Engineer responsible for coordinating the documentation, job description. Who develops job descriptions in the organization. Such a working group may include

Better overdoing than underdoing.

Folk wisdom

I think that I will not be mistaken if I say that any secretary working in an organization where there are no clear rules for document management or these rules are not thoroughly worked out, have repeatedly thought about the high responsibility that he bears on his shoulders in the preparation of one or another organizational, administrative or commercial document.

I fully share this concern. After all, the issues raised in the documents sometimes lie in such different planes that it is often difficult or even impossible for one person, even seven inches in the forehead, to understand all the subtleties, hidden nuances and possible consequences that will entail signing this or that document.

The way out for the clerk (secretary) in this case will be the procedure for agreeing a draft document before it is approved by the company's executive officer.

Let's try to develop, debug, approve and launch a viable mechanism for coordinating draft documents that can remove the burden of responsibility from an employee of the office or office and minimize errors in the preparation and approval of certain company documents.

Our reference

There are two forms of coordination: internal and external.

Internal approval - this is an analysis and assessment by leading specialists (heads of relevant services or divisions of the organization) of the draft document in order to verify the correctness of the wording of the content, assign responsibility, deadlines, financial benefits or losses, verify the compliance of this document with current legislation and local regulations companies.

External negotiation - this is the approval of the document with third-party organizations or their officials.

External coordination, depending on the content of the document, can be carried out both with subordinate and non-subordinate bodies (if the content of the document affects their interests), research organizations, various committees and public organizations, regulatory bodies, etc.

1. What document in the organization regulates the approval procedure for a document?

Retrieving

3.3.4. Preparation of regulatory legal acts of the federal

organ executive power

[…] The Instruction for Records Management discloses:

the composition of the requisites of a regulatory legal act and the procedure for their registration;

the procedure and terms for preparing a draft regulatory legal act;

the procedure for its approval (approval of a normative legal act with officials of the federal executive body, approval of a draft act with other federal executive bodies, if it contains provisions, norms and instructions concerning other federal executive bodies, other bodies and organizations, the procedure for approval draft normative act prepared federal service or a federal agency with federal ministry under whose jurisdiction they are);

the composition of the documents accompanying the project, and annexes to it, the rules for their execution;

the procedure for submitting a normative legal act for examination to the Ministry of Justice Russian Federation;

the procedure for the adoption (signing, approval) of regulatory legal acts;

the procedure for communicating a normative legal act to performers. […]

Thus, the main guide to action, in which the procedure for approving documents must be spelled out, is clerical instruction.

As my experience shows, not all organizations have prepared this document properly and with detailed elaboration of the process. Many organizations do not have not only a well-established approval procedure, but also the instructions themselves. Therefore, we will consider this, the most unpleasant case for us.

The secretary or clerk of such an organization immediately has whole line questions.

2. In what cases and what types of drafts of documents at the stage of creation require approval?

We will call for help in the Instruction on record keeping in the staff of the Judicial Department under The Supreme Court Of the Russian Federation, approved by order of the Judicial Department at the Supreme Court of the Russian Federation of June 15, 2007 No. 76 (as amended on January 20, 2015), in accordance with clause 3.3.18 of which approval of the draft document is carried out when it is necessary to assess the validity of the document, its compliance with legal acts and earlier decisions.

In our case, these are all contracts, agreements and all administrative documents of the company. Other documents, as a rule, need approval much less often, and this happens in a working order and does not require a strictly established approval scheme.

3. Which specialists and in what order should approve the draft of this or that document?

Here you may have to be pioneers and, in a sense, legislators, i.e. determine and approve the procedure for internal coordination by ourselves. Do not hesitate to seek help and advice from the leading experts of your organization. By your appeal, you will demonstrate a responsible approach and a thoughtful attitude to the issue being developed, and not at all incompetence.

In order not to reinvent the wheel over and over again and not to discover America, I strongly recommend to approve the approval list for each specific type of business papers and adhere to it when coordinating all draft documents of this type without exception.

Let me explain with an example. A draft contract for the sale of products manufactured and sold by your company is being created. What should be the list of visas on this document? In my opinion, the following agreement list will be exhaustive for this type of documents:

The main executor of the document (GUID), his contact phone number. This is the initiator of the document, who will accumulate and make appropriate corrections to the draft document.

The Guide is responsible for the content and execution of the document, the timely and correct introduction of changes and proposals submitted by the specialists participating in the approval procedure.

The direct head of the GUIDE, his contact phone number(for example, in this particular case, it could be the head of the sales department). At this stage, the head of the Guide conducts an initial examination of the document, identifies gross (and depending on qualifications and experience, minor) mistakes in drawing up the document.

Together with the Guide, he is responsible for the content and quality of the document.

Chief Accountant / Chief Financial Officer. Analyzes the submitted draft agreement for financial correctness, analyzes tax risks (terms of payment, the need for a bank guarantee, the correct choice of the currency of the agreement, compliance with the norms Tax Code RF, etc.).

Head of the procurement department (head of the procurement service). Analyzes the document from the point of view of the correctness of the indication in the contract of names, articles, catalog numbers, as well as the possibility of procurement and delivery times of the corresponding purchased components and semi-finished products necessary for the fulfillment of this contract.

Head of the logistics (or transport) department, i.e. the one who is responsible for the shipping costs of the product and for the shipping itself. Checks the draft document in terms of the validity of the cost specified in the contract, terms and methods of delivery, customs security, etc.

Head of the design service (chief designer). Considers the document submitted for approval from the point of view of ensuring production with appropriate design documentation, i.e. analyzes whether the necessary drawings and specifications have been developed or whether they need to be requested from the counterparty and approved in the form of annexes to the contract, checks the dimensions declared in the sketches, etc.

Head of technological service (chief technologist). Analyzes the document submitted for approval from the point of view of technological preparation of production: whether the appropriate technological processes have been developed and implemented, whether there are appropriate equipment, tools and devices for the manufacture of this product.

Production manager. Checks the submitted draft contract from the point of view of the possibility of manufacturing, taking into account the comments of the above specialists.

The head (or representative) of the legal service. Analyzes the submitted draft document from the point of view of compliance with the requirements of the current legislation of the Russian Federation, controls the legal capacity of officials and counterparties participating in the signing of documents, if necessary, requires the counterparty to provide the missing information and documents confirming the rights of officials.

Head of the Economic Security Service. Checks the reliability and solvency of the counterparty and other aspects of the economic security of the transaction.

I fully admit that this list will seem to many not to correspond to the realities of your enterprise: the functions of responsible persons in your organization may differ significantly, be combined, etc. So, the technological, design and production part can be coordinated by one person, economic security be considered by a representative of the legal department or Chief Accountant.

In this case, in agreement with the leading experts and with the approval of the head, you can exclude some links in the chain I have provided and add the ones you need, not forgetting to approve the accepted procedure for approval by instructions for office work or by a separate order.

To agree on drafts of administrative documents (orders and orders), I recommend supplementing the approval list with the following items:

Head of office management(secretariat, office - that is, you yourself), whose responsibility will be to monitor compliance with internal regulations, the correctness and literacy of design (style and grammar), compliance with the requirements of publishing administrative and other documents.

Supervisor personnel service whose task is to verify compliance Labor Code Of the Russian Federation and internal local regulations concerning work with personnel, compliance with the rules of internal labor regulations and labor discipline.

Security Chief your organization, whose responsibility is to verify compliance with the trade secret regime and the protection of information.

After establishing the list of leading specialists and divisions of the company participating in the approval, it is necessary to consolidate their responsibility in the approval procedure, i.e. make in the job regulations and job descriptions the appropriate clarifications and list of responsibilities for the procedure for document approval.

The rights of persons participating in the approval of the document may include:

the right to reject the draft document with justification of the reasons for their actions in the approval sheet or by attaching a sheet of comments;
require the CEO to further agree on the document with specialists from other departments that are not represented in the approval scheme, but are related to the topic of the document being developed;
not to accept for consideration a document that has violations in the order of approval (if one or more stages of approval are missed);
extend the period for approval of the document for a certain time, giving reasons for this action (for example, the legal service may require an extension of the approval period for the time required to request and receive from tax authority extracts from the unified state register legal entities);
initiate the approval of a draft document according to a procedure that differs from the established one, if:

a) this is a requirement of the first head of the organization, dictated by the urgency and importance of this document;

b) the meaning and content of the document affects the area of responsibility of departments and specialists, whose participation in the approval is not provided for by the established procedure.

4. How do you need to apply for approval visas?

Let's refer to GOST R 6.30-2003 “Unified documentation systems. Unified system of organizational and administrative documentation. Requirements for paperwork ":

Retrieving

from GOST R 6.30-2003

3. Requirements for registration of details of documents

[…] 3.24. Document approval is issued with a document approval visa (hereinafter referred to as a visa), which includes the signature and position of the person approving the document, a decryption of the signature (initials, surname) and the date of signing. For example:

Personal signature A.S. Orlov

If there are comments on the document, the visa is issued as follows:

Notes attached

Head of the Legal Department

Personal signature A.S. Orlov

In practice, the most widely used two options for registration of approval:

a) in the form of an approval sheet (Example 1);

b) in the form of a stamp on the back (in some cases - on the front) side of the last page of the draft document (Example 2). Such a stamp can be ordered already in finished form and put it as needed on the draft document before starting the approval procedure.

note

According to clause 3.19 of the Methodological Recommendations for the implementation of GOST R 6.30-2003, it is allowed, at the discretion of the organization, a sheet-by-sheet sighting of regulatory legal acts, applications to protect against possible replacement of sheets. With sheet sighting, not all elements of the visa can be used, but only a handwritten personal signature and its decryption.

5. How should the comments be drawn up? In what order and by whom should the corresponding changes be made to the draft document?

Here is what is said in this regard in the Administrative Regulations of the Federal Agency for State Property Management for the execution of the state function “Implementation on behalf of the Russian Federation of legal actions to protect property and other rights and legitimate interests of the Russian Federation in the management of federal property and its privatization on the territory of the Russian Federation and abroad, the sale of property seized in pursuance of court decisions or acts of bodies that have been granted the right to make decisions on the foreclosure of property, the sale of confiscated, movable ownerless, confiscated and other property turned into state ownership in accordance with the legislation of the Russian Federation ", approved by order of the Ministry of Economic Development of Russia dated June 22, 2009 No. 229:

Retrieving

from the Administrative Regulations

30. The procedure for the approval and signing of the draft document

30.1. The prepared draft of the document is submitted by the executor responsible for the preparation of the document to the head of the department in the course of office work.

30.2. The head of the department reviews the prepared draft document for compliance with the requirements established by law. The maximum time to complete this action is 1 business day.

30.3. If there are comments to the submitted draft document, the head of the department returns it for revision in the course of office work to the person responsible for preparing the document.

30.4. If the draft document complies with the requirements, the head of the department endorses and transfers it to the head of the Department in the course of office work. The maximum time to complete this action is 1 business day.

30.5. The head of the Department reviews the prepared draft document for compliance with the requirements. The maximum time to complete this action is 2 business days.

[…] 30.11. If the draft document is returned, the person responsible for preparing the document eliminates the comments. The maximum time to complete this action is 1 business day.

30.12. After eliminating the comments, the person responsible for the preparation of the document in the course of office work transfers the draft document to the official of the Federal Property Management Agency, from whom the document was returned for revision.

When making changes of a fundamental nature in the course of revision, the draft document is subject to mandatory re-approval.

Thus:

responsibility for the content of the draft document, timely and reliable introduction of changes based on the comments and suggestions submitted during the approval process, consideration of the comments submitted by the specialists participating in the approval, to the draft document shall be borne by the CEO and his immediate supervisor who issued the first visa;
the draft with comments (if they arise from the persons participating in the approval) must be returned to the CEO from the stage of approval at which the comments arose. That is, if the draft document has successfully passed the approval, for example, at four stages, and comments have arisen at the fifth, then it is not transferred to the sixth stage, but is returned to the Chief Executive Officer for making appropriate changes;
after eliminating the comments, the document is returned by the GUID to the stage of approval from which the project was returned with comments;
after making changes of a fundamental nature, the draft document is subject to re-approval from the very beginning;
the person authorized to sign the final version of the document must be notified of the comments in the draft document;
if the draft document does not have a visa of any specialist / department, then this document is considered not agreed, and, therefore, cannot be transferred to the next stage.

All of the above can be presented in the form of an algorithm.

6. In what ways can the approval procedure be carried out?

In practice, the following methods of internal coordination are usually used:

Coordination is carried out through the system electronic document management(EDMS) or its analogue, according to the algorithm incorporated in the EDMS , - simultaneously by all responsible persons or divisions participating in the approval, or sequentially.

Minuses:

Not all organizations have EDMS;
EDMS is not free;
there is no such EDMS that would be ideally suited to each specific enterprise.

Pros:

operational tracking of the approval process;
information is stored in in electronic format, there is no need to repeatedly print documents related to the work on this draft document, because at any time you can refer to the database and read the comments of any specialist;
in the EDMS, the time spent on a particular document at each stage of approval is recorded, i.e. The CEO can always see at what stage there is a violation of the terms of consideration of the draft document, and take appropriate measures;
the transfer of the document from stage to stage is carried out automatically.

The approval is carried out by e-mail.

Minuses:

a disadvantage arising from the principle of parallel coordination itself - it is almost impossible to correctly take into account the comments received from several specialists at the same time, since they are often mutually exclusive;
tracking the passage of the approval is done manually and is available only if the specialists who approve the document do not forget to send the documents related to the approval to the CEO and / or his manager;
you are not insured against the fact that another specialist will correct the draft document without highlighting the corrections made and without attaching a list of comments;
absence of the original "live" visa of a specialist in the approval sheet and at the bottom of the remarks sheet;
the presence of correspondence that needs to be preserved and systematized, i.e. it is assumed that users have sufficiently high skills in working with the mail client (which in most cases does not happen).

Pros:

parallel work with a draft document at all stages of approval can significantly reduce the approval time;
the presence of a history of correspondence;
efficiency;
the draft document and comments to it are moved between the stages of approval in electronic form.

Reconciliation is carried out by live sequential movement of the document , those. transfer of a paper draft document.

Minuses:

labor intensity;
increase in terms of approval.

Pros:

The CEO makes corrections and additions to the draft document sequentially, as comments are received from specialists. Thus, the specialists of the next steps analyze the draft document with the changes already made;
it is almost impossible to make corrections in a paper draft document imperceptibly, especially if you apply a sheet-by-sheet sighting of the draft document by the CEO or his immediate supervisor;
the most significant: the presence of "live" visas in the approval sheet and signature under the remarks sheet, because, as it says folk wisdom, it is better to overdo it than to underdo it.

7. How is the external approval of the draft document formalized?

Here is what is said in the Instruction on Records Management in the Staff of the Judicial Department at the Supreme Court of the Russian Federation, approved by Order No. 76 dated June 15, 2007 (as amended on January 20, 2015):

Retrieving

from the Instruction on Records Management in the Staff of the Judicial Department

at the Supreme Court of the Russian Federation

3.3.18. Approval of the draft document

[…] External approval of the document is formalized with the approval stamp. The approval stamp is located below the “Signature” variable on the front side in the lower left margin of the document and includes: the word “AGREED”; the name of the position of the person with whom the document is being coordinated (including the name of the organization), personal signature, transcript of the signature and the date of approval or the name of the document confirming the approval, its date and number, for example:

AGREED

Deputy Minister of Finance

Russian Federation

__________________ ____________________

(personal signature) (initials, surname)

AGREED

board decision

Judicial Department

dated 27.03.2007 No. ___

So the external negotiation is:

can be carried out by specific official or a document (letter, protocol, etc.);
issued in the form of an approval stamp or an approval sheet;
practically not regulated by the organization's internal regulations.

The role of the record keeping service

The role of the clerical service during the document approval procedure is reduced to:

to support and general control of compliance with the established procedure for approval and terms of consideration at each stage;
coordinating and ensuring the interaction of specialists - participants in the approval procedure;
timely informing the participants of the procedure and the higher management about the status of the approval process.

In addition, the clerical service must constantly monitor and check the relevance and improve the approval schemes and routes for the movement of documents as part of the approval procedure, keep up to date the lists of departments and responsible persons involved in the approval of documents. To fulfill these responsibilities in a quality manner, office workers must be well versed in business processes, diagrams, forms and the order of interaction between organizational units.

Organizational and administrative documentation. Requirements for paperwork. Methodological recommendations for the implementation of GOST R 6.30-2003, approved by Rosarkhiv.

The legislation stipulates that an employment contract must contain the duties of a subordinate, the boundaries of his responsibility and the rights guaranteed to him. It follows from this that the presence of a job description in a business entity is optional. However, each change in the employee's functionality will be accompanied by the conclusion of an additional agreement with him, which is not always convenient. To simplify the office work, the manager should take care of the development of job descriptions.

The job description is internal document, which determines the position of a separate staff unit in the structural unit of the economic entity.

It is an effective management tool that solves diverse tasks. So, the manager refers to the provisions specified in it in the case of bringing a subordinate to disciplinary responsibility (in particular, upon termination of working relations in accordance with clauses 5 and 6 of part 1 of article 81 of the Labor Code of the Russian Federation).

The staff unit, on the other hand, is interested in having a clear list of requirements for it, the front of work entrusted to it, the boundaries of responsibility, as well as its powers and rights.

Thus, the job description is developed for:

documentary fixation of qualification requirements for a job seeker;
clear assignment of certain duties to the employee, determination of his rights and types of responsibility;

preventing duplication of the functionality of various staff units and establishing a normal working atmosphere in the team, reducing the risk of conflicts;
delineation of duties and rights of employees;
ensuring a uniform load on the team;

determining the relationship between individual positions;
evaluating the work of an individual subordinate;
stimulating problem solving.

It works indefinitely. After its obsolescence, another document is being developed.

Sources of information for the formation of job descriptions

The basis for the development of a document is often:

local regulations on the organizational structure of the economic entity;
classifier of management functions;
Unified qualification reference book of positions of managers, specialists and employees (hereinafter referred to as the Reference);
current labor standards;
results of questionnaires and other types of collective surveys.

Development of job descriptions: who should develop

The first thing to pay attention to when understanding who develops job descriptions in an organization is the absence of a legally regulated mechanism for their formation and any requirements for the essence. That is, the content of the document, as well as the person responsible for its formation, are determined by the LNA of the subject and administrative orders.

It is the manager who, by his order, entrusts the development of instructions to individual members of the team, on whom, in the future, also assigns the obligation to make adjustments to it.

Personnel practice demonstrates that the most effective is the joint development of a document by several team members, and not by one employee. This is due to the fact that the final document, on which one specialist worked (from the personnel department, accounting department or management), as a rule, does not take into account the real state of affairs and is not working.

Such a working group may include:

personnel officer, leading the solution of methodological issues;
the head of the department, defining the terms of reference and responsibilities of the subordinate, for whose position an instruction is drawn up;
a full-time lawyer who checks the provisions of the drawn up document for compliance with legislative provisions;
director approving the prepared instruction.

So, a good knowledge of the specifics of the activities of a department or unit is an important condition for drawing up functional instructions... Therefore, the participation of the department's management is mandatory.

Without guidelines given by an employee of the personnel service, the process may not take place, since he is familiar with all the qualifications required for the position, is guided by the mandatory constituent elements future instruction, works daily with a large number of personnel documents and is able to provide them with a uniform structure.

Without looking at a lawyer's document, one cannot say that it does not contradict the law.

After all the approvals, the document is transferred to the head of the organization for final approval, and then to the team members for their review.

Employees can sign only instructions approved by the manager.

After the signature is affixed, the staff unit is responsible for compliance with the requirements contained in the instructions. This obligation is canceled only in the event of her dismissal or internal transfer.

A copy of the document is handed over to the subordinate.

The process begins with the identification of the responsible persons.

Further, the employee or the working group acts within the framework established by the "Regulation on the development of job descriptions", if approved by the employer. If not, they read a document such as the Handbook. It contains an exhaustive list of requirements for various specialists. All qualification characteristics determine the content of the functional of staff units and are aimed at:

the most efficient and highly organized work;
reasonable imputation of work duties;
maintaining discipline and order;
improvement of the personnel management system.

These characteristics are applied to each entity, regardless of its form of ownership and market sector of operation. It is with their consideration that instructions are developed for the positions contained in the staffing table.

The document is drawn up not for a specific person, but for any subject to whom duties are imputed. That is, when it is replaced by another staff unit, there is no need to adjust the instruction, since the functionality, rights and obligations remain unchanged.

based on the analysis of the documents available in the subject and their editing;
based on the results of surveys and questionnaires of the working team;
taking into account the business processes taking place in the subject.

Method one implies the preparation of instructions taking into account reference books and industry standard documents approved at the federal level. At the same time, those responsible for developing the instructions:

the documentation available in the company or organization is systematized;
the system of labor organization is analyzed.
the functions of both departments and staff units are being studied.

At second approach in the course of relevant activities, it is clarified how things are with the distribution of powers in this subject. First, the survey is conducted by leading specialists and heads of areas, and then - by the rest of the employees of the departments.

More information is obtained through surveys than from the LNA. In addition, using the questionnaire, you can get an employee's opinion on the most optimal distribution of responsibilities.

In practice, this method complements the first.

Third approach based on the study of business processes occurring in the subject. Thanks to this method, two tasks are realized: the optimal delegation of labor functions and the creation of a set of job descriptions adapted to the working conditions. However, it is rarely used due to the lack of business processes in many business entities. The technique is not popular also because its implementation requires the formation of a detailed chain labor processes which takes a lot of time and effort.

All three approaches correlate with the way the subject's work is organized (that is, if it happens according to documents, then instructions are drawn up accordingly). They can be successfully combined for optimal results.

Regardless of the method, in the process of drawing up a document, one should not forget about the principle of uniformity and equivalence of the measure of responsibility of a person holding a particular position.

Based on the above, the working group draws up a draft instruction.

Wherein unified form the document does not exist, so it is compiled by the subjects at their own discretion.

An exception is the instruction of a private security guard, regulated by Order of the Ministry of Internal Affairs of Russia No. 960 of August 22, 2011.

At the same time, it is advisable to rely on GOST R 6.30-2003 and the professional standards adopted since July 1, 2016, developed for more than 814 professions and, in some cases, mandatory for use (Articles 195.2 and 195.3 of the Labor Code of the Russian Federation). These cases include the presence of:

participation of the public sector (especially relevant for medical institutions, PJSCs, educational and other institutions);
posts involving early exit retirement (education and sports, as well as Agriculture etc.);

Read also The shelf life of the job description after replacing with a new one

a trade union or other representative body of workers;
members of the team interested in the content of the document (for example, the head of the legal department or, if there is none, a lawyer, the head of the personnel department, if the project was drawn up by his subordinates).

They put their signatures on the last sheet of the document. According to the requirements of GOST R 6.30-2003 (clause 3.24), the approval visa includes the signature of the person, its decoding and date.

There is no need to agree on the instructions signed by the executor. In addition, its endorsement and approval by the same subordinate, that is, two legally equivalent actions aimed at one document, is impossible.

The instruction can be endorsed not by the manager, but by the head of the department, but this is recorded in his instructions and the employment contract.

The issuance of instructions should be recorded in an appropriate journal containing, among other things, information about their corrections.

The term of validity of the job description is not limited, therefore its provisions are relevant until replaced with another. However, in matters of the duration of its storage, one can be guided by the “List of typical management documents…. with indication of storage time ".

The final document should be interpreted in the same way by both parties labor relations(by the employer and the hired). It should be structured, broken down into clauses and subclauses.

Who develops job descriptions at the enterprise

The second (article 127 of the Labor Code of the Russian Federation) is the obligations established by the state and noted in the Labor Code ("work conscientiously" and so on). And, finally, the third part of the employee's duties is to fulfill the individual instructions of the immediate supervisor. If such orders are not followed, then it is a violation of the law.

In accordance with our legislation, the employee is obliged to do what the manager ordered him to do. If the employee believes that the orders of his manager are incorrect and illegal, the maximum that he can do is ask for a written order and one-time orders.

If the leader assumes that such instructions can be repeated often, then they are already fixed in the form of a specific labor function, which should be included in the job description.

Here, on the other hand, a lot is missing. Where are the quality assessment criteria? Where is the opening hours? Where is the certification procedure? This also needs to be added. Who develops job descriptions? They are developed by the heads of structural divisions and signed by them.
In the absence of structural divisions, the instruction is drawn up by the specialist holding the given position and signed by him.

The job description must be approved by the first head of the organization.
The head of the structural unit approves the job description if it is within his competence and indicated in his job description and labor contract.

With whom are the job descriptions coordinated? The job description is coordinated with the relevant legal departments (legal advisers) of the organization.

Who develops the job descriptions for the organization?

Important

What should you do if the chief accountant asks you to write job descriptions for employees? You should say: “I will show you the form and methodology for developing this document. And then write yourself. I don’t know your professional subtleties, this is not my function ”.

Attention

That is, you must explain in detail the form of this document, general provisions, all paragraphs and subparagraphs that are mandatory in the job description. This is your responsibility. Because you are the only specialist in your organization who knows what a job description is and what follows from it.

You know that if the employee does not follow the instructions, he can be fired. You can be dismissed under Article 33, paragraph 2 - the employee is inconsistent with the position held.
Article 33, paragraph 3 - systematic failure job responsibilities... These subtleties are within your competence.

Who should develop job descriptions

The instruction is coordinated with employees of the personnel and legal services. The draft job description can be agreed with interested parties if it is provided by the employer in the rules for the development of local regulations. It should be borne in mind that the approval of the draft job description is not mandatory.

Who develops job descriptions

To the question "how?" the job description answers. But even a competently drawn up instruction, with detailed assessment criteria, a list of requirements will not have legal force and, therefore, fulfill its purpose if all the formal subtleties of writing this document are not followed. What are the basic requirements for the form of job description? Consider the points that must be included in the job description:

Direct subordination of the employee.
The procedure for appointment and dismissal.
Substitution order if absent.
What is the employee guided by in his activities.
Qualification requirements.

Who should develop job descriptions?

After passing all the procedures, the approved document is transferred to the employee for examination. Composition of the document The instructions should contain the following sections:

General Provisions- company name, subordination, qualification requirements, a list of regulations that an employee must follow when fulfilling his obligations.
Objectives and Responsibilities. This section reflects organizational commitments and functional objectives.
Rights and powers. When preparing this section, it is important to clearly describe what responsibility the management and subordinate bear in summing up the results of the enterprise. It is important to indicate the possibility of making decisions, the presence of the right to sign documents, and so on.
Subordination, leadership. Here it is required to indicate who is the immediate supervisor.

For the rest of the positions, the instructions are typical (see the letter of the Ministry of Labor of the Russian Federation dated 03.13.1996 No. 482-VK). So, the responsibility for the development of job descriptions in a private enterprise can be assigned to any employee - in accordance with the regulation on job descriptions or by order of the manager.

In theory, a similar rule applies in government agencies, but in practice this function is usually regulated by special sectoral acts.

Job descriptions as part of HR workflow

If the employee believes that the instruction contains additional requirements in addition to those specified in the employment contract, it is necessary to re-discuss the possibility of concluding employment contract... The job description can be an appendix to the employment contract, and also be approved as an independent document.

In the first case, when the instruction is an attachment, when hiring, the employer is obliged to familiarize the employee with the job description against signature and issue one copy of the document to the employee along with the employment contract.

In the future, if necessary, you should simultaneously make changes to the employment contract and job description by signing by the parties supplementary agreement to the employment contract.

Who develops job descriptions in the organization

When establishing the labor functions of managers, specialists and employees, employers are guided by the industry-wide Unified Qualification Handbook of the Positions of Managers, Specialists and Employees (TSA) and its sectoral issues, depending on the content, they are of three types:

Qualification reference book of positions of managers, specialists and other employees (industry-wide issue);
Qualification reference book of positions of employees of a general industrial nature (uniform for all industries);

Sectoral issues of the Qualification Handbook of employee positions (including characteristics of positions specific to a particular sector of the economy).

Development rules The job description is developed for each position included in the organization's staffing table, and is impersonal in nature.

1. General Provisions

1.1. VSPODO belongs to the category of specialists. A person who has a higher specialized education and work experience in the position of at least 3 years is appointed to the post of VSpOO.

1.2. Appointment to the position of VSPODO and dismissal from it is made by order of the General Director of the company on the proposal of the head of the administrative department.

1.3. VSPoDO reports directly to the head of the administrative department. VSPODO functionally subordinate clerks (employees who are entrusted with the duties of maintaining records) and secretaries of all structural divisions of the company. VSPoDO subordinate linearly the clerk and the head of the archival service of the company.

1.4. EVO should know:

1.4.1. Resolutions, orders, orders, other guiding and normative documents of higher and other bodies concerning the activities of the company and, in particular, the activities of the secretariat.

1.4.2. A single state system office work, rules for storing, archiving documents, revising documents, destroying them, transferring them to the company's archives and state archives, as well as standards for a unified system of organizational and administrative documentation.

1.4.3. Regulations, instructions, other normative documents governing the work of the company in the field of document flow and the secretariat.

1.4.4. Organizational structure, management team of the company and its structural divisions (JV).

1.4.5. Specialization of the company's activities, the specifics of working with documents of the company's industry.

1.4.6. Methods of registration and processing of documents.

1.4.7. Good enough to own English language(level not lower than Pre-Intermediate); know the translation methodology, the current translation coordination system, the basics of literary editing, have excellent skills in drawing up a protocol.

1.4.8. Personal computer: programs - MS Office, MS Exchange, Access, Outlook, Lotus Notes, Internet, e-mail.

1.4.9. Rules for the use of office equipment and intercom systems (mini-automatic telephone exchange - at least 50 internal subscribers, modem, fax, scanner, printer, copier, shredder, laminator, stitching machine, dictaphone-tape recorder).

1.4.10. Document flow schemes.

1.4.11. The procedure for drawing up a nomenclature of cases, inventories of cases of permanent and temporary storage, established reporting.

1.4.12. Terms and procedure for filing cases in the archive.

1.4.13. Systems for organizing control over the execution of documents.

1.4.14. Office equipment and other means of mechanization of managerial labor.

1.4.15. Fundamentals of economics, organization of production, labor and management.

1.4.16. Labor legislation (Labor Code of the Russian Federation) and labor protection of the Russian Federation.

1.4.17. Computer technology operating rules.

1.4.18. Internal labor regulations of the company.

1.4.19. Financial planning and reporting within the scope of their competence.

1.4.20. Planning the training of subordinate personnel.

1.4.21. Motivation systems.

1.5 VSPOD in its activities is guided by:

1.5.1. Regulations on VSPODO, instructions, regulations on the secretariat of the company.

1.5.2. Regulations on the document flow of the company.

1.5.3. This job description.

1.5.4. Internal regulations established in the company.

1.5.5. Regulations for working with confidential information.

1.5.6. Labor contract.

1.5.7. Staff Regulations.

1.5.8. Other documents directly related to the activities of the VSPODO.

1.6. VSPODO reports directly to the head of the administrative department.

1.7. VSPODO manages the staff of the secretariat.

1.8. During the absence of the VSPoDO (business trip, vacation, illness, etc.), its duties are performed by a deputy who acquires the corresponding rights and is responsible for the proper performance of the duties assigned to him.

2. Job responsibilities

2.1. Organizes the work of the company's document flow and the work of the secretariat and archival service of the company, distributes the workload among subordinate employees. Leads financial planning and reporting in the activities of the secretariat and the workflow of the company.

2.2. Provides control of the company's document flow (paper and electronic), timely processing of incoming and outgoing correspondence, and its delivery to its destination.

2.3. Monitors the timing of the execution of documents and their correct execution. Provides storage of company seals.

2.4. Plans the work of the secretariat, submits the work plans of the secretariat for agreement and approval. Organizes work on registration, accounting, storage and transfer to the relevant structural divisions of documents of current office work, including orders and orders of the management, on the formation of cases and their deposit.

2.5. Develops instructions for conducting office work in the company and organizes their implementation. Creates unified system document flow (ESDO) in the company (electronic and paper DO). Develops documents regulating the company's activities in the field of document flow.

2.6. Takes measures to provide secretariat employees with the necessary instructional and reference materials, as well as inventory, stationery, equipment, office equipment, technical means managerial labor.

2.7. Carries out methodological management of office work in the structural divisions of the company, control of the correct formation, storage and timely delivery of cases to the archive, preparation of certificates on compliance with the deadlines for the execution of documents.

2.8. Provides printing and reproduction of office documents.

2.9. Participates in the preparation of meetings convened by management, meetings of the board of directors and meetings of shareholders and organizes their maintenance.

2.10. Provides an appropriate mode of access to documents and use of the information contained in them.

2.11. Takes part in the development and implementation of new technological processes work with documents, improvement of automated information systems and technologies (taking into account the use of computer technology).

2.12. Maintains a database of directories of internal and external telephone numbers of the secretariat.

2.13. Carries out work on the protection of information constituting state, commercial and official secrets.

2.14. Carries out instructions from the immediate supervisor - the head of the administrative department and the General Director of the company.

2.15. Develops and organizes activities to improve the ESDI.

2.16. Leads financial planning and reporting within the limits of his competence.

2.17. Plans and conducts training for subordinate personnel.

2.18. Develops a motivation system for subordinate personnel.

3. Rights

VSPODO has the right:

3.1. Submit for consideration by the General Director, the head of the administrative department and heads of structural divisions of the company proposals for improving the workflow, the secretariat - forms and methods of working with documents.

3.2. Require the heads of structural divisions and other responsible employees of the company to properly comply with the established rules for working with documents in the company.

3.3. Return the documents to the performers and demand their revision in case of violation of the established rules.

3.4. Carry out checks on the organization of office work in structural divisions.

3.5. Sign and endorse documents related to the activities of the secretariat.

3.6. Give instructions that are binding on the staff of the secretariat; demand their timely and high-quality implementation.

3.7. Submit to the head of the administrative department and the General Director of the company for consideration proposals on encouraging distinguished employees of the secretariat, imposing penalties on violators of production and labor discipline.

4. Responsibility

VSPoDO is responsible for:

4.1. For the loss and damage of documents, incompetence in decision-making in professional activity, improper performance or non-performance of their official duties provided for by this job description - within the limits determined by the current labor legislation of the Russian Federation.

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

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

5. Interaction with other structural divisions of the company

VSPODO in its activities interacts with other structural divisions:

5.1. With the heads of all structural divisions of the company - on the management of office work, the organization of control and verification of the execution of the instructions of the secretariat, the preparation and submission of the necessary documents.

5.2. With the legal department - by legal issues related to the preparation of documents.

5.3. WITH economic service companies - on the provision of office equipment, forms of documents, stationery, etc.

5.4. With the department of personnel and organizational development - on the selection, hiring, dismissal and relocation of employees of the department, as well as training, advanced training, development of a system of incentives and penalties.

5.5. With an IT department in the field information technologies and advanced methods of electronic document management, use newest methods in the work of the secretariat (office equipment, etc.).

5.6. With the Security Department - on information and economic security issues.

"I am familiar with the job description":

Leading specialist in document management of the administrative department of the company

Date: "__" __________ 20__ ________________

Samples of some instructions are established by regulatory legal acts. How to draw up a job description in an institution if there is no standard form for it, how to develop and approve it, how to make changes? You will find answers to these and other questions in the article.

Role of job description

The Labor Code does not pay attention to the job description, but it is often mentioned in the letters of Rostrud. Let's define what this instruction is and whether it is really needed.

According to the Modern Economic Dictionary, the job description is considered to be an instruction indicating the range of assignments, duties, work to be performed by a person holding a given position in an enterprise or a firm. And in Rostrud letter dated 09.08.2007 No. 3042-6-0 it says that the job description is a document that defines the tasks, qualifications, functions, rights, duties, responsibilities of the employee and is an integral tool for regulating labor relations.

The job description is necessary for both the employer and the employee. It should be developed for each position (including the vacant one) available in the staffing table. Please note that the instruction is developed specifically for a specific position, and not for a specific employee.

According to this letter, the absence of a job description in some cases prevents the employer from reasonably refusing to hire (since it may contain additional requirements related to the employee's business qualities), to objectively assess the employee's activities during the period probationary period, distribute labor functions among employees, temporarily transfer the employee to another job, evaluate the conscientiousness and completeness of the employee's work function.

Let's clarify this wording. According to Art. 64 of the Labor Code of the Russian Federation unjustified refusal to conclude an employment contract is prohibited, that is, refusal due to circumstances not related to the business qualities of the employee. Business qualities according to Resolution of the Plenum of the RF Armed Forces dated March 17, 2004 No. 2 understand the ability natural person perform a certain labor function, taking into account the professional and qualification qualities that he has (for example, the presence of a certain profession, specialty, qualification), personal qualities(for example, health status, a certain level of education, work experience in a given specialty, in a given industry). Thus, the presence of a job description will make it possible to reasonably refuse to hire a person who does not have sufficient experience or qualifications.

According to Art. 71 of the Labor Code of the Russian Federation in the event of an unsatisfactory test result, the employer has the right to terminate the employment contract with the employee before the expiry of the test period, notifying him of this no later than three days in advance, indicating the reasons that served as the basis for recognizing this employee as having failed the test. Thus, the job description, which lists the duties that the employee was supposed to perform, may become the basis for his dismissal as having failed the test.

By virtue of Art. 192 of the Labor Code of the Russian Federation a disciplinary offense is a failure to perform or improper performance by an employee through his fault assigned to him job responsibilities... Thus, before bringing an employee to disciplinary responsibility, the employer must refer to the job description.

In addition, the job description provides for the possibility of replacing an employee with another, absent employee, for example, when the deputy head of the department temporarily acts as the head of the department during his absence, or a doctor of one specialization replaces the position of a doctor of another specialization.

An organization may also have employees who hold the same positions but have different salaries. This is wrong because according to Art. 22 of the Labor Code of the Russian Federation the employer must ensure equal pay for work of equal value. And in this case, it is the job descriptions that will prove that the rights of workers are not violated. To do this, the instructions should reflect the labor quality indicators affecting wages: different job responsibilities, different volume of work performed, qualification requirements, etc. (Still, in order to avoid difficulties with regulatory authorities, we recommend entering the words “senior”, “leading”, etc. in the names of identical positions)

Job descriptions also help justify some of the costs of transportation (for people whose job has traveling character), cellular communication, etc. Great importance have instructions in cases of involving employees under civil law contracts to perform tasks that are not included in the official duties of full-time employees.

Thus, the main goals of creating job descriptions are:

a clear and detailed formulation of the labor function of employees;
determination of the required qualifications of employees;
the establishment of the obligation of employees to improve their qualifications;
determination of the order of interaction between employees;
justification for bringing to disciplinary responsibility;
justification for reimbursement of transport or other costs.

Some employers limit themselves to specifying a job function (work according to a position in accordance with staffing table, profession, specialty indicating qualifications) in the employment contract, without even prescribing job responsibilities. In this case, the employer refers to the existence of tariff and qualification reference books, which establish requirements for various categories of workers. And this will not be a violation of labor laws. But, using job descriptions, the employer makes life easier for himself, first of all, because the advantages, as they say, are obvious.

The procedure for the development of job descriptions

When developing job descriptions, you can use Recommendations approved by Order of the State Committee for Ecology of the Russian Federation dated December 10, 1997 No. 552... GOST R 6.30-2003 “Unified documentation systems. Unified system of organizational and administrative documentation. Requirements for paperwork ".

The composition of the requisites of job descriptions should include the name of the organization and the name of the document, date and number, title to the text, stamp of approval, text, signature of the developer and approval visa.

The basis qualification characteristics for each position, the following regulations apply:

Qualification handbook of positions of managers, specialists and other employees, approved by Decree of the Ministry of Labor of the Russian Federation of 08.21.1998 No. 37;
The procedure for applying the Unified qualification reference book of positions of managers, specialists and other employees, approved by Decree of the Ministry of Labor of the Russian Federation of 09.02.2004 No. 9;
Unified qualification reference book of positions of managers, specialists and employees, approved by Order of the Ministry of Health and Social Development of the Russian Federation of 23.07.2010 No. 541n;
other qualification guides for various industries and activities.

At the same time, taking into account the specifics of the organization, the form, structure and content of the instruction may have their own characteristics.

As a rule, the job description consists of the following sections:

1. General Provisions. Include:

functional purpose of the document. For example: “The job description defines the functional duties, rights, duties, responsibilities, working conditions, relationships (connections by position) of the employee, criteria for evaluating his business qualities and the results of work when performing work in the specialty ";
the category to which the position belongs (managers, specialists, workers, etc.);
the procedure for appointment and dismissal (by whom the employee is appointed, is it accepted by competition);
subordination of the employee: to whom he submits and who is subordinate to him;
the procedure for replacement during his absence and the positions that he can fill;
qualification requirements (education, work experience, skills, additional information);
what should be guided in their activities;
- documents, knowledge of which is mandatory.

2. Job responsibilities. The section includes a description of specific daily, weekly, monthly, etc. duties that the employee must perform within the assigned functions, as well as duties involving the use of certain forms and methods of work, the procedure for executing assignments, ethical standards that are necessary observe in the team.

3. Employee rights. A list of the rights granted to the employee for the successful fulfillment of the duties assigned to him, which arise both from the functions of the organization and from the functions of the structural unit, is given. These rights, for example, include the following: make decisions in accordance with job responsibilities, take part in the development of various kinds programs, make suggestions for improving the work process, improve their skills.

4. Relationships by position. The list of persons with whom the employee interacts while carrying out labor activity is listed, functional and linear subordination or management is indicated, including the timing and procedure for providing information, the procedure for signing and approving documents, etc.

5. Responsibility. The types of responsibility are established for the untimely and poor-quality performance by the employee of his official duties in accordance with labor legislation. IN this section specific types of violations may be listed for which specific types of liability apply. When prescribing measures of responsibility, you need to make a reference to the article of the relevant regulatory legal act - the Labor Code of the Russian Federation, the Civil Code of the Russian Federation, the Administrative Code of the Russian Federation or the Criminal Code of the Russian Federation.

6. Evaluation of work. Here are set:

criteria for assessing the business qualities of an employee, such as qualifications, professional competence, labor intensity, and the manifestation of initiative;
criteria for evaluating work - the results achieved by the employee in the performance of official duties, the quality of the work performed, the timeliness of its performance, etc. In this case, the assessment of business qualities and work results is carried out on the basis of both objective indicators and the motivated opinion of the immediate supervisor.

7. Final provisions. In this section, the procedure for the entry into force of this document, amendments to it, etc. can be spelled out.

Note that the employer cannot include in the job description provisions that are not established by the Labor Code, in particular, additional grounds for dismissing an employee. IN Rostrud letter dated 30.11.2009 No. 3520-6-1(Further - Letter No. 3520-6-1) it was explained that the provision on the possibility of dismissal on certain grounds, including on their own, is not the subject of the job description, since it does not relate to the labor function of the employee.

As a rule, job descriptions are developed by an employee of the personnel department together with the head of the structural unit.

The instruction can be in the form of a separate document or an annex to the employment contract. We consider the job description as a separate document, since this form is more convenient and is more often used in practice.

Coordination of job description

So, initially a draft instruction is being developed. It is then usually approved by the Legal Department, undergoing a legal compliance review, with financial service and other departments of the organization with which the employee in this position will interact. The opinion of the approving persons can be recorded on the approval sheet attached to the instructions, taking into account which changes are subsequently made (not made) to it. After making changes, the instruction goes through the approval procedure again.

The question may arise: do job descriptions need to be coordinated with the trade union body, if there is one? By virtue of Art. 8 of the Labor Code of the Russian Federation in the cases provided for by the Labor Code of the Russian Federation, other federal laws and other regulatory legal acts of the Russian Federation, collective bargaining agreements, agreements, the employer, when adopting local regulatory acts, takes into account the opinion of the representative body of employees (if any). But is the job description local regulation? Since the Labor Code does not define what specifically refers to these acts, the opinions of experts on this issue differ: some believe that if the job description is a separate document, and not an appendix to the employment contract, then this is a local normative act, others call the job description “ sub-local "normative act, as explained by Rostrud, the job description is an internal organizational and administrative document ( Letter No. 3520-6-1).

In any case, neither the Labor Code of the Russian Federation, nor other federal laws and regulatory legal acts have been established to agree on job descriptions with the representative body of workers. And if this is not provided for by the collective agreement or agreement, approval is not required.

So, after the approval of the instruction by the head, it is stamped and registered in the job description log. The original instructions are usually kept by the HR department, and a duly certified copy is kept by the head of the department.

It is not necessary to put the instruction into effect by order of the head, unless, when changing its provisions, it is not necessary to make changes to the employment contract. But more on that later.

The job description comes into force from the moment of its approval and is valid until it is replaced by a new job description. If the employee reads the instruction before signing the employment contract, the contract must include the line "I have read the job description before signing the employment contract", under which the employee signs. If the instruction entered into force during the period labor activity, the fact of familiarization is recorded in the acquaintance sheet, which is attached to the instruction and certified by the signature of the employee with the date. In both cases, a copy of the instruction is given to the employee. If the employee refuses to sign the instruction, a corresponding act is drawn up.

We make changes to the instructions

In the course of the organization's activities, any changes constantly occur: personnel, structural, production process etc. Often such changes are reflected in functional responsibilities employees established by the job description. Then it becomes necessary to make changes to it. How to do it right?

First of all, we note that any change can be initiated. interested party: the employer, the head of the structural unit in which the employee works, the head of the unit that interacts with the employee, and, finally, the employee himself.

The offer is made in the form of an employee statement, an employer's offer or memo head of department. If the party to which the proposal was sent agrees to such changes, it remains only to issue them. Here it is important to determine whether changes in job descriptions will entail changes in job responsibilities, which, in turn, may entail a change in the employee's labor function, defined by the employment contract. Since when changing the labor function of an employee, he must be transferred to another job - a permanent or temporary change in the labor function of the employee and (or) the structural unit in which he works (if the unit was specified in the employment contract), while continuing to work with the same employer ( Art. 72.1 of the Labor Code of the Russian Federation). And transfer to another job is allowed only with the written consent of the employee, with the exception of cases provided for Part 2 and 3 tbsp. 72.2 of the Labor Code of the Russian Federation.

Thus, the employer cannot unilaterally change the employee's job responsibilities or supplement the instruction with new responsibilities. This is only possible in order Art. 72 of the Labor Code of the Russian Federation- a written agreement of the parties is concluded, about which the employee is warned in advance. IN Rostrud letter dated 31.10.2007 No. 4412-6 the following is said about this: making changes to the job description may be associated with a change in the mandatory conditions of the employment contract. In this case, the requirements for advance written notification of this to the employee must be met. And only after the employee has agreed to continue the employment relationship, changes are made to the job description... In addition, the letter explains that if the instruction is an annex to the employment contract, it is advisable to simultaneously amend the contract and the instruction by preparing an additional agreement. If the job description was approved as a separate document and, at the same time, making changes to it does not entail the need to change the mandatory conditions of the employment contract, it is more convenient to approve the instruction in new edition, having familiarized the employee with it in writing. For example, when it is required to clarify or specify some of the employee's duties: instead of "ensuring the safety of documents" - "store documents in a special cabinet, issue on the basis of a memo," etc.

Job regulations

Speaking about job descriptions, one cannot fail to note the category of employees for whom a document establishing job responsibilities is mandatory. These are civil servants, and such a document is called official regulations. He is the main normative document regulating the content and results of a civil servant's activities. It contains the requirements for an employee filling a relevant public position. Job regulations are designed to promote the correct selection, placement and retention of personnel, improve their professional qualifications, the improvement of the functional and technological division of labor between managers and specialists in the performance of tasks determined by the regulation on the body, structural unit, and are also used in assessing the performance of a civil servant.

According to Art. 47 Federal law dated July 27, 2004 No. 79-FZ "On the state civil service of the Russian Federation" the professional service activity of a civil servant is carried out in accordance with the official regulations approved by the representative of the employer and being an integral part of the administrative regulations of the state body. This article establishes specific provisions that should be included in the job regulations:

qualification requirements for the level and nature of knowledge and skills, for education, experience civil service(civil service of other types) or length of service (experience) in the specialty;
duties, rights and responsibility of a civil servant for non-fulfillment (improper fulfillment) of duties in accordance with the administrative regulations of the state body, the tasks and functions of the structural unit of the state body and the functional characteristics of the civil service position being replaced in it;
a list of issues on which a civil servant is entitled or obliged to independently make managerial and other decisions;
a list of issues on which a civil servant is entitled or obliged to participate in the preparation of draft regulatory legal acts and (or) draft managerial and other decisions;
terms and procedures for the preparation, consideration of draft managerial and other decisions, the procedure for approval and adoption of these decisions;
the procedure for official interaction of a civil servant in connection with the performance of his official duties with civil servants of the same state body, other government agencies, other citizens, as well as with organizations;
scroll public services provided to citizens and organizations in accordance with the administrative regulations of the state body;
indicators of efficiency and effectiveness of professional service activities of a civil servant.

The provisions of the official regulations are taken into account when holding a competition for filling a vacant position in the civil service, attestation, qualification exam, planning the professional service activity of a civil servant.

The results of the employee's performance of the official regulations are taken into account when holding a competition for filling a vacant civil service position, including an employee in personnel reserve, assessment of his professional performance during the certification, qualification exam or encouragement of a civil servant.

Sample job regulations are approved by the relevant management body public service... For example, the official regulations of a state civil servant customs authority RF approved By order of the Federal Customs Service of the Russian Federation dated 11.08.2009 No.1458 .

Summing up, we note: despite the fact that the absence of job descriptions is not a violation of labor legislation and does not entail any responsibility for the employer, this document should not be neglected. It is better to spend a little time and effort on its development, and not be limited to samples model instructions, but to approach this process with all seriousness and responsibility. This will allow you to protect yourself from many unnecessary problems and disputes with regulatory authorities.

Modern economic dictionary / BA Raizberg, L. Sh. Lozovsky, EB Starodubtseva. - M .: INFRA-M, 2006.

"On the application by the courts of the Russian Federation of the Labor Code of the Russian Federation."

"On approval of the Regulations on the OSH management system in organizations State Committee RF on environmental protection ".