Official deputy for general issues. Deputy Director for General Affairs. Job description. Work with documents

1. General Provisions

1.1. Deputy Director for General Affairs belongs to the category
managers, is hired and dismissed by order _______
_____________________________________.
(name of manager's position)
1.2. Deputy Director for General Issues directly subordinate to
_______________________________________.
(name of manager's position)
1.3. For the position of Deputy Director for General Issues,
there is a person who has a higher professional education and work experience
leadership positions for at least ___ years.
1.4. The Deputy Director for General Affairs must know the regulations
regulations, instructions, orders, other governing and regulatory documents
higher authorities relating to administrative and economic services
nia; the structure of the enterprise and prospects for its development; means of communication, you
numerical and organizational technology; procedure and deadlines for drawing up
parity; mechanization means manual labor; procedure for purchasing equipment
supplies, furniture, equipment, stationery and decoration
payments for services; fundamentals of economics, labor organization, production and
management; labor legislation; internal labor rules
order; rules and regulations of labor protection.
1.5. In his work, the Deputy Director for General Issues
stated:
- legislative and regulations regulating production
water and economic activities of the enterprise;
- the charter of the enterprise;
- rules labor regulations;
- orders, instructions and other instructions from the manager
acceptance;
- this job description.
1.6. During the absence of the Deputy Director for General Affairs
his duties are performed by his replacement, appointed in accordance with the established procedure.
The owner bears full responsibility for the proper fulfillment of these obligations.
preoccupations.

2. Functions

The Deputy Director for General Affairs is responsible for the following:
Features:
2.1. Participation in the conclusion of business contracts of the enterprise and
control over their timely and accurate execution.
2.2. Taking measures to expand the economic ties of the enterprise.
2.3. Control over the safety of enterprise property.
2.4. Ensuring healthy and safe conditions labor for subordinates
executors, monitoring their compliance with legislative requirements
and regulatory legal acts on labor protection.

3. Job responsibilities

To perform the functions assigned to him, the Deputy Director for
in general matters I am obliged to:
3.1. Organize the work and effective interaction of those entrusted
him structural divisions, workshops and production units, directing
increase their activities for the development and improvement of production, increase
Understanding the efficiency of the enterprise, quality and competitiveness
manufactured products.
3.2. Organize production and economic activities at
basis of widespread use the latest technology and technology, progressive
new forms of management and labor organization, rational use
production reserves and economical use of all types of resources.
3.3. Resolve issues related to production and economic activities
activity of the enterprise.
3.4. Ensure compliance with the law in the implementation of economic
but economic relations of the enterprise.
3.5. _____________________________________________________________.

The Deputy Director for General Affairs has the right:
4.1. Represent the interests of the enterprise in relations with others
organizations and government bodies.
4.2. Get acquainted with the draft decisions of the enterprise management regarding
those involved in his activities.
4.3. Submit proposals for improvement to management for consideration
activities of the enterprise.
4.4. Sign and endorse documents within your competence
tions, issue, with one’s signature, orders for the enterprise within
its competence.
4.5. Conduct correspondence with organizations on issues within its scope
competence.
4.6. Interact with heads of structural services
enterprises, receive information and documents necessary to carry out
their job responsibilities.
4.7. Control the activities of the structural subordinates subordinate to him
divisions of the enterprise.
4.8. Require the management of the enterprise to provide assistance in using
fulfillment of their official duties and rights.
4.9. _____________________________________________________________.

5. Responsibility

The Deputy Director for General Affairs is responsible for:
5.1 for failure to perform (improper performance) of their duties
duties provided for in this job description, to the extent
lah identified labor legislation Russian Federation;
5.2 for those committed in the course of carrying out their activities
offenses - within the limits determined by the current administrative,
criminal and civil legislation of the Russian Federation;
5.3 for causing material damage - within the limits specified
labor, criminal and civil legislation of the Russian Federation;

Job description Deputy Director establishes his powers, duties and limits of responsibility. In the article you will find an example standard instructions Deputy Director for General Affairs and a sample approval order.

From the article you will learn:

Even small business difficult to manage alone. It is even more difficult to be the head of a large developing company, which even an experienced manager may not be able to manage. In order to quickly resolve all administrative and business issues, avoiding the “snowball” effect, additional leadership positions. Deputies are delegated part of the director's powers - for example, the right to control the logistics of the enterprise or receive incoming delegations. Specific directions and tasks that the deputy director deals with are fixed in the job description and other local documents.

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The answer was prepared jointly with the editors

Nina Kovyazina answers,
Deputy Director of the Department of Medical Education and Personnel Policy in Healthcare of the Russian Ministry of Health

Job descriptions must only be drawn up government bodies(Article 47 of Law No. 79-FZ dated July 27, 2004). It is impossible to fine an organization that is not a government agency for lack of instructions (letter of Rostrud dated 08/09/2007 No. 3042-6-0). However, there are strong arguments in favor of...

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Job responsibilities of the Deputy Director

Each organization has its own specifics that determine what exactly a deputy director should do: job responsibilities for the same position in the staffing table of a legal, trading and industrial company, as a rule, have noticeable differences. But there are also similarities. Thus, the deputy for general issues is usually entrusted with managing the economic services of the administration and production departments, namely:

• participation in the development of local sanitary standards, projects and plans for the repair of premises or equipment;
• compilation memos, reports and estimates on business issues;
• reception and accommodation of seconded specialists;
• control over compliance by the organization’s personnel with fire safety rules, industrial sanitation and labor protection;
• coordination of the work of reporting departments and teams;
• participation in meetings of technical commissions and organization of SOUT ( special assessments of jobs based on working conditions);
• control of the conditions and deadlines for the implementation of business and financial contracts with suppliers, partners, and customers;
• quality control of warehouse operations and financially responsible employees.

The list is conditional - each employer supplements and expands it at its own discretion. The deputy director for development, legal or production issues performs completely different assignments. All characteristics of the position - nuances of the labor function, the procedure for appointment and dismissal, requirements for work experience and qualifications of the employee - should add to job description.

Job description of deputy director: structure and content

In order not to miss anything during the development process and end up with a truly easy-to-use document, take as a basis ready-made template job description. The proposed sample can be used by both commercial and budget organizations and consists of five sections:

• general provisions;
• job responsibilities;
• employee rights;
• employee responsibility;
• order revision of instructions.

The first section is devoted general information about the position. Indicate the order in which the deputy director is appointed and who replaces him during illness or vacation. You can also add a list of qualification requirements here.

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List your job responsibilities in detail and point by point. This way, it will be clear to both the employee and his immediate superior what exactly the deputy should do:

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The rights of an employee and the measures of responsibility applied to him need not be described in detail, limiting ourselves to general wording. Remember that the director, his deputies and Chief Accountant belong to a special category of workers who bear full financial responsibility even without concluding a corresponding agreement.

What's happened material liability employee (including management) and under what circumstances does it occur? The answers are in the materials of the Personnel System:

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The last section contains the conditions and deadlines for revising the document. The law does not establish clear requirements in this regard, and the general practice is to revise job descriptions as necessary (if the company's management system or technologies used in production change), but at least once every five years.

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How to approve a job description for the position of deputy director

Be sure to leave space for certification details at the bottom of the form. The signatures of the officials to whom the instructions are sent are placed here. on approval, and there is a field for the signature of the employee to whom the document applies (give out a second copy for storage at the workplace).

Deputy director is an ambiguous position, because we can talk about either the “right hand” of the manager or an employee who is entrusted with a limited list of tasks that are not of paramount importance. Therefore, it is so important to develop a convenient, competent and meaningful job description.

Mini-test for self-test.

How are job descriptions approved?

1. only by separate order;
2. only using a special stamp affixed to the document;
3. both methods are acceptable.

The number and structure of the management team of the enterprise is determined constituent documents, staffing schedule, and other administrative acts. If the staff structure provides for the post of director for general affairs, a job description must be developed and issued. We will consider the content and order of its compilation in this material.

What it is

The job description of each employee must describe in as much detail as possible the list of his rights and responsibilities, as well as the limits of responsibility when performing labor functions. For an individual, the specified set of information must be contained in labor contract. The Director for General Affairs belongs to the management team of the organization and is vested with organizational, administrative and economic functions for personnel management.

The requirements for a candidate for this position are not regulated at the legislative level and can be approved by the enterprise itself.

The differentiation of the management team, including the allocation of the position of director for general issues, is associated with in various directions work . For example, in educational institutions the director for general affairs will not be bound by the same responsibilities as the deputy for educational work.

Essence and purpose

The job description is included in the mandatory set of documents that is drawn up when hiring a new employee. The basis for the development of instructions is the employment notice issued by the enterprise, as well as employment contract. Regarding the Director of General Affairs, the instructions will contain the following blocks:

• general labor regulations in force at the enterprise;
• individual working conditions of the manager - place of work, list of job responsibilities, area of ​​responsibility, structural unit, etc.;
• rights and obligations of a specialist;
• procedure for interaction with subordinates and management, other structural units.

The job description of each employee must be individual in nature, i.e. take into account his work characteristics. For the director of general affairs, such features will be a combination of economic and managerial functions - he has the right to give orders and manage personnel within his structural unit.

What regulations governs

• DI items must match general rules Labor Code of the Russian Federation, as well as local acts enterprises.
• In the field of economics, education and medicine, by-laws of ministries and departments have been adopted regulating the procedure for processing documents with personnel, including job descriptions.
• If the staff structure includes a director for general issues, in addition to the Labor Code of the Russian Federation and local acts, the specified specialized orders and instructions must be applied.

Kinds

Various types of job descriptions are divided according to the types of activities in which the enterprise or institution is engaged. Accordingly, the following types of DI can be compiled for the director of general affairs:

• V commercial organizations( , etc.)– the range of responsibilities of the director will be related to generating profit for the enterprise, i.e. relationships with counterparties, or, etc.;
• in the construction industry– in addition to general management tasks, the director’s responsibilities will include obtaining permits, managing a construction site or other department, developing labor safety measures, etc.;
• in the field of education (schools, colleges, secondary vocational education, etc.)– the powers of the director on general issues are related only to economic and general management functions, whereas educational process is within the competence of other employees;
• in the housing and communal services sector– the duties of the director for general issues will be related to coordinating the work of various service areas, concluding service agreements with apartment buildings common property etc.

Thus, in any area of ​​activity of the enterprise, the director of general affairs coordinates the work between structural divisions, and, to a lesser extent, the production process itself.

Who compiles it and where it is used

Preparation of job descriptions is included. The enterprise may approve a standard set of documents related to personnel registration. However, when drawing up a DI with a specific employee, their work characteristics must be taken into account. The instruction is filled out according to the information of the employment contract and staffing table, and must comply with the norms of the Labor Code of the Russian Federation and local regulations.

After signing by both parties, the DI is deposited with the personnel department, and a second copy is issued to the director of general affairs. Further changes to the DI are permitted only by mutual agreement of the parties, or when the place of work and scope of authority change. The use of the instructions is related to the current work of the specialist, as well as to determine measures of responsibility.

DI provisions

Are common

When drawing up each job description, a general and individual block of points is developed. The first part includes standards that apply to all employees of the enterprise:

• date and place of document preparation;
• information about the employer and specialist;
• general provisions of the enterprise's working hours, as well as;
• general rules for payment of remuneration (terms, form of payment, etc.);
• information about benefits and compensation available at the enterprise;
• general health and safety measures in the organization.

The listed provisions must comply with the general rules of labor and discipline in force at the enterprise.

The specialist in this video will tell you what challenges the director of HR and general affairs faces, using his example:

Special

Of particular importance are the special provisions of the DI, which determine the nature of the rights and obligations of the director on general issues. Their list includes:

• requirements for the experience and qualifications of a specialist (for example, at least 5 years of management experience, specialized education in the field of activity of the enterprise);
• workplace - structural unit, head office of the enterprise, etc.;
• individual working hours (for example, irregular working hours, etc.);
• additional payments, benefits and compensation related to the performance of basic duties, including for special performance indicators;
• list of powers of the director - in relation to his structural unit, to employees of the enterprise, during negotiations with counterparties, etc.;
• compound functional responsibilities director - managerial, organizational, economic and other functions that he is obliged to perform by type of activity;
• limits of responsibility - the ability to independently sign documents and make transactions on behalf of the enterprise, measures of responsibility for the results of the work of subordinates, etc.

If the director of general affairs is vested with authority at the enterprise, such items are also indicated in the job description. It is this block of rules that will be used when applying incentive and disciplinary measures in current work.

Since the Director of General Affairs is a member of the management team, special disciplinary measures may be taken against him.

Features of the job description of the deputy director for general issues

The specificity of the director’s work on general issues lies in the allocation of part of the manager’s responsibilities. In fact, this specialist acts as a deputy to the sole manager with a strictly defined list of powers. Therefore, in the job description it is important to clearly distinguish the competence of the director on general issues from the responsibilities of other representatives of the management team.

JOB DESCRIPTION I APPROVED

00.00.0000 № 00

deputy director

on general issues

____________________________________

______________ ____________________

(signature) (surname, initials)

1. Goals

1.1.Ensure the economic and information security of the company; create opportunities for its continuous development, forming personnel reserve in all areas of activity.

1.2.Select and train personnel, directing them to fulfill the mission: work for people who have a desire to live in step with the times; who know how to appreciate comfort, coziness and warmth. Offer each client a modern level of service. Do everything to ensure that a person building his own house would want to trust the reputation of the company and order windows, doors and cabinets from the company for his home and office.

1.3.Establish and maintain uniform standards for personnel work in all structural units of the company.

2. Requirements for the employee

2.1. A person with a higher legal or technical education and work experience in a specialty related to personnel management or security for at least 5 years is appointed to the position of Deputy Director for General Affairs.

2.2.The Deputy Director for General Affairs must know:

Mission, corporate standards and business plan of the company;

3. Place of position in the organizational structure

3.1.The deputy director for general issues belongs to the category of managers, is appointed to the position, and is dismissed from it by order of the director.

3.2. During the absence of the deputy director for general issues (illness, vacation, business trip, etc.), his duties are performed by:

for work with personnel -...

on issues of protection and commercial security - ...

3.3. Based on the regulations on the administrative system, the deputy director for general affairs is a second-level manager; he has no personnel under his operational subordination.

In matters of compliance with personnel policies and safety requirements, all company personnel are functionally subordinate to him. Employees of the company are obliged to carry out the orders of the director on general issues after the approval of these orders by their direct supervisors. As a manager, deputy director for general issues, he performs the following functions:

Heads the work of the department on general issues, directs its activities to fulfill the mission and business plan of the company;

Organizes the development of the mission, part of the marketing plan and business plan of the company in its area;

Organizes the implementation of the company’s business plan in its area;

Makes decisions in his area within the limits of his functional responsibilities;

Transforms the orders of the founder and director into specific instructions for all personnel and ensures the implementation of these orders;

Formulates problems arising in his direction; discusses these problems with subordinates; proposes written plans for solving problems to the director;

Organizes in his area the accumulation and analysis of information about work, marketing and financial information; organizes the preparation of information in his area for decision-making by the director;

Organizes the development and modification of organizational documents for all personnel: regulations, job descriptions, memos and technological maps; implements these documents after their approval by the director;

Organizes the development of standards for hiring in the company, for the process and results of work; establishes for the company the necessary controlling indicators for the efficiency and quality of labor; implements all standards approved by the director;

Organizes the development for all personnel of the company of a system of material and moral incentives for subordinates within the limits of the wage fund established by the director; After approval by the director, he applies the developed systems in his work.

3.4. The Deputy Director for General Issues is subordinate to the Director, the results of his work are assessed according to the following indicators:

Fulfillment of all, without exception, duties provided for in the job description;

High level of service discipline of all personnel, strict compliance by personnel with the requirements of job descriptions;

A system of security measures that allows the company to operate uninterruptedly and ensure its commercial and economic security;

Availability of an effective material and moral incentive system for employees;

An effective personnel policy that ensures a personnel reserve of specialists with high level qualifications;

Friendly creative atmosphere within the team, timely prevention of conflicts

4. Job responsibilities

4.1.Annually organizes the development and adjustment of the company’s mission and business plan on security and safety issues labor resources. Ensures the dissemination of the ideas set out in the mission through orders, regulations, regulations, job descriptions, and memos among the company's employees.

4.2. Forms the company’s personnel policy, sets out its principles in the “Regulations on personnel policy,” annually makes the necessary changes to the regulations. Draws up, based on the regulations and recommendations of the director, a plan for working with personnel for each year. Communicates the plan to all personnel and ensures compliance with the plan.

4.3.Develops and implements a system for screening applicants for opening vacancies and personnel security of the company. Organizes the verification of each candidate for opening vacancies in the company and is responsible for the accuracy of the information provided about applicants.

4.4. Organizes constant work to prepare a reserve of personnel for promotion to leadership positions and for replenishing ordinary personnel. Organizes competitions for existing vacancies in order to attract promising specialists to work for the company.

4.5. Organizes the adaptation procedure for each new employee after he is hired. Appoints an official mentor, helps solve the problem of organizing the workplace.

4.6.Controls and distributes responsibilities for maintaining established personnel documentation.

4.7. Prepares materials for presenting personnel for incentives; materials on bringing employees to material and disciplinary liability.

4.8. Organizes a system of certification of the company’s employees, its methodological and information support, work regulations certification commission. Conducts certification of all employees at least once a year. Participates in the analysis of certification results, constantly monitors the implementation of decisions of the certification commission.

4.9. Organizes the preparation of vacation schedules, recording the use of vacations by employees, registration of regular vacations in accordance with the approved schedules and additional vacations.

4.10. Monitors the condition labor discipline in the structural units of the company and compliance by employees with internal regulations

4.11. Develops measures to strengthen labor discipline, reduce staff turnover, loss of working time, and monitors their implementation.

4.12. Consults company managers on all issues related to personnel. Monitors compliance with labor legislation, as well as compliance with labor safety requirements at all workplaces. Organizes the necessary accounting and reporting on work with personnel.

4.13. Organizes advanced training for ordinary personnel and managers; develops a training plan for the year based on requests from staff and orders from the director.

4.14.Organizes the archiving and preservation of documents of the entire company that are subject to long-term storage.

4.15. Organizes the development and implementation, after agreement with the director, of company standards for relations between employees of the company; on the relationship between subordinates and managers; performance and results of work; on attitude to information; to ensure trade secrets.

4.16. Creates, in agreement with the director, a system of material and moral incentives for staff. Annually develops the “Regulations on personnel motivation”, which establishes schemes for material and moral incentives for personnel.

Analyzes the effectiveness of incentive systems, makes the necessary adjustments in order to create equal remuneration conditions for all employees and a favorable moral climate in the team.

4.17.Develops and implements, after approval by the director, the necessary changes in the administrative system of the company; changes in regulations and job descriptions. Monitors areas of poor personnel control and develops measures to eliminate such areas.

4.18. Coordinates the work to identify areas subject to automation in the direction of general issues. Interacts with programmers, controls the process of automation of accounting processes, promotes their implementation and use.

4.19.Organizes the physical and engineering security of the company’s facilities and property, involving in this work as necessary third-party organizations based on contracts.

4.20. Develops and applies, after agreement with the director, methods and standards for the security of office and production premises; access and control systems for the movement of material assets in the office and at the production site.

4.21. To provide unified system security measures the following:

Constantly analyzes the condition of the company's facilities in order to assess their level of safety;

In the event of a threat, he proposes measures to improve the security system for the company's facilities.

4.22. Ensures the protection of information that is a trade secret of the company by doing the following:

Analyzes the information structure of the enterprise and prepares a list of information constituting a trade secret;

Prepares internal company documents on the protection of trade secrets and submits them to the director for approval; monitors compliance with requirements for the protection of trade secrets;

Organizes the development of an information security system on PCs, networks and communications of the company.

4.23. Maintains relations with law enforcement agencies as necessary:

Answers inquiries law enforcement on company security issues;

Participates in litigation as necessary, serving as the firm's representative on security issues.

5. Rights

The Deputy for General Affairs has the right:

5.1.Give the heads of the company’s structural units mandatory instructions on issues related to ensuring security, maintaining trade secrets, and personnel management.

5.2. Require and receive from all structural units the information necessary to perform the tasks assigned to the department.

5.3. Independently conduct correspondence on issues of security and personnel selection, as well as on other issues within the competence of the department and not requiring approval from the director.

5.4.Represent in the prescribed manner on behalf of the company on issues within the competence of the department in relations with state and municipal bodies, as well as other enterprises, organizations, institutions, including recruitment agencies, employment services and security agencies.

5.5. Request the necessary information about employees from structural units, and when hiring and relocating employees, the opinion of managers in the relevant structural units.

5.6. Monitor compliance in structural units with labor legislation in relation to employees, the procedure for providing established benefits and advantages.

5.7.Establish your own systems for monitoring the work of the company’s personnel and apply them in their work after approval by the director.

5.8.Participate in the preparation of draft orders, instructions, directions, as well as estimates, contracts and other documents related to the work of the department on general issues.

5.9.Independently schedule and conduct meetings on issues within the competence of the department and participate in meetings held in the company on issues related to the work of the department.

6. Documents and information provided by the Deputy Director for General Issues:

7. Responsibility

The Deputy Director for General Affairs is responsible for:

7.1. Improper performance or failure to fulfill one’s job duties as provided for in this job description - within the limits determined by the current labor legislation of the Russian Federation.

7.2.Offences committed in the course of carrying out its activities - within the limits determined by the current administrative, criminal and civil legislation of the Russian Federation.

7.3. Causing material damage - within the limits determined by the current labor and civil legislation of the Russian Federation.

8. Working conditions

Work schedule: irregular working hours;

Weekends: Saturday, Sunday; in case of failure to fulfill their duties on time, they may be required to work on weekends;

Equipment provided for work: computer, telephone,

I have read the instructions: ______________ ________________________

(signature) (surname, initials)

The head of the company is not able to independently cope with all management responsibilities, therefore the organization has deputies on its staff, to whom a significant part of the director’s work is delegated.

Features of the work of the Deputy Director for General Issues

Such specialists are not able to completely replace the function of the head of a company, but with their proper work, it is possible to achieve maximum efficiency in enterprise management. The most responsible position is the Deputy Director for General Affairs. This specialist does not have a clear specialization, and must perform most of the duties of the director during his absence or excessive busyness.

The position of Deputy Director for General Affairs is very responsible and requires the candidate not only to have higher education specialty, but also significant experience in management work. Very often, the director of the company entrusts this specialist with complete supervision of any sector of production. This specialist also replaces the director in the absence of the manager at the workplace.

Very often, the deputy director for general affairs performs the function of resolving various issues and conflicts that arise at an early stage of development.

Thus, preventing the problem from growing to a scale where participation is required general director, in the process of resolving the problem.

Why are instructions needed?

Job description for work this specialist, is necessary in order to completely eliminate misunderstandings by the employee of his responsibilities in this position. Despite the vagueness of the wording, this specialist is involved in performing many functions in enterprise management, and therefore, before starting to perform his labor responsibilities The employee must familiarize himself with the job description. This document specifies a complete list of the employee’s duties and responsibilities.

The job description also specifies general provisions regarding the work of this specialist and his rights. This document must be drawn up taking into account existing regulations and not contradict common sense. The document should be drawn up only by specialists in the field in which the documented rules for performing the job duties of the deputy director for general issues are prescribed.

Who draws up and signs the instructions?

The job description of the deputy director for general issues is developed and approved by specialists on the basis of regulations and instructions. The HR department of enterprises may make additional changes to this document. All amendments made must not contradict Labor Code RF and other legal documents.

The developed instructions are signed and approved by the general director of the enterprise. Then this instruction is included in the employment contract, or is separately subject to review and signature by the employee who will be hired for this position.

Only after signing this document can the employee perform his job duties.

Job Description of Deputy Director for General Affairs

The job description of this specialist contains a large number of paragraphs that describe the duties of the deputy director for general issues, as well as his responsibilities and rights.

Among the main job responsibilities of this specialist, the following should be highlighted:

Depending on the specifics of the area in which the deputy director for general issues has to work, original items to be implemented may be introduced. Installed state standard this document does not exist, but the job description must indicate the rights and responsibilities of the employee, as well as his degree of responsibility when performing his official duties.

What points does it consist of? Here we will analyze it in more detail.

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Rights and responsibilities of the Deputy Director for General Affairs

This specialist has the following rights:

• Gain access to information necessary to perform job duties.
• Make proposals to the General Director on issues related to the direct performance of his job duties.
• Coordinate the hiring of employees who are directly subordinate to this specialist.
• Undergo additional training at specialized advanced training centers.
• Independently prepare draft decrees on economic matters.
• Require subordinate employees to comply with fire safety standards, labor regulations and clauses of the employment contract.
• Make a proposal to the general director of the company regarding the priming of employees directly subordinate to the deputy director for general issues.
• Participate in meetings and make decisions on issues within your competence.
• Require the general director to ensure safe working conditions.
• If a threat to life or health arises, stop performing your work duties.

The Deputy Director for General Affairs has the following responsibilities:

• Perform assigned functions efficiently and without delay.
• Produce economic support various events.
• Decide for yourself professional tasks within the limits of its competence.
• Ensure acceptance of work performed by subordinate employees.
• Take measures in case of detection of theft of tangible property of the enterprise.
• Carry out rational use of financial resources that were allocated to meet the economic needs of the enterprise.
• Apply to the General Director for disciplinary punishment against employees who are directly subordinate and who violate labor discipline.
• Monitor the timely training of personnel in advanced training courses.
• Member of the commission for drawing up collective labor agreements.
• Monitor the status of fire alarms and labor safety rules at the enterprise.
• Instruct subordinate employees on the rules of conduct in case of emergency situations.
• Remove from performing their job duties those employees who do not comply with safety regulations at the enterprise.
• If obvious threats to the health and life of employees are identified in the organization, suspend the work process of the enterprise.
• Monitor employees' timely medical examinations.
• If there are preconditions for emergency situations, inform senior management about it.

Responsibility of the specialist

An employee who performs the duties of a deputy director for general issues, along with rights and responsibilities, is responsible for the performance or failure to perform certain professional actions.

The responsibilities of this specialist include:

• Disclosure of trade secrets, as well as information related to personal information of employees.
• Improper performance of one's job duties.
• Incorrect or untimely provision of material and economic components.
• Failure to timely comply with the instructions of the general director of the company.
• Demonstration of low business and professional qualities.
• Reluctance to improve work skills and take advanced training courses.
• Violation of internal labor regulations and moral standards.
• Neglect of safety rules.
• Causing material damage to the enterprise as a result of the activities or inaction of an employee.
• Violation of labor protection rules and safety instructions.
• Negligent performance of direct labor duties.

If material damage was caused to a significant extent, or due to dishonest performance of one’s work, the death of a person or injury to health occurred, the Deputy Director for General Affairs bears criminal liability, and penalties are taken against this employee to compensate for damage.

Conclusion

The position of Deputy Director for General Affairs is responsible and in demand. Only a specialist whose level of competence is beyond doubt is appointed to this position. An employee who works as a deputy director for general affairs must not only have the appropriate education, but in many respects human qualities outperform colleagues subordinate to him.

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