An effective contract for a biology teacher. Effective contract in education: sample filling

Effective contract with teaching staff (sample 2019) should make the teacher’s job more prestigious and contribute to the growth of his salary. Read the article on how to draw up a contract.

From the article you will learn:

Educational institutions have been implementing effective contracts with teachers for several years. The transition to these types of contracts should lead to an improvement in the system of incentive payments for teaching staff state and municipal institutions. Their income will depend on whether they achieve established indicators of the quality and quantity of state or municipal services that teachers provide (Section IV of the Program approved by Decree of the Government of the Russian Federation of November 26, 2012 No. 2190-r). There are different indicators for institutions of different industry profiles. Order of the Ministry of Labor of the Russian Federation dated April 26, 2013 No. 167n approved recommendations that explain how to draw up an effective contract. They can be used when registering labor relations with all employees of institutions.

Effective contract in education sample filling

The term effective contract was introduced into circulation in 2012 in connection with the adoption of the System Improvement Program wages in state and municipal institutions. Employers in the public sector of the economy must apply such contracts. According to the state-approved program, work on the transition to an effective contract in education should be completed in 2018.

Download documents on the topic:

Important! An effective contract is an employment contract with an employee of a state or municipal institution, which stipulates in detail job responsibilities employee and terms of remuneration, which are conditioned by the fulfillment of pre-established indicators (Section IV of the Program).

Before introducing an effective contract, it is necessary to develop:

• provision for a commission or working group that will be responsible for introducing effective contracts;
• indicators and criteria by which the labor efficiency of the institution’s employees will be assessed;
• internal regulations on establishing labor standards for workers, taking into account industry specifics;
• local act, which describes the content and scope of labor functions of each employee.

It is also necessary to make changes to the following internal documents of the educational institution:

• regulations on the remuneration system, regulations on incentive and compensation payments,
• bonus regulations,
• job descriptions and so on.

Important! There is no need to terminate already concluded employment contracts with teachers and conclude effective contracts. To introduce an effective contract, update the relevant conditions in additional agreements to the employment contracts of teachers who are already on the staff of the organization (clause 5 of the Recommendations approved by Order of the Ministry of Labor of Russia No. 167n).

Check out a sample order for the introduction of an effective contract:

Performance criteria in an example of an effective contract

The employer must measure the effectiveness of incentive payments. In a sample effective contract, define your performance criteria for each employee, taking into account regulations at the federal, regional and local levels.

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Advice on how to develop criteria is contained in the Methodological Recommendations (letter of the Ministry of Education and Science of Russia dated June 20, 2013 No. AP-1073/02). In particular, ten such performance indicators are established for school teaching staff. These include, for example, the implementation of additional projects. These are excursion and expedition programs, group and individual. educational projects students, social projects etc.

Specify performance criteria in employment contract(effective contract) with the employee (clause 12 of the Recommendations approved by Order of the Ministry of Labor of Russia dated April 26, 2013 No. 167n). If during the reporting period the quality and efficiency of work meets the performance criteria, the teacher will be awarded an appropriate payment; if it does not correspond, it will not be awarded or will be assigned in a reduced amount.

Formulate contract clauses about the types of payments and the conditions under which they are paid, so that the employee understands how much and for what he will be paid. If you set payments in rubles, write the amount in the employment contract or additional agreement(Clause 13 of the Recommendations approved by Order of the Ministry of Labor of Russia dated April 26, 2013 No. 167n).

Form of an effective contract

To register labor Relations with the teacher, an approximate form of an effective contract (employment contract) is used. It is contained in Appendix No. 3 to the Improvement Program wage systems, which is approved No. 2190-r.

You can download a sample of an effective contract in education in this article.

Download in.doc

Download in.doc

Based on the above, an additional agreement to the employment contract must be concluded after you have developed indicators and criteria for assessing the labor efficiency of the institution’s employees in order to determine the size and conditions for the implementation of incentive payments. Note! If the previously drawn up employment contract does not contain information about the employer and employee provided for in the sample form, then it is advisable to include this information in an additional agreement to the employment contract.

Terms of an effective contract (sample)

When you draw up an effective contract (sample) with an employee of an institution, you need to take into account the norms provided for by internal regulations, collective agreements and agreements that define:

• terms of remuneration for teachers of educational institutions (including salary amounts, tariff rates wages, additional payments, allowances);
• labor standardization system;
• working conditions for teachers, confirmed by the results of a special assessment of working conditions;
• schedule working hours and rest time;
• staffing table educational institution;
• conditions that determine the nature of the work (mobile, traveling, on the road, other nature of work).

Conditions that need to be reflected in an effective contract:

1. full job responsibilities
2. the amount of additional work that a teacher performs without exemption from the work specified in the TD
3. all types of payments and the conditions under which they are accrued

Thus, an effective contract is an employment contract that establishes incentive payments for teachers based on quality indicators, as well as effectiveness and efficiency.

An effective one contains all the conditions that an employment contract includes. In addition, it contains the conditions mentioned in Order of the Government of the Russian Federation dated November 26, 2012 No. 2190-r and paragraph 2 of the recommendations approved by Order of the Ministry of Labor of Russia dated April 26, 2013 No. 167n. This is a clarification of the employee’s labor function, specification of job responsibilities, conditions of remuneration, in particular the amount of remuneration and incentive amount for achieving collective labor results, indicators and criteria for assessing employee performance for incentive payments (indicators depend on labor results and quality of services); measures of social support for the employee.

An effective treaty has been proposed by the Russian Government. The program for gradual improvement in state (municipal) institutions for 2012 - 2018 established an approximate form of an employment contract (an approximate form of an effective contract) with an employee of a state (municipal) institution.

An effective contract is, first of all, an employment contract with an employee, in accordance with which the conditions for receiving remuneration must be clear to the employer and employee and not allow for double interpretation. As follows from approximate shape effective contract, an effective contract must clarify and specify the labor function of each employee, indicators and criteria for assessing the effectiveness of his activities, establish the amount of remuneration, as well as the amount of incentives for achieving collective labor results.

Also, an effective contract must specify the employee’s job responsibilities, terms of remuneration, indicators and criteria for assessing performance in order to assign incentive payments depending on the results of work and the quality of government (municipal) services provided.

The approximate form of an effective form suggests that it should reflect measures of social support for the employee.

Appendix No. 3

to the Phased Improvement Program

wage systems in state (municipal)

institutions for 2012 - 2018

Approximate form

employment contract

with an employee of a state (municipal) institution

___________________________ "__" ___________ 20__

(city, locality)

__________________________________________________________________________,

(name of the institution in accordance with the charter)

represented by ___________________________________________________________________,

(position, full name)

acting on the basis ________________________________________________,

(charter, power of attorney)

hereinafter referred to as the “Employer”, on the one hand, and

_________________________________________________________________________,

(FULL NAME)

hereinafter referred to as the “Employee”, on the other hand (hereinafter referred to as the parties), have entered into this employment agreement as follows:

I. General provisions

1. Under this employment contract, the employer provides the employee with work on _______________________________________________________________________

(name of position, profession or specialty indicating qualifications)

and the employee undertakes to personally perform the following work in accordance with the terms of this employment contract:

___________________________________________________________________________

(specify specific types work that the employee must perform under the employment contract)

2. An employee is hired: _____________________________________________

__________________________________________________________________________.

(full name of the branch, representative office, other separate structural

divisions of the employer, if the employee is hired in a specific branch,

representative office or other separate structural unit

employer indicating his location)

3. The employee carries out work in structural unit employer _____________________________________________________________________________.

(name of a non-separate department, department, site, laboratory, workshop, etc.)

4. Working for an employer is for an employee: ______________________

(main, part-time)

5. This employment contract is concluded on: _________________________

__________________________________________________________________________.

(indefinite period, definite period (specify duration), for the duration of execution

specific work indicating the reason (grounds) for concluding a fixed-term employment contract

in accordance with Article 59 Labor Code Russian Federation)

6. This employment contract comes into force on "__" __________ 20__.

7. Start date "__" ____________ 20__

8. The employee is given a probationary period of ________ months (weeks, days) in order to verify the employee’s suitability for the assigned work.

II. Rights and responsibilities of an employee

9. The employee has the right to:

a) providing him with work stipulated by this employment contract;

b) ensuring safety and working conditions that comply with state regulatory requirements for labor protection;

c) timely and full payment of wages, the amount and conditions for receipt of which are determined by this employment contract, taking into account the qualifications of the employee, the complexity of the work, the quantity and quality of work performed;

d) other rights provided for by the labor legislation of the Russian Federation and this employment contract.

10. The employee is obliged:

a) conscientiously fulfill his labor duties assigned to him in paragraph 1 of this employment contract;

b) comply with internal rules labor regulations the employer's labor protection and occupational safety requirements;

c) observe labor discipline;

d) take care of the employer’s property, including the property of third parties located at the employer, if the employer is responsible for the safety of this property, and other employees;

e) immediately inform the employer or immediate supervisor about the occurrence of a situation that poses a threat to the life and health of people, the safety of the employer’s property, including the property of third parties owned by the employer, if the employer is responsible for the safety of this property, and the property of other employees.

III. Rights and obligations of the employer

11. The employer has the right:

a) demand from the employee the conscientious performance of duties under this employment contract;

b) accept local regulations, including internal labor regulations, labor protection and labor safety requirements;

c) bring the employee to disciplinary and financial liability in the manner established by the Labor Code of the Russian Federation and other federal laws;

d) reward the employee for conscientious, effective work;

e) other rights provided for by the labor legislation of the Russian Federation and this employment contract.

12. The employer is obliged:

a) provide the employee with the work stipulated by this employment contract;

b) ensure the safety and working conditions of the employee that comply with state regulatory requirements for labor protection;

c) provide the employee with equipment, tools, technical documentation and other means necessary for him to perform labor responsibilities;

d) pay in full size wages due to the employee on time;

e) process and ensure the protection of the employee’s personal data in accordance with the legislation of the Russian Federation;

f) familiarize the employee, against signature, with the adopted local regulations directly related to his work activity;

g) perform other duties provided for by labor legislation and other regulations legal acts, containing norms labor law, collective agreement, agreements, local regulations and this employment contract.

IV. Salary

13. For the performance of labor duties provided for herein

The employment contract establishes the employee's salary in the amount of:

a) official salary, wage rate ___________ rubles per month;

b) the employee receives compensation payments:

c) the employee receives incentive payments:

14. Payment of wages to an employee is made within the time frame and in the manner established by the employment contract, collective agreement and internal labor regulations.

15. The employee is subject to benefits, guarantees and compensation established by the legislation of the Russian Federation, regulatory legal acts of the constituent entities of the Russian Federation, collective agreement and local regulations.

V. Work time and rest time

16. The employee is set the following working hours (standard hours pedagogical work per bid) _____________________________________________

__________________________________________________________________________.

(normal, shortened, part-time)

17. Working hours (working days and weekends, start and end times of work) are determined by the internal labor regulations or this employment contract.

18. The following features of the work regime are established for the employee:

________________________________________________________________.

(specify)

19. The employee is granted annual basic paid leave of ____________ calendar days.

20. The employee is granted additional annual paid leave of ______________ in connection with __________________________

__________________________________________________________________________.

(indicate the basis for establishing additional leave)

21. Annual paid leave (main, additional) is provided in accordance with the vacation schedule.

VI. Social insurance and measures of social support for the employee provided for by law, industry agreement, collective agreement, this employment contract

22. The employee is subject to compulsory social insurance in accordance with the legislation of the Russian Federation.

23. The employee has the right to additional insurance under the conditions and in the manner established by _______________________________________________________________

__________________________________________________________________________.

(type of insurance, name of local regulation)

24. The employee is provided with the following social support measures provided for by the legislation of the Russian Federation, the legislation of the constituent entities of the Russian Federation, industry agreement, collective agreement, this employment contract (specify):

__________________________________________________________________________.

VII. Other terms of the employment contract

25. The employee undertakes not to disclose secrets protected by law (state, commercial, official and other secrets) that become known to the employee in connection with the performance of his job duties.

The employee must be familiarized with the list of information that constitutes a secret protected by law upon signature.

26. Other terms of the employment contract ___________________________________.

VIII. Responsibility of the parties to the employment contract

27. The employer and employee are responsible for failure to fulfill or improper fulfillment of their assumed duties and obligations established by the legislation of the Russian Federation, local regulations and this employment contract.

28. For committing a disciplinary offense, that is, failure or improper performance by an employee through his fault of the labor duties assigned to him, the employee may be subject to disciplinary action provided for by the Labor Code of the Russian Federation.

IX. Change and termination of the employment contract

29. Changes can be made to this employment contract: by agreement of the parties, when the legislation of the Russian Federation changes in the part affecting the rights, obligations and interests of the parties, on the initiative of the parties, as well as in other cases provided for by the Labor Code of the Russian Federation.

30. If the employer changes the terms of this employment contract (except for the labor function) for reasons related to changes in organizational or technological working conditions, the employer is obliged to notify the employee in writing no later than 2 months in advance (Article 74 of the Labor Code of the Russian Federation) .

The employer is obliged to notify the employee personally and against signature of the upcoming dismissal due to the liquidation of the institution, a reduction in the number or staff of the institution's employees, at least 2 months before the dismissal (Article 180 of the Labor Code of the Russian Federation).

31. This employment contract is terminated on the grounds established by the Labor Code of the Russian Federation and other federal laws.

Upon termination of an employment contract, the employee is provided with guarantees and compensation provided for by the Labor Code of the Russian Federation and other federal laws.

X. Final provisions

32. Labor disputes and disagreements between the parties regarding compliance with the terms of this employment contract are resolved by agreement of the parties, and in case of failure to reach an agreement, they are considered by the labor dispute commission and (or) the court in the manner established by the legislation of the Russian Federation.

33. To the extent not provided for by this employment contract, the parties are guided by the legislation of the Russian Federation.

34. This employment contract is concluded in 2 copies (unless otherwise provided by the legislation of the Russian Federation), having equal legal force.

One copy is kept by the employer, the second is given to the employee.

The employee received one copy of this employment contract

__________________________________________________________________________

(date and signature of the employee)

Comments 140

Please send me an agreement for an effective contract by email. mail, [email protected] We're moving on March 1st, I've been working for 2 weeks

I need exactly this kind of employment contract

Please send me the additional agreement form [email protected]

Why don’t you go back to school if it’s so good and the pay is decent?

Please be kind and send me additional information. email agreement [email protected]. thank you in advance.

And please send me the contract.
Baziakina @ yandex.ru

Agree! This is simply to squeeze an individual into additional agreements. In our institution there is no constant percentage of incentive payments; the additional payment changes every month based on the employee’s performance. An order is issued, and if additional payments are made every month. agreements....nonsense

An effective contract in education is a programmatic government initiative to increase the wages of teaching staff according to the quality of their work. An effective contract is an addition to the employment contract and implies the development of performance criteria for each specialist.

The Department of Budget Policy recorded that the number of public sector employees over the past five years has decreased by 8%, while an inversely proportional relationship is observed: the higher the costs in this area, the slower the quality of educational services improves. Thus, the emergence of an effective contract was initiated - an additional agreement concluded with teaching staff.

Keep this for yourself so you don't lose it:

In the magazine "Handbook for the Head of an Educational Institution" you can find out all the details about: - How to avoid common mistakes when switching to an effective contract (IMPORTANT) In the magazine "Handbook for a Deputy Head of School" you will be given good advice, about: - How to change the school curriculum from 2019 taking into account the new Federal State Educational Standards (expert recommendations)

The innovation is dictated by:

• national economic policy;
• the desire to stimulate self-education, self-development of teaching staff and increase their labor efficiency;
• the desire to optimize expenses in the public sector;
• systematic increase in teachers' salaries.

The additional agreement was caused by a program initiative linking the wages of public sector workers to the quality of the services they provide.

Effective contract at school

For the first time, people started talking about increasing wages for public sector employees according to their efficiency and volume in the early 2000s, but the first steps in this direction were taken only in 2012. Government program gradual improvement of the principles of calculating remuneration of teaching staff, introduced in 2012, is designed for six to seven years. It was planned that by 2018 the new contract would be widely implemented in mid-level educational institutions.

On this moment The contract initiative received mixed reviews and conflicting reactions. According to one version, the number of teachers who are satisfied with their work and their pay has halved, and the well-being of every 10 teacher not only has not improved, but has even worsened. According to another, the level of well-being of teaching staff has nevertheless increased due to the introduction of the new concept, and the number of teachers who want to change jobs has decreased by 1.5 times. Experts predict that the implementation of the system will require 2-3% of Russian GDP by 2020, which could become a big problem for the country's economy.

The regulatory framework of the issue includes a number of sufficient documents, including the state program “Development of Education” for 2013-2020 and an action plan. Unfortunately, administrators and teachers often do not have a complete understanding of how to implement an effective contract in education.

The national course to create a system of competitive salaries provides for the transition to an effective contract, first of representatives of the school administration and its teaching staff, and then of the educational staff (librarian, electronics specialist, teacher additional education), and service personnel (watchman, plumber, electrician). There is an opinion that the program initiative was introduced to make the teaching profession more prestigious and thereby attract young personnel to educational institutions. The effectiveness of the innovation will only be proven in practice and with the correct preparation of the document.

From the above it follows that an effective contract is a type of employment contract with an employee in the educational sector, regulating:

• terms of remuneration;
• job functions;
• criteria for checking labor efficiency;
• the quality of services provided by the teacher;
• social support measures.

Effective contract in education: what is it?

The contract initiative is that:

1. The agreement does not cancel the employment contract or change its terms as a form of labor relations.
2. The employer sets the terms of the contract agreement.
3. Provided through material incentives and financially.
4. An additional agreement is concluded by a group of persons or a specific employee.
5. Does not act as an incentive payment for all teachers.

It requires the elaboration of many provisions and semantic issues regarding the organization and content of the educational process.

What distinguishes an effective contract from an employment contract is the specification of job responsibilities and payments according to them, as well as the detailing of incentive payments. In the contract agreement, the concept of “performance indicators and criteria” appears, which lawyers do not attribute to changes in technological and organizational working conditions. Consequently, the document lists payments that, according to the specified criteria, will be stable and regular. The government initiative has its positive and negative aspects.

All participants educational process must understand what an effective contract in education is. The program initiative assumes that:

• Educational institutions will choose guidelines regarding performance indicators for the implementation of government assignments.
• A structured and logical form of an effective contract will be drawn up, which will be devoid of dual interpretation, and each participant will be clearly aware of the standards set before him. Updated labor agreements will be adapted to the program, reflecting the employee’s functions, their evaluation criteria and payment system.
• Particularly important are the material and human resources that are necessary to achieve the set labor quality criteria. If the criteria require in-depth study in English, the school should have appropriate books, electronic resources, tables, if we're talking about about physical education, gym must be equipped with the necessary supplies and equipment.

Education requires the signing of an agreement between the employee and the employer, which is carried out by:

• when hiring, an employment contract is concluded that meets the requirements of the Labor Code of the Russian Federation;
• An agreement is concluded with teachers who are already in an employment relationship at this educational institution, supplementing the employment contract (and the employee is notified no later than two months in advance about changes in the terms of the employment contract).

As criteria and performance indicators for the performance of labor functions are developed, it is recommended to conclude additional agreements that will determine the conditions and amounts of incentive payments. This process, according to the Program, should be carried out in 2016-2018 - until the end of this year. The additional agreement is concluded in writing in two copies, so that one of them is kept by the employer, and the second is received by the employee against signature.

Sample of an effective contract with teaching staff 2018-2019

According to Art. 72 of the Labor Code of the Russian Federation, amendments to the employment contract are made according to mutual consent parties, if they do not worsen the working conditions and position of the employee in comparison with what is established by agreements and collective agreement.

Regulatory aspect of introducing an effective contract

The difficulties of implementing a new policy of payment for services begin with the fact that in the Russian legislative framework The concept of “effective contract”, which is more often used by representatives of the media or departmental structures, still does not appear. However, the definition of a program initiative is given in the Program for the gradual improvement of the remuneration system in state (municipal) institutions for 2012-2018, approved by order of the Government of the Russian Federation dated November 26. 2012 No. 2190-r.

Experts believe that the new agreement is designed to structure labor relations, cementing the relationship between the quality of teaching and remuneration. The document regulates the labor relations between the teacher and the administration of the educational institution, provided that in the employment contracts the founder approved the control of work efficiency in the presence of a government order, and the employer, in turn, approved:

• a system of teachers to evaluate the quality and quantity of work;
• principles of remuneration taking into account the complexity, quality and quantity of labor expended;
• Features of rationing the work of teachers.

Lawyers agree that the contract program initiative complies with Art. 57 of the Labor Code of the Russian Federation, but is not new legal form a pre-existing employment contract. At the legislative level, the transition of an employment contract to an effective contract in education is mentioned in Art. 74 Labor Code of the Russian Federation. Changes are possible unilaterally at the initiative of the employer, if this does not change the employee’s labor functions, but only the technological or organizational working conditions. In this case, the employer must justify the inevitability of introducing changes, indicate their reasons (a reference to the Program for Improving Remuneration is acceptable).

The principles of the new state policy are reflected in to a greater extent in adjusting the payment system. It is important to understand that the above article of the Labor Code does not regulate such a transition. main reason- provisions of the Program for Improving Remuneration, which affects the system for assessing the performance of specialists government agencies.

Document drafting: development of performance criteria

The text of the agreement on an effective contract is not standardized at the federal level, which is why heads of educational institutions have difficulty drafting the document. Methodists recommend:

• Draw up a document so that the various criteria for an effective contract in education are balanced, otherwise the teacher will have to focus on only one aspect of the activity that meets the stated criteria, and important tasks will be missed. Key criteria should be highlighted in proportion to their importance.
• It is necessary to specify quality indicators as much as possible so that they do not look abstract and are not interpreted ambiguously. At the same time, it is not at all necessary to equate these indicators to numbers and values ​​(the number of excellent grades for a quarter or the number of completed extracurricular activities). It is better that the criteria are formulated in such a way that the effectiveness of work is determined (for example, that there are no failures in the class, that all homework is completed).
• Indicators that can be verified and evaluated. You should not consider the friendliness or openness of the lesson atmosphere as a criterion for effectiveness; it is better to replace it with a more substantive one, for example, the use of psychophysical relaxation methods.

When developing criteria, it is necessary to take into account the local parameters and tasks that are assigned to a specific institution, but not to get carried away with localization, so as not to complicate the work of inspection bodies that are forced to pay increased attention to such an institution. It is impossible to conclude an additional agreement without developing performance criteria.

The head of the educational institution evaluates how much time the teacher spends on performing his functions, how complex his work is, and then sets criteria for time and assessment of the quality of work. The factor determining the amount of remuneration is labor efficiency. The Ministry of Labor has put forward recommendations for developing criteria. The following should be taken into account:

• to what extent the teacher observes labor discipline and follows the norms of morality and ethics;
• participation of a specialist in innovative and methodological work;
• how actively he participates in professional skills competitions;
• the presence and absence of complaints about the quality of teaching activities.

The Ministry of Education and Science put forward a number of quality indicators regarding educational institutions to the heads of educational institutions.

Such a list is a shining example an effective contract in a school in the context of quality indicators and compliance criteria, reflecting the specifics of the work of the school administration.

The document should reflect a number of provisions

Since the goal of introducing an effective contract in the education sector is to increase employee wages in accordance with the performance of their work, all categories of workers who follow the new national course will receive points, from which an indicator of their effectiveness will then be formed.

Remuneration system according to the contract initiative

The introduction of an effective contract into the education system mainly aims to increase the remuneration of teaching staff in proportion to the quality of the services they provide. The new program initiative involves differentiation of wages for specialists performing work of different time and labor costs.

A key factor stimulating the work process is the payroll system, which, according to the contract initiative, involves compensation and incentive payments. The first ones do not cause difficulties and are quite transparent, while the second ones provoke many questions. The salary of a teacher in relation to the target value can fluctuate up or down, depending on the quality, quantity, complexity of the work and qualifications of the specialist.

When determining the amounts and conditions for calculating payments under a contract initiative, it is necessary to refer to local regulations and criteria for assessing effectiveness. The amount of payments is set either in points, percentages and other units, or they provide a fixed amount in rubles, which is specified in the contract.

Experts suggest that a teacher’s salary should be based on five payments:

1. base salary - guaranteed part, which should be 70-80% of the target level;
2. compensation payments for extra work and working conditions;
3. special payments (for example, for class management);
4. permanent incentive payments (for honorary titles or qualifications);
5. according to the results of work.

The wage structure assumes that 30% will be paid for the quality of work, and 70% for its quantity. For now, the Salary Fund, whose resources are limited, is making its adjustments, because if one teacher began to work better in order to increase his salary, another will have to reduce it, which cannot but cause criticism.

An effective contract implies an indication of the type and amount of payments, as well as the conditions for assigning them to a specific specialist. To receive incentive bonuses, a teacher must achieve established performance levels. In connection with the receipt of a certain number of points by a teacher, an order on incentive payments is issued, which indicates the amount of payment assigned to him.

Transition to an effective contract in the educational institution: sequence of actions

It is important for the employer to act consistently in order to comply with current legislation and spend time and effort wisely. The procedure for transition to an effective contract in education:

1. A commission is being formed to organize the implementation of the new policy. The members of the commission are teachers and administration.
2. Labor efficiency indicators that were proposed and approved by the founder, and then included in the municipal assignment, are analyzed.
3. The commission gets acquainted with the principles of assessing and monitoring the achievements of indicators that were approved for the organization by the founder.
4. In order for the employees of the educational institution to favorably perceive the innovation, explanatory work should be carried out and all questions regarding the institution’s employees should be answered.
5. A section “Evaluation of the effectiveness of the institution’s activities” is created on the official website of the educational institution, which fixes the regulatory framework of documents regarding the issue of transition.
6. Current employment contracts concluded with employees must be analyzed for compliance with Order of the Ministry of Labor of the Russian Federation No. 167n and Art. 57 Labor Code of the Russian Federation.
7. Indicators of the effectiveness of the performance of duties by employees must be systematized, and based on the developed criteria, it is necessary to change the provisions on incentive payments and labor protection.
8. Local acts that regulate wages together with the trade union committee are reviewed and re-approved. They should reflect the labor functions of employees and the level of remuneration.
9. According to the approved form, an individual labor agreement is drawn up with each employee, which specifies the criteria for labor efficiency.
10. Job descriptions change and employees must be notified. Additional agreements are concluded with teaching staff.

Additional agreement with the head of the educational institution

As already mentioned, the new policy affects not only teaching staff, but also the administration and technical staff of the educational institution. The first to embrace the contract initiative were school principals. They were pioneers in working within the quality criteria drawn up for them by the Ministry of Education and Science.

The school director should be an example for colleagues and subordinates. An effective contract with the head of an educational institution is concluded according to a new model of labor agreements, as provided for by current legislative norms.

A new employment contract according to a standard form or an additional agreement to an already valid document is concluded with a manager who is already in an employment relationship with the educational institution. A similar agreement is concluded with the person replacing the head of the educational institution. Employees holding managerial positions are included in the general staff, and an agreement with them is concluded on behalf of the educational institution represented by a representative.

The text of the document is formed based on the responsibilities of the manager, who performs not only administrative functions, but also, if desired, can have a teaching load. Unfortunately, there are still no unitary forms of contract for the school director, and in order to switch to the new policy, the employment contract must be supplemented with another agreement that will comply with the Charter of the educational institution and the employee.

The additional agreement should indicate:

1. General provisions - information about the degree of employment of the employee in a given position, the volume of work and training load, tools and materials that the specialist received under his responsibility to perform professional duties upon taking up the position.
2. Responsibilities - according to the new contract, there is no change in labor obligations for the head of the educational institution, but changes in legislation, which are inevitable in connection with the transition to a contract system, change the course of administrative and pedagogical work, new tasks appear that require time to solve. The manager-leader must demonstrate deep knowledge in the field of labor law and work closely with the trade union. In the context of this, the director’s labor functions may change, which should be reflected in the additional agreement.
3. Rights - traditionally remain unchanged and comply with the legislation of the Russian Federation.
4. Principles of payment and calculation of incentive payments. This section of the agreement is often formed in the form of a table, which avoids ambiguity in the understanding of certain meanings.

Like ordinary teaching staff, the director’s salary, according to the contract, consists of a base salary and additional compensation and incentive payments. The latter are awarded based on compliance with quality criteria, which include:

• monitoring compliance with labor safety rules at school, fire safety, sanitary and hygienic standards;
• active participation in activities to improve the infrastructure and equipment of the educational institution;
• work to strengthen the personnel, material and technical base of the institution;
• security uninterrupted operation schools;
• absence of complaints from subordinates, students and parents, no complaints in the acts of inspection bodies;
• timely and accurate maintenance of internal documentation;
• self-realization and systematic professional development.

Problems and criticism of the implementation of an effective contract before the end of 2018

Government recommendations describe the transition to a contract simply - it is enough not to “sleep” at work, but to strive to achieve certain indicators, but some district and city schools have not been able to build such a system for several years. Teachers remain conservative in many respects, which is why they greet the introduction of innovations at least coolly, and more often sharply negatively. Teachers count. that teacher work cannot be measured by student success rates or any rational units. From teachers, schoolchildren receive not only knowledge that can be assessed by contract criteria, but also educational influence and attention, which are not measured by indicators.

Schools that were among the first to implement the program initiative faced three problems:

1. The educational institutions followed the recommendations for the formation of a commission, the development of performance indicators, a monitoring system, and conducted an active explanatory policy in the team, but did not achieve success. Numerous categories and big number points make it difficult to count them, which takes a lot of time. The heads of the educational institution agreed that even for a small organization with 50-65 employees, the calculation takes several working days.
2. Calculation of points for participation in professional competitions, extracurricular activities, trips, for a large number of winners of Olympiads and competitions for teaching staff was established and clear to teachers. Educational and technical personnel do not fall under such criteria, which became a problem for scoring and implementation of the contract.
3. So-called “nepotism” or an unfairly high assessment of the effectiveness of employees close to the head of the educational institution can reduce the motivation of those teaching workers who worked and tried harder. On at this stage the transparency of an effective local contract remains conditional and depends on the integrity of the school administration.

Many teachers still do not know what an effective contract in education is; they are confused by the lack of standardization in the implementation of this initiative and the assessment of teachers' work. Framework criteria for effectiveness, according to some experts, are not always objectively established (for example, precedents have been recorded when specialists with different levels vocational training have the same salary).

Some teachers find the actual pay and time required to complete tasks under a more demanding contract initiative disproportionate. Consequently, this does not attract, but rather repels young personnel who are looking for more significant compensation for the efforts expended and monetization of their own talents.

• Change the system of incentive payments: abolish permanent payments, which are classified as stimulating, but in fact do not motivate the employee.
• Develop qualification requirements for the development of personnel who will have to meet the requirements for modern education.

At the same time, it remains a mystery how teaching experience, the magnitude of which cannot be measured, will be taken into account. The program initiative is based on the regular reproduction of methods that are not related to the experience of a particular teacher. If the performance criteria were not developed in a timely manner, and the contract was concluded hastily, the teacher may perform his functions unlawfully. Teachers may be deprived of additional payments due to them if they are not informed of the performance criteria in a timely manner.

Critics argue that the new policy will give diligent workers a salary increase of 3-4 thousand rubles, which will not fundamentally affect the well-being of teachers or school librarians. In this context, many educators will likely choose to earn more through tutoring to spare themselves the tedious bureaucracy of scoring under an efficient contract.

Excessive bureaucracy of the process becomes an obstacle to the implementation of innovation. The contract initiative involves the distribution of budget funds, therefore, at the level of the Ministry of Education, it is planned to monitor the effectiveness of the distribution of funds, which will entail complex and multi-stage reporting, which will need to be maintained by teachers or administration, thus, they will be more motivated to draw up a correct report, than preparing for the lesson.

The key difficulty of the transition is finding funding for wages according to the new model. The additional burden, and this is what the increase in wages of public sector workers looks like, will most likely become an unbearable burden for regional and federal budgets. Without staff reductions and an increase in the wage fund, a significant increase in wages is impossible. In 2013, an additional 28.1% of funds were already allocated from the federal budget to cover the increased wages of public sector employees, in 2014 - 30%, in 2015 - 17.3%, in 2016 - 12.4%, in 2017 - 10.5 %.

Results of the introduction of the contract initiative

At the moment, an effective contract is not a quality management tool, but a personnel management tool. Analysts evaluate not only statistical data, but also interviews with public sector employees. On higher school the contract initiative had a negative impact: the staff was reduced, the workload increased, as a result of which the quality of services suffered, although the salaries of the remaining teachers increased. IN high school similar difficulties: every second teacher complains about the increase in workload that has arisen due to the reduction of technical staff and teaching staff.

The problem of part-time work still remains: the difference between teachers’ salaries within the region is so significant that many of them prefer tutoring or a complete change of activity. However, statistics mitigate these problems, since averages hide the differences: for example, minimum wage is 16 thousand rubles, the maximum is 48 thousand rubles, and the average is 32 thousand. Thus, the implementation of the contract provoked mass discontent wages among teachers.

At the same time, school directors say that in order to attract first-class specialists and the best university graduates, wages should be raised not by 20-50%, but by at least 2-3 times. In this regard, every fifth teacher regularly tutors or works part-time at another job, every third does this irregularly. It turns out that an effective contract, which was supposed to fully concentrate the teacher’s attention on preparing for lessons, did not cope with its task.

By Order of the Government of the Russian Federation dated November 26, 2012 No. 2190-r, a program for improving the remuneration system in state (municipal) institutions was approved. Within its framework, a transition to an effective contract with teaching staff is provided, i.e. an employment contract that specifies job responsibilities, terms of remuneration, indicators and criteria for assessing the effectiveness of activities, as well as social support measures.

Thus, the essence of such a contract is to establish a relationship between remuneration and the results of the work of a budgetary organization.

It is used in relations with employees of federal government institutions, and can also be concluded with employees of state institutions of the constituent entities of the Russian Federation and municipal institutions.

What to include in an effective contract with a teacher

• payment system (including (official salaries), wage rates, additional payments, allowances);
• labor standardization system;
• working conditions based on the results of the event;
• working hours and rest hours for teachers;
• educational institution;
• conditions that determine, in necessary cases, the nature of the work (mobile, traveling, on the road).

The main challenge in implementation relates to the development of performance measures. They must be carefully thought out and tested. It is necessary to build a unified system of requirements for employees, arising from the requirements for the activities of the institution itself, provided for in state and municipal legal documents. Without fulfilling this condition, an effective contract will simply remain a more voluminous employment contract and will not ensure its effectiveness.

11.28.2013 The Ministry of Education and Science of the Russian Federation has developed several methodological recommendations on the implementation of proven effective contract models in the system vocational training and average vocational education and about stimulating heads of educational organizations (that is, teachers). They contain a list of performance indicators for teachers and industrial training masters of professional educational organizations, as well as a list of performance indicators for managers of professional educational organizations.

Also, important indicators of the effectiveness of teachers’ activities, which should be used in the development, are established in Order No. 722-r dated April 30, 2014.

How to implement

Implementation occurs in several stages:

1. It is necessary to develop or bring into compliance regulatory documentation regulating the criteria for assessing the effectiveness of teachers’ work, labor standards taking into account industry specifics, the content and scope of labor functions of each position according to staffing table. All local documents must be approved, and the date for their entry into force is determined.
2. Appropriate changes are made to the internal labor regulations, provisions on remuneration, bonuses, incentives and compensation payments, after which the provisions on an effective contract with teaching staff are approved.
3. Sample employment contracts are being developed for each position for newly hired employees, as well as additional agreements to existing agreements to bring them into an effective contract.
4. The strictest possible compliance with the requirements of the Labor Code of the Russian Federation is required, since the terms of the employment contract change at the initiative of the employer: working teachers sign an additional agreement. The employer must send the employee written notice no later than two months. If you agree, enter into an additional agreement with him in the prescribed manner. In this case, you don’t have to wait for the expiration of two months.

If the employee does not agree, the employer is obliged to offer him in writing another suitable position, including a lower paid one (Part 3 of Article 74 of the Labor Code of the Russian Federation). If this is impossible, the employment contract is terminated (clause 7, part 1, article 77 of the Labor Code of the Russian Federation).