The best learning is getting hands-on experience. In the conditions of work, such a period, when theoretical knowledge and skills are “run in” in practice, is called “internship”.

• Is it mandatory for every employee?
• How to formalize this process for the employer?
• Is it possible to dismiss an employee for unsatisfactory results of the internship?
• To pay or not to pay wages for this period?

Many members labor relations they confuse the concept of an internship with a probationary period, primary instruction. Nuances are many, they need to be clarified.

What is the internship for?

The main meaning of the internship is that the employee is trained right in the process of his production activities. Such a period, when both study and activity take place at the same time, helps the employee to practically master labor skills in new conditions for him. Most often, the need for an internship is obvious in the following situations.

1. First employment. Yesterday's student received theoretical training in his specialty, but he certainly lacks practical skills due to lack of experience. Under the guidance of an experienced mentor in real working conditions, practical training will take place quickly and efficiently.
2. Harmful and dangerous conditions. If a person starts working with such working conditions, then he needs a period of supervision by experienced curators who will help him navigate and avoid possible cases. industrial injuries and harm to health.
3. Workplace change. If a person has not changed his employer, but only a position, for example, he moved to another department, received other duties, or even went for a promotion, he will need time to understand the new working conditions. An internship will provide this opportunity.

NOTE! An internship is necessary in any situation when a person starts a new job, regardless of his experience and theoretical background.

What does the law say about an internship?

The provisions on the internship of employees are enshrined in the Labor Code of the Russian Federation and related documents. The regulations set out the regulations for the internship, as well as the categories of employees for whom this process is mandatory, up to the responsibility of the employer. The order of internship is defined in the following legislative acts:

• Art. 212 of the Labor Code of the Russian Federation;
• Decree No. 1-29 of the Ministry of Education of January 13, 2003;
• Order No. 37 of Rostekhnadzor dated January 29, 2007;
• GOST 12.0.004-90 p. 7.2.4;
• Letter RD-200-RSFSR-12-0071-86-12.

Benefits of an internship for both sides

Practical activities under the guidance of a more experienced specialist are of great benefit to both parties. labor process. Thanks to the internship employee:

• acquires or improves practical labor skills in their specialty;
• can evaluate himself in the context of new working conditions;
• clarifies the range of its immediate duties and requirements for them;
• joins the team, begins to build relationships with colleagues, superiors or subordinates;
• gently adapts to new working conditions, schedule, workplace, routine and discipline requirements.

Benefits of an internship for the employer:

• compliance with the law regarding the requirements for the creation of safe working conditions;
• increasing the efficiency of an employee by reinforcing theoretical training with practical skills;
• increasing the level of training and qualifications of employees, and hence their productivity;
• reducing the risks of harm to health at work;
• direct acquaintance with the style of work of the employee, development of a management strategy.

ATTENTION! The only negative aspect of an internship can be its improper organization, when the rights of an employee are violated or the process is carried out with violations, which means it is inefficient.

For whom an internship is inevitable

The law speaks of compulsory internships for certain categories of people who are just starting to work. These include:

• Young professionals;
• employees who come to work in harmful and / or dangerous conditions;
• operators of technological and/or industrial installations;
• drivers public transport(route taxis, trolleybuses, trams, buses).

IMPORTANT! For other categories of employees, the internship should be carried out in accordance with Part 2 of Art. 212 of the Labor Code of the Russian Federation, which speaks of the need for the employer to provide training in safe labor practices and the organization of labor protection briefings and internships at the workplace. Many employers believe that in other cases, an internship is optional, although this is not the case. The law allows only to reduce the time for training.

How long is the internship

The law does not give precise regulations for the duration of the internship. This period is set internal rules enterprises for specific positions and categories of employees. The minimum time that a new entrant should work under the supervision of a mentor is 2 working shifts. The upper limit of the internship is 15 working days.

Documentary organization of the internship

For a legally competent registration of an internship, the employer must take care of the timely execution of the following documents:

• regulations on the internship, developed and approved by the enterprise;
• internship programs for various specialties and qualifications;
• an order for an internship;
• an order stating that the internship has been completed and the employee can be allowed to independently perform job duties.

Program Features

The internship program is individual for each category of employees, positions, specialties, qualifications. It is developed by the head of the internship (mentor appointed by order) and approved by the authorities. The content of the program must include the following items:

• the purpose of the internship;
• requirements for an intern;
• the title of the documentation to be studied;
• the duties that the trainee will perform, his job description;
• a set of training activities: getting to know the workplace, the territory of the organization, studying work processes (according to competencies), etc.;
• ensuring the mastery of practical skills (taking into account labor protection);
• internship test.

Each step must be planned certain time(in hours or shifts), which can be adjusted if necessary.

The order of the internship

1. Conclusion of an employment contract: fixed-term with a student trainee, regular with an internship clause for a transferred or newly hired employee.
2. Conducting an initial briefing on safety and labor protection (with fixing its passage in the appropriate journal).
3. Appointment of a mentor-facilitator: an experienced employee who observes and provides training in practical skills.
4. Directly internship - work under the supervision and guidance of a mentor.
5. Internship Test: A performance test may be in the form of an exam, test, survey, performance appraisal, or other internal regulation about the internship and its program for a specific position.
6. Admission to permanent independent work on a general basis, issuance of a certificate of internship.

Pitfalls of an internship

The most difficult moment for interns who do not fully know their rights is that an unscrupulous employer can try to take advantage of their free labor by not paying for the internship period and dismissing them at the end of it.

The Labor Code of the Russian Federation clearly states that the period of the internship must be fully paid, moreover, additional payment subject to mentoring activities.

You can appeal this situation to the Commission on labor disputes, a trade union organization or apply to state authorities, for example, to the labor inspectorate.

About internships and training again accepted employee

ORDER

№04
Moscow

"On the internship and training of a newly hired employee"

In accordance with Art. 213, 225 of the Labor Code of the Russian Federation, Art. 18, 14 federal law“On the basics of labor protection in the Russian Federation”, GOST 12.0.004-90 “Organizations of safety training in the pile. General provisions”, Decree of the Ministry of Labor and the Ministry of Education of the Russian Federation No. 1/29 of January 13, 2003 “On the procedure for training in labor protection and testing knowledge of the labor protection requirements of employees of the organization”

I ORDER:

1. In the period from _____ to ______ s, (specialty, profession, full name of the employee), as a newly hired employee, conduct internships and training according to established programs, followed by verification of theoretical and practical knowledge and skills by the relevant commission of the organization.

2. Responsible for the training and internship of the employee to appoint (position, full name of the immediate supervisor of the employee)

3. With positive results of the check (position, full name of the head of the employee), prepare a draft order for the admission of the employee to work.

4. When conducting an internship, be guided by the regulations on conducting an internship (attachment to the order)

Director

Fulfilled
Kovalev
Tf. 22-33-44

Appendix to Order No. 04

REGULATIONS on the procedure for bringing an internship to OJSC ________

2. The internship must take place:
- all newly hired and transferred to another job (position, workplace) blue-collar workers and specialists employed in jobs subject to additional (increased) labor safety requirements;
— graduates of higher and secondary specialized educational institutions, vocational schools, employees who graduated from educational (training and production) centers.

3. The heads of production units, in agreement with the labor protection specialist, may exempt from internship an employee who has at least three years of work experience in the specialty, transferred from one production unit to another, if the nature of his work and the type of equipment on which he worked earlier are not is changing. In this case, an entry “Without an internship” is made in the Registration Journal of labor protection briefings at the workplace and the number of order (order) on the corresponding release is noted.

4. During the internship, the employee must perform work under the supervision (guidance) of an experienced employee (hereinafter referred to as the leader of the internship).

5. An internship for a worker in working professions can be supervised by foremen, foremen, instructors and other qualified workers with experience practical work the filed profession for at least three years, and the internship of specialists - specialists of higher qualification and having at least three years of practical work experience or heads of production departments. No more than two people can be attached to one internship leader.

6. The heads of the internship for blue-collar workers are determined by the head of the production unit, and the heads of the internship for specialists are determined by the head of the subdivision of JSC "_". The appointment of the head of the internship is formalized by the relevant order (instruction). The head of the internship and the employee must be familiarized with the order (instruction) against signature.

7. Determine the duration of the internship from 2 to 14 shifts (working days), the specific number of shifts is set by the head of the production unit, depending on the nature of the work and the qualifications of the employee, unless other terms are established by the relevant rules approved by the authorities state supervision and control.

8. The internship is carried out according to the approved Programs of primary briefing at the workplace after the initial briefing at the workplace.

9. The internship supervisor must make an appropriate entry in the Workplace Instruction Log.

10. Responsibility for the quality of the organization and conduct of the internship is borne directly by the leaders structural divisions where the trainee works.

11. In case of violation of the instructions (orders) of the probationer, the number of probation shifts may be increased. The fact of violation should be recorded in a memorandum addressed to the immediate head of the unit and to the labor protection service.

12. The quality of the internship with the employee is checked before the expiration of a month from the moment the employee was hired by oral questioning or testing and testing the practical skills of the work performed in accordance with the existing qualifications.

Brief description of order 04

The order, in a certain sense, supplements order No. 03. Their special difference is that in order No. 03, all employees (subject to training and testing) are trained and tested en masse once a year, and a specific employee is determined in the same order.

There is one feature that should be noted Special attention. So, in column 11 of the Journal of registration of briefings at the workplace, it is necessary to determine the number (from 2 to 14) of working shifts of the internship, but even the maximum number of shifts does not actually give the right to allow the employee to work independently, since he has not been trained in labor safety issues and the corresponding check. Therefore, it is recommended in the order to determine 30 days for internships, training and subsequent testing of knowledge and acquired skills, which is quite enough even for an employee with a low level general education and insufficient primary level of practical skills.

Workplace internship program - sampleThis document is often required by personnel officers. It describes in detail the knowledge and skills that the employee should receive during the internship. Let's figure out what is needed to create such a program.

When are internship programs by profession required?

The need for an internship is provided for by the Labor Code of the Russian Federation. Yes, Art. 212 of this code, among other duties that are assigned to the employer, mentions the need to train the employee safe ways work, including through briefings, internships and a final test of the acquired knowledge and skills. It should be noted right away that an internship is an obligation not only of the employer, but also of the employee: Art. 214 of the code indicates that the employee is required to undergo labor protection training, including an internship.

Internships are divided into 2 types:

The internship can be carried out both during the initial employment and during the transfer to new job, the execution of which regulations requires an internship. For example, when training drivers, it is used guidance document RD-200-RSFSR-12-0071-86-12 of the Ministry of Autotrans, adopted in the RSFSR. Despite the fact that the document was approved back in 1986, it is still in use, since it has not been canceled or replaced. For example, Supreme Court RF, issuing a decision on the administrative case dated September 22, 2014 No. 34-AD14-5, among other acts, was also guided by the provision approved by this governing document.

In order to conduct an internship, it is required that the enterprise has a program in place according to which employees are trained. Moreover, the program is necessary in all cases, because without it it is impossible to competently and correctly determine the stages of the internship and its content.

Standard procedure for conducting an internship

Regardless of the reasons for which an internship is required, it is usually carried out as follows:

Don't know your rights?

1. An employment contract is drawn up with an employee in accordance with the rules established by the Labor Code of the Russian Federation. It is also allowed to design additional agreement To employment contract if the employee is not accepted for an open vacancy, but is transferred within the organization to a position that requires an internship.
2. Briefing is provided regarding the methods and methods of safe implementation of labor functions. Unlike an internship, the briefing should be carried out for all employees of the enterprise, and not just for those who are busy in hazardous work.
3. An order is issued by the head to send the employee for an internship. The same order appoints a curator (head of the internship), under whose control this event will be held.
4. The internship itself is carried out. Its duration is determined by the internship program at the workplace, approved by the enterprise, the passage is recorded in the occupational safety journals.
5. At the end of the internship, the employee takes a knowledge test theoretical foundations safe work in the position.
6. If the exam is passed, an order is issued to allow the employee to work. It is this document that allows him to carry out labor functions independently, without the supervision of a curator.

How is a typical internship program designed in the workplace?

In order for the program to be applied, it must be developed and approved by the management of the enterprise. At the same time, the specific procedure for its development and approval is not determined by law.

In practice, this usually happens as follows:

1. The subdivision of the enterprise in which the internship is to be carried out develops a draft document.
2. The project is coordinated with the labor protection unit (or with a specific employee responsible for compliance with safety regulations, if there is no such unit in the structure of the organization).
3. The agreed project is approved by the order of the enterprise management.

A different procedure is also allowed - in accordance with the rules of office work in force at the enterprise. The main thing is that the program be approved by the director or another person acting on behalf of the organization.

The content of the internship program, the stages of the internship by the employee

State regulations do not contain requirements regarding what exactly the internship program should contain and what structural parts it should consist of. In practice, a certain approach has been formed, according to which such a program includes sections describing:

1. The purpose for which the internship is carried out. Usually it is indicated here that the goal is to familiarize yourself with the structure of the unit in which the labor activity employee, and the technological and production processes. Skills development is also mentioned among the objectives. safe execution work duties and consolidation of theoretical knowledge related to safety.
2. General requirements. This section of the program indicates a list of what the employee must study during the internship (safety instructions, hazards when doing work, etc.). It also states that the internship is conducted under the guidance of the head (curator) of the internship, appointed by order of the organization from among the managers or specialists of the enterprise, and also determines the procedure for admitting the employee to the internship.
3. The content of the program itself, indicating the number of hours or shifts during which the internship should take place.

In general, the program usually includes the following steps:

1. Familiarization with regulatory framework concerning labor protection and the rules of safe work in a particular profession.
2. Getting to know the workplace official duties. Here you can use job description for a specific profession and professional standard, if it is applied at the enterprise.
3. Learning the rules for preparing the workplace for work and safe work practices.
4. Practical activities performed under the supervision of the supervisor (curator) of the internship.

How is an internship program developed?

The content of the program depends on what exactly the employee must master in the new workplace. The duration, in accordance with the procedure for training in labor protection, approved. Decree of the Ministry of Labor of the Russian Federation and the Ministry of Education of the Russian Federation of January 13, 2003 No. 1/29 (clause 2.2.3), is established by the employer independently. The only thing that needs to be relied upon here is the regulations regarding safety rules when carrying out specific types of work.

In addition, when developing internship programs, you can use sample program training in labor protection, approved by the Ministry of Labor of the Russian Federation on May 17, 2004. However, it must be taken into account that this is a rather generalized document that applies to almost all employees - both workers of all specialties and specialists. It is pointless to copy it in its entirety, however, to use its provisions when preparing an internship program for specific enterprise possible and necessary.

Finally, it must be taken into account that in addition to the program, the enterprise must also have a provision on the internship - a local regulatory act that determines exactly how an employee is trained at the workplace. At the same time, the program should not contradict him. There are also no specific regulatory requirements for the content of this provision, therefore it is also prepared at the enterprise within the limits established by the legislation.

Where can I download free internship programs in the workplace?

Due to the fact that there are no officially approved internship programs, their developers often face certain difficulties. Often employees of enterprises involved in labor protection, or workers personnel services they just don't know what the corresponding document should look like. This problem is especially acute in newly created enterprises, where the documentation for internships is only being developed.

One way to solve this problem is to download samples of ready-made programs from HR and legal sites. This option is quite acceptable, however, it must be remembered that any sample requires refinement to meet the conditions in force at a particular enterprise.