DEPARTMENT OF EDUCATION OF THE ADMINISTRATION OF DOLGOPRUDNY

BASIC EDUCATIONAL SCHOOL No. 8 "Ecos", Dolgoprudny

(MOU BASIC SCHOOL No. 8)

ORDER

________________ № __________

Dolgoprudny

On the approval of the new edition

In order to ensure the effective implementation of the Federal State Educational Standard for Primary General Education and in accordance with the order of the Ministry of Health and Social Development Russian Federation dated August 26, 2010 No. 000n “On approval of the unified qualification directory for the positions of managers, specialists and employees, section “Qualification characteristics of the positions of educators”

I ORDER:

1. Approve the new edition job description primary school teacher (Appendix 1) and the job description of the Deputy Director for OIA (Appendix 2).

2. Enact these job descriptions from 09/01/2011.

3. To familiarize with the new job descriptions all teachers of the primary general education level and the deputy director for UVR.

4. I reserve control over the execution of this order.

Head teacher

MUNICIPAL EDUCATIONAL INSTITUTION

Attachment 1

to school orders

Job description

teachers primary school

I. General requirements to the primary school teacher

1. The teacher must know:

the Constitution of the Russian Federation; laws of the Russian Federation, decisions of the Government of the Russian Federation and education authorities on education issues; the Convention on the Rights of the Child;

fundamentals of general theoretical disciplines in the amount necessary to solve pedagogical, scientific, methodological and organizational and managerial tasks at the initial stage of general educational institution, pedagogy, psychology, age physiology, school hygiene;

methods of teaching subjects and educational work, programs and textbooks that meet the requirements of the Federal State Educational Standard;

requirements for equipping and equipping classrooms and utility rooms;

teaching aids and their didactic possibilities;

main directions and prospects for the development of education and pedagogical science;

fundamentals of law, scientific organization of labor, design technologies and effective means of business communication;

2.3. Draws up thematic work plans for academic subjects and extracurricular activities for the academic quarter and a work plan for each lesson and lesson.

2.4. Controls the availability of notebooks for students in academic subjects, compliance with the procedure established at school for their design, maintenance, compliance with a single orthographic regime.

2.5. Complies with the following procedure for checking students' workbooks: in grades 1-4, all class and homework of students is checked daily.

2.6. Conducts in a timely manner in accordance with the schedule installed by the program and the curriculum, the number of tests, as well as the necessary educational excursions and classes.

2.7. Checks control dictations and tests in mathematics in grades 1-4 for the next lesson.

2.8. Puts down in the class journal all marks for tests for the day of the month when they were held.

2.9. Carries out work on the errors after checking the control work.

2.10. Keeps notebooks of control works of students during the school year.

2.11. Organizes extra-curricular reading for students together with the school librarian and parents.

2.12. Ensures the inclusion of students in various forms of extracurricular activities.

2.13. Works in close contact with other teachers, parents (persons replacing them).

2.14. Ensures the compliance of curricula in subjects, as well as programs of extracurricular activities with the new Federal State Educational Standards.

2.15. Masters and implements new educational programs, uses a variety of techniques, methods and means of training and education, ensuring the achievement of educational goals.

2.16. Carries out control and evaluation activities in the educational process using modern ways assessment in the conditions of information and communication technologies (maintaining electronic forms documentation, including electronic journal and student diaries).

3. Rights.

A primary school teacher has the rights provided for by the Labor Code of the Russian Federation, the Law of the Russian Federation "On Education", the Model Regulations on a General Educational Institution, the Charter of the School, the Collective Agreement, the Rules of Internal work schedule.

The teacher has the right to make decisions that are binding on students, and to take disciplinary measures in accordance with the Charter of the institution.

4. Responsibility

4.1. In accordance with the procedure established by the legislation of the Russian Federation, the teacher is responsible for:

for the implementation of incomplete educational programs;

for the life and health of students during the educational process and extracurricular activities conducted by the teacher;

for violation of the rights and freedoms of students defined by the legislation of the Russian Federation, the Charter and local acts of the institution.

execution of orders "On labor protection and compliance with safety regulations" and "On ensuring fire safety";

safe conduct of the educational process;

taking measures to provide first aid to the victim, prompt notification of the management of the accident;

instructing students (pupils) on labor safety in training sessions, educational events with mandatory registration in the class journal or the Journal of instructing students on labor protection and safety;

organizing the study by students (pupils) of the rules on labor protection, traffic, behavior in everyday life, etc.;

monitoring compliance with the rules (instructions) on labor protection.

4.2. In case of violation of the Charter of the institution, the terms of the collective agreement, the Internal Labor Regulations, this job description, the orders of the director, the teacher is subject to disciplinary sanctions in accordance with Article 192 of the Labor Code of the Russian Federation.

4.3. For the use of educational methods related to physical and (or) mental violence against the personality of the student, the teacher may be dismissed under Art. 336, paragraph 2 of the Labor Code of the Russian Federation.

MUNICIPAL EDUCATIONAL INSTITUTION

basic comprehensive school No. 8 "EKOS" Dolgoprudny

(Dolgoprudny, microdistrict Paveltsevo, street 25 Congress, telephone).

Annex 2

to school orders

dated ____________ 20___ No. _______

Job description

Deputy Director for WRM

1. General Provisions

1.1. The Deputy Director for Educational Work is appointed and dismissed by the Director. For the period of vacation and temporary disability of the deputy director for educational work, his duties may be assigned to the deputy director for educational work or a teacher from among the most experienced teachers.

Temporary performance of duties in these cases is carried out on the basis of the order of the director, issued in compliance with the requirements of labor legislation.

1.2. The deputy director for educational work must have a higher professional education and work experience of at least 3 years in a pedagogical or leadership positions, as well as own project technologies, know the requirements of the Federal State Educational Standard of the new generation of the initial stage and recommendations for their implementation in a general education institution.

1.3. The Deputy Director for Educational Affairs reports directly to the Director of the School.

1.4. The Deputy Director for Educational Work reports directly to teachers, educators, class teachers.

1.5. In his activities, the Deputy Director for Educational Work is guided by the Constitution of the Russian Federation, the Law of the Russian Federation "On Education", the Model Regulations on a General Educational Institution, decrees of the President of the Russian Federation, decisions of the Government of the Russian Federation and regulations of the constituent entity of the Federation and education authorities at all levels on issues of education and upbringing of students; administrative, labor and economic legislation; rules and regulations of labor protection, safety and fire protection, as well as the charter and local legal acts of the educational institution (including internal labor regulations, orders and instructions of the director, this job description), employment contract. The Deputy Director for Educational Affairs observes the Convention on the Rights of the Child.

2. Main activities

The main activities of the Deputy Director for Educational Work are:

2.1. Organization of the educational process in the school, its management and control over the development of this process;

2.2 Ensuring the compliance with the norms and rules of safety in the educational process at the initial stage of the educational institution.

2.3. Methodological guidance of the teaching staff.

3. Job responsibilities

The Deputy Director for Educational Work performs the following official duties:

3.1. Participates in the process of development and implementation of the modernization project educational system elementary level of a general education institution in accordance with the Federal State Educational Standard of the new generation:

 to determine the necessary changes in the goals of the primary school;

 to determine the necessary changes in the curriculum of the primary school;

 to analyze the compliance of the content of existing subject educational programs with the new GEF and determine the necessary changes;

 to analyze the compliance of the educational technologies used with the new Federal State Educational Standards and to determine the necessary changes;

 on the analysis of the compliance of the existing conditions for the implementation educational program new GEF and identifying the necessary changes;

 to analyze the compliance of the existing methods and organizational mechanisms for monitoring the educational process and evaluating its results with the new Federal State Educational Standards and determining the necessary changes;

 participates in the design and implementation of the organizational mechanism for managing the implementation of the project for the modernization of the educational system of the primary level of a general education institution in accordance with the new generation of the Federal State Educational Standards;

 ensures the preparation and conduct of the final certification of primary school students in accordance with the Federal State Educational Standards of the new generation;

3.2. Controls:

 the process of developing a project for the modernization of the educational system of the primary level of a general education institution in accordance with the Federal State Educational Standard of the new generation, including:

 determination of the necessary changes in the goals of the primary school;

 determination of the necessary changes in the curriculum of the primary school;

analysis of the compliance of the content of existing subject educational programs with the new Federal State Educational Standards and determination of the necessary changes;

 analysis of the compliance of the educational technologies used with the new Federal State Educational Standards and determination of the necessary changes;

 analysis of the compliance of the existing conditions for the implementation of the educational program with the new Federal State Educational Standards and determination of the necessary changes;

 analysis of the compliance of the existing methods and organizational mechanisms for monitoring the educational process and evaluating its results with the new Federal State Educational Standards and determining the necessary changes.

3.3. Periodically informs the pedagogical council and the management of the educational institution about the progress and results of the introduction of new federal state educational standards of general education at the initial stage of the general educational institution.

3.1. Organizes the current and long-term planning of the school.

3.2. Coordinates the work of teachers, educators, other pedagogical and other employees, as well as the development of educational, methodological and other documentation necessary for the activities of the school.

3.3. Ensures the use and improvement of methods for organizing the educational process and modern educational technologies, including distance learning.

3.4. Carries out control over the quality of the educational (educational) process, the objectivity of assessing the results of the educational activities of students, the work of circles and electives, ensuring the level of training of students that meets the requirements of the federal state educational standard; attends classes and other activities training sessions held teaching staff schools, analyzes their form and content, brings the results of the analysis to the attention of teachers.

3.5. Organizes work on the preparation and conduct of exams.

3.6. Organizes educational work for parents (persons replacing them).

3.7. Provides assistance to teaching staff in the development and development of innovative programs and technologies.

3.9. Organizes educational, methodical work.

3.10. Controls the workload of students.

3.11. Draws up a schedule of classes and other types of educational activities, ensures high-quality and timely replacement of lessons for temporarily absent teachers, keeps a log of missed and replaced lessons.

3.12. Ensures the timely preparation, approval, submission of reporting documentation, maintains, signs and transfers to the principal of the school the time sheet of teachers directly subordinate to him and teaching and support staff.

3.13. Participates in the acquisition of the school, takes measures to preserve the contingent of students.

3.14. Participates in the selection and placement of teaching staff, organizes the improvement of their qualifications and professional excellence, improve their skills.

3.15. Makes proposals for improving the educational process and management of an educational institution, participates in the work pedagogical council schools;

3.16. Takes part in the preparation and certification of pedagogical and other employees of the educational institution.

3.17. Takes measures to equip classrooms, workshops modern equipment, visual aids and technical means training, replenishment of libraries and methodological rooms with educational, methodical, artistic and periodical literature.

3.18. Monitors the state of medical care for students, draws up lists of school employees subject to periodic medical examinations.

3.19. Follows the rules on labor protection and fire safety;

3.20.Complies ethical standards behavior at school, at home, in in public places corresponding social status teacher.

4. Rights

The Deputy Director for educational work has the right, within his competence:

4.1. Be present at any classes held with students of the school (without the right to enter the classroom after the start of classes without urgent need and make comments to the teacher during the lesson), warning the teacher the day before.

4.2. Give obligatory orders to teachers, junior staff.

4.3. Bring students to disciplinary responsibility for misconduct that disrupts the educational process, in the manner prescribed by the rules on rewards and penalties.

4.4. Participate:

· in the development of the educational policy and strategy of the school, in the creation of relevant strategic documents, in the development of a project for the introduction of a new generation of the Federal State Educational Standards;

in the development of any management decisions concerning issues of educational activities and methodical work;

in the certification of teachers and the work of the pedagogical council, the Council for the introduction of the Federal State Educational Standards of a new generation;

in the selection and placement of teaching staff.

4.5. Make suggestions:

· on the beginning, termination or suspension of specific innovative projects at the initial stage of an educational institution;

· to improve educational activities and methodological work;

· on encouragement, moral and material incentives for participants in educational activities.

4.6. Monitor and evaluate the progress and results of group and individual activities teachers of the primary level of an educational institution, to veto developments that are fraught with overloading students and teachers, deteriorating their health, violating safety regulations that do not provide for prevention, compensation and overcoming possible negative consequences.

4.7. Improve your skills.

5. Responsibility

5.1. For failure or improper execution without good reasons of the charter and internal labor regulations of the school, legal orders of the school principal and other local regulations, official duties established by this instruction, including for non-use of the rights granted by this instruction, as well as the adoption of managerial decisions that led to the disorganization of the educational process.

The deputy director for educational work bears disciplinary responsibility in the manner prescribed by labor legislation. For gross violation of labor duties, dismissal may be applied as a disciplinary punishment.

5.2. For the use, including a single one, of methods of education related to physical and (or) mental violence against the personality of a student, the deputy director for educational work at the initial stage of an educational institution may be dismissed from his position in accordance with labor legislation and the Law of the Russian Federation. Federation "On Education". Dismissal for this offense is not a measure of disciplinary responsibility.

5.3. For violation of the rules of fire safety, labor protection, sanitary and hygienic rules for organizing the educational process, the deputy director for educational work at the initial stage of the educational institution is brought to administrative responsibility in the manner and in the cases provided for by administrative legislation.

5.4. For causing damage to the school or participants in the educational process (including moral) in connection with the performance (non-performance) of their official duties, as well as non-use of the rights granted by this instruction, the deputy director for educational work at the initial stage of the educational institution is liable in in the manner and within the limits established by labor and (or) civil legislation.

6. Relations by position

Deputy director for teaching and educational work:

6.1. Works in irregular working hours according to a schedule drawn up on the basis of a 40-hour working week and approved by the school principal.

6.2. Independently plans his work for each academic year and every semester. The work plan is approved by the principal of the school no later than five days from the beginning of the planning period.

6.3. Submits a written report on its activities to the director.

6.4. Receives information of a regulatory, legal, organizational and methodological nature from the director of the school, gets acquainted with the relevant documents against receipt.

6.5. Endorses the orders of the school director on the organization of the educational process.

6.6. Systematically exchanges information on issues within its competence with pedagogical workers of the primary level of an educational institution, deputy directors, the Council for the Introduction of the Federal State Educational Standard of a New Generation.

6.7. Performs the duties of the director and his deputies during their temporary absence (vacation, illness, etc.). The performance of duties is carried out in accordance with labor legislation and the charter of the school on the basis of the order of the director.

6.8. Transfers information received at meetings and seminars to the director immediately after receiving it.

The job description is a kind of organizational document. Its content describes the rights/obligations of an individual employee. The employer draws up such a document for each position in the enterprise - both for employees and for managers. Based on the text of this document, each employee can understand where his duties end and the duties of a person working in another position begin. Of particular importance is the job description in the event that obligations are not indicated during the execution of employment contracts. individual workers. The edition of this document must be approved by a special order.

How to draw up an order for the approval of job descriptions

The procedure for developing and approving job descriptions begins with a study of the requirements for specific position. The form of the order may be free. Traditionally, at its beginning, the header of the letterhead of the institution and the name of the document with the date of its execution are rewritten. It is further indicated what this order is about - in this case, the approval and subsequent enactment of job descriptions. After the word “I order” there is a list of positions for which approval is carried out. In brackets next to each position, you must mention the link to the corresponding application. Also in the text there should be an order from the employer to bring the above written text to the attention of the staff and provide the staff with copies.

Order on the approval of job descriptions in the preschool educational institution

It contains instructions for the approval of a number of documents with a set of rules for various positions in kindergarten- mainly teachers of various fields. In this case, the employer left the responsibility of performance to himself. At the end, the head puts his last name with initials, as well as his signature.

Approval of job descriptions in the school

A feature of this document is the order to cancel the previously existing instructions. The next paragraph approves new editions of documents. In this case, more than thirty different positions are indicated:

• subject teacher;
• laboratory assistant;
• watchman;
• janitor;
• class teacher;
• Head educator, etc.

This ordinance takes effect a large number of new documentation delimiting responsibilities. Without the existence of an order in this edition, labor disputes would be possible. For example, if the list of duties is not clearly defined in the employment contract, then it is not so easy to establish what the social pedagogue is responsible for and what the organizing teacher is responsible for. After approval of documents with a list of duties for employees, it is recorded when this administrative act comes into force, and the head (in this case, the director) signs.

Order to change job descriptions

It first records what is the basis for formalizing the changes. In a specific case, changes are made to job descriptions due to the transition of an educational institution to a training system according to the requirements of the Federal State Educational Standard of the IEO. The list of orders includes familiarization of employees with the order of the employer. The head also indicates in the text the person responsible for the execution. At the end, the manager puts his signature, and the employees who were affected by the changes confirm the fact of familiarization with their signatures.

Approval of additions to the job description

It spells out the responsibility for employees (often certain sections are omitted in the text of the main document for the position). The order for the execution of additions is drawn up as a standard. The fact of approval of the addendum must be formalized in writing. To do this, the letterhead of the institution is taken and the appropriate name of the order is prescribed - the order to make additions. The following lists the posts and links to annexes, indicating specific amendments in the original version. The employer confirms the order with his signature.

The employer independently decides on the order in which to draw up job descriptions (hereinafter - DI) and make changes to them (see letter from Rostrud dated October 31, 2007 No. 4412-6).

Usually, the rules for issuing and approving DIs are determined by a special regulation on DIs. Thus, the regulation may provide that the issuance of a corresponding order is mandatory for the approval of the DI. You can learn more about this from the article at the link: Sample order for the development of job descriptions. In general, a special mark (approval stamp) on the first page may be sufficient for approval of the DI, if this is the procedure provided for by the organization's internal documentation and workflow rules.

Who approves and signs job descriptions

As we have already indicated above, the procedure for approving the DI is determined by the employers themselves. Usually given function assigned to the head of the organization. Visas may also be required for the legal and personnel services of the enterprise, depending on the procedure provided for by the regulation on the JI.

As an exception, it is possible to designate situations when the procedure for approval of DI is introduced at the level of competent government agencies. In this situation, separate and structural units should be guided by the general regulations approved at the level of the relevant department (for example, Appendix 5 to the order of the Federal Customs Service of Russia dated August 11, 2009 No. 1458, etc.).

How to approve a job description: general procedure

The normal process for approving a job description in a private organization involves at least one of the following:

• Applying on the first page of the ID stamp "I approve", containing such details as the name of the position of the head of the organization, his full name, signature, date of affixing the stamp (see clause 3.16 GOST R 6.30-2003).
• Issuance of an order for the approval of DI. Such an order may simultaneously also contain an order to put into effect the approved DI and / or cancel the previously valid DI and other instructions (more on this below).

In this case, it is often sufficient to apply the stamp of approval, although the regulation on DI may provide for the need to perform all of the above actions.

Order on approval of job descriptions

A typical / unified sample of such an order does not currently exist, so the organization can develop it independently, taking into account the requirements of GOST R 6.30-2003 and local documentation.

In this case, the structure of the order can be as follows:

• title of the document, place and date of publication;
• the purpose of issuing the order;
• an order to approve a specific list of job descriptions;
• other related orders of the head (for example, on the introduction of approved DIs, taking measures to familiarize employees with the text of approved DIs);
• an order to impose responsibility for the execution of an order on a specific person;
• manager's signature;
• a mark on familiarization with the order of the person responsible for its execution.

Such an order can be drawn up on the basis of the template we offer at the link: Order on the approval of the job description - sample.

Thus, the procedure for approving job descriptions is determined by the employer independently in local documentation. At the same time, this procedure may not provide for the need to issue an order for the approval of the DI, and a special stamp on approval may be sufficient.

Order on the procedure for the development, approval and approval of job descriptions

1. The personnel department of CJSC "Pharmamed" draw up a general scheme of job descriptions for employees of the organization. The deadline is November 10, 2011. Responsible - Kryukov R.A.

2. Heads of departments and workshops to instruct competent employees to develop job descriptions according to the scheme for each employee of their department in accordance with the staffing table. The deadline is November 25, 2011. Responsible: Zarubin O.O., Saparmurdinov K.Ch., Nekorchevy N.G., Leshchenko P.K.

3. The legal service of CJSC "Pharmamed" to ensure compliance of job descriptions with the requirements of Russian legislation. Responsible - Zimko U.Yu.

4. The head of the labor protection department shall ensure that the job descriptions of the employees of CJSC “Pharmamed” comply with the requirements for labor protection. Responsible - Shurochkina A.Ya.

5. After agreeing the job descriptions with the legal service and the labor protection department, the heads of departments sign the instructions and submit them to the secretariat for approval CEO. Deadline - until 05.12.2011. Responsible - Secretary Voronina O.L.

Familiarized with the order

Copy received for storage and use at work

Order on the procedure for the development, approval and approval of job descriptions (from the article Fedorenko A. Creation and implementation of a job description. Journal "Personnel Officer. Personnel Records Management", N 7, July 2011)

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Sample order for approval of job description

Of course, the job description is a local act, with which the employee must be familiarized immediately after the conclusion of an agreement on mutual cooperation.

But in the process of character labor relations, as well as the specialization of the company may change. In this regard, there will be a need not only to amend the existing instructions, but also to develop new ones, in the manner prescribed by the norms of the law.

Is it necessary and in what cases?

The development and application of a job description is not mandatory. Moreover, the Labor Code of the Russian Federation does not even contain a mention of this document, because all obligations under Article 57 of the Labor Code of the Russian Federation can also be fixed in an employment contract.

And yet, this document is actively applied in many organizations in a manner that is not defined by anyone.

That is why many personnel officers ask the question: what is the procedure for creating the job descriptions themselves and do they need to be approved? Meanwhile, when drawing up a job description or making changes to existing conditions, one should first of all be guided by the Decree of the State Standard of the Russian Federation dated 03.03.2003 N 65-st and qualification guides for a particular industry.

The norms of Article 8 of the Labor Code of the Russian Federation should also be taken into account, which gives the employer the right to issue local acts at the enterprise that regulate certain procedures already taking into account the specifics of the company, provided that local documentation does not worsen the position of employees in comparison with the Labor Code of the Russian Federation.

That is, in this way, at the legislative level, the job description becomes legally valid, being a local act, which, after registration, is already subject to the norms of the Labor Code of the Russian Federation.

It should be noted that the instruction itself will not have legal force without correct design, which consists not only in respecting the rights of the parties in the formation of certain conditions, as well as the presence of signatures of the worker and management, but also the corresponding approval.

It should also be noted that, if necessary, even federal laws are subject to changes or complete cancellation and development in a new edition. Accordingly, the instruction cannot be relevant for decades, which predetermines the need for the above actions.

Can it be approved differently?

When issuing local acts, in particular, the same job description, it is recommended to use GOST R 6.30-2003, where clause 3.16 says that there are two ways to approve a document, namely:

• through the publication administrative act, that is, an order;
• by affixing the stamp "I approve" with the signature of the head of the organization.

That is, it is not necessary to issue an order for the approval of the DI, if the instruction has already been approved by the indicated stamp.

However, in some industries, special provisions have been developed that not only contain the procedure for issuing instructions and the procedure for making changes, but also determine the mandatory issuance of an order.

If the company does not belong to state structures, the management has the right to determine the procedure for approving instructions independently, that is:

• if the staff of the organization is small, a signature stamp will be enough;
• if we are talking about a large institution with many structural divisions, it is more expedient to issue a general order for the approval of the DI, rather than endorse each one.

Reasons for compiling

The order on the approval of job descriptions, of course, is not a mandatory document, but exactly as long as its need is not enshrined in local acts.

For example, a provision on the procedure for approving instructions may contain the following grounds for its execution:

• edition new instruction due to the formation of a vacancy or the introduction into staffing additional unit;
• amendments to existing instructions.

Where should the sick leave be stamped? See here.

Order on approval of job descriptions 2018

Despite the fact that the law has not developed the rules for the formation of DI, it is not at all difficult to create an order to approve a new job description.

You can always use the analogy with the already fixed rules and the same standards for the execution of official documents, namely, GOSTs.

Who arranges?

As a rule, several specialists can be involved in the development of job descriptions:

• lawyer;
• economist or accountant, if we are talking about their department;
• personnel worker.

But after the formation of the DI, all issues related to its approval, as well as the issuance of the order, are already assigned to the personnel department, which actually conduct orders for the main activity.

Preparation procedure

It should be noted that the job description can be formed in two ways:

• in the form of a separate document;
• as an annex to the agreement on mutual cooperation.

Accordingly, in the first case, an order is issued simply to approve a new instruction, or to put other conditions into effect, if we are talking about editing.

In the second case, at the initial stage, it is prepared supplementary agreement to the contract, and then the order, which approves it. That is, depending on the order in which the job description is formed, there may be two orders with completely different meanings.

How to compose correctly?

The instruction approval order refers to local documentation, which is subject to a number of requirements enshrined in GOST 6.30-2003.

In particular, the basic structure of the document and the presence of certain attributes must be respected.

Structure and details

So the order must contain the following information:

• the name of the institution;
• the name of the document, that is, an order or an order;
• the place where the document was created, namely the city where the company is located;
• the date;
• number corresponding to registration in the journal;
• preamble;
• immediate conditions;
• signatures of the manager and employees who are entrusted with certain tasks in the order mode.

Most of the orders that are used in personnel office work, have unified form, approved by the Decree of the State Statistics Committee No. 1.

However, the order to approve the job description in the specified normative act not mentioned, therefore it can be drawn up in any form in compliance with the requirements applicable to similar documentation.

Sample and examples

Creating an order for the approval of DI may be necessary in two cases, namely:

• when forming a new instruction;
• when making changes.

Model form

A sample order for the approval of new instructions is located below and can be downloaded from our website.

An example document is also shown below:

As a rule, in a kindergarten, the staff is about 50 people, and this is the minimum.

At the same time, if the instructions of employees are brought into line with the same qualification requirements on the basis of the ETKS, it is required to issue an approval of all instructions already in a new edition based on the sample presented below.

Is it possible to install probation part-time job? Read here.

Do I need to make an order to postpone the vacation? Find out here.

The requirements for qualifications, as well as the duties that teachers and attendants must perform within the established norm of hours, are approved by Order of the Ministry of Health and Social Development of the Russian Federation of August 26, 2010 N 761n.

And since, in pursuance of Article 46 of the Federal Law N 273, persons involved in pedagogical activity are required to meet the qualification requirements enshrined in the same ETKS, the need for the introduction of job descriptions is already taking into account modern requirements to education and arises.

How much and where to store?

Within the framework of clause 657 of the Order of the Ministry of Culture No. 558, employment contracts, as well as other documents that were not included in personal files, that is, the same annexes to them in the form of job descriptions, are stored at the enterprise for at least 75 years in the archive of the enterprise itself.

However, if the company is liquidated, all data, including CI, is transferred to the city's labor archive or to the legal successor of the institution.

Order on approval of job descriptions - sample

Send to mail

Order on approval of job descriptions — sample we will present it in our article. And besides, we will tell you what is the specifics of compiling this document, which justifies the procedure for using job descriptions by the company.

Why do you need an order to approve job descriptions

Theoretically, most employers can do without job descriptions. But in practice they are needed for effective management personnel, since they fix the rights, duties and responsibilities of employees according to their positions. By signing the job description, the employee officially recognizes them.

As for the order, it endows the mechanism for applying job descriptions in the firm with legal force. Job descriptions issued to employees without the issuance of an appropriate order by management may be declared invalid by a court or labor inspectorate, and this is fraught with significant business risks. So, if a person was fired for repeated violation of job duties prescribed in an instruction that was not officially agreed with the employee, he has a good chance of being reinstated at work through the court.

The structure of the order on the introduction of job descriptions

The structure of the order on the introduction of job descriptions is not legally defined even in the form of recommendations. But, based on practice personnel management, it is permissible to include in its composition:

• a block in which the name of the document is indicated (“Order about.”);
• a text block with motivational statements (“In connection with the need.”);
• text block with resolutive wording (“I order.”).

The document must be signed by the head of the company. Employees who, in accordance with the order, are responsible for the development, adjustment, accounting of job descriptions and the implementation of other necessary actions with them, must confirm with their signature that they have read the document.

In the operative part, it is necessary to fix the list of positions for which the instruction is approved. It should also indicate the dates of approval of the instructions by the director. In this case, the date of signing the order must coincide with the date of approval of the instructions (or precede it).

Where to download a sample order on job descriptions

You can download a sample order on the introduction of job descriptions into intracorporate circulation on our website.

The employer has the right not to approve job descriptions, since this obligation is not enshrined in the Labor Code of the Russian Federation (except when it is expressly prescribed by federal regulations). But if it nevertheless introduces instructions into circulation, their use must be legally fixed - with the help of an appropriate order.

You can familiarize yourself with the features of compiling other types of job descriptions in the articles:

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Sample order for the development of job descriptions

Order on the development of job descriptions - sample the reader can find such a document in our article. Next, we will consider the most important legal aspects related to the preparation and publication of the named administrative document.

Sample order on the introduction of job descriptions.doc

Sample order on the development of job descriptions.doc

Order on job descriptions: sample

The order on the development of job descriptions is an administrative document of the organization issued by the employer (Article 8 Labor Code RF) and regulating the following issues:

• the specific task of responsible persons is the development of local documents regulating the organizational and legal status of an employee (i.e., job descriptions), and their submission for approval / approval;
• the circle of persons responsible for the development;
• a list of positions for which job descriptions should be developed;
• terms of execution of the order;
• the circle of persons who are entrusted with the function of monitoring the execution of the order.

• position on job descriptions of the organization;
• guidelines for their compilation;
• position on the structural unit;
• All-Russian classifier OK 016-94, adopted by the Decree of the State Standard of the Russian Federation of December 26, 1994 No. 367;
• Qualification directory of positions, approved. Decree of the Ministry of Labor of Russia No. 37 of August 21, 1998 (see also Rostrud letter “On Job Descriptions” of August 9, 2007 No. 3042-6-0);
• GOST R 7.0.97-2016, etc.

The form of such an administrative document can be downloaded from the link: Order on the development of job descriptions - sample.

Order on the introduction of job descriptions

The purpose of this administrative document is to transfer the corresponding order with the definition of the circle of persons responsible for the execution and control, as well as the deadlines for execution.

IMPORTANT! From 01/01/2013, the use of standard samples of primary accounting documentation is not mandatory, and private organization is authorized to publish the relevant local documentation in free form (see the clarifications of Rostrud in the letter dated February 14, 2013 No. PG / 1487-6-1).

So, the administrative documents mentioned in the article can be drawn up in free form, taking into account the requirements of the office work rules adopted in a particular organization (permissible for private organizations), indicating all the details that are significant for this type of documentation.

Order on the development of job descriptions

Business reaches the maximum heights of its success only when the organization of the enterprise effectively uses the employment of workers.

Provide Good work labor resources help job descriptions (hereinafter referred to as DI). How to compose them correctly so that employees clearly know what is required of them in manufacturing process companies?

Regulations, regulations and legislative acts for the development of DI

The employer is given the opportunity to develop local regulations based on labor law.

This justification is given in Art. 8 of the Labor Code of the Russian Federation. This statement also applies to all types of DI, but there are no general requirements for the order of their compilation and content.

In some enterprises, a detailed description labor function workers, their rights and obligations can be set out in the text employment contract therefore, it is not necessary to draw up a separate CI in such cases. And yet it is still better to have such a document, because. in it, the employer describes what requirements he imposes on an employee at a particular workplace.

in DI make such points in relation to the employee in the position held:

• what are the main tasks facing him in the production processes;
• qualification requirements;
• the main functions of the employee;
• his rights and obligations in the enterprise,
• the responsibility of the worker.

How to apply professional standards in the development of DI

How should an employee take part in the production process of the enterprise so that his actions are as efficient as possible? The answer to this question is set out in the JI, the main document that defines it functional responsibilities, rights, as well as responsibility and interaction with other employees. Writing the correct DI for a particular workplace is a very responsible and difficult task. How to choose its structure in such a way as to optimize the employee's work process as much as possible?

Help in drafting the text of the JI can qualification guides. In paragraph 4 General Provisions qualification handbook approved by the Ministry of Labor of the Russian Federation of August 21, 1998 N 37, it is indicated that the qualification requirements based on the reference information provided in this normative document, should be specified taking into account the characteristics of specific production processes.

At the time of writing the DI you must specify a list of work performed that characterize a separate position and a list of requirements for the necessary special training worker.

In practice, when developing CI for staff members enterprise description qualification characteristics in these directories, as a rule, is basic.

GOST R 6.30.2003 "Unified documentation systems ..." will serve as a guide for the design and structuring of the DI.

Stages of development and implementation of CI

For this, it is necessary to develop regulations on their development and appoint responsible persons. After choose necessary materials in qualification reference books, on the basis of which they set out the basic text and supplement it in accordance with the specifics of this position in production conditions.

When the instructions themselves are already on paper, they must be approved and brought to the attention of the workers.

How to write a job description at the enterprise is described in the following video:

Design rules

The procedure for issuing a DI should be dealt with personnel managers. When there are few positions in the company, then one employee from the HR or personnel department can do it. If the company has a large structure, in which there are significantly more positions, then the heads of departments should take up this work.

in DI must be signed the following persons:

• head of the personnel department;
• head of the structural unit;
• worker.

In the top header, it must be approved by the manager or chief engineer of the enterprise.

Preparation of preliminary documents

To develop a DI, you need approve the position“On the procedure for creating and approving job descriptions” and an appropriate order. The regulation must be agreed with the trade union committee of the enterprise.

Order Form should contain information about the person responsible for compiling the DI, as well as refer to the provision on their development. Based on this order, the responsible person must write and submit to the manager for approval the DI for all types of jobs available in the workplace.

The structure and content of the instructions themselves

Main characteristics for employees to be included in the text of the JI are described in the following sections:

1. general provisions;
2. job responsibilities;
3. employee rights;
4. qualification requirements for the employee;
5. necessary skills and knowledge;
6. responsibility and punishment for failure to fulfill obligations;
7. collaboration and relationships with other members of the workforce.

The text cannot be written in contradiction with the current labor legislation of the Russian Federation.

Who and how should draw up job descriptions is described in this video:

Drawing up an order

Why is it necessary to issue an order for the enterprise to assign responsibility for compiling the DI? This is necessary for the procedure for the creation and implementation of documentation and familiarization of persons with their official duties. The leader is thus lays responsibility to the person who will develop the DI.

Additionally, the company organizes familiarization procedure employees with DI and a regime for maintaining labor discipline, and for the personalization department, the implementation of bringing to the attention of workers their rights and obligations during participation in production processes.

Why is this order necessary?

The order is signed by the head with the aim of providing staff members with DI, on the basis of which they will clearly know: what is required of them in the production process. At the same time, the heads of departments, when compiling such documents, will determine the order of relations between subordinates in order to optimize and achieve the most effective results of their work.

What does this order contain?

In order determined persons responsible for writing and storing DI and a document on the procedure for their actions is approved. The order is the basis to the observance of the labor schedule by all members of the enterprise team in order to obtain maximum efficiency at each workplace from a specific employee involved in production.

Registration and storage of DI

In the design of DI should always be involved HR staff and managers working divisions. The result of their joint work is an effective and correctly drawn up DI, which is developed in accordance with the legal labor rights workers.

Per DI storage Responsible for the personalization department. It is worth noting that copies of these documents are issued by the head of the enterprise's labor units so that the employee can familiarize himself with his CI upon request.

Benefits of having MDIs and challenges of not having them

Advantages the presence of these documents in the organization such as:

The employer loses the opportunity to prove their case in the absence of DI, as well as to bring the employee to disciplinary responsibility. Due to the absence of CI in the organization, the employer has no reason to refuse to hire an employee due to a mismatch of his qualifications and to protect his legitimate interests during the consideration of a labor dispute, the subject of which is a refusal to hire.

The procedure for making changes to the CI

There are situations when it is necessary to make changes to the DI due to changes in the activities or personnel structure of the enterprise.

Change initiator Any interested person can become:

• director of the organization;
• head of the department in which the worker works;
• manager of a structural link that interacts with official from another production site;
• the worker himself.

Depending on who initiates the changes to the CI, it is necessary to submit to the person responsible for the instructions such the documents:

• employee statement;
• management proposal;
• office note of the head of the department.

The employer cannot unilaterally make changes to the employee's duties or supplement them with new ones. This opportunity is provided to the administration of the enterprise only in accordance with Art. 72 of the Labor Code of the Russian Federation, when a written agreement of the parties is concluded with the employee, about which he must be warned in advance.

The management of enterprises should take care of the presence of DI in their enterprise to ensure compliance with the performance of duties and a responsible attitude to the work of all employees. The worker, in turn, will be easier to perform the labor tasks assigned to him within the framework of his work area. All these efforts will invariably lead to the achievement of success and production efficiency.

Why are job descriptions needed? organizational structure at enterprises, see this video tutorial:

Why do I need an order to approve job descriptions? In order for the document to become legally valid for this organization, it must be approved by its head, while the job description itself indicates the number and date of the order by which it was put into effect.

Without an approval order, it is just a paper with no effect.

Job descriptions are being prepared personnel service. By order, you can approve all job descriptions at once, while their list is given in the order form. If the enterprise introduces new position, then develop a job description for her, after which it is approved by a separate order of the head.

For the implementation of various local acts of the enterprise, all administrative documents are being prepared. Examples of other approval orders can also be downloaded from our website:

• Regulations on remuneration -;
• Instruction on labor protection -;
• Internal labor regulations -.

How to issue an order for the approval of job descriptions?

Like any other order of the head, it is better to issue it on letterhead.

It should include the title - "Order" and the heading - "on the approval of job descriptions."

The following is the reason for its preparation, for example, “in pursuance of the requirements of labor legislation”, after which the word “ORDER” is written in capital letters and a list of orders is given, in this case it is to approve job descriptions from a certain date (indicate their list, and the instructions themselves must be attached to the order, they must be indicated in the application).