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Purpose and structure of codes according to OKPDTR

The classifier is used to solve the following problems:

Structuring information about specialties and professions existing on the territory of the Russian Federation.
Estimation and recording of the number of workers employed in certain positions.
Control over working conditions, employee qualifications, their wages and other components of the work process.
Statistics and data analysis to provide an overall picture of employment in a region or country.

The classifier is a table with the names of professions or specialties and their corresponding codes.

The codes include five types of values, each of which corresponds to one separate column:

Actually the code according to OKPDTR. Found in the first column. Represents a five-digit number. The first digit of the number is in the range from 1 to 4. “1” and “3” mean a working profession, and 2 and 4 - an official one. The remaining four digits contain information directly about the number of the area of activity.
The second column contains the code check number. Its values range from 0 to 9.

How to choose the right codes for types of business activities? What is the ETKS directory used for?

The fourth column contains a numerical expression of the rank with which an employee of a given position is allowed to perform his duties. This can be one specific value or a range of values.
Issue number of ETKS (Unified Labor Qualification Directory). There are currently 68 issues, grouped by job area.
OKZ code. OKZ stands for All-Russian Classifier of Occupations. It, like OKPDTR, is included in the ESKK, but has less information content. It is indicated by a four-digit number. The concept of “occupation”, reflected in the classifier, is broader than the concept of “profession”; accordingly, some OKZ will be common to a number of points of the All-Russian Classifier of blue-collar professions and office positions.

The actual names of the specialties are in the third column and are arranged in alphabetical order.

All classifier items are grouped into two main sections: “professions of workers” and “positions of employees”

The division into sections of specialties is not based on fundamental differences, but on various documents that reflect aspects of these types of activities.

The first section includes the areas of activity specified in the ECTS, the second section - in the Unified Nomenclature of Employee Positions.

Working professions are transferred to the first section in full accordance with the ECTS, and when naming the positions of employees, the Decrees of the President of the Russian Federation “On Public Positions” are used first of all.

Is a job description required?

The Labor Code of the Russian Federation does not oblige employers to draw up job descriptions. After all, an employment contract with an employee must always disclose his labor function (work according to the position in accordance with the staffing table, profession, specialty indicating qualifications or the specific type of work entrusted to him) (Article 57 of the Labor Code of the Russian Federation). Therefore, it is impossible to hold the employer liable for the lack of job descriptions.

At the same time, it is the job description that is usually the document in which the employee’s job function is specified. The instructions contain a list of the employee’s job responsibilities, taking into account the specifics of the organization of production, labor and management, the rights of the employee and his responsibilities (Letter of Rostrud dated November 30, 2009 No. 3520-6-1). Moreover, the job description usually not only reveals the employee’s job function, but also provides the qualification requirements that apply to the position held or the work performed (Letter of Rostrud dated November 24, 2008 No. 6234-TZ).

The presence of job descriptions simplifies the process of interaction between the employee and the employer on the content of the job function, the rights and responsibilities of the employee and the requirements placed on him. That is, all those issues that often arise in relationships with both existing employees and newly hired ones, as well as with applicants for a certain position.

Rostrud believes that a job description is necessary in the interests of both the employer and the employee. After all, having a job description will help (Letter of Rostrud dated 08/09/2007 No. 3042-6-0):

objectively evaluate the employee’s activities during the probationary period;
to reasonably refuse to hire (after all, the instructions may contain additional requirements related to the employee’s business qualities);
distribute labor functions among employees;
temporarily transfer the employee to another job;
assess the integrity and completeness of the employee’s performance of his or her job functions.

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That is why drawing up job descriptions in an organization is advisable.

Such instructions may be an annex to the employment contract or approved as an independent document.

Examples of decoding OKPDTR codes and their application

Let’s consider the specialty “Automatic operator for the manufacture of parts for keyboard instruments,” the full code of which is as follows: 10032 1 12 63 7312.

The first digit “1” means that this profession belongs to the category of workers. “0032” determines the actual specialty number.
The second digit “1” is a control digit.
“2-4” – employee grades sufficient to perform his duties.
The number “63” is the release number of the Unified Labor Qualification Directory from which this position was taken.
“7312” is an OKZ code that indicates the employee’s relationship to the group “Workers performing precision work on metal and other materials,” the subgroup “Manufacturers, tuners and restorers of musical instruments.”

The act of reconciliation of mutual settlements - what is it used for? Employment contract - rules for drafting and types. How does KOSGU stand for and what is it used for in accounting: https://buhguru.com/buhgalteria/kosgu-rasshifrovka-i-klassifikaciya.html

Accounting employees and personnel department employees use this classifier in the following cases:

Questionnaires when applying for or hiring. To ensure clarity of the concepts used, it is recommended to use the established names of positions and specialties.
Drawing up an employment contract, an order for appointment to a position, dismissal. In this case, the employer is obliged to rely on OKPDTR if the position held by the employee is related to the presence of benefits, compensation or restrictions, as well as in a number of other cases separately specified in the Decrees of the Government of the Russian Federation (for example, in the field of state information systems).
Filling out an employee card in form T-2. It refers to primary reporting documents, contains information about the employee’s activities and must be stored in the organization for 75 years from the date of its completion.

OKPDTR is used when hiring, drawing up an employment contract, drawing up an employee’s personal card, staffing schedule and submitting documents to the Pension Fund of Russia

Special assessment of working conditions (job certification)

According to the law…

According to the adopted Federal Law of the Russian Federation dated December 28, 2013 No. 426 “On the special assessment of working conditions,” which has undergone a number of changes since 1997, called certification of workplaces, from January 1, 2014 it is referred to as the Special Assessment of Working Conditions (SOUT) .

The Scientific and Technical staff includes accredited experts who will carry out a special assessment of working conditions for you at the highest level.

What does a special assessment of working conditions mean?

A special assessment of working conditions (SAL) is a series of procedures that allow you to assess working conditions in the workplace in order to identify production safety and existing risk factors.

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SOUT is carried out by the management of the enterprise together with an accredited certifying organization that provides workplace research services.

Who is SOUT aimed at?

SOUT is provided for by the Labor Code of the Russian Federation (Article 212) and is a mandatory procedure for all employers of companies, regardless of the size and form of ownership, industries and legal forms, and these can also be private enterprises.

The only exceptions are:

remotely located workplaces
specialists working from home (home work),
workers hired by individuals who are not individual entrepreneurs.

Conducting an assessment of working conditions resolves the following issues:

assessment of the actual state of working conditions in terms of the degree of harmfulness and danger based on a comparison of the results of measurements of hazardous and harmful factors in the working environment, the severity and intensity of the labor process with established hygienic criteria;
assessment of the risk of injury in workplaces for compliance of production equipment, fixtures and tools, training and instruction tools with the requirements of regulatory documents;
assessment of the provision of workers with personal protective equipment;
assessment of working conditions will put in order benefits and compensation for employees;
development of measures to bring working conditions to the standards specified in the document regulating the certification.

What are the consequences of failure to carry out a special assessment of working conditions?

An administrative fine in the amount of 30 thousand rubles is provided for an employer (legal entity) that violates the requirements of the legislation of the Russian Federation “On Labor Protection” and does not conduct an assessment of working conditions. – 50 thousand rubles (if repeated failure to fulfill 50 thousand rubles - 80 thousand rubles) or suspension of activities for 90 days.

Timing and procedure for conducting a special assessment

Special assessments are carried out at least once every 5 years, unless otherwise provided by the Federal Law. The period for conducting the special assessment and assessment process is calculated from the moment the report is approved.

A special assessment of working conditions (SOUT) must be carried out within 6 months from the moment of creation of a workplace or change in working conditions, in the case of:

• newly created jobs;

• technical re-equipment of production facilities;

• introduction of new technologies affecting production and labor processes.

Separately, we note that if before the Federal Law “On the Assessment of Working Conditions” came into force, workplace certification had already been carried out at the workplace, in this case, the assessment of work conditions is not carried out for 5 years (except for those circumstances that may be the basis for an unscheduled assessment labor).

Stages of workplace certification

analysis of staffing from the customer
determination of similarity of jobs
determining the cost of work
conclusion of an agreement
filling out several necessary documents by the customer
visiting the customer to take measurements
drawing up a workplace certification report and recommendations

List of technical documentation based on the results of the work performed:

copies of documents for the right to carry out measurements and assessments of working conditions;
completed Workplace Certification Cards for working conditions;
protocols for measuring harmful and dangerous production factors;
protocols for assessing working conditions based on the severity and intensity of the labor process;
workplace injury hazard assessment protocols;
protocols for assessing the provision of workers with personal protective equipment;
statements of workplaces of departments and the results of their certification for working conditions;
a draft action plan to improve working conditions in the organization;
draft Minutes of the meeting of the certification commission based on the results of certification of workplaces for working conditions.

With timely certification of workplaces at the TechnoExpert Scientific and Technical Center, you will receive highly qualified and high-quality work. You will save yourself from unnecessary checks from administrative organizations, provide the employee with a safe workplace and personal protective equipment at the enterprise.

We guarantee 100% return to our clients. If you have any questions regarding workplace certification, please call and our specialists will be happy to answer all your questions.

Sample Application

Application

LLC "__________" requests certification of the following workplaces for working conditions:

Administrative and management personnel

General Director – 1 person.
Deputy General Director – 1 person.

Accounting

Human Resources Department

Service staff

Car driver – 1 person.
Cleaner of industrial and office premises – 2 people.
Watchman – 2 people.
Janitor – 2 people.

Address: Tel/fax: E-mail: General Director Full name, works on the basis of (Charter, Regulations, Power of Attorney) Bank details: INN: OKPO: OKOGU: OKVED: OKATO:

General Director _________________I.O. Last name

Sample List of Jobs

LIST OF ALL JOBS (according to the full staffing table) LLC "______________"