Features of staffing. Staffing: we solve emergency situations

Staffing is a staffing plan. Some companies neglect drawing up a staffing table, since it is not a primary document, and Form No. T-3, which is used for its preparation, is advisory in nature. However, in practice, staffing is necessary and helps the employer both for internal control and management, and when communicating with inspection authorities. Today we understand all aspects of its preparation and conduct.

What are the consequences of lack of staffing?

The staffing table is usually asked to be presented to labor and tax inspectorates during inspections. Its absence is interpreted as a violation of labor and labor protection legislation. For such a violation, the official is fined 1-5 thousand rubles, the organization - 30-50 thousand rubles (Article 5.27 of the Code of Administrative Offenses of the Russian Federation).

The staffing table helps justify the dismissal of employees due to staff reduction when considering a case in court. Without a staffing table, it is difficult for an employer to prove that dismissal is justified. It will also be impossible to prove that at the time of dismissal there were no vacancies in the organization that could be offered to laid-off employees (the employer is obliged to offer other jobs during layoffs under Article 179 of the Labor Code of the Russian Federation).

Who and how should draw up and maintain the staffing table?

Generally speaking, drawing up a staffing table is the sacred duty of a labor economist from the department of organization and remuneration (Qualification reference book for positions of managers, specialists and other employees, Resolution of the Ministry of Labor of Russia No. 37 of August 21, 1998). However, in fact, the staffing table is prepared by accountants, personnel officers and lawyers. The head of the company and the chief accountant are officially responsible for the staffing table, since they sign it.

The staffing table can be drawn up for any period, but it is usually done for a year. In order for this procedure to go smoothly every time, it is worth describing it in the Office Work Instructions:

indicate the terms and rules for the development and introduction of changes;
form of an order for approval of the staffing table;
persons responsible for the formation and signing of the staffing table and orders;
the composition of legal and local regulations of the employer, on the basis of which the staffing table is created;
employees with whom it is necessary to coordinate the draft staffing table and changes to it.

What form should I use to draw up a staffing schedule?

The staffing table is a local regulatory act that describes the organizational structure of the company and its personnel. The schedule is drawn up according to form No. T-3 (Resolution No. 1 of the State Statistics Committee of the Russian Federation “On approval of unified forms of primary accounting documentation for recording labor and its payment” dated January 5, 2004), which is advisory. It can be adapted to the needs of the company. However, in our opinion, it is better to use form No. T-3, since it contains all the necessary data.

How to fill out form No. T-3?

We fill out the form details as follows:

Name of company must fully comply with what is enshrined in the constituent documents, including the abbreviated name and name in a foreign language. If there is an abbreviated name, it is indicated in brackets, following the full one.

Organization code— eight characters of the code according to the All-Russian Classifier of Enterprises and Organizations (OKPO).

Date of preparation in HH.MM.YYYY format

Validity. It is indicated how long the staffing table will be valid and from what date it comes into force.

Fill in the fields, there are 10 in total.

Name of structural unit indicated without abbreviation in accordance with the classification of departments approved by the employer. If there is no classifier, then in alphabetical order or in descending order of the number of department employees.

If the provision of benefits to employees depends on the name of the division, you must indicate the name of the division in accordance with industry classifiers of hazardous industries and other relevant documents.

Structural unit code. Also indicated in accordance with the classifier in which they are arranged by functional importance. If there is no classifier, codes can be assigned to departments arranged in alphabetical order or according to another principle.

Position (specialty, profession), rank, class (category), qualification. Indicated without abbreviations as part of a structural unit, starting from the manager to the technical contractor. Attention: workers have professions, employees have positions (paragraph 7 of article 144 of the Labor Code of the Russian Federation).

Number of staff units indicated for each position or profession. If part-time work is envisaged, it is indicated in the appropriate shares (for example, 0.5; 2.75, etc.).

Tariff rate, salary indicated in the amount of the monthly salary depending on the remuneration system (tariff, salary, percentage of profit, labor participation coefficient, etc.) The salary amount must be indicated in rubles or as a percentage, coefficients, etc. It is better to abandon the practice of indicating salaries in dollars. Formally, this is not prohibited; the Labor Code of the Russian Federation only talks about the employer’s obligation to pay wages in rubles. That is, the salary is simply converted into rubles at the current exchange rate. However, judicial practice suggests that there is a violation here.

The Labor Code of the Russian Federation does not contain rules that directly prohibit the employer from setting the amount of wages in foreign currency (conventional units), since in Part 1 of Art. 131 of the Labor Code of the Russian Federation speaks only about the payment of wages in cash in the currency of the Russian Federation (in rubles). But according to Part 3 of Art. 129 of the Labor Code of the Russian Federation, the tariff rate and salary have a fixed amount, which must remain unchanged during the term of the contract. And since the salary is always calculated at the current exchange rate, a fall in the dollar exchange rate, according to the court, can lead to a deterioration in the employee’s payment conditions.

Allowances. Columns 6-8 indicate incentive and compensation payments established by law or at the initiative of the employer.

In the column Total indicate the total amount of columns 5-8 (salary and allowances), multiplied by the number of staff units.

Note filled in if the information in the form columns is ambiguous and requires clarification.

The draft staffing table is signed by the manager and chief accountant.

Don't forget to put the document number in the appropriate box on the form.

The draft staffing table is ready, what next?

The staffing table is approved by the relevant order for the main activity. The text of the order indicates the fact of approval of the staffing table, the total number of staffing units and the date for putting the document into effect. The order is signed by the head of the company or another authorized person, and then registered in the Register of Orders for Main Activities. The registration number is stamped on the order. Then the order and staffing table are sent for indefinite storage, as a rule, together with other orders for the main activity.

How to make changes?

Since the staffing table is approved by order, changes to it are also made by order. The date the change order is issued and the effective date of the change are usually not the same. If the changes are minor, amendments to the schedule are issued, and if they are large-scale, a new staffing schedule is drawn up with a new order for its approval.

Changes to staffing levels usually affect employees and are therefore followed by changes to employment contracts. In most cases, their use requires the consent of employees, compliance with staff notification periods, etc.

Attention: familiarization of the employee with the order to amend the staffing table does not confirm his consent to change the terms of the employment contract.

Let's see how to reflect changes in employee salaries. The employer is obliged to notify the staff about this two months in advance, and then issue an order to make changes to the staffing table. The order specifies positions, new salaries and the date the changes come into force. HR department employees who will make changes to employment contracts familiarize themselves with the order upon signature.

Then additional agreements are concluded with employees. It is not enough to limit yourself to the fact of an increase or decrease in salary - you need to indicate the reasons (according to Articles 22 and 132 of the Labor Code of the Russian Federation, an employee’s salary depends on qualifications, the complexity of the work performed, the quantity and quality of labor expended). Otherwise, the employee, for example, will be able to demand additional payment for previous periods in which he did the same thing, but for less money.

Attention: reduce wages unilaterally under Art. 74 of the Labor Code of the Russian Federation is possible only when organizational or technological working conditions change. For example, when adopting a new personnel management policy, when modernizing production, reducing the volume of output, or reorganizing production.

However, for such a maneuver, the position and qualifications of the employee must not change; the employer must prove that the conditions specified in the employment contract could not be maintained, and failure to make a decision to reduce salaries would lead to massive staff reductions. Arguments in the form of a decrease in demand for services or products or a drop in profits are not enough.

The staffing table, or “shtatka,” is a necessary regulatory document that determines the composition of the organization’s employees, indicating their positions and salaries. Before drawing it up, it is necessary to have a clear idea of the sequence of production processes and the number of divisions of the organization. For this purpose, the structure of the organization is first developed, which gives an idea of the composition and relationship of the internal links of the enterprise: workshops, sections, departments, bureaus, laboratories and other divisions that make up a single economic entity. The structure does not indicate the number of staff positions and the amount of salary; there is a “staff” for this purpose.

We draw up a sample staffing table for 2020 according to all the rules

The staffing table is filled out by an authorized official of the organization (labor economist, accountant, human resources specialist). Filling out is carried out based on the package of documents:

articles of association;
structure of the enterprise (if it was compiled);
OKPDTR; EKS; ETKS; ;
calculations of monthly official salaries;
other legal and regulatory technical documents.

Why do you need a staffing table in an organization in 2020? The names of specific employees are not included in it? The essence of this document is control over the structure of the enterprise, the number of employees and the size of the salary fund. To know which positions are occupied by specific employees (indicating their full names), a staffing table is maintained, which is formed for a local branch or for the entire structure of the enterprise.

The staffing table must contain:

list of structural units in the order of their subordination;
names of positions taking into account subordination within a department, workshop, etc. (for example, chief accountant, deputy chief accountant, leading accountant, accountant);
information about qualifications (for example, category 2 metrology engineer, category 5 milling operator, etc.);
information about the number of bets;
regular salary, hourly wage rate in accordance with the current remuneration system;
types and amounts of surcharges and allowances.

To draw up the staffing table, you can use the unified form No. T-3, approved.

If JSC and LLC have other components in the remuneration system, they can develop the form independently, provide for all the features and supplement the T-3 form with columns. Cells without data can be left blank.

How to develop a staffing schedule

Step 1. Fill out the header

It is necessary to indicate the full and abbreviated name of the organization, as it appears in the constituent documents. We enter the organization code according to OKPO, the number and date of compilation of the list, as well as the number of bets made. We indicate the details of the order for approval of the staffing table, the period and beginning of its validity.

Step 2. Fill in the staffing columns

All data is indicated without abbreviations, in accordance with the names in the structure of the enterprise. If there is no separate structure, then the columns are filled in alphabetically or in descending order of the number of employees in the departments. The codes of structural units must also correspond to the structure of the organization. If it is absent, codes are assigned in accordance with the order in which the divisions are located in the table.

If the performance of work involves the provision of compensation, benefits or the presence of contraindications, then the names of positions, specialties, professions and qualification requirements for employees must strictly coincide with the names and requirements contained in qualification reference books, or the provisions of professional standards (Part 2 of Article 57 of the Labor Code of the Russian Federation ). It is important to observe this when drawing up a new staffing schedule for the Ministry of Emergency Situations for 2020 and organizations of a similar nature.

Number of bets

When filling out the staffing table, indicate the number of positions - staffing units, including part-time ones. When drawing up the staffing schedule for 2020, we draw up a 0.5 rate according to all the rules. In the employment contract with an employee hired at 0.5 rate, and in the hiring order, the full salary is indicated, the conditions for part-time work and the terms of payment in proportion to the time worked are specified.

You can provide in advance for rates that are not completed immediately, but will be necessary by the end of the reporting period when the staff is expanded. This option is suitable, for example, when planning how to calculate the number of rates in the staffing table of a preschool educational institution, when the future occupancy of children's groups is not yet known. In this case, the employer is obliged to provide information to the employment center about the availability of vacancies on the basis of (clause 3 of Article 25 of the law).

Full-time and freelance employee

Labor legislation does not contain the concept of “freelance employee”. Relations with freelance workers are regulated by terms of reference, which indicate the specific type of work entrusted to them, and not their position. Whereas the staffing table contains the names of professions and positions, but not the type of work. If an employer needs to temporarily hire a person for a position not provided for in the state, for example, to transfer the experience of a departing employee, you can draw up an agreement for the performance of specific work, services, or register him on staff for some vacant position.

An employer is an organization, LLC or individual registered as an individual entrepreneur who has entered into an agreement with an employee: labor or civil law. Each employee, when applying for a job, is required to familiarize himself with the staffing schedule., compiled in writing, and sign.

Reference. Labor legislation does not stipulate the direct obligation of an organization or individual entrepreneur to draw up a staff schedule. The adoption of a local document is a right for the employer in accordance with part one of Article 22 of the Labor Code of the Russian Federation.

On a note. Often there is no need to develop an individual staffing form, because the unified T-3 form succinctly contains all the necessary information about the personnel of an organization or individual entrepreneur.

You must assign a number and date to this document, as well as indicate an expiration date.

It is not necessary to put a stamp on the staffing table.

Read about the approval of the staffing table for the year, and in you will find a form and description of the document.

Editing a Document

In practice, the staffing table is subject to change under the following circumstances:

A new staffing table or its change entails the creation of an order for the main activity, which is approved similarly to the initially created one.

If a reduced working time regime is introduced for a certain person, it is necessary to individually reduce the number of hours per day or per shift that the person must work, introduce a part-time work week, or apply both methods.

This mode of operation can be established in connection with the decision of the employer, the employee’s request, or by agreement of the parties.

An employee has the right to express a desire to reduce working hours, which may be due to personal or family circumstances in which he simply cannot work according to the previously approved schedule. To do this, it is advisable to write a personal statement, accept and approve the order, conclude an additional agreement to the employment contract, therefore, it is necessary to change the staffing table.

Shelf life

Due to the fact that the document is a standard management document, its storage period, as established by the Federal Archival Agency, is three years after it loses its validity.

Thus, The staffing table not only reflects the actual availability of workers, but also the need for them, makes it possible to look at the future, make appropriate adjustments and always have an optimal structure in your enterprise.

Useful video

From the video you will learn how to make a staffing table (form T-3). Rules and recommendations:

Didn't find the answer to your question? Find out, how to solve exactly your problem - call right now:

To find out what professions exist and how much employees working in them earn, you need to look at the staffing table. This document is one of the main ones at the enterprise; it fixes not only the salary, but also the number of employees necessary for the activity. Due to the importance of the document, the staffing table for 2019 is drawn up according to all the rules.

The staffing table in form T-3 is a local regulatory act that establishes the organizational structure of the enterprise.

As well as a list of professions existing in the company, indicating the number of people required for the activity. In fact, the document consists entirely of a table where the data is grouped by department.

The salary is reflected in it for a calendar month, broken down by its component parts. Based on these indicators, the company’s expenses for attracting hired labor are determined, various plans are drawn up, and the most important decisions are made in the field of company management.

The staffing table is used to guide the entry of data into employees - this agreement must contain the name of the employee’s profession, corresponding to the strictly approved staffing table, as well as a certain salary amount.

Based on this document, a personnel specialist can also determine the availability of vacancies. To do this, they need to compare information from the staffing table with the actual number of hired workers. If there is a need at the enterprise, the personnel inspector submits an application to the employment service.

Attention! The legislation does not enshrine this local act as part of the mandatory standards that every company must have. However, if the enterprise decides to carry out procedures established by the state (for example, dismissal due to staff reduction), then the staffing table must exist.

In addition, other local acts of the company may provide for its mandatory presence in the company. First of all, this applies to them. And also the need for the existence of a staffing table at the enterprise can be established by a reference to it in the employment contract with the employee.

At the same time, every manager should remember that his company can be held accountable not for the lack of a staffing table, but for its incorrect execution.

LLC and individual entrepreneur – who should make up the staff?

The Labor Code of the Russian Federation, in terms of regulating mandatory conditions, establishes the need for compliance of the profession specified in the contract and the corresponding salary with the data of the staffing table of the business entity.

From this we can conclude that a company or entrepreneur must have a staffing table if they have employment contracts.

Thus, if an individual entrepreneur works independently without hiring employees, he should not draw up a staffing table. Engaging performers under civil contracts will also not require the execution of this local act.

LLCs and other forms of organization of a legal entity that have at least an agreement with the director of the company must already develop and use a staffing table.

The creation of a staffing table in companies is mainly entrusted to the specialists of the personnel firm, who carry out a number of activities to determine labor costs for each profession specified in this act. Based on the research obtained, the required number of employees is determined so that the enterprise can carry out its activities.

If the number of employees at the enterprise is insignificant, this responsibility can be assigned to an accountant, economist, lawyer or the manager himself.

Document requirements

The law does not require any special rules regarding the staffing schedule, except that the position or profession specified in it must correspond to the positions and professions that the employer writes in the employment agreements executed with each employee.

It is recommended to adhere to the staffing form established by Rosstat (form T-3).
The local act must be approved by order of the manager.
It is allowed to draw up a staffing table on several sheets, but it is not necessary to lace and seal them with a signature and seal. You can simply fasten the sheets with a paper clip.
In some situations, professions reflected in the staffing table must necessarily correspond to directories of professions and positions, and in addition to the name, their codes must also be reflected in the documents (For example, the presence of professions with dangerous and harmful factors).
The presence of a company seal on the staffing table is not mandatory.
When changing the staffing table, if they are minor, you can simply issue an order for these adjustments, and leave the staffing itself as is.

Next, enter the number of the current staffing table. It must be assigned based on the number of documents that were previously used this year. The date when this schedule was compiled is written next to it.

Next is the date from which the document comes into effect. It may be similar to the date of compilation, or it may be later. However, it is unacceptable for the start date of the action to be earlier than the day the document is executed.

To the right of this field there are columns in which information is recorded about the order that approved the document (its number and date), as well as the total number of staff units in it.

The document itself looks like a large table.

Count tables "Structural division" must contain the name of the department, according to the developed organizational structure. In the case where, along with the written designation of the department, a digital designation is also entered, it must be indicated in the next column.

As a rule, the code is formed from numbers or the first letters of the department name. However, if the company has several branches or separate divisions, then the department code can also include the city designation, region code, etc.

IN column "Position" It is necessary to write down the names of the positions that are present in the company. It is very important to arrange the structure of the document in such a way that after indicating the name of the department in the previous column, the positions included in it are listed in a column.

It is recommended to use the OKPDTR directory when specifying job titles. But for commercial companies this rule is not mandatory. At the same time, budgetary institutions are required to include positions in the staffing table only from this directory, and additionally indicate the rank or class of the employee.

Important! A commercial company is obliged to indicate the rank and class of those positions that are classified as harmful or dangerous. This fact is important when establishing preferential length of service and the time of early retirement.

IN column “Number of staff units” the number of employees who must be hired for this position is entered. If it also provides for the admission of part-time workers, then their number is written in a fractional expression corresponding to the size of the paid rate - for example, 0.5.

IN column "Salary amount" the salary that the employee will receive while working in this position is recorded. It must be remembered that exactly the same salary is written down in the employment agreement with the employee.

You should also consider:

If the enterprise or a given position has adopted a piece-rate form of payment, then this column records the amount of earnings obtained by multiplying the tariff rate by the volume of products created per month.
If hourly wages have been entered for this position, then in this column you can record the amount of wages per hour. After this, in the same line, but in the “Note” column, you must indicate “Hourly wages”, and also make a reference to the administrative document that established this feature.

What follows are several columns, united by one subheading “Additions”. Here you need to record information about various incentive payments, if any and established by the Regulations on Salaries, Regulations on Bonuses or other internal acts. The size of the premium can be written not only as a fixed amount, but also as a percentage, coefficient, etc.

The total salary fund for this position is recorded in the “Total” column. It is calculated as multiplying the salary by the number of staff positions.

IN column "Note" various explanatory notes must be entered. For example, if at the time of registration of a new staffing table there is a vacancy for any position, then this fact must be reflected in this column.

The document is completed by counting and indicating the total number of staff units and the total wage fund.

After this, the fully completed document must be signed by the chief accountant and the personnel officer responsible for its execution.

The procedure for approving the staffing table

Step 1. Develop the document

First of all, it is necessary to identify all the organization’s staffing needs and draw up a staffing form proposed for consideration.

If the company accepts that every year the numbering of all significant documents begins again, then the numbering of the staffing table can be done according to the same principle. Moreover, this will be most appropriate if changes in the staffing table every year are massive - this will eliminate large document numbers in the future.

Attention! If a new staffing table is put into effect, then it is advisable to include in it a clause on the cancellation of the old one, which guided the personnel service until that time.

Step 3. Familiarize company employees with the accepted document

All employees hired by the company must be familiar with the local regulations in force that affect labor activities. This document does not directly affect labor activity and, according to Rostrud, it is not necessary to familiarize employees with it.

Attention! If in an employment contract or collective agreement the salary of employees is established on the basis of the staffing table approved by the company, then it is imperative that all employees are familiarized with it. For this you can use .

The procedure for making changes to the staffing table

This document must remain current at all times. Since the staff is periodically requested by government agencies during inspections, it is necessary to make timely changes to it.

The procedure for making changes to the staffing table will directly depend on how many changes need to be reflected in the document:

If there are a large number of them, then it is easier to completely cancel the old staffing table and introduce a new document that takes into account all the necessary changes.
If the number of changes that need to be made to the staffing table is small, then it is best for the responsible employee to draw up an order to make changes to the staffing table.

Typically, you can identify the following situations in which you need to make changes to a document:

Creation of new departments or divisions;
Organization of new positions;
Changing the titles of existing positions;
Changes in salaries or rates of employees;
Closing a department, division, staff unit.

If a change in staffing entails a change in the employee’s working conditions (change in salary, position, etc.), then it is imperative to obtain his written consent in advance. And after the new document is put into effect, an additional agreement to the contract is drawn up with the employee, which takes into account all the changes made.

The new order must be introduced to all those employees who will then be involved in the preparation of the necessary documents. You can also add to the familiarization list those employees who will be directly affected by the changes being made.

If the order introduces new positions, then you need to indicate their name, as well as how many staff units are being organized. This document is adopted immediately if it does not affect the interests of any of the already hired employees.

Attention! If the number of units is being reduced, then in the document drawn up you need to write down the name, the number of staff units being withdrawn and the date the order came into effect. It must be remembered that the reduction process is a long process in which it is necessary to notify both the employees themselves and the competent authorities in a timely manner.

The notice period may be 2-3 months, depending on the number of people being laid off. Also, the law determines the types of employees who cannot be laid off.

Frequency of document preparation and storage periods

Typically, the staffing table is drawn up for a period of one year, and is valid throughout this period. However, if the organization is small, and staff movements in it occur very rarely, this document can be adopted for several years in advance.

After changes are made to the staffing table, the previous document ceases to be valid and loses legal force. However, it must be stored at the enterprise for some period, therefore, as usual, checks affect several previous periods. And this is usually up to 2-3 years.

Attention! There is a rule according to which an invalid staffing table must be kept in the archive for at least another 3 years from the date of expiration. The same rule applies to documents used to make changes in the staffing table.

The work of each enterprise is based on legislative acts of various levels of subordination. Local documents, adopted and published for the enterprise itself, play a major role in the life of any organization.

Dear readers! The article talks about typical ways to resolve legal issues, but each case is individual. If you want to know how solve exactly your problem- contact a consultant:

APPLICATIONS AND CALLS ARE ACCEPTED 24/7 and 7 days a week.

It's fast and FOR FREE!

Local documents also include staffing. Below are the features and design features of this important document.

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.

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.

What does the law say?

Normative base

Labor Code. Art. 15 and 57 contain references to staffing. This is due to the fact that the responsibilities, rights and remuneration of the employee are based on the staffing table.
Instructions for . It is indicated that all entries are entered into 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 this “hole in the law”, all control services request this document.

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

Conclusion: every enterprise must have a staffing table.

Responsible persons. Who signs?

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

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

During the initial development of the staffing table, a column for signatures can be entered on each page of the document.

When and how to make changes?

Whether changes should be made every year or not is decided by each manager individually. This is a planning document and it is advisable to update it annually.

Annual updating 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 (instruction).
Selective change. Should be registered in an order or instruction. This method is possible if the adjustments are not significant.

Changes made to the staffing table affect existing personnel; accordingly, adjustments should be made to the labor documents of those employees to whom they concern.

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

If a position changes, the employee must be informed in writing two months in advance.

Thus, making changes consists of stages:

The employee’s consent to make adjustments to the schedule that affect him.
Writing and accepting an order (instruction) to make adjustments.
Writing and accepting an annex to the employee affected by the changes.
Recording the changes received in the work book.

How to draw up a staffing schedule correctly?

Procedure, stages and rules for filling out

When writing a staffing table, you should refer to the organizational structure of the enterprise.

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

Stages of 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 a line below.
Specify the OKPO code.
Indicate the serial number according to the Document Flow Log. When making multiple adjustments, you should enter a separate numbering (for example, with a letter value).
The date of preparation of the document is entered in a special column. May not always coincide with the time it comes into force. In this regard, in the unified form there is a column indicating the date from which it comes into force.
In the column “Staff in the number of... units” the number of official units is entered.
The fields are filled in.

Sections, graphs and their features

Section 1 “Name of structural unit”

Departments, representative offices, and branches are included.

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, and economic affairs department.

After filling out the columns with departments of the first level of subordination, it is necessary to enter production data.

All workshops and areas are indicated. After this level, data about service departments (warehouse, for example) is entered.

Section 2 “Structural unit code”

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

To make it easier to fill out this column, you should use industry classifiers.

Each structural unit is assigned a specific code in order to facilitate document flow.

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

Column 3 “Position (specialty, profession), rank, class (category) of qualifications of the employee”

The section is filled out based on the Classifier of workers' professions, employee positions and tariff categories.

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

Data is entered into 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. Staffing units of a budgetary organization are approved by higher-level organizations.

In a non-budgetary enterprise, staffing levels are determined by its needs and economic feasibility. If the enterprise has staff members working at 0.5 or 0.25 rates, then when filling out this section, the shares are indicated.

Vacant jobs are included in the number of vacant staff units.

Example of a staffing table with a rate of 0.5:

Section 5 “Tariff rate (salary), etc.”

This section contains data on salaries 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 at state enterprises and organizations. When calculating salaries, it is necessary to refer to the Unified Tariff Schedule.

Salary is a fixed remuneration for performing duties that are directly specified in the employment contract.

The salary is formed over a certain period of time (month, quarter, half-year).

The establishment of salaries for employees of budgetary organizations is based on the Unified Tariff Schedule. Enterprises of private ownership are based on financial capabilities, but not lower than the minimum wage, which does not include bonuses, allowances, payments for special working conditions, etc.

Data is indicated in rubles.

Section 6-8 “Allowances and surcharges”

Contains data on incentive payments, compensation (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 the salary. Additional payments are a fixed payment.

Section 9 “Total”

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

Section 10 Note

Changes and clarifications are made to the column 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 making significant changes.

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

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

Also in the staffing table, the corresponding details should be entered in the “Approved” column. Next, the data is entered into the Registration Journal, after which the number is entered into the order. Then, after the approval procedure, the staffing table is sent for storage.

Sample form 2020:

Important nuances

Rounding of staff units

When introducing staffing levels, 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.
Staffing units are rounded up across several departments.

Wherein:

Bets less than 0.13=0, i.e., are rejected.
Rates of 0.13–0.37 are equivalent to 0.25 full-time positions.
Bets 0.38-0.62 are rounded up to 0.5 bets.
Regular rates of 0.63-0.87 are equivalent to 0.75 rates.
Over 0.87 - full rate.

Drawing up staffing schedules for individual entrepreneurs

According to the law, an individual entrepreneur can hire workers. From the moment the employees are hired, he becomes the employer and must maintain a staffing table. The exception is cases when the responsibilities and form of activity of the employee are described in detail in the employment contract.

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

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

But at a minimum, it is worth filling out Columns 1-5.

Development of a staffing table in a budgetary institution

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

However, for budgetary institutions it is mandatory to use:

All-Russian classifier of workers' professions, employee positions and tariff categories.
Qualification reference book for positions of managers, specialists and other employees.
Unified Tariff and Qualification Directory of Work and Professions of Workers (UTKS).