Staffing sample word. Staff schedule. How much and where is the staffing table stored

Where can I download the staffing table in the T-3 form for free? Everyone knows that a "staff" is a document that contains information about the company's personnel. Including the number of employees, their job titles, structural divisions. The staffing table also indicates the salaries of employees, the allowances due to them. We offer staffing (form T 3). A sample filling prepared by our specialists will help personnel officers.

Help for managers

Indeed, the staffing table contains all the information about human resources enterprises, as well as a monthly wage fund (Article 57 of the Labor Code of the Russian Federation, section 1 of the instructions, approved by the Decree of the State Statistics Committee of Russia dated 05.01.2004 No. 1).

Despite the fact that labor legislation does not contain a specific requirement for all employers to draw up a staffing table, it is better to draw up this document. Because, having at your disposal a "staff" (unified form T 3), you can clearly see the structure of the organization and calculate the required amount of money for the maintenance of personnel. This information may be needed by managers to make managerial decisions.

When making changes to the staff, it is necessary to make adjustments to labor contracts with employees of the organization whose positions are affected by innovations. For example, the name of the position or department in which the employee works has changed. This is explained by the fact that the title of the position, the name of the structural unit refer to essential conditions contracts.

Established form

For staffing form T 3 is provided, approved by the Decree of the State Statistics Committee of Russia dated 05.01.2004 No. 1. At present, the use of unified forms is mandatory only for budget organizations. All other companies can use both unified forms and forms developed independently (Articles 7, 9 federal law dated 06.12.2011 No. 402-FZ). The correctness of these conclusions about the staffing table (form T 3) is confirmed by officials of the Ministry of Finance (letter of the Ministry of Finance of Russia dated 04.12.2012 No. PZ-10/2012).

The current legislation does not limit the duration of the staffing table. As necessary, the organization can make changes to the approved staff. Despite the fact that the organization is not obliged to review the staffing table every year, it is not forbidden to do so. Moreover, many employers have made it a rule to annually re-approve the new staffing table (you can download the staffing table - form T 3 from the direct link at the end of the article), and not make changes to it. It is worth recognizing that this approach is fully justified. After all, it is much more convenient to use the new and fresh document of 2018 than to “dig into” the mass of changes made to the staff last year.

Despite the fact that Russia has a unified staffing table T 3, employers can use their own developed form. It must contain all required details provided h. 2 Article. 9 of the Federal Law of 06.12.2011 No. 402-FZ<О бухгалтерском учете>and be approved by the head of the company.

However, in any case, self-developed staff forms are less common than form T 3. The rules for filling out the staffing table are approved by the Decree of the State Statistics Committee of Russia dated 01/05/2004 No. 1.

Equal wages should be provided for equal positions in the staff. The point is that for equal labor the law requires equal pay (Article 22, part 2 of Article 132 of the Labor Code of the Russian Federation). If it is necessary to diversify the salaries of employees occupying the same positions, it would be safest to introduce the concepts of “senior”, leading, etc. into the T3 “staffing” form. For example, "senior cashier". In addition, in employment contracts with employees, it is necessary to prescribe the various functions of employees in positions of the same name:

different rights and obligations;
different levels of responsibility.

Another way to protect yourself from the claims of inspectors is to introduce a special allowance for employees who are supposed to be encouraged.

We add that you can download the T3 form "Staffing" and familiarize yourself with the completed sample via a direct link in the article "".

The service allows:

Form a full-time
schedule for unlimited
the number of employees;
Save entered data
for future use
without resorting to repetition
data entry.

Online staffing >>

Formation of the staffing table "T-3" in 4 steps:

Fill in the details of the "Details" and "Responsible Persons" tabs of the organization to get a fully completed form with the organization's data.

Enter the HR section and add an employee/employees using the "Add" button.

Complete the "Movements" tab for the employee/employees. To edit the move, use the "Edit" button. To add a new move, use the Add button.

Click the "Print" button at the bottom of the page and select "Staffing" from the list and save printed form on the computer.

Storing employee data in 2018

Forming the staffing table, You work without registration as a Guest of the Buchsoft Online service, so all data is stored for 24 hours.

In order for you to return to work with the entered data in the future, a transition to the permanent registration of Buchsoft Online is provided, for this it is enough click on the word "Guest"(in the upper right corner of the page), fill out the form that appears and click the button "Registration", after which you by e-mail will be sent email with activation link full account Buchsoft Online.

The procedure for filling out the staffing table (Unified form No. T-3)

Extract from the Decree of the State Statistics Committee of the Russian Federation of January 5, 2004 N 1 "On approval of unified forms of primary accounting documentation on the accounting of labor and its payment":

It is used to formalize the structure, staffing and staffing of the organization in accordance with its Charter (Regulations). The staff list contains a list of structural units, the names of positions, specialties, professions, indicating qualifications, information on the number of staff units.

When filling in column 4, the number of staff units for the relevant positions (professions) for which the content of an incomplete staff unit is provided for, taking into account the peculiarities of part-time work in accordance with applicable law Russian Federation, is indicated in the appropriate proportions, for example 0.25; 0.5; 2.75 etc.

In column 5 "Tariff rate (salary), etc." monthly wages are indicated in ruble terms tariff rate(salary) tariff scale, percentage of revenue, share or percentage of profit, coefficient labor participation(KTU), distribution coefficient, etc., depending on the remuneration system adopted in the organization in accordance with the current legislation of the Russian Federation, collective agreements, employment contracts, agreements and local regulations of the organization.

In columns 6 - 8 "Surcharges" are shown incentive and compensation payments(bonuses, allowances, additional payments, incentive payments) established by the current legislation of the Russian Federation (for example, northern allowances, allowances for an academic degree, etc.), as well as introduced at the discretion of the organization (for example, related to the regime or working conditions)

If it is impossible for the organization to fill in columns 5 - 9 in ruble terms due to the use of other wage systems (tariff-free, mixed, etc.) in accordance with the current legislation of the Russian Federation, these columns are filled in the appropriate units of measurement (for example, in percentages, coefficients, etc. .)

The staff list is approved by an order (instruction) signed by the head of the organization or a person authorized by him.

Download a sample staffing form

The staffing form provides for its own filling features. Find out if you can do without the unified T-3 form and download an example of filling out the form and T-3 staffing forms in Excel and Word.

Read our article:

What information does the T-3 unified staffing form contain

Since 2013, unified forms of documents have ceased to be mandatory, but many employers continue to use them. All because they are familiar, convenient and fully meet the requirements of the law. And if necessary, the employer can always supplement them with the necessary data.

The T-3 staffing form is required for the employer to have (Article 57 of the Labor Code of the Russian Federation). The SR is approved by the order of the head, and its validity period is not limited. The schedule ceases to be valid from the moment a new document is issued.

"Shtatka" is a convenient mechanism for analyzing the composition of personnel and fund wages. It reflects not only occupied positions, but also vacant ones. The form is compiled for the entire organization as a whole (including separate divisions and branches).

We will consider in detail the T-3 staffing form and a sample of its completion for 2018.

Conventionally, the document can be divided into 3 parts:

basic information (details of the document);
tabular part (directly regular);
responsible signatures.

Basic information

First of all, in the form No. T-3, the name of the company is indicated, which must exactly correspond to the constituent documents. An indication, for example, trademark- unacceptable. If the company has an abbreviated name, it is indicated in brackets.

OKUD code - document form number from the general classifier of unified documents. It does not need to be changed, it is the same for all employers.

OKPO code - organization code. It can be found in information letter from the statisticians. Such a letter is usually kept in the folder with constituent documents. If you can't find it, check with the chief accountant.

Props “Document number”. Here you can apply continuous numbering, which is convenient for companies that rarely change the “staff”. With this option, the original document is assigned the number 1, the next 2, and so on, regardless of the year.

Application of numbering within the current year, and in next year starting everything from #1 is another option. It is convenient when during the year.

The date is entered as current. The period of validity of the document can be different intervals, depending on the needs of the company (month, six months, year).

The unified form T-3 staffing is approved. On its form, only the details of the document are affixed. The following indicates total number staff units from the tabular form.

The tabular part of the staffing table

The tabular part of the T-3 form consists of 10 columns. The number of lines directly depends on the number of posts. Grouping is most conveniently done by structural divisions, and within divisions - by hierarchy. This is the fastest way to find the required string.

Column 1. Name of the structural unit. It is more convenient to form the arrangement of structural divisions along the lines according to the principle of subordination - from the upper levels of management to the working staff. For some privileged professions, the name of the department (workshop, etc.) is of no small importance. If the name is incorrect, the employee may lose certain benefits. Therefore, when naming departments, refer to industry classifiers.

Column 2. Code. Assigned by the employer independently and reflects the subordination of departments within the company. If there are subordinate elements in the 015 structural unit, they will be numbered 015.01, 015.02, etc.

Sample filling in the staffing form T-3

Filling out the staffing form begins with indicating the name of the enterprise, organization, company in strict accordance with the constituent documentation, the period of its validity and the date of the order on the approval of the normative act. Then, in order, all columns of the approved form are filled in:

structural divisions with codes that are assigned for a clearer structural hierarchy and convenient use in office work;
positions of engineers and workers with a mark of the level of their qualification level;
the number of employees, determined by the economic needs of the enterprise, organization;
salary rates;
allowances in the form additional payments for the special nature of labor, the increased amount of work determined by legislation and management;
final monthly payroll;
notes with marks vacancies not subject to reduction.

Making changes to the staffing table provides for the issuance of an appropriate order signed by the head of the enterprise.

The staffing table is an internal regulatory act of the organization that greatly simplifies the maintenance personnel records. Although current legislation does not oblige employers to complete this document, usually it is approved at the stage of company creation. After all, it is in it that the entire personnel structure of the organization, the composition and number of employees, as well as the monthly payroll are recorded. You will learn how to compile this form and what a unified staffing example looks like in this article. Below you will find a completed sample form, and you can also download a blank form and fill it out yourself.

Staffing table (SR) according to Labor Code not at all necessary. If desired, the employer can work without a form of this sample, including the names of positions and salaries in employment contracts and orders for hiring employees. Such documents will be full-fledged internal regulations, and no inspectors will have questions about this. However, not everything is so simple with this document. Indeed, from the content article 15 of the Labor Code of the Russian Federation and part two article 57 of the Labor Code of the Russian Federation it follows that if, under the conditions employment contract determined that labor function the employee is to perform work in a specific position, such a position must correspond to the staffing table. Therefore, the organization should have a schedule, and it is necessary to study its sample. According to lawyers, the entry of an employee into a position in the absence of a staffing table can be attributed to a violation labor law for which the administrative responsibility for Art. 5.27 of the Code of Administrative Offenses of the Russian Federation RF. Therefore, we will spend quite a bit of time on this material and consider a sample staffing table for 2019 in more detail.

Why do you need staffing

Primarily for planning. At its core, SR structures the entire company and its hierarchy. Looking at it, you can immediately understand how many departments are in the organization, which governing bodies provided and which direction is a priority. With a schedule form at hand, anyone can easily form an opinion about average population employees, the monthly payroll and the type of activity of the firm.

On the basis of this local act, it is very convenient to form a payroll fund, confirm the validity of expenses for the Federal Tax Service, and also draw up statistical reports and applications to the employment service and recruitment agencies. By the way, it is important to remember that if the position is indicated in the staff list, then it must be occupied. If there is a vacancy, but there is no employee, the employment service should know about it. Otherwise, they may be punished. It follows from the rules Law of the Russian Federation of April 19, 1991 N 1032-1 on employment.

In practice, SHR is necessary in the work of not only personnel officers, but also accountants. It is one of the forms that are most often required for tax audits. SR is a primary accounting document.

When is the SR developed and what information does it contain

It is desirable to develop and approve the SHR form at the very beginning of the company's activities. But if you forgot to approve the schedule, you can do it at any time during the existence of the business. In addition, it can be approved anew at least every month. Or make the necessary changes to an already existing sample based on a special order.

Unified form T-3 approved Decree of the State Statistics Committee of the Russian Federation dated 05.01.2004 N 1. Although since 2013 this decree has become invalid and all samples from it have become recommended, not mandatory, usually the SHR is compiled on the basis of this form. However, the company can change this form based on its needs. In any case, the list of mandatory information that must be contained in this local act, is small:

structural units;
positions;
information on the number of staff units;
official salaries;
monthly payroll.

If the company decides to develop its own form of timetable, then it must not contradict the requirements of paragraph two of Article 9 Federal Law No. 402-FZ dated 06.12.2011"About Accounting". After all, as already mentioned, this primary document. A self-designed form may not correspond at all to the sample below.

This internal act of organization is always impersonal. It does not indicate the names and surnames of persons holding certain positions. Therefore, when hiring and dismissing employees, the SHR sample does not change in any way. However, there is a document subordinate to him - staffing. It is approved at the level of structural divisions and specific persons may also appear in it. There are no unified forms and samples for filling out the constellation, so each leader can make (or not make) it at his discretion. How to draw up a staffing table (sample 2019) for LLC and others organizational forms legal entities, we will consider below.

The procedure for the adoption of the SHR

The staffing table is any executive organization to which such powers have been delegated (head, accountant, human resources specialist). When compiling it, it is necessary to rely on the norms of labor legislation and internal acts of the company. In particular, these may be:

Charter;
the structure of the enterprise (if any);
accounting policy;
professional standards;
monthly calculations official salaries;
other legal and regulatory technical documents.

Sometimes, before compiling the SHR, another personnel normative act is drawn up - the structure of the organization: a diagram of all departments, their relationship and subordination. This form is also not mandatory, however, it is easier to draw up a sample of the SHR on its basis.

The staffing table can only be approved by an order signed by the head of the organization or another authorized person. At the same time, the right to issue such orders should be initially enshrined in founding documents. The round seal is not affixed to this document, even if the organization uses it. The person who compiled it must sign the form of SR, and in the upper bar it is necessary to enter the details of the corresponding order and certify them with the signature of the head.

Important nuances

When determining professions and positions, one should not take their names, as they say, “from the ceiling”. The names given in qualification guides or approved professional standards. Moreover, in some cases it is mandatory: in article 57 of the Labor Code of the Russian Federation it is determined that if any positions, specialties or professions are associated with the provision of compensation and benefits or the presence of contraindications, then their names must strictly match the names and requirements of normative documents, i.e. professional standards and reference books. Similar requirements apply to specialists who are entitled to early retirement. In this case, you should also be guided by lists 1 and 2 of industries, jobs, professions and indicators that give the right to preferential pension provision ( Decree of the Cabinet of Ministers of the USSR of January 26, 1991 N 10 and Decree of the Council of Ministers of the USSR of 22.08.1956 N 1173). If we neglect these requirements, then the employee who has work book an actually fictitious profession will be indicated, problems may arise when applying for a pension. And entries in the labor can only be made in accordance with the staffing table and the order for employment. In addition, for non-compliance with the requirements of the Labor Code of the Russian Federation, an administrative fine may be imposed on the employer.

Another difficulty may arise when it is necessary to indicate in the SR form not a profession or position, but a specific type of work. This issue is not regulated by law, but in practice, employers are often forced to indicate exactly the type of work in order not to get problems when confirming a reduction in staff or the number of employees. This may be necessary when there are also positions in the organization. In this case, you can use the Procedure for the use of unified forms of primary accounting documentation, approved by the Decree of the State Statistics Committee of Russia dated March 24, 1999 N 20. This document states that the organization's management can issue an order (instruction) and indicate in it all additional details to be entered in the form T-3. If the organization uses only types of work and the number of employees is small, the SHR can be omitted.

Freelancers

Another difficulty that personnel officers face when compiling a staffing table on the model of the T-3 form is associated with freelancers. Such employees can be considered persons who cooperate with the organization on the basis of civil law contracts. On them in force article 11 of the Labor Code of the Russian Federation neither labor legislation nor other acts containing norms apply labor law. Therefore, they have nothing to do with ShR, because they perform one-time work. However, in practice, freelancers sometimes include workers who are employed on the basis of an employment contract and perform a specific type of work. If the employer did not issue an order and did not include such work in the SR, a peculiar incident arises: there is no position, but there is an employee. It is desirable to avoid such situations.

How to make changes

A change in the SHR always occurs on the basis of an order. Such amendments may be related to:

with the exclusion of vacancies due to organizational changes in the work of the company;
introduction of new staff positions if necessary to expand the business;
reduction of staff units associated with a reduction in the number or staff;
salary changes;
renaming of subdivisions, names of structural units, etc.

Changes can be made to the current SHR form or simply approved new document based on an old sample. In both cases, you will need documenting and related documents. In addition, legal requirements must be strictly observed. For example, when reducing the number of employees, it is necessary to issue an order to exclude certain positions from the staff list, as well as to put into effect a new schedule, observing the requirements Article 180 of the Labor Code of the Russian Federation. This article defines the obligation of the employer to notify about the reduction at least two months in advance. Therefore, the date of entry into force of the updated SR with occupied positions cannot occur earlier than two months after the issuance of the order to make changes (for example, the date of issuance of the order to make changes is 02/15/2019, and the changes should be put into effect no earlier than 04/16/2019 ). If the changes relate to vacancies, this period may not be observed.

Similarly, when changing salaries, it is necessary to comply with the requirements article 74 of the Labor Code of the Russian Federation, according to which a change in the terms of an employment contract at the initiative of the employer is allowed only if it is a consequence of a change in organizational or technological working conditions. It is also necessary to notify all employees whose salaries are to be changed no later than two months in advance.

Sample of filling in the staffing table (form T-3)

Consider a sample staffing table construction organization, in which 10 staff units. The sample is compiled according to the unified form T-3.

The staffing example is approximate, the document may include separate divisions, branches and other structural units of the company.