INVESTMENT - CONSTRUCTION SPHERE

Ratespaymentcorpse inconstruction

1. Tariff regulation of wages in construction

3P cm \u003d T cm × 3 slave

Where: 3P cm - wage workers in the estimated cost of the construction of the facility, rubles; T cm - the average (estimated) tariff rate of remuneration of workers in the estimated calculation for a specific facility, rub./hour-hour; 3 slave - labor costs of workers according to the estimated calculation, h.-hour. At present, the labor costs according to the estimate are determined in a generalized form, without dividing by specialties and qualifications of workers. The purpose of the estimated construction cost planning is to form a full wage fund for the construction project, and tariff regulation in production conditions ensures the differentiation of wages of workers in contract construction organizations. The principles of continuous planning and compliance of management functions in construction link these tasks into a single system through the wage rates of construction workers. The rule of unity of management functions provides that the actual costs attributed to wages must be equal (or close) to the planned amount of funds for these purposes. The administrative-command provisions of tariff rationing are preserved by the Gosstroy of the Russian Federation in the Methodological Regulations for determining the amount of funds for wages (MDS 83-1.99). The estimated system recommended by Gosstroy of the Russian Federation is based on linking estimated wage rates to the level living wage(poverty level) and to a single tariff scale for all construction workers in 1986 (Decree No. 115 of the Central Committee of the CPSU, Council of Ministers of the USSR, All-Union Central Council of Trade Unions dated September 17, 1986 No. 1115 “On improving the organization of wages and introducing new tariff rates and official salaries”). Until now, the Soviet tariff system of remuneration in construction has remained unchanged, the range tariff scale, tariff coefficients and category classification. This provision not only does not meet the objectives of market pricing, but its application in practice has led to serious negative consequences in the development of the country's construction complex, the main of which are significant deviations of the planned in the estimates and the actual wages of workers in real construction. As a result of the introduction of administrative recommendations in the construction industry, part of the wages went into the shadow, semi-criminal area of ​​the economy, trust in estimates was lost, and corruption pressure in the industry increased. The problems of tariff regulation should be considered in unified system wages but separately on two levels: differentiation of wages at the enterprise and estimated planning of the wage fund in contract construction contracts. At enterprises, tariff systems are set in the organization itself based on its own interests, motivations and capabilities. At the same time, general scientific and methodological principles and rules for constructing tariff scales are used, as well as industry-wide and federal conditions and restrictions on the classification of work and working specialties. In the estimated rationing, the tariff rates of wages are determined by the agreement of the parties, and the methods for determining the contractual level of rates should take into account both the capabilities of the customer and the needs of the contractor, i.e. modern methods of monitoring the regional labor market should be used.

2. Tariff scales of wages for construction workers

Diagram 1

Factors of influence and priorities of the tariff system of remuneration

The main factor influencing the level of wages is the average level of the tariff system. According to the value of the absolute value of the average tariff rate (or average wage), on the one hand, it is possible to determine the estimated amount of wages for workers under the project, on the other hand, the calculated characteristics (tariff coefficients) make it possible to obtain unambiguous values ​​of the planned wage for workers of any specialty and qualification category within the established tariff system. The next most important influence on the wage level of any worker in construction is the form and structure of the range of the tariff system. The most important parameter this level of influence is to determine the ratio between the average level of tariffs and the boundary indicators - the minimum and maximum salary. The gradation of wages according to working specialties, professions and positions, in today's conditions, is the main parameter of the tariff system of remuneration, the most prone to market influence. It is possible to evaluate the work of workers of different specialties only on the basis of a comparison of the necessity and usefulness of their work in the labor market. This circumstance predetermines the mandatory conduct of a full-fledged market monitoring of wages by profession. The least influence on the level of wages in the tariff system is provided by the differentiation of wages by qualification categories. The possibilities of the category grid in changing the level of wages are insignificant, are within the limits of the cost of labor in one specialty and practically do not affect the amount of wages for the construction object as a whole. However, at present, discharge tariff rates are the main category in determining both the amount of wages in the estimated cost of construction, and in the organization of wages in contracting activities. The traditional model of the tariff system, which has been in force to date, establishes a single wage scale for all professions of workers in construction with a range of 1.8 (the ratio of the maximum and minimum rates). Such a range in wages determines the egalitarian model of income differentiation of the population, which is applied in the administrative-command system. government controlled, and leads to "equalization" in wages, without stimulating the development of the country's economy. The moderate (market) model assumes a range of incomes of the population in the amount of (6-8): 1, which can be considered as a guideline in determining the range of the modern tariff wage system in construction. In the planned economy, uniform for all industries were established National economy wage scales. The tariff system of remuneration, specified in the resolution of the Central Committee of the CPSU, the Council of Ministers of the USSR, the All-Union Central Council of Trade Unions of September 17, 1986 No. 1115, is still in force at the present time without change. In the estimated prices of the Gosstroy of the Russian Federation FER-2001 and TER-2001, the wage rates for construction workers are adopted according to this resolution, in which the range of wage differentiation coefficients is - 1.8. Today, tariff scales with a large number of digits are used in the country, for example, the 18-digit Unified Tariff-Qualification Scale for budget organizations. Such tariff scales combine the wages of workers, employees, specialists and managers into a common system. Such a system is suitable for centralized distribution and management of wages, but is not acceptable and not possible in civil market relations, for contracting activities in construction, although Gosstroy of the Russian Federation in MDS 83-1.99 strongly recommended an 18-bit grid for construction. The idea of ​​unifying wage rates for public sector and for civil law relations at free enterprise enterprises in the country as a whole is not new and returns the building complex to the system of administrative command management, does not correspond to a market economy and directly contradicts the Constitution, Civil and Labor legislation. The optimal number of categories in the tariff scale, tested in practice in today's conditions and provided with a regulatory infrastructure, is 6-8 categories, traditionally accepted in construction. When developing branded conditions for remuneration, enterprises have the right to maintain previously developed and existing inter-digit ratios of tariff rates in a 6-digit tariff scale (table 1) or accept any other tariff conditions for remuneration.

Table 1

Tariff bit grids estimated regulatory framework in construction

Diagram 2

Types of tariff scales with coefficients depending on the main parameters of the system

The most simple and understandable in the development and application are tariff scales of the and type, for which we present the complete scheme and formulas for calculating the parameters. Type 2 - linear dependence of changes in tariff coefficients. Uniform and constant growth of absolute values ​​of tariff coefficients. The value of tariff coefficients by categories (K ρ) is calculated by the formulas:

K ρ \u003d 1 + A × (P-1), A \u003d P max | P min -1,

Where: K ρ - tariff coefficient for the category (p) in the tariff scale; P - number of the current category in the tariff scale; P min - the number of the minimum category (1); P max - the number of the maximum category in the designed tariff scale. Type 4 - exponential dependence of changes in tariff coefficients. Uniform relative increase in coefficient values. The cost of increasing qualifications for each subsequent tariff category is calculated according to the principle of compound interest (exponential function). The tariff coefficient for each category (p) in the tariff scale is calculated by the formulas:

The tariff coefficients calculated in this way, for the accepted range - 1.8 in a 6-digit grid, correspond to the coefficients adopted in the 1984 estimate and regulatory base: K 6 \u003d 1.125 5 \u003d 1.8; K 5 \u003d 1.6; K 4 \u003d 1.424; K 3 \u003d 1.266; K 2 = 1.125; K 1 = 1.00 For the practical application of tariff scales for differentiation of wages in enterprises, an important indicator is the concept of an average category and an average tariff rate. In diagram 2, for the middle of the range in the variant, the skill level corresponds to the third tariff category, in the tariff scale option - to the fourth category, and in the tariff scale of the variant, the middle of the range of coefficients corresponds to the middle of the tariff scale (digit = 3.5). Thus, when comparing various tariff systems and when forming tariff scales for the purposes of salary planning (estimated tariff scales), it is necessary to focus on the middle of the range, and not on the average tariff rate, as is mistakenly done. The middle of the range and the average tariff rate (middle category) are the same only in grids with a linear dependence. There can be no categories with fractional indicators in production tariff scales. This is contrary to the concept of categorization and discrete change and measurement of the skill level of personnel. In practical work, average wage rates are often used, which can be obtained from the tariff coefficients of the designed tariff scales with reduction coefficients. The reduction coefficient is taken for the average value of the range, and the reduced tariff scale for average wage rates is calculated by dividing the tariff coefficients by the reduction coefficient calculated as the ratio of the tariff rate of the average tariff level construction works on the tariff rates of each category.

3. Tariff wage rates for workers

table 2

Table of firm tariff coefficients and rates by specialties of construction workers

Table 3

Tariff rates of wages according to the digit grid of the estimated regulatory base GESN-2001

4. The procedure for the development of branded tariff conditions for remuneration of workers

Table 4

Grid of firm tariff coefficients for the qualification categories of construction workers

Diagram 3

Branded tariff scales by qualification categories of wages

The average digits for tariff scales are taken for the middle of the range (according to diagram 3) with rounding to the nearest whole digit, because in industrial tariff regulation, the fractional value of the discharge does not make sense. Ranks 2-7 of the corporate tariff scale correspond to ranks I - IV of the traditional grid and the current characteristics of work and working professions in the ETKS, which allows them to be applied without changes. Category 1 of the branded 8-digit grid (for unskilled workers) allows you to include apprentices, trainees and, most importantly, "guest workers" - hired workers from other regions and foreign construction workers who do not have construction licenses in the system of tariff regulation of wages. The level of the rate of an unskilled worker is set independently by the enterprise and is in the range of 0.5-0.7 of the wages of a qualified worker of the 1st category according to ETKS. The highest category in the proposed tariff scale is assigned individually to highly qualified craftsmen in their specialty. The level of such tariff rates is set outside the formula for calculating the coefficients for the remaining categories. 4. Calculation of tariff rates of remuneration for the current period for a worker of any specialty (s) and any qualification (p) is determined in the projected company tariff system according to the formula:

T s. R. \u003d T base × K c × K p × K d,

Where: T cf - the tariff rate of a worker in the specialty (c) of the category (p), rub./hour-month; T bases - the base wage rate - the organization's average wages of workers for the planned period, rubles / hour-month; K c - the coefficient of the tariff scale for specialties, is taken according to table 2; K p - coefficient of the digit tariff scale, taken according to table 4 (for an 8-digit scale); K d - coefficient taking into account additional wages for system conditions wages (stimulating and compensating payments). Coefficient (K d) allows you to adjust and include in the tariff rates of the corporate system additional payments for specific working conditions of individual specialists, for whom allowances are set by the administration of the enterprise. For example, the calculated rates are applied for time workers, and for piecework workers, a multiplying factor of 1.07 is introduced (7% is half the increase in the coefficients of the tariff scale). B coefficient (K d) you can include allowances for work in heavy and harmful conditions, work at height, allowances for mobile and mobile conditions for the production of work, etc. In the example of calculating the corporate tariff system of remuneration, a base rate of 10 thousand rubles was adopted. and the tariff coefficients of tables 2 and 4 were used. For the 1st category (unskilled workers) and the 8th category (highly qualified workers), the tariff rates are calculated for all specialties at the same level based on the characteristics of the digit grid according to diagram 3. Based on the accepted initial data, a firm tariff system of remuneration (table 5) for normal conditions for the production of construction work without stimulating and compensating wage payments.

Table 5

An example of a proprietary tariff system for remuneration of construction workers

The military serve in most cases in those positions that are provided staffing units, military departments and organizations. There are cases when the military is seconded to serve in state organization. In this situation, the position will not be military, but civilian.

A military man can only be involved in one military position. Each position has a corresponding military rank. Consider the tariff scale of military personnel in the article.

Note that it is the president of the country who claims single register army positions that can be filled by senior officers.

The registers of all other positions in the military sphere are approved by the heads of those bodies of federal executive power that involve military service. The procedure for approval is determined by the Minister of Defense of the Russian Federation. Such registries indicate military positions that can be filled by female soldiers or civilians. Substitution on a competitive basis is also possible.

Position appointments

Only a presidential decree can regulate appointments to those positions that are provided for by the staff list for senior officers. The head of the federal executive body has the right to appoint military personnel with the ranks of captain of the first rank and colonel to the following positions:

The tariff scale for military personnel is approved by the President.

Terms of appointment

Military personnel have the right to appoint and dismiss military personnel under their command. There are some conditions for appointment to a military post:

Let's find out what else the tariff scale of military personnel implies.

The highest military position

A military position is considered the highest, for which the staff list provides for a military rank higher than in the previous position. If the military ranks are equal according to the staffing table, then the soldier is entitled to an increase in salary depending on the position he occupies. We will consider the salaries of the monetary maintenance of military personnel further.

The highest military positions are appointed in the following cases:

1. For those who serve under a contract, their consent is required, for everyone else - in order of career growth.
2. On a competitive basis, and this applies to those who serve under the contract.

In some cases, the appointment to the highest military position occurs on the basis of attestation commission military unit where the soldier is serving. This happens when a soldier has shown outstanding professional skills or organizational skills during military service, or has been previously assigned to a lower position that does not correspond to the army rank.

Equal military post

An equal position is called a position for which the staffing table provides for a military rank equivalent to the previous position with the corresponding monthly salary (for example, senior warrant officer). Appointment to an equivalent position occurs for the following reasons:

• in the event of a business need;
• at various staff organizational events;
• if the service is new position more appropriate;
• at the personal request of a contract serviceman due to family circumstances;
• due to deterioration in health or injury incompatible with the position held;
• on a competitive basis (for contract employees).

It should be noted that the salary of military personnel in Russia today is quite decent.

Lowest army post

The lowest position is considered to be the position for which the staff list provides for a rank lower than that held in the previous position or a lower salary. Appointment to a lower military position occurs in the following cases:

• when it is not possible to appoint a serviceman to a higher or equivalent position in the course of regular organizational events;
• due to family circumstances;
• due to the state of health of a person in military service;
• by personal appeal (for military personnel serving under a contract);
• when a disciplinary sanction is applied to a soldier.

How much does an ordinary conscript earn?

How to return the position?

Soldier demoted due to disciplinary action can regain his highest position only after the annulment of the punishment.
If a soldier is under arrest, it is not possible to get a higher position. As a rule, the restriction of military service as a result of a committed crime leads to a transfer to another unit. This decision is made by the court that heard the case. The tariff scale for contract servicemen is somewhat different.

military allowances

Being a military man in our country is certainly prestigious. This nuance became especially noticeable with the increase in salaries for military personnel, which happened a couple of years ago. The profession is becoming increasingly respected by citizens and the state as a whole. More and more people come to military affairs and their number is steadily growing.

In order for this process not to slow down, and even more so not to stop, the state requires decent social and material support. military sphere. The military, serving under the contract, receive not but the so-called monetary allowance. Obtaining the latter is regulated by federal law.

What does it consist of?

The cash allowance consists of three parts:

1. Fixed military salary, depending on the position held and military rank.
2. Bonus received every month as a reward for quality service. It is about 25 percent of the fixed salary.
3. Salary supplements for services to the fatherland and for service in dangerous conditions. They can be up to 40 percent of the basic salary.

Salaries are currently determined by a law adopted in 2011. Thus, minimum salaries were established for citizens who had not previously served in the army and amounted to 17 thousand rubles for privates and 20 thousand rubles for previously trained (sergeants). With an increase in rank, the salary also increases, the maximum of which is 50 thousand rubles. Many people say that the unit commander gets pretty good pay.

How is the rate schedule set up?

The tariff scale of the military is compiled on the basis of the following factors: length of service, annual material assistance, allowance for service in "hot spots", as well as for difficult conditions associated with climate (if we are talking about service in the Far North).

Calculation of monetary allowance is made using a special calculator. Moreover, the calculator is in the public domain. Anyone can calculate their future monetary allowance, it is enough just to know the salary for the military position of a serviceman (the table is presented).

Indexation of military pay

The state indexes the military monetary allowance annually. At least that's how it should have been. However, due to economic crisis in the country in 2016 indexation was not carried out. Funds for the military are allocated exclusively from the state budget and cannot be increased at the expense of the regions.

For 2017, indexation was predicted to be at least at the level of official inflation. However, these intentions did not come true and military salaries were not indexed. We can only hope that in the future the annual indexation will be resumed. The President has repeatedly spoken about the state's interest in a strong and powerful army, in a qualified military personnel. Therefore, most likely, the allowance of the military will continue to grow, as well as the possibility of obtaining higher qualifications.

Social benefits

However, the allowance of the military is not limited only in cash. They are also provided with social benefits that are closed to other categories of citizens. The state provides the military with food, clothing and housing. The retirement age for military personnel is much lower than for everyone else. There are other perks as well:

• military mortgages provided to servicemen's families at very low interest rates;
• free treatment in military medical hospitals;
• compensation for travel by rail during the holidays;
• contracted employees receive life insurance for the entire period of service. The family will receive compensation.

Thus, the military profession is not only prestigious, but also stable, which is important today in our country. So, we examined the tariff scale of military personnel in as much detail as possible. We wish you success in the military field!

The tariff scale is a scale that determines the ratio of tariff coefficients, the number of categories, categories of workers, as well as inter-category coefficients.

Currently, two options for tariff scales are common: the Unified Tariff Scale (UST), which has 18 digits, and a 6-digit tariff scale used by agricultural enterprises.

With the help of the tariff scale, the ratio of tariff rates is determined depending on the qualifications of the employee (labor complexity).

The tariff scale is a table with hourly or daily tariff rates, starting from the first (lowest) category. In each grid, tariff rates are provided for paying for the work of pieceworkers and time workers.

The ratio of tariff rates of different categories is precisely determined using the tariff scale: the coefficient standing in the tariff scale opposite each category, starting from the second (the first category has a coefficient of one), shows how many times the tariff rate of this category is higher than the rate of the first category. The range of the tariff scale is the ratio of the tariff rates of the extreme categories.

In the conditions of entrepreneurship, it is easier to carry out such differentiation, since there is a more flexible opportunity to manipulate the wage fund (of course, within the framework of the relevant legislation). In a more difficult situation - the public sector (just the salary system cannot adequately respond to rising prices and fluctuations in the labor market), and this required the organization new system wages.

In order to strengthen the stimulating role of wages and differentiation in the levels of remuneration of workers in education, healthcare, culture, social protection and other budgetary institutions, the Government of the Russian Federation adopted a resolution “On differentiation in the levels of remuneration of workers in the public sector on the basis of the Unified tariff scale” dated 14. 10 1992 No. 785, which entered into force on December 1, 1992.

The unified wage scale has 18 categories, of which categories from 1 to 8 are reserved for workers, and from 2 to 18 categories for employees.

Each category corresponds to a tariff coefficient. By multiplying by this coefficient the rate (salary) of the first category, established by the Government, the salary for a certain position is determined. The higher the rank, the higher the coefficient, and hence the salary.

The size of the tariff rate of the first category, which is the base one, is periodically reviewed, tracking the growth of consumer prices and the change in the minimum wage in accordance with this, and this sets the entire tariff scale in motion.

Rates and salaries are set according to the results of certification and tariffing of each employee, since he must be assigned a certain category according to the tariff scale.

For leading professions in industries, salaries are set in the range from minimum to maximum.

The commonality of the functions performed by employees in various sectors of the non-productive sphere made it possible to establish for them the same range of tariffication - and this is one of the great advantages of the UTS.

In addition to comparing the labor functions of various groups and categories of personnel, the specific job responsibilities of employees and their educational level, the following factors are taken into account during certification:

Variety (complexity) of works;

Management of subordinates;

Degree of independence;

Responsibility level.

Such positions of employees as an accountant, economist, typist or stenographer, engineers, technicians, head of the office, warehouse, household and others are charged the same in all sectors of the non-productive sphere.

For example, the position of an accountant is available in all institutions, regardless of the industry, but the level of training, education and qualifications of employees is different, and often very significantly.

This means that a novice accountant will most likely be assigned a lower rank than an experienced one. In addition, different positions, and therefore different amounts of work and responsibilities, should be paid differently. It is no coincidence that the position of “accountant-auditor” is singled out in a separate line of tariffing (this is a high qualification and great responsibility).

Highly skilled workers engaged in important and responsible work can also be set rates and salaries based on the 9-10 categories of the ETS according to special industry lists approved by the Ministries and departments of the Russian Federation, and for especially important and especially responsible work - according to the list approved by the Ministry of Labor and employment of the Russian Federation, based on the 11th and 12th categories of the ETC, although in general, categories are provided for workers up to and including the eighth.

The official salaries of deputy heads are set, as a rule, at 10-20%, and assistant heads - 30-40% lower than the salary of the head.

It should be noted that in budgetary organizations, the additional payment of the difference in salaries, resulting from the assignment of higher salaries to workers, is made by saving the wage fund.

To ensure that the ranks are assigned not arbitrarily, but according to certain criteria, tariff and qualification requirements have been developed and the qualification directory for the positions of managers, specialists and employees continues to operate.

The requirements of these documents are linked to the categories of the Unified Tariff Scale. These are the main regulatory documents according to which billing is carried out.

The requirements for technical performers are simple - these are general secondary education and individual training or special training according to an established program (courses, etc.). In some cases, secondary specialized education is required.

The requirements for specialists, of course, are higher - this is education from general to higher relevant profile and work experience, because in order to occupy a certain position, experience is necessary within the limits specified in the reference book. Experience indirectly characterizes qualifications.

Carrying out certification of employees of an organization or institution with the aim of assigning ETC categories to employees is the responsibility of the administration.

Joint Decree of the Ministry of Labor of the Russian Federation and the Ministry of Justice of the Russian Federation No. 27 dated 23.10.1992 approves the main provisions on the procedure for attestation of organizations and enterprises that are on budget financing.

Thus, the Unified Tariff Scale makes it possible to largely unify the remuneration of employees, while at the same time maintaining the possibility of flexible management of this remuneration - this is very important to stimulate labor, because every employee wants to have the opportunity to grow and receive fair remuneration for their work

Therefore, many enterprises and non-budgetary spheres create their own tariff scale, using some of the principles of the ETS and making additions here, based on the specifics of their industries.

This is especially beneficial for those enterprises where there are many workers, a large number of various personnel and due to inflation, salaries often change - then, by changing the basic rate of the first category, it is easy to calculate all other rates and salaries, and for employees there is complete clarity in remuneration, since they know their category in advance.

The pay scale is often used to differentiate the salaries of employees whose work varies in complexity, and the employees themselves have different skills and experience. How the tariff scale is formed and what effect it has on the size of the final salary of an employee, we will tell in our article.

How is the tariff scale by categories used in organizations for 2019-2020

In each organization, at the local level, it is fixed which system of remuneration is applied in it. If this is a tariff system, the rules for using which in 2019-2020 are regulated by the current norms of the Labor Code of the Russian Federation, then in a local regulatory act, for example, a regulation on wages or a collective agreement, all components of this system and the principles of their application are prescribed. So, the employer must paint the tariff scale, which will be used when calculating salaries for employees.

Within the framework of the tariff scale, the binding to the tariff categories is fixed, i.e., all positions in the enterprise are divided into certain groups - categories. Typically, the 1st category is assigned to the least qualified positions, and with an increase in the level of complexity of the work, the category also increases.

Note! Naturally, for more hard work requiring certain knowledge and skills, a higher wage is established. In order not to set separately the amounts for each group of positions, tariff coefficients are used. With their help, the salary assigned to posts of the 1st category is automatically increased by the established coefficient for the 2nd, 3rd, etc. categories.

Thus, a tariff scale is formed, where each category is assigned its own coefficient. The tariff system is used by many enterprises, but their tariff scales may vary. In private companies, personnel officers independently develop pay scales, taking into account the specifics of their activities, and the number of categories in such grids varies.

There is more unity in the budget system, since in this case wage issues are regulated at the state level, including the Unified Tariff Scale, approved earlier.

Unified tariff scale of state employees

From the end of 1992 to 01.12.2008, the Unified Tariff Scale was in force in Russia, according to which the salaries of state employees were calculated. The main issues were resolved in the Decree of the Government of the Russian Federation “On differentiation in the levels of remuneration of workers in the public sector on the basis of the Unified tariff scale” dated 10/14/1992 No. 785. This act approved the UTS itself, and it was also recognized as mandatory for use in all budgetary institutions.

Initially, the Unified Tariff Scale consisted of 18 categories, it included coefficients from 1 to 10.7. To calculate the tariff rate, for example, for the 5th category, it was necessary to multiply the rate of the 1st category by the coefficient of the 5th category. The question was only what rate to apply for the 1st category. And he decided as follows: it was accepted by the Government of the Russian Federation.

Tariff categories set according to the complexity of the work. In order to unify the distribution of employees by wage categories, 2 qualification reference books were used:

• Unified tariff-qualification reference book of works and working professions (ETKS);
• Unified qualification directory of positions of managers, specialists and employees (EKS).

Both reference books are approved by the Government of the Russian Federation. They are constantly updated as the level of technological development increases, new standards of work are introduced.

New wage systems in budgetary organizations

From 01.12.2008 the Unified tariff scale was replaced by a slightly different way of charging the salaries of state employees. This happened after the Decree of the Government of the Russian Federation “On the introduction of new wage systems for employees of federal budgetary, autonomous and state institutions” dated 05.08.2008 No. 583 came into force.

Important! Qualification guides are still in use, but instead of the tariff category, the categories “professional qualification groups” and “qualification levels” are now used. In addition, systems of compensation and incentive payments have been developed and implemented.

Now the size of the salary and rate is set by the head of the institution itself, for which he must take into account the complexity of the work performed and the level of qualification of the employee. And the salary of the manager himself directly depends on the size of the average earnings of the employees of the institution. This relationship should help to correctly distribute the payroll among all employees, without bias towards the management.

Classification of simple working professions

In order to maintain the unity of the tariffing of works and the determination of the qualification level of blue-collar occupations, the Russian tripartite commission for the regulation of social and labor relations recommends that managers use the ETKS, which was also in effect during the use of the Unified Tariff Scale.

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This handbook contains the following information:

• characteristics of the main types of work;
• the complexity of these works;
• compliance of each type of work with the tariff category;
• requirements that must be made to the level of knowledge of the employee and his skills within the framework of the qualification level;
• examples of specific work or professional standards that are valid for a certain type of work.

The handbook itself is not a single document, but is divided into sections. Each section focuses on a specific area of ​​activity, such as clothing production or advertising and design work. Each section is fixed by the order of the ministry regulating labor Relations in this area at the time of issue of the order. Since many orders were issued back in the USSR, the reference book also contains orders from the USSR State Committee for Labor. Then the orders were issued by the Ministry of Labor of the Russian Federation, the Ministry of Labor and Social Protection of the Russian Federation.

The tariff-qualification characteristic of each type of work contains 2 sections:

1. Characteristics of works. It describes what the employee should be able to do.
2. Must know. This section lists the requirements for the level of knowledge of the specifics of the profession, as well as instructions and regulations governing labor activity.

The editions of the handbook are updated periodically, but still there are still many types of works, the standards for which were developed back in the USSR.

Classification of management employees

The EKS was approved by the Decree of the Ministry of Labor of the Russian Federation of August 21, 1998 No. 37. This guide is designed to simplify the differentiation of functions and powers of employees, for which the qualifications of individual positions are used. And this, in turn, will help to apply tariff scales in organizations in a unified way.

The directory mentions only mass positions that have become widespread in various fields of activity. Job titles are subject to official duties. The employees themselves are divided into 3 categories:

• leaders;
• specialists;
• other employees, such as technicians.

The guide has 2 sections:

• the 1st contains positions that have become widespread in the manufacturing sector;
• in the 2nd - in research, design, design areas.

The qualification characteristic of each position consists of 3 parts:

1. Job responsibilities. Here are the main labor functions worker.
2. Must know. This part discloses the requirements for the level of special knowledge, as well as knowledge of the regulations and standards governing activities in the workplace.
3. Qualification requirements. This part includes requirements for the level of professional training and work experience.

Data qualification characteristics and the division of posts can be used in setting wages and forming the tariff scale. To do this, the remuneration system must be fixed at the local level using the elements of the directory.

Tariffing in private companies

Tariff wages can also be applied in private companies for which there are no mandatory tariff scales introduced at the legislative level. They can resort to them at will or develop their own tariff scale, as well as tariff rules. Yes, and in state institutions, the emphasis is placed precisely on the local settlement of issues of remuneration of employees.

To develop a valid tariff system, 2 main conditions must be met:

• draw up a tariff scale;
• establish pricing rules.

How many categories will be in the tariff scale of the company, the employer decides for himself. The same is the case with the size of salaries and coefficients. The main condition is that no one receives a salary below the current minimum wage, but the maximum amount is not limited in any way, except perhaps by the size of the payroll.

Tariffing refers to the process of correlating the type of labor and the wage category. The employer can use the reference books described above for this, or draw up qualification requirements that meet the specifics of the company's activities.

IN Lately along with the term "tariff system" another is used - "grading system". This is a kind of analogue that has managed to establish itself abroad. Grading, like the tariff system, involves building hierarchical structure positions depending on their complexity. Although there are differences: grading involves the use of more criteria, such as independence, sociability, the cost of an error, etc.

The use of a pay scale in an organization simplifies the process of setting salaries for employees. Uniform transparent criteria for assessing the complexity of the work performed by each employee are applied, and their relationship with the level of earnings is established. In addition, the tariff scale allows you to increase wages not only as the importance of the position occupied by the employee increases, but also the level of his qualifications.

1 . Tariff rate - it is expressed in monetary terms sizeremuneration of the employee for the performance of labor dutiesa certain qualification per unit of time.

Tariff rates are set at enterprises depending on .

From complexity, intensity; working conditions and its importance in the form fixed quantities. It is the tariff rate that determines the wages of workers (for time workers - when determining the amount of payment for hours worked; for piece workers - when determining piece rates).

Tariff rate of the first category is the initial value for the formation of tariff wages and represents the level minimum wage the simplest work. It cannot be lower than the minimum wage established by law. Tariff rates of the second and subsequent categories are calculated by multiplying the tariff rate of the 1st category by the corresponding tariff coefficient -

2. There are three types of tariff rates depending on the unit tsy time :

sentries tariff rates - are used for works for which time norms;

daytime tariff rates - are applied to works, the rationing of which is carried out according to production standards;

period tariff rates or salaries - apply for temporary workers serving the main production. Of particular importance in the organization of wages are hourly rates. rates, since in accordance with the Labor Code of the Russian Federation, the establishment of some additional payments to the basic salary is made on their basis (surcharge for overtime work for work at night And etc.).

3. Factors affecting the size of tariff rates : \ financial condition enterprises;

Efficiency of collective bargaining regulation wages at the federal, regional, branch, local levels;

working conditions, reflecting the influence of a combination of factors of the production environment on human performance. Increased wages in difficult, harmful, especially difficult and especially harmful conditions are established by increasing tariff rates and through the introduction of additional payments to wages;

labor intensity. Many enterprises practice the establishment of differentiation in wages depending on the form of remuneration (tariff rates for piecework workers are higher than those for part-time workers).

Question 49

The concept of the tariff scale

Parameters of tariff scales

Types and principles of constructing tariff scales

1 . Tariff scale - This set of tariff categories of works(professions, positions), determined depending on the complexity of the work and the qualification characteristics of workers using tariff coefficients. Pay scales are an integral part of the organization of wages in the enterprise.

Tariff coefficients show how many times the tariff rates of the second and subsequent categories are higher than the rates of the first category, while the tariff coefficient of the first category is always equal to unit.

Tariff categories characterize one or the other. level difficultthe nature of labor or employee qualifications. The first category is assigned to workers with the lowest level of qualification performing the most simple work. Employees are charged with the last category the highest level of qualification, doing the most difficult jobs.

2. Parametertariff scales are :

the number of tariff categories;

tariff coefficients;

the range of the tariff scale, i.e. the ratio of the tariff coefficients of the first and last digits of the grid;

absolute increase in tariff coefficients - shows the difference between the tariff coefficients of adjacent grid categories;

the relative increase in tariff coefficients - reflects, on how many percent the employee's salary increases when moving from rank to rank.

3. In the current practice of tariffing for most jobs and professions of workers, six-digit range (light, food industry, building materials industry, etc.). Workers employed in the extraction of oil and gas, in the rolling and pipe production of ferrous metallurgy, in the repair of equipment of power plants and networks, are charged based on from seven ranks. The smallest contingent of workers in terms of specific weight is employed in industries that are characterized by the highest complexity of labor, corresponding to eighth grade (fitting and assembly, welding, production of folk art crafts, blast-furnace and steel-smelting production, etc.).

An example of a six-bit grid is presented in tab. 5.

Table 5

Six-digit tariff scale

Depending on the nature of the change in tariff coefficients from category to category there are several types of tariff grids.

tariff scales with uniform increase tariff coefficients;

tariff scales with increasing progression tariff coefficients;

tariff scales with decreasing progression tariff coefficients;

Tariff grids with mixed character their changes (combination of uniformity with progression or regression and so on.).

The construction of tariff scales at enterprises should be carried out be guided by the following principles :

tariff scales with an increased range and with increasingprogression tariff coefficients, as a rule, increase the interest of workers in advanced training, performing complex and responsible work - they are set for the highest ranks;

the nature of the grid construction is due professional qualification balance enterprise personnel. For example, with a steady shortage of highly skilled workers, their material incentives is ensured by the strengthening of the progression of tariff coefficients of the highest categories of the tariff scale. The shortage of low-skilled workers and their high turnover can be restrained to some extent by

by increasing the progression of the tariff coefficients of the initial digits of the grid;

The choice of tariff scale parameters is largely determined by financial possibilities enterprises. Thus, an increasing progression of tariff coefficients in the tariff scale is more economical than their uniform change.