What is a tariff category, tariff coefficient? What is the tariff schedule.

The tariff grid is table with the ratio of categories and wage rates. This system is used in commercial, state and budget organizations. With its help, differentiate rates and salaries using tariff coefficients.

Definition, meaning, varieties

The tariff schedule is based on a comparison of the complexity of the work goals of different categories and groups of employees, their responsibilities, education and other circumstances. Together, these circumstances fully provide the property of evaluating the activities of personnel and determine the reality of using the common positions of differentiating payment for their activities.

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

Uniform, with the same interclade difference between the coefficients.
Incremental or progressiveat which the inter-bit difference increases uniformly.
Fading or regressivewhen the difference decreases.
Fading, in which the difference first increases, and then decreases.

Tariff coefficient consists of motivational and reproducing elements. He indicates how many times the main salary for a particular qualification is higher than the first category salary.

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

Because of this she negatively acts to stimulate activity and poorly provides employees with normal relations within the team. That's why so it is important to be able to competently and correctly draw up tariff nets for the formation of labor payment.

The normal tariff schedule should consist of a sufficient number of qualification groups with a range not less than 1 to 10. Acceptable ranges are considered 1:15 and above with the number of digits approaching 20.

Classification of simple workers and management workers

In institutions with a tariff schedule for employees, salaries. For their differentiation, there are the following qualifications of workers, which are described in more detail in a single tariff-qualification reference book (ETKS):

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

The tariff-qualification guide covers the characteristics of the main varieties of activity, their complexity and compliance with tariff categories, as well as standards and examples of certain works.

The directory contains sections describing the scope of specific work. The characteristic of the varieties of activity is divided into a working characteristic and a section entitled "must know."

Administrative link consists of:

heads of institutions;
heads of departments and services;
deputies of the above;
specialists performing economic and engineering work;
specialists of reforestation, fish breeding, livestock, agricultural sectors;
specialists in art and culture, science, public education, medical services;
specialists in international relations;
lawyers;
technical contractors performing control and accounting;
technical executives for the preparation and execution of documents;
technical executives for household services.

But there is also a newer version of the classification of senior employees, which divides them into managers, masters, bosses, chief specialists and, in fact, the head of the organization.

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

Each post contains such qualification characteristics, as:

service obligationswhere the main operating functions are listed;
must know - The requirements for special knowledge, norms and standards are disclosed here;
qualification requirements, which includes the requirements for seniority and training.

More comprehensive information on managerial positions can be found in unified qualification reference book (CEN).

Algorithm for assigning a new category

The order of increasing rank in organizations following:

The employee after the permission of the management draws up a statement and substantiates his decision. Then on this document is affixed a visa by the council of the production team.
Next, a commission is assembled of highly skilled workers, craftsmen, specialists, administrative and trade union representatives of the enterprise.
The knowledge control of an employee who wants to get an increase is carried out, which is based on a tariff and qualification guide.
According to the results of the check, the discharge is increased and this is confirmed by order and protocol. Also, an appropriate entry is necessarily entered in the employee’s work book.

How to calculate

The labor rate of workers is carried out according to the already prepared tariff schedule. So, take the salary of the first discharge, which should be equal to or greater than the minimum wage, and multiply it by the coefficient of the required discharge.

It should also take into account regional coefficients, which vary depending on the position of the enterprise on a geographical map. So, in European Russia this regional 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 tariff system of payroll motivation motivates employees to constantly improve their skills, takes into account the responsibility and complexity of their activities, supplies any company with personnel and encourages them to professional growth.

But there is a tariff system and minuses, which include a weak assessment of the quality of activities and a focus on decent working conditions. In practice, these shortcomings are eliminated by the fact that they develop and implement surcharges and allowances.

Use in organizations in 2018

According to the norms of the Labor Code of the Russian Federation, the head of the enterprise paints the tariff schedule for payroll to his subordinates. All positions in the organization have their ranks, starting with the least qualified, the first. For the following digits, tariff coefficients are established in order to finally form the tariff grid itself.

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

Current factors for employee ranks for 2018:

Features for budget organizations, the Ministry of Internal Affairs, IP, etc.

Budgetary institutions apply salaries to their employees single tariff grid (ETS). This bitwise scale consists of 18 qualifications. Eight of them relate to the rating of ordinary workers, the next four to the pricing of highly skilled. The composition of managers, specialists and employees is charged from 2 to 18 category.

The head and salary in the public sector is now set by the head of the organization, given the complexity of the work performed and the qualification level of the employee. And the salaries of ordinary workers are interconnected with the earnings of management. At the same time, the wage fund is distributed correctly among all employees.

Public sector wages should consist of salary, seniority, rank or classification allowances, bonuses and compensations. The tariff schedule is fixed by the collective agreement, the provision on salaries 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 compiles a table of tariffication of his employees himself. He does not have to strictly comply with the established norms of the state and can assign as many categories as he needs. At the same time, the specifics of the company are really evaluated and justified requirements for the activities of employees are advanced.

Developing the current tariff system, the head of the company will have to not only draw up a tariff schedule, but also fix the tariff rules. It is important that the salaries of workers are not lower 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 to his employees at will. Employees engaged in such activities need to charge the same ratio.

Tariff grid is being developed in the following way:

first, all positions and specialties are determined by company departments;
then the functions are divided into bits;
establish qualification factors;
fix the resulting system with a local regulatory act.

Earnings of the company are justified by indicating in the staff list of allowances and salary sizes.

To pay employees Ministry of Internal Affairs the uniform tariff schedule approved by state bodies is also applied, but each rank is still paid extra for its compensation and allowances in a certain percentage ratio. In addition, municipalities intend to annually raise salaries to the categories of such employees by a specific amount of interest. At the moment it is 4%.

With the tariff grid, the evaluation criteria of the work become transparent, and the salary increases as both the position and the qualification increase. If the administrator correctly creates favorable conditions at his enterprise, then he will constantly achieve all the goals and plans.

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

Different organizations may set different tariff networks, differing, for example, in the number of categories. In commercial organizations there are no obligatory tariff networks introduced at the legislative level. They can develop their own tariff schedule. The private employer has the right to independently determine the number of categories in the company's tariff grid, the size of tariffs and coefficients. When developing tariff networks, the following should be taken into account: no one should be paid below the current minimum wage (minimum wage), and the maximum wage is not limited. INFORMATION From July 1, 2016, the minimum wage in the Russian Federation is set at 7500 rubles. (Article 1 of the Federal Law dated 02.06.2016 No. 164-ФЗ “On Amending Article 1 of the Federal Law“ On the Minimum Wage ””).

Nuances and rules for using the tariff grid by category

She shares this:

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

The elements of this system include tariff indicators:

Mesh;
Discharges;
Odds
Betting

Tariff grid - a scale that connects digits with coefficients. For example, for state employees tariffs for 18 categories are applied.

The size of the tariff and earnings is affected by the qualification and complexity of labor. The base of the calculation is the rate of I category. She sets the salary for the reporting time.

ETKS - a single tariff qualification and CEN - a single directory of administration posts created for tariffication and bit division of staff.

Tariff grid by digits for 2018

home
Accounting for settlements with staff

Important

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

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

Calculation of salary according to the current category and category

ETS - a single tariff schedule. She acted on the basis of Decree No. 785 of 10/14/1992. Salary categories 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: Labor categories 10 11 12 13 14 15 16 17 18 Tariff coefficients 3.27 3.68 4.18 4.73 5.32 6.00 6.68 7.41 8.23 \u200b\u200bEach employee, according to the UTS, has its own pay ratio.

The size of the salary (tariff) of I category should be equal to or exceed the minimum wage (see → table minimum wage for years). The maximum size of this indicator is unlimited and depends solely on the finances of the employer. The rates of the personnel of the highest ranks are equal to the product of the level I bet by the skill coefficient. Now the labor is paid in a new way (SSOT), this is enshrined in Decree No. 583 of 08/05/2008. The principle of payment to state employees is based on data from ETKS and TSA, state guarantees, lists of surcharges and incentives.

Tariff wage rate. minimum tariff rate

Tariff rate - the amount of the employee’s remuneration for fulfilling the labor standard of a certain complexity (qualification) per unit of time (hour, day, month) is fixed, excluding compensation, incentive and social benefits. The tariff rate of the first category determines the minimum wage of unskilled labor per unit of time.

Attention

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

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

What is the tariff rate?

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

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

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

Tariff system of remuneration in the commercial and budgetary sphere

Daily tariff rates are applied when the work has a daily status, while the number of working hours in 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 valid with constant observance of the regulation of working hours: a stable schedule, a solid weekend. In such circumstances, the employee "closes" the month, regardless of how many hours he worked on the fact: having worked the monthly rate, he earns his rate. Tariff rate functions The application for calculating monetary remuneration for the performance of labor functions — the tariff payment system — has several advantages over other forms of payment.

What is the tariff schedule?

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

Such a system is most convenient when taking into account the interchangeable nature of work. If the company until recently used a different system of remuneration, the manager is obliged to inform all employees about the changes a month before the introduction of the new regime. When calculating wages on an hourly basis, you must adhere to the rule of a forty-hour work week. In the case 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 be the reason for the trial.

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

Then the initial formula for the 2nd category will be: X / 1 × 100 - 100 \u003d 12 X / 1 × 100 \u003d 12 + 100 \u003d 112 X / 1 \u003d 112/100 \u003d 1.12 X \u003d 1.12 × 1 \u003d 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 \u003d 12 X / 1.12 × 100 \u003d 112 X / 1.12 \u003d 1.12 X \u003d 1.12 × 1.12 \u003d 1.25.

Similarly, we determine the tariff coefficients for digits 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 digits (4–6). Table 3.

Mrot tariff grid

Thus, the hourly rate of such a worker will be 25,000 / 150 \u003d 166.6 rubles. 2 way. If you need to calculate the average hourly rate in the current year, you first need to determine the average hourly monthly rate. To do this, we divide the corresponding annual indicator of the production calendar by 12 (the number of months). After that, we reduce by the obtained number of times the average monthly wage rate of the worker, set by the tariff grid.

For example, the annual rate is 1900 hours. Take the same monthly rate as for the previous example - 25,000 rubles. Let's 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 very similar in many respects, since both of them reflect the monetary expression of labor compensation.

New edition of Art. 143 of the Labor Code of the Russian Federation

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

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

Tariff grid - a set of tariff categories of work (professions, positions), determined depending on the complexity of the work and qualification requirements of employees using tariff coefficients.

Tariff category - a value reflecting the complexity of labor and the level of qualification of the employee.

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

Tariffing of works - assigning types of labor to tariff categories or qualification categories depending on the complexity of labor.

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

Tariffing of works and assignment of tariff categories to employees are carried out taking into account the unified tariff qualification reference book of jobs and occupations of workers, the unified qualification reference book for the positions of managers, specialists and employees, or taking into account professional standards. The indicated directories and the procedure for their application are approved in the manner established by the Government of the Russian Federation.

Tariff systems for remuneration 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 are established taking into account the unified tariff and qualification reference book of jobs and professions of workers, the unified qualification reference book of positions of managers, specialists and employees or professional standards, as well as taking into account state guarantees for remuneration.

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

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

According to article 143 of the Labor Code of the Russian Federation, the wage tariff system includes:

Tariff rates

Salaries (official salaries);

Tariff grid;

Tariff Coefficients.

The main element of the wage tariff system are tariff rates. Tariff rate - a fixed amount of employee wages for fulfilling labor standards of a certain complexity (qualification) per unit of time, excluding compensation, incentive and social benefits.

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

At the same time, the tariff category is a value reflecting the complexity of the work and the level of qualification of the employee, and the qualification category is the value reflecting the level of professional training of the employee.

The tariff coefficient sets the ratio of the tariff rate of a given 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 higher than the tariff rate of the first category. Using the tariff rate of the first category and the corresponding tariff coefficients, the sizes of 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 of, say, the tenth category (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 schedule 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 remuneration. The type, system of remuneration, the size of tariff rates, salaries, bonuses, other incentive payments of the organization is determined independently in collective agreements and local acts. Different organizations can set different tariff grids, differing in the number of categories and the degree of growth of tariff coefficients. At the same time, wages in the public sector are established in a centralized manner - on the basis of the so-called Unified Tariff Scale (UTS).

The tariff system for remuneration of employees of the public sector is based on the Unified tariff grid, approved by Decree of the Government of the Russian Federation of October 14, 1992 N 785 "On the differentiation in the levels of remuneration of employees of the public sector on the basis of the Unified tariff grid". The Unified Tariff Scale (ETS) is a unified scale for tariffication of wages for workers and employees. It covers all groups of employees of institutions, organizations and enterprises financed by the budget (with the exception of representative and executive bodies). It contains 18 categories. Earlier, the ratio of tariff categories of this tariff network was established 1: 10.07, i.e. remuneration for the highest XVIII category exceeded the remuneration for the first (lowest) level by 10.07 times. However, from December 1, 2001, the ratio between the tariff rates (salaries) of the first and eighteenth categories of the Unified Tariff Scheme for the remuneration of employees of public sector organizations was set at 1 to 4.5.

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 tariff rates of the UTS.

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 increasing tariff category (from 1 to 4.5). At present, 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 ratios of the Unified tariff grid for remuneration of employees of federal state institutions "

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

Billing of various works, professions, specialties, depending on their complexity, is carried out on the basis of tariff-qualification guides. The tariff-qualification reference book establishes the requirements that an employee must comply with, i.e. what knowledge, skills and abilities he must have to perform this or that work, depending on its complexity. Currently, the Unified Tariff and Qualification Handbook of Workers 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.

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

The qualification directory of 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 "Job Responsibilities" lists the labor functions that a person holding this position should perform. The “Must Know” section includes the requirements for the knowledge that an employee needs to fulfill his job responsibilities. The section "Qualification Requirements" provides for the minimum level of general and special training necessary for the performance of this work (level and profile of education, work experience).

Billing of workers is carried out in eight categories (from I to VIII). However, according to the above-mentioned Decree of the Government of the Russian Federation "On the differentiation in wage levels of public sector employees on the basis of the Unified Tariff Scale" of October 14, 1992 N 785, the heads of institutions, organizations and enterprises that are on budget financing are granted the right to establish monthly rates and salaries some workers in advanced qualifications. So, for highly skilled workers engaged 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 set on the basis of the IX and X categories of the UTS, and for particularly 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 of the Russian Federation), based on the XI and XII categories of the Unified Tariff Schedule.

With the growth of qualifications (level) of an employee, his tariff rate also increases. The assignment of categories to employees of the public sector is carried out according to the results of certification. Certification of public sector employees is carried out in accordance with the Basic Provisions on the certification of employees of institutions, organizations and enterprises financed by the budget, approved by the Decree of the Ministry of Labor of Russia and the Ministry of Justice of Russia of October 23, 1992 NN 27, 8/196. In accordance with these Basic Provisions, for each employee subject to certification, not later than two weeks before the start of its conduct, his immediate supervisor prepares a presentation containing a comprehensive assessment of: compliance of the employee's professional training with the qualification requirements for the position and level of remuneration of his work; his professional competence; attitude to work and job performance; indicators; performance indicators for the past period. The certified employee must be familiar with the submitted materials in advance, at least two weeks before the certification. The certification commission includes a chairman (usually the deputy head of an institution, organization, enterprise), a secretary and members of the commission. The certification commission includes heads of departments, highly qualified specialists, representatives of trade union organizations. The attestation commission reviews the submission, hears the attestant and the head of the unit in which he works. The heads of institutions, organizations, enterprises undergo certification in commissions organized by higher authorities on subordination. Evaluation of the employee's activities and recommendations of the commission are adopted by open vote by a majority of votes. The head of the organization, taking into account the recommendations of the certification committee, within one month takes a decision on the establishment of the appropriate wage categories for employees. The certification results after their approval by the head are entered in the employee’s work book indicating the category of payment by ETC.

Tariff systems for remuneration 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 are established taking into account the unified tariff and qualification reference book of jobs and occupations of workers, the unified qualification reference book of positions of managers, specialists and employees, as well as taking into account state guarantees for remuneration.

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

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

The wage tariff system is a set of rules enshrined in regulatory legal acts, collective agreements and agreements, designed to reflect in the wage the content, complexity and working conditions, qualifications of the employee, the characteristics of production and its natural and climatic environment. It allows the differentiation of wages depending on its quantity and quality, employee qualifications and the complexity of the work performed, i.e. to 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), the tariff grid, tariff coefficients. For practical application of the tariff system, tariff-qualification guides are also required.

The tariff rate is a fixed amount of employee wages for fulfilling labor standards (labor duties) of a certain complexity (qualification) per unit of time. Depending on the chosen unit of time, hourly, daily and monthly tariff rates are distinguished. 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 labor. The monthly tariff rate of the first category cannot be lower than the minimum wage established by the state.

Salary is a fixed monthly wage that is set for managers, specialists and employees, as well as those workers whose work is not amenable to standardization. The size of the monthly salary may not be less than the established minimum wage.

To determine the size of the tariff rate of the second and subsequent digits, the tariff grid is used. It establishes a correlation in wages depending on the complexity of work and the qualifications of workers. The parameters of the tariff grid are: the number of tariff categories, tariff coefficients, the range of the tariff grid. The first category corresponds to the simplest jobs, the last to the most difficult.

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

3. Tariffing of works is the assignment of labor types to tariff categories or qualification categories depending on the complexity of labor.

The assignment of tariff categories to employees is carried out in order to assess the qualifications of the employee and the complexity of the work they perform, and qualification categories to assess the level of professional training of the employee.

Tariffing of works and assignment of tariff categories to employees is carried out on the basis of tariff qualification directories. Tariff-qualification directories include tariff-qualification reference books of work and occupations of workers and a single qualification reference manual for 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 and qualification reference book of jobs and occupations of workers, a unified qualification reference book for positions of managers, specialists and employees" , and the procedure for the use of directories - 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-qualification reference book of work and professions of workers consists of tariff-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 the positions of managers, specialists and employees consists of the qualification characteristics of the positions of managers, specialists and employees, containing job responsibilities and requirements for the level of knowledge and qualifications of managers, specialists and employees.

Until recently, tariff-qualification guides approved in accordance with the established procedure were mandatory. They are currently advisory.

The Unified Tariff and Qualification Reference Book of Jobs and Professions of Workers, which is currently in use, was approved by Resolution of the USSR State Committee for Labor and the All-Union Central Council of Trade Unions in 1983. 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 Resolution 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 the positions of workers employed in enterprises, institutions and organizations (positions of managers, specialists and other employees), and qualification characteristics of workers employed in research institutions, design, technological, design and survey their organizations (positions of managerial, scientific and engineering workers, common for research institutions, design, technological, design and survey organizations; positions of managerial and engineering workers of design, technological, design and survey organizations; posts of editorial and publishing units). Each qualification characteristic contains three sections: "official duties", "must know", "qualification requirements".

4. The basic principle of tariff regulation of remuneration of labor is that the development of all conditions of remuneration of labor, including determination of the size 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 system of remuneration is introduced in organizations (with the exception of 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 labor remuneration must be observed (see Article 130 of the Labor Code of the Russian Federation and commentary on it).

5. In connection with the adoption of the Federal Law of April 20, 2007 N 54-ФЗ "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) , salary rates, as well as compensation payments (surcharges and allowances of a compensatory nature, including for work in conditions deviating from normal, work in special climatic conditions and in territories exposed to radioactive contamination, and other payments t of compensatory nature) 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 grid (hereinafter referred to as the UTS) in various versions has been operating in Russia since 1992. And before, in Soviet times, the level of salary depended largely on similar principles. The tariff grid divides all public sector employees into 18 categories. Such a system was convenient during times of high inflation in the country, as it allowed to quickly index salaries to all state employees. But there are also negative aspects of the UTS - this is a very rigid structure, if there is already an increase, then at the same time for everyone, regardless of the situation in each individual industry. Consequently, each indexation required serious budgetary expenditures. But most importantly, ETS did not take into account the specifics of professions, equating the work of a school teacher with the work of a doctor at a district clinic or a circus artist. It is difficult to undertake an assessment of the complexity and usefulness of a particular profession, but an individual approach to the remuneration of budget workers should be adhered to. There is an opinion about the moral obsolescence of the UTS, about the need to rate public sector wages based on the objective realities of today.
Formally, since 2005, the constituent entities of the Russian Federation have been invited to develop their own systems. However, it was not possible to get rid of the single grid at that time: in fact, most regions, without bothering with the development of differentiated payment schemes, continued to focus on the UTS and the salaries of state-financed regionalists. The unified tariff grid, operating in a uniform manner throughout the country, did not take into account the features associated with the functioning of a particular industry.
_________________________
Egorsheva N., Russian newspaper. October 4, 2007.
According to Appendix N 1 to the Decree of the Government of the Russian Federation of October 14, 1992 N 785 (expired - Decree of the Government of the Russian Federation of February 27, 1995 N 189), the tariff rate (salary) of the first category is established by the Government of the Russian Federation. Rates (salaries) of employees of the remaining categories of the Unified Tariff Schedule are established by multiplying the tariff rate (salary) of the first category by the corresponding tariff coefficient.
The professions of workers are charged in accordance with the Unified Tariff and Qualification Handbook of jobs and professions of workers from the 1st to the 8th category of the Unified Tariff Schedule. Highly skilled workers employed in important and important jobs and especially important and especially important jobs can be set tariff rates and salaries based on 9 to 12 categories of the Unified tariff grid according to the lists approved by the ministries and departments of the Russian Federation and the Ministry of Labor of the Russian Federation.
The salaries of deputies are set at 10 - 20 percent below the salary of the respective leader.

Unified tariff schedule:

Salary categories	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 employee positions
(Appendix 2 to the Decree of the Government of the Russian Federation
October 14, 1992 785):

	Discharge range
I. Technical executors
Duty Pass Office	2
Copyist	2
Outfit	2
Timekeeper	2
	2
Forwarder	2
	3
Clerk	3
Secretary	3
Typist secretary	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
Translator	6-11
Fingerprint translator	6-11
Psychologist	6-11
Editor	6-11
Sociologist	6-11
Commodity expert	6-11
Physiologist	6-11
Artist	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
Artist	6-13
Electronic	6-13
Accountant Auditor	6-13
III. Executives
Heads:
left-luggage office	3
	3-4
badge	3-4
copying and duplication bureau	3-4
photo lab	3-4
household	3-4
expedition	3-4
the office	4-5
typewriting bureau	4-5
	4-6
Site master (including senior)	6-11
	7-8
Head of the site (shift)	7-12
Work producer (foreman), including	8-11
Head of Business Department	7-8
Head of the site (shift)	7-12
Work producer (foreman), including senior	8-11
Department head	11-14
Foreman	11-14
Chief Specialist	13-17
Head of an institution, organization, enterprise	10-18

The wage categories of the single tariff scale
in the main positions of employees in the public sector
(Appendix 3 to the Decree of the Government of the Russian Federation
October 14, 1992 785):

Categories and positions of employees	Discharge range
SCIENCE AND SCIENTIFIC SERVICES
Researcher	8-17
Executives
Main experts: in departments, divisions, laboratories, workshops	12-14
Chief engineer (designer, technologist, architect) of a project of a scientific organization	13-15
Head of the main structural unit, academic secretary	13-16
Branch Director (Head, Head)	13-16
Head of institution (organization)	16-18
EDUCATION
Teaching staff of public education institutions
Teachers of all specialties, teacher, teacher, accompanist	7-14
Methodist, Master of Industrial Training	8-13
Higher education institutions
Faculty	8-17
Executives
Public education institutions
Head of structural unit	8-12
Directors (supervisors): out-of-school institutions, kindergartens, schools, boarding schools, orphanages, lyceums, gymnasiums, vocational and secondary specialized educational institutions, colleges, production 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 remuneration of employees of federal state institutions.

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

Tariff grid for digits 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 below the tariff rate (salary) of the corresponding head.

In the period from September 1, 2007 to December 31, 2008 for employees of federal budgetary institutions and civilian personnel of military units, whose remuneration is based on the UTS, new remuneration 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 systems of remuneration for employees of federal budgetary institutions and civilian personnel of military units, the remuneration of which is carried out on the basis of the Unified tariff grid for remuneration of employees of federal states institutions. ”

In 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 allowances in the amount of 15% to tariff rates (salaries) determined in accordance with the 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 in the remuneration of employees from September 1, 2007 s federal budget institutions, the new wage system "is not put into that).

download Choice of a tariff grid (this is a set of bits and its range). We determine the range of the discharge, what type of discharge will be, what tariff coefficients will be.
For workers, they most often use a 6 or 8-digit tariff grid.

At one time, they used the tariff grid (18-bit) for budget organizations, recommended for other industries. She has her own pros, her cons.

What is the difference between a 6 or 8-bit grid, 18-bit?
We are trying to enter into the 18-bit grid all types of work for the enterprise, for the organization, including work of a physical, mental nature, and a manager.
In this case, an attempt to fit everything into one grid is not entirely correct.
Most often, where tariff grids are used, the tariff grids of workers (6-8 grades) are taken as a basis, specialists and employees develop their own tariff grid, their classes of grades (they can be called classes, as you like; for example, a first-class engineer; this can the category is called; there is no difference, it is still an attempt to divide all the workers according to a certain attribute, first of all, the sign is the complexity of the work performed by the employee, and the complexity of the work lies in the definition of the tariff scale.
Industry-specific tariff schedule, 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 particular grid.
Regional tariff grid: if we take the cost of living as the 1st category rate, we must take the cost of living for the region.
Once the living wage changes, then the price level can also be different, then 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.
Factory, company, tariff scale - that is reflected in the collective agreement of the enterprise, where it is primarily fixed. Why can an enterprise have its own tariff schedule? It may have its own specifics. Differentiation of work complexity can be different. Multinomenclature enterprise. Specificity should be reflected.
Then there arises the specifics of developing its own tariff schedule.
For some reason, enterprises like the grading system more.
Billing work. Before the tariff schedule is introduced, work is charged for at this enterprise. That is, all types of work carried out at this enterprise, we must paint, evaluate the complexity of the work, some work to take as a standard. For a single vector, and from it to charge for work.
To rate the work, you should use the analytical method for assessing the complexity of work, which is based on assessing the complexity of a specific set of factors using a point system, etc.
We align works, analyze, and rank from the least simple. At first, they rate the work, then only the 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	…	…	…	…

The justification of the principle of increasing tariff coefficients is absolutely and relatively:

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.

Factory tariff schedule is developed primarily for workers, then - 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 standards, and the possibilities for increasing the volume of production (sales, services).

Two forms of remuneration. The choice of the form itself depends on the conditions of production, the quality of labor standards, and the possibility of growth in production. In modern conditions, the use of only one form of remuneration is limited.
Usually both forms of remuneration are applied.
Grid:

1	2	3	4	5
100	120	130	140	150

Average tariff rate: 135 rubles.
Average category of workers: P (workers) \u003d SUMMA (number of workers in this category * number of category) / SUMMA (number)
Rank average work: P (work) \u003d SUMMA (labor input * discharge number) / SUMMA (total labor input)
Rank average work: P (work) \u003d Smaller and Bigger Between Whom the Tariff rate (m) + (Tariff rate (medium) - Rate rate (small)) / (Rate rate (large) - Rate rate (small))
Rank average work: P (work) \u003d Smaller and Larger Between Which the Tariff Rates (b) + (Tariff Rates (large) - Tariff Rates (medium)) / (Tariff Rates (large) - Tariff Rates (large) - Tariff Rates (small))
Rrabot \u003d 3 + (135-130) / (140-130)
Odds can also be used, since knowing the rates, we can use odds.
Tariff Rates Average \u003d SUMMA (Tariff rates * Number or Labor) / SUM (Number or Labor)

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

Tariff system of remuneration

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

tariff nets,
tariff rates
tariff qualification directories
salaries
tariff reference books for employees,

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

Based on the tariff grid 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 shift - daily] * [average monthly number of hours worked per month - monthly]

Tariff and qualification guides are regulatory documents with which ...
Simple wage systems form the employee’s earnings depending on one indicator of accounting for labor results: working time (time-based wage systems) or the number of manufactured products (piece-rate wage systems).
A simple time-based system generates an employee’s earnings according to his tariff rate and actually worked time. Accordingly, tariff rates are also applied: hourly, daily and monthly. When applying hourly and daily tariff rates, the employee’s earnings are determined by the formula: З (п) \u003d С (т) * Т (ф).
What is it? For example, the number of hours that an employee owes: 180 hours, for example. Hourly tariff rate \u003d 20 rubles. in hour. The employee worked 150, so we are 150 * 20. Why are the salaries different?
This month: 20 business days, another month: 22 business days. Put the report: 20 t. The specialist worker worked 15 days in the first month, and 20 in the second.
Monthly employee tariff rate:

S (n) \u003d (C (m) * T (f)) / T (pn)

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

The annual fund of working hours for 2006 at a 40-hour working week (1980 hours).

The average monthly number of employee hours: 1980: 12 months. \u003d 165 hours

Hourly wage rate of an employee: 10 thousand rubles. : 165 hours \u003d 60.606 rubles.

Within a month, the employee actually worked 180 hours:
Compensation for the tariff amounted to:

60 606 rub. * 180 hours \u003d 10 909.08 rubles.

Time-bonus system:

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

(Tariff rate established for the employee; Time sheet for the use of working time; Regulation on Remuneration (On bonus))
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 fulfills the monthly production plan. The salary of the employee is 10 thousand rubles. The employee worked in the billing month all the days on schedule.

Accrued to the employee:

RFP - 10 thousand rubles.

Bonus - 10,000 rubles. * 25% \u003d 2 500 rub.

The amount of wages per month: 10,000 + 2,500 \u003d 12,500 rubles.
In the billing months, the employee worked 15 working days out of 20.
Charge:

Salary - 10,000 rubles. : 20 days * 15 days \u003d 7500.

Premium 7500 * 25% \u003d 1 875 rub.

The amount of wages for a month: 7500 + 1875 \u003d 9375.

The employee was hired twice during the weekend. Overtime work with time wage, their payment is prescribed in the collective agreement, although the TC says that you need to pay at an increased rate. Most often used: the first two hours at 1.5 rates; subsequent hours: in double size. The employee is charged:

ZP: 10000: 20 days * 15 days \u003d 7500

Weekend pay: 10,000: 20 days * 2 days * 2 \u003d 2000

Bonus: (7500 + 2000) * 25% \u003d 2375 rub.

Total amount: 7500 + 2000 + 2375 \u003d 11875.
A simple piece-rate wage is structured in such a way that the worker’s wage depends on the piece-rate, which is the amount of payment per unit of manufactured products (work performed), and on the quantity of products produced (work performed).
The amount of earnings is determined by the formula: Z (sd) \u003d R * q.
The piecework form of the RF is characterized by a variety of methods for calculating piecework rates and methods of establishing ...
In practice, the following piecework pay systems can be applied:

Individual:
1. Simple piecework
2. Piecewise progressive
3. Piecework regressive
4. Piece-premium
5. Indirect piecework
Collective (team)
1. Chord
2. Using the coefficient of labor participation.

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, direct relationship is established between the costs and results of the worker’s labor and his earnings.

R \u003d Average Tariff Rate / Rate of Production or R \u003d Average Tariff Rate * Rate of Time
Change in the rate size (DeltaR) in %% when changing the production rate (y):

Delta R \u003d (100 * y) / (100 + y) OR Delta R (1) \u003d (100 * y (1)) / (100 - y (1))

The direct individual piecework system is very simple and understandable for the worker and excludes - with a high standard of quality - equalization in payment.
Any pay system should be clear.
It is advisable where, under the conditions of production, it is possible and justifiable ...
The organization of individual piece-rate wages in the conditions of multi-machine service: if a work-maker works according to the norms of time on several machines, but within the limits of the service norms established for him, then the piece-rates are determined by the formula:

R \u003d (Average Tariff Rates / Number of Machine Tools) * N (bp)

If the work-maker works according to the production standards on machines with different productivity or a different nature of work within the established service standards, then piece rates are determined for each machine individually:

R (i) \u003d C (mp) / (n * H (exp; i))

R (k) \u003d SUMMAot1doN (C (t; i) * (1 / (Team production rate))

R (indirect) \u003d C (t. Ext.) / Norm Production (main)

If an employee performs different types of work:

Progressive \u003d R (n (1) Ky (1) + ... + n (L) Ky (L))

Progressive \u003d R * (n (1) / K (1) + ... + n (L) / K (L))
Progressive and regressive scales can be used: if we use piece-bonus 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 on salaries. If the brigade has exceeded ... If the brigade has fulfilled the plan, then it receives 25% for the implementation of the plan, for each percentage of the plan overfulfillment - 5% of the salary. If the% overfulfillment passes over 10% ¸ then an additional 3%.
qplan + plan overfulfillment by 15% (15% q)
RFP \u003d RFPay + 25% of RFP + 5% * RFP_for_10% + 3% for 5%.
Collective forms of remuneration:

The chord form of remuneration suggests that payment is made for the entire amount of work at predetermined rates, taking into account the maximum term of work. When applying the chord form of remuneration (with chord contracting), the entire volume of work is determined, the deadline for their completion and the amount of wages are established. A transaction fee is not provided.

To strengthen interest in completing the chord assignment, a bonus may be additionally established on time or even ahead of schedule.
Chord earnings calculated on the basis of the assessment of the chord assignment is distributed on the terms determined by the team:

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

Finished on slide 25.
download

See also:

For workers, most often use a 6 or 8-digit tariff grid

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Unified Transport System (ETS)- Technologically and economically balanced set of modes of transport that perform extra-urban transportation. The ETS includes rail, sea, river, road, air and pipeline transport. Various types of city pass and industrial transport interact with ETS. The development of modes of transport as components of the UTS allows the fullest possible use of the technical and economic features of each of them and thereby provides the most effective solution to the country's transport problems. In 1990, rail transport accounted for the largest share in the total freight turnover and out-of-town passenger turnover in Russia and the country as a whole.
J.-d. almost all types of products manufactured in the countries of the former USSR are transported by transport, but the bulk of its cargo turnover is bulk cargo: coal and coke, oil cargo, miner, builds, materials, ferrous metals, timber cargo, ores. In the turnover of maritime transport prevails. trade. River transport is carried preim. bulk cargoes, primarily a miner, builds, materials, timber (on ships and in rafts), oil and oil products, coal. Road transport is carried out mainly in local traffic, as well as the transport of goods and passengers to the main lines of communication and the transport of goods to places of consumption. In the transportation of air transport 80% falls on the pass, transportation. Crude oil is pumped through pipelines, and light petroleum products are pumped through oil products. The specified features of the modes of transport determine cf. the range of transportation on them and their share in the UTS.
The total cargo turnover of the UTS of Russia and the USSR in 1990 amounted to 5.9 to 8.3 trillion, respectively. t-km net, non-urban passenger traffic - 9.7 and 1.19 trillion. pass.-km. The length of the communication lines available to the transport system in Russia and the USSR is shown in Table. one.
Tab. 1. - The structure of the transport network in 1990

The unity of the transport system requires the coordinated development of all types of transport, coordination of their operational activities, mutual coordination of some parameters of the rolling stock, coordination of tariffs and organizational measures. To con. 1991, this unity was based on the common ownership of the means of production and was ensured by the corresponding planning tasks 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 of Russia is a large ud.

Tariff grid and discharges to it

the weight of rail transport in it, which provides most of the most important inter-district connections, connecting disparate sea and river basins, receiving goods from road and pipeline transport, reserving other types of transport, if necessary. Direct train communication is carried out practically between all regions of Russia, with the exception of the regions of the Asian north and northeast. In most inter-district directions there are double-track lines.
Another significant feature of the UTS of Russia is the high degree of concentration of traffic on highly equipped highways with a relatively small density of communication lines compared to other developed countries. The average freight capacity of the public railway in 1990 amounted to 28.4 million tons-km / km; over a significant part of the railway network, the average freight capacity was more than 50 million t-km / km. On a number of lines, the density of the movement of goods in one direction exceeded 100 million tons net per year with large sizes of pass and movement. The average loading capacity of the main oil pipelines and the loading of the largest of them are comparable with the given indicators of the railway. Multi-line systems of the main gas pipelines pump up to 200 billion m3 of gas per year.
A significant concentration of traffic allows the use of sophisticated and high-performance vehicles and to achieve great transportation efficiency. Increasing the transportation capabilities 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, increased production efficiency, and improved living conditions of the population. In this regard, the systematic development and improvement of the UTS is necessary, which must be balanced with the economic and social tasks to be solved, and satisfy environmental, resource-saving and other requirements.
Much attention is paid to these issues in all industrialized countries with market economies. The transport policy of these countries is based, as a rule, on a rational distinction between the functions of state transport management (through the relevant legislation, taxes, subsidies, benefits and other economic levers) and the functions of directly carrying out transport operations 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

Tariffing

To draw up teachers' billing, you need:

set the teacher load in the section Loads On the page Classes , Teachers or Items ;
enter additional information on teachers in the section Loads On the page Tariffing .
define the list of columns of the tariff table in the dialog Table Setting On the page Tariffing .

Billing Management

Control Panel

Billing management is performed using the buttons located on the control panel:

Fig. Billing Control Panel

Dialogue Tariffing

Billing includes additional data about teachers that are not used in scheduling. To enter this data, use the dialog Tariffing . The dialogue consists of two pages, Certification and Co-payments .

To build a tariff table, filling out all the fields on the dialogue pages is not necessary. Below you will see how to select the required columns of the table.

Consider the page Certification .

Fig. DialogueTariffing, pageCertification

Page Certification consists mainly of three groups of elements - Qualification , Teaching experience and Education and Position .

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

If the experience is not calculated correctly, 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.
- Position . Options: teacher, head teacher, director, trainee.

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

Fig. DialogueTariffing, pageCo-payments

other information .
Extracurricular work (% of the rate) . Extracurricular allowance as a percentage of the rate.
Circle work (hour) .
Home training (hour) .
Cool leadership . A drop-down list with class names appears only if the check box is selected.
Cabinet management . A drop-down list with cabinet names appears only if the box is checked.
Coordinates .
- Phone .
- Email . E-mail address.

The tariff grid 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 variants of tariff networks are widespread: the Unified tariff network (EST), which has 18 digits and the 6-digit tariff network used in agricultural enterprises.

Using the tariff grid, the ratio of tariff rates is determined depending on the qualifications of the employee (labor complexity).

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

The ratio of the tariff rates of different categories is determined using the tariff grid: the coefficient in the tariff grid 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 grid is the ratio of the tariff rates of the extreme categories.

In the conditions of entrepreneurship, it is easier to differentiate, as 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 budget sphere (just the salary system cannot adequately respond to price increases and fluctuations in the labor market), and this required the organization of a new wage system.

In order to strengthen the incentive role of wages and differentiation in the levels of remuneration for workers of education, health, culture, social protection and other budgetary institutions, the Government of the Russian Federation adopted a resolution “On differentiation in levels of remuneration for employees of the budgetary sphere on the basis of the Unified Tariff Framework” of 14. 10 1992 No. 785, which entered into force on December 1, 1992.

The single tariff grid has 18 categories, of which grades 1 to 8 are assigned to workers, and grades 2 to 18 are assigned to employees.

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

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

Rates and salaries are set based on the results of certification and tariffing of each employee, since he must be assigned a certain category on 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 work;

Management of subordinates;

Degree of independence;

Level of responsibility.

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

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

This means that a novice accountant will probably be assigned a lower rank than an experienced one. In addition, different positions, and therefore a different amount of work and responsibility, must be paid differently. It is not by chance that the position “accountant-auditor” is singled out in a separate line of tariffication (this is a high qualification and great responsibility).

Highly skilled workers engaged in important and important work can also be set rates and salaries based on 9-10 categories of the ETS according to special industry lists approved by the ministries and departments of the Russian Federation, and on particularly 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 UTS, although in general for workers there are categories up to the eighth inclusive.

The salaries of deputy managers are usually set at 10-20%, and assistant managers 30-40% lower than the salary of the leader.

It should be noted that in budgetary organizations the surcharge of the difference in salaries resulting from the assignment of higher salaries to workers is carried out by saving the wage fund.

In order for the categories to be assigned not arbitrarily, but according to certain criteria, tariff-qualification requirements have been developed and the qualification directory of positions of managers, specialists and employees continues to operate.

The requirements of these documents are linked to the ranks of the Unified Tariff Grid. These are the main regulatory documents that are used for tariffication.

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

Requirements for specialists, of course, are higher - this is education from a general to a higher relevant profile and work experience, since for a certain position experience is necessary within the limits of the standards specified in the directory. Experience indirectly characterizes qualifications.

The certification of employees of an organization or institution in order to assign the employees the categories of ETC 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 of 23. 10. 1992 approves the main provisions on the procedure for certification of organizations and enterprises that are on budget financing.

Thus, the Unified Tariff Schedule makes it possible to unify in many respects the remuneration of workers, while at the same time maintaining the flexibility to manage this remuneration - this is very important to stimulate labor, because each employee wants to be able to grow and get fair pay for his labor

Therefore, many enterprises and extrabudgetary sectors create their tariff schedule using some principles of the UTS and making additions based on the specifics of their production facilities.

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