Qualification handbook for positions. Unified qualification reference book of positions in the section "Qualification characteristics of positions in education workers" - Rossiyskaya Gazeta. Training secretary

When applying for any position in the field of education, you need to meet certain qualifications. This text will tell you about the main points of creating job descriptions for educators, the nuances of obtaining a position in this area, and also provide you with a complete list of positions with a brief description of their characteristics. Additionally, you can download the full guide "Qualification characteristics of jobs in education".

The sphere of education is one of the basic spheres that form a single society, common cultural, social and moral-ethical values. Naturally, the qualification requirements for workers in this area are quite high. They are enshrined in a special qualification reference book for the positions of educators. In this article, you will learn the qualification requirements from the 2019 job classifier, what is included in these requirements, and also receive a list of positions. teaching staff, with a brief description of each of them.

What is the Unified Qualification Job Directory?

Based on the provisions of Art. 143 of the Labor Code of the Russian Federation, the assignment of wage grades to employees and the tariffication of work is carried out taking into account the requirements of the unified qualification reference book of the positions of managers, specialists and employees (hereinafter referred to as the EKS).

The TSA includes the qualification characteristics of positions, job descriptions and requirements for qualifications and knowledge levels of managers, specialists and employees (Decree of the Government of the Russian Federation of October 31, 2002 No. 787).

We are interested in the section of the CEN - Qualification characteristics of positions of workers in the field of education in 2019 (hereinafter - QCD), which has a second name - United qualification handbook positions of educators, was adopted by the Order of the Ministry of Health and Social Development of the Russian Federation of August 26, 2010 No. 761n. At the moment, QCD is used in the edition of the Order of the Ministry of Health and Social Development of the Russian Federation of 05/31/2011 No. 448n.

The main provisions of the QCD section

You can download the current version of the QCD section of the job qualification reference book.

The qualification reference book of the positions of employees of educational institutions adopted by order No. 761n is developed to help in resolving issues related to regulation labor relations, the creation of an operating, effective system of leadership and personnel management of institutions and educational organizations, regardless of their form of ownership or organizational legal form.

QCD is the basic document in the development of job descriptions, since it contains the main list of job duties of educational workers, it takes into account all the features of the organization of work and levels of competence. This section also enshrines the rights and obligations for each specific position.

When drawing up job descriptions using QCD, it is possible to clarify the list of works for a specific educational institution, taking into account the characteristics and properties of each position, as well as develop additional requirements for special training of employees.

To increase labor efficiency, it is allowed to expand the employee's job duties, compared with the qualification characteristics specified in the QCD. This expansion is due to the addition of responsibilities from related positions. Their implementation should not require extension. qualification level and undergoing special training.

In accordance with clause 9 of the QCD, persons who perform job duties with the appropriate quality and in full, but at the same time not having a sufficient level of training or work experience, can be appointed to the positions they actually occupy, as an exception, on the basis of recommendations attestation commission.

What does the qualification characteristic consist of?

The qualification characteristic for each position includes 3 sections:

• Job Responsibilities (DO) - contains a list of basic labor functions that are fully or partially entrusted to the employee in his position. When combining duties from different positions, it is necessary to be guided by the principle of homogeneity and interconnectedness of work;
• Must know (DZ) - contains the requirements for an employee in terms of the amount of knowledge of methodology, legislation and special knowledge necessary for the effective implementation of job duties;
• Qualification Requirements (TC) - level requirements are defined vocational training and work experience.

List and brief description of the positions of educators 2019

The list of positions is subdivided into 3 levels:

1. Leadership positions;
2. Positions of teaching staff;
3. Positions of educational support personnel.

Leadership positions:

• Supervisor educational institution(director, manager, chief).

DO: Directly manage the educational institution in accordance with the current legislation of the Russian Federation.

• Deputy Head.

DO: Carries out the organization current activities educational institutions and forward planning his future activities. Coordinates the work of teaching staff.

DZ: The most relevant and priority directions for the development of the education system in the Russian Federation, legislative framework concerning educational activities in the institution.

TC: Higher education in the areas of "Management", "State and Municipal Administration", "Personnel Management". Work experience in the teaching field or at leadership positions not less than 5 years.

• Head of the structural unit.

DO: Manages a structural unit: a section, a laboratory, an office, a training and consulting center, and so on. Carries out the organization of the current activities of the unit, as well as the long-term planning of its future activities, taking into account the target tasks for which it was created.

DZ: The most relevant and priority directions for the development of the education system in the Russian Federation, the legislative framework related to educational activities in the institution.

TC: Higher education in the specialty that corresponds to the profile of the unit. Work experience in accordance with the profile of the department is at least 3 years.

• Head master.

DO: Supervises educational and production work on vocational training, practical training, takes part in vocational guidance of students.

DZ: The most relevant and priority directions for the development of the education system in the Russian Federation, the legislative framework related to educational activities in the institution.

TC: Higher education corresponding to the profile of study. Work experience in the field of study is at least 2 years.

Positions of teaching staff:

• Teacher.

DO: Teaches and educates students, taking into account their psychological and physiological characteristics and the specifics of the subject that is being taught. Deals with the formation of a culture of personality, socialization of students.

DZ: The most relevant and priority directions for the development of the education system in the Russian Federation, the legislative framework related to educational activities in the institution.

• Teacher. Does not include university professors.

DO: Provides training for students in accordance with federal state educational standards. Carries out control and organization of independent work of students, applies individual educational programs.

DZ: The most relevant and priority directions for the development of the education system in the Russian Federation, the legislative framework related to educational activities in the institution.

TC: Higher or secondary education, direction "Education and Pedagogy", or, education corresponding to the specifics of the subject taught. There are no seniority requirements.

• Educator-organizer.

DO: Provides development assistance personality traits, individual abilities and talents of students. Promotes the expansion and formation of personal culture and socialization.

DZ: The most relevant and priority directions for the development of the education system in the Russian Federation, the legislative framework related to educational activities in the institution.

TC: Higher or secondary education, direction "Education and Pedagogy", or, education corresponding to the profile of the activity. There are no seniority requirements.

• Social teacher.

DO: Organizes and implements programs for the education of the individual, general educational process, development and social protection of students in institutions, organizations and at their place of residence.

DZ: The most relevant and priority directions for the development of the education system in the Russian Federation, the legislative framework related to educational activities in the institution. Possession of the skills of social and pedagogical correction and stress relief.

TC: Higher or secondary education, direction "Education and Pedagogy", or "Social Pedagogy". There are no seniority requirements.

• Teacher-defectologist, speech therapist. The position of "speech therapist" is used in social institutions and health care institutions.

DO: Carries out activities for the maximum correction of developmental disabilities in students with developmental disabilities, taking into account the pupils who are in correctional educational institutions.

DZ: The most relevant and priority directions for the development of the education system in the Russian Federation, the legislative framework related to educational activities in the institution. Methodological documents on issues of professional activity.

TC: Higher education in defectological profile. There are no seniority requirements.

• Educator-psychologist.

DO: Carries out activities for professional support, correction and preservation of psychosomatic and social well-being of students, in the process of their upbringing and training in educational institutions.

DZ: The most relevant and priority directions for the development of the education system in the Russian Federation, the legislative framework related to educational activities in the institution. Methodological documents in the field of psychology, psychotherapy, sexology and so on.

TC: Higher or secondary education, direction "Pedagogy and Psychology". There are no seniority requirements.

• Educator (senior).

DO: Carries out the upbringing of children in educational institutions and their structural units. Promotes the development of the child's personality, his moral formation.

DZ: The most relevant and priority directions for the development of the education system in the Russian Federation, the legislative framework related to educational activities in the institution. Methods of education, persuasion and argumentation of their own position.

TC: Higher or secondary education, direction "Education and Pedagogy", or "Social Pedagogy". There are no seniority requirements. For a senior educator, at least 2 years of experience is required.

• Tutor. Exception: tutors working in the field of higher education and vocational education.

DO: Develops and implements individual work with students to identify, develop and shape their cognitive interests. Organizes personal training in pre-profile training.

DZ: The most relevant and priority directions for the development of the education system in the Russian Federation, the legislative framework related to educational activities in the institution. The methodology of educational work and the organization of the student's free time.

TC: Higher education, direction "Education and Pedagogy", work experience as a teacher for at least 2 years.

• Librarian.

DO: Takes part in the implementation of educational programs at the basic level for all levels of general education, in accordance with state federal standards education.

DZ: The most relevant and priority directions for the development of the education system in the Russian Federation, the legislative framework related to educational activities in the institution. Methodical materials on the organization of library and information work.

TC: Higher education according to the profile of work. There are no seniority requirements.

• Senior counselor.

DO: Carries out activities to promote the development of children's public organizations, associations, helps to develop, implement programs of their activities, guided by the principles of voluntariness, initiative, taking into account the initiative, interests and needs of students.

DZ: The most relevant and priority directions for the development of the education system in the Russian Federation, the legislative framework related to educational activities in the institution. Methodological materials for organizing leisure activities, identifying and selecting talents.

TC: Higher or secondary education. There are no seniority requirements.

• (Senior) Teacher of additional education.

DO: Using specialized programs aimed at the development of creative activity, carries out additional education students.

DZ: The most relevant and priority directions for the development of the education system in the Russian Federation, the legislative framework related to educational activities in the institution. Methodology for the activities of circles, sections and the development of skills.

TC: Higher or secondary education corresponding to the profile of work. There are no seniority requirements. For senior teachers - higher education by profession and work experience in the field of pedagogy for at least 2 years.

• Musical director.

BEFORE: Develops aesthetic taste and musical ability, and emotional sphere and creative activity of pupils.

DZ: The most relevant and priority directions for the development of the education system in the Russian Federation, the legislative framework related to educational activities in the institution. The methodology of musical education, the physiology of children's motor skills and musical abilities.

TC: Higher or secondary education, direction "Education and Pedagogy", possession of the technique of playing a musical instrument at the professional level. There are no seniority requirements.

• Concertmaster.

DO: Participates in the development of major and special disciplines, thematic programs and plans.

DZ: The most relevant and priority directions for the development of the education system in the Russian Federation, the legislative framework related to educational activities in the institution. Methodology for conducting rehearsals and current studies.

TC: Higher or secondary musical education, possession of professional skills in playing an instrument. There are no seniority requirements.

• Head of Physical Education.

DO: Plans, organizes and conducts physical education classes.

DZ: The most relevant and priority directions for the development of the education system in the Russian Federation, the legislative framework related to educational activities in the institution. Methods of work on sports equipment, rules for the protection of life and health.

TC: Higher education in the field of physical education. There are no seniority requirements.

• Physical education instructor.

DO: Organization of active recreation for students during school and extracurricular time.

DZ: The most relevant and priority directions for the development of the education system in the Russian Federation, the legislative framework related to educational activities in the institution. The methodology of teaching game kinds of sports, the rules for holding sports events.

TC: Higher or secondary education in the field of sports. There are no seniority requirements.

• (Senior) Methodist.

DO: Carries out methodological activities in educational institutions: analysis of educational, methodological and educational work. Develops plans to improve its efficiency.

DZ: The most relevant and priority directions for the development of the education system in the Russian Federation, the legislative framework related to educational activities in the institution. Methodology for systematizing methodological and informational materials, effective methods pedagogical work.

TC: Higher education according to the profile of work. At least 2 years of experience. For a senior methodologist - at least 2 years of experience in the position of a methodologist.

• (Senior) Instructor-Methodist.

DO: Carries out work on the organization of coordination and methodological support of educational institutions with a sports orientation.

DZ: The most relevant and priority directions for the development of the education system in the Russian Federation, the legislative framework related to educational activities in the institution. The system for organizing work in educational institutions of a sports orientation, methods for the implementation of pedagogical work in the field of culture and sports.

TC: Higher education in the field physical culture and sports. There are no seniority requirements. For a senior instructor-methodologist - work experience of at least 2 years as an instructor-methodologist, methodologist.

• Labor instructor.

DO: Implements programs for the formation of students' work skills and skills, prepares them for the practical application of the knowledge gained.

DZ: The most relevant and priority directions for the development of the education system in the Russian Federation, the legislative framework related to educational activities in the institution. Instructions and methodological materials concerning the organization of education and labor training. Mastery development techniques.

TC: Higher or secondary education by profession. There are no seniority requirements.

• Teacher-organizer of the basics of life safety.

DO: Teaches and educates students, taking into account the specifics of conducting courses on the basics of life safety and pre-conscription training in the amount of no more than 9 hours per week (360 hours per year).

DZ: The most relevant and priority directions for the development of the education system in the Russian Federation, the legislative framework related to educational activities in the institution. Principles for the protection of the population in case of disasters different types, accidents and natural disasters. First aid methods.

TC: Higher or secondary education, direction "Education and Pedagogy", Civil Defense. There are no seniority requirements.

• (Senior) Trainer-teacher.

DO: Engaged in recruiting students who have a desire to engage in physical education and sports and have no health contraindications.

DZ: The most relevant and priority directions for the development of the education system in the Russian Federation, the legislative framework related to educational activities in the direction of physical culture, health and sports.

TC: Higher or secondary education in the field of physical education and sports. There are no seniority requirements. For a senior trainer-teacher - work experience of at least 2 years in the specialty.

• Industrial training master.

DO: Conducts educational and production work and practical exercises that have a direct connection with vocational training.

DZ: The most relevant and priority directions for the development of the education system in the Russian Federation, the legislative framework related to educational activities in the institution. Production technologies for the profile of training, rules for the operation of technical equipment.

TC: Higher or secondary education according to the profile of work. There are no seniority requirements.

Positions of educational support personnel:

• (Senior) The duty officer.

DO: Monitors the behavior of students with behavior that deviates from the norm, in various educational and training institutions, as well as outside them.

DZ: The most relevant and priority directions for the development of the education system in the Russian Federation, the legislative framework related to educational activities, the Convention on the Rights of the Child. Pedagogy. Psychology. Documents regulating the activities of educational institutions.

TC: Higher or secondary education, additional education according to the established program. There are no seniority requirements.

• Leader.

DO: Participates in the development of the children's team in various institutions. Works with children of different ages, in health improvement and educational institutions.

DZ: Legislative framework related to educational activities, the Convention on the Rights of the Child. Fundamentals of Psychology and Pedagogy. The specifics of working with children.

• Educator assistant.

DO: Takes part in planning and organizing the life of the pupils.

TC: Secondary complete (general) education, special training in the field of education and pedagogy. There are no seniority requirements.

• Junior educator.

DO: Takes part in planning and organizing the life of pupils, implements educational programs organized by the educator.

DZ: Legislative framework related to educational activities, the Convention on the Rights of the Child. Fundamentals of Psychology and Pedagogy. The specifics of working with children. Age physiology.

TC: Secondary education by profession. There are no seniority requirements.

• Secretary of the educational unit.

DO: Works with incoming correspondence, organizes its transfer to other structural divisions, conducts office work and preparation of internal documentation.

DZ: The legal framework related to educational activities, methodological materials and instructions for the conduct of office work, the structure of the institution and its staff.

TC: Secondary education in the field of office work. There are no seniority requirements.

• Dispatcher of an educational institution.

DO: Takes part in the development of the schedule of the educational process, as well as the operational regulation of the organization of the educational process.

DZ: The most relevant and priority directions for the development of the education system in the Russian Federation, the legislative framework related to educational activities in the institution. Methodological materials related to the position held.

TC: Secondary education in the field of labor organization. There are no seniority requirements.

This section presents the issues of the unified qualification reference book of the positions of managers, specialists and other employees (hereinafter referred to as the EKS). The EKS is intended for the tariffication of works and the assignment of tariff categories. On the basis of the TSA, it is possible to draw up job descriptions and programs for the training and advanced training of specialists in various industries and fields of activity. Section updated on October 17, 2018 - added releases, technical bugs fixed.

By Decree of the Government of the Russian Federation of October 31, 2002 N 787, it was established that the EKS consists of the qualification characteristics of the positions of managers, specialists and employees, containing official duties and requirements for the level of knowledge and qualifications of managers, specialists and employees.

The TSA is developed by the Ministry of Health and social development RF together with federal executive bodies, which are entrusted with the management, regulation and coordination of activities in the relevant sector (sub-sector) of the economy (paragraph 2 of the Decree of the Government of the Russian Federation of October 31, 2002 N 787). The Order of the Ministry of Labor of the Russian Federation of 09.02.2004 N 9 approved the Procedure for the application of the EKS.

This section contains a list of operating in the territory Russian Federation issues of the CEN, relevant to 06/15/2014. We also draw your attention to the fact that this guide is often mistakenly called ETKS positions of managers and specialists(see ETKS jobs and occupations of workers).

Alphabetical positions

If you know the title of the position from the reference book, but do not know in which section of the CEN it is described, then you can use the alphabetical index to quickly find its description:

List positions by sections of the directory

Unfortunately, it is currently not possible to download all EKS issues in one archive from our website. However, you can find the positions you are interested in using the alphabetical index of positions or the rubricator of the CEN issues operating in the Russian Federation.

Unified qualification reference book of positions of managers, specialists and employees

The size wages managers, specialists and other employees, as a general rule, is determined mainly by the size of the official salary paid for the performance of these employees of their official duties for the positions held. In this regard, a clear fixation of these duties - their content, scope, technology and responsibility, is of paramount importance for employees.

The qualifications of each position are divided into three sections: "Job responsibilities"; "Must Know" and "Qualification Requirements".

The section "Job responsibilities" contains a list of the main functions that can be assigned in whole or in part to an employee holding this position.

The section "Should know" contains the basic requirements for an employee in relation to special knowledge, as well as knowledge of regulatory legal acts, methods and means that the employee must be able to apply in the performance of job duties.

The section "Requirements for qualifications" determines the level of professional training of the employee, necessary to perform the duties assigned to him, and the required length of service.

As an example, let us give the qualification characteristics of the position of a director (general director, manager) of an enterprise *(1) .

Job responsibilities. In accordance with the current legislation, he manages the production, economic and financial and economic activities of the enterprise, bearing full responsibility for the consequences of decisions made, the safety and efficient use of the enterprise's property, as well as the financial and economic results of its activities. Organizes work and effective interaction of all structural units, workshops and production units, directs their activities to the development and improvement of production, taking into account social and market priorities, increasing the efficiency of the enterprise, increasing sales of products and increasing profits, quality and competitiveness of manufactured products, its compliance with world standards in order to conquer domestic and foreign market and meeting the needs of the population in the relevant types of domestic products. Ensures that the enterprise fulfills all obligations to the federal, regional and local budgets, state extra-budgetary social funds, suppliers, customers and creditors, including bank institutions, as well as economic and labor agreements (contracts) and business plans. Organizes production and economic activities based on widespread use the latest technology and technology, progressive forms of management and organization of labor, scientifically based standards of material, financial and labor costs, study of market conditions and advanced experience (domestic and foreign) in order to improve the technical level and quality of products (services), economic efficiency of its production, rational the use of production reserves and the economical use of all types of resources. Takes measures to provide the enterprise with qualified personnel, rational use and development of their professional knowledge and experience, create safe and favorable working conditions for life and health, and comply with the requirements of environmental protection legislation. Provides the right combination of economic and administrative methods of leadership, one-man management and collegiality in the discussion and solution of issues, material and moral incentives to increase production efficiency, the application of the principle of material interest and responsibility of each employee for the task entrusted to him and the results of the work of the entire team, payment of wages on time ... Together with labor collectives and trade union organizations, on the basis of the principles of social partnership, ensures the development, conclusion and implementation of a collective agreement, observance of labor and production discipline, promotes the development of labor motivation, initiative and activity of workers and employees of the enterprise. Solves issues related to the financial, economic and production and economic activities of the enterprise, within the limits of the rights granted to it by legislation, entrusts the conduct of certain areas of activity to other officials - deputy directors, heads of production units and branches of enterprises, as well as functional and production divisions. Ensures compliance with the rule of law in the activities of the enterprise and the implementation of its economic and economic relations, the use of legal means for financial management and functioning in market conditions, strengthening contractual and financial discipline, regulating social and labor relations, ensuring the investment attractiveness of the enterprise in order to maintain and expand the scale of entrepreneurial activity ... Protects the property interests of the enterprise in court, arbitration, government and management bodies.

Must know: legislative and regulatory legal acts governing the production and economic and financial and economic activities of the enterprise, decrees of federal, regional and local government and management bodies that determine the priority areas for the development of the economy and the relevant industry; methodological and regulatory materials of other bodies concerning the activities of the enterprise; profile, specialization and features of the structure of the enterprise; prospects for the technical, economic and social development of the industry and the enterprise; production capacity and human resources of the enterprise; production technology of the company's products; tax and environmental legislation; the procedure for drawing up and agreeing business plans for the production and economic and financial and economic activities of the enterprise; market methods of business and enterprise management; a system of economic indicators that allow an enterprise to determine its position in the market and develop programs for entering new sales markets; the procedure for the conclusion and execution of business and financial contracts; market conditions; scientific and technical achievements and best practices in the relevant industry; management of the economy and finances of the enterprise, the organization of production and labor; the procedure for the development and conclusion of sectoral tariff agreements, collective agreements and regulation of social and labor relations; labor legislation; rules and regulations of labor protection.

Qualification requirements. Higher professional (technical or engineering and economic) education and work experience in managerial positions in the relevant profile of the industry enterprise for at least 5 years.

The qualification characteristics are given in the Qualification Handbook of the positions of managers, specialists and other employees, approved by the Resolution of the Ministry of Labor of the Russian Federation of August 21, 1998 N 37 (as amended by the order of the Ministry of Health and Social Development of the Russian Federation of November 7, 2006 N 749).

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), 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 workers employed in research institutions, design, technological, design and survey organizations, as well as editorial and publishing departments.

The specified reference book 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).

Job titles of employees whose qualifications are included in the Handbook are established in accordance with All-Russian classifier occupations of workers, positions of employees and tariff categories OK-016-94 (OKPDTR) (as amended by amendments 5/2004 OKPDTR, approved by Rostekhregulirovanie), entered into force on January 1, 1996.

In connection with the above, let us draw the readers' attention to the fact that, according to Art. 57 "Content of an employment contract" of the Labor Code of the Russian Federation, if, in accordance with federal laws, the provision of compensation and benefits or the existence of restrictions is associated with the performance of work in certain positions, professions, specialties, then the names of these positions, professions or specialties and qualification requirements for them must correspond to the names and the requirements specified in the qualification reference books approved in the manner established by the Government of the Russian Federation.

Thus, if, for example, the remuneration of a specialist in accordance with Art. 147 of the Labor Code of the Russian Federation is made in an increased amount for work during harmful conditions labor, then the employer is obliged to be guided by the relevant qualification characteristics included in the Qualification Handbook of the Positions of Managers, Specialists and Other Employees, that is, the name of the position, profession, specialty and qualification requirements for them must correspond to the qualification characteristic.

If, in accordance with federal laws, the provision of compensations and benefits (increased wages, provision of additional leave, therapeutic and prophylactic nutrition, etc.) or the presence of restrictions are not associated with the performance of work in this position, profession, specialty, then the employer is free to choice - to be guided or not guided by the qualification characteristics in the given case. In other words, the employer has the right to independently decide on the name of the position, profession, specialty and qualification requirements for them.

In the practical application of the Qualification Handbook of the positions of managers, specialists and other employees, the following should be borne in mind.

1. 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 workers, the requirements for their knowledge and qualifications are determined on the basis of the characteristics of the respective basic positions contained in the Handbook. It should be borne in mind that the use of the official title "senior" is possible provided that the employee, along with fulfilling 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 supervising subordinate performers are assigned to a specialist of the I qualification category (for the qualification categories of specialists, see below in the text).

The duties of the "leading" 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). Requirements for the required length of service for leading specialists 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.

2. The qualification 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 the decisions made, 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.

As an example, we will give the requirements for the qualifications of a design engineer (designer), set out in the qualification characteristics of this position.

Engineer: higher professional education without any requirements for work experience.

3. The qualification characteristics of the positions of chiefs (heads) of departments serve as the basis for defining job responsibilities, knowledge requirements and qualifications.

4. Qualification characteristics 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, as well as their rights and responsibilities. If necessary, the duties included in the description of a certain position can be distributed among several performers.

In the qualification characteristics, the most characteristic jobs for each position are presented. Therefore, when developing job descriptions, it is allowed to clarify the list of jobs that are characteristic of the corresponding position in specific organizational and technical conditions, and the requirements for the necessary special training of workers are established.

5. In the process of taking measures to improve the organization and increase the efficiency of labor, it is possible to expand the range of duties of employees in comparison with the established corresponding characteristics. In these cases, without changing the job title, the employee may be entrusted with the performance of duties stipulated by the characteristics of other positions, similar in the content of work, equal in complexity, the performance of which does not require another specialty and qualifications.

6. Compliance of actually performed duties and qualifications of employees with the requirements of qualification 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.

7. 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.

8. The Handbook includes the qualification characteristics of mass positions, common to all sectors of the economy, most widely used in practice. The qualification characteristics of positions specific to certain industries are developed by ministries (departments) and approved in accordance with the established procedure.

The Government of the Russian Federation, by its decree of October 31, 2002 N 787 (as amended on December 20, 2003 N 766), approved the procedure for approving the Unified Qualification Handbook of the Positions of Managers, Specialists and Employees. The Government of the Russian Federation established (thereby confirming) that the Unified Qualification Handbook of the positions of managers, specialists and employees consists of the qualification characteristics of the positions of managers, specialists and employees, containing job responsibilities and requirements for the level of knowledge and qualifications of these employees.

This resolution instructed the Ministry of Labor and Social Development of the Russian Federation to organize, together with the federal executive authorities, which are entrusted with the management, regulation and coordination of activities in the relevant sector (sub-sector) of the economy, the development of a Unified Qualification Handbook of the positions of managers, specialists and employees and the procedure for their application, and also to approve the specified reference book and the procedure for its application.

In pursuance of the aforementioned resolution of the Government of the Russian Federation, the Ministry of Labor of the Russian Federation, by Resolution No. 9 of February 9, 2004, approved the Procedure for the Application of the Unified Qualification Reference Book of the Positions of Managers, Specialists and Employees. The specified Order basically repeats the text of the section " General Provisions"Qualification handbook of positions of managers, specialists and other employees.

The new Qualification Handbook is designed to ensure a rational division of labor, create an effective mechanism for the delineation of functions, powers and responsibilities on the basis of clear regulation labor activity workers 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, 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.

Deep socio-economic transformations of Russian society in the context of the transition to a market economy require fundamental changes in the regulation of labor relations, the organization of labor and the regulation of the labor activity of workers.

The change in the technological mode of production based on the widespread introduction of computer technology and informatization, the growing role of science and scientific and technological progress as a factor of economic growth, the strengthening of the social orientation of production activities, the implementation of privatization, the development of entrepreneurship, including medium and small business, have led to the evolution of property relations. and types of management in the direction of the diversity and plurality of their forms, the relationship between the employer and the employee, the intensification of their participation in equity capital and management, the development of collective-contractual relations.

The program of social reforms in the Russian Federation provides for the creation of economic and social conditions in the sphere of labor and labor relations as the main tasks for a significant increase in labor productivity, labor activity, the development of entrepreneurship and business initiative, as well as the introduction of reliable compliance mechanisms by enterprises, institutions and organizations of all forms property legal guarantees provided to employees of hired labor. The solution of these tasks can be achieved through the qualitative improvement of systems and methods of leadership and personnel management, the fullest use of the professional and creative potential of employees, rational organization their work and increase its efficiency, as well as competence, discipline, exactingness. At the same time, to overcome the crisis phenomena, the formation and effective functioning of the market mechanism requires the maximum mobilization of the reserves of economic growth, the activation of organizational-economic and socio-psychological factors, adherence to the principles of the correct selection, placement and use of personnel on the basis of establishing and observing qualification requirements for them. , a clear distribution of responsibilities of employees, increasing the level of their professionalism and the responsibility of each for the assigned work.

This Qualification Handbook of the positions of managers, specialists and other employees (technical executors) is designed to ensure a rational division of labor, create an effective mechanism for the delineation of functions, powers and responsibilities, a clear regulation of the labor activity of employees in the modern conditions of the development of market relations. As a normative document, the Qualification Handbook ensures continuity with the previous one.

The qualification characteristics of employees' positions used so far were mainly developed and approved ten or more years ago. They reflected the organizational, technical and economic conditions prevailing by that time, and, consequently, the level of professional and qualification, as well as the division of positions and organization of labor. The task of the developers of the Handbook was not only to create it at a qualitatively new level, to eliminate the shortcomings and gaps identified in the process of application, but also to supplement the characteristics of the positions that appeared in the new economic conditions.

The huge changes that have taken place over the past decade in economic, social, organizational and technical relations, as well as the practice of applying the current labor organization standards, which are the qualification characteristics of the positions of employees, have made it necessary to revise them, to further improve them, taking into account the new stage in the development of society, new requirements for employees, their knowledge of qualifications.

This Handbook has been supplemented with new qualification characteristics of employee positions, whose functions are related to the formation and development of market economic relations. These include, for example, the qualifications of the positions of an auditor, auctioneer, broker, dealer, manager, appraiser, marketing specialist, etc. The new characteristics reflect modern requirements and meet the objectives of the reforms being carried out in the country.

The characteristics of the manager's position require special attention. In countries with highly developed market economies, managers are called professional managers with special education, often obtained in addition to engineering, legal, economic. Managers carry out qualified management of the enterprise (top level), its structural units (middle level) or ensure the implementation of certain activities and business areas (bottom level).

All managers - directors of enterprises, institutions and organizations and other line managers - heads of shops and other structural divisions, as well as functional departments can be considered top and middle-level managers in relation to the current job structure.

As for grassroots managers, in the context of development commercial activities, small and medium-sized businesses, the need arose to determine their place and functional role as organizers of this activity, ensuring its compliance with the conditions of the external environment (economic, legal, technological and other requirements).

In the context of the transition to a market economy, the role of workers performing appraisal activities at facilities belonging to the Russian Federation, constituent entities of the Russian Federation or municipalities is increasing. Establishing the value of the objects of appraisal is necessary for their privatization, carrying out accounting, commercial use, which requires the determination of book, rental, liquidation, insurance, borrowed and other types of value, depending on specific needs and goals. In this regard, the Handbook includes the basic qualification characteristics of the appraiser position. Taking into account the demands of life, this edition of the Handbook is supplemented by the qualification characteristics of the position of an intellectual property appraiser approved by the Ministry of Labor of Russia.

At the same time, an objective necessity was the revision of the current qualification characteristics of traditional positions, the introduction of significant changes and additions in them in connection with the transformations that have taken place, as well as taking into account the practice of applying these characteristics. In all qualification characteristics, both new and revised, the regulation of the labor functions of various categories of employees was carried out in order 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. When recruiting personnel and determining the requirements for the level of qualifications of employees, changes introduced by federal legislation should be taken into account. So, for positions, the qualification characteristics of which provide for the presence higher education, you must be guided by August 22, 1996 N 125-FZ "On higher and postgraduate vocational education" (Collected Legislation of the Russian Federation, 1996, N 35, Art. 4135). In accordance with this, higher professional education has three stages: bachelor, graduate, master.

When hiring and carrying out certification, one should proceed from the fact that the qualification (degree) "bachelor" is assigned to a graduate of a higher educational institution after 4 years of mastering the basic educational programs of higher professional education; qualification "certified specialist" - after 5 years of mastering the basic educational programs of higher professional education; the qualification (degree) "master" is awarded after 6 years of mastering the basic educational programs of higher professional education.

The qualifications of employees' positions included in the Handbook have been revised taking into account the Russian Federation, as well as those adopted for last years legislative and regulatory legal acts.

Each qualification characteristic is a normative document that defines the labor function of an employee and regulates its content, contributing to the provision of optimal technology for the work performed, rational division of labor, high organization, discipline and order at each workplace, as well as improving the personnel management system. As regulatory framework the qualification characteristics of the positions of employees are intended for use in enterprises, institutions and organizations different forms property, organizational and legal forms and sectors of the economy, regardless of their departmental subordination.

On the basis of qualification characteristics, job descriptions are developed for specific employees, in the compilation of which the responsibilities provided for in the characteristics are specified, taking into account the peculiarities of the organization of production, labor and management, technology of execution labor processes... At the same time, it is important that, both in the qualification characteristics and in the job descriptions, the personnel management services, organization of labor and wages, training and advanced training of personnel ensure the exact correspondence of the names of positions of workers' professions, positions of employees and wage categories.

This Handbook includes the qualification characteristics of mass positions, common to all sectors of the economy, most widely used in practice. The qualification characteristics of positions specific to certain industries are developed by ministries (departments) and approved in accordance with the established procedure.

A new stage in the development and improvement of the entire legal framework of labor relations was the adoption and implementation from February 1, 2002 of the Russian Federation, which legislatively enshrined the rights and obligations of both employees and employers. In the Labor Code, much attention is paid to the regulation of labor of employees, which means the establishment and strict observance of certain rules, regulations and standards in accordance with which the labor activity of personnel is carried out.

Labor regulation of workers and its constituent elements - the names of professions and positions due to the performed labor function, as well as qualification characteristics and qualification reference books - are closely related to the most important areas of legal regulation of labor - labor relations, labor contracts and wages... So, in the Code, labor relations are defined as relations based on an agreement between the employee and the employer on the employee's personal performance for a fee of the labor function (work in a certain specialty, qualification or position), the employee's submission to the rules of the internal labor schedule, while the employer provides the working conditions stipulated by the labor legislation, collective agreement, agreements, labor agreement.

The Labor Code establishes that one of the essential, i.e. mandatory conditions employment contract, concluded between the employer and the employee, is the name of the position, specialty, profession with an indication of qualifications in accordance with staffing table organization or specific job function. If, in accordance with federal laws, the provision of benefits or the existence of restrictions is associated with the performance of work in certain positions, specialties and professions, then the name of these positions, specialties or professions and qualification requirements for them must correspond to the names and requirements specified in the qualification reference books approved in, established by the Government of the Russian Federation.

Thus, defining the content of an employment contract, it establishes the following three important conditions: firstly, in the contract the names of positions, specialties, professions must be indicated in accordance with the labor function that characterizes them, stipulated by the agreement of the parties; secondly, the names of positions, specialties or professions, if by federal laws, the performance of work on them is associated with the provision of benefits or the presence of restrictions, must comply with their names and requirements specified in the qualification reference books; and, thirdly, these qualification reference books must be approved in the manner established by the Government of the Russian Federation. The plan for the preparation of draft regulatory legal acts of the Government of the Russian Federation necessary for implementation (order of the Government of the Russian Federation of April 17, 2002 N 516-r, clause 6), in particular, provides for the establishment of the procedure for approval of the Unified qualification reference book of positions of managers, specialists and employees ( Collected Legislation of the Russian Federation, 2002, N 16, Art. 1596).

The correct application, in accordance with the qualification reference books, of the titles of positions, specialties and professions determined by the labor function, ensures that employees who have the right to various benefits, guarantees and compensation established by law, receive them in the form of: additional leave and reduced working hours for work in hazardous working conditions ; preferential pension provision; free distribution of special clothing, special footwear and other personal protective equipment, etc.

Labor Code RF (), along with the indication on the use of the Unified Tariff and Qualification Reference Book of Work and Occupations of Workers (ETKS) in billing, provides for the use of the Unified Qualification Reference Book of the Positions of Managers, Specialists and Employees (hereinafter referred to as the CKSDS). And if the ETKS of workers has been used in practice for many years in the tariffication of work and the assignment of tariff categories, i.e. Since considerable experience has been accumulated in its application, the Unified Qualification Handbook regulating the labor activity of managers, specialists and other employees is currently absent.

As practice shows, nowadays there is a need, taking into account the accumulated experience and new labor legislation, to revise the existing branch tariff and qualification characteristics and qualification manuals of employees, especially those adopted many years ago, to create a Unified qualification reference book of employee positions similar to the ETKS workers. The General Agreement between All-Russian Associations of Trade Unions, All-Russian Associations of Employers and the Government of the Russian Federation for 2002-2004, in particular, provides for the development of a national system of professional standards, as well as to prepare proposals with appropriate justifications for giving this Qualification Handbook a status that is mandatory for use in organizations, regardless of their organizational and legal form and form of ownership (Bulletin of the Ministry of Labor of Russia, 2002, N 2, p. 80).

When developing the Unified Qualification Handbook for the positions of managers, specialists and other employees, it is important to ensure that the general principles tariffication of all work performed, primarily in terms of complexity, taking into account the specifics of managerial work and the grouping of these works, based on their functional purpose in the management system. Taking into account the peculiarities of the organization of work of employees, due to the nature and content of the labor functions they perform, in the Qualification Handbook it is necessary to describe the work and determine the requirements for knowledge (education), skills and the necessary experience (length of service) for employees who will occupy the relevant positions.

The preparation of the Unified Qualification Handbook for the positions of managers, specialists and other employees should be based on the accepted division of them into three categories: management decisions and organize their implementation, coordinate the activities of structural divisions and performers, etc.), specialists (are engaged in solving engineering, technical, design, economic, information, planning, procurement and other tasks) and technical executors (perform accounting, copying and duplicating work, conduct primary processing and transmission of information, timekeeping, etc.).

Research work carried out by the Institute of Labor of the Ministry of Labor of Russia, as well as within the framework of its cooperation with scientific organizations of the CIS countries, can contribute to the development of a Unified Qualification Handbook for the positions of managers, specialists and other employees.

Currently, the main industry-wide regulatory document, the use of which creates the possibility of establishing unity in defining the job duties of employees and qualification requirements for them, is the published Qualification Reference Book of the positions of managers, specialists and other employees, developed by the Labor Institute and approved by the decree of the Ministry of Labor of Russia dated August 21, 1998 No. 37, as amended. Along with this Employee Skills Handbook budgetary sphere, which covers 15 million people, or every fourth employed worker in the country, industry-specific tariff and qualification characteristics (requirements) apply. To such regulations that determine job duties and other requirements for employees, include tariff and qualification characteristics for the positions of employees of educational institutions, health care workers, workers in science and scientific services, etc. In a number of sectors of the economy, there are qualification reference books for managers and specialists. An example of such a reference is

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.

All-Russian classifier of workers' professions, office positions and wage categories 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 workers employed in research institutions, design, technological, design and survey organizations, as well as editorial and publishing departments.

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 jobs that are characteristic of the corresponding position in specific organizational and technical conditions, and the 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 the efficiency of labor, it is possible to expand the range of responsibilities of employees in comparison with the established corresponding characteristics. In these cases, without changing the job title, the employee may be entrusted with the performance of duties stipulated by the characteristics of other positions, similar in the content of work, equal in complexity, the performance of which does not require another specialty and qualifications.

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 intended 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 workers 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, 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 the 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 workers employed in research institutions, design, technological, design and survey organizations, as well as editorial and publishing departments.

4. Qualification characteristics in enterprises, institutions and organizations can be used as normative documents direct action or serve as a basis for the development of internal organizational and administrative documents - job descriptions containing a specific list of job duties of employees, taking into account the specifics of the organization of production, labor and management, as well as 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 jobs that are characteristic of the corresponding position in specific organizational and technical conditions, and the 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 job title, the employee may be entrusted with the performance of duties stipulated by the characteristics of other positions, similar in the content of work, equal in complexity, the performance of which does not require another specialty and qualifications.

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

In the section "Job responsibilities" the main labor functions which may be entrusted in whole or in part to an employee who 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 made, 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 qualifications of derived positions (senior and leading specialists, as well as deputy heads of departments). The job responsibilities of these workers, 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 I qualification category.

The duties of the "leading" 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 defining job responsibilities, knowledge requirements and qualifications of heads of 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 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 occupational safety and the environment 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 standards.

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 without special training or work experience, established by the requirements to qualification, but possessing sufficient practical experience and performing the job duties assigned to them with high quality and in full, on the recommendation of the certification commission, as an exception, they can be appointed to the relevant positions in the same way as persons with special training and work experience.