Added to site:
1. General Provisions
1.1. The department of the chief mechanic, being an independent structural subdivision of the enterprise, is created and liquidated by order of [name of the position of the head of the enterprise].
1.2. The department reports directly to the technical director of the enterprise.
1.3. The department is headed by the chief mechanic, who is appointed to the position by order of [name of the position of the head of the enterprise] upon submission technical director.
1.4. Chief mechanical engineer has [meaning] substitute(s).
1.5. The duties of the deputy(s) are determined by the chief mechanic.
1.6. The deputy(s) and other employees of the department are appointed to positions and dismissed from positions by order of [name of the position of the head of the enterprise] on the proposal of the chief mechanic.
1.7. In its activities, the department is guided by:
Legislation Russian Federation;
the Charter of the enterprise;
By this provision;
1.8. [Enter as required].
2. Structure
2.1. The structure and staffing of the department is approved by [name of the position of the head of the enterprise], based on the specific conditions and characteristics of the enterprise's activities, upon the proposal of the technical director and chief mechanic, as well as in agreement with the [HR department, department of organization and remuneration].
2.2. The department of the chief mechanic may include structural subdivisions (bureau, groups, laboratories, etc.).
For example: a bureau (sector, group) of preventive maintenance, a design bureau for modernization, a mechanical repair shop (RMC), a design bureau for the design of handling equipment, a design and technology bureau (sector, group), department management.
2.3. Regulations on the subdivisions of the department of the chief mechanic (bureau, sectors, groups, etc.) are approved by [name of the position of the head of the enterprise], and the distribution of duties between the employees of the subdivisions is carried out by the chief mechanic.
2.4. [Enter as required].
3. Tasks
The following tasks are assigned to the department of the chief mechanic:
3.1. Timely and high-quality repair of enterprise equipment.
3.2. Usage modern technologies equipment repair.
3.3. Maintaining the company's equipment fleet in working order.
3.4. Cost savings for the enterprise through efficient equipment maintenance.
3.5. [Enter as required].
4. Functions
The department of the chief mechanic performs the following functions:
4.1. Ensuring uninterrupted and technically correct operation and reliable operation of equipment, maintaining equipment in working condition at the required level of accuracy.
4.2. Development of plans (schedules) for inspections, tests and preventive repairs of equipment in accordance with the provisions unified system scheduled preventive maintenance.
4.3. Coordination of plans (schedules) with contractors involved in repairs, providing them with the necessary technical documentation.
4.4. Preparation of title lists for major repairs.
4.5. Keeping records of the availability and movement of equipment.
4.6. Development of regulatory materials for the repair of equipment, the consumption of materials for repair and maintenance needs.
4.7. Preparation of estimates for repairs.
4.8. Analysis of equipment usage indicators.
4.9. Registration of applications for the purchase of materials and spare parts necessary for the operation of equipment.
4.10. Interrepair maintenance, timely and high-quality repair and modernization of equipment.
4.11. Carrying out work to improve the reliability and durability of equipment.
4.12. Preparation of proposals for certification, rationalization, accounting and planning of workplaces, for the modernization of equipment, reconstruction, technical re-equipment of the enterprise, the introduction of integrated mechanization and automation technological processes, environmental protection.
4.13. Organization of the inventory of production fixed assets.
4.14. Identification of obsolete equipment, facilities requiring major repairs, establishing the order of repair work.
4.15. Experimental, adjustment and other work on the introduction and development of new technology.
4.16. Studying the operating conditions of equipment, individual components and parts.
4.17. Carrying out measures to prevent unscheduled shutdowns of equipment, extend the service life of components and parts, overhaul periods, improve the safety of equipment, increase its reliability in operation.
4.18. Carrying out specialized repairs, centralized production of spare parts, assemblies and replacement equipment.
4.19. Studying the causes of increased equipment wear and downtime.
4.20. Investigation of accidents, development and implementation of measures for their elimination and prevention.
4.21. Development of technological maps of equipment maintenance for structural divisions of the enterprise.
4.22. Holding preparatory work according to the calculation of the norms of expenses for repair and consumables.
4.23. Preparation of materials for business case the need to update the equipment fleet.
4.24. Monitoring compliance with the conditions of storage of repair and consumables.
4.25. Development and implementation of measures to replace low-performance equipment with high-performance ones, to reduce unscheduled repairs and downtime of equipment, to reduce the cost of repairs and its maintenance based on the use of new progressive methods of repair and restoration of parts, assemblies and mechanisms.
4.26. Control of:
The quality of work on the installation of equipment;
Rational spending of funds for major repairs;
Proper storage of equipment in warehouses;
- [fill in as needed].
4.27. Checking and presentation to the bodies exercising state technical supervision of lifting mechanisms and other equipment.
4.28. Identification of unused equipment and development of proposals for its implementation.
4.29. Participation in the development and implementation of measures to create safe and favorable conditions labor in the operation and maintenance of equipment.
4.30. Consideration of rationalization proposals regarding the improvement of equipment operation, and preparation of reviews and conclusions on them.
4.31. Preparation of conclusions on draft industry regulations and state standards.
4.32. Drawing up applications for the purchase of equipment on a leasing basis.
4.33. Preparation and execution of technical and reporting documentation.
4.34. Organization of consultations on solving certain preventive issues.
4.35. [Enter as required].
5. Rights
5.1. The department of the chief mechanic has the right:
Give instructions for the operation and repair of equipment;
Make decisions on making changes to the equipment maintenance technology;
Require the heads of production and technical departments to: comply with the prescribed standards for the operation and maintenance of equipment, timely provision of information about violations of equipment maintenance technology, immediate reporting of equipment breakdowns, implementation of forced repairs (stopping equipment) in case of violation of the rules for equipment operation;
Prohibit work on faulty equipment;
Stop the operation of the equipment in case of a threat of an accident or an accident;
Entrust to individual structural divisions enterprises carrying out work on maintenance equipment;
Participate in development specifications, instructions;
- [fill in as needed].
5.2. The chief mechanic has the right to present to the management of the enterprise:
Proposals to encourage distinguished employees, to bring to disciplinary responsibility employees who violate production and labor discipline;
- [fill in as needed].
5.3. [Enter as required].
6. Relationships (service relations) **
To perform the functions and exercise the rights provided for by this regulation, the department of the chief mechanic interacts:
6.1. With the department of the chief designer on:
Receiving:
product drawings;
Technical documentation for approval;
Detail specifications;
Technical conditions;
Other technical documentation at the request of the department to develop new technologies for maintenance and repair of equipment;
- [fill in as needed].
Provisions:
Conclusions on the design of products in terms of maintainability;
Coordination of individual preventive operations;
Proposals on technological issues;
Technological documentation;
Route sheets for equipment maintenance;
Equipment maintenance advice;
- [fill in as needed].
6.2. With the departments of the chief technologist on:
Receiving:
Equipment placement plan;
equipment upgrade plans;
Technological documentation for equipment;
Proposals for improving the process of equipment maintenance;
- [fill in as needed].
Provisions:
Passports for the equipment used;
Information about changes and additions to the passport data of the equipment;
- [fill in as needed].
6.3. With the Department of the Chief Power Engineer on:
Receiving:
Schedules of scheduled preventive work on electrical equipment;
Notifications on the fulfillment of applications for the connection of additional and newly installed repair equipment;
Notifications on the fulfillment of applications for a temporary power outage for the performance of repair work;
Development of electrical circuits;
- [fill in as needed].
Provisions:
Applications for the development of electrical circuits of devices necessary for the performance of repair work;
Applications for connection of equipment;
Applications for power outages;
Schedules for preventive maintenance;
- [fill in as needed].
6.4. With the standardization department on:
Receiving:
standards;
instructions;
Technical conditions;
Conclusions on technical documentation for compliance with the current legislation on standardization;
Work plans for standardization, normalization, unification;
Information about the transfer of the enterprise to new standards;
Notifications about changes and additions to standards and specifications;
- [fill in as needed].
Provisions:
Documentation for the maintenance and repair of equipment;
Proposals for carrying out work on standardization;
Proposals for the transfer of the enterprise to new standards;
Information about violation of standards and technical specifications;
- [fill in as needed].
6.5. With the quality control department for:
Receiving:
QCD instructions on technological changes in the maintenance and repair of equipment;
Generalized analysis of the impact of equipment breakdowns on product quality;
Consultations on improvement of product quality;
- [fill in as needed].
Provisions:
Technological documentation for control;
Reports on the implementation of the QCD instructions to improve the quality of maintenance and repair of equipment;
Preventive work schedules;
Required controls;
- [fill in as needed].
6.6. With the tool department for:
Receiving:
Conclusions on the possibility of using a particular tool;
Consultations on the application of the pilot tool;
Equipping the department with appropriate repair equipment;
- [fill in as needed].
Provisions:
Applications for expert assessment the possibility of using a particular tool;
Applications for equipping the department with tools;
Report on the use of the tool in the work of the department;
Applications for the development of a new tool;
- [fill in as needed].
6.7. With the production and dispatching department on:
Receiving:
Operational orders for the coordination of repair and maintenance work;
Information from other departments not directly related to the department of the chief mechanic;
- [fill in as needed].
Provisions:
Work schedules;
Notifications about changes in equipment maintenance technology;
Projects for the introduction of new service technologies;
Consolidated technological documentation for the repair of equipment;
Copies of progress reports;
- [fill in as needed].
6.8. With the workshops of the main production on:
Receiving:
Reports on compliance with production technology;
Proposals for improving production technology;
- [fill in as needed].
Provisions:
Instructions on making changes to the production technology;
Expert evaluation of proposals;
Drawings, specifications;
Technological route sheets for all stages of production;
Consultations on the application of production technologies;
- [fill in as needed].
6.9. With the Department of Patent and Inventive Work on:
Receiving:
Applications for expert evaluation of rationalization proposals and inventions;
Plans for the implementation of rationalization proposals and inventions;
Assistance in solving assigned tasks;
- [fill in as needed].
Provisions:
Conclusions on rationalization proposals and inventions;
Assistance in the technological solution of individual issues;
Assistance in the implementation of drawings, making models;
Opportunities for experimental verification of inventions;
- [fill in as needed].
6.10. With the labor protection department on the following issues:
Receiving:
Information about the requirements of labor protection legislation;
Conclusions on the technology of maintenance and repair of equipment for compliance with safety standards;
- [fill in as needed].
Provisions:
Compliance Information labor law on labor protection;
Applications for conclusions on the technology of maintenance and repair of equipment for compliance with safety regulations;
- [fill in as needed].
6.11. FROM production laboratory for questions:
Receiving:
Analysis of the characteristics of consumables;
- [fill in as needed].
Provisions:
Applications for the analysis of consumables.
- [fill in as needed].
6.12. With the technical information department for:
Receiving:
Technical documentation;
technical literature;
Bulletins on new and expected receipts of literature;
Applications for copies of technical documentation of the department;
- [fill in as needed].
Provisions:
Copies of technical documentation of the department;
Original documents for registration, accounting and storage;
Notifications about changes made to the equipment maintenance technology;
Applications for technical literature;
- [fill in as needed].
6.13. With the logistics department on:
Receiving:
Consultations on materials;
Requests for permissible technological deviations;
Approval of technical conditions for the use of special consumables;
- [fill in as needed].
Provisions:
Material consumption rates;
Tolerances for the deviation of the quality of materials;
Applications with a list of necessary materials to ensure the work of the department;
Plans for repair and maintenance work;
- [fill in as needed].
6.14. With the department of organization and remuneration on the following issues:
Receiving:
Consultations on labor legislation;
approved staffing table;
Tasks to reduce the labor intensity of production by improving the technology of repair and maintenance of equipment;
- [fill in as needed].
Provisions:
Proposals for the formation of the staffing table;
Reports on the implementation of prescriptions to reduce labor costs;
- [fill in as needed].
6.15. With the planning and economic department on:
Receiving:
Plans for the production of products according to the nomenclature;
Tips for saving money;
Ratings economic efficiency equipment repair;
- [fill in as needed].
Provisions:
Plans for carrying out preventive work;
Plans for the introduction of new technologies;
Information required for economic analysis department activities;
Other materials at the request of the planning and economic department;
- [fill in as needed].
6.16. With the main accounting department for:
Receiving:
Acts for the write-off, transfer, sale of equipment;
allocation data Money department;
Analysis of spending rates;
- [fill in as needed].
Provisions:
List of equipment to be written off;
List of equipment to be removed from the balance;
List of unused equipment to be sold;
Equipment repair certificates;
Applications for payment for ordered equipment;
- [fill in as needed].
6.17. From [name of the structural unit] on the following issues:
Receiving:
- [fill in];
- [fill in as needed].
Provisions:
- [fill in];
- [fill in as needed].
7. Responsibility
7.1. The chief mechanic is responsible for the quality and timeliness of the department's performance of the functions provided for by this regulation.
7.2. The Chief Mechanic is personally responsible for:
Compliance with the legislation of the Russian Federation in the process of managing the department;
Providing reliable information about the technology of equipment maintenance;
Timely and high-quality execution of orders of the company's management;
Avoiding the use of outdated technologies that can cause increased production costs (if there is a possibility of using new, improved ones);
- [fill in as needed].
7.3. The responsibility of the employees of the department of the chief mechanic is established by job descriptions.
7.4. [fill in as needed].
Head of structural unit
[initials, last name]
[signature]
[day month Year]
Agreed:
[official with whom the regulation is agreed]
[initials, last name]
[signature]
[day month Year]
Head of the legal department
[initials, last name]
[signature]
[day month Year]
Added to site:
1. General Provisions
1.1. The department of the chief technologist, being an independent structural subdivision of the enterprise, is created and liquidated by order of [name of the position of the head of the enterprise].
1.2. The department of the chief technologist reports directly to the technical director of the enterprise.
1.3. The department is headed by the chief technologist, appointed to the position by order of [name of the position of the head of the enterprise] on the proposal of the technical director.
1.4. The chief technologist has [meaning] deputy(s).
1.5. The duties of the deputy(s) are determined by the chief technologist.
1.6. The deputy(s) and other employees of the department are appointed to positions and dismissed from positions by order of [name of the position of the head of the enterprise] on the proposal of the chief technologist.
1.7. In its activities, the department is guided by:
the Charter of the enterprise;
By this provision;
Legislation of the Russian Federation;
1.8. [Enter as required].
2. Structure
2.1. The structure and staffing of the department is approved by the [name of the position of the head of the enterprise], based on the specific conditions and characteristics of the enterprise's activities on the proposal of the technical director and chief technologist, as well as in agreement with the [human resources department, department of organization and remuneration].
2.2. The department of the chief technologist may include structural divisions (bureau, groups, laboratories, etc.).
For example: a technological bureau (sector, group) of mechanical processing, a technological bureau (sector, group) of casting and stamping, a technological bureau (sector, group) of assembly work, a design and technological bureau for designing individual parts assemblies, a laboratory of mechanization and automation, a bureau (sector , group) pre-production planning, technological bureau (sector, group) of welding works.
2.3. Regulations on the divisions of the department of the chief technologist (bureau, sectors, groups, etc.) are approved by [name of the position of the head of the enterprise], and the distribution of duties between the employees of the divisions is carried out by the chief technologist.
2.4. [Enter as required].
3. Tasks
The department of the chief technologist performs the following tasks:
3.1. Implementation of a unified enterprise policy in the field of production technology.
3.2. Technological preparation of the enterprise for the production of new products.
3.3. Introduction of competitive technologies into production.
3.4. Ensuring Duration life cycle manufactured products.
3.5. [Enter as required].
4. Functions
The following functions are assigned to the department of the chief technologist:
4.1. Development and implementation of progressive, economically justified resource-saving technological processes and modes of production of products manufactured by the enterprise.
4.2. Development and implementation of measures to improve the level of technological preparation and technical re-equipment of production, reduce the cost of raw materials, materials, labor costs, improve product quality and increase labor productivity.
4.3. Development of draft changes to the technical documentation in connection with the adjustment of technological processes and production modes.
4.4. Development in the production of progressive technological processes, the latest materials.
4.5. Drawing up plans for the introduction of new equipment and technology, improving the technical and economic efficiency of production.
4.6. Development of technological documentation, organization of control over the provision of workshops, sections and other production units of the enterprise with it.
4.7. Development and implementation of long-term and current plans for the technological preparation of production.
4.8. Identification of violations of technological discipline and taking measures to eliminate them.
4.9. Monitoring compliance with established technological processes.
4.10. Participation in the organization and planning of new workshops and sections, determining their specialization, mastering new equipment, new high-performance technological processes.
4.11. Calculation of production capacities and equipment loading.
4.12. Carrying out activities to improve the technical level of production and the shift ratio of equipment.
4.13. Drawing up and revision of specifications and requirements for raw materials, basic and auxiliary materials, semi-finished products.
4.14. Participation in the development and implementation of progressive standards of labor costs, consumption of process fuel and electricity, raw materials and materials.
4.15. Systematic study of the causes of defects and defects, development of measures to prevent and eliminate defects, reduce the material consumption of products and the labor intensity of their production.
4.16. Continuous improvement of product manufacturing technology.
4.17. Introduction of achievements in science and technology, progressive basic technologies, high-performance resource - and environmentally friendly non-waste technologies.
4.18. Design and implementation work technological systems, means of environmental protection.
4.19. Providing comprehensive mechanization and automation of production processes.
4.20. Introduction of non-standardized equipment, technological equipment, fixtures and tools.
4.21. Certification and rationalization of jobs.
4.22. Participation in determining the range of measured parameters and optimal standards for measurement accuracy.
4.23. Consideration of product design projects or product composition, industry and state standards, as well as the most complex rationalization proposals and inventions related to production technology.
4.24. Preparation of conclusions on the compliance of rationalization proposals and inventions with the requirements of economic and environmental production technology.
4.25. Coordination of issues related to the technological preparation of production, with the divisions of the enterprise, design, research organizations, representatives of customers.
4.26. Implementation of computer-aided design systems, organizational and computer technology, automated systems control of equipment and technological processes.
4.27. Development and implementation of measures to reduce the time for mastering new equipment and technology, rational use production capacities, reducing the energy and material consumption of production, increasing its efficiency, improving product quality, and improving the organization of labor.
4.28. Participation in the development of projects for the reconstruction of the enterprise.
4.29. Carrying out research and experimental work on the development of newly developed technological processes. Participation in industrial testing of new types of machines and mechanisms, means of mechanization and automation of production.
4.30. Coordinate the activities of the production departments of the enterprise.
4.31. Advise departments of the enterprise on certain technological issues.
4.32. [Enter as required].
5. Rights
To perform these functions, the department of the chief technologist has the following rights:
5.1. Participate in market analysis and marketing research.
5.2. Make decisions about changes in production technology.
5.3. Require from the heads of all production departments of the enterprise:
Compliance with the prescribed standards for the operation of equipment and storage of tools;
Timely provision of information about violations of production technology;
Any other information necessary for the activities of the department;
Suspension of the activities of structural divisions in case of deviation from the approved technological process;
Notify the technical director of the suspension of the activities of structural divisions;
- [fill in as needed].
5.4. To entrust separate structural subdivisions of the enterprise with carrying out certain technological works.
5.5. Participate in the development of technical conditions, instructions.
5.6. The chief technologist has the right to submit proposals to the management of the enterprise on rewarding distinguished employees, as well as on bringing to disciplinary responsibility employees who violate labor and production discipline.
5.7. [Enter as required].
6. Relationships (service relations) **
To perform the functions and exercise the rights provided for by this regulation, the department of the chief technologist interacts:
6.1. With the department of the chief designer on:
Receiving:
product drawings;
Technical documentation for the design of technological processes;
Technical documentation for the development of new production technologies;
- [fill in as needed].
Provisions:
Conclusions on product designs, specifications;
Plans for the distribution of work on products by structural divisions of the enterprise;
Coordination of individual components and parts of products;
Proposals on technological issues;
Technological documentation;
Route sheets for processing parts;
Consultations on production technology;
- [fill in as needed].
6.2. With the quality control department for:
Receiving:
Declaration of Conformity material resources(raw materials, materials, semi-finished products, etc.) standards, specifications;
Conclusions on the possibility of using material resources in production;
Information about the quality of products;
Messages about violation of technological processes;
reports on the number and technical specifications marriage
- [fill in as needed].
Provisions:
Material resources (raw materials, materials, semi-finished products, etc.) for the analysis of their compliance with standards, specifications;
Technological processes for the coordination of quality control operations;
- [fill in as needed].
6.3. With the workshops of the main production on:
Receiving:
Applications for automation and mechanization of production;
Proposals for changes in production technology;
Proposals for planning workshops;
- [fill in as needed].
Provisions:
Instructions for the operation of automation and mechanization of production;
Drawings, specifications of means of automation and mechanization;
Consultations on the use of automation and mechanization of production;
Projects for the placement of new technological equipment;
Notifications about changes in production technology;
- [fill in as needed].
6.4. With the Department of Patent and Inventive Work on:
Receiving:
Rationalization proposals and inventions for expert evaluation;
Plans for the introduction of rationalization proposals and inventions into production;
Assistance in solving assigned tasks;
- [fill in as needed].
Provisions:
Conclusions on rationalization proposals and inventions;
Assistance in the technological solution of individual issues;
Assistance in the implementation of drawings, making models;
Opportunities for experimental verification of inventions;
- [fill in as needed].
6.5. With the technical information department for:
Receiving:
Technical documentation;
technical literature;
Applications for copies of technical documentation of the department;
Consultations on related issues;
- [fill in as needed].
Provisions:
Copies of technical documentation of the department;
Original documents for registration, accounting and storage;
Applications for technical literature;
- [fill in as needed].
6.6. With the labor protection department on the following issues:
Receiving:
Information about norms and standards of labor legislation;
Conclusions on the technology of operation of automation and mechanization of production for compliance with safety standards;
- [fill in as needed].
Provisions:
Information on compliance with labor protection legislation;
Applications for conclusions on the technology of operation of automation and mechanization of production for compliance with safety regulations;
- [fill in as needed].
6.7. With the logistics department on:
Receiving:
Consultations on materials, raw materials, semi-finished products;
Requests for permissible technological deviations in the quality of materials, raw materials, semi-finished products;
Approval of technological conditions for special materials, raw materials, semi-finished products;
- [fill in as needed].
Provisions:
Applications with a list of materials, raw materials and semi-finished products necessary for the activities of the department;
Calculations of the need for raw materials, materials, semi-finished products;
- [fill in as needed].
6.8. With the department of organization and remuneration on the following issues:
Receiving:
Consultations on labor legislation;
approved staffing table;
Tasks to reduce the labor intensity of production through the introduction of automation and mechanization of production;
- [fill in as needed].
Provisions:
Proposals for the formation of the staffing table;
Reports on the implementation of instructions for the introduction of automation and mechanization of production;
Proposals for the placement of workers in production;
Proposals for changing labor standards and wages;
- [fill in as needed].
6.9. With the planning and economic department on:
Receiving:
production plans;
Methods for determining the economic efficiency of technological developments;
- [fill in as needed].
Provisions:
Plans for the introduction of automation and mechanization of production;
Information necessary to determine the cost of production and establish wholesale prices for products;
Other materials at the request of the planning and economic department;
- [fill in as needed].
6.10. With the marketing department for:
Receiving:
Data on the demand for manufactured products;
Information about competitive products;
Proposals for the development of technology for new products;
Offers for design products;
Documents and materials for participation in exhibitions, fairs;
Information about new technological developments;
- [fill in as needed].
Provisions:
Applications to search for information about a competitive product;
Inquiries about the conjuncture of production technologies;
Information about the scientific and technical capabilities of the enterprise;
Conclusions on samples of competitive products;
Conclusions on the possibility of production technology proposed by the marketing department of products;
- [fill in as needed].
6.11. From [name of the structural unit] on the following issues:
Receiving:
- [fill in];
- [fill in as needed].
Provisions:
- [fill in];
- [fill in as needed].
7. Responsibility
7.1. The chief technologist is responsible for the quality and timeliness of the department's performance of the functions provided for by this regulation.
7.2. The chief technologist is personally responsible for:
Compliance with the legislation of the Russian Federation in the process of managing the department;
Presentation of reliable information;
Timely and high-quality execution of management orders;
- [fill in as needed].
7.3. The responsibility of the employees of the department is established by job descriptions.
7.4. [Enter as required].
Head of structural unit
[initials, last name]
[signature]
[day month Year]
Agreed:
[official with whom the regulation is agreed]
[initials, last name]
[signature]
[day month Year]
Head of the legal department
[initials, last name]
[signature]
[day month Year]
Regulations on a structural subdivision - a document that defines: the procedure for creating (forming) a subdivision; legal status divisions in the structure of the organization; unit structure; tasks, functions, rights and responsibilities of the unit; the procedure for interaction of the unit with other structural units of the organization.
Regulations on the structural unit
1 OKUD code 0211111
2 Number of copies 2 or more
3 Form A4
4. Shelf life Constantly
5 Developer Engineer for the organization of production management, HR specialist
The order of development of this document is similar to the order of development job descriptions. Therefore, in this section, we will restrict ourselves to consideration of models of provisions and give recommendations on the development of some sections.
One of the simplest is a layout that highlights sections:
1. General Provisions.
2. The main tasks of the unit.
3. Functions of the division.
The following blocks can also be found in position layouts:
1. Organizational structure divisions.
2. The rights of the division.
3. Relationships (service relations) of the unit with other units.
4. Responsibility of the unit.
Now briefly on each of the sections.
Section 1. "General Provisions"
1.1 The place of the unit in the management structure of the organization
Indicate whether the unit is independent or part of another unit
1.2 The order of creation, reorganization and liquidation of the division
It is determined: who (a body or an official) creates a unit, by what documents; who decides on the reorganization or liquidation of the unit
1.3 Subordination
It is indicated to which of the management (the head of the organization or his deputies, other executives) the independent unit is subordinate. Subordination is determined by the scheme of the organization structure
1.4 Unit management
1.5 Fundamental organizational and legal documents that guide the unit in its activities
It is indicated which official manages the activities of the unit, in what order the appointment and dismissal are made, qualification requirements to him
1.6 Planning the activities of the unit
It indicates the plans for the work of the department
1.7 Forms of reporting on the activities of the unit
Here you can specify in what order the unit reports: submits a written report once a month (quarter, year); the head of the organization hears the report of the head of the unit; other forms
1.8 Explanation of terms used
They are given if the units perform specific functions and are characterized by special terminology.
Section 2. "The main tasks of the unit." The main tasks of the unit, as a rule, are determined on the basis of the matrix of distribution of management functions. If the organization does without it, the provisions of the Qualification Directory for the positions of managers, specialists and other employees can be taken as a basis. If the subdivision includes structural units, then it is recommended to break down the tasks in the same areas.
Section 3. "Functions of the unit." When developing this section, a management distribution matrix is also used. If not, then you can use Qualification guide positions of managers, specialists and other employees - "withdraw" functions from the official duties of the heads of the relevant departments. It will help to determine the functions of a structural unit and GOST 24.525.5-81 "Management of a production association and industrial enterprise. Resource management. Basic Provisions"*.
* M.: Gosstandart of the USSR, 1981.
The structure of the "Unit Functions" section can be presented in the form of text or tables, diagrams. For example, for the position on the legal department:
III. Functions
Function name
Title of the document
Definition of forms of contractual relations
Schemes of contractual relations
Preparation of draft contracts
1. Draft agreements
2. Preliminary contracts
Coordination of draft contracts with contractors
1. Protocols of disagreements
2. Protocols for reconciliation of disagreements
The tabular form is convenient. The only difficulty is that the document is not the result of any function, so dashes will be placed opposite individual functions.
In order for the same functions not to be duplicated in the regulations for different departments, you can use the method that is used when developing job descriptions (see recommendations for developing the section " Job Responsibilities» job description in clause 3.1 of paragraph 3 of this chapter - p. 61). But, in principle, the use of the management functions distribution matrix should exclude duplication.
Section 4. "Organizational structure of the unit." The name of this section may be different, for example, “Structure” or “Structure and staffing”.
Proposals on the structure of the unit are developed by the head of the unit together with the department of organization and remuneration. As the unit operates, the structure may change.
The structure of the unit can be given by a simple enumeration, for example: "The personnel department includes: the recruitment sector, the dismissal sector, the accounting sector, the employee consulting sector." The structure can also be represented as a diagram, for example:
HUMAN RESOURCES DEPARTMENT
Bureau (sector, group) of reception
Bureau (sector, group) of accounting
The scheme can be more complex - to reflect the relationship between the structural units that make up the unit.
In the "Structure" section, you should also determine the procedure for approving the provisions on the structural units of the unit.
AT small organizations subdivisions may not be structured into smaller units. In this case, groups of specialists performing work in certain areas, or individual specialists in general, are indicated, and it is also determined in what order the job descriptions of the department's specialists are approved.
This section also indicates the staffing of the unit. It can be given in the regulation itself or made out as a separate application.
Section 5. "Rights of the division." Before developing this section, we recommend that you pay attention to the procedure for developing the “Rights” section of job descriptions (see clause 3.1 of paragraph 3 of this chapter - p. 66). In contrast to the job description, the position on the unit gives the rights not to an individual employee, but to the entire unit. If you wish, you can "paint" the rights of workers. But it is best to give a general list of rights for the head of the unit and his employees and single out the rights of the head in a separate block. In granting rights to the latter, preference should be given to functional rights, since his labor force is the same as that of the employees of the unit.
We give a very general example section "Rights" of the regulation on the personnel department:
1.1. To control the activities of structural divisions of the organization and individual specialists on issues within the competence of the department.
1.2. Request from structural divisions information, documentation and materials necessary to resolve issues related to the implementation of the tasks assigned to the department.
1.3. Invite representatives of third-party organizations to resolve issues within the competence of the department.
1.4. Contribute through a substitute CEO on personnel for consideration by the General Director proposals on issues within the competence of the department.
3. The head of the department has the personal right to:
3.1. Participate in the selection of department employees for vacant positions.
3.3. Represent the interests of the organization by proxy on recruitment issues in employment services, recruitment agencies.
3.4. Participate in the preparation and approval of the organization's personnel plans.
3.6. In agreement with the Deputy General Director for Human Resources, involve experts, specialists in the field of personnel management of third-party organizations for consultations, preparation of conclusions, recommendations and proposals.
5. Employees of the department are entitled to:
5.2. Claim from officials organization of compliance with labor legislation, elimination of violations of labor legislation.
When developing this section, you should use the recommendations given in paragraph 3.1 "Job descriptions" of this book, as well as analyze the following options for the provisions.
Section 6. "Relationships (service relations) of the unit." All recommendations for the preparation of the section of the same name, but only job descriptions, are given in paragraph 3.1 "Job descriptions" of this book. You should only pay attention to the fact that the interaction of departments, and not individual employees, is “signed”. Therefore, first of all, you need to focus on official relations between the heads of various departments, and secondly (if necessary) - on the coordination of official relations between ordinary employees of departments (i.e., to determine whether it is necessary to obtain consent from the head of your department, you need whether to coordinate their actions with the head of another department before interacting with its employees).
The formatting methods (text, diagrams, tables, etc.) may be the same as those specified in paragraph 3.1 of the "Job Instructions" of this handbook.
Section 7. "Responsibility of the division." The procedure for developing this block of provisions is also largely similar to the procedure for compiling the “Responsibility” section of the job description (see paragraph 3.1 of paragraph 3 of this chapter - p. 69). Meanwhile, there are some peculiarities. So, it is desirable in the position, along with the responsibility of the entire unit, to highlight the responsibility of its head, since according to general rule he is guided in his activities by the position and in most organizations job descriptions are not developed for him.
Responsibility can be divided into personal (for example, the head of a department) and collective (subdivision employees).
If the above sections are not enough for the developer, we recommend the following text structures for the provisions on subdivisions:
Option 1
1. General Provisions.
2. Main tasks.
3. Structure and staffing.
5. Leadership (management).
6. Funds.
7. Control, verification and revision of activities.
8. Change, termination of activity.
Option 2
1. General Provisions.
2. Main goals and objectives.
3. Functions.
4. Rights and obligations.
5. Interaction.
6. Responsibility.
7. Rewards.
8. Property and funds.
9. Organization of activities.
10. Labor relations.
11. Structure and staffing.
Regulations on structural subdivisions are drawn up by the department of organization and remuneration of labor or the laboratory (bureau) for the organization of labor. If there are no such units, you can assign this function to the legal department or the personnel department. The development can also be entrusted to individual specialists, for example, a production control engineer.
General control and management of the development of regulations on structural divisions is carried out by the deputy head of the organization for personnel management.
The regulation on the structural unit must contain the following details:
1. Name of the organization.
2. Name of the document.
3. Date and number.
4. Title to the text (name of the structural unit).
5. Stamp of approval.
7. Signature of the developer.
8. Approval visas (if the position is subject to external approval, then the approval stamp).
The list of persons who must issue their visas, as a rule, is determined by the head of the organization in accordance with the order on the distribution of duties, as well as based on operograms. In order to avoid inaccuracies and duplication of individual functions, service relationships, and, accordingly, subsequent disagreements between the heads of various departments, it is practiced to endorse the position of a particular department by the heads of those departments with which it interacts. If the number of visas is more than 3, then they are issued on a separate page or in the form of a separate "List of approvals".
In a number of organizations, the regulations on subdivisions are approved by the head of the legal department or the lawyer of the organization.
The head of the organization approves the regulations on structural divisions. The right of approval may also be vested in other executives (for example, deputy heads of the organization who ensure the activities of groups of units).
The employees of the department should be familiar with the situation. This may be a column on familiarization or a column on bringing the situation to the attention of employees. At the same time, signatures are affixed in order of seniority (first the head of the unit, then all the others). To fix familiarization with the position, the method indicated for job descriptions and consisting in drawing up a familiarization sheet can also be used.
The basis for amending the regulation on the structural unit is the order of the head of the organization. The procedure and methods for its execution are similar to the procedure for issuing an order to amend the job description. However, it should be borne in mind that amendments to the regulation on a structural unit may, and in some cases should, entail a revision of the job descriptions of employees of this unit.
In order to show the different models of positions, the examples below are designed for one department - the personnel department. Sample regulations for other divisions (over 60) are given in the practical guide “Personnel of the enterprise. 60 samples of regulations on departments and services "*.
* Schur D.L., Trukhanovich L.V. Enterprise personnel. 60 samples of regulations on departments and services: A practical guide. 2nd ed. - reworked and additional - M.: Publishing house "Case and Service", 2002.
Sample provision
(option 1)
CJSC "Alcotrade"
APPROVE
(name of company)
CEO
POSITION
O. A. Onufriev
(signature)
(full name)
About the personnel department
(name of division)
1. General Provisions
1.1. The personnel department is an independent structural subdivision of the organization, reporting directly to its head.
1.2. The personnel department is headed by a chief.
1.3. The appointment and dismissal of the head of the personnel department is carried out by order of the general director.
2. The main tasks of the personnel department
2.1. Organization and implementation of work on the selection, placement and education of personnel.
2.2. The study of the qualities of workers in their practical activities.
2.3. Creation of a reserve of personnel for promotion to managerial and financially responsible positions.
2.4. Organization of all types of accounting and reporting on personnel.
3. Functions of the personnel department
Human Resources Department:
3.1. Develops proposals on the nomenclature of positions of employees appointed and dismissed by the General Director.
3.2. Together with the heads of interested departments, he selects employees and makes appropriate proposals for their appointment to the specified positions, draws up the necessary documentation for this.
3.3. Together with the heads of departments, he studies the business and moral qualities of employees in the course of their practical activities and makes proposals for the movement and promotion of employees.
3.4. Provides certification of employees, constantly monitors the implementation of the recommendations of the certification commission.
3.5. In accordance with the requirements of labor legislation, with the participation of heads of departments, he makes proposals for the release and relocation of employees and makes the necessary registration.
3.6. Taking into account the development of the organization, it determines the need for specialists and workers of mass professions, determines the sources of staff replenishment.
3.7. Takes measures for the placement of young professionals and ensures their proper use.
3.8. Considers complaints and applications of employees on issues of admission, relocation and dismissal, violations of labor laws, makes proposals for resolving these complaints.
3.9. Keeps records of employees of the organization, in accordance with the established procedure, draws up and stores their personal files and other personnel documents.
3.10. Performs receiving, filling, storing and issuing work books.
3.11. Monitors timely delivery regular holidays employees.
3.12. Together with the legal department, controls the correct organization and application liability to the employees of the organization.
3.13. Together with other departments, he makes proposals and prepares relevant documentation on rewarding employees and other incentives.
3.14. Prepares reports on personnel according to approved forms.
3.15. On behalf of the organization, he represents on issues of work with personnel in state and municipal bodies, organizations, enterprises and institutions.
The Human Resources Department, within its competence, has the right to:
4.1. Request the necessary data on employees from structural subdivisions, and, when hiring and moving employees, the opinion of the heads of the relevant structural subdivisions.
4.2. Require, when applying for a job and in other established cases, the submission of relevant documents and materials (employment books, copies of diplomas of education, etc.).
4.3. To control in structural divisions the observance of labor legislation in relation to employees, as well as the procedure for providing established benefits and benefits.
4.5. Make proposals to the management of the organization on issues of work with personnel, including on improving the work of employees.
5. Guide
5.1. The department is headed by the Head of Human Resources.
5.2. Head of HR department:
Organizes the work of the department;
Takes measures to improve the work of the department;
Provides interaction with other structural divisions.
5.3. The head of the personnel department is personally responsible for the fulfillment of the tasks assigned to the department.
5.4. The duties, rights and responsibilities of employees of the personnel department are established by job descriptions.
I. M. Sverdlov
(signature)
(full name)
Head of the legal department
K. V. Almazov
(signature)
(full name)
Familiar with the situation
Head of Human Resources
VC. Smirnova
(job title)
(signature)
(full name)
(job title*)
(signature)
(full name)
Sample provision
(option 2)
CJSC "Alcotrade"
APPROVE
(name of company)
CEO
(director; deputy director for personnel; other official authorized to approve the job description)
POSITION
O. A. Onufriev
(signature)
(full name)
About the personnel department
(name of division)
I. General provisions
1. The personnel department is an independent structural unit of the organization.
2. The department is created and liquidated by the order of the general director.
3. The department reports directly to the General Director*.
* May also report to the Deputy General Director for Human Resources.
4. The department is headed by a chief* appointed to the position by order of the general director.
* The head of the HR department may be the deputy director of HR.
5. The head of the department must have professional education and work experience in the organization of personnel management in engineering and management positions for at least 5 years.
6. In its activities, the department is guided by:
6.1. the Constitution of the Russian Federation.
6.2. Labor Code RF and other normative legal acts containing labor law norms.
6.3. Charter.
6.4. Staff Regulations.
6.5. By this Regulation.
7. The work of the department is carried out according to annual and quarterly plans.
8. The head of the department once a quarter* submits to the general director a report on the work of the department.
* Other regularity may be specified.
II. Structure
1. The structure and staffing of the department are approved by the general director, based on the conditions and characteristics of the organization's activities, on the proposal of the head of the personnel department and in agreement with the department of organization and remuneration.
2. The Human Resources Department includes structural units (groups, sectors, bureaus, sections, etc.) according to the scheme below *.
* As part of the personnel department, other structural units may also be formed, for example, a bureau (sector) for registering pensions, for monitoring the state of labor discipline and etc.
HUMAN RESOURCES DEPARTMENT
Bureau (sector, group) of reception
Bureau (sector, group) layoffs
Bureau (sector, group) of accounting
Bureau (sector, group) of workers' consultations
3. The distribution of duties between the employees of the bureau (sectors, groups) is carried out by the head of the personnel department.
4. Chief specialists (heads) of the bureau (sectors, groups, etc.) as part of the personnel department, other employees of the department are appointed to positions and dismissed from positions by order of the general director on the proposal of the head of the personnel department.
5. Employees of the department in their activities are guided by job descriptions.
III. Tasks
1. Selection, placement and education of personnel.
2. The study of the business and moral qualities of workers in their practical activities.
3. Personnel accounting.
4. Ensuring the rights, benefits and guarantees of employees of the organization.
5. Control over the state of labor discipline in the organization.
IV. Functions
1. Development personnel policy and organization strategies.
2. Development of forecasts, determination of the current need for personnel and sources of its satisfaction based on the study of the labor market.
3. Providing the organization with personnel of workers, employees and specialists of the required professions, specialties and qualifications in accordance with the goals, strategy and profile of the organization, changing external and internal conditions of its activities.
4. Formation and maintenance of a data bank on the quantitative and qualitative composition of personnel.
5. Selection and selection of employees together with the heads of interested departments and making appropriate proposals for their appointment to the specified positions, execution of orders for employment and other necessary documentation.
6. Development of proposals for employment on a competitive basis in accordance with the procedure established by law, preparation and organization of the work of the competitive commission.
7. Informing employees of the organization about available vacancies; use of funds mass media to hire workers.
8. Establishing direct links with educational institutions and employment services.
9. Registration of admission, transfer and dismissal of employees in accordance with labor legislation, regulations, instructions and orders of the General Director.
10. Accounting for personnel.
11. Issuance of certificates of current and past labor activity workers.
12. Reception, filling, storage and issuance of work books.
13. Maintaining the established personnel documentation.
14. Preparation of materials for the presentation of personnel for incentives.
15. Preparation of materials to bring employees to material and disciplinary liability.
16. Placement of personnel based on an assessment of their qualifications, personal and business qualities.
17. Control over the correct placement of employees and the use of their labor in the structural divisions of the organization.
18. The study of professional, business and moral qualities of employees in the course of their labor activity.
19. Organization of the certification of employees of the organization, its methodological and information support, participation in the analysis of the results of certification, ongoing monitoring of the implementation of the decisions of the certification commission.
20. Preparation of relevant documents on pension insurance and their submission to the authorities social security.
21. Issuance of certificates of work in the organization, position and salary.
22. Ensuring social guarantees for workers in the field of employment, compliance with the procedure for employment and retraining of redundant workers, providing them with established benefits and compensations.
23. Drawing up a vacation schedule, accounting for the use of vacations by employees, registration of regular vacations in accordance with the approved schedule and additional vacations.
24. Registration and accounting of business trips.
25. Timesheet.
26. Control over the state of labor discipline in the divisions of the organization and over the observance by employees of the Internal Regulations.
27. Analysis of staff turnover.
28. Development of measures to strengthen labor discipline, reduce staff turnover, loss of working time, control over their implementation.
29. Consideration of complaints and statements of employees on issues of admission, relocation and dismissal, violations of labor laws.
30. Taking measures to identify and eliminate the causes that give rise to employee complaints.
1. To perform the functions assigned to it, the personnel department has the right to:
1.1. To control in structural divisions the observance of labor legislation in relation to employees, the established procedure for granting benefits and benefits.
1.2. Request the necessary data on employees from structural subdivisions, and, when hiring and moving employees, the opinion of the heads of the relevant structural subdivisions.
1.4. Give the heads of structural subdivisions binding instructions on issues within the competence of the department
1.5. Conduct correspondence on recruitment issues, as well as on other issues that are within the competence of the department and do not require agreement with the general director.
2. The rights granted to the department are exercised by the head of the department, as well as the employees of the department in accordance with the distribution of duties established by job descriptions.
3. The head of the personnel department is endowed with the following rights:
3.1. Submit proposals for consideration by the General Director on issues within the competence of the department.
3.2. Make proposals on the activities of other departments of the organization.
3.3. Represent in the prescribed manner on behalf of the organization on issues within the competence of the department in relations with state and municipal authorities, as well as other enterprises, organizations, institutions, including recruitment agencies and employment services.
3.4. Participate in the preparation and coordination of the plans of the organization in terms of personnel.
3.5. Give subordinate employees instructions that must be followed.
3.6. In agreement with the CEO, involve experts from outside organizations, specialists in the field of personnel management for consultations, preparation of conclusions, recommendations and proposals.
3.7. Manage allocated labor, material, financial and technical resources and distribute them among structural units.
4. The head of the personnel department signs (vises) documents related to the selection and movement of personnel, accounting forms.
5. Employees of the personnel department are entitled to:
5.1. Visit departments of the organization to monitor the state of labor discipline, compliance with labor rights workers.
5.2. Require officials of the organization to comply with labor laws.
5.3. Set deadlines and monitor compliance with requirements.
5.4. When violations of labor laws are detected, draw up acts, memorandums, reports and submit them to the legal department for legal analysis and subsequent submission to the CEO to bring the perpetrators to justice.
5.5. Attend meetings and participate in the discussion of issues within the competence of the department.
VI. Relationships (service relations)
To perform the functions and exercise the rights, the personnel department interacts with the departments of the organization according to the following scheme:
Subdivision name
Documents and information
Receives
Provides (directs)
All structural divisions
Applications for workers and employees
Employee Incentive Decisions
Submissions for promotions
Extracts from orders (copies of orders) on personnel (at the request of heads of departments)
Characteristics on workers
approved vacation schedule
Materials for bringing employees to disciplinary and material liability
Copies of orders to encourage employees, to impose disciplinary sanctions
Explanatory notes from violators of labor and production discipline
Orders on elimination of violations of labor legislation
Draft vacation schedules for departments
Decisions of the attestation commission
Materials for business travelers
Copies of travel orders
Main Accounting
Payroll information for pensions
Materials for issuing certificates to employees about work in the organization, position held and wages
Draft orders for the hiring, dismissal and transfer of financially responsible persons
Information about financially responsible persons
Draft agreements on liability
Timesheets
Vacation schedule
Leaves of temporary disability payable
Information about changing the name of an employee
Orders on business trips, other documents for the payment of travel allowances
Writs of execution from the courts to deduct from the wages of employees
Department of organization and remuneration
staffing
Information about the hiring, transfer and dismissal of employees
Scheme official salaries, surcharges, wage supplements
Information about payroll workers
Labor standards
Staff turnover information
Staff Regulations
Reports, statements on the state of labor discipline
Regulations on material and moral incentives for employees
Regulation on disciplinary responsibility
Regulations on the structural divisions of the organization
Payroll and headcount calculations
Calculations of the need for workers and employees
Training Department
Direction charts executives and employees in educational establishments for advanced training
Calculations of the need for qualified personnel
Plans for training, retraining of personnel, advanced training
Information about the qualitative composition of workers and employees
Information about student progress and terms of study
Lists of employees
Results of final exams, qualification tests, competitions professional excellence
Draft employment contracts with teachers and instructors
Composition suggestions attestation commissions
Information about candidates for the positions of teachers and instructors
Legal Department
Information about changes in labor legislation, social security legislation
Draft employment contracts with executives of the organization
Normative legal acts on labor
Applications for the search for the necessary regulatory legal acts of clarification of the current legislation
Explanations of the current labor legislation and the procedure for its application
Orders for sighting
VII. A responsibility
1. Responsibility for the proper and timely performance by the department of the functions provided for by these Regulations lies with the head of the personnel department.
2. The head of the personnel department is held liable for:
2.1. Improper organization of the activities of the department to perform the tasks and functions assigned to the department.
2.2. Untimely and poor-quality preparation of documents.
2.3. Improper record keeping in accordance with current rules and instructions.
2.4. Providing false information on matters within its competence.
2.5. Non-observance by employees of the department of labor and production discipline.
2.6. Failure to take measures to eliminate large-scale violations of labor discipline in the organization.
2.7. Failure to ensure the safety of property located in the department and non-compliance with fire safety rules.
2.8. Non-compliance with the current legislation of draft orders, instructions, regulations, resolutions and other documents endorsed (signed) by him.
2.9. Irrational use of labor and material resources.
3. The head of the personnel department for committing offenses in the course of his activities is held accountable in the manner prescribed by labor, administrative, criminal legislation.
4. Employees of the personnel department, when assessing the business qualities of employees of the organization, are obliged to proceed only from officially received data and materials and are not entitled to disclose the available data on the personal life of employees.
5. The responsibility of employees of the personnel department is established by their job descriptions.
Head of Organization and Remuneration Department
I. M. Sverdlov
(signature)
(full name)
* Visas of heads of structural divisions with which the department interacts, other officials.
Head of the legal department
K. V. Almazov
(signature)
(full name)
Familiar with the situation
Head of Human Resources
VC. Smirnova
(job title)
(signature)
(full name)
(job title*)
(signature)
(full name)
* Positions, signatures of other employees of the personnel department, dates of familiarization.
Sample provision
(option 3)
CJSC "Alcotrade"
APPROVE
(name of company)
CEO
(director; deputy director for personnel; other official authorized to approve the job description)
POSITION
O. A. Onufriev
(signature)
(full name)
About the personnel department
(name of division)
1. General Provisions
1.1. This Regulation defines the main tasks, functions, rights and responsibilities of the personnel department of a closed joint-stock company"Alcotrade" (hereinafter referred to as the joint-stock company).
1.2. The personnel department in its activities is guided by the labor legislation of the Russian Federation, the Charter of the joint-stock company, the Regulations on personnel, rules and standards documentation support management, other regulatory legal and regulatory and methodological documents on personnel work.
1.3. The Human Resources Department is an independent structural subdivision of the joint-stock company and reports to the General Director.
1.4. The staffing and structure of the department are determined by the general director of the joint-stock company.
1.5. This Regulation determines the procedure for carrying out work on the selection, placement and education of personnel, personnel records, management of labor discipline in a joint-stock company.
1.6. The direct management of the work of the department is carried out by the head of the personnel department, to the position of which, by order of the general director, a person with a higher professional education and at least 5 years of work experience in organizing personnel management in engineering, technical and managerial positions is appointed.
1.7. During the absence of the head of the department (vacation, business trip, illness, etc.), his duties are assigned to the senior human resources engineer, who acquires the appropriate rights and is responsible for failure to perform duties.
2. Main goals and objectives of the department
2.1. The main purpose of creating a personnel department is the implementation of personnel policy in a joint-stock company.
2.2. The main tasks of the department are:
Selection, placement and education of personnel;
Formation and accounting of personnel;
Ensuring the rights, benefits and guarantees of employees of the joint-stock company;
Control over the state of labor discipline in a joint-stock company.
3. Functions of the department
To solve the tasks, the personnel department performs the following functions:
3.1. Develops a personnel policy, as well as a set of measures for its implementation.
3.2. Calculates the need for personnel and determines the sources of its satisfaction based on the study of the labor market.
3.3. Provides the joint-stock company with workers and employees of the required professions, specialties and qualifications in accordance with the goals, strategy and subject of the joint-stock company.
3.4. Forms and maintains a data bank on the quantitative and qualitative composition of personnel.
3.5. Together with the heads of structural divisions, he selects and selects employees and makes proposals for their appointment to positions.
3.6. Informs employees of the joint-stock company about available vacancies.
3.7. Establishes links with educational institutions, employment services, recruitment agencies for recruitment, as well as the media to place advertisements for hiring workers.
3.8. Draws up the admission, transfer and dismissal of employees in accordance with labor legislation, regulations, instructions and orders of the general director of the joint-stock company.
3.9. Maintains records of personnel, established personnel documentation.
3.10. Issues certificates of labor activity of employees, positions held and wages.
3.11. Receiving, filling out, storing and issuing work books.
3.12. Prepares materials for presenting employees for incentives, for bringing employees to material and disciplinary responsibility.
3.13. Together with the heads of structural divisions, it arranges personnel on the basis of an assessment of their qualifications, personal and business qualities.
3.14. Organizes certification of employees of the joint-stock company, its methodological and informational support.
3.15. Analyzes the results of certification.
3.16. Organizes, in accordance with regulatory legal and methodological documents, inspections in the subdivisions of the joint-stock company:
Compliance with the correct use of labor in structural divisions;
The state of labor discipline;
Execution of decisions of the attestation commission.
3.17. Carries out accounting and analysis of the results of inspections and, if necessary, the intervention of the General Director informs him of the existing violations and ways to eliminate them.
3.18. Prepares documents for registration of pensions and submits them to the social security authorities.
3.19. Provides social guarantees employees in the field of employment, compliance with the procedure for employment and retraining of redundant workers, providing them with established benefits and compensations.
3.20. Draws up a vacation schedule, keeps records of the use of vacations by employees, draws up vacations in accordance with the approved schedule.
3.21. Arranging travel arrangements and maintaining travel records.
3.22. Provides bookkeeping.
3.23. Develops measures to strengthen labor discipline, reduce staff turnover, loss of working time, monitor their implementation.
3.24. Considers complaints and applications of employees on issues of admission, relocation and dismissal, violations of labor laws.
3.25. Takes measures to identify and eliminate the causes that give rise to employee complaints.
4. Rights of the department
4.1. The personnel department has the right:
Request the necessary data on employees from structural subdivisions, and, when hiring and moving employees, the opinion of the heads of the relevant structural subdivisions;
To exercise control over the activities of any structural subdivision of the joint-stock company in compliance with labor legislation, the Rules of internal work schedule, as well as on other issues within its competence;
Participate in the work of commissions that consider personnel issues, as well as hold meetings on issues within the competence of the department;
Submit for consideration by the management of the joint-stock company proposals, acts, conclusions on holding the heads of structural divisions accountable for violations of labor legislation committed by them.
4.2. The specific rights of the head of the department and employees of the department are established by job descriptions.
5. Responsibility
5.1. The personnel department is responsible collective responsibility per:
The quality and timeliness of the tasks and functions assigned to the department, as well as for the full implementation of the rights granted to the department;
Compliance with the requirements of labor legislation;
The correctness, completeness and quality of the activities for the implementation of the personnel policy in the joint-stock company.
5.2. The individual (personal) responsibility of the employees of the department is established by job descriptions.
6. Interaction
6.1. The Human Resources Department performs its functions in close contact with all structural subdivisions of the joint-stock company on the issues of placement of personnel, registration personnel documentation, the application of incentives and penalties to employees, certification, registration of holidays, compliance with labor discipline.
6.2. To perform its functions and exercise the rights granted, the personnel department interacts:
With the chief accounting department on the exchange of information: on the wages of employees; staffing; accounting of working hours; financial support for vacations, business trips, dismissals; other objects and objects;
With the department of organization and remuneration on the exchange of information: on the management structure; staffing; salary plans; payroll calculations; labor standards; calculations of the need for personnel; admission, transfer and dismissal of employees; staff turnover; other objects and objects;
With the personnel training department on the exchange of information: on the needs for qualified personnel for individual positions, specialties, professions; quality composition of employees; the procedure for sending executives and specialists to educational institutions for advanced training; lesson plans; information about the progress of students and terms of study; results of final exams, qualification tests, professional skill competitions; composition of attestation commissions; other objects and objects;
With the economic department on the provision of office equipment, stationery, as well as on repairs in the premises assigned to the personnel department.
6.3. Interaction with the structural subdivisions of the joint-stock company should not go beyond the competence of the personnel department, and also lead to the performance of the functions of the personnel department by other subdivisions.
7. Logistics
7.1. The material and technical basis of the department's activities are the premises assigned to it, furniture, office equipment, computer equipment, software, documents necessary to fulfill the tasks assigned to the department.
7.2. Department employees bear individual and collective responsibility for the safety of property and funds assigned to the department.
8. Organization of work
8.1. The work of the personnel department is carried out in accordance with the approved plans.
8.2. The plans of the department are drawn up by the head of the department.
8.3. The instructions of the head of the department are binding on subordinate employees.
8.4. Employees of the department perform the functions assigned to the department. Require employees to perform duties not specified in employment contract and not defined in job descriptions, is prohibited.
8.5. For high-quality and complete performance of functions, groups of employees are created in the department responsible for the following areas:
2) dismissal;
3) movement, holidays, business trips;
4) study and evaluation of personnel;
5) the state of labor discipline;
6) registration of pensions.
8.6. The headcount of the department is 12 people.
9. Changes
Changes and additions to this Regulation are agreed with the head of the personnel department and are made to the Regulation on the basis of the order of the General Director.
Application:
1. Floor plans, inventory list
2. Job descriptions for employees of the department (12 pcs.).
Head of Organization and Remuneration Department
I. M. Sverdlov
(signature)
(full name)
* Visas of heads of structural divisions with which the department interacts, other officials.
Head of the legal department
K. V. Almazov
(signature)
(full name)
Familiar with the situation
Head of Human Resources
VC. Smirnova
(job title)
(signature)
(full name)
(job title*)
(signature)
(full name)
* Positions, signatures of other employees of the personnel department, dates of familiarization
Shchur D.L., Trukhanovich L.V.
- HR records management
Keywords:
1 -1
Document section: Sample Documents, Position
TYPICAL POSITION
ABOUT CUSTOMS SOCIAL DEVELOPMENT DEPARTMENT
I. General provisions
2. If it is impossible or inexpedient to create a Department, its tasks and functions are performed by the Customs Logistics Department.
3. General leadership The department is carried out by the head of customs and (or) the deputy head of customs for logistics. Methodical management of the activities of the Department is carried out by the Main Directorate of Logistics Support of the Federal Customs Service of Russia.
4. The Department in its activities is guided by the Constitution of the Russian Federation, federal constitutional laws, Customs Code Russian Federation, others federal laws, decrees and orders of the President of the Russian Federation, decrees and orders of the Government of the Russian Federation, international treaties of the Russian Federation, regulatory legal acts of the Ministry of Economic Development of Russia, the Ministry of Finance of Russia and the Bank of Russia, other regulatory legal acts in the field of customs, legal acts of the Federal Customs Service of Russia and the regional customs administration as well as these Regulations.
5. The department solves the tasks assigned to it both directly and with the participation of structural subdivisions of customs, in cooperation with the territorial bodies of other federal bodies executive authorities, executive authorities of the constituent entities of the Russian Federation, local governments, public associations and other organizations, individuals.
6. The activities of the Department are carried out on the basis of current and long-term planning.
7. The duties and other issues of the activities of the officials of the Department are regulated by job descriptions ( official regulations), approved in accordance with the established procedure.
8. The staffing of the Department is approved by the head of customs.
II. Main goals
9. Studying the problems of social security of officials and customs workers, collecting, summarizing and analyzing the necessary statistical data, forecasting development social processes in structural subdivisions of customs.
10. Submission of proposals for implementation to the management of customs social policy FTS of Russia.
11. Organization of work on the implementation of guarantees of material and social support and social protection officials and customs workers, veterans of the customs service.
12. Organization of work on the implementation of programs social development customs authorities.
III. Main functions
13. Participation in the development of social policy and the definition priority areas in the development of the social base of customs.
14. Development of housing programs for customs officials and participation in their implementation, determination of a reasonable need for the construction and acquisition of housing, preparation of proposals on these issues for the management of customs.
15. Organization within the powers of the Department of control over the execution of legal acts providing for social rights, benefits regulating the issues of material and welfare in relation to officials and customs workers.
16. Ensuring interaction with territorial bodies of federal executive bodies on issues within the competence of the Department.
17. Accounting for customs officials who need to improve their living conditions, control over the distribution of housing in customs.
18. Definition and justification of the need for customs financing social sphere and making appropriate proposals for consideration by the customs authorities.
19. Ensuring the effective use of financial resources allocated for the purchase and construction of housing and other social facilities.
20. Organization of health-improving holidays for customs officials and members of their families.
21. Organization of sports and recreational activities among customs officials and members of their families.
22. Implementation of work on the selection, placement, training and education of personnel for the Customs Department.
23. Study, generalization and dissemination of best practices in social work.
24. Drawing up and submission to the management of the customs of the necessary reporting information on issues within the competence of the Department.
25. Performing other functions, if such functions are provided for by the legislation of the Russian Federation, decrees and orders of the President of the Russian Federation, decrees and orders of the Government of the Russian Federation, regulatory legal acts of the Ministry of Economic Development of Russia, legal acts of the Federal Customs Service of Russia.
IV. Rights
26. To perform the assigned tasks and functions, the Department has the right to:
1) interact with other customs authorities and organizations on issues within the competence of the Department;
2) request and receive from the structural subdivisions of the customs the necessary information and documents;
3) submit for approval by the customs management draft orders, orders, contracts and other documents on the activities of the Department;
4) request, in agreement with the management of the customs, from other customs authorities and organizations under the jurisdiction of the FCS of Russia, the documents and information necessary to perform the tasks and functions assigned to the Department;
5) enjoy other rights provided for by the Customs Code of the Russian Federation and other legislative acts of the Russian Federation.
V. Final provisions
27. The department is headed by a chief appointed and dismissed by customs orders in agreement with the relevant departments of the higher customs authority.
28. Head of Department:
1) manage the activities of the Department on the basis of the principle of unity of command;
2) distributes duties between subordinate officials, ensures their observance of official discipline;
3) creates conditions for increasing vocational training officials and employees of the Department, the introduction of promising methods and methods of work;
4) organizes the development, submits for approval to the head of customs draft documents on issues within the competence of the Department;
5) ensures the implementation of programs, plans and indicators budget planning, execution of instructions of the management of customs;
6) submits, in accordance with the established procedure, submissions on the assignment of class ranks to officials of the Department;
7) submits, in accordance with the established procedure, proposals for encouraging officials and employees of the Department, for imposing disciplinary sanctions on them;
8) represents customs in state bodies and other organizations on issues within the competence of the Department;
9) is responsible for the timely and high-quality performance of the tasks and functions assigned to the Department;
10) performs other functions, enjoys other rights and bears responsibility in accordance with the legislation of the Russian Federation.
Head of the Main Logistics Department V.F. LAGIREV
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1. General Provisions
1.1. Department _____________________ is an independent structural subdivision of the company.
1.2. Department ____________________ is formed by the order of the director (decision of the founder) of the company.
1.3. Department ___________________ is liquidated by the order of the director (decision of the founder) of the company.
1.4. The department of ______________________ is headed by ________________________________, who is appointed by the director of the company and reports directly to the director of the company.
1.5. Employees of the department _________________ are appointed by ______________ on the proposal of __________________________.
1.6. Department __________________________ in its activities is guided by:
Current laws and regulations;
the charter of the organization;
By this provision;
________________________
1.7. During the absence of employees of the department (business trip, illness, vacation, etc.), their duties are performed by persons appointed in the prescribed manner, who acquire the appropriate rights and obligations and are responsible for the improper performance of their duties.
1.9. The main concepts used in this provision:
2. Department structure
2.1. The structure and size of the department _________________________ is determined by the director of the company by order of agreement (representation) ________________________________.
2.2. The department ______________________________ is composed of the following structural subdivisions:
At the same time, the structural unit _____________________________________ includes employees holding the positions of _______________________________, and the structural unit _____________________________________ includes employees holding the positions of _______________________________________________.
2.3. The distribution of duties of the employees of the department and the approval of their job descriptions is carried out by _______________________________ in agreement with the director of the company, ___________________________.
3. Tasks and functions of the department __________________________
3.1. Department tasks:
3.2. Department functions:
4. Rights of the department ______________________:
4.1. Give instructions to employees of the department(s) of ___________________ on matters within the competence of the department of ____________________________, in accordance with their job descriptions.
4.2. Participate in company meetings held, including those on issues within the competence of the department.
4.3. Request from other structural divisions of the company information, documents and materials relating to the activities of the department and necessary for the proper performance of its functions.
4.4. Maintain correspondence with authorities state power and local self-government, with other structural divisions of the company and with other companies on issues that fall within the competence of the department and do not require coordination with the company's management.
4.5. Represent on behalf of the company in relations with state authorities and local governments, with other companies on issues that fall within the competence of the department and do not require coordination with the company's management.
4.6. Get acquainted with the draft decisions of the management regarding the work of the department.
4.7. Approval of the following documents developed in the company:
4.8. Submit for consideration by the management proposals for improving the work of the department, submissions on the application of incentives and penalties to employees of the department.
4.9. _____________________________________________________.
5. Relationships with company departments
To implement the tasks and perform the functions, the department ______________________ interacts with the structural divisions of the company on the following issues:
5.1. With a structural subdivision (department, sector, department, department) __________________ - on the following issues:
5.2. With a structural subdivision (department, sector, department, department) __________________ - on the following issues:
Receiving ___________________________________,
Grants ______________________________,
-____________________________________________.
5.3. From __________________________ - for questions:
(Job title)
Receiving ___________________________________,
Grants ______________________________,
-____________________________________________.
5.4. From __________________________ - for questions:
(Job title)
Receiving ___________________________________,
Grants ______________________________,
-____________________________________________.
6. Responsibility
6.1. Responsibility for improper performance of the duties of the department ____________________ is borne by the head ( Chief Specialist) department.
6.2. The degree of responsibility of other employees is established by job descriptions.
6.3. The head (chief specialist) of the department _____________________, as well as the employees of this department, are responsible for:
Providing the management and structural divisions of the company with false information about the work of the department and within the competence of the department,
Providing state authorities, local governments, other companies with false information about the work of the department and the company and information within the competence of the department,
dishonest performance of official duties,
Violation of production and labor discipline,
Failure to comply with the Charter, local regulations of the company and job descriptions,
Failure to ensure the safety of the property entrusted to the department _________________________,
- ______________________________________________________________.
Reprinting of this material is not permitted.