Whether to put a seal on the staffing table. What is the staffing of an organization? The procedure for approving the schedule order at the school

Our editors often receive questions regarding the maintenance of such an important personnel document as staffing. We have provided answers to the most relevant of them in this article.

Why do you need staffing?

In accordance with the Guidelines for the application and filling out forms of primary accounting documentation for accounting for labor and its payment, approved by the Decree of the State Statistics Committee of Russia dated 01/05/2004 No. 1 "On approval of unified forms of primary accounting documentation for accounting for labor and its payment" (hereinafter referred to as the Resolution No. 1), the staffing table is used to formalize the structure, staffing and headcount organization in accordance with its constitution. It contains a list of structural units, the names of positions, specialties, professions, indicating qualifications, information on the number of staff units.

For the first time, a unified form of staffing was approved by the Decree of the State Statistics Committee of Russia dated April 6, 2001 No. 26 (as part of unified forms of primary accounting documentation). In 2004 given form has undergone some changes.

For the employer, the staffing table is a very convenient “tool” that performs several functions at once. In particular, it:

allows you to clearly trace the organizational structure of the company (its structural divisions);
fixes the staffing of structural units and the number of staff units for each position (profession);
allows you to trace the system of remuneration of employees of structural divisions;
establishes and fixes the size of allowances;
facilitates the tracking of vacancies and the selection of personnel for these vacancies.

Is it necessary to have a staffing table?

At the moment, there are two points of view regarding the obligation of the employer to maintain the staffing table.

According to the first, the presence of this local regulatory act is mandatory, since it directly affects the labor function of the employee and his remuneration. So, in the Labor Code of the Russian Federation, the staffing is mentioned in Art. 15 containing the definition labor relations, and in Art. 57, according to which essential condition of the employment contract is a labor function, namely: work according to the position in accordance with staffing, professions, specialties indicating qualifications, the specific type of work assigned to the employee.

According to another point of view, the employer independently decides on the need to maintain a staffing table. The following arguments serve as justification for this position. First, Decree No. 1 approved recommended for use unified form of staffing (No. T-3). The staffing table is also mentioned in the Instructions for filling out work books, approved by the Decree of the Ministry of Labor of Russia of October 10, 2003 No. 69 (hereinafter - Instruction No. 69). In particular, in clause 3.1 of the Instruction it is noted that entries about the name of the position (work), specialty, profession, indicating qualifications are made, as a rule, in accordance with the organization's staffing table.

As you can see, none of the enumerated normative acts enshrined duty employer for staffing. At the same time, we recommend that you do not neglect the maintenance of this personnel document, since the inspection bodies adhere to the first point of view.

Yes, Fund social insurance The Russian Federation draws the attention of policyholders (employers) to the need to draw up a staffing table as a document that serves to confirm the correctness. The Pension Fund of the Russian Federation, when collecting information about the length of service of insured workers, also repeatedly drew attention to the need.

Often and tax authorities when conducting on-site inspections, they request the organization's staffing table. For example, in the decision Arbitration Court of Moscow dated April 28, 2007 in case No. A40-4332 / 07-117-33, it is noted that “The Tax Code of the Russian Federation imposes on the taxpayer the obligation to submit, at the request of the tax authority, documents and information necessary for tax control. The fact that employment contracts, staff lists, personal and individual cards are not documents tax accounting, in itself does not refute the obligation of the organization to have such documents and submit them for an on-site tax audit, since the information contained in them may be of significant importance for taxation.

Often, the absence of a staffing table is regarded by inspection bodies as a violation of labor and labor protection legislation, for which executive may be fined in the amount of 500 to 5,000 rubles, and the organization - in the amount of 30,000 to 50,000 rubles. (Article 5.27 of the Code of Administrative Offenses of the Russian Federation). But due to the fact that there is no clear obligation for the employer to maintain this document in the legislation, these sanctions can be challenged in court.

Who should develop and approve the staffing table?

After deciding on the need to draw up a staffing table (unless, of course, it is not already in the organization), the next question arises - who should develop this personnel record document?

The legislation does not define the circle of responsible persons, therefore we assume that the head of the enterprise should deal with this issue. A separate order may be drawn up imposing the obligation to draw up a staffing table for specific employee, or this obligation may be fixed in the employment contract or job description worker.

As a rule, in small organizations, staffing is done by employees personnel service and (or) accounting, less often - employees of the legal service. AT large companies- planning and economic department or department of labor organization and wages. If a we are talking about individual entrepreneur, then this can be done by a personnel officer, an accountant (if any in the state) or the entrepreneur himself.

The staffing table is approved by an order (instruction) signed by the head of the organization or a person authorized by him (see Example 1). The details of this document are indicated in the field “Approved by the order of the organization dated “____” _____________ 200__ No. __” unified form No. T-3.

Please note that the dates of compilation, approval and entry into force of the staffing table may not coincide. So, the staffing table can be approved later than its compilation, and the date of its introduction (entry into legal force) can be later than the dates of approval and compilation.

Taking into account the fact that wages are accrued to employees on a monthly basis, it is logical to put the staffing table into effect from the first day of the month.

The unified form No. T-3 also indicates the period for which the staffing table is approved. In this regard, the following question arises:

How often should the staffing table be drawn up?

There is no clear answer in the legislation. However, given that the staffing table is a planning document, it is advisable to draw it up for one year. However, the staffing table can be approved once and be valid for several years.

How to fill out the unified form No. T-3 correctly?

So, let's proceed directly to the preparation of the staffing table. The most common way to issue it is to fill out a unified form No. T-3. In this case, one should be guided by the Instructions for the use and filling out forms of primary accounting documentation, approved by Resolution No. 1.

We make a "hat". First of all, in the "Name of organization" field, you must specify the name of the organization in accordance with the certificate of registration. If the certificate contains both the full and short names, then any of them can be indicated in the staffing table.

Then the code according to OKPO (All-Russian Classifier of Enterprises and Organizations), the number of the document and the date of its compilation are indicated. For the convenience of registration, the staffing number may contain a letter index (for example, ШР).

The unified form No. T-Z includes the following wording: "Staffing for the period ______ from" ___ "______ 20__". It would seem that the designation of the period of validity of the document involves indicating the date of not only the beginning, but also the end of this period. Is it necessary to indicate the end of the staffing table or is it enough to indicate that the staffing table comes into force from a certain date? It is obvious that the unified form implies precisely the second option. This is explained by the fact that in the process of carrying out activities in the organization, there may be a need to change the staffing table, therefore it is very difficult to accurately predict the expiration date for its validity.

AT column 1 (“name”) indicates the name of the relevant structural unit. It can be both branches, representative offices, as well as departments, workshops, sections, etc. (clause 16 of the resolution of the Plenum of the Supreme Court of the Russian Federation dated March 17, 2004 No. 2 “On the application by the courts Russian Federation Labor Code of the Russian Federation).

For the convenience of working with the staffing table, it is better to arrange structural units in groups according to their hierarchy from administration to service units. For example, first of all, the units that carry out general management (directorate, accounting, personnel department, etc.) will be indicated, then - production units or units that carry out the main functions of the organization, and at the end - auxiliary and service units (administrative and economic service, supply department, warehouse, etc.).

AT column 2 ("code") codes of structural divisions assigned to them by the employer are affixed. As a rule, codes are indicated by numbers, the number of which varies depending on the complexity of the structure of the organization. This allows you to determine the place of each department (subdivision, group, etc.) in the overall organizational structure. For example, the financial department is assigned the code 02. Accordingly, the financial and planning department and the accounting department that are part of the department will have the codes 02.01 and 02.02.

In the event that the organization uses a centralized workflow system, the code of the structural unit can be omitted.

In column 3 the position (specialty, profession), category, class (category) of the employee's qualifications are indicated. It is better if these data are given in accordance with:

All-Russian classifier of professions of workers, positions of employees and tariff categories OK 016-94 (introduced by the Decree of the State Standard of Russia of December 26, 1994 No. 367);
Qualification directory of positions of managers, specialists and other employees (approved by the Decree of the Ministry of Labor of the Russian Federation of August 21, 1998 No. 37).

Of course, these directories are becoming outdated and many positions that have appeared in recent years are not included in them (for example, the position of an office manager). Therefore, differences in the names of positions, professions, specialties in qualification guides and in the personnel documents of the organization are acceptable. However, if with the performance of work in certain positions, professions, specialties related to the provision of compensation and benefits or the presence of restrictions, then the name of these positions, professions or specialties and qualification requirements they must comply with the names and requirements specified in the qualification reference books approved in the manner established by the Government of the Russian Federation (Article 57 of the Labor Code of the Russian Federation, clause 3.1 of Instruction No. 69). Otherwise, the employee will not be entitled to benefits.

Example 2

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In the work book of a music worker who for 17 years led a children's choir studio at a boarding school, his position was indicated as "the organizer of the circle." Since this position is not in the All-Russian classifier of occupations of workers, positions of employees and wage categories, nor in the List of jobs, professions, positions, specialties and institutions, taking into account which an old-age labor pension is early assigned in accordance with Article 28 of the Federal Law "On Labor Pensions in the Russian Federation, approved by Decree of the Government of the Russian Federation of October 29, 2002 No. 781, this length of service was not counted in the insurance for early assignment of a pension to an employee.

According to Art. 57 of the Labor Code of the Russian Federation, the position of the employee being hired must correspond to that indicated in the staffing table. There are cases when the name of the position used in the employment contract does not correspond to the staff list, or such a position is not provided for by the staff list at all. In this case, the contradiction that exists between the employment contract and the staffing table must be resolved in favor of the employment contract (Article 8 of the Labor Code of the Russian Federation). The employee will perform the labor function provided for by the employment contract (that is, work in the position, specialty or profession established in the contract), and the personnel officer will have to make appropriate changes to the staffing table. How to do this, we will consider a little later. For now, let's continue filling out the form.

When filling columns 4 (“Number of staff units”) indicates the number of staff units for the relevant positions (professions). In the case when the content of an incomplete staff unit is provided for, taking into account the peculiarities of part-time work, the number of staff units is indicated in the appropriate shares, for example, 0.25; 0.5; 2.75 etc.

Considering that it is possible to hire new employees only for vacant positions, not only existing staff units, but also vacant ones can be indicated in the staffing table. In other words, if the organization employs 10 people and at the same time 10 staff positions are also indicated in the staffing table, then when expanding the staff, changes will have to be made to the staffing table. And you can immediately lay a larger number of staff units (for example, 12). Thus, in the staffing table, you can keep a personnel reserve for the future.

One of the issues that cause difficulties in practice is related to the design of part-time workers. For example, several people may work in the same position part-time or part-time. In this case, the staff list indicates the total number of staff units for the corresponding position.

Suppose there are two full-time forwarders and one part-time forwarder. In this case, column 4 should indicate 2.5 staff units.

AT column 5 (“Tariff rate (salary), etc.”), depending on the remuneration system adopted in the organization, the monthly salary is indicated at the tariff rate (salary), pay scale, percentage of revenue, share or percentage of profit, labor participation rate (KTU), distribution coefficient, etc. In this case, wages are determined in ruble terms.

We recall that, in accordance with Art. 133 of the Labor Code of the Russian Federation, the amount of the official salary (tariff rate) cannot be lower than the legally established minimum wage (currently - 4,330 rubles). At the same time, the remuneration system must be established by a local regulatory act (for example, the Regulations on Remuneration).

Example 3

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The staff list provides for one staff unit for the position of "secretary" with a salary of 15,000 rubles. However, taking into account the interests of the company, the secretary was hired on the terms of an external part-time job for 0.5 of the rate. In accordance with Art. 285 of the Labor Code of the Russian Federation, part-time workers are paid in proportion to the hours worked, depending on the output or on other conditions determined by the employment contract. In this regard, the employment contract must indicate an amount proportional to the time worked by the part-time worker (in this case, 7,500 rubles).

As can be seen from the above example, the staffing table determines the salary for the corresponding position, but not the remuneration for a particular employee.

AT columns 6-8 (“Surcharges”) indicate incentives and compensation payments employees (bonuses, allowances, additional payments, incentive payments) established by the current legislation of the Russian Federation (for example, northern allowances, bonuses for an academic degree, etc.) or introduced at the discretion of the organization (for example, related to the regime or working conditions).

a fixed amount (when changing the salary, the amount of the allowance can be left in the same amount or also changed);
as percentage premium(in this case, the amount of the allowance changes along with the salary).

Please note: if the remuneration system provides for the possibility of establishing individual allowances for each position, then in column 3 each position must be allocated in a separate line, and in column 4 in front of each position put a unit.

Another frequently asked question, which worries, among other things, personnel officers: is it possible for employees holding the same positions to set different salaries, for example, by providing for a salary plug in the staffing table? Both in the legal literature and in practice to the solution this issue there are two opposite approaches. So, some experts believe that this is quite acceptable. In support of this point of view, Art. 132 of the Labor Code of the Russian Federation, according to which the salary of each employee depends on his qualifications, the complexity of the work performed, the quantity and quality of labor expended and is not limited to a maximum amount. With this in mind, wages should be set differentially and depend, first of all, on the qualifications of the employee, on the basis of which employees holding the same position, but having different qualification categories different salaries can be set.

According to other experts, each position corresponds to one salary. In the event that it is necessary to establish different wages for employees occupying the same positions, it is advisable to regulate the amount of wages with the help of various allowances (for example, for the intensity of work).

Example 4

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The company employs two accountants. At the same time, the staffing table provides the accountant with a salary of 10,000 rubles, as well as allowances for irregular working hours in the amount of 10% of the salary (1,000 rubles) and for the intensity of work - 20% (2,000 rubles). Taking into account the qualifications and experience of one of the employees occupying this position, all allowances were established and, accordingly, his salary amounted to 13,000 rubles. (10,000 rubles + 1,000 rubles + 2,000 rubles). The second accountant was given only one allowance for an irregular working day, after which his salary amounted to 11,000 rubles. (10,000 rubles + 1,000 rubles).

AT column 9 the total amount formed by adding columns 5-8 is noted, that is, the sum of salaries for all staff units of a particular position, taking into account the established allowances. If columns 5-9 cannot be filled in the ruble equivalent (for example, due to the use of tariff-free, mixed and other wage systems), these columns are filled in the appropriate units of measurement (in percentages, coefficients, etc.). At the same time, the count total amount(total) in columns 5-9 is possible if tariff rates and surcharges are set in the same units for the same period of time.

Column 10 , as its name implies, is intended for various notes. In their absence, it remains blank.

After entering data in all columns, fill in line "Total" located at the bottom of the table. To do this, the number of staff positions, the amount of salaries, allowances and the amount of the monthly payroll fund are calculated in vertical columns.

The completed staff list is signed by the head of the personnel service or the person who is entrusted with the responsibility for maintaining personnel office work, as well as Chief Accountant organizations.

In the unified form of the staffing table, stamping is not provided. In this regard, printing is possible, but not required.

A sample staffing table is presented in Example 5.

How to make changes to the staffing table?

Sooner or later, any personnel officer is faced with a change in the information contained in the staffing table. For example, there is a need to introduce a new staff unit or an entire unit, or to reduce an existing one, to change salaries, tariff rates, rename a unit or position, etc.

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

Option 1. Change the staffing itself, that is, approve a new staffing table with a new (next in order) registration number

Option 2. Make changes to the current staffing table.

In this case, the staffing remains the same, only a number of its positions change (content of the column). Changes are made by order, after which the staffing table is adjusted. The following can be used as the headings of the relevant order: “On changing the staffing table”, “On a partial change in the staffing table”, “On making changes to the staffing table”, etc. The order should indicate the reason for making changes to the staffing table (for example, company reorganization , optimization managerial work, improving the structure of the organization, etc.).

If the organization has a complex structure, we recommend that when making changes to the current staffing table, indicate in the order not only the corresponding position, but also the structural unit whose staffing is affected by the changes being made. This is due to the fact that in different departments there may be positions with the same title.

There are no regulations on how often the staffing table needs to be updated. Therefore, you can do this as needed.

Do not forget that changes and additions made in the prescribed manner to the organization's staffing table are brought to the attention of employees, after which they work books on the basis of an order (instruction) or other decision of the employer, appropriate changes and additions are made. This is stated in clause 3.1 of Instruction No. 69.

Please note that a permanent or temporary change labor function employee and (or) the structural unit in which the employee works (if the structural unit was indicated in the employment contract) - nothing more than a transfer to another job (part 1 of article 72.1 of the Labor Code of the Russian Federation). A change in the name of the position, determined by the parties and enshrined in the employment contract, is also regarded as a change in the employee's labor function, regardless of the reasons for such a change (for example, due to a change in the staffing table).

When to make changes when reducing staff?

Reducing the number or staff of employees is one of the reasons for making changes to the staffing table. The reduction in the size of the organization involves the exclusion from the staff list of individual staff units, while the reduction in staff - individual positions. Employees laid off for one reason or another are subject to dismissal under paragraph 2 of Art. 81 of the Labor Code of the Russian Federation.

Considering that, in accordance with Article 180 of the Labor Code of the Russian Federation, employees must be warned about the upcoming dismissal to reduce the number or staff at least two months before the dismissal, the new staffing table can be put into effect no earlier than two months after its compilation. The presence of a staffing table can confirm that the dismissal of employees was justified (that is, the employer will have the opportunity to clearly demonstrate the lack of jobs).

If the circumstances that led to the change in the staffing table in the direction of reducing staff units are eliminated, the employer can restore the reduced positions by amending the staffing table or approving a new one.

Is it possible to change the uniform form?

The Decree of the Goskomstat of Russia dated March 24, 1999 No. 20 “On approval of the procedure for the application of unified forms of primary accounting documentation” notes that, if necessary, the organization can make additional details. At the same time, it is not allowed to delete those details that are already present in this form (including code, form number, document name).

All changes made to the unified form must be formalized administrative documents organizations. In addition, the very formats of the forms indicated in the albums of unified forms of primary accounting documentation are recommended and may change. So, when preparing forms based on unified forms, it is allowed to make changes in terms of expanding and narrowing the columns and lines, add slip sheets - for ease of placement and processing of the necessary information.

What is a staffing arrangement?

In many organizations, it is practiced to maintain a "working" form of staffing - a staffing arrangement, otherwise called a job posting or staffing list. The main difference between this document and the staffing table lies in its dynamism, in that it can quickly change depending on the ongoing (numerical and qualitative) changes in the personnel of the enterprise and does not require an order to approve and change it.

Since the staffing table, showing the total number of staff units (positions) in the enterprise, does not make it possible to determine whether the position is vacant or occupied and which of the employees occupies it, the staffing, as a rule, indicates precisely this information - the names and initials of the employees of the enterprise occupying positions provided for by the staffing table, and the status of the position - closed or vacant.

This document may include other information such as Personnel Number employee, the length of his work in the company, a special category (minor, disabled person, pensioner with children under three years old, etc.). As a basis for the staff list, you can take the approved staffing table of the organization and add the necessary columns in accordance with the needs of a particular organization. Neither the obligation to maintain a staffing arrangement, nor its unified form has been established by regulations to date. The only thing that is regulated is the period of storage of expired documents. In accordance with the List of standard management documents generated in the activities of organizations, with an indication of the periods of storage, approved by the Federal Archive on October 06, 2000, staffing arrangements are subject to storage for 75 years after the compilation of new ones. At the same time, staffing tables must be kept for 3 years, starting from the year following the one in which it became invalid.

Footnotes

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The Labor Code of the Russian Federation does not contain a strict requirement for maintaining(?) However, Article 57 of this document makes reference to the fact that official duties employees must comply with the staffing of the company.

It is drawn up and executed according to the unified form No. T-3. The staffing is regulated by the Decree of the State Statistics Committee of the Russian Federation No. 1 dated January 5, 2004 “On approval of unified forms of primary accounting documentation for accounting for labor and its payment”.

Reference! Since January 1, 2013, the T-3 form has ceased to be mandatory for use, however, it is it that is recommended for use, since it contains all the required details.

Who is responsible for the paperwork?

The staffing table is compiled by order of the director of the enterprise or a person replacing him. Any employee of the company who is endowed with these powers can be responsible for the execution of this document. Namely: head of the organization, immediate supervisor personnel department or the company's chief accountant.

How to draw up a SR

In the column "Date of compilation" it is necessary to indicate the date when the document was actually drawn up. In the column "Compilation period" it is required to indicate the time frame within which the staffing table will be considered valid.

The T-3 form itself contains 10 columns. At the request of the head of the organization, the extension of the form is allowed. However, by all rules, it is forbidden to exclude any columns.

So, the unified form T-3 contains the following sections:

Below the above columns is the line "Total". It is necessary to sum up the results for sections 4 and 9.

Do I need to print?

The Decree of the State Statistics Committee does not oblige to affix seals on unified forms, with the exception of the T-3 form, a mandatory personnel document that indicates the structure and personnel of the organization.
Therefore, to the question of whether a seal is placed or not, the answer will be unequivocal: it is not required to put it on the SHR.

Who can sign?

The staffing table can be signed by any employees who are endowed with such authority. As a rule, such employees are heads of departments. Or the document may contain the signatures of other employees, if this is provided for in an addition to the schedule.

Whose signatures should be on the document?

The unified form No. T-3, approved by the Decree of the State Statistics Committee No. 1, establishes the presence of signatures of the head of the personnel department or the person charged with the duties of conducting personnel records management, and the chief accountant.

Who approves if there is no personnel service?

Lines intended for signatures can be left empty in two cases:

if the positions of the head of the personnel department and the chief accountant are vacant;
if the head of the organization independently maintains accounting records.

Attention! Staffing can be signed by employees, provided that this authority is provided in addition to the schedule.

- a very important legal document that allows you to painlessly regulate judicial issues if they arise (?). Therefore, it is very important to correctly compose and arrange it.

Staffing: form of a unified form T-3

From January 1, 2013 commercial organizations are not required to draw up personnel documents in accordance with approved forms, that is, they can use independently developed document forms.

Read more about this in the article "Primary document: requirements for the form and the consequences of its violation" .

However, the unified T-3 form is a fairly convenient and familiar way to draw up a staffing table. In addition, the staffing table of the T-3 form contains all the necessary information, so most employers continue to use this particular document form.

Recall that the staffing table - the form of the unified form T-3 - and the procedure for filling it out were approved by the Decree of the State Statistics Committee of the Russian Federation of 01/05/2004 No. 1. In order for users of our site to know how to draw up a staffing table, a sample document is presented in its pure form (in section), and in the completed state (in the last section).

What information does the unified staffing form contain?

The staffing table is one of the internal regulatory documents that every organization (or entrepreneur with employees) must have.

The staffing table contains:

list of structural divisions;
the names of positions, specialties and professions, indicating qualifications;
information on the number of staff units;
salary information: tariff rates and salaries, allowances, wage fund (payroll), including for the organization as a whole.

Staffing schedule main goal has a definition of the structure, staffing and size of the payroll. The document does not contain the names of employees and their staffing by position. Staffing arrangement (synonyms: staff replacement, staff list) normative documents not installed. Staff substitution, unlike the staffing table, is not a mandatory document for an organization, however, it is often used. This is due to the fact that staffing allows you to track vacancies, as well as filling in staff units when hiring a part-time job or if the position is divided among several employees. Staff replacement is usually developed on the basis of the staffing table of the T-3 form with the addition of a column in which the last names, first names, patronymics of employees holding certain positions are entered. If an organization uses staff substitution in its activities, then it must be borne in mind that this document must be kept for 75 years.

About retention periods personnel documents read .

How to draw up a staffing table

Staffing can be assigned to any employee of the organization, while it is in without fail approved by order (instruction) of the head or other authorized person. The procedure for issuing documents on the approval of the staffing table should be fixed in the constituent documents.

Read about the nuances of drawing up such orders in the material “Orders for core activities - what are these orders?”.

When compiling the staffing table for the first time, he is assigned the number 1, and in the future continuous numbering is used. The staffing table indicates the date of compilation, as well as the date from which the staffing table is put into effect. These two dates may differ. The T-3 form provides for an indication of the period of validity of the staffing table, the details of the order for its approval and the number of staff units.

Code of the structural unit in the staffing table and other information

The staffing table in the tabular part begins to be filled in with the names and codes of structural divisions. As a rule, the unit code in the staffing table is indicated in a manner that allows you to determine the subordination and structure of the entire organization.

If the organization has branches and representative offices, then it must be borne in mind that they are a structural unit of the organization, and accordingly, the staffing table should be drawn up for the organization as a whole. Even if the head of the branch was given the right to independently approve the staffing table, then it is compiled all the same as part of the unified staffing table.

Column 3 of the staff list contains the name of the position, specialty, profession, which are indicated in the nominative case without abbreviations. The name of the position, profession is assigned by the employer if the work is not related to difficult working conditions and the provision of benefits, otherwise, when indicating the position in the staff list, you need to be guided by:

on the All-Russian classifier professions of workers, positions of employees and wage categories (OK 016-94) (approved by the resolution of the State Standard of Russia of December 26, 1994 No. 367);
All-Russian Classifier of Occupations (OKZ) OK 010-2014 (MSKZ-08) (approved by order of Rosstandart dated December 12, 2014 No. 2020-st);
Qualification directory of positions of managers, specialists and other employees (approved by the Decree of the Ministry of Labor of Russia dated August 21, 1998 No. 7);
unified tariff-qualification reference books of jobs and professions of workers by industry;
professional standards (paragraph 3, part 2, article 57, article 195.1 of the Labor Code of the Russian Federation).

How to bring job titles in line with professional standards, read.

If an organization employs employees to perform a certain kind work, and not for the position (profession, specialty), then this should also be reflected in the staffing table.

Further, in column 4 of the staffing table, the number of staff units is indicated. Established units can be indicated both full and incomplete. The content of an incomplete staff unit in the staffing table is indicated in shares, for example 0.25; 0.5; 2.75 etc.

When compiling the staffing table, special attention should be paid to column 5 “Tariff rate (salary), etc., rub.”. In the simplest case, this column of the staffing table indicates a fixed amount of wages per month.

In practice, when drawing up a staffing table, the question often arises of the correct execution of a document in situations where there is no fixed amount of remuneration, for example, with piecework pay. In this case, it is recommended to put a dash in column 4 of the staffing table, and in column 10 indicate: “Piecework / Piecework-bonus wages” and provide a link to the local normative act, which determines the procedure for establishing wages, as well as its size for a certain rate of output. It is recommended to proceed in a similar manner by filling out the staff list in a situation where the employee has an hourly wage rate.

If the staffing table provides for an incomplete staff unit, then the column “Tariff rate (salary)” still indicates the amount of the full salary for the position.

How to fill out the staffing table: sample and example

A sample of filling out the staffing table of the T-3 form in a situation where there is no fixed salary, and there is also an incomplete staff unit, can be found on our website.

NOTE! In Art. 22 of the Labor Code of the Russian Federation states that pay should be equal for equal work. It follows from this that the “fork” of salaries in the staff list is a violation of the Labor Code. Rostrud, in a letter dated April 27, 2011 No. 1111-6-1, recommends that the positions of the same name in the staffing table indicate the same salaries, and the possibility of paying one of the employees wages (not salaries) in a larger amount be regulated by allowances and surcharges, depending on the complexity work, quantity and quality of work.

In columns 6, 7, 8 "Surcharges, rubles." allowances are indicated - as accepted in the organization (for irregular working hours, increased responsibility, knowledge foreign languages, work experience, etc.), and those established at the legislative level (for example, for work in the regions of the Far North). The staffing table of a unified form assumes that these columns are filled in rubles. If there are not enough columns to indicate all the allowances in force in the organization in the staffing table, then their number can be increased by issuing an order to supplement the staffing form. Similarly, it is recommended to do if the allowances are set as a percentage.

Column 9 "Total for the month" is filled in only if the salary and allowances are indicated in rubles. The instructions for compiling the staffing table state that "if it is impossible for the organization to fill in columns 5-9 in ruble terms ... the columns are filled in the appropriate units of measurement (percentages, coefficients, etc.)." However, in fact, it is impossible to draw up a staffing table in this way. In such a situation, it is possible to put dashes in this column, and in column 10 "Note" indicate a link to the regulations, both internal and regulatory, which set the allowances. The link in column 10 to a document that allows you to set an allowance for seniority will allow you not to change the schedule when changing the amount of the allowance. Also in column 10 any information related to the staffing table is indicated.

The nuances of registration and changes in the staffing table

The form of the unified form T-3 provides for the signatures of the head of the personnel service and the chief accountant, but there is no such requisite as a seal. The frequency and timing of the approval of the staffing table are not established by law, and each employer decides this issue independently.

Familiarization with the staffing table of employees is carried out only if this obligation of the employer is enshrined in a collective agreement, agreement, local regulatory act (letter of Rostrud dated May 15, 2014 No. PG / 4653-6-1).

The staffing table may be amended if it is necessary to supplement it with new positions and structural divisions or, conversely, exclude them, as well as when changing salaries, renaming departments and positions. A change in the staffing table is issued by order. There are 2 ways to make changes to the staffing table:

1) issuance of an order on the corresponding change;

2) issuance of an order to approve the new staffing table.

When reducing staff or headcount, changing salaries, changes are also made to the staffing table, while it must be borne in mind that the date of entry into force of the changes cannot occur earlier than 2 months after the issuance of the order. This is due to the fact that employees must be warned 2 months in advance about the upcoming reduction (part 2 of article 180 of the Labor Code of the Russian Federation) or about upcoming changes in the terms of employment contracts.

The staffing table is stored in the organization permanently. Organizations performing control and supervisory functions (for example, the labor inspectorate, the regulatory bodies of the FSS of the Russian Federation, the Pension Fund of the Russian Federation, tax authorities) have the right to request this document during inspections. In case of failure to submit the documents requested by the controllers or their copies, including the staff list, the employer may be fined 200 rubles. for each unsubmitted document (clause 1, article 126 of the Tax Code of the Russian Federation).

Results

The staff list is a mandatory document that any employer should have. An example of filling out the staffing table in the T-3 form can be found on the Internet on many accounting and legal sites, however, a sample with the situations described above is rarely given. When preparing the staffing table of the T-3 form, a sample of which is given in this article, it can be a good help for both an experienced and a novice personnel officer.

For information on how to properly organize personnel records, read the article.

At enterprises and organizations, a lot of documents for various purposes are compiled daily, the staffing table is one of them. Thanks to this order, employees are hired and fired.

Also, this document is fundamental in the calculation of wages. Today we will discuss in detail the procedure for approving the staffing table, and also consider the nuances of drawing up.

What it is?

This is a document that relates to the organization's internal workflow, recommended for compilation and containing information about staff units, titles of positions, number of employees, salary and budget for the remuneration of employees.

The SR can be quite voluminous and contain several pages, in which case it is stitched together and the numbering is determined. The signature is put only on the last sheet.

If it becomes necessary to put down a signature on each page, you must first supplement the staffing form with lines.

Despite the fact that SHR at the legislative level does not belong to the category binding documents, labor Code The Russian Federation refers to this document, indicating that the employee carries out his labor activity in accordance with the staffing of the enterprise.

This document is a significant tool for the organization's office work, has its purpose and performs the following functions:

fixes the number of workers;
provides control organizational structure companies;
makes adjustments to allowances;
controls the wage system.

In addition, in the case of verification by various public services, the presence of SHR helps to reduce the number of controversial issues.

This normative act can be used as evidence of the legality of the actions taken in the course of legal proceedings.

The execution of the schedule, often takes place at the end of the calendar year for the next, and comes into its legal rights only after the issuance of the relevant order.

Nuances of the approval process

There is an unspoken algorithm of actions that is used when approving the SR:

All orders regarding the introduction of certain changes or regarding the preparation of a new SR are stored in a separate folder in the personnel department for at least 5 years.

After specified period documents are transferred to the archive, where they are permanently stored.

In case of any questions, the SR is handed over to the head or an authorized official.

Order structure

The schedule approval order has the following design features:

What period is it for?

The answer to the question posed is quite clear. It all depends on how significant the changes that should be fixed in the schedule are.

This document is drawn up, in fact, when the need arises - a change in the number of employees in the state or other circumstances, and does not require compliance with a strict frequency of registration. However, in most cases, this document is compiled once a year.

Who approves the document in the LLC?

LLC (company with limited liability) is a form of organization of an enterprise, the participants of which are the founders. There is an erroneous opinion that the founders have the right to approve the SR of the enterprise. This option is possible only when this item is spelled out in the Charter of the company.

Otherwise, the approval procedure has a similar algorithm of actions, as in any other organizational and legal form of the company.

It follows from this that the schedule is approved by the head of the organization, and, moreover, this process can take place even without prior agreement with the founder (again, unless otherwise specified in the Charter).

The procedure for approving the schedule order at the school

A school is a municipal educational institution that has a completely different organizational structure than the previously discussed examples of legal entities.

So, for example, in most cases, the SHR is issued for the calendar year, then at school, this period is limited to the academic year, the duration of which is the time interval - from September to June.

School example

When compiling the SHR at the school, documents such as:

Charter of the educational institution.
Papers defining the structure and number of staff units.
Model documents.
Calculation of wages, including allowances, for each employee.
Estimate.

The SR must necessarily reflect information about employees who work part-time. This category indicated equally with the main workers.

It is also necessary to pay special attention specific features learning activities. So, for example, the school may need additional specialists, due to the in-depth study of some subjects.

Important! The following should be noted: if the enterprise is not included in the number of municipal and state structures, then the legislation does not provide for clear requirements for the availability of this document, and is more advisory in nature.

Otherwise, drawing up T3 is an obligation that must be fulfilled.

Most decisions in the school are made by issuing orders. This issue is dealt with by the personnel department or accounting department.

The order, without fail, must contain standard information:

Name.
Order type.
Number and date of compilation.
Full name and signature of the director of the educational institution.

The schedule must necessarily reflect any changes regarding changes in the number of full-time employees, positions or salaries, etc.

Rules for drawing up an order

If it becomes necessary to introduce a new schedule, an order is drawn up for the manager or authorized person it is required to approve it by signing it, which allows innovations to take effect.

As we said above, the document does not have a strictly defined period of validity, however, when replacing the SHR with a new schedule, it is drawn up in a new edition, after which it is approved by a new order.

If the enterprise undergoes changes in personnel, which requires appropriate amendments, these issues can be resolved as follows:

Approve the schedule by issuing an order.
Approve new edition, directly, ShR itself.

The next step, with any of the proposed options, will be the issuance of an order, where you should indicate the reasons that led to the changes or the introduction of a new document.

As you can see, the legislation does not provide for the mandatory presence of a staffing table in the company's workflow, however, you can see undoubted advantages if such paper is still available.

This document really helps to track the dynamics labor activity enterprise, thereby achieving optimization of the main processes of the enterprise.