1) name of the organization

2) name of the document

3) date and document number

5) approval stamp

7) visa approval

The name of the organization is indicated in strict accordance with the constituent documents (charter, Regulations on the organization). It is prohibited to use arbitrary abbreviations in the name of the organization.

¦ ¦ ¦ ¦chika ¦ ¦ ¦ ¦ Full name ¦

¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦position)¦

Job description form

Job responsibilities

COMMENTS:

The job description is developed by the head of the structural unit, or in the absence of structural units - by the specialist holding this position, signed by the specialist developer, approved by the head of the organization, agreed with the lawyer and delivered to the employee against signature. The basis for making changes to the job description is an order from the head of the organization. It is published when it is necessary to redistribute functions and job responsibilities, during reorganizations, staff reductions, etc.

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Job description log

Book (journal) of registration of job descriptions

Document section: Document samples, Book

Download “Book (journal) of registration of job descriptions”

Source of documents in the “Book” section: http://dogovor-obrazets.ru/sample/Book

Name of company

BOOK (MAGAZINE)

registration of job descriptions

"___"______________ ____ G.

———T————————T—————T—————T—————¬¦ No. ¦ N of official ¦ Date ¦ Position ¦ Full name. ¦¦ ¦ instructions ¦ approvals ¦ ¦ employee ¦+——-+————————+—————+—————+—————+¦ 1 ¦ ¦ ¦ ¦ ¦+ ——-+————————+—————+—————+—————+¦ 2 ¦ ¦ ¦ ¦ ¦+——-+——————— —+—————+—————+—————+¦ 3 ¦ ¦ ¦ ¦ ¦+——-+————————+—————+——— ——+—————+¦ 4 ¦ ¦ ¦ ¦ ¦+——-+————————+—————+—————+—————+¦ 5 ¦ ¦ ¦ ¦ ¦L——-+————————+—————+—————+—————-

Appendix No. 4 to the Regulations on job descriptions at Alpha LLC

Limited Liability Company "Alfa" (LLC "Alpha")

Journal of registration of job descriptions and changes to them

Started ________ (hh.mm.yyyy) Ended _______ (hh.mm.yyyy) Shelf life - 75 years

—————————————————————————————————————————— ¦ N and date ¦Name¦ In what ¦ Date ¦ Date ¦ Places ¦Notes¦ N and date ¦ Date ¦Notes¦ ¦official¦ position ¦ structural ¦approval¦acquaintance¦location¦ ¦changes to¦acquaintance¦ ¦ ¦instructions¦ (category)¦division¦ DI ¦ DI ¦ copies of ¦ ¦official¦ employee ¦ ¦ ¦ (DI) ¦ in DI ¦ applied ¦ ¦ ¦ document¦ ¦ instructions¦ ¦ ¦ ¦ ¦ ¦ DI ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ +————+————+ ————-+————+————+———-+———-+————+————+———-+ ¦ 1 ¦ 2 ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ +————+————+————-+————+————+———-+———-+————+———— +———-+ ¦ … ¦ … ¦ … ¦ … ¦ ¦ … ¦ ¦ … ¦ … ¦ … ¦ +————+————+————-+————+——— —+———-+———-+————+————+———-+ ¦N 4-DI/2012¦Legal Consultant¦Legal ¦HH.MM.YYYY ¦HH.MM.YYYY ¦1. ¦ ¦ ¦ ¦ ¦ ¦from ¦ ¦department ¦ ¦ ¦Legal ¦ ¦ ¦ ¦ ¦ 02/06/2012 ¦ ¦ ¦ ¦ ¦department. ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦2. ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦Employee ¦ ¦ ¦ ¦ ¦ +————+————+————-+————+————+———-+— ——-+————+————+———-+ ¦ …

How to keep a logbook with job descriptions in any company

¦ … ¦ … ¦ … ¦ ¦ … ¦ ¦ … ¦ … ¦ … ¦ ————+————+————-+————+————+———-+———-+————+————+————

Explanations:

1. The registration number of the job description is the “serial number - index “DI”/year”, for example job description N 4-DI/2012.

2. The “Notes” column includes any necessary information, for example, an indication of the date of job reduction and transfer of the job description to the archive, notes on the number of copies issued to the employee on the basis of Art. 62 Labor Code of the Russian Federation, etc.

Job description log

A selection of the most important documents on request Journal of registration of job descriptions (regulatory acts, forms, articles, expert consultations and much more).

Regulatory acts. Job description log

Document forms. Job description log

(Prepared for the ConsultantPlus system, 2009)

The document is available: in the commercial version of ConsultantPlus

Arbitrage practice. Job description log

Resolution of the Arbitration Court of the Volga-Vyatka District dated October 7, 2014 in case No. A79-7460/2013 Requirement: On the obligation to transfer documents and material assets and on the recovery of damages associated with the misappropriation of funds.

Circumstances: The plaintiff (the newly elected general director of the LLC) claims that the defendant (the former general director of the LLC), in the process of fulfilling the duties assigned to him, unreasonably spent the funds of the LLC and is evading the transfer of the seal and all documentation of the LLC.

Circumstances: The former director did not hand over the seals, documents and property requested from him by the founder of the LLC.

Job description log

Job Description Journal - used to record job descriptions and changes to them.

A job description is a document that is designed to clearly define the place and purpose of a specific position in the company, the requirements for candidates for this position, the job responsibilities of the employee holding this position, his rights and responsibilities.

The basis for the development of job descriptions are the qualification characteristics (requirements) for employee positions and worker professions, which are approved by the Ministry of Labor of the Russian Federation.

A job description is drawn up for each full-time position of the organization and is announced to the employee against signature upon concluding an employment contract, as well as when moving to another position and during temporary performance of duties in the position.

The agreed and approved job description is registered and stored in the personnel department or the relevant unit in accordance with the established procedure. For current work, copies are made from the original job description and given to the employee and the head of the structural unit.

Registration is a record of accounting data about a document in a prescribed form, recording the fact of its creation, sending or receipt (GOST R 51141-98).

Registration is confirmation of the creation or receipt of a document at a certain time (day) by entering it into the registration form, assigning a number and recording basic data about the document. As follows from the definition, registration primarily gives legal force to the document. because records the fact of its creation or receipt. Until the document is registered, has not received its number, it is not formalized and does not seem to exist yet.

Internal documents are registered on the day they are signed or approved. Each document classified as registered receives its own registration number, consisting of a serial number within the registered array of documents, which, based on search tasks, can be supplemented with indexes according to the nomenclature of cases, classifiers of correspondents, executors, etc. In this case, serial numbers are assigned in within a calendar year separately for each type of document.

An example of filling out the main section of the journal:

The magazine includes additional materials:

job description log

The requirements for the job description form are quite strict. It, like any other local act, must necessarily contain the name of the organization, date, signatures, and seal. All organizational and administrative documents of an organization, including job descriptions, must comply in form with the requirements of the already mentioned state standard for the preparation of documents of organizations - GOST R 6.30-2003 Unified documentation systems. Unified system of organizational and administrative documentation. Documentation requirements.

In addition to the text, the mandatory details of the job description include:

1) name of the organization

2) name of the document

3) date and document number

4) title to the text (job title)

5) approval stamp

6) signature of the document developer

7) visa approval

8) a note indicating that the employee has familiarized himself with the document.

The name of the organization is indicated in strict accordance with the constituent documents (charter, Regulations on the organization).

It is prohibited to use arbitrary abbreviations in the name of the organization.

The instructions indicate from what date it comes into effect, i.e. date of approval. Therefore, the date is entered after the document is approved and must coincide with the one that the general director will put on the approval stamp.

The approval date can be issued in three ways:

1) digital - in sequence: day, month, year: 09/10/2004

3) digitally in reverse order - year, month, day: 2004.09.10. This method complies with the international standard for date formatting, but is rarely used in Russia. When preparing documents, it is preferable to use the second method, since verbal-numeric writing minimizes the possibility of falsifying dates.

The registration number of the instruction depends on the number under which it is registered in a special journal. This may be a registration journal (registration book) of job descriptions or a journal for recording all regulatory and administrative documents of the organization. The registration number is required to record the instructions and make them easier to find in the future. It, like the date, is affixed to the instructions after its approval.

An organization may use a journal to record all local documents:

¦ N ¦Name- ¦Date ¦Last name, ¦Count- ¦Count- ¦Place ¦Mark of ¦

¦newing¦approval-¦name, ¦quality ¦quality ¦and term¦ issued ¦

¦ku- ¦documents- ¦deniya ¦patronymic,¦pages¦copies-¦storage-¦copies ¦

¦men-¦ment ¦ ¦position¦ ¦lyarov ¦documentation ¦

¦ta ¦ ¦ ¦development-¦ ¦ ¦ ¦ (date, ¦

¦ ¦ ¦ ¦chika ¦ ¦ ¦ ¦ Full name ¦

¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦position)¦

Job description form

Job responsibilities

Relationships (connections by position)

Performance appraisal and responsibility

COMMENTS:

The job description is developed by the head of the structural unit, or in the absence of structural units - by the specialist holding this position, signed by the specialist developer, approved by the head of the organization, agreed with the lawyer and delivered to the employee against signature. The basis for making changes to the job description is an order from the head of the organization.

Accounting for job descriptions

It is published when it is necessary to redistribute functions and job responsibilities, during reorganizations, staff reductions, etc.

Job descriptions are replaced and re-approved in the following cases:

— when changing the name of an enterprise or structural unit

- when changing the job title

The qualification characteristics of employee positions developed and approved by the Ministry of Labor and Social Protection of the Republic of Belarus are used as the basis for the development of job descriptions.

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Good day to all. I really need advice on instructions, or rather:

1. Instructions for labor protection when carrying out electrical measurements

3. Job description for an electrician in an electrical laboratory, etc.

Let me explain. We have had a test in our laboratory and you see our instructions have not been finalized in accordance with the requirements of Resolution No. 176 of the Ministry of Labor, etc.

Secondly, when distributing responsibilities between employees, there should be no duplication; the sequence of work must be maintained, while more complex operations should be assigned to employees with higher qualifications. Thirdly, each employee must be endowed with all the powers and rights necessary and sufficient for the successful performance of the duties assigned to him. Fourthly, an employee should have only one immediate supervisor. The presence of two or more managers leads to a decrease in the performance of both subordinates and managers. Typically a job description contains five sections: 1.

Job description logbook - sample

Info

When preparing it, the employer can be guided by the provisions of GOST R 6.30-2003 “Unified documentation systems...”, but ultimately independently determines the form and content of the instructions depending on the specifics of the organization’s activities, as well as the functions of the employee. The DI can be approved either as an annex to the employment contract or as a separate document.

Sample of a job description according to GOST

The set of job descriptions should cover all functions of the department and evenly distribute the workload between employees, taking into account their qualifications. Control of the organization's provision of job descriptions lies with the head of the personnel department.

How to write a job description There is not a single legal act establishing the procedure for drawing up a job description, nor a standard regulating the content and procedure for developing a job description. However, there are several writing guidelines and points that are common to all instructions.
Firstly, when drawing up job descriptions, it is necessary to take into account the statutory documents of the institution, which describe its tasks and functions, existing qualification characteristics and requirements for the position, and standards for labor costs to perform the work.

Sample journal for issuing job descriptions

Attention

Job Description Journal - used to record job descriptions and changes to them. A job description is a document that is designed to clearly define the place and purpose of a specific position in the company, the requirements for candidates for this position, the job responsibilities of the employee holding this position, his rights and responsibilities.

Job descriptions: we draw up and approve

Important

From this article you will learn:

• how job descriptions are developed and recorded;
• how to prepare a log of familiarization with job descriptions;
• Why do you need a journal to record the issuance of job descriptions?

Sample documents Register to gain access to an extensive database of legal documents Journal of registration of job descriptions Logbook of familiarization with local regulations of the organization Sheet of familiarization of employees with the local document of the organization Journal of registration of certificates and copies of documents issued to employees Development and recording of job descriptions at the enterprise Job description applies to the documents of the regulatory framework of any organization. Despite the fact that the law does not oblige the employer to issue job descriptions, this document is equally important for both the employer and the employee.

How to write a job description correctly

This will protect both the employee and his employer from unreasonable demands in the event of a conflict. The fact of transfer of a copy can be entered in a separate column in the job description journal, or you can simply supplement the employee’s familiarization visa on the employer’s copy with a note indicating receipt of a certified copy.

A sample log of familiarization with job descriptions. A log of the issuance of job descriptions. In some cases, to register document flow processes in an organization, a log of the issuance of job descriptions is additionally created. As noted above, any new job description is published in several copies.

One certified copy is issued to the employee against signature. Accounting for job descriptions requires a mark indicating that the employee has read the instructions.

In addition, you can record the issuance of a certified copy to the employee.

Accounting for job descriptions

A sample registration of job descriptions is a record containing all the necessary details, fully describing the fact of issuing a new job description. As a rule, a correct entry reflecting the fact that a new job description has been issued at an enterprise is considered to be an entry containing the following details: 1.

Number and date of the job description (DI) The registration number of the instruction consists of a serial number within the registered array of documents or index and the year of issue of the instruction. For example: No. 18-DI/2014 2. Name of the position (category) in the job description 3.

Structural unit in which the job description will be applied 4. Date of approval of the DI 5. Date of review of the DI 6. Full name of the employee 7.

Location of copies of the document 8. Notes This column may include necessary information that is not related to the previous paragraphs.

Job Descriptions: What? How? For what?

However, practice shows that the journal, as a rule, is drawn up in the form of a table that includes the following columns:

1. Serial number of the record.
2. Document approval date.
3. Date of registration of the document.
4. The name of the position in respect of which the DI was issued.
5. Name of the structural unit.
6. Date of changes to documents.
7. Information about changes made to the DI.
8. Date the employee became familiar with the DI.
9. Full name of the employee who has read the DI.
10. Personal signature of the employee who has read the DI.
11. F.
    Acting employee responsible for maintaining the journal.
12. Personal signature of the employee keeping the journal.
13. Copy storage location.
14. Notes

The above list of details is not exhaustive and mandatory for inclusion in the magazine.

Job description log

Recommendations for registering job descriptions in the journal In accordance with the rules of personnel records management, each internal document of the organization is subject to registration on the day of its signing and approval. In this case, it is assigned a registration number, which usually consists of a serial number, supplemented by a special index for ease of identification. Journal of registration of job descriptions - is there an approved form, where can I download a sample? Download the journal form The DI registration journal does not have a unified form, and each employer develops it independently, taking into account the procedure adopted in the organization for recording local regulations.
For this purpose, some companies have a corresponding magazine. To avoid misunderstandings and disagreements between the employer and the employee, a note indicating receipt of the instructions is placed in the journal for issuing job descriptions. It is important for the employee to have a copy of the instructions in case the employer has any complaints about the performance of his job duties. What is important for the employer is the ability to regulate labor relations based on regulatory documents. According to the law, job descriptions are normative documents of long validity. They are stored centrally in the HR department. Despite all the obvious advantages of such storage, some companies store original job descriptions in structural divisions or in the office.

Used to register job descriptions and changes to them.

Job description- this is a document that is designed to clearly define the place and purpose of a specific position in the company, the requirements for candidates for this position, the job responsibilities of the employee holding this position, his rights and responsibilities.

The basis for the development of job descriptions are the qualification characteristics (requirements) for employee positions and worker professions, which are approved by the Ministry of Labor of the Russian Federation.

A job description is drawn up for each full-time position of the organization and is announced to the employee against signature upon concluding an employment contract, as well as when moving to another position and during temporary performance of duties in the position.

Agreed and approved job description is registered and stored in the personnel department or the relevant unit in accordance with the established procedure. For current work, copies are made from the original job description and given to the employee and the head of the structural unit.

Registration is a record of accounting data about a document in the prescribed form, recording the fact of its creation, sending or receipt (GOST R 51141-98).

Registration is confirmation of the creation or receipt of a document at a certain time (day) by entering it into the registration form, assigning a number and recording basic data about the document. As follows from the definition, registration first of all gives legal force to a document, because records the fact of its creation or receipt. Until the document is registered, has not received its number, it is not formalized and does not seem to exist yet.

Internal documents are registered on the day they are signed or approved. Each document classified as registered receives its own registration number, consisting of a serial number within the registered array of documents, which, based on search tasks, can be supplemented with indexes according to the nomenclature of cases, classifiers of correspondents, executors, etc. In this case, serial numbers are assigned in within a calendar year separately for each type of document.

An example of filling out the main section of the journal:

The magazine includes additional materials:

• Sample job description.

According to GOST 31282-2004 control seal- a unique single-use indicator device designed to detect unauthorized access.

Before starting to work with the Journal, you must fill out the title page and certification. Be sure to enter the seal number in the appropriate line; without this, the Journal is not considered sealed.

Helpful information:

What are the requirements for personnel logbooks, and how the logbook should be designed in accordance with these requirements, see our video.

IMPORTANT: NOT laced, but only prepared for lacing: the magazine has through holes and a certification inscription on the last page of the magazine.

Not all employer companies believe that they need job descriptions. This is due to the peculiarities of legislative regulation. Unfortunately, an organization begins to apply such acts regulating the labor functions of employees only when problems arise with personnel or inspection bodies.

Let us immediately determine that the mandatory presence of job descriptions in an organization in 2018 is not established by labor legislation. Thus, the employer has the right to independently decide on their development and approval. At the same time, the company should take into account that in relation to the description of the labor function, the presence of which is a mandatory condition of the employment contract, the content of the job descriptions of employees duplicates it.

At the same time, it should be noted that the purpose of job descriptions in 2018 is much broader. They regulate the organizational and legal position in the organization for each position, which is provided for by the current staffing table of the enterprise, as well as the qualification requirements for it. In addition, the document establishes the employee’s labor duties, his rights and responsibilities in this workplace. The universality and coverage of many issues make these regulations an important component of labor activity. But not everyone knows how to put them into practice without errors.

The development of job descriptions allows you to clearly delineate the responsibilities and rights between employees both within one structural unit and within the entire commercial organization. Their use ensures effective interaction within work teams, as well as between departments.

Topic of the issue

Also read about when the court will not allow dismissal for absenteeism, how to detain an employee who wants to quit and how to return the money you spent on an apartment.

Step-by-step instructions for developing job descriptions in 2018

Step 1 Analyze the regulatory documents that establish the requirements for employee qualifications.

Determine the category of the position using the All-Russian Classifier, industry qualification reference books or a professional standard, if it is approved for specialists in a given profession, as well as professional standards, if they are adopted for a given position.

Step 2 Extract the necessary information from the documents.

Take the list of qualification requirements for the position from the sections “Qualification requirements”, “Tariff and qualification characteristics”, and the professional standard.

Step 3 Prepare administrative documentation and check the order of its application.

Determine the procedure in which an employee is appointed to a position and removed from it in accordance with the procedure for filling positions that is established by administrative documents or LNA (local regulations) of your enterprise. The documents on the basis of which the activities of the position are regulated, as a rule, include the charter of the enterprise, PVTR (internal labor regulations of the organization), an employment contract with each employee, job descriptions of employees, regulations on the unit, and other LNA of the organization.

Step 4 Study the hierarchy of positions in the organization.

Determine subordination by position in accordance with the hierarchy established by the staffing table and the structure of the unit.

Step 5 Determine the order of substitution.

Determine the procedure for replacing an employee in the event of his absence in accordance with the procedure for appointment and dismissal.

Step 6 Define a list of responsibilities.

When developing a job description, the list of job responsibilities must be drawn up taking into account the relevant sections of qualification reference books, as well as the functionality established by the professional standard for a specialist with this qualification. Responsibilities must be adjusted to suit the specific workplace and production conditions.

Step 7 Find out the permissions of employees.

In the “Rights” section, specify the powers that will be assigned to this position and which are necessary for the effective performance of assigned job responsibilities.

Step 8 Establish your area of ​​responsibility.

The responsibility assigned to the standard job description is established in accordance with federal laws and local regulations of the enterprise. For a position that involves signing a liability agreement, indicate specifically what kind of financial liability will be provided for violating the provisions of this agreement. In this section of the job description in 2018, it is possible to establish evaluation criteria that will determine the extent to which the employee fulfills his duties and exercises his rights.

Read useful articles on the topic:

Registration of job descriptions in 2018

If the employer has the right to set the requirements for the content of these documents independently, then the rules for drawing up the job description are quite strict. They are established at the state level.

The sample job description design must comply with GOST R 6.30-2003, which regulates the general design rules for all business documents.

Form and sample job description in 2018

Order on approval of job descriptions

All job descriptions developed at the enterprise in 2018 must be approved by the manager or the person performing his duties. He fills in the details “Approval stamp”, which is mandatory for this type of documents and gives them legal force. When filling out this detail, not only is the manager’s signature affixed, but also a transcript is given indicating the date of signing.

After this, the enterprise issues an order approving job descriptions. There is no unified form for such an order, therefore the form of the order for approval of job descriptions, a sample of which is approved by the local regulatory act of the organization, can be used.

Read useful articles