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Responsibilities of the practice leader in preparing for the practice:

1. receipt from the head. Department of instructions for conducting practice, educational, methodological and accompanying documentation.

2. Familiarization with the regulations on the industrial practice of students, with the content and features of the contract concluded with the enterprise for the practice.

3. study of the program and educational and methodological documentation for the practice.

4. development of a working curriculum, a calendar thematic plan, a calendar schedule for internships.

Responsibilities of the head of practice in the initial period of practice:

1. together with the personnel department and head. department to prepare an order "on sending college students to work practice."

2. holding an organizational meeting with trainees, at which they inform about the terms of practice, familiarize them with the program of practice, the features of the practice at different enterprises.

3. get acquainted with the head of practice from the enterprise, familiarize him with the requirements for keeping a diary and compiling a report, agree on individual tasks.

4. together with the head of the enterprise, distribute students by workplace, paying attention to the correspondence of the workplace to the specialty being studied.

5. take part in the safety briefing of students and control their passing the test.

6. to organize time records of attendance by students of practice.

7. Ensure the timely arrival of students for practice.

Responsibilities of the practice leader during the practice:

1. monitor the implementation of the schedule and advise students on the implementation of the practice program.

2. at each visit to the practice base, check the keeping of diaries, the fulfillment of individual tasks.

3. supervise the training of students in safety regulations, providing special. clothing, personal protective equipment.

4. monitoring compliance with the rules of internal and work schedule during internship.

5. providing systematic methodological assistance to students in the implementation of the practice program, the selection of materials for course and diploma design, the implementation of individual tasks.

6. systematically inform the college management about the progress of the internship.

7. participation in the work of the commission for the acceptance of tests on safety engineering, in conducting exams for the assignment of working qualifications.

8. assist the leaders of practice from production in organizing and conducting lectures, excursions and other events.

Responsibilities of the internship leader after the end of the internship:

1. Drawing up conclusions about the quality of the internship by each student.

2. Submit to the head of the department a written report on the practice. The following questions should be reflected in the report of the teacher: the enterprises in which the practice took place, the names of the students in practice, the date and number of the order for the admission of students in practice, the name and position of the leaders of the practice from production, the actual time spent by students in practice, the implementation of the program and schedule of internships, conversations, lectures, excursions with students, the state of discipline, a brief description of the bases of practice.

3. Submit to the head of the department a test sheet with grades for industrial practice, production characteristics and certificates of qualification for each student.

4. Submit reports and diaries to the head of the department.

5. Conduct a student conference on the results of work experience.

EKSD 2018. Edition dated April 9, 2018
To search for approved professional standards of the Ministry of Labor of the Russian Federation, use reference book of professional standards

Head (head) of educational (educational-industrial, industrial) practice

Job responsibilities. Organizes training and ensures the conduct of educational (educational-industrial, production) practice (hereinafter referred to as practice) in accordance with the charter of the educational institution and the regulation on practice. Carries out general management of all types and areas of practice in the areas (specialties) of training an educational institution (structural unit, faculty (institute), branch). Defines the strategy, goals and objectives of the practice. Carries out the development and submission for approval of educational and methodological documents on the conduct of all types of practice. Conducts work to ensure the conduct of practice in the areas (specialties) of training of an educational institution together with representatives (heads) of organizations corresponding to the profile training of students. Together with the heads of educational institutions (structural divisions), he solves educational, methodological, administrative, financial, economic and other issues that arise in the process of ensuring the conduct and conduct of the practice.

Must know: laws and other regulatory legal acts Russian Federation on issues of higher professional education, priority areas development of the educational system of the Russian Federation, basic information about the development of education in foreign countries, the theory and methods of managing educational systems, local regulations of an educational institution, the procedure for compiling curricula, the rules for maintaining documentation on educational work, modern forms and methods of training and education, fundamentals of pedagogy , psychology, ecology, economics, law, sociology, financial and economic activities of an educational institution, the basics of administrative, labor and economic legislation, personnel management, labor protection and fire safety rules.

Qualification requirements. Higher professional education and work experience in teaching positions or leadership positions in organizations in the direction professional activity corresponding to the activities of an educational institution (structural unit), at least 3 years.

APPROVE:

________________________

[Job title]

________________________

________________________

[Name of company]

________________/[FULL NAME.]/

"____" ____________ 20__

JOB DESCRIPTION

Head of training and production practice

1. General Provisions

1.1. This job description defines and regulates the powers, functional and job duties, rights and responsibilities of the head of the training and production practice [Name of organization in the genitive case] (hereinafter referred to as the Educational Institution).

1.2. The head of training and production practice belongs to the category of managers, is appointed to the position and dismissed from the position in accordance with the procedure established by the current labor legislation by order of [name of the position of the immediate supervisor].

1.3. The head of the training and production practice reports directly to [name of the position of the immediate supervisor in the dative case] of the Educational Institution.

1.4. A person who has a higher professional education and work experience in teaching positions or leadership positions in organizations in the direction of professional activity corresponding to the activities of an educational institution (structural unit) for at least 3 years is appointed to the position of head of training and production practice.

1.5. The head of training and production practice should know:

• laws and other regulatory legal acts of the Russian Federation on issues of higher professional education;
• priority directions for the development of the educational system of the Russian Federation;
• basic information about the development of education in foreign countries;
• theory and methods of educational systems management;
• local regulations of the educational institution;
• the procedure for drawing up curricula;
• rules for maintaining documentation on educational work;
• modern forms and methods of training and education;
• fundamentals of pedagogy, psychology, ecology, economics, law, sociology;
• financial and economic activities of an educational institution;
• fundamentals of administrative, labor and economic legislation, personnel management;
• rules on labor protection and fire safety.

1.6. The head of educational and industrial practice in his activities is guided by:

• local acts and organizational and administrative documents of the Educational Institution;
• internal labor regulations;
• rules of labor protection and safety, ensuring industrial sanitation and fire protection;
• this job description.

1.7. During the period of temporary absence of the head of training and production practice, his duties are assigned to [name of the position of the deputy], who is appointed in accordance with the established procedure, acquires the relevant rights and is responsible for non-performance or improper performance of the duties assigned to him in connection with the replacement.

2. Job responsibilities

The head of training and production practice performs the following duties:

2.1. Organizes training and ensures the conduct of training and production practice in accordance with the charter of the educational institution and the regulation on practice.

2.2. Carries out general management of all types and areas of training and production practice in the areas (specialties) of training an educational institution (structural unit, faculty (institute), branch).

2.3. Determines the strategy, goals and objectives of educational and industrial practice.

2.4. Carries out the development and submission for approval of educational and methodological documents on the conduct of all types of educational and industrial practice.

2.5. Conducts work to ensure the conduct of training and production practice in the areas (specialties) of training of an educational institution together with representatives (heads) of organizations corresponding to the profile training of students.

2.6. Together with the heads of educational institutions (structural divisions), he solves educational, methodological, administrative, financial, economic and other issues that arise in the process of ensuring the conduct and conduct of training and production practice.

In case of official necessity, the head of the training and production practice may be involved in the performance of his duties. official duties overtime, in the manner prescribed by the provisions of federal labor law.

3. Rights

The head of training and production practice has the right to:

3.1. Give instructions to subordinate employees and services, tasks on a range of issues included in his functional responsibilities.

3.2. To control the fulfillment of production tasks, the timely execution of individual orders and tasks by subordinate services.

3.3. Request and receive the necessary materials and documents related to the issues of its activities, services and divisions subordinate to it.

3.4. Interact with other enterprises, organizations and institutions on production and other issues within its competence.

3.5. Sign and endorse documents within their competence.

3.6. Enjoy other rights established by the Labor Code of the Russian Federation and other legislative acts of the Russian Federation.

4. Responsibility and performance evaluation

4.1. The head of training and production practice bears administrative, disciplinary and material (and in some cases provided for by the legislation of the Russian Federation - and criminal) responsibility for:

4.1.1. Non-fulfillment or improper fulfillment of official instructions of the immediate supervisor.

4.1.2. Failure to perform or improper performance of their labor functions and assigned tasks.

4.1.3. Unlawful use of the granted official powers, as well as their use for personal purposes.

4.1.4. Inaccurate information about the status of the work entrusted to him.

4.1.5. Failure to take measures to suppress the identified violations of safety regulations, fire and other rules that pose a threat to the activities of the enterprise and its employees.

4.1.6. Failure to enforce labor discipline.

4.2. Evaluation of the work of the head of training and production practice is carried out:

4.2.1. The immediate supervisor - regularly, in the course of the daily implementation by the employee of his labor functions.

4.2.2. Attestation Commission of the enterprise - periodically, but at least once every two years based on the documented results of the work for the evaluation period.

4.3. The main criterion for evaluating the work of the head of training and production practice is the quality, completeness and timeliness of his performance of the tasks provided for by this instruction.

5. Working conditions

5.1. The work schedule of the head of the training and production practice is determined in accordance with the internal labor regulations established in the Educational Institution.

5.2. In connection with the production need, the head of the training and production practice is obliged to go on business trips (including local ones).

5.3. To solve operational issues related to the provision of production activities, the head of the training and production practice may be allocated a service vehicle.

6. Right to sign

6.1. To ensure his activities, the head of training and production practice is granted the right to sign organizational and administrative documents on issues referred to his competence by this job description.

Familiarized with the instructions ____ / ____________ / "__" _______ 20__

JOB DESCRIPTION

Head of practice

1. General Provisions

1.1. This instruction has been drawn up in accordance with the Order of the Ministry of Health and Social Development of the Russian Federation dated August 26, 2010 No. No. 761n. "On the approval of the One qualification handbook positions of managers, specialists and employees, section " Qualification characteristics positions of educators".

1.2. The head of the practice belongs to the category of managers.

1.3. The following person is appointed to the position of head of practice:

Having a higher professional education and work experience in teaching positions or managerial positions in organizations in the direction of professional activity corresponding to the activities of an educational institution (structural unit), at least 3 years;

Having no or no criminal record, not being or not being prosecuted (with the exception of persons whose criminal prosecution has been terminated on rehabilitating grounds) for crimes against life and health, freedom, honor and dignity of a person (with the exception of illegal placement in a psychiatric hospital , libel and insults), sexual inviolability and sexual freedom of the individual, against the family and minors, public health and public morality, the foundations of the constitutional order and state security, as well as against public security (part two of Article 331 Labor Code RF);

Does not have an unexpunged or outstanding conviction for intentional grave and especially grave crimes (part two of Article 331 of the Labor Code of the Russian Federation);

Not recognized as legally incompetent in the manner prescribed by federal law (part two of Article 331 of the Labor Code of the Russian Federation);

Does not have diseases provided for by the list approved by the federal executive body responsible for the development of state policy and legal regulation in the field of healthcare (Part two of Article 331 of the Labor Code of the Russian Federation).

1.4. This job description defines the functional duties, rights and responsibilities of the head of practice.

1.5. The head of practice is appointed and dismissed in accordance with the procedure established by the current labor legislation, by order of the director of the technical school.

1.6. The Head of Practice reports directly to the Deputy Director for Training and Production Work.

1.7. The head of practice should know:

the Constitution of the Russian Federation;

Civil, administrative, labor, budgetary, tax legislation in the part related to the regulation of the activities of educational institutions and educational authorities at various levels;

Federal Law of December 29, 2012 No. 273-FZ "On Education in the Russian Federation";

the Convention on the Rights of the Child;

Laws of the Russian Federation and laws of Moscow, decisions of the Government of the Russian Federation and decisions of the Government of Moscow, decisions of federal educational authorities and decisions of the Department of Education of Moscow on education and upbringing of students;

Priority directions for the development of the educational system of the Russian Federation on issues of secondary vocational education;

Pedagogy;

Achievements of modern psychological and pedagogical science and practice;

Pedagogical psychology;

Fundamentals of physiology, hygiene;

Theory and methods of management of educational systems;

Fundamentals of economics, remuneration of employees of the technical school, fundamentals of law, sociology; organization of financial and economic activities of the technical school;

Modern pedagogical technologies for productive, differentiated learning, the implementation of a competency-based approach, developmental learning;

Basics of working with text editors, spreadsheets, e-mail and browsers, multimedia equipment;

Fundamentals of management, personnel management;

Human resources of the organization;

Fundamentals of project management;

The procedure for drawing up curricula;

Rules for maintaining documentation on educational work;

Rules of the internal labor schedule of the technical school;

Rules for labor protection, safety and fire protection.

1.8. In his activities, the head of practice is guided by:

the Constitution of the Russian Federation;

Administrative, labor and economic legislation;

Federal Laws of December 29, 2012 No. 273-FZ “On Education in the Russian Federation”;

decrees of the President of the Russian Federation, decisions of the Government of the Russian Federation, the Government of Moscow and education authorities at all levels on education and upbringing of students;

Model regulation "On the establishment of secondary vocational education";

Model Regulations "On Institutions of a Secondary General Education School";

The charter and local legal acts of the technical school (including the Internal Labor Regulations, orders and instructions of the director, this job description), an employment contract.

Rules and norms of labor protection, safety and fire protection.

1.9. During the absence of the head of practice of the technical school (business trip, vacation, illness, etc.), his duties are performed by a person appointed by order of the director of the technical school. This person acquires the appropriate rights and is responsible for the quality and timely performance of the duties assigned to him.

2. Functions

2.1. Ensuring the practice.

2.2. Determination of the strategy of the goal and objectives of the practice.

3. Job responsibilities

The Practice Manager has the following responsibilities:

3.1. Organizes training and ensures the conduct of educational and production practices (hereinafter referred to as practice) in accordance with the charter of the technical school and the Regulations on practice.

3.2. Carries out general management of all types and areas of practice in the areas (specialties) of the preparation of the technical school.

3.3. Defines the strategy, goals and objectives of the practice, in accordance with the Federal State Educational Standards.

3.4. Carries out the development and submission for approval of educational and methodological documents on the conduct of all types of practices.

3.5. Conducts work to ensure the conduct of practice in the areas (specialties) of the preparation of the technical school together with representatives (heads) of organizations corresponding to the profile training of students.

3.6. Together with the management of the technical school (structural divisions), he solves educational, methodological, administrative, financial, economic and other issues that arise in the process of ensuring the conduct and conduct of practice.

3.7. Organizes the work of practice leaders in compiling educational and methodological complexes for practice, schedules for visiting organizations-bases of practice, as well as for the distribution of students to places of practice.

3.8. Timely submits to enterprises lists of students sent for practice, indicating the necessary information about them.

3.9. Supervises enterprises and organizations to provide students with the necessary conditions for practice, including:

To provide jobs corresponding to the content of practical training programs;

To conduct training of students with the necessary safety rules, safety briefing and consolidation of their skills before the start of work;

To provide students at the workplace with materials, equipment, technical documentation, manuals, regulations;

To provide trainees with the opportunity to master advanced labor methods, new technologies and equipment;

Compliance with the legislation of the Russian Federation on the labor of minors (hard work, overtime, living conditions, etc.);

3.10. Provides educational and methodological documentation for practice leaders, coordinates the calendar and thematic plans of these employees, organizes and controls their activities.

3.11. Draws up schedules for the departures of practice leaders at the enterprise, monitors their work and accepts written reports on practice.

3.12. Provides record keeping on practice issues.

3.13.Fulfills the requirements federal law“On Personal Data” and other regulatory legal acts of the Russian Federation, as well as internal regulatory acts of the technical school regulating the protection of the interests of personal data subjects, the procedure for processing and protecting personal data.

3.14. Timely undergo preliminary upon admission to work and periodic medical examinations and hygienic certification.

3.15. Fulfills other instructions of the management of the technical school that are not included in this job description, but arising in connection with the production need.

4. Rights

The head of practice has the right to:

4.1. Participate in the discussion of draft decisions of the management of the technical school (structural unit).

4.2. Determine the content of the practice in accordance with the Federal State Educational Standards.

4.3. Request and receive from structural divisions, specialists the necessary information, documents.

4.4. Conduct quality and timeliness checks on assignments.

4.5. Demand the termination (suspension) of work (in case of violations, non-compliance with established requirements, etc.), compliance with established standards; give instructions for correcting deficiencies and eliminating violations.

4.6. Require the management of the college to assist in the performance of official duties.

4.7. Submit for consideration by the management of the technical school (structural unit) issues related to the conduct of practice and improving the quality of training of students.

5. Responsibility

The Head of Practice is responsible for:

5.1. For non-performance or improper performance without good reason of the charter and internal labor regulations of the college, legal orders of the director of the college, and other local regulations, job duties established by this instruction, including for not using the rights granted by this instruction, as well as accepting managerial decisions that led to the disorganization of the educational process, the head of practice bears disciplinary responsibility in the manner prescribed by labor legislation. For gross violation of labor duties, dismissal may be applied as a disciplinary punishment.

5.2. For the use, including a single one, of methods of education associated with physical and (or) mental violence against the personality of the student, the head of the practice may be dismissed from his position in accordance with labor legislation and the Federal Law "On Education in the Russian Federation".

5.3. For violation of the rules of fire safety, labor protection, sanitary and hygienic rules for organizing the educational and production process, the head of practice is brought to administrative responsibility in the manner and in the cases provided for by administrative legislation.

5.4. For the culpable infliction of damage to a technical school or participants in the educational process in connection with the performance (non-performance) of their official duties, the head of practice shall be liable in the manner and within the limits established by labor and (or) civil legislation.

5.5. 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.

5.6. For causing material damage - within the limits determined by the current labor and civil legislation of the Russian Federation.

5.7. For violation of the requirements of the federal law "On Personal Data" and other regulatory legal acts of the Russian Federation, as well as the internal regulations of the technical school regulating the protection of the interests of personal data subjects, the procedure for processing and protecting personal data - within the limits established by the current legislation of the Russian Federation.

5.8. For failure to perform or improper performance of their functions and duties provided for by this job description, orders, orders, instructions from the management of the technical school, not included in this job description, but arising in connection with production necessity and other offenses - in accordance with the current labor legislation of the Russian Federation : remark, reprimand, dismissal.

6. Interaction

Practice manager:

6.1. Works according to a schedule drawn up on the basis of a 40-hour working week and approved by the director of the technical school.

6.2. Independently plans his work for each academic year and semester. The work plan is approved by the director of the technical school no later than five days from the beginning of the planning period.

6.3. Receives information of a regulatory, legal, organizational and methodological nature from the deputy director for educational and production work of the technical school, gets acquainted with the relevant documents against receipt.

6.4. Systematically exchanges information on issues within its competence with teachers and deputy directors of the technical school.

6.6. Performs the duties of deputy director for educational and production work of the technical school during his temporary absence (vacation, illness, etc.). The fulfillment of duties is carried out in accordance with labor legislation and the Charter of the college on the basis of the order of the director or the decision of the Pedagogical Council of the college, if the corresponding order cannot be issued for objective reasons.

6.7. Transfers the information received at meetings, seminars to the deputy director for educational and production work, the director, immediately after receiving it.

6.8. Maintains confidentiality.

If your company does not practice regular performance reviews, then you will do a good job if you introduce them into your practice. This should not be turned into a mere formality, as a rule, the less formal such conversations are, the more effective they are. Just get into the habit of discussing with your subordinates the results of their work, regardless of whether this work is excellent, satisfactory or bad. Sometimes it's necessary. simply to convince each of them that you know and appreciate their efforts, or to remind them of the absence of such.

Head of practice (industrial, educational)

Here it should be noted as a common shortcoming in the work of all organizations working according to the Saratov system, the inability to calculate the economic effect of improving the quality, reliability and durability of products. It is not easy to assess correctly the quality of research and design work, however, in the practice of the work of the design bureaus of the region, very interesting and original calculations were born that determine or, more precisely, try to determine the level of quality of the work of designers. In these bureaus, for each designer, special journals (or cards) for recording work have been opened, in which designers note the time they spent on performing various types of work.

For more than 2,000 years, the government's prerogative, or exclusive right to provide society with money, meant in practice only a monopoly on minting coins - gold, silver or copper. It was during this period that such a prerogative began to be accepted unconditionally, as an essential attribute of sovereignty, shrouded in a veil of secrecy, with which the sacred power of rulers was usually associated. Perhaps this idea arose even before the sixth century BC, when the first coins were minted by the Lydian king Croesus, back in those days when it was customary to put stamps simply on metal ingots to certify the quality of the metal.

The completed report is submitted to the manager for review. The report accepted by the head is subject to protection before the commission appointed by the head of the department, which is carried out with a differentiated assessment on a 5-point scale, taking into account the correctness of the answers to the questions, the quality of the data presented in the report and the depth of the analysis, the student's compliance with labor discipline during the internship. A student who has not completed the internship program, received a negative review of the work and an unsatisfactory grade when defending the report, or who has not defended the report within the prescribed period, is not allowed to complete the graduation project.

The cargo is delivered to the warehouse, where it is checked in accordance with the invoice and the accompanying document in terms of quantity, assortment, quality. The warehouse manager or storekeeper accepts the values, and if a shortage is detected, a representative of an uninterested organization is involved. An acceptance certificate is drawn up for the revealed discrepancy between the quantity and quality of the cargo delivered to the warehouse, where the size of the shortage is fixed and the amount to be recovered from the supplier is established. The acceptance act serves as the basis for filing a claim against the supplier. It is drawn up in the form No. M-7 in two copies by members of the acceptance committee with the obligatory participation of a financially responsible person and a representative of a disinterested organization. The act is approved by the head of the organization or other authorized person. One copy of the act with the attached primary documents is transferred to the accounting department to account for the movement of material assets, the other to the supply service (supplier). In practice, various situations of shortage or damage to cargo may arise both along the route and in a specific situation. The necessary additional data that is not highlighted in the form of an act in special lines is recorded in the Other data section.

The proposed textbook, written by the Deputy Head of the Department of Legal Support of the Market Economy of the Russian Academy of Public Administration under the President of the Russian Federation, is devoted to the issues of legal regulation of entrepreneurial activity. In organic unity, it examines the system of existing legal acts and the practice of their application. Particular attention is paid to the relationship between economics and law, the role of state bodies and local governments in the formation, functioning and development of entrepreneurship, their interaction with business entities.

This category of sellers provides sales support in the retail and wholesale industry. Ordering may take place nationwide at company headquarters, but sales to individual retailers are directly supported by merchandisers who provide advice during sample demonstrations, implement sales promotions, monitor inventory levels and liaise with warehouse managers .

As a specialist of modern domestic libraries, first of all, directors / heads and heads of structural divisions - library managers, it is advisable to know theoretically and put into practice the basic provisions of marketing as a market concept for managing a library and information institution. The importance of mastering library management personnel with marketing tools is determined by the objective need for each Russian library to develop its own strategic line of activity for the future, as well as to determine adaptably flexible tactics for daily work.

The delegation of PM responsibilities is constantly changing. In most organizations, personnel management activities are carried out by two groups of specialists (PM-specialists) and practitioner managers (P-managers). P-managers (heads, heads of departments, vice presidents) are included in this activity insofar as they are responsible for the efficient use of all resources at their disposal. Human resources are a very specific type

In 1944, new model states of city, district and children's libraries appeared, which existed until 1973, with a fund of up to 60 thousand volumes. The staffing of librarians was established depending on the size of the fund and the volume of work for each employee, including the head, there should have been at least 1,000 readers and 20,000 book loans. In 1950, the Department of Architecture of the State Library of the USSR. IN AND. Lenin developed a calculation table to help design mass libraries. For the first time, recommendations appeared on the optimal size of the premises for library institutions, depending on the size of their funds, which was indirectly linked to the possible number of potential readers. In the early 50s. on the initiative of the Committee for Cultural and Educational Work of the RSFSR, to which state public libraries were subordinate, it began to be practiced to draw up five-year plans for the development of librarianship in rural areas, where the shortcomings in such services to the population were most acutely felt.

The performance by an employee, in addition to the main job, of other paid work without holding a regular position in the same enterprise, institution and organization is not a part-time job (fulfillment by teachers of general education schools and teachers of secondary specialized educational institutions of the duties of managing classrooms and laboratories, teaching work of directors, deputy directors, heads of the educational part of educational institutions, management of subject and cycle commissions, the work of engineering and technical workers to manage the production training and practice of students, duty medical workers in excess of the monthly norm of working hours, etc.).

Make up a specific, most effective, in your opinion, system of practical recommendations on the technique of self-management (for a specific head of the department), What is the relevance and effectiveness of the methodology you proposed? Try to use it in practice.

The leadership of the university practices various forms of operational, informational and instructive production meetings, in which Deans and heads of departments take part.

Handbook for bosses. What is included in the director's or department head's handbook depends on a number of factors, including the size and nature of the company's activities, the persons who receive these directories (only chiefs or managers of various ranks). Included guidelines expand or limit the provisions of company policy and practice contained in handbooks for all employees of the company.

Allowances are established for a certain period, but not more than one year, by order of the establishment in agreement with the elected trade union body on the basis of the presentation of the staff of the structural unit. Bonuses are canceled in case of deterioration in performance or completion of particularly important or urgent work. For heads of healthcare institutions (chief physicians, directors, heads, chiefs), allowances are established by a decision of a higher healthcare management body for work aimed at developing the institution, applying advanced methods of diagnosing and treating patients, new medicines and medical equipment in the practice of the institution.

Directors, their deputies for scientific and educational work, scientific secretaries, heads of departments and specialties, heads of educational units, heads of research departments, heads of postgraduate studies (sectors), heads of those who do not perform teaching work in the same educational institution, methodologists, senior scientific employees, researchers, masters and instructors of industrial training and laboratory assistants - 24 working days.

Persons of the administrative and educational personnel of educational institutions listed in paragraph 4 of this order, directors, their deputies for scientific and educational work, heads of departments and specialties, heads of educational units, heads of postgraduate studies, heads of internships for students, academic secretaries, simultaneously performing in the same educational institution of pedagogical work. in the amount of not less than 1/3 of the corresponding annual norm - vacations of 48 working days are granted.

It is better to double-check the weight of the purchased goods on the same scales that the seller used when the goods were released, but previously subjected to a separate independent check for serviceability (accuracy) and adjusted. In practice, there are and sometimes there are certain technical tricks for underestimating weights (volume, measures), which inspectors should also be familiar with. Rechecking and adjustment can be entrusted to the seller himself, the head of the section or the store, however, in this case, the current control of the inspectors over the implementation of these procedures is also necessary.

The practice of annual inventories is not unusual for Western enterprises either. But here the warehouse manager is not responsible for the deviation of the value of real stocks from their book value, these losses are borne by the company.

Fatkhutdinov Rais Akhmetovich - Doctor of Economics, Professor, Academician of the Academy of Quality Problems. Born in 1938 in the city of Zlatoust. He studied at a mining college, served in the army. In 1966 he graduated from the Donetsk Polytechnic Institute. He worked as a mining foreman, designer, economist at enterprises in Donetsk, Ufa and Krasnodar, head of a research institute department, head of the economics and management department of the Moscow Institute of Chemical Engineering. In practice, he studied the features of technology, economics, management of engineering enterprises, oil, defense industry and other sectors of the national economy. In 1989 he defended his doctoral dissertation on machine efficiency planning at the Leningrad Institute of Engineering and Economics.

I will give an example from my practice. This is not a commercial firm, but a state institution - the outpatient department of a psychiatric hospital (for adults), which, among other things, is engaged in the methodological support of the psychotherapeutic service of the city. I am the manager. I have bets. I need employees. A psychologist comes in for an interview. Let's start a conversation...

If you look closely at the practice of project management in some organizations, you can find a lot of oddities in it. In this regard, the analogy with a hospital is appropriate, in which surgeons plan operations without thinking about whether the operating room will be free at the time they need. Imagine a situation where, one fine morning, 10 surgeons with patients prepared for surgery simultaneously appear in the operating room, but none of them is familiar with the work schedule of the operating unit, the staff of which is subordinate to their own leader. Let us also assume that the head of the operating room himself is not going to operate on that day and orders his subordinates to help other surgeons. At the same time, each surgeon gets access to the limited resources of the operating room, where there is only one operating table, one anesthetist and one surgical nurse, but only for 15 minutes. In this case, the first surgeon can begin to operate, but after fifteen minutes he is obliged to free the table for the second surgeon, who, in turn,

Chief Consultant on Psychology and Management Kudashev Azat Rishatovich - Professor, Head of the Department of Management BAGSU, Doctor of Psychology. Degree consultants, leading consultant psychologists in NLP, training, and practice.

In some firms, at this stage, "management by the method of exclusion" is practiced, i.e. a minimum level is defined at each performance level, and if the results exceed it, then no corrective action is taken. Maximum levels are often set as well, as results above them indicate either an exceptional salesperson effort, for which he deserves a reward, or a change in some key metrics in determining performance levels. For example, an excessively high level of revenue from a sale may result from the arrival of a large new customer in a given sales region, thereby significantly increasing the potential sales opportunities in that region. "Exceptional management" is the most economical in terms of saving the sales manager's time, as it allows him to focus on "exceptional" situations.

S. I. Volfkovich began his pedagogical work in 1921, first as an assistant, then as an assistant professor and professor, head of the Department of Technology of Mineral Substances at the Technological Faculty of the Institute of National Economy. G. V. Plekhanov. In 1929, he was elected a professor at the Moscow Higher Technical School, and in 1932 he was appointed head of the Department of General Chemical Technology of the Military Academy. K. E. Voroshilova. where he also taught special courses. In addition to the General Chemical Technology and special courses in the technology of phosphorus, nitrogen and potassium salts and fertilizers, S. I. taught courses on the Physical and Chemical Fundamentals of Chemical Technology and the Fundamentals of Design and Calculation of Chemical

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