Rationing of labor in construction. Features of the regulation of labor in construction

Corpse payment rates in construction

Tariff regulation of wages in construction

The main objective of tariff regulation of wages is to establish optimal proportions between the measure of labor and the measure of consumption. Tariff regulation serves the tariff system, which is a set of rules and regulations that provide for planning the wage fund in estimates and differentiating wages of workers in contractors, depending on the quality and working conditions.

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

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 severity and harmfulness 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 using 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. the establishment of the necessary differences in the wages of workers, determined by taking into account the quantity and quality of labor expended, efficiency and results of labor activity.

The tariff system provides differential pay for 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 by which payment is regulated in various areas: by categories of workers (workers, employees, managers, specialists, technical executors); by professional and qualification groups; by industries, sub-sectors, industries and activities; by levels of difficulty and working conditions; by territorial regions of the country.

The tariff system includes the main elements by which tariff conditions for remuneration of employees of enterprises and organizations are formed: tariff networks; tariff rates (wage rates); tariff qualification directories; salaries; qualification directory of employees; as well as the coefficients of the regional regulation of wages of employees of budget sectors.

The tariff grid 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 the extreme categories and tariff coefficients — the ratio of tariff rates of all categories of the tariff grid reduced to the lower category or the average level.

Tariff rate - the specific wage of the worker, which is due to him for the fulfillment of established production tasks at work corresponding to his qualifications. In construction, uniform hourly tariff rates were set for work-makers and time-workers.

The Unified Tariff and Qualification Handbook of Jobs and Workers (ETKS) is a systematized list of jobs and workers 'professions designed for labor tariffs, including work tariffs and workers' tariffs.

The tariffing of works determines the conformity of work to professions and the qualifications of workers and their assignment to the corresponding payment group, depending on its complexity, nature, working conditions and characteristics of the production in which it proceeds.

Billing of workers is the assignment of a specific tariff (qualification) category to the workers of each specialty, corresponding to their qualifications.

The system of differentiating labor remuneration at enterprises includes various types of surcharges and allowances, including compensating for additional labor costs of workers in conditions deviating from normal, and also taking into account the increased intensity of labor, surcharges for working at night, on weekends and holidays, allowances, associated with the special nature of the work performed, for length of service (continuous work experience), allowances to persons with academic degrees, ranks, special merits, etc.

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

The type, system of remuneration, the size of tariff rates, salaries, bonuses, other incentive payments, as well as the ratio in their sizes between certain categories of personnel of specific enterprises (construction contractors) are not regulated by the state, they are determined independently and are fixed in collective agreements.

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

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

Formation of a wage fund for workers of a construction company for the annual program of contract work (for the planning period);

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

The initial planning of wages is carried out in the estimated calculations for construction projects on the basis of estimated tariffs and the total labor costs of the project workers:

3P cm \u003d T cm × 3 slave

where: 3P cm - the wages of workers in the estimated cost of the construction of the facility, rubles;

T cm - the average (estimated) tariff rate of remuneration of workers in the estimated calculation for a specific object, rubles / hour-hour;

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

The purpose of the estimated planning of construction costs is the formation of a full wage fund for the construction project, and tariff regulation in the production environment ensures the differentiation of workers' wages in construction contractors.

The principles of continuous planning and the matching of management functions in construction link these tasks into a single system through the tariff rates of wages for construction workers. The rule of unity of management functions provides that the actual costs allocated to labor remuneration should be equal (or close) to the planned amounts of funds for these purposes.

Administrative and command provisions of tariff regulation are kept by the State Construction Committee of the Russian Federation in the Methodological Provisions for Determining the Amount of Means for Remuneration (MDS 83-1.99). The estimated system recommended by the Gosstroy of the Russian Federation is based on the binding of estimated wage rates to the subsistence level (poverty level) and to the 1986 uniform tariff schedule for all construction workers (Decree No. 115 of the CPSU Central Committee, Council of Ministers of the USSR, All-Union Central Council of Trade Unions of September 17, 86 No. 1115 “ On improving the organization of wages and introducing new tariff rates and official salaries ”). Until now, the Soviet tariff system of remuneration in construction has remained unchanged, the range of the tariff grid, tariff coefficients and discharge classification have been preserved.

This situation not only does not meet the objectives of market pricing, but its practical application has led to serious negative consequences in the development of the country's building complex, the main of which are significant deviations of the planned workers and the actual wages of workers in real construction. As a result of the introduction of administrative recommendations in the construction sector, part of the salary went into the shadow, semi-criminal area of \u200b\u200bthe economy, confidence in estimated estimates was lost, and corruption pressure in the industry intensified.

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

At enterprises, tariff systems are installed in the organization based on its own interests, motivations and opportunities. In this case, the general scientific and methodological principles and rules for the construction of tariff networks are used, as well as industry-wide and federal conditions and restrictions on the classification of works and workers.

In the estimated standardization, wage rates are determined by agreement of the parties, and 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. A modern methodology for monitoring the regional labor market should be used.

The basic theoretical, methodological and practical provisions of the discipline on the basis of its curriculum for secondary vocational education are considered. 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 specialized educational institutions.

VALUE OF LABOR PRODUCTIVITY INDICATOR.
Labor productivity characterizes the effectiveness (productivity, fruitfulness) of people's production activity, determined on the basis of the quantity of goods and services created by the employee per unit of time, or the amount of time spent on the production of a unit of production. It is usually customary to calculate labor productivity by the number of products (work, services) produced over a certain period of time (hour, shift, quarter, year).

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

TABLE OF CONTENTS
Introduction
SECTION I LABOR STANDARDS
CHAPTER 1 ESSENCE AND CONTENTS OF TECHNICAL NORMATION OF LABOR
1.1. Formation and development of the production management process
1.2. The value of labor productivity
1.3. Organizational structure of enterprises
1.4. Classification of production processes
1.5. The state of the organization of labor standards in the past
1.6. The current state of the organization of labor standards in construction
1.7. Characterization of production processes in construction
CHAPTER 2 PRINCIPLES AND METHODS OF TECHNICAL NORMATION 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 costs of working time that determine the composition of technically sound standards
2.4. Methods of technical regulation
2.5. Organization of normative work
2.6. Types of collections of production standards
CHAPTER 3 CONDUCT OF REGULATORY OBSERVATIONS
3.1. Method of observation using photo accounting
3.2. Methods of normative observations using timekeeping
3.3. Technical accounting method
3.4. Method of normative observations using photographs of the working day
CHAPTER 4 DESIGN OF STANDARDS OF LABOR COSTS
4.1. Processing the results of regulatory observations
4.2. Development of time standards for the use of construction machines and their workers
4.3. Design standards for manual processes
Control questions
Literature
SECTION II PAYMENT
CHAPTER 5 BASIC CONDITIONS OF THE WAGES ORGANIZATION
5.1. Stages of formation of scientific views on wages
5.2. The theoretical basis of remuneration
5.3. Basic laws and regulations on remuneration
5.4. Principles in accordance with which regulatory legal acts in the field of remuneration are adopted
5.5. Conditions and procedure for establishing remuneration for employees of budgetary institutions
5.6. Methodological foundations for determining the wage of workers in modern conditions
5.7. Increases, surcharges 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. The composition of the payroll and social benefits
5.11 Calculation of labor costs and wages
5.12. The order of registration of the chord outfit
5.13. Payroll calculation
5.14. The procedure for calculating average wages
Control questions
Literature
SECTION III DESIGN AND ESTIMATED PRICING IN CONSTRUCTION
CHAPTER 6 BASES FOR DESIGN OF BUILDINGS AND STRUCTURES
6.1. Distinctive features of the construction complex
6.2. The composition and grouping of capital investments
6.3. Purpose and content of the design
6.4. The composition of the design documentation
6.5. Determination of the volume of construction work
6.6. General requirements for calculating the complexity of the development of the project of the organization of construction and the project of work
6.7. Examination of project approval and tendering procedures
CHAPTER 7 ESTIMATED PRICING IN CONSTRUCTION
7.1. The content and value of prices in a market
7.2. Industry specifics of estimated pricing
7.3. The regulatory framework for pricing in construction
7.4. The content of the current estimated standards in construction
7.5. Unit prices for contract work
7.6. Overhead and Estimated Profit
7.7. Methods for determining the estimated cost of construction at the current price level
7.8. Methodology for the formation of funds for wages 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
Control questions
List of references.

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Plan

Introduction

Chapter 1. The essence, functions, content, objectives and the value of labor standards in construction

1.1 the emergence and development of labor standards

1.3 the Value, objectives and principles of labor standards

Chapter 2. Organization of labor of construction workers

2.1 Specialized and integrated teams

2.2 the essence of the tariff regulation of labor in construction

2.3 the Use of working time and rationing of manual and mechanized construction and installation works

Chapter 3. Forms and systems of remuneration in construction. Occupational Safety and Health

3.1 Remuneration and bonuses in construction

3.2 Labor protection in construction

Conclusion

List of references

Introduction

Under the organization of construction is understood ensuring the most rational interaction of performers equipped with means of production, with the aim of timely commissioning of facilities with high quality of work and their lowest cost.

Organization of labor in construction - this is a rational relationship within the workplace or working area of \u200b\u200ball the material elements of production for the optimal use of working time, means of mechanization and material resources, a systematic increase in labor productivity and high quality work.

The object of the organization of labor at work place is the process of direct interaction of the worker with the means and objects of labor. This process acts as a certain kind of labor, the characteristic features of which are determined by the means of production used, technology and objects of labor.

The labor process is carried out on the basis of existing equipment and production technology. But labor rationing does not study all the elements of the production process and their interaction. Object of study is labor as an expedient human activity. The issues to be resolved during the regulation of labor in a construction enterprise include: technological specialization, the organization of labor in time and space, the organization of management. Their solution is connected with the laws governing the functioning of labor, its constituent parts for the production units of the enterprise.

Technological specialization involves the division of labor within a construction enterprise, which is based on the division of the technological process at the production stage, combining several technically interrelated processes.

The theme of this course is study of the peculiarities of labor standards in construction.

In recent years, radical shifts have occurred in the socio-political and economic life of the country. The course of reforms has radically transformed the social and labor sphere.

In the context of growing economic and social difficulties, the problems of people's attitudes to work, increasing labor efficiency and the quality of working life are becoming more and more relevant . At the same time, the issues of scientific organization and labor standards are becoming especially important. It is necessary to significantly improve the rationing of all production resources, systematically review obsolete and introduce progressive standards that correspond to the current level of technology, technology, organization of production and labor.

The purpose of the course work - find out how the creation of working conditions, the forms of its organization and the establishment of labor standards in construction will achieve the maximum effect at the minimum cost of both living and materialized labor.

To achieve this goal, the following tasks:

analysis of literary sources on a given topic;

the establishment of the relationship between various aspects of labor and its effectiveness in construction;

formation of conclusions.

To solve the tasks were applied methods generalizations and comparisons.

Chapter 1.The essence, functions, content, objectives and meaning of normalaboutlabor in construction

1.1 the emergence and development of labor standards

Labor rationing - a social phenomenon. It is generated by the development of production and science and is subject to the objective economic laws of the mode of production on the basis and within which it is carried out. Throughout the history of pre-capitalist forms of economic relations, the simplest form of establishing costs has been used - a lesson. A lesson is a norm that must be completed in a certain period of time. The value of the given lesson was based on individual work experience and often took shape spontaneously I. Morozov. Scientific organization and regulation of labor in construction enterprises. Donetsk “NEDRA" 1994 from - 111..

The development of the manufactory caused such an organization of production in which the technological process of creating products turned from an individual into a collective process. It was divided between a large number of performers into partial (working) processes. The division of labor made it necessary to establish lessons for certain types of work, for professions of workers. Ensuring the continuity of the production process required the coordination of labor productivity of individual jobs and their subordination to a single pace of work.

The first documents on labor standards in the field of construction in our state date back to 1843.The published “Boundary Regulation for all work in general carried out in fortresses, civil buildings and hydraulic structures” was the first generalization of work experience. In the “Lesson Regulation” the conditions for determining the lesson were formulated: the physical strength of the worker; degree of skill to work; number of workers per day.

In the process of developing the capitalist mode of production on the basis of the machine industry at the end of the 19th century. prerequisites were created for the emergence of technical regulation of labor. Its founder was F. Taylor. He set the task of establishing a lesson on the basis of engineering calculation in a detailed study of labor processes by elements (analytical method). The division of the labor process into its component parts (operations, techniques) allowed him to find such a combination of techniques that made it possible to perform work with the highest labor productivity. Until 1918, the “Urochitelnoe Provision” continued to operate. In 1909, M. M. writes about the labor productivity of workers in the construction industry. Protodyakonov in the article “Mason's Productivity”. In the conditions of manual labor with the use of primitive tools, labor productivity was significantly low. The goal is to present the labor productivity of a worker as a function of a number of factors, i.e. in the form of a formula by which you can set the norm for any specific conditions. M.M. Protodyakonov, and after 1909, returned to the question of rationing construction work.

In modern conditions, a new system of labor standards based on the provisions of:

Labor standards should be established on the basis of scientific data, taking into account the progress of technology;

The production of maximum products with minimum labor costs should not be achieved on the basis of excessive intensification of labor and worsening working conditions;

All our achievements in the field of labor organization and rationalization of production must be reflected in labor standards;

It is necessary to involve the working people themselves in the work of setting labor standards in order to use their experience and creative energy A. Antonov Dinges E.V. Petrov Yu.N. under. Re. Garmanova E.N. Construction. Organization, Planning, Management M. 1998. s - 53..

Rationing of labor in construction has become the basis of piecework wages, a means of measuring the labor of individual workers and regulating wages within the enterprise.

The essence of labor standards - the establishment of an objective amount of time spent in specific conditions. For various types and nature of useful labor, these costs are expressed in labor standards: rate of time, rate of production, rate of service, rate of productivity of equipment, standard number of employees.

People in practical activities to create value for money always deal with concrete useful labor. Therefore, the subject of labor standards is the process of specific useful labor, i.e. Conscious, purposeful activity of a person to create the use values \u200b\u200bnecessary for him to live.

The main functions of labor standards are distribution according to work, scientific organization of labor and production, production planning, assessment of the labor activity of individual workers and collectives, which serves as the basis for moral and material encouragement and dissemination of best practices.

Production planning should be improved, but for this it is necessary to know exactly the size of all elements of the production process and have a reliable tool for measuring them. Such a tool can only be the labor rate, objectively determining the necessary costs of production (or work) for specific conditions. Consequently, the rational conduct of production is impossible without labor standards.

study and analysis of working conditions and production capabilities at each workplace;

study and analysis of production experience to eliminate shortcomings, identify reserves and reflect best practices in labor standards;

designing the rational composition, method and sequence of performing elements of the labor process, taking into account technical, organizational, economic, physiological and social factors;

establishment and implementation of labor standards; systematic analysis of the implementation of labor standards and revision of outdated standards. I. Morozov. Scientific organization and regulation of labor in construction enterprises. Donetsk “NEDRA" 1994 s - 115.

1.3 the Value, objectives and principles of labor standards

The main tasks of labor standards are to justify the necessary and sufficient amount of labor time per unit of output in specific conditions; to design rational methods of labor; systematically analyze the implementation of labor standards for opening reserves of production; constantly analyze the implementation of labor standards for opening reserves of production; constantly study, summarize and disseminate production experience, review labor costs as labor conditions change. The solution of these problems will facilitate the work of workers, increase labor productivity and increase production Antonov A.M. Dinges E.V. Petrov Yu.N. under. Re. Garmanova E.N. Construction. Organization, Planning, Management M. 1998. .

Rationing of labor is the basis of the scientific organization of labor. Without justified labor standards, it is impossible to organize and fight for the comprehensive saving of working time. Using the methods used in the regulation of labor, losses and unproductive expenses of working time are highlighted. By studying labor movements, the most economical, productive, and least tiring work methods are developed. This contributes to the growth of labor productivity. Further improvement of the organization of labor is impossible without improving its standardization.

Also, labor rationing is the basis of the organization of wages. The establishment of labor standards is aimed at guaranteeing society a certain productivity of labor, and a certain level of wages for an employee. To comply with labor standards, the labor activity of each employee is evaluated and his work is paid. Without the regulation of labor, it is impossible to implement the economic law of distribution according to work.

Rationing of labor is an important means of organizing construction production. Organization of production is the management of the production of material goods, i.e. establishing interaction between labor and means of production in order to achieve maximum economic effect in specific conditions. Through the organization of labor, the influence of labor standards on the organization of production is manifested.

Scientifically based labor standards make it possible to evaluate the results of the labor activity of each employee, each team and compare their results. Only by comparison are leading and lagging leaders identified.

Scientifically based labor standards, correctly reflecting specific conditions, provide increased labor productivity. If the labor standards are underestimated, they can give rise to complacency or pessimism, which negatively affects the results of productivity, if the norms are too high, they are impracticable. In both cases, labor productivity growth will be hindered. Thus, all changes in the organization of labor and production, equipment and technology are reflected primarily in labor standards. And the level of labor standards is an indicator of the level of organization of production and labor in the enterprise.

Labor rationing is the basis of labor planning. For long-term, current and operational planning, a whole system of norms is applied: norms of consumption of materials, fuel energy, norms of productivity of machines, norms of expenditure of working time. Thus, labor standards play an important role in the system of norms applied in enterprise planning. Drawing up a labor plan and establishing labor costs in accordance with the volume of production is impossible without scientifically based labor standards. The greater independence of enterprises in matters of labor planning enhances the interest of collectives in the implementation of scientifically based labor standards.

The main principles of labor standards in construction are: division of labor, scientific organization and planning of labor and production. Given the social significance of labor standards, economists, organizers of construction production in our country, when setting labor standards, refer to socially normal production conditions that ensure average labor intensity and preserve the main productive force of our society - working people. It is believed that established labor standards should be carried out by each skilled worker without any harm to his health. Therefore, the following principles should be based on labor standards: the scientific validity of labor standards; equal tension of labor standards for the same work in identical conditions; preservation of the main productive force of society - workers; the participation of workers in the establishment of labor standards V. Filiev Labor rationing in a modern construction enterprise. Toolkit. - K .: ZAO “Accounting Bulletin”. 2002 s - 71..

The scientific validity of the norms is ensured by the fact that labor standards are established taking into account the requirements of the objective laws of nature and society and take into account natural, technical, organizational, economic, physiological and social factors. They should change as the conditions of production develop and change, and correspond to the achieved level of technology, the organization of labor and production. The labor rate acts not only as the magnitude of the necessary costs of working time, but also as an expression of the labor responsibilities of each participant in production.

Chapter 2Organization of labor of construction workers

2.1 Specialized and integrated teams

Construction workers, as a rule, begin their labor activity in the system of vocational education, where they acquire a profession and qualifications.

The organization of labor of workers must ensure:

The use of high-performance labor methods and techniques in accordance with work production projects, technological cards and labor process cards;

Timely provision of work to each brigade (link) with uninterrupted provision of workplaces with material and technical resources and the necessary set of technical equipment;

The use of progressive forms and systems of payment and labor stimulation;

The expansion of the application of brigade contract V.I. Labor rationing in a modern construction enterprise. Toolkit. - K .: ZAO “Accounting Bulletin”. 2002 s - 78..

The main form of labor organization of workers in technologically specialized units is the collective organization of labor.

Collective labor organization based on the creation of production teams that unite workers of the same or different specialties, jointly performing a single production task and collectively responsible for the results of labor.

The main goal of collective labor organization - This is an increase in the quality of work performed, an increase in labor productivity, an improvement in the quality of construction and installation works by changing the organization system and stimulating labor on the basis of collective interest. Collective interest is determined by the fact that the salary of each employee is directly dependent on the implementation of the volume of construction and installation works, the quality of the tasks.

The functional division of labor and the homogeneity of the technological processes are distinguished specialized and integrated production teams.

Production team - this is the organizational form of uniting workers into a single team for joint work on the basis of shared responsibility and interest in the final results of the work Avseenko A.A. Petrov Yu.N. Economics, planning and management in construction. M. 1990 s - 121..

Specialized Brigades consist of workers of the same specialty performing homogeneous technological processes. The division of labor here is carried out only by its complexity, depending on the level of qualification. Lower-skilled workers are engaged in auxiliary and auxiliary work, which ensures high productivity of the main contractors - workers of higher qualification.

Integrated Brigades they unite workers of various specialties necessary for the effective implementation of interconnected production processes that ensure the release of finished products for a certain type of road construction work.

Integrated brigades achieve synchronism in all operations of construction processes and a high density of use of working time, ensure the elimination of downtime of construction machines and mechanisms. They create the best conditions for raising the qualifications of workers, mastering mixed professions, and strengthen the collective moral and material interest of workers in the results of their labor and the better use of machines and mechanisms.

Integrated teams create the organizational structure of construction production, contributing to the implementation of economic calculation and the flow method of performing road construction works, as well as being the production basis for the widespread introduction of best practices.

Comprehensive and specialized teams can be shift workers if all the members of their team work on the same shift, or end-to-end if they include workers of all shifts. The choice of the organizational form of the team during its creation is determined based on the characteristics of production. The creation of brigades is carried out on the basis of an analysis of production conditions, organization and remuneration, as well as engineering and material support.

The team is created by order of the head of the organization. Enrollment in the brigade is made with the consent of the workers of the brigade. The production team independently carries out the production process, bears collective responsibility (within its competence) for the results of its work.

The production team is led byforeman from among workers or specialists, possessing organizational abilities and enjoying authority among the members of the brigade. A team leader who is not exempted from performing work as a worker, along with the knowledge provided for his profession in the Unified Tariff and Qualification Handbook of Works and Professions of Workers, must also know: production technology, fundamentals of the economy, organization, norms and procedures for remuneration, requirements for product quality, as well as the raw materials and materials used, operating rules assigned to the brigade of construction machinery and equipment, instructions for labor protection, safety, production sanitary hygiene and fire safety when performing work assigned to the team Avseenko AA Petrov Yu.N. Economics, planning and management in construction. M. 1990 s - 132..

The main responsibilities of the team leader the organization of highly efficient and productive work of the brigade, timely receipt and bringing to work planned tasks for the coming period, providing jobs with material resources, tools, devices, monitoring the quality of work and compliance with safety rules, as well as other responsibilities. The instructions of the foreman on the production of work are mandatory for workers.

A large brigade may be led by a foreman or other engineering and technical worker included in the brigade. As a rule, a contract is concluded between the brigade and the administration.

In each production team it is advisable to have a labor passport, which is a consolidated document reflecting the production and socio-economic activities of the team.

The labor passport contains the socio-demographic composition of the teams (the surname, name and patronymic of each member of the team, date of birth, education, marital status, profession and rank, work experience, home address).

2.2 Tariff regulation of wages in construction

The main task of tariff regulation of wages is the establishment of optimal proportions between the measure of labor and the measure of consumption. Tariff regulation 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 contractors, depending on the quality and working conditions.

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

One of the fundamental principles of the organization of remuneration isher differentiation , those. the establishment of the necessary differences in the wages of workers, determined by taking into account the quantity and quality of labor expended, efficiency and results of labor activity.

The tariff grid 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 the extreme categories and tariff coefficients — the ratio of tariff rates of all categories of the tariff grid reduced to the lower category or the average level.

Tariff rate - the specific wage of the worker, which is due to him for the fulfillment of the established production tasks at work corresponding to his qualifications. In construction, uniform hourly tariff rates were set for work-makers and time-workers.

Unified Tariff and Qualification Handbook of Jobs and Occupations (ETKS) - This is a systematic list of work and occupations of workers, intended for tariffication of labor, including tariffication of work and tariffication of workers.

Worker Billing - this is the assignment to workers of each specialty of a certain tariff (qualification) category, corresponding to their qualifications.

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

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

Determination of the contractual (estimated) amount of funds for labor remuneration for the facility (construction project);

Formation of a wage fund for workers of a construction company for the annual program of contract work (for the planning period);

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

The initial planning of wages is carried out in the estimated calculations for construction projects on the basis of estimated tariffs and the total labor costs of the project workers:

3P cm \u003d T cmCh 3 slave

where: 3P cm - the wages of workers in the estimated cost of the construction of the facility, UAH .;

T cm - the average (estimated) tariff rate of remuneration of workers in the estimated calculation for a specific facility, UAH / hr;

The administrative and command provisions of tariff regulation were saved by the Gosstroy in the Methodological Provisions for Determining the Amount of Means for Remuneration (MDS 83-1.99).

2.3 the Use of working time and rationing of manual and mechanized construction and installation works

The use of scientifically based labor standards in the development of planned and estimated standards allows objectively establish the calendar terms for the construction and completion of its individual stages, correctly determine the need for labor, material and technical and financial resources, organize material and technical supply, and ensure scientifically based pricing.

The use of labor standards and methods of its rationing in the operational management of construction production in order to improve its organization, identify and reduce losses of working and machine time, establish optimal deadlines for fulfilling production tasks, etc. determines the role of rationing as an instrument for opening reserves of labor productivity growth.

Serving as the basis for NOT, labor rationing at the same time is one of its elements that obey the requirements of NOT and need constant improvement.

So, NOT requires an optimal level of tension of norms, since underestimated or overestimated norms lead either to underestimation or overstatement of plans and production tasks developed on their basis, to downtime and disruption of calendar schedules. NOT requires uniform and full load of workers during the shift and the entire planned period. This necessitates the improvement of labor standards to determine standardized tasks, as well as a comprehensive economic, psychophysiological and social justification of production standards.

The economic rationale aims to reduce the time it takes to complete the normalized process, psychophysiological - to prevent excessive intensification of labor, leading to significant changes in the psychophysical functions in the human body after completing the production task, social - establishing equal tension of norms and increasing the degree of attractiveness of labor.

The system of production standards in construction is made up of unified, departmental, standard and local norms and prices for construction, installation and repair-construction works.

Unified norms and prices (ENiR) are developed for construction, installation, repair and construction work performed on all construction projects in the country using the same (or similar) technology in the same (or similar) working and production conditions. For special construction, installation and repair-construction works not covered by the EniR collections, carried out on the construction sites of individual ministries and departments, departmental norms and prices (VNiR) are developed.

VPiR are developed according to the instructions of the corresponding ministry or department, approved by its head in coordination with the corresponding central or republican committee of the trade union. VNiR are mandatory for use at all construction sites of the corresponding ministry or department.

VNiR can be used at construction sites of another ministry or department only if there is an order or order from that ministry or department agreed with the corresponding central or republican committee of the trade union. In the absence of such an order or instruction, the use of VNiR on the construction sites of another ministry or department is not permitted.

For certain construction, installation and repair-construction works not covered by the ENiR and VNiR, as well as for works performed using more advanced technology than provided by the corresponding collection of ENiR or VNiR, local norms and prices are developed. They are approved by the head of the construction, installation or repair and construction organization or enterprise carrying out construction in an economic way, in agreement with the trade union committee.

Installation processes - the unity of technological and labor processes:

on the construction of individual structures or parts of buildings and structures by assembling and connecting large parts of parts from precast concrete and reinforced concrete, metal, wood and other materials;

for the installation of technological equipment and the laying of pipelines;

on laying power lines, communications, etc. Repair and construction process is the unity of the technological and labor processes for the repair or restoration of buildings or structures, as well as their individual parts.

For the purposes of rationing, labor and technological processes are divided into their constituent elements.

Element - any of the parts of the labor or technological process into which it is divided in the study of construction and installation processes with the aim of rationing the labor of workers.

The labor process is divided into the following elements: labor movements, labor techniques, labor operations.

Labor movement - a single continuous movement (rotation, tilt) of the hands, feet, fingers and hands, body, head, eyes of the worker during the labor process.

Labor reception - a complex of technologically related labor movements, united by a common goal and carried out at the same workplace in a constant sequence (for example, grabbing a sling hook with one or two hands when sling a part, winding a sling hook into the mounting loops of the sling part.

Labor operation - a complex of technologically related labor methods, combined to obtain a certain amount of primary products necessary for the implementation of the labor process, performed on one subject of labor, at one workplace, by a permanent composition of performers and means of labor (for example, cleaning the place of installation of a part, installing the part on a mortar bed, slinging the part, temporarily securing the part, etc.).

In the study of construction processes carried out using machines, the actions of the machine are divided into machine movements, techniques and operations

Work or complex processes are called automated. performed by one or several machines mutually complementary to one another, operating according to a predetermined program. The functions of workers in such processes are to monitor and control the progress of the process (for example, automatic welding of structures, preparation of concrete and mortar mixtures in automated concrete-mortar units, installation of a rail-sleeper lattice on automated stands, etc.).

Partially automated are called working or complex processes, the individual elements of which are carried out using automatic machines, and the rest - manually or using machines. The functions of workers in such processes, in addition to performing manual process elements, also consist in controlling semiautomatic devices and regulating their actions. Examples of such processes can be welding structures using semiautomatic devices, assembling prefabricated structures by slinging them with automatic slings or with automatic distribution of structures and parts.

Mechanized are called working or complex processes performed by one or more machines controlled by engine drivers. The functions of workers in mechanized processes are to control and regulate the actions of the machine, monitor the progress of the process, and also perform auxiliary operations manually (for example, excavating excavators with dump trucks and laying out bulldozers in the dump, driving piles, pneumatic unloading of inert and binders from vehicles, waterproofing pipelines with insulating machines while immersing them in a trench, etc.).

Machine-manual are called working or complex processes, some of the elements are performed using machines or power tools and mechanisms, and the rest - manually. The functions of workers in such processes, in addition to performing manual process elements, also consist in controlling the machine, mechanism or tool and regulating their actions. Examples of such processes include installation of prefabricated structures and equipment, plastering surfaces using plastering stations, mortar pumps, trowels, painting surfaces using paint stations, power spray guns, spray guns, filler machines, etc.

Work processes in order to normalize the nature of the repeatability of operations in them are also divided into cyclic and non-cyclic.

Cyclical ones include work processes, in which the main group of operations is repeated in an unchanged sequence, forming a complete cycle, ending with the receipt of the same amount of products. As part of cyclic processes, a small number of non-cyclic operations can take place, which are repeated not in each cycle, but after several cycles (once in a working period consisting of several identical cycles).

For example, in the process of excavating the soil by an excavator, a group of operations — soil collection, raising and turning the boom with a loaded bucket, unloading the bucket, reverse boom rotation and lowering the bucket — form a cycle of operations ending in the development of soil with a volume equal to the geometric capacity of the bucket multiplied by a coefficient its use, taking into account loosening of the soil and filling the bucket. The amount of soil developed per cycle can be measured each time. In addition to the aforementioned cyclic operations, non-cyclic operations take place in the process: moving the excavator along the front of the work, moving oversized items, and cleaning up places for loading soil into vehicles. These operations are performed once in 15--20 cycles or more, depending on the front of work, soil group, its moisture content, etc.

Non-cyclic are work processes, in which the main group of operations can be performed not in an unchanged sequence, but with some deviations from it. At the same time, the quantity of products obtained upon one-time completion of the main group of operations or each of them may be different. Examples of such processes can be: masonry structures from small-piece materials, plastering surfaces, concrete structures, etc.

By severity, work processes are divided into four categories, each of which is characterized by the value of an integrated assessment of the severity of work, determined by the combined impact on the human body of production factors of working conditions. The works of the first and second categories of severity do not cause changes in the functional state of the human body, deviating from normal. A steady level of the body’s working capacity can be maintained during the shift through the correct organization of the work and rest regimen. Works of the third and fourth categories of severity cause changes in the functional state of the human body, deviating from the norm. In such works, in addition to the proper organization of the regime of work and rest, compensation for additional energy costs is necessary.

Each workflow is carried out, as a rule, at one workplace or in the installation area.

Chapter 3. Forms and systemswe pay in construction. Occupational Safety and Health

3.1 Remuneration and bonuses in construction

Used in construction two forms of remuneration - piecework and time-based. Their choice is determined by the specific organizational and technical conditions of production.

Remuneration of workers in construction and repair and construction work may be individual and collective . Collective remuneration is more common, since in the context of complex mechanization and industrialization, most of the construction and installation works are carried out by production teams - complex or specialized teams.

With collective piecework wages, the wages of workers depend on collective production and, therefore, the wages of each team depend on the overall results of work. Along with an increase in the material interest of all workers in increasing production and reducing unproductive labor costs, collective wages contribute to the development of a sense of mutual assistance and collective responsibility for assigned work, help to master workers in related professions, which leads to reduced losses of working time and increased productivity labor Pustovoit V.M. Oganesov I.S. Labor and wages in construction. Reference book. M .: Economics of construction and transport, 1999. s -90. .

The piece-wage form of remuneration has systems: direct piece-wage (without the right to a bonus) and accordion (with the right to a bonus).

Piecework pay - the most common and progressive form of remuneration, in which the worker receives wages for the amount of work actually performed, based on the established piecework rates for a unit of high-quality products, expressed in physical terms.

The wage of a worker is directly dependent on the quantity of products he produces, which encourages him to increase output and improve skills, master equipment, improve working methods, and adopt advanced labor methods. The production and wage of a worker with this form of remuneration is virtually unlimited.

The chord system is a payment for the performance of a certain set of works, the result of which is the corresponding final product. At the same time, wages are accrued to the brigade (unit) at an integrated comprehensive rate calculated on the basis of the calculation, which is compiled at the current standards and rates.

The chord system of remuneration has found wide application in construction, since it is the easiest to determine wages, financially stimulates workers to increase labor productivity, reduce construction time and reduce its cost.

Workers with a chord system of remuneration clearly imagine the volume of the production task, the timing of its completion and the total amount of wages for the fully completed volume of work, which prompts them to clearly organize the labor process to complete the schedule on time or ahead of schedule.

The chord system of remuneration is widely used at start-up facilities where it is necessary to ensure their timely commissioning, as well as in those sections of road construction, where it is necessary to ensure a sharp increase in labor productivity.

Chord-premium pay system - Another variety of piecework wages, in which the wage of a worker accrued at piecework rates is supplemented with bonuses for achieving certain quantitative and qualitative indicators.

The Regulation on Accordant Wages in Construction defines the conditions for bonuses and differentiation depending on the assessment of the quality of work, the size of the bonuses for reducing the standard time for the chord assignment, as they provide the necessary material interest of workers in improving labor productivity and quality of work.

This payment system is used when performing tasks on time or ahead of schedule. Differentiated premiums are set for each percent of the reduction in standard time: when assessing the quality of work performed “excellent” - up to 3%, when evaluating “good” - up to 2%, when evaluating satisfactorily - 0.5% of piecework earnings per chord outfit.

If the chord assignment is not completed within the prescribed time period, payment shall be made according to the chord along with no bonus accrual.

The main settlement document, which determines the amount of wages of the team, unit or individual worker with piecework wage form, is an assignment.

Task Outfit - This is an official document of monetary reporting, on the basis of which wage earners are accrued to contractor workers engaged in construction, installation and repair-construction works.

The orders must reflect the sources of the applicable time and cost norms or the numbers of labor and wage cost estimates, the composition of the given jobs and their volumes in physical units, the rates and the standard time per unit of work, the amount of wages for a given amount of work, work performers, start and end dates.

Outfits are issued for complexes of construction and installation or repair and construction work to carry them out during the settlement payment period. If the scope of work is not completed during the payment period, the order is closed for the amount of work actually performed, and a new order is opened for the remainder.

Outfits are given to team leaders, team managers or individual workers for 2-3 days before starting work.

After the orders are closed, the rationing officers calculate the amount of wages in accordance with the amount of work performed and current regulatory documents. Engineers for labor and wages check outfits, and chief engineers of road-building or repair-building organizations approve for payment, then they are transferred to accounting for payroll.

The salary of the team, unit or individual contractor consists of the amount of salary accrued at piecework or enlarged comprehensive rates for the amount of work performed, and the sum of all types of bonuses provided for by existing bonus systems.

The total amount of wages is distributed among the members of the brigade or unit in accordance with their qualifications and the actual hours worked.

Time wage - this is the remuneration of the worker for the time actually worked (hour, day, week, month) at the tariff rate corresponding to his tariff category.

Duration of work is determined by the time sheet, and the qualification of the worker - by its tariff category. With time-based wages, it is necessary to keep accurate records of hours worked by each worker, and the qualifications are set in accordance with ETKS.

Depending on the nature of the work performed and the conditions for organizing production, road-building and repair-building organizations apply the following time wage systems: simple time-based, time-based bonus and time-based based on standardized tasks.

Simple time-based wages provide for the calculation of wages for workers at tariff rates and actual hours worked. The earnings of the time-worker are calculated by multiplying the hourly tariff rate of his category by the actually worked time in hours (according to the time sheet).

Time-bonus bonuses include, in addition to the payment of the basic salary calculated according to a simple time-based system, the payment of bonuses.

Bonuses are paid in the following sizes:

Up to 30% of the tariff rate for workers engaged in the management of construction machines, mechanisms and installations, with high-quality and timely execution of tasks, the absence of accidents and machine downtime due to the fault of these workers, up to 40% for normalized tasks;

A worker engaged in the repair of construction machines, mechanisms and installations, electrical, plumbing and heating networks, as well as a worker performing responsible construction and installation works, with their high-quality performance on time or ahead of schedule, up to 30% of the tariff rate, and when performing these works at standardized tasks - up to 40%;

For workers serving construction machines, mechanisms and installations, electric, plumbing and heating networks, subject to the monthly plan being met by the serviced sections, up to 20% of the tariff rate;

Up to 25% of the tariff rate for workers performing commissioning and comprehensive testing of commissioning equipment, with high quality performance and on time - up to 25% of the tariff rate.

Bibliographic reference

Melnikova E.F. FORMATION OF A STATISTICAL BASIS FOR LABOR NORMATION IN RUSSIAN DESIGN ORGANIZATIONS // Modern problems of science and education. - 2014. - No. 5 .;
URL: http://science-education.ru/ru/article/view?id\u003d14794 (accessed: 03/18/2020). We bring to your attention the journals published by the Academy of Natural Sciences publishing house

INVESTMENT- BUILDING SPHERE

Ratespaymentcorpse inbuilding

1. Tariff regulation of wages in construction

Main the task of tariff regulation of wages is to establish optimal proportions between the measure of labor and the measure of consumption. Tariff regulation 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 contractors, depending on the quality and working conditions.

The Unified Tariff and Qualification Handbook of Jobs and Workers (ETKS) is a systematic list of jobs and jobs for workers, designed to rate labor, including tariffing and rating workers.

Billing of workers is the assignment of a specific tariff (qualification) category to the workers of each specialty, corresponding to their qualifications.

The type, systems of remuneration, the size of tariff rates, salaries, bonuses, other incentive payments, as well as the ratio in their sizes between certain categories of personnel of specific enterprises (construction contractors) are not regulated by the state, they are determined independently and are fixed in collective agreements.

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

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

Formation of a wage fund for workers of a construction company for the annual program of contract work (for the planning period);

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

The initial planning of wages is carried out in the estimated calculations for construction projects on the basis of estimated tariffs and the total labor costs of the project workers:

3P cm \u003d T cm × 3 slave

where: 3P cm - the wages of workers in the estimated cost of the construction of the facility, rubles;

T cm - average (estimated) tariff rate for workers in the estimated calculation for a specific object, rubles / hour-hour;

2. Tariff networks for remuneration of construction workers

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

Diagram 1 shows the main characteristics of the tariff system: the average level and range of tariff rates; salary ratio by specialties and grades. All indicators are linked into the general system of tariff regulation of labor remuneration in construction, used both for the purpose of planning wages in the estimated cost and for the distribution of labor costs by contractors in a contracting organization.

Differentiation of wages at enterprises is carried out in the manner prescribed in the directory (ETKS) - first, workers are divided into specialties and professions, and then, within each specialty, according to qualification categories. The tariff system of remuneration at enterprises in the construction industry includes a vertical tariff grid that organizes the differentiation of labor remuneration for workers, and a horizontal tariff grid that specifies the level of remuneration for specialists in qualification categories.

In market conditions, construction is defined as civil activity, where the only legal and legitimate reason for determining the cost of future construction is the provisions and rules agreed upon by the parties that are 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 basic estimated (planned) and production problems of workers and employees in the construction of this facility.

Diagram 1

Influence factors and priorities of the wage tariff system

The main factor influencing the level of wages is the average level of the tariff system. From the value of the absolute value of the average tariff rate (or average wage), it is possible, on the one hand, to determine the estimated amount of wages of workers for the project, on the other hand, the calculated characteristics (tariff coefficients) make it possible to obtain unambiguous values \u200b\u200bof planned wages for workers of any specialty qualification category within the established tariff system.

The next in influence on the level of wages 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 to determine the relationship between the average level of tariffs and border indicators - the minimum and maximum wages.

The grading of wages by workers, professions and positions, in today's conditions, is the main parameter of the wage tariff system that is most affected by market influence. To evaluate the work of workers of various specialties is possible only on the basis of a comparison of the necessity and usefulness of their labor in the labor market. This circumstance predetermines the mandatory conduct of full-fledged market monitoring of wages by profession.

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

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

The traditional model of the tariff system, which has been in effect until now, establishes a uniform wage net for all occupations of workers in construction with a range of 1.8 (the ratio of maximum and minimum rates).

This range in wages determines the egalitarian model of differentiation of population incomes, which are used in the administrative-command system of public administration, and leads to “equalization” in wages, not stimulating the development of the country's economy. The moderate (market) model assumes a population income range of (6-8): 1, which can be considered as a guide when determining the range of the modern tariff system for remuneration in construction.

In the planned economy, uniform wage tariff schemes were established for all sectors of the national economy. The tariff system of remuneration specified in the decree of the Central Committee of the CPSU, Council of Ministers of the USSR, and the All-Union Central Council of Trade Unions of September 17, 86 No. 1115 is still valid today. In the estimated prices of the Gosstroy of the Russian Federation FER-2001 and TER-2001, the wage rates for construction workers were adopted according to this resolution, in which the range of wage differentiation coefficients is 1.8.

Today, the country uses tariff grids with a large number of digits, for example, the 18-bit Unified tariff-qualification grid for budget organizations. Such tariff nets 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 it is not acceptable and not possible in civil-law market relations, for contracting activities in construction, although the Gosstroy of the Russian Federation in MDS 83-1.99 persistently recommended an 18-bit grid for construction.

The idea of \u200b\u200bunifying wage tariffs for the public sector and for civil law relations at free enterprises in the country as a whole is not new and brings the building complex back 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 digits in the tariff grid, tested in practice in today's conditions and provided with regulatory infrastructure, is 6-8 digits, traditionally accepted in construction.

When developing corporate conditions for remuneration of an enterprise, the company has the right to maintain previously developed and effective inter-bit ratios of tariff rates in the 6-digit tariff grid (table 1) or accept any other tariff conditions for remuneration.

Table 1

Tariff discharge grids of estimated regulatory bases in construction

Regulatory indicators		Qualification categories
Regulatory indicators
1984 (EREP-84)		0,438	0,493	0,555	0,625	0,702	0,79
1984 (EREP-84)	Tariff Coefficients	1,000	1,126	1,267	1,427	1,603	1,804
1991 (SNiR-91)	Tariff rates (RUB / hr)	0,59	0,64		0,79	0,91	1,06
1991 (SNiR-91)	Tariff Coefficients	1,000	1,085	1,186	1,339	1,542	1,796
2000 (FER-2001)	Tariff rates (RUB / hr)	7,19		8,53	9,63	11,09	12,91
2000 (FER-2001)	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 workers and the appointment of incentive payments depending on the goals of production, staff motivation and financial capabilities of the enterprise.

The problem of wage differentiation in an enterprise largely depends on the validity of the applied tariff system and, first of all, on tariff coefficients.

The quality of tariff coefficients is determined by the objectives of the corporate system of remuneration, staff motivation and objective working conditions. The number and absolute values \u200b\u200bof the coefficients in the wage tariff grids depends on the following parameters: range of coefficients of the tariff grid; the number of tariff categories in the grid; forms of variation 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 by the enterprise. As a rule, the minimum rate in the form of a coefficient is taken as a unit, hence the value of the range is equal to the maximum coefficient in the tariff grid.

The range of coefficients of the tariff scale mainly determines the degree of differentiation of wages between workers of the same specialty (or group of professions) at the enterprise. It is also possible to establish a unified tariff grid for all working specialties with a common range of tariff coefficients.

The absolute and relative increase in tariff coefficients are given in the tariff grid in order to analyze its internal structure. Moreover, the relative increase in each subsequent tariff coefficient compared to the previous one shows how many percent 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 to ensure the correct differentiation of wages of workers depending on the tariff qualification category of the work they perform. The degree of increase of tariff coefficients should correspond to the degree of improvement of the qualification level of workers assigned to the higher category.

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

The forms of change of coefficients in the range depend on the tasks that the company solves by differentiating tariff rates and determines the types of tariff networks 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 networks:

with progressive absolute and relative increase in tariff coefficients;

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

with regressive absolute and relative increase in tariff coefficients;

with progressive absolute and constant relative increase in tariff coefficients;

A graphical representation of the change in tariff coefficients for the options of tariff networks is shown in diagram 2.

The analysis of typical forms of tariff networks shows the impossibility of practical application of type networks. The high growth of tariff coefficients and, accordingly, the tariff rates of the lowest categories with a decrease in wage growth with the achievement of higher qualifications does not meet the requirement of continuous improvement of staff training.

In practice, branded tariff grids are accepted with the characteristics of the plot between the and curves. The parameters of tariff coefficients corresponds to the indicators of the tariff grid adopted in the estimated regulatory base for construction in 1984 (decree of the Central Committee of the Communist Party of the Soviet Union, the Council of Ministers of the USSR, the All-Union Central Council of Trade Unions of 12/26/68 No. 1045), and the parameters for changing the coefficients correspond to the tariff grid adopted in the estimated regulatory base for construction of 1991- 2001 (Decision of September 17, 86 No. 1115).

Diagram 2

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

The most simple and understandable in the development and application of tariff networks of type and, for which we give a complete scheme and formulas for calculating the parameters.

Type 2 - a linear relationship between changes in tariff coefficients. Uniform and constant growth of absolute values \u200b\u200bof tariff coefficients. The value of tariff coefficients by category (K ρ ) calculated by the formulas:

To 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 grid;

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

R min - minimum discharge number (1);

R max - maximum discharge number in the designed tariff grid.

Type 4 - exponential dependence of changes in tariff coefficients. Uniform relative increase in coefficient values. The costs of qualification growth for each subsequent tariff category are calculated on the basis of the compound interest principle (exponential function). The tariff coefficient for each category (p) in the tariff grid is calculated according to the formulas:

The tariff coefficients calculated in this way, for the adopted range - 1.8 in the 6-digit grid, correspond to the coefficients adopted in the budget estimate of 1984:

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 \u003d 1.125; K 1 \u003d 1.00

For the practical application of wage differentiation tariff grids in enterprises, an important indicator is the concept of average rank and average tariff rate. In diagram 2, for the middle of the range in the variant, the qualification level corresponds to the third tariff category, in the variant of the tariff grid to the fourth category, and in the tariff grid of the variant the middle of the coefficient range corresponds to the middle of the tariff network (discharge \u003d 3.5).

Thus, when comparing different tariff systems and when forming tariff networks for wage planning purposes (estimated tariff networks), it is necessary to focus on the middle of the range, and not on the average tariff rate, as it is mistakenly done. The middle of the range and the average tariff rate (average discharge) coincide only in grids with a linear relationship.

In production tariff grids there can be no digits with fractional indicators. This contradicts the concept of division into categories and discrete change and measurement of staff qualifications.

In practical work, the average wage rates are often used, which can be obtained from the tariff coefficients of the designed tariff grids with reduction factors. The reduction factor is adopted for the average value of the range, and the reduced tariff grid 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 of construction work to the tariff rates of each category.

3. Tariff wage rates for workers

The tariff rates of workers are the absolute monetary wages of various groups and categories of workers expressed in monetary terms per unit of time for fulfilling the labor norm (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 average data for a number of recent years in the amount of: 1 month \u003d 21.6 shifts \u003d 167 hours (for a 40-hour work week).

The wages of workers are determined precisely by the tariff rate (for workers on a time basis — when determining the amount of payment for hours worked, for workers on a piece of work — when determining piece rates).

The wage ratio of workers of various 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 professions and qualifications is mandatory enshrined in the collective agreement.

Tariff wage rates are set for all categories of the tariff system adopted by the organization: by profession - in the professional tariff grid and by qualification - in the discharge tariff grid.

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

Tariff coefficients of the vertical grid of wages — by occupation, are calculated as the ratio of the average wage in the enterprise and the average rates accepted for workers in the respective specialties.

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

table 2

Table of branded tariff coefficients and rates for the specialties of construction workers

Name of working specialties	Tariff Coefficients	Wage, rub / month
Construction workers - total average	1,00	12500
including:
Reinforcer	1,13	14125
Asphalt concrete worker	1,55	19375
Concrete worker	1,08	13500
Waterproofing	1,56	19500
Hyprochnic	1,49	18625
Loader	0,73	9125
Painter	0,97	12125
	1,24	15500
	1,18	14750
Steel and reinforced concrete constructor	1,22	15250
Station wagon finisher	1,28	16000
Plasterer	1,32	16500
Electric and gas welder	1,10	13750
Electrician	1,10	13750
Construction fitter	0,83	10375

The average salary of construction workers in the specialties is accepted (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 labor remuneration (without taxes) in the organization at the beginning of the planning period.

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

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

Table 3 calculates the current wage rates for the discharge system of the estimated base of the GESN-2001 based on the current average wage per worker - 12.5 thousand rubles per month.

Table 3

Tariff wage rates for the discharge grid of the estimated regulatory base of GESN-2001

Indicators of the discharge system of remuneration	Qualification categories
Indicators of the discharge system of remuneration
Tariff Coefficients (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 (rub./hours)	9400	9750	10600	12500	13750	16000

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

The tariff rate of the first category cannot be lower than the minimum wage stipulated by the Federal Law.

In enterprises of any form of ownership, the value of tariff rates for remuneration of labor differentiated by occupation and level depends, first of all, on the financial condition of the enterprise and is set individually in accordance with the adopted tariffs in a collective agreement or in contracts with employees.

4. The procedure for developing branded tariff conditions for remuneration of workers

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

1. Determination of the average wage level in the contractor for the planning period;

2. Formation of tariff coefficients by specialties (vertical rates of remuneration);

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

4. Calculation of base tariff rates of remuneration;

5. Verification and control of the developed proprietary system of tariff wages.

1. The average level of wages of construction workers in contractors 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 remuneration 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.

Average current tariff rates, calculated on the basis of actual data on remuneration for the previous period, include the costs of all system types of remuneration in the construction organization. Current wage prices are the rates of the wage fund (Wages of workers), combining the tariff, bonus and compensation payments of wages of workers in construction.

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

In this example of designing a corporate wage system, the basic 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 the total amount of wages. In the example of calculating the proprietary system, the average salary is taken in the amount of 12.5 thousand rubles. per month, and the ratio of the tariff and premium parts of wages is set at 80 and 20%. The base rate of the corporate tariff system of remuneration is 10.0 thousand rubles. per month (12.5 × 0.8 \u003d 10.0).

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

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

As a calculated example, the data of the professional tariff grid presented in table 2 are taken, according to the regional monitoring of labor wounds.

3. Tariff coefficients according to the level of qualification (categories) are developed in the company wage tariff schedule in accordance with the tasks to be solved and personnel requirements.

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

It is also recommended to increase the range of tariff coefficients in branded tariff grids by categories from 1.8 in the traditional grid to 3.0-4.0 in real conditions of differentiation of wages in contracting organizations. Options for such branded tariff networks are presented in diagram 3.

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

Such a construction of a proprietary tariff grid - an addition of up to 8 digits with the preservation of the 6-bit part of the traditional look and a coefficient range of four, allows you to:

use the general rules for calculating the coefficients for unskilled workers (not certified);

it is possible to take into account the payment for advanced skills of a specialist at the rates of the tariff system, and not in a subjective bonus form.

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

Table 4

Grid of branded tariff coefficients for qualification categories of construction workers

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

Chart 3

Corporate tariff nets for qualification categories of wages

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

Ranks 2-7 of the branded tariff grid correspond to digitsI - IV traditional grid and the current characteristics of work and working professions in ETKS, which allows them to be applied without changes.

Rank 1 of the firm 8-bit grid (for unskilled workers) allows students, trainees and, most importantly, “migrant workers”, wage workers from other regions and foreign construction workers who do not have construction licenses to be included in the tariff regulation system. The level of the wage of an unskilled worker is set independently by the enterprise and is within 0.5-0.7 of the wage of a skilled workerI th category according to ETKS.

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

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

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

where: T cf - the tariff rate of the working specialty (s) rank (p), rubles / hour-month;

T bases - the basic wage rate is the average organization wage of workers for the planning period, rubles / hour-month;

K s - rate grid coefficient by specialty, is taken according to table 2;

To p - the coefficient of the discharge tariff grid, is taken according to table 4 (for the 8-digit grid);

K d - coefficient taking into account additional wages under the systemic conditions of remuneration (incentive and compensatory payments).

Coefficient (K d) allows you to adjust and include in the tariff rates of the proprietary system additional payments for specific working conditions of individual specialists, for which premiums have been established by the enterprise administration. For example, the calculated rates are applied for time workers, and for builders, an increasing factor of 1.07 is introduced (7% is half the increase in the tariff grid coefficients). In coefficient (K d) you can include allowances for work in difficult and harmful conditions, work at heights, allowances for mobile and mobile working conditions, 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 were calculated for all specialties at the same level based on the characteristics of the discharge grid according to diagram 3.

According to the accepted initial data, a proprietary wage tariff system is being developed (table 5) for normal conditions 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 categories
Name of professions	Odds but professions
Bit Odds	1,00	0,27	0,38	0,52	0,72	1,00	1,38	1,90	2,60
Reinforcer	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
Waterproofing	1,56	2700	5928	8112	11232	15600	21528	29640	26000
Hyprochnic	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 domestic sanitary systems	1,24	2700	4712	6448	8928	12400	17112	23560	26000
External pipe installer	1,18	2700	4484	6136	8496	11800	16284	22420	26000
Steel and reinforced concrete constructor	1,22	2700	4636	6344	8784	12200	16836	23180	26000
Station wagon finisher	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 fitter	0,83	2700	3154	4316	5976	8300	11454	15770	26000

5. Checking the developed proprietary tariff system for regulating wages at the enterprise includes the following works:

- checking the minimum rate in the corporate tariff system for the permissible minimum wage in this territory;

- verification of compliance of the normative wage fund (for tariff and bonus systems) and the total wage in the estimates for the program of contract work of the planning period.

In accordance with applicable law, the minimum wage of an employee in an enterprise cannot be lower than the cost of living of the able-bodied population in a given territory. The lower level of tariff wages in the company grid is 2700 rubles per month. Taking into account bonus-compensation payments, the total wage of a low-paid unskilled worker will amount to 3375 rubles (2700 / 0.8 \u003d 3375), which exceeds the living wage of the able-bodied population in the region for this period - 3334 rubles / hour-month.

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

V. Grünschtam

Options	Factors Affecting a Parameter	Symbol
Technological content (job title)	The name of the work in accordance with the design technology and the rules for the development of uniform schedules in the PMIS
Determinism	Repeated or primary development
Type and size of design object	The complexity of the project / work, the amount of project documentation being developed, the duration of the project, the terms of the contract
Contractor Qualification	Position and experience of the contractor

Parameter	Assignment Condition	Value range
	Multiple development
	One-time development	0<ДТР≤ 0.7
	Redevelopment	0.7<ДТР<1
	Difficult conditions for the implementation of the project	0.7≤ SRW<1
	Typical Project Implementation Conditions
	Facilitated project implementation conditions	1<ТРО <2
	Professional
	Experienced employee
	Inexperienced employee	0 <КИ≤ 0.9

Rationing of labor in construction. Features of the regulation of labor in construction

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Bibliographic reference

1. Tariff regulation of wages in construction

2. Tariff networks for remuneration of construction workers

3. Tariff wage rates for workers

4. The procedure for developing branded tariff conditions for remuneration of workers