Staffing table

What are the consequences of lack of staffing?

Since this form is only advisory, many employers are wondering how mandatory it is. The answer is simple. Organizations are usually asked to provide this internal document to labor and tax inspectors during inspections. Despite the fact that there is no direct indication of its mandatory nature in the Labor Code, there is a mention in Articles 15 and others of the Labor Code of the Russian Federation, and from this the State Tax Inspectorate draws a conclusion that the document is mandatory. Its absence is interpreted as a violation of labor and labor protection legislation. For such a violation, the official is fined 1000-5000 rubles, the organization - in the amount of 30,000 to 50,000 rubles (Article 5.27 of the Code of Administrative Offenses of the Russian Federation).

This document helps to justify the dismissal of employees due to staff reduction when considering a case in court. Without this document, it is difficult for the employer to prove that the dismissal is justified. It is also impossible to prove that at the time of dismissal there were no vacancies in the organization that needed to be offered to laid-off employees (the employer is obliged to offer other jobs during layoffs under Article 179 of the Labor Code of the Russian Federation; for this purpose they are indicated on staff).

Skrlko times fashion mencht staff schedule

Since 2004, the staffing table has been compiled according to a unified form No. T-3, approved by Resolution of the State Statistics Committee of Russia dated January 5, 2004 No. 1.

The effect of this Resolution applies to all organizations, regardless of their form of ownership, operating on the territory of the Russian Federation.

Thus, all personnel documents specified in the said Resolution must be drawn up in accordance with unified forms.

Everything about how often the staffing table is drawn up, as well as when it can and should be changed in an organization

57 Labor Code of the Russian Federation.

This article explains that the employee’s position or specialty, specifying the qualification level in the employment contract and in the staffing table, must be identical.

How often should it be changed? The date on the enterprise personnel record is the most important indicator, indicating the period of its validity in its original form.

If urgent personnel changes, layoffs, etc. are necessary.

Staffing in healthcare organizations

used to formalize the structure, staffing and number of an organization in accordance with its Charter (Regulations).

The legislation does not contain restrictions on replacement and the number of changes made during the year.

The frequency of staffing changes depends on production processes, organizational changes and other factors occurring at the employer.

How many times a year can the staffing table be changed?

1 letter of Rostrud dated March 22, 2012 No. 428-6-1, ruling of the Constitutional Court of the Russian Federation dated July 15, 2008 No. 413-О-О).

You can make changes to the current schedule in two ways: Details in the materials of the Personnel System: Situation: How to reduce wages, that is, lower the salary, tariff rate or piece rate set for an employee.

A salary reduction is possible only if there are real grounds for its reduction, when, as a result of technological or organizational changes, the employee’s workload is reduced and the employee’s work actually becomes less valuable.

Staffing table, change procedure

* stages of development of regulations on structural units, coordination and signing DEVELOPMENT OF STAFF contains a list of structural units, positions, information on the number of units, official salaries, allowances and monthly payroll.

It is possible to hire an employee under an employment contract, be it his main place of work or a part-time job, only for the designated position and in the structural unit of the organization specified in it.

Staffing table: rules for drawing up and making changes

The thing is that the rights of workers and the protection of their activities are reflected in many documents of the enterprise, including the staff ones.

This means that its absence entails a violation of labor legislation, punishable in accordance with Article 5.27 of the Code of Administrative Offenses of the Russian Federation by a fine.

In addition, staffing is necessary for personnel records, and its preparation and modification are important organizational issues.

Its presence must be confirmed when checking the economic activities of the institution by regulatory authorities.

This document has a unified form No. T-3, approved by Resolution of the State Statistics Committee of the Russian Federation No. 1, which is recommended for use in all companies, regardless of the form of ownership, despite the fact that there is no direct indication of the mandatory creation of a schedule in the regulatory documents of the Russian Federation.

How and when are changes made to the staffing table?

The staffing table must be approved by order of the manager.

Such a schedule is a fairly “moving document” and each organization periodically faces the need to make changes and additions to it, which, in turn, are also made on the basis of the order of the manager.

How often and in what cases is it necessary to make changes to the staffing table? Making changes to the staffing table entails adjustments to employee documents - work book and personal card and requires the written consent of the employee.

Who compiles and maintains the staffing schedule and how?

Generally speaking, drawing up documentation of this kind is the function and sacred duty of a labor economist from the department of organization and remuneration (Qualification reference book for positions of managers, specialists and other employees, Resolution of the Ministry of Labor of Russia No. 37 of 08/21/1998). This specialist will be helped in his work by a sample of filling out the staffing table 2021: it clearly shows the procedure for maintaining and filling out the document.

However, in fact, those specialists who draw up the staffing table in an organization and keep personnel records are accountants, personnel officers and lawyers who have to figure out how to calculate the number of rates. Since the staffing table is a regulatory document of the organization approved by the top management, which formalizes the structure and number of employees, indicating the amount of salary depending on the position held, the head of the company and the chief accountant are officially responsible for the document, since they sign it.

An important question is when is the staffing schedule for the next year approved and are there any restrictions? This form is drawn up for any period, but usually it is done for a year and is reviewed each time at the beginning of the year. In order for this procedure to go smoothly every time, it is worth describing it in the office work instructions and indicating:

terms and rules for developing and introducing changes;
form of order for staff approval;
persons responsible for the formation and signing;
the composition of the legal and local regulations of the employer on the basis of which the document is created;
employees with whom it is necessary to coordinate the draft document and changes to it.

How to calculate

Instructions on how to calculate the number of employees come down to a simple formula:

W = N × Kn,

Where:

Ш is the optimal number of employees on staff (excluding technical personnel);
N - standard number of employees;
Kn - planned absenteeism rate.

Recommendations for determining the staffing level of employees of budgetary organizations were developed by the Department of Labor Standards of the Federal State Unitary Enterprise "Research Institute TSS" of Roszdrav.

Document form

Having dealt with the question of what an organization’s staffing table is, let’s move on to the question of its form. This document is a local regulatory act that describes the organizational structure of the company and contains information about the number of its personnel. It is drawn up according to form No. T-3 (Resolution No. 1 of the State Statistics Committee of the Russian Federation “On approval of unified forms of primary accounting documentation for recording labor and its payment” dated 01/05/2004), but there are no strict requirements to use it - the form is advisory. Each company adapts it to its own needs. We recommend using Form No. T-3 in its usual form, since it contains all the necessary data. This is what the staffing form for 2020 looks like, approved by the State Statistics Committee.

Branches and representative offices

Separately, it should be said about the staffing table of an organization that has branches, representative offices or other separate divisions.

In the new form of staffing, it is possible to provide for the allocation of not only structural, but also separate units.

If the staffing table is drawn up by the department independently

(and such a right should be provided for in the organization’s charter, the regulations on the unit and the power of attorney of the head of the unit), then it is advisable to provide for an approval procedure, and indicate the approval details in the staffing table itself.

How to correctly fill out form No. T-3

Let's look step by step at how to create a staffing schedule for 2021. We fill out the form details as shown in the example.

The name of the organization must fully correspond to that enshrined in the constituent documents, including an abbreviated name and a name in a foreign language. If there is an abbreviated name, it is indicated in the form in parentheses, following the full name.

Organization code - eight code characters according to the All-Russian Classifier of Enterprises and Organizations (OKPO).

The document number and date of preparation are recorded in the format HH.MM.YYYY.

Validity. It indicates how long the document is valid and from what date it comes into force.

Fill in the fields, there are 10 in total.

The name of the structural unit is indicated without abbreviation in accordance with the classifier of units approved by the employer. If there is no classifier, then in alphabetical order or in descending order of the number of department employees. If the provision of benefits to employees depends on the name of the division, we indicate the name of the division in accordance with industry classifiers of hazardous industries and other relevant documents.

We fill out the code of the structural unit in the document in accordance with the classifier in which they are arranged by functional importance. If there is no classifier, codes can be assigned to divisions arranged in alphabetical order or according to another principle.

Position (specialty, profession), rank, class (category), qualifications are indicated without abbreviations in the composition of the structural unit, starting from the manager to the technical contractor. Attention: for workers - professions, for employees - positions (paragraph 7 of article 144 of the Labor Code of the Russian Federation]).

The number of units is indicated for each position or profession. If part-time work is envisaged, it is indicated in the appropriate shares (for example, 0.5; 2.75, etc.).

The tariff rate and salary are indicated in the amount of the monthly salary, depending on the remuneration system (tariff, salary, percentage of profit, labor participation rate, etc.). The salary amount must be indicated in rubles or as a percentage, coefficients, etc. The practice of indicating salaries in dollars has almost become obsolete. The Law on Currency Regulation directly prohibits this, and the Labor Code of the Russian Federation talks about the employer’s obligation to pay wages in rubles.

Allowances. Columns 6-8 indicate incentive and compensation payments established by law or at the initiative of the employer.

In the “Total” section, the total amount of columns 5-8 (salary and allowances) is indicated, multiplied by the number of staff units.

A note is filled in if the information in the form columns is ambiguous and requires clarification.

In the “Total” line indicate the total number of staff positions and the total amount of payments at all rates, taking into account all allowances, which will amount to the monthly payroll.

The draft order is signed by the personnel manager and the chief accountant.

Don't forget to put the document number in the appropriate box on the form.

Is a staffing unit a rate or a person?

Thus, neither the rate nor the person considered separately is a staff unit. The concept implies a certain generalized indicator that characterizes a certain employee in a specific position he occupies, which is not directly related to his personality and personal information, according to one workplace.

The rate implies a characteristic of this indicator, that is, it indicates a certain value of the norm or tariff for wages in accordance with the position held.

More information about the rules for drawing up staffing can be found in the following video.

We are preparing an order for approval

The draft document is ready, what next? To put the document into effect, it is approved by the appropriate order for the main activity. The approval order is mentioned in the upper right corner of the form as follows.

The text of the order indicates the fact of approval of the staffing table, the total number of staffing units and the date for putting the document into effect. The order is signed by the head of the company or another authorized person, and then registered in the journal for registering orders for the main activity. The registration number is stamped on the order. Then the order and schedule are sent for storage, as a rule, together with other documents on the main activity (the schedule is for permanent storage, and the order is for 75 years, see paragraphs 19 and 71 of the list approved by order of the Ministry of Culture of Russia dated August 25, 2010 No. 558 ).

In a similar way, we draw up the school’s staffing schedule for 2021 in accordance with all the rules, filling out all the listed positions.

Experts clarify how the temporary staffing schedule of structural units is formed and in what cases. The answer is simple: if you have a temporary project, for example to launch a new product, you do not know how long it will take to complete. Enter temporary staffing for a specific period from... to..., and not for 1 year. Approve the organization's administrative document with justification for the temporary nature of the document. In connection with the development of the pandemic, medical organizations are forming temporary staff based on the order of the Ministry of Health dated March 19, 2020 No. 198n. The number and structure of the unit is determined by the head, based on the volume of medical care.