Functional responsibilities of the deputy director. Job description of the Deputy General Director, job responsibilities of the Deputy General Director, sample job description of the Deputy General Director

Download for free the job description of the Deputy Director for general issues

Professional Responsibilities

Most often, he is entrusted with performing duties that remain undistributed among other administration employees. This specialist has, according to his job description, several main professional goals:

• constant development of the company and the formation of personnel reserves;
• staff training;
• assigning workers to various tasks;
• monitoring the implementation of tasks assigned to employees;
• supplying the company with office supplies;
• concluding agreements with cleaning and consulting companies;
• documentation support;
• work with enterprise archives;
• ensuring information and economic security of the organization;
• organization and control of the work of departments;
• improving working conditions and its organization;
• resolving other issues.

The list of responsibilities may vary.

Requirements for a specialist

In this case, as with any other employee, certain requirements are imposed on the specialist in question:

• presence is desirable higher education;
• Experience requirements may vary;
• the employee must have personnel management skills;
• the employee must know Russian legislation;
• own a PC at an advanced level;
• know the principles of the organization;
• be able to lead business negotiations etc.

Is there a general professional standard for this position?

Since July 2016, in the Russian Federation it is mandatory to use professional standards in work. IN professional standards requirements for the level of qualifications of employees, a list of functions performed by them, as well as possible names positions.

“Sample job description for the deputy director for general issues on professional standards” is a request often found in search engines. But for the position we are considering there is no separate professional standard. The fact is that the deputy director for general work can perform completely different professional responsibilities. For example, in some organizations the holder of such a high-profile profession is responsible for the functions of a supply manager. In others, he is involved in the selection and training of personnel. Therefore, it is difficult to talk about professional standards in this case.

The job description specifies the scope of duties and work that must be performed by a person holding a certain position. Job description in accordance with All-Russian classifier management documentation, or OKUD, OK 011-93 (approved by Gosstandart Resolution No. 299 dated December 30, 1993) is classified as documentation on the organizational and regulatory regulation of the organization’s activities. The group of such documents, along with job descriptions, includes, in particular, internal rules labor regulations, regulations on the structural unit, staffing table.

Is a job description required?

The Labor Code of the Russian Federation does not oblige employers to draw up job descriptions. Indeed, in an employment contract with an employee, his labor function must always be disclosed (work according to the position in accordance with the staffing table, profession, specialty indicating qualifications or the specific type of work entrusted to him) (Article 57 of the Labor Code of the Russian Federation). Therefore, it is impossible to hold the employer liable for the lack of job descriptions.

At the same time, it is the job description that is usually the document in which the employee’s job function is specified. The instructions contain a list of the employee's job responsibilities, taking into account the specifics of the organization of production, labor and management, the rights of the employee and his responsibilities (Letter of Rostrud dated November 30, 2009 No. 3520-6-1). Moreover, the job description usually not only reveals the employee’s job function, but also provides qualification requirements, which are presented for the position held or the work performed (Letter of Rostrud dated November 24, 2008 No. 6234-TZ).

The presence of job descriptions simplifies the process of interaction between the employee and the employer on the content of the job function, the rights and responsibilities of the employee and the requirements placed on him. That is, all those issues that often arise in relationships with both existing employees and newly hired ones, as well as with applicants for a certain position.

Rostrud believes that a job description is necessary in the interests of both the employer and the employee. After all, having a job description will help (Letter of Rostrud dated 08/09/2007 No. 3042-6-0):

• objectively evaluate the employee’s activities during the period probationary period;
• justifiably refuse to hire (after all, the instructions may contain additional requirements related to business qualities employee);
• distribute labor functions among employees;
• temporarily transfer the employee to another job;
• assess the integrity and completeness of the employee’s performance of his or her job function.

That is why drawing up job descriptions in an organization is advisable.

Such instructions may be an annex to the employment contract or approved as independent document.

How to draw up a job description

Job descriptions are usually drawn up based on qualification characteristics, which are contained in qualification directories (for example, in the Qualification Directory of positions of managers, specialists and other employees, approved by Resolution of the Ministry of Labor dated August 21, 1998 No. 37).

For workers who are hired by blue-collar professions, unified tariff and qualification directories of work and blue-collar professions for the relevant industries are used to determine their labor function. Instructions developed on the basis of such reference books are usually called production instructions. However, in order to unify and simplify internal documentation in an organization, instructions for blue-collar professions are often also called job descriptions.

Since the job description is an internal organizational and administrative document, the employer is obliged to familiarize the employee with it against signature when hiring him (before signing the employment contract) (

Deputy general director – the concept is vague, so the title of the position itself is often specified – for example, Deputy General Director for Security or Development. And of course, a job description is needed with clearly defined job responsibilities of the deputy general director. In our sample job description for a deputy general director, we highlighted responsibilities such as control over the financial and economic activities and resources of the company.

Job description of the Deputy General Director

I APPROVED
General manager
Last name I.O. ________________
"________"_____________ ____ G.

1. General provisions

1.1. The Deputy General Director belongs to the category of managers.
1.2. The Deputy General Director is appointed to the position and dismissed by order of the General Director.
1.3. The Deputy General Director reports directly to the General Director.
1.4. During the absence of the Deputy General Director, his rights and responsibilities are transferred to another official, as announced in the organization order.
1.5. A person who meets the following requirements is appointed to the position of Deputy General Director: higher professional (economic, legal) education, work experience in leadership positions at least 5 years.
1.6. The Deputy General Director must know:
- legislative and regulatory acts regulating the financial and economic activities of the company;
- basics of civil, commercial, financial, tax, labor legislation;
- profile, specialization, features of the company structure, prospects for its development, production capacity, basics of production technology;
- the procedure for developing and approving plans for the production, economic and financial and economic activities of the company;
- organization financial work at the enterprise;
- the procedure for concluding and executing business and financial contracts.
1.7. The Deputy General Director is guided in his activities by:
- legislative acts of the Russian Federation;
- The organization’s charter, internal labor regulations, and other company regulations;
- orders and instructions from management;
- this job description.

2. Job responsibilities of the Deputy General Director

The Deputy General Director performs the following job responsibilities:
2.1. Exercises control over the financial and economic activities of the company, ensuring the effective and targeted use of material and financial resources, reducing their losses, accelerating turnover working capital.
2.2. Takes measures for the timely conclusion of business and financial agreements, ensures the fulfillment of contractual obligations.
2.3. Manages the development of measures for resource conservation and integrated use of material resources, improving the regulation of consumption of raw materials, materials, working capital and inventories of material assets, improving economic indicators and the formation of a system of economic indicators of the company’s performance, increasing production efficiency, strengthening financial discipline, prevention of the formation and liquidation of excess inventories of inventory items, as well as overexpenditure of material resources.
2.4. Ensures timely preparation of financial estimates and other documents, calculations, and established reporting on the implementation of plans.
2.5. Directly in the absence of the General Director or on his behalf, negotiates with customers, contractors, subcontractors, potential partners and other organizations.
2.6. Monitors employees' compliance with labor and production discipline, labor safety rules and regulations, and requirements fire safety.
2.7. Ensures that the instructions and orders of the General Director are brought to the attention of employees and their execution.
2.8. Informs the General Director about existing shortcomings in the operation of the enterprise and measures taken to eliminate them.

3. Rights of the Deputy General Director

The Deputy General Director has the right:
3.1. Give orders and instructions to company employees on a range of issues included in his functional responsibilities.
3.2. Participate in the preparation of draft orders, instructions, instructions, as well as estimates, contracts and other documents.
3.3. Report to the General Director about all shortcomings identified in the course of their activities and make proposals for their elimination.
3.4. Represent, within the limits of his competence, the interests of the company in relations with government agencies, third parties and commercial agencies.
3.5. Install official duties for subordinate workers.
3.6. Request from structural divisions enterprise information and documents necessary to perform his official duties.
3.7. Require the management of the enterprise to provide organizational and technical conditions and prepare the established documents necessary for the performance of official duties.

4. Responsibility of the Deputy General Director

The Deputy General Director is responsible for:
4.1. For failure to perform and/or untimely, negligent performance of one’s official duties.
4.2. For failure to comply with current instructions, orders and conservation orders trade secret and confidential information.
4.3. For violation of internal labor regulations, labor discipline, safety and fire safety regulations.

A job description is a local document that should be in every enterprise. It is developed by HR department specialists together with lawyers, taking into account the specifics of the employer’s activities and the employee’s work. labor functions. The instructions must comply with current legislation.

There is a deputy director at every enterprise, therefore the job description of such an employee must be present at every enterprise. For its absence, the labor inspectorate has the right to impose a fine on the employer in accordance with Art. 5. 27 Code of Administrative Offenses of the Russian Federation.

Before you sign with the applicant employment contract, he must familiarize him with the job description. The employee must put his signature on the last sheet. If this is not done, then it is almost impossible to bring the employee to disciplinary liability for failure to fulfill his official duties.

Sample of a typical job description for a deputy director

An authorized HR department employee with special skills is responsible for drawing up instructions. When drawing up, it can be guided by standard sample, adding some nuances for a specific enterprise.

A typical sample might look like this:

General provisions

This reflects general provisions relevant to such a position as deputy director. The deputy can be in different areas, depending on the field of activity:

• executive director;
• technical director;
• Deputy for educational work;
• Deputy for administrative and economic affairs;
• other.

Job responsibilities depend on this. But the “general provisions” section can be the same for all deputy directors. The following provisions are stated here:

• belonging to the category of “managers”;
• hierarchy of subordination - directly to the head of the enterprise;
• presence of higher education;
• hiring and dismissal occurs exclusively by order of the head of the organization;
• if for any reason he is absent from the workplace, his functional responsibilities are transferred to another person who is appointed by order;
• the list of documents that the deputy director must follow when performing his duties is: the charter, internal regulations, this instruction, orders of the manager, etc.;
• a list of knowledge that a candidate for this position must have. The specificity of the list depends on the position for which he is being hired. If this is the executive director, then the list is one, if it is for the economic part, then another. But the basics of economics business etiquette, he must know the procedure for concluding and terminating contracts;
• other things that are related to the activities of a particular deputy director.

As a rule, the general provisions of the job description are not much different, however, depending on the specialization of the deputy director, some nuances may be taken into account. Therefore, a responsible person can make it the same, making some adjustments if necessary.

Rights of the Deputy General Director

Each employee has his own rights and responsibilities at the workplace, which are prescribed in the job description. They can be included in different sections or combined into one. This depends on the “completeness” of the responsibilities disclosed in the document. Thus, the deputy director can perform the following job responsibilities:

• establish effective cooperation between all structural divisions;
• exercise control over their work;
• develop and coordinate with senior management plans for the development of production and optimal financing of divisions;
• exercise control over how heads of structural divisions submit reports to senior management. This must happen on time and in full;
• delegate powers to heads of structural divisions depending on their specialization. For example, financial director supervises the activities of the accounting department and finance department. It does not concern the technical department. For this purpose there is a deputy director with a different focus;
• approve the staffing schedule of structural divisions under his control;
• prescribe, coordinate and approve official salaries, allowances and bonuses for employees of those departments whose activities he controls and delegates;
• together with the department personnel service develop, coordinate and implement measures for additional stimulation and motivation of employees of the structural units entrusted to him;
• take measures to resolve issues to optimize the work and improve the quality of the departments under his control;
• facilitate the implementation of tasks that are directly related to the organizational and executive activities of subordinate structural units;
• depending on its specialization, ensure the full performance of obligations to suppliers, buyers, contractors, customers, creditors;
• control the quality execution of contracts for economic and labor purposes;
• keep records and control appropriate spending cash, which are allocated by senior management for the systematic development of the structural units entrusted to them;
• exercise control over compliance with financial discipline in the departments under his control;
• other.

Job responsibilities of the Deputy Director

Deputy director is a rather “blurry” position. Therefore, there is always a clarification. For example, deputy director for educational work or production. The duties of the deputy also depend on such clarification.

TO general duties Deputy General Director, regardless of clarification, include:

• the right to sign a number of documents. This right is given only by the General Director after completing all the required papers;
• organization efficient work all structural divisions;
• development and coordination with the director of various production plans for the long and short term;
• development and coordination with the director of the company’s budget for the reporting period;
• resolving issues related to the scope of its activities. For example, solving financial and economic issues;
• development of specific instructions for branch managers or separate divisions;
• control over the activities of all structural divisions according to the specifics of their work;
• organizing the current work of the entire company in its area;
• control over the fulfillment of all obligations to counterparties;
• statement staffing table company (deputy director for personnel issues);
• setting and agreeing with the employer on salaries for employees;
• development of measures to motivate and stimulate employees;
• control over the use of measures to motivate employees by heads of structural divisions;
• control over the receipt and consumption of materials (Deputy Director for Production);
• development and implementation of measures to implement plans to improve the efficiency of economic and production activities employer;
• control over compliance with financial discipline;
• control over the preparation of reports by structural divisions;
• control over the timeliness of provision of these reports;
• other duties, depending on the specifics of the work functions performed by the deputy.

Additional information may be added to these items. The person responsible for drawing up job descriptions includes more specific items in this section, depending on the specialization of the deputy director.

For example, the Deputy Director for General Affairs is obliged to:

• organize work correctly economic support structural divisions, ensure that employees of these divisions do not have economic needs;
• take part in the discussion and conclusion of contracts;
• exercise control over how the organization’s personnel comply with industrial sanitation standards and fire safety rules.

If we are talking about the Deputy Director for Production, then his job responsibilities include:

• ensuring timely release of quality products;
• development and implementation the latest systems on production management.

Responsibility of the Deputy General Director

Like any other employee, the deputy director, regardless of his specialization, bears responsibility under labor and other legislation. The job description must specify the types of responsibility to which the deputy may be held, as well as the reasons that became the basis for disciplinary sanctions.

According to the typical job description of a deputy director, he is responsible for:

• for providing the enterprise's top management, middle managers and ordinary workers information that is not true;
• for causing actual material damage to the enterprise, contractors, employees or the state;
• for violation of the provisions of administrative documentation issued by the management of the organization;
• for disclosure of information that relates to commercial or state secrets;
• for the performance of official duties contrary to the rules and regulations that are enshrined in the local regulatory documentation provided that these rules and regulations do not contradict the law;
• for violation of labor discipline, labor safety, fire safety, internal regulations;
• for holding meetings with partners, conducting negotiations that were not planned and approved by senior management. If the results of these meetings and negotiations harm the company, the deputy director can be held jointly and severally liable in court.

The deputy director can be subject to disciplinary liability, or administrative or criminal liability. But this requires proof of the employee’s guilt.

The deputy director is an ordinary hired employee who reports directly to the head of the enterprise. Therefore, he can be held accountable and fired on the same grounds as an ordinary employee.

For example, if the deputy does not attend his workplace for no apparent reason, this is considered absenteeism. For such actions he can be fired “under the article”.

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You can download a sample job description for a Deputy General Director in .doc format

Deputy General Director – employee belonging to a cohort administrative staff. Or, in modern language, to the “top management” of the company. Appointed to the position, as a rule, directly by the General Director. Or general meeting members of the company, board of directors, shareholders: depends on the form of work and ownership of the enterprise (LLC; JSC, etc.).

Labor legislation does not prescribe clear models or GOSTs for job descriptions. Usually the wording written in them is dictated by the specifics of an individual enterprise. But some general rules There is still a way to draw up job descriptions. Let's consider the points that are usually included in this document for the Deputy General Director.

General provisions. Here the requirements for education, general work experience and specifically in management positions are prescribed (usually at least 2-5 years). Also the conditions of employment and the hierarchy of subordination. Example: A deputy general director is appointed to a position and dismissed by order of the general director. The Deputy General Director reports directly to the General Director.

Also subparagraph general provisions will be knowledge (regulations, documents, legislative framework) relating to the operation of the enterprise. And the skills required for this position (PC proficiency, knowledge of special computer programs, used in the company). There will also be a sub-item about what the Deputy General Director is guided by when performing his work: (required, the job description itself; the Charter or other regulatory documents enterprises; labor legislation and other laws of the Russian Federation relating to the activities of the organization).

Officials responsibilities. This point especially depends on the specifics of the organization. This usually includes control over the areas available to the deputy general director: monitoring employees’ compliance with management orders, drawing up documentation, control over the financial and economic activities of the organization.

Duties of Deputy General Director Self-education may be required: attending professional events (exhibitions, seminars). Tracking successful experience in a similar field of activity. Introduction of innovations in the enterprise.

Rights. The point is quite standard. This is the right to give orders to employees within the scope of their functional responsibilities. Reporting to the manager about identified deficiencies (or failure to comply with certain orders). The right to inspections within the scope of authority. The right to demand from management to provide the material and technical base for the optimal performance of official duties. Like other points, it can be expanded if this need is dictated by the specifics of production.

Responsibility. This section outlines the responsibilities of the Deputy General Director. As a rule, liability for improper performance of duties. For disclosing confidential company information. Violation of labor discipline. May be imputed financial liability. In this case, it is important to coordinate such a subclause with the “Job Responsibilities” section.

Of course, the employer has the right to add additional sections to any. But the basic points described above must be present in it.

The job description of the assistant general director classifies this position as a specialist, not a manager, like the deputy director described above. Many items provide for a symbiosis of the position of an assistant with a secretary-assistant. So, typical job responsibilities of an assistant manager include:

• drawing up an optimal plan for management’s working day;
• technical support for activities (transport, tickets, organization of meetings);
• collecting information necessary for the manager;
• preparation for meetings (notifying participants, registration, taking minutes);
• record keeping, selection of documentation;
• carrying out individual instructions from the manager.

If we are talking about the job description of an adviser to the general director, then this vacancy relates to management. Moreover, with broader powers than the deputy. The position of an advisor involves:

• management experience;
• in-depth analysis and control of the organization’s areas of activity;
• identification and elimination of deficiencies in production;
• proposals for improving the work process, based on the study and analysis of the work of departments.

Thus, we see quite significant differences in the job descriptions of an adviser and an assistant manager.

Job descriptions for the deputy, assistant or adviser to the general director (head of the company) are drawn up by the production personnel department or the company's lawyers. Ready samples instructions for the desired position can be easily found on the Internet and, if necessary, adapted to the realities of your company.

It is important to remember that the items included in the job description should not:

• contradict the legislation of the Russian Federation;
• cannot conflict with the interests of the company;
• infringe on the rights of employees.

We hope that the information in the article was useful to you and your business!