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List typical positions(Job descriptions)
Senior managers companies
1.1 General Director
1.2 Executive Director
1.3 CFO
1.4 Commercial Director
1.5 HR Director
1.6 Marketing Director
1.7 Logistics Director
1.8 Quality Director
1.9 Operations director of a retail chain
1.10 Branch director
1.11 Technical Director
Administrative staff
2.1 Office manager
2.3 Head of Legal Department
2.5 Dispatcher
2.6 Secretary to the General Director
2.7 Department Secretary
2.8 Secretary-receptionist
Research and development and information technology personnel
3.1 Chief designer
3.2 Head of Laboratory
3.3 Constructor
3.4 Laboratory assistant
3.5 Head of IT Department
3.6 System administrator
3.7 Senior programmer
3.8 Programmer
Logistics and purchasing staff
4.1 Logistics and procurement personnel
4.1.1. Head of product department
4.1.2. Director of logistics Department
4.1.3. Head of Procurement
4.1.4. Logistics Manager
4.1.5. Purchasing Manager
4.1.6. Head of the customs group
4.1.7. Foreign trade specialist 4.2 Warehouse logistics personnel
4.2.1 Warehouse manager
4.2.2 Deputy warehouse manager
4.2.3 Storekeeper
4.2.4 Loader-collector
4.2.5 Loader
4.2.6 Forklift driver 4.3 Transport logistics personnel
4.3.1 Head of the motor transport department
4.3.2 Delivery driver for heavy vehicles
4.3.3 Forwarding driver for passenger cars
4.3.4 Heavy vehicle driver
4.3.5 Car driver
4.3.6 Forwarder
5.2 Marketing Manager
5.4 Merchandiser
5.5 Promoter
5.6 Designer
5.7 Copywriter
5.8 Layout designer
Customer service staff
6.1 Restaurant/cafe director
6.3 Bartender-cashier
6.4 Wardrobekeeper
6.5 Waiter
6.6 Maid
6.7 Concierge
6.8 Head waiter
6.9 Receptionist
6.10 Doorman
6.11 Ironer
6.12 Service Manager
6.13 Tailor
Development staff
7.1 Development Director
7.2 Development Manager
7.3 Project Manager
7.4 Project Manager
HR staff
8.1 Head of Personnel Department
8.2 HR Manager
8.3 Training Manager
8.3 HR Manager
Finance and accounting staff
9.1 Head of Planning and Economic Department
9.2 Chief accountant
9.3 Deputy Chief Accountant
9.4 Senior accountant
9.5 Accountant
9.6 Store accountant
9.7 Warehouse accountant
9.8 Financial manager
9.9 Economist
9.10 Labor economist
9.11 Accounts receivable specialist
9.12 Senior cashier
9.13 Cashier
Corporate Sales Personnel
10.1 Head of Sales Department
10.2 City Sales Manager
10.3 Regional Sales Manager
10.4 Key account manager
10.5 Sales representative
10.6 Sales Administrator
Retail sales staff
11.1 Supermarket director
11.2 Store director
11.3 Deputy Store Director
11.4 Head of department (food products)
11.5 Head of department (non-food products)
11.6 Sales area administrator (food products)
11.7 Sales area administrator (non-food products)
11.8 Senior Seller (Food Products)
11.9 Senior salesperson (non-food products)
11.10 Seller (food products)
11.11 Seller (non-food products)
11.12 Salesperson-cashier (food products)
11.13 Salesperson-cashier (non-food products)
11.13. Cashier-operator
11.15. Transceiver
Production personnel (management)
12.1 Production Manager
12.2 Chief engineer
12.3 Chief technologist
12.4 Chief mechanic
12.5 Chief power engineer
12.6 Workshop manager
12.7 Head of the section
12.8 Production Planning Manager
Technical personnel (food production)
13.1 Chef
13.3 Confectioner
13.4 Marker
13.5 Baker
13.6 Meat cutter
13.7 Packer
13.8 Worker food production
Technical personnel (non-food production)
14.1 Foreman
14.2 Production foreman
14.3 Technologist
14.4 Engineer
14.5 Quality Controller
14.6 Master
14.7 Mechanic
14.8 Process equipment operator
14.9 Serviceman
14.10 Carpenter
14.11 Locksmith
14.12 Turner
14.13 Milling operator
14.14 Electrician
14.15 Electric and gas welder
14.16 Non-food production worker
14.17 Construction equipment operator
14.18 Car mechanic
14.19 Installer
14.20 Auto electrician
14.21 Safety engineer
14.22 Machinist refrigeration units
Support staff
15.1 Head of Security
15.2 Head of Administrative Operations
15.3 Security Officer
15.4 Driver-bodyguard
15.5 Controller (security guard)
15.6 Controller on the sales floor
15.7 Health worker
15.8 Castellan
15.9 Porter
15.10 Janitor
15.11 Courier
15.12 Cleaner
Engineering and technical personnel
16.1 Head of Standardization and Control Department
16.2 Standardization specialist
16.3 Head of customer service
16.4 Head of the design and technical department
16.5 Slinger
16.6 Head of the environmental department
16.7 Ecologist
16.8 Chief surveyor
Unified qualification directory for positions of managers, specialists and employees
Size wages managers, specialists and other employees, as a general rule, are determined mainly by the amount of official salary paid for the performance by these employees of their official duties in their positions. In this regard, a clear fixation of these responsibilities - their content, scope, technology and responsibility - is of paramount importance for employees.
The qualification characteristics of each position consist of three sections: “Job responsibilities”; “Must Know” and “Qualification Requirements.”
The “Job Responsibilities” section contains a list of main functions that can be assigned in whole or in part to an employee holding this position.
The “Must Know” section contains the basic requirements for the employee in terms of special knowledge, as well as knowledge of regulations, methods and tools that the employee must be able to use when performing job duties.
The section "Qualification Requirements" determines the level of professional training of the employee necessary to perform the duties assigned to him, and the required work experience.
As an example, we give the qualification characteristics of the position of director (general director, manager) of an enterprise *(1) .
Job responsibilities. Manages, in accordance with current legislation, the production, economic and financial-economic activities of the enterprise, bearing full responsibility for the consequences of decisions made, the safety and effective use of the enterprise’s property, as well as the financial and economic results of its activities. Organizes the work and effective interaction of everyone structural divisions, shops and production units, directs their activities to the development and improvement of production, taking into account social and market priorities, increasing the efficiency of the enterprise, increasing sales volumes and increasing profits, quality and competitiveness of manufactured products, their compliance with international standards in order to conquer domestic and foreign market and meet the needs of the population for relevant types of domestic products. Ensures that the enterprise fulfills all obligations to the federal, regional and local budgets, state extra-budgetary social funds, suppliers, customers and creditors, including bank institutions, as well as economic and labor agreements (contracts) and business plans. Organizes production and economic activities based on widespread use the latest technology and technology, progressive forms of management and labor organization, scientifically based standards of material, financial and labor costs, studying market conditions and best practices (domestic and foreign) in order to comprehensively improve the technical level and quality of products (services), the economic efficiency of its production, rational use of production reserves and economical use of all types of resources. Takes measures to provide the enterprise with qualified personnel, the rational use and development of their professional knowledge and experience, the creation of safe and favorable working conditions for life and health, and compliance with the requirements of environmental protection legislation. Ensures the correct combination of economic and administrative methods of management, unity of command and collegiality in discussing and resolving issues, material and moral incentives for increasing production efficiency, application of the principle of material interest and responsibility of each employee for the work assigned to him and the results of the work of the entire team, payment of wages on time . Together with labor collectives and trade union organizations, based on the principles of social partnership, ensures the development, conclusion and implementation of a collective agreement, compliance with labor and production discipline, promotes the development of labor motivation, initiative and activity of workers and employees of the enterprise. Resolves issues related to the financial, economic and production activities of the enterprise, within the limits of the rights granted to it by law, entrusts the management of certain areas of activity to other officials - deputy directors, heads of production units and branches of enterprises, as well as functional and production divisions. Ensures compliance with the rule of law in the activities of the enterprise and the implementation of its economic relations, the use of legal means for financial management and functioning in market conditions, strengthening contractual and financial discipline, regulating social and labor relations, ensuring the investment attractiveness of the enterprise in order to maintain and expand the scale of business activity . Protects the property interests of the enterprise in court, arbitration, government and administrative bodies.
Must know: legislative and regulatory legal acts regulating the production, economic and financial-economic activities of the enterprise, resolutions of federal, regional and local government authorities and management, defining priority directions for the development of the economy and the relevant industry; methodological and regulatory materials of other bodies relating to the activities of the enterprise; profile, specialization and features of the enterprise structure; prospects for technical, economic and social development of the industry and enterprise; production capacity and human resources of the enterprise; production technology of the enterprise's products; tax and environmental legislation; the procedure for drawing up and agreeing on business plans for the production, economic and financial and economic activities of the enterprise; market methods of business and enterprise management; a system of economic indicators that allow an enterprise to determine its position in the market and develop programs for entering new markets; the procedure for concluding and executing economic and financial contracts; market conditions; scientific and technical achievements and best practices in the relevant industry; management of the economy and finances of the enterprise, organization of production and labor; the procedure for developing and concluding sectoral tariff agreements, collective agreements and regulating social and labor relations; labor legislation; rules and regulations of labor protection.
Qualification requirements. Higher professional (technical or engineering-economic) education and work experience in management positions in the relevant industry profile of the enterprise for at least 5 years.
Qualification characteristics are given in the Qualification Directory of Positions of Managers, Specialists and Other Employees, approved by Decree of the Ministry of Labor of the Russian Federation dated August 21, 1998 N 37 (as amended by Order of the Ministry of Health and Social Development of the Russian Federation dated November 7, 2006 N 749).
The qualification guide contains two sections. The first section provides qualification characteristics industry-wide positions managers, specialists and other employees (technical performers), widespread in enterprises, institutions and organizations, primarily in production sectors of the economy, including those receiving budgetary funding. The second section contains qualification characteristics positions of workers employed in research institutions, design, technological, design and survey organizations, as well as editorial and publishing departments.
This reference book 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 work primarily performed, which constitutes the content of the employee’s work (organizational-administrative, analytical-constructive, information-technical).
The names of employee positions, the qualification characteristics of which are included in the Directory, are established in accordance with the All-Russian Classifier of Worker Professions, Employee Positions and tariff categories OK-016-94 (OKPDTR) (as amended by 5/2004 OKPDTR, approved by Rostekhregulirovanie), put into effect on January 1, 1996.
In connection with the above, we draw the attention of readers to the fact that, according to Art. 57 “Content of the employment contract” of the Labor Code of the Russian Federation, if in accordance with federal laws Since the performance of work in certain positions, professions, specialties is associated with the provision of compensation and benefits or the presence of restrictions, then the names of these positions, professions or specialties and the qualification requirements for them must correspond to the names and requirements specified in qualification reference books approved in the manner established by the Government of the Russian Federation .
Thus, if, for example, the remuneration of a specialist in accordance with Art. 147 of the Labor Code of the Russian Federation is carried out in increased size for work in hazardous working conditions, the employer is obliged to be guided by the relevant qualification characteristics included in the Qualification Directory of Positions of Managers, Specialists and Other Employees, that is, the name of the position, profession, specialty and qualification requirements for them must correspond to the qualification characteristics.
If, in accordance with federal laws, the performance of work in a given position, profession, specialty is not associated with the provision of compensation and benefits (increased wages, provision of additional leave, therapeutic and preventive nutrition, etc.) or the presence of restrictions, then the employer is free to choose whether or not to be guided by the qualification characteristics in this case. In other words, the employer has the right to independently decide on the name of the position, profession, specialty and qualification requirements for them.
When applying the Qualification Directory for positions of managers, specialists and other employees in practice, the following must be kept in mind.
1. The Directory does not include qualification characteristics of derivative positions (senior and leading specialists, as well as deputy heads of departments). The job responsibilities 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 Handbook. At the same time, it must be borne in mind that the use of the job title “senior” is possible provided that the employee, in addition to performing the duties prescribed by his position, supervises the performers subordinate to him.
The position of “senior” can be established as an exception and in the absence of performers directly subordinate to the employee, if he is entrusted with the functions of managing an independent area of work.
For specialist positions for which qualification categories are provided, the job title “senior” is not used. In these cases, the functions of managing subordinate performers are assigned to specialist I qualification category(for qualification categories of specialists, see further in the text).
The job responsibilities of the “leaders” are established on the basis of the characteristics of the corresponding specialist positions. In addition, they are entrusted with the functions of a manager and responsible performer of work in one of the areas of activity of an enterprise, institution, organization or their structural divisions, or responsibilities for coordination and methodological management of groups of performers created in departments (bureaus). The requirements for the required work experience of leading specialists 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 divisions are determined based on the characteristics of the corresponding positions of managers.
2. The qualification characteristics of specialist positions provide for intra-position qualification categorization for remuneration within the same position without changing its name. Qualification categories for remuneration of specialists are established by the head of the enterprise, institution, or organization.
This takes into account the degree of independence of the employee in performing job duties, his responsibility for decisions made, attitude to work, efficiency and quality of work, as well as professional knowledge, practical experience, determined by length of service in the specialty, etc.
As an example, we give the requirements for the qualifications of a design engineer (designer), set out in the qualification characteristics of this position.
Engineer: higher professional education without any work experience requirements.
3. The qualification characteristics of the positions of heads (managers) of departments serve as the basis for determining job responsibilities, knowledge requirements and qualifications.
4. Qualification characteristics can be used as regulatory documents direct action or serve as a 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 responsibilities included in the characteristics of a particular position can be distributed among several performers.
The qualification characteristics present the most typical work for each position. Therefore, when developing job descriptions, it is possible to clarify the list of works that are characteristic of the corresponding position in specific organizational and technical conditions, and establish requirements for the necessary special training of workers.
5. In the process of taking measures to improve organization and increase labor efficiency, it is possible to expand the range of responsibilities of employees in comparison with those established by the corresponding characteristics. In these cases, without changing the job title, the employee may be entrusted with the performance of duties provided for by the characteristics of other positions that are similar in content of work, equal in complexity, the performance of which does not require another specialty and qualifications.
6. The compliance of the actual duties performed and the qualifications of employees with the requirements of qualification characteristics is determined by the certification commission in accordance with the current regulations on the certification procedure. At the same time, special attention is paid to high-quality and efficient performance of work.
7. Persons who do not have special training or work experience established by the qualification requirements, but have sufficient practical experience and who perform their job duties efficiently and in full, on the recommendation of the certification commission, as an exception, can be appointed to the appropriate positions in the same way as persons with special training and work experience.
8. The Directory includes qualification characteristics of mass positions that are common to all sectors of the economy and are most widely used in practice. Qualification characteristics of positions specific to individual industries are developed by ministries (departments) and approved in the prescribed manner.
The Government of the Russian Federation, by resolution of October 31, 2002 N 787 (as amended on December 20, 2003 N 766), approved the procedure for approving the Unified Qualification Directory of positions of managers, specialists and employees. The Government of the Russian Federation has established (thus confirming) that the Unified Qualification Directory for the positions of managers, specialists and employees consists of the qualification characteristics of the positions of managers, specialists and employees, containing job responsibilities and requirements for the level of knowledge and qualifications of these employees.
This resolution instructed the Ministry of Labor and Social Development of the Russian Federation to organize jointly with federal bodies executive power, which are entrusted with the management, regulation and coordination of activities in the relevant sector (sub-sector) of the economy, the development of a Unified Qualification Directory for the positions of managers, specialists and employees and the procedure for their application, as well as approve the specified directory and the procedure for its application.
In pursuance of the aforementioned resolution of the Government of the Russian Federation, the Ministry of Labor of the Russian Federation, by resolution No. 9 of February 9, 2004, approved the Procedure for applying the Unified Qualification Directory of Positions of Managers, Specialists and Employees. The specified Order basically repeats the text of the section " General provisions"Qualification reference book for positions of managers, specialists and other employees.
The new Qualification Handbook is designed to ensure a rational division of labor, create an effective mechanism for delineating functions, powers and responsibilities based on clear regulation of the labor activities of employees in modern conditions. The directory contains new qualification characteristics of employee positions related to the development of market relations. All previously existing qualification characteristics have been revised; significant changes have been made to them in connection with the transformations being carried out in the country and taking into account the practice of applying the characteristics.
In the qualification characteristics, the standards for regulating the labor of workers were unified to ensure a unified approach to the selection of personnel with appropriate qualifications and compliance with uniform principles for the tariffing of work based on its complexity. The Qualification Specifications take into account the latest legislative and regulatory legal acts Russian Federation.
Profound socio-economic transformations Russian society in the conditions of transition to a market economy, they require fundamental changes in the regulation of labor relations, labor organization and regulation of the labor activities of workers.
Changing the technological method of production based on the widespread introduction of computer technology and information, the increasing role of science and scientific and technological progress as a factor of economic growth, the strengthening of the social orientation of production activities, the implementation of privatization, the development of entrepreneurship, including medium and small businesses, determined the evolution of property relations and types of management in the direction of the diversity and plurality of their forms, the relationship between the employer and the employee, and the intensification of their participation in share capital and management, development of collective bargaining relations.
The program of social reforms in the Russian Federation provides for the creation of economic and social conditions to significantly increase labor productivity, labor activity, development of entrepreneurship and business initiative, as well as the introduction of reliable mechanisms for compliance by enterprises, institutions and organizations of all forms of ownership with legal guarantees provided to employees. The solution to these problems can be achieved through qualitative improvement of systems and methods of leadership and personnel management, the most full use professional and creative potential of workers, rational organization of their work and increasing its efficiency, as well as competence, discipline, and exactingness. At the same time, in order to overcome crisis phenomena, the formation and effective functioning of the market mechanism, maximum mobilization of economic growth reserves, activation of organizational, economic and socio-psychological factors is required, adherence to the principles of correct selection, placement and use of personnel based on the establishment and compliance qualification requirements to them, a clear distribution of responsibilities of employees, increasing the level of their professionalism and the responsibility of each for the assigned work.
This Qualification Guide for the positions of managers, specialists and other employees (technical performers) is designed to ensure a rational division of labor, create an effective mechanism for delineating functions, powers and responsibilities, and clear regulation of the labor activities of employees in modern conditions of development of market relations. Being a normative document, the Qualification Directory ensures continuity with the previously valid one.
The qualification characteristics of employee positions used so far were mainly developed and approved ten or more years ago. They reflected the organizational, technical and economic conditions that had developed by that time, and, consequently, the level of professional qualifications, as well as the official division and organization of labor. The task of the developers of the Handbook was not only to create it at a qualitatively new level, to eliminate the shortcomings and gaps identified during the application process, but also to supplement it with the characteristics of positions that appeared in the new economic conditions.
The enormous changes that have taken place over last decade in economic, social and organizational-technical relations, as well as the practice of applying current labor organization standards, which are the qualification characteristics of employee positions, necessitated their revision and further improvement taking into account the new stage of development of society, new requirements for employees, and their knowledge of qualifications.
This Handbook has been supplemented with new qualification characteristics of positions of employees whose functions are related to the formation and development of market economic relations. These include, for example, the qualification characteristics of the positions of auditor, auctioneer, broker, dealer, manager, appraiser, marketing specialist, etc. New characteristics reflect modern requirements, meet the objectives of the reforms ongoing in the country.
Special attention requires a description of the manager's position. In countries with highly developed market economies, managers are professional managers who have special education, often obtained in addition to engineering, legal, and economic degrees. Managers carry out qualified management of the activities of the enterprise (top echelon), its structural divisions (middle echelon) or ensure the implementation of certain activities and areas of business (lower echelon).
Top and middle level managers in relation to the current job structure can be considered all managers - directors of enterprises, institutions and organizations and other line managers - heads of workshops and other structural divisions, as well as functional departments.
As for lower-level managers, in the conditions of development commercial activities, small and medium-sized businesses, there was a need to determine their place and functional role as organizers of this activity, ensuring its compliance with the conditions of the external environment (economic, legal, technological and other requirements).
In the context of the transition to a market economy, the role of workers carrying out appraisal activities at facilities owned by the Russian Federation, constituent entities of the Russian Federation or municipalities. Establishing the value of valuation objects is necessary during their privatization, accounting, commercial use, which requires the determination of balance sheet, rental, liquidation, insurance, borrowed and other types of value, depending on the specific needs and goals. In this regard, the Handbook includes the basic qualification characteristics of the position of an appraiser. Taking into account the demands of life, this edition of the Directory is supplemented by the qualification characteristics of the position of intellectual property appraiser approved by the Ministry of Labor of Russia.
At the same time objective necessity was a revision of the current qualification characteristics of traditional positions, introducing them significant changes and additions in connection with the transformations that have taken place, as well as taking into account the practice of applying these characteristics. In all qualification characteristics, both new and revised, the labor functions of various categories of employees are regulated in order to ensure a unified approach to the selection of personnel with appropriate qualifications and compliance with uniform principles for the tariffing of work based on their complexity. When selecting personnel and determining requirements for the level of qualifications of employees, changes made by federal legislation should be taken into account. Thus, for positions whose qualification characteristics require higher education, it is necessary to be guided by No. 125-FZ of August 22, 1996 “On Higher and Postgraduate Professional Education” (Collected Legislation of the Russian Federation, 1996, No. 35, Art. 4135). In accordance with this, higher professional education has three levels: bachelor, diploma, master.
When hiring and conducting certification, one should proceed from the fact that the qualification (degree) “bachelor” is assigned to a graduate of a higher educational institution after 4 years of mastering the basic educational programs higher professional education; qualification "certified specialist" - after 5 years of mastering the basic educational programs of higher professional education; The qualification (degree) “master” is awarded after 6 years of mastering the basic educational programs of higher professional education.
The qualification characteristics of employee positions included in the Directory have been revised taking into account the Russian Federation, as well as those adopted for last years legislative and regulatory legal acts.
Each qualification characteristic is a normative document that defines the employee’s labor function and regulates its content, helping to ensure optimal technology work performed, rational division of labor, high organization, discipline and order at each workplace, as well as improving the personnel management system. As a regulatory framework, the qualification characteristics of employee positions are intended for use in enterprises, institutions and organizations various forms property, organizational and legal forms and sectors of the economy, regardless of their departmental subordination.
Based on the qualification characteristics, job descriptions are developed for specific employees, the drafting of which specifies the responsibilities provided for in the characteristics, taking into account the peculiarities of the organization of production, labor and management, and the technology of performing labor processes. At the same time, it is important that both in the qualification characteristics and in the job descriptions of the personnel management services, labor organization and wages, training and advanced training of personnel, ensure exact correspondence of the titles of positions with the professions of workers, positions of employees and tariff categories.
This Handbook includes the qualification characteristics of mass positions that are common to all sectors of the economy and are most widely used in practice. Qualification characteristics of positions specific to individual industries are developed by ministries (departments) and approved in the prescribed manner.
A new stage in the development and improvement of the entire legal framework of labor relations was the adoption and entry into force of the Russian Federation on February 1, 2002, which legislated the rights and obligations of both employees and employers. The Labor Code pays much attention to the issues of labor regulation of workers, which means the establishment and strict observance of certain rules, regulations and standards in accordance with which the labor activities of personnel are carried out.
Labor regulation of workers and its components - the names of professions and positions determined by the labor function performed, as well as qualification characteristics and qualification reference books - are in close connection with the most important areas legal regulation of labor - labor relations, employment contracts and wages. Yes, in the Code labor Relations defined as a relationship based on an agreement between an employee and an employer on the employee’s personal performance for payment of a labor function (work in a certain specialty, qualification or position), the employee’s subordination to internal labor regulations while the employer provides working conditions provided for by labor legislation, a collective agreement, and agreements , employment contract.
The Labor Code establishes that one of the essential, i.e. The mandatory conditions of the employment contract concluded between the employer and the employee are the name of the position, specialty, profession indicating qualifications in accordance with the staffing table of the organization or a specific job function. If, in accordance with federal laws, the performance of work in certain positions, specialties and professions is associated with the provision of benefits or the presence of restrictions, then the names of these positions, specialties or professions and the qualification requirements for them must correspond to the names and requirements specified in the qualification reference books approved in, established by the Government of the Russian Federation.
Thus, when determining the content of an employment contract, it establishes the following three important conditions: firstly, in the contract the names of positions, specialties, professions must be indicated in accordance with the labor function that characterizes them, stipulated by agreement of the parties; secondly, the names of positions, specialties or professions, if by federal laws the performance of work on them is associated with the provision of benefits or the presence of restrictions, must correspond to their names and requirements specified in the qualification directories; and thirdly, these qualification reference books must be approved in the manner established by the Government of the Russian Federation. The plan for the preparation of draft regulatory legal acts of the Government of the Russian Federation necessary for implementation (Order of the Government of the Russian Federation dated April 17, 2002 N 516-r, paragraph 6), in particular, provides for the establishment of a procedure for approving the Unified Qualification Directory of positions of managers, specialists and employees ( Collection of Legislation of the Russian Federation, 2002, No. 16, Art. 1596).
Correct Application in accordance with the qualification directories of job titles, specialties and professions determined by the labor function, ensures that employees entitled to various benefits, guarantees and compensation established by law receive them in the form of: additional leave and a shortened working day for work in hazardous working conditions; preferential pension provision; free issuance to them special clothing, special shoes and other personal protective equipment, etc.
The Labor Code of the Russian Federation (), along with the instruction on the use of the Unified Tariff and Qualification Directory of Work and Professions of Workers (UTKS) for tariffication, also provides for the use of the Unified Qualification Directory of Positions of Managers, Specialists and Employees (hereinafter referred to as EKSDS). And if the ETKS of workers has been used in practice for many years when calculating work and assigning tariff categories, i.e. significant experience in its application has been accumulated, then the Unified Qualification Directory regulating labor activity managers, specialists and other employees are currently absent.
As practice shows, there is now a need, taking into account the accumulated experience and new labor legislation to revise the current industry tariff and qualification characteristics and qualification reference books for employees, especially those adopted many years ago, to create a Unified Qualification Directory of employee positions similar to the ETKS of workers. The General Agreement between all-Russian associations of trade unions, all-Russian associations of employers and the Government of the Russian Federation for 2002 - 2004, in particular, provides for the development of a national system of professional standards, as well as the preparation of proposals with appropriate justification for giving this Qualification Directory a status mandatory for use in organizations, regardless of their organizational and legal form and form of ownership (Bulletin of the Ministry of Labor of Russia, 2002, No. 2, p. 80).
When developing a Unified Qualification Directory for positions of managers, specialists and other employees, it is important to ensure a clear and reasonable establishment general principles pricing of all work performed, primarily in terms of complexity, taking into account the specifics of managerial work and grouping of these works based on their functional purpose in the control system. Taking into account the peculiarities of the organization of work of employees, determined by the nature and content of the labor functions they perform, the Qualification Handbook must provide a description of the work and determine the requirements for knowledge (education), skills and the necessary experience (experience) for employees who will occupy the relevant positions.
The preparation of the Unified Qualification Directory of positions for managers, specialists and other employees should be based on the accepted division of them into three categories: managers (carry out general and functional management, accept management decisions and organize their implementation, coordinate the activities of structural units and performers, etc.), specialists (engaged in solving engineering, technical, design, economic, information, planning, supply and other tasks) and technical performers (perform accounting, copying and duplicating work, conduct primary processing and transmission of information, carry out timekeeping, etc.).
The development of a Unified Qualification Directory for positions of managers, specialists and other employees can be facilitated by research work carried out by the Institute of Labor of the Ministry of Labor of Russia, as well as within the framework of its cooperation with scientific organizations of the CIS countries.
Currently, the main industry-wide regulatory document, the use of which creates the possibility of establishing unity in determining the job responsibilities of employees and qualification requirements for them, is the published Qualification Directory of Positions of Managers, Specialists and Other Employees, developed by the Institute of Labor and approved by a resolution of the Ministry of Labor of Russia dated August 21, 1998 . N 37, with amendments made to it. Along with this Qualification Handbook for Workers budgetary sphere, which covers 15 million people, or one in four busy worker in the country, industry tariff and qualification characteristics (requirements) are applied. To such regulations, which determine job responsibilities and other requirements for employees, include tariff and qualification characteristics for positions of employees of educational institutions, health care workers, workers of science and scientific services, etc. In a number of sectors of the economy, there are qualification reference books for managers and specialists. An example of such a directory would be
The qualification characteristics included in this edition of the Handbook are regulatory documents, intended to justify the rational division and organization of labor, the correct selection, placement and use of personnel, ensuring unity in determining the job responsibilities of employees and the qualification requirements for them, as well as decisions made on compliance with positions held during the certification of managers and specialists.
2. The construction of the Directory is based on job characteristics, since the requirements for the qualifications of employees are determined by their job responsibilities, which, in turn, determine the titles of positions.
All-Russian classifier of workers' professions, employee positions and tariff categories OK-016-94 (OKPDTR), put into effect on January 1, 1996.
3. The qualification directory contains two sections. The first section provides the qualification characteristics of industry-wide positions of managers, specialists and other employees (technical performers), widespread in enterprises, institutions and organizations, primarily in manufacturing sectors of the economy, including those receiving budgetary funding. The second section contains the qualification characteristics of positions of employees employed in research institutions, design, technological, design and survey organizations, as well as editorial and publishing departments.
Since 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 possible to clarify the list of works that are characteristic of the corresponding position in specific organizational and technical conditions, and establish requirements for the necessary special training of workers.
In the process of organizational, technical and economic development, mastering modern management technologies, introducing the latest technical means, carrying out measures to improve organization and increase labor efficiency, it is possible to expand the range of responsibilities of employees in comparison with those established by the corresponding characteristics. In these cases, without changing the job title, the employee may be entrusted with the performance of duties provided for by the characteristics of other positions that are similar in content of work, equal in complexity, the performance of which does not require another specialty and qualifications.
Where does any company start? From an idea and people who implement it together. Each participant has a specific role, a list of responsibilities and competencies. All this is determined by the position held. This article discusses what positions there are in a company depending on the industry and area of activity, the minimum composition of the staffing table, as well as short excursion in charge leadership positions, specialists and workers.
What positions can be
Positions in a company are like the roles of actors in a theater - each has its own work scenario, responsibilities, competencies, tasks, functions. Each individual position requires a specific person with a specialized set of knowledge, skills, experience and personal qualities. In any organization, all existing positions can be divided into three groups:
- specialists;
- working positions.
Each group requires certain knowledge and skills, experience and education.
The most important position
Any group of people united common goals and interests, cannot function normally without a leader. One person or group of people must be at the helm of the company, make important decisions, adjust the course of the organization's development and decide internal problems. IN Russian companies this role is filled by the person holding the highest position in the company. Depending on the type of company, its legal form, the number of owners and accounting policies, the leading position may be different names. In societies with limited liability- director or CEO. IN joint stock companies- board of directors or shareholders. In agricultural production cooperatives - the chairman.
An LLC can be opened by one person. In this case, the founder of the company and the director can be the same person, make decisions individually and independently manage all processes of the organization. It is already more difficult in OJSC and CJSC. In joint stock companies, directors are elected by the board of shareholders. While carrying out his official duties, he is obliged to listen to the opinions of the company's shareholders.
Managers in the company
A newly opened LLC, whose staff does not exceed two or three people, is unlikely to need a large number of management positions. But if the company grows, departments appear that perform fundamentally different functions, and the staff increases to tens or even hundreds of people, then it simply cannot be done without middle managers. A person holding such a position does not have absolute power over subordinates and does not personally accept important decisions, does not manage the company as a whole. His task is to monitor the work of his department, coordinate the employment of his people, and resolve issues within his competence. Some of the most common leadership positions include:
- financial director, or head of the financial department;
- Technical Director;
- director of production and production;
- Chief Engineer;
- head of HR department;
- Chief Accountant;
- head of trade department;
- head of purchasing department;
- Head of Public Relations Department.
Of course, every organization has the right to be included in staffing table positions that are needed specifically in their direction. The names of departments and positions of the people managing them may differ, but the functionality of the employees is quite similar.
Chief engineer's work
Chief engineer is a position that is found in organizations that produce products and maintain their own fleet of vehicles or a fleet of specialized equipment: agricultural organizations, factories, factories, transport companies, and so on. The job of a chief engineer requires higher technical education in the organization's field of activity. It is on him that the technical equipment of the enterprise depends on spare parts, fuels and lubricants, necessary equipment and machines, well-coordinated work of mechanics and maintenance personnel. Based on his proposal, all purchases are made technical units, their spare parts, hiring people who service all these machines and devices. Work has similar functionality technical director. In some organizations these are identical concepts.
Production Director
Production Director is a position that makes sense in organizations that produce any product. This executive is busy exploring the structure of the market, supply and demand, studying the offers of competitors, determining what needs to be produced, at what prices and in what volumes. The volume and quality of products produced, their price and placement on the sales market depend on the effectiveness of its work. His tasks include finding suppliers of raw materials of appropriate quality and at an acceptable cost, launching the production process, and monitoring it throughout the entire production cycle.
Specialists
Positions in the company are not limited to managers at different levels. Without ordinary specialists, there will simply be no one to manage it. Specialists are usually called applicants with higher or intermediate vocational education, graduated educational institution in a certain specialty. In organizations, specialist positions include: accountant, managers different directions, operations officers, engineers, doctors and others.
Job positions
There are also working positions in the company. Unlike the positions described above, workers do not require specific education, experience, or characteristics. This type of work usually requires certain physical actions: loaders, pickers, drivers, cleaners. To perform these works there is no need for higher education, work experience, organizational or leadership abilities. It is enough to have physical health and endurance.
In most cases, the job title is formed based on professional activity, which is not always possible to formulate in one word.
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This is why long job titles arise in order to specify the job function or titles that disguise simple duties under a prestigious title. And the formation of job titles is determined by law. It establishes both naming requirements and possible options.
Normative base
The staffing table is one of the local acts created for the purpose of streamlining organizational structure company and fixing the amount of remuneration.
The specified document states:
- names of all positions from management to ordinary employees;
- number of staff units for each vacancy;
- the amount of remuneration from salary or hourly rate to bonuses as a percentage.
As a rule, no problems arise when determining salary, due to the fact that for this type of remuneration for work a single rule has been established, enshrined in Article 133 of the Labor Code of the Russian Federation. The total must be no lower than the minimum wage, which is formed taking into account the cost of the food basket and annual level inflation and is set at the federal level.
That is, it is enough for the employer to be guided by Article 133 of the Labor Code of the Russian Federation and his own financial capabilities when setting the amount of remuneration. But the choice of job titles is more difficult, since there are quite a lot of industries and job titles, not to mention the legislative norms enshrined in the ETKS and Chapter 31 of the Labor Code of the Russian Federation, regulating compliance with professional standards.
What does the law say?
In accordance with the Resolutions of the Ministry of Labor in the Russian Federation, a Unified Tariff and Qualification Directory has been formed. It includes many issues approved by the same Resolutions of the Ministry of Labor of the Russian Federation with the definition of job titles in the context of each industry, indicating the qualification requirements for vacancies and an approximate list job responsibilities, necessary knowledge and characteristics of the work.
Also, Article 195.2 of the Labor Code of the Russian Federation states that the name of the position in the staffing table should be formed taking into account the ETKS in connection with the requirements established for Professional Standards.
That is, the head of the company, when choosing a job title, must take into account several factors, namely:
- compliance of the name with the assigned duties;
- correlation between qualification requirements and job characteristics.
For example, it is acceptable to call a secretary an assistant manager, because the responsibilities are identical. But it is hardly possible to call a mechanic a communications inspector, since the name of the vacancy should be formed taking into account the duties performed, and not a prestigious title.
When are reference books and professional standards required?
Article 195.3 of the Labor Code of the Russian Federation states that compliance Professional standards is mandatory for many employers - those who run companies with state form property or institutions in which half authorized capital belongs to the Russian Federation.
For example, in municipalities, state administrations and other government agencies, the job title must comply with the ETKS and the requirements specified in the specified document, while in other companies the directory can be used as recommendations.
Also, ETKS and professional standards must be observed in cases where there are working conditions at workers’ workplaces that deviate from the norm and give the right to a certain list of benefits.
Benefits are guaranteed by federal law; therefore, if they are provided, certain requirements apply. For example, the same compliance of the job title with Professional Standards.
So, you can work for 20 years as a painter and breathe in paint fumes, but at the same time have a job title of “construction worker.” This does not comply with the ETKS and does not provide harmful conditions employment, and therefore the right to.
That is, in accordance with the norms of the law, the list of benefits that the employee will be provided with directly depends on the title of the position only if the title of the vacancy corresponds to the duties performed.
There are several other important factors to consider:
- If the company has a tariff payment system, that is, grades, grades, then in accordance with Article 143 of the Labor Code of the Russian Federation, the name of the vacancy must be established taking into account the standards of the Qualification Directories. This is due to the fact that the list of responsibilities for some positions is given for each category separately, taking into account that the level of qualifications and job characteristics are different.
- In accordance with Article 18 of Federal Law No. 426, when conducting workplace certification, the certification sheet, in addition to general data, also indicates the profession code. This assumes that the job title matches the Qualification Directory. And since certification must be carried out at all enterprises at least once every five years, differences between the actual title of the position and the title of the vacancy in ETKS can lead to violations of the assessment procedure.
In other cases, compliance with professional standards is advisory in nature. This implies using reference books only as a standard form, which can be modified taking into account the specifics of the company and the assigned responsibilities, but, nevertheless, not completely ignored.
Can you come up with a name yourself?
As a rule, for institutions belonging to government agencies, the staffing table is established by higher authorities, so they do not have any difficulties with the selection of names, as long as they receive it in ready-made form.
But companies that are commercial structures have many questions when selecting names, because the list of job responsibilities does not always coincide with the ETKS due to the specifics of work and can be much wider than established standards.
In such a situation, the company’s management can come up with a name on their own, but taking into account both the requirements for professional standards and the grade level for individual positions. If there are no harmful conditions or class in the company, then the name of the vacancy can be arbitrary, but within reasonable limits, taking into account that the title of the position sometimes depends on total experience labor in a particular industry.
Let’s say that in some companies there is 1 full-time lawyer, and several specialists are engaged in this area, whose job title may indicate, for example, a specialist in legal work. Or the same watchman can become a security guard for the economic unit, since he is in charge only local area company, and even then at night.
Features of using job titles in the staffing table
Considering that as of 2019, no uniform rules have been developed at the legislative level for the formation of job titles, and professional standards must be observed only in the presence of certain working conditions and in government agencies oh, many companies select job titles based on their own rules.
They are as follows:
- prestigious name to increase motivation;
- a long name in order to specify the assigned duties;
- an arbitrary name for the sake of fashion and Western trends.
For example, at the moment the position of manager is quite common and prestigious. Under it you can veil less resonant professions, for example, the same cleaner who, having become the manager of a cleaning service, will not stop washing floors and wiping dust, but will receive an additional reason to be proud of her position, and therefore an incentive to develop.
Or, due to a small staff, one employee can occupy two positions. For example, this could be a deputy director - head of a department. Thus, two jobs are combined, and, accordingly, responsibilities in one full-time instruction, but with more extensive powers.
Some companies practice naming positions using letters of a foreign alphabet. For example, the following option is used - IT manager.
Basic principles of selection
The stated rules are not always correct. They violate both the norms of the current legislation and the rules for forming job titles in accordance with subordination.
The following principles should be followed:
- First - correspondence of the category name to the staff hierarchy, which can be chosen arbitrarily, but taking into account the subordination.
- Second - correspondence of the job title to the duties performed.
- Third- application of the law.
Thus, the Decree of the Government of the Russian Federation No. 225 in paragraph 6 of the Instructions for filling out labor books states that the labor book is filled out only in the state language, which is Russian on the territory of the Russian Federation.
Accordingly, it is prohibited to enter job titles in English or other languages. But when applying for employment, the name of the vacancy must be indicated, so the norms of the law in the case of an IT manager will be violated.
Basic and derivative variants
Considering that there are quite a lot of job titles, they are divided into types:
- basic;
- arbitrary.
The basic names are those specified in the Qualification Directories. But names can be arbitrary, derived from the basic ones or invented independently.
Naturally, if there is a basic name, problems do not arise, as long as its basis is regulated by the ETKS. But in connection with the use of arbitrary names, questions may arise in determining the right to early pension provision.
Clause 9 of Resolution of the Ministry of Labor of the Russian Federation No. 29 provides an explanation on this matter. According to it, derivative job titles, which include basic titles, can be recognized as basic and provide the employee with the right to receive benefits.
For example, the profession of battery operator is included in the ETKS, but senior battery operator is not, while the nature of the work and the hazard code corresponds to the first name, which automatically gives the right to benefits established by law.
If the arbitrary name does not contain the base name, then it will be difficult for the employee to claim any benefits. Therefore, when calculating a pension, the length of service in the specified position will be counted as general and no more.
That is, if the company is engaged in general sphere and there are no hazardous conditions in the workplace, arbitrary names can be used, but if the hazard code is 3.1, the name of the profession must have at least a basic name.
Rules for using individual words
The qualification directory contains many job titles, most of which consist not of one word, but of several.
For example, a forklift driver or a refrigeration unit charger. That is, the law allows the name of a profession consisting of several words containing clarification of a certain type of activity.
The law also allows the use of prepositions in job titles that act as a connection between several words - for example, a laboratory assistant in ultrasonic technology or a canner of equipment and metal products, which again implies a very wide range of different phrases.
There is no legal limit on a certain number of words in job titles, given that some industries may have quite long names that will also appear in vacancies.
Thus, fairly broad titles are currently common in the field of government agencies, where the following positions are present:
- economist accounting and analysis of economic activities;
- Leading specialist in contract and claims work.
That is, there are no restrictions on the number of words and the use of prepositions to form logical phrases in job titles at the legislative level, given that the specified aspects are present in the names of professions in the ETKS.
One more aspect should be noted.
According to the Qualification Handbook, additional words to basic titles such as director or secretary are used to clarify the powers and duties performed.
For example, a secretary can only deal with office work, but a secretary-typist will be busy preparing administrative and other documentation.
Accordingly, the director will be directly involved in the management of the company, but Executive Director will have powers only in one of certain areas.
What do you need to remember?
When choosing a job title, you should remember that correct name profession predetermines the right to receive benefits established by law.
The same right to early retirement or benefits provided for Labor Veterans, who, based on the norms of Federal Law No. 5, must confirm their length of service and type of activity in a certain industry.