Tariff rationing - a system for determining wages depending on the amount of labor costs in accordance with its quality and qualifications of performers.

In Russia, the principle of wage distribution is in effect - according to work in accordance with its quantity and quality. Currently, a six-digit grid (8) is used in construction.

The wage scale is a scale of ratios of wage levels between workers of different qualifications. Tariff coefficient - shows how many times production time a worker of this category is paid higher in relation to the first category (k t - category: 1.0-1; 1.08-2; 1.19-3; 1.34-4; 1.54-5; 1.8- 6; 1.92-7; 2.05-8). Increasing coefficient 1.12-1.24.

Tariff rates (hourly, daily, monthly) - the absolute amount of the worker's wages, which is due to him in connection with the implementation of established production standards per unit time of the rate. (determine the amount of the worker's wages in accordance with his category).

The tariff rate of each category is determined by multiplying the rate of the first category by the corresponding tariff coefficient.С t, i min =k t i *С t, i min . The estimated and normative base in 2001 is completely based on the tariff system.

Rate - wages paid to workers for a unit of high-quality products manufactured by them, (rubles). For individual performance, the rate is determined by multiplying the hourly rate of the corresponding category by the time norm.

Elemental estimated norms are given in the collections of GESN according to their respective types. The collections contain: cost rates for construction workers and machine operators, machine time and material consumption per unit of work. FER-federal unit rates. TER-territorial unit prices. FER and TER contain normative direct costs for performing a unit of the volume of work indicated in the collections of GESN. Normative direct costs include: funds for the remuneration of workers, mechanisms, etc.; operation of construction machines; the required materials.

On the basis of time norms and tariff rates, rates are set for the remuneration of construction workers. The remuneration of workers has two main forms: piecework and time. They can be combined with various forms bonuses, as a result of which piece-bonus, piece-bonus and time-bonus forms of payment are possible. (a piece-rate form of payment requires a systematic accounting of the development and execution of orders)

An order is a production task for the performance of construction and installation work, which is issued to a worker, unit or team before the start of work. The order is the main document for accounting for the performance of work and settlement with workers.

Varieties of remuneration: direct time-based (for the time actually worked at the tariff rate), time-based-bonus, direct piecework (for the amount of work actually performed), piece-rate-bonus (accrued by direct piece-rate + bonuses according to the bonus application), piece-progressive, piecework-chord, indirectly-piecework.

With time wages, the worker receives wages for the hours actually worked at the current tariff rates according to the category determined by the Unified Tariff and Qualification Handbook (ETKS). This form of payment is used for workers on duty and other jobs that are not amenable to precise rationing and accounting.

Spatial and temporal parameters of construction processes

To create a rhythmic and continuous work, the building process must be organized in time and space. The rhythmic and continuous implementation of the construction process is ensured by the appropriate choice of spatial parameters associated with the division of the volumetric space of the object under construction into sections, plots, plots and the allocation of a front of work and jobs to them.

Site - a part of a building or structure within which the same production conditions operate, allowing the use of the same methods and technical means.

A grip is a site (part of a building or structure), characterized by approximately equal labor intensity, allocated to a team of workers to perform one or more construction processes for a certain time. The part of the plot allocated to one link of workers is called the plot.

The dimensions of the capture and plot should provide a sufficient scope of work and conditions for productive and safe execution work by a team and a link for a long time without moving to other areas.

Front of work (f) - a section of a construction object, within which uninterrupted execution of construction processes can be started.

Workplace- the space or area at the facility within which workers move and objects and tools are placed.

In the vertical direction, the front of work, or grips, is divided into tiers with a height of at least 1.2 m. The height of the tier is taken on the basis of creating such working conditions for the worker that contribute to the highest labor productivity.

It prepares plots and grips for the start of work in such a way that all the materials, products and technical means necessary for the start of the process, if possible, are located at the workplace before the start of work.

The time parameters of the construction process determine its execution in time and the total duration, based on the maximum combination, rhythm and flow of individual operations. Time parameters include: duration, binding to a calendar, shifts, duration of individual process operations.

The decisions made are fixed by the model - calendar schedule execution of the process (production of works). The calendar schedule consists of two parts: calculated and graphic. The calculation part contains data on the accepted unit of measurement, the calculated volumes of work, the calculated labor costs for workers and drivers (according to the previously developed calculation of labor costs and machine time), the accepted composition of the link, the calculated duration of the execution of individual processes (operations). In the graphical part, linearly reflected decisions taken on the implementation of individual processes on a time scale (work shifts, hours), as well as the interconnection and combination of their implementation. The time difference between the beginning of the execution of the first process (operation) and the end of the last one determines the total duration of the execution of the process (complex of processes). The calendar chart gives visual representation on the timing of the necessary operations (processes) and total duration construction process for the accepted amount of work to obtain the final product.

INVESTMENT- CONSTRUCTION SPHERE

Tariffspaymentcorpse inconstruction

1. Tariff regulation of wages in construction

Basic the task of tariff regulation of wages is to establish the optimal proportions between the measure of labor and the measure of consumption. Tariff rationing serves the tariff system, which is a set of rules and regulations that ensure the planning of the wage fund in estimates and the differentiation of wages of workers in contractor organizations, depending on the quality and working conditions.

Accounting for the quantity of labor aims to reflect in wages the duration of labor over time, as well as the intensity and intensity of labor per unit of time. The amount of labor is taken into account through technical rationing, which involves the use of time standards, production standards, service standards, from the level of implementation of which, i.e. the amount of payment depends on the degree of intensity of work.

Accounting for the quality of labor reflects its complexity and qualifications of the employee, the conditions in which the labor process is carried out, including the severity and hazard to health. Accounting for the quality of labor, or qualitative differences in labor, has as its ultimate goal the provision of equal pay for equal work, regardless of the specifics of the content of specific types of labor. This goal is achieved with the help of the tariff system as a tool for regulating wages at the production and other levels of personnel management.

One of the fundamental principles of the organization of remuneration is its differentiation, i.e. establishing the necessary differences in the wages of employees, determined by taking into account the quantity and quality of labor expended, the efficiency and results of labor activity.

The tariff system provides differentiated remuneration of employees depending on the following criteria: the complexity of the work performed; working conditions; labor intensity; responsibility and significance of the work performed; natural and climatic conditions for the performance of work.

The tariff system is a set of regulatory documents that regulate payment in various areas: by categories of employees (workers, employees, managers, specialists, technical performers); by professional and qualification groups; by sectors, sub-sectors, industries and activities; by levels of complexity and working conditions; across the territorial regions of the country.

The tariff system includes the main elements with the help of which the tariff conditions for remuneration of employees of enterprises and organizations are formed: tariff scales; tariff rates (rates of remuneration); tariff-qualification reference books; official salaries; qualification directory of positions of employees; as well as the coefficients of regional regulation of wages of employees of budgetary sectors.

The tariff scale is a scale consisting of a certain number of tariff categories, their corresponding tariff rates and tariff coefficients. It is characterized by a range of tariff coefficients - the ratio of tariff rates of extreme categories and tariff coefficients - the ratio of tariff rates of all categories of the tariff scale, reduced to the lowest category or to the average level.

Tariff rate - the specific wages of a worker, which is due to him for the performance of established production tasks in jobs that correspond to his qualifications. In construction, uniform hourly tariff rates were established for pieceworkers and timeworkers.

The Unified Tariff and Qualification Reference Book of Works and Working Professions (ETKS) is a systematized list of works and professions of workers intended for labor rating, including work rating and workers rating.

The billing of work determines the correspondence of work to the professions and qualifications of workers and its assignment to the appropriate pay group, depending on its complexity, nature, working conditions and the characteristics of the given production in which it takes place.

The tariffing of workers is the assignment to workers of each specialty of a certain tariff (qualification) category corresponding to their qualifications.

The system of differentiation of remuneration at enterprises includes various types of surcharges and allowances, including those compensating for additional labor costs of employees in conditions that deviate from normal, as well as taking into account increased labor intensity, surcharges for working at night, on weekends and holidays, allowances, related to the special nature of the work performed, for length of service (continuous work experience), allowances for persons with degrees, titles, special merits, etc.

The tariff part of the wages of an employee today in construction is 60-70% of the nominal (accrued) wages. When determining the remaining amount of wages at enterprises (bonuses, compensation and other payments), tariff regulation methods are applied to a small extent and are calculated on other grounds.

Type, remuneration systems, tariff rates, salaries, bonuses, other incentive payments, as well as the ratio in their amounts between separate categories personnel of specific enterprises (contracting construction organizations) is not regulated by the state, they are determined by them independently and are fixed in collective agreements.

The system of tariff regulation in construction combines all levels of wage management in construction:

determination of the contractual (estimated) amount of funds for wages for the facility (construction project);

Formation of the payroll fund for employees construction organization for the annual program contract work(for the planned period);

Differentiation and organization of wages in the contracting organization by employees (specialties and qualifications), by periods and objects.

Initial salary planning is carried out in the estimated calculations for construction projects based on estimated tariffs and the total labor costs of workers on the project:

3P cm \u003d T cm × 3 slave

where: 3P cm - wages of workers in the estimated cost of building an object, rubles;

T cm - the average (estimated) tariff rate of wages for workers in the estimated calculation for a specific facility, rub./hour-hour;

3 slave - labor costs of workers according to the estimated calculation, h.-hour. Currently, labor costs according to the estimate are determined in a generalized form, without dividing by specialties and qualifications of workers

The purpose of the estimated construction cost planning is to form a full wage fund for the construction project, and tariff regulation in working conditions ensures the differentiation of wages of workers in contract construction organizations.

The principles of continuous planning and compliance of management functions in construction link these tasks into a single system through the wage rates of construction workers. The rule of unity of management functions provides that the actual costs attributed to wages must be equal (or close) to the planned amount of funds for these purposes.

The administrative-command provisions of tariff rationing are preserved by the Gosstroy of the Russian Federation in the Methodological Regulations for determining the amount of funds for wages (MDS 83-1.99). The estimated system recommended by the Gosstroy of the Russian Federation is based on linking the estimated wage rates to the level of the subsistence minimum (poverty level) and to the 1986 tariff scale that is uniform for all construction workers (Decree No. On the improvement of the organization of wages and the introduction of new tariff rates and official salaries"). Until now, the Soviet tariff system of remuneration in construction has remained unchanged, the range tariff scale, tariff coefficients and category classification.

This situation not only does not meet the objectives of market pricing, but its application in practice has led to serious negative consequences in the development of the country's construction complex, the main of which are significant deviations of the planned in the estimates and the actual wages of workers in real construction. As a result of the introduction of administrative recommendations in the construction industry, part of the wages went into the shadow, semi-criminal area of ​​the economy, trust in estimates was lost, and corruption pressure in the industry increased.

The problems of tariff regulation should be considered in unified system wages but separately on two levels: differentiation of wages at the enterprise and estimated planning of the wage fund in contract construction contracts.

At enterprises, tariff systems are set in the organization itself based on its own interests, motivations and capabilities. At the same time, general scientific and methodological principles and rules for constructing tariff scales are used, as well as industry-wide and federal conditions and restrictions on the classification of work and working specialties.

In the estimated rationing, the tariff rates of wages are determined by the agreement of the parties, and the methods for determining the contractual level of rates should take into account both the capabilities of the customer and the needs of the contractor, i.e. should be used modern technique monitoring of the regional labor market.

2. Tariff scales of wages for construction workers

Tariff rationing identifies the following factors of influence (in order of priority) in the construction of the tariff system of remuneration: the average level of wages in the system (absolute value); the structure of the range of wage rates for industry workers; ranking of rates according to the professional composition of workers; differentiation of rates of each specialty by qualification categories.

Diagram 1 shows the main characteristics of the tariff system: the average level and range of tariff rates; the ratio of wages by specialty and category. All indicators are linked to common system tariff regulation of wages in construction, used both for the purposes of planning wages in the estimated cost, and for the distribution of labor costs among contractors in the contractor.

Differentiation of wages at enterprises is carried out in the order established in the reference book (ETKS) - first, workers are divided into specialties and professions, and then, within each specialty, by qualification categories. The tariff system of labor remuneration at the enterprises of the construction industry includes a vertical tariff scale, which organizes the differentiation of wages by working specialties, and a horizontal tariff scale, which specifies the level of remuneration of specialists by qualification categories.

IN market conditions construction is defined as an activity of a civil law nature, where the only legal and legitimate grounds for determining the cost of future construction are the provisions and rules agreed by the parties and enshrined in the contract. In the system of market relations, an agreement between the customer and the contractor on the average wage for a particular project (contractual tariff rates) is a necessary and sufficient condition for solving the main estimated (planned) and production problems wages of workers and employees in the construction of this facility.

Diagram 1

Factors of influence and priorities of the tariff system of remuneration

The main factor influencing the level of wages is the average level of the tariff system. According to the value of the absolute value of the average tariff rate (or average wage), on the one hand, it is possible to determine the estimated amount of wages for workers under the project, on the other hand, the calculated characteristics (tariff coefficients) make it possible to obtain unambiguous values ​​of the planned wage for workers of any specialty and qualification category within the established tariff system.

The next most important influence on the wage level of any worker in construction is the form and structure of the range of the tariff system. The most important parameter of this level of influence is the determination of the ratio between the average level of tariffs and the boundary indicators - the minimum and maximum salary.

The gradation of wages according to working specialties, professions and positions, in today's conditions, is the main parameter of the tariff system of remuneration, the most prone to market influence. It is possible to evaluate the work of workers of different specialties only on the basis of a comparison of the necessity and usefulness of their work in the labor market. This circumstance predetermines the mandatory conduct of a full-fledged market monitoring of wages by profession.

The least influence on the level of wages in the tariff system is provided by the differentiation of wages by qualification categories. The possibilities of the rank grid in changing the level of wages are insignificant, are within the limits of the cost of labor in one specialty and practically do not affect the amount of wages for the construction object as a whole.

However, at present, discharge tariff rates are the main category in determining both the amount of wages in the estimates of the cost of construction, and in the organization of wages in contracting activities.

The traditional model of the tariff system, which has been in force to date, establishes a single wage scale for all professions of workers in construction with a range of 1.8 (the ratio of the maximum and minimum rates).

Such a range in wages determines the egalitarian model of income differentiation of the population, which is applied in the administrative-command system. government controlled, and leads to "equalization" in wages, without stimulating the development of the country's economy. The moderate (market) model assumes a range of incomes of the population in the amount of (6-8): 1, which can be considered as a guideline in determining the range of the modern tariff wage system in construction.

In the planned economy, unified tariff scales for wages were established for all sectors of the national economy. The tariff system of remuneration, specified in the resolution of the Central Committee of the CPSU, the Council of Ministers of the USSR, the All-Union Central Council of Trade Unions of September 17, 1986 No. 1115, is still in force at the present time without change. In the estimated prices of the Gosstroy of the Russian Federation FER-2001 and TER-2001, the wage rates for construction workers are adopted according to this resolution, in which the range of wage differentiation coefficients is - 1.8.

Today, the country uses tariff scales with a large number of digits, for example, the 18-digit Unified Tariff-Qualification Scale for budgetary organizations. Such tariff scales combine the wages of workers, employees, specialists and managers into a common system. Such a system is suitable for centralized distribution and management of wages, but is not acceptable and not possible in civil market relations, for contracting activities in construction, although Gosstroy of the Russian Federation in MDS 83-1.99 strongly recommended an 18-bit grid for construction.

The idea of ​​unifying wage rates for the public sector and for civil law relations at free enterprise enterprises throughout the country as a whole is not new and returns the construction complex to the system of administrative command management, does not correspond to a market economy and directly contradicts the Constitution, Civil and Labor legislation.

The optimal number of categories in the tariff scale, tested in practice in today's conditions and provided with a regulatory infrastructure, is 6-8 categories, traditionally accepted in construction.

When developing branded conditions for remuneration, enterprises have the right to maintain previously developed and existing inter-digit ratios of tariff rates in a 6-digit tariff scale (table 1) or accept any other tariff conditions for remuneration.

Table 1

Tariff digit grids of estimated and regulatory bases in construction

Regulatory indicators		Qualification ranks
1984 (EPER-84)		0,438	0,493	0,555	0,625	0,702	0,79
	Tariff coefficients	1,000	1,126	1,267	1,427	1,603	1,804
1991 (SNiR-91)	Tariff rates (rubles/hour-hour)	0,59	0,64		0,79	0,91	1,06
	Tariff coefficients	1,000	1,085	1,186	1,339	1,542	1,796
2000 (FER-2001)	Tariff rates (rubles/hour-hour)	7,19		8,53	9,63	11,09	12,91
	Tariff coefficients	1,000	1,085	1,186	1,339	1,542	1,796

Enterprises have the right to independently establish any types and systems of remuneration, their differentiation by categories of employees and the appointment of incentive payments depending on the goals of production, staff motivation and financial capabilities of the enterprise.

The problem of differentiation of wages at the enterprise largely depends on the validity of the applied tariff system and, first of all, on the tariff coefficients.

The quality of tariff coefficients is determined by the objectives of the company's remuneration system, staff motivation and objective working conditions. The number and absolute values ​​of the coefficients in the pay scales depend on the following parameters: the range of pay scale coefficients; the number of tariff categories in the grid; forms of change of coefficients in the range.

The range of coefficients is defined as the ratio between the maximum and minimum wage rates in the tariff system adopted at the enterprise. As a rule, the minimum rate in the form of a coefficient is taken as one, hence the value of the range is equal to the maximum coefficient in the tariff scale.

The range of pay scale coefficients basically establishes the degree of wage differentiation between employees of the same specialty (or group of professions) in an enterprise. It is also possible to establish a single tariff scale for all working specialties with a common range of tariff coefficients.

The values ​​of the absolute and relative increase in tariff coefficients are given in the tariff scale in order to analyze it internal structure. At the same time, the relative increase of each subsequent tariff coefficient in comparison with the previous one shows by what percentage the level of payment for work (workers) of this category exceeds the level of payment for work (workers) of the previous category. The magnitude of the absolute and relative increase in tariff coefficients is important for ensuring the correct differentiation of wages for workers, depending on the tariff and qualification category of the work they perform. The degree of increase in tariff coefficients should correspond to the degree of increase in the qualification level of workers assigned to a higher category.

The number of categories in the tariff scale determines the number of categories (levels) for wages between the maximum and minimum wages at the enterprise. A large number of ranks in the production grid (more than 10) makes it difficult for a specialist to advance in the hierarchy of remuneration, and its growth in ranks is insignificant. This reduces the motivation of employees to improve their qualifications and skills. A small number of categories (less than 4) also does not stimulate the employee and makes it difficult to improve the qualification level.

The form of change in the coefficients in the range depends on the tasks that the enterprise solves by differentiating tariff rates and determines the types of tariff scales that differ in the nature of the change in tariff coefficients from category to category.

The most characteristic and representative are the following types of tariff scales:

with a progressive absolute and relative increase in tariff coefficients;

with a constant absolute and regressive relative increase in tariff coefficients;

with a regressive absolute and relative increase in tariff coefficients;

with a progressive absolute and constant relative increase in tariff coefficients;

A graphical representation of the change in tariff coefficients for the variants of tariff scales is shown in Diagram 2.

An analysis of standard forms of tariff scales shows the impossibility practical application type meshes. The high increase in tariff coefficients and, accordingly, the tariff rates of the lower categories, with a decrease in wage growth with the achievement of higher qualifications, does not meet the requirement of a constant increase vocational training personnel.

IN practical activities branded tariff scales are accepted with the characteristics of the diagram between the curves and . The parameters of the tariff coefficients correspond to the indicators of the tariff scale adopted in the estimated and regulatory base for construction in 1984 (Decree of the Central Committee of the CPSU, Council of Ministers of the USSR, All-Union Central Council of Trade Unions dated December 26, 1968 No. 1045), and the parameters for changing the coefficients correspond to the tariff scale adopted in the estimated and regulatory base for construction of 1991- 2001 (Resolution No. 1115 dated 17.09.86).

Diagram 2

Types of tariff scales with coefficients depending on the main parameters of the system

The most simple and understandable in the development and application are tariff scales of the and type, for which we present the complete scheme and formulas for calculating the parameters.

Type 2 - linear dependence of changes in tariff coefficients. Uniform and constant growth of absolute values ​​of tariff coefficients. The value of tariff coefficients by categories (K ρ ) calculated by the formulas:

K ρ \u003d 1 + A × (P-1), A \u003d P max | P min -1,

where: K ρ - tariff coefficient for the category (p) in the tariff scale;

R - number of the current category in the tariff scale;

R min - number of the minimum digit (1);

R max - number of the maximum category in the designed tariff scale.

Type 4 - exponential dependence of changes in tariff coefficients. Uniform relative increase in coefficient values. The cost of increasing qualifications for each subsequent tariff category is calculated according to the principle of compound interest (exponential function). The tariff coefficient for each category (p) in the tariff scale is calculated by the formulas:

The tariff coefficients calculated in this way, for the accepted range - 1.8 in a 6-digit grid, correspond to the coefficients adopted in the 1984 estimate and normative base:

K 6 \u003d 1.125 5 \u003d 1.8; K 5 \u003d 1.6; K 4 \u003d 1.424; K 3 \u003d 1.266; K 2 = 1.125; K 1 = 1.00

For the practical application of tariff scales for differentiating wages in enterprises, an important indicator is the concept of an average category and an average tariff rate. In diagram 2, for the middle of the range in the variant, the skill level corresponds to the third tariff category, in the tariff scale option - to the fourth category, and in the tariff scale of the variant, the middle of the range of coefficients corresponds to the middle of the tariff scale (digit = 3.5).

Thus, when comparing different tariff systems and when forming tariff scales for the purposes of salary planning (estimated tariff scales), it is necessary to focus on the middle of the range, and not on the average tariff rate, as is mistakenly done. The middle of the range and the average tariff rate (middle category) are the same only in grids with a linear dependence.

There can be no categories with fractional indicators in production tariff scales. This is contrary to the concept of division into categories and discrete change and measurement of the level of qualification of personnel.

IN practical work often used are the average wage rates, which can be obtained from the tariff coefficients of the projected tariff scales with reduction coefficients. The reduction coefficient is taken for the average value of the range, and the reduced tariff scale for average wage rates is calculated by dividing the tariff coefficients by the reduction coefficient calculated as the ratio of the tariff rate of the average tariff level construction works on the tariff rates of each category.

3. Tariff wage rates for workers

The tariff rates of workers are the absolute amount of remuneration of labor of various groups and categories of workers per unit of time, expressed in monetary terms, for the fulfillment of labor norms (labor duties). Tariff rates can be used in meters: month, shift, hour. The ratio between these indicators should be taken according to calendar data for the current year or according to averaged data for a number of recent years in the amount of: 1 month = 21.6 shifts = 167 hours (for a 40-hour working week).

It is the tariff rate that determines the wages of workers (for time workers - when determining the amount of payment for hours worked, for piecework workers - when determining piece rates).

The ratio of wages of workers of different specialties (at the minimum or average rate) is established only at the enterprise itself. The procedure for the formation of tariff rates of remuneration for specialties and qualifications is mandatory fixed in the collective agreement.

Tariff wage rates are established for all categories of the tariff system adopted in the organization: for specialties - in the professional tariff scale and for qualifications - in the discharge tariff scale.

The formation of tariff rates of wages for specialties, professions and positions (vertical tariff regulation) is the main element of differentiation of wages for workers in construction.

The tariff coefficients of the vertical wage grid - by profession, are calculated as the ratio of the average wage at the enterprise and the average rates adopted for workers in the relevant specialties.

Table 2 provides a variant of the system of tariff coefficients and the corresponding wage rates for individual specialties of construction workers. The tariff scale for the professions of workers was developed based on public data on job vacancies in St. Petersburg in 2006.

table 2

Table of firm tariff coefficients and rates by specialties of construction workers

Name of working specialties	Tariff coefficients	Wage, RUB/month
Construction workers - total average	1,00	12500
including:
Fitter	1,13	14125
asphalt concrete worker	1,55	19375
concrete worker	1,08	13500
Waterproofer	1,56	19500
Giprochnik	1,49	18625
Loader	0,73	9125
Painter	0,97	12125
	1,24	15500
	1,18	14750
Installer for the installation of steel and reinforced concrete structures	1,22	15250
Finisher station wagon	1,28	16000
Plasterer	1,32	16500
Electric and gas welder	1,10	13750
electrician	1,10	13750
Construction electrician	0,83	10375

The average salary of construction workers by specialty is taken (conditionally) for the average salary of the 1st construction worker in the organization (fixed in the collective agreement) in the amount of 12.5 thousand rubles per month. The average salary of a construction worker includes payments from all systemic sources of wages (excluding taxes) in the organization at the beginning of the planning period.

If there is a tariff scale for professions (a vertical of tariff rates) and an average (calculated) wage rate for an organization established at any time, tariff rates for professions are determined automatically by multiplying the average rate by tariff coefficients.

Determination of wage rates by categories (horizontal of tariff rates) in the corporate tariff system consists in multiplying the value of the tariff rate (minimum or average) for the profession by the corresponding tariff coefficients for qualification categories.

Table 3 calculates the current tariff rates of wages for the category system of the estimate base of GESN-2001 based on the current average wage of one worker - 12.5 thousand rubles per month.

Table 3

Tariff rates of wages according to the digit grid of the estimated regulatory base GESN-2001

Indicators of the discharge system of remuneration	Qualification ranks
Tariff coefficients (to the 1st category)	1,000	1,085	1,186	1,339	1,542	1,796
Tariff coefficients (to the average, 4th category)	0,75	0,78	0,85	1,00		1,28
Tariff rates (rubles/hour-hour)	56,14	58,38	63,62	74,85	82,34	95,81
Tariff rates (rubles/hour-month)	9400	9750	10600	12500	13750	16000

Tariff rates are set for each tariff and qualification category on average for all construction workers or individually for each construction specialty.

The size of the tariff rate of the first category cannot be lower than minimum size wages provided for by federal law.

At enterprises of any form of ownership, the value of tariff wage rates differentiated by profession and category depends, first of all, on financial condition enterprises and is set individually in accordance with the accepted tariffs in the collective agreement or in contracts with employees.

4. The procedure for the development of branded tariff conditions for remuneration of workers

The development of tariff conditions for remuneration at a particular enterprise consists of several interrelated stages:

1. Determining the level of average wages in the contractor for the planned period;

2. Formation of tariff coefficients for specialties (vertical wage rates);

3. Development of a grid of tariff coefficients for qualification categories - categories (horizontal rates);

4. Calculation of basic wage rates;

5. Verification and control of the developed proprietary system tariff payment labor.

1. The average level of remuneration of construction workers in contractor organizations is set at the level achieved in the previous period and taking into account the current and future capabilities of the organization in labor costs.

The average level of wages is determined on the basis of reporting materials on actual data, the provisions of the collective agreement and the prospects for the development of the enterprise, its economic and financial condition.

The average current tariff rates calculated on the basis of the actual data on remuneration for the previous period include the costs of all systemic types of remuneration in a construction organization. Current wage prices are wage fund rates (payroll for workers) that combine tariff, bonus and compensation payments of wages for workers in construction.

The average level of tariff rates in absolute terms is taken into account taking into account the ratios of the tariff and over-tariff parts of the company's remuneration system that have developed in the organization. When determining the average tariff rate for an organization, it is advisable to focus on the optimal share of the tariff in wages for the current level - about 60-80%, with its subsequent increase to the pan-European standard (at least 90%). The tariff part of the average wage becomes the base rate for differentiating the wages of workers in the organization.

In this example of designing a corporate wage system, the base tariff rate is set in the organization based on the planned average wage of workers for the planning period and the level of the tariff part in total amount wages. In the example of calculating the corporate system, the average salary is taken in the amount of 12.5 thousand rubles. per month, and the ratio of tariff and bonus parts of wages is set as 80 and 20%. The base rate of the company's tariff wage system is 10.0 thousand rubles. per month (12.5 × 0.8 = 10.0).

2. Tariff ratios of wage rates for specialties are established at the enterprise by groups of professions. The list of specialties and their grouping are individual for organizations and are established in the personnel management system based on the main production tasks.

The tariff ratio of wage rates for specialties is calculated by the ratio accepted size these rates and the average wages of workers in the organization (tariff part) for the planned period.

As a calculation example, the data of the professional tariff scale presented in Table 2 are taken, according to the data of regional monitoring of the labor market.

3. Tariff coefficients according to the level of qualification (ranks) are developed in the company's tariff scale of remuneration in accordance with the tasks to be solved and the requirements for personnel.

In practice, it is possible to expand the existing 6-digit grid by adding new categories of the minimum and maximum wage levels with the formation of an 8-digit grid.

It is also recommended to increase the range of tariff coefficients in company tariff scales by category from 1.8 in the traditional grid to 3.0-4.0 in real conditions of wage differentiation in contractor organizations. Variants of such branded tariff scales are presented in Diagram 3.

The tariff grid reflects a power-law dependence of the growth of tariffs by categories, the grid is a linear dependence. In branded tariff systems, it is recommended to use tariff scales of the type .

Such a construction of a proprietary tariff scale - the addition of up to 8 digits while maintaining the 6-digit part of the traditional form and a range of coefficients equal to four, allows:

use general rules calculation of coefficients for unskilled workers (who have not passed certification);

payment for the advanced skills of a specialist can be taken into account at the rates of the tariff system, and not in a subjective bonus form.

According to the calculated data, a proprietary grid of tariff coefficients for the qualification categories of construction workers is being developed.

table 4

Grid of firm tariff coefficients for the qualification categories of construction workers

Indicators	Discharges
6 bit grid					IV-cp
8 bit grid					5-Wed
Tariff coefficients of the 6-digit system (to the minimum rate - 1 category)		1,00	1,38		2,63	3,63	5,00
Tariff coefficients of the 8-digit system (to the average rate - 5-digit)	0,27	0,38	0,52	0,72	1,00	1,38

Diagram 3

Branded tariff scales by qualification categories of wages

The average digits for tariff scales are taken for the middle of the range (according to diagram 3) with rounding to the nearest whole digit, because in industrial tariff regulation, the fractional value of the discharge does not make sense.

Digits 2-7 of the corporate tariff scale correspond to the categories I - IV the traditional grid and the current characteristics of jobs and working professions in the ETCS, which allows them to be used without changes.

Category 1 of the branded 8-digit grid (for unskilled workers) makes it possible to include apprentices, trainees and, most importantly, "guest workers" - hired workers from other regions and foreign construction workers who do not have building licenses in the system of tariff regulation of wages. The level of the rate of an unskilled worker is set independently by the enterprise and is within 0.5-0.7 of the wages of a skilled worker I -th category according to ETKS.

The highest category in the proposed tariff scale is assigned individually to highly qualified craftsmen in their specialty. The level of such tariff rates is set outside the formula for calculating the coefficients for the remaining categories.

4. Calculation of tariff rates of wages for the current period for a worker of any specialty (s) and any qualification (p) is determined in the projected company tariff system according to the formula:

T s. R. \u003d T bases × K c × K p × K d,

where: T cf - the tariff rate of a worker in the specialty (c) of the category (p), rub./hour-month;

T bases - the base wage rate is the organization's average wage of workers for the planned period, rubles per hour-month;

K s - coefficient of the tariff scale by specialties, is taken according to table 2;

K r - the coefficient of the digit tariff scale, is taken according to the data of table 4 (for the 8-digit scale);

K d - coefficient that takes into account additional wages according to the systemic conditions of remuneration (stimulating and compensating payments).

Coefficient (K d) allows you to adjust and include in the tariff rates of the proprietary system additional payments according to the specific working conditions of individual specialists, for whom allowances are established by the administration of the enterprise. For example, the calculated rates are applied for time workers, and for piecework workers a multiplying factor of 1.07 is introduced (7% is half the increase in the coefficients of the tariff scale). B coefficient (K d) you can include allowances for work in heavy and harmful conditions, work at height, allowances for mobile and mobile conditions for the production of work, etc.

In the example of calculating the corporate tariff system of remuneration, a base rate of 10 thousand rubles was adopted. and the tariff coefficients of tables 2 and 4 were used. For the 1st category (unskilled workers) and the 8th category (highly skilled workers), tariff rates are calculated for all specialties at the same level based on the characteristics of the digit grid according to diagram 3.

Based on the accepted initial data, a proprietary tariff system of remuneration is being developed (Table 5) for normal conditions for the production of construction work without stimulating and compensating wage payments.

Table 5

An example of a proprietary tariff system for remuneration of construction workers

Name of professions	Odds but professions	Qualification ranks
Odds by category	1,00	0,27	0,38	0,52	0,72	1,00	1,38	1,90	2,60
Fitter	1,13	2700	4294	5876	8136	11300	15594	21470	26000
asphalt concrete worker	1,55	2700	5890	8060	11160	15500	21390	29450	26000
concrete worker	1,08	2700	4104	5616	7776	10800	14904	20520	26000
Waterproofer	1,56	2700	5928	8112	11232	15600	21528	29640	26000
Giprochnik	1,49	2700	5662	7748	10728	14900	20562	28310	26000
Loader	0,73	2700	2774	3796	5256	7300	10074	13870	26000
Painter	0,97	2700	3686	5044	6984	9700	13386	18430	26000
Installer of internal sanitary systems	1,24	2700	4712	6448	8928	12400	17112	23560	26000
Installer of external pipelines	1,18	2700	4484	6136	8496	11800	16284	22420	26000
Assembler of steel and reinforced concrete structures	1,22	2700	4636	6344	8784	12200	16836	23180	26000
Finisher station wagon	1,28	2700	4864	6656	9216	12800	17664	24320	26000
Plasterer	1,32	2700	5016	6864	9504	13200	18216	25080	26000
Electric and gas welder	1,10	2700	4180	5720	7920	11000	15180	20900	26000
electrician	1,10	2700	4180	5720	7920	11000	15180	20900	26000
Construction electrician	0,83	2700	3154	4316	5976	8300	11454	15770	26000

5. Verification of the developed proprietary tariff system for regulating wages at the enterprise includes the following work:

- verification of the minimum rate in the company's tariff system for the allowable minimum wage in the given territory;

- checking the compliance of the normative payroll fund (according to the tariff and bonus systems) and the total wages in the estimates for the contract work program of the planned period.

In accordance with the current legislation, the minimum wage of an employee at an enterprise cannot be lower than the subsistence level of the able-bodied population in a given territory. The lower level of tariff wages in the corporate grid is 2,700 rubles per month. Taking into account bonus and compensation payments, the total salary of a low-paid unskilled worker will be 3,375 rubles (2,700/0.8 = 3,375), which exceeds the subsistence level of the able-bodied population in the region for this period - 3,334 rubles per hour-month.

The adopted corporate procedure for wage differentiation should correspond with the planned wage fund for construction workers at the enterprise, which is determined by multiplying the base wage rate by the number of workers and the working time fund in the planning period. The normative payroll fund of the enterprise is compared with the estimated wages for the facilities included in the program of contract work for the planned period.

V. Grunstam

The main task of technical rationing is the development of technically sound production standards that would correspond to the state of the art and reflect the best practices of builders. The norms show how much and what kind of labor, how much machine time is spent on mechanisms. How much and what materials are required to perform a particular work on construction. In order for the norms to be technically sound and progressive, i.e. corresponding to the modern level of production, technical regulation is carried out by monitoring the implementation of construction work, in the conditions of correct production organizations, the use of advanced methods of labor and use modern means production. The norms serve to determine the cost of labor in its rational organization, identify the need for construction machinery and equipment, calculate the required number of workers and wage funds, draw up productive tasks (orders) for workers, as well as schedules, projects for the production of work. Every year certain progressive changes take place in construction: construction sites receive more and more mechanisms and machines, more and more new building materials are introduced, the technology of construction processes is improved, and the technical level of workers rises. An indispensable condition for the correct organization and systematic increase in wages is the outstripping growth of labor productivity in comparison with the growth of wages. The basis for the organization of wages in construction, along with technical regulation, are the tariff system and rational forms of remuneration. The tariff system serves to determine the wages of workers in construction, depending on the complexity of the work they perform, taking into account the difference between heavy and light work. The main elements of the tariff system are: tariff scale, tariff-qualification guide and hourly tariff rates. The pay scale is a scale of ratios (coefficients) of the labor of workers of various categories. The tariff-qualification guide defines the categories of work in construction, and also, depending on this, the qualifications, i.e. the categories of workers necessary to perform these works. The tariff-qualification guide serves as the main document for establishing the correct ratios of wages for workers of different professions and qualifications. Hourly tariff rates - in accordance with the six-digit tariff scale, the following tariff rates are established that determine the amount of wages per unit of time (hour) with an 8-hour working day.

Technical regulation is a scientific system for researching consumption production resources to establish settlement standards and conditions for their application.

Normalization tasks:

Establishment of technically justified standards for manual and mechanized processes;

study of advanced methods of labor organization with a view to their generalization and mass implementation;

· Identification and reduction of losses of working time, i.e. identification of conditions conducive to improving the organization of labor.

Technically justified norm- this is a norm established taking into account the technical, technological and organizational capabilities of production.

Technically sound standards take into account three categories of labor costs:

main works;

preparatory and final work;

scheduled breaks.

The main work includes all work operations that are directly related to the implementation this process and the creation of certain building products.

The preparatory and final works include: obtaining a task, materials, tools; taking care of the workplace during the shift and at its end; acceptance of cars at the beginning of the shift.

Scheduled breaks - the time required for short-term rest and personal needs, as well as time for unrecoverable technological breaks (airbrush refueling, etc.).

Norm- the amount of time or resources (materials, water, energy, steam, compressed air, labor costs) that must be spent on performing a unit of work or a unit of finished product.

Norms are established by the following methods of observation: photo accounting, timing, technical accounting, photography of the working day.

Photo accounting- the main method used to record the time spent by all mechanized and manual processes over a certain period of time. Time accounting accuracy from 5 seconds to 1 minute. As a result of photo accounting, the standard duration of work processes is established. Photo accounting can be individual and group.

Timing– characterized by a high accuracy of accounting for the cost of working time 0.2 – 1 second. It is used to determine the duration of elements of the cost of working time that repeat in a certain sequence.

Technical accounting of time (technical accounting) used to determine the level of performance of production standards, that is, they check the current standards. Observation is carried out throughout the working day at the work of 2 - 3 teams with an accuracy of 5 - 10 minutes. According to the results of the audit, deviations from the norms are established.

Work day photo- a way to study all elements of the cost of working time by continuous monitoring during the shift with an accuracy of 1 minute. It is applied for:

Determining the workload of working hours;

Establishing the size and causes of loss of working time;

Determining the level of implementation of existing standards and the reasons for their non-compliance;

Studying the best practices of labor organization;

Definition of the structure of working time;

Determination of the required number of workers.

Norm of time (N vr)- the established amount of working time required to perform a unit of high-quality products by workers of the appropriate profession and qualifications, working under normal conditions of labor organization and production. Hvr is expressed in man-hours per unit of product measurement - man-hour / unit. rev.

Norm of machine time (N mach.vr)- the established amount of machine time required for the manufacture of a unit of high-quality products by a machine designed to perform this type of work and controlled by a driver of appropriate qualifications, operating under normal conditions of labor organization and production. H mash.vr is expressed in mash.-hour / unit of measure.

Production rate- the amount of high-quality products that must be manufactured per unit of time (hour, shift) by a link of workers of the corresponding profession and qualifications, working under normal conditions of labor organization and production.

The relationship between the norm of time and the norm of production can be expressed as follows:

where: T is the length of time in hours for which the production rate is calculated; K is the number of workers in the link.

The normative productivity of the machine is the amount of high-quality products that the machine should produce per unit of time (hour, shift) with its efficient use and proper organization of the mechanized process.

The relationship between Nmach.vr and its standard performance P n has the expression:

The consumption rates of materials, electricity and other resources characterize their required quantity for the manufacture of a unit of output or a unit of work.

The development of norms is carried out by regulatory research stations. Technical standards are approved by the State Committee of the Council of Ministers for Construction and Architecture and are uniform and mandatory for general application. ENiR - Uniform norms and prices.

ENiRs take into account not only operational labor costs for the performance of work, but also include a reasonable amount of expenses for rest, preparatory and final work (study of drawings, preparation and cleaning of the workplace, etc.) necessary for normal work during the shift.

Each paragraph of the ENiR contains:

· brief description used machines;

brief instructions for the production of work;

Scope of work (list of operations);

The composition of the link of workers by profession and category;

· nrmu time and price per unit of measurement of this product.

The content of the ENiR paragraph may vary depending on the work for which the norms are given. If the conditions for the production of work deviate from the norms provided for in the paragraph, correction factors and other additional information are given in the annexes to them. In addition, in the general part, coefficients for norms and prices are given for all UNiRs, taking into account in which temperature zone the construction site is located and to which group of works the work performed is assigned.

When new works appear that are not covered by the ENiR, departmental and local time standards (VNiR, MNIR) are drawn up.

Labor productivity have the ability specific labor create a certain amount of products per unit of time, i.e., it characterizes the level of fulfillment of production standards or time standards and is expressed in%.

Labor productivity in construction is measured by three main methods: cost, natural and standard.

cost method – production (its quantity) is taken into account at the estimated cost or contract price.

natural method allows you to determine the output in physical terms (m 3 of masonry, tons of structures, etc.) or in units of measurement of the final product (m 2 of living space, etc.).

Normative method shows the ratio of actual labor costs to labor costs relying on the norm.

Labor intensity- the amount of working time required to perform a given amount of work.

Where: - the amount of work in units of measure for which is given.

The main theoretical, methodological and practical provisions of the discipline are considered on the basis of its curriculum for secondary vocational education. Nevertheless, the textbook can be used by students of other educational institutions, as well as managers and specialists of production and technical services of customers (investors), construction and design organizations.
For students of secondary special educational institutions.

THE VALUE OF THE INDICATOR OF LABOR PRODUCTIVITY.
Labor productivity characterizes efficiency (productivity, fruitfulness) production activities people, determined on the basis of the quantity of goods and services created by an employee per unit of time, or the amount of time spent on the production of a unit of output. It is customary to calculate labor productivity by the number of products (works, services) produced for a certain period of time (hour, shift, quarter, year).

Indicators of labor productivity at an enterprise in construction are the output per worker (worker) in rubles and the labor intensity of manufacturing a unit of output in hours. Output is determined by the amount of products produced by an employee per unit of working time, and labor intensity is determined by the cost of working time per unit of output (work, services). The output of enterprises is valued in value terms, but can be measured in kind.

TABLE OF CONTENTS
Introduction
SECTION I LABOR REGULATION
CHAPTER 1 ESSENCE AND CONTENT OF TECHNICAL REGULATION OF LABOR
1.1. Formation and development of the production management process
1.2. The value of labor productivity indicator
1.3. Organizational structure enterprises
1.4. Classification production processes
1.5. The state of the organization of labor rationing in the past
1.6. Current state organization of labor rationing in construction
1.7. Characteristics of production processes in construction
CHAPTER 2 PRINCIPLES AND METHODS OF TECHNICAL REGULATION OF LABOR
2.1. Goals and objectives of technical regulation of labor
2.2. The content of technical regulation of labor in construction
2.3. Types and classification of working time costs that determine the composition of technically sound norms
2.4. Methods of technical regulation
2.5. Organization of normative work
2.6. Types of collections of production standards
CHAPTER 3 REGULATORY OBSERVATIONS
3.1. Observation method using photoaccounting
3.2. Methods of normative observations using timing
3.3. Technical accounting method
3.4. The method of normative observations using a photograph of a working day
CHAPTER 4 DESIGN LABOR RATES
4.1. Processing the results of normative observations
4.2. Development of time standards for the use of construction machines and workers serving them
4.3. Designing norms for manual processes
test questions
Literature
SECTION II PAYMENT
CHAPTER 5 BASIC CONDITIONS FOR THE ORGANIZATION OF WAGES
5.1. Stages of formation of scientific views on wages
5.2. Theoretical basis wages
5.3. Main legislative acts and regulations payroll
5.4. Principles according to which normative legal acts in the area of ​​wages
5.5. Conditions and procedure for establishing the remuneration of employees budget institutions
5.6. Methodological bases for establishing the amount of wages for workers in modern conditions
5.7. Allowances, additional payments and bonuses to the tariff part of the wages of workers in construction
5.8. Determining the level of professional training of employees
5.9. Forms of remuneration
5.10. Composition of the wage fund and social payments
5.11 Compiling labor and payroll calculations
5.12. The order of registration of a chord outfit
5.13. Payroll for team members
5.14. The procedure for calculating the average wage
test questions
Literature
SECTION III DESIGN-ESTIMATE PRICE FORMATION IN CONSTRUCTION
CHAPTER 6 BASIC DESIGN OF BUILDINGS AND STRUCTURES
6.1. Distinctive features building complex
6.2. Composition and grouping of capital investments
6.3. Purpose and content of design
6.4. Composition project documentation
6.5. Determining the scope of construction work
6.6. General requirements on the calculation of labor intensity in the development of a project for the organization of construction and a project for the production of works
6.7. Examination of project approval and tender procedure
CHAPTER 7 ESTIMATE PRICING IN CONSTRUCTION
7.1. Content and value of the price in the market conditions
7.2. Industry specifics of estimated pricing
7.3. Normative base pricing in construction
7.4. The content of the current estimated standards in construction
7.5. Unit rates for contract work
7.6. Overhead and Estimated Profits
7.7. Methods for determining the estimated cost of construction at the current price level
7.8. Methodology for the formation of funds for the remuneration of workers in the estimated cost of contract work
7.9. Composition and forms for determining the estimated cost
7.10. Estimated prices as an element of construction management
test questions
Bibliography.

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