Regulations on the work of the department. Methodology for developing regulations on structural divisions

A structural subdivision of an organization is a certain part of an enterprise that is focused on performing individual tasks in accordance with job descriptions, charter and other local regulations. Every employer and specialist should know what a structural unit of an organization is, why they are necessary and how their legal regulation is ensured.

What is a structural unit of an organization - legal regulation

The concept of a structural unit of an enterprise defines it as a separate unit that combines certain jobs and employees occupying them, which has a certain independence within the organization. The division into structural units allows for effective delegation of labor, simplifies the management of personnel and the entire enterprise as a whole. That is why, without division into structural units, effective conduct of activities is possible only in organizations related to small businesses.

Legislation, in turn, does not regulate the activities of individual structural units in any way, does not single out their features and does not provide any legal mechanisms related to this aspect of labor relations. Therefore, employers have the right to independently organize the separation of various teams and structures within the enterprise, without unnecessary restrictions in regulatory and procedural matters.

Branches and affiliated companies are not considered structural units of the organization. The key feature of structural divisions lies precisely in the fact that they stand out strictly within the company, are not independent and cannot exist in isolation from the economic entity as a whole.

Accordingly, the structural divisions of the organization cannot have the characteristics of an independent business entity. That is, certain principles must be observed in relation to them:

• The employer must not notify the regulatory authorities or trade unions about the creation or disbandment of structural units, their reformatting, until changes are made in the actual workplaces.
• Structural divisions are not registered with tax authorities and insurance funds.
• Separate financial statements in relation to the structural divisions of the enterprise is not carried out. Also, they are not assigned separate statistical codes. The activity of structural divisions is reflected in the general balance sheet of the enterprise.

The legislation does not provide for and does not allow the possibility of opening separate bank accounts for individual structural divisions of the company.

Types of structural divisions of the organization

Since the concept of structural divisions of an organization is not enshrined in legislation, the questions of the name, as well as the specific goals and objectives facing these divisions, may have different answers. But in most cases in personnel office work established main names are used, which can greatly simplify the creation of an effective system for the distribution of duties and personnel management in the enterprise. So, examples of the names of the structural divisions of the organization, along with their main tasks and functions, may look like this:

In addition, other types of structural units within the enterprise can also be distinguished. So, for production, there is often a division into separate workshops. There is also a division into sectors, sections and groups - these structural units determine specific work and areas of work, as well as the areas of responsibility of employees.

The division into structural divisions in an enterprise implies that many employees can simultaneously be included in various divisions and at the same time be members of several of them. So, for example, a builder-repairer may belong to the department overhaul, which, in turn, will be included in the economic department of the enterprise. At the same time, a colleague of this builder, in a similar position, can work at the first service site with one team, and the builder himself can work at another site with other responsible persons.

How to create a structural unit - procedure

The employer, as mentioned earlier, independently decides on the introduction of various structural units and on the regulation of their activities. At the same time, the main document on the basis of which this personnel management system will function is the regulation on structural unit or other similar internal document. Content this provision not regulated, but traditionally includes:

• General information about the enterprise and the planned actions, the purpose of creating organizational structures.
• Specific information on the number of employees - both for the enterprise as a whole and for the planned divisions.
• Tasks and functions of the created structural divisions.
• Direct appointment of leadership in them or the creation of mechanisms for appointing leadership.
• The order in which the relationship between different units is carried out.
• Determination of the collective responsibility and responsibility of the heads of departments within the organization.
• The procedure for liquidation, merger and other actions that change structural divisions.

The regulation on a structural subdivision can be created either one-time, when introducing this system, or supplemented later or adopted anew when creating additional subdivisions. The most convenient way will be when the main document contains only the main principles of the system of structural divisions, and each individual division is put into operation and regulated within the enterprise by separate ones.

The main task of the employer when creating structural units at the enterprise is the most accurate and clear indication of the functions of this structure. So, when specifying functions, you should pay attention to the following nuances:

To avoid the most common mistakes, it would not be superfluous to pay the attention of employers to the main requirements for structural divisions:

• Each unit must have a clearly marked hierarchical structure providing subordination in the enterprise.
• The legal basis for the activities of the unit should provide this unit with the opportunity to act flexibly and not be fixed in a rigid framework - otherwise there will be no point in the division of labor.
• The size of the units should correspond to the capabilities of the leader. At the same time, it is necessary to understand that the optimal size in most cases is the size of structural units from 5 to 20 people, but no more, and no less.

Each department has its own tasks. In order for all divisions of the company to work smoothly, approve the regulation on the department - a convenient regulation that fixes the functions of a structural unit and the procedure for interacting with other services.

From the article you will learn:

Regulations on the department - a local organizational and administrative document, often used in large companies with independent structural divisions. The development of a regulation for each department allows you to regulate its daily activities, determine the main tasks, outline the internal structure and distribute areas of responsibility. Such a document can be drawn up for each service or laboratory, for individual workshops, sections and bureaus.

At the same time, small businesses with a simple organizational structure and a limited number of employees usually do not need regulations of this kind. If there is no division into independent structural units (departments, services), then the provisions governing them legal status and establishing the order of interaction with other units are not needed. For more information about labor law standards developed specifically for small organizations, read the articles " . What rules for micro-enterprises will be useful for other companies” and “Checks: can employee complaint?

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Regulations on the department: structure and content

In order to competently draw up a position on the personnel department, accounting or any other structural unit of the enterprise in 2018, we recommend using a convenient template.

The model regulation on the department contains the following sections:

1. general provisions;
2. structure;
3. main tasks (missions);
4. functions;
5. rights and obligations;
6. responsibility;
7. relationships with other departments.

In section " General provisions» indicates the full name of the department and the details of the document on the basis of which it was created, as well as the order of subordination. Ordinary employees report to the head of the department, and he, in turn, is accountable to the director of the enterprise. In more detail, the structure of the unit is “sorted out” in the second section of the document: categories of personnel are identified, and their number is determined.

The "Tasks" section is very important, which sets the vector of the department's activities. The employer decides how detailed the wording should be. Usually it is only about the key areas of activity. For example, if we consider a sample provision on the personnel department (personnel service), the list of tasks should include the selection and education of personnel, ensuring rights and guarantees for employees in accordance with current labor legislation and local regulations, maintaining personnel records etc.

Order on approval of the regulation on the department

The last stage is the approval of the "Regulations" by the head of the organization (of course, in the absence of objections to the proposed project). If the content or design of the document does not suit the company's management, it is sent for revision.

There are two ways to approve a local normative act: issue a separate order or stamp “I approve” on the document itself. The employer who has chosen the first method draws up an order to approve the regulation on the department in free form. As a template, you can use a sample order on the approval of the internal labor regulations or any other regulatory act:

Download in.doc

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Changes and amendments to local regulations are made as necessary. If in the future there is a need to revise the provision, use the recommendations of experts (see the articles “How to develop and approve in the organization”, “How long does it take to notify about and other personnel matters.

The most diverse and least regulated group of documents of an organizational and legal nature is the provisions on departments, samples of which can be found in any organization, regulations, instructions, rules. Their development is carried out by the relevant services of enterprises in all areas of the company's work.

Document entity

Regulations on departments, samples of which are often held by personnel employees of an organization, are legal acts that establish the basic rules for the operation of companies, their divisions of a structural type, subordinate lower institutions, enterprises and organizations.

Another interpretation of the provision is a collection of rules that regulate certain areas of activity (political, cultural, economic, etc.).

A separate group of documents is developed to regulate the totality of labor, organizational, and other relations on various specific issues. For example, sample model provision on the personnel department, regulations on document flow, etc.

In addition to standard acts, documents of an individual nature are developed. The purpose of the development of these provisions by higher organizations is to regulate the activities of specific subordinate structures, divisions, bodies, etc.

Regulations on departments, samples of which are developed at each enterprise, refer to regulatory local acts. Their goal is to regulate all areas of work of specific divisions of the company.

Regulations on departments according to the model are drawn up on forms general type and include the following details:

• Company name.
• The name of the type of the developed act.
• The date the document was created.
• Registration serial number of the act.
• Location of the document.
• "Approved" stamp.
• Document text.
• Signature of the head of the organization.

The order on approval of the regulation on the department (sample below) is drawn up by employees of the personnel department and signed by the head of the enterprise.

Regulations on structural divisions consist in most cases of six sections:

1. General information.
2. Tasks and goals of the department.
3. department functions.
4. Rights and obligations of the structural unit.
5. Department responsibility.
6. The relationship of the unit with other structural units.

General information

IN general information regulations on the department (sample section below), the following information is indicated.

• Full title structural department(and abbreviated, if it is fixed in the statutory documents).
• An indication of the place that the unit occupies in the structure of the enterprise (organization).
• Determination of the degree of economic and economic independence.
• Information about who directly reports to the specified unit.
• Information about the position of the person who manages the structural department, the procedure for his appointment (dismissal) from the post.

A sample provision on the personnel department of an enterprise is one of the first to be developed, since these entities are hiring new employees.

A separate paragraph of the first section of the act is a list of basic legal, regulatory, instructive, directive documents that are taken as the basis for the activities of the unit.

If the department is divided into subdivisions, sectors, a subparagraph on the internal structure may be included in the general provisions. This subsection contains information about the internal division of the department, indicates the name (full, abbreviated), positions of the heads of each of their divisions, indicating directly subordinate persons and bodies.

The final paragraph contains information about whether the unit has a separate seal. If it is present, the description of the item, purpose, conditions of its storage are indicated.

Tasks and goals of the unit

The regulation on the personnel department, a sample of which was presented above, and other organizational structural units in the second section contains goals and tasks developed on their basis. This clause should justify the existence of a relevant department in the structure of the organization.

The goals that management sets for the unit must meet the requirements of reality, long-term and connection between themselves and other plans, and the tasks of the enterprise as a whole.

Department functions

A sample regulation on the personnel department and other structural divisions should contain full list functions of a particular department with the distribution, which powers are assigned only to the specified subject, and which - to the unit together with other departments.

If any functions are of a general nature, the section indicates in what form this or that department participates in the process of exercising the powers. If there is an internal structure, the names of each sub-department and its functional responsibilities are signed.

Rights and obligations of the structural unit

The fourth section of the document (sample regulation on the legal department of the organization below) contains information about the rights and obligations of the structural unit.

The specified paragraph contains a list of the powers of this unit and the duties that it bears in the process of carrying out its activities. The section also fixes the characteristics of rights of a specific nature that do not have similar departments of the structure.

If the unit is endowed with any powers in relation to other structural units, a separate column indicates to what extent the legalized ability to offer (require, prohibit, use) something from the subordinate department can be realized by the subject.

The scope of rights is established depending on the extent to which their implementation will help to effectively fulfill the assigned duties and functions.

Department Responsibility

The responsibility section is considered one of the most important in the act (for example, in the regulation on the legal department of the organization, the sample of which was presented above). It fixes the types of administrative, disciplinary and, in exceptional cases, criminal liability.

A large responsibility lies with the employees of the procurement department (sample provision below), which is directly recorded in the relevant federal laws.

Often, sanctions are applied only to the head of the relevant unit if he improperly performs the duties assigned to him. Also, the section should contain precise wording of the responsibility of the economic type in relation to the maintenance of economic internal accounting.

The relationship of the unit with other structural units and organizations

An important aspect of the work of departments is the interaction of departments within the organization and with external entities. An important role here is played by the provision on the legal department (a sample is presented in the article), which should reflect the ways of exercising powers outside the enterprise, since legal specialists often interact with third-party persons and organizations in the specifics of their work.

In the sixth part, the workflow process within the unit and in interaction with other departments should be recorded. It also indicates a list of basic documents that should be developed by the relevant structural units personally and jointly with other departments.

An important aspect of the sixth section is the determination of the frequency and timing of the provision of the developed acts.

At the end of the business paper, which completes the drawn up act, the signature of the head of the structural unit and a mark on the approval of the document by the head of the entire enterprise are put.

Regulations on collegiate and advisory bodies

A separate item is the provision on collegial and advisory bodies. It is a document of an organizational type, which has a legal and regulatory nature.

The provision under consideration includes the following subparagraphs:

• composition;
• features of the order of formation;
• competence;
• order of activity;
• rights and obligations.

Bodies of an advisory or collegiate type can be governing (for example, the board, board of directors) and specialized (scientific, scientific and technical or pedagogical council).

In the provision on deliberative or collegiate body the following information is recorded:

1. Subject status.
2. The procedure for drawing up work plans.
3. Features of the preparation of materials considered at the meeting.
4. Submission of approved materials and other papers for consideration.
5. The procedure for examining documents and making the final decision made during the meeting.
6. Keeping a written record.
7. Formulation of the final decision.
8. The procedure for announcing the decision in front of all performers.
9. Provision of ongoing meetings with material and technical equipment.

Features of drawing up some provisions

The staff regulation can be drawn up in relation to all employees or employees of a separate unit. For example, the regulation on the commercial department (sample below) can be developed separately, and on the members of the structural department - separately.

The personnel document should reflect the following aspects:

• social and professional development members of the working team;
• establishing the basic principles of labor relations between the staff and the employer;
• determining ways to organize work;
• disclosure of the personnel concept of the enterprise - the principles and system of hiring, drawing up plans, stimulating efficiency, policy in social sphere companies, etc.;
• the formulation of the mutual responsibility of the staff and the employer.

Regulations on the personnel department, a sample of which is taken from the practice of office work foreign countries, is a document designed to regulate social and labor relations in the process of formation of commercial-type organizations and enterprises in the country during the formation of the institution of private property relations.

Due to the fact that the emergence of a new type of acts is associated with the emergence of financial and commercial relations, the role of relevant documents has increased. The regulation on the commercial department, on the model of which an act regulating the features of the work of personnel is often drawn up, together with the document in question, is developed by specialized specialists: employees of the department of remuneration and labor organization, personnel departments, legal service, etc.

The group of employees in most cases is headed by the director of personnel, the deputy head of the enterprise development department or the head of the company himself. Labor Code does not contain requirements for drafting provisions of this type. In this regard, its clauses are not relevant to citizens who provide services to organizations under civil law contracts.

The Staff Regulations contain the principles for building relationships between the administration and employees, the list of which includes the following aspects:

• compliance with the law;
• equality of subjects;
• voluntary commitment;
• authority of legal representatives of subjects;
• prevention of compulsory or forced labor, discrimination in the work process;
• the reality of the fulfillment of the obligations assumed.

In the process of developing the provision, the employer must take into account these principles of interaction between the parties, as well as other rules for building relationships between the employer and employees. Failure to comply with the fixed requirements may result in social and legal liability.

Often, business owners require the inclusion of clauses on the prohibition of expressing criticism of the company's policy when talking with competitors and customers. In addition, disclosure of information about the difficulties that the enterprise has to outsiders is not allowed. It is also strictly forbidden to commit actions that undermine the reputation of the organization.

There are no single layouts and forms of the provision in question. Therefore, each enterprise must develop an act independently.

The next special type of position is the act of moral and material incentives. It is considered a document of a local type, therefore, insurance and pension authorities, in the event of disputes regarding payments, often do not accept the acts developed at the enterprise.

The purpose of the development of the regulation is to motivate employees to improve the quality of performance in fulfilling the tasks assigned to employees, conscientious and timely performance of duties, and increasing the degree of responsibility.

The document should contain the following sections:

• principles for the application of incentive measures;
• basic performance evaluation indicators;
• types, measures, forms of encouragement;
• the procedure for selecting employees;
• the competence of the manager in relation to the application of measures;
• grounds for encouraging employees (instruction, order);
• procedure for carrying out relevant activities.

Often, acts on the application of incentive measures are drawn up within the framework of the regulation on the financial department of an enterprise, a sample of which is being developed along with other similar documents.

The signing of the relevant papers is carried out by the deputies of the head of the enterprise, who regulate the work of these areas (often most of the provisions are personnel officers and legal experts).

The organization most often provides for the need for the approval of all documents drawn up by the head of the legal service or other official who is responsible for legal aspect enterprise activities.

Some companies require that verification of the documents drawn up is also carried out by Chief Accountant, especially if the provision provides for large financial expenses. The final approval is carried out by the head of the enterprise.

Document Structure Layout

The paragraphs of the document in question are similar to the sections of the regulation on the accounting department (sample below) and other divisions of enterprises. The act should disclose the following aspects of the company's work:

1. Regulations general.
2. Basic principles of building the work of the enterprise and the relationship between the management of the organization and the staff.
3. The procedure for fixing labor relations.
4. The main powers and obligations of the employer.
5. Rights and obligations of company employees.
6. Time of work and rest.
7. The procedure for remuneration.
8. Social guarantees.
9. Ways to raise the qualifications of employees.
10. Ensuring the employment of workers.
11. Disciplinary measures of influence (penalties and rewards).
12. Final points.

If the company has developed a document regarding personnel, then new employees are introduced to the situation before signing an employment contract.

Regulations on departments and structural subdivisions, samples of which are available at each enterprise, are developed with the aim of regulating the work of all departments of the organization, distributing responsibilities between them, fixing the powers of each entity of the company and determining the limits of responsibility of each unit included in structural system companies.

At many state and commercial enterprises as one of the local documents, the Regulations on structural divisions are being developed. In this act, in addition to issues related to the development of the team, the rules for communication of personnel, the procedure for the participation of employees in the distribution of profits, the features of advanced training of employees, and so on can be covered. Let us further consider in detail how the Regulations on the structural unit are drawn up. A sample document will also be presented in the article.

Peculiarities

The document under consideration acts as an organizational and technological act. It defines:

1. The place of the department in the enterprise system.
2. Functional load, technological responsibility.
3. Regulatory documents that govern the activities of a division of an organization.

The drawing up of the act is carried out directly in the department of the enterprise. This is the responsibility of his superior. The head of the organization must review and sign the document. An enterprise may have one department or several. The creation of units should be carried out on the principle of expediency. Their activities must be justified and effective.

Sections

Structural unit (examples: personnel service, accounting, financial department, etc.) performs certain functions. When compiling documentation, the specifics of the activity, schedule, presence / absence liability employees. The Act contains the following sections:

1. General provisions.
2. Tasks.
3. Structure.
4. Functions.
5. Interaction with other departments.
6. Duties, rights and powers.
7. Responsibility.

Section "General Provisions" establishes the subordination of the department to a specific person. It may also define the scope of the document. In particular, we are talking about the requirements for the content, the rules for drafting, adopting, registering, making additions / changes to the act. Here it is set legal status divisions. In the "Tasks" section, the key activities of the department are formulated. For any separate subdivision responsible for resolving issues taking into account the requirements of the present. So, the tasks of the personnel department may involve not only hiring and firing employees. His duties may include a comprehensive solution of issues on the formation of an effective team.

System and functions

This section highlights the organization of the work of the department. In particular, the number of employees and specific duties of employees are established. In the process of compiling this section, a management distribution matrix may be used. If it is missing, then the information from Qualification Handbook positions of chiefs, specialists and other employees. When establishing the functions of employees, you can also use the GOST standards.

Liaison with other departments

The organization of work should be carried out in such a way that the relationship between different parts of the enterprise is as efficient as possible. When compiling a section, it must be taken into account that it is necessary to describe not the interaction of individual employees, but entire departments. Therefore, it is necessary to focus, first of all, on official relations between the chiefs. In the section, you can indicate the need to coordinate interactions between ordinary employees of different departments. That is, the Regulation on structural divisions determines whether an employee needs to obtain permission to interact with other specialists. Separately, it is stipulated with whom exactly certain events should be coordinated: with your boss or an official of another department.

Competence and responsibility

Sections "Responsibility" and "Rights and obligations" are compiled in accordance with the functions assigned to the department. The contents of these sections can be taken from job descriptions. However, it should be borne in mind that the Regulation on structural divisions empowers, establishes responsibilities and obligations not for a specific employee, but for the entire department as a whole. If desired, you can paint them for each employee. However, it is more expedient to establish powers and responsibilities for all employees, highlighting them separately for the head of the department. Responsibility can be established individually and collectively. The first, respectively, will refer to the boss, and the last - to the employees. Approval of the Regulations on the structural unit is carried out after its agreement with the lawyer of the enterprise.

Content Requirements

Regulations on structural subdivisions are not considered binding document provided for by labor law. But it is in this act that the distribution of tasks, duties and functions between departments and employees within one enterprise is fixed. Content requirements can be set by local documents (standards). If they are not available at the enterprise, then you can use the "template" Regulations on the structural unit - a sample. In any case, in the process of compiling the document, it must be assumed that the following information must be present in it:

1. Place in the enterprise system (separate subdivision or part of the management, department, etc.).
2. Normative base. Documents regulating activities (FZ, Charter, etc.) are indicated here.
3. Department structure.
4. Direct boss.
5. Key tasks.
6. Responsibility, duties, rights.

In order to avoid disputes over issues of competence, it is necessary to carefully consider the content of the document, try to make it concise and detailed.

Regulations on the structural unit of the organization: purpose

The document acts as an internal (local) act. It is compiled for the organizational and legal consolidation of managerial functions for the department, the rational division of competence between employees. The act defines the responsibility and duties of the chief. The provision acts as an integral element of the enterprise documentation. It is the basis for the development of standard, personal (if necessary) job descriptions for employees. The document is developed in accordance with the current organizational and managerial acts.

Elements

The position includes:

1. Title page.
2. Name.
3. Main purpose.
4. Normative basis for the activities of the department.
5. Structure description.
6. Functions of the department and distribution of responsibility.
7. Information and material support.
8. Interaction.
9. Confidentiality and office work.
10. Ensuring safety and proper working conditions.

The composition and order of sections, the names of individual blocks may change in accordance with the specifics of the unit.

Department characteristics

The "Main Purpose" section describes:

1. The place of the division in the enterprise system.
2. Subordination.
3. Special purpose.
4. Rules for the formation and liquidation of the department.

The block "Regulatory basis for activities" contains a list of documents in accordance with which the Regulation is being developed, and the unit will operate. The next section provides information specific to the department. In particular, it describes:

1. The structure of the unit, the procedure in accordance with which it is formed and approved.
2. Rules for appointment to the post of chief, dismissal and replacement. If necessary, describe qualification requirements(experience, category, education).
3. Tasks of the head of the department.
4. The presence and number of deputies, the order in accordance with which duties are distributed among them.
5. Rules for approving the Regulations governing the activities of structural units of the unit, service instructions for employees.
6. The order in which the staff of the department is formed.

Ways to reflect information

The unit structure can be described as:

1. Graphic method. It is a schematic reflection of structural units. Administrative relationships are marked with solid lines, functional relationships are marked with dotted lines.
2. Text way. In this case, the enumeration of structural units is used (groups of employees performing duties in specific areas, or individual employees), a description of the interactions is given.

Functions and distribution of responsibility

This section describes:

1. The main activities or work that the department must perform in order to achieve the tasks assigned to it.
2. The order of distribution of responsibility and functions between employees.
3. Job Responsibilities, individual rights of the chief in accordance with the current regulations. Here is his responsibility.

Functions are presented in the order of execution order or their importance. The Regulations, as a rule, stipulate that the responsibility of employees is determined by their job descriptions.

Interaction

This section defines:

1. The relationship of the unit with other departments and officials at the level of information and material flows. The latter include connections related to activities, the movement of values. Information interaction carried out through the transfer of documentation.
2. Terms and frequency of work performance, provision of information, material assets etc.
3. The procedure in accordance with which the resolution of conflict situations that arise between departments is carried out.

Information and material support

This section contains information about:

1. Internal and external sources, the procedure for equipping the department with furniture, equipment, organizational and technical means, and so on.
2. Keeping records and ensuring the safety of valuables.
3. The procedure for providing regulatory documents, literature and other information resources.

Confidentiality and record keeping

This block includes information about the nomenclature of those cases that the unit maintains. Also in this section is indicated the person who is responsible for their production. In the case of a large volume, the nomenclature of cases is given in a separate document (appendix). If necessary, the section includes types of confidential information, rules for handling them and liability for disclosure.

Ensuring safe working conditions

This section provides rules for maintaining the proper sanitary and hygienic condition of the premises assigned to the unit. It also describes how to ensure the safety of the activity. This section may provide links to regulations establishing such rules. Responsible persons must be indicated.

Drafting and approval of the document

The development of the Regulations is carried out by the subdivision independently. As a rule, this task is assigned to the head of the department. First, a draft document is drawn up. It is coordinated with the higher administration and interested employees. The latter, in particular, may include:

1. Heads of departments with which the department interacts.
2. Head of HR.
3. Head of the legal department.

A specific list of coordinating units and employees is established by the head. He also organizes familiarization of employees with the Regulations.

Changes, cancellation and revision of the document

Adjustments to the Regulations are made by the heads of departments in the following cases:

1. During the planned revision of the document.
2. When renaming, reorganizing a department, changing its subordination, adjusting staffing.
3. At the initiative of employees and the head of the unit to improve performance.
4. When the regulatory framework changes.

The procedure in accordance with which changes are agreed is similar to that established for the adoption of the Regulation itself. The term for making adjustments is 1 month. If it is necessary to make a large number of changes, a new version of the Regulations is drawn up. A scheduled revision of the document is carried out at least once every 5 years. Cancellation of the Regulation is made upon acceptance new edition or in case of liquidation of the department. If necessary, changes are made to the statutory or constituent documents of the enterprise.

sighting

The head of the enterprise determines the list of employees who must put approval stamps in the Regulations, in accordance with the order on the distribution of duties. In order to avoid inaccuracies, as well as duplication of certain service interactions, functions and, accordingly, to prevent possible disagreements between the heads of departments subsequently, it is practiced to endorse documents for specific services by the administration of those sections of the enterprise with which they are in constant official communication. If there are more than three vultures, then they are drawn up on a separate page or an "Agreement Sheet" is created. At some enterprises, the approval of the Regulations is provided for by the head of the legal service or a legal adviser. The signing of the document is carried out, as mentioned above, by the general director. This right, however, may also be vested in other executives. They may be deputy directors who ensure the functioning of groups of departments.

Additionally

FROM approved Regulations all employees of the enterprise should be familiar with the divisions. Employees are required to put their signatures on the document. For this, a special column is provided for bringing or familiarizing employees with the Regulations. Signatures are put in order of seniority - first the head of the department signs, then all employees. To fix familiarization with the document, the method provided for job descriptions can be used. It consists in drawing up a separate sheet of bringing the Regulations to the attention of employees. The order of the director of the enterprise serves as the basis for amending the document.

The methods and procedure for its execution are similar to those established for adjustments to job descriptions. At the same time, it is necessary to take into account important point. Amendments to the Regulations on subdivisions may, and in some cases must necessarily, entail a change in the job descriptions of employees. Otherwise, there will be inconsistency in the activities of the entire enterprise. Regulations on subdivisions are not mandatory, but it is highly desirable to develop, since it significantly optimizes the activities of departments. With the help of this document, the interaction between employees of the enterprise, chiefs and deputies becomes more clear and coordinated. This document greatly simplifies the control and management of the enterprise.

Development of a regulation on the structural unit of the organization

When creating the structure of a (global) enterprise, it is necessary not only to define the functions of each structural unit, but also to fix them in the corresponding document. The regulation on the structural unit is precisely the document that determines: the procedure for creating a unit, the legal status of the unit in the organizational structure of the enterprise, the tasks and functions of the unit, the rights of the unit, relationships with other units of the enterprise, the responsibility of the unit.

Therefore, the responsibilities for developing regulations can be assigned to the personnel department, legal department, etc. It cannot be said that the legislation establishes requirements for the preparation and execution of a regulation on a structural unit. And this is right, because the company must independently create its own management strategy. Practice has developed several models of regulations on the divisions of the enterprise. One of the most common is the model, which contains the following sections:

1. General Provisions.
2. Structure and staffing of the unit.
3. Tasks of the unit.
4. Functions of the division.

5. The rights of the division.
6. Relationships (service relations) of the unit with other units of the enterprise.
7. Responsibility of the unit.

Let's consider the main elements of the text on the example of the design of the position according to the above model.

position layout

(1) Name of the enterprise, organization, institution. The name of the enterprise (organization, institution) that is the author of the document must correspond to the one specified in founding documents. If the abbreviated name is fixed in the constituent documents, it is also indicated in the document, but placed below the full name (in brackets). In the event that the author is a separate structural subdivision of the enterprise (branch, representative office), its name is placed below the name of the enterprise. We recall that, according to Article 55 Civil Code RF branch is a separate subdivision legal entity located outside its location and performing all or part of its functions, including the functions of a representative office. Representation, in turn, means a separate subdivision of a legal entity located outside its location, which represents the interests of the legal entity and protects them.

(2) Vulture of Approval. Regulations on the main structural divisions of the enterprise are approved by the director. The regulation on a subdivision within the main subdivision (for example, a bureau within a department) can be approved by the head of the main subdivision, if such authority is reflected in his job description or the position of the unit headed by him.

The document approval stamp must consist of:

1. words I APPROVE (without quotes);

2. job title of the person approving the document;

3. signatures, initials, surnames of the official;

4. dates of approval.

As a rule, the order of the director of the enterprise on the creation of a structural unit simultaneously approves the position. In this case, the approval stamp consists of:

1. the words APPROVED (without quotes);

2. the name of the approving document in the nominative case;

3. dates of the document and its number. For example: APPROVED Order Director General LLC "Consent" dated 22.03.00 No. 31

(3) Name of the structural unit. If the word "REGULATION" is the name of the type of document, then the attribute (3) is a heading to the text. It includes summary document and is consistent with the name of the document type. For example, the position of the financial department. A structural subdivision of an enterprise is an officially allocated management body for a part of an enterprise with independent tasks, functions and responsibility for the fulfillment of the tasks assigned to it. In this case, we are talking about structural units of an enterprise that do not have the full features of a legal entity and are not separate divisions.

There are the following types of structural units:

1. Management.

2. Services.

5. Branches.

7. Laboratories.

8. Sectors.

9. Plots.

The creation of a particular unit depends on various factors. First of all, it is the payroll number of employees. The justification for creating a subdivision, as a rule, is linked to the norms for the number of employees. They are just designed to determine the required number of employees of a particular unit, the establishment of job responsibilities, the distribution of work between performers. For example, in enterprises with average headcount more than 700 employees, a labor protection bureau is created with a staff of 3-5 employees (including the head) or a department - with a staff of 6 employees.

At the same time, at a number of enterprises, the creation of labor protection departments is allowed with a normalized number of employees of at least 4 staff units. Looking at the organizational structure federal bodies executive power, then you can find the following dependence there: the staffing of the department cannot be less than 20 units, the department is not less than 10 units, the department (as part of the department) is not less than 5 units, the department is not less than 2 units.

The management structure cannot include less than 3 departments. It should be noted that the creation of such structural units as departments is typical for bodies state power and municipal authorities. In private enterprises, the most common is structuring into departments. The company determines the staffing standards independently.

However, one cannot ignore the fact that the fragmentation organizational structure and the staffing of the enterprise into small divisions in the amount of 2-3 people, whose leaders do not have the right to accept management decisions leads to "smearing" the responsibility of managers at all levels for their decisions. At the same time, the increase in the degree of responsibility causes a response from the heads of departments, namely, demands for higher wages.

Regulations on the structural unit (service)

Regulations on structural divisions(services) can be classified into:

regulations on structural divisions;

regulations on collegiate and advisory bodies both management (board of directors, board) and specialized
(scientific council, scientific and technical council, etc.);

provisional institutions(meetings, commissions, councils).

Text structure the provisions on the division (service) are not normatively fixed. A fairly stable structure, developed by practice, has only provisions on subdivisions, including the following sections:

General provisions.

2. Main tasks.

3. Functions.

4. Rights and obligations.

5. Responsibility.

6. Relationships.

In section "General Provisions" the full official name of the unit, the date, number and name of the legal act on the basis of which the unit was created and operates, what guides its activities, who heads and
to whom he is subordinate, the procedure for appointing and dismissing the head of the unit, the presence of a seal in the unit.

In section "Main tasks" the main problems solved by the subdivision and determining the nature and directions of the subdivision's activities are listed.

In section "Functions" actions or types of work are indicated,
which the unit must perform in order to fulfill its tasks. Functions should fully reflect
the specifics of the department.

In section "Rights and obligations" enumerates the rights that are vested in the unit in the person of its head.

In section "Responsibility" establishes the types of disciplinary, administrative, if necessary, and criminal liability that the head of the unit may bear in
in case of non-fulfilment of their duties.

In section "Relationships" the information and documentation flows of the subdivision are regulated; the main documents created by it; it is indicated with which divisions and organizations interaction is carried out, what information the division receives and presents, the frequency and timing of submission; in what order and by whom the arising disagreements are considered.

Regulations on the division issued on the letterhead of the organization. Mandatory details of this type of documents are: the name of the organization, the name of the type of document, the date and number of the document, the place of compilation, the title to the text, the signature, the stamp of approval. Regulations on divisions subscribe department head, approved the head of the organization.

Job description

Job description- a legal act issued by an organization in order to regulate the organizational and legal status of an employee, his duties, rights, responsibilities and provide conditions for his effective work.

Job descriptions are developed for all positions provided for by the staffing table.

Text The job description consists of the following sections:

1. General Provisions.

2. Job responsibilities.

4. Responsibility.

5. Relationships.

Chapter "General Provisions" includes: the title of the position with the designation of the structural unit; to whom the employee directly reports; the procedure for appointment to office and dismissal from office; a list of regulatory, methodological and other documents that guide the employee in this position; qualification requirements (level of education, work experience); requirements for the employee in relation to special knowledge.

In section "Responsibilities" the specific content of the employee’s activities is established, the types of work performed by the employee in this position, the nature of the actions performed (“manage”, “prepare”, “approve”, “consider”, “perform”, “provide”, etc.) are listed.

In section "The rights" the powers of the employee are established, ensuring the fulfillment of the duties assigned to him:

the right to make certain decisions, give instructions on specific issues, independently sign documents within the framework of the competence granted to him, the right to make suggestions to the head; represent on behalf of a unit or institution in other organizations and the limits of representation; the right to participate in meetings at which issues related to its jurisdiction are considered, the right to request information necessary for work (statistical, economic, etc.), as well as the right to demand certain actions from other employees.

In section "Responsibility" the criteria for evaluating the work and the measure of the employee's personal responsibility are determined. Evaluation criteria are objective indicators that characterize the quality and timeliness of the work. The responsibility of the employee is determined in accordance with current legislation and may be disciplinary, administrative or criminal.

In section "Relationships" indicate: from whom, to what
terms and what information the employee receives; to whom, what and in
what terms represents; with whom he coordinates the draft documents being prepared; Who does the training with?
documents and other issues of information relations of the employee with other departments, persons, organizations.
Job description issued on the letterhead of the organization. Mandatory job description details are: the name of the organization, the name of the structural
subdivisions, date, document number, place of compilation, title to the text, signature, stamp of approval. Job description signs head of the structural unit
And approved the head (deputy head) of the organization - the curator of this unit or the head
structural unit, if it has been granted this right.

Are endorsed job descriptions by the heads of interested departments and the legal service (lawyer),
as well as other officials, on whose actions its implementation may depend.

Date of job description is the date of its approval.

Regulations

Regulation - a legal act that establishes the procedure for the activities of the management of an organization, a collegial or advisory body. The text of the regulation consists of sections, paragraphs and subparagraphs, indicated Arabic numerals. The regulations for the work of a collegial or advisory body determine: the status of a collegial or advisory body; work planning procedure; the procedure for preparing materials for consideration at the meeting; submission of materials for consideration; procedure for consideration of materials and decision-making at the meeting; taking minutes of the meeting; registration of decisions of a collegial or advisory body; the procedure for bringing decisions to the executors; logistical support of the meetings. The regulation is being drawn up on the letterhead of the institution. Mandatory requisites are: name of the institution, name of the collegial or deliberative body, type of document, date of the document, document number, place of compilation, stamp of approval, text, signature.

Regulations are approved the head of an organization or the head of a collegial or advisory body. In the process of preparation, the regulations are discussion stage at a meeting by members of a collegiate or advisory body, as well as harmonization with interested departments and legal service.

staffing

staffing- a legal act that determines the structure, number and official composition of the employees of the organization, indicating official salaries (in public institutions- with an indication of the category according to the Unified Tariff Scale).

staffing issued on standard sheets of A4 paper in landscape orientation with the details of the general form: name of the organization, name of the type of document, date, document number, place of compilation, title to the text, signature, stamp of approval.

The heading to the text indicates the year for which the staffing table is drawn up. Text staffing is compiled in tabular form. The codes and names of structural divisions and positions, the number of units by state, official salary, allowances and the monthly salary fund for official salaries are indicated.

Responsibility for the preparation of staffing lies with the Human Resources Department (Personnel Service). staffing project endorsed heads of departments, chief accountant, legal service, deputy heads of the organization.

staffing signs Head of Human Resources and approved the head of the organization with affixing the official seal (or seal of the organization) on the approval stamp.

Instruction

Instruction- a legal act containing the rules governing
organizational, scientific and technical, technological, financial and other special aspects of the activities of institutions, organizations, enterprises, their divisions, services, officials.

Text The instruction consists of sections that have headings and are divided into paragraphs and subparagraphs, numbered in Arabic numerals.

The text of the instruction should begin with a "General Provisions" section, which sets out the goals and reasons for issuing the document, the scope, reasons for development and other general information. The text of the instruction uses the words “should”, “should”, “necessary”, “not allowed”, “prohibited”, etc.

Instructions are issued on the letterhead of the organization. The heading to the instruction indicates the object or range of issues to which its requirements apply, for example: “Instruction on maintaining accounting at the enterprise”.

Instruction signs the head of the structural unit that developed it, and is subject to approval. Instructions endorsed the heads of all interested departments, the legal service, the deputy head in charge of the area of ​​activity that the content of the instruction concerns. Approved instructions from the head of the organization.

Instructional documents may also be called "Rules", "Regulations".

Let's start by highlighting two important details:
1. Writing provisions is relevant if there is a real division of the organization into these same units.
2. The presence of the provisions in question is not necessary for the organization.

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VI. Interactions of the department with other structural divisions

I. General provisions

1. The quality control department is an independent structural subdivision of the enterprise.

2. The department is created and liquidated by the order of the director of the enterprise.

3. The department reports directly to the quality director of the enterprise.

4. The quality control department is headed by the head, appointed to the position by order of the director of the enterprise on the proposal of the director for quality.

5. The head of the quality control department has ____ deputy (s).

6. Responsibilities of the Deputy (s) ___________ (determined; distributed) by the head of the quality control department.

7. Deputy(s) and other employees of the department are appointed to positions and dismissed from positions by order of the director of the enterprise on the proposal of the head of the quality control department.

8. In its activities, the department is guided by:

8.1. The company's charter.

8.2. By this Regulation.

II. Department structure

1. The structure and staffing of the department are approved by the director of the enterprise based on the conditions and characteristics of the enterprise's activities on the proposal of the director for quality and the head of the department and in agreement with ____________________ (HR department; department of organization and remuneration).

2. The department includes the following structural units:

· Technical bureau OKK

Bureau (sector, group) of quality control in workshops (BKK)

External acceptance control laboratory

Central measuring laboratory

· Laboratory of chemical analysis

3. Regulations on the subdivisions of the department (bureau, sectors, groups, laboratories, etc.) are approved by the director, and the distribution of duties between the employees of the subdivisions is made by the head of the department.

III. Department tasks

1. Ensuring the production of high-quality and competitive products by the enterprise.

2. Prevention of the release by the enterprise of products that do not meet the requirements of standards and specifications, approved samples (standards), design documentation.

3. Logistics and methodological support (normative-technical and technological documentation, reference materials) of product deliveries.

4. Compliance with the terms of delivery, completeness of products under contracts.

5. Strengthening production discipline, increasing the responsibility of all production links for the quality of products.

IV. Department functions

1. Verification of applicants to the enterprise material resources(raw materials, materials, semi-finished products, components) and preparation of conclusions on the compliance of their quality with standards and specifications.

2. Drawing up acts of acceptance control on the quality of material resources.

3. Operational control at all stages of the production process.

4. Carrying out sampling supervisory control for the quality of individual technological operations (including transportation), technological equipment and tools.

5. Determination of the range of measured parameters and optimal standards for measurement accuracy.

6. Control for:

- quality, completeness, packaging, preservation of products;

— compliance of products with standards, specifications, approved samples (standards), design documentation;

— presence trademark enterprises on finished products;

- the correct storage in the divisions of the enterprise and in warehouses of material resources and finished products;

7. Evaluation of the grade of products manufactured by the enterprise.

8. Branding of accepted and rejected products.

9. Registration in accordance with the established procedure of documentation for accepted and rejected products.

10. Identification of the causes of non-compliance of products with the requirements of regulatory technical documentation, determining the possibility of correcting defects and eliminating defects, taking measures to eliminate them.

11. Carrying out repeated checks, lowering the grade of products.

12. Ensuring the withdrawal from circulation of products if it is impossible (inappropriate) to eliminate defects and defects.

13. Analysis and technical accounting of product defects.

14. Organization of bilateral exchange of information on the quality of goods with consumers.

15. Registration of the results of control operations, keeping records of product quality indicators, defects and their causes, drawing up periodic reports on product quality.

16. Registration of documents certifying the quality of products.

17. Systematic monitoring of the state of control and measuring facilities of the enterprise.

18. Timely implementation of activities related to the introduction of new regulations and standards.

19. Participation in testing new product samples, development of technical documentation for these products.

20. Preparation of products for attestation and certification.

21. Participation in the development of sections on the quality and completeness of contracts for the supply of products.

23. Development of proposals to improve the quality of manufactured products, as well as to increase the quality requirements for the material resources consumed by the enterprise (raw materials, materials, semi-finished products, components).

V. Rights of the department

1. The quality control department has the right to:

1.1. Stop receiving and shipping products in case of:

- non-compliance of its quality with standards, technical documentation, approved standards, samples;

- non-compliance of its completeness with the established normative and technical documentation;

– lack of mandatory established technical documentation;

The head of the quality control department informs the quality director in writing about the termination of acceptance (shipment).

The order of the head of the quality control department to refuse to pass products can be canceled only on the basis of a written order of the director.

1.2. In case of non-compliance of products with standards at certain stages of production, make proposals to the management of the enterprise to suspend the manufacturing process in the relevant structural divisions of the enterprise, and reject the products themselves.

1.3. Demand from the heads of all structural divisions:

– carrying out activities aimed at improving the quality of products;

- providing the information necessary for the implementation of the work of the department;

1.4. In case of disagreement on the quality of products, make the final decision on acceptance or rejection of the latter.

When resolving disputes about the quality of products in court, issue an expert opinion (at the request of the court).

2. The head of the quality control department is also entitled to represent:

2.1. Proposals on rewarding employees who have distinguished themselves and on bringing to disciplinary responsibility employees who do not observe labor and production discipline.

2.2. Conclusions on the facts of damage to valuables (when drawing up documents for writing off shortages of valuables and damage in excess of the norms of natural loss).

VI. Interactions of the department with other structural divisions

To perform functions and exercise rights, the quality control department interacts:

1. With the standardization department on:

1.1. Receiving:

— standards;

- instructions;

— technical conditions;

— other technical documentation for determining product quality;

1.2. Provisions:

— suggestions and comments on the provided documentation;

— information about violation of standards and specifications;

2. With the department of the chief technologist on:

2.1. Receiving:

– conclusions on the compliance of material resources (raw materials, semi-finished products, etc.) with TU and GOST;

- conclusions about the possibility of using material resources in production;

2.2. Provisions:

- material resources (raw materials, materials, semi-finished products, etc.) for the analysis of their compliance with GOST, TU;

3. With the department of the chief designer on:

3.1. Receiving:

— technical documentation for testing product samples;

— technological maps with tolerance standards in accordance with GOST and TU;

- descriptions technological processes with indications of quality requirements;

3.2. Provisions:

- information about the detected technological shortcomings and proposals for their elimination;

— proposals for improving the quality of products;

- generalized information about the quality of products and the number of defects;

— test reports and studies of product samples;

4. With the department of the chief mechanic on:

Receiving:

— Plans for checking and repairing equipment;

- means of monitoring the quality of equipment repair;

4.2. Provisions:

- proposals for improving product quality;

5. With the department of the chief power engineer on:

5.1. Receiving:

— charts preventive work on electrical equipment;

- components for electrical equipment;

— assistance in the repair of electrical equipment;

5.2. Provisions:

- applications for the repair of electrical equipment;

- applications for components for electrical equipment;

6. With tool department for:

6.1. Receiving:

— measuring tool (including own production);

6.2. Provisions:

— applications for a new instrument;

- acts of writing off a faulty measuring instrument;

7. With the production laboratory and its subdivisions on the following issues:

7.1. Receiving:

- acts with test results;