About internship and training of a newly hired employee

ORDER

№04
Moscow city

"On the internship and training of a newly hired employee"

In accordance with Art. 213, 225 of the Labor Code of the Russian Federation, Art. 18, 14 of the Federal Law “On the Fundamentals of Occupational Safety in the Russian Federation”, GOST 12.0.004-90 “Organizations of Safety Training. General Provisions”, by the Decree of the Ministry of Labor and the Ministry of Education of the Russian Federation No. 1/29 dated January 13, 2003 “On the procedure for training in labor protection and testing knowledge of the labor protection requirements of employees of the organization”

I ORDER:

1. In the period from _____ to ______ s, (specialty, profession, full name of the employee), as a newly hired employee, conduct internships and training according to established programs, followed by verification of theoretical and practical knowledge and skills by the relevant commission of the organization.

2. Responsible for the training and internship of the employee to appoint (position, full name of the immediate supervisor of the employee)

3. With positive results of the check (position, full name of the head of the employee), prepare a draft order for the admission of the employee to work.

4. When conducting an internship, be guided by the regulations on conducting an internship (attachment to the order)

Director

Fulfilled
Kovalev
Tf. 22-33-44

Appendix to Order No. 04

REGULATIONS on the procedure for bringing an internship to OJSC ________

2. The internship must take place:
- all newly hired and transferred to another job (position, workplace) workers of working professions and specialists employed in jobs that are subject to additional (increased) labor safety requirements;
- graduates of higher and secondary specialized educational institutions, vocational schools, employees who graduated from educational (training and production) centers.

3. The heads of production units, in agreement with the labor protection specialist, may exempt from internship an employee who has at least three years of work experience in the specialty, transferred from one production unit to another, if the nature of his work and the type of equipment on which he worked earlier are not is changing. In this case, an entry “Without an internship” is made in the Registration Journal of labor protection briefings at the workplace and the number of order (order) on the corresponding release is noted.

4. During the internship, the employee must perform work under the supervision (guidance) of an experienced employee (hereinafter referred to as the leader of the internship).

5. An internship for an employee of blue-collar professions can be supervised by foremen, foremen, instructors and other qualified workers who have at least three years of practical work experience in the given profession, and an internship for specialists can be supervised by highly qualified specialists with at least three years of practical work experience or heads of production departments. . No more than two people can be attached to one internship leader.

6. The heads of the internship for blue-collar workers are determined by the head of the production unit, and the heads of the internship for specialists are determined by the head of the subdivision of JSC "_". The appointment of the head of the internship is formalized by the relevant order (instruction). The head of the internship and the employee must be familiarized with the order (instruction) against signature.

7. The duration of the internship is determined from 2 to 14 shifts (working days), the specific number of shifts is set by the head of the production unit, depending on the nature of the work and the qualifications of the employee, unless other terms are established by the relevant rules approved by state supervision and control bodies.

8. The internship is carried out according to the approved Programs of primary briefing at the workplace after the initial briefing at the workplace.

9. The internship supervisor must make an appropriate entry in the Workplace Instruction Log.

10. Responsibility for the quality of the organization and conduct of the internship is borne directly by the heads of the structural units where the trainee works.

11. In case of violation of the instructions (orders) of the probationer, the number of probation shifts may be increased. The fact of violation should be recorded in a memorandum addressed to the immediate head of the unit and to the labor protection service.

12. The quality of the internship with the employee is checked before the expiration of a month from the moment the employee was hired by oral questioning or testing and testing the practical skills of the work performed in accordance with the existing qualifications.

Brief description of order 04

The order, in a certain sense, supplements order No. 03. Their special difference is that in order No. 03, all employees (subject to training and testing) are trained and tested en masse once a year, and a specific employee is determined in the same order.

There is one feature to which special attention should be paid. So, in column 11 of the Journal of registration of briefings at the workplace, it is necessary to determine the number (from 2 to 14) of working shifts of the internship, but even the maximum number of shifts does not actually give the right to allow the employee to work independently, since he has not been trained in labor safety issues and the corresponding check. Therefore, it is recommended to determine in the order 30 days for internship, training and subsequent testing of knowledge and acquired skills, which is quite enough even for an employee with a low level of general education and an insufficient primary level of practical skills.

Workplace internships are a common practice in employment not only in our country, but also abroad. Such events are necessary for the admission of young professionals without work experience, as well as for hiring employees in large companies with well-established internal mechanisms for the implementation of labor activity. Passing an internship directly with a potential employer allows both him and the applicant himself to decide and make the right mutually beneficial decision on cooperation.

The concept of internship, categories of persons undergoing it

The preliminary stage before admission to the staff directly at the workplace is carried out in order to familiarize the potential employee with the present working conditions, its specifics, as well as the general principles of labor protection, as well as safety precautions.

Conducting internships at the workplace is often relevant not only for newly arrived employees and students who have just received higher or secondary education. Professionals already working in the company, who are moving to a new position, to the area where they have not yet worked and do not have the specific, required skills, are also subjected to similar tests.

By law, an internship is mandatory for persons applying for vacancies in industries with harmful or dangerous working conditions. Preliminary familiarization with work processes in such a situation begins only after the initial briefing.

Also, often the term "internship" is identified with a probationary period. In the first case, in addition to the employee's immediate job duties, it also implies the passage of training.

It should be noted that preliminary acquaintance is far from mandatory for every specialist applying for a job. First of all, it is required at enterprises with hazardous activities; ordinary office workers do not actually need such tests. However, for them, such opportunities may be provided for by the internal regulations of the employing company.

Arranging an internship: position

How is an on-the-job training done? First of all, it should be noted that this issue is poorly regulated by the current labor legislation. The only official recommendation is to sign a fixed-term contract with interns, everything else is at the discretion of the employer.

The best solution for the latter is to draw up a separate regulation governing internships at an enterprise (firm). There is no unified form of such a document, each employer has the right to draw it up at his own discretion, however, most personnel officers adhere to a similar position. Ideally, the position should include the following items:

• the purpose of the preliminary practice;
• the place where the trainee will work;
• the procedure for paying for the activities of the trainee and his mentor;
• the order of the internship;
• documents regulating the activities of the trainee.

The position is drawn up in advance, a list of professions that imply an internship can be attached to it.

Registration of an internship: contract and order

The applicant for a vacant position is required to familiarize himself with such a position. If the parties have reached a preliminary agreement, the future trainee writes an application for admission to an internship (and not to apply for a job), a fixed-term employment contract is concluded with him and an order for enrollment is issued. The last document must contain information about the appointed curator, the timing of the internship, as well as the position held by the trainee.

What should an order look like?

How exactly is an internship in the workplace? A sample order is given in the article below, it is quite possible to take it as a basis for any personnel officer. The document must contain the following information:

• date and order number;
• links to official documents (numbers of articles and their titles);
• information about the trainee and the curator (who, where and for how long is determined);
• indication of responsible persons (director and others).

Planning

How is an on-the-job training program built? Again, there is no clear regulation for this, all questions are mostly based on the internal documentation of each legal entity. In factories and large enterprises, the internship plan is often developed in advance and is suitable for many employees at the same time, however, in some cases, the internship program is compiled individually by the joint efforts of the two parties - the trainee and his supervisor.

Kinds

An internship at the workplace, that is, the direct performance of labor duties by an intern, is carried out strictly under the supervision of a curator and is recorded in a special journal. Upon completion of the introductory course, examinations may be scheduled. There are two main types of internship:

• Special. Most often, it is necessary for technical or "complex" specialties. In the process of familiarization, the rules for performing immediate duties, the rules for using equipment and all necessary equipment are covered.
• General (or internship at the workplace on labor protection). This is the most important type of production practice, which consists in highlighting the basic rules and norms of labor protection, safety technologies. Based on the results of its conduct, an exam is always assigned, the purpose of which is to test the assimilation of the acquired knowledge.

Payment and duration issues

What is the average length of an internship in the workplace? According to the standards given in the Labor Code, the terms for its passage vary from 3 to 10 working days and cannot exceed two weeks. It should be noted that in some cases, prior to the internship, training may also be required, the duration of which is not taken into account in practice.

The trainee also has the right to be paid for his work, the amount of remuneration in this case is determined by the norms of the Labor Code. According to the official position, it cannot be lower than the minimum wage (minimum wage). It is logical to assume that the accrued financial resources will be an order of magnitude less than those of specialists working in the main state. The payment is made as a one-time payment at the end of the internship.

The duration of the trainee's working time should not exceed the norms established by labor legislation.

Briefing after the internship at the workplace is not mandatory, it is usually carried out before the start of the introductory practice. After listening to it, the trainee must leave a note about this in a special journal. If the final tests were successfully passed, the manager has the right to sign an order for admission to the work of trainees on their own.

If the results obtained were unsatisfactory, the employee may be suspended from performing duties until the exam is retaken. No wages are paid during this period of time.

Documents upon completion of the internship

The internship at the workplace ends with a review of it. The document is prepared by the trainees themselves in a conditionally free form and must contain the following information:

• what goals were achieved as a result of labor activity;
• tasks that have been successfully completed;
• tasks that were not completed, as well as the reasons that prevented this;
• a short list of acquired skills and abilities;
• suggestions aimed at improving the workflow, as well as conducting practice for other trainees.

Documents at the end of the familiarization course are compiled by the curator. His task is to prepare a description of the applicant, describe how satisfactorily he coped with the tasks set during the work, and also leave his opinion about the trainee as a professional worker and person. In conclusion, the characteristics provide feedback on whether the employer should accept the applicant in the main state or not.

The employer must also issue an order based on the results of the internship and passing the exams to enroll in the state or to refuse the applicant this.

Help for students

Workplace internships are often held for university and technical school students. In this case, a special agreement is concluded between the educational institution and the company, and a special certificate is issued to the student based on the results of the work experience. It must contain the following information:

• FULL NAME. trainee;
• the timing of internships and on-the-job training;
• basic information about the educational institution sending the trainee, as well as the company hosting him;
• documents regulating the internship;
• signatures and seals of the parties.

In most cases, applicants, before finally starting their professional duties, must undergo a probationary period or internship. These last two concepts have different meanings. A probationary period is a test that an employee passes after the conclusion of an employment contract, and an internship when hiring is carried out before the management makes a final decision on enrolling the probationer in the state. It is different for every organization. This is due to the fact that at each enterprise the manager himself determines its form and timing.

Most often, the status of an intern is given to young professionals who have recently received diplomas and are employed for the first time. There comes a point when they learn what an internship is. And it represents a period of time during which the future employee, who has recently left the student bench, learns to use the theoretical knowledge gained in practice. It is also applicable in cases where an employee is transferred from one workplace to another and he performs tasks that are radically different from those that were in the previous place.

The Labor Code of the Russian Federation makes little mention of what an internship is when applying for a job. The only thing that is specified in the law in this regard is that the employer must conclude a fixed-term employment contract with the trainee. The main points related to the procedure and form of this test are established by the head of the enterprise. They must be spelled out in the local acts of the organization.

Key points

• general provisions;
• passing order;
• terms of internship;
• division of remuneration during the inspection;
• final provisions.

Before applying for an internship when applying for a job, the manager of the organization or his authorized employee is obliged to familiarize the newcomer with this local document. Only after that the latter will be able to start working.

Indeed, in general terms, any types of tests before accepting an employee for a permanent job are quite similar. But it is quite difficult to guess what the internship at a separate enterprise will look like.

First steps

When applying for a job, a newly minted specialist, most likely, he will be offered to pass a probationary period or train at this enterprise. An intern, before starting work, must write not an application for admission to the staff of the organization, but an application for an internship. In this document, he states:

• desire to be accepted as a trainee;
• the position for which he will be tested;
• test periods.

This statement becomes the basis for the signing between the boss and the trainee of a fixed-term employment contract and for the issuance of an Order on accepting him for an internship. The leader of this event should be recorded in the issued document.

Such a check always takes place according to a pre-planned plan. The test program should include the fundamental goals and objectives that the employee must necessarily achieve during the tests. In most cases, each structural unit of the enterprise has a ready-made plan for all its employees. If such a necessary document does not appear, then the trainee can develop it together with his curator.

Admission conditions

How to behave in an internship? This question is asked by many new employees. In fact, there is nothing special or super complicated. During the period of passing this professional test, a person needs to show the received theoretical knowledge in practice or apply his work experience. How well you pass all the stages of verification depends on the question of the final receipt of the desired job or position.

The employer himself must determine the conditions for accepting workers for probation. These include the following key questions:

• The period of time during which the employee will be able to acquire the necessary professional skills for work.
• How long is the internship. This refers to how many hours in one working day should go to work. Typically, interns work the same amount of time per day as full-time employees work.
• during the course of the test.

After the expiration of the aptitude test, the employee must write a review. This is a kind of report on completed tasks and acquired skills. It must include:

At the end of the probationary period, the supervisor of the trainee must write a description of his ward, in which you need to indicate all the positive and negative sides of the employee that he showed during this practice. On the basis of this document, the head of the enterprise will make the final decision on the advisability of hiring the trainee on a permanent basis.

An event during which a job applicant or student receives practical skills and specific training is called an internship. It is necessary when applying for a job with dangerous working conditions, before entering into an employment agreement with young professionals without work experience, as well as when hiring employees in large corporations, the success of which depends on the coherence of work. The time spent in practice allows the employer to evaluate the applicant, and the applicant to make the right decision about getting a job in the proposed position.

Workplace internship

What is an internship in the workplace

The internship precedes the hiring of employees. It is conducted to get acquainted with working conditions, with the specifics of functional duties, as well as with the general procedure for labor protection, safety and fire safety, relevant to the position for which the applicant is applying. Not only students and newly arrived employees are exposed to training. The event is also relevant for professionals who need retraining in a field in which they do not have a sufficient level of knowledge and experience.

Legislative norms define an internship as a mandatory procedure for applicants for a vacancy, which involves the performance of professional duties in harmful and dangerous working conditions. Acquaintance with the nuances of the profession at a particular enterprise is possible only after a potential employee has conducted an introductory briefing. In many companies, an internship is associated with a probationary period. In both situations, the employee performs labor duties, but during the internship he also learns.

What is an internship

The practice is not mandatory for every employee applying for a job. The professional duties of some specialists do not require prior acquaintance, since all stages of work are carried out using a similar technology at various enterprises. The need for an internship is determined by the internal administrative documentation for the company.

Kinds

Depending on the purpose, organization and conduct of the internship, there are several types of internship:

• basic;
• special;
• general.

A basic internship in the workplace involves the direct performance of work duties by an intern under the supervision of an experienced specialist appointed by the head of practice. Each operation of the trainee is recorded in a special journal. After the completion of the event, examinations are scheduled, based on the results of which the employer decides on the advisability of including the applicant in the staff.

A special internship is relevant for technical specialties that require training in the nuances and specifics of work in a particular workplace. During training, attention is paid to the rules for performing technological operations and the use of equipment.

For each type of practice, a separate sample order for an internship at the workplace is applied.

The general practice is to get acquainted with the basic rules and norms of labor protection and the technology of safe conduct of activities in the performance of production tasks. The result of the knowledge test indicates the assimilation of safe work skills. It is the basis for issuing a permit for independent work.

Registration procedure

The order of internship at the workplace is not sufficiently regulated by labor legislation. It reflects the only recommendation on the need to issue a fixed-term contract with interns. All other documents regulating the relationship are drawn up in accordance with the order of the employer.

After passing an interview with the head of the unit and deciding that the applicant is suitable for them, the applicant for the position is given the opportunity to familiarize himself with the situation. If the applicant agrees to cooperate according to the proposed scheme, then he needs to fill out an application for admission to the internship, which will be the basis for concluding a fixed-term contract and issuing an order to enroll the intern.

Read also: Rules for the reduction of employees at the enterprise: labor code

Position

Application for an internship

To regulate the internship at the enterprise, it is possible to draw up a separate provision, the sections of which will reflect the principles of the event, the procedure for the formation of remuneration during this period for the intern and for the person whose duties are charged with his training. It is recommended to include in the document a list of employees who must undergo an internship, as well as a sample internship program at the workplace.

There is no unified form of paper, so the employer has the right to draw it up at his own discretion. Most personnel specialists involved in the development of such documentation adhere to a single position, which implies the inclusion of sections in the provision:

• practices;
• the name of the workplace of the internship;
• the procedure for remuneration during the period of practice of the trainee and his curator;
• documents defining the rights and procedure for the activity of the applicant.

Treaty

The relationship between the employer and the employee is formalized by an employment contract. The trainee is not a full-fledged employee, because, due to lack of knowledge and experience, he cannot independently perform official duties. Regulation of relations between the parties is carried out by signing a fixed-term employment contract. It defines the terms of the internship, but does not reflect the obligations of the head of the company to hire a person after its completion. It is possible to indicate in the document the conditions for renewing the contract when undergoing training and upon successful testing of knowledge and acquiring practical skills necessary to perform duties in a particular position.

Order

An order for admission to an internship is issued after obtaining the consent of the applicant and writing a corresponding application. The document should contain information about the appointment of the head of the practice, the timing of its passage, as well as the position for which it is carried out. A sample order for an internship at the workplace must be prepared in advance by a personnel specialist. This solution will allow you to quickly compose a document through the use of a template.

Training and practice program

Internship Plan

The legal sources do not provide for a unified form of the internship program. It will be different for each specialty and for each business entity. The enterprise should develop specific internship programs for working professions. Their sections must include the provisions of the internal documentation of the legal entity for which they are developed.

With the introduction of new technologies, as well as if it is necessary to work on purchased equipment, the practice program can be drawn up on an individual basis as agreed by the curator and trainee. In this case, the head of the practice may not be an employee of the enterprise, but a representative of the seller of the product, the work with which you need to learn.

Salary

The trainee is entitled to claim wages. The amount of remuneration is determined by the norms of the Labor legislation, according to which it cannot be less than the minimum wage. The rate established for the period of internship is much less than that of specialists carrying out activities under an employment contract. The payment is made in a lump sum after the completion of the internship.

Duration

The terms of internship for applicants for the position are determined by labor legislation, and for students - by an agreement with an educational institution. The standard number of internship shifts at the workplace corresponds to 3 to 10 working days. However, for some specialties, this time is not enough for training, which is taken into account under another article.

To understand why the internship was invented, you need to look into the regulations governing this process.
The obligation to conduct an internship is assigned to the employer by law. The employee must be trained in safe working methods, instructed and trained at the workplace (part two of article 212 of the Labor Code of the Russian Federation).

The need for an employer to conduct an internship at the workplace for employees entering work with harmful and dangerous working conditions is stated in the third part of Article 225 of the Labor Code. The same requirement is more detailed in clause 2.2.2 of the Procedure for training on labor protection and testing knowledge of labor protection requirements for employees of organizations.

To this it must be added that Rostekhnadzor approved

Regulation on the organization of training and checking the knowledge of workers' organizations supervised by the Federal Service on environmental, technological and nuclear supervision. Thus, they are expected to reduce the risk of employees getting injured or occupational diseases.

It should be noted that briefings and similar in purpose. Both procedures are designed to give the employee an understanding of how to safely perform their duties. And both are carried out before work begins.

However, there is also significant differences. First of all, it is duration. If the briefing can be carried out within a few minutes, then the internship takes at least two work shifts. The specific duration depends on the profession and does not exceed 14 shifts.

The briefing, as a rule, is a theoretical course of the algorithm of the employee's actions, sometimes with a demonstration of practical examples. An internship is the performance by an employee of his duties under the supervision of a mentor, temporary labor activity to gain work experience or improve skills in a specialty.

How to do an internship

Like any type of safety briefing, the internship must be properly designed. This is necessary for a number of reasons. Firstly, so that the inspectors could not punish the employer for not training their employees, and secondly, so that the employee himself could not make claims if he received an injury or illness due to his negligence.

The minimum required list Documents for applying for an internship look like this:
position on internship;
internship program;
internship order;
order for admission to independent work.

First of all need to issue Regulations on the internship. The process of developing this document must be approached very seriously and scrupulously. After all, he describes in detail the rights and obligations of the trainee and mentor, the terms and procedure for the internship, responsibility and other features associated with the internship.

As an example, for building a document and filling it out, you can take RD-200-RSFSR-12-0071-86-12 “Guiding Document. Regulations on the improvement of professional skills and training of drivers.

As a rule, the first two sections of the document contain general provisions, goals and objectives of the internship.
In the following sections, it is necessary to fix the procedure for passing an internship and admitting an employee to work, the procedure for an internship for certain professions (categories of employees).

Regulations on the internship (extract)

It should be noted that for enterprises not controlled by Rostechnadzor, the requirements for organizing internships and allowing an employee to work independently may be slightly different, but the algorithm will remain the same.

There are some features of internships and admission to independent work of electrical personnel. This issue also needs to be covered in the Regulations.

Approximate content The provisions might look like this:

1. Introductory provisions.
2. Goals.
3. Tasks.
4. Scope.
5. Period of validity and procedure for making changes.
6. Terms and definitions.
7. Designations and abbreviations.
8. The order of internship and admission to independent work.
9. Features of the training of electrical personnel.
10. Links.
11. Applications.

Internship program determines the order and time internships in a particular profession, typical actions that an employee should learn, the amount of theoretical knowledge that he should receive, the procedure for conducting control checks during the internship, etc.
Before a specific employee is sent for an internship, an order must be issued. Its form is not legally approved, so each employer can use his own version.

The order indicates the grounds for the internship and its duration, lists the employees who must undergo an internship and their mentors.

An example of an order for an internship:

The results of the internship are recorded in the journal of briefings at the workplace.

The internship ends with an exam. Only after that the employee can be allowed to work independently. Permission is issued by order.

If the employee could not pass the exam, he is not allowed to work, which is also issued by order.

Is it possible to not do an internship?

An internship is obligatory only for employees employed in harmful and dangerous working conditions, as well as in cases where this requirement is established by separate regulations. For example, for drivers who carry passengers or work at hazardous production facilities. Here you can not do without an internship. If the employer does not conduct it, he risks being fined from 30 000 before 50 000 rubles. For heads of organizations, the fine will be less - from 1000 before 5000 rubles (part 1, article 5.27 of the Code of Administrative Offenses of the Russian Federation).

From January 1, 2015, the punishment for violation of labor laws will increase significantly. So, for admission to work without the necessary training in labor protection (and an internship is one of the types of training), the head of the organization and the private entrepreneur will face a fine in the amount of 15 000 before 25 000 rubles, for an organization - from 110 000 before 130 000 rubles (part 3, article 5.27.1 of the Code of Administrative Offenses of the Russian Federation). There is something to think about.

If there is no harmful or dangerous production at the enterprise, then the organization of an internship is an internal affair of the employer.

Questions:

Is it necessary to have an internship as a janitor?

In our housing office, a special assessment of working conditions is carried out. If harmful conditions are established for the janitors, will they need to be trained?
Olga VOROTOVA, chief engineer (Irkutsk)

No matter how strange it may sound, but if you follow the letter of the law, you will have to do an internship.

Arrange two shifts of internship for the janitors. This will be enough to master the methods of work.

Do you need a briefing if you still have an internship?

Is it necessary to conduct an internship on labor protection at the workplace before the internship, if the internship still covers the entire scope of training in the safe performance of work?
Viktor GAVRILOV, labor protection engineer (Saransk)

Yes need. Briefing must be carried out before starting work. Its purpose is to warn the worker of the dangers that he may encounter during work. And an internship is the fulfillment of one's duties under the supervision of a mentor, that is, it is already work.
In the briefing log at the workplace, first make a note about the briefing, and then about the internship.

Do I need to get a license to conduct an internship?

A license is required to conduct occupational health and safety training. Do I need to get it for an internship? What if the employees are on an internship with the employer?
Valery NAYMUSHIN, labor protection specialist (Perm)

No, you don't need to get a license. The fact is that the organization does not need a license to train its employees by the forces of the organization. It is necessary only for those organizations that specialize in training third-party workers. Therefore, despite the fact that the internship is part of the training in labor protection, the employer does not need a license for this.

The most necessary regulations