All work at production facilities must be carried out in compliance with industrial safety rules. Enterprises develop special documents that describe the procedure for carrying out technological processes and the duties of the personnel who carry them out.
This document is production instructions, the content of which is established by the Federal Norms and Rules (FNP).
For which objects is the development of production instructions mandatory?
Production instructions are developed at enterprises engaged in construction (meaning both the construction of an object and its reconstruction, conservation, technical re-equipment, operation or liquidation) of such objects as:
- HPF (hazardous production facilities).
- Power industry.
- Operating electrical, thermal installations or networks, as well as hydraulic structures.
- Manufacturing or repairing (including installation, adjustment, maintenance work):
- technological equipment used at hazardous facilities;
- vehicles transporting hazardous substances.
When developing production instructions take into account:
- qualification requirements (sources - directories, standards, etc.);
- features of technological processes of production.
Instructions are intended for workers, are stored at enterprises at workplaces and can be issued to an employee against signature.
For staff, knowledge of production instructions is a must!
Checking knowledge of production instructions
Certification of employees, during which knowledge is tested on:
- general industrial safety requirements;
- special issues that relate to the competence of the employee;
- energy security requirements;
- safety requirements of hydraulic structures -
carried out before the admission of employees to independent work at the facility.
Contents of the production instruction
The text of the production instruction may differ at each specific enterprise, depending on its specifics, type of work, technological processes, etc.
- General information.
- Passing instruction, testing knowledge.
- Communication with other workplaces.
- Duties of the employee, as well as his rights and responsibilities.
- Notes on the acceptance and delivery of the shift.
- Description of the specific workplace, equipment installed, materials used.
- Technological scheme of the technological process.
- Records of equipment start and stop.
- Possible deviations from the normal course of the technological process, methods for solving problems.
- Equipment emergency stop marks.
- Rules for safe work.
The text part of the instruction may be accompanied by diagrams and drawings, for example, technological diagrams, etc.
The document is approved by the head of the enterprise or organization responsible for the operation of the facility.
17.1. At the production site there must be:
A) job descriptions for all employees, specialists, engineering and management staff;
b) instructions on specialties for employees of all professions of the enterprise;
c) instructions for the types of work performed.
17.2 Instruction on labor protection - a normative act that establishes the requirements for labor protection when performing work in industrial premises, on the territory of the enterprise, on construction sites and in other places where these works are performed or official duties are performed.
Labor protection instructions can be typical for employees of enterprises, sites and a particular workplace.
17.3. Labor protection instructions can be developed both for workers of certain professions and for certain types of work.
17.4. Instructions for workers engaged in blasting, maintenance of electrical installations and devices, hoisting machines, boiler plants, pressure vessels, and for other workers whose labor safety requirements are established in intersectoral regulations on labor protection, approved by supervisory and controlling bodies of the Republic of Kazakhstan are developed on the basis of these acts and approved in the manner established by these bodies.
17.5. The requirements of normative acts on labor protection, included in the instructions, must be set out in relation to a specific workplace and the actual working conditions of the employee.
17.6. For new productions being put into operation, it is allowed to develop temporary instructions for employees. Temporary instructions should ensure the safe conduct of technological processes (works) and safe operation equipment. The same requirements apply to the development of temporary instructions as to the development of permanent instructions for employees. Temporary instructions are developed both by profession and by type of work for a period until the acceptance of these industries for operation by the state acceptance commission.
17.7. Instructions for employees are approved by the head of the enterprise after preliminary consultations with the labor protection service, and, if necessary, with other interested services and officials at the discretion of the labor protection service.
17.8. Each instruction must be given a name and a number. The title should briefly indicate for which profession or type of work it is intended.
17.9. Checking instructions for workers by profession or type of work for compliance with their requirements of current state standards, safety rules, sanitary norms and rules, hygiene standards should be carried out at least once every 5 years, and for professions and types of work associated with increased danger - at least once every 3 years. If necessary, proposals for their updating are developed.
Before the expiration of the specified periods, the instructions are revised when legislative acts, state standards and other regulatory documents on labor safety are changed.
Development of Production Instructions! Full Schedule!
By order of higher authorities; when introducing new equipment and technology; according to the results of the investigation occupational injury, accidents, disasters; when changing the standard instruction; when changing the technological process or working conditions, as well as when using new types of equipment, materials, apparatus, fixtures and tools.
Responsibility for the timely verification and revision of the instructions lies with the heads of the development departments.
If during the above period the working conditions of employees at the enterprise have not changed, then by order (instruction) for the enterprise, the operation of the instruction for employees is extended for the next period, which is recorded on the first page of the instruction (the “Revised” stamp is put, the date and signature of the person responsible for reviewing the instructions).
The heads of enterprises provide instructions to all employees and heads of interested departments (services) of the enterprise.
17.10. The issuance of instructions to the heads of departments (services) must be carried out by the labor protection service with registration in the journal for issuing instructions.
17.11. The head of the subdivision (service) of the enterprise must constantly keep a set of instructions in force in the subdivision (service) for employees of all professions and for all types of work of this subdivision (service), as well as a list of these instructions approved by the head of the enterprise.
17.12. Each site manager, foreman, etc. there should be a set of current instructions for workers employed in this area, for all professions and types of work.
17.13 Instructions to employees can be handed out, against signature in the briefing log for study during the initial briefing, or posted at workplaces or areas, or stored in another place accessible to employees.
Publication date: 2015-10-09; Read: 2521 | Page copyright infringement
I consider my most valuable quality to be the ability to arouse enthusiasm in people and develop what is best in a person by recognizing his merits and encouraging him. (Charles Schwab, American manager)
ISO 9000 Work instructions
Askarov E.S. Associate Professor KazNTU named after. K. Satpaeva
Work instructions represent the third (lower) level of quality system documents. These instructions describe step by step how a specific simple operation of manufacturing, assembling, installing equipment, maintaining it in working condition, etc. can be carried out.
The work instructions also state how product quality can be controlled, what means can be used, what measuring equipment can be used, etc.
Organizational standards (company standards) are mainly used as work instructions. Here it should be noted that according to the law "On technical regulation", which came into force in Kazakhstan in 2005, the implementation of standards becomes voluntary, the state will exercise control over the safety of products for the health of consumers through technical regulations. Companies will be able to manage their own economic activity, guided by the interests of their business, for this it is necessary to be able to draw up their own regulatory documents, their own standards, the number of which will increase significantly. When drawing up standards, it is necessary to be guided by the requirements of the standard ST RK 1.5 - 2004. " General requirements to the construction, presentation, design and content of standards.
The main standards of organizations:
1. Production of project products
The organization shall establish, plan and maintain processes life cycle design products:
— marketing,
- analysis of contracts,
– development of a project for the production of design products,
— purchases related to the production of project products,
— production of design products,
- sales of products.
2. Production of engineering services (installation, design work)
3. Standards for regulating the implementation of auxiliary processes of the QMS
3.1. Resource management
It is used in the process of managing resources required in the main production. Resources are:
- people (staff)
— infrastructure (buildings, working space, communications),
- suppliers and partners,
natural resources, raw materials,
- equipment, tools, means of production, etc.
3.2. Process and Product Evaluation Metrics
It is used to evaluate products, their production processes and auxiliary processes in the QMS. Metrics are documents with information about the current state of an object and a forecast for the future.
Types of metrics:
A) marketing metrics,
B) Project metrics: c related to the policy of the organization, financial metrics, labor and time metrics, metrics on product defects in the production process,
C) End product metrics: n design products, engineering services, software products,
D) Metrics of quality management processes: o general metrics of quality management processes, customer satisfaction metrics.
Indicators in metrics are evaluated on the basis of a point, absolute or relative system:
- absolute units (for example, hours, tenge, kW, etc.)
— relative units- for example, as a percentage, etc.
The choice of tool for visualizing the characteristics of products and processes depends on the creativity of the organization, and best of all it should be computerized documents in EXCEL format.
The simplest metric is a summary of indicators according to some criteria that determine the effectiveness of work for a certain period - a year, a quarter, a month.
Example. The enterprise produces wallpaper, to determine the efficiency of work, a metric of product quality indicators is compiled, three types of products are taken - wallpaper "Sail", "Shugla" and "Arman". The data is taken for the year quarterly.
Table 1 shows sales data for the year (thousand tenge), table 2 shows data as a percentage. The figure shows a graph of annual indicators, it is clearly seen that the best dynamics for Shugla products, the sales level is constantly growing and occupies a large part of the annual balance.
4. Organizational standards detailing the implementation of life cycle processes
The organization has the right to independently determine the depth and detail of the description of the processes. If a more detailed description of any LC process is needed, a separate standard can be developed for this process.
Standards:
contract analysis,
Purchasing management,
Calculation of the reliability of designed objects,
Process control, etc.
5. Regulations on divisions and job descriptions
Regulations on subdivisions should have the following structure:
- appointment of the unit
- what documents are guided by
- who approves the organizational structure
- who appoints employees
- Who do employees report to?
2. The main tasks of the unit
3. Functions of the unit
4. Structure of the unit and organization of work
5. Rights and general duties employees
6. Responsibility of employees
7. Interaction with other divisions and external organizations.
Job descriptions have the following approximate structure:
General provisions
- who is appointed and dismissed from office
- who is appointed (level of education, experience, qualifications)
- who obeys
- who is in charge
- who replaces in the absence
- what should you know
- what documents to follow
2. Purpose of the position
3. Job responsibilities
4. Rights and powers
5. Performance and efficiency indicators.
Head of Information Support and Technical Policy Department.
General provisions
1.1. The head of the department of information support and technical policy reports directly to the Technical Director of the open joint-stock company Kazzheldortechnika (hereinafter - the Company).
Guided in its activities by the current legislation of the Republic of Kazakhstan, the Charter of the Company, the Regulations on the Department of Information Support and Technical Policy, other local and acts of the Company and this job description.
A person with a higher technical education and work experience in the field related to the activities of the department for at least 3 years is appointed to the position of head of the department of information support and technical policy.
The head of the information support and technical policy department must know the provisions of the Charter of the enterprise, the Laws of the Republic of Kazakhstan "On technical regulation", "On ensuring the uniformity of measurements", "On labor protection", "On labor", other legislative acts of the Republic of Kazakhstan, the Provisional charter railways Republic of Kazakhstan, other guidelines in the field railway transport and this job description.
Responsibilities
2.1 Development of quarterly and annual plans, generalization of measures for the comprehensive development of the Company and control over their implementation.
2.2. Ensuring the development and reconstruction of existing industries.
2.3. Supervising the timely installation and commissioning of new equipment.
2.4. Control over compliance with the Law of the Republic of Kazakhstan "On labor protection", Rules and instructions for labor protection and safety of railway workers.
2.5. Control over the introduction of new equipment, advanced technology, preparation of the economy for work in winter conditions.
2.6. Compliance with the regime of secrecy and the implementation of the necessary measures to protect classified official information from disclosure.
2.7. Methodological, legal and Information Support branches of the Company.
2.8. Ensuring and organizing work on the implementation of a system for automating container transportation and accounting for the container fleet by numbers.
2.9. Preparation of proposals for the adjustment of existing accounting and reporting forms.
Production instruction???
2.10. Bringing operating costs in line with the actual volume of work.
2.11. Development and control of uniform reporting forms for all indicators.
2.12. Participation in the development of draft agreements on issues related to the scope of the department, development of draft orders, orders and other acts of the Company.
2.13. Consideration of appeals government agencies, letters, statements from legal entities.
2.14. Organization of control over the state of labor and performance discipline by the employees of the Department.
2.15. Making suggestions for optimization organizational structure Society.
2.16. Ensures the implementation and implementation of the requirements of the quality management system in the department.
3.1. The head of the department has the right to give instructions to the branches of the Company on issues within the scope of the department.
3.2. Require reference information and reporting from the involved employees of the branches on issues within the scope of the department.
3.3. Sign internal documents with the consent of the Company's management.
4. Responsibility
4.1. The head of the department is responsible for:
- improper performance of their duties;
- the quality of work performed in accordance with job responsibilities;
— the correctness and completeness of the use of the submitted rights;
- Ensuring the fulfillment of planned targets assigned to him and his subordinates;
— non-observance of obligations in the field of quality and requirements of the quality system;
- low performance discipline;
- non-compliance with internal regulations;
- fulfillment of the tasks provided for by this regulation, current legislation, orders, instructions;
— maintaining the confidentiality of information that is not subject to disclosure.
for damage caused to the Company in case of damage material assets in accordance with the Law of the Republic of Kazakhstan "On Labor in the Republic of Kazakhstan".
— is responsible for the quality of work in accordance with the Regulations on the department, job description, compliance with quality obligations and QMS requirements.
5. Order of appointment, release and replacement
5.1. The Head of the Department is appointed (released) to the position by order of the President of the Society.
5.2. In case of temporary absence (business trip, vacation, sickness), he is replaced by the chief specialist.
I read the instructions and received 1 copy.
Also on the site:
ISO 9000 Quality manual
How to describe and optimize business processes
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Legislation, officially adopted in the modern civilized world, requires that the workplace of every employed citizen meet standards that control safety, as well as protect life and health. The Russian regulatory framework in this aspect is represented by the Labor Code, resolutions adopted by the Ministries of Labor and Education, as well as a number of sectoral legal acts.
Validity of labor protection instructions
safety is very an important area for any enterprise. The main document that controls the entire workflow is the instruction on labor protection. The primary purpose of the above paper is to instruct new employees in the safe performance of their duties.
The conditions contained in the instructions mandatory regardless of length of service and position. If the behavior of a subordinate goes against the instruction on labor protection, then the head of the institution may resort to the last resort - to terminate the contract on labor relations.
Article 81 of the Labor Code of the Russian Federation states that the manager is not obliged to be responsible for the actions of an employee who at least once committed a gross violation of the requirements set forth in the document, which caused serious consequences (accident, industrial injury, etc.).
Subordinates who were instructed by the director of the institution to develop instructions for safe behavior in the workplace, quite often they forget about one important point - The document is only valid for certain period
and then subject to revision. The importance of this procedure is as follows. The regular work of the organization depends on numerous factors: technical wear and tear of instruments and equipment, maintenance, staffing, regular professional development, etc. All these indicators are reflected in the final result.
So, how many years is the adopted instruction on labor protection valid? Current legislation recommends review the document every 5 years. As practice shows, if during this time the enterprise has not undergone global changes, as well as a revision of the standard package of regulatory papers, then you can simply approve the previous instruction on labor protection.
Planned revisions on schedule
Revise and re-check the document regulating a safe environment in the workplace, should be at least once every 5 years. Responsible for the implementation of such actions are the immediate heads of departments.
If during the entire period of validity of the instruction on labor protection there has not been a single emergency event (injury at work, accident and occupational disease), and nothing has changed in the current regulatory framework, then the responsible officials can simply extend the validity of the internal local act by another 5 years.
In what cases it is necessary to make early changes
The occurrence of the following circumstances requires an immediate revision of the document relating to labor protection:
- modernization concerns industry regulations;
- corrections and innovations are made to documents of type value;
- the duty of the employee was to perform other official duties;
- the enterprise is experiencing the introduction of a new work process;
- the performance of standard work duties led to the occurrence of an accident, emergency or professional illness;
- issuance of an order by a representative of the labor inspectorate.
Most of the time, adjustments are required. due to job changes. At the same time, it is necessary to correctly understand the situation: if innovations concern only a class of working conditions, then current document should be left the same. And if the subordinate began to perform other work, for example, he used semi-automatic welding, and now switched to a manual apparatus, then he should be familiarized with the modified instructions.
The introduction of technological innovations naturally entails the adjustment of existing internal local acts. If old equipment is being dismantled, then the head of the unit must necessarily order the preparation and approval of a new document that controls safety and health at the workplace.
Inspector state inspection on labor has the right to point to a revision of the instruction on labor protection, especially if implementation of the technological process led to the onset work injury . The publication of a new document should be preceded by such activities as a thorough analysis of documents, an investigation, etc., because the instruction on labor protection should be a working tool, and not a formal reply for inspection structures.
Procedure for renewal
The revision procedure is not described by the current legislation. The instruction on labor protection is an internal document of the enterprise, therefore it is believed that each manager has the right to establish an individual procedure for the adoption and revision of this regulatory act.
It often goes like this:
- Chiefs structural divisions study the regulatory framework, and then develop and revise the document.
- The HR specialist draws up an order.
- The head approves the above documents.
In order should reflect the names of the instructions that have been affected by the changes.
At the same time, we must not forget that the new document must be brought to the attention of interested parties. In addition, on reverse side instructions on labor protection must place their signatures on the developers of the instructions and heads of departments.
The first page of an extended document cannot do without the following details:
- the date fixing the deadline for making adjustments;
- a stamp reflecting the fact of the revision;
- signature, position held and decoding of the person responsible for the relevance and legality of the document that ensures safety at work;
- validity period of the updated local act.
Article 212 of the current labor law requires that for each citizen starting to perform duties at a new workplace, a set of introductory measures should be carried out: briefing, internship and testing of knowledge related to a safe work process.
Important! An employee cannot be blamed for violating labor protection requirements if the employer did not provide timely familiarization with them.
In Art. 225 of the Labor Code of the Russian Federation sets out the condition that instruction to ensure the safety of the work process, as well as first aid training in the event of unforeseen circumstances, is the responsibility of the employer. Accordingly, if the director of the organization did not bother to comply with the above requirements of the law, then he does not have the right to accuse subordinates of violating the requirements of labor protection instructions.
The briefing, which guarantees the safe execution of the job description, provides for careful familiarization with the following points:
- factors that, in the working rhythm, can harm the life and health of a subordinate;
- options for performing the duties outlined in the job description without receiving any harm;
- requirements of normative acts describing labor protection.
The information specified in the instructions on labor protection is relevant for all citizens with whom labor relations are established on a permanent or temporary basis, business travelers, as well as students undergoing industrial practice.
If the organization is small (less than 50 people) and the staffing table does not include such a position as an occupational safety engineer, then the head has the right to assign duties for the implementation of familiarization to any other employee.
Is it necessary to revise the instructions?
Current legal framework states that the instruction on labor protection should not only be present at every enterprise, but also be relevant.
In the regular standard mode, an internal local act that provides a secure workflow, reviewed every 5 years, and in the event of the occurrence of certain events (emergency, transfer to another position, issuance of an order by the control body, etc.) - as they are implemented.
If an enterprise does not have an instruction on labor protection or does not follow its timely update, then the manager risks paying a fine, the amount of which varies from 5 to 80 thousand rubles.
This video will help to develop an instruction on labor protection for the enterprise.
Validity of the job description
What is the validity period of the job description and how to make additions and changes to it correctly? Thank you.
Dear Olga Anatolyevna, hello! The job description is valid until you cancel or change it. Changes must be made and formalized by an internal order of the organization, in which indicate the approval new edition job description from a specific date. The new edition should Tool It is necessary to issue employees of this position against signature. For help, you can contact the lawyer of your choice on the site. Good luck to you and all the best! WITH Best wishes, lawyer Kondratieva Marina.
What is the validity period of the developed job description in the organization?
Do you mean expiration date? Indefinitely.
Is there an expiration date on the job description, and if so, how long?
Not limited in any way.
What is the validity period of the job description from the moment of signing?
the validity of the job description begins to run from the moment it is approved and the employee is familiarized with its provisions.
What is the validity period of the job description at the enterprise?
Validity of the job description in the organization
IN Labor Code The Russian Federation does not mention such a document as a job description (hereinafter - DI). Rostrud gave its explanations on this issue: the employer is entitled to independently decide whether to introduce this document at the enterprise in principle, and also determine the rules for compiling, approving and amending the DI (letter of Rostrud dated October 31, 2007 No. 4412-6). In more detail, the question of the need to introduce CI in an organization is considered in our article Is a Job Description Mandatory in an Organization?.
Thus, the validity period of the job description can be determined by the local document of the organization, but is mainly tied to the period during which labor function a particular employee is kept unchanged - after that, adjustments are usually made to the CI.
Terms of revision of job descriptions
As mentioned above, the term for reviewing the CI is determined by the employer independently. The procedure and terms for its revision in the organization are usually fixed by the regulation on DI, although they can be determined on the basis of the relevant administrative document.
As a rule, the labor function of the employee is determined by the IA, and a change in such a function, which is a mandatory condition of the employment contract, must be recorded in employment contract.
To change the content of CI in case of a change in the labor function, you must perform one of the following actions:
- conclude an additional agreement to the employment contract;
- draw up and approve a document containing a list of changes in the DI (read more about this in our article Sample order to change the job description).
So, the validity of the job description is determined by the employer independently and is fixed by local documentation (for example, a regulation or a special administrative document). Similarly, the issue of the timing of the revision of the CI can be settled. Typically, the content of the CI is reviewed after a change in the employee's job function.
Production instruction
The production instruction must be understandable, accurate and contain algorithms for actions in different situations in order to ensure maximum safety at work. This article will explain how to prepare such a document.
From the article you will learn:
What is a production instruction
The production instruction (hereinafter referred to as PI) is a document regulating the performance of official duties by the operating personnel of the HIF. Strict adherence to the instructions allows you not to deviate from the technological process, get the desired result and ensure the maximum level of industrial safety.
The main difference between the PI and the equipment operation manual is that it is developed at the enterprise, taking into account the specifics and specific risk factors. PI is not a reference to a product or a technological process, but a direct algorithm of actions, including in case of accidents or breakdowns.
Download documents from the article:
Rostekhnadzor requires that production instructions be present at all workplaces related to:
- with the construction, operation, reconstruction, technical re-equipment, conservation, liquidation of HIFs;
- with the transportation of hazardous substances;
- with electric power facilities;
- with objects where electrical, thermal installations and networks are operated;
- with hydraulic structures;
- with the manufacture, installation, adjustment, maintenance, repair of technical devices used at facilities (clause 26 of the Regulations on the organization of training and testing of knowledge of working organizations supervised by the Federal Service for Environmental, Technological and Nuclear Supervision, approved by Order of Rostekhnadzor dated January 29, 2007 No. 37).
Also, the requirements for the development of PI are contained in industry regulations. For example, for gas companies, this is the FNP “Safety Rules for Gas Distribution and Gas Consumption Networks”.
Standard production instructions of Rostekhnadzor
The basis for local PNs can be typical industry and inter-sectoral ones, but they should be used taking into account the peculiarities production process in a particular company, and qualification requirements or professional standards.
For example, a PI for an employee responsible for maintaining pipe-laying cranes in good condition is developed on the basis of RD 10-275-99, a pipe-laying crane operator - RD 10-276-99, a slinger - RD 10-107-96, etc. .
How to develop a PI
The law does not regulate the procedure for compiling PI in any way, leaving it to the discretion of the management of enterprises with HPF. This procedure is determined by the employer himself, fixing the rules for the development of production instructions, as well as the requirements for their structure in local regulations.
Tatyana Chirkina — Chief Editor site Trudohrana.ru
Download samples of the necessary documents prepared for you by our experts:
Who develops PI at the enterprise
The complexity of compiling this document lies in the fact that only competent employees can do this, and almost always this is a collective process. Heads of structural divisions, technologists, engineers, leading specialists participate in the development production shops, sites, chief engineer service, production and technical department, etc.
If federal rules, norms and other documents regulating work in the industry have changed during the IP, it is necessary to make the appropriate changes. After that, the document is again brought to the attention of the staff, and the fact of the briefing is recorded in writing. This confirms that employees are aware of the effect of the new instructions.
Contents of the production instruction
When developing a UI, remember: it should not only be useful for employees, but also easy to use. Therefore, pay Special attention In order for the structure to be logical and divided into sections, the language must be simple, understandable, without ambiguous wording. If necessary, use tables, diagrams, figures with explanations.
When compiling the PI, be guided by:
- Qualification guides.
- Professional standards.
- Standard production instructions of Rostekhnadzor.
- Departmental regulatory and technical documents.
- Passports, instructions for equipment and other documentation from the manufacturer.
1. Title page. The name of the instruction, the industry of production are written on it. In addition, it is necessary to indicate the names of the authors, the developer, the controller, the approver, as well as the release date.
2. Introduction. This is a short part that describes the purpose of the instruction, the target audience(in the form of a list of positions), the regulatory documents that have become the basis of the PI are listed.
- Information about the OPO. Scheme of the production cycle. Information about the technological schemes, the norms of the technological mode. Types and types of equipment, its main characteristics, purpose.
- Requirements to production staff, including attestation of specialists, training of workers in the field of industrial safety.
- Job description.
- Responsibilities of personnel during duty to monitor and control the operation of the production line.
- The procedure for checking the serviceability of serviced production lines and maintaining related equipment in working order.
- The order, terms, methods of checking fittings, safety devices, automatic protection and alarm devices.
- The procedure for starting up and stopping (stopping) equipment.
- Safety precautions when working with equipment
- Cases requiring immediate shutdown of the equipment, provided for by federal norms and industrial safety rules, as well as other, due to the specifics of the operation of the equipment. The procedure for an emergency stop, pressure reduction to atmospheric, or, for example, gas contamination to an acceptable level, is set depending on the specific scheme for switching on the equipment and the technological process.
- Liquidation Actions emergencies. The procedure for providing first aid to victims at work. Escape routes.
- The procedure for maintaining a shift log (registration of the acceptance / delivery of duty, verification of the record by a person responsible for the good condition and safe operation of the equipment).
4. The procedure for making changes and additions to the production instructions.
Terms of revision of production, job, instructions on fire safety measures for electrical circuits (clause 1.8.6 1.8.8)
1.8.6. A set of power supply schemes must be kept by the person responsible for electrical facilities at his workplace. Operational diagrams of electrical installations of a given workshop, section (subdivision) and electrically related others
units should be stored at the workplace of the operating personnel of the unit.
The main schemes are hung out in a conspicuous place in the room of this electrical installation.
1.8.7. All workplaces must be provided with the necessary instructions: production (operational), official, labor protection and fire safety measures.
1.8.8. In the event of a change in the operating conditions of electrical equipment, appropriate additions are made to the instructions, which is reported to employees, for whom knowledge of these instructions is mandatory, against signature. The instructions are reviewed at least once every 3 years.
50. Which consumers are allowed not to have an operational scheme (a fact-finding scheme is enough)? (clause 1.8.9.)
1.8.9. At the workplaces of operational personnel (at substations, in switchgears or in rooms reserved for servicing electrical installations personnel, the following documentation must be maintained:
Operational scheme, and, if necessary, a layout scheme.
For Consumers with a simple and clear power supply scheme, it is sufficient to have a single-line diagram of primary electrical connections, which does not indicate the actual position of the switching devices;
Journal of accounting for work on orders and orders;
Journal of issuance and return of keys from electrical installations;
Journal of Relay Protection, Automation and Telemechanics;
Journal or card file of defects and malfunctions on electrical equipment;
Statements of indications of instrumentation and
Log book of electrical equipment;
Workplaces should also have the following documentation:-
Having the right to perform operational switching, conduct operational negotiations, sole inspection of electrical installations and the electrical part of technological equipment;
Having the right to give orders, issue orders;
Who are given the rights of an admitting, responsible work manager, work foreman, supervisor;
Approved for checking underground structures for gas contamination;
Knowledge to be tested for the right to manufacture special works in electrical installations;
Lists of responsible employees of the energy supply organization and sub-subscriber organizations entitled to conduct operational negotiations;
List of equipment, power lines and relay protection and automation devices that are in operational control at the assigned site;
Production instructions for switching, in electrical installations;
Forms of work permits for work in electrical installations;
List of works performed in the order of current operation.
Depending on local conditions (organizational structure and form of operational management, composition of operational personnel and electrical installations under its operational management), the following documentation may be included in operational documentation:
Journal of registration of briefing at the workplace;
Single-line diagram of the electrical connections of the electrical installation during normal operation of the equipment;
List of employees entitled to issue operational orders;
Journal of accounting for emergency and fire fighting training;
Journal of relay protection, automation and telemechanics and maps of settings for relay protection and automation;
Local instructions for the prevention and elimination of accidents;
List of complex operational switching;
The volume of operational documentation can be supplemented by the decision of the head of the Consumer or the person responsible for electrical facilities.
51. Who carries out maintenance, testing and measurement of RZAiT devices? Requirement for the laboratory, delimitation of service areas, (clause 2.6.2)
Maintenance, testing and measurement of relay protection devices, automation and telemechanics (hereinafter referred to as RZAiT) and their secondary circuits should be carried out, as a rule, by personnel of relay protection, automation and measurement services (laboratories): the Consumer's central, local or electrical laboratory. This laboratory must be registered with the State Energy Supervision Department for the right to test and measure in relay protection and automation devices. In cases where other services are involved in servicing certain types of RZAiT devices, service areas and responsibilities are delimited between them in accordance with local instructions.
For maintenance of RZAiT devices installed at the Consumer, it is possible to involve specialized organizations.
52. In what cases should the settings of RPA devices of consumers be coordinated with the ESO? (clause 2.6.4)
The settings of the RPA devices of the Consumer's communication lines with the power supply organization, as well as transformers (autotransformers) at the Consumer's substations, which are under the operational control or operational control of the energy supply organization's dispatcher, must be agreed with the relevant RPA service of the energy supply organization.
When choosing the settings, the selectivity of the action should be ensured, taking into account the presence of devices for automatic transfer of the reserve (hereinafter referred to as ATS) and automatic reclosing (hereinafter referred to as AR). In addition, when determining the settings for selectivity, the operation of technological automation devices and blocking of shop units and other mechanisms should be taken into account.
53. What technical documentation should be submitted before putting RZAiT devices into operation? (clause 2.6.11)
Before commissioning the accepted RZAiT devices, the following technical documentation must be submitted:
design materials adjusted during installation and commissioning (drawings and diagrams, explanatory notes, cable magazine, etc.) - installation and commissioning organizations;
factory materials technical description and operating instructions, certificates of electrical equipment and apparatus, etc.) - by the installation organization;
· commissioning and testing protocols - by the commissioning organization or the Consumer's laboratory.
54. What technical documentation for each RZAiT device should be kept by the consumer? (clause 2.6.12)
For each RZAiT device in operation, the Consumer must keep the following technical documentation:
· guidelines or instructions for maintenance;
technical data and parameters of devices in the form of maps or tables of settings (or characteristics);
Schematic, assembly or circuit diagrams.
The results of periodic checks at maintenance devices must be entered in the passport-protocol (detailed records / especially for complex RZAiT devices, it is recommended to keep in the journal of relay protection, electroautomatics and telemechanics).
55. What should grounding devices provide and what rules should they meet? (clause 2.7.2)
Grounding devices must comply with the requirements of state standards, electrical installation rules, building codes and regulations and other regulatory and technical documents, ensure the safety of people, operating modes and protection of electrical installations.
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Development of Production Instructions! Full Schedule!
Greetings, dear friends! A note on manufacturing instructions.
In organizations engaged in the construction, operation, reconstruction, technical re-equipment, conservation and liquidation of a hazardous production facility; electric power facility; an object where electrical, thermal installations and networks, hydraulic structures are operated; manufacturing, installation, adjustment, maintenance and repair of technical devices (machinery and equipment) used at facilities, transportation of hazardous substances, production instructions are developed and approved in the manner established in these organizations.
Mandatory development of production instructions is provided regulations in the field of industrial safety to ensure the requirements of industrial safety, and not in the field of labor protection.
In accordance with paragraph 26 of the Regulations on the organization of training and testing of knowledge of working organizations supervised by the Federal Service for Environmental, Technological and Nuclear Supervision, approved by order of Rostekhnadzor dated January 29, 2007 No. 37, in organizations engaged in construction, operation, reconstruction, technical re-equipment, conservation and liquidation of a hazardous production facility; electric power facility; the facility where electrical, thermal installations and networks, hydraulic structures are operated, the manufacture, installation, adjustment, maintenance and repair of technical devices (machinery and equipment) used at facilities, the transportation of hazardous substances, are developed and approved in the manner established by these organizations , production instructions.
Therefore, the requirements for the structure of the production instruction must be established local acts organizations.
By general rule, unless otherwise provided by the legislation of the Russian Federation, production instructions are revised in the manner approved by the organization.
Production instructions are developed on the basis of the qualification requirements specified in the qualification reference books and / or professional standards for the relevant professions of workers, as well as taking into account the specifics of the technological processes of a particular production. Before being allowed to work independently, after a safety briefing, workers are tested for knowledge of the instructions. (Clause 26 of the RD dated January 29, 2007 No. 03-19-2007 "Regulations on the organization of work on the training and certification of specialists from organizations supervised by the Federal Service for Environmental, Technological and Nuclear Supervision").
In addition, production instructions should be developed on the basis of standard industry and inter-industry instructions. For example, the job description for a specialist responsible for maintaining pipe-laying cranes in good condition is developed on the basis of the standard instruction RD 10-275-99, the production instruction for a pipe-laying crane operator is based on RD 10-276-99, etc.
Production instructions for personnel servicing HIFs are approved by persons authorized to do so in accordance with the constituent documents and local regulations of the organization, taking into account the requirements of regulatory documents.
So, for example, according to the requirements of clause 2 of Appendix No. 1 of RD 10-40-931, production instructions for personnel servicing GPM and lifts have the right to develop - the technical director ( Chief Engineer), trained and certified by the enterprise.
Production instructions are located at the workplace and are issued against signature to workers, for whom knowledge of these instructions is mandatory.
Based on Rostechnadzor Order No. 37 dated January 29, 2007 “On the Procedure for Training and Certification of Employees of Organizations Supervised by the Federal Environmental, Technological and Nuclear Supervision Service”, workers are periodically tested for knowledge of production instructions and / or instructions for specific professions at least once at 12 months.
Rules for compiling job descriptions
The absence of job descriptions in the organization is not a violation. However, their presence only facilitates the task of the employer to ensure the efficiency of the production process and labor discipline. You can always understand what an employee should do, with whom to interact and, if something went wrong, whether he is really to blame. The article provides rules for compiling job descriptions.
A job description is an organizational and administrative document of a company, in which:
- the labor function of the employee is indicated;
- defines his basic labor rights and obligations in the organization:
- subordination system;
- interaction with employees of other structural divisions;
- responsibility for the implementation labor activity.
You can develop it yourself or be guided by the tariff-qualification guides. Unified Tariff and Qualification Directory leadership positions, specialists and employees, approved by Decree of the Government of the Russian Federation of October 31, 2002 No. 787, is not the only document that can be used. There are also relevant documents of the Ministry of Health and Social Development of Russia, and earlier ones - the Ministry of Labor, the State Committee for Labor, etc. They mainly regulate the rules related to the sectoral characteristics of the work of workers.
General rules
In the header of the job description they write the name of the organization, the name of the document, the date and place of its preparation. To the right of the text is a stamp of approval.
The heading to the text should be coordinated in the genitive case with the title of the document. For example, "Job description (of whom?) Chief accountant." However, this applies to all management documents.
The head of the structural unit develops and signs job descriptions. These documents are approved by the head of the organization. If necessary, they can be coordinated with the legal service or other structural units.
Each employee must be familiarized with his job description under the signature, a note about which is located on the last sheet of the document, below the signature of the head and approval visas. The receipt includes:
- the words "I am familiar with the instructions";
- personal signature of the employee;
- initials and surname;
- familiarization date.
The provisions of the job description should specify the duties and types of work performed in a particular position, excluding their ambiguous interpretation. Verbs should be used in the indicative mood: “performs”, “organizes”, “composes”, etc. In case of a dispute, the employee will not be able to declare that he “could” do the actions from the instruction, but was not obliged to. Requirements for the text of the job description - the completeness of the definition of tasks, a clear statement of functions and responsibilities.
Completing the main sections of the job description
Now consider what exactly should be written in each of the sections of the job description.
Section I "General Provisions" contains the title of the position in accordance with staffing and basic information about it:
- the name of the structural unit;
- subordination of the employee;
- the procedure for appointing and dismissing a position, replacing a position during the period of temporary absence of an employee;
- requirements to vocational training and qualifications.
In the same section, a separate paragraph lists the legislative, regulatory and regulatory and methodological documents that the employee should be guided by in his professional activity.
In addition to mentioning acts of general effect (for example, “compliance with the Labor Code” or “compliance with the legislation of the Russian Federation”), this should include a list of internal organizational and administrative documents. These are the charter, orders and orders of the head of the organization, the regulation on the structural unit, internal labor regulations, etc.
In section II "Functions" or "Responsibilities" the main task of the employee, which he must perform in his position, the subject of his direct responsibility, the area of \u200b\u200bwork is formulated. Next, you should describe the specific types of work that make up the performance of the labor function.
It should be noted that the scope of work in a specific job description should always be individual.
Section III "Rights" fixes the range of rights necessary for the employee to implement the tasks assigned to him, as well as the procedure for exercising these rights. As a rule, these include:
- employee access to certain information;
- making decisions;
- obtaining the data required in the work;
- the right to endorse certain types of documents;
- the right to control the execution of documents, the work of subordinates, compliance with labor discipline etc.
A clear formulation of the rights of the employee allows us to formulate his responsibility, which is allocated in a separate section.
Section IV "Responsibility" discloses the content and forms of responsibility for the results and consequences of activities, as well as for the facts of failure to take timely measures or actions related to the duties of an employee. The instructions may describe criminal, administrative, disciplinary and material liability.
Responsibility measures are established in accordance with applicable law and taking into account the specifics of the organization's work. When preparing this section, the sections “Functions” and “Job Responsibilities” should be taken as a basis, in accordance with which the responsibility of the employee is detailed.
What additional sections can be included
Also in the job description, you can include the section "Relationships (connections by position)", which regulates production contacts between employees of the same and different departments. The section will help to determine the range of service connections. This section may also list links to third parties. For example, how an employee is obliged to interact with counterparties and how to inform his manager about this.
To improve the quality of the job description, it is advisable to establish in this section the procedure and frequency of submission (as well as receipt) by the employee of reports, plans and other documents.
Other sections may be included in the job description. For example, the section "Evaluation of work", where, on the basis of the sections "Functions" and "Responsibilities", criteria for assessing labor are established.
- change in the organizational structure;
- revision of the staffing table;
- the emergence of new types of work, leading to the redistribution of job responsibilities;
- introduction of new technologies that change the nature of work.
This section is located at the end of the text of the job description.
The job description is one of the local regulations adopted by the employer. According to article 8 of the Labor Code of the Russian Federation, employers, with the exception of employers - individuals, who are not individual entrepreneurs, may adopt local regulations containing labor law norms, within their competence in accordance with labor legislation and other regulatory legal acts containing labor law norms, collective agreements, agreements.
Therefore, almost all employers, with the exception of employers - individuals who are not individual entrepreneurs, can introduce job descriptions to regulate labor relations, as well as independently establish the procedure for their development, coordination and approval.
At the same time, the norms of local regulations should not worsen the position of employees in comparison with the established labor legislation and other regulatory legal acts containing labor law norms, a collective agreement, agreements.
Job descriptions can be developed both at the design stage of an organization, business, and in an already functioning business with established labor relations. The first requires a method of careful modeling of the labor processes of performers. The second is a deep analysis of existing labor relations with a particular employer. In any case, the procedure for developing job descriptions implies a generally accepted algorithm of actions.
The process of developing job descriptions can be represented as successive stages:
Preparatory stage;
Development of a draft job description;
Coordination of the draft job description;
Job description approval.
The direct development of job descriptions in each case should be preceded by a certain preparatory work. At the first stage of the development of job descriptions, it is necessary to study in detail all the legal documents regulating the procedure for the activities of officials and the rules for the development and storage of organizational and legal documents. And also, the employer, within the framework of local rule-making, must determine the procedure for developing, agreeing and approving job descriptions, for which it is necessary to approve the Regulations on the job description.
The main regulatory legal acts, taking into account which the job description should be developed:
Internal labor regulations;
Collective agreement (Regulations on personnel and others);
staffing;
Regulations on the structural unit;
Orders on the delimitation of powers between the leaders of the organization;
Position on job description.
the Constitution of the Russian Federation;
Labor Code of the Russian Federation;
“Unified Documentation System. Unified system of organizational and administrative documentation. Documentation requirements. GOST R 6.30-2003" (approved by the Decree of the State Standard of the Russian Federation dated March 3, 2003 No. 65-st "On the adoption and implementation of the state standard of the Russian Federation");
Standard instructions for office work in federal executive bodies (approved by Order of the Ministry of Culture of the Russian Federation dated November 8, 2005 No. 536 “On standard instructions for office work in federal executive bodies”);
"List of standard management documents generated in the activities of organizations, indicating the terms of their storage" (approved by the Federal Archives on October 6, 2000);
"All-Russian classifier occupations of workers, positions of employees and tariff categories OK-016-94 (OKPDTR)", adopted and put into effect by the Decree of the State Standard of the Russian Federation of December 26, 1994 No. 367);
"All-Russian classifier of occupations OK 010-93" (approved by the Decree of the State Standard of the Russian Federation of December 30, 1993 No. 298);
« Qualification guide positions of managers, specialists and other employees "(approved by the Decree of the Ministry of Labor of the Russian Federation of August 21, 1998 No. 37);
Decree of the Ministry of Labor of the Russian Federation of February 9, 2004 No. 9 “On approval of the procedure for applying the Unified Qualification Handbook for the Positions of Managers, Specialists and Employees”;
Issues of the Unified Tariff and Qualification Directory of Works and Professions of Workers (ETKS) for various sectors of the economy approved by the Ministry of Labor of the Russian Federation;
Decree of the Government of the Russian Federation of October 31, 2002 No. 787 “On the procedure for approving the Unified Tariff and Qualification Guide for Works and Professions of Workers, the Unified Qualification Guide for the Positions of Managers, Specialists and Employees”;
Qualification requirements for employees and nomenclature of specialties approved by the Ministry of Health and social development of the Russian Federation in the sphere referred to the competence of the Ministry.
Regulatory legal acts of subjects Russian Federation.
Regulatory legal acts of bodies local government(for example, the Decision of the Omsk City Council dated April 23, 1997 No. 324 "On approval of the Regulations on the procedure for appointing and dismissing heads of municipal unitary enterprises and institutions" indicates the obligation of heads of municipal unitary enterprises and institutions to approve the job description for the employee with whom he has concluded an employment contract).
Local regulations of the employer:
Sample position on job description.
APPROVE
Head of LLC "_______________"
_____________/___________/
"__" ___________2011
REGULATIONS ON JOB INSTRUCTIONS
OOO "__________________________"
Name of company
1. General Provisions.
2. Requirements for the content of the job description.
3. The procedure for the development, approval, approval and implementation of the job description.
4. Final provisions.
1. General Provisions
1.1. The job description is the main organizational and legal document that defines the tasks, basic rights, duties and responsibilities of an official (employee) in the exercise of his labor activity in accordance with his position.
1.2. Job descriptions are developed to achieve the following goals:
rational division of labor;
increasing the efficiency of managerial work;
creation of an organizational and legal basis for the labor activity of employees;
regulation of the relationship between the employee and the employer;
ensuring objectivity and validity when appraising an employee, encouraging him and imposing a disciplinary sanction on him;
organization of optimal training, training and advanced training of personnel;
strengthening labor discipline in the organization;
drawing up employment contracts;
resolution of labor disputes.
1.3. The job description is developed based on the tasks and functions assigned to a particular employee, in accordance with the staff list, the Internal Labor Regulations, in compliance with the Constitution of the Russian Federation, the Labor Code of the Russian Federation and other regulatory legal acts.
1.4. The basis for the development of job descriptions are the qualification characteristics (requirements) for the positions of employees and for the professions of workers, which are approved by the Ministry of Labor of the Russian Federation.
1.5. The job description is drawn up for each full-time position of the organization and is announced to the employee against receipt at the conclusion of an employment contract, as well as when moving to another position and during the temporary performance of duties in the position.
2. Requirements for the content of the job description
2.1. The job description indicates the name of the organization, the specific position, details of approval and approval.
2.2. The job description consists of sections:
I. General provisions.
II. Job responsibilities.
III. Rights.
IV. Responsibility.
2.3. In section I "General provisions" indicate:
1) job title;
2) requirements for the education and length of service of an official who fills this position (qualification requirements);
3) direct subordination (to whom this official is directly subordinate);
4) the procedure for appointment and dismissal from office;
5) the presence and composition of subordinates;
6) the procedure for replacement (who replaces this official during his absence; who replaces this official);
7) the possibility of combining positions and functions;
8) the regulatory framework of his activities (fundamental regulatory and organizational and legal documents, on the basis of which an official carries out official (labor) activities and exercises his powers).
The section may include other requirements and provisions specifying and clarifying the status of an official and the conditions of his activity.
2.4. Section II "Rights" contains a list of rights that an official has within his competence in the performance of his official duties.
The section reflects the relationship of an official with other structural divisions of the organization and officials based on the duties and powers assigned to him.
In addition, the section specifies the rights of an official, taking into account the specifics of the duties performed.
2.5. Section III "Responsibilities" contains a list of the main functions of an official.
In addition, this section indicates the duties of an official assigned to him in accordance with the practice established in this structural unit for the distribution of other duties performed by this unit by decision of the head of the organization.
2.6. Section IV "Responsibility" indicates the degree of responsibility of an official for non-compliance with the requirements established by the job description, local legal acts and labor legislation of the Russian Federation.
The section may include other items that clarify and specify the responsibility of an official.
2.7. An integral part of the job description is the familiarization sheet, which is maintained in the organization and serves as proof that the employee has read the job description.
3. The procedure for the development, approval, approval and implementation of the job description
3.1. The job description is developed by a specialist in the personnel management service, or by the head of the structural unit, or by a person authorized by the head of the structural unit. Signed by the head of the structural unit or a specialist developer.
3.2. The job description must be drawn up in accordance with the Standard form of the job description (Appendix No. 1 to this Regulation) with the obligatory observance of the details specified in it.
3.3. The job description must be agreed with the legal department (legal adviser) of the organization.
If necessary, it is coordinated with other departments of the organization and the superior head in charge of the relevant area of the organization's activities.
3.4 The job description is approved by the head of the organization.
3.5. The job description comes into force from the moment it is approved by the head of the organization and is valid until it is replaced by a new job description developed and approved in accordance with the Regulations.
3.6. The requirements of the job description are mandatory for an employee working in this position, from the moment he reads the instructions against signature and until he is transferred to another position or dismissed from the organization, which is recorded in the appropriate column of the familiarization sheet.
3.7. Amendments and additions to the current job description are made by issuing an order from the head or approving the text of the job description as a whole, taking into account the changes and additions made.
4. Final provisions
4.1. The agreed and approved job description is numbered, laced, certified by the seal of the personnel department and stored in the personnel department or the relevant unit in accordance with the established procedure. The shelf life of the job description after replacing with a new one is 3 years.
4.2. For current work, a certified copy is taken from the original job description, which is issued to the official working in this position and to the head of the relevant department or structural unit.
The employee signs both photocopies. By decision of the head, a certified copy of the job description can be sent, if necessary, to other departments of the organization.
These Regulations come into force from the moment of approval by its head of _______________ LLC.
Application No. 1
to the Regulations on the job description
OOO "_________________"
dated "___" ___________ 2011
STANDARD FORM
JOB INSTRUCTIONS
OOO "__________________"
Name of company
JOB DESCRIPTION
______________________________
(Name of position and structural unit)
00.00.0000 №____
APPROVE
Head of LLC "____________"
_____________/___________/
"__" ___________ 200_
I. General provisions.
III. Job responsibilities.
IV. Responsibility.
This Instruction was developed by _________________________________________________
Position, name of the structural unit
signature, full name
AGREED
Head of the legal department
OOO "______________________"
___________ /______________________/
signature, full name
Familiar with instructions
___________/__________________/
signature, full name
Making changes to job descriptions.
So that job descriptions do not become useless papers, they must be dynamic, quickly reflecting structural, organizational, production and other changes. Therefore, special attention should be paid to their timely updating. This approach makes job descriptions relevant documents, the content of which corresponds to the conditions, tasks and needs of management.
How often should the text of the job description be changed? In this matter, an extreme is possible: some personnel workers, showing excessive zeal, update job descriptions annually. This is not always justified. Changes to job descriptions are necessary, for example, in the following cases:
when changing official powers and duties;
when transferring to another position (job) with the same employer;
when an employee is assigned, along with his main job duties, additional work in another or the same profession (position);
when reorganizing a legal entity;
when changing the staffing table (downsizing, introducing a new staff unit);
when changing the name of the organization (or making other changes to the constituent documents) or structural unit;
when changing the surname (or initials) of the employee, if the instruction was individual (personal), etc.
Maid job description example
Mandatory details of the job description are: name of the institution, date, title to the text, approval visas, signature, stamp of approval. In the right corner of the first page of the instruction is the word "Approved", the position of the head, initials and surname, the signature of the head on its approval, as well as the date of approval are indicated. The title of the job description contains the full name of the position and structural unit.
1. General Provisions
2) tasks and responsibilities;
4) responsibility;
The job description is signed by the head of the structural unit.
What regulation defines the duties of an employee
The date of entry into force of the job description is the date of its approval. After approval, the job description is transferred to the employee, who certifies his familiarity with it with the words "I am familiar with the instruction", the date and a handwritten signature.
Job description: concept, purpose, structure, drafting and execution procedure
Having drawn up regulations on the structural divisions of the enterprise, which indicate the tasks and functions, determine the total scope of work, set the number and position of the divisions, begin to develop job descriptions for each prospective employee (vacant position), conducting a rational distribution of labor in each division.
Concept, purpose, types of job descriptions
Job description- a legal act issued by an enterprise in order to regulate the organizational and legal status of an employee, his duties, rights, responsibilities and provide conditions for his effective work.
The job description, being an important organizational and legal document, should include a list functional duties employee, qualification requirements for filling this position, determine the degree of his responsibility and competence.
The criteria for evaluating labor efficiency contained in the job description will greatly facilitate the process of recovery and bonuses for the manager. It can be used in the performance appraisal of employees, in resolving labor disputes.
The basis for the development of job descriptions are the qualifications contained in the Unified Qualification Directory for the positions of managers, specialists and employees (CEN).
When developing job descriptions, the requirements of GOST R 6.30-2003 “Unified Documentation Systems. Unified system of organizational and administrative documentation. Requirements for the execution of documents, approved. Decree of the State Standard of Russia dated 03.03.2003 N 65-st.
Job descriptions can be typical and specific (individual). Typical job descriptions are developed for organizations and structural units of the same type, and specific (individual) job descriptions are developed on their basis. Examples of typical instructions:
- Typical job descriptions for employees of federal state archives, approved by order of the Federal Archives of October 7, 1998 No. 65;
- Typical job description of an inspector (for the control of passenger trains and stations) of suburban traffic, order of Russian Railways OJSC dated February 18, 2008 No. 313.
The structure of the text of the job description
The job description, as a rule, has a unified form and the same text structure for all positions:
- general provisions;
- functions;
- official duties;
- rights;
- responsibility;
- relationships (connections by position).
"General Provisions" the job description contains the following set of information: generalized information about the position, its category; requirements for education and practical experience (work experience in the specialty); the procedure for appointment and dismissal from office, replacement during absence; the main legislative, regulatory, methodological and organizational documents on the basis of which the employee carries out his official activities; subordination and who manages.
In chapter "Functions" indicate the main areas of activity, and in the section "Responsibilities" already list specific types of work that provide these functions. Often these sections are combined into one - "Functions and Job Responsibilities" (or "Main Tasks and Responsibilities").
All functions recorded in the regulation on the structural unit must be included in the job descriptions of the employees of the unit. The more detailed it is described, not only what, but also how the employee performs, the more valuable the job description will be.
Chapter "Rights" very important to the worker. It enshrined his powers to independently resolve issues related to his competence. The rights of access to information, including confidential information, the right to approve and sign certain types of documents, etc. are very important.
Job Description Section "Responsibility" can be written in general, for example: “The employee is responsible for failure to fulfill duties and non-use of the rights provided for by legal acts and this instruction”, or described in more detail based on the points of duties. When working on this section, it should be remembered that liability is established in strict accordance with the law.
How to write a job description
Chapter "Relationships"(communication by position) is also very important for the organization of work. It will be much easier to work if this section specifically indicates which departments or employees this employee interacts with. This section is presented in the form of a table or diagram.
Registration, details of the job description
Since the Labor Code does not contain a mention of a job description and the procedure for compiling an instruction is not regulated by regulatory legal acts, the employer independently decides how to draw up and amend it, whether it will be an annex to the employment contract or approved as an independent document.
Traditionally, job descriptions are drawn up in general organization letterhead. Mandatory details of the job description: name of the organization, date, document number (with direct approval by the head), place of compilation, title to the text, approval visas, signature, stamp of approval.
The job description is signed by the head of the structural unit and approved by the head (deputy head) of the organization - the curator of this unit. The job descriptions are endorsed by the heads of the departments concerned and the legal service (lawyer), as well as other officials, on whose actions its implementation may depend. The date of the job description is the date of its approval.
Since the job description is of great importance in the event of bringing an employee to disciplinary responsibility, establishing probationary period and in other cases, an obligatory part of the instruction is the familiarization sheet, and the very fact of handing one copy of it to the employee serves as proof that he was familiarized with this document in advance.
Only in this case, the document can be considered as a local regulatory legal act, which will allow the employer to terminate the employment contract due to the inconsistency of the employee with the position held.
Other related articles:
List of sources used
- GOST R 6.30-2003 “Unified Documentation Systems. Unified system of organizational and administrative documentation. Documentation requirements";
- Unified qualification directory of positions of managers, specialists and employees (CEN);
- Standard job descriptions for employees of federal state archives, approved by order of the Federal Archives of October 7, 1998 No. 65. - General provisions;
- Kuznetsova T.V. Personnel records management / « labor law", 2008, NN 8, 9, 10, 11;
- Loginova N.K. Office work and correspondence. Teaching aid. USUE, 2007.;
- Shklovets I.I. Practical use labor legislation /Information and legal portal "Garant": http://www.garant.ru/article/6552/
What sections does the job description of a civil servant consist of? Give a description of each section.
A job description is a document that is issued to regulate the organizational and legal status of an employee, his specific tasks and duties, rights and responsibilities, and also provides conditions for his effective work.
Job descriptions of civil servants based on standard professional qualification characteristics positions are developed by bodies executive power, their departments, independent departments and other services, based on the tasks, functions and powers established by regulatory legal acts. They are approved by the head of the executive authority or, on his instructions, by deputies.
Mandatory details of the job description are: name of the institution, date, title to the text, approval visas, signature, stamp of approval.
Job description
In the right corner of the first page of the instruction is the word "Approved", the position of the head, initials and surname, the signature of the head on its approval, as well as the date of approval are indicated. The title of the job description contains the full name of the position and structural unit.
The text of the job description, as a rule, consists of the following sections:
1. General Provisions
2) tasks and responsibilities;
4) responsibility;
5) relationships (connections) by position.
Section "General Provisions" includes:
- the name of the position indicating the structural unit and the main purpose of the employee's activity (for example, "The secretary of the collegium of the ministry ensures the organization of meetings of the collegium")
- the subordination of the employee (the position of the official to whom the employee is directly subordinate is indicated) the procedure for appointment to the position and termination of the performance of official duties;
- a list of regulatory, methodological and other documents that guide the employee holding this position;
- qualification requirements (level of educational training, qualifications, specialty, required work experience in the specialty, relevant experience public service, other requirements);
- requirements for special knowledge and skills (does the employee know how to work on a computer, should he know the software, know the legislation on labor protection, safety and fire safety rules, occupational health).
In the section "Job Responsibilities" the specific content of the employee's activities is established, in particular, it is noted:
- a relatively independent area of work in accordance with the regulations on the unit (it can be determined thematically, by highlighting a group of questions in the relevant areas or by assigning a list of independent questions to the employee)
- a list of types of work that make up the functions performed (determined by organizational and legal features: performs, organizes, considers, performs, provides, controls, takes part, prepares, etc.).
Job duties of the employee must meet the tasks and functions of the unit and the requirements of the professional and qualification characteristics of the relevant position. When developing a list of responsibilities, they are divided into the following groups:
- responsibilities for the development, preparation or participation in the preparation of documents on issues within the competence of the employee (orders, instructions, etc.);
— obligations for the timely and high-quality collection, processing, analysis and use of information (generalizations, reports, corrections, oral information);
- obligations for the use by the employee of organizational, methodological, instructor, control and inspection and other forms of work (field visits, convening meetings or participating in them, holding seminars, consultations);
— Responsibilities for meeting the deadlines for the implementation of specific tasks.
This section also notes that the employee is obliged to comply with the internal labor regulations, carry out other instructions of the head of the structural unit.
The "Rights" section defines the means by which the employee must ensure, in the course of his activity, the fulfillment of the tasks and duties assigned to him. For example, make proposals to the manager on relevant issues and improve work, make certain decisions, agree on draft documents, endorse individual documents within their competence, perform the duties of representing the unit on certain issues, participate in meetings and conduct them, conduct inspections within their competence, prepare information materials, obtain the information necessary for the performance of their tasks and functions from the relevant institutions and departments, involve in the work the specialists necessary to complete the task.
In the "Responsibility" section, the criteria for evaluating the work and responsibility for its implementation are indicated. According to these criteria, a civil servant is liable for poor quality or untimely execution job tasks, inaction or non-use of the rights granted, violation of ethical standards and restrictions related to work in the public service.
The section "Relationships (connections) by position" defines the range of issues of information relations of the employee with departments, persons, organizations, institutions: when, from whom and what information the employee receives; what information, to whom and in what time frame; with whom he prepares and with whom he coordinates draft documents, etc.
The job description is signed by the head of the structural unit. The date of entry into force of the job description is the date of its approval. After approval, the job description is transferred to the employee, who certifies his familiarity with it with the words "I am familiar with the instruction", the date and a handwritten signature.
Job descriptions can be replaced and re-approved in the following cases:
— changes in the name of an institution, organization, enterprise or structural unit;
- change of job title.
Job descriptions are prepared in two copies, one of which is stored in the sector personnel work(original), and the second - from the heads of the relevant structural divisions (territorial bodies).
As a tool for evaluating performance, job descriptions are used in the certification of specialists, the formation of a reserve, the nomination of candidates for leadership positions, promotion. The lack of job descriptions reduces the responsibility and success of the work of civil servants, and is often the cause of deviations in the service-disciplinary and moral-legal order.
Job description (regulations) - the procedure for development and approval
Why do you need a job description
What should be in a job description
Development and approval procedure
Making changes to the job description
order of familiarization with the job description
The Labor Code of the Russian Federation does not contain the concept of a job description (regulation).
A sample of the design of the job description in accordance with GOST
At the same time, it is an important document regulating the official rights and duties of an employee.
Job description- this is a document issued in order to regulate the organizational and legal status of an employee, establish his job duties, rights and responsibilities, as well as qualification requirements for the position held.
The job description is a document containing the entire list of the employee's job duties.
As a rule, job descriptions are developed on the basis of qualification characteristics or on the basis of professional standards that are approved by the Russian Ministry of Labor.
On the basis of qualification characteristics, job descriptions are developed for specific employees, in the preparation of which the duties provided for in the characteristics are specified, taking into account the peculiarities of the organization of production, labor and management, and the technology for performing labor processes.
The objectives of the development of job descriptions and job regulations:
- creation of an organizational and legal basis for official activities of officials;
- increasing the responsibility of officials for the results of their activities;
- ensuring objectivity when appraising an employee, encouraging or imposing a disciplinary sanction;
A well-designed job description is an opportunity for the employer to demand proper work from the employee, a tool in the fight against negligent employees who evade their duties.
What should be in a job description
When starting to develop a job description, the compiler should proceed from the structure of the enterprise, the characteristics of the structural unit in which the corresponding position is listed, the characteristics of the work of persons replacing the positions for which the instruction is being developed.
Thus, it is simply necessary to involve the head of the structural unit to which the employee reports, as well as the head of the personnel department, in the development of instructions.
The job description determines the position of the employee in legal relations. Legal relations are recorded using the following legal categories:
- responsibilities;
- rights;
- responsibility.
Currently, there is a traditional approach to drafting a job description, according to which the job description consists of five sections.
Section 1 "General Provisions". The field of activity of the employee is contained indicating:
- category of position determined in accordance with OKPDTR - manager, specialist, technical executor;
- the procedure for appointment and dismissal from office, as well as replacement during his absence;
- qualification requirements;
- subordination of the employee;
- a list of regulatory documents that an employee should be guided by in their activities.
Section 2 "Functions of the employee", which lists the main activities of the employee.
Section 3 "Job Responsibilities of the Employee"- the specific types of work performed by the employee are determined.
Section 4 "Employee Rights"- the powers necessary for the employee to perform the duties assigned to him are fixed.
Section 5 "Employee's Responsibility"- the personal responsibility of the employee is regulated.
You can read more about what provisions should be included in these sections in the article at the link.
The procedure for developing and approving a job description
Since the procedure for compiling instructions is not regulated by regulatory legal acts, the employer independently decides how to issue it and make changes to it.
Practice shows that the job description at some enterprises is an annex to the employment contract. There are also cases when the job description is approved as an independent document.
Making changes to the job description
Changes to the job description may be associated with a change in the mandatory terms of the employment contract.
Due to the lack of a regulatory procedure for approving instructions Federal Service on Labor and Employment (Rostrud) contains written instructions on this issue in a letter of October 31, 2007 N 4412-6 "On the procedure for amending the job descriptions of employees." This letter states that when changes are made to the instructions, the requirements for advance written notification of the employee must be met. And only after the employee has agreed to continue the employment relationship, changes are made to the job description.
If the instruction is an annex to the employment contract, it is advisable to simultaneously amend the employment contract and the job description by preparing an additional agreement.
If the job description was approved as a separate document and at the same time making changes to it does not entail the need to change the mandatory terms of the employment contract, it is most convenient to approve the job description in a new edition by familiarizing the employee with it in writing. The job description, as a rule, is drawn up in two copies, one of which, at the request of the employee, can be handed to him.
Correlation between job description and professional standards
Separately, it is worth considering the issue of changing the job description in connection with the use of qualification directories or recently introduced professional standards and the inconsistency of the instructions with such documents.
Thus, one of the employees in court challenged the new job description, which was changed by the employer in connection with the introduction of new professional standards. The arguments of the employee testified that he was charged with a new duty - organizing the work of the institution, managing the department and specialists, which, in his opinion, was a new labor function.
When resolving the dispute, the court compared the job descriptions before and after the adjustment and did not agree with the applicant's arguments. According to the court, in this case, the labor function was preserved, only a clarification was made labor actions. No additional duties were introduced that would entail additional requirements for qualifications or specialties, only new conditions for the performance of the assigned work were introduced. (see the appeal ruling of the Rostov Regional Court in case No. 33-8683/2016).
In cases where, after making changes to the job description, the employee was assigned additional functions, the court recognized the actions of the employer to make changes unlawful (for example, Definition Supreme Court Republic of Komi dated July 16, 2012 in case N 33-2986AP / 2012)
Thus, if there are professional standards for a particular profession, it is necessary to take into account their provisions when developing job descriptions
Job descriptions are developed by the head of the structural unit under the leadership of the personnel service and are agreed with the legal service.
Changing job responsibilities in the job description
Is it possible to add new duties to an employee? This question often arises from employers who want to optimize the workflow and distribute the amount of work among a smaller number of employees.
In practice, attempts to add additional responsibilities to the job description are not always successful.
The employee was accepted into the organization as an engineer and familiarized with the job description. A few weeks later, the employer issued an order to put into effect a new job description. The plaintiff was given new duties: now he had to perform the duties of a locksmith and an electrician. The plaintiff disagreed. The court supported the employee and indicated that the new job description significantly changes the scope of the plaintiff's duties, since it imposes on him the duties of working professions, which is unilaterally unacceptable (Determination of the Moscow City Court dated February 10, 2012 in case N 33-3987).
Familiarization of the employee with the job description
As a general rule, the employee must be familiarized with the job description personally and against receipt. The absence of written confirmation of the fact of familiarization with the instruction does not allow applying to the employee measures of responsibility for violation of specific duties.
The main ways to confirm that an employee is familiar with the job description are recognized by the courts as follows:
- affixing the signature of the employee directly on the sheets of the job description. This method most accurately corresponds to the principle of good faith of the intentions of the parties, inspires confidence in law enforcement and inspection authorities, since it does not allow replacing or supplementing the content of the document without the knowledge of the employee;
- fixing the employee's signature on a separate familiarization sheet. An acquaintance sheet can be provided for each separate species regulations of the organization (job description, internal labor regulations, shift schedule, etc.), it is also possible to have a single sheet of familiarization with the entire array of local acts of the organization;
- inclusion of the relevant condition in the employment contract. The condition of bringing the instructions to the attention of the employee is included in the content of the employment contract, and the employee, signing the contract, thereby gives a receipt at the same time about familiarization. The courts recognize the existence of such a condition in the contract signed by the employee as evidence of the assignment of official duties to him when considering any categories of cases, including disputes about the illegality of dismissal.
However, the fact that the employee is not familiar with the job description is not an obstacle to his dismissal.
On the issues of mandatory familiarization, a certain arbitrage practice.
So, the employee did not fulfill the instructions of the head and was fired because he did not pass the test. He disagreed with the employer's decision. He considered that he could not fulfill his labor duties, since he was not familiar with the job description when he was hired.
The Moscow City Court decided (appellate ruling dated January 26, 2018 in case No. 33-3179/2018) that the dismissal of the employee was lawful. The obligation to fulfill the tasks of managers was spelled out in the employment contract. The fact that the employee was not familiar with the job description at the time of hiring does not mean that he could not fulfill the instructions of the immediate supervisor.
In similar situations, the courts most often recognize the dismissal as illegal. However, if the obligations are established in other documents, the court may consider the dismissal lawful.
Since judicial practice is ambiguous, when hiring, it is better to familiarize the employee with the job description. Then it will be easier to prove that the employee during the test did not cope with the performance of his duties.
The main organizational document regulating the delimitation of duties and rights between employees, the establishment of relationships between individual positions, is a job description.
- This is an organizational and legal document that defines the main functions, duties, rights and responsibilities of an employee of an organization in the exercise of his activities in a certain position.
The job description allows you to:
- rational distribution of functional responsibilities;
- increase the timeliness and reliability of tasks;
- improve the socio-psychological climate in the team and eliminate conflicts;
- clearly define the functional connections of the employee and his relationship with other specialists;
- specify the rights of the employee;
- increase individual and collective responsibility;
- increase the effectiveness of moral and material incentives for employees;
- organize a uniform workload of employees.
Sources for developing job descriptions
The initial data for the development of job descriptions are:
- and functional structure;
- classifier of control functions;
- classification directory of positions of managers, specialists and employees;
- standards of managerial work;
- regulations on structural divisions;
- results of expert and sociological surveys of employees, etc.
The first source for developing job descriptions is Qualification directory of positions managers, professionals and other employees. Directory contains list of qualification requirements specialists of various categories. Each qualification characteristic is a normative document regulating the content of the functions performed by employees, contributing to the provision of optimal technology, a rational division of labor, high organization, and order at each, as well as improvement. As a regulatory framework, the qualification characteristics of the positions of employees are intended for use in enterprises, institutions and organizations various forms property, organizational and legal forms and sectors of the economy, regardless of their departmental subordination. Based on the qualification characteristics, job descriptions are developed for specific employees.
The job description form and the structure of the text are enshrined in USORD.
Job descriptions should be drawn up for each position provided for by the staffing table.
Development and sections of job descriptions
When developing job descriptions, the provision on the structural unit is used. The position and job descriptions are interrelated documents, since the duties of each employee arise from the tasks and functions of the entire service as a whole.
The text of the job description should fully and clearly define the tasks, functions, duties of the employee. fuzzy and incomplete definition sphere of activity of each employee leads to instability in the work of the service itself and inconsistency in the actions of individual employees. As a rule, such an environment contributes to the emergence of conflict situations caused by misconception employee about their responsibilities. The text of the job description is set out in separate paragraphs.
A job description usually consists of the following sections:
- General provisions
- Main tasks and functions
- Responsibilities
- Rights
- Responsibility
- Relationships
In the first section of the job description General provisions» contains:
- the name of the position in accordance with the staffing table and basic information about it: the name of the structural unit, the subordination of this employee, the category of personnel (specialist, technical contractor);
- procedure for appointment and dismissal;
- the procedure for filling this position during the period of temporary absence of the employee;
- requirements for professional training (level of education, work experience), qualification requirements (should know ... must be able to ...);
- a list of regulatory documents that the employee is guided by in his professional activities, a list of administrative documents regulating official duties (orders and instructions of the head of the organization, preschool services, etc.).
In the second section " Main tasks and functions» The job description formulates the main task of the employee of this position, the subject of his competence, the area of work. The following is a listing of specific types of work that make up the implementation of the main task. For example: the main task of an employee is to control the deadlines for the execution of documents. IN different organizations and when using different technologies, this task can consist of different operations. For example, when using manual technology, these can be the following operations:
- receipt (from the registration area, from the secretariat, etc.) of documents put under control;
- filling out control cards;
- entering into them notes on the progress of execution;
- maintaining a time card;
- transfer of information;
- compiling and maintaining reference files, servicing requests from specialists of the administrative apparatus, etc.
The same task with automated technology will include such operations as:
- entering into a computer database of registered documents;
- maintenance of a computer database of documents marked "Control";
- service of requests of specialists of the administrative apparatus, etc.
In chapter " Responsibilities» job descriptions record the conditions that must be observed by the employee in the performance of his functions. For example:
- observe ;
- comply with the established deadlines for the preparation of documents;
- observe ethical standards communication in;
- respect the confidentiality of official information.
In chapter " Rights» establishes the range of rights necessary for the employee to implement the duties assigned to him, as well as the procedure for exercising these rights. The section includes such rights as: decision-making, obtaining information for the performance of one's work, the right to endorse certain types of documents, the right to control, etc. A clear formulation of the rights of the employee allows us to formulate his responsibility, which is allocated in a separate section.
In chapter " Responsibility» record the content and forms of responsibility of an official for the results and consequences of his activities, as well as for failure to take timely measures or actions related to his duties. Responsibility can be established disciplinary and material, but necessarily in accordance with applicable law and taking into account the specifics of the organization.
In the job description section " Relationships» record the order of interaction of the employee with other structural divisions and officials. The section lists those structural units from which the employee receives documents, and those to which he transfers information.
Job descriptions are developed and signed by the head of the records management service, approved by the head of the organization (firm). Job descriptions are issued on the general letterhead of the organization. They can be endorsed (coordinated) with the heads of those structural units with which the employee interacts.
Job descriptions also apply to long-term action.
Revision of job descriptions is mandatory under the following conditions:
- change in the structure of the organization;
- reassignment of office work service;
- change of job title;
- change in the internal organizational structure of the clerical service;
- introduction of new forms and methods of labor organization;
- implementation new technology, since in this case there is a redistribution of functions between individual employees and structural divisions.
With the job description, the head (or personnel service) must inform the employee on receipt. The familiarization visa is located below the signature of the head of the records management service (the developer of the job description) and consists of the words “Familiarized with the instruction (on)”, the signature of the employee, his initials, last name and date.
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