What salary can be delivered to a contract manager at a school in the staffing table, on the basis of what calculation?

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Acting

ON THE APPROVAL OF THE EXAMPLE REGULATION

ON THE APPROVAL OF AN EXAMPLE REGULATION ON THE REMUNERATION OF EMPLOYEES OF A BUDGETARY INSTITUTION, IN RELATION TO WHICH THE DEPARTMENT FOR REGULATING THE CONTRACT SYSTEM IN THE SPHERE OF PROCUREMENT OF THE VORONEZH REGION IS PERFORMED BY FLEET

DEPARTMENT FOR REGULATING THE CONTRACT SYSTEM IN THE SPHERE OF PROCUREMENT OF THE VORONEZH REGION

ORDER

ON THE APPROVAL OF AN EXAMPLE REGULATION ON THE REMUNERATION OF EMPLOYEES OF A BUDGETARY INSTITUTION, IN RELATION TO WHICH THE DEPARTMENT FOR REGULATING THE CONTRACT SYSTEM IN THE SPHERE OF PROCUREMENT OF THE VORONEZH REGION IS PERFORMED BY FLEET

In accordance with the order:

1. To approve the attached Model Regulations on the remuneration of employees of a budgetary institution, in respect of which the Department for Regulation of the Contractual System in the Procurement Sector Voronezh region the functions and powers of the founder are performed.

2. To the head of BU VO "Agency public procurement Voronezh region "(Pekshev A.Yu.) within one month from the date of this order, develop a regulation on the remuneration of employees of BU VO" State Procurement Agency of the Voronezh Region "and agree with the Department for Regulation of the Contract System in the Sphere of Procurement of the Voronezh Region.

3. I reserve control over the execution of this order.

Head of department
E. N. GONCHAROV

APPROXIMATE REGULATIONS ON THE REMUNERATION OF EMPLOYEES OF A BUDGETARY INSTITUTION IN RELATION TO WHICH THE DEPARTMENT FOR REGULATING THE CONTRACT SYSTEM IN THE PROCUREMENT SPHERE OF THE VORONEZH REGION IS FULFILLED AND FULFILLED

Approved by
by order
regulatory department
contract system in the field
purchases of the Voronezh region
from 05/12/2016 N 100 o / n

1. General Provisions

1.1. This Approximate Regulation on the remuneration of employees of a budgetary institution, in respect of which the department for regulation of the contractual system in the field of procurement of the Voronezh region performs the functions and powers of the founder (hereinafter - the Regulation), was developed in accordance with the resolution of the administration of the Voronezh region dated 01.12.2008 N 1044 "On introduction of new systems of remuneration for employees of state institutions of the Voronezh region ".

The regulation was developed in order to form unified approaches to the regulation of wages of employees of a budgetary institution (hereinafter referred to as the institution), in respect of which the department for regulation of the contractual system in the field of procurement of the Voronezh region (hereinafter referred to as the management, labor results, improving the management of financial, material and human resources.

The list and conditions for making payments of a compensatory nature;

The list and conditions for the implementation of incentive payments;

Terms of remuneration for managers, their deputies and chief accountants of institutions;

Other issues of remuneration.

1.3. The remuneration system for employees of the institution is established taking into account:

a) a single tariff qualification handbook works and professions of workers, a unified qualification reference book of positions of managers, specialists and employees or professional standards;

b) state guarantees for labor remuneration;

c) a list of types of compensation payments;

d) a list of types of incentive payments;

f) opinions of the representative body of workers.

1.4. The wage fund for employees of the institution is formed for a calendar year based on the amount of subsidies received in the prescribed manner by the institution from the regional budget and funds received from income-generating activities.

1.5. To ensure the differentiation of remuneration for the main and other personnel, optimize the costs of administrative, managerial and auxiliary personnel of the institution, the following ratios are established:

The share of remuneration of employees of administrative, managerial and auxiliary personnel in the wages fund of the institution should not exceed 40%;

The maximum level of the ratio of the average salary of the head of the institution and the average salary of the employees of the institution is established in a factor of up to 5.

Determination of the size of the average wage is carried out in accordance with the methodology used in determining the average wage of employees for the purposes of statistical observation approved federal body executive power, carrying out the functions of developing public policy and legal regulation in the field of official statistics.

When determining the ratio, the salary of the head and employees of the institution is taken into account, which is formed from all sources financial security and is calculated for a calendar year.

The main personnel of the institution include employees who directly provide services (perform work) aimed at achieving the goals of the institution's activities determined by the charter, as well as their immediate supervisors. The list of positions of employees of the institution, attributed to the main staff, is given in Appendix No. 1 to the Regulations.

Auxiliary personnel of an institution - employees of an institution, creating conditions for the provision of services (performance of work) aimed at achieving the goals of the institution's activities determined by the charter. This category includes the driver, farm manager.

Administrative and managerial personnel of the institution - employees of the institution engaged in the management (organization) of the provision of services (performance of work), as well as employees of the institution performing administrative functions necessary to ensure the activities of the institution. Administrative and managerial personnel include the head, deputy heads, Chief Accountant, an accountant-economist.

1.6. The salary of an employee includes a salary (official salary), increasing coefficients to salaries, compensation, incentive payments and, within the framework of the budgetary allocations, is not limited to maximum amounts.

The monthly wage of an employee who has fully completed the working time during this period and fulfilled the labor standards ( labor duties), cannot be lower than the minimum wage established by the current legislation.

1.7. The conditions of remuneration, including the size of the salary (official salary) of the employee, incentive payments (permanent), compensation payments, are mandatory for inclusion in labor contract.

1.8. To carry out work to determine the amount of compensatory and incentive markups, by order of the head of the institution, a permanent tariff commission is created (Appendix No. 2 to the Regulations).

1.9. Remuneration for part-time and part-time workers is made in proportion to the hours worked. Determination of the size and calculation of wages for the main position and for the position held part-time is carried out separately for each of the positions.

1.10. In institutions in case production necessity the summarized accounting of working hours can be established. The summarized accounting of working hours is established by the local regulatory act of the institution.

1.11. The salary of employees of institutions (excluding bonuses and other incentive payments) when changing the remuneration system cannot be less than the salary (excluding bonuses and other incentive payments) paid to employees before it changes, provided that the volume of labor (official) is preserved duties of employees and performance by them of work of the same qualification.

1.12. Persons who do not have special training or work experience established by the qualification requirements, but possess sufficient practical experience and performing efficiently and fully assigned to them job duties, by recommendation attestation commission institutions, on an exceptional basis, can be appointed to the relevant positions in the same way as persons with special training and work experience.

1.13. In institutions, taking into account these Regulations, in accordance with federal laws and other regulatory legal acts of the Russian Federation, laws and other regulatory legal acts of the Voronezh region approve the regulation on remuneration of employees of the institution and agree with the department.

The staffing table of the institution is approved by the order of the institution, is coordinated with the management and includes all positions of employees, professions of workers of the institution.

1.14. To carry out work related to the temporary expansion of the volume of services provided by the institution, the institution has the right to engage, in addition to employees holding positions (professions) provided for by the staffing table, other employees on the terms of a fixed-term employment contract at the expense of funds received from income-generating activities.

1.15. The heads of institutions are responsible for the timely and correct determination of the size of the wages of employees in accordance with the current legislation.

2. Basic conditions for remuneration of employees of institutions

2.1. The salaries of the employees of the institution are established by the head of the institution based on the requirements for professional training and the level of qualifications that are necessary for the implementation of the relevant professional activity(PKG), taking into account the complexity and volume of work performed.

2.2. Recommended minimum dimensions salaries of employees of institutions holding industry-wide positions of employees (Order of the Ministry of Health and Social Development of the Russian Federation of 05/29/2008 N 247n) are given in Appendix N 3 to these Regulations.

The recommended minimum salaries for positions not attributed to the PSC, approved by Order of the Ministry of Health and Social Development of the Russian Federation of May 29, 2008 N 247n, are determined by Appendix N 4 to these Regulations.

2.3. The recommended minimum salaries for the occupations of workers in accordance with the Order of the Ministry of Health and Social Development of the Russian Federation of 05/29/2008 N 248n are given in Appendix N 5 to these Regulations.

The personal multiplying coefficient is established by the decision of the permanent rating commission created in the institution, in accordance with the order of the head of the institution personally in relation to a particular employee, taking into account his level vocational training, the complexity and importance of the work performed, the degree of independence, length of service in the institution, responsibility in the performance of assigned tasks and other factors.

The personal multiplier is set to certain period time during the corresponding calendar year. The amount of payments is determined by multiplying the employee's salary by a multiplying factor. The use of a personal multiplying coefficient does not form a new salary and is not taken into account when determining incentive and compensation payments to an employee.

The decision to introduce a personal multiplying coefficient is made taking into account the provision of the specified payment financial resources according to established order.

2.5. To the official salaries of employees of institutions replacing the positions of employees, increasing coefficients can be established in the following categories:

Payment for an academic degree and (or) an honorary title is made only for the main job, provided that the title and academic degree correspond to the profile of the work (specialty) being performed.

If the employee has more than one honorary title, the said coefficient is applied on one of the grounds.

The coefficient for an honorary title is established from the day the honorary title is awarded, but not earlier than the day of hiring.

The increasing coefficient for an academic degree, academic title and (or) honorary title to the salary for the position held is set for the employee to the official salary and is not taken into account when calculating compensation and incentive payments.

2.6. Taking into account the working conditions, employees of institutions may be established payments of a compensation nature, provided for in Section 4 of this Regulation.

2.7. Employees of institutions may be paid bonuses and other incentive payments provided for in Section 5 of these Regulations.

2.8. The size of the multiplying coefficients, including personal, compensation and incentive payments are set within the wage fund formed for the calendar year.

3. Terms of remuneration for heads of institutions, their deputies, chief accountants

3.1. The salary of heads of institutions, their deputies and chief accountants consists of an official salary, compensation and incentive payments.

3.2. The conditions for remuneration of the heads of institutions are established in labor contracts concluded on the basis of a standard form of an employment contract with the head of a state (municipal) institution, approved by the Decree of the Government of the Russian Federation of 12.04.2013 N 329 "On a standard form of an employment contract with the head of a state (municipal) institution" ...

3.3. The size of the official salaries of the heads of institutions is determined by labor contracts depending on the complexity of the work, including taking into account the scale of management and the characteristics of the activities and the importance of the institution.

3.4. The salaries of deputy heads, chief accountants of institutions are set 10-30% lower than the salary of the head.

3.5. The salary of heads of institutions, their deputies, chief accountants may be set increasing coefficients in accordance with paragraph 2.5 of these Regulations.

3.6. Increasing coefficients for the salary of managers are established by an employment contract. Increasing coefficients for the salaries of deputy heads and chief accountants are established by order of the head of the institution.

The size of payments according to the increasing coefficient to the salary is determined by multiplying the size of the official salary by the increasing coefficient.

The application of an increasing coefficient to the salary for the position held does not form a new salary and is not taken into account when calculating compensation and other incentive payments.

The multiplier payments are incentive.

3.7. The heads of institutions, their deputies and chief accountants may be established compensatory payments in accordance with section 4 of these Regulations.

3.8. Heads of institutions, their deputies and chief accountants of institutions, taking into account the provision of financial resources, may be established incentive payments provided for in Section 5 of these Regulations.

3.9. Bonuses to the heads of institutions are carried out based on the results of assessing the results of the work of the institutions for the corresponding reporting period, taking into account the achievement of target indicators of the effectiveness of the activities of the institutions, the personal contribution of the head to the implementation of the main tasks and functions defined by the charter of the institution.

Target indicators of the effectiveness of the activities of institutions and criteria for assessing the effectiveness of the heads of institutions are established by a management order.

Payment of bonuses to managers is carried out on the basis of a management order.

4. Compensatory payments

4.1. In accordance with the approved list of types of compensation payments in government agencies Voronezh Region employees of institutions can receive the following compensation payments:

Payments to employees engaged in work with harmful and (or) dangerous conditions labor;

Payments for work in conditions deviating from normal (when performing work of various qualifications, combining professions (positions), overtime work, working at night and when performing work in other conditions deviating from normal).

Payments of a compensatory nature are set to the salaries (official salaries) of employees, unless otherwise established by federal and regional legislation.

The manager takes measures to conduct special assessment working conditions in order to develop and implement an action program to ensure safe environment and labor protection.

4.2. Payments to employees engaged in work with harmful and (or) hazardous working conditions are established in accordance with Article 147.

4.3. Payments for work in conditions deviating from normal (when performing work of various qualifications, combining professions (positions), overtime work, work at night and when performing work in other conditions deviating from normal) are established taking into account Article 149 of the Labor Code of the Russian Federation. Federation.

4.3.1. An additional payment for combining professions (positions) is established for an employee when he combines professions (positions). The amount of the additional payment and the period for which it is established is determined by agreement of the parties to the employment contract, taking into account the content and (or) the amount of additional work.

4.3.2. The additional payment for the expansion of service areas is established for the employee when the service areas are expanded. The amount of the additional payment and the period for which it is established is determined by agreement of the parties to the employment contract, taking into account the content and (or) the amount of additional work.

4.3.3. An additional payment for an increase in the volume of work or performance of the duties of a temporarily absent employee without release from work specified in the employment contract is established for the employee in the event of an increase in the amount of work established for him or the imposition of duties of a temporarily absent employee on him without release from work specified in the employment contract. The amount of the additional payment and the period for which it is established is determined by agreement of the parties to the employment contract, taking into account the content and (or) the amount of additional work.

4.3.4. An additional payment for work at night is made to employees for each hour of work at night.

Night time is considered to be from 22 pm to 6 am.

The calculation of the additional payment per hour of work at night is determined by dividing the salary (official salary) of the employee by the average monthly number of working hours in the corresponding calendar year depending on the duration working week set to the employee.

4.3.5. Supplement for work on weekends and non-working days holidays made to employees who were involved in work on weekends and non-working holidays.

The amount of the surcharge is:

in the amount of at least a single daily or hourly rate (part of the salary (official salary) per day or hour of work) in excess of the salary (official salary), if work on a weekend or a non-working holiday was carried out within the monthly norm of working time and in the amount of at least double daily or hourly rate (part of the salary (official salary) per day or hour of work) in excess of the salary (official salary), if the work was performed in excess of the monthly norm of working time.

4.3.6. Increased pay overtime work for the first two hours of work, at least one and a half size, for the next hours - double size in accordance with article 152 of the Labor Code of the Russian Federation.

4.4. When calculating payments of a compensatory nature provided for in paragraph 4.3 of this Regulation, in the case of using the hourly (daily) tariff rate, the latter is determined by dividing the salary (official salary) by the average monthly number of working hours (days) per year, depending on the established duration of working time for this category workers.

5. Incentive payments

5.1. In order to stimulate a high-quality work result and reward employees for work performed in institutions, taking into account the provision of financial resources, the following incentive payments can be established:

Payments for intensity and high performance;

Payments for the length of service, length of service;

Incentive payments, the size and conditions of their implementation are established by local regulations, collective agreements, agreements.

The grounds for establishing incentive payments to employees of institutions may be:

Successful and conscientious performance by the employee of his duties during the relevant period;

Initiative, creativity and application in work modern forms and methods of labor organization;

Execution of the assigned work related to the provision of the workflow;

Participation in the performance of especially important work and events;

Early and high-quality performance of work and high achievements in work;

Successful implementation of the planned indicators of the statutory activities of the institution;

High achievements in labor at the end of the year;

Active participation in methodological work (conferences, seminars, methodological and scientific-methodical associations);

Organization and holding of events that increase the authority and image of the institution;

High level of performing discipline;

A special mode of operation to ensure trouble-free, trouble-free and uninterrupted operation of engineering and economic and operational life support systems of the institution.

Incentive payments are made by decision of the heads of institutions within the limits of subsidies received for the fulfillment of a state task, as well as at the expense of funds from income-generating activities directed by the institution to pay employees for the corresponding financial year.

Bonuses to employees of institutions are carried out on the basis of the provision on bonuses, approved by the local regulatory act of a particular institution, subject to the provision of financial resources.

The decision on the introduction of each specific incentive payment is made by the head of the institution, the name and conditions for its payment are included in the provision on bonuses to employees of the institution.

The period for which the bonus is paid is specified in the regulation on bonuses to employees of the institution. In an institution, several bonuses can be simultaneously introduced for different periods - based on the results of work for a month, quarter, six months, 9 months, a year, as well as bonuses for the exemplary quality of work performed, for the performance of especially important and responsible work, for the intensity and high results of work etc.

5.2. Bonus payments based on the results of work:

Bonus payments based on the results of work for the period (month, quarter, half-year, 9 months, year) are paid in order to reward employees for overall results labor based on the results of assessing the fulfillment of the approved criteria and performance indicators of each employee of the institution.

The specific amount of the bonus is determined in accordance with the personal contribution of the employee to the achievement of the target performance indicators of the institution, functional duties and other indicators approved in the regulations on bonuses. In the event that the criteria for assessing the effectiveness of activities are different for different categories of workers, it is advisable to group them into separate subsections.

Payment of bonuses based on the results of work for the period is made for the actual hours worked, which do not include:

Staying on the next main or additional vacation;

Time of incapacity for work;

Other periods when the employee did not actually work, but the average salary remained for him.

The bonus is paid within the wage fund approved by the institution for the relevant financial year, based on the order of the head of the institution. Bonus payments are set both in absolute terms and as a percentage of salary, and are not limited to maximum amounts.

When making a decision on bonuses to an employee based on the results of work for a period, the presence of disciplinary action and (or) violation of the internal labor regulations.

5.3. Payments for intensity and high performance can be paid to employees on a regular basis and in a lump sum.

When assigning payments for intensity and high performance, the following is taken into account:

The intensity and intensity of work related to the specifics of the contingent;

Organization and implementation of events aimed at increasing the authority and image of the institution;

The results of the implementation of especially important and important work.

The specific amount of incentive payments for labor intensity and high results is established by order of the head of the institution:

Heads of structural divisions of the institution and other employees subordinate to the deputy head of the institution - on the proposal of the deputy head of the institution;

The rest of the employees of the institution, engaged in the implementation of the statutory activities and the functions assigned to them, - on the proposal of the head of the corresponding structural unit.

Payments for intensity and high performance can be established by a permanent tariff commission for a period of up to 1 year.

Payments for the performance of particularly important and urgent work are carried out at a time based on the results of particularly important and urgent work in order to reward employees for efficiency and high-quality work results.

Payments for intensity and high performance are made within the wage fund approved by the institution for the corresponding financial year, based on the order of the head of the institution. Payments can be set both in absolute terms and as a percentage of the salary; they are not limited to maximum amounts.

5.4. Payments for the quality of work performed can be paid to employees in a lump sum, subject to the provision of financial resources.

The types and amounts of incentive payments for the quality of work performed are established by a legal act of management.

The recommended amount of payment for the length of service of continuous work, length of service to employees of institutions is determined as a percentage of the salary (official salary), depending on the total length of service in the following amounts:

The length of service, which gives the right to receive a monthly payment for length of service, includes:

Periods of work and (or) other activities that are provided for by Article 11 of the Federal Law of 28.11.2013 N 400-FZ "On Insurance Pensions";

The time of passage of military service by conscription.

The main document for determining the length of service, which gives the right to receive a monthly payment for the length of service, length of service, is the work book.

The results of calculating the experience are recorded in the minutes of the meeting of the tariffing commission.

The minutes of the meeting of the commission is the basis for the preparation of a draft order on the establishment of payments to the employee for the length of service, length of service.

Increasing the size assigned to the employee monthly payment for the length of service, length of service is made if the employee has work experience that gives the right to receive the specified payment in a higher amount, from the next day after the date from which this right arises for the employee.

6. Other issues of remuneration

6.1. In the event of a delay in the payment of wages to employees and other violations of wages, the head of the institution is liable in accordance with the legislation of the Russian Federation.

6.2. If there is savings in the wage fund in the institution, the employees of the institution and the head of the institution may be provided with material assistance for annual paid leave, as well as in the event of special cases:

In connection with anniversaries (50, 55 and 60 years);

In connection with the birth of a child;

In the event of the death of close relatives (spouse, spouse, children, parents, adopted children, adoptive parents, siblings);

In case of special need (expensive treatment, purchase of expensive medicines and etc.).

The conditions for the payment of material assistance are established by local regulations of the institution.

The decision on the provision of material assistance and its specific amount is made by the head of the institution on the basis of a written application from the employee. The decision on the provision of material assistance and its specific amount to the head of the institution is made by the head of the department on the basis of a written application from the head of the institution.

6.3. At the expense of savings on the wage fund, employees of the institution can be paid one-off awards to professional and public holidays... Bonus payments are paid from funds received from income-generating activities aimed at additional incentives for employees of the institution, as well as by saving the wage fund formed from subsidies from the regional budget provided to the institution to fulfill the state assignment of the founder. The amount of the bonus is determined by the head of the institution, taking into account the security of these payments with financial resources. The amount of the award for the head of the institution is determined by the head of the department. Payments are set both in absolute terms and as a percentage of salary; they are not limited to maximum amounts.

6.4. The head of the institution is responsible for the overspending of the wage fund.

Appendix N 1. The list of positions of employees attributed to the main personnel

Appendix N 1
to Approximate Position
on the remuneration of employees of a budgetary institution,
for which the Regulatory Office
contract system in the procurement of Voronezh
the region fulfills the functions and powers of the founder

The list of positions of employees attributed to the main personnel

1. Head of department;

2. Deputy Head of Department;

3. Chief specialist;

4. Specialist;

5. HR specialist;

6. Leading legal adviser;

7. Legal counsel.

Appendix N 2. The order of employees of institutions

Appendix N 2
to Approximate Position
on the remuneration of employees of a budgetary institution,
for which the Regulatory Office
contract system in the procurement of Voronezh
the region fulfills the functions and powers of the founder

The order of work on the tariffication of employees of institutions

1. To carry out work to determine the amount of compensatory and incentive allowances, by order of the head of the institution, a permanent rating commission is created consisting of the head and (or) deputy head, chief accountant, employee dealing with personnel issues, as well as other persons involved by the head of the institution in this work. The head of the institution or his deputy is the chairman of the tariff commission.

2. The Tariff Commission is guided in its work by the current conditions of remuneration of the relevant employees and other regulations. The results of the work of this commission are reflected in the tariff lists. In addition, if necessary, the rating commission can formalize the results of its work with a protocol or any other document.

3. Tariff lists are drawn up:

For employees of the institution - a tariff list in the form in accordance with Appendix No. 1 to this Procedure (hereinafter - the tariff list of employees);

For deputy heads and chief accountants - a tariff list in the form in accordance with Appendix No. 2 to this Procedure.

The tariff lists specified in this paragraph are compiled annually as of January 1 and signed by all members of the institution's tariff commission.

During the year, additions and (or) changes can be made to the tariff lists, according to unscheduled meetings of the tariff commission, which are held in accordance with local regulations institutions.

4. The tariff list of employees is filled in by categories of personnel for each position (profession) of each structural unit of the institution in a sequence corresponding to the structure of the staffing table of the institution, with the exception of the posts of the head of the institution, his deputies and the chief accountant.

5. Column 3 "Name of the professional qualification group" of the tariff list of employees indicates the professional qualification group of professions of workers and positions of employees of the institution, which includes the profession of a worker or the position of an employee.

6. Column 4 "The level of the professional qualification group" of the tariff list of employees shall indicate the value corresponding to the number of the level of the professional qualification group to which the worker's profession is assigned, the position of an employee.

7. Column 5 "Qualification level of the professional qualification group" of the tariff list of employees shall indicate the value corresponding to the number of the qualification level of the professional qualification group to which the worker's profession or the position of an employee is assigned.

If the occupational skillset is not structured by qualification levels, then a dash is inserted in column 5.

8. Column 6 "Salary (official salary)" of the tariff list of employees indicates the amount of salary established by the Regulations for the corresponding qualification level of the corresponding professional qualification group.

9. In column 9 of the tariff list of employees, the coefficient of additional payments to employees engaged in work with harmful and (or) dangerous working conditions is established in accordance with Article 147 of the Labor Code of the Russian Federation.

10. Column 12 indicates the "Rate of allowance for intensity and high performance" of the tariff list of employees, implying payments on a regular basis throughout the year.

11. Column 15 "Coefficient of allowances for length of service, length of service" of the tariff list of employees shall indicate the value of the specified coefficient.

If the length of service, which gives the right to pay a bonus for length of service, the duration of continuous work, changes for an employee during the coming year, then the coefficient of the bonus for length of service should be indicated in two lines: on the date of filling out the tariff list of employees and on the date of change in the length of service, which is entered in column " additional information".

12. Columns 6, 18, 19, 21 of the tariff list of employees are filled in in accordance with section 2 of the Regulations.

13. In column 23 "Additional information" of the tariff list of employees, information is entered on the availability of an academic degree, an honorary title, and other information.

14. Vacant positions are reflected in those structural divisions where they exist.

In the tariff lists of employees, the monthly wage fund is calculated according to vacancies based on the average salaries (official salaries) and the average size of seniority allowances, the duration of continuous work in the relevant positions (workers' professions).

15. In the form of the tariff list of employees, the following shall not be reflected:

Payments for work in abnormal conditions;

Payments for the quality of work performed;

Bonus payments based on the results of work.

Appendix N 1. TARIFICATION LIST OF EMPLOYEES

Appendix N 1
to Order
work on carrying out tariffication
employees of the institution

_______________________________________
institution name

as of 01.01.20__

Appendix N 2. TARIFICATION LIST of deputy heads, chief accountant

Appendix N 2
to Order
work on carrying out tariffication
employees of the institution

______________________________________________
institution name

as of 01.01.20__

Appendix N 3. Recommended minimum salaries of specialists and employees

Appendix N 3
to Approximate Position
on the remuneration of employees of a budgetary institution,
for which the Regulatory Office
contract system in the procurement of Voronezh
the region fulfills the functions and powers of the founder

________________

<*>The official salary of the deputy head of the department is set at 5-10% lower than the official salary of the head of the department.

Appendix N 4. Recommended minimum salaries for positions of workers not assigned to professional qualification groups

Appendix N 4
to Approximate Position
on the remuneration of employees of a budgetary institution,
for which the Regulatory Office
contract system in the procurement of Voronezh
the region fulfills the functions and powers of the founder

Appendix No. 5. Recommended minimum salaries for industry-wide occupations of workers

Appendix N 5
to Approximate Position
on the remuneration of employees of a budgetary institution,
for which the Regulatory Office
contract system in the procurement of Voronezh
the region fulfills the functions and powers of the founder

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Can a state institution enter into staffing table position of a contract manager? What should be guided by when establishing the official salary for such an employee?

Answer

Basic concepts

In the course of its activities, the special service carries out a full cycle of public procurement, starting from its planning, conducting procurement procedures and ending with the acceptance of goods, work or services, payment under the contract, and, if necessary, carrying out claims work with the counterparty.

The 44-FZ contract manager is executive a customer who is responsible for the implementation of one or more public procurements, including the execution of each contract.

The contract manager from January 1, 2017 must have higher education or additional vocational training in procurement. Previously, professional or additional professional education was sufficient. Thus, the legislator has tightened the requirements for the professional level of the employee responsible for procurement in the organization.

The decision on the choice between these two options is made by the customer based on the data on the total annual volume of purchases (hereinafter referred to as the AGOZ). If it does not exceed one hundred million rubles, then the customer appoints a contract manager. If it exceeds, then a special service is created in the organization on the basis of a standard regulation approved by order of the Ministry of Economic Development dated October 29, 2013 No. 631. A budgetary institution has the right to appoint more than one employee responsible for public procurement and assign certain functions and powers to each of them. In this case, the requirements of the labor legislation of the Russian Federation must be observed (letter from the Ministry of Economic Development dated September 30, 2014 No. D28i-1889).

Job responsibilities should be stated in the instructions. For convenience, the customer has the right to develop and approve a regulation on such a position and specify the functions and powers in more detail.

Only a full-time employee of the organization should be a contract manager (letter from the Ministry of Economic Development dated November 10, 2016 No. D28i-2996).

Regulatory documents

In his work, the official who is responsible for the procurement is guided by the following regulatory documents:

• The Constitution of the Russian Federation;
• Federal Law No. 44-FZ;
• civil and budgetary legislation;
• regulatory legal acts that regulate the scope of public procurement in Russia;
• job description of a contract manager of a budgetary institution or regulation on a contract manager in 2018.

Order of appointment

To appoint a person responsible for public procurement, an order must be issued. The law does not establish any requirements for this document, uniform form also not developed, so you can draw it up in free form on the letterhead of the organization.

The order should refer to article 38 of the Law on contract system, list one or more employees who are appointed to such a position. At the same time, you can approve the instruction to it, which defines the work responsibilities.

Job responsibilities

The duties of a contract manager under Federal Law 44 are as follows:

• implementation of procurement planning (market research of necessary goods, works or services, development of a procurement plan, schedule, making changes to them);
• carrying out procurement procedures (creation and placement in the Unified Information System of notifications, procurement documentation, draft contract and sending invitations to participate in the determination of suppliers (contractors, performers) in closed ways);
• conclusion of a contract, its termination, as well as amending it;
• control over the execution of the contract, including the involvement of experts or expert organizations;
• control over the terms and procedure of payment under the contract;
• participation in claims work with counterparties (if necessary);
• other functions and powers in the framework of public procurement.

Example of job description

When appointing a contract manager, job responsibilities can be consolidated using job descriptions.

RATING OF THE LABOR OF THE CONTRACT MANAGER

Who is a contract manager and what are his responsibilities

Lobanova
procurement management consultant
Academy of Industrial Management. N.P. Pastukhova, Yaroslavl

State activities to combat corruption and improve transparency budget expenditures requires certain sacrifices. The result of such a struggle is the complication of individual business operations. As a result, in order to stay afloat, institutions have to constantly improve the qualifications of a number of specialists, and, if necessary, introduce new full-time positions.
At the same time, the question arises before the head: what job duties should be assigned to the employee, and also whether it is necessary to create a separate independent unit for the implementation of legislation?

The future belongs to professionals!

We have already talked about the fact that procurement should be carried out by professionals in state and municipal institutions on the pages of our magazine. It's no secret that for most customers, regulated purchases are an additional procedural burden. First of all, this is due to a shortage of qualified personnel and a high degree of staff turnover in procurement.
However, having decided to hire a specialist qualified in the field of procurement legislation, the head of the institution must resolve a number of issues:
- how much work to entrust such a specialist;
- is there enough work volume for one staff unit or you need to open several positions;
- how to control the performance of the corresponding amount of work by a specialist / specialists?
Unfortunately, at present there are no recommendations or recommendations approved by the relevant executive authorities on the establishment of the number and determination of the complexity and scope of work performed by procurement specialists. Consequently, certain studies in this direction are state and municipal institutions have to spend on their own.

Purchase volume

Such studies should begin, first of all, with the determination of the volume of purchases of goods (works, services) carried out by a specific institution-customer.
A customer whose total annual procurement volume exceeds one hundred million rubles is obliged to create a contract service, while the creation of a separate structural unit as a staff unit is not mandatory. In other cases, the customer is obliged to appoint an official responsible for the implementation of the purchase or several purchases, including the execution of each contract (hereinafter referred to as the contract manager).

Re: Inclusion of a contract manager in the staffing table

AlenaKukolkina»08 Sep 2016, 15:24

AlenaKukolkina wrote: Is it necessary to include a contract manager in the staffing table? Is it necessary to enter a separate staffing unit?

Both a contract manager and an employee of the contract service (including its head) can only be an employee of the customer (see parts 1 - 3 of article 38 of Law N 44-FZ, clauses 6, 9 of the Standard Regulation ( regulations) on contractual service, approved by order of the Ministry of Economic Development of Russia dated October 29, 2013 N 631, letter of the Ministry of Economic Development of Russia dated January 31, 2014 N OG-D28-834).
Therefore, the imposition of functions and powers on the employees provided for in Part 4 of Art. 38 of Law N 44-FZ, is possible only in accordance with labor legislation(see also the answer to question 2 in the annex to the letter of the Ministry of Economic Development of Russia dated 09.30.2014 N D28I-1889).
At the same time, as follows from the letter of the Ministry of Economic Development of Russia dated September 17, 2014 N D28i-1782, the official who is entrusted with the duties of an employee of the contract service, a contract manager, is an appropriate subject, regardless of the names of positions in the staffing table. Accordingly, the customer can either enter certain positions of employees of the contract service, contract manager into the staffing table, or not do it.
Depending on whether individual positions are introduced into the staffing table, the methods of assigning contract managers to employees of the contract service differ. necessary functions and powers. At the same time, new staff units can be introduced both in the case of the formation of a contract service in the form of a separate structural unit, and in the case when such a unit is not formed. In addition, in each of the named cases, it is possible to assign the duties of an employee of the contract service to an already working employee.
Moreover, according to the Ministry of Economic Development of Russia, reflected in the letter dated 04.06.2015 N D28i-1514, an already existing structural unit can be endowed with the functions of a contract service, and it does not have to bear the name "contract service" in the staffing table (see, for example , clause 5 of the Regulations on the contract service of the Ministry of Justice of the Russian Federation, approved by order of the Ministry of Justice of Russia dated March 31, 2014 N 51, according to which the contract service is a separate structural unit - the Department of Business Administration).
Consider each of the methods of imposing on workers specified in Part 4 of Art. 38 of Law N 44-FZ functions and powers.

44-FZ contract service and contract manager

In the staffing table of the customer, separate positions of employees of the contract service, contract manager have been introduced.
In this case, it is assumed that there are independent staff units in the customer's staffing table.
The employment of vacant staff units of employees of the contract service, contract manager can be carried out in any of the ways provided for by the Labor Code of the Russian Federation, namely by:
- conclusion of an employment contract with an employee at the main place of work or part-time (internal or external);
- transfer of an already working employee to the appropriate position in the manner prescribed by Art. 72 - 72.2 of the Labor Code of the Russian Federation.
It is also possible to instruct an already working employee additional work by position of an employee of a contract service or a contract manager by combining positions in accordance with Art. 60.2 of the Labor Code of the Russian Federation. In such situation staff unit will remain vacant.
In all these cases, work as an employee of the contract service, a contract manager is paid (part one of article 15, part one of article 60.2, article 151 of the Labor Code of the Russian Federation).

2. The staffing table of the customer does not provide for separate positions of employees of the contract service, contract manager.
In this case, the duties of employees of the contract service, the contract manager can only be fulfilled by the employees of the customer who are already working in other positions.
If initially the position of the employee does not imply the performance of the functions and powers provided for by Part 4 of Art. 38 of Law No.44-FZ, then within the framework of labor relations it is necessary to change the terms of the employment contract by agreement of the parties in the usual manner in accordance with Art. 72 of the Labor Code of the Russian Federation, as well as job descriptions. Changes in wages in this case are also made by agreement of the parties. Moreover, the norms Labor Code RF, obliging to increase wages when the scope of duties of the employee changes, they are absent.
If the labor duties performed by the employee in accordance with the employment contract and job description, do not differ from those that he must perform after receiving the status of an employee of a contract service or a contract manager, then from the point of view of the Labor Code of the Russian Federation, the labor function does not change, which means that there is no need to amend the labor contract previously concluded with such an employee.
Nevertheless, to amend the employment contract in the manner prescribed by Art. 72 or 74 of the Labor Code of the Russian Federation, will be required if a decision is made on:
- renaming the position of the employee;
- renaming the structural unit in which the employee works, if the condition about structural unit is a condition of the employment contract.

Regardless of the method chosen by the employer to formalize relations with employees of the contract service, contract managers, the employer must ensure that the qualifications of such workers comply with regulatory requirements. According to Part 6 of Art. 38 of Law No. 44-FZ, employees of the contract service, the contract manager must have a higher education or additional professional education in the field of procurement.
Furthermore, in accordance with Art. 195.3 of the Labor Code of the Russian Federation if the Labor Code of the Russian Federation, other federal laws, other regulatory legal acts of the Russian Federation establish requirements for the qualifications necessary for an employee to perform a certain labor function, professional standards in terms of these requirements are mandatory for employers. In other cases, the characteristics of qualifications that are contained in professional standards are used by employers as a basis for determining the requirements for the qualifications of employees, taking into account the characteristics of the work functions performed by employees, due to the technologies used and adopted by the organization production and labor.
The professional standard "Procurement Specialist" was approved by the order of the Ministry of Labor of Russia dated 09/10/2015 N 625n, the professional standard "Procurement Expert" was approved by the order of the Ministry of Labor of Russia dated 09/10/2015 N 626n.
Thus, in terms of the qualification requirements established by Part 6 of Art. 38 of Law N 44-FZ, these professional standards are mandatory. It should be noted that these professional standards often establish more stringent requirements for the qualifications of workers than those provided for by the cited norm of Law No. 44-FZ. So, for example, in relation to employees performing duties assigned to separate generalized labor functions, there are requirements for work experience. These requirements by virtue of Art. 195.3 of the Labor Code of the Russian Federation are of a recommendatory nature for the employer, since Law N 44-FZ does not establish them. A similar point of view is expressed in the letter of the Ministry of Economic Development of Russia dated June 27, 2016 N D28i-1744. Messages: 450Registered: 01 Jul 2014, 10:34