Most recently, Russian Prime Minister Dmitry Medvedev held a meeting in Moscow with the heads of the Ministry of Labour, Education and the Ministry of Sports. The meeting discussed quite a lot of topics and issues related to the need for changes and reforms in education.

The main problems, the solution of which was discussed during the meeting

The Deputy President could not but pay attention and touch upon the topic of the lack of teachers, which is especially acute in many regional centers. Teachers explain this by constantly growing workloads and rather small salaries.

Medvedev already held a meeting on the pressing problems of teacher shortages on July 4 of this year. During that period, the main emphasis was placed on the need to review and increase the level of wages for young professionals who are about to take up their duties. The heads of all the same three departments were instructed to make changes by August 15. At the same time, a direct line was organized with the Prime Minister, during which he stated that every effort would be made to ensure that the difference in the salary of a young teacher and a specialist with many years of work experience was minimal.

It is worth noting that the heads of the Ministry of Science, Education, Sports and the Ministry of Labor said that, on behalf of the head of state, all possible measures are being taken to ensure that the teacher's salary reaches a figure equal to the average for the economy.

Decisions taken by the Prime Minister during the meeting

At the last meeting, Medvedev demanded that every teacher be provided with decent wages, especially for specialists in remote areas and various regional centers. There were even proposals to equate a teacher with a civil servant and, accordingly, to equalize wages.

According to Medvedev, good pay for such hard work will solve the problem of personnel shortages. It will also help attract qualified and competent specialists. It was also decided to look for ways to attract qualified specialists without teacher education.

An important aspect of this meeting was the decision to improve and expand the specifics and focus educational program in the interests of the child. According to the deputy head of state, the education program should be aimed at developing methods for an individual approach to each child. In this case, it is necessary to take into account his abilities, opportunities and interests.

It was decided to report the results of the work done on all these issues on November 15 this year.

Provisions of wage laws in 2017

The main provisions governing the remuneration procedure are set out in Chapter 21 of the Labor Code of the Russian Federation. Articles 136, 153-158 set out the procedure for paying employees' wages, establishes the places and terms for its issuance, as well as the conditions and procedure for applying various systems remuneration, principles of remuneration of citizens working in special conditions, including at night, on weekends and holidays, in shifts, overtime and when new production facilities are introduced.

One of the most important regulations governing remuneration in 2017 is federal law No. 82-FZ “On the minimum wage”, as amended, which was signed on December 20, 2016, and the laws of the constituent entities of the Federation that establish differentiated minimum wage values ​​in the regions, depending from local economic realities.

The main requirements, the implementation of which is controlled at the state level, remain the same:

Compliance with the terms and order of payment of wages established by the labor or collective agreement, other local regulations;
security real level salaries (indexation in accordance with inflation);
application of a transparent incentive system using specific quantitative and qualitative evaluation criteria;
timely and in full payment of all compensations and allowances guaranteed by law for certain categories of employees;
use of relevant methods and techniques for assessing the quality and efficiency of employees' work that meet the requirements of labor legislation in the differentiation of wages;
establishing the principles and procedure for remuneration at a particular enterprise in labor and collective agreements, local regulations;
the absence of any discrimination in the establishment of wage conditions.

The conditions and procedure for remuneration of labor, the bonus system in force at the enterprise should be fixed by the employer's local regulations, while local regulations should not worsen the position of employees compared to those guaranteed by labor legislation.

The main requirements for wages include the minimum level established by law - the minimum wage. From January to July 1, 2017, the minimum wage established on federal level, is equal to 7500 rubles, from July 1, 2017 it will increase to 7800 rubles.

In addition, from October 3, 2016, new provisions of Article 136 of the Labor Code of the Russian Federation are in force, according to which the employer must pay for the work of employees at least twice a month, while the advance payment for the current month must be issued from 16 to 30 (31) date, and the final settlement must be made between the 1st and 15th of the following month. In this case, there must be half a month between the date of the advance payment and the date of issuance of wages. Dates for the issuance of wages must be stipulated by a collective or labor agreement, other normative act regulating remuneration in the organization.

Not yet at the level of the law, although such a bill has already been prepared, but at the level of the recommendations of Rostrud and the Ministry of Labor, the issue has been resolved with those incentive payments that are accrued to the employee not monthly, but based on the results for some specific periods, for example, bonuses for a quarter, half a year or a year. In this case, according to the regulatory authorities, the employer has the right to take stock, analyze the performance of each employee and accrue a bonus to him later than the fifteen-day period established for the payment of wages at the end of the billing period. But in any case, the timing of the payment of bonuses and other incentive allowances should be stipulated by local regulations.

What documents on remuneration in 2017 should be in the organization

Unlike institutions of state or municipal subordination, in which the issues of remuneration in 2017 will remain strictly regulated, employers that do not have mixed or budgetary funding have every right to independently develop and consolidate the principles of remuneration of their employees at the local level.

Therefore, the employer has the right to refuse to use a unified wage system at his enterprise and form a staffing table by setting salaries for employees based on the average market price of labor in this particular region. In this case, the parameters of the remuneration system applicable to a particular employee should be reflected, at a minimum, in the employment contract.

At medium and large enterprises, there is no question of the absence of a unified wage system - this is, first of all, unprofitable for the employer himself, since it complicates accounting and calculations, and reduces the motivation of employees. In this case, the remuneration system at the enterprise is established both by an employment contract with an employee, and a collective agreement, and special regulations, such as the Regulation on remuneration and the Regulation on bonuses, in accordance with Art. 135 of the Labor Code of the Russian Federation.

The development of a separate document - Regulations on remuneration - is the most preferable option, allowing you to establish uniform rules and principles of remuneration for all employees of the organization, allowing you to adjust its size depending on the qualifications, level of education and personal effectiveness of each employee. Such a solution to the issue makes it possible to make the remuneration system transparent and as clear as possible both for those working at the enterprise and for employees of regulatory bodies who check its activities.

The most common types of payroll violations include:

Failure to comply with the terms established by law and local regulations for the payment of wages, vacation pay, compensations and amounts accrued to employees upon dismissal;
one-time monthly payment of wages;
registration of settlement sheets without using a single standard form;
improper processing and untimely payment of overtime and additional work.

Since guarantees to employees for timely and adequate remuneration are provided at the state level, the supervisory authorities strictly monitor that these guarantees are observed by employers in full.

When conducting a pay audit in 2017, inspectors will primarily look at pay dates and compliance with deadlines its issuance, correctness and completeness of registration and filling of settlement documents. The organization should use a standard form for filling out pay slips for all employees. The inspectors will also pay attention to the correctness of the timesheets and check whether the additional amounts due for overtime work have been issued to the employee in a timely manner.

In accordance with Article 5.27 of the Code of Administrative Offenses, since October 3, 2016, fines for delayed payment of wages have been increased.

You can find their sizes in the table:

If the audit reveals that the level of remuneration of the employee in 2017 is below the established minimum wage, the organization will be forced to pay a fine of 30,000 to 50,000 rubles.

For delayed wages, the employer must pay compensation to the employee, while the interest rate is 1/150 of the key rate of the Central Bank of the Russian Federation.

New wage system in 2017

The tariff category, established for the qualifications and experience of a teacher, does not reflect the effectiveness of his work, and therefore does not stimulate efficiency and quality improvement.

It was necessary to reform the system of remuneration of educators, a completely new approach was needed. It is this process that continues in the Russian Federation today.

Like any new undertaking that has not yet been sufficiently tested in practice, the new wage system (NSOT) contains both pluses and unexpected pitfalls. Let's consider the features of this system, its regulatory framework, analyze how it is introduced in budgetary educational institutions, consider its positive and negative nuances.

What is NSOT

NSOT stands for "new wage system". This is an initiative that replaces the principle of calculating labor remuneration for employees of the educational industry from a salary (based on the Unified Tariff Scale) to a differentiated approach.

Under the usual system, the salary of a public sector employee was calculated based on the salary (tariff), which corresponded to a certain qualification category by length of service and employee category. The productivity of labor in each specific time period had practically no effect on the amount of wages.

The NSOT declares a different principle for the distribution of salary funds: managers receive the sole right to dispose of their distribution, assigning different amounts depending on the quantity and quality of work of each public sector employee, encouraging more successful and qualified ones.

Funds for such payments should come from saving funds, as well as by expanding budget allocations at the federal level by about a third.

If the temporary volume of work of a state employee remained at the same level, as well as the level of his official duties, then the salary based on the NSOT cannot be less than it was according to the UTS.

Legislative rationale

The Government of the Russian Federation adopted a Decree according to which public sector employees belonging to certain industries, and above all, to education, are switching from ETS to NSOT. This document highlights general issues related to the new approach to the system of labor remuneration in public sectors.

In Art. 144 of the Labor Code of the Russian Federation highlights the procedure for documenting the payment system and other working conditions at each level of distribution of budgetary funds:

Federal-level institutions must reflect this procedure in collective agreements, additional agreements to labor contracts or other local regulations provided for by federal law;
in regional state institutions - in the same documents, but taking into account the features adopted at the legislative level of the constituent entities of the Russian Federation;
at the municipal level, the subtleties of local self-government will need to be taken into account.

This law actually gives priority in establishing a wage system directly to the employer, that is, to the authorities. budget institution.

The new wage system for educational institutions financed from the budget is based on the following foundations:

1. The salary fund of the institution is formed in relation to the number of students (funds from the budget are allocated for each student served).
2. Taking into account the amount of allocated funds, an educational institution has the right to draw up its own staff list.
3. The entire pay fund consists of two shares: basic (guaranteed to be paid according to tariffs and ordinary compensations) and incentive (it is distributed according to success, achievements, workload, working conditions of employees).
4. Accounting for payments under the incentive part also includes those duties of the teacher that previously amounted to virtually unregulated employment, for example, conversations with students' parents and their documentation, checking student work, managing special rooms, etc.
5. The amount of payment received by management should not exceed average amount salary of other employees.

Incentive payments for NSOT

Part of the salary, which is precisely the essence of the NSOT, should be paid in addition to the guaranteed amounts as a reward for specific achievements and incentives for further success.

Incentive payments, unlike traditional "bonuses", are paid not for the absence of complaints and the normal performance of their duties, but for achievements, special results, and increased efficiency.

Internal regulations should clearly regulate:

Types of incentive payments;
criteria for their accrual;
amounts and/or calculation procedure;
periodicity of payments (weekly, monthly, based on the results of half a year or a year);
the procedure for assessing the achievement of the declared indicators (by the director with the participation of educational councils).

Approximately 30% of the entire wage fund should go to ensure these payments, that is, this is exactly the share by which subsidies from the state budget increase as part of the introduction of the NSOT.

How to switch to NSOT

In order to introduce a new payment system, each budgetary institution is obliged to make changes or adopt new regulations, which, in fact, regulate changes in essential working conditions, and therefore require the consent of the employees themselves.

If we interpret the transition to NSOT as a change in technological conditions or labor organization, then it is not necessary to obtain the consent of employees.

To do this, the employer must take a number of steps provided by law:

1. Notify employees in writing of changes within two months.
2. If the employee agrees to work in the new conditions, he must express this in writing.
3. If the conditions are not suitable for a state employee, he must be offered in writing vacancies, if any, including those from those paid below the current ones, as well as in other regional divisions.
4. In the absence of vacancies or disagreement of the employee to take one of them, he is fired under paragraph 7 of part 1 of Art. 77 of the Labor Code of the Russian Federation.
5. An additional agreement is concluded with the agreed employees with the new wage conditions prescribed in it (they should not be worse than the old ones): the amounts of salary payments, compensations, allowances, the stimulating part of the salary.

Criticism of the NSOT

Very effective in theory, in the process of using the NSOT, it discovered several extremely unpleasant “pitfalls”.

It was conceived that all the funds allocated from the budget are spent within the institution itself, and those that have been saved go into the wage fund, from which they are distributed by the management as an incentive part of the salary.

In practice, it turned out that the management, along with the obligation to distribute funds, has an almost uncontrollable opportunity to increase their own salary.

This is easy to do by reducing the volume of services provided by the institution, which naturally has a negative impact on the quality of work. You can also manipulate the base part by setting the “director's” salary significantly higher than the average for the institution, motivating that many employees work at 1.5 rates.

The NSOT has unwittingly placed the management of institutions and their staff in the position of business partners with opposing interests, which cannot but create a certain social tension.

The new system of remuneration of state employees in 2017

The principles of formation of wage systems are determined;
- lists the mandatory norms and conditions of remuneration;
- the issues of remuneration of heads of institutions, their deputies and chief accountants were considered;
- recommendations were given on the formation of payroll funds.

According to the principles of the formation of wage systems, formulated in the Recommendations, wages should depend on the qualifications of the employee, the complexity of the work, the quantity and quality of the labor expended. Its maximum size cannot be limited. Real wages must rise.

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

Wage systems are established and changed, including taking into account the annual wage fund, the opinion of trade unions, attestation of workers, and labor rationing systems. The revision of labor standards is allowed as the improvement or introduction of new equipment, technology and the implementation of organizational or other measures that ensure the growth of labor efficiency. The regulation on the remuneration of employees, developed by the institution, provides for specific salaries. Employees must be notified of the introduction of new labor standards no later than 2 months in advance.

For example, when forming systems for remuneration of teachers and other employees in the field of education in 2017, the authorities of the constituent entities of the Russian Federation and local self-government, heads of educational institutions are recommended to:

Avoid the decline in wages achieved in 2016;
- salaries (official salaries), wage rates of employees in the wage structure in educational organizations should be at least 70 percent;
- when concluding labor contracts (additional agreements to labor contracts) with teachers, in the systems of remuneration of workers in the field of education, be guided by the norms of orders of the Ministry of Education and Science of the Russian Federation N 1601, dated May 11, 2016 N 536;
- in an employment contract (in an additional agreement to an employment contract) with an employee, provide for a fixed amount of salary (official salary), wage rates established for him for calendar month or for the established norm of labor (norm of hours pedagogical work per week (per year) for the wage rate); the amount of compensation payments, if any; the size and conditions for making incentive payments;
- when concluding employment contracts with employees, use the sample form of an employment contract given in Appendix No. 3 to the Program for the gradual improvement of the wage system in state (municipal) institutions for 2012-2018.

The recommendations also determine that in cases where the amount of remuneration of an employee depends on the length of service, education, qualification category, state awards and (or) departmental insignia, degree, the right to change it arises in the following terms:

With an increase in the length of service of continuous work, pedagogical work, length of service - from the date of reaching the corresponding length of service, if the documents are in the institution, or from the date of submission of a document on the length of service, giving the right to appropriate payments;
- when receiving education or restoring documents on education - from the date of submission of the relevant document;
- when establishing or assigning a qualification category - from the day the decision is made by the attestation commission;
- when conferring an honorary title, awarding departmental insignia - from the date of assignment, awarding;
- when awarding the academic degree of Doctor of Science or Candidate of Science - from the date of the decision of the Ministry of Education and Science of Russia to issue a diploma.

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

In Russian educational organizations, 3 models of remuneration are used.

They are built on common principles, but have significant differences:

Model No. 1 "Basic salary" - based on the base salary and increasing coefficients, which are approved at the regional level. Employees filling the same position have the same basic salary. When calculating the permanent part of the salary of school employees, increasing coefficients are applied to the base salary.
Model #2 "All Inclusive" - ​​based on the official salary for 36 teacher hours per week. In this model, all teacher activities are paid in salary for 36 working hours per week. This includes teaching hours and other work determined by the teacher's job responsibilities. The cost of a teacher's hour may be approved at the school, municipality or regional level.
Model No. 3 "Student-hour" - based on the concept of "student-hour". In this model, when calculating the constant part of the teacher's salary, both the difference in the number of teaching hours he leads and the number of students with whom he works are taken into account. The value of the "student-hour", the number of student-hours of workload for the teacher, each school determines independently.

Tariff wage system in 2017

The tariff system of remuneration is a scheme based on a clearly defined amount of payments for a unit of work performed by an employee.

The simplest example: 100 rubles for turning 1 part.

100 rubles is a rate, one of the key concepts of the entire tariff wage system (hereinafter referred to as TSOT).

Analyzing a simple example, you understand that there are many unknowns in it:

How complex is the detail?
What qualifications should a worker be to make such a part?
How long does it take to make a part?

Tariff coefficients will tell about the complexity of the work - the second key concept of TSOT. And it is directly related to the concept of category, or, in other words, the skill level of an employee.

Ranks and coefficients

A turner who graduated from college usually has the 2nd category (this is the lowest, there are no turners of the 1st category, according to the ETKS - the Unified Tariff and Qualification Directory of Works and Professions of Workers). An experienced master can have the 6th (maximum for this profession) category.

The higher the rank, the higher the coefficient. For a turner of the 6th category, the coefficient can be 1.67. Then for the manufacture of the same part as in the example above, the turner of the 6th category will receive 167 rubles.

Until 2008, the country had a unified tariff scale for employees of organizations in the public sector, in which the first category rate and increasing coefficients were determined. Then this document was replaced by branch orders on the introduction of a new wage system.

All these documents apply only to budgetary enterprises: commercial enterprises can use TSOT, independently determining the base rate and coefficients.

Tariff and non-tariff system of remuneration

Unlike the one described above, in the tariff-free system (BSOT) there are no base rates, and there are no fixed salaries either. There is a unified wage fund (PWF) and a matrix of conditions that, in the opinion of the employer, are important for the organization to achieve the expected results.

These conditions may be:

The volume of services rendered by each employee (for example, he may be paid a percentage of the volume of services);
the amount of profit received;
the coefficient of the qualification level of the employee (KKU);
participation rate.

BSOT example:

LLC "Snezhinka" Payroll for April 2017 - 300,000. Director's credit card - 3; chief accountant - 1.5; sales manager - 1.3; cleaners - 1.
The sum of the coefficients: 3 + 1.5 + 1.3 + 1 = 6.8.
Director's salary = 300,000 / 6.8 * 3 = 132,353 rubles.
Salary of an accountant = 300,000 / 6.8 * 1.5 = 66,176 rubles
Salary of a sales manager = 300,000 / 6.8 * 1.3 = 57,353 rubles.
Salary of a cleaner = 300,000 / 6.8 * 1 = 44,118 rubles.

However, such a system is quite exotic, time-consuming and rarely used. Let's go back to something more familiar.

What is TSOT made of?

The tariff system of remuneration includes several important concepts already discussed above: rates, coefficients, qualification reference books. It is also important to mention the grid - a document in which the digits and coefficients are indicated.

So, for example, the sectoral grid of housing and communal services workers looks like: there are 9 qualification levels (categories), for each 3 variants of tariff coefficients are given. Which of the proposed ones to choose is decided at the level of the organization, indicated in the collective agreement. The salary of the highest paid employee can be 8.4 times higher than the lowest paid.

In addition, the tariff system for remuneration of workers includes regional coefficients, as well as possible allowances and additional payments.

Changes in the wage system since 2017

In 2017 with new indicators and without wage cuts

Starting from 2017, the remuneration of teachers will be calculated taking into account the new indicator. From now on, when forming the income of teachers and professors, the average monthly earnings of employees of private companies and individual entrepreneurs are taken into account without fail. Starting this year, this criterion must be taken into account when developing cost plans aimed at increasing the wages of teachers and employees of other budgetary areas. In July 2015 the government Russian Federation a resolution was issued, according to which Rosstat was obliged to prepare the above data before 04/15/2016.

When the tripartite group discussed the new regulation, a clause was introduced into the document on the inadmissibility of lowering the wages of employees of kindergartens, schools and public universities. In accordance with this norm, in 2017 the level of remuneration of teachers will not be lower than in 2016. Accordingly, teachers from kindergartens will receive a salary not lower than the average for Russia (last year - just over 28,000 rubles).

Another important news for teachers was the inclusion of the minimum wage indicator. Last year, this figure was at the level of 6,200 rubles. The new recommendations determine that an employee of an educational institution cannot receive a salary below the established indicator, provided that he fully complied with the established norm and worked a sufficient number of hours. However, no one is immune from situations in which the teacher will work less time than he should. If an employee had to face such a nuisance, the calculation of wages will be based on the actual hours worked, starting from the minimum wage.

What to consider when following the accepted recommendations

In order to ensure the full implementation of the recommendations in the institution, the employer, as well as representatives of the authorities, need to pay attention to some aspects.

In particular, these include:

1. Establishing the size of the salary of wages should be carried out in accordance with the qualification group of the employee.
2. If an employee of a budgetary institution works in a position that is not related to professional categories, the rate of his salary is calculated based on the difficulty of the duties assigned to him.
3. It is imperative to take into account the need to use incentive payments and all kinds of compensation. This issue should be reflected in regional and municipal regulations.
4. Only the head has the right to approve the staffing table kindergarten, school, university, other budgetary organization.
5. After the introduction of new recommendations in an educational institution, the teacher's income should not be less than it was before. This rule applies to all employees, without exception, whose work rate has remained at the same level or has increased.
6. The rate of remuneration should be determined based on the performance of the employee's own professional duties over a certain period of time (week, month, year).

As for the labor standards of teachers, now its change in one direction or another will directly affect the final earnings. Therefore, the recommendations provide for the reflection of the actual workload of the teacher in the labor agreement.

This rule applies to employees such as:

School teachers;
university teachers;
coaches of children's sports sections;
persons involved in activities in the field of additional education.

Taking into account these innovations, any changes in the working time of the teacher should also be reflected in the labor agreement.

In this case, you should remember the conditions under which this may become possible:

By agreement of the parties to the contract;
in exceptional cases - unilaterally by the head of the educational institution. This norm can be used if the amount of working time according to the curriculum has decreased, the educational organization has not recruited a sufficient number of students, etc.

Another important innovation is the additional attention to teachers with secondary special education. The recommendations provide for the impossibility of infringing on the labor rights of employees who do not have a higher education. Accordingly, reduction coefficients can no longer be used for a specialty that requires an employee with a diploma of higher education. Thus, the absence required document will no longer allow the employer to save on the remuneration of the employee of the educational institution. In this regard, he is equal in rights with teachers who have higher education.

Today, these recommendations have been approved by a considerable number of educators. Indeed, the new document significantly expanded their opportunities in terms of remuneration and increased their protection from illegal actions of the head of the educational organization. It is expected that these recommendations will be valid in the next few years and gradually refined so that the income of teachers has grown to a decent level.

Forms and systems of remuneration in 2017

1. Time.
2. Piecework.

The choice of the form of calculation depends on the final economic result.

The essential difference lies in the economic approach:

The time-based form is more often used when performing non-quantitative work, and when its effectiveness is not related to volume.
Piecework, on the contrary, gives more emphasis on the volume of labor produced in a time period, which, as a rule, is expressed in certain quantitative indicators.

The salary in the first case has a fixed rate in the form of a salary and can be supplemented by payments based on the overall profitability of the enterprise. With a piecework form, the amount depends directly on the number of products or services produced for the appointed time.

Time-based form of remuneration

Time-based is used to calculate wages, regardless of the volume produced. Payroll is based on the rate or tariff. The tariff rate is the optimal balance between the time spent by a hired person and his qualifications.

Time is subdivided:

1. Simple - is charged for some worked period of time.
2. Contractual - the payment is made in full compliance with the documented conditions.
3. Commission - the basis for the payment - the commission agreement.

Piecework payroll

The piece-rate system of payment is characterized by a conceptually different approach to the calculation of wages in comparison with the time-based one. Here, the main indicator is the volume of production that was created in a specified period of time. Piecework wages can be calculated for one employee and for a group of people. Wages calculated per group are calculated by dividing the total volume of products produced in the process of joint work by the number of employees who produced it. Piecework wage system examples of professions - builders, seamstresses, order pickers, turners, etc. This can include any professions whose work is measured quantitatively.

Basic wage systems

Payment systems are based on the forms described above and are divided into specific methods with clarifications on additional payments made.

Wage systems:

1. Time-based: simple time-based and time-bonus.
2. Piecework: piece-bonus, simple, chord, indirect piece-work, piece-progressive, collective and individual.

The most widely used wage systems are discussed in more detail below.

Time-bonus system of remuneration

Workers with a time-based form are introduced, as a measure of additional incentives for wages, a bonus allowance for the work performed. The bonus is a fixed percentage taken from the salary of a particular employee. Qualification affects the interest rate, and it can vary from the lowest to the highest. Rewards are based on the overall profitability of the organization and at the discretion of the manager.

Chord system of remuneration

Earnings are considered lump sum, which is accrued on the basis of the completed cycle of work that was agreed upon when issuing the piece job. The time required for production does not play a key role in the accrual of funds. A team of employees or one employee receives remuneration upon completion of the assigned task. At the same time, it is not forbidden to stipulate in the task allowances for premature completion and reduction of payment when delaying the deadlines.

Piecework progressive wage system

Piecework-progressive forms are practiced in the production of work, in which both the size of the work performed and the time of production are equally important. Usually this is the work of stampers, packers, etc. Piecework-progressive means setting prices for the production of a quantity of work in a certain time period, and everything produced in excess of the established one costs more, which allows stimulating productivity and increasing the material interest of workers.

Advantages and disadvantages of systems

At modern enterprises of the Russian Federation, any of the presented types of wages are used. The essence of each type is different and has pros and cons. The advantage of piecework payment is a direct ratio of the amount to the amount of financial reward received. The disadvantage of these calculations can be considered the dependence of the possibility of production on external conditions and indicators. The advantages of time wages can be called relative stability, and the disadvantages of the system are the lack of motivation to perform work in excess of the prescribed norm.

Teaching is one of the most difficult and noble professions. It is these people who invest all the kindest and brightest in our children. The job of a teacher is not easy. Only by putting your soul into your students can you become a real teacher. However, despite the importance of the profession, teachers' salaries are still at a low level. Will there be an increase in wages for teachers in 2017 and how much they can increase their salaries.

According to research results, teachers working in Moscow schools have the highest salaries. This is not surprising, because the most prestigious schools of the country are located in the capital. It is here that the children of officials and businessmen study. The average salary of an ordinary teacher in the capital is about 70,000 rubles.

In addition to wages in Moscow, more than comfortable conditions labor. Modern equipment of schools greatly facilitates educational process. The introduction of an electronic knowledge assessment system makes it possible to work more closely with parents, which means that children are under comprehensive control.

The situation in the regions is completely different. It is especially difficult for teachers in rural schools. Here, teachers often receive wages equal to the living wage. In addition, there is absolutely no equipment in schools. Teachers have to make their own study guides, sit at night checking notebooks. The work of these people is like a daily feat.

incentive payments

Last news do not get tired of broadcasting to us about the system of incentive payments in 2017 for teachers. However, this system also has its drawbacks.

Today, many experts believe that the system for calculating these allowances is not yet perfect and there is still a need to increase the basic salary of teachers.

Of course, teachers need to be encouraged. Each of them should strive to improve their skills, but what about those who do not have the opportunity to improve their level of professionalism, those same teachers from villages and villages?

Last news

Today, the federal authorities are actively campaigning for higher wages for teachers in 2017. According to many, it is these investments that will improve the quality of education, because a teacher cannot fully devote himself to his work when hungry children are waiting for him at home. In addition, people of this profession need a good rest. Only in this case it is possible to count on really productive work of teachers.

Also, raising teachers' salaries will help raise the prestige of this difficult profession. What is the situation we see today? Experienced and highly professional teachers often go to work in private educational establishments or engage in personal tutoring. In regular schools, there is a shortage of experienced teachers, which is why the level of education of children suffers.

The latest news says that the salary increase for teachers will still be in 2017. However, the amount that teachers can count on has not yet been determined.

Crisis and wages

A salary increase program for teachers was scheduled for 2016-2018. However, the difficult economic situation in the country has made its own adjustments. Promised increases are delayed. However, salaries are indexed annually so that teachers do not suffer from inflation and price increases.

According to the government, everything possible is being done today to raise funds for an increase in the salaries of teachers in 2017. The President cut the salaries of his apparatus, refused to index the salaries of certain groups of officials, who, in his opinion, receive good salaries without this.

However, these measures are not enough. The latest news does not promise us rapid economic growth. Sanctions and low oil prices have led to a large budget deficit, and of course it will not be possible to fill it overnight.

Vocation profession

Today, many of us are accustomed to comparing the salaries of teachers in our country with the salaries of teachers in Europe and America. Of course, with such a comparison, we do not win at all. However, do not forget that the price level in these countries is also quite different. At the same time, it should also be taken into account that Russia is still in the stage of economic development.

Compared to what happened in our country in the 90s, one can still observe an increase in salaries and the general standard of living.

We must pay tribute to the teachers who were able to survive those difficult times together with the country and did not give up their calling.

Nowadays, you can also meet preschool and school education who, despite everything, love their work and give themselves to it to the fullest. It is these teachers who need to be supported, according to the government. A teacher, like a doctor, must be selfless, and of course his work must be appreciated.

According to the President in the latest news, these categories of state employees will receive a pay increase in the first place. The system of incentive payments will also be improved so that young specialists strive for advanced training and career growth.

Analyst forecasts

Today, the whole country is waiting for an improvement in the situation on the world oil market. An increase in oil prices will solve many problems in the country and finally fill the budget. According to analysts, hydrocarbon prices should rise in 2017. If the price of oil rises, we can safely say that the program to increase wages for public sector workers will work in full force.

Today it is too early to make long-term forecasts regarding the increase in teachers' salaries in 2017. Everything will become clear with the advent of the new year. However, we can say for sure that there will be indexing, teachers will not have to starve. Today the whole world is in crisis. Unemployment is rising, cases of non-payment of wages have become more frequent. According to the government, everything possible is being done today so that our teachers do not fall into such difficult situation. Until then, we must wait and hope for the best.

Every year, the Russian tripartite commission for the regulation of social and labor relations (hereinafter referred to as the Commission) approves recommendations on establishing a wage system for employees of budgetary organizations. The new year 2017 was no exception. What awaits workers educational sphere in matters of wages this year?

In Minutes No. 11 dated December 23, 2016, the Commission reflected the principles on the basis of which the system of remuneration in the public sector should be formed. One of the main principles is the inadmissibility of reducing wages or worsening wage conditions compared to those established by labor legislation at the federal, subject or local level. Real growth of salaries of workers in the public sector should also be ensured.

• a list of legal acts containing labor issues;
• conditions for establishing or changing the remuneration system, for example, the work of an employee should be paid depending on the quality of his work;
• principles of formation of the wage system depending on the level of the institution - federal, regional or municipal.

The commission recommended that regional authorities, regional associations of trade unions and employers conclude agreements on minimum wages in 2017. These agreements should apply to all employees of regional and local institutions.

Note! Information on the average earnings of heads, deputies and chief accountants of institutions is subject to posting on the Internet on the official website of the authorities that act as founders in relation to this institution.

The founder may also decide that this information about the salary of the main persons of the institution is posted on the website of the institution itself. The procedure for posting such information should be established by regulations both at the federal level and at the regional and local levels.

It is not allowed to indicate on the website as part of the information on the salary of the main persons of the institution the following information:

• data that will allow determining the place of residence, postal address, telephone and other individual means of communication with the indicated persons;
• classified as a state secret;
• information of a confidential nature.

At present, a document has already been adopted (Decree of the Government of the Russian Federation of December 28, 2016 No. 1521), which regulates the issue of reflecting information on the Internet about the salary of heads of institutions. According to this document, this information must be reflected no later than May 15 of the year following the reporting one.

As in previous years, the commission paid attention directly to education workers. The recommendations noted that no wage cuts allowed employees of the education sector, which was achieved in 2016. It is determined on the basis of statistical data. In addition, leaders educational organizations The following points should be taken into account when developing the payroll system:

• at least 70% of the salary structure must be occupied by the salary or salary rate;
• registration of labor relations with employees should take place in accordance with the regulations of the Ministry of Education and Science of the Russian Federation (order No. 1601 of December 22, 2014 and order No. 536 of May 11, 2016);
• the use of an exemplary form of an employment contract officially established at the state level when hiring an employee;
• the employment contract or an additional agreement to it must contain a fixed salary, salary rates, the amount compensation payments, as well as the amount and terms of incentive payments.

Federal Law No. 347-FZ of 03.07.2016 amended the Labor Code of the Russian Federation. They touched upon the establishment of the maximum size of the ratio between the salary of the head, his deputies, the chief accountant (hereinafter referred to as managers) and the salary of employees. These innovations have affected, including the public sector. So, according to the said normative act, the maximum level of the ratio of salaries of managers and employees is determined by the founder budget institution. At the same time, the size of such a ratio cannot be lower than the size established by the regulations of local authorities.

The Ministry of Labor in its letter gave some clarifications on this issue:

• the maximum salary ratio is set on the basis of the average monthly salary of managers, which is formed from all sources of funding, and the average monthly salary of employees (this does not include the salary of managers). At the same time, the concept of “salary”, according to labor legislation, includes not only salary, but also other payments, including compensatory and incentive payments;
• in the very Labor Code there is no limit on the ratio of salaries of managers and employees. It is established either in a government document or by acts of regional (local) authorities. So, for example, for federal institutions this limit is set at a rate of 1 to 8. Prior to the introduction of these changes, there was a practice according to which the limitation of the ratio of salaries of managers and employees social sphere did not exceed 4 times;
• according to labor legislation, non-compliance with the maximum ratio of the salary of the head and employees may be the basis for the termination of the employment agreement with the head of the organization.

Where can I download templates of regulatory documents for preschool educational institutions?

You can access the module " Regulations DOW" information system"Directory". It contains instructions, templates and expert experience. Details

The current economic environment cannot be called prosperous and capable of providing significant financial injections into educational system, which is why every 2nd teacher complains about the level of his income, which does not always allow him to purchase the most necessary goods and services.

In the state as a whole, as well as in individual departments, they are very concerned about the search for options correcting the situation.

Today's salary situation

A school teacher could never boast of a high level of official income, at all times only private practice saved him - paid tutoring. In determining the status and prestige of the profession, the material part is far from the last role, therefore, fewer people aspire to become teachers.

The statistics are unshakable and show that a citizen who practices teaching in a general education school monthly earns about 20 thousand rubles. In connection with such deplorable values, the government of the country decided that an increase in the scientific load should have a positive impact on the level of stable income.

In 2012, a decree was signed in which the President approved the so-called "road map", according to which by 2019 the level of the monthly official income of citizens teaching the younger generation within the walls of the school should increase at least 1.5 times.

On the basis of the newly signed document and the instructions of the country's leadership, it was decided to index teachers' salaries for which the federal budget allocated a fairly large sum of money. True, crisis times followed, and the speed of the implementation of the above measures significantly decreased, and in some regions it stopped altogether.

The indexation percentage for the current year is equal to 4% , which is not bad in itself, because inflation rate should not exceed 6%, respectively, such a revision of monthly income will almost completely block the increase in prices for necessary goods and services.

In an attempt to find a way to increase the salaries of teachers, the state leadership came to the conclusion that we need to start using “efficient contracts”. A significant difference from an ordinary contract regulating the relationship between a manager and a subordinate lies in the introduction of criteria that evaluate the quality and efficiency of labor activity.

That is, on high level official income can only be calculated by that citizen who is very serious and scrupulous in fulfilling his duties, enshrined in job description, and does its best for regular self-improvement.

In fact, the changes adopted at the state level boil down to the fact that in order to increase the amount of monthly income, the teacher must constantly improve his qualifications: work on dissertations, actively participate in scientific work etc. Such activities can significantly improve the status of the school and have a positive impact on the quality of education provided. educational services.

The authorities make sure that the teaching staff is highly qualified, that is, the teacher must be able to:

• competently transfer existing knowledge;
• give fair marks;
• to promote the formation of the right interests of schoolchildren;
• etc.

The above duties are far from being subject to all specialists, because it is not in vain that they say that a teacher needs to be born. At the same time, it should be remembered that the teacher, like any other citizen, is interested in a decent level of payment. The quality of the educational services provided directly depends on the income received: teaching will be a joy only if the teacher does not have a headache about where to find an additional source of income.

The bills are aimed at achieving the following goals:

1. Increasing monthly income by increasing the professional load.
2. Reducing the corruption component through the introduction of a new salary system.
3. Reducing the volume of private practice. In the free time, the specialist will be able to more thoroughly prepare for the lesson.

At present, the salary of a teacher directly depends on the average indicators operating in the region. Each subject of power has a task: to increase the official level of the teacher's income in accessible and legal ways.

Wage indexation

The election campaign of V.V. Putin in 2012 was based on guaranteeing an increase in the income of specialists who have devoted a working segment of their lives to work in the public sector. Immediately after taking office, the President signed 11 decrees concerning the increase in the wages of citizens working in the state or public sector. It was planned to increase the monthly income of teaching and medical personnel in stages in 2018, and in the following order:

• by 200% compared to the average salary fixed in the region, if we are talking about university professors and doctors;
• by 150% compared to the value available in 2012 for teachers working within the walls of general education schools;
• at the level of average values, if average and junior medical workers, as well as social workers are taken into account.

According to official statistics, the following averages currently apply in the country:

• a teacher at a university receives approximately 35,000 rubles;
• a teacher who strives for the benefit of a general education institution can count on an average of 27,000 rubles;
• a master practicing industrial teaching receives no more than 23,000 rubles.

Revision of salaries of public sector employees, including teachers, produced regularly. The size of the planned increase usually depends on the size of core inflation. It is not necessary to expect significant growth in the regions, since in Lately there is a negative trend - funding for education is regularly reduced.

Almost all citizens have noticed the difficult economic situation of the country, so many are interested not so much in increasing income as in maintaining the current situation. The reason is simple: the growth of teachers' salaries is directly related to the average values ​​of income in the region.

In 2017, the leadership of the country changed the approach to determining this indicator: now not only employees of institutions, but also citizens who are employed are involved in the calculation. The introduction of the above changes has led to the fact that in the presence of a planned increase in budget funds for wages, teacher's real wages are declining.

Are teachers going to get a pay rise?

The work of teachers is very important, because it is these people who share their knowledge and experience with the younger generation. Their influence significantly affects not only the intellectual, but also the spiritual development of schoolchildren.

It has always been believed that a teacher is a representative of the intelligentsia. They sought to master this profession, as it was very prestigious. Only in recent decades educational institutions are experiencing a shortage of qualified personnel, and Pedagogical faculties suffer from a lack of applicants.

Stubborn statistics show that average level the income of a Russian teacher is 30,000 rubles. It seems to be a good value, many will think. But, everything becomes much sadder after a close examination of individual regions:

• The Far East guarantees approximately 75,000 rubles. teacher
• the capital of Russia can please 65,000 rubles;
• and in the North Caucasian District and Kalmykia they cannot offer more than 20,000 rubles.

As mentioned above, in 2012 the President signed a Decree, according to which the salaries of school teachers were to increase by 1.5 times by 2018. But, the crisis situation in 2014 significantly slowed down the process and forced the country's leadership to start looking for additional sources of funding for the program.

When calculating the average, they began to use the final wage figures not only for teachers working in the public sector, but also for those who teach in private schools. Monthly income, of course, increased, but only formally.

Next year the government is planning introduce a new professional standard teachers, according to which the teacher must have the skills to work with children with disabilities, with gifted students or with those who do not speak Russian.

Will the salaries of educational specialists be indexed in 2017? The latest news says that You can increase the monthly income of a teacher in the following ways:

• closing of small schools;
• reduction in staffing.

Will there be layoffs for teachers?

The salary increase for teaching staff is part of a presidential roadmap approved in 2012, on the basis of which the Government has developed a special program stating that teachers' salaries should be increased annually by the inflation rate.

Will there be staff cuts in educational institutions? Such information is regularly voiced in the media, but there is no official confirmation. Even if such events are planned, the upcoming presidential elections are likely to delay unpleasant events.

This video contains detailed information about new system payroll for teachers from January 1, 2017.