Article contract in health care. Employment contract: effective contract (sample). How to conclude an effective contract

23.12.2020

Over the past five years, the state has taken a number of measures to increase motivation medical workers and prestige of the profession. One of the ways to achieve these goals was the reconstruction of the wage system and the introduction effective contract to the public sector. In this article, you will learn all the nuances of the new wage system, as well as find an example of an effective contract in healthcare.

Criteria for an effective contract in healthcare

The term "effective contract" appeared five years ago, after the Government of the Russian Federation adopted the Program for Improving the Remuneration System in Budgetary Institutions (Decree No. 2190-r dated November 26, 2012). In accordance with this document, employers in the public sector of the economy, including the healthcare sector, are required to conclude effective contracts with all employees until 2019.

In fact, this is a standard employment contract, which regulates issues in more detail. cash payments, namely:

the labor functions of the employee are specified;
clarified the terms of remuneration;
performance indicators are fixed;
the procedure for obtaining incentive payments and compensations is described in detail;
measures of social support are prescribed.

At the same time, when concluding an effective contract with an employee of a medical institution, it is necessary to indicate his position (for specialists, employees and managers).

For some positions, you additionally need to specify:

speciality. So, for a specialist doctor, this is the direction in which he has been trained and directly practices (for example, a gynecologist);
chapter medical activities. This applies, first of all, to the deputy chief physicians (for example, the deputy chief physician for clinical and expert work);
the name of the medical position according to the profile. This category includes heads of hospital departments (for example, head surgical department- surgeon);
job title with specialization. For example, a doctor in the emergency department is a general practitioner.

It should be noted that the concept of an effective contract implies not only labor contract, but also a set of measures aimed at improving the quality and accessibility of medical services. Work should become more efficient, and employees should be motivated to achieve maximum professional results. For this, conditions on special incentive payments are introduced into the employment contract. At the same time, such payments are made only when the employee reaches the indicators stipulated by the contract.

How is the transition to an effective contract

Employees who get a job in a medical facility for the first time sign a contract in a new form. And with employees who are already in labor relations, additional agreements must be signed, which will contain all the innovations that are characteristic of effective contracts.

At the same time, amendments to the contract must be made in accordance with the procedure established by article 74 of the Labor Code of the Russian Federation. This rule provides that a change in the conditions of remuneration associated with organizational innovations can be carried out by the employer unilaterally. However, at the same time, it is necessary to notify the employee about the upcoming changes at least two months before they are introduced.

If the employee refuses to work under the new conditions, then the employment relationship with him can be terminated in the manner provided for in clause 7 Art. 77 Labor Code of the Russian Federation.

Normative base

Decree of the President of the Russian Federation of May 7, 2012 No. 598 “On improving the state policy in the field of healthcare”;
Decree of the Government of the Russian Federation of November 26, 2012 No. 2190-r, which contains the Program for Improving the Remuneration System in Budgetary Institutions;
Order of the Ministry of Health of the Russian Federation No. 421 dated June 28, 2013 (criteria and indicators effective work employees of medical institutions);
Decree of the Government of the Russian Federation of December 28, 2012 No. 2599-r (Plan of measures aimed at improving the efficiency of healthcare);
State program Russian Federation"Health Development", approved by the Decree of the Government of the Russian Federation of April 15, 2014 No. 294.
.

An effective contract in healthcare: performance evaluation criteria

The amount and conditions for establishing incentive payments for employees should be determined taking into account the indicators and criteria for evaluating the effectiveness of their work, developed in the institution. Such criteria should be enshrined in collective and labor contracts, agreements, local acts (for example, in the Regulation on wages, the Regulation on incentive payments).

So what are the criteria high level work can be fixed in local acts? For example, an assessment of how effective a doctor's work can be considered is often done through the absence of:

emergency, deaths and medical errors;
justified claims to the quality of medical care provided;
errors in the preparation of documentation;
violations of the rules of document circulation and reporting, the implementation of orders of the administration;
implementation notes official duties and related instructions.

For average medical staff such indicators may be the absence of:

violations of the rules for obtaining, recording and storing medicines;
emergency in the department;
complaints when performing medical appointments, caring for patients and preparing them for tests;
violations in the organization of proper monitoring of patients.

In addition, indicators such as the number of medical examinations, vaccinations, patient questionnaires and feedback received as performance criteria can be established as performance criteria, and for pediatricians, the level of breastfeeding.

Compensatory and incentive payments

The monetary allowance of employees of medical institutions consists of an official salary, incentive and compensation payments, as well as bonuses (if such a practice is established by local acts). The amount of compensation is set as a percentage of salaries, wage rates or in absolute terms. They cannot be lower than the sizes established by labor legislation, and are appointed for:

work with difficult, harmful or dangerous working conditions;
work in areas with special climatic conditions (desert, waterless areas, high mountain regions, regions of the Far North);
combination of positions;
increase in the volume of work;
fulfillment of duties of an absent colleague (without release from his work);
work at night;
work with information constituting a state secret;
other compensation payments provided for by law or a collective agreement.

As for incentive payments, in accordance with the Letter of the Ministry of Health of Russia dated September 4, 2014 No. 16-3/10/2-6752, which provides guidance on improving the system of remuneration of medical workers, these include:

Payments for intensity and high performance.
Payments for the quality of medical services provided (surcharge for the presence of a qualification category; bonus for the performance of a particularly important state or municipal task.
Payments for work experience, length of service.
Performance Awards:
- per month;
- for the quarter;
- per year.

Please note that the conditions for the provision of these payments should be individualized and prescribed in relation to a particular employee and his type of activity.

Action algorithm

Making the transition to an effective contract in a healthcare institution, the employer must go through the following steps:

Responsible employees - to study the regulatory framework.
The heads of the medical organizations authorized to adopt legal acts in the field of health care - to develop performance indicators for subordinate organizations.
Health care institutions, guided by the current legislation, should develop their own performance criteria and amend the Regulation on remuneration.
The department responsible for formalizing labor relations is to develop a form of effective contracts and additional agreements, focusing on Appendix No. 3 to Program No. 2190-r.
Employer - notify staff of upcoming changes 2 months in advance (if the employee refuses to work under the new conditions, the employer will have to offer this employee other available vacancies, in case of refusal, dismissal will follow in accordance with paragraph 7 of part one of Article 77 of the Labor Code of the Russian Federation).

At the end of the procedure, additional agreements are concluded with employees.

What is considered an effective contract for a state employee

The program for the gradual improvement of the remuneration system in state and municipal institutions for 2012-2018 determines that an effective contract in a budgetary institution is an employment contract with an employee, which clearly indicates his job responsibilities, all conditions for remuneration, indicators and criteria for evaluating efficiency his work, conditions for receiving bonuses, as well as measures of social support. Thus, an effective contract connects wages in the public sector with the performance of both a particular employee and budget organization generally.

Effective contracts for state employees are used in federal public institutions, as well as are concluded with employees of state and municipal institutions of the constituent entities of the Russian Federation.

In the contract for each position, it is required to specify:

responsibilities;
indicators and criteria for evaluating the effectiveness of activities;
the salary;
additional rewards for achievements.

wage system ( official salaries, rates wages surcharges, allowances, etc.);
system of labor rationing;
working conditions based on the results of a special assessment;
working hours;
staffing;
conditions that determine, if necessary, the nature of work (mobile, traveling, on the road, other nature of work).

The main problem in introducing such an agreement is that it is necessary to develop clear performance indicators that can be easily measured.

What is an effective contract and why is it needed

It is also necessary to build a universal system of requirements for all employees, it should follow from the requirements for the activities of the budgetary organization itself. These requirements are stipulated in the state and municipal task and other similar documents.

If this is not done, you will get an ordinary employment contract, only a very voluminous one. It will not provide the desired performance.

How to implement

The procedure is not complicated and consists of four stages. Each will require time, attention and a comprehensive assessment, so it is recommended to create a special working group, which should include representatives of the administration, employees and the trade union.

Stage 1. Develop or update regulatory documentation that regulates the criteria for evaluating the effectiveness and labor standards and the responsibilities of each position for staffing. Remember that all internal documents must be approved and put into effect.

Stage 2. Change the internal labor regulations, provisions on remuneration, bonuses, incentives and compensatory payments. These documents and an effective contract should not contradict each other.

Stage 3. Prepare a new employment contract for each position. They will be signed by new employees. For those who are already working, it is necessary to prepare additional agreements to existing labor contracts, and indicate all the innovations in them, thereby equating the conditions with an effective contract.

Stage 4. Sign additional agreements. It is important to remember that in this case the terms of the employment contract change at the initiative of the employer, so it is extremely important to fulfill all the requirements of the Labor Code of the Russian Federation. The first step is to send the employee a written notice no later than two months. To sign an additional agreement to an employment contract, it is not necessary to wait until the end of this period. If the employee refuses, it is necessary to offer him in writing another position, including a lower paid one. At the same time, it is important that the qualifications and experience of the employee allow her to take it (part 3 of article 74 of the Labor Code of the Russian Federation). However, if state-financed organization completely switches to an effective contract, it will not be possible to find a vacancy with the same working conditions. In this case, a dismissal is issued by agreement of the parties (clause 7, part 1, article 77 of the Labor Code of the Russian Federation).

A sample of an effective contract with an accountant of a budgetary institution

An effective contract for an employee of a budgetary institution

What is an effective contract

How to conclude an effective contract

Useful related links

What is an effective contract

In 2012, the Decree of the Government of the Russian Federation No. 2190-r dated November 26, 2012 approved the Program for the gradual improvement of the wage system in state (municipal) institutions for 2012-2018 (hereinafter referred to as the Program). This Program provides for the introduction of an effective contract designed to improve the system of remuneration in state and municipal institutions.

According to Section IV of the Program effective contract- this is an employment contract with an employee, which specifies his job duties, terms of remuneration, indicators and criteria for evaluating performance for the appointment of incentive payments depending on the results of work and the quality of state (municipal) services provided, as well as social support measures.

Note: an effective contract is nothing more than an ordinary employment contract, and adding the adjective "effective" to it does not change the essence employment relationship established between the parties to the employment contract. The program proposes only to collect in the text of the employment contract everything that is set out in a number of laws, All-Russian classifier, professional standards, local regulations. However, content analysis approximate form of the employment contract, established by Appendix No. 3 of the order of the Government of the Russian Federation of November 26, 2012 N 2190-r, indicates that the content of the employment contract, which should be "effective", does not solve the task, and cannot solve it. In particular, the rights and obligations of the parties to the employment contract, according to the approximate form, are formal and referential in nature, representing an abbreviated version of Articles 21 and 22 of the Labor Code of the Russian Federation (hereinafter referred to as the Labor Code of the Russian Federation). And the provisions of paragraph 1 of the approximate form do not introduce anything new into the existing procedure for including conditions in the content of an employment contract in accordance with Article 57 of the Labor Code of the Russian Federation. And the very effect of the result of labor does not depend on the content of the "effective contract", but on the attitude of the worker to his work.

By Order No. 167n dated April 26, 2013, the Ministry of Labor of Russia approved the Recommendations for formalizing labor relations with an employee of a state (municipal) institution when an effective contract is introduced.

Guidelines on the development by state authorities of the constituent entities of the Russian Federation and local governments of performance indicators for the activities of subordinate state (municipal) institutions, their managers and employees by types of institutions and main categories of employees (approved by Order of the Ministry of Health of Russia dated June 28, 2013 No. 421) contain detailed performance indicators .

In contrast, the Methodological Recommendations of the Ministry of Education and Science of Russia on the development by state authorities of the constituent entities of the Russian Federation and local governments of indicators of the effectiveness of the activities of state (municipal) institutions in the field of education, their heads and certain categories employees (attachment to the Letter of the Ministry of Education and Science of Russia dated 20.06.2013 N AP-1073/02) does not contain any recommended exemplary indicators. They describe only approximate directions for developing performance indicators for managers and teachers of organizations implementing programs of preschool, general, primary vocational and secondary vocational education.

Federal recommendations do not contain any advice on the development of performance indicators for administrative and auxiliary personnel (accountants, cleaners, workers, drivers, etc.), although the Program for Improving the Wage System provides for the conclusion of labor contracts on the basis of an effective contract with all employees of institutions.

Content of an effective contract

At its core, an employment contract concluded on the principle of an effective contract is designed to partially or completely replace several local regulations:

On the one hand, this allows you to discipline each employee, on the other hand, it significantly increases the scope of the labor contract with the employee itself, on the third hand, specifying the terms of remuneration in the labor contract is a prerequisite for any employment contract on the basis of Part 2 of Art. 57 of the Labor Code of the Russian Federation.

Note: according to Part 3 of Art. 135 of the Labor Code of the Russian Federation, the Russian tripartite commission for the regulation of social and labor relations annually until the submission to the State Duma of the Federal Assembly of the Russian Federation of a draft federal law on federal budget for the next year develops uniform recommendations on the establishment at the federal, regional and local levels of wage systems for employees of organizations financed from the relevant budgets. The recommendations are taken into account by the Government of the Russian Federation, executive authorities of the constituent entities of the Russian Federation and local governments when determining the amount of funding for healthcare, education, science, culture and other public sector institutions. Therefore, the need to include in the content of the employment contract the provisions of the collective agreement or a local regulatory act as an indicator of the effectiveness of the concluded employment contract seems doubtful.

If an employment contract with an employee was concluded before the implementation of the principle of an effective contract, this principle is implemented by concluding an additional agreement to the employment contract, which includes the following provisions:

job duties of the employee;

wage terms:

the size tariff rate or salary (official salary) of an employee of the institution;

allowances and additional payments:

payments for intensity and high performance:

labor intensity bonus

bonus for high performance;

payments for the quality of work performed:

premium for exemplary performance of the state (municipal) task;

payments for continuous work experience, length of service:

seniority bonus;

allowance for continuous work experience;

Performance based bonuses:

monthly performance bonus;

performance bonus for the quarter;

performance bonus for the year;

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

payments for work in areas with special climatic conditions:

district coefficient;

coefficient for work in desert and waterless areas;

coefficient for work in high mountainous areas;

allowance for work experience in the regions of the Far North and equivalent areas;

payments for work in conditions that deviate from normal (when performing work of different qualifications, combining professions (positions), expanding service areas, increasing the volume of work performed, overtime work, working at night and when performing work in other conditions that deviate from normal) :

additional payment for combining professions (positions);

surcharge for expanding service areas;

additional payment for an increase in the volume of work;

additional payment for the performance of the duties of a temporarily absent employee without release from work specified in the employment contract;

extra pay for night work;

allowance for work with information constituting state secrets, their classification and declassification, as well as for work with ciphers.

working hours and rest time;

conditions that determine, if necessary, the nature of work (mobile, traveling, on the road, other nature of work);

condition on compulsory social insurance of an employee of an institution in accordance with Labor Code of the Russian Federation and other federal laws, as well as the conditions and types of additional employee insurance;

the duration of the annual main (annual main extended) paid leave is, the duration additional holidays(indicating the grounds for their provision);

the amount of additional payment for combining professions (positions) (if the Employee of the institution is entrusted with his written consent extra work in another profession (position));

conditions on non-disclosure of legally protected secrets (state, official, commercial and other), personal data of employees of the institution (if there is such a need);

the obligation of an employee of the institution to work after training for at least ________________________________ (if the training was carried out at the expense of the employer).

How to conclude an effective contract

Registration of labor relations by concluding an employment contract is intended to stabilize them by establishing clear legal ties between its parties, therefore its content is certain conditions, which are divided into:

After all the conditions are included in the employment contract and it is signed by the parties, they become binding on both parties and can only be changed by mutual agreement of the parties, with the exception of cases provided for in Article 72 of the Labor Code of the Russian Federation.

Order of the Ministry of Labor of Russia dated April 26, 2013 N 167n approved the Recommendations on the registration of labor relations with an employee of a state (municipal) institution when an effective contract is introduced (hereinafter referred to as the Recommendations).

For each employee, his labor function, indicators and criteria for evaluating performance should be clarified and specified, the amount of remuneration, as well as the amount of incentives for achieving collective labor results, should be established. The conditions for receiving remuneration must be clear to the employer and employee and not allow for double interpretation.

According to paragraph 5 of the Recommendations with an employee of an institution who is in an employment relationship with an employer, it is recommended to draw up an additional agreement on changing the terms of the employment contract determined by the parties. The employer is obliged to notify the employee in writing of the forthcoming changes in the terms of the employment contract determined by the parties, as well as the reasons that necessitated such changes, no later than two months in advance, unless otherwise provided by the Labor Code of the Russian Federation.

Based on Article 72 of the Labor Code of the Russian Federation, a change in the terms of an employment contract determined by the parties, including transfer to another job, is allowed only by agreement of the parties to the employment contract, with the exception of cases provided for by the Labor Code of the Russian Federation.

According to Article 74 of the Labor Code of the Russian Federation, in the case when, for reasons related to changes in organizational or technological working conditions (changes in equipment and production technology, structural reorganization of production, other reasons), the terms of the employment contract determined by the parties cannot be saved, they can be changed according to the initiative of the employer, with the exception of changing the labor function of the employee.

If the employee does not agree to work under the new conditions, the employer is obliged to offer him in writing another job available to him (both a vacant position or a job corresponding to the qualifications of the employee, and a vacant lower position or lower-paid job), which the employee can perform taking into account his health status. At the same time, the employer is obliged to offer the employee all the vacancies that meet the specified requirements that he has in the given area. The employer is obliged to offer vacancies in other localities, if it is provided for by the collective agreement, agreements, labor contract.

With absence specified work or the employee's refusal of the proposed work, the employment contract is terminated in accordance with paragraph 7 of part 1 of Art.

Employment contract: effective contract (sample)

Due to the fact that the introduction of an effective contract system in a budgetary institution is necessary for the implementation of clause 17 of Appendix No. 2 to the Program, such an additional agreement is recognized as a change in the organizational working conditions determined by the parties to the employment contract, which cannot be saved. Therefore, if the employee refuses to conclude an effective contract, he should be offered another job available in the institution (as vacant position or work corresponding to the qualifications of the employee, as well as a vacant lower position or lower paid job) that the employee can perform taking into account his state of health. In the absence of the specified work or the refusal of the employee from the proposed work, the employment contract with him is subject to termination in accordance with paragraph 7 of part 1 of Art. 77 of the Labor Code of the Russian Federation.

ATTENTION!

Useful links on the topic "An effective contract for an employee of a budgetary institution"

Tags: efficient, contract

Tasks and criteria for an effective contract in healthcare

The program for the gradual improvement of wage systems in state (municipal) institutions, which was approved by the Government of the Russian Federation on November 26, 2012, set clear goals:

maintain human resources;
increase the prestige of work in budgetary medical institutions;
bring the remuneration of medical workers in line with the level of quality of work performed by them.

One of the mechanisms for achieving the set goals is the introduction of an effective contract, including in healthcare. The term itself is labor law is not fixed and implies an employment contract containing the criteria for assessing labor efficiency, which are needed to determine the size and conditions for incentive payments. We provide an example of an effective healthcare contract for a nurse.

What to include in an effective healthcare contract

The parameters of the incentive part of wages in healthcare should provide:

differentiation of wages for those who perform work of varying complexity;
pay scheme based on performance;
activities according to the given indicators.

In an effective contract in healthcare, the criteria for evaluating work can be as follows:

fulfillment of production norms, loads;
patient satisfaction with treatment outcomes;
no complaints;
absence of complaints during the quality examination (internal and external);
observance of discipline;
completeness of performance of official duties, etc.

Regulations on payment of healthcare institutions, as a rule, also provide for other incentive and compensation payments:

bonus for labor intensity;
award for high performance;
bonus for the performance of particularly important and responsible work;
for quality;
allowance for the presence of a qualification category;
seniority bonus;
allowance for continuous service;
additional payment for the performance of work of various qualifications;
extra pay for night work.

In addition to the agreement itself, which will be concluded with new employees, a budgetary institution needs to develop an additional agreement to the employment contract, which will be concluded with existing employees upon transition to an effective contract.

Download a sample of an effective healthcare contract for a nurse

Download a sample supplementary agreement to a doctor's employment contract

How to switch to an effective contract

The implementation algorithm for a specific medical organization is as follows:

The head of the organization issues an order to implement an effective contract.
A commission or working group is created to carry out the work. The composition should include representatives of workers (in the person of the primary trade union organization).
Indicators of the effectiveness of the activities of the organization's employees are developed on the basis of those approved by the executive state authorities or the local government.
Model labor contracts are being developed for newly hired employees.
Additional agreements are being developed to the employment contracts of those who are already working.
Employees are notified of changes in the employment contract in writing no later than two months in advance.
Amendments are being made to the Regulations on wages (and, if necessary, developed anew) on the appointment of incentive payments depending on the results of work and the quality of public (municipal) services provided. Employees get acquainted with the changes under the signature.
The job descriptions of employees are being adjusted in the part related to new labor functions. Changed job descriptions brought to the attention of employees under the signature.

The employee may refuse to conclude an additional agreement to the employment contract. In this case, the employer is obliged in writing to offer him another job available in the organization, including a lower paid job that the employee can take (part 3 of article 74 of the Labor Code of the Russian Federation).

Most often, a budgetary institution completely switches to a new wage system, so it will not be possible to find a vacancy that will not fall under the new conditions.

10 mistakes when switching to an effective contract

In this case, there is only one way out - to terminate the employment contract (clause 7, part 1, article 77 of the Labor Code of the Russian Federation).

Effective contracts for state employees are used in federal state institutions, and are also concluded with employees of state and municipal institutions of the constituent entities of the Russian Federation.

In the contract for each position, it is required to specify:

responsibilities;
indicators and criteria for evaluating the effectiveness of activities;
the salary;
additional rewards for achievements.

wage system (official salaries, wage rates, additional payments, allowances, etc.);
system of labor rationing;
working conditions based on the results of a special assessment;
working hours;
staffing;
conditions that determine, if necessary, the nature of work (mobile, traveling, on the road, other nature of work).

The main problem in introducing such an agreement is that it is necessary to develop clear performance indicators that can be easily measured. It is also necessary to build a universal system of requirements for all employees, it should follow from the requirements for the activities of the budgetary organization itself. These requirements are stipulated in the state and municipal task and other similar documents.

If this is not done, you will get an ordinary employment contract, only a very voluminous one. It will not provide the desired performance.

How to implement

Stage 1. Develop or update regulatory documentation that regulates the criteria for evaluating efficiency and labor standards and the responsibilities of each position according to the staffing table. Remember that all internal documents must be approved and put into effect.

Stage 2. Change the internal labor regulations, provisions on remuneration, bonuses, incentives and compensatory payments. These documents and an effective contract should not contradict each other.

Prepare new employment contracts for each position. They will be signed by new employees. For those who are already working, it is necessary to prepare additional agreements to existing labor contracts, and indicate all the innovations in them, thereby equating the conditions with an effective contract.

74 of the Labor Code of the Russian Federation). However, if a budgetary institution completely switches to an effective contract, it will not be possible to find a vacancy with the same working conditions. In this case, a dismissal is issued by agreement of the parties (clause 7, part 1, article 77 of the Labor Code of the Russian Federation).

A sample of an effective contract with an accountant of a budgetary institution

Tasks and criteria for an effective contract in healthcare

The program for the gradual improvement of wage systems in state (municipal) institutions, which was approved by the Government of the Russian Federation on November 26, 2012, set clear goals:

maintain human resources;
increase the prestige of work in budgetary medical institutions;
bring the remuneration of medical workers in line with the level of quality of work performed by them.

One of the mechanisms for achieving the set goals is the introduction of an effective contract, including in healthcare. The term itself is not fixed in labor legislation and implies an employment contract containing the criteria for assessing labor efficiency, which are necessary to determine the size and conditions for incentive payments. We provide an example of an effective healthcare contract for a nurse.

What to include in an effective healthcare contract

The parameters of the incentive part of wages in healthcare should provide:

differentiation of wages for those who perform work of varying complexity;
pay scheme based on performance;
activities according to the given indicators.

In an effective contract in healthcare, the criteria for evaluating work can be as follows:

fulfillment of production norms, loads;
patient satisfaction with treatment outcomes;
no complaints;
absence of complaints during the quality examination (internal and external);
observance of discipline;
completeness of performance of official duties, etc.

Regulations on payment of healthcare institutions, as a rule, also provide for other incentive and compensation payments:

bonus for labor intensity;
award for high performance;
bonus for the performance of particularly important and responsible work;
for quality;
allowance for the presence of a qualification category;
seniority bonus;
allowance for continuous service;
additional payment for the performance of work of various qualifications;
extra pay for night work.

Download a sample of an effective healthcare contract for a nurse

Download a sample supplementary agreement to a doctor's employment contract

How to switch to an effective contract

The implementation algorithm for a specific medical organization is as follows:

The head of the organization issues an order to implement an effective contract.
A commission or working group is created to carry out the work. The composition should include representatives of workers (in the person of the primary trade union organization).
Indicators of the effectiveness of the activities of the organization's employees are developed on the basis of those approved by the executive state authorities or the local government.
Model labor contracts are being developed for newly hired employees.
Additional agreements are being developed to the employment contracts of those who are already working.
Employees are notified of changes in the employment contract in writing no later than two months in advance.
Amendments are being made to the Regulations on wages (and, if necessary, developed anew) on the appointment of incentive payments depending on the results of work and the quality of public (municipal) services provided.

Employees get acquainted with the changes under the signature.
The job descriptions of employees are being adjusted in terms of new labor functions. Amended job descriptions are brought to the attention of employees against signature.

Most often, a budgetary institution completely switches to a new wage system, so it will not be possible to find a vacancy that will not fall under the new conditions. In this case, there is only one way out - to terminate the employment contract (clause 7, part 1, article 77 of the Labor Code of the Russian Federation).

The job responsibilities of an accountant (order of the Ministry of Labor of Russia dated December 22, 2014 N 1061n “On approval of the professional standard “Accountant”) include: performing work on maintaining accounting of property, liabilities and business operations (accounting for fixed assets, inventory items, production costs sales, results of economic and financial activities, settlements with suppliers and customers, as well as for services rendered, etc.).

Therefore, taking into account the specified job responsibilities for this position, the following performance indicators can be established:

Name of incentive payment	Indicators and criteria for evaluating the effectiveness of activities	Conditions for receiving payment	Evaluation of the implementation of performance indicators	Periodicity	Payout amount (points/%/rubles)
	Timely and accurate performance of accounting work (name of operation)	Runlevel	Timely and accurate execution	Quarterly
			Presence of minor errors
			The presence of gross errors
Compensation for high performance	Timely and complete reliability of the information provided, reporting	Runlevel	Timely and complete reliability	Quarterly
			Presence of minor errors
			The presence of gross errors
Award for the performance of important and responsible work	Transfer of experience to other employees	Availability of a trained worker	Completed	Quarterly
			Not done
Total (maximum execution)
Payment for the quality of work performed	Skill level	Availability of a qualification category	Lead Accountant	Monthly	7% of salary
					5% of salary
					3% of salary
Seniority allowance	Work experience in the specialty (in the industry)	Having the required experience	From 1 year to 5 years	Monthly	2% of salary
			From 5 years to 10 years		3.5% of salary
			Over 10 years		5% of salary
Performance bonus for the reporting period	Performance of indicators for the reporting period	Degree of fulfillment of planned values	Calculated in proportion to the total value of the assessment of performance indicators	During the reporting period

violations of internal labor regulations;

violations of labor protection and fire safety rules;

creation of conflict situations and other factors affecting the reduction in the provision of services (performance) of work);

The program for the gradual improvement of wage systems in state (municipal) institutions, which was approved by the Government of the Russian Federation on November 26, 2012, set clear goals:

maintain human resources;
increase the prestige of work in budgetary medical institutions;
bring the remuneration of medical workers in line with the level of quality of work performed by them.

What to include in an effective healthcare contract

The parameters of the incentive part of wages in healthcare should provide:

differentiation of wages for those who perform work of varying complexity;
pay scheme based on performance;
activities according to the given indicators.

In an effective contract in healthcare, the criteria for evaluating work can be as follows:

fulfillment of production norms, loads;
patient satisfaction with treatment outcomes;
no complaints;
absence of complaints during the quality examination (internal and external);
observance of discipline;
completeness of performance of official duties, etc.

Regulations on payment of healthcare institutions, as a rule, also provide for other incentive and compensation payments:

bonus for labor intensity;
award for high performance;
bonus for the performance of particularly important and responsible work;
for quality;
allowance for the presence of a qualification category;
seniority bonus;
allowance for continuous service;
additional payment for the performance of work of various qualifications;
extra pay for night work.

Download a sample of an effective healthcare contract for a nurse

Download a sample supplementary agreement to the doctor's employment contract

How to switch to an effective contract

The implementation algorithm for a specific medical organization is as follows:

The head of the organization issues an order to implement an effective contract.
A commission or working group is created to carry out the work. The composition should include representatives of workers (in the person of the primary trade union organization).
Indicators of the effectiveness of the activities of the organization's employees are developed on the basis of those approved by the executive state authorities or the local government.
Model labor contracts are being developed for newly hired employees.
Additional agreements are being developed to the employment contracts of those who are already working.
Employees are notified of changes in the employment contract in writing no later than two months in advance.
Amendments are being made to the Regulations on wages (and, if necessary, developed anew) on the appointment of incentive payments depending on the results of work and the quality of public (municipal) services provided. Employees get acquainted with the changes under the signature.
The job descriptions of employees are being adjusted in terms of new labor functions. Amended job descriptions are brought to the attention of employees against signature.

The concept of an effective contract is enshrined in the Decree of the Government of the Russian Federation of November 26, 2012 No. 2190-r, which approved the Program for the gradual improvement of the wage system in state (municipal) institutions for 2012-2018. It is an employment contract, which describes in detail the scheme for calculating the amount of remuneration, depending on its effectiveness. All public sector employers were required to conclude such contracts with employees. Health care workers are no exception.

Tasks and criteria for an effective contract in healthcare

The introduction of a system of effective contracts in the healthcare system pursues the following tasks:

increasing the prestige of work in budgetary medical institutions;
maintaining human resources;
bringing the amount of wages in line with the quality and volume of services provided.

From these tasks it follows that the main goal of the new type of contracts is to motivate medical workers to achieve better results in professional activity, as well as a comprehensive improvement in the quality of services. For this, special criteria for evaluating the effectiveness of work are introduced, which are fixed in the employment contract. When determining them, it is recommended to rely on the Order of the Ministry of Health of the Russian Federation No. 421 of 06/28/2013 and the Order of the Ministry of Labor of the Russian Federation No. 287 of 07/01/2013.

An effective contract in healthcare: performance evaluation criteria

Examples of criteria for assessing the quality of work of doctors can be the absence of:

medical errors and deaths;
errors when working with documentation, violations of workflow and other procedures;
justified claims to the quality of work;
violations related to the performance of official duties and instructions.

As for nurses and other paramedical personnel, their work should not include:

violations in reporting, storage and accounting of drugs;
violations in the order of care and observation of patients;
complaints from doctors, etc.

The list of criteria is far from complete, it may include various statistical indicators, such as the number of patients admitted, the percentage of vaccinated, and so on.

An example of an effective contract in healthcare

In the new contract, in addition to the scheme for assessing the quality of work, the procedure for various payments should be described. Usually, payment in medical institutions consists of a salary, incentive payments, compensations and bonuses. The amount of compensation cannot be lower than that established in the labor legislation. They can be awarded for combining positions, heavy and harmful conditions labor, work at night, for replacing an absent employee, etc.

Incentive payments, according to the Letter of the Ministry of Health No. 16-3/10/2-6752 of 09/04/2014, are paid for:

high labor intensity;
the quality of the services provided;
work experience and length of service;
performance results for a specific period.

All conditions for calculating additional payments must be agreed in relation to each employee.

You can download a sample of an effective contract in healthcare below.

Transition to efficient contracts in healthcare

An employee who gets a job signs an agreement drawn up according to the new rules. With those who worked in the organization before, an additional agreement is concluded, in which all innovations are made. At the same time, the employer is obliged to notify employees of the planned changes at least two months before they are introduced. If an employee refuses to sign an additional agreement, then the employment contract with him can be terminated, in accordance with paragraph 7 article 77 of the Labor Code of the Russian Federation. It is recommended to make the transition in accordance with the following algorithm:

The head issues an order on the implementation of new contracts.
A working group is being created, which includes representatives of the trade union, workers, and managers.
Efficiency criteria are being developed.
Model employment contracts are drawn up for new employees and supplementary agreements for existing employees.
Employees are notified of upcoming changes.
Amendments are being made to the Regulation on remuneration (on the introduction of incentive payments depending on the results of work), employees are familiarized with the document for signature.
Changes are made to job descriptions, employees get acquainted with them under the signature.

Criteria for an effective contract in healthcare

How is the transition to an effective contract

Normative base

An effective contract in healthcare: performance evaluation criteria

Compensatory and incentive payments

Action algorithm

What is considered an effective contract for a state employee

What is an effective contract and why is it needed

How to implement

A sample of an effective contract with an accountant of a budgetary institution

An effective contract for an employee of a budgetary institution

What is an effective contract

Content of an effective contract

How to conclude an effective contract

Employment contract: effective contract (sample)

Useful links on the topic "An effective contract for an employee of a budgetary institution"

Tags: efficient, contract

Tasks and criteria for an effective contract in healthcare

What to include in an effective healthcare contract

Download a sample of an effective healthcare contract for a nurse

Download a sample supplementary agreement to a doctor's employment contract

How to switch to an effective contract

10 mistakes when switching to an effective contract

How to implement

A sample of an effective contract with an accountant of a budgetary institution

Tasks and criteria for an effective contract in healthcare

What to include in an effective healthcare contract

Download a sample of an effective healthcare contract for a nurse

Download a sample supplementary agreement to a doctor's employment contract

How to switch to an effective contract

What to include in an effective healthcare contract

Download a sample of an effective healthcare contract for a nurse

Download a sample supplementary agreement to the doctor's employment contract

How to switch to an effective contract

Tasks and criteria for an effective contract in healthcare

An effective contract in healthcare: performance evaluation criteria

An example of an effective contract in healthcare

Transition to efficient contracts in healthcare

Interesting articles

Interesting articles