Tariff rate. New wage systems in budgetary organizations

Often, enterprises use a tariff system of remuneration. It could be like government agencies as well as private companies. But the nuances in the application of this system for them will differ significantly.

What is a tariff scale and where is it used?

One way to calculate the size wages is the use of the tariff system. It is governed by rules that have been developed government bodies or specialists within the enterprise. But in the latter case, they must comply with state standards, as well as the rules on the minimum wage of employees in the enterprise.

Each organization decides for itself which system of remuneration it uses. The Labor Code of the Russian Federation during 2016-2017 fixed the norms according to which the tariff system should be implemented. In the organization, on this occasion, marks should be made in the collective agreement or in the regulation on remuneration. These local regulations should spell out all the rules and principles for using the tariff system. The management of the enterprise must also prepare a tariff scale, according to which salaries will be paid to employees.

The tariff scale is to some extent tied to tariff categories. Since all the positions that exist in the enterprise can be attributed to a certain category, each category has its own separate wage rate. Most often, the first category is received by those workers who have the lowest qualifications, and so on. If the complexity of the work performed by an employee increases, then his tariff category.

From this it emerges that for more complex and responsible work, there are higher wages. In order not to use a different amount for each individual group of posts, tariff coefficients are used. They make it possible to immediately raise the salary for the 1st category to the level of the second or third category.

This is how the tariff scale is formed, where a certain coefficient is assigned to each category. The use of the tariff system at enterprises is far from uncommon, but the tariff scale for each of them can differ significantly. Private companies often independently develop their own tariff scales, taking into account the specifics of the work. Here, not only the amount of salary may differ, but even the number of tariff categories, because it is developed by personnel officers independently.

State-owned enterprises cannot afford this, because they are subject to state regulations, and all control of the work process is carried out by state bodies. Therefore, on state enterprises the Unified tariff scale is applied, which was approved by higher authorities.
Until the end of 2008 in the territory Russian Federation the Unified Tariff Scale. It was on the basis of the data set out in it that wages for state employees were calculated.

But since 2016, significant changes have taken place in the tariff system of remuneration, which has also changed the calculation of salaries for state employees. Now, instead of the concept of a tariff category, “qualified levels” or “qualified groups” are used. Also introduced into the system are stimulating and compensation payments.

The size of the salary itself and the rate on it is now set by the head of the organization or enterprise. To do this, he must take into account the features of the work, its complexity, the capabilities of the employee and the level of his qualifications. There is some relationship between salary employees and the salary that the head receives. The higher the average salary of workers, the more money will be counted for the work of the head. This should make it possible to evenly distribute the wage fund of the enterprise to all employees, and not to make a preponderance in the direction of management.

There is no mandatory tariff scale for private companies. They can also use the tariff system of payment, but they can make the tariff scale on their own. They are also not required to adhere to the tariff rules established by the Government. Also, employees of such a company can independently decide how many tariff categories they will have. This allows managers to realistically assess the specifics of the work of employees, put forward requirements for their work.

Ranks to the tariff scale

The tariff rate for the 1st category is set every year at the government level and cannot be lower than the minimum wage. If the latter was raised at some point, the Government decides to increase the tariff rate for this category.

Each of the categories has its own tariff coefficient, which shows how many times the salaries of the second and other categories are greater than those of the first. One can observe an increase in this coefficient from 1 to 4.5, along with an increase in the number of tariff categories.

Pay grades show how difficult the work of an employee is. This data can be taken from the tariff-qualification directories, which spell out the requirements for the employee, his skills, ranks or abilities. Also, wages are highly dependent on working conditions. Their difficulty is compensated by various kinds of surcharges or compensations.

Working professions are charged according to eight categories (from 1 to 8). But this does not mean that skilled workers cannot receive Furthermore minimum, which sets the eighth digit. The government allows the heads of enterprises to increase the wages of such employees to 10 or 11 categories of the Unified Tariff Scale (UTS). And if the profession is considered very important (for example, work in a medical institution), then you can raise the rate up to 11-12 categories.

If over the years the qualification of an employee has grown significantly, then his tariff rate. Public sector employees improve their skills through certification. To carry out this procedure, the norms of the Basic Regulations on the procedure for attestation are used. This document is used only for public organizations or enterprises and is optional for private companies.

In total, there are 18 tariff categories. The last, highest, category is received by highly qualified employees, often the head of enterprises.

The ranks in the pay scale are divided according to the industries in which employees work. For example:

• education;
• forestry;
• Agriculture;
• healthcare, etc.
• industries are also divided into types of professions and so on.

Algorithm for assigning a new rank

The law on attestation of public sector employees provides for the writing of characteristics for an employee. Such a document must be prepared by the direct management of the employee no later than two weeks before the certification itself. Such an assessment should include the following data:

• compliance of the employee with the position;
• compliance of the employee with the category of work;
• competence;
• attitude to the work performed;
• indicators labor activity;
• performance indicators for the previous reporting period.

The employee must be familiar with this document no later than a couple of weeks before the certification.

The certification committee includes:

• head of the enterprise;
• department head;
• highly qualified specialists;
• union representatives.

Members of the attestation commission must hear the certified employee and the head of the unit in which he works.

If the person being certified is the head of an organization or enterprise, then his certification takes place in commissions, which consist of representatives of higher authorities. Evaluation of the work of an employee occurs through open voting. The decision is made by majority vote. In accordance with this decision, the head of the organization receives a month to transfer the employee to the appropriate wage category. All certification results are entered into work book employee, which indicates the tariff category according to the Unified tariff scale.

Such systems of remuneration as tariffs should be included in the collective agreement on remuneration, or other agreements that contain the norms of labor legislation.

In contact with

The pay scale is table with the ratio of categories and wage rates. This system used in commercial, government and budgetary organizations. With its help, rates and salaries are differentiated using tariff coefficients.

Definition, meaning, varieties

The pay scale is based on a comparison of the complexity of the work goals of different categories and groups of employees, their duties, education and other circumstances. Together, these circumstances fully ensure the property of assessing the activities of personnel and determine the reality of using common positions for differentiating the payment for their activities.

Thus, it can be seen that the tariff scale clearly shows how the salary of employees depends on their ranks. It can be stretched and compressed during the adjustment process. This pricing table is:

1. Uniform, with the same inter-salary difference between the coefficients.
2. Increasing or progressive, at which the interdigit difference increases evenly.
3. Decaying or regressive when the difference decreases.
4. fading-decaying, at which the difference first increases and then decreases.

The tariff coefficient consists of motivational And reproducing elements. It indicates how many times the basic salary for a specific qualification is higher than the earnings of the first category.

The salary table with the smallest number of digits and a small range of coefficients is not able to objectively assess the contribution and potential of the staff.

Because of this, she negative effect to stimulate activity and poorly provides employees with normal relationships within the team. That's why so it is important to be able to correctly and correctly draw up tariff scales for the formation of wages.

A normal tariff scale should consist of a sufficient number of skill groups with a range, not less than 1 to 10. Acceptable ranges are 1:15 and up with the number of digits approaching 20.

Classification of ordinary workers and workers of the managerial level

In institutions with a tariff scale for employees, official salaries . To differentiate them, there are the following qualifications of workers, which are described in more detail in the unified tariff and qualification reference book (ETKS):

• specialist (initial stage);
• specialist of the third category;
• specialist of the second category;
• specialist of the first category;
• Leading Specialist.

Young professionals after university with no experience or workers with vocational education and experience, refer to the initial stage of qualification. Workers with a certain length of service and performing medium-complex activities have a second or third category. The first category is assigned to specialists with five years of experience who perform the most complex work.

The Tariff and Qualification Guide highlights the characteristics of the main types of activities, their complexity and compliance with tariff categories, as well as standards and examples of certain work.

The handbook contains sections describing areas of specific work. The activity profile is divided into a performance profile and a “must know” section.

Administrative and managerial link comprises:

• heads of institutions;
• heads of divisions and services;
• deputies of the above;
• specialists performing economic and engineering work;
• specialists in reforestation, fish breeding, zootechnical, agricultural industries;
• specialists in art and culture, science, public education, medical care;
• specialists in international relations;
• legal professionals;
• technical contractors performing control and accounting;
• technical contractors for the preparation and execution of documents;
• maintenance technicians.

But there is more new edition classification of executives, which divides them into managers, foremen, chiefs, chief specialists and, in fact, the head of the organization himself.

The category of technical executors now includes statisticians, stenographers and secretaries, collectors, freight forwarders, typists, cashiers, draftsmen, bookkeepers, clerks, agents, accountants, timekeepers, contractors, copyists and attendants.

Each position contains qualification characteristics , How:

• service obligations, where the main working functions are listed;
• must know- requirements for special knowledge, norms and standards are disclosed here;
• requirements for qualification, which includes requirements for work experience and vocational training.

For more information on leadership positions, see unified qualification reference book (EKS).

Algorithm for assigning a new rank

The procedure for increasing the category in organizations next:

1. The employee, after the permission of the management, draws up a statement and justifies his decision. After that, a visa is affixed to this document by the council of the production team.
2. Next, a commission is assembled from workers with the highest qualifications, foremen, specialists, administrative and trade union representatives of the enterprise.
3. The knowledge control of an employee who wants to get a promotion is carried out, which is based on a tariff and qualification directory.
4. According to the results of the check, the discharge is increased and this is confirmed by an order and a protocol. It is also necessary to make a corresponding entry in the work book of the employee.

How to calculate

The rate of labor of workers is made according to the already drawn up tariff scale. So, they take the salary of the first category, which should be equal to or greater than the minimum wage, and multiply it by the coefficient of the required category.

Regional coefficients should also be taken into account, which vary depending on the position of the enterprise on geographical map. Yes, in European Russia this marginal indicator is 1, in the Urals - from 1.15 to 1.4, in Far East- 1.4-1.6, in the North - 1.6-1.8, and in the Far North - 1.8-2.

Advantages and disadvantages

The payroll tariff system motivates employees to constantly improve their skills, takes into account the responsibility and complexity of their activities, provides any enterprise with personnel and encourages them to grow professionally.

But the tariff system has minuses, which include a weak assessment of the quality of activities and an orientation towards decent working conditions. In practice, these shortcomings are eliminated by developing and implementing surcharges and allowances.

Usage in organizations in 2018

According to the norms Labor Code Russian Federation, the head of the enterprise paints the tariff scale for calculating the salary of his subordinates. All positions in the organization have their own ranks, starting with the least qualified, the first. For the categories following it, tariff coefficients are set in order to finally form the tariff scale itself.

To create tariff tables, managers can use their samples from industry agreements. These documents were drawn up by specialized management associations and agreed upon by the relevant trade unions. The minimum wage for 2018 is 9489 rubles. The same should be the salary of an employee of the first category.

Current coefficients for employee categories for 2018:

Features for budgetary organizations, the Ministry of Internal Affairs, individual entrepreneurs, etc.

Budgetary institutions for calculating the salaries of their employees use unified tariff scale (UTS). This grading scale consists of 18 qualifications. Eight of them relate to the rating of ordinary workers, the next four - to the assessment of highly qualified. The composition of managers, specialists and employees is charged from the 2nd to the 18th category.

The head of the organization now sets the rate and salary in the public sector, taking into account the complexity of the activities performed and the qualification level of the employee. And the salaries of ordinary workers are interconnected with the earnings of the management. At the same time, the wage fund is distributed correctly among all employees.

The salary of state employees should consist of salary, seniority, rank or classification allowances, bonuses and compensations. The tariff scale is fixed by the collective agreement, the regulation on wages and bonuses and other agreements. Employees of the organization can easily find out everything about their salary from these documents and the staffing table.

IP draws up a table of tariffication of his employees himself. He does not have to strictly follow the established norms from the state and can assign as many categories as he needs. At the same time, the working specifics of the company are realistically assessed and justified requirements are put forward for the activities of employees.

When developing the current tariff system, the head of the company will have to not only draw up a tariff scale, but also fix the tariff rules. It is important that the salaries of employees are not less than the current minimum wage.

When charging, there should be no discrimination against subordinates. The head of the company has the right to set salaries for his employees at will. Employees engaged in such activities must be charged the same coefficient.

The tariff scale is being developed in the following way:

• first, all positions and specialties are determined by departments of the company;
• then the functions are divided into categories;
• establish qualifying coefficients;
• fix the resulting system with a local regulatory act.

The company's earnings are justified by an indication in staffing allowances and salaries.

To pay employees MIA a single tariff scale approved by state bodies is also applied, but each rank is still paid its own compensation and allowances in a certain percentage. In addition, municipal authorities intend to annually raise the salaries of categories of such employees by a specific percentage. On this moment it's 4%.

With the salary scale, job evaluation criteria become transparent, and the salary increases as both the position and qualifications increase. If the administrator correctly creates favorable conditions in his enterprise, then it will constantly achieve all the goals and plans set.

The differences between the tariff scale and the grading system are presented in this seminar.

On any Russian enterprise, budgetary or commercial, the salaries of employees are not the same.

The salaries are indicated in the staffing table, but the ratio of the salaries of employees is fixed in the tariff scale.

Remuneration according to a certain system was developed by Soviet legislators in the first half of the last century. According to the developers, any employee (from a simple worker to a manager) should depend on:

• from the position held;
• on the complexity and importance of the work.

To determine the difference in salaries, tariff scales (TS) are being developed. The basis of the CU is a single tariff scale (UTS), compiled in the form of a table. The elements of the table are:

• categories of wages (there are 18 in total);
• tariff rates.

The coefficient increases with each digit.

In addition to the ETS, grids are developed by categories indicating positions and qualifications. Such vehicles are divided into branches. In the public sector, for example, the industries are:

• healthcare;
• education;
• forestry, etc.

In addition, each industry is divided into sub-sectors. For example, education is broken down into elements:

• universities;
• public education;
• leaders.

In turn, each sub-sector can contain its own components. On the example of education, the sub-sector of managers contains grids:

• general education;
• higher education.

The TS themselves are also tables, which consist of columns with values:

• position or qualification;
• the range of applied coefficients.

For clarity, consider an example:

According to the tariff scale, the salary of the rector of the university should be in the range of the ETS category from 17 to 18, and school teacher- from 7 to 14.

Category coefficients: for the rector - from 9.07 to 10.07, and for the teacher - from 2.76 to 6.51.

Which coefficient by category to apply is indicated in the reference books:

• ETKS (contains types of work by categories of working professions and positions);
• CEN (applies to managers, specialists and employees).

From the above summary: The TC sets out by what factor the minimum wage must be multiplied to get.

ETS state employees

The system of payment in the public sector according to a single grid was used until the end of 2008, today it not applicable. To calculate the salaries of state employees in 2017, the rules of Decree No. 583 are applied.

The specified legal act introduced new systems for calculating the salaries of employees of municipal, federal or state organizations.

In the new system, the use of ETKS and EKS directories is mandatory, but the rates or salaries are approved by the head of the organization.

When setting a salary, the head of a budgetary enterprise must take into account:

• the complexity and significance of the work;
• the qualifications of the employee;
• the complexity of the work.

Meanwhile, the salary of a state employee is not only a bare salary, but also:

• (for seniority, title, class, etc.);
• premiums (sizes and grounds are indicated in local regulations);
• compensation (for example, or "northern").

According to the 583rd Decree, the system for setting the salaries of employees must be fixed in the local act of the organization:

• in the collective agreement;
• in the regulation on remuneration and bonuses;
• in other agreements.

How exactly to develop a remuneration system is described in the recommendations of the Russian Commission dated 12/25/2015. (Minutes of the decision No. 12).

The commission decided that the salary of the head of the enterprise directly depends on the average salary of his subordinates. In addition, when forming a remuneration system, the following conditions should be applied:

• the salary for the lowest category cannot be less than the legal minimum wage;
• the work of employees of the same position and qualifications should be paid equally;
• salary reduction is unacceptable;
• fixed salaries and rates are established taking into account belonging to a professional qualified group;
• all salaries, rates, allowances and bonuses are included in the staff list.

As a result, what we get: the amount of salary (salary + bonuses and allowances) can be found from local acts:

• staffing;
• collective agreement (if any);
• regulations on wages, bonuses, allowances, etc.

Employees have the right to get acquainted with all documents and acts of the organization that relate to salaries.

Classification of working professions

According to the norm of Article 143 of the Labor Code, the employee's remuneration must be commensurate with his efficiency. That is, the higher the rank or qualification of an employee, the more expensive his work. And the category directly depends on the types of work. All types of work inherent in a particular category (by profession) are listed in the ETKS.

The guide defines:

• industries (construction, foundry, forging, etc.);
• professions;
• ranks.

The directory is regularly updated, the current version of the ETKS is located.

For each category, any working profession the manual describes:

• What education should an employee have?
• experience;
• what should he know and be able to do;
• what work to do.

Based on the data from the directory, you can set a category or a tariff coefficient.

Classification of managers

The leading link (managers) is the administration of the organization, whose tasks include ensuring the activities of the enterprise in accordance with:

• with the goals of the enterprise;
• with current legislation.

That is, the administration is obliged to organize its work in such a way that the enterprise works for the result indicated in the charter, and at the same time legal rights workers and the state.

For this, the Soviet developers created the CEN reference book. It is still active, but changes regularly. The latest version was approved in 2014. The guide contains information on:

• titles leadership positions;
• requirements for knowledge and skills for each position;
• education and experience requirements;
• main functions.

All data can be viewed at the link.

The handbook describes the requirements for the positions of all departments of the administrative apparatus:

• to managers (directors, heads, heads of departments, etc.);
• specialists (engineers, technicians);
• employees (agents, secretaries, operators).

The data of the handbook are mandatory for the development of a remuneration system in the organization.

TS in a commercial company

To justify the salary of an employee of a private company, it is enough to indicate salaries and allowances in the staffing table. And you can calculate these dimensions on the basis of the same reference books - ECTS and CEN.

The minimum wage is always taken as the basis (the smallest figure in 1 category). It is important to take into account the fact that each region can adopt its own minimum wage. This circumstance can be found out by studying the information on wages published on the official website of the administration of the region (krai, region, Moscow or St. Petersburg).

The only condition for tariffing is non-discrimination. That is, the director has the right to establish any salaries for the employees of the company.

But employees who perform the same function on equal terms should be paid at the same rate.

How can you develop a TS:

• identify all positions and professions by company departments;
• divide functions into categories depending on the types and significance of work;
• set the coefficients to the ranks.

At the same time, the first category is based on the size of the minimum wage and the coefficient 1. Further, the billing system must be fixed in a local regulatory act.

Any enterprise, regardless of the form of management, pays its employees differently, as indicated in the staffing table, but the ratio of salaries of employees at the enterprise is fixed in the tariff scale.

This is one of the methods for calculating wages at an enterprise, which is formed on the basis of local or legislative acts, it is she who determines the coefficient for multiplying the minimum wage, depending on the qualifications of a specialist and other related ones.

When forming the tariff scale, the following is taken into account:

• The intensity of the workload;
• Harmfulness and danger of production;
• Length of working time and length of service of an employee in one position;
• Branch of production, since for each type of production its own coefficients are used;
• Employee qualification;
• Features of climatic conditions.

Important: the cost of an employee's hour of work is always used as a basis in the tariff scale.

The amount of work performed by him per shift can be taken into account, while it is subsequently still broken down by the number of hours in a shift or working day. This leads to the calculation of the hourly rate of an employee in any production.

The differences between the tariff system and are discussed in this video:

Important: rates and increased salaries may not depend on categories. The tariff scale is formed according to the categories, usually 6 categories are used in its formation, such a system is used mainly for budgetary institutions.

If the enterprise is engaged in production and a rather complex one is used large quantity up to 23 digits, but the same coefficients are applied as in the public sector.

The salary of each employee depends on the coefficients used.

Application of the tariff scale in organizations

Remuneration in production is formed in accordance with the legislation of Art. 143 - 145 of the Labor Code of the Russian Federation and when using tariff and qualification reference books.

Labor Code of the Russian Federation Article 143. Tariff systems of remuneration

Tariff wage systems - wage systems based on the tariff system of differentiation of wages of employees various categories.
The tariff system for differentiation of wages of employees of various categories includes: tariff rates, salaries (official salaries), tariff scale and tariff coefficients.
Tariff scale - a set of tariff categories of work (professions, positions), determined depending on the complexity of the work and the requirements for the qualifications of employees using tariff coefficients.
The tariff category is a value that reflects the complexity of the work and the level of qualification of the employee.
Qualification category - a value that reflects the level vocational training worker.
Tariffication of work - the assignment of types of labor to tariff categories or qualification categories, depending on the complexity of the work.
The complexity of the work performed is determined on the basis of their billing.
Tariffication of work and the assignment of tariff categories to employees are carried out taking into account the unified tariff and qualification directory of work and professions of workers, the unified qualification directory for the positions of managers, specialists and employees, or taking into account professional standards. These reference books and the procedure for their application are approved in the manner established by the Government of the Russian Federation.
Tariff systems of wages are established by collective agreements, agreements, local regulations in accordance with labor law and other regulatory legal acts containing labor law. Tariff systems for remuneration of labor are established taking into account the unified tariff-qualification directory of works and professions of workers, the unified qualification directory for the positions of managers, specialists and employees or professional standards, as well as taking into account state guarantees on wages.

These handbooks are a list of activities and various professions that are available in enterprises and institutions. They fully contain the characteristics and qualification data, as well as the complexity of all types of professions. In addition, they indicate the requirements for the skills and experience of employees, determine their degree of responsibility.

Important: the directory is designed to determine and assign a rank to each employee.

Of course, at the enterprise, the management has the right to develop its own tariff-qualification guide, taking into account the characteristics of the organization's activities.

Important: in this case, the guarantees and rights of the employee should not be infringed, in particular, labor should not be paid below the minimum wage.

Classification according to new standards

Classification in the tariff scale occurs on the basis of several components:

• Industry;
• State and commercial organizations;
• division within the enterprise.

For example, in the tariffication of payments for medical workers, their categories, base salary and the amount of the minimum wage take part.

In addition, rates are based on:

• Centralized act established by the authorities;
• The contractual basis is a collective agreement.

In doing so, it applies new system remuneration, but taking into account the old foundations.

Rank Odds and Pay Rates

The coefficients used may vary depending on the industry of application, but at the same time, fixed indicators are used for budgetary organizations in almost any area.

For example, for budgetary organizations in medicine, the following figures apply:

Important: at the same time, if an employee works in a rural area, then 25% of the base salary is added to his salary.

If this is a deputy, then his salary is 10 - 20% lower than the head, taking into account qualifications, degrees, honorary titles.

If the specialty is not indicated in the tariff intersectoral reference book, then such a specialist is paid in accordance with the unified tariff-qualification reference book.

Examples of payment calculations

If hourly wages are used, then the number of hours worked is simply multiplied by the hourly rate.

The employee worked 150 hours per month, his rate per hour is 134 rubles, it follows that he earned:

150 * 134 = 20,100 rubles per month.

Since he carried out the plan, according to collective agreement he is entitled to a bonus of 20% of earnings, that is:

• 20,100 * 0.2 = 4,020 rubles bonus. You will find out by what rules the monthly bonus is calculated for employees.
• 20,100 + 4,020 = 24,120 rubles earnings.

In addition, he has a 5th category, and this involves the use of a coefficient of 1.268, which indicates the employee’s earnings in a given month of 30,584.16 rubles.

Important: if the employee has not fulfilled the plan, then the employer has the right to deprive him of the allowance.

Conclusion

The pay scale is a great advantage if it is used in accordance with innovations and, first of all, the value of the employee, his experience and complexity are assessed production process, and already at the next step is the rank of a managerial position.

How to build an effective wage system in an enterprise - see here:

The rate isthe amount of payment on the basis of which the salary of employees is calculated. It can be said that this size minimum wage labor of employees of appropriate qualification for a certain amount of work. Read more about the types of tariff rates, methods of their calculation and much more.

The tariff rate is ... or all about the tariff rate

The amount of the minimum wage is determined taking into account the profession / position, category / category, but does not include incentive, social and compensation payments. At the same time, tariff rates are calculated on a monthly, daily or hourly basis.

Monthly rates are applied in cases in which the employee's working time norm always and in full coincides with the norm provided for by the production calendar (i.e., when calculating the employee's monthly salary, the actual number of days and hours worked per month is not taken into account). If a worker has worked out a month in full, then when calculating his salary, the established amount of the monthly rate is used.

If we talk about daily tariff rates, then they are applied for day work in the case of the same number of working hours worked out by a person each work shift, if it differs from the norm established by the production calendar for a 5-day working week.

With shift schedules, hourly rates are often applied. They are used in the summarized accounting of working time, i.e., when paying salaries to employees whose number of hours worked according to the schedule differs from the norms established by the production calendar for a 5-day working week.

Tariff rates of workers by categories for 2017 and 2018

The size of the tariff rate is directly dependent on the complexity of the work performed and the qualifications of the employee. To calculate the same rate, you need to know the tariff rate of the first category and the multiplying factor corresponding to the tariff scale.

At the same time, it is the last 2 elements that have the main impact on the salary of an employee:

1. The pay scale is a system that determines the ratio of the complexity of the labor functions performed by the employee and the amount of payment for his work. That is, it establishes which tariff coefficient should be applied depending on the category or qualification category of the employee, when calculating payment for a particular type of labor activity. At the same time, the tariff category (qualification category) allows us to judge the level of prof. training in accordance with the classifiers of professions of the Russian Federation and works.
2. The tariff coefficient is a value that shows the difference between the lowest tariff rate by category and the rest of the rates by category (i.e., determining how many times this or that tariff rate is higher than the rate of the 1st category).

The same can be said about the rates of managers, specialists and employees. It should also be noted that although the tariff rate is something that is determined by the enterprise independently based on its own financial capabilities, the minimum tariff rate in 2017-2018 cannot be lower than the established minimum wage.

Hourly rate for 2017-2018 - how to calculate?

Let's now figure out how to calculate the hourly wage rate for working citizens with a total account of working time. The calculation takes into account the norm of working hours established in the current year. For this reason, in response to this question, you must first look at the production calendar to find out the established norm of hours for the current calendar year and each of its months. The calculation of the hourly tariff rate can be done in 2 ways, but in any case, it is necessary to know the monthly tariff rate.

Method 1. When calculating the hourly rate, the established monthly tariff rate is divided by the monthly rate of hours provided for by the production calendar. For example: at a monthly rate of 20,000 rubles. and a monthly rate of 155 hours, we get an hourly rate of 129.03 rubles. (20,000 / 155).

Method 2. This method is used when calculating the average hourly wage rate of an employee in the reporting year. To obtain such a rate, you need to look at production calendar annual hourly rate and divide this figure by 12 (the number of months) - this will allow you to find out the average monthly rate of hours. Further, the average monthly tariff rate of the employee is divided by the result. For example: with an annual rate of 1950 hours and a monthly employee rate of 20,000 rubles. it turns out that average hourly rate employee during this year amounted to 123.08 rubles. (20,000 / (1950 / 12)).