How to make the staffing table correctly. We draw up the staffing table. Scheduling documents

The staffing table documents the composition, number of employees of the organization and its structure. An example of drawing up a staffing table, the procedure for its approval and registration of changes. Is it obligatory to draw up a staffing table.

Staffing table- an internal document of the enterprise, in which the staffing, the number of employees of the organization and its structure are documented.

In this article, we will look at an example of drawing up a staffing table, the procedure for its approval and tell you how to issue a change in the staffing table.

In the Russian labor legislation there is no direct indication of the compulsory compilation of the staffing table. For this reason, some employers do not want to issue an extra personnel document.

Practice shows that it is necessary to have a staffing table, moreover, its absence can entail very unpleasant consequences for the employer himself in the form of fines.

It should be noted that Article 57 of the Labor Code of the Russian Federation determines one of the prerequisites employment contract- the work function of the employee, as "work according to the position in accordance with the staffing table." Without an approved staffing table, it is impossible to reduce the staff and their dismissal, in accordance with paragraph 2 of Article 81 of the Labor Code of the Russian Federation.

In addition, the staffing table, or extracts from it, can be requested by tax authorities, territorial bodies The Pension Fund, Fund social insurance and labor inspection.

We draw up the staffing table

The staffing table does not reflect information about employees with whom contracts of a civil nature have been concluded. These are the so-called "freelance" employees who are not subject to labor legislation (Article 11 of the Labor Code of the Russian Federation).

When drawing up the staffing table, both for organizations and individual entrepreneurs, you can use the unified form No. T-3 (approved by the Decree of the State Statistics Committee of Russia dated 05.01.2004 No. 1). This form is not obligatory for use and is of a recommendation nature, but it contains all the details necessary for personnel documents.

Applying form number T-3, you should follow certain rules for filling it out. Let's consider them in more detail using the example of the staffing table of an LLC.

Required details

The "name of the organization" is indicated as it is indicated in constituent documents: if, in addition to the full name, there is an abbreviated version, then it is indicated after the full (in brackets), or the line below.

"OKPO code" is the identification code of an enterprise according to the All-Russian Classifier of Enterprises and Organizations, which is specified in information letter body of state statistics.

"Document number": if the staffing table is drawn up for the first time, then it is assigned number 1, and then the numbers go in order.

"Compilation Date" is the current date when the document was compiled.

"Approved" - the number and date of the order that approved this staffing table is indicated here.

"Period" - this line reflects the validity period of the document and the date from which it comes into effect.

"State in the amount of ____ units" - indicated total staff units enterprises, reflected in the staffing table.

Main part

Having filled in the required details, we will enter information about divisions, positions and salaries.

Column 1 "Name structural unit". The structural divisions of the enterprise include departments, branches, representative offices, etc.

As a rule, this column is filled out, starting with the divisions carrying out general management ("Administration"), then the accounting department, the personnel department, economic department etc., then production units (workshops, sections) and service (warehouse, business units, etc.).

Sometimes the name of the unit can affect the provision of certain benefits to the employee (for example, in the presence of hazardous production) - in this case, it should be taken from the relevant industry classifiers.

Column 2 "Code of the structural unit" is intended for the numbering of units in the order with which you can determine their place and subordination in general structure enterprises. In a small enterprise with a centralized structure, the code can be omitted.

Column 3 "Position (specialty, profession), category, class (category) of employee qualifications". The employer can assign a name to the positions on his own, or you can use " All-Russian classifier professions of workers, positions of employees and wage grades (OK 016-94) "(approved by the Resolution of the State Standard of Russia dated December 26, 1994, No. 367)," The All-Russian Classifier of Occupations (OK 010-93) "(approved by the Resolution of the State Standard of the Russian Federation of December 30 .1993, No. 298) and "Qualification reference book of positions of managers, specialists and other employees" (approved by the decree of the Ministry of Labor of the Russian Federation of 21.08.1998, No. 37).

If in relation a certain kind of jobs, positions, specialties there are any restrictions or benefits and compensations are provided, then their name must strictly correspond to the above classifiers. The title of the position must be written in full, without abbreviations (for example: deputy chief accountant, head of the personnel department).

Please note: if the name of the position specified in the employment contract does not correspond to the name of this position in the staffing table, or is completely absent in it, the contradictions are resolved in favor of the employment contract (Article 8 of the Labor Code of the Russian Federation).

Column 4 "Number of staff units". Here we indicate the number of staff positions provided in the organization for the corresponding position (specialty).

If part-time work is envisaged, then you need to indicate the number of incomplete units in the appropriate fractions (for example: 0.5; 0.75). It makes sense to include also vacant positions that were not occupied at the time of the approval of the staffing table, so as not to make changes to it with each new employee.

Column 5 "Tariff rate (salary), etc.". Completing this column depends on the wage system adopted by the organization. A fixed salary or tariff rate is indicated, which does not include compensation, social and incentive payments.

Please note: sometimes the employer, in order to establish a different salary for several employees holding the same positions, indicates in the staffing table the minimum and maximum salary limits or the wage rate - the so-called "fork" (for example: 15,000-18,000 rubles).

This is contrary to Art. 22 of the Labor Code of the Russian Federation, providing for equal pay for equal work and Art. 129 of the Labor Code of the Russian Federation, according to which the salary and tariff rate are fixed. It is understood that if employees occupy the same positions, then the volume and complexity of their work are also the same, which means that their salaries should be equal. In this case, it is possible to set a higher salary for one of the employees at the expense of allowances or other additional payments.

Columns 6-8 "Allowances". Allowances, surcharges and other incentive payments are established by the current legislation (for example: for work in the Far North and equivalent areas), or by the employer himself (for length of service, for knowledge of a foreign language, etc.). The amount of the allowance can be set as a fixed amount, or as a percentage of the salary.

Column 9 "Total" is filled in by adding columns from 5 to 8, but only if all the data in them is entered in the ruble equivalent. If the salary is set in rubles, and the allowances are in percent, then a dash is put in column 9, and the notes should indicate the documents on the basis of which these allowances and surcharges are applied.

Column 10 "Note" is provided for making additional information, specifying and explaining the data of the staffing table.

Form No. T-3 provides for the signature of the head personnel service and the chief accountant, but in the absence of one of the positions in the organization, you can leave the corresponding line blank, or supplement the form with signatures of other employees. Affixing a seal on the approved staffing table is not provided.

The procedure for approving the staffing table

The staffing table is approved by an order signed by the head or other authorized person. The order details must be entered in the "Approved" line.

Insofar as wage is charged monthly, then it is more convenient to introduce a new staffing table from the first day. It should be borne in mind that the dates of compilation, approval and entry into force of the staffing table may not coincide.

The timing of the approval of the staffing table is determined by the employer independently. It can be asserted annually, although adopted once, it may well be valid for several years. If any additions were made to the staffing table, then it is advisable to approve a new schedule at the beginning of the calendar year, taking into account all the changes made.

Staff schedules should be stored at the place of development and approval, the shelf life is constant.

Making changes to the staffing table

Naturally, the information, once included in the staffing table, may change over time. The reasons for changing the staffing table may be:

• introduction of new staff units;
• change in salaries;
• an exception vacancies;
• downsizing or staff reduction;
• renaming of positions, divisions, etc.

The employer, regardless of the reasons for changing the staffing table, will have to decide for himself how to make these changes:

• draw up and approve a new staffing table, or
• issue an order to change the existing schedule.

In the first case, a completely new document is developed and approved (we reviewed an example of the organization's staffing table and the procedure for its preparation earlier).

In the second case, the procedure for changing the staffing table includes the following stages:

1. Drawing up and signing an order to change the staffing table (a sample of it is given above), in which you need to indicate the reasons for the changes and the date from which they come into force (from the date of publication of the order or later), the name of new divisions introduced (or excluded vacant) positions, the number of new staff positions, the new salary, allowances or other additional payments, etc .;
2. Correction of the current staffing table in accordance with the issued order;
3. Bringing the changes made to the attention of specific workers whom they affected, and making the appropriate additions and changes to their employment contracts and work books.

Pay attention to a slightly different procedure for changing the staffing table when reducing the number or staff. According to Art. 180 of the Labor Code of the Russian Federation, employees must be warned of the upcoming dismissal at least two months before it.

In this case, the new staffing table may come into effect no earlier than two months after it was drawn up.

organization (form T-3) Is one of the mandatory personnel documents that must be present at every enterprise. As a form for the staffing table, you can use the T-3 form, or you can independently develop a form convenient for your organization, which will take into account the individual characteristics of your activity. You can download the T-3 staffing table below. How to fill out this form correctly?

Staffing sample filling

Form T-3 contains information on the staffing of the organization. This includes information about the divisions of the enterprise, the name of the official units, their number. Also, for each position, the tariff rate, various bonuses and allowances are indicated. Further, for all positions, the total costs per month are calculated. Thus, the staffing table allows you to assess the level of the monthly budget for wages.

This personnel document is approved, it can be drawn up, for example, at the beginning of the year, or from the beginning of the organization's activities. The organization chooses the term of validity independently. If the organization is developing dynamically, then it makes sense to draw up a new staffing table every year and indicate its validity period - 1 year. If the organization is not large, then perhaps your schedule will be valid for several years. In any case, on the T-3 form, you must indicate the date of commencement of the document and the validity period.

If in the process of activity in the staff of the enterprise there are some minor changes (the number of staffing units changes, the salary of some official unit changes, the name of the position changes), then it makes sense not to approve the new staffing table, but to change the current one. For this, the head draws up a corresponding order, and the necessary changes are made to the current T-3 form. If the changes are massive in connection, for example, with, then it is better to draw up a new staffing table.

The preparation of this document is entrusted to the personnel of the personnel department, and in the absence of such, to the employees of the accounting department.

The T-3 form itself is filled out quite simply: you need to draw up a header and a table with positions.

The table of the staffing table in the T-3 form contains information about the structural divisions of the enterprise, indicating their codes according to the internal classification of the organization; the name of the positions according to the OKPDTR classifier and their number. The system of remuneration for this position (salary, allowances) is also reflected.

The total salary for each position is multiplied by the number of these units, the resulting value will reflect the monthly budget for employees of this position. Next, the monthly salaries of all positions are added up, and the monthly budget for the entire staff of the organization is obtained.

After the T-3 form is completed, it is submitted for approval to the manager, who marks his approval at the top of the form.

The author's course by Olga Likina (accountant M.Video management) is excellent for organizing personnel records in the company for novice personnel officers and accountants ⇓

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Staffing table- this is a document of the organization, it is used to formalize the structure, staffing and staffing levels organizations (, section 1 of the instructions approved by the decree of the Goskomstat of Russia dated January 5, 2004 No. 1). The staffing table is an impersonal document. It does not indicate specific employees, but the number of positions in the organization and salaries for them. Employees are appointed to positions by orders of the head after the approval of the schedule.

According to section 1 of the instructions approved by the decree of the Goskomstat of Russia dated January 5, 2004 No. 1, the schedule is signed Chief Accountant and the head of HR (or the person in charge of HR). If the staff is large and the schedule takes several sheets, then the chief accountant, at his discretion, can sign both once (at the end of the document) and on each of its sheets. After that, the staffing table must be approved by the head of the organization by order.

Technically, the staffing table can be any service that is assigned this responsibility by the manager. As a rule, this is done by the personnel department. If the organization is small, then a personnel officer or chief accountant.

Validity

There is no set period for the validity of the staffing table. After the staffing table is approved, changes are made to it as necessary. Each year, the organization is not obliged to approve (revise) the staffing table, but it has the right to do this at its own discretion.

Errors in staffing

• The staffing table does not need to indicate the Ural coefficient and other allowances
  To fill out the staffing table correctly, you must separately indicate the amount of salary and separately the amount (percentage) of allowances. The salary is reflected in column 5 of the T-3 form, and various allowances (including the Ural coefficient) - in columns 6-8. If it is impossible to determine the exact amount in rubles, it is permissible to prescribe a percentage or a coefficient in the indicated columns (Resolution of the State Statistics Committee of the Russian Federation of 01/05/2004 No. 1).
• A new staffing table needs to be approved every year
  The legislation does not oblige the employer to update the staffing table annually. In principle, this document does not have a validity period and frequency of approval.
• All positions in the staffing table must correspond to the approved classifier of professions
  If the positions in the staffing table do not correspond to the positions listed in the Classifier, in most cases this is not a violation.
• In the staffing table, you must indicate the full names of employees
  The staffing table does not need to indicate the full names of employees. Otherwise, with each dismissal, you will have to change the document. In addition, in the unified form of the staffing table, there are no columns for entering personal data.
• In the staffing table, you can specify "floating" salaries
  Sometimes the employer for equivalent positions sets different salaries or directly in the staffing table in column 5 indicates the so-called "fork" of salaries (for example, 20,000-30,000 rubles).
  This approach is contrary to labor law. Any discrimination against employees when establishing the terms of remuneration is prohibited (Article 132 of the Labor Code of the Russian Federation). The employer is obliged to provide employees with equal pay for work of equal value (Article 22 of the Labor Code of the Russian Federation, letter from Rostrud dated 04/27/2011 No. 1111-6-1).

Labor Relations is a relationship based on an agreement between the employee and the employer on the employee's personal performance for a fee of the labor function ( work in accordance with staffing table, profession, specialty indicating qualifications; specific type of work entrusted to the employee), the employee's subordination to the rules of internal work schedule when the employer provides working conditions stipulated by labor legislation and other regulatory legal acts containing norms labor law, collective agreement, agreements, local regulations, labor contract.

The employment contract specifies:
...............................
Mandatory for inclusion in an employment contract are the following conditions:
............................
labor function(work according to the position in accordance with staffing table, profession, specialty indicating qualifications; the specific type of work entrusted to the employee).
.............................

We see that there are only two articles about the staffing table. At first glance, the legislator does not seem to oblige to have a staffing table, but it is not just that it has been developed and approved uniform form T-3 "Staffing".

So, below we will consider what the staffing table is for, how it is filled in, how it is put into operation.

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WE MAKE A Staff Schedule, Placement, SAMPLE download

Standard arrangement

Staff placement (staff list, staff replacement) reflects which units in the staffing table are occupied, indicating the full names of specific employees, their personnel numbers and conditions of remuneration. If necessary, this document also includes other data, for example, information about work experience or other characteristics of employees: disabled person, pensioner, minor, part-time worker, etc.

Staff replacement does not apply to documents that are mandatory for maintaining in the organization's personnel service, but it is widely used in practice. This document allows you to quickly navigate and restore the specific working conditions of employees in the organization.

There is no unified form of staffing in the legislation, therefore it is drawn up in any form. The staffing table is usually taken as a basis according to the unified form No. T-3 and supplemented with the necessary columns and columns.

What is meant by "staff" and "staffing table"?

The staff is the composition of the organization's employees, determined by the management for a certain period.

Various sources give different definitions of the concept of "staffing", but, in principle, their essence boils down to the following: staffing is an organizational and administrative document that reflects the structure of the organization, contains a list of positions indicating their number and size of official salaries. Also, the staffing table reflects the amount of allowances and surcharges existing in this organization, in relation to specific posts.

To protect yourself from the claims of inspectors, do not set different salaries in the staffing table for positions with the same complexity of labor functions.

The same job title implies the same job duties... At the same time, the principle of equal pay for work of equal value must be observed (Art. 22 and Part 2 of Art. 132 of the Labor Code of the Russian Federation). In employment contracts and job descriptions employees can be assigned a different level of work, different rights and obligations, a different level of responsibility. However, it is better to name the positions differently, using the words "senior", "junior", "leader", etc.

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WHO should create and change the Staffing Schedule?

There is still no clarity on this issue. In different organizations, the functions of drawing up the staffing table are performed by different structural divisions. By assigning to the employees of any structural unit the responsibility for the formation of the staffing table, management often starts from the size of the organization. Today in Russia there are both large organizations with a staff of more than 500 people, and small enterprises, the number of which does not exceed 50 employees. There are also entrepreneurs without education legal entity employed by employees. Since most small businesses and individual entrepreneurs there are no personnel departments, or departments of organization and remuneration, then accounting staff, managers or entrepreneurs themselves are involved in the preparation of the staffing table. In medium-sized enterprises (from 100 people), as a rule, there is a personnel department or a personnel service and, accordingly, the functions of drawing up and making changes to the staffing table are transferred to them (but there are often cases when accounting staff are again involved in drawing up and changing the staffing table).

V large companies, which include both personnel departments or personnel services, and departments of organization and remuneration, the named divisions are engaged in the development of the staffing table.

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

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WHAT does the staffing process start with?

Before you start compiling staffing table, it is necessary to determine the organizational structure of the enterprise. Organizational structure is a schematic representation of structural units. This document reflects all divisions of the organization, schematically outlines the order of their subordination. V organizational structure you can also reflect both vertical and horizontal relationships between departments.

It is problematic to define unequivocally where the border of responsibility for drawing up the staffing table lies, but we will try to delimit some stages of drawing up the staffing plan, and at the same time fill out the unified form No. T-3.

Filling unified form T-3 "Staffing table" you should start with the name of the organization - it should be indicated in strict accordance with the name that appears in the constituent documents. In the case when the organization has both full and abbreviated names, it is allowed to use any name. In order to avoid questions and controversial situations, it is advisable to fix the rules for filling in the details in the local normative act on documentation and workflow (regulation, instructions).

Next, the document number is affixed. For organizations where the staffing table is often subject to changes, it is advisable to introduce a separate numbering for the staffing table with a letter designation (for example - "shr").

The date of the document is entered in a specially designated column in the form "dd.mm.yyyy." The date of the staffing table does not always coincide with the start time of its operation, therefore, the column "Staffing table for" ____ "_______ 20 is provided in a unified form, i.e. on a specific date from which the staffing table comes into effect.

Resolution of the State Statistics Committee of Russia, which introduced unified form No. T-3, the approval of the staffing table is envisaged by the order of the head of the organization. For this, the date and number of the order, the number of staff units and the monthly payroll are entered in a separate column.

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What is the name of the structural unit?

The first column of the uniform form is called "Name of the structural unit"... If we are talking about a commercial organization, then, as a rule, there are no restrictions in the names of structural divisions, apart from the requirements for terminology and generally accepted concepts and definitions (it is undesirable to call structural divisions with little understandable foreign words). However, there are organizations in which a number of benefits provided to employees upon retirement depend on the name of the structural unit indicated in the staffing table (for example, medical and educational institutions, enterprises that include production with harmful conditions labor). Therefore, the task of correctly reflecting the names of structural units in the staffing table falls on the personnel department or the organization and remuneration department.

To facilitate work in this direction, there are sectoral classifiers of hazardous industries or a nomenclature of names of structural units, as well as tariff and qualification reference books, all-Russian classifiers, List No. 1 of industries, jobs, professions, positions and indicators in underground work, at work with especially harmful and especially difficult working conditions, employment in which gives the right to a retirement pension (old age) for preferential terms and List No. 2 of industries, jobs, professions, positions and indicators with harmful and difficult working conditions, employment in which gives the right to a retirement pension (old age) on preferential terms.

The names of the divisions are indicated by groups:

• management or administrative part (such divisions include management, accounting, personnel department, etc.);
• production units;
• auxiliary or service units.

As a rule, the location of the names of structural units in most organizations corresponds to this order. The exception is made by enterprises whose main business is trade. In such firms there are no production departments, but there are sales departments or commercial departments, which are closely related to logistics departments (the latter in this case are serving).

Support departments usually include the supply department, repair services, etc.

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What is a "structural unit code"?

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

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

This column is filled in in strict accordance with the tariff and qualification reference books and the All-Russian classifier of positions of employees and professions of workers. The sequence of filling in this column for each structural unit is individual, taking into account the specifics of a particular organization. As a rule, first there are the positions of the head of the structural unit, his deputies, then - the leading and chief specialists, then the positions of the executors. If the structural unit includes both engineering and technical personnel and workers, it is necessary to allocate first engineers and technicians, then workers.

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What is a "staff unit"?

A staff unit is an official or work unit provided for by the staffing table of an enterprise. Typically, the number of staff members in organizations funded by federal or regional budget, is determined by the parent organizations. Number of staff units commercial enterprise is determined by its needs in certain types of work, the degree of urgency of their implementation and economic feasibility.

How to set a salary (tariff rate)?

Under salary (wage rate) in accordance with a fixed amount of remuneration of an employee for fulfilling the labor standard (labor duties) of a certain complexity (qualification) per unit of time.

Tariff rates are a tool for the tariffication of employee wages in organizations financed from federal budget in accordance with the Unified Tariff Schedule. Commercial organizations set the size of salaries based on their financial capabilities.

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

When setting official salaries or tariff rates, it must be remembered that only the size of the salary or the tariff rate can be reflected in the staffing table, therefore it is completely impossible to take into account the payroll. This is due to the fact that at enterprises with a shift work schedule, the remuneration of workers who receive an official salary increases by the amount of additional payments for night work, and the work of workers whose wages are calculated from the size of the tariff rate is paid depending on the number of hours worked in specific month and is different. In most organizations, the size of the monthly wage fund for reflection in the staffing table is calculated from the average number of working hours and is assumed to be conditionally equal to 166 hours per month.

For workers whose work is paid according to the piece-rate system, in the SR, as a rule, a wage rate or salary is established, which, depending on the specifics of the organization, are calculated according to certain methods.

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

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What are “allowances and surcharges”?

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

Guided by generally accepted guidelines, it is possible to designate additional payments as payments accrued to employees in addition to salaries (tariff rates) for special conditions labor or work schedule. Additional payments are made to employees engaged in heavy work, work with harmful and (or) dangerous and other special working conditions. The specific amount of the additional payment is established by the employer, taking into account the opinion of the representative body of employees, or by a collective agreement or is stipulated in an employment contract. Currently in many budgetary organizations industry regulations apply legal documents, which regulate the amount of wage increases for workers in the industry.

Wage supplements- these are incentive payments in excess of the established official salary that stimulate workers to achieve higher production indicators, increase professional excellence and labor productivity. As a rule, allowances are established based on the results of certification of employees by a decision of the qualification or certification commission.

Until the introduction of definitions at the legislative level, it is difficult to differentiate or systematize this type of payment for the concepts of “premium” and “surcharge”. The main thing that must be taken into account when forming the staffing table is the two main forms of payment of allowances and surcharges.

The first form - percentage - is set as a percentage of the official salary, and in the event of a revision of the size of the salary (rate), the amount of the allowance (additional payment) is automatically changed.

The second form of payment is a premium or surcharge, set as a fixed amount. Such payment may remain constant even if the size of the salary (rate) changes, unless otherwise provided by the collective agreement, labor contract or local regulation... When establishing surcharges or surcharges in the staffing table, a note is made in the appropriate column about the amount and for what this surcharge (surcharge) is established.

One of the most frequently asked questions is how to make sure that employees occupying the same positions receive a salary corresponding to their qualifications, and at the same time the principles of equality laid down in the Labor Code of the Russian Federation are observed? The solutions to this problem can be different - it all depends on the professionalism of the management team. When looking for your own solution, you need to evaluate the existing system wages at the enterprise. But, basically, this problem is solved by establishing a "standard" salary for all employees working in a given position or profession, and the remuneration of more qualified workers is made by establishing personal allowances for a certain period. When the employee confirms his qualifications by order of the head of the enterprise, the premium is established for the next period.

What is a monthly payroll?

Monthly payroll are the total cash, which are provided for by the staffing table and the payment system in force at the enterprise, for the payment of employees.

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When are the staffing changes made?

Changes in staffing table introduced when the number or staff of employees is reduced. When downsizing, individual units are excluded, and when downsizing, individual divisions are excluded. At the same time, employees filling redundant positions or working in redundant professions are subject to dismissal in accordance with the relevant articles of the Labor Code of the Russian Federation.

Is it possible to make changes to the unified form No. T-3?

Changes to the staffing table are also made by the order (decree) of the head "On amendments to the staffing table". The changes can be as follows:

• renaming a position, specialty, profession;
• renaming of a structural unit;
• change in the tariff rate (salary);
• change in the number of staff units (increase, decrease).

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There are two ways to make changes to the staffing table:

1. Change the staffing table itself. The new staffing table with the next registration number is approved by the order of the head.

2. If the changes made to the staffing table are not significant, they can be issued by an order (decree) "On changes to the staffing table". The following reasons may be indicated in the order as a basis:

• reorganization of the organization;
• expansion or contraction production basis organizations;
• carrying out activities aimed at improving the performance of individual structural units;
• changes in legislation;
• an increase in the number of workers and the workload on administrative and management personnel, and so on.

As stated in the decree of the Goskomstat of Russia dated 03.24.1999 "On approval of the procedure for the application of unified forms of primary accounting documentation", in unified forms of primary accounting documentation (except for forms for recording cash transactions), approved by the Goskomstat of Russia, can add additional details... In this case, all the details of the approved forms remain unchanged (including the code, form number, document name); removal of individual details from unified forms is not allowed.

The changes introduced must be formalized with the appropriate organizational and administrative document of the company.

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

In the manufacture of blank products on the basis of unified forms of primary accounting documentation, it is allowed to make changes in terms of expanding and narrowing columns and lines, taking into account the importance of indicators, including additional lines (including free ones) and loose leaves for the convenience of placing and processing the necessary information.

Qualification handbook of positions of managers, specialists and other employees
(approved by the resolution of the Ministry of Labor of the Russian Federation of August 21, 1998 N 37)

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ORDER for the Commissioning of the Staffing Schedule

LLC "Gasprom"

TIN 4301123456, KPP 430101001, OKPO 98756423

full name of the organization

ORDER No. 90

on the approval of the staffing table

Moscow 8.10.2015

In accordance with section 1 of the instructions approved by the decree of the Goskomstat of Russia dated January 5, 2004 No. 1,

I ORDER:

To approve the staffing table of 8.10.2015 No. 15 with a headcount of 18 staff units with a monthly wage fund of 317,000 rubles.

Appendix: staffing table on two sheets.

Director ____________ A.V. Ivanov

Agreed:

Chief Accountant _________ A.S. Petrova

Head of HR Department _________ E.E. Gromova

Acquainted with the order:

Assistant accountant ___________ V. N. Zaitseva
8.10.2015

Secretary ____________ E.V. Ivanova
8.10.2015

Etc. all employees get acquainted with the order under signature .....

The manager can authorize any other person to sign orders according to the staffing table.

Chief Accountant and personnel worker it is mandatory to sign only the staffing table itself. Their visas are not required in the order. They familiarize themselves with the order in the same way as other employees.

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QUESTIONS-ANSWERS

As part of the counter audit, she demanded the staffing of the educational institution.

1. Is it legal to require this document when checking a counterparty?
2. Is there any responsibility threatening if it is not directed?

Inspectors have the right to request the staffing of the educational organization itself.

They may need it, for example, to establish the existence of a relationship of interdependence or control of the organization with other taxpayers (possibly with the counterparties of the educational organization itself).

Hello! Have you ever heard of a document like the Organization's Staffing List? But this is a document on the basis of which wages are calculated, and employees are accepted and dismissed. Now we will try to tell in detail about what functions the SR performs and how to properly compose it.

What is "Staffing"

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

It's pretty simple. They have such a document as the staffing table.

Staffing table (SR)- This is a regulatory document that contains information about all positions of the enterprise, the number of full-time employees, the size of their tariff rates and the amount of allowances.

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

In view of the importance of this document, all pages are numbered, laced and stamped.

• Download Sample order for the approval of the staffing table

• Download Staff list form N T-3

Staffing functions

Like any document, the SR serves a number of functions. The main ones are:

• The possibility of organizing the working time of staff;
• Calculation of monthly salaries to employees;
• Official registration of newly hired employees;
• Abandonment of the internal rules of the day;
• Transfer of registered employees from one position to another, etc.

The staffing table is a mandatory document

Each enterprise has a large number of documentation. There are documents that are compulsory, and there are those that are created as needed. To the question "Is SR a mandatory document?" no definite answer can be given.

All due to the fact that labor Code does not imply the obligatory presence of SR at the enterprise. But if we consider this issue based on the requirements of Roskomstat, it turns out that this document is necessary, since it is the primary documentation for the accounting of wage payments.

Although there are no clear norms in the legislation anywhere, most organizations maintain this type of documentation. After all, the bulk of state inspections begins precisely with the study of SR.

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

What is the duration of the staffing table

None of the official documents indicate the exact period of validity of the SR. The manager himself has the right to indicate the period for which this document is drawn up. Most often, it is redesigned every year, and is put into operation on January 1. When drawing up the SR, the date of its validity is indicated. But if you do not specify the date, then the document is considered indefinite and does not need to be redone.

How many and where is the staffing table stored

On the basis of the decree of Rosarkhiv, SR, after expiration, must be stored at the enterprise for 3 years. And the shelf life staffing arrangements is 75 years old.

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

Who is

Before starting to create a document, the manager issues an order to change the staffing table, where he appoints an employee who will draw up it.

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

How many copies of SR should be in production

When compiling the SR, one copy is made. Thus, the original and a copy must be kept by the HR and accounting department.

Change of staffing table

Sometimes it is necessary to make changes to the current SR. This is done in several cases:

1. If there is a reorganization of the company;
2. If necessary to optimize and improve labor activity management apparatus;
3. If the amendments made to the legislation require the introduction of mandatory amendments to the SR;
4. In case of change of staff units ;
5. Changes to the position in the staffing table;
6. Salary changes in the staffing table.

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

When making changes to the staffing table, management is not obliged to notify employees in writing.

The second way to make adjustments is to create a new SR.

With any changes to the SR, amendments must be made to the work books and personal cards of employees. Before this, you must obtain written permission for this action from employees.

For example, if the wording of the title of the position changes slightly, the employee must be notified in writing about this. Only after that changes are made to his work book.

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

Is there a mandatory staffing form

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

Most organizations take the T-3 form as a basis and "customize" for their enterprise. This is permitted, that is, the uniform form of this document is not mandatory.

In cases where the company has state uniform management, then the staffing table is drawn up according to all the rules.

Organization staffing structure

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

The first part of the documents contains the following information:

• The name of the organization, according to the constituent documents;
• The start date of the SR, its number and validity period. Any numbering can be assigned.
• Date and number of the order on the approval of the staffing table;
• General staff.

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

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

How to make a staffing table

We hope that when filling out the “header” no one had any questions, so we proceed to filling in the table itself.

1 column . The name of the structural unit. You need to list them in the order of their subordination. For example, administration, secretariat, financial department, accounting, etc .;

2 columns. Department code. We number the divisions from top to bottom (01.02.03, etc.);

3 columns. Position. Data must be entered in the nominative case without abbreviations, in the singular, guided by the qualification and tariff reference books;

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

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

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

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

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

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

Staffing approval

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

Conclusion

SR is not a mandatory, but very important document of any organization. On its basis, you can either accept a new one. In addition, with its help, the salary of the employees of the enterprise is calculated.

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

The preparation of this document at the enterprise should be carried out by any specialist who is entrusted with this duty by the managing person. The schedule can be done by: the head of the organization, labor economist, chief accountant, lawyer or HR specialist.

IMPORTANT! Regardless of who develops this document in the enterprise, either the manager or the chief accountant is always officially responsible for the staffing table. Only these persons have the right to sign the document.

Who is checking?

The labor inspector has the right to check the staffing table. This person can visit the organization at any time in order to conduct an inspection, and request a document to review and analyze the current state of affairs in the enterprise. The visit of the inspector can be extremely unexpected, therefore, the schedule must always be in the proper form.

First of all, the inspector is interested in the following information:

1. The size of salaries among employees of the same level. The fact is that the salaries of employees of the same position should not differ.
2. Work experience working at the enterprise.
3. Quantity, etc.

Attention! The document must be presented at the first request of the auditors. Otherwise, the firm may be fined.

The correct structure of the staffing table is described in, and you will find a document form.

Who is it approved by?

The staffing table comes into legal force only on the basis of the order, which is signed by the managing person. Therefore, the director is solely responsible for this document.

The schedule is set in the following terms:

• The employer has the right to regulate the terms and periods of its change.
• If during the year the document has undergone any adjustments, then with the beginning of the next calendar year, they say.

Read about how to approve the staffing table for a year.

What if you need to change the document?

Changes to the staffing table are approved on the basis of an order signed by the head. Further, employees of the personnel department make the appropriate changes to the document, as prescribed in the order. Thus, full responsibility falls on the head of the organization.

Correction of the document occurs in connection with a change in the salary of workers... In this case, the employer must inform the employees of this two months before the order is issued to amend the staffing table.
Job titles and new salaries are indicated first in the order, and then in the schedule. Personnel officers first get acquainted with the order under signature.

Typically, there is a time period from the date the schedule change order is issued to the effective date of those changes. Because, often, after the amendment of the schedule, the amendment of labor contracts follows.

How to enter new position to the staffing table, you will find out.

What if the director and accountant are one person in the organization?

If the company is small, then the head of the organization often conducts accounting in parallel with his main activity. It is possible to combine management of an organization and accounting in the following cases:

1. If the enterprise is small or medium-sized, where the total number of employees does not exceed 250 people.
2. Annual revenue is about RUB 500 million. and about 1 billion rubles. (without VAT). To conduct independent accounting, you must issue an order to accept job functions accountant on yourself.

If there is an accountant in the organization, and the director only intends to fulfill his duties during the absence (for example, due to illness or vacation), then you need to act as follows:

1. It is necessary to issue supplementary agreement for the director's employment contract, where it is worth indicating:
   • that the manager will combine job duties (his own and that of an accountant);
   • the period of combination (for example, for the period of maternity leave);
   • the amount of the required additional payment for the alignment function.
2. Draw up an order on the combination of positions.

Attention! If the director of the enterprise personally conducts accounting, then the position of the chief accountant does not need to be added to the schedule. Thus, the manager will carry out accounting functions within the framework of his work activities.

If the timetable already contains the position of an accountant, then when combining work duties, the director will be charged the corresponding fee, which is reflected in the agreement.

- great responsibility for an employee of the enterprise, therefore, these functions are officially assigned to the head of the company. This document represents the face of the company before the labor inspector, before tax authorities, when solving labor issues in court, and therefore, requires an attentive attitude to himself and can only be entrusted to a professional in his field.