Labor rationing: just about serious. Part 2

One of the main issues that HR managers have to solve is determining the number of employees: how many employees does the organization need?

Calculation of the number of personnel

The solution to this question usually begins with a searchpopulation norms for the relevant categories of workers. Unfortunately, most often it turns out to be unsuccessful - for the simple reason that population standards are by no means developed for everyone. Firstly, they solve only one specific problem, that is, they are unsuitable either for production planning, or for developing a wage system or financial incentives. Secondly, when drawing up rules, it is necessary to take into account a large number of factors (relatively speaking, the types of work performed and their features) that determine the real life requirements for the number of each category of employees. But since this is difficult to ensure, they are usually limited to three or four factors, which is not enough to ensure high accuracy of calculations.

In the absence of staffing standards, the need for personnel can be calculated on the basis of any other types of labor standards. The logic of these calculations is simple and clear, and the formulas used are simple.

Required number (H n) - this is the number of employees required to complete the production task in a specified period of time in given organizational and technical conditions. The required headcount is often referred to as "hands-on": this is the number of people who must be at their jobs. However, employees are periodically absent from their workplaces - for valid (vacation, illness, child care, etc.) and disrespectful reasons. With this in mind, in order to ensure the timely execution of production tasks, the company has to hire additional people.Headcount (H w) - this is the required number, taking into account the coefficient of absenteeism (K n ). Hw= Hnx Kn The headcount is often referred to aspayroll.

Calculation of the number based on time norms

Knowing the norms of time and volumes of orders, we can easily calculate the required number.

for example, if a worker spends one hour processing one part, and 80 parts need to be made per day, then 10 people will be required to complete the production task. The solution to the problem is obvious: the total labor intensity (80 hours) must be divided by the time one person works (8 hours per day).

In real life, everything is somewhat more complicated, so correction factors are introduced into the calculation. If time norms are taken as the basis, then the number of personnel is calculated according to the formulas:

where T - total labor intensity of work in the planned period, man-hours;
F - working time fund of one employee in the planned period, h;
H 1 , H 2 , H i - the norm of time for 1, 2, etc. type of work in the planned period, man-hours;
V 1 , V 2 , V i - the scope of work 1, 2, etc. of the type in the planning period;
To oh - a coefficient that reflects how much work is not covered by rationing in the planning period;
To ext - coefficient of compliance with the norms;
To n - absenteeism rate.

Planned periodin the calculation, it can be any - shift, week, decade, month, quarter, year. Different kinds works are characterized by different repeatability (permanent, daily, one-time, etc.), while the longer the planned period, the more accurate the result will be.

However, with an increase in the planning period, another difficulty arises. By no means all enterprises can draw up an accurate and detailed plan work, for example, for a year. But the use of approximate (indicative) production indicators in the plans reduces the accuracy of the results of calculating the number. Therefore, when assigning a planning period, specific circumstances should be taken into account, as well as the availability of reliable initial data.

Compliance rate (K ext) - this is an indicator that reflects the degree of fulfillment by the employee of planned targets (average output):

at an average output of 100%, K ext = 1.0;

with less output, K ext< 1,0;

with more output, K ext > 1.0 (for example, with an average output of 120%, K ext = 1.2).

Obviously, if employees systematically overfulfill the norms, then the indicator of the required number of personnel decreases, and if they underfulfill, it increases. The coefficient of compliance with the norms is usually calculated for production workers, for other categories of personnel, its value, as a rule, is taken equal to 1.0.

Absence rate (K n) - the standard indicator of accounting for hours worked, reflected in statistical reporting enterprises.

Code Coverage Ratio (K oh) used in calculations in cases where part of the work performed by employees is not covered by the standards (or it is impossible to establish them) - this occurs quite often. How do you know what percentage of work is not covered by rationing?

1. You can try to solve this problem arithmetically: subtract from the worked calendar time the total labor intensity of the normalized work. But for all its obvious simplicity, this method has limitations:

if the performance indicators exceed 100%, then the result will be expressed as a negative number;

if the performance indicators are less than 100%, then the result will by no means always reflect exactly the share of work not covered by the norms;

if the compliance rate is not equal to one, then the result will be significantly distorted.

1. K oh can be determined by observation - using the method of photographing working time. This is the most correct approach.

2. Most often, this coefficient is assigned using the “expert” method (based on experience).

for example, the annual (2009) production program of the woodworking enterprise provides for the production of 6600 pcs. wooden beams 2000x100x80 mm (later they are used to assemble joinery). It is necessary to calculate the number of carpenters (III category) who perform the operations of planing workpieces from four sides (using a sherhebel and a planer), cleaning edges from four sides (sanding paper), and also making 16 nests in each of the bars (eight with a chisel and eight - electric drill).

To determine the labor intensity, the Intersectoral norms of time for the manufacture of joinery products were used (Kramatorsk, 2005).

Norm of time for planing workpieces hand tool(scherhebel and planer) is 2.43 man-hours for every 100 m of the planed surface with a planing width of up to 100 mm (map 18 of the collection of standards); the complexity of planing one workpiece will be:

The norm of time for making blind grooves with a chisel is 2.91 man-hours per 100 sockets (Map 23); the complexity of making grooves with a chisel per workpiece is calculated:

The time limit for making blind grooves with an electric drill is 1.43 man-hours per 100 sockets (Map 26). The complexity of making grooves with a chisel per workpiece is calculated:

The time limit for hand sanding the edges with sandpaper is 1.03 man-hours for every 10 edges 2000 mm long (map 42). In the example under consideration, in each workpiece, the edges are cleaned from four sides, therefore, the labor intensity of edge cleaning on one workpiece is calculated as follows:

Considering that all works of the billing period are covered by rationing (K oh = 1.0), the total labor intensity of the work will be:

Then, with the fund of working time in 2004 hours (2009), the coefficient of compliance with the norms K ext = 1.0 and absenteeism coefficient K n = 1.12, the estimated number of carpenters will be:

Calculation of the number based on production rates

Usingproduction standardsthe number of employees is calculated by the formula:

where N in1, N in2, N in i - production rates for the 1st, 2nd, etc. types of work, respectively.

When calculating, be sure to keep in mind the correspondenceunits of measurement . That is, the units of measure for the amount of work in terms ofproduction standards and scope of workmust be the same - pcs., cu. m, kg, etc. Units of measurement of time in terms ofproduction standards and working time fund - hour, shift, etc. If the units of measurement do not match, the indicators should be recalculated. If the production rate is 120 pieces / min, and the planned period is one month, then when calculating the number, the units of measurement should be brought to a single scale: one month is 167 hours x 60 \u003d 10,020 minutes.

for example, the monthly production program of the harvesting area is:

1) billet A - 25 thousand pieces. at a production rate of 12 pieces / min. (in this example, local production rates are used);
2) blank B - 3 thousand pieces. (8pcs/h);
3) billet B - 50 thousand pieces. (15pcs/min);
4) blank G - 3 thousand pieces. (30pcs/h);
5) billet D - 4.5 thousand pieces. (25 pieces/h).

The monthly fund of working time is 167 hours. The coefficient of fulfillment of the norms for all blanks is K ext = 1.0, absenteeism coefficient K n = 1.12. Then the staffing will be:

To ensure the conformity of the units of measurement in the considered example, the recalculation of the production rates for billets A and B was carried out.

Headcount calculation based on service rates and service time rates

Service time standards (service standards) are used when rationing the labor of workers serving production (transport and storage facilities, repairmen, etc.). The calculation of the number based on them is carried out according to the formulas:

for service times:

for service standards:

where H o1, H o2, H oi - service standards of the 1st, 2nd, etc. type.

The above formulas are similar to the corresponding formulas for calculating the number based on the norms of time and output, however, they lack the coefficient of fulfillment of the norms. It is not used because for these units it is usually unacceptable not onlyunderfulfillment, but and overfulfillment norms: work must be carried out strictly in accordance with the established schedule / mode. If for some reason objective reasons productivity in service has increased, then you should not introduce a coefficient of compliance with the standards, butchange the norm.

for example, calculate the number of repairmen producing the current Maintenance metal-cutting machine tools of the turning group in the machine-assembly shop of a machine-building plant.

The company has established service standards and service time standards for each type of equipment (table). The norms were established on the basis of the Intersectoral norms of the number, service norms and time norms for workers, employed in servicing main and auxiliary production (Kramatorsk, 2005). Absence rate K

Since the service time norm is set in man-minutes, the working time fund (one shift) is also taken in minutes.

If we use service standards to calculate the same amount of work, then the staffing of repairmen will be:

Calculation of abundance based on population norms

Number norms usually obtained as a result of data analysis of many similar enterprises or structural units (using mathematical and statistical methods). Within a single enterprise, it is usually not possible to create population standards.

AT collections of normspopulation norms are presented in the form of tables (they may be accompanied by formulas on the basis of which the data were calculated). Number norms always reflectnecessary number . When using them, the absenteeism rate should be added separately, taking into account the characteristics and statistics of a particular enterprise.

It is quite easy to use population standards, but the results may not be as good as expected.

for example, for an enterprise with a headcount of 10 to 500 people, the standard number of employees for accounting can be calculated by the formula:

where h pr - total number of personnel at enterprises, thousand people;
N c.n. - the number of independent structural units at the enterprise, pieces.

Then for an enterprise with 14 structural divisions with a total headcount of 425 people, the number of accountants will be:

How much can you trust the results? The formula is taken from the collection "Intersectoral norms for the number of accounting employees", approved by the Ministry of Labor and Social Policy of Ukraine in 2003 and recommended for use in all enterprises, institutions and organizations. Paragraph 11 of the "General Part" of the collection states that "number standards are developed depending on the complexity of the typical scope of work and are calculated depending on the factors that have the greatest influence on their size." This gives confidence and increases confidence in the result.

But doubts remain ... Let's try to compare (at least approximately) the work in the accounting department of a small-scale wholesale trade enterprise and a budgetary research institute (assuming that the number of staff and the number of structural units in them are the same). It is obvious that both the volume of operations performed by accountants and their content are very different, while the inter-industry norm is the same for everyone! This is the main drawback of the norms of the number.

It is almost never possible to accurately establish the conformity of the actual composition and scope of work performed with the one used in determining the population norm. Of course, if we are talking about the district employment center or branch pension fund- There are no problems, all institutions work according to a single instruction and approved methods. But each manufacturing enterprise in some way unique, and the more significant the discrepancy between "life" and the norms, the greater the error in the calculation results.

Therefore, a more reliable result is obtained when calculating the abundance based on other norms, although the calculation process turns out to be more cumbersome. Given this circumstance, in many collections of norms for the number of developers also include time norms for the main types of work.

for example, Intersectoral norms for the number of employees of legal services (approved by the Ministry of Labor of Ukraine in 2004), Intersectoral norms for the number of employees involved in the operation and maintenance of robotic areas at enterprises (approved by the Ministry of Labor of Ukraine in 2006), the already mentioned Intersectoral norms for the number of employees in accounting, etc.

Regardless of the type of norms used, if the composition and volume of work performed (both in general and for their individual types) are taken into account correctly, the results of calculating the number of personnel will be reliable; they can be used to make managerial decisions.

We need one and a half workers...

When calculating the number of personnel, fractional values ​​are often obtained. How to proceed in this case?

First of all, the fractional result can beround down to the nearest smaller integer . In this case, we understand that the actual labor intensity of workers will increase somewhat, and the growth rates may be different. It is one thing to round 1.5 to 1.0, but quite another to round 25.5 to 25.0. A significant increase in workload can be offset by additional payments (for example, a bonus “for the intensity of work”), but a small increase, as a rule, is taken for granted.

Secondly, the fractional calculation result can beround up to nearest integer . For example, 6.5 - up to 7.0. At the same time, the intensity of labor is somewhat reduced. To compensate for the decrease in intensity, employees are assigned additional responsibilities, but a slight decrease, as a rule, is also ignored.

Thirdly, you can enter incomplete staff units in the staffing table - 0.25; 0.5 stakes, etc.

Accountable amounts, incl. for the purchase of gasoline, you can give the employee not only in cash, but also transfer it by bank transfer to his “salary” card.

Standards for the number of workers, managers, specialists and employees

Update: March 28, 2017

In order for an organization to achieve the level of performance it needs, it must have a sufficient number of personnel for this. For correct calculations of this number, the standards for the number of personnel (workers, managers, specialists and employees) are sometimes used.

Let's consider what they are.

The number of employees - a kind of labor standards

Like those listed above, the standards for the number of managers are scattered across departments and industries.

All these norms are also used to optimize the number of personnel in organizations. It is impossible to single out any one of them in terms of importance; they are usually used in combination.

characterize the parameters production process and work environment that affect the health and performance of workers.

Standards for operating modes of equipment contain equipment parameters, on the basis of which the most efficient modes are set technological process, providing the specified performance of the equipment with minimal cost living and materialized labor. In accordance with the selected mode of operation, the value of machine, hardware and machine (hardware)-manual time is set.

Time standards contain regulated time costs for the implementation of the main elements of the labor process (labor movements, actions, techniques, etc.), for the manufacture of parts, assemblies, products and for servicing a piece of equipment, workplace, unit production area.

Work pace standards establish a regulated pace of work.

Number standards determine the regulated number of employees required to perform a given amount of work.

Types of norms.Norm of time – this is the amount of working time required to perform a unit of a specific work (operation) by one worker or a group of workers of the appropriate number and qualifications in the most rational organizational, technical and economic conditions for a given enterprise, taking into account advanced production experience. The time limit is calculated in man-hours, man-minutes or man-seconds. To establish the norm of time, it is necessary to find out the composition of the costs of working time and their specific values ​​for the performance of this work.

The composition of the time norm can be represented as the following formula:

,

where Hvr is the norm of time;

Tpz - preparatory-final time;

Top - operational time;

Tos - the main time;

Torm - time for maintenance of the workplace;

Totl - time for rest and personal needs;

Tpt - breaks due to technology and organization of production;

Tvs - auxiliary time.

Production rate determines the number of units of products that must be manufactured by one employee or team (link) of the appropriate qualification for a given period of time (hour, shift) in certain organizational and technical conditions. Production rates are measured in natural units (pieces, meters, etc.) and express the necessary result of the work of workers. Several formulas are used to calculate production rates. Most general formula has the following form:

,

where Nvyr is the production rate;

Tvr - a period of time for which the production rate is determined;

Hvr - the norm of the time of workers.

At present, the average coefficient of fulfillment of production norms by piecework workers - Kv, which is calculated by the formula:

where Rf is the actual quantity of products manufactured for the period for which the production rate Nvyr is set.

The norms of labor costs usually also include the norms of maintenance and manageability. This is true in the sense that these norms, as well as the norms of the results of labor, are established on the basis of the norms of time. Service rateequipment defines required amount machines, workplaces, units of production area and other production facilities assigned for service to one employee or team (link). It is a derivative of the norm of time. To calculate the rate of service, you need to determine the rate of service time.

However, in terms of economic content, the norms of service and manageability differ significantly from the norms of costs and labor results. Service standards determine the number of production facilities (machines, apparatus, jobs, etc.) assigned to one worker or team; controllability norms - the number of employees subordinate to one leader. Thus, these norms characterize the working areas or the boundaries of the workplaces of multi-machine operators, adjusters, mechanics on duty, foremen, heads of departments and other groups of workers.

The cost and results of labor significantly depend on the size of service areas and manageability. In particular, the number of machines per worker directly affects the size of the norms for the number, duration, time (labor intensity of operations) and output. However, this does not mean that the service and manageability norms (regulatory zones) themselves can directly measure the costs and results of labor. They refer to the normative characteristics of the organization of the labor process, like the forms of division and cooperation of labor, the parameters of job service systems, etc. The norms of service and manageability can be called the norms of the structure of the labor process, which determine the optimal ratio between the number of employees of various groups, as well as between the number of employees and the number of pieces of equipment.

Controllability rate(number of subordinates) determines the number of employees who should be directly subordinate to one manager.

population rateworking- this is the number of employees of a certain professional and qualification composition required to complete the production task. The required number of workers engaged in servicing production is determined by the formula:

where Nch - the norm of the number;

O - the total number of serviced units of equipment, square meters production area, etc.;

But - the norm of service.

In addition to calculating the required number of workers, the need for specialists is usually calculated (at the end of the planning period) Ppl according to the formula:

Ppl \u003d Chpl × N,

where Npl is the total number of personnel at the end of the planning period;

H is the coefficient of saturation with specialists.

Normalized task determines the required range and scope of work to be performed by one employee or team (link) for a given period of time (shift, day, month). Like the production rate, the normalized task determines the necessary result of the employee's activity, however, in contrast to it, it can be set not only in natural units, but also in standard hours, standard rubles. In this regard, the production rate can be considered as special case standardized task.

Objectively, there are two forms of labor costs: the cost of working time and the cost of labor (nervous and physical energy). Accordingly, it is possible to single out the norms for the expenditure of working time and the norms for the expenditure of labor.

Working time rate (time standards) sets the time for the completion of a unit or a certain amount of work by one or more workers. Depending on the specific conditions, the norms for spending working time can determine the duration of work, the time spent on its implementation by one or more employees, and their number. In accordance with this, the norms of the expenditure of working time include the norms of the duration and labor intensity of work (operations) and the norms of the number. Norms of duration and labor intensity of work are forms of expressing the norm of time.

Having considered the norms of labor costs of workers, it is necessary to turn to the analysis of the results of their activities, which are usually expressed in the amount of products produced or a certain amount of work performed. Therefore, to performance standards first of all, it is necessary to attribute the norms of production and normalized tasks.

For some groups of workers and employees, it is difficult (or inexpedient) to express the results of labor by the volume of work performed by them. In particular, this applies to maintenance personnel, whose task is not to increase the amount of repair work, but to ensure the normal functioning of the equipment. Therefore, the norms of labor results should include not only indicators of the required amount of work (production standards, normalized tasks), but also norms for the use of equipment and production capacity, which are determined, depending on the specifics of the production conditions, necessary time operation of equipment, its downtime for repairs, the level of use of the production capacity of sections and workshops, etc.

When analyzing cost rates and labor results, it must be taken into account that the result rates are usually set on the basis of cost rates. In particular, the following dependence directly follows from the definition of the production rate:

,

where Nvyr is the production rate;

T - the period of time (hour, shift) for which the production rate is set;

Nd.r - the norm of duration for workers;

But - the rate of service;

Nd.o - duration rate for equipment;

Nch - the norm of the number of employees performing this operation;

Ht - the norm of labor intensity of the operation.

Despite the fact that the norms of labor results are usually set on the basis of the norms of its costs, when using norms for planning, accounting and stimulating production, it is necessary to constantly remember the fundamental difference between costs and results.

These time standards are widely used in practice, but they do not exhaust all the characteristics of the labor process, the regulation of which is objectively necessary. Such norms include norms for the expenditure of working time (norms for the duration and labor intensity of work), norms for the expenditure of physical and nervous energy), norms for the results of labor, etc.

The structure of the norms of costs and results of labor is shown in fig. 2.

Rice. 2. The structure of the norms of costs and results of labor

Labor standards are the basis of planning and organizational calculations. There is a myth that in the industrialized countries of the West there was no planning, and the functions of the regulator of economic processes were performed by the market. This is not entirely true. Of course, the nomenclature of the most important products was not brought to each enterprise, as in a planned economy, the enterprises themselves conducted marketing research and determined the output of products depending on the situation, but after determining production program planning was carried out in the most rigorous manner, and, of course, with the application of labor standards, and products were produced on strictly scheduled dates (firstly, it was impossible to violate the delivery dates, and secondly, it was necessary to use market opportunities until new competitors).

The validity of any plan depends on the quality of labor standards.

The reality of planned calculations for the manufacture of products is determined by the reliability of the activities of production cycles, which are calculated based on the norms of time. The norms also allow you to set the number of employees and the number of pieces of equipment, i.e. the volume of production resources required to produce the planned quantity of products.

For example, the estimated number of workers ChR in the general case is found by the formula:

where Fnr is the time fund of the workers of this group, necessary for the manufacture of the planned volume of products;

Fр - available (possible for use) fund of time of one worker of this group in the planning period.

The number of groups of equipment N required to produce the planned volume of products is found by the formula:

where Fno is the time fund of the equipment of the analyzed technological group, necessary for the manufacture of the required volume of products;

Fо is the available time fund for the equipment of the analyzed group in the planning period, taking into account the shift work.

For planned calculations at enterprises, the norms of time, production, maintenance, number, manageability are used. Based on them, the planned production volumes of workshops and sections are established, the loading of equipment, the number of employees, funds are calculated. wages, cost of production, calendar and planning standards (lot sizes, duration of production cycles, volumes of work in progress), etc. Time standards also serve as the basis for the technical preparation of production, coordination of the activities of workshops and departments of the enterprise.

Labor standards and organization of wages. Under the planned economy, the state exercised control over the measure of labor and the measure of consumption, using such instruments as rationing and wages. Under those conditions, the state made great efforts to maintain an unstable balance between the monetary income of workers (the basis of these incomes was wages) and the quantity of goods produced. This made it possible to maintain relatively stable prices.

The relationship between the size of the labor norm and the worker's earnings is most evident with piecework wages. The rate at which payment is made for the manufacture of a unit of output is determined, as is well known, by multiplying tariff rate to the norm of time.

Moreover, when proper organization labor average direct piecework workers of the site (workshop) should not differ significantly from the product of the tariff rate by the number of hours worked. But since the revision of the tariff system was carried out relatively rarely (once every 10-15 years) and it did not always reflect changes in production conditions in a timely manner, in practice, labor standards were often used in the function of wage regulators that was not characteristic of them. This was done by “adjusting” labor standards to ensure the prevailing level of wages, differentiation of working conditions, its attractiveness, prestige, etc.

A way out was found through the necessary differentiation of working conditions, taking into account its conditions and the level of professional skills of workers. Such an experience at that time was the experience of the Volga Automobile Plant VAZ, later other innovations appeared.

Labor standards and competitiveness. In the planned economy, socialist emulation became widespread. Despite the elements of formalism caused by the desire to make this competition mass, one cannot fail to note a certain increase in labor productivity in those teams where this competition was truly organized, and great importance had a generalization of the experience of the leaders of the competition, which became the property of other workers.

Due to the fact that the participants of the competing teams had different conditions labor, it was labor standards that were the standard with the help of which it became possible to exclude the influence of factors that do not depend on the efforts of the competitors.

It is curious that in the developed industrial countries they carefully studied this experience and took everything rational from it. For example, in Japan, phenomena similar to the “best in profession” contests practiced in Russia are most widespread. This phenomenon has become so widespread in Japan that even in remote villages competitions are held (usually timed to coincide with holidays) for the best fisherman of the village, the best fish cutter, etc. And there is a simple explanation for this. Competitiveness is inherent in the nature of man. A clear confirmation of this is the huge number of viewers on Olympic Games and other sports competitions.

Labor standards are the basis for stimulating productivity growth and production efficiency. The role of the norm in stimulating the growth of productivity and production efficiency is determined primarily by the fact that necessary costs labor should be established on the basis of the choice of the most effective options for the technological and labor process.

Secondly, this role of norms is due to the fact that on their basis the volume of production resources necessary to fulfill production tasks is established. But after all, all incentive systems are based on a comparison of actual resource costs with normative ones, the validity of norms is the most important condition for effective production activities.

For example, for assembly workers, the main resource is work time. And the stimulation of the growth of their labor productivity is built on the basis of a comparison of the actual and normalized costs of working time. For machine operators, time is also a major resource, but incentives to save energy, tools, materials, etc. also play a significant role. etc.

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Federal State Unitary Enterprise "Scientific Research Institute
labor and social insurance”
Federal Agency for Health and
social development

Recommendations for determining the number of employees of budgetary organizations for labor have been prepared taking into account the generalization of the experience of using normative materials on multi-purpose labor developed by the Office of Labor Standards of the Federal State Unitary Enterprise "NII TSS" of Roszdrav.

The recommendations consider general methodological provisions on the use of regulatory materials on the work of employees of budgetary organizations, requirements for regulatory materials, legal issues their establishment and replacement, control over the state regulatory framework and determination of the effectiveness of the introduction of normative materials on labor.

Candidate of Economics, Honored Economist of Russia Sofinsky N.A. (head of work), Ph.D. Kirichenko M.E. (responsible executor).

Introduction

The Department of Labor Standards "NII TSS" of Roszdrav (former Central Bureau of Labor Standards) has over a long period of time created a multi-purpose regulatory framework for intersectoral purposes, which makes it possible to establish the staffing of specialists, employees and other employees of budgetary organizations.

In the context of the need to stabilize and boost the economy, increase the efficiency of the work of managers, specialists and employees and increase their impact on the final results of the work of organizations, there is an increasing need for a reasonable determination of their number, to identify reserves for reducing the excess number of employees by more rational use fund of working hours and the establishment of their optimal workload, which would allow not only to maintain the previous level of efficiency of their work, but also to increase it.

These circumstances reinforce the need to improve the system of intersectoral, sectoral and local regulatory materials.

In this regard, of particular importance is the multi-purpose, effective application intersectoral and sectoral labor standards in budgetary organizations.

The regulatory framework of a budgetary organization should be comprehensive, i.e. to consist of different types norms and regulations various levels enlargement. It should have a multi-purpose purpose, namely: ensuring a reasonable establishment of the staffing level of the organization's employees and their functional divisions, distribution of the number of employees by positions, professions, setting normalized tasks, determining the labor intensity of work, training job descriptions and staffing schedules.

The relevance of developing recommendations for establishing the number of employees of various job categories on the basis of intersectoral, sectoral and local labor standards is largely due to the fact that the study of the experience of their application in organizations indicates significant differences in the level of efficiency of the implementation of regulatory materials.

1. GENERAL PROVISIONS ON JUSTIFICATION OF THE STATE NUMBER OF EMPLOYEES OF BUDGETARY ORGANIZATIONS ON THE BASIS OF REGULATORY MATERIALS ON LABOR.

1.1. It is recommended to establish the staffing number of employees of budgetary organizations on the basis of intersectoral, sectoral and local regulatory materials on labor, which make it possible to determine the required number of employees of the functional divisions of the organization or individual performers.

The required number of employees is understood as the number that allows efficient and high-quality performance of specific work while ensuring the conditions of science-based work and rest regimes.

1.2. The number of employees of a budgetary organization is established by structural divisions, separately for managers, specialists and other employees for production or service personnel(workers).

1.3. To establish the staffing of the organization's employees, the following types of regulatory materials are used - the norm of time, output (load), manageability, the norm of service time, numbers, standard staff.

Norm of time- this is the amount of time spent working, established for the performance of a unit of work by an employee or a group of employees of appropriate qualifications in certain organizational and technical conditions.

Production rate (load)- this is the established amount of work of units that an employee or a group of employees of appropriate qualifications is required to perform per unit of working time in certain organizational and technical conditions.

Controllability rate- the number of employees who are subordinate to one manager.

Service time rate is the amount of time spent on servicing a unit of work.

Number standard- this is the established number of employees of a certain professional and qualification composition, necessary to perform specific production, management functions or scope of work.

A variety of population standards are typical staffs established on the basis of time, service, and load norms.

1.4. The normative materials on labor used to calculate the staffing level are approved in the prescribed manner or by the head of the organization. According to the scope of application, regulatory materials are divided into intersectoral, sectoral (departmental) and local.

Intersectoral normative materials on labor are developed on the basis of organizational and technical conditions typical for organizations of several departments.

Appendix 1 contains the List of intersectoral normative materials on labor that can be used in determining the staffing level of employees of budgetary organizations.

Industry normative materials on labor are developed on the basis of organizational and technical conditions typical for enterprises in one industry.

Local regulatory materials are developed for certain types of work in cases where there are no relevant intersectoral or sectoral (departmental) regulatory materials, as well as when more advanced organizational and technical conditions are created in the organization compared to those taken into account when developing existing intersectoral and sectoral (departmental) regulatory materials for labor regulation. Local regulatory materials are approved by the administration of the organization in agreement with the trade union committee.

Their development can be carried out both by the organization itself and on a contractual basis by specialized organizations. A special subdivision (bureau, group) can be formed. Organizations should create libraries of normative materials, banks of algorithms and programs. In addition to intersectoral and sectoral labor regulations, the database also includes local regulations.

1.5. The organization of work on the preparation of the staffing table imposes increased requirements on specialists employed in this area. In particular, they must be fluent in modern methods analysis and design of labor processes, microelement regulation, ways to identify reserves to reduce labor costs for various works. The effectiveness of this work largely depends on the level vocational training employees participating in it, therefore it is advisable to involve specialized organizations in the development of local regulatory materials.

1.6. Normative materials on labor should be accessible for use - ease of perception, application of standards, normative formulas, ease of use of normative tables, clarity of the meaning of factors.

1.7. Organizational and technical conditions (labor organization, technology, office equipment, etc.) at workplaces must be brought into line with the requirements projected in labor regulations.

1.8. The titles of the positions of managers, specialists and other employees must comply with the Tariff and Qualification Characteristics (requirements) for industry-wide positions employees, and professions of workers - to the unified tariff-qualification directory of works and professions of workers (ETKS).

1.9. For all structural units, it is necessary to develop Regulations that reflect the tasks, the main content of the functions assigned to them and responsibilities, as well as job descriptions for performers.

1.10. The number of employees is based on the payroll established according to the normative materials on labor, taking into account the planned absenteeism rate, determined according to accounting data.

1.11. The staff list is approved by the head of the organization as of January 1 of the next year. During the year, it may be amended and supplemented due to changes in the scope of work and organizational and technical conditions of work.

2. METHODOLOGICAL RECOMMENDATIONS FOR CALCULATION OF STATES OF THE NUMBER OF EMPLOYEES ON THE BASIS OF NORMATIVE MATERIALS.

2.1. The method of calculating the staffing on the basis of time norms.

The number of employees on the basis of time standards is determined by the formula:

That - total costs on the amount of work per year, hours;

Fp - the normative fund of working time of the 1st employee per year (2000 hours are conditionally accepted);

Kn - coefficient taking into account the planned absenteeism of employees during vacation, illness, etc., determined by the formula:

.

The calculation of the total standard labor costs for the amount of work per year performed by employees is determined by the formula:

Tr - time spent on the corresponding type of work covered by the standards;

n is the number of types of work performed;

K is a coefficient that takes into account labor costs for work that is one-time in nature and not covered by standards.

The time spent on the corresponding type of normalized work is calculated by the formula:

Hvr - the norm of time, h,

VI - the amount of work of the 1st type, performed during the year.

An example of calculating the number of employees of a structural unit is the calculation of the number of employees engaged in accounting and financial activities, based on time standards (table 1).

An example of calculating the number of employees in the accounting department for accounting for fixed assets.

Table 1

	Composition of the work	Position number	Norm of time in minutes.	Scope of work in units of measure	Labor costs per hour gr. 4 ? gr. 5
	Extract of data on the availability of fixed assets in the inventory list and collation sheet for the inventory of fixed assets.
	Reflection of the movement of fixed assets in the turnover sheet for accounting for the movement of fixed assets. Analysis of the obtained results. Keeping a log of an order of the appropriate form.
	Calculation of depreciation charges for the month, taking into account the input and disposal of fixed assets. Keeping a log of an order of the appropriate form.
	Drawing up a turnover sheet for depreciation of fixed assets. Recording the amount of depreciation in the memorial warrant book "Magazine-Main"
Total To:

The total labor costs for the amount of work per year (To) performed by the unit (group) was 3540 hours:

2.2. The method of calculating the staff number based on the load norms.

The number of employees through the load norms is established by the formula:

N- the total number of work performed in units of measurement per year;

Hn - average annual rates load in units of measurement per year per performer.

The average load rate in units of measurement per performer is calculated by the formula:

Фп - normative fund of working time of one employee per year, hour;

Тav - average standard labor costs for the performance of one work in units of measurement.

That is the total labor costs for the amount of work for the year performed by the performer (or performers).

Example of determining the number of judges and system load arbitration courts based on the norms of workload per judge is given below.

Calculation of the total labor costs of work performed by judges of the arbitration court

table 2

Calculation of the average standard labor costs for the consideration of one court case in the first instance:

, where

N - the number of cases considered in the first instance for the year - 2370.

Thus, the average workload of a judge of an arbitration court in the first instance for a year is:

,

Фп - standard working time fund of a judge per year 2000 h.

The number of judges will be:

.

2.3. Methodology for calculating the number of workers on the basis of service time standards.

The number of workers on the basis of service time norms is calculated by the formula:

To - the total complexity of the work (per year, month, shift), for a given service area.

But - the rate of service time for a unit of work volume (sq. m., number of visitors, etc.)

Kn - the planned absenteeism rate.

Service time norms are calculated by the formula:

Фп - normative working time fund (shift, monthly, annual);

Tno - the sum of the norms of service time.

The sum of service time norms (?Tno) is determined by the formula:

Tno \u003d (Tn 1 + Tn 2 + ... + Tnp)? K,

where Tn 1, Tn 2, ..., Tnp is the time spent on the performance of individual works, which is determined by the formula:

Tn 1 \u003d t? V? q, where

t is the operating time standard per unit of work;

V - scope of work;

q - average frequency of work (per shift, per month, per year);

K is a coefficient that takes into account the time spent on performing additional functions, rest and personal needs. The coefficient K is determined by the formula:

where

and 1 - time for additional functions in% of the time of the main functions;

and 2 - time for rest and personal needs in% to the time of the main functions.

An example of the calculation of the regular number of cleaners based on service time norms. Service standards for office cleaners.

Table 3

Notes:

1. If there are carpet paths on the staircase, apply the following coefficients to the maintenance time rate

Stairwells in a building from 2 to 5 floors without an elevator K = 1.6;

Stairwells in a building from 2 to 5 floors with an elevator K = 1.7;

Stairwells in a building above 5 floors with an elevator K = 1.75.

The service time norms are set taking into account the time spent on the performance of basic and additional functions by cleaners of office premises. The main functions include all types of work on cleaning rooms and rooms. Additional functions include: delivery of cleaning products and accessories at the beginning of the shift to the place of work and at the end of the shift to the place established for their storage.

The total area of ​​office space is 2000 m 2 , including: office space 1602 m 2 ; stairwells in the building up to 5 floors with an elevator - 248 m 2 . Building up to 5 floors with an elevator, K = 1.7. Sanitary facilities- 10, their total area is 100 m2; showers - 2 by 25 m 2.

The service time norms for room cleaners are taken from Table No. 3.

tn 1 \u003d 0.08? 1602? 1 = 128.16 hours

tn 2 \u003d 0.03? 248? 1.7 = 12.65 hours

tn 3 \u003d 0.009? 100 ? 1 = 0.9 h.

tn 4 \u003d 0.008? fifty ? 2 = 0.84 hours

a 1 = 0.1 a 2 = 0.1

Tno = (128.16 + 12.65 + 0.9 + 0.8)? 1.002 = 142.51? 1.002 = 142.79 man-hours

The number of employees for cleaning office premises:

2.4. Methodology for calculating the staffing of educators and assistant educators of a children's institution.

The number of educators and assistant educators is determined taking into account:

Maximum occupancy of groups by children;

Length of stay of children in the group (rate of service);

Number of working days children's institution(groups in preschool per week);

The standard working hours of the educator and assistant educator per week (depending on the type preschool).

Number standards are set based on the maximum occupancy of groups in a preschool institution general purpose:

under the age of one year - 10 children;

15 children aged from one to three years;

aged over three years - 20 children.

The number of educators is calculated by one position for each group per shift:

in nurseries and preschool groups with day stay of children - based on their work in a group during the entire working hours of the institution (group);

In nursery groups with round-the-clock stay of children - based on their work in a group for 24 hours;

In preschool groups with round-the-clock stay of children - based on their work in a group for 14 hours.

The number of assistant educators is calculated at one position for each group per shift, during the entire working hours of the institution.

Number of working days of the children's institution per week:

6-day work week; 5 day work week.

The standard working hours of the educator per week:

In groups for children with developmental disabilities (for children with mental or physical disabilities) - 25 hours;

In other cases - 36 hours.

The standard working time of the teacher's assistant per week in groups:

For children with tuberculosis intoxication - 36 hours;

For mentally retarded children and children with affected central nervous system and mental disorder - 36 hours;

In other cases - 40 hours.

The attendance of educators and assistant educators in the group is calculated by the formula:

Chyav - the number of educators or assistant educators in the group;

Тс - duration of stay of children in the group per shift;

T - the number of working days of the children's institution per week;

Tn - the standard duration of the working time of the educator and assistant educator per week.

The regular (list) number of employees (Chsp) is determined by the formula:

Chsh \u003d Chav? Kn, where

Kn - coefficient taking into account the planned absenteeism of employees during vacation, illness, etc.

, where

The percentage of planned absenteeism is determined according to accounting data.

Example 1. General purpose group. The number of children in the group over the age of three years - 20 people.

The working hours of the preschool institution are 6 days a week, with 9-hour stay of children, 10% are planned absenteeism according to the accounting department.

Example 2. General purpose group. The number of children under the age of one year - 10 people, 10% - planned absenteeism.

The working hours of the preschool institution are 5-day working week with 24-hour stay of children.

The number of educators in the group:

The number of teachers' assistants in the group:

Example 3. General purpose group. The number of children in the group over the age of 3 years - 20 people.

The operating mode of the preschool institution is a 5-day working week with a 5-hour stay for children (walking), 10% - planned absenteeism.

The number of educators in the group:

The number of teachers' assistants in the group:

2.5. Methodology for calculating the number of employees on the basis of headcount standards.

The methodology for calculating the number of employees using headcount standards depends on the type of these standards - developed for management functions, individual positions or types of work.

The most common are the standards for the number of employees developed by management functions in the form of normative power or linear equations regression, for example:

H = K? F 1 ? F 2 or N \u003d K + a 1 F 1 + a 2 F 2, where

H is the number standard for the management function, people;

K - constant coefficient of the regression equation;

a 1 , a 2 - indicators of the degree of regression with the appropriate factors;

F 1 , F 2 - numerical values ​​of the factors.

The total standard number of engineering and technical workers and employees of a subdivision (organization) is determined as the sum of the headcount standards for management functions:

Hn \u003d H 1 + H 2 + ... + H n, where

Нн - normative number by subdivision (organization), people;

H 1 , H 2 , ..., H n - the standard number of engineering and technical workers and employees for each function, people.

An example is the calculation of the number of employees for the function "Organization of labor and wages" in accordance with the "Typical intersectoral standards for the number of employees employed in economic and administrative services" according to the formula:

H 4 \u003d 0.12 + 0.0051? Rpp + 0.0009 P,

where: Рpp - total number of employees - 100 people;

P - the number of workers - 12 people.

H 4 \u003d 0.12 + 0.0051? 100 + 0.0009? 12 = 0.64 people

The number of employees can also be established according to individual standards for the position.

For example, the service of economic and material and technical supply is assigned 1 storekeeper with a value of stored valuables over 100 thousand rubles. in year.

3. CONTROL OVER THE STATE OF RATED DISCIPLINE IN THE ORGANIZATION.

Control in the organization is carried out in the following areas:

Coverage by regulatory materials of the entire number of employees;

The quality of the entire existing set of regulatory materials;

The quality of a particular current regulatory document.

In the first two areas, the objects of analysis and control can be the organization as a whole or its divisions.

Coverage by normative materials characterizes specific gravity employees, the number of which is established by the standards.

The ratio of the regular, actual and standard number of managers, specialists and employees is determined in the form below:

Table 4

Economic efficiency (E), obtained as a result of the creation and use of the regulatory framework for labor, when compiling the staffing table, can be determined by the following formula:

E \u003d Ev - Z, where

Ev - savings obtained, respectively, due to the release of workers (Ev);

Z - the amount of funds spent on the implementation of measures to calculate the standard number, rub.

Appendix 1

A list of intersectoral normative materials on labor that can be used in determining the number of employees in budgetary organizations.

1. Intersectoral enlarged time standards for the development of design documentation, 1991.

2. Standard norms of time for the development of design documentation (design of technological equipment). - M. "Economics", 1987

3. Enlarged norms of time for the development of technological documentation, 1993

4. Time limits for patent research. - M. "Economics", 1987

5. Intersectoral time limits for work on scientific and technical information, 1990

6. Time limits for work in automated systems scientific and technical information. - M. Research Institute of Labor, 1988

7. Typical norms of time for the translation and processing of scientific and technical literature and documents. - M. "Economics", 1990

8. Intersectoral standards for the number of employees of the labor protection service in organizations, 2001

9. Enlarged norms of time for the development of computer software. - M. "Economics", 1988

10. Typical norms of time for programming tasks for computers. - M. "Economics", 1989

11. Intersectoral aggregated time standards for accounting and financial activities in budget organizations, 1995

12. Norms for the number of employees of the legal service, 1990

13. Intersectoral aggregated time standards for recruitment and accounting of personnel, 1991

14. Standards for the number of employees of personnel training departments (bureaus, sectors) at enterprises. - M. Research Institute of Labor, 1990

15. Standards for the number of engineering and technical workers and employees of associations of the hotel industry and hotels. - M. Research Institute of Labor, 1985

16. Uniform norms of time (production) for typewritten work. - M. "Economics", 1988

17. Intersectoral enlarged standards of time for work on documentary support of management, 1994

18. Intersectoral enlarged time standards for working with scientific and technical documentation in the archives of institutions, organizations and enterprises, 1993

19. Time limits for work on automated archival technology and documentation support for government bodies, 1993

20. Enlarged norms of time for work performed in archives that store documents on the personnel of institutions, organizations and enterprises, 1992

21. Intersectoral norms of time for work performed in libraries, 1996

22. Intersectoral norms of time for scientific work performed by librarians. Moscow, 1994

23. Intersectoral standards for the number of employees of club institutions, 1991

24. Time standards for work performed by employees of city (district) centers public service employment in conditions of automated information processing, 1995

25. Time standards for work performed by employees of city (district) centers of the state employment service, 1995

26. Norms for the workload of judges, bailiffs and employees of the apparatus of people's courts, 1996

27. Time standards for work performed by employees of city and district departments of social security. M. 1990

28. Workload norms for judges of the system of arbitration courts Russian Federation, 1997

29. Intersectoral standard norms of time for work on maintenance of personal electronic computers and organizational equipment and software maintenance. M. 1998

30. Standards for the maximum number of employees of personnel services and accounting departments federal bodies executive power. M. 2002

31. Norms of time for work on additional support for the management structures of federal executive bodies. M. 2002

32. Norms of service for workers engaged in work on the sanitary maintenance of households, 1996

33. Enlarged norms of time for polishing and glass cleaning, 1991

34. Time limits for cleaning office and cultural and community premises, 1990

Introduction. one 1. General provisions to substantiate the number of employees of budgetary organizations on the basis of regulatory materials on labor. 2 2.1. The method of calculating the staffing on the basis of time norms. 3 2.2. The method of calculating the staff number based on the load norms. 5 2.3. Methodology for calculating the number of workers on the basis of service time standards. 6 2.4. Methodology for calculating the staffing of educators and assistant educators of a children's institution. 7 2.5. Methodology for calculating the number of employees on the basis of headcount standards. nine 3. Control over the state of staff discipline in the organization. ten Annex 1. List of intersectoral labor standards that can be used in determining the number of employees in budgetary organizations. ten

All-Russian Research Institute
documentation and archiving
(VNIIDAD)

Method of calculation
based on labor standards

Moscow, 2004

Methodology for calculating the staffing of state archives based on labor standards/ Compiled by: Z.V. Bushmeleva (topic leader), V.E. Sobolev, L.P. Shotina, scientific editor V.D. Sploshnov. Moscow: VNIIDAD, Rosarkhiv, 2004.

This technique is designed to calculate the staffing of specialists, administrative and managerial and junior staff of archives of various levels, regardless of the types of documents stored.

"The methodology for calculating the staffing of state archives based on labor standards" was approved by order of the Federal Archives dated January 14, 2004 No. 9.

Introduction

The methodological basis for the preparation of the “Methods for calculating the staffing of state archives based on labor standards” was the “Recommendations for determining the staffing of employees of budgetary organizations based on labor standards”. In them, “the number of employees of budgetary organizations is recommended to be established on the basis of intersectoral, sectoral and local regulatory materials on labor, which make it possible to determine the required number of functional units of the organization or individual performers. The number of employees of a budgetary organization is established by structural divisions, separately for managers, specialists and other employees, for production and maintenance personnel (workers).

The calculation method allows you to determine the required number of employees: specialists in the main activities, as well as other specialists providing this activity, administrative and managerial and junior staff of the archive, not only for functional units and individual groups of employees, but also for the archive as a whole, in certain areas his activities.

The methodology and formulas for calculating the required staffing level are recommended for use in archives different types, levels of subordination and regardless of the composition of documents.

The use of labor standards in calculating labor standards is the most accurate method for determining the required number of employees and assessing the level of productivity of their labor.

Under required staffing employees is understood as the number that allows efficient and high-quality performance in in full work on the acquisition, accounting, preservation and use of documents in a particular archive, as well as organizational and managerial functions, subject to scientifically based work and rest regimes and the modern level of labor organization.

Core Business Specialists- these are specialists of higher and secondary qualifications who perform work directly related to the main functions of archives: storage and preservation of documents, acquisition, accounting and use of documents, as well as master planning and reporting on the results of these areas of activity, organization of the work of the advisory bodies of the archive.

Based on the specifics of the activities of archives, restorers, photographers, bookbinders, operators of microfilming, copying and other reproducing equipment can be conditionally classified as a special group of specialists in the main activity serving the most important areas of archive activity - ensuring the safety and use of documents. These specialists, as a rule, have secondary specialized education or special training. Their number should be calculated according to the formula used to calculate the number of specialists in the main activity.

Administrative and management personnel (AMP)- this is a category of managers and specialists who manage the archive by functions - general management, management of structural divisions, accounting, personnel and office support. PAM employees ensure the collection and processing of all management information, prepare, accept and implement management decisions, take part in the practical solution of scientific and production problems.

Engineering and technical workers (ITR)- these are specialists of various profiles of higher or secondary qualification, who carry out maintenance of film, photo, photo, microfilming, restoration, copying equipment, precision optical equipment, PCs and other computer equipment, as well as engineering maintenance of archive buildings and premises.

Workers and Junior Service Personnel (MOP)- employees who are not directly involved in the performance of the main functions of the archive, but serving them. These are cleaners of premises and territories, storekeepers, cloakroom attendants, elevator operators, workers who ensure the operation of engineering equipment of buildings (heating, water supply, sewerage, electric lighting), instrumentation and automatic devices installed on this equipment.

The following types of standards are used to calculate the required staffing of employees of state archives: time norm, output norm, manageability norm, service time norm and service norm.

Norm of time- this is the amount of time spent working, established for the performance of a unit of work by one employee or a group of employees of the appropriate qualification under certain organizational and technical conditions.

Production rate- this is the established amount of work that one employee or a group of employees of appropriate qualifications is required to perform per unit of working time under certain organizational and technical conditions.

Controllability rate- this is the number of employees whose activities can be effectively managed under given organizational and technical conditions by one manager.

Service rate- the required number of objects (pieces of equipment, workplaces, visitors, etc.), which one employee or a group of employees of appropriate qualifications must serve during a unit of working time in certain organizational and technical conditions. The service rate is a derivative of the service time rate.

Service time rate- this is the amount of working time spent by one employee or a group of employees with the necessary qualifications to service a unit of an object (unit of equipment, floor space, number of visitors, etc.).

Calculations using labor standards (see Appendix) can be carried out for various purposes: to determine or clarify the required staffing of the archive as a whole - both the existing one and the newly created (projected), branch of the archive, a specific division (divisions) of the archive; in the areas of activity of the archive; if necessary, ensure the implementation by the archive of the measures provided for by intersectoral, sectoral and regional programs; in the event of an actual or forecasted significant increase in the volume of acquisitions and other types of work; when changing the structure of the archive; the need to redistribute staff between the departments of the archive, when commissioning a new building or reconstructing the archive, etc.

1. Methodology for determining the required staffing of the archive as a whole

Calculations of the required number of employees of the archive as a whole are carried out for all types of work that are carried out or should be carried out (this is determined by the purpose of the calculation) in the archive, both for the main (archival) and for administrative and managerial, as well as engineering, technical, economic, auxiliary work (if it is determined that the engineering, technical and economic maintenance of the archive should be carried out by its full-time employees).

It is expedient to make calculations separately by categories of employees: specialists in core activities, managers in core activities, specialists in administrative and managerial personnel, engineering and technical workers, workers, junior service personnel, managers in non-core activities.

This work is recommended to be carried out in the following order. First, it is advisable to calculate the required number of employees for the main activity. To do this, it is necessary to compile a list of all functions for the main activity and all archival work that the archive must perform in order to implement its tasks and functions defined by archival and related legislation (federal and regional), the Basic Rules for the Operation of State Archives of the Russian Federation, the rules for the operation of state archives with scientific and technical and film, photo and video documents, regulations, other industry regulatory and methodological documents, as well as federal and regional programs and plans for the development of archiving, the charter of this archive (regulations on the archive).

The list includes normalized and non-standardized works.

Then, the volumes of each of the works that the archive is obliged to perform annually in each of the main areas of activity in a certain period of time (for example, in the next five years) are determined. The calculation of the required amount of work is carried out on the basis of an analysis of the state and results of the archive for last years, with the obligatory consideration of the current federal and regional programs and plans for the development of archives, the recommendations of the management bodies of archives - federal and regional (this subject of the Russian Federation), the archive has its own forecasts, programs and development plans.

From the current planning activities of the archive this work will differ in that, when planning, the archives usually proceed from the approved staffing level, and not the required one. Since the staffing of many archives is insufficient, when planning and carrying out work on their core activities, archives are often forced to violate the established or normative terms their implementation, exceed the norms of time and output, work on simplified technologies (often with a detriment to quality) or even postpone the implementation certain types work for an indefinite period.

When making calculations to justify the required headcount of key personnel state archive calculations should be based on the scope of work, in which, with the greatest possible completeness, such factors as the volume and state of preservation of the archive funds are taken into account; the presence of secret, unique and especially valuable documents, as well as film and photo documents and microforms requiring separate storage and special accounting; necessary measures to ensure the safety of documents, the creation of an insurance fund and a fund for use (which requires the creation of laboratories or groups for the restoration and microfilming of documents in a number of archives); the number and composition of sources for completing the archive, the volume, composition and condition of documents (including documents on personnel) located in departmental archives and subject to transfer to the state archive; projected annual volumes of acquisition of the state archive; availability and volume of documents of the state archive subject to declassification and full description; intensity of use of archive documents, predicted needs for information on archive documents various categories users; the level of computerization of the archive, its technical equipment as a whole; placement of the archive in one building or in several separate territories; the immediate prospects for the commissioning of new archive premises, new equipment, etc.

At the same time, factors that objectively limit the amount of work, as well as an increase in the staffing of the archive, should be taken into account. For example, due to the lack of sufficient space reserves in the archives, as well as the prospects for their expansion in the coming years, it is impossible to plan an increase in the annual volume of archive acquisition; lack of special equipment and lack of funds for its purchase will not allow to increase the volume of creation of the insurance fund; the real possibilities of the budget of the corresponding subject of the Russian Federation as a whole hold back the growth of the staff of budgetary organizations, etc. The main condition for the effectiveness of work to determine the required staffing level is to proceed from the urgent and at the same time real amount of work, not to include in the calculations the entire amount of work that, for one reason or another, has not been performed for a long time.

After compiling a list and determining the required annual volumes of each of the works, calculations are made of the labor costs and the staff required to perform these works.

Labor costs are calculated for each type of work using labor standards - intersectoral, sectoral (typical) or local. It is most expedient for a specific archive to use local norms developed on the basis of standard norms, a classification list of works, accounting and reporting documents of the archive, as well as the results of verification of compliance with the norms. Model standards are applied in the absence of local standards, intersectoral - when determining labor costs for engineering and technical work, maintenance of equipment, work of junior service personnel, etc. If the current local standards in the archive are designed for a 41-hour work week, it can be recommended to use a multiplying factor of 0.025 when determining labor costs. For example, if, according to the norms established for a 41-hour working week, it is necessary to spend 162 working days lasting 8 hours and 12 minutes each to organize six exhibitions of documents, then under the conditions of a 40-hour working week, this work will require 166 8-hour working days (162 x 0.025 = 166.05).

Labor costs T on the rationing of work and operations are determined in two ways.

1. Through the norms of time:

where N
H BP- norm of time per unit of work, days.

For example, if during the year it is planned to organize four exhibitions of documents with a volume of up to 100 exhibits each, with a norm of 27.7 working days per exhibition (based on a 40-hour working week), then the annual labor costs for this work will be:

T = 4 x 27.7 = 110.8 person days

2. Through production rates:

T = N / H exp,

where N- volume of work (works) in units of measurement per year;

H ex- the rate of production in units of measurement per specialist per day.

So, if during the year according to the documents of the archive it is planned to execute 2600 requests of a social and legal nature at the rate of three requests per working day, then the annual labor costs will be:

T = 2600 / 3 = 866.7 person days

After calculating the labor costs for the implementation of normalized work, the labor costs for the implementation of non-standardized work are determined based on the reporting data, the calculated parts of the plans-reports of the archive and its divisions for previous years, in which the labor costs for such work are recorded, and in some cases - by expert means.

Further, the reserve of working time is determined for the performance of unscheduled tasks and work related to unforeseen situations. The reserve is also calculated on the basis of reporting data, the calculated parts of the archive's report plans for previous years, but it cannot be more than 3% of the total useful working time budget for the archive.

After that, the total labor costs are calculated by summing up the labor costs received for the entire range of work on the core activities covered by the norms, as well as the labor costs for irregular work and the working time reserve for performing unscheduled tasks and work related to unforeseen situations.

General costs T o for all works on the main activity in the archive are the basis for calculating the required total staffing number of specialists in the main activity according to the formula (1):

, (1)

where H w- staffing (calculated);

T o- total labor costs (useful working time) for the amount of work (works), days or hours; total labor costs are obtained by summing labor costs T for standardized and non-standardized work (operations), as well as unscheduled tasks and work associated with unforeseen situations;

F n- the normative working time fund per employee (in this case, a specialist) per year, conventionally assumed to be 2000 hours or 250 slaves. days ;

K n- coefficient taking into account the planned absenteeism of employees, regulated labor law, - main (next) and additional holidays, including leave for employees with irregular working hours, leave for temporary disability, leave for students, leave without pay for veterans and pensioners, etc.). The coefficient is determined by the formula

The minimum percentage of planned absenteeism, usually used for budgetary organizations, is 10% of working time.

Thus, in this case and in subsequent examples

K n \u003d 1 + 10 / 100 \u003d 1.1.

For specific calculations of the required staff number of archive employees, the percentage of planned absenteeism should be derived based on the accounting data of the archive for which the calculations are made, or if it is impossible to apply this method (for example, for a newly created archive), you can use the corresponding data obtained in a similar archive . The methodology for determining planned absenteeism regulated by law is set out in guidelines Main Archive of the USSR on the calculation of useful (effective) working time in the archives, the use of which should be guided by changes in the current Labor Code Russian Federation.

As practice shows, absenteeism in state archives regulated by the current labor legislation and confirmed by accounting data is more than 10%. For example, if the percentage of absenteeism regulated by labor legislation for this particular archive is 15%, then the coefficient taking into account the planned absenteeism will be

K n \u003d 1 + 15 / 100 \u003d 1.15.

After calculating the required staffing of specialists in the main activity, the required staffing of specialists of administrative and managerial personnel, engineering and technical workers, workers and junior service personnel, as well as heads of the archive and its structural divisions is determined - according to the methodology set out in Sec. 3-5.

The total required staffing of the archive as a whole can be obtained by summing up the required number of all categories of employees.

If the archive has structural subdivisions with a clear delineation of functions, it is advisable to make these calculations within each structural subdivision (department, laboratory), then the data on the required staffing obtained for specific subdivisions are summed up in the overall result for the archive, to which are added the positions of the head of the archive and his deputies.

In order to effectively and efficiently perform the scope of work for which the number of performers will be calculated, it is advisable to bring the organizational and technical working conditions (organization of jobs, compliance with the technology of work, use of automation and mechanization of labor) into line with the requirements laid down in current rules work of state archives and in sectoral normative and methodological developments.

The described methodology is also applicable to determine the required staffing level of a newly created (projected) archive. In this case, a list of functions provided for the projected archive is also compiled, as well as the work that needs to be carried out by the archive to implement these functions (both for core and non-core activities).

The estimated scope of work is determined taking into account the main factors listed in sec. 1, with necessary amendments (depending on specific situation). For example, if the projected archive will not immediately have documents in storage, then for the first time a minimum staff of the document preservation service is provided for it.

For calculations, local, as well as standard industry and inter-sector labor standards are used (see Appendix).

2. Calculation of the required staffing
core business specialists

Calculations of the required staff number of specialists in the main activity, determined on the basis of time and output standards, can be carried out in various options: in general for the archive (see Section 1), as well as within the structural divisions of the archive (Table 1), for individual areas of its activity or groups of work (Table 2).

All calculations are carried out according to formula (1).

The calculation of the required staffing level of specialists for the main activities of a structural unit is given on the example of the department for ensuring the safety of documents of an archive that stores documents on paper basis(Table 1).

Table 1

Calculation of the required staff number of specialists
on the main activity of the functional structural unit of the archive

	Job Title	unit of measurement	Norm of time, work. days	The rate of production for 1 worker. days	Scope of work	Labor costs T, pers. days
	Checking availability and status of cases:	Storage unit
	Soviet period;
	pre-soviet period
	Registration of the results of checking the availability and status of cases
	Checking the availability of microfilms of the insurance fund and the use fund
	Registration of the results of checking the availability of microfilms of the insurance fund and the use fund
	Preparing cases for microfilming
	Making orders for microfilming cases	Storage unit
	Preparing cases for binding and restoration	Storage unit
	Acceptance of cases after microfilming, restoration and binding	Storage unit
	Marking microfilming	Descriptive article in the inventory
	Checking the quality of microfilms of the insurance fund, fund of use
	Filing of management documentation files (manually)	Storage unit
	Minor repair cases
	Issuance or acceptance of inventories after use in the reading room and archive departments
	Issuance or acceptance of files after use in the reading room and archive departments	Storage unit
	Checking the correctness of lining files after issuing to the reading room and archive departments	Storage unit
	Issuing or receiving microfilm after use
	Numbering of sheets in files (up to 150 sheets)
	Sheet numbering in cases with pictorial materials
	Checking the numbering of sheets in the cases of the Soviet period
	Putting ciphers on the covers of cases after the processing of funds	Storage unit
	Marking declassification
	Identification of especially valuable documents of management documentation	Document title
	Marking "OC" on cases	Storage unit
	Acceptance of cases for permanent storage in archives	Storage unit
	Stamping box labels
	Sticker labels on boxes
	Case cartoning	Storage unit
	Re-cartoning cases	Storage unit
	Moving cases within the archive
	Dedusting boxes and racks	Linear meter
	Control over the temperature and humidity regime of document storage	Observation
	Keeping a record book of receipts of documents	Receipt of documents
	Drawing up lists of funds	Fund sheet
	Making changes to the lists of funds	Fund sheet
	Drawing up fund cards	Fund card
	Entering data into information about changes in the composition and volume of funds
	Making changes to fund cards	10 cards
	Maintenance of a stock topographic index	Card
	Maintaining registers of inventories
	Fund management	Foundation Case
	Maintaining passports of archives		Irregular work
	Drawing up an archive passport		Irregular work
	Training normative documents and methodological developments on the issues of ensuring the safety of documents	printed sheet
	Clarification of the position of the department	Position	Irregular work
	Development of job descriptions for department employees	Job description	Irregular work
	Participation in the economic analysis efficient use of the budget of working time, fulfillment of time standards and output		Irregular work
	Improving the qualifications of department employees	1 worker / 1 workshop			12 workers x 12 workshops
	Drawing up a plan for the department for the year	Plan for 12 workers
	Preparation of a report on the implementation of the department plan for the year	Report for 12 employees
	Preparation of a report on the implementation of the department plan for the quarter
	Preparation of individual plans and reports	Plan-report			12 workers
	Preparation of a report on the results of the work of the department for the year
	Participation in the preparation and work of scientific and advisory bodies of the archive	Meeting			2 workers x 12 meetings
	Conducting operational meetings in the department	meeting
	Advising on document security issues	Consultation
	Business trips	Business trip
	Total labor costs
	Time reserve for unscheduled tasks and unforeseen work (in the amount of 3%)
	Total labor costs T o

AT this example total labor costs should be increased by a multiplying factor of 0.025, since they were obtained mainly with the help of model norms (1988), calculated on a 41-hour work week.

Thus, the total labor costs are equal to:

T about \u003d 2828.9 x 0.025 \u003d 2899.6 people. days

Based on the received total labor costs and the coefficient of planned absenteeism, the required staffing for the implementation of the work planned by the department will be

H w \u003d 2899.6 / 250 x 1.1 \u003d 12.8 \u003d 13 specialists.

The headcount indicator will increase if the ratio of planned absenteeism in a particular unit (archive) turns out to be higher than in this example.

Note. If in this archive any specific work on the main activity is performed (or is supposed to be performed) not only by specialists-executors, but also by managers (for example, heads of structural divisions), then when calculating the staffing level of specialists, the labor costs required for the performance of these works by managers , are subtracted from the total labor costs of specialists, and the required number of specialists is reduced accordingly.

table 2

Calculation of the required staff number of specialists in core activities,
necessary to perform the work on completing the archive
management documentation and documents of personal origin,
based on time standards and production standards

Job Title H w \u003d 246.7 / 250 x 1.1 \u003d 1 specialist. 3. Methodology for calculating the required staffing engineering and technical workers Calculations of the required staff number of specialists providing engineering and technical maintenance of buildings, premises and various equipment of the archive can be carried out on the basis of professional, intersectoral and industry time standards, service standards, service time standards. To do this, use the formula (2) , (2) where That- total labor costs for the volume of work (works) for the year, days or hours; F n K n- coefficient taking into account the planned absenteeism of specialists; To- correction factor (equal to 1.08), taking into account the specifics of the work of this category of specialists, which consists in the likely performance of irregular and one-time work, as well as work related to unforeseen situations

The total labor costs for PC maintenance will be

T o \u003d 598.0 + 422.4 + 20.4 \u003d 1040.8 people. days

The number of specialists employed in the maintenance of ten PCs, thus, will be equal to

H w \u003d 1040.8 / 2000 x 1.1 x 1.08 \u003d 0.62 people. = 1 specialist.

Using the norms of time, you can similarly calculate the staffing of other specialists in this category.

4. Methodology for calculating the required staffing
administrative staff of the archive

The number of administrative and managerial personnel of the archive depends on the nature, volume and complexity of the work performed and should be limited.

The approximate number of the specified staff can be set based on the percentage of the total number of archive employees. Recommended at least 16% of the total.

For example, in the archive, with a total staffing of 150 people, the AUP will be 16% according to the norm, i.e. 24 people. Of these: 4 people (16.6%) - the director and his deputies; 16 people (66.7%) - heads of departments and their deputies, personnel department, accountants, etc.; 4 people - technical performers.

To calculate the number of managers at different levels, it is also advisable to apply the norms of manageability. For managers (including structural divisions), the number of directly subordinates can be from 5 people, but not more than 10 people.

More precisely, the staffing and composition of administrative and managerial personnel can be determined by the functions performed (subject to established limits), including for calculating the number of specialists (personnel, accounting, office support workers) - based on time or output norms. In order to ensure the implementation of the statutory functions of the archive, its structure is being formed, in accordance with which the number of heads of structural divisions, as well as their deputies, is determined. To justify and optimize the composition and number of heads of structural divisions (in particular, when creating new archives), it is recommended to use the “Approximate provisions on the departments of the state archive, the center for storing documentation” (Order of the Federal Archive of July 11, 1994 No. 57); "Approximate provisions on the structural divisions of the federal archives" (Order of the Federal Archives dated 07.05.98 No. 34); “Approximate Regulations on the Archives of the State Archives” (Order of the Federal Archives dated February 13, 2001 No. 12).

For employees of accounting, office and personnel services, the calculation of the staffing can be carried out on the basis of time norms or production norms. For this, formula (1) is used:

,

where That- total labor costs for the amount of work (works), h;
F n- normative fund of working hours of one specialist per year;
K n- coefficient taking into account the planned absenteeism.

An example of calculating the number of accounting employees
for the operation "Accounting for fixed assets"

per year, labor costs for the operation amounted to 1770 h;

the normative fund of working time of one employee is conditionally taken as 2000 h in year;

K n \u003d 1.1.

H w \u003d 1770 / 2000 x 1.1 \u003d 0.97 \u003d 1 person.

Similarly, the required number of accounting employees is calculated to perform other work, operations and procedures. Summing up the data obtained, determine the required number as a whole for the amount of expected work per year.

When using service standards, the number of employees is determined by the function "material and technical supply". So, the service of economic and material and technical supply is assigned one storekeeper with the cost of stored valuables over 100 thousand rubles. per year or one warehouse manager (house manager) with the number of employees in the organization up to 200 people.

5. Methodology for calculating the required staffing
workers and junior staff of the archive

It is advisable to calculate the required number of this category of workers by profession (disinfectors, cleaners, cloakroom attendants, elevator operators, workers).

The required staff number of workers and junior service personnel can be calculated using the norms of service time according to the formula (3):

, (3)

where That- total labor intensity of work (for a year, month, working day) for a given service area;
But- the rate of service time for a unit of work (area, m 2, number of visitors, etc.);
K n- coefficient of planned absenteeism.

Service time norms are established taking into account the time spent on the performance of basic and additional functions by employees.

The calculation of the required number of junior service personnel is given on the example of room cleaners, taking into account four service areas: 1) service premises, 2) archives, 3) stairwells and 4) sanitary facilities.

The main functions performed by this category of workers include all cleaning work. Additional functions include the delivery of cleaning products and accessories at the beginning of the working day to the place of work and at the end of the working day to the place established for their storage. Time for delivery of cleaning products and auxiliary materials taken into account at a distance of up to 100 m. Maintenance rates are set taking into account one-time cleaning during the working day of 50 m 2.

Applying the service standards from Table. 4, we get:

The total labor intensity of office space maintenance:

1602 m 2 x 0.025 h = 40.0 people h.

40.0 people hours / 8 hours x 1.1 \u003d 5.5 people.

General complexity of maintenance of archives

5000 m 2 x 0.016 h = 80.0 people h.

Required number of cleaners:

80.0 people hours / 8 hours x 1.1 \u003d 11.0 people.

The total complexity of maintenance of staircases:

248 m 2 x 0.03 h x 1.7 = 12.65 people h.

Required staffing:

12.65 people hours / 8 hours x 1.1 \u003d 1.7 people.

The total complexity of the maintenance of sanitary facilities:

50 m 2 x 0.04 h = 2.0 people h.

Required staffing:

2.0 people hours / 8 hours x 1.1 \u003d 0.3 people.

Required staffing for the four service areas:

H w \u003d 5.5 + 11.0 + 1.7 + 0.3 \u003d 18 people.

To calculate the required number of cloakroom attendants, elevator operators and workers it is recommended to use the service standards. So, one person per shift is required to service one wardrobe up to 200 places:

when escorting an elevator cabin, one person is required per shift for one elevator;

with independent use of the elevator per shift for one post - one person.

The number of workers involved in the maintenance and repair of engineering equipment of buildings. This group includes the following professions: plumber, electrician for maintenance of electrical equipment, electrician for the repair of electrical equipment, mechanic for instrumentation and automation, mechanic for repair and maintenance of ventilation, heating and air conditioning equipment.

There are two ways to determine the number of workers in this group of professions.

First way:

Necessary:

For example:

the number of units of repair complexity of electrical equipment in the archive is 402 units;

the maintenance rate for an electrician is 500 units repair complexity per day;

the coefficient of planned absenteeism is equal to 1,1 .

The number is:

402 / 500 x 1.1 = 0.88 = 1 person per day

Second way:

Based on the table. 5 establish the required number of workers involved in the maintenance and repair of equipment, depending on the number of units of repair complexity of the equipment and the number of jobs in the archive.

Table 5

The standard for the number of workers engaged in the maintenance and repair of equipment

In the calculation example, we use the minimum (according to Table 5) number of equipment repair complexity units (500) and the number of jobs in the archive equal to 150. The number standard (persons per day) in this case will be 0,92.

To obtain the required number of people, the number standard (persons per day) is multiplied by the coefficient of planned absenteeism ( 1,1 ) .

We get:

H w \u003d 0.92 x 1.1 \u003d 1.01 \u003d 1 person per day

Appendix

List of sectoral and intersectoral
normative and methodological materials on labor,
recommended for use in the calculation
staffing of state archives

Qualification directory of positions of managers, specialists and other employees: 3rd official. add. ed. / Ministry of Labor of the Russian Federation. M., 2001.

Comprehensive norms for work on the preparation of publications of documents and reference books on documents of the GAF of the USSR, performed in state archives that store management documentation and documents of personal origin / VNIIDAD. M., 1990.

Complex time standards for work on the preparation of publications of documents and reference books on documents of the GAF of the USSR, carried out in state archives that store management documentation, documents of personal origin, audio documents. Part 2 / VNIIDAD. M., 1991.

Comprehensive norms of time for work on the preparation of publications of documents and reference books on documents from the archival funds of the Russian Federation, performed in state archives that store management documentation, documents of personal origin. Part 3 / VNIIDAD. M., 1992.

Intersectoral normative materials for the regulation of labor of workers in cleaning territories and premises / CBNT. M., 1992.

Intersectoral standards of time for work on scientific and technical information. M., 1990.

Intersectoral standards for the number of employees of the labor protection service in organizations / CBNT. M., 2001.

Intersectoral standard norms of time for work on maintenance of personal electronic computers and organizational equipment and software maintenance / CBNT. M., 1998.

Intersectoral enlarged standards of time for work on accounting and financial activities in budgetary organizations / CBNT. M., 1995.

Intersectoral enlarged time standards for work on documentary support of management / CBNT. M., 1995.

Intersectoral enlarged standards of time for work on recruitment and accounting of personnel. M., 1991.

Intersectoral enlarged norms of time for working with scientific and technical documentation in the archives of institutions, organizations and enterprises / VNIIDAD; CBNT. M., 1993.

Standards of time for work performed by economists according to financial work. M.: Economics, 1990.

Standards of time for cleaning office and cultural premises / TsBNT. M., 1990.

Standards for the number of engineering and technical workers and employees of associations of the hotel industry and hotels / CBNT. M., 1985.

Standards for the number of employees of the personnel training department (bureau, sectors) at enterprises / CBNT. M., 1990.

Standards for the number of employees of the legal service / CBNT. M., 1990.

Standards for the number of workers employed in the maintenance of public buildings / CBNT. M., 1988.

Standards for the number of workers in hotel maintenance / CBNT. M., 1984.

Norms of time for work on automated archival technology and documentation support for governing bodies / CBNT. M., 1993.

Norms of time for work on documentary support of administrative structures of federal executive authorities / CBNT. M., 2002.

Norms of service for workers engaged in work on the sanitary maintenance of households. M., 1996.

Approximate regulation on the archives of the state archive: Order dated February 13, 2001 N 12 / Rosarkhiv.

Approximate provisions on the departments of the state archive, the center for storing documentation: Order dated 11.07.1994 N 57 / Rosarkhiv.

Approximate provisions on the structural divisions of the federal archives: Order of 05/07/1998 N 34 / Rosarkhiv.

Calculation of useful (effective) fund of working time in the planning period: Method. recommendations / Main Archive of the USSR. M., 1982.

Typical norms of time and output for the main types of work performed in state archives / VNIIDAD. M., 1988.

Standard norms of time and output for work and services performed in state archives using a PC / VNIIDAD. M., 2001.

Typical norms of time and output for the main types of work performed in state archives that store film and photo documents / VNIIDAD. M., 1984.

Standard norms of time and output for the main types of work performed in state archives that store scientific and technical documentation. M., 1984.

Typical norms of time and output for the main types of work performed in state archives that store audio documents / VNIIDAD. M., 1983.

Typical output norms for the main types of work performed by laboratories of microphotocopying and restoration of documents of state archives / Main Archive of the USSR. M., 1981.

Standard production rates for bookbinding and cardboard work. M.: Economics, 1990.

Standard norms of time for work on copying and reproduction of documents / CBNT. M., 1990.

Enlarged norms of time for polishing and glass cleaning work. M., 1991.

Enlarged norms of time for work performed in the joint archives that store documents on the personnel of institutions, organizations and enterprises / VNIIDAD; CBNT. M., 1992.

List of used literature

Grebnev E.T. Rationing of managerial work / E.T. Grebnev, K.A. Smirnov. M., 1980.

Klyuev V.K. Economic support for the activities of libraries / V.K. Klyuev, A.M. Chukaev. M., 1991.

Scientific organization of managerial work in the apparatus of ministries and departments: Interuniversity. Sat. / MGIAI. M., 1985.

Nedostupov M.I. Labor rationing: Proc. allowance. T. 1 / M.I. Nedostupov, V.N. Godionenko, A.V. Chirkov; St. Petersburg, University of Economics and Finance. St. Petersburg, 1995.

Fundamentals of the scientific organization of labor in state archives: Method. recommendations / VNIIDAD. M., 1986.

Labor Economics. Book. 1, 2 / St. Petersburg, University of Economics and Finance. St. Petersburg, 1993.

The norms of time and output for the main types of work performed in state archives, as a rule, are calculated for the performance of each work, operation by one performer.

Local norms can be aggregated or calculated by types of work and operations and are set for a working week of 40 hours. The norms should take into account the time for preparatory and final, auxiliary work, organizational and technical maintenance of workplaces, rest and personal needs of performers. The procedure for developing time and production standards is set out in the methodological recommendations: Fundamentals of the scientific organization of labor in state archives / Main Archive of the USSR; VNIIDAD. M., 1986.

Calculation of useful (effective) fund of working time in the planning period: Method. recommendations / Main Archive of the USSR. M., 1982. S. 1-6; App. one; pp. 4.1-4.8. (Classes on civil defense currently not included in the number of absenteeism, and the time required for their implementation is taken into account in the total labor costs, along with classes to improve the skills of archive workers).

The calculation examples used "Typical norms of time and output for the main types of work performed in state archives" (M., 1988), as well as the norms of the Russian State Military Archive (RGVA), the Russian State Archive of Socio-Political History (RGASPI) and the Russian State Archive of Economics (RGAE).

Standards for the number of workers employed in the maintenance of public buildings / CBNT. M., 1988. S. 5.

Standards for the number of workers employed in the maintenance of public buildings / CBNT. M., 1988. S. 11.

The names of equipment, the definition of the category of its complexity and repair, see: Standards for the number of workers in hotel maintenance / CBNT. M., 1984. S. 44-53.

Standards for the number of workers in hotel maintenance / CBNT. M., 1984. S. 27.

Standards for the number of workers in hotel maintenance / CBNT. M., 1984. S. 26.