A job description is a corporate document that outlines the responsibilities of each member of the work team. In addition, the paper regulates the relationship between the employee and the employer, helps to control and correctly distribute work tasks in the team, and ensure effective interaction between personnel.
Is it necessary to develop a job description for a marketer?
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OKUD (All-Russian Classifier of Management Documentation) classifies job descriptions as group 08, which includes labor documentation. Along with job descriptions, this class includes staffing schedules, orders, applications, powers of attorney, regulations on structural subdivisions, regulations on working hours, and other regulatory acts, instructions, and rules governing the company's activities.
A job description is not business owner database a mandatory document under the Labor Code of the Russian Federation, but it is an important document for productive interaction during work activities. Companies can include a full list of work tasks and responsibilities in the contract, but this leads to an increase in the volume of the document.
Most often, another path is chosen: the employment contract specifies general provisions, qualification requirements, and specialty in accordance with the staffing schedule, and a complete and detailed list of tasks is drawn up separately in the job description.
In the document under consideration, the employee's job functions are specified as fully and specifically as possible. This paper includes a description of the area of activity, a list of duties corresponding to the specifics of production.
The employee's rights are also specified, and liability is prescribed in the event of poor performance of duties, violation of labor discipline. In addition, the job description clearly discloses the qualification requirements for the position.
Job descriptions make the rules, job functions, rights and obligations of employees, applicants, and current employees clear and transparent. They can always be referred to in order to clarify one or another point.
Rostrud recommends that job descriptions be drawn up for each employee. This is in the interests of not only the employee, but also the employer. Rostrud's letter of 09.08.2007 No. 3042-6-0 points out the positive aspects of having a document. It helps:
Assess the performance of a job applicant during the probationary period.
Refuse to hire based on special requirements specified in the instructions related to the employee’s qualification training.
To carry out the correct distribution of work tasks within the work team.
Assign temporary work to an employee.
To objectively evaluate the responsible and effective performance of assigned tasks.
For this reason, having job descriptions is rational and reasonable.
The document may be an appendix to the employment contract or drawn up as a separate paper.
Job descriptions are developed based on the qualification requirements defined in special reference books. An example is the Qualification Handbook of Positions, Managers, Specialists and Other Employees. This document was approved by the Resolution of the Ministry of Labor on August 21, 1998, No. 37. The new version of the Handbook was approved on March 27, 201