What applies to the work of various qualifications. Qualification levels in occupational standards

Recent legislative amendments involve the replacement of outdated specialized reference books with modern legislative standards - A set of requirements for specific professions and a division into skill levels in professional standards are also being introduced. They are understood as a certain list of requirements that the skills and education of an employee must meet.

The concept of professional standards, their scope

Based on Art. 195 of the Labor Code of the Russian Federation, a professional standard is a document with a set of specific professional characteristics that employees must comply with in order to perform specific tasks in their position.

The first drafts of such documents were recorded back in 2013. However, only since 2015, some of them have become mandatory for a number of employers, professions and positions.

Occupational standards can be developed by employers on their own or with the involvement of additional experts in this field. In addition, standards adjusted to the needs of a particular enterprise can also be developed on order in law firms, that is, by third parties.

The main requirement for the draft professional standard is the compliance of the provisions of the document being developed with the methodological instructions of the Ministry of Labor of the Russian Federation, the layout of the template professional standard, as well as the competent distribution of qualification levels in the document.

Upon the formation of the draft standard, together with the attached documents, it is sent to the Ministry of Labor of the Russian Federation for consideration and approval. The project can be rejected, accepted or sent for revision. The process of formation and adoption of such standards is fixed in the RF GD No. 23 of 01/22/2013.

The sphere of application of professional standards is the work activity of employed citizens. They are necessary to describe the norms of the work process of the subject, as well as the required level of his experience, practical skills and education.

In particular, qualification levels describe the following requirements for an employee:

availability of specific knowledge and skills in accordance with the profile of the professional standard and the position of the subject;
required level of qualifications official duties subject, as well as its powers.

Adjustments to the labor legislation of the Russian Federation in 2016-2017

Qualification levels are a necessary assessment stage when applying for a job. Compliance with the knowledge of the subject is the possibility of potential employment in the desired position.

Starting from July 2016, each employee of the organization must meet the professional requirements of qualification levels, if such is enshrined in local regulations or the Labor Code of the Russian Federation.

However, the effect of professional standards does not apply to the list of specialties whose activities are not related to obtaining benefits. Also, the regulations of the standards do not apply to those professions whose labor functions do not have a clear description in any legislative act. So, for government employees, compliance with the standards is mandatory, for most commercial structures - this rule is advisory in nature.

Any commercial company has the right to develop local regulations or job descriptions based on the state professional standard in accordance with the needs of the enterprise.

In addition, based on the RF GD No. 23 dated January 22, 2013. for such employers, the right to independently form standards is provided. And from 01/01/2017 the manager, if required by the current situation in the organization, can, on his own initiative, certify a subordinate in order to determine the level of his current qualifications. Also, in case of inconsistency with the qualification level of the position occupied by the subject, the person may be sent to additional education courses.

Positions falling under the regulation of professional standards and qualification requirements

Positions for which professional standards are mandatory for use:

employees of the educational sphere on the basis of Federal Law No. 273 "On Education" dated December 29, 2012;
cadastral engineers, based on the Federal Law No. 221 “On the State Real Estate Cadastre” dated July 24, 2007;
doctors and pharmacists, based on the Order of the Ministry of Health no. 707 of 08.10.2015;
pilots, relying on the Order of the Ministry of Transport of the Russian Federation No. 147 of September 12, 2008;
employees of a legal profile on the basis of Federal Law No. 63 "On advocacy" dated May 31, 2002;
auditors, based on the Federal Law No. 307 “On Auditing Activities” dated December 30, 2008;
senior or chief accountants of some organizations, based on the Federal Law No. 402 "On Accounting" dated 06.12.2011;
forensic experts working in public institutions, are based on the Federal Law No. 73 "On forensic activities in Russia" dated May 31, 2001;
employees working in municipal institutions, proceeding from the Federal Law No. 79 "On the Civil Service" of July 27, 2004;
judges, based on the Federal Law No. 3132 “On the Status of Judges” dated 06/26/1992.

Qualification levels of professional standards

Skill levels describe the powers and responsibilities of employees in specific positions, as well as the necessary skills and level of education to perform their job functions.

In addition, the text of the document also reflects the special conditions that can be met by the subject in order to obtain the desired qualification. In particular:

the passage of briefings on the profile of the profession;
obtaining the necessary educational level in special programs;
obtaining additional technical or higher education in the profile of the position held;
having a certain number of years of work experience.

Thus, the qualification levels are divided into 9 categories:

First level. It is supposed to perform the simplest tasks using physical labor and basic factual knowledge. The possibility of obtaining such a qualification is simple - it is enough to be instructed before the direct execution of tasks. Practice also shows that many employers do not require experience at this qualification level. At the same time, experience is often not decisive.
Second and third levels. It implies the execution of typical tasks, the theoretical basis of which can be obtained based on primary education for a particular professional profile. In addition, such an employee will also have to undergo retraining to familiarize himself with the specifics of production activities.
fourth and fifth levels. A qualification of this kind implies the initial skills of personnel management. In addition, the employee is required to be able to bear responsibility for the result of the labor activity of the entire unit. The requirements of this qualification include secondary vocational education or general vocational training in accordance with the standard state educational program in the presence of retraining.
Sixth level. Such a qualification implies the presence of a higher education of the "bachelor" category or secondary specialized education. This allows the employee to master the skills of working outside the team, as well as the ability to manage a large working group of subordinates (branch or institution). Such an employee should perform the functions of improving specific technological aspects or methodological developments in order to improve the production process as a whole.
Seventh level. This category of qualification is suitable for the management apparatus of the highest rank. Managers are meant large companies or individual branches of large-scale institutions. So, such an employee must master the techniques of strategic planning and high level the ability to manage a large number of staff. In addition, high educational requirements are also imposed on such subjects. Such employees must have a specialist or master's degree in a specific field of activity.
Eighth and ninth levels. They require the necessary knowledge and skills to work in leading positions in global corporations or the state, as well as large-scale research activities. Educational requirements are also high: the subject must have a master's or specialist's higher education, as well as a scientific degree (that is, the completion of a graduate school, postgraduate or residency).

Practical application of qualification levels

Qualification levels of professional standards are used to form similar documents for various specialties. Thus, the application of standards in enterprises and organizations can significantly change the adopted personnel policy, as well as change the order of work of specific subordinates.

It is also important to know that dismissal due to "non-compliance with the requirements of the professional standard" is illegal. The Labor Code of the Russian Federation does not provide for such a basis for depriving a person of a job. However, at the same time, it is prohibited to perform labor duties for those employees whose qualifications do not correspond to their position.

For example, arbitrage practice shows that such cases can be fraught with consequences:

The described judicial practice is recorded for the period of time when professional standards were just introduced. However, such cases provide an opportunity to predict the future practice of using professional standards in relation to qualification levels.

Thus, information about skill levels is important information for the employer. In accordance with these data, the head of the company can hire only highly qualified employees for certain positions. In addition to optimizing activities, this will avoid liability and illegal labor process.

Qualification levels are part of the occupational standard. They express the level of training that an employee must meet to perform specific duties and functions. If a subordinate is found to be inconsistent with his position, the manager must send the subject to advanced training levels or transfer to a less difficult position.

Qualification is the ability of a specialist to perform work of a certain complexity. Qualification is determined by theoretical training, depending on the level of education, and experience acquired in practical activities. Each profession requires its own combination of theoretical training and experience.

By skill level, workers are divided into:

low-skilled

qualified,

highly qualified.

For specialists, two types of qualifications can also be distinguished, depending on:

level of education: specialists with secondary specialized education;

specialists with higher education;

highly qualified specialists with academic degrees (candidate and doctor of science) or academic title (associate professor, senior researcher, professor);

from the received specialty: economist, economist-manager, mechanical engineer, process engineer, engineer-economist, etc.

Tariff categories are used to characterize the level of qualification of workers. The main factors influencing the qualification category are the level of education of a particular employee and the complexity of the work that requires appropriate qualifications. These requirements are laid down in the qualification characteristics provided by the qualification reference books “Unified Tariff and Qualification Reference Book of Works and Professions” and “Qualification Reference Book of Employee Positions”.

The level of qualification of employees of enterprises is assessed by the following tariff categories

workers - from 1 to 8;

specialists with secondary education - from 6 to 10;

specialists with higher education - from 10 to 15;

heads of structural divisions - from 14 to 19;

chief specialists - from 15 to 22;

line managers - from 11 to 20;

head of the organization from 16 to 23.

The specifics of the enterprise, its size, organizational and legal form and industry affiliation determine the requirements for the professional and qualification composition of employees.

The structure of the personnel of the enterprise is characterized by the ratio of the number of individual categories of workers in their total number. The largest share in the personnel structure of industrial enterprises is occupied by workers.

2. Characteristics of the personnel of the enterprise

2.1. Quantitative characteristics of personnel

The personnel of the enterprise and its changes have certain quantitative, qualitative and structural characteristics, which can be measured with a lesser or greater degree of reliability and reflected in the following absolute and relative indicators:

payroll - employees under an employment contract performing permanent, seasonal or temporary work;

average number - the number of employees for a certain period (month, quarter);

attendance - the number of people on the payroll who went to work on a given day, including those on a business trip;

total turnover ratio - the ratio of the total number of accepted and retired in the average headcount;

acceptance rate. Amount accepted / average headcount;

layoff turnover rate. The amount of retired / average headcount;

coefficient of current frames. The amount of those who left for undesirable reasons (dismissal at a personal request, non-compliance with labor discipline) / average headcount;

personnel replacement rate. The amount of accepted / the amount of retired;

staff retention rate. The amount of employees who worked for 1 year / average headcount.

This combination of the above and a number of other indicators can give an idea of the quantitative, qualitative and structural state of the enterprise's personnel and trends in its change for the purposes of personnel management, including planning, analysis and development of measures to improve the efficiency of the use of the enterprise's labor resources.

In many areas of life, you can often hear about the presence or absence of any qualification. From the article you can learn that qualification is a very broad concept and even its term has two main translations.

The meaning of the concept

WITH in English the term is translated as "quality", which means the degree of displayed merit. In an older translation (from Latin), the word "qualification" is a combination of the words "what" and "do". In other words, how good is what is being done.

Depending on the field of application, the term means an assessment of the degree of quality or the levels provided.

Qualification types

Qualification is a rather broad concept. There are various types of it, distinguished depending on the scope of application:

in education, this is the level of preparation of those who have graduated from an educational institution (secondary or higher);
in labor relations - the level of manifestation of professional qualities, the degree of suitability for certain requirements;
in sports - preliminary (qualifying) competitions;
in criminal law - an assessment of a specific socially dangerous action.

In addition to the division by scope, the qualifications of the employee and work are distinguished.

Employee Qualification

For an employee, qualification is the degree of his training in a professional sense. In other words, this is the level of his training, the availability of experience, theoretical and practical skills to perform a certain type of activity. Most often, the qualification is established in the form of a category or category.

The employee has the right to take advanced training courses and then receive a higher category or rank. This will increase his wage. But if the employee cannot confirm the existing category, the employer will have the right to lower it and even terminate the employment contract.

The procedure for determining the level of professional training has its own characteristics in each individual country. They are written into the labor law.

Job Qualification

This characteristic is set depending on the degree of complexity, responsibility of the employee during the performance of labor duties. It is determined in accordance with the existing records of the tariff-qualification categories, which relate to a particular specialization.

What is a job qualification and why is it important? It is used in setting tariff rates and salaries from which wages are calculated. In simple words wages depend on qualifications.

Professional qualification

This is the name of the professional training of an employee who has to perform a certain type of activity. The work requires one or another qualification, determined depending on its expected complexity and the required quality of performance.

The most common steps are:

initial vocational education allows you to be a worker;
secondary education - technician;
higher - specialist.

Among working specialties, there are 6 categories, which are registered in a special grid. As a rule, vocational schools produce workers of 3-4 categories.

There is a network for teachers. So after graduating from a higher educational institution, a teacher takes up the position of a specialist and works without a category. Then he can raise it to the 2nd, 1st, highest. The last qualification stage in pedagogy is the category of teacher-methodologist.

Employees have their own grid. It consists of 18 bits.

Do not forget that in real working conditions, qualification according to the grid does not always correspond to real mastery. In addition to advanced training, the employee must have a sense of responsibility, professional duty, civic maturity.

Qualification is the preparedness of an employee for professional activity to perform work of a certain complexity within the framework of a profession, specialty, specialization.
In the Labor Code, the concept of "qualification" is defined as the level of general and special training employee, confirmed by the types of documents established by law (certificate, diploma, certificate, etc.).
Qualification is a component of the vocational education standard and is characterized by a step and a level.
The qualification level is a stage of training professional personnel in the system of continuous education, reflecting the volume and ratio of general and professional! about education and completed by obtaining the relevant document (certificate, certificate, diploma).
A skill level is the degree of professional skill within a particular skill level. The essential characteristics of the level of qualification are: the amount of knowledge and skills; quality of knowledge and skills; ability to rationally organize and plan work; the ability to quickly adapt to changes in equipment, technology, organization and working conditions.
Requirements for different skill levels in relation to specific professions and specialties are established by the relevant local (local) documents in the tariff and certification system.
Determining the qualifications of personnel is regulated by administrative, agrarian and labor legislation. With the help of administrative law, the qualifications of graduates of special educational institutions and a number of other persons. Agrarian law establishes the rules for determining the qualifications of members of agricultural organizations. Labor law regulates the rules for determining the qualifications of employees, the conditions for the emergence of labor relations.
When determining the qualifications of employees, they are guided by a system of generalized indicators, highest value among which they have ranks, classes and categories.
With help tariff categories the qualifications of the majority of workers in industrial, construction and other organizations are determined. Class ranks are assigned to transport drivers, specialists Agriculture etc. The level of qualification of specialists in a number of industries is fixed using the categories Quantitative and qualitative results of labor activity, the level of professional preparedness of employees reflect the following indicators:
duration of experience in this work (special
TI);
availability of general and special education;
the measure of responsibility for the entrusted whole, and so on.
These indicators have a great theoretical and practical
great importance in agreeing on the content of an employment contract, resolving issues about the workplace, adapted measures, certification and others. Thus, the labor function is established in accordance with the employee's qualification, which, in turn, is expressed in categories, classes, categories. Legal norms establish the legal obligation of the employer to record such indicators in a timely and objective manner, i.e. correctly determine the qualifications of employees, guaranteeing them work in accordance with their vocation, abilities, education and taking into account social needs.
The definition of qualification is the establishment of the level of knowledge and skill of an employee, the compliance of this level with certain requirements, due to one or another complexity of the work of the corresponding specialty.
S. Qualification of an employee is determined on the basis of certain qualification features derived from the complexity components included in the concept of qualification. works, the totality of knowledge, production experience, degree H of the ability and skills of the employee. Such features may include; the volume of special and general education, work experience in this profession, the ability to perform ügt; certain operations, manage mechanisms, units and devices, compliance of the employee’s personal data with professional requirements, the measure of responsibility for the work assigned, etc. Determining the qualifications of an employee when hiring is necessary for the correct and prompt determination of the compliance of his data with the requirements of his work life. Qualitative determination of qualifications clarifies the content of a written employment contract, labor function, labor rights and obligations, wages and other elements of an employment legal relationship. Determining qualifications when hiring shows the possibility or impossibility of admitting an employee to perform a certain job. On the contrary, untimely identified inconsistency with future work increases the likelihood of disappointment in it or other undesirable phenomena.
Labor law establishes the obligation of the employer to establish the qualifications of the hired workers. However, this obligation does not apply to all employment cases. For example, persons accepted as apprentices do not have professional training and therefore their qualifications are not established.
Labor law provides for the following forms of establishing qualifications when applying for a job: documentary establishment, testing, medical examination, probation, interview, test tests and passing a special exam.
The documentary establishment of qualifications upon admission to work is carried out on the basis of various documents that have legal force.
The qualification of graduates of special educational institutions is determined by a diploma, certificate, certificate, certificate.
The qualifications of workers can be established by entry in the work book on the basis of the assignment assigned to them. qualification category, class.
The study of documents helps to establish the business, moral and other characteristics of employees, the level of their professional preparedness. A certain list of documents presented by applicants at the conclusion of an employment contract is established in the Labor Code. Employment without the specified documents is not allowed. It is forbidden to demand documents that are not provided for by law when concluding an employment contract. The significance of the documents lies in the fact that they confirm the age, the level of professional readiness, which are necessary for the coordination of the labor function and other conditions of the employment contract, and the clarification of official duties.
The legislation also provides for other forms of familiarization with the data of an incoming person. When hiring, with the agreement of the parties, a test may be stipulated in order to verify the compliance of the employee with the assigned work. This condition is provided by the TC. but its inclusion in a written employment contract is allowed only by mutual agreement of the parties. If the employee objects, the contract is either rejected or concluded without this condition.
The test period is determined by the TC. and only its maximum duration is regulated (no more than three months). By mutual agreement of the parties, a probationary period can be appointed, for example, for one or two months. The establishment of a test is not a mandatory condition of the employment contract, but if an agreement is reached on it, it must be indicated in the text of the employment contract and the order (instruction) on employment The probationary period is calculated only in working days. Thus, the probationary period does not include the period of temporary disability and other periods when the employee was absent from work for good reasons.
The test is not established when hiring employees under the age of 18; young workers after graduating from vocational schools; young professionals after graduating from higher and secondary specialized educational institutions; disabled people; temporary and seasonal workers; when transferring to work in another area or to another employer; when applying for a job on a competitive basis; in other cases provided for by law (for example, when transferring an employee who is in an employment relationship with an employer from one position to another or from one unit to another).
Each of the parties has the right to terminate the employment contract with a preliminary test;

before the expiration of the preliminary test period, notifying the other party in writing three days in advance;
on the expiration date of the preliminary test.

An unsatisfactory test result gives the employer the right to terminate the employment contract with the employee. In this case, the employer is obliged to indicate the reasons that served as the basis for recognizing the employee as having failed the test.
The employee has the right to appeal against the decision of the employer in court. If, before the expiration of the preliminary test period, the employment contract with the employee is not terminated in accordance with part one of Art. 29 of the Labor Code, then the employee is considered to have passed the test and termination of the employment contract with him is allowed only on a general basis.
A test when hiring is an optional condition of an employment contract, a test of professional preparedness when performing tasks related to the labor function of an incoming employee on time. The test helps to determine the level of his qualifications, compliance with the work performed and change the measures of adaptation and labor protection.
The employee has the right to appeal the results of the test in the general manner: in the commission on labor disputes (CTS), in court. If unsatisfactory results of the test are accompanied by his release from work, then the complaint is filed with the district court
In some cases, labor legislation establishes a mandatory medical examination upon employment.
For example, minors under the age of 18, employees engaged in heavy work, in work with harmful working conditions, as well as in maintenance work are subject to a preliminary medical examination. Vehicle, employees of enterprises Food Industry, public catering and trade, medical institutions and some other organizations. Specified measures aimed solely at protecting the life and health of both the workers themselves and those in contact with them. labor activity.
The results of the medical examination are documented in a special document.
An internship is one of the forms of establishing qualifications when hiring young professionals. The internship has a multi-purpose purpose. It helps to clarify the qualifications of personnel, quickly develop adaptation measures, improve the level of professional training of workers, and as such is a guarantee of the right to work. The internship is applied to transport drivers, employees law enforcement and other categories of workers.
The regulation on the distribution of graduates of state higher and secondary specialized educational institutions of the Republic of Belarus, approved by the Ministry of Education, the Ministry of Economy, the Ministry of Justice, the Ministry of Labor and the Ministry of Finance, does not provide for a mandatory internship for young specialists during the first year of work.
In practice, the internship of young specialists, as a rule, is provided for in the local acts of enterprises (organizations).
During the internship period, young specialists acquire the relevant qualifications. Therefore, workers who have received higher education in the system of evening or correspondence education and have at least one year of work experience in the relevant specialty, during which they have already acquired initial qualifications, are exempted from internships.
The qualification obtained during the internship period is established by the collegial body (commission) in the appropriate manner
Coordination of the job function and other terms of the employment contract begins with an interview with the incoming employee
Interviewing is one of the most important forms of determining qualifications in hiring Appointment to a position after pre-selection and interview is a situation where an organization in the person of an HR employee and a candidate for this position try to determine to what extent their own interests can be satisfied as a result of this appointment.
A preliminary interview when applying for a job is aimed at finding out the education of the applicant, assessing his personal qualities, etc.
At this stage of qualification, prior to the entry into force of the employment contract, the employee can change his original intention to join the job. The organization also has the right to refuse the services of an employee, but in cases and on the grounds specified in the legislation
There is a difference in the position of the parties. The employee, changing the original intention, may not indicate the reasons for his decision, in any case, the law does not oblige him to do so. The organization is obliged to explain the reason for the refusal, permissible only for business reasons, with a good reason.

The law on professional standards has been in force for several months, but not everyone has finally figured out how to apply the new regulation in their companies. To help employers practical advice one of the most respected Russian experts in labor law, Maria Finatova.

What is this article about? Once again about professional standards, the application of which is still not clear to many. Let's talk about how to learn to determine the professional level at which the employee is.

All qualification levels specified in professional standards are used during their development to describe labor functions, requirements for education and training of employees. Uniform requirements for the qualifications of workers, established by skill levels, can be expanded and refined taking into account the specifics of the types of professional activity.

The level of qualification is defined as the ability of an employee to perform labor functions (tasks, duties) determined by the composition and level of complexity, which is achieved by mastering the necessary set of theoretical knowledge and skills.

The normative act that names qualification levels is the order of the Ministry of Labor and Social Security RF of April 12, 2013 N 148n "On the approval of qualification levels in order to develop draft professional standards." There are 9 levels in total and each has its own requirements. The higher the level, the higher the requirements, the lower the level, the lower the requirements for the position. Usually the 1st level is unskilled work, for which there are no strict requirements. 2,3,4 levels of working specialties, 5.6 - specialists, 7.8 leaders of the organization, top managers, 9 - the country's leadership.

Each level has certain indicators, which include: powers and responsibilities, the nature of knowledge, the nature of skills and the main ways to achieve qualifications, on the basis of which a professional standard is developed.

For example, at the 1st qualification level they are like this:

And at the 6th qualification level, these are:

In order to understand at what level a particular employee is, the employer needs to carry out a whole range of activities:

To begin with, select the appropriate professional standard for compliance with which the position of the employee will be checked.
Then analyze its labor function, defined employment contract or job description for its compliance with the labor actions (TD) provided for in the chosen professional standard.
After that, the already verified labor actions are compared with labor functions in the same professional standard.
And in the end, from the compared labor functions (TF), determine which or which generalized labor functions (GTF) the employee is suitable for.

For each generalized labor function (GTF), the corresponding qualification level is indicated in the professional standard. By a simple procedure, you can determine what qualification level an employee has and what requirements are set for him.

For example, if we take the professional standard of the "Accountant", then you can see that it has only 2 qualification levels: 5 and 6 for the positions of "Accountant" and "Chief Accountant", and, accordingly, the requirements for these qualification levels are different. When comparing, it may turn out that one of the workers does not meet the standard, because he does not have enough experience, or length of service, or the necessary education at a certain level for him. In this situation, the employer must solve this problem: in the case of education, by sending the employee to study, in the case of experience and seniority, by transferring the employee to another position.

Situations may be different, but it must be remembered that the requirements of Law No. 122-FZ must be met by all employers, regardless of the legal form, form of ownership, number of employees, etc. However, the law does not provide for dismissals for non-compliance with professional standards. Therefore, it is important and possible to find the right solution in each specific situation with each specific employee.

Maria Finatova, Head of the Department of Consulting Projects and Partner of Valentina Mitrofanova Group of Companies

$mob_info$