New staffing how to determine the category of workers. We draw up the staffing table correctly: what is AUP and other positions in the organization? In the staffing table, you can enter positions that are temporarily replaced
staffing used to formalize the structure, staffing and staffing of the organization in accordance with its charter. It contains a list of structural units, job titles, professions with qualifications, information on the number of staff units.
The presence of a staffing table is necessary for organizations of any organizational and legal forms. In the absence of a staffing table, for example, an employment contract cannot be concluded with an employee.
Why does an organization need to have a staffing table?
Staffing - a document regulating the labor schedule (Article 194 Labor Code RB (hereinafter - TK)).
The staffing table must be drawn up in each organization, regardless of the legal form. This is primarily due to the fact that the labor relations serves as an employment contract, which cannot be concluded in the absence of a staffing table. This follows from the concept of an employment contract. An employment contract is an agreement between an employee and an employer (employers), according to which the employee undertakes to perform work in a certain one or more professions, specialties or positions of appropriate qualifications in accordance with the staff list and comply with the internal labor schedule (Article 1 of the Labor Code).
Who makes the staffing table?
The staffing table is compiled in the organization by a specially authorized person of the employer. As a rule, this is a labor economist. In the absence of a labor economist in the state of the organization, this work can be performed by other employees economic service with the participation of personnel, legal services.
In small organizations, in the absence of an economic service in their organizational structure, the issues of developing the staffing table are decided by the chief accountant, legal adviser, but most often this is an employee personnel service.
The form and content of the staffing table is determined by the employer
The procedure for the development and implementation of the staffing table of a particular organization as a local regulatory legal act, its form and content is determined by the employer.
In the staff list, it is imperative to indicate the names of positions, professions and specialties, as well as the qualifications of employees. That is why the participation of the personnel service in this process is so important.
The staffing of the organization should also reflect its structure, staffing and staffing.
In the staffing table, as the necessary information, data on the tariff part should be included wages, namely:
The size of the tariff rate (tariff rates) of the 1st category as an element of the tariff system;
- tariff categories of professions of workers (positions of employees) and the tariff coefficients corresponding to them;
- the size of the tariff rates (salaries) of employees (as a rule, they also indicate their increase, provided for by the local regulatory legal acts of the organization and of a permanent nature).
Additional payments of a stimulating and compensatory nature (the over-tariff part of wages), which are of a variable nature, are usually not indicated in the staffing table.
If necessary, the staffing table may contain other information that is used constantly or periodically. For example, in the “note” column, you can indicate for what period this or that profession (position) is introduced, the fact that the employee is on parental leave until he reaches the age of 3 years, etc.
Preparatory work on staffing
In order for the staffing table of the organization to be economically justified, to meet the objectives of the organization, before compiling and approving it, it is necessary to carry out certain preparatory work:
- firstly, to study the main regulatory legal acts regulating the organization of wages, including:
Labor Code of the Republic of Belarus;
Instructions on the procedure for determining tariff rates and official salaries of employees commercial organizations and individual entrepreneurs, approved by the Decree of the Ministry of Labor and Social Protection of the Republic of Belarus dated April 26, 2010 No. 60 (hereinafter - Instruction No. 60);
General provisions of the Unified Tariff qualification handbook works and professions of workers (ETKS), approved by the Decree of the Ministry of Labor and Social Protection of the Republic of Belarus dated 30.03.2004 No. 34 (hereinafter - the General Provisions of the ETKS);
General provisions of the Unified Qualification Handbook of Positions of Employees (EKSD), approved by the Decree of the Ministry of Labor and Social Protection of the Republic of Belarus No. 32 dated March 30, 2004 (hereinafter referred to as the General Provisions of the EKSD);
other qualification reference books approved in accordance with the established procedure;
- Secondly, define and approve the organizational structure of the organization. At this stage, it is necessary to establish the optimal number of structural units, the distribution of functions between them, their subordination and interconnection. The need to create a particular unit is provided by the employer, depending on various factors: the activities of the organization, the nature of the functions of the unit being created, the scope of the goals and objectives set for it;
- third:
calculate the number of employees, taking into account the expected volume of work (services), their labor intensity. At the same time, use the following types of labor standards approved by the employer: time standards, production standards, service standards, population standards, manageability standards, etc.
establish the name of the professions of workers and positions of employees according to the content of their work and duties provided for by the relevant qualification (tariff-qualification) characteristics;
to carry out billing of works and professions of workers on the basis of tariff and qualification characteristics;
allocate workers according to structural services, departments, workplaces;
develop and approve local regulatory legal acts that determine the forms, systems and amounts of remuneration of employees, regulations on structural divisions of the organization, job (work) instructions;
define tariff rates(salaries).
In view of the foregoing, the preparation of the staffing table may include the steps that are discussed below.
Set the names of workers' professions
The names of the professions of workers must be established in strict accordance with the ETCS.
Do not use the names of workers' professions that contain any deviations, clarifications, other than those in the name itself, and also do not use double names of workers' professions, except when the name itself is double (for example, plumber, stacker-packer, etc. .).
For such cases General provisions ETKS determined that the name of the profession for a worker should be established according to the main job, taking into account the largest specific weight of the work performed by him.
Setting up job titles for employees
The names of the positions of employees should be established in accordance with the EKSD, which is mandatory for use in organizations regardless of ownership (Article 19 of the Labor Code).
The general provisions of the EKSD define the concepts of “basic job title” and “full job title”. At the same time, it is said that in all cases the position of an employee should be assigned its basic name in accordance with OKPD, for which the EKSD provides for a qualification characteristic, and, if necessary, the full name of the position.
The job title of an employee may reflect:
The nature of the work performed by him, regardless of the specialization of the organization or department in which he works (for example, a specialist in customs clearance, software engineer scientific and technical information, veterinarian, etc.);
- information containing an additional indication of the specialty of the employee (physician, marketing specialist, labor organization engineer, etc.);
- the scope of his activity (master industrial training, mining master, sales agent, etc.);
- operating mode (shift master, etc.);
- place of work (site foreman, shop power engineer, etc.).
If it is necessary for an employee to perform two or more labor functions, set the name of his position, taking into account the largest proportion of work performed within a particular function.
In exceptional cases, it is permissible to establish double job titles. The condition for establishing dual names is the presence of components of these names in OKPD and qualification characteristics in EKSD, as well as the performance by employees within these labor functions of work (duties) related in content and equal in complexity, within the same specialty and qualification (for example, an accountant - economist). These positions have a position code (category code) according to their first name.
IT IS IMPORTANT! The name of the basic position "specialist" can be used only in cases where the employee needs knowledge obtained in the volume of higher or secondary specialized education to resolve issues arising from the nature of production or type of activity, and his labor functions are not provided for by job duties of qualification characteristics other positions of specialists, other employees contained in the issues of EKSD.
At the same time, qualification categories should be assigned to those positions of specialists for which the qualification characteristics of the EKSD provide for intra-position categorization, and in the manner and on the conditions established by the relevant qualification requirements.
The name of the basic position "engineer" is applicable in cases where the employee needs engineering knowledge obtained in the scope of higher education to perform his job duties.
The name of the derivative position "leading" can be used for positions of specialists of the highest qualification level, for which qualification categorization is established, provided that the employee performs the functions of a manager and responsible executor of work in one of the areas of activity of the organization or its structural unit, or the obligation to coordinate and methodologically guide the performers, taking into account the rational division of labor in specific organizational and technical conditions.
The derivative position "leading" is independent. She is not categorized.
The name of the derivative position “chief” can be used for the position of the head, provided that he heads the structural unit or has subordinate structural units (subordinate employees in separate units) for the type (direction) of the organization’s activity determined by the title of the position ( chief mechanical engineer, Chief Power Engineer, chief economist, etc.). The exception is the positions Chief Engineer", "Chief Accountant".
We determine the tariff category of the head of the organization, the head of a separate division of the organization (branch, representative office)
The tariff categories and the corresponding tariff coefficients of the heads of organizations should be established by decision of the owner of the property (the body authorized to conclude a contract), depending on the headcount of employees in the organization as a whole, including separate divisions, as well as subordinate organizations and subsidiaries, in the range tariff categories in accordance with Appendix 3 to Instruction No. 60.
The list number of employees of the organization should be determined according to the state statistical reporting on average, for the period from the beginning of the year, as of the 1st day of the month in which the contract is concluded, its terms are changed or a new contract is concluded after maximum term the validity of a previously concluded contract.
In a newly created organization, during the first year of activity, with an increase in the actual payroll number of employees, the tariff category of its head can be changed. After the first year of operation, establish it on the basis of state statistical reporting data on the payroll number of employees as of the end of the year.
If during the term of the contract the headcount of the organization's employees changes downwards due to organizational and technical measures that contribute to increasing the efficiency of production and labor, the tariff category of the head of the organization, by decision of the owner of the property (the body authorized to conclude the contract), may not be reviewed in the direction of his downgrades.
The tariff category of the head of a separate subdivision (branch, representative office) can be established by a collective agreement, agreement or employer, depending on the headcount of the subdivision's employees in accordance with Appendix 3 or on one of the levels of management in accordance with Appendix 1 to Instruction No. 60.
Example 1
The tariff category of the director of the branch, the number of employees of which is 250 people, can be set in 2 ways:
1) depending on the number of employees of the branch - by 18, 19 or 20 categories;
2) according to the level of management 4.13. - 16, 17, 18 or 19 digits.
We determine the tariff categories of the deputy head of the organization (separate division), the chief accountant of the organization (separate division)
The tariff category of the first deputy head of the organization (or the chief engineer as the first deputy head of the organization) is set one level lower than the tariff category of the head of the organization; deputy head of the organization, chief engineer as deputy head of the organization, chief accountant - 1-2 categories below the tariff category of the first deputy head of the organization (or chief engineer as the first deputy head of the organization) (Chapter 4 of Instruction No. 60).
If the position of the first deputy head of the organization (or the chief engineer as the first deputy head of the organization) is not in the staffing table, set the tariff categories of the deputy heads of the organization, the chief engineer as the deputy head of the organization and the chief accountant to 1-2 categories below the tariff category of the head of the organization.
The billing procedure for deputy heads, chief engineer, chief accountant of a separate subdivision is similar to the procedure outlined above.
The tariff categories of the deputy chief engineer, chief accountant should be set 1-2 categories below the categories of the chief engineer, chief accountant, respectively.
Structural unit and tariffing of its head
Reference: under the structural subdivision of the organization (subdivisions) is understood its officially allocated part, headed by the head, reporting directly to the head of the organization, his deputy or the head of a higher level of management, created to manage a certain direction (type) of the organization's activities, with independent tasks, functions and responsibilities.
Structural units must be included in the staffing table, taking into account the following manageability standards:
Management - if there are at least 7 staff positions in its staff, including the position of the head;
- department - if there are at least 4 staff positions in its staff, including the position of the head;
- sector (bureau, group) - if it has at least 3 staff positions, including the position of the head.
Specify the names of structural units in the staffing table according to the organizational structure approved by the employer.
Set the billing for the heads of structural divisions in accordance with Appendix 1 to Instruction No. 60.
Appendix 1 provides for billing for management levels 1.6, 2.7, 3.8 and 4.9.
Tariffication of positions of other heads of structural subdivisions (heads of centers, complexes, departments, etc.) is set according to one of the indicated levels of management, depending on the characteristics organizational structure, number of employees and other factors.
Example 2
The billing for the position of the head of the department can be set according to one of the categories provided for by management level 3.8 (17, 18, 19 or 20th category).
By decision of the employer, the tariff category for heads of administrative and economic services units can be established at management levels 1.10, 2.11, 3.12 of Appendix 1 to Instruction No. 60, depending on the number of subordinate employees.
Tariffing of positions of heads of structural divisions, whose positions are not provided for in Appendix 1 to Instruction No. 60, the employer can carry out independently in the manner determined by the collective agreement, agreement or other local regulatory legal act, within the ranges of tariff categories for lines and levels of management.
The tariff ranks of deputy heads of structural subdivisions should be set 1-2 ranks lower than the ranks of the heads of the relevant structural subdivisions.
IT IS IMPORTANT! Refer the position of a manager to the category of managers and rate it according to one of the levels of management, depending on the number of employees led by him in the relevant area of activity, as well as the specifics of the organization's activities. At the same time, a manager can be included in the staff list both as a head of a department and as a subordinate employee, incl. within a structural unit.
A service can be created in an organization as a structural unit (production structural unit), regardless of the number of employees.
At the same time, the employer independently determines the feasibility of introducing the position of the head of the service, as well as its pricing for one of the levels of management in accordance with Appendix 1 to Instruction No. 60, based on the number of subordinate employees.
Tariffication of the head of the production structural unit
For production structural divisions, Instruction No. 60 and other regulatory legal acts do not define manageability standards.
The tariffication of their heads should be established by management levels in accordance with Appendix 1 to Instruction No. 60. The indicated tariffication can be applied to the heads of other production structural units, for example, the head of the service.
Tariffing of individual positions of heads of production structural divisions (not defined in Appendix 1) can be carried out by the employer independently in the manner determined by the collective agreement, agreement or other local regulatory legal act, within the ranges of tariff categories for lines and levels of management.
Tariffication of positions of specialists and other employees
Calculate the positions of specialists and other employees in accordance with Appendix 1 to Instruction No. 60.
The tenant independently sets for them specific tariff categories and the tariff coefficients corresponding to them within the ranges in lines 2, 4, 5 of the specified application. At the same time, the tariff category depends on the level of qualification, theoretical and practical knowledge, the degree of complexity of the work performed (duties) and responsibility, etc. These requirements are laid down in the qualification characteristics provided for by the relevant qualification reference books.
Reference: attributing positions to the categories of specialists of an average or higher qualification level establishes employer depending on the specific content of the employee's duties, the complexity of the work performed by the employee labor function in the direction of activity, which is reflected in the job description of a specialist.
Set the tariff category of the assistant to the head of the organization, belonging to the category of specialists, to 1-4 categories lower than the tariff category of the deputy head of the organization.
Tariffing of individual positions of specialists (not determined in accordance with Appendix 1) can be carried out by the employer independently in the manner established by the collective agreement, agreement or other local regulatory legal act, within the ranges of tariff categories for the indicated lines of Appendix 1 to Instruction No. 60.
Tariffication of workers' professions
Set the tariff categories of workers from the 1st to the 8th category of the ETS of Appendix 1 to Instruction No. 60.
For occupations of workers whose qualification characteristics do not provide for qualification categories, calculate tariff rates based on multiples of the tariff rate of the 1st category, determined by Appendix 2 to Instruction No. 60.
IT IS IMPORTANT! The staffing table can include professions not only of workers with time wages, for which monthly (hourly) tariff rates are set, but also workers with a piecework form of wages, indicating the size of the monthly tariff rate corresponding to the assigned wage category of the worker (Article 1 of the Labor Code).
For individual highly skilled workers, charged by category (starting from the 5th), the employer has the right to set tariff rates based on tariff coefficients corresponding UTS tariff categories in the range of 2.03-2.48 inclusive. The procedure and conditions for establishing the said tariff rates may be determined by a collective agreement, agreement or employer.
Approval and implementation of the staffing table
The staffing table is a local regulatory legal act, the procedure and form of approval of which are not established by law. These issues should be regulated by the charter or other constituent documents.
Given the status of this document, the staffing table is approved by the head of the organization or the person who, in the absence of the head of the organization, performs his duties.
Approve the staffing table in the form of an independent document, the administrative nature of which is determined by the stamp "APPROVED". Additional clearance this document in the form of an order in this case is not necessary.
At the same time, the date of approval and the date of entry into force of the staffing table are its necessary details.
Staffing, as a rule, is for the calendar year.
Making changes and additions to the staffing table
Due to organizational, economic or production reasons Employer staffing may be subject to change.
Changes can be made by order.
- an example of drawing up an order to amend the staffing table on p. 25 magazines;
- a sample for making changes to the staffing table by approving the list of changes with the appropriate stamp (p. 25 of the magazine);
- an example of a staffing table (for organizations in which the application of the Instruction is mandatory) on p. 26-27 of the magazine;
- an example of a staffing table (for organizations in which the application of the Instruction is not mandatory (the remuneration system is established in the local regulatory legal act)) on p. 28 magazine.
Irina Vasilkova, economist
Determination of official salaries of employees (technical performers)
The tariff category of employees (technical performers) is determined in accordance with the characteristics given in Appendix 4 of the Instruction on the procedure for applying the ETC of employees of the Republic of Belarus.
Example
The company has the following positions of employees
Distribution of positions of other employees (technical executors) and heads of structural divisions of administrative and economic services by category
5th category
Archivist, clerk, announcer, calculator, codifier, traveling salesman, copier, contractor, security guard; secretary-typist, secretary of a blind specialist, accountant, timekeeper, accountant, shipchandler, freight forwarder
The category of employees (technical performers) is determined in Appendix 4 ETKS. For example, a typist of the 1st category corresponds to the 7th category. Similarly, the rank of secretary and timekeeper is determined.
Based on the tariff category, the appropriate tariff coefficient is selected:
Secretary of the 6th category - 1.90;
Timekeeper of the 5th category - 1.73.
The salaries of technical performers will be:
The instruction on the procedure for applying the ETC of employees of the Republic of Belarus provides for the distribution of organizations into groups of rates for managers and specialists, depending on the types economic activity(Appendix 5 ETKS), which provides a description of organizations with their division into three groups. The division into groups is carried out in connection with different working conditions, output of products or work performed, the complexity of production processes and other factors, which makes it possible to set different tariff rates for specialists of the same category or managers of the same level of management.
Example
The company has the following positions of managers and specialists:
Using the ETC, we will determine the tariff category of specialists and managers for various groups of enterprises.
Annex 5 of the Instructions on the procedure for applying the ETC of employees of the Republic of Belarus provides a description of enterprises of group I, group II and group III.
In the ETC, depending on the group of the enterprise, we determine the tariff categories and the tariff coefficients corresponding to them (group I of enterprises corresponds to a multiple left digit of a solid dedicated line).
For example, the position of the head of the department of an enterprise of the I group corresponds to the 16th category, the II group - the 17th category, the III group - the 18th category.
Similarly, the tariff category and the tariff coefficient of an economist of the II category, an accountant of the I category by groups of enterprises are determined.
In accordance with Art. 194 of the Labor Code of the Republic of Belarus, the staffing is one of the local regulations that determine the labor schedule for employees of the organization. Since, in accordance with Art. 1 and 19 of the Labor Code of the Republic of Belarus, an employment contract is concluded for positions, specialties, professions and qualifications in accordance with the staffing table. In order to comply with the law in organizations of any organizational and legal forms, the staffing table must be approved.
staffing - organizational and administrative document, which contains a list of positions of employees and professions, workers, grouped taking into account the management structure of the organization, indicating their number for each title, qualifications and salaries (rates).
Given the important role of the staffing table in the activities of the organization, the approach to its creation should be professional and based on the application of regulations on the structure, names of professions (positions), determining the number of employees, setting the size of official salaries (rates), additional payments and allowances.
The staff list of the organization is approved by officials who are granted this right by the charter (regulation), the constituent agreement.
In accordance with Art. 43 of the Law of the Republic of Belarus "On Enterprises", the enterprise independently approves the structure and staff. The organizational structure is developed from the point of view of economic feasibility and, as a rule, includes the production (executive) structure and the structure of the management apparatus. This takes into account the peculiarities of the organization of production processes, the need for specialization and cooperation, the separation of their areas of activity, rights and responsibilities, subordination and interaction. The choice of the type of organizational structure of the enterprise depends on the form of labor organization, centralization and decentralization of management functions. This choice is influenced by the use technical means management, competence of managers, style of their work.
The organizational structure and states are approved by the order of the employer.
For the purpose of economic justification of the staffing table, it is necessary to perform next steps works:
In accordance with the labor standards of the planned scope of work, it is necessary to calculate the number of jobs and the number of employees.
In accordance with Art. 87 of the Labor Code of the Republic of Belarus, the establishment, replacement and revision of labor standards is carried out by the employer.
The regulatory framework of the organization should be built on the basis of the optimal combination of intersectoral, sectoral and local labor standards that correspond to the organizational and technical conditions at the workplace.
1, Determining the name of the professions of workers and positions of employees, their qualifications is carried out taking into account the distribution of work by workplace and the placement of workers, as well as the billing of work.
The names of the positions of employees and professions of workers, the establishment of qualification categories for them, categories
riy must comply with the National Classifier of the Republic of Belarus "Professions of workers and positions of employees" (OKPD).
1. Distribution of duties between the head of the organization
zation and his deputies (approved by order), developed
ka and approval of regulations on structural divisions
organizations.
2. Development and approval of the provision (conditions) of payment
you are the labor of employees of the organization.
3. Calculation of monthly official salaries (rates) for
the basis of the Unified wage scale for workers of the Republic of Bela
Russia and taking into account the tariff rate of the first category, established
lazy in the organization.
4. Calculation of the payroll taking into account the planned
volume of work (services) and number of employees.
A sample staffing table is shown below.
The name of the structural units in the staff list is indicated in accordance with the organizational structure approved by the employer ^.
If an organization has a complex management structure and a significant number of staff, as a rule, the staffing table is drawn up separately for the management apparatus! leniya and production personnel.
Sections and subsections in the staffing table are provided depending on the need.
For example, The staffing table may include sections:
I. Managers, specialists, employees.
II. Workers.
In this case, the grouping of positions (professions) is carried out according to structural divisions.
For each section, subsection, structural unit, as a whole, according to the staffing table, the results are indicated in terms of the number of staff units and the monthly payroll.
As a rule, the staffing table is drawn up for the calendar year. If individual staff units are not established for a full year, then the “Note*” column indicates for which period of the year this staff unit is approved (for example, from 04/01/2002 to 10/15/2002).
| No. p / p | Name of structural units and positions (professions) | Qualification categories classes, categories | Number of staff units | Monthly official salaries (rates), rub. | Note | |||
| , 5 | ||||||||
| Section I. Control apparatus | ||||||||
| Section II. Production personnel | ||||||||
| Total: | ||||||||
| Total staffing: |
(position and signature of the person responsible for compiling the staffing table
Workers with a piecework form of remuneration, if necessary, can be included in the staffing table. In this case, column 6 indicates the amount of their monthly tariff rate (see table).
If the organization has various kinds allowances and surcharges of column 7 can be divided into two columns (surcharges in rubles; surcharges in rubles).
Staffing changes are made as needed.
When changing the tariff rate of the first category, the staffing table is approved again h
Consider an example of staffing.
| No. p / p | Name of structural divisions and positions | Qual. ranks, classes, categories | Number of staff units | Tariff coefficients for ETC | Monthly official salaries (rates), rub. | Additional payments, bonuses to salaries (rates), rub. | Month background; wages, ths. rub. | Note |
| Manadgement Department | ||||||||
| Director | 3,72 | |||||||
| Main | 3,48 | |||||||
| engineer | ||||||||
| Deputy di- | 3,25 | |||||||
| rector | ||||||||
| Total: | - | - |
| S | ||||||||
| Accounting | ||||||||
| Chief Accountant | 3,25 | |||||||
| Deputy chapters accountant | 3,04 | |||||||
| Accountant I cat. | 2,84 | |||||||
| Accountant II cat. | 2,65 | |||||||
| Total: | _ | _ | ||||||
| Planning and economic Department | ||||||||
| Head of Department | 3,25 | |||||||
| Economist I cat. | 2,84 | |||||||
| We save II cat. | 2,65 | |||||||
| Total: | _ | _ | ||||||
| Production Department | ||||||||
| Head of Department | 3,25 | |||||||
| Engineer I cat. | 2,84 | |||||||
| Engineer | 2,48 | |||||||
| Total: | - | _ | ||||||
| Total staffing: |
In this example, the company belongs to Group I. The tariff rate of the 1st category is 33,000 rubles. The number of the enterprise is 85 people.
In accordance with Appendix 9 of the Instruction on the procedure for applying the ETC, we determine the tariff category of the director of the enterprise, depending on the payroll number of employees.
The director corresponds to the 16th category. According to the tariff scale, we determine the tariff coefficient - 3.72.
The tariff category of the 1st deputy director (chief engineer) is set 1 category below the category of the director of the enterprise. Tariff category - 15, tariff coefficient - 3.48.
The deputy director is assigned a rank, 1 below the rank of the chief engineer. The tariff category is 14, the tariff coefficient is 3.25.
The tariff category of the chief accountant is set 1-2 categories below the tariff category of the 1st deputy - chief engineer. The tariff category is 14, the tariff coefficient is 3.25.
The tariff ranks of deputy heads of structural subdivisions are set 1-2 ranks less than the ranks of the heads of the relevant subdivisions. The tariff category for the deputy chief accountant is 13.
The salaries of the specialists of this enterprise are set in accordance with the tariff categories of the ETC. On the this enterprise The position of accountant refers to specialists with higher education. An accountant of category I corresponds to the tariff category - 12.
The tariff category, tariff coefficient, official salary of the head of the planning department, head of the production department, engineer, and economist are determined in a similar way.
| No. p / p | Name of structural subdivisions and positions (professions) | Qualification ranks, classes, categories | Number of staff units | Tariff coefficients for ETC | Monthly official salaries (rates), rub | Additional payments, bonuses to salaries (rates), rub. | Monthly payroll fund, rub. | Note |
| 1. | Older | - | 1,55 | - | ||||
| storekeeper | ||||||||
| 2. | Storekeeper | - | 1,41 | |||||
| 3. | watchman | - | 1,35 | |||||
| 4. | Cleaner | - | 1,2 | |||||
| official | ||||||||
| premises | ||||||||
| Total: | - | - | - | - |
In most cases, the job title is formed on the basis of professional activity, which is not always possible to formulate in one word.
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That is why there are long job titles in order to concretize the labor function or the name, which disguise simple duties under a prestigious title. And the formation of job titles is determined by law. It establishes both the requirements for names and possible options.
Normative base
The staff list is one of the local acts created in order to streamline the organizational structure of the company and fix the amount of remuneration.
The agreed document states:
- names of all positions from management to ordinary employees;
- the number of staff units for each vacancy;
- the amount of remuneration from salary or hourly tariff rate to allowances as a percentage.
As a rule, there are no problems when determining the salary, due to the fact that for this type of remuneration for work a single rule has been established, enshrined in Article 133 of the Labor Code of the Russian Federation. The total must not be lower than the minimum wage, which is formed taking into account the cost of the food basket and the annual inflation rate and is set at the federal level.
That is, it is enough for the employer to be guided by Article 133 of the Labor Code of the Russian Federation and their own financial possibilities in determining the amount of remuneration. But with the choice of job titles, it is more difficult, since there are a lot of industries, and there are a lot of job titles, not to mention the legislative norms enshrined in the ETCS and Chapter 31 of the Labor Code of the Russian Federation that regulate compliance with professional standards.
What does the law say?
In accordance with the Decrees of the Ministry of Labor in the Russian Federation, a Unified Tariff and Qualification Guide has been formed. It includes many issues approved by the same Decrees of the Ministry of Labor of the Russian Federation with the definition of job titles in the context of each industry, indicating qualification requirements for vacancies and an approximate list of job responsibilities, necessary knowledge and characteristics of work.
Also, Article 195.2 of the Labor Code of the Russian Federation states that the name of the position in the staff list should be formed taking into account the ETKS in connection with the requirements established for Professional Standards.
That is, the head of the company, when choosing the name of the position, must take into account several factors, namely:
- correspondence of the name to the imputed duties;
- the ratio of requirements to qualification characteristics of work.
For example, it is permissible to call a secretary an assistant to the head, because the duties are identical. But it’s hardly possible to call a locksmith a communications inspector, since the name of the vacancy should be formed taking into account the duties performed, and not a prestigious title.
When are reference books and professional standards required?
Article 195.3 of the Labor Code of the Russian Federation states that compliance with the Professional Standards is mandatory for many employers - those who manage companies with state ownership or institutions in which half authorized capital belongs to the Russian Federation.
For example, in municipalities, government departments and other government agencies, the job title must comply with the ETKS and the requirements specified in the specified document, while in other companies the directory can be used as recommendations.
Also, ETKS and professional standards must be observed in cases where there are working conditions at the workplace of workers that deviate from the norm and give the right to a certain list of benefits.
Benefits are guaranteed by federal law, respectively, if they are provided, certain requirements apply. For example, the same correspondence of the job title to Professional standards.
So, you can work for 20 years as a painter and breathe paint fumes, but at the same time have a job title "construction worker." This does not comply with the ETKS and does not provide for harmful conditions employment, and hence the right to.
That is, in accordance with the norms of the law, the list of benefits directly depends on the name of the position, which will be provided to the employee only if the name of the vacancy corresponds to the duties performed.
There are several other important factors to consider:
- If the company has a tariff system of payment, that is, grades, class, then in accordance with Article 143 of the Labor Code of the Russian Federation, the name of the vacancy should be established taking into account the norms of the Qualification Handbooks. This is due to the fact that the list of duties for some positions is given for each category separately, given that the level of qualifications and characteristics of work are different.
- In accordance with Article 18 of Federal Law No. 426, during the certification of workplaces, in addition to general data, the certification sheet also indicates the profession code. This assumes that the title of the positions corresponds to the Qualification Handbook. And since attestation must be carried out at all enterprises at least once every five years, differences between the actual title of the position and the title of the vacancy in the ETKS can lead to violations of the assessment procedure.
In other cases, compliance with professional standards is advisory in nature. This implies the use of directories only as standard form, which can be modified taking into account the specifics of the company and imputed duties, but, nevertheless, not completely ignored.
Can you come up with a name yourself?
As a rule, for institutions belonging to state structures, the staffing table is set by higher authorities, so they do not have any difficulties with the selection of names, since they receive it ready-made.
But for companies that are commercial structures, when choosing names, many questions arise, because the list official duties does not always coincide with the ETKS due to the specifics of labor and can be much wider than the established standards.
In such a situation, the company's management can come up with a name on their own, but taking into account both the requirements for professional standards and the capacity for individual positions. If there are no harmful conditions or classiness in the company, then the name of the vacancy can be arbitrary, but within reasonable limits, given that the general length of service in a particular industry sometimes depends on the name of the position.
For example, in some companies there is 1 full-time position of a lawyer, and several specialists are engaged in this area, the title of which may indicate, for example, a specialist in legal work. Or the same watchman can become a guard of the economic part, since he is in charge of only adjoining territory companies, and even then at night.
Features of using job titles in the staffing table
Considering that as of 2019, there are no unified rules for the formation of job titles at the legislative level, and the norms of professional standards should be observed only if certain conditions labor and in government structures, in many companies, job titles are selected based on their own rules.
They are as follows:
- a prestigious title to increase motivation;
- long name in order to specify imputed duties;
- an arbitrary name for the sake of fashion and Western trends.
For example, at the moment, the position of a manager is quite common and prestigious. Under it, you can disguise less sonorous professions, for example, the same cleaning lady, who, having become the manager of a cleaning service, will not stop washing floors and dusting, but will receive an additional reason to be proud of her position, which means an incentive to develop.
Or, due to the small number of staff, one employee can hold two positions. For example, it can be a deputy director - head of a department. Thus, two jobs are combined, and, accordingly, duties in one full-time instruction, but with larger powers.
In some companies, the practice of naming a position using letters of a foreign alphabet. For example, the following option is used - IT - manager.
Basic selection principles
The stipulated rules are not always correct. They break the rules current legislation, and the rules for the formation of job titles in accordance with subordination.
The following principles should be followed:
- The first - compliance with the name of the category of the staff hierarchy, which can be chosen arbitrarily, but taking into account subordination.
- Second - correspondence of the job title to the duties performed.
- Third- Application of the law.
So, in Decree of the Government of the Russian Federation No. 225 in paragraph 6 of the Instructions for filling out work books it is said that the book on labor is filled out only in the state language, which is Russian on the territory of the Russian Federation.
Accordingly, the names of positions in English and other languages are prohibited. But when applying for a job, the name of the vacancy must be indicated, therefore, the norms of the law in the case of an IT manager will be violated.
Base and derived variants
Given that there are a lot of job titles, they are divided into types:
- basic;
- arbitrary.
The basic names are those fixed in the Qualification Handbooks. But the names formed from the basic ones or invented independently can be arbitrary.
Naturally, if there is a basic name, there are no problems, since its basis is regulated by the ETKS. But in connection with the use of arbitrary names, questions may arise regarding the determination of the right to early retirement benefits.
In paragraph 9 of the Decree of the Ministry of Labor of the Russian Federation No. 29, an explanation is provided on this matter. According to him, derivative job titles, which include basic titles, can be recognized as basic, and entitle the employee to receive benefits.
For example, the profession of a battery worker is present in the ETKS, but the senior battery worker is not, while the nature of work and the hazard code correspond to the first name, which automatically gives the right to benefits established by law.
If an arbitrary name does not contain a base name, then it will be difficult for an employee to claim any benefits. Therefore, when calculating a pension, the length of service in the agreed position will be counted as a total and no more.
That is, if the company is engaged in the general field and there are no harmful conditions at the workplace, arbitrary names can be used, but if the hazard code is 3.1, the name of the profession must have at least a basic name.
Rules for the use of individual words
The qualification directory contains many job titles, most of which do not consist of one word, but of several.
For example, a forklift driver or a refrigerator charger. That is, the law allows the name of a profession, consisting of several words containing a specification of a certain type of activity.
The law also allows the use of prepositions in the names of vacancies that act as a link between several words - for example, an ultrasonic technician or a conservator of equipment and metal products, which again implies a very wide range of different phrases.
There is no limit set by law for a certain number of words in job titles, given that some industries may have quite long titles that will be present in vacancies.
So, quite extensive names are currently common in the field of government structures, where the following positions are present:
- economist for accounting and analysis of economic activity;
- Leading specialist in contract and claims work.
That is, there are no restrictions on the number of words and the use of prepositions for the formation of logical phrases in job titles at the legislative level, given that the specified aspects are present in the job titles in the ETKS.
One more aspect should be noted.
In accordance with the Qualification Guide, additional words to basic titles, such as director or secretary, are used as a clarification of the powers and duties performed.
For example, a secretary can only deal with office work, but a secretary-typist will be busy in the formation of administrative and other documentation.
Accordingly, the director will be directly involved in the management of the company, but Executive Director will only have authority in one of the defined areas.
What should be remembered?
When choosing a job title, it should be remembered that the correct title of the profession predetermines the right to receive benefits established by law.
The same right to early retirement or benefits provided for Labor Veterans, who, on the basis of the norms of Federal Law No. 5, must confirm their length of service and type of activity in a particular industry.
It should also be remembered that a prestigious title will not change the scope of duties, nor will it give the holder of the same position of cleaning service manager additional powers in the field of leadership.
And it should be borne in mind that any basic name in ETCS is developed for a specific industry with its own specifics and responsibilities. Therefore, it will not be advisable to use it in another industry, because the terms of reference will be completely different.
M.A. answered the questions. Kokurina, lawyer
Staffing: decide emergency situations
Strictly speaking, according to the Qualification Directory of Positions, a labor economist should be involved in compiling the staffing table. Qualification directory of positions, approved. Decree of the Ministry of Labor of 21.08.98 No. 37. But it happens that there is no such position even in big company. Therefore, the execution of this document is entrusted to both personnel officers and accountants. After all, it is these people who have information about the structural divisions of the company, the positions available in them and their status (employed / vacant), the number of staff positions and salaries for each position.
So, if the manager instructed you to draw up the staffing table or make changes to it, do not be alarmed. We have prepared for you a sample of filling out the staffing table in the "Document Management" section on. And here are the answers to some questions from our readers who have already taken up this matter.
Employees do not need to be familiarized with the staffing table
THEM. Pekareva, Novosibirsk
We don't have a staffing table. And one dissatisfied worker began to threaten that he would complain to the labor inspectorate, because he was not familiarized with this document when he was hired. Should we have done it?
: According to Rostrud, the staffing is a local regulatory act (LNA), which fixes Clause 1 Letters of Rostrud dated March 22, 2012 No. 428-6-1:
- the existing division of labor between workers;
- terms of payment for their work.
The Labor Code of the Russian Federation obliges to acquaint the employee with those of the LNA who are “directly connected with labor activity employee » Art. 68 Labor Code of the Russian Federation. Therefore you are not required to show the staffing table to the employee if:
- have his signature that before signing the employment contract, he was familiar with both the job description and the LNA containing the rules for determining the amount of remuneration for his work (for example, this may be a provision on remuneration) Art. 68 Labor Code of the Russian Federation;
- his salary, surcharges and allowances specified in the employment contract Art. 57 of the Labor Code of the Russian Federation.
The staff list is kept by the one who is responsible for it.
M.A. Markulov, Kazan
Is it correct that our staff list is kept by personnel officers? And how long do you need to store already inactive staffing tables?
: You can keep the staff list where it is convenient - no special requirements have been established by law. If, according to your workflow regulations, the personnel department is involved in making changes / additions to the staff list, let it be stored there.
And you need to store the schedule itself and orders that change it in the company constantly, that is, indefinitely item 71 of the List, approved. Order of the Ministry of Culture dated August 25, 2010 No. 558.
In the staffing table, you can enter positions that are temporarily replaced
I.T. Plekhanov, Podolsk
From time to time we need to hire a quality specialist. On the basis of a civil law contract, the specialist we need does not want to work. Can we introduce a temporary position into our staff list, for example, for 3-4 months, in order to accept it under an employment contract for this period?
: You can:
- <или>simply add such a position to the staff list and do not note in any way that it is temporary;
- <или>indicate in the staff list that the position is temporary or is being replaced by certain period. For example, you can indicate this in column 10 "Note" of Form No. T-3.
But keep in mind: even if in the staff list you indicate the temporary nature of the position, you cannot conclude a fixed-term employment contract only on the basis of this. If you take a specialist for a while, in his employment contract it is necessary to indicate the reason for the "urgency" provided for by the Labor Code of the Russian Federation. Suppose he comes to perform temporary or seasonal work. Art. 59 Labor Code of the Russian Federation.
Choose the way to change the staffing
THEN. Lorkovic, Moscow
Can I raise salaries for several positions in one order and approve a new staffing table?
: Any changes to the staffing table are made by order of the head of the organization. There are no special rules. You can make such an order.
ORDER No. 13-5
on salary increases and staffing arrangements
I ORDER:
1. Set from 01.04.2013 salaries for positions:
- master production area- 35,000 rubles;
- assistant foreman of the production site - 28,000 rubles;
- technologist of the production site - 38,000 rubles.
2. Approve the new staffing table You can do it differently - indicate the following in the above order: “Introduce changes to the staffing table No. 2 dated 01.31.2010 from 01.04.2013, taking into account the increase in salaries for the positions indicated in paragraph 1.” But this option is only suitable if you rarely make changes to the staffing table.
It is more convenient, of course, each time to assert new edition staff schedule. So it’s easier to see the current situation in the state than to look for innovations in various orders with the heading “On changes to the staffing table” No. 3 dated February 27, 2013 (attached) and enter into force on April 1, 2013.
And do not forget, before the approval of the new staffing table, to conclude with employees who are changing salaries, additional agreements to employment contracts.
Only a vacant position can be deleted from the staff list
ETC. Yudin, Pyatigorsk
The head instructed me to remove from the staff list the position occupied by an employee who went on maternity leave, and then on parental leave. And I had some doubts, is it possible to do this at all?
EXPLAINING TO THE MANAGER
If a woman on parental leave wants to return to work before the child reaches the age of 3, she must be accepted, even if her position is deleted from the staff list.
: Your doubts are justified - as you say, it is possible to “remove a position” only if it is vacant. Otherwise, we are talking about downsizing.
When a woman goes on maternity leave/maternity leave until she reaches the age of 3, she retains her job. And under no circumstances can her position be reduced x articles 256, 261 of the Labor Code of the Russian Federation. This position is considered occupied, even if the duties for it are assigned to other employees.
Vacation pay needs to be indexed if the salaries of the entire state have increased
I.B. Lanina, auditor, Moscow
We are conducting an audit of a company where there is an order to change the staffing table in connection with the introduction of several new positions and an increase in salaries for old positions. How to calculate vacation pay correctly - taking into account the average salary of the employee, increased by the increase factor, or not?
: First of all, look at whether the salaries of all employees of the company, individual employees or the whole structural unit(department, shop, section, territorial separate branch or representative office of the company clause 16 of the Decree of the Plenum of the Supreme Court of March 17, 2004 No. 2). Depending on this, and act e clause 16 of the Regulations, approved. Decree of the Government of December 24, 2007 No. 922:
- <если>salaries were increased for all employees of one department or company, without exception, then calculate the increase coefficient and increase earnings for it when calculating vacation pay;
- <если>salaries were increased for individual employees, then it is not necessary to calculate the increase coefficient and index it to it average earnings to calculate holiday pay.
There may be vacancies in the staffing table
M.A. Pushkareva, Pushkin
Our personnel inspector quit, his duties were assigned to the accountant by order of the director. How can this be reflected in the staffing table? Is it possible to completely exclude the personnel department from the staff list?
: Can. But first, check with your manager if he is going to hire personnel officers in the future. If yes, then it is better not to touch the staff list, let there be a vacant position.
If it is no longer planned to hire personnel workers in the company, you can prepare for approval by the manager:
- <или>an order to change the staffing table in connection with the elimination of the personnel department;
- <или>an order to introduce a new version of the staffing table that does not contain personnel positions.
The full salary is included in the staffing table.
S.E. Khorosheva, St. Petersburg
We are hiring two deputy directors. But one is full-time, and the other is part-time. How to reflect this in staff units and what to write in the staffing column “Salary”: a whole salary for the position or half?
: In your situation, the staffing table can be filled in as follows:
| Structural subdivision | Position (specialty, profession), rank, class (category), qualification | Number of staff units | Tariff rate, salary, rub. | Allowances, rub. | Total per month (gr. 5 + gr. 6 + gr. 7 + gr. 8) x gr. four | Note | |||
| Name | the code | ||||||||
| 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 |
| ... | |||||||||
| Administration | 01 | ... | ... | ... | ... | ... | ... | ... | ... |
| Deputy General Director | 1,5 | 20 000 | - | - | - | 30 000 | - | ||
Or like this:
There can be no different salaries for the same positions.
T.D. Pashkevich, Moscow
Coming to us now new employee on the vacant position specialist. The director said that his salary would be higher than that of an employee who already works for us in the same position.
But I doubt: is it possible to put two “specialist” positions with different salaries in the staff list?
: It is forbidden Letter of Rostrud dated April 27, 2011 No. 1111-6-1. Usually, if the labor inspector discovers such discrepancies during the inspection, he fines for violation of labor laws and issues an order to establish the same salaries for the same positions. Determination of the St. Petersburg City Court dated November 14, 2011 No. 33-16864.
WE REMIND THE MANAGER
Set different salaries for people working in the same positions, it is forbidden. If some employee wants to pay more than others in the same position, you can either rename his position or set him some kind of allowance.
Therefore, discuss with the manager the changes to the staffing table:
- <если>if your company has a local regulation (perhaps a payment regulation) that provides for any compensatory or incentive salary bonuses, then write down the same salaries for these employees, and set bonuses for a higher-level specialist. See what suitable allowances are in the internal act of the company. For example, an allowance for knowledge of a foreign language, for professional skills, for performing especially important tasks, etc.;
- <если>If you don’t have any salary increments in the company, then write down different job titles in the staffing table. Let's say a specialist and a leading (senior, chief) specialist. And do not forget to prepare a separate job description leading specialist, if you do not have one.
Any enterprise, regardless of the form of management, pays the labor of its employees differently, as indicated in the staffing table, but the ratio of salaries of employees at the enterprise is fixed in the tariff scale.
This is one of the methods for calculating wages at an enterprise, which is formed on the basis of local or legislative acts, it is she who determines the coefficient for multiplying the minimum wage, depending on the qualifications of the specialist and other related ones.
When forming the tariff scale, the following is taken into account:
- The intensity of the work load;
- Harmfulness and danger of production;
- Length of working time and length of service of an employee in one position;
- Branch of production, since for each type of production its own coefficients are used;
- Employee qualification;
- Features of climatic conditions.
Important: the cost of an employee's hour of work is always used as a basis in the tariff scale.
The amount of work performed by him per shift can be taken into account, while it is subsequently still broken down by the number of hours in the shift or working day. This leads to the calculation of the hourly rate of an employee in any production.
The differences between the tariff system and are discussed in this video:
Important: rates and increased salaries may not depend on categories. The tariff scale is formed according to the categories, usually 6 categories are used in its formation, such a system is used mainly for budgetary institutions.
If the enterprise is engaged in production and is quite complex, a larger number of digits up to 23 is used, but the same coefficients are applied as in the public sector.
The salary of each employee depends on the coefficients used.
Application of the tariff scale in organizations
Remuneration in production is formed in accordance with the legislation of Art. 143 - 145 of the Labor Code of the Russian Federation and when using tariff and qualification reference books.
Labor Code of the Russian Federation Article 143. Tariff systems wages
Tariff wage systems - wage systems based on the tariff system of differentiation of wages of workers of various categories.
The tariff system for differentiating the wages of employees of various categories includes: tariff rates, salaries ( official salaries), tariff scale and tariff coefficients.
Tariff scale - a set of tariff categories of work (professions, positions), determined depending on the complexity of the work and the requirements for the qualifications of employees using tariff coefficients.
The tariff category is a value that reflects the complexity of the work and the level of qualification of the employee.
Qualification level- a value that reflects the level of professional training of the employee.
Tariffication of work - assignment of types of labor to tariff categories or qualifying categories depending on the complexity of the work.
The complexity of the work performed is determined on the basis of their billing.
Tariffication of work and the assignment of tariff categories to employees are carried out taking into account the unified tariff and qualification directory of work and professions of workers, the unified qualification directory for the positions of managers, specialists and employees, or taking into account professional standards. These reference books and the procedure for their application are approved in the manner established by the Government Russian Federation.
Tariff systems of wages are established by collective agreements, agreements, local regulations in accordance with labor law and other normative legal acts containing norms labor law. Tariff systems of remuneration are established taking into account the unified tariff and qualification directory of works and professions of workers, the unified qualification directory of positions of managers, specialists and employees or professional standards, as well as taking into account state guarantees for wages.
These directories are a list of activities and various professions that are available in enterprises and institutions. They fully contain the characteristics and qualification data, as well as the complexity of all types of professions. In addition, they indicate the requirements for the skills and experience of employees, determine their degree of responsibility.
Important: the directory is designed to determine and assign a rank to each employee.
Of course, at the enterprise, the management has the right to develop its own tariff and qualification guide, taking into account the characteristics of the organization's activities.
Important: in this case, the guarantees and rights of the employee should not be infringed, in particular, labor should not be paid below the minimum wage.
Classification according to new standards
Classification in the tariff scale occurs on the basis of several components:
- Industry;
- State and commercial organizations;
- division within the enterprise.
For example, in the pricing of payments for medical workers their categories, base salary and minimum wage are involved.
In addition, rates are based on:
- Centralized act established by the authorities;
- The contractual basis is a collective agreement.
In doing so, it applies new system remuneration, but taking into account the old foundations.
Payment grades and coefficients. Rank Odds and Pay Rates
The coefficients used may vary depending on the industry, but for budget organizations fixed indicators are used in almost any field.
For example, for budgetary organizations in medicine, the following figures apply:
| 1 | 1 | 1 100 |
| 2 | 1,04 | 1 144 |
| 3 | 1,09 | 1 199 |
| 4 | 1,142 | 1 256,2 |
| 5 | 1,268 | 1 394,8 |
| 6 | 1,407 | 1 547,7 |
| 7 | 1,546 | 1 700,6 |
| 8 | 1,699 | 1 868,9 |
| 9 | 1,866 | 2 052,6 |
| 10 | 2,047 | 2 251,7 |
| 11 | 2,242 | 2 466,2 |
| 12 | 2,423 | 2 665,3 |
| 13 | 2,618 | 2 879,8 |
| 14 | 2,813 | 3 094,3 |
| 15 | 3,036 | 3 339,6 |
| 16 | 3,259 | 3 584,9 |
| 17 | 3,510 | 3 861 |
| 18 | 4,500 | 4 950 |
Important: at the same time, if the employee works in countryside, then 25% of the base salary is added to his salary.
If this is a deputy, then his salary is 10 - 20% lower than the head, taking into account qualifications, degrees, honorary titles.
If the specialty is not indicated in the tariff intersectoral reference book, then such a specialist is paid in accordance with the unified tariff and qualification reference book.
Examples of payment calculations
If hourly wages are used, then the number of hours worked is simply multiplied by the hourly rate.
The employee worked 150 hours per month, his rate per hour is 134 rubles, it follows that he earned:
150 * 134 = 20,100 rubles per month.
Since he carried out the plan, according to collective agreement he is entitled to a bonus of 20% of earnings, that is:
- 20,100 * 0.2 = 4,020 rubles bonus. You will find out by what rules the monthly bonus is calculated for employees.
- 20,100 + 4,020 = 24,120 rubles earnings.
In addition, he has a 5th category, and this involves the use of a coefficient of 1, 268, which indicates earnings in this month employee 30,584.16 rubles.
Important: if the employee has not fulfilled the plan, then the employer has the right to deprive him of the allowance.
Conclusion
The pay scale is a great advantage if it is used in accordance with innovations and, first of all, the value of the employee, his experience and complexity are assessed production process, and already at the next step is the rank of a managerial position.
How to build effective system wages at the enterprise - see here:
