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How to calculate jobs in a medical facility. Features of the definition of similar jobs with a special price

Let's recall the basic concepts, definitions.

Article 209 of Chapter 33, Section X of the Federal Law of December 30, 2001 N 197-FZ "Labor Code of the Russian Federation" (hereinafter referred to as the Labor Code of the Russian Federation) contains the following definitions:

Workplace- the place where the employee should be or where he needs to arrive in connection with his work and which is directly or indirectly under the control of the employer.

Working conditions — combination of factors the working environment and the work process, affecting the performance and health of the employee.

Article 60_2. The Labor Code of the Russian Federation states: “With the written consent of the employee, he may be entrusted with performing, within the established duration of the working day (shift), along with the work specified in the employment contract, additional work for another profession (position) for an additional fee. Additional work entrusted to an employee in another profession (position) may be carried out by combining professions (positions). "

Clause 1 of Article 3 of Chapter 1 of Federal Law No. 426-FZ of 28.12.2013 "On Special Assessment of Working Conditions" (hereinafter - FZ No. 426-FZ) defines:

Special assessment of working conditions- a single set of consistently implemented measures to identify harmful and (or) hazardous factors of the working environment and labor process and assess the level their impact on the worker taking into account the deviation of their actual values ​​from the hygienic standards for working conditions established by the federal executive body authorized by the Government of the Russian Federation and the use of personal and collective protective equipment for workers.

Earlier, in paragraph 42 of Section IV. of the invalidated "Procedure for the certification of workplaces for working conditions", approved by Order of the Ministry of Health and Social Development of Russia dated 04.26.2011 N 342n, said the following: an employment contract for the duties of an employee of this profession (position), all types of work performed by an employee at a given workplace are subject to assessment. "

Apparently, this point is not included in the Federal Law No. 426-FZ due to its obviousness.

The obviousness comes from all the above definitions. Putting them together, we come to the following conclusion:

If at the time of the special assessment of working conditions, the employee performs, in addition to his own, additional work and a set of factors of the working environment and the labor process affecting his performance and health are acting on him in various locations in connection with the work, the working conditions created a combination of factors. Thus, one workplace of this employee is subject to a special assessment, including all places of his location in connection with work, and all existing harmful factors are identified / determined.

In other words, no matter what harmful factors affect the employee in connection with the main and additional work during the entire working day, either by combination or by order of the manager, they constitute the working conditions at his workplace.

In the event that the organization conducting the assessment of working conditions divides such a workplace into several depending on the type of work performed and its belonging to a particular profession (position), the assessment of working conditions is unreliable, because all harmful factors were not taken into account and an assessment of their joint impact on one employee was not given.

Director, he is also the chief accountant (for internal combination). The work of the chief accountant is determined by the employment agreement on combining. Part of the working time the employee performs the work of the director, part of the chief accountant. The staffing table contains the positions of both the director and the chief accountant, and the work is done by one person. One workplace is subject to special assessment of working conditions director, taking into account the work of combining the chief accountant. Because the employee performs the functions of the chief accountant in accordance with the employment agreement on combining, in the report on the special assessment of working conditions, the position will be written - director (chief accountant) and codes according to the "All-Russian classifier of workers' professions, employee positions and wage categories" OK 016-94 (hereinafter - OK 016-94) are indicated for two positions. If the director performs the work of the chief accountant by order and it is absent in the staffing table, only the director's position will be spelled out in the final documents for a special assessment of working conditions, the OK code 016-94 of the director is indicated, and the performance of the chief accountant's work will be present only in the description of the work performed (subject to an assessment of the intensity of the labor process). Once again - one workplace is subject to a special assessment, consisting of all the places of stay of the employee in connection with his work (main and additional)!

In other words, nwhen performing at the workplace work that is not contained in the qualification characteristics of a specific profession (position), but included by order of the employer or an employment contract in the job duties of an employee of this profession (position), all types of work performed by an employee at a given workplace are subject to assessment.

The main dilemma faced by the employer before conducting a special assessment of working conditions is the determination of the number of jobs subject to SAWS. In most cases, the calculations turn out to be incorrect, as the concept of “similar” jobs is misused. In this article we will try to figure out how to avoid common mistakes.

What kind of jobs can be classified as similar?

According to paragraph 6, Art. 9 of the Federal Law of December 28, 2013 No. 426-FZ "On Special Assessment of Working Conditions", workplaces are considered "similar" if they:

- located in one or several similar premises (zones);

- Equipped with the same ventilation, air conditioning, heating and lighting systems;

- are occupied by employees of the same profession, position, specialty with the same functions and working hours; they must use the same -, tools, fixtures, materials and raw materials, and also be provided with the same type of PPE.

All of these conditions must be met simultaneously. If at least one condition is not met, then jobs cannot be categorized as “similar” jobs.

For example, consider the jobs of an accountant and a chief accountant, which are not the same. This is because they have different job titles and, as a result, different job functions.

The employer's desire to classify as many jobs as “similar” is understandable. This reduces the cost of the special appraisal, since one card for a special assessment of working conditions is filled in for “similar” jobs, and a general list of measures to improve working conditions is drawn up for them.

But it's worth understanding that not everything is as smooth as it seems. According to paragraph 1, Art. 16 of the Federal Law of December 28, 2013 No. 426-FZ "On special assessment of working conditions" should be assessed 20% of the total number of "similar" jobs, but not less than two.

How does the concept of at least two work?

Example:
The company employs five storekeepers who work in the same warehouse and carry out the same duties. It would seem that we are talking about “similar” jobs and it is necessary to estimate 20% of their total number, ie. one workplace. But, relying on paragraph 1, Art. 16, “Determination of the number of jobs subject to SOUT” is reduced to at least two jobs.

This is necessary in order to obtain an objective result in instrumental research. In the event of a discrepancy with at least one measured parameter, in accordance with clause 5, article 16 of the Federal Law of December 28, 2013 No. 426-FZ "On special assessment of working conditions", 100% of workplaces will be subject to assessment.

A workplace with a special assessment of working conditions will be equated to one, regardless of the size of the employee's rate. That is, part-time employment - one job, 0.3 wages - one workplace, 2.15 wages - one workplace.

Why aren't workplaces with the same equipment always “similar”?

The same workplace is not always a sign of the same manufacturing process. Let's take an example.

Example:
In the office work: an accountant, a leading accountant, a chief accountant. Everyone, as a rule, uses a personal computer, monitor and office equipment. However, these workplaces cannot be “similar” due to the fact that the workplaces must be absolutely identical: the brand, and the model, and the year of manufacture.
A similar example can be found for driver jobs.

Let's analyze the situation with cars:

Example:
The organization has five drivers who work on the following vehicles.

Full name of the driver car brand Year of issue Weight, t State number
Ivanov Renault 2010 6 b111mr
Sidorov Ford 2009 5 s777kk
Petrov Ford 2013 7 k999kk
Stakhanov Ford 2013 7 k999kk
Pavlov Ford 2013 7 k999kk
Kozhemyakin MAN 2017 5 o009at
Petrukhin MAN 2017 5 t567tt

Often, employers classify all such jobs as “like” jobs. This is incorrect in principle.

Only the jobs of Petrov, Stakhanov and Pavlov will be “similar”, since the same car belongs to them.

The driver Ivanov has a car of a different brand, a different year of manufacture and carrying capacity, has a completely different registration number.

In general, this can be enumerated indefinitely. It is advisable to simplify the approach to solving this issue.

In this case, the number of jobs subject to SOUT is equal to the number of cars. One car can be assigned as many “similar” places as drivers are assigned to the same car by order.

When are jobs for the same job not considered “like”?

Occasionally, the jobs that employees with the same job title do are not “like” anyway. Let's say that there are five heads of a multifunctional department in the organization's staffing table. However, this does not mean that they have the same functionality.

In such situations, you should clarify which department the employee is in charge of. For example, a manager's workplace:

  • sales department,
  • internet department and
  • marketing department must be assessed separately. An equally important point in determining the "similarity" of jobs arises from the shift of work.

Example:
There are 24 production line operators in production. Operators can work in one shift or several shifts. In this case, it is necessary to clearly understand how to carry out the calculations. Let's look at the table:

The table clearly shows how the number of jobs subject to SOUT is determined. The main thing to remember is that the shift must be documented in internal local acts (collective agreement, employment contract or description of the organizational structure of the organization, etc.)

Now in pictures to consolidate the result.

Thus, if you are not sure that you have taken into account all the features and correctly identified “similar” jobs, then it is better to seek help from an organization that will conduct a special assessment. You can download the necessary information on this issue in an Excel file attachment. This file automatically determines the number of jobs subject to SOUT. It is enough to enter certain data.

Labor (SOUT - Special Evaluation, - Ed.) Are trying to adjust the existing staffing table, hiding the real number of employees in order to save money. They combine one position with another, reduce the number of jobs, remove “unwanted” positions. As a result: inaccurately submitted information is incorrect. If inaccuracies in the documents on the special assessment are revealed during inspections by the state labor inspector, the employer will be brought to administrative responsibility, first of all, since incorrect information can cost people their lives and health. You can, of course, ask a question, but her cause is right: how many jobs were announced, that was checked. And in case of especially dissatisfied: "Here is a copy of the certified staffing table signed by the head and the seal of the organization, what other claims can there be?"

It is not worth hiding and changing the staffing of employees. Moreover, if you find similar jobs, you can also do it well, without violating the requirements of the law. What are these places and how to identify them among the available jobs?

Places are called in which employees have the same positions, professions, specialties, perform typical job functions on identical equipment, using the same tools, while they are all located in one or more of the same working areas with the same type of heating, ventilation, air conditioning and lighting systems. The definition of analogy is a bit tricky, isn't it? To make it easier to understand, we will explain everything in a visual way in the form of examples with their solutions.

Example # 1: There are 7 employees in the office, represented by the chief accountant, the leading accountant, and 5 sales managers. What jobs would be subject to analogy?

Solution: the positions of only five managers will be similar, since these specialists have the same formulation of positions and perform the same functions.

Example # 2: There are 2 welders in two workshops. How do you determine which jobs are similar?

Solution: If the working zones in the workshops are the same in structure, then all 4 welders' workplaces will be considered similar.

For your information, despite the fact that welders do not have a strictly fixed workplace, they move from object to object during the working day, a special assessment is mandatory for them. Places like these are called variable area jobs.

Example # 3: The organization employs 5 drivers. Three of them work on Chevrolet cars of 2011 (type of fuel used AI-92), the fourth - on a Nissan car of 2013 (type of fuel AI-95), the fifth - on Renault (type of fuel AI-92). What and how many jobs will be assessed?

Solution: Based on the fact that the driver's workplace is a motor vehicle, the same will be the workplaces of workers who work on Chevrolet cars, because year of manufacture, brand, type of fuel of vehicles are the same.

We have identified similar places, now we must answer the question of. Thanks to this, we will reveal the "highlight" of the process - cost savings due to analogy. In the Federal Law on SAUT No. 426-FZ there is a calculation formula for determining the similarity: 20% of jobs from the total number of such jobs are subject to assessment, but not less than 2. Let's apply the formula to the drivers: 3 multiplied by 20%, we get 0.6. Despite this, two jobs will be evaluated as there is a set minimum, with the help of which it is possible to determine the identity of working conditions. If differences are determined during the assessment of 2 jobs, then the principle of analogy will be canceled and all 100% of jobs will be evaluated.

The shift in work performance also plays an important role in the analogy. Due to this, you can cut the number of jobs in half.

Example # 4: Operators of the drug bottling line, there are 12 of them in total, carry out their work in two shifts: from 8.00 to 15.00, from 15.00 to 21.00. There are 6 people per shift. How many jobs are to be evaluated?

Solution: Thinking logically - line operators perform the same duties, the maximum that distinguishes them is their location on the line. They can be referred to similar ones. But it turns out that the remaining 6 employees replace each other and, in fact, the jobs do not change at the same time. Therefore, the analogy can be calculated only from 6 jobs, we calculate by the formula, we get the answer - 2 jobs.

If the shift in the work of line operators is not taken into account, 3 workplaces will be subject to assessment. This is what can be revealed during the process of special appraisal, and only at first glance it seems that it is difficult to determine what and how to attribute the workplace. It is enough to analyze in detail the requirements of the law.

If you have any questions, you can send them to e-mail.

The number of jobs is determined in the following order:

    the estimated number of jobs is determined;

    the accepted number of jobs is established;

    job load factors are determined;

    a schedule of work places is being built.

The estimated number of jobs required to fulfill a given annual program with an established technological process is determined by the following formula:

Wed i = tpc. i / R, where:

Wed i is the estimated number of jobs in the i-th operation;

tpcs. i is the unit time norm for the i-th operation.

The resulting estimated number of jobs can be fractional, therefore, by rounding Avg. i in most cases, up to a larger integer number, we determine the accepted number of jobs for each technological operation Ref. i.

When designing production lines, some deviation from this rule is allowed, the so-called overload (up to 10-15%).

The job load factor for each operation is determined by dividing the estimated number of jobs for a given operation by the accepted number of jobs:

n s i = Cp. i / Ref. i * 100%, where:

n z i is the load factor of jobs for the i-th operation,%.

Estimated and accepted number of jobs, as well as load factors for each operation are shown in Table 1.

Table # 1

Estimated and accepted number of jobs, load factors

Operation No.

Estimated number of jobs, Cf. i

Coef. load of workplaces, n s i,%.

The average load factor of workplaces on the line is determined by the formula:

n i av. - the average load factor of jobs,%;

m is the number of operations performed on the line;

∑Ср.i– the total number of settlement places;

∑Ref.i– the total number of accepted jobs.

n i av. = 39.61 / 40 * 100 = 99.4%

The workstation load graph is presented in the form of an XY coordinate system.

The abscissa X shows the jobs, and the Y-axis shows the percentage of their workload.

The average utilization factor of all workplaces is shown as a horizontal line across the entire graph.

Below, on the basis of the calculations performed, we build a workload schedule.

Workplace loading schedule

Figure 1 - Workplace load schedule

4.3 Calculation of the number of key workers

The number of main workers is determined in the following order:

    the estimated number of main workers is determined;

    the accepted number of main workers is determined (rounding off the calculated value to the nearest whole number with an allowable overload of not more than 15%);

    organizational synchronization is carried out aimed at leveling the workload of jobs by combining professions;

    the finally accepted number of the main workers is determined.

The estimated number of main workers for each operation is determined by the formula:

Chr. i = Wed i / No. i, where:

Chr. i - the number of main workers in the i-th operation;

But. i - service rate at the i-th operation.

According to the estimated number of workers, their accepted number is established by rounding to the nearest whole number (as a rule, upwards). In practical calculations on operations, the overload of workers is allowed no more than 15%.

In order to avoid downtime of workers, a combination of two or more operations by one worker is used. As a result, the total number of workers is reduced. Combination is possible for operations in which the categories of work performed either coincide or differ by no more than 1.

The calculation of the required number of main workers and the combination of operations are shown in Table 2.

Table 2

Calculation of the required number of workers

Estimated number of jobs, Avg. i

Service rate, No. i

Number of workers by operations, people

Number of jobs accepted, Ref. i

Combination order

Worker numbers by operation

1.2.3.4.5

5,6,7,8,9,10,11,12,13,14,15

16,17,18,19,20,21,22,23,24,25,26,27,28,28

29,30,31,32,33,34

When determining the possibility of assigning several operations to one worker, it is necessary to proceed from several factors. First of all, one should pay attention to the number of jobs in the Czech Republic obtained in the calculations. i, or rather into its fractional part. It shows the degree of workload of the underutilized workplace. The task of this synchronization is to achieve the highest labor productivity of workers and the maximum possible load of the available equipment. Therefore, it is necessary to strive to assign workers to the machines in such a way that the equipment utilization approaches 100%.

Considering the above, the combination is carried out on the second and third, fifth and sixth operations.

The final placement of the main workers on the line is made with the assignment of certain numbers to the workers.

The number assigned to the last worker on the line shows the actual number of workers in one shift. In the future, taking into account the absenteeism rate (from the balance of working hours of one average payroll worker), the payroll number of the main workers is determined

4.4 Calculation of backlogs

More frequent transitions of workers from operation to operation can dramatically reduce the amount of backlog. However, an increase in transitions affects a decrease in the productivity of workers.

For this production, we choose the service period Ro equal to 120 minutes.

The working time of each workplace during the maintenance period is determined depending on the load factor of each operation. If there are several workplaces at the operation, all the underload is concentrated on one workplace, therefore, only the working time of the underloaded workplace is calculated:

, where:

Tned. i is the working time of the underloaded workplace, min;

Ro - equipment maintenance period, min;

Kzagr. i is the load factor of the underutilized workplace,%.

The load factor of the underloaded workplace Кзагр. is determined by the number after the decimal point in the value of the estimated number of jobs Chr.

Time of underutilized workplaces (on the second and fifth operations)

Тнed.2 = 120 * 37/100 = 44.4 minutes.

Тнed.5 = 120 * 67/100 = 80.4 minutes.

Leaving one workplace, the worker must leave the backlog of parts to ensure the continuity of the entire flow.

In the course work, along with working backlogs, other intraline backlogs are calculated: technological, transport and insurance.

The amount of backlog on the line is determined by the following formula:

Ztechn. = ∑Ref. i ∙ a i, where:

Ztechn. - technological backlog, pcs;

a i - the number of simultaneously processed products at each workplace of the i-th operation.

For the considered example, the section of the technological backlog will be as follows:

Ztech. = (1 ∙ 1 + 3 ∙ 1 + 4 ∙ 1) = 8 (det.)

The amount of transport backlog is calculated by the formula:

Ztr. = p ∙ (m - 1), where:

Ztr. - transport backlog, children;

p is the size of the transfer batch;

m is the number of operations performed on the production line.

In the considered example, the size of the backlog is equal to:

Ztr. = 1 ∙ (3 - 1) = 2 (det.)

The amount of the insurance reserve is determined as a percentage of the replaceable one according to the formula:

Zpage = (10 ÷ 15%) ∙, where:

Zpage - insurance backlog, children;

Tcm. - duration of the shift (working day on regular days), min.

In this case, the size of the insurance reserve is equal to:

Zpage = (10 ÷ 15%) x = 15 (det.)

The total cycle backlog on the line is determined by summing up the backlogs defined above:

Ztot. = Ztechn. + Ztr. + Zp. + Z'ob. , where:

Ztot. - general cyclic reserve, children;

Z "rev. - the total working reserve for all operations, det.

The total amount of working backlogs on the line includes only backlogs created at the beginning of the service period (coming at the beginning of the service period with a minus sign).

Thus, the total amount of cycle backlogs will be:

Z "vol. = 1 + 1 = 2 (det.)

The total amount of the cycle backlog is equal to:

Ztot. = 8 + 2 + 15 + 2 = 27 (det.)

After calculating the rhythm of the production line, outlining the placement of jobs in places in operations throughout the accepted service period, combining workers in jobs and setting the sequence of their work in different operations of the flow, the entire schedule is drawn up in the form of a schedule for the movement of working backlogs and the work of workers on the production line ...

To calculate the number of jobs, the entire production cycle should be determined, that is, the operations that raw materials and materials go through in the process of manufacturing the final product and the time spent on each operation, as well as the profession of performers and their category for each operation.

The method of calculating the number of jobs in the manufacture of the planned volume of products depends on the form of organization of the production process. The most progressive and efficient in the context of the development of modern specialization is in-line production.

This form of organization of the production process is usually used in mass and serial production and is characterized by the constant assignment of operations to the equipment of the workplace, the rhythm of the production of products, the continuity and accuracy of the process. The flow form of production presupposes the rhythmic, coordinated work of individual links of production, in order to ensure the continuous movement of objects of labor (parts, assembly units) from one workplace to another. This is achieved by maintaining the flow rate, which is determined by the formula:

Where F d - actual fund of equipment operating time in the planned year (in hours)

P G - annual program of production of products according to plan (in pieces)

The actual fund of working time is determined by the formula:

Where D To - number of calendar days in a year

D out - weekends of the year

D etc - holidays of the year

T cm - work shift duration

TO cm - shift ratio (number of shifts)

TO P OL - coefficient of loss of time for scheduled preventive maintenance of equipment (indicator is 5)

Annual program of production of products according to plan ( P G ) = 299000 pieces

Table 1

the name of the operation

The profession of performers

Qualification of performers

operation time, min.

Unpacking the PCB

Electronic equipment installer

Electronic equipment installer

ERE check

Electronic equipment installer

Electronic equipment installer

Electronic equipment installer

Installation of ERE

Electronic equipment installer

Electronic equipment installer

Soldering elements

Electronic equipment installer

Soldering control

Electronic equipment installer

Electronic equipment installer

Soldering elements

Electronic equipment installer

Cleaning boards after soldering

Electronic equipment installer

Varnishing (varnishing)

Electronic equipment installer

Electronic equipment installer

Electronic equipment installer

Determine the number of jobs used separately for each operation using the formula:

where Wed - estimated number of jobs, T - flow rate, Tsht - operation time, Cn - accepted number of jobs

Determine the load factor of jobs.

table 2

Operation No.

the name of the operation

Number of workplaces

Coef. download%

Estimated

Accepted

Unpacking the PCB

Incoming inspection of PCB

ERE check

Picking of elements by operations

Trimming and shaping the leads of hinged elements

Installation of ERE

Control of the installation of mounted ERE

Soldering elements

Soldering control

Installation of elements for manual soldering

Soldering elements

Cleaning boards after soldering

Varnishing (varnishing)

Output control of the printed circuit assembly

Determination of the number of workers, specialists and employees.

The number of production workers required to ensure in-line (batch) production, in accordance with the accepted number of shifts and jobs, taking into account the combination of professions.

where R - number of workplaces

TO cm - number of shifts

P = S P1 + S P2 + ... S P15 = 19 seats

H PR R = 19 * 2 = 38 (production workers)

The number of auxiliary workers is determined according to the existing service standards.

Chvspr = Chpr r*Нвсп Р

where N VSPR - an auxiliary worker rate equal to 30% of the number of production workers.

H VSPR = 11 (auxiliary workers)

Determine the number of specialists, employees and management, respectively: 14%, 7% and 2% of the number of production workers.

H SPECIALIST = 7 (specialists)

H SERVICE = 3 (employees)

H Hand = 1 (leader)

Table 3

Thus, the total number of workers in this enterprise is 60 people.