Order of the Ministry of Health and Social Development of the Russian Federation of August 26, 2010 N 761n
"On Approval of the Unified Qualification Handbook for the Positions of Managers, Specialists and Employees, Section "Qualification Characteristics of the Positions of Educational Workers"
With changes and additions from:
Registration N 18638
New qualification characteristics of the positions of educators have been established. They contain job responsibilities, requirements for the level of knowledge and qualifications of employees.
The characteristics are used to develop job descriptions and can be used by all educational organizations. A specific list of job responsibilities is determined taking into account the characteristics of the organization of labor and management.
The qualification characteristics of the positions of managers, teachers and educational support staff are given.
All educators, regardless of their position, are required to know the legal acts regulating educational activities; the Convention on the Rights of the Child; psychological and physiological characteristics of different school ages; modern educational technologies; computer programs for organizing the educational process; internal labor regulations, labor protection and fire safety.
* options for job descriptions
* stages of development of regulations on structural divisions, approval and signing
* plans for the work of the personnel department, the movement of personnel and its analysis
STAFF DEVELOPMENT
It is used to formalize the structure, staffing and staffing of the organization in accordance with its charter (regulations).The staffing table contains list of structural subdivisions, positions, information on the number of staff units, official salaries, allowances and monthly payroll.
In the Labor Code of the Russian Federation there is no direct requirement for the presence of a staffing table in each organization, however, in the resolution of the Roskomstat of Russia dated 15.01.04. No. 1 provides that unified forms of primary accounting documentation for accounting for labor and its payment, including form T-3 (staffing), apply to organizations of all forms of ownership.
It is possible to accept an employee under an employment contract, whether it is his main place of work or part-time work, only to the position provided for by the staffing table and to the structural unit of the organization indicated in it.
Who should be doing scheduling? Department of Human Resources? According to the Qualification Directory for the positions of managers, specialists and other employees (approved by the Decree of the Ministry of Labor of Russia dated August 21, 1998 No. 37), staffing is the responsibility of a labor economist.
Since such a position is far from being in every organization, the company's management independently decides who is entrusted with this work.
If the head of the organization imposes this obligation on the employee who has it in the employment contract and (or) job description not registered, then this person appointed by order for the main activity.
An approximate wording of an order to assign duties to an employee to create a draft staffing table may be as follows:
The staffing table is drawn up on a specific date, usually approved on January 1 annually and put into effect by order of the head of the organization; as necessary, changes can be made to it (also by order).
But re-approval of the staffing table for the coming year is not necessary if minor changes were made to it (in this case, a list of changes is drawn up) or they were not made at all.
In this order, unlike the standard form of the order for the main activity, there is no ascertaining part, and the order can begin immediately with the words "I ORDER", since no additional explanations are required to put the staffing table into effect. Although you can specify the reasons (if any) for which the approval of the new staffing is taking place.
An example of the text of the order on the approval of the staffing table:
It is necessary to pay attention to the fact that in the employment contract of the employee, the name of the position must correspond to that indicated in the staffing table.
If, in accordance with federal laws, the provision of benefits or restrictions is associated with the performance of work in certain positions, specialties or professions, then the names of these positions, specialties or professions and the qualification requirements for them must correspond to the names and requirements specified in the qualification reference books approved in the order established by the Government of the Russian Federation (Article 57 of the Labor Code of the Russian Federation).
At the moment, there are the following guides that you can use when establishing a profession (position) in the staff list:
ETKS - Unified Tariff and Qualification Directory of Works and Professions of Workers;
Unified qualification directory of positions of managers, specialists and employees;
OKPDTR - All-Russian classifier of occupations for workers,
positions of employees and wage categories.
For scheduling, use form No. T-3 Album of unified forms of primary accounting documentation for accounting for labor and its payment, approved by the Decree of the State Statistics Committee of Russia dated 05.01.2004. No. 1.
It should be remembered that unified forms cannot be reduced.(all details of the forms should remain unchanged), but you can make additions to them. If you do not need a section of the uniform form (for example, your organization does not have such a thing as a "surcharge"), the corresponding form column can be narrowed down and simply not filled out.
The order of location of structural units and positions in them is determined by the head of the organization.
Each structural unit should include full-time positions for all categories of personnel with an indication of the specialty, starting with the highest and ending with the junior link.
The total number of staff units according to the staffing table must correspond to the estimated number of payroll provided in the estimate.
The names of structural units and positions in them are written in the nominative case in accordance with the lists of positions of employees and working professions approved in the qualification reference books.
Particular attention should be paid to the correspondence of these names for workers employed in heavy work, work with harmful, dangerous and other special working conditions, i.e. preferential category when applying for a pension.
The staffing table shows the total number of staff units.
In column 4 "Number of staff units": for positions for which the content of an incomplete staff unit is provided for, taking into account the characteristics of part-time work, it is indicated in the appropriate shares - 0.25; 0.5; 0.75.
According to the results of inspections of the Federal Labor Inspectorate, the most bugs is revealed when filling out the "salary" column of the staffing table.
When filling out this column, entrepreneurs often make mistakes, indicating a range of values, for example, 5,000 - 7,000 rubles. It is clear that two people holding the same positions in the same organization can work differently and receive different salaries. To reflect such features in the staffing table, there is special column "surcharges" or they introduce essentially the same type of staff positions of a leading manager and a manager or an assistant manager, a senior economist and an economist, but whose official salaries are different.
must be approved at least once a year, and it is not necessary to bring it to the attention of employees.
The main purpose of the staffing consists in the fact that in the event of the dismissal of an employee under paragraph 2 of Article 81 of the Labor Code of the Russian Federation (reduction in the number or staff of employees), be able to prove in court that the organization did not have the opportunity to employ this employee and that his dismissal was legal, that is the rule on the pre-emptive right to remain at work was not violated (Article 179 of the Labor Code of the Russian Federation).
In the event of a labor dispute, the staffing table will be the first thing to be claimed. If it was not prepared in advance and competently, but in a hurry and especially for the court, then it will be very difficult for the defendant - the employer to win such a dispute.
The staffing should be stitched, numbered, sealed with the seal of the organization and signed by the head. It is signed by the chief accountant and heads of structural divisions. If the staff is large and the staff list occupies several sheets, then the chief accountant, at his discretion, can sign each sheet or put his signature once (at the end of the document). After that, the staffing table is approved by order of the head or a person authorized by him and comes into force.
Option to fill out the T-3 form
(click on image to enlarge image)
ORDER OPTION
Parus LLC
On the approval of the staffing table.
I ORDER:
1. Approve and put into effect from January 01, 2010 the staff list in the amount of 150 (one hundred and fifty) units with a monthly payroll of 2,915,469.14 (two million nine hundred and fifteen thousand, four hundred and sixty-nine) rubles 14 kopecks.
2. Staffing table from 29.10.08. No. 4 to deem invalid
since January 01, 2010.
3. The head of the personnel department Bubnova M.Yu., the heads of structural divisions, in accordance with Article 57 of the Labor Code of the Russian Federation, be guided by the approved staffing table when applying for employment and transfer to another job of employees of Parus LLC.
Acquainted with the order:
Making changes to the staffing table
There are two ways to make changes to the staffing table.First of all, you can change the staffing itself. The new staffing table for the next registration number is approved by order for the main activity.
Secondly, as a rule, when changes made to the staffing table are not significant, they can be issued through an order for the main activity.
If changes are made to the staffing table by order, then the title of the order could be as follows:
"On making changes to the staffing table";
"On changing the staffing table";
"About a partial change in staffing."
AT as a basis The order may include the following reasons:
- improvement of the organizational structure of the company;
- carrying out activities aimed at improving the activities of individual structural units;
- company reorganization;
- expansion or reduction of the company's production base;
- changes in legislation;
- optimization of management work;
- planning and economic calculations of the personnel department,
elimination of duplication of functions, etc. Option to fill out the T-3 form
ORDER OPTION
Limited Liability Company "Sail"
Parus LLC
About making changes to the staffing table.
In connection with the implementation of measures aimed at optimizing management work, -
I ORDER:
Make the following changes to the staffing table No. 462-l dated October 29, 2008 from January 01, 2009:
1. Exclude:
1.1 Organization department:
- the position of a clerk in the amount of 1 staff unit with a salary of 6,527.57 rubles;
1.2 Administration and management unit
- the position of an economist in the amount of 1 full-time unit with a salary of 10,979.10 rubles;
2. Enter:
2.1 Administration and management unit
- the position of senior economist in the amount of 1 staff unit with a salary of 13,226.73 rubles;
- position of a legal adviser in the amount of 1 full-time unit with a salary of 8,654 rubles;
- the position of chief of staff of civil defense and emergency situations in the amount of 1 staff unit with a salary of 7,981 rubles;
- the position of labor protection engineer in the amount of 1 full-time unit with a salary of 10,729.58 rubles;
- the position of a clerk in the amount of 1 staff unit with a salary of 6,527.57 rubles.
Reason: plan to improve the organizational structure of Parus LLC.
Director signature N.K.Trubnikov
Acquainted with the order:
Making changes to employee documents when changing the staffing table
When there is a change in staffing, it is necessary to correctly assess the changes occurring in connection with this.When new positions are introduced into the current staffing table, old ones are excluded, the name of the position is changed, new departments are created, then often these processes affect already working personnel, and then it is necessary to make changes and adjustments to personnel documents of employees, depending on what changes are introduced.
It can be:
1) renaming of the position;
2) translation;
3) department renaming;
4) assignment of additional duties;
5) change in salaries.
In all these cases, the personnel officer needs to perform different procedures for processing personnel documents.
Let's consider all these options separately.
1. Job rename occurs when an employee who is currently working and performing certain duties does not change anything that would entail a change in his work function or the usual daily routine. However, it must be remembered that according to Art. 57 of the Labor Code of the Russian Federation, the name of the position, specialty, profession is an essential condition of the employment contract. Article 73 of the Labor Code of the Russian Federation provides that, for reasons related to a change in organizational or technological working conditions, at the initiative of the employer, it is allowed to change the essential terms of the employment contract determined by the parties. A prerequisite is that as a result of such changes, the labor function of the employee must remain unchanged. In addition, Part 2 of Art. 73 of the Labor Code of the Russian Federation also establishes a special procedure for such changes - the employee must be warned in writing no later than 2 months before they are introduced.
Thus, in the case of renaming a position, in addition to making changes to the staffing table (by issuing an order for the main activity), the written consent of the employee is required.. If the employee does not agree, one should act in the manner provided for in Art. 73 of the Labor Code of the Russian Federation. After that, appropriate adjustments are made to the T-2 personal card and work book.
Entry example:
In the event that the name of the structural unit is indicated in the employee's employment contract, then its renaming (changing the name, for example, instead of "marketing department" - "marketing research department"), in the absence of a change in the employee's labor function or other essential working conditions, is carried out in the same way as well as a change in the name of the employee's position (i.e., when meeting the requirements of Article 73 of the Labor Code of the Russian Federation).
Note! Essential the condition of the employment contract is precisely the labor function of the employee, and not the name of the position, therefore, changing the name of the position without changing labor duties does not require the consent of the employee
2. Salary changes
Since the condition of remuneration is an essential condition of the employment contract, the employee must be informed about the change in this condition by the employer. 2 months notice in writing prior to the change
When salaries change in the staffing table, changes must be made to the following employee documents:
1. Employment contract.
Since, according to Art. 57 of the Labor Code of the Russian Federation, the essential conditions of an employment contract are the terms of remuneration (including the size of the tariff rate or official salary of an employee, additional payments, allowances and incentive payments), then when changing the salary rate, it is necessary to draw up changes to the employment contract.
An example of making changes (additions) to an employment contract.
Once again, I draw your attention to the fact that the approximate content of the text is given, and the design must necessarily comply with all regulatory requirements with the details of the parties.
OPTION
SUPPLEMENTARY AGREEMENT
to the employment contract dated 10.03.2001 No. 123.
Open Joint Stock Company "Sever" represented by the General Director Kolobov Konstantin Sergeevich, acting on the basis of the charter, hereinafter referred to as the "employer", on the one hand, and the secretary of the reception, Smirnova Marina Yurievna, hereinafter referred to as the "employee", on the other hand, agreed on as follows:
1. Replace in clause 1.2 of the agreement the word reception with the words electronics department.
2. In clause 3.2 of the agreement, the phrase salary in the amount of 7,000 rubles should be replaced with a salary in the amount of 12,000 rubles.
3. Introduce clause 5.6 into the contract as follows: The employee has the right to an additional paid vacation of 6 calendar days.
4. These changes are drawn up in two copies and are a mandatory annex to the employment contract concluded between the parties.
2. Personal card T-2 (section 3)
OPTION
AGREEMENT
to the employment contract No. 16 dated 10.10.2005, concluded
between Parus LLC and Oleg Arkadevich Petrov
on amendments to the employment contract
in connection with the transfer of an employee to another job
Samara
Limited Liability Company "Sail", referred to as the "employer", represented by the CEO Antonov Pavel Alekseevich acting on the basis of the Charter, on the one hand,
and Petrov Oleg Arkadievich, referred to as an “employee” (passport 18 04 333615, issued on February 10, 2003 by the Central District Department of Internal Affairs of Samara), on the other hand,
in connection with the application received from the employee for transfer to the position of legal adviser,
entered into this agreement to amend the employment contract.
1. Exclude from the employment contract No. 16 dated 10.10.2005, concluded between Parus LLC and Oleg Arkadyevich Petrov (hereinafter referred to as the Labor Contract), the following items: clause 1.7, clause 1.9.
2. Restate clauses 1.1, 4.1 and 5.1 in the next new wording Labor contract:
“1.1. The employee is hired as a legal advisor to the employer's legal department.
Under this employment contract, the employer undertakes to provide the employee with work according to the stipulated labor function, to ensure the working conditions provided for by labor legislation and other regulatory legal acts containing labor law norms, the collective agreement (if it is concluded), agreements, local regulations and this agreement, pay wages to the employee in a timely manner and in full, and the employee undertakes to personally fulfill the obligations specified in this agreement and the employee's job description, to comply with the internal labor regulations applicable to the employer.
The employee is familiar with the job description of the legal adviser.
Date of commencement of work, that is, the date from which the employee is obliged to begin work as a legal adviser - May 20, 2009.»
“4.1 The employee is set a 40-hour work week, a normalized working day.
Start time, end time, breaks in work is determined by the following:
Monday Friday
Start of work 9.00
Lunch break 13.00-14.00
End of work 18.00
holiday days
Start of work 9.00
Lunch break 13.00-14.00
End of work 17.00
The employee is provided with days off: Saturday, Sunday.
"5.1. The employer undertakes to pay the employee a monthly salary in the amount of 15,000 (fifteen thousand) rubles."
3. The terms of the employment contract, not affected by this agreement, remain unchanged.
4. This agreement, and, accordingly, all the amendments to the employment contract stipulated by it, come into force on May 20, 2009.
5. This agreement is an integral part of the employment contract.
6. This agreement is drawn up and signed in two copies: one for each of the parties, and both copies have equal legal force.
Details and signatures
Employer: Employee:
STAFF CHANGE PROCEDURE
