home Real estate What legislative level does the staffing table belong to? Drawing up the organization's staffing table. How often should a staffing schedule be drawn up?

What legislative level does the staffing table belong to? Drawing up the organization's staffing table. How often should a staffing schedule be drawn up?

Any organization in its work relies not only on legislative, legal and normative-methodological documents of national importance, but also on organizational and legal documents developed by the organization itself . Such documents include: charter, regulations, regulations, staffing, instructions, job descriptions.

After the development of the enterprise's charter, regulations on the organization, the staffing table is drawn up and formalized in full accordance with the organizational structure of the enterprise.

Organizational structure - a document establishing the quantitative and qualitative composition of the enterprise’s divisions and schematically reflecting the order of their interaction with each other. The structure of the enterprise is established based on the volume and content of the tasks solved by the enterprise, the direction and intensity of the information and documentation flows that have developed at the enterprise, and taking into account its organizational and material capabilities.

IN organizational structure all divisions of the enterprise and the order of their subordination are reflected. You can also reflect both vertical and horizontal relationships between departments.

The order of interaction between structural units is usually presented in the form of a diagram. A schematic image includes a general title, a graphic (line or line) image of the elements of the diagram, a legend (decoding of symbols), explanations and comments.

Staffing table: concept, drafting, sample design

Staffing table – an organizational and legal document establishing the quantitative and qualitative composition of the enterprise’s employees as a whole and for each of its structural divisions. The staffing table determines the structure, number and job composition of the enterprise's employees, indicating official salaries.

In column 5 “Tariff rate (salary), etc.” the monthly salary is indicated in ruble terms according to the tariff rate (salary), tariff schedule, percentage of revenue, share or percentage of profit, labor participation coefficient (KTU), distribution coefficient, etc., depending on the remuneration system adopted in the organization in in accordance with current legislation Russian Federation, collective agreements, employment contracts, agreements and local regulations of the organization.

In columns 6 - 8 “Additional allowances” shows incentive and compensation payments (bonuses, allowances, additional payments, incentive payments) established by the current legislation of the Russian Federation (for example, northern bonuses, bonuses for an academic degree, etc.), as well as those introduced at the discretion of the organization (for example, related to the regime or conditions labor).

If the organization cannot fill out columns 5 - 9 in ruble terms in connection with the use of other remuneration systems in accordance with the current legislation of the Russian Federation (tariff-free, mixed, etc.), these columns are filled in in the appropriate units of measurement (for example, percentages, coefficients, etc.).

Developing your own staffing form , you can take the unified T-3 form as a basis, adding or removing some of the details, taking into account GOST R 6.30-2003 and Part 2 of Art. 9 of Law N 402-FZ, which lists the mandatory details of the primary accounting document:

name and date of preparation of the document;
name of the economic entity that compiled the document;
content of the fact of economic life;
the value of the natural and (or) monetary measurement of a fact of economic life, indicating the units of measurement;
signatures, surnames (with initials), as well as positions of the persons who made the transaction, operation and are responsible for the correctness of its execution, or the persons responsible for the accuracy of the execution of the event.

In this article we will reveal one of the main concepts of personnel work. This is a staff unit. Let's see what place it occupies in the staffing table and what it specifically means. We will describe in detail how it is introduced, shortened, and justified.

A staff unit is...

Let's see what definition of the term is given by dictionaries. So, the staffing unit is:

A job unit that is provided for by the staffing schedule of an organization, enterprise, or institution.
One from the entire list of positions on the organization’s staffing table. Corresponds to one workplace.
One of the personnel (staff) positions.

Differences from related concepts

Many people confuse the staffing unit of an organization with related terms. Let's imagine the difference next.

Position and staffing unit. The first concept hides a certain set of work functions, the second - the quantitative component of the personnel schedule. Accordingly, one position may have several personnel units at once.
Rate and staffing unit. The first concept is a monetary value, the basis of the remuneration of a certain employee. And 1 staff unit is a living person, an employee. This is the difference between the terms.
Workplace and staffing unit. The first concept is an organized place for an employee to work. The second is a worker, a person. Several staff members can work at one workplace. For example, shift workers and cashiers.

State

A staff unit is, respectively, a component of the staff (staff) or personnel of an organization. This is the name of its permanent staff. Together they form a group formed according to professional or other characteristics, indicating positions, as well as salaries assigned to each (by position).

The entire set of employees of the organization will also be entitled to be called a staff. These are those who are engaged in labor activities, and those who are on the balance sheet of the institution, but are temporarily not working due to a number of reasons (sick leave, vacation, maternity leave, etc.).

And one more definition. Staffing - the entire set labor resources that are at the disposal of the organization and are required to carry out specific functions, achieve general goals and develop the institution.

According to Russian legislation, the terms “personnel” and “staff” are equivalent to the concepts “personnel” and “cadre”.

Staffing table

The staffing unit is contained in the staffing table. It means the regulatory documentation of the organization, which formalizes the structure, number and staffing of a given company, enterprise, institution, indicating the size of the salary depending on the position of the employee. This schedule reflects the existing (or planned) division of labor between employees, as prescribed in job descriptions.

"Rostrud" defines this document as local act institution in which the division of work responsibilities and payment terms are recorded in a consolidated form labor activity. The staffing table is adopted by the employer within the scope of his competence (Russian Labor Code, Art. 8). Hence he has every right to independently make changes to this act.

The Labor Code of the Russian Federation does not require the preparation and approval of a staffing table. Moreover, it does not even contain a definition of this phenomenon.

This document is valuable for the effective use of workers' labor. With its help, you can compare divisions and departments by the number of employees and workers, salary, and qualifications. This is the necessary data for analyzing the volume of work performed, the workload of employees, and clarifying job descriptions. Also, it is the staffing table that helps to understand the feasibility of the formed structure of the organization.

This document is prepared only using the unified T-3 form. It contains the following columns:

Name of company.
Document Number.
Date of preparation.
The period of validity of this schedule.
Staff size.

Name and code of this unit.
Position, rank, category, class.
Number of staff units in the staffing table.
Salary or tariff rate.
Columns where existing additional payments, allowances and their amounts are indicated. The “Total” columns are summarized.

The document is signed by the chief accountant and the head of the human resources department. Approved by order of the head of the entire organization.

Introduction of a new staff unit

If there is an objective shortage of workers, the organization has one reasonable solution - to add another personnel unit. According to Art. 8 of the Labor Code of the Russian Federation is a completely legitimate decision. In case of organizational, production and economic need, the personnel schedule may be replenished with a new position or additional staffing unit. The frequency and frequency of making such changes is determined by the employer himself.

Ready-made sample for introducing a staff unit Russian legislation doesn't offer. However, professionals advise carrying out this procedure in three steps.

Determining the need to add a unit to the staff.
Drawing up a new job description.
Drawing up a report document addressed to the manager.

Let us analyze the announced stages in more detail.

Entering a new personnel unit: step 1

Let us immediately note that in introducing a new staff unit this is the most difficult stage. To obtain compelling arguments in favor of replenishing personnel, it is necessary to analyze the standards for performing specific job responsibilities. And compare this data with the amount of work for the new staff unit. Then - a comprehensive calculation based on the organizational and technical conditions for performing work in a specific organization.

More specifically, the HR employee will have to do the following to justify the staffing position.

Collect all statistical information regarding the position. It will include a staff unit: functions, types of work, operations, labor costs.
When making calculations, production and time standards intended for a specific type of work are applied. If the organization does not have its own regulatory documents of this kind, then data approved by the Ministry of Labor of the Russian Federation is used.

After making calculations regarding the labor costs of employees already working in this position, a conclusion is drawn that the workload (in working hours per month) on them exceeds the norm. Hence the need for staff expansion.

Entering a new personnel unit: step 2

The next stage of entering a staff unit is drawing up a new job description. Based on the calculation of labor costs already carried out, the standards of work that the planned employee will perform are determined. Based on their (work) list, a draft job description is drawn up.

Let us turn to Letter No. 4412-6 of Rostrud. The document shows that even though the Labor Code of the Russian Federation does not contain references to job descriptions, they still refer to important documentation of the organization. The following must be indicated here:

Labor qualifications of the employee.
A complete list of his responsibilities.
List qualification requirements necessary to occupy the position.

The employer decides how to apply job description, what changes to make to it.

Entering a new personnel unit: step 3

A new staffing unit, a new position is usually introduced in a certain structural unit of the organization. Hence the third step - the head of this department submits a memo to the management of the entire company. The essence of the document is the rationale for introducing a new position or expanding the staff.

The main argument here will be labor cost calculations. It is advisable to confirm them with the following information:

Average indicators for increasing the range of responsibilities for this type of work. If this trend is stable, then it would be advisable to provide a forecast of the process for 2-3 years in advance.
Estimation of upcoming costs: comparison of the costs of increasing the salaries of existing employees with the costs of introducing a new staff unit.
An analysis of how effectively real workers can cope with the additional responsibilities they have acquired.
Goals, functions of a task that cannot be fully fulfilled by the same number of personnel.

Staff reduction

Reducing staffing levels is one of the problematic points in the work of a personnel officer due to the termination of employment contracts for this reason. But at the same time, this is a completely legal tool for optimizing the number of employees in an organization.

The reduction takes place in several stages:

Issuance of the corresponding order.
Notifying the employee and offering him an alternative.
Notifications from the employment center and trade unions.
Actually, the dismissal of workers.

Let's illuminate important points this process.

Issuance of a reduction order

The decision to reduce staff is made by the manager. He also issues the corresponding order. Its form is not legally approved. However, the order to carry out reduction measures must contain:

the date of these events;
employee notification periods;
information about changes to the staffing table.

Reduction process

Notification of employees who have been laid off - no later than 2 months before dismissal. The document is handed to each of them against signature. It must contain the rationale for the decision and the date of dismissal. It also lists the positions to which an employee can move if he or she so desires. According to the Labor Code of the Russian Federation, they must be offered until the day of dismissal.
If the employee agrees to the alternative, a transfer is issued. No - dismissal under Art. 81 (clause 2, part 1) of the Labor Code.
Notification trade union organization and employment services 2 months before dismissal. If a massive reduction is predicted - 3 months in advance.

When an employer is faced with a choice between several employees, it is important to remember the following:

Completing the reduction

The final three stages:

Issuance of a dismissal order in form T-3. The basis is an order to reduce staff.
The corresponding entry in work book employee under clause 2. part 1 of article 81 of the Labor Code.
Calculation of due payments: severance pay, as well as average earnings during 2 months of search new job. Additional compensation for those workers who decided to quit without waiting for the end of the 2-month period.

Thus, the number of staff units is the number of employees employed in a certain position. It is also important for the HR employee to know the basic aspects of entering and abbreviating these units.

What is staffing? This is a unified form that is used to indicate the composition of the organization’s personnel and its structure. In this article we will look at all the intricacies of filling out the list of staff positions and its features.

Unified staffing form T-3

Starting in 2013, at the federal level it was decided not to use approved forms for the formation of some personnel documents. Organizations were given the freedom to develop their own staffing templates.

The universal form T-3, however, is quite convenient and has already become a familiar way of creating such a schedule. In addition, this form includes all the necessary information. Thus, it continues to be used in many organizations. A sample staffing table will be presented in this article.

It should be remembered that the unified form of the form was developed and approved by the State Statistics Committee back in 2004. Thus, Form T-3 staffing table is a generally accepted template for filling out a list of staff positions. If an organization decides to develop its own form, it will still take this form as a basis as it is universal and practical.

Information in form T-3

What is staffing? The list of positions is a mandatory internal regulatory document that must be present in any organization, even if it is an individual entrepreneur. The list of staff positions must contain the following information:

List of divisions in the organization structure.
List of specialties, positions and professions with clarification of the employee’s qualifications.
Information about the number of units in the state.
Information on wages, namely: salaries and tariff rates, bonuses, wage fund, including for the organization in general. Every enterprise must have a staffing form.

The main task of the list of staffing units is to identify the number of personnel, the structure of the organization and the volume of the wage fund. This document should not contain personal data of employees and job descriptions.

The order on the staffing table is signed by the head of the organization.

The staff list (or the so-called staff replacement) is not regulated by regulatory documents. Unlike the staffing table, replacement is not considered a mandatory regulatory document in the organization, but is often filled out by default. This can be explained by the fact that it makes it possible to control vacancies, and the staffing position when hiring a part-time employee can be shared by several employees. Staffing replacement is compiled, as a rule, based on the staffing table filled out in the T-3 form. A column is added to it where the personal data of employees is noted. Full-time replacements are kept in the organization for 75 years. A sample staffing table is presented below.

Structural unit code

Filling out the form according to the staff schedule can be assigned to almost any employee working in the organization. It must be certified by the signature of the head of the organization, and also approved by his order. The procedure according to which this document is approved must be prescribed in the constituent documents of the organization.

For the first time, the staffing table drawn up in 1C is given the first number, and subsequently continuous numbering is used. Mandatory data specified in the staffing table are the date on which it was drawn up and the start date of its validity. These two dates may be different. Also, the T-3 form of the organization’s staffing table requires indicating the validity period of the list of positions, as well as data on the order for its approval and the number of units in the organization.

The main staffing table itself, as a rule, begins to be drawn up, indicating the codes of the organization’s structural divisions. Most often, codes are indicated in an order that makes it possible to establish the hierarchy and the very structure of the organization as a whole.

In the case where an organization has representative offices and branches, this is also taken into account in the staffing table as a structural unit and is entered accordingly. If the head of a branch is given the right to independently approve and change the staffing table, it is drawn up as part of the document for the entire organization.

Filling the main table

The third column must contain the name of the position in the staffing table, specialty and area of professional activity. They must be indicated without using abbreviated forms in the nominative case. The employer determines the name of the profession and position. However, if the work involves difficult working conditions, as well as the provision of benefits, then the following documents should be taken into account when filling out the staffing form:

When an organization registers an employee to perform a specific type of work, and not to assume a specific position, this must also be reflected in the staffing table.

The fourth column contains information about the number of units in the organization's staff. These can be either full-time or part-time positions. The latter are indicated in the document in shares, namely 0.5, 0.75, etc. Approval of the staffing table is entrusted to the manager.

When compiling a list of staffing units, special attention should be paid to the fifth column. It includes the tariff rate in rubles. In the simplest form of filling out, this column includes information about the fixed monthly rate.

However, in practice quite often a problem arises, since there is no fixed amount of remuneration. For example, this is relevant for such a form of remuneration as piecework. In this case, a dash is placed in the column, and in the subsequent tenth column the piece-bonus or piece-rate payment is indicated. Also included is a link to a regulatory document that determines the procedure for assigning wages, including its amount for a specific working standard. Using the same principle, it is recommended to fill out the staffing table for employees for whom hourly payment. If the staffing table assumes the presence of an incomplete unit in the state, the column with tariff rates is filled in as for the full salary due for this position.

Columns 6, 7 and 8 contain information about allowances not only accepted directly in the organization, such as for increased responsibility, long working hours, experience and knowledge foreign languages, but also provided for by law, for example, for work in difficult conditions of the Far North.

The staffing rules provide for filling out these items in ruble equivalent. If the organization provides more allowances than lines in the standard staffing table, then their number can be increased by a special order to amend the document form. If premiums are set as a percentage, then proceed as in the previous case.

The ninth column of the staffing table form, containing the item “Total for the month,” is drawn up only if all data was entered in ruble equivalent. The rules for filling out the list of staff units indicate that if columns 5 to 9 cannot be filled out in rubles, then it is permissible to use other indicators, for example, percentages or coefficients. However, in practice this is hardly feasible. Therefore, in most organizations, in this case, dashes are placed in all lines, and in the tenth column, containing notes, a link to regulations is indicated. Referring to the document that gives the right to determine the amount of the bonus for length of service allows you not to redo the staffing table when the amount changes. The tenth column is also intended for entering any information.

Filling Features

The universal form T-3 of the staffing table requires the signatures of the chief accountant and the head of the personnel department, but stamps are not placed on it. The law does not determine the timing of approval and the frequency of compiling a list of staff units. The employer is given the opportunity to resolve this issue independently. Changes to the list of staffing units are made if there is a need to include new structural units or positions in it. The same applies to the exclusion of schedule items, as well as changes in salary, names of positions or departments. Any amendments made to the schedule must be supported by an order from the head of the organization.

There are two ways to amend the list of regular positions, namely:

An order to make certain changes.
An order approving a new list of staffing units.

It’s quite easy to create a staffing schedule in 1C.

If the staff or number of employees is reduced or the salary changes, this must also be reflected in the staffing table. It should be taken into account that the changes must come into force no later than two months after the relevant order is signed. This rule is due to the fact that the employee must be notified of a reduction or changes in pay two months in advance.

However, not everyone knows what staffing is. This is a document of permanent storage in the organization. Control and supervisory organizations, for example, the Social Insurance Fund, the Pension Fund of the Russian Federation, tax authorities, labor inspectorates, etc. may require this document to be provided to them during the inspection. Moreover, if an organization does not comply with this condition, it may be fined 200 rubles for each document that was not provided at the request of the inspection organization.

Written orientation for employees

Many people wonder whether there is a need for employees to familiarize themselves in writing with the staffing order. Federal organization on Labor and Employment provides the necessary clarification on this issue in its letter of 2014. It explains the status of the organization's staffing schedule. For Rostrud, in turn, the Government assigned at the legislative level in 2004 the functions of informing and consulting heads of organizations, as well as employees regarding compliance with norms and regulations Labor Code and rights. It should be taken into account that the position of Rostrud is not a normative legal act.

The Labor Code requires that an employee be familiarized in writing with the internal regulations, as well as other local regulations that are directly related to professional activity new employee. The package of documents for review also includes a collective agreement.

The State Statistics Committee issued a Resolution in 2004, according to which the T-3 form for drawing up the staff list is used to form the structure, composition and number of the organization, taking into account its charter. Since 2013, the T-3 form has been abolished and is optional.

Local regulations

As described above, the staffing table for the year is local normative act, which sets out the consolidated division of labor among the organization’s employees. Rostrud in its appeal emphasized that although it is a local regulatory act, it has nothing to do with labor activity. For this reason, the employer does not have to give the employee this document to review when applying for a position. However, it is possible that mandatory written familiarization of employees with the staffing list may be included in one of the clauses of the collective agreement, local regulation or agreement.

Hiring an employee for a position outside the regular schedule

A similar problem often faces employers. Before you figure it out this issue, you should understand whether the preparation of a list of staff positions is strictly mandatory. Many organizations neglect this document.

Labor refers to the relationship between an employer and an employee, providing for the performance of a certain labor function for a fee, that is, work according to a position according to the staff list. This point is regulated by Article 15 of the Labor Code.

An employment contract, according to Article 57, must contain certain information, namely:

Full name of the employee and name of the organization or individual entrepreneur between whom the contract is concluded.
Data identifying the employee and confirming the details of the employer.
Information about the person representing the employer who signs the contract, as well as the basis for such authority.
Date and place of signing the contract.

In addition to information about the employee and his employer, the employment contract must include:

Place of work. If we are talking about work in a representative office or branch of an organization, then this must also be indicated.
Labor function. It involves the inclusion of information about the position’s compliance with the list of staffing positions, specialty, profession and qualifications. The specific type of work performed by the employee is also indicated. If the Labor Code or other regulations provide for the payment of compensation or the provision of benefits to employees of certain professions and positions, this must also be stated in the contract and comply with the legislation and Resolutions of the Government of the Russian Federation.
The start date of work in the case of a fixed-term contract. In addition, the validity period of the agreement and the reasons that are the reason for signing it are indicated.
Terms of payment for work, including salary and tariff rate, allowances, additional payments and incentives in the form of payments.
Work and rest schedule if for a given position it differs from those generally accepted in the organization.
Guarantees compensation payments for performing work under dangerous or harmful working conditions. At the same time, the contract must specify all working conditions that may cause harm or damage to health or life.
The nature of the work and its conditions. This includes traveling, mobile and other types of activity.
Working conditions in the workplace.
Mandatory social insurance of the employee in accordance with labor legislation.

If at the time of conclusion of the contract all necessary information or conditions provided for by law, this is not considered a basis for terminating the agreement and declaring it invalid. The missing information may be included in an annex to the contract or an additional agreement. All these additional documents will form part of the main agreement.

Other information

An employment contract may also provide for other conditions if they do not contradict legal provisions and do not worsen the employee’s position. In particular, such information may include:

Clarification of the place of work, for example, indication structural unit and its location.
Conditions of the probationary period, if provided for in the contract.
Agreement on non-disclosure of secrets protected by law. This may be an official, state, commercial or other secret.
The employee’s obligation to work for a certain period of time in the organization after completing training. This is true if the employer paid for the training.
Conditions and types of additional employee insurance.
Improving the social and living conditions of the employee and his family.
Clarification of working conditions, as well as the obligations and rights of the employer and employee, which are established by the standards labor legislation and other legal acts.

The employment contract also includes information about additional pension insurance for the employee. By agreement of the parties, it may include the duties and rights of the employee and the employer provided for by labor legislation and other legal acts, as well as those arising from the terms of the collective agreement of a particular organization.

If any of the above items have not been included in the terms and conditions labor agreement, this cannot be qualified as a reason for non-fulfillment or refusal to exercise rights and obligations.

Finally

Thus, the norms of labor legislation require the organization to formalize a staffing table and its further use when hiring a new employee and concluding an employment agreement with him. That is, it turns out that it is not possible to hire an employee for a position that is not reflected in the staffing table. This would be a violation of the laws of the Russian Federation. The list of staff positions is a strictly mandatory document for registration in any official organization.

We looked at what staffing is.

M.A. Kokurina, lawyer

Staffing: we create it ourselves

A company cannot be fined for lack of staffing: this is not a violation of labor or tax laws. After all, the obligation to have such a document is not directly stated in the Labor Code. Although the phrase “in accordance with the staffing schedule” is still contained there Art. 57 Labor Code of the Russian Federation. In addition, this document is not the primary document required to recognize expenses in tax accounting. Why are online forums full of discussions about how to fill it out? And readers turn to our editors with similar questions quite often.

Why do you need staffing?

EXPERIENCE EXCHANGE

FIREPLACE Alexander

Chief accountant, Moscow

“How tenacious is our Soviet heritage, where the staffing table, along with the seal and estimates, was considered the basis of the financial independence of the institution: “...salaries according to the staffing table and taking into account the ratio of the number of managers, specialists and employees...”

Maybe in the budgetary sector control is rather weak, so it’s impossible to do without a staffing table. But in those working for profit commercial companies the most important thing is to save and control. If the company is small, then the manager knows by name who works, how and for what. In a medium-sized and, especially, a large company, HR reports are such that the standard staffing table, as they say, is not even close.

So think for yourself: should you have a staffing table or not. I answer like this: “In our organization there is no such document! »» .

In fact, a complete, correctly drawn up staffing table summarizes information about the number and structure of the organization’s personnel and salary costs. That is, from it you can see how many staff units are capable of ensuring the normal activities of the company and how much money is needed for salaries.

Unified forms of primary documents in electronic form can be found: section “Reference information” of the ConsultantPlus system

Inspectors want to see approximately the same thing from your staffing table. Tax or labor inspectorates, the Pension Fund of the Russian Federation and the Social Insurance Fund are instructed to request staffing during inspections, and they do so. Compare information from it with information on salaries from employment contracts, employment orders, pay slips, and employee testimony. In particular, to identify gray payments, check the correctness of calculation of insurance premiums or the application of tax benefits. clause 91 of the Methodological Instructions, approved. Resolution of the FSS dated 04/07/2008 No. 81; Appendix 1 to the Methodological Recommendations, approved. Resolution of the Board of the Pension Fund of January 30, 2002 No. 11p.

By the way, there are courts that support labor inspectorates and fine companies for violating labor laws when the salary specified in the employment contract does not correspond to the amount specified in the staffing table and Decision of the Leningrad Regional Court of 08/04/2011 No. 7-478/2011.

There is also such a position of judges: the staffing table fully confirms the amount of the employee’s salary on an equal basis with employment contract and an order for employment with Appeal ruling of the Supreme Court of the Republic of Buryatia dated 07.11.2012 No. 33-3034. But not all courts consider the staffing table a necessary document for the company, in particular proving the level of salaries in the organization and Resolution of the Federal Antimonopoly Service of the North-West District dated November 8, 2011 No. A26-3875/2010.

In addition, the staffing table may be useful in the event of a dispute with an employee dismissed with the wording “due to a reduction in the number of employees.” To prove the legality of dismissal Art. 179, paragraph 2 of Art. 81 Labor Code of the Russian Federation, you can submit to the court exactly staffing tables and/or orders amending them issued before and after refusal:

<или> from any positions, if there was a staff reduction (suppose the position of senior cashier was eliminated);
<или> from any staff units, when the reduction in numbers took place (for example, instead of three units of cashiers, there was only one).

WE TELL THE MANAGER

The staffing table with changes made to it will serve as additional evidence in the event of a legal dispute with an employee dismissed due to reduction in numbers or staff.

And if you have no changes in the staffing table on the date of issuing the order to dismiss the employee due to redundancy, the court may reinstate him at work and oblige you to pay him for the days of forced absence. Cassation ruling of the Supreme Court of the Udmurt Republic dated September 27, 2010 No. 33-3088.

So the decision to have or not to have staffing is really yours. And our further recommendations for those who answered yes to this question.

What to write down in the staffing table

When drawing up this document, you can use form No. T-3 approved Resolution of the State Statistics Committee dated January 5, 2004 No. 1. It is no longer mandatory, but in order not to reinvent the wheel, take it as a basis and, if necessary, modify it “for yourself.” Let's say there are no allowances in your company - then remove the unnecessary column.

FROM AUTHENTIC SOURCES

Deputy Head Federal service on labor and employment

“ It is recommended that the procedure for preparing primary accounting documents, including labor accounting and payment, be enshrined in a local regulatory act on the organization’s accounting policy.

Unified forms of primary accounting documentation for recording labor and its payment, approved by Resolution of the State Statistics Committee No. 1, contain the necessary details, comply with legal requirements, and are familiar in work. Therefore, it is recommended that you continue to use these forms, including Form No. T-3.”

We provide a sample of filling out the staffing table using the unified form No. T-3.

LLC "Yasnye Zori" You can write the full or abbreviated name of the organization as it is written in the constituent documents

name of company

Code

Approved
Resolution of the State Statistics Committee
Russia dated 01/05/2004 No. 1

OKUD form

0301017

according to OKPO

STAFF SCHEDULE	Document Number	Date of preparation	APPROVED
STAFF SCHEDULE	3Use continuous numbering for all your staffing tables - it’s more convenient	20.03.2013	APPROVED
for a period of ________ The period of validity of the staffing table may not be indicated, because the law does not establish the validity period of this document or mandatory periods for changing it. It can be approved once and be valid indefinitely if there are no changes to it. And if large-scale changes in the staffing table are needed, you better approve it anyway new edition, even when the validity period you set has not yet expired With " 1 » April 20 13 Separately indicate the date from which the staffing schedule comes into force. This way you can immediately see when it will become valid, and there is no need to look into the order for its approval.			By order of the organization dated "25" March 2013 No. 3-5
			Staff of 24 units

Structural subdivision		Position (specialty, profession), rank, class (category), qualification Work in some positions, specialties or professions is associated with the provision of benefits (for example, early retirement in old age) or the presence of some restrictions (for example, shortened working hours). In such cases, the names of these positions, specialties, professions, as well as the structural units in which they are registered, must exactly correspond to the names specified in qualification reference books. And all these names must be the same in the staffing table, employment contract, work book. Therefore, if you have, for example, hazardous production, heavy hazardous work, do not forget to check the List of industries, workshops, professions and positions approved Resolution of the State Committee for Labor of the USSR and the Presidium of the All-Union Central Council of Trade Unions dated October 25, 1974 No. 298/P-22	Number of staff units Here you indicate how many employees are provided for each position in your organization. You also write down incomplete staff units, for example, when working part-time work time- 0.25; 0.5; 0.75 bet. It is better to make the staffing table as complete as possible, that is, to include in it those positions and the number of them that are needed for the operation of the company. Then you won’t have to make changes to it every time new employees come to work.	Tariff rate, salary, etc., rub. The salary must be written down: in a fixed amount(without specifying a fork, for example 23,000-30,000 rubles); only in rubles(in cu or foreign currency - a violation for which the labor inspectorate may fine Art. 5.27 Code of Administrative Offenses of the Russian Federation); in an amount not less than 5205 rubles.- the current minimum wage for full pay and Art. 133 Labor Code of the Russian Federation; Art. 1 of the Law of December 3, 2012 No. 232-FZ	Allowances, rub. Indicate the allowances provided for by law (for example, regional coefficients for working in areas with special climatic conditions, additional payments for hazardous working conditions). Allowances, unlike salaries, can be written down: <или>in the form of a fixed amount in rubles; <или>as a percentage of salary; <или>in the form of a coefficient. There is no need to list bonuses, bonuses and personal allowances here.			Total per month, rub. (gr. 5 + gr. 6 + gr. 7 + gr. 8) x gr. 4 You can put a dash in this column if the premiums are indicated as percentages or coefficients. But for a complete calculation of the payroll, it is better to recalculate the percentage allowances into fixed amounts and include them in the total amount of wages	Note In the note you can note important features of the work schedule or payment for the position. In particular, in this column you can: <или>make a reference to a local regulation establishing additional payments “for harmfulness” in a higher amount compared to those provided for by law; <или>indicate that for some profession the payment is piecework
Name You can name your structural units and positions as you wish. For example, “accounting” or “department accounting and economics", " Chief Accountant"or "Head of the Accounting and Economics Department"	code You assign codes to departments yourself so that you can determine the structure of the company and the subordination of departments to each other
1	2	3	4	5	6	7	8	9	10
Administration	01	CEO	1	46 000	-	-	-	46 000
		Secretary	1	15 000	-	-	-	15 000
Accounting	02	Chief Accountant	1	34 000	-	-	-	34 000
		Senior accountant	1	28 000	-	-	-	28 000
		Economist	0,5	28 000	-	-	-	14 000
Purchasing department	03	Head of Purchasing Department	1	28 000	-	-	-	28 000
		Commodity expert	2,5	22 000	-	-	-	55 000
		Purchasing Manager	2	16 000	-	-	-	32 000
Retail department	04	Administrator of the trading floor	1	18 000	-	-	-	18 000
		Salesman	3	15 000	-	-	-	45 000
		Salesman-cashier	4	15 000	-	-	-	60 000
Technical department	05	Delivery driver	2	15 000	-	-	-	30 000
		Loader	4	12 000	-	-	-	48 000
		Total:	24		-	-	-	453 000

HR Director of the Belaya Dacha group of companies

For more than two years now, a single form has been used in Russia full-time schedules. Before the enactment of the Resolution of the State Statistics Committee of Russia dated 04/06/2001 No. 26, each organization compiled this local regulatory act in its own way. Until 2001, there was a legal act at the federal level that would establish the form and procedure drawing up full-time schedules for all organizations without exception, did not exist. For a long time, commitment full-time schedules, especially for small and medium-sized companies, has generally been questioned.

In April 2001, personnel officers finally received an official answer to the question of what should be regular schedule. And with acceptance Labor code Russian Federation, doubts about the binding nature of this document for the organization have completely disappeared.

Let's try to figure out together how to do it right draw up regular schedule and work with him.

What is meant by “staff” and “staffing”?

State- this is the composition of the organization’s employees, determined by management for a certain period.

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

Who should draw up the SR and make changes to it?

There is still no clarity on this issue. In different organizations, the functions of compiling staffing tables are performed by different structural units. When assigning responsibility for the formation of staffing to employees of any structural unit, management is often based on the size of the organization. Today in Russia there are both large organizations with a staff of over 500 people, and small enterprises with no more than 50 employees. There are also entrepreneurs without education legal entity who employ hired workers. Since most small businesses and individual entrepreneurs There are no personnel departments, no departments of organization and remuneration, then the staffing table is drawn up by accounting staff, managers or the entrepreneurs themselves. In medium-sized enterprises (from 100 people), as a rule, there is a personnel department or personnel service and, accordingly, the functions of drawing up and making changes to the staffing table are transferred to them (but there are often cases when accounting staff are again involved in drawing up and changing the staffing table).

IN large companies Having in their composition both personnel departments or personnel services, and departments of organization and remuneration, the named divisions are engaged in developing the staffing table.

It should be noted that the formation of a staffing table is a rather complex process, consisting of several stages and requiring the involvement of not only HR specialists, but also economists.

Where does the preparation of the ShR begin?

Before you begin drawing up a staffing table, you need to decide on the organizational structure of the enterprise. Organizational structure is a schematic representation of structural divisions. This document reflects all divisions of the organization and schematically outlines the order of their subordination. The organizational structure can also reflect both vertical and horizontal connections between departments.

It is problematic to clearly indicate where the boundaries of responsibility for drawing up the staffing table lie, but we will try to delimit some stages of drawing up the HR, and at the same time fill out the unified form No. T-3.

Where to start filling out the unified form?

Filling out the unified form T-3 “Staffing table” should begin with the name of the organization - it must be indicated in strict accordance with the name that appears in the constituent documents. In the case where an organization has both a full and an abbreviated name, the use of any name is allowed. In order to avoid questions and controversial situations, it is advisable to establish the rules for filling out details in a local regulatory act on documentation and document flow (regulations, instructions).

Next is the document number. For organizations where the staffing table is often subject to changes, it is advisable to introduce a separate numbering for the staffing table with a letter designation (for example, “shr”).

The date of the document is entered in a specially designated column in the form “dd.mm.yyyy.” The date of the staffing table does not always coincide with the start time of its validity, therefore, the unified form contains the column “Staffing table for “____”_______ 20, i.e. on a certain date from which the staffing table comes into effect.

The resolution of the State Statistics Committee of Russia, which introduced the unified form No. T-3, provides for the approval of the staffing table by order of the head of the organization. To do this, the date and number of the order, the number of staff units and the monthly fund are entered in a separate column. wages.

What is the name of the structural unit?

The first column of the unified form is called “Name of the structural unit.” If we are talking about a commercial organization, then, as a rule, there are no restrictions in the names of structural divisions, except for the requirements for terminology and generally accepted concepts and definitions (it is undesirable to name structural divisions with poorly understood foreign words). However, there are organizations in which a number of benefits provided to employees upon retirement (for example, medical and educational institutions, enterprises that include production facilities with hazardous working conditions). Therefore, the task of correctly reflecting the names of structural units in the staffing table falls on the HR department or the organization and remuneration department. To facilitate work in this direction, there are industry classifiers of hazardous industries or nomenclature of names of structural divisions, as well as tariff and qualification reference books, all-Russian classifiers, List No. 1 of industries, works, professions, positions and indicators in underground work, in work with particularly hazardous and especially hazardous difficult working conditions, employment in which gives the right to an old-age pension (old age) on preferential terms and List No. 2 of industries, jobs, professions, positions and indicators with harmful and difficult working conditions, employment in which gives the right to an old-age pension ( old age) on preferential terms.

The names of departments are indicated by groups:

management or administrative part (such divisions include the directorate, accounting, personnel department, etc.);
production units;
auxiliary or service units.

As a rule, the location of the names of structural units in most organizations corresponds to this order. The exception is for enterprises whose main business is trade. In such companies 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).

Supporting departments usually include the supply department, repair services, etc.

What is a “structural unit code”?

The structural unit code usually indicates the location of the structural unit in hierarchical structure organizations. It is also assigned for the convenience of document management (especially for large enterprises). By means of coding, the place of smaller units in the structure of large ones is indicated. For example, within departments there are directorates, within departments there are divisions, within departments there are groups. If a department is designated by the digital code 01, then the department within the department will, accordingly, be numbered 01.01. Departments and groups are designated in the same way.

How to fill out the “Profession (position)” column?

This column is filled out in strict accordance with tariff and qualification reference books and All-Russian classifier white-collar positions and blue-collar professions. The sequence of filling out 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 a structural unit, his deputies are located first, then leading and chief specialists, then the positions of performers. If a structural unit includes both engineering and technical personnel and workers, it is necessary to allocate engineers first, then workers.

What is a “staffing unit”?

Staff unit- this is an official or working unit provided for by the staffing table of the enterprise. As a rule, the number of staff units of organizations financed from the federal or regional budget is determined by higher-level organizations. The number of staffing units of a commercial enterprise is determined by its needs for certain types of work, the degree of urgency of their implementation and economic feasibility.

How to set the salary (tariff rate)?

Under salary (tariff rate) in accordance with Article 129 of the Labor Code of the Russian Federation, a fixed amount of remuneration for an employee for fulfilling labor standards is understood ( labor responsibilities) of a certain complexity (qualification) per unit of time.

Tariff rates are a tool for tariffication of employee remuneration in organizations financed from the federal budget in accordance with the Unified Tariff Schedule. Commercial organizations They set their salaries based on their financial capabilities.

It should be noted here that the salary or tariff rate in accordance with Article 133 of the Labor Code of the Russian Federation cannot be lower than legally established minimum size wages. It should also be taken into account that the minimum wage does not include additional payments and allowances, bonuses and other incentive payments, payments for work in conditions deviating from normal ones, for work in special climatic conditions and in territories exposed to radioactive contamination, other compensation and social payments.

When establishing official salaries or tariff rates, it is necessary to remember that the staffing table can only reflect the size of the salary or tariff rate, therefore it is completely impossible to take into account the wage fund. This is due to the fact that in enterprises with a shift work schedule, the wages of workers receiving an official salary are increased by the amount of additional payments for night work, and the labor of workers whose wages are calculated based on the tariff rate is paid depending on the number of hours worked at night. specific month and varies. In most organizations, the size of the monthly wage fund for reflection in the staffing table is calculated from the average number of working hours and is assumed to be conditionally equal to 166 hours per month.

For workers whose work is paid according to the piece-rate system, the ShR, as a rule, sets a tariff rate or salary, which, depending on the specifics of the organization, is calculated using certain methods.

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

What are “allowances and surcharges”?

In the unified form No. T-3 there are several columns united by the common name “Allowance”. The current Labor Code of the Russian Federation does not contain clear definitions of the concepts of “allowance” and “additional payment”.

Guided by generally accepted guidelines, we can designate surcharges as payments accrued to employees' salaries ( tariff rates) for special working conditions or work schedule. Additional payments are made to employees engaged in heavy work, work with harmful and (or) dangerous and other special working conditions. The specific amount of the additional payment is established by the employer taking into account the opinion of the representative body of employees or by a collective agreement or is stipulated in the employment contract. Currently, many budgetary organizations have industry-specific regulatory legal documents that regulate the amount of wage increases for industry workers.

Salary supplements- these are incentive payments in excess of the established official salary, which encourage employees to achieve higher production indicators, increasing professional skills and labor productivity. As a rule, bonuses are established based on the results of employee certification by decision of a qualification or certification commission.

Until definitions for the concepts of “allowance” and “additional payment” are introduced at the legislative level, it is difficult to distinguish or systematize this type of payment. The main thing that needs to be taken into account when creating a staffing table is the two main forms of payment of allowances and additional payments. The first form - percentage - is set as a percentage of the official salary, and in the event of a revision of the salary (rate), the size of the bonus (additional payment) automatically changes. The second form of payment is an allowance or surcharge, set as a fixed amount. Such payment may remain constant even if the salary (rate) changes, unless otherwise provided by a collective agreement, employment contract or local regulation. When additional payments or allowances are established in the staffing table, a note is made in the corresponding column about the amount and for what this allowance (addition) is established.

One of the most frequently asked questions is how to ensure that employees occupying the same positions receive a salary that corresponds to their level of qualifications, while at the same time observing the principles of equality laid down in the Labor Code of the Russian Federation? The solutions to this problem may be different - it all depends on the professionalism of the management team. When looking for your own solution, it is necessary to evaluate the existing remuneration system at the enterprise. But, basically, this problem is solved by establishing a “standard” salary for all employees working in a given position or profession, and remuneration for more qualified workers is made by establishing personal allowances for a certain period. When the employee confirms his qualifications by order of the head of the enterprise, the bonus is established for the next period.

What is “monthly payroll”?

Monthly payroll- these are the total cash, which are provided for by the staffing table and payment system in force at the enterprise for payment to employees.

When are changes made to the SR?

Changes to the staffing table are made when the number or staff of employees is reduced. When reducing the number of employees, individual units are excluded, and when reducing staff, individual units are excluded. At the same time, employees filling reduced positions or working in reduced professions are subject to dismissal under the relevant articles of the Labor Code of the Russian Federation.

Is it possible to make changes to the unified form No. T-3?

As stated in the resolution of the Goskomstat of Russia dated March 24, 1999 “On approval of the procedure for using unified forms of primary accounting documentation,” an organization can, if necessary, enter additional details into the unified forms of primary accounting documentation (except for forms for recording cash transactions) approved by the Goskomstat of Russia. In this case, all details of the approved forms remain unchanged (including code, form number, document name); Removing individual details from unified forms is not allowed.

Changes made must be documented in the relevant organizational and administrative document of the company.

The formats of the forms indicated in the albums of unified forms of primary accounting documentation are recommended and are subject to change.

When producing blank products based on unified forms of primary accounting documentation, it is allowed to make changes in terms of expanding and narrowing columns and lines, taking into account the significance of indicators, including additional lines (including free ones) and loose sheets for the convenience of placing and processing the necessary information.