Regulations on labor standards. Draft regulations on labor standards at an enterprise Standard regulations on labor standards
1.1. These Regulations establish a system of standards and norms on the basis of which the functions of labor standardization are implemented, and contain the basic provisions that determine the procedure for organizing labor standardization.
1.2. These Regulations have been developed in accordance with and on the basis of the following regulations:
Labor Code Russian Federation;
Decree of the Government of the Russian Federation of November 11, 2002. No. 804 “On the rules for the development and approval of standard labor standards”;
Resolution of the State Committee for Labor and the Presidium of the All-Union Central Council of Trade Unions of June 19, 1986
No. 226/P-6 “Regulations on the organization of labor standardization in the national economy” (insofar as it does not contradict current legislation);
No. 2190-r on approval of the Program for the gradual improvement of the wage system in state (municipal) institutions for 2012-2018.
2013 No. 504 "On approval of methodological recommendations for State (municipal) institutions on the development of labor standardization systems"
Order of the Ministry of Education and Science of the Russian Federation on December 24, 2010 No. 2075 “On working hours (standard hours pedagogical work per bet wages) teaching staff»
2. Labor rationing. Basic concepts, terms and definitions.
2.1. Labor regulation is an integral part (function) of management, which includes the definition necessary expenses labor (time) to perform work (provide services) individual employees and establishing labor standards on this basis.
Universal meter of the amount of labor spent on performing work (service) – working hours
2.2. Labor standards - established indicators of labor costs necessary to perform specific volumes of work (services) in certain organizational and technical conditions.
2.3. Labor standards are a pre-established calculated value, which represents the labor costs that can be invested to perform a specific amount of work or service a particular object.
2.4. Time standard - the amount of time required to complete a unit of work (provide a service) under certain organizational and technical conditions.
2.5. Time standards - a predetermined amount of working time that can be spent to complete a unit of work (provision of services) in certain organizational and technical conditions.
2.6.Standard number - the established number of employees of a certain professional and qualification composition, necessary to perform specific management functions, scope of work, performance of services in certain organizational and technical conditions.
2.7. Number standards are a pre-calculated value representing the number of workers who can be supported to perform a certain amount of work (services).
2.8. Photography of working time - a type of study of working time by observing and measuring all costs without exception during the working day or a separate part of it. Main objectives:
Identifying losses of working time, establishing their causes and developing measures to improve the organization of work by eliminating losses and waste of time
Obtaining initial data for developing standards for preparatory and final time, time for rest and personal needs
Obtaining source materials in order to establish the most rational organization of workplaces
2.9. Self-photography - study of working time and measurement of all costs without exception during the working day by the employee himself. Allows for short terms obtain data on the use of working time by employees and proposals for improving work organization.
2.10. Timing is the study of operations by observing and studying working time for performing individual, repeatedly repeated elements of labor operations. Using timekeeping:
Set time standards for individual operations
Identify and study the best methods and techniques of work
Study the reasons for non-compliance with standards and clarify them
3. Labor standardization system
3.1 The labor standardization system regulates:
applicable labor standards by type of work and workplace when performing certain types of work (functions) (hereinafter referred to as labor standards), as well as methods and means of establishing them;
the procedure and conditions for introducing labor standards in relation to specific working conditions and the workplace;
the procedure and conditions for replacing and revising labor standards as they are improved or implemented new technology, technology and carrying out organizational or other measures that ensure an increase in qualitative or quantitative labor indicators, as well as in the case of the use of physically and morally obsolete equipment;
measures aimed at compliance established standards labor
3.2 The main goal of labor standardization is to establish reasonable, progressive indicators of labor cost standards for the overall increase in the efficiency of using labor resources and serving consumers public services
3.3 The main objectives of labor standardization are:
creating the conditions necessary for the introduction of rational organizational, technological and labor processes, improving labor organization;
ensuring a normal level of labor intensity (intensity) when performing work and providing public services;
regulation of the size of the fixed and variable part of workers’ wages, improvement of the remuneration system
3.4 The composition and content of work on labor standardization are determined by the goals and objectives of the labor and technological processes of workers in certain organizational and technical conditions:
analysis labor process based on the standard for the provision of public services, dividing it into parts;
selection of the optimal technology and labor organization, effective methods and methods of work;
designing work modes, techniques and methods of work, work and rest modes;
determination of labor standards in accordance with the characteristics of technological and labor processes, their implementation and subsequent adjustment as organizational and technical conditions change.
3.5. The employer is responsible for the state of labor standards in the institution. Organizational work Activities related to labor standardization, including carrying out organizational and technical measures, introducing rational organizational, technological and labor processes, improving labor organization, are carried out both directly by the head of the institution, and in the prescribed manner can be entrusted by the head to one of his deputies.
3.6. The employer takes measures aimed at compliance with established labor standards, including ensuring normal conditions for employees to comply with labor standards. Such conditions include, in particular:
good condition of premises and equipment;
timely provision of technical and other documentation necessary for work;
proper quality of materials, tools, other means and items necessary to perform the work (service), their timely provision to the employee;
working conditions that meet labor protection and safety requirements.
4. The procedure for organizing labor standards
4.1. When determining labor standards, an analysis of existing standard (intersectoral, sectoral, professional and other) labor standards (hereinafter referred to as standard labor standards) is carried out and their correlation with the actual organizational and technical conditions for the implementation of technological (labor) processes in the institution.
If the organizational and technical conditions for performing technological (labor) processes coincide with them, standard labor standards are used.
A similar decision is made if the existing differences in the organizational and technical conditions for performing technological (labor) processes cannot significantly affect the labor standard. The decision on the significance of differences in the organizational and technical conditions for performing technological (labor) processes is made taking into account the opinion of the representative body of workers.
4.2. When creating more progressive organizational and technical conditions for the implementation of technological (labor) processes or their non-compliance with standard labor standards, standard labor standards are used as a basis for determining and justifying labor standards by adjusting them taking into account the actual organizational and technological conditions for the implementation of technological (labor) processes.
Labor standards can be determined for a separate type of work, an interrelated group of work (enlarged labor standard) and a completed set of works (comprehensive labor standard). The degree of consolidation of labor standards is determined by the specific conditions of labor organization. Labor standards can serve to establish a standardized task (a set amount of work that an employee or group of employees performs per work shift or other unit of working time). When determining labor standards based on standard labor standards, comprehensively justified labor cost standards established for homogeneous work are used in relation to standard technological (labor) processes and standard organizational and technical conditions for their implementation.
Comprehensively justified standards for labor costs provide for progressive operating modes of equipment, rational techniques and methods of work, organization and maintenance of workplaces, optimal employment of workers, maximum use of workplace opportunities, high quality works (services), maintaining the health and performance of workers.
4.3. Based on standard labor standards, time standards are determined for application.
The development of time standards determines for homogeneous work the cost of working time to perform a unit of work (function, service), including, as a rule, the cost of working time preparing to perform the work, as well as processing and processing its results. For these purposes, an analytical method of labor standardization is used using two types of observations (photographs of working time and timing), accounting and reporting data, results of analysis of labor organization and the development of measures to improve it
The development of time standards for performing work is carried out according to the following plan:
Selection of workers for observation (it is recommended to conduct observations of workers whose qualifications correspond to the level of complexity of the work and who have work experience of more than 2 years). At the same time, it is not recommended to select workers whose individual health status can significantly affect the results of observation (persons with disabilities, pregnant women, people who have recently started work after a long break, etc.) and who perform work under external or external conditions. internal part-time job who combine positions (professions) within working hours, performing the duties of a temporarily absent employee;
Determination of labor intensity based on indicators of the normal pace of work;
Determining the number of observations (the number of workers and the number of observations for each of them) taking into account the nature, duration, mass, repeatability of work and other factors;
Taking photographs of working hours. A photograph of working time, in which all working time expenditures from the beginning to the end of working time are recorded, can be carried out using a video surveillance system with the obligatory completion of a working time photograph card (observation sheet), a sample of which is provided in Appendix No. 2 (hereinafter referred to as the Card). It is recommended that the Card indicate all the employee’s actions during the working day, indicating breaks in work in the order in which they actually occurred, while simultaneously recording the current time of completion of each element of the operation (work process), which, in turn, is the beginning of the next type elements of the operation (labor process). Each record shows either what the employee did or what caused his inaction. When recording each element of an operation (labor process) or break, it is advisable to indicate the index of working time costs. When filling out the Card, the duration of each element of the operation (labor process) is calculated by subtracting from the current time of the operation (labor process) each subsequent measurement of the current time of the previous operation ( labor process), the results of which are entered into the Card. The Card also indicates the working time cost index, that is, the characteristics of the type of working time cost in accordance with the working time cost indices provided for in Appendix No. 1.
Based on the results of observations, compilation of a summary of the elements of working time costs according to the model provided in Appendix No. 3, preparatory and final time, time for servicing the workplace and time for rest and personal needs, as an arithmetic average based on research results.
Based on the average indicators of working time costs obtained from the results of observations, the calculation of the time norm indicator using the following formula:
Nv = Tpz + To + Tv + Tobs + Totl + Tu, (1)
Nv – time norm;
Тпз – preparatory-final time;
That is the main time for performing the work;
TV – auxiliary time for performing work;
Tobs – workplace servicing time;
Totl – time for rest and personal needs;
Tu – time for rest, allocated depending on working conditions.
Rest time allocated depending on working conditions at the workplace (Tu) can be determined as a percentage of operational time:
Tu = Top x Con, (2)
where: Top – operational time for completing work, calculated using the following formula: Top = To + Tv;
Kon is a coefficient that takes into account the time for rest allocated depending on working conditions (Kon =∑ Cupr).
In this case, Kupr is applied to the results obtained - the total coefficient taking into account the conditions of work, which is calculated using the following formula:
∑Kupr = K 1 + K 2 + K 3 + . . . + Kn, (3)
where K 1, K 2, K 3, . . . , Кn – coefficients taking into account the conditions of work.
Determination of work conditions (∑Kupr) is carried out in accordance with indicators developed on the basis of statistical data:
a) determining the time for rest depending on the degree of monotony of work, provided for in Appendix No. 4;
b) determining the time for rest depending on the pace of work, provided for in Appendix No. 5;
Duration lunch break for administrative and technical personnel it is set to 30-60 minutes. Regulated breaks are set 2 hours from the start of the working day and 2 hours after a lunch break lasting 5 minutes each. During regulated breaks, in order to reduce neuro-emotional tension, visual fatigue and other analyzers, it is advisable to perform sets of physical exercises, including eye exercises. For teaching staff who perform their duties continuously during the working day, there is no break for meals. These employees are provided with the opportunity to eat food at the same time as students.
4.4. When developing time standards for the provision of services, the time standard for the provision of services is equated to the sum of time standards for the work that makes up the service, and is calculated using the following formula:
∑Нв = Нв 1 + Нв 2 + Нв 3 + . . . + Нвn, (4)
where Hv 1, Hv 2, Hv 3, . . . , Нвn – standard time for individual work.
The developed indicators of time standards are drawn up in the form of a special form provided in Appendix No. 7.
It is possible to develop a range of services provided, indicating the labor intensity of the work.
4.5.Features of work rationing in school
4.5.1. The performance of pedagogical work is characterized by the presence of established time standards:
Working hours:
36 hours a week - educational psychologist, tutor
The working hours of a teacher-psychologist are regulated by internal regulations, including taking into account the implementation of individual and group advisory work with participants in the educational process within at least half of the weekly working time.
Standard hours of teaching work per wage rate
(standardized part of teaching work):
18 hours a week - teacher of grades 1-10, educator additional education
20 hours a week – speech therapist teacher
25 hours a week – teacher in an after-school group
The duration of the standard working time for teaching staff includes educational, educational, as well as other pedagogical work provided for qualification characteristics by position and the specifics of working hours and rest time, approved in the prescribed manner. The working hours and rest hours of teaching staff are determined taking into account the operating hours of the institution.
The standard hours of teaching work for the salary rate of teaching staff is established in astronomical hours. For teachers and additional education teachers, the standard hours of work for the wage rate includes the lessons they conduct, regardless of their duration, and short breaks (changes) between them. The so-called “windows” in the class schedule are not working hours for teaching staff.
For individual employees, by order of the institution or employment contract, a personal working day may be established, due to the need to ensure the normal functioning of the institution.
When working in flexible working hours, the beginning, end or total duration of the working day is determined by agreement of the parties employment contract. Flexible working hours can be set for an employee both upon hiring and later. In this case, the employer must ensure that he works the total number of working hours during the relevant accounting periods. In order to switch to flexible working hours, the employee must write an application, and the manager must issue an order indicating specific elements of the regime and their validity periods.
4.5.2. Classification of teachers’ working time costs:
A. Pedagogical work:
Extracurricular teaching work
B. Preparation and support work educational process
B. Organizational and pedagogical activities
The basis for calculating labor costs for academic work is the institution’s curriculum. Academic work is carried out in accordance with curriculum for a week, a year.
After the teaching load is established for teachers, the normalized part of their working time will be the schedule of lessons (classes). A vacation period that does not coincide with the annual main and additional holidays for teaching staff, working hours during the period of cancellation of classes for students for sanitary-epidemiological, climatic and other reasons are working hours for them, the duration of which is not subject to change.
Recruitment to work during the holiday period, as well as during the period of cancellation of classes for the above reasons, is carried out on the basis of relevant administrative documents, which simultaneously determine the duties performed by employees and the work schedule. When drawing up such a schedule, with the consent of the employee, a smaller number of working days may be provided for fulfilling the established volume of the training load, subject to a longer daily working time.
The basis for establishing labor standards for extracurricular teaching work are photographs of the working day, photochronological observations, a teacher’s work plan for the quarter, academic year, holidays. Extracurricular teaching work may include the following activities: individual (group) classes with students (underachieving, long-term sick, especially gifted, conditionally transferred), excursion classes, class management, school duty.
The study of teacher labor costs for carrying out work on preparing and supporting the educational process, for work on organizational and pedagogical activities is carried out on the basis of photographs taken of their labor costs, photo-chronometric observations and materials statistical reporting. Work on preparing and supporting the educational process may include preparation for lessons (classes), checking written works, thematic planning, compilation work program, office management, preparation of didactic material, methodological work. Organizational and pedagogical activities may include participation in meetings, drawing up reports, working with parents, registering students’ personal files, and organizing social interaction.
4.5.3.Duration of working hours administrative and managerial, service personnel, workers cannot exceed 40 hours per week.
This takes into account the need to ensure the normal functioning of the institution and ensure management of the institution’s activities.
4.5.4. The operating hours of the institution are approved by the director.
4.5.5. Monitoring compliance with the daily routine is carried out by deputy directors.
4.5.6. Employees’ working time is kept on the basis of a working time sheet, which is submitted to the accounting department for payroll.
4.6. In the absence of standard labor standards for certain types of work (services) and workplaces, appropriate labor standards are developed in the institution.
The development of labor standards is carried out according to the following plan:
Identifying the need to develop new ones;
Setting tasks for developing labor standards by type;
Selection of workplaces for conducting observations;
Collecting initial information, taking time measurements;
Establishment and analysis of factors influencing the amount of labor costs;
Description (design) of a rational labor process;
Study and measurement of labor costs;
Processing, formalization of measurement results;
Approbation of labor standards;
Discussion in the team, coordination with the PPO, approval of labor standards.
4.7. Along with labor standards established for an indefinite period, temporary and one-time labor standards can be applied for stable organizational and technical conditions for the implementation of technological (labor) processes.
Temporary labor standards are established for the period of mastering certain jobs in the absence of approved regulatory materials for labor standardization.
The validity period of temporary labor standards is established for no more than 3 months.
One-time labor standards are determined for individual work that is of a one-time nature (unscheduled, emergency).
When purchasing new equipment in the prescribed manner, it is necessary to carry out a comparative calculation of the impact on labor standards of the implementation of the purchased equipment. In this case, it is recommended to provide for a comparison of the characteristics of the purchased equipment with the characteristics of the equipment used in the development of standard labor standards (in the absence of standard labor standards, with the equipment used in the institution).
4.8. The standards being developed must be technically sound. Technically sound means standards established by the analytical method on the basis of a comprehensive justification of the amount of labor costs in relation to the equipment and technology with which the work must be performed. this work taking into account factors influencing the standard value of labor costs.
Factors influencing the standard value of labor costs, depending on the nature and direction of the impact, are divided into technical, organizational, psychophysiological, social and economic.
Technical factors are determined by the characteristics of the material elements of labor: objects of labor; means of labor.
Organizational factors are determined by the organization of the workplace and its maintenance, methods and techniques for performing work, work and rest regimes.
Technical and organizational factors predetermine the organizational technical specifications performance of work.
Economic factors determine the impact of the developed standards on labor productivity and the quality of services provided.
Psychophysiological factors are determined by the characteristics of the work performer: gender, age, some anthropometric data and other psychophysiological characteristics. Taking into account psychophysiological factors is necessary to select the optimal variant of the labor process, which takes place in favorable conditions with normal labor intensity and rational regime work and rest in order to preserve the health of workers, their high performance and vital activity.
Social factors, like psychophysiological factors, are determined by the characteristics of the work performer, his cultural and technical level, experience, length of service, etc. social factors Some characteristics of the organization of work also include content, attractiveness of work, etc.
Identification and consideration of all factors influencing the amount of labor costs is carried out in the process of developing standards and regulatory materials for labor standardization.
Factors are taken into account in the following sequence:
Factors influencing the standard value of labor costs caused by specific type economic activity;
Possible values of factors when performing this work are determined;
Restrictions that impose certain requirements on the labor process are determined, as a result of which its acceptable options are established;
combinations of factors are selected that achieve effective work results in the most favorable conditions for their performers (designing a rational labor process).
These procedures are carried out at the stage of preliminary study of organizational, technical and other conditions for performing work. Some of the factors that depend on the performers of the work are taken into account at the stage of selecting personnel for observation during the analytical and research method of establishing norms and standards.
AGREED: I CONFIRM:
Chairman of the trade union committee Managing director
________________ _______________
PROVISION
on the procedure for establishing and revising labor standards in the “ENTERPRISE”.
1. Scope of application.
1.1. This provision determines the procedure for the development and application of labor standards, the organization of remuneration, the tariffication of work and workers and other issues resolved by the labor standardization service (division).
1.2. The position corresponds to:
- Labor Code of the Russian Federation;
- Regulations on the organization of labor standardization in the national economy, State Committee for Labor of the USSR, 1986. (The only surviving and not canceled document concerning the organization of labor standards).
2. Structure of the labor regulation service.
2.1. The enterprise's labor regulation and remuneration service consists of the following divisions:
- labor and wages department;
- bureau of labor and wages of workshops.
In departments, by order of the head of the department, a specialist is appointed to prepare documentation on labor and salary issues, which must be reflected in his job description.
2.2. The Labor and Wages Department of the "Enterprise" organizes its work in accordance with the "Regulations on the Labor and Wages Department."
2.3. The labor and wage bureaus of workshops organize their work in accordance with the “Regulations on the labor and wage bureaus of the workshop.”
2.4. Managers and specialists of the labor and wages department and BTZ workshops perform their duties in accordance with job descriptions.
3. Establishment of labor standards.
3.1. Types of labor standards applied at the enterprise:
3.1.1. Time standard is the amount of working time in minutes (hours) established to perform a unit of work (production operation, set of operations, one product, etc.) by one employee or group of employees (team) of a certain qualification in the organizational and technical existing at the enterprise conditions.
3.1.2. A service standard is an established amount of work to maintain an employee or group of employees (team) of a certain number of objects (equipment units, production areas, workplaces, etc.) during a work shift or work month. In addition, service standards are developed to establish time standards for multi-machine (multi-unit) maintenance.
3.1.3. The norm (standard) for the number of workers and employees is the established number of employees of the corresponding professional qualifications to perform certain production, management functions or volumes of work. They are used in the form of staffing schedules for auxiliary workers and employees.
3.2. Depending on the standardization method, labor standards are divided into technically justified and experimentally statistical.
3.2.1. Technically sound standards are considered to be labor standards calculated:
- using computer technology using programs developed according to the technical specifications of the department of labor and wages, or purchased at the Kazan NIAT;
- according to labor cost standards permitted for use at the enterprise in accordance with the RTMP (Guiding Technical Material of the Enterprise - a separate document that lists the applicable sources of standards or automated programs according to the calculation of labor intensity standards purchased or developed at the enterprise itself).
- based on time observations;
The basis for establishing a technically sound standard for operations performed on machines with program controlled, serves as an act (f. OPU), submitted by the department of computer-controlled machines (OPU) of the OGT (department of the chief technologist).
3.2.2. Experienced-statistical standards are considered to be standards established based on statistical data on similar parts, or on the basis of the experience of a foreman or labor standards engineer.
3.3. Depending on the period of validity, labor standards are divided into permanent (conditionally permanent), temporary and one-time.
3.3.1. Permanent (conditionally constant) time standards are established for an indefinite period. Permanent norms should only indicate the date of their entry into force. The expiration date of the permanent norm is not specified. The start date of the norms is written down either on the cover of the folder, or on each sheet of time norms and prices.
3.3.2. Temporary standards may be established for the period of development of products, equipment, and technology for a period of no more than 3 months. After this period, the temporary norms are replaced by permanent ones. The status of the norms "Temporary" is recorded in the top field of the sheet of time norms and prices. In addition, the start and end dates of their validity must also be indicated there. For example: "Temporary, for the period from April 1 to June 30 200__year". If some of the operations are temporary (for example, when new operations are introduced into a permanent technological process), all temporary operations should be drawn up on a separate VNiR sheet (Statement of Standards and Prices) and agreed upon in the established manner.
The validity period of the temporary norm can be extended by a joint decision of the workshop and the HTA for a period of no more than three months, if by the time the initial three-month period expires there is no permanent technology.
3.3.3. One-time norms are assigned for casual work (emergency, household, etc.) for the period of performance of this work. After completing this work, the one-time time norm loses its meaning.
The status of the norms “One-time” is indicated on the top field of the sheet of time norms and prices.
3.3.4. The status of the norm, like the norm itself, is considered valid only if there are signatures provided for in the list of time standards and prices (VNiR).
3.4. The company applies piece time standards. Preparatory and final time for machine tools (stamping, welding, etc.) is not included in the piece time and is paid separately. Preparatory - final time for handmade, as a rule, is included in the piece time. An indication of this is contained in the annotation to specific time standards.
3.5. The calculation of preparatory and final time standards and their application do not differ from the calculation and application of piece time standards.
3.6. Labor standards must be recorded in the appropriate document form:
- time standards - in the list of time standards and prices (VNiR);
- norms for the number of auxiliary workers and employees - in staffing tables.
4. Calculation of technically sound time standards (TON).
4.1. The calculation of TON is carried out by specialized units of the Chief Specialists (OGT, OGS, OGMet) according to programs purchased at the Kazan NIAT (in this case, specific software products developed specifically for the enterprise in accordance with the industry) or developed at the “ENTERPRISE” on the basis technical assignments regulatory and research sector of occupational health and safety.
4.2. In the absence of software, the calculation of TOE is carried out manually by BTZ shops on the basis of time standards and cutting modes permitted for use at the enterprise in accordance with the RTMP (Guiding Technical Material of the Enterprise - a separate document that lists the applied sources of standards or automated programs for calculating labor intensity standards). List of standards.
4.3. Cutting modes established and entered into technological maps by workshop technologists must be accepted by workshop labor standardization engineers as mandatory guidelines.
4.4. Labor standards for operations with an indefinite amount of work (performed as needed, taking into account selectivity of control, etc.) are established only on the basis of photo-chronometric observations. To determine the time standard, the total time to complete the work for the entire batch of parts is divided by the size of the batch. The time of regulated breaks is added to the received time.
5. Labor rationing during the implementation of multi-machine (multi-unit) service.
5.1. When transferring to multi-machine (multi-unit) maintenance of all types of equipment (universal metal-cutting equipment, automatic and semi-automatic machines, including CNC machines; units, devices, installations, etc.), the new time standard is calculated using the formula:
Tms = Tsht * K, where:
Tms is the projected norm of piece time for multi-machine (multi-unit) maintenance.
Tsht - the current payment or technically justified time standard;
K = coefficient to the current time standard (see table).
These coefficients correspond to Table 1 of the instructions - “Calculation of standards for multi-machine (multi-unit) maintenance and the procedure for their implementation.”
5.2 Calculation of multi-machine maintenance standards and the procedure for their implementation in production are carried out in strict accordance with the “INSTRUCTIONS”.
5.3. The maintenance standards for machines (units) should be taken from technological map. Whenever controversial situations monitor the employment of workers using photographs of the working day, in which the availability of machine-free time and equipment downtime due to the worker’s employment at other jobs is analyzed.
5.4. The status of the new norm (TON or experimental-statistical) depends on the status of the original norm, that is, if the original norm is technically justified, then the norm for multi-machine (multi-unit) maintenance will also be technically justified. The maintenance rate indicated in the flow chart, but not confirmed by calculation, should not be considered technically justified.
6. Standards for rationing labor.
6.1. The "ENTERPRISE" applies standards for rationing labor (standards for time, cutting modes, number, as well as software for personal computers) approved for use in accordance with the RTMP (a separate document that lists the applicable sources of standards or automated programs for calculating labor intensity standards). The list of standards has been agreed upon with the ENTERPRISE trade union committee.
6.2. A change in cutting modes established by standards or the Norma program can be made by order of the chief engineer, and in the event of an expected increase in labor intensity, the author of the change must justify its reasons.
7. Determination of the number of simultaneously processed parts.
7.1. By general rule, the number of simultaneously processed parts is taken from the technological map (TC) or determined by calculation based on the information contained in the TC (for example, calculation based on the consumption rate).
7.2. If there is no information in the technical specifications, the number of simultaneously processed parts should be calculated using the formula (except for parts made from bulk and liquid components):
n = 1500 / M ^ 0.4 / B ^ 0.7 / L ^ 0.7, but not less than one part; Where:
n - number of simultaneously processed parts;
M - mass of the part, kg.
B - part width, mm.
L - part length, mm.
7.3. The number of simultaneously processed parts made from bulk and liquid components is determined by calculation based on the loading rate and consumption rate.
8. Composition of the norm for piece time.
8.1. Formula for calculating the rate of piece time: Tsht = Tosn + Tvsp + Tobs + Tol.
8.2. Basic time (Tosn) is the time spent by the worker on actions to qualitatively and quantitatively change the subject of labor (its shape, size, appearance, mechanical properties, etc.).
8.3. Auxiliary time (Tvsp) is the time spent by a worker on actions that ensure the completion of the main work (installation and removal of parts, moving parts within the work area, operating equipment, reinstalling tools, control measurements, worker movements necessary to perform the operation, and others similar work. Main and auxiliary time form operational time.
8.4. Workplace maintenance time (Tobs) is the time spent by a worker on maintaining the workplace (replacing tools, fixtures, moving workpieces (parts) within the workplace, lubricating equipment, removing waste and chips, etc.)
8.5. Time for rest and personal needs (Toln) is the time provided for rest in order to prevent overwork, as well as for personal hygiene and natural needs.
8.6. Calculation of the standard piece time is made on the basis of current time standards and cutting modes, or using timing observations and photographs of the working day.
8.7. In mechanized and automated production, a significant share is occupied by the time spent by workers monitoring the operation of equipment (technological time), which can be active or passive.
8.8. The time of active observation of the operation of the equipment is the time during which the worker closely monitors the operation of the equipment, the progress technological process, compliance with the specified parameters (cutting conditions, temperature, pressure, etc.). In each specific case, the time of active observation is determined using timing data or EDF. In the absence of this information, the active observation time is taken to be 5% of the main one, but not less than 2 minutes. If the technological time is less than 2 minutes, then it should be included in the time standard entirely at actual costs.
8.9. Passive observation time (non-overlapping time) is the time when there is no need for constant monitoring of the operation of equipment or a technological process, but the worker carries it out due to the lack of other work. With good organization of work, the time of passive observation should be overlapped by other work; in this case, the overlapped part of the passive time is not included in the piece time.
8.10. Time standards with completely unused technological time are not considered technically sound.
9. Revision of existing and introduction of new labor standards.
9.1. In order to reduce labor costs and ensure the progressiveness of current standards at the enterprise, before the onset of the new year, a calendar plan is being developed for the replacement and revision of conditionally permanent labor standards.
When developing a plan, the following are taken into account:
- level of fulfillment of time standards for the last three months before the development of the plan;
- level of technically sound labor standards;
- presence of lost working time according to photographs of the working day;
9.2. A massive revision of conditionally permanent and temporary labor standards is carried out simultaneously in all workshops in accordance with the order of the managing director, agreed with trade union committee"ENTERPRISES".
9.3. The shop manager has the right to revise conditionally permanent and temporary labor standards (tightening or redistributing labor intensity within products) at the sites and in the workshop services by order of the shop, agreed upon with the HSE "ENTERPRISE" and the shop committee of the trade union.
9.4. A massive revision of conditionally permanent and temporary labor standards is carried out in the presence of the following factors:
- the presence of outdated and erroneously established labor standards;
- improvement of organizational, technical, sanitary, hygienic and other production conditions;
- training of workers at the expense of the enterprise in colleges, advanced training courses, etc., and the subsequent increase in the qualifications and professional skills of workers;
- increase in batches of manufactured parts.
9.5. Outdated standards are standards of time, service, number, the labor intensity of which has decreased as a result of a general improvement in the organization of production and labor, an increase in production volumes, an increase in professional skills by training workers at the expense of the enterprise and improving the production skills of workers.
9.6. Erroneously established standards are labor standards in which organizational, technical and other conditions are incorrectly taken into account or errors were made when applying labor standards or when making calculations.
Revision of erroneously established standards is carried out as they are identified.
9.7. A sign of an erroneous or outdated time norm is a high percentage of norm revisions. A high percentage of norms being processed at a technically justified norm indicates either the exceptional abilities of the worker or poor quality calculations. For such operations, it is necessary to either re-calculate the OET or conduct time-keeping observations.
9.8. Conditionally - permanent and temporary labor standards are subject to mandatory and immediate replacement with new ones when the technological process changes as organizational, technical and other measures are introduced into production, carried out on the initiative of the engineering services of the enterprise and workshops and ensuring an increase in labor productivity.. Such measures include : introduction of new and modernization of existing equipment or tools, introduction of more advanced technology or blanks, improvement of equipment and tools, mechanization and automation of production processes, improvement of the organization of workplaces and their rationalization, etc. In this case, both permanent and temporary time standards can be established.
9.9. After their revision, permanent labor standards must be introduced taking into account the opinion of the shop committee of the trade union. Temporary and one-time labor standards are introduced without taking into account the opinion of the shop committee of the trade union. Reducing labor intensity when converting temporary norms into permanent ones is also carried out without taking into account the opinion of the shop committee of the trade union.
9.10. To obtain the “opinion” of the trade union organization of the shop (see Article 162 of the Labor Code of the Russian Federation), the head of the BTZ shop, before approving new labor standards after the completion of the revision, submits the following documents to the shop committee of the trade union:
- the results of the revision of standards for sections and the workshop as a whole (percentage of reduction in labor intensity, residual percentage of reworking of standards, level of technical requirements before and after the revision, planned level of wages for workers at basic output and taking into account the planned increase in labor productivity);
- statements by workers who do not agree with the planned standards, and a proposed decision with a reasoned justification.
Within five days, the workshop committee must issue a protocol to the workshop administration indicating agreement or disagreement with the proposed labor standards. If you disagree, indicate the reasons. The reasons for disagreement must be properly reasoned and presented in the form of a calculation.
A meeting of the shop committee to approve new time standards should be held at the end of the two-month period provided for by the Labor Code of the Russian Federation to familiarize themselves with the new labor standards.
9.11. Employees must be notified of the introduction of new standards after revision no later than two months in advance. Employees may be notified of the introduction of temporary and one-time labor standards in less than two months, but in all cases before the start of work.
9.12. Workers are notified of the existence of new standards after their revision at a site meeting. The labor standards engineer of the BTZ workshop must issue new (revised) time standards and prices to the site and bring to the attention of the workers the following information:
- number of the order for the enterprise (for the workshop), on the basis of which the revision of time standards was carried out;
- the results of the revision of standards by section (percentage of reduction in labor intensity, the residual percentage of revision of standards by section and individual workers, the level of labor requirements before and after the revision, the expected level of wages at base output and taking into account the increase in tariff rates and planned growth in labor productivity);
Two months after the issuance of standards for a site, it is assumed that all workers in the site are familiar with the labor standards. The review period begins on the day following the day the standards are issued for the site.
The familiarization procedure outlined above must be reflected in the protocol general meeting plot. A copy of the protocol must be kept in the workshop's BTZ.
9.13. Notification of workers about the presence of permanent standards when introducing new parts (operations) is carried out by the labor standardization engineer of the BTZ workshop by issuing to the site statements of standards and prices with a message about this to the senior (shift) foreman. The time standard begins to apply immediately after its development, without observing a two-month review period.
9.14. Notification of workers about the implementation of technically sound standards is carried out in the same way (see clause 2.12). The time limit begins to apply two months after familiarization.
9.15. Notification of workers about the availability of temporary time standards is carried out either by issuing a sheet of time standards and prices to the site, or by recording the time standard in the work order.
9.16. Statements from workers about their disagreement with the proposed time standards within two months after their revision, as well as in other cases, are submitted to the head of the workshop and are subject to mandatory registration. Applications are considered by a commission consisting of the shop manager or an official appointed by him, the head of the BTZ, the senior (shift) foreman of the relevant section, the section technologist, the chairman of the shop committee of the trade union, and the author of the application. A reasoned decision is made on each application.
9.17. The approval of new standards after their revision is carried out by order of the workshop; in all other cases, time standards are considered approved if the list of time standards and prices is signed by the head of the workshop. The order is issued after the workshop committee has held to agree on the standards, but no later than the end of the two-month review period.
9.18. The managing director of the "ENTERPRISE" delegates to superiors in accordance with the established procedure production workshops and the head of OTiZ the joint right to approve all time standards for the main workers (conditionally - permanent, temporary, one-time). In other words, the time standard is considered approved if there are two signatures - the workshop manager and the HSE manager.
9.19. The presence of signatures required by the form of the statement of time standards and prices (V&R) for newly introduced parts (operations) is mandatory. In order to simplify the procedure for collecting signatures (only after revision of the standards), it is allowed to place all signatures on the first page of the bound V&R book. On behalf of the labor and wages department, the V&R books are signed by the leading engineer of the relevant workshop.
Correction of any details of the sheet of time standards and prices after its approval by the OTiZ is allowed only on the basis of notices of changes in V&R, issued accordingly.
9.20. If the above conditions are met, a two-month period of familiarization with time standards is not required in the following cases:
- when transferring an operation to another worker in the same area;
- when transferring operations from site to site or from workshop to workshop;
- when new workers enter the workshop.
9.21. The norms for the number of auxiliary work shops and departments (staffing schedules) are signed by the head of the shop (department), agreed upon with the head of safety and health protection and approved financial director- Deputy head of the enterprise.
9.22. The norms for the number of employees in workshops and departments (staffing schedules) are signed by the head of the workshop (department), agreed upon with the head of the safety and health department and approved by the managing director of the ENTERPRISE.
9.23. The use in a workshop (department) of unapproved and unagreed labor standards in accordance with the requirements of this provision entails administrative liability, to which the following may be brought:
- head of the workshop (department);
- the head of the BTZ workshop or the person performing these functions;
- senior (shift) foreman of the corresponding section.
9.24. Statements of time standards and prices with permanent, temporary and one-time time standards are sent to the central regulatory framework enterprises immediately after their approval.
10. Establishment of increased time standards.
10.1. Increased time standards (reduced production standards) in accordance with the Labor Code of the Russian Federation can be established for the following categories of workers - piece workers:
- students of secondary schools for the period of their work during the holidays;
- teenagers under 18 years of age;
- young workers in certain leading professions during the first four months of their independent work;
- pregnant women in accordance with a medical report;
- workers of pre-retirement age.
10.2. When implementing this provision of the Labor Code and the Labor Code, do not change the value of the standard time, but make an additional payment to the normalized salary with an additional payment slip.
The amount of additional payments and the period for which additional payments are established are drawn up special provision, developed by the BTZ workshop. The regulations are signed by the head of the BTZ, agreed with the shop committee and approved by the head of the shop. Payment of additional payments is made on a work basis from the total piece-rate earnings for the month and is carried out according to item number 004 “Piecework - bonus”. Standardized time is not calculated and is not recorded in the work order. The regulations may stipulate a minimum percentage of time standards fulfilled, upon reaching which a bonus may be paid. The bonus is also calculated for the amount of the above additional payments.
10.3. To stimulate the reduction of labor intensity and the introduction of technically sound time standards (TON), correction factors can be established for the price (but not for the time standard!). The maximum sizes of coefficients and the procedure for their application are established by order of the head of the enterprise. As a rule, for each percentage reduction in labor intensity, the size of the coefficients can range from 0.3 to 0.9%%, depending on the complexity of processing, observing the rule “The growth of labor productivity must outpace the growth of wages.”
10.4. When using physically worn-out equipment in workshops, the workshop submits to OTIZ a certificate signed by the chief mechanic of the "ENTERPRISE" stating what values of machine spindle revolutions and feed values this machine cannot provide due to its wear. If such a certificate is available, OTiZ will organize adjustments to the passport data of the machines entered into the programs for calculating TON, which will affect the value of the time standard.
11. Formulas for calculating the growth of labor productivity from reducing labor intensity and reducing the loss of working time.
11.1. Increase in labor productivity, which should be obtained by reducing labor intensity:
Pts = Po / Pp * 100 - 100, where:
By - percentage of compliance with standards in the reporting period;
Pp is the planned percentage of compliance with standards.
11.2. Calculation of the percentage reduction in labor intensity depending on the given percentage increase in labor productivity.
St = Pts / (100 + Pts) * 100
12. Determination of the type of production for the purposes of labor regulation.
12.1. In the conditions of an "ENTERPRISE", depending on the size of the series of production of products, small-scale and serial (medium-scale) type of production can take place...
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Sklyarova M. E., HR specialist
GBUK VO "Voronezh Regional Center of Folk Art and Cinema"
Transition of budgetary institutions to the system effective contract assumes that the salaries of public sector employees will depend on performance indicators and the quality of government services provided. In this regard, labor standardization systems are being developed and implemented in institutions.
The main goals of the labor standardization system in institutions are:
Creation of conditions necessary for the introduction of rational organizational, technological and labor processes, improvement of labor organization;
Ensuring a normal level of labor intensity (intensity) when performing work and public services;
Increasing the efficiency of servicing consumers of public services.
The program for the gradual improvement of the remuneration system in state (municipal) institutions for 2012-2018, approved by Order of the Government of the Russian Federation of November 26, 2012 No. 2190-r, provides for the change and development of standard labor standards by federal executive authorities in the period from 2013 to 2018.
Article 159 Labor Code of the Russian Federation, employees are guaranteed the use of labor standardization systems determined by the employer, taking into account the opinion of the representative body of employees or established by a collective agreement. According to Article 129 of the Labor Code of the Russian Federation, an employee is defined as remuneration for work depending on the employee’s qualifications, complexity, quantity, quality and conditions of the work performed, and also includes compensation and incentive payments.
Labor standards - production standards, time standards, number standards and other standards - are established in accordance with the achieved level of technology, technology, organization of production and labor. For homogeneous work, standard (intersectoral, sectoral, professional, etc.) labor standards can be developed and established in accordance with the Rules approved by Decree of the Government of the Russian Federation of November 11, 2002 No. 804.
In addition to labor standards, there are also labor standards. If labor standards are calculated in relation to specific conditions for performing a regulated process, then labor standards are established for various variants of standardized or average organizational and technical conditions; they are repeatedly used to calculate labor standards.
Currently, the process of developing and implementing labor standardization systems in institutions is actively underway. The Russian Ministry of Labor has approved methodological recommendations for the development of labor standardization systems in state (municipal) institutions, as well as methodological recommendations for federal bodies executive power to develop standard industry labor standards.
In accordance with the methodological recommendations for state (municipal) institutions on the development of labor standardization systems, approved by order of the Ministry of Labor of Russia dated September 30, 2013 No. 504, in state and municipal institutions, labor standardization systems should be established taking into account the standard standards established by federal line ministries. If there are no standard labor standards for any type of work, the institution needs to establish its own time or number standards using working hours and other methods in accordance with methodological recommendations. In the absence of standard labor standards for individual positions (professions of workers), types of work (functions), the corresponding labor standards are developed in the institution, taking into account the recommendations of a higher organization, or with the involvement of external specialists in the prescribed manner.
Standard industry labor standards are focused on a set of organizational and technical conditions that ensure the possibility of normal work in accordance with current sanitary and hygienic standards, namely:
a) the activities of employees are regulated by job descriptions, internal labor regulations, labor protection and fire safety rules and other local regulations adopted by specific institutions;
b) when distributing work among workers, their qualifications, specialization and business qualities, which should contribute to high-quality and quick completion of tasks;
c) the area of the premises must comply with standards that take into account the requirements of rational placement necessary equipment. In this case, rectangular rooms are recommended. The level of illumination of the workplace, the frequency of air exchange and the temperature in the working premises must be within the limits provided for by the relevant sanitary standards;
d) when arranging furniture in the workroom, one should take into account the convenience of approach to each workplace and ensuring rational flow patterns for documents, taking into account the specialization of performers;
e) the work and rest schedule of workers is established in accordance with the internal labor regulations, taking into account the regulation of all mandatory work and the performance of the most difficult of them in the first half of the day, when workers have a high stable ability to work.
The labor standardization system in a state (municipal) institution is understood as a set of decisions formalized in a local regulatory act of the institution or collective agreement, defining:
Labor standards applied in the institution for positions of employees (professions of workers) of various categories and groups when performing certain types of work (functions) (general industry positions, main personnel, support personnel), as well as methods and methods for their establishment;
The procedure for introducing labor standards in relation to specific production conditions, workplace;
Organizing the replacement and revision of labor standards based on assessing the level of their intensity, progressiveness and other quality indicators;
Measures aimed at compliance with established labor standards (instruction of workers, master classes, etc.).
In accordance with Article 159 of the Labor Code of the Russian Federation (hereinafter referred to as the Labor Code of the Russian Federation), labor standardization systems are determined by the employer taking into account the opinion of the representative body of workers or are established by a collective agreement.
The labor standards established in this case must correspond to the achieved level of technology, technology, organization of production and labor.
In accordance with the methodological recommendations, the labor standardization system in the institution is recommended to be established in the Regulations on the institution’s labor standardization system (hereinafter referred to as the Regulations), which is approved by the local regulatory act of the institution, taking into account the opinion of the representative body of workers, or is included as a separate section in the collective agreement.
Thus, the manager, after preparing the Regulations, must send it ( official letter) for consideration by the representative body of employees of the institution. Within 30 calendar days, the employee representative body must send an official response (letter) with an opinion.
The official response of the representative body of the employees of the institution, regardless of positive or negative content, must mandatory adhere to the Regulations.
If the representative body of employees of the institution responds positively, the employer has the right to introduce labor standards and a labor standardization system in the institution, while the representative body of employees loses the right to protest the introduced labor standards for 5 years.
In the event of a negative response from the representative body of employees of the institution, the employer has the right to introduce labor standards and a labor standardization system in the institution, while the representative body of employees has the right to protest the introduced labor standards in judicial procedure within 5 years.
The regulations must be agreed upon with all structural divisions of the institution.
The regulation should include the following sections:
1. Scope of application.
2.Terms and definitions.
3. The main goals and objectives of labor regulation in a state (municipal) institution.
4. Regulatory materials and labor standards applied in a state (municipal) institution.
5. Organization of the development and revision of regulatory materials on labor standards.
6. The procedure for coordination and approval of normative materials on labor standards.
7. The procedure for checking regulatory materials for standardizing labor for compliance with the achieved level of technology, technology, and labor organization.
8. The procedure for introducing normative materials on labor standards in a state (municipal) institution.
Labor standards must be recorded in annex(s) to the Regulations. (that is, as collections of standard labor standards are published, it is necessary to make changes to the Regulations).
In a state (municipal) institution, it is necessary to introduce exactly those rules that relate to a specific institution. Local labor standards are developed by state (municipal) institutions taking into account standard, sectoral, and intersectoral labor standards. Local labor standards are established below, or in accordance with standard ones. All intersectoral and sectoral labor standards can only be recommendations and serve as guidelines in the development of local standards.
The Order for approval and enforcement of the Regulations must include (an example of the contents of the Order is attached):
1. List of persons or units with whom the order was agreed upon.
2. Date of approval and the date by which interested employees must be familiarized with the introduced rules and regulations.
3. The fact that the opinion of the representative body of workers was taken into account (number and date of the letter from the representative body of workers).
4. The date of entry into force of the norms (standards) (must be at least 60 calendar days from the date of familiarization).
5. Validity period of the introduced regulatory materials (no more than 5 years or 60 months).
6. Responsible for supervising regulatory materials during the period of their validity and for organizing inspection, monitoring, revision of labor standards (it is recommended to appoint the head of the personnel department, or personnel management specialists, in the absence of wage specialists, etc.).
Information on approved labor standards must be monitored on the websites of the Ministry of Education and Science of the Russian Federation, the Ministry of Health of the Russian Federation, the Ministry of Culture of the Russian Federation, the Ministry of Labor and social development Russian Federation, Labor Research Institute.
Factors such as the introduction of new standards for the provision of services, new equipment, technology, and types of products (services) may serve as grounds for revising an institution’s labor standards at an earlier date. The revision of erroneous norms is carried out as they are identified, taking into account the opinion of the representative body of workers. Achieving a high level of production (provision of services) by individual workers through the use of new work methods and improvement of workplaces on their initiative is not a basis for revising previously established labor standards.
To comply with established labor standards in a state (municipal) institution, it is recommended to take the following measures:
Conduct internal control over compliance with established labor standards (at least once a year);
Analyze the results of an independent assessment of the quality of services provided by the institution;
Ensure a high level of staffing at the institution (at least 90%).
In accordance with Article 162 of the Labor Code of the Russian Federation, employees of a state (municipal) institution must be notified of the introduction of new labor standards no later than two months in advance. The form of notification of the introduction of new labor standards is determined by the institution independently. It is recommended to indicate previously existing labor standards, new labor standards, and the factors that served as the basis for the introduction of new labor standards.
When concluding an employment contract, the employee must be informed about labor standards. If the institution establishes staffing standards, the employee’s employment contract specifies the standard working hours. The employee must be informed about the time standards for performing work (providing services) or service standards if they are established for him, indicating that they are performed within the working hours established for him.
It is recommended, before introducing new labor standards, to instruct and train workers in the most effective techniques and methods of performing work, and both individual and group forms of their implementation can be used.
Responsibility for the state of labor standards in a state (municipal) institution, the timely implementation of organizational and technical measures, the introduction of rational organizational, technological and labor processes, improvement of labor organization, rests with the head of the institution or, on his behalf, with one of the deputy heads in charge of organizational issues and labor rationing.
The development of a labor standardization system in an institution must be carried out by specialists who have the necessary knowledge and skills in the field of organization and labor standardization. It is advisable that work related to labor standardization be carried out by a specialized unit (service) of a labor standardization institution. It is created taking into account the number of employees and the specifics of the institution’s activities. If there is no such unit, the work can be entrusted to a structural unit or employee who is responsible for the issues of staffing the institution’s activities, labor organization and wages. The development of a labor standardization system in an institution must be carried out by specialists who have the necessary knowledge and skills in the field of organization and labor standardization.
According to Article 5.27. The Code of the Russian Federation on Administrative Offenses for violation of labor legislation (including the absence of local acts) provides for administrative fines in the amount of:
For officials- from one thousand to five thousand rubles;
For legal entities- from thirty thousand to fifty thousand rubles or administrative suspension of activities for up to ninety days.
The population norm based on standard time norms is determined by the following formula:
Nch = (To / Fp) x Kn,
where Nch is the norm for the number of workers of a certain qualification required to perform work for which time standards are determined;
That is the total time spent per year on the volume of work performed by employees (hours);
Fp is the planned standard working time fund for one employee per year. It is determined by production calendar for the current year. At the same time, the working time fund according to the production calendar is reduced taking into account the established duration of the employee’s paid vacations (both main and additional) and the reduced working time for certain employee positions (worker professions), as well as depending on working conditions;
Kn is a coefficient that takes into account the planned absences of employees during unpaid leave, illness, etc.
In turn, the Kn coefficient is determined by the formula:
Kn = 1 + Vr / (Fsum x Chsr),
where Vr - total time, not worked due to absenteeism of the institution’s employees during the billing period;
Fsum - the standard working time fund of one employee for the billing period;
Czech Republic - average number all employees of the institution (including employees holding office positions, for whom headcount standards are updated during this calculation) for the billing period (the recommended billing period is at least two years preceding the month of the calculation).
The total time spent per year on the volume of work performed by employees (hours) (To) is determined by the formula:
To = ∑Tp x Kp,
where Tr is the time spent on the corresponding type of work, for which time standards are determined (the values for all types of work performed are summed up);
Kr is a coefficient that takes into account labor costs for work that is one-time in nature, for which time standards have not been determined:
Kr = 1+% of irregular work / 100.
The time spent on the corresponding type of regulated work (Tr) is calculated using the formula:
Tp = ∑Hв x Oi,
where Нв is the standard time norm for work of the i-th type (hours);
Оi is the amount of work of the i-th type performed during the year.
Sample documents:
«________________________________________________________»
ORDER
G. ______________
On the development of a standardization system in an institution
P r i kaz y v a y:
To develop a labor standardization system in the institution by May 1, 2016.
Appoint a human resources specialist responsible for the development of labor standards in the institution. Last name I.O.
Prepare the Regulations on the labor standardization system in the State Budgetary Institution _________________ by 02/20/2016 to the HR specialist Last name I.O.
Create a working group to prepare labor standards in the institution with the following composition:
Last name I.O. – Deputy Director;
Last name I.O. – HR specialist;
Last name I.O. – Deputy Chief Accountant;
Last name I.O. - Chairman of the trade union committee of the institution.
5. The working group should check the organizational and technical readiness of workplaces for work according to the new standards (to what extent the organizational and technical conditions for performing work correspond to the conditions provided for by regulatory materials). If deficiencies are identified, propose organizational and technical measures to eliminate them. Based on the results of the inspection, draw up an examination protocol by March 20, 2016.
6. Head of department Last name I.O. provide, by March 20, 2016, summary information on department positions indicating the list of types of activities of department positions (employees) and the frequency of work, including taking into account work that is one-time in nature, for which time standards have not been determined (Appendix 1).
7. Before May 1, 2016, the HR specialist (Last name) will prepare Appendix No. 1 to the Regulations on the labor standardization system in the institution “Labor standards for _______________________________ in the institution.”
8. The HR specialist (Last name) and the deputy chief accountant (Last name) should calculate the headcount norm based on time norms until 05/01/2016.
9. Entrust control over the execution of this order to Surname I.O.
Appendix 1 to the order
No. ______ dated “___”________ 2015
Summary information by type of activity
position___________ department___________
State budgetary institution
«_______________________________________________________»
ORDER
G. _______________
On approval of the Regulations on the system
standardization of labor in the institution
Pr and kaz y v a y:
1. Approve the Regulations on the labor standardization system in the State Budgetary Institution “______________”.
2. The HR specialist (Last name) familiarizes all employees with the Regulations and conducts explanatory work among employees.
3. The HR specialist (Last name) should send the Regulations on the labor standardization system in the institution to the chairman of the trade union committee. Last name I.O. to take into account the opinion of the trade union committee.
4. Entrust control over the execution of this order to Surname I.O.
State budgetary institution
«_____________________________________________»
ORDER
G. _________________
On approval of labor standards for ________________ in the institution
Pr and kaz y v a y:
1. Approve Appendix No. 1 to the Regulations on the labor standardization system in the institution “Labor standards for _________________________ in the institution.”
2. Recognize the organizational and technical conditions for performing the work as corresponding to the conditions provided for by the regulatory materials.
3. Introduce labor standards for __________________________ in the institution from July 4, 2016.
4. The HR specialist (Last name) prepare notifications to employees about the introduction of labor standards for ___________________ in the institution by May 4, 2016.
5. The HR specialist (Last name) should send Appendix No. 1 to the Regulations on the labor standardization system in the institution “Labor standards for ______________________________ in the institution” to the chairman of the trade union committee Last name I.O. to take into account the opinion of the trade union committee.
6. Entrust control over the execution of this order to Surname I.O.
Model regulations on the labor standardization system of an institution
Preface
DEVELOPED (name of division
or developer organization)
APPROVED…………………………….. …. (executive body of the establishment
Deniya) Order No. _____ dated "__"
20 ____g.
CONSIDERATION OF OPINIONS……………………...…………..name of representative-
of the workers' body whose opinion was taken into account)
EXECUTORS (full names of persons responsible for
development in the institution)
INSTEAD (Order No. dated “__”______
20___ on the approval of the old provision, if absent, it is indicated that it is being introduced for the first time).
Introduction
This Regulation has been developed in accordance with and on the basis of the following regulations:
Labor Code of the Russian Federation;
Decree of the Government of the Russian Federation of November 11, 2002 No. 804 “On the rules for the development and approval of standard labor standards”;
Resolution of the State Committee for Labor and the Presidium of the All-Union Central Council of Trade Unions of June 19, 1986 No. 226/P-6 “Regulations on the organization of labor standardization in the national economy” (insofar as it does not contradict current legislation); Order of the Government of the Russian Federation of November 26, 2012 No. 2190-r; Order of the Ministry of Labor and social protection RF dated May 31, 2013 No. 235 “On approval of methodological recommendations for federal executive authorities on the development of standard industry labor standards”;
Order of the Ministry of Labor and Social Protection of the Russian Federation dated September 30, 2013 No. 504 “On approval of methodological recommendations for state (municipal) institutions on the development of labor standardization systems.”
1. Scope of application…………………………………………………………….4
2. Terms and definitions…………………………………...…………4
3. The main goals and objectives of labor standardization in a state (municipal) institution……………………………………………..... 5
4. Regulatory materials and labor standards applied in state (municipal) institutions………………….……….6
5. Organization of the development and revision of normative materials on labor standards…………………………………………………………7
6. The procedure for coordinating and approving normative materials on labor standards…………………………………………………………………………………9
7. The procedure for checking normative materials for labor standardization for compliance with the achieved level of technology, technology, labor organization ……………………………………………………….………………………….9
8. The procedure for introducing normative materials on labor standards in an institution………………………………………………………..………………….9
1. Scope of application
This provision establishes a system of standards and norms on the basis of which the function of labor standardization is implemented, contains the main provisions regulating the organization of labor standardization, and also establishes the procedure for carrying out regulatory - research work for labor in a state (municipal) institution……………………....
(name of institution)
This Regulation is put into effect for use in all divisions of a state (municipal) institution……………
……………………………………………………………………………….
(name of institution)
2. Terms and definitions
The following terms and definitions apply throughout this document:
approbation: The process of introducing, for a limited (test) period, the results of work performed (regulatory materials, labor standards) in order to analyze and study their impact on the labor process (activities) in conditions close to real (actual) and the effectiveness of the institution.
certified standards: Technically sound standards corresponding to the achieved level of technology and technology, organization of production and labor.
temporary standards: Standards for repetitive operations established for the period of mastering certain types of work in the absence of regulatory materials for labor standardization. Temporary standards are established for a period of up to three months and after this period they are replaced by permanent standards.
replacement and revision of labor standards: A necessary and natural process that requires appropriate organization of control at the level of the institution and its divisions. This is explained by the employer’s desire to increase the efficiency of using the labor potential of employees, to find reserves, and to take into account any opportunities to increase efficiency.
intensity of labor standards: A relative value that determines the required time to perform a specific job in specific organizational and technical conditions; intensity indicator - the ratio of the required time to the established norm or actual time spent.
standard service time: The amount of working time spent performing a unit of work, providing services in certain organizational and technical conditions.
labor cost rate: The amount of labor that must be spent on high-quality provision of services in certain organizational and technical conditions.
service rate: The number of objects that an employee or group of appropriately qualified employees service during a unit of working time under certain organizational and technical conditions. A variation of the service standard is the controllability standard, which determines the number of employees who must be managed by one manager. The standard service rate is established based on the average for homogeneous workplaces.
population norm: The established number of employees of a certain professional and qualification composition, necessary to perform specific functions, provide services, perform a certain amount of work in certain organizational and technical conditions.
normalized given ie: The volume of work/services established on the basis of the above types of labor cost standards that an employee or group of employees must perform/provide per work shift (working day), month or other unit of working time. Standardized tasks are developed on the basis of current labor cost standards and may contain individual and collective labor costs, established taking into account tasks to increase labor productivity and savings material resources. These tasks are set based on the capabilities available at each workplace. Therefore, standardized tasks, in contrast to labor cost norms, can be established only for a specific workplace and taking into account only its inherent features and opportunities for mobilizing reserves for increasing labor efficiency.
industry standards: Normative materials on labor, intended to standardize labor for work performed in institutions of one sector of the economy (health care, education, etc.).
erroneously established standards(erroneous): Labor standards, in the establishment of which organizational, technical and other conditions were incorrectly taken into account or inaccuracies were made in the application of labor standards and calculations.
one-time rates: Labor normative materials are established for individual works of a singular nature (unscheduled, emergency, accidental and other work not provided for by technology), and are valid while these works are being performed, unless temporary or permanent standards are introduced for them.
technically justified labor standard: A standard established by the analytical method of standardization and providing the most complete and efficient use working hours.
outdated standards: Labor standards for work, the labor intensity of which has decreased as a result of a general improvement in the organization of production and labor, an increase in the volume of work, an increase in professional skill and improvement in the skills of workers.
intersectoral labor standards: Normative materials on labor, which are used to standardize the labor of workers engaged in performing work using the same technology in similar organizational and technical conditions in various sectors of the economy.
local labor standards: Regulatory materials on labor developed and approved by the institution.
Note: Other concepts and terms used in these Regulations are used in accordance with current legislation Russian Federation.
3. The main goals and objectives of labor standardization in a state (municipal) institution.
3.1. Labor standardization is a priority and initial link in the economic mechanism, as well as an integral part of the organization of personnel management, ensuring the establishment of scientifically based labor standards in certain organizational and technical conditions to increase labor efficiency. The main task of labor standardization in an institution is to establish reasonable, progressive indicators of labor cost standards in order to increase total productivity and increase the efficiency of use of labor resources.
3.2. The purpose of labor standardization in an institution is to create a labor standardization system that allows:
improve the organization of production and labor from the perspective of minimizing labor costs;
systematically reduce the labor intensity of work and services;
calculate and plan the number of employees by workplace and department based on planned indicators;
calculate and regulate the size of the fixed and variable part of workers’ wages, improve the forms and systems of remuneration and bonuses.
3.3. The main tasks of labor standardization in an institution are:
development of a labor standardization system;
development of measures to systematically improve labor standards;
analysis and determination of optimal labor costs for all work and services;
development of norms and standards for labor standardization for new and not covered by standardization equipment, technologies, works and services;
development of enlarged and comprehensive standards for labor costs for the completed volume of work and services;
improving the quality of developed regulatory materials and the level of their justification;
organizing systematic work on the timely implementation of developed labor standards and regulations and ensuring control over their correct application;
ensuring the determination and planning of the number of employees by quantity, level of their qualifications based on labor standards;
justification and organization of rational employment of workers at individual and collective workplaces, analysis of the ratio of the duration of work of varying complexity;
identifying and reducing waste of working time, eliminating lost working time and downtime at work sites;
determining the optimal ratio of workers of the same profession (specialty) of different qualifications in the departments of the institution;
calculation of the standard number of employees required to perform the planned volume of work and services;
justification of forms and types of bonuses for employees for quantitative and qualitative labor results.
3.4. The development of labor standardization should contribute to the improvement of labor organization, planning and analysis of the use of labor resources, the development of forms of use of labor resources, reducing the labor intensity of work performed, and increasing labor productivity
3.5. In order to rationally and effectively achieve the objectives of labor regulation, it is necessary wide application modern economic and mathematical methods for processing source data and electronic computer technology, microelement standardization systems, video technology and others technical means measuring working time costs and studying work techniques and methods.
4. Regulatory materials and labor standards applied in state (municipal) institutions
4.1. The institution applies the following basic regulatory materials on labor standards:
regulations on the organization of labor standards at shipbuilding industry enterprises;
labor standards (norms, time standards, numbers, production standards, service standards).
4.2. At the institution level, intersectoral and sectoral labor standards are used as basic indicators when developing local labor standards, calculating derivative indicators, and for the purposes of organizing and managing personnel. In the absence of intersectoral and sectoral labor standards, enterprises develop local labor standards.
4.3. Regulatory materials for labor standards must meet the following basic requirements:
correspond modern level equipment and technology, labor organization;
take into account to the maximum extent the influence of technical, technological, organizational, economic and psychophysiological factors;
ensure the high quality of established labor standards, the optimal level of intensity (intensity) of work;
meet the required level of accuracy;
be convenient for calculating labor costs in an institution and determining the labor intensity of work;
provide the possibility of using them in automated systems and personal electronic computers for collecting and processing information.
4.4. According to the scope of application, regulatory materials are divided into intersectoral, sectoral and local.
4.5. Establishing the amount of labor required to perform the work is organically connected with the establishment of qualification requirements for the performers of these works.
4.6. The degree of differentiation or consolidation of standards is determined by the specific conditions of labor organization.
4.7. Along with the standards established for work that is stable in terms of organizational and technical conditions, temporary and one-time standards are applied.
4.8. Temporary standards are established for the period of mastering certain works in the absence of approved labor standards for a period of no more than 1 (one) year, which can be established by summary expert methods labor rationing.
4.9. Permanent standards are developed and approved for a period of no more than 5 (five) years and have technical validity.
4.10. Technically sound labor standards are those established on the basis of analytical methods of labor standardization, indicating qualification requirements for the performance of work and focused on the fullest use of all working time reserves in terms of duration and level of labor intensity, and the pace of work. Tariffing of work and determination of qualification requirements for employees are carried out in accordance with the norms of the legislation of the Russian Federation.
4.11. Along with the standards established by the current regulatory documents For work that is stable in terms of organizational and technical conditions, temporary and one-time standards will be applied.
4.12. One-time standards are established for individual work that is of an isolated nature (unscheduled, emergency, etc.). They can be calculated and experimentally statistical.
4.13. Temporary experimental and statistical standards for time, number, production or service are established in the absence of technically sound regulatory materials on labor for performing these types of work in the institution. Experimental statistical standards are established on the basis of an expert assessment of a labor standardization specialist, which is based on systematized data on the actual time spent on similar work for the previous period of time. The validity period of temporary standards should not exceed three months (for frequently repeated work), and in case of a long process - for the period of performance of the necessary work. Persons responsible for standardization bear personal responsibility for the correct (reasonable) establishment of temporary labor standards.
4.14 Work collectives must be notified of the introduction of temporary or one-time labor standards before the start of work.
5. Organization of the development and revision of regulatory materials on labor standards
The development of regulatory materials on labor standards in an institution is based on the initiative of the employer or a representative body of workers.
The main type of regulatory materials on labor standardization in an institution are technically sound labor standards.
The standards established by the analytical method, taking into account factors influencing the standard value of labor costs, are justified.
Factors influencing the standard value of labor costs, depending on the nature and direction of the impact, are divided into technical, organizational, psychophysiological, social and economic.
Technical factors are determined by the characteristics of the material elements of labor:
objects of labor;
means of labor.
Organizational factors are determined by the forms of division and cooperation of labor, the organization of the workplace and its maintenance, methods and techniques for performing work, work and rest regimes.
Technical and organizational factors predetermine the organizational and technical conditions for performing work.
Economic factors determine the impact of the developed standards on labor productivity and the quality of services provided.
Psychophysiological factors are determined by the characteristics of the work performer: gender, age, some anthropometric data (height, leg length, strength, agility, endurance, etc.), as well as some production characteristics (parameters of the viewing area and reach area, working posture, workload of vision, pace of work, etc.). Taking into account psychophysiological factors is necessary to select the optimal variant of the labor process, which takes place in favorable conditions with normal labor intensity and a rational mode of work and rest in order to preserve the health of workers, their high performance and vital activity.
Social factors, like psychophysiological factors, are determined by the characteristics of the work performer, his cultural and technical level, experience, length of service, etc. Social factors also include some characteristics of the organization of production and labor - the content and attractiveness of work, etc.
Identification and consideration of all factors influencing the amount of labor costs is carried out in the process of developing standards and regulatory materials for labor standardization.
Factors are taken into account in the following sequence:
factors influencing the standard value of labor costs determined by a specific type of economic activity are identified;
the possible values of factors when performing this work are determined;
restrictions are determined that impose certain requirements on the labor process, as a result of which its acceptable options are established;
combinations of factors are selected that achieve effective work results in the most favorable conditions for their performers (designing a rational labor process).
These procedures are carried out at the stage of preliminary study of organizational, technical and other conditions for performing work. Some of the factors that depend on the performers of the work are taken into account at the stage of selecting personnel for observation during the analytical and research method of establishing norms and standards.
The quality of labor cost standards and their validity depend on the methods on the basis of which they are established. Labor cost standards can be established by two methods: on the basis of a detailed analysis carried out in the institution and the design of an optimal labor process (analytical method); or based on statistical reports on production, time spent on work for the previous period, or expert estimates (summary method).
The analytical method makes it possible to determine reasonable standards, the implementation of which helps to increase labor productivity and, in general, the efficiency of using labor resources.
The total method only records actual labor costs. This method is used in exceptional cases when rationing emergency or experimental work.
The norms developed on the basis of the analytical method are reasonable, and the norms established by the summary method are experimental and statistical.
The development of justified regulatory materials is carried out using one of the methods of the analytical method: analytical-research or analytical-computational.
With the analytical-research method of standardization, the necessary expenditure of working time for each element of the regulated operation is determined based on the analysis of data obtained as a result of direct observation of the implementation of this operation at the workplace, where the organization of work complies with the accepted conditions.
With the analytical-calculation method, labor costs for standardized work are determined according to labor standards for individual elements, previously developed on the basis of research, or by calculation based on the accepted modes of optimal operation of technological equipment.
The analytical-calculation method is the most rational and preferred method for designing normative materials, since it is the most advanced and economically in an efficient way rationing.
The improvement of the analytical and calculation method is carried out through the development of systems of microelement standards, including simulation modeling.
The advantages of the analytical-calculation method of rationing labor do not exclude the use of the analytical-research method.
When developing regulatory materials on labor standards at enterprises, it is necessary to adhere to the following requirements:
regulatory materials on labor standards should be developed on the basis of methodological recommendations approved for the type of economic activity;
regulatory materials on labor standards must be justified based on their period of development;
testing of regulatory materials for at least 14 calendar days;
When forming results on labor standardization, the opinion of the representative body of workers must be taken into account.
Labor standards developed taking into account these requirements at the institutional level are local and approved executive body institutions.
In order to ensure organizational and methodological unity in organizing the development, revision and improvement of regulatory materials for labor standardization, increasing their validity and quality, the following order of work is recommended.
The revision of standard labor standards in cases provided for by the legislation of the Russian Federation is carried out in the manner established for their development and approval.
In cases where the organizational and technical conditions of an institution allow the establishment of standards that are more progressive than the corresponding intersectoral or sectoral ones, or in their absence, local labor standards are developed.
The establishment, replacement and revision of labor standards are carried out on the basis of an order (instruction) of the employer, taking into account the opinion of the representative body of workers.
Employees must be notified of the establishment, replacement and revision of labor standards no later than two months in advance. Employees must be notified of the establishment of temporary and one-time standards before the start of work.
The procedure for notifying employees is established by the employer independently.
At least once every two years, the structural unit (service) in the organization entrusted with the functions of organizing and regulating labor, or the employee (employees) entrusted with these functions, checks and analyzes the current labor standards for their compliance with the level of technology, technology, labor organization in the institution. Outdated and erroneously established standards are subject to revision. The revision of outdated standards is carried out within the time frame established by the management of the institution.
The revision of labor standards in cases provided for by the legislation of the Russian Federation is carried out in the manner established for their development and approval. Review is carried out every 5 years from the date of approval.
6. The procedure for coordination and approval of normative materials on labor standards
6.1 The standards are unified in nature and reflect the generalized organizational and technical conditions of the institution and the most rational techniques and methods for performing work.
6.2 Intersectoral regulatory materials are approved by the Ministry of Labor and Social Protection of Russia.
6.3 Industry-specific regulatory materials are approved by the Federal executive body of the relevant industry or sub-industry in coordination with the Ministry of Labor and Social Protection of the Russian Federation.
6.4 The procedure for coordination and approval of local regulatory materials at the institutional level:
at the institutional level, regulatory materials are developed by the employer. The employer sends the developed regulatory materials to the representative body of employees to take into account their opinions;
If the representative body of employees disagrees with the position of the employer, it must submit a written protest justifying its position, while the employer has the right to approve regulatory materials without a positive assessment of the representative body of employees;
in the event of a negative assessment of the regulatory materials on labor standards, which are approved by the employer, the representative body of workers has grounds to file a complaint and consider it in court.
6.5 The employer and the employee representative body must:
explain to employees the reasons for replacing or revising labor standards and the conditions under which they should be applied;
constantly support and develop the initiative of workers to review existing and introduce new, more progressive labor standards.
7. The procedure for checking regulatory materials for standardizing labor for compliance with the achieved level of technology, technology, and labor organization
7.1. An assessment of the level of current labor standards is carried out by analyzing the standards calculated according to these standards, conducting sample studies and studying the dynamics of performance indicators of production standards.
7.2. When checking regulatory materials on labor standards in an institution, it is necessary to perform the following work:
conduct an analysis of the fulfillment of labor standards (production) established in the institution (carried out annually); if labor standards are exceeded or not fulfilled by 15% or more, it is necessary to organize a check of indicators of labor standards and norms;
issue a regulation (order, instruction) on conducting an inspection of regulatory materials indicating the period;
establish a responsible unit for the process of checking regulatory materials on labor standards at the enterprise level;
organizing a working group with the involvement of a representative body of workers;
conducting sample studies, processing results;
calculating norms and standards for sample studies;
making changes and adjustments based on the calculation results;
approval of regulatory materials with changes and notification of employees in accordance with the legislation of the Russian Federation.
7.3. A detailed procedure for checking regulatory materials on labor standards is set out in the relevant methodological recommendations.
8. The procedure for introducing regulatory materials on labor standards in an institution
8.1. Regulatory materials for labor standardization, approved in the established manner, are introduced into the institution’s workplaces in accordance with their scope and scope on the basis of an order from the manager, taking into account the opinion of the representative body of workers.
8.2. To ensure effective implementation and mastering regulatory materials in the institution, the following activities should be carried out:
Check the organizational and technical readiness of workplaces to work according to the new standards (to what extent the organizational and technical conditions for performing work correspond to the conditions provided for by the new regulatory materials);
Develop and implement organizational and technical measures to eliminate identified deficiencies in the organization of work, as well as to improve working conditions;
Introduce new time standards to all employees who will work according to them, within the time limits in accordance with the legislation of the Russian Federation.
8.3. Familiarization with the new standards should be accompanied by mass explanatory work, instructing workers, and, in necessary cases and training them to work in new organizational and technical conditions.
8.4. If during the specified preparatory work If it turns out that the existing organizational and technical conditions in the institution are more advanced than the conditions provided for in the new norms or regulations, and the current local norms for the relevant work are more progressive than the new norms, then the new norms or regulations are not implemented.
8.5. In those institutions where the actual organizational and technical conditions coincide with the conditions provided for in the collection, new norms or standards are introduced without any changes.
8.6. For work not covered by the new regulatory materials, local reasonable time standards are established, calculated by labor standardization methods.
Regulations on the labor standardization system budgetary institution Khanty-Mansiysk Autonomous Okrug- Ugra "Psychoneurological boarding school"
Introduction
This Regulation has been developed in accordance with and on the basis of the following regulations:
Labor Code of the Russian Federation;
Decree of the Government of the Russian Federation of November 11, 2002 No. 804 “On the rules for the development and approval of standard labor standards”;
Resolution of the State Committee for Labor and the Presidium of the All-Union Central Council of Trade Unions dated June 19, 1986 No. 226/P-6 “Regulations on the organization of labor standardization in the national economy” (to the extent that does not contradict current legislation);
Order of the Government of the Russian Federation dated November 26, 2012 No. 2190-r “On the program for the gradual improvement of the wage system in state (municipal) institutions for 2012-2018”;
Order of the Ministry of Labor and Social Protection of the Russian Federation dated May 31, 2013 No. 235 “On approval of methodological recommendations for federal executive authorities on the development of standard industry labor standards”;
Order of the Ministry of Labor and Social Protection of the Russian Federation dated September 30, 2013 No. 504 “On approval of methodological recommendations for state (municipal) institutions on the development of labor standardization systems.”
Section 1. General provisions
1.1. This Regulation establishes a system of standards and norms on the basis of which the function of labor standardization is implemented, contains the main provisions regulating the organization of labor standardization, and also establishes the procedure for conducting regulatory and research work on labor in the BU “Psycho-neurological boarding school” (hereinafter referred to as the Institution).
1.2. Responsibility for the state of labor standards in the Institution lies with the Director of the Institution.
1.3. The organization of work related to labor standardization, including carrying out organizational and technical measures, improving the organization of work is carried out directly by the Deputy Director of the Institution. The execution of work related to labor standardization is entrusted to the financial and economic department.
1.4. The labor standardization system in the Institution is considered as an integral part of the personnel management system; it is a set of measures for organizing and managing the labor standardization process, including:
Methods and means of establishing labor standards for performing administrative procedures and actions within the framework of the provided public services;
The procedure for the development, testing, application, replacement and revision of labor standards;
Creation of a system of labor indicators that ensure the most efficient use of labor resources, increasing labor productivity and the quality of provision of public services in the Institution.
Section 2.Terms and definitions
2.1. The Regulations use the following terms with corresponding definitions:
Labor standards are production standards, time standards, number standards and other standards - established in accordance with the achieved level of technology, technology, organization of production and labor.
Approbation is the process of introducing for a limited (test) period the results of work performed (regulatory materials, labor standards) in order to analyze and study their impact on the labor process (activities) in real conditions.
Certified standards are technically sound standards that correspond to the achieved level of technology and technology, organization of production and labor.
Permanent standards - established for stable work for an indefinite period.
Temporary norms are norms for repeating operations established for the period of mastering certain types of work in the absence of normative materials for rationing labor.
One-time norms are normative materials on labor established for individual works of a one-time nature (unscheduled, emergency, random and other work not provided for by technology), and are valid while these works are being performed, unless temporary or permanent norms are introduced for them.
Intersectoral labor standards are regulatory materials on labor that are used to standardize the labor of workers engaged in performing work using the same technology in similar organizational and technical conditions in various sectors of the economy.
Industry norms are normative materials on labor intended to standardize labor for work performed in organizations of the same industry.
Local (local) labor standards - regulatory materials on labor developed and approved by the Institution. Local norms and standards are independently developed and approved by the Institution.
Standard time is the amount of working time established to complete a unit of work or provide services under certain organizational and technical conditions.
Standard output (load) - a set amount of work that an employee or group of workers of appropriate qualifications is required to perform per unit of working time (hour, working day, etc.) under certain organizational and technical conditions.
The standard number is the established number of employees of a certain professional and qualification composition, necessary to perform specific functions, provide services, perform a certain amount of work in certain organizational and technical conditions.
Replacement and revision of labor standards is a necessary and natural process that requires appropriate organization of control at the level of the Institution.
Standardized task - the volume of work/services established on the basis of the above types of labor cost standards that an employee or group of employees must perform/provide per work shift (working day), month or other unit of working time. Standardized tasks are developed on the basis of current labor cost standards and may contain individual and collective labor costs, established taking into account tasks to increase labor productivity and save material resources. These tasks are set based on the capabilities available at each workplace. Therefore, standardized tasks, in contrast to norms for labor costs, can be established only for a specific workplace and taking into account only its inherent characteristics and possibilities for mobilizing reserves for increasing labor efficiency. A technically justified labor standard is a standard established by one of the existing and approved standardization methods and providing for the most complete and effective use of working time.
Outdated standards are labor standards for work, the labor intensity of which has decreased as a result of a general improvement in the organization of work, the introduction of new technologies, an increase in the volume of work, an increase in professional skill and improvement in the skills of workers.
Erroneously established standards (erroneous) - labor standards, in the establishment of which organizational, technical and other conditions were incorrectly taken into account or inaccuracies were made in the application of labor standards and calculations.
2.2. Other concepts and terms , used in this Regulation , are applied in accordance with the current legislation of the Russian Federation .
Section 3. The main goals and objectives of labor standardization in an institution
3.1. Labor standards for the employees of the Institution are carried out in order to increase labor productivity and optimize management labor resources by effective construction labor process.
3.2. The main goals of labor standardization are to create a labor standardization system that allows:
Create the conditions necessary for the introduction of rational organizational, technological and labor processes, improve the organization of work;
Ensure a normal level of labor intensity (intensity) when performing work and providing public services;
Increase the efficiency of servicing consumers of state (municipal) services;
Systematically reduce the labor intensity of work and services;
Calculate and plan the number of employees by workplace and department, based on planned indicators;
Calculate and regulate the size of the fixed and variable part of workers’ wages, improve the forms and systems of remuneration and bonuses.
3.3. The main tasks of labor standardization in the Institution are:
Development of a labor standardization system;
Analysis and determination of optimal labor costs for all work and services;
Development of norms and standards for rationing labor for new and not covered by rationing technologies, work, services, equipment;
Organizing systematic work on the timely implementation of developed labor standards and regulations and ensuring control over their correct application;
Ensuring the determination and planning of the number of employees by number, level of their qualifications based on labor standards;
Identification and reduction of irrational expenditure of working time, elimination of lost working time;
Determining the optimal ratio of workers of the same specialization with different qualifications in the departments of the Institution;
Calculation of the standard number of employees required to perform the planned volume of work and services;
Justification of the forms and types of bonuses for employees for quantitative and qualitative labor results.
Section 4. Regulatory materials and labor standards applied in the institution
4.1. The Institution uses the following basic regulatory materials on labor standards:
Regulations on the labor standardization system in the Institution;
Labor standards (norms, time standards, numbers, production standards).
4.2. The Institution uses the following types of standards: - time; - production; - numbers.
4.3. According to the scope of application, regulatory materials are divided into intersectoral, sectoral and local.
4.4. The Establishment uses intersectoral and sectoral labor standards as basic indicators when developing local labor standards, calculating derivative indicators, and for the purposes of organizing and managing personnel (Appendix 1).
4.5. In the absence of intersectoral and sectoral labor standards, the Institution independently develops local labor standards, in this case the recommendations of the organization exercising the functions and powers of the founder are taken into account, or with the involvement of relevant specialists.
4.6. Regulatory materials for labor standards must meet the following basic requirements:
Comply with the modern level of technology and technology, labor organization;
Take into account to the maximum extent the influence of technical, technological, organizational, economic and psychophysiological factors;
Ensure high quality of established labor standards, optimal level of labor intensity;
Meet the required level of accuracy;
Be convenient for calculating labor costs in an institution and determining the labor intensity of work;
Ensure the possibility of using them in automated systems and personal electronic computers for collecting and processing information.
4.7. The Institution applies permanent, temporary and one-time labor standards.
4.8. Permanent standards are developed and approved for a period of no more than 5 (five) years, after which an analysis is carried out to determine the feasibility of revising the applicable labor standards.
4.9. Based on the results of the analysis, a local act of the head of the Institution approves the decision on the preservation of established labor standards or on the development of new labor standards.
4.10. Temporary norms are established for the period of mastering certain types of work in the absence of technically sound regulatory materials approved by the Institution on labor for performing these types of work. The validity period of temporary standards should not exceed three months (for frequently repeated work), and in case of a long process - for the period of performance of the necessary work, after which they must be replaced by permanent standards.
4.11. Temporary standards for time, number, and output are established on the basis of an expert assessment of the labor standardization commission, which is based on systematized data on the actual time spent on similar work for the previous period of time. Persons responsible for standardization bear personal responsibility for the correct (reasonable) establishment of temporary labor standards.
4.12. One-time standards are established for individual work that is of an isolated nature (unscheduled, emergency, etc.).
4.13. The employee of the Institution is notified of the introduction of temporary or one-time labor standards before they are introduced.
Section 5.Methods of rationing labor in an institution
5.1. Standards for labor costs in the Institution can be established by the following methods:
Analytical;
Total;
Timing observations;
Photos of working hours.
5.2. With the analytical method, a detailed analysis and design of the optimal labor process is carried out, which makes it possible to determine reasonable standards, the implementation of which helps to increase labor productivity and the efficiency of use of labor resources.
5.3. With the summary method, actual labor costs are recorded, based on statistical reports on production and time spent on performing work for the previous period. Used when rationing emergency or experimental work.
5.4. With the method of time-based observations, time expenditure is studied by measuring and recording the duration of administrative procedures and actions to be performed within the framework of the public services provided.
5.5. With the method of photographs of working time, the cost of working time is studied by observing and measuring all labor costs without exception during a full working day or a certain part of it.
5.6. Along with the methods of time-keeping observations and photographs of working time, to determine the cost of working time based on existing reporting forms, an analysis of statistical (quantitative) data is carried out characterizing the results of the activities of specific employees of the Institution for their execution in accordance with job responsibilities administrative procedures and actions.
5.7. The determination of production standards for individual administrative procedures and actions in the provision of mass public services is carried out using an analytical method. There is an inversely proportional relationship between the time norm and the production norm.
5.8. The determination of the norms for the number of employees of the Institution is carried out by an analytical method based on the established production norms.
5.9. The norms developed on the basis of the analytical method are reasonable, and the norms established by the summary method are experimentally statistical.
5.10. The development of justified regulatory materials is carried out using one of the methods of the analytical method: analytical-research or analytical-computational.
5.11. With the analytical-research method of standardization, the necessary expenditure of working time for each element of the regulated operation is determined based on the analysis of data obtained as a result of direct observation of the implementation of this operation at the workplace, where the organization of work complies with the accepted conditions.
5.12. With the analytical-calculation method, labor costs for standardized work are determined according to labor standards for individual elements, previously developed on the basis of research, or by calculation based on the accepted modes of optimal operation of technological equipment.
Section 6. The procedure for developing normative materials on labor standards
6.1. The development of regulatory materials on labor standards in the Institution is based on the initiative of the employer or a representative body of the institution’s employees.
6.2. When developing regulatory materials on labor standards, the Institution takes into account the following requirements:
Regulatory materials on labor standards should be developed on the basis of methodological recommendations;
Regulatory materials on labor standards must be justified based on their period of development;
Conducting testing of regulatory materials for at least 14 calendar days;
When forming results on labor standardization, the opinion of the representative body of workers must be taken into account.
6.3. Labor standards developed taking into account the specified requirements at the Institution level are local and approved by the employer.
6.4. In cases where the organizational and technical conditions of the Institution make it possible to establish standards that are more progressive than the corresponding intersectoral or industry standards, or in their absence, local labor standards are developed.
6.5. Local labor standards are developed on the basis of time-keeping observations, photographs of the working day, and analysis of statistical (quantitative) data characterizing the results of the activities of specific employees of the Institution.
The study of working time costs at workplaces includes:
Preparation for observations;
Selecting performers whose work will be monitored;
Carrying out direct measurements of working time;
Clarification of the main factors influencing the amount of working time spent;
Carrying out technical calculations, processing collected materials;
Development of labor standards.
6.6. The main type of regulatory materials on labor standardization in the Institution are technically sound labor standards.
Section 7.Replacement and revision of labor standards
7.1. Replacement and revision of labor standards is carried out in order to increase the efficiency of using the labor potential of workers, as well as in the case of the application of outdated standards and erroneously established standards.
7.2. Replacement and revision of labor standards are formalized by local regulations of the Institution (order, regulation, regulations on standardization, etc.), approved by the head of the Institution, taking into account the opinion of the representative body of workers.
7.3. The revision of standard labor standards in cases provided for by the legislation of the Russian Federation is established in the manner established for their development and approval.
7.4. Certified standards are recognized as technically sound standards that correspond to the achieved level of technology and technology, organization of production and labor. Outdated and erroneously established standards are considered not certified. The inspection and analysis of current labor standards for their compliance with the level of technology, technology, and labor organization in the Institution (certification of labor standards) is carried out by managers structural divisions, at least once every two years. Based on the results of the inspection, the head of the Institution makes a decision on the safety of established labor standards or on the development of new labor standards. The revision of outdated standards is carried out within the time frame established by the management of the Institution in agreement with the representative body of employees.
Section 8.The procedure for coordination and approval of normative materials on labor standards
8.1. The standards are unified in nature and reflect the general organizational and technical conditions of the Institution and the most rational techniques and methods for performing work.
8.2. The procedure for coordination and approval of local regulatory materials at the Institution level:
The developed regulatory materials are sent by the employer to the representative body of employees to take into account opinions and approval;
If the representative body of employees disagrees with the position of the employer, it must submit a written protest justifying its position, while the employer has the right to approve regulatory materials without a positive assessment of the representative body of employees;
In the event of a negative assessment of the regulatory materials on labor standards, which are approved by the head of the Institution, the representative body of workers has grounds to file a complaint and consider it in court.
8.3. The employer and the representative body of the employees of the Institution must:
Explain to employees the reasons for replacing or revising labor standards and the conditions under which they should be applied;
Constantly support and develop the initiative of employees to review existing and introduce new, more progressive labor standards.
Section 9. The procedure for checking regulatory materials for labor standardization for compliance with the achieved level of technology, technology, and labor organization
9.1. The main task of checking labor standards is to check their progressiveness and validity.
9.2. An assessment of the level of current labor standards is carried out by analyzing the standards calculated according to these standards, conducting sample studies and studying the dynamics of performance indicators of production standards.
9.3. To ensure the productivity of existing standards in the Institution, before the start of the calendar year, a calendar plan for their replacement and revision is developed, which should provide for:
Development of standards for new work, services and work, services not previously covered by labor standards;
Revision of standards recognized as obsolete as a result of their verification.
9.4. Project calendar plan replacement and revision of standards is submitted for discussion to the labor collective of the Institution and, taking into account its recommendations, as well as in agreement with the representative body of workers, is approved by the head of the Institution.
9.5. An unscheduled inspection of established labor standards is carried out when there is a significant change in organizational and technical conditions that affect the performance of administrative procedures and actions by employees.
9.6. When checking regulatory materials on labor standards in the Institution, it is necessary to perform the following work:
Conduct an analysis of the implementation of labor standards established in the Institution; if labor standards are exceeded or not fulfilled by 15% or more, it is necessary to organize a check of indicators of labor standards and norms;
Issue an order to conduct an inspection of regulatory materials indicating the inspection period;
Establish a unit responsible for the process of checking regulatory materials on labor standards;
Create a working group with the involvement of a representative body of employees of the institution;
Conduct sample research and process results;
Make changes and adjustments based on the calculation results;
Approve regulatory materials and notify employees.
Section 10.The procedure for introducing regulatory materials on labor standards in an institution
10.1. Regulatory materials for labor standardization, approved in the established manner, are introduced into the workplaces of the Institution in accordance with their scope and scope of action on the basis of a local act of the head of the Institution, taking into account the opinion of the representative body of workers.
10.2. To ensure the effective implementation and mastery of regulatory materials, the Institution carries out the following activities: - checking the organizational and technical readiness of workplaces to work according to new standards (to what extent the organizational and technical conditions for performing work correspond to the conditions provided for by the new regulatory materials); - development and implementation of organizational and technical measures to eliminate identified shortcomings in the organization of work, as well as to improve working conditions; - familiarization with the new time standards for all employees who will work according to them, within the time limits established by these Regulations.
10.3. Employees must be notified of the establishment of labor standards no later than two months in advance. Employees must be notified of the establishment of temporary and one-time standards before the introduction of these standards. Within the same period of time, employees are notified of the correction of erroneous labor standards. Taking into account the opinion of the representative body of the institution’s employees about the reduction of erroneous labor standards, employees may be notified in a shorter period of time.
10.4. When concluding an employment agreement (contract), the employee must be familiarized with labor standards against signature.
10.5. Familiarization with the new standards should be accompanied by mass explanatory work, instructing workers, and, if necessary, training them to work in new organizational and technical conditions.
10.6. If, during the specified preparatory work, it turns out that the existing organizational and technical conditions in the Institution are more advanced than the conditions provided for in the new norms or regulations, and the current local norms for the relevant work are more progressive than the new norms, then the new norms or regulations are not implemented .
10.7. For work not covered by the new regulatory materials, local reasonable time standards are established, calculated by labor standardization methods.
Section 11.Measures aimed at compliance with established labor standards
11.1. The employer takes measures aimed at compliance with established labor standards, including ensuring normal conditions for employees to comply with labor standards. Such conditions include, in particular:
Good condition of premises, structures, machines, technological equipment and equipment;
Timely provision of technical and other documentation necessary for work;
Proper quality of materials, tools, other means and items necessary to perform the work, their timely provision to the employee;
Working conditions that meet labor protection and production safety requirements;
Periodic training of employees in order to acquire theoretical and practical knowledge in the field of labor regulation;
Development and implementation of a system for stimulating the performance of workers performing administrative procedures and actions within the framework of provided public services based on production standards;
Timely assessment of the compliance of labor standards with the level of labor organization achieved in the Institution, the state of technical and technological support;
Periodic inspections of current labor standards to confirm their progressiveness and validity;
Implementation of timely replacement and revision of labor standards, if labor standards are erroneously established or outdated.
Appendix to the Regulations on the labor standardization system of the BU “Psycho-neurological boarding school”
When developing labor standards for employees of the institution, regulations were used for groups of workers in general industry positions of managers, specialists and employees:
| Groups | Regulatory acts |
| 1.Leaders | |
| Director, Deputy Director, chief accountant, deputy chief accountant, head of department, main nurse, department head, laundry manager | Resolution of the Ministry of Labor dated March 26, 2002 No. 23 “On approval of time standards for work on documentation support management structures of federal executive authorities", order of the Department of Social Development of Ugra dated November 28, 2014 No. 26-np "On approval of the organization's staffing standards social services Khanty-Mansiysk Autonomous Okrug - Ugra, subordinate to the Department of Social Development of Ugra." |
| 2.Health workers | |
| Instructor physical therapy, senior nurse, dietary nurse, guard nurse, junior nursing nurse, orderly, orderly, hostess sister, nurse, physiotherapy nurse, massage nurse, treatment room nurse, sterilization nurse, medical psychologist, dental nurse, medical disinfector, medical specialist | Order of the Ministry of Health of December 21, 1984 No. 1440 “On approval of conventional units for performing physiotherapeutic procedures, time standards for massage, regulations on physiotherapeutic units and their personnel.” - Order of June 18, 1987 No. 817 “On workload standards for massage nurses” .- Appendix No. 17 to the order of the Ministry of Health of Russia dated 08.20.2001 No. 337 “Calculation standards for the workload of specialists in physical therapy and sports medicine”, order of the Department of Social Development of Yugra dated 28.11.2014 No. 26-np “On approval of staffing standards for the Khanty social service organization - Mansi Autonomous Okrug - Ugra, subordinate to the Department of Social Development of Ugra." |
| 3. Teaching staff | |
| Educator, methodologist, labor instructor | Order of the Ministry of Education and Science of the Russian Federation dated December 24, 2010 No. 2075 “On the duration of working hours (standard hours of teaching work for the wage rate) of teaching staff)”, order of the Department of Social Development of Yugra dated November 28, 2014 No. 26-np “On approval of the standard staffing levels of the organization social services of the Khanty-Mansiysk Autonomous Okrug - Ugra, subordinate to the Department of Social Development of Ugra." |
| 4. Social service workers | |
| Specialist in social work, physical therapy instructor | |
| 5. Culture and art workers | |
| Cultural organizer, librarian | Resolution of the Ministry of Labor of Russia dated December 22, 2003 No. 86 “On approval of standards for the number of employees of state and municipal psychoneurological boarding schools”, order of the Department of Social Development of Ugra dated November 28, 2014 No. 26-np “On approval of standards for the number of staff of social service organizations of the Khanty-Mansiysk Autonomous Okrug - Ugra, subordinate to the Department of Social Development of Ugra." |
| 6.General industry positions | |
| Accountant, psychologist, human resources specialist, legal adviser, economist, labor protection specialist, engineer for automated production control systems, specialist civil defense, document manager, clerk, information security engineer, engineer, warehouse manager, storekeeper, kitchen worker, chef, cook, baker, seamstress, car driver, tractor driver, hairdresser, production worker comprehensive services and repair of buildings, plumber, loader, territory cleaner, elevator operator, industrial and industrial cleaner office premises, washing machine operator, kitchen worker, dishwasher, housekeeper | Resolution of the Ministry of Labor of the Russian Federation dated June 24, 1996 No. 38 “On approval of service standards for workers engaged in work on the sanitary maintenance of households.” - Resolution of the Ministry of Labor of the Russian Federation dated September 26, 1995 No. 56 “On approval of inter-industry integrated time standards for work on accounting And financial activities in budgetary organizations." - Resolution of the Ministry of Labor dated 03.26.2002 No. 23 “On approval of time standards for work on documentation support of management structures of federal executive bodies” - Resolution of the Ministry of Labor of Russia dated 01.22.2001 No. 10 “On approval of inter-industry standards for the number of security service workers labor in organizations", order of the Department of Social Development of Ugra dated November 28, 2014 No. 26-np "On approval of staffing standards for social service organizations of the Khanty-Mansiysk Autonomous Okrug - Ugra, subordinate to the Department of Social Development of Ugra." |
STATE COMMITTEE OF THE USSR
ON LABOR AND SOCIAL ISSUES
PRESIDIUM OF THE AUCCTU
RESOLUTION
On approval of the Regulations on the organization of labor standardization in the national economy
Document with changes made:
;
.
____________________________________________________________________
In pursuance of Resolution of the Council of Ministers of the USSR and the All-Russian Central Council of Trade Unions of June 6, 1985 N 540 “On measures to improve the standardization of labor in the national economy”, the USSR State Committee for Labor and social issues and the Presidium of the All-Union Central Council of Trade Unions
decide:
1. Approve the Regulations on the organization of labor standards in the national economy in accordance with the appendix.
2. Recognize as invalid the resolution of the State Committee of the Council of Ministers of the USSR on labor and wages and the Presidium of the All-Union Central Council of Trade Unions dated October 3, 1975 N 245/P-17* “On approval of recommendations on the organization of labor standards and the establishment of new and changes in existing production and time standards and services in manufacturing industries national economy".
________________
* Bulletin No. 1, 1976.
REGULATIONS on the organization of labor standardization in the national economy
Application
to the resolution of the USSR State Committee
on labor and social issues and the Presidium of the All-Union Central Council of Trade Unions
dated June 19, 1986 N 226/P-6
A major role in the implementation of the party's policy of accelerating the country's socio-economic development belongs to labor rationing. Its most important task is to consistently improve the organization of labor and production, reduce the labor intensity of products, strengthen the material interest of workers in increasing production efficiency, and maintain economically sound relationships between the growth of labor productivity and wages. Labor standardization should contribute to the active implementation of scientific and technological achievements and progressive technology.
This Regulation is subject to application in all associations (plants), enterprises, organizations and institutions*, regardless of their departmental subordination.
________________
Ministries (departments), together with central (republican) committees (councils) of trade unions, specify these Regulations in the relevant recommendations, taking into account the specifics of production and management.
1. Methodological basis for organizing labor standards
1.1. Labor standardization is an integral part (function) of production management and includes the determination of the necessary labor (time) costs for performing work (manufacturing a unit of product) by individual workers (teams) and establishing labor standards on this basis.
Necessary costs are those corresponding to the efficient use of labor and material resources for specific production conditions, subject to scientifically based work and rest regimes.
1.2. The organization of labor standardization in the national economy is regulated by the Fundamentals of the legislation of the USSR and union republics on labor, decrees of the party and government, decrees and clarifications of the State Labor Committee of the USSR and the All-Russian Central Council of Trade Unions, as well as regulations of ministries and departments of the USSR, Councils of Ministers of the union republics and these Regulations.
1.3. When rationing the work of workers and employees, the following types of labor standards are applied: time standard, production standard, service standard, number norm (standard).
The time standard is the amount of working time established to perform a unit of work by an employee or group of employees (in particular, a team) of appropriate qualifications in certain organizational and technical conditions.
The production rate is a set amount of work (number of units of production) that an employee or group of workers (in particular, a team) of appropriate qualifications is required to perform (manufacture, transport, etc.) per unit of working time under certain organizational and technical conditions.
The service rate is the number of production facilities (equipment units, workplaces, etc.) that an employee or group of employees (in particular, a team) of appropriate qualifications are required to service during a unit of working time in certain organizational and technical conditions. Service standards are intended to standardize the labor of workers engaged in servicing equipment, production areas, workplaces, etc.
A variation of the service standard is the controllability standard, which determines the number of employees who must be managed by one manager.
The number norm (standard) is the established number of employees of a certain professional and qualification composition necessary to perform specific production, management functions or volumes of work. According to the norms (standards) of numbers, labor costs are also determined by profession, specialty, group or type of work, individual functions, as a whole for the enterprise or workshop, its structural unit.
In order to increase the labor efficiency of time-paid workers, they establish standardized tasks based on the above types of labor standards.
A standardized task is a set amount of work that an employee or a group of workers (in particular, a team) is required to perform per work shift, work month (respectively, a shift and a monthly standardized task) or in another unit of working time for time-based work.
1.4. Labor standards are established for a separate operation (operational norm) and an interconnected group of operations, a completed set of works (enlarged, complex norm). The degree of differentiation of standards is determined by the type and scale of production, the characteristics of the products produced, and forms of labor organization.
Enlarged, complex standards are established for a planned accounting (accounting) unit of production (work), as a rule, for a finished product, unit, team set, technically separate processing unit, volume of agricultural work, stage or construction project. They are used, as a rule, in conditions of collective forms of labor organization.
1.5. The paragraph was excluded by a joint resolution of the State Committee for Labor of the USSR and the Presidium of the All-Union Central Council of Trade Unions dated August 15, 1989 N 271/P-8..
Regulatory materials for labor standardization* include: labor standards (time standards, including microelement standards, number standards, service time standards), unified and standard standards (time, production, service).
________________
* Normative materials for labor standardization also include standards for equipment operating modes.
Labor standards are regulated values (values) of labor (time) costs for performing individual elements (complexes) of work, servicing a unit of equipment, workplace, team, structural unit, etc., as well as the number of workers required to perform production , managerial functions or the amount of work taken as a unit of measurement, depending on specific organizational and technical conditions and production factors.
A variety of headcount standards are model states.
Uniform standards are developed for work performed using the same technology under similar production conditions in one or a number of sectors of the national economy, and in accordance with the USSR Law “On State Enterprise (Association)” they are advisory in nature when rationing and remunerating workers for the relevant types of work (paragraph as amended by the joint resolution of the State Committee for Labor of the USSR and the Presidium of the All-Union Central Council of Trade Unions dated August 15, 1989 N 271/P-8.
The paragraph was excluded by a joint resolution of the State Committee for Labor of the USSR and the Presidium of the All-Union Central Council of Trade Unions dated August 15, 1989 N 271/P-8..
Standard labor standards are developed for work performed using standard technology, taking into account rational (for a given production) organizational and technical conditions that already exist in the majority or part of enterprises where such types of work exist. The standard standards are recommended as a standard for enterprises where the organizational and technical conditions of production have not yet reached the level for which the specified standards are designed.
1.6. According to the scope of application, regulatory materials for labor standards are divided into intersectoral, sectoral (departmental) and local.
Intersectoral unified and standard norms and standards are approved by the USSR State Committee for Labor together with the All-Union Central Council of Trade Unions, and uniform production standards and prices for construction, installation and repair work are approved by the USSR State Committee for Labor, the USSR State Construction Committee jointly with the All-Union Central Council of Trade Unions.
Industry (departmental) unified and standard norms and standards are developed in the absence of corresponding intersectoral norms and standards and are approved by the ministry (department) in agreement with the central (republican) committee (council) of trade unions.
Local regulatory materials are developed based on individual species work in cases where there are no corresponding inter-industry or sectoral (departmental) regulatory materials, as well as when creating more progressive organizational and technical conditions at the enterprise compared to those taken into account when developing existing inter-industry and sectoral (departmental) regulatory materials for labor standards. Local regulatory materials are approved by the enterprise administration in agreement with the trade union committee.
1.7. The system of labor norms and standards in force in the national economy should provide the ability to calculate the total labor intensity of products for all elements of the production process, products, personnel groups and structural divisions.
1.8. Along with the standards established for work that is stable in terms of organizational and technical conditions, temporary and one-time standards are applied.
Temporary norms are established for the period of mastering certain works in the absence of approved regulatory materials for labor standardization.
by joint resolution of the All-Russian Central Council of Trade Unions and the State Committee for Labor of the USSR dated September 10, 1987 N 548/P-9.
One-time standards are established for individual work that is of an isolated nature (unscheduled, emergency).
1.9. Item excluded - ..
1.10. The work of workers should be standardized mainly according to technically sound standards.
Technically justified are the standards established by the analytical method* of standardization and corresponding to the achieved level of technology and technology, organization of production and labor.
________________
* Methods of labor standardization are set out in the relevant methodological recommendations of the Scientific Research Institute of Labor of the State Committee for Labor of the USSR.
Technically sound labor standards include:
unified and standard norms;
standards established on the basis of intersectoral and sectoral (departmental) labor standards;
standards established by local labor standards that are more progressive than intersectoral or sectoral (departmental) standards;
local standards established by the analytical standardization method, taking into account technical data on equipment performance, results of studying working time costs, requirements scientific organization labor.
2. The procedure for establishing, checking, replacing and revising labor standards
2.1. Labor standards for production new products are developed simultaneously with technological processes in accordance with the designed organizational and technical conditions for the production of these products and the established design labor intensity.
2.2. In order to ensure progressiveness, equal intensity and increase the accuracy of calculating labor standards, reducing the time and labor intensity of their establishment, computers are used. Calculation of standards, as a rule, is carried out in a single cycle with automated design of technological processes.
2.3. The introduction of new labor standards and standardized tasks, including amended and revised ones, is carried out by the enterprise administration in agreement with the trade union committee.
Workers and employees must be notified in advance of the introduction of new labor standards and standardized tasks, but no later than one month in advance.
Employees may be notified of the introduction of temporary and one-time labor standards, as well as enlarged, complex standards and standardized tasks established on the basis of approved operational labor standards, in less than a month, but in all cases before the start of work.
2.4. Organizational and technical production conditions (labor organization, technology, equipment, tooling, etc.) at workplaces where new labor standards will be applied must be brought into line with the requirements projected in the standards when they were developed.
2.5. When launching a new product into production, a schedule for achieving its design labor intensity is developed, taking into account the development of design capacities and other technical and economic indicators, as well as technically sound standards designed for the design technology, organization of production and labor.
2.6. When mastering new production facilities, new equipment and technology, new types of products (works), or when the actual organizational and technical conditions of production do not correspond to those projected in the newly introduced labor standards and regulations, correction factors may be applied to them.
As production is mastered or organizational and technical conditions are brought into compliance with those projected in the norms or regulations, correction factors are reduced and ultimately canceled according to pre-developed and approved schedules.
Correction factors may also be applied in other cases provided for labor legislation(establishing reduced production standards for young workers, disabled people, old-age pensioners, female machine operators, etc.).
by joint resolution of the All-Russian Central Council of Trade Unions and the State Committee for Labor of the USSR dated September 10, 1987 N 548/P-9.
2.7. The standards are subject to mandatory replacement with new ones as organizational, technical and economic measures are introduced into production that ensure an increase in labor productivity, regardless of whether these measures were included in the calendar plan for the replacement and revision of standards or not.
Such activities include: introduction of new and modernization of existing equipment; introduction of more advanced technology, improvement of technical and organizational equipment and tools; improving product design; mechanization and automation of production processes, improvement of workplace organization, their rationalization; use of new types of materials, raw materials, fuel; implementation rationalization proposals, intersectoral, sectoral (departmental) labor norms and standards, etc. In these cases, existing standards are replaced by new, more progressive standards, depending on the effectiveness of the measures being implemented.
(Paragraph as amended, put into effect by the joint resolution of the All-Union Central Council of Trade Unions and the State Committee for Labor of the USSR dated September 10, 1987 N 548/P-9.
Labor standards are also subject to change when the batch of parts (products) processed (manufactured) by a worker (team) or the flow cycle increases or decreases.
2.8. In order to maintain the progressive level of labor standards in force at the enterprise, they are subject to mandatory verification during the certification process of workplaces (the procedure for certification of workplaces is regulated by relevant industry regulations). In cases where workplace certification is not envisaged, each standard is checked at least twice every five years.
Current labor standards are checked certification commissions, approved by the heads of enterprises.
Based on the results of the inspection for each standard, a decision is made: to certify or not to certify.
Technically sound standards corresponding to the achieved level of technology and production organization and labor are recognized as certified.
Outdated and erroneously established standards are considered uncertified and are subject to revision.
The standards in force for work, the labor intensity of which has decreased as a result of a general improvement in the organization of production and labor, the growth of professional skills and the improvement of production skills of workers and employees, are considered obsolete.
Standards are considered erroneous if, when establishing them, organizational and technical conditions were incorrectly taken into account or there were inaccuracies in the application of normative materials or in carrying out calculations.
2.9. The revision of outdated standards is carried out within the time frame and extent established by the head of the enterprise in agreement with the trade union committee in the calendar plan for the replacement and revision of labor standards.
The revision of erroneous norms is carried out as they are identified in agreement with the trade union committee.
2.10. The use by workers (employees) or a team on their own initiative of new work methods and best practices, improvement of workplaces on their own, improvement of their professional skills and on this basis achieving a high level of output during the period between certification of workplaces (inspections of standards) is not grounds for revision labor standards by decision of the administration. Revision of standards in these cases can only be carried out on the initiative of teams of teams, workers and employees, for which they are encouraged in the prescribed manner.
2.11. In order to systematically work to reduce labor costs and ensure the progressiveness of existing standards, the enterprise, before the beginning of the year, develops a calendar plan for the replacement and revision of labor standards, which is included in the technical industrial financial plan (construction financial plan).
The development of this plan is carried out on the basis of the activities planned for implementation in the plan for technical development and organization of production and other economic activities that ensure the implementation of tasks for increasing labor productivity approved in the five-year and annual plans, as well as taking into account the results of certification of workplaces and inspections of current labor standards.
(Paragraph as amended, put into effect by the joint resolution of the All-Union Central Council of Trade Unions and the State Committee for Labor of the USSR dated September 10, 1987 N 548/P-9.
In cases where the certification of workplaces and the corresponding inspection of labor standards is carried out during the year, based on the results of the inspection, additional measures are developed for the calendar plan for replacing and revising labor standards.
The draft calendar plan for the replacement and revision of standards is submitted for discussion by the labor collective and, taking into account its recommendations, is approved by the head of the enterprise in agreement with the trade union committee. Plan measures and tasks to reduce the labor intensity of products are communicated to the teams of structural divisions of enterprises (shops, departments, sections, etc.) and production teams.
2.12. The administration of the enterprise and the trade union committee are obliged to explain to each employee (crew) the reasons for replacing or revising standards, to familiarize him with the methods, work techniques and conditions under which they should be applied.
2.13. Work on labor standardization is carried out at the enterprise by the administration together with the trade union committee with the broad participation of labor collectives in accordance with the USSR Law on labor collectives and increasing their role in the management of enterprises, institutions, organizations, as well as the USSR Law on State Enterprises (associations).
(Paragraph as amended, put into effect by the joint resolution of the All-Union Central Council of Trade Unions and the State Committee for Labor of the USSR dated September 10, 1987 N 548/P-9.
In order to widely involve labor collectives in the development and implementation of measures to improve the quality of applied labor standards, timely replace them with new ones, ensure the revision of outdated standards and increase labor productivity on this basis at enterprises, mutual obligations of the administration and the trade union committee are accepted to reduce the labor intensity of products, increase the level of standardization, increasing the share of technically sound production and service standards, standardized tasks, timely revision of outdated and erroneously established labor standards. These obligations are reflected in the collective agreement
(Paragraph as amended, put into effect by the joint resolution of the All-Union Central Council of Trade Unions and the State Committee for Labor of the USSR dated September 10, 1987 N 548/P-9.
2.14. The enterprise administration and the trade union committee must constantly support and develop the initiative of workers and employees to review existing and introduce new, more progressive labor standards.
Trade union committees provide all possible assistance to the administration in ensuring the correct establishment of new and changes in existing norms, and strive to create necessary conditions to ensure that all employees comply with established standards, they actively participate in the introduction of best practices in the field of labor standards.
3. Material incentives to work according to progressive standards
3.1. In order to increase the interest of workers in working according to progressive standards and reducing labor costs, the administration of the enterprise and the trade union committee are obliged to widely use the rights granted to them for material incentives for working according to technically sound standards of the initiators of the introduction or revision of technically sound standards, for the development of new labor standards, expansion of zones maintenance and increasing the volume of work performed with fewer employees, etc.
3.2. When mastering new labor standards established in connection with the replacement of existing standards based on the introduction of organizational and technical measures, as well as in connection with the revision of outdated standards, part of the wage fund savings obtained as a result of reducing the labor intensity of products can be used for additional payment of workers during 3-6 months for the period of their mastering new standards, as well as for bonuses for foremen, standard setters, technologists and other workers at production sites who were directly involved in the development and implementation of new labor standards (clause 34 of the resolution of the CPSU Central Committee and the USSR Council of Ministers of October 4, 1965 year N 729).
3.3. Workers who initiate the revision of standards may be paid a one-time remuneration of at least 50% of the wage fund savings resulting from the implementation or revision of technically sound standards on their initiative. Savings in the wage fund are calculated based on the estimated amount of work that must be completed by the workers who initiated the revision of standards, but not more than 6 months (clause 53 "c" of the resolution of the CPSU Central Committee and the Council of Ministers of the USSR dated July 12, 1979 N 695).
3.4. To increase the interest of workers in the implementation of technically sound standards, they may be given increased prices (for piece workers) and increased tariff rates(temporary workers) when transferring to work according to standards established on the basis of intersectoral, sectoral (departmental) and other more progressive labor standards, in the amounts provided for by the Decree of the State Committee for Labor of the USSR and the Secretariat of the All-Union Central Council of Trade Unions dated November 12, 1985 N 367/24-33* ( paragraph 12 of the resolution of the Council of Ministers of the USSR and the All-Russian Central Council of Trade Unions of June 6, 1985 N 540).
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* Bulletin No. 4, 1986.
3.5. Apply for time workers the tariff rates of piece workers in accordance with subparagraph "b" of paragraph 81 of the Regulations on the Socialist State manufacturing plant subject to their work in accordance with intersectoral, sectoral (departmental) and other technically sound labor standards (standardized tasks).
3.6. In order to strengthen the material interest of workers in accelerating the growth of labor productivity and performing the established volume of work with a smaller number of personnel, material incentives can be applied to them for combining professions (positions), expanding service areas and increasing the volume of work performed with a smaller number of workers, as well as performing along with with the main job duties of temporarily absent workers (Resolution of the Council of Ministers of the USSR of December 4, 1981 N 1145 *).
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* Bulletin No. 8, 1982.
4. System for monitoring the state of labor standards
Control over the state of labor regulation in the national economy is carried out at all levels of management.
The USSR State Labor Committee and the USSR State Construction Committee (in terms of construction) are responsible for the implementation of a unified state policy in the field of organizing labor standardization in the national economy. Together with the All-Union Central Council of Trade Unions, they monitor the state of labor regulation in sectors of the national economy and develop measures to improve it.
The paragraph is excluded - joint resolution of the All-Russian Central Council of Trade Unions and the State Committee for Labor of the USSR dated September 10, 1987 N 548/P-9..
The ministry (department), together with the central, republican committee (council) of trade unions, determines the procedure for organizing labor standards in the industry, monitors its condition and develops measures to improve labor standards at subordinate enterprises.
Control over the state of labor standards at the enterprise is carried out by the administration together with the trade union committee and with the broad participation of the workforce and public organizations ( public bureaus organization and regulation of labor, people's control groups, Councils of foremen, etc.).
In cases of violations of the established procedure for organizing labor standards, the application of unreasonable standards, unreliable accounting and reporting on labor standards, the heads of ministries (departments), enterprises, and their structural divisions are subject to disciplinary and financial liability relevant managers and other officials guilty of these violations.
5. The procedure for planning, financing, development and approval of intersectoral and sectoral regulatory materials for labor standards
5.1. The development of intersectoral regulatory materials for labor standardization is carried out over five years and annual plans scientific and regulatory research works.
Intersectoral plans for the development of normative materials for labor standardization (with the exception of construction) are prepared by the Central Bureau of Labor Standards (CBNT) at the All-Union Scientific and Methodological Center for Labor Organization and Production Management of the USSR State Committee for Labor, coordinated with the relevant ministries (departments) and approved by the USSR State Committee for Labor as agreed with the All-Russian Central Council of Trade Unions.
In construction, similar plans are prepared by the Central Bureau of Labor Standards in Construction (CBNTS) at the All-Union Research and Design Institute of Labor in Construction of the USSR State Construction Committee, coordinated with the relevant ministries (departments) and approved by the USSR State Construction Committee in agreement with the All-Union Central Council of Trade Unions.
The development of intersectoral regulatory materials for labor standardization is carried out within the framework of the all-Union scientific and technical program, approved for each five-year period by the State Committee for Science and Technology and the State Labor Committee of the USSR.
Plans for sectoral scientific and regulatory research work on labor are developed and approved by the relevant ministries (departments). They provide for participation in the development of intersectoral (in accordance with the intersectoral plan) and sectoral (departmental) regulatory materials for labor standardization. In order to coordinate scientific and regulatory research work on labor, eliminate duplication and parallelism in work, draft plans are agreed upon before their approval with the State Labor Committee of the USSR.
The implementation of these plans should meet the needs of industries for labor standards and standards, including for new types of work.
5.2. Financing of intersectoral and sectoral scientific and regulatory research work on labor is carried out by the ministries (departments) responsible for their implementation, in accordance with the Instructions on the procedure for planning, financing and accounting for costs made from the funds of the unified fund for the development of science and technology, approved by the State Committee for Science and Technology , State Planning Committee of the USSR, Ministry of Finance of the USSR and Central Statistical Office of the USSR October 22, 1980 N 40-7/224. In construction, financing is carried out from the fund for the development of new equipment in capital construction, included in the planned and actual cost construction, installation and repair works, under the item "Overhead costs".
Ministries (departments) that do not have a unified fund for the development of science and technology finance scientific and regulatory research work on labor at the expense of centralized funds provided for these purposes in the cost of production. Financing of contractual works is carried out at the expense of own funds.
5.3. The organization of development and verification (and, if necessary, revision) of inter-industry norms and standards for labor (except for construction) is entrusted to the Central Bank of Science and Technology (in construction - to the Central Bank of Science and Technology), and industry (departmental) norms and standards - to the corresponding scientific and regulatory research organization, determined by the ministry (department) as the lead (base) for the development of regulatory materials for standardizing labor in the industry.
5.4. When approving interindustry and sectoral (departmental) labor norms and standards, including enlarged, complex norms, their validity periods are established depending on the nature of production, technological process, type of work, etc., but no more than 5 years.
A year before their expiration, they are subject to mandatory verification for compliance with the achieved level of technology, technology, organization of production and labor. Based on the results of the inspection, the body that approved the relevant rules and regulations makes a decision to extend their validity period or revise them with the introduction of appropriate changes and additions.
5.5. Lists of intersectoral and sectoral (departmental) labor norms and standards applied at subordinate enterprises are approved for the current five-year period by the relevant ministries (departments) in agreement with the central (republican) committees (councils) of trade unions.
In the specified lists, if there are relevant types of work, intersectoral labor norms and standards approved by the State Committee for Labor of the USSR and the All-Union Central Council of Trade Unions, as well as the State Committee for Labor of the USSR, the State Construction Committee of the USSR and the All-Union Central Council of Trade Unions must be included.
(Clause as amended, put into effect by the joint resolution of the All-Union Central Council of Trade Unions and the State Committee for Labor of the USSR dated September 10, 1987 N 548/P-9.
5.6. Timely provision of ministries (departments) with intersectoral normative materials for labor standardization is entrusted to the Central Bank of Science and Technology, which in the prescribed manner ensures their publication through the publishing house "Economy" (in construction - to the Central Bank of Science and Technology and the publishing house "Stroyizdat"), and enterprises - to the relevant ministries (departments) .
Revision of the document taking into account
changes and additions prepared
JSC "Kodeks"
