Is it necessary to draw up a job description for a development manager?
Posted: Tue Jan 21, 2025 6:11 am
The Labor Code of the Russian Federation does not require that organizations draw up job descriptions. In accordance with the employment contract concluded with the employee, information must be provided about his business function, which includes the performance of tasks for the position corresponding to the staffing schedule, profession, specialty with an indication of the qualifications or specific type of assigned activity (according to Article 57 of the Labor Code of the Russian Federation). Therefore, the management of the organization cannot be held liable for the absence of these documents.
However, the job description usually serves as a source where the employee's job function is disclosed in more detail. It contains a list of the specialist's duties, taking into account the specifics of the organization of production, labor and management, and also indicates his rights and responsibilities (according to the Letter of Rostrud dated 30.11.2009 No. 3520-6-1).
This instruction usually doctor database includes both the employee's functions and the qualification requirements for the title or the activity performed (according to the Letter of Rostrud dated 24.11.2008 No. 6234-TZ). If any difficulties arise, you can look at a sample job description of a development manager and understand what exactly should be indicated in this document.
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The availability of such materials simplifies the interaction between the specialist and the employer. This facilitates the resolution of issues arising both with full-time employees and with new employees, as well as with candidates for certain positions. Rostrud (Letter of Rostrud dated 09.08.2007 No. 3042-6-0) emphasizes the importance of job descriptions as an integral element in the interests of both management and the specialist. Its availability brings the following advantages:
Objective assessment during the probationary period. The document allows for a more accurate assessment of the employee's performance during the probationary period, identifying his or her compliance with the stated requirements and expectations of the manager.
Reasonable refusal to hire. The job description may contain additional requirements related to the candidate's business qualities. This ensures a reasonable approach when making a hiring decision.
Distribution of labor functions. The document allows for a clear definition of the responsibilities of each specialist.
Temporary transfer to another job. The job description can be used for a short-term transfer to another position, which makes it easier to manage personnel in the event of a change in circumstances.
Evaluation of integrity and completeness of performance of the work function. The document is a tool for assessing integrity and completeness of the specialist's performance of his function.
Therefore, the preparation of job descriptions in an organization is considered an appropriate and useful tool for effective personnel management. This document can be included in the employment contract as its integral part and serve as one of its appendices.
Case: VT-metall
Find out how we reduced the cost of
However, the job description usually serves as a source where the employee's job function is disclosed in more detail. It contains a list of the specialist's duties, taking into account the specifics of the organization of production, labor and management, and also indicates his rights and responsibilities (according to the Letter of Rostrud dated 30.11.2009 No. 3520-6-1).
This instruction usually doctor database includes both the employee's functions and the qualification requirements for the title or the activity performed (according to the Letter of Rostrud dated 24.11.2008 No. 6234-TZ). If any difficulties arise, you can look at a sample job description of a development manager and understand what exactly should be indicated in this document.
Read also!
"How to increase the flow of customers by choosing the right method"
Read more
The availability of such materials simplifies the interaction between the specialist and the employer. This facilitates the resolution of issues arising both with full-time employees and with new employees, as well as with candidates for certain positions. Rostrud (Letter of Rostrud dated 09.08.2007 No. 3042-6-0) emphasizes the importance of job descriptions as an integral element in the interests of both management and the specialist. Its availability brings the following advantages:
Objective assessment during the probationary period. The document allows for a more accurate assessment of the employee's performance during the probationary period, identifying his or her compliance with the stated requirements and expectations of the manager.
Reasonable refusal to hire. The job description may contain additional requirements related to the candidate's business qualities. This ensures a reasonable approach when making a hiring decision.
Distribution of labor functions. The document allows for a clear definition of the responsibilities of each specialist.
Temporary transfer to another job. The job description can be used for a short-term transfer to another position, which makes it easier to manage personnel in the event of a change in circumstances.
Evaluation of integrity and completeness of performance of the work function. The document is a tool for assessing integrity and completeness of the specialist's performance of his function.
Therefore, the preparation of job descriptions in an organization is considered an appropriate and useful tool for effective personnel management. This document can be included in the employment contract as its integral part and serve as one of its appendices.
Case: VT-metall
Find out how we reduced the cost of