RD 107.12.009-89

Group T55

INDUSTRY GUIDANCE DOCUMENT

REGULATIONS ON STRUCTURAL UNITS AND STRUCTURAL SUBDIVISIONS OF ASSOCIATIONS, ENTERPRISES

Introduction date 1990-06-01

INFORMATION DATA

1. APPROVED GNTU MCI

2. INTRODUCED BY directive letter N 017-107/K/2539 of November 2, 1989 to the State National Technical University.

3. PERFORMERS: V.N. BARANOV ( development manager)

T.A.SUVOROVA

4. REGISTERED GOSM for N OP 3062 dated 27.11.89.

5. The term of the first check is 1993.

The frequency of verification is 5 years.

6. Introduced instead of OST 4G 0.091.044, rev.2-80.

7. Keywords: provisions, structure, structural unit, structural subdivision, independence, tasks, functions, rights, responsibility.

8. Abstract.

Industry guidance document RD 107.12.009-89 was developed in order to ensure a unified approach at industry enterprises to the development of regulations on structural units of associations, branches of industrial enterprises, branches of research institutes (KB), divisions of industrial enterprises and research institutes (KB). Examples of registration of various kinds of provisions are given.

The RD contains the main requirements governing the content, procedure for the development and implementation of the provisions.


This guidance document (RD) applies to production and research and production associations (hereinafter - associations), industrial enterprises (factories), research institutes (NII), design and design and technology bureaus (hereinafter - KB), branches of factories, branches Research institutes and design bureaus (hereinafter referred to as branches).

This RD establishes requirements for the construction, design, content, procedure for developing, agreeing, approving and enacting regulations on structural units of associations, regulations on branches, regulations on structural divisions of enterprises.

1. GENERAL PROVISIONS

1. GENERAL PROVISIONS

1.1. Structural units of associations, branches, structural subdivisions of enterprises act on the basis of regulations.

1.2. The provisions are regulations, defining the legal status of structural units, branches, structural divisions, their place in the system of the association, enterprises, internal organization, assigning to them the functions of the association, enterprise.

1.3. Regulations are being developed about:

structural units of associations;

branches;

structural subdivisions of independent factories, independent research institutes, design bureaus;

structural subdivisions of structural units of associations;

structural subdivisions of branches.

The structural divisions for which the provisions are being developed include:

production facilities (including experimental ones) functioning as structural subdivisions;

shops of the main and auxiliary production;

independent plots;

departments in research institutes, design bureaus, which are a single planned and reporting unit;

departments (including thematic ones in research institutes, design bureaus);

departments and laboratories within departments;

independent laboratories;

independent bureaus;

bureau as part of production and workshops.

1.4. Regulations do not develop about:

factories, research institutes, design bureaus, having the rights legal entity;

sectors;

independent laboratories;

non-independent bureaus;

non-independent areas.

Notes:

1. Factories, research institutes, design bureaus, having the rights of a legal entity, operate on the basis of the "Law on the State Enterprise (Association)" and the Charter.

2. Sectors, non-independent laboratories, bureaus and sites act on the basis of the regulations on the structural units in which they are included.

1.5. Regulations also do not develop on departments in which the planning and reporting unit is not the department itself as a whole, but its constituent departments and laboratories.

In such departments, the head acts as the head of the scientific direction, and the departments (laboratories) carry out work in this direction with their own planning and reporting.

In this case, develop official position about the head of the department, as the head of the thematic direction, as well as the regulations on the departments (laboratories) included in the department.

1.6. Regulations should be developed in accordance with:

this RD;

current legislation;

current organizational and administrative, regulatory and methodological documents in the areas of activity of the structural unit of the association (branch, structural unit).

When changing these documents, it is necessary to make appropriate adjustments or completely rework the provisions.

Note. Organizational and administrative, regulatory and methodological documents related to the activities of a structural unit, branch, structural unit, issued after the approval of the regulation on this structural unit (branch, structural unit) apply in addition to this provision.

1.7. The content of the provision, the number and name of the sections depends on the nature of the object (structural unit, branch, structural unit) for which the provision is being developed, as well as on the conditions in which the structural unit, branch, structural unit operates.

In this RD, the content of the provisions is presented in the following groups:

regulations on structural units of associations and branches;

position on the department in research institutes, design bureaus;

regulations on productions (including experimental ones), on workshops of the main and auxiliary production, on independent sections;

regulations on departments (including thematic ones in research institutes, design bureaus), on departments and laboratories within departments; about independent laboratories and independent bureaus; about the bureau as part of production and workshops.

Common to the provisions of each group is the number and names of sections in them.

1.8. Each provision is accompanied by a "Scheme of Subordination of Structural Units" of a structural unit, branch, structural unit.

Note. Structural links are independent and non-independent units, officials and performers (individual employees) of the enterprise, the structural link of the lower level of management is the performer (employee).

2.1. Regulations on structural units of associations and branches

2.1.1. Regulations on structural units of associations and branches should include the following sections:

1. General Provisions;

2) main tasks;

3) property and funds;

4) production- economic activity(for factories - structural units of associations and for branches of factories);

scientific, scientific, technical and economic activities (for research institutes and design bureaus - structural units of associations and branches of research institutes and design bureaus);

5) management;

6) rights;

7) responsibility;

8) audit of activities, reorganization and liquidation.

Note. The organizational structure of the structural unit (branch) is developed and approved separately.

2.1.2. Section "General Provisions" contains:

full name and administrative direct subordination of the structural unit (branch);

the level of economic independence of the structural unit (branch);

legal, organizational, administrative and normative-technical documents (NTD), which guide the work of a structural unit (branch);

the position of the head of the structural unit (branch);

the procedure for appointing, approving and dismissing the head of a structural unit (branch);

the procedure for developing, agreeing and approving the regulation on the structural unit (branch), its organizational structure and staffing.



the activity of a structural unit (branch) is built on the basis of an economic and social development associations (enterprises);

the association (enterprise) ensures the observance of the rights of the structural unit (branch) and exercises control over the fulfillment by the structural unit (branch) of its obligations;

the structural unit (branch) has seals indicating its name and conducts correspondence through the post office assigned to it.

It is allowed to introduce other necessary clauses specifying and clarifying the status of a structural unit (branch), if these clauses cannot be included in other sections of the regulation due to their content.

2.1.3. The "Main tasks" section contains a list of the main tasks that characterize the purpose and main activities of the structural unit (branch).

The section should be built in such a way that each main task corresponds to a certain group of functions from the section "Production and economic activity" ("Scientific, scientific, technical and economic activity").

The formulation of the main tasks should reveal what the structural unit (branch) was created and operates for.

2.1.4. In the "Property and funds" section, you should indicate which fixed assets and working capital, as well as other material assets and financial resources, are assigned to the structural unit (branch).

In addition, in the section it is necessary to indicate which funds (material incentives, social development, etc.) are formed by the structural unit (branch).

2.1.5. The section "Production and economic activity" ("Scientific, scientific, technical and economic activity") reflects the content of the activities of the structural unit (branch) in ensuring the main tasks assigned to the structural unit (branch).

The content of the activities of a structural unit (branch) should be stated in the form of functions and sub-functions in areas.

For example, in the area:

production activities;

planning;

scientific and technological progress;

logistics and marketing;

labor and wages;

personnel and social development of the team;

finance, accounting and reporting, etc.

2.1.6. In the "Management" section, a description of the management system of the structural unit (branch) is given, where you should specify:

principles on the basis of which the management of a structural unit (branch) is built;



For example, "the director establishes the competence of his deputies ...", "the divisions of the enterprise act on the basis of the regulations on these divisions ...", etc .;

the basics of organizing the work of public organizations and their relationship with the administration;

methods of managing a structural unit (branch) by higher managers (planning, reporting, performance evaluation, etc.);

organizational and administrative documents of an association (factory, research institute, design bureau) that apply to this structural unit (branch).

For example, "Collective agreement", "Rules of internal work schedule" etc.

The section should also indicate that qualification requirements to the head (director, head) of a structural unit (branch) are established the same as to the head of a legally independent enterprise.

It is allowed, if necessary, to introduce other items specifying and clarifying the management system of a structural unit (branch).

2.1.7. In the "Rights" section, it is necessary to indicate that the rights of the structural unit (branch) are exercised by its head and according to the distribution of duties established by official positions (job descriptions) by other employees of the structural unit (branch).



related to representation in other associations, enterprises, organizations;



in relation to other structural units of the association (other branches of the plant, research institutes, design bureaus);

in relation to subdivisions or individual employees of a structural unit (branch);





The scope of rights should ensure the fulfillment of the tasks and functions assigned to the structural unit (branch), as well as the duties assigned to the head of the structural unit (branch).

2.1.8. In the "Responsibility" section, it should be indicated that the head of the structural unit (branch) is responsible for all activities of the structural unit (branch) as a whole. At the same time, it is necessary to concretize and clarify the most significant types of responsibility of the head.

For example, responsibility for failure to fulfill the tasks and functions assigned to the structural unit (branch) and their duties; responsibility for the incorrectness and incomplete use of the rights granted to the manager, etc.

Note. For a structural unit (branch) that has switched to economic accounting, it must be indicated that the payment of fines, penalties and other sanctions established by law and the management of the association (factory, research institute, design bureau) is made at the expense of self-supporting income (profit) of the team of the structural unit (branch ).


The final paragraph of the section should be a paragraph establishing that the responsibility of other employees of the structural unit (branch) is established by their official positions (instructions).

2.1.9. In the section "Audit of activities, reorganization and liquidation" you should indicate:

who audits the activities of the structural unit (branch), how often;

by the decision of which body the reorganization or liquidation of the structural unit (branch) is carried out;

procedure and terms of liquidation.

2.2. Regulations on the branch

2.2.1. The regulation on the branch should include the following sections:

1. General Provisions;

2) main tasks;

3) organizational structure;

4) property and funds;

5) scientific, scientific-technical and economic activities;

6) management;

7) head of department;

8) rights;

9) responsibility.

Note. The "Property and Funds" section is introduced when the department as a single planned unit is self-supporting.

2.2.2. In the section "General Provisions" they give:

full name and direct administrative subordination of the department;

the level of economic independence of the department.

For example: "The department operates on the principles of intra-institutional cost accounting and self-financing";

legal, organizational and administrative documents and NTD, which guide the work of the department;

the position of the head of the department, the procedure for his appointment, approval for the post and dismissal from the post;

the procedure for developing, coordinating and approving the position and staffing of the department;

types of equipment or specific equipment managed by the department.

Note. If there is a section "Property and funds" in the regulation on separation, then the item regarding the availability of equipment is not given in the "General Provisions" section.


The section must indicate that:

the activities of the department are based on the plan for the economic and social development of the Research Institute (KB);

The Research Institute (KB) ensures the observance of the rights of the department and monitors the fulfillment by the department of its obligations.

It is allowed to introduce clauses concretizing and clarifying the status of the branch, if these clauses, by their content, cannot be included in other sections of the regulation.

2.2.3. In the section "Main Tasks" a list of the main tasks characterizing the purpose and main activities of the department is given.

The section should be built in such a way that each main task corresponds to a certain group of functions from the section "Scientific, scientific, technical and economic activities".

The formulation of the main tasks should reveal the purpose for which the department was created and carries out its activities.

2.2.4. The section "Organizational structure" provides a list of units that are part of the department and are directly subordinate to the head of the department and his deputies.

The section also lists individual employees directly reporting to the head of the department or his deputies.

If the organizational structure of the department is complex, then it is allowed to draw it up as an appendix to the regulation on the department. In this case, the section indicates that the organizational structure of the department is given in the appendix to the regulation.

2.2.5. In the "Property and funds" section, you should indicate which fixed assets and working capital, as well as other material assets and financial resources, are assigned to the department.

In addition, in the section it is necessary to indicate which funds (material incentives, social development, etc.) the department forms.

2.2.6. The section "Scientific, scientific, technical and economic activities" should reflect the content of the department's activities as a whole in ensuring the main tasks assigned to the department.

The content of the department's activities should be stated in the form of functions and sub-functions in the following areas:

For example:

in the field of scientific and scientific-technical activity;

in the field of planning;

in the field of logistics;

in the field of labor and wages;

in the field of personnel and social development of the team;

in the field of finance, accounting and reporting, etc.

When describing the functions and sub-functions, one should adhere to the wording given in the all-Union and industry documents and NTD.

The final paragraph of the section should indicate that the functions of the department are carried out by the units and employees included in its composition, in accordance with the provisions (job descriptions) for these units (employees), developed and approved in the prescribed manner.

2.2.7. In the "Management" section, it is necessary to characterize the department management system, where to indicate:

the principles on the basis of which the management of the department is built;

grounds for functioning officials and divisions.

For example. "The head of the department establishes the competence of his deputies ...", "the departments that make up the department act on the basis of the regulations on these departments ...", etc.;

the basics of organizing the work of public organizations and their relationship with the administration of the department;

methods of managing the department as a whole and its divisions (the procedure for planning, reporting, evaluating activities, etc.);

organizational and methodological documents of research institutes (KB), which apply to the department.



It is allowed to introduce other necessary items that specify and clarify the department management system.

2.2.8. In the "Head of Department" section, you must specify:

official duties the head of the department to ensure the completed tasks and functions assigned to the department;

what the head of the department should know.

The section should be developed in accordance with the qualification characteristics of the head of the department, taking into account the working conditions of the department.

In the case when the head of the department is the deputy director or chief engineer and his competence includes not only the issues of the department, the section "Head of the department" consists of only one item: "The department is headed by the deputy director (chief engineer) - the head of the department, acting on the basis of his official position, developed and approved in accordance with the established procedure.

2.2.9. In the "Rights" section, it is necessary to indicate that the rights of the department are exercised by its head and according to the distribution of duties established by job descriptions by other employees of the department.

Rights must be stated in the following order:

related to representation in other associations, enterprises and organizations;

in relation to senior leaders;



in relation to departments and individual employees of the department;

on approval, approval (vising) or signing of documents.

If the rights are exercised jointly or in agreement with trade union body or the labor collective, then this should be indicated in the section.

The scope of rights should ensure the fulfillment of the tasks and functions assigned to the department, as well as the duties assigned to the head of the department.

In the "Responsibility" section, it should be indicated that the head of the department is responsible for all the activities of the department as a whole. At the same time, it is necessary to concretize and clarify the most significant types of responsibility of the head.

For example, responsibility for failure to fulfill the tasks and functions assigned to the department, and their duties; responsibility for the incorrectness and incomplete use of the rights granted to the head, etc.

Note. For a branch that has switched to self-supporting accounting, it must be indicated that the payment of fines, penalties and other sanctions established by the regulation on the self-supporting department is made at the expense of the self-supporting income (profit) of the branch staff.


The final paragraph of the section should be a paragraph establishing that the responsibility of other employees of the department is established by their job descriptions.

2.3. Regulations on industries, workshops of the main and auxiliary production, independent sections

2.3.1. Regulations on industries (including experimental ones) functioning as structural units, on main and auxiliary production workshops, on independent sections should include the following sections:

1. General Provisions;

2) main tasks;

3) organizational structure;

4) property and funds;

5) production and economic activity;

6) management;

7) head of production (workshop, site);

8) rights;

9) responsibility.

Note. If the structure of production (workshop) is rather complicated, then the section "Organizational structure" is not introduced, and in the section "General provisions" it should be indicated that the organizational structure of production (workshop) is given as an appendix to this regulation.

2.3.2. In the section "General Provisions" they give:

full name and administrative direct subordination of production (workshop, site);

the level of economic independence of production (workshop, site).

For example: "Production operates on the principles of intra-factory cost accounting and self-financing";

legal, organizational and administrative documents and scientific and technical documentation that guide production (workshop, site) in its work;

the position of the head of production (workshop, section), the procedure for his appointment, approval for the position and dismissal from office;

the procedure for developing, agreeing and approving the regulations on production (workshop, site) and its staffing table.

The section must also indicate that:

the activity of production (workshop, site) is built on the basis of the plan for the economic and social development of the enterprise;

the enterprise ensures the observance of the rights of production (workshop, site) and monitors the fulfillment by production (workshop, site) of its obligations.

It is allowed to introduce other necessary items specifying and clarifying the status of production (workshop, site), if these items, by their content, cannot be included in other sections of the regulation.

2.3.3. The "Main Tasks" section contains a list of the main tasks that characterize the intended purpose and main areas of production activity (workshop, site).

The section should be built in such a way that each main task corresponds to a certain group of functions from the section "Production and economic activity".

The formulation of the main tasks should reveal what the production (workshop, site) was created and operates for.

2.3.4. In the "Organizational structure" section, a list of departments that are part of the production (workshop, section) and directly subordinate to the head of production (workshop, section) and his deputies is given.

The section also lists individual employees directly subordinate to the head of production (workshop, section) or his deputies.

If the organizational structure of production (workshop) is complex, then it is allowed to draw it up as an annex to the regulation on production (workshop, site). In this case, the section indicates that the organizational structure of production (workshop) is given in the appendix to the regulation.

2.3.5. In the "Property and funds" section, it should be indicated which fixed assets and working capital, as well as other material assets and financial resources, are assigned to production (workshop, site).

In addition, in the section it is necessary to indicate which funds (material incentives, social development, etc.) are formed by production (workshop, site).

2.3.6. The section "Production and economic activity" should reflect the content of the activities of production (workshop, site) as a single whole in order to ensure the main tasks assigned to production (workshop, site).

The content of production activities (workshop, site) should be stated in the form of functions and sub-functions in areas.

For example, in the field of production, planning, logistics, labor and wages, personnel and social development of the team, finance, accounting and reporting, etc.

When describing the functions and sub-functions, one should adhere to the wording given in the all-Union and sectoral organizational and administrative documents and NTD.

The tasks and functions of the units included in the production (shop), as well as the duties of employees directly subordinate to the head of production (shop) or his deputies, are given in the regulations on these units (job descriptions of employees).

2.3.7. In the "Management" section, it is necessary to characterize the production management system (workshop, section), where you should indicate:

principles on the basis of which production management (shop, section) is built;

grounds for the functioning of officials and divisions.

For example: "The head of production establishes the competence of his deputies ...", "The workshops that are part of the production operate on the basis of the regulations on these workshops ...", etc.;

the basics of organizing the work of public organizations and their relationship with the administration of production (workshop, site);

methods of managing production (shop, section) as a whole and its divisions (planning, reporting, performance evaluation, etc.);

NTD and organizational and administrative documents of the enterprise that apply to production (workshop, site).

For example: "Collective agreement", "Internal labor regulations", etc.

It is allowed to introduce other necessary items that specify and clarify the production management system (workshop, section).

2.3.8. In the section "Head of production (workshop, section)" you must specify:

official duties of the head of production (workshop, site) to ensure the fulfillment of tasks and functions assigned to production (workshop, site);

what the head of production (workshop, section) should know.

The section should be developed in accordance with the qualification characteristics of the head, taking into account the working conditions of the production (workshop, site).

In the case when the enterprise has a single "General job description for the head of an independent structural unit in terms of administrative management of the unit", only those items that are necessary, but which are not in the "General job description" are given in the section of the provisions on the workshop and site.

2.3.9. In the "Rights" section, it is necessary to indicate that the rights of production (shop, section) are carried out by his boss and, according to the distribution of duties established by job descriptions, other workers in production (shop, section).

Rights must be stated in the following order:

in relation to senior leaders;

in relation to subdivisions and individual workers of production (workshop, site);

on approval, approval (vising) or signing of documents.

If the rights are exercised jointly or in agreement with the trade union body or labor collective, then this should be indicated.

If the enterprise has a "General job description for the head of the structural unit in terms of administrative management of the unit", in the section of the provisions on the workshop, section, only those items are written that are necessary, but which are not in the "General job description".

The scope of rights should ensure the fulfillment of the tasks and functions assigned to the production (shop, site), as well as the duties assigned to the head of production (shop, site).

2.3.10. In the "Responsibility" section, it should be indicated that the head of production (workshop, section) is responsible for all activities of production (workshop, section) as a whole. At the same time, it is necessary to concretize and clarify the most significant types of responsibility of the head.

For example, responsibility for failure to fulfill the tasks and functions assigned to production (workshop, site), and their duties; responsibility for the incorrectness and incomplete use of the rights granted to the head, etc.

Note. For production (workshop, site) that has switched to cost accounting, it must be indicated that the payment of fines, penalties and other sanctions established by the regulation on self-supporting production (workshop; site) are made at the expense of self-supporting income (profit) of the production team (workshop, site ).


If the enterprise has a "General job description for the head of an independent structural unit in terms of administrative management of the unit", in the section of the provisions on the workshop and site, only those items are written that are necessary, but which are not in the "General job description".

The final paragraph of the section should be a paragraph establishing that the responsibility of other production workers (shop, section) is determined by their job descriptions.

2.4. Regulations on departments, laboratories, bureaus

2.4.1. Regulations on departments (including thematic ones in research institutes, design bureaus), on departments and laboratories within departments, on independent laboratories, independent bureaus, on bureaus as part of production and workshops should include the following sections:

1. General Provisions;

2) main tasks;

3) organizational structure;

4) functions;

5) head of department (laboratory, bureau);

6) rights;

7) responsibility.

Note. In necessary cases, for example, when the unit is transferred to economic accounting, additionally after the section "Organizational structure" the section "Property and funds" is introduced, which is set out in accordance with clause 2.4.8.

2.4.2. In the section "General Provisions" they give:

full name and administrative direct subordination of the department (laboratory, bureau);

the level of economic independence of the department (laboratory, bureau);

legal, organizational, administrative and normative-technical documents that guide the work of the department (laboratory, bureau);

the position of the head of the department (laboratory, bureau), the procedure for his appointment, approval for the position and dismissal from the position;

the procedure for developing, agreeing and approving the regulation on the department (laboratory, bureau) and its staffing table;

the procedure for planning, reporting and evaluating the activities of the department (laboratory, bureau);

types of equipment or specific equipment administered by a department (laboratory, office).

Note. If the regulation on the department (laboratory, office) has a section "Property and funds", then the item regarding the availability of equipment is not given in the section "General provisions".


In the regulations on business management units in the "General Provisions" section, it is allowed to introduce clauses defining:

the level of centralization by functions or subfunctions of management implemented by the unit;

the object of management of the structural subdivision and the area of ​​administrative or functional management of this object.

It is allowed to introduce other necessary items into the section, specifying and clarifying the status of the department (laboratory, bureau), if these items, due to their content, cannot be included in other sections of the regulation.

2.4.3. The "Main tasks" section contains a list of the main tasks that characterize the purpose and main activities of the department (laboratory, bureau).

The section should be built in such a way that each main task corresponds to a certain group of functions from the "Functions" section.

The formulation of the main tasks should reveal the purpose for which the department (laboratory, bureau) was created and operates.

2.4.4. In the "Organizational structure" section, the sectors and bureaus that are part of the department (laboratory) are listed.

In the regulations on independent bureaus, as well as, if necessary, in the regulations on departments (laboratories), it is allowed to list separate groups of employees performing certain functions.

The section also lists individual employees directly subordinate to the head of the department (laboratory) or his deputies.

If there are no separate groups of employees in the composition of an independent bureau, the section "Organizational structure" is not included in the regulation on the bureau.

2.4.5. The section "Functions" should reflect the content of the activities of the department (laboratory, bureau) in order to ensure the main tasks assigned to the department (laboratory, bureau).

The content of the unit's activities should be stated in one of the following ways (at the choice of the developer):

by structural links (sectors, bureaus, groups) of the unit, outlining the functions of first one structural link, then another, etc. Cross-cutting for all structural links of work are stated under the heading "General functions";

in accordance with the technological sequence of the work performed.

For example, first, the functions for collecting, processing and analyzing materials are described, then for planning work, for conducting them, for monitoring their progress, etc.;

on objects of activity of division.

For example, by types of processed products, materials; in the field of standardization of work of workers; in the field of wage organization, etc.

When describing the functions and sub-functions, one should adhere to the wording given in the all-Union and sectoral organizational and administrative documents.

The duties of employees directly subordinate to the head of the department (laboratory) or his deputies should not be given, since these duties are set out in the job descriptions of employees.

2.4.6. In the section "Head of a department (laboratory, office)" you must specify:

official duties of the head of the department (laboratory, bureau) to ensure the fulfillment of the tasks and functions assigned to the department (laboratory, bureau);

what the head of the department (laboratory, bureau) should know.

The section should be developed in accordance with the qualification characteristics of the head, taking into account the working conditions of the department (laboratory, bureau).



In the case when the head of the department is a deputy director or chief engineer and his competence includes not only the issues of the department, the section "Head of the department" consists of only one item:

"The department is headed by the deputy director (chief engineer) - the head of the department, acting on the basis of his official position, developed and approved in the prescribed manner."

2.4.7. In the content of the "Rights" section, it is necessary to indicate that the rights of the department (laboratory, bureau) are exercised by its head and, according to the distribution of duties established by job descriptions, by other employees of the department (laboratory, bureau).

Rights must be stated in the following order:

related to representation in other associations, enterprises, organizations;

in relation to senior leaders;

in relation to other structural divisions of the enterprise;

in relation to structural links (sectors, bureaus, groups) and individual employees of the department (laboratories, bureaus);

on approval, approval (vising) or signing of documents.

If the rights are exercised jointly or in agreement with the trade union body or labor collective, then this should be indicated.

In the case when the enterprise has a single "General job description for the head of an independent structural unit in terms of administrative management of the unit", only those items are given in the section that are necessary, but which are not in the "General job description".

The scope of rights should ensure the fulfillment of the tasks and functions assigned to the department (laboratory, office), as well as the duties assigned to the head of the department (laboratory, office).

2.4.8. In the "Responsibility" section, it should be indicated that the head of the department (laboratory, bureau) is responsible for all activities of the department (laboratory, bureau) as a whole. At the same time, it is necessary to concretize and clarify the most significant types of responsibility of the head.

For example, responsibility for failure to fulfill the tasks and functions assigned to the department (laboratory, office), and their duties; responsibility for the incorrectness and incomplete use of the rights granted to the head, etc.

Note. For a department (laboratory, bureau) that has switched to cost accounting, it must be indicated that the payment of fines, penalties and other sanctions established by the regulation on cost accounting of the department (laboratory, bureau) is made at the expense of self-supporting income (profit) of the team of the department (laboratory, bureau). ).


In the case when the enterprise has a single "General job description for the head of an independent structural unit in terms of administrative management of the unit", only those items are given in the section that are necessary, but which are not in the "General job description".

The final paragraph of the section should be a paragraph establishing that the responsibility of other employees of the department (laboratory, bureau) is determined by their job descriptions.

3. ANNEXES TO REGULATIONS

3.1. Each provision on a structural unit (on a branch, on a structural unit) must have a "Subordination Scheme of Structural Units" as a mandatory application. In this case, the full name of the structural unit (branch, structural unit) should be given.

For example: "Scheme of subordination of structural links of the Instrument-Making Plant of the production association "Volga", "Scheme of subordination of structural links of the department of the chief technologist", etc.

3.2. Regulations on structural units (branches), as well as regulations on departments, industries and workshops, consisting of a significant number of structural units, have as an application the "Organizational structure of a structural unit" (branch, department, production, workshop). The organizational structure is compiled in the form of tables and approved simultaneously with the regulation on the structural unit (branch, department, production, workshop).

3.3. If necessary, the regulation on the structural unit may be accompanied by a document regulating the main relationships between this structural unit and other units or officials of the association (enterprise).

3.4. On the "Scheme of subordination of structural links" should be reflected in graphical form:

subdivisions that are part of a structural unit (branch, structural subdivision);

connection of administrative subordination of these divisions.

3.4.1. On the "Scheme of subordination of structural links" it is allowed, if necessary, to depict sectors and non-independent bureaus as part of divisions, as well as to show positions directly subordinate to the head.

3.4.2. It is allowed, if necessary, to depict the links of functional subordination of structural links.

3.4.3. The "Scheme of subordination of structural links" is drawn up on a sheet of arbitrary format.

Structural links are recommended to be depicted as rectangles arranged in a hierarchical order, with the following ratios between the sides given in Table 1.

Table 1

3.4.4. The names of structural units must exactly correspond to the names established by the current industry organizational and administrative documents and NTD, as well as correspond to the names in the approved organizational structure of the enterprise, association.
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Good afternoon! We had a question: Who is obliged to develop the regulation on the department and job description for employees in each of the departments? The head of the department in whose subordination are the employees or someone else?

Answer

Regulations on a structural subdivision - a document that defines: the procedure for creating (forming) a subdivision; legal status divisions in the structure of the organization; unit structure; tasks, functions, rights and responsibilities of the unit; the procedure for interaction of the unit with other structural units of the organization.

Regulations on the structural unit

1 OKUD code 0211111

2 Number of copies 2 or more

3 Form A4

4. Shelf life Constantly

5 Developer Engineer for the organization of production management, HR specialist

The procedure for developing this document is similar to the procedure for developing job descriptions. Therefore, in this section, we will restrict ourselves to consideration of models of provisions and give recommendations on the development of some sections.

One of the simplest is a layout that highlights sections:

1. General Provisions.

2. The main tasks of the unit.

3. Functions of the division.

The following blocks can also be found in position layouts:

1. Organizational structure of the unit.

2. The rights of the division.

3. Relationships (service relations) of the unit with other units.

4. Responsibility of the unit.

Now briefly on each of the sections.

Section 1. "General Provisions"

1.1 The place of the unit in the management structure of the organization

Indicate whether the unit is independent or part of another unit

1.2 The order of creation, reorganization and liquidation of the division

It is determined: who (a body or an official) creates a unit, by what documents; who decides on the reorganization or liquidation of the unit

1.3 Subordination

It is indicated to which of the management (the head of the organization or his deputies, other executives) the independent unit is subordinate. Subordination is determined by the scheme of the organization structure

1.4 Unit management

1.5 Fundamental organizational and legal documents that guide the unit in its activities

It is indicated which official manages the activities of the unit, in what order the appointment and dismissal are made, qualification requirements for him

1.6 Planning the activities of the unit

It indicates the plans for the work of the department

1.7 Forms of reporting on the activities of the unit

Here you can specify in what order the unit reports: submits a written report once a month (quarter, year); the head of the organization hears the report of the head of the unit; other forms

1.8 Explanation of terms used

They are given if the units perform specific functions and are characterized by special terminology.

Section 2. "The main tasks of the unit." The main tasks of the unit, as a rule, are determined on the basis of the matrix of distribution of management functions. If the organization does without it, the provisions of the Qualification Directory for the positions of managers, specialists and other employees can be taken as a basis. If the subdivision includes structural units, then it is recommended to break down the tasks in the same areas.

Section 3. "Functions of the unit." When developing this section, a management distribution matrix is ​​also used. If not, then you can use Qualification guide positions of managers, specialists and other employees - "withdraw" functions from the official duties of the heads of the relevant departments. It will help to determine the functions of the structural unit and GOST 24.525.5-81 “Management production association and industrial enterprise. Resource management. Basic Provisions"*.

* M.: Gosstandart of the USSR, 1981.

The structure of the "Unit Functions" section can be presented in the form of text or tables, diagrams. For example, for the position on the legal department:

III. Functions

Function name

Title of the document

Definition of forms of contractual relations

Schemes of contractual relations

Preparation of draft contracts

1. Draft agreements

2. Preliminary contracts

Coordination of draft contracts with contractors

1. Protocols of disagreements

2. Protocols for reconciliation of disagreements

The tabular form is convenient. The only difficulty is that the document is not the result of any function, so dashes will be placed opposite individual functions.

In order to prevent the same functions from being duplicated in the regulations for different departments, you can use the method that is used when developing job descriptions (see recommendations for developing the "Job Responsibilities" section of the job description in paragraph 3.1 of paragraph 3 of this chapter - p. 61 ). But, in principle, the use of the management functions distribution matrix should exclude duplication.

Section 4. "Organizational structure of the unit." The name of this section may be different, for example, “Structure” or “Structure and staffing”.

Proposals on the structure of the unit are developed by the head of the unit together with the department of organization and remuneration. As the unit operates, the structure may change.

The structure of the unit can be given by a simple enumeration, for example: "The personnel department includes: the recruitment sector, the dismissal sector, the accounting sector, the employee consulting sector." The structure can also be represented as a diagram, for example:

HUMAN RESOURCES DEPARTMENT

Bureau (sector, group) of reception

Bureau (sector, group) of accounting

The scheme can be more complex - to reflect the relationship between the structural units that make up the unit.

In the "Structure" section, you should also determine the procedure for approving the provisions on the structural units of the unit.

In small organizations, divisions may not be structured into smaller units. In this case, groups of specialists performing work in certain areas, or individual specialists in general, are indicated, and it is also determined in what order the job descriptions of the department's specialists are approved.

AT this section also indicates the staffing of the unit. It can be given in the regulation itself or made out as a separate application.

Section 5. "Rights of the division." Before developing this section, we recommend that you pay attention to the procedure for developing the “Rights” section of job descriptions (see clause 3.1 of paragraph 3 of this chapter - p. 66). In contrast to the job description, the position on the unit gives the rights not to an individual employee, but to the entire unit. If you wish, you can "paint" the rights of workers. But it is best to give a general list of rights for the head of the unit and his employees and single out the rights of the head in a separate block. Giving the latter rights, preference should be given to functional rights, since his labor rights are the same as those of the employees of the unit.

We give a very general example section "Rights" of the regulation on the personnel department:

1.1. To control the activities of structural divisions of the organization and individual specialists on issues within the competence of the department.

1.2. Request information, documentation and materials from structural subdivisions necessary to resolve issues related to the fulfillment of the tasks assigned to the department.

1.3. Invite representatives of third-party organizations to resolve issues within the competence of the department.

1.4. Submit proposals on issues within the competence of the department through the Deputy General Director for Personnel for consideration by the General Director.

3. The head of the department has the personal right to:

3.1. Participate in the selection of department employees for vacant positions.

3.3. Represent the interests of the organization by proxy on recruitment issues in employment services, recruitment agencies.

3.4. Participate in the preparation and approval of the organization's personnel plans.

3.6. In agreement with the Deputy General Director for Human Resources, involve experts, specialists in the field of personnel management of third-party organizations for consultations, preparation of conclusions, recommendations and proposals.

5. Employees of the department are entitled to:

5.2. Require officials of the organization to comply with labor laws, eliminate violations of labor laws.

When developing this section, you should use the recommendations given in paragraph 3.1 "Job Instructions" of this book, as well as analyze the options for the provisions below.

Section 6. "Relationships (service relations) of the unit." All recommendations for the preparation of the section of the same name, but only job descriptions, are given in paragraph 3.1 "Job descriptions" of this book. You should only pay attention to the fact that the interaction of departments is “signed”, and not individual workers. Therefore, first of all, you need to focus on official relations between the heads of various departments, and secondly (if necessary) - on the coordination of official relations between ordinary employees of departments (i.e., to determine whether it is necessary to obtain consent from the head of your department, you need whether to coordinate their actions with the head of another department before interacting with its employees).

The formatting methods (text, diagrams, tables, etc.) may be the same as those specified in paragraph 3.1 of the "Job Instructions" of this handbook.

Section 7. "Responsibility of the division." The procedure for developing this block of provisions is also largely similar to the procedure for compiling the “Responsibility” section of the job description (see paragraph 3.1 of paragraph 3 of this chapter - p. 69). Meanwhile, there are some peculiarities. So, it is desirable in the position, along with the responsibility of the entire unit, to highlight the responsibility of its head, since according to general rule he is guided in his activities by the position and in most organizations job descriptions are not developed for him.

Responsibility can be divided into personal (for example, the head of a department) and collective (subdivision employees).

If the above sections are not enough for the developer, we recommend the following text structures for the provisions on subdivisions:

Option 1

1. General Provisions.

2. Main tasks.

3. Structure and staffing.

5. Leadership (management).

6. Funds.

7. Control, verification and revision of activities.

8. Change, termination of activity.

Option 2

1. General Provisions.

2. Main goals and objectives.

3. Functions.

4. Rights and obligations.

5. Interaction.

6. Responsibility.

7. Rewards.

8. Property and funds.

9. Organization of activities.

10. Labor relations.

11. Structure and staffing.

Regulations on structural subdivisions are drawn up by the department of organization and remuneration of labor or the laboratory (bureau) for the organization of labor. If there are no such units, you can assign this function to the legal department or the personnel department. Development can also be entrusted to individual specialists, for example, an engineer in the organization of production control.

General control and management of the development of regulations on structural divisions is carried out by the deputy head of the organization for personnel management.

The regulation on the structural unit must contain the following details:

1. Name of the organization.

2. Name of the document.

3. Date and number.

4. Title to the text (name of the structural unit).

5. Stamp of approval.

7. Signature of the developer.

8. Approval visas (if the position is subject to external approval, then the approval stamp).

The list of persons who must issue their visas, as a rule, is determined by the head of the organization in accordance with the order on the distribution of duties, as well as based on operograms. In order to avoid inaccuracies and duplication of individual functions, service relationships, and, accordingly, subsequent disagreements between the heads of various departments, it is practiced to endorse the position of a particular department by the heads of those departments with which it interacts. If the number of visas is more than 3, then they are issued on a separate page or in the form of a separate "List of approvals".

In a number of organizations, the regulations on subdivisions are approved by the head of the legal department or the lawyer of the organization.

The head of the organization approves the regulations on structural divisions. The right of approval may also be vested in other executives (for example, deputy heads of the organization who ensure the activities of groups of units).

The employees of the department should be familiar with the situation. This may be a column on familiarization or a column on bringing the situation to the attention of employees. At the same time, signatures are affixed in order of seniority (first the head of the unit, then all the others). To fix familiarization with the position, the method indicated for job descriptions and consisting in drawing up a familiarization sheet can also be used.

The basis for amending the regulation on the structural unit is the order of the head of the organization. The procedure and methods for its execution are similar to the procedure for issuing an order to amend the job description. However, it should be borne in mind that amendments to the regulation on a structural unit may, and in some cases should, entail a revision of the job descriptions of employees of this unit.

In order to show the different models of positions, the examples below are designed for one department - the personnel department. Sample regulations for other divisions (over 60) are given in the practical guide “Personnel of the enterprise. 60 samples of regulations on departments and services "*.

* Schur D.L., Trukhanovich L.V. Enterprise personnel. 60 samples of regulations on departments and services: A practical guide. 2nd ed. - reworked and additional - M.: Publishing house "Case and Service", 2002.

Sample provision

(option 1)

CJSC "Alcotrade"

APPROVE

(name of company)

CEO

POSITION

O. A. Onufriev

(signature)

(full name)

About the personnel department

(name of department)

1. General Provisions

1.1. The personnel department is an independent structural subdivision of the organization, reporting directly to its head.

1.2. The personnel department is headed by a chief.

1.3. The appointment and dismissal of the head of the personnel department is carried out by order of the general director.

2. The main tasks of the personnel department

2.1. Organization and implementation of work on the selection, placement and education of personnel.

2.2. The study of the qualities of employees by their practical activities.

2.3. Creation of a reserve of personnel for promotion to managerial and financially responsible positions.

2.4. Organization of all types of accounting and reporting on personnel.

3. Functions of the personnel department

Human Resources Department:

3.1. Develops proposals on the nomenclature of positions of employees appointed and dismissed by the General Director.

3.2. Together with the heads of interested departments, he selects employees and makes appropriate proposals for their appointment to the specified positions, draws up the necessary documentation for this.

3.3. Together with the heads of departments, he studies the business and moral qualities of employees in the course of their practical activities and makes proposals for the movement and promotion of employees.

3.4. Ensures the certification of employees, constantly monitors the implementation of the recommendations of the certification commission.

3.5. In accordance with the requirements of labor legislation, with the participation of heads of departments, he makes proposals for the release and relocation of employees and makes the necessary registration.

3.6. Taking into account the development of the organization, it determines the need for specialists and workers of mass professions, determines the sources of staff replenishment.

3.7. Takes measures for the placement of young professionals and ensures their proper use.

3.8. Considers complaints and applications of employees on issues of admission, relocation and dismissal, violations of labor laws, makes proposals for resolving these complaints.

3.9. Keeps records of employees of the organization, in accordance with the established procedure, draws up and stores their personal files and other personnel documents.

3.10. Performs receiving, filling, storing and issuing work books.

3.11. Monitors timely delivery regular holidays employees.

3.12. Together with the legal department, controls the correctness of the organization and the application of material liability to the employees of the organization.

3.13. Together with other departments, he makes proposals and prepares relevant documentation on rewarding employees and other incentives.

3.14. Prepares reports on personnel according to approved forms.

3.15. On behalf of the organization, he represents on issues of work with personnel in state and municipal bodies, organizations, enterprises and institutions.

The Human Resources Department, within its competence, has the right to:

4.1. Request the necessary data on employees from structural subdivisions, and, when hiring and moving employees, the opinion of the heads of the relevant structural subdivisions.

4.2. Require, when applying for a job and in other established cases, the submission of relevant documents and materials (employment books, copies of diplomas of education, etc.).

4.3. To control in the structural subdivisions the observance of labor legislation in relation to employees, as well as the procedure for providing established benefits and benefits.

4.5. Make proposals to the management of the organization on issues of work with personnel, including on improving the work of employees.

5. Guide

5.1. The department is headed by the Head of Human Resources.

5.2. Head of HR department:

Organizes the work of the department;

Takes measures to improve the work of the department;

Provides interaction with other structural divisions.

5.3. The head of the personnel department is personally responsible for the fulfillment of the tasks assigned to the department.

5.4. The duties, rights and responsibilities of employees of the personnel department are established by job descriptions.

I. M. Sverdlov

(signature)

(full name)

Head of the legal department

K. V. Almazov

(signature)

(full name)

Familiar with the situation

Head of Human Resources

VK. Smirnova

(position)

(signature)

(full name)

(position*)

(signature)

(full name)

Sample provision

(option 2)

CJSC "Alcotrade"

APPROVE

(name of company)

CEO

(director; deputy director for personnel; other official authorized to approve the job description)

POSITION

O. A. Onufriev

(signature)

(full name)

About the personnel department

(name of department)

I. General provisions

1. The personnel department is an independent structural unit of the organization.

2. The department is created and liquidated by the order of the general director.

3. Department reports directly to CEO*.

* May also report to the Deputy General Director for Human Resources.

4. The department is headed by a chief* appointed to the position by order of the general director.

* The head of the personnel department may be the deputy director of personnel.

5. The head of the department must have professional education and work experience in the organization of personnel management in engineering and management positions for at least 5 years.

6. In its activities, the department is guided by:

6.1. the Constitution of the Russian Federation.

6.2. Labor Code RF and other normative legal acts containing labor law norms.

6.3. Charter.

6.4. Staff Regulations.

6.5. By this Regulation.

7. The work of the department is carried out according to annual and quarterly plans.

8. The head of the department once a quarter* submits to the general director a report on the work of the department.

* Other regularity may be specified.

II. Structure

1. The structure and staffing of the department are approved by the general director, based on the conditions and characteristics of the organization's activities, on the proposal of the head of the personnel department and in agreement with the department of organization and remuneration.

2. The Human Resources Department includes structural units (groups, sectors, bureaus, sections, etc.) according to the scheme below *.

* Other structural units may be formed as part of the personnel department, for example, a bureau (sector) for registering pensions, for monitoring the state of labor discipline and etc.

HUMAN RESOURCES DEPARTMENT

Bureau (sector, group) of reception

Bureau (sector, group) layoffs

Bureau (sector, group) of accounting

Bureau (sector, group) of workers' consultations

3. The distribution of duties between the employees of the bureau (sectors, groups) is carried out by the head of the personnel department.

4. Chief specialists (heads) of the bureau (sectors, groups, etc.) as part of the personnel department, other employees of the department are appointed to positions and dismissed from positions by order of the general director on the proposal of the head of the personnel department.

5. Employees of the department in their activities are guided by job descriptions.

III. Tasks

1. Selection, placement and education of personnel.

2. The study of the business and moral qualities of workers in their practical activities.

3. Personnel accounting.

4. Ensuring the rights, benefits and guarantees of employees of the organization.

5. Control over the state of labor discipline in the organization.

IV. Functions

1. Development personnel policy and organization strategies.

2. Development of forecasts, determination of the current need for personnel and sources of its satisfaction based on the study of the labor market.

3. Providing the organization with personnel of workers, employees and specialists of the required professions, specialties and qualifications in accordance with the goals, strategy and profile of the organization, changing external and internal conditions of its activities.

4. Formation and maintenance of a data bank on the quantitative and qualitative composition of personnel.

5. Selection and selection of employees together with the heads of interested departments and making appropriate proposals for their appointment to the specified positions, execution of orders for employment and other necessary documentation.

6. Development of job offers on a competitive basis in accordance with the procedure, established by law, preparation and organization of the work of the competition commission.

7. Informing employees of the organization about available vacancies; use of funds mass media to hire workers.

8. Establishing direct links with educational institutions and employment services.

9. Registration of acceptance, transfer and dismissal of employees in accordance with labor law, regulations, instructions and orders of the General Director.

10. Accounting for personnel.

11. Issuance of certificates of current and past labor activity workers.

12. Reception, filling, storage and issuance of work books.

13. Maintaining the established personnel documentation.

14. Preparation of materials for the presentation of personnel for incentives.

15. Preparation of materials to bring employees to material and disciplinary liability.

16. Placement of personnel based on an assessment of their qualifications, personal and business qualities.

17. Control over the correct placement of employees and the use of their labor in the structural divisions of the organization.

18. The study of professional, business and moral qualities of employees in the course of their labor activity.

19. Organization of certification of employees of the organization, its methodological and Information Support, participation in the analysis of the results of certification, the implementation of constant monitoring of the implementation of the decisions of the certification commission.

20. Preparation of relevant documents on pension insurance and their submission to the social security authorities.

21. Issuance of certificates of work in the organization, position and salary.

22. Ensuring social guarantees for workers in the field of employment, compliance with the procedure for employment and retraining of redundant workers, providing them with established benefits and compensations.

23. Drawing up a vacation schedule, accounting for the use of vacations by employees, registration of regular vacations in accordance with the approved schedule and additional vacations.

24. Registration and accounting of business trips.

25. Timesheet.

26. Control over the state of labor discipline in the divisions of the organization and over the observance by employees of the Internal Regulations.

27. Analysis of staff turnover.

28. Development of measures to strengthen labor discipline, reduce staff turnover, loss of working time, control over their implementation.

29. Consideration of complaints and statements of employees on issues of admission, relocation and dismissal, violations of labor laws.

30. Taking measures to identify and eliminate the causes that give rise to employee complaints.

1. To perform the functions assigned to it, the personnel department has the right to:

1.1. To control in structural divisions the observance of labor legislation in relation to employees, the established procedure for granting benefits and benefits.

1.2. Request the necessary data on employees from structural subdivisions, and, when hiring and moving employees, the opinion of the heads of the relevant structural subdivisions.

1.4. Give the heads of structural subdivisions binding instructions on issues within the competence of the department

1.5. Conduct correspondence on recruitment issues, as well as on other issues that are within the competence of the department and do not require agreement with the general director.

2. The rights granted to the department are exercised by the head of the department, as well as the employees of the department in accordance with the distribution of duties established by job descriptions.

3. The head of the personnel department is endowed with the following rights:

3.1. Submit proposals for consideration by the General Director on issues within the competence of the department.

3.2. Make proposals on the activities of other departments of the organization.

3.3. Represent in the prescribed manner on behalf of the organization on issues within the competence of the department in relations with state and municipal authorities, as well as other enterprises, organizations, institutions, including recruitment agencies and employment services.

3.4. Participate in the preparation and coordination of the plans of the organization in terms of personnel.

3.5. Give subordinate employees instructions that must be followed.

3.6. In agreement with the CEO, involve experts from outside organizations, specialists in the field of personnel management for consultations, preparation of conclusions, recommendations and proposals.

3.7. Manage allocated labor, material, financial and technical resources and distribute them among structural units.

4. The head of the personnel department signs (vises) documents related to the selection and movement of personnel, accounting forms.

5. Employees of the personnel department are entitled to:

5.1. Visit departments of the organization to monitor the state of labor discipline, compliance with labor rights workers.

5.2. Require officials of the organization to comply with labor laws.

5.3. Set deadlines and monitor compliance with requirements.

5.4. In case of violations of labor legislation, draw up acts, memorandums, reports and submit them to legal department for legal analysis and subsequent submission to the CEO to bring the perpetrators to justice.

5.5. Attend meetings and participate in the discussion of issues within the competence of the department.

VI. Relationships (service relations)

To perform the functions and exercise the rights, the personnel department interacts with the departments of the organization according to the following scheme:

Subdivision name

Documents and information

Receives

Provides (directs)

All structural divisions

Applications for workers and employees

Employee Incentive Decisions

Submissions for promotions

Extracts from orders (copies of orders) on personnel (at the request of heads of departments)

Characteristics on workers

approved vacation schedule

Materials for bringing employees to disciplinary and material liability

Copies of orders to encourage employees, to impose disciplinary sanctions

Explanatory notes from violators of labor and production discipline

Orders on elimination of violations of labor legislation

Draft vacation schedules for departments

Decisions of the attestation commission

Materials for business travelers

Copies of travel orders

Main Accounting

Payroll information for pensions

Materials for issuing certificates to employees about work in the organization, position held and wages

Draft orders for the hiring, dismissal and transfer of financially responsible persons

Information about financially responsible persons

Draft agreements on liability

Timesheets

Vacation schedule

Leaves of temporary disability payable

Information about changing the name of an employee

Orders on business trips, other documents for the payment of travel allowances

Writs of execution from the courts to deduct from the wages of employees

Department of organization and remuneration

staffing

Information about the hiring, transfer and dismissal of employees

Scheme official salaries, surcharges, wage supplements

Information about payroll workers

Labor standards

Staff turnover information

Staff Regulations

Reports, statements on the state of labor discipline

Regulations on material and moral incentives for employees

Regulation on disciplinary responsibility

Regulations on the structural divisions of the organization

Payroll and headcount calculations

Calculations of the need for workers and employees

Training Department

Schedules for the dispatch of executives and employees to educational establishments for advanced training

Calculations of the need for qualified personnel

Plans for training, retraining of personnel, advanced training

Information about the qualitative composition of workers and employees

Information about student progress and terms of study

Lists of employees

Results of final exams, qualification tests, professional skills competitions

Draft employment contracts with teachers and instructors

Composition suggestions attestation commissions

Information about candidates for the positions of teachers and instructors

Legal Department

Information about changes in labor legislation, social security legislation

Draft employment contracts with executives of the organization

Normative legal acts on labor

Applications for the search for the necessary regulatory legal acts of clarification of the current legislation

Explanations of the current labor legislation and the procedure for its application

Orders for sighting

VII. Responsibility

1. Responsibility for the proper and timely performance by the department of the functions provided for by these Regulations lies with the head of the personnel department.

2. The head of the personnel department is held liable for:

2.1. Improper organization of the activities of the department to perform the tasks and functions assigned to the department.

2.2. Untimely and poor-quality preparation of documents.

2.3. Improper record keeping in accordance with applicable rules and regulations.

2.4. Providing false information on matters within its competence.

2.5. Non-observance by employees of the department of labor and production discipline.

2.6. Failure to take measures to eliminate large-scale violations of labor discipline in the organization.

2.7. Failure to ensure the safety of property located in the department and non-compliance with fire safety rules.

2.8. Non-compliance with the current legislation of draft orders, instructions, regulations, resolutions and other documents endorsed (signed) by him.

2.9. Irrational use of labor and material resources.

3. The head of the personnel department for committing offenses in the course of his activities is held accountable in the manner prescribed by labor, administrative, criminal legislation.

4. Employees of the personnel department, when assessing the business qualities of employees of the organization, are obliged to proceed only from officially received data and materials and are not entitled to disclose the available data on the personal life of employees.

5. The responsibility of employees of the personnel department is established by their job descriptions.

Head of Organization and Remuneration Department

I. M. Sverdlov

(signature)

(full name)

* Visas of heads of structural divisions with which the department interacts, other officials.

Head of the legal department

K. V. Almazov

(signature)

(full name)

Familiar with the situation

Head of Human Resources

VK. Smirnova

(position)

(signature)

(full name)

(position*)

(signature)

(full name)

* Positions, signatures of other employees of the personnel department, dates of familiarization.

Sample provision

(option 3)

CJSC "Alcotrade"

APPROVE

(name of company)

CEO

(director; deputy director for personnel; other official authorized to approve the job description)

POSITION

O. A. Onufriev

(signature)

(full name)

About the personnel department

(name of department)

1. General Provisions

1.1. This Regulation determines the main tasks, functions, rights and responsibilities of the personnel department of Alkotrade Closed Joint Stock Company (hereinafter referred to as the Joint Stock Company).

1.2. The personnel department in its activities is guided by labor legislation Russian Federation, the Charter of the joint-stock company, the Regulations on personnel, the rules and standards of documentation support for management, other regulatory legal and regulatory and methodological documents on personnel work.

1.3. The Human Resources Department is an independent structural subdivision of the joint-stock company and reports to the General Director.

1.4. Headcount and the structure of the department are determined by the general director of the joint-stock company.

1.5. This Regulation determines the procedure for carrying out work on the selection, placement and education of personnel, personnel records, management of labor discipline in a joint-stock company.

1.6. The direct management of the work of the department is carried out by the head of the personnel department, to the position of which, by order of the general director, a person with a higher professional education and work experience in organizing personnel management in engineering, technical and managerial positions for at least 5 years is appointed.

1.7. During the absence of the head of the department (vacation, business trip, illness, etc.), his duties are assigned to the senior human resources engineer, who acquires the appropriate rights and is responsible for failure to perform duties.

2. Main goals and objectives of the department

2.1. The main purpose of creating a personnel department is the implementation of personnel policy in a joint-stock company.

2.2. The main tasks of the department are:

Selection, placement and education of personnel;

Formation and accounting of personnel;

Ensuring the rights, benefits and guarantees of employees of the joint-stock company;

Control over the state of labor discipline in a joint-stock company.

3. Functions of the department

To solve the tasks, the personnel department performs the following functions:

3.1. Develops a personnel policy, as well as a set of measures for its implementation.

3.2. Calculates the need for personnel and determines the sources of its satisfaction based on the study of the labor market.

3.3. Provides the joint-stock company with workers and employees of the required professions, specialties and qualifications in accordance with the goals, strategy and subject of the joint-stock company.

3.4. Forms and maintains a data bank on the quantitative and qualitative composition of personnel.

3.5. Together with the heads of structural divisions, he selects and selects employees and makes proposals for their appointment to positions.

3.6. Informs employees of the joint-stock company about available vacancies.

3.7. Establishes relationships with educational institutions, employment services, recruitment agencies for recruitment, as well as the media for placing advertisements for hiring employees.

3.8. Draws up the admission, transfer and dismissal of employees in accordance with labor legislation, regulations, instructions and orders of the general director of the joint-stock company.

3.9. Maintains records of personnel, established personnel documentation.

3.10. Issues certificates of labor activity of employees, positions held and wages.

3.11. Receiving, filling out, storing and issuing work books.

3.12. Prepares materials for presenting employees for incentives, for bringing employees to material and disciplinary responsibility.

3.13. Together with the heads of structural divisions, it arranges personnel on the basis of an assessment of their qualifications, personal and business qualities.

3.14. Organizes certification of employees of the joint-stock company, its methodological and informational support.

3.15. Analyzes the results of certification.

3.16. Organizes, in accordance with regulatory legal and methodological documents, inspections in the subdivisions of the joint-stock company:

Compliance with the correct use of labor in structural divisions;

The state of labor discipline;

Execution of decisions of the attestation commission.

3.17. Carries out accounting and analysis of the results of inspections and, if necessary, the intervention of the General Director informs him of the existing violations and ways to eliminate them.

3.18. Prepares documents for registration of pensions and submits them to the social security authorities.

3.19. Provides social guarantees employees in the field of employment, compliance with the procedure for employment and retraining of redundant workers, providing them with established benefits and compensations.

3.20. Draws up a vacation schedule, keeps records of the use of vacations by employees, draws up vacations in accordance with the approved schedule.

3.21. Arranging travel arrangements and maintaining travel records.

3.22. Provides bookkeeping.

3.23. Develops measures to strengthen labor discipline, reduce staff turnover, loss of working time, monitor their implementation.

3.24. Considers complaints and applications of employees on issues of admission, relocation and dismissal, violations of labor laws.

3.25. Takes measures to identify and eliminate the causes that give rise to employee complaints.

4. Rights of the department

4.1. The personnel department has the right:

Request the necessary data on employees from structural subdivisions, and, when hiring and moving employees, the opinion of the heads of the relevant structural subdivisions;

To exercise control over the activities of any structural subdivision of the joint-stock company in compliance with labor legislation, internal labor regulations, as well as on other issues within its competence;

Participate in the work of commissions that consider personnel issues, as well as hold meetings on issues within the competence of the department;

Submit for consideration by the management of the joint-stock company proposals, acts, conclusions on holding the heads of structural divisions accountable for violations of labor legislation committed by them.

4.2. The specific rights of the head of the department and employees of the department are established by job descriptions.

5. Responsibility

5.1. The personnel department is responsible collective responsibility behind:

The quality and timeliness of the tasks and functions assigned to the department, as well as for the full implementation of the rights granted to the department;

Compliance with the requirements of labor legislation;

The correctness, completeness and quality of the activities for the implementation of the personnel policy in the joint-stock company.

5.2. The individual (personal) responsibility of the employees of the department is established by job descriptions.

6. Interaction

6.1. The Human Resources Department performs its functions in close contact with all structural divisions of the joint-stock company on the placement of personnel, execution of personnel documentation, the application of incentives and penalties to employees, performance appraisals, registration of vacations, and compliance with labor discipline.

6.2. To perform its functions and exercise the rights granted, the personnel department interacts:

With the chief accounting department on the exchange of information: on the wages of employees; staffing; accounting of working hours; financial support for vacations, business trips, dismissals; other objects and objects;

With the department of organization and remuneration on the exchange of information: on the management structure; staffing table; salary plans; payroll calculations; labor standards; calculations of the need for personnel; admission, transfer and dismissal of employees; staff turnover; other objects and objects;

With the personnel training department on the exchange of information: on the needs for qualified personnel for individual positions, specialties, professions; quality composition of employees; the procedure for sending executives and specialists to educational institutions for advanced training; lesson plans; information about the progress of students and terms of study; results of final exams, qualification tests, professional skill competitions; composition of attestation commissions; other objects and objects;

With the economic department on the provision of office equipment, stationery, as well as on repairs in the premises assigned to the personnel department.

6.3. Interaction with the structural subdivisions of the joint-stock company should not go beyond the competence of the personnel department, and also lead to the performance of the functions of the personnel department by other subdivisions.

7. Logistics

7.1. The material and technical basis of the department's activities are the premises assigned to it, furniture, office equipment, Computer Engineering, software, documents necessary to fulfill the tasks assigned to the department.

7.2. Department employees bear individual and collective responsibility for the safety of property and funds assigned to the department.

8. Organization of work

8.1. The work of the personnel department is carried out in accordance with the approved plans.

8.2. The plans of the department are drawn up by the head of the department.

8.3. The instructions of the head of the department are binding on subordinate employees.

8.4. Employees of the department perform the functions assigned to the department. Require employees to perform duties not specified in employment contract and not defined in job descriptions, is prohibited.

8.5. For high-quality and complete performance of functions, groups of employees are created in the department responsible for the following areas:

2) dismissal;

3) movement, holidays, business trips;

4) study and evaluation of personnel;

5) the state of labor discipline;

6) registration of pensions.

8.6. The headcount of the department is 12 people.

9. Changes

Changes and additions to this Regulation are agreed with the head of the personnel department and are made to the Regulation on the basis of the order of the General Director.

Appendix:

1. Floor plans, inventory list

2. Job descriptions for employees of the department (12 pcs.).

Head of Organization and Remuneration Department

I. M. Sverdlov

(signature)

(full name)

* Visas of heads of structural divisions with which the department interacts, other officials.

Head of the legal department

K. V. Almazov

(signature)

(full name)

Familiar with the situation

Head of Human Resources

VK. Smirnova

(position)

(signature)

(full name)

(position*)

(signature)

(full name)

* Positions, signatures of other employees of the personnel department, dates of familiarization

Shchur D.L., Trukhanovich L.V.

• HR records management

Keywords:

1 -1

Regulations on structural divisions

1. General provisions.
2. Main tasks.
3. Structure and functions.
4. Relationships with other departments of the organization.
5. Rights and obligations.
6. Responsibility.

Regulations on structural divisions

Regulations on structural divisions are not a required document. in accordance with labor legislation, however, it is in them that the distribution of “roles” between departments and employees within one organization is fixed.
Requirements for the content of the Regulations can be defined by internal documents of the organization (for example, an enterprise standard). If you do not have such documents, then when developing the Regulations, you can use the standard template of the Regulations on the structural unit. In any case, when developing the Regulations, proceed from the fact that it should indicate: place in the structure of the organization (independent unit or part of a department, management, etc.); what documents it is guided by in its activities (federal laws, the Charter, other documents of the enterprise); unit structure; direct head of the department; the main tasks of the unit; functions, rights, responsibility of the unit. In order to avoid disputes about the competence and responsibility for the performance of certain functions, carefully consider the content of the Regulations on structural divisions and make it as detailed as possible..
The position is endorsed by the head of the department and approved by the head of the organization

STANDARD

"Regulations on structural divisions"

1. Regulations on the subdivision - an internal organizational document developed with the aim of organizational and legal assignment of management functions to the subdivision, rational delimitation of powers, establishing the rights, duties and responsibilities of the head of the subdivision.
2. The subdivision regulations are integral part documentation of the Company.
3. Regulations on subdivisions are the basis for the development of standard and, if necessary, personal job descriptions for employees of subdivisions.
4. Regulations on subdivisions are developed in accordance with the current organizational and management documents and this standard.

1. title page;
2. Name;
3. main purpose;
4. normative bases of activity;
5. unit structure;
6. unit functions and distribution of responsibility;
7. interactions;
8. material and information support;
9. ensuring working conditions and safety of personnel;
10. business and confidentiality.

1. the place of the unit in the structure of the enterprise (the unit can be either independent or part of a larger unit);
2. subordination of the division (to whom the division reports - directly to the general director or director in the direction, head of the department, service, department, etc.);
3. purpose (main tasks) of the unit;
4. the procedure for the creation and liquidation of the unit (if necessary).

1. the structure of the unit, the procedure for its formation and approval;
2. the procedure for appointment, removal and replacement of the head of the unit (if necessary, indicate the qualification requirements for the head - education, length of service, qualification category);
3. the main tasks of the head of the unit;
4. the presence of deputies, their number, the order of distribution between them of the main tasks of the unit (official duties);
5. the procedure for approving the Regulations on the structural units of the subdivision, approving job descriptions for employees;
6. the procedure for the formation of the staff of the unit.

Any organization in its work relies not only on legislative, legal and regulatory documents of national importance, but also on organizational and legal documents developed by the organization itself . These documents include: articles of association, regulations, regulations, staffing, instructions, job descriptions.

Consider the concept, purpose, structure and features of the charter, regulations and regulations of the enterprise, institution, organization.

Charter of an enterprise, institution, organization

In accordance with Art. 52 of the Civil Code of the Russian Federation “a legal entity acts on the basis of a charter, or a constituent agreement and a charter, or only a constituent agreement. In cases provided for by law, a legal entity that is not commercial organization, can act on the basis of general position about organizations of this type.

In many cases, the charter is the main constituent document of the legal entity.

Under the charter as an organizational document , is understood as a set of rules governing the activities of organizations, institutions, societies and citizens, their relationship with other organizations and citizens, rights and obligations in a certain area of ​​public administration, economic or other activities.

The charter of a legal entity is approved by its founders (participants) and is subject to state registration according to established order. The statute is a mandatory founding documents when creating non-governmental commercial organizations.

The bylaws should define : the name of the legal entity, its location, the procedure for managing the activities of the legal entity, as well as other information provided by law for legal entities of the corresponding type.

General requirements for the procedure for the preparation, execution and content of the charter of a legal entity are given in part one Civil Code Russian Federation and others legislative acts. Let's name some of them:

• company charter with limited liability (LLC) - art. 89 of the Civil Code of the Russian Federation and Art. 11, 12 federal law“On Limited Liability Companies” dated February 8, 1998 No. 14-FZ;
• articles of association with additional liability (ODO) - art. 95 of the Civil Code of the Russian Federation;
• charter of a joint-stock company (JSC) - art. 98 of the Civil Code of the Russian Federation and Art. 11-14 of the Federal Law "On joint-stock companies» dated December 26, 1995 No. 208-FZ;
• charter of the institution - Art. 14 of the Federal Law "On non-profit organizations» dated January 12, 1996 No. 7-FZ.

Regulations on the organization, structural unit, collegiate (or advisory) body

Position - this is a legal act that determines the procedure for formation, legal status, tasks and functions, rights and obligations, organization of the work of institutions, structural divisions, services.

Regulations on the organization refers to constituent documents. It determines the status of the organization, the procedure for its creation, its place in the management system, the internal structure, functions, competence, responsibilities, the procedure for reorganization and liquidation.

Mandatory details of the regulation on the organization are: the name of the higher authority, the name of the organization, the name of the type of document, the date, the number of the document, place of compilation, heading to the text, signature, stamp of approval, seal imprint.

Regulations on the structural unit is a legal act that defines the status, functions, rights, duties and responsibilities of structural units.

Regulations on subdivisions can be standard and individual. model provisions are developed for the same type of organizations and structural divisions. Individual provisions are developed on the basis of standard ones.

There are no normatively established requirements for the content of the provision on the subdivision. The text of the subdivision provision may include the following sections :

Mandatory details of the regulation on the structural unit : name of the organization, name of the type of document, date and number of the document (with direct approval by the head), place of compilation, title to the text, signature, document approval visas, stamp of approval.

The concept, sections of the text, details of the provision on a collegial (or deliberative) body are similar to the concept and sections of the text and details of the provision on a structural unit.

Regulation as a legal act

Regulations - a legal act that establishes the procedure for the activities of the management of an organization, a collegial or advisory body.

The text of the regulation consists of sections with independent headings and divided into paragraphs and subparagraphs, numbered in Arabic numerals. The regulations of a collegiate or advisory body determine :

In the process of preparation, the regulations go through the stage of discussion at a meeting by members of a collegial or advisory body, the stage of agreement with interested departments and the legal service, the stage of approval by the head of the organization or the head of the collegial body.

Mandatory details of the regulation : name of the organization (name of the collegiate or advisory body, if the regulations are dedicated to this body), type of document, date, document number (with direct approval by the head), place of compilation, title to the text, document approval visas, signature, stamp of approval.