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What is the name of the position of a full-time programmer? Question from practice: how to indicate the names of positions and professions when drawing up a staffing table

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 titles positions in order to specify a job function or a title that disguises 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;
wage rate based on salary or hourly tariff rate up to percentage allowances.

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 the annual inflation rate and is established 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 qualification requirements to vacancies and an approximate list of 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 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 with Professional Standards is mandatory for many employers - those who manage companies with state form property or institutions in which half of the 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 for harmful conditions of employment, and therefore the right to.

That is, in accordance with 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 tariff system payment, that is, ranks, class, 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 norms 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 the use of directories 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 bad conditions in the company, then the name of the vacancy can be arbitrary, but within reasonable limits, taking into account that the overall work experience in a certain industry sometimes depends on the title of the position.

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 business unit, since he is in charge only of the company’s local area, and only at night.

Features of using job titles in the staffing table

Considering that as of 2019, no legislation has been developed uniform rules on the formation of job titles, and the norms of 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:

a 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 standard instructions, but with greater 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, in Decree of the Government of the Russian Federation No. 225 in paragraph 6 of the Instructions for filling out labor books it is said that the labor book is filled out only for 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, since 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 a general field and there are no hazardous conditions at the workplace, you can use arbitrary names, 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 a clarification certain type activities.

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.

In accordance with the Qualification Handbook, additional words to basic names, such as a 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 the executive director will have authority 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.

It should also be remembered that a prestigious title will not change the scope of responsibilities, nor will it give the owner of the same cleaning service manager position additional leadership authority.

And it should be taken into account that any basic name in ETKS is developed for a specific industry with its own specifics and responsibilities. Therefore, using it in another industry will be inappropriate, because the scope of responsibilities will be completely different.

We bring to your attention a typical example of a programmer job description, sample 2019. Don’t forget, every programmer’s instruction is handed out against a signature.

The following provides typical information about the knowledge that a programmer should have. About duties, rights and responsibilities.

This material is part of the huge library of our website, which is updated daily.

1. General Provisions

1. The programmer belongs to the category of specialists.

(-programmer of category II: higher professional (technical or engineering-economic) education and work experience as a programmer of category III or other engineering positions filled by specialists with a higher vocational education, at least 3 years.

Programmer of category III: higher professional (technical or engineering-economic) education and work experience in the specialty acquired during the training period, or work experience in engineering positions without a qualification category.

Programmer: higher professional (technical or engineering-economic) education without requirements for work experience or secondary vocational (technical or engineering-economic) education and work experience as a category I technician for at least 3 years or other positions filled by specialists with secondary professional qualifications education, at least 5 years.)

3. The programmer is hired and dismissed by the director of the organization.

4. The programmer must know:

- management and regulatory materials regulating methods for developing algorithms and programs and using computer technology when processing information, the basic principles of structured programming;

- kinds software;

— technical and operational characteristics, design features, purpose and operating modes of a computer, its rules technical operation;

— automatic information processing technology;

— types of technical storage media;

— methods of classification and coding of information;

— formalized programming languages;

— current standards, number systems, ciphers and codes;

— procedure for preparing technical documentation;

- advanced domestic and Foreign experience programming and use of computer technology;

— fundamentals of economics, organization of production, labor and management;

— basics of labor legislation;

— internal labor regulations;

— rules and regulations of labor protection, safety precautions, industrial sanitation and fire protection.

5. In his activities, the programmer is guided by:

- legislation of the Russian Federation,

— Charter of the organization,

- orders and instructions of employees to whom he is subordinate in accordance with these instructions,

- this job description,

— Internal labor regulations of the organization.

6. The programmer reports directly to __________ (indicate the position of the employee to whom he reports).

7. During the programmer’s absence (business trip, vacation, illness, etc.), his duties are performed by a person appointed by the director of the organization in the prescribed manner, who acquires the corresponding rights, duties and is responsible for the performance of the duties assigned to him.

2. Job responsibilities of a programmer

Programmer:

1. Based on the analysis of mathematical models and algorithms for solving economic and other problems, develops programs that provide the ability to execute the algorithm and, accordingly, the assigned task using computer technology, tests and debugs them.

2. Develops a technology for solving a problem at all stages of information processing.

3. Selects a programming language to describe algorithms and data structures.

4. Determines information to be processed by computer technology, its volume, structure, layouts and schemes for input, processing, storage and output, methods of its control.

5. Performs work on preparing programs for debugging and carries out debugging.

6. Determines the volume and content of these test cases, providing the most complete verification of program compliance with their functional purpose.

7. Launches debugged programs and enters initial data determined by the conditions of the assigned tasks.

8. Conducts adjustments to the developed program based on analysis of the output data. Develops instructions for working with programs, draws up the necessary technical documentation.

9. Determines the possibility of using ready-made software products.

10. Provides support for implemented programs and software.

11. Develops and implements systems automatic check correctness of programs, typical and standard software, constitutes information processing technology.

12. Performs work on unification and typification of computing processes.

13. Participates in the creation of catalogs and file cabinets of standard programs, in the development of forms of documents subject to machine processing, in the design of programs that allow expanding the scope of application of computer technology.

14. Complies with internal labor regulations and other local regulations organizations.

15. Complies with internal rules and regulations for sales, safety, industrial sanitation and fire protection.

16. Ensures cleanliness and order in his workplace,

17. Carry out, within the framework of the employment contract, the orders of the employees to whom he is subordinate in accordance with these instructions.

3. Programmer rights

The programmer has the right:

1. Submit proposals for consideration by the director of the organization:

— to improve work related to those provided for herein instructions and duties,

- on encouraging distinguished employees subordinate to him,

- on bringing to material and disciplinary liability the employees subordinate to him who have violated production and labor discipline.

2. Request from structural divisions and employees of the organization the information necessary for him to perform his job duties.

3. Get acquainted with the documents defining his rights and responsibilities for his position, criteria for assessing the quality of performance of official duties.

4. Get acquainted with the draft decisions of the organization’s management relating to its activities.

5. Require the management of the organization to provide assistance, including ensuring organizational and technical conditions and execution of the established documents necessary for the performance of official duties.

6. Other rights established by current labor legislation.

4. Responsibility of the programmer

The programmer is responsible in the following cases:

1. For improper performance or failure to fulfill one’s job duties provided for in this job description - within the limits established by the labor legislation of the Russian Federation.

2. For offenses committed in the course of their activities - within the limits established by the current administrative, criminal and civil legislation of the Russian Federation.

3. For causing material damage to the organization - within the limits established by the current labor and civil legislation of the Russian Federation.

Job description for a programmer - sample 2019. Job responsibilities programmer, programmer rights, programmer responsibility.

1) The company’s staffing table was compiled on the basis of the OKPDTR directory in the “Job Descriptions” section. In the OKPDTR directory there is a classification of the profession “software engineer” code 22824. The company employs employees in this profession with different categories and the staffing table includes categories 1, 2, 3 and the highest. Question: Isn’t this a violation? 2) On staff schedule we want to introduce the position “software tester”. There is no such position in the OKPDTR directory. However, the ECSD directory contains qualification characteristics for this position. Question: What documents must be used to develop a staffing table? Should job description be developed in accordance with professional standards? Question: Can positions not correspond to the names specified by OKPDTR and ECSD? Question: What classifier does the Pension Fund use to determine length of service when assigning a pension? Question: Can an enterprise independently develop job descriptions without taking as a basis qualification characteristics from the ECSD directory?

1) No, it is not.

The employer, as a rule, determines the names of positions and professions at his own discretion. According to the qualification directory of positions for managers, specialists and other employees, the position of Software Engineer has 3 categories: 1, 2 and 3 and specialist without category.

2) The employer, as a rule, determines the names of positions and professions at his own discretion. Positions may not comply with OKPDTR and ECSD.

However, if labor legislation connects the performance of work in certain positions or professions with the provision of compensation and benefits (early retirement, additional leave) or establishes any restrictions, then the names of such positions and professions must comply with qualification directories or relevant provisions professional standards.

Speaking about qualification reference books, first of all you need to use the following:

Yes, you can develop a job description yourself, in accordance with the practice of distributing labor functions that has developed in the structural unit. When compiling, you can also use the approved Qualification Handbook.

The Pension Fund is guided by the Qualification Directories and.

Nina Kovyazina

How to create a staffing schedule

Calculation of staffing levels

Question from practice: how to determine the number of employees of an organization or division

The number of employees of an organization or a separate unit is determined by its head in accordance with the structure of the organization, its functions and levels of management.

By general rule employers are free to determine both the staffing level by position and profession, and the number of employees performing a particular job function.*

Job titles

Question from practice: how to indicate the names of positions and professions when drawing up the staffing table

When preparing the staffing table, the employer can use form No. T-3, approved by Resolution of the State Statistics Committee of Russia dated January 5, 2004 No. 1, or an independently developed form. In Column 3 of this form you must enter the names of positions (specialties, professions) for the organization's staff units. As a general rule, positions are provided for employees who are primarily engaged in mental work: management, collection, analysis, processing of information (for example, deputy head production department, head of the department). In turn, the concept of “profession” largely refers to employees engaged in the production process and physical labor (builders, electricians, mechanics).

The employer, as a rule, determines the names of positions and professions at his own discretion. For example, the position of the head of an organization may be listed in the staffing table as director, CEO, company president, etc.

However, if labor legislation relates to the performance of work in certain positions or professions the provision of compensation and benefits (early retirement, additional leave) or establishes any restrictions, then the names of such positions and professions must comply with qualification reference books or the relevant provisions of professional standards.* Specified compliance must be observed both in the employment contract with the employee, where his position will be indicated (performing work in the profession), and in the organization’s staffing table. This follows from the provisions of paragraph 3 of part 2 of article 57 Labor Code RF. Failure to comply with this condition will deprive the employee of the right to receive benefits and compensation.

Speaking about qualification reference books, first of all you need to use the following:*

All-Russian classifier of workers' professions, employee positions and tariff categories, approved by Decree of the State Standard of Russia of December 26, 1994 No. 367;
Qualification reference book for positions of managers, specialists and other employees, approved by Resolution of the Ministry of Labor of Russia dated August 21, 1998 No. 37;
All-Russian classifier of occupations OK 010-2014 (MSKZ-08), approved by order of Rosstandart dated December 12, 2014 No. 2020-st;
unified tariff and qualification directories of works and professions of workers by industry.

In addition to the above documents, organizations should also be guided by:*

A list of industries, workshops, professions and positions with hazardous working conditions, work in which gives the right to additional leave and a shortened working day, approved by Resolution of the State Committee for Labor of the USSR, the Presidium of the All-Union Central Council of Trade Unions dated October 25, 1974 No. 298/p-22;
Lists of industries, works, professions, positions and indicators giving the right to preferential pensions, approved by Resolution of the Cabinet of Ministers of the USSR of January 26, 1991 No. 10.

From the Resolution of the Ministry of Social Development of the Russian Federation dated August 21, 1998 No. 37 “On approval Qualification directory positions of managers, specialists and other employees"

Software engineer (programmer)

Job responsibilities.* Based on the analysis of mathematical models and algorithms for solving economic and other problems, develops programs that provide the ability to execute the algorithm and, accordingly, the assigned task using computer technology, tests and debugs them. Develops technology for solving problems at all stages of information processing. Selects a programming language to describe algorithms and data structures. Determines information to be processed by computer technology, its volume, structure, layouts and schemes for input, processing, storage and output, methods of its control. Performs work on preparing programs for debugging and carries out debugging. Determines the scope and content of test case data that provides the most complete verification of programs' compliance with their functional purpose. Launches debugged programs and enters initial data determined by the conditions of the assigned tasks. Conducts adjustments to the developed program based on analysis of the output data. Develops instructions for working with programs, draws up the necessary technical documentation. Determines the possibility of using ready-made software products. Provides support for implemented programs and software. Develops and implements systems for automatically checking the correctness of programs, standard and standard software, and develops information processing technology. Performs work on unification and typification of computing processes. Takes part in the creation of catalogs and file cabinets of standard programs, in the development of forms of documents subject to machine processing, in the design of programs that allow expanding the scope of application of computer technology.
Must know: * guidelines and regulatory materials regulating methods for developing algorithms and programs and using computer technology in information processing; basic principles of structured programming; types of software; technical and operational characteristics, design features, purpose and operating modes of the computer, rules for its technical operation; automatic information processing technology; types of technical storage media; methods of classification and coding of information; formalized programming languages; current standards, number systems, ciphers and codes; procedure for preparing technical documentation; advanced domestic and foreign experience in programming and using computer technology; fundamentals of economics, organization of production, labor and management; basics of labor legislation; rules and regulations of labor protection.
Qualification requirements.*
Software engineer category I: higher professional (technical or engineering-economic) education and work experience as a software engineer category II for at least 3 years.
Software engineer of category II: higher professional (technical or engineering-economic) education and work experience as a software engineer of category III or other engineering positions filled by specialists with higher professional education, at least 3 years.
Software engineer category III: higher professional (technical or engineering-economic) education and work experience in the specialty acquired during the training period, or work experience in engineering positions without a qualification category.
Software engineer: higher professional (technical or engineering-economic) education without requirements for work experience or secondary vocational (technical or engineering-economic) education and work experience as a category I technician for at least 3 years or other positions filled by specialists with secondary vocational education, at least 5 years.

Personnel matters: personal consultations

Is it possible to include in the staffing table a position that is not in the all-Russian classifier?

Is it possible to include the position of a cadastral engineer in the staffing table? This position is not included in the classification of professions, but the law on the state real estate cadastre provides for the activities of a cadastral engineer.
Maria Pavlova, labor economist (Sevastopol)

All-Russian classifier professions of workers, positions of employees and tariff categories (OKPDTR) includes professions of workers and positions of employees in accordance with the unified tariff and qualification reference books (UTKS) 1.

The names of professions and positions must be indicated in accordance with the ETKS, on the basis of which OKPDTR was compiled, in two cases. Firstly, if the performance of work in certain professions and positions is associated with the provision of compensation and benefits or the presence of restrictions (paragraph 3 of part two of Article 57 of the Labor Code of the Russian Federation). Secondly, if we're talking about about government employees and municipal institutions(Articles 143, 144 of the Labor Code of the Russian Federation).

In addition, all-Russian classifiers are mandatory when creating state information systems And information resources, as well as during interdepartmental exchange of information, in other cases established by the legislation of the Russian Federation (clause 6 of the Regulations approved by Decree of the Government of the Russian Federation of November 10, 2003 No. 677). Based on the above, commercial organization may include the position of cadastral engineer in the staffing table.*

Nina Kovyazina, Deputy Director of the Department medical education And personnel policy in healthcare of the Russian Ministry of Health

How to write a job description

The procedure for drawing up job descriptions is not regulated by law, so the employer independently decides who develops the instructions and how to draw them up.*

In practice, a job description can be drawn up as an annex to an employment contract or as a separate document. Similar explanations are contained in the letter of Rostrud dated October 31, 2007 No. 4412-6.

And the instructions are usually developed by the one who is responsible for personnel records.

Section "Job Responsibilities"

In the “Job Responsibilities” section, list all the responsibilities assigned to the employee in accordance with the practice of distribution of labor functions that has developed in the structural unit. When compiling a section, you can use the All-Russian Classification of Occupations OK 010-2014 (MSKZ-08) Download the forms

Staffing is necessary for the most productive use of human resources. It allows you to competently organize the work of the company. The better the schedule, the higher the efficiency of the staff will be. The schedule allows you to control all work processes and determine the workload of workers. It will help you quickly obtain information about the total number of staff and the volume of work. This is an official document that can be requested by regulatory authorities. Therefore, it must be drawn up in accordance with laws and established practice. In particular, it is necessary to correctly enter the positions of employees.

Why do you need a schedule?

The staffing table has these functions:

Accurate and quick establishment of the organizational structure of the company.
Fixing the number of departments and the number of staff units for each position.
Convenient establishment of a payment system for department employees.
Fixation of the volume of bonuses for labor.

Is it possible to hire an employee if his position is not on the schedule?

What to do if the applicant’s position is not included in the staffing table? It is recommended to introduce a new position as soon as possible. Otherwise, these risks arise:

Difficulties in reducing the number of employees.
The risk that such actions will be recognized as a violation of paragraph 4 of Article 5.27 of the Code of Administrative Offenses of the Russian Federation.

Additional Information

When introducing positions, you need to consider these points:

If the payment system is tariff-based, there are categories, the name of the vacancy, based on Article 143 of the Labor Code of the Russian Federation, is established in accordance with the Qualification Directories.
If certification is being carried out, the certification sheet must contain the profession code. The corresponding provision is contained in Article 18 of Federal Law No. 426 of December 28, 2013.

In all other circumstances, the use of professional standards is optional.

What positions cannot be indicated in the staffing table?

The schedule should not contain positions that do not reflect the nature of the specialist’s work. How to determine whether the name reflects the characteristics of the activity? You should take advantage of the practices and traditions that have developed in a particular industry.

The law establishes requirements for the names of positions in the staffing table. Find out which employers must adhere to them, and for whom such requirements are not mandatory.

Read our article:

How to correctly name a position in the staffing table

The employer should first of all remember that when employing employees, the job title must correspond to the staffing table (Article 57 of the Labor Code of the Russian Federation). Therefore, the initial mention of the job title is reflected in the “staff”. And all companies should have a staffing table.

It is worth noting that the names of specialties must be the same for all workers performing the same job. Accordingly, wages are set equal. If differentiation is required, then division into categories is possible. Then differences in payment are allowed.

When reference books and professional standards are required

Before the introduction of professional standards, at the very end of 2012, the Unified Tariff and Qualification Reference Books (UTKS) were used. So workers' specialties and specialists were named based on these reference books.

Can you come up with a job title yourself?

For commercial companies, matching job titles is not so important. After all, as a rule, no benefits are provided for them, and, accordingly, there is no regulation of names.

When doing this work, you should be guided by the principle of reasonableness and name positions so that their names make it obvious labor function. Nowadays the name “manager” is widely used. In this case, both the head of the department and the cleaning lady can be called a manager with a slight difference in the name.

Often, employers come up with beautiful, prestigious positions to lure the best specialist in place. Including using foreign names (HR manager). Such actions are directly prohibited in the current legislation (clause 6 of the Rules for maintaining and storing work books, production of forms work book and providing them to employers), as this may mislead candidates for vacant positions.

Changing a position in the staffing table: procedure

Changing the staffing table may be necessary in a fairly large number of cases. One of them is a change in position. This procedure is not ordinary and requires compliance with a number of established rules. The procedure becomes much simpler if all positions in the position being changed are vacant. Whereas busy units create many obstacles and significantly increase document flow.