GOVERNMENT OF THE BRYANSK REGION
RESOLUTION
On approval of the Model Regulations on the remuneration of employees of state budgetary and autonomous institutions of the Bryansk region in the field of providing services to the population in organizing recreation on a paid basis
Document as amended by:
dated 01/23/2017 N 14-p,
Decree of the Government of the Bryansk region dated May 15, 2017 N 230-p,
Decree of the Government of the Bryansk region of February 19, 2018 N 54-p.
____________________________________________________________________
In accordance with the Law of the Bryansk Region, the Government of the Bryansk Region
decides:
1. Approve the attached Approximate regulation on the remuneration of employees of state budgetary and autonomous institutions of the Bryansk region in the field of providing services to the population in organizing recreation on a paid basis.
2. Administration of the Governor of the Bryansk region and the Government of the Bryansk region together with the department public service on labor and employment of the population of the Bryansk region to monitor compliance with the procedure for remuneration of employees of state budgetary and autonomous institutions in the field of providing services to the population in organizing recreation on a paid basis.
3. This resolution comes into force from the moment of its official publication.
5. To impose control over the execution of the resolution on the Deputy Governor of the Bryansk region, Filipenko Yu.V.
Governor
A.V. Bogomaz
Approved
Government Decree
Bryansk region
dated December 25, 2015 N 691-p
EXAMPLE REGULATIONS on the remuneration of employees of state budgetary and autonomous institutions of the Bryansk region in the field of providing services to the population in organizing recreation on a paid basis
I. General provisions
1.1. This Model Regulation on the remuneration of employees of state budgetary and autonomous institutions of the Bryansk region in the field of providing services to the population in organizing recreation on a paid basis (hereinafter referred to as the Regulation) was developed in accordance with the Labor Code of the Russian Federation, the Law of the Bryansk Region of December 29, 2014 N 89- Z "On wage systems for employees of state institutions of the Bryansk region", Uniform recommendations on the establishment at the federal, regional and local levels of wage systems for employees of state and municipal institutions for 2015, approved by the decision of the Russian tripartite commission for the regulation of social and labor relations of December 24 2014, protocol N 11, and other regulatory legal acts Russian Federation and the Bryansk region, regulating the issues of remuneration of employees public institutions.
Taking into account this Regulation, systems of remuneration for employees of state budgetary and autonomous institutions of the Bryansk region in the field of providing services to the population in organizing recreation on a paid basis (hereinafter referred to as state institutions) are being developed.
1.2. Remuneration systems for employees of state institutions (hereinafter referred to as employees), including salaries (official salaries), compensation and incentive payments, are established by collective agreements, agreements, local regulations taking into account the opinion of the representative body of employees and other regulatory legal acts of the Russian Federation containing the norms labor law, the Law of the Bryansk region of December 29, 2014 N 89-Z "On the systems of remuneration for employees of state institutions of the Bryansk region" and regulatory legal acts of the Government of the Bryansk region.
1.3. This Regulation includes:
minimum salaries (official salaries), established on the basis of the requirements for the level of qualifications, which are necessary for the implementation of the relevant professional activity, taking into account the complexity and volume of work performed;
compensation payments in accordance with the list of types of compensation payments approved by the regulatory legal act of the Government of the Bryansk region, and the conditions for their implementation in accordance with the current legislation;
incentive payments in accordance with the list of types of incentive payments approved by the regulatory legal act of the Government of the Bryansk region, and the conditions for their implementation;
terms of remuneration for heads of institutions, their deputies and chief accountants, including salaries, amounts and conditions for making compensation and incentive payments.
1.4. The monthly salary of employees (excluding incentive payments), established in accordance with this Regulation, cannot be less than a month wages(excluding incentive payments), paid in accordance with the previously applied wage system, subject to maintaining the volume official duties employees and their performance of work of the same qualification.
1.5. The monthly salary of an employee who has fully worked out the standard of working hours for this period and fulfilled the labor standards (labor duties) cannot be lower than the minimum wage established by the regional agreement on the minimum wage in the territory of the Bryansk region for the corresponding year.
1.6. The remuneration of labor of employees employed part-time, as well as on a part-time basis, is made in proportion to the hours worked. The determination of wages for the main position, as well as for the position held in combination, is carried out separately for each of the positions.
1.7. The wage fund of employees is formed on the basis of funds received from income-generating activities.
The payroll fund for employees of state institutions is formed for a calendar year based on the number of employees.
When forming the payroll fund for employees, the following funds are provided for payment (per year):
a) 12 salaries (official salaries);
b) compensation and incentive payments - 15.2 salaries (official salaries).
The annual wage fund of employees of a state institution is subject to recalculation and adjustment in the following cases:
changes in staffing (staffing);
significant changes in the conditions of remuneration;
establishing compensation payments that are of a permanent nature (within the limits of the formed wage fund);
adoption by the executive authority, which exercises the functions and powers of the founder in relation to the institution, of a decision to allocate an additional amount of subsidy to budgetary and autonomous institutions for financial support for the fulfillment of the state task by them;
if funds are available or additional income is received through extrabudgetary activities.
1.8. The terms of remuneration, including the size of the salary (official salary) of the employee, the amount and conditions for making compensation and incentive payments, are mandatory for inclusion in the employment contract.
1.9. The salary of each employee depends on his qualifications, the complexity of the work performed, the quantity and quality of the labor expended, and is not limited to maximum sizes.
II. The procedure and conditions for remuneration of employees
2.1. The salaries (official salaries) of employees holding positions of employees are established on the basis of attributing the positions of employees they hold to the qualification levels of professional qualification groups (hereinafter - PKG), approved in the prescribed manner. For positions of employees not included in the PKG, the size of official salaries is established on the basis of the requirements for the level of qualifications that are necessary for the implementation of the relevant professional activity, taking into account the complexity and volume of work performed. dated 01/23/2017 N 14-p)
The salaries of employees who carry out labor activity by professions of workers, are established depending on the category of work performed in accordance with the Unified Tariff and Qualification Directory of Works and Professions of Workers. (as amended by the Decree of the Government of the Bryansk Region of 01/23/2017 N 14-p)
Local regulations establish fixed salaries (official salaries) for each profession (position), but not less than the minimum salary (official salaries) established by this Regulation. (as amended by the Decree of the Government of the Bryansk Region of 01/23/2017 N 14-p)
2.1.1. Recommended minimum wages for employees holding positions classified as professional qualification groups approved by Order of the Ministry of Health and Social Development of Russia dated May 29, 2008 N 247n "On approval of professional qualification groups for industry-wide positions of managers, specialists and employees":
PKG Qualification Levels | |
|
|
1 qualification level | |
2 qualification level | |
Professional qualification group |
|
1 qualification level | |
2 qualification level | |
3 qualification level | |
4 qualification level | |
Professional qualification group |
|
1 qualification level | |
2 qualification level | |
3 qualification level | |
4 qualification level | |
5 qualification level | |
Professional qualification group |
|
1 qualification level | |
2 qualification level | |
3 qualification level | |
(As amended by the Decree of the Government of the Bryansk Region of February 19, 2018 N 54-p)
2.1.2. The minimum wages for employees holding positions not assigned to professional qualification groups:
Job title | Minimum official salary (rub.) |
Wellness center manager | |
Chief Engineer |
(As amended by the Decree of the Government of the Bryansk Region of February 19, 2018 N 54-p)
2.1.3. The minimum wages of workers engaged in labor activities in the professions of workers are established depending on the category of work performed in accordance with the Unified Tariff and Qualification Reference Book of Works and Professions of Workers:
The category of work performed in accordance | Official salary |
(As amended by the Decree of the Government of the Bryansk Region of February 19, 2018 N 54-p)
2.2. Taking into account the working conditions, compensation payments are established for employees, provided for in Section IV of these Regulations.
2.3. Employees are provided with incentive payments provided for in Section V of these Regulations.
2.1.4. The assignment of positions and professions established by the staffing table to the appropriate qualification level or category of work performed is carried out by the institution independently in accordance with the approved PKG and the Unified Tariff and Qualification Guide for Works and Professions of Workers based on the requirements for levels of compliance with professional activities and are reflected in the relevant local regulations institutions. (as amended by the Decree of the Government of the Bryansk Region of 01/23/2017 N 14-p)
III. Terms of remuneration of heads of institutions, their deputies and chief accountant
The official salary of the head of the institution is determined by the employment contract.
The size of the official salary of the head is determined depending on the complexity of the work, including taking into account the scale of management and the characteristics of the activities and significance of the institution.
The criterion for determining the scale of management, the characteristics of the activities and the significance of institutions is the volume paid services for the population on the organization of recreation, the number of consumers who used the services of the institution for the year preceding the billing period:
A group of institutions depending on the scale of management, characteristics of activities and significance | Criteria for the scale of management, the characteristics of the activities and the significance of the institution |
|
volume of paid services (thousand rubles) | number of consumers |
|
over 14000.0 | over 10 thousand people |
|
less than 14000.0 | less than 10 thousand people |
|
The salaries of managers by groups of institutions, depending on the scale of management, characteristics of activities and significance:
Groups of institutions | Official salary (rub.) |
(As amended by the Decree of the Government of the Bryansk Region of February 19, 2018 N 54-p)
The size of the official salaries of the deputy head of the institution, the chief accountant are established by the employment contract, taking into account the complexity of the labor (official) duties performed, by 10-30 percent lower than the official salary of the head of the institution.
Taking into account the working conditions, compensation payments are established to the head of the institution, his deputies and the chief accountant, as provided for in Section IV of these Regulations.
Incentive payments to the head are established by the executive body exercising the functions and powers of the founder, in accordance with Section V of these Regulations, depending on the achievement of performance targets set for the institution. The criteria for evaluating the effectiveness and efficiency of the activities of the head of the institution are approved by the executive authority that exercises the functions and powers of the founder.
The deputies of the head, the chief accountant of the institution are set incentive payments in accordance with Section V of these Regulations.
The maximum level of wages of managers, their deputies and chief accountants of institutions is established by determining the ratio of the average monthly wages of managers, their deputies and chief accountants of institutions and the average monthly wages of employees of institutions (excluding the wages of the corresponding manager, his deputies, chief accountant), formed for account of all sources financial support and calculated per calendar year. (As amended by the Decree of the Government of the Bryansk Region dated May 15, 2017 N 230-p)
The average monthly salary of the head, deputy head, chief accountant and the average monthly salary of employees of institutions in order to determine limit level the ratio is calculated in accordance with the Decree of the Government of the Russian Federation on the specifics of the procedure for calculating the average wage. (As amended by the Decree of the Government of the Bryansk Region dated May 15, 2017 N 230-p)
The maximum level of the ratio of the average monthly salary of managers, their deputies and chief accountants of institutions and the average monthly salary of employees of institutions is established in accordance with the regulatory legal act of the Government of the Bryansk Region by order of the executive authority that exercises the functions and powers of the founder in relation to institutions, for the calendar year for each institution depending on the group in terms of the scale of management, features of activities and significance. (As amended by the Decree of the Government of the Bryansk Region dated May 15, 2017 N 230-p)
The maximum level of the ratio of the average monthly salary of heads of institutions and the average monthly salary of employees of institutions, depending on the group in terms of the scale of management, features of activity and significance:
Groups of institutions | Limit level |
The maximum level of the ratio of the average monthly salary of deputy heads and chief accountants of institutions and the average monthly salary of employees of institutions, depending on the group in terms of the scale of management, features of activity and significance:
Groups of institutions | Limit level |
When establishing the conditions for remuneration of heads of institutions executive agency The authorities exercising the functions and powers of the founder in relation to institutions should proceed from the need to ensure that the established maximum level of the ratio of the average monthly salary is not exceeded in the event that all performance indicators of institutions and the work of their leaders are met and incentive payments are received in the maximum amount. (As amended by the Decree of the Government of the Bryansk Region dated May 15, 2017 N 230-p)
IV. The procedure and conditions for establishing compensation payments
4.1. Compensatory payments, the amounts and conditions for their implementation are established by collective agreements, agreements, local regulations, taking into account the opinion of the representative body of employees and other regulatory legal acts containing labor law, taking into account the list of types of compensation payments approved by the regulatory legal act of the Government of the Bryansk region .
4.2. Taking into account the working conditions, the following compensation payments can be established for employees:
4.2.1. Additional payment to employees engaged in work with harmful and (or) hazardous conditions labor - is established in accordance with Article 147 of the Labor Code of the Russian Federation.
Payment is made based on results. special evaluation working conditions in the amount of at least 4% of the salary (official salary) established for various kinds work under normal working conditions. If, according to the results of a special assessment of working conditions workplace recognized as safe, then no additional payment is made.
4.2.2. Surcharge for night work is set for employees for each hour of work at night (from 22.00 to 06.00) in accordance with Article 154 of the Labor Code of the Russian Federation and Decree of the Government of the Russian Federation of July 22, 2008 N 554 "On the minimum amount of wage increases for work at night."
The amount of additional payment is not less than 20% of the salary (official salary) calculated per hour of work.
The salary calculated per hour of work is determined by dividing the salary (official salary) of the employee by the number of working hours in the corresponding month, depending on the established length of the working week.
4.2.3. Employees of institutions when combining professions (positions), expanding the service area, increasing the volume of work performed or performing the duties of a temporarily absent employee without exemption from work determined by the employment contract, are paid an additional payment in accordance with Article 151 of the Labor Code of the Russian Federation. The amount of the surcharge and the period for which it is established are determined by agreement of the parties. employment contract subject to the content and (or) volume of additional work.
4.3. Payment for work on weekends and non-working days holidays produced in the following sizes:
not less than a single part of the salary (official salary) per day or hour of work - in excess of the salary (official salary), if work on a weekend or non-working holiday was carried out within the monthly norm of working time;
at least double the salary (official salary) per day or hour of work - in excess of the salary (official salary), if the work was performed in excess of the monthly norm of working time.
At the request of an employee who worked on a weekend or non-working holiday, he may be granted another day of rest. In this case, work on a weekend or non-working holiday is paid in a single amount, and the day of rest is not subject to payment.
4.4. Overtime work paid for the first two hours of work at least one and a half times, for subsequent hours - at least twice the amount of the part of the salary (official salary) per hour of work. At the request of the employee, overtime work, instead of increased pay, may be compensated by providing additional rest time, but not less than the time worked overtime.
4.5. The specific amount of payments is established by the collective agreement, agreements, local regulations, taking into account the opinion of the representative body of employees.
V. Types, conditions, amount and procedure for establishing incentive payments
5.1. In order to strengthen the interest of employees of institutions in improving the quality, effectiveness and efficiency of their professional activities, incentive payments are established in accordance with the list of types of incentive payments approved by the regulatory legal act of the Government of the Bryansk region.
The procedure for establishing incentive payments and the conditions for their implementation are adopted by the institution independently in accordance with local regulations, taking into account the opinion of the representative body of employees and within the wage fund.
5.2. The following incentive payments are established for employees of institutions:
bonus for labor intensity;
award for quality work;
bonuses based on the results of work for the reporting period (month, quarter, year).
5.3. When establishing a bonus for the intensity of work, it is recommended to take into account:
intensity and intensity of work;
participation in the implementation important works, activities;
ensuring trouble-free, trouble-free and uninterrupted operation of the institution;
organizing and holding events aimed at increasing the authority and image of the institution.
The bonus for the intensity of work is set monthly based on an assessment of the intensity and results of the work, which is carried out according to the criteria established by:
for the head of the institution - by the order of the founder; (as amended by the Decree of the Government of the Bryansk Region of 01/23/2017 N 14-p)
for other employees - by a local normative act, taking into account the opinion of the representative body of employees.
5.4. It is recommended to pay a monthly bonus for quality performance of work for:
compliance with the requirements of standards, technologies;
compliance with the established deadlines for the provision of services to the population;
lack of justified customer complaints;
high-quality preparation and implementation of activities related to the statutory activities of the institution;
quality preparation and timely reporting of the institution.
The award for quality work is set by:
for the director of an institution - on the basis of the criteria established for evaluating the activities of the institution by the order of the founder, up to 50% of the official salary;
for other employees - based on the criteria for assessing the quality of work performed, approved by the local regulatory act of the institution, taking into account the opinion of the representative body of employees in the amount of up to 100% of the salary (official salary).
5.5. The payment of bonuses for the reporting period (month, quarter, year) is recommended to be carried out in order to encourage employees based on the results of their work.
Award takes into account:
successful and conscientious performance by the employee of his official duties in the relevant period;
initiative, creativity and application in work modern forms and methods of labor organization;
high-quality preparation and holding of events related to the statutory activities of the institution;
performance of the assigned work related to the provision of the work process or the statutory activities of the institution;
high-quality preparation and timely delivery of reports;
participation during the relevant working period in the performance of important work, events, etc.
Bonus payments to employees of state institutions are made in accordance with the local regulatory act of the institution, agreed with the representative body of employees, if there are funds or additional income from extrabudgetary activities (from the profit remaining at the disposal of the institution).
The bonus is paid to the head of the institution on the basis of the criteria established for evaluating the activities of the institution by the order of the founder, within the available funds (wage fund) from the profit remaining at the disposal of the institution.
VI. Final provisions
6.1. Savings in the wage fund can be used to make social payments to employees (including the provision of material assistance). The procedure and conditions for making payments of a social nature are determined by a local regulatory act of a state institution.
The text of the document is verified by:
official mailing,
Official Internet portal
legal information www.pravo.gov.ru
Registration N 35377
In accordance with Decree of the Government of the Russian Federation of August 5, 2008 N 583 "On the introduction of new wage systems for employees of federal budgetary, autonomous and state institutions and federal state bodies, as well as civilian personnel of military units, institutions and divisions of federal executive bodies, in which the law provides for military and equivalent service, the remuneration of which is currently carried out on the basis of the Unified tariff scale on remuneration of employees of federal state institutions" (Sobranie Zakonodatelstva Rossiyskoy Federatsii, 2008, No. 33, Art. 3852; No. 40, Art. 4544; 2010, No. 52, Art. 7104; 2012, No. 21, Art. 2652; No. 40 , item 5456; 2013, N 5, item 396; 2014, N 4, item 373) I order:
1. Approve the attached Approximate regulation on remuneration of employees of federal state budgetary institutions in the field of scientific research and development, subordinate to the Federal Agency for Scientific Organizations.
2. Recommend that federal state budgetary institutions in the field of research and development, subordinate to the Federal Agency for Scientific Organizations, bring wage systems in line with the Model Regulations approved by this order by January 1, 2015.
3. I reserve control over the execution of this order.
Head M. Kotyukov
Approximate regulation on remuneration of employees of federal state budgetary institutions in the field of scientific research and development, subordinate to the Federal Agency for Scientific Organizations
I. General provisions
1. An approximate regulation on the remuneration of employees of federal state budgetary institutions in the field of scientific research and development, subordinate to the Federal Agency for Scientific Organizations (hereinafter, respectively - the Regulations, institutions), was developed in accordance with the Decree of the Government of the Russian Federation of August 5, 2008 N 583 "On introduction of new wage systems for employees of federal budgetary, autonomous and state institutions and federal state bodies, as well as civilian personnel of military units, institutions and subdivisions of federal executive bodies, in which the law provides for military and equivalent service, whose remuneration is currently is carried out on the basis of the Unified tariff scale for remuneration of employees of federal state institutions "(Sobraniye Zakonodatelstva Rossiyskoy Federatsii, 2008, N 33, Art. 3852; N 40, Art. 4544; 2010, N 52, Art. 7104; 2012, N 21, 2652; No. 40, article 5456; 2013, No. 5, article 396; 2014, N 4, art. 373), taking into account the Recommendations for the development of federal government bodies and institutions - the main managers of federal budget funds of exemplary regulations on the remuneration of employees of subordinate federal budgetary institutions, approved by order of the Ministry of Health and social development of the Russian Federation of August 14, 2008 N 425n "On approval of the Recommendations on the development by federal state bodies and institutions - the main managers of federal budget funds of approximate provisions on remuneration of employees of subordinate federal budgetary institutions" (recognized by the Ministry of Justice of the Russian Federation as not in need of state registration, letter of the Ministry of Justice of the Russian Federation dated August 25, 2008 N 01/8393-AB) as amended by the order of the Ministry of Labor and social protection of the Russian Federation of February 20, 2014 N 103n (registered by the Ministry of Justice of the Russian Federation on May 15, 2014, registration N 32284; Russian newspaper, 2014, No. 118).
2. This Regulation governs the procedure for remuneration of employees of the institution from all sources of funding.
3. The remuneration system for employees of institutions is established by a collective agreement, agreement, local regulatory act in accordance with labor law, other regulatory legal acts of the Russian Federation containing labor law norms. When approving the regulation on the remuneration of employees of the institution, it is necessary to take into account the opinion of the representative body of employees. The size of salaries (official salaries), compensation and incentive payments are established within the limits of the wage fund of the institution.
4. The savings of the wage fund can be used to make social payments, including the provision of material assistance, in accordance with the local regulations of institutions on social payments or a collective agreement.
5. The determination of wages is carried out in accordance with the system of remuneration of employees of institutions both for the main positions and for positions held in combination. Remuneration of employees of institutions employed part-time, as well as on a part-time or part-time basis, is made in proportion to the time worked or depending on the amount of work performed. The determination of wages for the main position, as well as for the position held in combination, is carried out separately for each of the positions.
6. The salary of each employee depends on his qualifications, the complexity of the work performed, the quantity and quality of the labor expended, and is not limited to the maximum amount, with the exception of cases provided for by labor legislation.
7. Wages of employees (excluding bonuses and other incentive payments) established in accordance with this Regulation cannot be less than wages (excluding bonuses and other incentive payments) paid in accordance with the previously applied wage system, provided that the volume of job duties of employees and their performance of work of the same qualifications.
II. The procedure and conditions for remuneration of employees of the institution
8. Remuneration systems for employees of the institution are established taking into account:
unified tariff qualification handbook jobs and occupations of workers;
a unified qualification directory of positions of managers, specialists and employees or professional standards;
state guarantees for wages;
a list of types of compensation payments in federal budgetary institutions;
a list of types of incentive payments in federal budgetary institutions;
of this Regulation;
recommendations of the Russian tripartite commission for the regulation of social and labor relations on the establishment at the federal, regional and local levels of wage systems for employees of state and municipal institutions, approved by the decision of the commission;
opinions of the workers' representative body;
labor rationing systems determined by the employer taking into account the opinion of the representative body of employees or established by a collective agreement on the basis of standard labor standards for homogeneous work (intersectoral, sectoral and other labor standards, including time standards, production standards, headcount standards, recommended staffing standards, service standards and other standard rules).
9. The amount of salaries (official salaries) of employees of institutions holding positions of employees is recommended to be established on the basis of attributing the positions of employees they hold to the qualification levels of professional qualification groups (hereinafter - PKG), approved in the prescribed manner.
If the positions of employees included in the PKG are not structured by qualification levels, then the salaries (official salaries) are set according to the PKG.
The minimum salaries (official salaries) for professional qualification groups / qualification levels are given in Appendix No. 1 to this Regulation.
10. Salaries (official salaries) are reviewed by the institution, if they are set in a smaller amount than these Regulations. The adoption of this Regulation is not a basis for reducing salaries (official salaries), if they are set in a larger amount, including in institutions participating in the implementation of the Decree of the Government of the Russian Federation of April 22, 2006 N 236 "On implementation in 2006 - 2008 pilot project to improve the system of remuneration of scientists and managers scientific institutions and scientific workers of scientific centers of the Russian Academy of Sciences" (Sobraniye zakonodatelstva Rossiyskoy Federatsii, 2006, N 18, item 2003; 2007, N 16, item 1913; N 38, item 4546), taking into account the subsequent indexation of salaries (official salaries).
11. Salaries (official salaries) of deputy heads (chiefs) structural divisions institutions, with the exception of the salary (official salary) of deputy chief accountants, it is recommended to set 10 - 20% lower than the salaries (official salaries) of the heads (chiefs) of the relevant structural units.
12. The salaries of employees of institutions engaged in labor activities in the professions of workers are recommended to be established depending on the category of work performed in accordance with the Unified Tariff and Qualification Reference Book of Works and Professions of Workers.
The minimum wages for the categories of work performed in accordance with the Unified Tariff and Qualification Reference Book of Works and Professions of Workers are given in Appendix No. 2 to this Regulation.
13. Remuneration of medical and pharmaceutical workers institutions in the field of scientific research and development, which have clinical, polyclinic divisions (clinics) in their structure, is carried out in the manner established for the specified employees of healthcare institutions.
14. Pay teaching staff institutions in the field of scientific research and development is carried out in the manner prescribed for the specified employees of institutions in the field of education.
15. Payment for the work of workers of culture and art of institutions in the field of scientific research and development is made in the manner established for these employees of institutions in the field of culture and art.
16. Taking into account the working conditions, compensation payments are established for employees of institutions, provided for in Chapter III of this Regulation.
17. Incentive payments are established for employees of institutions, provided for in Chapter IV of this Regulation.
III. The procedure and conditions for establishing compensation payments
18. Taking into account the working conditions and the norms of the current legislation, compensation payments are established for employees of institutions.
19. In accordance with the List of types of compensation payments in federal budgetary, autonomous, state-owned institutions, approved by order of the Ministry of Health and Social Development of the Russian Federation of December 29, 2007 N 822 (registered by the Ministry of Justice of the Russian Federation on February 4, 2008, registration N 11081; Rossiyskaya gazeta, 2008, N30), as amended by orders of the Ministry of Health and Social Development of the Russian Federation of December 19, 2008 N 738n (registered by the Ministry of Justice of the Russian Federation on January 21, 2009, registration N 13145; Rossiyskaya Gazeta, 2009 , N 15), dated September 17, 2010 N 810n (registered by the Ministry of Justice of the Russian Federation on October 13, 2010, registration N 18714; Rossiyskaya Gazeta, 2010, N 237) and by order of the Ministry of Labor and Social Protection of the Russian Federation of February 20, 2014 g. N 103n (registered by the Ministry of Justice of the Russian Federation on May 15, 2014, registration N 32284; Rossiyskaya gazeta, 2014, N 118), the following compensation payments can be made to employees of institutions:
a) payments to employees engaged in hard work, work with harmful and (or) dangerous and other special working conditions;
b) payments for work in areas with special climatic conditions;
c) payments for work in conditions that deviate from normal (when performing work of various qualifications, combining professions (positions), overtime work, working at night and when performing work in other conditions that deviate from normal);
d) allowances for work with information constituting a state secret, their classification and declassification, as well as for work with ciphers.
20. Remuneration of labor of employees of institutions engaged in work with harmful, dangerous and special working conditions is made in increased size according to the results of a special assessment of working conditions. If, according to the results of a special assessment of working conditions, the workplace is recognized as safe, then an increase in wages is not made.
Compensation payments to employees of institutions in the field of scientific research and development, which have clinical, polyclinic units (clinics) in their structure, are made in the manner established for these healthcare workers.
21. The percentage premium for working with information constituting a state secret, their classification and declassification, as well as for working with ciphers, is established in the amount and in the manner determined by the legislation of the Russian Federation.
22. When combining positions (professions), expanding service areas, increasing the volume of work, or when performing the duties of a temporarily absent employee without exemption from work determined by the employment contract, employees of institutions are given an additional payment by agreement of the parties.
23. Additional payment for night work is made to employees of institutions for each hour of night work in accordance with Article 154 of the Labor Code of the Russian Federation (Sobraniye Zakonodatelstva Rossiyskoy Federatsii, 2002, No. 1, Art. 3; No. 30, Art. 3014, Art. 3033; 2003, N 27, item 270; 2004, N 18, item 1690; N 35, item 3607; 2005, N 1, item 27; N 13, item 1209; N 19, item 1752 ; 2006, N 27, item 2878; N 41, item 4285; N 52, item 5498; 2007, N 1, item 34; N 17, item 1930; N 30, item 3808; N 41, 4844; N 43, item 5084; N 49, item 6070; 2008, N 9, item 812; N 30, item 3613; N 52, item 6235, item 6236; 2009, N 1, 17, item 21; N 19, item 2270; N 29, item 3604; N 30, item 3732, item 3739; N 46, item 5419; N 48, item 5717; N 50, 6146; 2010, N 31, item 4196; N 52, item 7002; 2011, N 1, item 49; N 25, item 3539; N 27, item 3880; N 30, item 4586, 4590, item 4591, item 4596; N 45, item 6333, item 6335; N 48, item 6730, item 6735; N 49, item 7015, item 7031; N 50, item 7359; N 52, article 7639; 2012, N 10, article 1164; N 14, article 1553; No. 18, Art. 2127; N 31, Art. 4325; No. 47, Art. 6399; No. 50, art. 6954, art. 6957, art. 6959; No. 53, art. 7605; 2013, N 14, Art. 1666, Art. 1668; No. 19, Art. 2322, Art. 2326, art. 2329; No. 23, art. 2866, art. 2883; No. 27, Art. 3449, art. 3454, art. 3477; No. 30, art. 4037; No. 48, Art. 6165; No. 52, Art. 6986; 2014, N 14, art. 1542, art. 1547, art. 1548; No. 19, Art. 2321; No. 23, art. 2930; No. 26, art. 3405; No. 30, art. 4217; "Official Internet portal of legal information" (www.pravo.gov.ru), November 5, 2014) (hereinafter referred to as the Labor Code of the Russian Federation) and Decree of the Government of the Russian Federation dated July 22, 2008 N 554 "On minimum size increase in wages for work at night" (Sobraniye zakonodatelstva Rossiyskoy Federatsii, 2008, N 30, art. 3640).
The minimum amount of additional payment for night work (from 22:00 to 06:00) is 20% of the salary (official salary) calculated per hour of work, for each hour of work at night.
The calculation of the increase in wages for work at night is determined by dividing the salary (official salary) of an employee of the institution by the average monthly number of working hours in the corresponding calendar year, depending on the length of the working week established for the employee.
The amount of the increase in wages for night work for employees of institutions is established by a collective agreement, a local normative act adopted taking into account the opinion of the representative body of employees, and an employment contract.
24. Payment for overtime work, payment for work on weekends and non-working holidays for employees of institutions is established in accordance with Articles 152 and 153 of the Labor Code of the Russian Federation.
25. In areas with special climatic conditions, the wages of employees of institutions are applied:
a) regional coefficients;
b) coefficients for work in desert and waterless areas;
c) coefficients for work in high-altitude areas;
d) percentage bonuses for length of service in the districts Far North and areas equated to them, in the southern regions of Eastern Siberia and the Far East.
The specific amounts of coefficients, percentage surcharges and the conditions for their application are established in accordance with the legislation of the Russian Federation.
IV. The procedure and conditions for establishing incentive payments
26. In order to encourage employees of the institution for the work performed in accordance with the List of types of incentive payments in federal budgetary, autonomous, state-owned institutions, approved by order of the Ministry of Health and Social Development of the Russian Federation of December 29, 2007 N 818 (registered with the Ministry of Justice of the Russian Federation on February 1, 2008, registration N 11080; Rossiyskaya gazeta, 2008, N 28), as amended by orders of the Ministry of Health and Social Development of the Russian Federation of December 19, 2008 N 739n (registered by the Ministry of Justice of the Russian Federation on January 21, 2009 ., registration N13146; Rossiyskaya gazeta, 2009, N 15) and dated September 17, 2010 N 810n (registered by the Ministry of Justice of the Russian Federation on October 13, 2010, registration N 18714; Rossiyskaya gazeta, 2010, N 237), employees of the institution are the following types incentive payments:
payments for intensity and high performance;
payments for the quality of work performed;
payments for continuous work experience, length of service;
performance bonuses.
27. Funds for remuneration, formed from the budgetary appropriations of the federal budget, may be directed by the institution for incentive payments. The recommended amount of funds for these payments should be at least 30% of the funds for wages, formed at the expense of the federal budget.
28. The decision on the introduction of incentive payments and the conditions for their implementation are taken by institutions independently within the wage fund, formed from all sources.
29. The amounts and conditions for the implementation of incentive payments are established by the regulation on the remuneration of the institution, collective agreements, agreements, local regulations. There are no maximum incentive payments.
30.1. For scientific workers of institutions:
the labor contribution of a researcher to the implementation of research work carried out by the institution (as part of temporary creative teams);
participation in the development of educational and methodological, scientific and methodological publications, manuals, recommendations, as well as participation in seminars held by the institution, speaking on behalf of the institution's management at conferences and symposiums;
publication activity in peer-reviewed domestic and leading foreign periodicals, in journals indexed in scientometric databases;
publication of monographs, books and textbooks on the profile of scientific activity of the institution;
mentoring, scientific supervision of graduate students carried out on behalf of the management of the institution;
organizing and holding events aimed at enhancing the authority and image of Russian science both within the country and abroad;
direct participation in the implementation of grants, competitions, civil law contracts, experimental groups and other income-generating activities;
direct participation in the implementation of national projects, federal and regional targeted programs in the field of scientific research, grants from state scientific funds;
presence of objects intellectual property, patents for them;
participation in methodological work and innovation activities institutions;
the development of advanced training programs or vocational training;
use of new effective technologies in progress;
successful implementation of research plans and other research activities for certain period(quarter, year) or upon completion of work (stage);
achievements in the innovative activities of the institution;
30.2. For employees of institutions engaged in labor activities in the professions of workers:
special treatment work (associated with ensuring trouble-free, trouble-free and uninterrupted operation of engineering and economic and operational life support systems of the institution);
fulfillment of the most important urgent work.
31. It is recommended to use the funds released in the institution due to the abolition of incentive payments that do not really motivate employees to perform their job duties efficiently and efficiently, to increase the salaries of employees and to real incentive payments.
32. When establishing incentive payments to employees, the following shall be taken into account:
successful and conscientious performance by the employee of his official duties in the relevant period;
initiative, creativity and application in the work of modern forms and methods of labor organization;
high-quality preparation and holding of events related to the statutory activities of the institution;
performance of the assigned work related to the provision of the work process or the statutory activities of the institution;
high-quality preparation and timely delivery of reports;
participation of the employee in the performance of important work, activities.
33. The specific amount of the incentive payment can be determined both as a percentage of the salary (official salary) of the employee, and in absolute terms.
V. Terms of remuneration for heads of institutions, their deputies, chief accountant
34. The terms of remuneration for heads of institutions are determined by an employment contract concluded 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 (Collected Legislation of the Russian Federation, 2013, N 16 , article 1958).
35. The amount of the official salary of the head of the institution is determined by the Federal Agency for Scientific Organizations depending on the complexity of the work, including taking into account the scale of management, the characteristics of the activities and the significance of the institution, and is reflected in the employment contract, or in an additional agreement to the employment contract with the head of the institution.
36. Official salaries of deputy heads and chief accountants of institutions are set at 10 - 30% lower than the official salaries of the heads of these institutions by orders for the relevant institutions.
37. Incentive payments to the heads of institutions are paid by decision of the Federal Agency for Scientific Organizations, taking into account the achievement of performance indicators for the activities of institutions and their heads.
38. Compensatory payments are established for heads of institutions in accordance with Chapter III of this Regulation, depending on their working conditions.
39. Deputy heads of institutions and chief accountants are entitled to receive compensation and incentive payments in accordance with Chapters III and IV of this Regulation, depending on their working conditions.
AGREED APPROVED
Chairman of the Committee Director of MBUK "CKS"
for culture and tourism
THEM. Ustinova _______ N. V. Pavlova
POSITION
ON PAYMENT AND BONUSES OF EMPLOYEES
MUNICIPAL BUDGET INSTITUTION OF CULTURE
"CENTRALIZED CLUB SYSTEM"
ZMEINOGORSKY DISTRICT OF ALTAI TERRITORY
1.1. This regulation on the remuneration of employees of MBUK "CKS" (hereinafter -
"Regulation"), developed in accordance with Labor Code Russian Federation, Decree of the Administration of the Zmeinogorsk region Altai Territory No. 136 dated April 18, 2016 "On approval of the Sectoral regulation on remuneration of employees of municipal budgetary institutions subordinate to the Committee for Culture and Tourism of the Administration of the Zmeinogorsk District of the Altai Territory" and includes:
the procedure for establishing salaries (official salaries), wage rates; the procedure for establishing increasing coefficients for salaries (official salaries), wage rates;
names, conditions for implementation and amounts of compensation and incentive payments and criteria for their establishment;
conditions for the payment of financial assistance;
1.2. The wage system provides for:
the dependence of the amount of wages on the qualifications of specialists, the complexity of the work performed, the quantity and quality of labor expended, working conditions;
individual approach to the use of various types of incentive payments for high performance.
1.3. The payroll fund for employees of the institution is formed for a calendar year based on the amount of funds from the district budget allocated to pay wages to employees, funds received from income-generating activities and from other sources established by law.
1.4. The regulation on the remuneration of employees of the institution is approved by order of the head, taking into account the opinion of the representative body of employees and is agreed with the committee on culture and tourism of the Administration of the Zmeinogorsky district of the Altai Territory (hereinafter referred to as the "Founder").
1.5. staffing of the institution is agreed with the Founder and approved by its head, and includes all positions of employees of the institution, which must comply with the statutory goals of the institution. The titles of positions must also correspond to the titles provided for by the Unified Tariff and Qualification Directory of Works and Professions of Workers, the Unified Qualification Directory for the Positions of Managers, Specialists and Employees and other regulatory legal acts of the Russian Federation.
1.6. The monthly salary of employees who have fully worked out the norm of working hours during this period and fulfilled labor standards (labor duties) cannot be lower than the minimum wage established by current legislation.
1.7. The remuneration of labor of employees employed part-time, as well as on the terms of part-time work or part-time work week, is made in proportion to the hours worked.
The determination of wages for the main position, as well as for the position held in combination, is carried out separately for each of the positions.
1.8. The terms of remuneration, including the amount of the salary (official salary), wage rates of the employee, increasing the coefficients to the salary (official salary), wage rate, compensation and incentive payments are mandatory for inclusion in the employment contract.
1.9. Persons who do not have the education and (or) work experience necessary to establish a qualification category, but who have sufficient practical experience who qualitatively and fully perform the duties assigned to them, the decision of the attestation commission may establish the same qualification categories as well as persons with the necessary education and (or) work experience.
2. The procedure and conditions for remuneration of employees of institutions
2.1. Remuneration of cultural workers
2.1.1. The remuneration of labor of cultural workers consists of a salary (official salary), wage rate, payments when applying increasing coefficients to the salary (official salary), wage rate, compensation and incentive payments.
2.1.2. The salaries (official salaries), wage rates of employees of cultural institutions are established by the heads of the relevant institutions on the basis of the minimum amounts determined by Appendix 1 to this Regulation, taking into account the requirements for professional training and the level of qualifications that are necessary for the implementation of the relevant professional activity, on the basis of attributing positions occupied by employees to professional qualification groups (hereinafter - PKG), as well as based on the complexity and volume of work performed.
The assignment of positions of employees to professional qualification groups is carried out on the basis of orders of the Ministry of Health and Social Development of the Russian Federation of August 31, 2007 N 570 "On the approval of professional qualification groups for positions of workers in culture, art and cinematography", of May 29, 2008 N 247n "On the approval of professional qualification groups of industry-wide positions of managers, specialists and employees" and dated 14.03.2008 N 121n "On the approval of professional qualification groups for professions of workers in culture, art and cinematography".
2.1.3. To the salary (official salary), the wage rate of employees of cultural institutions, the following multiplying coefficients can be established:
personal multiplier;
multiplying factor for employees of institutions located in countryside.
2.1.4. The personal multiplier to the salary (official salary), the wage rate of the employee is set taking into account the level of his professional readiness, complexity, importance of work, degree of independence and responsibility in the performance of tasks and other factors. The decision to establish a personal multiplier and its size is made by the head of the institution in relation to each individual employee. The size of the personal multiplier can reach 3.0 and is accepted by the institution, taking into account the provision of the specified payment with financial resources.
2.1.5. The increase coefficient to the salary is set for a certain period of time during the relevant calendar year.
2.1.6. For employees of institutions located in rural areas, as of December 31, 2004, in accordance with the legislation of the Russian Federation and the Altai Territory, who were entitled to increased tariff rates(salaries) in comparison with the rates (salaries) of specialists engaged in similar types of activities in urban conditions, a multiplying coefficient is established for the salary (official salary), wage rate in the amount approved by the Decree of the Administration of the Zmeinogorsk District of the Altai Territory dated December 21, 2011 N 642 " About Introduction industry systems remuneration of employees of municipal institutions of all types (autonomous, budgetary, state), as well as employees of institutions (organizations) financed from the district budget.
2.1.7. The amount of payment when applying a personal multiplying factor (increasing factor) to the salary (official salary), wage rate is determined by multiplying the salary (official salary), wage rate by the personal increasing factor (increasing factor).
2.1.8. The application of a personal multiplier to the salary (official salary), wage rate does not form a new salary (official salary), wage rate and is not taken into account when calculating incentive and compensation payments established as a percentage of the salary (official salary), wage rate .
2.1.9. The application of a multiplying factor for employees of institutions located in rural areas forms a new salary (official salary), wage rate by multiplying the multiplying factor and is taken into account when calculating compensation and incentive payments.
2.1.10. The amount and procedure for establishing compensation, incentive payments, as well as the payment of material assistance to employees of cultural institutions are established by the local regulatory act of the institution in accordance with paragraphs 2.2 - 2.4 of this provision.
2.2. Remuneration of employees of institutions
industry-wide positions of managers, specialists
and employees, as well as carrying out activities for
industry-wide occupations of workers
2.2.1. The remuneration of employees of institutions holding industry-wide positions of managers, specialists and employees, as well as carrying out activities in industry-wide professions of workers, consists of a salary (official salary), wage rate, payments when applying multiplying factors to salary (official salary), wage rate, compensation and incentive payments.
For industry-wide occupations of workers can be applied hourly payment labor. The conditions and amount of payment for one hour of work are determined by the institution independently based on the established salary.
2.2.2. The amount of salaries (official salaries), wage rates for employees of institutions occupying industry-wide positions of managers, specialists and employees, as well as carrying out activities in industry-wide professions of workers, are established depending on the minimum wages (official salaries), wage rates of employees according to professional qualification groups of industry-wide positions of managers, specialists and employees, industry-wide professions of workers (Appendix No. 2).
2.2.3. Employees of institutions occupying industry-wide positions of managers, specialists, employees, as well as carrying out activities in industry-wide professions of workers, may be assigned a personal incremental coefficient to the salary (official salary), wage rate, taking into account the level of their professional preparedness, the degree of independence and responsibility in carrying out tasks and other factors. The decision to establish a personal multiplier to the salary (official salary), wage rate and its size is taken by the head of the institution personally in relation to a particular employee.
2.2.4. The size of the personal multiplier coefficient established for employees of institutions occupying industry-wide positions of managers, specialists, employees, as well as carrying out activities in industry-wide professions of workers, can reach 3.0.
2.2.5. The application of a personal multiplier to the salary (official salary), wage rate for the position held, profession does not form a new salary (official salary), wage rate and is not taken into account when calculating incentive and compensation payments established as a percentage of the salary (official salary ), wage rate.
2.2.6. Compensatory and incentive payments may be established for employees of institutions, as well as material assistance provided in accordance with paragraphs 2.3 - 2.7 of this regulation.
2.3. Compensatory payments
2.3.1. The types, amounts and conditions for making payments of a compensatory nature are established in the regulation on the remuneration of employees of the institution in accordance with labor legislation, other regulatory legal acts containing labor law norms, this regulation. These payments are specified in the employment contracts of employees and are made within the funds provided for wages.
In accordance with the list of types of payments of a compensatory nature and the procedure for their establishment, approved by the Decree of the Administration of the Zmeinogorsk district of the Altai Territory of December 21, 2011 N 642 "On the introduction of sectoral wage systems for employees of municipal institutions of all types (autonomous, budgetary, state-owned), as well as employees of institutions (organizations) financed from the district budget”, the following compensation payments can be established for employees of institutions:
payments to employees engaged in hard work, work with harmful and (or) dangerous and other special working conditions;
payments for work in conditions that deviate from normal (when performing work of various qualifications, combining professions (positions), overtime work, working at night and when performing work in other conditions that deviate from normal);
payments for work in areas with special climatic conditions;
personalized fee.
Compensatory payments are established to the salary (official salary), wage rate of employees and can be determined both as a percentage of the salary (official salary), employee wage rate, and in absolute terms.
2.3.2. Payments to employees engaged in heavy work, work with harmful and (or) dangerous and other special working conditions are established in accordance with Article 147 of the Labor Code of the Russian Federation.
The employer takes measures to conduct a special assessment of working conditions in the workplace in order to develop and implement an action program to ensure safe working conditions. If, according to the results of a special assessment of working conditions, the workplace is recognized as safe, then the specified payment is not made.
2.3.3. The amount of additional payments for combining professions (positions), expanding service areas and the period for which they are established are determined in accordance with labor legislation by agreement of the parties to the employment contract, taking into account the content and (or) volume of additional work.
An additional payment for an increase in the volume of work or the performance of the duties of a temporarily absent employee without exemption from work specified in the employment contract is established for the employee in the event of an increase in the volume of work established for him or the assignment of the duties of a temporarily absent employee to him. The amount of the additional payment and the period for which it is established are determined by agreement of the parties in the employment contract, taking into account the content and (or) volume of additional work.
Additional payment for work at night is made to employees in the amount of at least 20% of the salary (official salary), the wage rate for each hour of work at night. Night time is considered from 22:00 to 06:00. The specific amounts of wage increases for night work are established by a collective agreement, a local normative act adopted taking into account the opinion of the representative body of workers, and an employment contract.
Overtime work is paid in accordance with Article 152 of the Labor Code of the Russian Federation.
Payment for work on weekends and non-working holidays is established in accordance with Article 153 of the Labor Code of the Russian Federation.
Specific amounts of payments for work on weekends and non-working holidays may be established by a collective agreement, a local normative act adopted taking into account the opinion of the representative body of workers, and an employment contract.
2.3.4. Payments for work in areas with special climatic conditions are established in the amount determined by the regulatory legal acts of the Russian Federation and the Altai Territory, and are charged on all wages, including salary (official salary), wage rate, payments when applying increasing coefficients, compensatory and incentive payments.
2.3.5. A personalized additional payment is made to employees if the monthly salary of employees (without established bonuses and incentive payments) who have fully worked out the norm of working hours during this period and fulfilled labor standards (labor duties) is below the minimum wage established by current legislation. The personalized surcharge is charged in the amount of the difference between the current monthly salary(without established bonuses and incentive payments), and the established minimum wage.
2.4. Incentive payments
2.4.1. Types, amounts and conditions for the implementation of incentive payments are determined by institutions independently within the wage fund, established by collective agreements, agreements, local regulations of the institution in accordance with the list of types of incentive payments and the procedure for their establishment, approved by the Decree of the Administration of the Zmeinogorsky District of the Altai Territory of December 21 .2011 N 642 “On the introduction of sectoral wage systems for employees of municipal institutions of all types (autonomous, budgetary, state-owned), as well as employees of institutions (organizations) financed from the district budget”, and this provision and are specified in the employment contracts of employees.
Incentive payments are established to the employee in accordance with criteria that allow assessing the effectiveness and quality of his work.
The specific amounts of incentive payments to an employee are established in accordance with criteria that allow assessing the effectiveness and quality of his work, in the manner determined by this regulation, in accordance with the methodology for assessing the effectiveness of institutions for the provision of municipal services, approved by the Founder, or in agreement with him. (See Appendix No. 3 - Criteria for the effectiveness of employees of MBUK "CKS").
The amount of the incentive payment can be determined both as a percentage of the salary (official salary), the employee's wage rate, and in absolute terms.
The following incentive payments have been established for specialists of MBUK "CKS":
|
job title |
Head office,% |
Branch (DK),% |
Branch (DD),% |
|
|
Methodist for working with children and youth |
||||
|
Club work methodologist |
||||
|
cultural organizer |
||||
|
Mass performance director |
||||
|
sound engineer |
||||
|
Artistic director |
||||
|
Choirmaster (team with the title of "folk") |
||||
|
Choirmaster (group without the title of "folk") |
||||
|
Choreographer |
||||
|
Head of club formation |
||||
|
Head of the amateur association |
||||
|
branch manager |
||||
|
Director (team with the title of "people's") |
||||
|
Director (team without the title of "people's") |
||||
|
Head of the People's Film Studio |
For employees of the Central House of Culture (the head institution), incentive payments have been increased, as they provide methodological assistance to the branches of the MBUK "CKS".
In order to encourage employees for the work performed, the following types of incentive payments can be established:
for the intensity and high results of work;
for the quality of work performed;
for work experience;
for the presence of a scientific degree, an honorary title, as well as an industry award in the main profile of professional activity;
performance bonuses.
2.4.2. Payment for the intensity and high results of work is established:
a) for the fulfillment of the main indicators of the activity of the institution, annually established by the order of the Founder;
b) for the introduction of new forms and the application of advanced methods of work, for the use of new technologies;
c) for the performance of work that is not included in the scope of the main duties of the employee, including those related to the implementation of municipal development programs by the institution.
d) for the organization methodical work with cultural institutions - to employees of institutions that perform the functions of the methodological department;
The amount of payment for the intensity and high results of work is determined by the head of the institution and can be set as a percentage or absolute ratio to the salary (official salary), wage rate in accordance with established criteria. The allowance is established for a certain period, but not more than a year, after which it can be maintained or canceled.
2.4.3. Payment for the quality of work performed is carried out in accordance with the criteria established according to the specifics of the institution, in the manner and amount provided for in this regulation.
2.4.4. Employees of institutions holding positions of specialists and (or) managers are set a monthly payment for work experience in the following amounts:
To calculate the monthly allowance for the length of service, it includes periods of work in this institution, periods of filling positions in the state civil service, positions in the municipal service, periods of work in institutions of a similar profile or in a similar position in other organizations.
2.4.5. If an employee has a scientific degree or an honorary title corresponding to the profile of the institution's activities, as well as awards from the highest federal executive body in the field of culture, he may be given an increase in salary (official salary), wage rate.
Supplement amount:
for having a PhD degree - 8 percent, but not more than 3,000 rubles per month;
for the degree of doctor of science - 16 percent, but not more than 7,000 rubles per month;
for having an award from the highest federal executive body in the field of culture - 4 percent;
for the presence of honorary titles, the name of which begins with the words "Honored", provided that the honorary title corresponds to the main profile of the professional activity of the institution - 10 percent;
for the presence of honorary titles, the name of which begins with the words "National", provided that the honorary title corresponds to the main profile of the professional activity of the institution - 20 percent.
It is recommended to establish an increase in salary (official salary), wage rate for having an academic degree or honorary title on one of the proposed grounds that are of the greatest importance to the employee.
2.4.6. Bonus payments based on the results of work are carried out at intervals, in the manner and in the amounts established by this regulation, within the limits of the available funds of the payroll fund.
In order to encourage employees for the high-quality performance of labor duties, the following types of bonuses are established based on the results of work:
Bonus based on the results of work for the reporting period (month, quarter, half year, year).
Award for the quality of work performed;
Award for the performance of particularly important and urgent work;
Award for intensity and high performance;
One-time (one-time) incentive bonuses.
2.4.7. The bonus based on the results of work for the reporting period (month, quarter, year) is paid to encourage employees for the overall results of work based on the results of the reporting period from the funds of the district budget within the allocated appropriations and funds received from other income-generating activities.
When developing criteria for bonuses to employees, the following are taken into account:
successful and conscientious performance by the employee of his official duties in the relevant period;
participation during the relevant period in the performance of important work, events;
observance of working hours, absence of disciplinary sanctions.
2.4.8. The criteria for bonuses for the quality of work performed are:
initiative, creativity and application in the work of modern forms and methods of labor organization;
high-quality preparation and holding of events related to the statutory activities of the institution;
high-quality performance of the assigned work related to the provision of the work process or the statutory activities of the institution;
the effectiveness of participation in competitions, festivals, grants of various levels (getting a grant, winning 1,2,3 places, laureates);
participation in activities that generate income for the institution and attraction of extrabudgetary funds;
high-quality preparation and timely delivery of reports.
The bonus for the quality of work performed is established if the employees of the institution do not have an incentive payment to the salary (official salary), the wage rate for the quality of work or the criteria for bonuses for the quality of work performed differ from the criteria for accruing incentive payments.
2.4.9. The bonus for the performance of particularly important and urgent work is paid to employees at a time based on the results of such work in order to encourage efficiency, quality of work and is not limited to the maximum size. Bonuses for a particular employee are carried out on the basis of the fulfillment of the tasks assigned to him and job duties, taking into account the requirements set forth in the employment contract, and the specifics of the institution as a whole. The specific amount of the bonus is approved by the head of the institution, depending on the personal contribution of each employee to the overall results of the institution, based on the indicators established for this institution, and is not limited to a maximum amount.
2.4.10. The bonus for the intensity and high performance of work is paid to employees at a time. Award takes into account:
intensity and intensity of work;
a special mode of operation (associated with ensuring trouble-free, trouble-free and uninterrupted operation of engineering and economic and operational life support systems of the institution);
organizing and conducting events aimed at increasing the authority of the institution among the population;
direct participation in the implementation of national projects, federal and regional programs.
The bonus for the intensity and high results of labor is not limited to a maximum size. Bonuses for intensity and high performance are not applied to employees who have an incentive bonus for intensity and high performance.
2.4.11. One-time (one-time) incentive bonuses are paid:
according to the results of work for the year;
in connection with government or professional holidays, significant or professional anniversaries;
in connection with the awarding of government, regional and departmental awards;
in connection with the awarding of honorary titles and insignia of the Russian Federation;
2.4.12. By decision of the head of the institution, bonuses are carried out:
Heads of branches, heads of structural divisions of the institution, specialists and other employees directly subordinate to the head.
Bonuses for other employees employed in the structural divisions of the institution, branches - on the proposal of the head of the relevant structural unit, branch.
2.4.13. The procedure for awarding employees of the institution is determined by this regulation in accordance with clause 2.6. and carried out on the basis of the order of the head.
2.4.14. For each structural unit, branch, the head of the institution sets bonus indicators based on the functions assigned to the unit.
2.4.15. The minimum share of the total amount of funds received from income-generating activities directed by the institution for incentive payments to employees is 30%.
2.4.16. The head of the institution may decide to allocate a larger amount of funds allocated for these purposes, if there is sufficient income or if there is a need to encourage labor collective or individual employees for quality and efficient work on the grounds and in the manner prescribed by this regulation and local act institutions.
2.5. The procedure for incentive payments (premiums)
on the implementation of performance indicators by the employee
2.5.1. Incentive payments (bonuses) for meeting performance indicators are paid to an employee on the basis of:
submitted reporting data on the performance of employee performance indicators for the reporting period (month, quarter, year);
the established deadlines for the submission of reporting data (submission of reporting data for the 1st, 2nd, 3rd quarter before the 5th day of the month following the reporting period, for the 4th quarter no later than 10-15 days before the end of the financial year);
explanatory note to the reporting data.
Information reflected in explanatory note to the reporting data, should be as complete as possible, be objective and contain a description of the work performed to achieve each indicator, if necessary, confirmed by appropriate calculations.
In addition, the explanatory note indicates the reasons that influenced the decrease (increase) in the performance of indicators.
The explanatory note (if any) may be accompanied by relevant documents confirming the actual fulfillment of the performance indicators of the employee.
Responsible for providing a report on the implementation of performance indicators of employees are the heads of the relevant structural units and (or) deputy heads of the institution in this area.
The calculation of the number of evaluation criteria for assessing the performance of the employee's performance indicators should be made in proportion to the reporting period for the payment of the bonus.
When rewarding an employee, the following should be taken into account:
Objectivity: the amount of an employee's remuneration should be determined on the basis of an objective assessment of the results of his work;
Transparency: the employee must know what remuneration he will receive depending on the results of his work;
Adequacy: remuneration should be adequate to the labor contribution of each employee to the result of the activities of the entire team, his experience and skill level;
Timeliness: reward should follow the achievement of the result;
Fairness: the rules for determining remuneration should be clear to every employee.
2.6 Conditions for incentive payments (premiums)
fulfillment of performance indicators by the employee
2.6.1 Bonuses for employees of a cultural institution are subject to:
performance indicators of their activities for the reporting period (month, quarter, year);
absence of failures in work and high-quality performance of their main tasks and functions (for heads of structural divisions - absence of failures in work and high-quality performance of the main tasks and functions of directly subordinates and divisions).
To sum up and evaluate the performance of performance indicators of employees for the corresponding reporting period, the
commission for assessing the achievement of target performance indicators of the MBUK "Centralized club system" of the Zmeinogorsky district of the Altai Territory and incentives for employees.
The degree of implementation of each performance indicator is evaluated in points. With the absolute fulfillment of all target indicators, the employee is set maximum amount evaluation criteria (100 or more points), which is the basis for paying him a bonus in full (100%) provided for these purposes in the reporting period.
In case of non-fulfillment or incomplete fulfillment of certain indicators, the amount of the bonus is reduced in proportion to the sum of the evaluation criteria for the fulfillment of the indicators, taking into account that 1 point is equal to 1%.
2.6.2 An employee's bonus is based on the results of work for the relevant reporting period. If the performance indicator of an institution is assessed on an accrual basis, the assessment of employee performance indicators can also be carried out from the beginning of the reporting financial year on an accrual basis.
2.6.3 Bonus payments (bonus based on the results of work for the reporting period: month, quarter, year, half year), bonus for the quality of work performed, bonus for the performance of particularly important and urgent work, bonus for intensity and high performance and one-time (one-time) incentive bonuses) are paid to employees by decision of the head if there are savings in the wage fund.
2.7. Conditions for the payment of financial assistance
2.7.1. From the payroll fund, employees, the head of the institution can be provided financial assistance:
At the birth of a child, in the amount of 1,500 rubles.
In special cases (natural disaster; death of a family member: mother, father, wife, husband, children); an accident is made in the amount of 1500 rubles.
The provision of financial assistance in the event of the death of a member of the team, resulting from illness or accident, is made, in the amount of 5,000 rubles is paid to one of the close relatives (father, mother, husband (wife), children)
2.7.2. The decision to provide material assistance to an employee is made by the head of the institution on the basis of a written application from the employee.
Annex 1
to the payroll and
employee bonuses
MBUK "CKS"
"Positions of mid-level cultural workers"
|
Job title |
||
|
Accompanist |
||
|
cultural organizer |
||
Professional qualification group
"Positions of cultural workers of the leading link"
|
Job title |
Minimum salaries of employees, rubles |
|
|
sound engineer |
||
|
Accompanist-concertmaster |
||
|
leading stage master |
||
Professional qualification group
"Positions management team cultural institutions"
|
Positions of employees employed in cultural and leisure organizations of the club type (centralized (inter-settlement) club system), and other similar cultural and leisure organizations |
||
|
Artistic director |
||
|
Artistic director of the branch of the organization of culture of the club type (centralized (inter-settlement) club system) |
||
|
Head of the branch of the organization of culture of the club type (centralized (inter-settlement) club system) |
||
|
Amateur theater director (studio) |
||
|
unqualified |
||
|
Ballet master of a choreographic group (studio), song and dance ensemble |
||
|
unqualified |
||
|
Choirmaster of an amateur vocal or choir group (studio) |
||
|
unqualified |
||
|
Head of the club formation (amateur association, studio, amateur art group, club of interests) |
||
|
unqualified |
||
Annex 2
to the payroll
and employee bonuses
MBUK "CKS"
PROFESSIONAL QUALIFICATION GROUP
GENERAL POSITIONS OF MANAGERS, SPECIALISTS
AND EMPLOYEES
Professional qualification group
"Industry-wide positions of first-level employees"
Professional qualification group "General industry positions of second-level employees"
Professional qualification group "General industry positions of employees of the third level"
MINIMUM DIMENSIONS
SALARY (SALARY), WAGE RATES
EMPLOYEES BY PROFESSIONAL QUALIFICATION GROUPS
GENERAL POSITIONS OF MANAGERS, SPECIALISTS AND
EMPLOYEES, GENERAL INDUSTRY PROFESSIONS WORKERS
|
Professional qualification group |
Salary (official salary), wage rate, rubles |
|
Industry-wide positions of managers, specialists and employees |
|
|
Professional qualification group of the third level |
|
|
Professional qualification group of the fourth level |
|
|
Industry-wide professions of workers |
|
|
Professional qualification group of the first level |
|
|
Professional qualification group of the second level |
|
Attribution to industry-wide positions of managers, specialists, employees and workers in institutions is carried out in accordance with the orders of the Ministry of Health and Social Development of Russia dated May 29, 2008 N 247n "On approval of professional qualification groups for industry-wide positions of managers, specialists and employees" and dated May 29, 2008 N 248n "On approval professional qualification groups of industry-wide professions of workers".
Annex 3
to the payroll
and employee bonuses
MBUK "CKS"
CRITERIA
evaluation of performance for the main employees of cultural institutions of the Zmeinogorsky district of the Altai Territory
|
Key personnel performance targets |
Quantity |
Reporting frequency |
||
|
1. Branch manager |
||||
|
1. The main activity of the institution (60 points) |
||||
|
Achievement of target indicators (indicators) of the activities of the branch institutions approved by the Committee for Culture and Tourism of the Administration of the Zmeinogorsky District of the Altai Territory |
Branch manager's report |
Annual (the report is provided quarterly, but to evaluate this indicator, the report for the 4th quarter with a cumulative total is used) |
||
|
Fulfillment of the approved municipal task: (for the 1st, 2nd, 3rd quarter (cumulative total) - indicators of the municipal task, determined only for quarterly reporting (indicators of the volume and quality of the municipal service (work)); (for the 4th quarter (cumulative total) - all indicators of the municipal task (indicators of the volume and quality of the municipal service (work)) |
Branch manager's report |
1 time per quarter |
||
|
Employee Report |
1 time per quarter |
|||
|
Openness and accessibility of information about the organization of culture (site work, systematic and high-quality updating of information on the site) |
Branch manager's report |
1 time per quarter |
||
|
Report of the branch manager, minutes of the public council |
1 time per quarter |
|||
|
The presence of winners of competitions, festivals, reviews, conferences, olympiads, exhibitions (grand prix, laureate, 1,2,3 place, diploma winner. |
Employee Report |
1 time per quarter |
||
|
2. Personal contribution to the implementation of the main tasks and functions of the institution (40 points) |
||||
|
Timeliness of monthly, quarterly, annual reports, statistical reporting, other information and its quality |
Absence of an act of violation, memo, lack of comments |
1 time per quarter |
||
|
The presence of an order for disciplinary action, the absence of comments |
1 time per quarter |
|||
|
Work on the improvement of the adjacent territory and the sanitary condition of the premises |
Manager's report institutions about the work done, no comments |
1 time per quarter |
||
|
Employee Report |
1 time per quarter |
|||
|
Quantity |
Reporting frequency |
||||
|
2. Cultural organizer |
|||||
|
Employee Report |
1 time per quarter |
||||
|
Employee Report |
1 time per quarter |
||||
|
institutions |
Employee Report |
1 time per quarter |
|||
|
Employee Report |
1 time per quarter |
||||
|
Employee Report |
1 time per quarter |
||||
|
Number of club formations (plan/actual) |
Employee Report |
1 time per quarter |
|||
|
Number of members of club formations (plan/actual) |
Employee Report |
1 time per quarter |
|||
|
1 time per quarter |
|||||
|
Compliance with performance discipline and the code of professional ethics |
Leadership disciplinary order |
1 time per quarter |
|||
|
Employee Report |
1 time per quarter |
||||
|
IGOGO points: |
|||||
Worker ________________ ______________________
Supervisor _______________ ______________________
Employee contact number ____________________________
|
Performance targets for key employees |
Quantity |
Reporting form containing information on the achievement of the indicator |
Reporting frequency |
|
|
3. Artistic director |
||||
|
1. Main activity (75 points) |
||||
|
Number of programs prepared and activities carried out (plan/actual) |
Employee Report |
1 time per quarter |
||
|
Number of event visitors (plan/actual) |
Employee Report |
1 time per quarter |
||
|
Employee Report |
1 time per quarter |
|||
|
The presence of participants in competitions, festivals, reviews, conferences, olympiads, exhibitions |
Employee Report |
1 time per quarter |
||
|
The presence of winners (grand prix, laureate, 1,2,3 place, diploma winner. |
Employee Report |
1 time per quarter |
||
|
Participation in the provision of paid services to the population |
Employee Report |
1 time per quarter |
||
|
Employee Report |
1 time per quarter |
|||
|
Satisfaction of the population with the services of the institution |
Employee Report |
1 time per quarter |
||
|
2. Personal contribution to the implementation of the main tasks and functions of the institution (25 points) |
||||
|
Timely and high-quality preparation of plans, reports |
Act of violation, memo, oral remark |
1 time per quarter |
||
|
Compliance with performance discipline and the code of professional ethics |
1 time per quarter |
|||
|
Work on self-education: study at a specialized higher education institution, college or a diploma of education -5 points, advanced training: The presence of a document of the appropriate sample on advanced training for the last 5 years, subject to 72 hours or more - 5 points |
Employee Report |
1 time per quarter |
||
|
TOTAL points |
||||
Worker ________________ _____________________
Supervisor _______________ ______________________
|
Performance targets for key employees |
Quantity |
Reporting form containing information on the achievement of the indicator |
Reporting frequency |
|
|
4. Leaders of club formations |
||||
|
1. Main activity (70 points) |
||||
|
Number of participants in amateur creative teams (plan / fact) |
Employee Report |
1 time per quarter |
||
|
Number of programs prepared and activities carried out (plan/actual) |
Employee Report |
1 time per quarter |
||
|
Participation in the provision of paid services to the population |
Employee Report |
1 time per quarter |
||
|
Employee Report |
1 time per quarter |
|||
|
Regular preparation of information about activities for publication on the website |
Employee Report |
1 time per quarter |
||
|
Employee Report |
1 time per quarter |
|||
|
Satisfaction of the population with the services of the institution |
Employee Report |
1 time per quarter |
||
|
2. Personal contribution to the implementation of the main tasks and functions of the institution (30 points) |
||||
|
Act of violation, memo, oral remark |
1 time per quarter |
|||
|
Compliance with performance discipline and the code of professional ethics |
Order on disciplinary sanctions of the head |
1 time per quarter |
||
|
Work on self-education: studying at a specialized higher education institution, college or diploma of education -5 points, advanced training: the presence of a document of the appropriate sample on advanced training for the last 5 years, subject to 72 hours or more -5 points |
worker |
1 time per quarter |
||
|
TOTAL points |
||||
Worker ________________ ______________________
Supervisor _______________ ______________________
Employee contact number ___________________________________________
|
Performance targets for key employees |
Quantity |
Reporting form containing information on the achievement of the indicator |
Reporting frequency |
|
|
5. Sound engineer |
||||
|
||||
|
Timely and high-quality scoring of events |
No comments, complaints |
1 time per quarter |
||
|
Sound engineer's report |
1 time per quarter |
|||
|
Participation in the provision of paid services to the population |
Sound engineer's report |
1 time per quarter |
||
|
Number of members of the club formation (plan/actual) |
||||
|
The presence of participants in competitions, festivals, reviews, conferences, olympiads, exhibitions, staff |
Employee Report |
1 time per quarter |
||
|
The presence of winners of competitions, reviews, festivals of various levels (grand prix, laureate, 1,2,3 place). |
Employee Report |
1 time per quarter |
||
|
2. Personal contribution to the implementation of the main tasks and functions of the institution (30 points) |
||||
|
Compliance with performance discipline and the code of professional ethics |
Order on disciplinary sanctions of the head |
1 time per quarter |
||
|
Timely and high-quality preparation of plans, reports, journals of circle work, information stands, photo albums, etc. |
Act of violation, memo, oral remark |
1 time per quarter |
||
|
Work on self-education: study at a specialized higher education institution, college or a diploma of education -5 points, advanced training: The presence of a document of the appropriate sample on advanced training for the last 5 years, subject to 72 hours or more - 5 points |
Employee Report |
1 time per quarter |
||
|
TOTAL points |
||||
Worker ________________ ______________________
Supervisor _______________ ______________________
Employee contact number ___________________________________________
|
Performance targets for key employees |
Quantity |
Reporting form containing information on the achievement of the indicator |
Reporting frequency |
|
|
6. Methodist |
||||
|
||||
|
Number of programs prepared and activities carried out (plan/actual) |
Employee Report |
1 time per quarter |
||
|
Number of event visitors (plan/actual) |
Employee Report |
1 time per quarter |
||
|
Participation in the provision of paid services to the population |
Employee Report |
1 time per quarter |
||
|
Regular and high-quality preparation of information about activities for publication on the website |
Employee Report |
1 time per quarter |
||
|
Satisfaction of the population with services institutions |
Employee Report |
1 time per quarter |
||
|
2. Personal contribution to the implementation of the main tasks and functions of the institution (30 points) |
||||
|
Timely and high-quality preparation of plans, reports |
Act of violation, memo, oral remark |
1 time per quarter |
||
|
Compliance with performance discipline and the code of professional ethics |
Order on disciplinary sanctions of the head |
|||
|
Work on self-education: study at a specialized higher education institution, college or a diploma of education -5 points, advanced training: The presence of a document of the appropriate sample on advanced training for the last 5 years, subject to 72 hours or more - 5 points |
Employee Report |
|||
|
TOTAL points |
||||
Worker ________________ ______________________
Supervisor _______________ ______________________
Employee contact number __________________________________
In accordance with Decree of the Government of the Russian Federation of August 5, 2008 No. 583 "On the introduction of new wage systems for employees of federal budgetary, autonomous and state institutions and federal state bodies, as well as civilian personnel of military units, institutions and divisions of federal executive bodies, in which the law provides for military and equivalent service, the remuneration of which is currently carried out on the basis of the Unified tariff scale for remuneration of employees of federal state institutions "(Sobraniye zakonodatelstva Rossiyskoy Federatsii, 2008, No. 33, art. 3852; No. 40, art. I order:
1. Approve the attached on remuneration of employees of federal budgetary institutions of culture, art, education and science, which are under the jurisdiction of the Ministry of Culture of the Russian Federation.
2. Orders of the Ministry of Culture of the Russian Federation
dated August 28, 2008 No. 64 “On Approval of Model Regulations on Remuneration of Employees of Federal Budgetary Institutions of Culture and Art, Education, Science, Subordinate to the Ministry of Culture of the Russian Federation” (registered by the Ministry of Justice of Russia on November 10, 2008, registration No. 12602) and
dated April 8, 2013 No. 324 “On Amendments to the Model Regulations on the Remuneration of Employees of Federal Budgetary Institutions of Culture and Art, Education, Science, Subordinate to the Ministry of Culture of the Russian Federation, approved by Order of the Ministry of Culture of the Russian Federation dated August 28, 2008 No. 64 ” (registered by the Ministry of Justice of Russia on June 14, 2013, registration number 28808) to be recognized as invalid.
3. To impose control over the execution of this order on the Deputy Minister of Culture of the Russian Federation N.A. Malakova.
| Acting Minister | V.V. Aristarkhov |
Approximate position
on remuneration of employees of federal budgetary institutions of culture, art, education and science, which are under the jurisdiction of the Ministry of Culture of the Russian Federation
I. General provisions
1. An approximate regulation on the remuneration of employees of federal budgetary institutions of culture, art, education and science, which are under the jurisdiction of the Ministry of Culture of the Russian Federation (hereinafter referred to as the Regulation), was developed in accordance with the Decree of the Government of the Russian Federation dated August 5, 2008 No. 583 "On introduction of new wage systems for employees of federal budgetary, autonomous and state institutions and federal state bodies, as well as civilian personnel of military units, institutions and subdivisions of federal executive bodies, in which the law provides for military and equivalent service, whose remuneration is currently is carried out on the basis of the Unified tariff scale for remuneration of employees of federal state institutions "(Collected Legislation of the Russian Federation, 2008, No. 33, Art. 3852; No. 40, Art. 4544; 2010, No. 52, Art. 7104; 2012, No. 21, 2652; No. 40, art. 5456; 2013, No. 5, art. 396; 2014, No. 4, art. 373), taking into account the Recommendations on the development by federal state bodies and institutions - the main managers of federal budget funds of approximate provisions on wages employees of subordinate federal budgetary institutions, approved by order of the Ministry of Health and Social Development of the Russian Federation dated August 14, 2008 No. 425n “On Approval of the Recommendations for the Development by Federal State Bodies and Institutions - the Main Dispensers of Federal Budget Funds of Model Regulations on the Remuneration of Employees of subordinated federal budgetary institutions ” (recognized by the Ministry of Justice of the Russian Federation as not requiring state registration, letter of the Ministry of Justice of the Russian Federation dated August 25, 2008 No. 01 / 8393-AB), as amended by the order of the Ministry of Labor and Social Protection of the Russian Federation dated February 20, 2014. No. 103n (registered by the Ministry of Justice of the Russian Federation on May 15, 2014, registration No. 32284; Rossiyskaya Gazeta, 2014, No. 118).
2. The regulation defines the approximate procedure and conditions for remuneration of employees of federal state budgetary institutions of culture, art, education and science, which are under the jurisdiction of the Ministry of Culture of the Russian Federation (hereinafter referred to as the Institution).
3. The remuneration system for employees of the Institution is established by a collective agreement, agreement, local normative act in accordance with labor legislation, other regulatory legal acts of the Russian Federation containing labor law norms.
4. The amount of salaries (official salaries), compensation and incentive payments are established within the limits of the payroll fund of the Institution.
5. The payroll fund for employees of the Institution is formed based on the amount of subsidies received in accordance with the established procedure for the Institution from the federal budget to ensure the fulfillment of the state task, as well as funds received from income-generating activities.
6. The savings of the payroll fund can be used to make social payments, including the provision of material assistance, in accordance with the local regulations of the Institution on social payments or a collective agreement.
7. The salary of each employee depends on his qualifications, the complexity of the work performed, the quantity and quality of labor expended, and is not limited to the maximum amount, except as provided for by the Labor Code of the Russian Federation (Article 132 of the Labor Code of the Russian Federation) (Collected Legislation of the Russian Federation, 2002 , No. 1, item 3; 2006, No. 27, item 2878; 2014, No. 14, item 1547).
At the same time, the wages of employees (excluding bonuses and other incentive payments) when changing the wage system cannot be less than the wages (excluding bonuses and other incentive payments) paid to employees before the change, provided that the volume of labor (officials) ) the duties of employees and the performance of work by them of the same qualifications.
8. Remuneration of labor of employees employed part-time, as well as on the terms of part-time work or part-time work week, is made in proportion to the time worked, depending on the output or on other conditions determined by the employment contract.
The determination of wages for the main position and for the position held in combination is carried out separately for each of the positions.
9. The monthly salary of an employee who has fully worked out the norm of working hours during this period and fulfilled the labor norm (labor duties) cannot be lower than the minimum wage established in accordance with the legislation of the Russian Federation.
10. The staff list of the Institution is approved by the head of this Institution in the manner prescribed by the Charter of the Institution, and includes all positions of employees, professions of workers of this Institution.
When forming the staffing table, it is recommended to apply standard labor standards, taking into account the existing organizational and technical conditions, as well as to provide for the distribution of the established maximum staffing to ensure the fulfillment of the state task for the provision of services (performance of work) and the staffing for the provision of services (performance of work) related to the main types of activities provided for by the Charter, in excess of the established state task.
II. The procedure and conditions for remuneration of employees of the institution
11. Remuneration systems for employees of the Institution are established taking into account:
unified tariff-qualification directory of works and professions of workers, unified qualification directory of positions of managers, specialists and employees or professional standards;
state guarantees for wages;
names, conditions for making and amount of compensation payments in accordance with the list of types of compensation payments approved by Order of the Ministry of Health and Social Development of the Russian Federation dated December 29, 2007 No. 822 “On Approval of the List of Types of Compensatory Payments in Federal Budgetary, Autonomous, State institutions and clarifications on the procedure for establishing compensation payments in these institutions ”(registered by the Ministry of Justice of the Russian Federation on February 4, 2008, registration No. 11081), as amended by orders of the Ministry of Health and Social Development of the Russian Federation dated December 19, 2008 No. 738n (registered by the Ministry of Justice of the Russian Federation on January 21, 2009, registration No. 13145), dated September 17, 2010 No. 810n (registered by the Ministry of Justice of the Russian Federation on October 13, 2010, registration No. 18714), by order of the Ministry of Labor and Social Protection of the Russian Federation dated February 20, 2014 No. 103n (registered by the Ministry of Justice of the Russian Federation on May 15, 2014, registration No. 32284) (hereinafter - the List of types of compensation payments);
names, conditions for implementation and amount of incentive payments in accordance with the list of types of incentive payments approved by Order of the Ministry of Health and Social Development of the Russian Federation dated December 29, 2007 No. 818 “On approval of the List of types of incentive payments in federal budgetary, autonomous, state institutions and clarifications on the procedure for establishing incentive payments in these institutions ”(registered by the Ministry of Justice of the Russian Federation on February 1, 2008, registration No. 11080), as amended by orders of the Ministry of Health and Social Development of the Russian Federation dated December 19, 2008 No. 739n (registered by the Ministry of Justice of the Russian Federation on January 21, 2009, registration No. 13146), dated September 17, 2010 No. 810n (registered by the Ministry of Justice of the Russian Federation on October 13, 2010, registration No. 18714) (hereinafter - the List of types of incentive payments) ;
of this Regulation;
recommendations on the establishment at the federal, regional and local levels of wage systems for employees of state and municipal institutions, approved by the decision of the Russian tripartite commission for the regulation of social and labor relations;
opinions of the workers' representative body;
labor rationing systems determined by the employer taking into account the opinion of the representative body of employees or established by a collective agreement on the basis of standard labor standards for homogeneous work (intersectoral, sectoral and other labor standards, including time standards, production standards, headcount standards, recommended staffing standards, service standards and other standard rules).
Norms of hours of pedagogical and (or) teaching work for the wage rate of pedagogical workers and the procedure for determining study load pedagogical workers are established in accordance with the order of the Ministry of Education and Science of the Russian Federation dated December 22, 2014 No. 1601 “On the duration of working hours (norms of hours of pedagogical work for the wage rate) of pedagogical workers and on the procedure for determining the teaching load of pedagogical workers, stipulated in the labor agreement” (registered by the Ministry of Justice of the Russian Federation on February 25, 2015, registration No. 36204).
III. The procedure for establishing salaries (official salaries) of employees of the Institution
12. The amount of salaries (official salaries) of the employees of the Institution are established taking into account the requirements for professional training and the level of qualifications necessary for the implementation of the relevant professional activity.
By positions of employees - on the basis of assigning the positions they hold to the following professional qualification groups (hereinafter referred to as PKG):
workers of culture and art - approved by the order of the Ministry of Health and Social Development of the Russian Federation dated August 31, 2007 No. 570 "On approval of professional qualification groups for positions of workers in culture, art and cinematography" (registered by the Ministry of Justice of the Russian Federation on October 1, 2007, registration number 10222);
education workers - approved by order of the Ministry of Health and Social Development of the Russian Federation of May 5, 2008 No. 216n "On approval of professional qualification groups for positions of education workers" (registered by the Ministry of Justice of the Russian Federation on May 22, 2008, registration No. 11731), as amended, introduced by the order of the Ministry of Health and Social Development of the Russian Federation dated December 23, 2011 No. 1601n (registered by the Ministry of Justice of the Russian Federation on January 31, 2012, registration No. 23068);
employees of higher and additional vocational education- approved by the order of the Ministry of Health and Social Development of the Russian Federation of May 5, 2008 No. 217n "On approval of professional qualification groups for positions of employees of higher and additional professional education" (registered by the Ministry of Justice of the Russian Federation on May 22, 2008, registration No. 11725);
workers in the field of scientific research and development - approved by the order of the Ministry of Health and Social Development of the Russian Federation of July 3, 2008 No. 305n "On approval of professional qualification groups for positions of workers in the field of scientific research and development" (registered by the Ministry of Justice of the Russian Federation on July 18, 2008, registration No. 12001), as amended by Order of the Ministry of Health and Social Development of the Russian Federation No. 740n dated December 19, 2008 (registered by the Ministry of Justice of the Russian Federation on January 21, 2009 No. 13147);
managers, specialists and employees of industry-wide positions - approved by order of the Ministry of Health and Social Development of the Russian Federation dated May 29, 2008 No. 247n "On approval of professional qualification groups for positions of managers, specialists and employees" (registered by the Ministry of Justice of the Russian Federation on June 18, 2008, registration No. 11858), as amended by order of the Ministry of Health and Social Development of the Russian Federation No. 718n dated December 11, 2008 (registered by the Ministry of Justice of the Russian Federation on January 20, 2009, registration No. 13140), as well as PKG of other industries necessary for fulfillment of the goals and objectives determined by the Charter of the Institution, and the fulfillment of the state task, taking into account the provision of differentiation in salaries for positions of employees classified as key personnel and for industry-wide positions.
For workers engaged in labor activities in the professions of workers, depending on the category of work performed in accordance with the Unified Tariff and Qualification Reference Book of Works and Professions of Workers.
13. For positions of employees, the size of official salaries for which the PCG is not determined, the size of official salaries are established by a collective agreement, agreement, local normative act, taking into account the opinion of the representative body of employees, depending on the complexity of the work of these employees.
14. In institutions of the performing arts, which apply per-performance remuneration, it is recommended for artistic and artistic personnel:
the amount of wages is calculated on the basis of a one-time concert rate and the monthly number of performances. The size of a one-time concert rate (for a performance, performance, production) is determined by the ratio of the official salary of the artistic and artistic staff to the monthly rate of performances, productions, established by the institution independently;
the amount of wages, depending on the norm of performances (performances), in case of overfulfillment established norm calculated in proportion to its overfulfillment.
15. Official salaries of deputy heads (heads, heads) of structural subdivisions of the Institution, with the exception of the official salary of a deputy chief accountant, are set at 5-10% lower than the salaries (salaries) of heads (heads, heads) of the relevant structural subdivisions.
IV. The procedure and conditions for establishing compensation payments
16. In accordance with the List of types of compensation payments, the following compensation payments can be established for employees of the Institution:
payments for night work;
payments to employees engaged in hard work, work with harmful and (or) dangerous and other special working conditions;
overtime pay;
payments for work on weekends and non-working holidays;
payments when combining professions (positions), expanding service areas, increasing the volume of work, while performing the duties of a temporarily absent employee without exemption from work specified in the employment contract;
allowances for work with information constituting a state secret;
payments for work in areas with special climatic conditions.
17. Payment for night work is established in accordance with Article 154 of the Labor Code of the Russian Federation (Sobraniye Zakonodatelstva Rossiyskoy Federatsii, 2002, No. 1, Art. 3; 2006, No. 27, Art. 2878) and the Decree of the Government of the Russian Federation of July 22 2008 No. 554 “On the minimum amount of wage increases for night work” (Sobraniye Zakonodatelstva Rossiyskoy Federatsii, 2008, No. 30, Art. 3640).
18. The remuneration of employees of institutions engaged in work with harmful, dangerous and other special working conditions is made in an increased amount based on the results of a special assessment of working conditions. If, according to the results of a special assessment of working conditions, the workplace is recognized as safe, then remuneration in an increased amount is not made.
19. Payment for overtime work is made in accordance with Article 152 of the Labor Code of the Russian Federation (Sobraniye Zakonodatelstva Rossiyskoy Federatsii, 2002, No. 1, Art. 3; 2006, No. 27, Art. 2878). Data on the duration of overtime work are reflected in the timesheets.
The increased payment for overtime work is for the first two hours of work at least one and a half times, for the following hours - double the size.
20. Payment for work on weekends and non-working holidays is made in the amount of at least a single daily or hourly rate (official salary per day or hour of work) in excess of the official salary, if the work was carried out within the monthly norm of working time, and in the amount of at least double daily or hourly rate (official salary for a day or hour of work) in excess of the official salary, if the work was done in excess of the monthly norm of working time in accordance with Article 153 of the Labor Code of the Russian Federation (Sobraniye Zakonodatelstva Rossiyskoy Federatsii, 2002, No. 1, Art. 3; 2006 , No. 27, item 2878; 2008, No. 9, item 812). Data on the duration of work on weekends and non-working holidays are reflected in the time sheets.
Additional payment for work on weekends and non-working holidays is made to employees of the Institution who were involved in work on weekends and non-working holidays. The amount of the surcharge is:
when working full-time - at least a single daily rate in excess of the salary (official salary), if work on a weekend or non-working holiday was carried out within the monthly norm of working time, and in the amount of at least a double daily rate in excess of the salary (official salary), if work was carried out in excess of the monthly norm of working time;
when working part-time - at least one part of the salary (official salary) in excess of the salary (official salary) for each hour of work, if work on a weekend or non-working holiday was carried out within the monthly norm of working hours, and in the amount of at least a double part of the salary (official salary) in excess of the salary (official salary) for each hour of work, if the work was performed in excess of the monthly norm of working time.
21. Payment when combining professions (positions), expanding service areas, increasing the volume of work or performing the duties of a temporarily absent employee without exemption from work determined by an employment contract, is established for employees in accordance with Article 151 of the Labor Code of the Russian Federation (Collected Legislation of the Russian Federation, 2002 , No. 1, item 3; 2006, No. 27, item 2878).
The amount of additional payment for combining professions (positions), for expanding service areas, for increasing the volume of work or performing the duties of a temporarily absent employee without exemption from work determined by the employment contract, and the period for which it is established, are determined by agreement of the parties to the employment contract, taking into account the content and/or amount of additional work.
22. The allowance for working with information constituting a state secret is established in the amount and in the manner determined in accordance with the Decree of the Government of the Russian Federation of September 18, 2006 No. 573 "On the provision social guarantees citizens admitted to state secrets on permanent basis, and employees of structural divisions for the protection of state secrets” (Sobraniye Zakonodatelstva Rossiyskoy Federatsii, 2006, No. 39, Art. 4083; 2008, No. 23, Art. 2727; 2012, No. 12, Art. 1410; 2013, No. 13, Art. 1559).
23. In areas with special climatic conditions, the wages of employees of institutions are applied:
district coefficients;
coefficients for work in desert and waterless areas;
coefficients for work in high mountain areas;
percentage bonuses for work experience in the regions of the Far North and equivalent areas, in the southern regions of Eastern Siberia and the Far East.
The specific amounts of coefficients, percentage surcharges and the conditions for their application are established in accordance with the legislation of the Russian Federation.
V. The procedure and conditions for establishing incentive payments
24. In accordance with the List of types of incentive payments, incentive payments may be established for employees of the Institution.
25. In order to improve the efficiency of employees for the work performed in the Establishment, the bonus based on the results of work for the reporting period is paid taking into account the fulfillment of established indicators and criteria for assessing labor efficiency. When bonuses can be taken into account both individual and collective results of work.
26. The decision on the introduction of incentive payments and the conditions for their implementation are taken by the Institution independently, taking into account the provision of these payments with financial resources within the share in the wage fund allocated for incentive payments.
27. The amounts and conditions for making incentive payments are established by collective agreements, agreements, local regulations, labor contracts.
VI. Terms of remuneration of the head of the Institution, his deputies and the chief accountant
28. The salary of the head of the Institution, his deputies and the chief accountant consists of an official salary, compensation and incentive payments.
29. The terms of remuneration for the head of the Institution are established in an employment contract concluded on the basis of a standard form of an employment contract with the head of a state (municipal) institution, approved by Decree of the Government of the Russian Federation dated April 12, 2013 No. 329 “On standard form an employment contract with the head of a state (municipal) institution” (Sobraniye Zakonodatelstva Rossiyskoy Federatsii, 2013, No. 16, item 1958).
30. The official salaries of the deputy heads and the chief accountant of the Institution are set at 10-30% lower than the official salary of the head of the Institution.
31. Taking into account the working conditions, the head of the Institution and his deputies, the chief accountant are established compensation payments, provided for by this Regulation.
32. Incentive payments to the Head of the Institution are established by decision of the Ministry of Culture of the Russian Federation, taking into account the achievement of indicators of the state assignment for the provision public services(performance of work), as well as performance indicators of the Institution.
33. For the deputy heads of the Institution and the chief accountant, incentive payments are applied in the form of a bonus based on the results of work, taking into account the fulfillment of established indicators and criteria for assessing labor efficiency.
VII. Individual conditions of remuneration of individual employees
34. By decision of the head of the Institution, employees holding positions of employees from among the artistic and artistic personnel who have extensive professional experience, high professional skills, a bright creative personality, wide recognition of the audience and the public, as well as employees hired to perform administrative functions or carrying out economic work, having extensive experience professional work, individual wage conditions can be established.
35. Individual conditions of remuneration (salary, compensation and incentive payments, as well as the conditions for their application) are determined by agreement of the parties to the employment contract.
36. Individual conditions of remuneration for individual employees should not be worse than the conditions for remuneration of employees in their positions (professions of workers) provided for by this Regulation.
Document overview
A new approximate regulation on the remuneration of employees of the Federal State Budgetary Institution of Culture and Arts, Education, Science, which is under the jurisdiction of the Ministry of Culture of Russia, has been approved.
The remuneration system is established taking into account the unified tariff-qualification directory of works and professions of workers; a unified qualification directory of positions of managers, specialists and employees or professional standards. State guarantees, compensation and incentive payments (according to approved lists), labor rationing systems, and the opinion of the representative body of workers were taken into account. The recommendations of the Russian tripartite commission on the establishment of wage systems for employees of state institutions at the federal, regional and local levels were taken into account.
The procedure for establishing per-performance remuneration for employees of performing arts institutions and the conditions for individual remuneration of labor of certain categories of employees are provided.
The current orders on these issues are recognized as invalid.
ADMINISTRATION
RESOLUTION
On approval of the Model Regulation on the remuneration of employees of municipal budgetary institutions physical culture and sports
Document with changes made
dated February 19, 2016 N 613
Decree of the Administration of the Petrozavodsk City District of April 18, 2018 N 1112
Decree of the Administration of the Petrozavodsk City District
______________________________________________________________________
Based on Article 144 of the Labor Code of the Russian Federation, paragraph 18 of Article 12 of the Federal Law of December 28, 2013 N 421-FZ "On Amendments to Certain Legislative Acts of the Russian Federation in Connection with the Adoption of the Federal Law "On a Special Assessment of Working Conditions", in order to improve remuneration system for employees of municipal budgetary institutions of physical culture and sports of the Petrozavodsk city district, improving the quality of the provision of municipal services (performance of work) and on the basis of the Resolution of the Administration of the Petrozavodsk city district dated August 27, 2014 N 4238 "On Amendments to the Resolution of the Head of the Petrozavodsk City District dated February 27 .2008 N 401", Resolution of the Administration of the Petrozavodsk City District of 27.08.2014 N 4239 "On Amendments to the Resolution of the Head of the Petrozavodsk City District of 24.10.2008 N 2815", Administration of the Petrozavodsk City District
decides:
1. Approve and put into effect the Approximate regulation on remuneration of employees of municipal budgetary institutions of physical culture and sports subordinate to the Committee for Social Development of the Administration of the Petrozavodsk City District (hereinafter referred to as the Regulation) (attached).
2. Heads of municipal budgetary institutions of physical culture and sports:
2.1 when preparing local regulations on remuneration, be guided by the Regulations approved by this resolution;
2.2 to familiarize employees with this resolution against personal signature.
3. The Information and Analytical Department of the Office of the Administration of the Petrozavodsk City District (M.G. Mukhina) to publish this resolution in the source of the official publication of municipal legal acts.
4. Recognize as invalid the Resolution of the Head of the Petrozavodsk City District of June 30, 2009 N 1878 "On Approval of the Model Regulation on the Remuneration of Employees of Municipal Institutions Subordinate to the Department of Physical Culture and Sports of the Committee on Education, Culture, Youth Affairs, Young Family, Physical Culture and Sports of the Administration of the Petrozavodsk City District.
5. Control over the implementation of this resolution shall be entrusted to the Deputy Head of the Administration of the Petrozavodsk City District - Chairman of the Committee for Social Development R.E. Ermolenko.
Deputy Head of Administration
Petrozavodsk city district -
Chairman of the Economics Committee and
municipal property management
E.A. Sukhorukov
Approximate regulation on remuneration of employees of municipal budgetary institutions of physical culture and sports subordinate to the Committee for Social Development of the Administration of the Petrozavodsk City District
APPROVED
by the decision of the Administration
Petrozavodsk city district
No. 2458 dated May 21, 2015
I. General provisions
1. This Exemplary Regulation on the remuneration of employees of municipal budgetary institutions of physical culture and sports subordinate to the Committee for Social Development of the Administration of the Petrozavodsk City District (hereinafter referred to as the Regulations) has been developed in order to improve the remuneration system for employees of municipal institutions of physical culture and sports of the Petrozavodsk City District, increase the quality of the provision of municipal services (performance of work).
2. This Regulation establishes uniform principles for establishing a wage system in municipal budgetary institutions of the Petrozavodsk City District, carrying out their main activities by type economic activity 93.11 "Activity of sports facilities", 93.19 "Other activities in the field of sports" (hereinafter referred to as the Institution):
- Municipal budgetary institution of the Petrozavodsk city district "Center for the development of physical culture and sports";
- Municipal budgetary institution of the Petrozavodsk city district "Leonid Levin Boxing House";
- municipal budgetary institution of the Petrozavodsk city district "Sports complex "Lumi".
dated April 18, 2018 N 1112
3. The remuneration system for employees of the Institution is established by collective agreements and agreements, local regulations in accordance with, , 144 of the Labor Code of the Russian Federation, other regulatory legal acts of the Russian Federation, taking into account:
- a single tariff-qualification directory of works and professions of workers, a unified qualification directory of positions of managers, specialists and employees or professional standards;
- state guarantees for wages provided for in Article 130 of the Labor Code of the Russian Federation;
- professional qualification groups approved by the federal executive body responsible for the development of state policy and legal regulation in the field of labor;
- a list of types of compensation payments established for employees of municipal institutions;
- a list of types of incentive payments established for employees of municipal institutions;
Recommendations of the Russian tripartite commission for the regulation of social and labor relations;
- the amount of the minimum wage established by the Agreement on the Minimum Wage in the Republic of Karelia;
- of this Regulation;
- opinions of the workers' representative body.
4. This Regulation is advisory in nature and includes:
- salaries for professional qualification groups (hereinafter - PKG);
- conditions for implementation and recommended amounts of compensation payments;
- conditions for implementation and recommended amounts of incentive payments;
- terms of remuneration of employees of the Institution, including managers, deputy heads of the Institution.
5. The amount of salaries (official salaries) in each Establishment is determined taking into account these Regulations and based on the grouping of positions of specialists, professions of workers into categories of various jobs that are equivalent, according to the following parameters:
- a set of performed labor functions;
- complexity of work;
- labor intensity;
- labor productivity.
At the same time, it is recommended to take into account the requirements for professional qualifications (presence of special education and professional experience, including the requirements reflected in the licensing procedure certain types activities); statutory goals of the Institution; requirements for the standards of municipal services provided by the Institution (works performed).
6. The terms of remuneration, including the amount of the salary (official salary) of the employee, incentive payments, compensation payments, are integral part employee wages.
7. Remuneration of labor of employees employed part-time, as well as on the terms of part-time work or part-time work week, is made in proportion to the time worked.
The calculation of the rate per hour of work is determined by dividing the salary (official salary) of the corresponding qualification level of the professional qualification group by the average monthly number of working hours in the corresponding calendar year, depending on the length of the working week established for the employee.
8. The salary of an employee is paid within the limits of the payroll fund of the Institution and is not limited to maximum amounts.
9. The staff list of the Institution is approved annually by the head of the Institution.
10. The wage fund of the Institution is approved annually by the head of the Institution in agreement with the Committee for Social Development of the Administration of the Petrozavodsk City District.
II. The procedure and conditions for remuneration of employees
11. The official salaries of employees are established by the head of the Institution on the basis of attributing the positions they hold to professional qualification groups approved by orders of the Ministry of Health and Social Development of the Russian Federation dated 08/06/2007 525 "On professional qualification groups and approval of criteria for classifying the professions of workers and positions of employees as professional qualification groups", dated 08.06.2007 526 "On approval of professional qualification groups for positions of medical and pharmaceutical workers", dated 05.05.2008 N 216n "On approval of professional qualification groups for positions of education workers", dated 05.29.2008 N 247n "On approval of professional qualification groups of industry-wide positions of managers, specialists and employees ", dated 05.29.2008 N 248n "On approval of professional qualification groups of industry-wide occupations of workers" .
The sizes of official salaries in accordance with the qualification levels of professional qualification groups are given in the appendix to this Regulation.
12. The system of remuneration of employees of the Institution may provide for the establishment of incentive payments to employees in the form of increasing coefficients to the salary (official salary):
- Increasing coefficient to the official salary for the position held;
- personal increase factor to the salary (official salary).
Payments in the form of increasing coefficients to the salary (official salary) are established by decision of the head of the Institution, taking into account the opinion of the incentive committee, which can be created in the Institution, for a certain period of time during the calendar year within the approved wage fund of the Institution.
The application of increasing coefficients to the salary (official salary) does not form a new official salary and is not taken into account when calculating other compensation and incentive payments, established as a percentage of the official salary.
The amount of payments at the increasing coefficient to the official salary is determined by multiplying the salary (official salary) of the employee by the increasing coefficient.
13. It is recommended to establish a multiplying coefficient to the official salary for the position held by employees holding positions that provide for intra-position categorization.
The recommended size of the multiplying coefficient to the official salary for the position held is up to 0.3.
14. A personal incremental coefficient to the salary (official salary) can be set for an employee, taking into account his professional readiness, the presence of the departmental award "Excellence in Physical Culture", the honorary titles "Honored Worker of Physical Culture of the Republic of Karelia", "Honored Worker of Physical Culture of the Russian Federation", "Honored Coach of the Republic of Karelia", "Honored Coach of the Russian Federation", the complexity, importance of the work performed, the degree of independence and responsibility in the performance of tasks, business and personal qualities and other factors. The decision to establish a personal incremental coefficient to the salary (official salary) and its size is made by the head of the institution personally in relation to a particular employee and in accordance with the procedure for establishing these coefficients, provided for by the remuneration system for employees of the Institution.
The recommended size of the personal incremental coefficient to the salary (official salary) is up to 3.0.
15. Taking into account the working conditions for employees, in accordance with paragraph 3.1 of this Regulation, compensation payments are established, provided for by the remuneration system for employees of the Institution, taking into account Section IV of this Regulation.
16. Employees may be paid other incentive payments provided for by the system of remuneration of employees of the Institution, taking into account Section V of these Regulations.
17. Key personnel municipal institution- employees of a municipal institution directly providing services (performing work) aimed at achieving the objectives of the activity of this institution determined by the charter of the municipal institution.
Auxiliary personnel of a municipal institution - employees of a municipal institution who create conditions for the provision of services (performance of work) aimed at achieving the objectives of the activity of this institution, determined by the charter of the municipal institution, including the maintenance of buildings and equipment.
Administrative and managerial personnel of a municipal institution - employees of a municipal institution engaged in the management (organization) of the provision of services (performance of work), as well as employees of a municipal institution performing administrative functions necessary to ensure the activities of a municipal institution.
III. Terms of remuneration of the head of the Institution, his deputies
18. The salary of the head of the Institution, his deputies consists of the official salary, compensation and incentive payments.
The maximum level of the ratio of the average wages of the heads of the Institutions, their deputies and the average wages of the employees of the Institutions is set (excluding the head, deputy heads) in a multiple of 4.
The ratio of the average salary of the heads of the Institutions, their deputies and the average salary of the employees of the Institutions (excluding the head, deputy heads), formed from all sources of financial support, is calculated for the calendar year. The determination of the average wage is carried out in accordance with the methodology used in determining the average wage of employees for the purposes of statistical observation, approved by the federal executive body responsible for the development of state policy and legal regulation in the field of official statistical accounting.
(item as amended by the Resolution of the Administration of the Petrozavodsk City District dated April 18, 2018 N 1112
19. The official salary of the head of the Institution is determined by the employment contract, depending on the complexity of the work, including taking into account the scale of management and the characteristics of the activities and significance of the municipal institution, in accordance with the Regulations on the remuneration of heads of municipal institutions of the Petrozavodsk city district, subordinate to the department of physical culture, Sports and Youth Policy of the Committee for Social Development of the Administration of the Petrozavodsk City District, approved by the Resolution of the Administration of the Petrozavodsk City District dated November 9, 2016 N 4332 "On Approval of the Regulations on the Remuneration of the Heads of Municipal Institutions of the Petrozavodsk City District, subordinated to the Department of Physical Culture, Sports and Youth Policy of the Social Development Committee Administration of the Petrozavodsk City District.
The official salaries of the deputy head of the Institution are established by the employment contract in the amount of 10-30 percent lower than the official salary of the head.
(item as amended by the Resolution of the Administration of the Petrozavodsk City District dated April 18, 2018 N 1112
20. Compensatory payments are established for the head of the Institution, their deputies as a percentage of official salaries or in absolute amounts, unless otherwise established by federal laws, decrees of the President of the Russian Federation, laws of the Republic of Karelia, other regulatory legal acts of the Republic of Karelia, municipal legal acts of the Petrozavodsk City districts.
21. Incentive payments to the head of the Institution are established by the order of the Administration of the Petrozavodsk city district.
Incentive payments to the head of the Institution are made taking into account the fulfillment of indicators of the municipal task for the provision of municipal services (performance of work), as well as the performance targets of the institution and its head.
The terms of remuneration for the head of the Institution are established in an employment contract concluded on the basis of a standard form of an employment contract approved by Decree of the Government of the Russian Federation of April 12, 2013 N 329 "On the standard form of an employment contract with the head of a state (municipal) institution" .
22. Incentive payments to the head of the Institution are established in accordance with the Regulations on the remuneration of the heads of municipal institutions of the Petrozavodsk city district, subordinate to the department of physical culture, sports and youth policy of the social development committee of the Administration of the Petrozavodsk city district, approved by the Resolution of the Administration of the Petrozavodsk city district dated 09.11.2016 N 4332 "On approval of the Regulations on the remuneration of the heads of municipal institutions of the Petrozavodsk city district, subordinated to the Department of Physical Culture, Sports and Youth Policy of the Committee for Social Development of the Administration of the Petrozavodsk City District."
(item as amended by the Resolution of the Administration of the Petrozavodsk City District dated April 18, 2018 N 1112
23. Incentive payments to the deputy heads of the Institution are established in the cases and on the conditions provided for in Sections II and these Regulations.
24. Taking into account the working conditions, compensation payments are established to the head of the Institution and his deputies, provided for by the remuneration system for employees of the Institution, taking into account Section IV of these Regulations.
IV. The procedure and conditions for establishing compensation payments
25. Payments of a compensatory nature, their amounts and conditions for implementation are established by the remuneration system for employees of the Institution.
26. In accordance with the List of types of compensation payments in municipal institutions of the Petrozavodsk City District, approved by the Resolution of the Head of the Petrozavodsk City District, the following compensation payments are established for employees (hereinafter referred to as the compensation payment):
- payments to employees employed in work with harmful and (or) dangerous working conditions;
- payments for work in areas with special climatic conditions;
- payments for work in conditions that deviate from normal (when performing work of various qualifications, combining professions (positions), overtime, working at night, when expanding service areas, when increasing the volume of work or performing the duties of a temporarily absent employee without exemption from work determined by the employment contract for work on weekends and non-working holidays);
- additional payments up to the minimum wage (or the minimum wage in the Republic of Karelia, if its amount is higher than the minimum wage established by federal law).
(item as amended by the Resolution of the Administration of the Petrozavodsk City District dated August 17, 2018 N 2353
27. Compensation payment to employees employed in work with harmful and (or) dangerous working conditions is established for the employee based on the results of a special assessment of working conditions and is calculated in the established amount as a percentage of the salary (official salary) of the employee.
The list of positions of employees employed in work with harmful and (or) dangerous working conditions, for which compensation payments are established, is approved by the head of the Institution, taking into account the opinion of the representative body of employees.
The head of the institution is obliged to take the necessary measures to eliminate harmful production factors and ensuring safe working conditions.
The amount of compensation payment to employees employed in work with harmful and (or) dangerous working conditions, established by the system of remuneration of employees of the Institution, cannot be lower than the minimum amount of the increase established in the manner determined by the Labor Code of the Russian Federation, taking into account the opinion of the Russian tripartite commission on regulation social and labor relations.
If, based on the results of a special assessment of working conditions, the workplace is recognized as safe, then the specified payment is not made.
28. In areas with unfavorable natural climatic conditions, the wages of employees are applied:
- district coefficients;
- percentage bonuses for work experience in the regions of the Far North and equivalent areas.
The procedure for establishing, applying, the amount of coefficients and percentage markups are determined in accordance with the current legislation of the Russian Federation.
29. Payment for work in conditions deviating from normal (when performing work of various qualifications, combining professions (positions), expanding service areas, increasing the volume of work or performing the duties of a temporarily absent employee without exemption from work specified in the employment contract) is established for the employee in cases of combining professions (positions), expanding service areas, increasing the volume of work or performing the duties of a temporarily absent employee without exemption from work determined by the employment contract.
The amount of payment and the period for which it is established are determined by agreement of the parties to the employment contract, taking into account the content and (or) volume of additional work.
30. Surcharge for work at night is made to employees for each hour of work at night. The amount of wage increase for night work is 20 percent of the salary (official salary) calculated for each hour of work at night.
The calculation of the additional payment for an hour of work at night is determined by dividing the salary (official salary) of the employee by the average monthly number of working hours in the corresponding calendar year, depending on the length of the working week established for the employee.
Night time is considered from 22.00 to 06.00.
31. Increased pay for work on weekends and non-working holidays is made to employees who worked on weekends and non-working holidays, in the amount of at least:
- a single daily rate (part of the salary (official salary) for a day of work) in excess of the salary (official salary) when working full time, if work on a day off or non-working holiday was carried out within the monthly norm of working time; in the amount of a double daily rate (part of the salary (official salary) for a day or hour of work) in excess of the salary (official salary), if the work was performed in excess of the monthly norm of working time;
- a single hourly rate (part of the salary (official salary) per hour of work) in excess of the salary (official salary) for each hour of work, if work on a weekend or non-working holiday was carried out within the monthly norm of working time; in the amount of a double hourly rate (part of the salary (official salary) per hour of work) in excess of the salary (official salary) for each hour of work, if the work was performed in excess of the monthly norm of working time.
At the request of an employee who worked on a weekend or non-working holiday, he may be granted another day of rest. In this case, work on a weekend or non-working holiday is paid in a single amount, and the day of rest is not subject to payment.
32. Overtime work is paid for the first two hours of work at least one and a half times, and for subsequent hours - at least twice the amount.
33. Remuneration of labor of workers employed on a part-time basis is made in proportion to the hours worked or depending on the amount of work they have performed.
34. In the event that the accrued monthly salary of an employee (excluding the regional coefficient and the percentage allowance for work in the regions of the Far North and areas equivalent to them) is lower than the minimum wage in the Republic of Karelia, provided that the employee has fully worked out the norm for this period working time, established by the legislation of the Russian Federation, and labor standards (labor duties) are fulfilled, the employee is paid an additional payment up to the minimum wage (or the minimum wage in the Republic of Karelia, if its amount is higher than the minimum wage established by federal law).
The surcharge is set to the accrued monthly salary of the employee, excluding surcharges for performing the duties of a temporarily absent employee, combining professions, expanding the service area or increasing the volume of work performed, and is paid within the time limits established for the payment of wages.
The amount of the additional payment is established in proportion to the hours worked and is included in the calculation of average earnings.
The fee is set at absolute value to the monthly salary.
D \u003d Rm - Rn, where:
D - the amount of the surcharge;
Rm - the amount of the minimum wage established by the Federal Law of June 19, 2000 N 82-FZ "On the minimum wage";
Rn - the amount of the accrued monthly wage to an employee who has worked out the monthly norm of working time and fulfilled his labor duties (labor standards).
(item as amended by the Resolution of the Administration of the Petrozavodsk City District dated August 17, 2018 N 2353
V. Procedure and conditions for establishing other incentive payments
35. In accordance with the List of types of incentive payments in municipal institutions of the Petrozavodsk City District, approved by the Resolution of the Head of the Petrozavodsk City District dated October 24, 2008 N 2815 "On approval of the lists of types of payments of a compensatory and incentive nature in municipal budgetary institutions of the Petrozavodsk City District", the payment system Labor Institutions may be provided for the following incentive payments:
- payments for continuous work experience, length of service;
- payments for intensity and high results of work;
- payments for the quality of work performed;
- performance bonuses.
Incentive payments are established by decision of the head of the Institution, taking into account the opinion of the incentive committee, which should be created in the Institution, for a certain period of time during the calendar year within the approved wage fund of the Institution.
36. Monthly payment for continuous work experience, length of service is established for employees in the form of an increasing coefficient to the salary (official salary).
The use of payment for the length of service of continuous work, length of service does not form a new salary (official salary) and is not taken into account when calculating other incentive and compensation payments, established as a percentage of the salary (official salary).
The payment is calculated by multiplying the salary (official salary) by a multiplying factor.
The size of the multiplying coefficient for calculating payments for continuous work experience, length of service and the conditions for its establishment are specified by the remuneration system for employees of the Institution.
37. A monthly payment for the intensity and high performance of work is paid for the purpose of material incentives for employees who fulfill their functional responsibilities in conditions that differ from normal (complexity, urgency, special regime and work schedule, performance of unforeseen especially important and responsible work, performance of an additional amount of work not provided for by the job description).
The main indicator for evaluating the results of work performed in order to establish a bonus for the intensity and high results of work is the assessment of the employee's labor contribution in meeting the volume and quality indicators established by the municipal task.
Monthly payment for the intensity and high results of work is established for employees for a certain period in the manner and amount determined by the system of remuneration of employees of the Institution.
The monthly payment for the intensity and high results of work can be set both in absolute terms and in the form of an increasing coefficient to the salary (official salary).
The use of a monthly payment for the intensity and high performance of work does not form a new salary (official salary) and is not taken into account when calculating other incentive and compensation payments established as a percentage of the salary (official salary).
The calculation of the monthly payment, established in the form of a multiplier, is made by multiplying the size of the official salary by the multiplier.
The maximum amount of the allowance may be established by the system of remuneration of employees of the Institution.
38. Monthly payment for the quality of work performed is established for employees with a high degree of professional training and social recognition (honorary title for professional activities, academic degree, as well as for knowledge and use of foreign languages in their work).
The monthly payment for the quality of work performed is established by decision of the head of the Institution, taking into account the opinion of the incentive commission, which can be created in the Institution for a certain period of time during the calendar year within the approved wage fund of the Institution.
Monthly payment for the quality of work performed can be set for employees, both in absolute terms and in the form of a multiplier to the official salary.
The application of the payment does not form a new official salary and is not taken into account when calculating other incentive and compensation payments, established as a percentage of the official salary.
The calculation of the payment established in the form of a multiplier is made by multiplying the size of the official salary by the multiplier.
Recommended payouts:
- up to 10 percent of the official salary for the degree of candidate of sciences (from the date of acceptance of the Higher attestation commission the decision of the Ministry of Education and Science of the Russian Federation to issue a diploma) or for the honorary title of the Russian Federation, the Republic of Karelia "Honored";
- up to 20 percent of the official salary for the academic degree of Doctor of Science (from the date of the decision to issue a diploma by the Higher Attestation Commission of the Ministry of Education and Science of the Russian Federation) or for the honorary title of the Russian Federation, the Republic of Karelia "People's";
- up to 30 percent of the salary for knowledge and use of one or more foreign languages in work.
39. In order to encourage the employees of the Institution for the work performed, the remuneration system for the employees of the Institution may provide for an incentive payment in the form of a bonus based on the results of work.
The bonus based on the results of work is paid in order to encourage the employees of the Institution for the overall results of work based on the results of work for a specified period.
The name of the bonus and the conditions for its payment are included in the system of remuneration of employees of the Institution.
The system of remuneration of employees of the Establishment may provide for several types of bonuses for different periods of work.
The award takes into account:
- the employee's labor contribution to the fulfillment of volumetric and qualitative indicators established by the municipal assignment to the Institution;
- successful and conscientious performance by the employee of his official duties in the relevant period;
- initiative, creativity and application in the work of modern forms and methods of labor organization;
- high-quality performance of the assigned work and carrying out activities related to ensuring the statutory activities of the Institution;
- organizing and holding events aimed at increasing the authority and image of the Institution;
- high-quality preparation and timely delivery of reports.
The amount of the bonus is set within the limits of the approved wage fund of the Institution and can be determined both as a percentage of the salary (official salary) of the employee, and in absolute terms.
The decision on the payment of each specific type of bonus is made by the head of the Institution, taking into account the opinion of the incentive commission, which may be created in the Institution. There is no maximum performance bonus.
VI. Other wage issues
40. For the positions of specialists and employees (professions of workers), for which the size of official salaries (salaries) are not determined by this Regulation, official salaries (salaries) are established by the remuneration system for employees of the Institution in an amount not exceeding the official salary of the head of the Institution.
41. Material assistance may be provided to employees from the payroll fund of the Institution.
The procedure for providing material assistance is established by order of the head of the Institution, taking into account the opinion of the representative body of employees.
The decision to provide financial assistance and its specific amount is made by the head of the Institution on the basis of a written application from the employee.
Application. Sizes of salaries (official salaries) of employees of municipal budgetary institutions of physical culture and sports
Application
to the Model regulation on the remuneration of employees
municipal budgetary institutions of physical
culture and sports, subordinate to the committee
Social Development Administration
Petrozavodsk city district
Sizes of salaries (official salaries) of employees of municipal budgetary institutions of physical culture and sports
Minimum salary (official salary) (rubles) |
|
Occupational qualification groups for industry-wide occupations of workers (Order of the Ministry of Health and Social Development of the Russian Federation of May 29, 2008 N 248n) |
|
Positions assigned to the professional qualification group "General industry professions of workers of the first level" | |
1 qualification level | |
2 qualification level | |
Positions assigned to the professional qualification group "General industry professions of workers of the second level" | |
1 qualification level | |
2 qualification level | |
Professional qualification groups for industry-wide positions of managers, specialists and employees (Order of the Ministry of Health and Social Development of the Russian Federation of May 29, 2008 N 247n) |
|
Positions assigned to the professional qualification group "General industry positions of first-level employees" | |
1 qualification level | |
2 qualification level | |
Positions assigned to the professional qualification group "General industry positions of second-level employees" | |
1 qualification level | |
2 qualification level | |
Positions assigned to the professional qualification group "General industry positions of employees of the third level" | |
1 qualification level | |
2 qualification level | |
3 qualification level | |
4 qualification level | |
5 qualification level | |
Professional qualification groups of positions of medical and pharmaceutical workers (order of the Ministry of Health and Social Development of the Russian Federation of 08/06/2007 N 526) |
|
Positions assigned to the professional qualification group "Medical and pharmaceutical personnel" | |
Positions assigned to the professional qualification group "Doctors and pharmacists" | |
Professional qualification groups of positions of workers of physical culture and sports (order of the Ministry of Health and Social Development of the Russian Federation of February 27, 2012 N 165n) |
|
Positions related to the professional qualification group of positions of workers of physical culture and sports of the second level | |
2 qualification level | |
3 qualification level | |
(Appendix as amended by the Decree of the Administration of the Petrozavodsk City District dated April 18, 2018 N 1112
The text of the document is verified by:
official distribution
Loading...