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Staffing table of the Department of Education. Staffing table of a budget organization

The school staffing table contains full list positions defined in the organization, the number of rates for each position, information on the distribution of responsibilities of the institution’s employees, detailed information on the amounts of payments. From the document you can find out the number of employees in the administrative, pedagogical, educational and support areas.

Sample school staffing table

The schedule is used as the basis for calculating wages, preparing official records, recording the professional level of teachers and the responsibilities of staff. You can view a sample school staffing table by downloading the file:

The country's Labor Code requires the presence of this document in every institution (Article 15), regardless of status and funding. When conducting inspections, the schedule will be checked without fail. The absence of a document threatens to impose a fine on the school director in the amount of five thousand rubles, and for the organization itself - 10 times more. Therefore, every year responsible employees develop a document within the established time frame.

Persons performing the work of drawing up a document must be appointed by order or have this responsibility in job description. It should be noted that in case of changes staffing or the amount of payments, the document is updated after approval of the order to change the staffing table at the school.

Approval of a document is the task of a higher authority, managing educational activities region. At the same time, such organizations are guided by the Model Statements of the Educational Institution, approved back in the last century, but still relevant.

The standards established in these documents are currently used as an example and are minimal. It must be remembered that during the inspection, the inspector does not have the right to demand strict adherence to these states, due to the fact that they are advisory in nature.

How to draw up a school staffing table based on the model

The development of the document is carried out by the management team of the organization. Before starting work in this direction, it is necessary to issue an order approving the staffing table at the school. An example of an order is available at the link:

Methodological recommendations that were established by the Department of Education are used as the fundamental document for drawing up the schedule. Standard form(N T-3) schedule, adopted by the resolution of the State Statistics Committee of the Russian Federation, is filled out taking into account the norms for the number of students of the institution. The organization has the right to supplement the form by adding clarifying information.

A typical staffing table for a secondary school usually includes the following sections:

name of the document and period of its validity;

names of departments, list of management personnel, teachers, specialists and service workers;

a list of positions in order corresponding to departments, by seniority;

number of employees by position, including indication of part-time rates.

salaries or tariff schedule under employment contracts;

additional payments in the form of allowances or bonuses, etc.;

the total amount of charges.

It is convenient to divide the form of the staffing grid into several sections according to the number of categories of employees. Administrative positions include the head of the school and his deputies. Pedagogical workers are teachers, life safety teachers, music workers, psychologists, librarians, speech therapists, physical education instructors, tutors, and senior methodologists. Educational positions include counselors, secretaries, cashiers, accountants, laboratory assistants, and supply manager. Service personnel include the positions of cleaners, mechanics, fireman, driver, and cloakroom attendant.

The number of employees in an institution is determined, first of all, by its occupancy and budgeting, as well as taking into account the type of institution, educational programs, and the number of junior and senior classes. For example, the schedule of a school with a standard form of education will differ from documents developed for boarding schools, organizations with in-depth study of individual subjects, or evening (shift) or correctional education institutions.

For a number of reasons, staffing secondary schools may change. State-supported schools set the number of employees based on external orders. Private organizations have the right to add positions and pay salaries. If a municipal agency can afford to pay for additional staff, it may also adjust staffing levels to increase units or positions.

Two commissions are responsible for compiling tariff lists in an establishment: tariff certification and expert. Their activity is to determine additional payments for negative working conditions. The results of the commissions’ work must be formalized in the form of an order signed by the director.

The document indicates the amounts wages per month, deciphering their constituent parts. These data are the basis for determining the organization’s expenses; they are also used when drawing up plans, attracting additional workers and making management decisions.

In addition to the main positions, the staff should include part-time workers and specialists who determine and support the specific focus of the school (languages, sports focus, etc.). When drawing up a document, in addition to following regulations, it is necessary to rely on internal school acts: Charter, estimate papers, quantitative standards, settlement documents.

It should be understood that the number of personnel may not coincide with the number of staff positions, because employees can be registered at either 0.25 or 1.5 rates. As the number of parallel classes increases, the number of positions or employees working in one position should also increase. To calculate staffing rates, schools use standard methods and tables. One such table is presented below:

Number of staff units (rates) in the school schedule

The generalized methodology for setting rates includes the following calculation: the number of working teaching hours per week for a group of students is divided by the standard workload of teachers at a particular institution. The number of bets for each class is calculated based on the school’s basic curriculum.

When drafting a document, you must be careful about job titles. They must comply with those established in the classifiers in order for employees of the institution to qualify for benefits.

If a responsible employee is starting to draw up a staffing table for the first time this year, it would be a good idea to use the school staffing table template for 2019:

The document is valid for one academic year, after which the procedure is repeated, starting with the issuance of an order appointing those responsible and drawing up a schedule.

The staffing table is a document reflecting the structure and staff of the organization. It contains the following information: a list of structural divisions, employee positions, information about official salaries and personal allowances, total number and the monthly payroll of the organization or institution. This data is necessary for the head of the organization to optimize work, more effective use labor and material resources. In this article we will answer some questions regarding staffing.

The staffing table (form T-3) is personnel document, its form is approved by Resolution of the State Statistics Committee of the Russian Federation dated January 5, 2004 N 1. This document contains a list of structural divisions, names of positions, specialties, professions indicating qualifications, information on the number of staff units (Instructions for the use and completion of forms of primary accounting documentation for labor accounting and its payment, approved by the Resolution of the State Statistics Committee of the Russian Federation dated January 5, 2004 N 1 (hereinafter referred to as the Instructions)). In addition, the staffing table indicates the salary (tariff rate), additional payments and allowances for each position.

A budgetary institution can carry out its activities using various sources of financing, for example, subsidies for the implementation of government tasks and funds received from paid services. In this regard, remuneration for specialists for certain positions can be carried out either from two sources or from one of them. In practice, the compilation of two, and in some cases three, has become widely used. staffing tables for each source. Is this correct?
Let us note that the current legislation does not provide for the division of the staffing table into parts depending on the sources of the formation of the wage fund. As proof, we present the following arguments.

Budget institutions belong to state (municipal) institutions. The remuneration systems of such organizations are established taking into account the recommendations developed by the Russian Tripartite Commission for the Regulation of Social labor relations, and the opinions of the relevant trade unions (associations of trade unions) and employers' associations.
Thus, in accordance with paragraph 19 of the Uniform Recommendations * (1), the staffing table of an institution is approved by the head of the institution and includes all positions of employees (professions of workers) of this institution. Similar requirements are contained in clause 10 of the Regulations on the establishment of remuneration systems for employees of federal budgetary, autonomous and government institutions, approved by Decree of the Government of the Russian Federation of 05.08.2008 N 583 (hereinafter referred to as the Regulations).

Paragraph 35 of the Unified Recommendations recommends the formation of a unified staffing table in an institution, regardless of what type of economic activity include structural divisions of the institution.
Thus, since the current legislation does not provide for the division of the staffing table into parts depending on the sources of formation of the wage fund, the institution must draw up one staffing table for all positions, regardless of what activity the employee is engaged in.

So, we found out that the staffing table is a single document for the organization. What regulations should be followed when developing a staffing table? Note that in order to unify the names of professions and positions, as well as determine the volume labor responsibilities The following classifiers are accepted for the employee:
– All-Russian classifier of worker professions, office positions and tariff categories, approved by Resolution of the State Standard of the Russian Federation dated December 26, 1994 N 367 (as amended on July 18, 2007);
– Qualification reference book for positions of managers, specialists and other employees, approved by Resolution of the Ministry of Labor of the Russian Federation dated 08/21/1998 N 37 (as amended on 04/29/2008);
– Unified Tariff and Qualification Directory of Work and Professions of Workers (UTKS), approved by Decree of the Government of the Russian Federation of October 31, 2002 N 787 (as amended on December 20, 2003).
In addition, Resolution of the Ministry of Labor of the Russian Federation dated 02/09/2004 N 9 approved the Procedure for applying the Unified Qualification Directory of Positions of Managers, Specialists and Employees, which clarifies certain issues related to the application of this directory in practice.

For reference. Let us recall that the Unified Qualification Directory of Positions of Managers, Specialists and Employees and the procedure for its application are intended for organizations regardless of their form of ownership and organizational and legal forms of activity.

When developing a staffing table, we recommend reflecting the names of positions, as well as stipulating responsibilities in employment contracts in accordance with the named classifiers, especially if the employee occupies a position for which the regulations provide for guarantees and compensation.
When developing a staffing table, the question sometimes arises: how to correctly reflect the number of staffing units in this document? In accordance with the Instructions, when filling out the staffing form (form T-3), in column 4 “Number of staff units”, the number of staff units provided for in this organization, including incomplete ones, is noted. For example, if it is necessary to hire a part-time employee for the position of lawyer, in column 4 of the staffing table, you can indicate not “1”, but “0.5”.
Additionally, let's talk about filling out some more lines of this form. So, in column 5 “Tariff rate (salary), etc.” The monthly salary must be indicated in ruble terms at the tariff rate (salary) depending on the remuneration system adopted by the organization in accordance with the current legislation of the Russian Federation.

Article 143 of the Labor Code of the Russian Federation, providing tariff system wages, provides the basis for establishing a “range” of official salaries, that is, indicating the official salary for a vacant position from the minimum to the maximum amount. When establishing salary ranges for positions of the same name, one should remember the employer’s obligation to provide employees with equal pay for work of equal value (Article 22 of the Labor Code of the Russian Federation). As Rostrud officials explained in Letter No. 1111-6-1 dated April 27, 2011, salaries for positions of the same name in the staffing table should be set the same. Determining the salary of a highly qualified employee can be achieved by adding bonuses and other payments to the salary. Please note that incentive and compensation payments: additional payments and allowances of a compensatory nature, bonuses and other incentive payments are indicated in columns 6-8 of the staffing table.

Further, in practice it may be necessary to adjust the staffing table. Some positions can be added to it, and some can be removed. All changes to the staffing table are made by order (instruction) of the head of the organization or a person authorized by him to do so.
However, when changing the number of staff downward, it should be taken into account that, in accordance with Art. 82 of the Labor Code of the Russian Federation when making a decision to reduce the number or staff of an organization’s employees and the possible termination of employment contracts with them by virtue of clause 2, part 1, art. 81 of the Labor Code of the Russian Federation, the employer is obliged to:
– inform the elected body of the primary trade union organization about this in writing no later than two months before the start of the relevant activities, and if the decision to reduce the number or staff of workers may lead to mass layoffs of workers, no later than three months before start of relevant activities. The criteria for mass layoffs are determined in industry and (or) territorial agreements. Similar explanations are given in the Determination of the Constitutional Court of the Russian Federation dated January 15, 2008 N 201-O-P;
– warn each employee personally and against receipt at least two months before dismissal (Article 180 of the Labor Code of the Russian Federation).
Often in practice, situations arise when an institution changes the source of payment for an employee. For example, the position was moved to the section of positions of employees whose wages are financed from funds from income-generating activities. Should I notify of this employee two months in advance that such a change has been made? Is it necessary to make amendments to it if the employee’s salary remains the same?
In accordance with Part 2 of Art. 57 of the Labor Code of the Russian Federation, the condition of remuneration is mandatory for inclusion in. Changing the conditions determined by the parties, including the terms of remuneration, is allowed only by agreement of the parties, which must be in writing by virtue of Art. 72 Labor Code of the Russian Federation. At the same time, the terms of remuneration should not depend on the source of the formation of the wage fund (budgetary, extra-budgetary).

Exceptions to this rule are cases provided for in Art. 74 Labor Code of the Russian Federation. This provision gives the employer the right to unilaterally change the terms of the contract determined at its conclusion in connection with changes in organizational or technological working conditions. The employer is obliged to notify the employee in writing no later than two months in advance of the upcoming changes determined by the parties, as well as the reasons that necessitated the need for such changes, unless otherwise provided by the Labor Code of the Russian Federation. However, even in this case, the transition to another source of formation of the wage fund in itself is not a basis for making changes to.
In the situation under consideration, the decision made by the management of a budgetary organization to change the source of payment of wages does not affect the employee’s right to payment for work of equal qualifications. Therefore, any special notification to employees about the planned change in accordance with Art. 74 of the Labor Code of the Russian Federation is not required.

The next question that may arise in practice is related to the reduction of individual units of staff positions. Most often, the elimination of any positions is caused by insufficient cash for remuneration of such specialists. However, the institution needs their services when certain situations arise. For example, an organization experienced an accident involving damage to its sewer systems. There is no plumber on staff. In this case, does the organization have the right to enter into a fixed-term contract with the specified specialist?

By virtue of Art. 58 of the Labor Code of the Russian Federation, a fixed-term contract is concluded when the employment relationship cannot be established for an indefinite period, taking into account the nature of the work to be done or the conditions for its implementation, namely in the cases provided for in Part 1 of Art. 59 of the Labor Code of the Russian Federation, for example:
- for the duration of the duties of an absent employee, for whom, in accordance with labor legislation and other regulatory legal acts containing norms labor law, collective agreement, agreements, local regulations, employment contract the place of work is preserved;
– for the duration of temporary (up to two months) work;
– to perform seasonal work, when due to natural conditions work can only be carried out during a certain period (season);
– for carrying out work that goes beyond the normal activities of the employer (reconstruction, installation, commissioning and other work), as well as work related to a deliberately temporary (up to one year) expansion of production or the volume of services provided;
– with persons entering work in organizations created for a predetermined period or to perform a predetermined job, etc.
However, to do this, the organization’s staffing table must have a unit of this profession for which the above person can be hired, otherwise paying him wages will be illegal.
For example, civil agreements can be concluded with persons hired to eliminate an industrial accident. For this, a number of conditions must also be met:
– availability of appropriate funds under the relevant sub-article of KOSGU. Note that this also applies to contracts concluded with the condition of payment from funds received from income-generating activities. If these expenses are included in the plan of financial and economic activities of the institution, then it has the right to make them, and therefore assume obligations to pay for them;
– strict compliance with the norms of the Law on the Contract System *(2).

* * *

To summarize all that has been said, we note the following:
1. The staffing table (form T-3) is a personnel document drawn up in an approved form as a single document for the organization.
2. Positions in the staffing table must be reflected in accordance with established classifiers.
3. Salaries for positions of the same name should be set the same. The realization of the employee’s right to receive higher wages for skilled work must be fulfilled by establishing appropriate allowances and payments provided for by the remuneration system of the given institution.
4. When reducing staffing units, you should take into account the requirements of the Labor Code of the Russian Federation, in particular, warn each employee personally and against receipt at least two months before dismissal.

M. Zaripova,
magazine expert
"Budget organizations: accounting and taxation"

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According to its legal status, the staffing table belongs to, that is, it is within the competence of the educational institution itself, which is reflected in Art. 28 of the Education Law. Despite the fact that the Education Law does not require an educational institution to compile such a document and does not oblige it to have it in a form specified by law, in practice questions arise about its coordination with other legal acts in force in the education system.

The document under consideration sets out the structure, staffing, list and names of positions, professions, salaries and allowances for each position, as well as the size of the organization. The document reflects organizational structure, staffing level divisions. Thus, it helps to decide whether it is necessary to attract freelance workers or whether it is more expedient to attract full-time workers in case of need for replacement. Most importantly, the staffing table is the justification for spending money to pay employees of an educational institution.

The form of staffing (T-3) is defined in the Resolution of the State Statistics Committee dated April 5, 2004 No. 1 “On approval unified forms primary accounting documentation for labor accounting and payment." This Resolution is the only document regulating the formal side of the document under consideration.

As a document of primary accounting documentation, the staffing table of an educational institution is subject to accounting rules, which is reflected in the form and procedure for filling out the document. Federal Law of December 6, 2011 No. 402 FZ “On accounting» a list of mandatory details for documents of this type has been established. The form must contain the name of the document, the date, the name of the organization, the designation of the work (services) and their monetary value, the position of the person who performed the transaction, and the signature of authorized persons. The seal is not indicated as a mandatory element of certification, but it does not prohibit putting the organization’s seal.

The document is filled out by the head of the organization, or the head of the human resources department, or an accountant. The Goskomstat Decree adds to the list in the Law “On Accounting” an organization code, which can be clarified in information letter Goskomstat, and document number. In the “Period” column the date of entry into force of the schedule is indicated. In the approval column, the details of the order (name, date, number) are entered, by which the staffing table was approved and the number of staff units was determined.

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Then information about the organization’s divisions, positions and salaries is provided: in the first column - the name of the division; in the second - the number of the unit, starting with the main one; in the third - position, specialty, profession, class, rank, category, in accordance with qualification directory; in the fourth - the number of staff units; in the fifth - salary amounts by position for performing work per unit of time, or per month; in columns 6 to 8, allowances and surcharges are entered; Column 9 contains the total amount for the month, and comments are entered in Column 10.

Issues of coordinating the staffing table of an educational institution with other regulations in education

In practice, questions arise about the coordination of the staffing table with legislative norms and public organizations relating to the regulation of labor relations. In particular, is it necessary to coordinate it with trade union organization. Since the staffing table is a local regulatory act created by the employer, who does not report to public organizations, it is not subject to such approval, unless the employer himself has provided for agreement with the trade union organization in his other regulations.

The question often arises about whether it is necessary to familiarize the employee with the staffing table, whether the employee’s rights are not infringed due to the fact that he is not informed. Here, legal practice proceeds from the fact that the law does not require management to familiarize the employee with this document. Moreover, it would violate legal privacy regulations personal information contained in the schedule.

The ratio of the staffing table of an educational institution to its financing

There are often questions about the relationship between the founder, who forms the scope of the state or municipal task on which funding depends, and the educational institution, this task that carries out and approves the staffing table as its local normative act. Is it necessary to inform the founder about changes in the staffing table, for example, in the case of the introduction of new rates that the institution introduces using funds received from income-generating activities, as well as from budget subsidies? There is no such rule in the law, but the founder has the right to oblige a subordinate institution to report the creation of new positions.

The question is also often heard, on the basis of what standard number of employees are staffing units calculated? educational organization. At the federal level, such a standard has not been defined; it currently exists only at the municipal and regional levels. But in essence, such standards are not the principle of financing educational institutions. Most educational institutions (federal, municipal) are financed based on state or municipal assignments; therefore, the amount of funding depends not on the staffing table, but on how the state or municipal assignment is calculated. The letter of the Ministry of Finance dated October 1, 2014, number 02-01-0949180, provides methodological recommendations to the founder on calculating the volume of state or municipal assignments and financing the corresponding employee positions in the staffing table.

In conclusion, it should be noted that the staffing table of an educational institution is one of the main management tools in the hands of the manager. In this regard, it is extremely important to know about the legal status of an educational institution, monitor the relevance of the document, and understand the relationship with other legal norms.

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Formation of an individual staffing schedule for the educational complex. The work was carried out by Bogomolova Anna Stepanovna group 12/472зД Moscow 2015.

The staffing table is a document reflecting the structure and staff of the institution. It contains information about structural divisions, official salaries and personal allowances, the total number and monthly payroll of the institution. The form of the staffing table was approved by Resolution of the State Statistics Committee of Russia dated January 5, 2004 No. 1 “On approval of unified forms of primary accounting documentation for recording labor and its payment.” Paragraph 2 of the resolution establishes that Form N T-3 is used by organizations operating in the territory of the Russian Federation, regardless of their form of ownership. As a rule, the staffing table is drawn up when an organization is created, and changes are made to it later.

The composition and number of employees depend on the type of educational institution, the number of classes, the number of students, the general education programs being implemented, and the presence of structural divisions. When establishing job titles, one should be guided by the following regulatory legal acts: Unified Qualification Directory of Positions of Managers, Specialists and Employees, section “Qualification Characteristics of Positions of Education Workers”, approved by Order of the Ministry of Health and Social Development of the Russian Federation dated August 26, 2010 N 761n; (as amended on May 31, 2011) All-Russian classifier professions of workers, positions of employees and tariff categories, approved by Decree of the State Standard of Russia of December 26, 1994 N 367 (as amended on July 18, 2007); With amendments and additions dated: (1/96, 2/99, 3/2002, 4/2003, 5/2004, 6/2007, 7/2012) Qualification reference book for positions of managers, specialists and other employees, approved by resolution of the Ministry of Labor of Russia dated August 21, 1998 N 37 (as amended on April 29, 2008); ( current edition from 02/12/2014)

The Unified Tariff and Qualification Directory of Work and Professions of Workers (UTKS), approved by Decree of the Government of the Russian Federation of October 31, 2002 N 787 (as amended on December 20, 2003). When developing a staffing table, it is recommended to indicate the names of positions in accordance with the specified classifiers, especially if the employee occupies a position for which the regulations provide for guarantees and compensation. When changing the name of a position, it should be remembered that if the position involves the early assignment of a pension, its name must correspond to the Lists of jobs, professions, positions, specialties and institutions, taking into account which an old-age labor pension is assigned early in accordance with Article 27 Federal Law"On labor pensions in Russian Federation"and the Rules for calculating periods of work giving the right to early assignment of an old-age labor pension, approved by Decree of the Government of the Russian Federation of October 29, 2002 N 781. (as amended by Decree of the Government of the Russian Federation of May 26, 2009 N 449)

After the head of the institution approves the draft staffing table, an order is issued for its approval signed by the head. The staffing table is signed by the manager personnel service(if available) and the chief accountant. The head of the institution also signs the staffing form in the upper right corner next to the “Approved” column and puts the stamp of the institution. Additional columns can be added to Form N T-3 (for example, when it is necessary to supplement the “Additional allowances” column), but existing columns cannot be deleted. Within the limits of allocated budgetary allocations, educational institutions are independent in determining the appropriate number of rates.

The staffing table is approved by a local act of the preschool educational institution - an order from the head on approval of the staffing table. Changes to the staffing table are also made by local act as necessary: in connection with the liquidation or creation of structural units in the preschool educational institution; exclusion from the staffing table or inclusion of certain positions in it; renaming positions; changing the size of salaries (rates), allowances, additional payments, coefficients, etc. The head of the preschool educational institution is responsible for the formation of the staffing table and timely introduction of changes to it.

Filling out a unified staffing form Its filling should begin with the name of the preschool educational institution, which must be indicated in strict accordance with the name that appears in constituent documents. Columns 1 and 2 indicate the names of structural units, as well as their codes. Column 3 "Position (specialty, profession), rank, class (category) qualification" is filled out in strict accordance with the names of positions (professions), employees provided for in the Unified Qualification Directory of Positions of Managers, Specialists and Other Employees, as well as the Unified Tariff and Qualification List a directory of works and professions of workers approved in the manner established by the Government of the Russian Federation. This need is due to the fact that the performance of work in certain positions, professions and specialties is associated with the provision of benefits, compensation and benefits to employees, or the presence of restrictions. In particular, from the names of positions teaching staff depends on the duration of the annual extended paid leave, the right to early retirement pension, length of working hours, etc.

When establishing a staffing table, it is necessary to pay attention to the fact that individual job titles for employees, according to qualification characteristics, can only be provided in certain types of educational institutions. For example, the position of head of physical education can only be established in educational institutions (divisions) of primary and/or secondary vocational education and should not be provided for in preschool educational institutions, which in many cases is found in the staffing schedules of these institutions. To carry out physical education and health work with pupils in preschool educational institutions, including teaching them to swim in pools, positions of physical education instructors may be provided.

Column 4 is called “Number of staff units”. When filling it out, the number of staff positions for those positions (professions) for which the maintenance of an incomplete staff unit is provided, taking into account the characteristics of part-time work, is indicated in the appropriate shares, for example: 0.25; 0.5; 0.75. Here you can also indicate vacant positions, since new employees can only be hired at a preschool institution for positions available in the staffing table that are not occupied by anyone. In column 5 "Tariff rate (salary), etc." salaries (official salaries), wage rates (tariff rates) for positions (professions) are indicated, which are fixed amounts of remuneration for employees for their performance job responsibilities of a certain complexity per calendar month or for a certain standard of hours of teaching work at a wage rate excluding compensation and incentive payments.

Columns 6–8 (9) indicate incentive and compensation payments (allowances, additional payments) to salaries (rates) established by law (for example, “northern” allowances, allowances for an academic degree, etc.), as well as those introduced at the discretion of the institution ( for example, related to the regime or working conditions). If the employer is not able to fill out these columns in rubles, for example, due to the fact that bonuses are set for the employee in percentages or coefficients, then in the corresponding columns it is allowed to indicate payments in percentages or coefficients. In this case, the percentages or coefficients by which the new salary (rate) is formed are not indicated in this column, since taking into account such percentages or coefficients, the salary (rate) is indicated in column 5.

If the amount of interest and coefficients changes, then dashes can be entered in the corresponding columns, and in column 10 a reference is made to the document that regulates the procedure for establishing (changing) them. For example, given that the percentage bonus for employees of institutions located in the regions Far North and in equivalent areas, depends on the length of the “northern” experience, in column 10 a reference should be made to the relevant regulatory legal act that regulates the establishment of percentage increases in wages for employees of institutions in such regions. The unified form of the staffing table cannot reflect bonuses and other incentive payments that are variable in nature and determined based on performance results.

THANK YOU FOR YOUR ATTENTION!

"About approval Methodological recommendations on the creation of staffing tables for state educational institutions implementing general education programs, the system of the Moscow Department of Education"- Order of the Department of Education dated March 1, 2011 No. 116

In accordance with the Regulations on the Department of Education of the City of Moscow, approved by Decree of the Government of Moscow dated September 30, 2008 No. 877-PP, as well as paragraph 2 of the Order of the Department of Education of the City of Moscow dated January 20, 2011 No. 64 “On invalidating the order of the Moscow Committee of Education dated September 2, 1996 No. 373" I order:

2. The heads of structural divisions of the Moscow Department of Education, the heads of district education departments of the Moscow Department of Education, bring this order to the attention of the heads of subordinate state educational and other institutions.

3. Control over the implementation of this order is assigned to the deputy head of I.K. Faevskaya.

Head I.I. Kalina

These methodological recommendations have been developed to assist the heads of state educational institutions implementing general education programs, the system of the Moscow Department of Education (hereinafter referred to as the “institution”), to optimize the work of institutions, as well as the effective use of labor and material resources.

Clause 9 of Part 2 of Article 32 of the Law of the Russian Federation “On Education” includes within the competence of an educational institution the establishment of a structure for managing the activities of an educational institution, a staffing table, and the distribution of job responsibilities.

According to paragraph 3 of part 2 of Article 10 of the Moscow City Law of June 20, 2001 N 25 “On the development of education in the city of Moscow”, the approval of approximate staffing tables and standards for the number of employees of public educational institutions of the city of Moscow of various types and types is the competence of public authorities of the city of Moscow executing management in the field of education.

The form of the staffing table was approved by Resolution of the State Statistics Committee of Russia dated January 5, 2004 No. 1 “On approval of unified forms of primary accounting documentation for recording labor and its payment.” Paragraph 2 of the resolution establishes that Form N T-3 is used by organizations operating in the territory of the Russian Federation, regardless of their form of ownership. As a rule, the staffing table is drawn up when an organization is created, and changes are made to it later.

When establishing job titles, one should be guided by the following regulatory legal acts:

The Unified Qualification Directory of Positions for Managers, Specialists and Employees, section “Qualification Characteristics of Positions for Education Workers,” approved by Order of the Ministry of Health and Social Development of the Russian Federation dated August 26, 2010 No. 761n.

All-Russian classifier of workers' professions, employee positions and tariff categories, approved by Decree of the State Standard of Russia of December 26, 1994 N 367 (as amended on July 18, 2007);

Qualification reference book for positions of managers, specialists and other employees, approved by Resolution of the Ministry of Labor of Russia dated August 21, 1998 N 37 (as amended on April 29, 2008);

When developing a staffing table, it is recommended to indicate the names of positions in accordance with the specified classifiers, especially if the employee occupies a position for which the regulations provide for guarantees and compensation.

When changing the name of a position, it should be remembered that if the position involves the early assignment of a pension, its name must correspond to the Lists of jobs, professions, positions, specialties and institutions, taking into account which an old-age labor pension is assigned early in accordance with Article 27 of the Federal Law "On Labor Pensions in Russian Federation" and the Rules for calculating periods of work giving the right to early assignment of an old-age labor pension, approved by Decree of the Government of the Russian Federation of October 29, 2002 N 781.

If there are vacant (not occupied by specific employees) positions in the staffing table and there are no plans to replace them in the near future or, conversely, it is necessary to add new positions, the staffing table is changed. To do this, an order is issued for the main activity “On making changes to the staffing table”, which indicates whether positions are being introduced or abolished, as well as the structural unit to which it belongs, the name of the position, the number of staff units, salary and allowances. As a rule, changes are reflected in an addition to the existing staffing table, drawn up in Form N T-3, and containing only information about newly introduced positions. If there are numerous changes, you can draw up a new staffing table. The number of changes to the staffing table during the year is not limited by legal norms; it can be changed as necessary.

General procedure for drawing up and approving the staffing table:

After the head of the institution approves the draft staffing table, an order is issued for its approval signed by the head. The staffing table is signed by the head of the personnel service (if available) and the chief accountant. The head of the institution also signs the staffing form in the upper right corner next to the “Approved” column and puts the stamp of the institution. Additional columns can be added to Form N T-3 (for example, when it is necessary to supplement the “Additional allowances” column), but existing columns cannot be deleted.

Within the limits of allocated budgetary allocations, educational institutions are independent in determining the appropriate number of rates.

The proposed approximate staffing schedule for the institution is advisory in nature. Staffing schedules of lyceums, gymnasiums, pro-gymnasiums, secondary schools with in-depth study of individual subjects, special (correctional) comprehensive schools, special comprehensive schools (for children and adolescents with deviant behavior), Education centers, secondary schools “School of Health”, Education Centers “School of Health”, secondary schools “School of Home-Based Education”, secondary schools with an ethnocultural (national) component of education, sanatorium-forest comprehensive schools and other types of institutions are being developed taking into account the peculiarities in the organization of the educational process.

Approximate staffing schedule of a state educational institution implementing general education programs, the system of the Moscow Department of Education

Job titles	The number of staff positions in a state educational institution that implements general education programs, the system of the Moscow Department of Education, (depending on the number of classes)
Job titles		30 or more
Director
Deputy Director for Academic (Teaching and Educational) Work
Deputy Director for educational work
Deputy Director for social protection
Deputy Director for Security
Deputy Director for Administrative and Economic Work
Household manager
Secretary-typist (document specialist)
Senior counselor
Library Manager
Librarian
Secretary of the educational department
Social teacher
Maintenance worker and current repairs buildings, structures and equipment (plumber, electrician, carpenter)
Wardrobekeeper

1. The director of the institution independently establishes the number of required staffing positions for deputy directors and determines their job responsibilities.

2. The position of deputy director for educational work is established in secondary general education schools, and in primary general education and basic general education schools - the position of deputy director for educational work.

3. In institutions with 30 or more classes, for each subsequent 10 classes, an additional 0.5 unit of deputy director for academic and educational work is established.

4. If the institution has pre-profile training or specialized training, an additional 0.5 unit of deputy director can be introduced.

5. In secondary schools with in-depth study of individual subjects (or other institutions with similar classes of at least 5), the position of deputy director for each type of in-depth study is additionally established.

6. If the institution has lyceum or gymnasium classes, the position of deputy director is additionally established, supervising the work of classes of this type, at the rate of: up to 5 classes - 0.5 units, over 5 classes - 1 unit.

7. In cadet schools, an additional unit of deputy director for educational work is established ( military training and specialized disciplines).

8. If necessary, the position of Deputy Director for Economic Affairs may be introduced.

9. Position of deputy director (according to additional education) can be introduced in institutions with a volume of 300 or more academic hours per month (circles, sections, departments).

10. To organize experimental activities, the institution’s staffing table provides for 1 deputy director, regardless of the number of experimental projects being implemented, and no more than 5 specialists (the name of the specialist’s position depends on the direction of the experiment) for each level of the experiment.

11. In secondary schools with an ethnocultural (national) component of education, up to 10 additional teacher positions may be introduced for individual extracurricular work.

12. The position of a teacher-organizer of the basics of life safety (life safety) is introduced subject to a teaching load of less than 5 hours per week - 0.5 units, more than 5 hours per week - 1 unit.

13. The position of educational psychologist is introduced at the rate of 1 unit per 10 classes.

14. The position of a teacher of additional education is introduced based on the load of 18 hours per week, 15 students in a group, no more than 6 hours per week per 1 student in the following order: from 5 to 9 grades - 0.5 units, 10-19 grades - 1 one, more than 20 - 1.5 units; If there is a curriculum, additional rates for additional education teachers may be established.

15. In institutions that have compensatory education classes, if there are more than 3 of these classes, an additional unit of educational psychologist, 1 unit of social pedagogue, and 1 unit of teacher-defectologist are introduced.

16. The position of a speech therapist teacher is established if there is a special speech therapy group in the institution at the rate of 1 unit per group of 15-20 students with speech disorders.

17. The position of senior teacher (classroom teacher) is established at the rate of 0.25 units per 1 class group, subject to the abolition of additional payments for classroom management.

18. The positions of physical education instructor and labor instructor (if there are workshops) are introduced in the following order: up to 15 classes - 0.5 units, 16-19 classes - 0.75 units, 20 or more - 1 unit.

19. The position of a laboratory assistant is established if the institution has an equipped physical, chemical, biological laboratory, office foreign language(language equipment) and other rooms where laboratory work is carried out, at the rate of 1 unit per room.

20. Provided that an institution with up to 25 classes independently conducts accounting, 1 unit of chief accountant, accountant, economist and cashier is established; if the institution has 25 or more classes, 1 accountant unit is additionally introduced.

21. If the institution has certified school museums, 1 unit of teacher-organizer and document specialist is introduced for each museum.

22. If there is equipment for displaying film, video and media materials, 1 unit of technician or media specialist is installed.

23. In institutions where it is established special equipment To carry out screening diagnostics of vision of students, 1 unit of operator (technician) of screening diagnostics is introduced.

24. In institutions implementing inclusive education, if there are at least 6 children with disabilities, the following positions may be introduced:

Methodist (inclusive education coordinator) - 0.5 units;

Teacher-defectologist - 1 unit;

Educational psychologist - 0.5 units;

Tutor - 1 unit.

25. When an institution is located in several buildings, 1 household manager is assigned to each building.

26. To work with the free collection of textbooks, the position of a librarian can be additionally introduced at the rate of: up to 500 students - 0.25 librarian units; from 500 to 700 students - 0.5 librarian units; from 700 to 1200 students - 0.75 librarian units; over 1200 students - 1 unit.

27. The position of a teacher (for extended-day groups) is introduced at the rate of 1.2 units per extended-day group, and in groups made up of 6-year-old children - 1.25 position units.

28. If there are groups of short-term stays for children in the institution preschool age The following staffing levels can be established for all short-stay groups:

0.5 teacher units; 0.5 units of teacher assistant; 0.25 music director units; 0.25 units of educational psychologist - per 1 group;

0.25 physical education teacher units; 0.25 senior teacher units; 0.25 nurse units - based on 2 groups.

Additionally, staffing positions can be established for the following types of short-stay groups:

- “Development group” - 0.25 units of physical education instructor per 2 groups (if there is a swimming pool);

- “Future first-grader” - 0.25 units of speech therapist teacher per group 1;

- “Group for children whose native language is not Russian” - 0.5 additional education teacher units per 1 group; 0.25 units of physical education instructor per 2 groups (if there is a swimming pool);

- “Group for children with developmental disabilities” - 0.25 units of speech therapist teacher; 0.25 units of a teacher-defectologist; 0.25 massage nurse units; 0.25 units of physical therapy nurse - per group 1; 0.25 physical education instructor units per 2 groups (if there is a swimming pool);

- “Special child” - 0.25 units of speech therapist teacher; 0.25 units of a teacher-defectologist; 0.25 massage nurse units; 0.25 physical therapy nurse units; 0.25 units of physical therapy nurse - per group 1; 0.25 physical education instructor units per 2 groups (if there is a swimming pool).

29. In institutions that have structural divisions of the Center for Promoting the Health of Students and Pupils, the following may be additionally introduced: deputy director for health work - 1 unit; pediatrician - 1 unit; eldest nurse- 1 unit; programmer - 1 unit; exercise therapy instructor-methodologist- 0.25 units per grade 1; classroom teacher - 0.5 units per class group, taking into account the work of the institution on a full-time basis; 1 unit each of a social pedagogue, a teacher-defectologist, a teacher-speech therapist, an educational psychologist, and a specialist consultant.

30. In institutions operating full-time, the following additional staffing positions may be introduced:

Deputy Director for educational work - 0.5 units (up to 15 groups), 1 unit (over 15 groups);

Educator - the number of bets is determined by the number of classes - groups;

Up to 5 units for sports and recreational work (trainer, trainer-teacher).

Additional units of technical personnel are established based on the 2-shift work of the institution, at the rate of 1 unit per 500 sq.m.

Chef - 1 unit

Storekeeper - 1 unit

Cook - 2 units

Helper - 1 unit

Accountant - 1 unit.

The positions of chef, cook, storekeeper, auxiliary worker, accountant can only be entered if food is prepared directly in the establishment.

31. In institutions, if necessary, the following positions may be introduced:

Laboratory assistant for preparation sports grounds and halls for physical education (equipped with sports equipment) at the rate of 1 unit per 1 institution (if there are several gyms, an additional corresponding number of laboratory assistants is established);

service personnel (according to the standard) with an increase in the working hours of gyms.

32. In the case of organizing a “Russian Language School” in an institution, the following rates may be introduced:

Deputy Director - 1 unit;

Methodist - 1 unit;

Teacher of Russian as a foreign language - according to the number of groups - (but not more than 6 units);

Primary school teacher - 1 unit;

Teacher (for after-school groups) 1 unit for 2 groups, but no more than 3 units;

Educational psychologist - 1 unit;

Speech therapist teacher - 1 unit;

Teacher-defectologist - 1 unit.

33. In institutions implementing the basic general education program preschool education, when opening advisory centers for parents and children raised in a family environment, the following additional rates may be introduced: senior teacher - 0.5 units; educational psychologist - 0.25 units; teacher-speech therapist - -0.25 units; senior nurse - 0.25 units.

34. If the institution has complex medical equipment, 1 unit of engineer can be introduced.

35. For purposes information support The following positions may be introduced in the institution:

Job titles	Number of staff positions depending on the number of students
Job titles	up to 350 people	Over 500 people
Deputy Director (Informatization)
Methodist
Job titles	Number of staff units depending on the number of computers
Job titles

laboratory assistant
media specialist
document specialist

System administrator	The position is entered if there is a local and (or) telecommunications network with the institution’s Internet access

In institutions where more than 200 computers are installed, the above staffing positions are established in proportion, and can also be reduced taking into account the existence of a service agreement with the district or city information and analytical center (except for the position of deputy director (for informatization).

36. If the institution has a preschool department, an additional education unit, a swimming pool, an interschool stadium, a school printing house, a motor transport unit and other structural units, additional staffing units may be established according to the corresponding approximate staffing levels of the units or additional rates may be allocated in accordance with qualification characteristics in positions of culture, sports, health care and others.

37. The staffing schedules of secondary schools “Home-schooling schools” are calculated based on the number of students studying in class, group and individual forms training.

The position of an educational psychologist is at the rate of 1 unit per institution; for the specific purposes of the institution and taking into account the nature of children’s problems, it is possible to introduce additional units of an educational psychologist, but not more than 1 unit per 50 students.

The position of speech therapist teacher is 1 unit per 16 people (2 classes) of children with speech disorders.

Teacher-defectologist - 1 unit for 2 groups of children with hearing, intellectual, and speech impairments.

The position of senior (classroom) teacher - at the rate of 0.5 units per 1st grade, subject to the abolition of additional payments for class management.

Social teacher - at the rate of 1 unit per 8 classes.

If the institution has complex medical equipment, it is possible to introduce additional specialist positions into the staffing table.

In secondary general education schools “School of Home-Based Education”, if there are extended-day groups, additional positions for cloakroom attendants can be introduced at the rate of 0.5 position units per wardrobe. The total number of cloakroom attendants should not exceed 3 units. Cloakroom attendant positions are introduced if equipped wardrobes are available.

Positions medical workers can be entered in the following order:

doctor - 0.5 units per institution, nurse - 1 unit, exercise therapy instructor - up to 13 classes - 1 unit, from 14 classes - 2 units.

38. The position of labor protection engineer is established at the rate of: up to 50 employees - 0.5 units, over 50 employees - 1 unit.

39. In new buildings, if there are elevators, 1 elevator operator unit is installed per elevator.

40. In institutions equipped with modern technological equipment, the position of building engineer may be introduced.

41. The staffing schedules of special general education schools (for children and adolescents with deviant behavior) provide for 2 educators and 2 labor education teachers for each class (group). The positions of a speech therapist, teacher-defectologist - at the rate of 1 unit for every 15-20 pupils with speech disorders, educational psychologist, social teacher (at the rate of 1 unit for every 25 pupils), psychotherapist - 2 units per institution.

42. The positions of workers for maintenance and routine repairs of buildings, structures and equipment for the heating season are established in the following order:

In the presence of central heating - 1 unit of building maintenance worker per shift in each boiler house, and in boiler houses using solid fuels (peat, coal), with a boiler heating surface of more than 75 sq.m. - 5 units per shift in each boiler room;

For gas heating - 1 unit per shift, and in boiler houses that do not have automatic safety equipment - 2 units per shift, - for centralized heat supply (CHP) in institutions with a heating point or elevator - 1 unit of building maintenance and repair worker, structures and equipment, and in the presence of boilers and pumps - 1 unit of the specified worker per shift.

Of the total number of positions indicated, 1 unit of worker for the maintenance and repair of buildings, structures and equipment is established for the whole year.

The position of a worker for the maintenance and repair of buildings and structures is established in the staffing schedules of institutions in the absence of a service contract.

If an institution has 2 or more independent buildings, additional units for maintenance and repair of buildings, structures and equipment may be introduced into the staffing table.

43. The position of a cloakroom attendant is established if the institution has equipped wardrobes at the rate of 2 units per wardrobe.

In institutions where classes are held for students in the second shift or where there are extended day groups, cloakroom attendant positions are additionally introduced at the rate of 0.5 units per wardrobe, but not more than 3 units per building. The positions of cloakroom attendants are established if the school has equipped wardrobes.

44. Position of worker comprehensive services(cleaners) is entered at the rate of 0.5 units for every 250 sq.m. cleaned area, but not less than 0.5 units per institution.

To clean the premises used for classes with children in the second half of the day, including: classes for students in the second shift, work of extended-day groups, conducting training sessions on additional education, additional positions for cleaners can be established office premises based on the following calculation: in institutions operating in 2 shifts - 0.25 units for every 250 sq.m., and in schools with extended day groups - 0.5 units for every 250 sq.m. cleaned area used by students of these shifts and extended day groups.

45. The position of a comprehensive service worker (janitor) is established in accordance with the following standards for the area being cleaned (but not less than 1 unit per establishment):

When manually cleaning areas during the warm season (from April to October inclusive - 213 days)

Types of coating	Standards for one janitor, sq.m.
Improved coverage
Without coating
Medium weed lawns
Mowing lawns by hand (solid)

46. If available in the institution vehicles Driver rates are set at the rate of 1 unit per 1 vehicle (if there are registration certificates), if the number of vehicles is more than 4, 1 unit of car mechanic or mechanic can be entered (in the absence of a maintenance agreement at the service center).

47. In institutions where the sleep of students and pupils aged 6 years is organized, in the absence of the opportunity to use communal laundries, the position of a special laundry worker is established. clothing (linen) at the rate of 0.25 units for each such class, as well as the position of a housekeeper at the rate of 0.5 units per institution.

48. The position of a guard is established in institutions where it is not possible to transfer the security of the building to a private security console, at the rate of 4.3 units per institution. When an institution is located in two or more separate buildings, rates are allocated according to the number of buildings.

In institutions that have interschool stadiums on their books, an additional 2 guard units are installed.

49. In institutions that have an orchard or a plot of land with ornamental plantings with an area of at least 1.5 hectares, as well as a winter garden or recreation with green spaces, 1 gardener unit can be installed.

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Document overview

The staffing table reflects the structure and staff of the institution, contains information about structural divisions, official salaries and personal allowances, the total number and monthly payroll of the institution. Changes are made to the staffing table if there are vacant positions and there are no plans to fill them in the near future, as well as if new positions need to be added. Educational institutions are independent in determining the number of rates within the allocated budget allocations.

The staffing table is approved by order of the head of the institution and signed by the head of the institution, the head of the personnel service, and the chief accountant.

An approximate staffing table has been approved, which is advisory in nature.