Answer

Answer to the question:

Rosstat Order No. 498 dated October 26, 2015 approved Instructions for filling out forms of federal statistical observation No. P-1 "Information on the production and shipment of goods and services", No. P-2 "Information on investments in non-financial assets", No. P-3 "Information on financial condition organizations", No. P-4 "Information on the number and wages workers...

According to paragraph 80 of the Instructions, employees hired part-time from other organizations are not included in the payroll. External part-timers are accounted for separately.

According to paragraph 82 of the Directives average number of external part-timers

Thus, in form П-4 НЗ the average number of partners is indicated.

Accordingly, we believe that external part-time workers who are on parental leave will also be taken into account if they work part-time working time.

Details in the materials of the System Personnel:

Legal basis: Rosstat Order No. 498 dated October 26, 2015

Order

On approval of Instructions for filling out forms of federal statistical observation No. P-1 "Information on the production and shipment of goods and services", No. P-2 "Information on investments in non-financial assets", No. P-3 "Information on the financial condition of the organization", No. P-4 "Information on the number and wages of employees", No. P-5 (m) "Basic information about the activities of the organization"

Filling in information about the number of employees, accrued wages, hours worked and social benefits

77. Column 1, lines 01 to 11 shows average number of employees organization that includes:

average number of employees;
the average number of external part-timers;
the average number of employees who performed work under civil law contracts.

78. Medium per month (column 2, lines 02 to 11) is calculated by summing the payroll number of employees for each calendar day of the month, i.e. from the 1st to the 30th or 31st (for February - to the 28th or 29th), including holidays (non-working) and weekends, and dividing the amount received by the number calendar days month.

The number of employees on the payroll for a day off or a holiday (non-working) day is taken equal to the payroll number of employees for the previous working day. If there are two or more days off or holidays (non-working) days in a row, the number of employees on the payroll for each of these days is taken equal to the number of employees on the payroll for the working day preceding the weekend and holidays (non-working) days.
Calculation average headcount employees is made on the basis of daily accounting of the payroll number of employees, which should be specified on the basis of orders for the admission, transfer of employees to another job and termination of the employment contract.
The number of employees on the payroll for each day must correspond to the data of the time sheet of employees, on the basis of which the number of employees who came and did not show up for work is established.

79. The average number of employees is calculated on the basis of the payroll, which is given on a certain date, for example, on the last day of the reporting period.
To the headcount turn on wage-earners who worked under an employment contract and performed permanent, temporary or seasonal work for one day or more, as well as working owners of organizations who received wages in this organization.

In the payroll number of employees for each calendar day, both those actually working and those absent from work for any reason are taken into account. Based on this, the payroll includes in whole units, in particular, employees:

a) those who actually came to work, including those who did not work due to downtime;

b) were in business trips if they retain their wages in this organization, including employees who were on short-term business trips abroad;

c) those who did not show up for work due to illness (during the entire period of illness until returning to work in accordance with disability certificates or until retirement due to disability);

d) those who did not come to work in connection with the performance of state or public duties;

e) employed on a part-time or part-time basis working week, as well as those accepted at half the rate (salary) in accordance with the employment contract or staffing. In the headcount, these employees are counted for each calendar day as whole units, including non-working days of the week, due to employment (see clause 81.3).
Note. This group does not include certain categories of workers who, in accordance with the law Russian Federation reduced working hours have been established, in particular: employees under the age of 18; workers employed in work with hazardous and hazardous conditions labor; women who are given additional breaks from work to feed their baby; women working in rural areas; employees who are disabled people of groups I and II;

f) hired with a probationary period;

g) those who have concluded an employment contract with an organization on the performance of work at home by personal labor (homeworkers). In the list and average number of employees, homeworkers are counted for each calendar day as whole units;

h) employees with special ranks;

i) sent away from work to educational institutions for advanced training or acquisition new profession(specialties), if they retain their wages;

j) temporarily sent to work from other organizations, if they do not retain their wages at the place of their main job;

k) students and pupils educational institutions working in organizations during the period industrial practice if they are enrolled in jobs (positions);

l) students in educational institutions, graduate schools, who are on study leave with the preservation of full or partial wages;

m) students in educational institutions and who were in additional leave without pay, as well as employees entering educational institutions who were on leave without pay to pass entrance exams in accordance with the legislation of the Russian Federation (see clause 81.1);

n) who were on annual and additional holidays provided in accordance with the law, collective agreement and an employment contract, including those on vacation with subsequent dismissal;

o) who had a day off according to the work schedule of the organization, as well as for processing time with a summarized accounting of working time;

p) who received a day of rest for work on weekends or holidays (non-working) days;

c) who were on maternity leave, on leave in connection with the adoption of a newborn child directly from the maternity hospital, as well as on parental leave (see paragraph 81.1);

r) taken to replace absent employees (due to illness, maternity leave, parental leave);

s) who were on leave without pay, regardless of the duration of the leave;

t) who were idle at the initiative of the employer and for reasons beyond the control of the employer and the employee, as well as on unpaid leave at the initiative of the employer;

u) who took part in strikes;

c) worked on a rotational basis. If organizations do not have separate subdivisions in the territory of another subject of the Russian Federation, where shift work, then employees who performed work on a rotational basis are taken into account in the report of the organization with which labor contracts and civil law contracts are concluded;

h) foreign citizens who worked in organizations located on the territory of Russia;

w) absenteeism;

y) who were under investigation before the decision of the court.

80. Not included in the headcount workers:

a) employed concurrently from other organizations;
External part-timers are accounted for separately.
Note. An employee who receives two, one and a half or less than one rate in one organization or is registered in one organization as an internal part-time worker is counted in the payroll number of employees as one person (a whole unit). At the same time, an employee who is on the payroll of the organization and performs work on the terms of internal combination, is taken into account once at the place of the main job, and the amount of wages is shown in the payroll, taking into account the remuneration of part-time work;

b) performed work under civil law contracts;
Note. An employee who is on the payroll of an organization and has entered into a civil law contract with the same organization is counted in the payroll and average headcount once at the place of the main job, and the wages accrued to him under an employment contract and a civil law contract - in column 8 (wage fund of employees on the payroll);

c) recruited to work in accordance with special contracts with state organizations for the provision of labor (military personnel and persons serving sentences of imprisonment) and taken into account in the average number of employees (see clause 81.2);1

d) transferred to work in another organization, if they do not retain their wages, as well as sent to work abroad;

e) sent by organizations to study in educational institutions with a break from work, receiving scholarships at the expense of these organizations; persons with whom a student contract for vocational training has been concluded with the payment of a scholarship during the period of apprenticeship;

f) who have submitted a letter of resignation and stopped working before the expiration of the warning period or stopped working without warning the administration. They are excluded from the list of employees from the first day of absence from work;

g) the owners of this organization who do not receive wages;

h) members of the cooperative who have not concluded labor contracts with the organization;

i) lawyers;

j) military personnel in the performance of military service duties.

81. When determining the average number of employees the following should be kept in mind.

81.1. Some employees on the payroll not included in the average. These workers include:

Women who were on maternity leave, persons who were on leave in connection with the adoption of a newborn child directly from the maternity hospital, as well as on parental leave;
- employees studying in educational institutions and who were on additional leave without pay, as well as those entering educational institutions who were on leave without pay to pass entrance exams in accordance with the legislation of the Russian Federation;

81.2. Persons who are not on the payroll and recruited to work under special contracts with state organizations for the provision of labor force (military personnel and persons serving sentences in the form of imprisonment) are counted in the average number as whole units by the days of attendance at work.

81.3. Persons who worked part-time in accordance with the employment contract, staffing table or transferred with the written consent of the employee to part-time work, when determining the average number of employees counted in proportion to hours worked.

The calculation of the average number of this category of workers is carried out in the following order:

a) the total number of man-days worked by these employees is calculated by dividing the total number of man-hours worked in the reporting month by the length of the working day, based on the length of the working week, for example:

40 hours - for 8 hours (for a five-day working week) or for 6.67 hours (for a six-day working week);

36 hours - by 7.2 hours (with a five-day working week) or by 6 hours (with a six-day working week);

24 hours - by 4.8 hours (with a five-day working week) or by 4 hours (with a six-day working week).

b) then the average number of part-time workers for the reporting month is determined in terms of full employment by dividing the worked man-days by the number of working days according to the calendar in the reporting month. At the same time, for days of illness, vacation, absenteeism (falling on working days according to the calendar), the number of man-hours worked conventionally includes the hours of the previous working day (in contrast to the methodology adopted for accounting for the number of man-hours worked).
It should be borne in mind that employees who, in accordance with the legislation of the Russian Federation, have reduced working hours, including disabled people, are counted as whole units in the average headcount.
Simplified calculation method (conditional example).
In the organization, five employees in September were employed at work part-time:
- two employees worked 4 hours a day, each of them for 22 working days. They are counted for each working day as 0.5 persons (4.0: 8 hours);
- three employees worked 3.2 hours a day for 22, 10 and 5 working days, respectively. These workers are counted as 0.4 people (3.2 hours: 8 hours) for each working day.
The average number of part-time workers was 1.7 (0.5 x 22 + 0.5 x 22 + 0.4 x 22 + 0.4 x 10 + 0.4 x 5): 22 working days in September). This number is taken into account when determining the average number of employees.
Note. Persons who worked part-time at the initiative of the employer are taken into account in the average number of employees as whole units.

81.4. Below is a conditional example of calculating the average number of full-time employees in an organization (working according to a five-day work week schedule) for the reporting month.

Numbers of the month	List number of employees	Including not included in the average headcount (see paragraph 81.1)
1	2	3	4
1	253	3	250
2	257	3	254
3 (Saturday)	257	3	254
4 (Sunday)	257	3	254
5	260	3	257
6	268	3	265
7	268	3	265
8	272	3	269
9	270	3	267
10 (Saturday)	270	3	267
11 (Sunday)	270	3	267
12	274	3	271
13	279	3	276
14	278	3	275
15	279	-	279
16	282	-	282
17 (Saturday)	282	-	282
18 (Sunday)	282	-	282
19	284	-	284
20	286	-	286
21	291	-	291
22	295	2	293
23	298	2	296
24 (Saturday)	298	2	296
25 (Sunday)	298	2	296
26	298	2	296
27	292	2	290
28	305	2	303
29	306	2	304
30	314	2	312
31 (Saturday)	314	2	312
Sum			8675

In this example, the sum of the number of employees on the payroll for all days of the month to be included in the average headcount is 8675, the calendar number of days in the month is 31, the average headcount for the month in this case was 280 people (8675:31). The number is shown in whole units.

81.5. The average number of employees for the quarter is determined by summing the average number of employees for all months of the organization's work in the quarter and dividing the resulting amount by three.

Example. The organization had an average number of employees in January 620 people, in February - 640 people and in March - 690 people. The average number of employees for the first quarter was 650 people ((620 + 640 + 690): 3).

81.6. The average number of employees for the period from the beginning of the year to the reporting month inclusive is determined by summing the average number of employees for all months that have elapsed for the period from the beginning of the year to the reporting month inclusive, and dividing the amount received by the number of months for the period from the beginning of the year, i.e. respectively by 2, 3, 4, etc.
Example. The organization started working in March. The average number of employees in March was 450 people, in April - 660, in May - 690 people. The average number of employees since the beginning of the year (for 5 months) amounted to 360 people ((450 + 660 + 690): 5).

81.7. The average number of employees for the year is determined by summing the average number of employees for all months of the reporting year and dividing the resulting amount by 12.
Example.

The average headcount for the year was 542 people (6504:12).

81.8. The average number of employees in organizations that worked for an incomplete month (for example, in newly created organizations that have a seasonal nature of production) is determined by dividing the sum of the number of employees on the payroll for all days of the organization's work in the reporting month, including weekends and holidays (non-working) days for period of work by the total number of calendar days in the reporting month.
Example. The newly created organization started working on July 24, 2014. The number of employees on the payroll in this organization was as follows:

Numbers of the month	List number of employees	Including not included in the average headcount (see paragraph 81.1)	Included in the average headcount (group 2 minus group 3)
1	2	3	4
24	570	-	570
25	570	-	570
26 (Saturday)	570	-	570
27 (Sunday)	570	-	570
28	575	-	575
29	580	-	580
30	580	-	580
31	583	-	583
Sum			4598

The sum of the number of employees on the payroll for July, to be included in the average number of employees, amounted to 4598, the calendar number of days in July - 31, the average number of employees in July amounted to 148 people (4598:31).
Notes.
Newly created organizations do not include organizations established on the basis of liquidated (reorganized) legal entities, separate or non-independent subdivisions.

This concept is used in order to fill out forms of federal statistical observation No. P-1, P-2, P-3, P-4, P-5 (m).

Organizations that have temporarily suspended work for reasons of a production and economic nature determine the average number of employees on a general basis.

81.9. If the organization worked for an incomplete quarter, then the average number of employees for the quarter is determined by summing the average number of employees for the months of work in the reporting quarter and dividing the resulting amount by 3.
Example. The organization was re-established and started working in March. The average number of employees for March was 720 people. Consequently, the average number of employees for the first quarter for this organization amounted to 240 people (720:3).

81.10. If the organization worked for an incomplete year (seasonal nature of work or created after January), then the average number of employees for the year is determined by summing the average number of employees for all months of the organization's work and dividing the amount received by 12.
Example. The seasonal organization started in April and ended in August. The average number of employees in April was 641, May - 1254, June - 1316, July - 820, August - 457 people. The average number of employees for the year was 374 people ((641 + 1254 + 1316 + 820 + 457): 12).

81.11. Employees who are on the payroll of the organization, involved in public works or temporary work on the terms of internal combination, are counted in the average number of employees once at the place of the main job, the amount of wages is shown in the payroll fund, taking into account wages for public works, in the number of man-hours worked, the hours of work of these employees are reflected taking into account the hours of work in public works or work of a temporary nature.

82. Average number of external part-timers(column 3) is calculated in accordance with the procedure for determining the average number of persons who worked part-time (see paragraph 81.3).

Column 3 conditionally shows employees who, under an employment contract, did pedagogical work outside their main place of work on an hourly basis in the amount of not more than 300 hours per year (similar to the procedure for calculating the number of external part-time workers, taking into account the time actually worked, using the length of the working week established for specialties of pedagogical workers).
Due to the fact that when filling in information about the average number of external part-time workers by type economic activity this information may be insignificant, then the column is filled with one decimal place.
The average number of external part-time workers for the period from the beginning of the year and the year is determined by summing up the average number for all months that have elapsed since the beginning of the year, and dividing the amount received by the number of months of the reporting period.

83. Average number of employees(including foreign citizens), performing work under civil law contracts(column 4), the subject of which is the performance of work and the provision of services, per month is calculated according to the methodology for determining the average headcount.

These employees are accounted for each calendar day as whole units during the entire period of this contract, regardless of the period of payment of remuneration. The number of employees for the previous working day is taken as a weekend or a holiday (non-working) day.
The average number of employees who performed work under civil law contracts for the period from the beginning of the year and the year is determined by summing up the average number for all months that have elapsed since the beginning of the year, and dividing the amount received by the number of months of the reporting period.
If an employee on the payroll has entered into a civil law contract with the same organization, then he is not included in the average number of employees who performed work under civil law contracts (see note to paragraph 80 "b").
In the event that a civil law contract is concluded between an organization and an educational institution on students of educational institutions undergoing work experience in the organization, the organization’s report includes data on the number and wages of students, regardless of whether wages were accrued directly to the students or transferred to the educational institution.
The average number of employees performing work under civil law contracts does not include: individual entrepreneurs without forming a legal entity, who have entered into a civil law contract with the organization and received remuneration for the work performed and the services rendered; non-listed persons who do not have civil law agreements with the organization; persons with whom copyright agreements for the transfer of property rights have been concluded.

84. In the number of man-hours worked(columns 5 and 6, lines from 01 to 11) the hours actually worked by employees are included, taking into account overtime and hours worked on holidays (non-working) and days off (according to the schedule), both for the main job (position) and for combined in the same organization, including business travel hours.

Man-hours worked do not include:
the time spent by employees on annual, additional, educational leave, leave at the initiative of the employer;
time for advanced training of employees with a break from work;
time of illness;
downtime;
hours of breaks in the work of mothers to feed the child;
work cut-off hours certain categories employees who, in accordance with the legislation of the Russian Federation, have reduced working hours;
time of participation in strikes;
other cases of absence of employees at work, regardless of whether their wages were kept or not.

With respect and wishes for comfortable work, Natalya Nikonova,

Expert Systems Personnel

Contents of the journal No. 2 for 2017

L.A. Elina,
leading expert

The last day for submitting data on the average number of your employees to the inspection is January 20. Taxpayers may be fined for late payments. The average headcount determines whether you can file most tax returns on paper.

Report on the average number of employees

Rules for calculating the average headcount

Not later than January 20, 2017, information on the average number of employees for 2016 paragraph 3 of Art. 80 Tax Code of the Russian Federation You can do this as in in electronic format as well as on paper. The form of such information is approved by the tax service th Order of the Federal Tax Service dated March 29, 2007 No. MM-3-25 / [email protected] .

The indicator of the average headcount is calculated according to the rules established by Rosstat m Letter of the Federal Tax Service dated April 26, 2007 No. ChD-6-25 / [email protected](Appendix) ; Rosstat Order No. 498 dated October 26, 2015.

The Instructions for filling out the forms of federal statistical observation of Rosstat mentioned in the article can be found:

When calculating it, it is necessary to take into account only employees with whom the company (entrepreneur) has concluded employment contracts either for permanent work, or for temporary or seasonal work. at articles 20,, 59 of the Labor Code of the Russian Federation; clause 11 of the Instructions (Appendix No. 1) to the Order of Rosstat dated 02.08.2016 No. 379; pp. 78-81, 85-92 Instructions, approved. Order of Rosstat dated October 26, 2015 No. 498 (hereinafter - Instructions No. 498).

And it doesn’t matter if the employee is on vacation (including without pay), on sick leave and whether he works full time day pp. 79, 81.3 Directive No. 498. All such employees are taken into account when calculating the average headcount.

At the same time, when calculating the average headcount, the following employees are not taken into account and clause 81.1 of Directive No. 498:

who are on parental leave;

who are on unpaid study leave;

who are on leave in connection with the adoption of a newborn child directly from the maternity hospital;

women on maternity leave;

external collaborators.

Also, the average number does not include persons with whom civil law contracts have been concluded.

Calculation algorithm

Step 1. Calculate the average number of fully employed workers for each month. This will require data on the headcount of full-time employees for each calendar day of the month. For working days, it is equal to the number of workers on employment contracts. And for weekends and non-working holidays- payroll for the previous worker day clause 78 of Directive No. 498.

In this case, the following are taken into account as whole units:

employees for whom reduced working hours are prescribed by law (for example, those employed in hazardous work);

working part-time at the initiative of the employer.

Example. Calculation of the average number of fully employed employees per month

Condition. The organization has an eight-hour work day and a five-day work week. In December, 29 people worked under labor contracts, of which:

24 people - on a full-time basis. At the same time, one employee has been on parental leave since December 15;

3 people - external part-timers;

2 people worked under an agreement with the employer on a part-time basis.

Solution. The average number of fully employed employees in December is 23.45 people ((14 days x 24 people + 17 days x 23 people) / 31 days).

This calculation does not include external part-time workers and those who work part-time by agreement with the employer.

Step 2. We determine the average number of part-time workers for each month.

Employees who, by agreement with the employer, work part-time or part-time, are taken into account in proportion to the hours worked. and clause 81.3 of Directive No. 498.

At the same time, for working days falling on the period of illness or vacation of such employees, the hours worked include the number of hours worked by them in the previous working day. day sub. "b" clause 81.3 of Directive No. 498.

Example. Calculation of the average number of part-time employees per month

Condition. Let's use the conditions of the previous example, supplementing them. December 2016 22 working days.

The number of hours worked this month by two employees who work in agreement with the employer on a part-time basis is 170 hours.

Solution. The average number of part-time workers for December 2016 is 0.97 people (170 hours / (8 hours x 22 days)).

Step 3. Determine the average number of all employees for each month c clause 78 of Directive No. 498.

The result obtained must be rounded to integer units: a value less than 0.5 is discarded, and 0.5 or more is rounded to integer units s clause 81.4 of Directive No. 498.

Step 4. Determine the average number of all employees for 2016

The result must also be rounded up to integer units. c pp. 81.4, 81.7 Directives No. 498.

Reference

If you submit information about the average headcount in tax office belatedly, two fines may be imposed at the same time a paragraph 1 of Art. 126 of the Tax Code of the Russian Federation; Part 1 Art. 15.6 Administrative Code of the Russian Federation:

for an organization (entrepreneur) - in the amount of 200 rubles;

on the executive organizations - in the amount of 300 to 500 rubles.

When you need an average headcount indicator

The average headcount will be required to complete some statistical forms. For example, it must be indicated in the form No. P-4 “Information on the number and salary of an employee in" pp. 76.1, 76.2 Directives No. 498.

Also, the average number is needed to calculate the average number of employees. in clause 77 of Directive No. 498.

The average number of employees is needed, in particular, in order to:

determine whether the organization can apply the simplified tax system or UTII sub. 15 p. 3 art. 346.12, paragraph 4 of Art. 346.13, sub. 1 p. 2.2, p. 2.3 art. 346.26 of the Tax Code of the Russian Federation;

determine whether the entrepreneur can apply PSN paragraph 5 of Art. 346.43 of the Tax Code of the Russian Federation;

calculate the amount of UTII if the physical indicator for a particular type of activity is the number of employees in Art. 346.27 of the Tax Code of the Russian Federation;

determine if an IT company that is not a newly created company is eligible for reduced insurance premium rates in pp. 1, 5 art. 427 Tax Code of the Russian Federation.

You can find out where the average headcount indicator is still used in the table.

What is the indicator used for?	Explanations
Determining the obligation to file tax returns electronically	Organizations and entrepreneurs with an average number of employees of more than 100 people for 2016 are required to submit tax returns in electronic form in 2017 (calculation s) paragraph 3 of Art. 80 Tax Code of the Russian Federation. But there are exceptions. AT electronic form by TCS are given: VAT returns - regardless of the number of employees in paragraph 5 of Art. 174 Tax Code of the Russian Federation; reporting on personal income tax (certificates in the form 2-NDFL and calculations in the form 6-NDFL) - if the number of individuals who received income in the period for which the reporting is submitted is 25 or more people to paragraph 2 of Art. 230 Tax Code of the Russian Federation
Determination of the obligation to submit reports on insurance premiums to the IFTS in electronic form	Payers whose average number of individuals who received payments for the previous settlement (reporting) period exceeded 25 people submit calculations in electronic form e paragraph 10 of Art. 431 of the Tax Code of the Russian Federation. This means that when reporting: for the 1st quarter of 2017, it is necessary to focus on the average headcount for 2016 (as of 01/01/2017); for the first half of 2017 - by the average headcount for the 1st quarter of 2017 (as of 04/01/2017), etc.
Calculation of the amount of income tax (advance payment) paid at the place of a separate subdivision	The indicator of the average headcount is used if the company decided to distribute profits in proportion to the number of employees in paragraph 2 of Art. 288 Tax Code of the Russian Federation
Determination of eligibility for reduced insurance premium rates for IT companies	For newly created organizations, the average number of employees for the billing (reporting) period must be at least seven people. to pp. 1, 5 art. 427 Tax Code of the Russian Federation
Determination of eligibility for certain specific tax incentives	For example, the determination by state unitary enterprises and municipal unitary enterprises of the possibility of using the VAT exemption for operations for the sale of goods (works, services). To do this, the average number of disabled people among employees of state unitary enterprises and municipal unitary enterprises must be at least 50%, and their share in the payroll fund must be at least 25%sub. 2 p. 3 art. 149 Tax Code of the Russian Federation

Entrepreneurs must submit to the IFTS information on the average headcount for 2016, provided that they had employees.

Otherwise, the entrepreneur does not need to submit a report on the average headcount to the inspection about paragraph 3 of Art. 80 Tax Code of the Russian Federation.

Rosstat Order No. 498 dated October 26, 2015 introduced some changes to various forms of statistical reporting. From January 2017, enterprises must use the updated P-1 statistics form, which must be completed in accordance with the instructions and explanations given in the regulatory act. The most important features of entering information will be considered in the article.

Not all legal entities know whether they need to fill in and send data about themselves to the territorial statistical bodies. Form P-1 statistics of 2016, the form of which must be downloaded for subsequent completion, must be submitted to Rosstat by organizations with an average number of employees of more than 15 people (including part-time employees and persons working under the GPA). The exception is:

• insurers;
• financial institutions (including banks).

For organizations that are on the "simplified" system, but not related to the SMP, the statistical form P-1 is also required to be filled out. But in accordance with the changes made by the order of Rosstat No. 686 of 10/27/2016, non-profit organizations such reporting must be made only if they provide services or produce goods.

Such a report must be submitted to Rosstat at the location on a monthly basis, up to the 4th day of the month following the reporting period. Form P-1 for December 2016 must be submitted before January 9, 2017, since the New Year holidays lasted until January 8.

Not all legal entities pay attention to the fact that the order of Rosstat says that it is necessary to draw up separate reports for their branches, separate divisions and representative offices. The P-1 statistical reporting form for each of them must be submitted to the territorial statistics agency. But in the report of the head office, information about them should not be displayed.

The reporting document consists of a title page and five different sections. The first page displays general information about the organization itself. Separate units indicate their location data. A sample of filling out the P-1 statistics form will help you correctly enter OKPO, the name of the organization, and your address.

Section 1

The data displayed in this part of the document should not include VAT. It is not required to fill in all lines on a monthly basis - the information in lines 3, 4, 5 is entered only in quarterly reports.

It is important not to forget that the first line does not need to reflect income received as a result of the sale of fixed assets, intangible assets, inventories, currency and securities. Step-by-step instruction on filling out the P-1 form, statistics will help eliminate such errors during data entry.

Section 2

All calculations do not include VAT. You need to fill in as many lines in the table as the number of OKVED codes the organization conducts its activities.

Section 3

Here, it is necessary to include VAT in the indicated amounts. Data on goods sold are entered in different rows:

• population;
• individual entrepreneurs and legal entities.

Line 28 is intended to indicate the amount of money received for services. If it is filled out, then you will also have to submit Appendix 3 to the P-1 form. Starting February 1, 2017, the form has been updated, this line has been eliminated. Therefore, this information will not be required to be included in the January report.

Section 4

Here the data is entered in tons or ton-kilometers. The last unit of measure is used to display the cargo turnover of the enterprise. Instructions for filling out the P-1 statistics form will help you correctly calculate this parameter.

Section 5

Data must be entered in accordance with the classifier of varieties of goods and services developed by Rosstat.

Special varieties of the P-1 form

In addition to the established general form, there are some other varieties of it that certain organizations must submit. These include:

1. Organizations engaged in the capture or production of fish and other aquatic biological resources. They need form P-1 (fish), which should be downloaded to enter information electronically. The list of enterprises required to submit this report is compiled by Rosstat. The form of the document was approved in 2015.
2. Legal entities engaged in the production and shipment of agricultural products. Returns must be submitted by the 3rd day of the month following the reporting period. Form P-1 (CX) (the 2016 form was approved on August 4, 2016) is submitted monthly.

Form P-4 "Information on the number and wages of employees" is intended for submission to the statistical authorities of information on the number and wages of employees. The new P-4 form from 2020 is valid from the January report ().

P-4: download form-2020

You can download the P-4 form (statistics) in 2020 on the Rosstat website or in the Consultant Plus system.

We do not provide a sample of filling out the P-4 form, since filling out the form should not raise questions.

Form P-4: who is obliged to take

Form P-4 must be submitted to the territorial offices of Rosstat (TOGS) by all organizations (both commercial and non-commercial), regardless of the type of activity. Exception - the report should not be submitted by small businesses.

Form P-4 (statistics-2020): instructions for filling out

Step-by-step instructions for filling out the P-4 form are given in the Guidelines for filling out the form (Appendix N 15 to the Order of Rosstat dated 07/15/2019 N 404).

When filling out the P-4 form, you need to consider the following points:

• if the organization has separate subdivisions, then the P-4 form must be filled out separately for each EP and for the organization itself, without taking into account the data of these OPs. At the same time, internal structural divisions of the organization (for example, retail facilities) located within the boundaries of one municipal district, urban district, one intracity territory of cities of federal significance (at different postal addresses at a short distance from each other) can be reflected as one OP;
• even if the organization in the reporting period did not accrue salaries and did not make other payments, then the P-4 form for this period must still be submitted (clause 11 of the Instructions for filling out the form, approved by Appendix N 15 to the Order of Rosstat dated 15.07.2019 N 404 ).

Form P-4: submission deadlines

The frequency and timing of the submission of the P-4 form in most cases depend on the average number of employees of the organization for 2018-2019. and from annual turnover organizations for the same period (clause 1 of the Instructions for filling out the form, approved by Appendix No. 15 to the Order of Rosstat dated July 15, 2019 N 404). When calculating the average number, part-time workers and those with whom a civil law contract was concluded are taken into account.

An exception is provided for:

• for organizations holding licenses for the extraction of minerals;
• for legal entities registered or reorganized in the current or previous year.

Such organizations submit Form P-4 on a monthly basis no later than the 15th day after the past month, regardless of the number of employees and the turnover of the organization.

Form P-4: presentation methods

Form P-4 can be submitted on paper or electronically.

If you chose the paper method, then the P-4 form can be submitted directly to the TOGS by the head or an authorized person, or sent by mail (with a description of the attachment and a return receipt).

If you wish to submit Form P-4 electronically, you can do so by submitting a TMS report or through the Web collection system, which can be found on your TOGS website.

Form P-4 (statistics): responsibility for late delivery

If the deadline for submitting form P-4 is violated, the organization faces a fine (part 1 of article 13.19 of the Code of Administrative Offenses of the Russian Federation):

• from 20000 rub. up to 70,000 rubles - for the organization;
• from 10000 rub. up to 20000 rub. - for its officials.

This penalty is provided in the following cases:

• failure to submit the P-4 form at all;
• submission of form P-4 late;
• indication of false information in the P-4 form.

MINISTRY OF ECONOMIC DEVELOPMENT OF THE RUSSIAN FEDERATION

FEDERAL SERVICE OF STATE STATISTICS

ON THE APPROVAL OF THE ORDER

OF STATE STATISTICS AND METHODOLOGY FOR HOLDING COMPETITIONS

TO FILL VACANT POSITIONS OF THE FEDERAL

STATE CIVIL SERVICE IN THE FEDERAL

STATE STATISTICS SERVICE

In accordance with part 7 of Article 22 of the Federal Law of July 27, 2004 N 79-FZ "On the State Civil Service of the Russian Federation" (Collected Legislation of the Russian Federation, 2004, N 31, Art. 3215; 2006, N 6, Art. 636 2007, N 10, item 1151, N 16, item 1828, N 49, item 6070; 2008, N 13, item 1186, N 30, item 3616, N 52, item 6235; 2009, N 29, item 3597, 3624, N 48, item 5719, N 51, 6159; 2010, N 5, item 459, N 7, item 704, N 49, item 6413; 2011, N 1, item 31, N 27, item 3866, N 29, item 4295, N 48, item 6730, N 50, item 7337, 2012, N 50, item 6954, N 53, item 7620, item 7652; 2013, N 14, item 1665, N 19, item 2326, 2329, N 23, item 2874, N 27, item 3441, 3462, 3477, N 43, item 5454, N 48, item 6165, No. 52, article 6961; 2014, No. 14, article 1545, No. 52, article 7542; 2015, No. 1, article 62, 63, No. 24, article 3374, No. 29, article 4388, No. 41 , item 5639; 2016, N 1, item 15, 38, N 22, item 3091, N 23, item 3300, N 27, item 4157, 4209; 2017, N 1, item 46, N 15 , Article 2139, No. 27, Article 3929, 3930, No. 31, Article 4741, 4824; 2018, No. 1, Article 7), p paragraph 16 of the Regulations on the competition for replacement vacant position of the state civil service of the Russian Federation, approved by Decree of the President of the Russian Federation of February 1, 2005 N "On the competition for filling the vacant position of the state civil service of the Russian Federation" (Sobraniye zakonodatelstva Rossiyskoy Federatsii, 2005, N 6, art. 439; 2011, N 4 , article 578; 2013, N 12, article 1242; 2014, N 12, article 1263; 2016, N 52, article 7604; 2017, N 37, article 5506), Regulations on the personnel reserve of the federal government agency, approved by Decree of the President of the Russian Federation of March 1, 2017 N 96 (Sobraniye zakonodatelstva Rossiyskoy Federatsii, 2017, N 10, art. 1473, N 37, art. 5506) and inclusion in the personnel reserve of state bodies approved by Decree of the Government of the Russian Federation dated March 31, 2018 N (Collected Legislation of the Russian Federation, 2018, N 16, Art. 2359), Rules for the submission of documents in electronic form by a candidate for participation in competitions for filling a vacant positions of the state civil service of the Russian Federation and inclusion in the personnel reserve of a federal state body and the Rules for automated verification of information submitted in electronic form by a candidate for participation in competitions for filling a vacant position in the state civil service of the Russian Federation and inclusion in the personnel reserve of the federal on the state body, approved by the Decree of the Government of the Russian Federation of March 5, 2018 N 227 (Collected Legislation of the Russian Federation, 2018, N 12, art. 1677), and in order to ensure the effectiveness of competitions for filling a vacant position in the federal state civil service in Federal Service I order state statistics:

1. Approve the attached:

The procedure for the work of the competition commission for holding a competition for filling a vacant position of the federal state civil service in the Federal State Statistics Service (Appendix N 1) (hereinafter referred to as the Procedure);

Methodology for holding a competition for filling a vacant position of the federal state civil service in the Federal State Statistics Service (Appendix No. 2) (hereinafter referred to as the Methodology).

2. The heads of the territorial bodies of the Federal State Statistics Service shall be guided by the attached Procedure and Methodology.

3. Establish that the competition for filling a vacant position of the federal state civil service upon admission to the federal state civil service and appointment to positions of the federal state civil service related to junior group positions of the category "providing specialists" are not carried out.

4. Recognize as invalid the orders of Rosstat:

dated September 16, 2016 N "On approval of the Procedure for the work of the competition commission for holding a competition for filling a vacant position of the federal state civil service in the Federal State Statistics Service and the Methodology for conducting a competition for filling a vacant position in the federal state civil service in the Federal State Statistics Service" (registered Ministry of Justice of Russia on October 7, 2016, registration N 43971);

dated February 20, 2017 N 136 "On Amendments to the Order of Rosstat dated September 16, 2016 N" On approval of the Procedure for the work of the competition commission for holding a competition for filling a vacant position of the federal state civil service in the Federal State Statistics Service and the Methodology for conducting a competition for filling a vacant positions of the federal state civil service in the Federal State Statistics Service" (registered by the Ministry of Justice of Russia on March 17, 2017 N 46012).

5. I reserve control over the implementation of this order.

Supervisor

A.E. SURINOV

Appendix No. 1

Approved

by order of Rosstat

dated 13.08.2018 N 498

THE WORK OF THE COMPETITION COMMISSION TO CARRY OUT

COMPETITIONS FOR VACANCY POSITIONS OF THE FEDERAL

STATE CIVIL SERVICE IN THE FEDERAL SERVICE

STATE STATISTICS

1. The competitive commission for holding competitions for filling vacancies in the federal state civil service in the Federal State Statistics Service (hereinafter referred to as the competitive commission) operates on an ongoing basis and is guided in its activities by the Federal Law of July 27, 2004 N 79-ФЗ "On State civil service of the Russian Federation", other federal laws, Regulations on the competition for filling a vacant position in the state civil service of the Russian Federation, approved by Decree of the President of the Russian Federation of February 1, 2005 N "On the competition for filling a vacant position in the state civil service of the Russian Federation", Decree of the President of the Russian Federation of March 1, 2017 N 96 "On approval of the Regulations on the personnel reserve of the federal state body", and resolutions of the Government of the Russian Federation of March 31, 2018 N "On approval of a unified methodology for holding competitions for filling vacancies positions of the state civil service of the Russian Federation and inclusion in the personnel reserve of state bodies "and of March 5, 2018 N 227" On some measures to introduce information technologies in personnel work in the state civil service of the Russian Federation", other decrees and orders of the President of the Russian Federation, orders and orders of the Government of the Russian Federation, as well as the Methodology for holding competitions for filling vacancies in the federal state civil service in the Federal State Statistics Service, approved by this order.

2. The competitive commission is formed:

in the central office of Rosstat - by order of Rosstat;

in the territorial body of Rosstat - by order of the territorial body of Rosstat.

3. The competition commission consists of a chairman, deputy chairman, secretary and members of the competition commission.

4. The composition of the competition commission includes a representative of the employer and (or) civil servants authorized by him (including from the unit in charge of civil service and personnel issues, the unit in charge of issues of a legal (legal) nature, and the unit responsible for in which a competition is held to fill a vacant position in the federal state civil service). Also, the competition commission includes representatives of scientific, educational and other organizations invited at the request of the head of Rosstat (a territorial body of Rosstat) as independent experts - specialists in issues related to the civil service, specialists in the field of personnel assessment and specialists in certain areas and types professional performance, corresponding to the tasks and functions of Rosstat and its divisions (hereinafter - independent experts), without indicating the personal data of independent experts.

The composition of the competition commission in the central office of Rosstat (a territorial body of Rosstat) includes a representative (representatives) of the public council under Rosstat (a territorial body of Rosstat) (hereinafter referred to as representatives).

The total number of independent experts and representatives must be at least one quarter of the total number of members of the tender commission.

5. In order to increase the objectivity and independence of the work of the competition commission, by decision of the head of Rosstat, a periodic (usually annually) renewal of its composition is carried out.

6. In preparation for holding competitions for filling vacancies in the federal state civil service in the Federal State Statistics Service (hereinafter referred to as the competition) by the unit responsible for the civil service and personnel of Rosstat, participation in the competition commission of independent experts is specified.

7. Composition of the competition commission for holding a competition for positions, execution official duties for which it is associated with the use of information constituting a state secret, is formed taking into account the provisions of the legislation of the Russian Federation on state secrets.

8. The composition of the competition commission is formed in such a way that the possibility of conflicts of interest that could affect the decisions taken by the competition commission is excluded.

9. After the creation of the federal state body for the management of the civil service, representatives of this body are also included in the composition of the competition commission (as agreed).

10. The chairman of the competition commission is in charge of the activities of the competition commission. The chairman of the competition commission is the deputy head of Rosstat (a territorial body of Rosstat) or another person authorized by the head of Rosstat (a territorial body of Rosstat). During the period of temporary absence of the chairman of the competition commission (for example, illness, business trip, being on vacation), the activities of the competition commission are managed by the deputy chairman of the competition commission, who is also entrusted with the authority to send messages to candidates for filling vacancies in the federal state civil service (hereinafter referred to as candidates ).

Ensuring the work of the competition commission (accepting applications with a set of documents for a candidate, maintaining a register of participants in the competition and the documents submitted by them, keeping minutes of the commission meeting, preparing messages to candidates, preparing a draft order based on the results of the competition) is carried out by the secretary of the competition commission.

The secretary of the competition commission participates in the evaluation of candidates and has the right to vote in making decisions by the competition commission.

In the central office of Rosstat (a territorial body of Rosstat), it is allowed to form several competitive commissions for various categories, groups of positions of the federal state civil service (hereinafter referred to as the civil service) and areas of activity.

11. The chairman of the competition commission has the right:

a) request from the heads of structural divisions of the central office of Rosstat (the territorial body of Rosstat) information and materials necessary for the work of the competition commission;

b) submit proposals to the head of Rosstat (a territorial body of Rosstat) on issues within the competence of the competition commission.

12. Members of the competition commission have the right to make proposals on the application of assessment methods and the formation of competition tasks in accordance with the Methodology for holding competitions for filling vacancies in the federal state civil service in the Federal State Statistics Service, approved by this order.

13. The competition commission conducts competitions in the central office of Rosstat (a territorial body of Rosstat) for filling vacant positions in the civil service.

14. The meeting of the competition commission is held as necessary on the basis of the order of Rosstat (the territorial body of Rosstat) on holding the competition.

15. The meeting of the competition commission is held in the presence of at least two candidates.

16. The meeting of the competition commission is considered competent if at least two thirds of the total number of its members are present at it. It is not allowed to hold a meeting of the competition commission with the participation of only its members who hold positions in the civil service. Decisions of the competition commission based on the results of the competition are taken by open voting by a simple majority of votes of its members present at the meeting.

17. During the competition, the competition commission evaluates candidates on the basis of the documents submitted by them on education and qualifications, civil service or other public service, other work activities, as well as on the basis of competitive procedures using non-contradictory federal laws and other regulatory legal acts of the Russian Federation methods for assessing professional and personal qualities candidates.

18. The competition commission determines the need, as well as the sequence of application of methods for assessing the professional and personal qualities of candidates, including testing and face-to-face individual interviews during the competition.

19. The competition commission is also entitled to make a decision, which is advisory in nature, to include in the personnel reserve of the central office of Rosstat (a territorial body of Rosstat) a candidate who did not become the winner of the competition for filling a vacant position in the civil service, but whose professional and personal qualities were highly appreciated.

Appendix No. 2

Approved

by order of Rosstat

dated 13.08.2018 N 498

METHODOLOGY

HOLDING COMPETITIONS TO FILL VACANT

POSITIONS OF THE FEDERAL STATE CIVIL SERVICE

IN THE FEDERAL SERVICE OF STATE STATISTICS

I. General provisions

1. This Methodology for holding competitions for filling vacancies in the federal state civil service in the Federal State Statistics Service (hereinafter referred to as the Methodology) determines the organization and procedure for holding competitions for filling vacant positions in the federal state civil service (hereinafter referred to as a vacant position in the civil service) in the central office of Rosstat (territorial body of Rosstat).

2. This Methodology is aimed at increasing the objectivity and transparency of the competitive procedure, the formation of the personnel of the federal state civil service (hereinafter referred to as the civil service), ensuring the constitutional right of citizens of the Russian Federation to equal access to the civil service, ensuring the right of state civil servants (hereinafter referred to as civil servants ) Rosstat (territorial body of Rosstat) on promotion on a competitive basis when holding competitions in the central office of Rosstat (territorial bodies of Rosstat) for filling vacant positions in the civil service of the central office of Rosstat (territorial body of Rosstat) (hereinafter referred to as competitions).

3. Competitions are held in order to assess the professional level of citizens of the Russian Federation (civil servants) admitted to participate in competitions (hereinafter, respectively - candidates, evaluation of candidates), as well as their compliance with the established qualification requirements to replace relevant posts civil service (hereinafter referred to as qualification requirements) and determining the winner of the competition.

4. The competition is held in accordance with the unified methodology for holding competitions for filling vacancies in the civil service of the Russian Federation and inclusion in the personnel reserve of state bodies, approved by Decree of the Government of the Russian Federation dated March 31, 2018 N "On approval of a unified methodology for holding competitions for filling vacant positions of the state civil service of the Russian Federation and inclusion in the personnel reserve of state bodies" (hereinafter - the Unified Methodology), and this Methodology.

II. Preparation for competitions

5. Preparation for the competitions provides for the choice of methods for assessing the professional and personal qualities of candidates (hereinafter referred to as assessment methods) and the formation of the corresponding competition tasks, if necessary, updating the provisions of civil servants' job regulations in relation to vacant positions in the civil service, for which it is planned to announce competitions.

6. Actualization of the provisions of the official regulations of civil servants is carried out by structural units of the central office of Rosstat (territorial body of Rosstat) in agreement with the structural unit of the central office of Rosstat (territorial body of Rosstat), which is in charge of matters of public service and personnel (hereinafter referred to as the personnel service).

By decision of the representative of the employer in the official regulations of civil servants in relation to vacant positions in the civil service, qualification requirements for a particular specialty (training area) may be established.

7. To assess the professional level of candidates, their compliance with the qualification requirements during the competitive procedures, assessment methods that do not contradict federal laws and other regulatory legal acts of the Russian Federation, including testing and individual interviews (are mandatory assessment methods) on issues related to the performance of official duties, can be used. duties for a vacant civil service position.

8. Assessment of candidates' compliance with qualification requirements is carried out on the basis of categories and groups of vacant positions in the civil service.

9. Members of the competition commission formed in the central office of Rosstat (a territorial body of Rosstat) in accordance with the Regulations on the competition for filling a vacant position in the state civil service of the Russian Federation, approved by Decree of the President of the Russian Federation dated February 1, 2005 N "On the competition for filling a vacant positions of the state civil service of the Russian Federation" (hereinafter respectively - the competition commission, the Regulations), has the right to make proposals on the application of assessment methods and the formation of competitive tasks.

III. Organization of the competition

10. The decision to announce a competition in the central office of Rosstat is made by the head of Rosstat, in the territorial body of Rosstat - by the head of the territorial body of Rosstat (hereinafter - the representative of the employer) if there is a vacant (not substituted by a civil servant) civil service position, the replacement of which in accordance with Article 22 of the Federal Law of July 27, 2004 N 79-FZ "On the State Civil Service of the Russian Federation" (hereinafter referred to as the Federal Law on Civil Service) can be made on a competitive basis, and is drawn up by order.

11. In accordance with Part 2 of Article 22 of the Federal Law on the Civil Service, the competition is not held:

a) upon appointment to positions of the civil service of the categories "heads" and "assistants (advisers)" substituted for a certain term of office;

b) upon appointment to civil service positions of the category "leaders", the appointment and dismissal of which are carried out by the Government of the Russian Federation;

c) when concluding a fixed-term service contract;

d) when a civil servant is appointed to another position in the civil service in the cases provided for by Part 2 of Article 28, Part 1 of Article 31, Part 9 of Article 60.1 of the Federal Law on the Civil Service;

e) upon appointment to a civil service position of a civil servant, a citizen of the Russian Federation (hereinafter referred to as a citizen), included in the personnel reserve in the civil service.

12. In accordance with Part 3 of Article 22 of the Federal Law on the Civil Service, the competition may not be held when appointed to certain civil service positions, the performance of official duties for which is associated with the use of information constituting a state secret.

13. Citizens who have reached the age of 18, who speak the state language of the Russian Federation and who meet the qualification requirements for a vacant civil service position established by the legislation of the Russian Federation on the civil service, have the right to participate in the competition.

A civil servant has the right to participate in the competition on a general basis, regardless of what position he holds for the period of the competition.

14. The competition is held in two stages.

At the first stage, the personnel service organizes placement on the official website of Rosstat (a territorial body of Rosstat) in the information and telecommunication network "Internet" (hereinafter referred to as the official website) and the federal state information system "Unified Information system management personnel State Civil Service of the Russian Federation" (hereinafter referred to as the unified system) of the announcement of the acceptance of documents for participation in the competition (hereinafter referred to as the announcement).

Also on the official website and unified system the following information about the competition is posted: the name of the vacant position of the civil service, the requirements for a citizen (civil servant) applying for a vacant position in the civil service of the central apparatus of Rosstat (territorial body of Rosstat) (hereinafter referred to as the applicant), conditions for the civil service, place and the time of receipt of documents to be submitted for participation in the competition, the period before the expiration of which these documents are accepted, the expected date of the competition, the place and procedure for its holding, other information materials, information on evaluation methods, the provisions of the civil servant's job regulations, including job duties, rights and responsibility for failure to perform (improper performance) of official duties, indicators of the effectiveness and efficiency of the professional performance of a civil servant.

The announcement contains information about the applicant's ability to independently assess his professional level to pass a preliminary qualification test (hereinafter referred to as the preliminary test), which is placed in a single system, outside the competition. The results of the applicant's passing the preliminary test cannot be taken into account by the competition commission and cannot be the basis for refusing to accept documents for participation in the competition.

The announcement of the acceptance of documents for participation in the competition and information about the competition may also be published in a periodical printed edition.

15. A citizen who has expressed a desire to participate in the competition submits to the central office of Rosstat (a territorial body of Rosstat):

a) a personal statement;

b) a completed and signed application form in the form approved by the order of the Government of the Russian Federation dated May 26, 2005 (Sobraniye Zakonodatelstva Rossiyskoy Federatsii 2005, N 22, art. 2192; 2007, N 43, art. 5264; 2018, N 12, art. 1677), with photograph (size 3 x 4, no corner);

c) a copy of the passport or a document replacing it (the relevant document is presented in person upon arrival at the competition);

d) documents confirming the required professional education, qualifications and work experience:

copy work book(except for cases when official (labor) activity is carried out for the first time), certified by a notary or personnel service at the place of work (service), or other documents confirming the labor (service) activity of a citizen;

copies of documents on education and qualifications, as well as, at the request of a citizen, on additional vocational education, on awarding an academic degree, academic title, certified by a notary or personnel service at the place of work (service);

e) the original conclusion of a medical institution on the absence of a disease in a citizen that prevents entry into the civil service or its passage;

f) a certificate-objective according to the sample posted on the official website;

g) other documents provided for by the Federal Law on Civil Service, other federal laws, decrees of the President of the Russian Federation and resolutions of the Government of the Russian Federation.

When submitting documents for the competition, a citizen draws up consent to the processing of personal data in the central office of Rosstat (the territorial body of Rosstat).

16. A civil servant who has expressed a desire to participate in the competition in the central office of Rosstat (the territorial body of Rosstat), in which he replaces the position of the civil service, submits an application addressed to the representative of the employer.

A civil servant who fills a civil service position in another state body, who has expressed a desire to participate in the competition in the central office of Rosstat (a territorial body of Rosstat), submits to the central office of Rosstat (a territorial body of Rosstat) an application addressed to the representative of the employer, completed, signed by him and certified by the personnel service of a state body in which a civil servant fills a position in the civil service, a questionnaire in the form approved by the order of the Government of the Russian Federation of May 26, 2005, with a photograph (3 x 4 in size, without a corner).

17. The accuracy of the information submitted by a citizen to the central office of Rosstat (a territorial body of Rosstat) is subject to verification. Information submitted in electronic form is subject to automated verification in the manner prescribed by the Rules for automated verification of information submitted in electronic form by a candidate for participation in competitions for filling a vacant position in the state civil service of the Russian Federation and inclusion in the personnel reserve of a federal state body, approved by a decree of the Government of the Russian Federation Federation dated March 5, 2018 N 227 "On some measures for the introduction of information technologies in personnel work in the state civil service of the Russian Federation".

18. With the consent of the applicant, the procedure for issuing his admission to information constituting state and other secrets protected by law is carried out, if the performance of official duties in the position of the civil service, for which the citizen (civil servant) is applying, is associated with the use of such information.

If the applicant refuses to carry out the procedure for obtaining access to information constituting state and other secrets protected by law, if the performance of official duties in the position of the civil service, for which the applicant is applying, are associated with the use of such information, he is not allowed to participate in the competition.

19. The documents specified in paragraphs 15 and 16 of this Methodology are submitted to the central office of Rosstat (a territorial body of Rosstat) within 21 days from the date of placement of the announcement of their acceptance on the official website and the unified system by the applicant personally, by sending by mail or electronically. form using a single system.

Untimely submission of documents, their submission not in full or in violation of the rules of execution without a good reason are grounds for refusing to accept them.

In case of untimely submission of documents, their submission not in full or in violation of the rules for registration for a good reason, the representative of the employer has the right to postpone the deadlines for their acceptance.

Applications of applicants who have expressed a desire to participate in the competition are registered by the personnel service.

20. The applicant is not allowed to participate in the competition due to his non-compliance with the qualification requirements for filling a vacant position in the civil service, as well as in connection with the restrictions established by the legislation of the Russian Federation on the civil service for entering the civil service and its passage.

21. Informing applicants about the refusal of admission to participation in the competition with an explanation of the reasons for the refusal in writing is carried out by the chairman of the commission (deputy chairman of the commission). If a citizen submitted documents for participation in the competition in electronic form, a notice of the reasons for refusal to participate in the competition is sent to him in the form electronic document signed by enhanced qualified electronic signature, using a single system.

22. The decision on the date, place and time of the second stage of the competition is made by the chairman of the commission after verifying the accuracy of the information provided by applicants for filling a vacant position in the civil service, as well as after obtaining, if necessary, access to information constituting state and other secrets protected by law.

23. An applicant for filling a vacant position in the civil service, who is not allowed to participate in the competition, has the right to appeal this decision in accordance with the legislation of the Russian Federation.

24. The second stage of the competition is held no later than 30 calendar days after the date of completion of the acceptance of documents for participation in the competition, and in case of registration of access to information constituting state and other secrets protected by law, the deadline for the second stage of the competition is determined by the chairman of the commission, and in in his absence by the vice-chairman of the commission.

25. Not later than 15 days before the start of the second stage of the competition, information on the date, place and time of its holding, a list of candidates admitted to the second stage of the competition is posted on the official website and in a single system; Applicants are notified in writing, by mail or at Email, if it is indicated in the application, while candidates who submitted documents for participation in the competition in electronic form - in the form of an electronic document signed with an enhanced qualified electronic signature using a unified system.

26. At the second stage of the competition, the following is carried out:

a) assessment by the competition commission of the professional and personal qualities of candidates;

b) making a decision by the representative of the employer on the appointment of the winner of the competition for a vacant position in the civil service.

27. During the competition, the competition commission evaluates candidates on the basis of the documents submitted by them, as well as on the basis of competitive procedures using methods for assessing candidates that do not contradict federal laws and other regulatory legal acts of the Russian Federation, including testing and individual interviews.

28. During the competitive procedures, testing is carried out:

to assess the level of proficiency in the state language of the Russian Federation (Russian), knowledge of the fundamentals of the Constitution of the Russian Federation, the legislation of the Russian Federation on public service and anti-corruption, knowledge and skills in the field of information and communication technologies;

to assess knowledge and skills on professional performance based on the area and type of professional performance for a vacant civil service position.

When testing, it is used single list questions for each group of civil service positions (the main group of civil service positions - 60 questions, the leading group of civil service positions - 50 questions; senior group civil service positions - 40 questions).

Testing is carried out in writing or using information technology.

When testing, the following conditions are met:

There can only be one correct answer for each test question.

candidates are given the same time to take the test;

during testing, candidates are not allowed to use special, reference and other literature, written notes, means mobile communications and other means of storing and transmitting information, the exit of candidates outside the audience in which the test takes place.

In order to ensure control during testing, representatives of the competition commission are present. The test results, formed by the list, are signed by the representatives of the competition committee present during the test.

According to the test results, candidates are exposed to:

3 points if 95 - 100% of the questions are answered correctly;

2 points if correct answers are given to 81 - 94% of the question;

1 point if 70-80% of the questions are answered correctly.

Testing is considered passed if the candidate answered 70% or more correctly questions asked, if the candidate correctly answered less than 70% of the questions, he is considered not to have passed the test and is not allowed to an individual interview.

29. Members of the competition committee no later than 3 working days before the start of its meeting must be familiarized with the results of the tests performed by the candidates.

30. When candidates perform competition tasks and hold a meeting of the competition commission, by decision of the representative of the employer, a video and (or) audio recording or a transcript of the relevant competitive procedures is kept.

31. An individual interview is conducted in the form of a free conversation with the candidate on the topic of his future professional service, during which the competition committee discusses with the candidate the results of his other competitive tasks, questions are asked to determine his professional level.

Evaluation of the results of an individual interview is made on a 10-point system. Based on the results of an individual interview, each member of the competition commission gives the candidate an appropriate score, which is entered in the competition bulletin, drawn up in the form approved by the Unified Methodology, if necessary, with a brief motivation that served as the basis for making a decision on the appropriate assessment. The tender bulletin is attached to the decision (minutes of the meeting) of the tender commission, drawn up in accordance with the form approved by the Unified Methodology.

Brief motivation for the rating:

1 - complete lack of knowledge, professional and functional skills for this position;

2 - lack of knowledge and professional and functional skills for this position;

3 - professional and functional knowledge and skills for this position are very insignificant;

4 - the level and nature of knowledge and skills do not correspond to the direction of activity of this structural unit;

5 - lack of skills to apply professional and functional knowledge for this position;

6 - insufficient professional and functional knowledge and skills for this position;

7 - possesses necessary knowledge legislation of the Russian Federation, professional and functional knowledge and skills for this position;

8 - has sufficient professional and functional knowledge and skills for this position;

9 - has knowledge of the legislation of the Russian Federation, professional and functional knowledge and skills in this structural unit;

10 - fully meets the qualification requirements for this position in this structural unit.

32. The decision by the competition commission to determine the winner of the competition without a face-to-face individual interview of the competition commission with the candidate is not allowed.

33. The final score is equal to the sum of: the arithmetic mean of the points given to the candidate by the members of the competition commission based on the results of an individual interview, and the score scored by the candidate on the basis of testing, and other competitive tasks.

34. Based on the results of comparing the final scores of candidates, the secretary of the competition committee forms the rating of candidates.

35. Based on the results of the competition for filling a vacant position in the civil service, the candidate who scored the most points is recognized as the winner.

36. The decision of the competition commission to determine the winner of the competition for a vacant civil service position in the event that the candidates receive an equal final score is taken by open voting by a simple majority of votes of its members present at the meeting.

37. The voting results of the competition commission are documented by the decision of the competition commission based on the results of the competition, which is signed by the chairman, deputy chairman, secretary and members of the competition commission who took part in the meeting and are the basis for issuing an order from Rosstat (a territorial body of Rosstat) to appoint the winner of the competition to a vacant position civil service.

38. Messages on the results of the competition within 7 days from the date of its completion are sent to candidates in writing, while candidates who submitted documents for participation in the competition in electronic form - in the form of an electronic document signed with an enhanced qualified electronic signature, using single system.

Information about the results of the competition within the same period is posted on the official website and in a single system.

39. If, as a result of the competition, no candidates were identified who meet the qualification requirements for filling a vacant civil service position, the representative of the employer may decide to conduct a second competition.

IV. Final provisions

40. Based on the results of the competition, an order is issued by Rosstat (a territorial body of Rosstat) on the appointment of the winner of the competition for a vacant position in the civil service and a service contract is concluded with the winner of the competition.

If the candidate who won the competition refuses to conclude a service contract for a vacant position in the civil service, the chairman of the employer (competition committee) has the right to offer this vacant position to the next candidate who has received the highest number of points.

If the competition commission decides to include in the personnel reserve of the central office of Rosstat (territorial body of Rosstat) a candidate who did not become the winner of the competition for filling a vacant position in the civil service, then with his written consent he is included in the personnel reserve of the central office of Rosstat (territorial body of Rosstat) for filling vacant positions in the civil service of the same group to which the vacant civil service position belonged, and at the same time structural subdivision about which an appropriate order is issued.

41. Documents of applicants for filling a vacant position in the civil service who were not allowed to participate in the competition, and candidates who participated in the competition, may be returned to them upon written application within three years from the date of completion of the competition. Until the expiration of this period, documents are stored in the archive of the central office of Rosstat (a territorial body of Rosstat), after which they are subject to destruction. Documents for participation in the competition, submitted in electronic form, are stored for three years, after which they are subject to deletion.

42. Costs associated with participation in the competition (travel to and from the venue of the competition, rental of housing, accommodation, use of communication services, registration medical report and others) are carried out by candidates at the expense of own funds.

43. The candidate has the right to appeal the decision of the competition commission in accordance with the legislation of the Russian Federation.