pharmacy drug control

A pharmacist appointed to a position to perform quality control of medicines manufactured in pharmacies must be proficient in 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

A pharmacist-analyst appointed to a position for the first time must complete an internship course 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, E, E to Order No. 214). All magazines must be laced, the pages in them are numbered, certified by the signature of the head and the seal of the pharmacy. The period of storage of magazines is one year.

A report on the work on quality control of medicines manufactured in a pharmacy is compiled 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).

For chemical quality control of medicines manufactured in pharmacies, a special workplace must be equipped, equipped with a standard set of equipment, instruments and reagents, and also 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's, aseptic and premises for the preparation of in-pharmaceutical preparations, concentrates and semi-finished products.

The analytical room should have a typical analytical table (designed by TsANI), which meets modern requirements for organizing workplaces, is convenient to use, has a beautiful appearance, and is painted in light colors, which helps to increase efficiency and reduce fatigue of the chemist-analyst.

On a table under glass or on a special stand, it is advisable to place methods for analyzing concentrates and semi-finished products of individual dosage forms; tables for calculating quantitative express analyzes, tables for qualitative analyzes, etc. Some reference materials are conveniently arranged in the form of file cabinets.

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

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

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

1. Chairs must be with a backrest, lifting and swivel design, so that the correct ratio of the height of the working surface of the table and the chair can be ensured with an allowable height difference (differentiation) of 270-300 mm.

2. Each item must have its strictly defined place.

3. The workplace should not contain items that are not required in this job.

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

5. The hand of a chemist - analyst, when performing work, should make the most convenient and less tiring movements.

The chemist-analyst must follow a certain sequence when performing certain types of work, depending on the specific conditions of the production activities of this pharmacy.

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

It is more convenient to start working directly on control with checking the quality of distilled water. Then you should check the quality of distilled water at various workplaces.

The chemist-analyst 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 must be numbered.

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

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

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

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

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

To perform high-quality reactions to various medications, it is convenient to use tablets with recesses. The results of qualitative reactions are recommended to be recorded in the Journal for registration of the results of verification of the authenticity of medicines (defecture)

Then it is expedient for the chemist-analyst to start 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 preparations. In case of non-compliance of the quality of the drug with 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:

Test equipment: analytical, manual, technical balances, 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, fixtures (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 drain to sewer and cold water supply

3) Analytical table

4) Auxiliary table

6) Auxiliary table

7) Cabinet for storage of 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) photoelectrocolarimeter

g) pH meter

h) polarimeter

i) apparatus for fluorescent analysis of solutions

j) microscope

k) solution control device

l) analytical balance

m) intercom

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

In his work, the pharmacist-analyst is guided by:

Regulatory documents on the issues of the work performed;

Methodological materials relating to relevant issues;

Regulations on the pharmacy institution;

Rules for the sanitary regime of pharmacies and labor regulations;

Orders and orders of the director of the enterprise (immediate supervisor);

This job description.

The pharmacist-analyst should know:

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

Principles of providing drug care to the population, as well as professional activities in the position held;

Organization and economics of pharmacy;

Regulatory and methodological materials on analysis and control

The following functions are assigned to the pharmacist-analyst:

Carrying out quality control of incoming and manufactured pharmaceuticals.

Monitoring compliance with technological rules and methods of manufacturing medicines.

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:

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, methods of pharmaceutical analysis

medicines and medicinal plant materials.

Monitor compliance with technological rules and methods of manufacturing medicines.

Ensure control over compliance with the pharmaceutical order and sanitary regime.

Comply with the rules and regulations of labor protection and fire safety.

Interaction of the analytical laboratory, cabinet (desk) with other services of the institution

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

The control and analytical laboratory is organized for the purpose of state supervision over the production activities of pharmacy institutions and enterprises, as well as state control over the quality of medicines:

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

the quality of medicines, the pharmaceutical order, the sanitary regime of pharmacy institutions (enterprises);

Basics of labor legislation;

Rules and norms of labor protection and fire safety.

I. General provisions

1.1 This Regulation is intended to introduce a single adaptation procedure for all newly hired employees of the distribution network.
1.2. The adaptation and entry procedure is aimed at ensuring a faster entry into the position of a new employee, reducing the number of possible errors associated with inclusion in work, creating a positive image of the retail chain, reducing the discomfort of the first days of work, as well as assessing the level of qualification and potential of the employee during while they are on probation.
1.3 This program should know and use in their work:

• trade network management;
• heads of directions and structural divisions;
• employees of the company appointed as mentors of newly hired employees;
• employees of the personnel department.

II. The program of work with the employee for the period of probation (IP)

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

2.1. The general part involves the formation of a general idea about the company, its main activities, organizational features, features of the relationship between the company and the employee (the procedure for hiring and dismissal, working conditions, wages, 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 provide the new employee with information about the company, the services it provides, and the specifics of the employment relationship between the company and the employee.
An orientation interview is conducted after the formation of the final job offer and the approval of the exit date. It is also possible to hold it on the first day of work.
The interview is conducted by the HR director or an employee of the department on his behalf. For candidates accepted for key positions, it is possible to conduct this interview with the head of the direction, the General Director or the Manager.
Key questions for the orientation interview:

• Company on the market:

1. Directions of the company's work, the situation on the market for similar products.
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 areas.

• Company inside:

6. History of development.
7. The structure of the trading network.
8. Management of the company, delimitation of powers, procedure for making decisions.
9. Internal communications of the company.

2.1.2. Personal acquaintance with the company and its employees.
After completing all the necessary documents, when applying for a job, the employee is introduced to the company's staff and gets acquainted with the working premises (trading floors, warehouse, managerial, administration, etc.).
Depending on the category of the employee and the retail facility, this round can be made by the immediate supervisor of the employee or another person on his behalf, as well as an employee of the personnel department.

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

2.1.4. Orientation interview with immediate 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 job, answers questions and considers the wishes of the new employee.

2.2. An individual adaptation program is determined by the HR department, agreed with the Head of the direction and the immediate supervisor. It includes a more detailed acquaintance with the activities of the distribution network and the features of the goods, a more detailed acquaintance with the position and the specifics of the work to be done, the acquisition of specific skills specific to this position (for example, communication with customers, product characteristics, features of the purchase, etc. .).
The individual adaptation program is designed for the period of the probationary period, is fixed in the Individual Plan for the passage of the probationary period (Appendix No. 1) and is divided into two parts:
- entry into office;
- job position.

2.2.1. Entry plan
Designed for the first two weeks from the date of admission. It is compiled at the end of three days of the employee's work by the personnel department, agreed with the immediate supervisor and brought to the employee under signature. This stage involves the full entry of a new employee into the position, i.e. full mastery 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 the passage of 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 evaluation plan
Calculated for the remaining period of the probationary period. The employee independently draws up a monthly work plan, coordinates it with the immediate supervisor and the personnel department. The evaluation 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 compliance of the employee with the position held, his professional knowledge, the level of performance discipline, potential and opportunities for further growth are assessed.

2.2.3. Appointment of a mentor.
For new hires with little (or no) experience, a mentor is assigned to plan, guide, and evaluate the new hire's performance during the probationary period.

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

• the criterion for effective work is the implementation of an individual work plan for the period of IS, a positive conclusion from the immediate supervisor;
• the criterion for effective adaptation is a positive opinion of the HR director;
• results of sociometry.

3.2 The criterion of work efficiency is determined by the implementation of an individual work plan for a trial period, which is compiled by the immediate supervisor and the HR director, and the immediate supervisor controls its implementation. (Appendix No. 1). The criteria for assessing an employee are determined in accordance with Appendix No. 2 to this regulation.
A calendar of meetings with the immediate supervisor is compiled 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 the employee, identifying strengths and weaknesses in the 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 compiled according to the principle: the first week - every day after the meeting with the immediate supervisor, the second week - the next day after the meeting with the immediate supervisor, etc.
Purpose of the meetings help a person to quickly and easily adapt to the company. And also to determine the strengths of a person and the sides that need to be developed for successful work, to determine his motivation, potential.

IV. End of probation

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

4.2. On the last day of the EC, a meeting is held: the immediate supervisor, the training manager and the 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 orally informs the employee about the continuation of the employment relationship. The Human Resources Department initiates the completion by the employee of the Personal Plan for Professional and Service Development (Appendix No. 5). The plan serves as the basis for determining the professional and service interests of an employee, possible ways of motivation, as well as assessing the achievements and potential of a specialist during certification.
If necessary, an individual plan for passing the probationary period with assessments, comments and the decision of the General Director, as well as a personal plan for professional and service development are transferred to the personnel department for further work and attached to the employee's personal file.

4.4. If, during the probationary period, a non-compliance of the employee with the position is revealed, the immediate supervisor draws up a memo addressed to the HR director about the employee's non-compliance. The unsatisfactory outcome of the probationary period and the unwillingness to continue the employment relationship is reported to the employee before the expiration date of the probationary period in writing under the signature. After that, the process of dismissal of the employee takes place.

Application No. 1

INDIVIDUAL WORK PLAN

FOR PROBATION

FULL NAME. _________________________________ Mentor __________________________

Position ______________________________ Head ____________________________

Subdivision ________________________________________________________________

Part 1. Taking office

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

below average average above average

Comments: ____________________________________________________________ __________________ _________________ _________________________________________________________________________________________ _____________________________________________________

Acquainted with (a) _____________________/ / _______________
Signature of the employee Signature transcript Date

Part 2. Job evaluation

Agreed:

Immediate supervisor ____________________ / ____________________/

Human Resource department ____________________ / ____________________/

Application No. 2

Criteria for evaluating a new employee

(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 set time?)

• Quality of work (how carefully, accurately and conscientiously is the work performed, are there any errors, are the instructions and point of view of the manager taken into account?)

3. The level of professional 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 speak clearly, does he show courtesy, courtesy, the ability to interest?)

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

7. The 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 monitoring by management?)

Application №3

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

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

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

"__" ________________ 200_ Signature _________________/ /

___________________________________________________________________________
To be completed by the HR department:

Average score for assignments _________________________
Average score for all parameters _____________________
CONCLUSIONS (based on the average score, a conclusion is made about the potential of the employee):

Recommendations: ____________________________________________________________ _________________________________________________________________________________________ _________________________________________________________________________________________ _________________________________________________

Head of HR Department __________________/ _________________ /
_____

Solution: ____________________________________________________________ __________________________________________________________________________________

"___" __________________ 200_ ________________________ /_________________/

Application No. 5

Personal plan for professional and service development

Full name __________________________ Subdivision ______________________________
Position ___________________________ Head ___________________________

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

• 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 you are going to implement these plans?

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

_______________________________________________________________________

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

________________________________________________________________________

________________________________________________________________________

________________________________________________________________________

________________

• Please describe your plans for further professional development, as well as the time frame that you may need for this.

________________________________________________________________________

________________________________________________________________________

________________________________________________________________________

________________________________________________________________________

________________

• On a 5-point scale, please rate the degree of influence on your desire to work in the company of the following factors:

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

_______________________________________________________________________

B) What interests me the most in my work
_______________________________________________________________________

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

_______________________________________________________________________
d) I need a job that
_______________________________________________________________________

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

________________________________________________________________________

Available trade inventory and equipment in the U Most supermarket:

prefabricated refrigerators - used for storing frozen meat, fish, frozen ready-made vegetable and fruit mixtures;

wall-mounted refrigerated cabinets - for storing and displaying fruits, vegetables, yoghurts, milk and dairy products, mayonnaises, sauces;

showcase counters - for storing and displaying sausages, cheeses, meat, smoked fish;

refrigerators - for sausages, cheeses, meat products, eggs;

refrigerators - for beer, chilled drinks;

closed cabinets-grill - for cooking chicken;

cabinet with taps - for draft wine;

racks - one-sided, which are located near the walls, and middle shelves on both sides, which are located in the middle of the trading floor - are used to store and display those groups of goods that do not require special storage conditions, for example, for tea / coffee, cereals, sweets, canned food, alcohol, household goods.

There are also: cash registers, electronic scales (in the sausage department and at the box office), air conditioners, an ATM.

Conclusion. This equipment and inventory at the enterprise are used correctly and for their intended purpose. It can be concluded that the supermarket is well equipped with equipment, because the area of ​​the trading floor is small, but there are quite a lot of devices for storing and displaying goods.

Familiarization with the workplace of the seller

Since the U Most supermarket is a store where the form of sale is self-service, the main workplace of the seller is the cash desk.

The checkout unit consists of a barcode scanner, a device for knocking out checks, a computer, and a monitor. Along with this, the cash desk includes nearby stands with small goods: chewing gum, chocolates, etc.

Also, the seller's workplace is the sausage department. There, the seller packs and weighs fruits, vegetables, sausages, cheeses, and fish. There are three pieces of electronic scales in the department: one is intended only for weighing vegetables and fruits, the second - only for fish and cheeses, the third - only for grilling and sausages. There are also two more pieces of scales in the warehouse (which is also a room for packing products): one for weighing sweets and cookies, and the second for control.

At his workplace in the sausage department, the seller must be careful and clean. Nearby, on the wall, there is even an indication of how, when and by what means to clean it there.

Conclusion. It is the responsibility of the seller to prepare his workplace: check and, if necessary, replace the cash tape at the checkout, make sure that there is no pile of goods at the checkout so that buyers do not accidentally push something; wash knives and chopping boards when handing over a shift. All these conditions are observed by sellers. Otherwise, they are subject to fines established by the administration of the supermarket.

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pocketQUIK workstation © ARQA Technologies, 2009 Software package When connecting to the QUIK server, authorization is performed based on access keys. Files with keys are located in the same folder with the pocketQUIK program. To enter the username and password, a mini-keyboard built into the operating system of the PDA is used. The user password can be saved 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

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Employees who do not have medical contraindications, who have been instructed on labor protection, with an electrical safety group of at least I are allowed to work with a personal computer. Women from the time of pregnancy and during lactation to perform all types of work related to the use of a personal computer not allowed. When working with a personal computer, workers may be adversely affected by the following hazardous and harmful production factors: 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. Increased level of ionizing radiation, increased level of static electricity, increased electrostatic field strength. The effect of static electricity on a person does not pose a mortal danger, since the current strength is not high. A person feels a spark discharge of static electricity as a shock or cramp. An electrostatic field is formed at the screen of the video terminal monitor, which in the working area may be higher than the permissible level. Prolonged stay in an electric field exceeding the maximum permissible level will adversely affect the health of the worker, his psychophysiological state. These unfavorable factors violate 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 normally without voltage and due to damage to the insulation that are 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, the monotony of actions performed while working 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 exclude the impact of harmful production factors during work, it is necessary to observe the regime of work and rest, to carry out industrial gymnastics, and fortification of the body.

Mental overstrain, emotional overload, monotony of work, overstrain of visual and auditory analyzers. The impact of these adverse factors leads to a decrease in performance 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 dangerous and harmful production factors may also affect workers. The organization of a workplace with a personal computer should take into account the requirements of safety, 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 accommodate the monitor (display), keyboard, other equipment and documents used, and a low reflective surface. The keyboard is placed on the table surface in such a way 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 level of the worker's eyes, preferably perpendicular to the worker's normal line of sight (normal line of sight -15 degrees, down from the horizontal). To exclude the impact of elevated levels of electromagnetic radiation, the distance between the monitor screen and the worker should be at least 500 mm (optimum 600-700 mm). Used movable document stands (must stand) are placed in the same plane and at the same height with the screen. The working chair (armchair) must be stable, the seat must be adjustable in height, and the seat back - in height, tilt angles, as well as 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 a secure fit. To ensure optimal microclimate parameters, regular airing and daily wet cleaning of the premises are carried out during the working day, air humidifiers are used. When working with a personal computer, taking into account the hazardous and harmful production factors affecting them, they are provided with personal protective equipment in accordance with standard industry standards for the relevant professions and positions. When working with a personal computer, employees are required 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 fire, be able to use primary fire extinguishing equipment , smoke only in specially designated smoking areas, know the methods of providing first aid in case of accidents at work (Instruction No. 65 "First medical aid to victims at work"); Report equipment malfunctions and other comments on working with a personal computer to the immediate supervisor or persons involved in equipment maintenance. Install the system unit in closed volumes of furniture, directly on the floor, use sockets, extension cords that are not equipped with a grounding contact (bus) to connect a personal computer.

Before starting work with a personal computer, an employee must ventilate the workroom, check the stability of the equipment on the desktop, the absence of visible damage to the equipment, floppy disks in the drive of the system unit, the serviceability and integrity of the supply and connecting cables, connectors and plug connections, protective grounding, the serviceability of furniture, adjust the position of the table, chair (armchair), footrest, keyboard, monitor screen; lighting 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, the employee is obliged to comply with the labor protection requirements established by this instruction, keep his workplace in order and clean, keep the ventilation openings of the equipment open, and maintain the optimal distance from the monitor screen to the eyes. Screen work should be periodically interrupted for scheduled breaks, which are established to ensure performance and health, or replaced by 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 of labor activity in accordance with Appendix 1 to 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 labor activity, the total duration of regulated breaks is increased by 60 minutes. The duration of continuous work with a personal computer without a regulated break should not exceed 2 hours.

Do not leave equipment switched on unattended. If it is necessary to stop work 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 to: when the power is on, touch panels with equipment connectors, connectors for power and connecting cables, the monitor screen, clutter up the top panels of the equipment, the workplace with papers, foreign objects, switch, turn off the power during the execution of an active task, allow moisture to get on the surface of the equipment, turn on very cold equipment, perform an autopsy, wipe dust on the turned on equipment, allow unauthorized persons to be near the equipment.

In the event of damage to equipment, cables, wires, grounding failure, burning smell, 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 who maintains the equipment in the event of a malfunction of the computer equipment or software ensure that a specialist of the organization that maintains this equipment is called to troubleshoot, in the event of a fire in electrical wiring, equipment and similar incidents, turn off the power supply and take measures to extinguish the fire using the available primary fire extinguishing equipment, report the incident to the immediate supervisor. The use of water and foam fire extinguishers to extinguish live electrical equipment is unacceptable. For these purposes, carbon dioxide fire extinguishers are used.