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GOVERNOR OF THE MOSCOW REGION

ORDER

On increasing the wages of employees of state and municipal institutions of the Moscow region in the social sphere in 2017

In order to implement the decrees of the President of the Russian Federation dated 05/07/2012 N 597 “On measures for the implementation of state social policy”, dated 06/01/2012 N 761 “On the National Strategy of Action in the Interests of Children for 2012-2017” and dated 12/28/2012 N 1688 "On some measures to implement state policy in the field of protection of orphans and children left without parental care":

1. The Government of the Moscow Region should ensure an increase in wages for the following categories of employees of state institutions of the Moscow Region in the social sphere:

from May 1, 2017:

doctors and employees of institutions with higher medical (pharmaceutical) or other higher education providing medical services (ensuring the provision of medical services) - by 5 percent;

for paramedical (pharmaceutical) personnel (personnel providing medical services) - by 15 percent;

junior medical personnel (personnel providing medical services) - by 18 percent.

from September 1, 2017:

teaching staff of institutions of additional education for children, including teaching staff of cultural institutions - by 5 percent;

social workers, including social workers of medical institutions - by 5 percent;

doctors and employees of medical institutions with higher medical (pharmaceutical) or other higher education, providing medical services (ensuring the provision of medical services) - by 6 percent;

for paramedical (pharmaceutical) personnel (personnel providing medical services) - by 19 percent;

junior medical personnel (personnel providing medical services) - by 10 percent;

for scientific employees of healthcare institutions - by 29 percent.

2. To recommend that local governments of municipalities of the Moscow region provide, from September 1, 2017, with an increase in wages for the following categories of employees of municipal social institutions:

teaching staff of general education institutions - by 5 percent;

teaching staff of preschool educational institutions - by 5 percent;

employees of cultural institutions - by 5 percent;

teaching staff of educational, medical organizations or organizations providing social services to orphans and children without parental care - by 5 percent;

teaching staff of institutions of additional education for children, including teaching staff of cultural institutions - by 5 percent.

3. The Government of the Moscow Region should ensure the introduction of appropriate changes to the provisions on remuneration of employees of state institutions of the Moscow Region in established areas of activity, state programs of the Moscow Region, and also provide funds for the purpose of financial support for relevant expenses, including in the form of subsidies and subventions to municipalities of the Moscow region to increase the wages of employees of municipal institutions specified in paragraph 2 of this order in 2017.

4. The Main Directorate for Information Policy of the Moscow Region shall ensure the official publication of this order in the newspaper “Daily News. Moscow Region” and “Information Bulletin of the Government of the Moscow Region”.

Governor
Moscow region
A.Yu.Vorobiev

Electronic document text
prepared by Kodeks JSC and verified against:
official website of the Government
Moscow region
www.mosreg.ru, 04/25/2017

In order to ensure uniform approaches to regulating the wages of employees of public sector organizations, the Russian tripartite commission for the regulation of social and labor relations has developed “Unified recommendations for the establishment at the federal, regional and local levels of remuneration systems for employees of state and municipal institutions for 2017” (hereinafter - Recommendations).

— the principles for the formation of remuneration systems have been determined;

— mandatory standards and conditions of remuneration are listed;

— issues of remuneration for heads of institutions, their deputies and chief accountants were considered;

According to the principles of formation of remuneration systems formulated in the Recommendations, wages should depend on the qualifications of the employee, the complexity of the work, the quantity and quality of labor expended. Its maximum size cannot be limited. Real wages must rise.

The staffing table of the institution is approved by the head of the institution and includes all employee positions (professions of workers) of this institution.

Remuneration systems are established and changed, including taking into account the annual wage fund, the opinion of trade unions, employee certification, and labor standardization systems. Revision of labor standards is permitted as new equipment, technology and organizational or other measures are improved or introduced to ensure increased labor efficiency. The regulations on remuneration of employees developed by the institution provide for specific salary amounts. Employees must be notified of the introduction of new labor standards no later than 2 months in advance.

For example, when forming remuneration systems for teachers and other education workers in 2017, authorities of constituent entities of the Russian Federation and local governments and heads of educational institutions are recommended to:

— prevent a decrease in the level of wages achieved in 2016;

— salaries (official salaries), wage rates for employees in the wage structure in educational organizations must be no less than 70 percent;

— when concluding employment contracts (additional agreements to employment contracts) with teaching staff, in the remuneration systems for workers in the education sector, be guided by the norms of orders of the Ministry of Education and Science of the Russian Federation dated December 22, 2014 N 1601, dated May 11, 2016 N 536;

- in the employment contract (in an additional agreement to the employment contract) with the employee, provide for a fixed amount of salary (official salary), wage rate established for him for a calendar month or for an established standard of work (standard hours of teaching work per week (per year) per rate wages); the amount of compensation payments, if any; amounts and conditions for making incentive payments;

- when concluding employment contracts with employees, use the approximate form of the employment contract given in Appendix No. 3 to the Program for the gradual improvement of the remuneration system in state (municipal) institutions for 2012 - 2018.

The recommendations also determine that in cases where the amount of an employee’s remuneration depends on length of service, education, qualification category, state awards and (or) departmental insignia, academic degree, the right to change it arises within the following periods:

- with an increase in the length of continuous work, teaching work, length of service - from the day the corresponding length of service is achieved, if the documents are in the institution, or from the date of submission of the document on the length of service giving the right to appropriate payments;

- upon receipt of education or restoration of education documents - from the date of submission of the relevant document;

- when establishing or assigning a qualification category - from the date of the decision by the certification commission;

- when conferring an honorary title, awarding departmental insignia - from the date of conferment, award;

- when awarding the academic degree of Doctor of Science or Candidate of Science - from the date of the decision by the Ministry of Education and Science of Russia to issue the diploma.

If an employee has the right to change the amount of remuneration while on annual or other leave, during the period of his temporary disability, as well as during other periods during which he retains the average salary, the change in the amount of remuneration for his labor is carried out upon completion of the specified periods.

For information

Russian educational organizations use 3 remuneration models. They are built on general principles, but have significant differences.

Model No. 1“Basic salary” - is based on the base salary and increasing factors that are approved at the regional level. Employees holding the same position have the same base salary. When calculating the constant part of the salary of school employees, increasing factors are applied to the base salary.

Model No. 2“All inclusive” is based on the teacher's salary for 36 hours of work per week. In this model, all activities of the teacher are paid in salary for 36 working hours per week. This includes instructional hours and other work as determined by the teacher's job responsibilities. The cost of an hour of work for a teacher can be approved at the level of the school, municipality or region as a whole.

Model No. 3“Pupil-hour” is based on the concept of “pupil-hour”. In this model, when calculating the constant part of a teacher’s salary, both the difference in the number of teaching hours he teaches and the number of students with whom he works are taken into account. The amount of “student-hour” and the number of student-hours of workload for a teacher are determined by each school independently.

You can familiarize yourself with the models in detail, for example, on the website of the Teacher’s Newspaper (http://www.ug.ru/).

On the formation of remuneration systems for public sector employees in 2017: 37 comments

What kind of salary increase are we talking about??? I'm not even talking about the average teacher's salary of 36 thousand. The salary of the music directors of the kindergarten was 8,400 rubles, and after the salary increase it became 9,600 rubles. We added 1200 rubles - increased by 15% + 3% per category. And now they have removed 30% for the highest category - that’s 2520 rubles. And in the end, if the music director previously received 11,000 rubles per salary, now, after the increase, he receives 9,888 rubles... How is it possible to not love music and not value our profession at all?!

I work as a teacher in a correctional group (children with cerebral palsy), if before the new wage system, my rate was 8715 (by the way, this includes methodological literature 105 rubles), now the rate is 8444 (this also includes methodological literature 105 rubles .). How does this happen? What kind of new payment system is this? Whoever developed it did not calculate that the salary of one category of educators would increase and that of another would decrease. In our kindergarten, everyone’s salaries increased, albeit just a little, and only correctional ones remained in the red. It turns out that at the expense of some they promoted others? Maybe we should reconsider the calculations so that everyone benefits?

I have been working as a music director for 23 years. Previously, for more than 3 decades, the rate was -4 grams. If you led 6 grams, you received 1.5 times the rate. Today, the workload of 6 groups is paid only for 1 rate. In reality, the salary fell by 14 thousand rubles . If you don’t go into the details of calculating interest and salaries, what incentive is there to carry one and a half loads for meager pay???

Hello. I have been working as an English teacher for 24 years. My workload is 26 hours and 2 hours of extracurricular activities per week. The salary until May 2017 was equal to 25,600. From May 1, we were transferred to NSOT and my salary dropped to 17 thousand. Requirements for teachers are increasing, new standards are being introduced, and salaries are being lowered. Question: Is the introduction of NSOT a survival experiment?

Salaries in schools have not been indexed for several years. Salaries range from 7,250 (educational psychologist) to 7,600 (teacher). In accordance with presidential decrees and the “road map,” of course, there is no average school salary of 32,000 rubles (but according to officials’ reports, there is). But prices and tariffs have already increased many times, and so have the requirements for education. Are we stepping on the same rake again - “poor teacher”?

Thank you for your blog and your work!
Unfortunately, we probably shouldn’t expect a competent assessment of the work of a teacher in our country in the near future.

Good afternoon, the following question has arisen: my salary in the 2016-2017 academic year = salary (18 hours) + extracurricular hours (2 hours) + museum.
1) Did I understand correctly that with all the changes in schedules and other things, it should not be much different from last year, and if so, what can I base my dispute with the administration on?
2) Does the director have the right to “take away” the museum from me and transfer it to another teacher in the new school year? (the contract for the museum was short-term, for half a year and expires in August)

Hello! I work as an English teacher, this year for our school, with 600 students, there are 2 teachers left! My workload is 43 hours, including homeworkers and “evening school”, I would like to roughly calculate my salary? Is there any? is that the formula?

Is it legal to reduce the salary of a kindergarten teacher compared to the previous school year, due to the fact that the required number of children in the group was not reached)) they needed 25, but they got 20. And the salary decreased from 39,000 to 34,000?

I work as a mathematics teacher, workload 18 hours (rate), and part-time as a deputy director. In the 2016-2017 academic year, incentive payments were for both one position and a second one, but this academic year the director of the educational institution announced that incentive payments, according to the new wage system, will be paid only for the main position, as a deputy director will not receive them will. Is this legal?

Good afternoon. I work at school as a chemistry teacher. Under the old salary system, I was paid 5 percent for lab work. Under the new system, the surcharge has been removed. But there is an additional payment for those who are associated with hazardous working conditions. Question: is working in a chemical laboratory associated with harmful conditions or not?

Hello! In Chita, teacher salaries have changed since September 2017. Local Department of Education. reduced many payments. In the 2016-2017 academic year, payment for checking notebooks for grades 5-6. for a Russian language teacher was 547.50, in the current one - 324.44, 8-11 grades. — 304.17 versus 243.33. There have been no incentive payments for 3 years now, because... There is not enough money for these payments. A new line has appeared “For intensity”, the amount of this payment is determined not by school heads, but by officials. It seems that we are being deceived!

Hello. And school librarians are not eligible for any incentive payments. School directors insist that this is not allowed. Permanent link

Tell me, if a school operates according to NSOT, then the additional payment for the complexity of the subject is removed? And question two: What incentive does the school decide to pay for the qualification category, or are there regional recommendations?

Hello. I work in the Primorsky Territory of Ussuriysk at the MBOU DSHI UGO (music school of arts). Our school management says that the order does not apply to us. Is it so?

DEPARTMENT OF EDUCATION AND SCIENCE
PRIMORSKY TERRITORY
ORDER
12/07/2018 Vladivostok No. 23a

“On approval of the Model Regulations on the remuneration of teaching staff of municipal educational organizations of the Primorsky Territory”

In order to improve the remuneration system for employees of municipal educational organizations of the Primorsky Territory, on the basis of the Primorsky Territory Law of April 25, 2013 No. 188-KZ “On remuneration of labor for employees of state institutions of the Primorsky Territory”, taking into account the Unified recommendations for establishing at the federal, regional and local levels wage systems for employees of state and municipal institutions for 2018 (approved by the decision of the Russian Tripartite Commission for the Regulation of Social and Labor Relations dated December 22, 2017, protocol No. 11)

I ORDER:
1. Approve the Approximate Regulations on the remuneration of teaching staff of municipal educational organizations of the Primorsky Territory (Appendix 1).
2. Recommend to the heads of municipal education authorities:
— carry out the transition of municipal educational organizations to a unified wage system from January 1, 2019 in accordance with the Model Regulations;
— send information on the results of the implementation of a unified wage system for each municipal educational organization to the Department of Education and Science of the Primorsky Territory during 2019 every month before the 5th day of the month following the reporting month, according to the approved form (Appendix 2).

3. The Department of Economics and Budget Planning of Education of the Department of Education and Science of the Primorsky Territory (I.A. Chugunova) send information on the preliminary distribution of financial resources for 2019 to the municipalities of the Primorsky Territory.

4. I reserve control over the execution of this order.

And about. Department Director N.G. Kochurova

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Most recently, Russian Prime Minister Dmitry Medvedev held a meeting in Moscow with the heads of the Ministry of Labor, Education and the Ministry of Sports. Quite a lot of topics and issues related to the need for changes and reforms in education were discussed at the meeting.

The main problems whose solutions were discussed during the meeting

The Deputy President could not help but pay attention and touch upon the issue of the shortage of teachers, which is especially acute in many regional centers. Teachers explain this by constantly growing workloads and rather small salaries.

Medvedev already held a meeting on pressing problems of teacher shortage on July 4 of this year. At that time, the main emphasis was placed on the need to review and increase the level of wages for young specialists who were about to begin performing their official duties. The heads of the same three departments were instructed to make changes by August 15. At the same time, a direct line was organized with the Prime Minister, during which he stated that every effort would be made to ensure that the difference in the salary of a young teacher and a specialist with many years of work experience was minimal.

It is worth noting that the heads of the Ministry of Science, Education, Sports and the Ministry of Labor stated that, on behalf of the head of state, all possible measures are being taken to ensure that the teacher’s salary reaches a figure equal to the average in the economy.

Decisions made by the Prime Minister during the meeting

At the last meeting, Medvedev demanded that every teacher receive decent wages, especially for specialists in remote areas and various regional centers. There were even proposals to equate a teacher to a civil servant and, accordingly, equalize wages.

According to Medvedev, good payment for such hard work will solve the issue of personnel shortages. It will also help attract qualified and competent specialists. It was also decided to look for ways to attract qualified specialists without pedagogical education.

An important aspect of this meeting was the decision to improve and expand the specifics and focus of the educational program in the interests of the child. According to the deputy head of state, the education program should be aimed at developing methods for an individual approach to each child. In this case, it is necessary to take into account his abilities, capabilities and interests.

It was decided to report the results of the work done on all these issues on November 15 of this year.

The current economic situation cannot be called prosperous and capable of providing significant financial injections into the educational system, which is why every 2nd teacher complains about his level of income, which does not always allow him to purchase the most necessary goods and services.

The state as a whole, as well as in individual departments, are very concerned about finding possible options to correct the situation.

Today's salary situation

A schoolteacher could never boast of a high level of official income; at all times, only private practice - paid tutoring - saved him. When determining the status and prestige of a profession, the material part plays an important role, therefore, Fewer and fewer people aspire to become teachers.

Statistical data is unshakable and suggests that a citizen practicing teaching in a school institution of general education earns approximately 20 thousand rubles monthly. In connection with such deplorable values, the government of the country decided that an increase in scientific workload should have a positive effect on the level of stable income.

In 2012, a decree was signed in which the President approved the so-called “road map”, according to which by 2019 the level of monthly official income of citizens teaching the younger generation at school should increase by at least 1.5 times.

Based on the document just signed and instructions from the country’s leadership, it was decided to index teachers' salaries, for which the federal budget allocated a fairly large sum of money. True, times of crisis followed, and the speed of implementation of the above measures decreased significantly, and in some regions it stopped altogether.

The indexation percentage for the current year is equal to 4% , which in itself is not bad, since the inflation rate should not exceed 6% Accordingly, such a revision of monthly income will almost completely cover the increase in prices for necessary goods and services.

In attempts to find a way to increase teachers' salaries, the state leadership came to the conclusion that we need to start using “effective contracts”. A significant difference from an ordinary contract regulating the relationship between a manager and a subordinate lies in the introduction of criteria that evaluate the quality and efficiency of work activity.

That is, only a citizen who very seriously and scrupulously approaches the performance of his duties enshrined in the job description, and does everything possible for regular self-improvement, can count on a high level of official income.

In essence, the changes adopted at the state level boil down to the fact that in order to increase the amount of monthly income, a teacher must constantly improve his qualifications: work on dissertations, actively participate in scientific work, etc. Such activities can significantly improve the status of the school and have a positive impact on the quality of the educational services provided.

The authorities ensure that the teaching staff is highly qualified, that is, the teacher must be able to:

competently transfer existing knowledge;
grade fairly;
promote the formation of the right interests among schoolchildren;
etc.

The above responsibilities are not subject to all specialists, because it is not for nothing that they say that you need to be born a teacher. It should be remembered that a teacher, like any other citizen, is interested in a decent level of pay. The quality of the educational services provided directly depends on the income received: teaching will be a joy only if the teacher does not have a headache about where to find an additional source of income.

The bills are aimed at achieving the following goals:

Increasing monthly income by increasing professional workload.
Reducing the corruption component through the introduction of a new salary system.
Reducing the volume of private practice. With the free time, the specialist will be able to prepare for the lesson more thoroughly.

Currently, a teacher’s salary directly depends on the average indicators in force in the region. Each subject of power is tasked with increasing the official level of teacher income in accessible and legal ways.

Wage indexation

Election campaign of V.V. Putin in 2012 was based on guaranteeing an increase in the income of specialists who devoted the working period of their lives to work in the public sector. Immediately after taking office, the President signed 11 decrees related to increasing the wages of citizens working in the public or budgetary sector. It was planned to increase the monthly income of teaching and medical personnel in stages in 2018, in the following order:

by 200% compared to the average salary recorded in the region, if we are talking about university teachers and doctors;
by 150% compared to the value in 2012 for teachers working within the walls of secondary schools;
at the level of average values, if middle and junior medical workers, as well as social sector specialists are taken into account.

According to official statistics, the following averages currently apply in the country:

a teacher at a university receives approximately 35,000 rubles;
a teacher working for the benefit of a general education institution can count on an average of 27,000 rubles;
a master practicing industrial teaching receives no more than 23,000 rubles.

Revision of salaries of public sector workers, including teachers, produced regularly. The size of the planned increase usually depends on the amount of core inflation. There is no need to expect significant growth in the regions, since negative dynamics have been observed recently - funding for the education sector is regularly reduced.

Almost all citizens have noticed the difficult economic situation of the country, so many are interested not so much in increasing income as in maintaining the current situation. The reason is simple: The growth of teachers' salaries is directly related to the average income in the region.

In 2017, the country’s leadership changed the approach to determining this indicator: the calculation now involves not only employees of institutions, but also citizens who are employed. The implementation of the above-described changes has led to the fact that, in the presence of a planned increase in budget funds for wages, real teacher wages are falling.

Will teachers expect a salary increase?

The work of teachers is very important, because these are the people who share their knowledge and experience with the younger generation. Their influence significantly affects not only the intellectual, but also the spiritual development of schoolchildren.

It has always been believed that a teacher is a representative of the intelligentsia. They tried to master this profession, as it was very prestigious. Only over the past decades have educational institutions experienced a shortage of qualified personnel, and pedagogical faculties suffer from a lack of applicants.

Stubborn statistical figures show that the average income of a Russian teacher is 30,000 rubles. It seems like a good value, many will think. But everything becomes much sadder after a close look at individual regions:

The Far East guarantees approximately 75,000 rubles. teacher;
the capital of Russia can please you with 65,000 rubles;
and in the North Caucasus District and Kalmykia they cannot offer more than 20,000 rubles.

As mentioned above, the President signed a Decree in 2012, according to which the salaries of school teachers were to increase by 1.5 times by 2018. But the crisis situation in 2014 significantly slowed down the process and forced the country’s leadership to begin searching for additional sources of funding for the program.

When calculating the average, the final salary figures began to be used not only for teachers working in the public sector, but also for those teaching in private schools. Monthly income, of course, increased, but only formally.

Next year the Government plans introduce a new professional standard for teachers, according to which the teacher must have the skills to work with disabled children, gifted students or those who do not speak Russian.

Will there be an indexation of salaries for specialists in the educational sector in 2017? The latest news suggests that You can increase a teacher’s monthly income through the following ways:

closure of small schools;
staffing reduction.

Will there be teacher layoffs?

Increasing the salaries of teaching staff is part of the presidential roadmap approved in 2012, on the basis of which the Government developed a special program stating that teacher salaries should be increased annually by the inflation rate.

Will there be staff reductions in educational institutions? Such information is regularly voiced in the media, but there is no official confirmation. Even if such events are planned, the upcoming presidential elections will most likely delay unpleasant events.

This video contains detailed information about the new system for calculating salaries for teachers from January 1, 2017.

Amendments to legislation introduced in 2017 confirm the direct interest of the state in ensuring that employers ensure the completeness and timeliness of remuneration of employees. Violations of wages are fraught not only with administrative, but also with criminal liability. The article discusses general issues of remuneration in 2017, as well as those related to recent changes in labor legislation.

Provisions of wage laws in 2017

The main provisions governing the remuneration procedure are set out in Chapter 21 of the Labor Code of the Russian Federation. Articles 136, 153-158 set out the procedure for paying wages to employees, establish the places and terms of their issuance, as well as the conditions and procedure for applying various wage systems, principles of wages for citizens working in special conditions, including at night, on weekends and holidays, in shifts, overtime and when introducing new production facilities.

One of the most important regulations regulating wages in 2017 is Federal Law No. 82-FZ “On the Minimum Wage” as amended, which was signed on December 20, 2016, and the laws of the constituent entities of the Federation establishing differentiated minimum wage values in the regions, depending from local economic realities.

The basic requirements, the implementation of which is monitored at the state level, remain the same:

Compliance with the deadlines and order of payment of wages established by the labor or collective agreement, other local regulations;
ensuring the real level of wages (indexation in accordance with inflation);
application of a transparent incentive system using specific quantitative and qualitative evaluation criteria;
timely and full payment of all compensations and allowances guaranteed by law for certain categories of employees;
the use of current and meeting the requirements of labor legislation methods and techniques for assessing the quality and efficiency of employee labor when differentiating wages;
establishing principles and procedures for remuneration at a specific enterprise in labor and collective agreements, local regulations;
absence of any discrimination in establishing wage conditions.

The conditions and procedure for remuneration and the bonus system in force at the enterprise must be fixed by local regulations of the employer, while local regulations should not worsen the position of workers in comparison with those guaranteed by labor legislation.

The basic requirements for remuneration include the minimum level established by law - the minimum wage. From January to July 1, 2017, the minimum wage established at the federal level is 7,500 rubles; from July 1, 2017, it will increase to 7,800 rubles.

In addition, from October 3, 2016, new provisions of Article 136 of the Labor Code of the Russian Federation are in force, according to which the employer must pay employees at least twice a month, while the advance for the current month must be issued from 16 to 30 (31) date, and the final payment must be made from the 1st to the 15th of the following month. In this case, there must be half a month between the date of the advance payment and the date of payment of wages. The dates for the payment of wages must be stipulated by a collective or employment agreement, or other regulatory act regulating wages in the organization.

Not yet at the level of law, although such a bill has already been prepared, but at the level of recommendations of Rostrud and the Ministry of Labor, the issue with those incentive payments that are accrued to the employee not monthly, but based on the results for some specific periods, for example, bonuses for a quarter, half a year, has been resolved or year. In this case, according to the regulatory agencies, the employer has the right to sum up the results, analyze the labor efficiency of each employee and award him a bonus later than the fifteen-day period established for payment of wages at the end of the pay period. But in any case, the timing of payment of bonuses and other incentive allowances must be stipulated by local regulations.

What documents on remuneration in 2017 should the organization have?

Unlike institutions of state or municipal subordination, in which issues of remuneration in 2017 will remain strictly regulated, employers who do not have mixed or budgetary financing have every right to independently develop and consolidate at the local level the principles of remuneration for their employees.

Therefore, the employer has the right to refuse to use a unified wage system at his enterprise and form a staffing table, setting employee salaries based on the average market price of labor in this particular region. In this case, the parameters of the remuneration system applied to a specific employee must be reflected, at a minimum, in the employment contract.

At medium and large enterprises there is no talk of the absence of a unified wage system - this, first of all, is unprofitable for the employer himself, since it complicates accounting and calculations and reduces the motivation of employees. In this case, the remuneration system at the enterprise is established by the employment contract with the employee, the collective agreement, and special regulations, such as the Regulations on remuneration and the Regulations on bonuses, in accordance with Art. 135 Labor Code of the Russian Federation.

The development of a separate document - Regulations on remuneration - is the most preferable option, allowing you to establish uniform rules and principles of remuneration for all employees of the organization, allowing you to regulate its size depending on the qualifications, level of education and personal effectiveness of each employee. This solution to the issue makes it possible to make the remuneration system transparent and as understandable as possible both for those working at the enterprise and for the employees of regulatory authorities inspecting its activities.

The most common types of wage violations include:

Failure to comply with the deadlines established by law and local regulations for the payment of wages, vacation pay, compensation and amounts accrued to employees upon dismissal;
one-time monthly payment of wages;
preparation of payment sheets without using a single standard form;
improper registration and late payment of overtime and additional work.

Since guarantees to employees for timely and adequate wages are provided at the state level, supervisory authorities strictly ensure that these guarantees are fully complied with by employers.

When conducting an audit of wages in 2017, inspectors will, first of all, pay attention to the dates of payment of wages and compliance with the established deadlines for their issuance, the correctness and completeness of the execution and completion of settlement documents. The organization must use a standard form for filling out pay slips for all employees. Inspectors will also pay attention to the correctness of time sheets and check whether additional amounts due for overtime work were issued to the employee in a timely manner.

In accordance with Article 5.27 of the Code of Administrative Offenses, from October 3, 2016, penalties for late payment of wages have been increased.

You can see their sizes in the table:

If the audit reveals that the employee’s wage level in 2017 is below the established minimum wage, the organization will be forced to pay a fine of 30,000 to 50,000 rubles.

For delayed wages, the employer must pay compensation to the employee, with interest amounting to 1/150 of the key rate of the Central Bank of the Russian Federation.

New remuneration system in 2017

The system of remuneration for public sector employees according to the Unified Tariff Schedule, which has been practiced in our country for a long time, has shown its ineffectiveness in the educational industry.

The tariff category established for the qualifications and experience of a teacher does not reflect the effectiveness of his work, and therefore does not stimulate efficiency and improvement of quality.

It was necessary to reform the system of remuneration for educators; a completely new approach was needed. It is this process that continues in the Russian Federation today.

Like any new undertaking that has not yet been sufficiently tested in practice, the new remuneration system (NSTS) contains both advantages and unexpected pitfalls. Let's consider the features of this system, its regulatory framework, analyze how it is being introduced in budgetary educational institutions, and consider its positive and negative nuances.

What is NSOT

NSOT stands for “new wage system”. This is an initiative that replaces the principle of calculating labor remuneration for employees in the educational industry from a salary (based on the Unified Tariff Schedule) to a differentiated approach.

Under the usual system, the salary of a public sector employee was calculated based on the salary (tariff), which corresponded to a certain qualification category in terms of length of service and category of the employee. Labor productivity in each specific time period had virtually no effect on wages.

NSOT declares a different principle for the distribution of salary funds: managers receive the sole right to control their distribution, assigning different amounts depending on the quantity and quality of work of each public sector employee, encouraging the more successful and qualified.

Funds for such payments should appear through savings in funds, as well as by expanding budget allocations at the federal level by about a third.

If the temporary volume of work of a public sector employee remained at the same level, as well as the level of his job responsibilities, then the salary based on the NSOT cannot be less than what it was according to the UTS.

Legislative justification

The Government of the Russian Federation adopted a Resolution according to which public sector employees belonging to certain industries, and above all, education, switch from the Unified Trading System to the NSOT. This document highlights general issues related to the new approach to the labor remuneration system in public sectors.

In Art. 144 of the Labor Code of the Russian Federation covers the procedure for documentary regulation of the payment system and other working conditions at each level of distribution of budget funds:

Federal-level institutions must reflect this procedure in collective agreements, additional agreements to employment contracts or other local regulations provided for by federal legislation;
in regional government agencies - in the same documents, but taking into account the specifics adopted at the legislative level of the constituent entities of the Russian Federation;
at the municipal level it will be necessary to take into account the intricacies of local government.

This law actually gives priority in establishing a remuneration system directly to the employer, that is, to the management of a budgetary institution.

The new remuneration system for educational institutions financed from the budget is built on the following principles:

1. The institution’s salary fund is formed in relation to the number of students (finances from the budget are allocated for each student served).
2. Taking into account the amount of allocated funds, the educational institution has the right to draw up its own staffing schedule.
3. The entire salary fund consists of two shares: basic (guaranteed for payment in accordance with tariffs and regular compensation) and incentive (it is distributed according to the successes, achievements, workload, and working conditions of employees).
4. The accounting of payments for the incentive part also includes those responsibilities of the teacher that previously constituted virtually unregulated employment, for example, conversations with students’ parents and their documentation, checking student work, managing special offices, etc.
5. The amount of payment received by management should not exceed the average salary of other employees.

Incentive payments for NSOT

Part of the salary, which is precisely the essence of the NSOT, should be paid in addition to the guaranteed amounts as a reward for specific achievements and incentives for further success.

Incentive payments, unlike traditional “bonuses”, are paid not for the absence of complaints and the normal performance of one’s official duties, but rather for achievements, special results, and increased efficiency.

Internal regulations need to clearly regulate:

Types of incentive payments;
criteria for their accrual;
amounts and/or calculation procedure;
frequency of payments (weekly, monthly, based on the results of half a year or year);
procedure for assessing the achievement of stated indicators (by the director with the participation of educational councils).

Approximately 30% of the entire wage fund should be used to ensure these payments, that is, this is exactly the share by which subsidies from the state budget are increased as part of the introduction of the NSOT.

How to switch to NSOT

In order to introduce a new payment system, each budgetary institution is obliged to make changes or adopt new regulations, which, in essence, regulate changes in essential working conditions, and therefore require the consent of the employees themselves.

If we interpret the transition to NSOT as a change in technological conditions or work organization, then it is not necessary to obtain the consent of workers.

To do this, the employer must take a number of steps provided by law:

1. Notify employees in writing about the changes within two months.
2. If the employee agrees to work under new conditions, he must express this in writing.
3. If the conditions are not suitable for a public sector employee, he must be offered in writing vacancies, if any, including those paid below the current ones, as well as in other regional divisions.
4. If there are no vacancies or the employee does not agree to take one of them, he is fired under clause 7, part 1, art. 77 Labor Code of the Russian Federation.
5. An additional agreement is concluded with the consenting employees with new conditions of remuneration specified in it (they should not be worse than the old ones): amounts of payments for salary, compensation, allowances, incentive part of the salary.

Criticism of NSOT

Very effective in theory, in the process of using NSOT it discovered several extremely unpleasant pitfalls.

It was intended that all funds allocated from the budget would be spent within the institution itself, and those that were saved would go to the wage fund, from which they would be distributed by management as an incentive part of the salary.

In practice, it turned out that management, along with the obligation to distribute funds, has an almost uncontrollable opportunity to increase its own salary.

This is easy to do by reducing the volume of services provided by the institution, which naturally has a negative impact on the quality of work. You can also manipulate the base part by setting the “director’s” salary significantly higher than the average for the institution, citing the fact that many employees work at 1.5 times the salary.

NSOT unwittingly placed the management of institutions and its staff in the position of business partners with opposing interests, which cannot but create a certain social tension.

New wage system for public sector employees in 2017

The principles of formation of remuneration systems are determined;
- lists the mandatory standards and conditions of remuneration;
- issues of remuneration for heads of institutions, their deputies and chief accountants were considered;
- recommendations were given on the formation of wage funds.

The staffing table of the institution is approved by the head of the institution and includes all employee positions (professions of workers) of this institution.

Prevent a reduction in the level of wages achieved in 2016;
- salaries (official salaries), wage rates for employees in the wage structure in educational organizations must be no less than 70 percent;
- when concluding employment contracts (additional agreements to employment contracts) with teaching staff, in remuneration systems for workers in the education sector, be guided by the norms of orders of the Ministry of Education and Science of the Russian Federation N 1601, dated May 11, 2016 N 536;
- in the employment contract (in an additional agreement to the employment contract) with the employee, provide for a fixed amount of salary (official salary), wage rate established for him for a calendar month or for an established standard of work (standard hours of teaching work per week (per year) per rate wages); the amount of compensation payments, if any; amounts and conditions for making incentive payments;
- when concluding employment contracts with employees, use the approximate form of the employment contract given in Appendix No. 3 to the Program for the gradual improvement of the remuneration system in state (municipal) institutions for 2012 - 2018.

When increasing the length of continuous work, teaching work, length of service - from the day the corresponding length of service is achieved, if the documents are in the institution, or from the date of submission of the document on length of service giving the right to appropriate payments;
- upon receipt of education or restoration of education documents - from the date of submission of the relevant document;
- when establishing or assigning a qualification category - from the date of the decision by the certification commission;
- when conferring an honorary title, awarding departmental insignia - from the date of conferment, award;
- when awarding the academic degree of Doctor of Science or Candidate of Science - from the date of the decision by the Ministry of Education and Science of Russia to issue the diploma.

Russian educational organizations use 3 remuneration models.

They are built on general principles, but have significant differences:

Model No. 1 “Base salary” - is based on the base salary and increasing coefficients, which are approved at the regional level. Employees holding the same position have the same base salary. When calculating the constant part of the salary of school employees, increasing factors are applied to the base salary.
Model No. 2 “All inclusive” - based on the official salary for 36 working hours of a teacher per week. In this model, all activities of the teacher are paid in salary for 36 working hours per week. This includes instructional hours and other work as determined by the teacher's job responsibilities. The cost of an hour of work for a teacher can be approved at the level of the school, municipality or region as a whole.
Model No. 3 “Student-hour” - is based on the concept of “student-hour”. In this model, when calculating the constant part of a teacher’s salary, both the difference in the number of teaching hours he teaches and the number of students with whom he works are taken into account. The amount of “student-hour” and the number of student-hours of workload for a teacher are determined by each school independently.

Tariff system of remuneration in 2017

A tariff is a set amount paid per unit of service or work. For example: tariff for communication services: 100 rubles for 300 minutes. The word “tariff” is used in the same meaning when determining the wage system at an enterprise.

The tariff system of remuneration is a scheme based on a clearly defined amount of payments per unit of work performed by the employee.

The simplest example: 100 rubles for turning 1 part.

100 rubles is a rate, one of the key concepts of the entire tariff system of remuneration (hereinafter referred to as TSOT).

Analyzing a simple example, you realize that there are many unknowns in it:

How complex is the part?
What qualifications must a worker have to produce such a part?
How long does it take to produce a part?

The complexity of the work will be indicated by tariff coefficients - the second key concept of TSOT. And it is directly related to the concept of rank, or, in other words, the level of qualifications of the employee.

Rank and coefficients

A turner who graduated from college usually has a 2nd category (this is the lowest; there are no 1st category turners, according to ETKS - the Unified Tariff and Qualification Directory of Work and Professions of Workers). An experienced master can have the 6th (maximum for this profession) rank.

The higher the rank, the higher the coefficient. A 6th grade turner may have a coefficient of 1.67. Then, for manufacturing the same part as in the example above, a 6th category turner will receive 167 rubles.

Until 2008, the country had a Unified Tariff Schedule for employees of public sector organizations, which determined the first category rate and increasing coefficients. This document was then replaced by industry orders on the introduction of a new wage system.

All these documents apply only to budgetary enterprises: commercial enterprises can use TSOT, independently determining the base rate and coefficients.

Tariff and non-tariff wage system

Unlike the one described above, in the non-tariff system (BSOT) there are no base rates and no fixed salaries. There is a unified wage fund (payroll) and a matrix of conditions that, in the opinion of the employer, are important for the organization to achieve the expected results.

Such conditions may be:

The volume of services provided by each employee (for example, he may be paid a percentage of the volume of services);
the amount of profit received;
employee qualification level coefficient (EQL);
participation rate.

BSOT example:

LLC "Snezhinka" Payroll for April 2017 - 300,000. CCU of the director - 3; chief accountant - 1.5; sales manager - 1.3; cleaners - 1.
Sum of odds: 3 + 1.5 + 1.3 + 1 = 6.8.
Director's salary = 300,000 / 6.8 * 3 = 132,353 rubles.
Accountant's salary = 300,000 / 6.8 * 1.5 = 66,176 rubles.
Sales manager salary = 300,000 / 6.8 * 1.3 = 57,353 rub.
Cleaning lady salary = 300,000 / 6.8 *1 = 44,118 rub.

However, such a system is quite exotic, labor-intensive and rarely used. Let's go back to something more familiar.

What does TSOT consist of?

The tariff system of remuneration includes several important concepts already discussed above: rates, coefficients, qualification reference books. It is also important to mention the grid - a document in which the ranks and coefficients are indicated.

This is, for example, what the industry grid for housing and communal services workers looks like: there are 9 qualification levels (categories), for each there are 3 options for tariff coefficients. Which of the proposed ones to choose is decided at the organizational level and is indicated in the collective agreement. The salary of the highest paid employee can be 8.4 times higher than the lowest paid.

In addition, the tariff system for remuneration of workers includes regional coefficients, as well as possible allowances and additional payments.

Changes in the remuneration system since 2017

The State Duma approved an updated version of recommendations regarding the establishment of an updated system of remuneration for employees of budgetary institutions, including teaching staff. This decision was determined by the tripartite commission for the regulation of social and labor relations. At the same time, the rules that were in force before have lost their force and will not be used in 2017. Today we’ll talk about changes in the remuneration system for teaching staff and how the approach to this issue will change.

In 2017 with new indicators and without salary reduction

Starting from 2017, remuneration for teaching staff will be calculated taking into account the new indicator. From now on, when determining the income of teachers and lecturers, the average monthly earnings of hired employees of private companies and individual entrepreneurs must be taken into account. Starting from this year, this criterion must be taken into account when developing cost plans aimed at increasing the amount of remuneration for teaching staff and employees in other budget sectors. In July 2015, the government of the Russian Federation issued a decree, according to which Rosstat was obliged to prepare the above data by 04/15/2016.

When the tripartite group discussed the new regulations, a clause was added to the document about the inadmissibility of reducing wages for employees of kindergartens, schools and state universities. In accordance with this norm, in 2017 the level of remuneration for teaching staff will not be lower than in 2016. Accordingly, teachers from kindergartens will receive a salary no lower than the average in Russia (last year - just over 28,000 rubles).

Another important news for teachers was the inclusion of the minimum wage indicator. Last year, this figure was at the level of 6,200 rubles. The new recommendations determine that an employee of an educational institution cannot receive a salary lower than the established indicator, provided that he has fully complied with the established norm and worked a sufficient number of hours. However, no one is immune from situations in which a teacher works less time than he is supposed to. If an employee had to face such a nuisance, wages will be calculated based on the time actually worked, based on the minimum wage.

What to consider when following accepted recommendations

In order to ensure the full implementation of the recommendations in the institution, the employer, as well as government officials, need to pay attention to certain aspects.

In particular, these include:

1. The establishment of wages and salaries must be carried out in accordance with the qualification group of the employee.
2. If an employee of a budgetary institution works in a position that is not related to professional categories, the rate of his salary is calculated based on the difficulty of the duties assigned to him.
3. It is imperative to take into account the need to use incentive payments and all kinds of compensation. This issue should be reflected in regional and municipal regulations.
4. Only the head of a kindergarten, school, university, or other budgetary organization has the right to approve the staffing table.
5. After the implementation of new recommendations in an educational institution, the teacher’s income should be no less than it was before. This standard applies to all employees, without exception, whose standard of work has remained at the same level or increased.
6. The wage rate should be determined based on the employee’s performance of his own professional duties over a certain period of time (week, month, year).

As for the labor standards for teachers, now its change in one direction or another will directly affect the final earnings. Therefore, the recommendations provide for the reflection of the actual workload of the teacher in the employment agreement.

This rule will affect such workers as:

School teachers;
university teachers;
coaches of children's sports sections;
persons engaged in activities in the field of additional education.

Taking into account these innovations, any changes in the teacher’s working hours should also be reflected in the employment agreement.

However, you should remember the conditions under which this may become possible:

By agreement of the parties to the contract;
in exceptional cases - unilaterally by the head of the educational institution. This norm can be used if the amount of working time according to the curriculum has decreased, the educational organization has not recruited a sufficient number of students, etc.

Another important innovation is additional attention to teachers with secondary specialized education. The recommendations provide for the impossibility of infringing on the labor rights of employees who do not have a higher education. Accordingly, reduction factors can no longer be used for a specialty that requires an employee with a higher education diploma. Thus, the absence of the necessary document will no longer allow the employer to save on remuneration for an employee of the educational institution. In this regard, he has equal rights with teachers with higher education.

Today, these recommendations have been approved by a considerable number of teaching staff. Indeed, the new document has significantly expanded their opportunities in terms of remuneration and increased their protection from unlawful actions of the head of an educational organization. It is expected that these recommendations will be in effect over the next few years and gradually refined so that the income of teachers grows to a decent level.

Forms and systems of remuneration in 2017

The use of two different forms is practiced:

1. Time-based.
2. Piecework.

The choice of calculation form depends on the final economic result.

The significant difference lies in the economic approach:

The time-based form is more often used when performing non-quantitative work, and when its effectiveness is not interrelated with volume.
Piecework, on the contrary, gives greater emphasis on the volume of labor produced in a time period, which, as a rule, is expressed by certain quantitative indicators.

In the first case, wages have a fixed rate in the form of a salary and can be supplemented by payments based on the overall profitability of the enterprise. In the piecework form, the amount depends directly on the number of products or services produced during the appointed time.

Time-based form of remuneration

Time-based is used to calculate wages, regardless of the volume produced. Payroll calculation is based on the rate or tariff. The tariff rate is the optimal balance between the time spent by the hired person and his qualifications.

Time-based is subdivided:

1. Downtime – accrued for a certain period of time worked.
2. Contract – payment is made in full compliance with the documented conditions.
3. Commission – basis for payment - commission agreement.

Piecework form of remuneration

The piecework payment system is characterized by a conceptually different approach to wage calculation compared to the time-based system. Here the main indicator is the volume of products that are created in a specified period of time. Piece wages can be calculated for one employee or for a group of people. Wages per group are calculated by dividing the total volume of products produced in the process of joint work by the number of employees who produced them. Piece-rate wage system examples of professions - builders, seamstresses, assemblers, turners, etc. This can include any profession whose work is measured quantitatively.

Basic remuneration systems

Payment systems are based on the forms described above and are divided into specific methods with clarifications on additional payments made.

Salary systems:

1. Time-based: simple time-based and time-based premium.
2. Piecework: piecework-premium, simple, piecework, indirect piecework, piecework-progressive, collective and individual.

We will consider the most widely used wage systems in more detail below.

Time-bonus wage system

For those working on a time-based basis, a bonus for work performed is introduced as an additional incentive to wages. A bonus is a fixed percentage taken from the salary of a particular employee. Qualification affects your interest rate, and it can range from low to high. Rewards are made based on the overall profitability of the organization and at the discretion of the manager.

Chord system of remuneration

Accord earnings are considered to be earnings that are accrued on the basis of the completed cycle of work that was agreed upon when issuing the accord assignment. The time required for production does not play a key role in the accrual of funds. A team of employees or one employee receives remuneration upon completion of the assigned task. At the same time, it is not forbidden to stipulate in the assignment an allowance for early completion and a reduction in payment when the delivery deadline is delayed.

Piece-progressive wage system

Piece-progressive forms are practiced in the production of work in which both the size of the work produced and the production time are equally important. This is usually the work of stampers, packers, etc. Progressive piecework implies the establishment of prices for the production of an amount of work in a certain time period, and everything produced in excess of the established one costs more, which allows stimulating productivity and increasing the material interest of workers.

Advantages and disadvantages of systems

At modern enterprises of the Russian Federation, any of the presented types of remuneration are used. The essence of each type is different and has pros and cons. The advantage of piecework payment is the direct ratio of quantity to the amount of financial reward received. The disadvantage of these calculations can be considered the dependence of the possibility of production on external conditions and indicators. The advantages of time-based wages can be called relative stability, and the disadvantages of the system are the lack of motivation to perform work beyond the required norm.