I need a consultation on the transfer of a specialist: I want to transfer a HR specialist without a category - a HR specialist of the first category. The candidate has higher education, program of a specialist in the specialty "Expertise and management of real estate", qualification "Engineer", graduation year 2016, work experience as a human resources specialist 2 years 9 months. According to the job description of a human resources specialist, a higher professional education and work experience as a HR specialist of the 2nd category for at least 2 years. Is it possible to transfer to the first category a candidate with the above education “in the light of professional standards”?

Answer

Answer to the question:

Unfortunately, the categories are not assigned to personnel specialists.

By general rule, job titles, qualification requirements, the employer determines at his own discretion.

But if with the performance of work in certain positions or professions, labor legislation links the provision of compensation and benefits (early retirement, additional leave) or establishes any restrictions, then the names of such positions and professions, qualification requirements must comply qualification guides, professional standards . This correspondence should be observed as in employment contract with an employee, where his position will be indicated (performance of work by profession), and in staffing organizations. This is stated in Art. 57 of the Labor Code of the Russian Federation.

This rule applies to:

1. Employees who work during harmful conditions labor;

2. Pedagogical, medical workers, "northern" employees and others who are entitled to a preferential pension: ;

3. Any other employees, if in accordance with the Labor Code of the Russian Federation, other federal laws with the performance of work according to certain positions, professions, specialties related to the provision of compensation and benefits or the presence of restrictions.

Note that this state of affairs was before, only there was no indication of the application of professional standards, along with the EC.

Qualification guides in connection with the introduction of professional standards are not canceled , and you can use them as well as professional standards, and in the absence of a professional standard, continue to use the CEN in order to determine the title of the position and qualification requirements for employees. In the future, it is planned to replace the ETKS and EKS with professional standards, as well as individual industry requirements for the qualifications of workers, approved by legislative and other regulatory legal acts that are already in place at the present time (for example, in the field of transport, etc.). But such a replacement, according to the Russian Ministry of Labor, will take place over a fairly long period.

Qualification guide for individual groups of specialists internal categorization of wages is provided. Qualification categories (specialist, category III, category II, category I) are established by the head of the organization, taking into account the degree of independence of the employee in the performance official duties, his responsibility for decisions made, attitude to work, efficiency and quality of work, as well as professional knowledge, practical experience, determined by work experience in the specialty, etc.

Attention: With regard to HR specialists, there is no internal division into categories. Such specialists are not assigned categories.

The assignment, as well as the increase (downgrade) of qualification categories to employees is carried out based on recommendations attestation commissions . When preparing recommendations on the assignment of qualification categories, the following are taken into account: the following factors: the profile of the organization, the level of theoretical training and practical skills, compliance with the qualification characteristics (job descriptions) of specialists and work experience.

The procedure for conducting attestation is established by labor legislation and other regulatory legal acts containing norms labor law, local regulations adopted taking into account the opinion of the representative body of workers (see Letter No. 1028-s dated April 30, 2008).

Details in the materials of the System Personnel:

1. Answer:How to apply professional standards

Appointment of professional standards

Why are professional standards developed?

A professional standard is a specification of a qualification that an employee needs to perform a certain kind professional activity(). The standard can be developed both for a specific position or profession, for example, for a welder, teacher, and for activities that include whole groups of related positions and professions, for example, personnel management, media, financial specialists.

In contrast to those used today, the structure of describing a qualification characteristic in a professional standard provides for the use of a more modern design that meets the realities of modern business and the labor market. The professional standards provide for interrelated requirements for the level of knowledge of the employee, his skills, professional skills, and work experience. Actually professional standards are replacing the very reference books that are this moment have lost their relevance and can no longer fully meet modern business requirements and the real conditions of the labor market.

The modern professional standard is a set of generalized labor functions with a breakdown of the possible job titles of employees and necessary requirements education and work experience to perform this function. Further, each generalized function is divided into separate labor functions, containing a list of specific actions that the employee must perform, as well as the requirements for knowledge and skills necessary to perform this labor function. Depending on the availability of relevant knowledge and skills, and hence the ability to perform a particular function, the level of employee qualification is also determined.

As a result, employers will be able to widely apply occupational standards to:

• formation personnel policy and personnel management, including determining the employee's labor function for its fixation in an employment contract or job description;
• organizing training and certification of employees as a guideline and checking that employees have the knowledge and work skills necessary for a modern specialist;
• billing of works and assignment tariff categories employees, as well as the establishment of wage systems, taking into account the peculiarities of the organization of production, labor and management.

Among other things, professional standards will be used in the development of educational standards and programs at both the federal and local levels (subparagraph, paragraph 25 of the Rules, approved). This is necessary in order to reduce the gap between the knowledge that students receive in the framework of educational programs and the knowledge that is needed in reality. modern business. That is, professional standards are tools that allow you to create a sustainable and effective interaction between the sphere of work and the sphere of education and ensure rational use human resources.

With such integrated approach their application to professional standards will allow employers to:

• increase labor productivity, improve the quality of production and products, and thereby not only maintain, but also strengthen their competitiveness;
• reduce the cost of recruiting and corporate training;
• it is easy to determine the skills and knowledge necessary for a particular profession;
• more accurately assess the needs and opportunities for professional training;
• effectively update the knowledge, skills and competencies of employees and improve their level.

The introduction of professional standards will allow employees to:

• determine the skills and knowledge necessary for a particular profession or position;
• more accurately assess their needs and opportunities for professional training;
• plan and implement clear and precise career paths;
• receive recommendations and referrals from the employer for additional training, certification.

Attention: May 2, 2015 was published on the procedure for the application of professional standards by employers, which introduces appropriate changes to and "On education in Russian Federation". So, according to the law, from July 1, 2016, employers will be required to apply professional standards only if the requirements for the qualifications that an employee needs to perform a certain labor function are established by the Labor Code of the Russian Federation, federal laws or other regulatory legal acts. In other cases, when the mandatory application of the qualification characteristics contained in the professional standards is not established, the professional standards will be used as the basis for determining the requirements for the qualifications of employees.

In addition, the formation of the requirements of federal state educational standards for vocational education to the results of mastering the main educational programs of vocational education in terms of professional competence will be carried out on the basis of relevant professional standards, if available.

The procedure for the development and approval of professional standards, as well as the establishment of the identity of the names of positions, professions and specialties contained in the unified tariff and qualification directory of works and professions of workers, the unified qualification directory of positions of managers, specialists and employees, the names of positions, professions and specialties contained in professional standards, will be established by the Government of the Russian Federation, taking into account the opinion of the Russian tripartite commission for the regulation of social and labor relations.

Development of standards

How professional standards are developed

The development of professional standards is a large complex task that will be implemented gradually. In the plans for the next three years, the approval of about 800 standards for the most different directions. Most of the standards are currently under development. At the same time, among the first approved standards of the teacher, social worker, programmer, welder.

A complete list of approved standards is given in.

The development of standards takes place in accordance with approved plans. Among them:

• development of professional standards for 2014-2016, approved;
• preparation of professional standards in 2013-2014, approved by .

Employers have the right to take part in the development of draft professional standards (Rules approved). To do this, you must send a notification about the development of the project to prof.standart@niitss.ru (FSBI "Scientific Research Institute of Labor and Social Insurance"). The recommended sample notification is posted on the official website of the Ministry of Labor of Russia. In addition to the notification, the employer submits the following set of documents to the Ministry of Labor of Russia:

• draft professional standard;
• explanatory note to the project;
• information about the organizations that took part in the development and approval of the professional standard;
• information on the results of the discussion of the draft professional standard with representatives of employers, professional communities, trade unions and other interested organizations.

When developing a draft professional standard, it is necessary to be guided by the following documents:

• on the rules for the development, approval and application of professional standards;
• to develop a professional standard, approved ;
• , approved ;
• in order to develop draft professional standards approved by .

Within 10 calendar days from the date of receipt of the draft professional standard by the Ministry of Labor of Russia:

• informs its developer about the rejection or acceptance of the project for consideration;
• posts a draft professional standard accepted for consideration on the website www.regulation.gov.ru for public discussion;
• sends the draft professional standard to the appropriate federal executive body that carries out legal regulation in the relevant field of activity, which prepares its comments and proposals on the project.

The term of public discussion is no more than 15 calendar days from the date of posting the draft professional standard on the website. The federal body sends its comments and proposals on the draft professional standard to the Ministry of Labor of Russia also within 15 calendar days from the date of its receipt.

After that, the Ministry of Labor of Russia sends a draft professional standard along with the results of its consideration federal body and the results of public discussion in the National Council for professional qualifications. The National Council conducts an examination of the document and sends the appropriate expert opinion to the Ministry of Labor of Russia. At the legislative level, there is no time limit for such an examination. In practice, meetings of the National Council are held once every one or two months, that is, approximately the same time the examination of draft professional standards lasts.

Within seven calendar days after receiving the conclusion of the National Council, the Ministry of Labor of Russia decides to approve or reject the draft professional standard and informs the developer of the professional standard about the decision.

Such rules are provided for in paragraphs of the Rules approved by .

On average, consideration and approval of a professional standard in practice lasts about three months (Rules approved).

Information about approved professional standards is entered into a special register, the procedure for creating and maintaining which is established by the Ministry of Labor of Russia (Rules approved). The Ministry of Labor of Russia sends information about the approved professional standards to the Ministry of Education and Science of Russia within 10 days after their entry into force, so that their provisions are taken into account when developing federal state educational standards for vocational education (Rules approved). No. 23). So, for example, a list of projects of professional standards developed at the expense of federal budget, is specified in to .

Question from practice: is it necessary to change job descriptions due to the introduction of professional standards

Until the introduction of professional standards and the recognition of the current ones as invalid, the obligation to change job descriptions does not arise.

Currently, professional standards are only being developed. The list of approved standards is given in. Their mass application and use will begin no earlier than 2015, and possibly even later.

After the main professional standards are developed and approved, a new classifier of professions will be formed, divided for specific industries, areas of professional activity. It is planned that after that the current qualification guide will be canceled, and then, probably, separate changes in the job descriptions of employees will be required.

At the same time, organizations, when hiring new employees for positions for which professional standards have been approved, can, if necessary, revise job descriptions and include skills, knowledge and skills from new professional standards. However, at present this is precisely the right, and not the obligation of the organization.

There is not a single mention of the job description in the Labor Code. But personnel officers need this optional document. In the magazine "Personnel Business" you will find an up-to-date job description for a personnel officer, taking into account the requirements of the professional standard.

Check your PVR for relevance. Due to changes in 2019, the provisions of your document may violate the law. If the GIT finds outdated wording, it will fine. What rules to remove from the PVTR, and what to add - read in the magazine "Personnel Business".

In the magazine "Personnel Business" you will find an up-to-date plan on how to create a safe vacation schedule for 2020. The article contains all the innovations in laws and practice that must now be taken into account. For you - ready-made solutions to situations that four out of five companies face when preparing a schedule.

Get ready, the Ministry of Labor is changing again Labor Code. There are six amendments in total. Find out how the amendments will affect your work and what to do now so that the changes are not taken by surprise, you will learn from the article.

Unified qualification directory of positions of managers, specialists and other employees (CEN), 2019
Qualification directory of positions of managers, specialists and other employees
Sections « Industry-wide qualification characteristics positions of employees employed at enterprises, institutions and organizations" and " Qualification characteristics of the positions of employees employed in research institutions, design, technological, design and survey organizations”, approved by the Decree of the Ministry of Labor of the Russian Federation of August 21, 1998 N 37
(version dated 05/15/2013)

Human Resources Specialist

Job responsibilities. Performs work on staffing the enterprise with the required professions, specialties and qualifications. Participates in the selection, selection, placement of personnel. Carries out the study and analysis of the job and professional qualification structure of the personnel of the enterprise and its divisions, the established documentation for personnel records related to the admission, transfer, labor activity and dismissal of employees, the results of the certification of employees and their assessment business qualities in order to determine the current and future needs for personnel, prepare proposals for replacement vacancies and creating a reserve for promotion. Participates in the study of the labor market to determine the sources of meeting the need for personnel, establishing and maintaining direct links with educational institutions, contacts with enterprises of a similar profile. Informs employees of the enterprise about available vacancies. Participates in the development of long-term and current labor plans. Carries out control over the placement and placement of young professionals and young workers in accordance with the received in educational institution profession and specialty, conducting their internships, takes part in the adaptation of newly hired employees to production activities. Participates in the preparation of proposals for personnel development, business career planning, training and professional development of personnel, as well as in evaluating the effectiveness of training. Participates in the organization of work, methodological and information support qualification, attestation, competitive commissions, registration of their decisions. Analyzes the state labor discipline and the implementation by the employees of the enterprise of the internal labor regulations, the movement of personnel, participates in the development of measures to reduce turnover and improve labor discipline. Controls the timely registration of the admission, transfer and dismissal of employees, the issuance of certificates of their current and past labor activity, compliance with the rules for storing and filling out work books, preparing documents for establishing benefits and compensations, issuing pensions to employees and other established documentation on personnel, as well as entering relevant information into the data bank on the personnel of the enterprise. Prepares prescribed reports.

Must know: legislative and regulatory legal acts, methodological materials on personnel management; labor legislation; the structure and staff of the enterprise, its profile, specialization and development prospects; the procedure for determining the prospective and current need for personnel; sources of providing the enterprise with personnel; methods for analyzing the professional and qualification structure of personnel; provisions on certification and qualification tests; the procedure for election (appointment) to a position; the procedure for registration, maintenance and storage of documentation related to personnel and their movement; the procedure for the formation and maintenance of a data bank on the personnel of the enterprise; the procedure for compiling reports on personnel; fundamentals of psychology and sociology of labor; fundamentals of economics, organization of labor and management; labor legislation; means of computer technology, communications and communications; labor protection rules and regulations.

Qualification requirements. Higher professional education without presenting requirements for work experience.

1.1. This instruction has been drawn up in accordance with the Decree of the Ministry of Labor of the Russian Federation dated 21.08.1998. No. 37 "General industry qualification characteristics of the positions of employees employed at enterprises, institutions and organizations."

1.2. The Human Resources Specialist belongs to the professional category.

1.3. This job description establishes the rights, responsibilities and duties of a human resources specialist.

1.4. A person with a higher or secondary vocational education is accepted for the position of a human resources specialist, without presenting requirements for work experience.

1.5. The personnel specialist is appointed and dismissed by order of the director of the technical school on the proposal of the head of the personnel department.

1.6. The personnel specialist reports directly to the head of the personnel department, and can additionally receive orders from the director of the technical school.

1.7. The Human Resources Specialist is guided by:

Regulations on the personnel department;

This job description.

1.8. The HR specialist must know:

labor law;

Legislation and normative legal acts;

Methodological materials on maintaining documentation on accounting and movement of personnel;

The structure and staff of the technical school;

The procedure for registration, maintenance and storage of work books and personal files of the technical school;

The procedure for establishing the names of professions of workers and positions of employees, general, insurance and continuous work experience, benefits, compensations;

Registration of employee pensions;

The procedure for accounting for the movement of personnel and the preparation of established reporting;

The procedure for maintaining a data bank on the staff of the technical school; basics of office work;

Means of computer technology, communication and communications;

Forms and methods of control over the execution of documents;

Rules and norms of labor protection.

1.9. During the absence of a personnel specialist (vacation, illness, etc.), his duties are performed by a person appointed by order of the director of the technical school, who is responsible for their improper performance.

2. Functions

2.1. Registration of reception, transfer and dismissal of employees.

2.2. Maintenance and accounting of work books.

2.3. Preparation of necessary materials for qualification, attestation commissions.

2.4. Registration and accounting of holidays.

2.5. Preparation of documents for the appointment of pensions.

2.6. Organization of control over the state of labor discipline and compliance with the rules of internal labor regulations.

2.7. Preparation, execution and submission of reports on quota issues.

2.8. Analysis of staff turnover.

2.9. Ensuring the fulfillment of the functions assigned to the technical school in the daily activities of primary military registration, military registration and booking, citizens in the reserve, from among the working and studying technical school.

2.10. Implementation of the primary military registration citizens who are in reserve, and citizens subject to conscription for military service, living or staying (for a period of more than three months).

2.11 Explanation officials technical school and citizens of their duties on military registration, mobilization training and mobilization, established by law of the Russian Federation and the Regulations on military registration and control over their implementation.

2.12. Preparation of documents on personnel and financial activities.

3. Job Responsibilities

The Human Resources Specialist is required to:

3.1. To exercise control over the timely execution of orders, orders of the director of the technical school and instructions of the head of the personnel department.

3.2. Keep records of the staff of the college , its divisions in accordance with unified forms primary accounting records.

3.3. Draw up the admission, transfer and dismissal of employees in accordance with labor legislation, regulations and orders of the director of the technical school, as well as other established personnel documentation.

3.4. When applying for a job, issue a checklist for passing an introductory, primary briefing, to acquaint with the local acts of the technical school.

3.5. Form and maintain personal files of employees, make changes in them related to labor activity.

3.6. Issue orders for the personnel and financial activities of the employees of the technical school.

3.7. Prepare the necessary materials for qualification, attestation, competitive commissions and present employees for incentives and awards

3.8. Fill in, take into account and store work books, calculate the length of service, issue certificates of the current and past labor activities of employees.

3.9. Record in work books on incentives and rewards for employees.

3.10. Prepare documents for submission of the quota report.

3.11. Enter information into the data bank on the quantitative and qualitative composition of employees, their movement, monitor its timely updating and replenishment.

3.12. Keep records of the provision of vacations to employees, exercise control over the preparation and observance of schedules for regular vacations.

3.13. Keep time records of the actual time spent by employees in the technical school, monitor their timely arrival at work and leaving work, being at work.

3.14. Make appropriate notes in the timesheet and draw up daily reports (summaries) on attendance at work, as well as on delays and absences, indicating the reasons that caused them, keep records of the payroll of employees.

3.15. Systematically make changes related to the registration of the reception of employees, transfers, dismissals, vacations, etc.

3.16. Control the timeliness of the submission by employees of certificates of temporary disability, certificates of patient care and other documents confirming their right to be absent from work.

3.17. In the prescribed manner, submit a time sheet containing information about the hours actually worked, overtime hours, violations of labor discipline, etc.

3.18. Issue pension insurance cards, other documents necessary for assigning pensions to employees of the technical school and their families, establishing benefits and compensations.

3.19. To study the causes of staff turnover, participates in the development of measures to reduce it.

3.20. Prepare documents after deadlines current storage to be deposited in the archive.

3.21. Keep a primary record of citizens who are in the reserve according to the primary record cards, and citizens who are subject to conscription for military service, according to the lists.

3.22. Assist in military registration (de-registration) of citizens who arrive (move to another district, city) for permanent or temporary (for a period of more than 3 months) place of residence.

3.23. To identify, together with the internal affairs bodies, citizens who are subject to military registration.

3.24. Annually check primary registration cards and lists of citizens subject to conscription for military service with documents of military registration of the military commissariat of the district.

3.25. Send, at the request of the military commissariat, the information necessary for entering into military registration documents about citizens who are registered with the military and citizens who are registered with the military.

3.26. Annually submit to the military commissariat of the district in September lists of young men of 15 and 16 years of age, and in December - lists of young men subject to initial military registration.

3.27. To exercise control over visits by citizens subject to conscription for military service to medical institutions to which they are sent for medical examination or examination.

3.28. To make changes in the primary registration cards and in the lists of citizens subject to conscription for military service regarding education, place of work, position, marital status and place of residence registered in the military, and notify the military commissariat of the changes made within 14 days .

3.29. Explain to citizens their obligations in military registration, established by law of the Russian Federation "On military duty and military service", to exercise control over their implementation.

3.30. When registering citizens for military registration:

Check the authenticity of military tickets (temporary certificates instead of military tickets) and certificates of citizens subject to conscription for military service, the presence of marks on the removal of citizens from military registration at their former place of residence and the placement of reserve officers and citizens subject to conscription for military service on military registration in the military district commissariat for the new place of residence.

If unspecified corrections, inaccuracies and fakes, an incomplete number of sheets are found in the military ticket (temporary certificates) of citizens subject to conscription for military service, immediately report this to the military commissariat for appropriate action.

Issue receipts upon acceptance from citizens of military tickets (temporary certificates instead of military tickets) of certificates of citizens subject to conscription for military service.

Fill out primary registration cards for citizens who are in reserve. In accordance with the entries in military tickets, fill out registration cards for warrant officers, midshipmen, sergeants, senior soldiers and reserve sailors.

3.31. Within 14 days, report to the military commissariat about the employment (dismissal) of citizens who are in the reserve and are registered with the military.

3.32. Carry out requirements federal law“On Personal Data” and other regulatory legal acts of the Russian Federation, as well as internal regulatory acts of the technical school regulating the protection of the interests of personal data subjects, the procedure for processing and protecting personal data.

3.33. To exercise control over the state of labor discipline in the departments of the technical school and the observance by employees of the rules of internal labor regulations.

3.34. Compile prescribed reports.

3.35. Pass mandatory, preliminary (when applying for a job) and periodic (annual) medical examinations and certification.

3.36. Comply with the requirements in accordance with the instructions for labor protection.

3.37. Fulfill other instructions of the management of the technical school that are not included in this job description, but have arisen in connection with the production need.

4. Rights

Human Resources Specialist has the right :

4.1. On issues within its competence, to submit proposals for the management to improve the activities of the technical school; options for eliminating the shortcomings in the activities of the technical school;

4.2. Request personally or on behalf of the head of the personnel department from managers structural divisions technical school and specialists information and documents necessary for the performance of official duties;

4.3. Require the management of the college to assist in the performance of their duties.

5. A responsibility

The Human Resources Specialist is responsible for:

5.1. For improper performance or non-performance of their official duties provided for by this job description - to the extent determined by the current labor legislation of the Russian Federation.

5.2. For offenses committed in the course of carrying out their activities - within the limits determined by the current administrative, criminal and civil legislation of the Russian Federation.

5.3. For causing material damage - within the limits determined by the current labor and civil legislation of the Russian Federation.

5.4. For violation of the requirements of the federal law "On Personal Data" and other regulatory legal acts of the Russian Federation, as well as the internal regulations of the technical school governing the protection of the interests of personal data subjects, the procedure for processing and protecting personal data - within the limits established current legislation Russian Federation.

5.5. For non-fulfillment or improper fulfillment of their functions and duties provided for by this job description, orders, orders, instructions of the management of the technical school, not included in this job description, but arising in connection with production necessity and other offenses - in accordance with the current legislation of the Russian Federation: remark, reprimand, dismissal.

6. Interactions

Human Resources Specialist:

6.1. Works according to a schedule based on a 40-hour working week and approved by the director of the college.

6.2. Independently plans his work for each academic year and half a year. The work plan is agreed with the head of the personnel department, approved by the director of the technical school no later than five days from the beginning of the planning period.

6.3. Receives information of a regulatory, legal, organizational and methodological nature from the head of the personnel department of the technical school, gets acquainted with the relevant documents against receipt.

6.4. Systematically transfers personnel and financial documentation to accounting staff.

6.5. Systematically exchanges information on issues within its competence with the deputy directors and employees of the technical school.

6.6. Maintains confidentiality.