ADMINISTRATION MO "CITY DISTRICT" CITY NARYAN-MAR"

RESOLUTION

Has become invalid since January 1, 2019 on the basis of the resolution of the administration of the municipality "City district" City of Naryan-Mar " dated July 9, 2018 N 448.
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In accordance with the Federal Law of June 19, 2000 N 82-FZ "On the Minimum Wage", in order to ensure social guarantees employees of the enterprise The Administration of the Municipal District "City of Naryan-Mar" decides:

1. Establish from July 1, 2017 for the municipal unitary enterprise "Combine for improvement and consumer services" the following tariff rates for a worker of the first category:

For subdivisions corresponding to the main type of activity of the enterprise, in the amount of 7,800.00 rubles;

For the division for the processing of municipal solid waste - 8,112.00 rubles.

2. Consider invalid the decision of the Administration of the Municipal District "City District" City of Naryan-Mar "dated June 17, 2016 N 692 "On the establishment from July 1, 2016 tariff rate worker of the first category for the municipal unitary enterprise "Combine for improvement and consumer services".

3. This resolution comes into force from the moment of signing and applies to legal relations arising from July 1, 2017.

Head of MO "Urban District
"City of Naryan-Mar"
O.O.BELAK

ON ESTABLISHING FROM JULY 1, 2017 THE TARIFF RATE OF THE FIRST CATEGORIAL WORKER FOR THE MUNICIPAL UNITARY ENTERPRISE "COMBINE FOR IMPROVEMENT AND HOUSEHOLD SERVICES"

Document's name:	ON ESTABLISHING FROM JULY 1, 2017 THE TARIFF RATE OF THE FIRST CATEGORIAL WORKER FOR THE MUNICIPAL UNITARY ENTERPRISE "COMBINE FOR IMPROVEMENT AND HOUSEHOLD SERVICES"
Document Number:	673
Document type:	Administration Decree municipality"Urban district "City of Naryan-Mar" of the Nenets Autonomous Okrug
Host body:	Administration of the Municipal Formation "City District" City of Naryan-Mar "of the Nenets Autonomous Okrug
Status:	Inactive
Published:	"Official Bulletin of the Municipal District "City of Naryan-Mar" "Our City", N 32-33, 06/29/2017
Acceptance date:	June 20, 2017

The smallest category and increasing coefficients are established at the state level (by industry agreements, regional regulations). commercial organization can develop its own tariff scale independently, taking into account the collective, trade union opinion. It is only important to take into account that the lowest rate cannot be lower; in 2019, its size was 11,280 rubles.

Regional minimum wages may be higher than federal ones (in St. Petersburg minimum wage from 01/01/2019 - 18,000 rubles, in Moscow from 10/01/2018 - 18,781), and business leaders should focus specifically on the indicators of their regions.

Unified tariff scale

The unified tariff system, as a state tool for managing the income of citizens, has gone into oblivion since 2008. It was replaced by a new wage system (NSOT) for state employees (Government Decree No. 583 dated August 05, 2008). It also defines a system of increasing coefficients (for the position, qualifications, length of service, labor intensity of work, and so on), but it is valid for one calendar year, and may be revised next year.

However, analogues of a single tariff payment are found in large commercial companies and industries that develop tariff system independently and consider it as a flexible management mechanism that allows you to quickly and accurately solve personnel tasks, such as the selection and placement of workers, certification, training, development and motivation of staff.

Pay scale

The basis of the tariff assessment comes from the understanding of the fact that the higher the qualification of an employee, the more complex and responsible the work that he performs, the higher he should be wage.

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

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

As a result, a tariff table is formed that allows you to evaluate (tariff) the work of each worker and employee and assign a fair salary that reflects the value of his knowledge and skills for the company.

Tariff scale in the commercial sector

If it is difficult to create tariff coefficients for the 2019 unified tariff scale on your own, you can “borrow” samples in industry agreements for the period up to 2019 - documents created by associations of specialized employers and approved by the relevant trade unions.

There are 13 qualification levels for transport workers; tariff category tram and trolleybus driver - 6th or 7th (depending on the length of the train); the highest coefficient for the 13th category is 4.13, however, a fork is provided (from 3.90 to 4.13). By the way, in this way the Decree of the Government of the Russian Federation of December 10, 2016 No. 1339 is also implemented that (relevant for state and municipal institutions).

An example of how the coefficient turns into a salary

Calculation example for a tram driver in St. Petersburg.

Skill level - 5th. Fork coefficient - 1.63-2.06.

The minimum wage in St. Petersburg (salary for the 1st category) = 18,000.

We multiply the tariff rate of the 1st category (minimum wage) by the coefficient: we get the driver's salary: 29,340-37,080 (excluding allowances and compensations).

Tariff scale for state employees

Let's define the key bases for determining the wage scale for employees public sector. So, for state and municipal institutions, the system of remuneration is determined by the intersectoral situation. In simple words, representatives of higher ministries and departments are lowering ready-made standards and rules for their subordinate institutions.

The structure of remuneration of state employees meets the same requirements. So, first of all, the base salary is determined for the tariff system. This is the minimum unit of wages to which increasing tariff coefficients will be applied. For example, the seniority coefficient, the bonus for qualifications, additional payment for processing, and so on.

An example of a tariff system for an educational institution.

Further, the following dependence is applied to the base salary - the availability of qualifications. The sectoral regulation can establish a bonus factor to the base salary in a simple form. For example, for the presence of qualifications, the salary increases by a certain percentage. Accordingly, if the employee has not confirmed his level of qualification, then he is not entitled to allowances for this category.

But a complex form can also be used. For example, when employees of one position can receive several levels of qualification, academic degrees, merits, awards and other distinguishing marks.

In addition to the base salary, other types of allowances may be applied. For example, the seniority rate for general experience, allowance for the length of service at this enterprise, territorial allowances and other factors that determine the type of activity of the employee.

Any enterprise, regardless of the form of management, pays the labor of its employees unequally, as indicated in staffing, but the ratio of salaries of employees at the enterprise is fixed in the tariff scale.

This is one of the methods for calculating wages at an enterprise, which is formed on the basis of local or legislative acts, it is she who determines the coefficient for multiplying the minimum wage, depending on the qualifications of a specialist and other related ones.

When forming the tariff scale, the following is taken into account:

• The intensity of the work load;
• Harmfulness and danger of production;
• Length of working time and length of service of an employee in one position;
• Branch of production, since for each type of production its own coefficients are used;
• Employee qualification;
• Features of climatic conditions.

Important: the cost of an employee's hour of work is always used as a basis in the tariff scale.

The volume of work performed by him per shift can be taken into account, while it is subsequently still broken down by the number of hours in the shift or working day. This leads to the calculation of the hourly rate of an employee in any production.

The differences between the tariff system and are discussed in this video:

Important: rates and increased salaries may not depend on categories. The tariff scale is formed according to the categories, usually 6 categories are used in its formation, such a system is used mainly for budgetary institutions.

If the enterprise is engaged in production and is quite complex, a larger number of digits up to 23 is used, but the same coefficients are applied as in the public sector.

The salary of each employee depends on the coefficients used.

Application of the tariff scale in organizations

Remuneration in production is formed in accordance with the legislation of Art. 143 - 145 of the Labor Code of the Russian Federation and when using tariff and qualification reference books.

Labor Code of the Russian Federation Article 143. Tariff systems of remuneration

Tariff wage systems - wage systems based on the tariff system of differentiation of wages of workers of various categories.
The tariff system for differentiation of wages of employees of various categories includes: tariff rates, salaries (official salaries), tariff scale and tariff coefficients.
Tariff scale - a set of tariff categories of work (professions, positions), determined depending on the complexity of the work and the requirements for the qualifications of employees using tariff coefficients.
The tariff category is a value that reflects the complexity of the work and the level of qualification of the employee.
Qualification category- a value that reflects the level of professional training of the employee.
Tariffication of work - assignment of types of labor to tariff categories or qualifying categories depending on the complexity of the work.
The complexity of the work performed is determined on the basis of their billing.
Tariffication of work and the assignment of tariff categories to employees are carried out taking into account a single tariff qualification handbook works and professions of workers, a unified qualification directory of positions of managers, specialists and employees, or taking into account professional standards. These reference books and the procedure for their application are approved in the manner established by the Government Russian Federation.
Tariff systems of wages are established by collective agreements, agreements, local regulations in accordance with labor law and other normative legal acts containing norms labor law. Tariff systems for remuneration of labor are established taking into account the unified tariff-qualification directory of works and professions of workers, the unified qualification directory for the positions of managers, specialists and employees or professional standards, as well as taking into account state guarantees for wages.

These directories are a list of activities and various professions that are available in enterprises and institutions. They fully contain the characteristics and qualification data, as well as the complexity of all types of professions. In addition, they indicate the requirements for the skills and experience of employees, determine their degree of responsibility.

Important: the directory is designed to determine and assign a rank to each employee.

Of course, at the enterprise, the management has the right to develop its own tariff-qualification guide, taking into account the characteristics of the organization's activities.

Important: in this case, the guarantees and rights of the employee should not be infringed, in particular, labor should not be paid below the minimum wage.

Classification according to new standards

Classification in the tariff scale occurs on the basis of several components:

• Industry;
• State and commercial organizations;
• division within the enterprise.

For example, in the pricing of payments for medical workers their categories, base salary and minimum wage are involved.

In addition, rates are based on:

• Centralized act established by the authorities;
• The contractual basis is a collective agreement.

At the same time, a new wage system is applied, but taking into account the old foundations.

Payment grades and coefficients.

Rank Odds and Pay Rates

The coefficients used may vary depending on the industry of application, but at the same time, fixed indicators are used for budgetary organizations in almost any area.

For example, for budgetary organizations in medicine, the following figures apply:

1	1	1 100
2	1,04	1 144
3	1,09	1 199
4	1,142	1 256,2
5	1,268	1 394,8
6	1,407	1 547,7
7	1,546	1 700,6
8	1,699	1 868,9
9	1,866	2 052,6
10	2,047	2 251,7
11	2,242	2 466,2
12	2,423	2 665,3
13	2,618	2 879,8
14	2,813	3 094,3
15	3,036	3 339,6
16	3,259	3 584,9
17	3,510	3 861
18	4,500	4 950

Important: at the same time, if the employee works in countryside, then 25% of the base salary is added to his salary.

If this is a deputy, then his salary is 10 - 20% lower than the head, taking into account qualifications, degrees, honorary titles.

If the specialty is not indicated in the tariff intersectoral reference book, then such a specialist is paid in accordance with the unified tariff and qualification reference book.

Examples of payment calculations

If hourly wages are used, then the number of hours worked is simply multiplied by the hourly rate.

The employee worked 150 hours per month, his rate per hour is 134 rubles, it follows that he earned:

150 * 134 = 20,100 rubles per month.

Since he fulfilled the plan, according to the collective agreement, he is entitled to a bonus of 20% of earnings, that is:

• 20,100 * 0.2 = 4,020 rubles bonus. You will find out by what rules the monthly bonus is calculated for employees.
• 20,100 + 4,020 = 24,120 rubles earnings.

In addition, he has a 5th category, and this involves the use of a coefficient of 1.268, which indicates the employee’s earnings in a given month of 30,584.16 rubles.

Important: if the employee has not fulfilled the plan, then the employer has the right to deprive him of the allowance.

Conclusion

The pay scale is a great advantage if it is used in accordance with innovations and, first of all, the value of the employee, his experience and complexity are assessed production process, and already at the next step is the rank of a managerial position.

How to build effective system wages at the enterprise - see here:

Often, enterprises use a tariff system of remuneration. It could be like government agencies as well as private companies. But the nuances in the application of this system for them will differ significantly.

What is a tariff scale and where is it used?

One way to calculate wages is to use the tariff system. It is governed by rules that have been developed government bodies or specialists within the enterprise. But in the latter case, they must comply with state standards, as well as the rules on the minimum wage of employees in the enterprise.

Each organization decides for itself which system of remuneration it uses. The Labor Code of the Russian Federation during 2016-2017 fixed the norms according to which the tariff system should be implemented. In the organization, on this occasion, marks should be made in the collective agreement or in the regulation on remuneration. In these local regulations all rules and principles for the use of the tariff system should be spelled out. The management of the enterprise must also prepare a tariff scale, according to which salaries will be paid to employees.

The tariff scale is to some extent tied to tariff categories. Since all the positions that exist in the enterprise can be attributed to a certain category, each category has its own separate wage rate. Most often, the first category is received by those workers who have the lowest qualifications, and so on. If the complexity of the work performed by an employee increases, then his tariff category also increases.

From this it emerges that for more complex and responsible work, there are higher wages. In order not to use a different amount for each individual group of posts, tariff coefficients are used. They make it possible for the 1st category to immediately raise to the level of the second or third category.

This is how the tariff scale is formed, where a certain coefficient is assigned to each category. The use of the tariff system at enterprises is far from uncommon, but the tariff scale for each of them can differ significantly. Private companies often independently develop their own tariff scales, taking into account the specifics of the work. Here, not only the amount of salary may differ, but even the number of tariff categories, because it is developed by personnel officers independently.

State-owned enterprises cannot afford this, because they are subject to state regulations, and all control of the work process is carried out by state bodies. Therefore, on state enterprises the Unified tariff scale is applied, which was approved by higher authorities.
Until the end of 2008, the Unified Tariff Scale was in effect on the territory of the Russian Federation. It was on the basis of the data set out in it that wages for state employees were calculated.

But since 2016, there have been significant changes, which also changed the calculation of salaries for state employees. Now, instead of the concept of a tariff category, “qualified levels” or “qualified groups” are used. Incentive and compensation payments have also been introduced into the system.

And the rates for it are now set by the head of the organization or enterprise. To do this, he must take into account the features of the work, its complexity, the capabilities of the employee and the level of his qualifications. There is some relationship between salary employees and the salary that the head receives. The higher average salary workers, topics more money will be counted for the work of the head. This should make it possible to evenly distribute the wage fund of the enterprise to all employees, and not to make a preponderance in the direction of management.

There is no mandatory tariff scale for private companies. They can also use the tariff system of payment, but they can make the tariff scale on their own. They are also not required to adhere to the tariff rules established by the Government. Also, employees of such a company can independently decide how many tariff categories they will have. This allows managers to realistically assess the specifics of the work of employees, put forward requirements for their work.

Ranks to the tariff scale

The tariff rate for the 1st category is set every year at the government level and cannot be lower than the minimum wage. If the latter was raised at some point, the Government decides to increase the tariff rate for this category.

Each of the categories has its own tariff coefficient, which shows how many times the salaries of the second and other categories are greater than those of the first. One can observe an increase in this coefficient from 1 to 4.5, along with an increase in the number of tariff category.

Pay grades show how difficult the work of an employee is. This data can be taken from the tariff-qualification directories, which spell out the requirements for the employee, his skills, ranks or abilities. Also, wages are highly dependent on working conditions. Their difficulty is compensated by various kinds of surcharges or compensations.

Working professions are charged according to eight categories (from 1 to 8). But this does not mean that qualified workers cannot receive more than the minimum set by the eighth category. The government allows the heads of enterprises to increase the wages of such employees to 10 or 11 categories of the Unified Tariff Scale (UTS). And if the profession is considered very important (for example, work in medical institution), then you can raise the rate up to 11-12 digits.

If, over the years, the qualification of an employee has grown significantly, then his tariff rate should also increase. Employees public sphere improve their skills through certification. To carry out this procedure, the norms of the Basic Regulations on the procedure for attestation are used. This document is only used for budget organizations or businesses and is optional for private companies.

In total, there are 18 tariff categories. The last, highest, category is received by highly qualified employees, often the head of enterprises.

The ranks in the pay scale are divided according to the industries in which employees work. For example:

• education;
• forestry;
• Agriculture;
• healthcare, etc.
• industries are also divided into types of professions and so on.

Algorithm for assigning a new rank

The law on attestation of public sector employees provides for the writing of characteristics for an employee. Such a document must be prepared by the direct management of the employee no later than two weeks before the certification itself. Such an assessment should include the following data:

• compliance of the employee with the position;
• compliance of the employee with the category of work;
• competence;
• attitude to the work performed;
• indicators labor activity;
• performance indicators for the previous reporting period.

The employee must be familiar with this document no later than a couple of weeks before the certification.

The certification committee includes:

• head of the enterprise;
• department head;
• highly qualified specialists;
• union representatives.

Members attestation commission must hear the certified employee and the head of the unit in which he works.

If the person being certified is the head of an organization or enterprise, then his certification takes place in commissions, which consist of representatives of higher authorities. Evaluation of the work of an employee occurs through open voting. The decision is made by majority vote. In accordance with this decision, the head of the organization receives a month to transfer the employee to the appropriate wage category. All certification results are entered into work book employee, which indicates the tariff category according to the Unified tariff scale.

Such systems of remuneration as tariffs should be included in the collective agreement on remuneration, or other agreements that contain the norms of labor legislation.

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