List of design positions. Positions in the company: General Director, Chief Engineer, Technical Director. Basic and derivative variants

Civil service For several years now it has maintained its leadership in the ranking of the most popular places of employment. The system of state and municipal bodies is a huge hierarchical structure. Obviously, the higher the position, the more attractive it is. Let's look at the classification of civil servant positions in Russia and find out what competencies are needed to qualify for a place in this structure.

General provisions

The State Civil Service (SCS) is a professional official activity citizens of Russia in positions ensuring the execution of powers of government agencies at the federal level and the level of constituent entities, as well as persons holding government posts.

The GHS received detailed regulation after the Federal Law of July 27, 2004 No. 79-FZ came into force, which divides it into two levels:

1. Federal positions civil service, established by federal law or Presidential Decree Russian Federation. This is a professional service activity of citizens who ensure the proper execution of the powers of federal government agencies and persons holding government posts in the Russian Federation.
2. Civil service positions of the constituent entities of the Russian Federation , established by laws or other regulatory legal acts of the constituent entities of the Russian Federation. Its representatives work to ensure the uninterrupted operation of government bodies of a constituent entity of the Russian Federation and persons holding government positions in a constituent entity of the Russian Federation.

State civil service positions are divided into 4 categories and 5 groups.

Categories of state civil service positions

Current legislation allows us to distinguish the following categories:

1. Heads (and their deputies) of government bodies and their structural divisions, which are either assigned to certain period, or have no restrictions on the duration of their activities. They have broad administrative and administrative powers, the right to publish regulations and mandatory orders.
2. Assistants (advisers). Their main function is to provide comprehensive assistance to politicians - persons holding government positions and heads of government agencies. A fixed-term service contract is concluded with this category - when their boss leaves, they also leave.
3. Specialists. These are citizens whose essence of work is to professionally ensure the implementation of government agencies the functions and tasks assigned to them. This category has no term limits and receives work based on the results of a competitive selection.
4. Supporting specialists. They are engaged in organizational, informational, documentation, financial, economic and economic support for the activities of government agencies. That is, unlike the previous category, these specialists perform auxiliary rather than professional functions. Work for general principles, without any time limits.

Groups of positions in the state civil service (table)

Classification by groups - from junior to senior - shows that each of them corresponds to a set of specific official functions that a civil servant must perform.

So, the Register of positions of the state civil service of the Russian Federation distinguishes the following groups:

1. Seniors: managers, assistants (advisers) and specialists.
2. Main: managers, assistants (advisers), specialists and supporting specialists.
3. Leading: managers, assistants (advisers), specialists and support specialists.
4. Seniors: specialists and supporting specialists.
5. Junior: supporting specialists.

Each of the groups of positions has its own classification into categories. Federal Law No. 79-FZ correlates groups of positions with their categories as follows:

It is no coincidence that the first three categories belong to the highest classification groups: they are subject to the highest qualification requirements. This is due, first of all, to the fact that they must simultaneously perform political, administrative, analytical, and management functions.

In accordance with Part 2 of Article 12 Federal Law No. 79-FZ, to fill State Civil Service positions you must meet the qualification requirements:

• sufficient level of education;
• certain length of service;
• knowledge and skills necessary for work (level of language proficiency, knowledge of legislation, set personal qualities, etc.);
• mastery of a certain specialty.

Minimum Level Requirements vocational education:

Minimum experience requirements:

At the same time, specific qualification requirements for length of service are established by the legislation of the constituent entities of the Russian Federation, taking into account the provisions Decree of the President of the Russian Federation of January 16, 2017 No. 16 as amended on October 12, 2017.

An important component of the staff of many organizations is engineering and technical personnel. Both employers and the representatives of engineering and technical workers themselves should know who belongs to the engineering and technical personnel, and what they are. It should also be understood that the criteria for determining engineering and technical personnel and the list of positions that are included in it may differ very seriously from enterprise to enterprise due to the peculiarities legal regulation this category of employees.

Engineering and technical personnel - who are they?

Direct classification of various categories of personnel into Russian legislation practically not provided. The only regulatory document regulating this aspect labor activity in general cases, there is a single tariff qualification directory professions of workers and employees. However, engineering and technical personnel can be classified as both workers and employees, depending on specific circumstances.

The general definition of the concept of engineering and technical personnel can be expressed as follows - these are employees who perform various works to maintain the material and technical equipment of the enterprise itself and ensure the effective operation of the employer’s property by other categories of employees. In addition, engineering and technical personnel may also include workers innovation management in the field of R&D, engaged in the development and implementation of innovative equipment from an engineering and design point of view.

Accordingly, the key criteria for engineering and technical personnel are following features labor of such employees:

• The direct task of engineering and technical workers is to maintain and repair the employer's property, as well as development or design activities within the enterprise.
• The activities of engineering and technical personnel are auxiliary and do not bring direct income to the organization. Accordingly, the focus of the activities of engineering and technical workers is focused specifically on meeting the needs of the organization, and not its clients.
• Engineering and technical personnel are not directly involved in the management production activities or provision of services.

Due to the lack of direct and accurate legislative regulation, engineering and technical personnel in the personnel structure of an enterprise may also belong to the following categories of employees:

The employer has the right to classify individual employees into several categories of personnel at the same time. However, one should take into account possible conflicts that may arise in connection with such a method of organizing work, which should be provided for in advance in regulatory documents.

Who belongs to the engineering and technical personnel - list of positions

A specific list of engineering and technical personnel positions is not established by legislative acts and other national regulations. Therefore, the employer can independently establish his own list of positions for those employees who belong to engineering and technical personnel, without any restrictions, as well as otherwise regulate the activities of these employees and the use of such a division of personnel into categories. However, most often certain categories of workers are classified as engineers:

• Utility workers. Workers who take care of communications at the enterprise, plumbers, electricians, most often belong to engineering and technical personnel.
• IT workers. System administrators, as well as other categories of workers in the field information technology are considered engineering and technical personnel, at least if they do not provide services to third-party clients, but work directly to meet the needs of the organization itself.
• Repair and maintenance personnel. All specialists involved in maintaining the property of the enterprise as a whole, as well as its repair, often fall into the category of engineering and technical personnel.
• Employees of research and development and design departments and bureaus. These workers involved in the development of new equipment or other systems for the needs of the enterprise are also clearly included in the category of engineering and technical personnel.

When engineering and technical personnel are needed and features of regulation of their activities

Employees who belong to engineering and technical personnel are not always necessary for all enterprises without exception. In particular, for small business entities, the employer can completely do without this category of employees. Resolution of individual issues, including within the framework large enterprises, can be ensured by attracting workers through mechanisms or concluding contracts with other service organizations.

If engineering and technical personnel are on the staff of the organization, the employer should take into account the specifics of regulating the labor of such workers. In particular, with regard to repair personnel, progressive methods of the remuneration system involve the use of bonuses in the absence of breakdowns as a reward. However, payment systems for such employees are an extremely destructive method of organizing work.

If employees are primarily engaged innovation activities, then, on the contrary, the most effective remuneration will be, including one tied to the total size of the salary fund, which will allow maximizing the performance of staff - after all, the more income innovation brings, the larger the salary of employees will be.

Requirements for engineering and technical personnel imply, first of all, that they have the necessary qualifications and education. Most often, this category of employees must have either higher or professional technical education.

Who are ITRs? Deciphering this term for a contemporary may cause certain difficulties.

According to the interpretation of the “Brief economic dictionary", under the abbreviation ITR hides a category of workers called engineering and technical workers. Today we intend to take a closer look at this concept.

Engineering workers - who are they?

The main sign of belonging to the mentioned persons is the authority to manage production and organize the work process. An engineering and technical worker (ETR) belongs to this category based on the position he holds. In this case, a specific representative may have a secondary specialized or higher education. For example, a technical engineer may not have a compulsory higher education.

Nowadays, this concept has lost its official status. Now IT workers are more of a colloquial term. According to the Qualification and Unified Classifier of Professions, there are three categories of employees. The first is represented by managers, the second by specialists, and the third includes all the rest, called other types of employees or technical performers.

In another regulatory document called Unified nomenclature positions of employees (the date of approval of which is 1967), these same employees are divided according to the nature of their activities into categories, and within each of them - into groups.

What categories does the concept of engineering and technology include?

IT workers are anyone who can be classified as managers, specialists or technical performers. The category of managers includes those who manage both the entire organization and its individual services and divisions, as well as the latter’s deputies.

UNDS specialists are classified into one of several different groups. The first group is those who are employed in jobs related to agriculture or forestry, animal husbandry, and fish farming. The second is workers in the economic or engineering fields. Specialists of the third group work in the field international relations. The fourth group is workers in the fields of art, culture, science, education, and healthcare. The fifth is a legal profile. Thus, we see that the circle of specialists is quite wide.

Technical performers are workers whose task is accounting, control, preparation of the necessary documentation and its execution, as well as economic maintenance. Thus, the concept of technical and engineering technology has become morally obsolete, the decoding of which is no longer so relevant. It has been replaced these days by the concept of administrative and technical personnel (or ATP).

List of engineering positions

Development scientific and technological progress leads to strengthening the function of those who are usually called engineering and technical workers. Their number relative to the total number of all categories of workers is growing, especially in such industries as industry and construction.

Who exactly can we, without the risk of making a mistake, rank in the mentioned category? If we focus on the old Standard List of Positions, based on Resolution of the USSR Council of Ministers N 531 (for 1973) and approved in 1979, then we are talking about managers (except for those appointed to positions by higher authorities), chief (senior) specialists various names, heads of offices, production facilities, farms, services, branches, sites, bureaus, inspections, departments and divisions, stations, offices, warehouses, workshops, storage facilities, laboratories, groups, points, sectors, sites, reserves, expeditions, bases, parks, nurseries, cameras and ticket offices.

Who else is in this category?

And who else belongs to the IT workers? The list of them is quite long. It should include the heads of agencies, airports and airfields, power plants, elevators, waterworks, boiler houses, ventilation, treatment facilities, depots, trains, substations, shifts, water pipelines, transportation, loading and unloading operations, piers and berths, (buildings), factories , startup work, etc.

In addition, engineering workers are those who hold positions of heads of archives, offices, sections, managers of departments and sections, and group leaders. In addition, these are foremen, foremen, foremen, etc., commanders and captains.

As for engineering specialists, this abbreviation is applicable to a huge list of positions - agronomists, architects, administrators, arbitrators, biologists, accountants, auditors, doctors, surveyors and geologists, duty officers and dispatchers, engineers, cartographers and inspectors, standard setters, operators, programmers and translators, editors, surveyors, sociologists, pharmacologists, commodity experts, artists, energy specialists and legal advisers. This list is very extensive, and there is no point in presenting it in full in this short article.

The principle of engineering workers

For performing their duties, such employees receive a salary in the form of an official salary. That is, some fixed amount, established by the administration of the enterprise and depending on the degree of complexity, as well as the scope of the role and importance of this particular position in the work process and immediate working conditions.

The amount of the official salary is negotiated when hiring a specialist or manager and does not depend on the production results of the enterprise or a specific department.

The assessment of the work of engineers is carried out based on completeness, quality and volume, as well as timely performance of the duties assigned to them.

Thus, the category of engineering and technical workers are paid for their work on a time-based basis. Depending on the position held, one’s own qualifications, the level of complexity and scope of duties performed, as well as working conditions in a particular industry, a system is provided official salaries for all types of technical and technical equipment. These salary schemes are based on a number of regulatory documents, in particular the Qualification Handbook.

Is it just a “bare” salary?

In addition to fixed salary amounts, there is a system of additional payments, allowances and various bonus payments.

Such employees are rewarded in connection with an increase in production output and a reduction in its cost, compliance with contractual obligations, an increase in labor productivity, and savings in raw materials and fuel.

The administration of the enterprise independently determines certain indicators and bonus conditions. In case of deterioration in the quality of manufactured products or identification of other negative factors premiums may not be paid.

Certain types of additional payments related to either professions, an increase in the volume of work, or an expansion of the service area are established in addition to the salaries of engineers at the discretion of management. They can be paid from saved wages.

Can the salaries of engineers change?

Decisions to change official salaries, either upward or downward, are made based on the results of certification, which is mandatory for this category of employees at a certain frequency - at least once every 3 or 5 years.

If the results of such certification are unsatisfactory, it is possible to either cancel certain types of additional payments and allowances, or completely dismiss the employee from his position.

On labor standards for engineers

The task of competently organizing the work of employees and engineers in order to improve the structure of the management apparatus, optimize the use of working time and reduce costs involves rationing. Any type of managerial work can be properly organized only if there is specific information about the amount of time and the number of workers required to carry it out.

Compared to workers, the same procedure for engineers and employees is a more difficult task. Indeed, in this case we are dealing with a process with a predominance of mental labor, which is not possible to directly measure. For example, a production technician does not stand directly behind the machine - he manages the process. So how can one evaluate his work?

The main task in rationing the activities of such employees is to establish the labor intensity of each type of work that they perform and calculate the required number of workers. Both actions are intertwined. The first of these is necessary for successful separation labor responsibilities and optimal distribution of workers in accordance with qualification characteristics.

Secondly, establishing the numerical composition of this category of workers serves to establish optimal proportions between individual positions, build a management apparatus in a rational way, and plan the required staff and wage fund.

This section presents the releases of the unified qualification directory of positions for managers, specialists and other employees (hereinafter referred to as the UKS). The CSA is intended for tariffication of work and assignment tariff categories. Based on the CSA, it is possible to compile job descriptions and programs for training and advanced training of specialists in various industries and fields of activity. The section was updated on October 17, 2018 - added issues, technical errors corrected.

Decree of the Government of the Russian Federation dated October 31, 2002 N 787 established that the EKS consists of the qualification characteristics of positions of managers, specialists and employees containing job responsibilities and requirements for the level of knowledge and qualifications of managers, specialists and employees.

The development of the ECN is carried out by the Ministry of Health and social development RF together with federal authorities executive branch, which are entrusted with the management, regulation and coordination of activities in the relevant sector (sub-sector) of the economy (clause 2 of the Decree of the Government of the Russian Federation of October 31, 2002 N 787). Resolution of the Ministry of Labor of the Russian Federation dated 02/09/2004 N 9 approved the Procedure for applying the CAS.

This section provides a list of CEN issues valid on the territory of the Russian Federation, current as of June 15, 2014. We also draw your attention to the fact that this directory is often mistakenly called ETKS positions of managers and specialists(see ETKS works and professions of workers).

Positions in alphabetical order

If you know the name of a position from the directory, but do not know in which section of the EKS it is described, then you can use the alphabetical index to quickly find its description:

List of positions by sections of the directory

Unfortunately, it is currently not possible to download all issues of the EKS in one archive from our website. However, you can find the positions you are interested in using the alphabetical index of positions or the rubricator of CEN issues operating in the Russian Federation.