Qualifications of the institution's staff. How to correctly determine the qualification level of an employee

The law on professional standards has been in effect for several months, but not everyone has finally figured out how to apply the new regulations in their companies. To help employers - practical recommendations from one of the most authoritative Russian labor law experts, Maria Finatova.

What is this article about? Once again about professional standards, the application of which is still unclear to many. Let's talk about how to learn to determine the professional level at which an employee is.

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

The skill level is defined as the employee’s ability to perform job functions (tasks, responsibilities) of a certain composition and level of complexity, which is achieved by mastering the necessary set of theoretical knowledge and skills.

The regulatory act that names qualification levels is the order of the Ministry of Labor and Social Protection of the Russian Federation dated April 12, 2013 N 148n “On approval of qualification levels for the purpose of developing draft professional standards.” There are 9 levels in total and each has its own requirements. The higher the level, the higher the requirements; the lower the level, the lower the requirements for the position. Typically, Level 1 is unskilled labor for which there are no strict requirements. 2,3,4 levels of working specialties, 5,6 – specialists, 7,8 heads of the organization, top managers, 9 – country leadership.

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

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

And at the 6th qualification level these are:

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

To begin, select a suitable professional standard for compliance with which the employee’s position will be checked.
Then analyze his labor function, defined by the employment contract or job description, for its compliance with the labor actions (LA) provided for in the selected professional standard.
Then compare the verified labor actions with labor functions in the same professional standard.
And finally, from the compared labor functions (LF), determine which or which generalized labor functions (GLF) the employee is suitable for.

For each generalized labor function (GFL), the professional standard indicates the corresponding qualification level. Using a simple procedure, you can determine what qualification level an employee has and what requirements are established for him.

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

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

Maria Finatova, head of the Consulting Projects Department and partner of the Valentina Mitrofanova group of companies

An employee’s qualification is the level of his preparedness for professional activities. The Labor Code defines the term “employee qualifications” as the level of professional knowledge, skills and abilities of an employee, confirmed by educational documents.

The main goal of professional training activities for employees is to improve theoretical knowledge and practical skills within the profession.

Staff development has the following benefits:

Application of the latest technologies. Many organizations have the opportunity to introduce new technology into production. But it is often not used, since the company does not have employees capable of working with it (see).
An employee's qualifications are characterized by the productivity of his work. Increasing it will satisfy the needs of customers and increase the competitiveness of the organization.
Identification of professionals who can take a leadership position. During the training, people who have leadership qualities and management abilities perform best.
Ability to quickly respond to market changes. Highly qualified employees can quickly respond to changing customer needs.
Experienced professionals can perform a variety of tasks and improve the productivity of an organization (see).
Guaranteed employment of employees.
Management's concern for employees stimulates them to improve productivity.

The qualification level of management personnel, specialists and employees is determined by their experience and education:

Highly qualified specialists have academic titles and degrees.
Higher qualifications - higher education and experience.
Average qualification - secondary or secondary specialized education.
Specialists - practitioners do not have special education, but occupy positions of specialists and managers.

The qualification level of production workers is determined by ranks. They are assigned depending on professional training.

Unskilled workers do not receive special training. They are employed in maintenance and auxiliary work.
Low-skilled workers were trained for several weeks. They do simple work.
Qualified workers study for several years and have work experience. They carry out complex construction, repair and other work.
Highly qualified workers have been trained for more than 2 years and have extensive practical experience. They work with complex equipment and perform demanding work.

Interesting fact: The assessment of the professional qualities of employees is carried out taking into account their contribution to the development of the organization in the performance of job duties.

Professional training involves not only training on the job or in an educational institution, but also the exchange of knowledge, self-education, and reading specialized literature.

Goals of advanced training:

improving the competitiveness of the organization;
increasing the ability of employees to adapt to changing market requirements;
improving the professional skills of workers and their competence;
opportunity for an employee to build a career;
improving mutual understanding between employees and management of the organization;
increasing employee commitment to their company, which reduces staff turnover.

Mandatory advanced training according to law

For some professions, the law provides for mandatory advanced training. Organization of advanced training for employees is the responsibility of the employer. When sending an employee for training, he is obliged to maintain his job, release him from official duties for the period of training and pay the average salary for this period.

Mandatory advanced training is required for:

medical workers;
teachers;
railway transport workers, if their activities are related to the movement of trains;
drivers of automobile and urban electric transport;
guards.

Types of advanced training for workers, their features

Depending on the specifics of the organization, the complexity of production, the purpose of training and the skills of employees, they often choose one of these types of advanced training for employees.

Short-term training. Individual problems that arise in a specific production are considered. After completion, a test or exam is conducted.
Thematic seminars. Consider problematic issues arising in the industry, region or enterprise.
Long-term training. It takes place in an educational institution and involves an in-depth study of problems related to professional activities. Upon completion, certification is carried out.

Information about training results is transmitted to the HR department.

Interesting fact: As practice shows, among employees holding managerial positions, not all have the necessary qualifications to fulfill the requirements.

Where can I get vocational training?

According to labor legislation, employees can study in an organization or educational institution that has passed state accreditation. Such institutions include academies, courses, institutes, and training centers.

If it can be done without interrupting production, it is carried out at the enterprise. Can be done individually or in a group.

Interesting fact: If the license of an educational institution is suspended after the contract for the provision of educational services comes into force, the organization will suffer only if it was aware of the absence of a license.

Advanced training of employees is documented in the following documents:

A student contract, which is an addition to the employment contract. It can be concluded both with a current employee of the organization and with a potential one.
The training and retraining program for personnel, indicating the educational level and the institution where the training is carried out.
In accordance with the program, an order is issued to send the employee for training.
An agreement is concluded between the organization and the institution providing training.
Documents confirming completion of training: certificate, certificate, diploma. Issued by an educational institution.
Invoice from the institution providing the service.
Documents confirming payment for services provided.

An employee's qualifications are his or her level of training to perform certain job duties. Personnel qualifications include knowledge, work experience, and professional skills.

Features of the educational process

You receive knowledge in an educational institution, higher or secondary specialized. After graduating from an educational institution, you are issued a certificate or diploma that indicates your specialty. But your specialty only indicates your knowledge. The qualifications of the personnel also presuppose the work experience that is yet to be gained. In many educational institutions, students undergo internships, where they gain work experience in a given specialty. After this, the qualifications of the young employee begin to be influenced by his personal qualities: the ability to perform this type of work, the quality of the workforce.

It should be noted that graduates of the same educational institution are differently prepared for work. Therefore, when hiring, the employer conducts a personal interview with the future employee to establish his qualifications. In addition, we must take into account that educational institutions have different levels of accreditation. If an educational institution has the second level of accreditation, it trains specialists with incomplete higher or secondary specialized education. The third level of accreditation says: the qualifications of the personnel are such that graduates will have a complete higher education. The fourth level is assigned to higher educational institutions that have master's and postgraduate programs in their departments.

Naturally, employers try to hire graduates from the country's leading universities as employees, since they produce highly qualified personnel.

Degrees of qualification

Currently, the division of university graduates into bachelors, specialists and masters has come to us from Europe. A student can receive a bachelor's degree after 4 years of study. This definition is new, and many believe that a bachelor is worse than a specialist, who will have to study for 5 years to obtain a diploma. The training of a bachelor and a specialist is fundamentally different. The division into bachelor and specialist occurs already in the third year of study, which allows for an analysis of the educational process. A bachelor's degree may have good qualifications to work as a manager, marketer, accountant, etc.

A specialist who receives a diploma after 5 years of study can work as an engineer of the highest category.

The specialist's knowledge is aimed at practical work. If you intend to qualify to work as a scientist, you must study for 6 years to obtain a master's degree. In different countries, the concept of bachelor has different meanings. In France, for example, a bachelor is a name given to high school graduates. In the USA, the title of bachelor is supplemented by specifying what science you specialized in: bachelor of history, bachelor of chemistry, etc.

A final year student of an educational institution must write a final qualifying thesis and defend it. This is a graduate’s research work, which makes it possible to judge his scientific and practical skills and assign him a certain qualification upon graduation. This type of thesis is written by graduates of both universities and secondary specialized educational institutions. When entering a job, the qualifications of the employee are already assigned by special bodies at the place of duty.

Determination of skill level

To determine the quality of the workforce, a qualification category has been introduced in our country, with the help of which the qualification level of an employee is determined. There is a certification commission, which, depending on the complexity of the work, its importance and the degree of virtuosity in performing this work by the employee, assigns him a rank. At industrial enterprises in Russia, 6 categories are adopted to determine the qualifications of workers. The first is the lowest, the sixth is the highest.

In research institutes, categories have been introduced to determine the qualifications of enterprise personnel. The engineer's category directly affects his salary. To determine wages, tariff coefficients for the qualifications of workers are adopted. They are numbers from 0 to 1 by which the salary of an engineer of the highest category is multiplied. This is how the salary of an engineer of a particular category is determined. When determining the category of an engineer, the counting is carried out differently than when assigning a qualification category to workers in factories.

On the contrary, an engineer of the first category is the most qualified employee in this position. The second category is less qualified personnel, etc.

To regulate the relationship between employer and employee, there are such concepts as job descriptions and qualification requirements. A job description is a list of an employee's responsibilities. Qualification requirements are a list of skills and knowledge that qualified personnel must have. When hiring, both of these documents are presented to the future employee. During the work process, if the duties are not included in the job description, and the requests for the employee’s skills differ from the qualification requirements, the employee may refuse to perform the work. At the same time, the employer does not have the right to fire him or reduce his salary. Although in the process of enterprise development, job descriptions may change. The employer is obliged to notify the employee about this.

Types of advanced training

If an employee wants to earn more, he can improve his skill level. Advanced training can be short-term, medium-term and long-term.

Short-term advanced training for up to 72 hours is usually carried out at the place of work. Highly qualified employees conduct classes with beginners. Students then take an exam on the material covered and are issued a certificate of advanced training, which determines their qualification level.

The average duration of advanced training lasts from 72 to 100 hours. It consists of trainings and seminars on this topic. Such advanced training is necessary when working conditions at an enterprise change and when new technologies are introduced. External specialists may be brought in to conduct classes.

Long-term advanced training of more than 100 hours is carried out for employees who have work experience but need to acquire practical skills in a specific area of activity. Employees may be sent for additional training to courses that they will attend either part-time or on-the-job. Also, employees can be sent to improve their skills in another city. At the same time, they retain their position and salary.

The qualifications of civil service employees are determined by law. Public sector employees are divided into enterprise managers, assistants and advisers, specialists who ensure the implementation of production tasks, and service personnel who ensure the smooth operation of other categories (accountants, secretaries, cleaners, etc.).

Positions are also divided into groups: junior, senior, leading, main, senior. But the qualification categories are not the same in all areas. For example, in the field of education, in order to have the first category, a teacher must master modern educational technologies and apply them in practice, have a positive work result, and improve the educational process in his institution. That is, the first category is not so easy for teachers.

All institutions value qualified, conscientious workers. It is clear that a sign of high qualification is knowledge not only of the basics, but also of the depths of the profession. A qualified employee must be ready to solve emerging problems, to analyze the pitfalls in his activities, to find and correct mistakes (and not only his own). And even this is not enough. The employer seeks to hire an employee who has been working in this field for several years. What should yesterday's students do? Many have already found the answer to this question.

In senior years, almost all students work part-time, holding positions corresponding to their future specialty. We must remember that in order to gain experience and acquire high qualifications, you will first have to agree to a low-paid job. Improving your professional level is worth it. Thus, future doctors should work as junior medical personnel during their studies at the institute. It makes sense for journalists to write papers for a small fee, for future engineers to work as laboratory assistants. In addition, you need to grab all opportunities for advanced training: attend classes and seminars, study at various courses, read modern literature on the topics of your activity. It is necessary to learn a foreign language. This is required in almost all areas. Upgrading your qualifications can be initiated by the employer or by you. But subsequently, the managers of the best enterprises will fight for you, and you will be offered the most favorable working conditions.

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

Meaning of the concept

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

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

Types of qualifications

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

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

In addition to division by field of application, the qualifications of the employee and the job are distinguished.

Employee qualification

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

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

The procedure for determining the level of training of a professional has its own characteristics in each individual country. They are prescribed in labor legislation.

Job qualifications

This characteristic is established depending on the degree of complexity and responsibility of the employee during the performance of work duties. It is determined in accordance with existing records of tariff and qualification categories that relate to a specific specialization.

What are job qualifications and why are they important? It is used when setting tariff rates and salaries, from which wages are calculated. In simple words, wages depend on qualifications.

Professional qualifications

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

Most often, the following steps exist:

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

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

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

The employees have their own grid. It consists of 18 digits.

Do not forget that in real working conditions, qualifications on a grid do not always correspond to real skill. In addition to advanced training, the employee must have a sense of responsibility, professional duty, and civic maturity.

In this article we will try to answer the following common questions: “What is a qualification?”, “Who is it awarded to?”, “Is it possible to improve the level of qualifications and how?”

Surely every adult has an idea of what it is

qualification. This term is inextricably linked with the concept of “activity”. Any work, regardless of its nature and level of complexity, requires the employee to have certain training, as well as basic knowledge and skills in order to perform it efficiently. From the above, we can draw a certain conclusion about what qualification is. This is the level of preparedness of the employee for the responsibilities assigned to him.
Qualification is awarded after a training course and subsequent knowledge testing. Upon completion of studies, a corresponding document is issued - a certificate or diploma. A common question is: “What is it and how does it differ from a specialty?” The answer is simple: a specialty is a field of activity, and a qualification is the level of preparedness (engineer, bachelor).

The qualifications of an employee are determined by such an indicator as a qualification category. It is assigned by the certification commission taking into account the level of complexity,

conditions and responsibilities of the work process. In our country, a six-digit grid is adopted to determine qualifications; in some cases, an eight-digit grid is used. For engineers, economists, and public sector workers, the appropriate category is assigned. The employee’s salary depends on the employee’s tariff; it is formed by multiplying the tariff coefficient by the first-class rate.

Specialists who already have higher education or higher education have the opportunity to improve their qualifications in order to expand and update their theoretical and practical skills, at the same time increasing their level of income. There are the following types of advanced training:

1. Short-term increase - up to 72 hours. Conducted at the initiative of the employer, the area is thematic issues in a specific production. Lectures are given by highly qualified staff members of the company. After passing the exam, you will be issued a document confirming completion of a short-term advanced training course.

2. Thematic seminars and trainings - from 72 to 100 hours. Conducted for adaptation

Workers to new conditions of the production process or when introducing new technologies. This type of advanced training is carried out in the form of trainings and seminars on problematic issues.

3. Long-term - from 100 to 500 hours. Conducted for employees who have but lack practical skills. Upon completion, a corresponding certificate is issued. By law, such events must be held at least once every 5 years, but in practice, the frequency of such courses is set arbitrarily, at the request of the employer. The form of training can be different: on-the-job, part-time, partially combined. As a rule, the most optimal option is selected. In some cases, courses are held in another city. In this case, the employee is guaranteed to retain his job, as well as the average salary.