Tariff category of state employees.

Feng Shui

The tariff schedule is a scale that determines the ratio of tariff coefficients, the number of categories, categories of workers, as well as intercategory coefficients. Currently, two variants of tariff schedules are common: the Unified Tariff Schedule (UST), which has 18 bits and 6 bits tariff schedule

, used in agricultural enterprises. Using the tariff schedule, the ratio is determined tariff rates

depending on the qualifications of the employee (difficulty of work).

The tariff schedule consists of tables with hourly or daily tariff rates, starting from the first (lowest) category. Each schedule provides tariff rates for paying piece workers and temporary workers.

The ratio of tariff rates of different categories is precisely determined using the tariff schedule: the coefficient in the tariff schedule opposite each category, starting from the second (the first category has a coefficient of one), shows how many times the tariff rate of this category is higher than the rate of the first category. The range of the tariff schedule is the ratio of tariff rates of the extreme categories. In a business environment, it is easier to carry out such differentiation, since there is a more flexible opportunity to manipulate the fund wages (of course, within the framework of the relevant legislation). The budgetary sector is in a more difficult situation (the salary system simply cannot adequately respond to rising prices and market fluctuations work force ), and this required organization new system

wages.

In order to strengthen the stimulating role of wages and differentiation in wage levels for workers in education, healthcare, culture, social protection and other budgetary institutions, the Government of the Russian Federation adopted a resolution “On differentiation in wage levels for workers in the public sector based on the Unified Tariff Schedule” dated 14.10. 1992 No. 785, which came into force on December 1, 1992.

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

The size of the tariff rate of the first category, which is the basic one, is periodically revised, tracking the growth of consumer prices and changes in the minimum wage in accordance with this, and this sets the entire tariff schedule in motion.

Rates and salaries are established based on the results of certification and tariffication of each employee, since he must be assigned a certain rank according to the tariff schedule.

For leading professions in industries, salaries are set between minimum and maximum.

The commonality of functions performed by workers in various sectors of the non-production sphere has made it possible to establish the same tariff range for them - and this is one of the great advantages of the UTS.

In addition to comparing the labor functions of various groups and categories of personnel, the specific job responsibilities of employees and their educational level, the following factors are taken into account during certification:

Diversity (complexity) of work;

Management of subordinates;

Degree of independence;

Level of responsibility.

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

For example, the position of accountant is available in all institutions, regardless of the industry, but the level of training, education and qualifications of employees differ, and often quite significantly.

This means that a novice accountant will most likely be assigned a lower rank than an experienced one. In addition, different positions, and therefore different amounts of work and responsibility, should be paid differently. It is no coincidence that the position of “accountant-auditor” is included in a separate line of the tariff (this is a high qualification and great responsibility).

Highly qualified workers engaged in important and responsible jobs can also be set rates and salaries based on 9-10 categories of the Unified Labor Standard according to special industry lists approved by the Ministries and Departments of the Russian Federation, and for particularly important and especially responsible jobs - according to the list approved by the Ministry of Labor and employment of the Russian Federation, based on the 11th and 12th categories of the UTS, although in general categories up to the eighth inclusive are provided for workers.

The official salaries of deputy managers are set, as a rule, at 10-20%, and for assistant managers 30-40% lower than the salary of the manager.

It should be noted that in budgetary organizations, the additional payment of the difference in salaries resulting from the assignment of higher salaries to workers is made through savings in the wage fund.

To ensure that categories are not assigned arbitrarily, but according to certain criteria, tariff and qualification requirements have been developed and the qualification directory for positions of managers, specialists and employees continues to be in force.

The requirements of these documents are linked to the categories of the Unified Tariff Schedule. These are the main regulatory documents according to which tariffs are calculated.

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

The requirements for specialists, naturally, are higher - this is education from general to higher relevant profile and work experience, since to occupy a certain position, experience is required within the limits specified in the directory. Experience indirectly characterizes qualifications.

Conducting certification of employees of an organization or institution in order to assign employees ETS categories is the responsibility of the administration.

Joint Resolution of the Ministry of Labor of the Russian Federation and the Ministry of Justice of the Russian Federation No. 27 dated October 23, 1992 approves the basic provisions on the procedure for certification of organizations and enterprises receiving budgetary funding.

Thus, the Unified Tariff Schedule makes it possible to largely unify the remuneration of workers, while at the same time maintaining the possibility of flexible management of this payment - this is very important for stimulating labor, because every employee wants to have the opportunity to grow and receive fair pay for their work

Therefore, many enterprises outside budgetary sphere create their own tariff schedule, using some principles of the UTS and introducing additions based on the specifics of their production.

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

1 . Tariff rate - it is expressed in monetary terms sizeremuneration of an employee for performing work dutiescertain qualifications per unit of time.

Tariff rates are set at enterprises depending on .

From complexity, intensity; working conditions and its importance in the form fixed quantities The wage rate of workers is determined by the tariff rate (for time workers - when determining the amount of payment for the time worked; for piece workers - when determining piece rates).

Tariff rate of the first category is the initial value for the formation of tariff wages and represents the level minimum wage the simplest work. It cannot be lower than the minimum wage established by law. Tariff rates of the second and subsequent categories are calculated by multiplying the tariff rate of category I by the corresponding tariff coefficient -

2. There are three types of tariff rates depending on the unit time :

sentinels tariff rates - used for work for which they are established time standards;

daytime tariff rates - applied to work for which rationing is carried out according to production standards;

period tariff rates or salaries - apply for temporary workers, serving the main production. Hourly rates are of particular importance in the organization of wages. rates, since in accordance with the Labor Code of the Russian Federation, the establishment of some additional payments to the basic salary is made on their basis (additional payment for overtime work, for work at night And etc.).

3. Factors influencing tariff rates : \ financial condition enterprises;

The effectiveness of collective bargaining regulation wages at the federal, regional, sectoral, local levels;

working conditions, reflecting the influence of a combination of factors in the working environment on human performance. Increased wages for labor in difficult, harmful, especially difficult and especially harmful conditions are established by increasing tariff rates and through the introduction of additional payments to the tariff wage;

labor intensity. Many enterprises practice differentiation in wages depending on the form of remuneration (tariff rates for piece workers are higher than those for time workers).

Question 49. Tariff schedules

The concept of a tariff schedule

Tariff scale parameters

Types and principles of constructing tariff schedules

1 . Tariff schedule - This totality tariff categories works(professions, positions), determined depending on the complexity of the work and the qualification characteristics of workers using tariff coefficients. Tariff schedules are an integral part of the organization of wages at an enterprise.

Tariff coefficients show how many times the tariff rates of the second and subsequent categories are higher than the rates of the first category, while the tariff coefficient of the first category is always equal to unit.

Tariff categories characterize one or another level difficultlabor or qualifications of workers. The first category is assigned to workers who have lowest level of qualification, performing the most simple work. The last category is paid to employees highest level of qualifications, performing the most complex work.

2. Parameterwithin the tariff schedules are :

number of tariff categories;

tariff coefficients;

range of the tariff scale, i.e. the ratio of tariff coefficients of the first and last digits of the grid;

absolute increase in tariff coefficients - shows the difference between tariff coefficients of adjacent categories of the grid;

relative increase in tariff coefficients - reflects on what percentage does an employee’s salary increase when moving from rank to rank?

3. In current pricing practice, for most jobs and professions of workers, six-digit range (light industry, food industry, building materials industry, etc.). Workers employed in oil and gas production, in the rolling and pipe production of ferrous metallurgy, in the repair of equipment of power plants and networks are charged based on from seven categories. The smallest proportion of workers is employed in industries that are characterized by the highest complexity of labor, corresponding eighth category (fitting and assembly, welding work, production of folk arts and crafts, blast furnace and steelmaking, etc.).

An example of a six-bit grid is presented in table 5.

Table 5

Six-digit tariff scale

Depending on the nature of the change in tariff coefficients com from category to category there are several types of tariffs grids

tariff schedules with uniform increase tariff coefficients;

tariff schedules with increasing progression tariff coefficients;

tariff schedules with decreasing progression tariff coefficients;

Tariff schedules with mixed character their changes (combination of uniformity with progression or regression and so on.).

The construction of tariff schedules at enterprises should be carried out based on the following principles :

tariff schedules with an increased range and with increasingprogression tariff coefficients, as a rule, increase the interest of workers in improving their skills, performing complex and responsible work - they are established for higher categories;

the nature of the grid construction is determined professional qualification balance enterprise personnel. For example, with a stable shortage of highly skilled workers, their material incentives are ensured by increasing the progression of tariff coefficients for the higher categories of the tariff schedule. The shortage of low-skilled workers and their high turnover can be contained to some extent through

by increasing the progression of tariff coefficients of the initial categories of the grid;

The choice of tariff schedule parameters is largely determined financial capabilities enterprises. Thus, the increasing progression of tariff coefficients in the tariff schedule is more economical than their uniform change.

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

What is the tariff schedule and where is it used?

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

Each organization decides independently which remuneration system it uses. During 2016-2017, the Labor Code of the Russian Federation established the standards by which the tariff system should be implemented. The organization must make notes about this in the collective agreement or in the regulations on wages. In these local regulations All rules and principles for using the tariff system must be spelled out. The management of the enterprise must also prepare a tariff schedule according to which salaries will be calculated to employees.

The tariff schedule is to some extent tied to tariff categories. Since all positions that exist in an enterprise can be classified into a certain category, each category has its own separate wage rate. Most often, the first category goes to 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.

It follows from this that more complex and responsible work earns higher wages. In order not to use a different amount for each separate group of positions, tariff coefficients are used. They make it possible to immediately raise the salary for the 1st category to the level of the second or third category.

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

Budgetary enterprises cannot afford this, because they are subject to government regulations, and all control of the work process is carried out by government agencies. Therefore, state enterprises apply a Unified Tariff Schedule, which was approved by higher authorities.
Until the end of 2008, a Unified Tariff Schedule 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 public sector employees were calculated.

But since 2016, significant changes have occurred in the tariff system of remuneration, which has also changed the calculation of salaries for public sector employees. Now, instead of the concept of tariff category, “qualified levels” or “qualified groups” are used. Incentives and compensation payments have also been introduced into the system.

The size of the salary itself and the rates for it are now set by the head of the organization or enterprise himself. To do this, he must take into account the characteristics of the work, its complexity, the employee’s capabilities and level of qualifications. There is some relationship between wages employees and the salary that the manager receives. The higher average salary workers, those more money will be calculated for the work of the manager. This should allow the enterprise’s wage fund to be distributed evenly among all employees, and not give an advantage to management.

There is no mandatory tariff schedule for private companies. They can also use a tariff payment system, but they can create the tariff schedule themselves. They are also not obliged 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 employees’ work and set requirements for their work.

Discharges to the tariff schedule

The tariff rate for category 1 is set every year at the government level and cannot be lower than the minimum wage. If the latter was increased at some point, then 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 categories.

Tariff categories show how difficult the work of a particular employee is. This data can be taken from tariff and qualification reference books, which specify the requirements for the employee, his skills, titles or abilities. Also, wages are very dependent on working conditions. Their difficulty is compensated by various kinds of additional payments 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 established by the eighth category. The government allows enterprise managers to increase wages for such employees to 10 or 11 categories of the Unified Tariff Schedule (UTS). And if the profession is considered very important (for example, work in a medical institution), then the rate can be increased to 11-12 categories.

If over the years of work an employee’s qualifications have increased significantly, then his tariff rate should also increase. Public sector employees improve their skills through certification. To carry out this procedure, the norms of the Basic Regulations on the Certification Procedure are used. This document is used only for budgetary organizations or enterprises and is optional for private companies.

There are 18 tariff categories in total. The last, highest, category is received by highly qualified employees, often heads of enterprises.

The ranks in the tariff schedule 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 the Certification of Public Sector Employees provides for writing a character reference for an employee. Such a document must be prepared by the employee’s immediate management no later than two weeks before the certification itself. Such an assessment should include the following data:

• suitability of the employee for the position held;
• compliance of the employee with the job category;
• competence;
• attitude towards the work performed;
• indicators labor activity;
• indicators of labor activity results for the previous reporting period.

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

The certification commission includes:

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

Members of the certification commission must listen to the employee being certified and the head of the department in which he works.

If the person being certified is the head of an organization or enterprise, then his certification takes place in commissions that consist of representatives of higher authorities. Employee performance is assessed through open voting. The decision is made by a majority vote. In accordance with this decision, the head of the organization receives a month to transfer the employee to the appropriate pay grade. All certification results are entered into work book employee, where the tariff category according to the Unified Tariff Schedule is indicated.

Remuneration systems such as tariffs must be included in the collective wage agreement, or other agreements that contain labor legislation.

In contact with

Tariffing of work and workers allows you to establish the complexity (category) of the work and the level of qualifications of the worker. But the tariff instruments - ETKS and EKS - do not establish any quantitative relationships in remuneration for labor of varying complexity. This function is performed by another element of the tariff system - the tariff schedule.

Tariff schedule– qualification (tariff) scale ranks and corresponding tariff coefficients, which determines the ratio of wages (rates) depending on its complexity. The tariff schedule is a tool for differentiating wages depending on the complexity of the work and the qualifications of the employee.

Table 10.4

Tariff schedule (conditional example)

Tariff coefficient – relative indicator (in relation to simple labor, 1st category labor) wage level. It shows how many times the wages of this category are higher than the wages of the 1st category.

Tariff schedules are characterized by:

The number of tariff categories;

Range – the ratio of tariff coefficients of the extreme (lowest and highest) tariff categories;

The nature of the increase in tariff coefficients.

Table 10.4 shows an example of a six-bit tariff schedule with a range of 1:2 and a progressive absolute and relative increase in tariff coefficients.

Absolute increase (Ab) shows how many points (or percentage points) the tariff coefficient of each subsequent category is greater than the previous one. It is defined as the difference between the tariff coefficient of any category (Kt n) and the tariff coefficient of the previous category (Kt n -1):

Av = Kt n - Kt n -1 .

So, for example, in the above tariff schedule, the absolute increase in the tariff coefficient of the 5th category compared to the coefficient of the 4th category was 1.70-1.45 = 0.25 or 25 percentage points.

Relative increase (Rv) shows by what percentage the tariff coefficient of the subsequent category is greater than the previous one and is calculated using the formulas:

In our example, the relative increase in the tariff coefficient of the 5th category was 17.2% ( ).

Table 10.5

Options for increasing tariff coefficients of the tariff schedule

The magnitude of the absolute and relative increase in tariff coefficients from category to category may vary. Depending on the nature of this increase, tariff scales with uniform, progressive (increasing) regressive (fading) and combined (in a certain part of the tariff schedule increasing, and in the rest - decreasing) increase in tariff coefficients. At the same time, the nature of the absolute and relative increase in tariff coefficients of the same grid may not coincide (see Table 10.5).

The procedure for constructing intra-production tariff schedules includes several stages.

1. Deciding on which categories of personnel will use the tariff scale.

First of all, the question must be resolved whether a unified tariff schedule (UTS) will be developed, on the basis of which wages for all categories of workers (workers, employees, specialists, managers) will be organized, or whether a differentiated system will be created: tariff schedules for wages workers and salary schemes for managers, specialists and employees. Although in last years The scope of application of uniform wage scales has expanded significantly, and the traditional model of organizing remuneration, based on a differentiated approach, is becoming more widespread.

The latter involves the development of tariff conditions for remuneration of managers, specialists and employees in the form of official salary schemes. Official salary - this is the monthly amount of remuneration of an employee, depending on the position held and qualifications. Salary Scheme is a grouping of positions by pay level, consisting of a list of positions and monthly salaries for each of them. In order to take a more complete account business qualities, experience and qualifications of employees, for each position there is usually a salary range, i.e. minimum and maximum salary with a difference of 10-30%. For managers, official salaries are set differentially depending on the category (salary group) of the unit they manage. For specialists, salaries within positions are differentiated by qualification categories.

2. Establishing the number of digits.

The number of ranks of the tariff schedule will depend on the chosen option for constructing the tariff system, the diversity of the range of work in terms of complexity, and the financial capabilities of the organization. If a tariff schedule for remuneration of workers is developed, then the number of categories in it is established in accordance with All-Russian classifier workers' professions and current ETKS works and workers' professions and, as a rule, does not exceed 6-8. If a unified tariff schedule is developed, then the number of categories in it can reach 18-24.

3. Define the grid range.

Establishing the range of the tariff scale is closely related to the number of categories in it and the financial capabilities of the organization. After all, what more digits within the same range of the wage scale, the smaller the difference in wages for workers of related categories, the less their interest in improving their skills and performing work of higher complexity. Experts do not recommend using tariff schedules in which average value the relative increase in tariff coefficients is less than 10%, since this is the lower limit of the feeling of an increase in material interest in the qualification advancement of an employee.

When determining the value of the tariff scale range (D) can be used preparation time method , which is based on a comparison of the time (in years) required to train a worker of the highest and lowest qualifications:

where Vkv is the time of training of a highly qualified worker (years);

Vnkv – training time for an unskilled worker (years);

During – during general education training (years);

Vsp – time of special professional training (years);

Vpr – time practical work by specialty (years).

The range of the grid can also be determined taking into account the current level of basic (without bonuses, additional payments and allowances) wages for the simplest and complex work In the organisation. So, if the average monthly basic salary for workers performing the simplest work is 4,000 rubles, and for those performing the most complex work - 8,000 rubles, the range can be approximately taken as 1:2 (4000:8000).

4. Determination of the average absolute and relative increase in tariff coefficients.

The size of the average absolute (CAv) and relative (SOv) increase in tariff coefficients directly depends on the size of the range (D) and the number of digits (n) of the projected tariff schedule and are calculated using the formulas:

AND .

For a six-digit tariff scale with range 2 (the tariff coefficient of the first category is always equal to 1) or 20 points, a.

5. Selecting the nature of the increase and determining the value of the tariff coefficient for each category.

The choice of option for constructing a tariff schedule can be influenced by various factors: the qualification structure of employees, the financial capabilities of the organization, its provision of personnel with the required qualifications, the need to stimulate the growth of workers’ qualifications, etc. Thus, a shortage of highly qualified workers may serve as a basis for choosing a tariff schedule with a progressive increase in coefficients; the desire to provide a certain guaranteed level of wages for lower-ranking workers with limited financial capabilities can lead to the choice of a tariff schedule with a regressive increase in coefficients.

Taking into account the various factors, it should, however, be borne in mind that the most effective are networks with a progressive increase in tariff coefficients. They more accurately reflect the degree of change in labor costs for acquiring a higher level of qualifications, better stimulate advanced training and are more economical - with the same qualification structure of workers, such grids require less expenditure on the wage fund than grids with a uniform or regressive increase in tariff coefficients. This is clearly visible in the graph (Fig. 10.3). With the same qualification structure

Rice. 10.3. Dependence of the wage fund size

on the nature of the increase in tariff coefficients of the tariff schedule

workers in the case of using a tariff schedule with a regressive increase in tariff coefficients, the value of the wage fund (WF) can be represented by the area of ​​the “triangle” limited by the dotted line. In the case of using a tariff grid with a uniform increase in tariff coefficients - an area limited by a dotted line. When using a grid with a progressive increase in tariff coefficients, the value of the payroll will correspond to the area bounded by a solid line.

Tariff rates

By determining quantitative relationships in remuneration for labor of varying complexity and workers of different qualifications, tariff schedules do not establish absolute amounts of remuneration. This function is performed by tariff rates.

Tariff rate- this is the absolute amount of remuneration of an employee per unit of time, expressed in monetary form, provided that he performs established norm labor of a certain complexity. Depending on the system of standardization, accounting and labor planning adopted in the organization, different units of working time can be used - hour, day, month. In accordance with these they distinguish hourly, daily and monthly tariff rates.

Widest practical use have hourly tariff rates, since they are often the basis for calculating various additional payments to wages. The daily rate in this case is calculated by multiplying the hourly rate by the number of hours in a work shift, the monthly rate by the average annual number of working hours in a month. In cases where daily or monthly tariff rates are established as base rates, the hourly tariff rate can be determined by dividing the daily rate by the number of working hours in a working day (shift) or the monthly rate by the average annual number of working hours in a month.

The minimum wage rate (1st category rate) is established by the collective agreement of the organization or, in its absence, by the Regulations on remuneration. Its value is determined taking into account the financial capabilities of the organization, its goals and objectives social policy, conditions of sectoral, regional and territorial tariff agreements, labor prices prevailing in the labor market. In any case, the minimum wage rate must ensure that the employee of the lowest grade employed in normal conditions labor and working with normal intensity, provided that he fulfills labor standards and works the full monthly standard of time, tariff earnings not lower than the minimum wage (minimum wage) established by the government in the Russian Federation.

The minimum tariff rate of the 1st category in industries financed from budgets of various levels is established by the Government of the Russian Federation at a level not lower than the state-guaranteed minimum wage.

Tariff rates of all subsequent categories are calculated values. The rate of any category (ST i) can be determined by multiplying the rate of the first category (ST 1) by the tariff coefficient of the corresponding category (CT i):

ST i =CT 1 *CT i .

In addition to the fact that tariff rates establish the absolute amount of wages per unit of time, they can serve as a tool for wage differentiation both taking into account the circumstances provided for by labor legislation and in accordance with established production practice. The main factors of such differentiation may be the conditions and intensity of labor, forms of payment, the importance of individual professions or types of work (Fig. 10.4).

Rice. 10.4. Main directions of intra-production differentiation of tariff rates

Labor Code Russian Federation(Articles 146 and 147) provide that remuneration for workers engaged in heavy work, work with harmful, dangerous and other special conditions labor, is set at an increased rate compared to the tariff rates (salaries) established for work with normal working conditions. This increase in the amount of payment can be carried out through additional payments and allowances, a system of increasing coefficients, the establishment of differentiated tariff rates of the first category for work with different conditions labor. Similarly, with the help of tariff rates, remuneration for work of varying intensity, significance and responsibility is differentiated.

So on many industrial enterprises various tariff rates of the 1st category are established to pay for work in normal working conditions, difficult, harmful and especially difficult and especially hazardous work, work carried out in a free or regulated rhythm, paid time-based or piecework, etc. As a result, an entire system of tariff rates of the first category is created (the so-called “tariff vertical”), promoting more complete differentiation of wages.

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ORDER of the State Construction Committee of the Russian Federation dated 03/31/99 81 ON THE APPROVAL OF METHODOLOGICAL RECOMMENDATIONS FOR ORGANIZING THE REMUNERATION OF WORKERS... Relevant in 2018

2. Tariff system for organizing wages

2.4.7. Thus, calculating the complexity of work in points for each position makes it possible to quantify the work of each of the managers, specialists and employees at the enterprise.

For a more rational distribution between performers of work, both traditionally existing and new ones emerging as a result of scientifically - technical progress, it is necessary to analyze the current (at the enterprise) distribution of functions, and if it is not rational enough, the complexity should be adjusted in each specific case individual species work and distribute them taking into account newly emerging functions.

2.4.8. After establishing quantification complexity of work, taking into account qualitative differences in the content of work for each position of manager, specialist and employee, the following task is solved - determining the size of the official salary.

The ratio of the total score for each position is the basis for establishing the ratio of wages for positions.

So, for example, the assessment of the complexity of work for the position “repair engineer” is 1785 points, and for the position “planning economist” - 1953 points, then official salaries are correlated as 1.0 to 1.09. It is recommended that for a position with a minimum score, the salary should be assumed to be conditionally equal to one.

In the future, this will be the minimum (basic) level of official salary at the enterprise, in relation to which the official salaries of employees are established 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 set of complexity factors makes it possible to determine with a sufficient degree of accuracy the size of official salaries for the purpose of more justified differentiation in remuneration; avoid equalization and link the complexity of work to the level of payment.