The position of advisor in a commercial organization. Official instructions of the director adviser. Equipment instructions for investor relationers

• 1. General Provisions
• 1. A person who has a higher legal education and work experience in the specialty of at least 5 years is appointed to the position of advisor to the Director General for Legal Affairs.
• 2. Advisor to the Director General on Legal Affairs (hereinafter referred to as an adviser) subordinates directly to the Director-General _ (hereinafter - the Company).
• 3. Appointment to the post of advisor and exemption from it is carried out by order of the General Director of the Company.
• 4. The adviser should know:
• 4.1. Regulatory acts regulating production and economic activities;
• 4.2. legislation of the Russian Federation, region and municipal legislation regulating the activities of economic societies;
• 4.3. decisions of the General Assembly, the Board of Directors of the Company, Resolutions, Regulations and Orders relating to the legal activities of the Company;
• 4.4. rules for working with a personal computer in the databases of current legislation;
• 4.5. the procedure for the conclusion and design of economic contracts;
• 4.6. Basics of the economy, organization of labor, production and management;
• 4.7. The rules of the internal labor regulation;
• 4.8. Rules and norms of labor protection, safety, industrial sanitation and fire protection.
• 5. The adviser in its activities is guided by: the current legislation of the Russian Federation, the charter and collective agreement of the Company, the decisions of the General Meeting of Shareholders, the Board of Directors, orders, instructions and orders of the Director-General, the rules of the internal labor regulation, the Regulation on the Legal Department, this official instruction.
• 2. Official duties

Advisor to the Director General on Legal Affairs:

• 2.1. He advises the Director General for Legal Affairs.
• 2.2. Participates in the development of the legal positions of the main areas of the Company's development strategy, in the development and implementation of a strategy for the development of society in terms of improving legal work.
• 2.3. Controls compliance with the requirements of the legislation and the interests of the Company's projects of orders, instructions, decisions, and other documents of the Company's regulatory and / or legal nature.

Provides preparing proposals, conclusions about canceling or changing these documents.

• 2.4. Represents society in the courts of general jurisdiction, arbitration and arbitration courts, in state and public bodies and organizations, local governments, other organizations.
• 2.5. Conducts measures to increase the level of legal knowledge of unification workers.
• 2.6. Controls the compliance with the legislation by structural units, officials of the Company, takes measures to prevent violations of current legislation.
• 2.7. Organizes and conducts consulting work on applying current legislation.
• 2.8. Deals with the Director-General, proposals for the provision of legal department with equipment, legislative and reference materials, legal and special literature, computer databases.
• 2.9. Organizes receipt, storage, generalization and analysis of information and other materials from higher organizations, other organizations that provide consulting services on legal work issues, newly accepted legislation, change and add-on, other information and analytical materials.
• 2.10. Provides the interaction of the legal department with legal departments (services) of subsidiaries and affiliates, as well as with organizations and citizens providing legal services to society.
• 2.11. Participates in the development and implementation of measures to strengthen labor and financial discipline.
• 2.12. It gives conclusions at the request of employees and officials of the Company's structural divisions.
• 2.13. Provides the preparation of the necessary materials on issues requiring decisions at the General Meeting of Shareholders, the Board of Directors of the Company.
• 2.14. Provides proper accounting and safety of official documents, organizing the conduct of office work in the Legal Department in accordance with the established procedure.
• 2.15. Organizes the legal expertise of draft constituent documents created with the participation of society organizations, including foreign investments. Provides interaction with the structural divisions of society and / or other organizations producing business plans.
• 2.16. Organizes work on the analysis and generalization of the results of consideration of claims, judicial and arbitration cases in society, as well as the practice of the conclusion and execution of economic contracts; Develops proposals to eliminate violations of the contractual discipline for the supply of products identified and improving the production and financial and economic activities of the Company.
• 2.17. Provides (jointly with the Security Department) preparation of materials on the embezzlement, waste, shortcomings and other offenses to transfer them to investigative and judicial authorities; takes measures to reimburse damage caused to society; Organizes accounting and storage of arbitration and court cases in the production and completed execution.
• 2.18. Provides organizational and methodological assistance in the formulation of legal work in organizations created with the participation of the Company.
• 2.19. Participates in the preparation and conclusion of collective agreements and agreements.
• 2.20. Carries out a comprehensive analysis of legal work in society.
• 2.21. Manages the work of the Legal Department in the absence of the Director of the Legal Department.
• 2.22. Provides high-quality and timely fulfillment of tasks assigned to the Legal Department, as well as instructions of the Company's management.
• 2.23. Prepares and presents the management of the Company's proposals on the selection and placement of personnel in the legal department, promotion and imposition of recovery, bonuses on the results of work.
• 2.24. Deals the management of the Company to improve the qualifications and training of specialists of the legal department of the Company and the legal services of structural divisions.
• 2.25. Organizes the interaction of the legal department with other structural divisions of the Company.
• 3. Rights

Advisor to the Director General on Legal Affairs has the right:

• 3.1. To get acquainted with the draft decisions of the Company's management bodies and submit their comments and suggestions to the instructions to the leadership.
• 3.2. Subject to the Director General of the proposal to improve the activities of the Company and the Legal Department.
• 3.3. Attend office meetings when considering legal issues.
• 3.4. Require the necessary materials from officials and specialists of the Company, explanations on the draft documents, as well as coordination of these documents with stakeholders, structural divisions of the Company.
• 3.5. Do not attend projects of documents that contradict the current legislation.
• 3.6. Request from the heads of structural units, subsidiaries and affiliates of information and documents necessary to fulfill official duties.
• 3.7. Attract specialists of all structural units in coordination with their leaders to solve problems assigned to him.
• 3.8. Implement cooperation with the heads of all divisions of the Company.
• 3.9. Control the organization of legal work and compliance with current legislation, domestic regulatory documents in the structural divisions of the Company.
• 3.10. Conduct a correspondence on legal work.
• 3.11. To submit a proposal for the promotion of distinguished employees, imposing the impositions on violators of labor and production discipline.
• 3.12. Apply before the management of the Company on the provision of assistance in the performance of official duties.
• 3.13. Implement other matters and functions envisaged by the Regulations on the Legal Department, the Labor Treaty and the Destruction of the Director General.
• 4. Responsibility

Advisor to the Director General for Legal Affairs is responsible:

• 4.1. For improper performance or non-fulfillment of its official duties stipulated by this official instruction, an employment contract, within the limits defined by the current labor legislation of the Russian Federation.
• 4.2. For offenses committed in the process of carrying out their activities - within the limits defined by the applicable administrative, criminal and civil law of the Russian Federation;
• 4.3. For causing material damage - within the limits defined by the current labor and civil law of the Russian Federation.
• 4.4. For the disclosure of confidential information, which is a commercial secret society.

A specific list of job responsibilities and other peculiarities of the work of this employee determines the job description of the Director General's Advisor. This internal document of the enterprise each company is developing independently, based on the specifics of its work and requests for an employee who occupies the adviser to the general director. At the same time, despite the locality of the job instruction and the freedom of the provisions established in it, employers in most cases are trying to follow the traditional structure of the document adopted by the customs of personnel workshop. This is explained by the fact that the generally accepted option allows you to take into account all the necessary moments and features of the employee's work activity at the enterprise.

Accepted to work in accordance with the decision of the Director-General. The appointment for the position is issued by the order of the Director General.
Dismissal is issued by the order of the Director-General. With short-term absence, no replacement is required.
In the case of a long-term absence, the replacement employee is made to work on a temporary labor agreement. The adviser replaces the main analytics. The employee in its activities is guided by: the legislation of the Russian Federation, the company's charter, the company's regulatory documents, orders and orders of the direct supervisor, this official instruction.
Qualification requirements Higher mathematical, legal or economic education. Desirable is the presence of MBA. An employee should know and be able to apply the general legislation of the Russian Federation, the labor and tax legislation of the Russian Federation, international legal norms.

How to introduce a new position?

Labor Code of the Russian Federation All employers (individuals and legal entities regardless of their organizational and legal forms and forms of ownership) in labor relations and other directly related relations with employees are obliged to be guided by the provisions of labor legislation and other acts containing labor law. In accordance with paragraph 10 of the Regulations on the establishment of wage systems for federal budget, autonomous and state institutions, approved by the Decree of the Government of the Russian Federation of 05.08.2008 N 583 (hereinafter referred to as the Regulations), the staffing of the federal institution is approved by the head of this institution and includes everything Positions of employees (professions of workers) of this institution.

Similar provisions are fixed in p.

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You can make changes to a valid standard schedule in two ways: the choice of one or another belongs to the competence of the employer. In cases where changes are part of a part, for example, the name of the employee has changed, it is more convenient to issue an order for amending staffing. Then all the changes made by the employer will reflect in the order itself, and in the standard schedule in the "Note" section will indicate the number and date of the application for making changes. If the changes are massive or affect not only the names of posts, but also the structural units, then in this case there will be more convenient to make changes through the execution and approval of the staff schedule in the new edition.

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An employee should be able to analyze statistical data, regulatory documents, regulations and procedures, assess them, making briefly reasonable conclusions. An employee must have analytical skills. An employee must own business planning technology, personnel certification techniques. An employee must have a neat appearance, maintain order in the workplace. Being in the workplace, an employee must be healthy, sober, in good physical form and a steady emotional state. Objectives and objectives The purpose of the employee is to prepare and provide the Director-General of a brief, sublimated information for making management decisions. Obligator's tasks: collecting and analyzing company performance indicators, competitors, information from open sources on expected changes in legislation, forecasting the economic situation.

The main job rules of advisor can be attributed:

• the right to instruct the company's employees as part of their competence;
• the right to participate in the discussion and development of orders, instructions, orders, contracts and other local and external documentation;
• the right to inform the management of the identified shortcomings in the organization's activities;
• the right to get acquainted with any information and documents within its competence;
• the right to demand from the leadership of ensuring proper working conditions.

Thus, the official instruction of the general director adviser is usually drawn up by a template defined by the customs of personnel office work.
As for other issues of remuneration of the manager's adviser, it is not so simple here. There are two points of view on this issue. First. In h. 8 tbsp. 34 of the Law on Higher Education It is said that a person can be appointed adviser to the head at the expense of his own earnings of the university in the manner determined by the Charter of the Higher Educational Institution. Therefore, it can be concluded that the institution has the right not only to independently develop the procedure for the appointment (election) of the manager's adviser, but also to determine the mechanism of payment of its labor (for example, to take the earlier procedure for the previously established procedure and pay an income of the income that he received before retirement, etc.). Second. In accordance with Part 2 of Art. 8 of the Law of Ukraine "On Payment of Labor" of 24.03.95

This section contains a list of violations for which the employee can be held accountable and punished. The presence of this section in the official instruction allows us to specify the responsibility established by labor legislation. However, it is important for the development of an official instruction that sanction measures envisaged in this document should not exacerbate the position of the employee compared with the provisions of the responsibility provided for by the legislation. Requirements for the candidate for the adviser to the general director of the criteria, in accordance with which a candidate for the post of advisor is selected The Director General, primarily include education requirements.
Thus, from the above legislation, it follows that the staffing of the institution is approved by the head of the institution; At the same time, the coordination of it with the founder is not required, the procedure for approving a new standard schedule does not depend on the sources of financing remuneration of employees of the institution. At the same time, the obligation should be executed in the case of its establishment in the legal act of the founder or consolidate in other agreements governing the wages of workers. On the procedure for making changes to shr, see Details in Extras. Materials. Popular questions Details in Framework materials: 1.
Accompanies the head in business trips, meetings, special techniques, etc.; It takes direct participation on issues indicated by the leadership, reports to the head of these events. Protocols and other documents that make up the course and results of meetings, negotiations, meetings, etc., communicates with organizations, government agencies and local governments, public, the media to address issues marked by the head and not requiring direct participation of the head. On behalf of the head coordinates certain issues with employees of structural units, it brings to them instructions and orders of the manager, controls their implementation. Collecting materials and information, prepares analytical, information, reference and other materials and presents them to the head.
The employee is obliged to attend the workplace in the first hours (PN from 10-00 to 12-00 and PT from 10-00 to 12-00), at weekly meetings, on unscheduled meetings. An employee must ensure its presence on a daily morning glider in from 9-30 to 10-00 personally or remotely using Internet or telephone.

Payment The employee establishes payment in accordance with the staffing schedule. If you fulfill your duties, the lack of comments on the quality of work, the employee is paid a monthly bonus in the amount of the salary.

Advisor Director - It is an extremely relevant position that is rather responsible, for this reason, quite strict requirements for the choice of candidates are formed, as well as obligations that define the main activities of the specialist in the enterprise. In fact, such an adviser complies with the role of competent management of the company, together with the head, analyzing the state of the enterprise at the current time, and selecting the most optimal variants of development, promotion, improving the image and significance. The activities of the specialist is analytical, as he has to study, analyze and explore, in order to determine the most optimal ways of development. Specialist refers to a senior position.

At the same time, in many enterprises, this position is not provided, since the director itself produces all analytical actions. On the other hand, large enterprises are trying to distribute duties and powers, to ensure that the director's activities, it is for this reason, and create such a position that may include a lot of different obligations and responsibilities. Immediately, let us say that the adviser is endowed with a very significant number of powers. And here it should be noted that all the rights managed by such an employee must certainly be described in the instructions in order to eliminate the lack of execution of the instructions of this specialist.

The specialist of this format examines the reports of all divisions, examines the leadership orders, analyzes the situation in the enterprise to develop development strategies, optimize the structure of an advertising company, choose more efficient paths that would allow to increase profitability and reduce the cost of expenses. Such obligations are key to the adviser. After research and analytical surveys, the specialist is a report and provides its director. Such reports are compiled weekly. The head gives the reporting characteristic and chooses the ways of development that can bring the desired prospects now, and it is precisely those methods that will be beneficial from a financial point of view.

Among other things, the specialist works all the time on the adoption of competent solutions that would relate to reduce the level of expenditures on the implementation of those or other processes of production. That is, in fact, work is carried out, which is aimed at reducing the costs associated with the enterprise, in order to increase profits and efficiency. As you understand, not every person is able to carry out such actions. It is for this reason that a rather hard aspect of the selection of candidates is formed. Moreover, the guide is most often preferred to applicants who have several higher education in the desired field of activity.

A very important aspect of the selection of the applicant is also considered to know the specific specifics of the enterprise. For example, if we are talking about a company that is engaged in the production of some raw materials, the specialist should have deep knowledge in this matter, because it is possible to implement the process of competent analysis of the current state of affairs at the enterprise and develop a system of improvements and improvements. Among other things, it must be said that the list of duties, as well as the claims for the candidate directly depends on the specifics of the enterprise. By drawing up the job instruction, the head must extremely evaluate all the nuances and important points in order to actually implement the process of forming those requirements that will allow you to choose the best specialist.

Requirements for specialist

All requirements that determine the profession are specified in the overall position of the instruction. Here you need to be extremely attentive, trying to clearly determine which specialist needs a company, and what kind of data it should possess:

• The specialist must have a higher education. Immediately let's say that preference is given to education in the field of management, management, marketing, advertising. Often the management indicates that the specialist should have several diplomas;
• A description of the experience is established. For this profession, the experience is very important. It is for this reason that the rules are established, which determine what specialists are accepted for the position, who worked in a business for at least a year;
• Personal qualities are determined - adequacy, mobility, communicability, ability to analyze and make decisions, the ability to properly optimize your working day, etc. The list of personal qualities may be quite significant;
• Requirements for the skills of using a personal computer and a certain provision of a software. In our modern time, all the work of specialists is carried out exclusively through computers, and specialized software is being used;
• It is indicated that the specialist should have a driver's license or know English, if necessary.

The list of requirements may be more significant. Remember that its creation reflects all the requirements that are exposed to positions, and in particular, to applicants for a vacant place.

A competently compiled description of the requirements protects the leadership of negative controversial situations that may arise as a result of a refusal to accept the applicant. The fact is that by law it is impossible to form a refusal if the applicant meets all the requirements defined in the instructions. Therefore, the requirements should be described by you extremely clearly, accurately and in detail. Only so you insight yourself from negative consequences and you can choose a true specialist.

The main list of functions are formed, which determine the actions of the employee at the enterprise:

• Research. It is aimed at significantly developing the available potential of the enterprise. At the same time, a specialist is studying all the nuances of the company itself, the possibility of its development with minimal costs, aspects of the impact of competition, territorial expansion, studying the activities of offices, taking into account the possibility of their expansion, etc. That is, this activity is initially aimed at obtaining accurate data , on the basis of which it will be possible to continue to make strategic development plans;
• Activities to improve the relevance of the company. The specialist carries out work on creating an image, produces work that is aimed at raising the ranking on the market, considers the possibilities of interaction with foreign companies, expands the potential of investment. All activities are reduced to the fact that the specialist makes the analysis and amounts to special rating plans, and offers them further to the head of the enterprise for sale;
• Performs calculations on financial turnover. In this situation, the specialist, after a detailed study of all important criteria for the work of the enterprise, makes peculiar conclusions, assesses the possibility of optimizing work, taking into account the reduction in the cost of production activities. That is, all actions are carried out, on the basis of which it will be possible to reduce the cost level of the enterprise and at the same time significantly increase the efficiency of its work as a whole;
• Works are carried out on the maintenance of documentation, which concerns the cost of the enterprise. Standard financial plan reports are drawn up, and in parallel with them the process of developing plans is carried out, on the basis of which it will be possible to reduce certain costs;

The process of analyzing and developing techniques, which would reduce the cost of the enterprise for production work. In this case, a very important aspect is that the specialist studies, analyzes and recommends that the various introduction of an innovation plan, which may be essential for the development of the enterprise as a whole.

Thus, the main functions that determine the position of advisor are formed. And on the basis of them, it will be possible to make a more detailed description of the duties.

The list of duties can be quite different, as it is formed depending on the characteristics of the direction of the enterprise, and from the personal visions of the qualities of the adviser from managers. At the same time, there are standard aspects that are described as liabilities almost everywhere. We invite you to explore the standard list of duties that are most often determined for advisers, but this does not mean that you cannot upgrade it yourself. In fact, you can specify any data, some remove, it all depends on your vision of this profession:

• The specialist must produce the necessary actions that are aimed at studying the nuances of the enterprise, with the need for analyzing and drawing up the plans of the current state;
• The activity of the research plan is carried out, which is aimed at the possibility of expanding the influence of the company and increase the level of income;
• The need for research on interaction with investors is determined. A specialist is developing plans on the basis of which it is possible to significantly expand the influence of the company's influence on investors;
• Be sure to produce actions that are aimed at choosing optimal options for promoting the company on the market;
• Work on the study of consumer demand is formed, taking into account the further development of plans, which concern the modernization of goods or services provided. That is, in essence, a plan is drawn up, which will make the company's proposals even more attractive;
• The structure of increasing the relevance of the company at the expense of exhibitions, shares, discounts and other options that can make the process of representing new goods, materials of raw materials as quickly as possible;
• The specialist analyzes the expenses that exist at the enterprise at the current time of time, performs the process of drawing up plans, on the basis of which in the future can be significantly reduced by the number of expenses;
• Activities are carried out to study new methods, technologies, a certain raw material, in order to introduce them into production processes, in order to reduce costs and a significant increase in efficiency;
• The structure of expansion of influence zones in the territorial plan is developing. The specialist worked out projects of actions that are aimed at creating new units, conducting advertising companies, opening offices, providing advice to buyers or services of services, etc.;
• All necessary actions are manufactured that are aimed at studying the financial position of the company at the current time. A comparative analysis is carried out, an action plan is drawn up aimed at a significant reduction in costs of all production processes;
• Plans to optimize work activities, taking into account the use of professional specialists, whose attraction can be the basis for creating new methods of production precisely within the company;
• All actions to develop plans and projects of development strategy Specialists are carried out independently, however, the implementation of such projects is made solely on the basis of informing the management. Only after the approval of the director, projects can be implemented.

As you can see, the list of obligations under this profession is determined very significant. But, it is not standard. Each manager has a full-fledged right to independently determine all the nuances that concern this position. At the same time, it should be clearly prescribed not only the duties, but also rights. Accordingly, the prerequisite for the normal operation of such an employee is considered to create a competent instruction of a job format.

Mandatory in the instructions will need to specify a certain number of powers that are given a specialist of this format:

• The employee can carry out the process of requiring all sorts of data that operates the company to carry out further consideration and analysis. In fact, this duty determines that a person has full opportunities to use the company's information to further use it in the process of fulfilling its direct duties;
• There is also the right to attract third-party organizations to implement research procedures. Here it is necessary to say that today there is a significant number of companies that provide a full-fledged package of services that directly relate to the question of a competent study of certain criteria for competitive companies. Actions should be carried out exclusively within the framework of the RF Law;
• The specialist's right includes the possibility of monitoring the activities of other specialists, taking into account the fact that employees must certainly carry out responsibilities assigned to them, and should carry out certain actions aimed at the development of the company as a whole;
• It is very important that the advisor to have the right to carry out activities with certain specialists, in order to competently determine their work towards the company's prosperity. The activities of such specialists can be formed on the basis of previously developed projects that are aimed at reducing costs and increase efficiency;
• The specialist of this format will certainly carry out activities that concerns the compilation of reporting documentation for further consideration by management, in order to use the developed strategies for the development of the enterprise;
• The adviser has the right to participate in the discussion of certain nuances of the company, and also takes part in the consideration of those or other solutions;
• The adviser is endowed with the right to inform the leadership of all the shortcomings that were identified as a result of certain activities to study the state of the company and the work of certain specialists. In this case, specialized reports are formed in which information is made about what disorders were discovered, as well as they are best eliminated;
• A specialist can develop certain instructions or instructions for the implementation of the other activities of employees to improve the quality of the enterprise in general;
• The employee's right to exercise various requests to the departments and divisions of the Company, to obtain the information on which the methods of popularization, increase sales, the formation of the development structure, etc. have been developed on the basis of which in the future;
• A specialist can nominate certain requirements for management that concern directly improving the conditions and regulations of the storage of documentation, improving the working conditions of professionals in the enterprise, etc.

That is, in fact, the list of powers of a specialist can be quite significant. You certainly need to implement the procedure for its development, as it is in this way, you give your employee with authority to fulfill their duties and tasks. Many managers pay little attention to this aspect, which in the future becomes the basis for the formation of significant problems.

Responsibility of a specialist

A specialist of this format bears a significant burden of responsibility. At the same time, you should draw your attention to the fact that the responsibility of the material plan in this situation is extremely rare. After all, an adviser, in essence, develops and makes plans, and already takes their head, as well as responsibility for their implementation. That is, the adviser can develop a significant number of plans and project development projects, but only the head has the right to make a decision to introduce such projects into life.

The specialist should also know the regulatory acts of the enterprise, as well as the norms of legislation. Based on what, he will be able to competently carry out its direct duties, while not violating the established requirements.

If some violations of the specialist are, then in this case it is formed responsibility, which must certainly be spelled out in the instructions of the official format.

• General

A list of those requirements are formed, which the manager presents to the profession, and also establishes certain organizational moments:

1. It is indicated by the level of education, which should have a specialist;
2. You should certainly specify the experience of the experience, as well as various data on skills, additional knowledge, skills and qualities;
3. The interaction of the employee with other employees and the scope of submission is determined;
4. Certainly the indication is formed on the structure of the position of position;
5. There are norms that relate to the question of knowledge by a specialist of certain legislation.

• Description of duties

The list of responsibilities we indicated above, you can use them in order to compile a detailed description of all the nuances of the specialist. It is quite obvious that the proposed list is a kind of example. You can add it or modify to your individual requirements. The most important thing in the case of the preparation of this section is that all data should be indicated exactly, clearly and concise. And it should be avoided incomprehensible and multivalued wording.

The above is also formed a list of powers that are defined for this profession. The list can be modified under your requirements. At the same time, immediately let's say that if you do not make a list of rights, in fact, your employee will not have them in the enterprise, and therefore will not be able to competently and correctly carry out their professional activities.

The list of powers can also include an indication that the adviser has the right to request the manager to provide opportunities for the professional responsibilities of the employee.

• Responsibility

Any position at the enterprise is certainly combined with a certain responsibility. It is for this reason that it is an extremely important aspect to draw up a clear description of those aspects to which the employee should pay close attention. Violation of the established norms of instructions may entail dismissal. A violation of legislative requirements may be the basis for the formation of more serious problems with state structures.

The instruction is compiled by a personnel specialist, and it must certainly be further approved by management. In certain cases, the head itself develops a list of responsibilities for certain positions. In particular, according to the post of advisor, the list of responsibilities and rights, as a rule, is exactly the director. After that, the choice of a specialist and its employment is formed, and the selection of the candidate is based solely on the requirements specified in the instructions, and the work of a specialist is based on the responsibilities described earlier. The employee must receive instructions for painting. Moreover, in this case, an aspect of reducing the expense of the director's time for familiarization of a specialist with his official duties is formed. If the employee is not in its activities to meet the standards of this instruction, it is formed the possibility of its dismissal. For a more complete awareness of the nuances of the profession, we recommend visoring the video.

It is an internal document of the organization, establishing all the nuances and features of the work of this specialist in the enterprise. On how to make such a document and what moments it should be considered, it will be discussed below.

The main job task of the general director adviser is to advise the head of the company on certain issues in order to assist in making guidelines. Similar functions can perform deputies, helpers and consultants of the general directories.

A concrete list of official duties and other features of the work of this employee determines official instructions of the general director adviser. This internal document of the enterprise each company is developing independently, based on the specifics of its work and requests for an employee who occupies the adviser to the general director.

At the same time, despite the locality of the job instruction and the freedom of the provisions established in it, employers in most cases are trying to follow the traditional structure of the document adopted by the customs of personnel workshop. This is explained by the fact that the generally accepted option allows you to take into account all the necessary moments and features of the employee's work activity at the enterprise.

The traditional form of the job instruction involves the placement on the title page of the document or in its first lines (if the document does not have a title list) of information on the date of approval of the instructions and the head, approved by it, with his own signature of the head.

Do not know your rights?

1. General. This is an introductory section, which contains information about the basic requirements for the candidate for the post of advisor (Education, work experience, other professional skills, a list of legislative and internal documents of the enterprise with which the applicant must be familiar with). In the same part of the official instruction, the procedure for the adoption, dismissal and replacement of the employee is designated the place of position in the organizational-staff structure of the Organization, the immediate boss is indicated.
2. Official rights and obligations. The main section of the document requiring particularly thorough work on it. Labor legislation contains a provision that allows an employee not to fulfill any other instructions and responsibilities, except those that are defined in the employment contract and the job description. Thus, the less and more precisely, the labor rights and obligations of the employee in this section will be established, the easier and more efficient work and the labor tasks facing the specialist will be carried out.
3. The responsibility of the employee. This section contains a list of violations for which the employee can be held accountable and punished. The presence of this section in the official instruction allows us to specify the responsibility established by labor legislation. However, when developing a job description, it is important to remember that sanction measures envisaged in this document should not exacerbate the position of the employee compared with the provisions on the responsibility provided for by the legislation.

Criteria, in accordance with whom the candidate is selected for the post of advisor to the Director General, primarily include education requirements. Due to the fact that the position of the director's adviser refers to the governing and actually equivalent to the posts of deputies or the first deputy director, usually put forward a condition for the presence of higher education. If we talk about what kind of higher education is required by a candidate for the post of advisor to the general director, then options are possible.

Official instructions of various enterprises contain a variety of artworks, the necessary advisor, from generalized (for example, humanitarian) to quite concrete (for example, mathematical). Analysis of job descriptions allows us to conclude that in determining the type of higher education as a requirement established in the official instruction for the office of the Director Advisor, employers proceed from how precisely the specialist will work. That is, if an adviser on commercial issues is being taken to work, then natural will require the requirement of higher economic or financial education. If an adviser is needed with any other specialization (for example, radio engineering), relevant education and must be established in the job description.

In addition to the requirements for the formation of a candidate selection criteria, experience and additional professional skills are also included. As for experience, the required duration of labor activities in a senior position for the Director Advisor, as a rule, ranges from 3 to 5 years. Additional professional skills can be attributed to:

• knowledge of foreign language;
• ability to work with specific computer programs;
• business planning skills and MN. Dr.

Despite the fact that each organization develops job descriptions independently and is valid at its discretion to determining that a set of job responsibilities, which is optimal for it, to designate a generalized list of official duties inherent in the general director adviser, is quite possible.

In most cases, the official responsibilities of the adviser include:

1. Control of a certain type of activity of the organization (financial, industrial, etc.).
2. Analysis of performance indicators enshrined at the adviser to the general director of the firm's activities.
3. Participation in the development of measures and measures to optimize and improving the efficiency of the enterprise for the activities enshrined behind the adviser.
4. Drawing up reporting on the results of the activity of the specified direction of work.
5. Taking on the powers of the Director-General (fully or in some part) in its absence.
6. Control over observance by employees of labor and production discipline, labor protection rules, safety requirements.
7. Informing the team about orders, orders and orders of the general director.
8. Control over the execution by employees of orders, orders and instructions of the director.

The official rights of the general director adviser are associated with its duties and, as a rule, are designed to ensure the performance of labor functions, facilitate implementation and increase the efficiency of labor productivity. The main job rules of advisor can be attributed:

• the right to instruct the company's employees as part of their competence;
• the right to participate in the discussion and development of orders, instructions, orders, contracts and other local and external documentation;
• the right to inform the management of the identified shortcomings in the organization's activities;
• the right to get acquainted with any information and documents within its competence;
• the right to demand from the leadership of ensuring proper working conditions.

Thus, the official instruction of the general director adviser is usually drawn up by a template defined by the customs of personnel office work. The main thing is to pay due attention to the description of the official and responsibilities of the employee, the list of which depends on the specifics of the company's activities and the directions for which the specialist will have to work.