The new wage system: its elements, disadvantages and advantages. The new wage system for employees of public institutions: myths and reality Choosing a wage system in the public sector

Introduction.

The content of the labor of workers in many sectors of the public sector has characteristic features determined by its focus on meeting the diverse needs of a person. We are talking about meeting such human needs that are associated with strengthening his physiological and moral health, increasing his intellectual potential, general educational and professional level, and the formation of civic positions.

The specifics of the work of employees in public sector sectors (organizations of healthcare, education, science, culture, etc.) determines, firstly, their increased social responsibility to society for the result of their activities. Their activity is directly aimed at the person and the well-being of each member of society and the country as a whole depends to a decisive extent on what the results of labor will be. The activities of socio-cultural sectors are directly related to the implementation of a number of the most important constitutional rights of citizens - the right to receive free medical care in state and municipal institutions of health care, education of all kinds, for the use of cultural achievements. The work of workers in the scientific sphere (scientists, researchers, graduate students, etc.) is especially important for society, since scientific and technological progress in general depends on the results of their work, which affects absolutely all spheres of human life (from the economic and socio-cultural development of the state up security and solutions global problems humanity).

Secondly, workers in the sectors of the public sector are distinguished by a higher level of qualification in comparison with the branches of material production.

Thirdly, in the labor processes performed by employees of public sector sectors, a high proportion is occupied by creative activity.

Thus, the specifics of the work of employees in public sector sectors is characterized by an increased level of responsibility, high qualifications and maximum manifestation of creativity in the process. labor activity. This leaves an imprint on the organization of their wages. Along with the general principles, the organization of remuneration in the public sector has its own characteristics, such as the use of a unified framework for regulating wages at all levels of the public sector, differentiation of tariff rates and salaries of employees, tariffing and assigning categories of remuneration to them, establishing incentive bonuses and allowances.

The relevance of the topic is that there is a need to improve the remuneration system for employees of organizations in the budgetary sector of the economy due to the decline in the prestige of the work of the main categories of workers in this sector of the economy: doctors, teachers, teachers, scientists, cultural and art workers, civil servants and others due to an erroneously emerging negative trend assigning these areas a secondary role in the country's economy.

The issues of improving the remuneration of employees of the public sector and state bodies should be considered in a complex for all categories of employees, taking into account the analysis of the current legislation, compliance with reasonable proportions and uniform principles.

From September 1, 2007 to December 31, 2008, for employees of federal budgetary institutions and civilian personnel of military units, whose remuneration was carried out on the basis of the Unified tariff scale for remuneration of employees of federal state institutions (UTS), new wage systems were introduced, and in the budgetary sphere, the principles of managing the result of the institution's activities through the stimulation of the desired service behavior of the staff began to be applied. However, the beginning of the reform showed that this goal would not be achieved soon.

The purpose of this course work is to study and analysis of remuneration at the Udmurt State University after the introduction of a new remuneration system.

Object of study- the fundamental characteristics of wages in the public sector. Subject of study- determination of the features of remuneration in the State Educational Institution of Higher Professional Education "Udmurt State University".

Work structure: the work consists of an introduction, three chapters, a conclusion, a list of references and applications.

The first section of the work gives a general description of the Udmurt State University (history of creation, main activities, characteristics of the university staff).

The second section analyzes the system of organization of wages in the public sector, its features.

The third chapter describes the organization of remuneration of workers in the public sector on the example of "Udmurt State University" after the introduction of a new wage system in December 2008.

The theoretical basis for writing the term paper was legislative and regulatory acts, publications of economic newspapers and magazines, information from the statistical collections of the Russian Federation, as well as the works of such authors as : Ostapenko Yu.M., Pashuto V.P., Volgin N.A., Geyts I.V., Voytova T.L. and others.

Chapter 1. General characteristics of the enterprise

1.1. The history of the creation and development of the Udmurt State University.

Udmurt State University (UdGU) - the oldest university in Udmurtia, is the direct successor to the Udmurt State Pedagogical Institute (USPI). USPI-UdGU was established in 1931 - in the era of forced industrialization, complete collectivization, and the construction of a new society in the USSR. The global tasks facing the country could not be realized without the creation of a modern education system.

Particularly acute was the issue of enlightening the national outskirts and eliminating the historical gap in the cultural, educational and economic levels of development of numerous peoples living on the territory of the former Russian Empire. Against the background of many national formations, Udmurtia (at that time - Votskaya Autonomous Region, VAO) was distinguished by a fairly developed heavy industry. However, the social and cultural spheres lagged far behind. Thus, the region needed 717 specialists with higher education, even more - 3881 - specialists with secondary specialized education, but educational institutions of the region could train only 3667 people. The gap between supply and demand was proposed to be reduced by practitioners, nominees, graduates of short-term courses, and specialists from other regions.

On March 10, 1931, the Bureau of the Regional Committee of the Party decided to open in September a pedagogical institute for the "social literary, physical and technical, agronomical and chemical and biological departments" and determined the quota for the first intake - 160 people. The city council was obliged to provide the institute with the necessary premises, and OBONO was obliged to equip classrooms and a library for the new university by the beginning of the academic year.

On March 25, 1931, the Decree of the Presidium of the All-Russian Central Executive Committee was adopted on the organization in Izhevsk of a pedagogical institute "named after the 10th anniversary of the Eastern Administrative District." Two weeks later, on April 10, the grand opening of the Udmurt State Pedagogical Institute took place.

Initially, the USPI consisted of four small departments - socio-economic (transformed into historical in 1933), physics and mathematics, natural science, language and literature. With the development of the organizational structure, the institute gradually turned into a complex educational complex.

The teaching staff was initially small. At the beginning of the first academic semester, it was 12 people, then the number increased: by January 1, 1932, there were 20 teachers at USPI, but only one of them worked on a permanent basis. It is not possible to accurately track the dynamics of changes in the teaching staff in the first years of the existence of the university - due to the high turnover of staff and the transfer of specialists to other institutions.

In 1939/40, the staff of the USPI was somewhat strengthened: its core was made up of young people who had graduated from universities and postgraduate studies already under Soviet rule. Most of them corresponded to the qualification "teacher of the highest category". The institute included 3 part-time professors, 3 candidates of science, 3 full-time associate professors, 5 part-time senior teachers, 8 teachers, 2 part-time teachers, 9 assistants. As a positive fact in the reports of the university, the promotion of USPI graduates to teaching work was noted. However, the departments of the Russian language, Russian and general literature, and the Udmurt language remained poorly staffed.

The majority of students came from low-income families, who were forced to earn extra money in logging, railway, in the shops of factories. Not everyone received a scholarship, and its size was insufficient - 45-85 rubles a month. Meals cost 2.5 rubles, that is, you could live on a scholarship for 20 days - if you limit yourself only to bread.

Difficult living conditions were compensated by a great desire to learn, a consciousness of social significance higher education and social optimism characteristic of those years. Graduate of the UGPI in 1935 P.I. Shibanova wrote about her fellow students: “They were mostly older people who had worked for several years before entering the university. Perhaps that is why they were distinguished by their exceptional conscientiousness, perseverance, and desire to master the sciences. We never had a question about attendance, because everyone knew that attending lectures is the key to academic success.”

In 1935, the first graduation of graduates took place at USPI. 60% of 64 graduates had higher grades, at least 9 people were left to work at the Pedagogical Institute, one was sent to graduate school in Moscow. Since that time, USPI has become the main training base not only for the education system, but also for party, state bodies, cultural institutions, etc.

During the post-war years, the Pedagogical Institute has come a long way (the number of faculties has increased, the material and technical base has been improved, the personnel potential of the university has been strengthened) and by the turn of the 60-70s, it had quite satisfactory conditions for fulfilling its main task- training of highly qualified teaching staff and entered the top ten pedagogical institutes of the USSR. It was this circumstance that played an important role in raising the rank of the university and transforming it into a university.

On March 5, 1971, the Decree of the Council of Ministers of the USSR No. 150 "On the organization of the Udmurt State University" was adopted. The initiative to organize on the basis of the Udmurt Pedagogical Institute was shown by the leadership of the UASSR. A particularly important role was played by administrative department of the Udmurt Regional Committee of the CPSU G.E. Mordin and head. Department of Science of the UO CPSU N.A. Efremov, who not only actively promoted the idea of ​​opening a university through the authorities, but also subsequently rendered great assistance to UdSU in recruiting personnel and forming a material base.

In the spring, all republican newspapers announced the official admission of students to the university. In August, entrance exams for the daytime and evening departments were held, and from September 1, 1971, the former USPI became officially known as the UdGU. The grand opening of the university took place on October 20.

With the change in status, the requirements for the staff of the university have also changed. In fact, the rector's office was faced with the task of forming a new team of the university type. It was solved at the expense of internal and external resources, as carefully and carefully as possible in order to maintain a good working atmosphere and make the transition of the Pedagogical Institute employees to work at the university less painful.

At the same time, the "emissaries" of UdSU traveled around the country, looking for venerable scientists and promising young researchers in universities, and invited them to work in Izhevsk. For example, in 1973 alone, 14 candidates of science were invited. In total, for the first three years of the existence of UdSU, the infusion of new personnel amounted to 140 people, of which 48 candidates of sciences, 25 postgraduate graduates, 20 university graduates (as of 1975).

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M. Eremeev

The idea of ​​reforming the wage system did not arise by chance, it was associated with a group of problems:

• equalization in salaries;
• failure to perform a stimulating function;
• outdated calculus methodology.

All of these problems are "designed" to solve the new system of remuneration. As you know, according to the Decree of the Government Russian Federation effective December 1, 2008, a decision was made to abolish the federal budget institutions and civilian personnel of military units of the Unified wage scale and on the transition to new wage conditions.

The reason for its cancellation was the division of budgetary workers into eighteen categories, which has already become irrelevant for the present time. low level wages of the first category of the rate, which was significantly less than the subsistence level of the able-bodied population in the Russian Federation. Thus, one of the problems faced by the heads of budgetary institutions is the low competitiveness of wages of state employees in the labor market and, accordingly, the outflow of workers to commercial structures. In addition, the Unified Tariff Scale did not take into account all the features of the work of workers in various areas of budgetary activity, that is, it turned out that specialists working in various industries and having different skill levels receive the same salary.

Over the past decade, salaries for state employees have been accrued in accordance with the Unified Tariff Scale. However, the current system of remuneration, according to officials and the workers themselves, does not make it possible to increase its size, since it is strictly regulated at the federal level and is strictly regulated by legislative acts. Everyone is guaranteed stable salaries, but at the same time, a huge drawback is that they do not stimulate people to increase productivity and achieve better results in their work.

From December 1, 2008, federal budgetary institutions must switch to a new wage system. According to the Decree, the new wage system abolishes the rigid tariff scale, and the salary of state employees will depend on the following factors:,

The amount of work performed;

Level of education, qualifications;

The professional duties of the employee;

Job requirements, etc.

However, the Government of the Russian Federation must approve the base salary for each qualification group, as well as determine additional compensation and incentive payments. These payments will be included in the remuneration system and will be set taking into account increasing coefficients. The list of compensation and incentive payments in federal budgetary institutions is established in accordance with the list of compensation and incentive payments approved by the Ministry of Health and social development. The amount and procedure for making incentive payments will be determined by the head of the institution and provided for by a collective agreement, agreement or local regulatory act. The amount of these payments will depend on the complexity and intensity of work, continuous length of service, as well as on the availability of the title or academic degree of the employee. Bonuses to employees of a budgetary institution will be paid depending on the timely and quality performance their labor duties in order to materially motivate employees for the conscientious performance of labor duties, the manifestation of initiative and creativity.

A new wage system for employees of budgetary institutions is being introduced in order to attract young professionals, as well as to improve the quality of services provided by budgetary institutions. The size of official salaries will be determined by the head of the institution. They will be established taking into account the requirements for professional training and the level of qualifications that are necessary for the implementation of the relevant professional activity, depending on the complexity and volume of the work performed.

I would also like to note that the remuneration system will be established taking into account:

• unified tariff qualification handbook jobs and occupations of workers;
• unified tariff-qualification directory of positions of managers, specialists and employees;
• state guarantees for wages;
• list of types of payments compensatory nature in federal budgetary institutions, approved by the Ministry of Health and Social Development;
• a list of types of incentive payments in federal budgetary institutions, approved by the Ministry of Health and Social Development;
• exemplary regulations on the remuneration of employees of institutions by type economic activity approved by federal state bodies and institutions - the main managers of federal budget funds;
• recommendations of the Russian tripartite commission for the regulation of social and labor relations;
• opinions of the workers' representative body.

Please note: the official salary of the head of the institution is determined employment contract, is set as a multiple of the average salary of the main staff of the institution headed by him and can be up to five sizes of the indicated average salary. The main personnel of the institution include employees who directly ensure the performance of the main functions for the implementation of which the enterprise was created. The procedure for calculating the average salary for determining the official salary of the head of an institution is established by the Ministry of Health and Social Development.

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

The payroll fund for employees of institutions is formed for a calendar year based on the volume of limits of budgetary obligations of the federal budget, budgetary funds of state non-budgetary funds and funds received from income-generating activities.

Compensatory payments

The new wage system also provides for compensation payments. The Ministry of Health and Social Development should establish a list of types of such payments, as well as incentive bonuses. These payments will be set as a percentage of official salaries for the relevant professional qualification groups or in absolute amounts.

These payments will depend on factors such as:

• level of professional training;
• higher qualification category or academic degree;
• the complexity and volume of work performed.

Specific amounts and conditions for the implementation of incentive payments will be established in the collective agreement, agreements or local regulations.

The salary of the head, his deputies and the chief accountant will also consist not only of the official salary, but also of compensation and incentive payments. These payments will be established in the same way as for employees of a budgetary institution, that is, as a percentage of salaries or in absolute terms.

Incentive payments will be made by decision of the federal government agency, which is the main manager of federal budget funds, from Money from income-generating activities.

According to article 144 Labor Code Russian Federation, approved by the Order of the Ministry of Health and Social Development of professional qualification groups positions of employees of higher and additional professional education.

Employees of administrative and economic and educational and auxiliary personnel are divided into three qualification levels, the teaching staff and heads of structural divisions are divided into qualification levels. Each qualification level corresponds to one or two positions of the teaching staff and up to twenty positions of support staff.

For example, the head of the laboratory, the assistant to the rector and the assistant and teacher of the department correspond to the first qualification level, and their wages are a little more than a cleaner. That is, up to twenty positions are integrated into one qualification group, which does not take into account the individual differences of employees, the level of duties and the nature of the work performed.

Decree of the Government of the Russian Federation No. 583, which regulates the transition to a new wage system, was published in Russian newspaper On August 13, 2008, in No. 171 (4728), and already in No. 177 (4734), answers to questions from readers of Deputy Minister of Health and Social Development Alexander Safonov are published.

So, to the reader’s question: “Will it turn out that the bosses will abuse the new right and “reward a decent” salary only for their favorites?”, answers: “... After all, the salary of the manager himself will directly depend on the average salary of all the staff.” And what prevents raising the level of average wages in the following way - to reduce several positions and raise the wages of the remaining workers, but by fifty percent.

Let's illustrate the situation. In a hospital, three doctors of the same specialty receive a salary of twenty thousand rubles, the average salary is twenty thousand rubles, and the wage fund is sixty thousand rubles; we cut one position, the remaining two
they receive twenty-five thousand rubles each, the average salary is twenty-five thousand rubles, and the wage fund is fifty thousand rubles, that is, ten thousand rubles are saved. And the head of this institution receives one hundred and twenty-five thousand rubles, that is, five times more average salary, against a hundred thousand, which he could receive if he had three doctors working for him.

A similar situation can be observed in some medical institutions of the Saratov region. There are up to eight or ten doctors' offices of one specialty, and they accept one or two specialists, and at the doors of their offices there is a line of innocent patients.

In the same issue where the interview was published, there are the overwhelming majority of questions concerning the criteria for the effectiveness of the work of a state employee, which the institution itself must establish, following the instructions of ministries and departments. Many budgetary institutions set the amount of incentive payments up to twenty percent of the salary, thereby assuming that they increase work efficiency.

Some institutions form evaluation criteria: for a certain number of printed works - a certain amount of incentive payment. And if the teacher publishes several monographs, more than a dozen articles?

Obviously, the developers of the new wage system relied on the ideas put forward by R.I. Henderson, but did not work out the mechanism for introducing them into domestic practice. In our opinion, the new wage system in current form is not capable of stimulating the efficiency of the work of state employees, and this is her the main objective. We need a different system for evaluating indicators, performance criteria, based on an analysis of the significance of the types of work. Yeah, it's not cheap and it's not easy way, it is necessary to introduce a new independent staff unit, train it in a similar methodology, instill loyalty to it among all employees of the institution, and introduce related methods, for example, a plagiarism check program.

Our university offered a similar methodology, based on international experience, to the Government of the Saratov region for the introduction of a new system of remuneration for employees municipal institutions. But, apparently, the significance of the factor - the price - had a higher priority. We also understand the heads of budgetary institutions - they are obliged to follow the orders of ministries and departments.

In accordance with the Government Decree No. 583 dated 05.08.08, the new method payroll for state employees. The document came into force starting from 01.12.08. Since that moment, the NSOT established by the Government has affected employees of the following institutions:

• Specialists of federal government agencies.
• Specialists of federal autonomous, budgetary and state structures.
• Civilian employees of military units, as well as their subdivisions and various institutions equated to military institutions, in which the law provides military service, and where the salary is calculated according to the federal UTS (single tariff scale).

The introduction of a new wage system is established by federal government agencies for their own staff; the management of institutions, the main managers of federal budget funds - in terms of the personnel of such and subordinate structures; federal executive bodies and GUSP of the President of the Russian Federation - for civilian personnel. What are the main legal features NSOT?

The new system of remuneration of employees of budgetary institutions - nuances

The reformation of the salaries of state employees is due to the fact that the previous system, based on the ETS, does not take into account the results of the work of a specialist. In order to motivate and stimulate staff to increase labor productivity, the Government has developed and continues to improve a completely new approach to remuneration. This methodology replaces the previous salary accrual based on tariffs with a differentiated approach.

Consequently, earlier (before the NSOT), the salary was calculated on the basis of basic official salaries. These indicators were taken from the tariff scale, which was tied to the professional training and skill level of the employee. The qualification category was assigned from the lowest to the highest. The new methodology, first of all, takes into account the effectiveness of the work of a specialist for a separate time period. From how the employee carries out the performance of his labor duties (volume and quality), now his salary directly depends. Financial incentive successful personnel is performed by the head of the institution.

What makes up the salary according to the NSOT (Resolution 583):

• Base salary.
• Compensation payments.
• incentive payments.

When establishing the size of the base salaries of the personnel of the State Unitary Enterprise and the Municipal Unitary Enterprise, it is necessary to take into account the salaries approved at the federal level for qualification professional groups (Article 144 of the Labor Code). And if such values ​​\u200b\u200bare not established by the Government of the Russian Federation, the organization independently determines the sizes and approves them in the LNA, agreements, collective agreements and other documents.

Compensatory payments are calculated in a fixed form or as a percentage of the base amount. Such accruals, unlike the salary, are not permanent and are intended to compensate for the lack of normal working conditions for those employees who work in more difficult, specific circumstances. For example, these are the personnel of institutions located in the Far North, etc.

Incentive payments are intended to motivate employees and are awarded for the growth of labor productivity, that is, high quality of work, large volumes, etc. Evaluation criteria are developed by the enterprise independently, taking into account the specifics of the activity and regulatory requirements. The exact incentive mechanism is approved by the management in the LNA, collective agreements.

Note! It often happens that the main part of the salary is not a salary, but just additional payments. In order to justify labor costs, it is necessary to specify in detail in the LNA exactly what incentive amounts are accrued to staff, in what amount, and according to what criteria. Additionally, the normative document flow of budgetary institutions establishes the procedure for calculating motivational payments and issuing compensation "in the hands" of employees.

Risks of using NSOT

The changes affected various areas of the public sector, primarily education. Many teachers worry about how the innovation will affect their earnings. Since the new system is aimed at motivating staff, it is necessary to talk about the advantages or disadvantages, first of all, from the standpoint of the experience and skill level that are necessary for High Quality specialist work.

If, for example, the head of the school develops an effective procedure for accruing earnings, taking into account the length of employment of a specialist, the financial situation of the teaching staff will only improve. If the motivational coefficients are not approved in accordance with the positions held, the accrual of a “bare” salary with insignificant increases will not result in a decent reward. As practice has shown, not all organizations manage to immediately introduce the optimal procedure for calculating wages according to NSOT. How to painlessly switch to a new technique?

Transition to a new system

For a prompt and legally competent transition, each budgetary institution must develop and approve the procedure for calculating staff salaries, taking into account the changes. This process will go faster if employees do not object to innovations. To confirm consent, it is necessary to write an application for amendments. The algorithm of actions will be as follows:

• Carrying out notification of personnel - according to stat. 74 shopping malls for at least 2 months. before planned changes.
• Obtaining the consent of employees - necessarily written in the form of statements from each specialist.
• Drawing up new supplementary agreements to contracts with personnel - in the conditions it is necessary to describe new order payroll. At the same time, it is indicated in detail what exactly the earnings will consist of - the amount of salary and compensation amounts, as well as from what moment the changes will take effect.
• The offer of other vacancies to those employees who do not agree with the innovations - according to the norms of stat. 74 of the Labor Code, the employer company is obliged to offer such work in writing, including lower and lower paid positions in the area. It is allowed to offer employment in other territories only if such a clause is specified in the contract, collective agreement or agreement.
• Dismissal of those employees who do not agree with the innovations or with another position offered by the employer - the employee will also have to be dismissed if the employer does not have available places for other employment. Grounds for dismissal - paragraph 7 of part 1 of Art. 77 TK.

Note! If, in connection with the changes, the employer may be threatened with mass dismissal of personnel who disagree with the new policy, the institution has the right to establish a part-time work regime before the expiration of the six-month period. If, however, the employee refuses to work, the dismissal is carried out on the basis of paragraph 2 of part 1 of Art. 81 TK.

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

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

tariff rates;

salaries (official salaries);

tariff scale;

Tariff coefficients.

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

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

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

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

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

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

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

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

The specific terms and amounts of the increase in rates and salaries of employees of institutions and organizations financed from the budgets of the constituent entities of the Russian Federation and local self-government are determined by the constituent entities of the Russian Federation and local self-government bodies independently, based on the available financial capabilities.

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

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

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

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

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

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

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

Federal government agencies- at the expense of the federal budget;

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

Municipal institutions - at the expense of local budgets.

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

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

1) forty percent for the position of associate professor;

2) sixty percent for the position of professor;

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

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

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

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

Where ZP - wages;

MLabor Code - inter-category tariff coefficient;

SMIC - the minimum wage;

AIT - allowance for the post of associate professor;

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

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

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

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

According to the traditional scheme allowance civil servant consists of three main parts:

official salary;

Salary for class rank;

Additional payments.

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

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

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

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

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

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

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

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

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

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

Monthly bonus to the official salary for length of service in the civil service. She's installed federal law for all civil servants without exception in the following sizes:

With civil service experience as a percentage

From 1 year to 5 years - 10;

From 5 to 10 years - 15;

From 10 to 15 years - 20;

Over 15 years - 30.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

“The road to hell is paved with good intentions,” says a well-known and very fair aphorism. “It was smooth on paper, but they forgot about the ravines,” a Russian proverb tells us. Very often, some innovations, even if they were introduced with the best of intentions, bring harm, not benefit to society. Such was, for example, Gorbachev's struggle "against drunkenness and alcoholism", which resulted in an increase in moonshine, cutting down vineyards and a feeling of humiliation among millions of people who, for various reasons, were going to buy alcoholic beverages.

But there are also “innovations” that are initially aimed at changing the situation for the worse: to lower the level of knowledge (a means to steal not only money, but entire industries).

In 2008, a new system of remuneration for labor (NSOT) was introduced in our country for budgetary institutions. The idea was this - to push managers to save money by allowing this very "savings" to be paid in the form of bonuses.

What did it lead to?

P.S. While I was preparing this material for publication, positive news appeared from our president:

Putin tied the salaries of the heads of the FIU and the Compulsory Medical Insurance Fund to the salaries of their employees

Vladimir Putin ordered to tie the salaries of heads pension fund, Fonda social insurance and the Federal Compulsory Medical Insurance Fund to the average salary of their subordinates. The corresponding decree was published today on the official Internet portal of legal information.

According to the document, now the salaries of fund managers will be set "taking into account the maximum level of the ratio of their average monthly salary and the average monthly salary of employees of these funds, determined by the government."

In October 2016, the State Duma Committee on Labor recommended rejecting the bill, according to which it was proposed to limit the maximum salary of top managers of state-owned companies to the salary of the President of Russia.

Earlier in January 2016, the Ministry of Labor proposed to limit the salaries of top managers of state-owned companies and heads of state institutions. However, these proposals were not included in the final anti-crisis plan prepared by the Ministry of Economic Development.