The results of passing the general introductory part of the practice. Regulations on the adaptation of employees Familiarization with the workplace of the manager

PocketQUIK workstation © ARQA Technologies, 2009 Software package The pocketQUIK program is a special version of the QUIK Workstation for use on pocket computers (PDAs) of the PocketPC class. The program interface is optimized for working on a low-resolution screen and performing operations by pressing the stylus. At the same time, the set of main windows and their contents are similar to the QUIK terminal. The bottom line of the program window consists of the Program Menu and the Toolbar that manages open windows. The top line displays the title of the current window and an indicator of the server connection status. Interface

PocketQUIK workstation © ARQA Technologies, 2009 Software package When connecting to the QUIK server, authorization is performed based on access keys. The key files are located in the same folder with the pocketQUIK program. To enter the name and password, use the mini-keyboard built into operating system PDA. The user password can be memorized in the program settings. If the connection to the server is successfully established, the indicator in the upper right corner will turn green. Server connection

PocketQUIK workstation © ARQA Technologies, 2009 Software package The "Current parameters" table is designed to view the current state of the exchange trading parameters for the selected instruments. The table is configured from the context menu. Additionally, you can adjust the width of the columns in the table and the font size. Current parameters

PocketQUIK workstation © ARQA Technologies, 2009 The software package The Quotes window displays the best buy (highlighted in green) and sell (highlighted in red) prices for the selected instrument. By pressing the stylus on the table row, you can open the window for entering a new order. Quotes

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PocketQUIK workstation © ARQA Technologies, 2009 Software package The window for entering a new order contains all the key parameters and allows you to send both a limited and a conditional order. Numerical values can be changed with a stylus by clicking on the up and down arrows, as well as by typing values on a special mini-keyboard at the bottom of the screen. Entry of orders

PocketQUIK workstation © ARQA Technologies, 2009 Software package The "Applications" table displays Current state user orders in the exchange trading system. Execution status is highlighted in font color. Unfulfilled applications marked in red may be withdrawn from trading system... The table “Stop orders” is arranged in a similar way, displaying information on conditional orders. Application table

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Activities, requirements for him. Character: individual.

Organization of the workplace for execution manual work, the correct fit of the worker when performing them contributes to ensuring the high quality of the processed products and increasing labor productivity, preserving his health. A work table for manual work is a well polished table with tools, fixtures, and a chair (preferably a screw one for adjusting the seat height) located on it. The size of the table depends on the size of the processed parts of the product, the nature of the work performed. The workplace should be organized so that in the process of work it is not necessary to make unnecessary movements. Tools and devices that are taken with the right hand in the process of work should be located on the right, and in the left - on the left or in front, always close to the worker and in the same place. Only workpieces, tools and accessories that are necessary for this work should be at the workplace. There should be no unnecessary parts, materials, tools and fixtures. All work is done on the table, the workpiece should be held in front of you. For storage of accessories, you should have special boxes or drawers. Correct fit has a great influence on the well-being of workers and on the quality of their work. Improper positioning of the students' body causes them premature fatigue, decreased performance, and also contributes to the appearance of stoop, curvature of the spine, the development of myopia, etc. Landing when doing manual work is considered correct when the following conditions are met:

1. The workpieces are clearly visible, the light falls from the left side, or, in extreme cases, directly.

2. The feet should firmly rest on the floor with the entire sole, as blood circulation is impaired in a different position of the feet. You should not cross your legs, because improper leg position causes premature fatigue.

3. Hold the body straight or slightly tilted forward. Tilt your head forward slightly. You can not lean your chest on the table.

4. Hands should be bent at the elbows and lag behind the body by no more than 10 cm. When working, do not put your elbows on the table.

5. The distance from the eyes to the workpiece should be 25-35 cm.

6. In the process of work, you should periodically change the position of the body (from slightly bent to straightened and back). After finishing work, you need to carefully remove workplace: parts, product, tools and accessories - in the designated storage areas, various garbage in the bin.

A workplace for performing work while sitting is organized for light work that does not require free movement of the worker, as well as for work of medium severity in cases due to peculiarities technological process... Work categories - according to GOST 12.1.005-76.

When working with two hands, the controls are placed so that there is no crossing of hands.

pharmacy drug control

To the pharmacist appointed to the position to perform quality control medicines manufactured in pharmacies, it is necessary to master all types of intra-pharmacy control.

The head of the pharmacy and his deputies should ensure the conditions for the implementation of all types of control in accordance with the requirements of order No. 214

For the first time appointed to the position, a pharmacist-analyst must undergo an internship at a territorial control and analytical laboratory.

The results of quality control of medicines are recorded in journals according to the attached forms (Appendices B, C, D, D, E to order No. 214). All magazines must be laced, the pages in them must be numbered, certified by the signature of the head and the seal of the pharmacy. The logs are stored for one year.

A report on the work on quality control of medicines manufactured in a pharmacy is drawn up based on the results for the year and sent to the territorial control and analytical laboratory (center for quality control of medicines) according to the attached form (Appendix G to Order No. 214).

To conduct chemical quality control of medicines manufactured in pharmacies, a special workplace must be equipped with a standard set of equipment, instruments and reagents, as well as provided with regulatory documents, reference literature (Appendix A to Order No. 214).

The workplaces of chemists - analysts in pharmacies should be equipped in an analytical room located in the immediate vicinity of the assistant, aseptic and premises for the preparation of intra-pharmaceutical preparations, concentrates and semi-finished products.

The analytical room should have a typical analytical table (TsANII design), which meets modern requirements organization of workplaces, easy to operate, has a beautiful appearance, painted in light colors, which helps to increase the efficiency and reduce fatigue of the chemist-analyst.

It is advisable to place methods of analysis of concentrates and semi-finished products of individual dosage forms on a table under glass or on a special stand; calculation tables for quantitative express analyzes, tables quality analyzes etc. Some reference materials can be conveniently arranged in the form of filing cabinets.

The analytical room should have: a fume hood for working with toxic, volatile substances and concentrated acids, a plumbing with cold and hot water; sink with drain to the sewer and technical current supply.

Analytical rooms should be equipped with the necessary equipment and inventory in accordance with the requirements of the instructions for the quality control of medicines and the norms of technical and economic equipment of pharmacies.

Organization of workplaces for chemists - analysts must meet the following requirements:

1. Chairs should have a backrest, lifting and swiveling structure so that the correct ratio of the height of the working surface of the table and the chair with a permissible difference in heights (differentiation) of 270-300 mm can be ensured.

2. Each item must have its own strictly defined place.

3. The workplace should not have items that are not required in this work.

4. Frequently used items and materials should be placed within reach, taking into account the convenience of performing certain operations.

5. The hand of the chemist - the analyst, while performing the work, should make the most comfortable and less tiring movements.

An analyst chemist must follow a certain sequence when performing certain types of work, depending on the specific conditions of the production activity of a given pharmacy.

At the same time, for the majority of chemists - analysts, it is advisable to start the working day by monitoring pharmaceutical activities, the sanitary condition of the pharmacy and checking the provision of their workplace with everything necessary.

It is more convenient to start work directly on control with checking the quality of distilled water. Then the quality of the distilled water should be checked at various workplaces.

The analyst chemist must check the quality and shelf life of distilled water available in the pharmacy at various workplaces, therefore all collections and burettes with distilled water should be numbered.

In order to save time, the registration of the results of analyzes of distilled water should be made in a special journal.

After checking the quality of the distilled water, it is advisable to check the filling quality of the burette system in the assistant's room. For this, it is recommended to have a stand with a set of flasks with inscriptions corresponding to the number and order of different solutions in burettes. The solutions from the burettes are collected into the appropriate flasks, after which a chemist-analyst checks their authenticity at his workplace.

It is also advisable to record the results of checking the filling quality of the burette installation in a separate journal.

In the future, the analyst chemist needs to start conducting high-quality analyzes of medicines received from the inventory (or material) department in the assistant room. To do this, all rod eyes should also

number. In this case, duplicated rod-eyes of the same name should have additional numbering. For example, bar-eyes with glucose are numbered as follows: 101-01, 101-02, 101-03, etc .; with sugar: 226-1, 226-2, 226-3, etc.

It is convenient to use well plates to perform qualitative responses to various medications. It is recommended to record the results of qualitative reactions in the Journal to register the results of the verification of the authenticity of medicines (defectiveness)

Then it is advisable for the analyst chemist to proceed with the chemical analysis of concentrates, semi-finished products and intra-pharmaceutical preparations.

Periodically, at least once a quarter, an analytical chemist checks the quality of perishable and unstable drugs. If the quality of the drug does not meet the requirements of the Pharmacopoeia, the chemist-analyst is obliged to inform the head of the pharmacy (or his deputy) about this in order to take the necessary measures

The list of equipment for the control and analytical room (table) includes:

Testing equipment: analytical, manual, technical scales, weights, colorimeter-nephelometer, microscope, thermometers, hydrometers, densitometers, pycnometers, etc .;

Laboratory glassware used for analytical work in pharmacies (burettes, funnels, droppers, cylinders, flasks, pipettes, test tubes, crucibles, etc.);

Auxiliary materials, tools, devices (tripods, clamps, tubes, filter paper, cotton wool, etc.);

Titrated solutions (iodine, iodine monochloride, potassium bromate, hydrochloric acid, sodium hydroxide, sodium nitrite, silver nitrate, etc.);

Indicators (22 items);

Indicator paper (RIFAN, universal, litmus red, neutral, blue, etc.);

Reagents (156 items) are prepared only at KANL;

Solvents (acetone, glycerin, ethyl alcohol, chloroform, ether, etc.).

1) Fume hood

2) Sink with a drain to the sewer and a supply of cold water

3) Analytical table

4) Auxiliary table

6) Auxiliary table

7) Cabinet for storing stocks of reagents and utensils

8) Reagents

Analytical table equipment

a) reagents

b) refractometer

c) titration installation

d) spinner

e) burette for measuring dist. Water

f) photoelectric colorimeter

g) PH meter

h) polarimeter

i) apparatus for fluorescence analysis of solutions

j) microscope

l) device for control of solutions

m) analytical scales

m) intercom

The duties of a pharmacist are an analyst. Orders and instructions regulating the work of the pharmacist - analyst.

In his activities, a pharmacist-analyst is guided by:

Regulatory documents on the work performed;

Methodological materials related to relevant issues;

The Regulation on the Pharmacy;

The rules of the sanitary regime of pharmacies and labor regulations;

Orders and orders of the director of the enterprise (direct manager);

This job description.

A pharmacist-analyst should know:

Normative legal acts and other guidance materials of higher authorities on pharmacy issues;

The principles of providing drug assistance to the population, as well as professional activities in the position held;

Organization and economics of pharmacy;

Regulatory and methodological materials for analysis and control

The chemist-analyst is responsible for the following functions:

Quality control of incoming and manufactured pharmaceuticals.

Control over the observance of technological rules and techniques for the manufacture of medicinal products.

Compliance with the requirements of the sanitary regime, rules and norms of labor protection.

Job responsibilities

To perform the functions assigned to him, the pharmacist-analyst must:

To control incoming and manufactured drugs in the pharmacy, concentrated solutions, intra-pharmaceutical preparations.

Apply all types of intra-pharmacy control performed in a pharmacy, including acceptance control, pharmaceutical analysis methods

medicines and medicinal plants.

Monitor compliance with technological rules and techniques for the manufacture of drugs.

Ensure control over the observance of the pharmaceutical order and sanitary regime.

Observe the rules and regulations of labor protection and fire safety.

Interaction of the analytical laboratory, office (table) with other services of the institution

The territorial (regional) control and analytical laboratory or the center for quality control of medicines (hereinafter referred to as the “control and analytical laboratory”) is an integral part of the control and permissive system for ensuring the quality of medicines, medical equipment and medical products of the Ministry of Health and Medical Industry of the PMR.

Control and analytical laboratory is organized for the purpose of exercising state supervision over production activities pharmacies and enterprises, as well as state control for the quality of medicines:

Manufactured by pharmacies of all types, small-scale pharmacies, pharmaceutical factories (enterprises), small and joint ventures territorial subordination regardless of their organizational and legal status and forms of ownership;

quality of medicines, pharmaceutical order, sanitary regime pharmacies (enterprises);

Fundamentals of Labor Law;

Labor protection and fire safety rules and regulations.

І. General Provisions

1.1 This Regulation is intended to introduce a unified adaptation procedure for all newly recruited employees. trading network.
1.2. The procedure for adaptation and entry into the position is aimed at ensuring faster entry into the position of a new employee, reducing the number of possible mistakes associated with the inclusion in work, the formation of a positive image of the retail network, reducing the discomfort of the first days of work, as well as assessing the level of qualifications and potential of the employee while passing through probationary period.
1.3 This program should know and use in their work:

management of the trading network;
heads of directions and structural divisions;
employees of the company appointed as mentors again hired staff;
staff of the personnel department.

II. Probationary (IS) employee work program

The adaptation program for new employees consists of two main parts - general and individual - and is designed for the entire trial period.

2.1. The general part involves the formation of a general idea of the company, its main areas of activity, organizational features, the peculiarities of the relationship between the company and the employee (the procedure for hiring and dismissing, working conditions, wage, benefits), etc. It is carried out during the first week of the employee's work and consists of 4 stages.
2.1.1. Introductory orientation interview.
The main objective of this procedure is to inform the new employee of information about the company, the services it provides, and the specifics of labor relations between the company and the employee.
An orientation interview is carried out after the formation of the final job offer and the approval of the exit date. It is also possible to conduct it on the first day of work.
The interview is conducted by the HR director or a department employee on his behalf. For candidates hired for key positions, it is possible to conduct this interview with the line manager, CEO or Manager.
The main questions raised during the orientation interview:

Company on the market:

1. Directions of the company, the situation on the market for similar goods.
2. Strengths of the trading network in comparison with competitors, the main circle of customers.
3. Forms and methods of work.
4. The main stages of the workflow.
5. Immediate and long-term goals for the development of the trading network, specific directions.

The company from the inside:

6. Development history.
7. The structure of the trading network.
8. Management of the company, delineation of powers, the procedure for making decisions.
9. Internal communications of the company.

2.1.2. Personal acquaintance with the company and its employees.
After registration of all required documents upon hiring, the employee is introduced to the company personnel and familiarity with the working premises ( trading halls, warehouse, managerial, administration, etc.).
Depending on the category of the employee and the trade object, this round can be made by the immediate supervisor of the employee or another person on his behalf, as well as by an employee of the personnel department.

2.1.3. Acquaintance with the workplace.
2.1.3.1 General introduction.
Conducted by the immediate supervisor. Shows the workplace, equipment, storage locations for the necessary accessories, explains the algorithm of actions.
2.1.3.2 Instructions for use technical means (cash machine, Automatic telephone exchange, personal computer, office equipment, etc.).
Conducted by the department manager information technologies(or his deputy). If necessary, registers a new employee as a network user, explains the specifics of using the company's network capabilities (disks and information stored on them, directories common use etc.) and gives introductory advice on the use of specific software products.

2.1.4. Orientation interview with a direct supervisor.
Conducted by the immediate supervisor of the employee, possibly in the presence of the HR Director. It is carried out in a free form in working order during the first week of work. The manager explains the tasks and requirements for the work, answers questions and considers the wishes of the new employee.

2.2. An individual adaptation program is determined by the personnel department, agreed with the Head of the direction and the immediate supervisor. It includes a more detailed acquaintance with the activities of the retail network and the characteristics of the goods, a more detailed acquaintance with the position and the specifics of the upcoming work, the acquisition of specific skills specific to this position (for example, communication with customers, product characteristics, purchase details, etc. .).
The individual adaptation program is designed for the period of the probationary period, is recorded in the Individual plan for passing the probationary period (Appendix No. 1) and is divided into two parts:
- entering the office;
- work in the position.

2.2.1. Inception plan
Designed for the first two weeks from the date of admission. It is drawn up at the end of three days of the employee's work by the personnel department, agreed with the immediate supervisor and communicated to the employee for signature. This stage involves the full entry of a new employee into the position, i.e. full development of their job responsibilities, good orientation in the company, its activities and structure. The work plan is fixed in the first part of the Individual plan for passing the probationary period, where its implementation is recorded. In this part, the adaptability and learning ability of the employee is assessed.

2.2.2. Job Appraisal Plan
Calculated for the remaining period of the trial period. The employee independently draws up a monthly work plan, coordinates it with the immediate supervisor and the personnel department. The assessment of the implementation of the plan is recorded in the second part of the Individual plan for passing the probationary period. In this part, the employee's compliance with the position, his professional knowledge, the level of performing discipline, potential and opportunities for further growth are assessed.

2.2.3. Appointment of a mentor.
For new hires with little or no work experience, a mentor is assigned to plan, accompany, and evaluate the work of the new employee during the trial period.

III. Criteria for evaluating the passage of the probationary period
3.1 The criterion for passing the IP will be determined by 3 indicators:

the criterion of effective work is the implementation of an individual work plan for the IP period, a positive conclusion of the immediate supervisor;
the criterion for effective adaptation is the positive conclusion of the HR director;
the result of sociometry.

3.2 The performance criterion is determined by the implementation of an individual work plan for a trial period, which is drawn up by the immediate supervisor and the personnel director, and the immediate supervisor controls its implementation. (Appendix # 1). The employee assessment criteria are determined in accordance with Appendix No. 2 to this Regulation.
A calendar of meetings with the immediate supervisor is drawn up according to the principle: the first week - every day, the second week - once every two days, etc.
Purpose of the meetings coordinating the work of an employee, identifying strengths and weaknesses in work, focusing the employee on the result (“thinking within the framework of the result”).

3.3 The criterion for effective adaptation is determined by the work plan with the HR Director. A calendar of meetings with the HR director is drawn up according to the principle: the first week - every day after meeting with the immediate supervisor, the second week - the next day after meeting with the immediate supervisor, etc.
Purpose of the meetings help a person to adapt to the company faster and easier. And also identify the strengths of the person and the sides that need to be developed to successful work, determine his motivation, potential.

IV. End of the probationary period

4.1. After passing the probationary period, the immediate supervisor fills out the Employee Assessment sheet after passing the IS (Appendix No. 3).
The training manager conducts sociometry. Provides his conclusion and the result of sociometry.
Sociometry - employees with whom the "newbie" worked and communicated during the IP period, anonymously evaluate it according to the proposed scheme (Appendix # 4).
The purpose of sociometry- to understand how the “newcomer” easily creates relationships, adapts and copes with emerging difficulties.

4.2. On the last day of the IS, a meeting is held: direct supervisor, training manager and HR director. At the meeting, the issue of further cooperation with the employee is decided and his plan for further development is determined, criteria for evaluating his work are developed.

4.3. Upon successful completion of the probationary period, the immediate supervisor verbally informs the employee about the continuation of the employment relationship. The personnel department initiates the filling out by the employee of the Personal plan of professional and service development (Appendix No. 5). The plan serves as the basis for determining the professional and service interests of the employee, possible ways of motivation, as well as assessing the achievements and potential of the specialist during certification.
If necessary, an individual plan for passing the probationary period with estimates, comments and a decision Director General, as well as personal plan professional and service development are transferred to the personnel department for further work and are attached to personal matter employee.

4.4. In the event that during the probationary period an employee is found to be inconsistent with the position, the immediate supervisor draws up memo addressed to the HR Director about the employee's nonconformity. On the unsatisfactory result of passing the probationary period and not wanting to continue labor Relations the employee is notified prior to the expiration date of the probationary period in writing under the signature. After that, the procedure for dismissing the employee takes place.

Appendix No. 1

INDIVIDUAL WORK PLAN

FOR TEST PERIOD

FULL NAME. _________________________________ Mentor __________________________

Position ______________________________ Manager ________________________

Division ______________________________________________________________

Part 1. Entry into office

Assessment of the degree of adaptability and learning ability of an employee:

below average average above average

Project, task	Planned result	Actual result	Score on a 7-point scale
Project, task	Planned result	Actual result	Mentor	Supervisor

Comments: ____________________________________________________________ __________________ _________________ _________________________________________________________________________________________ _____________________________________________________

Acquainted with _____________________ / / _______________
Employee's signature Signature decryption Date

Part 2. Assessment of work in the position

Project, task	Planned result	Actual result	Score on a 7-point scale
Project, task	Planned result	Actual result	Mentor	Supervisor

Agreed:

Immediate supervisor ____________________ / ____________________ /

Human Resource department ____________________ / ____________________/

Appendix # 2

New Employee Evaluation Criteria

(carried out using a 7-point scale according to the criteria listed below)

Completion of the assigned work (does the employee cope with the assigned work within the specified time?)

The quality of the work (how carefully, accurately and conscientiously the work is done, are there no mistakes, are the instructions and point of view of the manager taken into account?)

3. Level vocational training(how well the employee is oriented in the subject of his activity, does he have sufficient professional skills to perform his duties?)

5. Communication skills (does the employee know how to express himself clearly, does he show politeness, courtesy, ability to motivate?)

6. Independence (can a specialist perform the assigned work without outside help?)

7. Ability to bring the work started to the end (is the employee able to bring the work started to the end without reminders and constant control from the management?)

Appendix No. 3

Assessment of an employee based on the results of a probationary period

Manager's review:
____________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ ________________________________________________________________

Suggestions for further work employee:
____________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ ____________________________________________________________________________________________________________________

"__" ________________ 200_ Signature _________________ / /

___________________________________________________________________________
To be completed by the personnel department:

Average grade of assessment of tasks _________________________
Average score for all parameters _____________________
CONCLUSIONS (according to the average score, a conclusion is made about the potential of the employee):

Recommendations: ____________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________

Head of HR Department __________________ / _________________ /
_____

Solution: ____________________________________________________________ __________________________________________________________________________________

"___" __________________ 200_y. ________________________ / _________________ /

Appendix No. 5

Personal plan for professional and service development

Full name __________________________ Subdivision ______________________________
Position ___________________________ Manager ___________________________

Please describe the knowledge, skills and abilities that a specialist needs at your workplace for the most productive performance of his job duties, and assess the degree of development of these skills in you on a 5-point scale.

Knowledge, abilities, skills	Grade

What are your plans for a more complete mastery of the above knowledge and skills (if any)? Please write how and in what time frame are you going to implement these plans?

_______________________________________________________________________

_________________________
3. Please describe how you see your place in the company in perspective. What knowledge and skills do you currently lack in order to work productively in this place?

________________________________________________________________________

________________

Please describe your plans for further professional development, and also indicate the terms that you may need for this.

________________________________________________________________________

________________

Please rate on a 5-point scale the degree to which the following factors influence your desire to work for the company:

Factors	Grade
Company prestige
Company stability
Professional growth opportunity
Opportunity for career advancement
The attitude of the management to you
Interesting creative work
Independence and responsibility of the position
Friendly staff
Possibility of increasing material well-being
Comfortable working conditions

6. Please complete the following sentences to get a complete statement.
a) The work of this profile in my understanding is:
_______________________________________________________________________

_______________________________________________________________________

B) I am most interested in work
_______________________________________________________________________

_______________________________________________________________________
c) I think that the most important thing in this work is
_______________________________________________________________________

_______________________________________________________________________
d) I need such a job to
_______________________________________________________________________

______________________________________________________________________
e) I think that the main difficulty that awaits me at such a job is
________________________________________________________________________

________________________________________________________________________

Work with a personal computer is allowed for workers who do not have medical contraindications, who have been instructed in labor protection, with an electrical safety group of at least I. Women from the time of pregnancy and during breastfeeding to perform all types of work related to the use of a personal computer, not allowed. When working with a personal computer, the following hazardous and harmful production factors can adversely affect workers: an increased level of electromagnetic, exposure to electromagnetic fields leads to an increase in the excitability of the central nervous system. Electromagnetic radiation also affects intracellular changes, disrupts metabolic processes, can cause the development of cataracts, tumors, leukemia, etc. An increased level of ionizing radiation, an increased level of static electricity, an increased intensity of the electrostatic field. The effect of static electricity on a person does not pose a mortal danger, since the current strength is not great. A person feels a spark discharge of static electricity as a jolt or convulsion. An electrostatic field is generated at the video terminal screen of the monitor, which in the working area may be higher than the permissible level. Prolonged exposure to an electric field exceeding the MPL will adversely affect the health of the worker, his psychophysiological state. These unfavorable factors impair the conditions of comfortable vision, worsen contrast sensitivity, or have both of these effects at the same time. An increased voltage value in an electrical circuit, the closure of which can occur through the human body. Electric shock occurs as a result of accidental contact or dangerous approach to parts of electrical installations that are de-energized under normal conditions and as a result of damage to the insulation that is energized. Electric current, passing through the human body, has an effect on it, which is a combination of thermal, electrolytic, biological and mechanical effects, which leads to various disorders in the body, both local damage to tissues and organs, and its general damage. Static overloads of the musculoskeletal system and dynamic local overloads of the muscles of the hands.

A large number of small movements, monotony of actions performed during work on a personal computer leads to static overloads of the musculoskeletal system and dynamic local overloads of the muscles of the hands, which leads to the appearance and development of fatigue, changes in the central nervous system during work. To eliminate exposure to harmful production factors during work, it is necessary to observe the mode of work and rest, to carry out industrial gymnastics, vitaminization of the body.

Mental overstrain, emotional overload, monotony of work, overstrain of the visual and auditory analyzers. The impact of these unfavorable factors leads to a decrease in working capacity caused by developing fatigue. The appearance and development of fatigue is associated with changes that occur during work in the central nervous system, with inhibitory processes in the brain. Depending on the working conditions in which the personal computer is used and the nature of the work, other hazardous and harmful production factors may also affect workers. The organization of a workplace with a personal computer should take into account safety requirements, the convenience of the position, movements and actions of the employee. The desktop, taking into account the nature of the work performed, must be of sufficient size to rationally place the monitor (display), keyboard, other equipment and documents used, a surface with low reflectivity. The keyboard is located on the table surface so that the space in front of the keyboard is sufficient to support the worker's hands (at a distance of at least 300 mm from the edge facing the worker). To ensure the convenience of visual observation, fast and accurate reading of information, the plane of the monitor screen is located below the worker's eye level, preferably perpendicular to the worker's normal line of sight (normal line of sight - 15 degrees, down from the horizontal). To exclude exposure to high levels of electromagnetic radiation, the distance between the monitor screen and the worker must be at least 500 mm (optimal 600-700 mm). The used movable document stands (music stands) are placed in the same plane and at the same height with the screen. The working chair (chair) must be stable, the seat must be adjustable in height, and the back of the seat must be adjustable in height, tilt angles, and the distance of the back from the front edge of the seat. The adjustment of each parameter must be independent, easy to carry out and have reliable fixation. To ensure optimal microclimate parameters, airing and daily wet cleaning of the premises are carried out regularly during the working day, air humidifiers are used. When working with a personal computer, employees, taking into account the hazardous and harmful production factors affecting them, are provided with personal protective equipment in accordance with standard industry regulations for the respective professions and positions. When working with a personal computer, employees are obliged to: comply with the work and rest regime established by law, the internal labor regulations of the organization, labor discipline, comply with labor protection requirements, personal hygiene rules, comply with fire safety requirements, know the procedure for actions in case of fire, be able to use primary fire extinguishing means , smoke only in specially designated smoking areas, know first aid techniques in case of accidents at work (Instruction No. 65 "First health care injured during work "); On equipment malfunctions and other comments on working with a personal computer, inform the immediate supervisor or persons performing Maintenance equipment. Install the system unit in closed spaces of furniture, use sockets, extension cords that are not equipped with a grounding contact (bus) to connect a personal computer directly on the floor.

Before starting to work with a personal computer, the employee must ventilate the working room, check the stability of the position of the equipment on the desktop, the absence of visible damage to the equipment, floppy disks in the system unit's disk drive, serviceability and integrity of power and connecting cables, connectors and plug connections, protective grounding, serviceability of furniture, adjust the position of the table, chair (chair), footrest, keyboard, monitor screen; illumination in the workplace. If necessary, turn on local lighting, wipe the surface of the monitor screen, protective filter (if any) with a dry soft cloth. While working with a personal computer, an employee must comply with the labor protection requirements established by this instruction, keep his workplace in order and cleanliness, keep the equipment ventilation openings open, and maintain the optimal distance from the monitor screen to the eyes. Work behind the monitor screen should be periodically interrupted for regulated breaks that are established to ensure performance and preservation of health, or be replaced with other work in order to reduce the workload at the screen.

The time of regulated breaks during the working day (shift) is set depending on its (her) duration, type and category labor activity according to Appendix 1 to of this Instruction... When working with a personal computer on a night shift (from 22.00 to 6.00), regardless of the category and type of work activity, the total duration of regulated breaks increases by 60 minutes. The duration of continuous work with a personal computer without a regulated break should not exceed 2 hours.

Do not leave the equipment switched on unattended. If it is necessary to stop working for a while, all active tasks are correctly closed and the equipment is turned off.

When working with a personal computer, it is not allowed: when the power is on, touch the panels with equipment connectors, connectors for power and connecting cables, the monitor screen, clutter the upper panels of the equipment, the workplace with papers, foreign objects, switch, turn off the power while performing an active task, allow moisture to enter the surface of the equipment, turn on highly cooled equipment, open it yourself, wipe off dust when the equipment is turned on, allow unauthorized persons to be near the equipment.

In the event of damage to equipment, cables, wires, grounding malfunction, the smell of burning, unusual noise and other malfunctions, immediately turn off the power supply to the equipment and report the incident to the immediate supervisor and the person performing the maintenance of the equipment in the event of a malfunction of the "computer" equipment or software call a specialist of the organization that maintains this equipment to troubleshoot, in case of a fire in electrical wiring, equipment, and similar incidents, turn off the power supply and take measures to extinguish the fire using the existing primary funds firefighting, report the incident to the immediate supervisor. The use of water and foam fire extinguishers to extinguish live electrical equipment is not allowed. For these purposes, carbon dioxide fire extinguishers are used.