New about wages in cultural institutions. Regulation on the remuneration of cultural workers Regulation on the remuneration of a budgetary cultural institution
"On the Approval of the Model Regulations 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 Russian Federation"
Edition of 26.08.2016 - Valid from 07.10.2016
MINISTRY OF CULTURE OF THE RUSSIAN FEDERATION
ORDER
dated August 26, 2016 N 1947
ON THE APPROVAL OF THE APPROXIMATE REGULATIONS ON THE PAYMENT OF EMPLOYEES OF FEDERAL BUDGETARY INSTITUTIONS OF CULTURE, ART, EDUCATION AND SCIENCE UNDER THE SUPERVISION OF THE MINISTRY OF CULTURE OF THE RUSSIAN FEDERATION
In accordance with Decree of the Government of the Russian Federation of August 5, 2008 N 583 "On the introduction of new wage systems for employees of federal budgetary, autonomous and state institutions and federal state bodies, as well as civilian personnel of military units, institutions and divisions of federal executive bodies, in which the law provides for military and equivalent service, the remuneration of which is currently carried out on the basis of the Unified tariff scale for remuneration of employees of federal public institutions"(Collected Legislation of the Russian Federation, 2008, N 33, Art. 3852; N 40, Art. 4544; 2010, N 52, Art. 7104; 2012, N 21, Art. 2652; N 40, Art. 5456; 2013, N 5, item 396; 2014, N 4, item 373) I order:
1. Approve the attached 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.
2. Orders of the Ministry of Culture of the Russian Federation of August 28, 2008 N 64 "On Approval of 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" (registered by the Ministry of Justice of Russia on November 10, 2008 , registration N 12602) and dated April 8, 2013 N 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 28 August 2008 N 64" (registered by the Ministry of Justice of Russia on June 14, 2013, registration N 28808) shall be declared 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. ARISTARHOV
EXAMPLE POSITION
ON PAYMENT OF WORK OF EMPLOYEES OF FEDERAL BUDGETARY INSTITUTIONS OF CULTURE, ART, EDUCATION AND SCIENCE UNDER THE SUPERVISION 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 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; N 40, item 5456; 2013, N 5, item 396; 2014, N 4, item 373) taking into account Re recommendations for the development by federal government agencies and institutions - the main managers of funds federal budget exemplary provisions on 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 recommendations for the development by federal state bodies and institutions - the main managers of federal budget funds of exemplary provisions on remuneration 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. 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 system of remuneration of employees of the Institution is established collective agreement, agreement, local regulation in accordance with labor law, other regulatory legal acts of the Russian Federation containing the norms labor law.
4. Salaries ( official salaries), compensation and incentive payments are established within the limits of the wage fund of the Institution.
5. The payroll fund for employees of the Institution is formed on the basis of 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. Payroll savings can be used to make payments social character, including the provision of material assistance, in accordance with local regulations
Institutions on payments of a social nature or a collective agreement.
7. The salary of each employee depends on his qualifications, the complexity of the work performed, the quantity and quality of the labor expended and is not limited to the maximum amount, except as provided for by the Labor Code of the Russian Federation (Labor Code of the Russian Federation) (Collected Legislation of the Russian Federation, 2002, N 1, article 3; 2006, No. 27, article 2878; 2014, No. 14, article 1547).
Wherein wage of employees (excluding bonuses and other incentive payments), when changing the remuneration system, it cannot be less than the wages (excluding bonuses and other incentive payments) paid to employees before it is changed, provided that the volume of labor (official) duties of employees is preserved and performance of work of the same qualification.
8. Remuneration of labor of employees employed part-time, as well as on a part-time or part-time basis working week, is produced in proportion to the time worked, depending on the output or on other conditions determined by 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 for this period and fulfilled the labor norm ( labor obligations), 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 limit headcount to ensure the fulfillment of the state task
for the provision of services (performance of work) and 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 handbook works and professions of workers, a unified qualification directory of positions of managers, specialists and employees or professional standards;
state guarantees for wages;
names, conditions for the implementation 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 of December 29, 2007 N 822 "On approval of the List of types of compensation 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 N 11081), 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), dated September 17, 2010 N 810n (registered by the Ministry of Justice of the Russian Federation on October 13, 2010, registration N 18714), by order of the Ministry of Labor and Social legal 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) (hereinafter - the List of types of compensation payments);
names, conditions for the 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 N 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 N 11080), 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 N 13146), dated September 17, 2010 N 810n (registered by the Ministry of Justice of the Russian Federation on October 13, 2010, registration N 18714) (hereinafter - the List of types of incentive payments his character); 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;
systems of labor rationing, 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, output 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 teaching staff and the procedure for determining the teaching load of pedagogical workers are established in accordance with the order of the Ministry of Education and Science of the Russian Federation dated December 22, 2014 N 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 employees specified in the employment contract" (registered by the Ministry of Justice of the Russian Federation on February 25, 2015, registration N 36204).
III. The procedure for establishing salaries (official salaries) of employees of the Institution
12. The salaries (official salaries) of the employees of the Institution are established taking into account the requirements for 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 order of the Ministry of Health and Social Development of the Russian Federation of August 31, 2007 N 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 N 10222);
educators - approved by order of the Ministry of Health and Social Development of the Russian Federation of May 5, 2008 N 216n "On approval of professional qualification groups for positions of educators" (registered by the Ministry of Justice of the Russian Federation on May 22, 2008, registration N 11731), as amended, introduced by the order of the Ministry of Health and Social Development of the Russian Federation of December 23, 2011 N 1601n (registered by the Ministry of Justice of the Russian Federation on January 31, 2012, registration N 23068);
employees of higher and additional vocational education- approved by the order of the Ministry of Health and Social Development of the Russian Federation dated May 5, 2008 N 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 N 11725);
workers in the field of scientific research and development - approved by order of the Ministry of Health and Social Development of the Russian Federation dated July 3, 2008 N 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 N 12001), as amended by the order of the Ministry of Health and Social Development of the Russian Federation of December 19, 2008 N 740n (registered by the Ministry of Justice of the Russian Federation on January 21, 2009 N 13147);
managers, specialists and employees of industry-wide positions - approved by order of the Ministry of Health and Social Development of the Russian Federation of May 29, 2008 N 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 N 11858), as amended by order of the Ministry of Health and Social Development of the Russian Federation of December 11, 2008 N 718n (registered by the Ministry of Justice of the Russian Federation on January 20, 2009, registration N 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:
wages are 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, staging) is determined by the ratio of the official salary of the artistic and artistic staff to the monthly rate of performances, staging, established by the institution independently;
the amount of wages, depending on the norm of performances (performances), in case of overfulfillment of the established norm, to be calculated in proportion to its overfulfillment.
15. Official salaries of deputy heads (heads, heads) structural divisions Institutions, with the exception of the official salary of the deputy chief accountant, are set at 5 - 10% lower than the salaries (official salaries) of the heads (chiefs, heads) of the relevant structural units.
IV. The procedure and conditions for establishing compensation payments
16. In accordance with the List of types of compensation payments, the following compensation payments can be established for employees of the Institution:
payments for night work;
payments to employees engaged in hard work, work with harmful and (or) dangerous and other special working conditions;
overtime pay;
payments for work on weekends and non-working days holidays;
payments when combining professions (positions), expanding service areas, increasing the volume of work, while performing the duties of a temporarily absent employee without exemption from work specified in the employment contract;
allowances for work with information constituting a state secret;
payments for work in areas with special climatic conditions.
17. Payment for work at night is established in accordance with Article 154 of the Labor Code of the Russian Federation (Sobraniye Zakonodatelstva Rossiyskoy Federatsii, 2002, N 1, Art. 3; 2006, N 27, Art. 2878) and the Decree of the Government of the Russian Federation of July 22 2008 N 554 "On the minimum amount of wage increases for night work" (Sobraniye Zakonodatelstva Rossiyskoy Federatsii, 2008, N 30, Art. 3640).
18. Remuneration of labor of employees of institutions engaged in work with harmful, dangerous and other special working conditions is made in an increased amount based on the results special evaluation working conditions. If, according to the results of a special assessment of working conditions workplace recognized as safe, then wages at an increased rate are not made.
19. Payment for overtime work is made in accordance with Article 152 of the Labor Code of the Russian Federation (Sobraniye Zakonodatelstva Rossiyskoy Federatsii, 2002, No. 1, Art. 3; 2006, No. 27, Art. 2878). Data on the duration of overtime work are reflected in the timesheets.
The increased payment for overtime work is for the first two hours of work at least one and a half times, for the following hours - double the size.
20. Payment for work on weekends and non-working holidays is made in the amount of at least a single daily or hourly rate (official salary per day or hour of work) in excess of the official salary, if the work was carried out within the monthly norm of working time, and in the amount of at least double daily or hourly rate (official salary for a day or hour of work) in excess of the official salary, if the work was done in excess of the monthly norm of working time in accordance with Article 153 of the Labor Code of the Russian Federation (Sobraniye Zakonodatelstva Rossiyskoy Federatsii, 2002, N 1, Art. 3; 2006 , N 27, item 2878; 2008, N 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 - not less than a single 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 not less than 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 , N 1, item 3; 2006, N 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 Decree of the Government of the Russian Federation of September 18, 2006 N 573 "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" (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 of April 12, 2013 N 329 "On the standard form of an employment contract with the head of a state ( municipal) institution" (Sobraniye zakonodatelstva Rossiyskoy Federatsii, 2013, N 16, item 1958).
30. 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, compensation payments are established to the head of the Institution and his deputies, the chief accountant, as provided for in Chapter III of this Regulation.
32. Incentive payments to the head of the Institution are established by decision of the Ministry of Culture of the Russian Federation, taking into account the achievement of indicators of the state task for the provision of public services (performance of work), as well as the performance indicators of the Institution.
33. For the deputy heads of the Institution and the chief accountant, incentive payments are applied in the form of a bonus based on the results of work, taking into account the fulfillment of established indicators and criteria for assessing labor efficiency.
VII. Individual conditions of remuneration of individual employees
34. By decision of the head of the Institution, employees holding positions of employees from among the artistic and artistic personnel, who have extensive professional experience, high professional skills, a bright creative personality, wide recognition of the audience and the public, as well as employees hired to perform administrative functions or 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.
OrderApprove the Approximate provisions for remuneration of employees of federal budgetary institutions of culture and art, education, science, subordinate to the Ministry of Culture of the Russian Federation, in accordance with appendices 1 - 3.
Acting Minister
A.E. BUSYGIN
Appendix 1
APPROVED
Order of the Ministry of Culture of Russia
dated August 28, 2008 N 64
<*>
I. General provisionsdated August 5, 2008 N 583 "On the introduction of new wage systems for employees of federal budgetary 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, payment whose labor is currently carried out on the basis of the Unified Tariff Scale for Remuneration of Employees of Federal State Institutions" (Sobranie Zakonodatelstva Rossiyskoy Federatsii, 18.08.2008, No. 33, Art. 3852).
list
the list of types of incentive payments approved by Order of the Ministry of Health and Social Development of the Russian Federation of December 29, 2007 N 818 "On approval of the list of types of incentive payments in federal budgetary institutions and clarifications on the procedure for establishing incentive payments in federal budgetary institutions" (registered in the Ministry of Justice of Russia 01.02.2008 N 11080), at the expense of all sources of funding, and the criteria for their establishment;
When the Government of the Russian Federation approves base salaries (base official salaries) for professional qualification groups (hereinafter referred to as PCG), the salaries (official salaries) of employees holding the positions of employees (working in the professions of workers) included in these PCGs are established in an amount not lower than the corresponding base salaries (base official salaries).
The remuneration of labor of workers employed part-time, as well as on the basis of part-time work, or part-time work week, is made in proportion to the hours worked, depending on the output, or on other conditions determined by the employment contract. 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.
II. The procedure and conditions for remuneration of employees holding positions of employees2.1. The recommended minimum salaries for employees of cultural and art institutions are established on the basis of attributing the positions of employees they hold to the PCG by Orders of the Ministry of Health and Social Development of the Russian Federation of August 31, 2007 N 570 "On approval of professional qualification groups for positions of workers in culture, art and cinematography" (registered in the Ministry of Justice of the Russian Federation on October 1, 2007 N 10222), dated May 29, 2008 N 247n "On approval of professional qualification groups for positions of managers, specialists and employees" (registered in the Ministry of Justice of the Russian Federation on June 18, 2008 N 11858):
| Positions assigned to the PKG "Positions of technical performers and artists of the auxiliary composition" | 3200 rubles; |
| Positions assigned to PKG "Positions of workers of culture, art and cinematography of the middle level" | 4350 rubles; |
| Positions assigned to PKG "Positions of workers of culture, art and cinematography of the leading link" | 5000 rubles; |
| Positions assigned to the PKG "Positions of the management of institutions of culture, art and cinematography" | 5700 rubles; |
| Positions assigned to the PKG "Industry-wide positions of first-level employees" | 3100 rubles; |
| Positions assigned to the PKG "Industry-wide positions of second-level employees" | 4350 rubles; |
| Positions assigned to the PKG "Industry-wide positions of employees of the third level" | 4950 rubles; |
| Positions assigned to the PKG "Industry-wide positions of employees of the fourth level" | 5650 rubles. |
2.3. A personal salary increase coefficient can be set for an employee, taking into account the level of his professional training, the complexity, importance of the work performed, the degree of independence and responsibility in the performance of tasks and other factors. The decision to establish a personal increase factor to the salary and its size is made by the head of the institution personally in relation to a particular employee. The recommended size of the multiplying factor is within 3.0.
2.4. The increasing coefficient to the salary for the institution (structural unit) is established for all employees of cultural institutions. Recommended dimensions are given in Appendix N 1.
The increasing coefficient to the salary of the institution (structural unit of the institution) does not apply to the official salary of the head of the institution and the salaries (official salaries) of employees for whom they are determined as a percentage of the official salary of the head. The application of a multiplying factor to the salary of an institution (structural subdivision of an institution) does not form a new salary.
2.5. The increasing coefficient to the salary is established in order to stimulate employees of cultural and art institutions, including artistic and artistic personnel, to reveal their creative potential and professional growth. The recommended size of the multiplying factor, depending on the qualification category assigned to the employee for professional skills:
Leading - 0.20;
The use of a multiplier for the presence of a qualification category does not form a new salary and is not taken into account when calculating other incentive and compensation payments established as a percentage of the salary.
2.6. The increasing coefficient to the salary for the position held is established for all employees holding positions of employees that provide for job categorization. Recommended sizes of multipliers:
Main - 0.25;
Leading - 0.2;
2.7. The regulation on remuneration and incentives for the work of employees of an institution may provide for the establishment of incentive bonuses for employees to salary:
incentive bonus for intensity and high performance;
The establishment of an incentive allowance is carried out by decision of the head of the institution within the budget allocations for the remuneration of employees of the institution, as well as funds from entrepreneurial and other income-generating activities directed by the institution to remunerate employees:
other employees employed in the structural divisions of the institution - based on the presentation of the heads of the relevant structural divisions of the institution.
2.8. A stimulating bonus for the intensity and high results of work is established for employees from among the artistic, artistic staff of performing arts institutions, depending on their actual workload in the repertoire, participation in the preparation of a new program (release of a new performance). Other employees from among the staff of museums and libraries for organizing and holding exhibitions (expositions), thematic lectures and other events. The amount of the allowance can be set both in absolute terms and as a percentage of salary. The allowance is established for a period of not more than 1 year and after which it can be maintained or canceled. The recommended amount is within 500 percent of the salary.
2.9. An incentive bonus for length of service is established for employees from among employees, depending on the total number of years worked in cultural and art institutions (state and/or municipal). Recommended sizes (as a percentage of salary):
2.10. A stimulating bonus for the quality of work performance is established for employees who have been awarded an academic degree, an honorary title in the main profile of professional activity, as well as for knowledge and use of one or more foreign languages in their work. Recommended size:
up to 10% of the salary for the academic degree of a candidate of sciences (from the date of the decision of the Higher Attestation Commission of Russia on the issuance of a diploma) or for the honorary title "Honored";
up to 15% of salary for knowledge and use of one or more foreign languages in work;
up to 25% of the salary for the academic degree of a candidate of sciences (from the date of the decision of the Higher Attestation Commission of Russia to issue a diploma) or for the honorary title "Honored" with simultaneous knowledge and use of one or more foreign languages in the work;
up to 35% of the salary for the academic degree of Doctor of Science (from the date of the decision of the Higher Attestation Commission of Russia to issue a diploma) or for the honorary title "People's" with simultaneous knowledge and use of one or more foreign languages in the work.
It is recommended to establish an incentive bonus for the quality of work performance on one of the available grounds, which is of greater importance.
The incentive bonus for the quality of work performance is not applied to employees who are paid for the titles of full member and corresponding member of state academies of sciences.
2.11. Taking into account the working conditions, employees holding the positions of employees are provided with compensation payments provided for in Chapter VI of this Regulation.
2.12. Employees holding positions of employees shall be paid the bonuses provided for in Chapter VII of this Model Regulation.
III. The procedure and conditions for remuneration of workers engaged in professional activities in the professions of workers| 3000 rubles; | |
| 3300 rubles; | |
| 3750 rubles; | |
| 4350 rubles; | |
| 4700 rubles; | |
| 5000 rubles; | |
| 5150 rubles; | |
| 5300 rubles. |
3.3. A personal increase factor to the salary can be set for a worker, taking into account the level of his professional readiness, the degree of independence and responsibility in the performance of assigned tasks, and other factors. The decision to establish a personal increase factor to the salary and its size is made by the head of the institution personally in relation to a particular employee. The recommended size of the multiplying factor: within 3.0.
The application of a personal increase factor to the salary does not form a new salary and is not taken into account when calculating other incentive and compensation payments, which is set as a percentage of the salary.
3.4. The increasing coefficient to the salary for the performance of important (especially important) and responsible (especially responsible) work is established by the decision of the head of the institution for workers rated at least 6 ETKS category and involved in performing important (especially important) and responsible (especially responsible) work. The recommended size of the increasing coefficient to the salary: up to 0.3.
3.5. The regulation on remuneration and incentives for the work of employees of the institution may provide for the establishment of incentive bonuses for employees to the official salary 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 N 818 "On approval of the list of types of incentive payments in federal budgetary institutions and clarifications on the procedure for establishing incentive payments in federal budgetary institutions" (registered with the Ministry of Justice of Russia on February 1, 2008 N 11080):
for professional skills (for the quality of work performed);
for years of service.
The sizes and other conditions for establishing incentive bonuses to salaries are given in paragraphs 3.6 - 3.7 of this chapter of the Regulation.
3.6. Workers in blue-collar professions may be given a bonus for professional skills.
The amount of the allowance can be set both in absolute terms and as a percentage of salary. The allowance is set for a period of not more than 1 year, after which it can be maintained or canceled. The recommended amount is up to 500 percent of salary.
3.7. Employees of blue-collar professions may be given an incentive bonus for length of service - as a percentage of salary, depending on the total number of years worked in the profession:
with length of service from 1 to 3 years - 5%;
with a length of service of 3 to 5 years - 10%;
with a length of service over 5 years - 15%.
3.8. Taking into account the working conditions, compensation payments are established for workers, provided for in Chapter VI of this Regulation.
3.9. The workers are entitled to the bonus payments provided for in Chapter VII of these Regulations.
IV. Terms of remuneration of the head of the institution and his deputies, chief accountant4.1. The remuneration of the head of the institution, his deputies and the chief accountant is carried out in accordance with Decree of the Government of the Russian Federation of August 5, 2008 N 583 and Orders of the Ministry of Health and Social Development of the Russian Federation of December 29, 2007 N 823 "On approval of the clarification on the implementation of the Government Decree of the Russian Federation dated September 22, 2007 N 605 "On the introduction of new wage systems for employees of federal budgetary institutions and civilian personnel of military units, the remuneration of which is carried out on the basis of a single tariff scale for the remuneration of employees of federal budgetary institutions" in terms of the use of centralized budgetary appropriations in the amount of up to 5 percent for incentive payments to heads of federal budgetary institutions" (registered with the Ministry of Justice of Russia on February 6, 2008 N 11108), dated April 2, 2008 N 158n "On approval of clarifications on certain issues of establishing official salary of the head of the federal budget institution"(registered with the Ministry of Justice of Russia on April 29, 2008 N 11606) and on April 8, 2008 N 167n
list approved by the Order of the Ministry of Culture of Russia dated August 15, 2008 N 41 "On approval of the lists of positions of employees classified as key personnel by type economic activity for calculating the average wage and determining the size of the official salaries of the heads of subordinate federal budgetary institutions" (registered with the Ministry of Justice of Russia on September 2, 2008, Registration No. 12209).
A similar procedure is applied when establishing the official salary for the artistic director, when he performs the functions of the deputy head of the institution.
4.2. Taking into account the working conditions, compensation payments are established to the head of the institution and his deputies, the chief accountant, as provided for in Chapter VI of this Regulation.
4.3. Bonuses are set for the head of the institution, taking into account the results of the institution's activities (in accordance with the evaluation criteria and target indicators of the institution's performance) at the expense of federal budget allocations centralized by the chief manager of federal budget funds for these purposes.
4.4. The deputies of the head, the chief accountant of the institution are provided with bonus payments provided for in Chapter VII of these Regulations.
V. Individual conditions of remuneration of individual workers5.1. By decision of the head of the institution for a period of up to 1 year, employees holding positions of employees from among the artistic and artistic personnel and having extensive professional work experience, high professional skills, bright creative individuality, wide recognition of the audience and the public, can be established individual conditions of remuneration.
5.2. 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.
5.3. 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.
VI. The procedure and conditions for establishing compensation payments6.1. The remuneration of employees of the institution engaged in heavy work, work with harmful, dangerous and other special working conditions, is made at an increased rate. For these purposes, in accordance with the Labor Code, the List of types of payments of a compensatory nature in federal budgetary institutions, approved by Order of the Ministry of Health and Social Development of the Russian Federation of December 29, 2007 N 822 "On approval of the list of types of payments of a compensatory nature in federal budgetary institutions and an explanation of the procedure establishing compensation payments in federal budgetary institutions" (registered with the Ministry of Justice of Russia on February 4, 2008 N 11081), the following compensation payments can be made to employees:
For overtime work;
6.2. Payment to employees engaged in heavy work, work with harmful and (or) dangerous and other special working conditions is established in accordance with Article 147
6.3. The percentage premium for work with information constituting a state secret is established in the amount and in the manner determined by the legislation of the Russian Federation.
6.4. An additional payment for combining professions (positions) is established for an employee when he combines professions (positions). The amount of the additional payment and the period for which it is established are determined by agreement of the parties to the employment contract, taking into account the content and (or) volume of additional work.
6.5. The additional payment for the expansion of service areas is set for the employee when expanding service areas. The amount of the additional payment and the period for which it is established are determined by agreement of the parties to the employment contract, taking into account the content and (or) volume of additional work.
6.6. An additional payment for an increase in the volume of work or the performance of the duties of a temporarily absent employee without release from work specified in the employment contract is established for the employee in the event of an increase in the amount of work established for him or the assignment of the duties of a temporarily absent employee to him without exemption from work specified in the employment contract. The amount of the additional payment and the period for which it is established are determined by agreement of the parties to the employment contract, taking into account the content and (or) volume of additional work.
6.7. Surcharge for work at night is made to employees for each hour of work at night. Night time is considered from 10 pm to 6 am.
6.8. Increased pay for work on weekends and non-working holidays is made to employees involved in work on weekends and non-working holidays.
The amount of the surcharge is:
6.9. Increased overtime pay for the first two hours of work is at least one and a half times, for subsequent hours - double the size in accordance with article 152
6.10. In areas with unfavorable natural climatic conditions, wages of employees are subject to<*>:
district coefficients;
VII. The procedure and conditions for bonuses to employees of the institution7.1. In order to encourage employees for the work performed in the institution in accordance with the List of types of incentive payments in federal budgetary institutions, approved by Order of the Ministry of Health and Social Development of the Russian Federation of December 29, 2007 N 818 "On approval of the list of types of incentive payments in federal budgetary institutions and clarifications on the procedure for establishing incentive payments in federal budgetary institutions "(registered with the Ministry of Justice of Russia on February 1, 2008 N 11080), premiums can be established<*>:
<*>;
heads of structural subdivisions of the institution, chief specialists and other employees subordinate to deputy heads - on the proposal of the deputy heads of the institution;
7.2. The bonus based on the results of work for the period (for a month, quarter, half a year, year) is paid in order to encourage employees for overall results labor at the end of the job.
The award takes into account:
participation during the month in the implementation of important work and events.
7.3. The bonus for the quality of work performed is paid to employees at a time in the amount of up to 5 salaries (official salaries) for:
7.4. is paid to employees at a time based on the results of the performance of particularly important and urgent work in order to encourage employees for efficiency and high-quality work results.
7.5. The bonus for the intensity and high performance of work is paid to employees at a time. The award takes into account:
The amount of the bonus can be set both in absolute terms and as a percentage of the salary (official salary). The maximum size of the bonus for the performance of particularly important work and the holding of events is not limited.
7.6. The bonuses provided for by this Regulation are taken into account as part of the average wage for calculating pensions, vacations, temporary disability benefits, etc.
VIII. Other wage issues8.1. In case of delay in payment of wages to employees and other violations of wages, the head of the institution is liable in accordance with the Labor Code<*>.
<*>No. 63-FZ of 13.06.1996 (Sobranie Zakonodatelstva Rossiyskoy Federatsii, 17.06.1996, No. 25, Art. 2954) establishes liability for non-payment of wages for more than two months.
8.2. Material assistance can be provided to employees from the payroll fund. The decision on its provision and specific amounts is made by the head of the institution on the basis of a written application from the employee.
8.3. The head of the institution has the right to delegate to the head of the branch the authority to determine the wages of the employees of the branch, compensation and incentive payments within the funds allocated by the branch for wages.
8.4. For the positions of employees (professions of workers), the salaries for which are not determined by this exemplary regulation, the salaries are established by decision of the head of the institution, but not more than the salary according to the PKG "Positions of the management of institutions of culture, art and cinematography".
AppendixAppendix
to Annex 1, approved
Order of the Ministry of Culture of Russia
dated August 28, 2008 N 64
| Professional qualification group "Positions of employees of educational and auxiliary personnel of the first level" | 3200 rubles; |
| Professional qualification group "Positions of employees of educational and auxiliary personnel of the second level" | 5000 rubles; |
| Professional qualification group "Positions of teaching staff" | 5300 rubles; |
| Professional qualification group "Positions of heads of structural divisions" | 5700 rubles. |
For employees engaged in pedagogical activities, hourly wages may be applied. The conditions and amount of payment for one hour of pedagogical work are determined by the institution independently.
2.2. The regulation on remuneration and incentives for the work of employees of an institution may provide for the establishment of increasing coefficients for employees to salary:
increasing coefficient to the salary for the qualification category;
Increasing coefficients to the salary are established for a certain period of time during the corresponding calendar year. Other conditions for the implementation of increasing coefficients to the salary are given in paragraphs 2.3 - 2.4 of this chapter of the Regulation.
2.3. The increasing coefficient to the salary for the qualification category is established with the aim of stimulating teachers to a qualitative result of work, professional growth, by improving professional qualifications and competence. The decision on the introduction of the relevant norm is made by the institution, taking into account the provision of these payments with financial resources. Recommended sizes of the boost factor:
0.20 - in the presence of the highest qualification category;
0.15 - in the presence of the first qualification category;
0.10 - in the presence of the second qualification category.
2.4. A personal increase factor to the salary can be set for an employee, taking into account the level of his professional readiness, the complexity, importance of the work performed, the 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 personally in relation to a particular employee. The recommended size of the multiplying factor is up to 3.0.
The application of a personal coefficient to the salary does not form a new salary and is not taken into account when calculating other incentive and compensation payments established as a percentage of the salary.
2.5. The regulation on remuneration and incentives for the work of employees of an institution may provide for the establishment of incentive bonuses for employees to salary:
incentive bonus for years of service;
incentive bonus for the quality of work.
The establishment of an incentive allowance, additional payment is carried out by decision of the head of the institution within the budget allocations for the remuneration of employees of the institution, as well as funds from entrepreneurial and other income-generating activities directed by the institution to remunerate employees:
heads of structural subdivisions of the institution, chief specialists and other employees subordinate to deputy heads - on the proposal of the deputy heads of the institution;
other employees employed in the structural divisions of the institution - based on the presentation of the head of the relevant structural divisions of the institution.
The amounts and other conditions for establishing incentive bonuses and salary supplements are given in paragraphs 2.6 - 2.8 of this chapter of the Regulations.
2.6. An incentive bonus for length of service is established for employees from among employees, depending on the total number of years worked in educational institutions (state and/or municipal). Recommended sizes (as a percentage of salary):
with length of service from 1 to 3 years - 5%;
with a length of service of 3 to 5 years - 10%;
with a length of service over 5 years - 15%.
2.7. A stimulating bonus for the quality of work performance is established for employees of educational institutions who have been awarded an academic degree, an honorary title in the main profile of professional activity. Recommended size:
up to 20% of the salary for the academic degree of Doctor of Science (from the date of the decision of the Higher Attestation Commission of Russia to issue a diploma) or for the honorary title "People's";
up to 10% of the salary for the academic degree of Candidate of Sciences (from the date of the decision of the Higher Attestation Commission of Russia on the issuance of a diploma) or for the honorary title "Honored".
Salary supplements for having an academic degree or honorary title are recommended to be established on one of the proposed grounds, which is of greater importance.
Monthly allowances for the academic degrees of Doctor of Science and Candidate of Science are not applied to employees who are paid for the titles of full member and corresponding member of state academies of science.
2.8. Taking into account the working conditions, compensation payments are established for pedagogical workers, provided for in Chapter VIII of this Regulation.
2.9. Pedagogical employees are paid bonuses provided for in Chapter IX of this Regulation.
III. The procedure and conditions for remuneration of employees holding positions of employees of higher and additional professional education3.1. The recommended minimum salaries for employees are established on the basis of attributing the positions of employees they hold to the PKG, approved by Order of the Ministry of Health and Social Development of Russia dated May 5, 2008 N 217n "On approval of professional qualification groups for positions of employees of higher and additional professional education" (registered with the Ministry of Justice of Russia on May 22, 2008 Mr. N 11725):
3.8. Pedagogical workers of higher and additional professional education holding positions for which qualifications scientific degrees, allowances are established taking into account the profile of the disciplines taught:
Employees are given bonuses for conferring an honorary title - "People's", "Honored". Recommended amount: up to 20%, up to 10% of the salary, respectively.
Salary supplements for having an academic degree or honorary title are recommended to be established on one of the available grounds.
3.9. Taking into account the working conditions, compensation payments are established for employees, provided for in Chapter VIII of this Regulation.
3.10. Employees are paid bonuses provided for in Chapter IX of this Regulation.
IV. The procedure and conditions for remuneration of employees holding industry-wide positions of employees4.1. The recommended minimum salaries of employees are established on the basis of attributing the positions of employees they hold to the PCG, 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" (registered with the Ministry of Justice of Russia on June 18, 2008 Mr. N 11858):
The decision on the introduction of the relevant norms is taken by the institution, taking into account the provision of these payments with financial resources. The amount of payments at the increasing coefficient to the salary is determined by multiplying the employee's salary by the increasing coefficient. Salary increment payments are stimulating in nature.
Increasing coefficients to salaries are established for a certain period of time during the corresponding calendar year.
4.3. A personal salary increase coefficient can be set for an employee, taking into account the level of his professional training, the complexity, importance of the work performed, the degree of independence and responsibility in the performance of tasks and other factors. The decision to establish a personal increase factor to the salary and its size is made by the head of the institution personally in relation to a particular employee. The recommended size of the multiplying factor is within 3.0.
Compensatory and incentive payments are established as a percentage of the salary without taking into account this increasing coefficient to the salary.
4.4. The increasing coefficient to the salary for the position held is established for all employees holding positions of employees for which job categorization is provided. Recommended sizes of multipliers:
Main - 0.25;
Leading - 0.2;
The application of a multiplier to the salary for the position held does not form a new salary and is not taken into account when calculating other incentive and compensation payments established as a percentage of the salary.
4.5. The regulation on remuneration and incentives for employees of an institution may provide for the establishment of an incentive bonus for employees for length of service, depending on the total number of years worked in similar positions, specialties. Recommended sizes (as a percentage of salary):
with length of service from 1 to 3 years - 5%;
with a length of service of 3 to 5 years - 10%;
with a length of service over 5 years - 15%.
4.6. Taking into account the working conditions, compensation payments are established for employees, provided for in Chapter VIII of this Regulation.
4.7. Employees are paid bonuses provided for in Chapter IX of this Regulation.
V. The procedure and conditions for remuneration of workers engaged in professional activities in the professions of workers| 1 category of work in accordance with the Unified Tariff and Qualification Directory of Works and Professions of Workers | 3000 rubles; |
| 2 category of work in accordance with the Unified Tariff and Qualification Directory of Works and Professions of Workers | 3300 rubles; |
| 3 category of work in accordance with the Unified Tariff and Qualification Directory of Works and Professions of Workers | 3750 rubles; |
| 4 category of work in accordance with the Unified Tariff and Qualification Directory of Works and Professions of Workers | 4350 rubles; |
| 5 category of work in accordance with the Unified Tariff and Qualification Directory of Works and Professions of Workers | 4700 rubles; |
| 6 category of work in accordance with the Unified Tariff and Qualification Directory of Works and Professions of Workers | 5000 rubles; |
| 7 category of work in accordance with the Unified Tariff and Qualification Directory of Works and Professions of Workers | 5150 rubles; |
| 8 category of work in accordance with the Unified Tariff and Qualification Directory of Works and Professions of Workers | 5300 rubles. |
5.3. A personal increase factor to the salary can be set for a worker, taking into account the level of his professional readiness, the degree of independence and responsibility in the performance of assigned tasks, and other factors. The decision to establish a personal increase factor to the salary and its size is made by the head of the institution personally in relation to a particular employee. The recommended size of the multiplying factor: within 3.0.
5.4. The increasing coefficient to the salary for the performance of important (especially important) and responsible (especially responsible) work is established by the decision of the head of the institution for workers rated at least 6 ETKS category and involved in performing important (especially important) and responsible (especially responsible) work. The recommended size of the increasing coefficient to the salary: up to 0.3.
At the time of the introduction from December 1, 2008 of a new regulation on remuneration and labor incentives for employees of institutions, it is recommended to establish an increasing coefficient to the salary for the performance of important (especially important) and responsible (especially responsible) work for all employees of the institution, rated at grade 9 and above the Unified wage scale on remuneration of employees of federal state institutions, without limitation of validity.
5.5. The regulation on payment and incentives for the work of employees of the institution may provide for the establishment of incentive bonuses for employees to the official salary in accordance with the list
for professional excellence<*>;
<*>
for years of service.
The establishment of an incentive allowance is carried out by decision of the head of the institution within the budget allocations for the remuneration of employees of the institution, as well as funds from entrepreneurial and other income-generating activities directed by the institution to remunerate employees.
The sizes and other conditions for establishing incentive bonuses to salaries are given in paragraphs 5.6 - 5.7 of this chapter of the Regulation.
5.6. Workers in blue-collar professions may be given a bonus for professional skills.
The amount of the allowance can be set both in absolute terms and as a percentage of salary. The allowance is set for a period of not more than 1 year, after which it can be maintained or canceled. This allowance is not limited to a maximum amount.
5.7. Employees of blue-collar professions may be given an incentive bonus for length of service - as a percentage of salary, depending on the total number of years worked in the profession:
with length of service from 1 to 3 years - 5%;
with a length of service of 3 to 5 years - 10%;
with a length of service over 5 years - 15%.
VI. Terms of remuneration of the head of the institution and his deputies, chief accountant6.1. The remuneration of the head of the institution, his deputies and the chief accountant is carried out in accordance with Decree of the Government of the Russian Federation of August 5, 2008 N 583 and Orders of the Ministry of Health and Social Development of Russia of December 29, 2007 N 823 "On approval of the clarification on the implementation of the Decree of the Government of the Russian Federation of September 22 2007 N 605 "On the introduction of new systems of remuneration for employees of federal budgetary institutions and civilian personnel of military units, the remuneration of which is carried out on the basis of the Unified tariff scale for the remuneration of employees of federal state institutions" in terms of the use of centralized budgetary appropriations in the amount of up to 5 percent per incentive payments to heads of budgetary institutions "(registered with the Ministry of Justice of Russia on February 6, 2008 N 11108), dated April 2, 2008 N 158n dated April 8, 2008 N 167n" On approval of the procedure for calculating the amount of average wages to determine the size the official salary of the head of a federal budgetary institution" (registered with the Ministry of Justice of Russia on May 5, 2008, Registration N 11624).
The official salary of the head of the institution is determined on the basis of the average salary of employees classified as key personnel, in accordance with the list approved by Order of the Ministry of Culture of Russia dated August 15, 2008 N 41 "On approval of the lists of positions of employees classified as key personnel by type of economic activity, for calculation average wages and determining the size of official salaries of heads of subordinate federal budgetary institutions "(registered in the Ministry of Justice of Russia on September 2, 2008, Registration N 12209).
The official salary of the president is set at 5-10 percent lower than the salary of the head. The terms of remuneration for the work of a president who has served as a rector for at least 10 years are established in accordance with the Regulations on the status of the rector.
The official salaries of the deputy heads and the chief accountant of the institution are set at 10-30 percent lower than the official salary of the head.
6.2. 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 Chapter VIII of this Regulation.
6.3. Bonuses are set for the head of the institution, taking into account the results of the institution's activities (in accordance with the evaluation criteria and target indicators of the institution's performance) at the expense of federal budget appropriations centralized by the main manager of federal budget funds for these purposes.
The amount of bonuses for the head, the procedure and criteria for its payment are annually established by the main manager of federal budget funds in an additional agreement to the employment contract of the head of the institution.
6.4. The deputies of the head, the chief accountant of the institution are provided with bonus payments provided for in Chapter IX of this Regulation.
VII. Individual conditions of remuneration of individual employees7.1. By decision of the head of the institution for a period of up to 1 year, employees holding the positions of employees from among the pedagogical, teaching staff, who have extensive experience in pedagogical, scientific work, authority and recognition in these areas of activity, individual conditions of remuneration can be established.
Also, individual conditions of remuneration may be established for employees hired for a period of up to 1 year to perform administrative functions or conduct household work, if remuneration for the relevant position is not provided for by the regulation on remuneration of employees of the institution.
7.2. 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.
7.3. Individual conditions of remuneration of individual employees should not be worse than the conditions of remuneration of employees in their positions (professions of workers) provided for by this Regulation.
VIII. The procedure and conditions for establishing compensation payments8.1. The remuneration of employees of the institution engaged in heavy work, work with harmful, dangerous and other special working conditions, is made at an increased rate. For these purposes, in accordance with the Labor Code of the Russian Federation ("Collection of Legislation of the Russian Federation", 07.01.2002, N 1 (part I), article 3) and the List
For work in hard work, work with harmful and (or) dangerous and other special working conditions;
For combining professions (positions);
For the expansion of service areas;
For an increase in the volume of work or the performance of duties of a temporarily absent employee without exemption from work specified in the employment contract;
For work on weekends and non-working holidays;
For overtime work;
For work with information constituting a state secret;
Regional coefficient, coefficient for work in desert and waterless areas, coefficient for work in high mountainous regions, percentage bonus for work experience in the regions of the Far North and equivalent areas, in the southern regions of the Far East, the Krasnoyarsk Territory, the Irkutsk and Chita regions, the Republic of Buryatia , in the Republic of Khakassia.
8.2. Payment to employees engaged in hard work, work with harmful and (or) dangerous and other special working conditions, is established in accordance with Article 147 of the Labor Code of the Russian Federation for employees engaged in hard work, work with harmful and (or) dangerous and other special working conditions. The recommended minimum payment is 5% of salary.
The employer takes measures to carry out certification of workplaces in order to develop and implement an action program to ensure safe conditions and labor protection. If, according to the results of certification, the workplace is recognized as safe, then the specified payment is withdrawn.
8.3. The percentage premium for work with information constituting a state secret is established in the amount and in the manner determined by the legislation of the Russian Federation.
8.4. An additional payment for combining professions (positions) is established for an employee when he combines professions (positions). The amount of the additional payment and the period for which it is established are determined by agreement of the parties to the employment contract, taking into account the content and (or) volume of additional work.
8.5. The additional payment for the expansion of service areas is set for the employee when expanding service areas. The amount of the additional payment and the period for which it is established are determined by agreement of the parties to the employment contract, taking into account the content and (or) volume of additional work.
8.6. An additional payment for an increase in the volume of work or the performance of the duties of a temporarily absent employee without release from work specified in the employment contract is established for the employee in the event of an increase in the amount of work established for him or the assignment of the duties of a temporarily absent employee to him without exemption from work specified in the employment contract. The amount of the additional payment and the period for which it is established are determined by agreement of the parties to the employment contract, taking into account the content and (or) volume of additional work.
8.7. Surcharge for work at night is made to employees for each hour of work at night. Night time is considered from 22:00 to 06:00.
The recommended minimum amount of additional payment is 20 percent of the hourly tariff rate (salary (official salary) calculated per hour of work) for each hour of work at night by dividing the salary (official salary) of the employee by the average monthly number of working hours in the corresponding calendar year.
8.8. Increased pay for work on weekends and non-working holidays is made to employees involved in work on weekends and non-working holidays.
The amount of the surcharge is:
not less than a single daily rate in excess of the salary (official salary) when working full-time, 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 daily rate in excess of the salary (official salary), if the work was performed in excess of the monthly norm of working hours;
not less than a single 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 carried out in excess of the monthly norm of working time.
8.9. The increased overtime pay for the first two hours of work is at least one and a half times, for subsequent hours - double the size in accordance with Article 152 of the Labor Code of the Russian Federation.
8.10. In areas with unfavorable natural climatic conditions, wages of employees are subject to<*>:
<*>The Regulations of institutions located in areas with unfavorable natural climatic conditions indicate the amounts of coefficients and percentage allowances in accordance with the current legislation of the Russian Federation.
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 the Far East, the Krasnoyarsk Territory, the Irkutsk and Chita regions, the Republics of Buryatia and Khakassia.
IX. The procedure and conditions for bonuses to employees of the institution9.1. In order to reward employees for the work performed in the institution, in accordance with the List of types of incentive payments in federal budgetary institutions, approved by Order of the Ministry of Health and Social Development of Russia dated December 29, 2007 N 818 "On approval of the list of types of incentive payments in federal budgetary institutions and an explanation on the procedure for establishing incentive payments in federal budgetary institutions" (registered with the Ministry of Justice of the Russian Federation on February 1, 2008 N 11080), premiums can be established<*>:
bonus for the performance of especially important and urgent work<*>;
bonus for intensity and high performance.
Bonuses are carried out by decision of the head of the institution within the budget allocations for the remuneration of employees of the institution, as well as funds from entrepreneurial and other income-generating activities directed by the institution to remunerate employees:
deputies of the head, chief accountant, chief specialists and other employees directly subordinate to the head;
heads of structural subdivisions of the institution, chief specialists and other employees subordinate to deputy heads - on the proposal of the deputy heads of the institution;
other employees employed in the structural divisions of the institution - based on the presentation of the head of the relevant structural divisions of the institution.
9.2. The performance-based bonus for the period (for a month, quarter, half-year, year) is paid in order to encourage employees for the overall results of work based on the results of work.
The award takes into account:
successful and conscientious performance by the employee of his official duties in the relevant period;
initiative, creativity and application in the work of modern forms and methods of labor organization;
high-quality preparation and holding of events related to the statutory activities of the institution;
performance of the assigned work related to the provision of the work process or the statutory activities of the institution;
high-quality preparation and timely delivery of reports;
The bonus based on the results of work for the period (month, quarter, half year, year) is paid within the limits of available funds. The specific amount of the bonus can be determined as a percentage of the salary (official salary), tariff rate employee, and in absolute terms. There is no maximum performance bonus.
Upon dismissal of an employee own will before the expiration of the calendar month, the employee is deprived of the right to receive a bonus based on the results of work for the month.
9.3. The bonus for the quality of work performed is paid to employees at a time in the amount of up to 5 salaries (official salaries) for:
encouragement by the President of the Russian Federation, the Government of the Russian Federation, awarding honorary titles of the Russian Federation and awarding insignia of the Russian Federation, awarding orders and medals of the Russian Federation;
awarding the Honorary Diploma of the Ministry of Culture of the Russian Federation.
9.4. The bonus for the performance of especially important and urgent work is paid to employees at a time based on the results of the performance of especially important and urgent work in order to encourage employees for efficiency and high-quality work results.
The amount of the bonus can be set both in absolute terms and as a percentage of the salary (official salary). The maximum size of the bonus for the performance of particularly important work and the holding of events is not limited.
9.5. The bonus for the intensity and high results of work is paid to employees at a time for the intensity and high results of work. The 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 holding events aimed at increasing the authority and image of the institution among the population.
The amount of the bonus can be set both in absolute terms and as a percentage of the salary (official salary). The maximum size of the bonus for the performance of particularly important work and the holding of events is not limited.
Bonuses for the intensity and high performance of work are not applied to employees who have an incentive bonus for the intensity and high performance of work.
9.6. The bonuses provided for by this Regulation are taken into account as part of the average wage for calculating pensions, vacations, temporary disability benefits, etc.
X. Other pay issues10.1. In case of delay in payment of wages to employees and other violations of wages, the head of the institution is liable in accordance with the Labor Code of the Russian Federation and other federal laws<*>.
<*>The Criminal Code of the Russian Federation No. 63-FZ of June 13, 1996 (Sobraniye Zakonodatelstva Rossiyskoy Federatsii, June 17, 1996, No. 25, Article 2954) establishes liability for non-payment of wages for more than two months.
In the event of a delay in the payment of wages for a period of more than 15 days, the employee has the right, by notifying the manager in writing, to suspend work for the entire period until the payment of the delayed amount.
An employee who was absent work time at the workplace during the period of suspension of work, is obliged to go to work no later than the next working day after receiving a written notification from the head of the institution about the readiness to pay the delayed wages on the day the employee goes to work.
10.2. Material assistance can be provided to employees from the payroll fund. The decision to provide material assistance and its specific amount is made by the head of the institution on the basis of a written application from the employee.
10.3. The head of the institution has the right to delegate to the head of the branch the authority to determine the wages of the employees of the branch, compensation and incentive payments within the funds allocated by the branch for wages.
10.4. For the positions of employees (professions of workers), the salaries for which are not determined by this exemplary regulation, the salaries are established by decision of the head of the institution, but not more than the salary according to the PKG "Positions of heads of structural divisions", and in institutions of higher and additional professional education - not more than the salary of the position "professor".
Appendix 3
APPROVED
Order of the Ministry of Culture of Russia
dated August 28, 2008 N 64
<*>In the further text of this Regulation, the word "Regulation" is used instead of its full name.
I. General provisionsThis Regulation was developed in accordance with Decree of the Government of the Russian Federation of 05.08.2008 N 583 "On the introduction of new wage systems for employees of federal budgetary institutions and federal state bodies, as well as civilian personnel of military units, institutions and divisions of federal executive bodies, in which the law military and equivalent service is provided for, the remuneration of which is currently carried out on the basis of the Unified tariff scale for remuneration of employees of federal state institutions "(Collection of laws of the Russian Federation, 18.08.2008, N 33, art. 3852).
name, conditions for implementation and recommended amounts 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 of December 29, 2007 N 822 "On approval of the list of types of compensation payments in federal budgetary institutions and explanations on the procedure for establishing compensation payments in federal budgetary institutions" (registered with the Ministry of Justice of Russia on February 4, 2008 N 11081);
recommended sizes of increasing coefficients for salaries and other 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 of December 29, 2007 N 818 "On approval of the list of types of incentive payments in federal budgetary institutions and clarifications on the procedure for establishing incentive payments in federal budgetary institutions "(registered with the Ministry of Justice of Russia on February 1, 2008 N 11080), at the expense of all sources of funding and the criteria for their establishment;
conditions of remuneration of heads of institutions.
When the Government of the Russian Federation approves base salaries (base official salaries) for professional qualification groups (hereinafter referred to as PCG), the salaries (official salaries) of employees holding the positions of employees (working in the professions of workers) included in these PCG are established in an amount not lower than the corresponding base salaries (base salaries).
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, depending on the output or on other conditions determined by the employment contract. 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.
The salary of an employee is not limited by the maximum size.
II. The procedure and conditions for remuneration of employees in the field of scientific research and development2.1. The recommended minimum salaries of employees in the field of scientific research and development of the institution are established on the basis of attributing the positions of employees they hold to the PKG, approved by Order of the Ministry of Health and Social Development of the Russian Federation dated July 3, 2008 N 305n "On approval of professional qualification groups for positions of employees in the field of scientific research and developments" (registered in the Ministry of Justice of Russia on July 18, 2008 N 12001):
personal salary increase.
The decision on the introduction of the relevant norms is taken by the institution, taking into account the provision of these payments with financial resources. The amount of payments for increasing coefficients to salaries is determined by multiplying the amount of salaries of employees by increasing coefficients.
Increasing coefficients to the salary are established for a certain period of time during the corresponding calendar year. Other conditions for the implementation of incentive salary increases are given in paragraphs 2.3 - 2.4 of this chapter of the Regulation.
2.3. The increasing coefficient to the salary for the position held is established for all employees in the field of scientific research and development of the institution. Recommended size of multiplying coefficients:
| For positions requiring categorization (except for scientific workers): | |
| II category | 0.05 |
| I category | 0.10 |
| By positions of scientists: | |
| Researcher | 0.05 |
| Senior Researcher | 0.15 |
| Leading Researcher | 0.20 |
| Chief Researcher | 0.35 |
| For the positions of heads of structural divisions: | |
| Head (leader) of a brigade (group) | 0.22 |
| Head (head) of a department (sector, laboratory) included in a structural subdivision | 0.25 |
| Head (head) of a structural unit, academic secretary | 0.30 |
2.5. Employees in the field of scientific research and development of an institution holding positions, academic degrees for which are provided for by qualification characteristics, are set bonuses:
3000 rubles for the degree of candidate of sciences;
7000 rubles for the degree of Doctor of Science.
Employees employed part-time, as well as on a part-time basis, the accrual of allowances is made in proportion to the hours worked.
These allowances do not apply to employees who are paid for the title of full member and corresponding member of state academies of sciences.
2.6. The regulation on remuneration and incentives for employees of an institution may provide for the establishment of an incentive bonus for employees for length of service, depending on the total number of years worked in similar positions, specialties. Recommended sizes (as a percentage of salary):
with length of service from 1 to 3 years - 5%;
with a length of service of 3 to 5 years - 10%;
with a length of service over 5 years - 15%.
2.7. Taking into account the working conditions for employees in the field of scientific research and development, compensation payments are established, provided for in Chapter VII of this Regulation.
2.8. Employees in the field of scientific research and development are paid bonuses provided for in Chapter VIII of this Regulation.
III. The procedure and conditions for remuneration of employees holding positions of employees (with the exception of positions of employees in the field of scientific research and development)3.1. The recommended minimum salaries for employees holding positions of administrative and economic personnel are established on the basis of attributing the positions of employees they hold to PKG, 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" (registered with the Ministry of Justice of Russia on June 18, 2008 N 11858):
3.2. The regulation on remuneration and incentives for the work of employees of the institution may provide for the establishment of employees holding the positions of employees, increasing the coefficients to the salary:
increasing coefficient to the salary for the position held;
personal salary increase.
The decision on the introduction of the relevant norms is taken by the institution, taking into account the provision of these payments with financial resources. The amount of payments for increasing coefficients to salaries is determined by multiplying the amount of salaries of employees by increasing coefficients.
Increasing coefficients to the salary are established for a certain period of time during the corresponding calendar year. Other conditions for the implementation of increasing coefficients to the salary are given in paragraphs 3.3 - 3.4 of this chapter of the Regulation.
3.3. The increasing coefficient to the salary for the position held is established by all employees holding positions that provide for categorization.
Main - 0.25;
Leading - 0.2;
The application of a multiplier to the salary according to the position does not form a new salary and is not taken into account when calculating other incentive and compensation payments established as a percentage of the salary.
3.4. A personal increase factor to the salary can be set for an employee holding the position of an employee, taking into account the level of his professional training, complexity, importance of the work performed, the degree of independence and responsibility in the performance of tasks and other factors. The decision to establish a personal increase factor to the salary and its size is made by the head of the institution personally in relation to a particular employee. The recommended size of the multiplying factor is up to 3.0.
The application of a personal increase factor to the salary does not form a new salary and is not taken into account when calculating other incentive and compensation payments established as a percentage of the salary.
3.5. The regulation on remuneration and incentives for employees of an institution may provide for the establishment of an incentive bonus for employees for length of service, depending on the total number of years worked in similar positions, specialties. Recommended sizes (as a percentage of salary):
with length of service from 1 to 3 years - 5%;
with a length of service of 3 to 5 years - 10%;
with a length of service over 5 years - 15%.
3.6. Taking into account the working conditions for employees holding positions of employees, compensation payments are established, provided for in Section VII of these Regulations.
3.7. Employees holding positions of employees are paid bonuses provided for in Chapter VIII of this Regulation.
IV. The procedure and conditions for remuneration of workers engaged in professional activities in the professions of workers| 1 category of work in accordance with the Unified Tariff and Qualification Directory of Works and Professions of Workers | 3000 rubles; |
| 2 category of work in accordance with the Unified Tariff and Qualification Directory of Works and Professions of Workers | 3300 rubles; |
| 3 category of work in accordance with the Unified Tariff and Qualification Directory of Works and Professions of Workers | 3750 rubles; |
| 4 category of work in accordance with the Unified Tariff and Qualification Directory of Works and Professions of Workers | 4350 rubles; |
| 5 category of work in accordance with the Unified Tariff and Qualification Directory of Works and Professions of Workers | 4700 rubles; |
| 6 category of work in accordance with the Unified Tariff and Qualification Directory of Works and Professions of Workers | 5000 rubles; |
| 7 category of work in accordance with the Unified Tariff and Qualification Directory of Works and Professions of Workers | 5150 rubles; |
| 8 category of work in accordance with the Unified Tariff and Qualification Directory of Works and Professions of Workers | 5300 rubles; |
increasing coefficient to the salary for the performance of important (especially important) and responsible (especially responsible) work.
The decision on the introduction of the relevant norms is taken by the institution, taking into account the provision of these payments with financial resources. The amount of payments at the increasing coefficient to the salary is determined by multiplying the employee's salary by the increasing coefficient.
Increasing coefficients to salaries are established for a certain period of time during the corresponding calendar year.
4.3. A personal increase factor to the salary can be set for a worker, taking into account the level of his professional readiness, the degree of independence and responsibility in the performance of assigned tasks, and other factors. The decision to establish a personal increase factor to the salary and its size is made by the head of the institution personally in relation to a particular employee. The recommended size of the multiplying factor: within 3.0.
The application of a personal increase factor to the salary does not form a new salary and is not taken into account when calculating other incentive and compensation payments established as a percentage of the salary.
4.4. The increasing coefficient to the salary for the performance of important (especially important) and responsible (especially responsible) work is established by the decision of the head of the institution for workers rated at least 6 ETKS category and involved in performing important (especially important) and responsible (especially responsible) work. The recommended size of the increasing coefficient to the salary: up to 0.3.
At the time of the introduction, from December 1, 2008, of a new regulation on remuneration and labor incentives for employees of institutions, it is recommended to establish an increasing coefficient to the salary for the performance of important (especially important) and responsible (especially responsible) work for all employees of the institution, rated at grade 9 and above the Unified wage scale on remuneration of employees of federal state institutions without limitation of validity period.
4.5. The regulation on remuneration and incentives for the work of employees of an institution may provide for the establishment of incentive bonuses for employees to the official salary in accordance with the list of types of payments approved by Order of the Ministry of Health and Social Development of Russia dated December 29, 2007 N 818 "On approval of the list of types of incentive payments in federal budgetary institutions and explanations about the procedure for establishing incentive payments in federal budgetary institutions "(registered with the Ministry of Justice of Russia on February 1, 2008 N 11080):
for professional excellence<*>;
<*>Payment for the quality of work performed.
for years of service.
The establishment of an incentive allowance is carried out by decision of the head of the institution within the budget allocations for the remuneration of employees of the institution, as well as funds from entrepreneurial and other income-generating activities directed by the institution to remunerate employees.
The sizes and other conditions for establishing incentive bonuses to salaries are given in paragraphs 4.6 - 4.7 of this chapter of the Regulation.
4.6. Workers in blue-collar professions may be given a bonus for professional skills.
The amount of the allowance can be set both in absolute terms and as a percentage of salary. The allowance is set for a period of not more than 1 year, after which it can be maintained or canceled. This allowance is not limited to a maximum amount.
4.7. Employees of blue-collar occupations may be given an incentive bonus for length of service - as a percentage of the salary of employees, depending on the total number of years worked in the profession:
with length of service from 1 to 3 years - 5%;
with a length of service of 3 to 5 years - 10%;
with a length of service over 5 years - 15%.
4.8. Taking into account the working conditions, employees holding the positions of employees are established compensation payments provided for in Chapter VII of this Regulation.
of the Unified Tariff Scale for Remuneration of Employees of Federal State Institutions "in terms of the use of centralized budgetary appropriations in the amount of up to 5 percent for incentive payments to heads of budgetary institutions" (registered with the Ministry of Justice of Russia on February 6, 2008 N 11108), dated April 2, 2008 N 158n "On approval of an explanation on certain issues of establishing the official salary of the head of a federal budgetary institution" (registered with the Ministry of Justice of Russia on April 29, 2008 N 11606) and on April 8, 2008 N 167n "On approval of the procedure for calculating the amount of average wages for determining the size of the official salary of the head of the federal budgetary institution" (registered with the Ministry of Justice of Russia on May 5, 2008, registration N 11624).The official salary of the head of the institution is determined on the basis of the average salary of employees classified as key personnel, in accordance with the list approved by Order of the Ministry of Culture of Russia dated August 15, 2008 N 41 "On approval of the lists of positions of employees classified as key personnel by type of economic activity to calculate the average wages and determining the amount of official salaries of heads of subordinate federal budgetary institutions" (registered in the Ministry of Justice of Russia on September 2, 2008, Registration N 12209).
The official salaries of the deputy heads and the chief accountant of the institution are set at 10-30 percent lower than the official salary of the head.
5.2. Taking into account the working conditions, compensation payments are established to the head of the institution and his deputies, the chief accountant, as provided for in Chapter VII of this Regulation.
5.3. Bonuses are set for the head of the institution, taking into account the results of the institution's activities (in accordance with the evaluation criteria and target indicators of the institution's performance) at the expense of federal budget appropriations centralized by the main manager of federal budget funds for these purposes.
The amount of bonuses for the head, the procedure and criteria for its payment are annually established by the main manager of federal budget funds in an additional agreement to the employment contract of the head of the institution.
5.4. The deputies of the head, the chief accountant of the institution are provided with bonus payments provided for in Chapter VIII of this Regulation.
VI. Individual conditions of remuneration of individual employees6.1. By decision of the head of the institution for a period of up to 1 year, employees in the field of scientific research and development, who have extensive professional experience, high creative activity, wide recognition and authority in their field of activity, can be established individual conditions of remuneration.
Also, individual conditions of remuneration may be established for employees hired for a period of up to 1 year to perform administrative functions or conduct household work, if remuneration for the relevant position is not provided for by the regulation on remuneration of employees of the institution.
6.2. 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.
6.3. 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.
VII. The procedure and conditions for establishing compensation payments7.1. The remuneration of employees of the institution engaged in heavy work, work with harmful, dangerous and other special working conditions, is made at an increased rate. For these purposes, in accordance with the Labor Code of the Russian Federation ("Collected Legislation of the Russian Federation", 07.01.2002, N 1 (part I), article 3) and the List of types of compensation payments in federal budgetary institutions, approved by the Order of the Ministry of Health and Social Development of Russia dated December 29 .2007 N 822 "On approval of the list of types of compensation payments in federal budgetary institutions and clarifications on the procedure for establishing compensation payments in federal budgetary institutions" (registered with the Ministry of Justice of Russia on February 4, 2008 N 11081), the following compensation payments can be made to employees character:
For work in hard work, work with harmful and (or) dangerous and other special working conditions;
For combining professions (positions);
For the expansion of service areas;
For an increase in the volume of work or the performance of duties of a temporarily absent employee without exemption from work specified in the employment contract;
For work at night;
For work on weekends and non-working holidays;
For overtime work;
For work with information constituting a state secret;
Regional coefficient, coefficient for work in desert and waterless areas, coefficient for work in high mountainous regions, percentage bonus for work experience in the regions of the Far North and equivalent areas, in the southern regions of the Far East, the Krasnoyarsk Territory, the Irkutsk and Chita regions, the Republic of Buryatia , in the Republic of Khakassia.
7.2. Payment to employees engaged in hard work, work with harmful and (or) dangerous and other special working conditions, is established in accordance with Article 147 of the Labor Code of the Russian Federation for employees engaged in hard work, work with harmful and (or) dangerous and other special working conditions. The recommended minimum payment is 5% of salary.
The employer takes measures to carry out certification of workplaces in order to develop and implement an action program to ensure safe conditions and labor protection. If, according to the results of certification, the workplace is recognized as safe, then the specified payment is withdrawn.
7.3. The percentage premium for work with information constituting a state secret is established in the amount and in the manner determined by the legislation of the Russian Federation.
7.4. An additional payment for combining professions (positions) is established for an employee when he combines professions (positions). The amount of the additional payment and the period for which it is established are determined by agreement of the parties to the employment contract, taking into account the content and (or) volume of additional work.
7.5. The additional payment for the expansion of service areas is set for the employee when expanding service areas. The amount of the additional payment and the period for which it is established are determined by agreement of the parties to the employment contract, taking into account the content and (or) volume of additional work.
7.6. An additional payment for an increase in the volume of work or the performance of the duties of a temporarily absent employee without release from work specified in the employment contract is established for the employee in the event of an increase in the amount of work established for him or the assignment of the duties of a temporarily absent employee to him without exemption from work specified in the employment contract. The amount of the additional payment and the period for which it is established are determined by agreement of the parties to the employment contract, taking into account the content and (or) volume of additional work.
7.7. Surcharge for work at night is made to employees for each hour of work at night. Night time is considered from 10 pm to 6 am.
The calculation of part of the salary (official salary) per hour of work is determined by dividing the salary (official salary) of the employee by the average monthly number of working hours in the corresponding calendar year.
7.8. Increased pay for work on weekends and non-working holidays is made to employees involved in work on weekends and non-working holidays.
The amount of the surcharge is:
not less than a single daily rate in excess of the salary (official salary) when working full-time, 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 daily rate in excess of the salary (official salary), if the work was performed in excess of the monthly norm of working hours;
not less than a single 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.
7.9. The increased overtime pay for the first two hours of work is at least one and a half times, for subsequent hours - double the size in accordance with Article 152 of the Labor Code of the Russian Federation.
7.10. In areas with unfavorable natural climatic conditions, wages of employees are subject to<*>:
<*>The Regulations of institutions located in areas with unfavorable natural climatic conditions indicate the amounts of coefficients and percentage allowances in accordance with the current legislation of the Russian Federation.
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 the Far East, the Krasnoyarsk Territory, the Irkutsk and Chita regions, the Republics of Buryatia and Khakassia.
VIII. The procedure and conditions for bonuses to employees of the institution8.1. In order to encourage employees for the work performed in the institution in accordance with the List of types of incentive payments in federal budgetary institutions, approved by Order of the Ministry of Health and Social Development of Russia dated December 29, 2007 N 818 "On approval of the list of types of incentive payments in federal budgetary institutions and an explanation of the procedure for establishing payments of a stimulating nature in federal budgetary institutions "(registered with the Ministry of Justice of Russia on February 1, 2008 N 11080), bonuses can be established<*>:
<*>The decision to introduce each specific premium from the following premiums is made by the head of the institution. At the same time, the name of the award and the conditions for its implementation are included in the regulation on remuneration and incentives for the work of employees of the relevant institution.
performance bonus (per month, quarter, half year, year)<*>;
<*>The period for which the bonus is paid is specified in the regulation on payment and incentives for the work of employees of the institution. In an institution, several bonuses for different periods of work can be introduced at the same time, for example, a bonus based on the results of a quarter and a bonus based on the results of a year.
award for the quality of work performed;
bonus for the performance of especially important and urgent work<*>;
<*>Payment for intensity and high results of work.
bonus for intensity and high performance.
Bonuses are carried out by decision of the head of the institution within the budget allocations for the remuneration of employees of the institution, as well as funds from entrepreneurial and other income-generating activities directed by the institution to remunerate employees:
deputies of the head, chief accountant, chief specialists and other employees directly subordinate to the head;
heads of structural subdivisions of the institution, chief specialists and other employees subordinate to deputy heads - on the proposal of the deputy heads of the institution;
other employees employed in the structural divisions of the institution - based on the presentation of the head of the relevant structural divisions of the institution.
8.2. The performance-based bonus for the period (for a month, quarter, half-year, year) is paid in order to encourage employees for the overall results of work based on the results of work.
The award takes into account:
successful and conscientious performance by the employee of his official duties in the relevant period;
initiative, creativity and application in the work of modern forms and methods of labor organization;
carrying out 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 month in the implementation of important work, events.
The bonus based on the results of work for the period (month, quarter, half year, year) is paid within the limits of available funds. The specific amount of the bonus can be determined both as a percentage of the salary (official salary), the employee's tariff rate, and in absolute terms. There is no maximum performance bonus.
Upon dismissal of an employee of his own free will before the expiration of the calendar month, the employee is deprived of the right to receive a bonus based on the results of work for the month.
8.3. The bonus for the quality of work performed is paid to employees at a time in the amount of up to 5 salaries (official salaries) for:
encouragement by the President of the Russian Federation, the Government of the Russian Federation, awarding honorary titles of the Russian Federation and awarding insignia of the Russian Federation, awarding orders and medals of the Russian Federation;
awarding the Honorary Diploma of the Ministry of Culture of the Russian Federation.
8.4. The bonus for the performance of especially important and urgent work is paid to employees at a time based on the results of the performance of especially important and urgent work in order to encourage employees for efficiency and high-quality work results.
The amount of the bonus can be set both in absolute terms and as a percentage of the salary (official salary). The maximum size of the bonus for the performance of particularly important work and the holding of events is not limited.
8.5. The bonus for the intensity and high results of work is paid to employees at a time for the intensity and high results of work. The 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 holding events aimed at increasing the authority and image of the institution among the population.
The amount of the bonus can be set both in absolute terms and as a percentage of the salary (official salary). The maximum size of the bonus for the performance of particularly important work and the holding of events is not limited.
Bonuses for the intensity and high performance of work are not applied to employees who have an incentive bonus for the intensity and high performance of work.
8.6. The bonuses provided for by this Regulation are taken into account as part of the average wage for calculating pensions, vacations, temporary disability benefits, etc.
IX. Other wage issues9.1. In case of delay in payment of wages to employees and other violations of wages, the head of the institution is liable in accordance with the Labor Code of the Russian Federation and other federal laws<*>.
In the event of a delay in the payment of wages for a period of more than 15 days, the employee has the right, by notifying the manager in writing, to suspend work for the entire period until the payment of the delayed amount.
An employee who was absent during his working hours at the workplace during the period of suspension of work is obliged to return to work no later than the next working day after receiving a written notification from the head of the institution about his readiness to pay the delayed wages on the day the employee goes to work.
9.2. Material assistance can be provided to employees from the payroll fund. The decision to provide material assistance and its specific amount is made by the head of the institution on the basis of a written application from the employee.
9.3. The head of the institution has the right to delegate to the head of the branch the authority to determine the wages of the employees of the branch, compensation and incentive payments within the funds allocated by the branch for wages.
9.4. For the positions of employees (professions of workers), the salaries for which are not determined by this exemplary regulation, the salaries are established by decision of the head of the institution, but not more than the salary for the position of academic secretary.
Compensatory and incentive payments? For which employees can individual wage conditions be provided?
On 10/07/2016, Order No. 1947 of the Ministry of Culture of the Russian Federation of 26.08.2016 came into force, which approved the 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 - Regulation No. 1947). In the article we will consider this document in detail.
The legal framework on the basis of which the system of remuneration is established.
Regulation No. 1947 states that the institution must establish a remuneration system taking into account:
- unified tariff and 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 List No. 822;
- names, conditions for implementation and amount of incentive payments in accordance with List No. 818;
- regulations No. 1947;
- 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;
- the opinions of the workers' body;
- systems of labor rationing, 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, output standards, headcount standards, recommended staffing standards, service standards and other standard rules).
How are salaries (official salaries) of employees determined?
According to paragraph 12 of Regulation No. 1947, the salaries (official salaries) of employees are established taking into account the requirements for professional training and the level of qualifications necessary for the implementation of the relevant professional activity, in the following order:
|
Field of activity |
Salary rules |
|
For the positions of employees included in professional qualification groups (hereinafter - PKG), in relation to |
The amount of salary is established on the basis of assigning positions to the relevant PKGs approved |
|
workers of culture, art and cinematography |
Order of the Ministry of Health and Social Development of the Russian Federation dated August 31, 2007 No. 570 |
|
educators |
Order of the Ministry of Health and Social Development of the Russian Federation of 05.05.2008 No. 216n |
|
employees of higher and additional professional education |
Order of the Ministry of Health and Social Development of the Russian Federation of 05.05.2008 No. 217n |
|
R&D workers |
Order of the Ministry of Health and Social Development of the Russian Federation dated July 3, 2008 No. 305n |
|
managers, specialists and employees of industry-wide positions |
Order of the Ministry of Health and Social Development of the Russian Federation of May 29, 2008 No. 247n, as well as PKG of other industries necessary to fulfill the goals and objectives defined by the charter of the institution, and fulfill the state task, taking into account the differentiation of salaries for positions of employees classified as key personnel and for industry-wide posts |
|
For positions of employees for which PKGs are not defined |
The amount of salary is 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 employees |
|
For workers engaged in labor activities in the professions of workers |
The amount of salary is set depending on the category of work performed in accordance with the Unified Tariff and Qualification Reference Book of Works and Professions of Workers |
In paragraph 14 of Regulation No. 1947, performing arts institutions are separately identified, in which performance-based remuneration is applied. In these institutions, it is recommended for artistic and artistic personnel:
- wages are 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, staging) is determined by the ratio of the official salary of the artistic and artistic staff to the monthly rate of performances, staging, established by the institution independently;
- the amount of wages, which depends on the norm of performances (performances), in case of overfulfillment of the established norm, to be calculated in proportion to its overfulfillment.
The norms of hours of pedagogical and (or) teaching work for the wage rate of pedagogical workers and the procedure for determining the teaching load of pedagogical workers are established in accordance with the Order of the Ministry of Education and Science of the Russian Federation of December 22, 2014 No. 1601 “On the duration of working hours (norms of hours of pedagogical work for the wage rate) teaching staff and on the procedure for determining the teaching load of teaching staff, stipulated in the employment contract.
Compensatory payments.
As mentioned, these payments are established in accordance with the name and conditions for making payments specified in List No. 822. These include:
- payments for night work. They are established in accordance with Art. 154 of the Labor Code of the Russian Federation;
- payments to employees engaged in heavy work, work with harmful and (or) dangerous and other special working conditions. They are produced 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 remuneration in an increased amount is not made;
- overtime pay. They are produced in accordance with Art. 152 of the Labor Code of the Russian Federation. Data on the duration of overtime work are reflected in the timesheets. Increased overtime pay for the first two hours of work is at least one and a half times the hourly rate, for subsequent hours - double the amount;
- payments for work on weekends and non-working holidays. According to Art. 153 of the Labor Code of the Russian Federation, these payments are made in the amount of at least a single daily or hourly rate (official salary for a day or hour of work) in excess of the official salary, if the work was carried out within the monthly norm of working hours, and in the amount of at least a double daily or hourly rate (official salary per day or hour of work) in excess of the official salary, if the work was performed in excess of the monthly norm of working time. At the same time, data on the duration of work on weekends and non-working holidays are reflected in the timesheets;
- 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. They are established in accordance with Art. 151 of the Labor Code of the Russian Federation;
- 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.
- allowances for work with information constituting a state secret. They are established in the amount and in the manner determined by Resolution No. 573;
Payments for work in areas with special climatic conditions. These payments are established to the wages of employees of institutions located in areas with special climatic conditions. These payments include:
- 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 sizes of coefficients, percentage surcharges and the conditions for their application are determined in accordance with the legislation of the Russian Federation.
Incentive payments.
These payments are established in accordance with List No. 818. It indicates the following payments:
- for the intensity and high results of work;
- for the quality of work performed;
- for continuous work experience, length of service;
- performance bonuses.
Regulation No. 1947 gives recommendations on the payment of a bonus based on the results of work for the reporting period: it should be paid taking into account the achievement of established indicators and criteria for assessing labor efficiency. In this case, both individual and collective results of labor can be taken into account.
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 funds within the share in the wage fund allocated for incentive payments. The amount and conditions of payment are established by collective agreements, agreements, local regulations, labor contracts.
Terms of remuneration for managers, their deputies and
The salary of the head, his deputies and the chief accountant should consist of:
- from the salary. At the same time, the official salaries of the deputy heads and the chief accountant are set at 10 - 30% lower than the official salary of the head. Official salaries of deputy heads (heads, heads) of the structural divisions of the institution, with the exception of the official salary of the deputy chief accountant, are set at 5 - 10% lower than the salaries (salaries) of the heads (heads, heads) of the relevant structural divisions;
- from compensation payments. They are installed in accordance with List No. 822;
- from incentive payments. At the same time, incentive payments to the head of the institution are established by decision of the Ministry of Culture, taking into account the achievement of indicators of the state task for the provision (performance of work), as well as the performance indicators of the entire institution as a whole. As for the deputy heads and the chief accountant, they are given incentive payments in the form of bonuses based on the results of their work, taking into account the fulfillment of approved indicators and criteria for assessing labor efficiency.
The terms of remuneration for the head are established in the employment contract concluded on the basis of a standard form of an employment contract with the head of a state (municipal) institution, approved by Decree of the Government of the Russian Federation of April 12, 2013 No. 329 “On the standard form of an employment contract with the head of a state (municipal) institution”.
Individual conditions of remuneration of individual workers.
Regulation No. 1947 provides that, by decision of the head of the institution, individual wage conditions may be established for the following employees:
- employees holding positions from among the artistic and artistic personnel who have extensive professional experience, high professional skills, bright creative individuality, wide recognition of the audience and the public;
- hired to perform administrative functions or to carry out housekeeping work, with extensive professional work experience.
All 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 and, accordingly, are reflected in it. At the same time, individual conditions for remuneration of labor should not be worse than the conditions for remuneration of employees in the position they occupy (professions of workers) provided for by Regulation No. 1947.
* * *
In conclusion, we highlight the main points that need to be paid attention to when developing a regulation on remuneration:
- the wage system 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;
- the size of salaries (official salaries), compensation and incentive payments are established within the wage fund;
- 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 labor code;
- 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 (official) duties is maintained employees and their performance of work of the same qualification;
- remuneration 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, 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;
- the monthly salary of an employee who has fully worked out the norm of working hours for this period and fulfilled the labor norm (labor duties) cannot be lower than the minimum wage established in accordance with the legislation of the Russian Federation;
- staffing should include all positions of employees, professions of workers of this institution and be approved by the head. When forming it, it is necessary to apply standard labor standards, taking into account the existing organizational and technical conditions, and also 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 the types of activities provided for by the charter, in excess of the established state task;
- the payroll fund for employees is formed on the basis of the amount of subsidies received from the federal budget for the fulfillment of the state task, and at the expense of funds received from income-generating activities. Savings in the wage fund can be used to make social payments, in accordance with the local regulations of the institution.
List of types of compensation payments, approved. Order of the Ministry of Health and Social Development of the Russian Federation of December 29, 2007 No. 822.
List of types of incentive payments, approved. Order of the Ministry of Health and Social Development of the Russian Federation of December 29, 2007 No. 818.
Decree of the Government of the Russian Federation dated September 18, 2006 No. 573 "On the provision of social guarantees to citizens admitted to state secrets on a permanent basis, and employees of structural units for the protection of state secrets."
wages employment contract accountant salary
What is the procedure for the formation of salaries (official salaries) of employees of cultural institutions and their leaders in accordance with the new standard regulation on wages? What is the peculiarity of establishing compensation and incentive payments? For which employees can individual wage conditions be provided?
On 10/07/2016, Order No. 1947 of the Ministry of Culture of the Russian Federation of 26.08.2016 came into force, which approved the 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 - Regulation No. 1947). In the article we will consider this document in detail.
The legal framework on the basis of which the system of remuneration is established.
Regulation No. 1947 states that the institution must establish a remuneration system taking into account:
How are salaries (official salaries) of employees determined?
According to paragraph 12 of Regulation No. 1947, the salaries (official salaries) of employees are established taking into account the requirements for professional training and the level of qualifications necessary for the implementation of the relevant professional activity, in the following order:
|
Field of activity |
Salary rules |
|
For the positions of employees included in professional qualification groups (hereinafter - PKG), in relation to |
The amount of salary is established on the basis of assigning positions to the relevant PKGs approved |
|
workers of culture, art and cinematography |
Order of the Ministry of Health and Social Development of the Russian Federation dated August 31, 2007 No. 570 |
|
educators |
Order of the Ministry of Health and Social Development of the Russian Federation of 05.05.2008 No. 216n |
|
employees of higher and additional professional education |
Order of the Ministry of Health and Social Development of the Russian Federation of 05.05.2008 No. 217n |
|
R&D workers |
Order of the Ministry of Health and Social Development of the Russian Federation dated July 3, 2008 No. 305n |
|
managers, specialists and employees of industry-wide positions |
Order of the Ministry of Health and Social Development of the Russian Federation of May 29, 2008 No. 247n, as well as PKG of other industries necessary to fulfill the goals and objectives defined by the charter of the institution, and fulfill the state task, taking into account the differentiation of salaries for positions of employees classified as key personnel and for industry-wide posts |
|
For positions of employees for which PKGs are not defined |
The amount of salary is 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 employees |
|
For workers engaged in labor activities in the professions of workers |
The amount of salary is set depending on the category of work performed in accordance with the Unified Tariff and Qualification Reference Book of Works and Professions of Workers |
In paragraph 14 of Regulation No. 1947, performing arts institutions are separately identified, in which performance-based remuneration is applied. In these institutions, it is recommended for artistic and artistic personnel:
- wages are 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, staging) is determined by the ratio of the official salary of the artistic and artistic staff to the monthly rate of performances, staging, established by the institution independently;
- the amount of wages, which depends on the norm of performances (performances), in case of overfulfillment of the established norm, to be calculated in proportion to its overfulfillment.
The norms of hours of pedagogical and (or) teaching work for the wage rate of pedagogical workers and the procedure for determining the teaching load of pedagogical workers are established in accordance with the Order of the Ministry of Education and Science of the Russian Federation of December 22, 2014 No. 1601 “On the duration of working hours (norms of hours of pedagogical work for the wage rate) teaching staff and on the procedure for determining the teaching load of teaching staff, stipulated in the employment contract.
Compensatory payments.
As mentioned, these payments are established in accordance with the name and conditions for making payments specified in List No. 822. These include:
Payments for work in areas with special climatic conditions. These payments are established to the wages of employees of institutions located in areas with special climatic conditions. These payments include:
- 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 sizes of coefficients, percentage surcharges and the conditions for their application are determined in accordance with the legislation of the Russian Federation.
Incentive payments.
These payments are established in accordance with List No. 818. It indicates the following payments:
- for the intensity and high results of work;
- for the quality of work performed;
- for continuous work experience, length of service;
- performance bonuses.
Regulation No. 1947 gives recommendations on the payment of bonuses based on the results of work for: it should be paid taking into account the fulfillment of established indicators and criteria for assessing labor efficiency. In this case, both individual and collective results of labor can be taken into account.
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. The amount and conditions of payment are established by collective agreements, agreements, local regulations, labor contracts.
Terms of remuneration for managers, their deputies and the chief accountant.
The salary of the head, his deputies and the chief accountant should consist of:
- from the salary. At the same time, the official salaries of the deputy heads and the chief accountant are set at 10 - 30% lower than the official salary of the head. Official salaries of deputy heads (heads, heads) of the structural divisions of the institution, with the exception of the official salary of the deputy chief accountant, are set at 5 - 10% lower than the salaries (salaries) of the heads (heads, heads) of the relevant structural divisions;
- from compensation payments. They are installed in accordance with List No. 822;
- from incentive payments. At the same time, incentive payments to the head of the institution are established by decision of the Ministry of Culture, taking into account the achievement of indicators of the state assignment for the provision of public services (performance of work), as well as the performance indicators of the entire institution as a whole. As for the deputy heads and the chief accountant, they are given incentive payments in the form of bonuses based on the results of their work, taking into account the fulfillment of approved indicators and criteria for assessing labor efficiency.
The terms of remuneration for the head are established in the employment contract concluded on the basis of a standard form of an employment contract with the head of a state (municipal) institution, approved by Decree of the Government of the Russian Federation of April 12, 2013 No. 329 “On the standard form of an employment contract with the head of a state (municipal) institution”.
Individual conditions of remuneration of individual workers.
Regulation No. 1947 provides that, by decision of the head of the institution, individual wage conditions may be established for the following employees:
- employees holding positions from among the artistic and artistic personnel who have extensive professional experience, high professional skills, bright creative individuality, wide recognition of the audience and the public;
- hired to perform administrative functions or to carry out housekeeping work, with extensive professional work experience.
All 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 and, accordingly, are reflected in it. At the same time, individual conditions for remuneration of labor should not be worse than the conditions for remuneration of employees in the position they occupy (professions of workers) provided for by Regulation No. 1947.
* * *
In conclusion, we highlight the main points that need to be paid attention to when developing a regulation on remuneration:
- the wage system 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;
- the size of salaries (official salaries), compensation and incentive payments are established within the wage fund;
- 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, except as provided by the labor code;
- 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 (official) duties is maintained employees and their performance of work of the same qualification;
- remuneration 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, 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;
- the monthly salary of an employee who has fully worked out the norm of working hours for this period and fulfilled the labor norm (labor duties) cannot be lower than the minimum wage established in accordance with the legislation of the Russian Federation;
- should include all positions of employees, professions of workers of this institution and be approved by the head. When forming it, it is necessary to apply standard labor standards, taking into account the existing organizational and technical conditions, and also 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 the types of activities provided for by the charter, in excess of the established state task;
- the payroll fund for employees is formed on the basis of the amount of subsidies received from the federal budget for the fulfillment of the state task, and at the expense of funds received from income-generating activities. Savings in the wage fund can be used to make social payments, in accordance with the local regulations of the institution.
List of types of compensation payments, approved. Order of the Ministry of Health and Social Development of the Russian Federation of December 29, 2007 No. 822.
List of types of incentive payments, approved. Order of the Ministry of Health and Social Development of the Russian Federation of December 29, 2007 No. 818.
Decree of the Government of the Russian Federation dated September 18, 2006 No. 573 "On the provision of social guarantees to citizens admitted to state secrets on a permanent basis, and employees of structural units for the protection of state secrets."