Head of

Short description
The head of the direction develops and implements the strategy for the activity of the direction.

The specifics of the profession
High level of responsibility, stress, irregular working hours. Demand in the labor market is average, wages are high.

Required Qualities
Professional: special skills, general understanding of business processes, knowledge of the law, all the details of the direction. Personal: responsibility, organization, organizational qualities, stress resistance, determination.

Responsibilities
Building a business model for the direction, developing the direction, developing its strategy, coordinating personnel, introducing new technologies, operational management of the direction.

Education
Higher education required.

Career and salary
The head of the direction earns from 25,000 to 300,000 rubles per month in Moscow and from 15,000 to 200,000 in the regions. Career growth is possible.

Head of -job description outlines the terms of reference and duties of a specialist of this profile to perform certain tasks, and also contains qualification requirements that he must meet. What specific information is entered in the job description will be described later.

The structure of the job description of the head of the direction

The position of the head of the direction is often found in the field of sales. In companies where goods are offered for sale in a wide range, individual positions are included in groups. And the head of the direction organizes the sale of goods of one of these groups. A company may have several heads of departments. Therefore, the article will provide an approximate structure job description suitable for each of them.

The person responsible for developing the instruction can use the following structure:

Don't know your rights?

• general section;
• chapter " Job Responsibilities»;
• section "Rights";
• section "Responsibility".

And now more about each of the sections.

General instruction section

This section contains General characteristics positions and qualification requirements for the employee. Yes, it says here:

• job title (direction manager…);
• the procedure for appointment and dismissal (by order of the head of the company);
• the order of subordination - the head of the direction may be directly subordinate to the head of the company or his deputy;
• who performs the duties of the head of the direction during his absence;
• who is directly subordinate to the head of the direction;
• what the employee is guided by in his work (laws and other regulations, local acts of the company);
• qualification requirements - here the employer can set requirements of his choice, for example, experience in sales in managerial positions from 3 years.

Responsibilities of the head of the department

This section specifies the functions of the head of the direction, declared in his employment contract, by listing the specific job responsibilities of the employee. Thus, the head of the department may be required to:

• analyze the work of distributors and other trading partners;
• develop sales plans for short and long periods;
• monitor the implementation of sales plans;
• analyze cases of non-fulfillment of plans, look for solutions to improve performance;
• maintain reports in accordance with their competence, organize the submission of reports on time;
• organize training and advanced training of its employees;
• find new partners and develop relationships with existing ones.

This list can be expanded and specified depending on the type of direction that the employee manages.

Rights of the head of the direction

Among the basic rights of the head of the direction, which are enshrined in this section job description, we can distinguish:

• negotiating with partners;
• making decisions on attracting new distributors of products;
• making decisions on the admission of employees to your team;
• making decisions on the distribution of funds allocated for the development of the direction.

Responsibility of the head of the direction

The head of the direction can be held liable for certain misconduct. To what kind of responsibility and for what misconduct is indicated in this section of the instruction. So, he can be attracted:

• for an administrative offense or crime - to administrative or criminal liability, respectively;
• for violation of labor discipline - to disciplinary responsibility;
• for causing damage - to liability.

The job description of the head of the direction may contain two blocks of information: relating to everyone, regardless of the type of direction, and characteristic of a separate direction. This article presents an approximate structure of the job description and information from the first block. The person developing the instruction can supplement it with the rights and obligations that are assigned to the head of the direction in this particular company.

To effectively cope with their tasks, the head of the direction must clearly know what his rights and obligations are, what are the goals of his work and possible penalties. All these points are prescribed in the job description - a personnel document detailing the functionality of a specialist and indicating important points in the relationship between the employee and the company.

What items should the document include?

The position of "head of direction" refers to the field of sales. Organizations that produce a wide range of products may, for the purposes of optimal sales and marketing, combine products that are similar in purpose or user characteristics into one group. A responsible specialist is called upon to arrange its implementation, to find profitable distribution channels.

The concept of "direction leader" can be interpreted in different ways. The functionality of a specialist is determined by the scale of the organization, its industry affiliation, and the characteristics of the products produced. In one large firm, several persons may work in this position, whose responsibilities vary depending on the characteristics of the entrusted product groups.

The job description of an employee in the general case includes the following items:

• a common part;
• list of duties performed;
• list of powers;
• possible liability.

Consider each item personnel document in details.

General section of the job description

This part of the personnel document prescribes general provisions characterizing a specific position. In particular, it states:

• full job title;
• the procedure for appointment to the position of the head of the direction (by issuing an order signed by the general director);
• subordination structure - who are the immediate supervisors of the specialist ( CEO, his deputy or another person);
• the procedure for replacing an employee during illness or vacation;
• a list of persons subordinate to the head of the direction;
• laws and internal company regulations governing the work of a particular specialist.

In the general part, the employer company has the right to prescribe qualification criteria for a specialist hired for the position of head of the direction: higher education, successful experience in similar positions, experience in managing employees, etc.

Job responsibilities of a specialist

The employment contract defines the functionality of the head of the direction in "broad strokes", it indicates only the main tasks transferred to the specialist. To specify the duties performed, a job description is needed. It usually contains the following functions:

• analyze the work of distributors, look for new distributors of products and customers;
• build sales plans for the short and long term;
• monitor the implementation of planned implementation indicators;
• analyze the reasons for non-fulfillment of the plan, find ways to improve the efficiency of sales managers;
• draw up reports reflecting the state of affairs in the entrusted area, timely submit information to higher management;
• monitor the observance of discipline by its employees, organize their training and advanced training;
• create conditions for effective work subordinates;
• maintain partnerships of trust with existing customers and find new ones.

The list of responsibilities depends on the characteristics of the goods sold, the industry and the scale of the company. Depending on the specific case, this paragraph of the job description may undergo changes.

Authority of a specialist

For the effective performance of the assigned duties, the head of the direction must be endowed with the necessary rights. Typically, his list of powers includes:

The list of rights of the head of the direction may vary depending on the list of duties and tasks assigned to a particular specialist.

Measures of responsibility applicable to a specialist

The person accepted for the position of the head of the direction must make every effort for the qualitative performance of duties and the achievement of the set goals. The commission of disciplinary offenses, ill-considered actions and illiterate decisions lead to the application of liability measures prescribed in the relevant section of the job description.

A specialist holding the position of head of a department may be held responsible for the following:

• disciplinary - for violation of the norms of labor discipline, the internal regulations of the company;
• administrative - for committing administrative offenses;
• criminal - for crimes under the Criminal Code of the Russian Federation;
• material - for damage to the property of the organization or other damage.

The job description of the head of the direction usually consists of two parts. One includes provisions that are relevant to all specialists holding this position. The second reflects the specifics of the activity associated with the characteristics of the market segment or products sold.

The first block of the personnel document necessarily includes a general part, a list of rights and obligations, possible measures of responsibility. When developing this half of the document, it is important to state all the points clearly, clearly and unambiguously, so that the head of the direction understands well the tasks and features of the functional.

Increasingly, today there is a merger of firms into large holdings or JSCs, because one corporation can have several types of activities. For example, the main activity of the company is the production of printed publications (newspapers, magazines), and related or additional, often, are such areas as the production of printing and souvenir products, telecommunications, organization of exhibitions, etc. For the implementation of the full functioning of each of the directions, the head of the direction is responsible. Large rapidly growing enterprises and companies always have a demand for qualified leaders. Decent salary, opportunity for self-realization and career development- that's why this position is desirable for many applicants.

The histogram below shows the change in the level of the average wages Professions Head of department in Moscow in the last 12 months:

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4th edition, revised
(approved by resolution of the Ministry of Labor of the Russian Federation of August 21, 1998 N 37)

With changes and additions from:

January 21, August 4, 2000, April 20, 2001, May 31, June 20, 2002, July 28, November 12, 2003, July 25, 2005, November 7, 2006, September 17, 2007 , April 29, 2008, March 14, 2011, May 15, 2013, February 12, 2014, March 27, 2018

Qualification guide positions of managers, specialists and other employees is a regulatory document developed by the Institute of Labor and approved by the Decree of the Ministry of Labor of Russia of August 21, 1998 N 37. This publication includes additions made by the Decrees of the Ministry of Labor of Russia of December 24, 1998 N 52, of February 22 1999 N 3, dated January 21, 2000 N 7, dated August 4, 2000 N 57, April 20, 2001 N 35, dated May 31, 2002 and June 20, 2002 N 44. The directory is recommended for use in enterprises, institutions and organizations of various sectors of the economy, regardless of ownership and organizational and legal forms in order to ensure the correct selection, placement and use of personnel.

The new Qualification Handbook is designed to ensure a rational division of labor, create an effective mechanism for delimiting functions, powers and responsibilities based on clear regulation labor activity workers in modern conditions. The directory contains new qualification characteristics of civil servants' positions related to the development of market relations. All previously valid qualification characteristics have been revised, significant changes have been made to them in connection with the transformations carried out in the country and taking into account the practice of applying characteristics.

In the qualification characteristics, the unification of the labor regulation standards for employees was carried out to ensure a unified approach to the selection of personnel of appropriate qualifications and compliance with uniform principles for charging work based on their complexity. Qualification characteristics take into account the latest legislative and regulatory legal acts Russian Federation.

Qualification directory of positions of managers, specialists and other employees

General provisions

1. The qualification directory of positions of managers, specialists and other employees (technical performers) is intended to address issues related to regulation labor relations, providing effective system personnel management at enterprises * (1), in institutions and organizations of various sectors of the economy, regardless of ownership and organizational and legal forms of activity.

The qualification characteristics included in this edition of the Handbook are regulatory documents designed to justify the rational division and organization of labor, the correct selection, placement and use of personnel, ensuring unity in determining the duties of employees and the qualification requirements for them, as well as decisions made on compliance positions held during the certification of managers and specialists.

2. The construction of the Directory is based on the job description, since the requirements for the qualifications of employees are determined by their job responsibilities, which, in turn, determine the names of the positions.

The directory was developed in accordance with the accepted classification of employees into three categories: managers, specialists and other employees (technical performers). The assignment of employees to categories is carried out depending on the nature of the predominantly performed work that makes up the content of the employee's work (organizational-administrative, analytical-constructive, information-technical).

The names of the positions of employees, the qualification characteristics of which are included in the Directory, are established in accordance with the All-Russian Classifier of Occupations of Workers, Positions of Employees and tariff categories OK-016-94 (OKPDTR), put into effect on January 1, 1996

3. The qualification guide contains two sections. The first section provides qualification characteristics of industry-wide positions of managers, specialists and other employees (technical performers), which are widespread in enterprises, institutions and organizations, primarily in the manufacturing sectors of the economy, including those located in budget financing. The second section contains the qualification characteristics of the positions of employees employed in research institutions, design, technological, design and survey organizations, as well as editorial and publishing divisions.

4. Qualification characteristics in enterprises, institutions and organizations can be used as normative documents direct action or serve as a basis for the development of internal organizational and administrative documents - job descriptions containing a specific list of job responsibilities of employees, taking into account the specifics of the organization of production, labor and management, as well as their rights and responsibilities. If necessary, the duties included in the description of a particular position can be distributed among several performers.

Since the qualification characteristics apply to employees of enterprises, institutions and organizations, regardless of their industry affiliation and departmental subordination, they present the most typical work for each position. Therefore, when developing job descriptions, it is allowed to clarify the list of works that are characteristic of the corresponding position in specific organizational and technical conditions, and the requirements for the necessary special training of employees are established.

In the process of organizational, technical and economic development, mastering modern management technologies, introducing the latest technical means, carrying out measures to improve the organization and increase labor efficiency, it is possible to expand the range of duties of employees in comparison with the established corresponding characteristics. In these cases, without changing the official name, the employee may be entrusted with the performance of duties stipulated by the characteristics of other positions, similar in content to work, equal in complexity, the performance of which does not require a different specialty and qualifications.

5. Qualification characteristics of each position has three sections.

The section "Responsibilities" sets out the main labor functions, which can be entrusted in whole or in part to the employee holding this position, taking into account the technological homogeneity and interconnectedness of work, allowing for optimal specialization of employees.

The "Must Know" section contains the basic requirements for an employee with regard to special knowledge, as well as knowledge of legislative and regulatory legal acts, regulations, instructions and other guidance materials, methods and means that the employee must apply in the performance of job duties.

In the "Qualification Requirements" section, the level vocational training the employee necessary to perform the prescribed job duties, and the requirements for work experience. The levels of required vocational training are given in accordance with the Law of the Russian Federation "On Education".

6. In the characteristics of the positions of specialists, within the same position without changing its name, an intra-position qualification categorization for remuneration is provided.

Qualification categories for remuneration of specialists are established by the head of the enterprise, institution, organization. This takes into account the degree of independence of the employee in the performance of official duties, his responsibility for decisions, attitude to work, efficiency and quality of work, as well as professional knowledge, experience practical activities, determined by the work experience in the specialty, etc.

7. The Directory does not include the qualification characteristics of secondary positions (senior and leading specialists, as well as deputy heads of departments). The duties of these employees, the requirements for their knowledge and qualifications are determined on the basis of the characteristics of the corresponding basic positions contained in the Directory.

The issue of the distribution of duties of deputy heads of enterprises, institutions and organizations is decided on the basis of internal organizational and administrative documents.

The use of the official title "senior" is possible provided that the employee, along with the fulfillment of the duties stipulated by the position held, manages the executors subordinate to him. The position of "senior" may be established as an exception and in the absence of performers in the direct subordination of the employee, if he is assigned the functions of managing an independent area of ​​work. For positions of specialists for which qualification categories are provided, the official title "senior" is not applied. In these cases, the functions of managing subordinate performers are assigned to specialist I qualification category.

The job responsibilities of the "leaders" are established on the basis of the characteristics of the respective positions of specialists. In addition, they are entrusted with the functions of a manager and a responsible executor of work in one of the areas of activity of an enterprise, institution, organization or their structural divisions, or duties of coordination and methodological leadership of groups of performers created in departments (bureaus), taking into account the rational division of labor in specific organizational units. -technical conditions. The requirements for the required work experience are increased by 2-3 years compared to those provided for specialists of the first qualification category. Job responsibilities, knowledge requirements and qualifications of deputy heads of structural units are determined on the basis of the characteristics of the respective positions of heads.

The qualification characteristics of the positions of heads (heads) of departments serve as the basis for determining the job responsibilities, knowledge requirements and qualifications of the heads of the relevant bureaus when they are created instead of functional departments (taking into account industry specifics).

8. Compliance of actually performed duties and qualifications of employees with the requirements job descriptions is determined by the certification commission in accordance with the current regulation on the procedure for conducting certification. Wherein Special attention paid attention to the quality and efficiency of work.

9. The need to ensure the safety of life and health of workers in the course of work puts forward the problems of labor protection and environment among the urgent social tasks, the solution of which is directly related to the observance by managers and each employee of an enterprise, institution, organization of existing legislative, intersectoral and other regulatory legal acts on labor protection, environmental standards and regulations.

In this regard, the official duties of employees (managers, specialists and technical performers), along with the performance of the functions provided for by the relevant qualification characteristic positions, mandatory observance of labor protection requirements at each workplace is provided, and the official duties of managers are to ensure healthy and safe conditions labor for subordinate performers, as well as monitoring their compliance with the requirements of legislative and regulatory legal acts on labor protection.

When appointing to a position, it is necessary to take into account the requirements for the employee to know the relevant labor safety standards, environmental legislation, norms, rules and instructions for labor protection, means of collective and individual protection against the effects of hazardous and harmful production factors.

10. Persons who do not have special training or work experience established by qualification requirements, but who have sufficient practical experience and performing qualitatively and in full the duties assigned to them, on the recommendation of attestation commission as an exception, they can be appointed to the relevant positions in the same way as persons with special training and work experience.