What is the form t 3. What is the staffing table of the organization? Rules and instructions for filling

The unified form of the staffing table (SR) is established by the decree of the State Statistics Committee of 01/05/2004 No. 1. Until 01/01/2013 its use was mandatory, but now each employer has the right to choose: use the unified form T-3 of the staffing table or develop his own document model.

Responsible for maintaining the SR may be an inspector of the personnel service or another employee of the organization, who is entrusted with the responsibility for the implementation of personnel records. Most often, it becomes the person holding the position of the secretary or legal adviser of the company. In the absence of hired employees, he himself can draw up the T-3 form for himself cEO or an individual entrepreneur.

The staffing table for 2018 - 2019 - the form can be downloaded for free at the following link: download the staffing form for free in Excel.

Where you can download a free sample of filling out the staffing table for 2018 - 2019

We will consider a sample filling out the T-3 staffing table in this section... So, the form of the staffing table for 2018 - 2019 includes:

The name of the organization filling it in;
Its OKPO code.
Assigned number.
Issue date.
Details of the order of the company, which introduced the schedule.
The total headcount of the company.
The time period for which the schedule is valid. Typically it equals 1 calendar year.
A table that displays the names of departments created in the company, the names of employee positions, as well as salary and other payments for each position. The salaries of all specified employees are added up, and one general figure for the whole company is displayed.

A sample of filling out the staffing table in the T-3 form can be downloaded for free at the following link: download the T-3 form of the staffing table.

Staffing rules

The staffing table in the form of T-3 is put into effect by order of the general director of the enterprise. Read about the rules for its preparation in the article “What does the order on the approval of the staffing table look like? ". As a rule, the SR is drawn up for the next calendar year, but the current legislation does not contain the employer's obligation to approve it annually. Therefore, changes are made as needed. How to do it correctly, read the article “How to make changes to the staffing table correctly? ". The revised staffing table is also subject to approval. The specifics of making such an order can be clarified in the material “What does an order to change the staffing table look like? ".

Mandatory use of the staffing table

IN jurisprudence there is an opinion that labor legislation does not contain the employer's obligation to draw up staffing table (decision of the Nadym City Court of the Yamalo-Nenets Autonomous Okrug dated September 18, 2015 in case No. 12-190 / 2015). However, the absence said document can serve as evidence that the organization did not conduct financial and economic activities (resolution of the CA of the North-Western District of 04.10.2016 in case No. A42-8673 / 2015), which can lead to negative consequences for counterparties. Therefore, it is still better to have an SR. Its presence will save you from questions from the control authorities.

In addition, data can be obtained from the SR:

on the quantitative composition of the organization;
about the qualitative composition of the company's personnel;
about staff salaries.

Thus, the form of the company's staffing table is established by the employer. He can operate with a document of his own design or use the form of the T-3 staffing table. The practice of using the latter has already developed, which explains its widespread use, despite the abolition of the obligation of such use.

State regulations determine the main list of documents, the presence of which is mandatory for every employer, regardless of the organizational and legal form. The list of these documents also includes the staffing table. Although there is no direct indication of this in the legislation, the staffing table is mentioned in several articles Labor Code RF, which indirectly confirms the need for its presence.

What is the staffing table

The staffing table is one of the fundamental documents of all organizations. It contains information about the structure of the enterprise, positions and the number of staff units.

In those organizations where the remuneration system is limited only to salaries, this is the main document for accrual wages.

Based on what is filled in

If the organization has just started its activities and the staffing table is being drawn up for the first time, then it would be advisable in advance to think over the list of necessary positions and draw up a document regulating wages.

Responsible for compilation

The staffing table is made by any employee to whom it is entrusted. As a rule, this is an employee of the personnel department or an accountant.

Reading this document

Since the staffing table is not a local normative act of the organization (paragraph 7 of the Rostrud letter of 15.05.2014 N PG / 4653-6-1), the employer is not obliged to acquaint employees with the staffing table.

Primary requirements

The staffing table is in the list of unified forms, where it goes under the letter T-3. Most organizations use this form because it contains all the required columns and columns.

But the use of this form is not necessary, it is only advisory in nature, although there has been a lot of controversy about this. The final point in this issue was put by the Letter of Rostrud dated January 23, 2013 N PG / 409-6-1. It directly states that organizations have the right to develop their own forms of this document and use them, the main thing is to take into account the requirements of the legislation.

In particular, Art. 15, 57 of the Labor Code of the Russian Federation states that the labor function of an employee is determined in accordance with the position, profession specified in the staffing table. That is, the titles of positions must be included in this document.

How to fill out the staffing table for LLC and individual entrepreneurs correctly

Requisites

the full name of the organization, must be indicated in full accordance with the constituent documents;
OKPO is an 8-digit organization code. These data are contained in the information letter of the statistics authorities, which should be at each enterprise;
staffing number. There are no clear requirements here. You can use continuous numbering, you can start each year with the number 1 and indicate the year with a fraction, you can use any other way of numbering.
date of preparation. The actual date of drawing up is put down, it may differ from the date of introduction of the staffing table into effect (for example, the staffing table drawn up in December of the current year comes into effect from January 1 of the next year);
the period of validity of the staffing table, most often 1 year, and from what date it comes into effect;
in the upper right corner, the stamp “Approved” is put and the details of the order for approval and the introduction of the staffing table are indicated. Above the stamp "Approved", as a rule, the seal of the organization is put, although this is not enshrined in legislation.

2019 staffing table

The form can be downloaded at any legal systemsuch as a Consultant or a Guarantor. As a rule, it is offered to download the Word or Excel format, there is no fundamental difference here, but it is more convenient to keep in tabular form, since you can enter formulas in the corresponding cells and the document will calculate the number of staff units and the wage fund itself.

The procedure for filling out the T-3 form

Column 1 "Name of the structural unit"

The structural divisions include branches, representative offices, workshops, departments, etc.

They usually start with top management units, then accounting and financial services, production, economic services.

For example: board, finance and investment department, economic department, sales department, etc.

Column 2 "Subdivision code"

Here, coding is assigned according to the same principle that is used in the first column and indicates the subordination of structural divisions. For example, the finance and property department will have code 02, the accounting department and the economic department subordinate to it will have codes 02.1 and 02.2, respectively. This column is rarely filled, mostly on a very large enterprises... And it can be excluded from the document altogether.

Column 3 "Position (specialty, profession), category, class (category) of qualifications"

Positions fit in the nominative and singular, in full, without abbreviations.

The employer has the right to determine the title of positions himself, except for those related to difficult and harmful working conditions and the receipt of state benefits (early retirement pension). These positions must be entered in accordance with the qualification and tariff guide, or professional standards, which are currently still being developed.

Column 4 "Number of staff units"

Here the number of staff units for each position is indicated, it can be either whole or fractional, for example 05 or 0.25 of the rate, which means that the amount of working time for such a position is reduced by two or four times.

Note: when specifying positions and staff positions, the employer has the right to indicate any number, regardless of the actual employees. That is, he can add 3 accountant units to the staffing table, but hire 2, and 3 units can remain vacant for as long as necessary.

An exception is the staffing unit, which is allocated under the quota for disabled people. Its vacancy must be reported to the employment authorities.

Column 5 "Tariff rate (salary), etc., rubles."

It all depends on the systems of remuneration adopted in the organization. Here salary, tariff rate, or various percentages and coefficients can be affixed.

If it is not possible to put down specific numbers, then you can simply indicate the form of remuneration "piecework", "lump sum". But then in the following columns there should be a link to the Regulations on Remuneration or another document, where payroll is scheduled.

Columns 6,7,8 "Allowances, rub."

Filled in according to the Regulations on remuneration and other local regulatory documents. This is usually affixed:

allowance for work at night;
cleaning of bathrooms;
northern allowances;
other surcharges and allowances.

In these lines, you can simply indicate the document in which all this is spelled out, especially if there are many surcharges. The only thing that is not indicated in these columns is the allowances that are charged on all wages. For example, a bonus that is paid as a certain percentage of all previously accrued amounts (salary or wage rate plus allowances).

Column 9 "Total per month"

This column can be filled in only if in columns 5-10 the amounts are spelled out in rubles and for the same period of time (rubles / day, rubles / hour), otherwise either a dash is put or the amount of only the salary multiplied by the number of staff units.

Column 10 "Note"

Here, a local normative act regulating wages may be indicated, minimum size payment if it is set (for example, piecework payment, and the note indicates: "at least 10,000 rubles.")

As mentioned above, the employer can exclude unnecessary columns.

Sample filling out the staffing table form T-3

Things to Remember

When filling out column 5 of the staffing table, you need to remember that the so-called "fork" of remuneration cannot be affixed to the staffing table. Since it is legally established that for equal work - equal pay (Article 22 of the Labor Code of the Russian Federation).

That is, if in one department there are 2 staff units of an accountant, then the salary or tariff rate should be the same. But you can set individual surcharges and allowances.

Who signs

Form T-3 provides for two signatures under the staffing table: an employee of the personnel department and a chief accountant. If some category is missing, then you can get by with one signature, or appoint other persons by an appropriate order for the organization.

Terms and place of storage

The original staffing table is stored in the personnel department or in the accounting department, this is determined by the workflow specific organization... In any case, if the original is in the HR department, then there must be a copy in the accounting department and vice versa.

According to paragraphs. "A" Art. 71 sec. 1.2 "Organizational foundations of management" The list of typical administrative archival documents generated in the course of the activities of state bodies, local authorities and organizations, indicating the storage periods (approved by Order of the Ministry of Culture of the Russian Federation of 25.08.2010 N 558), the staffing table is kept in the organization permanently.

Alteration

The legislation does not establish the period of validity of the staffing table, therefore it may be the only one throughout the entire period of the enterprise, and all changes and additions will be drawn up by separate orders to change the staffing table.

The employer himself decides to change the data in the staffing table, in this case he is not limited in time and the number of changes. Exceptions are cases provided by law, for example, holding events. In this case, the deadline for making the change is established by the Labor Code.

Outcome

The staffing table is one of the main documents of an enterprise of any form of ownership, containing important documents. Since there are no analogues to this document in the workflow, the maintenance of the staffing table is not only mandatory, but also necessary for the optimal organization of the enterprise.

Video - how to draw up the staffing table of an enterprise in the 1C program:

Staffing is a must personnel documentthat every organization should have. Usually form T-3 is used, but you can also develop your own form, taking into account the characteristics of the organization's activities.

Staffing table for individual entrepreneurs.The Labor Code of the Russian Federation makes it clear that the employer (it does not matter: individual entrepreneur or LLC), who has entered into an employment contract with an employee, must have a staffing table. However, there is no unambiguous indication of an individual entrepreneur, unlike an organization.

Therefore, some of the accountants recommend in any case to have a staffing table, and the other part - to make it up with the number of employees over 3-4 people. Although in practice there are many individual entrepreneurs ignore this document.

Form T-3 includes information about the divisions of the organization, the name and number of staff units in accordance with the classifier of professions and positions (OKPDTR), tariff rates of remuneration (salary, allowances). Also, for all positions, the total monthly salary costs are calculated.

The staffing table is drawn up from the beginning of the year or from the beginning of the organization's activities and approved by order of the head. The validity of the document can be any - for example, one year or several years, depending on the decision of the head.

If in the course of the organization's activities there are any serious staff changes (number of staff units, job titles, tariff rates), then it would be rational to order the head to change the current staffing table, and not to approve a new one.

However, with a massive layoff of workers, it is certainly better to draw up a new schedule. Form T-3 is filled out by personnel officers or accounting staff.

The staffing table is a mandatory internal normative document organization, containing data on its structure, the number of employees and the total payroll for the month.

Sample staffing table in the form of T-3

Form of the staffing table in the form of T-3

Staffing: filling features

In addition to the main functional information, the staffing list lists the positions of employees, there is information about the salaries of the entire organization, the system of employee incentives (various bonuses, allowances for overtime work, etc.), about the availability of vacancies.

Each company has the right to develop its own staffing sheet, but taking into account all the necessary points, or use unified form T-3, approved by the decree of the State Statistics Committee of the Russian Federation No. 1 dated January 5, 2004.

The staffing table may require various supervisory and executive bodies: courts, labor inspectorate (checking the compliance of working conditions with the letter of the law), regional representatives The Pension Fund (checking the data on workers' insurance), tax (checking the application of tax benefits), therefore, it must be drawn up correctly and accurately.

The registration of the staffing begins with the development of the structure of the enterprise and the order of the manager on the appointment of a person responsible for filling out the T-3 form. This can be either an accounting officer, secretary, office manager, or an employee of the created personnel department, and even the manager himself.

In addition, the order establishes the time frame in which the staffing table should be drawn up, the time frame for its coordination and approval.

How to make a staffing table correctly

The date of drawing up the staffing table, the date of its approval (according to the order), the date from which the schedule begins to operate and the period of its validity must be indicated. By general rule the staffing table is drawn up for a year.

The name of the organization must correspond to that specified in the Charter of the organization.

By entering into the staffing list the names of structural divisions (departments) - column 1, positions of employees - column 3, especially if, when working in this position, the employee is entitled to benefits or special conditions so as not to deprive him of these benefits, it is worth using tariff and qualification reference books:

The All-Russian Classifier of Workers' Professions, Employee Positions and Wage Grades (OK 016-94);

All-Russian classifier of occupations (OK 010-93);

Qualification reference book of positions of managers, specialists and other employees;

uniform tariff and qualification reference books of work and professions of workers by industry.

As a rule, this applies to municipal organizations and enterprises with "harmful" working conditions, while commercial organizations are free to enter into the staffing table almost any name of structural departments and positions, guided only by common sense, traditional terminology and general definitions and concepts.

It makes sense to assign a structural unit code to each department: it can be used in the future when drawing up various business documents of the organization.

Salaries of employees, as well as allowances, other incentives, and the total amount of the company's monthly wages must be indicated in rubles.

Salaries can be indicated not by a specific figure, but within certain amounts, for example, from 10,000 to 15,000 rubles. This is allowed for enterprises that are not obliged to strictly comply with the indicators of the Unified tariff and qualification grid. This is usually done when the position of the employees is called the same, and their qualifications, set of functions, work experience are different.

The incentive system (columns 6-8) should contain information for what and in what units the employee receives an incentive, i.e. it can be calculated not only in rubles, but also in percentages, coefficients, etc.

The total monthly payments for each position are indicated in column 9. At the bottom of the tabular section, the total is summarized and the entire salary fund of the organization for the month is indicated.

If any positions at the enterprise are vacant, a record is made about this in column 10 "Notes".

The compiled staffing table is coordinated with the heads of structural divisions (departments), given to lawyers for verification. After they make amendments, if any

If the staffing table has no comments, it is endorsed with the signatures of the head of the personnel department (if any), the chief accountant, and approved by the order of the head.

To find out what professions exist and how much the employees employed in them get, you need to look at the staffing table. This document is one of the main ones at the enterprise, it fixes not only the salary, but also the number of employees necessary for the activity. Due to the importance of the document, we draw up the staffing table for 2019 in accordance with all the rules.

The staffing table in the T-3 form is a local normative act that fixes its organizational structure at the enterprise.

As well as a list of professions that exist in the company, indicating the number of people required for the activity. In fact, the document consists entirely of a table, where the data is grouped by department.

The salary is reflected in it for a calendar month, with a breakdown by its constituent parts. Based on these indicators, the company's costs for attracting hired labor are determined, different plans, and also makes the most important decisions in the field of company management.

The staffing table is guided when entering data into employees - this agreement must contain the name of the employee's profession, corresponding to the strictly approved staffing table, as well as a certain salary.

On the basis of this document, a personnel specialist can also determine the availability of vacancies. To do this, they need to compare information from the staffing table with the actual number of employees hired. If there is a need at the enterprise, the personnel inspector submits an application to the employment service.

Attention! The legislation does not stipulate this local act as part of the mandatory standards that must be in every company. However, if the company decides to carry out procedures established by the state (for example, dismissal to reduce staff), then the staffing table must exist.

In addition, other local acts of the company may provide for the mandatory presence of it in the company. These primarily include. And also the need for the existence of a staffing table at the enterprise can be established by a link in labor contract with the employee to him.

At the same time, each manager should remember that his company may be held accountable not for the lack of a staffing table, but for its incorrect design.

LLC and individual entrepreneur - who should make up the staff?

The Labor Code of the Russian Federation, in terms of regulating the mandatory conditions, establishes the need for compliance with the profession specified in the contract and the corresponding salary with the data on the staffing table of the business entity.

From this we can conclude that the staffing table must necessarily be in a company or an entrepreneur if they have employment contracts.

Thus, if an individual entrepreneur works independently without the involvement of hired employees, he should not draw up a staffing table. Involving them with executors under civil contracts will also not require the registration of this local act.

LLC and other forms of organization legal entity, who have at least an agreement with the director of the company, must already develop and use the staffing table.

The creation of a staffing table in companies is mainly entrusted to the specialists of a personnel firm, who carry out a number of activities to determine labor costs for each profession specified in this act. Based on the research obtained, the required number of employees is determined so that the enterprise can carry out its activities.

If the number of employees in the enterprise is insignificant, this duty can be assigned to an accountant, economist, lawyer or the manager himself.

Document requirements

The legislation does not require compliance with any special rules regarding the staffing table, except that the position or profession specified in it must correspond to the positions and professions that the employer writes down in the employment agreements drawn up with each employee.

It is recommended to adhere to the form of the staffing table, which is established by Rosstat (form T-3).
The local act should be approved by the order of the head.
It is allowed to draw up a staffing table on several sheets, while it is not necessary to lace and fasten them with a signature and seal. You can simply fasten the sheets with a paper clip.
In some situations, the professions reflected in the staffing table must necessarily correspond to the directories of professions and positions, and in addition to the name, their codes must also be reflected in the documents (For example, the presence of professions with dangerous and harmful factors).
The presence of a branded seal on the staffing table is optional.
When changing the staffing table, if they are insignificant, you can simply issue an order for these adjustments, and leave the staffing itself as it was.

Next, the number of the current staffing table is affixed. It must be assigned based on the number of documents that were previously used this year. The date when this schedule was created is written next to it.

Following is the date from which the document takes effect. It can be the same as the compilation date, or come later. However, it is unacceptable that the day of commencement of the action was earlier than the day the document was issued.

To the right of this field there are columns in which information about the order that approved the document (its number and date), as well as the total number of staff units in it, is recorded.

The document itself looks like a large table.

Count tables " Structural subdivision» should contain the name of the department, according to the developed organizational structure... In the event that, together with the written designation of the department, a digital is also entered, it should be indicated in the next column.

As a rule, the code is formed from numbers or the first letters of the department name. However, if the company has several branches or separate divisions, then the department code can also include the city designation, area code, etc.

IN column "Position" it is necessary to write down the names of the positions that are present in the company. It is very important to arrange the structure of the document in such a way that, after specifying the name of the department in the previous column, the positions included in it are listed in a column.

It is recommended to be guided by the OKPDTR handbook when specifying job titles. But for commercial companies, this rule is optional. At the same time, budgetary institutions are obliged to enter positions in the staffing table only from this directory, and additionally indicate the category or class of the employee.

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Important! A commercial company is obliged to indicate the category and class of those positions that are harmful or dangerous. This fact is important when establishing preferential length of service and the time of early retirement.

IN column "Number of staff units" the number of employees to be accepted for this position is entered. If it also provides for the reception of part-time workers, then their number is recorded in fractional terms corresponding to the size of the rate paid - for example, 0.5.

IN column "Salary size" the salary that the employee will receive while working in this position is recorded. It must be remembered that exactly the same salary is recorded in labor agreement with an employee.

You should also consider:

If a piece-rate form of payment is accepted at the enterprise or in relation to this position, then the amount of earnings obtained by multiplying the tariff rate by the volume of products created per month is recorded in this column.
If an hourly wage has been entered for this position, then in this column you can write down the amount of remuneration for one hour. After that, in the same line, but in the "Note" column, you must indicate - " Hourly payment Labor ", as well as make a reference to the administrative document that established this feature.

This is followed by several columns, united by one subheading "Allowances". Here you need to record information about various incentive payments, if any and established by the Regulations on Salaries, Regulations on Bonuses or other internal acts. The amount of the premium can be recorded not only as a fixed amount, but also as a percentage, coefficient, etc.

In the "Total" column, the general salary fund for this position is recorded. It is calculated as the multiplication of the salary by the number of staff positions.

IN column "Note" you need to enter various explanatory notes. For example, if at the time of registration of the new staffing table for any position there is a vacancy, then this fact must be reflected in this column.

The document is completed by counting and indicating total staff units and the general payroll.

After that, the fully drawn up document must be signed by the chief accountant and the personnel officer responsible for its execution.

The procedure for approving the staffing table

Step 1. Develop a document

First of all, it is necessary to identify all the needs of the organization in staffing to draw up a proposed form of staffing for consideration.

If it is accepted in the company that every year the numbering of all significant documents starts from the beginning, then the numbering of the staffing table can be performed according to the same principle. Moreover, this will be most expedient if changes in the staffing table every year are massive - this will save you from large document numbers in the future.

Attention! If a new staffing table is introduced, then it is advisable to include in it a clause on the cancellation of the old one, which was guided by personnel service until that time.

Step 3. To acquaint the company's employees with the accepted document

All employees admitted to the company must be familiarized with the local regulationsthat affect labor activity... This document does not directly affect labor activity and, in the opinion of Rostrud, it is not necessary to acquaint workers with it.

Attention!If in an employment contract or collective agreement the salary of employees is established on the basis of the staffing table approved in the company, then it is imperative to familiarize all employees with it. For this you can apply.

The procedure for making changes to the staffing table

This document must remain current at all times. Since the staff is periodically requested during inspections state bodies, it is necessary to timely make all the changes that arise.

The procedure for making changes to the staffing table will directly depend on how many changes need to be reflected in the document:

If there are a large number of them, then it is easier to completely cancel the old staffing table, and put into effect new documenttaking into account all the necessary changes.
If the number of edits that need to be made to the staffing is small, then the responsible employee is best to draw up an order to amend the staffing table.

Usually, the following situations can be distinguished in which you need to make changes in the document:

Creation of new departments or divisions;
Organization of new posts;
Changing the name of existing posts;
Change of salary or rates of employees;
Closing a department, subdivision, staff unit.

If a change in the staffing entails a change in the working conditions of the employee (change in salary, position, etc.), then it is imperative to first obtain his written consent. And after the new document is put into effect, a supplementary agreement to the contract, which takes into account all the changes made.

The new order must be introduced to all those employees who will further deal with the registration required documents... You can also add to the acquaintance list those employees who will be directly affected by the changes being made.

If the order introduces new positions, then you need to indicate their name, as well as how many staff units are organized. This document is accepted immediately if it does not affect the interests of any of the employees already hired.

Attention! If the number of units is reduced, then in the drawn up document you need to write down the name, the number of staff units to be displayed and the date the order was put into effect. It should be remembered that the reduction process is a long process, in which it is necessary to promptly notify both the employees themselves and the competent authorities.

The notice period can be 2-3 months, depending on the number of people to be made redundant. Also, the law defines the types of workers who cannot be laid off.

Frequency of preparation of the document and storage periods

Usually the staffing table is issued for a period of one year, and is valid throughout this period. However, if the organization is small, and there is very little staff movement in it, you can accept this document for several years in advance.

After making changes to the staffing table, the previous document ceases to be valid and becomes invalid. However, it should be kept in the enterprise for a certain period, therefore, as usual, inspections affect several previous periods. And this is usually up to 2-3 years.

Attention!There is a rule that invalid staffing tables must be kept in the archive for at least 3 years from the date of expiration. The same rule applies to documents with the help of which changes in the staffing table were made.