The new wage system: its elements, disadvantages and advantages. Tariff system of wages. Features of remuneration of employees of the public sector Choosing a system of remuneration in the public sector

Economist. Experience in leadership positions in the manufacturing industry. Date of: October 14, 2018. Reading time 10 min.

From January 2019, state employees will receive 6% more. The salaries of teachers, doctors, scientists and social workers will increase - all of whom were discussed in the presidential May decrees. Since 2012, the salaries of state employees have been regularly raised, but even in 2019 they will not reach the planned targets of 100 and 200% of the average income in the regions.

State employees are customarily called all people whose work is paid from the state or municipal budget. However, by law, all recipients of state allowance are clearly divided into:

• state employees;
• civil servants;
• law enforcement officers.

This distinction is due to the different principles of payroll, incentive payments and the provision of benefits.

Therefore, when the government promises a salary increase for public sector employees in 2019, we are talking, first of all, about the categories that fall under the May presidential decrees, namely, workers in certain areas:

• educational;
• medical;
• social;
• scientific;
• cultural.

The level of income of state employees has always lagged far behind the average salary of Russians. In order to eliminate this imbalance and attract young professionals to the educational and medical sphere, Russian President Putin V.V. in 2012 instructed to bring the incomes of state employees to an acceptable level, namely to increase to the level of:

• not less than 100% of the income in the region of the salary of teachers, kindergarten teachers, medical middle and junior staff, social workers and cultural workers;
• 200% of regional salaries are incomes of teachers of higher educational institutions, doctors and scientists.

The salaries of state employees should have increased to the specified level by 2018.

Table 1. The level of salaries of state employees in relation to the average salary, 2013-2017

Speciality		2013	2014	2015	2016	2017	2018
	Plan, %	100	100	100	100	100	100
	Fact, %	94,9	94,3	94,4	94,4	94,6
	Plan, %	100	100	100	100	100	100
	Fact, %	96,9	96,7	106,3	102,2	101,0
	Plan, %	75	80	85	90	95	100
	Fact, %	73,5	80,6	83,4	85,1	94,1
	Plan, %	75	80	85	90	95	100
	Fact, %	83,9	84,9	93,5	85,1	93,2
Nursing staff	Plan, %	75,6	76,2	79,3	86,3	100	100
	Fact, %	80,4	80,7	88	86,3	87,5
Junior medical staff	Plan, %	50,1	51	52,4	70,5	100	100
	Fact, %	47,8	49,5	54,8	56,5	61,9
Social workers	Plan, %	47,5	58	68,5	79	89,5	100
	Fact, %	49,3	56,1	64,4	66,2	74,2
	Plan, %	53	59	65	74	85	100
	Fact, %	70,3	73,2	83,0	83,0	93,9
	Plan, %	47,5	58	68,5	79	89,5	100
	Fact, %	80,7	87,7	96,9	92,0	98,0
	Plan, %	129,7	130,7	137	159,6	200	200
	Fact, %	141	141,8	156	155,3	163,3
University teachers	Plan, %	110	125	133	150	175	200
	Fact, %	134,9	144,7	165,2	168,6	184,6
Researchers	Plan, %	128	134	143	158	179	200
	Fact, %	138,9	147,8	168,7	165,0	183,5

Source: Rosstat

Already at the beginning of 2018, it was clear that the salaries of public sector employees, despite annual salary increases, did not reach the planned targets. The growth of the minimum wage and the average wage of Russians outstripped the planned indicators of the program for the gradual improvement of wages in state (municipal) institutions in 2012–2018.

Therefore, in May 2018, the President of the country clearly indicated whether there would be an increase in the salaries of state employees. The program for improving wages continues to operate until the indicators are brought to the planned figures, that is, wages in the public sector will continue to grow, including in 2019.

By how much will the salaries of state employees be increased

The growth of wages of certain categories of public sector employees who fall under the May decrees is included in the federal budget. The project states that the nominal increase in 2019 will be 6% of the wages of the previous year.

A further increase in the wages of state employees is also planned:

• in 2020 - by 5.4%;
• in 2021 - by 6.6%.

However, the salaries of teachers and doctors are tied to the level of regional incomes. Therefore, bringing their income to the proper level is a priority goal for local budgets. It is the regions that should look for opportunities for an additional increase in the salaries of state employees.

For example, Sakhalin state employees have already been promised a 20% increase by officials, and workers in the amount of 5-15% by September 1, 2018.

See in the video how salaries will increase in the Krasnoyarsk Territory:

In addition, from the beginning of the year, the minimum wage will rise to 11,280 rubles. Growth in relation to the previous minimum wage will be only 1%. Since the salary increase is calculated on the basis of the regional “minimum salary”, and it can significantly exceed the minimum wage in the country, specialists with low salaries can receive an additional surcharge.

Reference! In May 2018, the minimum wage was increased by 18%, which significantly affected the wages of more than 1 million low-wage state employees.

Terms of increase

The salaries of state employees will increase from January 1, 2019. The news circulating on the network about the postponement of deadlines to October does not correspond to reality. Traditionally in October, investigators, military, civil servants, who are usually considered public employees. But this provision does not apply to medical workers, teachers, social and scientific workers. Their salaries will increase from the beginning of the year.

In addition, additional increases may be made during the year to coincide with professional holidays, the beginning of the school year, etc. But the decision on such allowances is made at the municipal level, so it may not affect all state employees.

What will be the average salary of state employees

Given the different levels of average wages in the regions, it is difficult to say by how much wages in the public sector will rise.

The actual figures will also be affected by other factors on which the amount of wages depends: length of service, qualifications, tariff rate, specialty, and other allowances.

If we talk about the average salary in the country, then it will be y:

• educators - 34,700 rubles;
• teachers - 44,760 rubles;
• additional education teachers -42,100 rubles;
• teachers of secondary vocational schools - 43,600 rubles;
• teachers teaching at universities - 93,000 rubles;
• doctors - 78,400 rubles;
• nurses - 39,000 rubles;
• junior medical personnel - 35,600 rubles;
• social workers - 34,600 rubles;
• employees of cultural institutions - 40,500 rubles;
• scientists - 102,000 rubles.

Many doctors, teachers, employees of cultural institutions are worried that their income will remain at the same level, and the increase in salary will only cover the amount of bonuses that they will be deprived of. This opinion is often spread on the network. But the figures say otherwise, as is the case with information about large-scale cuts in state employees and the transfer of their duties to colleagues who have remained to work.

Table 2. Dynamics of the number of state employees in 2013–2018

Speciality	2013	2014	2015	2016	2017	2018 ( I semester)
Educators and teachers of preschool education	573 695	572 389	592 430	605 563	611 575	612 209
Secondary school teachers	1 198 310	1 206 323	1 223 488	1 223 539	1 229 415	1 231 725
Teachers of additional education	257 533	250 372	255 257	252 970	242 470	229 345
Masters and teachers of vocational education	167 844	159 110	156 782	156 385	154 648	153 646
University teachers	268 068	251 558	238 471	222 946	208 531	200 516
Doctors and physicians with higher education	578 783	565 939	572 802	570 680	566 016	559 832
Nursing staff	1 442 157	1 401 660	1 401 460	1 383 466	1 353 193	1 324 004
Junior medical staff	687 139	650 464	598 892	546 698	423 940	298 882
Social workers	175 499	165 980	152 752	143 544	127 243	121 411
Employees of cultural organizations	670 006	588 507	573 567	564 586	529 346	500 383
Researchers	107 663	81 219	81 724	80 211	77 437	70 741
Teachers and doctors working with orphans	54 434	61 348	52 600	48 068	36 138	37 565
Total:	6 181 131	5 954 868	5 900 224	5 798 656	5 559 953	5 340 260

In budget organizations, employees enter into employment relationships with employers on behalf of the state, which in turn hires them. At the disposal of employers are transferred budgetary funds, which should ensure the fulfillment of the tasks set in accordance with the profile of the organization. As a rule, the tasks of budgetary organizations do not include making a profit.

Amounts and timing of wage increases employees of budgetary institutions are determined when forming the appropriate budgets for the next financial year, taking into account the growth in consumer prices for goods and services, as well as based on the available financial opportunities.

Remuneration in a budgetary organization is based on the following uniform principles:

1) the principle of ensuring that the amount of wages depends on the qualifications of the employee, the quantity and quality of labor expended without limiting its maximum size;

2) the principle of systematization of payments for the performance of work in special conditions and in conditions that deviate from normal;

3) the principle of a unified approach to the calculation of work experience;

4) the principle of using various types of incentive payments for high results, incentive bonuses set to tariff rates, as well as bonuses for the main results of work;

5) the principle of maintaining a unified procedure for attestation and qualification of employees;

6) the principle of tariffing of works and employees, taking into account the ETKS and the CEN;

7) the principle of ensuring an increase in the level of real wages.

The relationship between employees and employers of budgetary organizations is built within the framework of the funds allocated by the management body. Almost all the conditions for its implementation are regulated by higher management bodies and budgets. The terms of tariff payment in organizations of the public sector: healthcare, education, higher education, science, culture and a number of other industries are defined by Article 135 of the Labor Code of the Russian Federation “Setting wages” as amended by Federal Law No. 122-FZ of August 22, 2004 “On differentiation in the levels of remuneration of public sector employees on the basis of the Unified Tariff Scale”. This law states, in particular, that the use of the Unified Tariff Scale is mandatory for all institutions, organizations and enterprises that are on budget financing.

Unified tariff scale - a set of tariff categories of work (professions, positions), determined depending on the complexity of the work and the qualification characteristics of employees using tariff coefficients. The tariff coefficients of the Unified Tariff Scale and the tariff rates of the Unified Tariff Scale are given in the appendix to the Decree of the Government of the Russian Federation of October 02, 2003 No. 609. The Unified Tariff Scale has eighteen categories, with a rate ratio of 1:4.5. On the whole, the Unified Tariff Scale makes it possible to largely unify the remuneration of employees, while at the same time maintaining the possibility of flexible management of this remuneration.

Of course, the Unified Tariff Scale cannot be classified as a sufficiently perfect document. Its main drawback is the low level of tariff rates, and above all, the excessively low tariff rate of the 1st category.

Today, practically no one doubts the need to reform the system of remuneration of state employees. Its current state does not suit either the workers themselves or the citizens who use medical, educational and other social services ... The social soreness of this topic is obvious. The rates and salaries of even those categories of workers who are paid according to the highest categories of the ETS correspond only to the subsistence minimum. The vast majority of public sector specialists do not receive even this. In a number of regions, salary delays have become chronic. Therefore, the negativism shown by both some scientists and the "objects" of the UTS in relation to the very principles of remuneration for teachers, doctors, workers in science, culture, and art, laid down in the UTS, is not surprising.

51. TERMINATION OF AN EMPLOYMENT CONTRACT ON THE EMPLOYEE'S INITIATIVE (art. 80)

The employee has the right to terminate the employment contract by notifying the employer in writing no later than two weeks in advance, unless another period is established by this Code or other federal law. The specified period begins the next day after the employer receives the employee's application for dismissal.

By agreement between the employee and the employer, the employment contract may be terminated even before the expiration of the notice of dismissal.

In cases where the employee’s application for dismissal on his own initiative (of his own free will) is due to the impossibility of continuing his work (enrollment in an educational institution, retirement and other cases), as well as in cases of established violation by the employer of labor legislation and other regulatory legal acts, containing norms of labor law, local regulations, terms of a collective agreement, agreement or employment contract, the employer is obliged to terminate the employment contract within the period specified in the employee's application.

Prior to the expiration of the notice of dismissal, the employee has the right to withdraw his application at any time. Dismissal in this case is not carried out unless another employee is invited in his place in writing, who, in accordance with this Code and other federal laws, cannot be refused to conclude an employment contract.

Upon the expiry of the termination notice period, the employee has the right to stop work. On the last day of work, the employer is obliged to give the employee a work book, other documents related to work, at the written request of the employee, and make the final settlement with him.

If the employment contract has not been terminated after the expiration of the term of notice of dismissal and the employee does not insist on dismissal, then the employment contract continues.

As we said above, the remuneration for the work of an employee is set depending on his qualifications, complexity, quantity, quality and conditions of the work performed. Differentiation of wages according to these indicators is provided, as a rule, on the basis of the tariff system of remuneration.

According to Art. 143 of the Labor Code of the Russian Federation, the tariff system of remuneration includes:

tariff rates;

salaries (official salaries);

tariff scale;

Tariff coefficients.

The main element of the tariff system of remuneration are tariff rates.

Tariff rate - a fixed amount of remuneration of an employee for fulfilling a labor norm of a certain complexity (qualification) per unit of time without taking into account compensatory, incentive and social payments.

The tariff rate of the 1st category determines the minimum wage for unskilled labor per unit of time. The tariff scale is a set of tariff categories of work (professions, positions), determined depending on the complexity of the work and the requirements for the qualifications of employees using tariff coefficients.

At the same time, the tariff category is a value that reflects the complexity of work and the level of qualification of an employee, and the qualification category is a value that reflects the level of professional training of an employee.

The tariff coefficient establishes the ratio of the tariff rate of this category to the tariff rate of the first category. In other words, the tariff coefficient shows how many times the tariff rate of a given category is greater than the tariff rate of the first category.

Thus, the tariff scale is a scale that determines the ratio of wages when performing work of various qualifications. Modern labor legislation focuses on contractual and local regulation of wages. The type, system of remuneration, the size of tariff rates, salaries, bonuses, other incentive payments, organizations determine independently in collective agreements and local acts. Different organizations may establish different tariff scales, differing in the number of categories and the degree of increase in tariff coefficients. At the same time, wages in the public sector are set centrally, on the basis of the so-called Unified Tariff Scale (UTS).

The wage system for public sector employees was approved by Decree of the Government of the Russian Federation of August 5, 2008 N 583.

The Labor Code of the Russian Federation separately regulates the remuneration of employees of state and municipal institutions.

The specific terms and sizes of the increase in rates and salaries of employees of institutions and organizations financed from the budgets of the subjects of the Russian Federation and local governments are determined by the subjects of the Russian Federation and local governments independently, based on the available financial capabilities.

The Labor Code of the Russian Federation provides for the possibility of establishing by the Government of the Russian Federation basic salaries (basic official salaries) or basic wage rates for professional qualification groups of employees. These base salaries (base official salaries) and basic wage rates are the minimum that must in any case be paid to the relevant category of workers.

The main idea behind the introduction of base salaries is as follows. At present, when developing a wage system, it is necessary that the tariff part of wages be not less than the minimum wage, which, from September 1, 2007, is 4330 rubles. (Federal Law of April 20, 2007 N 54-FZ). At the same time, we are talking about the minimum monthly wage for the work of an unskilled worker when performing simple work under normal conditions. Base salaries will essentially be minimum wages for higher-skilled workers. The salary of a teacher, as well as a doctor, depends on many factors, but even if we are talking about an ordinary city school, where for some reason one student studies, all the same, a teacher cannot receive less than the base rate both in federal and and in regional and municipal institutions.

At the same time, professional qualification groups are understood as groups of professions of workers and positions of employees, formed taking into account the field of activity on the basis of the requirements for professional training and the level of qualification that are necessary for the implementation of the relevant professional activity. Professional qualification groups and criteria for classifying the professions of workers and positions of employees to professional qualification groups must be approved by the Ministry of Health and Social Development of the Russian Federation.

As expected, all professions and positions will be divided into five integrated qualification groups depending on qualifications. The first group: professions of workers and positions of employees that do not require vocational education. The second group: professions of workers and positions of employees that require primary or secondary vocational education, as well as heads of structural units that require primary vocational education. Third: civil servant positions requiring a higher professional education with a bachelor's qualification, and positions of heads of structural subdivisions requiring secondary vocational education. The fourth group: positions of employees requiring higher vocational education in the qualification of "certified specialist" or "master" qualification, as well as heads of structural units with higher professional education. Fifth group: unique employees, as well as employees who require a scientific degree or scientific title.

The enlarged qualification groups are subdivided into professional qualification groups. These are groups of professions of workers and positions of employees, formed taking into account the field of activity on the basis of qualification requirements for the level of vocational education and training. For example, professional and qualification groups of health workers, teachers, cultural workers, civilian personnel will be created in almost every industry. Then the professions and positions assigned to the professional qualification group, depending on the complexity, will be divided into qualification levels. The higher the difficulty, the higher the skill level. This is determined by the training required to work in a profession or position, taking into account the availability of certificates, qualification category, length of service, and so on.

A range of salaries will be established for each qualification level, and within these ranges, by qualification level, the salaries of the tariff rate in institutions will be established. The establishment of salaries is referred to the competence of the head of the institution.

Basic salaries (basic official salaries), basic wage rates established by the Government of the Russian Federation are provided by:

Federal state institutions - at the expense of the federal budget;

State institutions of the constituent entities of the Russian Federation - at the expense of the budgets of the constituent entities of the Russian Federation;

Municipal institutions - at the expense of local budgets.

Remuneration systems for employees of state and municipal institutions are established taking into account the Unified Tariff and Qualification Directory of Works and Professions of Workers, the Unified Qualification Directory for the Positions of Managers, Specialists and Employees, as well as taking into account state guarantees for wages, recommendations of the Russian tripartite commission for the regulation of social and labor relations (part 3, article 135 of the Labor Code of the Russian Federation) and the opinions of the relevant trade unions (associations of trade unions) and associations of employers.

Remuneration of labor of certain categories of public sector employees is carried out on the basis of special regulatory legal acts. So, for example, the remuneration of employees of higher educational institutions is regulated by the Federal Law of August 22, 1996 N 125-FZ "On Higher and Postgraduate Vocational Education". Scientific and pedagogical workers of higher educational institutions are given bonuses to official salaries (rates) in the amount of:

1) forty percent for the position of associate professor;

2) sixty percent for the position of professor;

3) 3000 rub. for the degree of Candidate of Sciences;

4) 7000 rub. for the degree of Doctor of Science.

As an example, you can calculate the salary of a university teacher. Suppose a candidate of legal sciences has been hired at a state university for the position of associate professor. Upon admission to work, he was paid according to the 15th category of the ETS. In this case, his salary can be calculated by the formula:

ZP \u003d minimum wage x MT of the Labor Code + AIT + TCI,

Where ZP - wages;

MLabor Code - inter-category tariff coefficient;

SMIC - the minimum wage;

AIT - allowance for the post of associate professor;

NCH ​​- allowance for the degree of candidate of sciences.

Thus, the salary of an associate professor of a university will be:

4330 x 3.036 + 4330 x 3.036 x 0.4 + 3000 = 13 145.88 + 5258.4 + 3000 = 21 404.28 rubles.

The remuneration of civil servants is regulated by the Federal Law of July 27, 2004 "On the State Civil Service of the Russian Federation". This Law establishes two possible schemes for remuneration of civil servants. The first - traditional - is based on the position occupied by a civil servant, the class rank assigned to him, as well as the right of an employee to additional payments depending on the length of service, the complexity of work, etc. The second - provides for remuneration of civil servants depending on the efficiency and effectiveness of their professional official activity. For civil servants, whose remuneration is made in the specified special order, the conditions of remuneration established by Parts 1 - 13 of Art. 50 of the Federal Law of July 27, 2004 N 79-FZ "On the State Civil Service of the Russian Federation" (that is, the official salary and salary for the class rank, various allowances, regional coefficients, etc. are not paid). At the same time, for this category of civil servants, all guarantees, benefits and compensations provided for by other articles of the Law remain.

According to the traditional scheme, the salary of a civil servant consists of three main parts:

official salary;

Salary for class rank;

Additional payments.

1. The official salary is the main element of the monetary content of any employee. It is a reward for the professional qualifications of an employee. The size of official salaries and salaries for the class rank for all federal civil servants must be established by a decree of the President of the Russian Federation on the pay of federal civil servants, adopted on the proposal of the Government of the Russian Federation.

At the level of the subjects of the Russian Federation, the sizes of official salaries of civil servants of the subjects of the Russian Federation are established by the regulations of the subjects of various levels. In this case, various approaches are used. So, official salaries can be set in a fixed amount of money (Penza region); in an amount that is a multiple of any basic indicator (Smolensk region, St. Petersburg); in an amount that is a multiple of the minimum (Omsk region) or maximum (Chita region) official salary of a civil servant.

2. As for salaries for class rank, an analysis of the legislation of the constituent entities of the Russian Federation shows that in practice one of the following approaches to determining this salary is usually used:

Establishing the amount of salary for a class rank in a fixed amount of money (Khanty-Mansi Autonomous Okrug, Penza and Tambov regions);

Establishing the amount of salary for a class rank in proportion to the official salary (Omsk, Smolensk, Sakhalin regions);

Establishing the amount of salary for a class rank in proportion to the salary for another position (Moscow Region);

Establishing the amount of salary for a class rank in proportion to a different amount (Oryol region, St. Petersburg).

If a civil servant has a qualification rank and a class rank (diplomatic rank), he is paid only one monthly bonus to the official salary established for federal civil servants of the state body in which he serves.

The official salary and the salary for the class rank together constitute the monthly salary of a civil servant. The salary of the monthly allowance is the minimum amount that any civil servant who has been assigned a class rank will receive for his service.

3. Additional payments depend on whether the employee has a certain length of service, the complexity of the work performed by him, the success of the employee in fulfilling the tasks assigned to him, etc.

Monthly bonus to the official salary for length of service in the civil service. It is established by federal law for all civil servants without exception in the following amounts:

With civil service experience as a percentage

From 1 year to 5 years - 10;

From 5 to 10 years - 15;

From 10 to 15 years - 20;

Over 15 years - 30.

In addition to the period of work in the civil service, some other periods of labor activity are included in the length of service, which gives the right to receive a bonus for length of service. The list of such periods for federal civil servants is established by the Decree of the President of the Russian Federation of September 3, 1997 "On the periods of work (service) included in the length of service of federal civil servants, giving the right to establish a monthly allowance to the official salary for length of service", for employees subjects of the Russian Federation - normative acts of the subjects of the Russian Federation.

Monthly bonus to the official salary for special conditions of civil service. The maximum amount of this allowance may not exceed 200% of the official salary. The specific amount of the monthly allowance for special conditions of civil service is determined by the representative of the employer.

Currently, Decree of the President of the Russian Federation of July 25, 2006 N 763 "On the allowance of federal civil servants" differentiates the amount of the monthly allowance for special conditions of public service, determining that it can be established:

For higher government positions - in the amount of 150 to 200 percent of the official salary;

For major government positions - in the amount of 120 to 150 percent of the official salary;

For leading government positions - in the amount of 90 to 120 percent of the official salary;

For senior government positions - in the amount of 60 to 90 percent of the official salary;

For junior government positions - up to 60 percent of the official salary.

The constituent entities of the Russian Federation use different approaches to establishing an allowance for special conditions of public service. So, in some subjects, different amounts of allowances are also established depending on the group of positions in the civil service (Ulyanovsk region, Jewish Autonomous District, Khanty-Mansiysk Autonomous District); in others - the same for all groups of positions (Smolensk and Voronezh regions).

Monthly percentage bonus to the official salary for work with information constituting a state secret. The amount and procedure for paying civil servants a monthly percentage bonus to their official salary for working with information constituting a state secret is determined by the Decree of the Government of the Russian Federation of September 18, 2006 "On the provision of social guarantees to citizens admitted to state secrets on a permanent basis, and employees of structural divisions for the protection of state secrets. In accordance with this Decree, officials admitted to state secrets on a permanent basis are given a monthly percentage bonus to their official salary (tariff rate) in the following amounts:

For work with information having a degree of secrecy of "special importance" - 50 - 75%;

For work with information that has a degree of secrecy "top secret" - 30 - 50%;

For work with information classified as "secret" - 10 - 15%.

The specified allowance is paid to officials and citizens who have access to information of an appropriate degree of secrecy, issued in accordance with the procedure established by law, and by decision of the head of a state authority, enterprise, institution or organization, constantly working with the specified information by virtue of official (functional) duties.

In addition, for employees of structural divisions for the protection of state secrets of state authorities, enterprises, institutions and organizations, in addition to the monthly percentage bonus indicated above, a monthly percentage bonus is provided for the official salary (tariff rate) for the length of service in the indicated structural divisions in the following amounts :

With work experience from 1 to 5 years - 10%;

With work experience from 5 to 10 years - 15%;

With work experience of 10 years or more - 20%.

Monthly cash incentive. Monthly monetary incentives, as their name implies, must be paid to the employee regularly in the amounts established for federal state bodies differentially by decrees of the President of the Russian Federation, and for state authorities of the constituent entities of the Russian Federation - by regulatory legal acts of the relevant subject. Thus, the monthly monetary incentive acts as a form of material incentives for the successful performance of official duties in the position being replaced.

Prizes. Bonuses are another form of encouragement for civil servants. Unlike monthly cash incentives, they are paid not for the mere fact of conscientious performance by the employee of their duties, but only for the performance of particularly important and complex tasks. The procedure for paying bonuses is determined by the representative of the employer, taking into account the provision of tasks and functions of the state body, the implementation of official regulations.

The maximum amount of bonuses is not limited by law, however, the wage fund for federal civil servants provides funds for the payment of bonuses in the amount of two monthly salaries per year.

One-time payments for annual paid leave and financial assistance. For their payment in the wage fund for the federal state body, funds are provided per year in the amount of 3 official salaries. At the same time, these payments are included in the monetary maintenance of a state civil servant. As examples of cases of financial assistance to a civil servant, marriage, the birth of a child, the death of a close relative, an accident, natural disasters, other emergencies, etc. are usually indicated.

The Federal Law of July 27, 2004 "On the State Civil Service of the Russian Federation" provides for the possibility of establishing other payments to civil servants. In the legislation of the constituent entities of the Russian Federation, one can find allowances for employees living in some constituent entities of the Russian Federation for an academic degree (Omsk and Perm regions, Yamalo-Nenets Autonomous Okrug); for an honorary title (Pskov region, Yamalo-Nenets Autonomous Okrug); for performing the duties of a temporarily absent employee without being released from their main job (Saratov Region); for work with ciphers used in encryption networks and for the honorary title of the Russian Federation (Voronezh region); for particularly difficult conditions of service (Pskov region, Khanty-Mansi Autonomous Okrug), etc.

For individual positions in the civil service, a monetary allowance can be established in the form of a single monetary remuneration, which takes into account all monthly payments, except for payments that depend on the performance of the employee (bonuses and monthly monetary incentives). Currently, such a monetary allowance is established for the head of the Administration of the President of the Russian Federation, the manager of the affairs of the President of the Russian Federation, plenipotentiaries of the President of the Russian Federation in federal districts, etc.

Special rules governing the remuneration of certain categories of workers are contained in the Law of the Russian Federation of June 26, 1992 "On the Status of Judges in the Russian Federation", in the Federal Law of January 17, 1992 "On the Prosecutor's Office of the Russian Federation" and others.

Judges are given additional payments for the qualification class, length of service, a fifty percent additional payment to the official salary for special working conditions, an allowance for an academic degree or academic title, the honorary title "Honored Lawyer of the Russian Federation", complexity, tension, high achievements in work and a special mode of work, cash incentives (bonuses) based on the results of work for the quarter and year.

Prosecutorial employees are provided with additional payments for their class rank, length of service, special working conditions, percentage bonuses for an academic degree, monetary incentives (bonuses) based on the results of work for the quarter and year.

V. D. Gorbulin, V. M. Kirsanova
All types of benefits and compensations
Source ATP Consultant+

Approved by the decision of the Russian tripartite commission for the regulation of social and labor relations of December 25, 2015, protocol No. 12

I. General provisions

1. Uniform recommendations on the establishment at the federal, regional and local levels of wage systems for employees of state and municipal institutions for 2016 were developed by the Russian Tripartite Commission for the Regulation of Social and Labor Relations in accordance with Article 135 of the Labor Code of the Russian Federation in order to ensure uniform approaches to regulation salaries of employees of public sector organizations.

2. These recommendations are taken into account by the Government of the Russian Federation, state authorities of the constituent entities of the Russian Federation and local governments when determining the volume of financial support for the activities of state and municipal institutions and developing laws and other regulatory legal acts on remuneration of employees of these institutions.

At the same time, draft legislative acts, regulatory legal and other acts of executive authorities and local governments on the organization of remuneration for employees of state and municipal institutions, as well as documents and materials necessary for their discussion, are sent for consideration by the relevant trade unions (associations of trade unions) federal public authorities, public authorities of the constituent entities of the Russian Federation or local governments that adopt these acts.

The conclusions of the relevant trade unions (associations of trade unions) on the draft legislative acts, normative legal and other acts of executive authorities and local self-government bodies sent to them are subject to mandatory consideration by the federal state authorities, state authorities of the constituent entities of the Russian Federation or local self-government bodies that adopt these acts.

3. These recommendations are taken into account by the tripartite commissions for the regulation of social and labor relations, formed in the constituent entities of the Russian Federation and municipalities, when preparing agreements and recommendations on the organization of remuneration of employees of state and municipal institutions in 2016.

II. Principles of formation of federal, regional and municipal wage systems

4. Remuneration systems for employees of state and municipal institutions at the federal, regional and municipal levels are formed on the basis of the following principles:

a) the supremacy of the Constitution of the Russian Federation, federal laws and generally recognized principles and norms of international law throughout the territory of the Russian Federation;

b) preventing a decrease and (or) deterioration in the size and conditions of remuneration of employees of state and municipal institutions in comparison with the size and conditions of remuneration provided for by the Labor Code of the Russian Federation, federal laws and other regulatory legal acts of the Russian Federation, regulatory legal acts of the constituent entities of the Russian Federation and local governments;

c) the establishment in state and municipal institutions of wage systems by agreements, collective agreements and local regulations in accordance with labor legislation and other regulatory legal acts of the Russian Federation containing labor law norms, including fixed salaries (official salaries), wage rates for performance of labor (official) duties for a calendar month or for established labor standards (norms of hours of pedagogical work per week (per year) for the wage rate), as well as the amount of additional payments and allowances of a compensatory nature, including for work in conditions deviating from normal, incentive payments;

d) ensuring the dependence of the wages of each employee on his qualifications, the complexity of the work performed, the quantity and quality of labor expended without limiting its maximum size;

e) ensuring equal pay for work of equal value, including when setting salaries (official salaries), wage rates, compensation and incentive payments, as well as preventing any kind of discrimination - differences, exceptions and preferences not related with the business qualities of employees and the results of their work, as well as the results of the activities of institutions;

f) increasing the level of the real content of the wages of employees of state and municipal institutions and other guarantees for wages provided for by labor legislation and other regulatory legal acts of the Russian Federation containing labor law norms.

III. List of norms and terms of remuneration, regulated by federal laws and other regulatory legal acts of the Russian Federation

5. Mandatory for application on the territory of the Russian Federation are the following norms and terms of remuneration established by the Labor Code of the Russian Federation, federal laws and other regulatory legal acts of the Russian Federation:

a) the minimum wage established by federal law;

b) inclusion in the employment contract with the employee (supplementary agreement to the employment contract) of the terms of remuneration, including a fixed amount, salary (official salary), wage rate established for him for the performance of labor (official) duties for a calendar month or for the norm labor (norm of hours of pedagogical work per week (per year) for the wage rate) depending on the complexity of the work performed, as well as the size and conditions of incentive and compensation payments;

c) the size of regional coefficients (coefficients) and the procedure for their application for calculating the wages of employees of organizations located in areas with special climatic conditions, as well as the size of percentage bonuses to the wages of employees for the length of service in these areas and the procedure for their payment established by the Government of the Russian Federation Federation.

Prior to the adoption of the relevant regulatory legal acts of the Russian Federation, regional coefficients (coefficients) and percentage bonuses for the length of service in these areas are applied to the wages of employees of organizations located in the regions of the Far North, areas equated to them, as well as in other areas with special climatic conditions. established by the Government of the Russian Federation or state authorities of the former USSR.

The state authorities of the constituent entities of the Russian Federation and local self-government bodies shall have the right, at the expense of the funds of the corresponding budgets of the constituent entities of the Russian Federation and the budgets of municipalities, to establish higher sizes of district coefficients for state bodies of the constituent entities of the Russian Federation, state institutions of the constituent entities of the Russian Federation, local self-government bodies, municipal institutions. A regulatory legal act of a constituent entity of the Russian Federation may establish a limit on the increase in the regional coefficient established by municipalities that are part of the constituent entity of the Russian Federation;

d) the amounts and conditions for establishing increased wages for workers employed in work with harmful and (or) dangerous working conditions.

The amounts and conditions for establishing increased wages for workers employed in jobs with harmful and (or) dangerous working conditions cannot be reduced and (or) worsened in comparison with the amounts and conditions established in accordance with labor legislation, other regulatory legal acts of the Russian Federation , containing labor law norms, as well as agreements and collective agreements, without conducting a special assessment of working conditions in order to implement the Federal Law of December 28, 2013 N 426-FZ "On a special assessment of working conditions", taking into account the changes introduced by the Federal Law of December 28 2013 N 421-FZ "On Amending Certain Legislative Acts of the Russian Federation in Connection with the Adoption of the Federal Law "On Special Assessment of Working Conditions";

e) A unified tariff-qualification reference book of jobs and professions of workers, consisting of tariff-qualification characteristics containing the characteristics of the main types of work by profession of workers, depending on their complexity, and the corresponding tariff categories, the requirements for professional knowledge and skills of workers, and also examples of works approved by the federal executive body responsible for the development of state policy and legal regulation in the field of labor, or professional standards, the Unified Qualification Directory for the positions of managers, specialists and employees, consisting of the qualification characteristics of the positions of managers, specialists and employees, containing job duties and requirements for the level of knowledge and qualifications of managers, specialists and employees, approved by the federal executive body responsible for the development of state policy and legal regulation in the field of labor, or professional standards.

The use of these reference books or professional standards is aimed at maintaining the unity of billing for work, establishing uniform approaches to determining the job responsibilities of employees and the qualification requirements for them, the correct selection and placement of personnel, improving the business skills of employees, rational division of labor, creating an effective mechanism for delimiting functions, powers and responsibility between different categories of workers.

If, in accordance with the Labor Code of the Russian Federation, other federal laws, the provision of compensations and benefits or the presence of restrictions is associated with the performance of work in certain positions, professions, specialties, then the names of positions (professions) of employees of state and municipal institutions and their qualifications must correspond to the names of positions of managers , specialists and employees, professions of workers and qualification requirements for them, provided for by the Unified Tariff and Qualification Directory of Works and Professions of Workers and the Unified Qualification Directory for the Positions of Managers, Specialists and Employees or the relevant provisions of professional standards.

IV. Remuneration systems for employees of state and municipal institutions

6. Remuneration systems (including tariff wage systems) for employees of state and municipal institutions are established:

a) in federal state institutions - by agreements, collective agreements, local regulations in accordance with federal laws and other regulatory legal acts of the Russian Federation;

b) in state institutions of the constituent entities of the Russian Federation - agreements, collective agreements, local regulations in accordance with federal laws and other regulatory legal acts of the Russian Federation, laws and other regulatory legal acts of the constituent entities of the Russian Federation;

c) in municipal institutions - by agreements, collective agreements, local regulations in accordance with federal laws and other regulatory legal acts of the Russian Federation, laws and other regulatory legal acts of the constituent entities of the Russian Federation and regulatory legal acts of local governments.

7. The establishment and change of wage systems for employees of state and municipal institutions are carried out taking into account:

a) implementation of Decrees of the President of the Russian Federation of May 7, 2012 N 597 "On measures for the implementation of state social policy", of June 1, 2012 N 761 "On the national strategy of action in the interests of children for 2012-2017" and of 28 December 2012 N 1688 "On some measures for the implementation of state policy in the field of protecting orphans and children left without parental care" (hereinafter referred to as the Decrees) in terms of wages for public sector employees, the provisions of the Program for the gradual improvement of the wage system in state (municipal) institutions for 2012 - 2018, approved by Decree of the Government of the Russian Federation of November 26, 2012 N 2190-r and Decree of the Government of the Russian Federation of September 14, 2015 N 973 "On improving statistical accounting in connection with inclusion in the official statistical information on the indicator of the average monthly accrued wages of employees in organizations, individual entrepreneurs and individuals (average monthly income from work)", sectoral and regional action plans ("road maps"), changes in social sectors aimed at improving the efficiency of healthcare, social services for the population, culture, education and science, Decree of the Government of the Russian Federation of December 6, 2014 N 1331 "On approval of the Rules for the use in 2015 - 2017 of budgetary appropriations provided for by the Ministry of Health of the Russian Federation, the Ministry of Labor and Social Protection of the Russian Federation, the Ministry Education and Science of the Russian Federation and the Ministry of Culture of the Russian Federation in order to implement the decrees of the President of the Russian Federation dated May 7, 2012 N 597 "On measures for the implementation of state social policy", dated June 1, 2012 N 761 "On the national strategy of action in the interests of children for 2012 - 2017" and dated December 28, 2012 N 1688 "On some measures to implement state policy in the field of protecting orphans and children left without parental care" in terms of increasing the wages of certain categories of workers ";

b) creating conditions for remuneration of employees depending on the results and quality of work, as well as their interest in the effective functioning of structural units and the institution as a whole, in improving the quality of services provided;

c) the achieved level of remuneration, including for certain categories of employees (determined on the basis of statistical data from the Federal State Statistics Service);

d) ensuring state guarantees for wages;

e) improving the procedure for setting salaries (official salaries), wage rates and other parts of the wages of employees by redistributing funds in the salary structure to optimize it, taking into account the tasks of staffing institutions and stimulating employees to improve labor results, recommendations of the relevant federal executive authorities those exercising management in the relevant types of activities;

f) increased wages for workers employed in work with harmful and (or) dangerous working conditions, but not lower than the amounts established by labor legislation and other regulatory legal acts containing labor law norms;

g) payments for the performance of overtime work, work at night, weekends and non-working holidays and for the performance of work in other conditions that deviate from normal, but not lower than the amounts established by labor legislation and other regulatory legal acts containing labor law norms;

h) wage fund formed for the calendar year;

i) opinions of the relevant elected body of the primary trade union organization and the relevant trade unions (associations of trade unions);

j) the procedure for certification of employees of state and municipal institutions, established in accordance with the legislation of the Russian Federation;

k) labor rationing systems determined by the employer (state and municipal institution), taking into account the opinion of the elected body of the primary trade union organization and (or) established by the 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, typical (recommended) staffing standards, service standards and other standard standards approved in the manner prescribed by the legislation of the Russian Federation).

Revision of labor standards is allowed in the manner prescribed by labor legislation as new equipment, technologies are improved or introduced, and organizational or other measures are taken to ensure the growth of labor efficiency.

Employees must be notified of the introduction of new labor standards no later than 2 months in advance.

8. In cases where the amount of remuneration of an employee depends on the length of service, education, qualification category, state awards and (or) departmental insignia, academic degree, the right to change it arises in the following terms:

With an increase in the length of service of continuous work, pedagogical work, length of service, - from the date of reaching the corresponding length of service, if the documents are in the institution, or from the date of submission of a document on the length of service, giving the right to appropriate payments;

When receiving education or restoring documents on education - from the date of submission of the relevant document;

When establishing or assigning a qualification category - from the date of the decision by the attestation commission;

When conferring an honorary title, awarding departmental insignia - from the date of assignment, awarding;

When awarding the academic degree of Doctor of Science or Candidate of Science - from the day the Ministry of Education and Science of the Russian Federation makes a decision to issue a diploma.

If the employee has the right to change the amount of wages during the period of stay on annual or other leave, during the period of his temporary disability, as well as in other periods during which he retains the average wage, the change in the amount of his wages is carried out at the end of the specified periods.

V. Remuneration systems for employees of federal state institutions

9. Remuneration systems for employees of federal state institutions (hereinafter referred to as institutions) are established and amended by agreements, collective agreements, local regulations in accordance with labor legislation, other regulatory legal acts of the Russian Federation containing labor law norms, including the Regulation on the establishment of remuneration systems employees of federal budgetary, autonomous and government institutions, approved by 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 government 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, the remuneration of which is currently carried out on the basis of the Unified Tariff Scale for Remuneration of Employees of Federal State Institutions.

10. Remuneration systems for employees of institutions are established and changed taking into account:

a) the Unified Tariff and Qualification Directory of Works and Professions of Workers and the Unified Qualification Directory for the Positions of Managers, Specialists and Employees or Professional Standards;

b) ensuring state guarantees for wages;

c) professional qualification groups approved by the federal executive body responsible for the development of state policy and legal regulation in the field of labor;

d) a list of types of compensation payments in institutions, approved by the federal executive body responsible for the development of state policy and legal regulation in the field of labor;

e) a list of types of incentive payments in institutions approved by the federal executive body responsible for the development of state policy and legal regulation in the field of labor;

f) exemplary regulations on the remuneration of employees of federal autonomous and budgetary institutions by type of economic activity, approved by federal state bodies and institutions - the main managers of federal budget funds;

g) regulations on the remuneration of employees of subordinate federal state institutions by type of economic activity, approved by the federal executive authorities exercising the functions and powers of the founder;

i) opinions of the elected body of the primary trade union organization.

11. The amounts of salaries (official salaries), wage rates are established on the basis of professional qualification groups (qualification levels of professional qualification groups) approved by the federal executive body responsible for the development of state policy and legal regulation in the field of labor (hereinafter, respectively - professional qualification groups, qualification levels), or on the basis of salary schemes (official salaries), taking into account the provision of their differentiation depending on the complexity of the work.

For positions of employees not included in professional qualification groups, the amount of salaries (official salaries) are established depending on the complexity of the work in the form of salary schemes (official salaries).

12. The regulation on the remuneration of employees of an institution, developed by the institution, provides for specific salaries (official salaries, wage rates) for the relevant positions and professions (groups of positions and professions). It is not correct to use at the level of institutions the terminology "recommended minimum sizes" or "minimum sizes" of salaries (official salaries), wage rates used in exemplary provisions on remuneration of employees of autonomous and budgetary institutions by type of economic activity approved by federal state bodies and institutions - the main managers of federal budget funds.

Federal state treasury institutions are guided by the regulations on the remuneration of employees of subordinate federal treasury institutions by type of economic activity, approved by the federal executive authorities exercising the functions and powers of the founder, which are binding on them.

13. An employment contract (in an additional agreement to an employment contract) with an employee provides for a fixed amount of salary (official salary), wage rates established for him for the performance of labor (official) duties of a certain complexity (qualification) for a calendar month or for an established labor norm (norm of hours of pedagogical work per week (per year) for the wage rate).

14. The employment contract (in the supplementary agreement to the employment contract) with the employee provides for the amount of compensation payments if he performs work under the following conditions:

a) at work with harmful and (or) dangerous working conditions. At the same time, the amounts and (or) conditions of increased wages for work with harmful and (or) dangerous working conditions established for the employee in accordance with labor legislation, other regulatory legal acts of the Russian Federation containing labor law norms, as well as agreements and collective agreements cannot be canceled without improving working conditions, confirmed by a special assessment of working conditions.

Employers take measures to improve the working conditions of employees, taking into account the results of a special assessment of working conditions;

b) in conditions that deviate from normal (when performing work of various qualifications, combining professions (positions), overtime work, working at night, weekends and non-working holidays, and when performing work in other conditions that deviate from normal);

c) at work in areas with special climatic conditions (regional coefficients, coefficients to wages, as well as percentage bonuses to wages for work experience in the regions of the Far North and equivalent areas, in the southern regions of Eastern Siberia and the Far East);

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

15. The amount of compensation payments cannot be lower than the amounts established by labor legislation, other regulatory legal acts of the Russian Federation containing labor law norms, agreements and collective agreements.

16. The amounts and conditions for the implementation of incentive payments for all categories of employees of institutions are established by agreements, collective agreements, local regulations adopted taking into account the opinion of the representative body of employees on the basis of formalized indicators and performance criteria.

The development of performance indicators and criteria is carried out taking into account the following principles:

a) objectivity - the amount of remuneration of an employee should be determined on the basis of an objective assessment of the results of his work, as well as for the achievement of collective labor results;

b) predictability - the employee must know what remuneration he will receive depending on the results of his work, as well as for the achievement of collective labor results;

c) adequacy - remuneration should be adequate to the labor contribution of each employee to the result of collective work;

d) timeliness - remuneration should follow the achievement of results;

e) transparency - the rules for determining remuneration should be clear to each employee.

When developing performance indicators and criteria, it is recommended to take into account the guidelines for the development by state authorities of the constituent entities of the Russian Federation and local governments of performance indicators for subordinate state (municipal) institutions, their managers and employees by types of institutions and main categories of employees, approved by order of the Ministry of Health of the Russian Federation Federation of June 28, 2013 N 421, by order of the Ministry of Labor and Social Protection of the Russian Federation of July 1, 2013 N 287 and by order of the Ministry of Culture of the Russian Federation of June 28, 2013 N 920, provided for in the letters of the Ministry of Education and Science of the Russian Federation dated June 20, 2013 N AP-1073/02, the Ministry of Culture of the Russian Federation dated August 5, 2014 N 166-01-39/04-NM, as well as the need to achieve the target values ​​established in the action plans for the implementation of "road maps" indicators of development of relevant industries for 2016.

17. The employment contract (supplementary agreement to the employment contract) with the employee provides for the amount and conditions for making incentive payments.

18. Wages of employees of institutions (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 the change, provided that the volume of labor ( official) duties of employees and their performance of work of the same qualification.

19. The staff list of the institution is approved by the head of the institution and includes all the positions of employees (professions of workers) of this institution.

20. When concluding employment contracts with employees, it is recommended to use the approximate form of an employment contract with an employee of an institution, given in Appendix No. 3 to the Program for the gradual improvement of the wage system in state (municipal) institutions for 2012-2018, and recommendations for formalizing labor relations with an employee state (municipal) institution when introducing an "effective contract", approved by order of the Ministry of Labor and Social Protection of April 26, 2013 N 167n.

VI. Remuneration systems for heads of state and municipal institutions, their deputies and chief accountants

21. The salary of heads of institutions, their deputies and chief accountants consists of official salary, compensation and incentive payments.

22. Official salaries are set for the heads of institutions depending on the complexity of the work, including taking into account the scale of management and the characteristics of the activities and significance of institutions.

23. Compensatory payments are established to managers depending on their working conditions in accordance with labor legislation, other regulatory legal acts of the Russian Federation containing labor law norms.

24. Incentive payments to the heads of institutions are recommended to be made depending on their achievement of target performance indicators established by the state authority or local government in charge of the institution. As an indicator for evaluating the performance of the head of an institution, an increase in the average salary of employees of the institution in the reporting year compared to the previous year, without taking into account the increase in wages in accordance with decisions of higher authorities, can be established.

25. The terms of remuneration for the heads of institutions are established in an employment contract (additional agreement to an employment contract), drawn up in accordance with the 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 N 329 "On standard form of an employment contract with the head of a state (municipal) institution.

It is recommended to establish a limiting ratio of the average wages of heads of institutions and the average wages of employees of institutions, formed from all sources of financial support and calculated for the calendar year.

The maximum ratio of the ratio of the average salary of managers and employees of the institution (excluding the head, deputy heads, chief accountant) is recommended to be determined in a multiple of 1 to 8.

26. Official salaries of deputy heads of institutions and chief accountants are recommended to be set at 10-30 percent lower than official salaries of the heads of these institutions. The terms of remuneration for the said employees are established by labor contracts in accordance with collective agreements, local acts of institutions.

It is recommended to establish the ratio of the average salary of deputy heads of institutions and chief accountants and the average salary of employees of institutions, formed from all sources of financial support and calculated for the calendar year.

The maximum ratio of the ratio of the average salary of deputy heads of institutions and chief accountants and employees of the institution (excluding the head, deputy heads, chief accountant) is recommended to be determined in a multiple of 1 to 8.

27. Compensatory payments are established to deputy heads and chief accountants of institutions depending on their working conditions in accordance with labor legislation and other regulatory legal acts of the Russian Federation containing labor law norms. Incentive payments to deputy heads of institutions are recommended to be established taking into account the achievement of target performance indicators for their work.

VII. Formation of wage funds in state and municipal institutions

28. The wage fund in federal state institutions is formed on the basis of the volume of limits of budgetary obligations of the federal budget provided for the remuneration of employees of state institutions, the amount of subsidies to budgetary and autonomous institutions for financial support for the fulfillment of the state (municipal) task, the amount of funds from state extra-budgetary funds, aimed at reimbursement of costs of institutions for the provision of medical services, and funds from income-generating activities.

29. The wage fund in state and municipal institutions under the jurisdiction of state authorities of the constituent entities of the Russian Federation and local governments is formed in accordance with the legislation of the Russian Federation, constituent entities of the Russian Federation and regulatory legal acts of municipalities.

VIII. Remuneration systems for employees of state institutions of the constituent entities of the Russian Federation and municipal institutions

30. Remuneration systems for employees of state institutions of the constituent entities of the Russian Federation and municipal institutions (hereinafter referred to as institutions) are established by agreements, collective agreements, local regulations in accordance with federal laws and other regulatory legal acts of the Russian Federation containing labor law norms, laws and other regulatory legal acts of state authorities of the constituent entities of the Russian Federation, regulatory legal acts of local governments and taking into account these recommendations.

It is recommended that state authorities of the constituent entities of the Russian Federation and local self-government bodies:

a) when changing the conditions of remuneration of employees of institutions, provide for the establishment of minimum salaries (minimum official salaries), minimum wage rates for professional qualification groups (qualification levels of professional qualification groups);

b) not allow the establishment of different salaries (official salaries), wage rates, as well as the establishment of salary ranges (official salaries), wage rates for qualification levels of professional qualification groups or by positions of workers with equal complexity of work.

For positions of employees not included in professional qualification groups, the amount of salaries (official salaries) is established depending on the complexity of the work;

c) prevent a decrease in the achieved level of remuneration (including salaries (official salaries), wage rates) of employees of institutions transferred to another form of ownership (federal property, property of a constituent entity of the Russian Federation, municipal property), in case of a change in payment systems for them labor, as well as employees of institutions reorganized by merging or joining them with institutions whose employees have a lower level of wages, provided that the volume of labor (official) duties of employees is preserved, they perform work of the same qualifications and working conditions.

31. State authorities of the constituent entities of the Russian Federation, regional associations of trade unions and regional associations of employers are recommended to conclude regional agreements on minimum wages in 2016 with the extension of their effect to all employees of state institutions of the constituent entity of the Russian Federation and municipal institutions.

32. When developing regulatory legal acts on remuneration of employees of institutions, state authorities of the constituent entities of the Russian Federation and local governments, along with the application of the principles of formation of remuneration systems, as well as labor standards (norms of hours of pedagogical work per week (per year) for the wage rate wages) and wage conditions regulated by federal laws and other regulatory legal acts of the Russian Federation containing labor law norms, it is recommended to use the procedure for the formation of wage systems provided for in section V of these recommendations for federal state institutions, paying particular attention to the application of these acts by institutions on :

a) the establishment of fixed salaries (official salaries), wage rates for employees based on professional qualification groups (qualification levels of professional qualification groups);

b) setting salaries (official salaries), wage rates for positions of employees not included in professional qualification groups, depending on the complexity of the work;

c) determination of fixed salaries (official salaries), wage rates for the performance of labor (official) duties for a calendar month or for established labor standards (norms of hours of pedagogical work per week (per year) for the wage rate) for the position occupied by the employee;

d) application of types of compensation and incentive payments in accordance with the lists of types of compensation and incentive payments approved by the federal executive body responsible for the development of state policy and legal regulation in the field of labor for federal state institutions, taking into account the provisions provided for section V of these recommendations;

e) the fact that the staff list is approved by the head of the institution;

f) setting the wages of employees of institutions (excluding bonuses and other incentive payments) when new wage systems are introduced and changing them in the amount not less than the wages (excluding bonuses and other incentive payments) paid to these employees before the introduction of such wage systems and their changes, subject to the preservation of the volume of labor (official) duties of employees and the performance of work by them of the same qualifications.

33. When developing regulatory legal acts on the remuneration of employees of institutions, state authorities of the constituent entities of the Russian Federation and local governments are not entitled to:

a) form and approve professional qualification groups, qualification levels of professional qualification groups and criteria for classifying the professions of workers and positions of employees to professional qualification groups;

b) transfer the professions of workers and positions of employees to other professional qualification groups and qualification levels of professional qualification groups, change the procedure for regulating the length of working hours (standard hours of teaching work per week (per year) for the wage rate), including introducing wages at on the basis of official salaries instead of wage rates for employees whose labor rationing is carried out taking into account the norms of hours of pedagogical work per week (per year) for the wage rate;

c) apply the names of positions (professions) of employees that do not correspond to the names of positions of managers, specialists and employees, professions of workers and qualification requirements for them, provided for by the Unified Tariff and Qualification Directory of Works and Professions of Workers, the Unified Qualification Directory of Positions of Managers, Specialists and Employees or relevant the provisions of professional standards, if in accordance with the Labor Code of the Russian Federation, other federal laws, the provision of compensations and benefits or the presence of restrictions is associated with the performance of work in certain positions, professions, specialties;

d) approve the qualification characteristics for the positions of employees and professions of workers;

e) deviate from the unified register of academic degrees and academic titles and the procedure for awarding academic degrees approved in the prescribed manner;

f) establish increasing coefficients for the presence of secondary vocational or higher education when determining the size of official salaries (wage rates) for positions of employees whose qualification characteristics do not contain requirements for the presence of secondary vocational or higher education;

g) establish for the positions of employees included in the same qualification level of a professional qualification group, different sizes of increasing coefficients for tariff rates, salaries (official salaries), wage rates.

h) to establish reduction coefficients for the positions of employees formed into a professional qualification group of positions, the occupation of which requires a higher education, in the event that a person who does not have a higher education is hired for such a position.

34. When applying wage systems for employees of institutions, attention should be paid to:

a) the need to form in the provisions on remuneration developed in the institution, the conditions of remuneration that are peculiar only to employees of this institution, as well as the obligation to establish in them for all positions of employees of the institution of fixed salaries (official salaries), wage rates payment for the performance of labor (official) duties for a calendar month or for the established labor norm (the norm of hours of pedagogical work per week (per year) for the wage rate) in relation to the relevant professional qualification groups (qualification levels of professional qualification groups). At the same time, the minimum salaries (official salaries), wage rates provided for in the exemplary regulations on remuneration of employees of autonomous and budgetary institutions by type of economic activity, approved by state authorities of the constituent entities of the Russian Federation and local governments, are recommended to be used only as guidelines for establishing institutions of specific salaries (official salaries), wage rates for the positions of employees of the institution;

b) fixing in an employment contract with an employee (in an additional agreement to an employment contract) his specific labor function, remuneration conditions indicating a fixed salary (official salary), wage rate established for him for the performance of labor (official) duties for a calendar month or for the established norm of labor (the norm of hours of pedagogical work per week (per year) for the wage rate);

c) the formation of a single staffing table in the institution, regardless of what types of economic activity the structural units of the institution belong to;

d) the existence of criteria and indicators to stimulate the work of employees, depending on the results and quality of work, as well as their interest in the effective functioning of structural units and the institution as a whole;

e) the use of democratic procedures in evaluating the performance of various categories of employees in order to decide on the establishment of incentive payments to them (the creation of an appropriate commission with the participation of a representative body of employees);

f) the need to amend labor contracts with employees (concluding additional agreements to labor contracts) in cases of changes in the conditions and amounts of remuneration, including when switching to new wage systems, when establishing and changing salaries (official salaries), rates wages set for employees for the performance of their labor (official) duties for a calendar month or for the established labor norm (the norm of hours of pedagogical work per week (per year) for the wage rate), the amount of compensation and incentive payments;

g) inexpediency of introducing provisions into local regulations that duplicate the norms of the Labor Code of the Russian Federation, as well as other regulatory legal acts of the Russian Federation containing labor law norms.

35. When concluding employment contracts with employees, it is recommended to use the approximate form of an employment contract with an employee of an institution, given in Appendix No. 3 to the Program for the gradual improvement of the wage system in state (municipal) institutions for 2012-2018, and recommendations for formalizing labor relations with an employee state (municipal) institution when introducing an "effective contract", approved by order of the Ministry of Labor and Social Protection of the Russian Federation of April 26, 2013 N 167n.

IX. Features of the formation of wage systems for education workers

37. State authorities of the constituent entities of the Russian Federation, local governments and heads of state and municipal educational institutions in the formation of remuneration systems for teachers and other education workers in 2016 must take into account the following.

Prevent the reduction in the level of wages of employees of educational institutions, including teachers, achieved in 2015 and determined on the basis of statistical data from the Federal State Statistics Service.

In order to develop human resources, increase the prestige and attractiveness of the teaching profession, achieve in 2016 the target values ​​of the indicator of the average salary of teachers of educational institutions, it is recommended to improve the systems of remuneration of teachers and other employees by redistributing funds intended for wages (excluding regional coefficients and percentage bonuses to the wages of persons working in the regions of the Far North and areas equated to them), so that the salaries (official salaries), wage rates of employees in the wage structure in educational institutions of higher education are not lower than 70 percent, and in other educational organizations - not less than 60 percent.

Determine the working hours of teachers or the norms of hours of pedagogical work for the wage rate per week (per year) in accordance with the provisions of the order of the Ministry of Education and Science of the Russian Federation of December 22, 2014 N 1601 "On the duration of working hours (norms of hours of pedagogical work for the wage rate) of teachers and on the procedure for determining the teaching load of teachers specified in the employment contract "(hereinafter - order N 1601), providing that, depending on the position and (or) specialty of teachers, taking into account the characteristics of their work, either working hours of 30 or 36 hours per week, or the norm of teaching hours for a wage rate of 18, 20, 24, 25, 30, 36 hours per week or 720 hours per year.

When concluding labor contracts (supplementary agreements to labor contracts) with teachers for whom the norms of hours of pedagogical work for the wage rate per week (per year) are established by paragraph 2.8 of Appendix 1 to Order N 1601), ensure that they include conditions related to :

The actual volume of the training load, determined annually at the beginning of the academic year (training period, sports season) in the manner prescribed by sections II - V of Appendix 2 to Order N 1601;

The size of the wage rate used to calculate wages depending on the actual volume of the teaching load (that is, with the size of the wage rate established taking into account its increase for the presence of a qualification category, as well as on other grounds for the increase provided for by the wage system, as a result which set its new size);

The amount of wages calculated taking into account the actual volume of the teaching load;

The amount and factors that determine the receipt of compensation payments, including payments for work in conditions that deviate from normal, which may include payments for additional work related to class management, checking written work, managing departments, branches, educational and consulting points, offices, departments, educational workshops, laboratories, educational and experimental sites, management of subject, cyclic and methodological commissions and other types of additional work;

Sizes and terms of incentive payments.

It is also recommended that similar terms of remuneration, taking into account the actual volume of pedagogical work, be provided for in the employment contracts of other pedagogical workers, for whom the norms of hours of pedagogical work for the wage rate per week (per year) are established by clause 2.3. - 2.7. Appendix 1 to order N 1601.

In the systems of remuneration of teachers, named in paragraphs 2.3 - 2.8 of Appendix 1 to Order N 1601, performing pedagogical work or educational (teaching) work with their written consent, in excess of the established norm of hours per week (per year) for a wage rate or lower the established norm of hours per week (per year) for the wage rate, provide for the following procedure for calculating wages for the entire volume of pedagogical or educational (teaching) work:

For teachers named in clauses 2.3. - 2.7. and in subparagraph 2.8.1. of the specified order - by multiplying the wage rates for the calendar month by the actual volume of the teaching load (pedagogical work) per week and dividing the resulting work by the norm of hours of teaching or pedagogical work per week, established for the wage rate;

For teachers of educational organizations implementing educational programs of secondary vocational education, as well as vocational training programs, for which subparagraph 2.8.2 of the said order establishes the norm of hours of pedagogical work for a salary rate of 720 hours per year, by determining the average monthly salary, for the calculation of which the teacher's hourly rate is multiplied by the volume of the annual teaching load set for him and dividing the resulting work by 10 academic months. The hourly rate is determined by dividing the monthly wage rate by the average monthly teaching load (72 hours).

Salary rates for a calendar month, established for teachers named in subparagraphs 2.8.1 and 2.8.2 of Appendix 1 to Order N 1601, for the norm of hours of pedagogical work, respectively, 18 hours a week, 720 hours a year, and which are a normalized part for them their pedagogical work, are paid to the specified pedagogical workers, taking into account the performance by them of other pedagogical work included in their official duties in accordance with the qualification characteristics.

According to paragraph 2.2 of Appendix 2 to Order N 1601, individual teachers who cannot be provided with an academic load in the amount corresponding to the standard hours of study (teaching) work established for the wage rate per week should be paid wage rates in full, provided loading them up to the established norm of hours with other pedagogical work.

According to paragraph 1.4 of Appendix 2 to Order N 1601, the employment contracts (additional agreements to the employment contract) of teachers replacing the positions of the teaching staff of organizations engaged in educational activities in educational programs of higher education, additional professional programs (hereinafter referred to as the organization) should include the volume of the teaching load, established in the manner prescribed by paragraph 6.1 of the said order, taking into account which:

To determine the volume of the teaching load of the teaching staff annually at the beginning of the academic year, the local regulatory act of the organization for structural divisions, taking into account the areas of training provided by them, establishes the average volume of the teaching load, as well as its upper limits differentiated by positions of the teaching staff;

The teaching load of each pedagogical worker replacing the positions of the teaching staff is determined depending on the position he holds, the level of qualification and cannot exceed the upper limits established for the positions of the teaching staff.

At the same time, it should be borne in mind that, in accordance with paragraphs 7.1.2 and 7.1.3 of Appendix 2 to Order N 1601, in organizations engaged in educational activities in educational programs of higher education, as well as in additional professional programs, the upper limit of the teaching load, determined by for the positions of the teaching staff in the manner prescribed by paragraph 6.1 of the said order, is established in an amount not exceeding 900 or 800 hours, respectively, in the academic year.

The workload of teachers replacing the positions of the teaching staff includes the contact work of students with a teacher in the types of educational activities established depending on the educational programs of higher education (bachelor's, specialist's, master's, residency programs, training programs for scientific and pedagogical personnel in postgraduate (adjuncture), additional professional programs) approved by the relevant orders of the Ministry of Education and Science of the Russian Federation, named in clause 6.3. Appendix 2 to Order N 1601. An academic or astronomical hour is taken as a unit of time in accordance with the established value of the credit unit used in the implementation of the relevant educational programs.

The time norms for the types of educational activities included in the teaching load of the teaching staff are independently determined by the organization and approved by its local regulatory act.

When determining the ratio of the teaching load and other activities for the positions of the teaching staff, provided for by official duties and (or) an individual plan (scientific, creative, research, methodological, preparatory, organizational, diagnostic, medical, expert, other, including those related to improvement of one's professional level), within the working time of 36 hours per week, the following are taken into account:

The position held by the teacher;

Time norms by types of educational activities, approved by the local regulatory act of the organization.

X. Features of the formation of payment systems for state employees and municipal health institutions

37. State authorities of the constituent entities of the Russian Federation, local authorities, heads of state and municipal health care institutions, when forming employee remuneration systems, must take into account the following:

a) the increase in remuneration of employees of healthcare institutions operating in the system of compulsory medical insurance is carried out at the expense of all sources of financing, including through subventions of the Federal Compulsory Medical Insurance Fund, taking into account the increase in financial support for expenses incurred under the basic program of compulsory medical insurance , as well as interbudgetary transfers from the budgets of the constituent entities of the Russian Federation for additional financial support for territorial programs of compulsory medical insurance;

b) in order to preserve human resources, increase the prestige and attractiveness of work in medical institutions, reduce intra-regional differentiation in wages, it is recommended to continue work on improving the remuneration systems for medical workers to increase the share of salary payments in the salary structure of workers, balancing it in such a way, that, without taking into account compensation payments for work in areas with special climatic conditions, 55-60 percent of wages should be directed to salary payments, 30 percent of the salary structure should be incentive payments mainly for achieving specific performance indicators and performance criteria, advanced training, 10 - 15 percent of the salary structure of compensatory payments depending on the working conditions of medical workers;

c) when establishing incentive payments for the achievement of specific results of employees' activities, provide for indicators and criteria for the effectiveness of employees' activities, reflected in the regulatory legal acts of the constituent entities of the Russian Federation, local regulations and employment contracts with employees of institutions;

d) when establishing incentive payments for a qualification category, provide for an increase in the share of payments for these purposes in the total amount of incentive payments;

e) making cash incentive payments to district general practitioners, district pediatricians, general practitioners (family doctors), district nurses, district general practitioners, district pediatricians and nurses of general practitioners (family doctors) for the provided medical assistance in an outpatient setting; medical workers of feldsher-midwife stations (heads of feldsher-obstetric stations, paramedics, obstetricians (midwives), nurses, including patronage nurses) for the medical care provided on an outpatient basis; doctors, paramedics and nurses of medical organizations and ambulance units for providing emergency medical care outside a medical organization; to medical specialists for the provided medical care on an outpatient basis is made at the expense of compulsory medical insurance, taken into account in terms of wage costs in the tariffs for payment for medical care, formed in accordance with the methods of payment for medical care adopted in the territorial program of compulsory medical insurance.

It is recommended that the amounts of these payments be established by regulatory legal acts of the constituent entities of the Russian Federation, local authorities not lower than those previously established within the framework of the national project "Health" and healthcare modernization programs;

f) an increase in the remuneration of employees of institutions engaged in work with harmful and (or) dangerous working conditions 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 types of work with normal working conditions .

Specific amounts of increased wages for employees are established by the employer in the manner prescribed by Article 372 of the Labor Code of the Russian Federation for the adoption of local regulations, or by a collective agreement, an employment contract.

The established amounts of wage increases cannot be reduced without confirmation of the improvement in working conditions by the results of a special assessment of working conditions.

If, based on the results of a special assessment of working conditions, the workplace is recognized as safe, no increase in wages is made.

The amount of compensation payments to medical workers involved in the provision of psychiatric care, diagnosing and treating HIV-infected people, and persons whose work is related to materials containing the human immunodeficiency virus, as well as directly involved in the provision of anti-tuberculosis care, are established in the manner and amount determined by executive authorities of the constituent entities of the Russian Federation;

g) in order to prevent unreasonable differentiation in the salaries of managers and employees of medical institutions, it is recommended to set the maximum level of the ratio of the average salary of managers and employees of the institution in a multiple of 1 to 6, taking into account the complexity and volume of work performed (the level of medical care, hospital bed capacity, the number of people attached to the institution, the number of employees, etc.);

h) the formation of the staffing of healthcare institutions is carried out taking into account the nomenclature of positions of medical workers and pharmaceutical workers, approved by order of the Ministry of Health of the Russian Federation of December 20, 2012 N 1183n.

XI. Features of the formation of wage systems for employees of state and municipal institutions of culture, art and cinematography

38. Federal government bodies and the main managers of federal budget funds that have cultural institutions in their jurisdiction, state authorities of the constituent entities of the Russian Federation, local governments, heads of state and municipal institutions of culture, art and cinematography, when forming employee remuneration systems, must take into account the following :

a) in order to implement the Decree of the President of the Russian Federation of May 7, 2012 N 597, bringing by 2018 the average salary of employees of cultural institutions to the average salary in the corresponding region is carried out taking into account the increase in wages as a matter of priority and at a faster pace for employees classified as the main staff.

An increase in remuneration for other personnel of cultural institutions is carried out in accordance with the labor legislation of the Russian Federation and other regulatory legal acts containing labor law norms and determining the remuneration systems for employees of state and municipal institutions at the federal, regional and local levels;

b) the size of the average salary of employees of cultural institutions in the regional "road maps" in 2016 is set not lower than the level achieved in 2015, for this purpose all necessary measures are taken to maintain the nominal values ​​achieved (Decree of the Government of the Russian Federation of September 14, 2015 No. 973).

When planning expenses for increasing the remuneration of employees of cultural institutions and assessing the achievement of target wage indicators set in regional road maps and agreements, the indicator of the average monthly accrued wages of employees in organizations, individual entrepreneurs and individuals (average monthly income from labor activity);

c) in order to form reasonable optimal indicators of the labor intensity of work, issuing normalized tasks, as well as to establish the required staffing level in libraries, zoos, film funds, museums and other museum-type organizations, standard industry labor standards are introduced, approved by the following orders of the Ministry of Culture of Russia dated 30 December 2014;

N 2477 "On the approval of standard industry labor standards for work performed in libraries" (registered with the Ministry of Justice of Russia on May 12, 2015, registration N 37244);

N 2478 "On the approval of standard industry labor standards for work performed in zoos, film funds, museums and other museum-type organizations" (registered with the Ministry of Justice of Russia on May 7, 2015, registration N 37153);

N 2479 "On approval of the Guidelines for the formation of the staffing of state (municipal) cultural institutions (libraries, film funds, zoos, museums and other museum-type organizations), taking into account industry specifics."

At the same time, Methodological recommendations on the introduction of labor rationing in state (municipal) cultural institutions are also used, indicating the features of the introduction of standard labor standards in libraries, film funds, zoos, museums and other museum-type organizations (letter dated July 3, 2015 N 231-01- 39-NM);

d) in order to increase the prestige and attractiveness of work in cultural institutions, to meet the target values ​​of the indicator of the average wage of employees of cultural institutions, it is recommended to improve the system of remuneration for employees of state (municipal) cultural institutions, by increasing the share of payments aimed at salaries (excluding compensation payments for work in areas with special climatic conditions), up to 50 - 55 percent, 10 - 15 percent should be provided for compensation payments, depending on the conditions of remuneration for workers of cultural institutions. The remaining part of the salary structure is directed to incentive payments, including incentives for employees for meeting performance indicators in the reporting period.

At the same time, the provision of differentiation of wages for the main and other personnel, optimization of expenses for administrative, managerial and auxiliary personnel, taking into account the specifics of the activities of a cultural institution, is maintained.

e) in state (municipal) performing arts institutions, it is recommended to use the following features in the remuneration of individual employees:

where performance-based remuneration for artistic and artistic personnel is applied, the amount of wages can be 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;

for employees from among the artistic and artistic personnel who have extensive professional experience, high professional skills, bright creative individuality, wide recognition of the audience and the public, individual conditions and wages are established that exceed the conditions and wages of employees provided for by the regulation on wages institutions";

f) the amount of financial support for the implementation of the state (municipal) task is calculated on the basis of the standard costs for the provision of state (municipal) services, approved in the manner established respectively by the Government of the Russian Federation, the highest executive body of state power of a constituent entity of the Russian Federation, local administration, in compliance with the General Requirements to the determination of the standard costs for the provision of state (municipal) services in the field of culture, cinematography, archiving, used in calculating the amount of subsidies for financial support for the implementation of state (municipal) assignments for the provision of state (municipal) services (performance of work) by a state (municipal) institution , approved by the order of the Ministry of Culture of Russia of June 9, 2015 N 1762 (registered by the Ministry of Justice of Russia, registration N 38207 of 06/27/2015).