Samples of standard job and production instructions for employees. Worker's job description

IN job description the scope of duties and work that must be performed by a person holding a certain position is specified. The job description in accordance with the All-Russian Classifier of Management Documentation, or OKUD, OK 011-93 (approved by Gosstandart Resolution No. 299 of December 30, 1993) is classified as documentation on the organizational and regulatory regulation of the organization’s activities. The group of such documents, along with the job description, includes, in particular, internal labor regulations, regulations on the structural unit, and staffing.

Job descriptions for workers: are they necessary?

The Labor Code of the Russian Federation does not oblige employers to draw up job descriptions. After all, an employment contract with an employee must always disclose his labor function (work according to the position in accordance with the staffing table, profession, specialty indicating qualifications or the specific type of work entrusted to him) (Article 57 of the Labor Code of the Russian Federation). Therefore, it is impossible to hold the employer liable for the lack of job descriptions.

At the same time, it is the job description that is usually the document in which the employee’s job function is specified. The instructions contain a list job responsibilities employee, taking into account the peculiarities of the organization of production, labor and management, the rights of the employee and his responsibilities (Letter of Rostrud dated November 30, 2009 No. 3520-6-1). Moreover, the job description usually not only reveals the employee’s job function, but also provides qualification requirements, which are presented for the position held or the work performed (Letter of Rostrud dated November 24, 2008 No. 6234-TZ).

The presence of job descriptions simplifies the process of interaction between employee and employer on content issues labor function, the rights and obligations of the employee and the requirements placed on him. That is, all those issues that often arise in relationships with both existing employees and newly hired ones, as well as with applicants for a certain position.

Rostrud believes that a job description is necessary in the interests of both the employer and the employee. After all, having a job description will help (Letter of Rostrud dated 08/09/2007 No. 3042-6-0):

objectively evaluate the employee’s activities during the probationary period;
to reasonably refuse to hire (after all, the instructions may contain additional requirements related to the employee’s business qualities);
distribute labor functions among employees;
temporarily transfer the employee to another job;
assess the integrity and completeness of the employee’s performance of his or her job function.

That is why drawing up job descriptions in an organization is advisable.

Such instructions may be annexed to employment contract or approved as an independent document.

How to draw up a job description

A job description is usually drawn up on the basis of qualification characteristics contained in qualification directories (for example, in the Qualification Directory of Positions of Managers, Specialists and Other Employees, approved by Resolution of the Ministry of Labor dated August 21, 1998 No. 37).

For workers who are hired by blue-collar professions, unified tariff and qualification directories of work and blue-collar professions for the relevant industries are used to determine their labor function. Instructions developed on the basis of such reference books are usually called production instructions. However, in order to unify and simplify internal documentation in an organization, instructions for blue-collar professions are often also called job descriptions.

Since the job description is an internal organizational and administrative document, the employer is obliged to familiarize the employee with it against signature when hiring him (before signing the employment contract) (

The legal status of enterprise employees is regulated job description, establishing the functions, rights, duties and responsibilities of officials.

Job description is a document that defines the functions, rights and responsibilities of an enterprise employee. The job description states:

job title;

to whom it obeys;

range of official powers and responsibilities;

specific production or service standards.

A job description is necessary in case of disputes and conflict situations in labor relations. On its basis, an employment contract is drawn up with the employee.

Job descriptions are developed in accordance with the organization's staffing schedule by the head of the structural unit. In the absence of structural units - a specialist holding this position. It is signed by the head of a structural unit or a specialist developer, approved by the director of the enterprise, agreed upon with a lawyer and delivered to the employee against signature. If necessary, it is coordinated with other functional divisions of the enterprise and the senior manager supervising the relevant area of the enterprise’s activities. The agreed and approved instructions are certified with the seal of the enterprise and stored in the personnel department of the enterprise in accordance with the established procedure for conducting office work at the enterprise.

The job description comes into force from the moment it is approved by the head of the enterprise or another official authorized to do so, and is valid until it is replaced by a new job description.

The basis for making changes to the job description is an order from the director of the enterprise. An order to make changes is issued if it is necessary to redistribute functions and job responsibilities, during reorganization, staff reduction, etc.

In addition, job descriptions must be replaced and re-approved in the following cases:

when the name of an enterprise or structural unit changes;

when the job title changes;

when changing the surname of an employee filling a given position (i.e., when dismissing the previous employee and replacing him with another), if the instructions, as an exception, were personal and contained the surname and initials of the employee in the title to the text. The distribution of job responsibilities between the management employees of the enterprise is established by an administrative document - an order of the director.

When drawing up a job description, the knowledge and qualification requirements for wage grades are taken into account, and the position title itself must comply with the All-Russian Classifier of blue-collar professions, employee positions and wage grades. The job description is brought to the attention of the employee, as stated above, against signature when he is hired, moved to another position, or temporarily performs duties. The requirements of the job description are mandatory for employees holding the position established by the instructions.

The job description has a unified form; the instructions include the following details:

name of company;

name of the document type;

registration number.

The instruction text includes the following sections.

General provisions.

Job responsibilities.
Responsibility.
Relationships by position.

The “General Provisions” section contains basic information about the position, the procedure for appointment and dismissal, regulatory documents that must be used in the performance of official duties, qualification requirements for the profession, and other data.

The “Functions” section defines the main areas of the employee’s activities.

The “Job Responsibilities” section defines the employee’s specific responsibilities and lists all types of work.

The “Responsibility” section indicates the extent of the employee’s responsibility for failure to comply with the requirements of the job description and other regulatory documents. This section also indicates how the financially responsible person bears financial responsibility in accordance with the legislation of the Russian Federation for damage caused to the enterprise.

The section may include other items that clarify and specify the employee’s responsibilities.

There are approximate, standard and individual job descriptions.

Approximate job descriptions are developed in higher organizations and are advisory in nature.

Typical job descriptions are developed based on examples. They clarify the rights and responsibilities of specific officials. Such instructions are approved by the enterprise and are mandatory. They reflect the specifics of a particular enterprise.

Individual job descriptions are created on the basis of standard ones and take into account the requirements for a specific job unit and the characteristics of its work activity at a given enterprise. It should be especially noted that the individual job description must describe the types of work performed specific staff unit, and not make individual demands on an individual (Ivanov, Petrov, etc.), as often happens in practice. Some job descriptions may be designed not for one, but for a group of employees. An individual job description is developed by the personnel department, agreed upon with the enterprise’s legal adviser and approved by its director. All significant changes to the job description are made by order of the director (deputy director) of the enterprise.

In modern legislation, as the main document establishing various connections and economic relations between citizens, citizens and organizations and between organizations there is a contract. The law establishes that contracts are drawn up when documenting purchase and sale transactions, formalizing rental relations, guarantees, supply of products, pricing, distribution of profits, relationships between business entities, and also as a constituent document in the formation of certain forms of enterprises (joint-stock companies, etc.).

Agreement (contract)- a legal multifunctional document regulating economic or other relationships between economic entities.

Agreement (contract)– a document representing an agreement between the parties to establish and regulate any relationship (nature of the transaction, conditions and timing of delivery, transportation, payment, guarantees, etc.)

Contractual relations can be established by submitting a draft agreement (contract) to one of the parties. Having received the draft, the other party reviews it and, if there are no objections, signs it. One copy of the contract is returned to the party who drafted the project.

document title ( contract of sale, purchase contract, technical assistance contract, etc.);

date, place of compilation, number;

names of the parties (full and abbreviated names of companies);

subject of the contract;

conditions and terms of validity and fulfillment of obligations;

the procedure for delivery and acceptance of completed work;

liability of the parties (including for failure to fulfill accepted obligations);

legal addresses of the parties (postal, bank details);

signatures of officials (indicating positions, transcripts of signatures and dates of signing of documents);

seals of counterparty companies.

Questions for the chapter

What is a charter? What sections does the text of the charter contain? Describe each one.

Who approves the charter?

What is a subdivision clause? What sections does the text of the regulation on the division contain? Describe each one.

Who approves the regulations on the division.

What is the staffing structure and staffing table? Inner order rules.

Job descriptions: definition, content, types.

Definition of contract. Contents of the agreement.

This document specifies the functions, rights, and responsibilities performed by the employee (including responsibility for failure to perform them), and also defines the main points of interaction with colleagues in other positions. In addition, the instructions contain a list of requirements for a candidate applying for the corresponding position.

There is no unified form of job description, as well as requirements for filling it out, so the employer has the right to develop it entirely at his own discretion. The instructions can be either standard (using a template for similar organizations) or specific (describing all aspects of your activity).

Features of drawing up and signing a job description

The instructions are developed on the basis of the following documents:

qualification directory of positions for managers, specialists and other employees (approved by Resolution of the Ministry of Labor of Russia dated August 21, 1998 No. 37);
staffing;
regulations on structural divisions;
other organizational documents of the employer.

Job descriptions are drawn up for each position provided for in the staffing table. According to the specified document, all labor functions are evenly distributed among the employees of the organization (structural unit).

The development of the document is carried out by the head of the structural unit, and approval is carried out by the head or deputy of the organization (IP) (depending on whose subordination the structural unit is located in the position in which the instructions are being developed). The document is also endorsed by the employee legal service and those officials, on which the implementation of the tasks specified in the instructions depends.

It is mandatory for the employee to familiarize himself with the job description.

In most cases, the job description includes the following sections:

General provisions

This section indicates the name of the position (according to the staffing table) and structural unit, subordination, the procedure for appointment and dismissal from the position, requirements for the employee holding this position, etc.

Tasks and functions

The section should contain a specific list of tasks performed by employees, for example: participation in trials, preparation of documentation, etc.

Rights

The section must specify the employee’s rights that arise when he performs his job function. For example: the right to receive information necessary to perform work.

Responsibilities

The section may include the following responsibilities: compliance with work regulations, non-disclosure of official information, etc.

Responsibility

The section prescribes the employee’s responsibility for the result of the work performed, measures to comply with safety regulations, etc.

Relationships

The section includes the features of the employee’s relationship with other structural divisions and officials.

Required details

The instructions must contain the following details:

date and document number;
name of the organization and place of compilation;
visa approval;
signature of the manager (deputy) and employee;
approval stamp.

Job description forms

Below are job description forms:

download the form);
download the form);
job description of a specialist (download form);
manager's job description (download form).

Note: organizations for which a professional standard has been established for the position of an accountant must use the appropriate form.

Completed job description samples

Below are examples of filling out job descriptions:

job description general director(download sample);
job description of an accountant (