The employer independently decides in what order to draw up job descriptions (hereinafter - DI) and make changes to them (see letter of Rostrud dated October 31, 2007 No. 4412-6).
Typically, the rules for registration and approval of DI are determined by a special regulation on DI. Thus, the regulation may stipulate that in order to approve the DI, it is necessary to issue an appropriate order. You can learn more about this from the article at the link: Sample order on the development of job descriptions. In general, to approve a DI, a special mark (approval stamp) on the first page may be sufficient, if this is the procedure provided for by the internal documentation and document flow rules of the organization.
Who approves and signs job descriptions
As we have already indicated above, the procedure for approving DI will be determined by employers independently. Typically this function is assigned to the head of the organization. Visas from the legal and personnel services of the enterprise may also be required, depending on the procedure provided for by the regulations on DI.
As an exception, we can identify situations when the procedure for approving DI is introduced at the level of competent government agencies. In this situation, separate and structural units must be guided by the general regulations approved at the level of the relevant department (for example, Appendix 5 to the order of the Federal Customs Service of Russia dated August 11, 2009 No. 1458, etc.).
How to approve a job description: general procedure
The typical process for approving a job description in a private organization involves at least one of the following:
- Applying on the first page of the DI the stamp “I approve”, containing such details as the name of the position of the head of the organization, his full name, signature, date of affixing the stamp (see clause 3.16 of GOST R 6.30-2003).
- Issuing an order to approve the DI. Such an order may also simultaneously contain an order to put into effect approved DI and/or cancel previously valid DI and other instructions (more on this below).
In this case, often applying the approval stamp is quite sufficient, although the regulations on DI may provide for the need to perform all of the above actions.
Order on approval of job descriptions
There is currently no standard/unified example of such an order, so an organization can develop it independently, taking into account the requirements of GOST R 6.30-2003 and local documentation.
In this case, the structure of the order could be as follows:
- name of the document, place and date of publication;
- purpose of issuing the order;
- order on approval of a specific list of job descriptions;
- other related orders of the manager (for example, on the implementation of approved DI, carrying out measures to familiarize employees with the text of approved DI);
- an order to assign responsibility for the execution of an order to a specific person;
- manager's signature;
- a note confirming familiarization with the order of the person responsible for its execution.
Such an order can be drawn up based on the template we offer at the link: Order for approval of job description - sample.
Thus, the procedure for approving job descriptions is determined by the employer independently in local documentation. At the same time, this procedure may not provide for the need to issue an order to approve the DI; a special approval stamp may be sufficient.
One of the internal official documents of each company is the job description. It has an organizational legal nature and contains the main responsibilities of employees. The instruction is a mandatory document that is signed by employees upon hiring.
Mandatory
In order for this paper to act as a regulation, it is recommended that it be approved by a manager or other official. There is no specific form of this paper approved by law. Their form is developed individually at each enterprise. Despite this, such documentation requires proper execution, which gives it a certain legal significance.
It is recommended that job descriptions be approved by special documentary instructions. Such actions will give legal force to any paper. If you have any questions, you can always refer to the documentary order of the enterprise. The approval order must be drawn up correctly, without errors or omissions. In addition, all employees of the enterprise must be familiar with it.
The approval order may be general for several papers. It is after the signing of the relevant order that they enter into legal force.
On approval of job descriptions
Due to the reorganization of the Vympel LLC enterprise, as well as for the purpose of approving functional responsibilities
I ORDER:
- Approve the list of job descriptions from April 21, 2017:
Accountant (Appendix 1);
(Appendix 2);
Engineer (Appendix 3);
Workers' production (Appendix 4);
Cleaners (Appendix 5);
Janitor (Appendix 6);
Storekeeper (Appendix 7);
Secretary (Appendix 8);
HR specialist (Appendix 9);
Occupational safety specialist (Appendix 10);
Ancillary worker (Appendix 11);
Dispatcher (Appendix 12);
Standardizer (Appendix 13).
- The job descriptions specified in paragraph 1 of the current document and approved by order of the head No. 35 dated December 23, 2016 shall be considered invalid.
- Secretary Ivanova A.V. convey the information to the organization’s employees against signature. Provide the familiarization sheet to HR specialist R. A. Bukova by April 25, 2017.
- Control over compliance with the requirements of the document is entrusted to the HR department specialist R.A. Burkova.
General Director A.K. Andreyka
Secretary A.V. Ivanova
HR Department Specialist R. A. Burkova
Thus, such orders are no different from ordinary orders for the enterprise. The main thing is to print this document on letterhead and follow the established structure. It is strictly forbidden to make mistakes and typos in such documents, as they may be considered invalid paper. If all of the above filling recommendations are followed, the inspection authorities will not have any additional questions. Although specific requirements for the execution of such orders are not established by law.
To introduce instructions into the work of an enterprise, HR specialists must first issue a document approving them. There can be one order for several papers. But, when issuing instructions for a new position, you will have to create a separate order. For a document to have legal significance, it must be drawn up correctly and without errors. This is necessary so that the person who reads it does not have any questions. At the same time, information must be conveyed to each employee in writing. In the absence of an appropriate paper order, the enterprise may have serious problems with the labor inspectorate and the court.
In contact with
Drawing up an order approving job descriptions is the final stage in the procedure for developing and consolidating documents defining the functions, rights, powers and working conditions of employees of enterprises and organizations.
FILES
Why are job descriptions and orders for their approval needed?
Role job descriptions is quite clear and simple: they clearly state the tasks that company employees in one position or another are required to perform, as well as the working conditions accompanying their activities.
At the same time, job descriptions are not strictly necessary documents, but they are widely used and apply to representatives of any profession. Their presence makes it possible to protect the employer from unfounded claims from subordinates, and employees, in turn, from excessive workload and the performance of functions that are not part of their direct responsibilities.
Job descriptions are developed individually in accordance with and approved by management order - without this document they do not enter into legal force.
Moreover, all job descriptions may change periodically in terms of the information they contain, depending on the needs and current situation at the enterprise, but adjusted documents also need to be approved by order of the manager.
It should be noted that the information entered into these documents must strictly comply with the framework of the legislation of the Russian Federation and in no way violate the civil and labor rights of employees.
That is why the preparation of job descriptions is usually the responsibility of the heads of structural units, and then transferred for review and approval by the company’s in-house legal counsel or a third-party lawyer - this measure excludes the presence of gross errors and conditions that violate the rights of employees.
Is it possible to replace an order with another form of approval?
An order, like the job description itself, is not a mandatory document, so sometimes, instead of writing a separate administrative paper, it is enough to simply put the manager’s resolution on the job description.
However, if the enterprise is large, having a number of structural divisions, employees and, accordingly, many positions fixed in the staffing table, it is much easier and more convenient for the director to put job descriptions into effect with one order than to endorse dozens of separate documents.
Basis for the order
Any order must be justified in some way and this is no exception. Usually, a reference to a very specific law is given as a basis, but in this case, there is no direct requirement in the law to write and approve job descriptions.
So in the text of the order it’s enough to simply write something like: “Due to the need to maintain labor discipline and work organization, I order”...
Who writes the order directly
An order for approval of job descriptions can be drawn up by any employee of the organization who is assigned this function:
- legal adviser,
- HR specialist,
- secretary, etc.
The main condition is that a person has a clear idea of how to correctly draw up and execute this document.
After writing the order, it must be submitted to the director of the company for signature, since without his autograph the order will not be considered valid and subsequently it can easily be challenged in court.
How to write an order
Today there are no standards for drawing up orders approving job descriptions. So enterprises and organizations can write this document in any form or use a sample approved in the company’s accounting policy. However, it is still necessary to indicate some information:
- number,
- date and place of compilation,
- Company name,
- a complete list of job descriptions approved by the order.
The document should indicate the persons responsible for its implementation (this part concerns familiarization with the job descriptions of the company’s employees), and the job descriptions themselves, if necessary, can be noted as a separate paragraph as an appendix to the order. In addition, the order can be supplemented with any other necessary information.
How to place an order
There are no uniform standards for the execution of an order, as well as for its content: it can be written on a simple blank sheet of A4 or even A5 format, either by hand or printed on a computer.
Important condition: the order must contain the original signature of the director or other employee authorized to endorse the company’s administrative documents.
Also, the employees responsible for its implementation should be familiarized with it against signature.
How to store an order
An order is usually created in a single copy and then registered in the journal of internal documents of the organization. During the period of validity, the order must be kept together with all other administrative documentation of the company in a place to which access must be limited. After losing its relevance, it is transferred to the archive of the enterprise, where it is stored for the period established by law or local regulations of the company (but not less than three years), after which it can be disposed of.
Sample order on the introduction of job descriptions
If you said a sample order for the implementation of job descriptions, where to read this besides your post would be interesting. How should an order for appointment to a position be drawn up? There is no need to issue a special order to put into effect job descriptions, because... We also suggest downloading a sample appointment order. On the implementation of job descriptions for district employees. The order on the introduction of job descriptions for all types of organizations should be at least a joint stock company. A corresponding order must be issued on the procedure for creating and approving job descriptions. To the serial number of the Order on termination of the employment contract c. On approval and enactment of job descriptions for Department employees 
. Sample order for approval of job descriptions. Order on the introduction of job descriptions sample. And with the introduction of a new instruction, the old one is lost. Job descriptions Sample order to put into effect the new edition of the local Moscow. An order to introduce instructions in an organization is considered a normative act, according to which the employee is charged. Help with a sample Order for the implementation of job descriptions. A sample order for approval of job descriptions can be downloaded here. Read more about combining the positions of chief accountant and... Our job descriptions are not an appendix to the contract, but are approved by our director 
. Let's go through the main points. Order on the implementation of job descriptions for district methodological employees. If you were looking for a sample order on the implementation of job descriptions, the download button is on the page below. Order on approval of job descriptions. The order on the introduction of job descriptions for all types of organizations must be a joint-stock company, an LLC or a federal state unitary enterprise, since the document becomes. A sample order can be downloaded from the link Order on the introduction of job descriptions sample. Enterprises are preparing for the implementation of various local acts. An order for the introduction of a new position into the staffing table, a sample of filling. If you are faced with the task of forming an order for the implementation of official
Sample order for the introduction of job descriptions. Job description for chief trading accountant. But, given the importance of the job description, as well as the materiality of the possible. Below is a sample order for the implementation of labor protection instructions.
Sample order for the development of job descriptions
We offer samples of orders for the appointment of a director in 2 versions for users to familiarize themselves with. The size of the rate, official salary and other permanent allowances.
Tags: order, sample, instructions, official, introduction
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Order on the introduction of job descriptions sample
» Authority instructions
Order No. 87 “On the introduction of new job descriptions”
Municipal educational institution DOBRYATINSKAYA SECONDARY SCHOOL
26.08.2011 № 87
"On the introduction of new
job descriptions"
In order to ensure the effective introduction of training at the level of primary general education in accordance with the federal state educational standard of primary general education, approved by order of the Ministry of Education and Science of the Russian Federation dated October 6, 2009 No. 373 “On approval and implementation of the federal state educational standard of primary general education ", and on the basis of the order of the Ministry of Health and Social Development of the Russian Federation dated August 26, 2010 No. 761n "On approval of a unified qualification reference book for positions of managers, specialists and employees, section "Qualification characteristics of positions of educators"
I ORDER:
1. Approve new editions of job descriptions:
- Deputy Director for Internal Affairs
- primary school teachers
Educator
— educational psychologist
Teacher-organizer
- additional education teacher
Deputy Director for VR.
2. Introduce new job descriptions for the deputy director for water management, primary school teacher, teacher-psychologist, teacher-organizer, teacher of additional education in accordance with the Federal State Educational Standard of the new generation at the primary level from September 1, 2011.
3. Introduce the new job description to the deputy director for water management, primary school teachers, educational psychologists, educational organizers, and additional education teachers by August 31.
4. Familiarization with job descriptions is entrusted to the secretary S.I. Labaznikova.
5. I reserve control over the execution of this order.
School director: I.V. Aksenova
Sample order for putting into effect instructions for
Is that really true? And if so, where is it written? Despite the fact that labor legislation does not directly require the employer to have job descriptions, and the employee’s responsibilities may be listed in the concluded employment contract, this document is widely known in narrow circles of personnel service workers.
Introduce instructions for personnel records management in an LLC enterprise from the city. A new procedure for the provision of educational documents issued on the territory of Ukraine has been approved. urlnews985760 A new procedure for the provision of educational documents issued in Ukraine has been approved.
Indicate in the position on job descriptions the events upon the occurrence of which it will be necessary to make changes to the job description, as well as persons who have the right to take such an initiative, taking into account that the employer (with the exception of employers of individuals who are not individual entrepreneurs) has the right to adopt local regulations acts, it may be advisable to develop and approve, for example, a regulation on job descriptions. Of course, it can provide for frequency (once a year, once every three years, etc. Legislation on labor and social security; samples of documents, acts, contracts, how to correctly prepare an order and avoid pitfalls when drawing up a vacation schedule, staffing table and other important and necessary documents? The popularity of these questions is unrivaled in our online consultation forum on labor law, to help everyone who has similar problems, we offer a selection of regulations, design samples and other useful personnel documents.
As a rule, proposals for changes to job descriptions are prepared in writing and submitted for consideration to the head of the personnel department, who evaluates their feasibility, expresses his opinion to the head of the organization (employer) and, if necessary, organizes their development and coordination with interested parties. When dismissing officials who signed and approved the job description, it is not necessary to change its details; the job description is a document that is valid for a relatively long time. The job description must be registered in a special accounting form, with the registration number and date of registration indicated on the document.
Write as the subject of the order an introduction, approval of the job description, for example, of a purchasing manager. Appendix instructions for office work in a LLC enterprise for 24 liters. Information portal for HR and personnel management specialists: how to calculate the staff turnover rate? Web-seminar case study motivating personnel to attract and retain web-seminar online consultation change of name, location, reorganization or liquidation. In order to streamline the work with documents on personnel in an LLC enterprise, create an effective system for their accounting and storage 1. Such persons may include the head of the organization, the head of the structural unit in which this position is located, or the head of the unit with which interaction is carried out. In the approval stamp, you can either give a link to the order (instruction) by which the document was approved, or simply indicate the date of approval by its manager.
Order on the introduction of job descriptions sample
New authors
sl. Rodionovo-Nesvetaiskaya
On the introduction of job descriptions for employees of the district methodological office
(in the new edition)
In order to bring into compliance with the current regulatory framework the job descriptions of employees of structural divisions of the municipal institution “Department of Education of the Rodionovo-Nesvetaysky District”
I ORDER:
1. To put into effect the job descriptions of the employees of the structural unit of the municipal institution “Department of Education of the Rodionovo-Nesvetaysky District” - the district methodological office in a new edition:
1.1. Job description of the head of the regional methodological office (Appendix 1)
1.2. Job description of a speech therapist teacher at the district methodological office (Appendix 2)
Order to put into effect job descriptions!!! need an example!
Job description of the librarian of the district methodological office (Appendix 3)
1.4. Job description of a methodologist for the educational work of the district methodological office (Appendix 4)
1.5. Job description of a methodologist for the library collection of school textbooks of the district methodological office (Appendix 5)
1.6. Job description of a methodologist in academic subjects of the district methodological office (Appendix 6)
1.7. Job description of the information technology methodologist of the district methodological office (Appendix 7)
2. Consider the previously valid job descriptions of employees of the structural unit of the municipal institution “Department of Education of the Rodionovo-Nesvetaysky District” - the district methodological office dated 01.01.2001 - to be no longer in force.
4. I reserve control over the execution of this order.
Head S. A. Astapenko
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Sample order for the implementation of job descriptions
Let's go through the main points.
The “Job Responsibilities” section contains a list of duties that an employee must perform within the framework of the functions assigned to him. The instructions can be drawn up as an annex to the employment contract or as a separate document. Position held | Signature 1. This means that if the employment contract does not indicate any additional responsibilities, they should not be included in the job description.
If a limited liability company is created by several founders, the instructions are approved by one of the representatives authorized by the general meeting, but if there is only one founder, then all local acts are approved by him on the basis of the decision to create the LLC, even if he becomes the general director. The title of the document is written in capital letters, followed by the order number and date.
By the way, changes are made to orders in the same way - in the document the word “ORDER” is replaced with “ORDER”.
Administrative documents, orders, instructions. The employee must be familiarized with the job description against signature. But these responsibilities can be combined and assigned to one employee. Is it necessary to review approved officials? On the one hand, the absence of job descriptions does not violate labor standards.
The job description is drawn up by the employer in accordance with current legislation and signed by the employee upon his appointment. Help yourself "Latest news" order for entering a job description sample. Next, you need to describe the objects that participated in the activities of your enterprise and will be idle, which departments are temporarily stopping work, list the equipment that will be idle if the order concerns, for example, a construction company, you need to indicate the objects that will be “mothballed” approve the performers of all of the above activities. My business has collected an extensive database of unified forms and sample contracts, including an order approving job descriptions.
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Order on approval of job descriptions
An order approving job descriptions is a document that allows the job descriptions listed in it to come into force. A sample of such an order can be downloaded at the bottom of the article in Word format for free.
Job descriptions are developed at the enterprise in order to establish job responsibilities for each position.
Sample order for approval of job descriptions
When new employees are hired, they are introduced to the job description that is specific to their position. The employee, having read this document, signs it, thereby agreeing to comply with its provisions.
In order to require an employee to perform job duties in accordance with the job description, this instruction must be approved by order. Without approval, the document will not come into force and it will not be possible to demand anything from the employee.
As a sign that the job description has been approved, the number and date of the order approving it is written on it in the upper right corner.
Any regulatory internal document of the organization is subject to approval - Regulations on remuneration (download a sample order), Labor Safety Instructions (sample approval order), Internal Labor Regulations (download an approval order) and other local documents of the company.
The order must indicate the basis for the order and the direct orders of the manager themselves.
Among the instructions is to approve job descriptions (this may be one specific instruction, or there may be a list for all positions), appoint responsible persons who are charged with conveying the contents of job descriptions to employees, appoint a responsible person who will monitor compliance orders orders.
The form should be assigned a number; as a rule, this is the number received during registration in a special registration journal. The date of its registration is also indicated.
Mandatory details also include the name, title, and signature of the manager.
Under the manager’s signature, space must be left for the signatures of the responsible persons, who will be affixed when reading the order.
The instructions themselves must be attached to the order approving job descriptions.
An example of such a document can be downloaded below.
Download sample order
Sample order for approval of job descriptions - download.
Regulations on the procedure for developing job descriptions by order of the General Director
| POSITION
ABOUT THE PROCEDURE FOR DEVELOPING JOB DESCRIPTIONS by order of the General Director CJSC "Company Aurora" No. ____ from "___" __________ 2006 ARTICLE 1. General provisions
|
Order to enter a job description
- Section of the job description “Terms of remuneration”
- The section of the job description “Terms of remuneration” indicates:
— wage system (time-based, piece-rate);
— the amount of official salary (tariff rate);
— the amount and procedure for calculating bonuses and other incentive payments;
- size and nature of allowances;
— conditions for changing wages.
- Section of the job description “Job evaluation indicators”
- The section of the job description “Performance Evaluation Indicators” sets out general performance evaluation indicators (regulated by the “Regulations on Certification”), specific ones established by the immediate supervisor and the General Director of the Company, and established by the Company’s local regulations.
- Common indicators include:
— complete implementation of the tasks assigned to the employee, job responsibilities and rights granted;
— the number of preparation and execution of documents;
— absence of errors and service violations;
— absence of complaints, demands and criticisms from managers;
— qualified application of the requirements of instructions and other regulatory documents;
— timely fulfillment of job duties, compliance with deadlines for completing tasks;
— other indicators for assessing performance discipline.
- Final provisions
- Heads of structural divisions are responsible for the timely preparation of draft job descriptions for employees of their divisions and their transfer to the Company’s HR department.
- HR department employees correct the text and submit it to the Company’s legal department for approval.
- Draft job descriptions with approval from the head of the legal department are submitted for approval to the General Director of the Company.
- Job descriptions are approved, amended and canceled by decision of the General Director of the Company on the basis of an issued order for the main activity.
- Employees are familiarized with job descriptions upon joining the Company by the HR department - personally against signature. The job description is mandatory for use and compliance by the Company employee from the date of familiarization.
Manual, instructions for use
I. General provisions
1.1. These methodological recommendations “Procedure for the development and approval of job descriptions of employees” were prepared with the aim of improving, on a unified organizational and methodological basis, the documentation support of labor activity management and increasing its efficiency by unifying management documents and technology for working with them.
1.3. The job description is the main organizational and legal document that defines the tasks, functions, responsibilities, rights, responsibilities of employees and the qualification requirements for them.
1.4. The development and practical use of job descriptions are aimed at improving the regulatory framework for labor activity, increasing the responsibility of personnel for the results of their work, ensuring greater objectivity when certifying employees, encouraging them and imposing disciplinary sanctions on them.
1.5. Job descriptions are developed based on the tasks and functions assigned to the institution in accordance with its staffing schedule, in compliance with the requirements of the law and current regulations.
1.6. The job description is drawn up for each full-time position, is impersonal in nature and is announced to the employee against signature upon concluding an employment contract (agreement), incl. when moving to another position, as well as when temporarily performing duties at the position.
II. Structure, content and design of the job description
2.1. The job description indicates the name of the institution, the specific position, approval and approval details (Appendix 1).
2.2. The job description consists of four main sections:
— general provisions;
- responsibilities;
- responsibility.
2.3. In the "General Provisions" section indicate:
— the level of education and additional professional training of the employee necessary to perform the provided job duties;
— requirements for work experience in the specialty;
— basic requirements for the employee in relation to special knowledge and professional skills, as well as knowledge of regulatory documents, teaching materials, methods and means used in the performance of job duties;
— fundamental organizational and legal documents on the basis of which the employee carries out official activities and exercises his powers;
— a list of structural units and (or) individual positions of employees directly subordinate to him in service (if any);
— the procedure for replacing an employee and performing official duties in the event of his temporary absence.
The section may include other requirements and provisions that specify and clarify the status of the employee and the conditions of his activity.
2.4. In the “Job Responsibilities” section, the employee’s responsibilities are indicated taking into account the tasks and functions of a specific structural unit of a healthcare institution with a detailed description of the main directions of his work activity. The list of job responsibilities can be supplemented or reduced depending on the external and internal conditions of the institution.
Order on the procedure for developing, agreeing and approving job descriptions (filling sample)
The “Rights” section provides a list of employee rights. It is allowed to specify certain rights taking into account the specifics of the job responsibilities performed by the employee.
2.6. The “Responsibility” section indicates the extent of the employee’s responsibility for failure to comply with job duties. This section also indicates how the financially responsible person bears, in accordance with the legislation of the Russian Federation, financial liability for damage caused to the institution. The section may include other items that clarify and specify the employee’s responsibilities.
2.7. An integral part of the job description is the familiarization sheet (Appendix 2). It is allowed to place a note indicating that the employee has read the instructions on the sheet of the job description itself. In this case, the corresponding mark must necessarily include the date and signature of the employee.
2.8. When preparing job descriptions, it is recommended to comply with GOST R 6.30-2003 (search on the forum) “Unified documentation systems. Unified system of organizational and administrative documentation. Requirements for document preparation”, approved by Resolution of the State Standard of Russia of March 3, 2003 N 65-Art. Although the requirements of GOST R 6.30-2003 are not mandatory for use and are advisory in nature, unified approaches to documentation not only simplify the process of preparing documents, but also significantly improve their perception by employees.
2.9. When preparing job descriptions, it is recommended to use the Word text editor using Times New Roman fonts in sizes N 12, 13, 14 with 1-1.5 spacing.
2.10. The job description approval stamp is located in the upper right corner of the document. The job description is approved by the head of the institution or a specially issued document (order or regulation). When a document is approved by an official, the stamp of approval of the document must consist of the word I approve (without quotation marks), the title of the position of the person approving the document, his signature, initials, surname and date of approval. When a job description is approved by order or directive, the approval stamp consists of the word Approved, the name of the approving document in the instrumental case, its date, and number.
II. Procedure for approval, approval and implementation
job description
3.1. The job description must be agreed upon with the appropriate legal department (legal adviser) of the institution. If necessary, it is coordinated with other functional divisions of the institution, the head of a higher management body, the head of the structural unit, the staffing table of which includes the specified position, deputy heads of the institution supervising the relevant structural units and types of activities.
3.2. The job description is approved by the head of the institution or another authorized official.
3.3. The agreed and approved job description is numbered, laced, certified with the seal of the institution and stored in the personnel department in accordance with the established procedure for maintaining records.
3.4. For current work, a certified copy is taken from the original job description, which is given to the employee and the head of the relevant structural unit of the institution.
3.5. The job description comes into force from the moment it is approved by the head of the institution or other official authorized to do so, and is valid until it is replaced by a new job description developed and approved in accordance with these methodological recommendations.
3.6. The requirements of the job description are mandatory for the employee from the moment he familiarizes himself with the instructions against signature until he is transferred to another position or dismissed, which is recorded in the corresponding column of the familiarization sheet.
Annex 1
Sample job description
__________________________________________________________ (name of institution) Approved by the Head _________________________________________ (name of institution) ___________ ____________________________ (signature) (last name, initials) "__" ___________ 200_
Job description
____________________________________________________________ (full name of the position and structural unit of the institution according to the staffing table) I. General provisions
II. Job responsibilities _________________________________ (position name)
III. Rights ___________________________ (job title)
IV. Responsibility _________________________________ (position name)
Head of structural unit __________________________________________________________ (position name) (signature, surname, initials, date) Approved by: Head of the legal department (legal consultant) __________________________________________________________ (signature, surname, initials, date) Reviewed by: (date and signature of the employee)
Appendix 2
Job Description Familiarization Sheet
N p/p | Last name, first name, patronymic | Date and order number | Position held | Signature 1. The familiarization sheet must be designed for the number of employees to whose attention this job description will be communicated during the period of its validity.
2. On the back of the last sheet, make a note: “In this job description, ______ sheets are numbered, laced and sealed” (quantity in words). The entry is signed by the head of the institution or a person authorized by him, indicating the date.
After developing your job description, do not forget to create a topic on the forum for critical assessment of your work.
A job description is a type of organizational document. Its content describes the rights/responsibilities of an individual employee. The employer draws up such a document for each position in the enterprise - both for employees and managers. Based on the text of this document, each employee can understand where his responsibilities end and the responsibilities of a person working in another position begin. The job description becomes especially important if the responsibilities of individual employees are not specified when drawing up employment contracts. The edition of this document must be approved by a special order.
How to draw up an order approving job descriptions
The procedure for developing and approving job descriptions begins with studying the requirements for a specific position. The order form can be free. Traditionally, at the beginning, the header of the institution’s letterhead and the name of the document with the date of its execution are rewritten. Next, it is indicated what this order is about - in this case, the approval and subsequent implementation of job descriptions. After the word “I order” there is a list of positions for which approval is carried out. In parentheses, next to each position, a link to the corresponding application must be mentioned. Also in the text there must be an order from the employer to bring the above written text to the attention of the staff and provide the staff with copies.
Order on approval of job descriptions in preschool educational institutions
It contains instructions for the approval of a number of documents with a set of rules for various positions in kindergarten - mainly teachers of various fields. In this case, the employer left the responsibility for execution to himself. At the end, the manager puts his last name with initials, as well as his signature.
Approval of job descriptions at school
A special feature of this document is the order to cancel previously existing instructions. The next point is to approve new editions of documents. In this case, more than thirty different positions are indicated:
- Subject teacher;
- Laboratory assistant;
- Watchman;
- Janitor;
- Class teacher;
- Head teacher, etc.
This order introduces a large amount of new documentation delineating responsibilities. Without the existence of the order in this edition, labor disputes would be possible. For example, if the employment contract does not clearly establish a list of responsibilities, then it is not so easy to establish what the social teacher is responsible for and what the teacher-organizer is responsible for. After approval of documents with a list of responsibilities for employees, it is recorded when this administrative act comes into force, and the manager (in this case, director) signs.
Order to change job descriptions
It first records what is the basis for formalizing the changes. In a specific case, changes are made to job descriptions due to the transition of an educational institution to a training system in accordance with the requirements of the Federal State Educational Standard of NEO. The list of orders includes familiarization of employees with the employer’s order. The manager also indicates in the text the person responsible for execution. At the end, the manager puts his signature, and the employees affected by the changes confirm with their signatures the fact of familiarization.
Approval of additions to the job description
It spells out the responsibilities for employees (often certain sections are missed in the text of the main document for the position). The order itself on the execution of additions is drawn up in a standard manner. The fact of approval of the addition must be documented in writing. To do this, take the institution’s letterhead and write down the corresponding name of the order - an order to make additions. The following lists the positions and links to the appendices, indicating specific amendments to the original edition. The employer confirms the order with his signature.
