The title of the position of the head of the organization is specified in constituent documents and in connection with the regulatory reflection of the sole management body.
The principle of designating the head of an enterprise and its construction labor relations with the company depends on a number of factors and functional areas of the company, as well as on the scale of production or other activities.
Description of the director's position
As a rule, a person is appointed as a director non-profit structure, having a number of leadership, supervisory, representative and other functions for the management of the organization.
The director's key responsibilities and area of responsibility are directly related to the company's activities. For example:
- The head of the transport organization ensures the safety of transportation and the creation of conditions for the work and rest regime of drivers. In some cases, it is responsible for licensing activities and providing special vehicles.
- In the field Catering The head of the canteen or plant is personally responsible for the quality of food preparation, compliance with technology, sanitary standards, and product safety.
Under his leadership, a collectively developed development strategy for the organization’s profile is implemented, production and economic plans are implemented, and financial and economic issues are resolved.
He appoints deputies in charge various directions activities, delegates powers to officials for the management of branches, representative offices, divisions, and sites.
Deputy managers are appointed in both non-profit and commercial structures; there are no restrictions on the use of this position. The following job designations have become common: Deputy Director
- on development;
- on educational work;
- on scientific and methodological work;
- public relations;
- on the administrative and economic part;
- By general issues and etc.
In practice, in small societies with limited liability with a minimum number of employees, there is a combination of a director and a founder in one person, who additionally performs the role of an accountant or HR clerk. In such cases, they do not become a person through a competition or as a result of elections. general meeting, but through self-appointment.
General Director Job Description
A person representing the sole management body of a commercial firm is appointed general director, most often joint stock company or limited liability companies. He may be the owner, co-owner of the business or, conversely, not have a share in the capital of the company, but be an employee.
This designation of the position of a key figure is typical for developed multi-level structures, including several separate divisions.
Each independent enterprise or a branch, representative office, part of a combined group of companies, is headed by a director responsible for the work of the constituent unit.
Subordinate to the general director there may be several directors vested with powers within the framework of the regulations on the structural unit and a power of attorney to exercise management in any area. For example, in practice there are often Executive Director, technical, development, financial, branch, commercial, etc. In fact, they are functional managers in areas of activity.
Job title general director can be replaced by the laconic “president”. This definition of management emphasizes the status and image of a large company or holding, and the election of an honorary person.
Differences between them
From a legal point of view no fundamental differences between the names of top officials in the management of organizations. In the qualification directories, the positions of director, managing director and general director are designated as variant titles in a single group of enterprise managers.
True differences in the use of terms appear in practice.
You should pay attention to the scope of the company's activities. In business, the key figure is more often referred to as the CEO, in non-profit organizations- director.
The number of people in the organization and the hierarchy of various levels also influence the name of the leader. In small companies, the team is traditionally headed by a director. In large industry institutions, groups of companies, corporations or holdings, the sole management body is represented by the general director.
When concluding transactions and signing contracts, you should pay attention to the powers of the person representing the company, no matter what his name is. The rights of the manager must be reflected in the constituent documents of the organization or in the power of attorney issued to him.
Job description executive director is developed to regulate labor relations. The document describes the functional duties, rights, and responsibilities of the employee.
The executive director can perform different functions depending on the specifics of the company's activities.
Sample of a typical job description for an executive director
I. General provisions
1. The executive director belongs to the “managers” category.
2. Appointment to the position of executive director and dismissal from it is carried out by order of the general director.
3. The executive director reports directly to the general director.
4. A person with a higher education and at least three years of experience in management positions is appointed to the position of executive director.
5. During the absence of the executive director, his functional duties, rights, and responsibilities are transferred to another official, as reported in the organization’s order.
6. The executive director must know:
- civil, economic, labor, tax legislation;
- organizational structure of the company;
- norms business etiquette and communication;
- organization of document flow;
- methods of company and personnel management;
- organization of labor and production.
7. In his activities, the executive director is guided by:
- legislation of the Russian Federation;
- The company's charter;
- Internal labor regulations, other regulatory acts of the organization;
- orders and instructions from management;
- this job description.
II. Job Responsibilities of the Executive Director
The Executive Director performs the following functional responsibilities:
1. Establishes work and effective interaction between employees of structural divisions.
2. Controls the activities of departments in accordance with their work plans.
3. Participates in the formation of the company's strategy.
4. Responsible for the implementation of all orders of the organization’s management, compliance labor discipline.
5. Informs the General Director and his deputy about the progress of work in the company and the implementation of plans.
6. Conducts operational assessments, analyzes the organization’s performance indicators, and develops plans for their adjustment.
7. Develops standards for performing labor operations, proportional, reasonable workload of personnel.
8. Develops and improves the employee compensation system and is responsible for its implementation.
9. Contributes to the creation of normal living conditions for the work of the organization’s employees.
10. Regularly draws up documents containing analysis of finances and resources, operational plans.
11. Develops draft contracts, agreements.
12. Establishes office work in the company in accordance with established standards.
13. Monitors the legal and economic compliance of agreements, contracts, and agreements with the interests of the organization.
14. Identifies and eliminates shortcomings in the company's work.
15. Organizes or carries out individual tasks and instructions of the General Director.
III. Rights
The executive director has the right:
1. Make decisions independently and ensure their implementation by subordinates within the limits of their competence.
2. Do not begin to implement decisions of the company’s management if they contradict the current legislation of the Russian Federation and regulatory documents organizations.
3. Make proposals to management to improve the activities of the company’s divisions and receive a response on the result of their consideration.
4. Submit for management consideration proposals to reward employees for the successful completion of work tasks; recovery of persons who have not fulfilled their duties.
5. Sign documents within your competence.
6. Act by proxy on behalf of the organization.
7. Represent the interests of the company in relations with contractors and authorities state power, other structures.
8. Require employees of the organization to provide the materials necessary to carry out their functional responsibilities.
IV. Responsibility
The Executive Director is responsible for:
1. Logistical support for the organization’s activities.
2. Implementation of company policy.
3. Compliance with labor discipline, compliance by employees with orders and instructions from management.
4. Providing false information to employees of the organization or other persons.
5. Causing damage to the company, its counterparties, the state, or employees.
6. Disclosure of trade secrets, personal data, confidential information.
7. Improper execution of your job responsibilities.
8. Offenses committed in the course of their activities.
7. Violation of safety regulations and fire protection.
8. Conducting meetings, negotiations, or representation of the interests of the organization that are not authorized by management.
I approve
General Director of JSC (LLC)
Order N ____________________
from "__"_____________ 200 _ g.
Job Description of the Executive Director
1.1. The Executive Director reports directly to
General Director of the company.
1.2. The main task of the Executive Director is to implement
operational management of the company (planning, organization of work,
control, ensuring work motivation).
1.3. The executive director manages all functional
divisions of the company through the managers of these subordinates
divisions.
1.4. The executive director is appointed and dismissed by order
General Director.
1.5. The Executive Director replaces the General Director (according to his
order) during his absence.
1.6. During the absence of the Executive Director, he is replaced by
by order of the Production Manager.
1.7. The following conditions are established for the Executive Director:
concerning his working time and rest time:
irregular working hours;
additional leave to the main one, the provision of which
provided in agreement with the General Director.
2. Qualification requirements and the required level of knowledge
2.1. Required level of education and employee experience:
higher education in economics, finance, accounting
accounting, management, marketing, business, jurisprudence;
work experience in commercial companies - at least 2 years.
2.2. The executive director must know:
legislation concerning commercial activities, including
foreign economic activity;
corporate regulations of the Company;
the company's mission;
strategy (policy) of the company;
her tactics;
forms and procedure for financial settlements;
procedure for processing financial transactions;
organization of document flow in commercial activities;
procedure for acceptance, posting, storage and delivery of goods;
rules for conducting inventory of goods, settlements and payment
obligations;
rules for conducting inspections and documentary audits.
3. Responsibilities
3.1. Organizes the work and effective interaction of production
units and structural divisions based on:
production budget and resource assessment;
operational ones formed by him and approved by the General Director
company plans;
optimal distribution of resources among departments;
developed communication system (lighting information system
and progress assessments);
setting tasks and forming work plans for individual
structural parts of the organization;
forming the goals of individual managers based on the goals of the company,
plans for their activities according to goals;
implementation of a system of material and moral incentives;
monitoring the implementation of work plans of departments;
procedures and rules for interactions between departments, structural units and
company employees.
3.2. Participates in the development of the company's strategy.
3.3. Conducts operational financial and economic analysis
activities of the company and divisions. Regularly informs about results
analysis of the General Director and his deputy.
3.4. Organizes, monitors and is responsible for the implementation of all orders
General Director and his Deputy.
3.5. Working on improving the motivation system
(remuneration) for the company's employees and is responsible for its implementation.
3.6. Regularly informs the General Director and his deputy
about the progress of work in the company and the implementation of plans.
3.7. Carries out operational assessment of the company's performance,
shortcomings and develops plans to correct them.
3.8. Responsible for implementing company policies and carrying out events
on development value orientations in the activities of the company.
3.9. Responsible for compliance with labor discipline and execution of orders
and orders.
3.10. Responsible for the proper organization of office work in the company,
legal and economic elaboration of contracts, contracts, agreements
etc., preparation of documents.
3.11. Organizes efficient work the company's apparatus and provides
uniform workload of personnel.
3.12. Prepares weekly financial and resource analysis form.
3.13. Draws up operational plans (monthly and ten-day) for the company with
their approval by the General Director.
3.14. Organizes a system for informing company employees and
coordination of actions (bulletin boards, meetings, etc.).
3.15. Monitors the activities of departments according to their work plans.
3.16. Ensures the implementation of the material incentive system.
3.17. Takes care of normal working conditions for employees
companies.
3.18. Ensures compliance with goals, principles, policies, rules and
procedures adopted in the company, works to improve them.
3.19. Responsible for the implementation of all orders for the company.
3.20. Prepares company meetings.
3.21. Prepares draft contracts, contracts, agreements.
3.22. Monitors compliance with labor discipline.
3.23. Identifies and resolves independently and with guidance
shortcomings in the company's performance.
3.24. Responsible for logistical support of activities
company apparatus.
3.25. On behalf of the General Director, organizes or carries out
personally individual tasks and assignments related to the field of activity
companies.
3.26. Determines the course for the efficient operation of the company’s apparatus and
uniform staff load.
4.1. The executive director has the right to independently decide
decisions and organize their implementation by subordinate staff within the framework
its competence, determined by section. 3 (responsibilities).
4.2. The executive director has the right not to implement decisions
Director General, if they contradict the current Constitution,
legislation and corporate regulations.
4.3. The executive director has the right to make proposals
to the General Director for improving the work of the commercial service
and the company in general and receive a response to your proposals.
4.4. The Executive Director has the right to represent to the General
proposals to the director of the company to encourage employees for Good work and about
punishing persons who do not fulfill their assigned duties.
5. Responsibility
5.1. The executive director bears disciplinary responsibility for
fulfillment of the duties assigned to him:
for failure to fulfill the plan;
for failure to make decisions on issues within his competence;
for untimely and incomplete submission of the established
reporting;
for the accuracy of the data provided in outgoing documents;
for ensuring compliance with the level of qualifications and competence
personnel for the tasks to be solved;
for ensuring the commercial secret of information transferred to him;
for the safety of documents constituting a trade secret, when
subject to pre-qualification of such information and documents as
containing a trade secret, by a person authorized to do so, and the creation
conditions for ensuring the storage of documents constituting a commercial
secret.
Most often, it is at large enterprises that the position of executive director is introduced. This is explained by the fact that the scope of work here is much larger, which means that another specialist is needed who will take on some of the management responsibilities.
The executive director is a follower of the production strategy and task outlined by the head of the organization. The position involves monitoring the performance of duties of other work units and compliance with corporate goals in accordance with internal regulations.
The profession implies an extensive list of responsibilities and a decent level of knowledge, because the leader (albeit the second in rank) must be a worthy example. His qualifications should grow depending on how the organization develops.
Why do you need an executive director and his distinctive features?
In order for the organization to work as a single mechanism, it is necessary to correctly distribute responsibilities among the entire team. The general director delegates part of his tasks to the executive director. This is especially important in large enterprises, where new goals constantly arise that need to be achieved.
The executive director must be involved in operational planning, monitor the execution of orders, instructions and instructions of the general director. This profession requires having higher education in the specialization in which the organization is located. If, for example, a company provides construction services, then the specialist must have an engineering, architectural or technical education. Practice shows that such positions are often filled by professionals with a diploma in a different field. In this case, the employee must have full knowledge and be aware of the specifics of the industry. Experience in this field will help you achieve this. It must be 3 years or more.
The executive director reports directly to the general director or owner of the company (if this is not the same person).
To take this position, you must have the following knowledge and qualities:
- Know the norms and regulations of government authorities in the relevant industry.
- Own the regulatory framework that is developed within the enterprise.
- Be able to use methodological documentation, archival data and other types of regulations that will allow you to select information that is important for the company.
- Know the development prospects of the enterprise and the industry as a whole.
- Possess information about the organization's structure, specialization, and strategy.
- Be competent in the field of tax legislation and the environment (especially when it comes to large industrial enterprises).
- Be able to draw up and implement a business plan financially, economically or administratively economic activity companies.
- Know labor legislation and skillfully apply its norms in practice.
- Possess forecasting skills and make forecasts for the short and long term.
- Apply to a specific enterprise modern methods management.
- Know the contracting procedure different levels management.
- Have knowledge about drawing up an employment contract and other acts that regulate labor activities.
- Know the market conditions perfectly.
- Gain knowledge from experience similar companies, international experience and results of activities of leading organizations in a specific area of business.
- Know the methodology for conducting inspections, audits and inventory.
- Know ethics business conduct, communication and methods of psychological influence.
- Know the basics of office work.
- Possess the basics of marketing.
- Know and follow labor safety rules.
Such an impressive list of knowledge that an executive director must possess makes it possible to select a worthy candidate. Besides professional qualities, he must have and high level personal qualities: sociability, punctuality, commitment and others.
The functions of the executive director are:
- close cooperation and interaction with senior management;
- completing tasks according to the set time frame;
- organizing interaction between all departments of the company;
- compliance with document flow in the enterprise.
The functions of the executive director can be supplemented with new positions if required by the management and objectives of the enterprise.
This position should be filled by an excellent speaker, organizer and manager.
The job description is the main document for regulating the rights and responsibilities of the executive director
The entire system of rights and responsibilities of this position is presented in the job description. This key document gives general concept, who is the executive director, what are his tasks and spheres of influence.
The development of such instructions is beneficial to both the employee and the employer. In case of a conflict situation, you can always use a document to resolve the dispute. It is important for the manager to highlight the full range of responsibilities that the specialist must cope with, and the employee should also pay attention to his rights.
The job description of the executive director must include the following items:
- General provisions that define the concept of “executive director”.
- Responsibilities.
- Rights.
- Responsibility.
- Requirements for the employee.
This list can be supplemented with new columns if this is suggested by the specifics of the industry or the wishes of management or the employee himself.
A job description is not a mandatory document, but it is an additional safety net for all participants in the work process.
Range of duties
It is impossible to list the job responsibilities of an executive director so quickly. They are large-scale, but generalizing, we can distinguish two vectors:
- managerial;
- reporting.
The first direction obliges the executive director to organize all processes in the enterprise. To do this, he contacts not with the employees themselves, but with the heads of departments and sectors. He creates the strategy and plans the company's activities.
The reporting vector smoothly follows from the previous one. In order for the company’s activities to be successful, it is necessary to monitor and prepare reports on the work done. Ultimately, such reports are provided to the CEO.
A more detailed list of the responsibilities of the executive director is as follows:
- Organizational work to carry out the activities of individual departments and the enterprise as a whole.
- Management of the company in accordance with the constituent norms under the auspices of the General Director.
- Taking a set of measures in order to normalize activities, improve methods and increase efficiency.
- Management of structural units through interaction with their superiors.
- Monitoring the implementation of orders, plans, organizational work, reporting deadlines and the introduction of innovations.
- Participation in the development of the company's program, strategy and plan for the current year and in the future.
- Analysis and supply of the enterprise with tools and other resources.
- Taking part in the formation of the company's budget.
- Under the leadership of the General Director, the development of new management methods and their implementation.
- Control over financial flows (together with the chief accountant).
- Systematic analysis of the economic, technical, financial, personnel state of the enterprise and provision of this data to senior management.
- Studying the need for personnel based on data from the HR department or HR managers.
- Dismissal and hiring of employees.
- Development of labor discipline standards, motivation and monitoring their implementation.
- Promoting timely payment wages.
- Representation of the company among similar organizations, interaction with partners and analysis of competitors’ activities.
- Facilitating the establishment of relationships with suppliers, intermediaries, creditors and representatives of regulatory authorities (tax service, sanitary and epidemiological service, etc.).
- Monitoring compliance with business plans and budgets.
Such an extensive list of responsibilities makes it necessary to hire a person with a wealth of knowledge as an executive director.
Rights of the executive director
In addition to a significant list of responsibilities, this profession has many rights. The executive director is the leader, the second person in the enterprise. That is why he has the right to fire and hire employees. This may be an independent decision or as a result of a dialogue with the CEO. Usually, if a senior or mid-level specialist is fired or hired, then it is impossible to do without consulting with senior management.
The executive director can take initiatives to improve production processes at the enterprise, improve discipline and microclimate in the team.
The rights of this specialty also include:
- make independent decisions within the limits of their responsibilities;
- represent the interests of the company, act as its “face”;
- open bank and other accounts and provide a company without a power of attorney;
- use the funds and property of the organization within the limits of what is permitted;
- draw up an employment contract.
Just like all other employees, the Labor Code gives the executive director the right to vacation, sick leave, social guarantees and timely salary.
With this freedom of action, the main thing to remember is to strike a balance and act within the law.
Responsibility of the specialist
The position of a manager involves responsibility for decisions made. The executive director summarizes information from department heads and provides it to management. This means that he takes responsibility for this data and is responsible for its veracity.
The job description of responsibility contains a separate paragraph, which describes standard positions and those that are characteristic of the narrow specialization of the enterprise. This part of the document is one of the key ones, because it defines the boundaries of punishment that can be applied to the employee.
The executive director may be liable in the following cases:
- causing material damage to the enterprise;
- failure to fulfill their duties, functions and tasks;
- violations of laws in the workplace work time;
- obtaining unsatisfactory results of the company, reducing profits or receiving losses;
- negative consequences as a result of decisions that are not the responsibility of the executive director, violate laws and internal regulations;
- distorted provision of information to management, both erroneously and deliberately;
- violation of discipline standards and work duties by subordinates;
- incorrect reporting and submission of this data to external regulatory authorities.
If such mistakes are made, the board of directors or the general director may reprimand the executive director, deprive the executive director of his bonus partially or completely, or dismiss him from his position.
Also, in cases where criminal law is violated, measures are taken by other authorities. This happens if a theft occurs at an enterprise on the initiative or oversight of the executive director.
Final conclusions
The position of executive director is necessary both in large and small enterprises. Its high-quality work makes it possible to maintain the financial and technical characteristics of the organization at the proper level, which helps to find new investors, shareholders, open new markets, etc.
A separate agreement is signed with the executive director. It is similar to a job description, but differs in detail and specificity. It specifies the level of wages and bonuses, the term during which the specialist will hold the position, the social package and others. important points. After review, the agreement is signed by the executive director himself, a representative of the human resources department, the chief accountant and the head of the enterprise.
This specialty is the same director, but with fewer control levers. In the old interpretation, this position is called “deputy director”. When it comes to a large enterprise, it is impossible to do without an executive director. He takes on some of the CEO's concerns and is the link between him and the heads of departments.
Like any managerial position, the executive director has serious requirements: education, work experience, the ability to manage paperwork, establish contacts and save the company’s reserves. He must also be able to set up mutual language with people of different personalities, to be convincing, charismatic and confident.
Often training is provided for such positions. They teach managers certain methods of influencing their interlocutor, manipulation tricks, and business charm. It is important to attend such events, because it raises the level of knowledge, makes the specialist more experienced, and raises him in the eyes of management and staff.
This specialty is promising and will actively develop in the future. In connection with the processes of market monopolization, the number of large companies will only grow and the need for executive directors will similarly increase.
Experience in this area will provide an impressive boost and in the future one can hope to become the CEO. The skills acquired while working as an executive director will be useful for the position of chief engineer (if it is a technical enterprise) or chief accountant (for a financial institution). Therefore, this position opens up new dimensions in a person’s business appearance.
Added to the site:
Job description of the executive director of [name of organization, enterprise]
This job description has been developed and approved in accordance with the provisions Labor Code Russian Federation and other regulations governing labor relations in the Russian Federation.
1. General Provisions
1.1. The executive director belongs to the category of managers and is directly subordinate to the general director of the organization (enterprise).
1.2. A person who has a higher professional education and work experience in management positions in the relevant industry for at least [value] years is accepted for the position of executive director.
1.3. The executive director is hired and dismissed by decision [of the general meeting of founders or other body of the organization, enterprise].
1.4. The executive director must know:
Legislative and regulatory legal acts regulating the administrative, economic and financial and economic activities of an organization (enterprise), regulations of federal, regional and local authorities state power and management that determine priority areas development of the economy and the relevant industry;
Methodological and regulatory materials of other bodies relating to the activities of the organization (enterprise);
Profile, specialization and structural features of the organization (enterprise);
Prospects for technical, economic and social development industries and organizations (enterprises);
Tax and environmental legislation;
Labor legislation;
The procedure for drawing up and approving business plans for the administrative, economic and financial and economic activities of an organization (enterprise);
Market methods of managing and managing an organization (enterprise);
Basic principles and methods of forecasting;
The procedure for concluding and executing economic and financial contracts;
The procedure for developing and concluding employment agreements (contracts);
The procedure for developing and concluding industry tariff agreements, collective agreements and regulating social and labor relations;
Market conditions;
Scientific and technical achievements and advanced production experience in the relevant industry;
Economic and financial management of an organization (enterprise);
Organization of production and labor;
Rules for conducting inspections and documentary audits;
Basics of office work;
Ethics of business communication;
Psychology of business relationships;
Principles and methods of personnel management;
Strategic and marketing aspects of management;
Labor protection rules and regulations;
- [Enter what you need].
1.5. Professionally important qualities: [list qualities].
1.6. During the absence of the executive director, his duties are performed by [position, full name].
2. Job responsibilities of the employee
The executive director is assigned the following job responsibilities:
2.1. Management of the daily financial and economic activities of the organization (enterprise) in accordance with the constituent documents.
2.2. Organization of work and effective interaction of all structural divisions of the organization (enterprise), taking measures to improve the efficiency of the organization (enterprise).
2.3. Carrying out management of all functional divisions of the organization (enterprise) through the heads of these divisions subordinate to him.
2.4. Provides:
Execution of orders and instructions from the higher management of the organization (enterprise);
Implementation and compliance with approved regulations, standards, instructions;
Organizing the work of all departments to implement approved plans;
Maintaining records of the implementation of planned tasks;
Verification of compliance with deadlines for the provision of reporting and other documents.
2.5. Organization of administrative and economic activities based on widespread use latest technologies, progressive forms of management and labor organization, scientifically based standards of material, financial and labor costs.
2.6. Together with the General Director, development and implementation, as well as improvement of management methods for the organization (enterprise).
2.7. Participation in the development of the strategy of the organization (enterprise).
2.8. Planning the needs of the organization (enterprise) for resources and tools.
2.9. Control and improvement of business processes.
2.10. Budgeting for the entire organization (enterprise).
2.11. Managing all operations of the organization (enterprise) from the point of view of financial control.
2.12. Conducting regular financial and economic analysis of the activities of the organization (enterprise). Informing senior management about the results of the analysis.
2.13. Development and construction of an organizational structure.
2.14. Planning the personnel needs of the organization (enterprise), making decisions on hiring and firing employees.
2.15. Taking measures to provide the organization (enterprise) with qualified personnel, rational use and the development of their professional knowledge and experience, the creation of safe working conditions for life and health, and compliance with the requirements of environmental legislation.
2.16. Ensuring compliance with labor and production discipline, promoting the development of labor motivation, initiative and activity of the organization’s (enterprise’s) personnel.
2.17. Control over the development and implementation of personnel incentive schemes depending on the priorities of the organization (enterprise).
2.18. Ensuring the correct combination of economic and administrative management methods in discussing and resolving issues of material and moral incentives for increasing operational efficiency, applying the principle of material interest and responsibility of each employee for the work assigned to him and the results of the work of the entire team, payment of wages on time.
2.19. Representing the interests of an organization (enterprise) in government bodies and in interactions with partners.
2.20. Ensuring that the enterprise fulfills all obligations to the federal, regional and local budgets, state extra-budgetary social funds, suppliers, customers and creditors, including bank institutions, as well as business and labor agreements (contracts) and business plans.
2.21. Protection of the property interests of the organization (enterprise) in the courts, government and administrative bodies.
2.22. [Enter as appropriate].
3. Employee rights
The executive director has the right:
3.1. Make proposals to senior management to improve the work of the organization (enterprise).
3.2. Make decisions independently and organize their implementation by employees of the organization (enterprise) within their competence.
3.3. Represent the interests of the organization (enterprise) in relations with individuals and legal entities, government and management bodies.
3.4. Act on behalf of an organization (enterprise) without a power of attorney.
3.5. Open current and other accounts in banking institutions.
3.6. Manage the funds and property of the organization (enterprise) in compliance with the requirements of the relevant regulations and the charter of the organization (enterprise).
3.7. Conclude employment contracts(contracts).
3.8. Issue powers of attorney for civil transactions, representation, etc.
3.9. Require the management of the enterprise to provide assistance in fulfilling its professional responsibilities and exercise of rights.
3.10. For an additional vacation to the main one.
3.11. For all social guarantees provided for by law.
3.12. Other rights provided for labor legislation.
4. Responsibility of the employee
The Executive Director is responsible for:
4.1. For failure to perform or improper performance of one’s job duties as provided for in this job description - within the limits determined by the current labor legislation of the Russian Federation.
4.2. For causing material damage to the employer - within the limits determined by the current labor and civil legislation of the Russian Federation.
4.3. For offenses committed in the course of carrying out their activities - within the limits determined by the current administrative, criminal, and civil legislation of the Russian Federation.
4.4. The executive director bears personal responsibility for the consequences of decisions made by him that go beyond the scope of his powers established by current legislation, the Charter of the organization (enterprise), other regulatory legal acts, as well as: - for the results of the activities of the organization (enterprise);
For untimely or inaccurate provision of information on the implementation of work plans by divisions of the organization (enterprise);
for daily management and further development organizations (enterprises);
For budgeting, for profits and losses of both the entire organization (enterprise) and within the framework of specific projects;
For failure to ensure compliance with labor discipline by employees of subordinate departments.
4.5. [Enter as appropriate].
Head of HR department
[initials, surname]
[signature]
[day month Year]
Agreed:
Head of the legal department
[initials, surname]
[signature]
[day month Year]
I have read the instructions:
[initials, surname]
[signature]
[day month Year]