How many hours a day should the internship be? Workplace internship program for all working occupations

From March 1, 2017, the procedure for conducting an internship at the workplace will change significantly.

Job briefings and on-the-job training are similar procedures for many employers. That is why internships in organizations are not taken seriously enough. In fact, both procedures are necessary to teach the employee to perform their duties safely. And both are carried out before work begins. This is their similarity. But there are also significant differences. So briefing with employees most often takes several hours. And the internship is several work shifts. Briefing is a short theoretical course on the safe performance of work with a demonstration of practical examples. And during the internship, the employee performs his duties under the supervision of a mentor, learns in practice to perform the work ahead, studies production and technological processes.

For whom is an internship in the workplace a mandatory procedure?

Mandatory internships at the workplace still remained for employees entering work with harmful and dangerous working conditions. This obligation is assigned to the employer in article 225 of the Labor Code and clause 11.4 of GOST 12.0.004-2015, which comes into force on March 1, 2017. For example, electrical personnel, miners, metallurgists, workers in the oil refining industry, miners, etc.

When should you do an on-the-job training?

From March 1, 2017, internships at the workplace for managers, specialists, blue-collar workers and junior service personnel must be carried out:

When they enter a job;

When transferring to another place of work within the organization with a change in position or work performed;

To prepare for a possible replacement during the absence (illness, vacation, business trip) of a permanent employee;

For the practical development of best practices and effective organization of work on labor protection.

PREVIOUSLY: The internship was carried out when transferring to another job or when changing the type of equipment or switching to control other equipment (brand of a machine, crane, etc.).

Terms of the internship in the workplace

From March 1, 2017, the duration of the internship is determined by the head of the department in which the probationer works. It takes into account the level of education of the employee, his qualifications, work experience and other important factors.

For workers of working professions and junior service personnel who have the necessary qualifications and experience, the internship period should be from 3 to 19 work shifts;

If an employee of working professions does not have work experience and relevant qualifications, then the period of internship, including the development of labor protection and safety issues, should be from 1 to 6 months.

For managers and specialists, the terms of the internship are determined by the employer. Depending on education, training and work experience - from 2 weeks to one month.

PREVIOUSLY: According to GOST 12.0.004-90, which is currently in force, internships at the workplace are carried out during the first 2-14 shifts after the initial briefing.

Its duration depends on the nature of the work and the qualifications of the employee.

The document does not have a time division for managers, specialists or employees of working professions.

Attention! The current GOST allows the management, in agreement with the labor protection service and the trade union of the enterprise, to exempt from internship an employee whose work experience in the specialty is at least 3 years, if he moves from one workshop to another, and the nature of his work and type of equipment does not change.

This item is not in the new document!

Question from an employer: Is it necessary to conduct an internship at the workplace with travel agency employees who work in the office?

Answer: No, it doesn `t need. An internship at the workplace after the initial briefing must be completed only by employees who will be employed at work with harmful or dangerous working conditions (Article 225 of the Labor Code of the Russian Federation). Office workers are not included in this category.

Who conducts on-the-job training?

From March 1, 2017, an internship for workers can be conducted by a supervisor, an industrial training instructor or another experienced worker who has been trained as an occupational safety instructor and has extensive practical experience.

As for the managers and specialists entering the workforce, they can be trained by a superior or other manager, who is appointed by the employer by his decision.

PREVIOUSLY: To conduct the internship, the employer appointed by his order the head of the internship from among senior employees or specialists.

Question from an employer: Do we need to do an on-the-job internship with an employee if they move from one department to another?

Answer: You need to conduct an internship with an employee, but only if the working conditions at the new workplace are harmful or dangerous (Article 225 of the Labor Code of the Russian Federation). If this is not the case, then you can safely transfer an employee to another structural unit without an internship.

How is an internship on the job?

GOST 12.0.004-2015, which comes into force on March 1, 2017, prescribes clear regulations for the internship for the employer. It states that the internship leader must: - Draw up internship programs and reflect in them specific tasks and deadlines, taking into account the employee's education, training and work experience of the probationer;

Familiarize the trainee employee with all employees of the unit and working conditions.

During the internship, a new employee must learn the internal labor regulations, the main functions of the unit and all the requirements of labor protection when performing work;

During the internship, familiarize the trainee with the package of documents necessary for work.

It must necessarily include the employee's job description, the regulation on the unit, internal standards and regulations, local regulations on labor protection and production safety;

Throughout the entire period of the internship, the leader must carefully observe the work of the trainee, control and, if necessary, correct his actions. After the internship time is over, the manager must, in any form, issue a review of the internship. The results of the internship are summed up by a specially created commission of the employer.

For workers of working professions - a qualification commission, and for managers and specialists - an attestation commission. She is conducting a qualifying exam. The employer chooses the form himself. The task of the commission members is to assess the level of theoretical and practical training of the trainee, the level of his knowledge of labor protection requirements and draw up an appropriate protocol.

Attention! In GOST 12.0.004-2015 there are no clear indications of the composition and size of the commission. We recommend that you involve at least three people whose work experience and experience will allow you to complete the task assigned to them. If the members of the commission decide that the employee has successfully completed the internship, the head of the unit or organization issues an order on the admission of the probationer to independent work. If the results of the internship are negative, the employee should not be allowed to work independently. He must undergo a second internship within one month, after which he must once again pass an examination of knowledge of labor protection requirements.

IMPORTANT!!! If an employee failed to undergo an internship at the workplace again and received an unsatisfactory assessment from the commission, the training organizer has the right to consider the issue of his compliance with the profession or position held.

What responsibility will the employer bear if he does not conduct an internship at the workplace?

An internship at the workplace is one of the types of employee training in safe methods and techniques for performing labor protection work. If the employer allows the employee to work without conducting an internship with him as required by law, the GIT inspector during the inspection may impose a fine (part 3 of article 5.27.1 of the Code of Administrative Offenses of the Russian Federation): on officials - from 15,000 to 25,000 rubles, legal entities - from 110,000 to 130,000 rubles for each untrained employee.

Labor relations that develop between employers, managers and subordinates are regulated by the legislation of the Russian Federation, namely the Labor Code. This Federal Law No. 197 contains the rules for hiring, information on the performance of one's official duties, information on the provision of vacation or sick leave, and also contains data on the rights and obligations of employees and managers.

By the way, you can find out whether vacation is due to a wedding according to the Labor Code

When hiring for a new job or when transferring to another position, the employee must undergo a probationary period. During this period, the supervisor closely monitors the employee. At the end of the internship, the manager decides whether to hire an employee for a new position or to dismiss him. The test period is specified in the employment contract.

Law No. 197 (Article 70) contains provisions on passing a test when applying for a job. The text of Article 70 reads:

the employment contract may contain an internship clause;
if the labor contract does not contain a clause on passing a probationary period, then this means accepting an employee for a position on a permanent basis;
during the probation period, the employee is obliged to comply with the norms of Russian labor legislation.

When applying for a job, it is beneficial to draw up an internship clause in the contract:

for the employer the benefit lies in checking the skills, abilities, and responsibility of a potential employee, which allows him to hire only high-quality personnel;
for the employee, the benefit is that during the test he will be able to determine whether the given position, company, salary, team, and so on suits him.

Grounds for the appointment of a probationary period

According to the labor law, when applying for a job for some categories of citizens, an internship is not established. The rules apply:

citizens who have passed the competition to fill a particular position;
women with small children under the age of 1.5 years;
pregnant women;
minors under the age of 18;
citizens with higher or secondary vocational education. Provided that the education was received in institutions that have passed state accreditation. Also, this employment is the first job, the job seeker applies for a position within a year after the completion of the educational process. If more than a year has passed after graduation from an educational institution and a person applies for a job, then he is not exempted from undergoing an internship;
citizens transferred to a new job from another company, taking into account the preliminary agreement of employers;
employees who have entered into an employment agreement for a period not exceeding two months;
other persons in accordance with the norms of Russian laws.

For the rest of the population, the internship is at the discretion of the employer.

How is it paid?

Many citizens are interested in the question of how the internship is paid and is it paid at all? Article 21 of this law specifies the rights of citizens when applying for a new job. One of the paragraphs of this article states that each person, when applying for a job or during the probationary period, has the right to count on timely remuneration. According to the law, labor must be paid in accordance with the position held, the qualifications of the employee, the complexity of the work process, the quantity and quality of the work performed.

Based on the provisions of this law, it can be concluded that the internship when applying for a job should be paid in accordance with the norms of the law. The trial period for a new employee can last a long time, so his work must be paid so that a person has funds for his needs.

In accordance with this law, the employer has the right to establish a lower wage for the period of probation. But, the amount paid cannot be lower than the minimum wage established by law (minimum wage).

Maximum term

According to the law, the trial period is appointed by the decision of the employer (manager). In this law (Labor Code) there is no provision on the mandatory establishment of an internship. If the employer, when hiring employees, establishes a rule on the passage of an internship, then the period of passage is also set at its discretion.

Article 70 of this law contains provisions on the maximum duration of an internship. There are different deadlines for management positions and for staff.

By law, the maximum internship period is 6 months for the following positions:

enterprise managers;
chief accountants;
heads of structural divisions;
heads of branches, representative offices, subsidiaries and so on;
deputy leaders.

According to the law, for all other positions, the maximum internship period is 3 months. An exception is the situation when the employment contract was drawn up for a period of 2-6 months, then the probationary period cannot be more than two weeks.

It's important to know! According to the law, the actual absence from the workplace is not taken into account during the internship period. Even if the absence is due to temporary disability.

The procedure for registering an employee for an internship

Initially, the manager must decide whether to establish a trial period or not. If it was decided to introduce an internship into the work process, then everything must be documented.

Step by step internship process:

Stage 1 - the head of the company creates the Regulations on the internship. It should contain information about the probationary period - the duration of the passage, the rights of the employee and the manager, the duties of the employee and the director, payment, further actions after the successful completion of the internship.

Stage 2 - interviewing a potential employee.

Stage 3 - the procedure for drawing up and signing a fixed-term contract with a potential employee.

Stage 4 - passing the probationary period.

Stage 5 - drawing up an expert opinion on the professional suitability of the employee.

Stage 6 - making a decision on the further employment of an employee, or on his dismissal in accordance with the law.

For a probationary period, according to the law, a person needs to bring to the personnel department:

application for a position.
work book;
education documents;
a copy of the passport.

When applying for an internship, the employer and potential employee must be familiar with the provisions of the labor law. You can download the latest version of Law No. 197 of the Labor Code at

In most cases, applicants, before finally starting their professional duties, must undergo a probationary period or internship. These last two concepts have different meanings. A probationary period is a test that an employee passes after the conclusion of an employment contract, and an internship when hiring is carried out before the management makes a final decision on enrolling the probationer in the state. It is different for every organization. This is due to the fact that at each enterprise the manager himself determines its form and timing.

Most often, the status of an intern is given to young professionals who have recently received diplomas and are employed for the first time. There comes a point when they learn what an internship is. And it represents a period of time during which the future employee, who has recently left the student bench, learns to use the theoretical knowledge gained in practice. It is also applicable in cases where an employee is transferred from one workplace to another and he performs tasks that are radically different from those that were in the previous place.

The Labor Code of the Russian Federation makes little mention of what an internship is when applying for a job. The only thing that is specified in the law in this regard is that the employer must conclude a fixed-term employment contract with the trainee. The main points related to the procedure and form of this test are established by the head of the enterprise. They must be spelled out in the local acts of the organization.

Key points

general provisions;
passing order;
terms of internship;
division of remuneration during the inspection;
final provisions.

Before applying for an internship when applying for a job, the manager of the organization or his authorized employee is obliged to familiarize the newcomer with this local document. Only after that the latter will be able to start working.

Indeed, in general terms, any types of tests before accepting an employee for a permanent job are quite similar. But it is quite difficult to guess what the internship at a separate enterprise will look like.

First steps

When applying for a job, a newly minted specialist, most likely, he will be offered to pass a probationary period or train at this enterprise. An intern, before starting work, must write not an application for admission to the staff of the organization, but an application for an internship. In this document, he states:

desire to be accepted as a trainee;
the position for which he will be tested;
test periods.

This statement becomes the basis for the signing between the boss and the trainee of a fixed-term employment contract and for the issuance of an Order on accepting him for an internship. The leader of this event should be recorded in the issued document.

Such a check always takes place according to a pre-planned plan. The test program should include the fundamental goals and objectives that the employee must necessarily achieve during the tests. In most cases, each structural unit of the enterprise has a ready-made plan for all its employees. If such a necessary document does not appear, then the trainee can develop it together with his curator.

Admission conditions

How to behave in an internship? This question is asked by many new employees. In fact, there is nothing special or super complicated. During the period of passing this professional test, a person needs to show the received theoretical knowledge in practice or apply his work experience. How well you pass all the stages of verification depends on the question of the final receipt of the desired job or position.

The employer himself must determine the conditions for accepting workers for probation. These include the following key questions:

The period of time during which the employee will be able to acquire the necessary professional skills for work.
How long is the internship. This refers to how many hours in one working day should go to work. Typically, interns work the same amount of time per day as full-time employees work.
during the course of the test.

After the expiration of the aptitude test, the employee must write a review. This is a kind of report on completed tasks and acquired skills. It must include:

At the end of the probationary period, the supervisor of the trainee must write a description of his ward, in which you need to indicate all the positive and negative sides of the employee that he showed during this internship. On the basis of this document, the head of the enterprise will make the final decision on the advisability of hiring the trainee on a permanent basis.

The internship is carried out to consolidate the theoretical knowledge gained during the initial briefing and to acquire practical work skills. In the article, we will explain why the internship program is mandatory and what sections it should contain.

From the article you will learn:

What is an internship program

The program is a local regulation that is being developed to plan and conduct internships at the workplace of new employees. This document confirms the fact of a high-quality internship and is necessary for the employer during inspections by regulatory authorities, along with an order and an internship sheet.

The personnel internship program is developed by the head of the department to which the new employee is sent. It must be agreed with the labor protection service, with the representative bodies of workers and approved by the head of the organization. At the same time, coordination with the trade union committee or other body of employees is mandatory. The approval procedure is detailed in. If there is no employee representative in the organization, then coordination is required only with the labor protection service and the personnel service.

All candidates for the position must be informed that they are subject to mandatory internships before being admitted to self-employment.

Workplace internship program sample

Internship programs for other working professions

When is an on-the-job training program needed?

To determine for which positions you need to draw up an internship program, use our advice - be guided by the list of contingents for a medical examination. If positions and professions are not indicated in the internship position, draw up such a list and submit it to the personnel management service.

What should the program include

The program should include a calendar plan, as well as a list of issues and types of work to be completed by the trainee under the guidance of a mentor. The program must have:

stamp of agreement with the representative body of employees in the upper left corner;
the number of the protocol and the date of the meeting of the trade union committee (if any);
stamp of approval by the head of the organization and the date of approval.

Then an explanatory note is drawn up, in which it is necessary to indicate in accordance with which regulatory legal and technical documents the program was developed, as well as the maximum number of shifts.

In the "General Provisions" section, it is necessary to formulate the purpose of the internship: the intern must receive.

The next section is the most important - the program itself, consisting of topics and time (number of shifts).

Make a program based on a professional standard. For example, for an installer of metal structures, it is necessary to apply the professional standard "Installer of concrete and metal structures", approved. , as well as a unified qualification guide.

Be sure to use the operational documentation - passports for equipment, technical descriptions and drawings for machines.

During the internship, the employee must gain practical knowledge on the operation of new equipment for him. Particular attention should be paid to the safety requirements specified in the operating manual.

The number of hours in the program should be set based on the maximum number of shifts. And already when hiring a new employee in the order or order, put down the number of shifts required in this particular situation. How many hours you need to devote to an internship depends on the knowledge and skills of the employee. If you have experience in the profession, some topics can be completed in an accelerated mode. Make up the program according to the volume of tasks for the employee to gain practical skills. This is determined by the head of the trainee, after which an admission order is issued, which indicates the calendar dates and the names of the responsible persons.

The program for electrical personnel is developed not by the labor protection service, but by the service of the chief power engineer, for production and technical personnel (machine operators, welders, etc.) - by the PTO service of the organization.

Internship programs are developed for each position or individual workplace with harmful and dangerous working conditions, as well as in individual cases, if this is expressly stated in the Rules for Technical Operation and in the Rules for Labor Protection (federal norms and rules for industrial safety).

Workplace internshipis a statutory obligation of the employer, while there is very little information about the procedure for carrying out this event in the law itself. Our article will tell you about all the nuances of conducting an internship - from the issues of establishing a procedure in the internal documents of an organization to the procedure for formalizing it in relation to specific employees.

What is an on-the-job training and how long does it take?

Labor legislation, without giving a definition of internship at the workplace, mentions this event in several articles of the Labor Code of the Russian Federation. So, for the first time the term "internship" is found in Art. 59 of the said normative act as one of the grounds for concluding a fixed-term employment contract. Also in Art. 212, 214 and 216, the requirements for the employer to carry out an internship are defined as one of the elements of the system of labor protection and ensuring a safe working environment. Finally, the internship is mentioned in Art. 225 as one of the stages of education in the field of labor protection.

In the general sense of the word, an internship means an activity to gain work experience or improve qualifications, or work in a specialty for a certain time to decide whether it is appropriate to enroll an intern in the state. At the same time, it implies the training of the employee in the process of labor activity.

ATTENTION! An internship should be distinguished from similar procedures:

probationary period upon admission to the labor collective;
learning;
practices;
briefing.

The duration of the internship is determined by the employer, based on the requirements of the law. So, GOST 12.0.004-2015. “Interstate standard. System of labor safety standards. Organization of labor safety training. General Provisions” establishes the requirements for the indispensable internship of workers and junior service personnel for 3-19 shifts.

Duration of internship for different categories of employees

For some specialists, an internship in their specialty is a necessary element of entry into the profession and is prescribed in the relevant regulatory documents. It is necessary, for example, for specialists involved in:

notarial and advocacy activities;
arbitration management;
driving passenger vehicles.

Internship in the notarial business is defined by the "Fundamentals of legislation on notaries" dated February 11, 1993 No. 4462-1. In particular, art. 19 of this act establishes that the internship is carried out for specialists wishing to pass a qualification exam for obtaining a notary license, and lasts 1 year. The duration may be reduced by decision of the Ministry of Justice together with the Federal Chamber of Notaries (but not more than six months).

The duration of an internship in the bar is determined by Art. 28 of the Federal Law "On Advocacy and the Bar in the Russian Federation" dated May 31, 2002 No. 63-FZ and ranges from 1 to 2 years. An internship in this field is necessary to acquire the status of a lawyer.

The duration of an internship for becoming a member of a self-regulatory organization of arbitration managers is established by this organization, taking into account paragraph 2 of Art. 20 of the Federal Law "On Bankruptcy" dated October 26, 2002 No. 127-FZ. This article defines the minimum period of internship equal to 2 years, with the proviso that the duration can be increased by internal documents of the SRO.

With regard to the internship of drivers of passenger vehicles, the requirements of industry legislation are applied - Regulations RD-200-RSFSR-12-0071-86-12 of the Ministry of Autotransport of the RSFSR 1986. The conditions for the internship by such specialists are determined by sections 3, 4, 5 and 6 of the named document and range from 1 days to 1 month, depending on the transport that the driver will drive and the category of his driver's license.

Who is exempt from an internship at work?

Labor Code, establishing in Art. 212 the obligation of the employer to conduct an internship at the workplace, does not provide for any exceptions. However, too general wording sometimes requires reference to subordinate regulations and sectoral legislation.

Thus, the Decree of the Ministry of Labor and the Ministry of Education of Russia “On approval of the procedure for training in labor protection ...” dated 13.01.2003 No. 1/29 in paragraph 2.2.2 establishes that the employer guarantees the training of employees employed in jobs with dangerous or harmful working conditions , safe working methods with on-the-job training (that is, we are talking only about working in harmful and dangerous conditions). Since the Labor Code takes precedence over the decrees of the ministries and does not contain exemptions from the requirements for employers to train employees, we can conclude that training for newly hired team members in one form or another is necessary in all organizations.

Further analysis of legislative documents also allows us to conclude that, for example, the following can be exempted from internship:

employees with at least 3 years of work experience in their specialty, moving from one workshop to another with the same nature of work and type of equipment, if such a decision on exemption from the internship is made by the management (clause 1.4.12 of the Rules for the technical operation of consumer electrical installations, approved by Order of the Ministry of Energy dated 13.01.2003 No. 6);
lawyers who wish to acquire the status of a lawyer and have at least 2 years of experience in law (clause 1, article 9 of law No. 63-FZ).

Regulations on the internship, sample

All the nuances of the internship of members of the labor collective should be determined by a special internal document of the organization - the regulation on the internship. This document is developed taking into account the requirements of the law, the specifics of the working conditions of the enterprise or individual employees, the specialties of employees, the direction of activity of a particular organization and other significant circumstances, after which it is agreed with the responsible employees of the departments and approved by the head of the organization.

A standard provision for an internship may include the following sections:

General provisions.
Requirements for professional qualifications and skills of the employee.
Reason and procedure for the internship.
Procedure for applying for an internship.
The procedure for admission to work after the end of the internship.
The specifics of the internship for certain categories of workers (if such a section is needed).
The procedure for carrying out control measures.
Persons responsible for conducting internships and fulfilling the requirements of the regulation.
Features of payment for internship time.
The procedure for checking the employee and processing the results of the internship.

A sample of such a document can be an undoubted help in developing your own position on the internship. You can download a detailed sample of the internship provision that meets the requirements of the current legislation on our website.

How to apply for an internship at work?

To apply for an internship at the place of work of a particular employee, the following documents will be required (minimum set):

Regulation on the internship is an internal document of the organization that defines the general issues of holding this event.
An internship program is a document that determines the procedure and duration of an internship in a particular profession or position. In addition, the internship program may include:
- standard actions that an employee must learn during the internship;
- the scale of theoretical skills that the trainee must master;
- the procedure for conducting examinations;
- other conditions of the internship.
An employment contract between an employee and an employer.
An order for certain employees to undergo an internship. There is no unified form of such an order, therefore it is drawn up in the usual form for personnel records management of a particular enterprise. This order usually states:
- grounds for the internship;
- terms of internship;
- employees to be trained;
- instructor instructors.
The order is signed by the head of the organization. All members of the labor collective mentioned in the order also sign it, confirming the fact of familiarization with the provisions of the document.
Order on admission to independent work upon completion of the internship. Such an order is issued based on the results of examination checks. If the employee does not pass the exam, then he will not be able to work independently (a separate order may be issued about this).

How to pay for an internship?

When accepting an employee for an internship, the employer must remember that their employment relationship must be formalized through the conclusion of one of the contracts:

indefinite labor;
urgent labor;
civil law (for example, a work contract).

The conditions for remuneration of the employee during the internship must be spelled out in the contract. In this case, the internship in any case must be paid at least in the amount of the minimum wage. The only exceptions are student trainees sent for internships by educational institutions.

It is advisable to combine the internship and the probationary period in time so that the payment for the internship can be made at the rates that are provided for employees on a probationary period.

In conclusion, it remains to be said that a properly prepared and executed internship allows employers to assess the professional capabilities of the hired employee, and the employee gives the opportunity to acquire the necessary skills and knowledge directly in the area of work where he will subsequently work independently.