IT of the organization. What is ITR? Engineering and technical worker: list of positions

(
abbr. ITR
) - a representative of the technical intelligentsia at enterprises of the real sector of the economy, occupying, for the most part, primary responsible and leadership positions in the management hierarchy: technician, engineer, foreman, technologist, shop mechanic, shop power engineer, shop manager, production dispatcher, engineer auxiliary services and departments, head of supply/sales, head of a garage or transport workshop, etc. - a person subordinate to whom there are from 2 to 100 workers.
Less commonly, as well as belonging to the social group of engineers
, include such top managers of the enterprise as the chief power engineer, chief mechanic, chief technologist, CIO, CTO, chief engineer.

Linguistic declinations

: engineers, engineers, engineers, engineers.

Sometimes spelled as engineering and technical personnel

(ITP), which is not entirely correct from the point of view of the definition and understanding of the term “personnel” - it is interpreted more broadly than the definition of the social group of engineering and technical personnel.

Worker groups

Decoding ITR suggests that there are quite a lot of professions related to this abbreviation. Basically, such employees are very much needed in the industrial sector. Engineering specialists participate in the creation of material benefits for society of various types. There are several groups of such workers, which are divided based on activities, tasks assigned to company employees, and other factors.

1. Designers. The main area of ​​activity of these workers is the development of drawings and specialized design documentation.
2. Technologists. These employees are engaged in describing the technological processes occurring at the enterprise, as well as developing technical documents.
3. Economists. Their scope of activity includes carrying out various calculations and analyzing the economic activities of the company.
4. Organizers. Their functions include solving all organizational issues of the company.

Who else is in this category?

And who else belongs to the IT workers? The list of them is quite long. It should include the heads of agencies, airports and airfields, power plants, elevators, waterworks, boiler houses, ventilation, treatment facilities, depots, trains, substations, shifts, water pipelines, transportation, loading and unloading operations, piers and moorings, transport, workshops (buildings ), factories, startup works, etc.

In addition, engineering workers are those who hold positions of heads of archives, offices, sections, managers of departments and sections, and group leaders. In addition, these are foremen, foremen, foremen, etc., commanders and captains.

As for engineering specialists, this abbreviation is applicable to a huge list of positions - agronomists, architects, administrators, arbitrators, biologists, accountants, auditors, doctors, surveyors and geologists, duty officers and dispatchers, engineers, cartographers and inspectors, standard setters, operators, programmers and translators, editors, surveyors, sociologists, pharmacologists, commodity experts, artists, energy specialists and legal advisers. This list is very extensive, and there is no point in presenting it in full in this short article.

Qualification

What is ITR? These are, first of all, qualified employees capable of solving the tasks assigned to them. These may include specialists who have not received higher education, but have achieved a high level of professional skills. Among them may be workers with secondary technical education and many others. Each employee has his own qualification level, based on this, he can be assigned a rank.

So, for example, what is technical technical equipment of the 9-12th category? This is an employee who has received high qualifications and knows all the nuances of his work, but without education or, conversely, with higher education, but lacking sufficient professionalism. The 13-15th categories are received by employees with higher education and high qualifications. But only those workers who are involved in the production process itself and occupy high positions in the company can receive the 16-18th category.

Why do you need engineering and technical personnel?

It is this category of specialists who develop new technological processes, reduce production costs, develop techniques, invent new equipment, in other words, they move production to the global competitive market.

An employee who knows all the intricacies of work, is able to create new things and bear responsibility for his decisions can become an engineer and technical worker.

An important component of the staff of many organizations is engineering and technical personnel. Both employers and the representatives of engineering and technical workers themselves should know who belongs to the engineering and technical personnel, and what they are. It should also be understood that the criteria for determining engineering and technical personnel and the list of positions that are included in it may differ very significantly from enterprise to enterprise due to the peculiarities of the legal regulation of this category of employees.

Responsibilities

What technical engineers are will become clearer if we consider their responsibilities at enterprises. Probably the most important function of such an employee is the development of new, more efficient technological and production processes and measures for their implementation. These specialists develop and establish a work plan, determining the sequence of actions that will help achieve the required results.

In addition, specialists are developing new methods for monitoring the conformity of the quality of work or products, and filling out technical documentation. The work of engineers includes ensuring the uninterrupted operation of production. They develop and implement new technologies, monitor the condition and serviceability of equipment in production, and carry out its adjustment and maintenance.

Engineering and technical staff

Attention

According to the Qualification Directory of Works and Professions, as well as the Unified Classifier of Professions, there are three categories of employees. The first is represented by managers, the second by specialists, and the third includes all the rest, called other types of employees or technical performers. In another regulatory document called the Unified Nomenclature of Employee Positions (the date of approval of which is 1967), these same employees are divided according to the nature of their activities into categories, and within each of them into groups.

What categories does the concept of engineering and technical personnel include? Engineering workers are anyone who can be classified as managers, specialists or technical performers. The category of managers includes those who manage both the entire organization and its individual services and divisions, as well as the latter’s deputies.

Labor rationing

Many production issues directly depend on the process of rationing employee labor. These issues include the work system and structural improvement of management personnel. If the labor efficiency of engineering staff increases, the level of costs for maintaining these employees decreases.

But there are difficulties here, because IT personnel are primarily people who work mentally, not physically, so it is very difficult to measure or observe their activities. Since these specialists are more paid, determining wages, resource costs, etc. will help to significantly reduce the company’s financial losses on their maintenance.

Who belongs to aup and who belongs to itr? for example, a foreman in a workshop?

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 the 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).

Salary

How much a specialist working as an engineer will receive depends on the effectiveness of his work and the level of qualifications obtained. This may also be influenced by working conditions. Basically, management determines a clear salary corresponding to the employee's qualifications, but sometimes these figures can change depending on the profitability of the company.

If we consider the payment of engineering and technical workers in construction, then most often floating salaries are used here, which are revised monthly depending on the effectiveness of the work performed by the employee. As for bonuses, many companies apply such incentive manipulations to employees, but the amount of bonuses is usually kept at half the specialist’s salary.

Engineering and technical personnel - who are they?

Russian legislation practically does not provide for a direct classification of various categories of personnel. The only regulatory document regulating this aspect of work in general cases is the unified tariff and qualification directory of professions for blue-collar workers. However, engineering and technical personnel can be classified as both workers and employees, depending on specific circumstances.

The general definition of the concept of engineering and technical personnel can be expressed as follows - these are employees who perform various works to maintain the material and technical equipment of the enterprise itself and ensure the effective operation of the employer’s property by other categories of employees. In addition, engineering and technical personnel may also include employees of innovative management in the field of R&D, involved in the development and implementation of innovative equipment from an engineering and design point of view.

Accordingly, the key criteria for engineering and technical personnel are the following features of the work of such employees:

• The direct task of engineering and technical workers is to maintain and repair the employer's property, as well as development or design activities within the enterprise.
• The activities of engineering and technical personnel are auxiliary and do not bring direct income to the organization. Accordingly, the focus of the activities of engineering and technical workers is focused specifically on meeting the needs of the organization, and not its clients.
• Engineering and technical personnel are not directly involved in the conduct of production activities or the provision of services.

Due to the lack of direct and precise legislative regulation, engineering and technical personnel in the personnel structure of an enterprise may also belong to the following categories of employees:

The employer has the right to classify individual employees into several categories of personnel at the same time. However, one should take into account possible conflicts that may arise in connection with such a method of organizing work, which should be provided for in advance in regulatory documents.

Provisions

The engineering and technical worker is a manager and directly reports to the technical manager. To obtain a position, an employee must obtain the required work experience at a hazardous production facility or a certificate confirming the certification of technical engineers in industrial safety.

If an employee is absent due to illness or vacation, his duties are performed by a person appointed by management who has received the necessary qualifications and knows all the company rules. This employee is required to work according to a clear plan certified by senior management. In addition, he must submit monthly progress reports to the manager to whom he directly reports.

Who belongs to the engineering and technical personnel (transcript)?

Engineering and technical personnel include the following employees:

1. Management personnel
   . This category includes employees involved in enterprise management, heads of services and structural divisions.
2. Specialists.
   EKS (Unified Qualification Directory of Positions of Managers, Specialists and Other Employees) identifies:

• Specialists engaged in agricultural, fishing, logging work;
• Specialists working in engineering, technical and economic fields;
• Public education staff;
• Workers of culture, art and science;
• Medical employees;
• Legal staff. technical workers.

Rights

The employee has the right to receive all social guarantees provided for by law, as well as to receive workwear for engineering and technical personnel. He can be at any time in the production area that is within his competence. He has the right to familiarize himself with all the documentation necessary for him to perform his official duties. He has the right to demand that employees subordinate to him maintain all equipment and devices in good condition.

He has the right to take part in inspections, investigations of industrial accidents, etc. In addition, he can offer management incentives or penalties for individual employees who have excelled in their work. He may take part in meetings, general meetings and other events where issues relating to his competence and responsibilities are raised. He also has the right to improve his qualifications and demand assistance from his superiors in matters that he cannot solve on his own.

Who belongs to the engineering and technical personnel - list of positions

A specific list of engineering and technical personnel positions is not established by legislative acts and other national regulations. Therefore, the employer can independently establish his own list of positions for those employees who belong to engineering and technical personnel, without any restrictions, as well as otherwise regulate the activities of these employees and the use of such a division of personnel into categories. However, most often certain categories of workers are classified as engineers:

• Utility workers.
  Workers who take care of communications at the enterprise, plumbers, electricians, most often belong to engineering and technical personnel.
• IT workers.
  System administrators, as well as other categories of workers in the field of information technology, are considered engineering and technical personnel, at least if they do not provide services to third-party clients, but work directly to meet the needs of the organization itself.
• Repair and maintenance personnel.
  All specialists involved in maintaining the property of the enterprise as a whole, as well as its repair, often fall into the category of engineering and technical personnel.
• Employees of research and development and design departments and bureaus.
  These workers involved in the development of new equipment or other systems for the needs of the enterprise are also clearly included in the category of engineering and technical personnel.

When engineering and technical personnel are needed and features of regulation of their activities

Employees who belong to engineering and technical personnel are not always necessary for all enterprises without exception. In particular, for small business entities, the employer can completely do without this category of employees. The resolution of certain issues, including within large enterprises, can be achieved by involving workers in mechanisms or concluding agreements with other service organizations.

If engineering and technical personnel are on the staff of the organization, the employer should take into account the specifics of regulating the labor of such workers. In particular, with regard to repair personnel, progressive methods of the remuneration system involve the use of bonuses in the absence of breakdowns as a reward. However, payment systems for such employees are an extremely destructive method of organizing work.

If employees are primarily engaged in innovative activities, then, on the contrary, the most effective remuneration will be, including one tied to the total size of the salary fund, which will maximize the productivity of staff - after all, the more income innovation brings, the larger the salaries of employees will be.

Requirements for engineering and technical personnel imply, first of all, that they have the necessary qualifications and education. Most often, this category of employees must have either higher or professional technical education.

Labor standards for engineering and technical workers (E&T) and employees are necessary for the correct calculation of their number, the objective distribution of responsibilities between employees, the growth of their labor productivity, and objective conditions for material incentives.

To engineering and technical workers

include employees organizing the production process, technical, economic and managerial management. It is necessary to distinguish between engineers and specialists. The basis for classifying workers as engineers is the position they hold (engineer, technician, agronomist, livestock specialist), and not education, so they also include practitioners who do not have a special education.

Specialists

— these are workers who have completed higher and secondary specialized education. They can be either engineers or employees.

Specialists include workers engaged in engineering, technical, economic and other work; employees include employees who prepare and process documentation, accounting and control, and business services (secretaries, commandants, clerks, cashiers, timekeepers, forwarders, etc.).

Taking into account the peculiarities of the work of engineers and employees, their work is normalized using various methods of analytical standardization of the labor intensity of work and the number of performers. The choice of standardization method depends on the complexity of the work performed, the variety of methods and approaches to solving problems, and the repeatability of the work. Accordingly, three groups can be defined:

1. Works that do not require great creative effort and are characterized by a small variety of operations performed

They require precise implementation of the established procedure, rules, methods, instructions, standards (for example, shorthand, office work, accounting operations, detailing and copying documents, their execution and reproduction, calculations according to a given program). Time standards for these works are established using analytical methods.

Let's consider how the work of a contractor is regulated to create a piecework order for work performed at an industrial enterprise.

Example 1

Creating a work order for completed work contains a number of sequential actions (algorithm; see diagram).

When performing work to create a work order, the contractor must act according to an algorithm. Knowing the initial data (number of workers), you can estimate the labor intensity of this work. Considering that the contractor also performs other work, for which there are also prescribed algorithms, we can calculate the total labor intensity and, accordingly, determine the number of contractors in the enterprise.

2. Jobs that require creative work

These works represent not only technical activities (preparing materials, design, drawing up diagrams and calculations), but also creative ones - studying various materials and finding solutions to problems. These are design, calculation, design, planning and other works.

The first part is normalized using analytical standardization methods, the second - creative - part is impossible to normalize using these methods. The following applies to them:

• method of analogies by categories of complexity of work performed;
• expert method;
• method based on typical representatives.

So, the analogy method

consists in the fact that previously developed topics, designs and technological processes are divided into the simplest elements of work, for which the actual time spent is recorded. When rationing the labor intensity of development, the time value is taken from analogues and adjusted (tightened) taking into account the growth in labor productivity.

Practice shows that up to 50-60% of designs and their manufacturing technology are repetitive elements of work.

For your information

The complexity of that part of the work that has no analogues is calculated using conversion factors that take into account the complexity and originality of the work. Conversion factors are established primarily using the expert method.

To standardize the labor of designers and technologists, the analytical-calculation method

, which is carried out in two stages.

At the first stage, when issuing the work to the designer (technologist), only the type of work is indicated and an approximate time standard is entered. This is necessary in order to calculate the employee’s monthly workload plan.

At the second stage, when the work is completed, quantitative and qualitative rationing of labor costs is carried out. Quantitative assessment answers the question of how many standard 1A4 formats fit in the finished drawing. A qualitative assessment allows you to classify a drawing into a certain complexity group.

Let's consider an example of rationing the work of designers at a machine-building enterprise.

Example 2

All products developed by designers are expertly divided into four groups:

1. simple products;
2. products of medium complexity;
3. complex product;
4. product modernization.

Regardless of the complexity, the development of each product consists of a number of successive stages:

For each group of products at each stage, based on the actual time spent, the time standard is determined (Table 1).

Table 1

Table of preliminary production rates for the development of a new product, h

Based on this table, the workload of each designer is calculated, the release date of the product is determined, and the need for design bureau employees is determined.

3. Management work

,
including the work of heads of departments of the management apparatus.
Labor is the most difficult to regulate. A method is used to determine the number of employees based on controllability standards and management functions.

Controllability rate

- this is the number of people who are directly subordinate to the manager.

The optimal controllability rate is 7 people. This is due to the peculiarity of human RAM to store information about seven unrelated objects.

In real life, the controllability limit can reach 40 people. It depends on the abilities, experience of the manager, the uniformity of the tasks performed and many other factors, for example:

● type of activity of the organization;

● location of management objects (due to the geographical location of branches or departments of an organization, in some cases it is impossible to achieve optimal controllability indicators);

● qualifications of employees (the level of control over the activities of employees depends on their skills and motivation);

● type of organizational structure (hierarchical, matrix, project);

● level of standardization of tasks;

● level of automation of activities, etc.

It is important for an enterprise to determine the total number of employees for each function. It is calculated using correlation analysis methods, which take into account the influence of the most significant factors on the labor intensity of work on a given function.

The number of managers by functional responsibilities for implementing basic management functions can be calculated according to the data in Table. 2.

table 2

Determining the number of managers

Explanations for abbreviations in table. 2:

K y - the total number of managers at different levels;

M p - number of jobs in primary production;

Kpr - the number of workers in the main production;

K st - the number of employees of standardization and certification services;

K new - the number of employees involved in the development and implementation of new technologies and equipment;

To otk - the number of employees of the technical control department;

K SPP - the number of workers in the production preparation service;

K otiz - the number of employees in the remuneration department;

K pp - the total number of industrial production personnel;

K op - number of employees in the production technical support department;

Ch sp - number of independent structural divisions of the enterprise, units;

K peo - the number of employees of the economic planning department;

K book - the number of employees in the accounting and financial departments;

M - number of names, standard sizes and articles of materials, semi-finished products, purchased products, units;

K ok - number of personnel training service employees;

K OHS - the number of employees in the occupational health and safety department;

K d - number of employees in the office and business services department;

D - annual document flow, units.

The total number of independent structural units, their deputies and assistants, which are directly subordinate to the first manager, is calculated by the formula:

H sp = 7.78 + 0.00019 × K ppp.

Note!

These calculation methods were developed in a planned economy and were used at large industrial enterprises. Therefore, in modern conditions they can only serve as a rough guide.

Example 3

Using the methodology presented above, we will calculate the number of management personnel.

The initial data are presented in table. 3, calculation results are in table. 4.

Table 3

Determining the number of managers based on management functions

Table 4

Number calculation