The 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 formed and what impact it has on the size of the employee’s final salary.
How the tariff schedule by category for 2019-2020 is used in organizations
In each organization, at the local level, it is fixed which remuneration system it uses. If this is a tariff system, the rules of use of which in 2019-2020 are regulated by the current norms of the Labor Code of the Russian Federation, then a local regulatory act, for example a regulation on wages or a collective agreement, prescribes all the components of this system and the principles of their application. Thus, the employer must describe the tariff schedule that will be used when calculating salaries to employees.
Within the framework of the tariff schedule, a link to tariff categories is fixed, that is, all positions in the enterprise are divided into certain groups - categories. Typically, the 1st rank is assigned to the least qualified positions, and as the level of complexity of the work increases, the rank also increases.
Note! Naturally, higher wages are set for more complex work that requires certain knowledge and skills. In order not to set separate amounts for each group of positions, tariff coefficients are used. With their help, the salary assigned for positions of the 1st category is automatically increased by the established coefficient for the 2nd, 3rd, etc. categories.
Thus, a tariff schedule is formed, where each category is assigned its own coefficient. The tariff system is used by many enterprises, but their tariff schedules may vary. In private companies, HR employees independently develop salary schedules taking into account the specifics of their activities, and the number of ranks in such schedules varies.
There is more unity in the budget system, since in this case the issues of remuneration are regulated at the state level, including the application of the Unified Tariff Schedule, approved earlier.
Unified tariff schedule for public sector employees
From the end of 1992 to December 1, 2008, a Unified Tariff Schedule was in force in Russia, according to which salaries for public sector employees were calculated. The main issues were resolved in the 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 No. 785. This act approved the UTS itself, and also recognized it as mandatory for use in all budgetary institutions.
Initially, the Unified Tariff Schedule consisted of 18 categories, it included coefficients from 1 to 10.7. To calculate the tariff rate, for example, for the 5th category, it was necessary to multiply the rate of the 1st category by the coefficient of the 5th category. The only question was what rate to apply for the 1st category. And it was decided in the following way: it was accepted by the Government of the Russian Federation.
Tariff categories were established depending on the complexity of the work. In order to unify the distribution of workers by tariff categories, 2 qualification directories were used:
- Unified Tariff and Qualification Directory of Works and Blue-collar Professions (UTKS);
- Unified qualification directory of positions of managers, specialists and employees (USC).
Both directories are approved by the Government of the Russian Federation. They are constantly updated as the level of technology development increases and new work standards are introduced.
New remuneration systems in budgetary organizations
From 12/01/2008, the Unified Tariff Schedule was replaced by a slightly different method of tariffication of public sector employees’ salaries. This happened after 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 August 5, 2008 No. 583 came into force.
Important! Qualification directories are still in use, but instead of tariff categories, the categories “professional qualification groups” and “qualification levels” are now used. In addition, systems of compensation and incentive payments have been developed and implemented.
Now the salary and rate are set by the head of the institution itself, for which he must take into account the complexity of the work performed and the level of qualifications of the employee. And the salary of the manager 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 level.
Classification of simple working professions
In order to maintain the unity of tariffication of work and determination of the qualification level of blue-collar professions, the Russian Tripartite Commission for the Regulation of Social and Labor Relations recommends that managers apply the ETKS, which was also in effect during the use of the Unified Tariff Schedule.
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This guide contains the following information:
- characteristics of the main types of work;
- the complexity of these works;
- compliance of each type of work with the tariff category;
- requirements that must be applied to the employee’s level of knowledge and skills within the qualification level;
- examples of specific work or professional standards that apply to a particular type of work.
The reference book itself is not a single document, but is divided into sections. Each section is dedicated to a specific field of activity, for example, clothing production or advertising and design work. Each section is fixed by order of the ministry regulating labor relations in this area at the time the order is issued. Since many orders were issued back in the USSR, the reference book also contains orders of the USSR State Committee for Labor. Then orders were issued by the Ministry of Labor of the Russian Federation, the Ministry of Labor and Social Protection of the Russian Federation.
The tariff and qualification characteristics of each type of work contain 2 sections:
- Characteristics of the work. It describes what the employee must be able to do.
- Must know. This section lists the requirements for the level of knowledge of the specifics of the profession, as well as instructions and regulations regulating work activities.
Issues of the directory are periodically updated, but there are still many types of work left, the standards for which were developed back in the USSR.
Classification of management employees
The CAS was approved by Decree of the Ministry of Labor of the Russian Federation dated August 21, 1998 No. 37. This reference book is designed to simplify the delimitation of functions and powers of employees, for which the qualification characteristics of individual positions are used. And this, in turn, will help to uniformly apply tariff schedules in organizations.
The directory mentions only mass positions that have become widespread in various fields of activity. Job titles are determined by job responsibilities. The employees themselves are divided into 3 categories:
- managers;
- specialists;
- other employees, such as technical executives.
The directory has 2 sections:
- 1st contains positions that have become widespread in the production sector;
- in the 2nd - in research, design, and design areas.
The qualification characteristics of each position consist of 3 parts:
- Job responsibilities. The main job functions of the employee are listed here.
- Must know. This part reveals the requirements for the level of special knowledge, as well as knowledge of regulations and standards governing activities in the workplace.
- Qualification requirements. This part includes requirements for the level of professional training and work experience.
These qualification characteristics and division of positions can be used when setting wages and forming a tariff schedule. To do this, the remuneration system must be fixed at the local level using elements of the directory.
Tariffing in private companies
Tariff wages can also be applied in private companies for which there are no mandatory tariff schedules introduced at the legislative level. They can resort to them at will or develop their own tariff schedule, as well as tariff rules. And in government agencies, the emphasis is placed precisely on the local settlement of employee remuneration issues.
To develop a current tariff system, 2 main conditions must be met:
- draw up a tariff schedule;
- fix the tariff rules.
The employer decides for himself how many categories there will be in the company’s tariff schedule. The situation is exactly the same with the size of salaries and coefficients. The main condition is that no one receives a salary below the current minimum wage, but the maximum amount is not limited in any way, except perhaps by the size of the wage fund.
Tariffication refers to the process of correlating the type of labor and the tariff category. The employer can use the reference books described above for this, or draw up qualification requirements that meet the specifics of the company’s activities.
Recently, along with the term “tariff system”, another term has been used – “grading system”. This is a kind of analogue that has managed to establish itself abroad. Grading, like the tariff system, involves building a hierarchical structure of positions depending on their complexity. Although there are differences: grading involves the use of more criteria, such as independence, communication skills, cost of error, etc.
Using a salary scale in an organization simplifies the process of setting salaries for employees. Uniform transparent criteria are used to assess the complexity of the work performed by each employee, and their relationship with the level of earnings is established. In addition, the tariff schedule allows salary increases not only as the importance of the position held by the employee increases, but also as his level of qualifications increases.
Any enterprise, regardless of the form of business, pays its employees unequally, as indicated in the staffing table, but the ratio of employee salaries at the enterprise is fixed in the tariff schedule.
This is one of the ways to calculate wages at an enterprise, which is formed on the basis of local or legislative acts; it determines the coefficient for multiplying the minimum wage depending on the qualifications of the specialist and other related ones.
When forming the tariff schedule, the following is taken into account:
- Intensity of workload;
- Harmfulness and danger of production;
- Length of working time and length of service of an employee in one position;
- Industry, since each type of production uses its own coefficients;
- Employee qualifications;
- Features of climatic conditions.
Important: the cost of an employee’s hour of work is always used as a basis in the tariff schedule.
The amount of work performed per shift can be taken into account, but it is subsequently still divided into the number of hours in a shift or working day. This leads to the calculation of the employee’s hourly rate in any production.
The differences between the tariff system are discussed in this video:
Important: rates and increased salaries may not depend on categories. The tariff schedule is formed according to categories; usually 6 categories are used in its formation; this system is used mainly for budgetary institutions.
If the enterprise is engaged in production and is quite complex, a larger number of digits is used, up to 23, but the same coefficients are applied as in the public sector.
The salary of each employee depends on the coefficients used.
Application of tariff schedule in organizations
Remuneration for labor 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 directories.
Labor Code of the Russian Federation Article 143. Tariff systems of remuneration
Tariff remuneration systems are remuneration systems based on a tariff system of differentiation of wages for workers of different categories.
The tariff system for differentiating wages for workers of different categories includes: tariff rates, salaries (official salaries), tariff schedule and tariff coefficients.
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.
Tariff category is a value that reflects the complexity of work and the level of qualifications of the employee.
Qualification category is a value that reflects the level of professional training of an 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 of the 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 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 or professional standards, as well as taking into account state guarantees for remuneration.
These directories are a list of activities and various professions that are available in enterprises and institutions. They fully contain the characteristics and qualifications, as well as the complexity of all types of professions. In addition, they indicate the requirements for the skills and experience of workers and determine their degree of responsibility.
Important: the directory is intended to determine and assign a rank to each employee.
Of course, at an enterprise, management has the right to develop its own tariff and qualification directory, 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, work should not be paid below the minimum wage.
Classification according to new standards
Classification in the tariff schedule is based on several components:
- Industry;
- Government and commercial organizations;
- Division within the enterprise.
For example, their categories, base salary and minimum wage take part in the tariffication of payments for medical workers.
In addition, rates are based on:
- A centralized act established by the authorities;
- Contractual basis – collective agreement.
In this case, a new remuneration system is applied, but taking into account the old principles.
Payment categories and coefficients. Rank coefficients and rates for payment
The coefficients used may vary depending on the industry of application, but for budgetary organizations fixed indicators are used in almost any area.
For example, for budgetary organizations in medicine the following figures are used:
| 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: in this case, if an employee works in a rural area, 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 manager, taking into account qualifications, degree, honorary title.
If the specialty is not indicated in the inter-industry tariff directory, then such a specialist’s salary is calculated in accordance with the unified tariff and qualification directory.
Examples of payment calculations
If time wages are used, then the number of hours worked is simply multiplied by the rate per hour.
The employee worked 150 hours in a 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 in the amount of 20% of his earnings, that is:
- 20,100 * 0.2 = 4,020 rubles premium. You will find out the rules by which monthly bonuses are calculated for employees.
- 20,100 + 4,020 = 24,120 rubles earnings.
In addition, he has a 5th category, and this involves using a coefficient of 1.268, which indicates the employee’s earnings in a given month are 30,584.16 rubles.
Important: if an employee does not fulfill the plan, the employer has the right to deprive him of the bonus.
Conclusion
The tariff schedule is a great advantage if it is used according to innovations and, first of all, the value of the employee, his experience and the complexity of the production process are assessed, and at the next level the rank of a managerial position is considered.
How to build an effective wage system in an enterprise - see here:
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 set of tariff categories of work(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 simplest jobs. 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
|
Tariff categories | ||||||
|
Tariff coefficients |
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 increased range and 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.
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 categories and the 6-category tariff schedule used at agricultural enterprises.
Using the tariff schedule, the ratio of tariff rates is determined depending on the qualifications of the employee (complexity 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 make such a differentiation, since there is a more flexible opportunity to manipulate the wage fund (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 fluctuations in the labor market), and this required the organization of a new remuneration system.
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.
The unified wage scale has 18 categories, of which categories from 1 to 8 are allocated for workers, and categories from 2 to 18 for employees.
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 in the extra-budgetary sphere create their own tariff schedule, using some of the 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 different personnel and salaries often change due to inflation - then, by changing the basic size of the first category rate, it is easy to calculate all other rates and salaries, and for employees there is complete clarity in remuneration , since they know their rank in advance.
In most cases, military personnel serve in those positions that are provided for by the unit’s staffing table, military departments and organizations. There are cases when a military man is assigned to serve in a government organization. In this situation, the position will not be military, but civilian.
A military person can only be involved in one military position. Each such position has a corresponding military rank. Let's look at the tariff schedule for military personnel in the article.
Note that it is the president of the country who approves the unified register of army positions that can be filled by senior officers.
The registers of all other positions in the military sphere are approved by the heads of those federal executive authorities that require military service. The approval procedure is determined by the Minister of Defense of the Russian Federation. Such registers indicate military positions that can be filled by female military personnel or civilians. Substitution on a competitive basis is also possible.
Position assignments
Only a presidential decree can regulate appointments to those positions that are provided for in the staffing table for senior officers. The head of the federal executive body has the right to appoint military personnel with the ranks of captain of the first rank and colonel to the following positions:
The tariff schedule for military personnel is approved by the president.
Conditions of appointment
The military has the right to appoint and dismiss military personnel under its command. There are some conditions for appointment to a military post:
Let's find out what else the tariff schedule for military personnel implies.
Highest military position
A military position is considered the highest, for which the staffing table provides for a military rank higher than the previous position. If military ranks are equal according to the staffing table, then the serviceman is entitled to a salary increase depending on the position he occupies. We will consider the salaries of military personnel below.
Appointments to senior army positions are made in the following cases:
- For those serving under a contract, their consent is required, for all others - in order of career advancement.
- On a competitive basis, and this applies to those who serve under a contract.
In some cases, appointment to a senior military position occurs based on the results of the certification commission of the military unit where the serviceman serves. This happens when a soldier demonstrated extraordinary professional skills or organizational skills during military service, or was previously appointed to a lower position that does not correspond to his army rank.
Equal military post
Equal is a position for which the staffing table provides for a military rank equivalent to the previous position with the corresponding monthly salary (for example, senior warrant officer). Appointment to an equivalent position occurs for the following reasons:
- when a business need arises;
- during various regular organizational events;
- if serving in a new position is more appropriate;
- at the personal request of a contract soldier due to family circumstances;
- due to deterioration of health or injury incompatible with the position held;
- on a competitive basis (for contract employees).
It should be noted that the salaries of military personnel in Russia today are quite decent.
Lowest army post
A position for which the staffing table provides for a rank lower than that held in the previous position or a lower salary is considered a lower position. Appointment to a lower military position occurs in the following cases:
- when it is not possible to appoint a serviceman to a senior or equivalent position in the course of regular organizational activities;
- due to family circumstances;
- due to the state of health of the person performing military service;
- by personal request (for military personnel serving under a contract);
- when a disciplinary sanction is applied to a military personnel.
Let’s figure it out further how much an ordinary conscript earns.
How to get my position back?
A serviceman demoted due to disciplinary action can regain his top position only after the punishment is annulled.
If a serviceman is under arrest, it is not possible to obtain a top position. As a rule, restriction of military service as a result of a crime committed leads to transfer to another unit. This decision is made by the court that heard the case. The tariff schedule for contract military personnel is somewhat different.
Military allowances
Being a military man in our country is certainly prestigious. This nuance became especially noticeable with the increase in salaries for military personnel, which happened a couple of years ago. The profession is gaining increasing respect from citizens and the state as a whole. More and more people are coming into military affairs and their number is growing steadily.
To ensure that this process does not slow down, much less stop, the state is required to provide decent social and material support for the military sphere. Military personnel serving under contract do not receive so-called monetary allowances. Obtaining the latter is regulated by federal law.
What does it consist of?
The monetary allowance consists of three parts:
- Fixed military salary, depending on the position held and military rank.
- A bonus received every month as a reward for quality service. It is about 25 percent of the fixed salary.
- Salary bonuses for services to the fatherland and for service in dangerous conditions. They can be up to 40 percent of the basic salary.
Salaries are currently determined by a law adopted in 2011. Thus, minimum salaries were established for citizens who had not previously served in the army and amounted to 17 thousand rubles for privates and 20 thousand rubles for previously trained (sergeants). As the rank increases, the salary also increases, the maximum of which is considered to be 50 thousand rubles. Many people say that the unit commander earns quite well.
How is the tariff schedule compiled?
The military tariff schedule is compiled based on the following factors: length of service, annual financial assistance, allowance for service in “hot spots”, as well as for difficult conditions related to climate (if we are talking about service in the Far North).
Calculation of monetary allowance is made using a special calculator. Moreover, the calculator is publicly available. Anyone can calculate their future salary; it is enough just to know the salary for the military position of a serviceman (the table is presented).
Indexation of military pay
The state indexes military pay annually. At least that's how it should have been. However, due to the economic crisis in the country in 2016, indexation was not carried out. Funds for the military are allocated exclusively from the state budget and cannot be increased at the expense of regional funds.
For 2017, indexation was predicted to be at least at the level of official inflation. However, these intentions were not realized and military salaries were not indexed. We can only hope that annual indexations will be resumed in the future. The President has repeatedly spoken about the state's interest in a strong and powerful army and qualified military personnel. Therefore, most likely, the salary of the military will continue to increase, as will the opportunities for obtaining higher qualifications.
Social benefits
However, the allowance of the military is not limited only to cash. They are also provided with social benefits that are closed to other categories of citizens. The state provides the military with food, clothing and housing. The retirement age for military personnel is significantly lower than for everyone else. There are other benefits:
- military mortgages provided to military families at very low interest rates;
- free treatment in military medical hospitals;
- compensation for travel by rail during vacation;
- Contract employees receive life insurance for the entire period of service. The family will receive compensation.
Thus, the military profession is not only prestigious, but also stable, which is important today in our country. So, we examined the tariff schedule for military personnel in as much detail as possible. We wish you success in your military career!