What is the difference between a boss and a manager in terms of labor rights and responsibilities? Qualification requirements - software engineer Tariff qualification directory programmer

Team management depends on the quality and professionalism of management. Managerial tools are used by individuals called or bosses. It’s worth distinguishing between these concepts or putting an equal sign between them, let’s try to figure it out.

Sources give different interpretations (formulations) of these two concepts. The observable unity of opinions is as follows.

A boss is a person appointed to a managerial position, vested with administrative power and receiving remuneration for his work. determined by law and the regulations of the enterprise. Other persons (staff employees) are subordinate to him.

He has the following responsibilities:

• give orders
• manage the process (for example, labor)
• be responsible for entrusted subordinates

For the boss, personal characteristics and constant improvement of acquired skills are important.

A leader is, as a rule, a person’s profession, a status provided by a formal position and informal positions. Status is determined depending on responsibilities, rights, conditions. The manager may perform, for example, the following duties:

• chairman of the board
• president

However, responsibilities to achieve results are performed both for reward and informally.

The concept of the head of an organization as an employee is defined Labor Code(Article 273). According to him, this individual who manages the organization.

The manager has the following responsibilities:

• manage, organize the work of the assigned group
• make strategic decisions
• create conditions for the development of the company
• participate in maintaining documentation, distributing budget funds
• represent the team at a higher social level

The work of a manager is regulated by both labor and civil law. Contacts with colleagues, exchange of experience, business meetings - all this is the responsibility of the manager. He must have managerial abilities, developed intelligence, efficiency, and discipline.

From history

Acting as a leader is considered an ancient profession. The leaders were considered leaders. Previously, they managed not only labor process, but also various areas daily life of subordinates.

Modern managers are in charge of employees of specific work collectives (organizations). The profession is in demand in the labor market. The head of a company department acts simultaneously as a superior and a subordinate.

Information from the explanatory dictionary of D.N. Ushakova

A boss in the dictionary is defined as an official, in charge, in charge of something. And a leader is like a person in charge of something, a mentor.

Common Traits of a Boss and a Leader

Many sources call these two words synonyms. The line between them is thin and easily erased. The main thing is that both of them - officials those involved in the management of a team, sphere, industry. In addition, in addition to educational and management skills, they must have the following features:

• creative mind (creativity)
• flexible mind
• ability to respond quickly (in critical situations)
• ability to set goals and lead a team towards them
• compliance with moral principles, humanity
• leadership qualities, ability to lead a group

Both the boss and the manager benefit if they stay positive.

For both, the following factors are unacceptable:

• incompetence, rudeness
• optionality, lack of order
• desire for personal advantage
• lack of personal growth

Correct self-esteem and the absence of excessive ambition and authoritarianism are important for everyone.

Differences in the implementation of rights and responsibilities

Despite the frequent identification of concepts, there are several points of difference.

Boss:

1. This is a position.
2. Performs duties for a fee.
3. without participating in management functions.
4. Employed under a contract approved by order.
5. He draws up his own requirements in the form of orders (instructions, instructions).

Supervisor:

1. This is a profession.
2. Performs duties for compensation and informally.
3. Management function is required.
4. Can also work on a voluntary basis (charitable project, children's association).
5. Requirements can be expressed in the form of consultations, proposals, etc.

Involves working with people. Despite all the differences, the boss and manager for successful work are called upon to earn respect in the team and improve their professional characteristics.

An effective leadership style also directly depends on the use of practical activities positive personal qualities.

Write your question in the form below

Job responsibilities Software engineer (programmer). Based on the analysis of mathematical models and algorithms for solving economic and other problems, he develops programs that provide the ability to perform the algorithm and, accordingly, the assigned task using means computer technology, conducts their testing and debugging. Develops technology for solving problems at all stages of information processing. Selects a programming language to describe algorithms and data structures. Determines information to be processed by computer technology, its volume, structure, layouts and schemes for input, processing, storage and output, methods of its control. Performs work on preparing programs for debugging and carries out debugging. Determines the scope and content of test case data that provides the most complete verification of programs' compliance with their functional purpose. Launches debugged programs and enters initial data determined by the conditions of the assigned tasks. Conducts adjustments to the developed program based on analysis of the output data. Develops instructions for working with programs, draws up the necessary technical documentation. Determines the possibility of using ready-made software products. Provides support for implemented programs and software. Develops and implements systems for automatically checking the correctness of programs, standard and standard software, and develops information processing technology. Performs work on unification and typification of computing processes. Takes part in the creation of catalogs and file cabinets of standard programs, in the development of forms of documents subject to machine processing, in the design of programs that allow expanding the scope of application of computer technology.

Software engineer (programmer)Must know: guidelines and regulatory materials regulating methods for developing algorithms and programs and using computer technology in information processing, basic principles of structured programming; species software; technical and operational characteristics, design features, purpose and operating modes of the computer, rules for its technical operation; automatic information processing technology; types of technical storage media; methods of classification and coding of information; formalized programming languages; current standards, number systems, ciphers and codes; registration procedure technical documentation; advanced domestic and foreign experience programming and use of computer technology; fundamentals of economics, organization of production, labor and management; basics of labor legislation; rules and regulations of labor protection.

Requirements for the qualifications of a Software Engineer (programmer).

Software engineer category I: higher professional (technical or engineering-economic) education and work experience as a software engineer category II for at least 3 years.

Software engineer category II: higher professional (technical or engineering-economic) education and work experience as a software engineer III category or other engineering and technical positions filled by specialists with higher professional education, for at least 3 years.

Software engineer category III: higher professional (technical or engineering-economic) education and work experience in the specialty acquired during the training period, or work experience in engineering positions without a qualification category.

Software engineer: higher professional (technical or engineering-economic) education without requirements for work experience or secondary vocational (technical or engineering-economic) education and work experience as a category I technician for at least 3 years or other positions filled by specialists with secondary vocational education, at least 5 years.

software engineer (programmer)

1. GENERAL PROVISIONS

1.1. This job description defines the functional duties, rights and responsibilities of the Programmer.

1.2. The programmer is appointed to the position and dismissed from the position in the manner established by the current labor legislation by order General Director.

1.3. The programmer reports directly to the General Director.

1.4. A person with a higher technical education is appointed to the position of Programmer.

1.5. The programmer must be computer proficient professional level, including the ability to use and create special computer programs.

1.6. The programmer must know:

Laws, regulations, decrees, orders, other governing documents and regulations relating to the operation of a trading enterprise; labor legislation; Internal labor regulations; labor protection rules and regulations; safety rules, industrial sanitation and hygiene, fire safety, civil defense.

1.7. A programmer must have good communication skills, be energetic and have a positive attitude.

2. FUNCTIONAL RESPONSIBILITIES

2.1. Programmer:

2.1.1. Based on the analysis of mathematical models and algorithms for solving economic and other problems, develops programs that provide the ability to execute the algorithm and, accordingly, the assigned task using computer technology, tests and debugs them.

2.1.2. Develops technology for solving problems at all stages of information processing.

2.1.3. Selects a programming language to describe algorithms and data structures.

2.1.4. Defines information to be processed by computer technology, its volume, structure, layouts and schemes for input, processing, storage and output, methods of its control.

2.1.5. Performs work on preparing programs for debugging and debugging them.

2.1.6. Determines the scope and content of test case data that provides the most complete verification of programs' compliance with their functional purpose.

2.1.7. Launches debugged programs and enters initial data determined by the conditions of the assigned tasks.

2.1.8. Conducts adjustments to the developed program based on analysis of the output data.

2.1.9. Determines the possibility of using ready-made software products.

2.1.10. Develops instructions for working with programs, draws up the necessary technical documentation.

2.1.11. Provides support for implemented programs and software.

2.1.12. Develops and implements systems for automatically checking the correctness of programs.

2.1.13. Performs work on unification and typification of computing processes.

2.1.14. Takes part in the creation of catalogs and file cabinets of standard programs, in the development of forms of documents in electronic form that are subject to computer processing, in the design of programs that allow expanding the scope of application of computer technology.

2.1.15. Provides correct technical operation, uninterrupted operation of computers and individual devices.

2.1.16. Participates in the development of promising and annual plans and work schedules, maintenance and repair of equipment, measures to improve its operation, prevent downtime, improve the quality of work, effective use computer technology.

2.1.17. Prepares computers and individual devices for operation, technically inspects them, checks for faults, eliminates faults and prevents the occurrence of faults in the future.

2.1.18. Takes measures to ensure timely and high-quality repairs of computers and individual devices on its own or by third parties.

2.1.19. Participates in conducting inventories.

2.1.20. Must protect the property of the enterprise and not disclose information and information that is a trade secret of the enterprise.

2.1.21. Does not give interviews, does not hold meetings or negotiations related to the activities of the enterprise, without the permission of the enterprise management.

2.1.22. Complies with labor and production discipline, labor protection rules and regulations, industrial sanitation and hygiene requirements, fire safety requirements, and civil defense.

2.1.23. Executes the orders and orders of the General Director of the enterprise.

2.1.24. Informs management about existing shortcomings in the operation of the enterprise and measures taken to eliminate them.

2.1.25. Contributes to the creation of a favorable business and moral climate in the enterprise.

3. RIGHTS

3.1. The programmer has the right:

3.1.1. Take appropriate actions to eliminate the reasons that create obstacles for the programmer to carry out his functional duties.

3.1.2. Make proposals to the enterprise administration to improve work related to functional responsibilities The programmer and the entire enterprise as a whole.

4. RESPONSIBILITY

4.1. The programmer is responsible for:

4.1.1. Failure to fulfill one's functional duties.

4.1.2. Inaccurate information about the status of fulfillment of received tasks and instructions, violation of deadlines for their execution.

4.1.3. Failure to comply with orders and instructions of the General Director.

4.1.4. Violation of internal labor regulations, fire and safety regulations, civil defense rules established at the enterprise.

4.1.5. Disclosure of trade secrets.

4.1.6. Failure to preserve, damage to goods and other material assets, if the failure or damage occurred through the fault of the Programmer.

5. WORKING CONDITIONS

5.1. The Programmer’s work schedule is determined in accordance with the Internal Labor Regulations established at the enterprise.

Other instructions in the section:
-

4th edition, updated
(approved by Resolution of the Ministry of Labor of the Russian Federation dated August 21, 1998 N 37)

With changes and additions from:

January 21, August 4, 2000, April 20, 2001, May 31, June 20, 2002, July 28, November 12, 2003, July 25, 2005, November 7, 2006, September 17, 2007 , April 29, 2008, March 14, 2011, May 15, 2013, February 12, 2014, March 27, 2018

The qualification directory of positions of managers, specialists and other employees is a normative document developed by the Institute of Labor and approved by Resolution of the Ministry of Labor of Russia dated August 21, 1998 N 37. This publication includes additions made by resolutions of the Ministry of Labor of Russia dated December 24, 1998 N 52, dated February 22, 1999 N 3, dated January 21, 2000 N 7, dated August 4, 2000 N 57, April 20, 2001 N 35, dated May 31, 2002 and June 20, 2002 N 44. The directory is recommended for use in enterprises, institutions and organizations of various sectors of the economy, regardless of ownership and organizational and legal forms, in order to ensure the correct selection, placement and use of personnel.

The new Qualification Handbook is designed to ensure a rational division of labor, create an effective mechanism for delineating functions, powers and responsibilities based on clear regulation labor activity workers in modern conditions. The directory contains new qualification characteristics of employee positions related to the development of market relations. All previously existing qualification characteristics have been revised; significant changes have been made to them in connection with the transformations being carried out in the country and taking into account the practice of applying the characteristics.

In the qualification characteristics, the standards for regulating the labor of workers were unified to ensure a unified approach to the selection of personnel with appropriate qualifications and compliance with uniform principles for the tariffing of work based on its complexity. The Qualification Specifications take into account the latest legislative and regulatory legal acts Russian Federation.

Qualification directory for positions of managers, specialists and other employees

General provisions

1. Qualification directory of positions of managers, specialists and other employees ( technical performers) is intended to address regulatory issues labor relations, providing effective system personnel management at enterprises*(1), in institutions and organizations of various sectors of the economy, regardless of the form of ownership and organizational and legal forms of activity.

The qualification characteristics included in this issue of the Directory are normative documents intended to justify the rational division and organization of labor, the correct selection, placement and use of personnel, ensuring unity in determining the job responsibilities of workers and the qualification requirements for them, as well as decisions made on compliance positions held during certification of managers and specialists.

2. The construction of the Directory is based on job characteristics, since the requirements for the qualifications of employees are determined by their job responsibilities, which, in turn, determine the titles of positions.

The directory was developed in accordance with the accepted classification of employees into three categories: managers, specialists and other employees (technical performers). The assignment of employees to categories is carried out depending on the nature of the work primarily performed, constituting the content of the employee’s work (organizational-administrative, analytical-constructive, information-technical).

The names of employee positions, the qualification characteristics of which are included in the Directory, are established in accordance with the All-Russian Classifier of Worker Professions, Employee Positions and tariff categories OK-016-94 (OKPDTR), put into effect on January 1, 1996.

3. The qualification directory contains two sections. The first section provides the qualification characteristics of industry-wide positions of managers, specialists and other employees (technical performers), widespread in enterprises, institutions and organizations, primarily in manufacturing sectors of the economy, including those located in budget financing. The second section contains the qualification characteristics of positions of workers employed in research institutions, design, technological, design and survey organizations, as well as editorial and publishing divisions.

4. Qualification characteristics at enterprises, institutions and organizations can be used as normative documents of direct action or serve as the basis for the development of internal organizational and administrative documents - job descriptions containing a specific list of job responsibilities of employees, taking into account the peculiarities of the organization of production, labor and management, and also their rights and responsibilities. If necessary, the responsibilities included in the characteristics of a particular position can be distributed among several performers.

Since qualification characteristics apply to employees of enterprises, institutions and organizations, regardless of their industry affiliation and departmental subordination, they present the most typical work for each position. Therefore, when developing job descriptions, it is possible to clarify the list of works that are characteristic of the corresponding position in specific organizational and technical conditions, and establish requirements for the necessary special training of employees.

In the process of organizational, technical and economic development, mastering modern management technologies, introducing the latest technical means, carrying out measures to improve organization and increase labor efficiency, it is possible to expand the range of responsibilities of employees in comparison with those established by the corresponding characteristics. In these cases, without changing the job title, the employee may be entrusted with the performance of duties provided for by the characteristics of other positions that are similar in content of work, equal in complexity, the performance of which does not require another specialty and qualifications.

5. The qualification characteristics of each position have three sections.

The section "Job Responsibilities" sets out the main labor functions, which can be entrusted in whole or in part to the employee occupying this position, taking into account the technological homogeneity and interconnectedness of the work, allowing for optimal specialization of employees.

The “Must Know” section contains the basic requirements for the employee in relation to special knowledge, as well as knowledge of legislative and regulatory acts, regulations, instructions and other guidance materials, methods and means that the employee must use when performing job duties.

The section "Qualification Requirements" defines the level vocational training employee necessary to perform the prescribed job duties, and requirements for length of service. The levels of required professional training are given in accordance with the Law of the Russian Federation "On Education".

6. The characteristics of specialist positions provide for within the same position without changing its name an intra-position qualification categorization for remuneration.

Qualification categories for remuneration of specialists are established by the head of the enterprise, institution, or organization. This takes into account the degree of independence of the employee in performing job duties, his responsibility for decisions made, attitude to work, efficiency and quality of work, as well as lore, practical experience, determined by length of service in the specialty, etc.

7. The Directory does not include qualification characteristics of derivative positions (senior and leading specialists, as well as deputy heads of departments). The job responsibilities of these employees, the requirements for their knowledge and qualifications are determined on the basis of the characteristics of the corresponding basic positions contained in the Handbook.

The issue of distribution of job responsibilities of deputy heads of enterprises, institutions and organizations is resolved on the basis of internal organizational and administrative documents.

The use of the job title “senior” is possible provided that the employee, in addition to performing the duties prescribed by the position held, supervises the performers subordinate to him. The position of “senior” can be established as an exception and in the absence of performers directly subordinate to the employee, if he is entrusted with the functions of managing an independent area of ​​​​work. For specialist positions for which qualification categories are provided, the job title “senior” is not used. In these cases, the functions of managing subordinate performers are assigned to a specialist of the first qualification category.

The job responsibilities of the “leaders” are established on the basis of the characteristics of the corresponding specialist positions. In addition, they are entrusted with the functions of a manager and responsible performer of work in one of the areas of activity of the enterprise, institution, organization or their structural divisions or responsibilities for coordination and methodological management of groups of performers created in departments (bureaus) taking into account the rational division of labor in specific organizational and technical conditions. The requirements for the required work experience are increased by 2-3 years compared to those provided for specialists of the first qualification category. Job responsibilities, knowledge requirements and qualifications of deputy heads of structural divisions are determined based on the characteristics of the corresponding positions of managers.

The qualification characteristics of the positions of heads (managers) of departments serve as the basis for determining job responsibilities, knowledge requirements and qualifications of the heads of the relevant bureaus when they are created instead functional departments(taking into account industry specifics).

8. Compliance of actually performed duties and qualifications of employees with the requirements job characteristics determined by the certification commission in accordance with the current regulations on the certification procedure. At the same time, special attention is paid to quality and effective implementation works

9. The need to ensure the safety of life and health of workers in the process of work raises problems of labor protection and environment among the urgent social tasks, the solution of which is directly related to the compliance by managers and each employee of an enterprise, institution, organization with current legislative, intersectoral and other regulatory legal acts on labor protection, environmental standards and regulations.

In this regard, the official responsibilities of employees (managers, specialists and technical performers), along with the performance of functions provided for by the relevant qualification characteristics positions, it is mandatory to comply with labor protection requirements at each workplace, and the job responsibilities of managers are to ensure healthy and safe conditions labor for subordinate performers, as well as monitoring their compliance with the requirements of legislative and regulatory legal acts on labor protection.

When appointing a position, it is necessary to take into account the requirements for the employee’s knowledge of relevant labor safety standards, environmental legislation, norms, rules and instructions on labor protection, collective and personal protection from exposure to hazardous and harmful production factors.

10. Persons who do not have special training or work experience, established by the requirements qualifications, but who have sufficient practical experience and perform efficiently and fully the job duties assigned to them, on the recommendation of the certification commission, as an exception, can be appointed to the appropriate positions in the same way as persons with special training and work experience.