Who designs the on-the-job internship program. Workplace internship program for all working occupations

The Labor Code does not contain a precise definition of "internship at work", but this concept is mentioned several times in section X "Labor protection".

Why do you need an internship in the workplace?

Before allowing an employee to perform complex work requiring certain skills, a certain set of measures must be carried out with him, aimed at training, obtaining skills for further independent work. An internship is required in the following cases:

at the initial placement of an employee in a position that requires certain skills;
in case of transfer of an employee to another position within the unit, if the working conditions in the new position are harmful or require certain skills;
when an employee is promoted or transferred to another department.

Before being allowed to work independently at the facility, an employee must undergo a safety briefing, which is a theoretical part of employee training. After the briefing, the employee undergoes an internship at the workplace. It is carried out under the guidance of experienced workers who are appointed by order of the organization.

Workplace internship order. Sample

There is no unified form of an order for an internship. The document is compiled by the head in free form and usually contains the following information:

data of the employee who is undergoing an internship (name, position);
data of the head of the internship (name, position);
term of internship at the workplace;
the composition of the commission to evaluate the results of the internship;
if the employee needs to be replaced at the workplace for the duration of the internship - the data of the employee performing his duties;
references to the regulatory documents of the enterprise, according to which the employee undergoes an internship.

As an annex to the order, there may be a list of functions that the employee must master during the internship. It is advisable to indicate in the order the period during which the head of the internship must provide feedback on how the employee coped with his duties. The order must be signed by the head, familiarized with the signature of the worker-trainee, members of the commission.

Workplace internship period

The duration of an internship at the workplace according to the Labor Code of the Russian Federation is not defined - it is prescribed in the order and must be at least two shifts. The duration of an internship in the workplace varies for different professions. For example, persons who want to hold the position of a notary pass an internship for one year with a practicing notary who has at least three years of notarial experience. In this case, the duration of the internship at the workplace is established not by the Labor Code of the Russian Federation, but by order of the Ministry of Justice of Russia No. 151 dated June 29, 2015. In addition, by order of the Ministry of Justice, it is determined that only a citizen of the Russian Federation who has received a higher legal education can be a notary trainee. The number of trainee positions is determined by the notary's office, and the leaders of the internship who have the necessary experience are approved by it.

Vehicle drivers are not allowed to work on a vehicle of any model without prior training. In addition, driver training should be carried out on cars of that type and brand, on those routes on which drivers will work independently in the future. Drivers of trucks who get a job for the first time undergo an internship for up to 1 month. Bus drivers who are employed for the first time undergo 50 hours of training: 18 hours of pre-route training and 32 hours of training on the route on which they will work. Thus, the terms and conditions of an internship for various professions may vary.

A sample job placement order is provided below.

The procedure for training, briefing on labor protection issues is regulated by:

GOST 12.0.004-90 "Organization of labor safety training".

"The procedure for training in labor protection and testing knowledge of the requirements for labor protection of employees of organizations" (Resolution of the Ministry of Labor and Social Development of the Russian Federation No. 1 and the Ministry of Education of the Russian Federation No. 29 dated January 13, 2003.

1 General requirements.

1.2. The procedure is mandatory for execution by federal executive authorities, executive authorities of the constituent entities of the Russian Federation, local governments, employers of organizations regardless of their organizational and legal forms and forms of ownership, employers - individuals, as well as employees who have concluded an employment contract with the employer.

1.4. The procedure does not replace the special requirements for training, briefing and testing the knowledge of employees established by state supervision and control bodies.

1.5. All employees of the organization, including its head, are subject to training in labor protection and testing of knowledge of labor protection requirements in accordance with the Procedure.

1.6. Employees qualified as an engineer (specialist) in the safety of technological processes and production or in labor protection, as well as employees of federal executive authorities, executive authorities of the constituent entities of the Russian Federation in the field of labor protection, state supervision and control, teaching staff of educational institutions engaged in teaching disciplines "labor protection", having a continuous work experience in the field of labor protection for at least five years, within a year after starting work, they may not undergo training in labor protection and testing knowledge of labor protection requirements.

1.7. Responsibility for the organization and timeliness of training in labor protection and verification of knowledge of the labor protection requirements of employees of organizations lies with the employer in the manner prescribed by the legislation of the Russian Federation.

2.1. Conducting a briefing

2.1.1. For all persons hired, as well as for employees transferred to another job, the employer (or a person authorized by him) is obliged to instruct on labor protection.

2.1.2. An introductory briefing on labor protection is carried out according to a program developed on the basis of legislative and other regulatory legal acts of the Russian Federation, taking into account the specifics of the organization's activities and approved in the prescribed manner by the employer (or a person authorized by him).

2.1.3. In addition to introductory briefing on labor protection, primary briefing at the workplace, repeated, unscheduled and targeted briefings are carried out.

Primary briefing at the workplace, repeated, unscheduled and targeted briefings are carried out by the immediate supervisor (manufacturer) of the work (foreman, foreman, teacher, and so on), who has undergone training in labor protection in the prescribed manner and tested knowledge of labor protection requirements.

Conducting labor protection briefings includes familiarizing employees with the existing hazardous or harmful production factors, studying the labor protection requirements contained in the organization's local regulations, labor protection instructions, technical, operational documentation, as well as the use of safe methods and techniques for performing work.

The briefing on labor protection ends with an oral test of the knowledge and skills acquired by the employee of safe working practices by the person who conducted the briefing.

Conducting all types of briefings is recorded in the relevant journals for conducting briefings (in established cases - in the work permit) indicating the signature of the instructed and the signature of the instructing person, as well as the date of the briefing.

2.1.4. Initial briefing at the workplace is carried out before the start of independent work:

with all newly hired employees, including employees performing work on the terms of an employment contract concluded for a period of up to two months or for the period of seasonal work, in their free time from their main work (part-time workers), as well as at home (home workers) using materials, tools and mechanisms allocated by the employer or purchased by them at their own expense.

Primary briefing at the workplace is carried out by the heads of structural divisions of the organization according to programs developed and approved in the prescribed manner in accordance with the requirements of legislative and other regulatory legal acts on labor protection, local regulations of the organization, instructions on labor protection, technical and operational documentation.

2.1.5. All employees specified in clause 2.1.4 of this Procedure undergo repeated briefing at least once every six months according to programs developed for conducting primary briefing at the workplace.

2.1.6. Unscheduled briefing is carried out:

when new or amended legislative and other regulatory legal acts containing labor protection requirements, as well as instructions on labor protection, are put into effect;

when changing technological processes, replacing or upgrading equipment, fixtures, tools and other factors affecting labor safety;

in case of violation by employees of labor protection requirements, if these violations created a real threat of serious consequences (accident at work, accident, etc.);

at the request of officials of state supervision and control bodies;

during breaks in work (for work with harmful and (or) dangerous conditions - more than 30 calendar days, and for other work - more than two months);

by decision of the employer (or a person authorized by him).

2.1.7. Targeted briefing is carried out when performing one-time work, when eliminating the consequences of accidents, natural disasters and work for which a work permit, permit or other special documents are issued, as well as when mass events are held in the organization.

2.1.8. The specific procedure, conditions, terms and frequency of conducting all types of labor protection briefings for employees of individual industries and organizations are regulated by the relevant industry and intersectoral regulatory legal acts on labor safety and protection.

2.2. Training of blue-collar workers

2.2.1. The employer (or a person authorized by him) is obliged to organize, within a month after hiring, training in safe methods and techniques for performing work for all persons entering work, as well as persons transferred to another job.

Occupational safety training is carried out in the course of training workers in working professions, retraining and training them in other working professions.

2.2.2. The employer (or a person authorized by him) provides training for persons hired with harmful and (or) dangerous working conditions, safe methods and techniques for performing work with internships at the workplace and passing exams, and in the course of work - conducting periodic security training labor and testing knowledge of labor protection requirements. Workers of blue-collar professions who first entered the specified jobs or who have a break in work by profession (type of work) for more than a year undergo training and testing their knowledge of labor protection requirements within the first month after being assigned to these jobs.

2.2.3. The procedure, form, frequency and duration of training in labor protection and testing the knowledge of labor protection requirements for blue-collar workers are established by the employer (or a person authorized by him) in accordance with regulatory legal acts regulating the safety of specific types of work.

2.3. Training of managers and specialists

2.3.1. Managers and specialists of organizations undergo special training on labor protection in the scope of their job duties during the first month, then as needed, but at least once every three years.

The newly appointed managers and specialists of the organization are allowed to work independently after they are familiarized by the employer (or a person authorized by him) with official duties, including labor protection, with the local regulations in force in the organization that regulate the procedure for organizing work on labor protection, conditions labor at the objects entrusted to them (structural divisions of the organization).

2.3.2. Labor protection training for managers and specialists is carried out according to the relevant labor protection programs directly by the organization itself or by educational institutions of vocational education, training centers and other institutions and organizations engaged in educational activities (hereinafter referred to as training organizations), if they have a license for the right to conduct educational activities, teaching staff specializing in the field of labor protection, and the corresponding material and technical base.

Occupational safety training is provided by:

heads of organizations, deputy heads of organizations in charge of labor protection issues, deputy chief engineers for labor protection, employers - individuals, other persons engaged in entrepreneurial activities; managers, specialists, engineering and technical workers who organize, manage and carry out work at workplaces and in production units, as well as control and technical supervision over the work; pedagogical workers of educational institutions of primary vocational, secondary vocational, higher vocational, postgraduate vocational education and additional professional education - teachers of the disciplines "labor protection", "life safety", "safety of technological processes and production", as well as organizers and leaders of the industrial practice of students - in training organizations of federal executive authorities, executive authorities of the constituent entities of the Russian Federation in the field of labor protection;

specialists of labor protection services, employees who are entrusted by the employer with the responsibility of organizing work on labor protection, members of committees (commissions) on labor protection, authorized (trusted) persons on labor protection of trade unions and other representative bodies authorized by employees - in training organizations of federal executive bodies authorities, executive authorities of the constituent entities of the Russian Federation in the field of labor protection.

Managers and specialists of the organization can be trained in labor protection and testing knowledge of labor protection requirements in the organization itself, which has a commission to test knowledge of labor protection requirements.

III. Checking knowledge of labor protection requirements

3.1. Checking the theoretical knowledge of labor protection requirements and practical skills of safe work of blue-collar workers is carried out by the direct supervisors of work in the amount of knowledge of the requirements of the rules and instructions for labor protection, and, if necessary, in the amount of knowledge of additional special safety and labor protection requirements.

3.2. Managers and specialists of organizations undergo regular testing of knowledge of labor protection requirements at least once every three years.

3.3. An extraordinary test of knowledge of the labor protection requirements of employees of organizations, regardless of the period of the previous test, is carried out:

when introducing new or introducing changes and additions to existing legislative and other regulatory legal acts containing labor protection requirements. At the same time, knowledge of only these legislative and regulatory legal acts is checked;

when commissioning new equipment and changing technological processes that require additional knowledge on labor protection of employees. In this case, knowledge of the labor protection requirements associated with the relevant changes is checked;

when appointing or transferring employees to another job, if new duties require additional knowledge of labor protection (before they begin to perform their official duties);

at the request of officials of the federal labor inspectorate, other bodies of state supervision and control, as well as federal executive authorities and executive authorities of the constituent entities of the Russian Federation in the field of labor protection, local governments, as well as the employer (or a person authorized by him) when establishing violations of the requirements labor protection and insufficient knowledge of labor safety and labor protection requirements;

after accidents and accidents that have occurred, as well as in case of detection of repeated violations by employees of the organization of the requirements of regulatory legal acts on labor protection;

when there is a break in work in this position for more than one year.

3.4. In order to test the knowledge of the labor protection requirements of employees in organizations, by order (instruction) of the employer (manager), a commission is created to test the knowledge of labor protection requirements, consisting of at least three people who have been trained in labor protection and tested knowledge of labor protection requirements in the prescribed manner.

The composition of the commissions for checking the knowledge of the labor protection requirements of organizations includes the heads of organizations and their structural divisions, specialists of labor protection services, chief specialists (technologist, mechanic, power engineer, etc.). Representatives of an elected trade union body representing the interests of employees of this organization, including authorized (trusted) persons for labor protection of trade unions, may take part in the work of the commission.

3.6. The results of testing the knowledge of the labor protection requirements of the organization's employees are documented in a protocol.

GOST 12.0.004-90

4. SPECIAL TRAINING AND KNOWLEDGE TEST

4.1. In certain industries related to work that are subject to additional (increased) labor safety requirements, additional special labor safety training is provided taking into account these requirements.

4.2. The list of jobs and professions for which training is carried out, as well as the procedure, form, frequency and duration of training, is established taking into account industry regulatory and technical documentation. heads of enterprises in agreement with the trade union committee based on the nature of the profession, type, work, specifics of production and working conditions.

4.3. Training is carried out according to programs developed taking into account industry standard programs and approved by the head (chief engineer) of the enterprise in agreement with the department (bureau, engineer) of labor protection and the trade union committee.

4.5. Workers involved in the performance of work or maintenance of objects (installations, equipment) of increased danger, as well as objects controlled by state supervision bodies, must undergo periodic testing of knowledge on labor safety within the time limits established by the relevant rules.

The list of workers' professions, the work of which requires passing a knowledge test, and the composition of the examination committee is approved by the head (chief engineer) of the enterprise, educational institution in agreement with the trade union committee. Conducting an examination of the knowledge of workers on labor safety is drawn up in a protocol

4.6. When a worker receives an unsatisfactory assessment, a second, knowledge test is appointed no later than one month. Before re-checking, he is not allowed to work independently.

7. WORK SAFETY INSTRUCTIONS

According to the nature and timing of the briefings are divided into:

1) introductory*;

2) primary in the workplace;

3) repeated;

4) unscheduled;

5) target.

7.1. Induction training

7.1.1. Conducting an introductory briefing on labor safety with all newly hired, regardless of their education, length of service in this profession or position, temporary workers, business travelers, students and students who arrived for industrial training or practice, as well as with students in educational institutions before starting laboratory and practical work in educational laboratories, workshops, sites, landfills.

7.1.2. An introductory briefing at an enterprise is carried out by a labor protection engineer or a person who, by order of the enterprise or by a decision of the board (chairman) of a collective farm, cooperative, is entrusted with these duties, and with students in educational institutions, a teacher or a master of industrial training.

At large enterprises, relevant specialists can be involved in conducting certain sections of the introductory briefing.

7.1.3. An introductory briefing is carried out in a labor protection office or a specially equipped room using modern technical training aids and visual aids (posters, field exhibits, models, models, films, filmstrips, videos, etc.).

7.1.4. Introductory briefing is carried out according to the program developed by the department (bureau, engineer) of labor protection, taking into account the requirements of SSBT standards, rules, norms and instructions for labor protection, as well as all the features of production, approved by the head (chief engineer) of the enterprise, educational institution in agreement with the trade union committee. The duration of the briefing is set in accordance with the approved program.

7.1.5. An entry is made about the introductory briefing in the introductory briefing registration log (Appendix No. 4) with the obligatory signature of the instructed and instructing, as well as in the employment document (T-1 form). Along with the journal, a personal training card can be used.

7.2.1. Initial briefing at the workplace before the start of production activities is carried out by:

with all newly accepted to the enterprise (collective farm, cooperative, rental team), transferred from one unit to another.

7.2.3. Primary briefing at the workplace is carried out with each employee or student individually with a practical demonstration of safe working practices and methods. Primary briefing is possible with a group of persons serving the same type of equipment and within a common workplace.

7.3. Re-briefing

7.3.1. All workers, regardless of qualifications, education, length of service, nature of the work performed, are re-instructed at least once every six months.

7.4.1. Unscheduled briefing is carried out when new or revised standards, rules, instructions for labor protection are put into effect.

7.5.1. Targeted briefing is carried out when performing one-time work that is not related to direct duties in the specialty (loading, unloading, cleaning the territory, one-time work outside the enterprise, workshop, etc.), eliminating the consequences of accidents, natural disasters and catastrophes, performing work for which a work permit, permit and other documents are issued, conducting excursions at the enterprise, organizing mass events with students (excursions, hiking, sports competitions, etc.).

Targeted briefing with workers who carry out work on work permits, permits, etc. is recorded in the work permit or other documentation authorizing the production of work.

INTERNSHIP

7.2.4. All workers, including graduates of vocational schools of training and production (course) factories, after the initial briefing at the workplace, must undergo an internship under the guidance of persons appointed by order ( order, decision) for the workshop (section, cooperative, etc.).

The head of the enterprise by order, or the head of the structural unit by order, assigns a mentor from among experienced workers to the newly hired employee to assist in the assimilation and consolidation of safe work skills, indicating the terms of the internship.

Note. The management of a shop, section, cooperative, etc., in agreement with the department (bureau, engineer) of labor protection and the trade union committee, may exempt from internship an employee who has at least 3 years of work experience in his specialty, moving from one shop to another, if the character his work and the type of equipment on which he worked before does not change.

7.2.5. Workers are allowed to work independently after an internship, verification of theoretical knowledge and acquired skills in safe ways of working.

What is an internship under the Labor Code of the Russian Federation? How to apply and what is the order of its passage? Read our article, download samples of all necessary documents

From this article you will learn:

Why and when you need an internship

What is an internship? The concept of “internship” is extended and can be applied only to a limited circle of employees. For a number of categories of workers, mandatory training in safe working methods is provided before starting work. As well as checking the acquired theoretical knowledge through examinations and practical tests - internships.

It is important to understand that this procedure can only be applied to the training of future workers in the field of labor protection, employed in harmful or hazardous working conditions. This is a principled position, which is enshrined in relation to the internship in Part 3 of Art. 225 of the Labor Code of the Russian Federation.

During training, the employer, by teaching newcomers in a safe way of working, reduces the risk of industrial accidents and accidents in the future. After listening to the theoretical part, a candidate for a vacant position undergoes an internship at the workplace. And only after that it is possible to assess knowledge in the form of an exam.

The list of harmful and dangerous production factors is given in the List approved by the Order of the Ministry of Health and Social Development of Russia dated April 12, 2011 No. 302n. This List contains such factors and works as:

work at height;
work related to the operation of electrical installations;
works underground and under water;
work in certain climatic conditions;
labor associated with exposure to chemical, biological and other substances;
other jobs.

These provisions are most often reduced to a local normative act called the “Regulations on internships”.

Before allowing a candidate for a vacant position to work under the supervision of a mentor, he must be employed in accordance with all the rules.

Step 1. Official employment of the candidate:

familiarization with the LNA of the company and the collective agreement;
signing an employment contract;
issuance of an employment order;
filling out the Personal card T-2.

Step 2. Issuing an order for an internship.

The employer will have to develop the text of the order on their own, because there is no unified form. The text must indicate:

Name and position of the trainee;
Name and position of the mentor;
terms of internship;
deadlines for passing certification on the results of training;
responsible persons for the execution of the order.

Step 3. Carrying out certification based on the results of training. The final exam is conducted in accordance with the requirements of clause 9.6 of GOST 12.0.004-2015.

Step 4. Registration of an order for admission to independent work based on the results of the certification.

If the results of the attestation are unsatisfactory, then dismissal is possible under clause 3 of article 81 of the Labor Code of the Russian Federation - inconsistency with the position held based on the results of the attestation. If such a dismissal occurred within a period of not more than 5 calendar days from the date of conclusion of the contract, then neither the admission nor the dismissal is recorded in the work book.

The order of the internship

Along with the issuance of an order for an internship, its program is also adopted. As a rule, it is an appendix to the order. The program prescribes its term, as well as the schedule of the internship in shifts.

If the duration of the internship is no more than one month, then the program is drawn up for each working day (shift) separately. With a longer training program, it is advisable to split the term weekly.

At the workplace, a beginner should be met by a mentor who will not only show and tell about the equipment used, but also teach safe methods of its operation. Upon completion of the program, the trainee is examined to determine the degree of development of the working profession.

Workplace internship program for all working occupations

The internship program refers to local regulations for the organization. It is developed by the head of the structural unit with the participation of the labor protection department. Thus, if we are talking about an internship, for example, for electrical personnel, the service of the chief engineer will draw up the training plan.

There is no standard template for an internship program in the workplace. It is drawn up according to the rules of office work, which are accepted in a particular organization. It is important that at the beginning of the document all the necessary approval visas are affixed: the head of the organization and the trade union (if any). The date of approval, the date of the meeting of the trade union committee and the number of the protocol are indicated.

The program begins with an explanatory note that lists all supporting documents and the duration of the internship. It is important that both professional standards and the manufacturer's operational documentation for the equipment used be used.

Next comes the general part. It indicates the objectives of the training, the exact name of the production processes, the requirements for the trainee. The skills that the employee must master are listed, the result of the internship is indicated - passing the test for admission to independent work.

After that, the immediate training plan is described. Traditionally, it is compiled in the form of a table, marking in front of each topic the number of hours or shifts required for mastering. It is advisable to enter the maximum number of hours into the internship program for working professions, and adjust the training time based on the qualifications of a particular employee. The mode and pace of learning remain within the competence of the teacher-mentor.

Duration of the internship

At the moment, the internship period is set by the employer, but can not be more than 6 months in general. For some professions, legislation may establish a different duration of an internship at the workplace. So the training period for notaries is at least 1 year (Order of the Ministry of Justice of Russia dated June 29, 2015 No. 151)

The duration of the internship should be set with an eye to the level of education and experience of the employee. The more experienced the employee, the less time he will need to master the workflow.

So for experienced workers and for junior service personnel, the period can be from 3 to 19 working days (shifts). An employee without experience can spend from 1 to 6 months on an internship.

For management, the period is at the discretion of the employer, but in practice it rarely exceeds 1 month.

Number of internship shifts in the workplace

When calculating the internship period, it is necessary to count the number of internship shifts at the workplace, and not calendar days from the moment of employment. Thus, the period of work under the guidance of a mentor cannot be less than 3 shifts.

Depending on the complexity of the work performed and the level of the beginner, the number of shifts can be increased.

Payment for the internship

No matter how long the internship lasts, it is subject to payment. Since our trainee is officially employed and an employment contract has been concluded with him, then the salary should be. Its size is prescribed in the contract.

It is worth noting that the amount of remuneration for a trainee is set lower than for a qualified worker. Payment is made according to the norms of the labor code 2 times a month. For the duration of the internship, most often fixed-term employment contracts are concluded, which are transformed into indefinite ones with a positive assessment result.

24.04.2018, 4:48

What is the duration of an internship at the workplace established by current legislation? Many are familiar with the concept of an internship. In the course of this type of training, employees learn in practice to perform the work that they have to do, and study the course of the production and technological process. Everyone knows the general information about the internship. However, the duration of the internship when applying for a job, as well as in other cases, raises numerous questions. We will talk about the duration of the internship in the article.

Duration according to the standard

During the internship, employees learn the basics of the work they will be doing. The obligation to conduct an internship is established exclusively for employers who hire employees to work with harmful and dangerous working conditions, as well as in other cases directly established by law (Article 225 of the Labor Code of the Russian Federation). At the same time, the question arises about the duration of the internship at the workplace in labor protection.

Harmful working conditions are production factors (for example, noise, vibration, etc.) that can cause an employee to become ill.
Hazardous working conditions are production factors that can lead to injury or injury to an employee.
(Order of the Ministry of Health and Social Development of Russia dated April 12, 2011 No. 302n, Decree of the Government of the Russian Federation dated February 25, 2000 No. 163).

The current legislation regulates the period of internship for admission to independent work. It depends on which category the trainee belongs to:

Thus, the internship period is set by the employer, but cannot be less or more than that established by law.

Work internships must be properly designed. The following documents are usually prepared:
position on internship;
an order for admission to an internship;
internship program;
order for admission to independent work.

So, for example, the internship period for blue-collar workers (GOST 12.0.004-2015) depends on the qualifications of this category of employees and can last from 3 work shifts to 6 months.

Drivers engaged in passenger and cargo transportation must undergo an internship without fail. This is the industry requirement (guiding document of the Ministry of Autotransport of the RSFSR dated January 20, 1986 No. RD-200-RSFSR-12-0071-86-12).

The same state standard establishes an internship period for workers and junior service personnel.

The Regulations on the internship reflect the basic rules governing the conduct of this training:
goals and objectives of the internship;
rights and obligations of a trainee;
procedure for admission to the internship;
the rights and obligations of a mentor;
terms of internship;
the order of the event;
a responsibility.

Reason for an internship

In addition to the period of internship for managers and specialists, the legislation also establishes the reasons for conducting training. So, individual internships for managers, specialists, workers and junior service personnel are arranged in the following cases (clause 9.1 of GOST 12.0.004-2015):

when applying for a job;
when transferring to another place of work with a change in position or labor function;
in order to prepare for a possible replacement during the absence of a permanent employee;
to obtain best practices and effective organization of work on labor protection.

In addition to general internship occasions, there are industry-specific requirements. For example, in the energy sector, it is necessary to train an employee after a break in work (clause 1.4.8 of the order of the Ministry of Energy of January 13, 2003 No. 6).

Hello! In this article, we will talk about the procedure for an internship in the workplace.

Today you will learn:

What is staff training?
Who should take the internship?
How is the internship organized?

What is staff training

Everyone at least once in their life has come across such a concept as an internship. For the first time, we become trainees while studying at a secondary specialized or higher educational institution during the period of practice. As a rule, such an internship is not paid, everything that a future specialist receives is invaluable experience.

The second and subsequent preparations take place during the initial period of the applicant's activity in the organization. Also, an internship at the workplace is also possible when moving up the career ladder, if the new specialty involves radically different obligations from previous ones.

This is what happens in life, now we will consider how an internship should take place according to the law and what rights and obligations the applicant and employer have.

Internship - work activities, including obtaining additional professional education in a specific specialty, as well as a way to apply their theoretical knowledge to prove competence to the management of the enterprise and future employment.

Immediately highlight the main functions for the trainee:

Obtaining new professional skills;
Application of theoretical knowledge for the benefit of the organization;
The ability to assess their own abilities and correlate them with functions and tasks;
Opportunity for employment based on results.

The functions for the employer are as follows:

Allows to reduce the period of adaptation;
Checks the abilities of the future employee and allows you to correlate them with his tasks and functions that he will perform;
Allows you to evaluate the theoretical knowledge of the trainee.

It is also necessary to emphasize the distinctive features of the internship:

Vocational training is limited in time;
Retraining, as a type of work activity, is paid according to the contract;
The amount of payment for the employee's preliminary training is less than the monthly salary for this position;
Must be documented;
The employee's internship is carried out according to a pre-developed on-the-job training program;
A mentor is assigned to a potential employee who will supervise the execution of tasks by the trainee.

When is an internship needed?

In total, there are four cases when the applicant needs to undergo retraining:

At the first employment of graduates of secondary and higher educational institutions;
When an employee moves up the job ladder;
With a long absence of an employee at the workplace, subject to fundamental changes in the process of performing their duties (sick leave, decree);
In case of temporary transfer to another specialty (for example, due to the temporary absence of a specialist who previously held this position).

However, there is an exception. A potential applicant may be exempted from vocational training in the event of a joint decision on this by the head of the department and the head of labor protection of the enterprise. Such an answer can only be given if the hired person has more than three years of experience in an identical position.

At the same time, the functions of a specialist and the equipment with which he will have to work should not differ from the previous ones. In this case, it is necessary to indicate in the personal file of the lucky person that he was accepted without a probationary period.

Training practice from an educational institution or found independently without official registration is not considered an internship.

Allocate groups of positions that oblige the passage of training by the method of internship at the workplace.

These include:

Public transport drivers;
Employees in direct contact with production equipment;
Positions associated with hazardous working conditions.

After training, applicants for these positions are required to pass an exam.

Duration of internship in the workplace

From March 1, 2017, the duration of the tests has changed. Previously, according to the Labor Law, an internship could not last longer than two weeks (14 days), excluding weekends. Its minimum duration was only 3 days.

Now the probationary period for privates is determined by the head of the department in which the employee will work. If the hired person has the skills, abilities and experience necessary for the specialty to perform duties in an identical position, the retraining time can be from 3 to 19 days, excluding weekends.

If the employee does not have the necessary qualifications or does not have similar experience in an identical position, then the period of retraining will be from 1 to 6 months at the discretion of the head of the department.

In the event that an internship is required for admission to a managerial position, its time interval can vary from two weeks to one month, at the discretion of the company's management.

Payment for the study period

Let's turn again to the definition: "Internship is a work activity ...". And as you know, any work must be paid.

Even if you, after working for several days, received a refusal from the employer in further employment, you are required to pay for the days you worked. If you are denied payment, you have the right to go to court.

At the same time, the salary of the probationer cannot be less than the established minimum wage. As of January 1, 2018, it amounted to 9,489 rubles per month, and from May 01, 2018, its size will be brought to the level of the subsistence level of the able-bodied population - 11,163 rubles. Payment for additional practice must take place officially, taking into account all tax deductions.

However, wages during a probationary period are always less than the standard wage of an employee in the same position.

But back to the students. As mentioned earlier, the educational activity is not an internship for the purpose of employment on a permanent basis, it is intended for the trainee to gain experience, therefore it is not paid.

The order of the internship

The first thing that a candidate for a new position has to go through is an interview with the manager.

During the interview, the trainee should be familiarized with a pre-drawn provision on the probationary period, which indicates the period of training, the rights and obligations of the employee and the employer, the amount of payment, the conditions for successful passage and the future fate of the applicant. Here the head officially appoints an internship.

The second step on the way to the desired position is to draw up a probation period program together with the manager. A journal is being developed here, which will be maintained by the curator of retraining.

The program must meet the following tasks:

Practical application of the theoretical knowledge of the subject;
Obtaining practical professional skills;
Acquaintance with the activities of the company, its structure;
Introduction to job responsibilities.

A little later we will consider this issue in more detail.

The third stage is very important and will avoid fraud by the employer -. After that, the applicant is allowed to pass the internship. An order for an internship is also signed.

At the end of the test, the manager draws up a review of the applicant and determines his professional suitability, on the basis of which a verdict is issued on further employment.

Procedure for applying for an internship

Practice is always documented. This benefits both the trainee and the company.

It is beneficial for the employee because he will have a guarantee of payment for his labor activity, as well as the honesty of the company when deciding on his further employment. The company, because otherwise it will violate the law, which is fraught with negative consequences.

In addition, in the case of official registration, the organization will protect itself from possible claims from the trainee if he receives injuries due to his own negligence in the labor process.

In order to formalize the applicant, you need to draw up the following documents:

Regulations on the internship. This document regulates the process of retraining personnel, approved by the head of the company.

Consists of the following structural elements:

General provisions, which indicate the main points in the coordination of the preparation process;
Goals and objectives of training. General goals are indicated here, such as the assimilation of the theoretical and practical foundations necessary to perform functions and tasks, familiarization with the company's activities and its specifics, and others.
Procedure for the internship.
The responsibility of the parties, the head of the trainee is also indicated here.
Necessary tests and tests at the end of retraining, allowing to assess the quality of the material learned during the internship.
Internship program. We talked about her earlier.
Internship notice.
Order for admission to independent work. It is issued after practice and passing the exam (if required). The order allows for independent professional activity.

Internship program: types and structure

Conventionally, the following types of internships are distinguished:

Labor protection practice- is aimed at acquiring theoretical knowledge and practical skills by the contestant to ensure the safe implementation of his official duties. That is, in the process of demonstrating labor protection rules, a potential employee must be explained how he should work so as not to get injured and not injure others.

The duration of retraining depends on the degree of danger and the complexity of the work. However, many managers neglect this type of employee training, getting by with only a brief briefing. It is not right.

By law, an internship in labor protection must be completed by:

All new employees;
Transferred to more hazardous activities;
Workers returning after a three-year break from work;
Graduates of colleges and universities.

The internship program in labor protection, as a rule, contains the following structural elements:

Occupational Safety and Health;
Fire safety;
Electrical safety;
Sanitary safety rules;
Road safety;
Safety in industry;
Personal security equipment;
Actions of the employee in case of emergency;
Providing first aid.

If your company has nothing to do with production and industry, then you can exclude this item from the program.

Specialty internships- in this case, the program will depend on the work that the future employee will perform. They are appointed if the applicant does not have to deal with special equipment or complex types of work.

For example, a combine driver must undergo an internship to show his skills in driving a machine. Such an internship will be supervised by the internship manager or curator, who will make an assessment at the end of the internship.

An excellent example of an internship in a specialty is the process of graduating public transport drivers. Before a newly-minted driver starts to independently follow his route, he runs this route with a mentor - an experienced driver.

Structurally, the program of retraining in specialties contains the following elements:

Theoretical part. It consists in reading to the applicant an instruction containing the theoretical foundations of labor;
Practical part. It involves a demonstration of the skills and abilities of the applicant directly to the curator of the trainee;
Paperwork.

Completion of the internship

Most often, upon completion of training, the applicant for a vacancy passes certification. For this, a commission is assembled, consisting of a mentor and immediate supervisor.

The decision is made either on the basis of the tasks implemented by the trainee, or on the basis of a test task. Also, the final conclusion of the guide is influenced by the internship log, which is maintained by the intern's mentor during the training process.

If the commission makes a positive decision, then the trainee is registered in the state, for this an order is issued for admission to independent work.