Report on the activities of the personnel department quarterly. What reports does the personnel officer submit and where

The specified information is filled quarterly, for the period from the beginning of the year, for legal entities that are not small businesses, the average number of employees of which does not exceed 15 people (including those working part-time and civil law contracts) based on the results of activities for the previous year. by legal entity without these separate divisions. 76.2. The item was excluded from January 1, 2013 - the order of Rosstat dated October 10, 2012 N 524. - See the previous edition. 76.3.

Reporting of the personnel officer of a budgetary organization

In particular, the participation of direct supervisors of reservists in the preparation and control over the implementation of plans for their self-education is insufficient. During the year, 2 out of 6 vacant managerial positions were filled by employees in the reserve, the rest - by managers who came from external organizations.
There is also the possibility of personnel service it is more efficient to use such a form of work with a reserve as an internship. Head of Human Resources K. M. Maksyuta 01.10.2012 Report on staff turnover for 9 months of 2012
units Vacancies Hired employees Trained Certified Dismissed employees Personnel turnover Under 18 years old From 18 to 25 years old From 25 to 35 years old Over 35 years old Correspond to the position held Promoted in position Do not correspond to the position held Dismissed p.3 Art.

office work

Upon admission to the municipal service, as well as when transferring municipal employees to other structural units, the personnel department checks for the presence of a close relationship or property with a municipal employee, whose position is associated with direct subordination or control of one of them to another. Necessary work to eliminate the circumstance of close kinship in the administration was carried out in 2008 and is currently being carried out in the current mode.

Candidates also submit a medical certificate confirming that they do not have diseases that prevent them from entering the service. As for municipal employees, the relevant conclusions are issued to them after undergoing medical examination, which is carried out annually.

What should the HR officer do at the end of the year?

Organizational issues: — an agreement was concluded with the State Penitentiary Fund of the Russian Federation in the city of Pokachi “On the exchange electronic documents in system electronic document management PFR through telecommunication channels; - an application for the supply of the program, an application for connection to the electronic document management; – an act was drawn up on the readiness for operation of the software and hardware complex protected by VIP NET client; – the VIP NET client electronic document management program was introduced and mastered by the specialist.

2. Accepted from employees of the city administration 32 applications for payment of additional contributions. Formed and transferred to the Pension Fund of the Russian Federation in the city of Pokachi 6 packs of DSV-1.
A lot of work has been done to provide information to the Pension Fund - these are: individual information; SZV-K information; documents for obtaining an insurance pension certificate, documents for assigning pensions: 2006 2007 2008 Individual Information, including

Human Resources Forum

It should be borne in mind that upon liquidation of a legal entity, information on the number of man-hours worked by employees, social payments (in section 1 are shown quarterly, from the beginning of the year) and on the movement of employees (in section 2 are shown for the year) are filled in the last submitted report in form N P-4 for the period from the beginning of the year. 76.7. If in the reporting period there was a reorganization, a change in the structure or a change in the methodology for determining indicators, then the data is given according to the structure or methodology adopted in the reporting period.

76.8. In section 1 of form N P-4, information is given in general for the organization and for the actual types economic activity. 76.9.

An example of a HR department performance report

Depending on what kind of report is required - simple, including one or two parameters, or super-complex, implying, for example, data analysis - it can be created either by the HR manager himself (as a rule, these are heads of HR departments), or by a company IT service specialist. Natalia DEYASHKINA, Deputy Head of Human Resources Department, Baker Tilly Rusaudit: “In our company, for personnel records a very convenient self-written program compatible with Excel is used, with a good interface.
Its authors are our programmers-developers. This program also provides the function of creating custom reports. But I don't make them myself. At my request, this is done by IT specialists.

Attention

I tell them the data that I would like to see in the report, and after a while I get the finished result. Custom reports are really very useful at work.”

How to keep personnel records?

Important

Based on the results of the consideration, certificates were prepared for the appointment of a pension - 3, commission conclusions - 20, proposals of the commission - 3, orders of the head of the city "On the inclusion of other periods of work (service) in the length of service of the municipal service to establish a monthly allowance for official salary for length of service "- 4 (from 01/01/2001, 04/01/2008, 05/13/2008, from 01/01/2001). In the reporting year, two attestations of municipal employees were held (07.02.2008 and 14.11.2008), where 51 and 6 municipal employees passed the attestation.

Based on the results of the certification, protocols were drawn up and draft orders of the head of the city on the approval of the list of municipal employees in personnel reserve to replace vacancies municipal service, where 20 municipal employees are included in the personnel reserve (order of the head of the city dated 01.01.2001, dated 01.01.2001).

An electronic bank of resumes of applicants is being formed; — vacancies are published free of charge on the Jobs in Kemerovo website; - weekly by e-mail about 20 resumes are received, which are checked by a recruiting specialist for compliance qualification requirements followed by a telephone interview. Some applicants are invited for an interview, as a result of which resumes of candidates are sent to structural units; – recruitment is carried out not only according to the list of vacancies, but also at the request of the heads of structural divisions, which increases the chances of a high-quality selection of applicants, taking into account the requirements of managers.

HR report for director

Note that the forms and the deadline for submission may vary significantly depending on the region. We report to the military registration and enlistment offices Each organization, state or municipal, is obliged to keep military records, that is, to take into account employed conscripts or citizens liable for military service in the prescribed manner (Decree of the Government of the Russian Federation of November 27, 2006 No. 719).

Organization Responsibility military registration borne by the employer. In accordance with Decree No. 719, the head has the right to transfer the duties of maintaining military records to another employee.

Responsibilities must be transferred by official order (order), which, in turn, should be agreed with the local branch of the military registration and enlistment office.

HR report for the manager

On measures to improve anti-terrorist protection and ensure the safety of the population of the city of Kemerovo Tokunov Yakov Filatovich, Chief Specialist municipal budget institution"Department for Civil Defense and Emergency Situations of Kemerovo" 6. 10/17/2013 1. Taxation individuals(types of taxes and terms of payment, Personal Area taxpayer) Yakovleva Elena Mikhailovna - Head of the Department for Work with Taxpayers of the Federal Tax Service of Russia for Kemerovo 2.

Info

Voluntary health insurance: health under reliable protection Shabanov Evgeny Valerievich - Deputy CEO JSC "Insurance medical organization"Siberia" 7. 11/14/2013 1. PROMO campaign from VTB24 bank 1. Kuzminsky Sergey Viktorovich, senior manager; 2.

Yulia Aleksandrovna Smirnova, Deputy Head of the Direct Sales Department of VTB24 Bank 2.
A legal entity puts a code in the code part of the forms of the All-Russian classifier enterprises and organizations (OKPO) on the basis of the Notification of the assignment of the OKPO code sent (issued) to organizations by the territorial bodies of Rosstat. For separate subdivisions of a legal entity, an identification number is indicated, which is established by the territorial body of Rosstat at the location separate subdivision. 8. Data for the corresponding period of the last year, given in the forms of federal statistical observation for reporting period, must match the data of the corresponding forms provided for the same period last year, except for cases of reorganization of a legal entity, changes in the methodology for generating indicators or clarification of data for last year.
Russia. In 2008, together with the Deputy Head of the City for Administrative Affairs, award documents were issued and prepared per person: 2006 2007 2008 Documents prepared for awarding 49,113,129 Awarded with awards: of which: 49,113,128 - Russian and regional 13 9 21 - Honorary diploma mayors 36 43 38 — Thank you letter heads of the city 61 67 In accordance with paragraph 3 of article 5 federal law dated January 1, 2001 “On jurors of federal courts of general jurisdiction in Russian Federation", by the law of the Khanty-Mansiysk Autonomous Okrug-Yugra of 01.01.2001 No. 94-oz was developed: Get full text- Resolution of the head of the city "On approval of the Procedure for compiling, changing and supplementing in the city of Pokachi lists of candidates for jurors of federal courts of general jurisdiction."

The personnel department is an independent structural subdivision of the company and reports directly to the director of the company and, based on the current legislation, instructions and instructions of the director and higher organizations, current standards, the policy of JSC "Elema" to ensure the quality of developed and manufactured products, carries out direct work with the personnel of the enterprise.

The object of management of the personnel department is all divisions of the company in the field of administrative and functional management in terms of organizing systematic work on the selection, placement, study, education of personnel, timely provision of divisions of the company necessary specialists, employees and workers of the required specialties and qualifications within the staffing table and labor limits, accounting and analysis of the use of personnel.

The main functions of the HR department include:

Preparation of projects and execution of orders for admission, transfer, dismissal and other personnel matters relating to specialists, employees and workers of all categories using computer technology;

Maintaining accounting books, registration of personal files, specialist cards, as well as accounting and storage work books, their issuance to laid-off workers;

Familiarization of newly recruited employees with the rules of internal work schedule, providing the necessary briefings through employees of the relevant services (safety);

Drawing up a draft reserve for the promotion of management and engineering personnel;

Ensuring control over the correct use of working time by all employees of the company and organizing its accounting;

Maintaining payroll records.

A complete list of functions is given in Appendix B "Regulations on the Human Resources Department of OJSC Elema".

By order of the head of the organization, the personnel department may perform other functions.

Figure 9 - The structure of the personnel department of JSC "Elema"

The personnel department is headed by a chief. The head of the personnel department is appointed and dismissed from work by order of the director of the company. A specialist with a higher economic education and work experience in leadership positions over five years. Based on the job description, it performs the following functions:

Management of the personnel department;

Management of work to provide the enterprise with the necessary personnel;

Reception of employees on hiring, dismissal, transfer, participation in certification;

Studying and summarizing the results of work with personnel, drawing up established reporting;

Organization of work to improve the skills of department employees;

Ensuring healthy and safe working conditions for subordinate performers, monitoring their compliance with the requirements of legislative and regulatory acts on labor protection;

Implementation of the policy of JSC "Elema" in the field of quality.

Subordinate to the head of the department are a personnel specialist, a senior timekeeper and an economist of the 1st category.

The Human Resources Specialist is responsible for the following:

Registration of reception, transfer and dismissal of employees of the Company, as well as registration of holidays and pensions;

Formation of personal files;

Conducting office work, filling out work books;

Preparation and submission of documents to the archive;

Implementation of the organization's quality policy.

However, based on the professional knowledge that is presented in job description The Human Resources Specialist must perform the following duties:

To take part in the work on staffing the society with the required professions, specialties and qualifications;

Participate in the selection, selection, placement of personnel;

Together with the manager, take part in the study and analysis of the job and professional qualification structure of the personnel of the company and its divisions, the established documentation for personnel records related to the admission, transfer, labor activity and dismissal of employees, the results of employee certification and their assessment business qualities in order to determine the current and future needs for personnel, prepare proposals for filling vacant positions and create a reserve for promotion;

Participate in the study of the labor market to determine the sources of satisfaction of the need for personnel, establish and maintain direct links with educational institutions, contracts with organizations of a similar profile;

Participate in the development of long-term and current labor plans;

Participation in the preparation of proposals for staff development, planning business career, training and advanced training of personnel, as well as in assessing the effectiveness of training;

Organization of work, methodological and Information Support qualification, attestation, competitive commissions, registration of their decision;

State Analysis labor discipline and the implementation by the company's employees of the internal labor regulations, the movement of personnel, participation in the development of measures to reduce turnover and improve labor discipline;

Implementation of timely registration of admission, transfer and dismissal of employees, issuance of certificates of this labor activity, compliance with the rules for storing and filling out work books, preparing documents for establishing benefits and compensations, issuing pensions to employees and other established personnel documentation, as well as entering relevant information into the data bank on the company's personnel;

Preparation of established reports;

Keeping records of those liable for military service and conscripts;

Preparation of documents for submission to the archive of the society in accordance with the approved nomenclature of cases;

Fulfillment of the requirements of the quality management system documents.

The functions that an economist should perform in the personnel department are as follows:

Prepare data for information processing using computer technology;

Enter information about the quantitative, qualitative composition of employees and their movement into the data bank on the personnel of the company, monitors its timely updating and replenishment;

Control the timing of submission and preparation for machine processing of information on personnel, its safety and coding;

Control the correctness of filling and the availability of all necessary data in the documents;

Keeping records of the provision of vacations to employees, monitoring the preparation and observance of regular vacation schedules;

Participate in the preparation of new tasks for the personnel department, formulate the organizational and economic setting of tasks for the personnel department;

Explore the possibility of introducing new technical solutions to the personnel department;

Study and analysis of existing forms of documents.

The senior timekeeper maintains time records at the enterprise and, in the prescribed manner, provides information on the hours actually worked, overtime hours, violations of labor discipline, etc.

As can be seen from the information presented, the functions of the employees of the personnel department are distributed evenly, are not duplicated, but at the same time are closely interconnected.

In the course of interaction with other departments of the organization, the personnel department receives from them applications for the admission of workers and specialists, ideas about incentives, vacation schedules, etc.

From the personnel department to the subdivisions are sent: information about violators of labor discipline; copies of orders for the admission of new employees, movement within the organization, dismissal of employees; copies of orders on the approval (change) of the Internal Labor Regulations; information related to issues of compliance with labor discipline, etc.

It should be noted that in reality the work of the personnel department is mostly associated with the legal and social responsibility that the employer bears to his employees. Documenting work with personnel is a direct function of the personnel service, that is, fixing this responsibility “on paper”.

When analyzing the work of the personnel department on a selected topic graduation project the following features were identified:

Determination of the current and prospective need for personnel is agreed by the personnel department with the department of economics, depending on the labor intensity production program, production rates or the number of jobs;

Turnover analysis - among newly hired sewing machine operators, the turnover rate during the first year of operation is about 50%. A survey among employees showed that the reasons for leaving are predominantly economic. Although one should not forget about the complexity and monotony of the operations performed;

There is no record keeping of applicants as such. The company mainly asks for young professionals from educational institutions provides information to the labor, employment and social protection about the availability of vacancies;

When analyzing the labor market, monitoring the level of wages of competitors, the company adheres to average indicators;

Determining the requirements for the position, compiling the profile of the candidate is not specifically carried out. In this case, they are guided by job descriptions;

Selection, selection and hiring of new employees is carried out according to a simple scheme: a resume is considered, if interested, an interview is scheduled. Mainly considered professional quality candidate.

Information about a vacant position in any division of the enterprise is received by the personnel department. With the planned release of the workplace, the search for an employee begins in advance, so that “gaps” are not created in the labor process. The search for an employee begins among the personnel of the enterprise (in cases of substitution for managerial position candidates from their own reserve are considered). Then applications are formed to the center of social employment in the district, and an independent search for own sources: posting ads on specialized Internet sites, posting ads in the vicinity of the enterprise (most often the latter method is used to find simple workers). special funds is not allocated for the search for candidates, therefore, free sources are mainly considered. Services special companies the company does not run. As a rule, the advertisements indicate contact information (phone number of the personnel department), through which the first acquaintance with applicants takes place.

During the telephone interview, professional knowledge candidate and, upon successful completion of this stage, an invitation to an oral interview follows. The oral interview explains the legal and social issues both on the part of the employer and the candidate. Upon successful completion of the oral interview, the candidate draws up employment documents, undergoes an occupational safety briefing, and, if required, passes medical examination. Then it is sent to the department from which the application was received.

According to the Labor Code of the Republic of Belarus, a probationary period of no more than three months is mandatory for a new employee (with the exception of certain cases provided for in Article 28 Labor Code The Republic of Belarus). During this period, the employee gets to know his official duties at a new workplace labor collective, normative documents enterprise, organizational culture and other features of the new place of work. At the expiration of probationary period by agreement of the parties, a contract is signed on the extension of labor activity on a general basis.

The introduction of a new employee is carried out by the head of the department in which he entered. The personnel training group is engaged in the adaptation of workers at the enterprise. Her duties include informing the worker with the peculiarities of the organization and rationing of labor, vocational training, and retraining is also possible. For workers, a mentor is assigned in the workplace, who trains and helps to adapt to a new place. There is no specially developed procedure for the adaptation of a new employee at the enterprise. A greater bias, as in many domestic enterprises, is made in the professional sphere.

Exploring the problem of selection and adaptation at the enterprise, we can say about the "Soviet" approach to personnel policy. This approach, which exists in the organization, is mainly due to the design, registration labor relations not related to personnel management. The personnel service does not perform many other functions. Because of this, their work does not meet the needs of new socio-economic relations.

It should be noted that this is a critical factor not only for this enterprise, but also for many other organizations in the country. Most structures underestimate the importance of personnel work, which is the reason for the inefficient enterprise management system. Many HR departments have great people, but they don't have the necessary training to work with HR. Therefore, the development of a set of measures aimed at the selection and adaptation of personnel is relevant.

As of December 31, 2016 total strength The number of employees of the Center was 119 people with a staff of 114 people. 88 specialists on the payroll of the Center have higher education whose average age is 45 years. staffing The Center provides for 77 positions of “specialist in social work”, in fact, as of December 31, 2016, their number is 81 units, the average age of which is 44 years. Of the social work specialists, 62 people have higher education, these are: "social work specialist" - 5 workers, "social work" - 2, pedagogical - 21, teaching - 4, legal - 5, economic - 8, management - 5, 12 social work specialists of the Center have higher education in other areas. In 2016, 54 people dropped out, of which 24 were specialists, including 16 social work specialists.

KemSU, studying at the Faculty of Law: Time of completion Course Number of students, pers. Structural subdivision of the city administration 04.07-17.07.2013 3 1 Legal Department of the Construction Control Committee 1 Legal Committee Total: 2 18.07-31.07.2013 3 1 Legal Committee Total: 1 Total: 3 within three years from the date of signing the contract (specialties / areas of training: organization management (specialization innovation management); personnel management; civil law specialization; state legal specialization; accounting, analysis and audit; financial management).
Liaison between administration and universities

Progress Report: Sample

Prevention of fraud with plastic cards Igor Anatolyevich Doshchenko, Chief Economist of the Department of Payment Systems and Settlements of the Main Directorate of the Bank of Russia for the Kemerovo Region 2. Banking Products: Deposits and Loans Yury Leonidovich Kolenko, Head of the Department of the Consolidated Economic Department of the Main Directorate of the Bank of Russia for the Kemerovo Region 10. 05.12.2013 1. VTB 24 Remote Service Channels 24 Elena Vladimirovna Tolstenko, Director of the Operations Office "Soviet Square" of VTB24 Bank (CJSC) 2.
Mortgage like effective tool improvement of living conditions. Mechanisms for reducing the payment burden for mortgage borrowers Irina Yuryevna Kleshchenko, Head of the Mortgage Products Sales Department, OJSC Agency for Housing Mortgage Lending of the Kemerovo Region 11.

Report of the HR department on the work done for the day

T.F. Gorbachev to provide places for introductory, economic, managerial, undergraduate practice for students, valid for 3 years, with a total of 40 students per academic year. 05.12.2011 signed an agreement with Kemerovo state university to conduct educational, industrial, pre-diploma practice of students in the specialty and direction "State and municipal government”, valid until December 31, 2014. In 2013, students completed introductory, industrial and pre-diploma practice in the structural divisions of the city administration: - KuzGTU (specialization "State and municipal management"): Time course Number of students, pers.

An example of a HR department performance report

Registration of all types of vacations, business trips, disciplinary sanctions and incentives, reconciliation and amendment of personal cards and personal files of municipal employees and the "Personnel" program (2670 orders), including: Disciplinary sanctions- 26 people; · Travel certificates - 60 pieces; · Financial assistance - 21 protocols and orders; 7. Accounting and analysis of movement personnel, ensuring the processing of information about municipal employees using the automated program "Personnel".

4. Certification On the basis of the order of the city administration dated June 14, 2013 No. 328 “On the certification of municipal employees”, as of August 1, 2013, lists of those who are certified were prepared and certification commissions were formed.

Sow good, reasonable, eternal...

Kedrovka, Promyshlenovsky 1 1 TU Zh.r. Lesnaya Polyana 3 2 1 TU Zh.R. Yagunovskiy, Pioneer 2 2 TOTAL for KUMI; US; TU 49 25 24 TOTAL 141 81 60

• Of these, 65 people completed advanced training courses:

— 29 people at the expense of regional funds for total amount RUB 142,833 Topics: 1. Personnel work in the organs local government(KuzGTU) 2.

Fundamentals of local self-government and municipal service (KuzGTU) 3. Budget accounting and reporting (KuzGTU) 4. Electronic government (KuzGTU) 5.

Info

Organization and activities of the archival service in local governments (KemSU) 6. Management of state and municipal orders (KemRIPK) 7.

Anti-Corruption (RGTEU) - 36 people at the expense of the city budget for a total amount of 469,510 rubles. (from 36 to 120 hours). Topics: 1.
Thursday classes In 2013, work was continued to familiarize the heads of structural units and their deputies, as well as, on certain topics, with the invitation of municipal service specialists on: financial literacy; contract system in the field of procurement of goods, works, services to meet state and municipal needs; registration of certificates of income, property and obligations of a property nature; innovations in the Pension legislation; provision of all types of holidays; additional health insurance; provision of services on the principle of "One window"; enhancing anti-terrorist protection and ensuring the safety of the population; cultural heritage of Kemerovo residents; creating a favorable socio-psychological climate in the team, etc.

HR department performance report for the year

Number of working pensioners 2012 2013 2014 27 (16%), 25 - by age, 1 - by length of service, 1 - by disability 31 (20%) 30 - by age, 1 - by disability 33 (23%) 32 - by age 1 - by disability Out of 33 working pensioners, 7% are teaching staff, the rest are specialists, technical and maintenance personnel. Documents issued and retired by age: 2012 2013 2014 Documents for retirement 4 (by age) 7 (by age) 8 (by age) Models of documents for retirement 6 6 commemorative events submitted petitions to 21 departments and institutions.

Received 61 awards.

Attention

During 2013, on average, about 27 vacancies were closed monthly (hiring new employees, internal transfer) and about 10 vacancies were opened (dismissal, internal transfer), for a duration of more than 6 months - 21 vacancies. A lot of work has been done in terms of staff recruitment: - in accordance with the requirements of the legislation on informing the public about vacancies in state authorities and local governments, information about vacancies is published in the “Vacancies” section on the official website; - Recruitment is carried out through Internet recruiting sites for recruiting personnel, which allows you to receive resumes directly from the applicants themselves and contributes to a quick search for candidates.

Posted On 11/30/2017

Each organization, state or municipal, is obliged to keep military records, that is, to take into account employed conscripts or citizens liable for military service in the prescribed manner (Decree of the Government of the Russian Federation of November 27, 2006 No. 719). The employer is responsible for the organization of military registration.

The personnel officer reports to the draft board according to the forms: Form No. 6

"REPORT on the number of employed and reserved conscripts"

Information about conscripted employees by category of positions (management, employees, specialists or workers) Once a year, until December 31 of the reporting year, as of January 01 of the year following the reporting Form No. 18 "Organization record card" general information on the organization, generalized indicators on the number of citizens liable for military service working in the organization Notification to the military commissariat on the lists of hired / dismissed employees Information on the movement of persons liable for military service in a budgetary institution Within 14 days from the date of dismissal or employment Lists of citizens aged 15-16 years Forms and rules for filling out personnel reports to the military registration and enlistment office are presented in the annexes to methodological recommendations on maintaining military records in organizations approved by the General Staff of the Armed Forces of the Russian Federation Once a year, in September next year Once a year, until November 01 Lists of employees who are registered with the military university, as well as those who are not registered, but are required to be registered in the military Provided at the individual request of the military commissariat Within 14 days from the date of receipt of the request, the State institution is obliged to send information about the personalized registration of employees to the territorial office of the Pension Fund of the Russian Federation.

Personnel officers will have to submit a report to the Pension Fund

Russian PFR specialists reminded all employers-insurers that from January 1, 2018, the administration of insurance premiums for social, pension and medical insurance was transferred to the Federal Tax Service of Russia, and the PFR retained the functions of personalized accounting of insured persons.

In this regard, the RSV-1 report was abolished, and new forms were introduced instead, which policyholders must submit at the end of 2018. Two of them relate directly to the accounting of employees and their insurance experience.

Based on the results of the year, employers will have to fill out the SZV-STAZH form and submit it to all insured persons with whom labor or labor contracts were concluded and operated in the current period. civil law contracts. In addition, along with it, you must pass another new form EFA-1

"Information on the insured, transferred to the FIU for maintaining individual (personalized) records (ODV-1)"

The first report is filled out for each employee separately, and the second includes information in general on the insured and all employees. The employer will have to indicate the number of jobs on the staffing table, mention special conditions work, as well as indicate the nature of the actual work performed and additional working conditions for each of the employees. The reporting forms themselves are still awaiting registration with the Ministry of Justice, but they appearance and the order of filling is unlikely to change.

A sample form of the SZV-experience form in .xls format

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Statistical reporting

The personnel department of the enterprise, at the request of the management, draws up a certificate of staff turnover for reporting and analyzing the causes of staff turnover. This document must contain the following details:

The name of the organization and the name of the structural unit - the compiler of the document (if the certificate is compiled for internal use);

The name of the type of document - Help;

Date and number;

Place of compilation;

Title to the text;

Destination;

Compiler's signature;

Print (if the reference is external).

Usually, the personnel inspector is responsible for compiling this certificate.

The certificate for internal use is signed by the head of the personnel department, for external use - by the head of the enterprise. It is possible to use both the officially approved form of the certificate of staff turnover, and the form developed at the enterprise. In the form of a certificate developed by the personnel department, an analysis of staff turnover can be carried out only upon the fact of the dismissal of employees, without reflecting information on admission and transfers within the enterprise.

An analysis of staff turnover can also be presented using the reporting forms SOT 8 "Analysis of the turnover of engineers and employees by positions and reasons for dismissal" and SOT 9 "Distribution of dismissed by reasons for dismissal and categories."

Based on these completed forms, a qualitative analysis of staff turnover by positions held, reasons for dismissal, categories can be carried out.

For compiling statistical reporting information such as headcount, average headcount and average headcount workers.

The list number of employees is given as of a certain date, it includes wage-earners working under an employment contract (fixed-term, open-ended, full-time and part-time, weekly), and the owners of the enterprise, working and receiving wages at this enterprise. The list number of employees on a certain date includes both employees who actually worked on that day, and those who are absent due to:

Just me;

Business trips (if wages were kept behind them);

temporary disability;

Training and advanced training (if they retained wages);

Leave (regular, additional, child care, etc.);

day off;

absenteeism;

For another reason, forced absence from work.

External part-time workers are not included in this list, but are accounted for separately. IN payroll employees who have entered into civil law contracts with the enterprise, non-working owners of the enterprise, persons sent by the enterprise for off-duty training and receiving scholarships at the expense of the enterprise are also not taken into account.

The average number of employees for a certain period includes:

The average number of employees;

The average number of external part-timers;

The average number of employees who have entered into civil law contracts with the enterprise.

The average number of employees, for example, per month, is determined as follows: the number of employees on the payroll for each calendar day, including weekends and non-working holidays, summed up and divided by the number calendar days month.

The number of employees on weekends and holidays is taken equal to the payroll number of the previous working day.

Reporting of the personnel officer of a budgetary organization

Not included in the average number of employees:

Women on maternity leave, maternity leave;

Employees studying (entering) educational institutions and those on leave without pay.

Persons working part-time work time, are taken into account in proportion to the time worked as follows: the total number of man-hours worked in the reporting month is divided by the length of the working day (based on the length of the working week).

For example, for a five-day work week of 40 hours, the number of man-hours worked is divided by eight hours. It turns out the number of worked man-days, which is divided by the number of working days of the month. Thus, the average number of workers who are not fully employed is determined. For days of illness, vacation, absenteeism during working hours, hours are set according to the previous working day.

The average number of employees for the quarter (year) is determined by summing the indicators for required amount months (3, 12) and dividing them by that number of months. If the enterprise worked for an incomplete quarter (year), then the average number for the hours worked is summed up and divided by the total number of months in the quarter or year (3, 12).

As of December 31, 2016, the total number of employees of the Center was 119 people, with a staff of 114 people.

88 specialists on the payroll of the Center have higher education, the average age of which is 45 years. The staffing table of the Center provides for 77 positions of “specialist in social work”, in fact, as of December 31, 2016, their number is 81 positions, the average age of which is 44 years. Of the social work specialists, 62 people have higher education, these are: “social work specialist” - 5 workers, “social work” - 2, pedagogical - 21, teaching - 4, legal - 5, economic - 8, management - 5, 12 social work specialists of the Center have higher education in other areas.

In 2016, 54 people dropped out, of which 24 were specialists, including 16 social work specialists. 55 employees are accepted. Among the 26 accepted specialists are: social work specialists - 18, accountants, economists, lawyers - 8 people.

In 2016, one specialist of the Center continued, two started distance learning in Russian Academy National economy And public service under the President of the Russian Federation in the specialties "jurisprudence", "state and municipal management".

During the reporting year 2016, the heads of 3 departments of the institution, the deputy head of the Center and Chief Accountant for advanced training were sent to one-day courses "Labor protection and Fire safety". To obtain additional knowledge, skills and abilities, the head of the department of software and automated provision was sent to a four-day advanced training course with a break from work under the program "Training in labor protection and testing knowledge of labor protection requirements." The economist of the accounting department was sent away from work for lectures and to perform independent work under the program "Management of State and Municipal Procurement" on the basis of training center KarelNOK from 05 to 29 December of the reporting year. The social work specialist of the department of targeted support for family and children was sent for 10 calendar days to the University of Management TISBI in Kazan, where she studied Russian sign language (sign language translation).

As before, the urgent task of the personnel service of the Center is to work with young specialists admitted to the institution, work with students of educational institutions of the city.

What reports and where to submit to the personnel officer?

As a result of interaction with the Employment Center of the city of Petrozavodsk in order to provide social support to the population by participants in the paid public works became 5 specialists. In the branches of the Center in 2016, educational, industrial and undergraduate practice was organized for 29 full-time and part-time students of the state university, cooperative technical school, technical school of urban economy (12 students in 2015).

In 2016, 73 employees (52 employees in 2015) of the Center were rewarded for conscientious performance worker labor obligations and for special labor merits that go beyond the scope of the institution. For the first time, the Gratitude of the Ministry of Finance of the Republic of Karelia for high results in professional performance and many years of conscientious work was announced to 2 accountants.

5 specialists were thanked by the Ministry of Construction, Housing and Communal Services and Energy of the Republic of Karelia for many years of constructive cooperation with organizations of housing and communal services.

The Center regularly holds celebrations of employees with anniversaries, celebrations of professional days and calendar holidays with the involvement of amateur performances, exhibitions of folk art of employees and their families, meetings with newly hired specialists and their dedication to employees social sphere- all this contributes to the cohesion and preservation of a favorable socio-psychological climate in the team.

The personnel service continues to work to provide the institution with personnel of the required professions, specialties and qualifications, competitive selection among applicants for the position, young and newly hired specialists are accompanied.

HR Specialist E.P. Gagarina

The personnel officer reports in 2019 are a set of pension, tax statistical reporting, as well as information provided to the employment center, military registration and enlistment office, the Ministry of Internal Affairs and other controllers. Among the reporting forms, there are: SZV-M, No. 1-T (working conditions), SZV-STAZH, information about vacancies, P-4 report, military registration data. And this is not a complete list. A table with deadlines and links to samples will help you avoid violations and fines.

All personnel reports in 2019 can be grouped into separate categories according to the timing and frequency of submission. Let's single out the following groups:

Let's determine what reports the HR department delivers in the context of these categories.

Exceptional Reporting

MIA

A special type of information that relates to the employment of foreign citizens. The personnel officer of the company in which the foreigner was hired is obliged to notify the Ministry of Internal Affairs on migration issues within 3 working days. A similar notification will have to be sent to the Ministry of Internal Affairs if the employment contract or the GPC agreement with a foreign citizen has been terminated.

military registration and enlistment office

Each organization, state or municipal, is obliged to keep military records, that is, to take into account employed conscripts or citizens liable for military service in the prescribed manner (Decree of the Government of the Russian Federation of November 27, 2006 No. 719). The employer is responsible for the organization of military registration.

Individual schedule for submitting reports to the personnel officer in the military registration and enlistment office:

If data on marital status, position, education, structural unit, the state of health or the place of stay of an employee subject to military registration has changed, personnel worker obliged to notify the military commissariat. Attachment No. 13 to the Methodological recommendations for maintaining military records in organizations is sent to the military registration and enlistment office, approved. Ministry of Defense of Russia 11.07.2017.

Information for the Public Employment Service

Article 25 of the Law of the Russian Federation of April 19, 1991 No. 1032-1 obliges all Russian employers to interact with the Employment Center. That is, timely and fully provide necessary information about the employment of citizens. What reporting does the personnel officer submit to the employment service:

Name of information provided	Deadline, frequency
Mandatory
Information about the impending liquidation or termination of the activity of a budgetary institution	Two months before the start of relevant events
Information about the upcoming optimization of the state or the number of employees, entailing mass layoffs of citizens	Three months before the start of the relevant events
Information data about the change in the work schedule in the institution. For example, about switching to a part-time job, a shift, or a part-time working week	Within three working days from the date of the official decision to change the working hours
Official notice of available vacancies in state organization	Monthly
On an individual request (direction) from the CZN
Information about the employment of a citizen sent by the employment service	Within five days, the employer must send a written notice indicating the date of admission of the citizen
Information about the refusal to employ a citizen sent by the employment service	Within three days, the employer is obliged to send a written notice indicating the date of the citizen's appearance and the reason for the denial of employment

individual timings and valid forms The report can be obtained from the territorial representation of the employment service. Forms and the last date of submission may vary significantly depending on the region.

Monthly HR Forms

We will analyze what reports the personnel officer submits and where in 2019 on a monthly basis.

SZV-M to the Pension Fund

Monthly reporting form that contains information about insured persons. SZV-M is filled in for all employees of the organization with whom employment contracts. It will also be necessary to include in the reporting those specialists who work in the institution under civil law contracts, contracts, copyright orders, and so on.

The form of the reporting form was approved by the Resolution of the Board of the Pension Fund of the Russian Federation of February 1, 2016 No. 83p and the Resolution of the Board of the Pension Fund of the Russian Federation of December 7, 2016 No. 1077p. Filling rules: .

Information for the employment center

Once a month, you will have to prepare reports to the employment service.

Statistical forms

Every month, the personnel officer, together with the accounting department, fills out statistical information in the P-4 form. This report contains information on the number of employees, hours actually worked, and accrued wages and other remuneration for work. Reporting is submitted monthly, no later than the 15th day of the month following the reporting one.

quarterly reporting

The quarterly information includes statistical forms. This is the P-4 form indicated above. They hand over P-4 once a quarter if the institution has less than 15 employees. The report form is one. The structure is approved in Rosstat Order No. 485 dated August 6, 2018. Submit P-4 to Rosstat by the 15th day of the month following the reporting quarter.

In addition to information about the number and salary of employees, the personnel officer generates an additional report to Rosstat - P-4 (NZ). The form discloses information on the part-time employment of workers, as well as on the movement of hired labor in enterprises. Submit your report by the 8th day of the month following the reporting quarter. The form was approved by the Order of Rosstat dated 08/06/2018 No. 485.

Annual HR reporting forms

We report to the military registration and enlistment offices

In accordance with Decree No. 719, the head has the right to transfer the duties of maintaining military records to another employee. Responsibilities must be transferred by official order (order), which, in turn, should be agreed with the local branch of the military registration and enlistment office.

The personnel officer reports to the military registration and enlistment office in the following forms:

Form name	Note	Deadlines
Form No. 6 "Report on the number of employed and reserved conscripts"	Information about conscripted employees by category of positions (management, employees, specialists or workers)	Once a year, by December 31 of the reporting year as of January 1 of the year following the reporting year
Form No. 18 "Organization record card"	General information about the organization, generalized indicators on the number of citizens liable for military service working in the organization
Lists of citizens aged 15-16	The requested information is indicated according to the HR reporting forms	Once a year, in September
Lists of male citizens to apply for VU for the first time next year

Forms and rules for filling out personnel reports to the military registration and enlistment office are presented in the annexes to the Methodological recommendations for maintaining military records in organizations approved by the General Staff of the Armed Forces of the Russian Federation.

Personnel reports to the Pension Fund

State institutions are required to send information about the personalized accounting of employees to the territorial office of the Pension Fund of the Russian Federation. Annual report SZV-STAGE and EFA-1. The information from the form is necessary for reconciliation and control of information received from the Federal Tax Service on unified calculations for insurance premiums. Representatives of the FIU may require you to fill out a form when registering an employee for retirement, without waiting for the reporting period, it will have to be submitted within 3 working days. The annual deadline for submission is March 1 of the following year.

Additionally, representatives of the Pension Fund may request certificates, extracts from orders, copies of supporting documents for assigning insurance payments to a pensioner. For example, reports on SZV-K forms or SPV-2. There are no specific deadlines for the submission of such documentation, usually the deadlines are indicated in the individual requests of PFR employees.

Tax and statistical reports of the personnel officer

Annual reporting to Rosstat is a form. Only SMPs are exempted from completing the report. State employees fill out form No. 1-T in without fail. The form and filling rules are presented in the Order of Rosstat No. 485 of 08/06/2018. Submit the information to Rosstat by January 21 of the year following the reporting year.

And the second statistical form - No. 7-injuries. Details on the design of the report - in the article:. Submit information no later than January 25 of the year following the reporting year.

Some information will have to be prepared at the individual request of the tax authorities or statistical authorities. Terms and forms are specified in the individual request-requirement.

Departmental reporting

Types of reports provided by the founders, line ministries and departments. The composition, forms, frequency and features of filling are approved by the relevant orders of the sectoral governing bodies. One of the forms of departmental reporting of the personnel officer is the "Report on the network, states and contingents", which provides predictive quantitative information about the staffing number of employees, the contingent served, the presence of divisions and other information about recipients budget funds. The form is due in September of this year.

Periodic forms

Information that needs to be provided less than once a year is usually requested by Rosstat. These forms include:

• form No. 1-frames - it is requested every 3 or even 4 years;
• - it is provided once every two years;
• - Report once every three years.

What is the liability

For violation of obligations to provide SZV-M to the Pension Fund, fines are threatened: 500 rubles - for each insured person. The tax authorities will punish you with 200 rubles for one unsubmitted document.

For failure to provide information to the military commissariat, other sizes of fines are provided: from 300 to 1000 rubles, depending on the classification administrative offense(21.1-21.5 of the Code of Administrative Offenses).

Penalties for failure to submit statistical reports are regulated by Article 13.19 of the Code of Administrative Offenses: from 50,000 to 70,000 rubles - for an organization and from 20,000 to 30,000 rubles - for a manager.

If the personnel officer violates the deadlines for reporting to other regulatory bodies, then the state institution faces penalties in the form of:

• disciplinary action (warning or reprimand) on a responsible employee (manager or personnel officer);
• penalty: on executive- from 300 to 500 rubles, for entity- from 3000 to 5000 rubles.

Such norms are contained in Article 19.7 of the Code of Administrative Offenses.

Final reporting table

Use in your work a single table of deadlines for the submission of personnel reports in 2019.

The reporting month	Deadline for submitting information to controllers	Name of the reporting form
		Stat report P-4 is submitted by: for December last year - organizations with more than 15 employees; for the entire last year - organizations with less than 15 employees.
		SZV-M for December last year.
		Form No. 1-T (working conditions) for the last year - to Rosstat.
		Form number 7-injuries for the past year - to Rosstat.
		Information about the availability of vacancies, vacancies - in the employment service.
		Form number 1-frames. Data on advanced training and vocational training employees of organizations. The report is submitted 1 time in 3-4 years!
		SZV-M for the past month.
		Information about the insurance period of the insured persons (the SZV-STAZH form) at the end of the year.
		SZV-M for the past month.
		P-4 - a report on wages and the number of employees - we hand over for the past month.
		Information on part-time employment and the movement of workers (form No. P-4 (NZ)) - to Rosstat for the first quarter.
		SZV-M for the past month.
		for March - organizations with more than 15 employees; for the first quarter of the year - organizations with less than 15 employees.
		Information about the availability of vacancies - in the employment service.
		SZV-M for the past month.
		P-4 - a report on wages and the number of employees - we hand over for the past month.
		Data on the availability of vacancies - to the employment service.
		SZV-M for the past month.
		P-4 - a report on wages and the number of employees - we hand over for the past month.
		Information about the availability of vacancies - in the employment service.
		Information on part-time employment and the movement of workers (form P-4 (NZ)) - to Rosstat for the second quarter.
		SZV-M for the past month.
		Information on the number and wages of employees (form P-4) - to Rosstat. The report is submitted: for June - organizations with more than 15 employees; for half a year - organizations with less than 15 employees.
		Data on the availability of vacancies - to the employment service.
		SZV-M for the past month.
		Information on the number and wages of employees (form P-4) - to Rosstat for the last month.
		Information about the availability of vacancies - in the employment service.
September	Within a month	Submit lists of male employees aged 15 and 16 to the military registration and enlistment office.
		SZV-M for the past month.
		P-4 - a report on wages and the number of employees - we hand over for the past month.
		Data on the availability of vacancies - to the employment service.
		Information on part-time employment and the movement of workers (form P-4 (NZ)) - to Rosstat for the third quarter.
		Information on the number and wages of employees (form P-4) - to Rosstat. The report is submitted: for September - organizations with more than 15 employees; for 9 months - organizations with less than 15 employees.
		SZV-M for the past month.
		Data on the availability of vacancies - to the employment service.
		Submit lists of male workers to be initially registered with the military next year.
		SZV-M for the past month.
		P-4 - a report on wages and the number of employees - we hand over for the past month.
		Data on the availability of vacancies - to the employment service.
		A report on the number of employed and booked citizens who are in reserve - to the military registration and enlistment office.
		Prepare for verification the personal cards of employees with the credentials of the military commissariat.
		Information on wages for employees by profession and position (form No. 57-T). The report is submitted once every two years - for odd years - for October of the current year.
		SZV-M for the past month.
		Data on the number and wages of employees (form P-4) - to Rosstat for the last month. Please note: technical changes have been made to the report, see Rosstat Order No. 485 dated 08/04/2018.
		Information about the availability of vacancies - in the employment service.

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