home Ways to make money Job description advisor. Job description of the advisor to the general director. What regulations governed by

Job description advisor. Job description of the advisor to the general director. What regulations governed by

For inaccurate information about the status of the execution of tasks and orders received, violation of the deadlines for their execution. 5. For failure to comply with orders and orders of the director. 6. For violation of internal regulations, fire safety and safety rules established in the company. 7. For disclosing commercial secrets. 8. For non-preservation, damage to material values, if non-preservation, damage occurred through the fault of the Deputy Director for Investments. V. Working conditions The working hours of the Deputy Director for Investments are determined in accordance with the internal labor regulations established in the company. 1. This regulation determines the procedure for conducting pre-investment research, reviewing research results and making decisions on the implementation of investment projects. 2.

Development Director: responsibilities, tasks, selection

During the absence of the development director, his rights and obligations are transferred to another official, which is announced in the order for the organization. 1.5. A person who meets the following requirements is appointed to the position of development director: higher professional (economic, legal) education, at least 5 years of experience in managerial positions (including at least a year as a development director or strategic planning manager). ... The development director should know: - the theory and practice of management, macro- and microeconomics, marketing, business administration, stock exchange, insurance, banking and financial affairs; - the main instruments of the financial recovery of the enterprise; - methods of economic modeling; - modern systems enterprise management; - the basics of production technology 1.7.

Development Director: job descriptions and responsibilities

Job responsibilities For the executive director of investment projects the following job responsibilities are assigned: 2.1. Development of an investment strategy, planning of investment directions, determination of the required amount of financing. 2.2. Search for new investment objects, land plots corresponding to the company's strategic plans.

2.3.

Attention

Initial assessment of investment attractiveness. 2.4. Participation in the development of investment projects (holding tenders, monitoring financing, etc.) 2.5. Search and negotiation with investors, credit institutions, investment funds to attract investments.

2.6. Technical expertise of the project. 2.7. Approval of business plans for investment projects. 2.8. Analysis of legal and economic forms deals, their options. 2.9.

Development Director's Job Description

Determines the responsible persons who will participate in the development and implementation of the investment project. 6.3. Prescribes a chain of relationships between project team members. 6.4. Thinks over a system of motivation for project participants. 7.

Important

Participates in the development of a detailed business plan for an investment project. 8. Supervises the preparation of the necessary documentation for the implementation of a new project. 8.1. Provides timely collection, accumulation, distribution, storage and subsequent use of investment project information.

8.2. Coordinates the provision the information you need in due time to all participants of the investment project. 9. Controls and monitors activities for the development and implementation of the investment project and, if necessary, corrects these processes. 9.1. Controls compliance with the terms of development and implementation processes.
9.2.

Job description advisor general director is an internal document of the organization that establishes all the nuances and features of the work of this specialist at the enterprise. How to draw up such a document and what points should be taken into account in this case will be discussed below. Appointment of an advisor to the general director Job description of the advisor to the director Requirements for a candidate for the position of advisor to the general director Basic duties and rights of an advisor to the general director Subscribe to our channel in Yandex.Zen! Subscribe to the channel Appointment of an advisor to the CEO The main job of an advisor to the CEO is to advise the head of the company on certain issues in order to help in making management decisions.
Deputies, assistants, and consultants to CEOs can perform similar functions.

Investor Relations Director Job Description

An appropriate staff of development professionals is also required. Usually these are managers for planning financial, economic, labor and other resources. It has already been noted that large enterprises practice the introduction to the staff of such an employee as a strategic planner. In the event that the functions of such a specialist are not combined with the functions of a development director, but are focused on individual projects or areas of enterprise development, then he reports to the development director. The development director manages the staff of employees subordinate to him, evaluates the overall potential of the enterprise, identifies negative and positive trends, develops measures to neutralize the former and stimulate the latter.
The main job rights of an advisor include:

the right to give instructions to the employees of the company within the framework of their competence;
the right to participate in the discussion and development of orders, instructions, orders, contracts and other local and external documentation;
the right to inform the management about the identified deficiencies in the activities of the organization;
the right to get acquainted with any information and documents within its competence;
the right to demand from the management to ensure proper working conditions.

Thus, the job description of an advisor to the CEO, as a rule, is drawn up according to a template determined by customs. HR administration.
Monitors changes to the project budget. 9.3. Tracks deviations from the plan, makes adjustments to the plan and coordinates it with all participants in the investment project. 9.4. Analyzes possible influence deviations in the amount of work performed on the progress of the project as a whole. 10. Develops and controls project budgets. 11. Draws up a work plan for the department for a week, for a month.
III. Rights The head of the investment department has the right to: 1. Act on behalf of the department, represent the interests of the company in relations with other organizations on financial, economic and investment issues. 2. Install job responsibilities for subordinate workers.
3. Submit proposals for improving the financial, economic and investment activities of the company for consideration by the management. 4. Submit to the director of the company for consideration: 4.1.
Communicates the approved schedules of work on the implementation of projects to the management personnel of the enterprise. 12. Appoints employees responsible for the implementation of projects, gives general instructions, directly supervises and coordinates their activities. 13. Organizes the interaction of all structures of the enterprise for the implementation of enterprise development projects.
14.

Coordinates work on the implementation of projects at all stages, monitors the compliance of decisions and actions taken with the basic concept of enterprise development. 15. Analyzes economic, financial performance at every stage of implementation of development projects. 16. Develops methods for prompt response to crisis and non-standard situations that can lead to the failure of the enterprise development plan, other adverse consequences for the enterprise.

III. Rights The Development Director has the right to: 1.
Ensuring the introduction of progressive forms of labor organization, the expedient use of the professional and qualification potential of subordinate workers. 3. Rights The executive director for investment projects has the right to: 3.1. Make suggestions to higher management to improve the work of the organization. 3.2. Independently make decisions and organize their implementation by the employees of the organization within the framework of their competence. 3.3. To represent the interests of the organization in relations with individuals and legal entities, government authorities and administration. 3.4. Require the management of the enterprise to assist in the execution of their professional responsibilities and the exercise of rights. 3.5. Monitor the activities of employees subordinate to him. 3.6. Sign and endorse documents within their competence. 3.7.
Production calendar In the same part of the job description, the procedure for accepting, dismissing and replacing an employee is determined, the position of the position in the organizational structure of the organization is indicated, the immediate boss is indicated.

Official rights and responsibilities. The main section of the document, requiring especially careful work on it. Labor legislation contains a provision that allows an employee not to perform any other assignments and duties, other than those specified in the employment contract and job description. Thus, the more detailed and accurate the labor rights and obligations of the employee are established in this section, the easier and more efficient the work will be carried out and the labor tasks facing the specialist will be performed.

Compound governing bodies the enterprises are determined by its founders. In addition to the sole manager (director, chief, etc.), the staffing table may provide for other units, including advisers in certain areas of activity.

In this material, we will tell you what responsibilities the director's advisor will perform, and what provisions need to be taken into account in his job description.

The job description is drawn up for each employee with whom an employment contract or contract is drawn up. This document will determine the list of powers, rights and responsibilities that correspond to the position held.

The normal production process and the success of the entire business depend on the implementation of their powers by the management staff of the company. In small and medium-sized businesses, the sole manager can independently control all aspects of activities and has direct contact with all subordinates. For large companies, this opportunity is significantly limited, therefore, for the effective implementation of management, the positions of advisers to the director can be introduced.

The director's advisor does not carry out general management of the company, however, he can lead individual directions or structural divisions. The general list of duties of the specified specialist will include:

preparation of conclusions and recommendations on the current activities of the enterprise and its development;
bringing to the subordinates general and private tasks of management;
organizational and managerial functions;
representing the interests of the company in negotiations, in state and municipal authorities.

If the candidacy for the position of director is approved by the owners of the enterprise, then the advisors are hired by the sole manager. When registering labor relations with these specialists, an agreement or contract is drawn up. On the basis of the order and the employment contract, the job description of the director's advisor will be developed and drawn up.

Let's highlight the main goals that will be achieved by filling out the job description:

a specific workplace advisor, levels of subordination and subordination;
a complete list of rights, obligations and powers that an advisor can exercise without additional instructions is indicated;
the limits of the specialist's responsibility;
the procedure for payment of remuneration, incentive bonuses;
grounds for the application of disciplinary or material measures.

The presence of a job description allows you to exercise most of the powers of an adviser without issuing a power of attorney, with the exception of cases of representation.

What regulations governed by

At the legislative level, standard forms of job descriptions for board directors have not been approved. For their registration, you need to take into account the following documents:

general and specific provisions of the Labor Code of the Russian Federation and other regulations in the field of labor legislation;
internal corporate documents of the enterprise - charter, regulations, instructions, orders;
minutes of the general meeting of founders or the decision of a single site - these documents may contain the procedure for the formation of governing bodies and the conditions for their work.

The terms of the ID of the director's advisor will depend on the direction of his work. Let's highlight the most common categories of Expert Advisors that can be introduced into staffing table:

Security Director Advisor- heads the service of his own security and safety, ensures the elimination of any risks in current activities, controls the level of confidentiality;
personnel advisor- performs the functions of the head of personnel services, is responsible for the selection of personnel;
advisor on commercial activities - the functions of a specialist will include searching for suppliers and buyers, negotiating, ensuring stable work contract service etc.;
marketing advisor- deals with the distribution of the company's goods and services on the market, carries out the placement of advertising and marketing materials in the press, etc.

Depending on the field of activity of the enterprise and the quantitative composition of the staff, several positions of advisers can be simultaneously introduced. Each of them will have their own job description.

Who is it and where is it used

As a rule, the design of the ID is carried out by the specialists of the personnel services of the enterprise. For this, the provisions of the employment contract and the internal documents of the company are used. The instruction is drawn up in writing, and the adviser must personally sign the acquaintance with the document.

The use of MD occurs within the framework of current production activities - on the basis of this document, the scope of authority of a specialist will be determined. Also, the instruction will be applied when delineating responsibility, determining the procedure for compensation for damage and conducting official investigations.

date and place of preparation of the document;
detailed details of the parties (for the organization - name, OKPO, address, etc.);
individual workplace, nature of work, name of the labor function;
requirements for the education, qualifications and work experience of the advisor, as well as for personal and professional skills;
working hours and rest (as a rule, these data correspond to general order approved at the enterprise);
a list of the rights and obligations that the advisor is vested with;
the circle of persons to whom the specialist is directly subordinate, as well as employees who are subordinate to the advisor;
limits of authority in providing guidance and representation in relations with third parties;
general and individual terms of remuneration, including incentive and incentive measures;
conditions of responsibility for negative indicators in the work of an enterprise or a separate structural unit;
measures of influence that can be applied to the adviser - disciplinary or material liability, decrease in the amount of remuneration, etc.

Download CI of the advisor to the director of legal issues can be here, and for the advisor to the CEO - here.

CI of the advisor to the CEO

CI Advisor to the Director of Legal Affairs

If there are several advisers on the staff with similar functions, the instructions of each specialist need to thoroughly define the list of their duties and powers. This will avoid duplication labor functions and the occurrence of disputes when prosecuted. The content of the ID cannot be changed unilaterally, except in cases of transfer to another position or another place of work.

Why do we need a CI, the video below will tell:

We bring to your attention a typical example of the job description of a director's advisor, sample of 2018. Do not forget, each instruction of the director's advisor is handed out against a receipt.

The hr-portal website provides typical information about the knowledge that an advisor to the director should have. About duties, rights and responsibilities.

This material is included in the huge library of job descriptions on our website, which is updated daily.

1. General Provisions

Director's advisor is a position that is classified as an executive. He is appointed, subordinate to and dismissed from office solely by order of the director. To be appointed as an advisor to the director, you must meet the following requirements:

Have a complete higher education (usually humanitarian, but depending on the orientation of the enterprise's production, a requirement may be put forward for the applicant to have a specific education);

Work experience in similar managerial positions for at least 3-5 years;

Additional skills - knowledge of a foreign language, proficiency computer technology and programs, etc.

This position implies that the candidate has knowledge of the main provisions of labor and other sections of legislation, the basics of conducting financial and economic activities of the enterprise.

In his work, the director's advisor is guided by the Charter of the organization, labor regulations, orders of the head and job descriptions.

Basically, job responsibilities are prescribed for each organization individually, but often they include:

Control over the observance by the employees of the organization of the norms and rules of the labor schedule, production process, discipline, labor protection, etc.

Performing the functions of a manager during his temporary absence or vacation (the right to issue orders, certify documents with a seal and personal signature, etc.);

Analyze, optimize and control financial and production activities companies;

Carry out explanatory, disciplinary, informative work with employees (inform about the orders and orders of the management, apply disciplinary measures, etc.);

Draw up or control the preparation of planned reporting on the activities of the organization.

As for the rights vested in the position of an advisor to the head, these include:

Inform the senior management about the identified problems, shortages, conflict situations and other aspects of the company's activities;

Demand for themselves normal working conditions and proper payment;

Participate in the development and publication of orders, orders, regulations of the company;

Have access to any company documentation, taking into account their competence;

To represent the interests of the company in front of other organizations;

Dispose of the activities of employees.

The director's advisor, like any other employee, is obliged to unquestioningly fulfill all the points prescribed in labor legislation and job descriptions. Incomplete performance or non-performance by the director's advisor of his direct functional responsibilities, causing material damage companies or carrying out financial fraud entails administrative, civil or criminal liability under the law.

The job description of the director's advisor is a sample of 2018. Responsibilities of the director's advisor, the rights of the director's advisor, the responsibility of the director's advisor.

Material tags: job description of an advisor to the director, job description of an advisor to the general director, job description of an advisor to a director on general issues, job description of an advisor to a director sample.

The specific list of job duties and other features of the work of this employee is determined by the job description of the advisor to the general director. Each company develops this internal document of the enterprise independently, based on the specifics of its work and the requests made to the employee holding the position of advisor to the general director. At the same time, despite the locality of the job description and the freedom of the provisions established in it, employers in most cases try to follow the traditional structure of the document, adopted by the customs of personnel records management. This is explained by the fact that the generally accepted option allows you to take into account all the necessary points and features of the employee's labor activity at the enterprise.

Hired in accordance with the decision of the CEO. Appointment to the position is formalized by order of the General Director.
Dismissal is formalized by the order of the general director. Substitution is not required for short-term absences.
In the event of a long-term absence, a substitute employee is hired under a temporary labor agreement. The advisor replaces the chief analyst. The employee in his activities is guided by: the legislation of the Russian Federation, the company's charter, the company's regulations, instructions and orders of the direct manager, this job description.
Qualification Requirements Higher education in mathematics, law or economics. An MBA is desirable. The employee must know and be able to apply the general legislation of the Russian Federation, labor and tax legislation of the Russian Federation, international legal norms.

How do I enter a new position?

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There are two ways to make changes to the current staffing table: The choice of one or another option is within the competence of the employer. In cases where the changes are of a single nature, for example, the name of the employee's position has changed, it is more convenient to issue an order to amend the staffing table. Then the employer will reflect all the changes made in the order itself, and in the staffing table, in the "Note" section, he will indicate the number and date of the order to make changes. If the changes are massive or affect not only the titles of positions, but also structural divisions, then in this case it will be more convenient to make changes by drawing up and approving the staffing table in a new edition.

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The employee must be able to analyze statistical data, regulations, regulations and procedures, evaluate them, draw brief, well-founded conclusions. The employee must have analytical skills. The employee must be proficient in the technology of business planning, personnel certification techniques. The employee must have a neat appearance keeping the workplace tidy. While at the workplace, the employee must be healthy, sober, in good physical shape and stable emotional state. Goals and objectives The goal of the employee is to prepare and provide the CEO with concise, sublimated information for making management decisions. Tasks of the employee: collecting and analyzing the performance indicators of the company, indicators of competitors, information from open sources about the expected changes in legislation, forecasting the economic situation.

The main job rights of an advisor include:

Thus, the job description of an advisor to the general director, as a rule, is drawn up according to a template determined by the customs of personnel records management.
As for other issues of remuneration of the manager's advisor, everything is not so simple here. There are two points of view on this issue. First. Part 8 of Art. 34 of the Law on Higher Education states that a person can be appointed as an advisor to the head at the expense of the university's own income in the manner determined by the charter of higher education. educational institution... Therefore, we can conclude that the institution has the right not only to independently develop the procedure for the appointment (election) of the manager's advisor, but also to determine the mechanism of remuneration for his labor (for example, take the previously established procedure as a basis and pay the manager's advisor income in the amount that he received before retirement, etc.). Second. In accordance with Part 2 of Art. 8 of the Law of Ukraine "On Remuneration" dated 03.24.95.

Payment The employee is paid in accordance with the staffing table. In case of fulfilling his duties, there are no comments on the quality of work, the employee is paid a monthly bonus in the amount of the salary.

This helps to save and improve the financial turnover of the company. When writing the job description, the director can indicate the powers of the adviser to equip the material and technical base of the company. The advisor to the general director is paid for labor according to the work schedule. An employee in this position, who performs work with high quality and follows the established requirements of the organization, is also provided with a monthly official bonus. If you want to know more detailed description manuals, you should study the sample job description of a manager's advisor, it can be found on our website and downloaded by following this link.

Keeps under control and ensures the proper and timely preparation of financial estimates and other documents and reports on the implementation of production plans.
In the absence of the general director at the workplace and / or on his personal instructions, he negotiates with clients, partners, customers, contractors, government and other organizations.
Provides control over the observance by employees of the labor and production discipline of the company, as well as the rules and regulations of labor protection, safety and fire safety requirements.
Informs employees and monitors their implementation of orders, orders and instructions of the General Director.
Reports to the General Director about all the shortcomings in the work of the organization, and also proposes measures to eliminate them.

The Constitution of the Russian Federation; - Articles of Association [name municipality]; - normative legal acts governing organization issues local government, municipal service, combating corruption, placing a municipal order; - civil, labor, financial law; - methods of management and management; - the procedure for keeping records and drawing up reports on the economic and financial activities of the institution; - the procedure for the conclusion and execution of municipal contracts; - regulations and instructions for the office work of local governments; - the structure of local government bodies [name of the municipality]; - fundamentals of labor legislation and labor protection Russian Federation; - internal labor regulations; - rules and regulations of safety, industrial sanitation and fire protection; - [other knowledge]. 1.6.

This person monitors the activities of subordinate personnel and monitors the timely receipt of relevant information. An applicant for such a position has the right to offer the CEO recommendations on how to optimize the functioning of the company. Description of service obligations The main duties of an employee are the preparation of documents for signature and advice in financial matters.
A mandatory task for an advisor is the following list of positions:

preparation of a report that is submitted to the boss every week;
processing of comprehensive information and reports on the proposals of the head;
research of documentation on orders of the director.

A specialist can develop certain assignments or instructions for the implementation of one or another activity of employees in order to improve the quality of the enterprise as a whole;
Also, the right of the employee is formed to make various requests to the departments and divisions of the company, in order to obtain that information, on the basis of which methods of popularization, increase in sales, formation of a development structure, etc., can be developed in the future;
The specialist can put forward certain requirements for the management, which relate directly to improving the conditions and rules for storing documents, improving the working conditions of professionals at the enterprise, etc.

That is, in fact, the list of specialist powers can be quite significant.

That is, if a commercial adviser is hired, then it would be natural to require a higher education in economics or finance. If an advisor with any other specialization (for example, radio engineering) is needed, the corresponding education should be established in the job description. In addition to educational requirements, the criteria for selecting a candidate for a position also include work experience and additional professional skills.
In terms of experience, the required duration of employment for leadership position for an advisor to a director, it usually ranges from 3 to 5 years. Additional professional skills may include:

knowledge of foreign language;
business planning skills and more.

schemes for creating projects related to financial issues;
rules for signing and executing contracts for the delivery or sale of products;
base of formation financial statements organizations.

Occupying such a high position in the enterprise, this person takes into account and uses the following list of papers:

State-level regulations and laws.
The rules of the enterprise, standards of the routine of activities and other guidelines of the company.
Service manual.
Internal corporate rules.

An applicant for this vacancy is obliged to know and comply with the current legislation of the state and the internal documentation of the enterprise.Since the position is considered responsible and managerial, a person who dreams of taking such a place has a set of certain qualities of a personal and professional nature.

CEO Advisor: Sample Job Description

Sometimes the manager supplements the specified list, adding that this employee advises potential buyers on any issues and provides third parties with the necessary information that is not secret. We outline the circle of responsibility At any position, the employee is responsible for the actions taken. The advisor is responsible for the defective performance of his direct duties, violation of the internal work regime, disobedience to his immediate superiors and other violations stipulated by the law and the rules of the company.
The penalty for the guilty employee is deprivation of bonuses or a reprimand. If serious violations are committed, the manager provides for dismissal.

Job description of the advisor to the general director is an internal document of the organization that establishes all the nuances and features of the work of this specialist at the enterprise. How to draw up such a document and what points should be taken into account in this case will be discussed below.

The main job of an advisor to the CEO is advising the head of the company on certain issues in order to help in making management decisions. Deputies, assistants, and consultants to CEOs can perform similar functions.

The specific list of job duties and other features of the work activity of this employee determines job description of the advisor to the general director. Each company develops this internal document of the enterprise independently, based on the specifics of its work and the requests made to the employee holding the position of advisor to the general director.

At the same time, despite the locality of the job description and the freedom of the provisions established in it, employers in most cases try to follow the traditional structure of the document, adopted by the customs of personnel records management. This is explained by the fact that the generally accepted option allows you to take into account all the necessary points and features of the employee's labor activity at the enterprise.

The traditional form of the job description involves placing on the title page of a document or in its first lines (if the document does not have a title page) information about the date of approval of the instruction and the leader who approved it, with the head's handwritten signature.

General Provisions... This is an introductory section that contains information about the basic requirements for a candidate for the position of an advisor (education, work experience, other professional skills, a list of legislative and internal documents of the enterprise, with which the applicant must be familiar). In the same part of the job description, the procedure for accepting, dismissing and replacing an employee is determined, the place of the position in the organizational and staff structure of the organization is indicated, the immediate boss is indicated.
Official rights and responsibilities. The main section of the document, requiring especially careful work on it. Labor legislation contains a provision that allows an employee not to perform any other assignments and duties, other than those specified in the employment contract and job description. Thus, the more detailed and accurate the labor rights and obligations of the employee are established in this section, the easier and more efficient the work will be carried out and the labor tasks facing the specialist will be performed.
Employee responsibility. This section contains a list of violations for which an employee can be held accountable and punished. The presence of this section in the job description allows you to concretize the responsibility established by labor legislation. However, when developing a job description, it is important to remember that the sanctions provided for in this document should not aggravate the employee's position in comparison with the liability provisions provided for by law.

The criteria by which a candidate for the position of advisor to the CEO is selected for the state primarily includes educational requirements. Due to the fact that the position of an advisor to the director is a managerial one and is actually equivalent to the positions of deputy or first deputy directors, usually a condition is put forward on the availability of higher education. If we talk about what kind of higher education is required for a candidate for the position of advisor to the CEO, then there are options.

Job descriptions of various enterprises contain the most different types The professional education required for an advisor ranges from generalized (for example, humanitarian) to quite specific (for example, mathematical). The analysis of job descriptions allows us to conclude that when defining the type of higher education as a requirement established in the job description for the position of an advisor to the director, employers proceed from the direction in which the specialist will work. That is, if a commercial adviser is hired, then it would be natural to require a higher education in economics or finance. If an advisor with any other specialization (for example, radio engineering) is needed, the corresponding education should be established in the job description.

In addition to educational requirements, the criteria for selecting a candidate for a position also include work experience and additional professional skills. In terms of experience, the required length of service in a managerial position for an advisor to a director is generally 3 to 5 years. Additional professional skills may include:

knowledge of foreign language;
the ability to work with certain computer programs;
business planning skills and more. dr.

Despite the fact that each organization develops job descriptions independently and is entitled, at its discretion, to determine the set of job duties that is optimal for it, it is quite possible to designate a generalized list of job duties inherent in an advisor to the general director.

In most cases, the duties of an advisor to the CEO include:

Control a certain kind activities of the organization (financial, production, etc.).
Analysis of the performance indicators assigned to the advisor to the general director of the direction of the firm.
Participation in the development of measures and measures to optimize and improve the efficiency of the enterprise in the direction of activity assigned to the advisor.
Drawing up reports on the results of the specified area of work.
Taking over the powers of the CEO (in whole or in some part) in his absence.
Monitoring compliance by employees with labor and production discipline, labor protection rules, safety requirements.
Informing the team about the orders, orders and instructions of the general director.
Control over the execution of orders, orders and instructions of the director by employees.

The official rights of an advisor to the general director are related to his duties and, as a rule, are designed to ensure the performance of labor functions, facilitate the implementation and increase the efficiency of labor productivity. The main job rights of an advisor include:

the right to give instructions to the employees of the company within the framework of their competence;
the right to participate in the discussion and development of orders, instructions, orders, contracts and other local and external documentation;
the right to inform the management about the identified deficiencies in the activities of the organization;
the right to get acquainted with any information and documents within its competence;
the right to demand from the management to ensure proper working conditions.

Thus, the job description of an advisor to the general director, as a rule, is drawn up according to a template determined by the customs of personnel records management. The main thing is to pay due attention to the description of the official rights and duties of the employee, the list of which depends on the specifics of the company's activities and the direction in which the specialist will have to work.

The article was written based on materials from the sites: uriston.com, hr-portal.info, buh-nds.ru, juristufa.ru, nsovetnik.ru.

Hired in accordance with the decision of the CEO. Appointment to the position is formalized by order of the General Director.
Dismissal is formalized by the order of the general director. Substitution is not required for short-term absences.
In the event of a long-term absence, a substitute employee is hired under a temporary labor agreement. The advisor replaces the chief analyst. The employee in his activities is guided by: the legislation of the Russian Federation, the company's charter, the company's regulations, instructions and orders of the direct manager, this job description.
Qualification requirements Higher education in mathematics, law or economics. An MBA is desirable. The employee must know and be able to apply the general legislation of the Russian Federation, labor and tax legislation of the Russian Federation, international legal norms.

How do I enter a new position?

Of the Labor Code of the Russian Federation, all employers ( individuals and legal entities regardless of their organizational and legal forms and forms of ownership) in labor relations and other directly related relations with employees are obliged to be guided by the provisions of labor legislation and other acts containing labor law norms. In accordance with clause 10 of the Regulation on the establishment of remuneration systems for employees of federal budgetary, autonomous and state institutions, approved by Decree of the Government of the Russian Federation of 05.08.2008 N 583 (hereinafter referred to as the Regulation), the staffing table federal institution approved by the head of this institution and includes all positions of employees (workers' professions) of this institution.

Similar provisions are fixed in cl.

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The employee must be able to analyze statistical data, regulations, regulations and procedures, evaluate them, draw brief, well-founded conclusions. The employee must have analytical skills. The employee must be proficient in the technology of business planning, personnel certification techniques. The employee must have a neat appearance, maintain order in the workplace. While at the workplace, the employee must be healthy, sober, in good physical shape and stable emotional state. Goals and objectives The goal of the employee is to prepare and provide the CEO with concise, sublimated information for making management decisions. Tasks of the employee: collecting and analyzing the performance indicators of the company, indicators of competitors, information from open sources about the expected changes in legislation, forecasting the economic situation.

The main job rights of an advisor include:

the right to give instructions to the employees of the company within the framework of their competence;
the right to participate in the discussion and development of orders, instructions, orders, contracts and other local and external documentation;
the right to inform the management about the identified deficiencies in the activities of the organization;
the right to get acquainted with any information and documents within its competence;
the right to demand from the management to ensure proper working conditions.

Thus, the job description of an advisor to the general director, as a rule, is drawn up according to a template determined by the customs of personnel records management.
As for other issues of remuneration of the manager's advisor, everything is not so simple here. There are two points of view on this issue. First. Part 8 of Art. 34 of the Law on Higher Education states that a person can be appointed as an advisor to the head at the expense of the university's own income in the manner determined by the charter of the higher education institution. Therefore, we can conclude that the institution has the right not only to independently develop the procedure for the appointment (election) of the manager's advisor, but also to determine the mechanism of remuneration for his labor (for example, take the previously established procedure as a basis and pay the manager's advisor income in the amount that he received before retirement, etc.). Second. In accordance with Part 2 of Art. 8 of the Law of Ukraine "On Remuneration" dated 03.24.95.

This section contains a list of violations for which an employee can be held accountable and punished. The presence of this section in the job description allows you to concretize the responsibility established by labor legislation. However, when developing a job description, it is important to remember that the sanctions provided for in this document should not aggravate the employee's position in comparison with the liability provisions provided for by law. CEO, primarily include educational requirements.
Thus, from the given norms of legislation it follows that the staffing table of the institution is approved by the head of the institution; at the same time, its approval with the founder is not required, the procedure for approving a new staffing table does not depend on the sources of funding for the remuneration of employees of the institution. At the same time, this obligation must be fulfilled if it is established in the legal act of the founder or enshrined in other agreements regulating the issues of remuneration of employees. About the procedure for making changes to the SR, see in detail in add. materials. Popular questions Details in the materials of the System Personnel: 1.
Accompanies the manager on business trips, meetings, special receptions, etc.; takes a direct part in them on the issues indicated by the head, reports to the head on the results of these events. Keeps minutes and other documents formalizing the course and results of meetings, negotiations, conferences, etc. Liaises with organizations, state bodies and local self-government bodies, the public, the media to resolve issues identified by the head and not requiring the head's direct participation. On behalf of the head, he coordinates individual issues with the employees of the structural divisions, brings to them the instructions and orders of the head, and controls their implementation. Collects materials and information, prepares analytical, informational, reference and other materials and submits them to the head.
The employee must be present at the workplace during office hours (Mon from 10-00 to 12-00 and Fri from 10-00 to 12-00), at weekly meetings, at unscheduled meetings. The employee must ensure his presence at the daily morning planning meeting from 9-30 to 10-00 in person or remotely using the Internet or telephone.

Please send the job description of the advisor to the general manager. And the head of the CEO's advisors.

Answer

Answer to the question:

If the labor legislation connects the provision of compensations and benefits (early retirement, additional leave) with the performance of work in certain positions or professions, or establishes any restrictions, then the names of such positions and professions must correspond to qualification reference books.

At the same time, the employer has the right to determine the names of positions and professions at his own discretion.

In our opinion, working as an advisor to the CEO is not related to the provision of any benefits in the field of pension benefits. Therefore, the employer has the right to enter the specified position in the staffing table of the organization.

It should be noted that there may still be certain problems with arbitrary naming of an employee's position. So, when conducting a special assessment of working conditions in the final documents, it is necessary to indicate not only the name of the position but also the code according to the classifier of positions (Art. 18 Federal law dated 28.12.2013 N 426-FZ "On special assessment of working conditions"). In this connection, the position this employee depending on the scope of his powers, either Deputy Head , if the range of responsibilities is wide and the scope of competencies is significant, an expert, if he analyzes some arrays of information and makes a recommendation, or an assistant, if it is supposed to establish a technical position.

Sample sample of job description for an advisor to the CEO

Sample sample:

Society with limited liability"Alpha"

Job Description No. 9
advisor to the CEO

Moscow 03/14/2014

1. GENERAL PROVISIONS

1.1. The CEO's advisor belongs to the category of managers.

1.2. An advisor to the general director is hired and dismissed by the order of the general director.

1.3. The CEO's advisor reports directly to the CEO.

1.4. During the absence of the advisor to the general director, his duties are performed by the appointed in the prescribed manner deputy.

1.5. In his activities, the advisor to the general director is guided by:

Legislative, regulatory and legal acts RF;
-The Charter of the company, the norms and rules of the internal labor schedule, as well as others - regulations organizations;
- orders and orders of higher authorities;
- this job description.

2. QUALIFICATION REQUIREMENTS

2.1. A person who has a higher professional education and at least three years of experience in a managerial position is appointed to the position of an advisor to the general director.

2.2. The CEO's advisor should know:

Legislative, normative, legal and other acts regulating the conduct of financial and economic activities in the organization;
- civil, commercial, financial, tax and labor legislation of the Russian Federation;
-specialization, structure of the company, plans and prospects for its development, as well as production facilities and basic production technologies;
-the procedure and rules for the development and approval of plans for production and economic and financial and economic activities of the company, as well as other documentation;
- the basics of organization and maintenance financial work in organizations;
- the procedure and rules for the conclusion and execution of business and financial contracts, agreements and other documents.

3. OFFICIAL RESPONSIBILITIES

An employee in the position of an advisor to the general director performs the following job duties:
3.1. Supervises financial and economic activities enterprise and ensures the most efficient and targeted spending of financial material resources and reducing their losses.
3.2. Participates in the organization of the timely conclusion of financial, economic and other material contracts, and monitors the proper fulfillment of contractual conditions and obligations.
3.3. Takes part in the development of measures and measures to save resources, economical and effective use material resources of the company, as well as improving the consumption of raw materials, materials, working capital and inventories.
3.4. Analyzes and conducts improvement activities economic indicators and the formation of a system of economic indicators of the organization's work, an increase in production efficiency, as well as prevents the formation of excess stocks of commodity and material values, and overspending of material resources.
3.5. Keeps under control and ensures the proper and timely preparation of financial estimates and other documents and reports on the implementation of production plans.
3.6. In the absence of the general director at the workplace and / or on his personal instructions, he negotiates with clients, partners, customers, contractors, government and other organizations.
3.7. Provides control over the observance by employees of the labor and production discipline of the company, as well as the rules and regulations of labor protection, safety and fire safety requirements.
3.8. Informs employees and monitors their implementation of orders, orders and instructions of the General Director.
3.9. Reports to the General Director about all the shortcomings in the work of the organization, and also proposes measures to eliminate them.

The CEO's advisor is eligible.

4.1. Become familiar with management projects related to immediate competence.

4.2. Participate in the discussion of draft decisions made by the management.

4.3. Submit proposals for improving the work for the management's consideration.

4.4. Require the provision of the necessary information to solve the tasks assigned to him.

4.5. Sign and endorse documents within their competence.

4.6. Organize and conduct operational and business meetings.

4.7. To undergo retraining and advanced training in the manner prescribed by labor legislation and local regulations of the organization.

4.8. To dispose of the available financial, labor, information and technical resources, to make decisions on their redistribution in accordance with the economic development plan.

4.9. Require the management of the organization to ensure the organizational and technical conditions necessary for the performance of official duties, as well as assistance in ensuring the rights provided for by this job description.

5. LIABILITY

The CEO's advisor is responsible.

5.1. For poor quality and untimely fulfillment of the duties assigned to him by the job description within the limits determined by the current labor legislation of the Russian Federation.

5.2. For causing material damage within the limits determined by the current legislation of the Russian Federation.

5.3. For offenses committed in the course of their activities, within the limits determined by the current administrative, criminal and civil legislation of the Russian Federation.

6. ORDER OF REVISION OF OFFICIAL INSTRUCTIONS

6.1. The job description is reviewed, changed and supplemented as necessary, but at least once every five years.

6.2. All employees who are subject to this instruction are familiarized with the order on making changes (additions) to the job description against receipt.

The job description was developed in accordance with the order of the General Director dated February 14, 2014 No. 23.

AGREED

Head of HR Department ____________ E.E. Gromova

I have read this manual.
I got one copy in my hands and I undertake to keep it in the workplace.

Advisor to the General Director ____________ E.E. Gromova

Details in the materials of the System Personnel:

1.Answer: How to draw up a job description

N.Z. Kovyazina

2.Answer: How to issue a job description

N.Z. Kovyazina

In the job description, write down the employee's job function, a list of his duties, limits of responsibility, the body of knowledge and professional experience that he should have, etc.

The law does not say in what order it is necessary to draw up a job description. This means that the employer has the right to define it himself and fix it in a local act.

Regardless of how the job description is drawn up, as a rule, it consists of the following sections:

If the scope of the employee's job responsibilities is adjusted, c.

Instructions as a mandatory document

Is the organization obliged to draw up job descriptions

Job descriptions are mandatory only government bodies(). It is impossible to fine an organization that is not a government agency for the absence of instructions ().

At the same time, there are compelling arguments in favor of the job description to be better formalized. Its presence will allow the organization:

 to distribute responsibilities evenly between similar positions;

 prove in court the legality disciplinary action in relation to an employee;

 correctly certify personnel, etc.

Job descriptions are drawn up for each full-time position.

Advice: do not draw up personalized instructions, otherwise they will have to be approved anew at each change of personnel. If several employees hold the same positions and perform the same duties, then it is enough to draw up a uniform job description for all and familiarize each employee with it. If employees hold the same positions, but perform different duties, then it is better to rename the positions and name them differently.

How to draw up a job description, the legislation does not regulate, so the employer decides this on his own. In practice, job descriptions are drawn up as or how. It contains similar explanations.

Responsible for the development of instructions

A question from practice: who in the organization should develop and draw up job descriptions

Sections of the instruction

How to draw up a job description

Regardless of how the job description is drawn up, it usually consists of the following sections:

Section "General Provisions"

How to fill out the "General Provisions" section of the job description

In the General Provisions section, indicate:

 title of the position in strict accordance with;

 requirements for an employee;

 who reports directly to whom (for example, the accountant reports directly to the chief accountant);

• the order in which you appoint or dismiss;

• whether there are subordinates and their composition;

 who replaces the employee at the time when he is absent, and whom he can replace;

 a list of documents by which the employee is obliged to be guided in his activities.

Section "Job responsibilities"

How to fill out the "Job responsibilities" section of the job description

In the "Job Responsibilities" section, list all the responsibilities that have been assigned to the employee in accordance with the practice of distributing labor functions that has developed in structural unit... To compose a section, you can use,, approved, and, approved. They provide an indicative list of the responsibilities of the various positions.

Section "Rights"

How to fill out the "Rights" section of the job description

In the "Rights" section, write down the list of rights that an employee has within his competence at the time he performs his job duties.

Section "Responsibility"

How to fill out the "Responsibility" section of the job description

In the section "Responsibility", it is customary to specify the types of assigned responsibility depending on the employee's job duties.

If the job description is an independent document, approve it by the head of the organization and introduce it to the employees whom you accept for the relevant position, under the signature (,

Also, stitch and number the instructions to avoid confusion with employees. After that, on the back of the last sheet, draw up a record on the number of instruction sheets and assure it with the head of the organization. This record may look like this: “In this job description, four sheets are numbered, laced and stamped. Director ______________ A.V. Lviv ".

How to familiarize employees with instructions

A question from practice: in what form should employees be introduced to the job description. The job description was drawn up as an independent document

There are three ways to familiarize employees with job descriptions.

Firstly, you can keep a special journal, which will contain instructions that you will have to read.

Secondly, you can attach a familiarization sheet to the instructions and fill it out.

Thirdly, the employee can sign the instruction itself: on both of its copies. To the copy that remains in the organization, file several sheets for review, fasten them on the stitching with the seal and signature of an authorized person: director, head of the personnel department, chief accountant, etc.

No position in directories

A question from practice: how to draw up a job description if the position is not included in the qualification directory of positions

The procedure according to which they are drawn up is not regulated by legislation, therefore the employer independently decides how to draw up it. As a rule, it is developed on the basis of the qualification characteristics that are contained in the qualification reference books (for example, which is approved). This is also indicated by the specialists of Rostrud V.

At the same time, there is a possibility that the position for which the employer needs to issue instructions is not in the qualification reference books. Then the organization can use qualification characteristics similar (related) positions or draw up such characteristics based on the rights and responsibilities that the employee plans to give to the employee who is hired for this position. The legislation does not contain any restrictions on this score.