The procedure for increasing the category in the enterprise. Regulations on increasing the category of workers

State Budgetary Institution "St. Petersburg Center for Physical Culture and Sports"

Application for confirmation of sports category

The list of documents required to apply for confirmation of a sports category (in accordance with the Regulations on the Unified All-Russian Sports Classification, approved by order of the Ministry of Sports of Russia dated February 20, 2017 No. 108):

Please note that from January 1, 2018, cover letters are not required

1. Application for confirmation, certified by the seal and signature of the sports federation and the submitting organization, in 2 copies. on paper.

Form to fill in Download The form is submitted separately for each category and separately for sports.

2. A record classification book drawn up in the prescribed manner.

Two photographs 3x4 cm in size in case of assignment (confirmation) of the first sports category and below are not required! However, in the test book, the first page must be filled out, including a photo and the organization's stamp on top of it.

Attached to the Application in electronic form in the form of color scanned images or electronic links:

3. A copy of the protocol of the official competition, reflecting the fulfillment of the norms and (or) requirements of the EUSC and the conditions for their implementation, including victories in fights, or an extract from the protocol, signed by the chairman of the main judging panel of the official competition.

4. A copy of the certificate on the composition and qualifications of the panel of judges, signed by the chairman of the panel of judges and a person authorized by the organization conducting official competitions.

Sample application letter for promotion. How to write a petition correctly? Examples and samples of different petitions

Characteristics for advanced training and career ladder. Application of their own free will sample · Application for the next vacation. Further, it is indicated for which qualification, rank, position, & nbsp. Application for registration in the PDN sample. . Start the content of the application with the words I ask you to take the exam and indicate the required grade, level of qualification.

Ideally, a separate separate section should be created in the requirements document, listing those that clearly correlate. Domain requirements are derived from the scope of the system application, which may be new functional requirements per se, may limit existing functional requirements, or specify how particular calculations are to be performed. Often these requirements reflect the fundamentals of the application domain. Without a satisfactory understanding of these requirements, it is impossible to ensure that the system operates satisfactorily.

Increasing the rank Question. Labor law - free online legal advice in Moscow, St. Petersburg.

I wrote an application for raising the rank, and the boss says that he cannot raise it. The question of assigning or raising a rank (class, commission;; collecting applications from employees for training;; keeping minutes, etc. The right to increase the rank is primarily for workers, qualitatively by the commission of the organization on the basis of the employee’s application. Application for rank increase: sample. Let's give an example of an employee's application for an increase in rank Issues of assigning and raising a rank to employees of an enterprise are regulated by paragraphs 10-21 of the General Provisions of the Unified. Increasing the rank » Registration of labor relations: sample documents, comments and Form: An employee's application for an increase in the qualification rank.

Applying for a grade

These requirements are expressed using an application domain specific language and are often difficult for software developers to understand. Domain experts may, as they see fit, not provide important information, and as a result this requirement cannot be satisfactorily met.

User requirements fully describe the functional and non-functional requirements of system users who do not have detailed technical knowledge. They should indicate only the external behavior of the system, avoiding, as far as possible, characteristics of the system's design. They can be written in natural language, simple shapes and diagrams, and are intuitive. However, according to Sommerville, some problems can arise when requirements are written in natural language.

How to write an application for a promotion. Advice from an Expert - Job and Career Consultant. At the same time, there are employees who have already completed training or have experience that is not confirmed by a certificate of assignment to the desired category. Director of CJSC "Innovation". I ask you to consider the issue of raising my qualification level in the profession of "Parquetry". Documents for registration of an increase in the rank of a worker. Documents Sample statement of consent to revocation and Forms of documents: Application for an increase in rank. Form: An employee's application for an increase in the qualification rank. Form: Application of an employee for an increase in the qualification rank (sample filling).

Lack of clarity is not just about using natural language in a precise and unambiguous way without resulting in a hard-to-read document. Requirements Confusion Functional and non-functional requirements, system goals, and project information can be defined in an obscure way. Consolidation Requirements Several separate requirements can be unified into a single requirement. It is good practice to isolate user requirements from system requirements, otherwise readers may be overwhelmed by technical details that are not relevant to them.

Forms and samples of statements in personnel office work. There is a need to increase the discharge, since it is significant. Documents for registration of an increase in the rank of a worker. Sample statement of consent for withdrawal and

Sample application letter for promotion. How to write an application for a promotion. Add a comment to an article. Remaining characters: 500.

If you create a default format and make sure all its requirements match it. Use language consistently, distinguishing between required and desirable requirements.

• Underline the important parts of the requirements.
• Avoid using technical jargon.

System requirements are a more detailed description of user requirements. They can serve as the basis for a performance contract and should define the entire system in a complete and consistent manner. They are used as a starting point for system design.

Sample application for individuals;; agreement on paid services in the field. Forms of documents: Application for an increase in rank. Form: Application of an employee for an increase in the qualification level Form: Application of an employee for an increase in the qualification level (sample filling). The issue of hanging a qualification category is decided by special commissions created at enterprises. The decision on promotion can be made by the head of the organization alone. The issues of assigning and increasing the category to employees of the enterprise are regulated by paragraphs 10-21 of the General Provisions of the Unified & nbsp. The question of assigning or raising a rank (class.

Initially, they should define what the system should do, not how to implement it. However, according to Sommerville, this is almost impossible for various reasons. The definition of the initial system architecture may be defined to help structure the requirements specification. Often systems must interact with other systems, limiting the system and thus generating new requirements. The use of a particular project may be an external system requirement. . Natural language is often used to write system requirements.

Hello Maria Zhokhova. We improve qualifications and assign a rank. Article 1. 97 of the Labor Code of the Russian Federation grants employees the right to vocational training, retraining and advanced training, including training in new professions and specialties. For employees undergoing such training, the employer must create the necessary conditions for combining work with training, provide guarantees established by labor legislation and other regulatory legal acts containing labor law norms, collective and labor contracts, agreements, local regulations. We will talk about the types of advanced training, the forms and terms of training, the features of documenting the assignment of categories and the design of a work book. Types of training. According to Art.

However, according to Sommerville, when used to describe requirements in detail, it can lead to problems. The requirement specification in natural language is very flexible, allowing you to say the same thing in different ways. There is no easy way to standardize requirements specifications written in natural language. Natural language is subject to ambiguity. . Requirements specifications written in natural language are subject to discrepancies. Often they are only discovered at later stages of the software process.

The Labor Code of the Russian Federation, the employer independently determines the need for training or retraining of their employees. It can be carried out in various ways - in the organization itself (internal training) or in educational institutions of primary, secondary, higher professional and additional education (external training) on ​​the terms and in the manner determined by the collective agreement, agreements, labor contract. So, the employer can organize: - vocational training; - retraining; - training; - training for second professions. Professional training. Law of the Russian Federation dated 1. 0.

Decisions, almost always, lead to an increase in the cost and time of the project. Finally, the information in policy documents will differ depending on the type of software being developed and the approach taken to do so. And these are nothing but sketches that can be used to describe the functionality of the system. Depending on the approach chosen, the requirements document will differ in focus and size. The document can range from a simple general scope definition for a given process to an extremely detailed document for another process.

Increasing the rank of workers, a sample application for an increase in rank. Expenses for improving the qualification and educational level.

Application for an increase in the qualification rank by profession of an employee of the federal courier communications (sample). Statement I ask you to consider the issue of raising my qualification level in the profession of "Parquetry". Electromechanic for elevators of the 2nd category Zhilstroy LLC Krasovitsky A.E. Articles, comments, answers to questions: Application for an increase in grade. Form: An employee's application for an increase in the qualification rank (sample filling) (Prepared for the ConsultantPlus system, 2016).

The acceptance decision will be made by the software developers and their decision regarding the characteristics of the system. Overtime is increased and all other bonuses are excluded from the calculation base. In any case, even in companies without employee representation, the employee receives an annual revaluation equal to at least equal to at least 100 euros more than his previous salary and will be rounded to the nearest euro.

The evolution of an employee in a grid. Once a year, an individual interview is held between the employer or his representative and each employee. During the interview, the employer and the employee discuss the position of the employee in the position, working conditions, hygiene and safety, communication with other employees and relations with the hierarchy. A week before the interview, the employer informs the employee about the results of the assessment that he has established for the placement of the employee in connection with the requirements of the position. Prior to the interview, the employer informs the employee of a blank interview sheet or any equivalent document to enable the employee to prepare for the interview with the employee.

The right to increase the category have first of all workers, qualitatively. Sample letter for promotion.

N 3. 26. 6-1. It is not accompanied by an increase in the educational level of the student. Professional retraining. On the basis of the Regulations on the procedure and conditions for professional retraining of specialists * (1) is an independent type of additional professional education, carried out by educational institutions.

How to write an application for an upgrade

The employer and the employee assess the level of remuneration and the associated benefits. The employee communicates his/her requests regarding re-evaluation of his/her remuneration, progress in the position and follow-up training activities to accompany his/her evolution. The interview is drawn up in a form, the model of which is attached to the employer and the employee and delivered to the employee.

Crossing levels after hiring. Once hired, the worker is promoted through the grid according to their competencies and time of attendance according to three steps: "confirmed", "mastered", and "expert". Crossing of echelons is carried out after studying the situation of the employee, in particular on the occasion of an individual interview and in the manner indicated below. Definition of Steps: A "confirmed" step corresponds to the situation of an employee meeting the minimum conditions required for a position in a category and level.

It is carried out for the sake of improving the knowledge of specialists to perform a new type of professional activity, obtaining additional qualifications. In accordance with par.

Regulations on the procedure and conditions for professional retraining of specialists establish the following standard terms for professional retraining: - for a new type of professional activity - more than 5. Please note! The employer is obliged to carry out advanced training of employees of certain categories (part of the Labor Code of the Russian Federation), including: - customs clearance specialists (Article of the Customs Code of the Russian Federation); — notaries, trainees, assistants to notaries*(2); - specialists in the field of physical culture and sports * (3); - drivers and other transport workers who ensure road safety (Federal Law of 1.

This step is acquired by an employee after a maximum of two years of actual presence. A “managed” step corresponds to the situation of an employee who controls all the requested operations and meets all the conditions required for a position in a category and level. This step is acquired by an employee after a maximum of 8 years of effective presence in the category and level. The "expert" level corresponds to the situation of an employee who has not only perfect knowledge of his profession, but also the level of training required, as well as the necessary skills, and also demonstrates the level of his / good experience.

N 1. 96-FZ. This is a type of additional professional education aimed at updating the theoretical and practical knowledge of specialists in connection with the increased requirements for the level of qualifications and the need to master modern methods for solving professional problems * (5). It is carried out as necessary, but at least once every five years during the entire working life of employees.

He takes full responsibility for autonomy and responsibility and can transfer his know-how to other employees. The transition to the "expert" level is the result of a joint assessment between the employer and the employee. When considering the situation of an employee, the following are taken into account: - on the one hand, - the general conditions necessary for the classification of jobs for the category and level to which the employee belongs, - the implementation of the work itself for the corresponding position according to the type of activity performed and the skills required, the level of autonomy necessary for performance of work, and responsibility taken in terms of objectives and control.

The frequency of professional development by specialists is established by the employer. Professional development includes the following types of training: - short-term (at least 7. Note. Educational institutions for advanced training include advanced training courses (schools, centers), employment service training centers, intersectoral regional centers for advanced training and professional retraining of specialists, academies, In addition, an employer can send an employee for an internship, and this type of training can be used both as an independent tool (learning best practices, acquiring professional and organizational skills to perform duties in a position or higher), and as one of sections of the curriculum (consolidation in practice of professional knowledge, skills and abilities obtained as a result of theoretical training).

How to write a letter for a salary increase to employees

To this end, the employer regularly checks that the employee has the skills and experience necessary to cross the upper echelon and facilitates the passage, especially if he has passed the training. The proposed acquisition route is presented to the employee within a maximum of 4 months, except in special circumstances related to the organization of work. The periods of suspension of the employment contract are not taken into account when assessing the actual time of the visit, with the exception of:. - periods of occupational illness and accidents, - periods of illness or accidents at work for no more than 3 months. - periods assimilated to actual working time in accordance with the Labor Code.

The duration of the internship is set by the employer who sends the employee for training, based on its goals and in agreement with the head of the organization where it is held. Specific forms of vocational training or retraining, as well as the list of professions and specialties for which training will be provided, the employer determines in local regulations. Note that when adopting such local acts, it is necessary to take into account the opinion of the elected body of the primary trade union organization (if any) in the manner prescribed by Art.

Similarly, in the course of an activity, an employee may benefit from promotion and be exempted from successive acceptance of all levels in his category and level. — moving up to a higher category does not necessarily involve first crossing all stages of the previous category, — when an employee benefits from a promotion that leads to a category change, his position in the grid corresponds to a minimum — when an employee changes his job, his new position in the grid should take into account skills, previously recognized as well as experience gained.

TK RF. Internal training. The system of vocational training for workers in production is a network of training and production bases, educational, methodological and scientific organizations, industrial and production associations, enterprises and organizations that systematically carry out vocational training for workers. The need to improve the skills of employees is due to various reasons. This is a decrease in the average category of workers, and an increase in the number of defective products due to the fault of workers, and many other reasons. We repeat that employees can acquire the necessary new knowledge within the organization.

The payroll mentions the total salary and defines the category, level, step and position. The transition from the old grid to the new one takes place under the conditions specified below. The new grid applies to new employers from January 1. Employees already recruited with less than 2 years of presence benefit from the new grid from the time it goes into effect, subject to the seniority acquired on that date. The employer adjusts the remuneration on the assumption that the latter is less than the minimum level and level.

Positioning in the classification and in the grid. The employer confirms that the position held corresponds to the job classification and that the competence and skill level of the employee meet the requirements for the category, and notifies the employee of the positioning offer in the new grid, the amount of gross remuneration. The employee has a period of 1 month to inform him of his disagreement and file a complaint with the employer with a request to reconsider his position, which has a period of 15 days to respond from filing a claim.

The Standard Regulations on Continuous Professional and Economic Training of National Economy Personnel are still in force, approved by the Decree of the USSR State Committee for Labor, the USSR State Education and the Secretariat of the All-Union Central Council of Trade Unions dated 1. N 3. 69/9. 2- 1. 4- 1. Basically, the organization conducts retraining, training of workers in second professions and advanced training.

Article 2. 02 of the Labor Code of the Russian Federation allows you to do this in the form of apprenticeship, which can be individual, brigade and course. With individual training, the employee independently studies the theoretical course and consults with the relevant specialists of the organization. The employee also undergoes practical training individually, but under the guidance of a qualified employee who is not released from the main work, acting as an instructor of industrial training at the workplace.

In the brigade form, industrial training is carried out as part of a team under the guidance of a qualified worker - an instructor of industrial training at the workplace. To study the theoretical course, it is recommended that students be combined into groups of 1 or more. In the course form, training is also carried out in study groups. The theory is studied by employees in training centers, training centers, courses, institutions of primary vocational education (under agreements with organizations at their expense). Industrial training occurs, as a rule, in two stages: - under the guidance of a foreman (instructor) of industrial training on a specially created educational and material base of an organization, training center, training and course complex; - directly at the workplaces of the organization or as part of a group under the guidance of a foreman (instructor) of industrial training, or individually under the guidance of a qualified worker who is not released from the main work - an instructor of industrial training. How to assign employees a rank? The issue of assigning a category is not regulated by the Labor Code, although earlier it contained norms about this: in accordance with Art.

KZo. At the end of vocational training at work, a worker is assigned a qualification, category (class, category) according to the profession according to the tariff and qualification directory and is provided with work in accordance with the qualification (rank, class, category) received. Now, when assigning ranks, employers are guided by clause of the General Provisions of the Unified Tariff and Qualification Directory of Works and Occupations of Workers of the National Economy of the USSR, approved by the Decree of the USSR State Committee for Labor and the Secretariat of the All-Union Central Council of Trade Unions dated 3. N 3. 1/3-3. 0. Rank, class or category - These are a kind of indicators of an employee's qualifications, which determine his level of knowledge, skills and abilities.

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How to write an application for an upgrade

In the upper right corner, write the last name and initials, the position of the head of your enterprise and the full name of your company. Then write the word "from" and indicate your last name, position, rank, class or group, the name of the department in which you work.

After the address part in the middle of the line, capitalize the word "Statement" and, stepping back from the red line, state the essence of your request. Begin it with the words "I ask you to accept my examination for the qualification category such and such."
Briefly describe yourself and your work. Write what educational institution and when you graduated, what specialty you acquired during your studies. Tell us about your work experience in this specialty, list the grades that you had, indicate what grade you have now.

Then you need to state the facts that are the basis for increasing your rank. As such an argument, you can cite refresher courses or trainings that you attended or completed. The basis for obtaining a higher category may be the received second education, your receipt of a certificate after passing special training.

The application must be accompanied by a submission to increase your rank, which must be written by your immediate supervisor - foreman, shift supervisor. In it, he should describe your professional skills, characterize you as an employee, describe your personal qualities and talk about your achievements in the workplace.

I want to increase the level, how to do it right?

4th category
Qualification requirements:
Must know:
arrangement of repaired equipment, units and machines
machine regulation rules
ways to eliminate defects in the process of repair, assembly and testing of equipment, units and machines
device, purpose and rules for the use of used control and measuring tools
design of universal and special devices
ways of marking and processing simple various parts
system of admissions and landings
qualities and roughness parameters
properties of acid-resistant and other alloys
basic provisions of planned preventive maintenance of equipment.

3. Job responsibilities:
Disassembly, repair, assembly and testing of complex units and mechanisms.
Repair, installation, dismantling, testing, regulation, adjustment of complex equipment, units and machines and delivery after repair.
Locksmith processing of parts and assemblies according to 7-10 qualifications.
Manufacture of complex devices for repair and installation.
Preparation of defective repair reports.
Performing rigging work using lifting and transport mechanisms and special devices.

6th category
Qualification requirements:
Must know:
design features, kinematic and hydraulic schemes of repaired equipment, units and machines
methods of repair, assembly, installation, checking for accuracy and testing of repaired equipment
allowable loads on working parts, assemblies, mechanisms of equipment and preventive measures to prevent breakdowns, corrosive wear and accidents.

3. Job responsibilities:
Repair, installation, dismantling, testing and regulation of complex large-sized, unique, experimental and experimental equipment, units and machines.
Identification and elimination of defects during the operation of the equipment and when checking during the repair process.
Accuracy and load testing of repaired equipment

Assignment and promotion to workers: how to arrange it correctly

Related Articles

From a conversation with the workers of a well-known Russian car manufacturing plant: “I work as a mechanic of the 3rd category. The salary is not so hot, with allowances and bonuses comes out 7 - 8 thousand. I have been at the plant for 5 years, and some for 20, but they still have the 3rd category. It is impossible to raise it. My education is secondary specialized in the 4th category, but I was not accepted for it. No prospects." What can I say? It makes no sense to comment on what is happening. Everything is so clear. But this conversation became an occasion for an article. We decided to help those employers who are engaged in personnel development and for whom workers are not just cogs in a common mechanism. How to properly organize the process of assigning a category and correctly draw it up will be discussed below.

From the standpoint of production and technical purposes in the training of workers, the following are distinguished:

• training of new employees (initial vocational training for persons hired by the enterprise and who previously had no profession);
• retraining (retraining) of workers (mastering new professions by the released workers who cannot be used for their existing professions, as well as by persons who have expressed a desire to change their profession, taking into account the needs of production);
• advanced training (training aimed at the consistent improvement of professional and economic knowledge, skills and abilities, the growth of skills in existing professions).



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Qualification Commission

The issue of assigning or raising a rank (class, category) to a worker is considered by a qualification commission established by order of the employer. The chairman of the commission is appointed by a person determined by the employer. Commission members may be:

• an employee performing the functions of vocational training of workers in production;
• head (representative) of the department of labor and wages;
• labor protection engineer;
• head of the relevant division of the enterprise.



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If necessary, the commission may include highly qualified specialists from related organizations, teachers, masters of industrial training of vocational education institutions, representatives of the trade union.

At small enterprises, where it is not possible to create a commission for assigning categories to workers, such assignment of categories can be carried out by qualification commissions created in educational institutions of the corresponding profile.

By the way

About terms
In domestic sociology, primarily in the Soviet period, the following understanding of the working class and the workers themselves was formed. Workers are people engaged mainly in physical labor in all spheres of the national economy. The word "worker" implies, first of all, the type of occupation (but not the profession), and secondly, the social stratum, which is distinguished by a specific way and style of life, value orientations and culture. As a type of activity, this concept implies the type of occupation in industry, agriculture, the service sector, etc. -6th category) qualifications.

The same bit grid is adopted in other countries. For example, the British working class is divided into three strata:

1. skilled workers (bus drivers, miners, etc.);
2. low-skilled workers (bus conductors, storekeepers, etc.);
3. unskilled workers (laboratory assistants, chimney sweeps, janitors, etc.).

The rules that govern the work of the qualification commission may constitute a separate local act (for example, the Regulations on the qualification commission) or be an independent part of a separate document (for example, the Regulations on certification). At the same time, the content of the Regulations should include the following items:

4. quantitative and personal composition of the commission;
5. her powers;
6. the procedure for preparing and conducting qualification exams;
7. decisions made based on the results of certification, etc.

In a private conversation with the inspectors, we found out where they would "dig" when the company needed to be fined, but there was no obvious reason. Get ready for what they will look for - they plan to increase plans for fines.

If training is carried out on the basis of an enterprise, then the specialist in charge of it is often obliged to provide the necessary conditions for conducting examinations:

8. development of a draft Regulation on the Qualification Commission;
9. collection of employee applications for training;
10. record keeping, etc.

Expert opinion

Yu. P. Kokin, Doctor of Economics Sci., Professor of the Department of Labor and Social Policy of the RAGS under the President of the Russian Federation, Honored Economist of the Russian Federation

The concepts of category (tariff category), class, category are elements of the tariff regulation of labor and are designed to reflect the level of complexity of the work performed (labor functions), and also require qualifications for this (professional training, skills, work experience in the specialty). Their establishment is connected with the specifics of the work of a particular group of personnel.

In accordance with established practice, the category (tariff category) is established mainly by workers in accordance with the requirements of the Unified Tariff and Qualification Directory of Works and Professions of Workers (ET KS) and is assigned upon graduation from a vocational educational institution, and then based on the results of an assessment of the tariff and qualification commission created in these purposes at enterprises (in institutions).

The tariff category for remuneration without its personal assignment can be established, especially in the conditions of the application of the Unified tariff scale, and for managers, specialists and technical performers.

The qualification class is assigned to representatives of such a specific group of workers as drivers of vehicles (cars, locomotives on the railway and subway, urban passenger transport: buses, trolleybuses, trams), flight and lifting and floating trains on air, sea and river vessels.

The class, as well as the tariff category, is established (assigned) to employees at the time of graduation from a vocational educational institution and is periodically confirmed in the process of passing the tariff-qualification (attestation) commission by the employee.

Categories (classes) of qualification are established for specialists and technical performers holding a number of positions. In the industrial sector of the economy, these are positions such as a designer, technologist, engineers of all kinds, economists of various specialties, a mechanic, a technician, a typist, a stenographer, a secretary-stenographer and other similar positions. In institutions of the socio-cultural sphere - a teacher, doctor, pharmacist, paramedic, librarian, artist, etc. In addition, qualification categories can be assigned to specialists of federal, regional and municipal government bodies, emergency situations and disaster prevention services.

The basis for the start of the functioning of the qualification commission is, as a rule, the filing of an application by the employee and the presentation (characteristics, petitions) against him by the head of the relevant unit, workshop, department.

Qualifying Exams

The degree of effectiveness of training or retraining is checked by means of qualification examinations. They give up regardless of the form or form of the training. The purpose of qualification examinations is to determine the compliance of the knowledge, skills and abilities acquired by the examinees with the training program and the requirements of the qualification characteristics and, on this basis, establish for them:

11. qualification grades;
12. classes;
13. categories for the respective occupations.

In order to participate in the qualification exams, an employee must successfully complete a full course of theoretical and industrial training.

Typically, qualification exams are held at the enterprise every six months or once a year in accordance with the approved schedule. During this time, the secretary of the commission (or the personnel department) receives applications from employees who want to increase the rank in their profession.

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A worker who is assigned or upgraded to a qualification category must, in accordance with the tariff and qualification characteristics of the corresponding category, orally answer the questions in the “Must Know” section and independently perform individual work given in the sections “Characteristics of work” and “Examples of work”. At the same time, the qualification commission also takes into account the result of the employee's advanced training courses. The “Must Know” section sets out the basic requirements for the qualification of a worker, necessary for the quality performance of the work given in the “Characteristics of work” section.

The employee must answer questions arising from the requirements for the general level of professional knowledge; in particular, he must know his duties, internal labor regulations, regulations, instructions and other guidance materials, rules and regulations for labor protection, industrial sanitation and fire safety, rules for using personal protective equipment; know the requirements for the quality of work performed, the requirements for the rational organization of labor in the workplace.

For a number of professions of workers performing work of increased complexity and charged, as a rule, with the 6th category and above, in the "Must Know" section, requirements for the presence of secondary specialized education are established, and for certain professions - requirements for work experience and the availability of special training.

Section "Must know" by profession "reinforcement engineer" depending on the category

When assigning a higher qualification, an employee, in addition to the work listed in his tariff and qualification characteristics, must be able to perform the work provided for by the tariff and qualification characteristics of workers of lower qualifications, as well as supervise workers of lower ranks of the same profession.

Two weeks before the start of the exam, the foreman, the head of the workshop, issues an order-document to the applicant, which establishes a task for the execution of work and contains a list of them, the norms for spending time on their implementation, etc.

As a trial, select works that:

14. correspond to certain parameters (the level of the declared qualification, the production standards adopted in the organization);
15. characteristic of this enterprise;
16. their duration does not exceed one shift, etc.

Before an employee starts qualifying work, the foreman must explain the procedure and conditions for its implementation. After that, the start time is recorded in the order, and the end is fixed upon completion.

Tasks for the worker must be given in accordance with the qualification requirements specified in the ETKS in the section “Examples of work”. If it provides for several types of work in the same profession, the sample is made for the one chosen by the employee.

After an oral examination of the knowledge of the employee, the commission performs the following actions:

• evaluates the level of professional preparedness of the employee, based on the tariff and qualification requirements for the considered qualification category;
• determines the level of complexity of the work performed and the specific working conditions of this employee;
• determines the degree of participation of the employee in solving the tasks assigned to the relevant structural unit;
• evaluates the effectiveness of the work performed;
• evaluates the personal qualities of the employee. The qualifying exam is considered to be failed under the following conditions:
• if the employee has not demonstrated the skills and knowledge required by the qualification characteristic;
• if the production norms were not met during the trial work;
• if marriage was allowed through the fault of the examinee;
• if labor safety requirements were violated or there was no knowledge about them.

An employee who has received an unsatisfactory final grade may be given additional terms of industrial training, after which the issue of re-admission to the qualification exam is decided.

Based on the results of the above assessments, taking into account the submitted documents, the commission makes one of the following decisions:

• on the compliance of the employee with the requirements of the tariff and qualification characteristics of the declared qualification category and the assignment of this qualification category to the employee;
• on non-compliance of the employee with the requirements of the tariff and qualification characteristics of the declared qualification category. The decision of the commission is taken by a simple majority of votes by open voting. In case of equality of votes, the decision is considered adopted in favor of the employee.

The decision of the commission, taken in the presence of the employee, is communicated to the employee immediately after voting.

Reader asks a question

If an enterprise develops its own methods for charging work and, accordingly, its criteria will be different compared to the ETKS, will there be a contradiction with the Labor Code of the Russian Federation?

L. Spiridonova, Maykop

Article 57 of the Labor Code of the Russian Federation states: “If, in accordance with federal laws, the provision of compensations and benefits or the presence of restrictions is associated with the performance of work in certain positions, professions, specialties, then the names of these positions, professions or specialties and qualification requirements for them must correspond to the names and requirements specified in the qualification reference books approved in the manner established by the Government of the Russian Federation. And if the provision of work is not related to the provision of compensation and benefits, then Art. 143 of the Labor Code of the Russian Federation, which says: “The billing of work and the assignment of tariff categories to employees are carried out taking into account the Unified Tariff and Qualification Directory of Works and Professions of Workers, the Unified Qualification Guide for the Positions of Managers, Specialists and Employees ...” There is no unambiguous interpretation of the term “taking into account” yet. However, in practice, employers develop their own work pricing methods and evaluate the compliance of the worker’s qualification level with the requirements of the workplace according to the criteria formulated in this methodology, if the work performed by the worker is not associated with the provision of compensation and benefits or the establishment of restrictions.

A. L. Zhukov, Doctor of Economics Sciences, Professor of the Academy of Labor and Social Relations

The assignment of a qualification category (class, category) to a worker should be carried out taking into account the level of complexity of the work performed by him, available at this enterprise.

Based on the results of the exam, the qualification commission decides on the assignment of a qualification category (class, category) to the worker. The decision of the commission is approved by the order (instruction) of the employer, in accordance with which the worker is assigned a qualification category (class, category).

Assignment of a category (class, category) by profession in the prescribed manner is entered in the employee's work book.

How to issue an assignment and an increase in the rank (class) to a worker

The procedure for assigning and increasing the rank (class) to workers and the procedure for processing documents are developed by the employer and fixed in the relevant local regulations. The main steps of the procedure may be as follows.

Note!
The storage period for the minutes of meetings of the tariff and qualification commission is 15 years (Article 359 of the List of standard management documents generated in the activities of organizations, indicating the storage periods, approved by the Federal Archives on 06.10.2000)

• The grounds for consideration by the tariff and qualification commission of the issue of assigning or increasing a worker's category, as a rule, are a personal statement of the worker ( Annex 1) and presentation of the head of the relevant unit (head of the workshop, section) ( application 2). The submission must reflect the following information: the period of work by profession, achievements in work, professional skills, personal and business qualities, an application for the assignment or change of a qualification category (class), the presence of a vacancy in the staff list for the proposed category (class).
• The Tariff and Qualification Commission may assess the theoretical knowledge of a worker through an oral or written survey (test), and practical skills and abilities - on the example of a separate practical (trial) task performed by the worker.
• For qualifying examinations, examination tickets are approved, which usually contain no more than four theoretical questions. The brief name and description of the practical (trial) task is submitted to the tariff and qualification commission in writing a certain time before the qualification exam, signed by the head of the unit and the executor of the task. The organization of submission to the tariff-qualification commission of the documents necessary for the tariffication may be charged to the heads of the relevant departments.
• The meeting of the tariff-qualification commission is held as necessary and is considered competent if at least two thirds of its members are present. The meeting of the commission is chaired by its chairman, and in his absence - by a deputy appointed from among the members of the commission. The decision to evaluate the worker's activities and the commission's recommendations are taken by open voting by a simple majority of votes of the members present at the meeting. In case of equality of votes of the members of the commission, the decision is made in favor of the employee being examined.
• Based on the results of the exam, the tariff and qualification commission draws up for each examinee:
  • examination sheet (Appendix 3);
  • conclusion on the achieved working level of qualification (Appendix 4).
• The decision of the commission, the course of the meeting and the results of voting are reflected in the minutes of the meeting (Appendix 5), which is drawn up by the secretary of the commission.

A. L. Zhukov, Doctor of Economics Sciences, Professor of the Academy of Labor and Social Relations

The assignment of a qualification category (class, category) to a worker should be carried out taking into account the level of complexity of the work performed by him, available at this enterprise. However, it is important to take into account that the leading companies in the world assign or increase the ranks of workers not only based on the complexity of the work being performed at the moment, but also taking into account the fact that the worker must have a reserve of qualifications.

In the context of globalization, the level of competition is increasing, and those companies that are the fastest to offer consumers new and even exclusive types of products or services achieve success in the market. Another circumstance should be taken into account. The market economy develops cyclically: the rise is replaced by a decline in production, which is convincingly demonstrated by the current financial and economic crisis. In order for an enterprise to be able to quickly respond to changing market conditions and successfully withstand a potential crisis, it must be able to quickly, if necessary, restructure production for new types of products and services. And this means that the employer should objectively be interested in the fact that the workers have a reserve of qualifications in comparison with the requirements of the workplace. It is also important for a worker to improve his/her qualifications so that in the event of a change in market conditions or a crisis situation, he/she has a stock of knowledge that would be in demand in a changing labor market during a crisis or contribute to faster adaptation to new requirements in the workplace.

Today, special attention is paid to maintaining the core of the staff among the workers, without which the competitiveness of the enterprise will not be ensured. And under these conditions, it is important that the enterprise has a reserve for replenishing the core of the personnel. This means that the workers placed on the reserve must have a higher level of skill than what they need today to do the job.

Assignment of a category ≠ transfer to another job

Often, personnel officers have a question about the need to draw up an additional agreement to an employment contract in case of assignment of a category. The assignment of a rank may (but should not) be accompanied by the transfer of an employee to another job. If, after assigning a new category to an employee, he is instructed to perform work in accordance with it, then in fact the employee’s labor function changes, which means that this is a transfer. However, the situation may be different: the employee was assigned a higher rank, but he will not perform work in accordance with the new rank - he is not transferred to a new place of work.

Changing the terms of the employment contract determined by the parties, including the labor function, is possible only by agreement of the parties and only in writing. Accordingly, if the employee, after assigning the category, began to perform a function other than the one that was prescribed for him in the contract, then it is necessary to draw up an additional agreement where the new conditions will be indicated (qualification, content of work, wages).

However, advanced training, which did not entail any changes in work activity, can only be considered as an indicator that the employee has acquired new knowledge and skills. In this case, it is not required to draw up an additional agreement to the employee's employment contract; all the terms of the contract determined by the parties remain unchanged.

In the first case, the employee's work book should contain a record of the transfer, and in the second, only an increase in the rank. The difference in the wording of the entry in the work book when establishing a rank, class, etc. is due to the fact that the assignment of a qualification is considered as an ordinary confirmation of a new level of knowledge and skills that is not related to a change in the labor function.

Suppose an employee has increased the rank (at courses, in educational institutions of primary, secondary vocational education), but at the same time does not work in accordance with it, that is, continues to perform the same volume and content of work as before training. In this situation, the record of promotion is equal to the record of training.

If an employee, after vocational training, began to perform work in accordance with the qualification level received, then this is exactly the case when it comes to translation with appropriate documentation.

In paragraph 3.1 of the Instructions for filling out work books, approved. Decree of the Ministry of Labor of Russia dated 10.10.2003 No. 69 established: “... if an employee is assigned a new category (class, category, etc.) during the period of work, then an appropriate entry is made in the prescribed manner.” The form for such an entry, however, is not attached. And below is an example of a record about establishing another profession and qualification for an employee: "Assigned the 5th category of a locksmith of mechanical assembly works" (annex 6), and an entry on the transfer to another job should be made on the basis of a transfer order only in cases where, in connection with the assignment of a new rank, the employee’s labor function actually changes. In this case, an entry on the transfer is made in the work book after the entry on the assignment of a new category ( annex 7).

Sample employee application form



Approximate form of submission for the assignment of a qualification category (class)



Find the sample HR document you need in the most comprehensive HR template library available. Experts have already compiled 2506 templates!

Approximate form of the examination sheet



Approximate form of the conclusion of the tariff and qualification commission on the achieved level of qualification



Approximate form of the minutes of the meeting of the tariff and qualification commission



An example of making an entry in the work book of an employee about assigning a new category to an employee



An example of making entries in the work book of an employee about assigning a new category to an employee and about transferring an employee to another permanent job

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Advanced training is one of the most common ways to train a modern specialist today, as well as a necessary condition for his career growth. The actions of the personnel service for the assignment of qualification categories based on the results of training can be divided into 3 stages: - Stage 1 is the development and approval of local regulatory legal acts in terms of improving the skills of workers, as well as the procedure for creating and operating a qualification commission in your organization. This is true for the professions included in the List of professions No. 14/25/29/56, for which organizations provide training or advanced training at their place; - Stage 2 is the organization of the learning process itself; – Stage 3 is the assignment of a (new) category (class, category).

Assignment and promotion to workers: how to arrange it correctly

The employee needs to answer questions regarding the requirements and the general level of professional knowledge, for example, he must know exactly his own duties, instructions, internal labor regulations, labor protection norms and rules, rules for the use of personal protective equipment, industrial sanitation and fire safety, requirements on the rationalization of the organization of labor in the workplace, the requirements that apply to the quality of work performed. An employee who is assigned a higher qualification level, in addition to the work provided for by his tariff-qualification characteristics, must be able to perform the work provided for by lower tariff-qualification characteristics, and supervise workers of the lower ranks of this specialty.

How to get an upgrade?

Assigning and raising the rank of workers: how to draw it up correctly If necessary, highly qualified specialists from related organizations, teachers, masters of industrial training of vocational education institutions, representatives of the trade union can be included in the commission. At small enterprises, where it is not possible to create a commission for assigning categories to workers, such assignment of categories can be carried out by qualification commissions created in educational institutions of the corresponding profile. Regulations on the qualification commission for assigning qualification categories to workers (sample form) For each technical specialist: builder, designer, power engineer, specialist in the field of labor protection.

At home, in the office, on the road: your reliable legal support, anytime, anywhere.

Regulations on increasing the category of workers

Important

Based on the results of the exam, the qualification commission draws up for each examinee:

• examination sheet;
• conclusion on qualification (trial) work;
• conclusion about the level of qualification achieved by the employee.

The conclusion of the qualification commission is drawn up in a protocol. The protocol is drawn up in one copy, in which an assessment is made and a recommendation is given on the assignment or non-assignment of a rank to an employee. This protocol is signed by the chairman and members of the qualification commission who took part in the voting.

On the basis of the protocol, the administration of the organization, in agreement with the relevant trade union committee, approves the employee in accordance with the Unified Tariff and Qualification Guide in the profession and assigns him a qualification category.

Rank Boost

If, after assigning a rank, an employee began to perform a different labor function that differs from that previously provided for in the employment contract, then it is necessary to draw up an additional agreement to the employment contract, which will reflect the new conditions (qualification rank, content of work, wages, etc.). d.), since changing the terms of an employment contract is possible only by agreement of the parties and only in writing (Article 72 of the Labor Code of the Russian Federation). Also, the employer needs to issue a transfer order, make entries in a personal card and work book. The assignment of a rank to an employee (advanced training), which did not entail any changes in his professional activities, can only be considered as an indicator that the employee has acquired new knowledge and skills.

When taking a sample, the employee must comply with the established standards of output, time, service while ensuring the required quality of work. If, for one reason or another, trial work cannot be performed, the site foreman gives an assessment of the level of practical training of the employee. This procedure is established in paragraph 14 of the General Provisions, approved by the Decree of the USSR State Committee for Labor, the Secretariat of the All-Union Central Council of Trade Unions of January 31, 1985.
No. 31/3-30. If the work chosen as a test for assigning or upgrading an employee to a qualification rank requires the participation of other employees under his leadership, then the team (link) necessary for this at the time of the test is organized by the head of the relevant unit (clause 15 of the General Provisions approved by the Decree of the USSR State Labor Committee , Secretariat of the All-Union Central Council of Trade Unions dated January 31, 1985 No. 31 / 3-30).

Industrial training and promotion

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A selection of the most important documents on request Increasing the rank (legal acts, forms, articles, expert advice and much more). Normative acts: Increasing the rank Decree of the State Committee for Labor of the USSR, the Secretariat of the All-Union Central Council of Trade Unions dated 31.01.1985 N 31 / 3-30 (as amended on 20.09.2011) "On approval of the" General Provisions of the Unified Tariff and Qualification Directory of Works and Professions of Workers of the National Economy of the USSR "; section "Professions of workers common to all sectors of the national economy" of the Unified Tariff and Qualification Directory of Works and Professions of Workers, issue 1 ″ 10.

Lawyer's Handbook

The qualification category shows the level of professional training of the employee. We will tell about the increase in the category of workers at the enterprise in our material. How ranks are assigned and increased to employees The billing of work and the assignment, as well as the increase in the rank of an employee in accordance with the Labor Code of the Russian Federation, are carried out taking into account the ETKS (Resolution of the USSR State Committee for Labor, the Secretariat of the All-Union Central Council of Trade Unions dated January 31, 1985 No. 31 / 3-30), CEN (Resolution of the Ministry of Labor of Russia dated 21.08. 1998 No. 37) or taking into account professional standards (art.
143 of the Labor Code of the Russian Federation). The assignment of a qualification rank to a worker or its increase is carried out taking into account the complexity of the work performed (clause 12 of the Decree of the State Committee for Labor of the USSR, the Secretariat of the All-Union Central Council of Trade Unions dated January 31, 1985 No. 31 / 3-30).

Increasing the category at the enterprise how to properly arrange

This document (or subsequent changes to it) does not say anything about the need to have a license for the specified activity. As it is not said about the need for a license for an employer when assigning tariff categories to their categories in article 143 of the Labor Code of the Russian Federation. 2 point of view: Article 73 of the Federal Law of December 29, 2012 N 273-FZ On Education in the Russian Federation 1. Vocational training is aimed at……………

receipt by the specified persons of qualification categories, classes, categories according to the profession of a worker or position of an employee without changing the level of education. Article 74 of the Federal Law of December 29, 2012 N 273-FZ On Education in the Russian Federation 1. Vocational training ends with a final certification in the form of a qualification exam. 2.

Qualification Commission

Restoration of the previous category after a decrease is possible in the general procedure established for the assignment and increase of the category, but not earlier than three months after its decrease. Such rules are established by paragraph 10 of the General Provisions approved by the Decree of the USSR State Committee for Labor, the Secretariat of the All-Union Central Council of Trade Unions dated January 31, 1985 No. 31 / 3-30. A question from practice: is the assignment of a rank a transfer? No, it is not.

The assignment of a rank may be accompanied by a transfer, but not necessarily. The assignment of a category is not a translation within the meaning of Article 72.1 of the Labor Code of the Russian Federation. According to this norm, a change in a labor function or a change in a structural unit is considered a transfer, if it is specified in the employment contract.

At the same time, the assignment of a category may be the reason for the transfer, or it may not lead to it.

Regulations on the qualification commission for raising the category

Regulations No. 494, by order of the employer, shop qualification commissions can be created. The chairman of the shop qualification commission is a person determined by the employer, members of the commission can be appointed: an employee who performs the functions of vocational training of workers in production, an engineer for labor safety, a site foreman, an engineer for labor rationing, representatives of a trade union organization. Shop qualification commissions work under the direction of the corresponding commission of the enterprise.

Involvement of third-party qualification commissions In small organizations where it is not possible to create a qualification commission of the appropriate profile for assigning (raising) the categories of workers, qualification commissions of the relevant state institutions of vocational education may be involved (clause 20 of the General Provisions of the ETKS).

Qualification Commission for Rank Upgrade

Attention

Answer: How to assign a rank to an employee Qualification characteristics What qualification characteristics include The tariff and qualification characteristics given in the Unified Tariff and Qualification Guide contain a description of the main, most common (typical) jobs by profession. Qualification characteristics are also contained in professional standards. However, such professional standards are under development and are not currently being applied in practice.

Therefore, prior to their final development, it is still necessary to apply the tariff-qualification characteristics. In addition to such qualification characteristics, the specific content, volume and procedure for performing work at each workplace are established in organizations by technological maps, instructions or other documents.

How to write an application for a salary increase so that it is satisfied by the head? The petition is written with the obligatory indication of the reasons as a result of which the need for an increase in wages arose. It is necessary to prove the actual increase in the volume of work, the increase in requirements and responsibilities. That is, the service should reasonably indicate that your activity has become more expensive. It is also necessary to describe the results of your activities, note the benefits and profits for the organization. Personnel officers have official samples of a request for a salary increase. You can familiarize yourself with the standard forms, as well as ask for help in drawing up a petition from the head of the department, as a rule, such a letter is written on his behalf. The statement is worded as "Representation of an increase in the salary of an employee." On the left in the upper corner, as in all standard forms, a cap is filled.

Regulations on increasing the category of workers

Compensation for unused vacation: ten and a half months go for a year Upon dismissal of an employee who has worked in an organization for 11 months, he must be paid compensation for unused vacation as for a full working year (paragraph 28 of the Rules, approved by the USSR TNK on April 30, 1930 No. 169) . But sometimes these 11 months are not so worked out.

< …

Income tax: the list of expenses has been expanded A law was signed that amended the list of expenses related to wages. Thus, employers will be able to take into account in the "profitable" base the costs of paying for services for organizing tourism, sanatorium treatment and recreation in Russia for employees and their families (parents, spouses and children).

< … Сверьте зарплаты работников с новым МРОТ С 01.05.2018 размер федерального МРОТ составит 11 163 рубля, что на 1 674 рубля больше, чем сейчас.

The text of the application for a salary increase

Attention

Therefore, it is better to confirm the proposal with documents. Question number 3: What is the difference between memorandum and memo? The report involves the appeal of a subordinate employee to a higher official, and the service is intended for internal communication between managers of the same level. Question number 4: How long after writing can a service worker receive an increased salary? Registration regarding the increase in salary can last up to 30 days (deadline), but no more.

After that, the person will receive an increased salary. The head of the department can speed up the process somewhat by coming with a memo to the head of the organization and, in a private conversation, immediately clarify the issue.

How to write an application for an upgrade

Today, specialists have developed an excellent program to increase self-esteem, which will help you realize your potential more fully, will allow you to achieve the desired result in your work activity, and will help you achieve more in your career growth. So how much money to demand from the authorities? - First, find out what salary is paid to employees of your profession in other enterprises.

You can view ads in the newspaper, talk with friends, ask at labor exchanges. - Study the offers of competitors, but pay attention to the "conditions" column, because in reality the amount of work often does not correspond to that indicated in the main ad. - Try to get acquainted with the statistical reviews of major salary agencies from specialists in the field of interest. Just remember, a high salary may not be available due to increased requirements for qualifications, education, and other conditions.

How to write an application for an increase in rank sample

The petition of the head of the department to increase the salary of an employee in connection with achievements in work Below are examples of compiling a memo. Director of LLC "Vasilek" Ovchinnikov V. M. Head of the legal department Stroginova S.

N. Memo During his work as a methodologist in Dubrovno, I. F. has established himself as a responsible and conscientious employee with professional skills for working in this specialty.

Dubrovno I. F. completed his training at advanced training courses and fully mastered the work in the unit. Today, he is the only employee who has the necessary knowledge and qualifications to work as a methodologist in the legal department.

Info

In the Dubrovno team, I.F. showed himself to be an attentive and tactful person, earning the respect of his colleagues. There are no comments to it, no violations were detected during the specified period of work.

Service note on salary increase: sample filling

Based on the results of the exam, the commission issues a conclusion on whether the employee meets the requirements of the declared category or not. This conclusion is reflected in the protocol.<9 (образец 4).
IMPORTANT! The legislation establishes the recommended forms of the protocol<10. Можно воспользоваться ими или разработать свои Образец 4.

Minutes of the meeting of the qualification commission We draw up the assignment of a rank to an employee who successfully passed the qualification exam, in respect of which the commission issued a positive conclusion, the employer assigns a rank. For this, an order is issued<11. Ходатайствуем о присвоении разряда Вопрос о присвоении разряда может поднять как сам работник (написав заявление) (образец 2), так и его непосредственный руководитель (подготовив представление) (образец 3).

Important

In the article, we will look at how a memo for a salary increase is drawn up. Features of a memo for a salary increase A memo is a document that provides internal communication between managers (employees) with an equivalent position.

Contains a request, suggestion, remark. Nevertheless, she does not have an official status; OKUD does not provide for such a form. Recommended requirements for the design of official documents that can be adopted are presented by state standards GOST R 6.30–2003 USORD.

The finished memo can be transferred to the employer in one of the ways that are accepted in the organization:

• personally;
• through the receptionist;
• through the HR department.

Often, organizations conduct electronic document management. Then the service is sent through the internal network.

An employee's application for an increase in the tariff category

But be prepared for the fact that the increase of 10,000 rubles you want can turn into 5,000 with one stroke of the pen. Enlist the support of your immediate supervisor, ask him to endorse the application and write a capacious “I don’t mind”.

Perhaps your boss will take the initiative and write that you really deserve a raise. Service for a pay rise Sooner or later, every worker feels the need to raise wages.

The volume of duties increases from year to year, there are all signs of emotional burnout on the face, I want to get a decent assessment of my own work, and the boss, as if he had forgotten about inflation, the annual price increase, does not notice the increased workload. In general, the time has come to ask for a salary increase, but how to write a request and argue it correctly.

• What can be indicated as a good reason for increasing wages?

When making a list of your own achievements over the past six months, do not be modest and do not hide the merits. Describe the results that you have achieved in this position, list additional functions and responsibilities.

Specify the signs that indicate the need to increase the fee. Be sure to provide, if possible, specific figures and graphs that clearly indicate the excellent results of activities, the increase in the volume of work, the increase in requirements, and so on.

• We plan a visit to the boss, taking into account the level of testosterone in men

As a rule, the boss in many enterprises is a representative of the stronger sex.

If you are going to pay him a business visit, take an interest in his mood in advance.
Video on the topic Please note Do not include reference books, encyclopedias, popular science literature and yellow press in the bibliographic list. It is strictly forbidden to include online sources, since, most often, the information on them may be either implausible or outdated. Useful advice Start writing a certification work from the main part. When, at the final stage of work, complete clarity is achieved in understanding the chosen topic, then proceed to writing the introduction and conclusion. Articles

Employers have the right to assign (increase) qualification ranks, categories and classes (hereinafter referred to as ranks) to workers. Consider how to do this and what basic documents are drawn up in this case.

We create a commission

The list of situations in which the assignment (increase) (hereinafter referred to as the assignment) of categories is carried out can be fixed in the local regulatory legal act (LNLA) of the organization. For example, in the Regulations on the assignment, promotion and restoration of qualification categories, categories, classes. It can also provide for other issues related to the procedure for assigning categories.

In the LNLA, it is also expedient for an organization to determine the procedure for the work of the qualification commission (hereinafter referred to as the commission), approve the forms of documents required for the assignment of a category, etc.

The commission is created by order (instruction) (hereinafter referred to as the order) of the employer (sample 1)<1>. At the same time, an organization can have either one commission or several.

In practice, the composition of the commission is determined in the amount of at least three people.<2>. The chairman of the commission of the organization is appointed by an authorized official of the employer (for example, the chief engineer), and the commission of the structural unit is appointed by the head of such a unit or his deputy<3> .

Members of the commission may be representatives of the trade union (if any), as well as heads (specialists) of structural divisions<5> .

Applying for a grade

The issue of assigning a category can be raised both by the employee himself (by writing an application) (sample 2), and by his immediate supervisor (by preparing a submission) (sample 3).

The mandatory form of the application is not established, which means that such an application is drawn up in an arbitrary form in compliance with the general requirements of the office work rules<6> .

Regarding the presentation, it is not defined what it should be - oral or written. Therefore, it is advisable to set it in the corresponding LNLA.

The commission makes a decision

After receiving the application and (or) presentation, the commission conducts a qualifying examination. It consists of two parts such as<7> :

1) verification of theoretical knowledge (the employee must know the organization of labor at the workplace, the rules for technical operation and maintenance of equipment, etc.<8> );

2) testing of practical knowledge (the employee performs trial work).

Based on the results of the exam, the commission issues a conclusion on whether the employee meets the requirements of the declared category or not. This conclusion is reflected in the protocol.<9>(sample 4).

Making a rank assignment

An employee who has successfully passed the qualification exam, in respect of which the commission issued a positive conclusion, is assigned a rank by the employer. For this, an order is issued<11> .

Information about the assignment of a rank is entered in the section "Information about work" of the employee's work book. This is done on the basis of the order of the employer within seven calendar days after its publication and in accordance with its wording.<12> .

All working specialties in the organization have ranks. They are listed on the schedule. But we do not indicate them in work books, because. ranks are assigned by internal orders. The question is whether we have the right to assign or increase ranks to employees who sometimes do not have the appropriate supporting documents on education in order to enter these data into the work book. And how, in this case, we should reduce. Indeed, with the reduction, the profession and rank will be indicated. Can we be guided by the category in determining the qualifications of a worker. Thank you in advance for your response.

The procedure for assigning qualification categories to workers is provided for in paragraphs 10-21 of the General Provisions of the Unified Tariff-Qualification Reference Book of Works and Occupations of Workers of the National Economy of the USSR (approved by the Decree of the USSR State Committee for Labor and the Secretariat of the All-Union Central Council of Trade Unions of January 31, 1985 N 31 / 3-30) (hereinafter General Provisions ).
Thus, paragraph 10 of the General Provisions provides that the issue of assigning or raising a rank to a worker is considered by the qualification commission of an enterprise, organization, workshop on the basis of an application from a worker who has been trained and passed qualification exams, on the proposal of the head of the relevant unit (foreman, shift supervisor, etc.). .d.) taking into account the opinion of the production team. First of all, workers who perform high-quality work and established labor standards of a higher category for at least three months and conscientiously relate to their labor duties have the right to increase their rank. Workers who have successfully completed a full course of theoretical and industrial training in the relevant training programs, as a rule, are allowed to take qualification exams without preliminary testing of theoretical knowledge and passing a test.
Also, the heads of associations, enterprises and organizations, in agreement with the trade union committees, have the right to lower the qualification of a worker by one category for gross violations of technological discipline and for other serious violations that have led to a deterioration in the quality of their products or work performed. Restoration of the category is carried out in accordance with the general procedure established for the assignment and increase of the category, but not earlier than three months after its reduction.
Clause 11 of the General Provisions defines the composition of the qualification commission and stipulates that the qualification commission, if necessary, involves qualified workers of this profession or specialists from other services, as well as representatives of Gosgortekhnadzor or Gosenergonadzor to consider the issue of assigning or changing the category.
In accordance with paragraph 21 of the General Provisions, on the basis of the conclusion of the qualification commission, the administration of the enterprise or workshop, in agreement with the relevant trade union committee, approves the name of the profession and qualification category for the worker in accordance with the ETKS, formalizing this with the relevant documents (order, instruction, acceptance or transfer note, etc. ). The category assigned to the worker and the name of the profession for the main job are entered in his work and pay book. For the assigned category in combined professions, workers are issued a certificate.
In column 3 of the staffing table it is written: position (specialty, profession), rank, class (category) of qualification (Resolution of the State Statistics Committee of the Russian Federation of January 5, 2004 N 1), the staffing table contains a list of structural units, the names of positions, specialties, professions indicating qualifications, information on the number of staff units. It is possible to be guided by the category in determining the qualifications of a worker, since, in accordance with Art. 143 of the Labor Code, a qualification category is a value that reflects the level of professional training of an employee.

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How to write an application for an upgrade

In the upper right corner, write the last name and initials, the position of the head of your enterprise and the full name of your company. Then write the word "from" and indicate your last name, position, rank, class or group, the name of the department in which you work.

After the address part in the middle of the line, capitalize the word "Statement" and, stepping back from the red line, state the essence of your request. Begin it with the words "I ask you to accept my examination for the qualification category such and such."
Briefly describe yourself and your work. Write what educational institution and when you graduated, what specialty you acquired during your studies. Tell us about your work experience in this specialty, list the grades that you had, indicate what grade you have now.

Then you need to state the facts that are the basis for increasing your rank. As such an argument, you can cite refresher courses or trainings that you attended or completed. The basis for obtaining a higher category may be the received second education, your receipt of a certificate after passing special training.

The application must be accompanied by a submission to increase your rank, which must be written by your immediate supervisor - foreman, shift supervisor. In it, he should describe your professional skills, characterize you as an employee, describe your personal qualities and talk about your achievements in the workplace.

Regulations on increasing the category of workers

Labor legislation distinguishes the following types of categories: tariff and qualification category (Article 143 of the Labor Code of the Russian Federation). The tariff category is understood as a value that reflects the complexity of the work and the skill level of the employee. The qualification category shows the level of professional training of the employee. We will tell about the increase in the category of workers at the enterprise in our material.

How employees are assigned and promoted

The assignment of a qualification rank to a worker or its increase is carried out taking into account the complexity of the work performed (clause 12 of the Decree of the State Committee for Labor of the USSR, the Secretariat of the All-Union Central Council of Trade Unions dated January 31, 1985 No. 31 / 3-30).

How is the upgrade decision made?

The issue of raising the rank of a worker is considered by the qualification commission of the organization on the basis of an application from a worker who has completed training and passed qualifying exams, on the proposal of the head of the relevant unit (paragraph 1, clause 10 of the Decree of the State Committee for Labor of the USSR, the Secretariat of the All-Union Central Council of Trade Unions dated January 31, 1985 No. 31 / 3-30) .

Who is eligible for an upgrade

The right to increase the category in the first place is given to workers who perform high-quality work and the established labor standards of a higher category for at least three months and conscientiously treat their labor duties.

If a worker has successfully completed a full course of theoretical and industrial training in accordance with the relevant curriculum, he may be admitted to qualifying examinations without prior verification of theoretical knowledge and passing a test. The delivery of a sample means the independent performance by the worker of certain works of the established category, specified in the sections "Examples of work" or "Characteristics of work" of the ETKS from among those available in this organization.

The specific procedure for increasing the ranks of workers in an organization is established by the Regulation on raising the rank of workers, which can be developed by a specific organization, taking into account its characteristics.

An example of a request for an upgrade

Forms of documents and examples of their completion

Read more about the use of these forms of documents in the article by J. Herman "Peculiarities of labor relations with employees who are donors" in the "Useful practice" section on p. 16–18 of the magazine.

Sample application for release from work in connection with blood donation and for the provision of an additional day of rest

Sample order for release from work in connection with blood donation and for the provision of an additional day of rest

Read more about the use of these forms of documents in the article by V. Dolgov “The algorithm of the employer’s actions for assigning qualification categories (classes and categories) to workers” in the heading “Algorithms of personnel actions” on p. 44–48 of the magazine.

An example of a submission for the assignment of a qualification category to a worker

An example of a memorandum from a manager about increasing the rank of a worker

An example of the minutes of the meeting of the qualification commission on the qualification exam

An example of an order for the assignment of a category

An example of registration in the work book of an entry on the assignment of a qualification category (class, category according to his profession, specialty, position) to an employee (for the first time or a new, higher one)

An example of registration in the work book of an entry on training, advanced training and retraining

An example of issuing an order to amend the staffing table

Read more about the use of these forms of documents in O. Bobkova's article "Suspension from work: features of legal regulation" in the "Useful Documentation" section on p. 32–36 of the magazine.

Sample memorandum on suspension from work

An example of an additional agreement to the contract

Sample letter of suspension from work due to alcohol intoxication

Sample order for the admission of a suspended employee to work

I want to increase the level, how to do it right?

4th category
Qualification requirements:
Must know:
arrangement of repaired equipment, units and machines
machine regulation rules
ways to eliminate defects in the process of repair, assembly and testing of equipment, units and machines
device, purpose and rules for the use of used control and measuring tools
design of universal and special devices
ways of marking and processing simple various parts
system of admissions and landings
qualities and roughness parameters
properties of acid-resistant and other alloys
basic provisions of planned preventive maintenance of equipment.

3. Job responsibilities:
Disassembly, repair, assembly and testing of complex units and mechanisms.
Repair, installation, dismantling, testing, regulation, adjustment of complex equipment, units and machines and delivery after repair.
Locksmith processing of parts and assemblies according to 7-10 qualifications.
Manufacture of complex devices for repair and installation.
Preparation of defective repair reports.
Performing rigging work using lifting and transport mechanisms and special devices.

6th category
Qualification requirements:
Must know:
design features, kinematic and hydraulic schemes of repaired equipment, units and machines
methods of repair, assembly, installation, checking for accuracy and testing of repaired equipment
allowable loads on working parts, assemblies, mechanisms of equipment and preventive measures to prevent breakdowns, corrosive wear and accidents.

3. Job responsibilities:
Repair, installation, dismantling, testing and regulation of complex large-sized, unique, experimental and experimental equipment, units and machines.
Identification and elimination of defects during the operation of the equipment and when checking during the repair process.
Accuracy and load testing of repaired equipment

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