Setting your development priorities No matter how long you play the role of a reliable base, skills can always be improved and efficiency can be increased by creating your own personal form of trust and audacity. Not every leader - a solid base combines being and action in the same way

Process prioritization Under the influence of incentives and performance systems, the investment community overestimates the importance of results and underestimates the importance of process. As Robert Rubin noted: It's not that the results don't matter. How

Step 5: Prioritize If you've done the exercise, review your plan for tomorrow and determine where your most difficult tasks are. In seminars, I often meet people who put them at the bottom of the list, because, as a rule, they are the most laborious and

Special classifiers are created in order to facilitate the task and work. Special attention to enterprises trade. They do not have structural divisions, but sales or commerce departments have been introduced. They are closely intertwined with the departments that are in charge of logistics. Documents in this group are not approved without an order from the head or another person endowed with the appropriate authority. First comes column 1 "Name". It is filled in by the head in the order that he determines independently. It is better to use a certain hierarchy in order to write about structural units, from administration to service personnel. Scheduling Then comes the second column, with the code. This lists the numerical designations for any unit.

We draw up a staffing table

Of the possible changes:

• salaries
• additional responsibilities
• department renaming
• translation
• job renaming

In all these situations, there is a procedure for adjusting personnel documentation. Job rename A change that does not change salary or affect direct responsibilities. But we must remember that the title of the position refers to the essential conditions in any contract.

Such conditions may be changed at the initiative of management or upon reaching an agreement between the parties. The main thing is that the function of the employee itself remains unchanged. Changes must be notified to the employee himself no later than two months before they are made.
Making adjustments will become impossible if the employee himself has objections. When they don't, it's good. It remains only to write everything down in the T-2 form and the work book.

And with acceptance Labor Code RF doubts about the binding nature of this document for the organization have disappeared completely. Let's try together to figure out how to properly draw up a staffing table and work with it. The code of the structural unit in the staffing table The following reasons for the changes must be indicated in the order: Change in salaries

• Planning and economic calculations made by the relevant department
• Optimization of work related to management
• Legislation is being adjusted
• Production base expands or shrinks
• Carry out reorganization
• Implemented measures to improve efficiency
• Structural improvement

The main thing is to correctly assess the consequences associated with certain actions.

How to make a staffing table

If there is no information, then the line can simply be left blank. Staff The first step is to determine the full and abbreviated name of the enterprise. You can not do without the document number, date and OKPO code. Sometimes managers get confused about the dates that need to be specified.

The first is the time period for which the schedule is drawn up. After that, the date is put when the document is actually formalized, with signatures. If you mean commercial organization, then there are no restrictions on the names.

Menu

If the staff list consists of more than one page, signatures are placed on the last page in special signature lines. During the initial development of the staffing table, the graph for signatures can be entered on each page of the document. When and how to make changes? It is necessary to make changes every year or not, each manager decides separately.
This is pla new document and it is advisable to update it annually. The annual update will allow coordinating the quantitative and qualitative composition of employees. If it is necessary to introduce or remove positions, abolish or add departments, a new document can be approved less often or more often.
Changes can be made in several ways:

• Overall change. It is assigned a new registration number and ratified by order (decree).
• Selective change. It should be registered in an order or order.

Articles and consultations on the website www.kadrovik-praktik.ru

The organizational structure is a schematic representation of structural divisions. This document reflects all departments of the organization, the order of their subordination is schematically drawn. The organizational structure can also reflect both vertical and horizontal links between departments.

It is problematic to clearly indicate where the boundary of responsibility for compiling the staffing table lies, but we will try to distinguish between some stages of compiling the SHR, and at the same time fill out a unified form No. T-3. How to start filling out a unified form? Filling out the unified form T-3 "Staffing" should begin with the name of the organization - it must be indicated in strict accordance with the name that appears in the constituent documents.

Unified form No. t-3 - staffing (form)

Info

From the moment the employees are accepted, he becomes an employer and must maintain a staffing table. The exception is cases when the duties and form of the employee's activity are described in detail in the employment contract. Thus, making changes consists of the following steps:

• The consent of the employee to make adjustments to the schedule that concern him.
• Writing and adoption of an order (instruction) on making adjustments.
• Writing and accepting an appendix to the employment contract with the employee affected by the changes.
• Recording the received changes in the work book.

How to draw up a staffing table correctly? Procedure, stages and rules for filling out When writing a staffing table, you should refer to the organizational structure of the enterprise.

• 1 Rules for drawing up staffing tables
• 2 Staffing: about the number of units
• 3 Information on tariff rates
• 4 About surcharges in the schedule
• 5 How to make notes and changes in a document
• 6 Is it necessary to read the document?
• 7 Additional rules for changes
  • 7.1 Job rename
  • 7.2 Salary changes
• 8 How are staffing tables approved?
• 9 Staffing tables for branches
• 10 A word about approval and changes

Staffing Rules Drawing up a document is allowed using forms developed by the company, but a more convenient option is already existing unified forms. One of them is No. T-3.

How to draw up a staffing table in the form of t-3?

The names of the departments are indicated by groups:

• management or administrative part (such units include directorate, accounting, personnel department, etc.);
• production departments;
• support or service departments.

As a rule, the location of the names of structural units in most organizations corresponds to this order. The exception is enterprises whose main business is trade. In such firms there are no production departments, but there are sales departments or commercial departments that are closely related to logistics departments (the latter in this case are service departments).

Auxiliary units usually include the supply department, repair services, etc.

Code of the structural unit in the staffing table

When filling out the form in any form, a person does not violate any laws and is not subject to fines or sanctions. Back to Contents Who makes up the staffing table? Already after the organization has made a decision on the need to generate a document (if it has not been previously drawn up), it appears new problem- Who exactly is responsible for creating this act of professional accounting? There are no direct provisions in the legislation, however, in accordance with the qualification directory of the positions of managers, specialists and other employees, confirmed by the Order of the Ministry of Labor of the Russian Federation of August 21, 1998 No. 37, the execution of this category of documents is considered part of the duties of a labor economist.

Codes of the structural unit in the staffing table

The sequence of filling in this column for each structural unit is individual, taking into account the specifics of a particular organization. As a rule, the positions of the head of the structural unit, his deputies are located first, then the leading and chief specialists, then the positions of the performers. If the structural unit includes both engineering and technical personnel and workers, it is necessary to allocate first engineers, then workers.

What is a "staff unit"? A staff unit is an official or work unit provided for by the staffing of an enterprise. As a rule, the number of staff units of organizations financed from the federal or regional budget is determined by higher organizations.

Departmental indexes are needed in different work situations. For example, when compiling the nomenclature of cases, the line "Section" indicates the code of the structural unit, which will also become the first part of the indices of all its cases. When implementing an EDMS, when a special folder is created for each department in the system, its index is also used. Finally, the personnel department and accounting department in some documents fill in the field "Code of the structural unit". In the article we will tell you how to correctly assign indices to structural divisions and branches of an organization.

THE MAIN THING IS CONSISTENCY

It would seem that it is not difficult to come up with codes for units. But it is in this simplicity that the main problem of indexing lies. It happens that one department, for example, the human resources department, indexes all departments of the organization, but does not consider it necessary to inform colleagues from other departments and management about this.

After some time, clerks take up the compilation of the nomenclature of cases, as a result of which the departments already have two different indexes.

And then IT specialists make a large telephone directory of internal numbers and assign index numbers to all departments at their own discretion ...

This can go on for as long as you like, until the day comes when it turns out that there are many numbers, but none of the divisions has an official index, and no one wants to give up their developments.

Thus, in order not to repeat the plot of the classic fable about the swan, pike and cancer, you need to do a simple thing: approve the codes of structural units at the level of the decision of the first person, that is, issue the appropriate order. And first find out if the indexing of divisions was carried out earlier.

As the described situation showed, for this it is necessary not only to analyze the issued administrative documents, but also to interview the heads of structural divisions.

WHAT IS A DIVISION INDEX?

The index of an organization's division - both structural and separate - is a unique code in which information about this division is encrypted.

The composition of the information encrypted in the code can be anything. For example:

The serial number of the unit in accordance with the organizational structure;

Name of the subdivision;

subordination of the unit;

location of the unit;

Functionality of the department, etc.

Parts of indexes can be separated from each other by any characters, but the most common are slash, hyphen, and period. For example:

12 - a simple serial number of the unit in accordance with the organizational structure;

TD/2- the second subdivision in the technical directorate;

UP/OTiZ- department of labor and wages in the personnel department;

DP.V-Sib- Sales Directorate in the fifth branch of the organization in the Siberian Federal District.

INDEXING OF DIVISIONS IN ORGANIZATIONS WITH A SIMPLE STRUCTURE

The first level of indexes. The easiest way to index divisions is to assign them serial numbers ( 01, 02, 03 etc.). Such indices will be more than enough for the nomenclature of cases and filling out forms of documents in personnel office work, as well as for the abbreviated name of departments in internal documents.

Without special need to complicate them, there is no point.

This method is suitable for indexing departments of an organization that has simple structure, - rather large, but without branches (Scheme 1).

From Scheme 1 it can be seen that the assistant to the general director, as well as the heads of the following departments, are directly subordinate to the general director:

Sales Directorate;

Production;

Technical Directorate;

Directorate for Economics and Finance;

Logistics Department;

Legal Department;

IT department.

The assistant to the general director manages the office and the archive - he is responsible for all the office work of the organization and accumulates all organizational, legal and administrative documents, as well as part of the information and reference documents of top managers. Therefore, the conditional unit for which he is responsible is usually referred to as "Leadership".

So the first level indexes will look like this:

The second level of indexes. In some cases, this indexing can be completed. But if the directorate and departments are divided into departments (see Scheme 1), indexing is continued - second-level indices are introduced (Example 1).

Between parts of the index, we put a slash. All additions to these designations, for example, serial numbers of cases according to the nomenclature, will be indicated with a hyphen: 06/02-01.

Letter index. In our opinion, another way of indexing is more informative: first-level divisions are designated by letters, which makes them easier to identify, and second-level divisions receive additional numerical designations (Example 2).

INDEXING OF SUBDIVISIONS IN ORGANIZATIONS WITH A COMPLEX STRUCTURE

The need to compile complex indexes for departments arises if the organization has a complex structure, for example, it has a network of branches, or is even a holding (group of companies).

"Simple" indexes are indispensable here. The index will consist of at least two, and most likely three or four parts.

Diagram 2 shows the structure of an organization with a central office and four branches, each with four divisions.

And in this case, the general principle of indexing remains unchanged: units receive unique numeric or alphabetic codes.

If your organization has a branched structure, use alphabetic indexes already at the first level of indexing - letters are easier to perceive than numbers.

First level indices in the organization from our example might look like this:

Different letters for subdivisions of the first level eliminate the repetition of indices. In our simplified example, it was not difficult to designate four branches with different letters. But in practice, there may be several dozen branches. However, in any case, the difficulties here are quite surmountable.

Indexes of the second level. Let's return to our example and put down indexes of the second level, and we will start with branches.

Each of them has 4 departments: sales, logistics, personnel and administrative departments. Let's choose numerical designations for them (Example 3).

Indexing of divisions of the Central office.

As for the indexes for the central office and its divisions, it seems logical to follow the same principle and link the first level index CO with letter indexes of the second level R, DP etc. and get CO-R and CO-D P. But here you need to stop and remember the indexing rules: respect the uniqueness and not put unnecessary information into the index.

Designation CO, as well as the letter designations of the first-level central office divisions in our organization, are no longer found in any of the branches or divisions. Therefore we will leave CO to designate the central office, and its subdivisions are denoted by indexes consisting of two parts.

We do this in order not to put unnecessary information into the indexes: it is clear that, for example, the DEiF exists only at the head office of the organization, there is no need to report this once again (Example 4).

INDICES IN PRACTICE

■Indexes in the nomenclature of cases. Let us give an example of the designation of sections and indexes of cases according to the nomenclature: it is obvious that the indexes of cases will differ from the standard 01/02 and others (Example 5).

However, this is perfectly acceptable, because our goal is to create readable, not formal indexes, and this applies to documents too.

■ Order on the indexation of divisions of the organization. Whatever method of indexing is chosen, it must be fixed at the highest level - to issue an order for the main activity.

In the ascertaining part of the order, it is customary to include the basis for its issuance.

Since OU indexing is used in many processes, it is not necessary to list them all. It is better to get by with a general formulation (Example 6).

SUMMARY

1. Before indexing organizational units on your own initiative, you need to find out if indexing has been carried out before.

3. The simplest index is numeric ( 01, 02, 03 etc.). In addition, indexes can be alphabetic, as well as combined. Letters in indices are easier to read than numbers and are more informative.

4. Any complication of the index must be justified. If you can stop at simple numerical designations, then it’s better to do so.

Branches cannot have status legal entity. So, in relation to employees, they do not perform the function of an employer. Branches are structural parts of one whole, as well as: other divisions, sectors, departments. Therefore, the design of schedules with a partial scheme is incorrect. The document is required to formalize the structure of the whole enterprise.

Columns 6, 7 and 8 are used just to display allowances. It does not matter what nature they are - compensatory or stimulating. This section should contain data on incentive payments, additional payments, allowances and bonuses. They are divided into two main groups:

STATE SCHEDULE, ORDER OF CHANGE

Since, according to Art. 57 of the Labor Code of the Russian Federation, the essential conditions of an employment contract are the terms of remuneration (including the size of the tariff rate or official salary of an employee, additional payments, allowances and incentive payments), then when changing the salary rate, it is necessary to draw up changes to the employment contract.

It should be remembered that unified forms cannot be reduced.(all details of the forms should remain unchanged), but you can make additions to them. If you do not need a section of the uniform form (for example, your organization does not have such a thing as a "surcharge"), the corresponding form column can be narrowed down and simply not filled out.

Changing the name of the department in the staffing table

You need to change the name of the department in the staffing table. Long established and valid. Meaning.. the marketing and purchasing department should become the purchasing department. The question is how to document this. Order? An order for each employee that "dangled" in this department? and AGAIN to write the position of the department. and convert those same employees into it ..? After all, that same brilliant idea to write in the labor department in which department the employee was accepted .. now you need to correct it. and on the basis of what? is asked. There are NO changes to the name. and a stack of papers? Please tell me the course and procedure in this case. THANKS.

First, the org changes. structure, then on the basis of a new org. structures, a new staffing table is put into effect. 2 months before the introduction of a new staffing table, an employee is issued a notice of a significant change in the terms of an employment contract in accordance with Article 73 of the Labor Code of the Russian Federation. The employee is invited to write an application for transfer from the old department to the new one, if he agrees, if not, he will be dismissed under Article 77, Clause 7 of the Labor Code of the Russian Federation. Make changes to the position of the department and job descriptions.

The question of the need for staffing

The staffing form can be filled out both manually and typewritten. If you are filling out the form by hand, then please note that all entries must be made in ink or a ballpoint pen, in clear, legible handwriting. The presence of blots and erasures is unacceptable.

The question of the need for staffing is still controversial. This is due to the fact that in the Labor Code of the Russian Federation (hereinafter referred to as the Labor Code of the Russian Federation) there is no direct indication that this document is mandatory, and the procedure for its adoption has not been established, in contrast, for example, to the same internal labor regulations, which, according to the law, must be approved by the employer, taking into account the opinion of the representative body of employees ( Art. 190 of the Labor Code of the Russian Federation). ssyLaying on this circumstance, some company executives argue that by doing so, the legislator gives them the opportunity to independently decide on the need to approve the staffing table.saniya, which means that this document may not exist.

We draw up a staffing table

Various sources give different definitions to the concept of "staffing", but, in principle, their essence boils down to the following: staffing- this is an organizational and administrative document that reflects the structure of the organization, contains a list of positions indicating their number and size official salaries. Also, the staffing table 1 reflects the amount of allowances and additional payments that exist in this organization, in relation to specific positions.

This column is filled in in strict accordance with the tariff qualification guides and the All-Russian classifier of positions of employees and professions of workers. The sequence of filling in this column for each structural unit is individual, taking into account the specifics of a particular organization. As a rule, the positions of the head of the structural unit, his deputies are located first, then the leading and chief specialists, then the positions of the performers. If the structural unit has both engineering and technical personnel and workers, it is necessary to allocate first engineers, then workers.

Drawing up and registration of the organizational structure and staffing of the enterprise

staffing - an organizational and legal document that establishes the quantitative and qualitative composition of the employees of the enterprise as a whole and for each of its structural divisions. The staff list determines the structure, number and position of the employees of the enterprise, indicating official salaries.

In column 5 "Tariff rate (salary), etc." monthly wages are indicated in ruble terms tariff rate(salary), wage scale, percentage of revenue, share or percentage of profit, labor participation rate (KTU), distribution coefficient, etc., depending on the remuneration system adopted in the organization in accordance with current legislation Russian Federation, collective agreements, labor contracts, agreements and local regulations of the organization.

Order to amend the staffing table

The decision to make changes to the staffing table is made by the employer (head of the organization or individual entrepreneur). This decision must be secured by an order to amend the staffing table. The legislation does not provide for a unified form of the said order. Therefore, the employer has the right to develop it independently. The signing of the order to change the staffing table is carried out by the head or other authorized person of the organization.

The normative document reflecting the structure of the organization, its staffing and number, in accordance with its charter, is the staffing table. Changes in the staffing table can only be made on the basis of an order to amend the staffing table.

Unified Form No. T-3 - Staffing (form)

In columns 6, 7, 8 "Surcharges, rubles." allowances are indicated - both accepted in the organization (for irregular working hours, increased responsibility, knowledge of foreign languages, work experience, etc.), and established at the legislative level (for example, for work in the Far North). The staffing table of a unified form assumes that these columns are filled in rubles. If there are not enough columns to indicate all the allowances operating in the organization in the staffing table, then their number can be increased by issuing an order to supplement the staffing form. Similarly, it is recommended to do if the allowances are set as a percentage.

When compiling the staffing table for the first time, he is assigned the number 1, and in the future continuous numbering is used. The staffing table indicates the date of compilation, as well as the date from which the staffing table is put into effect. These two dates may differ. The T-3 form provides for an indication of the period of validity of the staffing table, the details of the order for its approval and the number of staff units.

We draw up the staffing of a medical organization

The name of the position (profession, specialty) of the employee is indicated in the employment contract concluded with him, his work book and other personnel documents in accordance with the organization's staffing table. If the performance of certain work implies the presence of benefits or restrictions established by law, then the names of positions and qualification requirements for them must strictly comply with the names and requirements provided for by qualification reference books or the relevant provisions of professional standards.

In the event of a discrepancy between the names of the positions provided for by the staffing table and the names of the positions provided for by the Nomenclature, the employee may lose the right to establish benefits and compensation, as well as the right to early and preferential pension provision (letter of the Ministry of Health of Russia dated November 11, 2014 No. 16-4 / 3076092- 65421).

Order to change the staffing table

When you need to hire a specialist whose position is not provided for in the staff, or add an entire unit to the organization, an order is issued to introduce new units. It must contain information about the name of the structural unit, the name of the position, the number of rates, salary or tariff rate.

Renaming, as a rule, does not entail a correction of the labor function of an employee (or an entire department). If the labor function changes, then renaming cannot be carried out. It is required to issue a transfer of an employee (or several employees) to new position. The change of name will entail making adjustments and additions to labor contract, in the work book and personal card of the employee. Thus, such innovations not only require notification, but also the consent of employees. In case of refusal, the employer should be guided by Art. 74 of the Labor Code of the Russian Federation, not missing the mandatory notification of the employee two months before the adjustments. You can use this sample order to change the staffing table.

In the staffing table, the name of the structural unit differs from the name of the structural unit in 1C, therefore, in the concluded personnel documents, the name of the unit differs from the staffing table (in the staffing table it is indicated - Energy-mechanical service, and in 1s and orders - Energy-mechanical service). In the work book and employment contracts, the same structural unit is indicated, not like in the staffing table. How to fix this error?

Answer

Answer to the question:

The structural unit, if you decide to reflect it in the employment contract, and the position in all documents must be the same.

The staffing table is necessary to formalize the structure, staffing and staffing of the organization (Article 57 of the Labor Code of the Russian Federation, section 1 of the instructions, which were approved by the Decree of the State Statistics Committee of Russia dated January 5, 2004 No. 1).

A prerequisite for inclusion in an employment contract is a labor function (work according to the position according with a staffing table) (paragraph 2, part 2, article 57 of the Labor Code of the Russian Federation).

A structural unit, even if it is reflected in the staffing table, may not be reflected in the employment contract, since it is an additional (optional) condition of the employment contract (paragraph 2, part 4, article 57 of the Labor Code of the Russian Federation). Moreover, if you nevertheless decide to indicate structural units in employment contracts, their names must correspond to the staffing table.

Employment is formalized by an order (instruction) of the employer, issued on the basis of a concluded employment contract, and content must match the terms of the concluded employment contract (part 1 of article 68 of the Labor Code of the Russian Federation). Accordingly, in the order, the structural unit is indicated on the basis of an employment contract.

In turn, all records of work performed, transfer to another permanent job, qualifications, dismissal, as well as the award made by the employer, are entered in the work book on the basis of the relevant order (instruction) of the employer no later than a week, and upon dismissal - on the day of dismissal and must exactly correspond to the text of the order (instruction) (clause 10 Decree of the Government of the Russian Federation of April 16, 2003 No. 225).

The employee’s personal card is filled out, among other things, on the basis of an order (instruction) on hiring and a work book (Instructions approved by the Decree of the State Statistics Committee of Russia dated 05.01.2004 No. 1).

Thus, the same structural unit must be reflected in all documents.

You can fix errors in several ways:

• exclude from the employment contract and other documents an indication of the structural unit;
• adjust the name of the structural unit in the staff list, which seems to be the most optimal;
• adjust the structural unit in all documents so that it matches the staffing table.

About changing the employment contract:

About correcting errors in the workbook:

Details in the materials of the System Personnel:

Nina Kovyazina,

Labor function- work of an employee by position in accordance with the staffing table, a certain profession, specialty, indicating qualifications; the specific type of work assigned to the employee (Article 15, paragraph 2, part 2, article 57 of the Labor Code of the Russian Federation).

Recruitment of an employee to work issue an order issued on the basis of a concluded employment contract. The content of the order must comply with the terms of the contract. This is evidenced by part 1 of article 68 of the Labor Code of the Russian Federation. For persons with whom the organization enters into civil law contracts, for example, a contract, paid services, etc., orders for admission are not needed. Labor law does not apply to them (Article 11 of the Labor Code of the Russian Federation).

Issue an employment order according to the unified one, which was approved by the Decree of the State Statistics Committee of Russia dated January 5, 2004 No. 1, or according to.

It is necessary to familiarize the employee with the order on his employment within three days from the moment he actually started work. Bring the order to his attention under the signature. Before concluding an employment contract, the employee must be familiarized with the signature, the collective agreement and other internal documents who govern it labor activity. This procedure is provided for by parts 2 and 3 of Article 68 of the Labor Code of the Russian Federation.

Nina Kovyazina,

Deputy Director of the Department of Medical Education and personnel policy in health care of the Ministry of Health of Russia

Do this for a job application. In column 3 of the section "Information about work", first, as a heading, indicate the full and abbreviated name of the organization in words or. Under this heading, in column 1, put the serial number, and in column 2, indicate the date of employment. In column 3, make a note that the employee has been accepted or assigned to a structural unit of the organization (if the condition for working in a particular structural unit is included in the employment contract), enter the names of the position, specialty, profession, indicating qualifications. In column 4, write down the date and number of the order or other decision according to which the employee was hired.

Make a note in the work book about the lack of experience if the employee first gets a job,. The job application should also not include:

But if an employee is hired on a rotational basis, then this is necessary.

This procedure is established in paragraph 3.1 of the Instruction approved by the Decree of the Ministry of Labor of Russia dated October 10, 2003 No. 69.

An example of the design of the "Information about work" section of a work book

A.V. Lampochkin was accepted into the organization as an electrician. Before that, he passed military service in the Armed Forces of the Russian Federation.

The employee responsible for maintaining work books filled out Lampochkin's work book.

Ivan Shklovets,

Deputy Head of the Federal Service for Labor and Employment

1. Situation: Why do you need staffing
2. Definition: Labor function
3. Situation: How to issue an order to hire an employee
4. Situation: How to make a job entry in an employee's work book
   • if the employee was hired under a fixed-term contract;
5. Situation: Which organizations should maintain personal cards of employees

Nina Kovyazina,

Deputy Director of the Department of Medical Education and Personnel Policy in Health Care of the Ministry of Health of Russia

With respect and wishes for comfortable work, Tatyana Kozlova,

Expert Systems Personnel