Staffing

The staffing is drawn up in a unified form No. T-3.

Filling in the unified form No. T-3 should begin by filling in the line “Name of organization”. The name of the organization must comply with the constituent documents. In the case when the organization has both a full and an abbreviated name, the use of any of them is allowed.

The organization code from the corresponding classifier is entered in the “by OKPO ” column .

Next, fill in the column "Document Number". Numbering can be end-to-end or by year. When numbering by year, the staffing list for the beginning of next year is assigned the number 1. For continuous numbering, the number following the staffing number for the given year is assigned. For organizations where the staffing table is often subjected to changes, it is advisable to introduce a separate numbering for the staffing table with a letter designation (for example, “2-SR”).

In the column “Date of compilation” the date of compilation of the document in the form of day, month, year (“dd. Mm. Yyyy”) is indicated. It should be borne in mind that this is the date of compilation of the document, and not the date of commencement of its validity, that is, the date of compiling the staffing table will always precede the date of commencement of its validity.

The line "Staffing for the period __________ from" ___ "________ 20___ years" is provided in a unified form. This column should reflect the period for which the staff list is approved (usually one year), and from what date it starts to operate (that is, the date the staff schedule comes into effect is indicated).

The staff list is approved by order of the head of the organization. To do this, in the line “Approved by the organization’s order of ___” _________ 20 ___ g. No. ____ ”the date and number of the order“ On the entry into force of the staffing table ”are indicated.

In the line "State in the amount of __________ units" indicates the total number of staff positions (units) of the organization. The line is filled on the basis of the total number of staff units from the corresponding column of the table.

Subdivision (columns 1, 2)

The first column of a uniform form is called “Name of the structural unit”. It is filled on the basis of the developed and approved organizational structure of the enterprise.

State institutions and organizations , as well as organizations with harmful and (or) dangerous working conditions, must enter the names of structural units based on the requirements of all-Russian and industry classifiers, as well as tariff and qualification directories and other regulatory documents. The fact is that a number of benefits for employees upon retirement (for employees of medical institutions, enterprises with harmful and (or) dangerous working conditions, etc.) may depend on the name of the structural unit in these organizations.

Commercial organizations can enter any names of structural units that they consider appropriate. However, they should comply with the requirements for terminology and generally accepted concepts and definitions. It is undesirable to call structural units obscure foreign names.

The second column of the uniform form is called the "Code of the structural unit." Each structural unit in the organization is assigned a code that is used for document management . The code also indicates the location of the structural unit in the organization hierarchy.

The code is assigned, starting with the largest and ending with the smallest units, for example, departments include departments, departments include departments , groups include groups. If the department is indicated by a digital code 01, then the management within this department will be numbered 01.01. In the same way departments and groups are designated.

The third column of the staffing table is called “Position ( specialty , profession ), rank , class ( category ) of qualification ” .

In state institutions and organizations, as well as in organizations with harmful and (or) dangerous working conditions, the position is filled in strict accordance with the tariff-qualification reference book and the all-Russian classifier of positions of employees and workers' professions. In addition, in state institutions and organizations, each position must correspond to a category in accordance with the discharge system of the uniform tariff grid ( UTS ) for the payment of employees of federal state institutions. Ranks are assigned in accordance with the Decree of the Government of Russia dated 10/14/1992 No. 785 "On the differentiation in wage levels of public sector employees on the basis of a single tariff grid."

When designating posts, commercial organizations are also recommended to use the tariff-qualification reference book and the all-Russian classifier of positions of employees and workers' professions. However, commercial organizations, especially those operating allegedly in advanced sectors of the economy (for example, information technology , outsourcing , etc.) may deviate from regulatory documents when designating posts.

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

The fourth column “Number of staff units” indicates the number of official or work units provided for by the staffing table.

The number of staff units of an organization funded from the federal or regional budget is determined by higher organizations.

The number of staff units of a commercial enterprise is determined by its needs for certain types of work, the degree of urgency of their implementation, economic feasibility.

Positions that do not provide for a full staff unit are filled with shares, for example: 0.25; 0.5; 0.75 and so on.

Vacant posts are indicated by the number of vacant posts with a footnote at the bottom of the page where it indicates that the position is vacant.

The fifth column “ Tariff rate ( salary ), etc.” indicates the monthly salary for the position in rubles .

There are many ways of remuneration in organizations: wages at a tariff rate or net, a percentage of revenue or profit, piecework wages , payment by the coefficient of labor participation or distribution, etc. However, the most common are two methods of remuneration in organizations: salary and tariff rate .

Tariff rate is a tool for charging employees wages in organizations financed from the federal budget in accordance with the Unified Tariff Scheme ( ETS ).

Salary or official salary - a fixed amount for the performance of labor duties of a certain complexity per unit of time.

Budgetary organizations, when appointing a salary, are guided by the Unified Tariff Schedule (ETS) . Commercial organizations set the size of salaries based on their financial capabilities. However, when setting the size of the salary or tariff rate, they are guided by Art. 133 of the Labor Code of Russia , according to which the monthly wage of an employee who has fully worked for the period of working hours and fulfilled labor standards (labor duties) cannot be lower than the minimum wage ( minimum wage ). (Until September 1, 2007, the second part of Article 129 of the Labor Code of Russia argued that the minimum wage does not include compensation, incentive and social benefits (that is, any allowances, surcharges, bonuses and other incentive payments, payments for work in conditions and in territories exposed to radioactive pollution, other compensation and social benefits), so it was thought that the salary (wage rate) must not be set below the minimum wage. However, since September 1, 2007 the second part of article 129 of the Russian TC is no longer valid. ^[2] ) According to art.133 TC Russian minimum honest wage established for the entire territory of the Russian Federation federal law and can not be lower than the subsistence minimum. Since January 1, 2014, the minimum wage is 5,554 rubles.

For workers whose work is paid according to the piecework system, the staffing table usually sets the tariff rate or salary, which, depending on the specifics of the organization, is calculated using certain methods.

When setting the salary, one should be guided by the requirements contained in the acts of labor legislation, as well as local regulatory acts - the Regulation on remuneration and bonuses in the organization and others.

In the staffing table there are several columns (6-8), united by the general name "Premiums". They reflect incentive and compensation payments (bonuses, allowances, surcharges, etc.) established by the current legislation of Russia (for example, northern allowances , academic degrees and other), as well as those entered at the discretion of the organization (for example, related to the regime or working conditions )

The current Labor Code of Russia does not contain clear definitions of the concepts of “ premium ” and “ surcharge ”.

Guided by generally accepted settings, it is possible to designate surcharges as payments accrued to employees for salaries (tariff rates) for special working conditions or working hours. Surcharges are made to workers engaged in heavy work, in work with harmful, dangerous and other special working conditions. The specific size of the supplement is determined by the employer taking into account the views of the representative body of employees, or a collective agreement, or negotiated in an employment contract. Currently, many budgetary organizations have sectoral regulatory legal documents that regulate the size of the wage increase for workers in the industry.

Wage increases are incentive payments in excess of the established salary, which stimulate employees to achieve higher production indicators, to increase professional skills and labor productivity. As a rule, allowances are established based on the results of certification of employees by decision of the qualification or certification commission.

Until the introduction at the legislative level of a definition of the concepts of premium and surcharge, it is difficult to distinguish or systematize this type of payment. The main things that need to be taken into account when forming the staffing table are the two main forms of bonus payments and surcharges.

The first form - interest , is set as a percentage of the official salary, and in the case of a revision of the size of the salary (rate), the size of the premium (surcharge) automatically changes.

The second form of payment is a premium or surcharge, set in the form of a fixed amount. Such a payment may remain constant even if the salary (rate) is changed, unless otherwise provided by the collective agreement or local regulatory act.

When establishing allowances or surcharges in the staffing table, a mark is made in the corresponding column - in what size and for what this allowance (surcharge) is established.

If it is impossible to fill columns 5-9 in ruble terms due to the use of other wage systems (for example, tariff-free, mixed, etc.), these columns are filled in the appropriate units of measurement (percent, ratios, etc.).

The ninth column “Total” is calculated by adding 5-8 columns and multiplying the resulting amount by the number of staff units from column 4. The total amount for all posts will be the monthly salary fund.

The monthly wage fund is the total cash that is provided for by the staffing table for employee benefits.

The staffing is signed by the head of the personnel department and chief accountant . If the staffing takes several sheets, the pages are numbered, then it is stitched and sealed with a seal , and the signature of the head of the organization.

Changes to the staffing table are made by the order on the main activity “On making changes to the staffing table”, which is signed by the head of the organization or his authorized person.

Except in cases of renaming structural units or posts, changes in salaries, the staffing table may change during the reorganization of the enterprise, with a reduction in the number or staff of employees. With a reduction in numbers, individual units are excluded, and with a reduction in staff, separate units are excluded. At the same time, employees who fill redundant positions or work in redundant professions are subject to dismissal under the relevant articles of the Labor Code of Russia.

Employees who are affected by staff changes must be familiarized with the signature order.

• Staffing
• Staff list

• A.V. Illarionov, E.Yu. Klimenko, S.I. Unknown. Self-taught top manager. - M .: Alpina Publisher , 2013 .-- 648 p. - ISBN 978-5-9614-2258-0 .