When the manager ceases to cope with the workload, does not have time to control everything, or simply wants to relieve himself of some of his duties, he attracts a deputy to the enterprise. Consider who can become this person and what is included in job description of the Deputy General Manager.

Introduction

It is the leader who decides exactly when to appoint a deputy - he can introduce a position in parallel with the signing of documents on taking office, in the process of work, or create it as a reserve parachute if he wants to leave (the deputy is appointed assistant, delves into all matters and after the dismissal of the general takes his place) . The position itself can also have various names: vice president, deputy, executive director.

Deputy General works in the areas assigned to him

What exactly is the responsibility of this person? It all depends on the specifics of the enterprise, the decision of the head or founders.

Example:the general director and founder of Dal LLC deals exclusively with production issues at the enterprise. The company is successfully growing and developing, and it needs strong legal and economic support. The general director introduces the position of deputy for economic and legal issues, relieving himself of all duties in these areas, exercising only general control over the state of affairs.

At the same time, the deputy has the right to build all the chain he needs for effective work with the permission of the head of the company: create a legal and economic department, hire specialists, regulate their activities, etc. Often the CEO decides to develop strategic plans, search for new directions, capture new markets or determine promising ways, freed for this from the routine and routine. In this case, he can also hire an assistant, transferring all the main tasks to him and limiting himself to general supervision and advising a specialist.

Who should be selected for the position of Deputy General Director? There is no single answer in It all depends on the specifics of the company and what exactly is required of it.. But in general, it is possible to single out a generalized portrait of a person for this position based on requests and vacancies:

1. Male aged 27 to 33 years.
2. Higher technical or economic education.
3. At least 1 year experience in the relevant field.
4. Adequacy, the ability to build a workflow, monitor the execution of their instructions.
5. Independence, leadership skills, responsibility.

Many managers prefer to hire techies because they have well-structured knowledge, they are able to build effective management schemes and approach the process from a practical point of view. Deputies with two educations are popular: technical and legal.

Deputy duties

Before consideringit is necessary to decide what kind of issues he will deal with. There are several areas for this job:

1. First Deputy. In fact, it is the right hand of the manager, deals with most production issues, replaces the boss in his absence, has the right to sign agreements, documents, contracts, etc.
2. Deputy for General Affairs. Usually has less authority than the first deputy, deals with routine and partly personnel.
3. Deputy for Legal Affairs. Serious requirements are put forward for this specialist, because today the efficiency of the entire company depends on the quality of legal support.
4. Deputy for Economic Affairs, Sales, Marketing. Engaged in the promotion of products and is responsible for the profitability of the company.
5. HR deputy, technical manager, etc. They solve tasks tailored specifically for them, they are usually present only at large enterprises where there are departments tailored for specific responsibilities.

The deputy general may eventually become a leader himself

Who recruits the deputy and creates documentary support for him? This is usually done by the CEO or board of the company. The job description is an internal document that plays an administrative and organizational role. It defines the rights and obligations of the deputy and is signed by the head of the company (or his authorized representative).

What is the instruction

As part of the job description of the First Deputy General Director includes the following paragraphs:

1. General provisions (to whom exactly the employee reports).
2. Job responsibilities of a person (what exactly he should do in the company. The more accurately the duties are assigned, the fewer disputes there will be in the process and the less blurred the responsibility).
3. The rights of the person. It lists all the rights that an employee can count on.
4. Employee responsibility. The deputy general is a responsible position, therefore, the document indicates what kind of responsibility the employee bears for his actions or inaction (up to liability).

Let's analyze the above points in more detail.

General provisions

This section usually indicates to whom the employee reports. As a rule, this is the head of the company, but there may be other options (first deputy, owners, etc.). In general, the first paragraph contains general information about the enterprise and position. It is mandatory to write what issues the employee will supervise, what processes are closed to him. It also prescribes the procedure for appointment to and removal from a position (usually this is done by order of the general or in accordance with the company's charter). The general provisions also prescribe who exactly will perform the duties of the DGD in his absence or illness, the requirements for the qualifications of the employee, his knowledge and skills.

The deputy manages either the entire enterprise or the areas entrusted to him

Job Responsibilities

This point is considered the key - its preparation should be approached with all responsibility, having thought through the structure in advance and calling for the help of an experienced lawyer. This usually includes:

1. Solving issues assigned by the leader.
2. Control over the production processes that are in his field of activity.
3. Organization of the work of assigned departments.
4. Coordination of various departments and groups of employees.
5. Monitoring the implementation of plans, compliance with the obligations assumed.
6. Providing supervised departments with everything necessary to prevent downtime.

Deputy rights

Having listed the mainhis rights should also be noted. What they will be depends on the company itself. Roughly speaking, the rights of the ZGD are the list of opportunities that it is endowed with to solve current problems and everyday issues. Be sure to indicate who he has the right to manage, from whom he can demand results, in what area he can make proposals and carry out his activities.The main features include:

1. Distribution of workloads among departments and subordinates.
2. Requiring employees to comply with the rules for working with documents and information.
3. Making suggestions for rewards and punishments for employees / departments.
4. Making suggestions for optimizing the workflow.
5. Drafting of contracts and documents, personnel matters.

Responsibility of DGD

The last paragraph lists what exactly the employee is responsible for. His area of ​​responsibility includes:

1. Efficiency of work of the entrusted directions and departments.
2. Achievement of set goals and indicators.
3. Security of property and information.
4. Inaction or insufficient action, as a result of which damage was caused to the enterprise.

So, it is the deputy who must monitor the implementation of planned values, control the discipline and performance of employees, provide reports to higher authorities or founders, submit declarations to the relevant authorities and organize the work process.

Describe in detail the rights and duties of the Deputy General

In contact with

Closed Joint Stock Company Alfa

Job description No. 224
Deputy Director for Government Relations

Moscow 14.03.2014

1. GENERAL PROVISIONS

1.1. This job description defines duties, rights and responsibilities
Deputy Director for Government Relations.

1.2. The decision on appointment and dismissal is made
CEO on submission liaison director government bodies.

1.3. A person who has Higher professional education, at least two years of experience in managerial positions.

1.4. The Deputy Director for Government Relations is guided in his activities by:

• current regulatory documents on the work performed;
• charter of the organization , local regulations organizations ;
• this job description.

1.5. The Deputy Director for Government Relations should know:

• laws and other regulations related to regulatory issues
  spheres of relations with state bodies;
• media and advertising legislation;
• international and Russian codes of professional and ethical principles in
  areas of relations with government bodies;
• goals, development strategy and business plan of the organization;
• profile, specialization, production technology and structural features
  organizations;
• prospects and directions of development of information technologies and means
  mass communication;
• methods of analysis, planning and forecasting of information processes and
  spheres of mass communications;
• the basics of rhetoric and the technique of public speaking;
• ethics of business communication;
• fundamentals of political science, sociology, psychology, marketing and management;
• fundamentals of labor legislation;
• Labor regulations;
• rules and regulations of labor protection, safety and fire protection.

1.6. Deputy Director for Government Relations reports to Director of Relations with government bodies.

1.7. During the absence of the Deputy Director for Government Relations (vacation, illness, etc.), his duties are performed by a duly appointed person.

2. JOB RESPONSIBILITIES

The Deputy Director for Government Relations is responsible for:

2.1. Manage the formation, implementation and development of the organization's policy in the field of relations with government bodies.

2.2. Determine the main activities of the organization in the field of relations with
state bodies.

2.3. Approve the concept of the external and internal policy of the organization in the field of relations with government bodies.

2.4. Participate in the preparation of comprehensive programs, drawing up promising and
current plans of the organization.

2.5. Arrange:

• interaction with state authorities and public organizations;
• meetings and negotiations with representatives of state organizations.

2.6. Participate in specialized exhibitions and conferences, hold seminars and presentations for representatives of state bodies.

2.7. Monitor the effectiveness of the organization's activities in the field of relations with government bodies. Ensure timely elimination of deficiencies in activities that have a negative impact on the reputation of the organization.

2.8. Ensure that senior management is kept informed and
heads of structural divisions on all issues related to the activities
organizations in the field of relations with government bodies.

2.9. Monitor compliance with Russian legislation and
international principles of professional conduct in the field of relations with
state bodies in the activities of the organization.

2.10. Monitor legislative and policy trends and changes, conduct
consulting, political analysis.

2.11. Promote and protect the interests of the organization in public authorities.

2.12. Manage the structural units that ensure the implementation of the policy
organizations in the field of advertising and relations with government bodies, and coordinate the work of these departments.

3. RIGHTS

The Deputy Director for Government Relations has the right to:

3.1. Get familiar with design solutions guides relating to his activities.

3.2. Make proposals for improving the work related to the
this instruction manual.

3.3. Within the limits of their competence, report to the immediate supervisor about
deficiencies identified in the course of the performance of official duties, and to make
suggestions for their elimination.

3.4. Claim from guides assistance in the performance of their duties
duties and rights.

3.5. Request, in person or through your immediate supervisor, information and
documents necessary for the performance of their duties.

4. RESPONSIBILITY

The Deputy Director for Government Relations is responsible for:

4.1. For improper performance or non-performance of their official duties,
provided for in this job description, within the limits specified
the current labor legislation of the Russian Federation.

4.2. For violations committed in the course of carrying out their activities, within the limits,
determined by the current administrative, criminal and civil
the legislation of the Russian Federation.

4.3. For causing material damage within the limits determined by the current
labor and civil legislation of the Russian Federation.

5. ORDER OF REVIEW OF JOB INSTRUCTIONS

5.1. The job description is reviewed, changed and supplemented as
need, but at least once every five years .

5.2. All employees get acquainted with the order on making changes (additions) to the job description against receipt organizations covered by this instruction.

The job description was developed in accordance with the order CEO
dated February 14, 2014 No. 67 .

AGREED

Head of the Human Resources Department E.E. Gromov
14.03.2014

I am familiar with this manual.
I received one copy in my hands and undertake to keep it at my workplace.

Position of the first Deputy General Director formed based on the specific needs of the company. Therefore, the range of duties of the Deputy Director is so wide that it is almost impossible to formulate uniform qualities of an ideal candidate for this position. However, two situations can be distinguished when the general director needs to introduce the position of first deputy:

1. You have decided to focus on strategic plans, you have no time to deal with current issues. In this situation, you need a person who will carry out operational management of the enterprise.
2. You have decided to retire, so you need to find a deputy, to whom you can later transfer all the cases.

Depending on the situation, the requirements for the candidate are formed, as well as his main functions.

Usually, the position of Deputy General Director is held by a specialist no older than 30. He is full of energy and strength, ready to assimilate significant amounts of different information, thanks to which he can progress and benefit the company itself. If we talk about education, it usually has a higher technical or economic. A specialist with technical skills usually has excellent logical thinking, which allows you to clearly structure knowledge.

Although, if the entire education of a specialist is limited only to a diploma, then he is unlikely to have to rely on this responsible position. Indeed, without knowledge in the field of economic theory and analysis of financial activities, a deputy financial director can hardly be considered a qualified specialist. A “technician” candidate must have at least a one-year internship course in economics and finance.

If a candidate has two higher educations, then this will speak volumes - in particular, the purposefulness of the specialist. But his true qualities will be revealed during his probationary period.

• Who is a commercial director: duties and functions

What are the tasks of the Deputy Director in the company

In many ways, the tasks of the Deputy are similar to those of the General Director. The difference lies only in the degree of responsibility and the scale of awareness. Assume the important functional duties of the deputy director that the applicant has a number of skills, knowledge and skills for this position.

For the prospective deputy, the ability to understand general economic issues, the provisions of tax legislation is necessary. You need to know the specifics of your company's industry - with knowledge of the basics of contract law. He also needs it, since in the course of his work he will have to deal with internal reports, with the accounting statements of counterparties. The deputy director needs to be able to “calculate” the balance sheet, know Form No. 2 (Profit and Loss Statement), as well as other forms of tax, accounting and statistical reporting, with an understanding of what is behind the assets and liabilities of the enterprise.

However, the requirements for the candidate are not limited to this. The deputy director is responsible for knowing the work and software products that the company uses for accounting. If necessary, you will have to deal with the preparation of any report that is generated by these programs.

5 Qualities a Good Deputy Should Possess

How to identify a potential leader when looking for a candidate for the position of "right hand", the editors of the magazine "General Director" told.

What are the duties of a Deputy Director?

1. Control over the features and conduct of the organization's activities in economic and financial terms.
2. Providing usefulness in the activities of all employees and departments of the company, to ensure the optimal use of financial and material resources, with the formation of the concept of all production aspects.
3. Take measures to ensure accelerated turnover of products using profitable and timely conclusion of financial and business contracts. It is necessary to choose companies with a proper reputation and experience so that there are no complications in the work of the company. This task includes the duties of the Deputy Director for educational work.
4. Implementation of leadership and supervision of activities in matters of saving and saving excess resources, with their integrated use. It is necessary to work on improving and standardizing the costs of raw materials, with the control of their production use, also if there are no materials and additional means of activity. These tasks are provided by the duties of the Deputy Director.
5. Improving the economic performance of the enterprise, the formation of indicators with improved standards, with control over the performance of all relevant functions by responsible employees. It is necessary to gradually work on strengthening (if possible expanding) the enterprise, its areas of activity, with the improvement of financial and regulatory discipline. This is provided for by the duties of the Deputy Director for educational work.
6. Prevention and timely elimination of the accumulation of a lot of material values, excessive consumption of materials, damage to equipment due to improper operation or an excessively intensive mode of operation.

Practitioner tells

Boris Bobrovnikov, General Director of Krok, Moscow

In our company, top management is represented by specialists who have taken responsibility for developing a new direction, solving a specific business problem, eventually becoming the head of any direction. For 15 years of activity, the staff of our company has increased from 12 employees to 1500.

My first deputy is engaged in attracting new clients from among large corporate structures. These companies, which were attracted by the deputy for our cooperation, remain in the sphere of interests of both my and his attention. Including, VimpelCom, Alfa-Bank, Rosgosstrakh, Sberbank of the Russian Federation. My deputy is in charge of regional policy issues, with interaction with our strategic partners.

My deputy director is responsible for the areas of activity that are of interest to him, in which he can fully realize himself, showing his abilities in the best possible way. I can’t imagine now a situation where one chief deputy is responsible for everything – we have too many directions, they are all different.

What are the rights of the Deputy Director

The rights of the Deputy Director of the company include the following tasks:

1. Give orders, advise all employees on issues related to their work activities, or random problems.
2. Take an active and active part in the preparation of various projects, instructions, orders and important instructions. Can participate in the preparation of estimates, analyze the appropriateness of the actions taken, conveying reasoning to the CEO and the entire team. Can take part in the creation of contract concepts, taking into account their relevance, where possible taking the necessary actions for the development of the company.
3. Personally report to the general director about all the shortcomings in the company that the deputy of the enterprise has identified independently or received from other employees. He should not only be engaged in timely informing about various shortcomings, but also making proposals for improving the work of the company as a whole, with the modernization of specific departments of the company.
4. Engage in representative activities in the interests of the company. It is possible for the deputy director of the company to interact with state bodies, making decisions within the framework of his own concept, with various institutions and organizations, if the issues under consideration relate to the commercial activities of the company or are among the urgent ones.
5. Deal with requests for necessary documents from various structural divisions of the company, if necessary, to be able to carry out the main job duties of any employees or the deputy director of the company himself.

Responsibilities for monitoring the situation in the enterprise

1. Control and, if necessary, participation in the preparation and execution of the necessary financial documents, various estimates that determine the economic costs for various areas of processing, modernization of production technologies - refers to official duties in the work of the Deputy General Director.
2. Monitoring the timely comparison, delivery of reporting documentation, the implementation of calculations, their inclusion in the main package of documentation required for employees of the organization is assumed by the official duties of the Deputy Director for Academic Affairs.
3. To constantly supervise the implementation of plans by employees, the appropriateness of standards, the possibility of implementing a more profitable production process, with a moderate improvement in operational measures for certain equipment, belongs to the duties of the Deputy Director for General Affairs.

Sometimes the CEO is absent. As a result, his duties are transferred to the Deputy Director of the company. This employee needs the ability to rationally and successfully negotiate with partners and customers, hold events, organize meetings. These tasks are related to the duties of the Deputy Director for OIA.

Employees of the company are directly subordinated to the Deputy Director of the company. Therefore, it is necessary not only to supervise the work, but also to take appropriate measures to make it easier, more effective and safer. Engaged in the development, improvement and implementation of the rules and regulations of labor discipline, with the provision of proper support, guarantees for the implementation of the basic requirements for fire safety and labor protection. These tasks relate to the duties of the Deputy Director for Production.

This employee is engaged in conveying to employees the orders and requirements of the general director of the enterprise, with control, and ensuring, if necessary, their implementation. Engaged in regular informing the General Director of the company about any deviations and malfunctions in work, due to which significant material or economic damage is possible, with the implementation, if necessary, of his decrees and instructions to correct and eliminate any inconvenience in the system.

Functional duties of the Deputy for Economic Affairs

Thanks to a high-quality job description, the necessary conditions are created for a detailed and adequate understanding of the functions of the deputy director of the company. It will allow you to choose a really suitable specialist for this position.

The job description of the Deputy Director of the company for economic issues suggests the following content:

• coordination of the work of departments on the development of strategic plans;
• planning and control of economic indicators;
• analysis of the results, conducting activities aimed at improving the financial performance of the company, the introduction of modern methods of work.
• control of rational use of resources;
• participation in the development of a collective agreement, staffing, billing;
• work on improving the planning of economic performance of departments.
• work on improving production, anti-crisis management.

Qualification requirements for managers in large world-famous companies require knowledge of international financial reporting standards, English, additional education, in particular, an MBA degree, CFA, CPA certificates.

Tasks for specialists in economics and finance in different companies may vary. Various functions of specialists are assumed - from the routine management of financial tasks to work on the issuance of securities and attraction of investments.

To successfully fulfill official obligations, the Deputy Director for Economics must have leadership and managerial qualities, be a sociable person. He must also be able to convince and influence, establishing successful interaction with partners, leading teamwork and making responsible management decisions. It will help him develop such skills.

Responsibilities of the Deputy Director for Strategic Development

The deputy director of the company for development provides planning in the work of the corporation for the future. Formulates the mission, tasks and goals of the enterprise, determines a successful policy - the prerogative of a strategic manager. Therefore, certain qualification requirements are required - including managerial experience, higher education.

Knowledge of management theory, economics, marketing, financial, strategic and innovation management is required. The main job functions of a specialist include:

1. Plan the company's development policy, monitor production processes, analyze performance.
2. Develop and implement new development projects by preparing related documents.
3. Appoint responsible for the implementation of development plans, organize and control the joint work of departments on the implementation of established projects.

Development of anti-crisis measures, making changes and adjustments to plans in case of non-standard situations - this is also among the duties of the deputy director of the company for development. The development manager has the right to request and use any information about the activities of the organization from the heads of departments. At the same time, he is engaged in the formulation and preparation of proposals aimed at optimizing work processes, issuing orders for the implementation of the strategic plans of the enterprise.

• 7 principles of delegation that will make this process and your life easier

Functional duties of the Deputy Director

Personnel experts are sure that at first the deputy can be instructed to:

• engage in initial analysis of contracts;
• check cost estimates of contractors and suppliers;
• coordinate, on behalf of the director, the parameters of estimates, sections of business plans with the heads of other services and departments;
• control the execution of individual budget items of the enterprise, identifying the main causes of discrepancies;
• develop recommendations on certain management decisions for the CEO. In this regard, great importance is given to a "fresh look" at the problem, with the identification of new sides or possible consequences in resolving certain situations.

It is also necessary to warn the newcomer that no one has the right to give instructions and instructions to the Assistant General Director - only his immediate supervisor can do this.

In addition to these duties, the deputy director of the company may be entrusted with the functions of an internal controller or given the right to express the opinion of the company during meetings. These conditions are regulated by the provisions of internal job descriptions.

Also, the deputy director of the company will definitely have to communicate with the heads of departments of the company, contractors of his enterprise. Therefore, it is necessary to be able to correctly formulate the topics of negotiations. Although it is forbidden to enter into discussions. Except in situations where it is allowed by the immediate superiors.

The job description of the deputy director regulates labor relations. The document spells out the procedure for appointing and dismissing an employee, the subordination of an employee, qualification requirements, the necessary knowledge and skills, a list of documents that he must be guided by in the course of his activities, functional duties, rights, as well as his responsibility.

Sample job description for deputy director

I. General provisions

1. The Deputy Director belongs to the category of "managers".

2. The Deputy Director reports directly to the Director.

3. The deputy director is hired and dismissed by the order of the director.

4. A person who has a higher education and at least five years of experience in managerial positions in the industry corresponding to the profile of the organization is appointed to the position of Deputy Director.

5. During the absence of the deputy director, his rights, functional duties, responsibility are transferred to another official, as reported in the order for the enterprise.

6. In his activities, the Deputy Director is guided by:

• regulatory documents related to its activities;
• internal labor regulations;
• orders and orders of the director;
• the Charter of the enterprise;
• this job description.

7. The Deputy Director must know:

• regulatory legal acts that determine the production, economic, financial and economic activities of the organization;
• equipment used, production capacity and human resources;
• fundamentals of production technology for products manufactured by the organization;
• tax, civil, labor, economic legislation;
• the procedure for drawing up and coordinating plans for the production, economic and financial and economic activities of the organization;
• market methods of managing and managing the enterprise;
• the procedure for concluding and executing contracts;
• demand and supply of the market segment in which the organization operates;
• organization of labor and production;
• norms of business etiquette and communication;
• internal labor regulations, fire safety.

II. Responsibilities of the Deputy Director

The Deputy Director performs the following functions:

1. Establishes the work and effective interaction of the structural divisions of the organization, controls their activities.

2. Develops and coordinates plans together with the director of the enterprise:

• production development;
• financing of organizational units.

3. Controls the timeliness of the submission to the director of the established reporting.

4. Delegates and entrusts the solution of certain issues to other officials - heads of departments of the organization.

5. Approves the staffing table.

6. Establishes official salaries, allowances.

7. Supervises the organization of work to stimulate staff.

8. Takes measures to resolve issues related to financial, economic and production activities.

9. Contributes to the implementation of tasks related to the current organizational and executive work of the organization.

10. Ensures the full fulfillment of the company's obligations to suppliers, customers, creditors, as well as business and employment contracts.

11. Takes measures to improve the planning of the economic indicators of the organization, to create and improve the standards of labor costs, the use of production capacities, the expenditure of inventory items.

12. Controls the accounting of expenditures and receipts of funds, the use of inventory items.

13. Implements measures to maintain a thrifty attitude to material, labor and financial resources.

14. Monitors compliance with financial discipline.

III. The rights

The Deputy Director has the right:

1. Sign the established documents.

2. Act by proxy on behalf of the organization.

3. Represent, by proxy and by order of the director, the interests of the enterprise in relations with contractors, public authorities, and other management structures.

4. Require the subdivisions of the enterprise to submit materials necessary for the performance of their duties.

5. Check the activities of the organization's divisions in terms of the economy and production, give them appropriate instructions aimed at improving efficiency.

6. Send proposals to the director on rewarding employees of departments for high performance and on penalties for violating established requirements in terms of the organization and economics of production.

7. Put forward rationalization proposals regarding the activities of the enterprise.

IV. Responsibility

The Deputy Director is responsible for:

1. Providing management, employees of the organization or other persons with false information.

2. Causing material damage to the enterprise, counterparties, employees, the state.

3. Violation of the provisions of decisions, resolutions of the organization's management.

4. Disclosure of trade secrets, confidential information.

5. Fulfillment of their official duties contrary to the norms and rules established in the organization.

6. Offenses committed in the course of their activities.

7. Violation of labor discipline, safety, fire protection, internal labor regulations.

8. Conducting unauthorized meetings, negotiations related to the activities of the enterprise.

The duties of the Deputy Director in the job description and the content of other sections may differ depending on the specialization.

For example, the Deputy Director for General Affairs is responsible for organizing work to provide business services to the enterprise. He takes part in the conclusion of business contracts and controls their implementation. Ensures the creation of safe and comfortable working conditions for subordinates, compliance by personnel with fire safety rules, industrial sanitation standards.

The main task of the Deputy Director for Production is the timely release of quality products. It promotes the introduction of the latest planning and production systems.

The Deputy Director for educational work directs the educational process. He organizes out-of-class and out-of-school educational work with students.

The Deputy Director for Academic Affairs ensures the implementation of curricula and programs, supervises the work of the teaching staff.

4th edition, revised
(approved by resolution of the Ministry of Labor of the Russian Federation of August 21, 1998 N 37)

With changes and additions from:

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

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

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

In the qualification characteristics, the unification of the labor regulation standards for employees was carried out to ensure a unified approach to the selection of personnel of appropriate qualifications and compliance with uniform principles for charging work based on their complexity. The Qualification characteristics take into account the latest legislative and regulatory legal acts of the Russian Federation.

Qualification directory of positions of managers, specialists and other employees

General provisions

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

The qualification characteristics included in this edition of the Handbook are regulatory documents designed to justify the rational division and organization of labor, the correct selection, placement and use of personnel, ensuring unity in determining the duties of employees and the qualification requirements for them, as well as decisions made on compliance positions held during the certification of managers and specialists.

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

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

The names of the positions of employees, the qualification characteristics of which are included in the Directory, are established in accordance with the All-Russian Classifier of Occupations of Workers, Positions of Employees and Pay Grades OK-016-94 (OKPDTR), which entered into force on January 1, 1996.

3. The qualification guide contains two sections. The first section provides the qualification characteristics of industry-wide positions of managers, specialists and other employees (technical performers), which are widespread in enterprises, institutions and organizations, primarily in the manufacturing sectors of the economy, including those on budget financing. The second section contains the qualification characteristics of the positions of employees employed in research institutions, design, technological, design and survey organizations, as well as editorial and publishing divisions.

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

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

In the process of organizational, technical and economic development, the development of modern management technologies, the introduction of the latest technical means, the implementation of measures to improve the organization and increase labor efficiency, it is possible to expand the range of duties of employees in comparison with the established corresponding characteristics. In these cases, without changing the official name, the employee may be entrusted with the performance of duties stipulated by the characteristics of other positions, similar in content to work, equal in complexity, the performance of which does not require a different specialty and qualifications.

5. Qualification characteristics of each position has three sections.

The section "Job Responsibilities" establishes the main labor functions that can be entrusted in whole or in part to the employee holding this position, taking into account the technological homogeneity and interconnectedness of work, allowing for optimal specialization of employees.

The "Must Know" section contains the basic requirements for an employee with regard to special knowledge, as well as knowledge of legislative and regulatory legal acts, regulations, instructions and other guidance materials, methods and means that the employee must apply in the performance of job duties.

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

6. In the characteristics of the positions of specialists, within the same position without changing its name, an intra-position qualification categorization for remuneration is provided.

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

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

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

The use of the official title "senior" is possible provided that the employee, along with the fulfillment of the duties stipulated by the position held, manages the executors subordinate to him. The position of "senior" may 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 area 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 executors are assigned to a specialist of the first qualification category.

The job responsibilities of the "leaders" are established on the basis of the characteristics of the 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 duties of coordination and methodological leadership of groups of performers created in departments (bureaus), taking into account the rational division of labor in specific organizational units. -technical conditions. The requirements for the required work experience are increased by 2-3 years compared to those provided for specialists of the first qualification category. Job responsibilities, knowledge requirements and qualifications of deputy heads of structural units are determined on the basis of the characteristics of the respective positions of heads.

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

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

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

In this regard, the official duties of employees (managers, specialists and technical performers), along with the performance of the functions provided for by the relevant qualification characteristics of the position, provide for mandatory compliance with labor protection requirements at each workplace, and the official duties of managers - ensuring healthy and safe working conditions for subordinate performers, as well as monitoring their compliance with the requirements of legislative and regulatory legal acts on labor protection.

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

10. Persons who do not have special training or work experience established by the requirements for qualifications, but who have sufficient practical experience and perform their official duties qualitatively and in full, on the recommendation of the attestation commission, as an exception, may be appointed to the relevant positions in the same way. as well as persons with special training and work experience.