Head of the Planning and Economic Department: qualification requirements, working conditions, job duties and responsibilities

The head of the planning and economic department is a responsible position that requires a certain level of qualification, knowledge and skills. The essence and content of this profession are reflected in the job description. The document defines the rights, duties and responsibilities of such an employee.

General Provisions

The job description of the head of the planning and economic department is based on the following general provisions:

• The position belongs to the category of managers (senior management).
• The applicant for the position must have a university degree in economics (or an engineering and economic specialty).
• The applicant for the position must have a work experience relating to planning in the field of economics of 5 years (or another period established by a potential employer).
• The appointment and removal of an employee from the post is made by the Director General of the enterprise.
• During the absence (vacation, business trip, sick leave) of the head of the planning and economic department, the deputy (or other established person) performs his duties and bears full responsibility as provided for in the instruction.

What guides the employee

The head of the planning and economic department in his practical activities should be guided by a number of documents. Namely:

• legislative, regulatory, local acts related to financial and economic activities;
• organizational and administrative documents of management directly related to the work of the department;
• internal labor regulations;
• labor protection legislation;
• sanitary standards and labor safety;
• instructions, instructions and decisions of the enterprise management;
• job description.

Working conditions

The job description of the head of the planning and economic department determines the working conditions of the employee. Here are the key points:

• The mode of operation is determined by the internal labor regulations adopted and established by the organization.
• If there is an official need, the employee can go on business trips.
• For the operational solution of work issues, the employee may be provided with official transport.
• Type of employment - full time.
• The amount of wages is determined by the personnel policy of the management, the quality of the performance of official duties, the results achieved, qualifications and experience of the employee.

What a specialist should know

The head of the planning and economic department must have certain knowledge. Namely:

• regulatory legal acts regarding financial, economic and economic production activity;
• teaching materials on the economy of the enterprise;
• enterprise development strategy;
• prospects for further development of the industry;
• specific features of the organizational structure of the enterprise;
• current state and development trends of the sales market;
• organization of the development of plans for production and economic activity;
• the procedure for drawing up business plans;
• economic standards and calculation of performance indicators of the enterprise;
• organization of statistical accounting and workflow;
• the methodology of economic analysis of the enterprise as a whole and its units separately;
• the procedure for determining the cost;
• methodology for determining the economic efficiency of the enterprise;
• development of standards;
• measures to improve the production process;
• domestic and foreign experience in the field of rationalization of the economic activity of the enterprise;
• labor economics and management;
• production technology;
• communication and computing tools;
• labor law;
• internal work schedule;
• labor protection standards.

Skill level

The professional skills of the head of the planning and economic department of the enterprise depend on the quality of education and work experience. The levels are described in the table.

Skill level	Description
Without experience in this position	- higher economic or engineering-economic education; - confident knowledge of the "1C" program; - the ability to analyze the results of economic activity; - knowledge of methods of economic analysis; - knowledge of the basics of accounting and tax accounting; - work experience in the field of economic planning from two years
With minimal experience in this position	- knowledge of management accounting; - experience in the field of budgeting of the enterprise; - work experience as a leading economist or head of the planning and economic department from one year
With experience in this position	- skills to develop financial regulations and implement them in the practical activities of the enterprise; - experience in preparing detailed business plans; - work experience in small organizations with a narrow specialization; - Experience in this position for at least three years
With impressive experience in this position	- skills in building financial models and introducing them into the practical activities of the enterprise; - work experience in large organizations with an extensive network and complex organizational structure; - skills in the field of automation of the planning and economic department; - Preferred knowledge of foreign languages ​​for free communication and business correspondence; - additional education in the business sphere (trainings, courses, seminars and so on); - Experience in this position for at least five years

Duties

The instructions indicate the duties of the head of the planning and economic department. Namely:

• management of the preparation of economic plans;
• Head of preparation of business plans by business units;
• participation in the development of the organization’s strategy and its adaptation to external changing conditions;
• management of the preparation of long-term and medium-term financial, production and commercial plans;
• bringing plans and orders of management to subordinates;
• organization of the development of technical and economic standards;
• provision of conclusions on wholesale price projects;
• management of economic analysis by type of activity;
• guidance on the development of measures and methods for the efficient spending of capital investments;
• organization of control over the implementation of planned tasks by organizational units;
• preparation of promising proposals for the development of the enterprise;
• development of methodological foundations of accounting and analysis, as well as technical and economic planning;
• participation in the development of unified documents.

What does the employee provide?

The head of the planning and economic department must provide a number of work parameters. Namely:

• high-quality and timely execution of tasks of the unit;
• discipline in the ranks of subordinates;
• safety of reporting documents;
• non-disclosure of trade secrets (including personal data of the management and employees of the enterprise);
• ensuring fire safety and proper working conditions for department employees.

Rights

The job description of the head of the planning and economic department clearly spells out the rights of the employee:

• act on behalf of the department and represent its interests in collaboration with other departments of the enterprise;
• establish a list of duties of subordinates;
• put forward proposals to improve the production and financial activities of the organization;
• request and receive information from structural units;
• put forward ideas about the appointment, transfer, promotion, prosecution or dismissal of employees;
• take part in the development of draft orders, treaties and instructions;
• interact with the heads of other departments;
• involve specialists from other departments in the development of financial, production and commercial plans;
• to endorse and sign plans, reports and other documents;
• to correspond with structural divisions and third-party organizations.

Official relationship

In the process, the head of the planning and economic department interacts with representatives of other departments of the enterprise. These relationships are described in the table.

Subject	Interaction
Design and Technology Center	- consumption rates of materials; - reduction of losses from non-compliance with standards and plans; - costs of technical re-equipment
Department of Capital Construction	- data on the consumption of electrical energy; - data on repair costs; - data on capital construction costs
Bookkeeping	- data on prices for raw materials; - Unsold stocks of goods; - the remnants of the finished product, not shipped from the warehouse; - services provided for major and related activities; - information about the balance sheets of units; - information about the workshop cost
Financial department	- information about the shipped products; - planned and actual information about rental income; - invoices; - operational information on the amount of products sold
Sales department	- obtaining information on the production plan for the main and related types of products; - data on finished product balances for the last month
Department of Management Technology	- memos reflecting inconsistency of documentation with the system adopted at the enterprise; - provision of draft documents relating to the work of the department
Economists of the workshops of the main and auxiliary industries	- receiving reports and explanations on the cost of production; - information on the use of raw materials; - work in progress reports
Labor Organization and Regulation Engineer	- standards for wages; - data on the complexity of the release of products

A responsibility

The instructions (official) of the head of the planning and economic department indicate the scope of responsibility of the employee. Namely:

• for failure to perform or improper performance of duties dictated by instructions and labor legislation;
• for offenses committed in the process of professional activity;
• for causing damage to the enterprise;
• for poor-quality or untimely execution of instructions and orders of a higher management;
• for unlawful use of official position for personal purposes;
• for providing false information about the results of the work of the entrusted department;
• for failure to detect labor safety violations.

Employee Performance Assessment

Assessment of the employee is as follows:

• The main evaluation criterion is the completeness and timeliness of fulfilling the duties of the head of the planning and economic department.
• The direct manager evaluates the results and progress of the work on a daily basis, directly in the process of activity.
• Periodic inspection (at least once every two years) is carried out by the certification committee on the basis of reporting documentation.