How to indicate the position of drivers in the staffing table

Job description for technical performers of the transport service

The transport service is an independent structural unit, the main task of which is to ensure timely and uninterrupted service of production with vehicles for the movement of goods during the production process. The transport service is created in organizations engaged in the transportation of various goods or passengers, construction work, etc. The structure of this unit consists of managers, specialists and technical performers.

Let's take a closer look at the technical performers.

The technical executive of the transport service is an employee who provides and services the activities of the organization. Technical performers include:

1. driver;
2. forwarder driver;
3. excavator operator;
4. bus driver;
5. forklift driver;
6. crane operator;
7. auto mechanics;
8. driver;
9. truck driver;
10. loader
11. bulldozer driver;

For persons wishing to get a job as technical performers in the transport service of an organization, employers have the following requirements: secondary vocational education, a certain category of driving license and work experience. The work of technical performers of the transport service is regulated by job descriptions.

The presented sample job description establishes a list of rights and responsibilities of technical performers of the transport service.

Let's take a closer look at the driver's job description.

This document is compiled by HR specialists in any form. The driver belongs to the category of technical performers.

The job description of a car driver must include the following information:

1. labor functions that may be entrusted to the employee (for example: driving the organization’s entrusted vehicle, ensuring the safe operation of the vehicle, etc.);

Requirements for employees

Order of the Ministry of Transport of the Russian Federation dated September 28, 2020 No. 287 “On approval of professional and qualification requirements for employees of legal entities and individual entrepreneurs carrying out transportation by road and urban ground electric transport”

Extracts

The requirements establish the necessary level of knowledge, skills, professional education, length of service (experience) in the specialty of workers. The required level of knowledge and skills of employees is achieved through training in organizations that carry out educational activities according to relevant educational programs.

1. These Requirements apply to the following professions and positions of workers:

• driver of a vehicle of categories “B”, “BE” (including a passenger taxi driver);
• driver of a vehicle of categories “C”, “C1”, “CE”, “C1E” (hereinafter referred to as the truck driver);
• driver of a vehicle of categories “D”, “D1”, “DE”, “D1E” (hereinafter referred to as the bus driver);
• driver of a vehicle of category “Tb” (hereinafter referred to as the trolleybus driver);
• driver of a vehicle of category “Tm” (hereinafter referred to as the tram driver);
• driver of a vehicle transporting dangerous goods;
• the driver of a car transporting large and (or) heavy cargo or accompanying this transportation;
• a driver driving a vehicle equipped with a device for producing special light and sound signals;
• driver of a car transporting passengers and (or) cargo in international traffic;
• dispatcher of automobile and urban ground electric transport;
• inspector of technical condition of vehicles;
• controller of the technical condition of urban ground electric transport;
• specialist responsible for ensuring road safety;
• consultant on safety issues related to the transportation of dangerous goods.

1. The following professional and qualification requirements are imposed on the dispatcher of automobile and urban ground electric transport:

13.1. The dispatcher of automobile and urban ground electric transport must know:

• basics of transport and labor legislation;
• regulations on the organization of operational control of road transport traffic;
• the procedure for issuing and processing the waybill, recording technical and operational indicators;
• the layout of roads and their condition on the routes of vehicles, the movement of which is organized and controlled by the dispatcher;
• requirements of the manufacturer of vehicles, the movement of which is organized and controlled by a dispatcher, for the technical operation of vehicles;
• work schedules for drivers on vehicle routes, the movement of which is organized and controlled by the dispatcher;
• tariffs and rules for their application on vehicle routes, the movement of which is organized and controlled by the dispatcher;
• fundamentals of economics, organization of labor and production;
• transportation distances and the nature of road conditions on the routes of vehicles, the movement of which is organized and controlled by the dispatcher;
• traffic schedules and stopping points on vehicle routes, the movement of which is organized and controlled by the dispatcher;
• route network and traffic conditions ensuring transportation safety;
• rules and instructions on labor protection, fire protection.

13.2. A dispatcher of automobile and urban ground electric transport must be able to:

• organize and control the work of drivers and their implementation of shift plans and transportation assignments;
• take the necessary measures to ensure road safety of vehicles (trams, trolleybuses);
• instruct drivers about the conditions and features of transportation on routes, paying special attention to the condition of the roads, the features of traffic in certain areas in specific meteorological conditions;
• ensure interaction with all participants in the transportation process in order to optimize it;
• take measures to eliminate excess vehicle downtime;
• fill out, issue and accept waybills and other documents reflecting the work performed by drivers, check their correctness;
• calculate the corresponding technical and operational indicators in waybills;
• issue planned tasks, register tasks and requests for transportation;
• draw up operational summaries and reports on work and incidents during the shift;
• coordinate the work of automobile and (or) urban ground electric transport with other modes of transport;
• take measures to include reserve vehicles in road traffic on the route to replace those that left the route prematurely for technical or other reasons, promptly switch vehicles from route to route, to another route in connection with road repairs;
• check the correctness of paperwork for completed transportation, coordinate the work of vehicles of third-party enterprises;
• ensure control and accounting of completed cargo transportation and take measures to promptly eliminate failures in transport processes, excess downtime at points of loading and unloading of vehicles, as well as loading empty vehicles in the same direction;
• carry out operational accounting, control the operation of loading and unloading mechanisms of enterprises and organizations, monitor the condition of access roads, as well as compliance by drivers with transport discipline;
• organize, if necessary, the provision of timely technical assistance to rolling stock on the line.

13.3. The dispatcher of automobile and urban ground electric transport is subject to one of the following requirements:

• availability of a diploma of education not lower than secondary vocational in a specialty included in the enlarged group 23.00.00 “Equipment and technology of land transport” * (6);
• availability of a diploma of secondary vocational education in specialties not included in the enlarged group 23.00.00 “Engineering and technology of land transport”, and a diploma of additional professional education under a professional retraining program with the qualification of a dispatcher of automobile and urban ground electric transport.

13.4. There are no work experience requirements.

1. The following professional and qualification requirements are imposed on the inspector of the technical condition of motor vehicles:

14.1. A vehicle technical condition inspector must know:

• regulations on the maintenance and repair of rolling stock of road transport;
• regulations in the field of road safety in road transport;
• device, technical characteristics, design features, purpose and operating rules of vehicles and trailers;
• technical requirements for vehicles returning from the line and after repair of their components and assemblies;
• basics of transport and labor legislation;
• rules and instructions on labor protection, fire protection.

14.2. A vehicle technical condition inspector must be able to:

• monitor the technical condition of vehicles and trailers returning to parking places from the line, as well as after maintenance and repair;
• exercise control over schedules for maintenance and scheduled repairs of vehicles;
• draw up technical and regulatory documentation for damage and requests for repairs or troubleshooting with their appropriate registration;
• ensure compliance with consumption standards for operating materials;
• organize the delivery of vehicles from the line (from work sites) to parking areas in cases of accidents or traffic accidents.

14.3. One of the following requirements is imposed on the vehicle technical condition inspector:

• availability of a diploma of education not lower than secondary vocational in specialty 02/23/03 “Maintenance and repair of motor vehicles” without presenting requirements for length of service (experience);
• availability of a diploma of education not lower than secondary vocational in specialties included in the enlarged group 23.00.00 “Equipment and technology of land transport”, with the exception of specialty 23.02.03 “Maintenance and repair of motor vehicles”, with requirements for length of service (experience) in the field of monitoring the technical condition and maintenance of vehicles for at least one year;
• availability of a diploma of education not lower than secondary vocational in specialties not included in the enlarged group 23.00.00 “Equipment and technology of land transport”, and a diploma of additional professional education under a professional retraining program with the qualification of an inspector of the technical condition of vehicles. There are no work experience requirements.

1. The following professional and qualification requirements are imposed on the specialist responsible for ensuring road safety:

16.1. A specialist responsible for ensuring road safety must know:

• regulations in the field of ensuring road safety and transportation of passengers and cargo;
• basics of labor legislation;
• rules and regulations of labor protection, safety, industrial sanitation, road safety and fire protection;
• purpose and main technical and operational characteristics of rolling stock of road transport, loading and unloading mechanisms and means for container and package transportation;
• rules for technical operation of vehicles;
• methods of planning, accounting and analysis of road transport;
• organization of the transportation process and labor of drivers and other workers involved in the operation of vehicles;
• the procedure for developing and approving plans for the production and economic activities of the enterprise.

16.2. A specialist responsible for ensuring road safety must be able to:

• develop and implement measures to prevent road accidents and monitor their implementation;
• analyze the causes of road accidents and violations of traffic rules committed by drivers of a legal entity or individual entrepreneur, in the prescribed manner prepare reports on road accidents and measures taken to prevent them;
• carry out reconciliation of data on road traffic accidents in which the rolling stock of the enterprise was involved with data from the State Inspectorate for Road Safety of the Ministry of Internal Affairs of Russia;
• develop or participate in the development of draft local regulations of a legal entity or individual entrepreneur on issues of ensuring road safety, including when transporting large, heavy and dangerous goods;
• organize and conduct mass propaganda work on road safety in a team;
• inform the driving staff, engineering and technical workers, management bodies of a legal entity, individual entrepreneur about the state of accidents, causes and circumstances of road accidents;
• establish the causes and circumstances of road accidents, identify violations of established requirements for ensuring road safety;
• control the admission of drivers to drive only those categories of vehicles for which the right to drive is granted to them in accordance with their driver’s licenses;
• control whether drivers undergo mandatory medical examinations;
• organize instructing drivers on the peculiarities of operating vehicles in various road and climatic conditions;
• monitor drivers’ compliance with the drivers’ work and rest schedule;
• organize driver training and the work of driver-mentors;
• organize the work of the road safety office (class) according to a plan approved by a legal entity or individual entrepreneur.

16.3. The specialist responsible for ensuring road safety must have one of the following requirements:

— presence of a diploma of higher education in the field of training included in the enlarged group 23.00.00 “Engineering and technology of land transport” * (7), and having passed certification in the prescribed manner for the right to occupy the corresponding position;

— presence of a diploma of higher education in a field of training not included in the enlarged group 23.00.00 “Engineering and technology of land transport”, and a diploma of additional professional education under a professional retraining program with the qualification of a person responsible for ensuring road safety, and passed in the established certification procedure for the right to occupy the relevant position.

16.4. There are no work experience requirements.

_____________________________________________________

Head of the Transport Department Zuev Seraphim

What qualification group does a bus driver belong to?

Answer to the question: Unfortunately, none, since there is no such position either in ETKS or in professional standards.

The position should be renamed to the position of “car driver”. There is no professional standard for the position of “car or bus driver” yet. There is only a draft professional standard: (here there is such a possible job title as a bus driver, but since the professional standard has not come into force, and the EKS does not contain such a job title, we still recommend leaving the job title as a car driver for now (in the job description you can describe in detail the labor function in terms of driving a bus.) See also the information here: And also private explanations of Rostrud:.

In terms of job titles, it is necessary to be guided by the resolution of the State Committee for Labor of the USSR, the All-Russian Central Council of Trade Unions of February 20, 1984.

No. 58/3-102, and approved by Resolution of the State Committee for Labor of the USSR, the Secretariat of the All-Union Central Council of Trade Unions dated January 31, 1985 No. 31/3-30. Regarding qualification requirements: According to (as amended on August 12, 2008)

“On approval of professional qualification groups of industry-wide professions of workers”

(Registered with the Ministry of Justice of the Russian Federation on June 23, 2008 N 11861) the position of a car driver belongs to the 1st qualification level (“General industry professions of second-level workers”).

Directory: List of lists of professional qualification groups Lists of positions (professions) Document that approved the list Industry-wide positions of managers, specialists and employees Industry-wide professions of workers Positions (professions) of employees of institutions of the penal system Positions of employees performing work on fishing and conservation of aquatic biological resources Positions employees of cultural and educational institutions of the Russian Ministry of Defense Positions of heads of structural divisions and employees of archival institutions of the Russian Ministry of Defense Positions of heads of structural divisions and editorial specialists

Enter the site

Issue 52 of the ETKS RB contains the qualification characteristics of the worker profession “car driver”.

The position “forwarder” is contained in issue 1 of the Unified Qualification Directory of Positions for Employees of the Republic of Belarus (USSD RB) and belongs to the category of employees. The profession “driver-forwarder” is not provided for in the editions of the ETKS RB.

Considering the specified order of naming the professions of workers, and also the fact that the position “forwarder” is not a worker’s profession, there is no reason to introduce the profession (position) “forwarder driver” into the staffing table of the organization. The profession “car driver” should be indicated in the staffing table with indicating a multiple of the tariff rate of the first category in relation to the technical characteristics of the vehicle being serviced.

The driver belongs to the category

Our directory resource presents the OKPDTR classifier 2020 with a search by the name of professions, positions with a breakdown by type of activity of employees (also valid in 2020).

Details in the materials of the Personnel System: 1.

All wishes and comments before finalizing the service must be sent to the All-Russian Classifier of Worker Occupations, Employee Positions and Tariff Classes (OKPDTR) - an integral part of the Unified System of Classification and Coding of Information (USCC) of the Russian Federation, prepared as part of the implementation of the state program for the transition of the Russian Federation to the adopted one international practice, a system of accounting and statistics in accordance with the requirements of the development of a market economy.

The classifier is designed to solve problems such as:

• Statistics and data analysis, thanks to the structure of information as a whole for the country or region.
• Accounting and assessment of the number of workers and employees involved in certain positions;
• Structuring information about specialties and professions existing on the territory of the Russian Federation;
• Control over working conditions, employee qualifications, their wages, pensions and other components of the work process;

The objects of classification in OKPDTR are the professions of workers and positions of employees. OKPDTR consists of two sections:

1. employee positions.
2. workers' professions;

The first section - professions of workers - includes professions of workers in accordance with the Unified Tariff and Qualification Directory of Work and Professions of Workers (UTKS), as well as professions of workers whose rights and responsibilities are provided for in the charters, special provisions and relevant regulations regulating the composition of professions in sectors of the economy. The second section - positions of employees - was developed on the basis of the Unified Nomenclature of Positions of Employees, the Qualification Directory of Positions of Managers, Specialists and Employees, current regulations and other regulatory documents on remuneration issues, taking into account the names of positions used in the economy.

Is it necessary to indicate driver of what in the job title “Driver”?

Draws up technological and economic justifications for transport and technological routes and cargo delivery schemes, taking into account the wishes and requirements of cargo owners.

According to Art. 60 of the Labor Code of the Russian Federation, it is prohibited to require an employee to perform work not stipulated by an employment contract, except for cases provided for by this Code and other federal laws.

Organizes the provision of services for the receipt of goods (cargo), their transportation and delivery in the prescribed manner. Organizes the chartering of vehicles (cars, wagons, sea and river vessels, air transport), controls the forwarding (shipper) labeling of goods and sealing of transportation vehicles, containers, cold chambers, bunkers and other storage premises.

Provides monitoring of the progress of loading and unloading, reloading, transhipment, warehouse and packaging operations, compliance with the terms and conditions of storage, accumulation and delivery of goods.

Draws up commodity-transport and other accompanying documents at all stages of the implementation of transport and technological routes and cargo delivery schemes, cargo customs declarations and other documents necessary for customs clearance of goods, in accordance with established requirements.

Vote:

Category: Answers: 18 You can add a topic to your favorites list and for notifications by mail.

Ekaterina July 22, 2009, 19:45 No ratings

Another question) There is a staffing table, but there is a problem with the inscription in the structural unit line. I don’t know how this is done and where it comes from. The staff consists of 35 people: director, deputy.

director, ch. accountant, HR inspector, clerk, accountant, legal consultant, information department, information technology department and administration.

. the main thing is to tell me which joint venture the director should be assigned to.)) I want to draw the moderator’s attention to this message because:

A notification is being sent.

I can’t understand who and where! Is this regulated somehow? Or is it possible to make employment orders without a department?

[email hidden] Russian Federation, Gorno-Altaisk Wrote 560 messages Reputation:

July 23, 2009, 6:59 Well, here it is as follows: director, deputy director in a structural unit - management, administrative office, these are all accountants, economists, lawyers, a clerk, and since we do not have a separate personnel department, therefore the personnel officer is also there, and we also have two departments, mostly programmers work there, and where they go, it’s up to the director to dispose of them.

[e-mail hidden] Russia, Chelyabinsk region Wrote 6644 messages Reputation: July 23, 2009, 7:18 We have only 3 divisions: Administrative: general.

I want to draw the moderator's attention to this message because: A notification is being sent.

How to create a unified directory of codes for enterprise departments

Every relatively large organization, that is, consisting of several divisions, will sooner or later have to streamline its document flows, create an array of necessary instructions, reference books, templates, etc.

One of the first steps on this thorny path is the creation of a unified directory of codes (or indexes) of the organization's divisions. Read the article on how to compose it.

Codes (indices) of the organization's divisions are present in almost all areas of its activity: from time sheets to product release.

In office work, department codes are necessary, for example, to create a nomenclature of cases, maintain a register of governing documents (instructions, regulations, rules), to create, periodically update and supplement a set of templates for frequently used documents (the so-called album of forms).

Department codes will also be useful when introducing electronic document management, even in its minimal implementation.

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In addition, department codes are necessary for various technical services to organize production. For example, technologists use codes to draw up technological routes for the manufacture of products, technical archive workers use them to print and issue technical documentation in accordance with the routes, and personnel officers use them to create a staffing table. In short, coding departments is necessary and important work.

WHAT CAN YOU FIND OUT ABOUT THE DIVISION BY CODE?

• subordination; • number; • location; • functions performed. If there is no approved structure in the organization, this omission can be corrected, and the organization’s personnel service will help with this.

Contact them with a request to provide a working version of the current structure, explain why it is needed. HR officers, as a rule, respond willingly, since they themselves need the department codes. At the same time, you may be pleased that they are already using a simple encoding (looking ahead, I will say: do not ignore this, try to understand the indexing system, think about it and suggest your improvements later).

What department does the section manager belong to?

» Ensuring reliable, safe and rational operation of electrical equipment maintained by the organization of residential and non-residential facilities, and maintaining it in good condition.

Direct reporting to: chief engineer; 2.

Workers who are functionally subordinate: foremen, electricians for repair and maintenance of electrical equipment. During the absence of the electrical engineer, his duties are performed by the head of the emergency repair service. The basis for the appointment and dismissal of a leading quality engineer is an order from the head of the organization, or another person authorized by the management bodies of the company to perform the functions of the sole executive officer, issued on the basis of an employment contract or an additional agreement to it.

The construction of ECSD releases is based on job characteristics, since the requirements for the qualifications of workers are determined by their job responsibilities, which, in turn, determine the names of positions.

Niagara-2 Over time, guided by accumulated experience, the process of creating new divisions in a particular organization can be unified in a local regulatory act, for example, in the Regulations for the creation of internal structural divisions of an organization, which would regulate all these and many other issues.

But first, you have to act based on the available factual information about the unit being created, and develop a mechanism for its introduction into an already functioning organizational and management structure, depending on the specifics of each organization. The author of the article offers readers a step-by-step algorithm of actions preceding the recruitment of personnel into a newly created structural unit, which, as a guide, will be useful for anyone who has to draw up personnel documents or develop local regulations governing this process.

Internal structural unit and its role in the organization Any organization must have clearly defined

How to enter the position of a driver into the staffing table?

Answer to the question: Drivers of vehicles in organizations can have qualification classes from first to third. The possibility of establishing qualification categories for drivers is provided for in paragraphs of the section “Motor transport and urban electric transport” of the Qualification Handbook, approved by .

In this regard, you have the right to assign classes to drivers and name the position in the staffing table as “1st class car driver”, “2nd class car driver” and “3rd class car driver”. And set the salary depending on the class of driver. For information about the procedure for assigning a class to a driver, see

attachment to the answer (situation 1 In what order is the assignment of classification to vehicle drivers carried out). In addition, to resolve this issue, you can do the following.

In the staffing table, indicate the position “car driver”, and in the note in column 10, make a note that this line applies, for example, to truck drivers (drivers delivering goods). In other words, the staffing table will include several “car driver” positions with different salaries.

The performance of various job functions will be reflected in the note.

Alternatively, it is possible to provide different categories for remuneration of drivers in accordance with Resolution of the Ministry of Labor of the Russian Federation dated November 10, 1992 N 31. You can find out more details in the article. Please note that the type of vehicle should not be mentioned directly in the job title.

The fact is that special requirements have been established for the qualifications of drivers of organizations that carry out transportation by road and urban ground electric transport (). In this regard, organizations are required to apply professional standards (qualification reference books) in relation to drivers.

In the qualification directory (approved by the Resolution of the State Committee of Labor of the USSR, All-Union Central Council of Trade Unions dated 02.20.1984 N 58/3-102) there is a single job title - car driver. Therefore, it is this position title that should be used in the staffing table.

Is it necessary to indicate them in the ShR?

It is necessary to highlight divisions in the schedule only in one case: when they exist organizationally in the enterprise.

This term is not officially defined in law. Moreover, the creation of divisions is not mandatory. Art. 57 of the Labor Code of the Russian Federation does not contain any indication that the conditions for working in a particular department are essential. Resolution of the Ministry of Labor of the Russian Federation No. 69 of October 10, 2003, which approved the Instructions for filling out work books, in paragraph 3.1 indicates that an entry in the book about the unit is made only if the condition of working in it is essential for the concluded employment contract .

As a result, in fact, an organization can act without identifying any separate structures within itself. In this case, the schedule will only contain a list of positions that are not assigned to any departments.

If they are distinguished, they must be secured by special provisions or regulations, which are approved by the management of the enterprise for each service. The documents on the creation of structures must define:

• description of the structure being created;
• its functions and tasks;
• powers of the department's management;
• responsibility of the manager and specific employees;
• the procedure for interaction with the management of the enterprise as a whole and other services.

Staffing table

Contents of the Article and interview are compiled to formalize the structure, staffing and staffing levels of the organization in accordance with its Charter (Regulations).

Also in the staffing table their salary and the amount of allowances are indicated. Before moving on to the rules for drawing up the staffing table, you need to find an answer to the following questions: who prepares the draft staffing table, and is this the responsibility of the manager’s secretary?

The answer to the question of whether the manager’s secretary can prepare a draft staffing table should be given by:

“Qualification reference book for positions of managers, specialists and other employees”

(approved by Resolution of the Ministry of Labor of Russia dated August 21, 1998 No. 37), containing the qualification characteristics of employees in accordance with job titles. However, this document is not mentioned in any qualification characteristics.

In practice, in organizations where labor and wages departments, economic, planning divisions were created, the work of preparing a draft staffing table was usually assigned to them. In the absence of the named departments, the staffing table was prepared by the personnel department or accounting department. The decision about which structural unit will draw up this document was made by the head of the organization.

However, the unified form T-3 “”, in accordance with the resolution of the State Statistics Committee of Russia dated 01/05/04 No. 1 “On approval of unified forms of primary accounting documentation for accounting of labor and its payment,” is signed by the head of the personnel service and the chief accountant.

This means that the responsibility for drawing up this document lies with the named officials: the personnel officer - for the structure, staffing, staffing, the accountant - for tariff rates and allowances. The secretary may be entrusted with drawing up a draft staffing table only if his job responsibilities include maintaining personnel records. This practice is typical for small organizations.

Regular

How to reflect certain types of divisions?

In addition to the functions performed, the structures of the enterprise are also divided according to their organization. How exactly should this division be reflected in the staffing table?

Separated

Art. 55 of the Civil Code of the Russian Federation distinguishes this type of division as separate , operating outside the place where the organization as a whole is located. They in turn are divided into:

1. Representative offices that represent the interests of the company and protect them.
2. Branches that perform fully or partially all the functions of the organization in a specific region or locality.

If an enterprise has divisions that operate separately, they must be reflected in the staffing table. Typically, in this case, the document contains a separate section dedicated specifically to the personnel of the branch or representative office. If necessary, it is possible to create an appendix to the schedule in the form of a separate sheet, which will reflect only those positions and rates relating to a separate part.

Important: Neither branches nor representative offices are legal entities (Part 3 of Article 55 of the Civil Code of the Russian Federation). However, Art. 11 of the Tax Code of the Russian Federation provides that any separate structure in which there are stationary workplaces is considered a separate division, even if it is not distinguished in any way in the documents.

Structural

Unlike separate ones, structural units operate at the location of the organization. They are reflected in the staffing table according to general rules. In particular, when using the T-3 form for scheduling, approved by the State Statistics Committee of the Russian Federation in 2004, each of the structural divisions must have its own name and code according to OKUD, reflected in the corresponding columns of the form.

In those cases where an enterprise has its own forms, developed in accordance with the Federal Law “On Accounting,” they may also provide for an indication of divisions.

Staffing: we create it ourselves

The article from the magazine “MAIN BOOK” is current as of March 7, 2013. M.A. Kokurina, lawyer A company cannot be fined for lack of staffing: this is not a violation of labor or tax laws.

After all, the obligation to have such a document is not directly stated in the Labor Code.

Although the phrase “in accordance with the staffing schedule” is still contained there. In addition, this document is not the primary document required to recognize expenses in tax accounting.

Why are online forums full of discussions about how to fill it out?

And readers turn to our editors with similar questions quite often. KAMIN Alexander Chief accountant, Moscow “How tenacious is our Soviet heritage, where the staffing table, along with printing and estimates, was considered the basis of the financial independence of the institution:

“.salaries according to the staffing table and taking into account the ratio of the number of managers, specialists and employees.”

.

Maybe in the budgetary sector control is rather weak, so it’s impossible to do without a staffing table. But in commercial companies operating for profit, the most important thing is to save and control.

If the company is small, then the manager knows by name who works, how and for what.

In a medium-sized and, especially, a large company, HR reports are such that the standard staffing table, as they say, is not even close. So think for yourself: should you have a staffing table or not.

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I answer like this: “In our organization there is no such document!” In fact, a complete, correctly compiled staffing table summarizes information about the number and structure of the organization’s personnel and salary costs.

That is, from it you can see how many staff units are capable of ensuring the normal activities of the company and how much money is needed for salaries.

Unified forms of primary documents in electronic form can be found: Inspectors also want to see approximately the same thing from your staffing table.

How to introduce a new structural unit into the ShR?

In cases where a new department or structure is introduced, the following actions must be taken:

1. The management of the organization decides to create a new division. This may be a personal decision of the manager, or the opinion of one of the specialists supported by him (for example, submitted in an internal memo).
2. An order is drawn up to prepare a new staffing table or an addition to the existing one. Employees responsible for completing this task are appointed.
3. A draft of a new document on the organizational structure of the enterprise is being prepared.
4. The project is approved by order of the head of the organization (how to draw up and approve the staffing table?).
5. A regulation or other local act is being prepared that describes the created department or service (is the staffing table a local act?).
6. If a division is being created from scratch and all positions in it are vacant, employment contracts are drawn up with new employees. If there is a reorganization of existing structures, personnel documentation on the transfer of employees is drawn up, changes are made to personal cards, employment contracts, etc.

After all procedures are completed, the newly created division begins its activities within the enterprise.

It is important for everyone who is responsible for the staffing table to know how to properly draw up and store it, how to make changes to the document, and whether it is necessary to draw it up at all.

Although divisions are not a mandatory element of an enterprise, they can be organized. And in this case, it is necessary that the staffing table approved in the organization adequately reflects the formed structure of the company.

Structural unit of the organization

Home - Business Organization - Personnel - is a certain part of the enterprise, which is focused on performing individual tasks in accordance with job descriptions, charter and other local regulations.

Every employer and specialist should know what a structural unit of an organization is, why they are needed and how their legal regulation is ensured.

Contents: 1. What is a structural unit of an organization - legal regulation 2. Types of structural units of an organization 3.

How to create a structural unit - procedure What is a structural unit of an organization - legal regulation The concept of a structural unit of an enterprise defines it as a separate unit that unites certain jobs and the employees occupying them, which has a certain independence within the organization.

Division into structural divisions allows for effective delegation of labor and simplifies personnel management and the entire enterprise as a whole. That is why, without division into structural divisions, effective conduct of activities is possible only in organizations related to small businesses.

The legislation, in turn, does not in any way regulate the activities of individual structural units, does not highlight their features and does not provide any legal mechanisms related to this aspect of labor relations.

Therefore, employers have the right to independently organize the division of various teams and structures within the enterprise, without unnecessary restrictions in regulatory and procedural matters. Branches and subsidiaries are not considered structural divisions of the organization.

The key feature of structural divisions is precisely that they are allocated strictly within the company, are not independent and cannot exist in isolation from the business entity as a whole.

Which structural unit does the driver belong to?

Don't underestimate the importance (and complexity) of designing the proper departmental structure. IT professionals tend to go to extremes: they either focus too much on departmental structure or don't think about it at all, both of which can lead to problems. in the Active Directory® model. If you focus too much on OU design, you forget about other aspects of Active Directory design: site topology planning, domain controller sizing. On the other hand, if you put OU planning on the backburner, Group Policy and delegation suffer. Once in an excuse I was given the following argument: the structure of the departments is a flexible system, and if subsequently something in it does not suit you, it can be changed.

Yes, indeed, the structure of divisions has a sufficient margin of flexibility, but it often turns out that changing it during use is much more difficult than it initially seemed. New divisions can be added to the structure, but old ones are not so easy to remove. A poorly planned divisional structure can easily can get away with it and start living an independent life.

If an administrator doesn't know where to place an object created in the directory in the OU structure, he or she either creates a new OU or places the object at random. It's not a big deal to create a new division of labor, but it will be difficult to keep track of them over time.

Creating new OUs too often creates a chaotic structure and makes it easier for undocumented data to end up in the catalog. On the other hand, if you add an object to an OU that it doesn't actually belong to, the wrong policies may be applied to the object and access to the object may be compromised. get those users who should not work with it. When designing the structure of departments, remember this equation: simplicity adaptability = maintainability. A structure that is too simple does not adapt well and has to be changed frequently. A structure that is too adaptable, in which there are too many departments, turns out to be too complex. There are three key principles regarding group policy, delegation, and object administration that should guide the design of departments. They boil down to three issues that help create a department structure that can stand the test of time and organizational restructuring: 1.

Driver job description, driver job responsibilities, sample driver job description

1. December 14, 2009

It is impossible to create a universal driver job description.

After all, the job responsibilities of a bus driver and an “office” driver are strikingly different. This sample driver job description is suitable for an organization in which the driver is engaged in the “transportation” of the company’s chief executive and other employees.

Driver job description APPROVED General Director Last name I.O.

________________ “________”_____________ ____ g.1.

General provisions1.1. The driver belongs to the category of technical performers. 1.2. The driver is appointed to the position and dismissed from it by order of the general director of the company. 1.3. The driver reports directly to the general director / head of the company's structural unit.

1.4. During the driver’s absence, his rights and responsibilities are transferred to another official, as announced in the organization’s order. 1.5. A person who meets the following requirements is appointed to the position of driver: category B license, driving experience of at least 2 years.

1.6. The driver must know: — Traffic rules, penalties for violating them; — basic technical characteristics and general structure of the car, purpose, structure, principle of operation, operation and maintenance of the units, mechanisms and devices of the car; — rules for maintaining a car, caring for the body and interior, keeping them clean and in a condition favorable for long-term use; — signs, causes and dangerous consequences of malfunctions that arise during the operation of a vehicle, methods for their detection and elimination; — procedure for vehicle maintenance. 1.7. The driver is guided in his activities by: - ​​legislative acts of the Russian Federation; — The company’s charter, internal labor regulations, and other regulations of the company; — orders and instructions from management; - this job description.2.

Job responsibilities of the driver The driver performs the following job responsibilities: 2.1.

Job description of the head of the department

197 11461

We bring to your attention a typical example of a job description for a department head, sample 2020. Job description of the head of the department

should include the following sections: general position, job responsibilities of the head of the unit, rights of the head of the unit, responsibility of the head of the unit.

The job description of the head of the unit refers to the section “ Qualification characteristics of positions of employees employed in research institutions, design, technological, design and survey organizations

«.

The job description of the head of the department should reflect the following points:

Job responsibilities of the head of the department

1) Job responsibilities.

Manages the editorial, publishing and production activities of the division. Organizes the editing and publication of literature (scientific and methodological, as well as information and regulatory materials), exercises control over the scientific and literary content of publications and the quality of their artistic and technical design. Analyzes the state of demand for published literature in order to ensure its competitiveness in the market, increase the profitability and profitability of publications. Taking into account consumer requests and market conditions, he draws up draft long-term and annual plans for the publication of literature in accordance with the thematic areas of work of the enterprise, institution, and organization. Manages the development of plans for editorial and preparatory work, production and financial plans, schedules for editorial and production processes of the publication. Monitors the timing of submission of manuscripts, their preparation for typesetting and processing of proof proofs, and the fulfillment by printing enterprises of schedules for typesetting, printing and production of editions. Organizes the timely execution of publishing agreements with authors and agreements (contracts) with external editors, reviewers, artists and other persons involved in the work of publishing literature, concluding agreements and placing orders for the performance of various printing and design works by third-party organizations. Monitors the correct preparation of documents for payments for work performed, the establishment of royalties and the amount of payment to freelance workers. Approves denominations and circulations of publications, taking into account the state and development prospects of their sales markets. Prepares documents for licensing publishing activities. Organizes timely material support for the production activities of the unit, work on advertising and selling published literature, and accounting for the implementation of concluded contracts. Analyzes, on the basis of accounting data, the financial and economic activities of the unit, implements measures to reduce the processing time for manuscripts, economically spend funds when publishing literature, and improve the quality of printing execution. Manages the employees of the unit, takes measures to ensure their compliance with internal labor regulations. Presents proposals for rewarding or imposing penalties on subordinate employees, promotes the improvement of their qualifications.

The head of the department must know

2) When performing his duties, the head of the department must know:

legislative and regulatory legal acts, guidance materials defining the main directions of the relevant sector of the economy, science and technology; resolutions, orders, instructions, guidelines and regulatory materials of higher authorities relating to editorial and publishing activities; best practices in publishing activities of similar enterprises, institutions, organizations; domestic and foreign achievements of science and technology in the relevant field of knowledge; the procedure for developing plans for the publication of literature, schedules for editorial and production processes of publications; the procedure for concluding publishing agreements with authors, agreements and employment agreements (contracts) for the performance of printing and design work; economics of publishing; consumer demand, state and prospects for the development of literature sales markets; current systems of remuneration for employees of editorial and publishing departments; Copyright; the procedure for calculating royalties and payment for work performed under contracts and employment agreements (contracts); the procedure for preparing manuscripts for production and proofreading for publication; printing production technology; procedure for licensing publishing activities; labor organization; labor legislation; rules and regulations of labor protection.

Requirements for the qualifications of a department head

3) Qualification requirements.

Higher professional education and work experience in the specialty, including in management positions, for at least 5 years.

General provisions

1. The head of the unit belongs to the category of managers.

2. A person with a higher professional education and work experience in the specialty, including in managerial positions, of at least 5 years is accepted for the position of head of a department.

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

4. The head of the department must know:

• legislative and regulatory legal acts, guidance materials defining the main directions of the relevant sector of the economy, science and technology;
• resolutions, orders, instructions, guidelines and regulatory materials of higher authorities relating to editorial and publishing activities;
• best practices in publishing activities of similar enterprises, institutions, organizations;
• domestic and foreign achievements of science and technology in the relevant field of knowledge;
• the procedure for developing plans for the publication of literature, schedules for editorial and production processes of publications;
• the procedure for concluding publishing agreements with authors, agreements and employment agreements (contracts) for the performance of printing and design work;
• economics of publishing; consumer demand, state and prospects for the development of literature sales markets;
• current systems of remuneration for employees of editorial and publishing departments;
• Copyright;
• the procedure for calculating royalties and payment for work performed under contracts and employment agreements (contracts);
• the procedure for preparing manuscripts for production and proofreading for publication;
• printing production technology;
• procedure for licensing publishing activities;
• labor organization;
• labor legislation;
• rules and regulations of labor protection, safety, industrial sanitation and fire protection.

5. In his activities, the head of the unit is guided by:

• legislation of the Russian Federation,
• Charter of the organization,
• this job description,
• Internal labor regulations of the organization.

6. The head of the department reports directly to __________ (specify position).

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

Job responsibilities of the head of the department

Head of department:

1. Manages the editorial, publishing and production activities of the division.

2. Organizes the editing and publication of literature (scientific and methodological, as well as information and regulatory materials), exercises control over the scientific and literary content of publications and the quality of their artistic and technical design.

3. Analyzes the state of demand for published literature in order to ensure its competitiveness in the market, increase the profitability and profitability of publications.

4. Taking into account consumer requests and market conditions, draws up draft long-term and annual plans for the publication of literature in accordance with thematic areas of work of the enterprise, institution, and organization.

5. Manages the development of plans for editorial and preparatory work, production and financial plans, schedules for the editorial and production processes of the publication.

6. Monitors the deadlines for submitting manuscripts, preparing them for typesetting and processing proof proofs, and over the fulfillment by printing enterprises of schedules for typesetting, printing and production of editions.

7. Organizes the timely execution of publishing agreements with authors and agreements (contracts) with external department managers, reviewers, artists and other persons involved in the execution of works on the publication of literature, the conclusion of agreements and the execution of orders for the performance of various printing and design works by third-party organizations.

8. Monitors the correct preparation of documents for payments for work performed, the establishment of royalties and the amount of payment to freelance workers.

9. Approves the denominations and circulations of publications, taking into account the state and prospects for the development of their sales markets.

10. Prepares documents for licensing publishing activities.

11. Organizes timely material support for the production activities of the unit, work on advertising and selling published literature, accounting for the implementation of concluded contracts.

12. Analyzes, on the basis of accounting data, the financial and economic activities of the department, implements measures to reduce the processing time for manuscripts, economically spend funds when publishing literature, and improve the quality of printing execution.

13. Manages the employees of the unit, takes measures to ensure their compliance with internal labor regulations.

14. Presents proposals for rewarding or imposing penalties on subordinate employees, promotes the improvement of their qualifications.

15. Complies with the internal labor regulations and other local regulations of the organization.

16. Complies with internal rules and regulations of labor protection, safety, industrial sanitation and fire protection.

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

Rights of the head of the department

The head of the department has the right:

1. Act on behalf of the organization, represent its interests in relations with all structural divisions of the organization, as well as other organizations on economic, financial and other issues.

2. Conclude, amend and terminate employment contracts with employees in the manner and on the terms established by the organization’s Charter, the Labor Code of the Russian Federation, and other federal laws.

3. Request from the structural divisions of the organization and independent specialists the necessary information about the work of the organization.

4. Independently make decisions on rewarding distinguished employees and on bringing violators of production and labor discipline to financial and disciplinary liability.

5. Demand that employees perform their job duties and take care of the property of the employer and other employees, and comply with the internal labor regulations of the organization.

6. Other rights established by current labor legislation.

Responsibility of the head of the department

The head of the department is responsible in the following cases:

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

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

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

Job description for the head of a department - sample 2020. Job responsibilities of the head of the unit, rights of the head of the unit, responsibility of the head of the unit.