What is the difference between a boss and a manager in terms of labor rights and responsibilities? Positions, degrees and titles at the university

Many people are confused about the positions, degrees and titles of teachers and researchers working at universities. And this is not surprising...

Let's figure this out.

The fact is that university employees are characterized immediately by four directions :

1. Academic position.

2. Administrative position.

3. Academic degree.

4. Academic title.

Table 1

List of academic positions

Positions are listed in alphabetical order. They give different rights and responsibilities to participate in the educational (academic) process. For example, a student can study, but cannot teach. The assistant can teach, but cannot independently develop his own training course, etc.

table 2

List of administrative positions

Positions are listed in alphabetical order. It is in accordance with administrative positions that university employees receive salaries, or rather, official salary. The higher the position, the higher the salary. These positions have special meaning for HR and accounting departments. They arrange all employees into a hierarchy of superiors and subordinates.

List of academic degrees

Russia has introduced two academic degrees:

1. PhD - primary. For example, a candidate of medical sciences - candidate of medical sciences - candidate of medical sciences.

2. Ph.D- higher . For example, doctor biological sciences- Doctor of Biological Sciences - Doctor of Biological Sciences

In order to obtain such a degree, it is necessary to create a special scientific work called “a dissertation for the academic degree of a candidate of such and such sciences” or “a dissertation for the academic degree of a doctor of such and such sciences.” In addition, this dissertation still needs to be “defended” in a specially designated place - the Dissertation Council. Specialists in a related scientific field there will decide whether the submitted dissertation corresponds to the desired degree. So an academic degree may or may not be awarded. Writing and defending a dissertation is not a simple and easy job, therefore the scientific and organizational value of candidates and doctors of science is clearly higher than that of them, but before defending their academic degree.

True, we are threatened by the emergence of several more degrees, modeled on Western ones, but, naturally, in the Russian way.

Bachelor- in fact, this is our same graduate of a technical school or a dropout student from a university with an “incomplete higher education”, but who defended his thesis, for which he receives a bachelor’s “degree”. This is the lowest possible academic degree.

master- in the recent past, it was simply a university graduate who defended his thesis, and not just passed state exams. But now the student's thesis began to be called the VKR ("graduate qualifying work") and ceased to give a master's level. Now you will have to spend an additional 2 years (for additional money) at the university and do, essentially, a second thesis, now a master’s thesis. Only then will it be possible to be called a “master”. And this work will be called a “master’s thesis”, like a candidate’s or doctoral dissertation. A master's degree is an academic degree that reflects the appropriate educational level of the graduate, readiness for research and scientific-pedagogical activities. The master's degree is awarded based on the results of the defense of the master's thesis.

"Doctor of Philosophy" or "PhD"- a popular degree abroad, in terms of scientific weight it is something intermediate between graduation diploma work and a classic Soviet candidate's dissertation. True, pessimists fear that over time they will begin to demand a hybrid of a higher level - something between a candidate’s and doctoral dissertation. Life will show what will actually hatch from this gilded egg: a chicken or a crocodile...

An approximate analogue of the academic degree of Doctor of Science in countries with a “single-stage” system of academic degrees is the Doctor of Science (D.Sc.) degree, in countries with a “two-stage” system (for example, in Germany) - a habilitated (habilitated) doctor. After completing the habilitation procedure, i.e. defense of the second doctoral dissertation (more significant than the first), the applicant is awarded the title of habilitated doctor (doctor habilitatus, Dr. habil.)

There is also a system of academic degrees for “professional” rather than scientific research work. Thus, for example, Doctor of Laws (DL), Medicine (DM), Business Administration (DBA), etc. degrees are considered in many countries to constitute a professional rather than an academic/research doctorate, i.e. the holder of such a degree is expected to engages in relevant practical activities, not science. Since obtaining such degrees does not require completion of independent scientific research, then a professional doctorate is not usually considered an academic degree. Whether a degree is classified as a professional or research doctorate varies by country and even by university. For example, in the USA and Canada the degree of Doctor of Medicine is professional, and in the UK, Ireland and many countries British Commonwealth- research.

Honorary degree
There is also a workaround for obtaining an advanced degree without scientific work. This is the so-called “honorary degree” of Doctor of Science (Honor Doctor or Honor degree or Doctor honoris causa). It is issued by universities, academies or the Ministry of Education without completing a course of study and without taking into account mandatory requirements (for publications, defense, etc.), but who have achieved great success in business and have gained fame in any field of knowledge (artists, jurisprudence, religious figures, businessmen, writers and poets, artists, etc.). Such people are attracted to teaching and give lectures at the best universities in many countries around the world. An honorary Doctor of Science degree is not awarded in medicine. An honorary degree may be awarded or withdrawn.

So, an academic degree confirms the scientific qualifications of its holder and his ability for fruitful scientific activity.

List of academic titles

In Russia, according to unified register academic degrees and titles approved in 2002, the following are providedacademic titles:

1. Assistant professor by specialty according to the nomenclature of specialties of scientific workers or by department of an educational institution.Academic title of associate professor assigned to employees of scientific organizations for research activities, and to employees of higher educational institutions- for scientific and pedagogical activities.

2. Professor by specialty or department.Academic title of professor awarded to employees of higher educational institutions and scientific organizations for scientific and pedagogical activities and training of graduate students.

3. Corresponding Member(corresponding member) of the Academy of Sciences.

4. Full member (academician) of the Academy of Sciences.

System academic titles more confusing than the system academic degrees . So, there are different titles by specialty And by department. In addition, there are only scientific degrees (scientists), and titles - both scientific and pedagogical (teaching). Academic degrees are officially registered only by the Higher Attestation Commission (Higher Attestation Commission), and all academic titles are officially registered by the Higher Attestation Commission, the Ministry of Education, and Russian Academy Sci.

How can we distinguish between the concepts of “academic degree” and “academic title” in order to reduce the often observed confusion in this regard?

Speaking about academic titles, one should distinguish title or simply the position held from academic title, which you can have without holding a similar position. Yes, you can borrow job title professor or associate professor, but not have the same ranks, confirmed by the presence of a certificate. On the contrary, you can have rank professor or associate professor, have the appropriate official certificate, but work not as a professor, but, for example, as a house manager, or even not work at all. So professors with the title of professor can work, alas, not as professors at all.

The matter is further complicated by the fact that people who work as professors, but do not have the same academic title, tend to call themselves professors, although in reality they only occupy professorship. It is curious that the military is more modest in this regard: for example, a colonel holding a general's position job title, does not call himself a general until he receives a general's title rank.

So, ranks "Associate Professor" or "Professor"supported by official certificates. Purely job titles "Associate Professor" or "Professor", are not associated with the official assignment of the same academic title.

At the same time, in order to occupy a decent position in a university or research institution, it is desirable (and sometimes mandatory) to have academic degree. The presence of an academic degree, position and required activities in this position give the right to receive academic title.

Academic degrees are awarded as a result of defending dissertations, and academic titles assigned based on the results of scientific and pedagogical activities.

About availability academic degree testifies diploma candidate or doctor of sciences, but about the availability academic title - certificate associate professor, professor. So official supporting documents for degrees And ranks are called differently.

Non-state degrees and titles

And you should definitely know about one more interesting detail. In Russia there are many non-state educational institutions: academies, universities, institutes, which sometimes have their own non-state dissertation councils. Some of them dare to completely separate from the state in the person of the Higher Attestation Commission and begin to award academic degrees, not just candidates, but even doctors of sciences without the participation of the Higher Attestation Commission , in the same way as is customary abroad, but in completely different conditions. After protection like this "non-state" Scientists are immediately issued diplomas sealed with seals, popularly called “crusts”, the forms of which do not require making or purchasing. special labor. Question about them legal force raises reasonable doubts...

According to Government Decree Russian Federation dated January 30, 2002 No. 74 as documents on the award of academic degrees provided for state system certifications, only diplomas issued by the Ministry of Education of the Russian Federation or other authorized government bodies are valid.

Academicians and Corresponding Members

Now in Russia scientific academies with their academicians and corresponding members form a whole pyramid.

On first level, at the top of this academic pyramid is created by Peter the Great in 1724. Russian Academy of Sciences (RAN) , which includes about a thousand corresponding members and full members (academics). This is the holy of holies of Russian science.

On second level academic pyramid are state branch academies , such as the Academy of Medical Sciences (RAMS), the Academy of Pedagogical Sciences, the Academy of Architecture and Construction, the Academy of Agricultural Sciences, the Academy of Arts and, to some extent, the Academy natural sciences(RAEN). They also include full members (academicians) and corresponding members, but their state academic “scholarships” are one and a half, or even two times lower than in the Russian Academy of Sciences, and in the Russian Academy of Natural Sciences, in general, only the Academy itself has the right to pay money, without state support.

On third level so many have already arisen non-state , public academies , and in them"public" academicians and corresponding members that it is not easy to count them. But in these"academies" state academic scholarships are not paid at all, and even, on the contrary, in order to become a participant, one must pay an entrance fee - as a kind of payment for the right to bear the title of corresponding member or full member of such a non-state public Academy.

Related « public academies» the abroad our former compatriots. They quickly trade in titles, diplomas and certificates, making money on this, and not on science. And in Russia the number is growing"foreign academicians ", having beautiful"candy wrappers ", with entries on foreign language, as if confirming their mythical international scientific status...

About new positions and specialties that have appeared in Belarus over the past Lately. Today we will continue the topic and talk about new requirements for professions, as well as which positions have disappeared and which have been unified. Licensee lawyer Elena Gadlevskaya helps you figure this out.

— ECSD is a unified qualification directory of employee positions, which includes 35 issues. ETKS is a unified tariff and qualification directory of works and professions of workers, which consists of 68 issues. Each issue is focused on certain type work or field of activity, as well as job requirements.

Today, the education received allows the holder of a certain specialty to perform work not in one, but in several positions, and occupy certain positions without work experience in them. All this makes some ECSD requirements excessive.

For example, these changes are aimed at reducing the requirements for education and work experience of candidates for some positions, and at eliminating restrictions associated with the industry of the specialty:

• For positions manager's reception secretary, assistant secretary experience is no longer required. Previously with average special education required work in the profile for at least 2 years
• For position security guard Work experience is also not required, but previously you had to work in the field of security activities for at least 1 year
• Work experience accountant, required for assignment qualification category, reduced from 3 to 2 years. At the same time, the list of specialties in which it is necessary to obtain an education in order to work in an accounting position has been specified.
• For position directors You need a higher education in any specialty and work experience in leadership positions in organizations of any industry. Previously, it was only necessary to have specialized education, and the work experience in management positions should have been in a field corresponding to the profile of the organization

We already know that at the end of 2016 many changes to the ETKS and ECSD came into force, which increased the rights and opportunities of employers in relation to employees. For example, previously, when hiring some employees, it was mandatory to comply with the norms of clause 12 General provisions ECSD (profile of education, specialty, qualifications, work experience, master's degree, etc.). Currently, compliance with these standards is optional.

The employer received the right to accept any candidates for any position, taking into account their individual professional abilities.

Issue 1 of the ECSD also includes basic job titles without specifying the nature or area of ​​the work performed (inspector, instructor, methodologist, specialist, expert, master, boss (manager, manager), agent, secretary. The names of these positions can be supplemented with words reflecting the nature job, specialty, place of work, etc.

Boss, director or CEO?

Job title " CEO"applies to the head of an organization, as a rule, which has subsidiaries, subordinate organizations, and separate divisions - provided that this name is established by the constituent documents.

Job title " director(general director, manager, chief, manager)” was excluded from issue 2 of the ECSD “Positions of employees for all types of production” and included in issue 1 of the ECSD “Positions of employees for all types of activities” for heads of organizations that conduct any type of activity, and their separate structural divisions (for example, a branch or representative office) - the position was unified.

Positions boss, manager can be used for the head of an organization, a separate and non-separate structural unit within the company.

Executive positions that are excluded from ECSD releases

• From issue 1 - “director (manager) of a hotel”, “Director of a boiler room”, “Director of a printing house”
• From issue 4 - “director of the base for production, mechanical support and procurement”
• From issue 10 - “director (manager, chief) of forestry”, “director of the Republican forest selection and seed production center”, “head of a forest management enterprise”
• From issue 13 - “director of the association of bus stations and bus stations (bus station director)”
• From issue 15 - “the head of a hydrographic enterprise”, “the head (director) of the organization of internal waterways»
• From issue 21 - “director of a production association, enterprise, head of a complex expedition (topographic-geodetic, engineering-geodetic, surveying), geodetic center, office”
• From issue 24 - “director of the information and reference service (head of the service department in the reference service)”

In issue 18 of the ECSD there were The following positions have been replaced:

• “Director (manager) of a trade enterprise (wholesale, retail)” to “manager of a retail facility”
• “Director (manager) of the enterprise Catering" to "manager of a retail catering facility"
• “Market manager (director)” to “market manager”

Thus, the positions of the head of an organization operating in the field of trade or catering (or its separate division) are determined according to Issue 1 of the ECSD. The positions of the head of a retail facility or public catering facility that is not a separate division are determined according to Issue 18 of the ECSD.

Executive assistant or secretary?

From time to time, the ECSD includes qualification characteristics similar to those existing in the ETKS (directory of works and professions of workers). What are these positions?

Issue 1 of the ECSD is supplemented with the positions of “assistant to the head of the organization” and “secretary”, similar to those already available in the ECSD “reception secretary of the head” and “secretary assistant”. This similarity between them can cause difficulty in choosing a position for an employee who is involved in organizational, technical and information support for the work of the head of the organization.

Unlike the positions of manager's reception secretary and assistant secretary, which belong to the category of specialists, the position of secretary belongs to the category of employees.

What differences can be drawn between them in terms of the content of job responsibilities:

• Main functions assistant manager organizations - direct organization and technical support work of the manager, traveling together with him, carrying out his instructions. At the same time, the assistant to the head of the organization may be assigned analytical and constructive functions that require mandatory higher education
• Functions reception secretary managers are more closely related to office work, paperwork, receiving and sending correspondence, and providing the manager’s reception area with office supplies and other necessary supplies
• Responsibilities secretary-referent are mainly related to information support not only for the head of the organization, but also for the organization itself as a whole. It includes picking reference materials, systematization and prompt search of documents, preparation brief information according to reports, provision of telephone, electronic communications, etc.
• A candidate for a position secretary It is enough to have general secondary education and special training. The responsibilities of the secretary mainly include telephone conversations, printing documents, office work, receiving and sending correspondence, providing the manager with stationery, etc. Not only the head of the organization, but also his deputy or the head of the department can have a secretary

Security guard or watchman?

Issue 1 of the ECSD is supplemented with the position of “security guard”. At the same time, issue 1 of the ETKS contains the profession of “watchman (watchman)”. What are the differences between them?

The functionality of a security guard and a watchman has common ground. The general task of workers is the safety of the objects for which they are responsible:

• But in responsibilities watchman includes only checking the integrity of objects (locking devices, serviceability of alarms, etc.). The watchman belongs to the category of workers, and when he is billed according to the 2nd category, passing vocational training not required
• Security guard has a broader range of responsibilities, which include active counteraction to encroachments and protection of the facility. Therefore, the security guard is classified as an employee, and qualification requirements have been established for him.

Teacher's assistant or nanny?

Issue 28 of the ECSD is supplemented with the position “Teacher Assistant”. At the same time, the profession “Teacher Assistant” is excluded from Issue 1 of the ETKS, which contains a similar profession “Nanny”. How are these professions different?

The responsibilities of a nanny and assistant teacher include caring for children:

But responsibilities nannies are reduced to performing technical functions (dressing, undressing, feeding children, cleaning premises, etc.), and in accordance with Issue 1 of the ETKS, the nanny is classified as a worker.

Labor assistant teacher more qualified. This position can be entered into staffing table not only preschool, but also any other educational institution. In addition to technical care for pupils (students), the assistant teacher participates in organizing their daily routine, in educational work, etc. In this regard, the assistant teacher is classified as an employee.

Individual entrepreneur

The position has been removed from Issue 1 of the ECSD "entrepreneur(individual)". This change was associated with bringing the ECSD into compliance with labor legislation.

The status of an individual entrepreneur is regulated exclusively by civil law and cannot be considered as a position.

Labor legislation does not apply to the conduct of activities of individual entrepreneurs, so there is no need for its qualification characteristics in the ECSD.

Let's sum it up

Several major changes to the ECSD and ETKS in recent years:

1. The emergence of new positions and professions in various fields that meet modern business requirements.

2. Providing the employer with greater freedom in choosing employees to appoint to a particular position. It includes:

• Elimination of excessive requirements for work experience
• Possibility of appointment to a position by way of exception of an employee who does not have the education and work experience required by the ECSD
• The ability to determine the job title depending on the specific functions performed by the employee

Team management depends on the quality and professionalism of management. Managerial tools are used by individuals called or bosses. It’s worth distinguishing between these concepts or putting an equal sign between them, let’s try to figure it out.

Sources give different interpretations (formulations) of these two concepts. The observable unity of opinions is as follows.

A boss is a person appointed to a managerial position, vested with administrative power and receiving remuneration for his work. determined by law and the regulations of the enterprise. Other persons (staff employees) are subordinate to him.

He has the following responsibilities:

• to give orders,
• manage the process (for example, labor)
• be responsible for entrusted subordinates

What matters to the boss personal characteristics, continuous improvement of acquired skills.

A leader is, as a rule, a person’s profession, a status provided by a formal position and informal positions. Status is determined depending on responsibilities, rights, conditions. The manager may perform, for example, the following duties:

• chairman of the board
• president

However, responsibilities to achieve results are performed both for reward and informally.

The concept of the head of an organization as an employee is defined Labor Code(Article 273). According to him, this individual who manages the organization.

The manager has the following responsibilities:

• manage, organize the work of the assigned group
• make strategic decisions
• create conditions for the development of the company
• participate in maintaining documentation, distributing budget funds
• represent the team at a higher social level

The work of a manager is regulated by both labor and civil law. Contacts with colleagues, exchange of experience, business meetings - all this is the responsibility of the manager. He must have managerial abilities, developed intelligence, efficiency, and discipline.

From the history

Fulfilling the duties of a manager is considered ancient profession. The leaders were considered leaders. Previously, they managed not only the labor process, but also various areas Everyday life subordinates.

Modern managers are in charge of employees of specific work collectives (organizations). The profession is in demand in the labor market. The head of a company department acts simultaneously as a superior and a subordinate.

Information from the explanatory dictionary of D.N. Ushakova

A boss in the dictionary is defined as an official, in charge, in charge of something. And a leader is like a person in charge of something, a mentor.

Common Traits of a Boss and a Leader

Many sources call these two words synonyms. The line between them is thin and easily erased. The main thing is that both are officials participating in the management of a team, a sphere, an industry. In addition, in addition to educational and management skills, they must have the following features:

• creative mind (creativity)
• flexible mind
• ability to quick response(in critical situations)
• ability to set goals and lead a team towards them
• correspondence moral principles, humanity
• leadership qualities, ability to lead a group

Both the boss and the manager benefit if they stay positive.

For both, the following factors are unacceptable:

• incompetence, rudeness
• optionality, lack of order
• desire for personal advantage
• lack of personal growth

Correct self-esteem and the absence of excessive ambition and authoritarianism are important for everyone.

Differences in the implementation of rights and responsibilities

Despite the frequent identification of concepts, there are several points of difference.

Boss:

1. This is a position.
2. Performs duties for a fee.
3. without participating in management functions.
4. Employed under a contract approved by order.
5. He draws up his own requirements in the form of orders (instructions, instructions).

Supervisor:

1. This is a profession.
2. Performs duties for compensation and informally.
3. Management function is required.
4. Can also work on a voluntary basis (charitable project, children's association).
5. Requirements can be expressed in the form of consultations, proposals, .

Involves working with people. With all the differences, the boss and the leader for successful work are called upon to earn respect in the team and improve professional characteristics.

An effective leadership style also directly depends on the use of positive personal qualities in practical activities.

Write your question in the form below

In reporting on the labor of enterprises and organizations of individual sectors of the sphere of material production (industry, construction, transport, state farms and some other production sectors), the number of workers is divided into two groups: workers and employees. From the group of employees, the following categories are distinguished: managers, specialists and other employees classified as employees.

ConsultantPlus: note.

By Decree of the State Standard of the Russian Federation dated December 26, 1994 N 367, the All-Russian Classifier of Worker Professions, Employee Positions and Tariff Grades OK 016-94 was put into effect on January 1, 1996.

When distributing employees according to personnel categories in statistical reporting for labor, one should be guided by the All-Union Classifier of Worker Professions, Employee Positions and Tariff Classes (OKPDTR), approved by the USSR State Standard 08.27.86 N 016.

OKPDTR consists of two sections:

classifier of workers' professions;

classifier of employee positions, which contains positions of managers, specialists and employees.

33. Workers include persons directly involved in the process of creating wealth, as well as those engaged in repairs, moving goods, transporting passengers, providing material services, etc. In OKPDTR, the professions of workers are listed in section 1.

Workers, in particular, include persons employed:

33.1. management, regulation and monitoring of the operation of machines, automatic lines, automatic devices, as well as directly controlling or servicing machines, mechanisms, units and installations, if the labor of these workers is paid according to tariff rates or monthly salaries of workers;

33.2. production of material assets by hand, as well as with the help of simple mechanisms, devices, tools;

33.3. construction and repair of buildings, structures, installation and repair of equipment, repair Vehicle;

33.4. moving, loading or unloading raw materials, materials, finished products;

33.5. at work on receiving, storing and sending goods in warehouses, bases, storerooms and other storage facilities;

33.6. care of machines, equipment, maintenance of production and non-production premises;

33.7. sinking of surface and underground mine workings, drilling, testing, sampling and development of wells, geological surveying, prospecting and other types of geological exploration work, if their labor is paid at tariff rates or monthly salaries of workers;

33.8. machinists, drivers, stokers, switch post attendants, track and artificial structure linemen, loaders, conductors, workers repairing and maintaining transport lines, communication lines, repairing and maintaining equipment and vehicles, tractor drivers, mechanics, crop and livestock workers ;

33.9. postmen, telephone operators, telegraph operators, radio operators, telecom operators;

33.10. operators of computers and electronic computers;

33.11. janitors, cleaners, couriers, cloakroom attendants, watchmen.

34. Managers include employees holding positions of heads of enterprises and their structural divisions. The position in OKPDTR, which has a category code of 1, refers to managers.

Leaders, in particular, include:

directors ( general directors), chiefs, managers, managers, chairmen, commanders, commissars, foremen, work performers at enterprises, structural units and divisions;

chief specialists: chief accountant, chief dispatcher, chief engineer, chief mechanic, chief metallurgist, chief welder, chief agronomist, chief geologist, chief electrician, chief economist, chief researcher, chief editor;

4th edition, updated
(approved by Resolution of the Ministry of Labor of the Russian Federation dated August 21, 1998 N 37)

With changes and additions from:

January 21, August 4, 2000, April 20, 2001, May 31, June 20, 2002, July 28, November 12, 2003, July 25, 2005, November 7, 2006, September 17, 2007 , April 29, 2008, March 14, 2011, May 15, 2013, February 12, 2014, March 27, 2018

Qualification Handbook positions of managers, specialists and other employees is a regulatory document developed by the Institute of Labor and approved by Resolution of the Ministry of Labor of Russia dated August 21, 1998 N 37. This publication includes additions made by resolutions of the Ministry of Labor of Russia dated December 24, 1998 N 52, dated February 22 1999 No. 3, dated January 21, 2000 No. 7, dated August 4, 2000 No. 57, April 20, 2001 No. 35, dated May 31, 2002 and dated June 20, 2002 No. 44. The directory is recommended for use in enterprises, institutions and organizations of various sectors of the economy, regardless of ownership and legal forms in order to ensure correct selection, placement and use of frames.

The new Qualification Handbook is designed to ensure a rational division of labor, create an effective mechanism for delineating functions, powers and responsibilities based on clear regulation of the labor activities of employees in modern conditions. The directory contains new qualification characteristics of employee positions related to the development of market relations. All previously existing qualification characteristics have been revised; significant changes have been made to them in connection with the transformations being carried out in the country and taking into account the practice of applying the characteristics.

In the qualification characteristics, the standards for regulating the labor of workers were unified to ensure a unified approach to the selection of personnel with appropriate qualifications and compliance with uniform principles for the tariffing of work based on its complexity. The Qualification Characteristics take into account the latest legislative and regulatory legal acts of the Russian Federation.

Qualification directory for positions of managers, specialists and other employees

General provisions

1. The qualification directory for positions of managers, specialists and other employees (technical performers) is intended to resolve issues related to regulation labor relations, providing effective system personnel management at enterprises*(1), in institutions and organizations of various sectors of the economy, regardless of the form of ownership and organizational and legal forms of activity.

The qualification characteristics included in this issue of the Directory are normative documents intended to justify the rational division and organization of labor, the correct selection, placement and use of personnel, ensuring unity in determining the job responsibilities of employees and requirements for them qualification requirements, as well as decisions made on compliance with positions held during certification of managers and specialists.

2. The construction of the Directory is based on job characteristics, since the requirements for the qualifications of employees are determined by their job responsibilities, which, in turn, determine the titles of positions.

The directory was developed in accordance with the accepted classification of employees into three categories: managers, specialists and other employees (technical performers). The assignment of employees to categories is carried out depending on the nature of the work primarily performed, constituting the content of the employee’s work (organizational-administrative, analytical-constructive, information-technical).

The names of employee positions, the qualification characteristics of which are included in the Directory, are established in accordance with the All-Russian Classifier of Worker Occupations, Employee Positions and Tariff Classes OK-016-94 (OKPDTR), put into effect on January 1, 1996.

3. The qualification directory contains two sections. The first section provides the qualification characteristics of industry-wide positions of managers, specialists and other employees (technical performers), widespread in enterprises, institutions and organizations, primarily manufacturing industries economy, including those supported by budgetary financing. The second section contains the qualification characteristics of positions of employees employed in research institutions, design, technological, design and survey organizations, as well as editorial and publishing departments.

4. Qualification characteristics at enterprises, institutions and organizations can be used as normative documents of direct effect or serve as the basis for the development of internal organizational and administrative documents - job descriptions, containing a specific list of job responsibilities of employees, taking into account the peculiarities of the organization of production, labor and management, as well as their rights and responsibilities. If necessary, the responsibilities included in the characteristics of a particular position can be distributed among several performers.

Since qualification characteristics apply to employees of enterprises, institutions and organizations, regardless of their industry affiliation and departmental subordination, they present the most typical work for each position. Therefore, when developing job descriptions, it is possible to clarify the list of works that are characteristic of the corresponding position in specific organizational and technical conditions, and establish requirements for the necessary special training of employees.

In the process of organizational, technical and economic development, mastering modern management technologies, introducing the latest technical means, carrying out measures to improve organization and increase labor efficiency, it is possible to expand the range of responsibilities of employees in comparison with those established by the corresponding characteristics. In these cases, without changing the job title, the employee may be entrusted with the performance of duties provided for by the characteristics of other positions that are similar in content of work, equal in complexity, the implementation of which does not require another specialty and qualifications.

5. The qualification characteristics of each position have three sections.

The section "Job Responsibilities" sets out the main labor functions, which can be entrusted in whole or in part to the employee occupying this position, taking into account the technological homogeneity and interconnectedness of the work, allowing for optimal specialization of employees.

The “Must Know” section contains the basic requirements for the employee in relation to special knowledge, as well as knowledge of legislative and regulatory acts, regulations, instructions and other guidance materials, methods and means that the employee must use when performing job duties.

The section "Qualification Requirements" defines the level of professional training of the employee necessary to perform the provided job duties and the requirements for work experience. The levels of required professional training are given in accordance with the Law of the Russian Federation "On Education".

6. The characteristics of specialist positions provide for within the same position without changing its name an intra-position qualification categorization for remuneration.

Qualification categories for remuneration of specialists are established by the head of the enterprise, institution, or organization. This takes into account the degree of independence of the employee in performing job duties, his responsibility for decisions made, attitude to work, efficiency and quality of work, as well as professional knowledge, practical experience, determined by length of service in the specialty, etc.

7. The Directory does not include qualification characteristics of derivative positions (senior and leading specialists, as well as deputy heads of departments). The job responsibilities of these employees, the requirements for their knowledge and qualifications are determined on the basis of the characteristics of the corresponding basic positions contained in the Directory.

The issue of distribution of job responsibilities of deputy heads of enterprises, institutions and organizations is resolved on the basis of internal organizational and administrative documents.

The use of the job title “senior” is possible provided that the employee, in addition to performing the duties prescribed by the position held, supervises the performers subordinate to him. The position of “senior” can be established as an exception and in the absence of performers directly subordinate to the employee, if he is entrusted with the functions of managing an independent area of ​​​​work. For specialist positions for which qualification categories are provided, the job title “senior” is not used. In these cases, the functions of managing subordinate performers are assigned to a specialist of the first qualification category.

The job responsibilities of the “leaders” are established on the basis of the characteristics of the corresponding specialist positions. In addition, they are entrusted with the functions of a manager and responsible performer of work in one of the areas of activity of an enterprise, institution, organization or their structural divisions, or responsibilities for coordination and methodological management of groups of performers created in departments (bureaus), taking into account the rational division of labor in specific organizational units. -technical conditions. The requirements for the required work experience are increased by 2-3 years compared to those provided for specialists of the first qualification category. Job responsibilities, knowledge requirements and qualifications of deputy heads of structural divisions are determined based on the characteristics of the corresponding positions of managers.

The qualification characteristics of the positions of heads (managers) of departments serve as the basis for determining job responsibilities, knowledge requirements and qualifications of the heads of the relevant bureaus when they are created instead of functional departments (taking into account industry characteristics).

8. The compliance of the actual duties performed and the qualifications of employees with the requirements of job characteristics is determined by the certification commission in accordance with the current regulations on the certification procedure. Wherein Special attention is focused on high-quality and efficient performance of work.

9. The need to ensure the safety of life and health of workers in the process of work raises problems of labor protection and environment among the urgent social tasks, the solution of which is directly related to the compliance by managers and each employee of an enterprise, institution, organization with current legislative, intersectoral and other regulatory legal acts on labor protection, environmental standards and regulations.

In this regard, the official responsibilities of employees (managers, specialists and technical performers), along with the performance of functions provided for by the relevant qualification characteristics positions, it is mandatory to comply with labor protection requirements at each workplace, and the job responsibilities of managers are to ensure healthy and safe conditions labor for subordinate performers, as well as monitoring their compliance with the requirements of legislative and regulatory legal acts on labor protection.

When appointing a position, it is necessary to take into account the requirements for the employee’s knowledge of relevant labor safety standards, environmental legislation, norms, rules and instructions on labor protection, means of collective and individual protection from the effects of hazardous and harmful production factors.

10. Persons who do not have special training or work experience established by the qualification requirements, but have sufficient practical experience and performing efficiently and in full the tasks assigned to them job responsibilities, on the recommendation of the certification commission, as an exception, can be appointed to the appropriate positions in the same way as persons with special training and work experience.