Section II. Procedure for establishing official salary (salary)
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ORDER of the Federal Drug Control Service of the Russian Federation dated 08/28/2008 270 (as amended on 03/23/2009) ON APPROVAL OF THE SIZE OF OFFICIAL SALARY (TARIFF RATES) OF EMPLOYEES... Relevant in 2018
Appendix 1. SALARIES FOR PROFESSIONAL QUALIFICATION GROUPS OF GENERAL INDUSTRY POSITIONS OF MANAGERS, SPECIALISTS AND EMPLOYEES
Professional qualification group "General industry positions of first-level employees"
| Qualification levels | ||
| 1 qualification level | Clerk | 3010 |
| Cashier | 3010 | |
| Codifier | 3010 | |
| Commandant | 3010 - 3501 | |
| Freight Forwarder | 3010 - 3153 | |
| 2872 - 3153 | ||
| 2 qualification level | Positions of employees of the 1st qualification level for which the derivative job title “senior” can be established | 3010 - 3501 |
| Qualification levels | Positions assigned to qualification levels | Official salary (rubles per month) |
| 1 qualification level | Administrator | 3153 - 4269 |
| Dispatcher | 3153 | |
| HR inspector | 3153 | |
| Laboratory assistant | 3153 | |
| Technician | 3153 | |
| Line - Excluded. | ||
| (as amended by the Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133) | ||
| Artist | 3885 | |
| Other positions equivalent to qualification level | 3153 - 3885 | |
| (as amended by the Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133) | ||
| 2 qualification level | Warehouse manager | 3010 - 3153 |
| Household manager | 3010 - 3153 | |
| Senior Administrator | 4269 - 4379 | |
| Senior dispatcher | 3501 | |
| Chief Inspector | 3501 | |
| Senior laboratory assistant | 3501 | |
| Technician category II | 3501 | |
| Other positions equivalent to the qualification level | 3010 - 3885 | |
| 3 qualification level | Head of the dormitory | 3501 - 6245 |
| Production manager (chef) | 3885 - 6245 | |
| Canteen manager | 4269 - 6747 | |
| Technician category I | 4269 - 4379 | |
| Commodity expert category I | 4379 - 4809 | |
| Line - Excluded. | ||
| (as amended by the Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133) | ||
| Artist I category | 4379 - 4809 | |
| Other positions equivalent to the qualification level | 3885 - 4809 | |
| (as amended by the Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133) | ||
| 4 qualification level | Site master | 3885 - 5275 |
| Mechanic | 3885 | |
| Other positions equivalent to the qualification level | 3885 - 5275 | |
| (as amended by the Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133) | ||
| 5 qualification level | Garage Manager | 4379 - 7250 |
| Head of the section | 4269 - 6245 | |
| Other positions equivalent to the qualification level | 4269 - 6245 | |
| (as amended by the Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133) | ||
Professional qualification group "General industry positions of third-level employees"
| Qualification levels | Positions assigned to qualification levels | Official salary (rubles per month) |
| 1 qualification level | Accountant | 3501 |
| Document specialist | 3885 | |
| Engineer | 3885 | |
| Line - Excluded. | ||
| (as amended by the Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133) | ||
| HR Specialist | 3501 - 4379 | |
| Psychologist | 3885 | |
| Software engineer (programmer) | 3885 - 4269 | |
| (as amended by the Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133) | ||
| Process engineer (technologist) | 3885 - 4269 | |
| (as amended by the Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133) | ||
| Labor safety engineer | 3885 | |
| (as amended by the Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133) | ||
| Other positions equivalent to the qualification level | 3501 - 3885 | |
| (as amended by the Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133) | ||
| 2 qualification level | Accountant II category | 3885 - 4269 |
| Document specialist II category | 4269 - 4379 | |
| Engineer II category | 4269 - 4379 | |
| Software engineer category II (programmer category II) | 4379 - 4809 | |
| (as amended by the Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133) | ||
| Process engineer category II (technologist category II) | 4379 - 4809 | |
| (as amended by the Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133) | ||
| Other positions equivalent to the qualification level | 3885 - 4379 | |
| (as amended by the Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133) | ||
| 3 qualification level | Accountant category I | 4379 - 4809 |
| Document specialist of the 1st category | 4379 - 4809 | |
| Engineer I category | 4379 - 4809 | |
| Economist category I | 4379 - 4809 | |
| Other positions equivalent to the qualification level | 4379 - 4809 | |
| Software engineer category I (programmer category I) | 5275 - 5778 | |
| (as amended by the Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133) | ||
| Process engineer category I (technologist category I) | 5275 - 5778 | |
| (as amended by the Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133) | ||
| 4 qualification level | Lead accountant | 5275 - 5778 |
| Lead document specialist | 5275 - 5778 | |
| Lead Engineer | 5275 - 5778 | |
2.2. Recommended salaries for employees in general industry positions of managers, specialists and employees based on the classification of the positions they occupy as employees to the PKG, approved by order of the Ministry of Health and Social Development Russian Federation dated May 29, 2008 N 247n “On approval of professional qualification groups for industry-wide positions of managers, specialists and employees”:
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Job titles |
Official salary, rub. |
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Professional qualification groups for general industry positions of managers, specialists and employees |
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"General industry positions of second-level employees" |
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Household manager |
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Professional qualification group "General industry positions of third-level employees" |
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Accountant, legal adviser, economist, labor protection specialist, document specialist, specialist, human resources specialist |
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Software engineer (programmer), electronics engineer (electronics), leading specialist |
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Chief specialist |
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Deputy Chief Accountant |
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Recommended salaries for workers based on the classification of positions they occupy as PKG, approved by Order of the Ministry of Health and Social Development of the Russian Federation dated May 29, 2008 N 248n “On approval of professional qualification groups general industry professions workers":
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Job titles |
Official salary, rub. |
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Professional qualification groups of general industry professions of workers |
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Professional qualification group "General industry professions of second-level workers" |
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Car driver |
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Job titles |
Official salary, rub. |
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Positions of managers, specialists and employees not assigned to professional qualification groups |
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Deputy Head of Department |
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Deputy Head of Branch |
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Head of Department |
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Chief accountant |
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Deputy Director, Head of Branch |
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Director |
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2.3. If the employees of the Institution have a qualification category, it is recommended to set the official salary (salary) taking into account the increasing coefficients to the official salary (salary):
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Name of the increasing coefficient |
Size of the increasing factor (%) |
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Increasing coefficient to salary for 2nd qualification category |
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Increasing coefficient to salary for 1 qualification category |
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2.3. The official salary (salary), applied to it by an increasing coefficient for the qualification category, can form a new official salary (salary), on which the payments provided for in this approximate provision are accrued.
2.4. In order to attract and strengthen staffing Institutions for young specialists are recommended to establish an official salary (salary) increased by 3 percent before receiving a qualification category, for a period of no more than the first 2 years of work after graduation.
2.5. Establishing or changing the amount of an employee’s official salary (salary) is formalized by an employment contract, an additional agreement to employment contract, by order of the director of the Institution.
The first component part is salary (official salary)- in accordance with the provisions of Article 129 of the Labor Code of the Russian Federation, it is a fixed amount of remuneration for workers, which does not include compensation, incentives and social payments.
This part wages set for performance job responsibilities(by positions of managers and employees) or labor responsibilities(by worker professions) calculated per calendar month or other unit of time.
Employees from among the employees are remunerated on the basis of official salaries, with the exception of employees from among individual teaching employees, whose remuneration is carried out on the basis of wage rates.
In turn, on the basis of salaries, wages are paid to workers belonging to blue-collar professions. It is necessary to take into account that in the institutions of certain main managers of federal budget funds, it is customary for workers to set a tariff rate (and not a salary).
In accordance with Article 129 of the Labor Code of the Russian Federation, the basic salary (basic official salary), the basic wage rate means the minimum salary (official salary), the wage rate of a government employee or municipal institution carrying out professional activities in the profession of a worker or an employee position included in the corresponding professional qualification group, excluding compensation, incentives and social payments.
The tariff rate is a fixed amount of remuneration for an employee for fulfilling a standard of work of a certain complexity (qualification) per unit of time, also excluding compensation, incentives and social payments.
Based on wage rates, wages are paid to individual teaching staff, for whom norms for hours of teaching work are established at a wage rate, which is an estimated value used when calculating their wages, taking into account the specific volume study load(teaching work);
In accordance with paragraph 3 of the Regulations on the establishment of remuneration systems for employees of federal budgetary institutions salaries (official salaries), wage rates are established by the head of the institution based on the requirements for vocational training and level of qualifications required to carry out the relevant professional activities(professional qualification groups), taking into account the complexity and volume of work performed.
Under professional qualification groups(PCG) refers to groups of worker professions and employee positions, formed taking into account the scope of activity based on the requirements for professional training and level of qualifications that are necessary to carry out the relevant professional activity (Article 144 of the Labor Code of the Russian Federation).
The criteria for classifying blue-collar professions and office positions into professional qualification groups are determined by Order No. 525 of the Ministry of Health and Social Development of Russia dated August 6, 2007.
Professions of workers and positions of employees are formed in the PCG taking into account the type economic activity according to the following criteria:
- certain positions of employees from among the teaching staff and researchers, who are required to have an academic degree and (or) academic title, and positions of managers structural divisions institutions requiring higher professional education;
- employee positions requiring higher professional education;
- professions of workers and positions of employees, including heads of structural divisions of institutions, requiring primary or secondary vocational education;
- professions of workers and positions of employees that do not require professional education.
The assignment of blue-collar professions and white-collar positions to the PKG is carried out according to the minimum level of qualification requirements required to work in the corresponding blue-collar professions or to occupy the corresponding white-collar positions.
As an exception, certain employee positions that have important social significance may be classified as PKG based on the higher level of qualification requirements required to occupy the corresponding employee positions.
At the same time, the professions of workers and (or) positions of employees included in one PKG can be structured according to the qualification levels of this PKG, depending on the complexity of the work performed and the level of qualifications required to work in the profession of a worker or occupy an employee position.
The same profession of a worker or position of an employee can be assigned to different qualification levels depending on the complexity of the work performed, as well as taking into account additional qualification indicators confirmed by a certificate, qualification category, work experience and other documents and information.
PCGs are approved by the Ministry of Health and Social Development of Russia (the list of documents is given in Appendix No. I.3.4).
Within the PKG, the positions of employees and the professions of workers are grouped by qualification levels. Based on the accepted classification by professional qualification groups and (or) qualification levels, salaries (official salaries) and wage rates are established for employees. This ensures differentiation of wage levels for the entire range of workers budgetary sphere. The higher the level of the professional qualification group and the qualification level within the PKG, the higher the salary (official salary), the wage rate of a particular employee should be.
The distribution of employee positions and (or) worker professions among professional qualification groups and (or) qualification levels is carried out precisely for the purpose of differentiating the levels of remuneration of employees.
Appointment to a position, determination of the employee’s suitability for the position held, assignment of tariff categories to workers, qualification categories employees and other issues should be resolved on the basis of a single qualification directory positions of managers, specialists and employees (US) and the Unified Tariff and Qualification Directory of Work and Professions of Workers (UTKS).
Also, accordingly, PKGs are installed in some cases additional payments on wages.
The distribution of employee positions and worker professions by relevant professional qualification groups and professional qualification levels is given in Appendix No. I.3.5.
When setting salaries for employees, institutions primarily proceed from the basic (minimum guaranteed) salaries (rates) determined by the relevant ministries (departments) in the approximate regulations adopted by them (see Appendix No. I.3.1).
It is necessary to take into account that the base salaries (rates) determined by the relevant main managers of federal budget funds are recommendations. If there are sufficient allocations, institutions have the right to provide for the establishment of salaries for their employees at a higher level.
In accordance with paragraph 7.1 of the Recommendations for the development by federal government bodies and institutions - the main managers of federal budget funds of approximate provisions on the remuneration of employees of subordinate federal budgetary institutions (approved by order of the Ministry of Health and Social Development of Russia dated August 14, 2008 No. 425n), the minimum salaries (rates) of employees for the relevant It is recommended that the PKG be established taking into account the requirements for professional training and level of qualifications that are necessary for the implementation of the relevant professional activity and not lower than the tariff rates (salaries) established on the basis of the unified technical system in force for the period of introduction of new remuneration systems.
Then, based on calculations based on the volume of available budget funding, salaries (rates) can be adjusted upward.
In institutions of law enforcement ministries and departments that are not subject to the Regulations on the establishment of remuneration systems for employees of federal budgetary institutions approved by Decree of the Government of the Russian Federation of 05.08.2008 No. 583, the amounts of official salaries (salaries) are determined in accordance with the provisions of departmental regulatory legal acts (see . Appendix No. I.3.3), providing specific or fork (within the range of “from” and “to”) values.
Salaries for employees (from among those whose wages were based on the unified technical system before December 1, 2008) employed in the central offices and (or) territorial bodies of federal government bodies are established on the basis of relevant departmental regulations (see Appendix No. I .3.2), as well as the provisions of the order of the Ministry of Health and Social Development of Russia dated August 27, 2008 No. 450n.
This order determines the minimum salaries of employees holding office positions. They are determined on the basis of the assignment of positions held by employees to the corresponding PKG, approved by order of the Ministry of Health and Social Development of Russia dated May 29, 2008 No. 247n:
For employees carrying out activities in the professions of workers in government bodies, salaries are established depending on the assigned to them qualification categories in accordance with the ETKS, unless otherwise provided by departmental regulatory legal acts.
If the corresponding position is not listed in the PCG, the salary for it is set independently by the head of the institution (taking into account the provisions of departmental regulatory legal acts). In this case, it is recommended to proceed from the ratio of the established salaries between categories of workers with similar (approximate) requirements for positions held in accordance with the Unified Social Standard or applicable tariff and qualification characteristics.
For certain positions, taking into account the provisions of departmental regulatory legal acts, wages may be provided for 1 standard hour of work. For example, in sanatorium-resort institutions of the Ministry of Health and Social Development of Russia (order No. 464n dated August 28, 2008), such wage conditions can be established in relation to employees holding the positions of premises cleaner (nurses, nurse-washers), territory cleaner, cultural organizer, librarian, freight forwarder cargo transportation, typist, accompanist, programmer, gardener.
Rates hourly pay labor of the teaching staff are also established by the head of the institution. In this case, it is recommended that payment rates be determined as a percentage of the official salary provided for positions assigned to the first qualification level of the PCG “General industry positions of first-level employees,” taking into account the amount of payment for vacation.
The hourly wage rates for workers involved in conducting training sessions are given in paragraph 19 of Appendix No. 1 to Order No. 751 of the Ministry of Internal Affairs of Russia dated August 27, 2008 “On measures to implement Decree of the Government of the Russian Federation of August 5, 2008 No. 583.”
Our organization pays the employee 2/3 of the official salary due to downtime. The employee works in the Ural region. When paying for downtime, is it necessary to accrue the Ural coefficient for 2/3 of the salary?
The size of the regional coefficient and the procedure for its application for calculating wages of employees of organizations located in the regions Far North and equivalent areas is established by the Government of the Russian Federation (Article 316 of the Labor Code of the Russian Federation). However, the corresponding regulatory legal act has not yet been adopted. Before its publication, previously approved regulatory legal acts should be applied, including documents of the former USSR (Article 423 of the Labor Code of the Russian Federation). As Rostrud noted in Letter No. 946-6 dated June 23, 2006, they can be used only to the extent that they do not contradict the Labor Code.
The regional coefficient is added to wages without any limitation on its maximum amount. The salary on which this coefficient is calculated includes all payments in favor of employees that are in the nature of wages, including remunerations for length of service and remunerations based on the results of work for the year.
The salary on which the regional coefficient is calculated does not include the amounts of the following payments in favor of employees:
— bonuses for work experience in the regions of the Far North and in areas equated to the regions of the Far North, in the Arkhangelsk region, the Komi Republic, in other regions and localities where, in accordance with current legislation, the establishment of wage supplements is provided;
Average earnings (in this case, the regional coefficient is already taken into account when calculating average earnings);
Field allowance;
Material assistance (this is explained by the fact that this payment is not classified as wage payments for which a regional coefficient is calculated, although in some cases a coefficient is still calculated for material assistance);
Bonuses that are one-time in nature and paid not from the wage fund;
Rewards for inventions and innovation proposals;
Other payments not attributable to wages in accordance with the established procedure.
Amounts of payment for downtime relate to payments for wages (wages), and therefore it is necessary to accrue a regional coefficient on them. The above applies only to those amounts of downtime payment that, in accordance with Art. 157 of the Labor Code of the Russian Federation are calculated in an amount that is a multiple of the official salary (two-thirds of the salary, etc.).
If the amounts of idle time payment are calculated based on the employee’s average earnings (two-thirds of the average salary, etc.), the regional coefficient should not be calculated on them. This is explained by the fact that the amounts of the regional coefficient will be taken into account when calculating average earnings.
When registering an employee at a new place of work, a certain remuneration scheme is established between the employer and the employee, the obligatory part of which in the lion's share of cases is the official salary.
Today we will talk about what the official salary is for, on what principle it is calculated and whether it can be changed.
Coefficients for calculating official salaries
According to labor legislation official salary is a fixed payment amount labor activity for the performance of their own official duties. The official salary cannot include social, incentive or compensation payments.
The Labor Code of the Russian Federation defines the basic salary as the wage rate of an employee of the state or municipal organization carrying out the professional activities of a worker or employee without taking into account additional payments.
Thus, established at the state level, it forms the basis for establishing the salaries of employees.
The salary of any employee directly depends on many factors, including:
Attention! The official salary is a fixed amount of remuneration, established depending on the position held by the employee, qualifications, specialized education and length of service at the given enterprise.
The amount of remuneration for the labor activity of employees is established based on salary charts, which are developed at the level of an organization or an entire industry:
- Industry schemes are used to determine the salaries of employees of organizations financed from budgetary sources.
- Salary schemes approved at the level of firms financed by own funds, are accepted indicating the nomenclature of specialist positions and the corresponding salary amounts.
The salary schedules for both groups may indicate a salary range, called a salary range.
The establishment of minimum and maximum wages makes it possible to determine the salaries of employees in individually, based on their qualifications, work experience, volume of work performed and business qualities.
The level of professionalism of both specialists and workers is determined by gradation into categories, due to which employee salaries are differentiated. Most organizations are characterized by a three-stage gradation.
According to labor legislation, the wage provision may provide for the establishment personal increasing coefficient:
- by position;
- for length of service ().
If an increasing coefficient is established, the amount of upcoming payments is determined by mathematically multiplying the salary by the coefficient.
Personal increasing coefficient may be assigned taking into account:
- vocational training;
- complexity of the work performed;
- employee's degree of responsibility.
The decision on the bonus is made by the head of the enterprise in relation to each employee individually.
Longevity coefficient can be established for employees depending on their overall professional experience at a given enterprise.
How does the salary increase work?
The salary supplement is additional payment professional activity, calculated on the basis of:
- established tariff rates;
- official salaries;
- piece rates.
Attention! Information about the employee’s allowance must be reflected in labor contract as conditions for remuneration for work.
Salary supplements are of two types:
- mandatory;
- optional.
Mandatory Allowances are additional payments established for the performance of certain job duties. For example, additional payment for a shift work schedule or work in an area with a special climate.
If an employer wishes to establish a bonus for an employee in the absence of conditions for establishing a mandatory additional payment, then such a bonus will be considered personal and it is installed on an individual basis.
A personal allowance can be established for employers for:
- employee's work experience;
- professional excellence;
- working with trade secrets;
- knowledge of a foreign language;
- academic degree;
- work results.
The bonus can be set as a fixed amount (for example, 1000 rubles to the salary) or as a percentage (for example, 15% of the salary).
In any case, the amount of any additional payment must be reflected in the employment contract. In some cases, it is permissible to refer to a document defining the procedure for calculating a personal bonus to an employee’s salary.
Unique order to change (increase) official salary
A change in an employee's salary can be initiated by a memo indicating the reasons for the change in salary. If the salary is subsequently reduced, the wishes of the line manager will not be taken into account.
Reasons for increasing the salary may be:
- systematic overfulfillment of the plan;
- advanced training;
- successfully completed certification;
- extensive work experience.
In addition, salary increases may be initiated as a result of changes in job responsibilities.
To raise the issue of a salary increase:
- The employee's manager must provide his superiors with a memo containing information about the reasons for increasing the salary of his subordinate.
- Subsequently, the document must be agreed upon with an authorized person or director of the organization.
- After the salary increase is approved, the HR department employee must prepare a unique order to adjust the salary portion of the employee’s salary, as well as to make adjustments to the staffing table.
- In addition, all changes must be reflected in the employment contract. To do this, it is necessary to prepare an additional agreement, which will subsequently be signed by both parties.
- If an agreement of any kind is reached, a unique order is drawn up to change the official salary and an additional agreement to the employment contract.
Since this order does not have a form approved at the legislative level, any institution has the right to draw it up in a free format on the company’s letterhead. It is extremely important that the order reflects the following data:
- information about the enterprise;
- order details;
- the city or town where the order was drawn up;
- date of document preparation;
- changes in working conditions;
- argumentation of the need to change the official salary;
- signatures of the parties.
Thus, the final version of the order to change the salary of an official will look something like this:
Organizational and legal form of the company
"Name"
ORDER No. (order number)
about a salary increase (employee's name in the dative case)
In connection with (reason for salary increase, for example: improvement in quality indicators / change staffing table/ expansion of functionality) I ORDER:
- Set (position and full name of the employee) official salary in the amount of (new salary amount in figures and words) rubles from (date of salary change).
- The chief accountant (full name of the accountant) must ensure timely payments of the salary specified in paragraph 1 of this order and other amounts calculated on the basis of it, as well as monitor the correctness of execution of all personnel documents.
- The HR department inspector (full name of the HR department employee) makes changes to the staffing table (date and number of the staffing table), setting the salary for the position (position name) in the amount of (amount of the new salary).
- The HR department inspector (full name of the HR department employee) prepares an additional agreement to the employment contract (date and number of the employee’s employment contract) with (employee’s full name) on setting a salary in the amount of (amount of the new salary) from (date of salary change).
- The inspector of the HR department (full name of the HR department employee) familiarizes himself with this order (full name of the employee) against signature.
Reason: (name, date and number of the document that initiated the salary increase, for example: memorandum from the head of the department / order to amend the staffing table)
General Director (company name) (full name)_______________(signature)__
I have read the order (full name of the chief accountant)_________________ (signature) __
I have read the order (full name of HR department employee)___________ (signature) __
I have read the order (employee's full name)___________________________ (signature) __
Changes in the terms of payment for professional activities will come into force immediately after the documents are signed by both parties.
The main thing to remember is that no matter how the terms of payment for work change, if any agreement is reached, an order and an additional agreement to the employment contract on changing working conditions must be drawn up between the parties. Without this documentation, the change to the salary portion will be considered invalid.