What is a staffing table and how many years is it kept at the enterprise? Staffing table Staffing table structural unit and codes

17.01.2024

Therefore, the task of correctly reflecting the names of structural units in the staffing table falls on the HR department or the organization and remuneration department. To facilitate work in this direction, there are industry classifiers of hazardous industries or nomenclature of names of structural divisions, as well as tariff and qualification reference books, all-Russian classifiers, List No. 1 of industries, works, professions, positions and indicators in underground work, in work with particularly hazardous and especially hazardous difficult working conditions, employment in which gives the right to an old-age pension (old age) on preferential terms and List No. 2 of industries, jobs, professions, positions and indicators with harmful and difficult working conditions, employment in which gives the right to an old-age pension ( old age) on preferential terms.

We draw up a staffing schedule

Make no mistake - there is a high probability of differences between the actual work and the description of the units. For example, when introducing part-time work, when one position is occupied by several people, or if a working day is introduced, which is supplemented by part-time shifts.

Then they first write about positions, and then about the total number of units. Information on tariff rates The fifth column is for displaying salaries determined by tariff rates.

It is mandatory to indicate the tariff grid, the main unit of measurement being rubles. Using the so-called “fork” leads to additional difficulties.

This means that different salaries are introduced for the same position in different conditions. The application of this procedure leads to the fact that the law is violated.

It obliges to establish equal tariffs for everyone. The document must contain a description of each position with a salary of the same size.

Column 2 “division code” is necessary to classify divisions into a group, using which it is possible to determine their location in the structure of the organization. Small companies do not require such code. Column 3 “position (profession, specialty), row, type (group) of employee qualifications.”

Important

To correctly name a position in the staffing table, you must use the Classification Directory of Occupations. If there are any restrictions on the quality of some type of work, position, or profession, or some privileges or compensation are taken into account, then their name must accurately correspond to the above classifiers.

The job title must be entered in its entirety, abbreviations such as dir. or deputy not allowed. Column 4 “Number of staff units.” The number of units pre-installed in the company for the appropriate position is indicated.

Attention

The main thing that needs to be taken into account when creating a staffing table is the two main forms of payment of allowances and additional payments. The first form - percentage - is set as a percentage of the official salary, and in the event of a revision of the salary (rate), the size of the bonus (additional payment) automatically changes.

The second form of payment is an allowance or surcharge, set as a fixed amount. Such payment may remain constant even if the salary (rate) changes, unless otherwise provided by a collective agreement, employment contract or local regulation.

When additional payments or allowances are established in the staffing table, a note is made in the corresponding column about the amount and for what this allowance (addition) is established.

It should be noted here that the salary or tariff rate in accordance with Article 133 of the Labor Code of the Russian Federation cannot be lower than the legally established minimum wage. It should also be taken into account that the minimum wage does not include additional payments and allowances, bonuses and other incentive payments, payments for work in conditions deviating from normal ones, for work in special climatic conditions and in territories exposed to radioactive contamination, other compensation and social payments. When establishing official salaries or tariff rates, it is necessary to remember that the staffing table can only reflect the size of the salary or tariff rate, therefore it is completely impossible to take into account the wage fund.

Articles and consultations on the website www.kadrovik-praktik.ru

We draw up a staffing schedule
Articles and consultations
How to create a staffing schedule
Staffing table

Making a staffing table If the right is given, then in the header they write not the name of the department, but the full name of the organization itself. A little about approval and amendments. In this case, the order itself must contain the date when the schedule itself was drawn up, and the number under which it is registered. Important The procedure for approval can be specified in specific documents at the enterprise, developed independently. If documents are drawn up with errors, they are approved only after all necessary changes have been made.
State schedules are part of the local regulatory documents.

Unified form No. t-3 - staffing table (form)

An individual entrepreneur whose department does not have a staffing table may be considered a violator of labor laws and fined from one to five thousand rubles. back to contents Unified form T3 - how to fill it out correctly? Standard form No. T3 “Staffing table” is confirmed by the order of the State Statistics Committee of the Russian Federation dated January 5, 2004 No. 1. As a rule, this form is used when preparing the staffing table. You can download a staffing table template in WORD format here. Some experts in the legislative field believe that the use of this form itself should be mandatory for employers, while attempts to draw up a schedule in any form will lead to problems with accounting both within the organization and with external regulatory authorities. Sample store staffing table not in T-3 form.

Unified form No. t-3 - staffing table (form)
How to create a staffing schedule
Staffing table
Code of the structural unit in the staffing table

Making a staffing table There are two options for rounding staffing units:

Rounding is carried out for each division.
Staffing units are rounded up across several departments.

Wherein:

Bets less than 0.13=0, i.e., are rejected.
Rates of 0.13–0.37 are equivalent to 0.25 full-time positions.
Bets 0.38-0.62 are rounded up to 0.5 bets.
Regular rates of 0.63-0.87 are equivalent to 0.75 rates.
Over 0.87 - full rate.

Drawing up a staffing table for individual entrepreneurs According to the law, an individual entrepreneur can hire workers.

How to draw up a staffing table using the T-3 form?

Allowances, additional payments and other incentive charges are formed by existing legislation (for example: for work in extremely low temperature conditions in the far north), or by the employer personally for any reason. The amount of bonuses can be determined as a single amount, or as a percentage increase to your own salary. Column 9 “total” - the section must be filled out by adding sections 5 and 8, but only if all the information in them is entered in rubles. In the case where the salary is determined in rubles, and the bonus is in percent, a blank is set in the ninth column. An example of a staffing table for a manufacturing enterprise.

Code of the structural unit in the staffing table

This could be a change in position, department, additional responsibilities, changes in pay, or transfer. If there is a change in position or working conditions, the employee must be informed in writing two months in advance. Thus, making changes consists of stages:

The employee’s consent to make adjustments to the schedule that affect him.
Writing and accepting an order (instruction) to make adjustments.
Writing and accepting an annex to the employment contract with the employee affected by the changes.
Recording the changes received in the work book.

How to draw up a staffing schedule correctly? Procedure, stages and rules for filling out When writing a staffing table, you should refer to the organizational structure of the enterprise. This is due to the fact that when drawing up a schedule, it is necessary to indicate the divisions that are part of the enterprise.

Structural unit codes in the staffing table

Familiarization of employees The regulations relating to labor issues state: the employer is obliged to familiarize employees with the internal labor regulations, as well as other local regulations that directly affect his work activities. Familiarization is carried out against signature. Accordingly, if the staffing table is a local normative act, then familiarization with it should be carried out in the same way.

From the above, it should be concluded that it is necessary to maintain a staffing table at any enterprise. To simplify work with staff, a standardized T-3 form has been adopted.

Its use will simplify work and interaction with regulatory authorities.

Staffing is a staffing plan. Some companies neglect drawing up a staffing table, since it is not a primary document, and Form No. T-3, which is used for its preparation, is advisory in nature. However, in practice, staffing is necessary and helps the employer both for internal control and management, and when communicating with inspection authorities. Today we understand all aspects of its preparation and conduct.

What are the consequences of lack of staffing?

The staffing table is usually asked to be presented to labor and tax inspectorates during inspections. Its absence is interpreted as a violation of labor and labor protection legislation. For such a violation, the official is fined 1-5 thousand rubles, the organization - 30-50 thousand rubles (Article 5.27 of the Code of Administrative Offenses of the Russian Federation).

The staffing table helps justify the dismissal of employees due to staff reduction when considering a case in court. Without a staffing table, it is difficult for an employer to prove that dismissal is justified. It will also be impossible to prove that at the time of dismissal there were no vacancies in the organization that could be offered to laid-off employees (the employer is obliged to offer other jobs during layoffs under Article 179 of the Labor Code of the Russian Federation).

Who and how should draw up and maintain the staffing table?

Generally speaking, drawing up a staffing table is the sacred duty of a labor economist from the department of organization and remuneration (Qualification reference book for positions of managers, specialists and other employees, Resolution of the Ministry of Labor of Russia No. 37 of August 21, 1998). However, in fact, the staffing table is prepared by accountants, personnel officers and lawyers. The head of the company and the chief accountant are officially responsible for the staffing table, since they sign it.

The staffing table can be drawn up for any period, but it is usually done for a year. In order for this procedure to go smoothly every time, it is worth describing it in the Office Work Instructions:

indicate the terms and rules for the development and introduction of changes;
form of an order for approval of the staffing table;
persons responsible for the formation and signing of the staffing table and orders;
the composition of legal and local regulations of the employer, on the basis of which the staffing table is created;
employees with whom it is necessary to coordinate the draft staffing table and changes to it.

What form should I use to draw up a staffing schedule?

The staffing table is a local regulatory act that describes the organizational structure of the company and its personnel. The schedule is drawn up according to form No. T-3 (Resolution No. 1 of the State Statistics Committee of the Russian Federation “On approval of unified forms of primary accounting documentation for recording labor and its payment” dated January 5, 2004), which is advisory. It can be adapted to the needs of the company. However, in our opinion, it is better to use form No. T-3, since it contains all the necessary data.

How to fill out form No. T-3?

We fill out the form details as follows:

Name of company must fully comply with what is enshrined in the constituent documents, including the abbreviated name and name in a foreign language. If there is an abbreviated name, it is indicated in brackets, following the full one.

Organization code— eight characters of the code according to the All-Russian Classifier of Enterprises and Organizations (OKPO).

Date of preparation in HH.MM.YYYY format

Validity. It is indicated how long the staffing table will be in effect and from what date it comes into force.

Fill in the fields, there are 10 in total.

Name of structural unit indicated without abbreviation in accordance with the classification of departments approved by the employer. If there is no classifier, then in alphabetical order or in descending order of the number of department employees.

If the provision of benefits to employees depends on the name of the division, you must indicate the name of the division in accordance with industry classifiers of hazardous industries and other relevant documents.

Structural unit code. Also indicated in accordance with the classifier in which they are arranged by functional importance. If there is no classifier, codes can be assigned to departments arranged in alphabetical order or according to another principle.

Position (specialty, profession), rank, class (category), qualification. Indicated without abbreviations as part of a structural unit, starting from the manager to the technical contractor. Attention: workers have professions, employees have positions (paragraph 7 of article 144 of the Labor Code of the Russian Federation).

Number of staff units indicated for each position or profession. If part-time work is envisaged, it is indicated in the appropriate shares (for example, 0.5; 2.75, etc.).

Tariff rate, salary indicated in the amount of the monthly salary depending on the remuneration system (tariff, salary, percentage of profit, labor participation coefficient, etc.) The salary amount must be indicated in rubles or as a percentage, coefficients, etc. It is better to abandon the practice of indicating salaries in dollars. Formally, this is not prohibited; the Labor Code of the Russian Federation only talks about the employer’s obligation to pay wages in rubles. That is, the salary is simply converted into rubles at the current exchange rate. However, judicial practice suggests that there is a violation here.

The Labor Code of the Russian Federation does not contain rules that directly prohibit the employer from setting the amount of wages in foreign currency (conventional units), since in Part 1 of Art. 131 of the Labor Code of the Russian Federation speaks only about the payment of wages in cash in the currency of the Russian Federation (in rubles). But according to Part 3 of Art. 129 of the Labor Code of the Russian Federation, the tariff rate and salary have a fixed amount, which must remain unchanged during the term of the contract. And since the salary is always calculated at the current exchange rate, a fall in the dollar exchange rate, according to the court, can lead to a deterioration in the employee’s payment conditions.

Allowances. Columns 6-8 indicate incentive and compensation payments established by law or at the initiative of the employer.

In the column Total indicate the total amount of columns 5-8 (salary and allowances), multiplied by the number of staff units.

Note filled in if the information in the form columns is ambiguous and requires clarification.

The draft staffing table is signed by the manager and chief accountant.

Don't forget to put the document number in the appropriate box on the form.

The draft staffing table is ready, what next?

The staffing table is approved by the relevant order for the main activity. The text of the order indicates the fact of approval of the staffing table, the total number of staffing units and the date for putting the document into effect. The order is signed by the head of the company or another authorized person, and then registered in the Register of Orders for Main Activities. The registration number is stamped on the order. Then the order and staffing table are sent for indefinite storage, as a rule, together with other orders for the main activity.

How to make changes?

Since the staffing table is approved by order, changes to it are also made by order. The date the change order is issued and the effective date of the change are usually not the same. If the changes are minor, amendments to the schedule are issued, and if they are large-scale, a new staffing schedule is drawn up with a new order for its approval.

Changes to staffing levels usually affect employees and are therefore followed by changes to employment contracts. In most cases, their use requires the consent of employees, compliance with staff notification periods, etc.

Attention: familiarization of the employee with the order to amend the staffing table does not confirm his consent to change the terms of the employment contract.

Let's see how to reflect changes in employee salaries. The employer is obliged to notify the staff about this two months in advance, and then issue an order to make changes to the staffing table. The order specifies positions, new salaries and the date the changes come into force. HR department employees who will make changes to employment contracts familiarize themselves with the order upon signature.

Then additional agreements are concluded with employees. It is not enough to limit yourself to the fact of an increase or decrease in salary - you need to indicate the reasons (according to Articles 22 and 132 of the Labor Code of the Russian Federation, an employee’s salary depends on qualifications, the complexity of the work performed, the quantity and quality of labor expended). Otherwise, the employee, for example, will be able to demand additional payment for previous periods in which he did the same thing, but for less money.

Attention: reduce wages unilaterally under Art. 74 of the Labor Code of the Russian Federation is possible only when organizational or technological working conditions change. For example, when adopting a new personnel management policy, when modernizing production, reducing the volume of output, or reorganizing production.

However, for such a maneuver, the position and qualifications of the employee must not change; the employer must prove that the conditions specified in the employment contract could not be maintained, and failure to make a decision to reduce salaries would lead to massive staff reductions. Arguments in the form of a decrease in demand for services or products or a drop in profits are not enough.

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Staffing: unified form T-3

From January 1, 2013, commercial organizations are not required to draw up personnel documents according to approved forms, that is, they can use independently developed document forms.

For more information about this, see the article “Primary document: requirements for the form and the consequences of its violation” .

However, the unified T-3 form is a fairly convenient and familiar way to draw up a staffing table. In addition, the staffing table of the T-3 sample form contains all the necessary information, so most employers continue to use this particular form of document.

Let us remind you that the staffing table - a form of the unified form T-3 - and the procedure for filling it out were approved by Decree of the State Statistics Committee of the Russian Federation dated January 5, 2004 No. 1. In order for users of our site to know how to draw up a staffing table, a sample document is presented in its pure form (in this section) and in the completed state (in the last section).

What information does the unified staffing form contain?

The staffing table is one of the internal regulatory documents that every organization (or entrepreneur with employees) must have.

The staffing table contains:

list of structural divisions;
names of positions, specialties and professions indicating qualifications;
information on the number of staff units;
information on salaries: tariff rates and salaries, bonuses, wage fund (payroll), including for the organization as a whole.

The main purpose of the staffing table is to determine the structure, staffing levels and size of the payroll. The document does not contain the names of employees and their staffing positions. The staffing arrangement (synonyms: staff replacement, staff list) is not established by regulatory documents. Staff replacement, unlike the staffing table, is not a mandatory document for the organization, however, it is often used. This is due to the fact that full-time replacement allows you to track vacancies, as well as the filling of staff positions when hiring a part-time employee or if the position is divided between several employees. Staff replacement is usually developed on the basis of the staffing table of the T-3 form with the addition of a column in which the last names, first names, and patronymics of employees occupying certain positions are entered. If an organization uses staff replacement in its activities, then it must be taken into account that this document must be stored for 75 years.

Read about the retention periods for personnel documents.

How to properly draw up a staffing schedule

Drawing up the staffing table can be entrusted to any employee of the organization, and it must be approved by order (instruction) of the manager or other authorized person. The procedure for issuing documents on approval of the staffing table must be enshrined in the constituent documents.

Read about the nuances of drawing up such orders in the material “Orders for core activities - what are these orders?”.

When drawing up the staffing table for the first time, it is assigned the number 1, and subsequently continuous numbering is used. The staffing table indicates the date of preparation, as well as the date from which the staffing table comes into effect. These two dates may vary. Form T-3 provides an indication of the period of validity of the staffing table, details of the order for its approval and the number of staffing units.

Code of the structural unit in the staffing table and other information

The staffing table in the tabular section begins to be filled out by indicating the names and codes of structural divisions. As a rule, the department code in the staffing table is indicated in an order that allows one to determine the subordination and structure of the entire organization.

If an organization has branches and representative offices, then it must be taken into account that they are a structural unit of the organization, and accordingly, the staffing table should be drawn up for the organization as a whole. Even if the head of the branch has been given the right to independently approve the staffing table, it is still drawn up as part of a single staffing table.

Column 3 of the staffing table contains the name of the position, specialty, profession, which are indicated in the nominative case without abbreviations. The name of the position or profession is assigned by the employer, if the work is not associated with difficult working conditions and the provision of benefits, otherwise, when indicating the position in the staffing table, you need to be guided by:

for the All-Russian Classifier of Worker Occupations, Employee Positions and Tariff Classes (OK 016-94) (approved by Resolution of the State Standard of Russia dated December 26, 1994 No. 367);
All-Russian Classification of Occupations (OKZ) OK 010-2014 (MSKZ-08) (approved by order of Rosstandart dated December 12, 2014 No. 2020-st);
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 No. 7);
unified tariff and qualification directories of works and professions of workers by industry;
professional standards (paragraph 3, part 2, article 57, article 195.1 of the Labor Code of the Russian Federation).

Read how to bring job titles into line with professional standards.

If an organization hires employees to perform a certain type of work, and not for a position (profession, specialty), then this also needs to be reflected in the staffing table.

Next, in column 4 of the staffing table, the number of staff units is indicated. Staffing units can be indicated as full or incomplete. The content of an incomplete staff unit in the staffing table is indicated in shares, for example 0.25; 0.5; 2.75, etc.

When drawing up the staffing table, special attention should be paid to column 5 “Tariff rate (salary), etc., rub.” In the simplest case, this column of the staffing table indicates a fixed monthly wage.

In practice, when drawing up a staffing table, the question often arises about the correct execution of the document in situations where there is no fixed amount of remuneration, for example, with piecework payment. In this case, it is recommended to put a dash in column 4 of the staffing table, and in column 10 indicate: “Piece-piece wages / Piece-piece bonus wages” and provide a link to the local regulatory act that defines the procedure for establishing wages, as well as its amount for a certain standard production. It is recommended to follow a similar procedure when filling out the staffing table in a situation where the employee has an hourly wage rate.

If the staffing table provides for an incomplete staffing position, then in the column “Tariff rate (salary)” the amount of the full salary for the position is still indicated.

How to fill out a staffing table: sample and example

A sample of filling out the staffing table of Form T-3 in a situation where there is no fixed salary, and there is also an incomplete staffing position, can be found on our website.

NOTE! In Art. 22 of the Labor Code of the Russian Federation states that payment must be equal for equal work. It follows from this that the “fork” of salaries in the staffing table is a violation of the Labor Code. Rostrud, in letter No. 1111-6-1 dated April 27, 2011, recommends that the same salary amounts be indicated in the staffing table for positions of the same name, and that the possibility of paying one of the employees wages (not salary) in a larger amount should be regulated through allowances and additional payments depending on the complexity work, quantity and quality of labor.

In columns 6, 7, 8 “Additional allowances, rub.” allowances are indicated - both accepted in the organization (for long working hours, increased responsibility, knowledge of foreign languages, work experience, etc.) and established at the legislative level (for example, for work in the Far North). The staffing table of the unified form assumes that these columns are filled in in rubles. If there are not enough columns to indicate all the allowances in force in the organization in the staffing table, then their number can be increased by issuing an order to supplement the staffing table form. It is recommended to do the same if the premiums are set as a percentage.

Column 9 “Total for the month” is filled out only if the salary and allowances are indicated in rubles. The instructions for drawing up the staffing table state that “if it is impossible for an organization to fill out columns 5-9 in ruble terms... the columns are filled in in the appropriate units of measurement (percentages, coefficients, etc.).” However, it is impossible to actually formalize the staffing schedule in this way. In such a situation, you can put dashes in this column, and in column 10 “Note” indicate a link to regulations, both internal and regulatory, that establish premiums. The link in column 10 to the document allowing you to set an increase for length of service will allow you not to change the schedule when the amount of the increase changes. Column 10 also indicates any information related to the staffing table.

Nuances of registration and changes to the staffing table

The unified form T-3 requires the signatures of the head of the personnel service and the chief accountant, but it does not contain such requisites as a seal. The frequency and timing of approval of the staffing table are not established by law, and each employer decides this issue independently.

Familiarization with the staffing table of employees is carried out only if this obligation of the employer is secured by a collective agreement, agreement, or local regulatory act (letter of Rostrud dated May 15, 2014 No. PG/4653-6-1).

Changes may be made to the staffing table if it is necessary to supplement it with new positions and structural divisions or, conversely, to exclude them, as well as when changing salaries, renaming departments and positions. Changes in the staffing table are formalized by order. There are 2 ways to make changes to the staffing table:

1) issuing an order on the corresponding change;

2) issuance of an order approving a new staffing table.

When reducing staff or numbers, or changing salaries, changes are also made to the staffing table, but it must be taken into account that the date of entry into force of the changes cannot occur earlier than 2 months after the issuance of the order. This is due to the fact that employees must be notified 2 months in advance about the upcoming layoff (Part 2 of Article 180 of the Labor Code of the Russian Federation) or about upcoming changes in the terms of employment contracts.

The staffing table is kept permanently in the organization. Organizations carrying out control and supervisory functions (for example, the labor inspectorate, regulatory bodies of the Federal Social Insurance Fund of the Russian Federation, the Pension Fund of the Russian Federation, tax authorities) have the right to request this document when conducting inspections. In case of failure to provide the documents or copies thereof requested by the controllers, including the staffing table, the employer may be subject to a fine of 200 rubles. for each document not submitted (clause 1 of Article 126 of the Tax Code of the Russian Federation).

Results

The staffing table is a mandatory document that any employer must have. An example of filling out a staffing table using Form T-3 can be found on the Internet on many accounting and legal websites, but a sample with the situations described above is rarely provided. When preparing the staffing table, Form T-3, a sample of which is given in this article, can be a good help for both experienced and novice personnel officers.

For information on how to properly organize personnel records, read the article

Staffing is local corporate document, which defines and formalizes the staffing structure of the organization, which is often not taken into account by novice entrepreneurs, because Russian legislation is supposedly loyal to this document and the issue of its preparation.

However, this is nothing more than a myth. In this article we will look at all the legislative issues related to the staffing table in the Russian Federation, consider the types and subtypes of this type of document, examples of filling it out, and also learn the most basic thing: how to draw up a staffing table correctly?

Dear readers! Our articles talk about typical ways to resolve legal issues, but each case is unique.

If you want to know how to solve exactly your problem - contact the online consultant on the right or call free consultation:

Subtypes of staffing

Why you need a staffing table, read ours.

For LLC

The staffing table for organizations is filled out according to unified form No. T-3 regardless of whether it is a manufacturing enterprise, a design organization or a store:

Column 1: “structural divisions”. These include branches, branches, etc.

Typically, this section is filled out from departments that perform unified management, then perhaps the accounting department, public relations department, financial department, etc. then production, etc.

Sometimes the name of the department can influence to provide the employee with established benefits(for example, if there is a possibility of dirty poisoning during production) - then it must be taken from specific industry groups.

Column 2 “division code” is necessary to classify divisions into a group, using which it is possible to determine their location in the structure of the organization. Small companies do not require such code.

Column 3 “position (profession, specialty), series, type (group) of employee qualifications.” To correctly name a position in the staffing table, you must use the Classification Directory of Occupations.

If there are any restrictions on the quality of some type of work, position, or profession, or some privileges or compensation are taken into account, then their name must accurately correspond to the above classifiers.

The job title must be entered in its entirety, abbreviations such as dir. or deputy not allowed.

Column 4 “Number of staff units.” The number of units pre-installed in the company for the appropriate position is indicated.

When filling out the form, problems may arise regarding the fourth column, where you need to indicate the number of staff units.

Then, if the enterprise contains part-time rates, in the corresponding column, the number of specific units must be indicated in fractions separated by commas, for example 0.5 (based on specific Instructions for the use and completion of forms of primary accounting documents, approved by Order of the State Statistics Committee of the Russian Federation dated January 5, 2004 No. 1).

Column 5 “Tariff rate, etc.” The content of this column depends on the concept of remuneration for labor activities existing in the company. The accepted amount of salary or tariff rate is transmitted.

Columns 6-8 “Allowances”. Allowances, additional payments and other incentive charges are formed by existing legislation (for example: for work in extremely low temperature conditions in the far north), or by the employer personally for any reason.

The amount of bonuses can be determined as a single amount, or as a percentage increase to your own salary.

Column 9 “total”– the section must be filled out by adding sections 5 and 8, but only if all the information in them is entered in rubles. In the case where the salary is determined in rubles, and the bonus is in percent, a blank is set in the ninth column.

An example of a staffing table for a manufacturing enterprise.

(The picture is clickable, click to enlarge)

For a budget organization

Budgetary organizations are able to implement their own activities, resorting to several financial sources, for example, government subsidies and funds from contract work.

Thus, payment for the labor activity of workers in certain specialties can be made, in fact, from both financial sources, or from only one. In practical application, the formation of 2, and in some cases, 3 staffing schedules has become widely used.

Budgetary organizations belong to the category of government institutions. The concept of payment for the work of such institutions is formed taking into account regulations established by the Federal Commission regulating public and labor relations between trade union organizations and employers.

(The picture is clickable, click to enlarge)

Thus, paragraph 19 of the “recommendations” describes that the staffing table is ratified by the management of the organization and contains all positions and specialties of the employees of this organization. Similar conditions are specified in clause 10 of the regulations approved by order of the Federal Government of August 5, 2008 N583.

Since the current legislation does not take into account the division of the schedule into shares depending on the options for sources of remuneration, the organization should create a single schedule for all employees.

For an individual entrepreneur

The Labor Code of the Russian Federation contains clear instructions that the employer (it does not matter whether it is an individual entrepreneur, a private organization, or a budgetary one), who has signed an agreement with an employee, must draw up a staffing table. AND there are no specific requirements for this for individual entrepreneurs, in contrast to budgetary institutions and LLCs.

Therefore, many accountants advise to draw up this document anyway, in any case, while others advise to draw it up only if there are 3-4+ employees.

(The picture is clickable, click to enlarge)

Some experts in the legislative field believe that the use of this form itself should be mandatory for employers, while attempts to draw up a schedule in any form will lead to problems with accounting both within the organization and with external regulatory authorities.

Sample store staffing table not in T-3 form.

(The picture is clickable, click to enlarge)

The question of the lack of alternative to form No. T-3 “Staffing table” arose in the basis Article nine of the Federal Law dated November 21, 1996 No. 129-FZ. According to this article, basic accounting documentation is taken into account only if it is drawn up in accordance with the configuration of unified forms.

Only certain options and sections of documentation that are not provided for in this section can be drawn up in free form, but they must certainly include all, without exception, the details noted in Article 9 of the Law “On Accounting”.

By Federal Decree No. 835 of July 8, 1997, the creation and confirmation of albums of unified forms of basic accounting documents was imposed on Goskomstat of the Russian Federation(now – Federal State Statistics Service).

From this we can conclude that if this committee has adopted one or another form or configuration, then it becomes standard without fail.

However, important information is missed here - after all, Goskomstat was given powers create unified forms of primary documentation. But what is such documentation?

A primary document is considered only such a document, with the help of which one or another business procedure of the company is drawn up, which finds a response in accounting.

However, the staffing table is not a document documenting any such actions. The staffing table is not used as a tool for accounting operations. That is, the employer has the right to draw up the staffing table in any form, and use the mandatory unified form only as a recommended sample.

When filling out the form in any form, the person does not violate any laws and is not subject to fines or sanctions.

Who makes the staffing schedule?

After the organization has made a decision about the need to create a document (if it has not been drawn up previously), a new problem arises - who exactly is responsible for creating this act of professional accounting?

There are no direct provisions in the legislation, however, in accordance with the qualification directory of positions of managers, specialists and other employees, confirmed By Order of the Ministry of Labor of the Russian Federation of August 21, 1998 No. 37, the preparation of this category of documents is considered part of the responsibilities of a labor economist.

Management can also draw up a document that shifts the obligation to register to a specific employee of the organization, or this obligation can be fixed in a work agreement or official instructions to employees. In other words, it depends on the policy of the company itself.

In small organizations, scheduling is carried out mainly by personnel or accounting workers, and in more rare cases, by legal workers. In large organizations, this is done by planning and financial departments, or departments of labor and wage organization.

If this is not an organization, but an individual entrepreneur, then in this case such work can be undertaken by a personnel specialist, an accountant, or the entrepreneur himself.

Staffing structure and validity period

The current federal legislation does not provide direct instructions on how often the staffing schedule should be drawn up and when it should be approved. next year. However, taking into account the fact that the staffing table is a planning document, it should be assumed that it should be drawn up annually, at the end of the reporting period, along with other accounting documentation.

However, the staffing table can also be drawn up once and remain a valid document in the future.

The staffing table is drawn up on a certain date, ratified as a rule every year on January 1 and included in the work process by decree of the company's senior management; the document can be edited and corrected in the future.

There is no need to re-issue and re-approve the document for the coming year if it has been edited too insignificantly (in this situation you should only draw up a list of changes), or if no changes have been made to the schedule at all this year.

This document includes a list of structural divisions of the organization, data on the personal staff of the enterprise, the total number of staff, as well as data on financial accounting, salaries and salary increases for employees of the organization.

Where to start - registration procedure

To draw up and approve the staffing table, the following will be done:

Rules and instructions for filling out

For this purpose, standard form No. T-3 of the album of unified forms of primary accounting documents in the labor sphere, approved By order of the State Statistics Committee of the Russian Federation dated January 5, 2004 No. 1.

It must be borne in mind that such standard forms cannot be reduced (all configurations, without exception, are saved in their original form), but they can be edited in some sense, supplementing them.

If a particular item on the form is not of value to you or your company, then a specific column or column in the form can be ignored when filling out.

The sequence of distribution and further position of internal divisions and positions is determined by the decision of the company's management. Any department must include full-time positions according to their status: from senior to junior.

Data on the number of staff units included in the schedule must meet the indicators for calculating the number of staff members for the fund wages preset in the final estimate, which must first be calculated.

The names of local departments and positions are written in the nominative case, after careful checks of the lists of employee positions and working specialties, prescribed in special reference and information materials.

Of particular interest when filling out are the names of employees engaged in serious work activities, working in production with harmful, unsafe for life and other specific and difficult criteria for working conditions.

That is, we are talking about a preferential pension group, so when filling these positions you should be especially careful.

The staffing table must be stitched, labeled, secured with the company seal and signed by senior management. It must be signed by the chief accountant and the heads of internal departments of the organization.

If the personnel of an organization is too large and the document covers many sheets, then the accountant, at his own discretion, has the right to sign each individual sheet or Sign only once, on the last sheet of the document.

After all these procedures, the document is signed by the top management of the enterprise, or a person with appropriate authority, and already comes into force.

Find out the nuances of drawing up staffing in the video:

Our editorial office often receives questions regarding the maintenance of such an important personnel document as the staffing table. We have provided answers to the most relevant of them in this article.

Why do you need staffing?

In accordance with the Instructions for the application and completion of forms of primary accounting documentation for the accounting of labor and its payment, approved by Resolution of the State Statistics Committee of Russia dated January 05, 2004 No. 1 “On approval of unified forms of primary accounting documentation for accounting of labor and its payment” (hereinafter referred to as the Resolution No. 1), the staffing table is used to formalize the structure, staffing and staffing levels of the organization in accordance with its Charter. It contains a list of structural units, names of positions, specialties, professions indicating qualifications, information on the number of staff units.

For the first time, a unified form of staffing was approved by Resolution of the State Statistics Committee of Russia dated April 6, 2001 No. 26 (as part of unified forms of primary accounting documentation). In 2004, this form underwent some changes.

For an employer, a staffing table is a very convenient “tool” that performs several functions at once. In particular, it:

allows you to clearly trace the organizational structure of the company (its structural divisions);
fixes the staffing levels of structural units and the number of staff units for each position (profession);
allows you to monitor the system of remuneration for employees of structural divisions;
establishes and fixes the sizes of allowances;
facilitates tracking of vacancies and selection of personnel for these vacancies.

Is it necessary to have a staffing table?

At the moment, there are two points of view regarding the employer’s obligation to maintain a staffing table.

According to the first, the presence of this local regulatory act is mandatory, since it directly affects the labor function of the employee and his remuneration. Thus, in the Labor Code of the Russian Federation, the staffing table is mentioned in Art. 15, containing the definition of labor relations, and in Art. 57, according to which an essential condition of an employment contract is a labor function, namely: work in a position in accordance with with staffing, profession, specialty indicating qualifications, the specific type of work assigned to the employee.

According to another point of view, the employer independently decides on the need to maintain a staffing table. The following arguments support this position. Firstly, Resolution No. 1 approved recommended for use unified staffing form (No. T-3). The staffing table is also mentioned in the Instructions for filling out work books, approved by Resolution of the Ministry of Labor of Russia dated October 10, 2003 No. 69 (hereinafter referred to as Instruction No. 69). In particular, paragraph 3.1 of the Instructions notes that entries on the name of a position (job), specialty, profession indicating qualifications are made, as a rule, in accordance with the organization’s staffing table.

As we can see, none of the listed regulations enshrines duty employer on registration of the staffing table. At the same time, we recommend not to neglect maintaining this personnel document, since the inspection authorities adhere to the first point of view.

Thus, the Social Insurance Fund of the Russian Federation draws the attention of policyholders (employers) to the need to draw up a staffing table as a document that serves to confirm the correctness. The Pension Fund of the Russian Federation, when collecting information about the length of service of insured workers, also repeatedly drew attention to the need.

Often, tax authorities, when conducting on-site audits, request the organization’s staffing table. For example, in the decision of the Moscow Arbitration Court dated April 28, 2007 in case No. A40-4332/07-117-33, it is noted that “The Tax Code of the Russian Federation imposes on the taxpayer the obligation to submit, at the request of the tax authority, documents and information necessary for tax control. The fact that employment contracts, staffing schedules, personal and individual cards are not tax accounting documents does not in itself refute the organization’s obligation to have such documents and submit them for an on-site tax audit, since the information contained in them may be significant for taxation.” .

Often, the lack of staffing is regarded by inspection bodies as a violation of labor and labor protection legislation, for which an official can be fined in the amount of 500 to 5,000 rubles, and an organization in the amount of 30,000 to 50,000 rubles. (Article 5.27 of the Code of Administrative Offenses of the Russian Federation). But due to the fact that there is no clear obligation for the employer to maintain this document in the legislation, these sanctions can be tried to be challenged in court.

Who should develop and approve the staffing schedule?

After deciding on the need to draw up a staffing table (if, of course, the organization does not already have one), the next question arises - who should develop this personnel records document?

The legislation does not define the circle of responsible persons, so we assume that this issue should be dealt with by the head of the enterprise. A separate order may be drawn up, assigning the responsibility for drawing up the staffing table to a specific employee, or this responsibility may be enshrined in the employment contract or the employee’s job description.

As a rule, in small organizations, the staffing table is drawn up by employees of the personnel department and (or) accounting department, and less often by employees of the legal service. In large companies - the economic planning department or the labor and wages organization department. If we are talking about an individual entrepreneur, then this can be done by a personnel officer, an accountant (if there are any on staff) or the entrepreneur himself.

The staffing table is approved by an order (instruction) signed by the head of the organization or a person authorized by him (see Example 1). The details of this document are indicated in the field “Approved by order of the organization dated “____” _____________ 200__ No. __” of the unified form No. T-3.

Please note that the dates of preparation, approval and entry into force of the staffing table may not coincide. Thus, the staffing table may be approved after its preparation, and the date of its introduction (entry into legal force) may be later than the dates of approval and preparation.

Taking into account the fact that wages are paid to employees monthly, it is logical to put the staffing table into effect from the first day of the month.

The unified form No. T-3 also indicates the period for which the staffing table is approved. In this regard, the following question arises:

How often should the staffing schedule be drawn up?

There is no clear answer in the legislation. However, given that the staffing table is a planning document, it is advisable to draw it up for one year. At the same time, the staffing table can be approved once and remain in effect for several years.

How to correctly fill out the unified form No. T-3?

So, let's proceed directly to drawing up the staffing table. The most common way to complete it is to fill out the unified form No. T-3. In this case, you should be guided by the Instructions for the use and completion of forms of primary accounting documentation, approved by Resolution No. 1.

We design the “hat”. First of all, in the “Name of Organization” field, you must indicate the name of the organization in accordance with the registration certificate. If the certificate contains both a full and a short name, then either of them can be indicated in the staffing table.

Then the code according to OKPO (All-Russian Classifier of Enterprises and Organizations), the document number and the date of its preparation are indicated. For ease of registration, the staffing number may contain a letter index (for example, ШР).

The unified form No. T-Z includes the following wording: “Staffing schedule for the period ______ from “___” ______ 20__.” It would seem that designating the period of validity of a document implies indicating the date of not only the beginning, but also the end of this period. Is it necessary to indicate the expiration of the staffing table or is it enough to indicate that the staffing table comes into force on a certain date? Obviously, the unified form presupposes the second option. This is explained by the fact that in the process of carrying out activities in an organization, there may be a need to change the staffing table, therefore it is very difficult to accurately predict the expiration date of its validity.

IN column 1 (“name”) the name of the corresponding structural unit is indicated. These can be branches, representative offices, departments, workshops, areas, etc. (Clause 16 of the Resolution of the Plenum of the Supreme Court of the Russian Federation dated March 17, 2004 No. 2 “On the application by the courts of the Russian Federation of the Labor Code of the Russian Federation”).

For the convenience of working with staffing, it is better to arrange structural units in groups according to their hierarchy from administration to service units. For example, first of all, the divisions that carry out general management will be indicated (directorate, accounting, personnel department, etc.), then - production divisions or divisions performing the main functions of the organization, and at the end - auxiliary and service divisions (administrative and economic service, supply department, warehouse, etc.).

IN column 2 (“code”) the codes of the structural units assigned to them by the employer are entered. As a rule, codes are indicated by numbers, the number of which varies depending on the complexity of the organization's structure. This allows you to determine the place of each department (division, group, etc.) in the overall organizational structure. For example, the financial department is assigned code 02. Accordingly, the financial planning department and accounting department included in the department will have codes 02.01 and 02.02.

If the organization uses a centralized document flow system, the structural unit code may not be specified.

In column 3 the position (specialty, profession), rank, class (category) of the employee’s qualifications are indicated. It is better if this data is presented in accordance with:

All-Russian classifier of workers' professions, employee positions and tariff categories OK 016-94 (introduced by Decree of the State Standard of Russia dated December 26, 1994 No. 367);
Qualification reference book for positions of managers, specialists and other employees (approved by Decree of the Ministry of Labor of the Russian Federation dated August 21, 1998 No. 37).

Of course, these directories are becoming outdated and many positions that have appeared in recent years are missing from them (for example, the position of office manager). Therefore, differences in the names of positions, professions, and specialties in qualification directories and in personnel documents of the organization are acceptable. However, if with the performance of work in certain positions, professions, specialties related to the provision of compensation and benefits or the presence of restrictions, then the names of these positions, professions or specialties and the qualification requirements for them must correspond to the names and requirements specified in the qualification directories approved in the manner established by the Government of the Russian Federation (Article 57 of the Labor Code of the Russian Federation, clause 3.1 of Instruction No. 69). Otherwise, the employee will not have the right to benefits.

Example 2

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In the work book of a music worker who directed a children's choral studio at a boarding school for 17 years, his position was indicated as “club organizer.” Since this position is not in the All-Russian Classifier of Worker Occupations, Employee Positions and Tariff Grades, nor in the List of Works, Professions, Positions, Specialties and Institutions, taking into account which an old-age labor pension is assigned early in accordance with Article 28 of the Federal Law “On Labor Pensions” in the Russian Federation”, approved by Decree of the Government of the Russian Federation of October 29, 2002 No. 781, this length of service was not counted in the insurance for the early assignment of a pension to the employee.

According to Art. 57 of the Labor Code of the Russian Federation, the position of the employee being hired must correspond to that indicated in the staffing table. There are cases when the job title used in the employment contract does not correspond to the staffing table or such a position is not provided for by the staffing table at all. In this case, the contradiction that exists between the employment contract and the staffing table must be resolved in favor of the employment contract (Article 8 of the Labor Code of the Russian Federation). The employee will perform the labor function provided for by the employment contract (that is, work in the position, specialty or profession established in the contract), and the personnel officer will have to make appropriate changes to the staffing table. We'll look at how to do this a little later. For now, let's continue filling out the form.

When filling columns 4 (“Number of staffing units”) indicates the number of staffing units for the relevant positions (professions). In the case where it is planned to maintain an incomplete staff unit, taking into account the characteristics of part-time work, the number of staff units is indicated in the appropriate proportions, for example, 0.25; 0.5; 2.75, etc.

Considering that new employees can only be hired for vacant positions, the staffing table can indicate not only existing staffing units, but also vacant ones. In other words, if an organization employs 10 people and the staffing table also indicates 10 staffing units, then when the staff expands, changes will have to be made to the staffing table. Or you can immediately lay down a larger number of staff units (for example, 12). Thus, in the staffing table it is possible to maintain a staffing reserve for the future.

One of the issues that causes difficulties in practice is related to the registration of part-time workers. For example, several people may work part-time or part-time in one position. In this case, the staffing table indicates the total number of staff units for the corresponding position.

Let's say that in a freight forwarder position, two people work full time and one person works part time. In this case, column 4 should indicate 2.5 staff units.

IN box 5 (“Tariff rate (salary), etc.”), depending on the remuneration system adopted in the organization, the monthly salary is indicated according to the tariff rate (salary), tariff schedule, percentage of revenue, share or percentage of profit, labor participation coefficient (KTU), distribution coefficient, etc. In this case, wages are determined in ruble equivalent.

Let us remind you that in accordance with Art. 133 of the Labor Code of the Russian Federation, the amount of the official salary (tariff rate) cannot be lower than the legally established minimum wage (currently - 4,330 rubles). In this case, the remuneration system must be established by a local regulatory act (for example, the Regulations on remuneration).

Example 3

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The staffing table provides for one staff position for the position “secretary” with a salary of 15,000 rubles. However, taking into account the interests of the company, the secretary was hired on an external part-time basis at 0.5 rates. In accordance with Art. 285 of the Labor Code of the Russian Federation, remuneration for part-time workers is made in proportion to the time worked, depending on output or on other conditions determined by the employment contract. In this regard, the employment contract must indicate an amount proportional to the time worked by the part-time worker (in this case - 7,500 rubles).

As can be seen from the above example, the staffing table determines the salary for the corresponding position, but not the remuneration for a specific employee

IN columns 6-8 (“Allowances”) indicate incentive and compensation payments to employees (bonuses, allowances, additional payments, incentive payments) established by the current legislation of the Russian Federation (for example, northern allowances, allowances for an academic degree, etc.) or introduced at the discretion of the organization (for example, related to regime or working conditions).

a fixed amount (if the salary changes, the size of the bonus can be left the same or also changed);
in the form of a percentage bonus (in this case, the size of the bonus changes along with the salary).

Please note: if the remuneration system provides for the possibility of establishing individual bonuses for each position, then in column 3 each position must be highlighted in a separate line, and in column 4 a unit must be entered opposite each position.

Another common question that worries HR managers, too: is it possible for employees occupying the same positions to set different salaries, for example, by providing for a salary range in the staffing table? Both in the legal literature and in practice, there are two opposing approaches to solving this issue. So, some experts believe that this is quite acceptable. This point of view is supported by Art. 132 of the Labor Code of the Russian Federation, according to which the salary of each employee depends on his qualifications, the complexity of the work performed, the quantity and quality of labor expended and is not limited to the maximum amount. Taking this into account, wages should be set differentially and depend, first of all, on the qualifications of the employee, on the basis of which employees occupying the same position, but having different qualification categories, can be set different salaries.

According to other experts, each position has one salary. In the event that it is necessary to establish different wages for employees occupying the same positions, it is advisable to regulate the amount of wages using various bonuses (for example, for work intensity).

Example 4

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The organization employs two specialists as accountants. At the same time, the staffing table provides for a salary of 10,000 rubles for the accountant, as well as allowances for irregular working hours in the amount of 10% of the salary (1,000 rubles) and for work intensity - 20% (2,000 rubles). Taking into account the qualifications and work experience of one of the employees holding this position, all allowances were established and, accordingly, his salary amounted to 13,000 rubles. (RUB 10,000 + RUB 1,000 + RUB 2,000). The second accountant was given only one bonus for irregular working hours, after which his salary amounted to 11,000 rubles. (RUB 10,000 + RUB 1,000).

IN box 9 the total amount formed by adding columns 5-8 is noted, that is, the sum of salaries for all staff units of a particular position, taking into account the established allowances. If columns 5-9 cannot be filled in in ruble equivalent (for example, due to the use of non-tariff, mixed and other remuneration systems), these columns are filled in in the appropriate units of measurement (percentages, coefficients, etc.). In this case, calculating the total amount (total) in columns 5-9 is possible if tariff rates and surcharges are set in the same units for the same period of time.

Box 10 , as its name suggests, is intended for various notes. If they are absent, it remains blank.

After entering the data in all fields, you must fill out line "Total" located at the bottom of the table. To do this, the number of staff positions, the amounts of salaries, allowances and the amount of the monthly wage fund are calculated in vertical columns.

The completed staffing table is signed by the head of the personnel service or the person entrusted with the responsibility for maintaining personnel records, as well as the chief accountant of the organization.

The unified staffing form does not provide for stamping. In this regard, a stamp can be affixed, but not required.

A sample of filling out the staffing table is presented in Example 5.

How to make changes to the staffing table?

Sooner or later, any personnel officer is faced with changes in the information contained in the staffing table. For example, there may be a need to introduce a new staffing unit or an entire department, or to reduce an existing one, to change salaries, tariff rates, rename a department or position, etc.

There are two ways to make changes to the approved staffing table:

Option 1. Change the staffing table itself, that is, approve a new staffing table with a new (next in order) registration number

Option 2. Make changes to the current staffing schedule.

In this case, the staffing table remains the same, only a number of its positions change (the content of the column). Changes are made by order, after which the staffing table is adjusted. The following can be used as the headings of the corresponding order: “On changing the staffing table”, “On partial changes in the staffing table”, “On making changes to the staffing table”, etc. The order should indicate the basis for making changes to the staffing table (for example, reorganization of the company , optimization of management work, improvement of the organization’s structure, etc.).

If the organization has a complex structure, we recommend that when making changes to the current staffing table, indicate in the order not only the corresponding position, but also the structural unit whose staffing is affected by the changes being made. This is due to the fact that different departments may have positions with the same titles.

There are no regulations on how often the staffing table needs to be updated. Therefore, this can be done as needed.

Do not forget that changes and additions made in the prescribed manner to the organization’s staffing table are brought to the attention of employees, after which appropriate changes and additions are made to their work books on the basis of an order (instruction) or other decision of the employer. This is stated in paragraph 3.1 of Instruction No. 69.

Please note that a permanent or temporary change in the labor function of an employee and (or) the structural unit in which the employee works (if the structural unit was specified in the employment contract) is nothing more than a transfer to another job (Part 1 of Article 72.1 of the Labor Code RF). A change in the job title determined by the parties and enshrined in the employment contract is also regarded as a change in the employee’s labor function, regardless of the reasons for such a change (for example, in connection with a change in the staffing table).

When to make changes when reducing staff?

A reduction in the number or staff of employees is one of the grounds for making changes to the staffing table. A reduction in the size of an organization involves the exclusion of individual staff units from the staffing table, while a reduction in staff involves the exclusion of individual positions. Employees who are laid off for one reason or another are subject to dismissal under clause 2 of Art. 81 Labor Code of the Russian Federation.

Considering that, in accordance with Article 180 of the Labor Code of the Russian Federation, employees must be notified of an upcoming dismissal due to a reduction in numbers or staff no less than two months before dismissal, a new staffing table can be put into effect no earlier than two months after its preparation. The presence of a staffing table can confirm that the dismissal of workers was justified (that is, the employer will have the opportunity to clearly demonstrate the lack of jobs).

If the circumstances that led to a change in the staffing table towards a reduction in staffing units are eliminated, the employer can restore the reduced positions by making changes to the staffing table or by approving a new one.

Is it possible to change the unified form?

The Resolution of the Goskomstat of Russia dated March 24, 1999 No. 20 “On approval of the procedure for using unified forms of primary accounting documentation” notes that, if necessary, an organization can enter additional details. At the same time, it is not allowed to delete those details that are already present in this form (including code, form number, document name).

All changes made to the unified form must be documented in the administrative documents of the organization. In addition, the formats of the forms themselves indicated in the albums of unified forms of primary accounting documentation are recommended and are subject to change. Thus, when producing forms based on unified forms, it is allowed to make changes in terms of expanding and narrowing columns and lines, adding loose leaves - for the convenience of placing and processing the necessary information.

What is staffing?

Many organizations practice maintaining a “working” form of staffing - a staffing arrangement, otherwise called the replacement of positions or a staffing list. The main difference between this document and the staffing table is its dynamism, in the fact that it can quickly change depending on ongoing (numerical and qualitative) changes in the personnel of the enterprise and does not require the issuance of an order for its approval and change.

Since the staffing table, showing the total number of staffing units (positions) at the enterprise, does not make it possible to determine whether a position is vacant or occupied and which of the employees occupies it, the staffing table, as a rule, indicates exactly this information - the names and initials of the enterprise employees occupying positions provided for in the staffing table, and the status of the position - closed or vacant.

This document may also include other data, such as the employee’s personnel number, his length of service in the company, a special category (minor, disabled person, pensioner with children under three years old, etc.). You can take the organization’s approved staffing table as a basis for the staffing list and add the necessary columns in accordance with the needs of a particular organization. Neither the obligation to maintain staffing nor its unified form is currently established by regulations. The only thing that is regulated is the storage period for expired documents. In accordance with the List of standard management documents generated in the activities of organizations, indicating storage periods, approved by the Federal Archive on October 06, 2000, staffing arrangements are subject to storage for 75 years, after drawing up new ones. In this case, staffing tables must be stored for 3 years, starting from the year following the one in which it became invalid.