For which you can give an award to an energy engineer. Indicators of bonuses to employees of the enterprise by department: about the features of accrual. Evaluation Criteria for Division, Site and Shift

The legislation does not oblige the employer to establish a fixed rate or observe any proportions regarding the amount of bonuses.

In general, even with regard to the mandatory use of the bonus system, there are no legislative acts, but despite this, employee incentives are applicable in almost every enterprise, since it stimulates their performance.

That is, the presence of such indicators makes it possible not only to designate a conscientious employee, but also to indicate the specific results of his work. you will learn how to correctly draw up an order for bonus payments to employees.

How to implement a bonus system at an enterprise - see this video:

Performance criteria

All this indicates the need, when forming, to designate indicators by drawing a differential with respect to the main criteria:

Types and scale of work;
The degree of responsibility depending on the position;
The period, conditions and quality of work.

Systematization of conditions

When forming a system of indicators, it is necessary to take into account a large number of factors and conditions inherent in a particular enterprise.

Most often, when developing a regulation, the following classification of indicators is taken into account:

Accrual of bonuses according to job rank:

Individual encouragement of an employee with a bonus, the amount of which is calculated depending on the position;
The general bonus for all employees of the enterprise is the same amount for everyone.

Periodicity:

Every quarter;
Every month;
Annual.

Bonus calculation option:

Based on the percentage of wages;
Expressed as a lump sum.

Payment options per year:

Systematic;
Disposable - dedicated to certain holidays.

Use of taxation:

Payments are taxed;
Not taxed.

Funds used for reward:

Accrual from the main fund of the enterprise;
From other funds.

Important: such a systematization makes it possible to reward employees only if all the conditions are met, or even to deprive them of incentives due to failure to fulfill the assigned tasks.

How to correctly draw up an order to deprive an employee of the bonus - read.

Who decides on the nominee for the award

Important: the presence of a bonus system at the enterprise provides not only high labor performance, but also increases the financial position of the company.

Content and forms of bonuses at the enterprise.

Depending on the result of the work applying for the prize, the decision on the bonus can be made by:

The head of the enterprise himself;
Or by coordinating it with a trade union representative.

At the same time, the Regulation should indicate adequate indicators and norms corresponding to the profitability of the enterprise.

Criteria for defining employees

Since the employer has the right to choose exactly how he needs to reward the employee, taking into account all conditions, it is permissible to apply general criteria for assessing personal qualities workers in any kind of enterprise.

Most often, the following characteristics are given priority:

Sociability and initiative;
Organization and discipline;
Constant striving to replenish the baggage of knowledge;
Analytical mind;
Analytical ability;
Ability to resolve collective disagreements;
Ability to quickly respond to what is happening;
Responsibility and integrity.

Having hired a new employee, the employer, over time having determined the necessary qualities in him that meet all the criteria, will be able to draw conclusions for the provision.

Methods for assessing labor efficiency

To correctly determine the indicators, it is necessary to use a system for assessing the effectiveness of the work performed. To do this, you should:

Determine the type of work;
Study its specifics;
Determine the level of training of the employee;
Determine working conditions;
Take into account the availability of special equipment;
Determine the experience and skills of the employee.

To get an answer to all these questions, almost every enterprise has a compiled testing questionnaire, the completion of which by an employee allows the manager to determine the quality of the work performed.

In addition to this method, in practice, for assessment, it is possible to apply the following options:

Interview method - in the course of which the manager polls the employee exactly the same as on paper, and, based on its results, draws the necessary conclusions about the quality of the work;
Observation method - it is suitable for options when an employee performs the entire process of work in front of a manager;
Questioning is the same test, the answers to the questions of which enlighten the manager about the full picture of the employee's experience.

Ways to encourage staff in each department of the enterprise

By giving bonuses to an employee, the employer encourages him to increase his productivity. In the development of an indicator for bonuses, it is possible to use a double system:

Key indicators - to indicate the most important criteria that affect the productivity of the employee, and, accordingly, the total revenue of the enterprise;
Additional indicators are acceptable for a certain category of employees in order to further increase the productivity of the enterprise as a whole.

An example of a score card for determining the amount of the premium.

In the absence of a validity period in the Bonus Regulation, the use of indicators is unlimited in time.

Important: while shaping the indicators of bonuses, it is necessary to maintain a balance between the interest of the team in reward and working conditions, which is observed in conditions of social equality.

Indicators of bonuses for the head

The system for constructing indicators for awarding bonuses to managers and individual specialists assumes the presence of the following criteria:

Determination of the results and effectiveness of the work of officials must be identified in the course of certification, the frequency of which must be strictly observed.
Distribution according to the results of certification and the relevant criteria by position, indicating a fixed salary.

Important: during these activities, the employee must understand the addiction high level salary from the results of certification.

Bonuses to the head should be based on the results of work, while it is necessary to take into account what kind of work results they have an impact on.
Evaluation of activities must be carried out in points, a sufficient number of which contributes to receiving encouragement.
Moreover, to perform effective work it is necessary to clearly define the functions of the manager, the level of their knowledge and the degree of linking these data with the main criteria for assessing the certificate.

Examples of indicators

The system of indicators of bonuses as motivation is built according to the following principle:

Quantitative	Qualitative
Revenue from the sale of services or goods	Number of products by brands, grades, etc.
Number of products released	Number of defective products
The number of products shipped by customers	How many times equipment failed
Number of repairs	How many negative and positive feedback clients
Number of services provided	Staff turnover
Temporary	Costs
Average time to produce a unit or batch of goods	Cost of goods for one piece and fulfillment of plans
Percentage of orders completed on time	Labor costs
Temporary equipment downtime	Losses due to marriage

Conclusion

Bonuses to the team are an important component of the well-coordinated work of the enterprise; the company's income and the quality of the turnover depend on the systematic and honest nature of this process.

You will learn what the employee efficiency ratio is and how to calculate it here:

How to choose bonus indicators.
That must be included in the Bonus Regulations.
When can an employer refuse a bonus?
How to justify the refusal to reward competently?
What threatens the employer with an unjustified refusal to award an employee.

The most common measure motivation the employee is a cash bonus. Does it really work? How to choose the appropriate criteria for bonuses? And how not to be held liable for the loss of the prize? Read about this in the article.

Employee incentives

The Labor Code says that the employer encourages employees who faithfully perform labor duties, in the following way:

declares gratitude;
issues a premium;
awards a valuable gift, a certificate of honor;
presents to the title of the best in the profession.

The award takes a special place on the list rewards... This is a monetary remuneration that is paid in excess of the established wages for labor success. The manager makes the decision on how much and for what achievements to reward employees.

Example of a KPI statement

When hiring, subordinates should clarify the following details:

criteria and indicators of bonuses, i.e. in what cases and for what the bonus is issued;
in what cases the employer has the right not to pay the bonus;
in which clause of the employment contract the conditions for bonuses are reflected.

The employee should be familiarized with the Regulations on Bonuses, if it has been developed at your company.

Bonuses to employees as the main way of reward

Each company itself develops a bonus system, determines the criteria for paying bonuses, a system of motivating its employees.

How to choose bonus indicators

There are various criteria for rewarding employees. Each company chooses the system that will be more efficient and convenient in practice.

Distinguish individual and collective indicators. Collectives are divided into the performance indicators of the entire company, the performance indicators of the structural unit / department and the performance indicators of the brigade, group, site. Other criteria for bonuses are also applied:

quantitative indicators (volume of services rendered; profit margin; quantity of products produced, etc.);
time indicators (work handed over or services performed at a certain time, average production time of a unit of production, etc.);
quality indicators (number of defects, customer claims, warranty claims, staff turnover in the company, etc.);
cost indicators (assessment of labor costs, loss of profit due to marriage, etc.).

The manager himself determines which criteria for evaluating the work of employees are of top priority for him. When choosing, you should rely on the following questions:

How important is this or that indicator for the success and development of the company? If the total volume of production increases regularly, will this affect the growth of the business?
How difficult will it be to measure, track, evaluate the selected indicator? Is it possible to automate the collection of data on this indicator?
Will the bonus system for ordinary employees be clear? How to make the motivation system accessible and understandable to everyone?

Bonus system of only 500 rubles: case

The editorial board of the General Director magazine tells how the spa-centers network changed the system of employee motivation, introducing a daily bonus of 500 rubles, thereby increasing its revenue by 30%.

How to prepare a provision on bonuses

After choosing the criteria for evaluating the work of employees, it is necessary to prepare an internal local act - the Regulation on employee bonuses.

It is worth determining whether the prize enter the pay system or be solely a reward. Since this measure is of a stimulating nature, it is paid when certain indicators are achieved. But there are examples when a company is obliged to pay all the amounts, no matter what:

If the bonus regulation does not specify when the employee may be deprived of the bonus.
If in employment contract the amount of the bonus was indicated, but the description of the cases in which it is paid was omitted.

The employer may provide in the local act different types premiums. Some can be included in the remuneration system, while others can be fixed as one-time payments.

Demarcate salary and one-off awards can be as follows:

Bonuses, which are part of the wage system, are paid for certain work according to approved indicators and are regular.
One-time bonuses are incentives, their employer pays for certain achievements in work.

When preparing the Regulations on Bonuses, 4 points should be taken into account:

Bonus conditions;
Criteria for calculating bonus payments;
Sources of financing;
Conditions under which an employee may be deprived of an incentive.

Another sign that the bonus is part of the salary is the indication of the cost of it in the salary fund in staffing table.

Bonus conditions

If the local acts of the company establish that the salary includes a salary and a bonus, criteria and indicators of bonuses are laid down, then the employer is obliged to follow these rules and pay the bonus as part of the salary.
If the employer wishes to reserve the right to choose, then it is necessary to fix that he does not have an obligation to pay the bonus part regularly (monthly).

Award criteria

The Regulation should state what the premium will be paid for. Quantitative, qualitative indicators and other evaluation criteria can be taken into account. It is permissible to pay a bonus based on the evaluative subjective decisions of the immediate supervisor, if he believes that a particular employee has made a special contribution to overall result, completed an order of increased complexity.

A system in which quantitative and / or qualitative indicators of the effectiveness and efficiency of personnel are taken into account is more objective and convenient. For each employee, position, staff position, key performance indicators are developed - KPI... Bonus conditions should take into account not only the interests of the business, but also the real capabilities of the personnel.

According to international companies Advanced Performance Institute, Actuate Corporation, Adobe, about 20-25% of firms improve operating activities using the KPI bonus system.

The Regulation can only indicate general principles of bonuses, and key indicators are developed for each employee separately. This method is used for top management, KPI cards are being prepared for managers.

Funding for awards

It is recommended to indicate in the local act from which sources the bonus part of the wages will be financed. The incentive is not a guaranteed payment, but an amount dependent on various indicators. This means that it is permissible to tie it not only to the personal result, but also to the efficiency of the enterprise as a whole.

Important: If the bonus is indicated in the employment contract without reference to the Bonus Regulations, the dependence on financial results the company doesn't matter. The employee will have the right to claim incentive compensation in any case.

Depreciation: depriving an employee of a bonus

The local act should prescribe the criteria by which it is possible to deprive an employee of incentives. Depreciation cannot be counted disciplinary action... Consequently, the application of a disciplinary sanction with the deprivation of the bonus part cannot be simultaneously considered a double punishment.

It is necessary to register in the Regulation all the reasons why the premium will not be paid:

failure to fulfill the plan;
increase in company costs;
being late for work;
company customer complaints;
claims from supervisory authorities, etc.

One reason in a local act for deprivation of a premium is not enough. The manager should accept an order in which to indicate for what reasons the employee is not paid or the bonus is cut in this period.

When is it permissible not to pay a premium

It depends on what type of employee bonus payment is enshrined in local acts or employment contracts.

First option- the employer has established the bonus as an incentive payment. It is a way to reward an employee for hard work and to increase his interest in achieving high company results.

Second option- the employer has established a mandatory bonus. Such a bonus can be established in an employment contract in a certain amount or as a percentage of the official salary. It is indicated as a guaranteed part of the salary without grounds on which the employee can be deprived of such a bonus.

Examples of wording in local acts, based on which, the premium can be regarded as stimulating and optional:

“The annual bonus is paid to employees based on the results of achieving key performance indicators for the year. This fact is confirmed by the assessment "
“The employee is paid an annual bonus for the reporting year, which is calculated based on the performance of key performance indicators based on the results of work in the reporting year, assigned to the employee the board of directors "
"The amount of the bonus is determined depending on the results of the employee's work and the financial results of the company"
"Grounds for calculating the premium - data statistical reporting and operational accounting. Specialists are rewarded for reducing planned losses "
“For production results and high achievements in labor, employees can be paid bonuses, including a bonus at the end of the year. The size of the individual bonus for each employee at the end of the year, half a year, month is determined on the basis of an assessment of the individual performance of the employee for the reporting period "
“The bonus is determined at the discretion of the employer and is paid based on the results of the employee's work for the reporting period. The Performance Bonus is paid after the close of the relevant fiscal year, based on financial statements legal entity".

How to justify the refusal to award employees

The justification for refusing to pay an employee a bonus part can be 2 factors recorded in a local act:

Low labor efficiency of the employee. If the employee has not reached the indicators, the courts will not satisfy the claim for the payment of the bonus.
Low efficiency of the company. If the company showed unsuccessful results for the financial year, the employer may not reward employees.

Liability of the manager for unjustified refusal to pay bonuses

Administratively, a company may fine in the amount of up to 50,000 rubles, if the manager unreasonably refuses to pay the employee a bonus if he meets all the indicators. We'll have to pay a bonus, interest and compensation for moral damage.

If the employee contacts labor inspection with a statement of violation of it labor rights, GIT can conduct an unscheduled inspection against the company and bring the employer to administrative responsibility.

In this case, the inspectorate can only identify violations, but has no right to issue orders for the payment of bonuses.
As a rule, the courts overturn orders to prosecute under Article 5.27 of the Code of Administrative Offenses, since the payment of the bonus is not the responsibility of the employer.

Example: The employer and the employee have concluded additional agreement to the employment contract stating that the employee is entitled to an additional payment for an additional amount of work, a bonus for length of service and a bonus. The employee was not paid the bonus, so he went to court.

The first instance and appeal recognized the premiums as guaranteed payments and satisfied the claim, including collecting monetary compensation for moral damage. The cassation disagreed with the conclusions of the lower courts and dismissed the claim. The defendant's license was revoked, so the plaintiff's labor obligations could not exceed the previous volume of work: there are no grounds for paying bonuses and compensation for moral damage.

Otherwise, the court determines the amount of compensation for moral damage based on the degree of the employer's fault and other circumstances. Sometimes the courts collect interest for late payment of premiums in the amount of at least 1/150 of the key rate of the Central Bank for each day of delay.

Sales Generator

Reading time: 10 minutes

We will send the material to you on:

In this article, you will learn:

Why introduce bonuses to employees
What is the bonus system
What indicators can you rely on in employee bonuses?
How to document the bonus system in the organization
How to apply for a one-time bonus
What mistakes enterprises make when developing a bonus system

Bonuses for employees - effective method motivate to work more productively. Knowing about the opportunity to receive financial incentives, employees work with high efficiency, more fruitful and efficient, improve their skills and competence. But how to organize the awarding process competently and fairly? About it – in our article.

The main purpose of remuneration and bonuses for employees

Bonuses to employees are the main method of increasing their interest in improving labor activity... If the company operates a bonus payment system, then the calculation of the final amounts is formed according to a special scheme. The main part of earnings is payment at the wage rate, piece rate system or official salary. In addition to this part, additional payments are made to the staff for high performance indicators.

The prize in the general sense (from the Latin praemium - award) is monetary or otherwise material incentives issued to an employee for success in a particular activity as a reward.

At the enterprise, a bonus is called a part of the salary focused on motivating personnel to improve the quantitative and qualitative performance criteria. Thanks to bonuses, issues in the economic sphere and in the field of management are solved much more efficiently.

Bonuses to employees for performance results are introduced primarily to improve efficiency labor process by stimulating staff to more actively perform their functions.

Types of employee bonuses: a brief classification

The diagram below shows a sample of the types of bonuses for employees.

Awards are:

production. They are issued if employees fully solve production problems and do an excellent job with their official duties. Production bonuses are systematic. That is, companies can make payments every month, every quarter, or at the end of the year;
encouraging. Such bonuses do not directly relate to the performance of the employee's official duties.

Payments are made at a time:

At the end of the year, based on the results achieved;
Every year for seniority;
Bonuses are given to employees with high performance indicators;
The payment of bonuses is tied to memorable dates, anniversaries, etc.

By forms of payment bonuses are:

monetary;
commercial (we are talking about memorable gifts, for example, personalized watches, sets of stationery, household appliances, various certificates).

Depending on the evaluation of indicators the results of labor bonuses to employees of the company are:

individual - the bonus is accrued to one or several employees, taking into account their personal contribution to the activities of the enterprise;
collective - the award is given to all personnel for achievements in labor activity. Such payments are calculated based on the collective performance of the department or company in general. Further, the received amount is distributed among employees depending on their personal contribution. Personal contribution is determined taking into account the hours worked, basic wages and the coefficient of labor participation.

By methods of accrual awards can be:

absolute who pay in solid sum of money;
relative, calculated as a percentage.

By frequency distinguish between:

systematic bonuses, which are made on a regular basis;
one-time bonuses. That is, the company financially rewards employees, for example, for solving a problem of increased complexity.

The frequency of payment of premiums depends on several factors, these are:

The peculiarity of the activities of the enterprise, its departments or specific employees;
The nature of the bonus indicators;
Accounting for labor results for certain periods of time.

By intended purpose bonuses are:

general, when awards are given for success in work;
special, when employees are rewarded for solving specific problems.

The employee bonus system and its main elements

Any organization has its own procedure for paying bonuses to employees, regulated by local documents. This is a bonus system for personnel. There are also criteria and indicators for bonuses to employees. These are the elements of the incentive payment system that determine how, to whom, and in what volume the bonuses should be given.

Elements of the employee bonus system are:

bonus criteria for employees - indicators that must be met by personnel in order to accrue a monetary remuneration;
a list of employees who are entitled to receive a bonus;
the procedure for calculating premiums;
procedure, timing of accrual and issuance of bonuses;
sources of premiums;
procedure and grounds for reducing the amount of bonuses.

Since there are no clear requirements regarding the list of elements of the bonus system at the legislative level, each company determines them at its own discretion.

Let's dwell on the existing bonus systems:

Bonuses for current activities.

This system is similar to the traditional monthly payroll scheme. That is, if an employee works well, without any comments, then bonuses are given to him monthly. Typically, the incentive payment is a certain percentage of the salary. This type of bonus is very much in demand, since it increases the motivation of workers to work and is quite simple to calculate.

Project bonuses.

The most visual bonus model. If an employee performs a predetermined amount of work, then he receives a bonus. The amount of the bonus is reported to him before the solution of the assigned tasks.

Bonus programs.

The amount here depends on the percentage that the manager is willing to pay to employees. It is he who sets the amount of funds planned for issuance. This value depends, as a rule, on the personal interest of the employer in the allocation of a specific amount for the payment of bonuses. This type of incentive is effective if the company attaches great importance to group work when employees of departments perform similar labor functions.

Loyalty rewards for the company.

As an example, here we can cite the usual thirteenth salary that companies give out to personnel under New Year... It is difficult to say for what such bonuses are paid, but this phenomenon has already become a tradition.

Bonuses as part of the management system.

The largest Russian company for the production baby food thought about how to improve productivity. As a result, it was decided to pay bonuses to the staff in case of successful implementation of the proposals.

Bonuses are also classified on an accrual basis. Some companies form bonuses from top to bottom, creating a bonus fund based on additional profit. Others build the scheme from the bottom up, that is, they immediately put the issuance of incentive amounts into the budget as part of the payroll.

Each company strives to create a flexible and universal bonus system.

Principles of bonuses to employees of the enterprise

There are special principles of bonuses:

fair and reasonable amounts of premiums;
financial interest of employees in achieving the set results;
general collective interest in work;
encouraging creative approaches to activities, responsibility, striving for the release of quality goods and services;
simple determination of the amount of the bonus;
clear and clear understanding of the ratio by employees labor practice and financial incentives;
flexible changes in the concept of bonuses in accordance with the new goals and objectives of the material incentive;
publicity of the premium concept as a combination of material and moral incentives in work.

Criteria for rewarding employees should correspond to the types of production tasks, depending on what kind of labor contribution to the development of the company was made by each employee and the entire team as a whole. There should be very few criteria. At the same time, it is necessary that there are enough of them to ensure the connection between the incentive and the main production goals with the results of the work of hired personnel.

Indicators of bonuses to employees: whom and for what to reward

To justify the accrual of bonuses, it is necessary to clearly formulate the indicators of bonuses to employees of the enterprise. There are indicators:

quantitative (fulfillment and overfulfillment of the planned volume, the percentage of fulfillment of the production standards, ensuring the uninterrupted and rhythmic functioning of the equipment, compliance or reduction of the planned terms of repair measures, carrying out work in a smaller number in comparison with the norm, etc.);
high-quality (improving the quality of manufactured goods (works) and other technical and economic indicators of the company's activities (workshop, site, shift, team), including a decrease in the labor intensity of goods, savings in comparison with the established consumption rates of raw materials, materials, fuel, tools and others material values, reduction of standard losses of raw materials, fuel, energy).

The criteria for awarding bonuses to employees are:

Execution / overfulfillment of planned works for the release of goods, provision of services;
Clear and full adherence to the requirements of job descriptions and labor agreements on the part of employees;
Saving the resources of the enterprise by employees in the course of work;
Conclusion of a certain number of contracts for a set period of time: month, quarter, year;
Employee absence disciplinary action for a specific time period;
Compliance with the norms and rules of labor protection;
Exhaustive execution of applications of local acts of the enterprise;
No defective released goods;
Lack of substantiated complaints from the company's customers.

Bonuses to managers, specialists and employees are calculated based on criteria related primarily to making a profit.

Among the criteria for awarding executives are:

the efficiency of the entire enterprise (for the head) or the structural department (for the heads structural units);
the volume of work performed by personnel under the guidance of a specific boss;
the absence or the minimum number of defective goods at the sites entrusted to managers;
adherence to job descriptions and provisions of labor agreements on the part of employees;
the conclusion by the chief or employees in his subordination of contracts beneficial for the enterprise;
solution of important tasks related, for example, to the organization of personnel training.

The company must clearly list the criteria for bonuses, differentiate them by groups of employees and departments. It is possible that a single bonus criterion will turn out.

The amount of bonuses is set in accordance with each bonus indicator or as a percentage of the basic salary, or in a fixed amount Money... So, for an increase in production volumes, an improvement in productivity, a decrease in the cost of goods or an improvement in the quality of products (works, services), the amount of the bonus is assigned as a percentage for each measurable point of improvement of the corresponding indicator in comparison with its norm, planned or other value.

Each company issues bonuses to its personnel at different intervals. Bonuses for employees in this regard are determined production features and the nature of the enterprise's labor activity, the duration of the production cycle and the conditions for calculating bonuses, the frequency of planning, accounting and reporting established for them. Staff bonuses are usually given every month.

Why document the conditions for bonuses to employees

The Labor Code of the Russian Federation states that the employer has the right to assign a bonus to his employees, but he is not obliged to do this. That is, the head, at his own discretion, decides the issue of approving a wage system that provides bonuses. The mechanism of remuneration can be piece-rate bonuses, salary bonuses, etc. This fact must be recorded in local acts.

Important! If the internal documentation of the enterprise reflects the remuneration system, which includes bonuses, then the employer in this case is obliged to calculate and issue bonuses to his personnel in accordance with internal agreements. If he does not fulfill this obligation, workers can contact the labor inspectorate. That is why it is important to correctly reflect in the documents the procedure and conditions for issuing awards.

Let's list the documentation in which the conditions and procedure for awarding bonuses to employees should be spelled out:

Employment agreement with the employee.

The employment contract should indicate the conditions for the payment of wages and additional financial incentives, including bonuses (Article 57 of the Labor Code of the Russian Federation). It should be unambiguously clear from the text of the document when an employee has the right to count on bonuses and to what extent.

The condition of bonuses in the labor agreement can be reflected in two ways: fully indicate the circumstances and procedure for issuing bonuses or refer to the internal regulations of the enterprise, where this information is spelled out.

It is better to give preference to the second option and mark the name of the local documentation in the text of the agreement. It's easier and more convenient. If it is necessary to change the conditions of bonuses, then it will only be necessary to reflect this in these internal documents, and not in each agreement.

Regulations on remuneration, regulations on bonuses.

Here managers indicate all the important conditions for bonuses:

the possibility of financial incentives for employees (remuneration system);
the types of bonuses existing in the company, and how often they should be paid (for the results of activities during a month, quarter, year, or, for example, a one-time bonus on the eve of holidays, etc.);
list of employees to be rewarded (all personnel, specific departments, selected positions);
specific indicators and scheme for calculating bonuses (for example, a certain percentage of salary for fulfilling a sales plan; a fixed amount for specific holidays, etc.);
other conditions established by the management. The main thing is that there are no inconsistencies between the conditions of accrual and the issuance of bonuses. It should clearly follow from the conditions when and in what amount the management is obliged to reward the staff of their institution.

Collective agreement.

If a collective labor agreement is concluded between the employer and employees, then it should also contain information on the procedure for calculating and issuing bonuses.

Note: the employee must sign the employment contract, as well as leave a signature in the regulation on remuneration, in the regulation on bonuses and in the collective agreement (if any) after reading it. These documents are provided to the employee by the manager.

Regulations on bonuses for employees

Bonus regulations - internal document enterprises where all the rules for rewarding personnel are spelled out. The employee bonus regulation, a sample of which you can download on the Internet, has an important advantage. The tax inspectorate will not be able to present claims to the company related to the inclusion of bonuses in the composition of labor costs when calculating income tax.

The regulation on bonuses for employees (2018) can be presented in the form:

Section (appendix) of the collective agreement;
Section of the regulation on remuneration;
An independent normative act.

If the company is small, it is allowed to draw up a single provision on bonuses. If the firm is rather large, it is better to develop a statement for each division or group of departments.

Structure of this document always the same. It prescribes the criteria and conditions for issuing bonuses, the amount and frequency of their payment, the calculation scheme, a list of violations due to which the premium is reduced, as well as a list of payments for which bonuses are not charged. It is recommended to include the following chapters in the provision on bonuses for employees, which you can download on the Internet:

Chapter 1. General Provisions.

In this section, the goals of introducing the bonus system are prescribed. Let's say that monetary incentives can be aimed at increasing labor productivity or the quality of goods, works and services.

Chapter 2. Types of bonuses and conditions of bonuses. It is better to reflect in the document what the premium is assigned for and by what criteria it is paid. So, bonuses may be due for:

the intensity of labor activity;
continuous work experience at the enterprise;
results of labor activity.

Important! In order for the accrual of bonuses to be justified without problems, it is necessary to develop and clearly formulate the criteria for bonuses to employees.

You should not use vague wording, for example, "for conscientious work" or "observance of labor discipline."

Here you can also mention the bonuses for the holidays and other rewards paid out of profits. In general, bonuses may differ depending on:

categories of employees: for example, bonuses are awarded only to workers, bosses, specialists or employees (used to assess the results of production activities) or to all personnel (for example, bonuses for length of service or for general achievements in work);
time of payments (based on the results of work for a month, quarter or year);
frequency of issue (bonuses are both regular and one-time);
the fund from which the funds are taken for the issuance of bonuses (from the wages or profit fund);
attitudes towards taxation (whether premiums are taken into account for tax purposes or not);
the amount of premiums (fixed or as a percentage of some indicator).

Chapter 3. The procedure for calculating bonuses.

This chapter establishes a list of employees who are entitled to bonuses. They prescribe the names of departments, specialties, positions or types of work.

The amount of the bonus can be expressed in a specific amount, as well as as a percentage of a specific indicator. For the full implementation of the plan, the manufacture of products in the prescribed volume, the absence of defective products, complaints, the performance of work and the provision of services at a given time, etc., the unchanged amount of bonus may be due (for example, 15% wages, 40% to the constant part of the salary).

If it is difficult to determine the amount of incentive payments due to the large number of bonus criteria, it is better to set the minimum and maximum amount of bonuses (for example, the amount of the monthly bonus is from 10 to 40% of the salary). Often, department heads are instructed to set the amount of bonuses for a particular employee. But in such situations, managers can be accused of bias. Therefore, it is better if the amount of the premium is nevertheless associated with specific criteria.

In addition, the chapter should describe the scheme for making a decision on the accrual of bonuses:

Who decides to reward employees;
How this decision is brought to the accounting department;
How often a bonus is awarded to employees;
How long does it take to make a decision on staff bonuses based on the results of a month or quarter?

It also indicates the conditions due to which the management has the right to reduce the amount of the bonus:

the employee does not perform or performs in an inappropriate manner his labor functions;
violates the internal work schedule;
violates labor discipline (skips, appears at work in a state of alcoholic, narcotic, toxic intoxication, etc.);
does not follow orders from superiors;
violates the requirements of labor protection and industrial sanitation.

Chapter 4. Types of violations that reduce the amount of bonuses.

This chapter prescribes the conditions for issuing premiums, as well as a list of situations due to which the premium is reduced or not assigned:

the employee was transferred to a position with a lower pay, he was reprimanded or reprimanded;
the employee violated fire safety and safety precautions, labor protection requirements, internal labor regulations;
poorly performed his labor functions prescribed in job description, ignored their duties or performed them in an inappropriate manner;
did not follow the orders and orders of the management or the requirements of other administrative documents of the company;
lost, damaged, caused damage to the property of the enterprise or other loss by his actions;
skipped weekdays, showed up at work in a state of alcoholic intoxication, or was absent for no good reason.

Chapter 5. Conclusion.

The chapter indicates how the regulation comes into force and how long it is valid.

The moment of entry into force can be reflected in the document itself or in the order of the head of the enterprise. If the period of validity of the regulation is not indicated, it is considered that it is unlimited. That is, the provision is relevant until it is canceled or until the moment when the company adopts a new internal act, which prescribes the procedure for awarding bonuses to employees.

How to draw up a memo and an order for bonuses to an employee

Regular bonuses provided by the remuneration system do not need to be fixed in separate documents so that decisions on the issuance of such remuneration can be made. The procedure for incentive payments is already reflected in the internal statutory act on bonuses.

If the manager wants to issue an unplanned bonus to a specific employee, thus noting his merits, and this financial incentive is not provided for by a collective or labor agreement, he can apply to higher authorities for the issuance this decision... In this case, a memo is drawn up (bonuses for employees). The main part of its content is information about the basis for the question of employee bonuses.

The final decision on both regular and one-time bonuses is made by the director of the enterprise. But in the first case, he approves the results of the distribution of the company's bonus fund, and in the second, he decides whether it is worth rewarding the employee or not.

The official employee's bonus includes the following information:

The name of the company (in full) where the employee works;
FULL NAME. general director institution and direct manager of the employee in respect of whom the question of bonuses has arisen;
General information about a specialist, his work experience, a list of successes and achievements in work;
Description of a specific situation, as a result of which it was decided to award this employee(for example, he overfulfilled the plan, developed and implemented a rationalization idea, etc.);
Prize application;
Date of preparation memo.

The head of the division where the employee to be awarded is obliged to familiarize himself with the memorandum and sign it. If an employee has several managers of different levels, then all of them must sign the document.

After the approval of the application for bonuses (the visa of the director of the enterprise acts as a confirmation on the form of a memo) personnel department generates an order for bonuses to employees, a sample of which must be in each organization. The order must also be signed by the head of the company. When all the documentation is completed, the accountant issues a bonus to the employee.

To issue a bonus order, you can fill in:

uniform forms T-11 and T-11a, approved by the decree of the State Statistics Committee of the Russian Federation dated 05.01.2004 No. 1;
free form. It must be developed and approved by a specific company.

In either case, the order will have legal force, since from October 1, 2013, it is allowed to use not only unified forms for drawing up this document (see the data of the RF Ministry of Finance 04.12.2012 No. PZ-10/2012, section "Forms of primary accounting documents ").

But the order form must still contain the information necessary for such documentation (see clause 2 of article 9 of the Federal Law "On Accounting" dated 06.12.2011 No. 402-FZ), namely:

Title of the document;
the date of its formation;
the name of the institution;
the size and unit of measurement of the premium (for example, a cash bonus of 10,000 rubles, etc.). In this case, it is necessary to register:
Full name of the awarded employee;
the title of his position and the corresponding structural department;
basis for bonuses;
form of encouragement;
the size of the bonus;
according to whose idea the bonus is being awarded;
job title, full name and signature official responsible for the execution and / or registration of the operation / event;
the signature of the director of the enterprise.

Rostrud's letter dated February 14, 2013 No. PG / 1487-6-1 says that non-governmental institutions have the right to use free forms of primary accounting documentation containing the above data.

Evaluation of the effectiveness of the employee bonus system

In order for the employee bonus system to be effective and function successfully, it must be regularly analyzed and monitored. If errors are detected and eliminated at every stage in a timely manner, then both an individual employee and the entire company will work much more efficiently.

In short, an effective incentive system provides visible economic benefits that exceed the cost of its implementation. Moreover, each employee receives an appropriate financial reward for his work.

The main criteria by which the bonus system is assessed are:

compliance of the indicators taken into account when awarding bonuses to the goals of the department or enterprise in general;
assessment of how correctly the basis for the calculation has been chosen. It is necessary to regularly analyze the degree of implementation of the selected system of indicators over a long period of time. If the established baseline is below the actual level of its implementation on a regular basis, it needs to be revised;
the presence of positive dynamics of the estimated indicator from the introduction of the bonus system. If the incentive scheme does not contribute to the improvement of the specified labor indicators, then it has exhausted itself, and therefore you need to think about introducing a different mechanism. In this case, the influence of factors that do not depend on the will of the employee should be excluded (malfunctions technical means, forced downtime);
the adequacy of the amount of the bonus. The amount of the bonus must exactly correspond to the achievements of the employee. It is rather difficult to assess this, since it is necessary to analyze the impact of numerous factors. If several bonus factors are established, you need to find out if there are any imbalances in the labor costs required for their implementation. It should be understood that bonuses in the amount of 7% or 10% of the salary, the tariff rate, are not incentive;

Engineer Awardcan be paid both for achievements in the field of work, and as an award for outstanding service (Nobel and other prizes). The article discusses the various awards that can be awarded to engineering workers.

Engineers carry out technical activities, applying scientific, economic and other knowledge that make it possible to use natural resources for the benefit of humans. Such activities include the development of technical devices, planning, design, design activities, development and testing of structures, preparation of technical. documentation, testing, equipment debugging, etc.

The sphere is extremely wide, and a significant number of people living in Russia are involved in it. In this regard, many representatives of the profession have a question: what types of awards can you count on?

The vast majority of engineers are employed in organizations (for individual entrepreneurs, in budgetary institutions), respectively, their bonuses are provided for by the current national legislation. The first and main type of bonuses is named in the Labor Code of the Russian Federation (hereinafter referred to as the Labor Code of the Russian Federation). By virtue of Art. 129 of the Labor Code of the Russian Federation, bonuses are included in the remuneration system, and are a type of employee reward for conscientious work.

The procedure for the payment of such bonuses at the level of federal legislation is not clearly regulated, which makes it possible in specific companies to adopt internal regulations governing the procedure and amounts of payments (by virtue of Part 2 of Article 135 of the Labor Code of the Russian Federation). It can be a collective agreement, a local act, or an agreement. The possibility of securing the possibility of bonuses in the employment contract is not excluded (Article 57 of the Labor Code of the Russian Federation).

The procedure for bonuses established by the internal regulations organizations, can be arbitrary, with one restriction - it cannot diminish the rights of engineers established at the legislative level, for example, Labor Code RF.

Bonuses can be established for various qualitative and quantitative indicators of labor. We set out a fairly detailed list of criteria for awarding in the article: “ ». All grounds indicated in the cited publication are also relevant for engineering workers.

International awards for engineers

The list of international awards for engineering workers is enshrined at the legislative level. They are listed in the List approved by the Decree of the Government of the Russian Federation of 06.02.2001 No. 89. This act also reflects foreign and Russian awards, including for engineers (more than 100 awards in the field of science and technology).

The international awards under consideration have nothing to do with the prizes provided for by the Labor Code of the Russian Federation. They are akin to the Nobel Prize and are nominated for outstanding achievements in a particular area.

Here are some of the bonuses that engineers can apply for. They include prizes like Nobel Prizes and other types of prizes.

Award title	Description of the award
Karpinsky Prize	This is an award of the German A. Toepfer Foundation. Awarded for achievements in the field of natural sciences, ecology, environment... Size since 2002 - 15,000 euros
Eduard Rain Foundation Prize	German Foundation for Research Achievement Awards. Technology award - EUR 30,000
International Blue Planet Award	Japanese award, including for engineers who have made significant progress in the field of the environment. Size - $ 400,000
International Wolf Award	Israel Prize in Physics, Chemistry, Mathematics, awarded annually. The size is $ 100,000. It is considered extremely prestigious and is regarded by many as the second most prestigious after the Nobel
European Physical Society Prize	European Prize for Condensed Matter Physics. The amount of the award is $ 50,000.
Medal with the prize of the International Institute of Electrical and Radio Engineering Engineers	An award given by an international non-profit association technicians... Awarded for creating, planning and administering large projects
European Academy Prize for Young Scientists of the CIS	Prize for scientists from CIS countries (Kazakhstan, Russia, Ukraine, Uzbekistan, etc.) for achievements in mathematics, mechanics, physics, chemistry, etc.
Harvey Award	Israel Prize for technical sciences... It was handed over, for example, to V.I. Arnold (Russia) for achievements in the field of dynamical systems, singularity theory
Al-Khwarizmi Prize	Iranian International Science and Technology Achievement Award
King Faisal Prize	The so-called Arab Nobel Prize, which was established in 1979. Awarded also for scientific achievements. Amount of premiums - $ 200,000
Max Planck Prize	German award, including in the field of natural and technical sciences. Among those awarded with this prize - 6 laureates nobel prize... Its size is 750,000 euros.

The above list is just the main, most prestigious international awards. You can familiarize yourself with all types of international awards by studying the above List No. 89.