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ORDER of the Federal Drug Control Service of the Russian Federation dated 08/28/2008 270 (as amended on 03/23/2009) ON APPROVAL OF THE SIZE OF OFFICIAL SALARY (TARIFF RATES) OF EMPLOYEES... Relevant in 2018
Appendix 1. SALARIES FOR PROFESSIONAL QUALIFICATION GROUPS OF GENERAL INDUSTRY POSITIONS OF MANAGERS, SPECIALISTS AND EMPLOYEES
Professional qualification group "General industry positions of first-level employees"
| Qualification levels | ||
| 1 qualification level | Clerk | 3010 |
| Cashier | 3010 | |
| Codifier | 3010 | |
| Commandant | 3010 - 3501 | |
| Freight Forwarder | 3010 - 3153 | |
| 2872 - 3153 | ||
| 2 qualification level | Positions of employees of the 1st qualification level for which the derivative job title “senior” can be established | 3010 - 3501 |
| Qualification levels | Positions assigned to qualification levels | Official salary (rubles per month) |
| 1 qualification level | Administrator | 3153 - 4269 |
| Dispatcher | 3153 | |
| HR inspector | 3153 | |
| Laboratory assistant | 3153 | |
| Technician | 3153 | |
| Row - Excluded. | ||
| (as amended by the Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133) | ||
| Artist | 3885 | |
| Other positions equivalent to the qualification level | 3153 - 3885 | |
| (as amended by the Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133) | ||
| 2 qualification level | Warehouse Manager | 3010 - 3153 |
| Head of the household | 3010 - 3153 | |
| Senior Administrator | 4269 - 4379 | |
| Senior dispatcher | 3501 | |
| Chief Inspector | 3501 | |
| Senior Assistant | 3501 | |
| Technician II category | 3501 | |
| Other positions equivalent to the qualification level | 3010 - 3885 | |
| 3 qualification level | Head of the dormitory | 3501 - 6245 |
| Production manager (chef) | 3885 - 6245 | |
| Canteen manager | 4269 - 6747 | |
| Technician category I | 4269 - 4379 | |
| Commodity expert category I | 4379 - 4809 | |
| Row - Excluded. | ||
| (as amended by the Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133) | ||
| Artist I category | 4379 - 4809 | |
| Other positions equivalent to the qualification level | 3885 - 4809 | |
| (as amended by the Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133) | ||
| 4 qualification level | Foreman | 3885 - 5275 |
| Mechanic | 3885 | |
| Other positions equivalent to the qualification level | 3885 - 5275 | |
| (as amended by the Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133) | ||
| 5 qualification level | Garage Manager | 4379 - 7250 |
| Head of the section | 4269 - 6245 | |
| Other positions equivalent to the qualification level | 4269 - 6245 | |
| (as amended by the Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133) | ||
Professional qualification group "General industry positions of third-level employees"
| Qualification levels | Positions assigned to qualification levels | Official salary (rubles per month) |
| 1 qualification level | Accountant | 3501 |
| Document specialist | 3885 | |
| Engineer | 3885 | |
| Row - Excluded. | ||
| (as amended by the Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133) | ||
| HR Specialist | 3501 - 4379 | |
| Psychologist | 3885 | |
| Software engineer (programmer) | 3885 - 4269 | |
| (as amended by the Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133) | ||
| Process engineer (technologist) | 3885 - 4269 | |
| (as amended by the Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133) | ||
| Labor safety engineer | 3885 | |
| (as amended by the Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133) | ||
| Other positions equivalent to the qualification level | 3501 - 3885 | |
| (as amended by the Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133) | ||
| 2 qualification level | Accountant II category | 3885 - 4269 |
| Document specialist II category | 4269 - 4379 | |
| Engineer II category | 4269 - 4379 | |
| Software engineer category II (programmer category II) | 4379 - 4809 | |
| (as amended by the Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133) | ||
| Process engineer category II (technologist category II) | 4379 - 4809 | |
| (as amended by the Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133) | ||
| Other positions equivalent to the qualification level | 3885 - 4379 | |
| (as amended by the Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133) | ||
| 3 qualification level | Accountant category I | 4379 - 4809 |
| Document specialist of the 1st category | 4379 - 4809 | |
| Engineer I category | 4379 - 4809 | |
| Economist category I | 4379 - 4809 | |
| Other positions equivalent to the qualification level | 4379 - 4809 | |
| Software engineer category I (programmer category I) | 5275 - 5778 | |
| (as amended by the Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133) | ||
| Process engineer category I (technologist category I) | 5275 - 5778 | |
| (as amended by the Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133) | ||
| 4 qualification level | Lead accountant | 5275 - 5778 |
| Lead document specialist | 5275 - 5778 | |
| Lead Engineer | 5275 - 5778 | |
2.2. Recommended levels of official salaries for workers in general industry positions of managers, specialists and employees based on the assignment of the positions they occupy to the PKG approved by order Ministry of Health and social development Russian Federation dated May 29, 2008 N 247n “On approval of professional qualification groups for industry-wide positions of managers, specialists and employees”:
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Job titles |
Official salary, rub. |
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Professional qualification groups for general industry positions of managers, specialists and employees |
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"General industry positions of second-level employees" |
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Head of the household |
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Professional qualification group "General industry positions of third-level employees" |
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Accountant, legal consultant, economist, labor protection specialist, document specialist, specialist, human resources specialist |
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Software engineer (programmer), electronics engineer (electronics), leading specialist |
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Chief Specialist |
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Chief accountant's assistant |
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Recommended salaries for workers based on the assignment of the positions they occupy to the PKG approved by order Ministry of Health and Social Development of the Russian Federation dated May 29, 2008 N 248n “On approval of professional qualification groups of industry-wide professions of workers”:
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Job titles |
Official salary, rub. |
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Professional qualification groups of general industry professions of workers |
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Professional qualification group "General industry professions of second-level workers" |
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Car driver |
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Job titles |
Official salary, rub. |
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Positions of managers, specialists and employees not assigned to professional qualification groups |
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Deputy Head of Department |
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Deputy Head of Branch |
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Department head |
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Chief Accountant |
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Deputy Director, Head of Branch |
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Director |
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2.3. If employees of the Institution have qualification category It is recommended to set the official salary (salary) taking into account increasing factors to the official salary (salary):
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Name of the increasing coefficient |
Size of the increasing factor (%) |
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Increasing coefficient to salary for 2nd qualification category |
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Increasing coefficient to salary for 1 qualification category |
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2.3. The official salary (salary), applied to it by an increasing coefficient for the qualification category, can form a new official salary (salary), on which the provisions provided for herein are accrued. approximate position payments.
2.4. In order to attract and strengthen the staff of the Institution, young specialists are recommended to establish an official salary (salary) increased by 3 percent before receiving a qualification category, for a period of no more than the first 2 years of work after graduation.
2.5. Establishing or changing the amount of an employee’s official salary (salary) is formalized by an employment contract, an additional agreement to the employment contract, or an order from the director of the Institution.
ensuring the prestige and attractiveness of the teaching profession;
ensuring equal pay for work of equal value, including when establishing salaries (official salaries), wage rates, compensation and incentive payments;
non-discrimination - differences, exceptions and preferences not related to the business qualities and results of the work of employees, as well as the results of the activities of organizations.
2.2. One of the directions for achieving these goals when establishing a wage system is to streamline the wage structure of the organization's employees, ensured by redistributing funds intended for wages (without taking into account regional coefficients and percentage increases in wages of persons working in districts). Far North and equivalent areas) so that at least 70 percent of the organization’s wage fund is allocated to establish salaries (official salaries) and wage rates for employees.
2.3. In order to ensure guarantees for wages in the wage structure of employees of organizations in accordance with Section VIII of the Uniform Recommendations to government bodies of the constituent entities of the Russian Federation, bodies local government recommended:
Establish minimum official salaries, minimum wage rates for employees of organizations according to qualification levels of professional qualification groups (hereinafter referred to as PQG) for positions of educational workers, approved by order of the Ministry of Health and Social Development of Russia dated May 5, 2008 N 216n;
Establish minimum wages, minimum official salaries for other categories of employees of organizations according to the relevant qualification levels of the PKG, approved by the federal body executive power, carrying out the functions of developing state policy and legal regulation in the field of labor;
Establish salary amounts (official salaries) depending on the complexity of the work - for the professions of workers or positions of employees not included in professional qualification groups;
Do not allow the establishment of different salary levels (official salaries), wage rates for positions included in the same qualification level of the PKG, as well as the establishment of salary ranges (official salaries), wage rates according to the qualification levels of the PKG or according to employee positions with equal difficulty of work.
In addition, paragraph 33 of the Uniform Recommendations stipulates that when developing regulatory legal acts on the remuneration of employees of institutions, government bodies of the constituent entities of the Russian Federation and local governments do not have the right to establish different amounts of increases for positions of employees included in the same qualification level of the PKG. coefficients for salaries (official salaries), wage rates, as well as establish reducing coefficients for employee positions formed in the PKG positions, the occupation of which requires the presence of higher education, in case of hiring a person who does not have a higher education for such a position.
2.4. Remuneration teaching staff, for which clauses 2.1, 2.2 of Appendix No. 1 to Order of the Ministry of Education and Science of Russia N 1601 establish the duration of working hours, it is recommended to carry out on the basis of official salaries, the sizes of which are established by the organization not lower than the minimum official salaries for the qualification levels of the PKG
2.5. Remuneration of teaching staff, for whom clauses 2.3 - 2.8 of Appendix 1 to Order of the Ministry of Education and Science of Russia N 1601 provide for norms of hours of teaching work per wage rate per week (per year), is recommended to be carried out on the basis of wage rates, the amounts of which are established by the organization not lower than the minimum the size of wage rates according to the qualification levels of the PKG, established by state authorities of the constituent entities of the Russian Federation and local government bodies.
The sizes of wage rates, along with the norms of hours of teaching work per wage rate per week (per year) are calculated values accepted for calculating the wages of teaching staff per month, taking into account the volume of pedagogical work or educational (teaching) work established by the organization per week (per week). year).
2.6. Official salaries, wage rates for teaching staff, managers structural divisions and employees from among educational and support personnel are established by organizations according to the qualification levels of the PKG positions of educational workers (Order of the Ministry of Health and Social Development N 216n).
Salaries (official salaries), wage rates are fixed amounts of remuneration for employees of the organization for the performance of job responsibilities provided employment contracts, job descriptions, developed taking into account the relevant qualification characteristics, without taking into account compensation, incentives and social payments, and for teaching staff, for whom norms for hours of teaching work or educational (teaching) work for a wage rate are established - without taking into account the actual volume of teaching work and (or) educational (teaching) work.
2.7. When determining the size of official salaries and wage rates for teaching staff, it is recommended to take into account the obligations accepted by the educational organization to increase the level of wages of teaching staff, indicators of increasing the efficiency and quality of education, stages of transition to effective contract, in terms of the ratio of the average monthly salary of teaching staff in state and municipal educational organizations to the average monthly salary in a constituent entity of the Russian Federation, in accordance with Government Order No. 722-r.
- this is the minimum fixed amount of payment for labor, and you need to understand that such payment cannot be standardized. As a rule, the employer simply does not have the right to pay his employee less than the official salary for the time actually worked.
However, the official salary should not be confused with the total salary. The latter will always be higher due to the presence of various types of additional and compensation payments.
Where is the official salary applied?
In the process of calculating the minimum wage today, two basic concepts are used:
- Job salary.
- Tariff rate.
As a rule, the use of official salaries as the minimum level of payment is advisable in cases where it is impossible to establish objective criteria for the work performed by an employee. This payment system is used for engineering, economics, legal, and most technical specialties.
At the same time, in order to correctly establish gaps between various professional groups of highly qualified specialists, to establish “forks” and gaps between official salaries, the following are taken into account:
- complexity of the actions performed;
- the volume of obligations assigned to a particular employee;
- requirements for the quality of the final result;
- the required (usually minimum) qualification level of a potential employee.
To assess the complexity of the work, the employer will have to take into account the availability of high-tech equipment, tools, and the complexity of the available technological processes, the multiplicity of actions performed, the level of independence of the specialist during decision-making, as well as the degree of responsibility for the final result.
The process of estimating the amount of work that needs to be done takes into account not only the physical energy required, but also the amount of mental energy required. The entire calculation is made based on the normal working hours, during which the employee will be required to perform the functions assigned to him.
Regarding the requirements for the final result - the higher they are, the more degree expenditure of physical and mental energy, the need to be extremely attentive, careful, and perform additional verification actions before the final work is submitted for inspection. Not surprisingly, the higher the level of such costs, the more compensation the employee will want.
Almost all employers try to hire a “ready” qualified specialist with education, work experience, and honed skills. They are ready to pay well for this right away. The main thing is that the potential applicant meets the requirements of his employers.
Remember, the official salary is like minimum size wages are used in cases where it is not possible to evaluate and objectively compare the quantity, quality, and complexity of work.
Relationship with wages
How does salary compare to salary?
Salary is not everything, but only it component. You need to understand that at the legislative level, the classic wage structure consists of three main elements:
- Basic pay. In fact, this is the official salary due to the employee or the tariff rate calculated for the period of work. The employer has no right to pay its employees below the basic level of remuneration (minus taxes).
- Compensatory pay level. This category includes all payments due to the employee for extra labor, atypical working conditions that differ from normal ones, payment for performing one’s duties in difficult climatic and weather conditions, as well as other payments provided for by legislative and local documents.
- Incentive payments. This includes all the “goodies” with which the employer cajoles its employees, encouraging them to conscientiously fulfill and exceed various planned indicators. Usually these are monthly, quarterly, one-time bonuses, various allowances, additional payments, and other rewards.
As a rule, in order to encourage an employee to effectively perform the tasks assigned to him functional responsibilities, employers are trying to widen the gap between the base salary and the incentive and compensation payments due to the employee.
Typically, this approach is focused on the final result (for example, in the legal field, when a premium is paid for a won case). In such companies, the official salary can be 20–25% of the final salary level.
At the same time, certain categories of workers are initially highly in demand and highly paid. They don’t need to prove anything, chase somewhere, defeat anyone. The main thing is that everything is done systematically.
Such employees include, for example, programmers and IT workers. In their case, the official salary is about 90% of the total salary.
Remember, specific salaries, rates, remuneration systems, and a variety of incentive payments are usually established by the employer through a collective agreement.
Calculation procedure
How are official salaries determined?
Even taking into account the factors listed above, establishing specific salary ranges is quite labor-intensive and complex. Especially in organizations that have a multi-stage management system. Typically, in order to distribute salaries by rank, some preparatory steps are required.
First you need to determine the general level of the wage fund that the company allocates to its employees. From this fund you then need (usually done by calculation) to allocate the amount Money based on an average monthly basis, which will need to be paid to employees as official salaries.
To do this, the availability of compensation and incentive payments is calculated using the existing system. You will also need to calculate the average salary level.
At the next stage, it is necessary to “decompose” the available number of employees at various levels according to their ranks, starting with the first manager in the form of a pyramid, which will grow downwards.
Using simple calculations, you can calculate the amount of money for each rank, and then simply divide it by the number of required employees at each rank and, thus, set the average salary level.
After this, it is advisable to introduce “forks”, which are small deviations up and down from the average value of the calculated salary. Thus, in the future you will have the opportunity, even in the same position, to stimulate or punish employees with the same level of qualifications.
Remember, any calculation of official salaries must be based on the economically justified size of the wage fund, the balanced structure of the organization, and also provide for a certain reserve if something needs to be adjusted.
We must not forget that the company’s salary fund usually ranges from 20 to 90% of the total cash turnover. Therefore, the calculation of official salaries should be approached with the utmost seriousness, so as not to become bankrupt after the first working month.
In this case, the salary is calculated without taking into account the need to pay taxes. They will have to be paid either from the body of the salary (if nothing else is planned to be calculated), or from the general level of wages received by the employee.
How are salary bonuses calculated?
Calculation of bonuses to official salary
Considering that the total wage includes the salary, which is its constant part, the calculation of other components is usually performed as a percentage of the base salary. This means that compensation or incentive payments will directly depend on the level of official salary.
For example, if the total bonus to employees is set at 10% of the official salary, then an engineer with a salary of 10,000 rubles will receive a 1,000 ruble bonus, while an engineer with a salary of 15,000 rubles will receive 1,500 rubles.
In some cases, compensation and incentive payments may be a fixed amount. For example, the fee for traveling character work, travel allowances are in most cases the same for all employees, regardless of position.
At the same time, if monetary bonuses are provided for awards (for example, certificates, medals, badges, etc.), they will also be the same for all employees of the company.
The most commonly used payments, calculated as a percentage of the official salary, include:
- monthly, quarterly bonus;
- bonus for labor intensity;
- regular monthly incentive payments for length of service (devotion to the company);
- additional payments for temporarily performing the work of an absent colleague;
- various regional coefficients.
Fixed payments are applied in the following cases:
- the traveling nature of the work is paid (one type of work, regardless of rank and position);
- fixed bonus for work performed;
- payments for holidays;
- rewarding awarded employees with the same awards.
Remember, a fixed or percentage amount of additional salary payments for a certain job is established by the terms of the collective agreement within the limits of the existing wage fund.
Differences between tariff rate and salary
Although the tariff rate and salary are considered the minimum guaranteed monetary payments for labor, they have certain differences. The tariff rate is established for blue-collar professions where it is possible to clearly regulate the quantity and quality of labor and the final result.
The official salary is set based on the monthly period of work, while the rate is calculated per hour of work. When performing work with different skill levels, the rate level may change (increasingly).
In case of use tariff rate all incentive payments can be calculated based on the actual level minimum wage(the summed number of rates for standard hours per month) or the calculated tariff rate (the rate is multiplied by the monthly standard hours of work).
The tariff rate can be “tied” to the volume and quality of work performed, while the salary is the minimum guaranteed payment that a full-time employee will receive for the reporting period.
Remember, tariff rates are applied to ordinary work categories, where it is possible to clearly calculate the quantity and quality of work performed.
Salary, salary, compensation, bonus, allowances: what is the difference, find out in this video:
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