techniques for performing work or one of the forms of this training. Reading this paragraph, one gets the impression that labor safety instruction is one thing, but training in safe methods and techniques for performing work is something else. Besides, why such detail: “training in safe methods and techniques for performing work.” Why is there no definition given of what a “safe method of performing work” and “a safe method of performing work” are and how they differ from each other? In addition, in the future, not a single regulatory legal act mentions either “safe methods of performing work” or “safe methods of performing work”; not a single regulatory legal act lists them and does not require their preparation.

3. Let’s consider the first part of clause 45 “For persons entering work with harmful and (or) dangerous working conditions, for which additional (increased) labor safety requirements are imposed, an internship is carried out directly at the workplace under the supervision of an employee who has undergone safety training labor, who, by order of the employer (the person authorized by him), is assigned the duties of conducting an internship.”

Considering that there are no jobs in which there are no dangerous and/or harmful working conditions, this clarification in this proposal is inappropriate.

Why, when introducing the new concept of “internship”, is its interpretation not given? Is it really necessary to look for an interpretation of the concept of “internship” in encyclopedias and explanatory dictionaries? And what term should be introduced into circulation: “internship” or “internship in labor protection”?

Considering that the internship supervisor can also be a worker, and since not all workers undergo labor safety training, the requirement that the employee (internship supervisor) be required to undergo labor safety training is not legal.

Instead of the word “employee,” you must indicate “internship supervisor.” And since the employee has a new status of “internship supervisor,” he has new rights, duties and, of course, responsibilities, which must be formulated in a local regulatory act - the Job Description of the internship supervisor. It's the same with an intern. An intern's Work Instructions should be developed for him, which should stipulate his duties, rights and, of course, his responsibilities during the internship.

4. Let’s consider the second part of clause 45 “The duration of the internship is established by the employer (his authorized person) based on the nature of the work performed, but not less than two and not more than fourteen shifts”

It must be remembered that the duration of the internship is established not only by the employer (the person authorized by him), but also by regulatory legal acts.

Instead of the phrase “... the nature of the work performed...” it is proposed to use the phrase “... complexity (danger) of the work performed...”

Why limit the duration of an internship? It is better for the head of the organization and his specialists to know how many shifts to organize an internship for their employees. The principle “the more the better” should work here.

5. Let’s consider the first part of clause 46 “The internship supervisor is appointed by the employer (his authorized person) from among foremen, foremen, instructors and qualified workers who have practical experience in this profession.”

From the phrase “...practical work experience...”, exclude the word practical, since non-practical (theoretical) work experience does not exist. Work experience is work experience.

How to determine practical experience in a given profession?

Why is there no internship for specialists? And who will be their internship supervisor?
6. Let’s consider the second part of clause 46 “More than two employees cannot be assigned to one internship supervisor for an internship at the same time.”

Which employees? Same or different professions? After all, the internship director cannot conduct internships simultaneously for two workers, specialists of different professions and specialties.

7. Let’s consider clause 47. “Completing an internship is documented by an entry in the workplace briefing registration log in accordance with clause
41 of the Procedure: information about the internship at the workplace (with separate columns “Number of shifts (from... to...), “Completed the internship (signature of the worker)”, “Checked knowledge, passed the exam, issued permission to work (signature of the person who conducted the internship , date of)";

A line from the logbook for registering training at the workplace “information about the internship at the workplace (with highlighting individual columns “Number of shifts (from ... to ....), “passed the internship (employee signature)”, “Checked knowledge, passed the exam, permission to work produced (signature of the person who conducted the internship, date)” is proposed to be deleted as it was drawn up illiterately, since:

— the magazine has a specific name “Journal of registration of instructions on labor protection” and there is not a word about internships;
— conducting an internship is a separate independent training event on labor protection, and therefore everything related to the internship should be reflected in a separate independent document, for example, an internship sheet on labor protection;
— the internship supervisor tests the employee’s knowledge not only and not so much as practical skills. In this case, it is proposed to present the proposal in the following form: “I checked my knowledge and practical skills...”;
— since not only workers, but also specialists undergo internships, the sentence “Passed the internship (worker’s signature)” is proposed to be replaced with “Passed the internship (signature of the intern)”;
- the internship supervisor (especially a worker) cannot conduct (take) exams from another worker, especially alone. Examinations are accepted on a commission basis. The commission must include only officials. To conduct exams, examination tickets (tests), protocols of the examination commission are drawn up, the commission’s work regulations are determined (the procedure for making decisions on whether an employee will pass the exam (by voting, simple or qualified majority vote, etc., the criteria for passing and failing an internship are determined, assessment of the examiner's knowledge (unsatisfactory, satisfactory, good, excellent, etc., or passed/failed.) But not a word about this in the Order.
- since the supervisor of the internship may be a worker, albeit one with higher qualifications than the worker undergoing the internship, the supervisor of the internship (as proposed in the Procedure) cannot allow another worker to work independently. Only the head of the structural unit to which the employee is hired has the right to allow a worker to work independently after carrying out training activities on labor protection with him, namely: briefing on labor protection; fire safety instructions; passing the fire-technical minimum; electrical safety briefing and assignment of an electrical safety group, safety briefing (for workers operating equipment supervised by Rostechnadzor); training on road safety (for workers operating vehicles), internships on labor protection, duplication, training on labor protection and testing of knowledge on labor protection, briefing on environmental protection, having issued a corresponding order for its structural unit;
— the phrase “authorized permission to work” is stylistically illiterate. Instead, it is proposed to use the following phrase “allowed to work independently”;
— after the word “shift”, it is proposed to add the word “working days”, since not in all organizations the working time of employees is calculated in shifts.

8. Let’s consider clause 48 “Training in safe methods and techniques for performing work with internship at the workplace ends with an exam, which is conducted by the person providing the relevant training, in the form of testing theoretical knowledge of labor protection requirements and practical skills in performing work safely.”

“Training in safe methods and techniques for performing work with on-the-job training...”. What it is? Butter oil. Some kind of bullshit. After all, an internship is one of the types of training in safe methods and techniques for performing work. Don't the developers of this Project understand this?

“Training... with internship... ends with an exam...”. Not training with an internship, but training activities on labor protection that were carried out with the employee (introductory briefing on labor protection, initial briefing on labor protection in the workplace, introductory fire safety briefing, initial briefing on labor protection at the workplace, primary fire safety briefing at the workplace place, fire-technical minimum, electrical safety briefing and assignment of the appropriate electrical safety group, initial workplace safety briefing, initial workplace traffic safety briefing, occupational safety training, labor safety internship, duplication, initial occupational safety training environmental protection) ends with an exam. But that's a completely different story. And this needs to be discussed in a separate section of the Project called “Occupational Safety and Health Examination”.

How then does the internship itself end? It’s still not clear. What counts as an intern completing an internship? The Project Developers probably don’t even know themselves?

“... in the form of testing theoretical knowledge of labor protection requirements and practical skills in performing work safely.” From this it clearly follows that instead of the term “internship” in the Project it is necessary to use the term “internship in labor protection”, since the term “internship” can also be understood as professional training (retraining) of young specialists, workers, students (for example, internships by students, young doctors in other educational institutions, health care of their state, other countries);

9. Let’s consider the first part of clause 49 “If the exam results are positive, the employer (the person authorized by him) issues an order to allow the employee to work independently.”

What is meant by a “positive exam result”? What should be understood by “negative exam result”? What should be published if the exam result is negative? What should be done with an employee if the exam result is negative?

10. Let’s consider the second part of clause 49 “If the exam results are unsatisfactory, the employee must take the exam again within the time frame established by the employer (his authorized person).”

This sentence is constructed stylistically illiterately. If the first part of this paragraph speaks of “unsatisfactory results,” then the second part of this paragraph no longer speaks of “negative results,” but of “unsatisfactory results.” Where is the logic. What should be understood, in this case, by “unsatisfactory exam results”?

“... the employee must take the exam again...”. The employee does not owe anything to anyone in this situation. The employer, in this situation, has the right (but not the obligation) to invite the trainee to retake the exam. And in this case, it is impossible to terminate the employment contract with the employee based on the results of the initial test, because the level of professional training of the employee can be determined based on the results of the initial exam. So, in this situation, the employee, having realized the seriousness of the employer’s attitude towards organizing the exam, cannot terminate the employment contract on his own initiative? What happens if the employee fails the exam again? Is the Project developer silent about this or simply doesn’t know?

This paragraph is proposed to be formulated as follows: “In case of unsatisfactory results of the exam (internship):

a) the employer has the right (but is not obligated) to invite the employee to retake the exam within the time frame established by him (the person authorized by him);
b) the employee has the right to terminate the employment contract on his own initiative;
c) the employment contract with the employee can be terminated by agreement of the parties;
d) the employment contract with the employee may be terminated at the initiative of the employer, due to unsatisfactory test results of the trainee.

In case of repeated failure to pass the exam (internship):
a) the employee has the right to terminate the employment contract on his own initiative;
b) the employment contract with the employee can be terminated by agreement of the parties;
c) the employment contract with the employee may be terminated at the initiative of the employer, due to unsatisfactory test results of the trainee.

1. The Ministry of Labor of the Russian Federation should develop an independent regulatory legal act - Rules for conducting internships on labor protection in organizations, in which to methodically describe the procedure for conducting internships on labor protection and mention all local regulations (orders, instructions, lists, job description of the internship supervisor, job description (working) instructions for the intern, magazines, internship sheet, standard internship programs, etc.), which must be published, compiled, filled out, maintained in connection with internships on labor protection in organizations and provide samples of writing, drawing up, filling out, maintaining these acts;

2. define in these Rules all the terms mentioned in these Rules, including “labor safety internship”, “internship supervisor”, “trainee”, “internship sheet”, “safe method of performing work”, “safe method of performing work";

3. To the ministries that are part of the Government of the Russian Federation:

3.1. on the basis of the above Rules, develop Rules for conducting internships on labor protection for workers who must undergo internships on labor protection at enterprises, organizations and institutions of their Ministry, as well as cross-cutting professions and positions, reflecting in them their specifics of conducting internships on labor protection;

3.2. on the basis of the Rules for conducting internships on labor protection at enterprises, organizations and institutions in your Ministry, oblige enterprises, organizations, institutions that are part of your Ministry to develop Regulations (Enterprise Standards) on conducting internships on labor protection at a specific enterprise, organization and institution your Ministry;

3.3. develop all standard local acts (orders, instructions, lists, lists, job description of the internship supervisor, job description of the intern, internship sheet, standard internship programs, etc.) for all professions, positions that are available in their Ministry and whose employees are required to undergo an internship on labor protection, which is necessary when conducting internships on labor protection. Provide examples of writing, drafting, filling out, maintaining these acts;

3.4. determine a list of professions and positions that should undergo labor safety internships in their Ministry;

3.5. post the above acts on the website of your Ministry in the public domain or using a code.

DOWNLOAD DOCUMENTS

1. Regulations on conducting internships in labor protection
2. Job description of the internship supervisor
3. Trainee work instructions
4. List of positions of specialists who must undergo an internship in labor protection
5. List of worker professions that must undergo labor safety training
6. Duration of labor safety internship for workers
7. Duration of labor protection internship for specialists
8. Occupational safety internship program for car mechanic
9. Internship sheet for labor protection
10. Order for hiring a car repair mechanic
11. Order for an internship for a car repair mechanic
12. Order on conducting an internship for a car repair mechanic
13. Order on exemption from internship for a car repair mechanic
14. Order to terminate the employment contract with a car repair mechanic

DOWNLOAD SET OF DOCUMENTS

That's all.

To be continued...

For specific work activities, as well as work closely related to the risk of life, internship is an important condition for hiring a position.

The employer's responsibilities include taking care of labor protection and training persons employed in the organization in this area.

In this case, the enterprise issues an order, a sample of which can be downloaded below.

What does the term "internship" mean?

Teaching a new person practical skills on the job is called an internship. The employee must have the necessary theoretical knowledge base. The entire procedure takes place under the supervision of a curator or mentor of the company of the same name, who has extensive experience working in the company.

His responsibility is to monitor the learning process and verify the level of skill achieved.

The duration of the internship for a new employee is individual for each individual specialist; all its stages, tasks, and program are recorded in a diary.

Based on the results of the training process, the commission determines the degree of acquired skills and knowledge and draws up a conclusion on permission to perform labor functions or establish a ban on their implementation.

An internship should not be confused with a probationary period and instruction ().

In the first case, the specialist has already begun performing his duties and only the quality of the work done is checked. In the second, the trained employee is given only theoretical information.

Drawing up an order for a newly hired employee

To send an employee to an internship, an order is drawn up, developed in accordance with the regulations and program approved by the company.

The organization has the right to develop a sample on its own.

Information contained in the order:

• the header of the document contains company details (name, address)
• date, document number and place of registration of the company;
• basis (the need to test the skills of an employed specialist);
• Full name of the intern and details of the employment contract with this organization;
• deadline;
• mentor designation;
• training conditions necessary for admission to the desired position ();
• indication of the details of the employee responsible for compliance with the instructions;
• manager's signature.

The basis for drawing up the order is a memo from the head of the department to which the employee was hired.

The order is also marked by the company employees mentioned in it. The document is drawn up in a single copy, after signing by the head of the company, its data is entered by the secretary in the journal according to the internal documentation of the company.

The salary amount for the internship period is specified in the employment agreement. The amount of payments cannot be less than the minimum wage, with the exception of students sent by the university.

A well-designed internship will allow the employer to objectively assess the specialist’s capabilities, and the employee will gain the necessary experience and skills at the work site, where they will have to master the acquired skills independently.

When is it necessary when applying for a job?

This training procedure is not a strict condition for hiring any employee.

More difficult working conditions require greater responsibility from the employee, thereby increasing the need for additional training.

There are professions for which internship is required:

• serving the population with the help of transport;
• the existence of an increased risk for the employee and his environment, work activities are carried out using complex production processes and complex equipment;
• work related to harmful and dangerous substances;
• providing services to people in the field of public catering, healthcare, education;
• transfer or promotion;
• initial employment.

Sample for download

Sample order for an internship when applying for a job -

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 must be trained in safe working methods, instructed and trained at the workplace (part two of Article 212 of the 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 stated in part three of Article 225 of the Labor Code. The same requirement is contained in more detail in paragraph 2.2.2 of the Procedure for training on labor protection and testing knowledge of labor protection requirements for employees of organizations.

To this it must be added that Rostechnadzor approved Regulations on the organization of training and testing the knowledge of working organizations supervised by the Federal Service for Environmental, Technological and Nuclear Supervision. 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.

Briefing, as a rule, is a theoretical course on the algorithm of an employee’s actions, sometimes with demonstration of 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 its content, you can take RD-200-RSFSR-12-0071-86-12 “Guidance document. Regulations on improving professional skills and training of drivers."

As a rule, the first two sections of the 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)

Download sample

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:

Download sample

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.

Download sample

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

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 of Article 5.27 of the 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 of Article 5.27.1 of the Code of Administrative Offenses of the Russian Federation). 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.

Ask your question!

If you have a question, ask it now. You will receive the answer in the next issue.

The most necessary regulations

What rules should be used to conduct labor safety training for workers? We describe its program and procedure in detail in this material.

Legal regulation

The Labor Code of the Russian Federation mentions on-the-job training in labor protection only once in Article 216.

At the same time, since 2017, issues of internship in labor protection have been regulated by paragraph 9 of GOST 12.0.004-2015 “Interstate standard. System of occupational safety standards. Organization of occupational safety training. General provisions". It was put into effect by order of Rosstandart dated June 9, 2016 No. 600-st. Officially began to operate on March 1, 2017.

According to the law, the head of the unit is not required to issue an order on labor protection internships and conduct them. He himself defines:

• the need for them;
• content;
• internship period.

These parameters depend on the education, qualifications, work experience, etc. of the particular worker.

Goals

According to this document, training and internship in labor protection imply training in labor safety in the form of internship for a specific specialist in the workplace.

In general, any occupational safety internship program should aim to:

• to obtain skills and abilities for independent safe performance of labor functions and responsibilities for the position held;
• practical development of modern experience and effective organization of labor protection work.

The considered internship and testing of knowledge on labor protection can be carried out not only for specialists, workers and junior service personnel, but also for managers.

A slightly different procedure for conducting labor safety internships should be for management positions and specialists. The fact is that in this case the main goal is limited only to their practical mastery of modern experience and the effective organization of labor protection work.

In the latter case, conducting and organizing labor protection internships falls on the shoulders of:

• superior officer;
• or another internship supervisor appointed by the training organizer.

Who passes and when

The current procedure for internship in labor protection says that it is carried out:

• when a new employee starts working;
• when transferred to another place within the enterprise with a change in position and/or job function performed;
• to prepare for the possible replacement of a permanent employee during absence due to illness, vacation, or business trip.

This is the main contingent of those who undergo labor safety internships. At the same time, GOST 12.0.004-2015 does not clearly define those persons who must undergo an internship in labor protection.

Who conducts

As a general rule, the obligation to conduct an internship in labor protection - that is, training in order to master safe methods and techniques for performing work - lies with:

• at the head of the relevant work;
• industrial training instructor;
• worker with extensive experience.

It is important that any labor safety internship supervisor must:

• undergo appropriate training as an occupational safety instructor;
• have good practical experience;
• possess the necessary qualities to organize and conduct an internship on labor protection issues.

Deadlines

The law determines the approximate duration of the labor protection internship. It amounts to:

Order of conduct

If we talk about internships for management and specialists, then its organizer does the following: