PKG

Vocational qualification groups (PKG) are groups of professions of workers and positions of employees of state and municipal institutions, united by spheres of activity and taking into account the level of qualifications of such workers (Article 144 of the Labor Code of the Russian Federation). We will tell you more about what the PQG positions are in our consultation.

How are PCGs formed

The PKG and the criteria for classifying the professions of workers and positions of employees as the PKG are approved by the Ministry of Health and Social Development (Article 144 of the Labor Code of the Russian Federation).

Groups of professions and positions are approved within a particular field of activity. Currently, for example, the following PAGs have been approved:

In addition, the Ministry of Health and Social Development approved the PCG of industry-wide positions of managers, specialists and employees (Order of the Ministry of Health and Social Development of 05/29/2008 No. 247n) and industry-wide professions of workers (Order of the Ministry of Health and Social Development of 05/29/2008 No. 248n). In these directories of professional qualification groups, positions and professions are given without reference to a specific field of activity of a state or municipal institution.

Qualification level according to PKG

The positions of employees and professions of workers in the PKG, approved by the Ministry of Health and Social Development, are distributed according to qualification levels, which reflect the amount of knowledge, skills, professional skills and work experience of workers.

PKG salary: what is it?

Labor legislation contains the concepts of the base salary (base official salary), the base wage rate. They mean, respectively, the minimum salary (official salary), the wage rate of an employee of a state or municipal institution assigned to the corresponding PCG, excluding compensation, incentive and social payments (

The law on professional standards has been in effect for several months, but not everyone has finally figured out how to apply the new regulation in their companies. To help employers - practical advice from one of the most authoritative Russian experts in labor law, Maria Finatova.

What is this article about? Once again, about professional standards, the application of which is still not clear to many. Let's talk about how to learn how to determine the professional level at which an employee is.

All qualification levels specified in professional standards are used in their development to describe labor functions, requirements for education and training of workers. Uniform requirements for the qualifications of employees, established by the levels of qualifications, can be expanded and refined taking into account the specifics of the types of professional activity.

The qualification level is defined as the ability of an employee to perform labor functions (tasks, duties) defined in terms of composition and level of complexity, which is achieved by mastering the necessary set of theoretical knowledge and skills.

The normative act that names the qualification levels is the order of the Ministry of Labor and Social Protection of the Russian Federation of April 12, 2013 N 148n "On the approval of qualification levels in order to develop draft professional standards." There are 9 levels in total and each has its own requirements. The higher the level, the higher the requirements, the lower the level, the lower the requirements for the position. Usually the 1st level is unskilled labor for which there are no strict requirements. 2,3,4 levels of blue-collar specialties, 5,6 - specialists, 7,8 - heads of the organization, top managers, 9 - the country's leadership.

Each level has certain indicators, which include: authority and responsibility, the nature of knowledge, the nature of skills and the main ways to achieve qualifications on the basis of which a professional standard is developed.

For example, at the 1st qualification level, they are like this:

And at the 6th qualification level, these are:

In order to understand at what level a particular employee is, the employer needs to carry out a whole range of measures:

• To begin with, choose a suitable professional standard for compliance with which the position of the employee will be checked.
• Then analyze his labor function, determined by an employment contract or job description for its compliance with labor actions (TD), provided for in the chosen professional standard.
• After that, the already verified labor actions shall be compared with labor functions in the same professional standard.
• And already in conclusion, from the compared labor functions (TF), determine which or what generalized labor functions (OTF) the employee is suitable for.

For each generalized labor function (OTF) in the professional standard, the corresponding qualification level is indicated. Using a simple procedure, you can determine what qualification level an employee has and what requirements are set for him.

For example If you take the professional standard of “Accountant”, you can see that there are only 2 qualification levels in it: 5 and 6 for the positions of “Accountant” and “Chief Accountant”, and accordingly the requirements at these qualification levels are different. When comparing, it may turn out that one of the workers does not meet the standard, because he does not have enough experience, or seniority, or the necessary education at a certain level for him. In this situation, the employer must solve this problem: in the case of education, by sending the employee to study, in the case of experience and seniority, through the transfer of the employee to another position.

Situations may be different, but it must be remembered that the requirements of Law No. 122-FZ must be fulfilled by all employers, regardless of the organizational and legal form, form of ownership, number of employees, etc. However, the law does not imply dismissals for failing to meet professional standards. Therefore, it is important and possible to find the right solution in each specific situation with each specific employee.

Maria Finatova, Head of the Consulting Projects Department and partner of Valentina Mitrofanova's group of companies

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ORDER of the Federal Drug Control Service of the Russian Federation of 28-08-2008 270 (revised from 23-03-2009) ON THE APPROVAL OF THE SIZES OF OFFICIAL SALARIES (TARIFF RATES) OF EMPLOYEES ... Actual in 2018

Appendix 1. SALARY SALARIES BY PROFESSIONAL QUALIFICATION TEAMS OF GENERAL POSITIONS OF MANAGERS, SPECIALISTS AND EMPLOYEES

Professional qualification group "Industry-wide positions of first-level employees"

Professional qualification group "Industry-wide positions of third-level employees"