Pay scale. Nuances and rules for using the tariff scale by category
At any Russian enterprise, budgetary or commercial, the salaries of employees are not the same.
The salaries are indicated in the staffing table, but the ratio of the salaries of employees is fixed in the tariff scale.
Remuneration according to a certain system was developed by Soviet legislators in the first half of the last century. According to the developers, any employee (from a simple worker to a manager) should depend on:
- from the position held;
- on the complexity and importance of the work.
To determine the difference in salaries, tariff scales (TS) are being developed. The basis of the CU is a single tariff scale (UTS), compiled in the form of a table. The elements of the table are:
- categories of wages (there are 18 in total);
- tariff rates.
The coefficient increases with each digit.
In addition to the ETS, grids are developed by categories indicating positions and qualifications. Such vehicles are divided into branches. In the public sector, for example, the industries are:
- healthcare;
- education;
- forestry, etc.
In addition, each industry is divided into sub-sectors. For example, education is broken down into elements:
- universities;
- public education;
- leaders.
In turn, each sub-sector can contain its own components. On the example of education, the sub-sector of managers contains grids:
- general education;
- higher education.
The TS themselves are also tables, which consist of columns with values:
- position or qualification;
- the range of applied coefficients.
For clarity, consider an example:
According to the tariff scale, the salary of the rector of the university should be in the range of the ETS category from 17 to 18, and the school teacher - from 7 to 14.
Category coefficients: for the rector - from 9.07 to 10.07, and for the teacher - from 2.76 to 6.51.
Which coefficient by category to apply is indicated in the reference books: 
- ETKS (contains types of work by categories of working professions and positions);
- CEN (applies to managers, specialists and employees).
From the above summary: The TC sets out by what factor the minimum wage must be multiplied to get.
ETS state employees
The system of payment in the public sector according to a single grid was used until the end of 2008, today it not applicable. To calculate the salaries of state employees in 2017, the rules of Decree No. 583 are applied.
The specified legal act introduced new systems for calculating the salaries of employees of municipal, federal or state organizations.
In the new system, the use of ETKS and EKS directories is mandatory, but the rates or salaries are approved by the head of the organization.
When setting a salary, the head of a budgetary enterprise must take into account: 
- the complexity and significance of the work;
- the qualifications of the employee;
- the complexity of the work.
Meanwhile, the salary of a state employee is not only a bare salary, but also:
- (for seniority, title, class, etc.);
- premiums (sizes and grounds are indicated in local regulations);
- compensation (for example, or "northern").
According to the 583rd Decree, the system for setting the salaries of employees must be fixed in the local act of the organization:
- in the collective agreement;
- in the regulation on remuneration and bonuses;
- in other agreements.
How exactly to develop a remuneration system is described in the recommendations of the Russian Commission dated December 25, 2015. (Minutes of the decision No. 12).
The commission decided that the salary of the head of the enterprise directly depends on the average salary of his subordinates. In addition, when forming a remuneration system, the following conditions should be applied: 
- the salary for the lowest category cannot be less than the legal minimum wage;
- the work of employees of the same position and qualifications should be paid equally;
- salary reduction is unacceptable;
- fixed salaries and rates are established taking into account belonging to a professional qualified group;
- all salaries, rates, allowances and bonuses are included in the staff list.
As a result, what we get: the amount of salary (salary + bonuses and allowances) can be found from local acts:
- staffing;
- collective agreement (if any);
- regulations on wages, bonuses, allowances, etc.
Employees have the right to get acquainted with all documents and acts of the organization that relate to salaries.
Classification of working professions
According to the norm of Article 143 of the Labor Code, the employee's remuneration must be commensurate with his efficiency. That is, the higher the rank or qualification of an employee, the more expensive his work. And the category directly depends on the types of work. All types of work inherent in a particular category (by profession) are listed in the ETCS.
The guide defines:
- industries (construction, foundry, forging, etc.);
- professions;
- ranks.
The directory is regularly updated, the current version of the ETKS is located.
For each category of any working profession, the directory describes:
- What education should an employee have?
- experience;
- what should he know and be able to do;
- what work to do.
Based on the data from the directory, you can set a category or a tariff coefficient.
Classification of managers
The leading link (managers) is the administration of the organization, whose tasks include ensuring the activities of the enterprise in accordance with:
- with the goals of the enterprise;
- with current legislation.
That is, the administration is obliged to organize its work in such a way that the enterprise works for the result indicated in the charter, while respecting the legal rights of employees and the state.
For this, the Soviet developers created the CEN reference book. It is still active, but changes regularly. The latest version was approved in 2014. The guide contains information on: 
- titles of senior positions;
- requirements for knowledge and skills for each position;
- education and experience requirements;
- main functions.
All data can be viewed at the link.
The handbook describes the requirements for the positions of all departments of the administrative apparatus:
- to managers (directors, heads, heads of departments, etc.);
- specialists (engineers, technicians);
- employees (agents, secretaries, operators).
The data of the handbook are mandatory for the development of a remuneration system in the organization.
TS in a commercial company
To justify the salary of an employee of a private company, it is enough to indicate 
salaries and allowances in the staffing table. And you can calculate these dimensions on the basis of the same reference books - ECTS and CEN.
The minimum wage is always taken as the basis (the smallest figure in 1 category). It is important to take into account the fact that each region can adopt its own minimum wage. This circumstance can be found out by studying the information on wages published on the official website of the administration of the region (krai, region, Moscow or St. Petersburg).
The only condition for tariffing is non-discrimination. That is, the director has the right to establish any salaries for the employees of the company.
But employees who perform the same function on equal terms should be paid at the same rate.
How can you develop a TS:
- identify all positions and professions by company departments;
- divide functions into categories depending on the types and significance of work;
- set the coefficients to the ranks.
At the same time, the first category is based on the size of the minimum wage and a coefficient of 1. Further, the billing system must be fixed in a local regulatory act.
Tariff scaleoften used to differentiate the salaries of employees whose work varies in complexity, and the employees themselves have different skills and experience. How the tariff scale is formed and what effect it has on the size of the final salary of an employee, we will tell in our article.
How is the tariff scale by categories used in organizations for 2017-2018
In each organization, at the local level, it is fixed which system of remuneration is applied in it. If this is a tariff system, the rules for using which in 2017-2018 are regulated by the current norms of the Labor Code of the Russian Federation, then in a local regulatory act, for example, a regulation on wages or a collective agreement, all components of this system and the principles of their application are prescribed. So, the employer must paint the tariff scale, which will be used when calculating salaries for employees.
Within the framework of the tariff scale, the binding to tariff categories is fixed. So, all positions in the enterprise are divided into certain groups - categories. Typically, the 1st category is assigned to the least qualified positions, and with an increase in the level of complexity of the work, the category also increases.
NOTE! Naturally, for more complex work that requires certain knowledge and skills, higher wages are set. In order not to set separately the amounts for each group of positions, tariff coefficients are used. With their help, the salary assigned to posts of the 1st category is automatically increased by the established coefficient for the 2nd, 3rd, etc. categories.
Thus, a tariff scale is formed, where each category is assigned its own coefficient. The tariff system is used by many enterprises, but their tariff scales may vary. In private companies, personnel officers independently develop pay scales, taking into account the specifics of their activities, and the number of categories in such grids varies.
There is more unity in the budget system, since in this case the issues of remuneration are regulated at the state level, including the Unified tariff scale, approved earlier.
Unified tariff scale of state employees
From the end of 1992 to December 1, 2008, the Unified Tariff Scale was in force in Russia, according to which the salaries of state employees were calculated. The main issues were resolved in the Decree of the Government of the Russian Federation “On differentiation in the levels of payment
labor of employees of the public sector on the basis of the Unified tariff scale "of October 14, 1992 No. 785. This act approved the UTS itself, and it was also recognized as mandatory for use in all budgetary institutions.
Initially, the Unified Tariff Scale consisted of 18 categories, it included coefficients from 1 to 10.7. To calculate the tariff rate, for example, for the 5th category, it was necessary to multiply the rate of the 1st category by the coefficient of the 5th category. The question was only what rate to apply for the 1st category. And he decided as follows: it was accepted by the Government of the Russian Federation.
Tariff categories were established depending on the complexity of the work. In order to unify the distribution of employees by wage categories, 2 qualification reference books were used:
- Unified tariff-qualification reference book of works and working professions (ETKS);
- Unified qualification directory of positions of managers, specialists and employees (EKS).
Both reference books are approved by the Government of the Russian Federation. They are constantly updated as the level of technological development increases, new standards of work are introduced.
New wage systems in budgetary organizations
On December 1, 2008, the Unified Tariff Scale was replaced by a slightly different way of charging the salaries of state employees. This happened after the Decree of the Government of the Russian Federation “On the introduction of new wage systems for employees of federal budgetary, autonomous and state institutions” dated 05.08.2008 No. 583 came into force.
INVESTMENT - CONSTRUCTION SPHERE
Ratespaymentcorpse inconstruction
1. Tariff regulation of wages in construction
The main task of the tariff regulation of wages is to establish the optimal proportions between the measure of labor and the measure of consumption. Tariff rationing serves the tariff system, which is a set of rules and regulations that ensure the planning of the wage fund in estimates and the differentiation of wages of workers in contractor organizations, depending on the quality and working conditions. Accounting for the quantity of labor aims to reflect in wages the duration of labor over time, as well as the intensity and intensity of labor per unit of time. The amount of labor is taken into account through technical rationing, which involves the use of time standards, production standards, service standards, from the level of implementation of which, i.e. the amount of payment depends on the degree of intensity of work. Accounting for the quality of labor reflects its complexity and qualifications of the employee, the conditions in which the labor process is carried out, including the severity and hazard to health. Accounting for the quality of labor, or qualitative differences in labor, has as its ultimate goal the provision of equal pay for equal work, regardless of the specifics of the content of specific types of labor. This goal is achieved with the help of the tariff system as a tool for regulating wages at the production and other levels of personnel management. One of the fundamental principles of the organization of remuneration is its differentiation, i.e. establishing the necessary differences in the wages of employees, determined by taking into account the quantity and quality of labor expended, the efficiency and results of labor activity. The tariff system provides differentiated remuneration of employees depending on the following criteria: the complexity of the work performed; working conditions; labor intensity; responsibility and significance of the work performed; natural and climatic conditions for the performance of work. The tariff system is a set of regulatory documents that regulate payment in various areas: by categories of employees (workers, employees, managers, specialists, technical performers); by professional and qualification groups; by sectors, sub-sectors, industries and activities; by levels of complexity and working conditions; across the territorial regions of the country. The tariff system includes the main elements with the help of which the tariff conditions for remuneration of employees of enterprises and organizations are formed: tariff scales; tariff rates (rates of remuneration); tariff-qualification reference books; official salaries; qualification directory of positions of employees; as well as the coefficients of regional regulation of wages of employees of budgetary sectors. The tariff scale is a scale consisting of a certain number of tariff categories, their corresponding tariff rates and tariff coefficients. It is characterized by a range of tariff coefficients - the ratio of tariff rates of extreme categories and tariff coefficients - the ratio of tariff rates of all categories of the tariff scale, reduced to the lowest category or to the average level. Tariff rate - the specific wages of a worker, which is due to him for the performance of established production tasks in jobs that correspond to his qualifications. In construction, uniform hourly tariff rates were established for pieceworkers and timeworkers. The Unified Tariff and Qualification Reference Book of Works and Working Professions (ETKS) is a systematized list of works and professions of workers intended for labor rating, including work rating and workers rating. The billing of work determines the correspondence of work to the professions and qualifications of workers and its assignment to the appropriate pay group, depending on its complexity, nature, working conditions and the characteristics of the given production in which it takes place. The tariffing of workers is the assignment to workers of each specialty of a certain tariff (qualification) category corresponding to their qualifications. The system of differentiation of remuneration at enterprises includes various types of surcharges and allowances, including those compensating for additional labor costs of employees in conditions that deviate from normal, as well as taking into account increased labor intensity, surcharges for working at night, on weekends and holidays, allowances, associated with the special nature of the work performed, for length of service (continuous work experience), allowances for persons with academic degrees, titles, special merits, etc. The tariff part of an employee’s salary today in construction is 60-70% of the nominal (accrued) salary fees. When determining the remaining amount of wages at enterprises (bonuses, compensation and other payments), tariff regulation methods are applied to a small extent and are calculated on other grounds. The type, remuneration systems, tariff rates, salaries, bonuses, other incentive payments, as well as the ratio in their amounts between certain categories of personnel of specific enterprises (contracting construction organizations) are not regulated by the state, are determined by them independently and are fixed in collective agreements. The system of tariff regulation in construction combines all levels of labor remuneration management in construction: determination of the contractual (estimated) amount of funds for labor remuneration for an object (construction project); - formation of a payroll fund for employees of a construction organization for the annual program of contract work (for the planned period); - differentiation and organization of wages in the contracting organization by employees (specialties and qualifications), by periods and objects. Initial salary planning is carried out in the estimated calculations for construction projects based on estimated tariffs and the total labor costs of workers on the project:3P cm \u003d T cm × 3 slave
Where: 3P cm - wages of workers in the estimated cost of building an object, rubles; T cm - the average (estimated) tariff rate of remuneration of workers in the estimated calculation for a specific facility, rub./hour-hour; 3 slave - labor costs of workers according to the estimated calculation, h.-hour. At present, the labor costs according to the estimate are determined in a generalized form, without dividing by specialties and qualifications of workers. The purpose of the estimated construction cost planning is to form a complete wage fund for the construction project, and tariff regulation in production conditions ensures the differentiation of wages of workers in contract construction organizations. The principles of continuous planning and compliance of management functions in construction link these tasks into a single system through the wage rates of construction workers. The rule of unity of management functions provides that the actual costs attributed to wages must be equal (or close) to the planned amount of funds for these purposes. The administrative-command provisions of tariff rationing are preserved by the Gosstroy of the Russian Federation in the Methodological Regulations for determining the amount of funds for wages (MDS 83-1.99). The estimated system recommended by the Gosstroy of the Russian Federation is based on linking the estimated wage rates to the level of the subsistence minimum (poverty level) and to the 1986 tariff scale that is uniform for all construction workers (Decree No. On the improvement of the organization of wages and the introduction of new tariff rates and official salaries). Until now, the Soviet tariff system of remuneration in construction has remained unchanged, the range of the tariff scale, tariff coefficients and rank classification have been preserved. This situation not only does not meet the objectives of market pricing, but its application in practice has led to serious negative consequences in the development of the country's construction complex, the main of which are significant deviations of the planned in the estimates and the actual wages of workers in real construction. As a result of the introduction of administrative recommendations in the construction industry, part of the wages went into the shadow, semi-criminal area of the economy, trust in estimates was lost, and corruption pressure in the industry increased. The problems of tariff regulation should be considered in a unified system of remuneration but separately at two levels: differentiation of wages at the enterprise and estimated planning of the wage fund in contract construction contracts. At enterprises, tariff systems are set in the organization itself based on its own interests, motivations and capabilities. At the same time, general scientific and methodological principles and rules for constructing tariff scales are used, as well as industry-wide and federal conditions and restrictions on the classification of work and working specialties. In the estimated rationing, the tariff rates of wages are determined by the agreement of the parties, and the methods for determining the contractual level of rates should take into account both the capabilities of the customer and the needs of the contractor, i.e. a modern methodology for monitoring the regional labor market should be used.
2. Tariff scales of wages for construction workers
Tariff rationing identifies the following factors of influence (in order of priority) in the construction of the tariff system of remuneration: the average level of wages in the system (absolute value); the structure of the range of wage rates for industry workers; ranking of rates according to the professional composition of workers; differentiation of rates of each specialty by qualification categories. Diagram 1 shows the main characteristics of the tariff system: the average level and range of tariff rates; the ratio of wages by specialty and category. All indicators are linked into a general system of tariff regulation of wages in construction, used both for the purposes of planning wages in the estimated cost, and for distributing labor costs among performers in a contractor organization. Differentiation of wages at enterprises is carried out in the order established in the reference book (ETKS) - first, workers are divided into specialties and professions, and then, within each specialty, by qualification categories. The tariff system of labor remuneration at the enterprises of the construction industry includes a vertical tariff scale, which organizes the differentiation of wages by working specialties, and a horizontal tariff scale, which specifies the level of remuneration of specialists by qualification categories. In market conditions, construction is defined as an activity of a civil law nature, where the only legal and legitimate grounds for determining the cost of future construction are the provisions and rules agreed by the parties and enshrined in the contract. In the system of market relations, an agreement between the customer and the contractor on the average wage for a specific project (contractual tariff rates) is a necessary and sufficient condition for solving the main estimated (planned) and production problems of remuneration for workers and employees in the construction of this facility.Diagram 1
Factors of influence and priorities of the tariff system of remuneration
The main factor influencing the level of wages is the average level of the tariff system. According to the value of the absolute value of the average tariff rate (or average wage), on the one hand, it is possible to determine the estimated amount of wages for workers under the project, on the other hand, the calculated characteristics (tariff coefficients) make it possible to obtain unambiguous values of the planned wage for workers of any specialty and qualification category within the established tariff system. The next most important influence on the wage level of any worker in construction is the form and structure of the range of the tariff system. The most important parameter of this level of influence is the determination of the ratio between the average level of tariffs and the boundary indicators - the minimum and maximum wages. The gradation of wages by working specialties, professions and positions, in today's conditions, is the main parameter of the tariff system of remuneration, the most prone to market influence. It is possible to evaluate the work of workers of different specialties only on the basis of a comparison of the necessity and usefulness of their work in the labor market. This circumstance predetermines the mandatory conduct of a full-fledged market monitoring of wages by profession. The least influence on the level of wages in the tariff system is provided by the differentiation of wages by qualification categories. The possibilities of the rank grid in changing the level of wages are insignificant, are within the limits of the cost of labor in one specialty and practically do not affect the amount of wages for the construction object as a whole. However, at present, discharge tariff rates are the main category in determining both the amount of wages in the estimates of the cost of construction, and in the organization of wages in contracting activities. The traditional model of the tariff system, which has been in force to date, establishes a single wage scale for all professions of workers in construction with a range of 1.8 (the ratio of the maximum and minimum rates). Such a range in wages determines the egalitarian model of income differentiation of the population, which is used in the administrative-command system of public administration, and leads to "equalization" in wages, without stimulating the development of the country's economy. The moderate (market) model assumes a range of incomes of the population in the amount of (6-8): 1, which can be considered as a guideline in determining the range of the modern wage rate system in construction. In the planned economy, unified tariff scales for wages were established for all sectors of the national economy. The tariff system of remuneration, specified in the resolution of the Central Committee of the CPSU, the Council of Ministers of the USSR, the All-Union Central Council of Trade Unions of September 17, 1986 No. 1115, is still in force at the present time without change. In the estimated prices of the Gosstroy of the Russian Federation FER-2001 and TER-2001, the wage rates for construction workers are adopted according to this resolution, in which the range of wage differentiation coefficients is - 1.8. Today, the country uses tariff scales with a large number of digits, for example, the 18-digit Unified Tariff-Qualification Scale for budgetary organizations. Such tariff scales combine the wages of workers, employees, specialists and managers into a common system. Such a system is suitable for centralized distribution and management of wages, but is not acceptable and not possible in civil market relations, for contracting activities in construction, although Gosstroy of the Russian Federation in MDS 83-1.99 strongly recommended an 18-bit grid for construction. The idea of unifying wage rates for the public sector and for civil law relations at free enterprise enterprises throughout the country as a whole is not new and returns the construction complex to the system of administrative command management, does not correspond to a market economy and directly contradicts the Constitution, Civil and Labor legislation. The optimal number of categories in the tariff scale, tested in practice in today's conditions and provided with a regulatory infrastructure, is 6-8 categories, traditionally accepted in construction. When developing branded conditions for remuneration, enterprises have the right to maintain previously developed and existing inter-digit ratios of tariff rates in a 6-digit tariff scale (table 1) or accept any other tariff conditions for remuneration.
Table 1
Tariff digit grids of estimated and regulatory bases in construction
|
Regulatory indicators |
Qualification ranks |
Tariff rates (rubles/hour-hour) |
Tariff coefficients |
Tariff rates (rubles/hour-hour) |
Tariff coefficients |
Tariff rates (rubles/hour-hour) |
Tariff coefficients |
Diagram 2
Types of tariff scales with coefficients depending on the main parameters of the system
The most simple and understandable in the development and application are tariff scales of the and type, for which we present the complete scheme and formulas for calculating the parameters. Type 2 - linear dependence of changes in tariff coefficients. Uniform and constant growth of absolute values of tariff coefficients. The value of tariff coefficients by categories (K ρ) is calculated by the formulas:
K ρ \u003d 1 + A × (P-1), A \u003d P max | P min -1,
Where: K ρ - tariff coefficient for the category (p) in the tariff scale; P - number of the current category in the tariff scale; P min - the number of the minimum category (1); P max - the number of the maximum category in the designed tariff scale. Type 4 - exponential dependence of changes in tariff coefficients. Uniform relative increase in coefficient values. The cost of increasing qualifications for each subsequent tariff category is calculated according to the principle of compound interest (exponential function). The tariff coefficient for each category (p) in the tariff scale is calculated by the formulas:
The tariff coefficients calculated in this way, for the accepted range - 1.8 in a 6-digit grid, correspond to the coefficients adopted in the 1984 estimate and normative base: 
K 6 \u003d 1.125 5 \u003d 1.8; K 5 \u003d 1.6; K 4 \u003d 1.424; K 3 \u003d 1.266; K 2 = 1.125; K 1 = 1.00 For the practical application of tariff scales for differentiation of wages in enterprises, an important indicator is the concept of an average category and an average tariff rate. In diagram 2, for the middle of the range in the variant, the skill level corresponds to the third tariff category, in the tariff scale option - to the fourth category, and in the tariff scale of the variant, the middle of the range of coefficients corresponds to the middle of the tariff scale (digit = 3.5). Thus, when comparing different tariff systems and when forming tariff scales for the purposes of salary planning (estimated tariff scales), it is necessary to focus on the middle of the range, and not on the average tariff rate, as is mistakenly done. The middle of the range and the average tariff rate (middle category) are the same only in grids with a linear dependence. There can be no categories with fractional indicators in production tariff scales. This is contrary to the concept of categorization and discrete change and measurement of the skill level of personnel. In practical work, average wage rates are often used, which can be obtained from the tariff coefficients of the designed tariff scales with reduction coefficients. The reduction coefficient is taken for the average value of the range, and the reduced tariff scale for average wage rates is calculated by dividing the tariff coefficients by the reduction coefficient calculated as the ratio of the tariff rate of the average tariff level of construction work to the tariff rates of each category.
3. Tariff wage rates for workers
The tariff rates of workers are the absolute amount of remuneration of labor of various groups and categories of workers per unit of time for the fulfillment of labor norms (labor duties), expressed in monetary terms. Tariff rates can be used in meters: month, shift, hour. The ratio between these indicators should be taken according to calendar data for the current year or according to averaged data for a number of recent years in the amount of: 1 month = 21.6 shifts = 167 hours (for a 40-hour working week). It is the tariff rate that determines the wages of workers (for time workers - when determining the amount of payment for hours worked, for piecework workers - when determining piece rates). The ratio of wages of workers of different specialties (at the minimum or average rate) is established only at the enterprise itself. The procedure for the formation of tariff rates of remuneration for specialties and qualifications is mandatory fixed in the collective agreement. Tariff wage rates are established for all categories of the tariff system adopted in the organization: for specialties - in the professional tariff scale and for qualifications - in the discharge tariff scale. The formation of tariff rates of wages for specialties, professions and positions (vertical tariff regulation) is the main element of differentiation of wages for workers in construction. The tariff coefficients of the vertical wage grid - by profession, are calculated as the ratio of the average wage at the enterprise and the average rates adopted for workers in the relevant specialties. Table 2 provides a variant of the system of tariff coefficients and the corresponding wage rates for individual specialties of construction workers. The tariff scale for the professions of workers was developed based on public data on job vacancies in St. Petersburg in 2006.table 2
Table of firm tariff coefficients and rates by specialties of construction workers
|
Name of working specialties |
Tariff coefficients |
Wage, |
Construction workers - total average | including: | Fitter | asphalt concrete worker | concrete worker | Waterproofer | Giprochnik | Loader | Painter | Assembler for the installation of steel and reinforced concrete structures | Finisher station wagon | Plasterer | Electric and gas welder | electrician |
Table 3
Tariff rates of wages according to the digit grid of the estimated regulatory base GESN-2001
|
Indicators of the discharge system of remuneration |
Qualification ranks |
Tariff coefficients (to the 1st category) | Tariff coefficients (to the average, 4th category) | Tariff rates (rubles/hour-hour) | Tariff rates (rubles/hour-month) |
4. The procedure for the development of branded tariff conditions for remuneration of workers
The development of tariff conditions for remuneration at a particular enterprise consists of several interrelated stages: 1. Determining the level of average wages in a contracting organization for the planned period; 2. Formation of tariff coefficients for specialties (vertical wage rates); 3. Development of a grid of tariff coefficients for qualification categories - categories (horizontal rates); 4. Calculation of basic wage rates; 5. Verification and control of the developed proprietary system of tariff wages. 1. The average level of remuneration of construction workers in contractor organizations is set at the level achieved in the previous period and taking into account the current and future capabilities of the organization in labor costs. The average level of wages is determined on the basis of reporting materials on actual data, the provisions of the collective agreement and the prospects for the development of the enterprise, its economic and financial condition. The average current tariff rates calculated on the basis of the actual data on remuneration for the previous period include the costs of all systemic types of remuneration in a construction organization. Current wage prices are wage fund rates (payroll for workers) that combine tariff, bonus and compensation payments of wages for workers in construction. The average level of tariff rates in absolute terms is taken into account taking into account the ratios of the tariff and over-tariff parts of the company's remuneration system that have developed in the organization. When determining the average tariff rate for an organization, it is advisable to focus on the optimal share of the tariff in wages for the current level - about 60-80%, with its subsequent increase to the pan-European standard (at least 90%). The tariff part of the average wage becomes the base rate for differentiating the wages of workers in the organization. In this example of designing a corporate wage system, the base tariff rate is set in the organization based on the planned average wage of workers for the planned period and the level of the tariff part in the total amount of wages. In the example of calculating the corporate system, the average salary is taken in the amount of 12.5 thousand rubles. per month, and the ratio of tariff and bonus parts of wages is set as 80 and 20%. The base rate of the company's tariff wage system is 10.0 thousand rubles. per month (12.5 × 0.8 = 10.0). 2. Tariff ratios of wage rates for specialties are established at the enterprise by groups of professions. The list of specialties and their grouping are individual for organizations and are established in the personnel management system based on the main tasks of production. The tariff ratio of wage rates for specialties is calculated by the ratio of the accepted size of these rates and the average wages of workers in the organization (tariff part) for the planned period. As a calculation example, the data of the professional tariff scale presented in Table 2 are taken, according to the data of regional monitoring of the labor market. 3. Tariff coefficients according to the level of qualification (ranks) are developed in the company's tariff scale of remuneration in accordance with the tasks to be solved and the requirements for personnel. In practice, it is possible to expand the existing 6-digit grid by adding new categories of the minimum and maximum wage levels with the formation of an 8-digit grid. It is also recommended to increase the range of tariff coefficients in company tariff scales by category from 1.8 in the traditional grid to 3.0-4.0 in real conditions of wage differentiation in contractor organizations. Options for such branded tariff scales are presented in diagram 3. The tariff scale reflects the power-law dependence of the growth of tariffs by categories, the grid is a linear dependence. In branded tariff systems, it is recommended to use tariff scales of the type . Such a construction of a proprietary tariff scale - the addition of up to 8 digits while maintaining the 6-digit part of the traditional type and a range of coefficients equal to four, allows: to maintain the current system of tariff-qualification characteristics (according to the ETKS directory of works and blue-collar occupations); maintain the procedure and methodology for calculating the coefficients of the tariff scale; use the general rules for calculating coefficients for unskilled workers (who have not passed certification); payment for the advanced skills of a specialist can be taken into account at the rates of the tariff system, and not in a subjective bonus form. According to the calculated data, a proprietary grid of tariff coefficients for the qualification categories of construction workers is being developed.Table 4
Grid of firm tariff coefficients for the qualification categories of construction workers
|
Indicators |
6 bit grid | 8 bit grid | Tariff coefficients of the 6-digit system (to the minimum rate - 1 category) | Tariff coefficients of the 8-digit system (to the average rate - 5-digit) |
Diagram 3
Branded tariff scales by qualification categories of wages
The average digits for tariff scales are taken for the middle of the range (according to diagram 3) with rounding to the nearest whole digit, because in industrial tariff regulation, the fractional value of the discharge does not make sense. Ranks 2-7 of the corporate tariff scale correspond to ranks I - IV of the traditional grid and the current characteristics of work and working professions in the ETKS, which allows them to be applied without changes. Category 1 of the branded 8-digit grid (for unskilled workers) makes it possible to include apprentices, trainees and, most importantly, "guest workers" - hired workers from other regions and foreign construction workers who do not have building licenses in the system of tariff regulation of wages. The level of the rate of an unskilled worker is set independently by the enterprise and is in the range of 0.5-0.7 of the wages of a qualified worker of the 1st category according to ETKS. The highest category in the proposed tariff scale is assigned individually to highly qualified craftsmen in their specialty. The level of such tariff rates is set outside the formula for calculating the coefficients for the remaining categories. 4. Calculation of tariff rates of remuneration for the current period for a worker of any specialty (s) and any qualification (p) is determined in the projected company tariff system according to the formula:
T s. R. \u003d T bases × K c × K p × K d,
Where: T cf - the tariff rate of a worker in the specialty (c) of the category (p), rub./hour-month; T bases - the base wage rate - the organization's average wages of workers for the planned period, rubles / hour-month; K c - the coefficient of the tariff scale for specialties, is taken according to table 2; K p - coefficient of the digit tariff scale, taken according to table 4 (for an 8-digit scale); K d is a coefficient that takes into account additional wages according to the systemic conditions of remuneration (stimulating and compensating payments). Coefficient (K d) allows you to adjust and include in the tariff rates of the corporate system additional payments for specific working conditions of individual specialists, for whom allowances are set by the administration of the enterprise. For example, the calculated rates are applied for time workers, and for piecework workers a multiplying factor of 1.07 is introduced (7% is half the increase in the coefficients of the tariff scale). B coefficient (K d) you can include allowances for work in difficult and hazardous conditions, work at height, allowances for mobile and mobile working conditions, etc. In the example of calculating the corporate tariff system of remuneration, a base rate of 10 thousand rubles was adopted. and the tariff coefficients of tables 2 and 4 were used. For the 1st category (unskilled workers) and the 8th category (highly skilled workers), the tariff rates are calculated for all specialties at the same level based on the characteristics of the digit grid according to diagram 3. Based on the accepted initial data, a firm tariff wage system (table 5) for normal conditions of construction work without incentive and compensatory wage payments.
Table 5
An example of a proprietary tariff system for remuneration of construction workers
|
Name of professions |
Odds but professions |
Qualification ranks |
Odds by category |
Fitter | asphalt concrete worker | concrete worker | Waterproofer | Giprochnik | Loader | Painter | Installer of internal sanitary systems | Installer of external pipelines | Assembler of steel and reinforced concrete structures | Finisher station wagon | Plasterer | Electric and gas welder | electrician | Construction electrician |
"Personnel service and personnel management of the enterprise", 2011, N 10
The labor legislation of the Russian Federation pays a lot of attention to wages: an entire section of the Labor Code is devoted to this issue. Any employer is concerned about wage issues: the price of labor must be market-based and not ruinous for the enterprise. To do this, employers are beginning to develop pay systems. On their own or with the involvement of intermediaries and consultants. At the moment, the consulting services market offers a fairly large number of different approaches to the construction of remuneration - both domestic and foreign. Each company has its own characteristics of building such a system. Much depends on the goals of the company, on the corporate culture, on the management system, as well as on the financial condition of the company and, of course, on the labor market.
Comparison of approaches to the formation of the base part of wages
Article 135 of the Labor Code of the Russian Federation determines that wages are set by an employment contract in accordance with the remuneration systems in force for a given employer. The Labor Code allows companies to establish their own remuneration systems, tariff rates, salaries, bonuses, and other incentive payments, indicating them in collective agreements and local acts. Currently, wages are determined in the labor market in two ways: spontaneously and scientifically.
The spontaneous principle of constructing salaries is characterized by friendly ties or special influence on the decision maker, as well as, possibly, devotion to the company, work experience, previous "services to the Fatherland". All of this combined can be a very good method of building a base salary, but only for small companies where "everything is in sight." An increase in the salary of one employee is perceived as natural for all members of the team, if it fits into the framework of their idea of a fair increase in salary. In an average, let alone a large company, such a system cannot exist as a motivational one. It becomes a bone of contention, giving rise to gossip, conflicts and unearned rivalry. Such "internal currents" in the life of the team do not lead the business to the top of leadership. In such companies, sensible managers resort to the scientific method of building a system for paying employees. To build a transparent, absolutely logical system based on a scientific approach. But how to build this ideal system?
The whole variety of systems can be classified and there are three large groups of approaches to building a system:
- approaches based on the tariff scale;
- approaches based on building a grading system;
- exotic approaches.
Let's focus on the first two.
Features of using the tariff scale
Article 143 of the Labor Code of the Russian Federation defines the tariff system of remuneration, which is such a remuneration system that is based on the differentiation of the wages of workers of various categories. The system itself includes:
- tariff rates;
- salaries (official salaries);
- tariff scale;
- tariff rates.
The same article of the Labor Code also defines the tariff scale: it is a set of tariff categories of work (professions, positions) determined depending on the complexity of the work and the requirements for the qualifications of workers using tariff coefficients. That is, tariff rates, salaries (official salaries) and tariff coefficients, taken together, represent the tariff scale, where each position (profession) corresponds to some tariff category.
The Labor Code allows companies to establish the type, remuneration system, tariff rates, salaries, bonuses, and other incentive payments, which are determined by collective agreements and local regulations. Thus, in different organizations there may be different tariff scales, differing in the number of digits and the degree of increase in tariff coefficients. When building your own tariff scale, they rely on two main points: the base value of the "step" of the coefficient and the size of the minimum salary, from which all other salaries will be counted.
The construction of the tariff scale begins with the identification of the minimum salary. Part 4 Art. 129 of the Labor Code of the Russian Federation defines a salary (official salary) as a fixed amount of remuneration of an employee for the performance of labor (official) duties of a certain complexity for a calendar month, excluding compensation, incentives and social payments.
On September 1, 2007, Federal Law No. 54-FZ of April 20, 2007 abolished Part 2 of Art. 129 of the Labor Code of the Russian Federation, which defined the minimum wage. Let us rephrase this norm somewhat and give a definition.
Minimal salary(minimum wage) - the established monthly wage for the work of an unskilled worker who has fully worked out the norm of working hours when performing simple work in normal working conditions.
Thus, the salary of an employee employed in the easiest, auxiliary, without harmful factors, with comfortable working conditions, is the starting point. for example, the trainee accountant in practice counts everything manually, without the use of technology, is in comfortable conditions and his activity in the accounting department is reduced to "clearing the rubble" of the primary documentation, which he will be instructed to streamline. Similarly, archivists and clerks work at enterprises in the manufacturing sector of the economy.
What is the minimum wage? Firstly, not lower than the minimum wage, as indicated by Part 3 of Art. 133 of the Labor Code. Secondly, it is more expedient that the salary is not much higher than the average market wage for a similar position. And thirdly, with this salary, the employee must eat, travel to and from work, pay utility bills and put something aside "for a rainy day" or for large purchases. The difficult calculation of such a minimum wage can be replaced by the size of the minimum wage in the subject of the Federation. So, in Moscow in 2011 it is equal to 10,900 rubles. (from 09/01/2011), in the Moscow region - 7229 (from 06/01/2011), in St. Petersburg - 7300 (from 01/01/2011).
Having determined the minimum wage (in our case, this is the tariff rate of the 1st category), we will consider the principle of constructing the tariff scale itself: with the help of tariff coefficients, the ratio of subsequent tariff rates to the tariff rate of the 1st category is established.
In a simplified form, the tariff scale of 5 categories is presented in Table 1. Tariff coefficients are set in arithmetic progression with a step of 0.2. The minimum bet is taken in the amount of 5000 rubles. The value of the tariff rates of the next categories is determined by multiplying the tariff coefficient by the tariff rate of the 1st category.
Table 1
Primitive tariff scale
Of course, in life, to build a tariff scale, a scientific justification for changing the tariff coefficient is required. The justification for such a procedure may be, as recommended by the Labor Code, the Unified Tariff and Qualification Directory of Works and Professions of Workers and / or the Unified Qualification Directory for the Positions of Managers, Specialists and Employees. However, not all positions can be covered by directories, or the company will independently decide to build its own tariff scale by modifying the classic ones.
To determine the size of the "step" use two methods: arithmetic and geometric progressions.
The arithmetic progression establishes an equal change in the coefficient from the tariff category to the tariff category (see table 1). A geometric progression involves an increase in the step by a certain number of times. Table 2 shows an example of a tariff scale with a coefficient that varies exponentially. The tariff coefficient changes by 1.1 times.
table 2
Tariff scale with exponentially variable coefficient
When creating a tariff scale, a minimum size of a "step" is set for a certain characteristic of work. for example, using the first approach, we set a step of 0.2 for the requirement to have a specialized education and another 0.2 for the actual management of a group of more than two people. Thus, our tariff scale can acquire the following outlines (Table 3).
Table 3
Justification in the tariff scale (simplified view)
Table 3 shows that the tariff rate of the 1st category corresponds to a position that does not require specialized education and does not have group leadership. The tariff rate of the 2nd category corresponds to a position with compulsory specialized education and not having group leadership, etc. The tariff rate of the 5th category corresponds to a position with two compulsory specialized education (basic and advanced training), which provides for the management of a group of more than 4 people.
From the foregoing, we can conclude that the tariff scale is easy to use. By changing the size of the minimum salary and the "step" of the coefficient, you can build your own universal and convenient tariff scale. In a single organization, it loses its historical cumbersomeness and can objectively reflect a harmonious system of remuneration.
Features of using the grading system
In the history of grading, at different stages of the development of capitalist society and scientific thought, completely different approaches to building a system of monetary motivation were born and went into the shadows. All theories were based on the assessment of jobs, the differences appeared in the estimated factors. So, in different years, the field of view of scientists fell: the complexity and significance of the work, the requirements for knowledge and skills, the efforts made, responsibility, and even the gap in freedom of action.
Hay's method
Based on the assessment of positions within the business processes taking place in the company. As you know, any business process has its own input (resources), operations (the process of converting resources into a product) and output (product). Thus, to perform business processes, an employee needs:
- resource (input) is knowledge and skills;
- the ability to transform a resource into a product - problem solving;
- the result of the transformation, expressed in terms of responsibility.
These three factors make up the three guide tables, where the additional parameters are rows and columns.
Knowledge and skills are learned and skillfully applied information, the quantity and variety of which is necessary and sufficient to perform a certain job, regardless of where and how it was obtained. So, for a high-quality personnel workflow, a human resources specialist needs to know 3-4 regulatory legal acts (for example, the Labor Code of the Russian Federation, the Rules for maintaining and storing work books, the Decree of the State Statistics Committee of Russia "On approval of unified forms of primary accounting documentation for accounting for labor and its payment. .." and Guidelines for maintaining military records). But the personnel manager cannot do without knowledge of labor protection, regulations of the social insurance fund, etc. Although both of them have "conducting personnel records management" in their duties. To distinguish and differentiate such components, the "knowledge and skills" factor consists of three parameters: the depth of knowledge, the breadth of knowledge, and the level of communications. The combination and intersection of these parameters gives a certain number of points for each position on the "knowledge and skills" factor.
Problem solving is entirely based on knowledge and skills, since the possibility of transforming a resource into a product depends only on the availability of the resource itself, that is, the ability to distinguish a problem from the mass of others, analyze it, develop solutions and draw conclusions. Therefore, the "problem solving" factor is taken as a percentage of the first factor. It, in turn, consists of two parameters: the complexity of the problem and the freedom of thinking, the combination of which determines the number of points for the "problem solving" factor. Since there are only two parameters, they are directly proportional: the more complex the problem, the greater the freedom of thinking.
Responsibility is a factor that speaks for itself and characterizes the level of influence on the final result of the product. It consists of three parameters: freedom to perform work, influence on the final result, control area.
After ranking all positions in the company, that is, assigning a certain number of points to each position, all positions are determined by their salary. Each number of points is proportionally related to its salary.
The method is designed in such a way that using it on your own seems to be a very time-consuming task. At a minimum, special education in working with tables and their possible adaptation and the availability of a specialized computer program for processing parameters are required.
Point-factor method for assessing jobs
The second method is the point-factor method for evaluating jobs. This is an analytical method based on generalized job evaluation factors applicable in different industries. Initially, the factors for building the system are not defined and they are set directly in each organization based on the specifics of the activity. The main principle for choosing factors is the strategic role of the position in the company, its contribution to the final result of the activity, as well as the value of the result itself for the company.
Thus, the construction of the salary system consists of the following steps:
- determining the number of factors;
- choice of decisive factors for the company;
- building a measuring scale;
- assessment (weighing) of factors for each position;
- building a salary structure.
When working on a system, it is advisable to adhere to the following criteria: there should be at least 4 factors for the entire organization, but no more than 7. When determining a factor, it can be described as a set of smaller factors called subfactors. As a rule, there can be 2 - 3 of them, no more. They do not intersect with each other, but describe the factor itself in more detail. for example, according to the communication factor, subfactors can be the frequency of communications, the intensity of exposure, the environment of exposure.
After determining the factors and subfactors, a rating scale is established. This can be a scale from -1 to +1, or from 1 to 5, or from A to C. Companies have the right to set their own “depth” of factor refinement, while each factor can have its own scale and its own depth.
Further, all positions in the company are ranked according to these factors. Each position is assigned a corresponding set of characteristics and points. The number of points is then translated into the base part of the salary.
The point-factor method of job evaluation is a beautiful and accurate method of evaluation, however, it is quite cumbersome and time-consuming. Most often, this method requires the involvement of experts. Nevertheless, it is most in demand by modern companies.
Summing up
All of the above can be summarized in a comparative table of two approaches to building a wage system, from which everyone can choose for themselves the most appropriate way to build the base part of wages.
Table 4
| Indicator | Tariff scale | Grading |
| 1 | 2 | 3 |
| The purpose of the system | Security centralized wage control | Ensuring a raise labor productivity employees |
| development goals and system changes | Raising the standard of living population, increase control | minimization subjectivity and increasing objectivity ratings and, of course, higher its manufacturability implementation |
| Formation principles payment systems | Equal Pay Implementation for equal work in the scale of the whole society | equal pay for complexity and significance work |
| What is | The set of standards approved state and providing level control tariff rates and salaries | Grouping positions according to certain rules for the purpose of standardization labor |
| Fundamental similarity of systems | 1. Job Description (professions). for example, job characteristics, described in the Unified tariff qualification work guide and workers' professions. 1. Description of the requirements for positions. for example, "Must know" sections and "Requirements to qualifications" in the EKS. 2. Job evaluation expressed in relative values (coefficients) and in monetary units. 3. Provided "fork" salaries: range between minimum and maximum salary for each position (professions) | 1. Job Description (professions). for example, profile table method Heya. 2. Description of requirements for candidates for the position. 3. Job evaluation expressed in relative values (points) and in monetary units. 4. Provided "fork" grades: range between minimum and maximum salary for each position (professions) included in grade |
| Fundamental systems difference | Distribution positions (professions) strictly hierarchical: subordinates receive fewer leaders | Distribution positions (professions) depends on the importance positions (professions) in company, work experience and other factors |
| Build Options systems | The complexity of work working conditions, his heaviness and tension significance in production enterprise process | skills, effort, responsibility and working conditions |
| On whom spread | For workers and employees all industries and regions countries | For employees plants, factories, railways |
| First system | 1917 | 1940 |
| System options | 35-bit Tariff net. For the first 14 ranks are charged workers, for the rest - engineering workers. 17-bit tariff grid with a range of 1:5, and then 1:8. By this grid are assigned students - the first and second rank; untrained workers simple labor - the third; workers low qualifications - fourth; qualified workers - fifth, sixth, seventh; highly qualified workers - the eighth, ninth. Employees charged until the 17th discharge | Hay's method - method profile tabular assessment guides work places. FES - factorial system estimates. TSD - temporary method freedom gap actions. DBM - stripe method solutions. Compensable method problem solving factor. Worker Evaluation Method places with rod and secondary factors |
| System Benefits | Simplicity in use, transparency and comprehensibility of the system. Possibility without outside help set up the system myself" | Detailed construction wages, taking into account the set factors. Definition "position values" depends on value this position in companies |
| Systems Disadvantages | Sedentary and unable to fully measure and promptly take everything into account features of various activities, and also the changes related to dynamics national income, implementation of achievements scientific and technical progress in production | Difficulty in building because the procedure laborious, often requiring involvement external consultants, which increases it price. Arise difficulty matching with labor legislation |
Opinion. Alla Bednenko, HR Director of Ekonika, Candidate of Psychological Sciences:
"It's no secret that the issue of remuneration is one of the most delicate for both employees and company management. Remuneration for work is a powerful motivational tool, the misuse of which can lead to the fact that the company will lose its valuable employees. When it is also unreasonable to significantly increase the company's costs by paying a high level of remuneration to those who do not deserve it.Therefore, employers are constantly in search of optimal principles for managing remuneration.Of course, each system of remuneration has its pros and cons.
The biggest disadvantage of the pay scale, in my opinion, is the limited number of job evaluation factors and, to some extent, the leveling of the individual characteristics of a particular organization ("equalization"). However, this method is still relevant, therefore, it has been developed in modern HR management: there have also appeared methods of series (ranking), a method of classifications (ranks), etc.
Along with the obvious advantages of the grading system, its disadvantages should be listed once again. Firstly, this system is not very motivating to achieve a result, since the performance of an employee is calculated only once a year during the assessment, according to the results of which a new category is assigned to him. Thus, the impact of a person's performance on the level of his remuneration is delayed. The second nuance is related to the transition of the company to the grading system: most likely, there are such employees who at the moment already receive a salary higher than provided for in the grading system, and the employer will not be able to lower their salary, as this can be regarded as worsening working conditions . Thirdly, it is possible to introduce a grading system only in companies with well-established and formalized business processes. Fourthly, the introduction of a grading system is usually a very resource-intensive process.
But the most dangerous drawback, in my opinion, is that with the instability of the Russian economy, salaries corresponding to grades become a limitation that prevents changes from being made. for example, if the market level of salary for a particular position has increased, then the enterprise is forced to immediately respond and also increase its size in this position in order to attract and retain these specialists, preventing their "outflow" from the company. But such a situation will inevitably come into conflict with the conditions of the grading system, since the value of the position for the company does not change, but the salary increases. Thus, the accepted rules for the formation of salaries are violated, the transparency of the system is reduced, companies are forced to introduce so-called "market allowances" for certain positions, etc.
This article discusses approaches to managing the permanent part of employee remuneration. But there are also many approaches aimed at managing the variable part of wages. for example, today in Russian companies the system of remuneration based on the principles of performance management is already widespread. One of its main components is a compensation system, in which the amount of remuneration of employees (its variable part) depends on the degree to which they achieve their goals and objectives (KPI key performance indicators). Moreover, performance indicators to stimulate employees can be both individual and team.
The advantages of this remuneration system include the motivation of personnel to achieve the goals of the company and division, the optimal use of funds for wages, transparency, clarity and fairness of the system. However, in my opinion, the optimal remuneration system appears when different approaches to remuneration are combined, as a result we get a combined remuneration system.
In my opinion, the most optimal combination of two systems - bonuses based on KPI and grading. It involves a flexible approach that, while maintaining the advantages of both pay schemes, eliminates some of the disadvantages. At the same time, the total income of a specialist should also correspond to the market approach, when the salary offer is formed depending on the supply and cost of the necessary specialists in the labor market.
Grading makes it possible to introduce a single unified salary system for all departments, build a transparent system of professional and career growth, which helps to retain valuable specialists in the company, increase motivation for continuous improvement and development.
Management of the variable part of remuneration based on KPI allows you to build a transparent and fair remuneration system, make optimal use of the payroll and improve the performance of employees in general. The system becomes flexible, it allows the manager to quickly make adjustments when goals change, as well as the situation in the external environment.
The right combination of different approaches to managing employee remuneration in practice is a powerful management tool that allows, among other things, to effectively manage the implementation of the company's strategy.
Of course, HR department employees must have a high level of professionalism in order to effectively develop and implement a combined approach within their company.
You should also pay attention to the fact that when introducing any new wage system, you must first adequately assess the company's labor costs for its creation, implementation, preparation of additional reporting, administrative and IT support, system administration and explanatory work with employees.
Before a large-scale implementation of the system throughout the company, it is desirable to conduct a pilot test in several departments in order to make adjustments if necessary.
I want to give one more piece of advice to our readers: any principles of remuneration management must be adapted to the specifics of the company's business, the company's life cycle and corporate culture. Remember that the best practice is the one that works in your company."
A. Shchetinina
Head of Human Resources
GC "Don-Consultant"
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ORDER of the Gosstroy of the Russian Federation dated 31-03-99 81 ON THE APPROVAL OF METHODOLOGICAL RECOMMENDATIONS ON THE ORGANIZATION OF PAYMENT OF EMPLOYEES... Relevant in 2018
2. Tariff system for organizing wages
| Difficulty factor number | An approximate characteristic of the degree of complexity of the factor | The degree of complexity of the factor | Number of points |
| 1 | 2 | 3 | 4 |
| 1 | Operations for receiving, accounting, issuing and storing cash and securities. Requires knowledge of certain calculation and control rules | 2 | 336 |
| 2 | A variety of simple tasks using machines and apparatus that facilitate the preparation, execution, transmission and processing of documents in a highly specialized field of activity | Number of points | |
| 1 | 2 | 3 | 4 |
| 1 | Reception, processing, reproduction, storage and issuance of documents, control over their execution, typing, housekeeping services | 1 | 168 |
| 2 | A variety of simple work using machines and apparatus, the transfer and processing of documents within a highly specialized field of activity | 2 | 210 |
| 3 | Performing work related to a narrow range of issues of the corresponding function at the scale of the unit | 2 | 350 |
| 4 | - | - | - |
| 5 | Works related to the reception, storage and issuance of documents constituting state, commercial and official secrets | 1 | 120 |
| Total: | 848 | ||
2.4.7. Thus, the calculation of the complexity of work in points for each position allows you to quantify the work of each of the managers, specialists and employees in the enterprise.
For a more rational distribution between the performers of work, both traditionally existing and new, emerging as a result of scientific and technological progress, it is necessary to analyze the current (at the enterprise) distribution of functions, and if it is not rational enough, the complexity of individual types should be adjusted in each specific case. works and distribute them taking into account newly emerging functions.
2.4.8. After establishing a quantitative assessment of the complexity of labor, taking into account the qualitative differences in the content of labor for each position of the head, specialist and employee, the next task is to determine the size of the official salary.
The ratio of the total score for each position is the basis for establishing the ratio in wages for positions.
So, for example, the assessment of the complexity of work for the position of "repair engineer" is 1785 points, and for the position of "planning economist" - 1953 points, then the salary ratio is 1.0 to 1.09. It is recommended that for a position with a minimum score, the salary be conditionally accepted as a unit.
In the future, this will be the minimum (basic) level of official salary at the enterprise, in relation to which official salaries of employees are set based on an assessment of the complexity of work.
A quantitative assessment of the complexity of work for each position of a manager, specialist and employee based on a complex of complexity factors makes it possible to determine the size of official salaries with a sufficient degree of accuracy in order to more reasonably differentiate wages; avoid egalitarianism and link the complexity of the work with the level of payment.