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Rules for working with personnel in organizations of the electric power industry of the Russian Federation. Rules for working with personnel in organizations of the electric power industry of the Russian Federation introduction

To properly organize work with electric power equipment, study the Rules for working with personnel in organizations of the electric power industry in the Russian Federation. In the article you can download the text of this document.

From this article you will learn:

What are the rules for working with personnel in power industry organizations

The rules in question were approved by the Order of the Ministry of Energy of Russia dated February 19, 2000 No. 49 "On approval of the Rules for working with personnel in organizations of the electric power industry of the Russian Federation (Ministry of Justice No. 2150 on March 16, 2000)". They replaced the earlier JV dated 11 September 1995.

Developed on the basis of the current legislation of the Russian Federation, GOSTs, other standards, this document establishes the basic requirements for the personnel of enterprises related to the electric power industry. The provisions and requirements of the Rules for working with personnel in the electric power industry apply to all specialists involved in the design, operation, repair, adjustment, testing, organization and control of equipment operation.

General provisions

The first thing that the rules establish is the provision that work with personnel is one of the priorities for the organization and its departments. In this case, the specifics of the workplace and the level of qualification of the employee must be taken into account.

No less important is the requirement for the need for primary and periodic, according to technical operation, fire safety and other standards. It is mandatory for everyone: from the trainee to the general director of the enterprise.

The document spells out exactly how to work with different categories of employees:

with executives;
with leaders structural divisions;
with managers and specialists;
with operational managers, operational and operational-repair personnel;
with repair personnel;
with support staff;
with other specialists, employees and workers.

Responsibilities

From general provisions, we move on to duties and responsibilities for working with personnel in the electric power industry. It must be organized by the head of the enterprise.

Also, management should control the issuance of administrative documents regulating the duties and responsibilities of the heads of departments, which, in turn, ensure proper work with all other categories of personnel. An important requirement is to ensure the principle of unity of command in this activity.

A responsibility

The head of the enterprise is considered responsible for the implementation of labor protection requirements in the electric power industry. He can delegate part of the functions and rights in this area to officials from among the leading employees of the organization, then the responsibility will extend to them.

To the bodies of the State Energy Supervision for the fulfillment of the requirements of the Rules.

Organizational requirements

All organizational requirements contained in the document under consideration are aimed at optimizing work with personnel in the electric power industry.

First of all, in every organization related to this industry, a procedure for working with employees should be developed and approved. Much attention is paid to maintaining the level of qualification of employees. To this end, on the basis of the enterprise, it is necessary to organize training courses, simulator training centers, classes, workshops, laboratories, libraries and other educational units. An exception in the Rules is made only for small organizations. Instead of creating their own material base, they can conclude contracts with energy companies that have such a base.

Employee training requirements

The Importance of Learning and Maintaining a High Level vocational education employees is emphasized by the fact that a number of sections are assigned to these issues in the Rules for working with personnel in the electric power industry.

Preparation for a new position

First of all, it is worth noting how the training of employees should be carried out on new position. According to the rules, only those who have a vocational education can be admitted to this training. As for, it can only be carried out by specialists with the necessary work experience and qualifications. If a newly hired or applying for a new position employee does not have proper education, then he should be sent for training.

Particular attention in the document is given to training programs for operational managers, which vary significantly depending on the job responsibilities in a particular workplace.

Internship

The next stage after training is, which is carried out under the supervision of a training specialist. Like studies, an internship should be based on programs adapted to specific positions and jobs. Its duration is from 2 to 14 working days and is calculated based on the level of education, experience and profession of the employee being trained.

During the internship, the future employee must learn the basic rules of safety and labor protection, necessary instructions and schemes, to gain practical skills for work and techniques for the safe and economical operation of the equipment entrusted to him.

Checking knowledge of rules and regulations

Speaking about the requirements for training employees, one cannot help but dwell on the verification knowledge of norms labor protection. In the Rules, this process is described in great detail.

In particular, they regulate:

what categories of employees, when and where should be tested knowledge;
what are the options for such checks (regular, extraordinary, etc.);
how this process should be controlled;
what is the procedure for fixing the results of checking and .

Duplication and admission to independent work

Separately, it is necessary to dwell on duplication, which refers to the management of a power plant or the performance of other work under the control of the person responsible for the preparation of a backup. The rules are prescribed after an initial test of knowledge, a long break in work, or by a separate decision of the management.

It also describes the documentary support of the duplication process, its duration and actions in case of its successful or unsuccessful passage.

Serious requirements The rules for working with personnel in the electric power industry impose on specialists for admission to independent work.

Attention

It is possible to allow an employee to work independently only after passing all the instructions, training and medical examination.

As in the case of duplication, it is clearly spelled out documenting tolerances and options for action in various situations.

Labor safety briefings

For the implementation of labor protection requirements in practice, instructing workers is no less important than in-depth training courses. The Rules deal with this topic in great detail. The volume and specifics of the information received will differ depending on the category of the instructed worker and on other factors. Instructions themselves can be divided into 5 types:

introductory;
primary in the workplace;
repeated;
unscheduled;
target.

The rules regulate under what conditions and how each of them must pass.

Control emergency and fire fighting training, special training

Another type of testing knowledge and, to a greater extent, practical skills are control training. As the name implies, they are aimed at working out actions to prevent and eliminate industrial accidents and fires.

The Rules describe what type of personnel should go through emergency procedures and, and in what time period this should be done. At the same time, the development of emergency response actions can be carried out directly at the workplace or using simulators.

In case of refusal to participate in training or in case of unsatisfactory assessment of skills, the employee is not allowed to work.

Training

The rules for working with personnel in organizations of the electric power industry establish that in this area there must be continuous and based on professional education. The head of the enterprise is responsible for organizing this process.

Refresher courses can be short-term (up to 3 weeks) or long-term. Employees are sent to them as needed, but with some time restrictions. In the first case, this is at least once a year, and long-term training for managers and specialists should be carried out at least once every 5 years.

Tours and inspections of workplaces

The last topic that we will mention today concerns bypasses in the power industry as well. This procedure is integral part system of labor protection, and its procedure is determined by the head of the organization.

Bypasses and inspections by authorized persons make it possible to check how the rules and instructions are followed, in what condition the equipment is maintained, whether the documentation is correctly drawn up, whether there are any prerequisites for accidents and other emergencies at work.

Human resource management systems have undergone global changes in the last decade. Today, personnel management is less and less based on administrative methods of work and is increasingly focused on a conscious personnel policy. It is precisely the carefully developed personnel policy of the organization that is the basis effective work with staff. In each organization, the procedure for working with personnel is regulated in its own way. However, there is certain rules and normative acts according to which personnel work will be built.

What is the personnel management system for?

The formation of a system of work with personnel is impossible without defining a goal. In addition, you need to clearly understand the principles by which it is formed. The main tasks in the formation of a system of work with personnel are usually the following:

provide the organization with qualified personnel)
provide the employee with comfortable working conditions so that his work is as efficient as possible)
to form an objective and high-quality system of motivation and remuneration)
increase employee satisfaction with work results)
provide each employee with opportunities for his professional growth and development)
create a positive moral and psychological climate in the team)
improve existing ones and introduce more effective methods staff assessments)
motivate personnel service to the development of the company's organizational strategy.

An effective system of work with personnel is based on the following principles:

efficiency in the selection and placement of personnel)
fair wages and motivation)
career and professional growth employee in accordance with the needs, abilities and results of his work, depending on the capabilities and needs of the organization itself)
assistance in solving personal problems of the employee.

Thus, the system of work with personnel is formed on the basis of the principles that determine its effectiveness, as well as the quality of its work in general.

What does HR work consist of?

Work with the team, as a rule, is concentrated in the personnel department. If the organization has a personnel manager, then the development and definition of the main directions in personnel work are part of his task. At the same time, the strategy should be clear to the head of the organization and approved by him. If there is no HR director, supervision personnel department it is advisable to assign directly to the head.

Personnel management. This section includes personnel and registration support for all natural movements of employees in the organization:

admission, dismissal and transfer)
registration of business trips, vacations (educational, annual, maternity))
sick leave registration)
accounting of employees of the organization.

Analytical work. Different kinds personnel analysis, usually according to specified criteria:

reporting)
assessment procedures)
studying the effectiveness of each specific employee in various positions
drawing up various plans for work with personnel.

Staff training work:

scheduled training)
organization of training in specialized training centers)
organization of various trainings.

Work to provide the company with qualified personnel:

recruitment and selection of personnel)
job placement)
adaptation of personnel and its support at each stage.

Formation of the personnel policy of the organization. In the work with personnel, this point is decisive. The personnel policy is formed together with the head of the organization and line managers.

In each particular organization, these areas can be expanded and supplemented, depending on the specifics of the organization's work and its needs. The content of work with the organization's management personnel should be planned in two forms: short-term and long-term.

Development of a plan for working with personnel

HR plan - the basis of the system personnel management. After all, an effective personnel policy is possible only if there are well-designed plans and programs. These documents describe in detail the entire cycle of work with personnel. As a rule, two plans are drawn up: operational and strategic.

operational plan

This is where the current workforce is fixed. It can be drawn up for various periods depending on the goals and needs of the organization (from a month to one year). It can also be compiled with an emphasis on a particular process, or in general for each of the areas of work with personnel.

For example, an operational plan might include planning for:

the need for specialists
staff adaptation,
reduction of staff for a certain period of time,
expenses for the recruitment and maintenance of employees,
training of personnel of various orientations,
careers of employees in the organization,
formation of a personnel reserve,
staff movements,
promoting the values of the organization and building work with personnel on their basis.

strategic plan

Its purpose is to form a common personnel policy of the organization. It is drawn up, as a rule, for 5 years. Its content is determined primarily by the presence of a strategic plan for the development of the organization as a whole. Depending on the goals set, the content of work with personnel is determined there taking into account the perspective.

Both operational and strategic plans of the organization for work with personnel can be changed, supplemented and adjusted. First of all, it depends on the influence of internal and external factors, as well as from changes in the direction of the organization as a whole.

Documents regulating work with personnel

Regulations are normative documents that establish the goals, content and procedure for performing individual operations, and also determine the work of the organization in a strategic aspect.

Regulatory documents are developed in the organization as it develops and expands. For very small companies, they, as a rule, are not needed, but for large ones they are simply necessary, because without them it is impossible to systematize and establish effective personnel work.

The system of work with personnel is especially effective if its regulations comply with the standards of the organization and are aimed at achieving its goals.

Personnel work is based on the following regulatory documents.

Regulations on work with personnel.

The fundamental document that fixes the distribution of functions in the company with respect to each division. It contains the goals, tasks, functions, share of responsibility of each of the participants in this work process, and also defines the relationship between departments.

Internal labor regulations

Mandatory local document, which is developed for the following purposes:

formation and maintenance at the proper level labor discipline}
effective organization of the labor process)
rational distribution of time for labor process and rest)
security High Quality labor.

Job description

This document is necessary for clear regulation labor activity employee and contains the following items:

list of job responsibilities
definition of the employee's area of responsibility)
relationship between employees and different departments
procedure for replacing an absent employee.

Availability job descriptions in the organization allows you to evenly distribute the load on the staff of the organization and qualitatively control the activities of both an individual employee and the team as a whole.

staffing

This document contains information about the number of staff units in the organization. It is also written here official salary and, if any, a supplement to it.

Regulations on the formation of a personnel reserve in the organization

This document is applicable to large organizations which, on the basis of strategic development plans, form personnel reserve. This may include candidates from both the internal resources of the company and from the external labor market.

Regulations on the stages of personnel adaptation

A document that defines directions for social, psychological and professional adaptation personnel. High-quality implementation of the personnel adaptation system significantly reduces staff turnover and improves the quality of newcomers' work.

Position on recruitment and selection of personnel

This document establishes the procedure for the selection and selection of specialists. It also establishes the deadlines for the implementation of each operation and the responsibility between all participants in this process.

This list is far from complete and, depending on the needs of the organization, it can be supplemented with other local documents that will determine the procedure for working in one of the areas of personnel activity.

Competent personnel policy is a way to resolve conflicts

It is known from scientific theory that any system formation is periodically subject to a state of instability. Simply put, sooner or later in any organization, tensions accumulate in the relationship of employees. The result is conflict. During this period, work efficiency decreases, planned indicators worsen.

Conflict resolution is traditionally associated with the field of psychology. Nevertheless, a well-organized work with personnel can play a significant role in this process. In this case, the most important is First stage, that is, the selection of a candidate and its preliminary analysis. The goal is a situation in which employees with psychological compatibility work in one department. So the value personnel work hard to overestimate.

Personnel policy is the basis of an effective personnel management system

The purpose of the organization's personnel policy is to provide the organization with personnel that meets the requirements in time. The personnel policy of an organization is influenced by various factors, under the influence of which it can be adjusted or completely changed. These factors are divided into:

External. They include labor law, relations with trade unions, the economic situation in the country and the labor market.
Internal. These include the goals and objectives of the organization, the territorial location, the technologies used, the internal culture of the organization, the moral and psychological climate in the team.

The main directions in the formation of personnel policy are as follows:

recruitment)
wage system)
training)
formation of personnel procedures)
social relations.

The regulation of personnel policy, depending on the size of the organization, can be fixed in the form local documents or exist in the form of unwritten rules set by the leader.

In any case, it is not enough to develop a personnel policy. To obtain the effect, it is necessary to implement it as efficiently as possible in the activities of the organization. The mechanism for its implementation is based on the development of plans and regulations, administrative, organizational, economic and social measures that are aimed at solving various personnel problems of the organization, as well as meeting its needs for personnel.

Thus, efficient system for work with personnel can be built with the complex application of all elements of this complex process. Only in this case it is possible to guarantee the order and clarity of work with the company's personnel.

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| Rules for working with personnel in organizations of the electric power industry of the Russian Federation
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MINISTRY OF ENERGY OF THE RUSSIAN FEDERATION
APPROVED
Ministry of Fuel and Energy of Russia
Order of February 19, 2000 No. 49
RULES OF WORK WITH PERSONNEL IN ORGANIZATIONS OF THE ELECTRIC POWER INDUSTRY OF THE RUSSIAN FEDERATION
Order of the Ministry of Fuel and Energy of the Russian Federation
dated February 19, 2000 No. 49
On approval of the Rules for working with personnel in organizations of the electric power industry of the Russian Federation
In order to bring the Rules for working with personnel in organizations of the electric power industry of the Russian Federation, approved by order of the Ministry of Fuel and Energy of Russia of August 1, 1995 No. 166 and registered by the Ministry of Justice of Russia on September 11, 1995, registration No. 947, in accordance with the Federal Law of July 17, 1999 No. 181- Federal Law "On the Fundamentals of Occupational Safety in the Russian Federation"* and Decree of the Government of the Russian Federation dated August 12, 1998 No. 938 "On State Energy Supervision in the Russian Federation"**
* Collection of Legislation of the Russian Federation, 1999, No. 29, Art. 3702.
** Collection of Legislation of the Russian Federation, 1999, No. 29, Art. 3702.

I order:
1. Approve the Rules for working with personnel in organizations of the electric power industry of the Russian Federation.
2. The rules for working with personnel in organizations of the electric power industry of the Russian Federation, approved by order of the Ministry of Fuel and Energy of Russia dated August 1, 1995 No. 166 and registered by the Ministry of Justice of Russia on September 11, 1995, registration No. 947, shall be considered invalid.
3. To the Department of State Energy Supervision and Energy Saving (Varnavsky B.P.) to submit the Rules for working with personnel in organizations of the electric power industry of the Russian Federation, at state registration to the Ministry of Justice of the Russian Federation in the prescribed manner.
4. Instead of RD 34.12.102-94
Minister
IN AND. Kalyuzhny
Registered with the Ministry of Justice of the Russian Federation on March 16, 2000, registration number 2150

1.1. These Rules are developed taking into account social significance industry "Electric power industry", the potential danger of its equipment and devices for service personnel, on the basis of and in accordance with the current legislation of the Russian Federation. They take into account the requirements of existing norms, rules, state standards and others normative documents.
1.2.

These Rules are a guiding document for the personnel of enterprises, organizations and institutions (hereinafter - organizations), regardless of the form of ownership and departmental affiliation, engaged in the design, operation, repair, adjustment, testing, organization and control of the operation of equipment, buildings and structures that are part of the electric power industry. production, as well as performing other types of work in the conditions of an existing electric power facility.
The rules may be guided by any other organizations that include electrical and thermal personnel. The application of these Rules in the organization must be determined by an order or instruction.
1.3. When organizing work with personnel in accordance with federal law“On the Fundamentals of Occupational Safety in the Russian Federation” should proceed from the principle of state policy on recognizing and ensuring the priority of the life and health of workers in relation to the results of production activities.
1.4. The Rules set out the requirements for the forms and content of the activities of organizations to ensure and constantly monitor the readiness of employees to perform the functions assigned to them, as well as the continuous improvement of their skills.
1.5. The requirements of these Rules must be contained in instructions and regulations, as well as in organizational and administrative documents in force in electric power organizations.

2.1. "Head of the organization" - a person exercising direct management of the organization, regardless of the form of ownership (hereinafter in the text of the Rules - the head of the organization), who has the right to act on behalf of the organization without a power of attorney, to represent its interests in any instances, including judicial ones.
The owner of the property of the organization, exercising direct direct management of his organization, belongs to the category "head of the organization".
2.2. "Leading employees of the organization" - persons appointed in the prescribed manner as deputy heads of the organization, with certain administrative functions and areas of work ( Chief Engineer, Vice President, Technical Director, deputy director, etc.).
2.3. “Structural subdivision of the organization” (in the text of the Rules, abbreviated as structural subdivision) is a management body established by the organization of a part of the organization with independent functions, tasks and responsibilities.
2.4. "Head of a structural unit" - a person who has concluded an employment agreement (contract) with the head of the organization or appointed by him to manage the activities of the structural unit (head, foreman, manager, etc.) and his deputies.
2.5. "Managerial personnel and specialists" - a category of employees providing administrative and technological support for the organization's activities.
2.6. "Operating personnel" - a category of employees who directly influence the management bodies of power plants and carry out management and maintenance of power plants in a shift.
2.7. "Operational managers" - a category of employees from among the operational personnel who carry out operational management in the shift of the work of the objects assigned to them (energy system, power plants, networks, facility) and subordinate personnel.
2.8. "Operational and maintenance personnel" - a category of workers from among the maintenance personnel with the right to directly influence the controls of technological equipment.
2.9. "Repair personnel" - a category of employees associated with maintenance, repair, adjustment and testing of power plants.
2. Yu. "Auxiliary personnel" - a category of employees of auxiliary professions performing work in the area of operating power plants.
2.11. "Other specialists, employees and workers" - a category of employees who are not in the area of operating power plants and are not associated with their maintenance.
2.12. "Power plant" - a complex of interconnected equipment and structures designed for the production or conversion, transmission, accumulation, distribution or consumption of energy.
2.13. " Workplace» - a place of permanent or temporary stay of employees in the process of labor activity.
2.14. “Work with personnel” is a form of production activity of an organization that ensures the maintenance of the necessary professional educational level of personnel to perform production functions, a specific job or group of jobs.
2.15. "Internship" - practical development directly at the workplace of the skills to perform a job or a group of jobs acquired during vocational training.
2.16. "Duplication" - the management of a power plant or the performance of other functions at the workplace, performed under the supervision of a person responsible for the preparation of an understudy.
2.17. "Special training" - a form of maintaining the qualifications of an employee through his systematic training in management production processes on educational and training facilities, the formation of his knowledge, skills, development of organizational and administrative documents and dismantling of technological violations, fires and cases of industrial injuries.
2.18. “Professional development” is one of the forms of additional improvement of the educational level of personnel, carried out through systematic self-education, conducting industrial and economic studies, short-term and long-term periodic training in relevant educational institutions.
2.19. "Fire-technical minimum" - the necessary minimum amount of knowledge of an employee on fire safety, taking into account the peculiarities of the technological process of production, means and methods of fighting fires.

3.1. The head of the organization is obliged to organize work with personnel in accordance with current legislation and these Rules.
3.2. The rights, duties and responsibilities of the executives of the organization, heads of structural divisions for the implementation of the norms and rules established by the relevant government bodies, including work with personnel, are determined by administrative documents.
3.3. Other categories of personnel, including workers, exercise their rights, obligations and bear responsibility in accordance with job and production instructions and instructions for labor protection in accordance with current legislation.
3.4. Work with personnel in each organization should be carried out on the principles of unity of command.
Responsibility for work with personnel lies with the head of the organization or executive from among the leading employees of the organization, to whom the head of the organization transfers this function and rights.
In the event that the head of the organization transfers his rights and functions for working with personnel to an official from among the executives, all decisions that are made in accordance with these Rules can be made by this official.
3.5. Control over the fulfillment of the requirements of these Rules is carried out by the bodies of the State Energy Supervision.

4.1. Work with personnel is one of the main directions in the activity of the organization and its structural divisions.
4.2. In working with personnel, the characteristics of the workplace, the complexity and importance of the equipment being serviced, and the professional training of the employee should be taken into account.
4.3. Primary and periodic verification of knowledge by the owner of the norms and rules on labor protection, technical operation rules (hereinafter referred to as PTE), fire safety rules (hereinafter referred to as PPB) and other norms and rules is carried out in the manner established by these Rules and state supervision bodies in cases where he takes over the direct management and execution of work directly at the workplace and production sites.
4.4. Knowledge testing of newly appointed managers, executives and specialists is carried out no later than one month after appointment.
At the same time, checking the knowledge of the norms and rules for labor protection, the rules for technical operation, fire safety and other state norms and rules of the newly appointed heads of holdings, CEOs(directors), chief engineers, deputy general directors (directors) of organizations for the production and transmission of energy, as well as periodic testing of the knowledge of these categories of persons who assume direct supervision and work directly at workplaces and production sites, is carried out in the commission of the Ministry of Fuel and Energy of Russia .
4.5. Mandatory forms of work with various categories of workers.
4.5.1. With executives of the organization: introductory briefing on labor safety;
verification of knowledge by the Gosenergonadzor bodies of rules, labor protection standards, technical operation rules, fire safety and other state norms and rules;

4.5.2. With the head of the structural unit: introductory and targeted briefing on labor safety; verification of knowledge by the bodies of the State Energy Supervision Authority of the rules, norms for
labor protection, rules of technical operation, fire safety and other state norms and rules;
professional additional education for continuous professional development.
4.5.3. With managerial personnel and specialists: introductory and targeted briefing on labor safety; checking knowledge of the rules, labor protection standards, technical operation rules and other state norms and rules;
fire-technical minimum;
professional additional education for continuous professional development.
4.5.4. With operational managers, operational and operational-repair personnel:

duplication;
special training;
control emergency and fire fighting drills;
professional additional education for continuous professional development.
4.5.5. With maintenance staff:
introductory, primary at the workplace, repeated, unscheduled and targeted safety briefings, as well as fire safety briefings;
training for a new position or profession with on-the-job training (internship);
checking knowledge of the rules, norms for labor protection, rules for technical operation, fire safety and other state norms and rules;
professional additional education for continuous professional development.
4.5.6. With support staff:
introductory, primary at the workplace, repeated, unscheduled and targeted safety briefings; checking knowledge of the rules, norms on labor protection; fire-technical minimum;
professional additional education for continuous professional development.
4.5.7. With other specialists, employees and workers: introductory and targeted briefings on labor safety; fire-technical minimum;
professional additional education for continuous professional development.
4.6. When concluding an agreement with executives of organizations, heads of structural divisions, persons from among the management personnel and specialists, the head of the organization must familiarize this category of employees with:
with the state of working conditions and the production environment in the area of work of the organization entrusted to him;
with the state of means of protecting workers from the effects of hazardous and harmful production factors;
with occupational injuries and occupational morbidity;
with the necessary measures for labor protection, as well as with guidance materials and official duties on labor protection.
4.7. Work with persons combining professions (positions) is carried out in full in their main and combined professions (positions).
4.8. Employees serving facilities or performing work controlled by state oversight bodies and other departments undergo training, certification, knowledge testing and internships in accordance with the requirements of the rules approved by these bodies.
4.9. The head of the organization, in accordance with the law, is obliged to organize preliminary (when applying for a job) and periodic (during employment) medical examinations employees of the organization engaged in work with harmful substances, dangerous and unfavorable production factors.
The list of harmful production factors and work, during the performance of which preliminary and periodic medical examinations are carried out, and the procedure for their conduct is determined regulations relevant federal bodies.
4.10. The head of the organization, in accordance with the law, should not allow job duties employees who have not undergone training, instruction, internship, labor protection knowledge testing, mandatory medical examinations, as well as in case of medical contraindications.
4.11. The training of specialists and workers for facilities under construction, expansion, reconstruction and technical re-equipment should be carried out ahead of the deadlines for commissioning these facilities. When determining the duration of training, theoretical and practical training (including internships at existing power plants), participation in commissioning of the commissioned equipment of the facility should be taken into account.

5.1. In each organization, in accordance with the legislation and these Rules, a procedure for working with personnel should be developed, agreed with the bodies of the State Energy Supervision Authority and approved by the head of the organization. If necessary, it must also be coordinated with other state supervision and control bodies, the rules and regulations of which apply to electric power industry organizations.
5.2. To ensure the required professional educational level, each organization must operate specialized educational institutions (training center, center (point) for simulator training, etc.).
Personnel training facilities should be equipped with training grounds, classrooms, workshops, laboratories, equipped with technical training and training facilities, staffed and able to attract highly qualified specialists to teaching.
5.3. Each organization should create a technical library, as well as provide the opportunity for staff to use textbooks, teaching aids and other technical literature related to the profile of the organization, as well as regulatory and technical documents.
5.4. Each organization must be established in accordance with model provision safety office and technical office.
5.5. In small organizations where the creation of a material and technical training and production base is difficult, it is allowed to carry out work to improve the professional educational level of personnel under an agreement with another energy organization that has such a base.

6.1. Persons with a professional education are allowed to train for a new position, and for the management of power plants also with relevant work experience.
6.2. Employees who do not have the appropriate professional education or work experience, both newly hired and transferred to a new position, must be trained in the form of training in force in the industry.
6.3. Training of personnel for a new position is carried out according to plans and programs approved by the head of the organization.
Depending on the category of personnel, the training programs should take into account the requirements set forth in Sec. 4 of the Rules, as well as the requirements of state supervision bodies.
6.4. The training program for operational managers should provide for their internship, knowledge testing (hereinafter referred to as testing), duplication, short-term independent work at the workplaces of facilities, including:
duty dispatcher of the unified electric power system (hereinafter - UES) and the unified electric power system (hereinafter - UES) - internship at the workplace of shift supervisors of a thermal power plant (hereinafter - TPP), nuclear power plant (hereinafter - NPP), hydraulic power plant (hereinafter - HPP) and energy system dispatcher;
power system dispatcher on duty - an internship as a shift supervisor of a thermal power plant, nuclear power plant, hydroelectric power station, duty dispatchers of an electric grid enterprise (hereinafter referred to as PES), a heat network enterprise (hereinafter referred to as PTS), a substation of the highest voltage class for a given power system;
PES dispatcher on duty - internship, verification and duplication in the position of base substation duty officer, electric grid area dispatcher (hereinafter - RES) and in one of the field teams (hereinafter - OVB);
duty dispatcher of the RES - internship, verification and duplication in the position of duty officer of the base substation. If the RES does not have a substation with permanent staff on duty, training, verification and duplication in the PSA;
PTS dispatcher on duty - an internship as a shift supervisor (duty officer) of a subordinate heat source and independent work as a duty engineer (duty officer) of one of the districts of the heating network;
duty engineer of the district heating network - independent work by profession as a duty operator of the control panel and internship as a senior operative person of the emergency recovery service;
shift supervisor of a power plant - independent work as a shift supervisor of an electrical shop; internship, verification and duplication in the position of shift supervisor of thermal shops (boiler, turbine or boiler-turbine), as well as internship in the position of shift supervisors of other technological shops;
shift supervisor of the electrical shop - independent work at the workplace of a senior electrician for maintenance of electrical equipment of a power plant and an electrician of the main control panel of a power plant;
shift supervisor of the boiler shop of the power plant - independent work at the workplace of the boiler operator; internship, verification and duplication by profession of a driver (senior driver) of boiler equipment;
shift supervisor of the turbine shop of the power plant - independent work at the workplace of the driver steam turbines; internship, verification and duplication by profession of a machinist (senior driver) of steam turbines or a machinist (senior driver) of boiler equipment;
shift supervisor of the boiler-turbine shop of a power plant with cross-links - independent work at the workplace of the operator of the central control panel for boilers and slot-type turbines; internship, verification and duplication by profession of senior operators of boiler equipment, turbine department or boiler and turbine shop;
shift supervisor of the boiler and turbine shop of a block power plant - independent work at the workplace of the operator of the block control system for units (boiler, turbine); internship, verification and duplication by profession of a senior engineer of power units;
shift supervisor of the fuel and transport shop - training, verification and duplication by profession of a car dumper driver, a control panel on duty and an automated fuel supply minder (fuel supply driver);

On approval of the Rules for working with personnel in organizations of the electric power industry of the Russian Federation

In order to bring the Rules for working with personnel in organizations of the electric power industry of the Russian Federation, approved by order of the Ministry of Fuel and Energy of Russia of August 1, 1995 No. 166 and registered by the Ministry of Justice of Russia on September 11, 1995, registration No. 947, in accordance with the Federal Law of July 17, 1999 No. 181-FZ "On the fundamentals of labor protection in the Russian Federation" and by Decree of the Government of the Russian Federation of August 12, 1998 No. 938 "On state energy supervision in the Russian Federation" I order:

1. Approve the Rules for working with personnel in organizations of the electric power industry of the Russian Federation.

2. The rules for working with personnel in organizations of the electric power industry of the Russian Federation, approved by order of the Ministry of Fuel and Energy of Russia dated August 1, 1995 No. 166 and registered by the Ministry of Justice of Russia on September 11, 1995, registration No. 947, shall be considered invalid.

3. The Department of State Energy Supervision and Energy Saving (B.P. Varnavsky) submit the Rules for working with personnel in organizations of the electric power industry of the Russian Federation for state registration with the Ministry of Justice of the Russian Federation in the prescribed manner.

Minister V.I. Kalyuzhny

Registration number 2150

Rules
work with personnel in organizations of the electric power industry of the Russian Federation

1. Introduction

2. Terms and definitions

4. General provisions

5. Organizational requirements

7. Internship

9. Duplication

10. Admission to independent work

11. Work safety briefings

12. Control emergency and fire fighting drills

13. Special training

14. Professional development

Appendix N 1 Knowledge Test Protocol

Annex N 2 Form of the journal for checking knowledge of norms, rules, instructions

Annex N 3 Regulations on the certificate for checking the knowledge of the norms and rules of an employee of an electric power industry organization

Annex N 4 Sample list of questions for introductory briefing

Annex N 5 Form of the introductory briefing registration log

Appendix N 6 An approximate list of the main issues of initial briefing at the workplace

Annex N 7 Form of the log of registration of briefings at the workplace

1. Introduction

1.1. These Rules have been developed taking into account the social significance of the Electric Power industry, the potential danger of its equipment and devices for maintenance personnel, on the basis of and in accordance with the current legislation of the Russian Federation. They take into account the requirements of existing norms, rules, state standards and other regulatory documents.

1.2. These Rules are a guiding document for the personnel of enterprises, organizations and institutions (hereinafter - organizations), regardless of the form of ownership and departmental affiliation, engaged in the design, operation, repair, adjustment, testing, organization and control of the operation of equipment, buildings and structures that are part of the electric power industry. production, as well as performing other types of work in the conditions of an existing electric power facility.

The rules may be guided by any other organizations that include electrical and thermal personnel. The application of these Rules in the organization must be determined by an order or instruction.

1.3. When organizing work with personnel in accordance with the Federal Law "On the Fundamentals of Occupational Safety in the Russian Federation", one should proceed from the principle of state policy on recognizing and ensuring the priority of the life and health of workers in relation to the results of production activities.

1.4. The Rules set out the requirements for the forms and content of the activities of organizations to ensure and constantly monitor the readiness of employees to perform the functions assigned to them, as well as the continuous improvement of their skills.

1.5. The requirements of these Rules must be contained in instructions and regulations, as well as in organizational and administrative documents in force in electric power organizations.

2. Terms and definitions

2.1. "Head of the organization"- a person exercising direct management of the organization, regardless of the form of ownership (hereinafter in the text of the Rules - the head of the organization) having the right to act on behalf of the organization without a power of attorney, to represent its interests in any instances, including judicial ones.

The owner of the property of the organization, exercising direct direct management of his organization, belongs to the category "head of the organization".

2.2. "Leading employees of the organization"- persons appointed in accordance with the established procedure as deputy heads of the organization, with certain administrative functions and areas of work (chief engineer, vice president, technical director, deputy director, etc.).

2.3. "Structural unit of the organization"(in the text of the Rules, abbreviated as "structural unit") - a management body established by the organization of a part of the organization with independent functions, tasks and responsibilities.

2.4. "Head of the structural unit"- a person who has concluded an employment agreement (contract) with the head of the organization or appointed by him to manage the activities of the structural unit (head, foreman, manager, etc.) and his deputies.

2.5. "Administrative personnel and specialists"- a category of employees providing administrative and technological support for the organization's activities.

2.7. "Operational Leaders"- a category of employees from among the operational personnel who carry out operational management in the shift of the work of the objects assigned to them (energy system, power plants, networks, facility) and subordinate personnel.

2.8. "Operational and maintenance personnel"- a category of workers from among the repair personnel with the right to directly influence the controls of technological equipment.

2.10. "Support staff"- category of workers of auxiliary professions performing work in the area of operating power plants.

2.11. "Other professionals, employees and workers"- a category of employees who are not in the area of operating power plants and are not associated with their maintenance.

2.12. "Power plant"- a complex of interconnected equipment and structures intended for the production or conversion, transmission, accumulation, distribution or consumption of energy.

2.13. "Workplace"- the place of permanent or temporary stay of employees in the process of labor activity.

2.14. "Human Resources"- a form of production activity of the organization that ensures the maintenance of the necessary professional educational level of personnel to perform production functions, a specific job or group of jobs.

2.15. "Internship"- practical development directly at the workplace of the skills to perform a job or a group of jobs acquired during vocational training.

2.16. "Duplicate"- management of a power plant or other functions at the workplace, performed under the supervision of a person responsible for the preparation of an understudy.

2.17. "Special Training"- a form of maintaining the qualifications of an employee through his systematic training in the management of production processes on educational and training facilities, the formation of his knowledge, skills and abilities, the development of organizational and administrative documents and the dismantling of technological violations, fires and cases of industrial injuries.

2.18. "Training"- one of the forms of additional improvement of the educational level of the personnel, carried out through systematic self-education, conducting industrial and economic studies, short-term and long-term periodic training in the relevant educational institutions.

2.19. "Fire-technical minimum"- the required minimum amount of knowledge of an employee on fire safety, taking into account the peculiarities of the technological process of production, means and methods of fighting fires.

3. Duties and responsibilities

3.1. The head of the organization is obliged to organize work with personnel in accordance with the current legislation and these Rules.

3.2. The rights, duties and responsibilities of the executives of the organization, heads of structural divisions for the implementation of the norms and rules established by the relevant state bodies, including those for working with personnel, are determined by administrative documents.

3.3. Other categories of personnel, including workers, exercise their rights, obligations and bear responsibility in accordance with job and production instructions and instructions for labor protection in accordance with current legislation.

3.4. Work with personnel in each organization should be carried out on the principles of unity of command.

Responsibility for work with personnel lies with the head of the organization or an official from among the leading employees of the organization, to whom the head of the organization transfers this function and rights.

In the event that the head of the organization transfers his rights and functions for working with personnel to an official from among the executives, all decisions that are made in accordance with these Rules can be made by this official.

3.5. Control over the fulfillment of the requirements of these Rules is carried out by the bodies of state energy supervision.

4. General provisions

4.1. Work with personnel is one of the main directions in the activity of the organization and its structural divisions.

4.2. In working with personnel, the characteristics of the workplace, the complexity and importance of the equipment being serviced, and the professional training of the employee should be taken into account.

4.3. Primary and periodic verification of knowledge by the owner of the norms and rules on labor protection, technical operation rules (hereinafter - PTE), fire safety rules (hereinafter - PPB) and other norms and rules is carried out in the manner established by these Rules and state supervision bodies in cases where he takes over the direct management and execution of work directly at workplaces and production sites.

4.4 Testing the knowledge of newly appointed managers, executives and specialists is carried out no later than one month after appointment.

At the same time, checking the knowledge of the norms and rules for labor protection, rules for technical operation, fire safety and other state norms and rules for newly appointed heads of holdings, general directors (directors), chief engineers, deputy general directors (directors) of organizations for the production and transmission of energy, as well as periodic verification of the knowledge of these categories of persons who assume direct management and work directly at workplaces and production sites, is carried out in the commission of the Ministry of Fuel and Energy of Russia.

4.5. Mandatory forms of work with various categories of employees:

4.5.1. With executives of the organization:

Introductory briefing on labor safety;

Checking the knowledge of the state energy supervision bodies of the rules, labor protection standards, technical operation rules, fire safety and other state norms and rules;

4.5.2. With the head of the structural unit:

Checking the knowledge of the state energy supervision bodies of the rules, labor protection standards, technical operation rules, fire safety and other state norms and rules;