Every employer is well aware of the importance of securing the employee’s labor duties, the scope of his professional responsibility. For this, the organization develops job descriptions for various positions. There are a number of important points to consider, because the job description is part of the labor agreement.
Part of an employment contract
The instructions are not always given due importance, but in vain: they are a mandatory and, in fact, the most serious part of the labor agreement between the employee and the employer.
Most often, a separate contract is not signed by the parties, they agree on the conditions verbally and fasten the agreement with an order for employment, as required by law. Labor legislation is quite serious about protecting the rights of an employee: they cannot be charged with duties that are not related to an employment contract. That is why it is advisable for the employer to record what and how the employee should perform.
The best way to clarify the employee’s job responsibilities is to write job descriptions for him. The lead specialist functions are different from the duties of a specialist without a category.
Job description structure
The form of such an important document is approved at the state level and is fixed in the qualification handbooks.
The legislator has provided several mandatory sections:
- general standards;
- labor duties;
- rights;
- measure and conditions of liability;
- what the employee should know;
- skill level;
- interactions within the organization.
Functional duties should contain a detailed description of those labor duties that are assigned to the employee. If the instruction is written for a public servant, then it is necessary to include the norms of special legislation and special requirements for the candidate.
For example, the job description of the leading specialist of the administration of the urban settlement should contain an obligation to file an income statement annually .
Extensive professional category
In the qualification guides, the legislator identified several categories of personnel:
- Leaders
- Professionals
- specialists;
- technical employees;
- workers.
Types of work and positions are assigned to different categories depending on the level of education and the area of responsibility of employees.
Specialist is the most extensive category, which includes employees of various fields and specializations. In addition, the approved directories allow you to vary the name of the posts with the help of auxiliary words, for example, senior specialist, specialist in (area of activity).
Leading specialist - who is he?
Within a separate category, employees are ranked according to the level of qualification and professional experience. The professional level is usually determined by the results of certification, after which the employee is assigned the so-called category.
Qualification guides provide for specialists:
- the second category is the initial one;
- first category;
- Leading Specialist.
Remuneration is tied to categories: the higher the category, the higher the salary. Thus, the job descriptions of the leading specialist do not contain the functions of a leader, but include skilled work and a large measure of responsibility.
For example, the instruction of a leading specialist in personnel may include functions such as methodological support for training employees or coordinating the actions of department specialists during personnel certification.
Development of job descriptions - who should be assigned?
For a small staff, both the direct supervisor and the personnel specialist can develop instructions. If the staff is bigger, then the personnel management department is usually involved in the development of these documents.
The job descriptions of the leading specialist include work requiring higher qualifications, with a methodological and coordination direction.
The developed job descriptions are signed by the immediate supervisor, agreed by the lawyer, labor protection engineer, personnel specialist and approved by the head of the enterprise.
Functional Responsibilities
Responsibilities are an important component of an employment contract between the parties. A leading specialist and a specialist of category 2 may be required to perform similar types of work. Taking into account more professional experience and qualifications, it is advisable for a leading specialist to entrust more complex or non-standard work.
Functional duties and official duties are, in essence, synonyms, various definitions of the sphere of labor activity of an employee. In a variety of job descriptions, qualification guides in various fields will help you to navigate.
A leading specialist and a novice specialist can be adjusted to the same scope in the scope of work, but it makes sense to take advantage of the professional qualifications of the former, entrusting him with more complex functions.
Job description of a leading specialist of housing and communal services: sample
Consider, for example, the instruction template of a leading specialist working in the housing and utilities sector.
Below will be the job description of a leading specialist in debt collection for housing and communal services.
1. General Provisions
- The leading specialist in collecting debts for housing and communal services (hereinafter - the leading specialist) belongs to the category of "Specialist".
- A person with an incomplete higher education (bachelor), with minimal or no work experience requirements, is appointed to the position of a leading specialist.
- A leading specialist is hired and resigned from her by order of the director (name of organization).
- In his work, a leading specialist is guided by laws, regulations, orders (specify in detail).
2. Responsibilities of a leading specialist
- Provide continuous monitoring of charges and payments to consumers for housing and communal services.
- Timely take measures to collect the resulting debt for the payment of housing and communal services.
- Monthly report on the results of the work done, etc.
3. Rights
Leading specialist has the right:
- submit suggestions for improvement to the management for consideration;
- take part in the discussion of issues relating to him, etc.
4. Responsibility
For failure to perform or improper performance of duties prescribed by the instructions, the leading specialist is responsible in accordance with the law.
5. Qualification requirements
Incomplete higher education (bachelor), work experience as a specialist in category 1 - at least 1 year.
Must know:
- Legislation in the field of housing and communal services.
- Charter of the enterprise, collective agreement, orders for the enterprise, etc.
6. Interactions
The leading specialist interacts with accounting, the sales department, the legal sector, the logistics department and other departments of the enterprise.
Signature of the head (full name)
Agreed:
Head of Legal Sector
signature (full name)
Familiarized:
signature (full name)
What to look for when developing instructions
The development of job descriptions is a fairly responsible process. In order not to correct it later, it is necessary to pay attention to several important points:
- Position names must match the classifier of professions
- functional responsibilities are indicated in detail, with maximum compliance with the actual work;
- typical sections of the instructions must be observed;
- it is advisable to leave the list of interactions with departments open, especially in large corporations.
The job descriptions of the leading specialist contain an expanded list of functions and additional requirements for the employee.
Carefully thought out and correctly executed job descriptions can greatly help the employer in difficult times, and for the employee - to clarify and limit his area of responsibility.