The staffing table is a document reflecting the structure and staff of the organization. It contains the following information: a list of structural divisions, employee positions, information on official salaries and personal allowances, total number and monthly fund wages organizations or institutions. This data is necessary for the head of the organization to optimize work, more effective use labor and material resources. In this article we will answer some questions regarding staffing table.

The staffing table (form T-3) is a personnel document, its form is approved by Resolution of the State Statistics Committee of the Russian Federation dated January 5, 2004 N 1. This document contains a list of structural units, names of positions, specialties, professions indicating qualifications, information on the number of staff units (Instructions on the application and completion of forms of primary accounting documentation for recording labor and its payment, approved by Resolution of the State Statistics Committee of the Russian Federation dated January 5, 2004 N 1 (hereinafter referred to as the Instructions)). In addition, the staffing table indicates the salary (tariff rate), additional payments and allowances for each position.

A budgetary institution can carry out its activities using various sources of financing, for example, subsidies for the implementation of government tasks and funds received from paid services. In this regard, remuneration for specialists for certain positions can be made either from two sources or from one of them. In practice wide application received the preparation of two, and in some cases, three staffing schedules for each source. Is this correct?
Let us note that the current legislation does not provide for the division of the staffing table into parts depending on the sources of the formation of the wage fund. As proof, we present the following arguments.

Budget institutions belong to state (municipal) institutions. The remuneration systems of such organizations are established taking into account the recommendations developed by the Russian Tripartite Commission for the Regulation of Social and Labor Relations, and the opinions of the relevant trade unions (trade union associations) and employers' associations.
Thus, in accordance with paragraph 19 of the Uniform Recommendations * (1), the staffing table of the institution is approved by the head of the institution and includes all positions of employees (professions of workers) of this institution. Similar requirements are contained in clause 10 of the Regulations on the establishment of remuneration systems for employees of federal budgetary, autonomous and government institutions, approved by Decree of the Government of the Russian Federation of 05.08.2008 N 583 (hereinafter referred to as the Regulations).

Paragraph 35 of the Unified Recommendations recommends the formation of a unified staffing table in an institution, regardless of what type of economic activity include structural divisions institutions.
Thus, since the current legislation does not provide for the division of the staffing table into parts depending on the sources of formation of the wage fund, the institution must draw up one staffing table for all positions, regardless of what activity the employee is engaged in.

So, we found out that the staffing table is a single document for the organization. What regulations should be followed when developing a staffing table? Let us note that in order to unify the names of professions and positions, as well as determine the scope of an employee’s labor responsibilities, the following classifiers have been adopted:
– All-Russian classifier of worker professions, employee positions and tariff categories, approved by Decree of the State Standard of the Russian Federation dated December 26, 1994 N 367 (as amended on July 18, 2007);
– Qualification reference book for positions of managers, specialists and other employees, approved by Resolution of the Ministry of Labor of the Russian Federation dated 08/21/1998 N 37 (as amended on 04/29/2008);
– Unified Tariff and Qualification Directory of Work and Professions of Workers (UTKS), approved by Decree of the Government of the Russian Federation of October 31, 2002 N 787 (as amended on December 20, 2003).
In addition, Resolution of the Ministry of Labor of the Russian Federation dated 02/09/2004 N 9 approved the Procedure for applying the Unified Qualification Directory of Positions of Managers, Specialists and Employees, explaining individual issues related to the application of this reference book in practice.

For reference. Let us recall that the Unified Qualification Directory of Positions of Managers, Specialists and Employees and the procedure for its application are intended for organizations regardless of their form of ownership and organizational and legal forms of activity.

When developing a staffing table, we recommend reflecting the names of positions, as well as stipulating responsibilities in employment contracts in accordance with the named classifiers, especially if the employee occupies a position for which regulatory legal acts provide guarantees and compensation.
When developing a staffing table, the question sometimes arises: how to correctly reflect the number of staffing units in this document? In accordance with the Instructions, when filling out the staffing form (form T-3), in column 4 “Number of staff units”, the number of staff units provided for in this organization, including incomplete ones, is noted. For example, if it is necessary to hire a part-time employee for the position of lawyer, in column 4 of the staffing table, you can indicate not “1”, but “0.5”.
Additionally, let's talk about filling out some more lines of this form. So, in column 5 “Tariff rate (salary), etc.” The monthly salary must be indicated in ruble terms at the tariff rate (salary) depending on the remuneration system adopted by the organization in accordance with the current legislation of the Russian Federation.

Article 143 of the Labor Code of the Russian Federation, providing tariff system wages, provides the basis for establishing a “range” of official salaries, that is, instructions official salary for available positions from minimum to maximum size. When establishing salary ranges for positions of the same name, one should remember the employer’s obligation to provide employees with equal pay for work of equal value (Article 22 of the Labor Code of the Russian Federation). As Rostrud officials explained in Letter No. 1111-6-1 dated April 27, 2011, salaries for positions of the same name in the staffing table should be set the same. Determining the salary of a highly qualified employee can be achieved by adding bonuses and other payments to the salary. Please note that incentive and compensation payments: additional payments and allowances of a compensatory nature, bonuses and other incentive payments are indicated in columns 6-8 of the staffing table.

Further, in practice it may be necessary to adjust the staffing table. Some positions can be added to it, and some can be removed. All changes to the staffing table are made by order (instruction) of the head of the organization or a person authorized by him to do so.
However, when changing the number of staff downward, it should be taken into account that, in accordance with Art. 82 of the Labor Code of the Russian Federation when making a decision to reduce the number or staff of an organization’s employees and the possible termination of employment contracts with them by virtue of clause 2, part 1, art. 81 of the Labor Code of the Russian Federation, the employer is obliged to:
– inform the elected body of the primary trade union organization about this in writing no later than two months before the start of the relevant activities, and if the decision to reduce the number or staff of workers may lead to mass layoffs of workers, no later than three months before start of relevant activities. The criteria for mass layoffs are determined in industry and (or) territorial agreements. Similar explanations are given in the Determination of the Constitutional Court of the Russian Federation dated January 15, 2008 N 201-O-P;
– warn each employee personally and against receipt at least two months before dismissal (Article 180 of the Labor Code of the Russian Federation).
Often in practice situations arise when an institution changes the source of payment for an employee. For example, the position was moved to the section of positions of employees whose wages are financed from funds from income-generating activities. Should this employee be given two months' notice that such a change has been made? Is it necessary to make amendments to it if the employee’s salary remains the same?
In accordance with Part 2 of Art. 57 of the Labor Code of the Russian Federation, the condition of remuneration is mandatory for inclusion in. Changing the conditions determined by the parties, including the terms of remuneration, is allowed only by agreement of the parties, which must be in writing by virtue of Art. 72 Labor Code of the Russian Federation. At the same time, the terms of remuneration should not depend on the source of the formation of the wage fund (budgetary, extra-budgetary).

Exceptions to this rule are cases provided for in Art. 74 Labor Code of the Russian Federation. This provision gives the employer the right to unilaterally change the terms of the contract determined at its conclusion in connection with changes in organizational or technological working conditions. The employer is obliged to notify the employee in writing no later than two months in advance of the upcoming changes determined by the parties, as well as the reasons that necessitated the need for such changes, unless otherwise provided by the Labor Code of the Russian Federation. However, even in this case, the transition to another source of formation of the wage fund in itself is not a basis for making changes to.
In the situation under consideration, the decision made by the management of a budgetary organization to change the source of payment of wages does not affect the employee’s right to payment for work of equal qualifications. Therefore, any special notification to employees about the planned change in accordance with Art. 74 of the Labor Code of the Russian Federation is not required.

The next question that may arise in practice is related to the reduction of individual units of staff positions. Most often, the elimination of any positions is caused by insufficient cash for remuneration of such specialists. However, the institution needs their services when certain situations arise. For example, an organization experienced an accident involving damage to its sewer systems. There is no plumber on staff. In this case, does the organization have the right to enter into an urgent contract with the specified specialist?

By virtue of Art. 58 of the Labor Code of the Russian Federation, a fixed-term contract is concluded when the employment relationship cannot be established for an indefinite period, taking into account the nature of the work to be done or the conditions for its implementation, namely in the cases provided for in Part 1 of Art. 59 of the Labor Code of the Russian Federation, for example:
– for the duration of the duties of an absent employee, whose place of work is retained in accordance with labor legislation and other regulations containing labor law norms, a collective agreement, agreements, local regulations, and an employment contract;
– for the duration of temporary (up to two months) work;
– to perform seasonal work, when due to natural conditions work can only be carried out during a certain period (season);
– for carrying out work that goes beyond the normal activities of the employer (reconstruction, installation, commissioning and other work), as well as work related to a deliberately temporary (up to one year) expansion of production or the volume of services provided;
– with persons entering work in organizations created for a predetermined period or to perform a predetermined job, etc.
However, for this, the organization’s staffing table must have a unit of this profession for which the above person can be hired, otherwise paying him wages will be illegal.
For example, civil agreements can be concluded with persons hired to eliminate an industrial accident. For this, a number of conditions must also be met:
– availability of appropriate funds under the relevant sub-article of KOSGU. Note that this also applies to contracts concluded with the condition of payment from funds received from income-generating activities. If these expenses are included in the plan of financial and economic activities of the institution, then it has the right to make them, and therefore assume obligations to pay for them;
– strict compliance with the norms of the Law on the Contract System *(2).

* * *

To summarize all that has been said, we note the following:
1. The staffing table (form T-3) is a personnel document drawn up in an approved form as a single document for the organization.
2. Positions in the staffing table must be reflected in accordance with established classifiers.
3. Salaries for positions of the same name should be set the same. The realization of the employee’s right to receive higher wages for skilled work must be fulfilled by establishing appropriate allowances and payments provided for by the remuneration system of the given institution.
4. When reducing staffing units, you should take into account the requirements of the Labor Code of the Russian Federation, in particular, warn each employee personally and against receipt at least two months before dismissal.

M. Zaripova,
magazine expert
"Budget organizations: accounting and taxation"

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Next entry Staffing: form and content 04/14/2015

Staffing: form and content

Special local act- staffing table. This is a very important and binding document.

Attention, do not be confused!

Employers sometimes draw up documents “similar” to the staffing table: “Structure and staffing” or “Filling positions and staffing.” These documents are not identical to the staffing table, and their presence does not exclude the employer’s obligation to maintain a staffing table. Document "Structure and staffing" contains a list of structural divisions in order of importance for the enterprise (first administration, followed by accounting, then production units etc.). Within the structural divisions, a list of positions is provided in hierarchical order, indicating in the corresponding column the number of staff units for each position.

Document “Filling of positions and staffing” - This is a working version of the staffing table. It is drawn up on the basis of the staffing table, and the surnames and initials (or last names, first names and patronymics) of employees opposite each position provided for in the staffing table are entered into it.

Form and content of the staffing table

The State Statistics Committee of the Russian Federation, by resolution dated January 5, 2004 N 1, approved a unified form of staffing - form No. T-3.

According to Part 4 of Art. 9 of the Federal Law of 06.12.2011 N 402-FZ “On Accounting” (hereinafter referred to as the Law on Accounting), which came into force on 01.01.2013: “Forms of primary accounting documents approved by the head of the economic entity upon presentation official, which is entrusted with the management accounting. Forms of primary accounting documents for public sector organizations are established in accordance with budget legislation Russian Federation».

Guided by this provision, employers now independently approve the form of staffing.

However, today they, as a rule, take for themselves the same form that was approved by the State Statistics Committee, and sometimes supplement it with the columns and columns they need.

Let's cite the “primary source”.

It is this form that employers usually take as a basis when developing their own version.

Instructions for filling out primary personnel documentation (to Resolution of the State Statistics Committee of the Russian Federation dated January 5, 2004 N 1) contain recommendations for preparing the staffing table, which are also applicable to those cases where employers improve the form of the staffing table:

“When filling out column 4, the number of staff units for the relevant positions (professions), for which the maintenance of an incomplete staff unit is provided, taking into account the peculiarities of part-time work in accordance with the current legislation of the Russian Federation, is indicated in the appropriate shares, for example, 0.25; 0.5; 2.75, etc.

In column 5 “Tariff rate (salary), etc.” the monthly salary is indicated in ruble terms according to the tariff rate (salary), tariff schedule, percentage of revenue, share or percentage of profit, labor participation coefficient (KTU), distribution coefficient, etc., depending on the remuneration system adopted in the organization in in accordance with the current legislation of the Russian Federation, collective agreements, employment contracts, agreements and local regulations of the organization.

Columns 6–8 “Additions” show incentive and compensation payments (bonuses, allowances, additional payments, incentive payments) established by the current legislation of the Russian Federation (for example, northern allowances, allowances for an academic degree, etc.), as well as those introduced at the discretion of the organization (for example, related to the regime or working conditions).

If it is impossible for an organization to fill out columns 5–9 in ruble terms due to the use of other remuneration systems in accordance with the current legislation of the Russian Federation (tariff-free, mixed, etc.), these columns are filled in in the appropriate units of measurement (for example, in percentages, coefficients, etc. ).

Approved by order (instruction) signed by the head of the organization or a person authorized by him to do so».

When developing and approving its staffing form, the employer can supplement the form with the new columns and columns it needs (for example, to include information about bonuses, piecework payment system).

When filling out the staffing form, it is important to ensure that the information (salaries, number of staff units, job titles) corresponds to the real state of affairs and other documents and does not contradict the law.

Structural divisions in the staffing table

The names of structural units are written in full, without abbreviations.

In what order are structural divisions indicated? The law does not answer this question, leaving it to the discretion of employers. In practice, various approaches are used:

By degree of importance (first administration, followed by accounting, then production departments, etc.),

In order of decreasing number of structural units,

In alphabetical order.

Some companies adopt instructions for personnel records management, in which, among other nuances of filling out personnel documentation, the sequence of indicating structural units in the staffing table is determined.

If the number of employees at the employer is small and there are simply no structural divisions, then column 1 need not be filled out. Also in practice, dashes may be added in such cases.

Some employers do not include such structural units as branches and representative offices, mistakenly believing that they should have their own separate staffing levels. This is wrong.

The employer must maintain the staffing table.

We believe that branches and representative offices should not approve their staffing tables, since they are not independent legal entities or independent employers (Article 20 of the Labor Code of the Russian Federation).

The organization's staffing table should reflect the entire structure of the organization, all its divisions, including branches and representative offices.

For the convenience of work, copies of the staffing table or an extract from it are made for branches and representative offices.

IN column "code" the codes of structural units assigned by the employer are indicated. Codes make it easy to determine the place of each department or group in general structure organizations.

Names of positions, professions, specialties in the staffing table

The name of each position (specialty, profession) is indicated in full, without abbreviations.

According to Part 2 of Art. 57 of the Labor Code of the Russian Federation, if in accordance with the Labor Code of the Russian Federation, other federal laws Since the performance of work in certain positions, professions, specialties is associated with the provision of compensation and benefits or the presence of restrictions, then the names of these positions, professions or specialties and the qualification requirements for them must correspond to the names and requirements specified in the qualification reference books approved in the manner established by the Government of the Russian Federation Federation, or relevant provisions of professional standards.

Positions (specialties, professions) are usually indicated by seniority, that is, in hierarchical order: manager, deputies, specialists, technical performers, etc.

If there are positions (specialties, professions) that are not part of any structural unit, then they can be registered as “other personnel.”

Salaries of employees in the staffing table

Salaries cannot be set below the minimum established by law.

According to Part 3 of Art. 133 of the Labor Code of the Russian Federation, the monthly salary of an employee who has fully worked the standard working hours during this period and fulfilled labor standards (labor duties) cannot be lower than the minimum wage.

According to Part 11 of Art. 133.1 of the Labor Code of the Russian Federation, the monthly salary of an employee working in the territory of the corresponding constituent entity of the Russian Federation and being a member of labor relations with an employer in respect of whom a regional agreement on the minimum wage is in force, cannot be lower than the minimum wage in this constituent entity of the Russian Federation, provided that the specified employee has fully worked the standard working time for this period and fulfilled the labor standards (job duties).

In the staffing table You cannot set different salaries for the same positions and salary ranges.

According to Art. 22 of the Labor Code of the Russian Federation, the employer is obliged to provide employees with equal pay for work of equal value, so if you are two accountants working on the same job description(i.e. with the same job responsibilities), set different salaries, then, in our opinion, this will not comply with the law.

Some employers establish salary ranges in the staffing table, i.e. in the column where the salary should be indicated, they write, for example, “from 20,000 to 30,000.”

Labor legislation does not provide for the possibility of establishing wage brackets.

According to Art. 129 of the Labor Code of the Russian Federation, salary (official salary) is a fixed amount of remuneration for an employee for the performance of labor (official) duties of a certain complexity for a calendar month without taking into account compensation, incentives and social payments.

According to Art. 57 of the Labor Code of the Russian Federation, mandatory conditions for inclusion in an employment contract are the terms of remuneration (including the size of the tariff rate or salary (official salary) of the employee, additional payments, allowances and incentive payments).

If you establish a salary bracket in the staffing table and then also in the employee’s employment contract, then, in our opinion, this will not comply with the law. You can get out of this situation legally by establishing a fixed salary and corresponding allowances and bonuses.

The book is intended mainly for beginners in personnel records management, but will also be very useful for experienced specialists with experience conducting personnel work in organizations and entrepreneurs. The first volume describes in detail the preparation of various personnel documents, the hiring of employees, transfers to another job and other changes in conditions employment contract(by agreement of the parties and at the initiative of the employer), relocation of workers to another workplace, about removal from work, assignment to an employee extra work in order to combine positions (professions), expand service areas, increase the volume of work, perform the duties of a temporarily absent employee, concerns the protection of the employer’s trade secrets and personal data of employees.

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

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

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

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

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

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

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

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

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

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

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

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

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

LLC and other forms of organization legal entity who have at least an agreement with the director of the company should already develop and use a staffing table.

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

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

Document requirements

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

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

Download the form and example of filling out the T-3 form for 2019

Sample of filling out the staffing table

To design the staffing table, a special form T-3. However, it is not strict in its application - a company can change it based on its own needs, or develop its own, using the required details. We draw up the staffing table for 2019 in accordance with all the rules according to the instructions given below.

Entering information into the staffing table begins with indicating the name of the company, and in a special field on the right - according to its directory.

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

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

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

The document itself looks like a large table.

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

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

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

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

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

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

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

You should also consider:

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

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

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

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

The document is completed by counting and indicating total number staffing units and the general wage fund.

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

The procedure for approving the staffing table

Step 1. Develop the document

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

Step 2. Issue an order from the manager

The staffing table is put into effect by issuing an order, which is approved by the head of the company. There is no mandatory form for it - such an order can be drawn up on company letterhead in any form. The main thing is that the order approving the staffing table includes the date from which it begins to operate new document.

Moreover, such a date may either be the same as the date of adoption of the order, or it may occur noticeably later. However, the staffing table cannot be put into effect retroactively. It will not be possible to indicate in the order a date that has already passed at the time of its adoption.

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

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

Step 3. Familiarize company employees with the accepted document

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

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

The procedure for making changes to the staffing table

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

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

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

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

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

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

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

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

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

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

Frequency of document preparation and storage periods

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

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

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

The direct need to maintain this documentation is not established by law, but Article 15 and Article 57 of the Labor Code of the Russian Federation state that official work at the enterprise is determined by the staffing table, on which the employment contract is based.

First of all, the text indicates the details (Name of organization, OKPO, document number and date). Further, all information is presented in a table.:

What are the standards?

The only regulatory requirement is to maintain the document in accordance with the unified form No. T-3.

Reference. The staffing table can be drawn up by any employee in the organization if he is assigned this function. But for this, a corresponding order from management must be issued.

Where can I find the instructions and what does it contain?

The legislation does not set limits regarding the validity period of the document. But, as a rule, it is scheduled for one calendar year. In order to simplify this process, paperwork instructions are being created. The instructions contain the following information:

Useful video

What is staffing and how to draw it up correctly - detailed video:

Conclusion

Staffing table - important document in any company. Its presence is mandatory, but the legislation does not provide for strict requirements for design and content. During inspections, labor and tax inspectorates They can request it and, in case of absence, fine the company.

In addition, the papers can become evidence of the legality of the employer’s behavior during dismissals and reductions if the case goes to court. Therefore, a competent approach to documentation will only benefit the company.

"Personnel Department", 2008, N 1

We draw up a staffing schedule

The staffing table is an important personnel document for any organization. But here’s the question: are employers, regardless of their organizational and legal form, required to have a staffing table, and if so, how to draw it up correctly and how are changes made to it?

The staffing table is the primary document for personnel records. Its unified form N T-3 was approved by Resolution of the State Statistics Committee of Russia dated 01/05/2004 N 1 “On approval of unified forms of primary accounting documentation for recording labor and its payment.” According to this Resolution, unified forms for personnel records must be used by legal entities of all organizational and legal forms. The staffing table contains a list of structural units, positions, specialties, professions, information on the number of staff units, official salaries, allowances and monthly payroll. It can be drawn up both as a single document for the organization as a whole and for its individual structural divisions. The staffing table is signed by the head of the personnel service and the chief accountant; if necessary, it can be signed by the heads of structural divisions. The staffing table is approved by order of the head of the organization or a person authorized by him and is the main document defining the organizational structure and fixing the official and numerical composition of the organization.

What do we mean by staffing?

There are many different definitions of the concept of “staffing table”, from which it follows that this is an organizational and administrative document that reflects the structure of the organization. It contains a list of positions, indicating their number and salaries. The staffing table also reflects the amount of allowances and additional payments that exist in a given organization in relation to specific positions.

Often, managers of various organizations do not know who exactly should draw up the staffing table and make changes to it. In large organizations where the number of employees exceeds 500 people, there is either a personnel service or a personnel department, which deals with issues of personnel records management. But in small businesses or individual entrepreneurs Without the formation of a legal entity, the number of employees of which does not exceed 50 people, both accounting employees and the manager or entrepreneur himself can draw up the staffing table. In organizations with a staff of 100 or more people, the manager assigns the functions of personnel records management to either the office manager or the legal adviser. Currently, such organizations prefer to hire a lawyer with the functions of a personnel employee, thereby “killing two birds with one stone.” But in any case, the process of forming a staffing table is quite complex and consists of several stages, and therefore requires the involvement of not only personnel service workers, but also economists.

Stages of drawing up staffing schedules

Before starting to draw up a staffing table, it is necessary to determine the organizational structure of the organization, that is, to schematically display the structural divisions, as well as the order of their subordination and connections among themselves. Then we move on to the next stage - drawing up the staffing table and bringing it into proper form according to the unified form N T-3 “Staffing table”. It is not difficult to fill out, but there are some points to consider. For example, the name of the organization is indicated in exact accordance with the name that appears in constituent documents. If an organization has both a full and an abbreviated name, it is allowed to use either of them. Filling out the date and document number columns is unlikely to cause any difficulties, but for large organizations, where changes are often made to the staffing table, it is advisable to introduce separate numbering for the staffing table.

The date of the staffing table does not always coincide with the start time of its validity, therefore, the unified form contains the column “Staffing table for the period ______ from “___” ________ 20__”, that is, a certain date from which the staffing table comes into effect.

Also, in a unified form, the date and number of the manager’s order to approve the staffing table are entered in a separate column. Please note: the staffing table can be approved once and remain valid indefinitely. In this case, to work with the document, you should take into account all the changes and additions made by the instructions (orders) of the manager, which in practice is not always convenient. Due to the fact that there are no restrictions on the number of changes to the staffing table for commercial organizations, it is better to introduce a new staffing table with each change.

Now let's look at the "Structural division" column. Commercial organizations As a rule, the names of structural units are determined independently, guided by generally accepted concepts and definitions (it is undesirable to call structural units obscure in foreign words). But there are organizations in which a number of benefits provided to employees (for example, medical and educational institutions, enterprises that include production facilities with hazardous working conditions). In this case, correct reflection of the names of structural units in the staffing table is very important. To facilitate work in designating structural units, there are industry classifiers of hazardous industries or nomenclature of names of structural units, as well as tariff and qualification reference books, all-Russian classifiers, a List of industries, workshops, professions and positions, approved by Resolution of the State Committee of Labor of the USSR and the Presidium of the All-Russian Central Council of Trade Unions dated October 25, 1974 N 298 /P-22, employment in which gives the right to an old-age pension on preferential terms.

As a rule, the structural divisions of the administration are indicated first (directorate, accounting, personnel department, etc.), then production divisions, and finally service and auxiliary divisions (supply department, repair services, etc.).

Column No. 3 “Position (specialty, profession), rank, class (category) of qualifications” is filled out in strict accordance with tariff and qualification reference books and the All-Russian Classifier of Employee Positions and Worker Professions. When determining the names of positions included in the organization's staffing table, one should be guided by the All-Russian Classifier of worker professions, employee positions and tariff categories OK 016-94, approved by Decree of the State Standard of Russia of December 26, 1994 N 367. In the said Classifier, in particular, the positions of employees are given in in accordance with Qualification guide positions of managers, specialists and other employees (approved by Resolution of the Ministry of Labor of Russia dated August 21, 1998 N 37).

The sequence of filling out this column for each structural unit is individual, taking into account the specifics of a particular organization. Usually, the positions of the head of a structural unit, his deputies, then leading and chief specialists, then performers are located first. If a structural unit includes both engineering and technical personnel and workers, it is necessary to allocate first engineers and then workers.

Questions may arise regarding the procedure for filling out column 4 “Number of staff units”. The number of staff units of organizations financed from the federal or regional budget is determined by higher-level organizations. The number of staff units of a commercial enterprise is determined by its needs for certain types of work, the degree of urgency of their implementation and economic feasibility. If the organization provides for the maintenance of an incomplete staff unit, when filling out column 4, the number of incomplete staff units is indicated in the appropriate shares, for example 0.25 (Instructions for the use and completion of primary accounting documentation forms, approved by Resolution of the State Statistics Committee of Russia dated January 5, 2004 N 1).

How to set the salary (tariff rate)?

In accordance with Art. 129 of the Labor Code of the Russian Federation, salary (tariff rate) is understood as a fixed amount of remuneration for an employee for fulfilling a standard of work (job duties) of a certain complexity (qualification) per unit of time.

Tariff rates are a tool for tariffication of employee remuneration in budgetary organizations in accordance with the Unified tariff schedule. But it should be noted that the Government of the Russian Federation issued Resolution No. 605 dated September 22, 2007 “On approval of the Regulations on the establishment of remuneration systems for federal employees government agencies and civilian personnel", which defined the basis for the transition to new remuneration systems and gave budgetary institutions the authority to independently set salaries, compensation and other payments. Commercial organizations set the amount of salaries independently based on their financial capabilities. It should be noted here that the amount of the salary or tariff rates in accordance with Article 133 of the Labor Code of the Russian Federation cannot be lower than the legally established minimum wage.

In the unified form N T-3 there are several columns (N N 6, 7, 8), combined common name"Additional allowance." The current Labor Code does not have a clear definition of the concept of “allowance”.

The main thing that needs to be taken into account when forming a staffing table is the two main forms of payment of bonuses: 1) percentage - set as a percentage of the official salary, and if the size of the salary (rate) changes, the size of the bonus automatically changes; 2) in the form of a fixed amount - can remain constant even if the salary (rate) changes.

If the employer is not able to fill out these columns in rubles, for example, due to the fact that bonuses are set for the employee in percentages or coefficients, it is allowed to indicate percentages (coefficients) in the corresponding columns. If the size of the latter changes, you can put dashes in the corresponding columns, and in column 10 “Note” make a link to the document that governs this change. For example, the percentage bonus for workers in the Far North varies depending on the length of their “northern” experience. Therefore, when filling out the staffing table, you can put dashes in the “Additional payments” columns (in the absence of other allowances), and in column 10 make a link to the corresponding regulatory legal act, which regulates the establishment of percentage wage increases for workers in the Far North. Other incentive payments other than allowances are not shown in the staffing table, that is, there is no need to reflect, for example, bonuses in the unified form N T-3.

One of the most frequently asked questions is how to ensure that employees occupying the same positions receive a salary that corresponds to their level of qualifications, while respecting the principles of equality defined in the Labor Code? There may be several answers, but basically the problem is solved by establishing a “standard” salary for all employees working in a given position or profession, and paying more qualified employees by establishing personal allowances for a certain period. When the employee confirms his qualifications by order of the manager, the bonus is established for the next period.

When are changes made to the staffing table?

Changes to the staffing table are made when the number or staff of employees is reduced. When reducing numbers, individual units are excluded, and when reducing staff, individual units are excluded. At the same time, employees filling reduced positions or working in reduced professions are subject to dismissal under the relevant articles Labor Code. If it is necessary to introduce new positions or structural units in connection with organizational events, the staffing table is also subject to change.

How to make changes to the staffing table?

Let's start with the fact that the formats of the forms indicated in the albums of unified forms of primary accounting documentation are recommended and can be changed (Resolution of the State Statistics Committee of Russia dated March 24, 1999 N 20 "On approval of the Procedure for using unified forms of primary accounting documentation"), but the code remains unchanged. form number, document name. Removing individual details from unified forms is not allowed.

The changes made must be formalized by the relevant organizational and administrative document of the company - an order (instruction) of the head of the organization or a person authorized by him.

The employer can change the staffing table as often as desired. In the event of a dispute regarding the dismissal of employees due to staff reduction, the advisability of changing the staffing table is not considered by the courts. But, if the employer does not have a staffing table, he is deprived of the opportunity to reduce the number or staff of employees. More precisely, he will not be able to document the legality of these actions in the event of a dispute.

Let us give examples of an order to approve the staffing table and an order to make changes to the staffing table.

│ Order N 01 │

│On approval of the staffing table │

│For the purpose of determining organizational structure, official and numerical│

│composition and approval of the monthly payroll of Zvezdochka LLC│

│ I ORDER: │

│2. Entrust control over the execution of this order to the chief│

│accountant A.I. Ivanov. │

│ Petrov │

┌─────────────────────────────────────────────────────────────────────────┐

│ Limited Liability Company "Zvezdochka" │

│ Order No. 12 │

│About changes to the staffing table │

│For the purpose of rationalization staffing structure positions of LLC "Zvezdochka" │

│ I ORDER: │

│Make the following changes to the staffing table: │

│office manager position (Administration division), in quantity│

│1 units, salary - 9000 rub. 00 kop. │

│(division "Transport department") in the amount of 3 units, salary -│

│8000 rub. 00 kop. │

The new staffing schedule is not in effect. │

│5. Entrust control over the execution of this order to the chief│

│accountant A.I. Ivanov. │

│Attachment: staffing table on 1 sheet. │

│ Petrov │

│General Director of Zvezdochka LLC ------ A.A. Petrov │

│The order has been reviewed by: Ivanova │

│chief accountant ------- A.I. Ivanova │

└─────────────────────────────────────────────────────────────────────────┘

In many organizations, it is common to draw up a staff list - placement. This document is very convenient for a HR specialist. The staff list allows you to quickly determine the number of vacant and occupied places in the organization, as well as the size and types of allowances. To create such a document you do not need to “invent a wheel”. You can take the staffing table form and add the “Employee’s full name” column to it. Thus, it will be clear in which department a particular employee works, what position he occupies, and what allowances he is entitled to.

Journal expert

"HR Department"

Signed for seal