Qualification characteristics positions are the basis for developing job descriptions specific professions. Managers, employees and workers of different specialties have their own qualification requirements. Let's look at which ones.

From the article you will learn:

Qualification characteristics of positions in a general sense are intended to ensure an effective system of personnel management, regulation labor relations within enterprises, regardless of their form of ownership.

job descriptions. These instructions contain a list of rights, responsibilities and duties of personnel, taking into account the peculiarities of the organization of production, labor and management at a particular enterprise.

Qualification characteristics are used as regulatory documents. If necessary job responsibilities, included, according to the reference book, in the qualification characteristics of one position, can be distributed among two or more employees in the organization.

The qualification characteristics of a specialist for each position include 3 sections:

1. "Job Responsibilities." This section contains a list of the main job functions that are partially or fully assigned to the employee holding this position. Functions are combined taking into account technological homogeneity and interconnectedness, allowing for optimal specialization according to employee positions.
2. "Must know". Listed here are the basic requirements for an employee in relation to special knowledge in his profession. Additionally, knowledge of legislative and other regulations, instructions and other documents, tools and methods that a specialist must demonstrate in his work when performing job responsibilities.
3. "Qualification Requirements." This section determines the degree necessary for the full performance of job duties. vocational training employee and requirements for his work experience. The level of training must be certified by documents on education, length of service - by entries in the work book.

When developing job descriptions, it is allowed to add and expand the list of responsibilities inherent to the corresponding position in specific organizational and production conditions. At the same time, the exact requirements for the necessary special training of employees are also determined.

To ensure the development and improvement of the enterprise, and increase the efficiency of personnel, it is possible to set an expanded range of responsibilities for a position in comparison with those established by the corresponding qualification characteristics from the directory.

In this case, the employee may be assigned, without changing his position, to perform work provided for by the characteristics of other positions, but similar in content. Also, duties of equal complexity, the performance of which does not require other qualifications and specialties, can be assigned to a specialist.

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Qualification characteristics of the employee

When developing job descriptions for employees, the qualification characteristics provided in the handbook for the relevant positions are used: medical workers, cultural workers, conductors, choirmasters, artistic directors, choreographers, directors, library workers, etc.

If an employee manages subordinates in parallel with his work, the job title “senior” is applied to him. Employees who do not have special training or sufficient work experience as established in the “Qualification Requirements” section, but at the same time demonstrate sufficient competence and practical skills, may be appointed to the corresponding positions as an exception. The certification commission is responsible for such an appointment.

Qualification characteristics of managers

Managers (directors, managers) manage in accordance with current legislation activities of the enterprise (see table 1). At the same time, according to the qualification characteristics of managers, the manager is entrusted with full responsibility for decisions made, for efficient use and safety of the organization’s resources, as well as for the financial and economic results of the work.

Job responsibilities heads of specific departments are established with the addition of the qualification characteristics of the corresponding specialist positions.

For managers structural divisions assigned the functions of a person responsible for a specific area of ​​activity of the organization. Moreover, for them the requirements for work experience increase by 1-2 years compared to those required for specialists of this division I qualification category.

Table 1.

In conclusion, it must be emphasized that the qualification characteristics of workers must reflect modern requirements for specialists, meet ongoing changes and comply with innovations. If necessary, they can be adjusted and clarified depending on the specific conditions of the enterprise.

This section presents the releases of the unified qualification directory of positions for managers, specialists and other employees (hereinafter referred to as the UKS). The CSA is intended for tariffication of work and assignment tariff categories. Based on the CAS, it is possible to draw up job descriptions and programs for training and advanced training of specialists in various industries and fields of activity. The section was updated on October 17, 2018 - added issues, technical errors corrected.

Decree of the Government of the Russian Federation dated October 31, 2002 N 787 established that the EKS consists of qualification characteristics for the positions of managers, specialists and employees, containing job responsibilities and requirements for the level of knowledge and qualifications of managers, specialists and employees.

The development of the ECN is carried out by the Ministry of Health and social development RF together with federal authorities executive authorities, which are entrusted with the management, regulation and coordination of activities in the relevant sector (sub-sector) of the economy (clause 2 of the Decree of the Government of the Russian Federation of October 31, 2002 N 787). Resolution of the Ministry of Labor of the Russian Federation dated 02/09/2004 N 9 approved the Procedure for applying the CAS.

This section provides a list of those operating in the territory Russian Federation CEN releases current as of June 15, 2014. We also draw your attention to the fact that this directory is often mistakenly called ETKS positions of managers and specialists(see ETKS works and professions of workers).

Positions in alphabetical order

If you know the name of a position from the directory, but do not know in which section of the EKS it is described, then you can use the alphabetical index to quickly find its description:

List of positions by sections of the directory

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

4th edition, updated
(approved by Resolution of the Ministry of Labor of the Russian Federation dated August 21, 1998 N 37)

With changes and additions from:

January 21, August 4, 2000, April 20, 2001, May 31, June 20, 2002, July 28, November 12, 2003, July 25, 2005, November 7, 2006, September 17, 2007 , April 29, 2008, March 14, 2011, May 15, 2013, February 12, 2014, March 27, 2018

The qualification directory of positions of managers, specialists and other employees is a normative document developed by the Institute of Labor and approved by Resolution of the Ministry of Labor of Russia dated August 21, 1998 N 37. This publication includes additions made by resolutions of the Ministry of Labor of Russia dated December 24, 1998 N 52, dated February 22, 1999 N 3, dated January 21, 2000 N 7, dated August 4, 2000 N 57, April 20, 2001 N 35, dated May 31, 2002 and June 20, 2002 N 44. The directory is recommended for use in enterprises, institutions and organizations of various sectors of the economy, regardless of ownership and organizational and legal forms, in order to ensure the correct selection, placement and use of personnel.

The new Qualification Handbook is designed to ensure a rational division of labor, create an effective mechanism for delineating functions, powers and responsibilities based on clear regulation labor activity workers in modern conditions. The directory contains new qualification characteristics of employee positions related to the development of market relations. All previously existing qualification characteristics have been revised; significant changes have been made to them in connection with the transformations being carried out in the country and taking into account the practice of applying the characteristics.

In the qualification characteristics, the standards for regulating the labor of workers were unified to ensure a unified approach to the selection of personnel with appropriate qualifications and compliance with uniform principles for the tariffing of work based on its complexity. The Qualification Specifications take into account the latest legislative and regulatory legal acts Russian Federation.

Qualification directory for positions of managers, specialists and other employees

General provisions

1. The qualification reference book for positions of managers, specialists and other employees (technical performers) is intended to resolve issues related to the regulation of labor relations, ensuring an effective personnel management system at enterprises * (1), in institutions and organizations of various sectors of the economy, regardless of the form of ownership and organizational and legal forms of activity.

The qualification characteristics included in this 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 of the work primarily performed, constituting 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 qualification characteristics industry-wide positions managers, specialists and other employees (technical performers), widespread in enterprises, institutions and organizations, primarily in production 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 containing a specific list of job responsibilities of employees, taking into account the peculiarities of the organization of production, labor and management, and also 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.

The section "Job Responsibilities" sets out the main labor functions, which can be entrusted in whole or in part to the employee occupying this position, taking into account the technological homogeneity and interconnectedness of the work, allowing for optimal specialization of employees.

The “Must Know” section contains the basic requirements for the employee in relation to special knowledge, as well as knowledge of legislative and regulatory acts, regulations, instructions and other guidance materials, methods and means that the employee must use when performing job duties.

The section "Qualification Requirements" defines the level of professional training of the employee necessary to perform the provided job duties and the requirements for work experience. The levels of required professional training are given in accordance with the Law of the Russian Federation "On Education".

6. The characteristics of 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, experience practical activities, determined by work experience 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 on the basis of 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 of work raises problems of labor protection and environment among the urgent social tasks, the decision of which is directly related to compliance by the managers and each employee of the enterprise, institution, organization with current legislative, intersectoral and other regulatory legal acts on labor protection, environmental standards and regulations.

In this regard, the job responsibilities of employees (managers, specialists and technical performers), along with performing the functions provided for by the corresponding qualification characteristics of the position, provide for mandatory compliance with labor protection requirements at each workplace, and the job responsibilities of managers include ensuring 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 exposure to hazardous and harmful production factors.

10. Persons who do not have special training or work experience, established by the requirements qualifications, but having sufficient practical experience and performing the job duties assigned to them efficiently and in full, upon recommendation certification commission as an exception, they can be appointed to relevant positions in the same way as persons with special training and work experience.

"On approval of the Unified Qualification Directory of positions of managers, specialists and employees, section "Qualification characteristics of positions of managers and specialists carrying out work in the field of labor protection"

(as amended as of June 8, 2014,
with changes and additions, included in the text,
according to the order of the Ministry of Labor of Russia dated February 20, 2014 No. 103n)

In accordance with subclause 5.2.52 of the Regulations on the Ministry of Health and Social Development of the Russian Federation, approved by Decree of the Government of the Russian Federation of June 30, 2004 No. 321 (Collected Legislation of the Russian Federation, 2004, No. 28, Art. 2898; 2005, No. 2, Article 162; 2006, No. 19, Article 2080; 2008, No. 11 (part 1), Article 1036; No. 15, Article 1555; No. 23, Article 2713; No. 42, Article 4825; No. 46 , Art. 5337; No. 48, Art. 5618; 2009, No. 2, Art. 244; No. 3, Art. 378; No. 6, Art. 738; No. 12, Art. 1427, 1434; No. 33, Art. 4083 , 4088; No. 43, Art. 5064; No. 45, Art. 5350; 2010, No. 4, Art. 394; No. 11, Art. 1225; No. 25, Art. 3167; No. 26, Art. 3350; No. 31, Article 4251; No. 35, Article 4574; No. 52 (part 1), Article 7104; 2011, No. 2, Article 339; No. 14, Article 1935, 1944; No. 16, Article 2294; No. 24 , Art. 3494; No. 34, Art. 4985; No. 47, Art. 6659; No. 51, Art. 7529; 2012, No. 15, Art. 1790), I order:

1. Approve the Unified Qualification Directory of Positions of Managers, Specialists and Employees, section “Qualification Characteristics of Positions of Managers and Specialists Carrying Out Work in the Field of Labor Protection” in accordance with the Appendix.

Application
to the order of the Ministry of Health
and social development of the Russian Federation
dated May 17, 2012 No. 559n

Unified qualification directory for positions of managers, specialists and employees.
Section "Qualification characteristics of positions of managers and specialists carrying out work in the field of labor protection"

I. General provisions

1. Section “Qualification characteristics of positions of managers and specialists carrying out work in the field of labor protection” of the Unified Qualification Directory of Positions of Managers, Specialists and Employees (hereinafter referred to as the UKS) is intended to resolve issues related to the regulation of labor relations, ensuring an effective system of personnel management carrying out work in the field of labor protection, in organizations of any organizational and legal forms and forms of ownership.

The qualification characteristics contained in the section “Qualification characteristics of positions of managers and specialists carrying out work in the field of labor protection” of the EKS (hereinafter referred to as the qualification characteristics) are intended to facilitate the correct selection and placement of personnel, improve their qualifications, rational division of labor, and create an effective mechanism for delineating functions , powers and responsibilities of employees, as well as the establishment of uniform approaches to determining their job responsibilities and qualification requirements for them.

2. Qualification characteristics can be used as normative documents or serve as the basis for the development of job descriptions 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, job responsibilities included in the qualification characteristics of a certain position can be distributed among several performers.

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.

3. The qualification characteristics of each position have three sections.

The section “Job Responsibilities” establishes the main job functions that can be entrusted in whole or in part to the employee holding this position, taking into account the technological homogeneity and interconnectedness of the work, allowing for optimal specialization of the employee.

The “Must Know” section contains the basic requirements for the employee in relation to special knowledge, as well as knowledge of legislative and other regulatory legal acts, regulations, instructions and other documents, methods and means that the employee must use when performing job duties.

The section "Qualification Requirements" defines the level of professional training of the employee necessary to perform job duties and the requirements for work experience.

4. Job responsibilities, knowledge requirements and qualifications of deputy heads of structural divisions are determined on the basis of the characteristics of the corresponding positions of managers.

5. 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, are appointed to the appropriate positions in the same way, as well as persons with special training and work experience.

II. Manager positions

Head of Labor Safety Service

Job responsibilities. Organizes and coordinates labor protection work in the organization. Organizes, participates in the development and controls the functioning of the occupational safety management system in the organization in accordance with state regulatory requirements for occupational safety, with the goals and objectives of the organization, recommendations of interstate and national standards in the field of occupational safety and health. Determines and systematically adjusts the directions of development of the professional risk management system in the organization based on monitoring changes in legislation and best practices in the field of labor protection, as well as based on modernization technical equipment, goals and objectives of the organization. Organizes monitoring of compliance in the structural divisions of the organization with the requirements of regulatory legal acts on labor protection, carrying out preventive work to prevent industrial injuries And occupational diseases, implementation of measures aimed at creating healthy and safe working conditions in the organization, providing employees with established compensation for working conditions. Organizes informing employees about the state of labor conditions and safety in the workplace, existing occupational risks, compensation due to employees for hard work, work with harmful and (or) dangerous working conditions and other special conditions labor and personal protective equipment, as well as measures to protect workers from exposure to hazardous and harmful production factors. Organizes control over the timeliness and completeness of provision of employees of the organization with special clothing, special footwear and other personal protective equipment, therapeutic and preventive nutrition, milk and other equivalent food products. Organizes monitoring of the condition and serviceability of individual and collective protective equipment. Identifies the need for training of workers in the field of labor protection based on state regulatory requirements for labor protection, as well as labor protection requirements established by rules and instructions on labor protection, controls the conduct of briefings (introductory, primary, repeated, unscheduled, targeted) of employees on labor protection issues . Monitors the execution of the organization’s budget in the field of labor protection and evaluates the effectiveness of use financial resources in terms of achieving the set goals and objectives. Develops proposals to improve the effectiveness of measures to improve working conditions and labor protection. Monitors the targeted use of funds for the implementation of measures to improve labor conditions and safety. Takes part in the work of the commission for conducting special assessment working conditions, organizes the interaction of members of the commission for conducting a special assessment of working conditions, created in the organization in the prescribed manner. Participates in the development of sections of the collective agreement regarding the preparation of measures to improve labor conditions and safety in the organization, as well as the rights and obligations of employees and management of the organization in the field of compliance with labor safety requirements, controls the work on the preparation of proposals from the structural divisions of the organization for inclusion in the plan of measures for improvement conditions and labor protection. Organizes and participates in the work to determine the contingent of workers subject to mandatory preliminary hiring tests and periodic medical examinations, pre-trip (post-trip) and pre-shift (post-shift) inspections. Provides methodological assistance to the heads of the organization's structural divisions in the development of new and revision of existing labor protection instructions, as well as in the preparation of training programs for workers in safe techniques and work methods. Organizes preparation work technical assignments for the provision of services in the field of labor protection, the supply of personal and collective protective equipment, as well as the assessment of proposals received from suppliers of individual and collective protective equipment for their supply. Organizes and participates in the investigation of industrial accidents and occupational diseases, analysis of the causes of industrial injuries, occupational diseases, and in the development of measures to prevent them. Carries out the development of measures to increase the level of employee interest in improving working conditions and safety. Organizes and participates together with other structural divisions of the organization in the development of plans and programs to improve working conditions and safety, eliminate or minimize occupational risks. Organizes monitoring of compliance with labor protection requirements, safe techniques and work methods during internships for students of institutions of secondary and higher vocational education and labor training for schoolchildren. Organizes and controls the timely preparation and submission of reports in the established form. Manages labor safety employees.

Must know: laws and other regulatory legal acts in the field of labor protection; state regulatory requirements for labor protection; international treaties in the field of labor protection, ratified by the Russian Federation; national and interstate standards in the field of occupational safety and health; labor protection requirements established by labor protection rules and instructions; record keeping and methodological documents on labor protection issues; procedure for assessing the level of professional risk; the basics of planning measures to improve working conditions and assessing their effectiveness; production and organizational structure organizations, basic technological processes and production modes: types of equipment used and rules of its operation; methods for studying working conditions in the workplace; basic methods for reducing the impact of harmful production factors on the human body; psychophysiological requirements for employees; rules and means of monitoring compliance of the technical condition of equipment with the requirements for safe work; procedure for conducting accident investigations; advanced domestic and foreign experience in the field of labor protection; the procedure and timing for reporting on the implementation of labor protection measures; fundamentals of economics and budgeting, organization of production, labor and management.

Qualification requirements. Higher professional education in the field of training "Technosphere safety" or corresponding areas of training (specialties) in safety production activities or higher professional education and additional professional education (professional retraining) in the field of labor protection, work experience in the field of labor protection of at least 5 years.

III. Specialist positions

Occupational Safety Specialist

Job responsibilities. Participates in the organization and coordination of labor protection work in the organization. Participates in the development and monitoring of the functioning of the occupational safety management system in the organization in accordance with state regulatory requirements for occupational safety, with the goals and objectives of the organization, recommendations of interstate and national standards in the field of occupational safety and health. Participates in determining and adjusting the direction of development of the occupational risk management system in the organization based on monitoring changes in legislation and best practices in the field of labor protection, as well as based on the modernization of technical equipment, goals and objectives of the organization. Monitors compliance in structural units of the organization with legislative and regulatory legal acts on labor protection, carrying out preventive work to prevent industrial injuries and occupational diseases, implementing measures aimed at creating healthy and safe working conditions in the organization, providing employees with established compensation for working conditions. Informs employees about the state of labor conditions and labor protection in the workplace, existing professional risks, about compensation due to employees for hard work, work with harmful and (or) dangerous working conditions and other special working conditions and personal protective equipment, as well as about protective measures workers from exposure to hazardous and harmful production factors. Monitors the timeliness and completeness of provision for employees of the organization special clothing , special shoes and other personal protective equipment, therapeutic and preventive nutrition, milk and other equivalent food products. Monitors the condition and serviceability of individual and collective protective equipment. Identifies the need for training of workers in the field of labor protection based on state regulatory requirements for labor protection, as well as labor protection requirements established by the rules and instructions on labor protection, conducts introductory briefings, controls the conduct of briefings (initial, repeated, unscheduled, targeted) of employees on issues labor protection. Participates in monitoring the execution of the organization's budget in the field of labor protection and assesses the effectiveness of the use of financial resources in terms of achieving the set goals and objectives. Develops proposals to improve the effectiveness of measures to improve working conditions and labor protection. Monitors the targeted use of funds for the implementation of measures to improve labor conditions and safety. Takes part in the work of the commission for conducting a special assessment of working conditions, organizes the interaction of members of the commission for conducting a special assessment of working conditions, created in the organization in the prescribed manner. Participates in the development of sections of the collective agreement regarding the preparation of measures to improve labor conditions and safety in the organization, as well as the rights and obligations of employees and management of the organization in the field of compliance with labor safety requirements, controls the work on the preparation of proposals from the structural divisions of the organization for inclusion in the plan of measures for improvement conditions and labor protection. Organizes and participates in the work to determine the contingent of workers subject to mandatory preliminary upon hiring and periodic medical examinations, pre-trip (post-trip) and pre-shift (post-shift) examinations. Provides methodological assistance to the heads of the organization's structural divisions in the development of new and revision of existing labor protection instructions, as well as in the preparation of training programs for workers in safe techniques and work methods. Organizes work on the preparation of technical specifications for the provision of services in the field of labor protection, the supply of personal and collective protective equipment, as well as the assessment of proposals received from suppliers of individual and collective protective equipment for their supply. Conducts an analysis of the organizational structure, technical equipment of the organization, state regulatory requirements for labor protection, advanced domestic and foreign experience in the field of labor protection. Participates in the investigation of industrial accidents and occupational diseases, analysis of the causes of industrial injuries, occupational diseases, and in the development of measures to prevent them. Participates in the development of measures to increase the level of employee interest in improving working conditions and safety. Together with other structural divisions of the organization, it participates in the development of plans and programs to improve working conditions and safety, eliminate or minimize occupational risks. Monitors compliance with labor protection requirements, safe techniques and work methods during internships for students of institutions of secondary and higher vocational education and labor training for schoolchildren. Compiles and submits reports in the prescribed form.

Must know: laws and other regulatory legal acts in the field of labor protection; state regulatory requirements for labor protection; international treaties in the field of labor protection, ratified by the Russian Federation; national and interstate standards in the field of occupational safety and health; labor protection requirements established by labor protection rules and instructions; record keeping and methodological documents on labor protection issues; methods for identifying, assessing and managing professional risks; production and organizational structure of the organization, basic technological processes and production modes; types of equipment used and rules of its operation; methods for studying working conditions in the workplace; psychophysiological requirements for employees; rules and means of monitoring compliance of the technical condition of equipment with the requirements for safe work; procedure for conducting accident investigations; advanced domestic and foreign experience in the field of labor protection; procedure and timing for reporting on the implementation of labor protection measures.

Qualification requirements.

Occupational safety specialist category I: higher professional education in the field of training "Technosphere Safety" or corresponding areas of training (specialties) in ensuring the safety of production activities, or higher professional education and additional professional education (professional retraining) in the field of labor protection, work experience as a labor protection specialist of category II at least 2 years.

Occupational safety specialist II category: higher professional education in the field of training "Technosphere Safety" or corresponding areas of training (specialties) in ensuring the safety of production activities, or higher professional education and additional professional education (professional retraining) in the field of labor protection, work experience as a labor protection specialist of at least 1 year.

Occupational Safety Specialist: higher professional education in the field of training "Technosphere Safety" or corresponding areas of training (specialties) in ensuring the safety of production activities, or higher professional education and additional professional education (professional retraining) in the field of labor protection without requirements for work experience, or secondary vocational education and additional professional education (professional retraining) in the field of labor protection, work experience in the field of labor protection of at least 3 years.

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