Tariff schedule by grade for 2020: nuances of determining salaries

What specialties should there be?

In order to determine the positions that, according to the organization’s work activities, should appear in the staff schedule, you need to rely on the mandatory nature of the act: if the enterprise is listed as state-owned, then strict control over the staffing table and an indication of all potential vacancies at the enterprise are necessary , and Likewise, the designation of the total number of positions occupied by workers.
Staff positions may include the position of lawyer, contract manager, security guard, electrician, foreman and many other specialties.

https://youtu.be/gNqPg-JzG8U

What kind of document is this?

The staffing table is a local normative act. Based on the Charter of the enterprise.

For unification, the State Statistics Service approved the T-3 form.

Staffing form T-3

At enterprises it is used to register the number of employees, their composition and structure.

Includes:

Name of departments, assignment of codes to them.
Name of positions, specialties, professions, category, qualification class.
Number of employees, salary, allowances.

The staffing table is designed to:

Form the organizational structure of the enterprise.
Form the number of departments and staffing units.
Create a system for remunerating employees.
Set allowances and their size.
Facilitate the selection of personnel for vacancies.

Categories and types according to the classifier

Let us turn to Federal Law No. 79, which classifies and regulates categories and groups of positions in the civil service of the Russian Federation.

Main groups of job positions in the staffing table:

higher;
main;
presenters;
elder;
juniors.

Main categories:

Managers - they occupy the highest positions in the organization and carry out activities to manage all the resources of the enterprise, including personnel. This category is divided into 3 groups: senior, main and leading managers.
Assistants – These employees are otherwise known as advisors. They are responsible for supporting their superiors, in other words, they carry out their orders and take full responsibility, temporarily occupying the position of leader if necessary.
Specialists are engaged in professional activities within the framework of specific tasks set by management. This category is divided into 4 groups: senior, chief, leading and senior specialists.
Supporting specialists are classified as supporting the activities of the enterprise; their area of work is extensive and includes the following points: business affairs, documentation, organizational, financial and economic and information.
This category is divided into 4 groups: main, leading, senior and junior support specialists.

Below is a sample staffing table indicating staff units:

Common woodworking professions

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Diploma of professional retraining in the field of landscape architecture and garden construction.

Certificate of advanced training in programs for the management and operation of apartment buildings.

Conducting the technological process for the production of krypton-xenon mixture. Purge and switching of acetylene absorbers and filters, monitoring the operation of electric or water gas meters, pressure gauges and differential pressure gauges. Supervise the washing, disassembly and assembly of expander filters. Monitoring the filling of containers and cylinders with liquid oxygen.

The ETKS provides a description of job responsibilities and work performed for each profession, the categories of working professions, as well as the qualification requirements for an applicant for the specified profession. The Unified Tariff and Qualification Directory of blue-collar professions presented on this website is current as of May 2020.

The number of professions in the issue was reduced from 156 to 112 items. New professions have been included: “Operator of impregnation of facing materials”, “Manufacturer of decorative furniture elements”, “Manufacturer of special matches”, “Operator of an automatic line for the production of white pencil”, “Operator of a rolling line”, etc.

How to choose the right name to fit?

If the performance of work by certain employees is associated with the provision of benefits and compensation, then the title of the position must necessarily correlate with Article 57 of the Labor Code of the Russian Federation, that is, it must be selected using qualification reference books or the relevant provisions of professional standards approved by the Government of our state.
Read also: Notice of selection of a separate tax authority
In general, when choosing a name you should rely on:
reference books;
regulatory acts: departmental and industry;
as well as legal regulations that establish mandatory requirements for the names of specialties, professions and positions (all necessary documents can be found on the portal of the Ministry of Labor of the Russian Federation).
Despite the above points, the selection of a name can be carried out at the request of the employer, if none of the found options suits him.
This often happens in the IT sector and beyond, since the nature of some professions changes greatly from year to year. Important! However, it is important to note that the title of the employee’s position must fully correspond and correctly reflect the essence of the work being performed.

Tariff schedule in the commercial sector

If it is difficult to create tariff coefficients for the unified tariff scale 2020 yourself, you can “borrow” samples from industry agreements for the period until 2020 - documents created by associations of specialized employers and approved by the relevant trade unions.

We recommend that you study the Industry Agreement for Ground Urban Electric Transport Workers: it takes into account all the features of remuneration for workers, and also provides a tariff schedule.

There are 13 skill levels for transport workers; tariff category of tram and trolleybus driver - 6th or 7th (depending on the length of the train); the highest coefficient for the 13th digit is 4.13, but there is a fork (from 3.90 to 4.13). By the way, this is also how the Decree of the Government of the Russian Federation dated December 10, 2016 No. 1339 is implemented, stating that the average salary of a manager can be no higher than eight times the average earnings of employees (relevant for state and municipal institutions).

An example of how a coefficient turns into a salary

An example of calculation for a tram driver in St. Petersburg.
Skill level - 5th. The odds range is 1.63–2.06.
Minimum wage in St. Petersburg (salary for 1st category) = 18,000.
Let's multiply the tariff rate of the 1st category (minimum wage) by the coefficient: we get the driver's salary: 29,340–37,080 (excluding allowances and compensations).

Profession codes - what are they, what are they used for?

The job classifier is a catalog of all professions related to the activities of the enterprise; for convenience, it indicates the codes used in the staffing table.

Code and category are structural indications of subordination . Let's say the main department is numbered 03, in which case the employees who are subordinate to it will be displayed as 03.01, 03.02, and so on. Categorization also adds the corresponding numbers to the overall code if subsequent division occurs.

Institutions engaged in government activities are a priori required to have this directory, but other organizations are not subject to such requirements.

Procedure of introduction

The catalyst for such actions is an increase in the number of employees in the company or optimization of existing processes.
This work has the right to be undertaken by bosses, employees of the personnel and legal services and accounting departments, and it is worth remembering that ordinary employees can also do such work if they have a power of attorney drawn up in writing.

To introduce a new position, first of all, an order is issued, certified by the signature of the manager, to amend the staffing table. It states:
date and place of approval;
the person who carries out the execution of the order;
and the reasons for making adjustments, this may be due to improving the structure of the organization, reorganizing the division, optimizing management work, etc.
And after this, the content of the staffing table columns is changed and a new position is added in accordance with the general procedure.

Change procedure: subtraction and renaming

In all these procedures, as well as for introducing a new position, it is necessary to issue an appropriate order, certified by the signature of the main person of the company.
If the position is unoccupied, then you can only get by by issuing an order and proceeding with the implementation of your plans.
However, if the position is occupied by an employee, he must be notified.
And after receiving his consent, a document agreement is drawn up in addition to the labor contract. This is due to the fact that the name of the vacancy is written down both in the contract and in the work book. Therefore, the procedure for reducing and renaming a vacancy involves making adjustments to all accompanying documents.

Sample notification to an employee about renaming a position:

Sample additional agreement to an employment contract:

Job titles: changes in ECSD and ETKS

Let us remind you that from January 1, 2020, the National Classifier of the Republic of Belarus “Occupations” (OKRB 014-2017) (hereinafter referred to as the classifier “Occupations”), approved. Resolution of the Ministry of Labor and Social Protection dated July 24, 2017 No. 33.

For reference: the classifier “Occupations” included the classifier of the same name (OKRB 014-2007) and the National Classifier of the Republic of Belarus “Professions of workers and positions of employees” (OKRB 006-2009), approved. Resolution of the Ministry of Labor and Social Protection dated October 22, 2009 No. 125 (hereinafter referred to as the classifier of professions of blue-collar workers).

In this regard, some regulatory legal acts are currently being brought into compliance with the “Occupations” classifier.

In particular, Resolution No. 57 introduced changes in terms of references to the previously existing classifier of professions of workers and employees, and also approved certain editorial changes to certain resolutions of the Ministry of Labor and Social Protection.

The “Occupations” classifier included all the elements of the classifier of blue-collar professions and office positions, and in connection with the established structure of the “Occupations” classifier, the numbering of tables has changed in comparison with the previously valid elements.

In particular, Resolution No. 57 replaces references to the classifier of professions of workers and employees with references to the classifier “Occupations”, incl. and when specifying classifier tables:

– in paragraph 4 of Chapter I “General Provisions” of the qualification directory “Public positions of civil servants”, approved. Resolution of the Ministry of Labor and Social Protection dated October 24, 2003 No. 135;

– in paragraphs 3 and 4 of the General Provisions of the Unified Tariff and Qualification Directory of Work and Professions of Workers (ETKS), approved. Resolution of the Ministry of Labor and Social Protection dated March 30, 2004 No. 34 (hereinafter referred to as the General Provisions of the ETKS);

– in paragraphs 2, 3 and 4 of the General Provisions of the Unified Qualification Directory of Employee Positions (ECSD), approved. Resolution of the Ministry of Labor and Social Protection dated January 2, 2012 No. 1 (hereinafter referred to as the General Provisions of the ECSD).

Editorial changes have also been made to the General Provisions of the ETKS in terms of eliminating the appendix to it in the form of a list of issues of the ETKS.

Let us consider, from the point of view of practical application, changes in some norms of the General Provisions of the ECSD, which were amended by Resolution No. 57.

In particular, the new edition sets out Part 4, Clause 5 of the General Provisions of the ECSD, which provides for the conditions for introducing the position of an employee using the derivative “chief”.

Thus, the derivative of the position “chief” is applied in the following order.

An employee whose position requires the use of the derivative “chief” may:

– head one structural unit: for example, the chief economist is the head of the economic planning service;

– head two or more structural divisions: for example, the chief economist is the head of a division that includes accounting and the planning and financial department;

– manage employees who are part of other departments: for example, the chief technologist manages the process engineers who are part of the production departments. In this case, an important condition is that the labor function of the chief specialist and his subordinate workers relates to the same type of economic activity;

– be a member of the organization’s staff in the singular (without subordinate employees): for example, the chief specialist is assigned the functions of managing and coordinating the type (direction) of activity, if this is provided for by the relevant legislation.

Resolution No. 57 makes an adjustment to the norm of the General Provisions of the ECSD (Part 8, Clause 10), which determines the labor function of the deputy head of an organization (structural (separate) unit).

In particular, the duties of the head of a structural unit are performed by his deputy in all cases of his absence, and not only in cases provided for by law (labor leave, illness, business trip, etc.), as previously provided for by the General Provisions of the ECSD.

Posted by:

Irina NOVIKOVA, economist

The article is available for free viewing until:

01.01.2028

What to do if any unit is not on the schedule - is it possible to hire an employee?

Under such circumstances, you can hire an employee in a non-governmental organization , where the order of all internal processes is regulated by the authorities, but you need to understand that if there are no positions in the staffing table, then this may in the future somewhat complicate the event of reducing the number of employees.

In addition, in certain situations this is regarded as a violation of paragraph 4 of Article 5.27 of the Code of Administrative Offenses of the Russian Federation by tax authorities. And as a result, the organization has to open a lawsuit to challenge the illegal actions of Federal Tax Service employees.