To ensure the life of the country, it is necessary to ensure the stable operation of all industries. These are the national economy, law enforcement agencies, the socio-cultural sphere, environmental and educational institutions and political organizations.

To organize the execution of the functions of these devices, specially hired employees work; who belongs to them, a list of professions is presented in this article. They coordinate social and financial processes, deal with issues of law and order, health care and education.

When performing their work duties, employees must comply with the legislative interests of those whose service their work is aimed at. This requires ensuring the qualifications of personnel, providing the means for intelligent production and regulating the product of services, as well as determining working hours.

Workers and white-collar professions

There are a number of differences that the performance of work has according to the professions of workers and positions of employees. The main feature of a clerk position is that there are clearly defined working hours, usually from 9 to 6, rather than in shifts. The place of work also differs - for employees it is an office. The product of employee labor is mental, which can only be assessed by a specialist with the same qualifications.

Employees of the profession are

Employees are knowledge workers. If we talk specifically about what professions employees are, they are often employed in the fields of management, industry, education, trade and the service sector. For employment in such social group higher specialized education is required and creativity to complete current tasks.

You can give a list of white-collar professions. Top managers and officials are hired for public administration. The industry employs engineers, designers and designers. The service sector is represented by IT specialists and managers. Teachers, lecturers and graduate students are employed in the field of education. Cashiers and salespeople work in trade.

Professions related to employees

As stated above, the professions of specialists and employees are aimed at ensuring the functioning state apparatus, providing services to the population and maintaining the economy. Employment is characterized by creative and intellectual, non-physical stress.

The job requires high qualifications, an analytical, rationalizing mind, and erudition confirmed by a university diploma. Often, having a diploma is not enough and the applicant is required to have a master's or postgraduate degree.

To solve public problems in the public sphere, an impeccable knowledge of laws is required, for employment in the field of education - knowledge of pedagogical methods, and when working in the social sphere - organizational skills and personal responsibility. In other words, the position of an employee is a high-status job with high requirements for candidates.

Employees of the profession - list

There is a unified classifier of white-collar professions in the form of the ECSD directory. The list of workers' professions and office positions includes 35 issues. into him various variations included the following positions:

• agents;
• educators;
• duty officers;
• cashiers;
• commandants;
• controllers;
• medical staff;
• educators;
• operators;
• security guards and caretakers;
• secretaries;
• police officers and detectives;
• taxi drivers and forwarders.

Profession civil servant

Just as the professions of workers and the positions of employees differ, the position of a civil servant is also distinguished. Such people work in various ministries and in government institutions. Their job is not to sell services, but to control this process. They are guided exclusively legislative norms.

The working day of a civil servant includes several mandatory stages:

1. maintaining correspondence and studying current news;
2. making important decisions;
3. control over the actions of subordinates;
4. participation in events.

Municipal employees professions - list

Municipalities employ specialists with higher education in the specialty "Municipal and public administration" However, depending on the size of the staff, people with a narrow specialization may also be involved. According to Federal Law 131, these are accountants, managers of medical and social sphere, OT and sports specialists, lawyers, economists and architects. Some municipal institutions employ journalists to communicate with the public. Industry-wide white-collar professions such as document clerks and secretaries are also often in demand.

• engineers;
• economists;
• accountants;
• standardizers;
• legal advisers;
• administrators;
• sociologists, etc.

Help The main categories of personnel, which are classified as employees, prepare the necessary documentation, carry out accounting, control and economic maintenance of the organization. These workers include:

1. clerks;
2. accountants;
3. agents;
4. secretaries;
5. stenographers;
6. draftsmen.

Personnel by category of workers is divided into those who are directly involved in production material assets, transportation of passengers, repairs, provision of services. Security guards, couriers, cloakroom attendants, and cleaners also belong to the category of workers.

5. categories of personnel

According to the UNDS, managers are classified depending on the object of management: - heads of organizations (in their legal concept provided for by the Civil Code of the Russian Federation); - heads of services and divisions in organizations. Managers also include their deputies. Specialists are classified depending on the nature of the functions they perform or areas of activity: - specialists engaged in engineering, technical and economic work; - specialists engaged in agricultural, zootechnical, fish farming and reforestation work; - specialists engaged in medical care, public education, as well as workers in science, art and culture; - specialists those employed in international relations; - specialists in legal services. As can be seen, the number of specialists included workers engaged in both economic and engineering work.

Categories of organization personnel

Attention

The first group includes employees who are directly involved in the production process or servicing equipment that affects effective work enterprises. The second group, which refers to the auxiliary group, includes personnel included in the company’s structure. Such employees are on the balance sheet of the main business entity, but are not directly involved in production processes.

Help What categories of personnel are considered auxiliary?

1. employees of kindergartens and nurseries maintained on the balance sheet of the organization;
2. employees of departmental housing and communal services, clinics, educational institutions.

The classification of such personnel is taken into account when calculating wages, when agreeing on the main indicators of labor production activity.

What categories are the personnel divided into?

How to successfully select an organization's personnel of the right category Ksenia Gorbunova, Director of Recruitment and Business Development at SQ-Team recommends Nowadays, only large companies most often hire employees for “growth” During the crisis, the labor market has changed, and there are more candidates per vacancy than before. Employers can find an almost “ready” employee who will immediately get involved in work. This is better than taking on a person in whom you still need to invest a lot.
“Growth” jobs are often hired in large companies, where a training process has been built and there is a kind of conveyor belt. If an employee does not live up to expectations and leaves the company, this will not affect the business in any way. At the same time, companies are ready to turn a blind eye to the candidate’s lack of soft skills (social skills), which can be quickly improved through training, but not hard skills (professional skills).

What categories of personnel and their management structures exist?

Public relations specialistTechnician Computer (information and computing) center technician Design technician Laboratory technician Information security technician Inventory technician of buildings and structures Instrument technician Metrology technician Setup and testing technician Planning technician Standardization technician Labor technician Programming technician technologistCommodity expertPhysiologistArtistConstruction artist (designer)Chief engineerEconomistEconomist computing (information and computing) centerEconomist for accounting and analysis of economic activitiesEconomist for contractual and claims workEconomist for material and technical supplyEconomist for planningSales economistEconomist for laborEconomist for financial workExpertExpert of road facilitiesExpert in industrial safety of lifting structuresLegal consultant 3.

Administrative staff - what is it? personnel classification

Important

In reporting on the labor of enterprises and organizations of individual industries 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, on January 1, 1996, the All-Russian Classifier of Worker Professions, Employee Positions and tariff categories OK 016-94.

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.

Personnel categories

At the beginning of the interview, let the candidate read the text, and at the end ask questions. Thanks to this, you will find out how the applicant learns new information. Say that the text contains an important or interesting information related to his possible future work. In a word, make sure that the applicant reads the text carefully.
A little later, under any pretext, take away the text. And towards the end of the meeting, gently ask if the candidate has any questions about what he read? Or find out if he would be interested in doing the work described in the text. Ask a few questions and gently, so that it does not look like an exam, encourage the applicant to give detailed answers. You will understand whether he understood the text well and whether he is able to quickly assimilate new information.

If you wish, prepare a task, the essence of which is that the candidate must do something according to the model.
Positions of other employees (technical performers) Agent Commercial agent Purchasing agent Real estate agent Supply agent Advertising agent Insurance agent Trading agent Archivist Assistant fund inspector Duty pass office Duty officer (for issuing certificates, hall, hotel floor, recreation room, dormitory, etc.) Clerk Cash collector Calculator Cashier Codifier Commandant SalesmanCopierCroupierTypistContractorOperator of traffic control room and loading and unloadingOperator of control room servicesElevator dispatch service operatorSecretary-typistSecretary of a blind specialistSecretary of the managerSecretary-stenographerStatisticianStenographerTimekeeperTaximanAccountantTimekeeperDraftsmanForwarderFreight forwarder Section II.
The analysis performed does not yet provide answers to the questions posed. Therefore, let's turn to OKPDTR. It consists of two sections: professions of workers and positions of employees. The second section of OKPDTR (positions of employees) was developed on the basis of the Unified Nomenclature of Employee Positions, the Qualification Directory of Positions of Managers, Specialists and Other Employees, current regulations and other regulations on remuneration issues with taking into account the names of positions used in the economy. The category of employees in OKPDTR is represented by: 1) managers; 2) specialists; 3) other employees. But referring to this document also does not allow you to get answers to the questions posed. Therefore, we will try to find them in the Unified Nomenclature of Employee Positions (UNDS), approved back in 1967 by the USSR State Committee for Labor (Resolution No. 443 dated 09.09.1967).

What category of personnel does the secretary belong to?

But technologists, designers, agronomists, mechanics, teachers, doctors and other workers who are directly involved in the activities of a business entity cannot be classified as administrative personnel. Categories For a more complete understanding of this concept, it is necessary to consider its main categories. Thus, administrative personnel are not only top-level managers, but also lower-level managers.
Sometimes this term can have a broader meaning. For example, administrative and economic personnel consists of direct administrative and managerial workers, line and production staff. This category should also include estimators, designers, employees of the housing and communal services sector and laboratories.
Thus, in accordance with the above-mentioned resolution, the category of “managers” includes the following positions: 1) managers: storage room, archive, pass office, copying and duplicating office, photo laboratory, housekeeping, expedition, office, typing bureau, warehouse; 2) site foreman (including the senior); 3) heads: department, section (shift), workshop; 4) chief specialist; 5) head of the organization. The category “technical executive” includes: pass office duty officer, copier, contractor, timekeeper, accountant, forwarder, agent, clerk, secretary, secretary-typist, accountant, draftsman, cashier (including senior), typist, freight forwarder, collector (including senior), secretary-stenographer, statistician, others. The emphasis on these two categories is not accidental.

What category of employees does the secretary belong to?

InterpretationTranslation  PERSONNEL CATEGORIES classification of employees based on the functions they perform. Employees are divided into two groups: workers and employees. In the group of employees, the following categories are distinguished: managers, specialists and other employees related to employees.

When distributing workers according to K.p. are guided by the All-Russian Classification of Worker Professions and Clerk Positions. The classifier consists of two sections: a list of professions of workers and a list of positions of employees - managers, specialists and employees. Workers include persons performing the functions of primarily physical labor, directly involved in the process of creating material assets, maintaining machines and mechanisms in working order, production premises etc.

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 labor activity workers 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 Specifications take into account the latest legislative and regulatory legal acts 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 substantiate the rational division and organization of labor, the correct selection, placement and use of personnel, and ensure uniformity in determining job responsibilities employees and the qualification requirements for them, as well as decisions made on compliance with positions held during the 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, which constitutes 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), which came into force 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 located on budget 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 regulatory documents direct action 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 workers.

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 specialist I 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. At the same time 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 job responsibilities of employees (managers, specialists and technical performers), along with performing the functions provided for by the corresponding qualification characteristics of the position, provide for mandatory compliance with labor protection requirements at each workplace, and the job responsibilities of managers include ensuring 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 perform their job duties efficiently and in full, on the recommendation of the certification commission, as an exception, can be appointed to the corresponding positions in the same way , as well as persons with special training and work experience.

All categories of personnel are important, because everyone knows the fact that personnel decides everything. Personnel are the main resource of any organization. The quality of services and products that the company supplies to the market depends on the work of its employees. To avoid costs, it is important to understand what the composition and number of personnel of the organization should be. These indicators are determined depending on the volume of consumer demand. The right approach to personnel selection provides the company with high competitiveness.

Main categories of personnel and their characteristics

According to the All-Russian Classifier of Professions and Positions, all enterprise personnel are divided into two main categories. Classification of personnel by category:

• workers' professions;
• employee positions.

Working professions are not popular enough, especially among young people, but they still remain very common. Representatives included in this group are mainly divided into the following types of workers:

1. support staff. This division of the above personnel classification includes those who service production (driver, cleaner, secretary, etc.).
2. main personnel - those who are directly involved in the production process (turner, seamstress, etc.).

Officials are also divided into types:

• managers (director, chief specialists, etc.);
• technical performers (secretaries, forwarders, etc.);
• specialists (engineers, lawyers, economists, etc.).

Additionally, there is a classifier of positions and professions, that is, both workers and employees are divided into different types personnel.
Worker classification:

• types of production and work (wool production or well drilling);
• tariff categories (1-8);
• qualification classes (1-3);
• forms and systems of remuneration (simple, piecework, bonus);
• working conditions (normal, difficult and harmful);
• degree of labor mechanization (manual, automatic);
• derivative professions (senior, assistant).

Employee positions are classified according to the following criteria:

• category of positions (manager, specialist);
• derivative positions (chief, junior, second, district);
• qualification class (first, third, highest).

Of course, few people delve into such a concept as classification of enterprise personnel. And, perhaps, this is the first time you have heard about the existence of the All-Russian Classifier of Professions and Positions.

What influences category membership?

For most people, personnel categories depend on educational level. Therefore, one of the important criteria for the employer is that the employee has a certain education. Simultaneously important indicator is having experience in a specific area. Of course, there are positions that can be filled without having any work experience or education. Regardless of the employee’s classification, all categories of employees work in accordance with labor laws. At the same time, both management employees and workers have the same rights and obligations prescribed in the labor code.

We discussed various groups of personnel. Now it is important to consider the organizational structure of the enterprise.
Of course, it is important to understand that enterprise structures are completely different. For example, the structure of a company engaged in production metal doors, will differ significantly from the enterprise retail sales goods for children.

How to manage different categories of personnel?

There are several main types of organizational structures for managing an organization:

• linear;
• functional;
• linear - functional;
• divisional;
• matrix

Each of the presented structures represents a clear system with its own rules.

Linear organizational management structure

At linear control there is a clear distinction - who carries out whose instructions and is responsible for what. To achieve a certain result, the manager gives a specific assignment to a specific employee. In turn, this employee transfers specific instructions to other employees, that is, he assigns one task to one, another task to another, and so on. But in the end there should be one overall result. Thus, each performer is responsible for performing work on a specific assignment from a specific superior employee.

With such a structure, there is a high risk that if somewhere someone executes an order incorrectly, the result will not be the same. There is a very high responsibility for the correctness of the task. If someone suddenly gets sick, it will be difficult to immediately replace him without damage production process. The biggest disadvantage of such a system is that if suddenly there is a need to make adjustments, you won’t have to count on efficiency. This structure is convenient to use in small organizations.

Functional and linearly functional organizational structure of management

The implementation of individual tasks is assigned to a separate unit specializing in a separate type of activity. The headquarters, consisting of line and functional managers, coordinates orders and transfers them to the performers. This structure allows functional managers to relieve some of the burden. The line manager, on the contrary, is busier, since he has to take part in the interaction of functional managers with executive departments. At the same time, performers carry out instructions from both the line manager and the functional one, which leads to difficulties in mutual agreement, that is, instructions may diverge, for example, in terms of priority. There is a decrease in responsibility and the risk of delays in obtaining the final result. There are also difficulties in coordinating activities, and it is impossible to quickly resolve issues that arise during the execution of work.

With this system, the main figure is the head of the department.

The line manager gives instructions to the functional manager, and he, through his assistants, distributes instructions among the performers. With this organizational structure HR management increases responsibility for the results of each department, which entails a weakening of the relationship between these departments. As a result, it is difficult to understand whether the organization's work will be completed correctly and on time.

Divisional and matrix management structure

With this management structure, the decisive role is given to the heads of the unit. The head of the unit bears full responsibility for the performance of the work for which the unit is responsible. At the same time, functional managers also report to the head of the production unit.
A project manager and responsible executives in each department are also appointed. The line manager assigns a specific project to each project manager. The project manager establishes who and in what time frame must complete this or that work that will lead to the completion of the task set by the line manager regarding a specific project.

As you can see, there are quite a lot of organizational management structures, but all of them are not perfect. Therefore, organizations are forced to develop their structures by improving existing structures that will most beneficially contribute to development. The larger the organization, the more complex the structure and the more it needs to be constantly refined.

The advantages of this or that structure are necessarily the ability to quickly make decisions and make changes in the progress of work. It is important that you can clearly trace the area of ​​responsibility of each employee.
You can clearly see the complexity using the example of the Ministry of Health Russian Federation. Just think about the scale of the activity, how many different categories of people are involved so that we can receive quality medical care. Of course, changes will be constantly made to the work of the ministry, which is what we are seeing. New diseases, new treatment methods, new specialties appear. Take the composition of specialists working in clinics in 1980 and now, of course, we will notice that there are more of them.

For effective management organization needs to understand that at different times in the development of the organization there are different periods. Either we can observe the greatest leap in development, then a slower one, or a period of stagnation may occur. It is during times of increased demand that we must not forget to review the organization’s management structure. Otherwise, there will be a possibility of missing something, then the organization will begin to lose its established competitiveness, and there will be a decline in demand.

To help managers, you can invite specialists to develop management structures for organizations. The main thing is that such a decision is timely. Now there are companies on the market that have in this matter great experience. Determining all the pros and cons of the existing management structure in an organization in a short period of time is their main task. As a result of their work they will offer possible options improvements to structures.

4. The qualification characteristics of each position have three sections: “Job responsibilities”, “Must know”, “Qualification requirements”.

The section “Job Responsibilities” establishes the main job functions that can be entrusted in whole or in part to the employee holding this position.

The “Must Know” section contains the basic requirements for the employee in relation to special knowledge, as well as knowledge of legislative acts and regulations, 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 and the requirements for work experience necessary to perform the job duties assigned to him.

5. The qualification characteristics present the most typical types of work for each position, based on the division and cooperation of labor established in the sectors of the economy. A specific list of job responsibilities of employees, taking into account the specifics of the organization of production, labor and management, as well as their rights and responsibilities, are established in job descriptions, which are developed and approved by the employer in the prescribed manner. Job Descriptions, as a rule, are not developed for heads of structural divisions of the organization. Their rights, duties, powers and responsibilities are indicated in the relevant regulations on the structural unit.