What is a tariff category, tariff coefficient? What is a pay scale.

The pay scale is table with the ratio of categories and wage rates. This system is used in commercial, state and budgetary organizations. With its help, rates and salaries are differentiated using tariff coefficients.

Definition, meaning, varieties

The pay scale is based on a comparison of the complexity of the work goals of different categories and groups of employees, their duties, education and other circumstances. Together, these circumstances fully ensure the property of assessing the activities of personnel and determine the reality of using common positions for differentiating the payment for their activities.

Thus, it can be seen that the tariff scale clearly shows how the salary of employees depends on their ranks. It can be stretched and compressed during the adjustment process. This pricing table is:

Uniform, with the same inter-salary difference between the coefficients.
Increasing or progressive, at which the interdigit difference increases evenly.
Decaying or regressive when the difference decreases.
fading-decaying, at which the difference first increases and then decreases.

The tariff coefficient consists of motivational and reproducing elements. It indicates how many times the basic salary for a specific qualification is higher than the earnings of the first category.

The salary table with the smallest number of digits and a small range of coefficients is not able to objectively assess the contribution and potential of the staff.

Because of this, she negative effect to stimulate activity and poorly provides employees with normal relationships within the team. That's why so it is important to be able to correctly and correctly draw up tariff scales for the formation of wages.

A normal tariff scale should consist of a sufficient number of skill groups with a range, not less than 1 to 10. Acceptable ranges are 1:15 and above with the number of digits approaching 20.

Classification of ordinary workers and workers of the managerial level

In institutions with a tariff scale for employees, official salaries. To differentiate them, there are the following qualifications of workers, which are described in more detail in the unified tariff and qualification reference book (ETKS):

specialist (initial stage);
specialist of the third category;
specialist of the second category;
specialist of the first category;
Leading Specialist.

Young specialists after university without experience or workers with secondary specialized education and experience belong to the initial stage of qualification. Workers with a certain length of service and performing medium-complex activities have a second or third category. The first category is assigned to specialists with five years of experience who perform the most complex work.

Tariff qualification guide highlights the characteristics of the main types of activities, their complexity and compliance with tariff categories, as well as standards and examples of certain work.

The handbook contains sections describing areas of specific work. The characteristics of the types of activities are divided into operating characteristic and a section titled "must know".

Administrative and managerial link comprises:

heads of institutions;
heads of divisions and services;
deputies of the above;
specialists performing economic and engineering work;
specialists in reforestation, fish breeding, zootechnical, agricultural industries;
specialists in art and culture, science, public education, medical care;
specialists in international relations;
legal professionals;
technical contractors performing control and accounting;
technical contractors for the preparation and execution of documents;
maintenance technicians.

But there is also a newer edition of the classification of executives, which divides them into managers, foremen, chiefs, chief specialists and, in fact, the head of the organization himself.

The category of technical executors now includes statisticians, stenographers and secretaries, collectors, freight forwarders, typists, cashiers, draftsmen, bookkeepers, clerks, agents, accountants, timekeepers, contractors, copyists and attendants.

Each position contains qualification characteristics, how:

service obligations, where the main working functions are listed;
must know- requirements for special knowledge, norms and standards are disclosed here;
requirements for qualification, which includes requirements for work experience and vocational training.

For more information on leadership positions, see unified qualification reference book (EKS).

Algorithm for assigning a new rank

The procedure for increasing the category in organizations next:

The employee, after the permission of the management, draws up a statement and justifies his decision. After that, a visa is affixed to this document by the council of the production team.
Next, a commission is assembled from workers with the highest qualifications, foremen, specialists, administrative and trade union representatives of the enterprise.
The knowledge control of an employee who wants to get a promotion is carried out, which is based on a tariff and qualification directory.
According to the results of the check, the discharge is increased and this is confirmed by an order and a protocol. Also mandatory in work book the employee makes a corresponding entry.

How to calculate

The rate of labor of workers is made according to the already drawn up tariff scale. So, they take the salary of the first category, which should be equal to or greater than the minimum wage, and multiply it by the coefficient of the required category.

Regional coefficients should also be taken into account, which vary depending on the position of the enterprise on geographical map. So, in European Russia, this marginal indicator is 1, in the Urals - from 1.15 to 1.4, in the Far East - 1.4-1.6, in the North - 1.6-1.8, and in the Far North - 1.8-2.

Advantages and disadvantages

The payroll tariff system motivates employees to constantly improve their skills, takes into account the responsibility and complexity of their activities, provides any enterprise with personnel and encourages them to grow professionally.

But the tariff system has minuses, which include a weak assessment of the quality of activities and an orientation towards decent working conditions. In practice, these shortcomings are eliminated by developing and implementing surcharges and allowances.

Usage in organizations in 2018

According to the norms Labor Code Russian Federation, the head of the enterprise paints the tariff scale for calculating the salary of his subordinates. All positions in the organization have their own ranks, starting with the least qualified, the first. For the categories following it, tariff coefficients are set in order to finally form the tariff scale itself.

To create tariff tables, managers can use their samples from industry agreements. These documents were drawn up by specialized management associations and agreed upon by the relevant trade unions. The minimum wage for 2018 is 9489 rubles. The same should be the salary of an employee of the first category.

Current coefficients for employee categories for 2018:

Features for budgetary organizations, the Ministry of Internal Affairs, individual entrepreneurs, etc.

Budgetary institutions for calculating the salaries of their employees use unified tariff scale (UTS). This grading scale consists of 18 qualifications. Eight of them relate to the rating of ordinary workers, the next four - to the assessment of highly qualified. The composition of managers, specialists and employees is charged from the 2nd to the 18th category.

The head of the organization now sets the rate and salary in the public sector, taking into account the complexity of the activities performed and the qualification level of the employee. And the salaries of ordinary workers are interconnected with the earnings of the management. At the same time, the wage fund is distributed correctly among all employees.

The salary of state employees should consist of salary, seniority, rank or classification allowances, bonuses and compensations. The tariff scale is fixed by the collective agreement, the regulation on wages and bonuses and other agreements. Employees of the organization can easily find out everything about their salary from these documents and the staffing table.

IP draws up a table of tariffication of his employees himself. He does not have to strictly follow the established norms from the state and can assign as many categories as he needs. At the same time, the working specifics of the company are realistically assessed and justified requirements are put forward for the activities of employees.

When developing the current tariff system, the head of the company will not only have to draw up a tariff scale, but also fix the tariff rules. It is important that the salaries of employees are not less than the current minimum wage.

When charging, there should be no discrimination against subordinates. The head of the company has the right to set salaries for his employees at will. Employees engaged in such activities must be charged the same coefficient.

The tariff scale is being developed in the following way:

first, all positions and specialties are determined by departments of the company;
then the functions are divided into categories;
establish qualifying coefficients;
fix the resulting system with a local regulatory act.

The earnings of the company are justified by the indication in the staffing table of allowances and salaries.

To pay employees MIA a single tariff scale approved by state bodies is also applied, but each rank is still paid its own compensation and allowances in a certain percentage. In addition, municipal authorities intend to annually raise the salaries of categories of such employees by a specific percentage. On the this moment it's 4%.

With the salary scale, job evaluation criteria become transparent, and the salary increases as both the position and qualifications increase. If the administrator correctly creates favorable conditions in his enterprise, then it will constantly achieve all the goals and plans set.

The differences between the tariff scale and the grading system are presented in this seminar.

Different organizations may establish different tariff scales, differing, for example, in the number of digits. In commercial organizations, there are no mandatory tariff scales introduced at the legislative level. They can develop their own tariff scale. A private employer has the right to independently set the number of categories in the company's tariff scale, the size of tariffs and coefficients. When developing pay scales, the following should be taken into account: no one should receive a salary below the current minimum wage (SMIC), and the maximum wage is not limited. FOR INFORMATION Since 07/01/2016, the minimum wage in Russian Federation set at 7500 rubles. (Article 1 of Federal Law No. 164-FZ dated June 2, 2016 “On Amendments to Article 1 of the Federal Law “On minimum size wages").

Nuances and rules for using the tariff scale by category

She shares it like this:

Time-based tariff system - the time worked by a person after the fact is taken into account.
Piecework tariff system - it takes into account how much the employee produced products (rendered services).

The elements of this system include tariff indicators:

grid;
ranks;
Odds;
rates;

Tariff scale - a scale that links ranks with coefficients. For example, for state employees, tariffs for 18 categories are applied.

The size of the tariff and earnings is affected by the qualifications and complexity of labor. The rate of the 1st category is considered the basis for calculation. It sets the amount of salary for reporting time.

ETKS - a unified tariff-qualification and EKS - a unified directory of administration positions were created for billing and rank division of personnel.

Tariff scale by categories for 2018

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Accounting for settlements with personnel

Important

In practice, this form of payment combines the rules and norms, according to which any position in the organization has a tariff rate (salary). Its value is affected by the severity, complexity, intensity and other working conditions.

In this article, we will consider what is included in the tariff form of remuneration of workers. Key components of the tariff system of remuneration The tariff system is the most common payment model.

Calculation of salary by minimum wage category and category

ETS - unified tariff scale. It acted on the basis of Decree No. 785 of 10/14/1992. Pay grades 1 2 3 4 5 6 7 8 9 Tariff coefficients 1.00 1.36 1.59 1.73 1.82 2.00 2.27 2.54 2.91 continued: Pay grades 10 11 12 13 14 15 16 17 18 Wage coefficients 3.27 3.68 4.18 4.73 5.32 6.00 6.68 7.41 8.23 Each employee, according to the ETS, has his own pay coefficient.

The amount of salary (tariff) of the 1st category must be equal to or exceed the minimum wage (see → table of the minimum wage by years). The maximum size of this indicator is unlimited and depends solely on the finances of the employer. The rates of personnel of the highest ranks are equal to the product of the rate of the I level and the coefficient of skill. Now labor is paid in a new way (NSOT), this is enshrined in Resolution No. 583 of 08/05/2008. The principle of payment to state employees is based on the data of ETKS and EKS, state guarantees, lists of additional payments and incentives.

Tariff wage rate. minimum tariff rate

The tariff rate is a fixed amount of remuneration of an employee for fulfilling a labor norm of a certain complexity (qualification) per unit of time (hour, day, month), excluding compensatory, incentive and social payments. The tariff rate of the first category determines the minimum wage for unskilled labor per unit of time.

Attention

Tariff scale - a set of tariff categories of work (professions, positions), determined depending on the complexity of the work and the requirements for the qualifications of employees using tariff coefficients. The tariff scale is a scale of ratios in the remuneration of workers of various qualifications.

The wage category reflects the complexity of the work and the level of qualification of the employee, and the qualification category characterizes the level of his professional training.

What is a tariff rate

When creating your own vehicle, HR specialists, together with the heads of departments, determine:

the number of qualification levels of each profession and specialty;
the maximum coefficient for the highest category in each specialty;
intermediate indicators (they will grow evenly or progressively).

As a result, a table is formed that allows you to rate the work of each worker and employee and assign a fair wages reflecting the value of his knowledge and skills for the company. Tariff coefficients of the unified tariff scale 2018 If it is difficult to create a grid on your own, you can “borrow” samples in industry agreements for the period up to 2018 - documents created by associations of specialized employers and approved by the relevant trade unions.

Tariff system of remuneration in the commercial and public sector

Daily tariff rates are applied when the work has the status of a day job, while the number of working hours on each such day is the same, but differs from the usual norm established by the Labor Code of the Russian Federation. Monthly tariff rates are subject to constant observance of the normalization of working hours: a stable schedule, fixed days off. In such conditions, the employee will “close” the month, regardless of how many hours he actually worked: having worked out the monthly norm, he earns his rate. Functions of the tariff rate Application for accrual in monetary form of remuneration for the performance of labor functions - the tariff system of payment - has a number of advantages over other forms of payment.

What is the tariff scale

The document explains in some detail the level of knowledge and skill that is necessary to perform work of varying complexity. In which case the hourly wage rate of workers is applied At some enterprises, hourly wages have been introduced to pay for the work of employees.

Such a system is most convenient when taking into account the shift nature of work. If the company until recently used a different remuneration system, then the manager is obliged to inform all employees about the changes that have taken place a month before the introduction of the new regime. When calculating hourly wages, it is necessary to adhere to the rule of a forty-hour work week. In the event of a reduction in the total number of hours, the norm is fixed by an additional agreement to the labor contract and the written consent of the employee. Otherwise, such a change in the labor regime may become a reason for litigation.

Tariff system of remuneration of employees: types, surcharges, calculation examples

Then the initial formula for the 2nd digit will look like: X / 1 × 100 - 100 = 12 X / 1 × 100 = 12 + 100 = 112 X / 1 = 112 / 100 = 1.12 X = 1.12 × 1 = 1.12 - tariff coefficient for the 2nd category. We find the tariff coefficient for the 3rd category in the same way, applying the formula: X / 1.12 × 100 - 100 = 12 X / 1.12 × 100 = 112 X / 1.12 = 1.12 X = 1.12 × 1.12 = 1.25.

Similarly, we determine the tariff coefficients for categories 4–6. The absolute increase in tariff coefficients for each category is found by the formula (1):

for the 2nd category - 0.12 (1.12 - 1);
for the 3rd category - 0.13 (1.25 - 1.12).

In the same way, we calculate the absolute increase in tariff coefficients for the remaining categories (4–6). Table 3

Minimum wage scale

Thus, the hourly wage rate for such a worker will be 25,000 / 150 = 166.6 rubles. 2 way. If you need to calculate the average hourly rate in current year, you first need to determine the average hourly monthly rate of time. To do this, we divide the corresponding annual indicator of the production calendar by 12 (the number of months). After that, we reduce the average monthly wage rate of the worker, established by the wage scale, by the number of times received.

For example, the annual rate is 1900 hours. Let's take the same monthly rate as for the previous example - 25,000 rubles. Let us calculate how much this worker earned on average per hour during a given year: 25,000 / (1900 / 12) \u003d 157.9 rubles.

What is the difference between the tariff rate and the salary These two concepts are in many ways similar, since both of them reflect the monetary value of labor remuneration.

New edition Art. 143 Labor Code of the Russian Federation

Tariff systems of wages - systems of wages based on the tariff system of differentiation of wages of workers of various categories.

The tariff system for differentiation of wages of employees of various categories includes: tariff rates, salaries (official salaries), tariff scale and tariff coefficients.

Wage category - a value that reflects the complexity of work and the level of qualification of the employee.

Qualification category - a value that reflects the level of professional training of an employee.

Tariffication of work - assignment of types of labor to tariff categories or qualifying categories depending on the complexity of the work.

The complexity of the work performed is determined on the basis of their billing.

Tariffication of work and the assignment of tariff categories to employees are carried out taking into account the unified tariff and qualification directory of work and professions of workers, the unified qualification directory for the positions of managers, specialists and employees, or taking into account professional standards. These reference books and the procedure for their application are approved in the manner established by the Government of the Russian Federation.

Tariff systems of wages are established by collective agreements, agreements, local regulations in accordance with labor legislation and other regulatory legal acts containing norms labor law. Tariff systems of remuneration are established taking into account the unified tariff and qualification directory of works and professions of workers, the unified qualification directory of positions of managers, specialists and employees or professional standards, as well as taking into account state guarantees for wages.

Commentary on Article 143 of the Labor Code of the Russian Federation

As we said above, the remuneration for the work of an employee is set depending on his qualifications, complexity, quantity, quality and conditions of the work performed. Differentiation of wages according to these indicators is provided, as a rule, on the basis of the tariff system of remuneration.

According to Article 143 of the Labor Code of the Russian Federation, the tariff system of remuneration includes:

tariff rates;

salaries (official salaries);

tariff scale;

Tariff coefficients.

The main element of the tariff system of remuneration are tariff rates. Tariff rate - a fixed amount of remuneration of an employee for fulfilling a labor norm of a certain complexity (qualification) per unit of time without taking into account compensatory, incentive and social payments.

The tariff rate of the 1st category determines the minimum wage for unskilled labor per unit of time. The tariff scale is a set of tariff categories of work (professions, positions), determined depending on the complexity of the work and the requirements for the qualifications of employees using tariff coefficients.

Wherein tariff category is a value that reflects the complexity of work and the level of qualification of an employee, and the qualification category is a value that reflects the level of professional training of an employee.

The tariff coefficient establishes the ratio of the tariff rate of this category to the tariff rate of the first category. In other words, the tariff coefficient shows how many times the tariff rate of a given category is greater than the tariff rate of the first category. With the help of the tariff rate of the first category and the corresponding tariff coefficients, the tariff rates of the remaining categories are determined. For example, if the tariff rate of the first category is 1100 rubles (today it is the minimum wage), then, knowing the tariff coefficient, say, of the tenth category (let's say - 2.047), it is easy to calculate the tariff rate of the tenth category by multiplying the tariff rate of the first category for the corresponding tariff coefficient - 2251.7 rubles.

Thus, the tariff scale is a scale that determines the ratio of wages when performing work of various qualifications. Modern labor legislation focuses on contractual and local regulation of wages. The type, remuneration system, the size of tariff rates, salaries, bonuses, other incentive payments, organizations determine independently in collective agreements and local acts. Different organizations may establish different tariff scales, differing in the number of categories and the degree of increase in tariff coefficients. At the same time, wages in the public sector are set centrally, on the basis of the so-called Unified Tariff Scale (UTS).

The tariff system of remuneration of employees of the public sector is based on the Unified Tariff Scale, approved by Decree of the Government of the Russian Federation of October 14, 1992 N 785 "On Differentiation in the Levels of Remuneration of Employees of the Public Sector on the Basis of the Unified Tariff Scale". The Unified Tariff Scale (UTS) is a unified tariff scale for the remuneration of workers and employees. It covers all groups of employees of institutions, organizations and enterprises that are on budget financing (with the exception of representative and executive authorities). It contains 18 bits. Previously, the ratio of tariff categories of this tariff scale was set at 1:10.07, i.e. wages in the highest XVIII category exceeded wages in the first (lowest) category by 10.07 times. However, since December 1, 2001, the ratio between the tariff rates (salaries) of the first and eighteenth categories of the Unified tariff scale for remuneration of employees of public sector organizations has been set at 1 to 4.5.

The size of the tariff rate of the 1st category is established by the Government of the Russian Federation and cannot be lower than the minimum wage. With an increase in the minimum wage (minimum wage), the Government of the Russian Federation issues a corresponding decree on raising the UTS tariff rates.

Each category of the grid corresponds to a tariff coefficient, which shows how many times the tariff rates of workers of the second and subsequent categories are higher than the rates of workers of the first category. These coefficients increase with an increase in the tariff category (from 1 to 4.5). Currently, the tariff coefficients for calculating the remuneration of employees of federal state institutions are established by Decree of the Government of the Russian Federation of April 29, 2006 N 256 "On the size of the tariff rate (salary) of the first category and on inter-digit tariff coefficients of the Unified tariff scale for remuneration of employees of federal state institutions ".

The categories of wages in the UTS reflect the complexity of the work performed. The dependence of wages on working conditions is provided by various kinds of additional payments and compensations (for work with difficult or harmful working conditions in difficult climatic conditions, at night, etc.).

Billing various works, professions, specialties, depending on their complexity, is carried out on the basis of tariff-qualification reference books. The Tariff and Qualification Handbook establishes the requirements that an employee must meet, i.e. what knowledge, skills and abilities he must have to perform a particular job, depending on its complexity. At present, the Unified Tariff and Qualification Handbook of Works and Professions of Workers (ETS) is in force, the approval procedure for which is indicated in Decree of the Government of the Russian Federation of October 31, 2002 N 787.

The ETS establishes the tariff and qualification characteristics of working professions in the form of a job description (which includes this work) and the necessary knowledge of the employee ("should know").

The qualification directory for the positions of managers, specialists and other employees was approved by the Decree of the Ministry of Labor of Russia of August 21, 1998 N 37. This qualification directory contains three sections: "Job Responsibilities", "Must Know" and "Qualification Requirements". The section "Responsibilities" lists the labor functions that the person holding this position must perform. The section "Must know" includes the requirements for knowledge necessary for the employee to perform his job duties. The "Qualification Requirements" section provides for the minimum level of general and special training required to perform this work (level and profile of education, work experience).

The billing of workers is carried out according to eight categories (from I to VIII). However, according to the Decree of the Government of the Russian Federation mentioned above "On differentiation in the levels of remuneration of workers in the public sector on the basis of the Unified tariff scale" dated October 14, 1992 N 785, heads of institutions, organizations and enterprises that are on budget financing are given the right to set monthly rates and salaries some employees with advanced qualifications. Thus, for highly qualified workers employed in important and responsible work in accordance with the lists approved by the ministries and departments of the Russian Federation, monthly rates and salaries can be established based on the IX and X categories of the ETS, and for especially important and especially responsible work according to the list approved by the Ministry Labor of the Russian Federation (now - the Ministry of Health and social development RF), based on the XI and XII categories of the Unified Tariff Scale.

With the growth of the qualification (rank) of the employee, his tariff rate also increases. Assignment of categories to employees of the public sector is carried out according to the results of certification. Attestation of public sector employees is carried out in accordance with the Basic Provisions on the procedure for attestation of employees of institutions, organizations and enterprises that are on budget financing, approved by the Decree of the Ministry of Labor of Russia and the Ministry of Justice of Russia dated October 23, 1992 NN 27, 8/196. In accordance with these Basic Provisions, for each employee subject to certification, no later than two weeks before the start of its implementation, his immediate supervisor prepares a submission containing a comprehensive assessment of: the conformity of the employee’s professional training qualification requirements according to the position and the category of remuneration of his work; his professional competence; attitude to work and performance of official duties; indicators; performance indicators for the past period. The attested employee must be familiar with the submitted materials in advance, at least two weeks before the certification. The attestation commission includes a chairman (as a rule, a deputy head of an institution, organization, enterprise), a secretary and members of the commission. The attestation commission includes heads of departments, highly qualified specialists, representatives of trade union organizations. The attestation commission considers the submission, hears the person being certified and the head of the department in which he works. Heads of institutions, organizations, enterprises are certified in commissions organized by higher authorities according to their subordination. Evaluation of the employee's activity and recommendations of the commission are adopted by open voting by a majority of votes. The head of the organization, taking into account the recommendations of the attestation commission, within a month, makes a decision on establishing the appropriate categories of wages for employees. The results of the attestation, after their approval by the manager, are entered into the work book of the employee, indicating the category of payment according to ETC.

Tariff wage systems are established by collective agreements, agreements, local regulations in accordance with labor legislation and other regulatory legal acts containing labor law norms. Tariff systems for remuneration of labor are established taking into account the unified tariff and qualification directory of works and professions of workers, the unified qualification directory for the positions of managers, specialists and employees, as well as taking into account state guarantees for wages.

Another commentary on Art. 143 of the Labor Code of the Russian Federation

1. Art. 143 of the Labor Code of the Russian Federation gives a legal definition of the concept of "tariff system of remuneration" and its elements, which was previously enshrined in Art. 129 of the Labor Code, the procedure for charging work and assigning tariff categories to employees, as well as the procedure for establishing a tariff system by the employer, is fixed.

The tariff system of remuneration is a set of rules enshrined in regulatory legal acts, collective agreements and agreements designed to reflect the content, complexity and working conditions, employee qualifications, production features and its natural and climatic environment in wages. It allows you to differentiate the size of wages depending on its quantity and quality, the qualifications of the employee and the complexity of the work performed, i.e. implement the requirements of Art. 132 of the Labor Code of the Russian Federation.

2. In accordance with Art. 143 of the Labor Code of the Russian Federation, the structure of the tariff system includes tariff rates (salaries, official salaries), a tariff scale, and tariff coefficients. For the practical application of the tariff system, tariff-qualification reference books are also needed.

The tariff rate is a fixed amount of remuneration of an employee for the fulfillment of a labor norm (labor duties) of a certain complexity (qualification) per unit of time. Depending on the chosen unit of time, there are hourly, daily and monthly tariff rates. The tariff rate is set depending on the complexity, intensity, working conditions, as well as its economic and social significance. The main calculated value is the tariff rate of the first category, which determines the minimum wage for the simplest work. The monthly tariff rate of the first category cannot be lower than the minimum wage established by the state.

Salary is a fixed amount of monthly wages, which is set for managers, specialists and employees, as well as for those workers whose work cannot be rationed. The amount of the monthly salary cannot be less than the established minimum wage.

To determine the size of the tariff rate of the second and subsequent categories, the tariff scale is applied. It establishes the ratio of wages depending on the complexity of the work and the qualifications of workers. The parameters of the tariff scale are: the number of tariff categories, tariff coefficients, the range of the tariff scale. The first category corresponds to the most simple jobs, the latter is the most difficult.

The most common in terms of the number of digits is the 6-digit tariff scale. In more complex industries, a 7-bit (oil and gas production, rolling and pipe production of ferrous metallurgy, railway transport, etc.) and an 8-bit (locksmith, fitter-assembly and welding work, blast furnace and steelmaking, shipbuilding and ship repair, etc.) grid.

3. The billing of work is the assignment of types of labor to wage categories or qualification categories, depending on the complexity of the work.

Assignment of salary categories to employees is carried out in order to assess the qualifications of the employee and the complexity of the work performed by him, and qualification categories - in order to assess the level of professional training of the employee.

Tariffication of work and the assignment of tariff categories to employees is carried out on the basis of tariff and qualification reference books. Tariff-qualification reference books include tariff-qualification reference books of works and professions of workers and a unified qualification reference book for the positions of managers, specialists and employees. The procedure for approving directories is established by Decree of the Government of the Russian Federation of October 31, 2002 N 787 (as amended on December 20, 2003) "On the procedure for approving a unified tariff-qualification guide for jobs and professions of workers, a unified qualification directory for the positions of managers, specialists and employees" , and the Procedure for the use of reference books - by Decree of the Ministry of Labor and Social Development of the Russian Federation of February 9, 2004 N 9 (BNA. 2004. N 14).

The Unified Tariff and Qualification Directory of Works and Professions of Workers consists of tariff and qualification characteristics containing the characteristics of the main types of work by professions of workers, depending on their complexity and the corresponding tariff categories, as well as the requirements for professional knowledge and skills of workers; The unified qualification directory of positions of managers, specialists and employees consists of qualification characteristics of positions of managers, specialists and employees, containing official duties and requirements for the level of knowledge and qualifications of managers, specialists and employees.

Until recently, tariff-qualification guides, approved in the prescribed manner, were mandatory. They are currently recommended.

The Unified Tariff and Qualification Handbook of Works and Professions of Workers currently in use was approved by the Decree of the USSR State Committee for Labor and the Secretariat of the All-Union Central Council of Trade Unions in 1983. In accordance with the Decree of the Ministry of Labor of Russia of May 12, 1992 N 15a (BMT RF. 1992. N 7 - 8) this handbook is used in all organizations located on the territory of the Russian Federation, and the necessary changes and additions to it are made by the Ministry of Labor and Social Development of the Russian Federation.

The qualification directory of positions of managers, specialists and other employees was approved by Decree of the Ministry of Labor and Social Development of the Russian Federation on August 21, 1998 N 37. It contains two sections: industry-wide qualification characteristics of positions of employees employed at enterprises, institutions and organizations (positions of managers, specialists and other employees), and qualification characteristics of employees employed in research institutions, design, technological, design and survey organizations (positions of managerial, scientific and engineering workers common to research institutions, design, technological, design and survey organizations ; positions of managerial and engineering and technical employees of design, technological, design and survey organizations; positions of employees of editorial and publishing departments). Each qualification characteristic contains three sections: "Job Responsibilities", "Must Know", "Qualification Requirements".

4. The main principle of tariff regulation of remuneration is that the development of all conditions of remuneration, including the determination of tariff rates and official salaries and their differentiation by categories, professional qualification groups and positions, is carried out at the local level. The tariff wage system is introduced in organizations (with the exception of those financed from the budget) on the basis of a collective agreement, agreements that apply to this organization, as well as local regulations. At the same time, state guarantees for wages must be observed (see article 130 of the Labor Code of the Russian Federation and commentary thereto).

5. In connection with the adoption of the Federal Law of April 20, 2007 N 54-FZ "On Amendments to the federal law"On the minimum wage" and other legislative acts of the Russian Federation "it is not allowed to reduce tariff rates, salaries (official salaries), wage rates, as well as compensation payments (additional payments and allowances of a compensatory nature, including for work in conditions that deviate from normal, work in special climatic conditions and in territories exposed to radioactive contamination, and other compensation payments) established before the day it comes into force (the Law comes into force on September 1, 2007).

1. Unified tariff scale for remuneration of public sector employees

The unified tariff scale (hereinafter referred to as UTS) in different options has operated in Russia since 1992. And even earlier, in Soviet times, the level of wages largely depended on similar principles. The tariff scale subdivides all employees of the public sector into 18 categories. Such a system was convenient at the time high level inflation in the country, as it made it possible to quickly index the salaries of all state employees. But ETS also has negative sides- this is a very rigid structure, if there is an increase, then at the same time for everyone, regardless of the situation in each individual industry. Consequently, each indexation required serious budget expenditures. But most importantly, the ETS did not take into account the specifics of professions, equating the work of a school teacher with the work of a doctor in a district clinic or a circus performer. It is difficult to undertake an assessment of the complexity and usefulness of a particular profession, but one should adhere to an individual approach to remuneration of public sector employees. There is an opinion about the moral obsolescence of the UTS, about the need to rate the salaries of state employees based on objective realities today.
Formally, since 2005, the subjects of the Russian Federation were asked to develop their own systems. However, it was not possible to get rid of a single grid at that time: in fact, most regions, without bothering to develop differentiated payment schemes, continued to focus on the UTS and the salaries of regional state employees. The unified tariff scale, which operated in a single manner throughout the country, did not take into account the peculiarities associated with the functioning of a particular industry.
_________________________
Egorsheva N., Russian newspaper. October 4, 2007
According to Appendix N 1 to Decree of the Government of the Russian Federation of October 14, 1992 N 785 (lost force - Decree of the Government of the Russian Federation of 27.02.1995 N 189), the size of the tariff rate (salary) of the first category is established by the Government of the Russian Federation. The rates (salaries) of employees of other categories of the Unified Tariff Scale are established by multiplying the tariff rate (salary) of the first category by the corresponding tariff coefficient.
Professions of workers are charged in accordance with the Unified Tariff and Qualification Directory of Works and Professions of Workers from 1st to 8th categories of the Unified Tariff Scale. Highly qualified workers engaged in important and responsible work and in especially important and especially responsible work may be set tariff rates and salaries based on 9-12 categories of the Unified Tariff Scale according to the lists approved by the ministries and departments of the Russian Federation and the Ministry of Labor of the Russian Federation.
The official salaries of deputies are set at 10-20 per cent lower than the salary of the respective head.

Unified tariff scale:

Pay grades	Tariff coefficients
1	1,0
2	1,30
3	1,69
4	1,91
5	2,16
6	2,44
7	2,76
8	3,12
9	3,53
10	3,99
11	4,51
12	5,10
13	5,76
14	6,51
15	7,36
16	8,17
17	9,07
18	10,07

for industry-wide positions of employees
(Appendix 2 to the Decree of the Government of the Russian Federation
dated October 14, 1992 785):

	Digit range
I. Technical executors
Pass office on duty	2
Copyist	2
Contractor	2
Timekeeper	2
	2
Forwarder	2
	3
clerk	3
Secretary	3
secretary typist	3
Accountant	3
Draftsman	3
Archivist	3-4
Cashier (including senior)	3-4
Typist	3-4
Freight Forwarder	3-4
Collector	4
Secretary	4
Statistician	4
Stenographer	4
II. Specialists
Dispatcher (including senior)	4-5
Inspector (including senior)	4-5
Laboratory assistant (including senior)	4-5
Technicians of all specialties and names	4-8
Accountant	5-11
Engineers of various specialties and titles	6-11
Interpreter	6-11
Fingerprint translator	6-11
Psychologist	6-11
Editor	6-11
Sociologist	6-11
Merchandiser	6-11
Physiologist	6-11
Painter	6-11
Economists of various specialties and titles	6-11
legal adviser	6-11
Architect	6-13
Constructor	6-13
Mathematician	6-13
Programmer	6-13
Technologist	6-13
Painter	6-13
Electronics	6-13
Accountant-auditor	6-13
III. Leaders
Managers:
storage room	3
	3-4
pass office	3-4
copying and duplicating bureau	3-4
photo lab	3-4
household	3-4
expedition	3-4
office	4-5
typing bureau	4-5
	4-6
Site foreman (including senior)	6-11
	7-8
Section manager (shift)	7-12
Foreman (foreman), including	8-11
Head of economic department	7-8
Section manager (shift)	7-12
Foreman (foreman), including senior	8-11
Head of Department	11-14
Foreman	11-14
Chief Specialist	13-17
Head of an institution, organization, enterprise	10-18

Categories of remuneration of the unified tariff scale
on the main positions of employees of public sector sectors
(Appendix 3 to the Decree of the Government of the Russian Federation
dated October 14, 1992 785):

Categories and positions of employees	Digit range
SCIENCE AND SCIENTIFIC SERVICE
Researcher	8-17
Leaders
Chief specialists: in departments, departments, laboratories, workshops	12-14
Chief engineer (designer, technologist, architect) of a scientific organization project	13-15
Head of the main structural unit, academic secretary	13-16
Branch manager (head, manager)	13-16
Head of an institution (organization)	16-18
EDUCATION
Pedagogical staff of public education institutions
Teachers of all specialties, teacher, teacher, accompanist	7-14
Methodist, master of industrial training	8-13
Higher education institutions
Teaching staff	8-17
Leaders
Institutions of public education
Head of structural unit	8-12
Directors (heads): out-of-school institutions, children's preschool institutions, schools, boarding schools, orphanages, lyceums, gymnasiums, vocational and secondary specialized educational institutions, colleges, training and production rooms, etc.	10-16
Higher education institutions
Head of the main structural unit	13-16
Branch Manager	16-17
	17-18

< Раздел 1. ОТРАСЛЕВАЯ СИСТЕМА ОПЛАТЫ ТРУДА РАБОТНИКОВ СФЕРЫ ОБРАЗОВАНИЯ2. Принципы отраслевой системы оплаты труда >

on wages of employees of federal state institutions.

Inter-category coefficients are the coefficients by which the rate of 1 category of the tariff scale is multiplied to determine the rate of the corresponding category.

Tariff scale by categories for 2017-2018

For example, the rate of the 15th category is 6982.8 rubles. (2300 rub. H 3,036).

The tariff rates (salaries) of employees from the 2nd to the 18th category of the UTS for the remuneration of employees of federal state institutions are determined by multiplying the tariff rate (salary) of the 1st category by the corresponding inter-digit tariff coefficient.

The size of the tariff rate (salary) of the deputy head is set one or two categories lower than the tariff rate (salary) of the corresponding head.

In the period from September 1, 2007 to December 31, 2008 for employees of federal budget institutions and civilian personnel of military units whose wages are paid on the basis of the UTS, new wage systems will be introduced in accordance with Decree of the Government of the Russian Federation of September 22, 2007 No. 605 “On the introduction of new wage systems for employees of federal budgetary institutions and civilian personnel of military units whose labor is carried out on the basis of the Unified tariff scale for the remuneration of employees of federal state institutions.

During the period of preparation for the introduction of new wage systems in order to create motivation to improve the quality and productivity of labor, from September 1, 2007, all categories of employees of federal budgetary institutions and civilian personnel of military units were assigned incentive bonuses of 15% to the tariff rates (salaries) determined by in accordance with Decree of the Government of the Russian Federation of April 29, 2006 No. 256 (Order of the Ministry of Health and Social Development of Russia of October 19, 2007 No. 660 “On approval of the clarification on the increase from September 1, 2007 of the remuneration of employees of federal budgetary institutions in which new wage systems have not been introduced”) .

download Tariff scale selection (this is a combination of digits and its range). We determine the range of the discharge, what the type of discharge will be, what the tariff coefficients will be.
For workers, 6 or 8-digit wage scales are most often used.

At one time, they used the tariff scale (18-bit) for budget organizations recommended for other industries. She has her pluses, her minuses.

What is the difference between a 6-bit or 8-bit grid, 18-bit?
We are trying to introduce into the 18-bit grid all types of work in the enterprise, in the organization, including the work of a physical, mental nature, and of a manager.
In this case, trying to fit everything into one grid is not entirely correct.
Most often, where pay scales are used, the pay scales of workers (6-8 categories) are taken as the basis, for specialists and employees their own pay scale, their own grade classes are developed (they can be called classes, whatever; for example, a first-class engineer; this can be called a category; there is no difference, it is still an attempt to divide all employees according to a certain attribute, first of all, the attribute is the complexity of the work performed by the employee, and the complexity of the work lies in determining the wage scale.
Sectoral tariff scale, taking into account the specifics of the industry. It is most often developed by an industry tariff agreement. In this case, almost all enterprises in the industry use this grid.
Regional tariff scale: if we take the living wage as the rate of the 1st category, then we must take the living wage for the region.
Since the cost of living changes, the price level can also be different, in this case it turns out that the regional grid is a reflection of the specifics of the region. Not the fact that it is used, it can be used.
The factory, firm, tariff scale is what is reflected in the collective agreement of the enterprise, where it is first of all fixed. Why can a company have its own tariff scale? It may have its own specifics. Differentiation of complexity of works can be different. Multi-product enterprise. The specifics must be reflected.
Then there is the specifics of developing your own tariff scale.
For some reason, businesses like the grading system more.
Work billing. Before the tariff scale is introduced, the tariffing of work at this enterprise is carried out. That is, all types of work carried out at this enterprise, we must describe and evaluate the complexity of the work, take some work as a standard. For a single vector, and from it to make billing of works.
For billing works, one should use the analytical method for assessing the complexity of work, which is based on assessing the complexity of a certain set of factors using a points system, etc.
We align the works, analyze, rank from the least simple. First, work is charged, then only workers and employees.
We are building a table. Some work is taken as a unit vector.


i1	1	1	1	1	1	1
i2	1	2	…	…	…	…

Justification of the principle of increasing tariff coefficients is absolute and relative:

equal (uniform): 1, 1.05, 1, 1.1, 1.15, 1.2; 1.0, 1.05, 1.15, 1.45
progressive-regressive (associated with social protection); the tariff rate of the first category is so small that it is difficult to find an employee for the 1st and 2nd category. Examples: 1.0; 1.05; 1.1; 1.45; 1.9; 2.7. As the discharge increases, its growth rate increases. And vice versa: 1.0; 1.5; 1.9; 2.2.

The factory wage scale is developed primarily for workers, then for managers, specialists and employees.

The choice of forms of remuneration

The use of piecework and time-based forms of remuneration depends on the conditions of production, the quality of labor rationing, and the possibility of increasing the volume of production (sales, services).

Two forms of wages. The choice of the form itself depends on the conditions of production, the quality of labor rationing, and the possibility of increasing the volume of production. In modern conditions, the use of only one form of remuneration is limited.
Usually both forms of remuneration are used.
Grid:

1	2	3	4	5
100	120	130	140	150

Average tariff rate: 135 rubles.
Category average workers: P (workers) \u003d SUM (number of workers of a given category * category number) / SUM (number)
Category average work: P (work) \u003d SUM (labor intensity of work * category number) / SUM (total labor intensity)
Category of average works: P(works) = SmallestAnd LargestBetween Which is the TariffRate(m) + (TariffRate(medium) - TariffRate(small))/(TariffRate(large) - TariffRate(small))
The category of average work: P (work) \u003d Smaller AND Larger Between Which Is the Tariff Rate (b) + (Tariff Rate (large) - Tariff Rate (medium)) / (Tariff Rate (large) - Tariff Rate (small))
Rwork = 3 + (135-130)/(140-130)
You can also use the odds, because knowing the rates, we can use the odds.
TariffRateAverage = SUM(Tariff Rates * NumberOr Labor Intensity) / AMOUNT(NumberOr Labor Intensity)

K(s) = SUM(K*Number)/SUM(Number)
K (s) \u003d SUM (K * Labor intensity) / SUM (Labor intensity)
K(c) = K(m) + (K(b) - K(m))/(P(s) - P(m))
K(c) = K(b) + (K(b) - K(m))/(P(b) - P(s))

Tariff wage system

Labor rationing is the establishment of scientifically based labor costs and its results: norms of time, number, manageability of service, output, normalized tasks.
The tariff system is a combination of various regulatory materials, with the help of which the enterprise sets the level of wages of employees depending on their qualifications ...
The main elements of the tariff system are:

pay scales,
tariff rates,
tariff and qualification guides,
job salaries,
tariff directories of positions of employees,

Tariff rate - expressed in monetary terms, the absolute amount of wages per unit of working time.

On the basis of the tariff scale and the tariff rate of the first category, the tariff rates of each subsequent category are calculated. According to…

Daily and monthly rates are calculated:

[hourly rate] * [number of hours per work shift - daily] * [average monthly hours worked per month - monthly]

Tariff and qualification guides are regulatory documents with the help of which ...
Simple systems wages form the employee's earnings depending on one indicator of accounting for the results of labor: working time (time-based wage systems) or the amount of manufactured products (piecework wage systems).
A simple time-based system generates an employee's earnings according to his tariff rate and the actual hours worked. Accordingly, tariff rates are also applied: hourly, daily and monthly. When applying hourly and daily tariff rates, the amount of an employee's earnings is determined by the formula: W(n) = C(t) * T(f).
What happens? For example, the number of hours an employee owes: 180 hours, for example. Hourly tariff rate = 20 rubles. in hour. The employee worked 150, respectively, we are 150 * 20. Why do the salaries differ?
This month: 20 business days, next month: 22 business days. Let's deliver a report: 20 tr. A specialist worker worked 15 days in the first month, and 20 days in the second.
Employee's monthly salary:

Z(n) = (C(t) * T(f)) / T(rp)

We need: a time sheet, a tariff rate.
The size of the hourly wage rate of the employee (the employee has a monthly salary of 10 thousand rubles)

Annual working time fund for 2006 with a 40-hour working week (1980 hours).

Average monthly working hours of an employee: 1980: 12 months. = 165 hours

Hourly wage rate of an employee: 10 thousand rubles. : 165 hours = 60.606 rubles

During the month, the employee actually worked 180 hours:
The wage rate was:

60606 rub. * 180 hours = RUB 10,909.08

Time-bonus system:

Salary accrued for the hours actually worked (month, quarter), supplemented by a percentage allowance (monthly or quarterly bonus)

(Tariff rate established for the employee; Timesheet; Regulations on Remuneration (On bonuses))
Example 2: The terms of the collective agreement provide for the payment of a monthly bonus in the amount of 25% of the employee's salary, provided that the organization meets the monthly production plan. The salary of an employee is 10 thousand rubles. The employee worked in the billing month all the days according to the schedule.

Accrued to the employee:

RFP - 10 thousand rubles.

Prize - 10,000 rubles. * 25% = 2,500 rubles.

Monthly salary: 10,000 + 2,500 = 12,500 rubles.
In the billing months, the employee worked 15 working days out of 20.
Accrual:

Salary - 10,000 rubles. : 20 days * 15 days = 7500.

Premium 7500 * 25% = 1,875 rubles.

Monthly salary: 7500 + 1875 = 9375.

The employee was twice called to work on weekends. Overtime with time wages, their payment is prescribed in the collective agreement, although the Labor Code says that you need to calculate at an increased rate. Most often used: the first two hours at 1.5 rates; subsequent hours: double. The employee is charged:

ZP: 10000: 20 days * 15 days = 7500

Pay for work on weekends: 10000: 20 days * 2 days * 2 = 2000

Premium: (7500 + 2000) * 25% = 2375 rubles.

Total amount: 7500 + 2000 + 2375 = 11875.
Simple piecework wages are constructed in such a way that the worker's earnings depend on the piecework rate, which is the amount of payment for a unit of manufactured output (work performed), and on the amount of output produced (work performed).
The amount of earnings is determined by the formula: Z(sd) = R * q.
The piecework form of the RFP is characterized by a variety of ways to calculate piece rates and methods for establishing ...
In practice, the following systems of piecework wages can be applied:

Individual:
1. Simple piecework
2. piece-progressive
3. Piecework regressive
4. Piecework premium
5. Indirect piecework
Collective (brigade)
1. chord
2. Using Labor Participation Rate.

The individual direct piecework wage system is characterized by the fact that the worker's earnings are determined by the results of his personal labor.

Unified tariff scale

This is expressed in the number of products (parts) manufactured by the worker or the number of operations performed by him for a certain period. In this case, a direct, immediate connection is established between the costs and results of the worker's labor and his earnings.

R = Average Tariff / Rate of Production or R = Average Tariff Rate * Rate of Time
Change in the size of the price (DeltaR) in%% with a change in the production rate (y):

DeltaR = (100 * y) / (100 + y) OR DeltaR(1) = (100 * y(1)) / (100 - y(1))

The direct individual piecework system is very simple and understandable for the worker and excludes - with high quality rationing - equalization in payment.
Any system of remuneration must be clear.
It is expedient where, according to the conditions of production, it is possible and justified ...
Organization of individual piecework wages in conditions of multi-machine service: if a worker-pieceworker works according to time standards on several machines, but within the limits of the service rate established for him, then piecework rates are determined by the formula:

R \u003d (Average Tariff Rate / Number of Machines) * H (vr)

If a piece worker works according to production standards on machines with different productivity or different character work within the established norm of service, then piece rates are determined for each machine separately:

R (i) \u003d C (tr) / (n * H (vyr; i))

R (k) \u003d SUM from 1 to N (C (t; i) * (1 / (Brigade production rate))

R (kosv) \u003d C (t. Int.) / NormProduction (basic)

If the employee performs different types of work:

ZPprogressive = R(n(1)Ky(1) + ... + n(L)Ky(L))

3Progressive = R * (n(1) / K(1) + ... + n(L) / K(L))
Progressive and regressive scales can be used: if we use piece-rate with a progressive bonus scale. What is meant? Either in the collective agreement, or in the provision on bonuses: if the company has fulfilled the monthly plan, then the employees are charged a 25% bonus from the salary. If the brigade overfulfilled ... If the brigade fulfilled the plan, then for the implementation of the plan he receives 25%, for each percentage of overfulfillment of the plan - 5% of the salary. If the % of overfulfillment exceeds 10%¸ then an additional 3%.
qplan + plan overfulfillment by 15% (15% q)
ZP \u003d ZPOklad + 25% of ZPoklad + 5% * ZPOklad_for_10% + 3% for 5%.
Collective forms of remuneration:

The piece-rate form of remuneration assumes that payment is made for the entire scope of work at predetermined rates, taking into account the maximum period of work. When applying the piecework form of remuneration (with a piecework contract), the entire scope of work is determined, the deadline for their completion and the amount of wages are set. There is no transaction fee.

In order to increase the interest in completing the chord task on time or even ahead of schedule, an additional bonus can be established.
Piecework earnings, calculated on the basis of the assessment of the piecework task, are distributed on the conditions determined by the team:

in proportion to hours worked;
in accordance with the coefficient of labor participation;
in proportion to the qualifications of employees, depending on the complexity of the work performed;
in other ways provided for in the collective agreement, regulation on remuneration, etc., or in the contract for the performance of work concluded with the employee.

Finished on slide 25.
download

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Unified Transport System (UTS)- technologically and economically balanced set of modes of transport that perform out-of-town transportation. The UTS includes rail, sea, river, road, air and pipeline transport. Interact with ETS various types urban pass, and industrial transport. The development of modes of transport as constituent parts ETS allows the most complete use of the technical and economic features of each of them and thus provides the most effective solution transport problems of the country. In 1990, in the total freight turnover and out-of-town passenger traffic in Russia and the country as a whole, the largest share was accounted for by rail transport.
Zh.-d. almost all types of products manufactured in the countries of the former USSR are transported by transport, but the main part of its cargo turnover is bulk cargo: coal and coke, oil cargo, miner, construction, materials, ferrous metals, timber, ores. In the cargo turnover of maritime transport, goods of external cargoes predominate. trade. River transport transports preim. bulk cargo, primarily miner, builds, materials, timber (on ships and rafts), oil and oil products, coal. By road, transportation is carried out mainly in local traffic, as well as the delivery of goods and passengers to the main lines of communication and the delivery of goods to places of consumption. In the transportation work of air transport, St. 80% falls on the pass, transportation. Crude oil is pumped through oil pipelines, light oil products are pumped through oil products. These features of modes of transport determine cf. the range of transportation on them and their share in the UTS.
The total freight turnover of the UTS of Russia and the USSR in 1990 amounted to 5.9 to 8.3 trillion, respectively. t-km net, extra-urban passenger turnover - 9.7 and 1.19 trillion. pass.-km. The length of the means of communication that the transport system had in Russia and the USSR is given in Table. one.
Tab. 1. - Structure of the transport network in 1990

The unity of the transport system requires the coordinated development of all types of transport, the coordination of their operational activities, the mutual coordination of certain parameters of the rolling stock, the harmonization of tariffs and organizational measures. Until con. In 1991, this unity was based on public ownership of the means of production and was provided with appropriate planning targets and centralized leadership. In market relations, it is provided by transp. legislation providing for the creation of a single market for transp. services, and economic leverage.
A feature of the transport system in Russia is a large beat.

Tariff scale and categories to it

the weight in it of railway transport, which provides most of the most important interregional links, connects isolated sea and river basins, receives cargo from road and pipeline transport, and reserves other types of transport if necessary. Direct railway communication is carried out between almost all regions of Russia, with the exception of the regions of the Asian north and northeast. There are double-track lines on most inter-district directions.
Another significant feature of the UTS of Russia is major degree the concentration of traffic on highly equipped highways with a relatively low density of communications compared with other developed countries. Average load railway general use in 1990 amounted to 28.4 million t-km/km; on a significant part of the railway network, the average freight density was more than 50 million t-km / km. On a number of lines, the density of cargo traffic in one direction exceeded 100 million net tons per year with large volumes of traffic. The average traffic density of main oil pipelines and the load of the largest of them are comparable to the given indicators of the railway. Multi-line systems of main gas pipelines pump up to 200 billion m3 of gas per year.
A significant concentration of transportation makes it possible to use perfect and highly productive vehicles and to achieve great efficiency in transportation. Increasing the transportation capacity of the transport system, increasing speeds and reducing the cost of communications between different regions and points are factors contributing to the growth of business activity, increasing production efficiency, and improving the living conditions of the population. In this regard, it is necessary to systematically develop and improve the UTS, which must be balanced with the economic and social tasks, meet environmental, resource-saving and other requirements.
Much attention is paid to these issues in all industrialized countries with market economy. The transport policy of these countries is based, as a rule, on the rational delimitation of functions government controlled transport (through relevant legislation, taxes, subsidies, benefits, and other economic levers) and functions for the direct implementation of transportation, carried out completely independently in their economic activities by transport companies and enterprises.

Schedule" Automated information and analytical system "obverse:

1 … 6 7 8 9 10 11 12 13 … 22

Billing

To compile the tariffs for teachers, you need:

set the load of teachers in the section Loads On the page Classes , teachers or Items ;
enter additional information on teachers in the section Loads On the page Billing .
define the list of columns of the billing table in the dialog Table setup On the page Billing .

Billing management

Control Panel

Tariffing is managed using the buttons located on the control panel:

Rice. Billing control panel

Dialog Billing

Tariffication includes additional information about teachers not used in scheduling. The dialog is used to enter this data. Billing . The dialogue consists of two pages, Certification and Surcharges .

To build a tariff table, it is not necessary to fill in all the fields on the dialog pages. The following will show you how to select the desired table columns.

Consider a page Certification .

Rice. DialogBilling, pageCertification

Page Certification consists mainly of three groups of elements − Qualification , Pedagogical work experience and Education and Position .

Note. The date formats in the dialog match the format set in the Control Panel operating system computer. You can change the format in Start/Settings/Control Panel/Date and Time. Date format in examples: year-month-day.

If the length of service is calculated incorrectly, check the system date on your computer.

Education and Position .
- Education . Options: higher, incomplete higher, secondary special.
- Education document . Information about the diploma in free form.
- Job title . Options: teacher, head teacher, director, trainee.

Let's move on to the second page of the dialogue - the page Surcharges .

Rice. DialogBilling, pageSurcharges

other information .
Extracurricular work (% of the rate) . Extracurricular work allowance as a percentage of the rate.
Circle work (hour) .
Homeschooling (hour) .
cool guide . The drop-down list with class names only appears when the checkbox is selected.
Cabinet management . The drop-down list with cabinet names only appears if the checkbox is checked.
Coordinates .
- Telephone .
- Email . E-mail address.

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 is 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 established based on the results of certification and billing 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 the same tariff range for them - 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 qualified 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 at the expense of savings in 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 ETS categories to employees is the responsibility of the administration.

The joint resolution 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 a lot of workers, a large number of different personnel and wages often change due to inflation - then, by changing the basic rate of the first category, it is easy to calculate all other rates and salaries, and for workers there is complete clarity in wages , since they know their rank in advance.