In accordance with the Government Decree Russian Federation dated August 5, 2008 No. 583 “On the introduction of new wage systems for employees of federal budgetary, autonomous and state institutions and federal state bodies, as well as civilian personnel military units, institutions and subdivisions of federal executive bodies, in which the law provides for military and equivalent service, the remuneration of which is currently carried out on the basis of the Unified tariff scale for remuneration of employees of federal public institutions» (Collected Legislation of the Russian Federation, 2008, No. 33, Art. 3852; No. 40, Art. 4544; 2010, No. 52, Art. 7104; 2012, No. 21, Art. 2652; No. 40, Art. 5456; 2013, No. 5, item 396; 2014, No. 4, item 373) I order:

1. Approve the attached on remuneration of employees of federal budgetary institutions of culture, art, education and science, which are under the jurisdiction of the Ministry of Culture of the Russian Federation.

2. Orders of the Ministry of Culture of the Russian Federation

dated August 28, 2008 No. 64 “On Approval of Model Regulations on Remuneration of Employees of Federal Budgetary Institutions of Culture and Art, Education, Science, Subordinate to the Ministry of Culture of the Russian Federation” (registered by the Ministry of Justice of Russia on November 10, 2008, registration No. 12602) and

dated April 8, 2013 No. 324 “On Amendments to the Model Regulations on the Remuneration of Employees of Federal Budgetary Institutions of Culture and Art, Education, Science, Subordinate to the Ministry of Culture of the Russian Federation, approved by Order of the Ministry of Culture of the Russian Federation dated August 28, 2008 No. 64 ” (registered by the Ministry of Justice of Russia on June 14, 2013, registration number 28808) to be recognized as invalid.

3. To impose control over the execution of this order on the Deputy Minister of Culture of the Russian Federation N.A. Malakova.

Acting Minister

V.V. Aristarkhov

Approximate position
on remuneration of employees of federal budgetary institutions of culture, art, education and science, which are under the jurisdiction of the Ministry of Culture of the Russian Federation

I. General provisions

1. An approximate regulation on the remuneration of employees of federal budgetary institutions of culture, art, education and science, which are under the jurisdiction of the Ministry of Culture of the Russian Federation (hereinafter referred to as the Regulation), was developed in accordance with the Decree of the Government of the Russian Federation dated August 5, 2008 No. 583 "On introduction of new wage systems for employees of federal budgetary, autonomous and state institutions and federal state bodies, as well as civilian personnel of military units, institutions and subdivisions of federal executive bodies, in which the law provides for military and equivalent service, whose remuneration is currently is carried out on the basis of the Unified tariff scale for remuneration of employees of federal state institutions "(Collected Legislation of the Russian Federation, 2008, No. 33, Art. 3852; No. 40, Art. 4544; 2010, No. 52, Art. 7104; 2012, No. 21, 2652; No. 40, article 5456; 2013, No. 5, article 396; 2014, No. 4, article 373) taking into account the Recommendations for the development of federal government bodies and institutions - the main managers of federal budget funds of exemplary regulations on the remuneration of employees of subordinate federal budgetary institutions, approved by order of the Ministry of Health and social development of the Russian Federation dated August 14, 2008 No. 425n “On Approval of the Recommendations for the Development by Federal State Bodies and Institutions of the Federal Budget Funds of Model Regulations on the Remuneration of Employees of Subordinate Federal Budgetary Institutions” (recognized by the Ministry of Justice of the Russian Federation as not in need of state registration, letter of the Ministry of Justice of the Russian Federation dated August 25, 2008 No. 01/8393-AB), as amended by order of the Ministry of Labor and Social Protection of the Russian Federation dated February 20, 2014 No. 103n (registered by the Ministry of Justice of the Russian Federation on May 15, 2014 ., registration number 32284; Russian newspaper, 2014, № 118).

2. Position determines exemplary order and terms of remuneration for employees of federal state budgetary institutions of culture, art, education and science, which are under the jurisdiction of the Ministry of Culture of the Russian Federation (hereinafter referred to as the Institution).

3. The system of remuneration of employees of the Institution is established by a collective agreement, agreement, local regulatory act in accordance with labor legislation, other regulatory legal acts of the Russian Federation containing norms labor law.

4. The amount of salaries (official salaries), compensation and incentive payments are established within the limits of the payroll fund of the Institution.

5. The payroll fund for employees of the Institution is formed based on the amount of subsidies received by in due course An institution from the federal budget to ensure the fulfillment of the state task, as well as funds from income-generating activities.

6. The savings of the wage fund can be used to make social payments, including the provision of material assistance, in accordance with local regulations Institutions on payments of a social nature or a collective agreement.

7. The salary of each employee depends on his qualifications, the complexity of the work performed, the quantity and quality of labor expended and maximum size is not limited, with the exception of cases provided for by the Labor Code of the Russian Federation (Article 132 Labor Code of the Russian Federation) (Sobraniye zakonodatelstva Rossiyskoy Federatsii, 2002, No. 1, Art. 3; 2006, No. 27, Art. 2878; 2014, No. 14, Art. 1547).

At the same time, the wages of employees (excluding bonuses and other incentive payments) when changing the wage system cannot be less than wages(excluding bonuses and other incentive payments) paid to employees before it changes, provided that the volume of labor (official) duties of employees is preserved and they perform work of the same qualifications.

8. Remuneration of labor of employees employed part-time, as well as on a part-time or part-time basis working week, is produced in proportion to the time worked, depending on the output or on other conditions determined by the employment contract.

The determination of wages for the main position and for the position held in combination is carried out separately for each of the positions.

9. The monthly salary of an employee who has fully worked out the norm of working hours during this period and fulfilled the labor norm (labor duties) cannot be lower than the minimum wage established in accordance with the legislation of the Russian Federation.

10. staffing The Institution is approved by the head of this Institution in the manner prescribed by the Charter of the Institution, and includes all positions of employees, professions of workers of this Institution.

When forming the staffing table, it is recommended to apply standard labor standards, taking into account the existing organizational and technical conditions, as well as to provide for the distribution of the established maximum staffing to ensure the fulfillment of the state task for the provision of services (performance of work) and the staffing for the provision of services (performance of work) related to the main types of activities provided for by the Charter, in excess of the established state task.

II. The procedure and conditions for remuneration of employees of the institution

11. Remuneration systems for employees of the Institution are established taking into account:

unified tariff-qualification directory of works and professions of workers, unified qualification directory of positions of managers, specialists and employees or professional standards;

state guarantees for wages;

names, conditions for making and amount of compensation payments in accordance with the list of types of compensation payments approved by Order of the Ministry of Health and Social Development of the Russian Federation dated December 29, 2007 No. 822 “On Approval of the List of Types of Compensatory Payments in Federal Budgetary, Autonomous, State institutions and clarifications on the procedure for establishing compensation payments in these institutions ”(registered by the Ministry of Justice of the Russian Federation on February 4, 2008, registration No. 11081), as amended by orders of the Ministry of Health and Social Development of the Russian Federation dated December 19, 2008 No. 738n (registered by the Ministry of Justice of the Russian Federation on January 21, 2009, registration No. 13145), dated September 17, 2010 No. 810n (registered by the Ministry of Justice of the Russian Federation on October 13, 2010, registration No. 18714), by order of the Ministry of Labor and Social Protection of the Russian Federation dated February 20, 2014 No. 103n (registered by the Ministry of Justice of the Russian Federation on May 15, 2014, registration No. 32284) (hereinafter - the List of types of compensation payments);

names, conditions for implementation and amount of incentive payments in accordance with the list of types of incentive payments approved by Order of the Ministry of Health and Social Development of the Russian Federation dated December 29, 2007 No. 818 “On approval of the List of types of incentive payments in federal budgetary, autonomous, state institutions and clarifications on the procedure for establishing incentive payments in these institutions ”(registered by the Ministry of Justice of the Russian Federation on February 1, 2008, registration No. 11080), as amended by orders of the Ministry of Health and Social Development of the Russian Federation dated December 19, 2008 No. 739n (registered by the Ministry of Justice of the Russian Federation on January 21, 2009, registration No. 13146), dated September 17, 2010 No. 810n (registered by the Ministry of Justice of the Russian Federation on October 13, 2010, registration No. 18714) (hereinafter - the List of types of incentive payments) ;

of this Regulation;

recommendations on the establishment at the federal, regional and local levels of wage systems for employees of state and municipal institutions approved by the decision of the Russian tripartite commission for the regulation of social and labor relations;

opinions representative body workers;

labor rationing systems determined by the employer taking into account the opinion of the representative body of employees or established by a collective agreement on the basis of standard labor standards for homogeneous work (intersectoral, sectoral and other labor standards, including time standards, production standards, headcount standards, recommended staffing standards, service standards and other standard rules).

The norms of hours of pedagogical and (or) teaching work for the wage rate of pedagogical workers and the procedure for determining the teaching load of pedagogical workers are established in accordance with the order of the Ministry of Education and Science of the Russian Federation dated December 22, 2014 No. work for the wage rate) of teaching staff and on the procedure for determining the teaching load of teaching staff, stipulated in employment contract” (registered by the Ministry of Justice of the Russian Federation on February 25, 2015, registration No. 36204).

III. The procedure for establishing salaries (official salaries) of employees of the Institution

12. The salaries (official salaries) of the employees of the Institution are established taking into account the requirements for vocational training and the level of qualifications necessary for the implementation of the relevant professional activity.

By positions of employees - on the basis of assigning the positions they hold to the following professional qualification groups (hereinafter referred to as PKG):

workers of culture and art - approved by the order of the Ministry of Health and Social Development of the Russian Federation dated August 31, 2007 No. 570 "On approval of professional qualification groups for positions of workers in culture, art and cinematography" (registered by the Ministry of Justice of the Russian Federation on October 1, 2007, registration number 10222);

educators - approved by order of the Ministry of Health and Social Development of the Russian Federation dated May 5, 2008 No. 216n "On approval of professional qualification groups for positions of educators" (registered by the Ministry of Justice of the Russian Federation on May 22, 2008, registration No. 11731), as amended, introduced by the order of the Ministry of Health and Social Development of the Russian Federation dated December 23, 2011 No. 1601n (registered by the Ministry of Justice of the Russian Federation on January 31, 2012, registration No. 23068);

employees of higher and additional professional education - approved by the order of the Ministry of Health and Social Development of the Russian Federation dated May 5, 2008 No. 217n "On approval of professional qualification groups for positions of employees of higher and additional professional education" (registered by the Ministry of Justice of the Russian Federation on May 22, 2008, registration number 11725);

workers in the field of scientific research and development - approved by the order of the Ministry of Health and Social Development of the Russian Federation of July 3, 2008 No. 305n "On approval of professional qualification groups for positions of workers in the field of scientific research and development" (registered by the Ministry of Justice of the Russian Federation on July 18, 2008, registration No. 12001), as amended by Order of the Ministry of Health and Social Development of the Russian Federation No. 740n dated December 19, 2008 (registered by the Ministry of Justice of the Russian Federation on January 21, 2009 No. 13147);

managers, professionals and employees industry-wide positions- approved by the order of the Ministry of Health and Social Development of the Russian Federation of May 29, 2008 No. 247n "On approval of professional qualification groups for positions of managers, specialists and employees" (registered by the Ministry of Justice of the Russian Federation on June 18, 2008, registration No. 11858), as amended , introduced by order of the Ministry of Health and Social Development of the Russian Federation No. 718n dated December 11, 2008 (registered by the Ministry of Justice of the Russian Federation on January 20, 2009, registration No. 13140), as well as PKG of other industries necessary to fulfill the goals and objectives defined by the Charter institutions, and the fulfillment of the state task, taking into account the provision of differentiation of salaries for positions of employees classified as key personnel, and for industry-wide positions.

For workers engaged in labor activities in the professions of workers - depending on the category of work performed in accordance with the Unified Tariff qualification handbook jobs and professions of workers.

13. For positions of employees, the size of official salaries for which the PCG is not determined, the size of official salaries are established by a collective agreement, agreement, local normative act, taking into account the opinion of the representative body of employees, depending on the complexity of the work of these employees.

14. In institutions of the performing arts, which apply per-performance remuneration, it is recommended for artistic and artistic personnel:

the amount of wages is calculated on the basis of a one-time concert rate and the monthly number of performances. The size of a one-time concert rate (for a performance, performance, production) is determined by the ratio of the official salary of the artistic and artistic staff to the monthly rate of performances, productions, established by the institution independently;

the amount of wages, depending on the norm of performances (performances), in case of overfulfillment of the established norm, to be calculated in proportion to its overfulfillment.

15. Official salaries of deputy heads (heads, heads) structural divisions Institutions, with the exception of the official salary of the deputy chief accountant, are set 5-10% lower than the salaries (official salaries) of the heads (chiefs, heads) of the relevant structural units.

IV. The procedure and conditions for establishing compensation payments

16. In accordance with the List of types of compensation payments, the following compensation payments can be established for employees of the Institution:

payments for night work;

payments to employees engaged in hard work, work with harmful and (or) dangerous and other special working conditions;

overtime pay;

payments for work on weekends and non-working days holidays;

payments when combining professions (positions), expanding service areas, increasing the volume of work, while performing the duties of a temporarily absent employee without exemption from work specified in the employment contract;

allowances for work with information constituting a state secret;

payments for work in areas with special climatic conditions.

17. Payment for night work is established in accordance with Article 154 of the Labor Code of the Russian Federation (Sobraniye Zakonodatelstva Rossiyskoy Federatsii, 2002, No. 1, Art. 3; 2006, No. 27, Art. 2878) and the Decree of the Government of the Russian Federation of July 22 2008 No. 554 “On the minimum amount of wage increases for night work” (Sobraniye Zakonodatelstva Rossiyskoy Federatsii, 2008, No. 30, Art. 3640).

18. Remuneration of labor of employees of institutions engaged in work with harmful, dangerous and other special working conditions is made in an increased amount based on the results special evaluation working conditions. If, according to the results of a special assessment of working conditions workplace recognized as safe, then wages at an increased rate are not made.

19. Payment for overtime work is made in accordance with Article 152 of the Labor Code of the Russian Federation (Sobraniye Zakonodatelstva Rossiyskoy Federatsii, 2002, No. 1, Art. 3; 2006, No. 27, Art. 2878). Data on the duration of overtime work are reflected in the timesheets.

The increased payment for overtime work is for the first two hours of work at least one and a half times, for the following hours - double the size.

20. Payment for work on weekends and non-working holidays is made in the amount of at least a single daily or hourly rate (official salary per day or hour of work) in excess of the official salary, if the work was carried out within the monthly norm of working time, and in the amount of at least double daily or hourly rate (official salary for a day or hour of work) in excess of the official salary, if the work was done in excess of the monthly norm of working time in accordance with Article 153 of the Labor Code of the Russian Federation (Sobraniye Zakonodatelstva Rossiyskoy Federatsii, 2002, No. 1, Art. 3; 2006 , No. 27, item 2878; 2008, No. 9, item 812). Data on the duration of work on weekends and non-working holidays are reflected in the time sheets.

Additional payment for work on weekends and non-working holidays is made to employees of the Institution who were involved in work on weekends and non-working holidays. The amount of the surcharge is:

when working full-time - at least a single daily rate in excess of the salary (official salary), if work on a weekend or non-working holiday was carried out within the monthly norm of working time, and in the amount of at least a double daily rate in excess of the salary (official salary), if work was carried out in excess of the monthly norm of working time;

when working part-time - at least one part of the salary (official salary) in excess of the salary (official salary) for each hour of work, if work on a weekend or non-working holiday was carried out within the monthly norm of working hours, and in the amount of at least a double part of the salary (official salary) in excess of the salary (official salary) for each hour of work, if the work was performed in excess of the monthly norm of working time.

21. Payment when combining professions (positions), expanding service areas, increasing the volume of work or performing the duties of a temporarily absent employee without exemption from work determined by an employment contract, is established for employees in accordance with Article 151 of the Labor Code of the Russian Federation (Collected Legislation of the Russian Federation, 2002 , No. 1, item 3; 2006, No. 27, item 2878).

The amount of additional payment for combining professions (positions), for expanding service areas, for increasing the volume of work or performing the duties of a temporarily absent employee without exemption from work determined by the employment contract, and the period for which it is established, are determined by agreement of the parties to the employment contract, taking into account the content and/or amount of additional work.

22. The allowance for working with information constituting a state secret is established in the amount and in the manner determined in accordance with the Decree of the Government of the Russian Federation of September 18, 2006 No. 573 "On the provision social guarantees citizens admitted to state secrets on a permanent basis, and employees of structural units for the protection of state secrets” (Collected Legislation of the Russian Federation, 2006, No. 39, Art. 4083; 2008, No. 23, Art. 2727; 2012, No. 12, Art. 1410; 2013, No. 13, item 1559).

23. In areas with special climatic conditions, the wages of employees of institutions are applied:

district coefficients;

coefficients for work in desert and waterless areas;

coefficients for work in high mountain areas;

percentage bonuses for work experience in the regions of the Far North and equivalent areas, in the southern regions of Eastern Siberia and the Far East.

The specific amounts of coefficients, percentage surcharges and the conditions for their application are established in accordance with the legislation of the Russian Federation.

V. The procedure and conditions for establishing incentive payments

24. In accordance with the List of types of incentive payments, incentive payments may be established for employees of the Institution.

25. In order to improve the efficiency of employees for the work performed in the Establishment, the bonus based on the results of work for the reporting period is paid taking into account the fulfillment of established indicators and criteria for assessing labor efficiency. When bonuses can be taken into account both individual and collective results of work.

26. The decision on the introduction of incentive payments and the conditions for their implementation are taken by the Institution independently, taking into account the provision of these payments financial means within the limits of the share in the wage fund allocated for incentive payments.

27. The amounts and conditions for making incentive payments are established by collective agreements, agreements, local regulations, labor contracts.

VI. Terms of remuneration of the head of the Institution, his deputies and the chief accountant

28. The salary of the head of the Institution, his deputies and the chief accountant consists of an official salary, compensation and incentive payments.

29. The terms of remuneration for the head of the Institution are established in an employment contract concluded on the basis of a standard form of an employment contract with the head of a state (municipal) institution, approved by Decree of the Government of the Russian Federation of April 12, 2013 No. 329 “On the standard form of an employment contract with the head of a state ( municipal) institution” (Sobraniye zakonodatelstva Rossiyskoy Federatsii, 2013, No. 16, item 1958).

30. The official salaries of the deputy heads and the chief accountant of the Institution are set at 10-30% lower than the official salary of the head of the Institution.

31. Taking into account the working conditions, the head of the Institution and his deputies, the chief accountant are established compensation payments, provided for by this Regulation.

32. Incentive payments to the head of the Institution are established by decision of the Ministry of Culture of the Russian Federation, taking into account the achievement of indicators of the state task for the provision of public services (performance of work), as well as the performance indicators of the Institution.

33. For the deputy heads of the Institution and the chief accountant, incentive payments are applied in the form of a bonus based on the results of work, taking into account the fulfillment of established indicators and criteria for assessing labor efficiency.

VII. Individual conditions of remuneration of individual employees

34. By decision of the head of the Institution, employees holding positions of employees from among the artistic and artistic personnel who have extensive professional experience, high professional skills, a bright creative personality, wide recognition of the audience and the public, as well as employees hired to perform administrative functions or conducting economic work, having extensive experience in professional work, individual conditions of remuneration can be established.

35. Individual conditions of remuneration (salary, compensation and incentive payments, as well as the conditions for their application) are determined by agreement of the parties to the employment contract.

36. Individual conditions of remuneration individual workers should not be worse than the conditions for remuneration of employees in their positions (professions of workers), provided for by this Regulation.

Document overview

A new approximate regulation on the remuneration of employees of the Federal State Budgetary Institution of Culture and Arts, Education, Science, which is under the jurisdiction of the Ministry of Culture of Russia, has been approved.

The remuneration system is established taking into account the unified tariff-qualification directory of works and professions of workers; a unified qualification directory of positions of managers, specialists and employees or professional standards. State guarantees, compensation and incentive payments (according to approved lists), labor rationing systems, and the opinion of the representative body of workers were taken into account. The recommendations of the Russian tripartite commission on the establishment of wage systems for employees of state institutions at the federal, regional and local levels were taken into account.

The procedure for establishing per-performance remuneration for employees of performing arts institutions and the conditions for individual remuneration of labor of certain categories of employees are provided.

The current orders on these issues are recognized as invalid.

Today we will consider how to develop a Regulation on the remuneration of employees of a municipal budgetary educational institution using the example of Decree of the Government of the Nizhny Novgorod Region dated October 15, 2008 No. 464 “On approval of the Regulations on the remuneration of employees of state budgetary, autonomous and state-owned cultural institutions of the Nizhny Novgorod Region with recent changes to 2017 (the name is stated in new edition Decree of the Government of the region dated April 6, 2017 No. 202).

When developing and approving the Regulations for the needs of your organization, enterprise or institution, you must keep in mind and take into account the following (The Regulations are developed in accordance with current regulatory legal documents):

1. Labor Code of the Russian Federation.
2. Federal Law No. 273-FE of December 29, 2012 “On Education in the Russian Federation”.
3. Federal Law No. 131-FZ dated 06.10.2003 “On general principles organizations of local self-government in the Russian Federation”.
4. Decree of the Government of your region (region) (in our example, the Government of the Nizhny Novgorod Region).
5. Decree of the administration of your city (in our example, the city of Nizhny Novgorod dated October 14, 2008 No. 4744 “On the introduction of new wage systems for employees of municipal budgetary institutions of the city of Nizhny Novgorod”).
6. Regulations on the remuneration of employees of municipal institutions of your city (in our case, Nizhny Novgorod, approved by the resolution of the head of the city administration dated July 17, 2015 No. 1303).

Sample Regulations on the remuneration of employees of a municipal budgetary institution in the general education system

General provisions

1.1. The regulation on the remuneration of employees of the Municipal Budgetary General Educational Institution "School No. YOUR NUMBER" (hereinafter referred to as the Regulation) is introduced in order to determine the remuneration system and unify the methods of material incentives used in municipal educational organizations.

1.2. The regulation was developed in accordance with the Labor Code of the Russian Federation, federal law dated 29.12.2012 No. 273-FE “On Education in the Russian Federation”, Federal Law dated 06.10.2003 No. 131-FZ “On the General Principles of Organization of Local Self-Government in the Russian Federation”, Decree of the Administration of the City of Nizhny Novgorod dated 14.10.2008 No. 4744 “ On the introduction of new systems of remuneration of employees of municipal budgetary institutions of the city of Nizhny Novgorod”, the regulation on the remuneration of employees of municipal institutions of the city of Nizhny Novgorod, approved by the resolution of the head of the city administration dated July 17, 2015 No. 1303.

1.3. The remuneration of employees of the Municipal Budgetary General Educational Institution "School No. YOUR NUMBER" (hereinafter referred to as the educational organization) is based on the uniform principles of material support and is carried out in accordance with the legislative and other legal regulations of the Russian Federation, the Nizhny Novgorod region and local authorities of the city of Nizhny Novgorod .

1.4. The remuneration of an employee of MBOU "School No. YOUR NUMBER" is determined by his personal labor contribution, taking into account end results work educational organization, within the wage fund and the maximum size is not limited.

Wage system

2.1. The system of remuneration within the wage fund of employees of MBOU "School No. YOUR NUMBER" includes: basic salaries (wage rates) for professional qualification groups, conditions for remuneration of employees and the head of an educational organization, conditions for making compensation and incentive payments, sizes increasing coefficients to salaries, compensation and incentive payments.

2.2. The system of remuneration of employees of MBOU "School No. YOUR NUMBER" is established by the collective agreement and these Regulations in accordance with the current labor legislation.

Here write down your collective agreement (date), who registered the number of the agreement.

2.3. Salary (employee's wages) - remuneration for work depending on the qualifications of the employee, the complexity, quantity, quality and conditions of the work performed, as well as compensation payments (additional payments and allowances of a compensatory nature, including for work in conditions deviating from normal), and incentive payments (additional payments and allowances of a stimulating nature, bonuses and other incentive payments).

• The monthly salary of an employee who has fully worked out the norm of working hours for this period and fulfilled the labor norm (labor duties) cannot be lower than the minimum wage.
• Official salary - a fixed amount of remuneration of an employee for the performance of labor (official) duties of a certain complexity for a calendar month, excluding compensatory, incentive and social payments.
• Wage rate - a fixed amount of remuneration for an employee for fulfilling a labor norm of a certain complexity (qualification) per unit of time without taking into account compensation, incentives and social payments.

2.4. The salary of employees of MBOU "School No. YOUR NUMBER" is determined subject to the following conditions:

• qualification indicators (education, the presence of a qualification category, the presence degree, honorary title), in accordance with which the wage rate is regulated ( official salary) an employee, taking into account assignment to professional qualification groups;
• duration of working hours (norms of hours of pedagogical work for the wage rate) of pedagogical workers of an educational organization established by order of the Ministry of Education and Science of the Russian Federation dated December 22, 2014 No. 1601 "0 on the procedure for determining the teaching load of pedagogical workers, stipulated in employment contracts”;
• volumes of educational (pedagogical) work;
• the procedure for calculating the wages of pedagogical workers on the basis of tariffication;
• payment of wages established during the tariffing, regardless of the number of days and weeks in a month, as well as during holidays and during the period of cancellation of training sessions ( educational activities) on climatic and sanitary and epidemiological grounds;
• features of calculating the hourly wages of teaching staff;
• additional payment of pedagogical and other employees for work, not input crate in their official duties, including those related to educational activities (classroom guidance, checking written work, etc.);
• rules and terms for changing the size of wage rates based on the above indicators;
• incentive and compensation payments.

2.5.Head of MBOU "School No. YOUR NUMBER":

• establishes wage rates (official salaries) of employees, calculates the wages of employees based on the indicators of the qualifications of employees;
• annually draws up and approves for employees performing pedagogical work, including employees performing this work in the same educational organization in addition to their main job, tariff lists;
• is responsible for the timely and correct determination of the wages of employees of an educational organization.

2.6. Payroll expenses for employees of an educational organization, including the head, including various types of material incentives, are carried out at the expense of the general payroll fund provided for by the estimate (plan of financial and economic activity) the relevant educational organization, including extrabudgetary sources.

2.7. The formation of the wage fund of an educational organization is carried out within the limits of the organization's funds for the current financial year.

• In an educational organization, the wage fund is formed in accordance with the regional standard of budget financing, the adjustment factor and the number of trainees, as well as taking into account the funds received from entrepreneurial and other income-generating activities aimed at remunerating employees and is reflected in the estimate of the educational organization.

2.8. The payroll fund of an educational organization consists of a base part (payroll b) and an incentive part (payroll st): PAYT = payroll b + payroll st.

2.9. The volume of the stimulating part is determined by the formula: POT st \u003d FOTb x S, where S is the stimulating share of the POT.

2.10. The basic part of the wage fund provides a guaranteed salary for employees of an educational organization for the labor efforts spent on the quality implementation of the main professional functions defined qualification requirements within the framework of working time standards, taking into account the characteristics of the contents and working conditions.

• The basic part of the wage fund includes various types compensation payments for working conditions that deviate from normal.
• The list, amounts and conditions for making incentive payments are established by collective agreements, local regulations of the educational organization. Incentive payments do not form a new salary and are not taken into account when calculating other incentive or compensation payments.

2.11. The staffing table of an educational organization is annually approved by the head of the educational organization and includes all positions of employees, professions of workers of this organization.

• In accordance with the statutory activities of an educational organization, when forming the staffing table, positions and professions are used in accordance with professional qualification groups approved by orders of the Ministry of Health and Social Development of Russia dated July 3, 2008 No. 305n; dated May 29, 2008 No. 247n; dated May 29, 2008 No. 248n; dated May 5, 2008 No. 216n; dated May 5, 2008 No. 217n; dated July 18, 2008 No. 342n, Decree of the Government of the Russian Federation dated 08.08.2013 No. 678 "On approval of the nomenclature of positions of teaching staff of organizations engaged in educational activities, positions of heads of educational organizations."

2.12. Indexation of wages of employees of an educational organization is carried out within the funds provided by the budget of the city of Nizhny Novgorod for the next financial year.

2.13. Remuneration of labor of librarians and other employees of an educational organization not provided for by these Regulations is made in relation to the remuneration conditions established for similar categories of employees in the relevant industries.

2.14. The remuneration of the head of the municipal educational organization is determined taking into account the characteristics of the work of the head and is established in accordance with Section 10 of these Regulations

Salary (wage rate)

3.1. The official salary (wage rate) of an employee is formed on the basis of the base salary for the corresponding qualification level of professional qualification groups (hereinafter referred to as PKG) and the application of increasing coefficients for the position.

3.2. The remuneration of teachers and other pedagogical workers is made on the basis of wage rates, taking into account the duration of working hours established by the order of the Ministry of Education and Science of the Russian Federation dated December 22, 2014 No. 1601 “On the duration of working hours (norms of hours of pedagogical work for the wage rate) teaching staff and on the procedure for determining the teaching load of teaching staff, stipulated in employment contracts.

3.3. The minimum official salaries (base salaries) of employees are established for the relevant professional qualification groups (PCG), taking into account the requirements for professional training and skill level in accordance with Appendix 1 to the Regulation.

3.4. The amounts of base salaries are determined by the qualification levels of the PCG based on the requirements for professional training and the level of qualifications that are necessary for the implementation of the relevant professional activity, taking into account the complexity and volume of the work performed, based on the product of the minimum official salary (the wage rate for the relevant PCG ) and the value of the multiplying coefficient for the corresponding qualification level of the PCG, in accordance with Appendix 1 to these Regulations.

3.5. Official salaries (wage rates) of employees are established depending on the level of education, the qualification category assigned based on the results of attestation (for teaching staff).

The official salary (wage rate) is calculated according to the following formula:

• D (S) \u003d BO x Cobr x Kkat, where
• D (S) - official salary (wage rate) of an employee of an educational organization;
• BO - the base salary of an employee of an educational organization;
• Cobr - increasing coefficient for accounting for the level of education;
• Kkat - increasing coefficient for accounting for the qualification category.

3.6. Table of increasing coefficients, taking into account the level of education:

3.7. Table of increasing coefficients, taking into account the qualification category:

3.8. The increasing coefficient for the presence of a qualification category is set for the entire certification period.

• The effect of the multiplying coefficient is extended for up to one year in the event of the expiration of the certification period due to the employee’s long-term disability during the certification period, upon returning during the academic year from a long business trip related to professional activities, from vacation lasting up to one year, from vacation for care of a child, regardless of the expiration date of the attestation period, when hiring after dismissal due to the liquidation of an educational organization, as well as to those employees who, before reaching the age that gives the right to an old-age labor pension in accordance with the Federal Law of December 17, 2001 No. 173-FZ “On labor pensions in the Russian Federation”, no more than one year remains.
• When establishing remuneration for teachers who perform work in another position for which a qualification category is not established, the conditions for remuneration are determined taking into account the existing qualification category, if the profile of the pedagogical work performed corresponds to the profile of work for which there is a category.

3.9. Persons who do not have special training established by qualification requirements, but who have sufficient practical experience and performing qualitatively and in full the duties assigned to them, on the recommendation of attestation commission, as an exception, may be appointed to the relevant positions in the same way as persons with special training, they may be assigned the same official salary (wage rate) as a person who meets the qualification requirements.

3.10. For concertmasters and teachers of musical disciplines who graduated from conservatories, music departments and departments of club and cultural education of cultural institutions, pedagogical institutes (universities), when setting official salaries, a multiplying coefficient is applied corresponding to the level higher education- specialty.

Compensatory payments

4.1. Compensatory payments are established to employees as a percentage of official salaries determined according to the relevant qualification levels of the PCG. The amounts and conditions for making compensation payments are specified in the employment contracts of employees.

4.2. The educational organization establishes the following types compensation payments:

• payments to employees engaged in hard work, work with harmful and (or) dangerous and other special working conditions;
• payments for work in conditions deviating from normal (when performing work of various qualifications, combining professions (positions), overtime work work at night and when performing work in other conditions that deviate from normal).

4.3. Payments to employees engaged in hard work, work with harmful and (or) dangerous and other special working conditions according to the List determined by the Government of the Russian Federation, taking into account the opinion of the Russian tripartite commission for the regulation of social and labor relations, are established taking into account the results of a special assessment of working conditions in the amount of up to 12% of the official salary of employees.

• The specific amount of payments for work with harmful working conditions is established by the employer based on the results of attestation of workplaces, taking into account the opinion of the representative body of employees or a collective agreement, the Rules of internal work schedule, labor contract.
• Establishing an additional payment to an employee for combining professions (positions), expanding the service area, is not a basis for increasing payments for work with harmful working conditions.

4.4. Compensatory payments for work in conditions deviating from normal, combination of professions (positions), work at night are established in the following amounts:

• for work at night - at least 20% of the official salary according to the PKG for each hour of work at night;
• for work on weekends and holidays - in the amount and in the manner established by the current labor legislation.

4.5. In the event that an employee is involved in work on a day off or a non-working holiday established by his schedule, work is paid at least in double the amount:

• employees whose work is paid at daily and hourly rates - in the amount of at least double the daily or hourly rate;
• employees receiving a monthly salary - in the amount of at least a single daily or hourly rate in excess of the salary, if the work on a weekend and non-working holiday was carried out within the monthly norm of working hours, and in the amount of at least a double hourly or daily rate in excess of the salary, if the work produced in excess of the monthly norm.

At the request of an employee who worked on a weekend or non-working holiday, he may be granted another day of rest. In this case, work on a non-working holiday is paid in a single amount, and the day of rest is not subject to payment.

4.6. Reworking the working hours of educators of the extended day group, due to the absence of parents, as well as work carried out at the initiative of the employer outside working hours, schedule work is overtime work.

Overtime work is paid for the first two hours of work at least one and a half times, for subsequent hours - at least twice the amount. Specific amounts of payment for overtime work may be determined by a collective agreement or an employment contract.

At the request of the employee, overtime work, instead of increased pay, may be compensated by providing additional rest time, but not less than the time worked overtime.

4.7. The performance of additional types of work that are not included in the direct duties of the employees of the educational organization is carried out for an additional fee by establishing a compensation payment in the form of an additional payment.

The amount of additional payments to employees and the procedure for their establishment for the performance of additional work that is not included in the scope of their main duties (classroom guidance, checking written work, managing an office, etc.) is determined by MBOU "School No. and are fixed in the collective agreement and these Regulations.

This Regulation establishes the maximum amount of such surcharges:

Types of additional payments for additional work	% of salary
1. Teachers of grades 1-4 for checking notebooks from the teaching load	up to 15
2. To teachers, lecturers for checking written works from the teaching load: in Russian language and literature, in mathematics, chemistry, physics, biology	up to 15 up to 10
3. To teachers, teachers for class leadership (group leadership) 1-4 grades 5-11 grades	up to 15 up to 20
4. To teachers, lecturers for managing classrooms (laboratories), at school	to 10
5. To teachers, lecturers and other pedagogical workers for the leadership of methodological and subject commissions at the level of an educational organization	up to 15
6. To teachers, lecturers or other employees for participation in the work of experimental sites	up to 15
7. To teachers, teachers and other employees for work with the library fund of textbooks, depending on the number of copies of textbooks in schools: up to 300 sets of textbooks from 300 to 600 sets of textbooks from 600 to 1000 sets of textbooks from 1000 sets of textbooks	up to 5 up to 10 up to 15 up to 20
8. Payments for work in conditions that deviate from normal (when performing work of various qualifications, combining professions (positions), working at night (when performing work in other conditions that deviate from normal), on weekends and holidays.	At least 20

4.8. An employee (including a part-time employee) performing in the same educational organization, along with his main job, stipulated by an employment contract, additional work in another profession (position) or acting as a temporarily absent employee without being released from his main job , a compensation payment is made in the form of an additional payment for combining professions (positions) or performing the duties of a temporarily absent employee.

The amounts of additional payments for combining professions (positions) or performing the duties of a temporarily absent employee are established by agreement of the parties to the employment contract.

Incentive payments

5.1. Incentive payments are established to employees as a percentage of official salaries determined according to the relevant qualification levels of the PKG, or as absolute values.

The amounts and conditions for the implementation of incentive payments are specified in the employment contracts of employees.

5.2. Incentive payments are made from the incentive part of the wage fund by decision of the head of the educational organization in the manner prescribed local act, the collective agreement and these Regulations.

5.3. The MBOU "School No. YOUR NUMBER" establishes the following types of incentive payments:

• bonus for intensity and high performance;
• premium for the quality of work performed;
• allowance for the presence of a scientific degree, honorary titles, provided for in paragraph 5.7 of these Regulations;
• allowance for the length of service provided for in paragraph 5.6 of these Regulations;
• bonuses based on the results of work for the month, quarter, year, other billing period.

5.4. The bonus for the intensity and high results of work is set in accordance with the criteria for evaluating the work, approved by the local act of the educational organization.

The main criteria for evaluating work include:

• complexity, tension, intensity, degree of responsibility and nature of work;
• successful and conscientious performance by the employee of his official duties;
• initiative, creativity and application in the work of modern forms, methods and content of labor organization;
• the use of health-saving technologies in educational activities, the absence of injuries;
• work with parents;
• aesthetic design of assigned classrooms, taking into account sanitary standards.

5.5. The premium for the quality of work performed is established:

• for high-quality preparation and holding of events related to the statutory activities of the organization;
• for the participation of an employee in the performance of important work, events (preparation for Russian, district, regional events; development educational projects, programs);
• for a special mode of work (implementation of preventive and health-improving programs with children requiring increased attention, etc.);
• absence of safety violations;
• the absence of substantiated complaints about the violation of the rights of students, which were confirmed in administrative acts;
• lack of comments on working with documents, according to the job description;
• for organizing and holding events aimed at increasing the authority and image of the organization among the population.

5.6. For length of service, a monthly allowance is established, which is calculated as a percentage of the wage rate (official salary).

Seniority pay table:

The seniority allowance is established:

• for teachers - depending on the total teaching experience;
• for employees classified as professional qualification groups of educational support staff and industry-wide employees - depending on the total length of service in a given organization.

5.7. For the presence of titles:

• employees with honorary titles "Honorary Worker general education”, badges “Excellence in Public Education”, “Excellence in Education of the USSR”, “For High Achievements”, “For Achievements in Culture”, “For Excellent Work”, “People's Teacher”, “Honored Teacher” and “Honored Teacher”; employees with other honorary titles: "Honored Worker physical culture”,“ Honored Worker of Culture ”,“ Honored Lawyer ”,“ Honored Economist ”and other honorary titles of the USSR, the Russian Federation and the union republics that were part of the USSR, established for workers in various industries, the name of which begins with the words“ people ”,“ Honored” subject to the correspondence of the honorary title to the profile of the educational organization, and the teaching staff of educational organizations - if the honorary title corresponds to the profile of pedagogical activity or taught disciplines - 10%.

5.8. If the employee has both an academic degree and honorary titles provided for in paragraph 5.7 of these Regulations, the incentive payment is made on one (maximum) basis.

5.9. Bonuses - an additional part of the salary paid for the achievement of high results by the organization as a whole or by a specific employee. Bonuses are made on the achievement of certain results, as well as on the results of work for a certain period (for a quarter, half a year, 9 months, a year).

• It is possible to use individual bonuses, which emphasize the special role of individual employees who have achieved high quantitative and qualitative results, and collective bonuses aimed at motivating employees of an educational organization.
• Bonuses based on the results of work for a certain period are carried out at the expense of savings in the wage fund provided for by the estimate (plan of financial and economic activity) for the current year. Bonuses are paid for the high-quality and conscientious performance of official duties and the fulfillment of established bonus indicators for categories of employees.
• The amount of the bonus can be calculated as a percentage of the official salary (wage rate) or in absolute terms. Bonuses are established by order of the head of the educational organization in the manner prescribed by the collective agreement, the local act of the educational organization within the wage fund, and are not limited to a maximum amount.
• Persons who have not worked for the full billing period may be rewarded taking into account their labor contribution and the time actually worked.
• The employee may be reduced bonus based on the results of work or he may be deprived of the bonus in full for failure to meet the bonus targets.
• The bonus is not paid to employees who have a disciplinary sanction until it is withdrawn.

5.9.1. Key indicators of bonuses:

• preservation of the contingent of students - departure at the initiative of the student (legal representative) to another educational organization while retaining former place residence, lack of transfers to another class, to another teacher;
• modernization of educational activities and the management process - the use of modern content of education and educational technologies, correspondence educational programs organization to the requirements of the BUP, Federal State Educational Standards, provision of specialized training (including individual educational programs for students), compensatory training programs, the introduction of scientific management methods;
• offenses of students - the absence in the bonus period of a decision on the imposition of an administrative penalty or a court decision on the application of criminal liability measures that has entered into force;
• Availability methodical work– participation in pedagogical readings, conferences, seminars, professional competitions during the bonus period, participation in the work of the district methodological association, leadership of the methodological association of teachers at the level of the educational organization;
• the presence of prize-winners and winners of olympiads, NOU, competitions and competitions; -the presence of the analytical work of the teacher - a generalization of pedagogical experience, a differentiated approach to the organization learning activities, availability and systematic use of research on the level of assimilation of knowledge, skills and abilities, development of abilities;
• application information technologies in educational activities - use technical means in educational activities;
• participation in innovative and experimental work;
• availability of work with parents - effective cooperation with parents in the educational process, including individual work;
• extracurricular work with students in the subject - includes the holding of school subject Olympiads, competitions creative works, scientific readings and other forms of student organization;
• advanced training during the bonus period - passing coursework;
• aesthetic design subject environment assigned classrooms, taking into account sanitary standards.

Other payments

6.1. The regulation on the remuneration of employees of an educational organization may provide for the payment of material assistance to employees. The procedure and conditions for the payment of material assistance are determined by the collective agreement of the educational organization.

6.2. Material assistance is paid out of budgetary funds and funds from entrepreneurial and other income-generating activities that form the basic part of the wage fund.

6.3. The procedure and conditions for the payment of material assistance are regulated by the local regulatory act of the educational organization

Features of the calculation of wages of pedagogical workers

7.1. The monthly salary of teachers, teachers of additional education is determined by multiplying their salary rates, established taking into account qualifications and promotions on the grounds specified in Section 3 of this Regulation, by the actual workload per week and dividing the resulting product by the hourly rate established for the rate teaching work per week.

The monthly salary is calculated in the same order:

• teachers, teachers of additional education for work in another educational organization (one or more), carried out on a part-time basis;
• teachers, teachers of additional education for whom this educational organization is the main place of work, when they are assigned the duties of teaching children at home in accordance with a medical report, as well as conducting physical education classes with students assigned to a special medical group for health reasons.

7.2. Tariffication of teachers, teachers of additional education is made once a year, but separately for half a year, if the curricula for each half year provide for a different number of hours per subject.

• The salary established for teachers, teachers of additional education in the course of tariffication is paid monthly, regardless of the number of weeks and working days in different months of the year.
• In case of non-fulfillment for reasons beyond the control of the teacher, the amount of the established teaching load is not reduced.

7.3. During the work period during the autumn, winter, spring and summer holidays of students, as well as during periods of cancellation of training sessions (educational activities) for students, pupils for sanitary and epidemiological, climatic and other reasons, remuneration of teachers and persons from among the managerial, administrative and economic and educational support staff conducting teaching work during the academic year, including classes with circles, is made on the basis of the salary established in the billing preceding the start of the holidays or the period of cancellation of training sessions (educational activities) for the above reasons.

• Persons working on an hourly basis and not conducting pedagogical work during the holidays are not paid for this time.

The procedure and conditions for the hourly wages of teaching staff

8.1. Hourly wages for teachers, teachers and other teaching staff of an educational organization are applied when paying:

• for hours performed in order to replace teachers, teachers and other pedagogical workers absent due to illness or other reasons, which lasted no more than two months;
• for the hours of pedagogical work performed by teachers when working with children who are on long-term treatment in a hospital, in excess of the amount established by them during billing;
• when paying for the pedagogical work of specialists from enterprises, institutions and organizations (including from among the employees of educational authorities, methodological and teaching and methodological rooms) involved in pedagogical work in an educational organization;
• when paying for hours of teaching work in the amount of 300 hours per year in another educational organization (in one or more) in excess of the teaching load performed part-time on the basis of billing.

8.2. The amount of payment for one hour of the specified pedagogical work is determined by dividing the monthly wage rate of a pedagogical worker for the established norm of hours of pedagogical work per week by the average monthly number of working hours established for the position held.

The average monthly number of working hours is determined by multiplying the norm of hours of pedagogical work per week, established for the wage rate of a pedagogical worker, by the number of working days per year for a five-day working week and dividing the result by 5 (the number of working days in a week), and then by 12 (number of months in a year).

8.3. Payment for the replacement of an absent teacher (teacher), if it was carried out for more than two months, is made from the day the replacement begins for all hours of actual teaching work on a general basis with a corresponding increase in the weekly (monthly) teaching load by amending the billing.

8.4. The amount of hourly pay for teaching staff involved in the provision of paid additional educational services is established by the educational organization independently. At the same time, the amount of hourly wages cannot exceed the hourly wage rates for employees determined by multiplying the current Minimum Wage Rate by the coefficients of hourly wage rates for employees involved in training sessions in educational organizations:

• doctor of sciences - 0.3;
• PhD - 0.2;
• persons who do not have an academic degree or the highest (first) category - 0.1.

Work time

9.1. In accordance with the legislation of the Russian Federation, a reduced working time is established for teachers of a municipal educational organization - no more than 36 hours per week for one wage rate (official salary). Depending on the position and (or) specialty of pedagogical workers, taking into account the characteristics of their work, the specific duration of working hours (the norm of hours of pedagogical work for the wage rate) is regulated by order of the Ministry of Education and Science of the Russian Federation dated December 22, 2014 No. 1601 “On the duration of working hours ( the norm of hours of pedagogical work for the wage rate) of pedagogical workers and on the procedure for determining the teaching load of pedagogical workers stipulated in the employment contract.

9.2. The regulation of the working hours and rest time of employees of MBOU "School No. 120", taking into account the peculiarities of their activities, is established in the Internal Labor Regulations of the educational organization.

9.3. For teaching (pedagogical) work performed with the consent of teaching staff, in excess of the established norm of hours for the wage rate, an additional payment is made in accordance with the received wage rate in a single amount in the manner prescribed in Section 8 of these Regulations.

9.4. The volume of the teaching load of teachers, teachers of additional education is established based on the number of hours according to the curriculum and programs, staffing, and other specific conditions in a given educational organization.

• The teaching load of teachers and other employees who conduct teaching work in addition to their main work for the new academic year is established by the head of the educational organization, taking into account the opinion of the representative body of the employees of the organization. This work is completed before the end of the school year and the employees go on vacation in order to determine its volume for the new academic year and the classes in which this workload will be performed, as well as to comply with the established deadline for warning employees about a possible decrease (increase) in the workload in case of a change the number of classes or the number of hours according to the curriculum in the subjects taught.

9.5. The study load (pedagogical work), the volume of which is more or less than the norm of hours for the wage rate, is established only with the written consent of the employee.

• When establishing the teaching load for the new academic year for teachers for whom this educational organization is the place of their main work, as a rule, its volume and the continuity of teaching subjects in classes are preserved. The volume of the teaching load established for teachers at the beginning of the school year cannot be reduced at the initiative of the employer in the current academic year, as well as when it is established for the next academic year, with the exception of cases of reducing the number of hours for curricula and programs, reducing the number of classes (groups ).
• Depending on the number of hours provided curriculum, the teaching load of teachers in the first and second academic semesters can be set in different volumes.

9.6. The maximum amount of study load that can be performed in the same educational organization by employees of the educational organization who lead it in addition to their main work (including deputy heads) is determined by the educational organization. Teaching work in the same educational organization for specified workers partnership is not considered.

9.7. When assigned to teachers educational organization for whom this educational organization is the place of the main work, the duties of teaching children at home in accordance with the medical report, as well as conducting physical education classes with students assigned to a special medical group for health reasons, the training hours provided for these purposes, are included in their teaching load on a general basis.

• The teaching load for teachers who are on parental leave by the beginning of the school year until they reach the age of three years or on other leave is established when it is distributed for the next academic year on a general basis, and then transferred to other teachers for the period the employee is in corresponding vacation.

9.8. Teaching work of employees, in excess of the established norms, for which they are paid an official salary, as well as teaching work of managers and other employees of an educational organization without employment position in the same institution is paid additionally in the manner and at the rates stipulated for the teaching work performed.

• The performance of the teaching work specified in this paragraph is allowed in the main work time with the consent of the employer.

9.9. Engaging individual employees of educational organizations to work on weekends and holidays is allowed by a written order of the employer in exceptional cases provided for by labor legislation, with the consent of the employees and the opinion of the representative body of employees of the educational organization.

Compensation for the head of an educational organization

10.1. The salary of the head of a municipal educational organization consists of an official salary, compensation and incentive payments.

10.2. The salary indexation of the head of an educational organization cannot exceed the salary indexation provided for by the resolution of the City Duma of the city of Nizhny Novgorod on the budget of the city of Nizhny Novgorod for the next financial year.

10.3. The official salary of the head of the educational organization is determined by the employment contract on the proposal of the structural unit of the city administration exercising the powers of the founder in relation to this organization, agreed with the deputy head of the city administration in charge of this structural unit.

• The salary of the head of an educational organization is set as a multiple of the average salary of the main staff of the organization headed by him with a multiplier of 1 to 8.
• The main personnel of an educational organization include employees who directly ensure the performance of the main functions for the implementation of which the organization was created. The lists of positions and professions of employees of organizations that relate to the main personnel by types and types of educational organizations are given in Appendix 2 to this Regulation.

10.4. The procedure for calculating the size of the average salary, to determine the size of the official salary of the head of the educational organization:

10.4.1. The frequency of calculating the size of the average salary to determine the size of the official salary of the head of the educational organization is established once a year. The calculation of the average salary of employees of the main personnel for the previous calendar year is carried out in the first quarter of the year in which the official salary of the head was established.

• When calculating the average salary, payments are taken into account for the performance of duties not included in the official duties of the employee, incentive payments for employees of the main personnel of the educational organization, regardless of financial sources from which these payments are made.
• When calculating the average wage, compensation payments of key personnel are not taken into account.

10.4.2. The average salary of employees of the main personnel of the educational organization is determined by dividing the amount of official salaries, wage rates and incentive payments of employees of the main personnel of the institution for the hours worked in the previous calendar year by the sum of the average monthly number of employees of the main personnel of the organization for all months of the calendar year preceding the year of establishing the official salary of the head of the educational organization.

10.4.3. When determining the average monthly number of employees of the main personnel of the organization, the average monthly number of employees of the main personnel of the organization working on a full-time basis, the average monthly number of employees of the main personnel of the institution working on a part-time basis, and the average monthly number of employees of the main personnel of the organization who are external collaborators.

10.4.4. In the number of employees of the main personnel of the organization, working on a full-time basis, for each calendar day of the month, employees of the main personnel of the organization, actually working on the basis of the time sheet of employees, are taken into account.

• An employee working in an organization at one, more than one rate (registered in an educational organization as an internal part-time worker) is counted in the list of employees of the main personnel of an educational organization as one person (a whole staff unit).
• Employees of the main personnel of the organization who worked on a part-time basis in accordance with an employment contract or transferred to work on a part-time basis, when determining the average monthly number of employees of the main personnel of the organization, are taken into account in proportion to the hours worked.

The procedure for bringing part-time workers and external part-timers when calculating the average wage of core employees:

a) calculate the total number of man-days worked by these workers by dividing total number 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);
• 39 hours - by 7.8 hours (with a five-day working week) or by 6.5 hours (with 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);
• 33 hours - by 6.6 hours (with a five-day working week) or by 5.5 hours (with a six-day working week);
• 30 hours - for 6 hours (with a five-day working week) or for 5 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 determined average population part-time workers for the reporting month in terms of full-time employment by dividing the worked person-days by the number of working days in the month according to the calendar in the reporting month.

The average monthly number of employees of the main personnel of the educational organization who are external part-timers is calculated in accordance with the procedure for determining the average monthly number of employees of the main personnel of the organization who worked part-time.

10.5. The head of an educational organization is provided with incentive payments, including from the funds received from income-generating activities. These payments are established taking into account the target performance indicators of the organization.

• The amount of incentive payments to the manager is set once every six months.
• The amount of incentive payments is established on the basis of the decision of the commission created by the order of the head of the structural (functional) division of the administration of the city of Nizhny Novgorod, acting as the founder, by issuing an order of the deputy head of the administration of the city of Nizhny Novgorod, who oversees the activities of the department for organizational and personnel support of the administration and the conclusion of an additional agreement to employment contract ( effective contract) the head of the educational organization.
• The order of work of the commission is established in accordance with Appendix 3 to these Regulations.

10.6. The following types of allowances and incentive payments are established for the head of an educational organization subordinate to the Department of Education of the Administration of the City of Nizhny Novgorod:

№ p/p	Index	Criterion	Size, % of salary
1.	Awarded academic degree:
	PhD	Availability	20 %
	PhD	Availability	30 %
2.	Conferred state awards of the Russian Federation, established in accordance with Decree of the President of the Russian Federation of 07.09.2010 No. 1099 "On measures to improve the state award system of the Russian Federation", as well as honorary titles established by the Ministry of the Russian Federation, provided for by order of 03.06.2010 No. 580 "On departmental awards of the Ministry of Education and Science of the Russian Federation"	Availability	10 %
3.	Work experience on leadership positions in the industry (length of service):	1 to 5 years 5 to 10 years 10 or more years	5 % 10 % 15 %
4.	Fulfillment of the municipal task:	up to 80% from 80.1 to 90% from 90.1 and more	not installed 10%20%
5.	disciplinary sanctions, instructions from supervisory authorities, justified complaints	absence	5 %
6.	Security specific gravity the number of teachers under the age of 35 in the total number of teachers in general education organizations	Availability	2 %
7.	Compliance with safety requirements in the course of organizing the work of an educational organization	Availability	5 %
8.	Achievement of volume indicators of educational organizations
8.1.	Number of students in autonomous and budgetary general educational organizations	up to 300 students from 301 to 600 from 601 to 800 from 801 to 1000 from 1001 to 1300 from 1301	not installed5%10%15%20%25%
9.	For heads of autonomous and budgetary educational organizations
9.1.	implementation in the organization of advanced level programs, in-depth study of individual subjects:	in 4 or less grades in 5-10 grades in more than 10 grades	5 % 10 % 15 %
9.2.	implementation of sociocultural projects (school museum, theater,	Availability	5 %
9.3.	social projects, scientific societies of students, etc.)	Availability	5 %
9.4.	participation of students in olympiads and competitions creation of an accessible	Availability	5 %
9.5.	environment for children with disabilities, implementation of programs to preserve the health of children	Availability	5 %
9.6.	additional education, attraction of extra-budgetary funds, funds of philanthropists organization of work in two and	Availability	5 %
9.7.	more buildings, work of sports grounds organization of the work of FOC	Availability	5 %

10.7. The heads of educational organizations newly appointed to the relevant operating organization are provided with incentive payments based on the assessment of the indicators established by subparagraphs 1, 2, 3, 8 of paragraph 10.6 of these Regulations and actually achieved by the time of appointment.

• Incentive payments to newly appointed leaders are established in the manner provided for in clause 10.5 of these Regulations, from the date of appointment to the position of head of an educational organization until the end of the current six months.
• For the heads of educational organizations newly commissioned (opened after a long break in work for more than 6 months), incentive payments are established based on project data.

10.8. An incentive payment is established for the head of an educational organization for organizing paid additional educational services.

• Payment for the organization of paid additional educational services is established based on the results of work for the quarter by a separate order of the head of the structural (functional) division of the administration of the city of Nizhny Novgorod, performing the functions of the founder in agreement with the deputy head of the administration of the city of Nizhny Novgorod in charge of the relevant area of ​​activity, on the basis of financial documents confirming the amount income from the organization of paid additional educational services.

Payment for the organization of paid additional educational services is established in the following amounts:

Quantitystudents	Income*, rub.	Amount of payment, % of income
up to 300	up to 12 000	not installed
	12 001 – 20 000	3
	20 001 – 35 000	3,5
	35 001 – 65 000	4
	65,001 or more	5
from 300 to 600	up to 20 000	not installed
	20 001 – 40 000	2,5
	40 001 – 70 000	3
	70 001 – 150 000	3,5
	150 001 – 250 000	4
	250 001 – 310 000	4,5
	310,001 or more	5
from 601 to 800	up to 40 000	not installed
	40 001 – 100 000	2
	100 001 – 150 000	2,5
	150 001 – 250 000	3
	250 001 – 350 000	3,5
	350 001 – 500 000	4
	500,001 or more	5
from 801 to 1000	up to 60 000	not installed
	60 001 – 130 000	2
	130 001 – 180 000	2,5
	180 001 – 350 000	3
	350 001 – 500 000	4
	500 001 – 1 000 000	4,5
	1,000,001 or more	5
from 1001 to 1300	up to 70 000	not installed
	70 001 – 230 000	2,5
	230 001 – 500 000	3
	500 001 – 700 000	4
	700 001 – 1 500 000	4,5
	1,500 or more	5
1301 and more	No more than 80,000	not installed
	80 001 – 250 000	2,5
	250 001 – 600 000	3
	600 001 – 800 000	3,5
	800 001 – 1 200 000	4
	1 200 001 – 1 600 000	4,5
	1,600,001 or more	5

* indicates the total income for the reporting quarter received through the organization of paid additional educational services.

10.9. Compensatory and incentive payments are established personally for the head of an educational organization for six months, based on an assessment of the achieved performance indicators of the organization for the previous period, with the exception of bonuses for length of service, for the presence of an academic degree, title, state awards.

10.10. Incentive payments to the deputy head and chief accountant of an educational organization are established by the head of the organization based on the criteria set out in the employee's employment contract.

• Compensatory payments are established to the deputy head and chief accountant of the educational organization on a general basis in accordance with Section 4 of these Regulations.

10.11. The head of an educational organization may be paid bonuses on the following grounds:

• in connection with the achievement by the head of the educational organization of 50, 55 years and subsequent anniversaries;
• to professional, state and city holidays;
• for participation in the implementation of the city education development program;
• according to the results of the work of the organization or the education system of the city (district);
• on other grounds.

The bonuses provided for in this paragraph are paid on the basis of the order of the head of the structural (functional) division of the administration of the city of Nizhny Novgorod, exercising the powers of the founder, in agreement with the deputy head of the city administration in charge of the relevant area of ​​activity, at the expense of savings in the wage fund of the educational organization and the maximum amount not limited.

Remuneration of deputy heads, chief accountant of an educational organization

11.1. The salary of deputy heads, the chief accountant of an educational organization consists of an official salary, compensation and incentive payments.

11.2. Indexation of wages of deputy heads, chief accountant of an educational organization cannot exceed the indexation of wages provided for by the resolution of the City Duma of the city of Nizhny Novgorod on the budget of the city of Nizhny Novgorod for the next financial year.

11.3. The official salaries of the deputy directors and the chief accountant of an educational organization are set by the head of the institution at 20 - 30 percent lower than the official salary of the director.

11.4. Official salaries for deputy directors, chief accountant of an educational organization are established in the employment contract (additional agreement to the employment contract), taking into account compensation payments.

11.5. The size of the official salary of the deputies and the chief accountant can only be changed in the event of a change in the official salary of the head of the educational organization.

11.6. The deputies of the director, the chief accountant of the educational organization are provided with incentive payments, including from the funds received from income-generating activities. These payments are established taking into account the target performance indicators of the organization.

11.7. The amount and types of incentive payments to deputy directors, chief accountant of an educational organization are established taking into account performance indicators, with the exception of bonuses for length of service, for having an academic degree, title, and state awards.

11.8. Compensatory payments are established to the deputy heads and the chief accountant of the educational organization on a general basis in accordance with Section 4 of these Regulations.

11.9. Incentive payments to deputy heads and chief accountant of an educational organization are established by the head of the organization based on the criteria set out in the employee's employment contract, in accordance with Section 5 of these Regulations.

11.10. Additional remuneration for the work of deputy directors and the chief accountant of an educational organization conducting teaching work is made on the basis of tariffication in the manner established for teaching staff. The volume of hours of teaching work of the deputy directors of the educational organization and the chief accountant is determined by the head of the educational organization for one academic year or half a year, but not more than 0.5 of the rate of the corresponding category of teaching staff.

Final provisions

12.1. This provision shall enter into force on 01.01.2016.

12.2. The Regulation is valid until the adoption of a new local act regulating the issues of remuneration of employees of an educational organization.

Annex 1

Appendix No. 1 to the regulation on the remuneration of employees of the Municipal Budgetary General Educational Institution "School No. YOUR NUMBER"

Basic salaries for professional qualification groups for positions of employees of educational institutions

professionalqualifyinggroup	Qualificationtionallevel	The minimum salary for the PKG	raisingcoefficient
Industry-wide positions of first-level employees	1	2880	1,00	2880
	2		1,07	3089
Industry-wide positions of second-level employees	1	3018	1,00	3018
	2		1,09	3302
	3		1,20	3621
	4		1,32	3994
	5		1,45	4367
Industry-wide third-level positions	1	3896	1,00	3896
	2		1,09	4260
	3		1,20	4686
	4		1,33	5165
	5		1,48	5751
Industry-wide positions of employees of the fourth level	1	6177	1,00	6177
	2		1,10	6816
	3		1,21	7455
Teaching staff	1	3600	1,00	3600
	2		1,10	4000
	3		1,16	4200
	4		1,22	4400
Heads of structural divisions	1	5112	1,00	5112
	2		1,04	5325
	3		1,09	5538
Teaching and support staff of the first level		3089	1,00	3089
Teaching and support staff of the second level	1	3302	1,00	3302
	2		1,05	3483

Basic salaries by professional qualification groups by occupations of workers

professionalqualifyinggroup	Qualificationtionallevel	Minimum wage rate for PCG	raisingcoefficient	Base salary according to the qualification level of the PCG
Industry-wide professions of workers of the first level	1	2769		2769
	1 r ETKS		1	2769
	2 r ETKS		1,04	2880
	3 r ETKS		1,09	3018
	2		1,14	3157
Industry-wide occupations of second-level workers	1	3162		3162
	4 r ETKS		1	3162
	5 r ETKS		1,11	3510
	2
	6 r ETKS		1,23	3889
	7 r ETKS		1,35	4269
	3(8 p ETKS)		1,49	4711
	4		1,63-1,79	5154 – 5660

Appendix 2

Annex No. 2 to the regulation on the remuneration of employees of the Municipal Budgetary General Educational Institution "School No. YOUR NUMBER"

List of positions of employees related to the main staff of the Municipal Budgetary Educational Institution

"School No. YOUR NUMBER"

Well, you and I have considered the Regulations on the remuneration of employees of a municipal budgetary educational institution.

Good luck and success!

GOVERNMENT OF THE BRYANSK REGION

RESOLUTION

On approval of the Model Regulations on the remuneration of employees of state budgetary and autonomous institutions of the Bryansk region in the field of providing services to the population in organizing recreation on a paid basis

Document as amended by:
dated 01/23/2017 N 14-p,
Decree of the Government of the Bryansk region dated May 15, 2017 N 230-p,
Decree of the Government of the Bryansk region of February 19, 2018 N 54-p.
____________________________________________________________________


In accordance with the Law of the Bryansk Region, the Government of the Bryansk Region

decides:

1. Approve the attached Approximate regulation on the remuneration of employees of state budgetary and autonomous institutions of the Bryansk region in the field of providing services to the population in organizing recreation on a paid basis.

2. Administration of the Governor of the Bryansk region and the Government of the Bryansk region together with the department public service on labor and employment of the population of the Bryansk region to monitor compliance with the procedure for remuneration of employees of state budgetary and autonomous institutions in the field of providing services to the population in organizing recreation on a paid basis.

3. This resolution comes into force from the moment of its official publication.

5. To impose control over the execution of the resolution on the Deputy Governor of the Bryansk region, Filipenko Yu.V.

Governor
A.V. Bogomaz

Approved
Government Decree
Bryansk region
dated December 25, 2015 N 691-p

EXAMPLE REGULATIONS on the remuneration of employees of state budgetary and autonomous institutions of the Bryansk region in the field of providing services to the population in organizing recreation on a paid basis

I. General provisions

1.1. This Model Regulation on the remuneration of employees of state budgetary and autonomous institutions of the Bryansk region in the field of providing services to the population in organizing recreation on a paid basis (hereinafter referred to as the Regulation) was developed in accordance with the Labor Code of the Russian Federation, the Law of the Bryansk Region of December 29, 2014 N 89- Z "On wage systems for employees of state institutions of the Bryansk region", Uniform recommendations on the establishment at the federal, regional and local levels of wage systems for employees of state and municipal institutions for 2015, approved by the decision of the Russian tripartite commission for the regulation of social and labor relations of December 24 2014, protocol N 11, and other regulatory legal acts of the Russian Federation and the Bryansk region regulating the issues of remuneration of employees of state institutions.

Taking into account this Regulation, systems of remuneration for employees of state budgetary and autonomous institutions of the Bryansk region in the field of providing services to the population in organizing recreation on a paid basis (hereinafter referred to as state institutions) are being developed.

1.2. Remuneration systems for employees of state institutions (hereinafter referred to as employees), including salaries (official salaries), compensation and incentive payments, are established by collective agreements, agreements, local regulations, taking into account the opinion of the representative body of employees and other regulatory legal acts of the Russian Federation containing labor law norms, the Law of the Bryansk region dated December 29, 2014 N 89-Z "On wage systems for employees of state institutions of the Bryansk region" and regulatory legal acts of the Government of the Bryansk region.

1.3. This Regulation includes:

minimum salaries (official salaries), established on the basis of the requirements for the level of qualifications that are necessary for the implementation of the relevant professional activity, taking into account the complexity and volume of work performed;

compensation payments in accordance with the list of types of compensation payments approved by the regulatory legal act of the Government of the Bryansk region, and the conditions for their implementation in accordance with the current legislation;

incentive payments in accordance with the list of types of incentive payments approved by the regulatory legal act of the Government of the Bryansk region, and the conditions for their implementation;

terms of remuneration for heads of institutions, their deputies and chief accountants, including salaries, amounts and conditions for making compensation and incentive payments.

1.4. The monthly salary of employees (excluding incentive payments) established in accordance with this Regulation cannot be less than the monthly salary (excluding incentive payments) paid in accordance with the previously applied wage system, subject to maintaining the scope of official duties employees and their performance of work of the same qualification.

1.5. The monthly salary of an employee who has fully worked out the standard of working hours for this period and fulfilled the labor standards (labor duties) cannot be lower than the minimum wage established by the regional agreement on the minimum wage in the territory of the Bryansk region for the corresponding year.

1.6. The remuneration of labor of employees employed part-time, as well as on a part-time basis, is made in proportion to the hours worked. The determination of wages for the main position, as well as for the position held in combination, is carried out separately for each of the positions.

1.7. The wage fund of employees is formed on the basis of funds received from income-generating activities.

The payroll fund for employees of state institutions is formed for a calendar year based on staffing workers.

When forming the payroll fund for employees, the following funds are provided for payment (per year):

a) 12 salaries (official salaries);

b) compensation and incentive payments - 15.2 salaries (official salaries).

The annual wage fund of employees of a state institution is subject to recalculation and adjustment in the following cases:

changes in staffing (staffing);

significant changes in the conditions of remuneration;

establishing compensation payments that are permanent in nature (within the limits of the formed wage fund);

adoption by the executive authority, which exercises the functions and powers of the founder in relation to the institution, of a decision to allocate an additional amount of subsidy to the budgetary and autonomous institutions on financial support for the fulfillment of the state task by them;

if funds are available or additional income is received through extrabudgetary activities.

1.8. The terms of remuneration, including the size of the salary (official salary) of the employee, the amount and conditions for making compensation and incentive payments, are mandatory for inclusion in the employment contract.

1.9. The salary of each employee depends on his qualifications, the complexity of the work performed, the quantity and quality of the labor expended, and is not limited to maximum sizes.

II. The procedure and conditions for remuneration of employees

2.1. The salaries (official salaries) of employees holding positions of employees are established on the basis of attributing the positions of employees they hold to the qualification levels of professional qualification groups (hereinafter - PKG), approved in the prescribed manner. For positions of employees not included in the PKG, the size of official salaries is established on the basis of the requirements for the level of qualifications that are necessary for the implementation of the relevant professional activity, taking into account the complexity and volume of work performed. dated 01/23/2017 N 14-p)

The salaries of workers engaged in labor activities in the professions of workers are established depending on the category of work performed in accordance with the Unified Tariff and Qualification Reference Book of Works and Professions of Workers. (as amended by the Decree of the Government of the Bryansk Region of 01/23/2017 N 14-p)

Local regulations establish fixed salaries (official salaries) for each profession (position), but not less than the minimum salary (official salaries) established by this Regulation. (as amended by the Decree of the Government of the Bryansk Region of 01/23/2017 N 14-p)

2.1.1. Recommended minimum wages for employees holding positions classified as professional qualification groups approved by Order of the Ministry of Health and Social Development of Russia dated May 29, 2008 N 247n "On approval of professional qualification groups for industry-wide positions of managers, specialists and employees":

PKG Qualification Levels
"Industry-wide positions of first-level employees"
1 qualification level
2 qualification level
Professional qualification group "Industry-wide positions of employees of the second level"
1 qualification level
2 qualification level
3 qualification level
4 qualification level
Professional qualification group "Industry-wide positions of employees of the third level"
1 qualification level
2 qualification level
3 qualification level
4 qualification level
5 qualification level
Professional qualification group "Industry-wide positions of employees of the fourth level"
1 qualification level
2 qualification level
3 qualification level

(As amended by the Decree of the Government of the Bryansk Region of February 19, 2018 N 54-p)

2.1.2. The minimum wages for employees holding positions not assigned to professional qualification groups:

Job title	Minimum official salary (rub.)
Wellness center manager
Chief Engineer

(As amended by the Decree of the Government of the Bryansk Region of February 19, 2018 N 54-p)

2.1.3. The minimum wages of workers engaged in labor activities in the professions of workers are established depending on the category of work performed in accordance with the Unified Tariff and Qualification Reference Book of Works and Professions of Workers:

The category of work performed in accordance with the Unified Tariff and Qualification Directory of Works and Professions of Workers	Official salary (rub.)

(As amended by the Decree of the Government of the Bryansk Region of February 19, 2018 N 54-p)

2.2. Taking into account the working conditions, compensation payments are established for employees, provided for in Section IV of these Regulations.

2.3. Employees are provided with incentive payments provided for in Section V of these Regulations.

2.1.4. The assignment of positions and professions established by the staffing table to the appropriate qualification level or category of work performed is carried out by the institution independently in accordance with the approved PKG and the Unified Tariff and Qualification Guide for Works and Professions of Workers based on the requirements for levels of compliance with professional activities and are reflected in the relevant local regulations institutions. (as amended by the Decree of the Government of the Bryansk Region of 01/23/2017 N 14-p)

III. Terms of remuneration of heads of institutions, their deputies and chief accountant

The official salary of the head of the institution is determined by the employment contract.

The size of the official salary of the head is determined depending on the complexity of the work, including taking into account the scale of management and the characteristics of the activities and significance of the institution.

The criterion for determining the scale of management, the characteristics of the activities and the significance of institutions is the volume paid services for the population on the organization of recreation, the number of consumers who used the services of the institution for the year preceding the billing period:

A group of institutions depending on the scale of management, characteristics of activities and significance	Criteria for the scale of management, the characteristics of the activities and the significance of the institution
	volume of paid services (thousand rubles)	number of consumers
	over 14000.0	over 10 thousand people
	less than 14000.0	less than 10 thousand people

The salaries of managers by groups of institutions, depending on the scale of management, characteristics of activities and significance:

Groups of institutions depending on the scale of management, characteristics of activities and significance	Official salary (rub.)

(As amended by the Decree of the Government of the Bryansk Region of February 19, 2018 N 54-p)

The size of the official salaries of the deputy head of the institution, the chief accountant are established by the employment contract, taking into account the complexity of the labor (official) duties performed, by 10-30 percent lower than the official salary of the head of the institution.

Taking into account the working conditions, compensation payments are established to the head of the institution, his deputies and the chief accountant, as provided for in Section IV of these Regulations.

Incentive payments to the head are established by the executive body exercising the functions and powers of the founder, in accordance with Section V of these Regulations, depending on the achievement of performance targets set for the institution. The criteria for evaluating the effectiveness and efficiency of the activities of the head of the institution are approved by the executive authority that exercises the functions and powers of the founder.

The deputies of the head, the chief accountant of the institution are set incentive payments in accordance with Section V of these Regulations.

The maximum level of wages of managers, their deputies and chief accountants of institutions is established by determining the ratio of the average monthly wages of managers, their deputies and chief accountants of institutions and the average monthly wages of employees of institutions (excluding the wages of the corresponding manager, his deputies, chief accountant), formed for account of all sources of financial security and calculated for the calendar year. (As amended by the Decree of the Government of the Bryansk Region dated May 15, 2017 N 230-p)

The average monthly salary of the head, deputy head, chief accountant and the average monthly salary of employees of institutions in order to determine the maximum level of the ratio is calculated in accordance with the decree of the Government of the Russian Federation on the specifics of the procedure for calculating the average salary. (As amended by the Decree of the Government of the Bryansk Region dated May 15, 2017 N 230-p)

The maximum level of the ratio of the average monthly salary of managers, their deputies and chief accountants of institutions and the average monthly salary of employees of institutions is established in accordance with the regulatory legal act of the Government of the Bryansk Region by order of the executive authority that exercises the functions and powers of the founder in relation to institutions, for the calendar year for each institution depending on the group in terms of the scale of management, features of activities and significance. (As amended by the Decree of the Government of the Bryansk Region dated May 15, 2017 N 230-p)

The maximum level of the ratio of the average monthly salary of heads of institutions and the average monthly salary of employees of institutions, depending on the group in terms of the scale of management, features of activity and significance:

Groups of institutions	Limit level

The maximum level of the ratio of the average monthly salary of deputy heads and chief accountants of institutions and the average monthly salary of employees of institutions, depending on the group in terms of the scale of management, features of activity and significance:

Groups of institutions	Limit level

When establishing the terms of remuneration for the heads of institutions, the executive authority exercising the functions and powers of the founder in relation to the institutions should proceed from the need to ensure that the established maximum level of the ratio of the average monthly salary is not exceeded in the event that all performance indicators of the institutions and the work of their heads are met and incentive payments are received. at the maximum size. (As amended by the Decree of the Government of the Bryansk Region dated May 15, 2017 N 230-p)

IV. The procedure and conditions for establishing compensation payments

4.1. Compensatory payments, the amounts and conditions for their implementation are established by collective agreements, agreements, local regulations, taking into account the opinion of the representative body of employees and other regulatory legal acts containing labor law, taking into account the list of types of compensation payments approved by the regulatory legal act of the Government of the Bryansk region .

4.2. Taking into account the working conditions, the following compensation payments can be established for employees:

4.2.1. Additional payment to employees employed in work with harmful and (or) dangerous working conditions - is established in accordance with Article 147 of the Labor Code of the Russian Federation.

The additional payment is made based on the results of a special assessment of working conditions in the amount of at least 4% of the salary (official salary) established for various kinds works with normal conditions labor. If, according to the results of a special assessment of working conditions, the workplace is recognized as safe, then additional payment is not made.

4.2.2. Surcharge for night work is set for employees for each hour of work at night (from 22.00 to 06.00) in accordance with Article 154 of the Labor Code of the Russian Federation and Decree of the Government of the Russian Federation of July 22, 2008 N 554 "On the minimum amount of wage increases for work at night."

The amount of additional payment is not less than 20% of the salary (official salary) calculated per hour of work.

The salary calculated per hour of work is determined by dividing the salary (official salary) of the employee by the number of working hours in the corresponding month, depending on the established length of the working week.

4.2.3. Employees of institutions when combining professions (positions), expanding the service area, increasing the volume of work performed or performing the duties of a temporarily absent employee without exemption from work determined by the employment contract, are paid an additional payment in accordance with Article 151 of the Labor Code of the Russian Federation. The amount of the additional payment and the period for which it is established are determined by agreement of the parties to the employment contract, taking into account the content and (or) volume of additional work.

4.3. Payment for work on weekends and non-working holidays is made in the amount of:

not less than a single part of the salary (official salary) per day or hour of work - in excess of the salary (official salary), if work on a weekend or non-working holiday was carried out within the monthly norm of working time;

at least double the salary (official salary) per day or hour of work - in excess of the salary (official salary), if the work was performed in excess of the monthly norm of working time.

At the request of an employee who worked on a weekend or non-working holiday, he may be granted another day of rest. In this case, work on a weekend or non-working holiday is paid in a single amount, and the day of rest is not subject to payment.

4.4. Overtime work is paid for the first two hours of work at least one and a half times, for subsequent hours - at least twice the amount of the part of the salary (official salary) per hour of work. At the request of the employee, overtime work, instead of increased pay, may be compensated by providing additional rest time, but not less than the time worked overtime.

4.5. The specific amount of payments is established by the collective agreement, agreements, local regulations, taking into account the opinion of the representative body of employees.

V. Types, conditions, amount and procedure for establishing incentive payments

5.1. In order to strengthen the interest of employees of institutions in improving the quality, effectiveness and efficiency of their professional activities, incentive payments are established in accordance with the list of types of incentive payments approved by the regulatory legal act of the Government of the Bryansk region.

The procedure for establishing incentive payments and the conditions for their implementation are adopted by the institution independently in accordance with local regulations, taking into account the opinion of the representative body of employees and within the wage fund.

5.2. The following incentive payments are established for employees of institutions:

bonus for labor intensity;

award for quality work;

bonuses based on the results of work for the reporting period (month, quarter, year).

5.3. When establishing a bonus for the intensity of work, it is recommended to take into account:

intensity and intensity of work;

participation in the performance of important work, events;

ensuring trouble-free, trouble-free and uninterrupted operation of the institution;

organizing and holding events aimed at increasing the authority and image of the institution.

The bonus for the intensity of work is set monthly based on an assessment of the intensity and results of the work, which is carried out according to the criteria established by:

for the head of the institution - by the order of the founder; (as amended by the Decree of the Government of the Bryansk Region of 01/23/2017 N 14-p)

for other employees - by a local normative act, taking into account the opinion of the representative body of employees.

5.4. It is recommended to pay a monthly bonus for quality performance of work for:

compliance with the requirements of standards, technologies;

observance deadlines provision of services to the population;

lack of justified customer complaints;

high-quality preparation and implementation of activities related to the statutory activities of the institution;

quality preparation and timely reporting of the institution.

The award for quality work is set by:

for the director of an institution - on the basis of the criteria established for evaluating the activities of the institution by the order of the founder, up to 50% of the official salary;

for other employees - based on the criteria for assessing the quality of work performed, approved by the local regulatory act of the institution, taking into account the opinion of the representative body of employees in the amount of up to 100% of the salary (official salary).

5.5. The payment of bonuses for the reporting period (month, quarter, year) is recommended to be carried out in order to encourage employees based on the results of their work.

Award takes into account:

successful and conscientious performance by the employee of his official duties in the relevant period;

initiative, creativity and application in the work of modern forms and methods of labor organization;

high-quality preparation and holding of events related to the statutory activities of the institution;

performance of the assigned work related to the provision of the work process or the statutory activities of the institution;

high-quality preparation and timely delivery of reports;

participation during the relevant working period in the performance of important work, events, etc.

Bonus payments to employees of state institutions are made in accordance with the local regulatory act of the institution, agreed with the representative body of employees, if there are funds or additional income from extrabudgetary activities (from the profit remaining at the disposal of the institution).

The bonus is paid to the head of the institution on the basis of the criteria established for evaluating the activities of the institution by the order of the founder, within the available funds (wage fund) from the profit remaining at the disposal of the institution.

VI. Final provisions

6.1. Savings in the wage fund can be used to make social payments to employees (including the provision of material assistance). The procedure and conditions for making payments of a social nature are determined by a local regulatory act of a state institution.

The text of the document is verified by:
official mailing,
Official Internet portal
legal information www.pravo.gov.ru

Registration N 35377

In accordance with Decree of the Government of the Russian Federation of August 5, 2008 N 583 "On the introduction of new wage systems for employees of federal budgetary, autonomous and state institutions and federal state bodies, as well as civilian personnel of military units, institutions and divisions of federal executive bodies, in which the law provides for military and equivalent service, the remuneration of which is currently carried out on the basis of the Unified tariff scale for remuneration of employees of federal state institutions "(Sobranie Zakonodatelstva Rossiyskoy Federatsii, 2008, No. 33, Art. 3852; No. 40, Art. 4544; 2010, N 52, item 7104; 2012, N 21, item 2652; N 40, item 5456; 2013, N 5, item 396; 2014, N 4, item 373) I order:

1. Approve the attached Approximate regulation on remuneration of employees of federal state budgetary institutions in the field of scientific research and development, subordinate to the Federal Agency for Scientific Organizations.

2. Recommend that federal state budgetary institutions in the field of research and development, subordinate to the Federal Agency for Scientific Organizations, bring wage systems in line with the Model Regulations approved by this order by January 1, 2015.

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

Head M. Kotyukov

Approximate regulation on remuneration of employees of federal state budgetary institutions in the field of scientific research and development, subordinate to the Federal Agency for Scientific Organizations

I. General provisions

1. An approximate regulation on the remuneration of employees of federal state budgetary institutions in the field of scientific research and development, subordinate to the Federal Agency for Scientific Organizations (hereinafter, respectively - the Regulations, institutions), was developed in accordance with the Decree of the Government of the Russian Federation of August 5, 2008 N 583 "On introduction of new wage systems for employees of federal budgetary, autonomous and state institutions and federal state bodies, as well as civilian personnel of military units, institutions and subdivisions of federal executive bodies, in which the law provides for military and equivalent service, whose remuneration is currently is carried out on the basis of the Unified tariff scale for remuneration of employees of federal state institutions "(Sobraniye Zakonodatelstva Rossiyskoy Federatsii, 2008, N 33, Art. 3852; N 40, Art. 4544; 2010, N 52, Art. 7104; 2012, N 21, 2652; No. 40, article 5456; 2013, No. 5, article 396; 2014, N 4, art. 373), taking into account the Recommendations on the development by federal state bodies and institutions - the main managers of federal budget funds of approximate provisions on the remuneration of employees of subordinate federal budgetary institutions, approved by order of the Ministry of Health and Social Development of the Russian Federation of August 14, 2008 N 425n "On Approval Recommendations on the development by federal state bodies and institutions - the main managers of federal budget funds of approximate provisions on remuneration of employees of subordinate federal budgetary institutions "(recognized by the Ministry of Justice of the Russian Federation as not requiring state registration, letter of the Ministry of Justice of the Russian Federation dated August 25, 2008 N 01 /8393-AB) as amended by Order No. 103n of February 20, 2014 of the Ministry of Labor and Social Protection of the Russian Federation (registered by the Ministry of Justice of the Russian Federation on May 15, 2014, registration No. 32284; Rossiyskaya gazeta, 2014, N 118).

2. This Regulation governs the procedure for remuneration of employees of the institution from all sources of funding.

3. The remuneration system for employees of institutions is established by a collective agreement, agreement, local normative act in accordance with labor legislation, other regulatory legal acts of the Russian Federation containing labor law norms. When approving the regulation on the remuneration of employees of the institution, it is necessary to take into account the opinion of the representative body of employees. The size of salaries (official salaries), compensation and incentive payments are established within the limits of the wage fund of the institution.

4. The savings of the wage fund can be used to make social payments, including the provision of material assistance, in accordance with the local regulations of institutions on social payments or a collective agreement.

5. The determination of wages is carried out in accordance with the system of remuneration of employees of institutions both for the main positions and for positions held in combination. Remuneration of employees of institutions employed part-time, as well as on a part-time or part-time basis, is made in proportion to the time worked or depending on the amount of work performed. The determination of wages for the main position, as well as for the position held in combination, is carried out separately for each of the positions.

6. The salary of each employee depends on his qualifications, the complexity of the work performed, the quantity and quality of the labor expended, and is not limited to the maximum amount, with the exception of cases provided for by labor legislation.

7. Wages of employees (excluding bonuses and other incentive payments) established in accordance with this Regulation cannot be less than wages (excluding bonuses and other incentive payments) paid in accordance with the previously applied wage system, provided that the volume of job duties of employees and their performance of work of the same qualifications.

II. The procedure and conditions for remuneration of employees of the institution

8. Remuneration systems for employees of the institution are established taking into account:

unified tariff-qualification directory of works and professions of workers;

a unified qualification directory of positions of managers, specialists and employees or professional standards;

state guarantees for wages;

a list of types of compensation payments in federal budgetary institutions;

a list of types of incentive payments in federal budgetary institutions;

of this Regulation;

recommendations of the Russian tripartite commission for the regulation of social and labor relations on the establishment at the federal, regional and local levels of wage systems for employees of state and municipal institutions, approved by the decision of the commission;

opinions of the workers' representative body;

labor rationing systems determined by the employer taking into account the opinion of the representative body of employees or established by a collective agreement on the basis of standard labor standards for homogeneous work (intersectoral, sectoral and other labor standards, including time standards, production standards, headcount standards, recommended staffing standards, service standards and other standard rules).

9. The amount of salaries (official salaries) of employees of institutions holding positions of employees is recommended to be established on the basis of attributing the positions of employees they hold to the qualification levels of professional qualification groups (hereinafter - PKG), approved in the prescribed manner.

If the positions of employees included in the PKG are not structured by qualification levels, then the salaries (official salaries) are set according to the PKG.

The minimum salaries (official salaries) for professional qualification groups / qualification levels are given in Appendix No. 1 to this Regulation.

10. Salaries (official salaries) are reviewed by the institution, if they are set in a smaller amount than these Regulations. The adoption of this Regulation is not a basis for reducing salaries (official salaries), if they are set in a larger amount, including in institutions participating in the implementation of the Decree of the Government of the Russian Federation of April 22, 2006 N 236 "On implementation in 2006 - 2008 pilot project to improve the system of remuneration of scientists and heads of scientific institutions and scientists scientific centers of the Russian Academy of Sciences" (Collection of Legislation of the Russian Federation, 2006, N 18, item 2003; 2007, N 16, item 1913; N 38, item 4546), taking into account the subsequent indexation of salaries (official salaries).

11. Salaries (official salaries) of deputy heads (heads) of structural divisions of the institution, with the exception of the salary (official salary) of deputy chief accountants, are recommended to be set at 10 - 20% lower than salaries (official salaries) of heads (heads) of the relevant structural divisions.

12. The salaries of employees of institutions engaged in labor activities in the professions of workers are recommended to be established depending on the category of work performed in accordance with the Unified Tariff and Qualification Reference Book of Works and Professions of Workers.

The minimum wages for the categories of work performed in accordance with the Unified Tariff and Qualification Reference Book of Works and Professions of Workers are given in Appendix No. 2 to this Regulation.

13. The remuneration of medical and pharmaceutical workers of institutions in the field of scientific research and development, which have clinical, polyclinic divisions (clinics) in their structure, is made in the manner established for these workers of health care institutions.

14. Payment for the work of pedagogical employees of institutions in the field of scientific research and development is carried out in the manner established for the said employees of institutions in the field of education.

15. Payment for the work of workers of culture and art of institutions in the field of scientific research and development is made in the manner established for these employees of institutions in the field of culture and art.

16. Taking into account the working conditions, compensation payments are established for employees of institutions, provided for in Chapter III of this Regulation.

17. Incentive payments are established for employees of institutions, provided for in Chapter IV of this Regulation.

III. The procedure and conditions for establishing compensation payments

18. Taking into account the working conditions and the norms of the current legislation, compensation payments are established for employees of institutions.

19. In accordance with the List of types of compensation payments in federal budgetary, autonomous, state-owned institutions, approved by order of the Ministry of Health and Social Development of the Russian Federation of December 29, 2007 N 822 (registered by the Ministry of Justice of the Russian Federation on February 4, 2008, registration N 11081; Rossiyskaya gazeta, 2008, N30), as amended by orders of the Ministry of Health and Social Development of the Russian Federation of December 19, 2008 N 738n (registered by the Ministry of Justice of the Russian Federation on January 21, 2009, registration N 13145; Rossiyskaya Gazeta, 2009 , N 15), dated September 17, 2010 N 810n (registered by the Ministry of Justice of the Russian Federation on October 13, 2010, registration N 18714; Rossiyskaya Gazeta, 2010, N 237) and by order of the Ministry of Labor and Social Protection of the Russian Federation of February 20, 2014 g. N 103n (registered by the Ministry of Justice of the Russian Federation on May 15, 2014, registration N 32284; Rossiyskaya gazeta, 2014, N 118), the following compensation payments can be made to employees of institutions:

a) payments to employees engaged in hard work, work with harmful and (or) dangerous and other special working conditions;

b) payments for work in areas with special climatic conditions;

c) payments for work in conditions that deviate from normal (when performing work of various qualifications, combining professions (positions), overtime work, working at night and when performing work in other conditions that deviate from normal);

d) allowances for work with information constituting a state secret, their classification and declassification, as well as for work with ciphers.

20. The remuneration of employees of institutions engaged in work with harmful, dangerous and special working conditions is made in an increased amount based on the results of a special assessment of working conditions. If, according to the results of a special assessment of working conditions, the workplace is recognized as safe, then an increase in wages is not made.

Compensation payments to employees of institutions in the field of scientific research and development, which have clinical, polyclinic units (clinics) in their structure, are made in the manner established for these healthcare workers.

21. The percentage premium for working with information constituting a state secret, their classification and declassification, as well as for working with ciphers, is established in the amount and in the manner determined by the legislation of the Russian Federation.

22. When combining positions (professions), expanding service areas, increasing the volume of work, or when performing the duties of a temporarily absent employee without exemption from work determined by the employment contract, employees of institutions are given an additional payment by agreement of the parties.

23. Additional payment for night work is made to employees of institutions for each hour of night work in accordance with Article 154 of the Labor Code of the Russian Federation (Sobraniye Zakonodatelstva Rossiyskoy Federatsii, 2002, No. 1, Art. 3; No. 30, Art. 3014, Art. 3033; 2003, N 27, item 270; 2004, N 18, item 1690; N 35, item 3607; 2005, N 1, item 27; N 13, item 1209; N 19, item 1752 ; 2006, N 27, item 2878; N 41, item 4285; N 52, item 5498; 2007, N 1, item 34; N 17, item 1930; N 30, item 3808; N 41, 4844; N 43, item 5084; N 49, item 6070; 2008, N 9, item 812; N 30, item 3613; N 52, item 6235, item 6236; 2009, N 1, 17, item 21; N 19, item 2270; N 29, item 3604; N 30, item 3732, item 3739; N 46, item 5419; N 48, item 5717; N 50, 6146; 2010, N 31, item 4196; N 52, item 7002; 2011, N 1, item 49; N 25, item 3539; N 27, item 3880; N 30, item 4586, Article 4590, Article 4591, Article 4596; No. 45, Article 6333, Article 6335; No. 48, Article 6730, Article 6735; No. 49, Article 7015, Article 7031; No. 50, Article 7359; N 52, article 7639; 2012, N 10, article 1164; N 14, article 1553; No. 18, art. 2127; N 31, Art. 4325; No. 47, art. 6399; No. 50, art. 6954, art. 6957, art. 6959; No. 53, art. 7605; 2013, N 14, art. 1666, Art. 1668; No. 19, Art. 2322, art. 2326, Art. 2329; No. 23, art. 2866, Art. 2883; No. 27, Art. 3449, Art. 3454, Art. 3477; No. 30, art. 4037; No. 48, art. 6165; No. 52, Art. 6986; 2014, N 14, art. 1542, art. 1547, art. 1548; No. 19, Art. 2321; No. 23, art. 2930; No. 26, Art. 3405; No. 30, art. 4217; "Official Internet portal of legal information" (www.pravo.gov.ru), November 5, 2014) (hereinafter referred to as the Labor Code of the Russian Federation) and Decree of the Government of the Russian Federation of July 22, 2008 N 554 "On the minimum amount of increase pay for work at night" (Sobraniye zakonodatelstva Rossiyskoy Federatsii, 2008, N 30, art. 3640).

The minimum amount of additional payment for night work (from 22:00 to 06:00) is 20% of the salary (official salary) calculated per hour of work, for each hour of work at night.

The calculation of the increase in wages for work at night is determined by dividing the salary (official salary) of an employee of the institution by the average monthly number of working hours in the corresponding calendar year, depending on the length of the working week established for the employee.

The amount of the increase in wages for night work for employees of institutions is established by a collective agreement, a local normative act adopted taking into account the opinion of the representative body of employees, and an employment contract.

24. Payment for overtime work, payment for work on weekends and non-working holidays for employees of institutions is established in accordance with Articles 152 and 153 of the Labor Code of the Russian Federation.

25. In areas with special climatic conditions, the wages of employees of institutions are applied:

a) regional coefficients;

b) coefficients for work in desert and waterless areas;

c) coefficients for work in high-altitude areas;

d) percentage bonuses for work experience in the regions of the Far North and equivalent areas, in the southern regions of Eastern Siberia and the Far East.

The specific amounts of coefficients, percentage surcharges and the conditions for their application are established in accordance with the legislation of the Russian Federation.

IV. The procedure and conditions for establishing incentive payments

26. In order to encourage employees of the institution for the work performed in accordance with the List of types of incentive payments in federal budgetary, autonomous, state-owned institutions, approved by order of the Ministry of Health and Social Development of the Russian Federation of December 29, 2007 N 818 (registered with the Ministry of Justice of the Russian Federation on February 1, 2008, registration N 11080; Rossiyskaya gazeta, 2008, N 28), as amended by orders of the Ministry of Health and Social Development of the Russian Federation of December 19, 2008 N 739n (registered by the Ministry of Justice of the Russian Federation on January 21, 2009 ., registration N13146; Rossiyskaya gazeta, 2009, N 15) and dated September 17, 2010 N 810n (registered by the Ministry of Justice of the Russian Federation on October 13, 2010, registration N 18714; Rossiyskaya gazeta, 2010, N 237), employees of the institution are the following types of incentive payments:

payments for intensity and high performance;

payments for the quality of work performed;

payments for continuous work experience, length of service;

performance bonuses.

27. Funds for remuneration, formed from the budgetary appropriations of the federal budget, may be directed by the institution for incentive payments. The recommended amount of funds for these payments should be at least 30% of the funds for wages, formed at the expense of the federal budget.

28. The decision on the introduction of incentive payments and the conditions for their implementation are taken by institutions independently within the wage fund, formed from all sources.

29. The amounts and conditions for the implementation of incentive payments are established by the regulation on the remuneration of the institution, collective agreements, agreements, local regulations. There are no maximum incentive payments.

30.1. For scientific workers of institutions:

the labor contribution of a researcher to the implementation of research work carried out by the institution (as part of temporary creative teams);

participation in the development of educational and methodological, scientific and methodological publications, manuals, recommendations, as well as participation in seminars held by the institution, speaking on behalf of the institution's management at conferences and symposiums;

publication activity in peer-reviewed domestic and leading foreign periodicals, in journals indexed in scientometric databases;

publication of monographs, books and textbooks on the profile of scientific activity of the institution;

mentoring, scientific supervision of graduate students carried out on behalf of the management of the institution;

organizing and holding events aimed at increasing the authority and image Russian science both within the country and abroad;

direct participation in the implementation of grants, competitions, civil law contracts, experimental groups and other income-generating activities;

direct participation in the implementation of national projects, federal and regional targeted programs in the field of scientific research, grants from state scientific funds;

availability of intellectual property objects, patents for them;

participation in methodological work and innovation activities institutions;

mastering programs for advanced training or professional training;

use of new effective technologies in progress;

successful implementation of research plans and other research work for a certain period (quarter, year) or upon completion of the work (stage);

achievements in the innovative activities of the institution;

30.2. For employees of institutions engaged in labor activities in the professions of workers:

a special mode of operation (associated with ensuring trouble-free, trouble-free and uninterrupted operation of engineering and economic and operational life support systems of the institution);

fulfillment of the most important urgent work.

31. It is recommended to use the funds released in the institution due to the abolition of incentive payments that do not really motivate employees to perform their job duties efficiently and efficiently, to increase the salaries of employees and to real incentive payments.

32. When establishing incentive payments to employees, the following shall be taken into account:

successful and conscientious performance by the employee of his official duties in the relevant period;

initiative, creativity and application in the work of modern forms and methods of labor organization;

high-quality preparation and holding of events related to the statutory activities of the institution;

performance of the assigned work related to the provision of the work process or the statutory activities of the institution;

high-quality preparation and timely delivery of reports;

participation of the employee in the performance of important work, activities.

33. The specific amount of the incentive payment can be determined both as a percentage of the salary (official salary) of the employee, and in absolute terms.

V. Terms of remuneration for heads of institutions, their deputies, chief accountant

34. The terms of remuneration for the heads of institutions are determined by an employment contract concluded in accordance with standard form an employment contract with the head of a state (municipal) institution, approved by Decree of the Government of the Russian Federation of April 12, 2013 N 329 (Sobraniye Zakonodatelstva Rossiyskoy Federatsii, 2013, N 16, Art. 1958).

35. The amount of the official salary of the head of the institution is determined by the Federal Agency for Scientific Organizations depending on the complexity of the work, including taking into account the scale of management, the characteristics of the activities and the significance of the institution, and is reflected in the employment contract, or in an additional agreement to the employment contract with the head of the institution.

36. Official salaries of deputy heads and chief accountants of institutions are set at 10 - 30% lower than the official salaries of the heads of these institutions by orders for the relevant institutions.

37. Incentive payments to the heads of institutions are paid by decision of the Federal Agency for Scientific Organizations, taking into account the achievement of performance indicators for the activities of institutions and their heads.

38. Compensatory payments are established for heads of institutions in accordance with Chapter III of this Regulation, depending on their working conditions.

39. Deputy heads of institutions and chief accountants are entitled to receive compensation and incentive payments in accordance with Chapters III and IV of this Regulation, depending on their working conditions.

AGREED APPROVED

Chairman of the Committee Director of MBUK "CKS"

for culture and tourism

THEM. Ustinova _______ N. V. Pavlova

POSITION

ON PAYMENT AND BONUSES OF EMPLOYEES

MUNICIPAL BUDGET INSTITUTION OF CULTURE

"CENTRALIZED CLUB SYSTEM"

ZMEINOGORSKY DISTRICT OF ALTAI TERRITORY

1.1. This regulation on the remuneration of employees of MBUK "CKS" (hereinafter -

"Regulation"), developed in accordance with the Labor Code of the Russian Federation, Decree of the Administration of the Zmeinogorsk District of the Altai Territory No. 136 dated April 18, 2016 "On Approval of the Sectoral Regulation on the Remuneration of Employees of Municipal Budgetary Institutions Subordinate to the Committee for Culture and Tourism of the Administration of the Zmeinogorsk District of the Altai Territory " and includes:

the procedure for establishing salaries (official salaries), wage rates; the procedure for establishing increasing coefficients for salaries (official salaries), wage rates;

names, conditions for implementation and amounts of compensation and incentive payments and criteria for their establishment;

conditions for the payment of financial assistance;

1.2. The wage system provides for:

the dependence of the amount of wages on the qualifications of specialists, the complexity of the work performed, the quantity and quality of labor expended, working conditions;

individual approach to the use of various types of incentive payments for high performance.

1.3. The payroll fund for employees of the institution is formed for a calendar year based on the amount of funds from the district budget allocated to pay wages to employees, funds received from income-generating activities and from other sources established by law.

1.4. The regulation on the remuneration of employees of the institution is approved by order of the head, taking into account the opinion of the representative body of employees and is agreed with the committee on culture and tourism of the Administration of the Zmeinogorsky district of the Altai Territory (hereinafter referred to as the "Founder").

1.5. The staffing of the institution is agreed with the Founder and approved by its head, and includes all the positions of the employees of the institution, which must comply with the statutory goals of the institution. The titles of positions must also correspond to the titles provided for by the Unified Tariff and Qualification Directory of Works and Professions of Workers, the Unified Qualification Directory for the Positions of Managers, Specialists and Employees and other regulatory legal acts of the Russian Federation.

1.6. The monthly salary of employees who have fully worked out the norm of working hours during this period and fulfilled labor standards (labor duties) cannot be lower than the minimum wage established by current legislation.

1.7. The remuneration of labor of employees employed part-time, as well as on the terms of part-time work or part-time work week, is made in proportion to the hours worked.

The determination of wages for the main position, as well as for the position held in combination, is carried out separately for each of the positions.

1.8. The terms of remuneration, including the amount of the salary (official salary), wage rates of the employee, increasing the coefficients to the salary (official salary), wage rate, compensation and incentive payments are mandatory for inclusion in the employment contract.

1.9. The same qualification categories as persons with the required education and/or work experience.

2. The procedure and conditions for remuneration of employees of institutions

2.1. Remuneration of cultural workers

2.1.1. The remuneration of labor of cultural workers consists of a salary (official salary), wage rate, payments when applying increasing coefficients to the salary (official salary), wage rate, compensation and incentive payments.

2.1.2. The salaries (official salaries), wage rates of employees of cultural institutions are established by the heads of the relevant institutions on the basis of the minimum amounts determined by Appendix 1 to this Regulation, taking into account the requirements for professional training and the level of qualifications that are necessary for the implementation of the relevant professional activity, on the basis of attributing positions occupied by employees to professional qualification groups (hereinafter - PKG), as well as based on the complexity and volume of work performed.

The assignment of positions of employees to professional qualification groups is carried out on the basis of orders of the Ministry of Health and Social Development of the Russian Federation of August 31, 2007 N 570 "On the approval of professional qualification groups for positions of workers in culture, art and cinematography", of May 29, 2008 N 247n "On the approval of professional qualification groups of industry-wide positions of managers, specialists and employees" and dated 14.03.2008 N 121n "On the approval of professional qualification groups for professions of workers in culture, art and cinematography".

2.1.3. To the salary (official salary), the wage rate of employees of cultural institutions, the following multiplying coefficients can be established:

personal multiplier;

multiplying factor for employees of institutions located in countryside.

2.1.4. The personal multiplier to the salary (official salary), the wage rate of the employee is set taking into account the level of his professional readiness, complexity, importance of work, degree of independence and responsibility in the performance of tasks and other factors. The decision to establish a personal multiplier and its size is made by the head of the institution in relation to each individual employee. The size of the personal multiplier can reach 3.0 and is accepted by the institution, taking into account the provision of the specified payment with financial resources.

2.1.5. The increase coefficient to the salary is established for a certain period of time during the corresponding calendar year.

2.1.6. For employees of institutions located in rural areas, as of December 31, 2004, in accordance with the legislation of the Russian Federation and the Altai Territory, who were entitled to higher tariff rates (salaries) compared to the rates (salaries) of specialists engaged in similar types of activities in urban areas , a multiplying coefficient is established for the salary (official salary), wage rate in the amount approved by the Decree of the Administration of the Zmeinogorsk district of the Altai Territory dated December 21, 2011 N 642 "On the introduction of sectoral wage systems for employees of municipal institutions of all types (autonomous, budgetary, state-owned), as well as employees of institutions (organizations) financed from the district budget.

2.1.7. The amount of payment when applying a personal multiplying factor (increasing factor) to the salary (official salary), wage rate is determined by multiplying the salary (official salary), wage rate by the personal increasing factor (increasing factor).

2.1.8. The application of a personal multiplier to the salary (official salary), wage rate does not form a new salary (official salary), wage rate and is not taken into account when calculating incentive and compensation payments established as a percentage of the salary (official salary), wage rate .

2.1.9. The application of a multiplying factor for employees of institutions located in rural areas forms a new salary (official salary), wage rate by multiplying the multiplying factor and is taken into account when calculating compensation and incentive payments.

2.1.10. The amount and procedure for establishing compensation, incentive payments, as well as the payment of material assistance to employees of cultural institutions are established by the local regulatory act of the institution in accordance with paragraphs 2.2 - 2.4 of this provision.

2.2. Remuneration of employees of institutions

industry-wide positions of managers, specialists

and employees, as well as carrying out activities for

industry-wide occupations of workers

2.2.1. The remuneration of employees of institutions holding industry-wide positions of managers, specialists and employees, as well as carrying out activities in industry-wide professions of workers, consists of a salary (official salary), wage rate, payments when applying multiplying factors to salary (official salary), wage rate, compensation and incentive payments.

For industry-wide occupations of workers can be applied hourly payment labor. The conditions and amount of payment for one hour of work are determined by the institution independently based on the established salary.

2.2.2. The amount of salaries (official salaries), wage rates for employees of institutions occupying industry-wide positions of managers, specialists and employees, as well as carrying out activities in industry-wide professions of workers, are established depending on the minimum wages (official salaries), wage rates of employees according to professional qualification groups of industry-wide positions of managers, specialists and employees, industry-wide professions of workers (Appendix No. 2).

2.2.3. Employees of institutions occupying industry-wide positions of managers, specialists, employees, as well as carrying out activities in industry-wide professions of workers, may be assigned a personal incremental coefficient to the salary (official salary), wage rate, taking into account the level of their professional preparedness, the degree of independence and responsibility in carrying out tasks and other factors. The decision to establish a personal multiplier to the salary (official salary), wage rate and its size is taken by the head of the institution personally in relation to a particular employee.

2.2.4. The size of the personal multiplier coefficient established for employees of institutions occupying industry-wide positions of managers, specialists, employees, as well as carrying out activities in industry-wide professions of workers, can reach 3.0.

2.2.5. The application of a personal multiplier to the salary (official salary), wage rate for the position held, profession does not form a new salary (official salary), wage rate and is not taken into account when calculating incentive and compensation payments established as a percentage of the salary (official salary ), wage rate.

2.2.6. Compensatory and incentive payments may be established for employees of institutions, as well as material assistance provided in accordance with paragraphs 2.3 - 2.7 of this regulation.

2.3. Compensatory payments

2.3.1. The types, amounts and conditions for making payments of a compensatory nature are established in the regulation on the remuneration of employees of the institution in accordance with labor legislation, other regulatory legal acts containing labor law norms, this regulation. These payments are specified in the employment contracts of employees and are made within the funds provided for wages.

In accordance with the list of types of payments of a compensatory nature and the procedure for their establishment, approved by the Decree of the Administration of the Zmeinogorsk district of the Altai Territory of December 21, 2011 N 642 "On the introduction of sectoral wage systems for employees of municipal institutions of all types (autonomous, budgetary, state-owned), as well as employees of institutions (organizations) financed from the district budget”, the following compensation payments can be established for employees of institutions:

payments to employees engaged in hard work, work with harmful and (or) dangerous and other special working conditions;

payments for work in conditions that deviate from normal (when performing work of various qualifications, combining professions (positions), overtime work, working at night and when performing work in other conditions that deviate from normal);

payments for work in areas with special climatic conditions;

personalized fee.

Compensatory payments are established to the salary (official salary), wage rate of employees and can be determined both as a percentage of the salary (official salary), employee wage rate, and in absolute terms.

2.3.2. Payments to employees engaged in heavy work, work with harmful and (or) dangerous and other special working conditions are established in accordance with Article 147 of the Labor Code of the Russian Federation.

The employer takes measures to conduct a special assessment of working conditions in the workplace in order to develop and implement an action program to ensure safe working conditions. If, according to the results of a special assessment of working conditions, the workplace is recognized as safe, then the specified payment is not made.

2.3.3. The amount of additional payments for combining professions (positions), expanding service areas and the period for which they are established are determined in accordance with labor legislation by agreement of the parties to the employment contract, taking into account the content and (or) volume of additional work.

An additional payment for an increase in the volume of work or the performance of the duties of a temporarily absent employee without exemption from work specified in the employment contract is established for the employee in the event of an increase in the volume of work established for him or the assignment of the duties of a temporarily absent employee to him. The amount of the additional payment and the period for which it is established are determined by agreement of the parties in the employment contract, taking into account the content and (or) volume of additional work.

Additional payment for work at night is made to employees in the amount of at least 20% of the salary (official salary), the wage rate for each hour of work at night. Night time is considered from 22:00 to 06:00. The specific amounts of wage increases for night work are established by a collective agreement, a local normative act adopted taking into account the opinion of the representative body of workers, and an employment contract.

Overtime work is paid in accordance with Article 152 of the Labor Code of the Russian Federation.

Payment for work on weekends and non-working holidays is established in accordance with Article 153 of the Labor Code of the Russian Federation.

Specific amounts of payments for work on weekends and non-working holidays may be established by a collective agreement, a local normative act adopted taking into account the opinion of the representative body of workers, and an employment contract.

2.3.4. Payments for work in areas with special climatic conditions are established in the amount determined by the regulatory legal acts of the Russian Federation and the Altai Territory, and are charged on all wages, including salary (official salary), wage rate, payments when applying increasing coefficients, compensatory and incentive payments.

2.3.5. A personalized additional payment is made to employees if the monthly salary of employees (without established bonuses and incentive payments) who have fully worked out the norm of working hours during this period and fulfilled labor standards (labor duties) is below the minimum wage established by current legislation. A personalized supplement is charged in the amount of the difference between the current monthly salary (without established bonuses and incentive payments) and the established minimum size wages.

2.4. Incentive payments

2.4.1. Types, amounts and conditions for the implementation of incentive payments are determined by institutions independently within the wage fund, established by collective agreements, agreements, local regulations of the institution in accordance with the list of types of incentive payments and the procedure for their establishment, approved by the Decree of the Administration of the Zmeinogorsky District of the Altai Territory of December 21 .2011 N 642 “On the introduction of sectoral wage systems for employees of municipal institutions of all types (autonomous, budgetary, state-owned), as well as employees of institutions (organizations) financed from the district budget”, and this provision and are specified in the employment contracts of employees.

Incentive payments are established to the employee in accordance with criteria that allow assessing the effectiveness and quality of his work.

The specific amounts of incentive payments to an employee are established in accordance with criteria that allow assessing the effectiveness and quality of his work, in the manner determined by this regulation, in accordance with the methodology for assessing the effectiveness of institutions for the provision of municipal services, approved by the Founder, or in agreement with him. (See Appendix No. 3 - Criteria for the effectiveness of employees of MBUK "CKS").

The amount of the incentive payment can be determined both as a percentage of the salary (official salary), the employee's wage rate, and in absolute terms.

The following incentive payments have been established for specialists of MBUK "CKS":

	job title	Head office,%	Branch (DK),%	Branch (DD),%
	Methodist for working with children and youth
	Club work methodologist
	cultural organizer
	Mass performance director
	sound engineer
	Artistic director
	Choirmaster (team with the title of "folk")
	Choirmaster (group without the title of "folk")
	Choreographer
	Head of club formation
	Head of the amateur association
	branch manager
	Director (team with the title of "people's")
	Director (team without the title of "people's")
	Head of the People's Film Studio

For employees of the Central House of Culture (the head institution), incentive payments have been increased, as they provide methodological assistance to the branches of the MBUK "CKS".

In order to encourage employees for the work performed, the following types of incentive payments can be established:

for the intensity and high results of work;

for the quality of work performed;

for work experience;

for the presence of a scientific degree, an honorary title, as well as an industry award in the main profile of professional activity;

performance bonuses.

2.4.2. Payment for the intensity and high results of work is established:

a) for the fulfillment of the main indicators of the activity of the institution, annually established by the order of the Founder;

b) for the introduction of new forms and the application of advanced methods of work, for the use of new technologies;

c) for the performance of work that is not included in the scope of the main duties of the employee, including those related to the implementation by the institution municipal programs development.

d) for the organization of methodological work with cultural institutions - to employees of institutions that perform the functions of the methodological department;

The amount of payment for the intensity and high results of work is determined by the head of the institution and can be set as a percentage or absolute ratio to the salary (official salary), wage rate in accordance with established criteria. The allowance is established for a certain period, but not more than a year, after which it can be maintained or canceled.

2.4.3. Payment for the quality of work performed is carried out in accordance with the criteria established according to the specifics of the institution, in the manner and amount provided for in this regulation.

2.4.4. Employees of institutions holding positions of specialists and (or) managers are set a monthly payment for work experience in the following amounts:

For calculus monthly allowance for the length of service, it includes periods of work in this institution, periods of filling positions in the state civil service, municipal service positions, periods of work in institutions of a similar profile or in a similar position in other organizations.

2.4.5. If an employee has a scientific degree or an honorary title corresponding to the profile of the institution's activities, as well as awards from the highest federal executive body in the field of culture, he may be given an increase in salary (official salary), wage rate.

Supplement amount:

for having a PhD degree - 8 percent, but not more than 3,000 rubles per month;

for the degree of doctor of science - 16 percent, but not more than 7,000 rubles per month;

for having an award from the highest federal executive body in the field of culture - 4 percent;

for the presence of honorary titles, the name of which begins with the words "Honored", provided that the honorary title corresponds to the main profile of the professional activity of the institution - 10 percent;

for the presence of honorary titles, the name of which begins with the words "People's", provided that the honorary title corresponds to the main profile of the professional activity of the institution - 20 percent.

It is recommended to establish an increase in salary (official salary), wage rate for having an academic degree or honorary title on one of the proposed grounds that are of the greatest importance to the employee.

2.4.6. Bonus payments based on the results of work are carried out at intervals, in the manner and in the amounts established by this regulation, within the limits of the available funds of the payroll fund.

In order to encourage employees for the high-quality performance of labor duties, the following types of bonuses are established based on the results of work:

Bonus based on the results of work for the reporting period (month, quarter, half year, year).

Award for the quality of work performed;

Award for the performance of particularly important and urgent work;

Award for intensity and high performance;

One-time (one-time) incentive bonuses.

2.4.7. The bonus based on the results of work for the reporting period (month, quarter, year) is paid in order to encourage employees for overall results labor according to the results of the reporting period from the funds of the district budget within the allocated appropriations and funds received from other income-generating activities.

When developing criteria for bonuses to employees, the following are taken into account:

successful and conscientious performance by the employee of his official duties in the relevant period;

participation during the relevant period in the performance of important work, events;

observance of working hours, absence of disciplinary sanctions.

2.4.8. The criteria for bonuses for the quality of work performed are:

initiative, creativity and application in the work of modern forms and methods of labor organization;

high-quality preparation and holding of events related to the statutory activities of the institution;

high-quality performance of the assigned work related to the provision of the work process or the statutory activities of the institution;

effectiveness of participation in competitions, festivals, grants different levels(getting a grant, winning 1,2,3 places, laureates);

participation in activities that generate income for the institution and attraction of extrabudgetary funds;

high-quality preparation and timely delivery of reports.

The bonus for the quality of work performed is established if the employees of the institution do not have an incentive payment to the salary (official salary), the wage rate for the quality of work or the criteria for bonuses for the quality of work performed differ from the criteria for accruing incentive payments.

2.4.9. The bonus for the performance of particularly important and urgent work is paid to employees at a time based on the results of such work in order to encourage efficiency, quality of work and is not limited to the maximum size. Bonus specific employee is carried out on the basis of the fulfillment of the tasks and duties assigned to him, taking into account the requirements set forth in the employment contract, and the specifics of the activities of the institution as a whole. The specific amount of the bonus is approved by the head of the institution, depending on the personal contribution of each employee to the overall results of the institution, based on the indicators established for this institution, and is not limited to a maximum amount.

2.4.10. The bonus for the intensity and high performance of work is paid to employees at a time. Award takes into account:

intensity and intensity of work;

a special mode of operation (associated with ensuring trouble-free, trouble-free and uninterrupted operation of engineering and economic and operational life support systems of the institution);

organizing and conducting events aimed at increasing the authority of the institution among the population;

direct participation in the implementation of national projects, federal and regional programs.

The bonus for the intensity and high results of labor is not limited to a maximum size. Bonuses for intensity and high performance are not applied to employees who have an incentive bonus for intensity and high performance.

2.4.11. One-time (one-time) incentive bonuses are paid:

according to the results of work for the year;

in connection with state or professional holidays, significant or professional anniversaries;

in connection with the awarding of government, regional and departmental awards;

in connection with the awarding of honorary titles and insignia of the Russian Federation;

2.4.12. By decision of the head of the institution, bonuses are carried out:

Heads of branches, heads of structural divisions of the institution, specialists and other employees directly subordinate to the head.

Bonuses for other employees employed in the structural divisions of the institution, branches - on the proposal of the head of the relevant structural unit, branch.

2.4.13. The procedure for awarding employees of the institution is determined by this regulation in accordance with clause 2.6. and carried out on the basis of the order of the head.

2.4.14. For each structural unit, branch, the head of the institution sets bonus indicators based on the functions assigned to the unit.

2.4.15. The minimum share of the total amount of funds received from income-generating activities directed by the institution for incentive payments to employees is 30%.

2.4.16. The head of the institution may decide to allocate a larger amount of funds allocated for these purposes, if there is sufficient income or if there is a need to encourage labor collective or individual employees for quality and efficient work on the grounds and in the manner established by this regulation and the local act of the institution.

2.5. The procedure for incentive payments (premiums)

on the implementation of performance indicators by the employee

2.5.1. Incentive payments (bonuses) for meeting performance indicators are paid to an employee on the basis of:

submitted reporting data on the performance of employee performance indicators for the reporting period (month, quarter, year);

the established deadlines for the submission of reporting data (submission of reporting data for the 1st, 2nd, 3rd quarter before the 5th day of the month following the reporting period, for the 4th quarter no later than 10-15 days before the end of the financial year);

explanatory note to the reporting data.

The information reflected in the explanatory note to the reporting data should be as complete as possible, be objective and contain a description of the work performed to achieve each indicator, if necessary, confirmed by appropriate calculations.

In addition, the explanatory note indicates the reasons that influenced the decrease (increase) in the performance of indicators.

The explanatory note (if any) may be accompanied by relevant documents confirming the actual fulfillment of the performance indicators of the employee.

Responsible for providing a report on the implementation of performance indicators of employees are the heads of the relevant structural units and (or) deputy heads of the institution in this area.

The calculation of the number of evaluation criteria for assessing the performance of the employee's performance indicators should be made in proportion to the reporting period for the payment of the bonus.

When rewarding an employee, the following should be taken into account:

Objectivity: the amount of an employee's remuneration should be determined on the basis of an objective assessment of the results of his work;

Transparency: the employee must know what remuneration he will receive depending on the results of his work;

Adequacy: remuneration should be adequate to the labor contribution of each employee to the result of the activities of the entire team, his experience and skill level;

Timeliness: reward should follow the achievement of the result;

Fairness: the rules for determining remuneration should be clear to every employee.

2.6 Conditions for incentive payments (premiums)

fulfillment of performance indicators by the employee

2.6.1 Bonuses for employees of a cultural institution are subject to:

performance indicators of their activities for the reporting period (month, quarter, year);

absence of failures in work and high-quality performance of their main tasks and functions (for heads of structural divisions - absence of failures in work and high-quality performance of the main tasks and functions of directly subordinates and divisions).

To sum up and evaluate the performance of performance indicators of employees for the corresponding reporting period, the

commission for assessing the achievement of target performance indicators of the MBUK "Centralized club system" of the Zmeinogorsky district of the Altai Territory and incentives for employees.

The degree of implementation of each performance indicator is evaluated in points. With the absolute fulfillment of all target indicators, the employee is set the maximum amount of evaluation criteria (100 or more points), which is the basis for paying him a bonus in full size(100%) provided for these purposes in the reporting period.

In case of non-fulfillment or incomplete fulfillment of certain indicators, the amount of the bonus is reduced in proportion to the sum of the evaluation criteria for the fulfillment of the indicators, taking into account that 1 point is equal to 1%.

2.6.2 An employee's bonus is based on the results of work for the relevant reporting period. If the performance indicator of an institution is assessed on an accrual basis, the assessment of employee performance indicators can also be carried out from the beginning of the reporting financial year on an accrual basis.

2.6.3 Bonus payments (bonus based on the results of work for the reporting period: month, quarter, year, half year), bonus for the quality of work performed, bonus for the performance of particularly important and urgent work, bonus for intensity and high performance and one-time (one-time) incentive bonuses) are paid to employees by decision of the head if there are savings in the wage fund.

2.7. Conditions for the payment of financial assistance

2.7.1. From the payroll fund, employees, the head of the institution can be provided financial assistance:

At the birth of a child, in the amount of 1,500 rubles.

In special cases (natural disaster; death of a family member: mother, father, wife, husband, children); an accident is made in the amount of 1500 rubles.

The provision of financial assistance in the event of the death of a member of the team, resulting from illness or accident, is made, in the amount of 5,000 rubles is paid to one of the close relatives (father, mother, husband (wife), children)

2.7.2. The decision to provide material assistance to an employee is made by the head of the institution on the basis of a written application from the employee.

Annex 1

to the payroll and

employee bonuses

MBUK "CKS"

"Positions of mid-level cultural workers"

	Job title
	Accompanist
	cultural organizer

Professional qualification group

"Positions of cultural workers of the leading link"

	Job title	Minimum salaries of employees, rubles
	sound engineer
	Accompanist-concertmaster
	leading stage master

Professional qualification group

"Positions of the management of cultural institutions"

Positions of employees employed in cultural and leisure organizations of the club type (centralized (inter-settlement) club system), and other similar cultural and leisure organizations
	Artistic director
	Artistic director of the branch of the organization of culture of the club type (centralized (inter-settlement) club system)
	Head of the branch of the organization of culture of the club type (centralized (inter-settlement) club system)
	Amateur theater director (studio)
	unqualified
	Ballet master of a choreographic group (studio), song and dance ensemble
	unqualified
	Choirmaster of an amateur vocal or choir group (studio)
	unqualified
	Head of the club formation (amateur association, studio, amateur art group, club of interests)
	unqualified

Appendix 2

to the payroll

and employee bonuses

MBUK "CKS"

PROFESSIONAL QUALIFICATION GROUP

GENERAL POSITIONS OF MANAGERS, SPECIALISTS

AND EMPLOYEES

Professional qualification group

"Industry-wide positions of first-level employees"

Professional qualification group "General industry positions of employees of the second level"

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

MINIMUM DIMENSIONS

SALARY (SALARY), WAGE RATES

EMPLOYEES BY PROFESSIONAL QUALIFICATION GROUPS

GENERAL POSITIONS OF MANAGERS, SPECIALISTS AND

EMPLOYEES, GENERAL INDUSTRY PROFESSIONS WORKERS

Professional qualification group	Salary (official salary), wage rate, rubles
Industry-wide positions of managers, specialists and employees
Professional qualification group of the third level
Professional qualification group of the fourth level
Industry-wide professions of workers
Professional qualification group of the first level
Professional qualification group of the second level

Attribution to industry-wide positions of managers, specialists, employees and workers in institutions is carried out in accordance with the orders of the Ministry of Health and Social Development of Russia dated May 29, 2008 N 247n "On approval of professional qualification groups for industry-wide positions of managers, specialists and employees" and dated May 29, 2008 N 248n "On approval professional qualification groups of industry-wide professions of workers".

Annex 3

to the payroll

and employee bonuses

MBUK "CKS"

CRITERIA

evaluation of performance for the main employees of cultural institutions of the Zmeinogorsky district of the Altai Territory

	Key personnel performance targets	Quantity		Reporting frequency
1. Branch manager
1. The main activity of the institution (60 points)
	Achievement of target indicators (indicators) of the activities of the branch institutions approved by the Committee for Culture and Tourism of the Administration of the Zmeinogorsky District of the Altai Territory		Branch manager's report	Annual (the report is provided quarterly, but to evaluate this indicator, the report for the 4th quarter with a cumulative total is used)
	Fulfillment of the approved municipal task: (for the 1st, 2nd, 3rd quarter (cumulative total) - indicators of the municipal task, determined only for quarterly reporting (indicators of volume and quality municipal service(work)); (for the 4th quarter (cumulative total) - all indicators of the municipal task (indicators of the volume and quality of the municipal service (work))		Branch manager's report	1 time per quarter
			Employee Report	1 time per quarter
	Openness and accessibility of information about the organization of culture (site work, systematic and high-quality updating of information on the site)		Branch manager's report	1 time per quarter
			Report of the branch manager, minutes of the public council in the presence of	1 time per quarter
	The presence of winners of competitions, festivals, reviews, conferences, olympiads, exhibitions (grand prix, laureate, 1,2,3 place, diploma winner.		Employee Report	1 time per quarter
2. Personal contribution to the implementation of the main tasks and functions of the institution (40 points)
	Timeliness of submission of monthly, quarterly, annual reports, statistical reporting, other information and their quality		Absence of an act of violation, memo, lack of comments	1 time per quarter
			The existence of an order disciplinary action, no comments	1 time per quarter
	Work on the improvement of the adjacent territory and the sanitary condition of the premises		Manager's report institutions about the work done, no comments	1 time per quarter
			Employee Report	1 time per quarter

		Quantity			Reporting frequency
2. Cultural organizer
				Employee Report	1 time per quarter
				Employee Report	1 time per quarter
	institutions			Employee Report	1 time per quarter
				Employee Report	1 time per quarter
				Employee Report	1 time per quarter
	Number of club formations (plan/actual)			Employee Report	1 time per quarter
	Number of members of club formations (plan/actual)			Employee Report	1 time per quarter
					1 time per quarter
	Compliance performance discipline and code of professional ethics		Leadership disciplinary order		1 time per quarter
			Employee Report		1 time per quarter
	IGOGO points:

Worker ________________ ______________________

Supervisor _______________ ______________________

Employee contact number ____________________________

	Performance targets for key employees	Quantity	Reporting form containing information on the achievement of the indicator	Reporting frequency
3. Artistic director
1. Main activity (75 points)
	Number of programs prepared and activities carried out (plan/actual)		Employee Report	1 time per quarter
	Number of event visitors (plan/actual)		Employee Report	1 time per quarter
			Employee Report	1 time per quarter
	The presence of participants in competitions, festivals, reviews, conferences, olympiads, exhibitions		Employee Report	1 time per quarter
	The presence of winners (grand prix, laureate, 1,2,3 place, diploma winner.		Employee Report	1 time per quarter
	Participation in the provision of paid services to the population		Employee Report	1 time per quarter
			Employee Report	1 time per quarter
	Satisfaction of the population with the services of the institution		Employee Report	1 time per quarter
2. Personal contribution to the implementation of the main tasks and functions of the institution (25 points)
	Timely and high-quality preparation of plans, reports		Act of violation, memo, oral remark	1 time per quarter
	Compliance with performance discipline and the code of professional ethics			1 time per quarter
	Work on self-education: study at a specialized higher education institution, college or a diploma of education -5 points, advanced training: The presence of a document of the appropriate sample on advanced training for the last 5 years, subject to 72 hours or more - 5 points		Employee Report	1 time per quarter
	TOTAL points

Worker ________________ _____________________

Supervisor _______________ ______________________

	Performance targets for key employees	Quantity	Reporting form containing information on the achievement of the indicator	Reporting frequency
4. Leaders of club formations
1. Main activity (70 points)
	Number of participants in amateur creative teams (plan / fact)		Employee Report	1 time per quarter
	Number of programs prepared and activities carried out (plan/actual)		Employee Report	1 time per quarter
	Participation in the provision of paid services to the population		Employee Report	1 time per quarter
			Employee Report	1 time per quarter
	Regular preparation of information about activities for publication on the website		Employee Report	1 time per quarter
			Employee Report	1 time per quarter
	Satisfaction of the population with the services of the institution		Employee Report	1 time per quarter
2. Personal contribution to the implementation of the main tasks and functions of the institution (30 points)
			Act of violation, memo, oral remark	1 time per quarter
	Compliance with performance discipline and the code of professional ethics		Order on disciplinary sanctions of the head	1 time per quarter
	Work on self-education: studying at a specialized higher education institution, college or diploma of education -5 points, advanced training: the presence of a document of the appropriate sample on advanced training for the last 5 years, subject to 72 hours or more -5 points		worker	1 time per quarter
	TOTAL points

Worker ________________ ______________________

Supervisor _______________ ______________________

Employee contact number ___________________________________________

	Performance targets for key employees	Quantity	Reporting form containing information on the achievement of the indicator	Reporting frequency
5. Sound engineer
Main activity (70 points)
	Timely and high-quality scoring of events		No comments, complaints	1 time per quarter
			Sound engineer's report	1 time per quarter
	Participation in the provision of paid services to the population		Sound engineer's report	1 time per quarter
	Number of members of the club formation (plan/actual)
	The presence of participants in competitions, festivals, reviews, conferences, olympiads, exhibitions, staff		Employee Report	1 time per quarter
	The presence of winners of competitions, reviews, festivals of various levels (grand prix, laureate, 1,2,3 place).		Employee Report	1 time per quarter
2. Personal contribution to the implementation of the main tasks and functions of the institution (30 points)
	Compliance with performance discipline and the code of professional ethics		Order on disciplinary sanctions of the head	1 time per quarter
	Timely and high-quality preparation of plans, reports, accounting journals circle work, information stands, photo albums, etc.		Act of violation, memo, oral remark	1 time per quarter
	Work on self-education: study at a specialized higher education institution, college or a diploma of education -5 points, advanced training: The presence of a document of the appropriate sample on advanced training for the last 5 years, subject to 72 hours or more - 5 points		Employee Report	1 time per quarter
	TOTAL points

Worker ________________ ______________________

Supervisor _______________ ______________________

Employee contact number ___________________________________________

	Performance targets for key employees	Quantity	Reporting form containing information on the achievement of the indicator	Reporting frequency
6. Methodist
Main activity (70 points)
	Number of programs prepared and activities carried out (plan/actual)		Employee Report	1 time per quarter
	Number of event visitors (plan/actual)		Employee Report	1 time per quarter
	Participation in the provision of paid services to the population		Employee Report	1 time per quarter
	Regular and high-quality preparation of information about activities for publication on the website		Employee Report	1 time per quarter
	Satisfaction of the population with services institutions		Employee Report	1 time per quarter
2. Personal contribution to the implementation of the main tasks and functions of the institution (30 points)
	Timely and high-quality preparation of plans, reports		Act of violation, memo, oral remark	1 time per quarter
	Compliance with performance discipline and the code of professional ethics		Order on disciplinary sanctions of the head
	Work on self-education: study at a specialized higher education institution, college or a diploma of education -5 points, advanced training: The presence of a document of the appropriate sample on advanced training for the last 5 years, subject to 72 hours or more - 5 points		Employee Report
	TOTAL points

Worker ________________ ______________________

Supervisor _______________ ______________________

Employee contact number __________________________________