What category of staff does the secretary belong to? Who are the leaders of the organization

Additional classification Consider additional categories for dividing personnel into groups:

Forms of production activity (for example, the construction of a building or the creation of wells).
Tariff categories (from one to eight).
Qualification classes (from one to three).
Models of payment for work (for example, classic, piecework, premium).
The level of mechanization of activities (manual or automated work).
Production areas (senior, senior assistant).

Classifications are also amenable to positions:

Positions: manager or specialist.
Position: senior and junior.
Level of qualification (1-3 class).

NOTE! In Russia, there is a main classifier of professions.

5. categories of personnel

Order No. 248n dated May 29, 2008. Sets the qualification levels of employees.
Order No. 247n dated May 29, 2008. It also establishes qualification levels, but in relation to managers and specialists.

These groups of personnel are distinguished in the regulations:

Positions of workers and employees for which professional education is not required.
Jobs that require primary or secondary education.
Supervisory positions for which initial vocational education is required.
Specialties for which higher education is required (qualification "bachelor").
Positions for which you need to have a higher education with the qualification "certified specialist" or "master".

The need for education is determined depending on the specifics of the activity.

Categories of personnel of the organization

This qualification directory of positions is supplemented with new qualification characteristics of the positions of employees whose functions and duties are related to the formation and development of market economic relations. These, for example, include the qualification characteristics of the positions of an auditor, auctioneer, broker, dealer, manager, appraiser, marketing specialist, etc.

Attention

The document is submitted with the changes that have been made: - Decrees of the Ministry of Labor of the Russian Federation: N 7 of 01/21/2000, N 57 of 08/04/2000 and N 35 of 04/20/2001, N 38 of 05/31/2002, N 44 of 06/20/2002, N 59 dated 07/28/2003, N 75 dated 11/12/2003; - By orders of the Ministry of Health and Social Development of the Russian Federation: N 461 dated 07/25/2005, N 749 dated 11/07/2006, N 605 dated 09/17/2007, N 200 dated 04/29/2008. Note. This handbook is the first release of the unified qualification handbook for the positions of managers, specialists and other employees (CEN).

What categories of staff are divided into

Info

Labor Code of the Russian Federation), for example, Regulations on certification. This document establishes the procedure, conditions, terms and frequency of certification, categories of certified workers, methods and methods of verification, evaluation criteria, options for decisions made based on the results of certification. In addition, an attestation commission should be created, a schedule for attestation should be approved, and employees should be warned about the attestation at least a month in advance.

To develop a regulation on certification, an employer can use, for example, the Regulations on the certification of state civil servants of the Russian Federation, approved. Decree of the President of the Russian Federation No. 110 dated February 1, 2005 (as amended on March 19, 2014).
The employee must submit documents confirming the required level of education and work experience, and the immediate supervisor of this employee must submit a reference to him.

Main categories of personnel

In this case, we can talk about qualifications, represented by a set of special knowledge, practical skills, which determine the level of preparedness of employees to perform certain professional duties. The qualifications of the management staff are characterized by the level of education, work experience in a particular position.

At the same time, it is customary to single out the following levels of specialists: the highest qualification (employees with academic degrees and titles); higher qualifications (availability of higher education and practical experience among employees); secondary qualification (employees who have secondary specialized education and relevant experience); practitioners (presence of engineering and economic positions among employees).

Division of personnel by category

A.V. Solovyov, Deputy Head of the Department for Regulation and Labor Productivity of the Department of Remuneration, Regulation and Labor Productivity of the Ministry of Labor of Russia Volkova, Mr. Syzran, Samara region Recently, a controversial question has arisen, who do we still refer to as "administrative and managerial personnel"? Directors, heads of workshops and sections, foremen - this is understandable.

And what about specialists (economists, accountants, engineers), other employees (secretaries, cashiers, etc.)? To be honest, what kind of managers are they? Maybe you can tell me and advise something interesting? M. Dove, Mr.

Assigning qualifications to a HR specialist

The result of their work is the identification of management problems, the formation of new information flows, the adoption of various decisions in the field of management. An example of this category would be accountants, lawyers, managers.

Employees are further divided into three categories. These are the heads of the enterprise itself or its departments. This group also includes deputy heads.

These are specialists: engineers, economists, accountants. The third group is the employees themselves (junior technical staff, accountants and clerks).

That is, the result of their work is not the creation of something material.

5. categories of personnel

Qualification level According to the qualification level, employees are divided into highly qualified, qualified, low-skilled and unskilled. They can perform work of varying complexity, and they tend to have unequal professional training.

The indicated qualification characteristics of employees, along with such as age, gender, length of service and the degree of labor mechanization, will serve as the basis for calculating various types of structures. To improve the efficiency of the enterprise, not only a statement of the number of employees, but also the study of a certain relationship between them is of no small importance.

This approach will allow not only to identify the factors and their impact on the performance of the enterprise, but also to calculate the corresponding structural changes with their driving forces and trends. On this basis, a real strategy for the development of labor resources is formed.
Managers include employees holding positions of heads of enterprises and their structural divisions. The position in OKPDTR, which has a category code 1, refers to managers. Managers, in particular, include: directors (general directors), chiefs, managers, managers, chairmen, commanders, commissars, foremen, foremen of work at enterprises, in structural units and divisions; chief specialists: chief accountant, chief dispatcher, chief engineer, chief mechanic, chief metallurgist, chief welder, chief agronomist, chief geologist, chief electrician, chief economist, chief researcher, chief editor; government inspectors. The category of managers also includes deputies for the above positions. 35.

An example of non-production personnel are employees of housing and communal services, canteens, and clinics. Categories of managers Production managers are divided into these categories:

Linear.
These managers make decisions concerning all functional areas of activity. Examples: general manager, maintenance manager, shop manager.
Nonlinear.
These are functional managers who perform specific managerial functions. Examples: financial director, manager in charge of personnel.

Managers are divided into levels of management:

Lower link.
For example, master.
Middle link. Heads of department and workshop.
The highest level. Director or his deputy.

The lower-level managers manage small departments, the middle ones - enlarged units, the top ones - the enterprise as a whole.

What category of personnel does the HR officer belong to?

The fact is that the terms denoting categories of personnel are haphazardly applied not only by personnel managers, but also by the legislator himself. Thus, the term "technical and managerial personnel" is used without any explanation in Article 264 (subparagraph 19 of paragraph 1) of the Tax Code of the Russian Federation and in other acts of tax legislation. Based on the foregoing, in order to apply the mentioned norm of the Tax Code of the Russian Federation, “technical and managerial personnel” should be understood as employees who are employed in the relevant positions from the above categories - “managers” and “technical performers”.

Positions of managerial and engineering employees of design, engineering, technological and survey organizations Chief project designer Chief project engineer. Chief architect of the projectChief landscape architect of the projectHead of the design departmentHead of the department (bureau) for the design of project materialsHead of the drawing and copying bureauHead (leader) of the brigade (group)Chief specialist in the main department (architectural planning workshop) Leading designerDesign engineerArchitectLandscape architectTechnologist-designerDrafter-constructor 3.

Positions of employees of editorial and publishing divisionsHead of divisionChief editorScientific editorEditorTechnical editorArt editorIssuingJunior editorProofreader Note.

The working staff is divided according to the functions performed. What are the factors influencing the determination of the categorization of personnel, which positions belong to, and which to employees, this article will tell.

In total there are two categories of workers: workers and employees. The second category includes:

administrative staff;
managers;
engineers;
personnel officers.

educators of all institutions;
duty officers at enterprises or organizations;
employees of cash registers or cashiers;
medical staff;
policemen;
employees of detective agencies;
secretariat;
logisticians;
taxi drivers;
control workers.

All listed professions, as well as derivatives of these positions, must have the appropriate education.

About the professions "state and municipal employee"

Civil servant - who is it?

Worker and employee - these two professions differ from each other, since one produces products with his own hands, and the second solves mental problems. Employees are often found in municipalities and other government structures, they play a role behind the overall process, and do not sell their services and do not do work. In their activities, they are guided by state regulations.

The working day of a civil servant contains several successive stages:

The study of reliable information.
Maintaining correspondence with organizational structures.
Ability to make important decisions.
Ensuring control over the work of subordinates.
Participation in social and other activities.

Citizens with special education are accepted for labor activity in municipalities, but if the staffing permits, then people with a narrower specialization can be involved. This may include accountants, lawyers, OT professionals, medical professionals, architects, and others. Quite often, secretaries and clerks were and remain in demand.

What is the difference between employee and specialist

It turns out that there is a slight difference between an employee and a specialist, so these categories of employees should not be confused:

The very definition of "specialist" contains a rather capacious concept. This employee should be able to understand his field of activity very well and know all the subtleties, since he has a lot of work experience behind him or his education allows him to have such knowledge.

After completing studies at a university, as a rule, a “specialist” is assigned. Many people work in the positions of specialists, and their activities by profession can be different. In the structures of organizations, there are different assessments for these categories of workers: from a simple specialist to a leader.

An employee is an employee whose labor activity is connected with the solution of mental problems. Its main difference is that he works for someone, for example, he is a sales representative or provides services for the development of design and estimate documentation.

However, in most cases, the difference between a specialist and an employee is not possible to detect. For example, a financier will be considered not only a specialist, but also an employee at the same time.

The specialist has a social status, and he also performs work in the professional field. A specialist means that an employee works in his professional field, and an employee is considered to be a social worker.

Question form, write your

4th edition, revised
(approved by resolution of the Ministry of Labor of the Russian Federation of August 21, 1998 N 37)

With changes and additions from:

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

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

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

In the qualification characteristics, the unification of the labor regulation standards for employees was carried out to ensure a unified approach to the selection of personnel of appropriate qualifications and compliance with the unified principles of billing work based on their complexity. The Qualification characteristics take into account the latest legislative and regulatory legal acts of the Russian Federation.

Qualification directory of positions of managers, specialists and other employees

General provisions

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

The qualification characteristics included in this edition of the Handbook are regulatory documents designed to justify the rational division and organization of labor, the correct selection, placement and use of personnel, ensuring unity in determining the duties of employees and the qualification requirements for them, as well as decisions made on compliance positions held during the certification of managers and specialists.

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

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

The names of the positions of employees, the qualification characteristics of which are included in the Directory, are established in accordance with the All-Russian Classifier of Occupations of Workers, Positions of Employees and Pay Grades OK-016-94 (OKPDTR), which entered into force on January 1, 1996.

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

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

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

In the process of organizational, technical and economic development, the development of modern management technologies, the introduction of the latest technical means, the implementation of measures to improve the organization and increase labor efficiency, it is possible to expand the range of duties of employees in comparison with the established corresponding characteristics. In these cases, without changing the job title, the employee may be entrusted with the performance of duties stipulated by the characteristics of other positions, similar in content to work, equal in complexity, the performance of which does not require a different specialty and qualifications.

5. Qualification characteristics of each position has three sections.

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

The "Must Know" section contains the basic requirements for an employee with regard to special knowledge, as well as knowledge of legislative and regulatory legal acts, regulations, instructions and other guidance materials, methods and means that the employee must apply in the performance of job duties.

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

6. In the characteristics of the positions of specialists, within the same position without changing its name, an intra-position qualification categorization for remuneration is provided.

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

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

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

The use of the official title "senior" is possible provided that the employee, along with the fulfillment of the duties stipulated by the position held, manages the executors subordinate to him. The position of "senior" may be established as an exception and in the absence of performers in the direct subordination of the employee, if he is entrusted with the functions of managing an independent area of work. For positions of specialists for which qualification categories are provided, the official title "senior" is not applied. In these cases, the functions of managing subordinate executors are assigned to a specialist of the first qualification category.

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

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

8. The compliance of the duties actually performed and the qualifications of employees with the requirements of job characteristics is determined by the certification commission in accordance with the current regulation on the certification procedure. At the same time, special attention is paid to the quality and efficient performance of work.

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

In this regard, the official duties of employees (managers, specialists and technical performers), along with the performance of the functions provided for by the relevant qualification characteristics of the position, provide for mandatory compliance with labor protection requirements at each workplace, and the official duties of managers - ensuring healthy and safe working conditions for subordinate performers, as well as monitoring their compliance with the requirements of legislative and regulatory legal acts on labor protection.

When appointed to a position, it is necessary to take into account the requirements for the employee to know the relevant labor safety standards, environmental legislation, norms, rules and instructions for labor protection, means of collective and individual protection against the effects of hazardous and harmful production factors.

10. Persons who do not have special training or work experience established by the requirements for qualifications, but who have sufficient practical experience and perform their official duties qualitatively and in full, on the recommendation of the attestation commission, as an exception, may be appointed to the relevant positions in the same way. as well as persons with special training and work experience.

The performed analysis does not yet provide answers to the questions posed. Therefore, we turn to OKPDTR. It consists of two sections: professions of workers and positions of employees. The second section of the OKPDTR (positions of employees) was developed on the basis of the Unified nomenclature of positions of employees, the Qualification Directory for the positions of managers, specialists and other employees, current regulatory legal acts and other regulatory documents on wages with taking into account the names of positions used in the economy. The category of employees in OKPDTR is represented by: 1) managers; 2) specialists; 3) other employees. However, referring to this document also does not allow you to get answers to the questions posed. Therefore, we will try to find them in the Unified nomenclature of positions of employees (UNDS), approved back in 1967 by the USSR State Labor Committee (Decree No. 443 of 09.09.1967).

5. categories of personnel

POSITIONS OF MANAGEMENT AND ENGINEERING AND TECHNICAL EMPLOYEES OF DESIGN, DESIGN, TECHNOLOGICAL AND SURVEY ORGANIZATIONS

Chief designer of the project
Chief Project Engineer. The chief architect of the project
Chief landscape architect of the project
Head of design department
Head of the department (bureau) for the design of project materials
Head of drawing and copying bureau
Head (leader) of a brigade (group)
Chief specialist in the main department (architectural and planning workshop)
Lead Designer
Design engineer
Architect
Landscape architect
Design Technician
Draftsman-designer

Personnel categories

OKPDTR) and the Qualification Directory of the positions of managers, specialists and other employees. Since qualification is understood as both a profession and a specialty, according to the existing tradition, the number of employees performing a labor function according to a certain qualification includes only persons who have been trained to receive the corresponding profession. In other words, this category of workers includes workers, and the names of their professions are determined based on the mentioned OKPDTR and the Unified Tariff and Qualification Reference Book of Works and Professions of Workers (the corresponding issue). The number of workers performing a labor function in a specific position, logically, can include both persons who have a diploma of assignment of the relevant specialty, and persons who do not have a professional education or have a certain profession.

What category of employees are security guards of private security agencies

B and C? The first and foremost sign of a civil servant is that he acts in the exercise of his official powers - on behalf of the state and on its behalf - gives orders, ensures their execution, detains a person, etc. Often these actions of an employee are not directly proclaimed each time on behalf of the state, often on behalf of the body or organization in which the employee is a member, but, ultimately, behind the actions of a civil servant is the state, which provides for his work and, if necessary, protects him with the resources available to the state. means. The next sign of a civil servant is that each of them holds a public office established by the state.

IT-workers are ... decoding of the abbreviation, list of positions

Naturally, this is not an exhaustive list of persons related to technical and managerial personnel. Based on the foregoing, it can be concluded that the distribution of employees by categories of personnel should be carried out in accordance with OKPDTR and UNDS. As for the term "administrative and managerial personnel "(AUP), then it was used during the period of organizing and conducting a one-time accounting of the number and distribution of persons working in their positions as of September 15, 1990 (directive letter of the Goskomstat of the RSFSR dated July 17, 1990 No. 6-7-107). In order to carry out this accounting, on 06/03/1988 the USSR State Committee for Labor, the USSR State Statistics Committee and the USSR Ministry of Finance approved the Nomenclature of Positions for the Management Personnel of Enterprises, Institutions and Organizations for the development of accounting forms for this personnel. At present, the State Statistics Committee of Russia does not use this Nomenclature.

An accountant is a worker or an employee

They can be paid from the saved payroll. Can engineer salaries change? Decisions to change official salaries in the direction of both increase and decrease are made based on the results of certification, which is mandatory for this category of workers with a certain frequency - at least once every 3 or 5 years. With unsatisfactory results of such certification, it is possible both to cancel certain types of additional payments and allowances, and to completely dismiss the employee from his position.

On the rationing of the work of engineers and engineers The task of competently organizing the work of employees and engineers in order to improve the structure of the administrative apparatus, optimize the expenditure of working time and reduce costs involves rationing.
Duty officer (for issuing certificates, hall, hotel floor, rest room, hostel, etc.)

clerk
Collector
Calculator
Cashier
Codifier
commandant
Traveling salesman
Copyist
Croupier
Typist
Contractor
Traffic control and loading and unloading operator
Dispatch operator
Elevator dispatch operator
secretary typist
Secretary of a blind specialist
Head Secretary
Secretary-stenographer
Statistician
Stenographer
Timekeeper
taxi driver
Accountant
timekeeper
Draftsman
Forwarder
Freight Forwarder

Section II.
A worker in a non-industrial group. Just like a technical worker, for example. the name that the guard came up with is the most ordinary watchman. It means a worker. Naturally-employee Federal state civil servants federal federal Programmer always treats specialists and if he takes the position of a civil servant and also an employee .. An employee and a specialist are completely different concepts.

An employee is a term referring purely to the civil service, and a specialist refers to the qualifications of an employee. Everyone who receives a diploma of higher education receives a diploma of a specialist. To specialists… to specialists, according to the Unified Tariff and Qualification Guide, the Mayor is not formally a civil servant.

In most cities, this is a local government official. And in the city - the subject of the federation - Moscow, St. Petersburg - the official of the subject.

An accountant is an employee or worker

Info

Their number relative to the total number of all categories of workers is growing, especially in such sectors as industry and construction. Who exactly can we rank in the mentioned category without the risk of making a mistake? If we focus on the old Model list of positions based on the Decree of the Council of Ministers of the USSR N 531 (for 1973) and approved in 1979, then we are talking about managers (except for those who are appointed to positions by higher bodies), chief (senior) specialists various names, heads of offices, industries, farms, services, branches, sections, bureaus, inspections, departments and departments, stations, offices, warehouses, workshops, storage facilities, laboratories, groups, points, sectors, sites, reserves, expeditions, bases, parks, nurseries, cameras and cash desks. Who else is included in this category And who else belongs to the engineering and technical workers? The list of them is quite long.

So, the category of "leaders" in accordance with the said resolution includes the following positions: 1) heads: a storage room, an archive, a pass office, a copying and copying office, a photo laboratory, a household, an expedition, an office, a typewriting bureau, a warehouse; 2) a site foreman (including the senior); 3) heads of: department, section (shift), workshop; 4) chief specialist; 5) head of the organization. The category "technical executor" includes: duty pass office, copyist, contractor, timekeeper, accountant, freight forwarder, agent, clerk, secretary, secretary-typist, accountant, draftsman, cashier (including senior), typist, freight forwarder, collector (including senior), secretary-stenographer, statistician, others. The emphasis on these two categories is not accidental.

ENDS professionals fall into one of several different groups. The first group is those who are employed in work related to agriculture or forestry, animal husbandry, and fish farming. The second is workers in the economic or engineering and technical spheres.

Specialists of the third group work in the field of international relations. The fourth group is workers in the sphere of art, culture, science, education, health care. Fifth - legal profile. Thus, we see that the circle of specialists is quite wide.

Technical executors are employees whose task is to account, control, prepare the necessary documentation and its execution, as well as housekeeping services. Thus, the concept of ITR is morally obsolete, the decoding of which is no longer so relevant. It has been replaced today by the concept of administrative and technical personnel (or ATP).

And rather belong to the category - involved personnel Employee. A worker is a person who, in the course of his work, produces the final product of production or is directly involved in this production. The employee, on duty, ensures the operation of this production. (Accounting, management, security) Exceptions are engineering and technical workers and specialists in one area or another. To the category of loafers, there is little work, not dusty, but the truth is that the salary is not great.

In short, work is for slackers! How to interpret ... He fulfills his immediate obligations under the contract with the private security company, and the private security company himself will mention additional things in the contract with the object ... But that's all, this is through additional agreements and additional conditions, if there are clauses of the contract with a third party that are not discussed in the contract with the employee of the private security company .

There are people who call themselves specialists, and there are those who prefer to call themselves employees. What can both do?

Definition

The term " specialist"- very capacious. It can be understood as a person who is well versed in any field - due to extensive experience or education. There are also official definitions of the term. For example - if we are talking about the qualification "specialist", indicated in the diploma after 5 years of study at a university.

Many employees of Russian offices work as specialists. At the same time, their areas of professional activity can be very different. There are specialists in consulting, information technology, HR, financial issues. Extremely rarely, however, workers and engineering professions are called specialists. Except unofficially.

The term "specialist" is often used to indicate the level of the position occupied by a person. For example, in state structures, the most junior positions correspond to it. In turn, as a person grows professionally, he can become a “senior” or, for example, a “leading” specialist.

Thus, the term "specialist" refers to the area of employment of a person, his profession or skill level.

under the term " office worker” most often refers to a person engaged in mental work, as well as employed in the field of trade and the provision of services. The most important thing is that he works for someone. That is, an individual entrepreneur who provides engineering project development services or is engaged in trade cannot be called an employee in any way.

There are well-established phrases in which the term in question is necessarily applied. For example, "civil servant", "municipal employee".

Thus, the term "employee" can mean not only the professional area, but also the social status of a person - as an employee and engaged in mental work.

Comparison

In many cases, it is not easy to detect any obvious difference between a specialist and an employee. For example, a specialist in the finance department of a large company is likely to be considered an employee. But, as we noted above, the term "specialist" can mainly mean only a professional area, but not a social status. Which, in turn, can be expressed in performance.