INTRODUCTION

In conditions when the results of the company's activities depend on the work of the personnel, the contract form of hiring and remuneration is an effective way to provide the enterprise with highly qualified personnel.

A contract that legally secures a “special” position for highly qualified specialists is a contract that, on the one hand, that this employee will work at the enterprise for a certain period of time, will be liable for failure to fulfill duties, and on the other hand, guarantees the employee a number of working conditions (salary level, moral living conditions and other guarantees).

There is a need to protect the interests of the employer in the conditions of market competition by securing part-time work in a competing company, establishing liability for the disclosure of trade secrets, by fixing the relevant duties of the employee in the contract.

The course work requires fundamental theoretical knowledge and practical skills in the course "Economics of the enterprise (organization)", therefore, it is an independent scientific work that requires the application of this knowledge after studying the theoretical course

The purpose of the work is to study the theoretical foundations of contractual remuneration and to calculate the technical and economic indicators of the enterprise.

Work tasks:

· consider the theoretical foundations of the essence and principles of using the contract system of hiring and remuneration;

· to analyze the existing practice of applying the contract system of remuneration;

Evaluate the effectiveness of the contract system of remuneration;

· to calculate the technical and economic indicators of the enterprise.

Course work covers the main topics of the discipline, connecting them into a logical chain, which allows, according to the calculations, to trace the relationship of the main indicators of the enterprise (organization) and determine the result of the enterprise's activity in the form of a feasibility study.

THEORETICAL BASES OF CONTRACT PAYMENT

The concept and content of the contract wage system

The contract system -- is a kind of tariff-free system of remuneration, involves the conclusion of an agreement (contract) for a certain period between the employer and the contractor / 3 /.

An employment contract (contract) is concluded in writing when hiring an employee, which specifies working conditions, the rights and obligations of the parties, the mode of operation and the level of remuneration, as well as the duration of the contract. The contract also sets out the consequences that may occur for the parties in the event of its early termination by one of the parties. The contract may include both the time spent by the employee at the enterprise (time-based payment), and a specific task that the employee must complete in a certain time (piecework payment).

By agreement of the parties, the employment contract may provide for various additional payments and allowances of a stimulating and compensatory nature / 1 /:

for professional excellence and high qualification;

For classiness

for deviations from normal working conditions, etc.

The contract may reflect the issues of providing official transport, additional leave, living space, etc.

Contract - an employment contract concluded in writing for a period specified in it, containing features in comparison with the general norms of labor legislation and providing for a specific minimum compensation for the deterioration of the legal status of an employee (Appendix).

The contract may be:

when hiring an employee;

with an employee whose employment contract was concluded for an indefinite period. The conclusion of the contract is carried out in connection with justified production, organizational or economic reasons.

Contracts with pregnant women, women with children under the age of 3 years (children with disabilities - under 18 years old), employment contracts with whom were concluded for an indefinite period, are not concluded if they have not consented to the conclusion of such contracts.

The main function of an employment contract is the generation of labor relations. The subject of an employment contract is the labor force of a particular person. Thus, from an economic point of view, an employment contract is a contract for the sale of labor, and by legal nature, it is a contract for the employment of labor / 5 /.

Another function of the employment contract is that it serves as a legal form of labor organization at enterprises in institutions and farms. Through the employment contract, the distribution of the workforce in production is determined, the labor duties of the personnel are distributed.

Many terms of an employment contract are strictly regulated by law, and the parties cannot change them if the situation of the employee worsens as a result, even by mutual agreement.

If the condition of the contract fully coincides with the norms established by law, then it is possible not to duplicate the legislation and not indicate this condition. But it is necessary to consider all the conditions of the employment contract, since the parties may not be aware of the existence of norms.

The employer can change most of the norms established by law in the direction of improving the position of the employee. Of course, in this case, it is necessary to clearly fix the conditions determined by the agreement of the parties in the employment contract.

Contracts (agreements) are among the documents that are the most important evidence in the arbitration court in case of disagreement.

In a market-type economy, the leading place is occupied by a contractual, contractual system of remuneration.

In all sectors of the national economy, two forms of wages / 5 / are used:

payment for the quantity and quality of manufactured products at established prices is called piecework;

payment for the amount of time worked, taking into account the qualifications of the employee, regardless of output, is called time-based.

The level of remuneration is fixed in an agreement between employees and the administration, which can be individual or collective.

28.08.2019

The contract system of remuneration is one of the varieties of payroll.

Its distinctive characteristic is that, for its approval, an agreement is concluded between the parties to the employment relationship, the validity of which is limited.

How the salary is calculated with this form, when it is convenient to use it - read about it in the article below.

What is it - concept and features

The need to create such a form of calculating the income of working citizens was due to the current conditions of a market economy. The contract system involves tracing a clear relationship between the quality of the obligations performed by the employee and the method of their payment.

The amount of salaries and various additional payments in this case is determined by the employer independently. This rule is regulated by article 135 of the Labor Code of the Russian Federation.

The contract must include the following points:

• features of production conditions;
• rights and obligations of both parties to the contract;
• internal procedures of the company;
• the applied system of remuneration;
• period of validity of the document;
• responsibility of the parties to labor relations.

When drawing up a contract or agreement, some characteristics are taken into account, according to which the conditions for calculating wages are determined. These include the following factors:

• personal interest of a citizen in work;
• the level of professional qualifications of a potential employee;
• the degree of additional workload placed on the worker.

Agreements of this nature are usually of an urgent nature. Their duration varies from 1 year to 5 years.

Thanks to the contract (contractual) system of remuneration, the company's management determines and retains the most valuable employees.

It is the responsibility of the employer to set a minimum wage.

The contract form implies the payment to the employee of the enterprise of various cash bonuses and allowances due to him for the high quality of work. This item should be set out in detail in the concluded agreement, which is drawn up when a citizen is approved for a position.

How to calculate wages?

The final level of wages under the contract wage system is directly affected by KTU - the coefficient of labor participation. This indicator is determined by evaluating the achievements of employees.

KTU is used in organizations where teams operate. The size of this value is affected by the amount of time worked by working citizens and the level of training of each employee.

The technology for determining the coefficient is not reflected in the Legislation of the Russian Federation. In connection with this, the algorithm for finding it must be established by the employer and approved by the collective agreement. In this case, the condition must be observed - the rules for its calculation should not contradict the norms of the Labor Code of the Russian Federation.

KTU can be in the range from 0 to 2. The larger this value, the higher the employee's salary.

Under the contractual system of remuneration, a salary is established, which the employee will receive in any case. The amount to be added to the fixed amount depends on the quality of his work.

Salary when using KTU can be calculated in several ways:

• the money intended to pay all the employees of the company is divided by the number of employees. After that, the obtained value is corrected depending on the value of the KTU;
• working citizens are transferred a fixed salary and an amount calculated taking into account KTU.

In what cases is the contractual form applicable?

The contract system can be installed in any organization, so it has become widespread in all industries.

The contractual methodology is especially in demand in the service sector.

For example, it is often used in private clinics where medical care is provided by highly qualified specialists.

The contract can be concluded with employees of senior positions, employees of narrow specialties, etc.

In public institutions, such a wage system is used in order to retain specialists with rich work experience and a high level of qualification.

Profession examples

Contracts can be concluded with specialists working in almost any field of activity. At the same time, the contract form of payroll is most often used in relation to professions that differ in the following characteristics:

• creativity;
• problematic establishment of clear rules for the performance of official duties;
• the presence of a direct connection between the implementation of work and the result of labor activity;
• the need to achieve a specific goal within a limited amount of time.

Pros and cons

The contractual system of the species has a number of features and characteristics. Among the positives, the main one is a clear distribution of employee responsibilities. By establishing such a methodology for determining the amount of wages, the employer increases the level of productivity of the enterprise.

By working in this way, citizens themselves can change their income for the better. Specialists with a high level of professional qualifications can use the contract system as an additional form of income.

The main disadvantage of contractual technology is the high risk of dismissal.

If a working citizen does not fully or improperly fulfills his obligations, the employer has the right to terminate the employment contract with him unilaterally.

Useful video

What you need to know about the contract payment system:

Contract - an employment contract concluded in writing for a period specified in it, containing features in comparison with the general norms of labor legislation and providing for a specific minimum compensation for the deterioration of the legal status of an employee.

The contract may be:

• § when hiring an employee;
• § with an employee whose employment contract was concluded on

indefinite term. At the same time, a change in essential working conditions - the conclusion of a contract is carried out in connection with justified production, organizational or economic reasons, about which the employee must be warned in writing no later than one month before the conclusion of the contract (part three of Article 25 of the Labor Code of the Republic of Belarus, from January 1, 2000 d. - Article 32 of the Labor Code of the Republic of Belarus).

Contracts with pregnant women, women with children under the age of 3 years (children with disabilities - under 18 years old), employment contracts with whom were concluded for an indefinite period, are not concluded if they have not consented to the conclusion of such contracts.

The main function of the employment contract is that it generates labor relations. The subject of an employment contract is the labor force of a particular person. The concept of "labor force" is defined as the totality of the physical and spiritual abilities of a person. Although labor power is a commodity, it is inseparable from the personality of a person, therefore it does not become the property of the buyer, but is transferred to him for temporary use. Thus, from an economic point of view, an employment contract is a contract for the sale of labor, and by a legal nature, it is a contract for the employment of labor.

Another function of the employment contract is this is that it serves as a legal form of labor organization at enterprises in institutions, farms. Through the employment contract, the distribution of the workforce in production is determined, the labor duties of the personnel are distributed.

In addition to the fact that an employment contract gives rise to labor relations, it regulates their further development. Changing the terms of the contract entails a change in the rights and obligations of its participants, and its termination means the termination of labor relations.

In addition to the conditions that are established by law, there is a range of issues determined by the agreement of the parties. The method of individual contractual relations allows you to better take into account the personal characteristics of the employee, to specify his labor duties.

The content of the contract is the whole complex of conditions that determine the mutual rights and obligations of the parties. Some conditions of the employment contract are established by labor legislation. Many terms of an employment contract are strictly regulated by law, and the parties cannot change them if the situation of the employee worsens as a result, even by mutual agreement. If the condition of the contract fully coincides with the norms established by law, then it is possible not to duplicate the legislation and not indicate this condition. But it is necessary to consider all the terms of the employment contract, since the parties may not be aware of the existence of rules that nevertheless operate and regulate their relationship.

The employer can change most of the norms established by law in the direction of improving the position of the employee. Of course, in this case, it is necessary to clearly fix the conditions determined by the agreement of the parties in the employment contract.

The conclusion of a specific contract usually begins with a proposal to conclude it - sending an offer. The offer must contain the main terms of the proposed transaction. Acceptance of the offer by the other party is considered acceptance (consent). The exchange of documents between the parties may take place by postal, telegraph, teletype, facsimile, electronic or other communication, which makes it possible to reliably establish that the document comes from the party under the contract.

Contractual relations can also be established by presenting one of the parties of the draft contract. Having received the draft, the other party considers it and, if there are no objections, signs it. One copy of the contract is returned to the party that drafted the project.

When drawing up contracts and concluding them, special attention should be paid to:

• - a clear statement of the rights and obligations of the parties;
• - the possibility of termination of the contract by any of the parties;
• - sanctions against each of the parties for non-fulfillment of obligations;
• - compliance of the clauses of the contract with the Law "On Protection of Consumer Rights" and other legislative acts;
• - compliance of signatures, seals, dates, legal addresses.

When specifying the price of the contract, it is necessary to follow the requirements of the legislation, which establish that monetary obligations must be expressed in rubles. It is allowed to mention other currencies, but only in the wording "to be paid in rubles in an amount equivalent to the amount in foreign currency." Failure to comply with this rule will lead to the recognition of the contract as invalid.

The components of the contract are:

• - name of the type and title of the document (contract of sale, contract for the supply of consumer goods, contract for technical assistance):
• - date, number, place of compilation;
• - names of the parties (full names of organizations);
• - subject of contract;
• - conditions and terms of delivery, transportation, storage, packaging, labeling, advertising and sale;
• - conditions and terms of payment, features and procedure for settlements;
• - the order of delivery and acceptance of work performed;
• - responsibility of the parties;
• - guarantees, insurance and force majeure circumstances;
• - transfer of ownership and risks;
• - settlement of disputes;
• - legal addresses of the parties (indicating postal addresses, bank details, phone numbers, fax numbers);
• - signatures of officials (indicating positions, transcripts of signatures and dates of signing documents);
• - printing firms-contractors.

Contracts (contracts) are among the documents that are the most important evidence in the arbitration court in the event of disputes, disagreements. They must be immaculately designed. The signatures of the parties to the contract must be legible so that the author of the signature can be unambiguously identified. If the text of the contract is drawn up on several sheets, they must be numbered and stitched. In a number of cases, each sheet of the contract is signed in order to exclude statements by unscrupulous partners that they are not familiar with this or that sheet.

Fax should be used very carefully when signing a contract, especially with new counterparties. The exchange of facsimile contracts occurs only when the parties have long and fruitfully cooperated. In the arbitration court, great importance is attached to the original signature and blue (violet) seal on contracts.

In order to avoid possible loss or theft, it is best to keep the original copy of the contract in a safe, and use a photocopy of the document for current work.

Commercial contracts (agreements) are stored for 5 years after the expiration of the contract or the fulfillment of its conditions.

Contracts with foreign partners, taking into account the difference in the limitation periods of other countries, should be kept for at least 10 years. Contracts of a large amount or of importance may be transferred to archival storage.

Contract wage system- one of the most important and most complex areas of development of the contract system of labor activity of employees. The organization of remuneration under the contract should be aimed at guaranteeing the employee's earnings, should stimulate the high efficiency and return of the employee's labor. This system wages It is built on taking into account the individual characteristics of a person, his work and production.

In order for the organization of wages to be binding, all of its most important constituent elements are determined in accordance with the law "On Collective Contracts and Agreements" by agreement of the parties and are fixed in collective agreements.

If the company has tariff scales and salary schemes or a single tariff scale, and for a specific employee, the general terms of remuneration adopted in the collective agreement are preserved, then in the employment contract with him, in addition to stating this fact, the tariff category (qualification category), the size of his tariff rate (official salary ). When using one of the distribution options at the enterprise "tariff-free" system, in which the employee’s earnings are not known in advance, a record is made in the employment contract that the remuneration of this employee is carried out in accordance with the procedure adopted at the enterprise. It is also advisable to indicate the coefficient of the qualification level established for this employee.

In all cases, the individualization of the terms of the employment contract in accordance with the law should not worsen the position of the employee in comparison with the national norms and the norms provided for in the collective agreement of the enterprise.

When determining professions and positions for which it is advisable to individualize the conditions of remuneration, it is advisable to be guided by the following criteria:

• the creative nature of the work;
• the impossibility of establishing the regulations for the work performed;
• direct impact of work on the results of the enterprise;
• the presence of a time lag between labor costs and its results;
• the need to achieve certain results within a specified period.

Each of the above criteria is associated with the need to take into account the specifics, importance, responsibility of the work, as well as the especially professional and business qualities of the employee. As a rule, such works are of an urgent nature, therefore, it is necessary to provide in the contract not only different from the general terms of payment, but also the terms for fulfilling the obligations of the employer regarding certain types of remuneration associated with the stages of the work performed or its final results.

The salary system should provide benefits for those specialists who, firstly, have a high level of creative potential, secondly, use it to the maximum extent possible, and thirdly, continuously increase its level by increasing the volume of knowledge.

For these purposes, the salary of each employee must be calculated taking into account three factors: the general level, the degree of use and the rate of development of his creative potential.

1. The coefficient of the general level is determined by correlating the assessment of the creative potential of a particular specialist to the average professional and position category to which he belongs.
2. The coefficient of the degree of use of creative potential is calculated as the ratio of the results of work achieved by an employee in the reporting period to the maximum results obtained by any employee with equal potential.
3. The coefficient of the rate of development of creative potential is defined as the ratio of its growth for the corresponding period of time of a given employee to the maximum increase received by any employee who had the same level of creative potential as the employee in question at the beginning of the reporting period.

The calculation of the salary part of the earnings of employees, taking into account the indicated coefficients, is determined by the formula:

O \u003d About Ku Ki Kr,

where About - the base salary of the employee; Ku, Ki, Kr - respectively, the coefficients of the general level, the degree of use and the pace of development of his creative potential.

The base salary of an employee is calculated using the formula:

About \u003d Osr x Ktv,

where Osr - the average salary for the professional and job category to which the employee belonged in the reporting year; Ktv - the coefficient of the labor contribution of this employee, defined as the ratio of the results of his work to the average for this category.

Evaluation of the labor contribution of ordinary specialists and executives of the enterprise has its own specifics. For an ordinary specialist, the coefficient of labor contribution is determined by the quantity and quality (taking into account the complexity) of the scientific and technical products produced by him in comparison with other employees of the corresponding professional and job category.

The evaluation of the labor contribution of managers is calculated, firstly, by the quantity and quality of scientific and technical products produced by the department headed in comparison with the corresponding indicators of other departments; secondly, in terms of the level and dynamics of satisfaction of subordinates with the performance of the main management functions, which include: planning the activities of the unit, organizing the work of subordinates, motivating, monitoring and evaluating their activities, etc.

The calculated actual coefficients for the use and development of the creative potential of managers and specialists are compared with those that were laid down when setting their official salaries. If the actual difference is exceeded, it should be repaid in the form of bonuses to employees. In addition, all wages paid to them, including these bonuses, should be included in the calculation of their base salary for the forthcoming period. At the same time, the values ​​of the coefficients for the use and development of creative potential also increase, which are taken at the level actually achieved in the reporting period, which, accordingly, leads to an increase in the new salary. In case of underutilization or insufficient development of their creative potential by employees, that is, with an actual decrease in the relevant coefficients compared to those adopted for the creative calculation of official salaries in the reporting year, these coefficients may not be applied when determining salaries for the coming period of time, which in fact means a decrease in their size for relevant leaders and professionals.

It is allowed to deviate from the rules strictly regulated for a given enterprise when determining the size of wages, the procedure for stimulating, the nature and size of the standards for increasing earnings (but only towards improvement). At the same time, a creative approach to the choice of methodological methods for assessing the quality of work of employees is important.

Under individual conditions of employment, it is advisable to divide wages into a constant (official salary) and a variable share. Their quantitative ratio is established in a contractual manner, depending on the nature and content of the work.

The specific amount of payment can be correlated with the value of a qualified worker in this specialty that has developed in the labor market (as evidenced by the amount of earnings of specialists of the corresponding profile and rank in rental enterprises, cooperatives, etc.) with the value of the minimum and rational consumer budgets. Such data are systematically published in periodicals.

The variable element of payment under the contract is established in direct dependence on the results of the performance of labor functions by this employee, on the general results of the production, economic and commercial activities of the unit and the enterprise as a whole. It can be determined in various ways, but it is very important to make the right choice of indicators that objectively characterize the results that directly depend on the employee.

The criteria for establishing a standard that determines the share of an employee in the wage fund are very diverse, since they are based on specific systems created taking into account the specific characteristics of the enterprise. In some cases, the standard includes the average actual earnings of an employee over the past 6 months, including additional payments for combining professions, performing more complex work, increasing service areas, replacing absent employees, etc. This takes into account the qualifications of employees whose labor function is related to commercial transactions, the conclusion of supply contracts, the performance of supply and marketing and other functions, may be formed in a certain proportion of the amount of transactions concluded contracts.

When forming earnings, depending on the volume of sales, on the amount of transactions, it can be recommended to take into account the number of transactions, which is especially important for stimulating the production of sales of new products, which are initially produced, as a rule, in small volumes. The sale of such products is difficult, since they are not familiar to the consumer and the market for their sale still needs to be organized.

When concluding a contract with the head of an enterprise in the non-state sector (joint stock company, partnership, collective enterprise, etc.), the terms of remuneration for his work are determined by the owner or his representative body (board of shareholders, board of directors, collective meeting). However, in contrast to the remuneration of the heads of a state enterprise, the remuneration of the heads of collective, private enterprises is, as a rule, more autonomous in nature and is more dependent on the production and financial results of the enterprise.

Most often, the assessment of the merits of a manager and the regulation of his payment are associated with the level and dynamics of such indicators as the volume of work (services) performed, the volume of products sold (or the rate of its growth), and the profit of the enterprise. Other external factors, such as changes in wages in other sectors of the economy, an increase in the minimum wage, etc., can also affect the level of remuneration of the manager.

The remuneration of managers of a non-state sector enterprise, in particular, directors of small enterprises, commercial and intermediary organizations, firms, partnerships, etc., is set at a certain percentage of the amount of profit received or the volume of services and work rendered. At similar enterprises in the production sector, the director, as a rule, is set a fixed official salary, the change of which is made dependent on the results of the enterprise as a whole and the contribution of managers to their achievement.

When concluding a contract, the owner of the property has the right to develop special conditions for bonuses to the head or use the system and conditions of bonuses in force at the enterprise for other categories of employees - heads of departments and specialists.

The regulation on the conditions of remuneration for heads of state enterprises when concluding labor agreements (contracts) with them was approved by Decree of the Government of the Russian Federation of March 21, 1994 No. 210 (SAPP - 1994, No. 13, Art. 991). It provides that when concluding labor agreements (contracts) with the heads of enterprises of joint-stock companies, the blocks of shares of which are fixed in state ownership, as well as with the heads of municipal enterprises, the conditions for remuneration for their work;) are also determined in relation to this Regulation.

The Ministry of Labor of the Russian Federation, in its letter dated April 28, 1994 No. N727-RB, clarified the application of the government decree. The regulation on the conditions of remuneration of managers is mandatory for application at state enterprises in the manufacturing and non-manufacturing sectors, as well as in joint-stock companies in which a block of shares owned by the state provides more than 50% of the votes at the meeting of shareholders. In joint-stock companies, where a block of shares providing less than 50% of votes at a meeting of shareholders is in state ownership, the terms of remuneration provided for by the Regulations may be established for the general (executive) director by a decision of the board of directors or a meeting of shareholders at the suggestion of a representative of the executive authority in joint stock company. The Regulation does not apply to the heads of state-owned enterprises, institutions, organizations financed from the budget, and employees whose remuneration is made according to the Unified Tariff Scale.

Changes in terms of wage conditions made to the contract with the head of the enterprise are agreed with the labor collective within the limits stipulated by the Decree of the Government of the Russian Federation of March 21, 1994 No. 210.

Need any information on the transition to the contract system of remuneration from the system under an employment contract. (Honey institution)

Answer

The contractual system of remuneration implies remuneration of the employee on the basis of an employment contract concluded with the employer. Labor relations with employees are formalized as a general rule by an employment contract, and the law does not establish restrictions for medical workers.

Based on the text of the question, we believe that we are talking about the transition to an effective contract. The concept of "effective contract" is used in labor relations in state and municipal institutions. This concept was introduced in 2012 within the approved framework, which is aimed at improving the wage system in state and municipal institutions and is designed for implementation in 2012-2018.

work function,

Details in the materials of the System:

An effective contract is an employment contract with an employee of a state (municipal) institution, which specifies job responsibilities, terms of remuneration, indicators and criteria for evaluating the effectiveness of an employee's performance. An effective contract is used to assign incentive payments depending on the results of work and the quality of state (municipal) services provided, as well as social support measures.

For each employee, an effective contract should clarify and specify:

• work function,

  indicators and criteria for evaluating performance,

  the amount of remuneration, as well as the amount of incentives for achieving collective labor results.

The conditions for receiving remuneration should be clear to the employer and employee. They must not be ambiguous.

State (municipal) institutions must fully switch to effective contracts by 2018. Consequently, it will be necessary not only to conclude effective contracts with new employees, but also by 2018, in relation to existing employees, to clarify and specify their contracts. Why would you need to make changes to the .

Such conclusions follow from the totality of the provisions of the program, approved, and the Labor Code of the Russian Federation.

An example of an effective contract

The state budget institution "MedSanChast" hired E.V. Ivanov as a nurse in the physiotherapy room. On the day of hiring, they concluded with Ivanova.

Ivan Shklovets,
Deputy Head of the Federal Service for Labor and Employment

Answer: How to pay for the work of a medical worker

Salary

The salaries of medical workers are established on the basis of the requirements for professional training and the level of qualifications that are necessary for the implementation of the relevant professional activity, taking into account the complexity and volume of the work performed.

At the same time, the Government of the Russian Federation may establish basic salaries and wage rates for professional qualification groups. This is stated in the Labor Code of the Russian Federation.

The salaries of medical workers in federal budgetary and government institutions are established by the heads of institutions, taking into account the approximate provisions approved by the federal executive authorities. This is stated in the Decree of the Government of the Russian Federation of August 5, 2008 No. 583.

So, for example, salaries for medical workers of federal budgetary scientific institutions that have clinical divisions are set taking into account the recommended minimum salaries of workers, which are given in c.

In the constituent entities of the Russian Federation, medical institutions establish the salaries of medical workers in accordance with the procedure determined by the executive authorities of the constituent entities of the Russian Federation and local governments.

incentive payments

The Government of the Russian Federation, state authorities of the constituent entities of the Russian Federation and local governments have the right to establish additional guarantees and measures of social support for medical and pharmaceutical workers ().

In order to stimulate the qualitative result of labor and encourage medical workers to the recommended minimum salary, establish incentive payments. The decision on these payments is made by the head of the medical institution.

Incentives include:

payments for intensity and high performance;

payments for the quality of work performed;

payments for continuous work experience, length of service;

performance bonuses.

For example, for federal budgetary and state institutions, such types of payments are enshrined in the approved.

The amount of incentive payments can be set both in absolute terms (rubles) and as a percentage of salary. These payments are not limited to the maximum amount.

For example, for medical workers of federal budgetary scientific institutions that have clinical divisions, the recommended sizes of multiplying factors are given in k.

Acts of local self-government bodies may establish similar multiplying factors for medical workers of municipal health care institutions.

Compensation payments

Compensatory payments can also be established for medical workers. It can be:

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

payments for work in areas with special climatic conditions;

payments for work in conditions that deviate from normal (when performing work of various qualifications, combining professions (positions), overtime work, working at night and when performing work in other conditions that deviate from normal);

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

Compensation payments are established by the Government of the Russian Federation and the constituent entities of the Russian Federation. For example, for federal budgetary and state institutions, such types of payments are enshrined in the approved.

The procedure for establishing compensation payments is determined in accordance with the approved to.

At the same time, for medical workers engaged in hard work, work with harmful and dangerous working conditions, set compensation payments in accordance with the Labor Code of the Russian Federation and.

The amounts and conditions of such payments are recommended to be fixed by a collective agreement, agreement, local regulations in accordance with labor legislation. You can also draw up a separate document, such as the List of types of compensation payments.

Payment to medical workers in rural areas

As a measure of social support for medical workers who are on the staff of federal state medical institutions and live and work in rural settlements, workers' settlements, urban-type settlements, a lump-sum cash payment has been established to compensate for payment for residential premises, heating and lighting in the amount of 1200 rubles. ().

So, for example, in federal budgetary and state institutions, the rules for making this payment are fixed, approved.

The monthly cash payment is made on the basis of documents confirming the right of the health worker to it, available at the disposal of the institutions, without requiring additional documents.

Supporting documents include:

employment contract or work book;

a copy of an identity document with a mark on the place of registration at the place of residence, or another document confirming the place of residence.

Nina Kovyazina,
Deputy Director of the Department of Education and Human Resources of the Ministry of Health of Russia
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