Workplace internship program for all working occupations. Job placement

From March 1, 2017, the procedure for conducting an internship at the workplace will change significantly.

Job briefings and on-the-job training are similar procedures for many employers. That is why internships in organizations are not taken seriously enough. In fact, both procedures are necessary to teach the employee to perform their duties safely. And both are carried out before work begins. This is their similarity. But there are also significant differences. So briefing with employees most often takes several hours. And the internship is several work shifts. Briefing is a short theoretical course on the safe performance of work with a demonstration of practical examples. And during the internship, the employee performs the prescribed duties under the supervision of a mentor, learns in practice to perform the upcoming work, studies production and technological processes.

For whom is an internship in the workplace a mandatory procedure?

Mandatory internships at the workplace still remained for employees entering work with harmful and dangerous working conditions. This obligation is assigned to the employer in article 225 of the Labor Code and clause 11.4 of GOST 12.0.004-2015, which comes into force on March 1, 2017. For example, electrical personnel, miners, metallurgists, workers in the oil refining industry, miners, etc.

When should you do an on-the-job training?

From March 1, 2017, internships at the workplace for managers, specialists, blue-collar workers and junior service personnel must be carried out:

When they enter a job;

When transferring to another place of work within the organization with a change in position or work performed;

To prepare for a possible replacement during the absence (illness, vacation, business trip) of a permanent employee;

For the practical development of best practices and effective organization work on labor protection.

PREVIOUSLY: The internship was carried out when transferring to another job or when changing the type of equipment or switching to control other equipment (brand of a machine, crane, etc.).

Terms of the internship in the workplace

From March 1, 2017, the duration of the internship is determined by the head of the department in which the probationer works. It takes into account the level of education of the employee, his qualifications, work experience and other important factors.

For workers of working professions and junior service personnel who have the necessary qualifications and experience, the internship period should be from 3 to 19 work shifts;

If an employee of working professions does not have work experience and relevant qualifications, then the period of internship, including the development of labor protection and safety issues, should be from 1 to 6 months.

For managers and specialists, the terms of the internship are determined by the employer. Depending on education, training and work experience - from 2 weeks to one month.

PREVIOUSLY: According to GOST 12.0.004-90, which is valid for this moment, internship at the workplace is carried out during the first 2-14 shifts after the initial briefing.

Its duration depends on the nature of the work and the qualifications of the employee.

The document does not have a time division for managers, specialists or employees of working professions.

Attention! Current GOST allows the management, in agreement with the labor protection service and the trade union of the enterprise, to exempt from probation an employee whose work experience in the specialty is at least 3 years, if he moves from one workshop to another, and the nature of his work and the type of equipment does not change.

This item is not in the new document!

Question from an employer: Is it necessary to conduct an internship at the workplace with travel agency employees who work in the office?

Answer: No, it doesn `t need. An internship at the workplace after the initial briefing must be completed only by employees who will be employed at work with harmful or dangerous working conditions (Article 225 of the Labor Code of the Russian Federation). Office workers are not included in this category.

Who conducts on-the-job training?

From March 1, 2017, an internship for workers can be conducted by a work supervisor, an industrial training instructor or another experienced worker, trained as an instructor in labor protection and having extensive practical experience.

As for the managers and specialists entering the workforce, they can be trained by a superior or other manager, who is appointed by the employer by his decision.

PREVIOUSLY: To conduct the internship, the employer appointed by his order the head of the internship from among senior employees or specialists.

Question from an employer: Do we need to do an on-the-job internship with an employee if they move from one department to another?

Answer: You need to conduct an internship with an employee, but only if the working conditions at the new workplace are harmful or dangerous (Article 225 of the Labor Code of the Russian Federation). If this is not the case, then you can safely transfer an employee to another structural unit without an internship.

How is an internship on the job?

GOST 12.0.004-2015, which comes into force on March 1, 2017, prescribes clear regulations for the internship for the employer. It states that the internship leader must: - Draw up internship programs and reflect in them specific tasks and deadlines, taking into account the employee's education, training and work experience of the probationer;

Familiarize the trainee employee with all employees of the unit and working conditions.

During the internship new employee must learn the rules of the internal work schedule, the main functions of the unit and all the requirements of labor protection in the performance of work;

During the internship, familiarize the trainee with the package of documents necessary for work.

It must necessarily include the employee's job description, the regulation on the unit, internal standards and regulations, local regulations on labor protection and production safety;

Throughout the entire period of the internship, the leader must carefully observe the work of the trainee, control and, if necessary, correct his actions. After the internship time is over, the manager must, in any form, issue a review of the internship. The results of the internship are summed up by a specially created commission of the employer.

For workers of working professions - a qualification commission, and for managers and specialists - an attestation commission. She is conducting a qualifying exam. The employer chooses the form himself. The task of the commission members is to assess the level of theoretical and practical training of the trainee, the level of his knowledge of labor protection requirements and draw up an appropriate protocol.

Attention! In GOST 12.0.004-2015 there are no clear indications of the composition and size of the commission. We recommend that you involve at least three people whose work experience and experience will allow you to complete the task assigned to them. If the members of the commission decide that the employee has successfully completed the internship, the head of the unit or organization issues an order on the admission of the probationer to independent work. If the results of the internship are negative, the employee should not be allowed to work independently. He must undergo a second internship within one month, after which he must once again pass an examination of knowledge of labor protection requirements.

IMPORTANT!!! If an employee failed to undergo an internship at the workplace again and received an unsatisfactory assessment from the commission, the training organizer has the right to consider the issue of his compliance with the profession or position held.

What responsibility will the employer bear if he does not conduct an internship at the workplace?

An internship at the workplace is one of the types of employee training in safe methods and techniques for performing labor protection work. If the employer allows the employee to work without conducting an internship with him as required by law, the GIT inspector during the inspection may impose a fine (part 3 of article 5.27.1 of the Code of Administrative Offenses of the Russian Federation): on officials - from 15,000 to 25,000 rubles, legal entities- from 110,000 to 130,000 rubles for each untrained employee.

An internship at the workplace for labor protection in 2019 is carried out in accordance with GOST 12.0.004-2015. Its order has been significantly changed compared to the previous standard. Let's talk about the current rules.

Read in the article:

Who is exempt from an internship in the workplace

The requirement for an internship in labor protection is not applicable to employees who are employed in jobs of 1 and 2 hazard classes. There is also no need to pass for employees who move to other structural units within the same organization, unless this is associated with a change official duties. But if an employee goes to work with worsening working conditions (and they become harmful or dangerous), you need to train.

Length of internship in the workplace

The legislation does not regulate the duration of the internship process: this issue is at the discretion of the head of the organization, as well as the number of internship shifts at the workplace. At the same time, not only the “harmfulness” of production is taken into account, but also the experience of the trainee (including this enterprise), education and qualifications. It is clear that the less practice a person has, the longer he should train.

The duration is set:

• for working professions in the absence of work experience - not less than a month, but not longer than six months;
• personnel who belong to junior service and working professions - from 3 to 19 shifts;
• managers and specialists - within 2-4 weeks.

Order of conduct

GOST regulates the procedure for passing in in general terms leaving many decisions up to the employer. In particular, this is the appointment of mentors. Only experienced workers (having the qualification of an occupational safety instructor), industrial training instructors, direct supervisors of work can engage in mentoring. Managers and specialists can only be trained by superior personnel appointed by the first person of the organization.

In order to conduct an internship in labor protection, you first need to draw up a program. It includes:

• Information about the duration of the procedure.
• Tasks and goals.
• The content of the training is the knowledge and skills to be acquired.
• Familiarization with such documents as, regulations on the structural unit, internal standards and regulations, LNA on labor protection and safety at work.
• Information about working conditions.

The mentor carefully observes how the new employee works, intervenes if necessary and helps to avoid mistakes. In conclusion, he must write a free-form review of his ward, summing up the results of the training.

After that, the employee must For junior service personnel or a worker, a special qualification commission takes the exam. Managers and professionals contact attestation commission. The form of the exam is at the discretion of the employer. It is important that in the end both the practical and theoretical knowledge of the employee, his understanding of labor protection requirements are evaluated.

The commission should be composed of an odd number of employees to avoid controversial assessments. Usually there are three people. If the commission confirms the qualifications of the subject,. On its basis, the employer issues an order for admission to independent work.

In the event that the knowledge is recognized as insufficient, the employee has the opportunity to undergo a second internship within a month and try to pass the exam again. If the commission does not consider the exam passed for the second time, the question arises of the employee's compliance with the position held.

How to get an internship in the workplace

It is necessary to prepare a package of documents:

Everyone should be trained. This applies to younger service personnel workers, professionals, managers.

This process must be organized for the listed categories of employees in the following cases:

• When hiring.
• In case of an internal transfer, if it entails a change job duties or positions.
• In a situation where an employee is preparing to replace an absent permanent employee (sick leave, long business trip, vacation).

Also, the head of the enterprise has the right to establish the obligation to undergo an internship in other cases, if he considers it necessary for the transfer of experience and more efficient organization of work.

Workplace internship program - sampleThis document is often required by personnel officers. It describes in detail the knowledge and skills that the employee should receive during the internship. Let's figure out what is needed to create such a program.

When are internship programs by profession required?

The need for an internship is provided for by the Labor Code of the Russian Federation. Yes, Art. 212 of this code, among other duties that are assigned to the employer, mentions the need to train the employee in safe ways of working, including through briefings, internships and a final test of the acquired knowledge and skills. It should be noted right away that an internship is an obligation not only of the employer, but also of the employee: Art. 214 of the code indicates that the employee is required to undergo labor protection training, including an internship.

Internships are divided into 2 types:

The internship can be carried out both during the initial employment and during the transfer to new job, the implementation of which, according to regulatory enactments, requires an internship. For example, when training drivers, the governing document RD-200-RSFSR-12-0071-86-12 of the Ministry of Autotrans, adopted in the RSFSR, is used. Despite the fact that the document was approved back in 1986, it is still in use, since it has not been canceled or replaced. For example, the Supreme Court of the Russian Federation, when issuing a decision on an administrative case dated September 22, 2014 No. 34-AD14-5, among other acts, was also guided by the provision approved by this guiding document.

In order to conduct an internship, it is required that the enterprise has a program in place according to which employees are trained. Moreover, the program is necessary in all cases, because without it it is impossible to competently and correctly determine the stages of the internship and its content.

Standard procedure for conducting an internship

Regardless of the reasons for which an internship is required, it is usually carried out as follows:

1. An employment contract is drawn up with an employee in accordance with the rules established by the Labor Code of the Russian Federation. It is also possible to draw up an additional agreement to employment contract if the employee is not accepted for an open vacancy, but is transferred within the organization to a position that requires an internship.
2. Briefing is provided regarding the methods and methods of safe implementation of labor functions. Unlike an internship, the briefing should be carried out for all employees of the enterprise, and not just for those who are busy in hazardous work.
3. An order is issued by the head to send the employee for an internship. The same order appoints a curator (head of the internship), under whose control this event will be held.
4. The internship itself is carried out. Its duration is determined by the internship program at the workplace, approved by the enterprise, the passage is recorded in the occupational safety journals.
5. At the end of the internship, the employee takes a knowledge test theoretical foundations safe work in office.
6. If the exam is passed, an order is issued to allow the employee to work. It is this document that allows him to carry out labor functions independently, without the supervision of a curator.

How is a typical internship program designed in the workplace?

In order for the program to be applied, it must be developed and approved by the management of the enterprise. At the same time, the specific procedure for its development and approval is not determined by law.

In practice, this usually happens as follows:

1. The subdivision of the enterprise in which the internship is to be carried out develops a draft document.
2. The project is coordinated with the labor protection unit (or with a specific employee responsible for compliance with safety regulations, if there is no such unit in the structure of the organization).
3. The agreed project is approved by the order of the enterprise management.

A different procedure is also allowed - in accordance with the rules of office work in force at the enterprise. The main thing is that the program be approved by the director or another person acting on behalf of the organization.

The content of the internship program, the stages of the internship by the employee

State regulations do not contain requirements regarding what exactly the internship program should contain and what structural parts it should consist of. In practice, a certain approach has been formed, according to which such a program includes sections describing:

1. The purpose for which the internship is carried out. Usually it is indicated here that the goal is to familiarize yourself with the structure of the unit in which the employee’s labor activity should take place, and the technological and technological changes taking place there. production processes. Also among the goals are the development of skills for the safe performance of work duties and the consolidation of theoretical knowledge related to safety.
2. General requirements. This section of the program indicates a list of what the employee must study during the internship (safety instructions, hazards when performing work, etc.). It also states that the internship is conducted under the guidance of the head (curator) of the internship, appointed by order of the organization from among the managers or specialists of the enterprise, and also determines the procedure for admitting the employee to the internship.
3. The content of the program itself, indicating the number of hours or shifts during which the internship should take place.

In general, the program usually includes the following steps:

1. Familiarization with regulatory framework concerning labor protection and the rules of safe work in a particular profession.
2. Familiarization with the workplace and job responsibilities. Here you can use job description for a specific profession and professional standard, if it is applied at the enterprise.
3. Learning the rules for preparing the workplace for work and safe work practices.
4. Practical activities performed under the supervision of the supervisor (curator) of the internship.

How is an internship program developed?

The content of the program depends on what exactly the employee must master in the new workplace. The duration, in accordance with the procedure for training in labor protection, approved. Decree of the Ministry of Labor of the Russian Federation and the Ministry of Education of the Russian Federation of January 13, 2003 No. 1/29 (clause 2.2.3), is established by the employer independently. The only thing that needs to be relied upon here is the regulations regarding safety rules when carrying out specific types of work.

In addition, when developing internship programs, you can also use an exemplary training program on labor protection, approved by the Ministry of Labor of the Russian Federation on May 17, 2004. However, it must be taken into account that this is a rather generalized document that applies to almost all employees - both workers of all specialties and specialists. It makes no sense to copy it in its entirety, but it is possible and necessary to use its provisions when preparing an internship program at a particular enterprise.

Finally, it must be taken into account that in addition to the program, the enterprise must also have a provision on the internship - a local regulatory act that determines exactly how an employee is trained at the workplace. At the same time, the program should not contradict him. There are also no specific regulatory requirements for the content of this provision, therefore it is also prepared at the enterprise within the limits established by the legislation.

Where can I download free internship programs in the workplace?

Due to the fact that there are no officially approved internship programs, their developers often face certain difficulties. Often employees of enterprises involved in labor protection, or workers personnel services they just don't know what the corresponding document should look like. This problem is especially acute in newly created enterprises, where the documentation for internships is only being developed.

One way to solve this problem is to download samples of ready-made programs from HR and legal sites. This option is quite acceptable, however, it must be remembered that any sample requires refinement to meet the conditions in force at a particular enterprise.

An internship at the workplace for labor protection in 2019 is carried out in accordance with GOST 12.0.004-2015. Its order has been significantly changed compared to the previous standard. Let's talk about the current rules.

Read in the article:

Who is exempt from an internship in the workplace

The requirement for an internship in labor protection is not applicable to employees who are employed in jobs of 1 and 2 hazard classes. There is also no need to pass for employees who move to other structural units within the same organization, if this is not associated with a change in job responsibilities. But if an employee goes to work with worsening working conditions (and they become harmful or dangerous), you need to train.

Length of internship in the workplace

The legislation does not regulate the duration of the internship process: this issue is at the discretion of the head of the organization, as well as the number of internship shifts at the workplace. At the same time, not only the “harmfulness” of production is taken into account, but also the experience of the trainee (including at this enterprise), his education and qualifications. It is clear that the less practice a person has, the longer he should train.

The duration is set:

• for working professions in the absence of work experience - not less than a month, but not longer than six months;
• personnel who belong to junior service and working professions - from 3 to 19 shifts;
• managers and specialists - within 2-4 weeks.

Order of conduct

GOST regulates the procedure for passing in general terms, leaving many decisions to the discretion of the employer. In particular, this is the appointment of mentors. Only experienced workers (having the qualification of an occupational safety instructor), industrial training instructors, direct supervisors of work can engage in mentoring. Managers and specialists can only be trained by superior personnel appointed by the first person of the organization.

In order to conduct an internship in labor protection, you first need to draw up a program. It includes:

• Information about the duration of the procedure.
• Tasks and goals.
• The content of the training is the knowledge and skills to be acquired.
• Familiarization with such documents as, regulations on the structural unit, internal standards and regulations, LNA on labor protection and safety at work.
• Information about working conditions.

The mentor carefully observes how the new employee works, intervenes if necessary and helps to avoid mistakes. In conclusion, he must write a free-form review of his ward, summing up the results of the training.

After that, the employee must For junior service personnel or a worker, a special qualification commission takes the exam. Managers and specialists apply to the certification commission. The form of the exam is at the discretion of the employer. It is important that in the end both the practical and theoretical knowledge of the employee, his understanding of labor protection requirements are evaluated.

The commission should be composed of an odd number of employees to avoid controversial assessments. Usually there are three people. If the commission confirms the qualifications of the subject,. On its basis, the employer issues an order for admission to independent work.

In the event that the knowledge is recognized as insufficient, the employee has the opportunity to undergo a second internship within a month and try to pass the exam again. If the commission does not consider the exam passed for the second time, the question arises of the employee's compliance with the position held.

How to get an internship in the workplace

It is necessary to prepare a package of documents:

Everyone should be trained. This applies to junior service personnel, workers, specialists, managers.

This process must be organized for the listed categories of employees in the following cases:

• When hiring.
• With an internal transfer, if it entails a change in job duties or position.
• In a situation where an employee is preparing to replace an absent permanent employee (sick leave, long business trip, vacation).

Also, the head of the enterprise has the right to establish the obligation to undergo an internship in other cases, if he considers it necessary for the transfer of experience and more efficient organization of work.

For all employees who are employed for the first time in a position, a probationary period and training are provided. Over a certain period, the new employee will have to acquire the skills necessary for the successful implementation of labor activity. The entire period of the internship for the employee is monitored by managers who can decide to accept him for a permanent position or to dismiss him due to inconsistency with the tasks set.

The official text of the contract establishes the period during which the internship and briefing takes place. Most often this is a period of 2 weeks to 1 month. Sometimes it can take several months. Federal Law 197 contains the main provisions governing the passage of the probationary period. The following standards apply:

• a clause on the duration of the internship and its rules must be provided for in the employment contract;
• if there is no corresponding section in the document, the employee is immediately hired for a permanent job;
• even during probationary period for new employees, the employer is obliged to comply with the provisions of the current labor legislation.

For certain reasons, an internship is beneficial not only to the employer, but also to the employee himself. It allows you to get an idea of ​​how well an employee can cope with the duties assigned to him. And the employee himself, during the trial period, can understand whether the proposed conditions, the team, etc., are suitable for him.

What are the grounds for probation?

In most cases, the employer decides on the timing of the internship and its necessity independently. However, in some circumstances, he does not have the right to appoint a probationary period for a future employee. This happens if certain categories of residents apply for the position:

• persons who have passed the competition for filling a vacant position;
• women raising children under one and a half years old, or pregnant;
• a minor teenager under 18 applies for employment;
• a citizen who has received a higher or secondary professional education in institutions with confirmed state accreditation. In addition, the employer will not be able to refuse an applicant who first gets a job after receiving a diploma of education. There is one exception - if more than a year has passed since the completion of training, a probationary period may be assigned;
• specialists who were transferred to a new position from another branch of the company do not undergo an internship, in accordance with the current agreement between the management;
• employees whose employment contract is valid for no longer than 2 months.

As for other cases, the decision on the need and duration of the probationary period is taken directly by the employer. We suggest downloading the internship law from the link below in order to familiarize yourself with the main provisions of the document.

How is the internship paid?

Important for potential employees is the question of how payment is made during the trial period. According to the current legislative norms Every person applying for a new position has the right to a fair and timely payment for their work. This also applies to cases where a probationary period is first assigned.

The provisions of the law regulate that any work must be paid depending on the position held, the qualifications of the employee, on how difficult the work process is. Such legislative standards should be interpreted as the obligation of the employer to pay for the activities of a person undergoing an internship.

Another thing is that in some cases the employer has the right to set a lower salary during the probationary period. However, the total amount cannot be lower than the minimum wage set by federal officials.

How long can an internship take?

The total period of probation and training is set by the employer. The Labor Code today does not regulate the duration of an internship. In each case, the duration of the period is set individually and is prescribed at the conclusion of the employment contract.

Article No. 70 of the draft law establishes the maximum allowable time for passing the probationary period. For senior management, it cannot last longer than six months. This includes professionals in the following positions:

• managers;
• chief accountants;
• managers structural divisions or branches;
• deputy leaders.

For other categories of citizens, the duration of the internship cannot exceed 3 months, with the exception of situations in which the employment contract lasts only a few months. In such cases, the trial period lasts no longer than 2 weeks. A long-term (3 years) internship is also provided for persons who are going to become notaries.

A probationary period is mandatory for those who plan to get a job as a driver. To drive a freight transport, you need to confirm your qualifications within 1 month, for drivers of passenger buses, you need to work 50 hours (32 of them on the route they have to travel).

During the probationary period, absence from the workplace is not taken into account, even if it is associated with temporary incapacity.

How to register an employee on probation

After management decides whether or not a probationary period is needed for a new employee, the internship must be registered. To do this in accordance with the provisions of the current legislation, the following steps must be observed:

• the head of the organization signs the regulation on the creation of an internship. It indicates information about the terms, about the powers vested in employees during the probationary period, about how their activities are paid, and so on;
• the applicant is interviewed;
• if the parties come to an agreement, an employment contract is drawn up;
• the new employee is on probation;
• after the end of the specified period, the head makes a decision on the suitability of the candidate for the position held. Further, the employee is either fired in accordance with the internship regulation, or is employed legally.

Even during the probationary period, a person must be issued in accordance with all the rules. To do this, the personnel department submits an application for admission to the service, work book, diploma of education, photocopy of passport. The employer has the right to issue fixed-term contract, or indefinite, but indicating the duration of the internship period.

Regulations Labor Code allow employers to hire new employees on a probationary basis. This gives them the opportunity to verify the qualifications of the employee before he is placed under the main contract. The law determines that the duration of an internship, depending on the circumstances, cannot last longer than six months. In this case, the employer is obliged to pay for it.