New edition of Art. 143 Labor Code of the Russian Federation
Tariff remuneration systems - remuneration systems based on a tariff differentiation system wages workers of various categories.
The tariff system for differentiating wages for workers of various categories includes: tariff rates, salaries (official salaries), tariff schedule and tariff coefficients.
Tariff schedule - 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.
Tariff category is a value that reflects the complexity of work and the level of qualifications of the employee.
Qualification rank is a value reflecting the level vocational training employee.
Tariffication of work - assignment of types of labor to tariff categories or qualification categories depending on the complexity of the work.
The complexity of the work performed is determined based on their pricing.
Tariffication of work and assignment of tariff categories to employees are carried out taking into account the unified tariff and qualification directory of works and professions of workers, the unified qualification directory of positions of managers, specialists and employees, or taking into account professional standards. These reference books and the procedure for their use are approved in the manner established by the Government Russian Federation.
Tariff systems of remuneration are established by collective agreements, agreements, local regulations in accordance with labor legislation and other regulatory legal acts containing norms labor law. Tariff systems of remuneration are established taking into account the unified tariff and qualification directory of works and professions of workers, the unified qualification directory of positions of managers, specialists and employees or professional standards, as well as taking into account state guarantees for remuneration.
Commentary on Article 143 of the Labor Code of the Russian Federation
As we said above, remuneration for an employee’s work is established depending on his qualifications, complexity, quantity, quality and conditions of the work performed. Wage differentiation according to these indicators is ensured, as a rule, on the basis of a tariff system of remuneration.
According to Article 143 of the Labor Code of the Russian Federation, the tariff system of remuneration includes:
Tariff rates;
Salaries (official salaries);
Tariff schedule;
Tariff coefficients.
The main element of the tariff system of remuneration is tariff rates. Tariff rate is a fixed amount of remuneration for an employee for fulfilling a standard of work of a certain complexity (qualification) per unit of time, without taking into account compensation, incentives and social payments.
The tariff rate of the 1st category determines the minimum wage for unskilled labor per unit of time. The tariff schedule 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.
In this case, the tariff category is a value that reflects the complexity of labor and the level of qualifications of the employee, and qualification category- a value reflecting the level of professional training of the employee.
The tariff coefficient establishes the ratio of the tariff rate of a given category to the tariff rate of the first category. In other words, the tariff coefficient shows how many times the tariff rate of a given category is greater than the tariff rate of the first category. Using the tariff rate of the first category and the corresponding tariff coefficients, the tariff rates of the remaining categories are determined. For example, if the tariff rate of the first category is 1,100 rubles (today this is the minimum wage), then, knowing the tariff coefficient of, say, the tenth category (let’s say 2.047), it is easy to calculate the tariff rate of the tenth category by multiplying the tariff rate of the first category for the corresponding tariff coefficient - 2251.7 rubles.
Thus, tariff schedule is a scale that determines the ratio of wages when performing work of various qualifications. Modern labor legislation focuses on contractual and local regulation wages. The type and remuneration system, the size of tariff rates, salaries, bonuses, and other incentive payments, are determined independently by organizations in collective agreements and local regulations. Different organizations may establish different tariff scales, differing in the number of categories and the degree of increase in tariff coefficients. At the same time, wages in the public sector are set centrally - on the basis of the so-called Unified Tariff Schedule (UTS).
The tariff system of remuneration for public sector workers is based on the Unified Tariff Schedule, approved by Decree of the Government of the Russian Federation of October 14, 1992 N 785 “On differentiation in levels of remuneration for public sector workers based on the Unified Tariff Schedule.” The Unified Tariff Schedule (UTS) is a unified scale of wages for workers and employees. It covers all groups of employees of institutions, organizations and enterprises that receive budgetary funding (with the exception of representative and executive authorities). It contains 18 bits. Previously, the ratio of tariff categories of this tariff schedule was set at 1:10.07, i.e. wages for the highest 18th category exceeded wages for the first (lowest) category by 10.07 times. However, from December 1, 2001, the ratio between the tariff rates (salaries) of the first and eighteenth categories of the Unified Tariff Schedule for remuneration of employees of public sector organizations was set at 1 to 4.5.
The size of the first category tariff rate is established by the Government of the Russian Federation and cannot be lower minimum wage labor. When the minimum wage (SMW) increases, the Government of the Russian Federation issues a corresponding resolution on increasing UTS tariff rates.
Each category of the grid corresponds to a tariff coefficient, which shows how many times the tariff rates of workers of the second and subsequent categories are higher than the rates of workers of the first category. These coefficients increase with increasing tariff category (from 1 to 4.5). Currently, tariff coefficients for calculating wages for federal employees government agencies established by Decree of the Government of the Russian Federation of April 29, 2006 N 256 “On the size of the tariff rate (salary) of the first category and on inter-category tariff coefficients of the Unified tariff schedule for remuneration of employees of federal government institutions.”
The pay grades in the unified technical system reflect the complexity of the work performed. The dependence of wages on working conditions is ensured by various types of additional payments and compensations (for working with heavy or harmful conditions labor in difficult climatic conditions, at night, etc.).
Tariffication various works, professions, specialties, depending on their complexity, is carried out on the basis of tariff and qualification reference books. Tariff qualification directory establishes the requirements that the employee must meet, i.e. what knowledge, skills and abilities he must have to perform a particular job, depending on its complexity. Currently, the Unified Tariff and Qualification Directory of Work and Professions of Workers (UTS) is in force, the approval procedure for which is outlined in Decree of the Government of the Russian Federation of October 31, 2002 N 787.
The UTS establishes tariff and qualification characteristics of blue-collar professions in the form of job characteristics (which includes this work) and the necessary knowledge of the employee (“should know”).
The qualification directory for positions of managers, specialists and other employees was approved by Resolution of the Ministry of Labor of Russia of August 21, 1998 N 37. This qualification directory contains three sections: “Job responsibilities”, “Must know” and “Qualification requirements”. The "Job Responsibilities" section lists labor functions which the person holding the position must perform this position. The “Must Know” section includes requirements for the knowledge necessary for an employee to perform his job duties. The section "Qualification Requirements" provides for the minimum level of general and special training required to perform this work (level and profile of education, work experience).
Tariffication of workers is carried out according to eight categories (from I to VIII). However, according to the above-mentioned Decree of the Government of the Russian Federation “On differentiation in the levels of remuneration of public sector workers based on the Unified Tariff Schedule” dated October 14, 1992 N 785, heads of institutions, organizations and enterprises receiving budgetary financing are given the right to set monthly rates and salaries some employees at higher qualification levels. Thus, for highly qualified workers engaged in important and responsible jobs in accordance with the lists approved by ministries and departments of the Russian Federation, monthly rates and salaries can be set based on the IX and X categories of the unified labor system, and for particularly important and especially responsible jobs according to the list approved by the Ministry Labor of the Russian Federation (now - the Ministry of Health and social development RF), based on the XI and XII categories of the Unified Tariff Schedule.
As the employee's qualifications (grade) increase, so does his tariff rate. Assignment of categories to public sector employees is carried out based on the results of certification. Certification of public sector employees is carried out in accordance with the Basic Provisions on the procedure for certification of employees of institutions, organizations and enterprises receiving budgetary funding, approved by Resolution of the Ministry of Labor of Russia and the Ministry of Justice of Russia of October 23, 1992 NN 27, 8/196. In accordance with these Basic Provisions, for each employee subject to certification, no later than two weeks before the start of certification, his immediate supervisor prepares a submission containing a comprehensive assessment of: the compliance of the employee’s professional training qualification requirements by position and pay grade; his professional competence; attitudes towards work and performance of job duties; indicators; performance indicators for the past period. The employee being certified must be familiarized with the submitted materials in advance, at least two weeks before certification. The certification commission includes a chairman (usually the deputy head of an institution, organization, enterprise), a secretary and members of the commission. The certification commission includes heads of departments, highly qualified specialists, and representatives of trade union organizations. The certification commission reviews the submission, hears the certified person and the head of the department in which he works. Heads of institutions, organizations, and enterprises undergo certification in commissions organized by higher subordination bodies. The assessment of the employee’s performance and the commission’s recommendations are adopted by open voting by a majority of votes. The head of the organization, taking into account the recommendations of the certification commission, makes a decision within a month to establish appropriate wage levels for employees. The certification results, after their approval by the manager, are entered into work book employee indicating the level of payment according to ETC.
Tariff systems of remuneration are established by collective agreements, agreements, local regulations in accordance with labor legislation and other regulatory legal acts containing labor law standards. Tariff systems of remuneration are established taking into account the unified tariff and qualification directory of works and professions of workers, the unified qualification directory of positions of managers, specialists and employees, as well as taking into account state guarantees for remuneration.
Another comment on Art. 143 Labor Code of the Russian Federation
1. In Art. 143 of the Labor Code of the Russian Federation provides a legal definition of the concept of “tariff system of remuneration” and its elements, which was previously enshrined in Art. 129 of the Labor Code, the procedure for tariffication of work and assignment of tariff categories to employees is established, as well as the procedure for establishing a tariff system by the employer.
The tariff system of remuneration is a set of rules enshrined in regulations, collective agreements and agreements designed to reflect in wages the content, complexity and working conditions, qualifications of the employee, the characteristics of production and its natural and climatic environment. It allows differentiation of wages depending on the quantity and quality of labor, the qualifications of the employee and the complexity of the work performed, i.e. implement the requirements of Art. 132 Labor Code of the Russian Federation.
2. In accordance with Art. 143 of the Labor Code of the Russian Federation, the structure of the tariff system includes tariff rates (salaries, official salaries), tariff schedule, tariff coefficients. For practical application tariff system also requires tariff and qualification reference books.
The tariff rate is a fixed amount of remuneration for an employee for fulfilling a standard of work (job duties) of a certain complexity (qualification) per unit of time. Depending on the chosen unit of time, hourly, daily and monthly tariff rates are distinguished. The tariff rate is set depending on the complexity, intensity, working conditions, as well as its economic and social significance. Basic calculated value is the tariff rate of the first category, which determines the minimum wage for the simplest labor. The monthly tariff rate of the first category cannot be lower than the minimum wage established by the state.
Salary is a fixed monthly wage, which is established for managers, specialists and employees, as well as for those workers whose work cannot be regulated. The monthly salary cannot be less than the established minimum wage.
To determine the size of the tariff rate for the second and subsequent categories, a tariff schedule is used. It sets the wage ratio depending on the complexity of the work and the qualifications of the workers. The parameters of the tariff schedule are: the number of tariff categories, tariff coefficients, and the range of the tariff schedule. The first category corresponds most simple work, the last one is the most difficult.
The most common in terms of the number of digits is the 6-digit tariff scale. In more complex industries, 7-bit (oil and gas production, rolling and pipe production of ferrous metallurgy, railway transport, etc.) and 8-bit (metalwork, metalwork and assembly, etc.) are used. welding work, blast furnace and steelmaking, shipbuilding and ship repair, etc.) mesh.
3. Tariffication of work is the assignment of types of labor to tariff categories or qualification categories depending on the complexity of the work.
Assignment of tariff categories to employees is carried out in order to assess the qualifications of the employee and the complexity of the work he performs, and qualification categories are carried out in order to assess the level of professional training of the employee.
Tariffication of work and assignment of tariff categories to employees is carried out on the basis of tariff and qualification reference books. Tariff and qualification directories include tariff and qualification directories for jobs and professions of workers and a unified qualification directory for positions of managers, specialists and employees. The procedure for approving directories is established by Decree of the Government of the Russian Federation of October 31, 2002 N 787 (as amended on December 20, 2003) "On the procedure for approving a unified tariff and qualification directory of works and professions of workers, a unified qualification directory of positions of managers, specialists and employees" , and the procedure for using reference books is by Decree of the Ministry of Labor and Social Development of the Russian Federation of February 9, 2004 No. 9 (BNA. 2004. No. 14).
The Unified Tariff and Qualification Directory of Works and Professions of Workers consists of tariff- qualification characteristics, containing characteristics of the main types of work by workers' professions, depending on their complexity and the corresponding tariff categories, as well as the requirements for the professional knowledge and skills of workers; The Unified Qualification Directory for the positions of managers, specialists and employees consists of the qualification characteristics of the positions of managers, specialists and employees, containing job responsibilities and requirements for the level of knowledge and qualifications of managers, specialists and employees.
Until recently, tariff and qualification reference books approved in in the prescribed manner, were mandatory. Currently they are advisory.
The currently used Unified Tariff and Qualification Directory of Work and Professions of Workers was approved by the Resolution of the State Labor Committee of the USSR and the Secretariat of the All-Union Central Council of Trade Unions in 1983. In accordance with Resolution of the Ministry of Labor of Russia of May 12, 1992 No. 15a (BMT of the Russian Federation. 1992. No. 7 - 8) this directory is used in all organizations located on the territory of the Russian Federation, and the necessary changes and additions to it are made by the Ministry of Labor and Social Development of the Russian Federation.
The qualification reference book for positions of managers, specialists and other employees was approved by Resolution of the Ministry of Labor and Social Development of the Russian Federation on August 21, 1998 N 37. It contains two sections: general industry qualification characteristics of positions of workers employed in enterprises, institutions and organizations (positions of managers, specialists and other employees), and qualification characteristics of employees employed in research institutions, design, technological, design and survey organizations (positions of management, scientific and technical workers, common to research institutions, design, technological, design and survey organizations ; positions of management and engineering and technical workers of design, technological, design and survey organizations; positions of employees of editorial and publishing departments). Each qualification characteristic contains three sections: “job responsibilities”, “must know”, “qualification requirements”.
4. The main principle of tariff regulation of remuneration is that the development of all conditions of remuneration, including the determination of tariff rates and official salaries and their differentiation by categories, professional qualification groups and positions, is carried out at the local level. The tariff system of remuneration is introduced in organizations (with the exception of those financed from the budget) on the basis of a collective agreement, agreements that apply to this organization, as well as local regulations. In this case, state guarantees for wages must be observed (see Article 130 of the Labor Code of the Russian Federation and the commentary thereto).
5. In connection with the adoption of Federal Law No. 54-FZ of April 20, 2007 “On Amendments to the federal law"On the minimum wage" and other legislative acts of the Russian Federation" it is not allowed to reduce tariff rates, salaries (official salaries), wage rates, as well as compensation payments (additional payments and allowances of a compensatory nature, including for work in conditions that deviate from from normal, work in special climatic conditions and in areas exposed to radioactive contamination, and other compensation payments) established before the day it came into force (the Law comes into force on September 1, 2007).
- Up
On any Russian enterprise, budgetary or commercial, employee salaries are not the same.
Salaries are indicated in staffing table, but the ratio of employee salaries is fixed in the tariff schedule.
Soviet legislators developed remuneration according to a certain system back 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 significance of the work.
To determine the difference in salaries, tariff scales (TS) are developed. The basis of the CU is a unified tariff schedule (UTS), compiled in the form of a table. The table elements are:
- wage grades (18 in total);
- tariff coefficients.
The coefficient increases with each rank.
In addition to the ETS, grids are being developed by category, indicating positions and qualifications. Such vehicles are divided into industries. In the public sector, for example, the industries are:
- healthcare;
- education;
- forestry, etc.
In addition, each industry is divided into sub-industries. For example, education is divided into elements:
- Universities;
- public education;
- leaders.
In turn, each sub-sector may contain its own components. Using education as an example, the manager sub-sector contains the following grids:
- general education;
- higher education.
The vehicles themselves are also tables that consist of columns with values:
- position or qualification;
- range of applied coefficients.
For clarity, let's look at an example:
According to the tariff schedule, the salary of a university rector should be in the range of the UTS category from 17 to 18, and school teacher- from 7 to 14.
Rank coefficients: for the rector - from 9.07 to 10.07, and for teachers - from 2.76 to 6.51.
Which category coefficient to apply is indicated in the reference books: 
- ETKS (contains types of work according to the categories of working professions and positions);
- EKS (applies to managers, specialists and employees).
From the above summary: the CU establishes by what coefficient the minimum wage must be multiplied in order to obtain .
ETS of state employees
The payment system in the public sector according to a single grid was used until the end of 2008; today it is not applicable. To calculate salaries of public sector employees in 2017, the rules of Resolution No. 583 are applied.
Specified legal act new systems for calculating salaries of employees of municipal, federal or government organizations were introduced.
IN new system It is mandatory to use the ETKS and EKS reference books, but the rates or salaries are approved by the head of the organization.
When setting a salary, the head of a budget-funded enterprise must take into account: 
- complexity and significance of the work;
- employee qualifications;
- complexity of the work.
Meanwhile, the salary of a public sector employee is not only a bare salary, but also:
- (for length of service, rank, class, etc.);
- bonuses (sizes and grounds are indicated in local regulations);
- compensation (for example, or “northern”).
According to Resolution 583, the system for setting employee salaries must be recorded in the local act of the organization:
- in the collective agreement;
- in the regulations on wages 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. (Record of decision No. 12).
The commission decided that the salary of the head of an enterprise directly depends on the average salary of his subordinates. In addition, when forming a remuneration system, the following conditions must apply: 
- the salary for the lowest category cannot be less than the legal minimum wage;
- the work of workers of the same position and qualifications should be paid equally;
- salary reduction is unacceptable;
- fixed salaries and rates are set taking into account membership in a professional qualified group;
- all salaries, rates, allowances and bonuses are included in the staffing table.
As a result, what we get: the amount of salary (salary + bonuses and allowances) can be found out from local acts:
- staffing schedule;
- collective agreement (if any);
- regulations on wages, bonuses, allowances, etc.
Employees have the right to familiarize themselves 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 payment must be proportionate to 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 type of work. All types of work inherent in a particular category (by profession) are listed in the ETKS.
The directory defines:
- industries (construction, foundry, forging, etc.);
- professions;
- ranks.
The directory is updated regularly, current version ETKS is located.
For each category any working profession The manual describes:
- what education should the employee have;
- experience;
- what he should know and be able to do;
- what work to do.
Based on the data from the directory, you can set a category or tariff coefficient.
Classification of managers
The management team (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 outlined in the charter, and at the same time the legal rights of workers and the state are respected.
For this purpose, Soviet developers created the EKS reference book. It is still in effect, but changes regularly. Its latest edition was approved in 2014. The directory contains information: 
- titles of management positions;
- requirements for knowledge and skills for each position;
- education and experience requirements;
- main functions.
All data can be viewed by following the link.
The directory describes the requirements for positions in all departments of the management apparatus:
- to managers (directors, managers, heads of departments, etc.);
- specialists (engineers, technicians);
- employees (agents, secretaries, operators).
The directory data is required for the development of a remuneration system in the organization.
TS in a commercial company
To justify the employee’s salary private company, it is enough to indicate 
the amounts of salaries and allowances in the staffing table. And these dimensions can be calculated based on the same reference books - ECTS and EKS.
The minimum wage is always taken as the basis (the lowest figure in the 1st category). It is also important to take into account that each region may have its own minimum salary. This circumstance can be clarified by studying the information on wages published on the official website of the administration of the region (territory, region, Moscow or St. Petersburg).
The only condition for tariffs is non-discrimination. That is, the director has the right to set any salaries for the company’s employees.
But employees performing the same function on equal conditions, should receive a salary with the same coefficient.
How to develop a vehicle:
- identify all positions and professions by department of the company;
- depending on the types and significance of the work, divide functions into categories;
- set coefficients for the ranks.
In this case, the first category is based on the size of the minimum wage and coefficient 1. Next, the tariff system needs to be fixed in a local regulatory act.
The concept of remuneration is based on the tariff scale. The tariff system is necessary to determine wages and is used to distribute work according to complexity, and workers according to their qualifications. It consists of tariff schedules, rates, qualification characteristics and salary schemes according to positions.
An employee with the first category must be higher than the minimum wage established by law. The tariff schedule is a system that allows you to differentiate wages depending on how complex the work is performed and what qualifications the workers have.
The employer, together with the regulatory body or representative, assigns certain categories to employees based on the tariff and qualification reference book. They also determine which tariff category a specific type of work belongs to. The tariff schedule includes qualification categories and corresponding tariff coefficients, which determine the amount of rates.
Algorithm for assigning a new rank
An employee has the right to apply for an increase in qualifications if his level of knowledge meets the stated requirements, and he performs his duties conscientiously and responsibly. Those employees who have successfully performed work of a higher level for three months and passed the exam can also increase their rank. For violations of duties that resulted in a failure in production or the presence of defects, the qualification category may be reduced. The employee will be able to restore it in accordance with the generally established procedure no earlier than in three months.
Increasing the rank has general order at all enterprises:
- The employee, with the permission of his immediate supervisor, must write a statement and justify his opinion. The production crew council puts a visa on it.
- The next step is collecting the commission. It includes representatives of the company administration and trade union organization, specialists, foremen and workers with the highest category.
- Testing the knowledge of an employee applying for a promotion is carried out on the basis of a tariff and qualification reference book.
- After the exam, a rank is assigned, which is confirmed by the protocol of the commission and the order of the enterprise. IN mandatory An entry is made in the work book.
The tariff-qualified directory has three groups for each profession:
- "Characteristics of work." The complexity of the work, production conditions, technological level and the required degree of independence in performing work duties are indicated here.
- "Must know". This section contains a list of required knowledge, skills and abilities.
- "Work examples". As visual aid may be specified typical tasks and work for a specific category.
Purpose of the tariff schedule
The tariff system is the norms that provide differentiated payment and requirements can be established both centrally and locally.
The tariff schedule is characterized by the following indicators:
- The ratio of tariff coefficients that are assigned to the extreme categories.
- Number of digits.
- The nature of the increase in coefficients.
The tariff coefficient is an indicator of the relative level of payment. Its value may vary from category to category.
Types of tariff schedules
Tariff schedules vary depending on the nature of the increase in coefficients:
- Uniform.
- Regressive.
- Progressive.
- Combined.
Unified tariff schedules
Most often, enterprises use a grid of six digits. The simplest requirements and responsibilities correspond to the first category and the lowest salary. The sixth category requires highly qualified and employee competence.
Tariff schedules are used not only to set wages for blue-collar professions, but also for other areas, for example, budgetary ones. The unified tariff schedule includes 18 ranks. The first rank coefficient is 4.5.
One organization may have several tariff scales: for normal working conditions and difficult ones. The grid determines the rules by which remuneration is carried out within a specific qualification group.
Tariff scale value
Tariff scale, the importance of which is difficult to overestimate both socially and economic sphere, are widely used in many enterprises. It makes it possible to maintain the unity of labor and payment measures, to implement the principle of differentiated wages and to allow people to be paid depending on the quality of work.
The tariff schedule plays a motivational role for workers: the higher the qualifications, the higher the salary.
Types of tariff rates
The tariff rate differs by type:
- Period.
- Daytime.
- Sentinels.
They form the basis for determining the amount of wages for time workers or piece workers. It is set taking into account the company's minimum wage, qualifications and various pay gaps. The tariff rate allows for inter-industry and intra-industry differentiation of wages. Industry workers who maintain modern and high-performance equipment receive increased wages. Intersectoral regulation occurs as follows: in more popular and leading sectors, a high tariff rate is established.
To set tariff rates at an enterprise, it is necessary to assess the complexity of labor, working conditions, the significance of the activity and the required qualifications of workers.
Fresh remuneration systems in budgetary organizations
Originally United tariff schedule consisted of 18 digits, it contained coefficients from 1 to 10.7. In order 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 only question was what rate to apply for the 1st category. And it was decided properly: it was accepted by the Government of the Russian Federation.
Tariffication refers to the process of correlating the type of labor and the tariff category. The employer has the opportunity to use for this purpose the reference books described above, or draw up qualification requirements that meet the specifics of the company’s work.
The directory has 2 sections:
The minimum wage may be increased in the second half of the year current year It is proposed to strengthen the size financial liability employer for delayed pay The statute of limitations for cases of wage collection has every chance of increasing
Tariff schedule is often used to differentiate the salaries of employees whose work varies in complexity, and the employees themselves have different skills and experience. We will tell you in our article how the tariff schedule is created and what impact it has on the employee’s final salary.
Note! Naturally, what is more difficult work, requiring specific knowledge and skills, higher wages are established. In order not to set separate amounts for each group of positions, tariff coefficients are used. With their help, the salary agreed upon for positions of the 1st category is mechanically increased by the established coefficient for the 2nd, 3rd, etc. categories.
IN Lately Along with the term “tariff system”, another term is used – “grading system”. This is a special analogue that has managed to establish itself abroad. Grading, like the tariff system, involves building a hierarchical structure of positions depending on their difficulty. Although there are differences: grading involves the use of more criteria, such as independence, communication skills, cost of error, etc.
Usage tariff schedule simplifies the process of establishing salaries for employees in an organization. Uniform, transparent aspects of assessing the complexity of the work performed by any employee are applied, and their relationship with the level of earnings is established. Why tariff schedule allows you to increase your salary not only as the importance of the position held by the employee grows, but also as the level of his qualifications increases.
From the end of 1992 to December 1, 2008, a Unified tariff schedule, according to which the salaries of public sector employees were calculated. The main issues were resolved in the order of the Government of the Russian Federation “On differentiation in the levels of remuneration of public sector employees on the basis of the Single tariff schedule" dated October 14, 1992 No. 785. This act approved the UTS itself, and also recognized it as mandatory for use in all budgetary institutions.
In every organization, at the local level, it is recorded what kind of remuneration system it uses. If this is a tariff system, the criteria for the use of which in 2015-2016 are regulated by the current generally accepted standards 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 elements of this system and the principles of their use are prescribed. So, the employer must describe tariff schedule, which will be used when calculating pay to employees.
Classification of management employees
Now the size of the salary and rate is specified by the head of the institution itself, for which he is obliged to take into account the complexity of the work performed and the degree of qualification of the employee. And the salary of the boss himself directly depends on the average earnings of the institution’s employees. This relationship should help to correctly distribute the wage fund among all employees, without bias towards the management team.
Classification of simple working professions
- requirements that must be applied to the employee’s level of knowledge and skills within the qualifications;
The tariff and qualification characteristics of each type of work contain 2 sections:
The qualification trait for each position consists of 3 parts:
These qualification properties and division of positions can be applied when establishing remuneration and forming tariff schedule. For this purpose, the remuneration system must be strengthened at the local level using the components of the directory.
- fix the tariff rules.
- in the 2nd - in research, design, and design areas.
Unified tariff schedule for public sector employees
From time to time, issues of the reference book are updated, but there are still many types of work left, the standards for which were developed back in the USSR.
Tariffing in private companies
Since December 1, 2008, United tariff schedule was replaced by a different method of tariffication of salaries of public sector employees. This happened after the entry into force of the Decree of the Government of the Russian Federation “On the introduction of new remuneration systems for employees of federal budgetary, autonomous and government institutions” dated 08/05/2008 No. 583.
Wages in the public sector are an important socio-economic indicator, which in one way or another affects the size of salaries in commercial organizations. Therefore, many managers and employees often have a question: what is the proposed salary increase for public sector employees in 2019? After all, based on its size, you can index salaries in your company. Let's study this issue in more detail.
In 2018, the Government, executing the President’s “May decrees” on increasing wages for public sector employees (2019), approved the allocation of 14.5 billion rubles to finance increases in wages for certain categories of workers budgetary institutions. Salary indexation is also planned for 2019. Let's see what these individual categories of workers are.
Who are civil servants and public sector employees?
First, you need to understand who public sector employees are. Obviously, in everyday life this word “hides” all those people who receive salaries from the budget: officials, security officials, employees of government agencies, doctors, teachers, scientists. But combining all state employees into one large category will not be entirely correct. Indeed, from the point of view of legislation, they are divided into different categories:
- civil servants (persons working in government agencies, in government agencies);
- public sector workers (teachers, scientists, doctors, kindergarten teachers, employees of cultural institutions and university professors).
The difference lies not only in the name, but also in the approach to material support, obedience and social services. As usual, it is somewhat better for civil servants. And their salaries and bonuses are regulated by separate legislation. Since the salaries of officials and military personnel are subject to specific rules, we will dwell in more detail on what increase in salaries for public sector employees in 2019 was provided for the so-called “other categories” and what will be the increase in salaries for public sector employees in 2019 in Russia (latest news).
State employees: doctors, teachers and accountants
According to rough estimates, about 33 million people work in the public sector in Russia. Of all citizens of working age (approximately 83 million people), the share of state employees is more than a third. Of these, approximately half are those who cannot be called civil servants, namely employees:
- schools;
- kindergartens;
- middle and higher educational institutions;
- medical institutions;
- libraries, museums and other cultural institutions;
- scientific institutes.
They all receive their wages from state budget RF: federal or local. Their working conditions are regulated by the Labor Code of the Russian Federation, as well as regulations, developed by the department that manages the activities of the institution. For example, for doctors it is the Ministry of Health, and for cultural workers it is the Ministry of Culture.
It is noteworthy that although all of these legal acts (unlike law enforcement agencies) are open and publicly available, the level of salaries of employees of these structures is officially difficult to understand. After all, the remuneration system involves not only a salary, but also a whole layer of various bonuses, subsidies and bonuses. Therefore, for example, the salary of a leading accountant in budgetary organization may be uniform, but different employees in different industries will receive completely different amounts.
However, when it comes to average salaries, all additional payments are usually taken into account when calculating them. Thus, according to Rosstat, the average salary in the country was 41,830 rubles (data for the third quarter of 2018). Since the sample of statistics was made for all regions and cities, for small cities this figure turned out to be overestimated: in practice, doctors and teachers in small municipalities can receive only 12,000-15,000 rubles per month. In general, the picture of average salaries by sector of public sector workers and regions is presented in a table formed on the basis of Rosstat data on average salaries of public sector employees.
Salaries of public sector employees in 2019, table:
|
Region/Republic |
Healthcare |
Education |
Social service |
Libraries, archives, |
Scientific |
|
Belgorodskaya |
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|
Bryansk |
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|
Vladimirskaya |
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|
Voronezh |
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|
Ivanovskaya |
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|
Kaluzhskaya |
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|
Kostromskaya |
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|
Lipetskaya |
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|
Moscow |
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|
Orlovskaya |
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|
Ryazan |
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|
Smolenskaya |
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|
Tambovskaya |
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|
Tverskaya |
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|
Tula |
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|
Yaroslavskaya |
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| Moscow | |||||
|
Arkhangelskaya |
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|
Nenets Autonomous Okrug |
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|
Arhangelsk region |
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|
Vologda |
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|
Kaliningradskaya |
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|
Leningradskaya |
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|
Murmansk |
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|
Novgorodskaya |
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|
Pskovskaya |
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|
Saint Petersburg |
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|
Kalmykia |
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|
Astrakhan |
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|
Volgogradskaya |
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|
Rostovskaya |
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|
Sevastopol |
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|
Dagestan |
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|
Ingushetia |
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|
Kabardino-Balkarian |
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|
Karachay-Cherkessia |
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|
North Ossetia Alania |
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|
Chechen |
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|
Stavropol region |
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|
Bashkortostan |
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|
Mordovia |
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|
Tatarstan |
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|
Udmurt |
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|
Kirovskaya |
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|
Nizhny Novgorod |
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|
Orenburgskaya |
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|
Penza |
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|
Samara |
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|
Saratovskaya |
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|
Ulyanovskaya |
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|
Kurganskaya |
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|
Sverdlovskaya |
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|
Tyumen |
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|
Khanty-Mansiysk Autonomous Okrug - Ugra |
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|
Yamalo-Nenets Autonomous Okrug |
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|
Tyumen region |
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|
Chelyabinsk region |
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|
Altai Republic |
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|
Transbaikal region |
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|
Krasnoyarsk region |
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|
Irkutsk |
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|
Kemerovo |
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|
Novosibirsk |
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|
Sakha (Yakutia) |
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|
Kamchatka Krai |
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|
Primorsky Krai |
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|
Khabarovsk region |
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|
Amurskaya |
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|
Magadan |
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|
Sakhalinskaya |
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|
Jewish Autonomous Region |
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|
Chukotka Autonomous Okrug |
Salaries of public sector employees in 2019
Indexation of salaries for public sector employees is part of Vladimir Putin’s 2012 election program. The main document is Presidential Decree No. 597, sometimes called “Presidential Order 597: road map 01/01/2018.” Then, in May, immediately after taking office, the head of state issued 11 decrees that related to increasing the salaries of civil servants and other public sector employees. Then the President promised to increase salaries by 2019, primarily for teachers and doctors.
Salaries are increased primarily for those state employees who are subject to Presidential Decrees:
The salary increase is gradual. In the end:
- from university teachers and doctors (medical workers with higher education) the salary level should be at least 200% of average salaries in the region;
- among middle and junior medical staff and social workers the salary level should not be lower than the average salary in the region.
Unfortunately, not all categories of public sector employees were subject to the “May decrees.” It is obvious that there are quite a lot of those whose salaries have not been increased. Therefore, officials promised not to ignore them and also to index their salaries. Thus, in accordance with the draft law “On the federal budget for 2019 and for the planning period of 2020 and 2021,” it is planned to increase the salaries of public sector employees (see the table below for indexation amounts).
| Categories of public sector employees whose salaries are indexed in accordance with the “May Decrees” | Categories of employees who were not subject to the “May Decrees” |
|
Teachers of kindergartens and general education Teachers additional education Teachers and masters of secondary and primary vocational education University teachers Middle and junior medical staff Social workers Cultural workers Teachers of educational, medical organizations and organizations providing social services to orphans and those without parental care |
HR specialists Complex rehabilitation specialists Engineering, technical and support workers who maintain buildings and equipment: technicians, electricians, mechanics, plumbers, office cleaners. Social psychologists Accountants and economists Engineers Programmers Investigators Firefighters Judges, prosecutors Military personnel and equivalent |
| Salary increase from September 1, 2019 - by 6.0%, in 2020 - by 5.4%, in 2021 - by 6.6% |
Salary increase from October 1, 2019 to the forecast inflation rate of 4.3%, October 1, 2020 - by 3.8%, October 1, 2021 - by 4% |
Increase in salaries of public sector employees from 01/01/2019
It should be noted that some public sector employees will have to increase their salaries regardless of indexation. After all, from January 1, it is planned to increase the minimum wage (increase in the minimum wage), which will affect the salaries of junior and mid-level personnel with secondary education. From January 1, 2019, the minimum wage is 11,280 rubles. This salary increase will affect approximately 1.6 million people in the public sector.
Regional decisions to increase salaries for public sector employees
Order of the Government of the Russian Federation dated December 28, 2012 No. 2599-r obliges the governments of the constituent entities of the Russian Federation to adopt orders on their regional “road maps”, which include specific figures for each year for salary increases. Yes, road map Sverdlovsk region salary increase 2019 stated that the average salary of social workers should be at least 100 percent of average monthly salaries in the Sverdlovsk region. And to increase salaries for public sector employees in 2019 in the Krasnoyarsk Territory, the Government allocated an additional 2.9 billion rubles from the federal treasury, so that regional allowances and the northern coefficient could be taken into account.
At the end of the year, regional authorities traditionally prepare appropriate decisions regarding salary increases by next year. For example, in the Lipetsk region, deputies decided to increase wages in 2019 for state employees who are not subject to the May decrees by 10%.