Who prepares the staffing table in the organization. staffing

Hello! Have you ever heard of a document like " staffing organizations"? But this is a document on the basis of which wages are calculated, as well as employees are hired and fired. Now we will try to tell in detail about what functions the SHR performs and how to compose it correctly.

What is "staffing"

Each of you at least once in your life has been in the personnel department of some enterprise. You have probably seen countless folders and personal files of employees. Surely many were interested in how the employees of this department collect and remember information about all positions, employees, etc.

And everything is quite simple. They have such a document as the staff list.

Staffing (SHR)- This is a regulatory document that indicates information about all the positions of the enterprise, the number staff members, the size of their tariff rates and the amount of allowances.

In other words, this is a document that contains generalized information about the number of employees of the enterprise and the available positions. In addition, the staffing table indicates the size wages for each position, taking into account all due allowances.
Very often this document helps the managers of the enterprise in the course of litigation. For example, due to a forced reduction in staff, a worker was fired and he filed for former leaders to court. In this case, the SR is direct evidence of the legality of the defendant's actions.

Because of the importance of this document, all pages are numbered, laced and sealed.

Download Sample order on approval of the staffing table

Download Staffing form N T-3

Staffing functions

Like any document, the HR performs a number of functions. The main ones of which are:

Possibility of organizing the working time of the staff;
Paying monthly salaries to employees;
Official registration of newly hired employees;
Leaving the rules of the internal daily routine;
Transfer of registered employees from one position to another, etc.

Staffing is a mandatory document

Every enterprise has a large number of documentation. There are documents that are mandatory, and there are those that are created out of necessity. To the question “Is the SR a mandatory document?” it is impossible to give a definite answer.

All due to the fact that the labor code does not imply the mandatory presence of an SHR in an enterprise. But if we consider this issue based on the requirements of Roskomstat, then it turns out that this document is necessary, because. it is the primary documentation for accounting for wage payments.

Although there are no clear rules in the legislation, most organizations conduct this species documentation. After all, the main part of state inspections begins precisely with the study of the SHR.

In fact, the presence of this document makes life easier not only for inspectors, but also for managers, HR and accounting departments.

What is the duration of the staffing

None official document No exact expiration date has been specified. The head himself has the right to indicate the period for which this document is drawn up. Most often, it is redone every year, and put into effect on January 1. When compiling the SR, the date of its validity is indicated. But if you do not specify a date, then the document is considered unlimited and does not need to be redone.

How much and where is the staffing table stored

On the basis of the decision of the Federal Archives, SR, after the expiration of the validity, must be stored at the enterprise for 3 years. And the shelf life of regular constellations is 75 years.

Regular arrangement- an optional document for each enterprise, which is created on the basis of the staffing table. He is mobile version SHR and includes more detailed information about the employees of the company (the full name of the workers, disability group, etc. are indicated).

Who makes up

Before proceeding with the creation of a document, the manager issues an order to change the staffing table, where he appoints an employee who will draw it up.

It can be absolutely any employee of the organization. But most often, such work is entrusted to employees of the personnel department, accounting or a labor rationing engineer.

How many copies of SHR should be in production

When compiling the SR, one copy of it is made. Therefore, the original and a copy must be kept by the Human Resources and Accounting Department.

Change in staffing

Sometimes changes have to be made to the existing SR. This is done in several cases:

If there is a reorganization of the company;
If you need to optimize and improve labor activity control apparatus;
If the changes made to the legislation require the introduction of mandatory amendments to the SR;
In the event of a change in staffing ;
Changes in positions in the staffing table;
Salary changes in staffing.

If the changes are minor and do not require the creation of a new HR, then the head issues an order to amend the staffing table. After that, the responsible employee makes amendments to the current document.

When changes are made to the staffing table, management is not required to notify employees in writing.

The second way to amend is to create a new SR.

With any changes in the SHR, amendments must be made to work books and personal cards of employees. Prior to this, it is necessary to obtain written permission for this action from employees.

For example, if the wording of the job title changes slightly, the employee must be notified in writing. Only then are changes made to the work book.

If the changes relate to the amount of salaries, in this case, the employee is notified in writing 2 months in advance. These amendments are made in parallel to the employment contract.

Is there a mandatory form of staffing

To compile the SR, most often they use a unified one. It is a form - a table in which you need to enter data.

Most organizations take the T-3 form as a basis and “customize” it to fit their enterprise. This is permitted, i.e. the uniform form of this document is not mandatory.

In cases where the company has state form management, then the staffing is drawn up in accordance with all the rules.

Organization staffing structure

The SR consists of a header, a table, and the data of the people who signed the document.

The first part of the documents contains the following information:

Name of the organization, according to the constituent documents;
The date of commencement of the SR, its number and validity period. Numbering can be assigned arbitrary.
Date and number of the order on approval of the staffing table;
General staff.

The second part is a collection of data for all positions. We will consider it a little later.

The third part contains the names and positions of the people who signed this document. Most often, this is the head of the personnel service and the chief accountant.

How to make a staffing table

We hope that no one had any questions when filling out the “header”, so let's move on to filling out the table itself.

1 count . Name of the structural unit. They must be listed in order of subordination. For example, administration, secretariat, financial department, accounting department, etc.;

2 counts. Department code. We number the units from top to bottom (01,02,03, etc.);

3 counts. Job title. Data must be entered in nominative case no abbreviations, singular, guided by qualification and tariff reference books;

4 counts . Number of staff units. This column indicates how many people of one position the company needs. This value can be either integer or fractional. For example, 2.5 could mean that 2 employees will work full-time and one part-time;

5th column . The amount of salary, tariff rate or bonuses. Indicated in rubles for each position. If, for example, 2 accountants work, but the manager pays them different salaries, then a single salary is indicated in the staffing table, and additional payments are prescribed in the allowance column. That is, the salary of employees in the same position should be the same;

6, 7, 8 columns . Allowances for special working conditions. They may not be, then dashes are put in the columns. But if the worker works at night, holidays, removes dignity. knots, etc., then according to the law he needs to pay some compensation;

9th column. In just a month. The data in columns 5,6,7,8 are summarized, after which it is multiplied by the number of staff units for each position;

10 count . Note. A local normative act may be indicated on the basis of which remuneration is carried out;

After entering the data, it is necessary to sum up the total by 4 and 9 column. Thus, we will find out the number of staff units in the staff list and the monthly payroll.

staffing approval

According to the rules for approving the staffing table, after compiling and verifying all the data, the SR signs the head, chief accountant and head of the personnel department. After that, the head of the enterprise issues an order to put this document into effect.

Conclusion

SR is not mandatory, but a very important document of any organization. Based on it, you can either accept a new one. In addition, it is used to pay wages to employees of the enterprise.

This document is not strictly regulated, so it can be “customized” for each organization and redone if necessary. This is the leader's lifesaver during the period of inspections by state bodies.

HR Director of Belaya Dacha Group of Companies

For more than two years now, a single form has been used in Russia full-time schedules. Prior to the entry into force of the Decree of the State Statistics Committee of Russia dated April 6, 2001 No. 26, each organization compiled this local regulatory act in its own way. Before 2001 legal act federal level, which would establish the form and order compiling full-time schedules for all organizations without exception, did not exist. For a long time, the obligation full-time schedules, especially for small and medium-sized companies, was generally questioned.

In April 2001, personnel officers finally received an official answer to the question of what should be regular timetable. 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 compose regular timetable 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- This is an organizational and administrative document that reflects the structure of the organization, contains a list of positions indicating their number and salaries. Also, the staffing table 1 reflects the amount of allowances and additional payments that exist in this 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, staffing functions are performed by different structural divisions. By assigning responsibility for the formation of the staffing table to the employees of any structural unit, management often starts from the size of the organization. Today in Russia there are both large organizations with more than 500 employees, and small enterprises, the number of which does not exceed 50 employees. There are also entrepreneurs without education legal entity who employ employees. Because most small businesses and individual entrepreneurs there are no personnel departments, no organization and remuneration departments, then accounting staff, managers or entrepreneurs themselves are engaged in staffing. In medium-sized enterprises (from 100 people), as a rule, there is a personnel department or a personnel service and, accordingly, the functions of compiling and amending the staffing table are transferred to them (but it is not uncommon for accounting staff to draw up and change the staffing table).

AT large companies, having in its composition both personnel departments or personnel services, and departments of organization and remuneration, the named divisions are engaged in the development of the staffing table.

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

Where does the compilation of the SR begin?

Before proceeding with the preparation of the staffing table, it is necessary to determine the organizational structure of the enterprise. 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 line 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. In the case when the organization has both a full and an abbreviated name, the use of any name is allowed. In order to avoid questions and disputes, it is desirable to fix the rules for filling in the details in the local regulatory act on documentation and workflow (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 time when it began to operate, therefore, in a unified form, the column “Staffing for“ ____ ”_______ 20 years is provided, i.e. on a specific 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 payroll are entered in a separate column.

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, apart from the requirements for terminology and generally accepted concepts and definitions (it is undesirable to call structural divisions 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, which include production with harmful working conditions). Therefore, the task of correctly reflecting the names of structural divisions in the staffing table falls on the personnel department or the department of organization and remuneration. To facilitate work in this direction, there are industry classifiers of hazardous industries or a nomenclature of names of structural units, as well as tariff and qualification reference books, all-Russian classifiers, List No. 1 of industries, jobs, professions, positions and indicators in underground work, in work with especially harmful and especially difficult working conditions, employment in which gives the right to an old-age pension 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 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 the logistics departments (the latter in this case are service departments).

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

What is a “structural unit code”?

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

How to fill in the column "Profession (position)"?

This column is filled in in strict accordance with the tariff and qualification reference books 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.

What is a "staff unit"?

Established unit- This is an official or work unit provided for by the staffing of the enterprise. As a rule, the number of staff units of organizations financed 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 and economic feasibility.

How to set 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 a labor standard is understood ( job duties) a certain complexity (qualification) per unit of time.

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

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

When setting official salaries or tariff rates, it must be remembered that only the size of the salary or tariff rate can be reflected in the staffing table, therefore it is completely impossible to take into account the wage fund. This is due to the fact that at enterprises with a shift work schedule, the remuneration of employees who receive an official salary increases by the amount of additional payments for night work, and the labor of employees whose wages are calculated from the size of the tariff rate is paid depending on the number of hours worked in 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 piecework system, the SR, as a rule, sets a tariff rate or salary, which, depending on the specifics of the organization, are calculated according to certain methods.

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

What are "surcharges and surcharges"?

In the unified form No. T-3 there are several columns combined common name"Supplement". The current Labor Code of the Russian Federation does not contain clear definitions of the concepts of "surcharges" and "surcharges".

Based on generally accepted principles, one can define surcharges as payments accrued to employees in addition to salaries (tariff rates) for special working conditions or working hours. 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 negotiated in an employment contract. Currently, many budgetary organizations have sectoral 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 stimulate employees to achieve higher production indicators, improve professional skills and labor productivity. As a rule, allowances are established based on the results of the attestation of employees by the decision of the qualification or attestation commission.

Until the introduction at the legislative level of definitions for the concepts of "surcharge" and "surcharge", it is difficult to distinguish or systematize this type of payment. The main thing to consider when forming the staffing table is the two main forms of payment of allowances and surcharges. 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 allowance (surcharge) automatically changes. The second form of payment is a surcharge or surcharge, set as a fixed amount. Such a payment may remain constant even if the amount of salary (rate) changes, unless otherwise provided by the collective agreement, labor contract or local regulatory act. When establishing surcharges or allowances in the staffing table, a note is made in the corresponding column about the amount and for what this allowance (surcharge) is established.

One of the most frequently asked questions is how to ensure that employees holding the same positions receive a salary corresponding to their level of qualification, while respecting the principles of equality laid down in the Labor Code of the Russian Federation? This task can have different solutions - it all depends on the professionalism of the management team. When looking for your own solution, you need to evaluate the existing wage 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 setting personal allowances for a certain period. When the employee confirms his qualifications by order of the head of the enterprise, the allowance is established for the next period.

What is a "monthly payroll"?

Monthly payroll are the total cash, which are provided for by the staffing table and the 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 the number is reduced, individual units are excluded, and when the staff is reduced, individual units are excluded. At the same time, employees replacing positions being reduced or working in professions being reduced are subject to dismissal in accordance with 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 State Statistics Committee of Russia dated March 24, 1999 “On approval of the procedure for the use of unified forms of primary accounting documentation”, if necessary, the organization can enter additional details into the unified forms of primary accounting documentation (except for forms for accounting for cash transactions) approved by the State Statistics Committee of Russia. At the same time, all the details of the approved forms remain unchanged (including the code, form number, document name); removal of individual details from unified forms is not allowed.

Changes to be made must be formalized by the relevant organizational and administrative document of the company.

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

When manufacturing 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 ease of placement and processing of the necessary information.

The work of each enterprise is based on the legislative acts of various levels of subordination. Big role in the life of any organization, local documents are adopted and published for the enterprise itself.

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The staffing table also belongs to documents of a local nature. The features and design features of this important document are disclosed below.

What is this document?

Staffing is a normative act of a local nature. Based on the Charter of the enterprise.

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

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

Includes:

Name of departments, assigning them a code.
Name of positions, specialties, professions, category, qualification class.
Number of employees, salary, allowances.

The staffing is designed to:

Form organizational structure enterprises.
Form the number of departments and staff units.
Establish a payroll system for employees.
Set allowances and their size.
Facilitate recruitment for vacancies.

What does the law say?

Normative base

Labor Code. Art. 15 and 57 contain references to the staffing table. This is due to the fact that the duties, rights and remuneration of the employee come from the staffing table.
Instructions for . It is indicated that all entries are entered in the work book on the basis of the staffing table.

There is no normative act that specifies the obligation to maintain a staffing table. Despite such a "hole in the law", all control services request this document.

With its help, information about employees, remuneration for the work done, etc. is checked and collected. Therefore, its absence is a violation of labor law and entails a fine.

Conclusion: the staffing table should be in every enterprise.

Responsible persons. Who is signing?

The head of the enterprise, the heads of the personnel and accounting departments have the right to sign in the staffing table. This means that the employees of these services are responsible for compiling, executing, making changes.

The signature is placed at the end of the document. If the staffing table consists of more than one page, signatures are put on last page in special lines for the signature.

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. This method possible if the adjustments are not significant.

The changes made to the staffing table affect the already working staff; accordingly, adjustments should be made to the labor documents of those employees whom they concern.

This may be a change in position, department, additional responsibilities, change,.

When changing positions, the employee must be informed in writing two months in advance.

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 application to the employee who is 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

When writing the staffing table, the organizational structure of the enterprise should be referred to.

This is due to the fact that when drawing up the schedule, it is necessary to indicate the departments that are part of the enterprise. Next, a standardized form is filled out.

Steps for entering data into a standardized form:

Indicate the name of the enterprise according to the constituent documents. If there is an abbreviated name, it must also be indicated - in brackets or on the line below.
Specify OKPO code.
Indicate the serial number, according to the Journal of registration of document flow. When making multiple adjustments, enter a separate numbering (for example, with a letter value).
The date of preparation of the document is entered in a special column. It may not always coincide with the time of its entry into force. In this regard, in the unified form there is a column indicating the date from which it enters into force.
In the column "State in the number of ... units" the number of official units is entered.
Graphs are being filled.

Sections, columns and their features

Section 1 "Name of the structural unit"

Departments, representative offices, branches are introduced.

Data is entered from top to bottom.

The first line indicates the management of the enterprise. This is followed by the financial department, accounting, personnel, department of economic issues.

After filling in the graph by the departments of the first level of subordination, it is necessary to enter data on production.

All shops and sections are indicated. After this level, data on service units (warehouse, for example) are entered.

Section 2 "Code of the structural unit"

With the help of this section, the hierarchical structure of the enterprise is clearly traced.

In order to facilitate the filling of this column, you should use industry classifiers.

A specific code is assigned to any structural unit in order to facilitate document management.

Assignment starts from large to small. For example, the department is 01, the departments in the department are 01.01, 01.02, etc., in the department, the group is 01.01.01, etc.

Column 3 "Position (specialty, profession), category, class (category) of employee qualification"

The section is filled on the basis of the Classifier of occupations of workers, positions of employees and wage categories.

For organizations that are funded from the federal budget, the use of a classifier is an integral part of the workflow process.

Data is entered in this column in accordance with the characteristics of the activities of each enterprise.

Section 4 "Number of staff units"

Contains data on the number of work units. The staff units of a budgetary organization are approved by higher organizations.

At an enterprise of non-budget forms of ownership, staff units are determined by its needs and economic feasibility. If the enterprise has staff units working at 0.5 or 0.25 rates, then when filling out this section, shares are indicated.

Vacancies fit into the number of vacant state units.

An example of a staffing table with a rate of 0.5:

Section 5 "Tariff rate (salary), etc."

This section contains data on wages by position.

With the help of the tariff rate, employees are remunerated for the duties performed in accordance with the employment contract. This payment method is actively used by state-owned enterprises and organizations. When charging salaries, it is necessary to refer to the Unified Tariff Scale.

Salary - a fixed remuneration for the performance of duties that are directly specified in the employment contract.

The formation of salary is carried out for a certain period of time (month, quarter, half a year).

The establishment of the salary of employees of budgetary organizations is based on the Unified Tariff Scale. Enterprises of private forms of ownership proceed from financial possibilities, but not below the minimum wage, which does not include bonuses, allowances, payments for special working conditions, etc.

The data is indicated in rubles.

Section 6-8 "Surcharges and Surcharges"

Contains data on incentive payments, compensations (bonuses,) established by the legislation of the Russian Federation (“northern”, for an academic degree) and introduced at the discretion of the organization (related to working conditions).

For enterprises and organizations that are financed from the state budget, the amount of allowances is established by the Government of the Russian Federation, for private ones - by the management of the enterprise.

Allowances are set as a percentage of salary. Payments are a fixed payment.

Section 9 "Total"

Columns 5 - 8 are summarized. All expenses during the month are indicated.

Section 10 "Note"

Changes are made to the column, clarifications according to the staffing table.

When is it compiled and approved?

A staffing table is drawn up when opening a new enterprise, branch, subsidiary, etc., and when significant changes are made.

Due to the fact that wages are paid monthly, it is most correct to set the date of entry into force on the first day of the month.

The staffing table is approved on the basis of an order or order signed by the head of the enterprise or an authorized person.

Also, in the staffing table, the appropriate details should be entered in the "Approved" column. Further, the data is entered into the Registration Journal, after which the number is entered into the order. Further, after the approval procedure, the staffing table is sent for storage.

Sample filling 2019:

Important nuances

Rounding of positions

When entering the staffing level, the staffing table may contain whole units and fractional ones.

There are two options for rounding staff units:

Rounding is carried out for each division.
Employment units are rounded for several departments.

Wherein:

Rates less than 0.13 = 0, i.e., recline.
Rates of 0.13–0.37 are equal to 0.25 of a regular position.
Rates 0.38-0.62 are rounded up to 0.5 rates.
Regular rates of 0.63-0.87 are equal to 0.75 rates.
Over 0.87 - full rate.

Drawing up a staffing table for individual entrepreneurs

According to the legislation, an individual entrepreneur can hire employees. 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.

Staffing helps to get rid of the difficulties of unpredictable situations when working with staff.

When compiling the staffing table for individual entrepreneurs, it is worth adhering to the same principles and rules as for large companies.

But at least it is worth filling out Columns 1-5.

Development of staffing in a budgetary institution

Staffing is an integral part of the work of any budgetary organization. It is also compiled according to the standardized T-3 form in accordance with all of the above principles and features.

However, for budget institutions mandatory is to use:

All-Russian classifier of occupations of workers, positions of employees and wage categories.
Qualification directory of positions of managers, specialists and other employees.
Unified Tariff and Qualification Directory of Works and Occupations of Workers (ETKS).

When compiling and introducing the staffing table at state enterprises, it is necessary to refer to industry regulations.

Employee familiarization

The regulatory legal acts relating to labor issues indicate: the employer is obliged to familiarize employees with the internal labor regulations, as well as other local regulations that directly affect his labor activity.

Familiarization is carried out under the signature. Accordingly, if the staffing table is a normative act of a local nature, then familiarization with it should be carried out in the same way.

From the foregoing, it should be concluded that it is necessary to maintain a staffing table in any enterprise. To simplify work with the staff, a standardized T-3 form has been adopted. Its use will simplify the work and interaction with regulatory authorities.

Although the obligation to fill out the staff list is not fixed by law, the inspection bodies mainly regard its absence as a violation of the laws. To avoid misunderstandings, managers should not neglect this important primary document. If only because it is useful for businesses in many ways. Let's figure out which ones, and also briefly consider the rules for filling out the T-3 form.

The staffing is normative document, the correctness of filling which is legislatively enshrined in the Resolution "On approval of unified forms of primary accounting documentation for accounting for labor and its payment" dated January 5, 2004

The terms used in the Decree are provided for by the Labor Code of the Russian Federation. Staff - the composition of the employees of this organization, which is planned to be available at a certain period of time.

Therefore, the staffing reflects the following points:

the structure of the enterprise (hierarchical subordination of individual workshops or horizontal interaction);
staffing (list of positions necessary for the normal functioning of the enterprise);
number of employees;
wages and bonuses.

Why do you need staffing?

Let's note some positive points:

staffing facilitates personnel analysis of the enterprise;
allows you to see a complete picture of the remuneration of employees;
recruitment or dismissal of employees is carried out in accordance with the staffing table;
resolved in court contentious issues relating to the reduction in the number of employees or the refusal of employment;
an employment contract is drawn up on the basis of staffing data (Labor Code of the Russian Federation, Articles 15 and 57).

An example of a staffing table in the T-3 form

Form T-3: how to fill out?

How to fill out the T-3 form correctly? The "cap" or the top of the staffing table includes the following items:

name of company. Must exactly match the name specified in the constituent documents of the organization;
OKPO code;
Document Number. Each company may use its own document numbering system. And staffing is no exception. The number may contain an alphanumeric designation or just a numeric one;
date of compilation (not to be confused with the date of commencement of action - see the next paragraph);
validity period (for staffing, usually a year);
date and number of the order enacting the staffing table.

The order of filling in the columns (the item number corresponds to the column number in the table of the T-3 form).

Columns 6 to 8 are filled in rubles or percentages. These columns contain data on all kinds of salary increments. The amount of allowances depends on many factors, for example:

certain (harmful) working conditions;
non-standard mode of operation;
systems of bonuses and encouragement at a particular enterprise;
norms established by the legislation of the Russian Federation.

Column 9 is calculated. The product of the data of column 4 and the sum of the data of columns from the 5th to the 8th inclusive is entered into it.

The procedure for compiling and approving the T-3 form

The qualification directory of positions imposes the obligation to draw up a staff list for a labor economist. Due to the frequent absence of such a position at the enterprise, sometimes this document is compiled by an employee of the personnel department. In those enterprises where there are no personnel workers, the T-3 form is usually filled out by accounting staff or even a manager.

Regardless of who filled out and compiled the staffing table, it must be certified and signed by the chief accountant and head of the enterprise.

The head of the enterprise approves the drawn up document. For this, an order is required. The order number is entered in a separate column of the T-3 form. This column is also the final one for the number of staff units of the enterprise and the monthly payroll. The order indicates the date of entry into force of the staffing table.

Form T-3 is usually drawn up for a period of one year. However, in large enterprises, this period may be less than a year. In addition, in order not to draw up a new staffing table during the year, the enterprise has the right to make changes to an already drawn up document. Such changes are formalized by order of the head. The order must indicate the rationale for the changes, for example, reorganization, reduction or expansion of production.

The staffing table is a clear confirmation that sometimes regulations are not required by law, but because it is in the interests of business. Yes, yes, the presence of this document is not required by law. And, nevertheless, it is in many, especially large, companies. In this article, we analyze important questions: why do we need a staffing table, how to draw it up correctly, who should approve how long it is valid and, most importantly, is it really possible to work without a “staff”.

From this article you will learn:

Why do you need a staffing table in an organization

"Cadres decide everything", - it is said in Soviet times, but has not lost its relevance in the modern business world. Indeed, if we compare an organization with a living organism, then the staffing will play the role of a skeleton in it - a structure on which personnel are “built up”: workers, managers, leaders of different levels.

How many employees does the company need in total? How many of them should take leadership positions? How many divisions are required? What are the growth prospects? How much should all these people be paid? If you ask such questions randomly, running a business will not be easy. But when there is a staffing table, the picture becomes much clearer. So, the first reason for compiling a staff is practical, it helps:

Form a clear structure of the organization.
Recruit an effective team and always respond in time to vacancies.
Manage payroll and control payroll.

It is not necessary to indicate the specific names of employees in the HR. This is a structural document on the basis of which the employment service fills the staff with employees. When an employee is hired or after his dismissal, the basic schedule does not change.

Another one important reason associated with possible checks. At first sight, Labor Code does not oblige employers to draw up an SR: you can prescribe job titles, job duties and salaries in employment contracts. On the other hand, there are a number of legislative acts, the requirements of which are quite difficult to fulfill without a staffing table.

For example, from articles 15 and 57 of the Labor Code it is clear that if according to labor agreement the employee performs the duties associated with a specific position, this position must comply with the SR. In other words, if the contract says that a person has been hired for the position of an office manager, the staff must contain this position. And if so, it is worth paying due attention to this document.

The presence of the SHR imposes certain obligations on the personnel service. So, if a position is listed in the schedule, an employee must be assigned to it. If the position is vacant, the HR department should know about it and look for a person. Otherwise, there may be sanctions during the verification, because this will violate the requirements of Law No. 1032-1 of 04/19/1991.

It is also worth noting that the staffing table refers to primary accounting documents. It may be asked for during a tax audit, as it is convenient to check salaries and payroll.

Who develops and composes

The question of who should develop the staffing table is one of the most frequent on the HR forums. And this is not surprising, because there are no legislatively approved standards regarding SHR. On this basis, even a professional joke appeared: "The staff list is the one who occupies the corresponding position according to the staff list."

But seriously, one should take into account the peculiarity of this document - it combines personnel issues with financial ones. Therefore, it is logical that the structure of the organization and the titles of the positions be prescribed by the specialists of the personnel department, and the economists or accountants would deal with the columns relating to the tariff rate, allowances and other financial issues.

Theme of the issue

Also read about how to safely pay for work on holidays and weekends, how to behave during a GIT check, and what conditions you need to urgently remove from your employees' employment contracts.

Fill Features

If the specifics of the company involve the use of temporary or seasonal workers, it is worth supplementing the SR with the column "Terms for the completion of work." If the state has employees who work in hazardous conditions, their job titles must match those listed in state classifiers and other regulations.

If the staffing table is drawn up and approved, the titles of positions in employment contracts must match those specified in the SR.

Divisions on staffing

It is advisable to provide for all divisions of the organization in the staffing table: from departments to branches. This means that if a company has branches, including in different cities, it is not necessary for them to develop separate documents, it is enough for the SR to fill in columns from 1 to 10 for each subdivision.

How to approve

The staffing table is approved by the head of the company or an employee who has such authority (this should be indicated in the constituent documents).

It is necessary to issue an order to approve the staffing table, and in the document, in the approval stamp, put down the data on the order: its number and effective date.

Shelf life

Like other organizational and regulatory documents of the company, the staffing table has a certain shelf life. To determine how long this document should be kept, we turn to the order of the Ministry of Culture No. 558 of 08/25/2010. It has several positions associated with SR:

Staffing tables and changes to them are stored permanently if they are developed at the same enterprise. If on the side, then the shelf life is only 3 years.
SR projects and working documents for the preparation of such documentation - 5 years.
Internal correspondence related to changes in the SR must be kept for 3 years after these changes have been adopted.
The adjacent document (staffing arrangements) should be kept for 75 years.