In the reporting on the labor of enterprises and organizations of certain sectors of the sphere material production(industry, construction, transport, state farms and some other production sectors), the number of employees is divided into two groups: workers and employees. The following categories are distinguished from the group of employees: managers, specialists and other employees related to employees. ConsultantPlus: note. Decree of the State Standard of the Russian Federation of December 26, 1994 N 367 from January 1, 1996 put into effect the All-Russian Classifier of Professions of Workers, Positions of Employees and tariff categories OK 016-94. When distributing employees by categories of personnel in statistical reporting for labor, one should be guided by the All-Union Classifier of Worker Occupations, Positions of Employees and Wage Levels (OKPDTR), approved by the State Standard of the USSR on 27.08.86 N 016.
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The size of the official salary is negotiated when a specialist or manager is hired and does not depend on the production results of the enterprise or a particular unit. Evaluation of the work of engineering and technical personnel is carried out in terms of completeness, quality and volume, as well as the timely execution of their assigned duties. Thus, the category of engineering and technical workers pay for their work has a time-based nature.
Depending on the position held, one's own qualifications, the level of complexity and volume of duties performed, as well as working conditions in a particular industry, a system of official salaries is provided for all types of engineers. The schemes of these salaries are developed on the basis of a number of normative documents, in particular the Qualification Handbook. Is it only a “bare” salary? In addition to fixed salary amounts, there is a system of additional payments, allowances and various bonus payments.
5. categories of personnel
Attention
Among personnel officers, it is customary to distinguish the following categories of workers: managers, specialists and technical workers. The question arises, who are technical workers, who belongs to them? Do they have any advantages? The concept of a technical worker A technical worker is an employee who, in accordance with his official duties, provides and services the activities of management and specialists in the development and implementation of management decisions. The duties and tasks for a technical worker are, for the most part, of the same type, they are standardized and are mainly related to the performance of auxiliary functions: preparation, execution, control of documents, technical and economic services.
The work of technical workers is usually not unique, authorial, and does not go beyond a narrow range of assignments.
Topic 2. enterprise personnel
Notifications Voting An HR project will be successful if it meets first of all: Professional execution by HR Company's needs Vision of the manager Interests of line management and staff View results How do you feel about candidates who have not had failures? Anything can happen, geniusHow to deceiversHow to those who have never seen anything in their livesHow to perfectionists View results Why do HR initiatives fail? The professionalism of HR leaves much to be desired Does not correspond to the needs and culture of the company (invented from the bulldozer) HR has an insufficient position in the hierarchy Cuts management View results Do you document the transfer and acceptance of cases when changing personnel? No, we have a more important job. Yes, when changing any employee. We leave it to the discretion of the personnel officer. If he wants, let him do it.
IT-workers are ... decoding of the abbreviation, list of positions
Their number relative to the total number of all categories of workers is growing, especially in such sectors as industry and construction. Who exactly can we rank in the mentioned category without the risk of making a mistake? If we focus on the old Model list of positions based on the Decree of the Council of Ministers of the USSR N 531 (for 1973) and approved in 1979, then we are talking about managers (except for those who are appointed to positions by higher bodies), chief (senior) specialists various names, heads of offices, industries, farms, services, branches, sections, bureaus, inspections, departments and departments, stations, offices, warehouses, workshops, storage facilities, laboratories, groups, points, sectors, sites, reserves, expeditions, bases, parks, nurseries, cameras and cash desks. Who else is in this category Who else is an IT worker? The list of them is quite long.
Sign in
The norms for the number of managers, specialists and technical performers are calculated on the basis of a multivariate analysis of the functional division of labor in the field of management and maintenance of production. For employees belonging to the category of technical performers, whose work is monotonous and monotonous, breaks for active rest during work hours should be more frequent, especially in the afternoon. This is achieved by using such forms of industrial gymnastics as physical training minutes and active rest micro-pauses. Their frequent use during the working day makes it possible to deal not only with developing fatigue, but also to resist the unfavorable influence of the monotony characteristic of certain types of activity.
The technical worker is
Their activities, as well as other employees, are regulated by the Labor Code of the Russian Federation and the job description. Technicians include:
- cleaners;
- secretaries;
- archivists;
- clerks;
- stenographers;
- wipers;
- storekeepers;
- packers;
- and etc.
Although in recent times technical workers in everyday life include only cleaning workers, washers, gardeners, and auxiliary workers. Technical workers are subject to all the norms of the Labor Code of the Russian Federation and by-laws, there are no special regulations to regulate their activities.
They have all the rights and guarantees for employees, responsibilities and duties are also standard. Among technical workers, an engineering and technical worker is especially designated.
The personnel of the enterprise and its classification
The labor force is the able-bodied population with the physical and intellectual capabilities to participate in labor activity. The efficiency of the enterprise depends on the qualifications of personnel (personnel). The personnel of the enterprise are employees who have concluded labor contract with an employer.
If the owners participate in the activities of the enterprise and receive wages and part of the profits, then they are included in the personnel of the enterprise.
For example, the leaders of the links are linear: grassroots (foremen, heads of sections, workshops, etc.), middle (heads of buildings, directors of enterprises, chief specialists of associations) and higher (heads of central departments, ministers, chairmen of committees, etc.) . The control hierarchy is schematically illustrated in fig. 8.4. Specialists Specialists are specialized workers who, on the basis of the information they have, develop options for solving certain specific, usually functional, issues of an industrial or managerial nature.
Management specialists are classified according to management functions and their professional background. There are chief specialists, leading specialists, specialists of various categories and classes, etc. Specialists include engineers, economists, accountants, lawyers, psychologists, sociologists, etc.
What professions belong to the category of technical performers
Other employees related to employees are employees involved in the preparation and execution of documentation, accounting and control, economic services, in particular, agents, archivists, attendants, clerks, cashiers, collectors, commandants, controllers (not classified as workers), copiers technical documentation, secretaries - typists, caretakers, statisticians, stenographers, timekeepers, accountants, draftsmen.
According to the Qualification Directory of Jobs and Professions, as well as the Unified Classifier of Occupations, there are three categories of employees. The first is represented by managers, the second by specialists, and the third account for all the rest, referred to as other types of employees or technical executors. In another regulatory document, called the Unified nomenclature of positions of employees (the date of approval of which is 1967), these same employees are divided into categories according to the nature of their activities, and within each of them - into groups. What categories does the concept of engineering and technical personnel include? The category of leaders includes those who manage both the entire organization and its individual services and divisions, as well as deputies of the latter.
According to UNDS, managers are classified depending on the object of management: - heads of organizations (in their legal concept provided for by the Civil Code of the Russian Federation); - heads of services and departments in organizations. Their deputies are also among the heads. Specialists are classified depending on the nature of the functions they perform or fields of activity: - specialists engaged in engineering and economic work; - specialists engaged in agricultural, zootechnical, fish breeding and reforestation work; - specialists engaged in medical care, public education, as well as workers in science, art and culture; - specialists employed in international relations; - specialists in legal services. As can be seen, the number of specialists included workers engaged in both economic and engineering work.
Management personnel include employees who perform management functions or contribute to their implementation, i.e., professionally involved in the management process and included in the management apparatus.
There are various classifications of management personnel: by job description, levels (steps) in the management hierarchy, special education, industries, etc. However, the basic classification is the classification of employees in the process of making and implementing decisions. On this basis, management personnel are divided into three large groups: managers, specialists and support staff (technical performers). Each of these groups of management personnel occupies a specific place in the management system, is characterized by features professional activity, as well as the system vocational training.
Leaders
Managers are employees who lead the relevant team, direct and coordinate the work of the entire management apparatus or its individual links, monitor and regulate the activities of the team to fulfill the tasks and achieve goals. Managers are divided into line and functional. Line managers are persons acting on the basis of unity of command, responsible for the state and development of the organization or its separate, organizationally formalized part (association, enterprise, workshop, site, brigade). Functional managers include persons responsible for a specific functional area of work in the management system and heading units that perform specific management functions (committees, departments, bureaus, etc.). Managers are also classified by levels of management. For example, the leaders of the links are linear: grassroots (foremen, heads of sections, workshops, etc.), middle (heads of buildings, directors of enterprises, chief specialists of associations) and higher (heads of central departments, ministers, chairmen of committees, etc.) . The control hierarchy is schematically illustrated in fig. 8.4.
Specialists
Specialists are specialized workers who, on the basis of the information they have, develop options for solving individual specific, usually functional, production or management issues. Management specialists are classified according to management functions and their professional background. There are chief specialists, leading specialists, specialists of various categories and classes, etc. Specialists include engineers, economists, accountants, lawyers, psychologists, sociologists, etc.
Technical performers
Auxiliary technical personnel are employees who serve the activities of managers and specialists. As a rule, they are classified by control operations. Such workers include secretaries, typists, technicians, computer operators, archivists, draftsmen, laboratory assistants, etc. Technical performers have narrow and specific professional training, are designed to provide technical assistance managers and management specialists, in particular, in the development and implementation of management
Rice. 8.4.
decisions (collection, primary processing, storage and issuance of information, accounting, control, etc.).
The specified classification of management personnel makes it possible to clearly formulate the requirements for each employee depending on his belonging to a particular group and to organize the system of their selection, training and rational use. The difference in the functions of individual categories of management personnel determines the specifics of working with them, the need to set special tasks, use special forms and methods personnel work.
Technical performers (accounters, secretaries, operators, typists, etc.) are busy creating primary documentation and information, its preparation, processing, execution and storage.
Technical performers are divided into those employed in accounting and control, those engaged in the preparation of documentation and those engaged in economic services.
Technical performers are busy receiving primary information, processing and transmitting it, preparing and processing various documents and providing managers and specialists necessary information, various types service.
Technical executors are employees engaged in the preparation and processing of information necessary for managers and specialists to carry out their functions; accounting and control of quantitative and qualitative indicators of the enterprise and its structural divisions; computing and graphic works, as well as office work and housekeeping services.
The duties of technical performers (secretaries, typists, operators of calculating and analytical machines, etc.) include the performance of various operations (transfer, fixation and processing of information), accounting, computing, graphic and copying works on the instructions of managers and specialists, as well as economic maintenance of the control apparatus. These functions lend themselves to mechanization, and the release of engineers from their performance is one of the most important conditions for increasing the efficiency of engineering work.
The secretary is a technical executor for ensuring and servicing the work of his immediate supervisor.
Auxiliary personnel (technical performers) carry out information service control apparatus.
For specialists and technical performers, such a tool is a complex of restorative gymnastics, consisting of 7-8 gymnastic exercises of a dynamic nature using elements of hand relaxation and self-massage, and even better - hydromassage. When using various technical devices of health technology, it is possible to quickly switch a person to the new kind activities, which contributes to the acceleration of the recovery processes.
The scope of duties of technical executors is determined for the execution of decisions, the collection of initial information, mailing, etc., related to bringing management decisions to the executor.
The third category - technical executors - is made up of workers whose work is primarily characteristic as auxiliary, reduced mainly to the functions of accounting and control over the adopted management decisions.
Managers, specialists, technical performers in various levels and at different levels enterprise management systems carry out a variety of management operations that differ from each other in their technological essence, content, organizational forms. However, they are fundamentally common feature, regardless organizational structure and control technologies they act as labor process within the framework of managerial relations developing at the enterprise.
For specialists of functional departments and technical performers (Tables 8.2.3, 8.2.4), the above indicators can be applied along with the performance indicators of individual planned assignments. The fulfillment of planned targets by each specific employee is expressed by the achieved level of the corresponding specific indicator planned for a particular period. For example, a standardizer performs functions related to the development and implementation of labor cost standards. The scope of labor rationing and the level of implementation of technically sound standards in the assigned area depend on his labor activity.
Compared with employees - technical executors, specialists are presented as more high requirements to their qualifications, and a greater variety of these requirements. This is due to the increased complexity of the work performed by them, and, accordingly, a large number of pay categories. Qualification requirements for the categories of payment for specialists are, as a rule, a combination of two components - education (from general to higher education relevant profile) and work experience of at least a certain number of years required to occupy the relevant position. For professional positions, most of which are categorical, the second component qualification requirements(work experience) acts as a regulator of the increase in requirements for qualification categories, which in turn are taken into account when establishing the category of payment. The increase in qualification requirements by pay categories can be seen in the example of the position of a technologist, billed according to ETC 6 - 13 categories.
For employees belonging to the category of technical performers, whose work is monotonous and monotonous, breaks for active rest during work hours should be more frequent, especially in the afternoon. This is achieved by using such forms of industrial gymnastics as physical training minutes and active rest micro-pauses. Their frequent use during the working day makes it possible to deal not only with developing fatigue, but also to resist the unfavorable influence of the monotony characteristic of certain types of activity.
The reference book includes job qualification characteristics of technical performers, specialists accounting and logistics, as well as heads of departments engaged in office work and economic services.
The norms for the number of managers, specialists and technical performers are calculated on the basis of a multivariate analysis of the functional division of labor in the field of management and maintenance of production.
This handbook does not include characteristics of senior technical officers and specialists. Establishing the title of senior employee is possible in those cases if, along with the performance of the duties inherent in this position, he manages subordinate performers.
Employees of budgetary sectors, including technical performers, specialists and managers, are charged eo 2 to 18 categories.
Employees of budgetary sectors, including technical executors, specialists and managers, are charged from the 2nd to the 18th category.
This group includes executives, specialists and technical performers.
annual fund wages executives, specialists and technical performers, whose work is paid according to monthly official salaries, is specified by direct invoice according to staffing.
Most often, differentiated time standards are used to standardize the work of technical performers, and enlarged standards are used for specialists.
The work of many time workers, managers, most specialists and technical performers cannot be accurately normalized using time standards or output standards, since labor functions specified workers are very diverse and their implementation cannot be expressed by any one indicator. Even when such an opportunity is formally available, output turns out to be a very secondary indicator of work.
It is important to find out whether the optimal ratio of the number of specialists and technical performers is maintained, since if this condition is not observed, specialists are forced to spend considerable time on performing various tasks. technical work.
Bonuses are designed to ensure the constant interest of each manager, specialist, technical contractor not only in improving the results of individual work, but also in improving the final results of production.
Qualification guide positions of managers, specialists and other employees (technical performers) is intended to resolve issues related to the regulation labor relations, ensuring an effective system of personnel management at enterprises, institutions and organizations of various sectors of the economy, regardless of the form of ownership and organizational and legal forms of activity.
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 enterprises21, in institutions and organizations of various sectors of the economy, regardless of ownership and organizational and legal forms of activity.
The division of labor by type of activity between managers, specialists and technical performers should be carried out in such a way that the heads of departments, along with organizational, administrative and educational work, can deal with issues related to the preparation and adoption of the most important decisions that are of fundamental importance for the managed object. Taking into account the specific conditions of work of the head, the scope of his duties is established.
In the recommendations, the term employees refers to all managers, specialists and technical performers.
It covers all categories of employees (executives, specialists and technical executives) employed at enterprises and organizations in all sectors of the national economy, as well as in economic and government controlled.
Employees are divided into three categories according to the nature of work: managers, specialists and technical performers. The functions of the heads of departments of the enterprise are to make decisions and ensure their implementation. The functions of specialists (engineers, economists, technicians, etc.) consist in the preparation of information (design, technological, planning, accounting), on the basis of which managers make decisions. Technical performers (draftsmen, laboratory assistants, secretaries, etc.) provide the necessary conditions for managers and professionals.
The list includes characteristics of positions of managers, characteristics of positions of specialists and characteristics of positions of technical executors.
Research Institute of Labor, 1969) all employees are divided into managers, specialists and technical performers.
A management operation is a part of a management procedure performed by a manager, specialist or technical executor of the management apparatus with or without the use of technical means management for the development, justification or adoption of management decisions.
Employees of the enterprise according to their functions are divided into three categories: managers, specialists and technical performers.
The subject of management at the enterprise is the management apparatus, which includes managers, specialists and technical performers.
According to the nature of the duties performed, positions in the office are divided into management, specialists and technical performers.
When conducting such a distribution, one must remember the need for correspondence between managers, specialists and technical executives of the main and auxiliary apparatus, since in the event of a discrepancy, specialists are loaded with work that is not characteristic of them. Of great importance is the correct determination of the number of persons subordinate to one leader.
Within 2 (two) business days after opening, submits tender proposals to the Technical Contractor for consideration and evaluation.
In the Unified nomenclature of positions of employees, all employees are divided into three categories: managers, specialists, technical performers. Managers are persons whose content of work is mainly decision-making and organization of the work of subordinates to implement the decisions made. Allocate line and functional managers, top, middle and lower levels.
According to their job descriptions, all employees of the production management apparatus are divided into several categories (managers, specialists, technical performers), and therefore the content of their work is different. For example, the heads of enterprises and their divisions carry out the selection and placement of personnel, direct management of the production process, organization of labor of the main and auxiliary personnel, coordinate the work various artists and departments, carry out educational function.
Irregular working hours at enterprises and institutions may be used: a) for managers, specialists and technical executives whose daily work hours, due to the nature of their activities, cannot always be limited by normal working hours; b) for persons, working hours.
Normalized tasks are recommended to be set for time workers with individual and collective forms of organizing their work, as well as technical performers (for example, typists, stenographers, clerks, draftsmen, etc.) and specialists (for example, designers, technologists, labor engineers, programmers, engineers engaged in repair and energy maintenance, etc.
Employees include employees holding positions of managers and specialists who are not classified as engineering and technical employees, as well as technical performers.
The main structural subdivisions in the management apparatus of machine-building enterprises are departments in which about 3D of all engineers, employees and technical executors of plant managements are concentrated. Therefore, first of all, it is necessary to take into account those organizational conditions under which the creation of a department is expedient, and only then to establish its internal structure.
The group of operations under consideration refers mainly to the activities of managers, although it also affects other categories of employees - specialists and technical performers, as well as workers, not only as objects, but also as subjects of management. The content and nature of organizational and administrative operations are determined by their purpose and role in management processes.
Human Resources - this is the part of the population of working age that has the necessary physical development, knowledge and practical experience to work in the national economy. To labor resources include both employed and potential workers.
The personnel of the enterprise (personnel, labor collective)- This is the totality of employees included in its payroll.
All employees of the enterprise are divided into two groups:
- industrial and production personnel engaged in production and its service;
- non-industrial personnel
, employed mainly in the social sphere of the enterprise.
By the nature of the functions performed, industrial production personnel (PPP) are divided into four categories: workers, managers, specialists and technical performers (employees).
workers - these are employees directly involved in the production of products (services), repairs, movement of goods, etc. They also include cleaners, janitors, cloakroom attendants, security guards.
Depending on the nature of participation in manufacturing process workers, in turn, are divided into main (producing products) and auxiliary (serving the technological process).
Leaders - employees holding positions of heads of enterprises and their structural divisions (functional services), as well as their deputies.
Specialists - employees performing engineering, economic and other functions. These include engineers, economists, accountants, sociologists, legal advisers, raters, technicians, etc.
Technical performers (employees) - employees involved in the preparation and execution of documents, economic services (clerks, secretaries-typists, timekeepers, draftsmen, copyists, archivists, agents, etc.).
Profession - a certain type of activity (occupation) of a person, due to the totality of knowledge and labor skills acquired as a result of special training.
Speciality - a type of activity within a particular profession that has specific features and requires additional special knowledge and skills from employees. For example: an economist-planner, an economist-accountant, an economist-financier, an economist-labor worker within the framework of the profession of an economist. Or: fitter, fitter, plumber within the framework of the working profession of a locksmith.
Qualification - the degree and type of professional training of an employee, his knowledge, skills and abilities necessary to perform work or functions of a certain complexity, which is displayed in qualification (tariff) categories and categories.
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 employees in modern conditions. The directory contains new qualification characteristics of positions of employees related to development market relations. All previously valid qualification characteristics have been revised, they have included significant changes in connection with the ongoing transformations 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. Qualification characteristics take into account the latest legislative and regulatory legal acts 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 came 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 normative documents of direct action or serve as the basis for the development of internal organizational and administrative documents - job descriptions containing a specific list of job responsibilities of employees, taking into account the peculiarities of the organization of production, labor and management, 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 assigned 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 performers are assigned to specialist I 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 job responsibilities, knowledge requirements and qualifications of the heads of the respective bureaus when they are created instead of functional departments(taking into account industry specifics).
8. Compliance of actually performed duties and qualifications of employees with the requirements job descriptions is determined by the certification commission in accordance with the current regulation on the procedure for conducting certification. Wherein Special attention paid attention to the quality and efficiency of work.
9. The need to ensure the safety of life and health of workers in the course of work puts forward the problems of labor protection and 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 characteristic positions, mandatory observance of labor protection requirements at each workplace is provided, and the official duties of managers are to ensure healthy and safe conditions labor for subordinate performers, as well as monitoring their compliance with the requirements of legislative and regulatory legal acts on labor protection.
When appointed 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 personal protection from the impact of hazardous and harmful production factors.
10. Persons who do not have special training or work experience established by the qualification requirements, but who have sufficient practical experience and perform qualitatively and in full the tasks assigned to them official duties, by recommendation attestation commission as an exception, they can be appointed to the relevant positions in the same way as persons with special training and work experience.