The procedure for tariffication of employees of healthcare institutions. Tariff lists Procedure for tariffication of employees of healthcare institutions
Is it mandatory to draw up employee payroll lists or is this an optional procedure? Find out in our material.
From the article you will learn:
The difference between tariff lists and staffing schedules
Drawing up tariff lists and staffing schedules (according to the unified T-3 form) are separate procedures. Staffing table– this is a reflection of the structure of the organization, the number of staff positions (including vacant ones) and salaries with allowances. The tariff list is a list of employees by name indicating their position, workload (tariff rate and rank) and salary.
The tariff list is a tool for planning and distributing the workload between personnel. In addition, it makes it possible to comply with legislative norms regarding the maximum permissible working time and volume of work, as well as to fairly build a wage system depending on the actual workload of workers. A correctly compiled list is necessary to determine the required amount of funds for wages for any period (month, year). In this regard, the tariff list is always compiled on the basis of the wage regulations.
The procedure for compiling tariff lists
Tariff lists are not a mandatory document for an organization. They are drawn up by decision of the enterprise management and are applied where it is implemented tariff system of remuneration. In government agencies, the need to compile tariff lists is usually approved by the constituent department.
Since 2008, a new remuneration system has been introduced for employees of federal budgetary and autonomous institutions, as well as for civilian personnel of military units. All positions and salaries in such institutions must comply with the Unified wage scale, as well as the provisions of the unified tariff and qualification directory of works and professions of workers, the unified qualification directory of positions of managers, specialists and employees or professional standards. Based on the developed Regulations about wages Each department determines the tariff procedure in its subordinate institutions.
Question from practice
How to set up a wage system?
The answer was prepared jointly with the editors
Nina Kovyazina answers
Deputy Director of the Department of Medical Education and Personnel Policy in Healthcare of the Russian Ministry of Health
- or tariff;
An organization can simultaneously apply several remuneration systems. For example, for some employees - piecework, and for others - time-based. There is no prohibition on the establishment of several remuneration systems in the Labor Code of the Russian Federation.
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For example, there is an order of the Minister of Defense of the Russian Federation dated April 23, 2014 No. 255, the Appendix to which provides a sample tariff list for medical workers. It is necessary for the formation of a wage fund for civilian medical workers in military units.
Another example is the order of the Ministry of Health and Social Development of the Russian Federation dated September 4, 2008 No. 310, which approves the procedure for tariffication of employees of federal budgetary institutions of health care and social protection of the Federal Medical and Biological Agency of Russia. Similar orders can be found in other departments, for example, sample tariff list of cultural workers or tariff lists teaching staff.
Tariffing of employees
As a general rule, at the first stage the head of the organization approves a permanent body - the tariff commission. Its composition should include the direct head of the organization and be its chairman, as well as personnel and accounting workers, an economist, and representatives of the trade union.
Practical situation
How to choose wages and write them down in the contract. Five formulations for different situations
The answer was prepared jointly with the editors of the magazine "
Andrey BEREZHNOV answers,
K. Yu. Sc., lawyer at Balashova Legal Consultants, associate professor of the Department of Labor Law, Faculty of Law, Moscow State University named after M.V. Lomonosov (Moscow)
When an employee produces products according to a standard and its quality and quantity can be assessed, this is used as the basis for remuneration. Piece payment encourages employees to perform their work efficiently and on time, and not to depend on the results of the team. Piece payment is being introduced in production areas.
What determines the amount of remuneration? The employer multiplies the quantity of quality products produced by an employee over a certain period by the cost of a unit of production. This ultimately determines the amount of wages. The more products an employee creates, the higher the salary...
As a rule, tariff lists are compiled in the same way as staffing table, at the end or beginning of each year, or when wage conditions change.
Separately, it is worth considering the issue of compiling tariff lists for teaching staff. By order of the head of the educational institution, a person responsible for tariffs is appointed; as a rule, this function is assumed Chief Accountant. The list is compiled before the start of the school year.
The total workload of teachers must correspond to the training hours, plan and programs established by the federal educational standard. The procedure for determining the remuneration of teaching staff, as well as increasing coefficients and additional payments, is developed in accordance with the order of the Ministry of Education and Science of the Russian Federation dated December 22, 2014 No. 1601, the regulations on remuneration of a specific educational institution, collective and employment contracts.
Teaching staff must be familiarized with the established teaching load upon signature. During the academic year, when curricula and programs change, the head of the organization has the right to make changes to the tariff list of teaching staff.
Read tips on how to work according to the tariff system of remuneration from experts " »
Registration of tariff lists
As noted above, each department independently determines the procedure for compiling and processing tariff lists. As a rule, it is prescribed to separate lists for positions of different profiles and qualifications. For example, an enterprise can carry out tariffication in two forms:
- management positions (head of organization, deputies, chief accountant;
- other employees.
There may be more forms:
- the head of the organization and his deputies, chief accountant;
- employees, heads of departments, structural units, deputies;
- core personnel (medical, teaching, etc.);
- workers.
Now let’s take a closer look at the question of how to correctly fill out tariff lists. Let us note once again that, unlike the staffing table, lists are compiled by name, indicating all employees of the enterprise and individual workload.
Each form must contain the following fields:
- Last name, first name of the employee
- Job title
- Skill level (category) or rank
- Bet size (1, 0.75, 0.5 and so on)
- Position salary taking into account rate and qualifications (grade)
- Allowances and other payments
Additionally, if necessary, additional columns can be included, for example, about the employee’s education.
The tariff list includes all working employees, even those who are not actually performing their duties at the moment. For example, employees on parental leave, sent for training, or on long-term sick leave and so on. Their workload on the payroll should be redistributed among other employees.
- II. Institutions of education and social protection of the population
- WAGE RANGES OF THE UNIFIED TARIFF SCHEDULE BY POSITION OF HEALTH CARE WORKERS IN THE RUSSIAN FEDERATION
- TARIFF - QUALIFICATION CHARACTERISTICS BY POSITIONS OF HEALTHCARE WORKERS IN THE RUSSIAN FEDERATION
- 4. Other personnel of medical and labor workshops at healthcare institutions
cancelled/lost force Editorial from 24.02.1998
| Name of document | ORDER of the Ministry of Health of the Russian Federation dated February 24, 1998 N 48 "ON PAYMENT OF LABOR OF HEALTH CARE WORKERS OF THE RUSSIAN FEDERATION" |
| Document type | order, list, position, order |
| Receiving authority | Ministry of Health of the Russian Federation |
| Document Number | 48 |
| Acceptance date | 01.01.1970 |
| Revision date | 24.02.1998 |
| Date of registration with the Ministry of Justice | 01.01.1970 |
| Status | cancelled/lost force |
| Publication |
|
| Navigator | Notes |
ORDER of the Ministry of Health of the Russian Federation dated February 24, 1998 N 48 "ON PAYMENT OF LABOR OF HEALTH CARE WORKERS OF THE RUSSIAN FEDERATION"
Appendix 1. PROCEDURE FOR CARRYING OUT TARIFFICATION FOR EMPLOYEES OF HEALTHCARE INSTITUTIONS
1. To carry out work to determine the amount of official salaries of medical, pharmaceutical workers, specialists and office workers and the monthly salaries and tariff rates of workers, as well as the amount of bonuses for the duration of continuous work in health care institutions, by order of the head, a permanent tariff commission is created consisting of a chief accountant, an employee dealing with personnel issues, the head of the planning and economic department (economist), a representative of the trade union committee, as well as other persons involved by the head of the institution in the work on tariffs.
The chairman of the tariff commission is the head of the institution or a deputy head appointed by him.
2. The Tariff Commission is guided in its work by the current conditions of remuneration for the relevant employees and other regulations. The results of the commission's work are reflected in the tariff lists. In addition, if necessary, the tariff commission can document the results of its work with a protocol or any other documents.
3. The work procedure of the tariff commission (responsible for the direct compilation of the tariff list, registration, time of the commission meeting, etc.) is determined by the chairman of the commission.
The tariff list is compiled annually as of January 1 and certified by all members of the tariff commission.
4. Tariffication of employees of healthcare institutions is carried out according to tariff list forms No. 1, No. 2 and No. 3.
Tariffing is carried out according to the form of tariff list No. 1:
the head of the institution, the chief accountant and their deputies, the chief nurse,
employees, including heads of structural divisions and their deputies.
Tariffication of medical and pharmaceutical personnel is carried out according to the form of tariff list No. 2.
Workers are rated according to the form of tariff list No. 3.
5. Tariffication of persons working part-time (internal and external) in a given institution is carried out in separate lines for each position (profession). Also, separate pricing is carried out for the chief physician and his deputies - doctors performing work in their medical specialty in the relevant departments.
6. Vacant positions (worker professions) are reflected in those structural units where they exist. In the tariff lists, the monthly wage fund for vacant positions (worker professions) is calculated based on the average official salaries (rates) determined on the basis of the Unified Labor Standard and the average amount of allowances for the duration of continuous work for the corresponding positions (worker professions).
7. The initial data for establishing the official salary (rate) of certain categories of employees is entered in the column “Additional information”, namely:
The number of full-time positions of doctors, pharmacists, paramedical, pharmaceutical and other personnel, from the number of which, in the established order, the level of remuneration of heads of structural units - doctors, pharmacists, paramedical and pharmaceutical workers increases;
Academic degree;
Honorary title;
The number of the order, according to which wages for highly qualified workers are established based on 9 - 10 categories of the unified technical system.
8. In column 8 of form No. 1 and column 9 of form No. 2, the amount of the percentage increase in the salary corresponding to the 18th grade of the unified labor force is determined by multiplying the number of grades in excess of 18 by 10 percent.
For example, the head of a hospital department, a doctor-surgeon who has the highest qualification category, with the number of medical positions in the department over 7, a doctor of medical sciences, a people's doctor above the 18th category of the ETS has 3 categories (15th category - as a doctor-surgeon of a hospital with the highest qualification category + 2 ranks for leadership of a structural unit + 2 ranks for an academic degree + 2 ranks for an honorary title = 21 ranks). According to this example, in column 9 of form N 2 you should enter 30 percent (3 digits x 10%).
9. Columns 10, 11 and 12 of Form No. 1 form the salaries of deputy heads of the institution, the chief accountant and his deputies, as well as deputy heads of structural divisions from among employees.
10. Columns 15, 16 of Form No. 1 and Columns 16, 17 of Form No. 2 provide for an increase in salaries (rates) in accordance with clause 4.3 of the Regulations on remuneration of healthcare workers of the Russian Federation.
11. If an employee’s length of service, which gives the right to payment of a bonus for the duration of continuous work in health care institutions over the coming year, changes, then when charging, his length of service should be indicated in two lines: at the time of charging and on the date of change in length of service, which is entered in the column " Additional information".
12. Tariff list forms No. 1, No. 2 and No. 3 do not reflect additional payments, allowances and other payments in excess of official salaries (monthly rates) and allowances for the duration of continuous work in healthcare institutions. For example, additional payments for night work and for combining professions (positions), allowances for complex and intense work, regional coefficients, etc.
13. In columns 22, 23 and 16, respectively, in forms N 1, N 2, N 3, the employee’s monthly wage fund, established on a contractual basis, as well as generated according to the tariff list, taking into account incentive bonuses and additional payments established for the employee on 1 a month or more.
Form N 1
Form N 1 TARIFF LIST OF EMPLOYEES (POSITIONS OF MANAGERS AND EMPLOYEES)salary group
managers
Positions of managers and employees<*>
<*>The positions of employees (specialists and technical performers) can be included in a separate table (see appendix).
| 1 | Last name I.O. | |||
| 2 | Job title | |||
| 3 | Pay grade (established in accordance with the pay group for heads of institutions) | |||
| 4 | Qualification category | Increase in rank for presence: (number of ranks) | ||
| 5 | Academic degree | |||
| 6 | Honorary title | |||
| 7 | Total wage category (group 3 + group 4, 5, 6) | |||
| 8 | ||||
| 9 | Salary in accordance with the wage grade (group 7 + group 8) in rubles. | |||
| 10 | Amount of salary reduction (in percent) | |||
| 11 | Total salary for the position of deputy. manager, chief accountant (group 9 + group 10) in rub. | |||
| 12 | Salary including increase for work in rural areas (group 9 or group 11 x 25%) | |||
| 13 | V % | |||
| 14 | in rub. | |||
| 15 | V % | |||
| 16 | in rub. | |||
| 17 | Total monthly official salary (group 9 or group 11 or group 12 + group 14 + group 16) | |||
| 18 | Continuous work experience | |||
| 19 | V % | The amount of the allowance (gr. 9 or gr. 11 or gr. 13 x gr. 19) | ||
| 20 | in rub. | |||
| 21 | Total monthly wage fund according to the tariff list (column 17 + group 20) | |||
| 22 | additional information | |||
Application
to form N 1
Positions of employees (specialists and technical performers)
| 1 | Last name I.O. | |||
| 2 | Job title | |||
| 3 | Pay grade | |||
| 4 | Total salary in accordance with the wage category in rubles. (gr. 3) | |||
| 5 | Salary of a specialist in rural areas (column 3, taking into account an increase of 25% in rubles) | |||
| 6 | ||||
| 7 | Total monthly salary (group 4 or group 5 x group 6) | |||
| 8 | V % | Other salary increases provided for by current legislation | ||
| 9 | in rub. | |||
| 10 | Official salary taking into account the volume of work (group 7 + group 9) | |||
| 11 | Continuous work experience | |||
| 12 | V % | Supplement size (gr. 7 x gr. 12) | ||
| Continuous work bonus | ||||
| 13 | in rub. | |||
| 14 | Total monthly wage fund according to the tariff list (column 10 + group 13) | |||
| 23 | additional information | |||
Form N 2
Form N 2 TARIFF LIST OF EMPLOYEES (POSITIONS OF MEDICAL AND PHARMACEUTICAL STAFF)Medical and pharmaceutical staff positions
| 1 | Last name I.O. | |||
| 2 | Job title | |||
| 3 <*> | Qualification category, date of assignment, for medical and pharmaceutical. workers the specialty for which the category is assigned | |||
| 4 | Pay grade for the position held, taking into account the qualification category | |||
| 5 | For the management of structural divisions | Increase in digit (number of digits) | ||
| 6 <*> | For having an academic degree | |||
| 7 <*> | For having an honorary title | |||
| 8 | Total wage grade (group 4 + group 5, 6, 7) | |||
| 9 | Increase size beyond 18 bits (percentage) | |||
| 19 | Total salary (group 8 + group 9) in rub. | |||
| 11 | Salary of a specialist in rural areas (column 10, taking into account an increase of 25% in rubles) | |||
| 12 | Amount of work for this position (1.0; 0.75; 0.5; 0.25) indicating the type of work (main, part-time) | |||
| 13 | Total monthly salary (group 10 or 11 x group 12) | |||
| 14 | V % | Salary increases due to hazardous and particularly difficult working conditions | ||
| 15 | in rub. | |||
| 16 | V % | Other salary increases provided for by current legislation | ||
| 17 | in rub. | |||
| 18 | Monthly official salary taking into account the volume of work (group 13 + group 15 + group 17) | |||
| 19 | Continuous work experience | |||
| 20 | V % | Supplement size (gr. 13 x gr. 20) | ||
| Continuous work bonus | ||||
| 21 | in rub. | |||
| 22 | Total monthly wage fund according to the tariff list (column 18 + column 21) | |||
| 23 | additional information |
<*>Column 3 can be separated into a separate table with a breakdown of the initial data in columns 6, 7 (see appendix).
Application
to form N 2
Form N 3
Form N 3 TARIFF LIST OF EMPLOYEES (WORKER PROFESSIONS)Workers' professions
| 1 |
Text of the document as of July 2016
The document has become invalid
In pursuance of the Law of the Perm Region of November 16, 2005 N 2614-577 “On remuneration of workers of healthcare institutions of the Perm Region” I decide:
1. Approve the attached Tariffication Procedure for employees of healthcare institutions.
2. The decree comes into force 10 days after the day of its official publication.
3. This Decree is valid in the territory of the Perm Territory, with the exception of the territory of the Komi-Permyak Autonomous Okrug.
4. Entrust control over the implementation of the decree to the Deputy Governor of the region, Chairman of the Department of Human Potential Development V.A. Sukhikh.
O.A.CHIRKUNOV
APPROVED by Decree of the regional governor dated March 17, 2006 N 36
ORDER
TARIFFICATIONS OF HEALTHCARE INSTITUTIONS EMPLOYEES
1. To carry out work to determine the monthly salaries of medical, pharmaceutical workers, specialists, office workers, workers, as well as the size of bonuses for the duration of continuous work in healthcare institutions, a permanent tariff commission is created by order of the head, consisting of a chief accountant, an employee dealing with personnel issues, deputy chief physician for economic issues (head of the planning and economic department, economist), representative of the trade union committee, as well as other persons involved by the head of the institution in the work on tariffs. The chairman of the tariff commission is the head of the institution or a deputy head appointed by him.
2. The Tariff Commission is guided in its work by the current conditions of remuneration for the relevant employees and other regulations. The results of the commission's work are reflected in the tariff lists. If necessary, the tariff commission can document the results of its work with a protocol or any other documents.
3. The work procedure of the tariff commission is determined by the chairman of the commission.
The tariff list is compiled annually as of January 1 and certified by all members of the tariff commission.
4. Tariffication of employees of a healthcare institution is carried out according to the forms of tariff lists 1, 2 and 3.
According to the form of tariff list 1 (Appendix 1 to the Procedure), tariffs are carried out for: the head of the institution, the chief accountant and their deputies, the chief nurse, employees, including heads of structural divisions and their deputies.
Tariffication of medical and pharmaceutical personnel is carried out according to the form of tariff list 2 (Appendix 2 to the Procedure).
According to the form of tariff list 3 (Appendix 3 to the Procedure), workers are rated.
5. Tariffication of persons working part-time (internal and external) in a given institution is carried out in separate lines for each position (profession). Separate pricing is carried out for the chief physician and his deputies - doctors performing work in their medical specialty in the relevant departments.
6. Vacant positions (worker professions) are reflected in those structural units where they exist. In the tariff lists, the monthly wage fund for vacant positions (worker professions) is calculated based on the average official salaries (rates) and the average amount of allowances for the duration of continuous work for the corresponding positions (worker professions).
7. Persons, other than medical and pharmaceutical workers, who do not have special training or work experience established in the qualification requirements, but have sufficient practical experience and perform their job duties efficiently and in full, on the recommendation of the tariff commission, as an exception , can be accepted (transferred) to the appropriate positions. They can be set an official salary within the prescribed range for a given position in the same way as persons with special training and work experience.
The same tariff procedure may apply to junior medical and pharmaceutical personnel.
8. To establish the official salary (rate) of certain categories of employees, initial data is entered in the “Additional information” column, namely:
The number of full-time positions of doctors, pharmacists, paramedical, pharmaceutical and other personnel, from which the wages of heads of structural units - doctors, pharmacists, paramedical and pharmaceutical workers - increase in accordance with the established procedure;
Academic degree;
Honorary title;
The number of the order, according to which wages for highly qualified workers are established on the basis of paragraph 11 of Appendix 1 to the Law of the Perm Region dated November 16, 2005 N 2614-577 “On wages for employees of healthcare institutions of the Perm Region”.
Appendix 1 to the Tariff Procedure for employees of healthcare institutions
___________________________________________________________ (full name of the institution’s employees as of 01.01.___)
Executive Compensation Group
Positions of managers and employees
The positions of employees (specialists and technical performers) can be included in a separate table.
┌──┬──────────────────────────────────── ────────── ───────────────────┐ │ 1│F.I.O. │ ├──┼────────────────────────────────── ─────────── ────────────────────┤ │ 2│Position name │ ├──┼───────── ────────── ──────────────────────────────────────── ──────┤ │ 3│ Position salary (official salary taking into account the existing │ │ │qualification category, academic degree) │ ├──┼────────────────────── ────── 4 │Coefficient size │Honorary title │ ├── 5 │Amount in rubles │ │ ├──┼ ───────────────────────────────────┴──── ────────── ───────────────┤ │ 6│Total official salary │ ├──┼───────────── ────────── ──────────────────────────────────────── ──┤ │ 7│Amount of salary reduction (in percent) │ ├──┼───────────────────────────────── ──────── ────────────────────────┤ │ 8│Total salary of deputy manager, chief │ │ │accountant (gr. 6 + gr. 10) in rubles │ ├──┼────────────────────────────────── ─────────── ────────────────────┤ │ 9│Official salary including increase for work in rural areas │ │ │(gr. 6 or gr. 8 x 25%) │ ├──┼──────────────────────────────── ───┬──── ─────────────────────────┤ │10│Coefficient size │Compensation payments │ ├──┼─ ────────── ────────────────────────┤character │ │11│Amount in rubles │ │ ├──┼─ ────────── ────────────────────────┤ │ │12│Percentage │ │ ├──┼─── ────────── ──────────────────────┤ │ │13│Amount in rubles │ │ ├──┼──── ────────── ─────────────────────┴────────────────── ────────── ─┤ │14│Total monthly official salary (gr. 6 or gr. 8 or │ │ │gr. 9 + gr. 11 + gr. 13) │ ├──┼──────────── ──────────────────────────────────────── ────────── ───┤ │15│Continuous work experience │ ├──┼──────────────────┬─────── ───────── ┬─────────────────────────────┤ │16│In percent │Amount of allowance │Supercharge vka for duration│ ├──┼── ────────────────┤(gr. 6 or gr. 8│work │ │17│In rubles │or │ │ │ │ │gr. 9 x gr. 16) │ │ ├──┼──────────────────┴────────────────┴ ────────── │ │ │(gr. 14 + gr. 17) │ ├ ──┼── ──────────────────────────────────────── ────────── ─────────────┤ │19│Additional information │ └──┴───────────────── ───────── ───────────────────────────────────────┘
Appendix to Form 1
Tariff list of employees
Positions of employees (specialists and technical performers)
┌──┬──────────────────────────────────── ────────── ────────────────────────┐ │ 1│F.I.O. │ ├──┼────────────────────────────────── ─────────── ─────────────────────────┤ │ 2│Position name │ ├──┼──── ────────── ──────────────────────────────────────── ────────── ──────┤ │ 3│Official salary │ ├──┼────────────────────── ─────────── 4 │Salary of a specialist in rural areas (group 3 with taking into account an increase of 25%) in rubles. │ ├──┼────────────────────────────────── ─────────── ─────────────────────────┤ │ 5│Amount of work for this position (1.0; 0.75; 0.5; 0.25 ) │ │ │indicating the type of work (main, part-time) │ ├──┼────────────────────────── ────── ───────────────────────────────0 6│Total monthly salary (column 3 or gr. 4 x gr. ──────── ─────────────────────────────────┤ │ │ │ ├─ ─┼───────── ─────────────────────────────┬────────── ────────── ───────────┤ │ 7│% │Compensation payments │ ├──┼──────────────── ───────── ─────────────┤character │ │ 8│In rubles │ │ ├──┼───────────── ────────── ───────────────┴──────────────────────── ───────┤ │ 9 │Official salary taking into account the volume of work (gr. 6 + gr. 8) │ ├──┼────────────────────────── ─── ──────────────────────────────────────── ─┤ │10│Continuous work experience │ ├ ──┼─────────────────────────┬─────────── ────────── ────┬──────────────────┤ │11│% │Amount of surcharge │Surcharge for │ ├──┼ ────────── ───────────────┤(gr. 6 x gr. 11) │duration │ │12│In rubles │ │continuous work│ ├──┼── ────── ─────────────────┴────────────────────── ───┴────── ────────────┤ │13│Total monthly wage fund according to the tariff list │ │ │(gr. 9 + gr. 12) │ ├──┼───────────────────────────────── ────────── ───────────────────────────┤ │14│Additional information │ └──┴─── ───────── ──────────────────────────────────────── ────────── ────────┘
Appendix 2 to the Tariff Procedure for employees of healthcare institutions
Tariff list of employees
Medical and pharmaceutical staff positions
┌──┬──────────────────────────────────── ────────── ─────────────────────────┐ │ 1│F.I.O. │ ├──┼────────────────────────────────── ─────────── ──────────────────────────┤ │ 2│Position name │ ├──┼─── ────────── ──────────────────────────────────────── ────────── ────────┤ │ 3│<**>Qualification category, date of assignment, for medical and │ │pharmaceutical workers, indicate the specialty for which the │ │ │category was assigned │ ├──┼──────────────── ──── ──────────────────────────────────────── ────────── ┤ │ 4│Official salary for the position held, taking into account the availability of │ │ │qualification category, academic degree │ ├──┼─────────────────── ────── ──────────────┬───────────────────────── ──────┤ │ 5│ Coefficient size │For structural leadership │ ├──┼─────────────────────────────── ──────── ┤by division │ │ 6│Amount in rubles │ │ ├──┼───────────────────────── ────────── Size coefficient │<**>For the honorary title │ ├──┼───────────────────────────────── ──────┤ │ │ 8│Amount in rubles │ │ ├──┼───────────────────────────── ────────── ┴───────────────────────────────┤ │ 9│Total official salary (gr. 4 + gr. 6 + gr. 8) │ ├──┼───────────────────────────────── ────────── ────────────────────────────┤ │10│Official salary of a specialist in rural areas (group 9, taking into account a 25% increase) │ ├ ──┼───────────────────────────────────── ────────── ────────────────────────┤ │11│Amount of work for this position (1.0; 0.75; 0.5; 0.25) indicating the type of work (main, part-time) ────── 1 2│Total monthly salary (column 9 or gr. 10 x gr. ──────── ──┬───────────────────────────────┤ │13│Ratio size Compensation payments │ ├──┼── │ │14│In rubles │ │ ├── ┼─────────────────────────────────────── ┤ │ │15│V% │ │ ├ ──┼───────────────────────────────────── ──┤ │ │16│In rubles │ │ ├──┼────────────────────────────────── ─────┴───── ──────────────────────────┤ │17│Monthly salary taking into account the volume of work │ │ │(gr. 12 + gr. 14 + gr. 16) │ ├──┼───────────────────────────────── ────────── ────────────────────────────┤ │18│Continuous work experience │ ├──┼─ ───────── ──────────┬──────────────────┬────────── ────────── ───────────┤ │19│% │Amount of allowance │Additional allowance for duration │ ├──┼──────────── ────────┤ (gr. 12 x gr. 19) │continuous operation │ │20│In rubles │ │ │ ├──┼─────────────────── ─┴──── ──────────────┴───────────────────────── ──────┤ │21│ Total monthly wage fund according to the tariff list │ │ │(gr. 17 + gr. 20) │ ├──┼───────────────────── ──── ──────────────────────────────────────── ──────┤ │22│ Additional information │ └──┴────────────────────────────────── ───────── ────────────────────────────┘
┌──┬──────────────────────────────────── ────────── ──────────────────┐ │ 1│F.I.O. │ ├──┼────────────────────────────────── ─────────── ───────────────────┤ │ 2│Name of profession │ ├──┼────────── ────────── ──────────────────────────────────────── ────┤ │ 3│Official salary │ ├──┼────────────────────────────────── ─────────── ───────────────────┤ │ 4│Amount of work at this rate (1.0; 0.75; 0.5; 0.25) │ │ │with indication type of work (main, part-time) │ ├──┼─────────────────────────────── ─────── ──────────────────────────┤ │ 5│Total bet (gr. 3 x gr. 4) │ ├── ┼──── ───────────────────────────────┬──────── ────────── ──────────┤ │ 6│Coefficient size │Compensation payments │ ├──┼──────────────── ────────── ─────────┤character │ │ 7│In rubles │ │ ├──┼──────────────── ────────── ────────┤ │ │ 8│% │ │ ├──┼─────────────────── ────────── ──────┤ │ │ 9│In rubles │ │ ├──┼───────────────────── ────────── ────┴────────────────────────────┤ │10│Monthly rate taking into account the volume of work ( gr. 5 + gr. 7 + gr. 9) │ ├──┼─────────────────────────────── ──────── ─────────────────────────┤ │11│Continuous work experience │ ├──┼──── ───────── ────────────┬───────────────────┬─────── ────────── ─┤ │12│In % │Amount of surcharge │Surcharge for │ ├──┼────────────────────── ───┤(gr. 5 x gr. 12) │duration │ │13│In rubles │ │continuous work│ ├──┼────────────────────── ───┴───── ──────────────┴──────────────────┤ │14│Total monthly payroll at tariff cation list │ │ │(gr . 10 + gr. ───────── ──────────────────────────┤ │15│Additional information │ └──┴──── ───────── ──────────────────────────────────────── ────────── ─┘
1. To carry out work to determine the amount of official salaries of medical, pharmaceutical workers, specialists and office workers and the monthly salaries and tariff rates of workers, as well as the amount of bonuses for the duration of continuous work in health care institutions, by order of the head, a permanent tariff commission is created consisting of a chief accountant, an employee dealing with personnel issues, the head of the planning and economic department (economist), a representative of the trade union committee, as well as other persons involved by the head of the institution in the work on tariffs. The chairman of the tariff commission is the head of the institution or a deputy head appointed by him.
2. The Tariff Commission is guided in its work by the current conditions of remuneration for the relevant employees and other regulations. The results of the commission's work are reflected in the tariff lists. In addition, if necessary, the tariff commission can document the results of its work with a protocol or any other documents.
3. The work procedure of the tariff commission (responsible for the direct compilation of the tariff list, registration, time of the commission meeting, etc.) is determined by the chairman of the commission.
The tariff list is compiled annually as of January 1 and certified by all members of the tariff commission.
4. Tariffication of employees of healthcare institutions is carried out according to tariff list forms N 1, N 2 and N 3.
| 1 | Last name I.O. | ||||
| 2 | Job title | ||||
| 3 | Wage grade (established in accordance with the group according to remuneration of heads of institutions) |
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| 4 | Qualification category | Increase in discharge for availability: (number of digits) |
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| 5 | Academic degree | ||||
| 6 | Honorary title | ||||
| 7 | Total wage grade (gr. 3 + gr. 4, , ) | ||||
| 8 | |||||
| 9 | Salary in accordance with the wage grade (group 7 + group 8) in rubles. | ||||
| 10 | Amount of salary reduction (in percent) | ||||
| 11 | Total salary for the position of deputy. manager, chief accountant (gr.9 + gr.10) in rub. |
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| 12 | Salary including increase for work in rural areas (group 9 or group 11 x 25%) | ||||
| 13 | V % | ||||
| 14 | in rub. | ||||
| 15 | V % | legislation |
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| 16 | in rub. | ||||
| 17 | Total monthly official salary (column 9 or column 11 or gr.12 + gr.14 + gr.16) |
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| 18 | Continuous work experience | ||||
| 19 | V % | Supplement amount (gr.9 or gr.11 or gr.12 x gr.19 |
Duration surcharge continuous operation |
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| 20 | in rub. | ||||
| 21 | (gr.17 + gr.20) |
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| 22 | additional information | ||||
Form N 2
Medical and pharmaceutical staff positions
| 1 | Last name I.O. | ||||
| 2 | Job title | ||||
| 3 | *(17) Qualification category, date of assignment, for medical and pharma. workers the specialty for which the category is assigned |
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| 4 | Pay grade for the position held, taking into account availability qualification category |
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| 5 | For the management of structural divisions | Increase category (quantity ranks) |
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| 6 | *(17) 3a having an academic degree | ||||
| 7 | *(17) 3a having an honorary title | ||||
| 8 | Total wage grade (gr. 4 + gr. 5, , ) | ||||
| 9 | Increase size beyond 18 bits (percentage) | ||||
| 10 | Total salary (column 8 + column 9) in rubles. | ||||
| 11 | Salary of a specialist in rural areas (column 10, taking into account an increase of 25% in rubles) | ||||
| 12 | Amount of work for this position (1.0; 0.75; 0.5; 0.25) indicated depending on the type of work (main, part-time) |
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| 13 | Total monthly salary (gr.10 or x gr.12) |
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| 14 | V % | Salary increases due to health hazards and particularly difficult working conditions |
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| 15 | in rub. | ||||
| 16 | V % | Other salary increases provided for in force current legislation |
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| 17 | in rub. | ||||
| 18 | Monthly salary based on work volume (gr.13 + gr.15 + gr.17) |
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| 19 | Continuous work experience | ||||
| 20 | V % | Supplement amount (gr.13 x gr.20) |
Duration surcharge continuous operation |
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| 21 | in rub. | ||||
| 22 | Total monthly wage fund according to the tariff list (gr.18 + gr.21) |
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| 23 | additional information | ||||
Form N 3
Tariff list of employees
| 1 | Last name I.O. | ||
| 2 | Job title | ||
| 3 | Pay grade | ||
| 4 | Rate in accordance with the wage category (in rubles) (column 3) | ||
| 5 | The amount of work at a given rate (1.0; 0.75; 0.5; 0.25) indicating type of work (main, part-time) |
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| 6 | Total rate (gr.4 x gr.5) | ||
| 7 | V % | Salary increases due to health hazards and particularly difficult working conditions |
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| 8 | in rub. | ||
| 9 | V % | Other salary increases provided for by the current legislation |
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| 10 | in rub. | ||
| 11 | Monthly rate taking into account the volume of work | ||
General questions regarding the remuneration of medical workers in 2016: how the staffing schedule of a medical institution is formed and what it includes, whether bonus payments are taken into account when calculating the average salary of a medical worker, whether the position of a contract manager is needed in a health care facility and who has the right to occupy it .
Calculation of remuneration for medical workers in a polyclinic
What legal acts regulate the calculation of staff positions in the vaccination office of a clinic?
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The Program for the gradual improvement of the wage system in state (municipal) institutions for 2012–2018 states that the formation of the staff of a medical institution must be carried out using labor standardization systems, as well as taking into account the fulfillment of the volume of medical care established by the program of state guarantees of free medical care to citizens for the current year and planning period.
Subparagraph 3 of paragraph 37 of section X of the Unified Recommendations, approved by the decision of the Russian Tripartite Commission dated December 25, 2015 (protocol No. 12), prescribes the formation of staffing schedules of educational institutions taking into account the recommended standards contained in, and the Nomenclature of positions of medical and pharmaceutical workers.
In the case of staffing, you can be guided by the following regulations:
- Order of the Ministry of Health of Russia No. 220 of September 17, 1993 (it approves the Regulations on the office for the prevention of infectious diseases in a children's city clinic);
- Order of the USSR Ministry of Health No. 900 of September 26, 1978
According to the second document, positions are established at the rate of 1 staff position per 3,000 children (excluding nurseries, kindergartens, schools, orphanages), but not less than 1 position when serving more than 2,000 children (clause 59 of Appendix No. 1 to Order of the USSR Ministry of Health No. 900 dated September 26, 1978). – 1 staff unit in the clinic which is entitled to nursing positions (in accordance with paragraph 59 of the above-mentioned document).
It is worth considering that the above regulations are advisory in nature. It is acceptable to use them as a basis for the development of activity regulation systems installed in medical institutions. However, all job titles of employees of a medical organization must comply with the Nomenclature of Positions of Medical and Pharmaceutical Workers (Order of the Ministry of Health and Social Development No. 1183n dated December 20, 2012).
New wages for health workers in 2016 with different sources of funding
What should the staffing schedule of a medical institution look like if the sources of the wage fund are both subsidies from the budget and funds received from the provision of paid medical services?
The staffing table, which must be uniform, must take into account all personnel, regardless of whether they are involved in the performance of paid services or not.
The staffing table is used to formalize the structure, staffing and staffing of an institution in accordance with its charter. Staffing includes:
- list of structural units of a medical organization;
- names of positions, specialties and professions indicating qualifications;
- information about the total number of staff units.
A unified staffing table for a medical organization is formed regardless of what types of economic activities its structural divisions are engaged in. It should include all professions and positions of the institution. It is worth noting that the payment of medical workers in 2016 is made from the wage fund, which is formed based on the amount of funds coming from both the budget and funds received from commercial activities.
Based on all of the above, it follows that a medical organization draws up a unified staffing table, which includes all positions and professions, regardless of what funds are used to finance a particular position.
Are bonuses taken into account when calculating average wages?
Is one-time bonuses for anniversaries and holidays taken into account when calculating?
Remuneration of medical workers is the main source of their income. The calculation of the average salary for a medical institution is not regulated by the Labor Code, therefore it is necessary to be guided by the regulations that determine the need to calculate the average salary for the organization.
The Labor Code of the Russian Federation establishes the procedure for calculating and determining the size of the average salary, but only for the cases specified in the Code itself (Article 139 of the Labor Code of the Russian Federation). If you need to calculate exactly the salary, and not all payments for the billing period, then you should rely on Article 129 of the Labor Code of the Russian Federation.
It is necessary to distinguish between bonus payments, which are incentives for positive work results, and bonuses not related to work activity. The former should be classified as incentive bonuses (Part 1 of Article 129 of the Labor Code of the Russian Federation).
Payments not related to the work process are not conditional on the results of work. They are paid to all employees in the same amount. If the bonus was not given to all employees or its size differs, it is assumed that it is related to the performance of each individual employee and is of an incentive nature. Bonus payments not provided for by the remuneration system are not taken into account when calculating average earnings, for example, for calculating vacation pay.
The new wages for health workers in 2016 take into account the following incentives and one-time payments:
- one-time remunerations and bonuses (including payments for promoting invention and innovation);
- one-time remuneration for length of service;
- bonus payment based on work results for the year;
- compensation for unused vacation;
- financial assistance (except for that provided to individual employees for family reasons - for funerals, medicines, etc.);
- additional payments when providing employees with annual paid leave (except for vacation pay);
- grants from budget funds;
- other one-time payments (for holidays, anniversaries, etc.).
New positions in a medical institution and remuneration of employees
Is it permissible to introduce the position of a contract manager into the staffing table of a medical institution if it has a department for concluding and maintaining contracts?
Federal Law No. 44-FZ of 04/05/2013 “On the contract system in the field of procurement of goods, works and services to meet state and municipal needs” established the need for the customer to create a contract service or appoint a contract manager (in accordance with Letter of the Ministry of Economic Development of Russia No. OG-D28-11719 dated 09/08/2015).
In the event that the total volume of purchases of the customer for the year does not exceed 100 million rubles and the customer does not have a contract service, he has the right to appoint an official who will be responsible for the implementation of one or more purchases, including the execution of each contract. This person will be a contract manager (Part 2 of Article 38 of Federal Law No. 44-FZ of 04/05/2013).
The customer can create a contract service even if the total volume of purchases for the year in accordance with the schedule is no more than 100 million rubles. The functions of a contract service can also be performed by an existing structural unit, but it does not necessarily have to be written down in the staffing table specifically as a “contract service.” Thus, if an institution has a “department for concluding, maintaining and closing agreements and contracts for goods, works and services,” it can be entrusted with all the functions of the contract service.
In addition, the management of the medical institution may not assign the functions of a contract service to the specified structural unit, but appoint its head as the contract manager. Federal Law No. 44-FZ does not prohibit the appointment as contract managers of persons engaged in any other activities in accordance with the staffing table.
