Professional standard of the personnel manager. HR specialist: new professional standard

The article will help you find out what professional standards are, how to apply them from July 1, 2016. Where can I find a complete list of PS. Who it professional teacher according to the new standards of the teacher, accountant.

Since July 1, 2016, professional standards have been applied to many professions. They include a list of requirements and conditions. Which must be observed in relation to employees. About how to properly implement professional standards for a teacher, teacher, accountant. What documents should be studied and what threatens for non-compliance with the law, you can learn from this article.

Professional standard - what is it?

Professional standard 2019 is a qualification characteristic. Which is necessary for an employee so that he can work in a certain profession.

This concept includes the requirements for skills and abilities. also work experience. It was included at the end of 2012. The rules of application are approved by the Government Decree Russian Federation No. 23 of January 22, 2013. The article concerning professional standards is valid from July 1, 2016.

On the this moment in the register of professional standards on the website of the Ministry of Labor and social protection RF approximately 800 documents. By the end of 2016, this figure should increase by at least another 200. Further, the ministry will bring the list mandatory standards until 2000.

From July 1, 2016, a new Labor Code RF. Which is called "The order of application professional standards". Employers will be required to apply professional standards. If the qualification requirements that an employee needs to perform a certain job function are established by the Labor Code. Federal laws or other regulatory legal acts. (Article 11 of the Law on Education, as well as Article 73). For other employees, professional standards are advisory in nature.

Employers, guided by the professional standard, can make changes to job descriptions. Staffing, review local acts (Rules development and approval of professional standards. Approved by Decree of the Government of the Russian Federation of January 22, 2013 No. 23).

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To whom and how to apply professional standards from July 1, 2016

professional standards necessarily apply if the qualification requirements for employees are established by the Labor Code. Federal laws or other regulatory legal acts (Article 195.3 of the Labor Code of the Russian Federation). See the table for a list of professions for which requirements are established by law.

There are two cases when the job title must be indicated as in the professional standard, even if it is not necessary to use it.

1. if the job qualifies for compensation or benefits.

2 . If the work is associated with restrictions. This is the rule of paragraph 3 of part 2 of the Labor Code of the Russian Federation.

If the professional standard has not been approved for such professions, indicate the position according to the qualification directories. This is relevant, for example, for doctors, teachers who are entitled to benefits: additional holidays, reduced working time, preferential pension.

Where is the list of mandatory professional standards located?

The professional standard is developed and adopted by the Ministry of Labor of the Russian Federation. Further, in order for the specified document to become legally valid, it will have to be registered with the Ministry of Justice of the Russian Federation.

The official register of approved professional standards in Russia is, in fact, all professional standards registered with the Ministry of Justice.

IMPORTANT! Before you begin to be guided by professional standards published for review on the Internet. You should make sure that they are registered with the Ministry of Justice. Often, such documents are posted by the Ministry of Labor for comments.

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Official list of professional standards website of the Ministry of Labor

The list of approved professional standards for teachers, personnel officers, accountants since 2016 is given.

What should be the education of teachers according to the professional standard

The general requirements of the professional standard for the education of teachers do not take into account the specifics of additional education institutions. The teacher must have education in the direction of training and specialties "Education and Pedagogical Sciences".

The new professional standard changed the requirements for the education of methodologists and equated them with teachers. Therefore, if you have already transferred methodologists to the old professional standard, whose education does not correspond to the areas of training higher education and specialties "Education and Pedagogical Sciences", it is better to return them to the terms of the qualification guide.

Methodists will not be able to work employees with education in the areas of " Humanitarian sciences"(historians). "Society Sciences" (psychologists, lawyers, economists)

Unlike the old one, the new occupational standard does not require employees to be trained in additional professional programs. According to the profile of pedagogical activity at least once every three years. However, this requirement is in clause 2 of part 5 of article 47 of the Federal Law of December 29, 2012 No. 273-FZ. Therefore, once every three years, the teacher still needs to be sent for advanced training.

Whether the employee needs additional education is decided by the commission during the certification of the employee. Or the head of the institution (Article 196 of the Labor Code). Although if the education of an employee does not correspond to the programs implemented in the institution, it is better for such a specialist to receive additional education.

Application of professional standards

1. Organization of certification of employees.
2. Personnel Management.
3. Development of job descriptions.
4. Formation personnel policy.
5. Work billing.
6. Organization of employee training.
7. Assignment of tariff categories.
8. Establishment of a wage system.

As already noted, PS will become mandatory for certain categories of workers. The application of professional standards is mandatory in cases where the requirements for the qualification of employees are established in the Labor Code of the Russian Federation and other regulatory legal acts.

Thus, according to part 4 of article 7 of the Federal Law No. 402 of December 6, 2011, in insurance companies, non-state pension funds, public joint-stock companies at the chief accountant in without fail must be present:

• Work experience of at least 3 years in the last 5, if there is an appropriate education. Necessarily associated with the conduct accounting, audit activities, etc.
• Work experience of at least 5 years out of the last 7, if there is no education corresponding to the activity.
• Higher education by profession or not.
• The absence of a criminal record (unexpunged or outstanding) for illegal acts committed in the economic sphere.

It is worth noting that other organizations (not listed in the previous paragraph) can hire workers without these conditions.

Based on the professional standard of the Russian Federation, the employer has the right to approve new job descriptions. Sometimes, as a result of such changes, the scope of responsibilities of employees may become more extensive. In no case should this action be performed without notifying the employee about it. According to part 2 of article 72 and part 2 of article 74 of the Labor Code of Russia, the employee must be warned about the above circumstances at least 2 months in advance and give his consent if everything suits him.

IMPORTANT! If an employee does not meet the professional standards of 2016, then it is still impossible to dismiss him on this basis. He can be deprived of his job only if the results of his attestation are bad or the organization does not have vacancy for him corresponding to his knowledge and skills. The employee may also be offered additional education for the purpose of its further compliance with the professional standard.

Question: What punishment threatens the employer if he refused to implement the PS, but this rule mandatory by law?
Answer: According to the provisions of the Code of Administrative Offenses, the following punishment options are provided for such a violation:

1. First offence, warning.
2. For organizations - a fine in the amount of 30-50 thousand rubles.
3. For officials - a fine of 1-5 thousand rubles.
4. For individual entrepreneurs- a fine of 1-5 thousand rubles.

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Transition to professional standards professional accountant, teacher

At first glance, it may seem that the introduction of professional standards is a labor-intensive process and one responsible employee can easily carry out this procedure. Actually it is not. Therefore, it is recommended to form a group of employees in order for them to draw up a plan for the transition to professional standards.

The composition of the specified group (it can be compiled in free form). The legislation does not provide for specific guidance in this matter.

Specialists who need to familiarize themselves with the list of professional standards and use the information received in their work:

• From the HR department.
• From accounting.
• From the planning and economic department.
• From the legal department.

Approximate plan for the transition to Russian professional standards:

1. Divide the entire process into separate sectors. This will make it easier to track.
2. Determine the framework for the delivery of draft documents from the performers.
3. Define responsible persons responsible for the implementation of the plan.

Familiarization of employees responsible for the implementation of the plan must be confirmed by their signature in the relevant document.

The working group will have to determine the compliance of the positions available in the organization with the professional standards of 2016. For this, it is worth referring to the staffing table.

Next, choose suitable PSs for the positions and compare the real goal of a certain type professional activity as reflected in the document. Having carefully worked out this issue for each of the positions, you can choose the appropriate professional standard.

IMPORTANT! The name of the PS is not equal to the title of the position, since it covers the entire type of activity with general characteristics jobs, not a specific profession. Also, as a result of working with PS, there may be a need to rename positions.

Implementation of professional standards point by point (summarizing what was said in the section):

1. Issuance of an order on the establishment of a commission for the implementation of the PS in the organization.
2. Holding a committee meeting
3. Drawing up an implementation plan.
4. Determining the correspondence of positions in the organization and existing PS.
5. Rename jobs if needed.
6. Inscribing changes and innovations in job descriptions.
7. Making changes to the wage system.
8. Development and implementation of activities aimed at retraining employees.
9. Certification of workers.
10. Carrying out other organizational measures for the implementation of PS.

If the work gives the employee the right to any benefits or compensation, and is also associated with restrictions, then the name of the position should be reflected in the employment contract in the same way as in the PS or qualification guides.

It is worth noting that there may be differences between the qualification handbook and professional standards. For example, positions that are entitled to a preferential pension do not match. The equivalence of these concepts in the future is planned to be established by the Government of the Russian Federation. Solution for this issue must be documented. Because in the case of verification, it is the protocol that will give an answer to the question - "Why is the name of the position not similar to that indicated in the PS." This fact will also help in case of conflicts with employees or claims from inspection bodies.

The PS reflects enough detailed information concerning the requirements for the education of specialists, as well as for their work experience and other knowledge and skills.

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Qualification requirements for specialists in various industries

For an accountant of a public institution:

1. The minimum requirement is the presence of secondary specialized education.
2. Work experience - at least 3 years for a simple accountant, at least 7 years for a chief accountant, including 5 years in the relevant field.

For the head of an educational institution:

1. Prior to appointment, work in a teaching or managerial position for at least 3 years.
2. Do not have a ban on teaching activities.

For the head nurse:

1. Secondary specialized or higher education in the field of nursing.
2. If the education is secondary specialized - at least 10 years of experience, if higher - at least 5 years.

For the programmer:

1. For a programmer technician, as well as a junior programmer, the lack of higher education and work experience is acceptable.
2. It is similar for a programmer, but the work experience must be at least 6 months and it is obligatory in the field of software development.
3. A software engineer and a senior programmer must have a higher education and at least a year of experience in the specified field.
4. For a lead programmer, a higher education and at least 3 years of experience are required.

Thus, by comparing the positions available in the organization with the requirements of the PS, it is possible to find out whether the employees meet the basic requirements. In case of a negative answer to this question, the employee can be offered a choice of two options - send him for training or transfer to another position, which corresponds to the level of his knowledge, experience and education. By the way, training can be paid by both the organization and the employee himself. The order of training is fixed in the employment contract or an additional agreement to it.

After determining the need for training and retraining of employees, a training plan should be drawn up for this year and submit it to the manager for approval.

AT this document the following information is indicated:

• Surname, name, patronymic of employees.
• Positions.
• Description of required training or retraining.
• Explain the reasons for sending employees to training.
• period of training activities.
• Reasons for choosing a particular supplier educational services.

This document may be useful in case of verification, as it reflects the fact that the employer has fulfilled professional standards in good faith.

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Who draws up the professional standard of the teacher and others

Who it professional educator? Given Additional Information, documents for the application of professional standards of a teacher, accountant, auditor.

PS can be made up:

1. Employers.
2. professional communities.
3. self-regulatory companies.
4. Other non-profit firms with the participation educational institutions vocational education and other organizations that are interested in this.

Professional Standards

1. Register of professional standards
2. Vocabulary and reference manual "Development and application of professional standards"
3. Base of experts on the development and discussion of professional standards
4. Register of Vocational Qualifications Councils

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The Ministry of Labor in letter No. 14-2 / ​​OOG-6465 dated 07/06/2016 once again reminds that professional standards are only advisory in nature for many employers.

But, if in accordance with the Labor Code of the Russian Federation or other federal laws the performance of work in positions, professions, specialties is associated with the provision of compensation and benefits or the presence of restrictions, then according to the names of positions, professions, specialties and qualification requirements for them, they must correspond to the names and requirements specified in the qualification reference books or professional standards.

In cases where the names of positions, professions, specialties are contained in both qualification reference books and professional standards, the employer independently determines which regulatory legal act to use, except for cases provided for by federal laws and other regulatory legal acts of the Russian Federation.

Professional standards for personnel officers since 2016 introduced updated qualification requirements for these specialists. As conceived by the creators, in the future, professional standards should replace qualification reference books, but at the moment, with the exception of certain cases, it is allowed to use one of the specified documents at the choice of the employer.

What document introduced the professional standard of a human resources specialist

Professional standard of personnel officer put into effect by order of the Ministry of Labor of the Russian Federation dated 06.10.2015 No. 691n. But it does not yet describe all possible professions in this area, and work in this direction continues. In particular, the development of a similar document for the following specialists is expected to be completed in the near future:

• on registration labor relations;
• development and training;
• development;
• for certification and assessment, etc.

This document contains descriptions of several categories of qualifications related to different areas of personnel work:

• professions of personnel departments;
• managers (heads) of HR departments;
• personnel specialists.

Should not be included in professional standards of the personnel officer a document introduced by order of the Ministry of Labor of the Russian Federation of October 9, 2015 No. 717n, which defines the qualification requirements for a recruiter. Although this specialist and is listed in the structure personnel services, he is not involved in the direct execution of documents on personnel, and therefore is not included in the category under consideration.

Do companies have an obligation to apply the standard

The professional standard of the personnel officer contains information about the competencies sufficient to perform the work that an employee needs to possess. Everyone interested can test their skills and their compliance with the desired level. In a situation where an already working employee does not adequately correspond to the declared level of qualification, the company has no legal basis terminate his employment contract. In particular, such a possibility is not provided for both in the Labor Code of the Russian Federation and in the Decree of the Government of the Russian Federation “On the rules for the application of professional standards” dated January 22, 2013 No. 23.

The legislation highlights the circumstances under which the implementation of standards in a company is mandatory:

• if their use in terms of qualification parameters is prescribed by the provisions of the Labor Code of the Russian Federation, laws or by-laws (Article 195.3 of the Labor Code of the Russian Federation);
• in the presence of legally guaranteed benefits, compensations, restrictions for a certain position (Article 57 of the Labor Code of the Russian Federation).

The second point in practice most often refers to workplaces with harmful and dangerous working conditions. At the same time, the company must use for such places the name of the position and the list of duties strictly from the professional standard. None of these circumstances is present for employees of personnel departments.

What skills should a personnel officer have from 2016

Each standard, in addition to the description official duties, contains a closed list of necessary knowledge, skills, work experience. This structure is also typical for professional standard of the personnel officer - 2016, defining 8 areas of work that a personnel officer will definitely have to perform. At the same time, for each of these areas, certain requirements for the level of training are established:

1. The formation and storage of documents related to the reception and movement of personnel require at least a secondary specialized education and skill level 5.
2. Activities related to the selection of new employees require a Level 6 qualification and a bachelor's degree with additional courses.
3. Activities related to the certification of employees require the 6th level of competencies.
4. Conducting training and conducting practice - level 6.
5. Activities for the formation and support of the remuneration system also assume the 6th level of qualification (at least a bachelor with additional professional training).
6. The introduction and subsequent administration of social programs in an organization require a level of education and skills similar to the previous paragraph.
7. The formation of mechanisms for organizing the work of employees, control, administration of the functioning of the company's divisions require the 7th level of competencies (master's or specialist's degree, but with practical experience of at least 5 years).
8. Implementation of procedures for determining the strategy for managing employees, departments and separate divisions also assumes the presence of a 7th skill level.

Functions of a personnel worker according to the professional standard

In addition to the listed list of 8 areas of work in professional standard of the personnel officer - 2016 A breakdown is provided for each of them. This information is also supplemented by an indication of the set of skills that the employee must possess. It is the information described above that is recommended to be used in the formation of job descriptions for employees of the personnel service.

Let us dwell on the individual operations that the personnel officer is required to perform as part of his functions:

1. The enlarged function for the implementation of workflow for personnel in the company involves the following actions:
   • registration of all documents on personnel work (primary, accounting, administrative and administrative purposes);
   • maintaining registers, accounting and ensuring the safety of documentation, as well as registration of its transfer to the archive;
   • general administration of document flow in the company;
   • analysis of documents received from employees for errors and inaccuracies;
   • formation of extracts, certificates, duplicates of documents for various purposes based on current requests;
   • providing employees with information about their labor activity in a written form;
   • acquaintance of the employee against receipt with the documentation related to his labor activity;
   • working time accounting.
2. Activities related to the selection of new employees:
   • formation of criteria for determining the level of qualification required for a particular position;
   • analysis of data provided by the employee about himself to get a job in the company in his specialty;
   • organization of interviews with applicants and their assessment for compliance with the chosen position.
3. Work related to personnel assessment:
   • formation of a schedule of certification activities and its implementation;
   • organization of the work of attestation commissions, including their documentary support;
   • formulation of the final results of certification for their approval by managers.
4. The activities for conducting training and internships for employees are related to:
   • with the creation of instructions and regulations related to the implementation of staff training;
   • market research of educational services and selection of priority areas for employee training;
   • formation of current methods and documentary support of training procedures;
   • evaluation of the results of the conducted training activities;
   • organization of preliminary training practice for newly hired employees.
5. Activities for the formation and support of the remuneration system include:
   • analysis of the existing system of organization and regulation of labor, development of measures for its maintenance and development;
   • creation, support and development of the system of remuneration in the company.
6. Implementation and subsequent administration of social programs:
   • formalization and implementation of the company's social policy;
   • creation of a list of social benefits and ensuring their payment;
   • communication with trade union representatives.
7. Formation of mechanisms for organizing the work of employees, control, administration of the functioning of departments:
   • development organizational structure departments, subdivisions and the number of personnel in its composition;
   • administration of work of employees in the company.
8. Implementation of procedures for determining the strategy for managing employees, departments and separate subdivisions:
   • general development of measures for the organization and remuneration of labor;
   • formation of the final consolidated organizational structure;
   • development of documented proposals for the application disciplinary responsibility or additional incentives for employees.

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The professional standard for personnel workers should be considered as a consolidated, most general, universal list of functions of personnel services specialists. At the moment, it is advisory in nature, since so far there is not a single legislative act that makes it mandatory for all firms. At the same time, state institutions will have to apply it on the basis of Decree of the Government of the Russian Federation of June 27, 2016 No. 584.

Since 2016, professional standards for personnel officers have been replacing outdated qualification reference books. Let's figure out what these standards are and where they are used.

Is the professional standard of the HR specialist approved?

Professional standards for personnel officers were approved by order of the Ministry of Labor No. 691n dated 06.10.2015, which came into force on 01.11.2015. It is possible that other professional standards for HR professionals will soon be adopted. Thus, the professional standards "Specialist in the registration of labor relations", "Specialist in the development and training of personnel", "Specialist in organizational development", "Specialist in personnel assessment" and others are being developed.

Order No. 691n lists occupational groups that are associated with personnel work:

• specialists of personnel departments/services (OKZ code 3423);
• heads of structural divisions for personnel management (OKZ code 1232);
• HR specialists (OKZ code 2412).

Occupation groups related to personnel work in the professional standard "HR Specialist" are indicated in accordance with the All-Russian classifier of occupations OK 010-93, which, according to the order of Rosstandart dated December 12, 2014 No. 2020-st, became invalid from July 1, 2015. In accordance with the same order, from July 1, 2015, the new All-Russian Classification of Occupations (OKZ) OK 010-2014 (MSKZ-08) is in effect, but changes to the professional standard "HR Specialist" in terms of clarifying the groups of occupations of specialists related to personnel work, have not yet been entered.

We believe that the closest in meaning groups of occupations of specialists related to personnel work, given in All-Russian classifier classes (OKZ) OK 010-2014 (ISCO-08) are:

• 2424 "Specialists in the field of personnel training and development";
• 1212 Human Resource Managers;
• 4416 "Officers for maintaining personnel documentation»;
• 3341 Office Managers.

As for the recruiter’s professional standard approved by order of the Ministry of Labor dated 09.10.2015 No. 717n, it has a rather distant relation to personnel officers, since the duties of a recruiter include meeting the company’s need for workforce rather than HR management.

Mandatory application of the professional standard of the personnel officer

The professional standard of the personnel officer in the first place will help the employee himself to determine whether his level of qualification is sufficient to fulfill the requirements specified in the standard. labor functions. But for employers, the discrepancy between the qualifications of an employee and that indicated in the professional standard is not a basis for dismissal. At least now, neither the Labor Code nor the Government Decree “On the Rules for the Application of Professional Standards” dated January 22, 2013 No. 23 give the right to dismissal for non-compliance with the professional standard.

According to Art. 195.3 of the Labor Code, which came into force on July 1, 2016, professional standards become mandatory for employers only if the requirements for the qualifications necessary for the performance of work are legally established. And in Art. 57 of the Labor Code states that if the performance of work in a position is associated with the receipt of benefits / compensation or there are some restrictions, then the names of such positions, as well as qualification requirements, must be clearly spelled out in the employment contract in accordance with the professional standard. There are no such restrictions for personnel officers.

See additional article .

However, the data from the professional standard may be needed by the employer for billing work (Article 143 of the Labor Code of the Russian Federation), when organizing training and certification of employees, developing job descriptions, establishing remuneration systems taking into account the peculiarities of the organization of production, labor and management, as well as in the formation of personnel policy for enterprise.

What to do if the job title does not match the job title in the professional standard, read the article .

Professional standard of a personnel officer: skill level

Each professional standard includes, among other things, a description of the labor functions performed by the employee in the relevant position, as well as requirements for the education and knowledge received, work experience sufficient to implement these functions (clause 6 of the order of the Ministry of Labor of April 29, 2013 No. 170n).

The professional standard of the personnel officer, which is approved by order No. 691n, contains a list of 8 generalized labor functions for which qualification levels are determined. Let's get to know them in more detail:

1. Ensuring workflow for accounting and personnel movement - the 5th level of qualification is required (secondary vocational education is enough).
2. Staffing work, particularly document administration - required skill level 6 (requires an employee who has completed a bachelor's degree plus additional professional education).
3. Organization and conduct of employee attestation — 6th qualification level (Bachelor).
4. Organization of personnel training and internship — 6th level of qualification.
5. Organization of remuneration - 6th level of qualification (bachelor's degree plus additional professional education).
6. Development and implementation of corporate social policy - 6th level of qualification (bachelor's degree plus additional professional education).
7. Development of a system and implementation of functions for the operational management of personnel, as well as the work of any structural unit the company requires the 7th level of qualification (an employee who has received a master's degree is required, and in some cases a specialist is enough, plus work experience of more than 5 years).
8. Development of a system and implementation of functions for strategic personnel management, as well as the work of any structural division of the company - 7th level of qualification (specialist / master, work experience of 5 years).

The qualification levels used in the professional standard were approved by order of the Ministry of Labor dated April 12, 2013 No. 148n.

Necessary actions in the workplace for personnel officers according to the professional standard

The professional standard of the personnel officer for each of the 8 labor functions lists the labor actions that the employee is required to perform, and also indicates what knowledge and skills he should have. For employers, the necessary labor actions of personnel officers described in the professional standard should be of particular interest - they can be listed in job description worker.

You can find an example of a job description for a personnel officer in our article. .

Let's analyze what actions for each of the 8 generalized labor functions are most important for personnel officers:

1. Generalized labor function for documenting relations with personnel (clause 3.1 of order No. 691n):

• preparation of personnel documentation (primary, planning, organizational, accounting, administrative);
• registration, accounting and storage of personnel documentation, as well as preparation for archiving relevant documents with a long shelf life;
• ensuring the workflow of personnel documentation;
• collection and verification of personal documents submitted by the employee;
• registration of copies, extracts from personnel documentation, preparation of certificates of work experience, salary and others;
• issuance to the employee of personnel documentation related to his work activity;
• familiarization of employees with the administrative, organizational documentation of the company;
• employee time tracking.

About what are personnel documents, and about the responsibility for their absence, read the article .

You can learn more about the retention periods of personnel documentation in our article. .

1. Generalized labor function for staffing (clause 3.2 of order No. 691n):

• drawing up requirements for a vacant position;
• verification of information provided by candidates applying for a vacant position;
• interviewing candidates for vacant positions and assessment of their compliance with job requirements.

Generalized labor function for the assessment and certification of personnel (clause 3.3 of order No. 691n):

• development of a plan for the assessment / certification of personnel and the implementation of these activities;
• support of the evaluation/certification process and ensuring the work attestation commission necessary documents;
• preparation of recommendations for management based on the results of the assessment / certification.

Generalized labor function for personnel development (clause 3.4 of order No. 691n):

• development of documents that determine the procedure for the development and advanced training of personnel;
• analysis of the educational services market and study of the company's needs for employee training;
• preparation teaching materials, draft local regulations related to staff training;
• organization and subsequent analysis of the effectiveness of employee training activities;
• preparing and conducting internships for newly hired employees.

The generalized labor function for organizing the work of personnel and its payment (clause 3.5 of order No. 691n):

• carrying out measures for the organization of labor and the organization of the procedure for rationing the work of personnel;
• development and implementation of the employee remuneration system.

Generalized labor function for the organization of corporate social policy (clause 3.6 of order No. 691n):

• preparation and implementation of the corporate social program of the company;
• organizing a system and making payments of social benefits to employees;
• preparation for negotiations with the trade union of the company.

Generalized labor function for operational personnel management (clause 3.7 of order No. 691n):

• preparation of proposals on the structure of the unit and the need for employees;
• implementation operational management employees of the structural division of the company.

Generalized labor function for strategic personnel management (clause 3.8 of order No. 691n):

• organization of labor and formation of a payment system;
• drawing up the organizational structure of the company in the context of personnel;
• preparation of draft decisions on application to employees disciplinary actions or incentives.

Results

The professional standard for HR specialists is a generalized standard for HR managers and personnel officers. From July 2016, after the entry into force of Art. 195.3 of the Labor Code, the professional standard for personnel officers has become a recommended document, not a mandatory one.

On July 1, new rules on professional standards came into force. In order to know exactly your actions at such a crucial moment, read the article in which we have collected a minimum for a personnel officer: what professional standards are mandatory for use, how organizations step by step to switch to them and whether there are professional standards for the personnel officers themselves.

From this article you will learn:

• how professional standards work;
• in what cases it is necessary to apply them;
• how to correctly switch to the application of professional standards;
• is there a standard for personnel officers.

For whom the application of professional standards is mandatory

Initially, the State Duma was considering a bill on the introduction of the mandatory use of professional standards in work:

• state budget organizations;
• executive authorities;
• state corporations and companies, as well as organizations in which the share of participation of the Russian Federation, a constituent entity of the Russian Federation or municipality accounts for more than half.

However, later it was decided not to deviate from general norms of the Labor Code that the legal provisions of labor legislation should be applied by all employers without exception, regardless of their organizational and legal form.

Don't Miss: Top Article of the Month from an Expert Practitioner

5 main misconceptions about professional standards.

Read about the professional standard of a HR specialist

At present, the provisions of Article 195.3 apply without distinction to state/municipal and private organizations. If you have employees for whom the law expressly establishes mandatory compliance with the professional standard, then the corresponding standard becomes binding on you.

Example: article 330.2 of the Labor Code of the Russian Federation establishes: 6 persons accepted for underground work should not have medical contraindications to specified works and must meet the relevant qualification requirements specified in the qualification reference books approved in the manner established by the Government of the Russian Federation, or the relevant professional standards". Therefore, regardless of their organizational and legal form, all employers are required to introduce the following professional standards:

• Insulator for underground work in construction (approved by Order of the Ministry of Labor of Russia No. 1063n dated December 22, 2014);
• Specialist - geologist of underground gas storages (approved by the Order of the Ministry of Labor of Russia No. 1184n dated December 26, 2014);
• Specialist-technologist of underground gas storages (approved by the Order of the Ministry of Labor of Russia No. 1169n dated December 26, 2014);
• Specialist in the operation of underground gas storage equipment (approved by Order of the Ministry of Labor of Russia No. 1163n dated December 26, 2014);
• Underground well workover operator (approved by Order of the Russian Ministry of Labor No. 303n dated May 19, 2015).

How can an employer introduce professional standards

The procedure for introducing professional standards requires, first of all, lengthy preparatory actions. We recommend that you follow the following algorithm:

1. Create a working group in the organization for the introduction of professional standards (a sample order is given in the documents attached to the article);
2. Appoint a person (or persons) responsible for identifying mandatory PSs;
3. Correlate mandatory professional standards with the organization's staffing table, identify staff units for which a transition to PS is required;
4. Check the employees identified in this way for compliance with the required professional standard;
5. In case of discrepancy between the qualities of an employee and the requirements of the PS, send him for training or offer a transfer to a job corresponding to his experience and knowledge.

• while creating working group keep in mind that she will have a lot of work, even two employees can hardly do it;
• include in the working group the best workers- personnel officers, accountants, lawyers, possibly anyone else;
• when comparing standards and staffing, keep in mind that job titles do not have to match at all! The names in professional standards often differ from ETKS. Pay attention to basic goals. The PS indicates the main goals of the type of professional activity, in staffing- the purpose of work in the position, labor function;
• in the event that work in a certain position gives the right to compensation, or has restrictions (work in hazardous production), in the employment contract the name of the position must comply with the reference book or professional standard (paragraph 3, part 2, article 57, part 3, article 195.1 Labor Code of the Russian Federation), so in some cases the position will have to be renamed;

At the same time, for example, the following similar PSs are currently under development:

• Personnel development and training specialist;
• Personnel assessment specialist;
• Specialist in the design of labor relations;
• Compensation and Benefits Specialist and others.

The specific goals of work and labor functions for each position are determined by the orders of the Ministry of Labor that approve the relevant PS.

So far, none of the current regulatory legal acts mentions the mandatory application of a professional standard for personnel management specialists. Therefore, the provisions of the PS can be taken as a model for improving the job description, employment contract or just professional growth.

We talked more in this article.

Attached files

• Order on the creation of a working group for the implementation of professional standards (form).doc

Available only to subscribers

• Order on the creation of a working group for the introduction of professional standards (sample).doc

According to the text of the professional standard for a HR specialist in 2016, the main goal of such employees is to ensure the effective functioning of the personnel management system to achieve the goals of the organization.

In practice, this means the creation and operation of such a system of work with personnel that would provide the management of the organization with the opportunity to make a reasonable and lawful decision regarding any employee in the implementation of various personnel procedures (from hiring to dismissal).

The professional standard of a human resources specialist provides for a number of functions:

1. Documentation support (skill level 5).
2. Staffing activities (skill level 6).
3. Activities for the assessment and certification of personnel (skill level 6).
4. Personnel development activities (skill level 6).
5. Work organization and staff remuneration activities (skill level 6).
6. Activities for the organization of corporate social policy (skill level 6).
7. Operational management of personnel and organizational unit (skill level 7).
8. Strategic Management organization personnel (skill level 7).

Each of the functions contains a specific list of educational requirements, vocational training, work experience and job responsibilities.

Group A. Human Resources Specialist

The requirements for the level of education and training in the professional standard have become more liberal, now it is enough for a HR specialist to have any secondary vocational education (previously, the reference book provided for a higher education). But if the diploma is not specialized, you will additionally need to undergo professional retraining or advanced training courses, which was not required before.

Work experience is not required, as before.

Compared to the handbook, the number of job responsibilities and the necessary knowledge to perform them has decreased, but now they are more specific.

Group B. Recruitment Specialist

Analogue in the CEN - "HR Specialist".

Recruiters must have higher education in the undergraduate program (previously there was a requirement for higher education without taking into account educational programs).

If the diploma is not specialized, you need retraining in the field of search and selection of personnel.

Work experience is not required.

The wording of the provisions on knowledge, skills and abilities, in comparison with the handbook, has become more specific and meaningful, focusing on the search and selection of candidates.

Group C. Personnel Assessment and Certification Specialist

Personnel assessment and certification employees must have a higher education in a bachelor's program (previously it was necessary to have a higher education without specifying a training program).

The professional standard contains a provision on the need for additional training in the program of advanced training or professional retraining in the field of employee assessment.

Work experience is not required.

The formulations for the necessary knowledge, skills and abilities are clear and understandable, the main direction is the preparation and implementation of appropriate measures for the assessment of specialists and workers of enterprises.

Group D. Personnel training and development specialists

Analogue in the CEN - "HR Manager".

In terms of the level of professional education and practical work experience, the provisions of the professional standard differ from the requirements of the reference book.

Previously, an employee was required to have a higher professional (in the specialty "Management") or higher professional education and additional training in the field of management, as well as work experience in the specialty for at least 2 years.

Now, according to the provisions of the professional standard, an employee must have a higher education (without specifying a specialty). The length of service has not been established, however, conditions have been introduced for additional training under advanced training programs or retraining in the field of organizational and professional development frames.

The provisions on the necessary skills, knowledge and skills, in comparison with the TSA, are detailed in the field of development and training of personnel.

Group E. Specialists in rationing and remuneration (on compensation and benefits)

Analogue in the CEN - "Engineer for labor rationing".

Unlike the reference book, which contains a description of the qualifications for the education and work experience of three categories of labor regulation engineers (each category has its own requirements), the professional standard now has a single provision on education: it must be the highest without specifying the training program.

In addition, work experience is no longer regulated (in the reference book, the requirements for experience are three and five years, depending on the category).

At the same time, according to the standard, specialists in this field must have additional vocational education under a retraining program in the field of economics, regulation and remuneration, and advanced training.

Group F. Social Program Specialists

Analogue in the CEN - "HR Specialist".

In terms of the requirements for experience and education, the reference book and the professional standard are identical: education must be higher, without indicating the training program, experience is not required. However, the standard contains a provision on the need for additional vocational education in the program of retraining or advanced training in the field of social programs.

Job responsibilities in the standard are well detailed compared to the handbook. The standard includes functionality that relates specifically to this direction, all general and non-related parameters have been removed or moved to the appropriate groups.

Group G. Heads of structural divisions

Analogue in the CEN - "Head of the personnel department."

According to the availability of the necessary education and work experience, the professional standard formally repeats the requirements of the reference book: higher education (specialist or master's degree) and at least five years of experience in management. However, earlier, according to the CEN requirements for work experience, it was envisaged that the employee must have experience in leadership positions. The professional standard has now slightly softened this position, the provision on managerial positions has been removed.

In addition, the professional standard now contains a provision on the mandatory completion of additional training in professional retraining programs in the field of people management, operational and tactical management or an advanced training program in personnel management, operational and tactical management.

The lists of practical skills and theoretical knowledge in the provisions of the CAS and in the professional standard practically do not differ.

Group H. Director or Deputy General Director for Human Resources

Analogue in the CEN - "Deputy Director for Human Resources".

The requirements for education and work experience of the provisions of the professional standard are comparable to the conditions of the reference book, according to which the presence of higher education (specialist or master's degree) is mandatory, as well as at least five years of experience practical work in the field of personnel management in senior positions.

In addition, the professional standard contains requirements for the mandatory availability of additional education for the relevant employees in retraining programs in the field of management by human resourses, strategic and operational management, economics of the organization; advanced training programs in the field of personnel management, strategic and operational management.

As for the practical work and the necessary knowledge for its implementation, in fact, everything remains the same.

Advantages and disadvantages of the professional standard

On the one hand, the description of the labor functions of this standard makes it possible to clearly distinguish between the work of specialists in the relevant personnel departments, on the other hand, such a detailed description and division of labor functions is more suitable for large and state enterprises with significant headcount than for small and medium-sized businesses (in principle, the way it is, if you look at the corresponding section of the standard, where its developers are indicated).

However, as long as the legal requirements for the qualifications of the above specialists are not defined, employers (with the exception of state, municipal, budgetary, etc. enterprises) may refer to the provisions of the professional standard as a kind of guideline, desirable, recommendatory and descriptive , but optional (yet).

But as soon as the legislator introduces the relevant norms, specific specialists, if they combine several groups in terms of their functionality, will have to comply with the provisions of those groups that establish higher requirements for the relevant qualifications.