The most important thing is the senior or leader. Who has a higher status by position - leading or senior specialist? Don't miss: major changes in HR

Every state enterprise requires a special hierarchy of positions. This allows you to successfully distribute all work responsibilities between team members, thereby increasing the chances of decent cooperation to the maximum. Moreover, each employee of the enterprise gets the opportunity to realize their existing potential and contribute to the successful promotion of the company in the modern market.

Specialists - who are they?

Specialists are specialized workers who are involved in developing action tactics. In most cases, employees in this category interact with information, thanks to which they successfully solve functional, production, and management issues.

It is customary to subdivide specialists based on their functions and level of training.

1. A specialist can be of different categories and classes, as well as chief and leading.
2. Specialists include engineers, accountants, economists, psychologists, sociologists, and lawyers. It is assumed that such a position can only be used in state-owned enterprises.

Basics of division of specialists

Each company involves the creation of a certain social hierarchy. It is assumed that some employees can manage the company, while other employees will be at the lowest level of the hierarchy. Most team members are located in the middle of the hierarchy.

The division of specialists into categories and profiles makes it possible to successfully regulate relationships in the workforce to increase the efficiency of work activities. This approach guarantees a successful solution to existing issues and helps improve the efficiency of business activities.

Each specialist has the opportunity to demonstrate their potential and the ability to develop successful contacts with other people, and the possibility of career advancement largely depends on this. Only the employee who has demonstrated experience and an optimal level of qualifications has the right to advance in position and receive more work responsibilities.

Without fail, the presence of a hierarchy in the job structure contributes to the promotion of the company in the modern market.

The chief specialist is not an ordinary employee, but mentor. The leading specialist is performer, while the chief receives additional leadership responsibilities. This classification allows us to improve the work of each performer, thanks to which the company successfully develops in the direction of interest.

Features of the division of positions in state enterprises

Qualification standards and organizational documents allow for the correct division of work responsibilities between managers, specialists and technical performers (other employees). A hierarchy of positions is required to correctly delineate functions, powers and determine responsibilities in each case.

The qualification characteristics of company employee positions were approved more than ten years ago. They represent a reflection of the current organizational, technical, as well as economic conditions for the activities of enterprises. At the same time, the opportunity is available to make changes to such a structure in order to eliminate undesirable shortcomings, gaps and improve the efficiency of work activities.

Every employee of the company must have certain working knowledge and skills for successful work activities. The characteristics of specialists at each level reflect modern standards, thanks to which companies can successfully develop in the appropriate direction. Only if a specialist copes with certain jobs and is ready for the required level of complexity and specifics of work duties can one count on a successful career.

What aspects are taken into account when determining the level of a specialist?

• Availability of professional knowledge and level of education. This includes opportunities for professional development.
• Accumulation of the necessary work experience for the successful completion of assigned tasks and the possibility of promotion.

Features of the division of work positions.

The structure of work positions involves the division of the entire team into several levels.

1. Managers are responsible for the management of the company, making management decisions and their execution, coordinating all departments and maintaining the optimal performance of the company's employees.
2. Specialists solve specialized problems in accordance with their level of qualifications.
3. Technical performers are engaged in copying and duplicating work, primary processing of documentation, transfer of information, and accounting.

Despite this division of work responsibilities, it is advisable to know and understand the difference between the main and leading specialist.

Chief and leading specialist: differences.

1. The chief specialist occupies the highest position, the leading specialist occupies the lower position.
2. The chief specialist receives a large salary. The only way to resolve the situation for the leading specialist is to receive service allowances and bonuses.
3. The chief specialist takes on part of the manager’s responsibilities, the leader does not.
4. The chief specialist performs more specific and specialized work, the leading specialist does less.

The main differences indicate that the leading specialist, if desired, can continue his career growth.

In the section on the question Who is older: the leader or the chief specialist? given by the author Anna the best answer is In accordance with the Federal Law "On State and Civil Service in the Russian Federation" - the chief is older, then there are the following positions: deputy. beginning department, head department, deputy ruk-la, ruk-l. And before the main thing: specialist, specialist (by class).

Answer from 22 answers[guru]

Hello! Here is a selection of topics with answers to your question: Who is older: the presenter or the chief specialist?

Answer from freshly salted[guru]
main

Answer from Kolyan-Balyan©[guru]
As a rule, the main one 😉 For example, I am a leading specialist in a department, but I have a head of a department. he is also the chief specialist. In general, this is a dialectic;))) The main thing is that you like the work.

Answer from tall[guru]
In all cases, the boss is higher.

Answer from chevron[guru]
Now I’m the main one, and before that I was the leading one, and even before that I was the special one. 1st category... these are my leaps up the career ladder!

Answer from ALICE[guru]
in the city administration this is the order: the lowest level is a specialist of the 2nd category, then specialist. 1st category, then leading specialist, then chief, then head of department. I was a leading specialist

Answer from Olya Govorkova[newbie]
After the chief specialist, we have a consultant, then a deputy chief

Answer from Andrey Kolesnikov[newbie]
In my department it’s like this: mechanic => repairman => leader => chief => chief, started with a mechanic and reached the chief... and in the next department there is only the 2nd level (chief => chief)

Answer from Makar Tsvetukhin[newbie]
I don't know but I want points

By acquiring knowledge in a particular field and mastering a chosen specialty, university graduates do not always receive an engineering diploma. The document on higher education must indicate the assigned qualification.

For those who have completed the second level of training in a compulsory university program, it corresponds to the entry “specialist”.

Definition

Engineer– a technical specialty that is obtained by persons who have graduated from a higher educational institution in one or more branches of technical education.

Comparison

A specialist is considered a person who has received a higher education in the humanities, economics, law or any other field.

In colloquial speech, a specialist is a person who knows how to perform some specific work and does it with high quality, skillfully.

An engineer is a technical specialist whose education allows him to engage in a certain type of engineering work, from design, construction, construction to quality control, in one of the areas of technical branches of the national economy.

Currently, about 300 engineering specialties and about 400 narrower specializations related to metallurgy, mining engineering, energy, and mechanical engineering are in demand.

Conclusions TheDifference.ru

1. Concept specialist, compared to the word engineer, has a broader meaning. A specialist is considered a person who has received a higher education.
2. Concept specialist also exists as a qualification category. Word engineer has no such meaning.
3. In concept engineer the meaning of the word is specified specialist indicating a specific technical specialty: civil engineer, software engineer, marine transport engineer.
4. A specialist is considered a person who can masterfully perform a certain type of work.
5. Not every technical specialist is called an engineer. To take an engineering position, you must confirm the appropriate qualifications with a diploma from a higher technical educational institution.

Directory of employee positions

Unified qualifying

The Unified Qualification Directory of Employee Positions (UCSD) contains job qualification characteristics, which contain a list of the main, most frequently performed jobs at enterprises, based on the characteristics of the sectors of the national economy.

The ECSD establishes the scope of job responsibilities and qualification requirements for managers, specialists and employees in connection with occupying the corresponding position. A specific list of job responsibilities of employees is established by job descriptions, which are developed in organizations and approved by employers.

Job descriptions make it possible, based on defining the specific terms of reference of each performer, to clearly distribute the performance of management functions among them, to ensure interrelation in the work of employees occupying various positions, as well as the consistency, commitment and timeliness of the implementation of the work assigned to him.

What is the difference between a specialist and a manager?

Job descriptions allow you to systematize and generalize the accumulated experience in organizing the work of employees, the use of the most appropriate and productive techniques and methods of work.

A job description is an organizational and administrative document that defines the totality of labor functions (job responsibilities) of each

employee, rights and responsibility for the work performed, as well as the regulatory basis for the correct application of disciplinary and material measures. An example of job descriptions is given in Appendix 2.

The assignment of qualification categories to specialists is carried out to more fully take into account in official salaries differences in skill levels, complexity and responsibility of the work performed, to increase the interest of specialists in the growth of professional skills and improving the quality of work.

Assigning a category does not require a change in the nature of work, thereby creating better opportunities for the growth of professional skills within the limits of one’s qualifications. For example, the following qualification groups have been introduced for technicians of all specialties: technician without category, technician of category II, technician of category I; for specialists (except for designers and technologists): specialist without category, specialist of category II, specialist of category I, leading specialist; Five qualification groups have been allocated for designers and technologists: without category, III, II, I categories, leading specialist. At the same time, the position of leading specialist can be introduced in any organization.

For specialists for whom qualification categories are not established, assignment of the job title “senior” is possible provided that the employee, in addition to performing the duties prescribed by his position, supervises the performers subordinate to him. The position “senior” can be established as an exception in the absence of performers directly subordinate to the employee, if he is entrusted with the functions of managing an independent area of ​​​​work (if it is inappropriate to create a separate structural unit).

For those specialists for whom qualification categories are established, the job title “senior” is not used. In these cases, the functions of managing subordinate performers are assigned to a specialist.

For teachers, doctors and a number of other specialists, for example, the education system, healthcare, culture, art, the following groups are provided: specialist without category, specialist of category II, specialist of category I, specialist of the highest qualification category.

For government bodies (central offices of ministries, other government bodies) the following are provided: specialists without category, category II, category I, leading specialists, chief specialists.

The qualification category of specialists and the salary for the position held are established by the employer based on the recommendations of the certification commission and a comprehensive assessment of the specialist’s business qualities. Assignment of the next qualification category is subject to professional growth and the ability to perform work of a higher degree of complexity.

In case of deterioration in performance indicators, or violation of labor and production discipline by a specialist, the assigned qualification category may be lowered with a corresponding reduction in wages. The decision on this is made by the employer, taking into account the opinion of the certification commission.

Read also:

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

Definition

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

Many employees of Russian offices work in specialist positions. At the same time, the areas of their professional activity can be very different. There are specialists in consulting, information technology, HR, and financial issues. It is extremely rare, however, that workers and engineering professions are called specialists. Only unofficially.

The term “specialist” is often used to indicate the level of position held by a person. For example, in government agencies it corresponds to the most junior positions.

In turn, as one grows professionally, a person can become a “senior” or, for example, a “leading” specialist.

Thus, the term “specialist” denotes a person’s field of employment, profession or skill level.

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

There are established phrases in which the term in question is necessarily used. For example, “civil servant”, “municipal employee”.

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

Comparison

In many cases, any obvious difference between a specialist and an employee is not easy to detect. For example, a specialist in the financial department of a large company will most likely be considered an employee. But, as we noted above, the term “specialist” can mainly denote only a professional area, but not social status. Which, in turn, can be expressed in official activities.

Table

So now we know what the difference is between a specialist and an employee. Let's try to display its criteria in a table.

Return to Municipal employee

According to Art. 57 of the Labor Code of the Russian Federation, a labor function is work according to a position in accordance with the staffing table, profession, specialty, indicating qualifications; the specific type of work assigned to the employee.

A municipal service position is a position in a local government body, the apparatus of the election commission of a municipal formation, which are formed in accordance with the charter of the municipal formation, with an established range of responsibilities for ensuring the execution of the powers of the local government body, the election commission of a municipal formation or the person holding a municipal position. Such positions are established by municipal legal acts in accordance with the register of municipal service positions in a constituent entity of the Russian Federation, approved by the law of the constituent entity of the Russian Federation.

The system of municipal legal acts includes the charter of the municipal formation, which has supreme force, regulatory and other legal acts of the representative body of the municipal formation and legal acts of the head of the municipal formation, local administration and other local government bodies and local government officials, provided for by the charter of the municipal formation.

A representative body of local self-government is an elected body of local self-government that has the right to represent the interests of the population and make decisions on its behalf that are valid in the territory of the municipality. The special status of representative bodies of local self-government is primarily associated with their election. Such a body is, as a rule, the city duma or council of deputies.

The names of municipal service positions, provided for in the register of positions, are used when drawing up the staffing table of a local government body, the apparatus of the election commission of a municipal formation (Article 6 of Law No. 25-FZ).

Qualification requirements for the level of professional education, length of service in municipal service (civil service) or work experience in a specialty, professional knowledge and skills necessary to perform official duties are established by municipal legal acts for categories and groups of positions. In addition, depending on the compliance of the level of professional training of municipal employees with the qualification requirements for positions, employees are assigned class ranks.

Groups of positions are established by Art. 8 of Law No. 25-FZ - highest, main, leading, senior and junior. Categories and class ranks of municipal service positions are established by the laws of the constituent entities of the Russian Federation.

Using the example of Law of the Moscow Region No. 137/2007-OZ “On Municipal Service in the Moscow Region” (hereinafter referred to as Law No. 137/2007-OZ), we will consider what categories and class ranks are established for municipal employees of the Moscow Region.

So, there are the following categories of employees:

Managers are positions of heads of municipal administrations and their deputies, heads of local government bodies and their deputies, etc. They are divided into the highest, main and leading groups of municipal service positions;
assistants (advisers) - positions established to directly ensure the execution of the powers of the person holding a municipal position, replaced by municipal employees for a certain period, limited by the term of office of the specified person. They constitute the leading group of municipal service positions;

Specialists are positions established for professional, as well as organizational, informational, documentation, financial, economic, economic and other support for the execution of powers of a local government body, election commission of a municipality, replaced without a term limit. They are divided into leading, senior and junior groups of municipal service positions.

The laws of the constituent entities of the Russian Federation also compare groups of positions in the municipal service and groups of positions in the state civil subject of the Russian Federation. Thus, the highest and main groups of the municipal service correspond to the main group of the civil service.

The register of municipal service positions approved by Law No. 137/2007-OZ, for example, for the municipal service in the administration of a municipal entity, establishes the following job titles.

Senior positions – head of municipal administration;
main positions - first deputy/deputy head of the municipal administration, first deputy/deputy head of the municipal administration, head of the municipal administration body, manager of the municipal administration, first deputy head of the local government, deputy chairman of the control and accounting body, head of the department, Deputy Head of Department;
leading positions - deputy chairman of the committee, deputy head of the department, deputy head of the department; head of a department as part of a committee, management, deputy head of a department as part of a committee, management; head of a sector as part of a committee, management, department.

The category “assistants (advisers)” are positions filled for a certain term of office. This includes leading positions in the municipal service - adviser to the head of the municipality, press secretary of the head of the municipality, assistant to the head of the municipality.

Leading position – consultant;
senior positions – chief specialist, leading specialist;
junior positions – specialist of the 1st category, specialist of the 2nd category, specialist.

If a person holding a position in the municipal administration service of the “specialist” category is the chief accountant or his deputy, then a double title of the position is allowed.

In accordance with Art. 8 of Law No. 137/2007-OZ, municipal employees of the Moscow region are assigned the following class ranks:

Holding the highest positions of the municipal service - the rank of "actual municipal councilor of the Moscow region" 1st, 2nd and 3rd class;
holding the main positions - “municipal councilor of the Moscow region” 1st, 2nd and 3rd class;
filling leading positions - “adviser of the municipal service of the Moscow region” 1st, 2nd and 3rd class;
filling senior positions - “senior assistant of the municipal service of the Moscow region” 1st, 2nd and 3rd class;
filling junior positions - “referent of the municipal service of the Moscow region” 1st, 2nd and 3rd class.

For Moscow employees, the period of stay in class rank is from one to two years.

difference in positions

Ranks are assigned based on the results of a qualification exam. An exception is for employees who hold positions in the categories “managers” of the highest group of positions, “assistants (advisors)” for a certain term of office: they are assigned class ranks without qualifying examinations.

This instruction has been automatically translated. Please note that automatic translation is not 100% accurate, so there may be minor translation errors in the text.

Qualification requirements
Complete higher education in the relevant professional field at the educational and qualification level of a specialist, master. Work experience in your specialty in the civil service as a specialist for at least 3 years or work experience in your specialty in other areas of management for at least 5 years. Postgraduate education in management: Master of Public Administration in the relevant specialization.

Knows and applies in practice: The Constitution of Ukraine, laws of Ukraine, decrees of the President of Ukraine, normative documents of the Verkhovna Rada of Ukraine, the Cabinet of Ministers of Ukraine, the Disciplinary Charter, other normative legal acts and normative documents regulating the activities of the State Special Communications Service, the procedure for preparing and submitting draft normative legal acts to the relevant bodies; rules of business etiquette; rules and regulations of labor protection and fire protection; basic principles of working on a computer and corresponding software tools that provide processing of text information, spreadsheets and databases, tools that ensure information security. Must speak the state language.

Characteristics of work, tasks and job responsibilities
Monitors, analyzes, evaluates the state of affairs, provides coordination and methodological guidance in a certain area of ​​one of the areas of work of the relevant department (sector). Participates in summarizing the practice of applying legislation and the implementation of state policy on issues within the competence of the department (sector), the implementation of individual plan targets assigned to the department (sector). Develops proposals for measures that relate to the development of the activities of the department (sector). Participates in organizational support for meetings, seminars, conferences in relevant areas, in the preparation of draft regulatory and organizational and methodological documents on issues related to the activities of the department (sector).

Is the chief specialist a leader?

Prepares draft decisions and proposals to carry out instructions from management. Carries out an examination of documents relating to the relevant area of ​​work of the department (sector) and falling within its competence. Prepares relevant information on the results of this work and draft responses to requests and applications received for consideration by the department (sector). Analyzes and summarizes relevant experience in order to use it to improve the efficiency of the department (sector). Participates in work to improve the qualifications of department (sector) personnel in accordance with the approved plan. Organizes work with documents in accordance with current legislation.

Specialization
Has the right: on behalf of management, to represent the department (sector) in the bodies of the State Special Communications Service and their structural divisions, executive authorities, local governments, enterprises, institutions and organizations on issues within the competence of the department (sector), and within the limits of the powers granted; take part in the inspection of enterprises, institutions, organizations in accordance with current legislation on issues within the competence of the relevant department (sector); formulate requirements for requests to receive, in the prescribed manner, from bodies, enterprises, institutions, organizations, regardless of form of ownership, public associations, statistical and operational data, reports and reference materials necessary to perform their official duties; make proposals to improve the work of the relevant department (sector); be provided with social and legal protection in accordance with the Constitution of Ukraine, legislation and the status of ordinary and commanding personnel of the State Special Communications Service.

Answer to the question:

1. It is incorrect to talk about who is “more important” than the senior or leader.

Don't miss: major changes in HR

Which was adopted and came into force this month.

“Senior”, “leader” are categories of positions. The concepts are established by the Qualification Directory of Positions of Managers, Specialists and Other Employees, approved. Resolution of the Ministry of Social Development dated August 21, 1998 No. 37 (hereinafter referred to as the Directory). The construction of the Directory is based on job characteristics, since the requirements for the qualifications of employees are determined by their job responsibilities, which, in turn, determine the titles of positions (clause 2 of the General Provisions of the Directory).

We quote paragraph. third, fourth paragraph 7 of the General Provisions of the Handbook: “The use of the job title “senior” is possible provided that the employee, along with performing the duties prescribed by his position, manages the performers subordinate to him. The position of “senior” can be established as an exception and in the absence of performers directly subordinate to the employee, if he is entrusted with the functions of managing an independent area of ​​​​work. For specialist positions for which qualification categories are provided, the job title “senior” is not used. In these cases, the functions of managing subordinate performers are assigned to a specialist of the first qualification category.

The job responsibilities of the “leaders” are established based on the characteristics of the corresponding specialist positions. In addition, they are entrusted with the functions of a manager and responsible performer of work in one of the areas of activity of an enterprise, institution, organization or their structural divisions, or responsibilities for coordination and methodological management of groups of performers created in departments (bureaus) taking into account the rational division of labor in specific organizational units. -technical conditions. The requirements for the required work experience are increased by 2-3 years compared to those provided for specialists of the first qualification category.”

2. On the second question. There is no judicial practice or explanations from government agencies on this issue.

Details in the materials of the Personnel System:

Situation:In what cases is the job title “chief”, “leading”, “senior” introduced?

The use of the job title “senior” is possible if the employee, in addition to performing the duties prescribed by his position, supervises the performers subordinate to him. This position can be established as an exception and in the absence of performers directly subordinate to the employee, if he is entrusted with the functions of managing an independent area of ​​​​work. At the same time, for specialist positions for which qualification categories are provided (for example, category I engineer), the job title “senior” is not used.

Job responsibilities of the “leader” category are established based on the characteristics of the corresponding specialist positions. In addition, they are assigned the functions of a manager and responsible performer of work in one of the areas of activity of the organization or its structural divisions, or responsibilities for coordination and methodological management of groups of performers created in departments (bureaus). The requirements for the required work experience in the “leading” category are increased by 2-3 years compared to those provided for specialists of the first qualification category.

The category “chief” in some cases is directly provided for, approved, in the title of the position and is associated with increased qualification requirements for occupying such positions (chief engineer, chief accountant, chief power engineer, etc.). In addition, the category “chief” can be established by a local act of the organization, depending on the requirements for the education and qualifications of the employee, for example, “chief specialist in...” ().

Nina Kovyazina,

Deputy Director of the Department of Medical Education and Personnel Policy in Healthcare of the Russian Ministry of Health

With respect and wishes for comfortable work, Irina Pavlova,

HR System expert

The most important changes this spring!

• 
  There have been important changes in the work of HR officers that must be taken into account in 2019. Check in the game format whether you have taken into account all the innovations. Solve all the problems and receive a useful gift from the editors of the “Personnel Business” magazine.
• 
  Read in the article: Why does a HR manager need to check accounting, whether new reports need to be submitted in January, and what code to approve for the timesheet in 2019
• 
  The editors of the magazine "Personnel Business" found out which habits of personnel officers take a lot of time, but are almost useless. And some of them may even cause bewilderment to the GIT inspector.
• 
  Inspectors from GIT and Roskomnadzor told us what documents should now under no circumstances be required of newcomers when applying for employment. Surely you have some papers from this list. We have compiled a complete list and selected a safe replacement for each prohibited document.
• 
  If you pay vacation pay a day late, the company will be fined 50,000 rubles. Reduce the notice period for layoffs by at least a day - the court will reinstate the employee at work. We have studied judicial practice and prepared safe recommendations for you.

The main group includes heads of departments in the department, heads of departments in the services of the federal ministry, heads of departments in main directorates, heads of departments in departments and assistants.

The leading group consists of departments, deputy heads of departments in the service of federal ministries, deputy heads of departments in main directorates, deputy heads of departments in directorates, assistant heads or heads of services of federal ministries, advisers to the head or head of services of federal ministries, leading advisers, advisers, leading consultants and consultants.

The senior group consists of chief expert specialists, leading expert specialists and expert specialists.

Supporting specialists

The lowest category of positions in the state civil service are support specialists. These positions are formed to ensure informational, documentary, financial, business and economic work of a separate government body. They are divided into three groups.

The first (leading) includes leading specialists of the second category. In the senior level - senior specialists of the first, second and third categories. In the junior level - specialists of the first and second categories.

This division exists both at the federal and regional levels. With no exceptions. Thus, the categories of positions in the state civil service of the city of Moscow are no different from the categories in the Penza region or Khabarovsk region.

Class ranks

In accordance with the position held, a state civil servant is assigned a certain class rank. He fits right in with the group he works with. This is done based on the results. Each position may correspond to a specific rank in military service.

It is worth noting that the class rank is retained by the employee holding this post until the end of his life. And for the entire time that he remains an active employee, he is entitled to a corresponding increase in salary, approved by decree of the head of state.

There are exceptions where it is not necessary to take the exam. Thus, a class rank can be assigned in the case when a leader from the highest group of positions, assistant or adviser, is personally appointed by the head of state.

How to enter the civil service?

In order to be in the civil service in a federal or regional department, you must be a Russian citizen who has reached the age of 18, is fluent in the state language and meets all the requirements for employees of similar qualifications.

In most cases, a competition is held to fill the position of an employee from any category or group. It consists of two stages.

At the first, the start of accepting documents is announced. This is done in a popular print publication, as well as on the official website of the government agency that requires a specialist. All candidates for this position must provide the required list of documents and certificates to the HR department within a predetermined period.

In the next round of selection, the competition commission evaluates the submitted candidates. First of all, the submitted documents confirming the candidate’s relevant education, work experience in the civil service, and other work activities are evaluated. Also, competitive procedures may include interviews, questionnaires, testing, or writing an essay.

After the competition is over, commission members vote for all candidates. The one who gets the most votes wins. In case of refusal to appoint a position, the candidate may be included in the personnel reserve and returned to his resume when the corresponding vacancy becomes available.

This service attracts not only the prestige of the work, but also the fairly high salary. In departments, it averages about 100 thousand rubles.

The maximum average income is observed among employees of the presidential administration. It exceeds 220 thousand rubles. In the government apparatus, the salary almost reaches 200 thousand rubles.

At the same time, in most federal ministries, agencies and services, the average salary is about 60 thousand rubles.

In addition to the salary, employees are entitled to all kinds of allowances. With receipt of a certain length of service for length of service, as well as for special conditions, for working with information containing state secrets, as well as bonuses.