In reporting on the labor of enterprises and organizations of individual sectors of the sphere of material production (industry, construction, transport, state farms and some other production sectors), the number of workers is divided into two groups: workers and employees. From the group of employees, the following categories are distinguished: managers, specialists and other employees classified as employees.

ConsultantPlus: note.

By Decree of the State Standard of the Russian Federation dated December 26, 1994 N 367, on January 1, 1996, the All-Russian Classifier of Worker Professions, Employee Positions and Tariff Classes OK 016-94 was put into effect.

When distributing workers by personnel categories in statistical reporting on labor, one should be guided by the All-Union Classifier of Worker Occupations, Employee Positions and Tariff Grades (OKPDTR), approved by the USSR State Standard 08.27.86 N 016.

OKPDTR consists of two sections:

classifier of workers' professions;

classifier of employee positions, which contains positions of managers, specialists and employees.

33. Workers include persons directly involved in the creation process material assets, as well as those engaged in repairs, movement of goods, transportation of passengers, provision of material services, etc. In OKPDTR, the professions of workers are listed in section 1.

Workers, in particular, include persons employed:

33.1. management, regulation and supervision of the operation of automatic machines, automatic lines, automatic devices, as well as direct management or maintenance of machines, mechanisms, units and installations, if the labor of these workers is paid at tariff rates or monthly salaries of workers;

33.2. production of material assets by hand, as well as with the help of simple mechanisms, devices, tools;

33.3. construction and repair of buildings, structures, installation and repair of equipment, repair vehicles;

33.4. moving, loading or unloading raw materials, materials, finished products;

33.5. at work on receiving, storing and sending goods in warehouses, bases, storerooms and other storage facilities;

33.6. care of machines, equipment, maintenance of production and non-production premises;

33.7. sinking of surface and underground mine workings, drilling, testing, testing and development of wells, geological surveying, prospecting and other types of geological exploration work, if their work is paid at tariff rates or monthly salaries of workers;

33.8. machinists, drivers, stokers, switch post attendants, track and artificial structure linemen, loaders, conductors, workers repairing and maintaining transport lines, communication lines, repairing and maintaining equipment and vehicles, tractor drivers, mechanics, crop and livestock workers ;

33.9. postmen, telephone operators, telegraph operators, radio operators, telecom operators;

33.10. operators of computers and electronic computers;

33.11. janitors, cleaners, couriers, cloakroom attendants, watchmen.

34. Managers include employees holding positions of heads of enterprises and their structural divisions. The position in OKPDTR, which has a category code of 1, refers to managers.

Leaders, in particular, include:

directors (general directors), chiefs, managers, heads, chairmen, commanders, commissars, foremen, work performers at enterprises, structural units and divisions;

chief specialists: chief accountant, chief dispatcher, chief engineer, chief mechanic, chief metallurgist, chief welder, chief agronomist, chief geologist, chief electrician, chief economist, chief researcher, chief editor;

In this article we will look at the Unified Tariff and Qualification Reference Book (UTKS) for a labor protection specialist. Let us define ETKS and explain the difference between ETKS and other reference books and professional standards. We will analyze the structure of the ETKS “Occupational Safety and Health Specialist” and, of course, we will tell you how an occupational safety specialist should use the ETKS in his production activities.

To see what the ETKS of an occupational safety specialist looks like, please

So let's begin...

What is the ETKS of a labor protection specialist?
How do ETKS differ from EKS?

In order to unify (bring to the same standards) all possible professions in the country, the state has developed and put into effect directories of professions, which are periodically updated depending on the emergence of new specialties, technologies or the obsolescence of some others.

In Russia, there are two main reference books that should be used as a guide when conducting work at any enterprise or organization. Both directories were approved by Decree of the Government of the Russian Federation of October 31, 2002 N 787 and have legal force:

1. ETKS– a unified tariff and qualification directory of works and professions of workers.
2. EKS– a unified qualification directory for positions of managers, specialists and employees. (ECSD is another name for this directory)

Unified Tariff and Qualification Reference Book (UTKS) is a large collection of normative documents, united in volumes, which is intended solely for classification working professions.

Unified qualification directory of positions of managers, specialists and employees (USC) is a collection of normative documents intended for non-working professions, namely for managers, employees and all kinds of specialists.

Thus, two directories cover all possible professions.

The question arises: In which of the two reference books should I look for the profession of occupational safety specialist?

Correct answer: In the EKS directory!!!

It should be noted that there is no ETKS occupational safety specialist as such. After all, this directory is intended only for working professions. Therefore, when someone talks about the ETKS of an occupational safety specialist, one must keep in mind that we are talking about the ETKS of an occupational safety specialist. To avoid confusion, in the future we will call any of the directories “ETKS”.

ETKS (EKS) occupational safety specialist is an official document that is entered

What is ETKS for?

The Unified Tariff and Qualification Directory is used for:

1. Assignment of tariff categories to workers and employees (according to the principle, the more complex the work, the higher the rank, Article 143 of the Labor Code of the Russian Federation);
2. Definitions wages civil servants (Article 144 of the Labor Code of the Russian Federation);
3. Tariffing and accounting of professions for which benefits and compensation are provided by the state (Article 57 of the Labor Code of the Russian Federation).

Of course, not only government agencies should apply ETKS. Commercial organizations should use the occupational directory for their own purposes.

Firstly, with the help of a directory it is very convenient to write down job descriptions for employees, because the ETKS fully describes the profession, what the employee must do, what knowledge and skills he must possess, etc.

Secondly, it is very convenient for the head of an enterprise to “distribute” qualifications to all employees, and to build a remuneration system in his enterprise based on the qualification level of each employee.

Thirdly, with the help of ETKS you can build labor relations with the state, justify the transfer of taxes, and the receipt of state. subsidies, etc.

A labor protection specialist needs ETKS in order to bring his position into compliance with the legislation of the Russian Federation.

How can a labor safety specialist use ETKS in his work?

As we have already said, ETKS (ECS, ECSD) of a labor protection specialist is a regulatory document that is presented

ETKS of a labor protection specialist consists of sections:
In section 1 general information is presented.
In section 2 information is provided regarding the positions of manager and occupational safety specialist. The section indicates the correct job titles, job responsibilities of the manager and safety specialist, what knowledge and skills a person holding the position of safety specialist or manager should have and what requirements to fulfill.

What should a labor protection specialist do in accordance with the ETKS?
First of all, the labor protection specialist must redo his job description and reissue his contract with the organization in accordance with the new requirements, make changes to the staffing table, etc. So, if earlier the occupational safety profession was called “Occupational Safety Engineer”, now the profession should be called in accordance with the requirements of the ETKS “Head of the Labor Safety Service”, or “Occupational Safety Specialist”, Other names of professions, including ETKS “Occupational Safety Engineer” or ETKS “Industrial Safety Engineer” do not exist! (Order of the Ministry of Labor of the Russian Federation dated May 15, 2013 No. 205).

It is also necessary to pay special attention to the fact that some functions of a labor protection specialist have changed, and most importantly, new requirements for the profession have appeared.

Thus, the position of head of the labor protection service has educational requirements. To work in this position as an occupational safety manager, you must have or any higher education together with, while the head of the occupational safety service must have five years of work experience in this field.

The position of occupational safety specialist has the same educational requirements. For an occupational safety specialist, it is necessary to have a higher education in occupational safety. And in the absence of this, retraining is allowed if you have a secondary education (valid for an occupational safety specialist who does not have a category).

What laws should an occupational safety specialist follow? ETKS or professional standards?

Due to the fact that, according to the Labor Code of the Russian Federation, from 07/01/2016 they come into force and are mandatory for use (valid), specialists in the field of labor protection ask the question of what to use in their activities to be guided by ETKS or professional standards?
Let's try to answer this question.

Now ETKS and professional standards are valid regulatory documents that a labor protection specialist must apply in his activities. It is enough to study in which the Ministry of Labor refers to the ETKS and professional standards as fundamental documents.

Despite the fact that the two documents have different structures, the information presented in both documents is almost identical. It turns out that professional standards are closest to reference books and contain more specific information. Why is this happening?

In our opinion, this is happening because the state wants to eventually combine the two directories ETKS and EKS and come to one standard in order to create a single unified directory with a single classification with even more expanded information. Those. gradually replace all occupational directories with professional standards.

The Unified Tariff and Qualification Directory of Works and Professions of Workers ETKS contains an 8-digit rating scale. For the unified qualification directory of positions of managers, specialists and employees (US), the scale may be different, depending on the profession. As for professional standards, a single 9-digit qualification level scale is used for all professions without exception.

Therefore, professional standards are more unified and allow one to compare the level of qualification of a labor protection specialist with the level of qualification of any other profession.

For example, according to the ETKS “Occupational Safety and Health Specialist 2019”, the profession of occupational safety specialist is qualified as “Specialist”, “Specialist of the 2nd category”, “Specialist of the 1st category” and “Head of the labor protection service”. Based on this, it is impossible to compare the level of a labor protection specialist with the level of any other profession, because This qualification applies only to specialists in the field of labor protection.

4th edition, updated
(approved by Resolution of the Ministry of Labor of the Russian Federation dated August 21, 1998 N 37)

With changes and additions from:

January 21, August 4, 2000, April 20, 2001, May 31, June 20, 2002, July 28, November 12, 2003, July 25, 2005, November 7, 2006, September 17, 2007 , April 29, 2008, March 14, 2011, May 15, 2013, February 12, 2014, March 27, 2018

The qualification directory of positions of managers, specialists and other employees is a normative document developed by the Institute of Labor and approved by Resolution of the Ministry of Labor of Russia dated August 21, 1998 N 37. This publication includes additions made by resolutions of the Ministry of Labor of Russia dated December 24, 1998 N 52, dated February 22, 1999 N 3, dated January 21, 2000 N 7, dated August 4, 2000 N 57, April 20, 2001 N 35, dated May 31, 2002 and June 20, 2002 N 44. The directory is recommended for use in enterprises, institutions and organizations of various sectors of the economy, regardless of ownership and organizational and legal forms, in order to ensure the correct selection, placement and use of personnel.

The new Qualification Handbook is designed to ensure a rational division of labor, create an effective mechanism for delineating functions, powers and responsibilities based on clear regulation of the labor activities of employees in modern conditions. The directory contains new qualification characteristics of employee positions related to the development of market relations. All previously existing qualification characteristics have been revised; significant changes have been made to them in connection with the transformations being carried out in the country and taking into account the practice of applying the characteristics.

In the qualification characteristics, the standards for regulating the labor of workers were unified to ensure a unified approach to the selection of personnel with appropriate qualifications and compliance with uniform principles for the tariffing of work based on its complexity. The Qualification Characteristics take into account the latest legislative and regulatory legal acts Russian Federation.

Qualification directory for positions of managers, specialists and other employees

General provisions

1. The qualification directory of positions of managers, specialists and other employees (technical performers) is intended to resolve issues related to the regulation of labor relations, ensuring an effective personnel management system at enterprises * (1), in institutions and organizations of various sectors of the economy, regardless of the form of ownership and organizational and legal forms of activity.

The qualification characteristics included in this issue of the Directory are normative documents intended to justify the rational division and organization of labor, the correct selection, placement and use of personnel, ensuring unity in determining the job responsibilities of workers and the qualification requirements for them, as well as decisions made on compliance positions held during certification of managers and specialists.

2. The construction of the Directory is based on job characteristics, since the requirements for the qualifications of employees are determined by their job responsibilities, which, in turn, determine the titles of positions.

The directory was developed in accordance with the accepted classification of employees into three categories: managers, specialists and other employees (technical performers). The assignment of employees to categories is carried out depending on the nature of the work primarily performed, which constitutes the content of the employee’s work (organizational-administrative, analytical-constructive, information-technical).

The names of employee positions, the qualification characteristics of which are included in the Directory, are established in accordance with the All-Russian Classifier of Worker Occupations, Employee Positions and Tariff Classes OK-016-94 (OKPDTR), put into effect on January 1, 1996.

3. The qualification directory contains two sections. The first section provides the qualification characteristics of industry-wide positions of managers, specialists and other employees (technical performers), widespread in enterprises, institutions and organizations, primarily in production sectors of the economy, including those receiving budgetary funding. The second section contains the qualification characteristics of positions of employees employed in research institutions, design, technological, design and survey organizations, as well as editorial and publishing departments.

4. Qualification characteristics at enterprises, institutions and organizations can be used as normative documents of direct action or serve as the basis for the development of internal organizational and administrative documents - job descriptions containing a specific list of job responsibilities of employees, taking into account the peculiarities of the organization of production, labor and management, and also their rights and responsibilities. If necessary, the responsibilities included in the characteristics of a particular position can be distributed among several performers.

Since qualification characteristics apply to employees of enterprises, institutions and organizations, regardless of their industry affiliation and departmental subordination, they present the most typical work for each position. Therefore, when developing job descriptions, it is possible to clarify the list of works that are characteristic of the corresponding position in specific organizational and technical conditions, and establish requirements for the necessary special training of employees.

In the process of organizational, technical and economic development, mastering modern management technologies, introducing the latest technical means, taking measures to improve organization and increase labor efficiency, it is possible to expand the range of responsibilities of employees in comparison with those established by the corresponding characteristics. In these cases, without changing the job title, the employee may be entrusted with the performance of duties provided for by the characteristics of other positions that are similar in content of work, equal in complexity, the performance of which does not require another specialty and qualifications.

5. The qualification characteristics of each position have three sections.

In the section " Job responsibilities“The main labor functions have been established, which can be entrusted in whole or in part to the employee occupying this position, taking into account the technological homogeneity and interconnectedness of the work, allowing for optimal specialization of employees.

The “Must Know” section contains the basic requirements for the employee in relation to special knowledge, as well as knowledge of legislative and regulatory acts, regulations, instructions and other guidance materials, methods and means that the employee must use when performing job duties.

The section "Qualification Requirements" defines the level of professional training of the employee necessary to perform the provided job duties and the requirements for work experience. The levels of required professional training are given in accordance with the Law of the Russian Federation "On Education".

6. The characteristics of specialist positions provide for within the same position without changing its name an intra-position qualification categorization for remuneration.

Qualification categories for remuneration of specialists are established by the head of the enterprise, institution, or organization. This takes into account the degree of independence of the employee in performing job duties, his responsibility for decisions made, attitude to work, efficiency and quality of work, as well as professional knowledge, practical experience, determined by length of service in the specialty, etc.

7. The Directory does not include qualification characteristics of derivative positions (senior and leading specialists, as well as deputy heads of departments). The job responsibilities of these employees, the requirements for their knowledge and qualifications are determined on the basis of the characteristics of the corresponding basic positions contained in the Directory.

The issue of distribution of job responsibilities of deputy heads of enterprises, institutions and organizations is resolved on the basis of internal organizational and administrative documents.

The use of the job title “senior” is possible provided that the employee, in addition to performing the duties prescribed by the position held, supervises the performers subordinate to him. The position of “senior” can be established as an exception and in the absence of performers directly subordinate to the employee, if he is entrusted with the functions of managing an independent area of ​​​​work. For specialist positions for which qualification categories are provided, the job title “senior” is not used. In these cases, the functions of managing subordinate performers are assigned to a specialist of the first qualification category.

The job responsibilities of the “leaders” are established on the basis of the characteristics of the corresponding specialist positions. In addition, they are entrusted with the functions of a manager and responsible performer of work in one of the areas of activity of an enterprise, institution, organization or their structural divisions, or responsibilities for coordination and methodological management of groups of performers created in departments (bureaus), taking into account the rational division of labor in specific organizational units. -technical conditions. The requirements for the required work experience are increased by 2-3 years compared to those provided for specialists of the first qualification category. Job responsibilities, knowledge requirements and qualifications of deputy heads of structural divisions are determined based on the characteristics of the corresponding positions of managers.

The qualification characteristics of the positions of heads (managers) of departments serve as the basis for determining job responsibilities, knowledge requirements and qualifications of the heads of the relevant bureaus when they are created instead of functional departments (taking into account industry characteristics).

8. The compliance of the actual duties performed and the qualifications of employees with the requirements of job characteristics is determined by the certification commission in accordance with the current regulations on the certification procedure. At the same time, special attention is paid to high-quality and efficient performance of work.

9. The need to ensure the safety of life and health of workers in the process of work raises problems of labor protection and environment among the urgent social tasks, the solution of which is directly related to the compliance by managers and each employee of an enterprise, institution, organization with current legislative, intersectoral and other regulatory legal acts on labor protection, environmental standards and regulations.

In this regard, the official responsibilities of employees (managers, specialists and technical performers), along with the performance of functions provided for by the relevant qualification characteristics positions, it is mandatory to comply with labor protection requirements at each workplace, and the job responsibilities of managers include ensuring healthy and safe working conditions for subordinates, as well as monitoring their compliance with the requirements of legislative and regulatory legal acts on labor protection.

When appointing a position, it is necessary to take into account the requirements for the employee’s knowledge of relevant labor safety standards, environmental legislation, norms, rules and instructions on labor protection, means of collective and individual protection from the effects of hazardous and harmful production factors.

10. Persons who do not have special training or work experience established by the qualification requirements, but have sufficient practical experience and perform their job duties efficiently and in full, on the recommendation of the certification commission, as an exception, can be appointed to the corresponding positions in the same way , as well as persons with special training and work experience.

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QUALIFICATIONS DIRECTORY OF POSITIONS FOR MANAGERS OF SPECIALISTS AND OTHER EMPLOYEES (approved by the Resolution of the Ministry of Labor of the Russian Federation dated... Relevant in 2018

ACCOUNTANT

Job responsibilities. Performs management work accounting property, liabilities and business operations (accounting for fixed assets, inventory, production costs, product sales, business results financial activities, settlements with suppliers and customers, as well as for services provided, etc.). Participates in the development and implementation of activities aimed at maintaining financial discipline and rational use of resources. Receives and controls primary documentation for the relevant areas of accounting and prepares them for accounting processing. Reflects on the accounting accounts transactions related to the movement of fixed assets, inventory and cash. Prepares reporting estimates of the cost of products (works, services), identifies sources of losses and unproductive costs, and prepares proposals for their prevention. Accrues and transfers taxes and fees to the federal, regional and local budgets, insurance contributions to state extra-budgetary social funds, payments to banking institutions, funds for financing capital investments, wages of workers and employees, other payments and payments, as well as the allocation of funds for material incentives for employees of the enterprise. Provides managers, lenders, investors, auditors and other users financial statements comparable and reliable accounting information for the relevant areas (areas) of accounting. Develops a working chart of accounts, forms primary documents used to formalize business transactions for which standard forms are not provided, as well as document forms for internal accounting reporting, participates in determining the content of the basic techniques and methods of accounting and technology for processing accounting information. Participates in conducting an economic analysis of the economic and financial activities of an enterprise based on accounting and reporting data in order to identify on-farm reserves, implement savings regimes and measures to improve document flow, in the development and implementation of progressive forms and methods of accounting based on the use of modern computer technology, in Conducting inventories of cash and commodity-material assets. Prepares data on relevant areas of accounting for reporting, monitors safety accounting documents, prepares them in accordance with the established procedure for transfer to the archive. Performs work on the formation, maintenance and storage of a database of accounting information, makes changes to reference and regulatory information used in data processing. Participates in the formulation of the economic formulation of problems or their individual stages, solved using computer technology, determines the possibility of using finished projects, algorithms, application software packages that allow you to create economically sound systems for processing economic information.

Must know: legislative acts, regulations, decrees, orders, guidelines, methodological and regulatory materials on organizing accounting of property, liabilities and business transactions and reporting; forms and methods of accounting at the enterprise; plan and correspondence of accounts; organization of document flow in accounting areas; the procedure for documenting and reflecting on accounting accounts transactions related to the movement of fixed assets, inventory and cash; methods of economic analysis of economic and financial activities of an enterprise; rules for operating computer equipment; economics, labor organization and management; market methods of management; labor legislation; rules and regulations of labor protection.

Qualification requirements.

Accountant category II: higher professional (economic) education without requirements for work experience or secondary vocational (economic) education and work experience as an accountant for at least 3 years.

Accountant: secondary vocational (economic) education without requirements for work experience or special training according to an established program and work experience in accounting and control of at least 3 years.

List of typical positions (Job descriptions)

Top company managers

1.1 General Director

1.2 Executive Director

1.3 CFO

1.4 Commercial Director

1.5 HR Director

1.6 Marketing Director

1.7 Logistics Director

1.8 Quality Director

1.9 Operations director of a retail network

1.10 Branch director

1.11 Technical Director

Administrative staff

2.1 Office manager

2.3 Head of Legal Department

2.5 Dispatcher

2.6 Secretary to the General Director

2.7 Department Secretary

2.8 Secretary-receptionist

Research and development and information technology personnel

3.1 Chief designer

3.2 Head of laboratory

3.3 Constructor

3.4 Laboratory assistant

3.5 Head of IT Department

3.6 System administrator

3.7 Senior programmer

3.8 Programmer

Logistics and purchasing staff

4.1 Logistics and procurement personnel

4.1.1. Head of product department

4.1.2. Head of Logistics Department

4.1.3. Head of Purchasing Department

4.1.4. Logistics Manager

4.1.5. Purchasing Manager

4.1.6. Head of the customs group

4.1.7. Foreign trade specialist 4.2 Warehouse logistics personnel

4.2.1 Warehouse manager

4.2.2 Deputy warehouse manager

4.2.3 Storekeeper

4.2.4 Loader-collector

4.2.5 Loader

4.2.6 Forklift driver 4.3 Transport logistics personnel

4.3.1 Head of the motor transport department

4.3.2 Delivery driver for heavy vehicles

4.3.3 Forwarding driver for passenger cars

4.3.4 Heavy vehicle driver

4.3.5 Car driver

4.3.6 Forwarder

5.2 Marketing Manager

5.4 Merchandiser

5.5 Promoter

5.6 Designer

5.7 Copywriter

5.8 Layout designer

Customer service staff

6.1 Restaurant/cafe director

6.3 Bartender-cashier

6.4 Wardrobekeeper

6.5 Waiter

6.6 Maid

6.7 Concierge

6.8 Head waiter

6.9 Receptionist

6.10 Doorman

6.11 Ironer

6.12 Service Manager

6.13 Tailor

Development staff

7.1 Development Director

7.2 Development Manager

7.3 Project Manager

7.4 Project Manager

HR staff

8.1 Head of Personnel Department

8.2 HR Manager

8.3 Training Manager

8.3 HR Manager

Finance and accounting staff

9.1 Head of Planning and Economic Department

9.2 Chief accountant

9.3 Deputy Chief Accountant

9.4 Senior accountant

9.5 Accountant

9.6 Store accountant

9.7 Warehouse accountant

9.8 Financial manager

9.9 Economist

9.10 Labor economist

9.11 Accounts receivable specialist

9.12 Senior cashier

9.13 Cashier

Corporate Sales Personnel

10.1 Head of Sales Department

10.2 City Sales Manager

10.3 Regional Sales Manager

10.4 Key account manager

10.5 Sales representative

10.6 Sales Administrator

Retail sales staff

11.1 Supermarket director

11.2 Store director

11.3 Deputy Store Director

11.4 Head of department (food products)

11.5 Head of department (non-food products)

11.6 Sales area administrator (food products)

11.7 Sales area administrator (non-food products)

11.8 Senior Seller (Food Products)

11.9 Senior salesperson (non-food products)

11.10 Seller (food products)

11.11 Seller (non-food products)

11.12 Salesperson-cashier (food products)

11.13 Salesperson-cashier (non-food products)

11.13. Cashier-operator

11.15. Transceiver

Production personnel (management)

12.1 Production Manager

12.2 Chief engineer

12.3 Chief technologist

12.4 Chief mechanic

12.5 Chief power engineer

12.6 Workshop manager

12.7 Head of the section

12.8 Production Planning Manager

Technical personnel (food production)

13.1 Chef

13.3 Confectioner

13.4 Marker

13.5 Baker

13.6 Meat cutter

13.7 Packer

13.8 Food production worker

Technical personnel (non-food production)

14.1 Foreman

14.2 Production foreman

14.3 Technologist

14.4 Engineer

14.5 Quality Controller

14.6 Master

14.7 Mechanic

14.8 Process equipment operator

14.9 Serviceman

14.10 Carpenter

14.11 Locksmith

14.12 Turner

14.13 Milling operator

14.14 Electrician

14.15 Electric and gas welder

14.16 Non-food production worker

14.17 Construction equipment operator

14.18 Car mechanic

14.19 Installer

14.20 Auto electrician

14.21 Safety engineer

14.22 Refrigeration unit operator

Support staff

15.1 Head of Security

15.2 Head of Administrative Operations

15.3 Security Officer

15.4 Driver-bodyguard

15.5 Controller (security guard)

15.6 Controller on the sales floor

15.7 Health worker

15.8 Castellan

15.9 Porter

15.10 Janitor

15.11 Courier

15.12 Cleaner

Engineering and technical personnel

16.1 Head of Standardization and Control Department

16.2 Standardization specialist

16.3 Head of customer service

16.4 Head of the design and technical department

16.5 Slinger

16.6 Head of the environmental department

16.7 Ecologist

16.8 Chief surveyor