Employment contract with a purchasing manager. An approximate form of a job description for a specialist in organizing and holding tenders (auctions) for the purchase of products for state needs

LABOR CONTRACT

with a purchasing manager

"___"__________ ____ G.

Hereinafter referred to as __ "Employer", represented by __________________, acting ___ on the basis of the Charter, on the one hand, and citizens __ of the Russian Federation _____________________________, hereinafter referred to as __ "Employee", on the other hand, have concluded this agreement as follows:

1. THE SUBJECT OF THE AGREEMENT

1.1. Under this agreement, the Employer undertakes to provide the Employee with work according to the labor function stipulated in this agreement, to ensure the working conditions provided for by the current labor legislation, local regulations of the Employer, to pay the Employee wages in a timely manner and in full, and the Employee undertakes to personally perform the labor function specified in this agreement , comply with the internal labor regulations in force in the organization, other local regulations of the Employer, as well as perform other duties stipulated by the employment contract, as well as additional agreements to it.

1.2. The contract is drawn up taking into account the current legislation and is a binding document for the parties, including when resolving labor disputes between the Employee and the Employer in judicial and other bodies.

2. GENERAL PROVISIONS

2.1. The Employer instructs, and the Employee assumes

performance of duties in the position of Purchasing Manager in

______________________________.

(structural subdivision)

2.2. Work under this contract is the main work for the Employee.

2.3. During the performance of his labor duties, the Employee reports directly to the General Director.

2.4. The place of work of the Employee is the office of the organization located at: _________________________________________________.

2.5. The work of the Employee under this contract is carried out under normal conditions. Labor duties of the Employee are not related to the performance of heavy work, work in areas with special climatic conditions, work with harmful, dangerous and other special working conditions.

3. TERM OF THE CONTRACT

3.1. The employee must begin to perform his labor duties from "___" _________ ____.

3.2. This agreement is concluded for an indefinite period.

4. PROBATION

4.1. At the conclusion of this agreement, the Employee is assigned a test to verify the compliance of the Employee's qualifications with the work assigned to him. During the probationary period, workers are fully covered by labor legislation.

4.2. The test period is ___ (_______) months from the date of conclusion of this agreement. The probationary period does not include the period of temporary disability and other periods when the Employee was absent from work for good reasons.

4.3. If the probation period has expired, and the Employee continues to work, he is considered to have passed the probation, and the subsequent termination of the employment contract (contract) is allowed only on general grounds.

4.4. In case of an unsatisfactory result of the test, the Employee is released from work by the Employer without payment of severance pay.

5. TERMS OF PAYMENT OF THE EMPLOYEE

5.4. The employer establishes incentive and compensation payments (surcharges, allowances, bonuses, etc.). At the same time, the conditions for such payments and their amounts are defined in the Regulations on bonus payments to employees "______________".

5.5. In the event that the Employee, along with his main job, performs additional work in another position or performs the duties of a temporarily absent employee without being released from his main job, the Employee is paid an additional payment in the amount of __% of the salary for the combined position.

5.6. Overtime work is paid for the first two hours of work at least one and a half times, for subsequent hours - at least twice the amount. At the request of the Employee, overtime work, instead of increased pay, may be compensated by providing additional rest time, but not less than the time worked overtime.

5.7. Work on weekends and non-working holidays is paid in the amount of a single daily or hourly rate in excess of the salary, if the work was carried out within the monthly norm of working hours, and in the amount of a double hourly rate in excess of the salary, if the work was performed in excess of the monthly norm.

5.8. In the event that the Employer has introduced labor standards, if they are not met through the fault of the Employee, the payment of the normalized part of the salary is made in accordance with the amount of work performed.

5.9. Downtime due to the fault of the Employee is not paid. The reasons for downtime and the amount of damage are determined by the Employer, and in disputable cases - by the court.

6. RIGHTS AND OBLIGATIONS OF THE EMPLOYEE

6.1. The employee is obliged:

6.1.1. Conscientiously fulfill the following labor duties:

Negotiate with potential sellers, as well as suppliers for the purpose of purchasing goods;

Submit proposals to the management of the Company on the rationalization of procurement;

Take action to implement the procurement plan;

Participate in the acceptance of goods from suppliers to warehouses, carry out its rational storage;

Receiving goods from suppliers. At the same time, check the name, quantity, completeness, grade, price, marking, packaging, inspection of appearance, etc.;

Notify your immediate supervisor, and, if necessary, the General Director, about cases of detection of goods that do not comply with the terms of the contract;

Take measures to prevent and eliminate conflict situations with contractors under contracts;

Comply with labor and production discipline, labor protection rules and regulations, industrial sanitation and hygiene requirements, fire safety, civil defense requirements;

Execute instructions and orders of direct management and the General Director of the Company.

6.1.2. Comply with the Internal Labor Regulations of the organization and other local regulations of the Employer.

6.1.3. Observe labor discipline.

6.1.4. Comply with labor standards if they are established by the Employer.

6.1.5. Comply with labor protection and labor safety requirements.

6.1.6. Take care of the property of the Employer and other employees.

6.1.7. Immediately inform the Employer or immediate supervisor about the occurrence of a situation that poses a threat to the life and health of people, the safety of the property of the Employer.

6.1.8. Do not give interviews, do not hold meetings and negotiations related to the activities of the Employer, without prior permission from the management.

6.1.9. Do not disclose information constituting a trade secret of the Employer. Information that is a trade secret of the Employer is defined in the Regulations on Trade Secrets "__________________________".

6.1.10. By order of the Employer, go on business trips in Russia and abroad.

6.1.11. Work after training for at least 2 (two) years, if the training was carried out at the expense of the Employer, or pay the Employer the amount of tuition fees in proportion to the time not worked.

6.2. The employee has the right to:

6.2.1. Providing him with the work stipulated by this contract.

6.2.2. Timely and in full payment of wages in accordance with their qualifications, complexity of work, quantity and quality of work performed.

6.2.3. Rest, including paid annual leave, weekly days off, non-working holidays.

6.2.4. Compulsory social insurance in cases stipulated by federal laws.

6.2.5. Other rights established by the current legislation of the Russian Federation.

7. RIGHTS AND OBLIGATIONS OF THE EMPLOYER

7.1. The employer is obliged:

7.1.1. Comply with laws and other regulatory legal acts, local regulations, the terms of this agreement.

7.1.2. Provide the Employee with the work stipulated by this agreement.

7.1.3. Provide the Employee with equipment, technical documentation and other means necessary for the performance of his job duties.

7.1.4. Pay in full the wages due to the Employee within the time limits established by the Internal Labor Regulations.

7.1.5. To provide the household needs of the Employee related to the performance of his labor duties.

7.1.6. Carry out compulsory social insurance of the Employee in the manner prescribed by federal laws.

7.1.7. Perform other duties established by the current legislation of the Russian Federation.

7.2. The employer has the right:

7.2.1. Encourage the Employee for conscientious efficient work.

7.2.2. Require the Employee to fulfill the labor duties specified in the job description, respect the property of the Employer and other employees, and comply with the Internal Labor Regulations.

7.2.3. Bring the Employee to disciplinary and material liability in accordance with the procedure established by the current legislation of the Russian Federation.

7.2.4. Adopt local regulations.

7.2.5. Exercise other rights provided for by the current legislation of the Russian Federation, local regulations.

8. MODE OF WORK AND REST

8.1. The mode of work and rest is established by the Internal Labor Regulations.

9. EMPLOYEE SOCIAL INSURANCE

9.1. The employee is subject to social insurance in the manner and under the conditions established by the current legislation.

10. WARRANTY AND REFUND

10.1. For the period of validity of this agreement, the Employee is subject to all guarantees and compensations provided for by the current legislation of the Russian Federation.

Upon termination of the employment contract due to the liquidation of the Employer or a reduction in the number or staff of the Employer's employees, the Employee is paid a severance pay in the amount of the average monthly salary, and the average monthly salary for the period of employment, but not more than two months from the date of dismissal (including the day off benefits).

In exceptional cases, the average monthly salary is retained by the Employee for the third month from the date of dismissal by decision of the body of the employment service, provided that within two weeks after the dismissal the Employee applied to this body and was not employed by him.

10.2. Severance pay in the amount of at least two weeks of average earnings is paid to the Employee upon termination of the employment contract due to:

Inconsistencies of the Employee with the position held or the work performed due to a state of health that prevents the continuation of this work (subparagraph "a", paragraph 3 of article 81 of the Labor Code of the Russian Federation);

Calling up an Employee for military service or sending him to an alternative civilian service that replaces it (clause 1, article 83 of the Labor Code of the Russian Federation);

Refusal of the Employee to transfer in connection with the relocation of the Employer to another locality (clause 9, article 77 of the Labor Code of the Russian Federation).

11. RESPONSIBILITIES OF THE PARTIES

11.1. In case of non-fulfillment or improper fulfillment by the Employee of his duties specified in this agreement, violation of labor legislation, the Employer's internal labor regulations, other local regulations of the Employer, as well as causing material damage to the Employer, he shall bear disciplinary, material and other liability in accordance with the current legislation of the Russian Federation.

11.2. The employer bears material and other liability, in accordance with the current legislation, in the following cases:

a) unlawfully depriving the Employee of the opportunity to work;

b) causing damage to the Employee as a result of injury or other damage to health associated with the performance of his labor duties;

c) causing damage to the property of the Employee;

d) salary delays;

e) in other cases stipulated by the legislation of the Russian Federation.

In the cases provided for by law, the Employer is obliged to compensate the Employee for moral damage caused by the unlawful actions of the Employer.

11.3. The Employee is liable both for direct actual damage directly caused by him to the Employer, and for damage incurred by the Employer as a result of compensation by him for damage to other persons.

12. TERMINATION

12.1. The grounds for termination of this employment contract are:

12.1.1. Agreement of the parties (Article 78 of the Labor Code of the Russian Federation).

12.1.2. Termination of the employment contract at the initiative of the Employee, while the Employee is obliged to notify the Employer no later than 2 weeks in advance (Article 80 of the Labor Code of the Russian Federation).

12.1.3. Termination of the employment contract at the initiative of the Employer (Article 81 of the Labor Code of the Russian Federation), including in the event of a change in ownership of the Employer's property (Article 75 of the Labor Code of the Russian Federation).

12.1.4. Transfer of the Employee at his request or with his consent to work for another employer or transfer to elective work (position).

12.1.5. Refusal of the Employee to continue work in connection with a change in the ownership of the Employer's property, a change in the jurisdiction (subordination) of the Employer or its reorganization (Article 75 of the Labor Code of the Russian Federation).

12.1.6. Refusal of the Employee to continue work due to a change in the essential terms of the employment contract (Article 73 of the Labor Code of the Russian Federation).

12.1.7. Refusal of the Employee to transfer to another job due to the state of health in accordance with a medical report (part two of article 72 of the Labor Code of the Russian Federation).

12.1.8. Refusal of the Employee to transfer in connection with the relocation of the Employer to another locality (part one of article 72 of the Labor Code of the Russian Federation).

12.1.9. Circumstances beyond the control of the parties (Article 83 of the Labor Code of the Russian Federation).

12.1.10. Violation of the rules for concluding an employment contract established by the Labor Code of the Russian Federation or other federal law, if this violation excludes the possibility of continuing work (Article 84 of the Labor Code of the Russian Federation).

12.1.11. Other grounds provided for by the legislation of the Russian Federation.

12.2. In all cases, the day of dismissal of the Employee is the last day of his work.

13. SPECIAL CONDITIONS:

13.1. The terms of this employment contract are confidential and not subject to disclosure.

13.2. The terms of this employment contract are legally binding on the parties. All changes and additions to this employment contract are formalized by a bilateral written agreement.

13.3. Disputes between the parties arising from the performance of an employment contract are considered in the manner prescribed by the current legislation of the Russian Federation.

13.4. In all other respects that are not provided for by this employment contract, the parties are guided by the legislation of the Russian Federation governing labor relations.

13.5. The Agreement is made in two copies, having the same legal force, one of which is kept by the Employer, and the other by the Employee.

DETAILS AND SIGNATURES

Employer: ___________________________________________________

_____________________________________________________________________.

Worker: _______________________________________________________

registered at: ___________________________________________

______________________________________________________________________

lives at: _________________________________________________

______________________________________________________________________

______________________________________________________________________

passport: series _____ N _____________ issued by "___" _____________ _____

______________________________________________________________________

______________________________________________________________________

phone: ____________________________________________________________.

From Employer: Employee:

_____________/_____________/ ______________/______________/

in a person acting on the basis of , hereinafter referred to as " Employer", on the one hand, and a citizen, passport (series, number, issued) residing at the address, hereinafter referred to as " Specialist”, on the other hand, hereinafter referred to as “ Parties”, have concluded this agreement, hereinafter referred to as the “Agreement”, as follows:

ARTICLE 1.

1. This contract regulates labor and other relations between the Employer and the Specialist.
2. Work under this contract is the main place of work of the Manager.

ARTICLE 2.

The specialist is entrusted with the following tasks: .

ARTICLE 3.

The specialist is obliged:

• fully comply with all requirements and conditions of the contract;
• when working in buildings, premises, on the territory of the enterprise (organization) to comply with the established labor protection rules;
• use the equipment and devices transferred to him by the Employer under the terms of the contract or lease correctly and for the intended purpose;
• observe the confidentiality of information that became known to him in the course of work, if they constitute a commercial secret.

ARTICLE 4.

The specialist has the right:

• attend meetings and participate in events related to the work under the contract;
• independently organize work on the implementation of the contract;
• rent the necessary instruments and equipment;
• require the Employer to fulfill the terms of the contract.

ARTICLE 5.

The employer is obliged:

• fully comply with all the conditions and requirements of the contract;
• inform the Specialist about ongoing scientific, technical and production meetings and events related to the implementation of the contract;
• control the work of the Specialist in terms of time, quality and scope of work in the manner prescribed by the contract;
• immediately inform the Specialist about the circumstances affecting the progress of the contract.

ARTICLE 6

The employer has the right:

• allow the Specialist, free of charge or on a lease basis, to use the available equipment and production facilities;
• take the necessary measures to change the course of performance of labor duties under the contract without prejudice to the interests of the Specialist;
• at the request of the Specialist or organizations, evaluate his work under the contract (recommendation).

ARTICLE 7.

1. For the normal work of the Specialist, the Employer undertakes to create favorable and safe working conditions for him.
2. The Employer also undertakes to: provide the Specialist free of charge (option: lease) the following equipment (devices): for a period of a year on the following conditions, provide the following services, allocate the following financial and other resources.

ARTICLE 8

1. This contract is concluded for a period of one year from "" to "" years.
2. After the expiration of the contract, by agreement of the parties, it may be extended or a new contract concluded.

ARTICLE 9

1. The place of permanent work of the Specialist is.
2. The workplace must be equipped.
3. Transfer of the Specialist to another workplace is allowed only with his consent.

ARTICLE 10.

The work of the Specialist is carried out in accordance with the schedule established by the Internal Labor Regulations of the enterprise (organization).

ARTICLE 11.

1. A specialist for his work receives a salary in the amount of rubles per month, which consists of a guaranteed salary of rubles and an allowance of rubles for high qualifications or the performance of particularly important work. The allowance may increase with an increase in the volume of work, an improvement in its quality, or decrease (cancel) if tasks are not completed on time, the quality of work deteriorates, as well as violations of labor discipline.
2. After completion of the work, the Specialist is paid a reward for a high end result in the amount of rubles.
3. The specialist additionally establishes:
   • quarterly (monthly) bonuses in the amount of rubles.
   • remuneration based on the results of work for the year in the amount of rubles.
4. Wages are paid no later than the date of each month.
5. By agreement of the parties, the size and system of remuneration may be reviewed.

ARTICLE 12.

1. The specialist is provided with an annual basic vacation lasting calendar days with payment of compensation in the amount of rubles, as well as additional paid vacation lasting calendar days.
2. Leave is provided in accordance with the vacation schedule at the enterprise or at any time during the working year by agreement of the parties.
3. Annual leave for the first year of work is granted after 6 months from the date of conclusion of the contract.
4. With the consent of the Employer, the Specialist may be granted unpaid leave.

ARTICLE 13.

The specialist, after fulfilling all obligations under the contract, submits to the Employer:

1. the result of the work, corresponding in form, volume and quality to the requirements of the contract;
2. the act of acceptance-delivery drawn up from its side in two copies;
3. other documents stipulated by the terms of the contract;
4. materials and equipment purchased at the cost of the contract (if it is provided for by the terms of the contract).

ARTICLE 14.

If the presented results do not meet the requirements of the contract, the Employer may give the Specialist time to finalize them without additional payment within a mutually agreed time frame or make a settlement with him with a corresponding reduction in the amount of remuneration.

ARTICLE 15.

If it is impossible to complete the work on time, the Specialist shall apply in writing to the Employer with a justification of the reasons for non-fulfillment and a request to postpone the end of the contract. With the consent of the Employer, an agreement is concluded between him and the Specialist to extend the expiration date of the contract, which specifies the relevant conditions (including the financing of work and remuneration).

ARTICLE 16.

1. The right to use inventions and rationalization proposals created by the Specialist in the process of working at the enterprise belongs to the enterprise, unless otherwise provided by law.
2. A specialist receives remuneration for an invention or rationalization proposal, other rights and benefits in accordance with applicable law.
3. If the invention or rationalization proposal is of particular importance for the enterprise, the Specialist may be paid an additional remuneration in the amount of rubles.

ARTICLE 17.

In case of violation due to the fault of the Specialist of the deadlines for the fulfillment of the contract provided for in the calendar plan (work order, work plan, etc.), the Employer, having warned the Specialist in writing, may reduce the funds for the payment of wages by %. In case of repeated violation of the deadlines, the Employer has the right to stop paying wages until the violations of the approved schedule are eliminated.

ARTICLE 18.

In case of violation by one of the parties of the conditions provided for in Article 7 of this contract, the other party has the right to compensation for the losses incurred in accordance with the current civil law.

ARTICLE 19.

1. The Specialist is fully covered by the benefits and guarantees established for the employees of this enterprise (organization) by the current legislation, industry regulations and the collective agreement.
2. The specialist is subject to all types of state insurance for the duration of the contract.

ARTICLE 20.

1. The contract may be terminated or terminated in the manner and on the grounds provided for by the current labor legislation.
2. Additional grounds for early termination of the contract at the initiative of the Employer are:
   • failure due to the fault of the Specialist of the deadlines provided for by the calendar plan;
   • provision of intermediate results of a different type, quality and volume than stipulated by the contract;
   • disclosure by the Specialist of the commercial secret of the enterprise;
3. Additional grounds for early termination of the contract at the initiative of the Specialist are:
   • non-fulfillment by the Employer of the terms of the contract;
4. The party terminating the contract shall provide the other party with a written explanation of the reasons for termination.
5. Upon termination or termination of the contract, all settlements between the parties must be made within a day.

ARTICLE 21.

In the event that reasons beyond the control of the parties arise that prevent the successful fulfillment of the terms of the contract, the parties may suspend the contract for a mutually agreed period.

ARTICLE 22.

The employer undertakes to provide the Specialist.

ARTICLE 23.

The Specialist's monetary income is subject to indexation in accordance with the legislation of the Russian Federation.

ARTICLE 24.

Damage caused to the Specialist by injury or other damage to health associated with the performance of his/her labor duties is subject to compensation in accordance with the current labor legislation.

ARTICLE 25.

1. In the event of a dispute between the parties, it is subject to settlement through direct negotiations between the Specialist and the Employer.
2. If the dispute between the parties is not resolved, it shall be resolved in the manner prescribed by applicable law.

ARTICLE 26.

1. The terms of the contract can be changed only by mutual agreement of the parties.
2. All issues not regulated by this contract shall be resolved in accordance with applicable law.
3. Passport series, number:
4. Issued by:
5. When issued:
6. Signature:

If the organization is engaged in tendering and concluding government contracts, its staff list usually includes the position of a procurement specialist. This specialty is relatively young: it appeared after the start of the Federal Law on Public Procurement No. 44. This is a separate full-time position for which it has been developed, and therefore, the requirements for the necessary qualifications and experience have been established. Therefore, an appropriate job description should be developed and approved for such an employee.

When you need a job description for a public procurement specialist

If an institution or organization decides to introduce a separate expert into the staff list who will deal exclusively with issues related to procurement under Law No. 44-FZ, a separate job description must be developed for him. At the same time, the organization may already have positions such as:

• purchasing managers;
• logistics specialist.

These employees are usually always present in organizations, including state and municipal ones. They are engaged in providing all the material and technical needs, and otherwise they are called "suppliers". They differ from a public procurement expert in that his task is to draw up government contracts within the framework of No. 44-FZ. This requires not only special qualifications, but also compliance with new professional standards approved by the Ministry of Labor:

• "Specialist in the field of procurement";
• Purchasing Expert.

According to the law 44-FZ, such a professional should be in every municipal or state organization. Organizations participating in tenders as suppliers may also introduce such a position. At the same time, a separate job description for a specialist in the field of procurement should be approved if this duty is the main one for the employee. If he combines several positions, then the existing job requirements can be supplemented (Letter of Rostrud dated October 31, 2007 No. 4412-6).

Requirements for a Public Procurement Specialist

In order for a person to qualify for a position under Law 44-FZ, he must have:

1. Profile (secondary specialized, higher, additional) depending on the level of the position. It is allowed to complete advanced training courses approved at the state level.
2. Sufficient practical and theoretical knowledge of the requirements of Law 44-FZ and by-laws in the field of public procurement.
3. Experience with government contracts.
4. Accounting skills and knowledge of document management (drafting and editing documents).
5. Knowledge of the basics of economics and pricing.

All these conditions must be reflected in the relevant instructions.

Who approves the job description

Each organization or institution develops this document independently, therefore it is internal. Such an act must be approved by the head of the employing organization. The legislation does not establish requirements for the form and composition of job descriptions, therefore, each employer has the opportunity to develop this document in accordance with their preferences and the practice prevailing in the industry.

An example of a job description

The document structure usually includes several sections:

1. General provisions (order of appointment, subordination and required experience).
2. Functional duties of a procurement specialist (should be prescribed in accordance with Law No. 44-FZ).
3. Employee rights (requirements of the Labor Code).
4. Employee responsibility.
5. Working conditions (mode and procedure for conducting a special assessment of working conditions).

The developed job description for procurement must be signed by the head of the structural unit where the employee is employed. The content of the document must be agreed with the legal service. The employee himself must be familiarized with it under the signature. He must receive one copy in his hands.

On top of the document, the data of the organization (in the left corner) and the visa of the head (in the right corner) should be indicated. Below is the title.

• the procedure for appointing and dismissing a public procurement specialist;
• employee subordination;
• seniority requirements;
• knowledge requirements.

The next section "Functional Responsibilities" can be voluminous, since it needs to list absolutely everything that is included in the duties of an employee. But you can make it concise, as in the example above. The main thing is that it meets the requirements of 44-FZ.

Learn about the main responsibilities of a procurement specialist, download a sample job description for a procurement specialist under 44-FZ.

A procurement specialist is a relatively young profession that entered the market with the introduction of the Public Procurement Law No. 44-FZ. If earlier any employee of the organization with the appropriate skills could engage in tenders and government contracts, today a procurement specialist in an organization is a separate full-time position, which implies the presence of appropriate qualifications.

The emergence of a new profession in the market always causes certain difficulties at the first stage, in particular, not all organizations fully understand what exactly is the responsibility of a procurement specialist and what is the real scope of his responsibility. Let's figure it all out.

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Organizational Purchasing Specialist

Strictly speaking, procurement specialists (purchasing managers, logistics specialists) are not something new and unusual, such workers have always been in organizations, including state and municipal ones. The main task of such people is to ensure all the material and technical needs of the company.

The main difference of the new position is that the main task of a procurement specialist in a state or municipal organization is to work with state contracts within the framework of 44-FZ. Such work requires special qualifications, which is why it is allocated to a separate position.

Thus, a procurement specialist in a state (municipal) organization is a person who is engaged in tender activities: placing tenders, searching for suppliers, documentary support for government contracts, etc. The responsibilities of a procurement specialist include everything related to the organization of tenders and the signing of government contracts. In his activities, a procurement specialist must rely on the norms prescribed in Law 44-FZ.

To date, there are two professional standards that regulate the skill level of procurement workers: Purchasing Specialist and Purchasing Expert. These standards apply to a whole group of positions, including a procurement specialist, a senior procurement specialist, a contract manager, a procurement consultant and others. Depending on the level of qualification, the scope of duties and the level of responsibility of the employee changes.

What the applicant wants and what the customer is ready to offer

If you want to work as a contract manager, be prepared for the high requirements of the employer. When a customer is looking for a contract manager, he looks at education, experience and qualifications. Old experience in procurement will not work; since 2017, only those who have completed training under Law No. 44-FZ can work as contract managers. Employers generally require a candidate to have at least 100 hours of continuing education courses under Law No. 44-FZ. Experience with EIS is also one of the main requirements. Moreover, knowledge of the regional system is usually also needed, for example, EAIST or EASUZ.

From the article

Important

Law 44-FZ requires the customer to introduce the position of a contract manager or form an entire contract service. An employee who performs the duties of a contract manager in an organization may have a position with a different title, for example, “purchasing specialist”. In fact, a procurement specialist performs the functions of a contract manager, these are interchangeable concepts with similar job responsibilities.

Requirements for a procurement specialist under 44-FZ:

The procurement specialist must have a specialized education. This may be secondary specialized, higher, additional education in the relevant specialty or state-approved advanced training courses.

The employee must have the necessary practical and theoretical knowledge, which includes:

• knowledge of Law 44-FZ and other legal acts regulating work with government contracts;
• knowledge of the basics of accounting;
• ability to work with documents (compilation, editing, etc.);
• knowledge of the basics of computer science to the extent necessary for free work with electronic platforms;
• knowledge of the basics of economics in terms of pricing. This is necessary for the proper performance of duties.

Public procurement specialists should have successful experience in working with government contracts (successfully conducted and concluded tenders).

All these requirements are based on the provisions of Law 44-FZ and should be reflected in the job description of a public procurement specialist.

Purchasing Specialist Job Description

The job description of a procurement specialist is an internal document of an organization that sets out the basic requirements for an applicant for the position of a procurement specialist, describes the scope of his duties, spells out his rights and the degree of responsibility for the work performed.

The presence of a job description is mandatory for an enterprise that plans to include in the staff the position of a procurement specialist and take part in tenders. In addition, unlike an employment contract, a job description allows you to specify and clearly spell out all the duties of a procurement specialist, as well as the level of his responsibility.

The standard form of the job description of a procurement specialist contains sections:

❶ General provisions. General information about the position and a number of general requirements for candidates. It also specifies the procedure for appointment and removal from office. Requirements for the qualification of an employee can be reflected in the "General Information" section of the job description, or a separate item can be made.

❷ labor functions. The general terms of reference to be performed by the Procurement Specialist.

❸ Job responsibilities. Responsibilities of a specialist within a specific position in the organization.

❹ The rights. The rights that a procurement specialist has within the framework of his position.

❺ Responsibility. The range of violations and the degree of responsibility for them in case of non-fulfillment by a public procurement specialist of his direct duties.

❻ Final provisions.

The job description of a procurement specialist 44-FZ is developed on the basis of the relevant Law, as well as taking into account the requirements of the law for the form and content of job descriptions for specialists at the enterprise. The already mentioned standards should be taken as a basis: “Specialist in the field of procurement” and “Expert in the field of procurement”.

Law 44-FZ does not establish specific requirements for the form and composition of job descriptions, therefore the document is formed in accordance with the practice established in this industry. At the request of the customer, changes can be made to the text of the job description, but they must not contradict the requirements of the law.

It is important to include a procurement specialist in the job description and the procedure for reviewing and changing it.

Finding the right job for you these days is not easy. After all, she should not only help support herself and her family, but also allow her to realize herself as a professional in her field. And the majority of applicants who wish to find a job officially expect to receive a full social package and the benefits associated with it. Among the available vacancies, the position of a procurement specialist is often found. What do such employees do? What companies need them? What are the duties of this specialist? Is it necessary to get a full-fledged higher education for this, or is it enough to take courses? Purchasing Specialist is a popular vacancy these days. Therefore, further in the article, the answers to the above questions will be considered.

Document entity

What is the job description of a specialist in a special internal document of a particular organization, which clearly and clearly sets out the basic requirements for an applicant for this position, describes the range of all his professional duties, as well as official rights, the framework that determines the degree of his responsibility for carelessly performed work. Its presence is mandatory in any enterprise where there is a position of "purchasing specialist". The duties of the employee must be properly defined in order for his function to be implemented in the company as expected. What is the latter?

Specialist Functions

Despite the fact that the position in question appeared relatively recently, the professional standard "Specialist in the field of procurement" is fully formed and contains strict requirements. After all, such employees were required before. For example, similar professional functions were performed by workers enrolled in the staff of enterprises and production organizations. Then this position had a different name: logistics engineer.

So, what does the job of "purchasing specialist" mean? In short, without revealing to the reader the numerous nuances of professional duties that reflect the characteristics of work and production of a particular company, the main task of such an employee is to permanently provide the organization with any necessary materials or goods.

The general function, which is reflected by the professional standard "Specialist in the field of procurement", (namely: providing the enterprise with the inventory items necessary for its adequate functioning), among other things, includes a fairly large number of indirect responsibilities, such as analyzing the actual ratio of quality products offered by suppliers and their market value.

Purpose and structure

It is the job description, as noted above, that is one of the two main documents (the second is the employment contract concluded with the employee), which determine what the procurement specialist must do in the course of his work. The formation of this document is a top priority for management, because, according to current legislation, an employee cannot perform any duties other than those that were clearly described in the contract that he concluded during the employment process. And this document, as a rule, makes a link in the indicated place, urging you to refer to the job description. That is why many experts pay so much attention to it.

What should the job description of the specialist in question look like? It is important that it be drawn up in accordance with the standards and forms that are accepted in the given region. So, the document in question should be drawn up in such a way that it must contain the following sections:

• The first section is completely devoted to data on the coordination and approval of the text of this document itself. To do this, everyone who took part in these processes must record this fact by putting their personal signatures with their transcripts, as well as indicate the appropriate dates. The coordination, as a rule, involves personnel, as well as directly the unit to which a certain employee will belong.
• In the next section, you must list all the current requirements for a candidate for the position in question. They should describe in detail the required education, knowledge and practical skills, required work experience, as well as age and other features that may apply to this particular position. In addition, you should provide a complete list of all documentation (including both internal acts of the company and legislative acts of national importance), which the new employee will need to carefully read. And also the section in question describes the place of the position in the general staffing table, the procedure and conditions for accepting a candidate for a position for work, the mechanism for dismissal or replacement of an employee during his non-long-term absence. It is important to indicate the immediate supervisor of the new employee.
• In the main section of the instruction in question, it is necessary to list everything that is expected from the employee in the course of his professional activity (all his job duties, as well as rights). The more precisely the duties of a specialist are described in the instructions, the more likely it is that the work will be performed in the correct way, which will benefit the enterprise. Rights are inextricably linked with duties. These, as a rule, include: the right to decent working conditions; the right to receive the data necessary for the performance of their duties; the right to propose activities designed to improve the workflow.
• In the last section, it is usually about what kind of responsibility the employee will incur if he performs his professional duties improperly.

Document Features

What determines the scope of responsibilities that a procurement specialist has? 44-FZ, or the Federal Law, which reflects the current requirements of the law. According to him, the document in question has much in common with the job description of a procurement specialist. However, there are a number of differences that distinguish the position of "purchasing specialist". The duties of these two workers are not identical. Knowing these differences is especially necessary for employees and management of large enterprises, which, as a rule, provide for the presence of these two positions.

That is why, even before the final formation of the job description, it is important to thoroughly understand the basic requirements for candidates. So, you need to know what the qualifications of a procurement specialist should be, as well as how to delimit the responsibilities of these employees.

Practice shows that the responsibilities of the employee who is engaged in procurement are significantly greater than those of the one who is engaged in supply. In the job hierarchy, the first position is listed significantly higher than the second. Similarly, the level of wages also differs. That is why it would be logical that the requirements for a candidate for the position of "purchasing specialist", whose duties are significantly more significant, be much higher and tougher. This should be taken into account when drafting the job description. A procurement specialist (or rather, a candidate for this position) can draw up a resume successfully only if he/she familiarizes himself with the standard requirements for the applicant in advance.

Similarly, the professional responsibilities of employees should also be clearly demarcated. This will help to establish well-coordinated interaction both between the specialists themselves and between entire departments that are subordinate to them.

Purchasing Specialist Requirements

The specifics of a particular profession determines a number of special requirements specific to a particular specialty that apply to candidates for the position. And in the area under consideration, there are also certain criteria. The procurement specialist is selected based on the available skills and knowledge. So, the candidate must:

• have an analytical mind;
• be able to make decisions even under conditions of constant stress and take full personal responsibility for their results;
• be able to process large amounts of information and competently maintain current documentation;
• possess the skills of conducting business negotiations in order to reach the desired result for the company;
• clearly understand how customs work is organized and how transport companies function;
• be a confident user of a personal computer, as well as be able to use all the programs necessary to perform professional functions.

Among other things, any employer has the right to form other requirements that are necessary in order for the work to be performed efficiently. Purchasing specialist is an important component of a company's success. For example, if a company is engaged in foreign economic activity, then such an employee may be required to know foreign languages. That's why it's important to write your resume well. Purchasing Specialist - a position that allows many to vividly realize their abilities. This is worth the risk.

The rights

The duties of a public procurement specialist will be discussed further, but now it is important to figure out what rights he has.

• Be proactive in making a variety of suggestions that could improve or facilitate the flow of a work process that is related solely to the performance of this employee's functions.
• Require absolute assistance from your immediate supervisor in matters related to the implementation of the rights or duties of an employee.
• Require the management of the company to provide the department with all the necessary organizational and technical conditions, as well as the timely preparation and execution of working documents and reports that the employee needs to fulfill his professional duties.
• Establish the relationship between the divisions of the company and certain divisions of some third-party organizations, which are necessary in order to quickly resolve emerging procurement issues, which invariably fall within the competence of the general procurement manager.

Responsibility

What is the Lead Purchasing Specialist's responsibilities?

• Monitoring and ensuring the implementation of the procurement plan for each month.
• Administrative liability for the disclosure of classified information, which is defined as a corporate secret by the company's internal documents, and which is officially the property of a particular company.
• Personal implementation of all existing internal regulations, as well as compliance with discipline standards.
• Implementation of procurement transactions, as well as the conclusion of relevant contracts with various organizations or individuals, if necessary.
• Compliance with fire safety requirements and safety regulations, in order not to cause any harm to company employees or its tangible property.
• Careful implementation of all received instructions, instructions, instructions, orders, orders of the immediate supervisor, as well as the general director of the company.
• Responsibility for causing or facilitating the causing of both material damage and direct damage to the business reputation of the company.
• Responsibility for neglecting one's own official duties, which is determined by the current instruction, as well as the current legislative acts of the Russian Federation.

Working conditions

What does the job description of a procurement specialist tell about according to which this employee should work? The mode of employment of a person occupying the position in question in the company is determined by the internal labor regulations drawn up specifically for a particular enterprise, as well as by an agreement that is concluded with new employees in the process of employment. Among other things, these conditions provide for the need to periodically go on business trips to perform official tasks.

The procedure for familiarization with the job description

The conclusion of an employment contract, which, in fact, marks the moment of employment, is the ideal time for the future employee to carefully study what is included in the procurement, that is, familiarize himself with the job description. How to fix the fact that the employee was provided with all the necessary information? There are several ways. Among them are the following:

• personal signature (and its transcript), as well as the date, which indicate that the procurement specialist has already carefully studied his duties and is ready to confirm this; placed in a special magazine, which is specially designed for these purposes;
• a separate note that the employee is fully informed, which is certified by the personal signature of the individual employee directly under the text of the job description itself, designed to familiarize each new candidate;
• a similar mark, also certified by a signature and date, which is placed under the text of an individual job description, personally prepared for an individual employee, which is subsequently attached to his personal file filed at the enterprise.

Output

A procurement specialist is a special employee of an enterprise who carries out and controls the process of supplying the company with the goods necessary for its production activities, all kinds of materials, various raw materials. This employee is also involved in the preparation and verification of all reporting documentation that is related to his direct duties. Among other things, the specialist in question must have developed analytical thinking and good communication skills in order to be able to correctly assess the profitability of the proposed transaction and competently negotiate with suppliers.

It is equally important in practice to know exactly how to check products for compliance with the stated quality criteria. Such a specialist must be able to handle a personal computer and have a high level of command of computer programs that he will need in the course of performing his main job duties; make important decisions in a short time even under pressure and in conditions of constant stress, because the success of the entire enterprise directly depends on their effectiveness; process large amounts of information in a timely manner and draw appropriate conclusions; perfectly navigate the current conditions of the functioning of customs, as well as the peculiarities of the work of individual transport companies with which this organization cooperates. These employees must understand the basic intricacies of choosing the necessary materials, understand exactly how they should be transported, and also stored so that they do not lose their useful properties and presentation. It is also desirable, and sometimes a prerequisite, to have some experience in the field of procurement. Usually active and energetic people are hired for this position. It is these candidates who have a chance that this vacancy will be occupied by them.

If you are thinking about working as a procurement specialist, it is important to first study the typical job description (a model document that precisely defines the scope of rights, duties and responsibilities of a particular employee). This will help you get acquainted with the upcoming working conditions and find out in advance all its subtleties. So you can understand whether it is worth continuing your attempts to get a job or it is better to look for something else. If everything suits you, then you need to try to make sure that you meet all the requirements of the company. To do this, you need to find out as much as possible about the organization itself, as well as about its business activity, production and sales volumes, and at the same time about the main technical features.

You should take the issue of your own employment very seriously. It is important to study in advance as much information as possible about the company in which you want to get a job, as well as directly about the desired position. To do this, you need to carefully study the job description for the chosen specialty. The standard form of this document for most professions is freely available, so anyone can always read it if necessary. The more prepared you are, the higher your chances of getting what you want. And let the work give you only pleasant emotions!