The size of the tariff rate of the salary of the first category. Formation of the basic part of remuneration: tariff scale or grades

1. Basic elements

According to the labor legislation of our country, remuneration for work to an employee is set depending on his qualifications, complexity, quantity, quality and conditions of the work performed. Differentiation of wages according to these indicators is provided, as a rule, on the basis of the tariff system of remuneration.

According to Article 143 of the Labor Code of the Russian Federation, the tariff system of remuneration includes:

tariff rates,
salaries (official salaries),
tariff scale;
tariff rates.

The main element of the tariff system of remuneration are tariff rates. Tariff rate - a fixed amount of remuneration of an employee for fulfilling a labor norm of a certain complexity (qualification) per unit of time without taking into account compensatory, incentive and social payments.

The tariff rate of the 1st category determines the minimum wage for unskilled labor per unit of time. The tariff scale is a set of tariff categories of work (professions, positions), determined depending on the complexity of the work and the requirements for the qualifications of employees using tariff coefficients.

At the same time, the tariff category is a value that reflects the complexity of work and the level of qualification of an employee, and the qualification category is a value that reflects the level of professional training of an employee.

The tariff coefficient establishes the ratio of the tariff rate of this category to the tariff rate of the first category. In other words, the tariff coefficient shows how many times the tariff rate of a given category is greater than the tariff rate of the first category. With the help of the tariff rate of the first category and the corresponding tariff coefficients, the tariff rates of the remaining categories are determined. For example, if the tariff rate of the first category is 1,100 rubles (today it is the minimum wage), then, knowing the tariff coefficient, say, of the tenth category (let's say - 2.047), it is easy to calculate the tariff rate of the tenth category by multiplying the tariff rate of the first category by the corresponding tariff coefficient is 2251.7 rubles.

Thus, the tariff scale is a scale that determines the ratio of wages when performing work of various qualifications. Modern labor legislation focuses on contractual and local regulation of wages. The type, remuneration system, the size of tariff rates, salaries, bonuses, other incentive payments, organizations determine independently in collective agreements and local acts. Different organizations may establish different tariff scales, differing in the number of categories and the degree of increase in tariff coefficients. At the same time, wages in the public sector are set centrally - on the basis of the so-called Unified Tariff Scale (UTS).

The tariff system of remuneration of employees of the public sector is based on the Unified Tariff Scale, approved by the Decree of the Government of the Russian Federation of October 14, 1992 "On Differentiation in the Levels of Remuneration of Employees of the Public Sector on the Basis of the Unified Tariff Scale". The Unified Tariff Scale (ETC) is a unified tariff scale for the remuneration of workers and employees. It covers all groups of employees of institutions, organizations and enterprises that are on budget financing (with the exception of representative and executive authorities). It contains 18 bits. Previously, the ratio of the tariff categories of this tariff scale was set at 1:10.07, i.e., the wages for the highest XVIII category exceeded the wages for the first (lowest) category by 10.07 times. However, since December 1, 2001, the ratio between the tariff rates (salaries) of the first and eighteenth categories of the Unified tariff scale for remuneration of employees of public sector organizations has been set at 1 to 4.5.

The size of the tariff rate of the 1st category is established by the Government of the Russian Federation and cannot be lower than the minimum wage (minimum wage). With an increase in the minimum wage, the Government of the Russian Federation issues a corresponding decree on an increase in UTS tariff rates.
Each category of the grid corresponds to a tariff coefficient, which shows how many times the tariff rates of workers of the second and subsequent categories are higher than the rates of workers of the first category. These coefficients increase with an increase in the tariff category (from 1 to 4.5). At present, tariff coefficients for calculating the remuneration of employees of federal state institutions are established by Decree of the Government of the Russian Federation of April 29, 2006 No. 256 “On the size of the tariff rate (salary) of the first category and on inter-digit tariff coefficients of the Unified tariff scale for remuneration of employees of federal state institutions ". UTS tariff coefficients and their corresponding tariff rates are shown in the table.

	Pay grade
	1	2	3	4	5	6	7	8	9	10	11	12	13	14	15	16	17	18
Interdigit tariff coefficients	1	1,04	1,09	1,142	1,268	1,407	1,546	1,699	1,866	2,047	2,242	2,242	2,618	2,813	3,036	3,259	3,51	4,5
Tariff rates	1100	1144	1199	1256,2	1394,8	1547,7	1700,6	1868,9	2052,6	2251,7	2466,2	2665,3	2879,8	3094,3	3339,6	3584,9	3861	4950

2. What do the ETS digits show

The pay grades in the ETC reflect the complexity of the work performed. The dependence of wages on working conditions is provided by various kinds of additional payments and compensations (for work with difficult or harmful working conditions in difficult climatic conditions, at night, etc.).

Tariffication of various jobs, professions, specialties, depending on their complexity, is carried out on the basis of tariff-qualification reference books. The tariff and qualification guide establishes the requirements that an employee must meet, that is, what knowledge, skills and abilities he must have to perform a particular job, depending on its complexity. Currently, the Unified Tariff and Qualification Reference Book of Works and Professions of Workers (ETS) approved by the Decree of the State Committee for Labor of the USSR and the Secretariat of the All-Union Central Council of Trade Unions back in 1985 is in force.

The UTS establishes the tariff and qualification characteristics of working professions in the form of job characteristics (what this job includes) and the necessary knowledge of the employee (“should know”).

The qualification directory for the positions of managers, specialists and other employees was approved by the Decree of the Ministry of Labor of the Russian Federation of August 21, 1998 No. 37. This qualification directory contains three sections: "Job Responsibilities", "Must Know" and "Qualification Requirements". The section "Responsibilities" lists the labor functions that the person holding this position must perform. The “Must Know” section includes the requirements for the knowledge necessary for the employee to perform his job duties. The Qualification Requirements section provides for the minimum level of general and special training required to perform this work (level and profile of education, work experience).

The billing of workers is carried out according to eight categories (from I to VIII). However, according to the aforementioned Decree of the Government of the Russian Federation “On differentiation in the levels of remuneration of workers in the public sector on the basis of the Unified tariff scale” dated October 14, 1992, the heads of institutions, organizations and enterprises that are on budget financing are given the right to set monthly rates and salaries for some employees with advanced qualifications. Thus, for highly qualified workers employed in important and responsible work in accordance with the lists approved by the ministries and departments of the Russian Federation, monthly rates and salaries can be established - based on the IX and X categories of the ETS, and for especially important and especially responsible work according to the list approved by the Ministry health care and social development of the Russian Federation - based on the XI and XII categories of the ETS.

The attestation commission considers the submission, hears the person being certified and the head of the department in which he works. Heads of institutions, organizations, enterprises are certified in commissions organized by higher authorities according to their subordination. Evaluation of the employee's activity and recommendations of the commission are adopted by open voting by a majority of votes. The head of the organization, taking into account the recommendations of the attestation commission, within a month, makes a decision on establishing the appropriate categories of wages for employees. The results of the attestation, after their approval by the manager, are entered into the work book of the employee, indicating the category of payment according to ETC.

Tariff wage systems are established by collective agreements, agreements, local regulations in accordance with labor legislation and other regulatory legal acts containing labor law norms. Tariff systems for remuneration of labor are established taking into account the unified tariff and qualification directory of works and professions of workers, the unified qualification directory for the positions of managers, specialists and employees, as well as taking into account state guarantees for wages.

3. Features of remuneration of employees of the public sector

Remuneration systems (including tariff remuneration systems) for employees of state and municipal institutions are established:

In federal state institutions - collective agreements, agreements, local regulations in accordance with federal laws and other regulatory legal acts of the Russian Federation;
in state institutions of the constituent entities of the Russian Federation - collective agreements, agreements, local regulations in accordance with federal laws and other regulatory legal acts of the Russian Federation, laws and other regulatory legal acts of the constituent entities of the Russian Federation;
in municipal institutions - collective agreements, agreements, local regulations in accordance with federal laws and other regulatory legal acts of the Russian Federation, laws and other regulatory legal acts of the constituent entities of the Russian Federation and regulatory legal acts of local governments.

Amendments made to the Labor Code of the Russian Federation by Federal Law No. 90-FZ of June 30, 2006 provided for the possibility for the Government of the Russian Federation to establish basic salaries (basic official salaries) or basic wage rates for professional qualification groups of employees. These basic salaries (basic official salaries) and basic wage rates are the minimum that must in any case be paid to the relevant category of employees.

The main idea behind the introduction of base salaries is as follows. At present, when developing a remuneration system, it is necessary that the tariff part of wages be not less than the minimum wage, which, from May 1, 2006, is set at 1,100 rubles. At the same time, we are talking about the minimum monthly wage for the work of an unskilled worker when performing simple work under normal conditions. Base salaries will, in essence, be the minimum wage for higher-skilled workers. The salary of a teacher, as well as a doctor, depends on many factors, but even if we are talking about an ordinary city school, where for some reason one student studies, all the same, the teacher cannot receive less than the base rate, as in federal, as well as in regional and municipal institutions. It is expected that base salaries and rates will be approved by the government as early as 2007.

At the same time, professional qualification groups are understood as groups of professions of workers and positions of employees, formed taking into account the field of activity on the basis of the requirements for professional training and the level of qualification that are necessary for the implementation of the relevant professional activity. Professional qualification groups and criteria for classifying the professions of workers and positions of employees to professional qualification groups must be approved by the Ministry of Health and Social Development of the Russian Federation.

As expected, all professions and positions will be divided into five integrated qualification groups depending on qualifications. The first group: professions of workers and positions of employees that do not require vocational education. The second group: professions of workers and positions of employees that require primary or secondary vocational education, as well as heads of structural units that require primary vocational education. Third: civil servant positions requiring higher professional education with a bachelor's qualification, and positions of heads of structural subdivisions requiring secondary vocational education. The fourth group: positions of employees requiring higher vocational education in the qualification of "certified specialist" or "master" qualification, as well as heads of structural units with higher professional education. Fifth group: unique employees, as well as employees who require a scientific degree or scientific title.

The enlarged qualification groups are subdivided into professional qualification groups. These are groups of professions of workers and positions of employees, formed taking into account the field of activity on the basis of qualification requirements for the level of vocational education and training. For example, professional and qualification groups of health workers, teachers, cultural workers, civilian personnel will be created in almost every industry. Then the professions and positions assigned to the professional qualification group, depending on the complexity, will be divided into qualification levels. The higher the difficulty, the higher the skill level. This is determined by the training required to work in a profession or position, taking into account the availability of certificates, qualification category, length of service, and so on.

A range of salaries will be established for each qualification level, and within these ranges, by qualification level, the salaries of the tariff rate in institutions will be established. The establishment of salaries is referred to the competence of the head of the institution.

Remuneration systems for employees of state and municipal institutions are established taking into account the unified tariff and qualification directory of works and professions of workers, the unified qualification directory for the positions of managers, specialists and employees, as well as taking into account state guarantees for wages, recommendations of the Russian tripartite commission for the regulation of social and labor relations (part 3, article 135 of the Labor Code of the Russian Federation) and the opinions of the relevant trade unions (associations of trade unions) and associations of employers.

Remuneration of labor of certain categories of public sector employees is carried out on the basis of special regulatory legal acts. So, for example, the remuneration of employees of higher educational institutions is regulated by the Federal Law "On Higher and Postgraduate Professional Education" dated August 22, 1996. Scientific and pedagogical workers of higher educational institutions are given bonuses to official salaries (rates) in the amount of:

1) forty percent for the position of associate professor;

2) sixty percent for the position of professor;

3) 900 rubles for the degree of candidate of sciences;

4) 1500 rubles for the degree of Doctor of Science.

As an example, you can calculate the salary of a university teacher. For example, a candidate of legal sciences for the position of associate professor was hired at a state university. Upon admission to work, he was paid according to the 15th category of the ETS. In this case, his salary can be calculated by the formula:

ZP \u003d minimum wage x MT of the Labor Code + AIT + TCN, where

ZP - wages;

MLabor Code - inter-digit tariff coefficient;

minimum wage - the minimum wage;

AIT - allowance for the post of associate professor;

NCH - allowance for the degree of candidate of sciences.

Thus, the salary of an associate professor of a university will be:

1100 x 3.036 + 1100 x 3.036 x 0.4 + 900 = 3339.6 + 1335.84 + 900 = 5575.44 rubles.

4. What is the salary of civil servants

The remuneration of civil servants is regulated by the Federal Law of the Russian Federation "On the State Civil Service of the Russian Federation" dated July 27, 2004. This law establishes two possible schemes for remuneration of civil servants. The first - traditional - is based on the position held by a civil servant, the class rank assigned to him, as well as the right of the employee to additional payments depending on the length of service, the complexity of the work, etc. The second - provides for the remuneration of civil servants, depending on the efficiency and effectiveness of their professional performance. For civil servants, whose remuneration is made in the specified special order, the terms of remuneration established by parts 1-13 of Article 50 of the Federal Law "On the State Civil Service of the Russian Federation" dated July 27, 2004 are not applied (that is, the official salary and salary for a class rank, various allowances, regional coefficients, etc.). At the same time, for this category of civil servants, all guarantees, benefits and compensations provided for by other articles of the law remain.

According to the traditional scheme, the salary of a civil servant consists of three main parts:

- official salary;
- salary for class rank;
- additional payments.

1. The official salary is the main element of the monetary content of any employee. It is a reward for the professional qualifications of an employee.

2. With regard to salaries for the class rank, the analysis of the legislation of the constituent entities of the Russian Federation shows that in practice one of the following approaches to determining this salary is usually used:

Establishing the amount of salary for a class rank in a fixed amount of money (Khanty-Mansi Autonomous Okrug, Penza and Tambov regions);

Establishing the amount of salary for a class rank in proportion to the official salary (Omsk, Smolensk, Sakhalin regions);

Establishing the amount of salary for a class rank in proportion to the salary for another position (Moscow Region);

Establishing the amount of salary for a class rank in proportion to a different amount (Oryol region, St. Petersburg).

If a civil servant has a qualification rank and a class rank (diplomatic rank), he is paid only one monthly allowance to the official salary established for federal civil servants of the state body in which he serves.

The official salary and the salary for the class rank together constitute the monthly salary of a civil servant. The salary of the monthly allowance is the minimum amount that any civil servant who has been assigned a class rank will receive for his service.

3. Additional payments depend on the fact that the employee has a certain length of service, the complexity of the work performed by him, the success of the employee in fulfilling the tasks assigned to him, etc.

Monthly bonus to the official salary for length of service in the civil service. It is established by federal law for all civil servants without exception in the following amounts:

With civil service experience as a percentage
from 1 year to 5 years 10
5 to 10 years 15
10 to 15 years 20
over 15 years 30

Monthly bonus to the official salary for special conditions of civil service. The maximum amount of this allowance may not exceed 200% of the official salary. The specific amount of the monthly allowance for special conditions of civil service is determined by the representative of the employer.

At present, the Decree of the President of the Russian Federation “On the Salary of Federal Civil Servants” dated April 9, 1997 differentiates the amount of the monthly allowance for special conditions of public service, determining that it can be established:

- for the highest state positions - in the amount of 150 to 200 percent of the official salary;
- for major government positions - in the amount of 120 to 150 percent of the official salary;
- for leading government positions - in the amount of 90 to 120 percent of the official salary;
- for senior government positions - in the amount of 60 to 90 percent of the official salary;
- for junior government positions - up to 60 percent of the official salary.

Monthly percentage bonus to the official salary for work with information constituting a state secret. The amount and procedure for paying civil servants a monthly percentage bonus to their official salary for working with information constituting a state secret is determined by the Decree of the Government of the Russian Federation "On the procedure and conditions for paying percentage bonuses to the official salary (tariff rate) of officials and citizens admitted to state secrets" dated October 14, 1994 In accordance with this resolution, officials who are admitted to state secrets on a permanent basis are given a monthly percentage bonus to their official salary (tariff rate) in the following amounts:

For work with information having a degree of secrecy of "special importance" of 25%;
- for work with information classified as "top secret" - 20%;
- for work with information having a degree of secrecy "secret" 10%.

The specified allowance is paid to officials and citizens who have access to information of an appropriate degree of secrecy, issued in accordance with the procedure established by law, and by decision of the head of a state authority, enterprise, institution or organization, who constantly work with the specified information by virtue of official (functional) duties.

In addition, for employees of structural divisions for the protection of state secrets of state authorities, enterprises, institutions and organizations, in addition to the monthly percentage bonus indicated above, a monthly percentage bonus is provided for the official salary (tariff rate) for the length of service in the indicated structural divisions in the following amounts:

With work experience from 1 to 5 years - 5%;
with work experience from 5 to 10 years - 10%;
with work experience of 10 years or more - 15%.

Monthly cash incentive. Monthly cash incentives, as their name implies, must be paid to the employee regularly in the amounts established for federal state bodies differentially by decrees of the President of the Russian Federation, and for state authorities of the constituent entities of the Russian Federation by regulatory legal acts of the relevant subject. Thus, the monthly monetary incentive acts as a form of material incentives for the successful performance of official duties in the position being replaced.

Prizes. Bonuses are another form of encouragement for civil servants. Unlike monthly cash incentives, they are paid not for the mere fact of conscientious performance by the employee of their duties, but only for the performance of particularly important and complex tasks. The procedure for paying bonuses is determined by the representative of the employer, taking into account the provision of tasks and functions of the state body, the implementation of official regulations.

The maximum amount of bonuses is not limited by law, however, the payroll fund for federal civil servants provides funds for the payment of bonuses in the amount of two monthly salaries per year.

Employees of different categories of wages are differentiated using the tariff system. Its definition and procedure for use is given by Art. 143 of the Labor Code of the Russian Federation. In practice, this form of payment combines the rules and norms, according to which any position in the organization has a tariff rate (salary). Its value is affected by the severity, complexity, intensity and other working conditions. In this article, we will consider what is included in the tariff form of remuneration of workers.

Key components of the tariff wage system

The tariff system is the most common payment model. She shares it like this:

Time-based tariff system - the time worked by a person after the fact is taken into account.
Piecework tariff system - it takes into account how much the employee produced products (rendered services).

The elements of this system include tariff indicators:

grid;
ranks;
Odds;
rates;

Tariff scale - a scale that links ranks with coefficients. For example, for state employees, tariffs for 18 categories are applied. The size of the tariff and earnings is affected by the qualifications and complexity of labor. The rate of the 1st category is considered the basis for calculation. It sets the amount of salary for reporting time.

ETKS - a unified tariff-qualification and EKS - a unified directory of administration positions were created for billing and rank division of personnel. They describe what education and experience an employee should have, his knowledge, skills, nature of work. Today, employers can use professional standards that meet the requirements of the labor market.

How are wage rates set for employees?

Personnel performing elementary operations are assigned the 1st category. It is increased with the growth of the professionalism of the worker.

The tariff rate is fixed by local acts of the organization, regulations, agreements, collective agreements. The established system of payment for work must fully comply with the Labor Code of the Russian Federation, and the established rates must comply with the norms of ETKS, EKS, professional standards, and also not contradict state guarantees.

According to the Letter of Rostrud dated April 27, 2011 No. 1111-6-1, the authorities recommend setting equal salaries for positions of the same name in the state.

Work of equal value should be paid equally Art. 22 Labor Code of the Russian Federation). Other payments in excess of the tariff: allowances, incentives and others may vary for employees depending on the following points ( Art. 132 of the Labor Code of the Russian Federation):

Qualifications;
The complexity of the activity;
The amount of labor;
The quality of labor.

Employees' earnings also increase by the value of the coefficients indicated in the table.

These coefficients are determined by public authorities by industry and separate sections of organizations.

Example #1. Calculation of wages according to the tariff system of remuneration

An employee of the accounting department Chernygova M.P. earnings are calculated on the basis of the daily tariff rate: 1,200 rubles / day. In addition, she is entitled to a bonus of 2,500 rubles / month. It operates in the Far East with a multiplier of 1.5. In August 2016, she worked 18 days out of 22 according to the schedule, and was on sick leave for 4 days, the amount of which amounted to 4,054 rubles.

The employee's earnings for August are: ((1,200*18)+(2,500/22*18))*1.5+4,054=(21,600+2,045.45)*1.5+4,054= 39,522 ,18 p.

Time-based wage system

Earnings depend on the skill of the employee and the time worked by him. The system is introduced when labor is not standardized and it is difficult to take into account the number of actions performed by a person. Often, the time allowance is used for payments to administrative and management personnel (AMP), auxiliary, service personnel and part-time workers.

Earnings with simple time work are calculated by multiplying the rate by the time spent on labor. If not the entire calculation period has been worked out, the interval actually worked out is taken into account.

Salary = Hourly rate x Hours worked

The bonus form, in addition to the time spent on labor, implies taking into account the quality and quantity of duties performed. Based on this, the employee is entitled to a bonus: a fixed amount or a percentage of the base in accordance with the collective agreement, regulations and order.

Salary = Hourly rate x Hours worked + Bonus

Salary (option No. 2) \u003d (Hourly rate x Volume of hours worked) * Bonus percentage

In case of unsatisfactory results of labor activity, the employer has the right not to issue bonuses to the employee.

Example #2. Calculation of wages according to the temporary wage system

An employee of Mayak LLC, painter Vasiliev N.N. the rate of 155 rubles per hour is assigned according to the tariff. In July of this year, he worked 176 hours (22 days * 8 hours). The organization provides for bonuses for employees of this position in the amount of 3,500 rubles. monthly.

Vasiliev's earnings for July 2016 will be: 155 * 176 + 3,500 \u003d 30,780 rubles.

Piece rate form of wages

With this form of payment to personnel, they depend on the final result of labor, taking into account the quality of services rendered or finished products. Such a system gives a person an incentive to increase productivity and ensure the good quality of their work.

The amount of earnings is at piece rates per unit of production or operation. The transaction is practiced by organizations that can clearly record the quality and volume of goods produced or actions performed.

An organization can pay for the results of work individually or collectively, for example, for a team of employees. Depending on the method of calculating salaries, a transaction is divided into several types:

Direct - at fixed rates;
Premium - premiums are applied for processing and for other reasons;
Progressive - prices increase with excess production;
Indirect - earnings directly depend on the result of labor;
Chord - for the entire amount of work set the deadline and payment.

This form is based on clear rates and takes into account permanent circumstances. It is ideal for remuneration according to the plan: for the performance of a specific amount of work.

It has some disadvantages. Employees who constantly receive official salaries do not strive to increase the intensity and efficiency of their work, to make the production process more optimal and rational.

Additional material remuneration for employees is simply necessary. This will stimulate initiative and creativity in the performance of their duties.

By paying allowances and bonuses to employees who show the best results, the manager ultimately wins. Production begins to develop actively.

A positive impact on the economy of the organization, in terms of remuneration at the rate, will have a few simple rules:

Arouse the interest of workers in the wage system;
Pay for identical work is equivalent;
Divide rates not only depending on the skill of the staff, but also on the results, complexity, intensity of activities;
Create interest in replenishing the workforce;
To provide bonuses and raise salaries to highly qualified specialists who show significant results for production;
Increase the rates for work performed in excess of the standards.

Tariffs in the budget

The system of remuneration in the budget is established by a collective agreement, agreements, other local acts. They must comply with the laws of the Russian Federation.

Until December 2008, payment in the budget was carried out according to the UTS - a single tariff scale. It acted on the basis of Decree No. 785 of 10/14/1992.

continuation:

Each employee, according to the ETC, has his own pay ratio.

The amount of salary (tariff) of the 1st category must be equal to or exceed the minimum wage (see →). The maximum size of this indicator is unlimited and depends solely on the finances of the employer.

The rates of personnel of the highest ranks are equal to the product of the rate of the I level and the coefficient of skill.

Now labor is paid in a new way (NSOT), this is enshrined in Resolution No. 583 of 08/05/2008. The principle of payment to state employees is based on the data of ETKS and EKS, state guarantees, lists of additional payments and incentives.

The size of the rates is approved in a new way by the manager, taking into account the skill of the employee, the complexity and significance of his work. The amount of earnings, excluding additional payments for NSOT, should not be lower than the indicators established in the ETS for similar work.

Surcharges in the tariff system

Surcharges are used to compensate an employee for any loss in salary caused by reasons beyond his control. Allowances stimulate the worker to improve their professional qualities and skills.

Some tariff payments are fixed in the internal documents of the organization, while others are mandatory and guaranteed by law. For example, payments for an academic degree, northern ones, for movement along a mine shaft, etc. Surcharges can be established by agreement of the parties and fixed in an employment agreement.

Additional payments can be divided as follows:

According to Art. 191 of the Labor Code of the Russian Federation, the employer has the right to independently establish the types of incentives for employees for their success. Surcharges are fixed in the collective agreement, charter, regulation on discipline. Bonuses for work stimulate and depend on the business qualities of a particular employee.

Answers to current questions

Question number 1. How are holidays and sick days paid under the tariff system?

Organizations using this system “keep up” with the Labor Code of the Russian Federation and provide employees with the entire social package.

Question number 2. What does the equality between the rate of an employee of the first category and the minimum wage lead to?

At the same time, the organization must change the tariff scale with an increase in the minimum wage. This leads to an increase in staff salaries. As a result, employees form the opinion that wages do not depend on the result of work, but on inflation rates and policies regarding the size of the minimum wage. Therefore, you should set the rate of the first category above the minimum wage. Only then will employees have an incentive to increase the effectiveness of the production process.

Question number 3. Where is the tariff system applied?

This form is used mainly by large organizations. Regardless of the number of departments in such enterprises, it is necessary to establish a single salary payment template. Less commonly, small companies apply tariffs.

Question number 4. What guarantees are provided to employees working at the rate?

The law only protects wages. Even pregnant and young mothers can be deprived of bonus payments by the authorities. The main thing is that the accrued earnings be greater than or equal to the minimum wage.

Question #5. What are the disadvantages of tariff payment?

This payment system also has negative points:

The employer must be well versed in the laws and follow their changes.
The priority is the qualification of the staff, not the quality of work.
The management forms the salary fund based on tariffs and laws, not taking into account profit and performance results.
The contribution of an employee to the labor process depends little on the amount of incentives.

The tariff system is a full-fledged opportunity to work according to the provisions of the Labor Code of the Russian Federation, without depriving the staff in salary. To prevent possible problems with the labor inspection, the administration should be guided by the law, and employees should carefully read the contract and ask questions of interest in order to avoid disagreements.

1. Unified tariff scale for remuneration of public sector employees

The unified tariff scale (hereinafter referred to as the UTS) has been operating in Russia in various versions since 1992. And even earlier, in Soviet times, the level of wages largely depended on similar principles. The tariff scale subdivides all employees of the public sector into 18 categories. Such a system was convenient in times of high inflation in the country, as it made it possible to quickly index the salaries of all state employees. But the ETS also has its negative sides - it is a very rigid structure, if there is an increase, then everyone will do it at the same time, regardless of the situation in each individual industry. Consequently, each indexation required serious budget expenditures. But most importantly, the ETS did not take into account the specifics of professions, equating the work of a school teacher with the work of a doctor in a district clinic or a circus performer. It is difficult to undertake an assessment of the complexity and usefulness of a particular profession, but one should adhere to an individual approach to remuneration of public sector employees. There is an opinion about the moral obsolescence of the UTS, about the need to rate the salaries of state employees based on the objective realities of today.
Formally, since 2005, the subjects of the Russian Federation were asked to develop their own systems. However, it was not possible to get rid of a single grid at that time: in fact, most regions, without bothering to develop differentiated payment schemes, continued to focus on the UTS and the salaries of regional state employees. The unified tariff scale, which operated in a single manner throughout the country, did not take into account the peculiarities associated with the functioning of a particular industry.
_________________________
Egorsheva N., Russian newspaper. October 4, 2007
According to Appendix N 1 to Decree of the Government of the Russian Federation of October 14, 1992 N 785 (lost force - Decree of the Government of the Russian Federation of 27.02.1995 N 189), the size of the tariff rate (salary) of the first category is established by the Government of the Russian Federation. The rates (salaries) of employees of other categories of the Unified Tariff Scale are established by multiplying the tariff rate (salary) of the first category by the corresponding tariff coefficient.
Professions of workers are charged in accordance with the Unified Tariff and Qualification Directory of Works and Professions of Workers from 1st to 8th categories of the Unified Tariff Scale. Highly skilled workers engaged in important and responsible work and especially important and especially responsible work can be set tariff rates and salaries based on 9-12 categories of the Unified Tariff Scale according to the lists approved by the ministries and departments of the Russian Federation and the Ministry of Labor of the Russian Federation.
The official salaries of deputies are set at 10-20 per cent lower than the salary of the corresponding head.

Unified tariff scale:

Pay grades	Tariff coefficients
1	1,0
2	1,30
3	1,69
4	1,91
5	2,16
6	2,44
7	2,76
8	3,12
9	3,53
10	3,99
11	4,51
12	5,10
13	5,76
14	6,51
15	7,36
16	8,17
17	9,07
18	10,07

for industry-wide positions of employees
(Appendix 2 to the Decree of the Government of the Russian Federation
dated October 14, 1992 785):

	Digit range
I. Technical executors
Pass office on duty	2
Copyist	2
Contractor	2
Timekeeper	2
	2
Forwarder	2
	3
clerk	3
Secretary	3
secretary typist	3
Accountant	3
Draftsman	3
Archivist	3-4
Cashier (including senior)	3-4
Typist	3-4
Freight Forwarder	3-4
Collector	4
Secretary	4
Statistician	4
Stenographer	4
II. Specialists
Dispatcher (including senior)	4-5
Inspector (including senior)	4-5
Laboratory assistant (including senior)	4-5
Technicians of all specialties and names	4-8
Accountant	5-11
Engineers of various specialties and titles	6-11
Interpreter	6-11
Fingerprint translator	6-11
Psychologist	6-11
Editor	6-11
Sociologist	6-11
Merchandiser	6-11
Physiologist	6-11
Artist	6-11
Economists of various specialties and titles	6-11
legal adviser	6-11
Architect	6-13
Constructor	6-13
Mathematician	6-13
Programmer	6-13
Technologist	6-13
Artist	6-13
Electronics	6-13
Accountant-auditor	6-13
III. Leaders
Managers:
storage room	3
	3-4
pass office	3-4
copying and duplicating bureau	3-4
photo lab	3-4
household	3-4
expedition	3-4
office	4-5
typing bureau	4-5
	4-6
Site foreman (including senior)	6-11
	7-8
Section manager (shift)	7-12
Foreman (foreman), including	8-11
Head of economic department	7-8
Section manager (shift)	7-12
Foreman (foreman), including senior	8-11
Head of Department	11-14
Foreman	11-14
Chief Specialist	13-17
Head of an institution, organization, enterprise	10-18

Categories of remuneration of the unified tariff scale
on the main positions of employees of public sector sectors
(Appendix 3 to the Decree of the Government of the Russian Federation
dated October 14, 1992 785):

Categories and positions of employees	Digit range
SCIENCE AND SCIENTIFIC SERVICE
Researcher	8-17
Leaders
Chief specialists: in departments, departments, laboratories, workshops	12-14
Chief engineer (designer, technologist, architect) of a scientific organization project	13-15
Head of the main structural unit, scientific secretary	13-16
Branch manager (head, manager)	13-16
Head of an institution (organization)	16-18
EDUCATION
Pedagogical staff of public education institutions
Teachers of all specialties, teacher, teacher, accompanist	7-14
Methodist, master of industrial training	8-13
Higher education institutions
Teaching staff	8-17
Leaders
Institutions of public education
Head of structural unit	8-12
Directors (heads): out-of-school institutions, pre-school institutions, schools, boarding schools, orphanages, lyceums, gymnasiums, vocational and secondary specialized educational institutions, colleges, industrial training rooms, etc.	10-16
Higher education institutions
Head of the main structural unit	13-16
Branch Manager	16-17
	17-18

< Раздел 1. ОТРАСЛЕВАЯ СИСТЕМА ОПЛАТЫ ТРУДА РАБОТНИКОВ СФЕРЫ ОБРАЗОВАНИЯ2. Принципы отраслевой системы оплаты труда >

on wages of employees of federal state institutions.

Inter-category coefficients are the coefficients by which the rate of 1 category of the tariff scale is multiplied to determine the rate of the corresponding category.

Tariff scale by categories for 2017-2018

For example, the rate of the 15th category is 6982.8 rubles. (2300 rub. H 3,036).

The tariff rates (salaries) of employees from the 2nd to the 18th category of the UTS for the remuneration of employees of federal state institutions are determined by multiplying the tariff rate (salary) of the 1st category by the corresponding inter-digit tariff coefficient.

The size of the tariff rate (salary) of the deputy head is set one or two categories lower than the tariff rate (salary) of the corresponding head.

In the period from September 1, 2007 to December 31, 2008, new wage systems will be introduced for employees of federal budgetary institutions and civilian personnel of military units, whose remuneration is based on the UTS, in accordance with Decree of the Government of the Russian Federation of September 22, 2007 No. 605 " On the introduction of new remuneration systems for employees of federal budgetary institutions and civilian personnel of military units, whose remuneration is based on the Unified Tariff Scale for Remuneration of Employees of Federal State Institutions.

During the period of preparation for the introduction of new wage systems in order to create motivation to improve the quality and productivity of labor, from September 1, 2007, all categories of employees of federal budgetary institutions and civilian personnel of military units were assigned incentive bonuses of 15% to the tariff rates (salaries) determined by in accordance with Decree of the Government of the Russian Federation of April 29, 2006 No. 256 (Order of the Ministry of Health and Social Development of Russia of October 19, 2007 No. 660 “On approval of the clarification on the increase from September 1, 2007 of the remuneration of employees of federal budgetary institutions in which new wage systems have not been introduced”) .

download Tariff scale selection (this is a combination of digits and its range). We determine the range of the discharge, what the type of discharge will be, what the tariff coefficients will be.
For workers, 6 or 8-digit wage scales are most often used.

At one time, they used the tariff scale (18-digit) for budgetary organizations, recommended for other industries. She has her pluses, her minuses.

What is the difference between a 6-bit or 8-bit grid, 18-bit?
We are trying to introduce into the 18-bit grid all types of work in the enterprise, in the organization, including the work of a physical, mental nature, and of a manager.
In this case, trying to fit everything into one grid is not entirely correct.
Most often, where pay scales are used, the pay scales of workers (6-8 categories) are taken as the basis, for specialists and employees their own pay scale, their own grade classes are developed (they can be called classes, whatever; for example, a first-class engineer; this can be called a category; there is no difference, it is still an attempt to divide all employees according to a certain attribute, first of all, the attribute is the complexity of the work performed by the employee, and the complexity of the work lies in determining the wage scale.
Sectoral tariff scale, taking into account the specifics of the industry. It is most often developed by an industry tariff agreement. In this case, almost all enterprises in the industry use this grid.
Regional tariff scale: if we take the living wage as the rate of the 1st category, then we must take the living wage for the region.
Since the cost of living changes, the price level can also be different, in this case it turns out that the regional grid is a reflection of the specifics of the region. Not the fact that it is used, it can be used.
The factory, firm, tariff scale is what is reflected in the collective agreement of the enterprise, where it is first of all fixed. Why can a company have its own tariff scale? It may have its own specifics. Differentiation of complexity of works can be different. Multi-product enterprise. The specifics must be reflected.
Then the specifics of developing your own tariff scale arise.
For some reason, businesses like the grading system more.
Work billing. Before the tariff scale is introduced, the tariffing of works at this enterprise is carried out. That is, all types of work carried out at this enterprise, we must describe and evaluate the complexity of the work, take some work as a standard. For a single vector, and from it to make billing of works.
For billing works, one should use the analytical method for assessing the complexity of work, which is based on assessing the complexity of a certain set of factors using a points system, etc.
We align the works, analyze, rank from the least simple. First, work is charged, then only workers and employees.
We are building a table. Some work is taken as a unit vector.


i1	1	1	1	1	1	1
i2	1	2	…	…	…	…

Justification of the principle of increasing tariff coefficients is absolute and relative:

equal (uniform): 1, 1.05, 1, 1.1, 1.15, 1.2; 1.0, 1.05, 1.15, 1.45
progressive-regressive (associated with social protection); the tariff rate of the first category is so small that it is difficult to find an employee for the 1st and 2nd category. Examples: 1.0; 1.05; 1.1; 1.45; 1.9; 2.7. As the discharge increases, its growth rate increases. And vice versa: 1.0; 1.5; 1.9; 2.2.

The factory wage scale is developed primarily for workers, then for managers, specialists and employees.

The choice of forms of remuneration

The use of piecework and time-based forms of remuneration depends on the conditions of production, the quality of labor rationing, and the possibility of increasing the volume of production (sales, services).

Two forms of wages. The choice of the form itself depends on the conditions of production, the quality of labor rationing, and the possibility of increasing the volume of production. In modern conditions, the use of only one form of remuneration is limited.
Usually both forms of remuneration are used.
Net:

1	2	3	4	5
100	120	130	140	150

Average tariff rate: 135 rubles.
Category average workers: P (workers) \u003d SUM (number of workers of a given category * category number) / SUM (number)
Category average work: P (work) \u003d SUM (labor intensity of work * category number) / SUM (total labor intensity)
Category of average work: P(work) \u003d Smaller AND Larger Between Which Is the Tariff Rate (m) + (Tariff Rate (medium) - Tariff Rate (small)) / (Tariff Rate (large) - Tariff Rate (small))
The category of average work: P (work) \u003d Smaller AND Larger Between Which Is the Tariff Rate (b) + (Tariff Rate (large) - Tariff Rate (medium)) / (Tariff Rate (large) - Tariff Rate (small))
Rwork = 3 + (135-130)/(140-130)
You can also use the odds, because knowing the rates, we can use the odds.
TariffRateAverage = SUM(Tariff Rates * HeadcountOr Labor Intensity) / AMOUNT(NumberOr Labor Intensity)

K(s) = SUM(K*Number)/SUM(Number)
K (s) \u003d SUM (K * Labor intensity) / SUM (Labor intensity)
K(c) = K(m) + (K(b) - K(m))/(P(s) - P(m))
K(c) = K(b) + (K(b) - K(m))/(P(b) - P(s))

Tariff wage system

Rationing of labor is the establishment of scientifically based labor costs and its results: norms of time, number, manageability of service, output, normalized tasks.
The tariff system is a combination of various regulatory materials, with the help of which the enterprise sets the level of wages of employees depending on their qualifications ...
The main elements of the tariff system are:

pay scales,
tariff rates,
tariff and qualification guides,
job salaries,
tariff directories of positions of employees,

Tariff rate - expressed in monetary terms, the absolute amount of wages per unit of working time.

On the basis of the tariff scale and the tariff rate of the first category, the tariff rates of each subsequent category are calculated. According to…

Daily and monthly rates are calculated:

[hourly rate] * [number of hours per work shift - daily] * [average monthly hours worked per month - monthly]

Tariff and qualification guides are regulatory documents with the help of which ...
Simple wage systems form the employee's earnings depending on one indicator of accounting for the results of labor: working hours (time-based wage systems) or the amount of manufactured products (piecework wage systems).
A simple time-based system generates an employee's earnings according to his tariff rate and the actual hours worked. Accordingly, tariff rates are also applied: hourly, daily and monthly. When applying hourly and daily tariff rates, the amount of an employee's earnings is determined by the formula: W(n) = C(t) * T(f).
What happens? For example, the number of hours an employee owes: 180 hours, for example. Hourly tariff rate = 20 rubles. at one o'clock. The employee worked 150, respectively, we are 150 * 20. Why do the salaries differ?
This month: 20 business days, next month: 22 business days. Let's deliver a report: 20 tr. A specialist worker worked 15 days in the first month, and 20 days in the second.
Employee's monthly salary:

Z(n) = (C(t) * T(f)) / T(rp)

We need: a time sheet, a tariff rate.
The size of the hourly wage rate of the employee (the employee has a monthly salary of 10 thousand rubles)

Annual working time fund for 2006 with a 40-hour working week (1980 hours).

Average monthly working hours of an employee: 1980: 12 months. = 165 hours

Hourly wage rate of an employee: 10 thousand rubles. : 165 hours = 60.606 rubles

During the month, the employee actually worked 180 hours:
The wage rate was:

60606 rub. * 180 hours = RUB 10,909.08

Time-bonus system:

Salary accrued for the hours actually worked (month, quarter), supplemented by a percentage allowance (monthly or quarterly bonus)

(Tariff rate established for the employee; Timesheet; Regulations on Remuneration (On bonuses))
Example 2: The terms of the collective agreement provide for the payment of a monthly bonus in the amount of 25% of the employee's salary, provided that the organization fulfills the monthly production plan. The salary of an employee is 10 thousand rubles. The employee worked in the billing month all the days according to the schedule.

Accrued to the employee:

RFP - 10 thousand rubles.

Prize - 10,000 rubles. * 25% = 2,500 rubles.

Monthly salary: 10,000 + 2,500 = 12,500 rubles.
In the billing months, the employee worked 15 working days out of 20.
Accrual:

Salary - 10,000 rubles. : 20 days * 15 days = 7500.

Premium 7500 * 25% = 1,875 rubles.

Monthly salary: 7500 + 1875 = 9375.

The employee was twice called to work on weekends. Overtime work with time wages, their payment is prescribed in the collective agreement, although the Labor Code says that you need to calculate at an increased rate. Most often used: the first two hours at 1.5 rates; subsequent hours: double. The employee is charged:

ZP: 10000: 20 days * 15 days = 7500

Pay for work on weekends: 10000: 20 days * 2 days * 2 = 2000

Premium: (7500 + 2000) * 25% = 2375 rubles.

Total amount: 7500 + 2000 + 2375 = 11875.
Simple piecework wages are constructed in such a way that the worker's earnings depend on the piecework rate, which is the amount of payment for a unit of manufactured output (work performed), and on the amount of output produced (work performed).
The amount of earnings is determined by the formula: Z(sd) = R * q.
The piecework form of the RFP is characterized by a variety of ways to calculate piece rates and methods for establishing ...
In practice, the following systems of piecework wages can be applied:

Individual:
1. Simple piecework
2. piece-progressive
3. Piecework regressive
4. Piecework premium
5. Indirect piecework
Collective (brigade)
1. chord
2. Using Labor Participation Rate.

The individual direct piecework wage system is characterized by the fact that the worker's earnings are determined by the results of his personal labor.

Unified tariff scale

This is expressed in the number of products (parts) manufactured by the worker or the number of operations performed by him for a certain period. In this case, a direct, immediate connection is established between the costs and results of the worker's labor and his earnings.

R = Average Tariff / Rate of Production or R = Average Tariff Rate * Rate of Time
Change in the size of the price (DeltaR) in%% with a change in the production rate (y):

DeltaR = (100 * y) / (100 + y) OR DeltaR(1) = (100 * y(1)) / (100 - y(1))

The direct individual piece-rate system is very simple and understandable for the worker and excludes - with a high quality of rationing - equalization in pay.
Any system of remuneration must be clear.
It is expedient where, according to the conditions of production, it is possible and justified ...
Organization of individual piecework wages in conditions of multi-machine service: if a worker-pieceworker works according to time standards on several machines, but within the limits of the service rate established for him, then piecework rates are determined by the formula:

R \u003d (Average Tariff Rate / Number of Machines) * H (vr)

If a worker-pieceworker works according to production rates on machines with different productivity or different nature of work within the established service rate, then piece rates are determined for each machine separately:

R (i) \u003d C (tr) / (n * H (vyr; i))

R (k) \u003d SUM from 1 to N (C (t; i) * (1 / (Brigade production rate))

R (kosv) \u003d C (t. Int.) / NormProduction (basic)

If the employee performs different types of work:

ZPprogressive = R(n(1)Ky(1) + ... + n(L)Ky(L))

3Progressive = R * (n(1) / K(1) + ... + n(L) / K(L))
Progressive and regressive scales can be used: if we use piece-rate with a progressive bonus scale. What is meant? Either in the collective agreement, or in the provision on bonuses: if the company has fulfilled the monthly plan, then the employees are charged a 25% bonus from the salary. If the brigade overfulfilled ... If the brigade fulfilled the plan, then for the implementation of the plan he receives 25%, for each percentage of overfulfillment of the plan - 5% of the salary. If the % of overfulfillment exceeds 10%¸ then an additional 3%.
qplan + plan overfulfillment by 15% (15% q)
ZP \u003d ZPOklad + 25% of ZPoklad + 5% * ZPOklad_for_10% + 3% for 5%.
Collective forms of remuneration:

The lump-sum form of remuneration assumes that payment is made for the entire scope of work at predetermined rates, taking into account the maximum period of work. When applying the piecework form of remuneration (with a piecework contract), the entire scope of work is determined, the deadline for their completion and the amount of wages are set. There is no transaction fee.

In order to increase the interest in completing the chord task on time or even ahead of schedule, an additional bonus can be established.
Piecework earnings, calculated on the basis of the assessment of the piecework task, are distributed on the conditions determined by the team:

in proportion to hours worked;
in accordance with the coefficient of labor participation;
in proportion to the qualifications of employees, depending on the complexity of the work performed;
in other ways provided for in the collective agreement, regulation on remuneration, etc., or in the contract for the performance of work concluded with the employee.

Finished on slide 25.
download

See also:

For workers, 6 or 8-digit wage scales are most often used.

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Unified Transport System (UTS)- technologically and economically balanced set of modes of transport that perform out-of-town transportation. The UTS includes rail, sea, river, road, air and pipeline transport. Various types of city pass and industrial transport interact with the UTS. The development of modes of transport as components of the UTS allows the most complete use of the technical and economic features of each of them and thus provides the most effective solution to the country's transport problems. In 1990, in the total freight turnover and out-of-town passenger traffic in Russia and the country as a whole, the largest share was accounted for by rail transport.
Zh.-d. almost all types of products manufactured in the countries of the former USSR are transported by transport, but the main part of its cargo turnover is bulk cargo: coal and coke, oil cargo, miner, construction, materials, ferrous metals, timber, ores. In the cargo turnover of maritime transport, goods of external cargoes predominate. trade. River transport transports preim. bulk cargo, primarily miner, builds, materials, timber (on ships and rafts), oil and oil products, coal. By road, transportation is carried out mainly in local traffic, as well as the delivery of goods and passengers to the main lines of communication and the delivery of goods to places of consumption. In the transportation work of air transport, St. 80% falls on the pass, transportation. Crude oil is pumped through oil pipelines, light oil products are pumped through oil products. These features of modes of transport determine cf. the range of transportation on them and their share in the UTS.
The total freight turnover of the UTS of Russia and the USSR in 1990 amounted to 5.9 to 8.3 trillion, respectively. t-km net, extra-urban passenger turnover - 9.7 and 1.19 trillion. pass.-km. The length of the means of communication that the transport system had in Russia and the USSR is shown in Table. one.
Tab. 1. - Structure of the transport network in 1990

The unity of the transport system requires the coordinated development of all types of transport, the coordination of their operational activities, the mutual coordination of certain parameters of the rolling stock, the harmonization of tariffs and organizational measures. Until con. In 1991, this unity was based on public ownership of the means of production and was provided with appropriate planning targets and centralized leadership. In market relations, it is provided by transp. legislation providing for the creation of a single market for transp. services, and economic leverage.
A feature of the Russian transport system is a large beat.

Tariff scale and categories to it

the weight in it of railway transport, which provides most of the most important interregional links, connects isolated sea and river basins, receives cargo from road and pipeline transport, and reserves other types of transport if necessary. Direct railway communication is carried out between almost all regions of Russia, with the exception of the regions of the Asian north and northeast. There are double-track lines on most inter-district directions.
Another significant feature of the UTS of Russia is the high degree of concentration of traffic on highly equipped highways with a relatively low density of routes compared to other developed countries. The average load density of a public railway in 1990 was 28.4 million t-km/km; on a significant part of the railway network, the average freight density was more than 50 million t-km / km. On a number of lines, the density of cargo traffic in one direction exceeded 100 million net tons per year with large volumes of traffic. The average traffic density of main oil pipelines and the load of the largest of them are comparable to the given indicators of the railway. Multi-line systems of main gas pipelines pump up to 200 billion m3 of gas per year.
A significant concentration of traffic makes it possible to use perfect and highly productive vehicles and to achieve great efficiency in transportation. Increasing the transportation capacity of the transport system, increasing the speed and reducing the cost of communications between different regions and points are factors contributing to the growth of business activity, increasing production efficiency, and improving the living conditions of the population. In this regard, it is necessary to systematically develop and improve the UTS, which must be balanced with the economic and social tasks to be solved, meet environmental, resource-saving and other requirements.
Much attention is paid to these issues in all industrialized countries with market economies. The transport policy of these countries is based, as a rule, on the rational delineation of the functions of state transport management (through relevant legislation, taxes, subsidies, benefits, and other economic levers) and functions for the direct implementation of transportation, carried out completely independently in their economic activities by transport companies and enterprises .

Schedule" Automated information and analytical system "obverse:

1 … 6 7 8 9 10 11 12 13 … 22

Billing

To compile the tariffs for teachers, you need:

set the load of teachers in the section Loads On the page Classes , teachers or Items ;
enter additional information on teachers in the section Loads On the page Billing .
define the list of columns of the billing table in the dialog Table setup On the page Billing .

Billing management

Control Panel

Tariffing is managed using the buttons located on the control panel:

Rice. Billing control panel

Dialog Billing

Tariffication includes additional information about teachers not used in scheduling. The dialog is used to enter this data. Billing . The dialogue consists of two pages, Certification and Surcharges .

To build a tariff table, it is not necessary to fill in all the fields on the dialog pages. The following will show you how to select the desired table columns.

Consider a page Certification .

Rice. DialogBilling, pageCertification

Page Certification consists mainly of three groups of elements − Qualification , Pedagogical work experience and Education and Position .

Note. The date formats in the dialog match the format specified in the Control Panel of the computer's operating system. You can change the format in Start/Settings/Control Panel/Date and Time. Date format in examples: year-month-day.

If the length of service is calculated incorrectly, check the system date on your computer.

Education and Position .
- Education . Options: higher, incomplete higher, secondary special.
- Education document . Information about the diploma in free form.
- Position . Options: teacher, head teacher, director, trainee.

Let's move on to the second page of the dialogue - the page Surcharges .

Rice. DialogBilling, pageSurcharges

other information .
Extracurricular work (% of the rate) . Extracurricular work allowance as a percentage of the rate.
Circle work (hour) .
Homeschooling (hour) .
cool guide . The drop-down list with class names only appears when the checkbox is selected.
Cabinet management . The drop-down list with cabinet names only appears if the checkbox is checked.
Coordinates .
- Telephone .
- Email . E-mail address.

Tariff scale - this is a scale of categories, each of which is assigned its own tariff coefficient, showing how many times the tariff rate of any category is greater than the first. The tariff coefficient of the 1st category is always equal to one.

The number of categories and the value of the tariff coefficients corresponding to them are determined in accordance with the collective agreement concluded at the enterprise between the administration and workers represented by the trade union. Its provisions, in turn, are developed on the basis of an industry-wide tariff agreement and should not allow a deterioration in the situation of workers.

The most widespread is the use of a single tariff scale for the organization wages all workers in the company. As a rule, the number of ranks assigned to workers remains the same - 6-8. The total, maximum number of digits in the grid can be determined at a particular enterprise, as well as the values \u200b\u200bof the tariff coefficients corresponding to them, - arbitrarily. It is obligatory to fix this in the collective agreement. An example of such an organization of remuneration is the use of a single tariff scale for remuneration of employees of budgetary organizations. It can be recommended for everyone else.

Unified tariff scale(ETC) was introduced in accordance with the Decree of the President of the Russian Federation of August 19, 1992 (СAPP, 1992, No. 8, Art. 503) by Decree of the Government of the Russian Federation of October 14, 1992 No. 785 (СAPP, 1993, No. 16, Art. 1253) . It is enshrined by the Government of the Russian Federation in the following form (Table 1).

Table 1.

Discharge wages	Tariff odds	Discharge wages	Tariff odds

The purpose of introducing this grid is to streamline the ratios of wages depending on its complexity and qualifications of employees and create a mechanism for maintaining these ratios. The ranks are assigned by the attestation commission of an enterprise (organization) based on the use of a qualification directory for the positions of managers, specialists and employees for employees of general industry professions. Its third section, which includes qualifications, has been redesigned.

Now the requirements are given in it by ETC pay categories, for workers with professions that have a strictly defined industry affiliation (health, education, culture, etc.), specific regulatory qualification requirements (characteristics) have been developed containing criteria for establishing a category.

Enterprises that are not on budget financing, with the introduction of ETC, as a rule, for the certification of employees in order to assign them a rank, they develop their own qualification criteria, the basis for which are qualification directories for the positions of managers, specialists and employees. The tariff rate of the 1st category in the ETC for institutions and organizations of the public sector may not coincide with the value of the legally approved minimum wage.

New edition Art. 143 Labor Code of the Russian Federation

Tariff systems of wages - systems of wages based on the tariff system of differentiation of wages of workers of various categories.

The tariff system for differentiation of wages of employees of various categories includes: tariff rates, salaries (official salaries), tariff scale and tariff coefficients.

Tariff scale - a set of tariff categories of work (professions, positions), determined depending on the complexity of the work and the requirements for the qualifications of employees using tariff coefficients.

Wage category - a value that reflects the complexity of work and the level of qualification of the employee.

Qualification category - a value that reflects the level of professional training of an employee.

Tariffication of work - the assignment of types of labor to tariff categories or qualification categories, depending on the complexity of the work.

The complexity of the work performed is determined on the basis of their billing.

Tariffication of work and the assignment of tariff categories to employees are carried out taking into account the unified tariff and qualification directory of work and professions of workers, the unified qualification directory for the positions of managers, specialists and employees, or taking into account professional standards. These reference books and the procedure for their application are approved in the manner established by the Government of the Russian Federation.

Tariff wage systems are established by collective agreements, agreements, local regulations in accordance with labor legislation and other regulatory legal acts containing labor law norms. Tariff systems of remuneration are established taking into account the unified tariff and qualification directory of works and professions of workers, the unified qualification directory of positions of managers, specialists and employees or professional standards, as well as taking into account state guarantees for wages.

Commentary on Article 143 of the Labor Code of the Russian Federation

As we said above, the remuneration for the work of an employee is set depending on his qualifications, complexity, quantity, quality and conditions of the work performed. Differentiation of wages according to these indicators is provided, as a rule, on the basis of the tariff system of remuneration.

According to Article 143 of the Labor Code of the Russian Federation, the tariff system of remuneration includes:

tariff rates;

salaries (official salaries);

tariff scale;

Tariff coefficients.

The tariff coefficient establishes the ratio of the tariff rate of this category to the tariff rate of the first category. In other words, the tariff coefficient shows how many times the tariff rate of a given category is greater than the tariff rate of the first category. With the help of the tariff rate of the first category and the corresponding tariff coefficients, the tariff rates of the remaining categories are determined. For example, if the tariff rate of the first category is 1100 rubles (today it is the minimum wage), then, knowing the tariff coefficient, say, of the tenth category (let's say - 2.047), it is easy to calculate the tariff rate of the tenth category by multiplying the tariff rate of the first category for the corresponding tariff coefficient - 2251.7 rubles.

Thus, the tariff scale is a scale that determines the ratio of wages when performing work of various qualifications. Modern labor legislation focuses on contractual and local regulation of wages. The type, remuneration system, the size of tariff rates, salaries, bonuses, other incentive payments, organizations determine independently in collective agreements and local acts. Different organizations may establish different tariff scales, differing in the number of categories and the degree of increase in tariff coefficients. At the same time, wages in the public sector are set centrally, on the basis of the so-called Unified Tariff Scale (UTS).

The tariff system of remuneration of employees of the public sector is based on the Unified Tariff Scale, approved by Decree of the Government of the Russian Federation of October 14, 1992 N 785 "On Differentiation in the Levels of Remuneration of Employees of the Public Sector on the Basis of the Unified Tariff Scale". The Unified Tariff Scale (UTS) is a unified tariff scale for the remuneration of workers and employees. It covers all groups of employees of institutions, organizations and enterprises that are on budget financing (with the exception of representative and executive authorities). It contains 18 bits. Previously, the ratio of tariff categories of this tariff scale was set at 1:10.07, i.e. wages in the highest XVIII category exceeded wages in the first (lowest) category by 10.07 times. However, since December 1, 2001, the ratio between the tariff rates (salaries) of the first and eighteenth categories of the Unified tariff scale for remuneration of employees of public sector organizations has been set at 1 to 4.5.

The size of the tariff rate of the 1st category is established by the Government of the Russian Federation and cannot be lower than the minimum wage. With an increase in the minimum wage (minimum wage), the Government of the Russian Federation issues a corresponding decree on an increase in UTS tariff rates.

Each category of the grid corresponds to a tariff coefficient, which shows how many times the tariff rates of workers of the second and subsequent categories are higher than the rates of workers of the first category. These coefficients increase with an increase in the tariff category (from 1 to 4.5). Currently, the tariff coefficients for calculating the remuneration of employees of federal state institutions are established by Decree of the Government of the Russian Federation of April 29, 2006 N 256 "On the size of the tariff rate (salary) of the first category and on inter-digit tariff coefficients of the Unified tariff scale for remuneration of employees of federal state institutions ".

The categories of wages in the UTS reflect the complexity of the work performed. The dependence of wages on working conditions is provided by various kinds of additional payments and compensations (for work with difficult or harmful working conditions in difficult climatic conditions, at night, etc.).

Tariffication of various jobs, professions, specialties, depending on their complexity, is carried out on the basis of tariff-qualification reference books. The Tariff and Qualification Handbook establishes the requirements that an employee must meet, i.e. what knowledge, skills and abilities he must have to perform a particular job, depending on its complexity. At present, the Unified Tariff and Qualification Directory of Works and Professions of Workers (UTS) is in force, the approval procedure for which is indicated in Decree of the Government of the Russian Federation of October 31, 2002 N 787.

The ETS establishes the tariff and qualification characteristics of working professions in the form of job characteristics (what this job includes) and the necessary knowledge of the employee ("should know").

The qualification directory for the positions of managers, specialists and other employees was approved by the Decree of the Ministry of Labor of Russia of August 21, 1998 N 37. This qualification directory contains three sections: "Job Responsibilities", "Must Know" and "Qualification Requirements". The section "Responsibilities" lists the labor functions that the person holding this position must perform. The section "Must know" includes the requirements for knowledge necessary for the employee to perform his job duties. The "Qualification Requirements" section provides for the minimum level of general and special training required to perform this work (level and profile of education, work experience).

The billing of workers is carried out according to eight categories (from I to VIII). However, according to the Decree of the Government of the Russian Federation mentioned above "On differentiation in the levels of remuneration of workers in the public sector on the basis of the Unified tariff scale" dated October 14, 1992 N 785, heads of institutions, organizations and enterprises that are on budget financing are given the right to set monthly rates and salaries some employees with advanced qualifications. Thus, for highly qualified workers employed in important and responsible work in accordance with the lists approved by the ministries and departments of the Russian Federation, monthly rates and salaries can be established based on the IX and X categories of the ETS, and for especially important and especially responsible work according to the list approved by the Ministry of Labor of the Russian Federation (now - the Ministry of Health and Social Development of the Russian Federation), based on the XI and XII categories of the Unified Tariff Scale.

With the growth of the qualification (rank) of the employee, his tariff rate also increases. Assignment of categories to employees of the public sector is carried out according to the results of certification. Attestation of public sector employees is carried out in accordance with the Basic Provisions on the procedure for attestation of employees of institutions, organizations and enterprises that are on budget financing, approved by the Decree of the Ministry of Labor of Russia and the Ministry of Justice of Russia dated October 23, 1992 NN 27, 8/196. In accordance with these Basic Provisions, for each employee subject to certification, no later than two weeks before the start of certification, his immediate supervisor prepares a submission containing a comprehensive assessment of: the compliance of the employee’s professional training with the qualification requirements for the position and the category of remuneration for his work; his professional competence; attitude to work and performance of official duties; indicators; performance indicators for the past period. The attested employee must be familiar with the submitted materials in advance, at least two weeks before the certification. The attestation commission includes a chairman (as a rule, a deputy head of an institution, organization, enterprise), a secretary and members of the commission. The attestation commission includes heads of departments, highly qualified specialists, representatives of trade union organizations. The attestation commission considers the submission, hears the person being certified and the head of the department in which he works. Heads of institutions, organizations, enterprises are certified in commissions organized by higher authorities according to their subordination. Evaluation of the employee's activity and recommendations of the commission are adopted by open voting by a majority of votes. The head of the organization, taking into account the recommendations of the attestation commission, within a month, makes a decision on establishing the appropriate categories of wages for employees. The results of the attestation, after their approval by the manager, are entered into the work book of the employee, indicating the category of payment according to ETC.

Another commentary on Art. 143 of the Labor Code of the Russian Federation

1. Art. 143 of the Labor Code of the Russian Federation gives a legal definition of the concept of "tariff system of remuneration" and its elements, which was previously enshrined in Art. 129 of the Labor Code, the procedure for charging work and assigning tariff categories to employees, as well as the procedure for establishing a tariff system by the employer, is fixed.

The tariff system of remuneration is a set of rules enshrined in regulatory legal acts, collective agreements and agreements designed to reflect the content, complexity and working conditions, employee qualifications, production features and its natural and climatic environment in wages. It allows you to differentiate the size of wages depending on its quantity and quality, the qualifications of the employee and the complexity of the work performed, i.e. implement the requirements of art. 132 of the Labor Code of the Russian Federation.

2. In accordance with Art. 143 of the Labor Code of the Russian Federation, the structure of the tariff system includes tariff rates (salaries, official salaries), a tariff scale, and tariff coefficients. For the practical application of the tariff system, tariff-qualification reference books are also needed.

The tariff rate is a fixed amount of remuneration of an employee for the fulfillment of a labor norm (labor duties) of a certain complexity (qualification) per unit of time. Depending on the chosen unit of time, there are hourly, daily and monthly tariff rates. The tariff rate is set depending on the complexity, intensity, working conditions, as well as its economic and social significance. The main calculated value is the tariff rate of the first category, which determines the minimum wage for the simplest work. The monthly tariff rate of the first category cannot be lower than the minimum wage established by the state.

Salary is a fixed amount of monthly wages, which is set for managers, specialists and employees, as well as for those workers whose work cannot be rationed. The amount of the monthly salary cannot be less than the established minimum wage.

To determine the size of the tariff rate of the second and subsequent categories, the tariff scale is applied. It establishes the ratio of wages depending on the complexity of the work and the qualifications of workers. The parameters of the tariff scale are: the number of tariff categories, tariff coefficients, the range of the tariff scale. The first category corresponds to the simplest work, the last - the most difficult.

The most common in terms of the number of digits is the 6-digit tariff scale. In more complex industries, a 7-bit (oil and gas production, rolling and pipe production of ferrous metallurgy, railway transport, etc.) and an 8-bit (locksmith, locksmith and assembly and welding work, blast furnace and steelmaking, shipbuilding and ship repair, etc.) grid.

3. The billing of work is the assignment of types of labor to wage categories or qualification categories, depending on the complexity of the work.

Assignment of salary categories to employees is carried out in order to assess the qualifications of the employee and the complexity of the work performed by him, and qualification categories - in order to assess the level of professional training of the employee.

Tariffication of work and assignment of tariff categories to employees is carried out on the basis of tariff and qualification reference books. Tariff-qualification reference books include tariff-qualification reference books of works and professions of workers and a unified qualification reference book for the positions of managers, specialists and employees. The procedure for approving directories is established by Decree of the Government of the Russian Federation of October 31, 2002 N 787 (as amended on December 20, 2003) "On the procedure for approving a unified tariff-qualification guide for jobs and professions of workers, a unified qualification directory for the positions of managers, specialists and employees" , and the Procedure for the use of reference books - by Decree of the Ministry of Labor and Social Development of the Russian Federation of February 9, 2004 N 9 (BNA. 2004. N 14).

The Unified Tariff and Qualification Directory of Works and Professions of Workers consists of tariff and qualification characteristics containing the characteristics of the main types of work by professions of workers, depending on their complexity and the corresponding tariff categories, as well as the requirements for professional knowledge and skills of workers; The Unified Qualification Directory for the positions of managers, specialists and employees consists of qualification characteristics for the positions of managers, specialists and employees, containing job responsibilities and requirements for the level of knowledge and qualifications of managers, specialists and employees.

Until recently, tariff-qualification guides, approved in the prescribed manner, were mandatory. They are currently recommended.

The Unified Tariff and Qualification Handbook of Works and Professions of Workers currently in use was approved by the Decree of the USSR State Committee for Labor and the Secretariat of the All-Union Central Council of Trade Unions in 1983. In accordance with the Decree of the Ministry of Labor of Russia of May 12, 1992 N 15a (BMT RF. 1992. N 7 - 8) this handbook is used in all organizations located on the territory of the Russian Federation, and the necessary changes and additions to it are made by the Ministry of Labor and Social Development of the Russian Federation.

The qualification directory of positions of managers, specialists and other employees was approved by Decree of the Ministry of Labor and Social Development of the Russian Federation on August 21, 1998 N 37. It contains two sections: industry-wide qualification characteristics of positions of employees employed at enterprises, institutions and organizations (positions of managers, specialists and other employees), and qualification characteristics of employees employed in research institutions, design, technological, design and survey organizations (positions of managerial, scientific and engineering workers common to research institutions, design, technological, design and survey organizations ; positions of management and engineering and technical employees of design, technological, design and survey organizations; positions of employees of editorial and publishing departments). Each qualification characteristic contains three sections: "Job Responsibilities", "Must Know", "Qualification Requirements".

4. The main principle of tariff regulation of remuneration is that the development of all conditions of remuneration, including the determination of tariff rates and official salaries and their differentiation by categories, professional qualification groups and positions, is carried out at the local level. The tariff wage system is introduced in organizations (with the exception of those financed from the budget) on the basis of a collective agreement, agreements that apply to this organization, as well as local regulations. At the same time, state guarantees for wages must be observed (see article 130 of the Labor Code of the Russian Federation and commentary thereto).

5. In connection with the adoption of the Federal Law of April 20, 2007 N 54-FZ "On Amendments to the Federal Law" On the Minimum Wage "and other legislative acts of the Russian Federation", reduction of tariff rates, salaries (official salaries) is not allowed , wage rates, as well as compensation payments (additional payments and allowances of a compensatory nature, including for work in conditions deviating from normal, work in special climatic conditions and in territories exposed to radioactive contamination, and other payments of a compensatory nature), established before day of its entry into force (the Law shall enter into force on September 1, 2007).