home Instagram Established arrangement. Standard placement: sample. Objectives of staffing

Established arrangement. Standard placement: sample. Objectives of staffing

Native replacement fill pattern has already been downloaded 246 times. There is a developed form for drawing up a document, not. Names of professions, positions in the staff. Staffing table is a specific normative legal act that regulates. Samples of documents Other documents Staffing table. When filling in column 4, the number staff units for relevant positions, professions for which the maintenance of part-time staff is provided. This document is a locally normative act that is used to formalize the staffing, structure, etc. Legislative norms do not provide for the registration of staff replacement, including the rules for filling it out, but ... The order on the staffing table is a sample. Sample and general rules filling out the staffing table.

Staff substitution, placement, list, schedule

Staff replacement facilitates the work of the organization's personnel department. Of particular interest when filling out are the names of employees who are engaged in serious. Added on Dec 16, 2016 by D419. In order to plan staffing needs in the year 20, optimization. Or do you object only to the wording of filling out the work book Accept in accordance with the staff position? The staffing table form T3 you can download a sample of filling here. Native replacement fill sample download
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... Staffing table for 2018, a sample of which you will find. Staff replacement, in contrast to the staffing table, is not a mandatory document for the organization. An employment contract with a secretary. Guarantees and compensation for employees in the event of liquidation of the organization, reduction of the number of employees. In this material, you can download a sample and a standard placement form, as well as learn about some of the features of filling out this document. The staffing list contains a list of structural divisions, the name of positions, specialties, professions with an indication of qualifications, information They went along the beach towards the door, passing the door, replacing a sample of staffing, turned into a motionless filling. Forms4 338 samples
... Position and department data are entered in accordance with the staffing table. A sample of filling out the T3 form can be downloaded HERE file E. Staffing sample of filling. Instructions for filling out work books. Regular replacement filling pattern. The staffing list staffing list, staffing replacement reflects which units. Sample filling out the staffing table form T3. Columns Surname and or First name are required to fill in SNILS insurance numbers of individual are indicated
... About the staffing table for the city. When filling out this form follows. A sample order for the use of the seal. Native replacement fill pattern found upon request. A sample of filling out the staffing table of form T. A sample of filling out the staffing table is presented in Example 5. One of such documents is the staffing table, which makes it possible in a single mode. Sample staffing table paperwork

How to draw up a standard arrangement fill pattern 5429.

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Standard arrangement (filling pattern)

Society with limited liability "Teleport" (LLC "Teleport") —————————————- (name of the organization) Established on 08.02.2010 —————————————————— ——————————————————- ¦ Structural ¦ Position ¦Coli- ¦ Salary ¦ Allowances, surcharges ¦Total ¦Surname, ¦Additional-¦ ¦division ¦ ¦Chest- ¦ + - ————————- + (salary + initials ¦ + ————— + ¦vo ¦ ¦For knowledge ¦Additional payments for¦Additional-¦additional ¦ ¦information ¦ ¦name- ¦ code ¦ ¦ state ¦ ¦ foreign ¦ extension that for (additional ¦ ¦ ¦ ¦ new ¦ ¦ new ¦ ¦ languages service-application-¦ta) ¦ ¦ ¦ ¦ ¦ ¦ ¦ units ¦ ¦ living, ¦rete- ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ performance ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ obla- ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ increase¦docu- ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ work ¦ ¦ ¦ ¦ ¦ + ——— + —— + ———— + —— + ——— + ———- + ———- + —— + ——— + ——— + ———— + ¦ 1 ¦ 2 ¦ 3 ¦ 4 ¦ 5 ¦ 6 ¦ 7 ¦ 8 ¦ 9 ¦ 10 ¦ ¦ + ——— + —— + ———— + —— + ——— + ———- + ———- + —— + ——— + ——— + ———— + ¦Direction ¦General ¦ 1 ¦ 55000 ¦ ¦ ¦ ¦ 55000 ¦Kirillov¦ ¦ ¦ ¦ Director ¦ ¦ ¦ ¦ ¦ ¦ ¦E.P. ¦ ¦ ¦ ¦ + ———— + —— + ——— + ———- + ———- + —— + ——— + ——— + ———— + ¦ ¦ 01 ¦Main ¦ 1 ¦ 48000 ¦ ¦ ¦ ¦ 48000 ¦Fedorova¦ ¦ ¦ ¦ ¦Account ¦ ¦ ¦ ¦ ¦ ¦ ¦M. I. ¦ ¦ ¦ ¦ + ———— + —— + ——— + ———- + ———- + —— + ——— + ——— + ———— + ¦ ¦ ¦Secretary ¦ 1 ¦ 28000 ¦ ¦ ¦ ¦ 28000 ¦ Makeeva ¦vacation according to ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦V.F. Pregnancy —- + ———- + —— + ——— + ——— + ———— + ¦ ¦ ¦Lawyer 0.75¦ 21330 ¦ ¦ ¦ ¦ 15997.50¦Smirnov ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦A. I. Main ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ place of work¦ + ——— + —— + ———— + —— + ——— + ———- + ———- + —— + ——— + ——— + ———— + ¦Department ¦ ¦Head ¦ 1 ¦ 30000 ¦ ¦ ¦ ¦ 32500 ¦Marinina¦ ¦ Calculations¦ ¦Department ¦ ¦ ¦ ¦ ¦ ¦¦V.V. ¦ ¦ ¦ ¦ + ———— + —— + ——— + ———- + ———- + —— + ——— + ——— + ———— + ¦ ¦ 02 ¦ Senior ¦ 1 ¦ 24850 ¦ ¦ 5700 ¦ ¦ 30550 ¦ Karpova ¦ increase ¦ ¦ ¦ ¦ accountant ¦ ¦ ¦ ¦ ¦ ¦ ¦ L. I. ¦volume of work-¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ty (DS to ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦04.06.2010) ¦ ¦ ¦ + ———— + —— + —— - + ———- + ———- + —— + ——— + ——— + ———— + ¦ ¦ ¦ Senior ¦ 1 ¦ 24850 ¦ ¦ ¦ ¦ 24850 ¦Lazareva vacation ¦ ¦ ¦ ¦ accountant ¦ ¦ ¦ ¦ ¦ ¦ ¦O.O. ¦Care for ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ 3 years old ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ (11.10.2010 ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦- exit to ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦work) ¦ ¦ ¦ + ———— + —— + ——— + ———- + - ——- + —— + ——— + ——— + ———— + ¦ ¦ ¦ Senior ¦ 1 ¦ 24850 ¦ ¦ 7000 ¦ 1000 ¦ 32850 ¦Utkina ¦ extension ¦ ¦ ¦ ¦accountant ¦ ¦ ¦ ¦ ¦ ¦ ¦E.G. ¦zones ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ service - + —— + ———— + —— + ——— + ———- + ———- + —— + ——— + ——— + ———— + ¦Department ¦ 03 ¦Boss ¦ 1 ¦ 38000 ¦ ¦ ¦ ¦ 38000 ¦ Markov ¦ ¦ ¦ sales ¦ ¦ department ¦ ¦ ¦ ¦ ¦ ¦ ¦С. S. ¦ ¦ ¦ ¦ + ———— + —— + ——— + ———- + ———- + —— + ——— + ——— + ———— + ¦ ¦ ¦ Host ¦ 1 ¦ 27470 ¦ ¦ ¦ ¦ 27470 ¦Lazarev ¦ ¦ ¦ ¦ ¦ specialist ¦ ¦ ¦ ¦ ¦ ¦ ¦A.V. ¦ ¦ + ——— + —— + ———— + —— + ——— + ———- + ———- + —— + ——— + ——— + ———— + ¦Department ¦04 + ———- + —— + ——— + ——— + ———— + ¦ ¦ ¦Specialist ¦ 0.5 ¦ 12750 ¦ ¦ ¦ ¦ 6375 ¦Romanova¦joint ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦Е.Р. ¦external ¦ + ——— + —— + ———— + —— + ——— + ———- + ———- + —— + ——— + ——— + ———— + ¦ Department ¦ 05 ¦ Head ¦ 1 ¦ 24850 ¦ ¦ ¦ ¦ 24850 ¦ Pirogov ¦ ¦ ¦marke- ¦ ¦ department ¦ ¦ ¦ ¦ ¦ ¦ ¦K.P. ¦ ¦ ¦tinga ¦ + ———— + —— + ——— + ———- + ———- + —— + ——— + ——— + ———— + ¦ ¦ ¦Specialist ¦ 1 ¦ 24400 ¦ ¦ ¦ ¦ 24400 ¦Skobova ¦baby to ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦V.E. ¦3 years old ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ (¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦28.05.2008) ¦ ¦ ¦ + ———— + —— + ——— + ———- + ———- + —— + ——— + ——— + ———— + ¦ ¦ ¦Specialist ¦ 1 ¦ 24400 ¦ ¦ ¦ ¦ 24400 ¦Vargin ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦L.Yu. ¦ ¦ + ——— + —— + ———— + —— + ——— + ———- + ———- + —— + ——— + ——— + ———— + ¦Branch в¦ 06 ¦Director ¦ 1 ¦ 44000 ¦ 2000 ¦ ¦ ¦ 46000 ¦ Sorokin ¦ ¦ ¦ Kali-¦ ¦ branch ¦ ¦ ¦ ¦ ¦ ¦ ¦D.A.

We draw up a standard arrangement: a sample

¦ ¦ ¦ningrade¦ + ———— + —— + ——— + ———- + ———- + —— + ——— + ——— + ———— + ¦ ¦ ¦ Substitute ¦ 1 ¦ 40,000 ¦ ¦ ¦ ¦ 40,000 ¦ Krotov ¦ ¦ ¦ ¦ ¦ Director ¦ ¦ ¦ ¦ ¦ ¦ ¦F.D. ¦ ¦ ¦ ¦ ¦ branch ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ + ———— + —— + ——— + ———- + ———- + —— + ——— + ——— + ———— + ¦ ¦ ¦Specialist ¦ 1 ¦ 25000 ¦ ¦ ¦ ¦ 25000 ¦Pavlova ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦A.A. ¦ ¦ + ——— + —— + ———— + —— + ——— + ———- + ———- + —— + ——— + ——— + ———— + ¦ ¦ ¦Specialist ¦ 1 ¦ 25000 ¦ ¦ ¦ ¦ 25000 ¦Maltsev ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦K.A. ¦ ¦ + ——— + —— + ———— + —— + ——— + ———- + ———- + —— + ——— + ——— + ———— + ¦ ¦ ¦Specialist ¦ 0.8 ¦ 20000 ¦ ¦ ¦ ¦ 16000 ¦vacancy¦ ¦ + ——— + —— + ———— + —— + ——— + ———- + ———- + —— + ——— + ——— + ———— + ¦ ¦ ¦Specialist ¦ 0.2 ¦ 5000 ¦ ¦ ¦ ¦ 1000 ¦Master- ¦joint ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ kov L.R.¦ external ¦ + ——— + —— + ———— + —— + ——— + ———- + ———- + —— + ——— + ——— + ———— + ¦ ¦ ¦Specialist ¦ 1 ¦ 25000 ¦ ¦ ¦ ¦ 25000 ¦Dmitren-¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ ¦ko N.N. ¦ ¦ ——— + —— + ———— + —— + ——— + ———- + ———- + —— + ——— + ——— + ————-

Comments:

How to make a staffing table

- This is a local act of the company, which fixes its structure, staffing and staffing. It contains a list of structural divisions, positions, information on the number of staff units, official salaries, allowances and monthly salary fund. The unified form of the staffing table No. T-3 was approved by the decree of the Goskomstat of Russia dated January 5, 2004 No. 1. The schedule is drawn up on the basis of this form, but depending on its needs, the company can make the necessary changes there.

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.

Staffing sign Chief Accountant and heads of structural divisions of the firm. 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 is approved by his order by the manager or a person authorized by him, and it comes into force.

To record which of the employees occupies which positions, make up the staffing positions by structural divisions. For the staffing, you can use the staffing form No. T-3, including the column lSurname and initials ". If the company is small, is it possible not to draw up a staffing table?

Labor law does not require the presence of a mandatory staffing table in the company. However, links to the need for this document are in regulatory legal acts regulating taxation issues. It confirms the validity of the application of tax incentives and the attribution of expenses to the cost of production (work, services, costs). Thus, for tax audit you may well be asked to show the staffing table. In addition, the staffing table allows you to determine the number of employees required by the company, the amount of money for their maintenance and the structure of the company itself.

Is it possible to create separate staffing tables for branches and representative offices of the company?

There is usually only one staffing table in a company. But separate divisions may well have their own staffing tables. The head of the branch (representative office) acts under a power of attorney issued by the head of the organization. Thus, his authority to approve the staffing table in the branch can be enshrined in this power of attorney or in the constituent documents of the company.

Is it possible to establish in the staffing table different salaries for the same positions?

This situation may well cause complaints from the inspection authorities, because there is a principle of equal pay for work of equal value (Art. 22, p.

Native replacement fill pattern

2 tbsp. 132 of the Labor Code of the Russian Federation). The same job title implies the same job duties... Of course, it is possible to fix different levels of work, different rights and obligations, different levels of responsibility in labor contracts and job descriptions of employees. But it will be easier to name the positions differently, using the words "senior", "junior", leading ", etc. Or use tariff system, that is, assign each employee one or another category, record this in the staffing table and pay salaries depending on the category.

Can vacancies be included in the staffing table?

Even necessary. After all, you cannot hire new employees for the main job if there are no vacant positions in the staffing table.

How to make changes to the staffing table

Change of staffing table can be done at any time when there is a need for it. In addition to renaming positions, establishing a different salary, etc., the labor legislation of the Russian Federation contains certain procedures that can also lead to a transformation of the staffing table, for example, a reduction in the number or staff of employees (Article 180 of the Labor Code of the Russian Federation), organizational or technological changes (Article 73 of the Labor Code of the Russian Federation), etc.

Renaming the position of an employee and changing the size of his salary in the staffing table entails a change in the terms of the employment contract determined by the parties. This means that before making changes to the staffing table, you need to issue additional agreement to the labor agreement on changing the name of the position (Article 72 of the Labor Code of the Russian Federation).

If the job title or salary is changed at the initiative of the administration for organizational or technological reasons, the procedure will be slightly different. It is necessary to notify the employee of the upcoming changes two months in advance. If the employee does not agree to work in the changed conditions, it is necessary to send him a written offer of another job, corresponding to his qualifications and state of health, and in the absence of such work - to offer a vacant lower position or a lower-paid job. If the employee refuses all offers or you do not have suitable job, issue a dismissal under clause 7 of part one of Article 77 Labor Code RF (refusal to continue work in connection with a change in the terms of the employment contract determined by the parties).

At the end of the procedure, the head of the company issues an order to amend staffing table... The staffing table, as amended, is attached to this order. It is necessary to familiarize the employees affected by the changes with the order.

If in employment contracts the salary is set according to the staffing table, how to introduce employees to it?

The ideal option is to attach a copy of the staffing table or an extract from it (if the organization is large) to each employment contract. As another option, you can offer to attach a familiarization sheet to the schedule, where employees will put their signatures and dates of familiarization. But it is better to indicate the specific salary of each employee directly in his employment contract... So employees will not know how much their colleagues are getting, and the requirements of the law will be met (Article 57 of the Labor Code of the Russian Federation).

Download the HR program for staff accounting and automation of the HR department for HR officers "HR Department 2018"

To find out what professions exist and how much the employees employed in them get, 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, we draw up the staffing table for 2019 in accordance with all the rules.

The staffing table in the T-3 form is a local normative act that fixes its organizational structure at the enterprise.

And also a list of professions that exist 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, with a breakdown by its constituent parts. Based on these indicators, the company's expenses for attracting hired labor are determined, various plans are drawn up, and the most important decisions in the field of company management are made.

The staffing table is guided when entering 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.

On the basis of 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 employees hired. If there is a need at the enterprise, the HR inspector submits an application to the employment service.

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

In addition, other local acts of the company may provide for the mandatory presence of it in the company. These primarily include. And also the need for the existence of a staffing table at the enterprise can be established by a link in the labor contract with the employee to him.

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

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

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

From this we can conclude that the staffing table must necessarily be in a company or an entrepreneur if they have employment contracts.

Thus, if an individual entrepreneur works independently without hiring hired employees, he should not draw up a staffing table. Bringing them to executors 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, must already develop and use the staffing table.

The creation of the staffing table in companies is mainly entrusted to the specialists of the personnel firm, who carry out a number of activities to determine the 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 in the enterprise is insignificant, this duty can be assigned to an accountant, economist, lawyer or the manager himself.

Document requirements

The legislation does not require compliance with any special rules with respect to the staffing table, except that the position or profession specified in it must correspond to the positions and professions that the employer records in the employment agreements drawn up with each employee.

It is recommended to adhere to the form of the staffing table, which is established by Rosstat (form T-3).
The local act should be approved by the order of the head.
It is allowed to draw up a staffing table on several sheets, while it is not necessary to lace and fasten them with a signature and seal. You can simply hold the sheets together with a paper clip.
In some situations, the professions reflected in the staffing table must necessarily correspond to the 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 optional.
When changing the staffing table, if they are insignificant, you can simply issue an order for these adjustments, and leave the staffing itself as it was.

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

Following is the date from which the document takes effect. It can be the same as the compilation date, or come later. However, it is unacceptable that the day of commencement of the action was earlier than the day of registration of the document.

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

The document itself looks like a large table.

Count tables "Structural unit" should contain the name of the department, according to the developed organizational structure. In the event that, together with the written designation of the department, a digital is also entered, it should 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 open, then the city code, region code, etc. can also be included in the department code.

V 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 specifying the name of the department in the previous column, the positions included in it are listed in a column.

It is recommended to be guided by the OKPDTR reference book when specifying job titles. But for commercial companies, this rule is optional. In the same time budgetary institutions are obliged to enter positions in the staffing table only from this directory, and additionally indicate the category or class of the employee.

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

V column "Number of staff units" the number of employees to be accepted for this position is entered. If it also provides for the admission of part-time workers, then their number is recorded in fractional terms corresponding to the size of the rate paid - for example, 0.5.

V column "Salary size" the salary that the employee will receive while working in this position is recorded. It must be remembered that exactly the same salary is recorded in labor agreement with an employee.

You should also consider:

If a piece-rate form of payment is accepted at the enterprise or in relation to this position, then the amount of earnings obtained by multiplying the tariff rate by the volume of products created per month is recorded in this column.
If an hourly wage has been entered for this position, then in this column you can write down the amount of remuneration for one hour. After that, in the same line, but in the "Note" column, it is necessary to indicate - "Hourly wages", and also make a reference to the administrative document that established this feature.

This is followed by several columns, united by one subheading "Allowances". Here you need to record information about various incentive payments, if any and established by the Regulations on Salaries, Regulations on Bonuses or other internal acts. The amount of the premium can be recorded not only as a fixed amount, but also as a percentage, coefficient, etc.

The "Total" column records the general salary fund for this position. It is calculated as the salary multiplied by the number of staff members.

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

The drawing up of the document is completed by counting and indicating the total staff units and the general payroll.

After that, the fully drawn up 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 a document

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

If it is accepted in the company that every year the numbering of all significant documents begins anew, then the numbering of the staffing table can be carried out according to the same principle. Moreover, this will be most expedient if changes in the staffing table every year are massive - this will save you from large document numbers in the future.

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

Step 3. To acquaint company employees with the accepted document

All employees admitted to the company must be familiarized with the local regulations that affect work activity. This document does not directly affect labor activity and, in the opinion of Rostrud, it is not necessary to acquaint workers with it.

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

The procedure for making a change 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 all the changes that arise in it in a timely manner.

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

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

Typically, the following situations can be distinguished in which you need to make changes in the document:

Creation of new departments or divisions;
Organization of new posts;
Changing the name of existing posts;
Change of salary or rates of employees;
Closing a department, subdivision, staff unit.

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

The new order must be introduced to all those employees who will further deal with the registration required documents... You can also add those employees who will be directly affected by the changes made to the acquaintance list.

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

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

The notice period can be 2-3 months, depending on the number of people to be made redundant. Also, the law defines the types of workers who cannot be laid off.

Frequency of preparation of the document and storage periods

Usually the staffing table is issued for a period of one year, and is valid for the entire period. However, if the organization is small, and there is very little staff movement in it, you can accept this document for several years in advance.

After making changes to the staffing table, the previous document ceases to be valid and becomes invalid. However, it should be kept at the enterprise for some more period, therefore, as usual, inspections affect several previous periods. And this is usually up to 2-3 years.

Attention! There is a rule that invalid staffing tables must be archived for at least another 3 years from the date of expiration. The same rule applies to documents with the help of which changes in the staffing table were made.

The list of local documents that are filled out by employees of HR services is quite wide. Any serious company draws up a staffing table. Main indicators are maintained using this type of documentation. It reflects the structure of departments, the list of positions, the required number of employees and the size of salaries. The constellation does not differ much from the previously mentioned term, it is just considered an extended document. There is also a place here for information regarding employees and vacancies.

What is the staffing table?

The schedule is called the normative official document of the organization, which contains data on:

the composition of the state;
structure;
the size of salaries by position.

Objectives of staffing

Effective use of everyone individual worker- this is the main purpose of creating this local act. Thanks to the existing form, managers will be able to legally and conveniently supplement the staff of the enterprise.

It is with this document staff members recruit new employees for vacant positions and organize studying proccess for the already recruited staff. When a timetable is in place, it is believed that workers receive clear evidence of a career opportunity.

Sample staffing table

The link below will allow you to download a sample of this document. It uses a special table. It is indicated which positions are included in the structural divisions, the size of the corresponding tariff rates. Possible job bonuses are listed and total earnings are calculated. Also, the text should contain details - number, link to the order, validity period, date of compilation, signatures of officials.

What is a standard layout?

The constellation is often referred to in other terms: list, book, job placement. However, the use of the name is more often practiced - the standard arrangement.

In fact, this document is an extended version of the previous one and contains more specifics. So, the names and other data of employees are added to it, which correspond to the positions existing at the enterprise.

The goals of drawing up the staffing list

The spread is used for reporting. HR managers use it for their own purposes - to make their work easier. Thanks to the availability of such systematized information, personnel officers will be able to keep track of who exactly performs certain duties, how the rate is distributed among employees, how many part-time workers work at the enterprise.

Sample of a standard arrangement

Pay attention to the presence of surnames opposite the names of positions in the company. Also, more often here are filled in fields with notes, because they relate to specific employees. For example, in this field, you can enter that the employee is a part-time employee or is temporarily on vacation.

Difference between staffing and staffing

Although these two types of documentation have a sufficient number of fields in common, they also have a lot of differences. For example, the schedule is a normative and obligatory document, while the personnel positions fill out voluntarily. Accordingly, there is a unified form for the schedule. And although it has ceased to be required for use, many people still use it. In the schedule, all data are not specified, there is no mention of the names of employees. It contains planned indicators, and they are stored for 3 years, and for comparison in the spreading - only actual values that have been retained for 75 years.

How to fill out the staffing table and staffing table?

For a mandatory type of document in the Russian Federation, a unified form T-3 was approved, which was already written above. You can also use this template for placement, but you will have to expand it with additional fields. At a minimum, you will need to add the names of employees holding the relevant positions. It is considered normal for replacement if some fields are left blank. Therefore, at the end of it, statistics are provided on how many vacancies are currently in the company.

Order on the introduction of a new position in the staffing table - sample

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Extract from the staffing table - sample

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How to make a staffing table - sample 2018

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Changes to the staffing table when the salary changes

The staffing table is an intra-organizational act that belongs to the category of normative ones. He establishes the structure of the company, the size of the team ...

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The staffing table is the main document that is used to formalize the structure, staffing and staffing levels organization according to constituent document(charter or statute). The staffing table contains a list of structural divisions, positions, information on the number of staff units, official salaries, allowances and monthly fund wages... This document gives the management the right to staff the organization and its structural units with workers. Based on the staffing table, the personnel service conducts the selection of employees for vacancies, forms a reserve for promotion, organizes professional development of personnel.

The staffing table is approved by an order (decree) of the head of the organization or an authorized person, the authority to approve this document must be fixed in writing. In such an order, in contrast to the standard form of the order for the main activity, there is no ascertaining part, and the order can begin with the word ORDERING, since no additional explanations are required for the introduction of the staffing table.

On the basis of the staffing table, the names of positions, specialties, professions are established, which are reflected in labor contracts and other personnel documentation.

Staffing is the responsibility of the labor economist, who is part of the organization and wages department. Since such a unit is not available in every organization, the development of the staffing table is most often entrusted to the personnel department, or the planning and economic department, or a group of specialists, or accounting, i.e. the management of the enterprise independently decides on whom this work is entrusted.

At enterprises with a large staff and number of employees, it is advisable to develop and approve the staffing table of each structural unit.

The staffing table is drawn up, as a rule, in the amount of three copies, the period of its storage at the place of development and approval is established by the management (permanently or 3 years).

The form can be filled in both manually and using machine technology (printing, computing, etc.), however, with the obligatory backup information on paper. With the manual method of filling in, all entries should be made in ink or ballpoint pen clearly and clearly, without blots and erasures.

The names of structural units, as a rule, are indicated in alphabetical order, without abbreviations, in the nominative singular.

Coding of structural units is necessary for the formation of consolidated reporting. Currently, the unit coding system is mandatory only in state-owned enterprises. V non-governmental organizations it is introduced if they include a large number of structural divisions, and automated systems are used to manage personnel.

Employees are social group workers engaged mainly in mental work, as a rule, carrying out leadership, making and developing managerial decisions, preparing information. Workers - a social group of workers engaged primarily in manual labor. The labor of this category of workers, as a rule, consists in the creation of material goods, as well as in the technical and production support of the organization's activities.

The name of the profession is taken from the Unified Tariff and Qualification Reference Book of Work and Professions of Workers (ETKS).

Job titles are given on the basis of the industry-wide Qualification handbook of positions of managers, specialists and other employees. Besides, qualification requirements the titles of positions of individual industries are contained in various compilations.

It is better to give the full and officially accepted names of new positions, since the entry in work book should be understandable to both the new employer and the authorities that process pensions.

In the staffing table, the names of professions (positions) are indicated in the structure of structural divisions. They are given, starting with the top level and ending with the junior level: head, deputy head, specialist, technical executor, etc. In the staffing table, it is allowed to indicate double titles of positions, separated by a "-" sign, while the official salary is set for the first position in a double title.

In the event that the organization has employees who are not part of any structural unit, they are registered as "other personnel".

The name is indicated in full, in the singular nominative case.

Abbreviations "head", "deputy", "begin." not allowed.

Approval visas are affixed on the last sheet. If the approvers have no comments, the staffing table is submitted for approval. If there are amendments to certain provisions, then this is indicated after the main details of the visa (position of the approver, his signature, decoding of the signature (initials, surnames) and date).

In this case, comments to the project (including dissenting opinions and additions) are drawn up in a separate sheet. They may also appear on the back of the last sheet of the draft.

The comments of the heads of structural divisions, with the consent of the official responsible for the development of the staffing table, are taken into account (included in the project).

Notes with which it is executive other persons who endorse the document disagree or disagree, are considered by the head of the organization or a person authorized by him when approving the staffing table.

If significant changes are made to the project during the endorsement process, then it must be re-approved. If the project includes clarifications that do not change its essence, then re-sighting is not required during revision.

References, opinions, reviews, service notes and other documents created during the preparation of the project and the approval of the staffing table are stored with the projects for 3 years after the approval of the staffing table. In addition, if the charter (statute) of the organization provides for the submission of the draft staffing table for approval to the founders of the organization, then the correspondence with them (except for the minutes of the meetings of the founders) is subject to special storage.

The approved staffing table is sent one copy to the personnel department and to the main accounting department. One copy is kept as part of the organization's management documentation.

In some organizations, the staffing table is included in the commercial information and is issued in only two copies - one for general director, the other for general accounting. The corresponding extracts from the staffing table are sent to the structural divisions, and the part of the document relating to vacant positions is sent to the personnel department.

The staffing table is a long-term document, however, if necessary, changes and additions can be made to it. Changes and additions are made by order of the head of the enterprise or a person authorized by him.

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

1) change the staffing table itself. The new staffing table for the following

the registration number is approved by the order for the main activity;

2) when the changes made to the staffing table are insignificant, they can be issued by means of an order for the main activity.

If changes are made to the staffing table by order, then the title

the order can be as follows:

- "On amendments to the staffing table";

- "On changing the staffing table";

- "On a partial change in the staffing table."

The following reasons may be indicated as the basis for amending the order:

Perfection organizational structure organizations;

Carrying out activities aimed at improving the performance of individual structural units;

Organization reorganization;

Expansion or contraction production basis organizations;

Changes in legislation;

Optimization of management work;

Planning and economic calculations of the personnel department, elimination of duplication of functions, etc.

When new positions are introduced into the existing staffing table and old positions are excluded, the names of positions are changed or new departments are created, then often these processes affect the already working personnel and then it is necessary to make changes and adjustments to the personnel documents of employees, depending on what changes are introduced.

In these cases, an employee of the personnel department needs to carry out different procedures for processing personnel documents.

The imposition of additional duties on the employee provides for the expansion of his labor function defined by the employment contract. In terms of its content, this is similar to the combination of positions (professions).

A change in base (official) salaries is carried out in the event of a change in tasks, functions, the amount of work performed by departments and individual employees of the organization. When salaries change in the staffing table, it is necessary to make changes to the employment contract, since the mandatory conditions of the employment contract are the terms of remuneration, including the size of the wage rate or official salary employee, additional payments, allowances and incentive payments; in personal card N T-2 (section 3).

Creation of new divisions. The basis for the organization (reorganization) of a structural unit are:

The decision of the head of the organization;

The project of the structure and staffing of the unit with a list of categories of employees;

Draft regulations on the structural unit;

Draft job descriptions for all categories of personnel of the introduced unit;

Draft regulations on remuneration of employees of the unit.

A service is created when the range of tasks to be solved cannot be completed in full within the department and if there are at least two independent departments in the structure, one of which must not be lower than the department;

The department, as a rule, is created in the structure of the service and is characterized by the presence of two clearly distinguished non-overlapping areas of activity;

Divisional chief positions are introduced in accordance with a structure that satisfies the principles outlined above;

The positions of specialists and working personnel are introduced when new goals, tasks and functions arise that cannot be performed by the existing personnel or with a significant increase in the volume of work at this workplace.

Introduction of a new (additional) position. A set of documents is sent to the name of the head of the organization, which includes:

Memo from the head of the department with the justification for the introduction of a new (additional) position into the staffing table of the department;

Updated divisional structure;

Project job description for a newly introduced position.

The position of a leading specialist and employees equated to him is introduced in the presence of two independent areas of work, each of which is performed by a specialist, if there is a scope of work for at least two specialists;

The position of a senior specialist and employees equated to him is introduced with a significant increase in the requirements for the level of qualifications imposed on any workplace on the basis of business appraisal or a subjective assessment of the head of the department;

The positions of specialists and working personnel are introduced when new goals, tasks and functions arise that cannot be performed by the existing personnel, or with a significant increase in the volume of work at this workplace.

Reduction of the position. Such a decision is made by the management of the organization when it detects a discrepancy (duplication) of functions, duties, volume of work performed with the internal regulations adopted in the organization. The decision to reduce the position occupied by an employee of the organization is formalized by an order for the organization in accordance with labor legislation two months before the entry into force of this decision with a warning to the employee about the upcoming dismissal to reduce staff.

Dismissal of employees in connection with the liquidation of a structural unit, reduction of the position occupied by an employee is carried out by a personnel order with the appropriate wording.

The working form of the staffing table, in which the initials and surnames of employees holding positions provided for by the staffing table are entered, is called job replacement or staffing. In practice, other titles for this document may also be used. The standard arrangement does not have unified form, for its compilation, it can be taken as a basis tabular part staffing table. The main difference between the staffing table and the staffing table is that it is a dynamic document that changes depending on the ongoing (numerical and qualitative) changes in the personnel of the enterprise, organization and does not require the issuance of an order for its approval.

Many are faced with drawing up such a document as a staffing arrangement. An urgent question arises, what it is and how it differs from the schedule. To answer it, you need to separate order review both documents, and draw up a comparative analysis. Based on the data received, the issue of the need to draw up this standard will also be resolved.

What is the staffing table and how does it differ from the staffing table?

The staffing table and the arrangement have similar objects of regulation. They are aimed at streamlining the structural organization in the company. It is on the basis of these standards that one can judge the presence of certain positions, divisions and departments.

Employers often ask themselves how to enter one convenient file instead of two documents. Unlike the arrangement, the schedule has a legally approved T-3 form. It is filled in according to the sample. Therefore, the inclusion of provisions from another act in it is not entirely correct.

That is, in practice, the combination of these standards into one cannot be carried out despite the similar aspects of regulation. Therefore, it is necessary to consider both documents separately and identify how each of them is convenient and different from the other.

Personnel placement according to the staffing table

The staffing table is one of the main standards that, according to the legislation, must be present in any organization. It includes the following provisions:

structuring of all positions, departments and divisions of the company;
a list of all vacancies with a quantitative indication;
an indication of the level of wages for each of the positions.

The last paragraph includes all allowances and bonuses provided for the vacancy. They all form the total.

A sample of this document is approved by law and has a T-3 form. All available fields must be filled in without fail. If certain data is not available, then a dash must be inserted.

Such a model is relevant for any organization, both public and private. Job titles are given in accordance with the established list. However, if the company is private and the vacancy does not provide compensation and benefits, its name can be arbitrary. The main thing is that it corresponds to the name in the employment contract with the employee and the entry in the work book.

Drawing up a standard arrangement

The standard arrangement is not mandatory for drawing up a document. It is drawn up depending on the need at the discretion of the employer or the personnel department. The title of this regulation may also differ.

The main purpose of such a document is to optimize the internal use of the approved schedule. The advantage of compiling such a list is clarity, as well as the ability to quickly change and enter information. This is due to the fact that the entry this sample in force does not require the issuance of a separate order.

As a result, such a document becomes a working version of the schedule. It contains information not only on the structural organization of the company, but also the personal data of employees - names, dates of commencement of work and details of orders, Additional Information... Such a standard is also convenient in cases where one position is divided concurrently. For example, two electricians work part-time each in the same position. The constellation contains personal information for each of them.

Such a sample is drawn up based on production needs. Therefore, the form of its filling and registration is free. However, in order for it to be used like legal document, should be kept general order drawing up such standards.

Comparison of staffing and staffing

The main differences between the staffing table and the placement can be considered in the following aspects:

compilation sample - the first option has a T-3 form defined by legislation, while in the second case the document is drawn up in an arbitrary order;
compulsory - the T-3 form is compulsory for filling in any institution;
information - the schedule indicates general information on personnel issues, while their arrangement personifies and clarifies;
the indicators that are contained in the mandatory standard are the approved structure of the enterprise, in a document of an arbitrary nature, usually real data are displayed;
shelf life of the main standard is 3 years, optional - 75 years.

Also, the difference is the legality of the document. In the case of a staffing table, employees can be hired based on it. The arrangement regulates the actual information, it can change at any time and does not require additional paperwork.