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ORDER of the Federal Drug Control Service of the Russian Federation dated 08/28/2008 270 (as amended on 03/23/2009) ON APPROVAL OF THE SIZE OF OFFICIAL SALARY (TARIFF RATES) OF EMPLOYEES... Relevant in 2018

Appendix 1. SALARIES FOR PROFESSIONAL QUALIFICATION GROUPS OF GENERAL INDUSTRY POSITIONS OF MANAGERS, SPECIALISTS AND EMPLOYEES

Professional qualification group "General industry positions of first-level employees"

Qualification levels
1 qualification level	Clerk	3010
	Cashier	3010
	Codifier	3010
	Commandant	3010 - 3501
	Freight Forwarder	3010 - 3153
		2872 - 3153
2 qualification level	Positions of employees of the 1st qualification level for which the derivative job title “senior” can be established	3010 - 3501

Qualification levels	Positions assigned to qualification levels	Official salary (rubles per month)
1 qualification level	Administrator	3153 - 4269
	Dispatcher	3153
	HR inspector	3153
	Laboratory assistant	3153
	Technician	3153
Row - Excluded.
(as amended by the Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133)
	Artist	3885
	Other positions equivalent to the qualification level	3153 - 3885
(as amended by the Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133)
2 qualification level	Warehouse Manager	3010 - 3153
	Head of the household	3010 - 3153
	Senior Administrator	4269 - 4379
	Senior dispatcher	3501
	Chief Inspector	3501
	Senior Assistant	3501
	Technician II category	3501
	Other positions equivalent to the qualification level	3010 - 3885
3 qualification level	Head of the dormitory	3501 - 6245
	Production manager (chef)	3885 - 6245
	Canteen Manager	4269 - 6747
	Technician category I	4269 - 4379
	Commodity expert category I	4379 - 4809
Row - Excluded.
(as amended by the Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133)
	Artist I category	4379 - 4809
	Other positions equivalent to the qualification level	3885 - 4809
(as amended by the Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133)
4 qualification level	Foreman	3885 - 5275
	Mechanic	3885
	Other positions equivalent to the qualification level	3885 - 5275
(as amended by the Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133)
5 qualification level	Garage Manager	4379 - 7250
	Head of the section	4269 - 6245
	Other positions equivalent to the qualification level	4269 - 6245
(as amended by the Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133)

Professional qualification group "General industry positions of third-level employees"

Qualification levels	Positions assigned to qualification levels	Official salary (rubles per month)
1 qualification level	Accountant	3501
	Document specialist	3885
	Engineer	3885
Row - Excluded.
(as amended by the Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133)
	HR Specialist	3501 - 4379
	Psychologist	3885
	Software engineer (programmer)	3885 - 4269
(as amended by the Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133)
	Process engineer (technologist)	3885 - 4269
(as amended by the Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133)
	Labor safety engineer	3885
(as amended by the Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133)
	Other positions equivalent to the qualification level	3501 - 3885
(as amended by the Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133)
2 qualification level	Accountant II category	3885 - 4269
	Document specialist II category	4269 - 4379
	Engineer II category	4269 - 4379
	Software engineer category II (programmer category II)	4379 - 4809
(as amended by the Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133)
	Process engineer category II (technologist category II)	4379 - 4809
(as amended by the Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133)
	Other positions equivalent to the qualification level	3885 - 4379
(as amended by the Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133)
3 qualification level	Accountant category I	4379 - 4809
	Document specialist of the 1st category	4379 - 4809
	Engineer I category	4379 - 4809
	Economist category I	4379 - 4809
	Other positions equivalent to the qualification level	4379 - 4809
	Software engineer category I (programmer category I)	5275 - 5778
(as amended by the Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133)
	Process engineer category I (technologist category I)	5275 - 5778
(as amended by the Order of the Federal Drug Control Service of the Russian Federation dated March 23, 2009 N 133)
4 qualification level	Lead accountant	5275 - 5778
	Lead document specialist	5275 - 5778
	Lead Engineer	5275 - 5778

2.2. Recommended salary levels for workers in industry-wide positions of managers, specialists and employees based on the assignment of their positions as employees to the PKG, approved by Order of the Ministry of Health and Social Development of the Russian Federation dated May 29, 2008 N 247n “On approval of professional qualification groups of industry-wide positions of managers, specialists and employees":

	Job titles	Official salary, rub.
	Professional qualification groups for general industry positions of managers, specialists and employees
	"General industry positions of second-level employees"
	Head of the household
	Professional qualification group "General industry positions of third-level employees"
	Accountant, legal consultant, economist, labor protection specialist, document specialist, specialist, human resources specialist
	Software engineer (programmer), electronics engineer (electronics), leading specialist
	Chief Specialist
	Chief accountant's assistant

Recommended salary levels for workers based on the assignment of the positions they occupy to the PKG, approved by Order of the Ministry of Health and Social Development of the Russian Federation dated May 29, 2008 N 248n “On approval of professional qualification groups of industry-wide professions of workers”:

	Job titles	Official salary, rub.
	Professional qualification groups of general industry professions of workers
	Professional qualification group "General industry professions of second-level workers"
	Car driver

	Job titles	Official salary, rub.
	Positions of managers, specialists and employees not assigned to professional qualification groups
	Deputy Head of Department
	Deputy Head of Branch
	Department head
	Chief Accountant
	Deputy Director, Head of Branch
	Director

2.3. If the employees of the Institution have a qualification category, it is recommended to set the official salary (salary) taking into account the increasing coefficients to the official salary (salary):

	Name of the increasing coefficient	Size of the increasing factor (%)
	Increasing coefficient to salary for 2nd qualification category
	Increasing coefficient to salary for 1 qualification category

2.3. The official salary (salary), applied to it by an increasing coefficient for the qualification category, can form a new official salary (salary), on which the payments provided for in this approximate provision are accrued.

2.4. In order to attract and strengthen the staff of the Institution, young specialists are recommended to establish an official salary (salary) increased by 3 percent before receiving a qualification category, for a period of no more than the first 2 years of work after graduation.

2.5. Establishing or changing the amount of an employee’s official salary (salary) is formalized by an employment contract, an additional agreement to the employment contract, or an order from the director of the Institution.

The first component part is salary (official salary)- in accordance with the provisions of Article 129 of the Labor Code of the Russian Federation, it is a fixed amount of remuneration for workers, which does not include compensation, incentives and social payments.

This part of the salary is established for the performance of official duties (for the positions of managers and employees) or labor duties (for the professions of workers) calculated per calendar month or other unit of time.

Employees from among the employees are remunerated on the basis of official salaries, with the exception of employees from among individual teaching employees, whose remuneration is carried out on the basis of wage rates.

In turn, wages are used to pay workers belonging to blue-collar professions. It is necessary to take into account that in the institutions of certain main managers of federal budget funds, it is customary for workers to set a tariff rate (and not a salary).

In accordance with Article 129 of the Labor Code of the Russian Federation, the basic salary (basic official salary), the basic wage rate means the minimum salary (official salary), the wage rate of an employee of a state or municipal institution carrying out professional activities in the profession of a worker or position of an employee included in the corresponding professional qualification group, excluding compensation, incentives and social payments.

The tariff rate is a fixed amount of remuneration for an employee for fulfilling a standard of work of a certain complexity (qualification) per unit of time, also excluding compensation, incentives and social payments.

On the basis of wage rates, wages are paid to individual teaching staff, for whom norms for hours of teaching work are established at a wage rate, which is an estimated value used in calculating their wages, taking into account the specific volume of teaching load (teaching work);

In accordance with paragraph 3 of the Regulations on the establishment of remuneration systems for employees of federal budgetary institutions, salaries (official salaries), wage rates are established by the head of the institution based on the requirements for professional training and level of qualifications that are necessary to carry out the relevant professional activity (professional qualification groups) , taking into account the complexity and volume of work performed.

Under professional qualification groups(PCG) refers to groups of blue-collar professions and employee positions, formed taking into account the scope of activity based on the requirements for professional training and level of qualifications that are necessary to carry out the relevant professional activity (Article 144 of the Labor Code of the Russian Federation).

The criteria for classifying blue-collar professions and office positions into professional qualification groups are determined by Order No. 525 of the Ministry of Health and Social Development of Russia dated August 6, 2007.

Professions of workers and positions of employees are formed in the PCG taking into account the type of economic activity according to the following criteria:

• certain positions of employees from among the teaching staff and researchers, who are required to have an academic degree and (or) academic title, and positions of heads of structural divisions of institutions, which require higher professional education;
• employee positions requiring higher professional education;
• professions of workers and positions of employees, including heads of structural divisions of institutions, requiring primary or secondary vocational education;
• professions of workers and positions of employees that do not require professional education.

The assignment of blue-collar professions and white-collar positions to the PKG is carried out according to the minimum level of qualification requirements required to work in the corresponding blue-collar professions or to occupy the corresponding white-collar positions.

As an exception, certain employee positions that have important social significance may be classified as PKG based on the higher level of qualification requirements required to occupy the corresponding employee positions.

At the same time, the professions of workers and (or) positions of employees included in one PKG can be structured according to the qualification levels of this PKG, depending on the complexity of the work performed and the level of qualifications required to work in the profession of a worker or occupy an employee position.

The same profession of a worker or position of an employee can be assigned to different qualification levels depending on the complexity of the work performed, as well as taking into account additional qualification indicators confirmed by a certificate, qualification category, work experience and other documents and information.

PCGs are approved by the Ministry of Health and Social Development of Russia (the list of documents is given in Appendix No. I.3.4).

Within the PKG, white-collar positions and blue-collar professions are grouped according to qualification levels. Based on the accepted classification by professional qualification groups and (or) qualification levels, salaries (official salaries) and wage rates are established for employees. This ensures differentiation of wage levels for the entire range of public sector workers. The higher the level of the professional qualification group and the qualification level within the PKG, the higher should be the salary (official salary), the wage rate of a particular employee.

The distribution of employee positions and (or) worker professions among professional qualification groups and (or) qualification levels is carried out precisely for the purpose of differentiating the levels of remuneration of employees.

Appointment to a position, determination of an employee’s suitability for the position held, assignment of tariff categories to workers, qualification categories to employees and other issues must be resolved on the basis of the Unified Qualification Directory of Positions of Managers, Specialists and Employees (USC) and the Unified Tariff and Qualification Directory of Work and Professions of Workers (UTKS) .

Also, according to the PKG, in some cases additional wage payments are established.

The distribution of employee positions and worker professions by relevant professional qualification groups and professional qualification levels is given in Appendix No. I.3.5.

When setting salaries for employees, institutions primarily proceed from the basic (minimum guaranteed) salaries (rates) determined by the relevant ministries (departments) in the approximate regulations adopted by them (see Appendix No. I.3.1).

It is necessary to take into account that the base salaries (rates) determined by the relevant main managers of federal budget funds are recommendations. If there are sufficient allocations, institutions have the right to provide for the establishment of salaries for their employees at a higher level.

In accordance with paragraph 7.1 of the Recommendations for the development by federal government bodies and institutions - the main managers of federal budget funds of approximate provisions on the remuneration of employees of subordinate federal budgetary institutions (approved by order of the Ministry of Health and Social Development of Russia dated August 14, 2008 No. 425n), the minimum salaries (rates) of employees for the relevant It is recommended that the PKG be established taking into account the requirements for professional training and level of qualifications that are necessary for the implementation of the relevant professional activity and not lower than the tariff rates (salaries) established on the basis of the unified technical system in force for the period of introduction of new remuneration systems.

Then, based on calculations based on the volume of available budget funding, salaries (rates) can be adjusted upward.

In institutions of law enforcement ministries and departments that are not subject to the Regulations on the establishment of remuneration systems for employees of federal budgetary institutions approved by Decree of the Government of the Russian Federation of August 5, 2008 No. 583, the amounts of official salaries (salaries) are determined in accordance with the provisions of departmental regulatory legal acts (see . Appendix No. I.3.3), providing specific or fork (within the range of “from” and “to”) values.

Salaries for employees (from among those whose wages were based on the unified technical system before December 1, 2008) employed in the central offices and (or) territorial bodies of federal government bodies are established on the basis of relevant departmental regulations (see Appendix No. I .3.2), as well as the provisions of the order of the Ministry of Health and Social Development of Russia dated August 27, 2008 No. 450n.

This order determines the minimum salaries of employees holding office positions. They are determined on the basis of the assignment of positions held by employees to the corresponding PKG, approved by order of the Ministry of Health and Social Development of Russia dated May 29, 2008 No. 247n:

For employees carrying out activities in the professions of workers in state government bodies, salaries are set depending on the qualification categories assigned to them in accordance with the ETKS, unless otherwise provided by departmental regulatory legal acts.

If the corresponding position is not listed in the PCG, the salary for it is set independently by the head of the institution (taking into account the provisions of departmental regulatory legal acts). In this case, it is recommended to proceed from the ratio of the established salaries between categories of workers with similar (approximate) requirements for positions held in accordance with the Unified Labor Standard or applicable tariff and qualification characteristics.

For certain positions, taking into account the provisions of departmental regulatory legal acts, wages may be provided for 1 standard hour of work. For example, in sanatorium and resort institutions of the Ministry of Health and Social Development of Russia (order No. 464n dated August 28, 2008), such wage conditions can be established in relation to employees holding the positions of premises cleaner (nurses, nurse-washers), territory cleaner, cultural organizer, librarian, freight forwarder cargo transportation, typist, accompanist, programmer, gardener.

Hourly wage rates for teaching staff are also set by the head of the institution. In this case, it is recommended that payment rates be determined as a percentage of the official salary provided for positions assigned to the first qualification level of the PCG “General industry positions of first-level employees,” taking into account the amount of vacation pay.

The hourly wage rates for workers involved in conducting training sessions are given in paragraph 19 of Appendix No. 1 to Order No. 751 of the Ministry of Internal Affairs of Russia dated August 27, 2008 “On measures to implement Decree of the Government of the Russian Federation of August 5, 2008 No. 583.”

- this is the minimum fixed amount of payment for labor, and you need to understand that such payment cannot be standardized. As a rule, the employer simply does not have the right to pay his employee less than the official salary for the time actually worked.

However, the official salary should not be confused with the total salary. The latter will always be higher due to the presence of various types of additional and compensation payments.

Where is the official salary applied?

In the process of calculating the minimum wage today, two basic concepts are used:

1. Job salary.
2. Tariff rate.

As a rule, the use of official salaries as the minimum level of payment is advisable in cases where it is impossible to establish objective criteria for the work performed by an employee. This payment system is used for engineering, economics, legal, and most technical specialties.

At the same time, in order to correctly establish gaps between various professional groups of highly qualified specialists, to establish “forks” and gaps between official salaries, the following are taken into account:

• complexity of the actions performed;
• the volume of obligations assigned to a particular employee;
• requirements for the quality of the final result;
• the required (usually minimum) qualification level of a potential employee.

To assess the complexity of the work, the employer will have to take into account the availability of high-tech equipment, tools, the complexity of existing technological processes, the multiplicity of actions performed, the level of independence of the specialist during decision-making, as well as the degree of responsibility for the final result.

The process of estimating the amount of work that needs to be done takes into account not only the physical energy required, but also the amount of mental energy required. The entire calculation is made based on the normal working hours, during which the employee will be required to perform the functions assigned to him.

Regarding the requirements for the final result - the higher they are, the greater the degree of expenditure of physical and mental energy, the need to be extremely attentive, careful, and perform additional verification actions before the final work is submitted for inspection. Not surprisingly, the higher the level of such costs, the more compensation the employee will want.

Almost all employers try to hire a “ready” qualified specialist with education, work experience, and honed skills. They are ready to pay well for this right away. The main thing is that the potential applicant meets the requirements of his employers.

Remember, the official salary, as the minimum wage, is used in cases where it is not possible to evaluate and objectively compare the quantity, quality, and complexity of work.

Relationship with wages

How does salary compare to salary?

Salary is not the whole thing, but only its component part. You need to understand that at the legislative level, the classic wage structure consists of three main elements:

1. Basic pay. In fact, this is the official salary due to the employee or the tariff rate calculated for the period of work. The employer has no right to pay its employees below the basic level of remuneration (minus taxes).
2. Compensatory pay level. This category includes all payments due to an employee for additional work, atypical working conditions that differ from normal ones, payment for performing one’s duties in difficult climatic and weather conditions, as well as other payments provided for by legislative and local documents.
3. Incentive payments. This includes all the “goodies” with which the employer cajoles its employees, encouraging them to conscientiously fulfill and exceed various planned indicators. Usually these are monthly, quarterly, one-time bonuses, various allowances, additional payments, and other rewards.

As a rule, in order to encourage an employee to effectively perform the functional duties assigned to him, employers try to increase the gap between the base salary and the incentive and compensation payments due to the employee.

Typically, this approach is focused on the final result (for example, in the legal field, when a premium is paid for a won case). In such companies, the official salary can be 20–25% of the final salary level.

At the same time, certain categories of workers are initially highly in demand and highly paid. They don’t need to prove anything, chase somewhere, defeat anyone. The main thing is that everything is done systematically.

Such employees include, for example, programmers and IT workers. In their case, the official salary is about 90% of the total salary.

Remember, specific salaries, rates, remuneration systems, and a variety of incentive payments are usually established by the employer through a collective agreement.

Calculation procedure

How are official salaries determined?

Even taking into account the factors listed above, establishing specific salary ranges is quite labor-intensive and complex. Especially in organizations that have a multi-stage management system. Typically, in order to distribute salaries by rank, some preparatory steps are required.

First you need to determine the general level of the wage fund that the company allocates to its employees. From this fund, you then need (usually this is done by calculation) to allocate an amount of money on an average monthly basis, which will need to be paid to employees as official salaries.

To do this, the availability of compensation and incentive payments is calculated using the existing system. You will also need to calculate the average salary level.

At the next stage, it is necessary to “decompose” the available number of employees at various levels according to their ranks, starting with the first manager in the form of a pyramid, which will grow downwards.

Using simple calculations, you can calculate the amount of money for each rank, and then simply divide it by the number of required employees at each rank and, thus, set the average salary level.

After this, it is advisable to introduce “forks”, which are small deviations up and down from the average value of the calculated salary. Thus, in the future you will have the opportunity, even in the same position, to stimulate or punish employees with the same level of qualifications.

Remember, any calculation of official salaries must be based on the economically justified size of the wage fund, the balanced structure of the organization, and also provide for a certain reserve if something needs to be adjusted.

We must not forget that the company’s salary fund usually ranges from 20 to 90% of the total cash turnover. Therefore, the calculation of official salaries should be approached with the utmost seriousness, so as not to become bankrupt after the first working month.

In this case, the salary is calculated without taking into account the need to pay taxes. They will have to be paid either from the body of the salary (if nothing else is planned to be calculated), or from the general level of wages received by the employee.

How are salary bonuses calculated?

Calculation of bonuses to official salary

Given that the total salary includes salary, which is its constant part, the calculation of other components is usually carried out as a percentage of the base salary. This means that compensation or incentive payments will directly depend on the level of official salary.

For example, if the total bonus to employees is set at 10% of the official salary, then an engineer with a salary of 10,000 rubles will receive a 1,000 ruble bonus, while an engineer with a salary of 15,000 rubles will receive 1,500 rubles.

In some cases, compensation and incentive payments may be a fixed amount. For example, pay for the traveling nature of work and travel allowances are in most cases the same for all employees, regardless of position.

At the same time, if monetary bonuses are provided for awards (for example, certificates, medals, badges, etc.), they will also be the same for all employees of the company.

The most commonly used payments, calculated as a percentage of the official salary, include:

• monthly, quarterly bonus;
• bonus for labor intensity;
• regular monthly incentive payments for length of service (devotion to the company);
• additional payments for temporarily performing the work of an absent colleague;
• various regional coefficients.

Fixed payments are applied in the following cases:

• the traveling nature of the work is paid (one type of work, regardless of rank and position);
• fixed bonus for work performed;
• payments for holidays;
• rewarding awarded employees with the same awards.

Remember, a fixed or percentage amount of additional salary payments for a certain job is established by the terms of the collective agreement within the limits of the existing wage fund.

Differences between tariff rate and salary

Although the tariff rate and salary are considered the minimum guaranteed monetary payments for labor, they have certain differences. The tariff rate is established for blue-collar professions where it is possible to clearly regulate the quantity and quality of labor and the final result.

The official salary is set based on the monthly period of work, while the rate is calculated per hour of work. When performing work with different skill levels, the rate level may change (increasingly).

If a tariff rate is applied, all incentive payments can be calculated based on the actual level of the minimum payment (the summed number of rates for standard hours per month) or the calculated tariff rate (the rate is multiplied by the monthly standard hours of work).

The tariff rate can be “tied” to the volume and quality of work performed, while the salary is the minimum guaranteed payment that a full-time employee will receive for the reporting period.

Remember, tariff rates are applied to ordinary work categories, where it is possible to clearly calculate the quantity and quality of work performed.

Salary, salary, compensation, bonus, allowances: what is the difference, find out in this video:

Form for receiving a question, write yours

When registering an employee at a new place of work, a certain remuneration scheme is established between the employer and the employee, a mandatory part of which in the lion's share of cases is the official salary.

Today we will talk about what the official salary is for, on what principle it is calculated and whether it can be changed.

Coefficients for calculating official salaries

According to labor laws official salary is a fixed amount of remuneration for work activities for the performance of one’s own official duties. The official salary cannot include social, incentive or compensation payments.

The Labor Code of the Russian Federation defines the basic salary as the wage rate of an employee of a state or municipal organization carrying out the professional activities of a worker or employee without taking into account additional payments.

Thus, established at the state level, it forms the basis for establishing the salaries of employees.

The salary of any employee directly depends on many factors, including:

specialized education;

qualification;

work experience.

Attention! The official salary is a fixed amount of remuneration, established depending on the position held by the employee, qualifications, specialized education and length of service at the given enterprise.

The amount of remuneration for the labor activity of employees is established based on salary charts, which are developed at the level of an organization or an entire industry:

1. Industry schemes are used to determine the salaries of employees of organizations financed from budgetary sources.
2. Salary schemes approved at the level of firms financed from their own funds are accepted indicating the range of specialist positions and the corresponding salary amounts.

The salary schedules for both groups may indicate a salary range, called a salary range.

Establishing minimum and maximum wages makes it possible to determine employee salaries individually, based on their qualifications, work experience, volume of work performed and business qualities.

The level of professionalism of both specialists and workers is determined by gradation into categories, due to which employee salaries are differentiated. Most organizations are characterized by a three-stage gradation.

According to labor legislation, the wage provision may provide for the establishment personal increasing coefficient:

• by position;
• for length of service ().

If an increasing coefficient is established, the amount of upcoming payments is determined by mathematically multiplying the salary by the coefficient.

Personal increasing coefficient may be assigned taking into account:

• vocational training;
• complexity of the work performed;
• employee's degree of responsibility.

The decision on the bonus is made by the head of the enterprise in relation to each employee individually.
Longevity coefficient can be established for employees depending on their overall professional experience at a given enterprise.

How does the salary increase work?

A salary supplement is an additional payment for professional activities, calculated on the basis of:

• established tariff rates;
• official salaries;
• piece rates.

Attention! Information about the employee’s bonus must be reflected in the employment contract as conditions for payment for work activities.

Salary supplements are of two types:

• mandatory;
• optional.

Mandatory Allowances are additional payments established for the performance of certain job duties. For example, additional payment for a shift work schedule or work in an area with a special climate.

If an employer wishes to establish a bonus for an employee in the absence of conditions for establishing a mandatory additional payment, then such a bonus will be considered personal and it is installed on an individual basis.

A personal allowance can be established for employers for:

• employee's work experience;
• professional excellence;
• working with trade secrets;
• knowledge of a foreign language;
• academic degree;
• work results.

The bonus can be set as a fixed amount (for example, 1000 rubles to the salary) or as a percentage (for example, 15% of the salary).

In any case, the amount of any additional payment must be reflected in the employment contract. In some cases, it is permissible to refer to a document defining the procedure for calculating a personal bonus to an employee’s salary.

Unique order to change (increase) official salary

A change in an employee's salary can be initiated by a memo indicating the reasons for the change in salary. If the salary is subsequently reduced, the wishes of the line manager will not be taken into account.

Reasons for increasing the salary may be:

• systematic overfulfillment of the plan;
• training;
• successfully completed certification;
• extensive work experience.

In addition, salary increases may be initiated as a result of changes in job responsibilities.

To raise the issue of a salary increase:

1. The employee's manager must provide his superiors with a memo containing information about the reasons for increasing the salary of his subordinate.
2. Subsequently, the document must be agreed upon with an authorized person or director of the organization.
3. After the salary increase is approved, the HR department employee must prepare a unique order to adjust the salary portion of the employee’s salary, as well as to make adjustments to the staffing table.
4. In addition, all changes must be reflected in the employment contract. To do this, it is necessary to prepare an additional agreement, which will subsequently be signed by both parties.
5. If an agreement of any kind is reached, a unique order is drawn up to change the official salary and an additional agreement to the employment contract.

Since this order does not have a form approved at the legislative level, any institution has the right to draw it up in a free format on the company’s letterhead. It is extremely important that the order reflects the following data:

• information about the enterprise;
• order details;
• the city or town where the order was drawn up;
• date of document preparation;
• changes in working conditions;
• argumentation of the need to change the official salary;
• signatures of the parties.

Thus, the final version of the order to change the salary of an official will look something like this:

Organizational and legal form of the company
"Name"

ORDER No. (order number)

about a salary increase (employee's name in the dative case)

In connection with (reason for salary increase, for example: improvement of quality indicators / change in staffing / expansion of functionality) I ORDER:

1. Set (position and full name of the employee) official salary in the amount of (new salary amount in figures and words) rubles from (date of salary change).
2. The chief accountant (full name of the accountant) must ensure timely payments of the salary specified in paragraph 1 of this order and other amounts calculated on the basis of it, as well as monitor the correctness of execution of all personnel documents.
3. The HR department inspector (full name of the HR department employee) makes changes to the staffing table (date and number of the staffing table), setting the salary for the position (position name) in the amount of (amount of the new salary).
4. The HR department inspector (full name of the HR department employee) prepares an additional agreement to the employment contract (date and number of the employee’s employment contract) with (employee’s full name) on setting a salary in the amount of (amount of the new salary) from (date of salary change).
5. The inspector of the HR department (full name of the HR department employee) familiarizes himself with this order (full name of the employee) against signature.

Reason: (name, date and number of the document that initiated the salary increase, for example: memorandum from the head of the department / order to amend the staffing table)

General Director (company name) (full name)_______________(signature)__

I have read the order (full name of the chief accountant)_________________ (signature) __
I have read the order (full name of HR department employee)___________ (signature) __
I have read the order (employee's full name)___________________________ (signature) __

Changes in the terms of payment for professional activities will come into force immediately after the documents are signed by both parties.

The main thing to remember is that no matter how the terms of payment for work change, if any agreement is reached, an order and an additional agreement to the employment contract on changing working conditions must be drawn up between the parties. Without this documentation, the change to the salary portion will be considered invalid.