Qualification reference book for positions of managers, specialists and other employees of electric power industry organizations. Qualification directory for positions of managers, specialists and other employees Qualification directory administrator
The remuneration of managers, specialists and other employees is based on the qualification directory of positions of managers, specialists and other employees.
Qualification Handbook positions of managers, specialists and other employees − this is a regulatory document developed by the Institute of Labor and approved by Resolution of the Ministry of Labor of Russia dated August 21, 1998 No. 37. It is recommended for use in enterprises of various sectors of the economy, regardless of their organizational, legal forms and forms of ownership in order to ensure the correct selection, placement and use of personnel.
The qualification directory consists of two sections:
the first section – industry-wide qualification characteristics of positions of workers employed in enterprises, institutions and organizations (primarily production sectors of the economy, including those receiving budgetary funding);
the second section is the qualification characteristics of positions of employees employed in research institutions, design and survey organizations, as well as editorial and publishing departments.
The qualification characteristics contain three sections:
Job responsibilities;
Must know;
Qualification requirements.
In the “Job Responsibilities” section it is established labor functions employees.
The “Must Know” section contains the basic requirements for the special and methodological knowledge of employees.
The “Qualification Requirements” section defines the levels vocational training workers in accordance with the Law of the Russian Federation “On Education” dated July 10, 1992 No. 3266-1 with subsequent amendments and additions.
The directory contains characteristics of positions of three categories of employees:
Managers;
Specialists;
Other employees (technical specialists).
Employees are assigned to one category or another depending on the nature of the work primarily performed:
Organizational and administrative;
Analytical and constructive;
Information and technical.
The job titles of employees are established in accordance with All-Russian classifier professions of workers, positions of employees and tariff categories OK-016-94 (OKPDTR), put into effect on January 1, 1996, according to three characteristics:
2) derivative positions;
1. Leaders. 2. Specialists. 3. Other employees.
Derived positions:
2. First Deputy
manager;
3. Deputy;
4. Chief;
5. Presenter;
6. Senior;
7. Junior;
8. Replaceable;
9. First;
10. Second;
11. Third;
12. Fourth;
13. Assistant Manager
and specialist;
14. Senior assistant;
15. First mate;
16. Second mate;
17. Third Mate;
18. Fourth Mate;
19. Fifth Mate;
20. Shift assistant;
21. Group;
22. Brigadier;
23. District;
24. District;
25. Mountain.
1. First; 5. Fifth;
2. Second; 6. Sixth;
3. Third; 7. Highest.
4. Fourth;
For example, the position “labor economist” has the following names of intra-position qualification categorization for remuneration:
Labor economist 1st category;
Labor economist category 2;
Labor economist.
The qualification category reflects the degree of actual qualification of the specialist, his business qualities, the ability to independently and creatively perform assigned work. A qualification category is assigned to each specialist individually.
Based on the qualification directory at the enterprise:
1) job descriptions are developed, which set out the rights, duties and responsibilities of the performer;
2) regulations on structural divisions are drawn up;
3) selection and placement of personnel is carried out;
4) control is exercised over the correct use of workers in accordance with their specialty and qualifications;
5) certification of managers and specialists is carried out.
- The qualification directory of positions for managers, specialists and other employees of electric power industry organizations (hereinafter referred to as the Directory) is intended to resolve issues of rational division of labor, proper selection and placement of personnel and other issues related to regulation labor relations employees of electric power industry organizations.
- The design of the Directory is based on the names basic positions contained in the All-Russian Classifier of Worker Occupations, Employee Positions and Tariff Grades (OKPDTR), approved by Decree of the State Standard of Russia of December 26, 1994 No. 367 and put into effect on January 1, 1996. The Directory was developed in accordance with the accepted classification of employees: managers, specialists and other employees. The composition of qualification characteristics for each of these categories of employees is given in alphabetical order by job titles. An exception to this rule is that the qualification characteristics for two positions of managers - director ( general director) electric power industry organizations and the director (general director) of an energy sales organization are listed at the beginning of Section 1 “Managers” of this Handbook in accordance with their higher hierarchical level in relation to other management positions.
- The job titles of employees whose qualifications are included in the Directory generally correspond to the basic job titles contained in OKPDTR. An exception is the qualification characteristics for two positions, the names of which are not in OKPDTR - brigade engineer for commissioning and testing, improving equipment operation technology power stations and networks (including senior) and chief engineer-inspector of the territorial center of departmental energy supervision. These positions, despite the absence of their names in the current classifiers, have been included in the staffing schedules of energy organizations for a long time (more than 20 years), and the legal institution of these positions is regulated by industry regulations. Therefore, when forming the nomenclature of positions for employees in the industry qualification directory, it was decided on the advisability of including the qualification characteristics of these positions in it. The titles of positions in the Directory indicate the specialization of employees by type of activity (calculations and modes, operation and repair, adjustment and testing, technical audit, energy sales, etc.), objects to which their activities are directed ( high voltage lines, electrical substations, dispatch and process control equipment, etc.). Some job titles also indicate the type of energy organization (power plant, networks, joint dispatch office, etc.) to which the Handbook applies.
- For positions of engineers, economists, technicians and other specialists within the same qualification characteristics, intra-job qualification categorization is provided. Qualification categories for a specific employee are established by managers (employers) based on recommendations certification commission. When assigned to a specialist qualification category the nature and complexity of the work he performs, the degree of independence of the employee in performing his job duties and the level of responsibility for the correctness of the decisions he makes, as well as the required level of his qualifications (by education and work experience in his specialty) are taken into account.
- The Directory does not include qualification characteristics of derivative positions - deputy heads of energy organizations and their structural divisions, as well as leading specialists. The job responsibilities of deputy managers, the requirements for their knowledge and level of qualifications are determined on the basis of the qualification characteristics contained in the Directory for the corresponding basic positions. The job responsibilities of the “leaders” are established on the basis of the qualification characteristics of the corresponding specialist positions. In addition, they are entrusted with the functions of a manager and responsible performer of work in one of the areas of activity of the organization or its structural divisions, or responsibilities for coordination and methodological management of groups of performers created in departments (bureaus), taking into account the rational division of labor in specific organizational and technical conditions. The requirements for the required work experience are increased by 2-3 years compared to those provided for specialists of the first qualification category.
- In addition to the qualification characteristics that apply to all heads of production services and workshops (regardless of the specialization of the units), the Directory also includes the qualification characteristics of the positions of heads of some specific production services, in particular: the head of the central dispatch service of the regional, joint dispatch department, the head of the operational dispatch department electrical (heat) network services. Qualification characteristics of positions of managers, specialists and employees, the names of which do not indicate a specific type of organization, for example: chief production laboratory(including central) electric power industry organizations, statisticians on technical and economic indicators of electric power industry organizations - apply to positions corresponding to the specialization specified in their name for all types of energy organizations. The qualification characteristics of a power plant shift supervisor and a power plant workshop shift supervisor are the same for all types of power plants (thermal and hydraulic) and all power plant workshops.
- The qualification characteristics of each position contain three sections. The “Job Responsibilities” section lists the main functions assigned to this position and the work associated with their implementation, which are fully or partially performed by the employee holding this position. The “Must Know” section contains the basic requirements for the employee in relation to knowledge of laws and other regulatory legal acts, regulations, rules and instructions, other governing documents, as well as special knowledge of operating principles and equipment diagrams, organization of production and management, methods and means that an employee must use when performing job duties. The section “Qualification Requirements” defines: the level of professional training of employees necessary to perform job duties and requirements for work experience. The level of required professional training of managers, specialists and other employees is secondary (full) general or higher professional, secondary professional education brought in accordance with the Law Russian Federation“On Education” (Gazette of the Congress of People's Deputies of the Russian Federation and the Supreme Soviet of the Russian Federation, 1992, No. 30, Art. 1797; Collection of Legislation of the Russian Federation, 1996, No. 3, Art. 150). For some positions (repair site foreman energy equipment, buildings and structures (including the senior), dispatcher of the regional, joint dispatch control (including the senior), brigade engineer for commissioning and testing, improvement of technology for operating equipment of power plants and networks (including the senior), labor protection inspector of the electric power industry organization (including the senior) , energy sales agent (including senior), qualification requirements are defined for both the positions of foreman, dispatcher, inspector, agent, and for the positions of senior foreman, senior dispatcher, etc.
- The qualification characteristics contain a list of the main, most frequently performed jobs typical of these positions, based on the currently established nature of the division and cooperation of labor in electric power industry organizations. In the process of further improving the organization of work and management, as well as introducing the latest tools software and hardware complex of the automated control system and when carrying out other activities aimed at increasing the efficiency of the activities of organizations in the energy complex, it is possible to expand the range of responsibilities or redistribute job responsibilities given in the qualification characteristics of the Directory between several positions. In these cases, a specific employee may be assigned to perform some part of the duties assigned by the Directory to other positions, or assigned to him only part of the duties listed in the qualification characteristics of his position.
- Qualification characteristics can be used as normative legal documents direct action or serve as the basis for the development of internal organizational and administrative documents ( job descriptions, regulations on structural units, regulations on managers and officials, employment contracts) taking into account the peculiarities of production conditions, labor organization and management of specific electric power industry organizations. When developing job descriptions and regulations, it is possible to clarify the lists of responsibilities, which is due to the need to link the content of industry characteristics to the existing organizational and technical conditions of a particular organization.
Qualification directory of positions of managers, specialists and other employees (approved by Resolution of the Ministry of Labor of the Russian Federation of August 21, 1998 N 37) (as amended on January 21, August 4, 2000, April 20, 2003)
The unified qualification directory of positions for managers, specialists and employees is intended to resolve issues related to the regulation of labor relations, ensuring an effective personnel management system for organizations, regardless of the form of ownership and organizational and legal forms of activity.
The unified qualification directory of positions for managers, specialists and employees was developed in accordance with the accepted classification of employee positions into three categories: managers, specialists and employees. The assignment of positions to the appropriate category is carried out depending on the nature of the work primarily performed, which constitutes the content of the employee’s work (organizational-administrative, analytical-constructive, information-technical).
The Unified Qualification Directory for the positions of managers, specialists and employees contains qualification characteristics for the positions of managers, specialists and employees, grouped into sections by type economic activity.
The qualification characteristics of the positions of managers, specialists and employees are designed to facilitate the correct selection and placement of personnel, improvement of their business qualifications, rational division of labor, creation of an effective mechanism for delineating functions, powers and responsibilities between these categories of workers, as well as the establishment of uniform approaches in determining their job responsibilities and imposed on them qualification requirements.
The qualification characteristics of each position consist of three sections: “Job Responsibilities”, “Must Know” and “Qualification Requirements”.
The “Job Responsibilities” section of the qualification characteristics contains a list of main functions that can be assigned in whole or in part to an employee holding this position.
If necessary job responsibilities, contained in the qualification characteristics, can be distributed among several performers. In the process of improving the organization of work, introducing technical means, and taking measures to increase the volume of work performed, it is possible to expand the range of responsibilities of an employee in comparison with the responsibilities established by the relevant qualification characteristics. An employee may be entrusted with the performance of job duties provided for by the qualification characteristics of other positions, related in the content of work, equal in complexity, the implementation of which does not require another specialty, qualifications, or a change in job title.
The “Must Know” section contains the basic requirements for the employee in terms of special knowledge, as well as knowledge of regulations, methods and tools that the employee must be able to use when performing job duties.
The section "Qualification Requirements" determines the level of professional training of the employee necessary to perform the duties assigned to him, and the required work experience.
Qualification characteristics serve as the basis for the development of job descriptions containing a specific list of job responsibilities of employees, taking into account the peculiarities of the organization of production, labor and management, their rights and responsibilities.
The qualification characteristics of the positions of deputy managers have not been developed, since their job responsibilities, knowledge requirements and qualifications are determined on the basis of the requirements contained in the characteristics of the corresponding positions of managers.
The compliance of the actual duties performed and the qualifications of employees with the requirements of qualification characteristics is determined by the certification commission of the organization.
Persons who do not have special training or work experience established in the section “Qualification Requirements”, but have sufficient practical experience and perform their job duties efficiently and in full, on the recommendation of the certification commission, as an exception, may be appointed to relevant positions as well as persons with special training and work experience.
(Approved by Decree of the Ministry of Labor of the Russian Federation of August 21, 1998 No. 37, as amended on January 21, 2000)
1. The qualification directory of positions of managers, specialists and other employees (technical performers) is used to resolve issues related to the regulation of labor relations, ensuring an effective personnel management system at enterprises, institutions and organizations of various sectors of the economy, regardless of ownership and legal forms activities.
The qualification characteristics included in this issue of the Directory are normative documents intended to justify the rational division and organization of labor, the correct selection, placement and use of personnel, ensuring unity in determining the job responsibilities of workers and the qualification requirements for them, as well as decisions made on compliance positions held during certification of managers and specialists.
2. The construction of the directory is based on job characteristics, since the requirements for the qualifications of employees are determined by their job responsibilities, which, in turn, determine the titles of positions.
The directory was developed in accordance with the accepted classification of employees into three categories: managers, specialists and other employees (technical performers). The assignment of employees to categories is carried out depending on the nature, mainly, of the work performed, which constitutes the content of the employee’s work (organizational-administrative, analytical-constructive, information-technical).
The names of employee positions, the qualification characteristics of which are included in the Directory, are established in accordance with the All-Russian Classifier of Worker Occupations, Employee Positions and Tariff Classes OK-016-94 (OKPDTR), put into effect on January 1, 1996.
3. The qualification directory contains two sections. The first section provides the qualification characteristics of industry-wide positions of managers, specialists and other employees (technical performers), widespread in enterprises
in institutions and organizations, primarily in manufacturing sectors of the economy, including those receiving budgetary funding. The second section contains the qualification characteristics of positions of employees employed in research institutions, design, technological, design and survey organizations, as well as editorial and publishing departments.
4. Qualification characteristics at enterprises, institutions and organizations can be used as normative documents of direct action or serve as the basis for the development of internal organizational and administrative documents - job descriptions
instructions containing a specific list of job responsibilities 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 responsibilities included in the characteristics of a particular position can be distributed among several performers.
Since qualification characteristics apply to employees of enterprises, institutions and organizations, regardless of their industry affiliation and departmental subordination, they present the most typical work for each position. Therefore, when developing job descriptions, it is possible to clarify the list of works that are characteristic of the corresponding position in specific organizational and technical conditions, and establish requirements for the necessary special training of workers.
In the process of organizational, technical and economic development, mastering modern management technologies, introducing the latest technical means, taking measures to improve organization and increase labor efficiency, it is possible to expand the range of responsibilities of employees in comparison with those established by the corresponding characteristics. In these cases, without changing the job title, the employee may be entrusted with the performance of duties provided for by the characteristics of other positions that are similar in content of work, equal in complexity, the implementation of which does not require another specialty and qualifications.
5. The qualification characteristics of each position have three sections.
In chapter "Job Responsibilities" basic labor functions have been established that can be entrusted in whole or in part to an employee occupying a given position, taking into account the technological homogeneity and interconnectedness of work, allowing for optimal specialization of employees.
In chapter "Must know" contains the basic requirements for the employee in relation to special knowledge, as well as knowledge of legislative and regulatory legal acts, regulations, instructions and other guidance materials, methods and means that the employee must use when performing job duties.
In chapter "Qualification Requirements" the level of professional training of the employee necessary to perform the prescribed job duties and the requirements for work experience are determined. The levels of required professional training are given in accordance with by law Russian Federation “On Education”.
6. The characteristics of specialist positions provide for within the same position without changing its name an intra-position qualification categorization for remuneration.
Qualification categories for remuneration of specialists are established by the head of the enterprise, institution, or organization. This takes into account the degree of independence of the employee in performing job duties, his responsibility for decisions made, attitude to work, efficiency and quality of work, as well as professional knowledge, practical experience, determined by length of service in the specialty, etc.
7. The Directory does not include qualification characteristics of derivative positions (senior and leading specialists, as well as deputy heads of departments). The job responsibilities of these employees, the requirements for their knowledge and qualifications are determined on the basis of the characteristics of the corresponding basic positions contained in the Directory.
The issue of distribution of job responsibilities of deputy heads of enterprises, institutions and organizations is resolved on the basis of internal organizational and administrative documents.
The use of the job title “senior” is possible provided that the employee, in addition to performing the duties prescribed by the position held, supervises the performers subordinate to him. The position of “senior” can be established as an exception and in the absence of performers directly subordinate to the employee, if he is entrusted with the functions of managing an independent area of work. For specialist positions for which qualification categories are provided, the job title “senior” is not used. In these cases, the functions of managing subordinate performers are assigned to a specialist of the first qualification category.
The job responsibilities of the “leaders” are established based on the characteristics of the corresponding specialist positions. In addition, they are entrusted with the functions of a manager and responsible performer of work in one of the areas of activity of an enterprise, institution, organization or their structural divisions, or responsibilities for coordination and methodological management of groups of performers created in departments (bureaus) taking into account the rational division of labor in specific organizational units. -technical conditions. The requirements for the required work experience are increased by 2-3 years compared to those provided for specialists of the first qualification category. Job responsibilities, knowledge requirements and qualifications of deputy heads of structural divisions are determined based on the characteristics of the corresponding positions of managers.
The qualification characteristics of the positions of heads (managers) of departments serve as the basis for determining job responsibilities, knowledge requirements and qualifications of the heads of the relevant bureaus when they are created instead of functional departments (taking into account industry characteristics).
8. Compliance of actually performed duties and qualifications of employees with the requirements job characteristics determined by the certification commission in accordance with the current regulations on the certification procedure. 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 labor activity raises problems of labor protection and environment among the urgent social tasks, the solution of which is directly related to the compliance by managers and each employee of an enterprise, institution, organization with current legislative, intersectoral and other regulatory legal acts on labor protection, environmental standards and regulations.
In this regard, the official responsibilities of employees (managers, specialists and technical performers), along with the performance of functions provided for by the relevant qualification characteristics positions, it is mandatory to comply with labor protection requirements at each workplace, and the job responsibilities of managers are to ensure healthy and safe conditions labor for subordinate performers, as well as monitoring their compliance with the requirements of legislative and regulatory legal acts on labor protection.
When appointing a position, it is necessary to take into account the requirements for the employee’s knowledge of relevant labor safety standards, environmental legislation, norms, rules and instructions on labor protection, means of collective and individual protection from the effects of hazardous and harmful production factors.
10. Persons who do not have special training or work experience,
established by the requirements qualifications, but who have sufficient practical experience and perform efficiently and fully the job duties assigned to them, on the recommendation of the certification commission, as an exception, can be appointed to the appropriate positions in the same way as persons with special training and work experience.
Economist
Must know: legislative and regulatory legal acts, methodological materials on planning, accounting and analysis of enterprise activities; organization of planned work; the procedure for developing long-term and annual plans for the economic, financial and production activities of the enterprise; procedure for developing business plans; planning and accounting documentation; the procedure for developing standards for material, labor and financial costs; methods of economic analysis and accounting of performance indicators of an enterprise and its divisions; determination methods economic efficiency implementation new technology and technology, labor organization, rationalization proposals and inventions; methods and means of performing computational work; rules for preparing materials for concluding contracts; organization of operational and statistical accounting; procedure and deadlines for reporting; domestic and Foreign experience rational organization economic activity of an enterprise in a market economy; economics, organization of production, labor and management; basics of production technology; market methods of management; the possibility of using computer technology to carry out technical and economic calculations and analyze the economic activities of an enterprise, the rules of its operation; labor legislation; rules and regulations of labor protection.
