Job description: registration according to GOST (sample). General recommendations for the development of job descriptions Instructions for the design of job descriptions

Details ACCEPTED At the pedagogical council of MBDOU "Primorsky kindergarten" Protocol No. from "" 20 year APPROVED: Head of the Primorsky kindergarten MDOU Morgul N.N. "" 20 year REGULATIONS on the procedure for the development of job descriptions 1. General provisions 1.1. Job description is an organizational and legal document that defines the main functions, duties, rights and responsibilities of an employee of a preschool educational institution in carrying out activities in a certain position. 1.2. Job descriptions for preschool educational institutions are developed by the head. Job descriptions should be specific and actually describe the jobs. 1.3. Job descriptions are revised in a unified manner in accordance with changes in the structure and staffing of the preschool educational institution. 1.4.

Methodological development on the topic: office work in dhow

Attention

Contains a stamp of agreement, in its top line the word AGREED is written without quotes and in capital letters. The positions of the persons with whom the document is agreed are indicated below, and a place is left for placing their signatures, transcripts and dates of signing. 7 The inscription "I have read the instructions" is placed. This field must also contain the surname, initials of the employee holding this position, his signature and the date of familiarization The presence of all the details indicated in the table and their correct location will allow the job description to be legally enforced after it is put into effect by order of the head of the enterprise ...

The job description template is shown below. Download template Read also:

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Name of organization APPROVED Head of organization OFFICIAL INSTRUCTIONS personal decoding name signature signature "" 20 positions date № date number STRUCTURE OF THE TEXT 1. General provisions. 2. Job responsibilities. 3. Rights. 4. Responsibility. 5. Relationships, connections by position.
Name of the position of the head of the structural unit Personal signature Explanation of the signature of the subdivision Visas for coordination with interested officials (if necessary) The instructions are read: Personal signatures Explanation of signatures Dates To the case No. Personal signature Date Example of the job description of a junior educator of a preschool educational institution with "Romashka" garden "Romashka" OFFICIAL INSTRUCTIONS January 12, 2012 Junior educator 12.01.2012 No. 7 1. General provisions 1.1.

Info

Head of department Head of legal service of the Central Bank of the UO 01/12/2012 Read the instructions: 01/12/2012 In case No. 48 01/12/2012 Bibliographic list 1. GOST R 6.30-2003. Unified documentation systems. System of organizational and administrative documentation.

Requirements for paperwork. - Introduction. 2003-07-01. - M.: Publishing house of standards, 2003. 2. Andreeva, V.I. Office work practice: organization and maintenance: study guide. allowance / V.I. Andreeva. - M .: KNORUS, 2006 .-- 272 p. 3. Koshkareva, N.V.
Documenting management activities: Methodological guidelines for the implementation of tests for students of the specialty 080502 "Economics and management at the enterprise (by industry)", 080109 "Accounting, analysis and audit" of all forms of education / N.V. Koshkareva, N.A. Styukhin. - Krasnoyarsk .: SibSTU, 2008 .-- 42 p. 4. Koshkareva, N.V.

Compilation of job descriptions in a preschool institution

In this case, the teacher's assistant can be dismissed in accordance with labor legislation and the law of the Russian Federation "On Education" and dismissal is not a disciplinary measure. 6. Relationships and connections by position Assistant teacher: 6.1. Submits to the head of the preschool educational institution, the caretaker, and the head nurse.

—

Important

Informs the head of the preschool educational institution and the caretaker about the difficulties encountered in the work. - Performs one-time assignments of the head of the preschool educational institution and the caretaker. 6.2. Together with a medical worker and under the guidance of an educator, he ensures the preservation and strengthening of the health of pupils, the implementation of activities that contribute to their psychophysical development, their compliance with the daily routine. 6.3. Informs the head of the preschool educational institution about all emergencies in the group related to the life and health of children and employees.

Rules for registration of job descriptions

Section IV "Responsibility" indicates the degree of responsibility of the official for non-compliance with the requirements established by the job description, local legal acts and labor legislation of the Russian Federation. The section may include other items that clarify and specify the responsibility of the official. 2.7. An integral part of the job description is an acquaintance sheet, which serves as proof that the employee has read the job description. 3. The order of development, agreement, approval and introduction of job descriptions 3.1.
The job description is developed by the head of the educational institution. 3.2. The job description must be agreed with the chairman of the primary trade union organization of the MDOU. 3.3. The job description is approved by the head of the educational institution 3.4.

Arabic numerals are used for numbering, they are put down in the footer, in the center of the page. The numbering is continuous throughout the document. For numbering sections and subsections, Roman numerals are used. Clauses and sub-clauses of the instruction do not have names and are numbered within the sections in Arabic numerals.
The instruction text is printed on only one side of the sheet. At the same time, the following text boundaries are set: the upper and lower ones are equal to 2 cm, the right one is 1.5 cm, the left one is 3 cm. As a rule, the text uses the Times New Roman Cyr or Arial font in size 14 or 12 pt, respectively. The design of the job description, like any legally significant document, must comply with the requirements of state standards.

How to number job descriptions in mdo

Registration of job descriptions should be carried out in strict accordance with the general procedure for the preparation of regulatory and administrative documents. Compliance with the order of registration of job descriptions will ensure the legal significance of these internal regulations. From the article you will learn:

what are the rules and procedure for registration of job descriptions in 2017;
what recommendations for the design of job descriptions contain GOSTs;
how to make an extract from the job description;
how the requisites are located on the sample of job descriptions.

Rules and procedure for registration of job descriptions in 2017 There is no such concept as “job description” in the legislation, this type of regulatory document is developed at the local level - instructions are valid only within one specific enterprise.
During the absence of the junior educator, his duties are performed by the educator, who bears full responsibility for their proper performance. 2. Functions The following functions are assigned to the junior educator: 2.1. To provide the necessary conditions in the group for the successful implementation of the educational and educational program and help the teacher in working with children. 2.2. Responsible for the cleanliness and timely cleaning of the premises assigned to him. 3. Job responsibilities In order to fulfill the functions of a junior educator assigned to him, he must: 3.1. Carry out, under the guidance of the educator, daily work that ensures the creation of conditions for the implementation of the educational process and the emotional well-being of children. 3.2. Ensure timely cleaning of the entire premises assigned to it, strictly follow sanitary rules. 3.3.
In the text of this section, the rights of the employee are enshrined in making proposals for improving activities related to the performance of his immediate job duties, for the implementation of functions and technologies in the performance of which he participates; be a member of working groups for the preparation and implementation of specific projects and participate in the development of collegial decisions aimed at achieving the main task of structural units or the entire preschool educational institution. 7. Section of the job description "Responsibility" 7.1. Section "Responsibility" provides for securing, first of all, responsibility for violation of current legislation, actions of organizational, administrative and other documents in accordance with the section "General Provisions" of the job description. 7.2.

Question: Is it necessary to number job descriptions and are there requirements for such numbering?

Answer: In our opinion, the job description should be numbered. The legislation does not contain norms governing the rules for numbering, drawing up, content, adopting, changing and canceling job descriptions, so the employer determines them independently.

Rationale: The job description is an internal organizational and administrative document containing a specific list of the employee's job duties, taking into account the specifics of the organization of production, labor and management, as well as his rights and responsibilities.
The Labor Code of the Russian Federation does not contain any mention of job descriptions.
At the same time, the job description is an important document, the content of which specifies the work function of the employee, the range of job duties, the limits of responsibility, and the qualification requirements for the position.
The job description can be an appendix to the employment contract, as well as be approved as an independent document (Letter of Rostrud dated 09.08.2007 N 3042-6-0).
The job descriptions developed by the employer must contain a specific list of job duties of employees, taking into account the specifics of the organization of production, labor and management, their rights and responsibilities.
Since at the legislative level there are no norms governing the rules for the compilation, content, adoption, amendment and cancellation of job descriptions, the employer independently determines their content and numbering.
For example, job descriptions can be numbered in such a way that the job description number will consist of the serial number of the job description in the current year and the date of hiring the employee for the new position.
So, if an employee is hired on a new position on July 11, 2018, the number of his job description will be as follows: N 1 / 07/11/2018 (1 is the ordinal number of the job description in the current year; 07/11/2018 is the date of hiring).
We also draw your attention to the fact that from 01.07.2018 GOST R 7.0.97-2016 "National standard of the Russian Federation. System of standards for information, library and publishing. Organizational and administrative documentation. Requirements for paperwork", put into effect by the Order of Rosstandart from 08.12.2016 N 2004-st "On approval of the national standard of the Russian Federation" (hereinafter - GOST).
In GOST, the registration number is indicated as the details of the document - a digital or alphanumeric identifier of the document, consisting of the serial number of the document, which, at the discretion of the organization, can be supplemented with digital or alphabetic codes (indices) in accordance with the classifiers used (case index according to the nomenclature of cases , correspondent's code, official's code, etc.) (clauses 4, 5.11 GOST).
Therefore, we believe that the job description should be numbered.
In addition, in accordance with GOST, if a document is located on several pages, each of them must be numbered. Page numbers are put down in the middle of the top margin of the document at a distance of at least 10 mm from the top edge of the sheet (clause 3.2 of GOST).

From the article you will learn:

Rules and procedure for registration of job descriptions in 2017

The legislation lacks such a concept as “ job description”, This type of regulatory document is developed at the local level - instructions are valid only within one specific enterprise. But in OKUD - the all-Russian classifier of administrative documentation, they are mentioned among documents belonging to the class of organizational and administrative documents. This class is intended for organizational and regulatory regulation of the enterprise. Thus, the job description is one of the most important normative documents that regulate and regulate the labor function, determined by a specific position.

The registration of the job description, although it is not a mandatory requirement established at the level of the law, as practice shows, is necessary for both the employer and the employee. In the event of conflict situations and labor disputes, both the one and the other can refer to the job description as a normative document.

It can serve as the basis for justifying salary costs if the tax office requires to justify those values \u200b\u200bthat are indicated in the staffing table.

The development and execution of job descriptions in 2017 at the enterprise can be regulated in accordance with those requirements that the employer has the right to establish independently. Such regulations can be approved in the form of instructions or guidelines.

Rules for registration of job descriptions in 2017

As a rule, proper instructions contain the following sections:

General provisions;
Job responsibilities;
Position rights;
Responsibility.

When drawing up the job description, it should be noted that its text should not be too large. If the document is spread over several pages, each of them must be numbered. Arabic numerals are used for numbering, they are put down in the footer, in the center of the page. Continuous numbering throughout the document... For numbering sections and subsections, Roman numerals are used. Clauses and sub-clauses of the instruction do not have names and are numbered within the sections in Arabic numerals.

The instruction text is printed on only one side of the sheet. At the same time, the following text boundaries are set: upper and lower are equal 2 cm, right - 1.5 cm, left - 3 cm... Typically, the text used is Times New Roman Cyr or Arial, 14 or 12 pt, respectively.

The design of the job description, like any legally significant document, must comply with the requirements of state standards. At the same time, since the job description is an internal regulatory and administrative document, it is allowed, for example, to affix approval visas in the lower part of the reverse side on the last sheet. The instruction can also be sighted sheet by sheet.

The only condition is that all acceptable options for the design of this document should be established by internal regulations - methodological instructions or instructions for drawing up.

The order of registration of job descriptions

Typically, development and registration of job descriptions in 2017, initiated by the head of the enterprise, by issuing a corresponding order, which appoints the officials responsible for this.

The draft document must be agreed with the Compliance Department and Legal Department. The normative control will check whether the document is correctly drawn up, whether it meets the requirements of the standards, and lawyers will assess its content for compliance with the provisions of the current labor legislation. If necessary, the document can be agreed with the trade union committee of employees of the enterprise or other representative body of employees.

In some cases, the procedure for issuing job descriptions in an organization may provide for coordination with the management of other structural divisions, in the staffing table of which there is such a position, or with the leadership of the parent organization in charge of the enterprise.

After approval, the job description is approved by the head of the enterprise or by another official appointed by his order. Then the document must be laced, numbered, certified by the seal of the enterprise. The originals of job descriptions are kept, as a rule, in the personnel department. Their storage is regulated by an internal regulatory act that establishes the procedure for conducting office work in the organization.

For familiarization, the employee with whom the employment contract is concluded is given a certified copy of the document. The same copies are kept by the heads of departments, who give them to employees if they need to clarify the performed labor function.

Job descriptions come into effect from the moment of approval, unless otherwise specified in their text. The document does not lose its legal force until the new job description is introduced. After the employee has put a signature certifying the fact of his acquaintance with the instruction, its requirements for him become binding on him.

GOST recommendations for the design of job descriptions

Since at the state level, the design of job descriptions is not regulated by any standards, when developing them, one should be guided by those general requirements that are established by the following GOSTs:

GOST R 7.0.8-2013 “System of standards for information, librarianship and publishing. Office work and archiving. Terms and definitions "(approved by order of the Federal Agency for Technical Regulation and Metrology of October 17, 2013 N 1185-st).
GOST 2.105-95 “Unified system for design documentation. General requirements for text documents ", containing development order requirements and semantic content, including documents with regulatory and administrative purpose;
GOST R 6.30-2003 “Unified documentation systems. Unified system of organizational and administrative documentation. Requirements for paperwork ”, it contains a list of mandatory details.

Note: GOST R 6.30-2003 will be valid until June 30, 2018; instead, GOST R 7.0.97-2016 will be introduced.

We can mention one more document, which, although not a standard, will help formulate the requirements and semantic content of a particular job description. This is the Unified Qualification Handbook, which contains a list of positions of managers, specialists and other employees, approved by the Resolution of the Ministry of Labor of the Russian Federation of July 21, 1998, No. 37.

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Determine what to draw up - instructions or regulations?

How to make an extract from the job description

An extract from the job description may be required, for example, in the case when it will be necessary to provide information at the request of the judicial authority considering the employee's labor dispute with the enterprise.

Extracts, including from job descriptions in 2017, are drawn up in accordance with the requirements of the Decree of the Presidium of the USSR Armed Forces dated 04.08.1983 No. 9779. They must be printed on the letterhead of the enterprise, which already contains such details as its name and reference information about the organization. The extract must be certified with the signature of the head or an authorized official and the seal.

In the textual part of the statement, you must indicate the name of the document, for example: "Extract from the job description" indicating the name of a specific position. In addition, it is necessary to indicate the date of issue of the extract and mention that the original of the requested document is kept at the enterprise.

As a rule, the execution of extracts from job descriptions is regulated by the employer's local normative act - methodological instructions or instructions for office work.

Samples of job descriptions

Below is a sample design job description and shows the location of the details of this document for the general case.

The textual content of the sample fields is presented in the table.

Field number props	The text content of the attribute field
	It is intended to indicate the full name of the company - the developer of the instructions
	Location of the approval stamp. When filling it out, the word APPROVED is written without quotation marks in capital letters. The head of the organization, as a rule, reserves the responsibility for approving such documents or assigns an order to a responsible person to whom such a right transfers. In the same field, the position of the person who approved the document should be indicated, as well as his signature, transcript and date of approval
	The text content of the instruction is placed.

	The signature of the head of the structural unit for which the job description has been developed is placed. This field should also contain the full name of his position, his signature with a decryption and the date of signing the document.
	Contains a stamp of agreement, in its top line the word AGREED is written without quotes and in capital letters. The positions of the persons with whom the document is agreed are indicated below, and a place is left for placing their signatures, transcripts and dates of signing.
	The inscription "I have read the instructions" is placed. This field must also contain the surname, initials of the employee holding this position, his signature and the date of acquaintance

The presence of all the details indicated in the table and their correct location will make it possible to give the job description legal force after it is put into effect by order of the head of the enterprise.

The job description template is shown below.

The job description is one of the local regulations adopted by the employer. According to Article 8 of the Labor Code of the Russian Federation, employers, with the exception of employers who are individuals who are not individual entrepreneurs, can adopt local regulations containing labor law norms, within their competence, in accordance with labor laws and other normative legal acts containing labor law norms, collective agreements, agreements.

Therefore, almost all employers, with the exception of employers - individuals who are not individual entrepreneurs, can introduce job descriptions to regulate labor relations, as well as independently establish the procedure for their development, coordination and approval.

At the same time, the norms of local regulatory acts should not worsen the position of employees in comparison with the established labor legislation and other regulatory legal acts containing labor law norms, collective bargaining agreements, and agreements.

We propose one of the approaches to the development of job descriptions. Therefore, in practice, specific employers can develop job descriptions based on the proposed recommendations.

Job descriptions can be developed both at the design stage of an organization, business, and in an already functioning business with established labor relations. The first requires a method of careful modeling of the work processes of performers. The second is a deep analysis of existing labor relations with a particular employer. In any case, the procedure for developing job descriptions assumes a generally accepted algorithm of actions.

The process of developing job descriptions can be represented in the form of successive stages:

1. Preparatory stage;

2. Development of a draft job description;

3. Coordination of the draft job description;

4. Approval of the job description.

The immediate development of job descriptions in each specific case should be preceded by a certain preparatory work. At the first stage of the development of job descriptions, it is necessary to study in detail all the regulatory and legal documents governing the procedure for the activities of officials and the rules for the development and storage of organizational and legal documents. And also the employer, within the framework of local rule-making, must determine the procedure for the development, coordination and approval of job descriptions, for which it is necessary to approve the Regulation on job description. More on this later.

The development of job descriptions is preceded by the study of all regulatory documents governing the procedure for the activities of officials and the rules for the development and storage of these organizational and legal documents.

We list the main regulatory legal acts, taking into account which the job description should be developed:

1. Federal level:

· Constitution of the Russian Federation;

· Labor Code of the Russian Federation;

· “Unified documentation system. Unified system of organizational and administrative documentation. Requirements for paperwork. GOST R 6.30-2003 "(approved by the Decree of the State Standard of the Russian Federation of March 3, 2003 No. 65-st" On the adoption and implementation of the state standard of the Russian Federation ");

· Typical instructions for office work in federal executive bodies (approved by the Order of the Ministry of Culture of the Russian Federation of November 8, 2005 No. 536 "On model instructions for office work in federal executive bodies");

· "The list of typical management documents generated in the activities of organizations, indicating their storage time" (approved by Rosarkhiv on October 6, 2000);

· "All-Russian classifier of workers' professions, office positions and wage categories OK-016-94 (OKPDTR)", adopted and put into effect by the Resolution of the State Standard of the Russian Federation of December 26, 1994, No. 367);

· "All-Russian classifier of occupations OK 010-93" (approved by the Resolution of the State Standard of the Russian Federation of December 30, 1993 No. 298);

· "Qualification reference book of positions of managers, specialists and other employees" (approved by the Decree of the Ministry of Labor of the Russian Federation of August 21, 1998 No. 37);

· Decree of the Ministry of Labor of the Russian Federation of February 9, 2004 No. 9 "On approval of the procedure for the application of the Unified qualification reference book of positions of managers, specialists and employees";

· Issues of the Unified Tariff and Qualification Reference Book of Work and Occupations of Workers (ETKS) for various sectors of the economy, approved by the Ministry of Labor of the Russian Federation;

· Decree of the Government of the Russian Federation of October 31, 2002 No. 787 "On the procedure for approving the Unified Tariff and Qualification Reference Book of Work and Professions of Workers, the Unified Qualification Reference Book of the Positions of Managers, Specialists and Employees";

· Qualification requirements for employees and the nomenclature of specialties approved by the Ministry of Health and Social Development of the Russian Federation in the area within the competence of the Ministry.

2. Regulatory legal acts of the constituent entities of the Russian Federation.

3. Normative legal acts of local self-government bodies (for example, the Decision of the Omsk City Council dated April 23, 1997 No. 324 "On approval of the Regulations on the procedure for the appointment and dismissal of heads of municipal unitary enterprises and institutions" indicates the obligation of heads of municipal unitary enterprises and institutions to approve the job description for the employee with whom he entered into an employment contract).

4. Local level (local regulatory legal acts of the employer):

· Internal labor regulations;

· Collective agreement (Regulations on personnel and others);

· Staffing;

· Regulations on the structural unit;

· Orders on the delineation of powers between the leaders of the organization;

· Position on job description.

I would like to note that the basis for the development of the content of job descriptions is the qualification characteristics (requirements) for the positions of employees and for the professions of workers, which are approved by the Ministry of Labor of the Russian Federation. These documents list the main elements that should be in the instructions: the name of the position, specialty, profession of the employee. , requirements for the level of his knowledge, an approximate list of responsibilities.

Qualification characteristics are contained in the following regulatory documents:

1. "Qualification directory of positions of managers, specialists and other employees", approved by the Decree of the Ministry of Labor of the Russian Federation of August 21, 1998 No. 37 "On approval of the qualification guide of positions of managers, specialists and other employees" (hereinafter Resolution No. 37). Qualification characteristics are designed to regulate the content of the functions performed by employees, to promote "the provision of optimal technology of labor activity, rational division of labor, high organization, discipline and order at each workplace, as well as improving the personnel management system." As a regulatory framework, the qualification characteristics of employees' positions are intended for use in enterprises, institutions and organizations of various forms of ownership, organizational and legal forms and sectors of the economy, regardless of their departmental subordination. This handbook contains characteristics of typical positions common to all sectors of the economy. Taking into account the specifics of individual industries, qualification characteristics and requirements inherent in positions and jobs in the relevant sectors of the economy have been developed. These qualification characteristics and requirements are approved by the federal executive authorities and can be used in the certification of employees.

For instance:

· "Qualification characteristics and grades of remuneration for the positions of managers, specialists and employees according to the sectoral tariff scale" (approved by the order of the Ministry of Railways of the Russian Federation of October 18, 1996, No. A-914u);

· “Public catering. Requirements for service personnel. GOST 30524-97 / GOST R 50935-96 "(approved by the Resolution of the Gosstandart of the Russian Federation of August 21, 1996 No. 524);

· “Retail trade. Requirements for service personnel. GOST R 51305-99 "(approved by the Resolution of the State Standard of the Russian Federation No. 244-st of August 11, 1999);

Typical qualification characteristics (requirements) for public positions of the federal public service and positions of employees not classified as public positions, and providing technical support for the activities of military prosecutors, equated to prosecutors of the subjects of the Russian Federation, cities and regions (approved by the Order of the Prosecutor General's Office of the Russian Federation of February 21, 2001 year No. 52 "On approval of standard qualification characteristics (requirements) for the positions of civilian personnel of military prosecutor's offices, equated to prosecutor's offices of the constituent entities of the Russian Federation, cities and regions");

Tariff and qualification characteristics (requirements) for the positions of managers, specialists and technical executors who are replaced by civilian personnel of military units, institutions, military educational institutions, enterprises and organizations of the Ministry of Defense of the Russian Federation that are on budgetary funding (approved by the Order of the Minister of Defense of the Russian Federation dated April 19, 1996 No. 150 "On tariff and qualification characteristics (requirements) for the positions of leaders, specialists and technical executors, substituted civilian personnel of military units, institutions, military educational institutions, enterprises and organizations of the Ministry of Defense of the Russian Federation located on the estimated budget financing ").

In addition, in accordance with clause 5.2.2 of the Regulation on the Ministry of Healthcare and Social Development of the Russian Federation, approved by the Decree of the Government of the Russian Federation dated June 30, 2004 No. 321 "On Approval of the Regulation on the Ministry of Healthcare and Social Development of the Russian Federation", the Ministry of Health and Social development of the Russian Federation can independently accept qualification requirements for employees and the nomenclature of specialties in the area within the competence of the Ministry.

Thus, the Ministry of Health and Social Development of the Russian Federation adopted:

· Qualification requirements for a specialist with secondary medical education in the specialty "Forensic medical examination" (approved by the Order of the Ministry of Health and Social Development of the Russian Federation of July 21, 2006 No. 546 "On approval of qualification requirements for a specialist with secondary medical education in the specialty" forensic medical examination ");

· Qualification characteristics of the position "Producer of television and films" (approved by the Order of the Ministry of Health and Social Development of the Russian Federation of May 31, 2006 No. 434 "On approval of the qualification characteristics of the position" producer of television and films ");

· Qualification characteristics of the position "Organizer of work for operators of the automated process of aluminum production" (approved by Order of the Ministry of Health and Social Development of the Russian Federation dated June 23, 2006 No. 491 "On approval of the qualification characteristics of the position" organizer of work for operators of the automated process of aluminum production ");

· Tariff and qualification characteristics of the professions of workers at nuclear power plants (approved by the Order of the Ministry of Health and Social Development of the Russian Federation dated October 3, 2005 No. 614 "On approval of tariff and qualification characteristics of the professions of workers at nuclear power plants").

Qualification characteristics for each position, in accordance with clause 5 of the "Qualification handbook of positions of managers, specialists and other employees", approved by Resolution No. 37 of August 21, 1998, consist of three sections.

Section 1 - "Job responsibilities" contains the main functions that can be entrusted in whole or in part to an employee holding this position, taking into account the technological homogeneity and interconnectedness of work, allowing to ensure optimal specialization of employees.

Section 2 - "Should Know" contains the basic requirements for an employee in relation to:

Special knowledge;

Knowledge of legislation, regulations, instructions, other guidelines and regulations;

Methods and means that the employee must be able to apply in the performance of job duties.

Section 3 - "Qualification Requirements" defines:

The level of professional training of an employee required to perform the prescribed job duties (The levels of required professional training are given in accordance with the Law of the Russian Federation "On Education");

Work experience requirements.

According to paragraph 4 of Resolution No. 37 in the qualification characteristics, the most characteristic jobs for a particular position are presented, therefore, when developing specific job descriptions, it is allowed to clarify the list of jobs that are characteristic of the corresponding position in specific organizational and technical conditions. It is also allowed to clarify the requirements for the necessary special training of workers. If necessary, the duties included in the description of a certain position can be distributed among several performers.

2. Issues of the Unified Tariff and Qualification Reference Book of Workers and Professions of Workers (ETKS) for various sectors of the economy, approved by the Ministry of Labor of the Russian Federation (for example, Resolution of the Ministry of Labor of the Russian Federation of March 5, 2004 No. 48, section "General professions of food production"; Resolution of the Ministry of Labor of the Russian Federation of July 3, 2002 No. 47 "On approval of the Unified tariff and qualification reference book of jobs and professions of workers, issue 46, section" Sewing production "). They contain tariff and qualification characteristics that are used in the tariffication of work and the assignment of qualification categories to workers in organizations, regardless of their form of ownership and organizational and legal forms. The tariff and qualification characteristic of each profession has two sections:

· The section "Characteristics of work" contains a description of the work that the worker must be able to perform.

· The “Must Know” section contains the basic requirements for a worker in terms of special knowledge, as well as knowledge of regulations, instructions and other guidelines, methods and means that the worker must apply.

At the same time, the qualification characteristics (requirements) for the positions of employees and for the professions of workers, approved by the Ministry of Labor of the Russian Federation, contain only standard job responsibilities for the position, specialty, profession, the clarification of which occurs within the framework of a specific employment contract and (or) job description.

However, the following problem may be hidden here: in practice, there is often an overestimation of qualifications for a candidate for a position, which can be qualified in court as discrimination. For example, in an organization, requirements for higher education and five years of experience are imposed on the position of an ordinary cashier. A candidate for this vacancy can go to court regarding illegal refusal to hire. Therefore, it is more expedient to use the current regulations to write qualification requirements.

Without establishing the obligation to start a job description, the legislator did not give clear instructions on how to draw it up correctly. This local act is adopted directly by the employer within its competence. On the one hand, this expands the scope of the employer's freedom, but on the other hand, there are still some restrictions.

So, one of the terms of the employment contract determined by the parties is the labor function (work according to the position in accordance with the staffing table, profession, specialty indicating qualifications; the specific type of work entrusted to the employee). The names of positions, professions and specialties are set by the employer independently.

However, Article 57 of the Labor Code of the Russian Federation establishes: “If, in accordance with federal laws, the provision of compensation and benefits or the existence of restrictions is associated with the performance of work in certain positions, professions, specialties, then the name of these positions, professions or specialties and qualification requirements for them must correspond to the names and the requirements specified in the qualification reference books approved in the manner prescribed by the Government of the Russian Federation. " And according to article 143 of the Labor Code of the Russian Federation, "the tariffication of work and the assignment of tariff categories to employees are carried out taking into account a single tariff and qualification reference book of jobs and professions of workers, a single qualification reference book of positions of managers, specialists and employees."

This rule is established for an employment contract, but it can equally be applied to other personnel documents - job descriptions, staffing tables, work book.

For example, the Decree of the USSR State Committee for Labor and the Presidium of the All-Union Central Council of Trade Unions of October 25, 1974 No. 298 / P-22 approved the List of industries, workshops, professions and positions with harmful working conditions, work in which gives the right to additional leave, etc. Consequently, the employer is obliged in the employment contracts of all employees (and, accordingly, in the job descriptions) who perform the relevant labor functions, determine the names of professions and positions in accordance with the qualification reference books.

In general, when developing job descriptions to ensure social, pension and other guarantees provided by Russian legislation to employees, the employer should be guided by qualification reference books approved by the Government of the Russian Federation. If there are no such professions and positions in the relevant directories, then the names of professions and positions, as well as qualification requirements for them and a list of direct jobs, types of activities, the employer must indicate in accordance with the regulatory legal act that provides benefits or imposes restrictions.

So, based on the Ruling of the Supreme Court of the Russian Federation dated January 16, 2004 No. 48-G03-13, it is clear that the court, when resolving a dispute over the right to receive social support, provided for by the Decree of the President of the Russian Federation "On urgent measures of social support for specialists of the nuclear weapons complex Russian Federation "dated August 23, 2000 No. 1563 (hereinafter Decree No. 1563), was guided primarily by the provisions of job descriptions, including job characteristics describing the direct activities carried out by employees, and not by the oral arguments of the plaintiffs. Therefore, the employer, when developing job descriptions, including the list of job duties of employees, must proceed from the above-mentioned peremptory norms of the Labor Code of the Russian Federation and take into account the possible negative consequences for their employees in case of their violation.

Note.

Decree No. 1563 approved the List of activities carried out in organizations and military units that are part of the nuclear weapons complex of the Russian Federation, participation in which gives the right to receive the following social support: additional monthly life-long material support is established upon retirement in accordance with the Federal Law dated December 17, 2001 No. 173-FZ "On labor pensions in the Russian Federation" or on an early issued pension in accordance with the Law of the Russian Federation dated April 19, 1991 No. 1032-1 "On employment of the population in the Russian Federation" and subject to termination of labor activities in the organizations of the federal executive body implementing state policy in the development, production and elimination of nuclear charges and nuclear ammunition that are part of the nuclear weapons complex of the Russian Federation, the categories of citizens specified in paragraphs 2, 3, 4 who directly participated in the type x activities provided for by the List (clause 2 of Decree No. 1563).

In most cases, the names of positions, specialties and professions in the labor contracts of employees (and, accordingly, in job descriptions) are indicated at the discretion of the employer (based on local regulations, and not qualification reference books), therefore the employer must independently approve the qualification requirements for these positions, specialties or professions or reflect them in the text of the employment contract or job description.

Thus, for most employers, uniform qualification guides are of a recommendatory nature (except for those positions where benefits or restrictions are provided in accordance with article 57 of the Labor Code of the Russian Federation), since in a rapidly changing market they simply cannot take into account all the variety of positions and professions (for example, receptionist, top manager, sales manager). In the job description, the employer can independently determine the name of the position, specialty, profession or the specific type of work entrusted to the employee, fix various job responsibilities, except for cases when he is obliged to be guided by uniform qualification reference books (Article 57 of the Labor Code of the Russian Federation).

When developing job descriptions, we recommend that you introduce an appropriate provision, which will detail the procedure for developing, agreeing, approving, putting into effect and storing the job description of an employee, and also indicate the persons (structural unit) directly responsible for this development.

The position on the job description is an optional document, but it is better not to neglect this local act. It allows you to streamline the work with instructions, make them unified and clear, outline the procedure for giving them legal force. The position on the job description comes into force after its approval by the head, and from that moment on, all job descriptions must comply with his requirements.

Here is a sample of the Regulation on the job description.

REGULATION ON OFFICIAL INSTRUCTIONS

LTD "__________________________ »

Name of company

1. General Provisions.

2. Requirements for the content of the job description.

3. The procedure for the development, agreement, approval and implementation of the job description.

4. Final provisions.

1. General Provisions

1.1. The job description is the main organizational and legal document that defines the tasks, basic rights, duties and responsibilities of an official (employee) in the implementation of his labor activity in accordance with the position held.

1.2. Job descriptions are developed to achieve the following goals:

1. rational division of labor;

2. increasing the efficiency of managerial work;

3. creation of an organizational and legal basis for the labor activity of employees;

4. regulation of the relationship between the employee and the employer;

5. ensuring objectivity and validity in the certification of an employee, his encouragement and when imposing a disciplinary sanction on him;

6. organization of optimal education, training and professional development of personnel;

7. strengthening labor discipline in the organization;

8. drawing up labor contracts;

9. resolution of labor disputes.

1.3. The job description is developed on the basis of the tasks and functions assigned to a specific employee, in accordance with the staffing table, the Internal Labor Regulations, in compliance with the Constitution of the Russian Federation, the Labor Code of the Russian Federation and other regulatory legal acts.

1.4. The basis for the development of job descriptions is the qualification characteristics (requirements) for the positions of employees and for the professions of workers, which are approved by the Ministry of Labor of the Russian Federation.

1.5. The job description is drawn up for each full-time position of the organization and is announced to the employee against receipt when concluding an employment contract, as well as when moving to another position and when temporarily fulfilling his duties according to the position.

2. Requirements for the content of the job description

2.1. The job description indicates the name of the organization, a specific position, details of the agreement and approval.

2.2. The job description consists of sections:

I. General provisions.

II. Job responsibilities.

III. The rights.

IV. Responsibility.

2.3. Section I "General Provisions" indicate:

1) the title of the position;

2) the requirements for the education and work experience of an official filling this position (qualification requirements);

3) direct subordination (to whom the official is directly subordinate);

4) the procedure for appointment and dismissal from office;

5) the presence and composition of subordinates;

6) the procedure for replacement (who replaces this official during his absence; who is replaced by this official);

7) the possibility of combining positions and functions;

8) the regulatory framework of its activities (fundamental regulatory and organizational-legal documents, on the basis of which the official carries out official (labor) activities and exercises his powers).

The section may include other requirements and provisions that concretize and clarify the status of the official and the conditions for his activities.

2.4. Section II "Rights" contains a list of the rights that an official has within his competence in the performance of the duties assigned to him.

The section reflects the relationship of an official with other structural divisions of the organization and officials on the basis of the official duties and powers assigned to him.

In addition, the section specifies the rights of an official, taking into account the specifics of the duties performed.

2.5. Section III "Job responsibilities" contains a list of the main functions of an official.

In addition, this section specifies the duties of an official assigned to him in accordance with the established practice in this structural unit of the distribution of other duties performed by this unit by decision of the head of the organization.

2.6. Section IV "Responsibility" indicates the degree of responsibility of an official for non-compliance with the requirements established by the job description, local legal acts and labor legislation of the Russian Federation.

The section may include other items that clarify and concretize the responsibility of the official.

2.7. An integral part of the job description is the familiarization sheet, which is maintained in the organization and serves as proof that the employee has read the job description.

3. The procedure for the development, coordination, approval and introduction of job descriptions

3.1. The job description is developed by a specialist in the personnel management service, or by the head of the structural unit, or by a person authorized by the head of the structural unit. Signed by the head of the structural unit or a development specialist.

3.2. The job description must be drawn up in accordance with the Standard Form of Job Description (Appendix No. 1 to this Regulation) with the obligatory observance of the details specified in it.

3.3. The job description must be approved by the legal department (legal advisor) of the organization.
If necessary, it is coordinated with other divisions of the organization and the higher-ranking chief in charge of the corresponding direction of the organization's activities.

3.4 The job description is approved by the head of the organization.

3.5. The job description comes into force from the moment it is approved by the head of the organization and is valid until it is replaced by a new job description developed and approved in accordance with the Regulations.

3.6. The requirements of the job description are mandatory for an employee working in this position, from the moment he is familiarized with the instruction against signature and until he is transferred to another position or dismissal from the organization, which is recorded in the appropriate column of the acquaintance sheet.

3.7. Changes and additions to the current job description are made by issuing an order from the head or by approving the text of the job description as a whole, taking into account the changes and additions made.

4. Final provisions

4.1. The agreed and approved job description is numbered, laced, certified with the seal of the personnel department and stored in the personnel department or the relevant division in accordance with the established procedure. The shelf life of the job description after replacing with a new one is 3 years.
4.2. For current work, a certified copy is removed from the original job description, which is issued to the official working in this position and the head of the relevant department or structural unit.
The employee signs both photocopies. By decision of the head, a certified copy of the job description can be sent, if necessary, to other departments of the organization.

This Regulation comes into force from the moment it is approved by the head of _______________ LLC.

Appendix # 1

to the Regulation on job description

LTD "_________________"

dated "___" ___________ 2006

STANDARD FORM

OFFICIAL INSTRUCTIONS

I. General provisions.

III. Job responsibilities.

IV. Responsibility.

This Instruction was developed by ___________________________________________________

Position, name of the structural unit

signature, full name

AGREED

Head of the legal department

LTD "______________________"

___________ /______________________/

signature, full name

I have read the instructions

___________/__________________/

signature, full name

As we noted earlier, there is no standard for writing job descriptions. However, there are general approaches and rules that are useful to use when developing them.

Based on the practice of organizations, it can be argued that draft job descriptions can be developed by the following persons:

· A specialist of the personnel management service or (personnel department);

· The head of the relevant structural unit;

· The employee himself, together with the immediate supervisor.

It is the employer who decides on his own to assign the responsibility for developing job descriptions to a specific employee or a group of employees.

I would like to note that the leading place in the discussion of the draft job description, in its verification, should be occupied by the heads of structural divisions. Since they are the ones who recruit staff, they evaluate the performance of employees. They are the ones who use this document as the main management tool in working with their subordinates. Therefore, if they actively participate in the creation of instructions, then real problem areas will come to light, and it will become clear how to eliminate them.

The choice of who exactly will develop job descriptions depends on the general methodology for developing job descriptions and the capabilities of a particular organization (employer).

Analysis of the literature on this issue allows us to identify three most common methodological approaches to the development of job descriptions:

1. Analysis and correction of existing personnel documents;

2. Drawing up job descriptions based on the results of a survey (questionnaire) of employees at workplaces;

3. Drawing up job descriptions by a method that comes from the description of business processes.

The first approach is based on the use of a method that involves the collection of documents (both internal and external), and, on the basis of them, an analysis of the overall structure of labor organization for a particular employer and a description of existing subsystems and their functions - from the functions of structural units to the functions of direct executors. In a broad sense, this approach presupposes diagnostics of the existing management structure in order to transform it in accordance with the tasks of current activities and with strategic goals. As a result, it is necessary to correct the existing set of personnel documents, bring the regulations on structural divisions in line with them and develop a package of job descriptions. In this case, both the brainstorming method and the classical method of using the existing industry standard and exemplary job descriptions approved by various departments and tariff and qualification reference books for employee positions and workers' professions approved by the Ministry of Labor of the Russian Federation can be used.

The second approach involves interviewing leading specialists and ordinary employees and provides a lot of useful information for analyzing the existing distribution of functional responsibilities for a particular employer, and finding ways to improve the efficiency of personnel. In addition, the information obtained through the survey of employees can make up for the lack or inaccuracy of information in existing personnel documents, and, thus, complement the first approach.

To develop job descriptions, the questionnaires should be designed so that it is possible to conduct a survey at two levels:

· Interviewing management and leading specialists responsible for functional areas or individual blocks of work (“what functions, in their opinion, are performed by the departments”);

· Survey of ordinary employees of these departments ("what are they really doing").

In addition, the questionnaires can be designed in such a way as to assess the opinion of employees not only about the real, but also the desired distribution of functional responsibilities:

· Polling employees about the real distribution of functional responsibilities ("what functions are actually performed");

· The opinion of employees about the desired distribution of functional responsibilities (“what functions, in their opinion, should be performed”).

The third approach, which comes from the description of business processes, successfully solves the problem of rational distribution of functional responsibilities and the creation of an appropriate package of job descriptions.

A business process is a flow of work from one specialist to another or from one department to another; it is a production and commercial chain. Typically, there is no standard set of business processes. Each employer has its own list, which is determined by the specifics of labor and management.

The analysis of the described business processes gives the most complete and holistic picture of the organization's activities, an understanding of the role of each employee in the overall process, allows you to determine the comparative value of individual employee functions for the implementation of common goals.

If the entire organization of work for a particular employer is described using business processes, the development of job descriptions based on them is greatly simplified. The description of business processes reveals "horizontal" connections between departments and employees and ensures that no work is overlooked, all functions are correctly distributed among the performers. All business operations performed by employees identified as a result of this approach can be successfully used when documenting labor functions, rights and obligations of employees in job descriptions.

However, this method is less common than others, since only a few employers can afford to have a complete description of all economic activities in the form of a system of processes, and even fewer employers can talk about managing business processes. As a rule, a business model is developed that includes only the "key" business processes that most strongly affect competitiveness.

Thus, the three considered methodological approaches to the development of job descriptions, ultimately, represent three models for describing the organization of labor: “according to documents” (“look from above”), “look from below” by interviewing employees and “from processes”. It can be assumed that the combination of these approaches will achieve the greatest effect when developing a draft job description. Each of them, with varying degrees of accuracy, helps to determine what each structural unit does or should do (from a department to a specific employee). In any case, with their help, you can build a hierarchy of all personnel documents, which are based on job descriptions.

After the drafts of job descriptions are developed, it is necessary to perform two more legally significant actions: to coordinate and approve them.

However, before that, the job description must be signed. Who signs and approves the job description? Please note that these are different things. A typical mistake is the following: it is illegal for the same person to commit two different legal actions within the same document. As a general rule: the job description is signed by its developer, and the head approves.

The job description, as a rule, is coordinated with the legal department or legal adviser, as well as with the relevant structural divisions or official, on whose activities the implementation of the provisions of the job description depends.

The lawyer will check the job descriptions for compliance with legislation and labor protection requirements, as well as clarify whether their provisions are consistent with local regulations and employee employment contracts. Then he will put his visa on the job description. It is not worth neglecting the legal examination of the content of these documents, since even by one or another speech structure, a lawyer can determine the prospects for a possible labor dispute (in more detail the legal aspect of drawing up job descriptions was discussed in section 1.2. Of this book).

The final stage in the creation of job descriptions is their approval. The employer or the head of the organization (or a person authorized by the head to perform these actions) puts his signature and date on the stamp: "I approve." The job description comes into force from the moment of its approval and is valid until it is replaced by a new job description. The approval of the job description of the head of the organization is carried out by the management body of the organization (owner). The head of the structural unit approves the job description if it is within the scope of his authority, established by the job description and (or) the employment contract.

Moreover, the head of the organization (employer) approves the job descriptions alone. Labor legislation does not provide for taking into account the opinion of the representative body of employees in the creation and approval of instructions, which distinguishes this document from other local acts.

Taking into account the dates of approval of job descriptions, as well as changes to them, is an important point in the application of job descriptions. The procedure for office work adopted by a particular employer should provide for a journal ("Journal of registration of job descriptions and changes to them" or "Registration book ..."), which would record information such as the name of the instruction, the date of approval, changes to it, the nature of changes ... The presence of such a magazine, at first glance, may seem superfluous. But since job descriptions are documents regulating the activities of a particular employee, various controversial situations may arise from a legal point of view. And here this information can be invaluable.

They store approved and agreed job descriptions in accordance with the established procedure for office work adopted by a particular employer, as a rule, one copy - in the personnel department, others - in the structural unit and with the employee himself.

According to the "List of typical management documents generated in the activities of organizations, indicating the storage periods", approved by the head of the Federal Archival Service of Russia on October 6, 2000, the regulations, instructions on the rights and obligations of officials (job descriptions) must be stored within the following periods:

a) typical (approximate)

At the place of development and approval are stored permanently;

In other organizations, they are stored for 3 years (after replacement with new ones).

b) individual (personal) files are stored for 75 years as part of personal files.

The structure and content of the job description is currently not regulated in detail by regulatory legal acts, which makes it possible to create it taking into account the specifics of the organization of work for a particular employer.

GOST R 6.30-2003, approved by the Resolution of the Gosstandart of the Russian Federation dated March 3, 2003 No. 65-st, imposes the following requirements for the language of the job description: “The text of the document is drawn up in the state language of the Russian Federation or in the state languages \u200b\u200bof the constituent entities of the Russian Federation in accordance with the legislation of the Russian Federation and subjects of the Russian Federation ”.

Order of the Ministry of Culture of the Russian Federation of November 8, 2005 No. 536 "On the model instructions for office work in federal executive bodies" prescribes the text of the job description to be stated in the third person, singular or plural. In the text, use the words: “must”, “should”, “necessary”, “prohibited”, “not allowed”.

Ibid in clause 2.7.2.3. it is argued that "the ascertaining part of the job description is the section" General Provisions ", which indicates the grounds for development, the main purpose of the normative act and the scope of its distribution, responsibility for violation of established rules and technologies."

The main text of the instruction can be divided into chapters, paragraphs and sub-paragraphs. Chapters should have titles. Chapters are numbered in Roman numerals. Clauses and subclauses are numbered in Arabic numerals.

As a general rule, the main part of the job description must necessarily have the following sections:

I. general provisions;

II. job responsibilities;

III. the rights;

IV. responsibility.

These are the main sections of the job description, the minimum without which there is no this document.

Such a conclusion can be made based on the analysis of the current industry-specific and approved by various departments of standard and exemplary job descriptions (for example, "Model job description of a trolleybus driver", approved by the Order of the Ministry of Transport of Russia dated October 8, 2003 No.AK-25-r; "Approximate job description of the head of the department of documentation support of the customs authority ", approved by the Order of the Federal Customs Service of the Russian Federation dated October 18, 2004 No. 160).

If necessary, additional sections can be added to the document, for example:

· Criteria for assessing the quality of work;

· Certification procedure;

· Working hours (if an employee is established a special or individual work schedule or is given the right to independently organize and plan his working day);

· Relationships. Relationships by position;

· The procedure for approving and changing the job description.

Let's consider the content of the main sections of the job description in more detail.

Section I "General Provisions" should contain the following items:

1) Job title.

The exact title of the position should be indicated in accordance with the staffing table and indicating the category of the employee.

To ensure social, pension and other guarantees of employees in the cases specified in Article 57 of the Labor Code of the Russian Federation, there is a direct obligation of the employer to indicate the names of positions in accordance with qualification reference books, which in turn contain the names of positions in accordance with the "All-Russian Classifier of Workers' Professions, Employee Positions and tariff categories OK-016-94 (OKPDTR) ".

As indicated by the "Qualification handbook of positions of managers, specialists and other employees" in labor law, the classification of employees into three categories is adopted: managers, specialists and other employees (technical executors). The assignment to one category or another is carried out depending on the nature of the predominantly performed work that makes up the content of the employee's labor (organizational - administrative, analytical - constructive, information - technical).

The titles of executive positions can be as follows:

· Director; general director (chairman);

· The leader;

· Chief;

· manager;

· Manager;

Manager

They can also be derived from the names of specialists:

· Chief physician;

· Chief Accountant;

· Chief Engineer.

Job titles corresponding to the "Specialists" category may be as follows:

· Administrator;

· Programmer;

· Inspector;

· accountant;

· Legal adviser.

This group includes persons with special knowledge, skills, work experience who have received a specialty in higher or secondary education, confirmed by the assignment of qualifications to a person.

The group "Other employees" (technical executors) is formed by employees who perform regulated and methodically worked out, periodically repetitive work related to the activities of the relevant structural unit, under the supervision of their immediate supervisor. As a rule, the requirements for their qualifications are reduced to primary vocational education or secondary (complete) general education and special knowledge according to the established program without any requirements for work experience.

Job titles corresponding to the "Other employees" category may be as follows:

· Laboratory assistant;

· Secretary;

· Freight forwarder;

· Clerk.

With regard to job titles, it should also be added that employers can designate the names of managers and specialists as derivatives of the main job. For instance:

· Deputy Head;

· Leading;

· Older;

The job responsibilities of derived positions, the requirements for their knowledge and qualifications are determined on the basis of the characteristics of the respective basic positions contained in the Qualification Handbook.

Finally, the question of the distribution of job responsibilities of deputy heads of enterprises, institutions and organizations is decided on the basis of internal organizational and administrative documents.

Vice (from the Latin Vice) - instead of, like. As a rule, the use of job titles with a particle of vice is typical for large corporations (vice president of a holding) and for government bodies (vice mayor, vice prime minister). Part of the vice has the task of identifying the "second" person in the organization, who is the immediate deputy, the assistant to the head for all (individual) elements of management and can temporarily take the place of the head during his absence or illness.

Clause 7 of the Qualification Handbook in the case of the names "leading" and "senior" provides the following:

“The use of the official title“ senior ”is possible on condition that the employee, along with the performance of the duties provided for by the position held, manages the performers subordinate to him. The position of "senior" can be established as an exception and in the absence of performers in the direct subordination of the employee, if he is entrusted with the functions of managing an independent section of work. For positions of specialists for which qualification categories are provided, the official title “senior” is not applied. In these cases, the functions of managing subordinate performers are assigned to a specialist of the 1st qualification category.

The duties of the “leading” are established on the basis of the characteristics of the respective positions of specialists. In addition, they are entrusted with the functions of a manager and a responsible executor of work in one of the areas of activity of an enterprise, institution, organization or their structural divisions, or responsibilities for coordination and methodological guidance of groups of executors created in departments (bureaus), taking into account the rational division of labor in specific organizational -technical conditions. Requirements for the required length of service are increased by 2 - 3 years in comparison with those provided for specialists of the 1st qualification category. Job responsibilities, knowledge requirements and qualifications of deputy heads of structural units are determined on the basis of the characteristics of the respective positions of managers. "

In connection with the formation and development of market economic relations in our country, the Qualification Handbook has been supplemented with new qualifications for the positions of employees, for example, auditor, auctioneer, broker, dealer, manager, appraiser, marketing specialist and others.

Special attention is required to characterize the position of a manager - a professional manager. Managers can carry out qualified management:

The activities of the entire organization (top echelon),

Its structural divisions (middle level) or

· To ensure the implementation of certain activities in the field of business (grassroots level).

The criterion for delineating the level of management is the scale, limit of authority, responsibility, and the degree of detail of the functions performed.

All managers - directors of enterprises, institutions and organizations and other line managers - heads of shops and other structural divisions, as well as functional departments can be considered managers of the highest and middle level.

Managers of the relevant profile carry out the following main functions: marketing, human resources management, logistics, advertising and information services, etc.

If necessary, based on the basic job characteristics of a manager given in the Qualification Handbook, qualification characteristics or job descriptions for managers of other specific names can be developed, provided that the functional focus and content of their activities correspond to the manager's position.

2) Qualification requirements.

First of all, the requirements for education and work experience are indicated. If necessary, the availability of certificates, certificates confirming the presence of any special skills is negotiated.

This clause is developed on the basis of the provisions of the section "Requirements for qualifications by grades of payment" of the Qualification handbook of positions of managers, specialists and other employees . However, persons who do not have special training or work experience established in the qualification requirements, but who have sufficient practical experience and perform the job duties assigned to them with high quality and in full, on the recommendation of the certification commission, as an exception, may be appointed to the relevant positions. as well as persons with special training and work experience (clause 10 of the Decree of the Ministry of Labor and Social Development of the Russian Federation of August 21, 1998 No. 37).

Note.

The job description may include other requirements in accordance with federal laws, for example, the availability of citizenship of the Russian Federation for civil servants. At the same time, restrictions and advantages related to gender, race, nationality, language, social and official status, age, place of residence, political convictions and other social characteristics of a person that have nothing to do with the employee's labor qualities, which qualify as discrimination in the world of work, are unacceptable. (Articles 3, 64 of the Labor Code of the Russian Federation).

3) Direct subordination.

It is indicated to whom this employee is directly subordinate.

Sometimes there is a special section “Relationships. Relationships by position ”, which lists the circle of officials with whom the employee enters into official relations and exchanges information, specifies the terms of receipt and provision of information, determines the procedure for signing, agreeing and approving documents.

4) The presence and composition of subordinates (for managers).

This item can be included in the section "Job responsibilities".

5) Procedure for appointment and dismissal.

6) Substitution orderby position.

It is indicated who replaces this official during his absence; and also who is the official substituted. A scheme of interchangeability or redistribution of responsibilities can be fixed, including the procedure for receiving and transferring money by financially responsible persons.

7) Fundamental regulatory and organizational legal documents,which the employee should be guided by in his activities.

Usually, the list of standards indicates the current legislation, documents of the governing bodies of the organization (enterprise), the current regulatory and technological documents, the rules of the internal labor schedule, the regulation on the structural unit and the specific approved job description, whose oral and written orders the employee fulfills (in addition to the orders of the immediate manager or in his absence).

This clause is developed on the basis of the "must know" section of the Qualification Handbook of the positions of managers, specialists and other employees.

The section may include other requirements and provisions that concretize and clarify the status of the official and the conditions for his activities. For example, is the employee a member of any collegial body by position (for managers, it is especially important to secure their membership in certification, qualification, budget, personnel, etc. commissions, and for ordinary employees - the possibility of their inclusion in the commissions for acceptance - transfer cases, inventory, property write-off and others).

Section II "Job responsibilities" contains a list of specific tasks, works, operations assigned to the employee. Sometimes one more section "Functions" is distinguished, which lists the main directions of the employee's activity, taking into account the tasks and functions of the structural unit.

The form of participation of the employee in the management process is indicated: directs, approves, provides, coordinates, controls, represents, supervises, performs, and so on. This section of the job description is developed on the basis of the "job responsibilities" section of the Qualification Handbook of the positions of managers, specialists and other employees.

For the convenience of presenting job responsibilities, the text of this section can be divided into two groups:

· The employee performs independently: ...

· The employee participates in ... or (performs jointly): ...

If necessary, the section on job, functional duties can be supplemented with universal formulations of the general labor duties of any employee, enshrined in part 2 of article 21 of the Labor Code of the Russian Federation.

This is the main section of the job description, all other sections follow from the employee's responsibilities.

Section III "Rights" contains a list of the rights that an employee has within his competence to perform the job functions and duties assigned to him.

The "Rights" section may contain the following items:

· the employee's right to make independent decisions (a list of issues that he has the right to solve independently);

· the right to receive information, including confidential information, which is necessary for an employee to carry out his duties;

· control rights (enumeration of issues and actions, the execution of which the employee has the right to control, performing his functional duties or on behalf of the head);

· the right to give orders, instructions and control their execution (the right to demand the performance of certain actions from subordinates);

· the right to endorse, coordinate, sign and approve documents of specific types.

In this section, it is also possible to secure the right of the employee to make proposals for improving activities related to the performance of his immediate job duties, to improve the implementation of functions and technologies in the performance of which he is involved, and so on.

If necessary, in the text of the section, you can add universal rights common to all employees, enshrined in part 1 of article 21 of the Labor Code of the Russian Federation.

Section IV "Liability" indicate the extent of the employee's responsibility for non-compliance with the requirements established by the job description, local legal acts and labor legislation of the Russian Federation.

The section may include other clauses that clarify and concretize the employee's responsibility for both non-performance and improper performance of specific job duties. In the job description, you can list the groups of possible offenses that are typical for a particular type of activity.

For example, responsibility is established for violation of the requirements of organizational, legal and regulatory documents established in the section "General provisions" of the job description and which the employee should be guided by in his activities. Thus, the chief accountant must be guided by the Law of the Russian Federation "On Accounting", the Tax Code of the Russian Federation and other documents, which provide for responsibility for specific violations and failure to fulfill their duties by the chief accountant.

In necessary cases, the text of the job description specifies the provisions on the employee's material liability by position.

When composing the text of this section, it is necessary to remember that the number of the formulated clauses in it should not exceed the number of clauses in the previous section "Rights", and an approximately equal ratio of the volumes of the granted rights and responsibilities is considered optimal.

When developing a job description, as a rule, the main attention is paid to its content, which is, of course, important. However, we must not forget that the text becomes a document only after giving it legal force, that is, it must have the appropriate form with all the necessary details, correctly entered.

Note.

« Legal force of a document: a property of an official document communicated to it by the current legislation, the competence of the issuing authority and the established procedure for registration"(Clause 25 of Article 2.1. GOST R 51141-98" Office work and archival business. Terms and definitions ", approved by the Resolution of the State Standard of the Russian Federation of February 27, 1998 No. 28). In management activities, the legal force of documents is very important, it confirms that documents can serve as genuine proof of the information contained in them.

The job description in accordance with the "All-Russian Classifier of Management Documentation" OK 011-93, approved by the Resolution of the State Standard of the Russian Federation of December 30, 1993 No. 299, refers to the organizational and administrative documents of the organization. Requirements for the form of organizational and administrative documents are set out in the Resolution of the Gosstandart of the Russian Federation of March 3, 2003 No. 65-st "On the adoption and implementation of the state standard of the Russian Federation" together with the "Unified documentation system. Unified system of organizational and administrative documentation. Requirements for paperwork ", GOST R 6.30-2003 (hereinafter - GOST R 6.30-2003), entered into force on July 1, 2003. This GOST R 6.30-2003 establishes three groups of requirements:

· The composition of the requisites of documents;

· Requirements for registration of details of documents;

· Requirements for blank documents, including blank documents with reproduction of the State Emblem of the Russian Federation.

When drawing up the final version of the job description, it is necessary to take into account that the mandatory requisites of the job description include:

1. name of the organization;

2. name of the document;

3. date and number of the document;

4. title to the text (job title);

5. stamp of approval;

6. signature of the developer of the document;

7. neck of agreement;

8. mark about familiarization of the employee with the document.

The first four of the listed details should be located at the top of the job description before its text. Immediately after the text is the developer's signature, followed by the approval visa. Both the signature and the visas are placed on the job description prior to its approval. The mark about the employee's familiarization with the document completes the procedure for drawing up the job description.

Let's take a closer look at some of the requirements for the design of job description details.

1. Name of company.

Note.

An organization is a legal entity that owns, economically or operatively manages, a separate property and is responsible for its obligations with this property, can, on its own behalf, acquire and exercise property and personal non-property rights, bear obligations, be a plaintiff and a defendant in court, and must have an independent balance sheet or estimate and is registered with the state bodies of justice in accordance with the established procedure (Articles 48, 51 of the Civil Code of the Russian Federation).

Above the name of the organization indicate the abbreviated name, and in its absence - the full name of the parent organization (if any).

The names of organizations of the constituent entities of the Russian Federation, which, along with the state language of the Russian Federation (Russian), the state language of the constituent entities of the Russian Federation, are printed in two languages.

The name of the organization in the state language of the subject of the Russian Federation or in another language is located below or to the right of the name in the state language of the Russian Federation.

The abbreviated name of the organization is given in cases where it is enshrined in the constituent documents of the organization. The abbreviated name (in brackets) is placed below the full name or after it.

The name of the branch, territorial department, representative office is indicated in the event that it is the author of the document, and is located below the name of the organization.

Note.

« A representative office is a legal entity located outside its location, which represents the interests of the legal entity and protects them."(Part 1, Article 55 of the Civil Code of the Russian Federation).

« A branch is a separate subdivision of a legal entity located outside its location and performing all its functions or part of them, including the functions of a representative office"(Part 2, Article 55 of the Civil Code of the Russian Federation).

2. Title of the document.

To give the job description form legal force, in addition to the name of the organization, you must also indicate the name of the organizational and administrative document (job description). The name "job description" is usually written in the upper left corner of the form. Basically, if your aesthetic sense requires the title to be in the center, this won't be a big violation. This will have no effect on the legal effect.

3. Date and number of the document.

The date of the document is the date of its approval. The registration number of the document consists of its serial number, which can be supplemented at the discretion of the organization with the index of the case according to the nomenclature of cases, etc.

Note.

Props " Place of preparation or publication of the document"Indicate in the event that it is difficult to determine it by the requisite" Name of company". The place of compilation or publication is indicated taking into account the accepted administrative-territorial division, it includes only generally accepted abbreviations.

4. Title to text (Job title).

The heading to the text includes a summary of the document. The headline should answer the question: who? For example: Job description of a HR inspector.

Note.

The position determines the content, scope of duties and powers of the employee replacing it - the employee.

Workers, on the other hand, perform work by profession. Profession is the main occupation, labor activity. ("Explanatory Dictionary of the Russian Language", SI Ozhegov together with N.Yu. Shvedova, 1992).

The question often arises: is it necessary to develop job descriptions, for example, for a locksmith, loader, seller, cook and other workers, since the name "job description" directly implies the duties of an employee in the relevant position? Each employer decides this issue independently. In principle, in order to organize the work of a worker, it is enough to indicate the main work in the employment contract according to the qualification characteristic or to formalize this characteristic in the form of an integral annex to the employment contract. However, the job description for workers is convenient in that it can: firstly, supplement, concretize the standard list of jobs defined by the tariff and qualification reference book of workers' jobs and professions; secondly, schedule the subordination of the employee; third, to define the rights and responsibilities of the employee; fourthly, it can include provisions from other instructive documents (for example, for a cleaner - from the technical instructions for the care of complex equipment, from the rules for staying at the facility, etc.).

5. Vulture approval.

When approving a document by an official, the stamp of approval of the document must consist of the word APPROVED (without quotes), the name of the position of the person approving the document, his signature, initials, surname and date of approval.

Example 1.

APPROVED

Director of Pobeda LLC

Personal signature of V.A. Stepanov

the date

The document approval stamp is located in the upper right corner of the document.

6. Signature of the developer of the document.

This requisite includes: the name of the position of the person who signed the document; personal signature; decoding of the signature (initials, surname).

End of the example.

Example 2.

Head of Procurement Department Personal signature A.A. Borisov

7. Neck alignment.

The signature stamp of the document consists of the word AGREED, the position of the person with whom the document is agreed (including the name of the organization), personal signature, decoding of the signature (initials, surname) and the date of agreement.

End of the example.

Example 3.

AGREED

Head of the Legal Department, Pobeda LLC

Personal signature of A.S. Orlov

the date

8. Mark of familiarization of the employee with the document.

After the entry into force of the instruction, it is necessary to familiarize the employee with it and put a mark on familiarization. The procedure for familiarization with job descriptions is not regulated by regulatory documents. You can choose one of the options:

· Journal of acquaintance;

· Information sheet (separate for each employee);

· The signature of the employee on the job description.

The latter option seems to be the most preferable, since it precisely guarantees that the employee is familiar with this particular job description.

This requisite includes: personal signature; transcript of signature (initials, surname) and date. For example, “I have read the instructions”, signature, “Ivanov II”, “01 February 2006”.

Only from this moment the employer has legal, documented grounds to demand from the employee the performance of the duties assigned to him. Since the job description, with which the employee was not familiarized with the signature when hiring, cannot regulate the rights and obligations of the employee.

The job description is drawn up on a common form. The form should be printed on white or light-colored paper. Each sheet of the document must have fields of at least:

20 mm - left;

10 mm - right;

20 mm - top;

20 mm - bottom.

Page numbers are placed in the middle of the top margin of the sheet.

The approved instruction (together with the familiarization sheet, if any) is numbered, hemmed and certified with the seal of the organization or individual entrepreneur. On the back of the last sheet of the instruction, a note is made: "In the job description it is numbered, there are so many sheets attached" (the number of sheets - in words). The person who approved the job description certifies this entry with his signature, puts the decryption of the signature and the date. Finally, a seal is put.

To prevent job descriptions from becoming useless papers, they must be dynamic, promptly reflecting structural, organizational, production and other changes. Therefore, special attention should be paid to their timely updating. This approach makes job descriptions relevant documents, the content of which corresponds to the conditions, tasks and needs of management.

How often should the text of the job description be changed? An extreme is possible in this matter: some personnel workers, showing excessive zeal, update their job descriptions annually. This is not always justified. Changes to job descriptions are necessary, for example, in the following cases:

· When changing official powers and responsibilities;

· When transferring to another position (job) with the same employer;

When assigning to an employee, along with his main job duties, additional work in another or the same profession (position);

· Upon reorganization of a legal entity;

· When changing the staffing table (staff reduction, introduction of a new staffing unit);

· When changing the name of the organization (or making other changes to the constituent documents) or structural unit;

When changing the surname (or initials) of the employee, if the instruction was individual (personal), etc.

Note.

In some cases, individual (personal) job descriptions are used, which are written for a specific employee and contain his surname and initials in the title to the text. It is advisable to do this only as an exception. If the instruction is written for a specific person, and not for a position, then when a new employee arrives, he will not be able to sign on it, this will require making appropriate changes to it or approving a new job description.

The procedure for making changes to job descriptions may differ depending on when they were made: before the employee is hired for the relevant position or after.

In the first case, the procedure for making changes is simplified - no additional registration of the employee's consent is required. You can create a new job description and approve it or make changes to the job description by the corresponding order of the head.

Now let's imagine a different situation when the management wanted to make changes to the job description of an employee already working in this position.

At the same time, the procedure for making changes to job descriptions differs greatly from the nature of the changes being made, namely, whether they relate to the terms of the employment contract determined by the parties or not. More on this.

The labor legislation defines the terms of the employment contract by the parties into mandatory (necessary), that is, conditions without which the employment contract cannot be considered concluded, and additional (optional), the presence of which is determined solely at the discretion of the parties.

According to part 2 of article 57 of the Labor Code of the Russian Federation, the following conditions are mandatory for inclusion in an employment contract:

Ø place of work, and in the case when an employee is hired to work in a branch, representative office or other separate structural unit of an organization located in another locality - the place of work with an indication of the separate structural unit and its location;

Ø labor function (work according to the position in accordance with the staffing table, profession, specialty indicating qualifications; the specific type of work entrusted to the employee);

Ø the date of commencement of work, and in the case when it is concluded, also the period of its validity and the circumstances (reasons) that served as the basis for the conclusion of a fixed-term employment contract in accordance with the Labor Code of the Russian Federation or other federal law;

Ø terms of remuneration (including the size of the wage rate or salary (official salary) of the employee, additional payments, allowances and incentive payments);

Ø working hours and rest hours (if for this employee it differs from the general rules in force for this employer);

Ø compensation for hard work and work with harmful and (or) dangerous working conditions, if the employee is hired in appropriate conditions, indicating the characteristics of the working conditions at the workplace;

Ø conditions that determine, if necessary, the nature of the work (mobile, traveling, on the road, other nature of work);

Ø a condition on compulsory social insurance of an employee in accordance with this Code and other federal laws;

Ø other conditions in cases stipulated by labor legislation and other regulatory legal acts containing labor law norms.

An employment contract may provide for additional conditions that do not worsen the position of the employee in comparison with the established labor legislation and other regulatory legal acts containing labor law, collective agreement, agreements, local regulations. In part 3 of Article 57 of the Labor Code of the Russian Federation, the legislator includes the following conditions as additional:

Ø on clarification of the place of work (indicating the structural unit and its location) and (or) on the workplace;

Ø about the test;

Ø on non-disclosure of secrets protected by law (state, official, commercial and other);

Ø on the employee's obligation to work after training for at least the period established by the contract, if the training was carried out at the expense of the employer;

Ø on the types and conditions of additional insurance for the employee;

Ø on improving the social and living conditions of the employee and his family members;

Ø to clarify, in relation to the working conditions of this employee, the rights and obligations of the employee and the employer, established by labor legislation and other regulatory legal acts containing labor law norms.

This list is not closed and can be supplemented by agreement of the parties.

If the job description was drawn up as an annex to the employment contract, then making changes to it will mean changing the terms of the employment contract determined by the parties.

Changes to the terms of the employment contract determined by the parties must be carried out in the manner prescribed by Article 72 of the Labor Code of the Russian Federation. That is, as a general rule, any conditions of an employment contract can be changed only by agreement of the parties to the employment contract, with the exception of cases provided for by the Labor Code of the Russian Federation.

Accordingly, amending the job description specifying certain conditions of the labor contract determined by the parties must be formalized by an additional document - an agreement concluded between the employee and the employer in writing.

Note!

There is a fairly common mistake: when a position in the job description is changed, the old one is simply deleted and a new entry is made. In no case is strikethrough allowed in the job description; this legally devalues \u200b\u200bthis document.

The legislator understands the change in the terms of the employment contract determined by the parties, including transfer to another job.

According to article 72.1. Of the Labor Code of the Russian Federation, a transfer to another job is a permanent or temporary change in the labor function of an employee and (or) the structural unit in which the employee works (if the structural unit was specified in the employment contract), while continuing to work with the same employer, as well as transfer to work to another area together with the employer.

Transfer to another job with the same employer is allowed only with the written consent of the employee, except for the cases provided for in parts two and three of Article 72.2 of the Labor Code of the Russian Federation. That is, in the presence of emergency circumstances (in the event of a natural or man-made disaster, industrial accident, industrial accident, fire, flood, famine, earthquake, epidemic or epizootic and in any exceptional cases that endanger life or normal living conditions of all population or its part), the transfer does not require the consent of the employee, but can be carried out for up to one month.

Note!

Transfer to another job should be distinguished from the transfer of an employee to another job. According to article 72.1 of the Labor Code of the Russian Federation, it is not considered a transfer to another job and does not require the consent of the employee, moving him from the same employer to another workplace, to another structural unit located in the same area, entrusting him with work on another mechanism or unit, if this is not entails changes in the terms of the employment contract determined by the parties.

The procedure for documenting the employee's written consent to the transfer depends on who is the initiator of the transfer, respectively, it can be an employee's statement or an agreement to change the terms of the employment contract determined by the parties. On the basis of a document reflecting the written consent of the employee, an order (order) is issued on the transfer of the employee, this order is the basis for making changes and additions to the current job description of the employee, the employee must be familiarized with this order against signature. In the case of a permanent transfer, a different procedure is advisable: the publication of a new job description and its approval.

The legislator allows the possibility of changing the terms of the employment contract determined by the parties unilaterally - at the initiative of the employer, but only for reasons related to changes in the organizational or technological working conditions and in the case of prior notification of the employee in writing (Article 74 of the Labor Code of the Russian Federation). At the same time, on the initiative of the employer, it is allowed to change all the terms of the employment contract determined by the parties, except for the change in the employee's labor function (work according to the position in accordance with the staffing table, profession, specialty indicating qualifications; the specific type of work entrusted to the employee).

A change in the organizational or technological working conditions in accordance with clause 21 of the Resolution of the Plenum of the RF Armed Forces No. 2 of March 17, 2004 should be understood as such changes in the organization of labor and organization of production, such as:

Change of technique and introduction of new technology;

Improvement of workplaces based on their certification;

Structural reorganization of production and the like.

Note!

In the event of a labor dispute, the obligation to provide evidence that the change in the terms of the employment contract determined by the parties is caused by a change in the organizational or technological conditions of work lies with the employer.

Therefore, these changes must be documented, for example, in the order to change the organizational and technological working conditions, it is necessary to mention what specific conditions and changes are meant (commissioning of new equipment, automation of accounting based on computer programs, etc.) with reference to supporting documents.

The employer is obliged to notify the employee in writing not later than two months in advance of the upcoming changes in the terms of the employment contract determined by the parties, as well as the reasons that necessitated such changes, unless otherwise provided by the Labor Code of the Russian Federation.

The employee must familiarize himself with this notice or the order (order) of the employer, and confirm this fact with his signature on the document and affixing the date of acquaintance. If the employee refuses to sign for the receipt of a notification (other document) about the upcoming change in the terms of the employment contract determined by the parties, it is necessary to draw up an act of this with the involvement of witnesses.

Based on this notice (another document) issued by the employer, appropriate changes are made to the texts of the employment contract, job descriptions, and other local regulations (staffing table, Regulations on structural divisions, etc.).

An employee who does not agree to continue working in the new conditions, the employer is obliged to offer him in writing another job available to the employer (both a vacant position or a job corresponding to the qualifications of the employee, and a vacant lower position or lower-paid job) that the employee can perform with taking into account his state of health. In this case, the employer is obliged to offer the employee all the vacancies that meet the specified requirements that he has in the area. The employer is obliged to offer vacancies in other localities, if this is provided for by the collective agreement, agreements, labor contract.

In the absence of the specified work or refusal of the employee from the proposed work, the employment contract is terminated in accordance with clause 7 of part one of Article 77 of the Labor Code of the Russian Federation.

Thus, if the job description regulates certain conditions of the labor contract determined by the parties, then its legal status determines two options for the employer to make changes:

1) by agreement of the parties (Article 72 of the Labor Code of the Russian Federation);

2) unilaterally, at the initiative of the employer, but taking into account the rules provided for in article 74 of the Labor Code of the Russian Federation (in this case, the employee's labor function must necessarily remain unchanged).

When solving personnel issues, managers often face the problem of reallocating work responsibilities, replacing a temporarily absent employee, and so on.

In the case of imposing additional work on an employee along with his main job duties in another or the same profession (position), it is necessary to be guided by Article 60.2. Of the Labor Code of the Russian Federation and comply with the requirements of Article 151 of the Labor Code of the Russian Federation on additional payment when combining professions (positions), as well as when expanding service areas, increasing the volume of work or fulfilling the duties of a temporarily absent employee without exemption from work specified in the employment contract. Assigning additional work to an employee is allowed only with the employee's written consent. The period during which the employee will perform additional work, its content and volume are established by the employer also with the written consent of the employee.

The performance of additional work in another or the same profession (position) requires the introduction of appropriate changes, additions to the employment contract and the job description of the employee. On the basis of a document reflecting the employee's written consent to perform additional work in another or the same profession (position), an order (order) is issued to amend and supplement the current job description of the employee, with whom the employee is familiarized with signature. Or a separate document is drawn up - an agreement on amendments to the job description, which is signed by the employee and the employer.

It also happens that an employee has already been hired, and the job description for his position is approved by the employer later. Such a job description is put into effect with respect to this employee only if the employee expresses his consent to this in writing.

Reorganization of a legal entity, changing the name of the employer, making other changes to the constituent documents, or changing the name of a structural unit is also accompanied by the introduction of appropriate changes to local regulations on the basis of the order (instruction) of the employer, as well as to employment contracts, work books and, accordingly, to job descriptions of employees.

Recall that it is also important from a legal point of view to take into account changes in job descriptions. In a special journal (book) for registering job descriptions (see section 2.1.3. Of this book), information on the date of changes to a specific job description and the nature of these changes (the name of the section that has been changed, added or deleted) should be recorded.

After replacing a new one, the previous job description should be stored for three years (clause 35 of the "List of typical management documents generated in the activities of organizations, indicating the storage time", approved by Rosarchiv on October 6, 2000).

For more details on the development algorithm, coordination and approval of job descriptions, requirements for their form and content, you can find in the book of the authors of BKR-INTERCOM-AUDIT CJSC “How to develop job descriptions correctly and quickly. Sample instructions ”.

Don't miss: the main material of the month from the leading specialists of the Ministry of Labor and Rostrud

A complete reference manual of job descriptions for all industries.

How to draw up a job description correctly: design according to GOST, sample 2017

The Labor Code of the Russian Federation or other regulatory legal acts does not contain requirements for the procedure for developing job descriptions: registration according to GOST (sample). However, it should be borne in mind that drawing up such a document is useful not only for the employer, but also for employees. How to arrange

Job description, title page: sample

Download related documents:

The job description, drawn up in accordance with GOST, the sample refers to important regulatory documents that regulate the duties of a certain employee holding a particular position, as well as the requirements for his qualifications, all rights and degree of responsibility.

In Rostrud's letter dated October 31, 2007 No. 4412-6, an important place is given to the design of the job description. The Rostrud specialists indicated the basic requirements for the design and content of such a document, and also emphasized that the job description refers to the most important local regulatory document, which regulates labor relations. Is the organization required to draw up and

A properly executed job description contains all the qualification requirements for the relevant position, as well as a complete list of professional duties, the boundaries of professional responsibility and authority.

Note! Registration of job descriptions in accordance with GOST, a sample of 2017 will allow employers, in the event of labor disputes, to prove the legitimacy of the requirements, as well as to justify the compliance of the expenses incurred for carrying out wages to tax inspectors.

Registration of job descriptions in accordance with GOST and a sample is carried out in the form of a separate document or an annex to the main employment contract. The employer should take into account that when drawing up a document in the form of an attachment to the concluded labor contract, any changes to the instructions can be subsequently made after registration and signing additional agreement to the main employment contract. how if the position is not included in the qualification handbook

What mistakes to avoid when filling out a job description in accordance with GOST

A common mistake of the employer is that the following conditions are specified in the text of the employment contract: "The duties of the specialist are determined by the CI, which is an integral part of the employment contract." In this case, the instruction is either completely absent, or is drawn up in the form of an independent document, which in itself is already a violation. How many CI should have

Therefore, if the concluded employment contract contains a wording with such conditions, the sample of job description provides for:

first of all, the presence of the instruction itself;
secondly, the document is drawn up as a direct attachment to the main labor contract, the instruction must be attached or filed in the TD.

Next, we will consider how to correctly draw up a job description in the form of an independent document, and not an attachment to the TD. It should be borne in mind that such a CI should not be formalized in a formal style. The document, first of all, is developed for the employer and the employee himself, and not for the auditing labor inspectorates, which will not impose a fine on the organization even if there are no job descriptions in it. Can a document securing , called CI

What are the requirements for the job description

Job description sample design in accordance with GOST R 6.30-2003 is only advisory in nature. A unified form of such a document has not been developed, and at the legislative level, filling out the ID is not regulated. Useful article: How to determine required organizations

Each company decides independently how to draw up a job description and fill out a sample. The procedure for drawing up it is rational to prescribe in the internal regulations or documents of the organization. Useful article: How to arrange the execution of work that is not included in

Note! If in the internal regulations, employment contracts, other documents, references are made to the ID, in this case, the procedure for drawing up an official job description in accordance with GOST or according to a free sample becomes mandatory.

A sample job description should be:

laced;
numbered;
provided with end-to-end numbering;
all applications are numbered;
the document is drawn up on A4 sheets;
sections are numbered in Roman numerals;
all paragraphs and subparagraphs are numbered in Arabic numerals;
the names of the sections are typed in capital letters for greater clarity.

It should be taken into account if it is recommended to apply professional standards without fail for a certain position, title page job description, the filling sample contains the relevant information that the document was drawn up taking into account the requirements of professional standards. See sample mark .

The document is approved by order of the General Director or an authorized person who replaces it.

Basic rules for the design of job descriptions for employers

Job description, for the example of registration, the corresponding rules must be observed:

first, the main text part is filled in, in which the labor function for a certain position is determined, for which the ID is compiled;
the document is drawn up taking into account qualification reference books, as well as professional standards. Moreover, the use of reference books and professional standards is mandatory if benefits or compensation are established for a certain position, appropriate restrictions (part 2 of article 57 of the Labor Code of the Russian Federation) or strict requirements for qualifications (part 1 of article 195.3 of the Labor Code of the Russian Federation). In this case, the section on the qualification requirements of the instruction corresponds to the recommendations specified in the reference book or professional standards;
a sample of the correct design of the job description contains structural delineations;
the document describes as accurately as possible the actual labor activity and the functions assigned to the employee, his labor duties;
the job description is drawn up collectively. Its registration should not be entrusted only to an employee of the personnel department. In the development and execution of the document, both the immediate supervisor and higher-level managers must be involved without fail. With this method of registration, the working document will take into account the specifics of each position as accurately and fully as possible and be used as the main tool for regulating labor relations between the parties;
when developing a job description for the rules for filling out and filling out a sample, it is necessary to take into account the goals that the company plans to achieve with the help of the ID. Such goals are classified as general and specific. It is based on the regulation of personnel management issues, the creation of a regulatory framework that helps to resolve complex and controversial issues, to resolve labor conflicts. Job descriptions are traditionally taken into account when carrying out certification, assessment, help to rationally divide work duties.

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