Coefficient of labor participation (KTU) is a coefficient reflecting a quantitative assessment of the measure of labor participation of an individual worker in the overall results of the work of a group of workers, characterizing the total contribution of the employee to the general results of the work of the production team , team . Sometimes called - supplement for participation .
KTU is a generalized quantitative assessment of the labor contribution of workers, managers, specialists, other employees to the overall results of work. The base value is one or 100 . This corresponds to the average assessment of the work of performers and is established for those team members who in the accounting month complied with the established technological and quality standards, had no violations in the field of labor protection, labor discipline, or other requirements of job descriptions . Basic KTU increases or decreases depending on increasing and decreasing indicators, which are designed to reflect the individual contribution of employees to collective results. KTU is determined, as a rule, based on the monthly results of the work of the team. A guarantee of the validity of the establishment of KTU is a daily accounting of indicators that affect the increase or decrease of KTU.
KTU is used in remuneration when distributing brigade break- in (over-the-board part of piecework earnings), bonuses for production results, remuneration for the results of work for the year, other accruals to the brigade , department , section, workshop .
The tariff part of earnings is charged to the members of the brigade based on hourly tariff rates and hours worked, regardless of the KTU employee.
Collective earnings are not and with the help of KTU are not distributed:
- surcharges for work in harmful and difficult working conditions,
- surcharge for night time,
- surcharge for multi-shift operation,
- surcharge for work in overtime, on weekends and holidays,
- co-payment for the management of a team or unit;
- allowances for professional skill, classiness, work experience;
- payment for the performance of state or public duties;
- remuneration for inventions and rationalization proposals;
- allowances for temporary disability, pregnancy, childbirth
- other types of individual payments.
Advantages of using KTU
When calculating earnings solely in accordance with the ranks and time worked, individual production, the quality of work performed, compliance with labor and industrial-technological discipline, and other performance indicators of performers are not taken into account. The use of KTU strengthens the dependence of the wages of workers on the results of their labor.
Disadvantages of using KTU
KTU is positioned as a tool for the fair division of payments between members of the brigade, but in fact it is either a formal constant or a way of the brigadier's influence on subordinates.
Application Features
In preparation for the introduction of pay for KTU, employees should be familiar with the list of indicators that increase or decrease KTU, the procedure for calculating the total salary of each employee. The extra-earnings (piece-rate over-wage) accrued at the piece-rate rates for piece-workers and distributed according to KTU is not a bonus fund and is related to the cost of production (work, services ).