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Job description of a programmer - sample. Name of positions in the staff list Programmer position in the staff list
In order to determine the positions that, according to labor activity organizations must appear in the state schedule, one must rely on the binding act: if the enterprise is listed as state, in this case, strict control over the staffing table and an indication of all potential vacancies in the enterprise, as well as an indication of the total number of positions occupied by workers, are necessary.
The staffing units of the schedule may include the position of a lawyer, contract manager, security guard, electrician, foreman and many other specialties.
Categories and types according to the classifier
Let us turn to Federal Law No. 79, which classifies and regulates the categories and groups of positions in the civil service of the Russian Federation.
The main groups of work positions in the staffing table:
- higher;
- main;
- presenters;
- elder;
- junior.
- Leaders- they occupy the highest positions in the organization and carry out activities to manage all the resources of the enterprise, including personnel. This category is divided into 3 groups: top, chief and leading managers.
- Helpers- these employees are otherwise referred to as advisers. They are responsible for supporting their superiors, in other words, they follow their orders and take full responsibility, taking on the position of leader for a while if necessary.
- Specialists– are engaged professional activity within the framework of specific tasks set by the management. This category is divided into 4 groups: higher, chief, leading and senior specialists.
- Providing specialists- are typified on the basis of the activities of the enterprise, their scope of work is extensive and includes the following items: business, documentation, organizational, financial, economic and information.
Below is a sample staffing table indicating the staff units:
Profession codes - what is it, what is it used for?
The job classifier is a catalog of all professions related to the activities of the enterprise; for convenience, it indicates the codes used in the staffing table.
Code and category are structural indications of subordination. Let's say the main department is numbered 03, in which case the employees who are subordinate to it will be displayed as 03.01, 03.02, and so on. The categorization also adds the appropriate digits to the common code if a subsequent division occurs.
Institutions engaged in state activities are a priori required to have this directory, while other organizations are not subject to such requirements.
The catalyst for such actions is the increase in the number of employees in the company. or optimization of existing processes.
This work has the right to take on the bosses, employees of the personnel and legal services and accounting, besides, you should not forget that ordinary employees can also do this work if they have a power of attorney drawn up in writing.
- To introduce a new position, first of all, it is published, certified by the signature of the head,. It states:
- period of the staffing table;
- date and place of approval;
- the person who is executing the order;
- and the reasons for making adjustments, this may be due to an improvement in the structure of the organization, reorganization of the unit, optimization of managerial work, etc.
- And after that, the content of the staffing column changes and a new position is introduced in accordance with the general procedure.
Change procedure: subtraction and renaming
Therefore, the procedure for reducing and renaming a vacancy involves making adjustments to all related documents.
Sample notice to an employee about renaming a position:
Sample supplementary agreement to the employment contract:
What to do if any unit is not in the schedule - is it possible to accept an employee?
You can hire an employee in such circumstances in a non-governmental organization, where the order of all internal processes is regulated by the authorities, however, it must be understood that if there are no positions in the staff list, then this may somewhat complicate the event to reduce the number of employees in the future.
In addition, in certain situations, this is regarded as a violation of paragraph 4 of Article 5.27 of the Code of Administrative Offenses of the Russian Federation by the tax authorities. And as a result of the organization, it is necessary to start a court case in order to challenge the illegal actions of the Federal Tax Service employees.
Conclusion
If the enterprise is non-state, then the management willfully solve the issue of adding the staffing table to the documentation.
But still, for a company, such a tool is very convenient for doing business with a large number of human resources, since staffing makes it easier to analyze ongoing processes; and besides, with the inevitable verification tax authorities staffing helps to avoid unfair remarks on their part.
In any business, in addition to growth and profit, there are situations when the financial condition of the company begins to deteriorate and it is necessary to take measures to overcome the crisis. As a rule, one of them is the optimization of the structure of hired personnel and, accordingly, the reduction of one or more.
Reducing the staff
It is not a document that is accepted in the organization once and does not change until the end of the activity. Since this local regulation should characterize the current staff structure, it is reviewed when expanding the business, changing production or sales technology, during financial difficulties.
The need to exclude one or more positions, and sometimes entire departments, may be dictated by:
- diversification of activities;
- crisis phenomena;
- changing sales markets;
- updating the technological component;
- updating this local regulatory act;
- other reasons.
The procedure for actions in the staffing table depends on whether this document will be brought into line with the actual staff structure, or the exclusion of one of the positions will lead to the real dismissal of one or more employees.
Reduction of vacancies in the staffing table
Before proceeding to the dismissal of working employees, the employer is obliged to review the current one for the presence of vacancies in it. You can also remove unnecessary units from a document during a planned change.
For example, a company has a vacancy " ”, but in practice the flow of documents is small and other employees independently cope with the duties of maintaining document management. In such a situation, you can change the schedule and remove this unit from it.
If the position in the staffing table is reduced without the actual dismissal of employees, then the procedure is as follows:
- rationale for changes;
- drawing up a new local regulatory document;
- issuance of an order to change (approval) of the updated document.
At the same time, there is no need to comply with the deadlines established by law for the reduction of employees.
You can clear the staff list from vacancies at any time. Since there are no employees who actually occupy them, and the dismissal procedure will not be carried out, changes can be made even a few days before the start of the action new edition this local regulation.
Justify the need to reduce the staff of the company due to vacancies can be financial services, as part of proposals for overcoming the crisis, personnel departments or heads of departments and departments where such units are located. To do this, you need to draw up a memorandum (service) in the name of the head of the company or its owner with the motivation for the absence of the need for this position or hiring an additional employee.
An example of justification for the exclusion of a vacant position
to CEO
Research and Production Association "Geliostomak"
Cherezkhvostova P.S.
Head of the administrative and economic service
Chistyulkina E.K.
memorandum
No. 67 dated 10.10.2018
From 09/01/2018, the transfer of functions for cleaning office space occupied by NPO Geliostomak was carried out at the address: Semipolatinsk, st. Vedeneeva, d. 145, premises 224 - 247, to the management of the building company "Quarter". In this regard, 4 positions of “office cleaner” were vacant in the staff of the ACS (employees were dismissed by transfer to LLC “Kvartal”).
Since there is currently no need to recruit personnel for these jobs, I ask you to exclude the vacancies "office cleaner" (4 s.u.) from the structure of the administrative and economic service during the planned approval of the staffing table from 01/01/2019.
10.10.2018 Chistyulkina E.K.
Exclusion of a vacant position from the staff list
After considering the justification, the company's management orders to change this local regulation. As a rule, in the form of a resolution on the received official or memorandum. For example, "I agree. Head of Human Resources to make changes.
Employees of the personnel service, having received such an order, prepare changes and an order for their introduction.
If the change is large-scale, or several departments simultaneously applied for the exclusion of vacancies, then instead of preparing a new version of the current local regulatory act, it is necessary to prepare a new document and carry out the procedure for its approval.
An order for exclusion from a local regulatory act, vacancies can be drawn up as follows:
SPA "Geliostomak"
Semipolatinsk
ORDER
No. 245 dated October 20, 2018
About changes to the staffing table
Due to lack of production
I ORDER
- To exclude from the staffing table No. 8 of 01/17/2018 the position of "office cleaner" (4 s.u.) from 01/01/2019.
- Control is assigned to the head of the personnel department and the chief accountant.
Justification: memorandum of the head of the administrative and economic service dated October 10, 2018 No. 67.
Applications:
Memorandum of the head of the ACS dated October 10, 2018 No. 67
Staffing No. 8 dated January 17, 2018.
General Director of NPO "Heliostomak" P. S. Cherezkhvostov
Reduction of vacancies, for which the company does not currently need to hire specialists, is the simplest procedure for optimizing the personnel structure. If it is necessary to exclude positions occupied by real employees from this document, the procedure and timing of this procedure are strictly regulated by law.
Reducing the position in the staffing table with the dismissal of employees: procedure
The release of employees with the simultaneous exclusion of jobs from the staff structure is associated with additional financial and time costs for the company. In addition to the increased amount of payments, in the event of a revision of the personnel structure, it is necessary to notify employees falling under this procedure in a timely manner, and in case of a large-scale curtailment of activities, inform the trade union committee and the department responsible for employment.
With a reduction in staff, there is a direct legislative ban on the dismissal of some employees, due to their social status.
For example, you cannot lay off a pregnant employee or a single parent.
Failure to comply with their rights will entail a fine for the employer, and in some cases criminal liability.
As a rule, it is associated with an unfavorable financial situation in the company. At the same time, before making a decision to dismiss employees, several steps can be taken to reduce the total amount of payments upon the release of personnel:
If the exclusion of units from the schedule is associated with the dismissal of the employee occupying it, the deadlines for notifying the employee must be observed (Article 180 of the Labor Code of the Russian Federation).
After considering all options for reducing and making a decision to reduce jobs, it is necessary to draw up and approve a new local regulatory act on the structure of personnel in advance or make changes to it. This must be done no later than 2 months before the exclusion of the workplace from this document.
An order to reduce jobs and exclude staff units can be drawn up as follows:
ALC "Tradecom"
Nizhnemartovsk
ORDER
No. 26/k dated October 12, 2018
About job cuts
Due to the deteriorating financial position of the company and the need to implement measures to reduce costs
I ORDER:
- Remove from the staff list the post of "sales specialist" (2 s.u.) in the department of sales and logistics.
- The head of the HR department should take all necessary measures to notify employees and formalize the procedure for dismissal to reduce staff.
- To the chief accountant to calculate and timely pay all necessary compensations to dismissed employees.
- Control over compliance with the established dismissal procedure and compliance with the deadlines shall be entrusted to the Deputy Director for Human Resources Perevalov I.D.
- The new version of the staffing table No. 4 of 02/01/2018 comes into force on 01/01/2019.
Applications:
Action plan for the financial recovery of ALC "Tradecom"
Staffing No. 4 dated February 1, 2018
Director Pustokhvalov A.V.
Notification of layoffs
After the management issues an order to exclude jobs from the local regulatory act, employees who are subject to dismissal are familiarized with this document. Additionally, they must be given written notice of the impending termination. labor relations. In cases specified by law or collective agreements, it is necessary to notify the trade union committee and the employment service of the upcoming release of workers.
The downsizing employee must receive notice no later than two months before the date of termination.
This document is drawn up in two copies, one of which is handed over to the employee, who personally testifies to its receipt. This document can also offer job vacancies.
It is necessary to offer all possible employment options, regardless of size wages.
In this case, qualification requirements and health status are taken into account.
For example, an employee with a legal or economic education may well be offered a job as a specialist in accounting, marketing services, a financial department, or a job that is not associated with special qualification requirements (loader, cleaner, auxiliary worker, etc.). But you should not offer vacancies for an engineer or technologist that require a specialized education.
The same situation is with laid-off employees who have health problems. For example, you can not offer work related to heavy physical activity, a person with a musculoskeletal problem, or a job in a processing shop for an employee with a dust allergy.
In addition, the legislation does not restrict the employer in transferring the laid-off employee to vacancies with a salary level lower than he received in the position excluded from the local regulatory act.
Example of notice of job redundancy
Additional Liability Company "Tradecom"
Mukhovozova E.S.
Sales Specialist
Sales and logistics department
NOTIFICATION
About downsizing
October 29, 2018 No. 4
Dear Ekaterina Sergeevna!
Due to the difficult financial situation of Tradecom ALC, it was decided to reduce the position of a sales specialist (order No. 26/k dated 10/12/2018).
We notify you of the upcoming dismissal from 01/01/2019 under paragraph 2 of Art. 81 of the Labor Code of the Russian Federation. Upon dismissal, you will receive all compensation payments required by law, the employment contract and the collective agreement.
We would like to inform you that in accordance with clause 117 of the Collective Agreement No. 456 dated September 25, 2017, you can also use 2 working days per month to look for work (upon application).
We also invite you to consider the possibility of taking the following vacancies in ALC "Tradecom":
Specialist in contract work (temporary workplace) in the supply department with a base salary of 32,000 rubles.
Payroll Economist in the Department of Financial Support with a base salary of 27,000 rubles.
You can write an application for a transfer to the proposed vacancies addressed to the head of the personnel department Menshinskaya O.G.
Director of ODO "Tradecom" Pustokhvalov O. V.
Notice of dismissal received on October 30, 2018 Mukhovozova E.S.
Dismissal of an employee due to downsizing
After all the necessary measures have been taken, and the employee has refused the job offer, or there are no vacancies in the company, he is fired.
By agreement between the employer and the employee, it is possible to dismiss the employee before the expiration of the two-month period.
For example, an employee found another job a couple of weeks after receiving the notification. He can write an application with a request for a reduction procedure before the expiration of two months from the date of notification. In this case, the employer, having agreed to release the employee earlier than the period established by law, will not be held liable for violation of the employee's rights.
The procedure for excluding a position from a local regulatory act that characterizes the structure of hired personnel, an employee and the payment of all due compensation and money earned is ending.
You can compose this document in the following form:
ALC "Tradecom"
Nizhnemartovsk
ORDER
No. 39/k dated December 28, 2018
On the dismissal of an employee (termination employment contract)
Due to downsizing
I ORDER:
Reasons: Order No. 26/k dated October 12, 2018 “On the reduction of positions in the staff list”, notice No. 4 “On staff reduction” dated October 29, 2018, E. S. Mukhovozova’s statement with the refusal of the proposed vacancies dated December 01, 2018 of the year.
Attached to the order are copies of the documents specified in the justification for the dismissal.
Director Pustokhvalov A.V.
The procedure for registering a reduction in a position in the staffing table depends on whether employees working in the company will be fired as a result of these events. When bringing this document into line with the real structure of hired personnel and excluding vacancies from it, it is enough to justify the changes and issue an order from the management or owner to approve a new version of this local regulatory act.
In the case of the dismissal of employees occupying an excluded position, it is necessary to comply with all the requirements of the legislation on the procedure for releasing employees and try to minimize the costs of the employer by offering other jobs or dismissing employees for other reasons. In case of violation of the rights of the dismissed personnel, the employer may not only receive a fine, but also a court proceeding on the illegality of the dismissal.
Is it possible to introduce the position of an intern programmer into the staffing table, while concluding a regular employment contract, not urgent, without reference to the internship program. or in this case need to develop an internship program? thanks elena
Answer
Answer to the question:
The employer, as a rule, determines the names of positions and professions at his own discretion.
However, if the labor legislation connects the provision of compensations and benefits (early retirement, additional leave) with the performance of work in certain positions or professions or establishes any restrictions, then the names of such positions and professions must correspond to qualification reference books. The indicated correspondence should be observed both in the employment contract with the employee, where his position (performance of work by profession) will be indicated, and in the organization's staffing table. This follows from the provisions of paragraph 3 of part 2 of article 57 Labor Code RF. Failure to comply with this condition will deprive the employee of the right to receive benefits and compensation.
For a list of qualification reference books, see add. materials.
The qualification directory of the positions of managers, specialists and other employees, approved by the Decree of the Ministry of Labor of Russia dated August 21, 1998 No. 37, provides for position "software engineer (programmer)" .
Nina Kovyazina,
Deputy Director of the Department of Education and Human Resources of the Ministry of Health of Russia Ready-made plan of the main affairs of the personnel officer for the first quarter of 2019
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1) The staffing of the enterprise is compiled on the basis of the reference book OKPDTR section "Job descriptions". The reference book OKPDTR has a classification of the profession "software engineer" code 22824. The company employs employees in this profession with different categories and the staffing table provides for categories 1, 2, 3 and the highest. Question: Is this a violation? schedule, we want to introduce the position of "software tester". There is no such position in the OKPDTR directory. However, the EKSD directory contains a qualification characteristic for this position. Question: What documents should be followed to develop the staffing table? Should the job description be developed in accordance with professional standards? Question: Can positions not correspond to the names specified OKPDTR and EKSD? Question: What classifier is the Pension Fund guided by to determine the length of service when assigning a pension? based on qualification characteristics from the EKSD reference book?
1) No, it is not.
The employer, as a rule, determines the names of positions and professions at his own discretion. According to the qualification directory of positions of managers, specialists and other employees, the position of Software Engineer has 3 categories: 1, 2 and 3 and a specialist without a category.
2) The employer, as a rule, determines the names of positions and professions at his own discretion. Positions may not comply with OKPDTR and EKSD.
However, if the labor legislation connects the provision of compensations and benefits (early retirement, additional leave) with the performance of work in certain positions or professions or establishes any restrictions, then the names of such positions and professions must comply with qualification directories or relevant provisions. professional standards.
Speaking of qualification reference books, first of all it is necessary to use the following ones:
Yes, you can develop a job description yourself, in accordance with the practice of distribution of labor functions that has developed in the structural unit. When compiling, you can also use the Qualification Handbook, approved.
The Pension Fund is guided by the Qualification Guides and.
Nina Kovyazina
How to make a staffing table
Calculation of staffing
Question from practice: how to determine the staffing of an organization or department
The number of employees of an organization or a separate unit is determined by its head in accordance with the structure of the organization, its functions and levels of management.
As a general rule, employers are free to determine both the staffing by positions and professions, and the number of employees performing a particular labor function. *
Job titles
Question from practice: how to indicate the names of positions and professions when compiling the staffing table
When drawing up the staffing table, the employer can use form No. T-3, approved by the Decree of the State Statistics Committee of Russia dated January 5, 2004 No. 1, or a self-developed form. In column 3 of this form, you need to enter the names of positions (specialties, professions) for the organization's staff units. As a general rule, positions are provided for employees who are primarily engaged in mental labor: management, collection, analysis, processing of information (for example, deputy head of the production department, head of the department). In turn, the concept of "profession" refers more to employees engaged in the production process, physical labor (builders, electricians, mechanics).
The employer, as a rule, determines the names of positions and professions at his own discretion. For example, the position of the head of an organization may appear in the staff list as a director, general director, company president, etc.
However, if labor legislation connects the provision of compensations and benefits (early retirement, additional leave) with the performance of work in certain positions or professions or establishes any restrictions, then the names of such positions and professions must comply with qualification directories or the relevant provisions of professional standards. * Specified compliance should be observed both in the employment contract with the employee, where his position will be indicated (performance of work by profession), and in the organization's staffing table. This follows from the provisions of paragraph 3 of part 2 of article 57 of the Labor Code of the Russian Federation. Failure to comply with this condition will deprive the employee of the right to receive benefits and compensation.
Speaking of qualification reference books, first of all it is necessary to use the following ones: *
- All-Russian classifier of professions of workers, positions of employees and wage categories, approved by the Decree of the State Standard of Russia dated December 26, 1994 No. 367;
- Qualification directory of positions of managers, specialists and other employees, approved by the Decree of the Ministry of Labor of Russia dated August 21, 1998 No. 37;
- All-Russian classifier of occupations OK 010-2014 (MSKZ-08), approved by order of Rosstandart dated December 12, 2014 No. 2020-st;
- unified tariff-qualification reference books of jobs and professions of workers by industry.
In addition to the above documents, organizations should also be guided by:*
- List of industries, workshops, professions and positions with harmful working conditions, work in which gives the right to additional leave and a shorter working day, approved by the decree of the USSR State Labor Committee, the Presidium of the All-Union Central Council of Trade Unions of October 25, 1974 No. 298 / p-22;
- Lists of industries, jobs, professions, positions and indicators that give the right to preferential pension provision, approved by the Decree of the Cabinet of Ministers of the USSR dated January 26, 1991 No. 10.
From the Decree of the Ministry of Social Development of the Russian Federation of August 21, 1998 No. 37 “On Approval of the Qualification Directory for the Positions of Managers, Specialists and Other Employees”
Software engineer (programmer)
Job responsibilities.* Based on the analysis of mathematical models and algorithms for solving economic and other problems, develops programs that provide the ability to perform the algorithm and, accordingly, the task set by means of computer technology, conducts their testing and debugging. Develops technology for solving problems at all stages of information processing. It selects a programming language for describing algorithms and data structures. Determines the information to be processed by means of computer technology, its volume, structure, layouts and schemes for input, processing, storage and output, methods for its control. Performs work on preparing programs for debugging and debugging. Defines the scope and content of these test cases, providing the most complete verification of the compliance of programs with their functional purpose. Carries out the launch of debugged programs and the input of initial data determined by the conditions of the tasks. Adjusts the developed program based on the analysis of 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 tools. It develops and implements systems for automatically checking the correctness of programs, typical and standard software tools, and composes information processing technology. Performs work on the unification and typification of computing processes. He takes part in the creation of catalogs and file cabinets of standard programs, in the development of forms of documents that are subject to machine processing, in the design of programs that allow expanding the scope of computer technology.
Must know: * Guiding and regulatory materials governing the methods of developing algorithms and programs and the use of computer technology in information processing; basic principles of structured programming; types of software; technical and operational characteristics, design features, purpose and operating modes of the computer, rules for its technical operation; technology of automatic information processing; types of technical information carriers; methods of classification and coding of information; formalized programming languages; current standards, number systems, ciphers and codes; the procedure for issuing technical documentation; advanced domestic and overseas experience programming and use of computer technology; fundamentals of economics, organization of production, labor and management; fundamentals of labor legislation; labor protection rules and regulations.
Qualification requirements.*
Category I software engineer: higher professional (technical or engineering and economic) education and work experience as a category II software engineer for at least 3 years.
Category II software engineer: higher professional (technical or engineering and economic) education and work experience as a category III software engineer or other engineering and technical positions filled by specialists with higher vocational education, not less than 3 years.
Category III software engineer: higher professional (technical or engineering and economic) education and work experience in the specialty acquired during the training period, or work experience in engineering and technical positions without a qualification category.
Software engineer: higher professional (technical or engineering and economic) education without presenting requirements for work experience or secondary vocational (technical or engineering and economic) education and at least 3 years of work experience as a technician of category I or other positions filled by specialists with secondary vocational education, not less than 5 years.
Personnel business: personal consultations
Is it possible to include in the staff list a position that is not in the all-Russian classifier?
Is it possible to include the position of a cadastral engineer in the staff list? This position is not in the classifier of professions, but the law on the state real estate cadastre provides for the activities of a cadastral engineer.
Maria Pavlova, labor economist (Sevastopol)
The All-Russian classifier of occupations of workers, positions of employees and wage categories (OKPDTR) includes the professions of workers and positions of employees in accordance with the unified tariff-qualification reference books (ETKS) 1 .
The names of professions and positions must be indicated in accordance with the ETKS, on the basis of which OKPDTR was compiled, in two cases. Firstly, if the provision of compensations and benefits or the presence of restrictions is associated with the performance of work in certain professions and positions (paragraph 3 of the second article 57 of the Labor Code of the Russian Federation). Second, if we are talking on employees of state and municipal institutions (Articles 143, 144 of the Labor Code of the Russian Federation).
In addition, all-Russian classifiers are used without fail when creating state information systems and information resources, as well as during the interdepartmental exchange of information, in other cases established by the legislation of the Russian Federation (clause 6 of the Regulations approved by Decree of the Government of the Russian Federation of November 10, 2003 No. 677). Based on the above, commercial organization may include the position of cadastral engineer in the staff list. *
Nina Kovyazina, deputy director of the department medical education and personnel policy in health care of the Ministry of Health of Russia
How to write a job description
The procedure for compiling a job description is not regulated by law, so the employer decides on his own who develops the instructions and how to issue it. *
In practice, the job description can be drawn up as an annex to the employment contract or as an independent document. Similar explanations are contained in the letter of Rostrud dated October 31, 2007 No. 4412-6.
And the instructions are usually developed by the one who is responsible for personnel records.
Section "Responsibilities"
In the "Responsibilities" section, list all the duties assigned to the employee in accordance with the practice of distribution of labor functions that has developed in the structural unit. When compiling a section, you can use the All-Russian classifier of occupations OK 010-2014 (MSKZ-08) Download the forms
We bring to your attention a typical example of a programmer's job description, a sample of 2019. Do not forget, each programmer's instruction is issued on hand against receipt.
It provides typical information about the knowledge that a programmer should have. About duties, rights and responsibilities.
This material is included in the huge library of our site, which is updated daily.
1. General Provisions
1. The programmer belongs to the category of specialists.
(-category II programmer: higher professional (technical or engineering and economic) education and work experience as a category III programmer or other engineering and technical positions filled by specialists with higher professional education, at least 3 years.
Category III programmer: higher professional (technical or engineering and economic) education and work experience in the specialty acquired during the training period, or work experience in engineering and technical positions without a qualification category.
Programmer: higher professional (technical or engineering and economic) education without requirements for work experience or secondary vocational (technical or engineering and economic) education and at least 3 years of work experience as a technician of category I or other positions filled by specialists with secondary professional education, at least 5 years.)
3. The programmer is hired and dismissed by the director of the organization.
4. The programmer must know:
- guidance and regulatory materials governing the methods of developing algorithms and programs and the use of computer technology in information processing, the basic principles of structured programming;
— types of software;
- technical and operational characteristics, design features, purpose and modes of operation of the computer, rules for its technical operation;
— technology of automatic information processing;
— types of technical information carriers;
— methods of classification and coding of information;
— formalized programming languages;
– current standards, number systems, ciphers and codes;
- the procedure for issuing technical documentation;
— advanced domestic and foreign experience in programming and use of computer technology;
— fundamentals of economics, organization of production, labor and management;
— basics of labor legislation;
- internal labor regulations;
— rules and norms of labor protection, safety measures, industrial sanitation and fire protection.
5. In his activities, the programmer is guided by:
- the legislation of the Russian Federation,
— Charter of the organization,
- orders and orders of employees to whom he is subordinate in accordance with this instruction,
- this job description,
- The internal labor regulations of the organization.
6. The programmer reports directly to __________ (indicate the position of the employee to whom he reports).
7. During the absence of a programmer (business trip, vacation, illness, etc.), his duties are performed by a person appointed by the director of the organization in the prescribed manner, who acquires the appropriate rights, duties and is responsible for the performance of the duties assigned to him.
2. Job responsibilities of a programmer
Programmer:
1. Based on the analysis of mathematical models and algorithms for solving economic and other problems, he develops programs that provide the possibility of executing the algorithm and, accordingly, the task set by means of computer technology, tests and debugs them.
2. Develops a technology for solving the problem at all stages of information processing.
3. Selects a programming language for describing algorithms and data structures.
4. Determines the information to be processed by means of computer technology, its volume, structure, layouts and schemes for input, processing, storage and output, methods for its control.
5. Performs work on preparing programs for debugging and debugging.
6. Determines the scope and content of these test cases, providing the most complete verification of the compliance of programs with their functional purpose.
7. Carries out the launch of debugged programs and the input of initial data determined by the conditions of the assigned tasks.
8. Corrects the developed program based on the analysis of output data. Develops instructions for working with programs, draws up the necessary technical documentation.
9. Determines the possibility of using ready-made software products.
10. Provides support for implemented programs and software tools.
11. Develops and implements systems for automatically checking the correctness of programs, typical and standard software tools, composes information processing technology.
12. Performs work on the unification and typification of computing processes.
13. Takes part in the creation of catalogs and file cabinets of standard programs, in the development of forms of documents that are subject to machine processing, in the design of programs that allow expanding the scope of computer technology.
14. Complies with the Internal Labor Regulations and other local regulations of the organization.
15. Complies with internal rules and regulations for marketing, safety, industrial sanitation and fire protection.
16. Ensures cleanliness and order in his workplace,
17. Fulfills, within the framework of the employment contract, the orders of the employees to whom he is subordinate in accordance with this instruction.
3. Rights of the programmer
The programmer has the right:
1. Submit proposals for consideration by the director of the organization:
– to improve the work related to the provisions of this responsibilities,
- on the promotion of distinguished employees subordinate to him,
- on bringing to material and disciplinary responsibility of employees subordinate to him who violated production and labor discipline.
2. Request from structural divisions and employees of the organization the information necessary for him to perform his duties.
3. Get acquainted with the documents that define his rights and obligations in his position, the criteria for assessing the quality of performance of official duties.
4. Get acquainted with the draft decisions of the organization's management regarding its activities.
5. Require the management of the organization to provide assistance, including the provision of organizational and technical conditions and execution of the established documents necessary for the performance of official duties.
6. Other rights established by the current labor legislation.
4. Responsibility of the programmer
The programmer is responsible in the following cases:
1. For improper performance or non-performance of their official duties provided for by this job description - within the limits established by the labor legislation of the Russian Federation.
2. For offenses committed in the course of their activities - within the limits established by the current administrative, criminal and civil legislation of the Russian Federation.
3. For causing material damage to the organization - within the limits established by the current labor and civil legislation of the Russian Federation.
Job description of a programmer - a sample of 2019. Job responsibilities of a programmer, rights of a programmer, responsibility of a programmer.
