An employment contract is an effective contract for a school teacher. Transition to an effective contract in education

Development of an effective contract

Regulatory framework for introducing an effective contract

The introduction of an effective contract is defined:

1. Decree of the President of the Russian Federation dated May 7, 2012 No. 597 “On measures to implement the state social policy»;

2. State program Russian Federation“Development of Education” for 2013-2020, approved by Order of the Government of the Russian Federation dated May 15, 2013 No. 792-r;

3. 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 (hereinafter referred to as the Program);

4. Order of the Ministry of Labor of Russia No. 167n dated April 26, 2013 “On approval of recommendations for formalizing labor relations with an employee of a state (municipal) institution when introducing an effective contract” (hereinafter referred to as the Recommendations);

5. Letter of the Ministry of Education and Science of Russia dated September 12, 2013 No. NT-883/17 “On the implementation of Part 11 of Article 108 of the Federal Law of December 29, 2012 No. 273-FZ “On Education in the Russian Federation”” (hereinafter referred to as the Letter).

6. Indicators of the effectiveness of the activities of subordinate state, municipal institutions education approved by local governments.

The purpose of introducing an effective contract

Link the increase in teacher remuneration at MBOU Secondary School No. 31 with the achievement of specific indicators of the quality of government (municipal) services provided based on:

introduction of an interconnected system of industry performance indicators;

establishing incentive payments corresponding to performance indicators, criteria and conditions for their appointment, reflected in the “Regulations on remuneration of employees of MBOU Secondary School No. 31 (hereinafter referred to as the School)”;

cancellation of ineffective incentive payments;

the use, when assessing the achievement of specific indicators of the quality and quantity of educational services provided, of an independent system for assessing the quality of the School’s work, which includes, in addition to criteria for the effectiveness of their work, the introduction of public ratings of teachers’ activities.

General provisions

The transition to an effective contract with teachers is predetermined by the state program of the Russian Federation “Development of Education” for 2013–2020, approved by Order of the Government of the Russian Federation dated May 15, 2013 No. 792-r.

The definition of an effective contract 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:

“An effective contract is understood as an employment contract with an employee, which specifies his job responsibilities, terms of remuneration, performance indicators and criteria for assigning incentive payments depending on the results of work and the quality of government (municipal) services provided, as well as social support measures.” .

Effective contract fully complies with Article 57 of the Labor Code of the Russian Federation andis not new legal form employment contract.

In an effective School contract, the following is clarified and specified in relation to each employee:

1) labor function;

2) indicators and criteria for assessing the effectiveness of activities;

3) the size and conditions of incentive payments, determined taking into account the indicators.

At the same time, the conditions for receiving remuneration are clear to the employer and employee and do not allow for double interpretation. Directly in the text of the employment contract job responsibilities employees are reflected taking into account the current responsibilities established by the job descriptions of the School for the positions “Teacher”, “Educator”, “Speech therapist”, “Psychologist”, “Social educator”.

An effective contract reflects the terms of remuneration (including the amount tariff rate or salary (official salary) of a teaching employee, additional payments, allowances and incentive payments). An effective contract sets labor standards.

About incentives and compensation payments

By Order of the Ministry of Labor of Russia No. 167n dated April 26, 2013, it is recommended to use incentive and compensation payments in wage systems, employment contracts and additional agreements to employment contracts with employees of institutions, including in the School:

A) payments for intensity and good results work :

bonus for labor intensity;

bonus for high performance results;

bonus for performing particularly important and responsible work;

b) payments for the quality of work performed :

bonus for having a qualification category;

a prize for high educational results of School graduates at the state final certification;

V) payments for length of service continuous operation, length of service :

long service bonus;

bonus for continuous work experience;

G) bonus payments based on performance results :

bonus based on the results of work for the month;

bonus based on performance results for the quarter;

bonus based on work results for the year;

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

e) payments for work in conditions deviating from normal (when performing work of various qualifications, combining professions (positions), expanding service areas, increasing the volume of work performed, overtime work and when performing work in other conditions deviating from normal):

additional payment for combining professions (positions);

surcharge for expanding service areas;

additional payment for increasing the volume of work;

additional payment for performing the duties of a temporarily absent employee without release from work specified in the employment contract;

additional payment for performing work of various qualifications;

and) bonus for working with information that constitutes state secret , their classification and declassification, as well as for working with ciphers.

Other compensation and incentive payments are made in accordance with labor legislation, other regulatory legal acts containing labor law norms, as well as collective agreements and agreements.

In an effective contract or additional agreement to an employment contract, the conditions for making payments are specified in relation to each teaching employee of the School.

Registration of labor relations when introducing an effective contract is carried out:

when applying for a job the employee and the employer enter into an employment contract in accordance with the Labor Code of the Russian Federation (Appendix No. 1);

with employees who have an employment relationship with the employer , registration is carried out by concluding an additional agreement to the employment contract in the manner established by the Labor Code of the Russian Federation, given in Appendix No. 2. In this case, the employee is required to warn the employee about changes in the terms of the employment contract in writing at least 2 months in advance (Article 74 of the Labor Code of the Russian Federation).

Expected results from the introduction of an effective contract

The prestige and attractiveness of the professions of workers involved in the provision of state (municipal) educational services will increase.

MBOU Secondary School No. 31 will introduce a system of remuneration for teaching staff, linked to the quality of provision of state (municipal) educational services.

The level of qualifications of workers involved in the provision of state (municipal) educational services will increase.

By introducing an effective contract, quality education will be ensured.

Appendix No. 1.

EMPLOYMENT CONTRACT

(EFFICIENT CONTRACT)

with an employee of MBOU secondary school No. 31

Krasnoyarsk "___"_________ ____

Municipal budget educational institution « high school No. 31" (hereinafter referred to as the School), represented by the director Olga Vladimirovna Kolpakova, acting on the basis of the Charter, hereinafter referred to as the "Employer", on the one hand, and citizen __________________________________________________________________________________,

(FULL NAME.)

hereinafter referred to as___ "Employee", on the other hand, have entered into this agreement (effective contract) as follows:

1. THE SUBJECT OF THE AGREEMENT

1.1. Under this employment contract, the employer provides the employee with work as a teacher, and the employee undertakes to personally perform the following work in accordance with the terms of this employment contract:

1.1.1. respect the legal rights and freedoms of children;

1.1.2. ensure compliance with instructions on protecting the life and health of children, rules of labor protection, safety and fire protection, sanitary and hygienic standards and requirements, monitor the implementation of instructions by other teachers of the educational institution;

1.1.3. ensure the versatile and harmonious development of each child, while complying with program standards and Federal state requirements for the structure of the basic in general educational program, approved in general educational institution;

1.1.4. organize their work with children in accordance with the basic general education program, coordinate the work of teachers to implement the basic general education program, carry out ongoing monitoring of the organization of training, development and education;

1.1.5. create conditions for a variety of activities for children (subject-developmental environment), including on the walking area, in accordance with the age characteristics of children, provide assistance to other teachers in creating a developmental environment in groups, select teaching aids, games, didactic material in accordance with the age characteristics of children, participate in equipping classrooms modern equipment, visual aids, methodological, fiction and periodical literature;

1.1.6. use a variety of pedagogically appropriate methods, techniques and teaching aids in accordance with the age characteristics of children;

1.1.7. ensure the use and improvement of organizational methods educational process and the use of modern educational technologies, incl. remote;

1.1.8. maintain the School’s daily routine, involve children in a variety of activities, organize duty in the classroom and around the School;

1.1.9. coordinate work on the upbringing and education of children in their class with School specialists;

1.1.10. organize correctional and developmental work with children based on studying individual characteristics children (conducting pedagogical diagnostics), recommendations of a teacher-psychologist,

speech therapist, social teacher, training instructor physical culture, teachers-speech therapists with children correctional and developmental work;

1.1.11. promote the identification and development of children’s abilities;

1.1.12. analyze the state and effectiveness of the educational process, predict its progress and further development in accordance with modern trends development of the education system;

1.1.13. participate in organizing the current and forward planning activities teaching staff Schools;

1.1.14. carry out the development of the necessary methodological and didactic support for the content of training, development and education;

1.1.15. interact with the families of students on the implementation of the main general education program of the School, carry out educational and consulting work with parents;

1.1.16. together with medical workers, carry out work to preserve and strengthen the health of children: receive children daily, implement a program of health-improving activities, taking into account age characteristics and health status of children;

1.1.17. promptly inform parents, the School administration and medical workers about changes in the health status of children;

1.1.18. immediately inform parents and the School administration about any emergencies related to the life and health of children (injuries, accidents, unauthorized departure from an educational institution, etc.), about identified violations associated with a threat to the life and health of students;

1.1.19. control the safety of equipment, visual and technical aids used in the educational process;

1.1.20. keep children’s attendance sheets daily, promptly find out the reasons for their absence, monitor the maintenance of attendance sheets by other teachers;

1.1.21. control and coordinate the work of specialists within the framework of a unified educational process;

1.1.22. to assist children in obtaining additional education through the additional education system: art studio, choreography studio, karate section, vocal classes, etc.;

1.1.23 create a grid of organized extracurricular activities educational activities and by additional education children in their class, monitor its compliance;

1.1.24. conduct methodological activities, have an individual educational program;

1.1.25. present the results of your pedagogical activity at various levels: practice-oriented seminars, teaching competitions (including distance learning), publications, open lessons, master classes, etc.;

1.1.26. participate in the preparation and conduct of pedagogical councils, methodological meetings, prepare necessary materials and perform;

1.1.27.ensure timely preparation, approval, and submission of reporting documentation;

1.1.28. systematically improve your professional level through training in thematic courses different levels and advanced training courses at least once every 3 years;

1.1.29. participate in the preparation and certification of the School’s teaching staff;

1.1.30. behave with dignity, observe ethical standards of behavior in a team. Be attentive and polite to parents ( legal representatives) and employees of the institution. Maintain children's discipline based on human dignity, do not allow methods of physical and mental violence;

1.1.31. ensure the safety of equipment, furniture, property of the premises assigned to it, methodological literature, manuals. Effectively use educational equipment, economically and rationally use energy and material resources;

1.1.32. perform in deadlines orders and instructions of the School administration, timely submit reporting documentation in the prescribed form to the director or deputy director for educational work;

1.1.33. undergo certification in order to confirm compliance with the position held (in the absence of a qualification category) based on an assessment professional activity;

1.1.34. undergo mandatory periodic medical examinations in a timely manner, comply with sanitary rules and occupational hygiene.

2. DURATION OF THE AGREEMENT

2.1. This employment contract is concluded on: ________________________________________

__________________________________________________________________________________

(indefinite term, specific period, reasons for imprisonment fixed-term contract)

2.2. This employment contract comes into force on "__" ______________ 20__.

2.3. Start date "__" _____________ 20__

3. RIGHTS AND OBLIGATIONS OF AN EMPLOYEE

3.1. The employee is obliged:

3.1.1. conscientiously fulfill their official duties under this employment contract;

3.1.2. comply with the internal labor regulations of the educational institution and other local regulations of the Employer;

3.1.3. observe labor discipline;

3.1.4. comply with labor protection and occupational safety requirements;

3.1.5. treat the property of the Employer and other employees with care;

3.1.6. 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;

3.1.7. do not give interviews, do not hold meetings and negotiations regarding the activities of the Employer without prior permission from management;

3.2. The employee has the right to:

3.2.1. providing him with work stipulated by this employment contract;

3.2.2. ensuring safety and working conditions that comply with state regulatory requirements for labor protection;

3.2.3. 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 the work performed;

3.2.4. participation in the management of the School;

3.2.5. protection of one's professional honor and dignity;

3.2.6. freedom of choice and use of teaching and upbringing methods, teaching aids and materials, textbooks, methods of assessing subject and universal educational activities in accordance with the main educational program of the School; methods for assessing students' knowledge approved by the educational institution, 3.2.7. other rights established by the current legislation of the Russian Federation.

4. RIGHTS AND OBLIGATIONS OF AN EMPLOYER

4.1. The employer is obliged:

4.1.1. comply with laws and other regulatory legal acts, local regulations, and the terms of this agreement;

4.1.2. ensure the safety and working conditions of workers that comply with state regulatory requirements for labor protection;

4.1.3. provide the Employee with work stipulated by this agreement;

4.1.4. provide the Employee with premises, equipment, training and methodological literature and other means necessary for the performance of his labor duties;

4.1.5. pay the full amount due to the Employee wages within the time limits established by law;

4.1.6. carry out processing and ensure the protection of the employee’s personal data in accordance with the legislation of the Russian Federation;

4.1.7. carry out compulsory social insurance of the Employee in the manner established federal laws;

4.1.8. acquaint the employee, against signature, with the adopted local regulations directly related to his labor activity;

4.1.9. perform other duties established by the current legislation of the Russian Federation.

4.2. The employer has the right:

4.2.1. encourage the Employee for conscientious, effective work;

4.2.2. require the Employee to perform labor duties under this employment contract, careful attitude to the property of the Employer and other employees, compliance with the internal labor regulations;

4.2.3. involve the Employee in disciplinary and financial liability in the manner established by the current legislation of the Russian Federation;

4.2.4. exercise other rights provided for by the current legislation of the Russian Federation and local regulations.

5. CONDITIONS OF PAYMENT FOR THE EMPLOYEE

5.1. For the performance of labor duties, the employee is paid a salary consisting of a basic and an incentive part.

A). The basic part consists of the main and special parts.

A). Basic main part salary fees are calculated based on the official salary and increasing factors.

The official salary is ________________ rubles per month.

Increasing coefficients:

Industry award - ______

b).Basic special part wages consists of compensation payments and additional payments established by labor legislation, other regulatory legal acts containing labor law norms, local acts of the institution, collective agreement, agreements, and this employment contract.

Compensation payments:

B).Stimulating part is established in amounts based on criteria and indicators of quality and performance, approved by the local act of the institution, collective agreement and agreements.

5.2. The Employee's wages are paid by non-cash transfer to the Employee's bank account within the time limits established by the Legislation.

5.3. 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.

6. WORKING AND REST TIME REGIME

6.1. A six-day work week is established with a day off on Sunday.

6.2.For reference methodological work The employee is given a training day.

6.3. The amount of educational workload (teaching work) of the Employee is set at __ hours according to the curriculum ( curriculum). The teaching load (teaching work), the volume of which is more or less than the standard hours for the wage rate, can only be established with the written consent of the Employee.

6.4. The employee is granted an annual basic extended paid leave of 64 calendar days.

The right to use vacation for the first year of work arises for the Employee after six months of continuous work with him. of this Employer. By agreement of the parties, paid leave may be provided to the Employee before the expiration of six months. Vacation for the second and subsequent years of work can be granted at any time of the working year in accordance with the vacation schedule.

6.5. By family circumstances and other valid reasons, the Employee, on the basis of his written application, may be granted leave without pay for the duration established by the labor legislation of the Russian Federation and the internal labor regulations of the School.

7. EMPLOYEE SOCIAL INSURANCE

7.1. The employee is subject to social insurance in the manner and under the conditions established by the current legislation of the Russian Federation.

8. WARRANTY AND COMPENSATION

8.1. During the period of validity of this agreement, the Employee is subject to all guarantees and compensations provided for by the labor legislation of the Russian Federation, local acts of the Employer and this agreement.

9. RESPONSIBILITY OF THE PARTIES

9.1. In case of failure or improper performance by the Employee of his duties specified in this agreement, violation of labor legislation, the Employer’s internal labor regulations, other local regulations of the Employer, as well as damage to the Employer material damage he bears disciplinary, material and other liability in accordance with the labor legislation of the Russian Federation.

9.2. The Employee is obliged to compensate the Employer for direct actual damage caused to him. Lost income (lost profits) cannot be recovered from the Employee.

9.3. The employer bears financial and other liability in accordance with the current legislation of the Russian Federation.

9.4. In cases provided for by law, the Employer is obliged to compensate the Employee for moral damage caused by unlawful actions and (or) inaction of the Employer.

10. CHANGE AND TERMINATION OF THE AGREEMENT

10.1. 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, at the initiative of the parties, as well as in other cases provided for by the Employment contract.

10.2.. 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 Russian Federation).

The employer must notify the employee personally and against signature of the upcoming dismissal due to the liquidation of the institution, 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).

10.3. This employment contract may be terminated on the grounds provided for by the current legislation of the Russian Federation.

10.4. Additional grounds for termination of this agreement with the Employee:

10.4.1. Repeated gross violation of the School charter within one year.

10.4.2. The use, including one-time use, of educational methods associated with physical and (or) mental violence against the personality of the student or pupil.

11. FINAL PROVISIONS

11.1. The terms of this employment contract are confidential and are not subject to disclosure.

11.2. The terms of this employment contract are legally binding on the parties from the moment it is signed by the parties. All changes and additions to this employment contract are formalized by a bilateral written agreement.

11.3. Disputes between the parties arising during the execution of an employment contract are considered in the manner established by the legislation of the Russian Federation.

11.4. In all other respects that are not provided for in this employment contract, the parties are guided by the legislation of the Russian Federation.

11.5. The agreement is drawn up in two copies having equal legal force, one of which is kept by the Employer and the other by the Employee.

12. DETAILS OF THE PARTIES

13. SIGNATURES OF THE PARTIES

Employer: Employee:

___________________(______________) _______________(____________________)

M.P

I received a copy of the employment contract in my hands_________________________________

Appendix No. 2.

Additional agreement No._____

to employment contract No.___ dated “___”____________20___

MBOU Secondary School No. 31 "___"________20___

Leninsky district

Krasnoyarsk

Municipal budgetary educational institution "Secondary school No. 31" (MBOU secondary school No. 31), in the faceDirector Olga Vladimirovna Kolpakova, acting on the basisCharter", referred to as further"Employer" , on the one hand, and _______________________

_________________________________________________________________,

hereinafter referred to as “Employee”, on the other hand, have accepted this agreement, which is integral part employment contract No.___ dated "___"___________20___, concluded betweenMBOU secondary school No. 31

And ________________________________________________________________,

1. Amend paragraph 13 of section as followsIV"Salary":

13. For the performance of labor duties provided for in this Employment Agreement, the employee is paid a salary in the amount of:

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

b) the employee receives compensation payments:

2.The terms of the Employment Contract not affected by this agreement remain unchanged.

3. This agreement comes into force on “___”__________20___.

4. This agreement is drawn up and signed in two copies: one for each of the parties, and both copies have equal legal force.

Details and signatures

EMPLOYER EMPLOYER

The employee received one copy of this Employment Agreement

_________________________________________

(date and signature of 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:

___________________________________________________________________________

(indicate specific types of 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 works in the structural unit of the 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 of the Labor Code of the 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 the 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 by paragraph 1 of this employment contract;

b) comply with the internal labor regulations in force at the employer, 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) adopt local regulations, including internal labor regulations, requirements for labor protection and occupational safety;

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 to perform his job duties;

d) pay the full amount of 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) fulfill other duties provided for by labor legislation and other regulatory legal acts containing labor law standards, collective agreements, 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 following working hours are established for the employee (standard hours of teaching work per wage) _____________________________________________

__________________________________________________________________________.

(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 employee is established following features operating mode

________________________________________________________________.

(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 disciplinary offense, that is, failure or improper performance by an employee through his fault of the labor duties assigned to him, can be applied to the employee disciplinary action provided for by the Labor Code of the Russian Federation.

IX. Change and termination of an 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

Effective contract with teaching staff

The ongoing wage reform for civil servants and municipal workers affects all areas of activity, including education. The target objectives of introducing effective contracts in schools, universities, and preschool educational institutions are to increase the wages of teaching staff and bring the profession of educator and teacher to a more prestigious and highly paid level. On the other hand, innovations in calculating salaries for employees of educational institutions should contribute to an increase in the quality of services provided.

Features of an effective contract with teaching staff

Transition to an effective contract with teaching staff

According to the wage reform program, the transition to effective contracts should be completed in 2016-2018. To achieve the reform goals, the Ministry of Education and the authorities of the constituent entities of the Russian Federation have developed road maps, including actions, deadlines and responsible persons for carrying out the necessary changes. Educational organizations are developing performance indicators, remuneration systems, and samples of effective contracts with teaching staff within the specified time frame.

Transfer of personnel to new system wages are carried out by management unilaterally. The basis is Art. 74 of the Labor Code of the Russian Federation, which allows changing employment contracts on the basis of organizational changes, if it is impossible to maintain the same working conditions. According to the provisions of this rule of law, employees must be notified in writing about the introduction of changes to the employment contract, as well as the reasons for their introduction, no later than two months before the start of its effect.

In addition to notifications about innovations, the employer needs to prepare all local documents on the new payment system, which also need to be familiarized to employees:

• Order to introduce a new wage regulation;
• Regulations on remuneration;
• staffing table;
• contract form;
• additional agreement to the employment contract, etc.

If there is a trade union, the development and introduction of new payroll systems and the preparation of documents are carried out with its participation.

If the employee is not satisfied with the new working conditions, the employer is obliged to offer him all available vacancies that correspond to his qualifications, as well as with more low level qualifications and with lower pay. An employee who refuses all offered positions may be dismissed after two months from the date of notification of new working conditions under clause 7 of Art. 77 Labor Code of the Russian Federation. Those who are fired are entitled to severance pay in the amount of two weeks' average earnings.

With teaching staff who agree to innovations in working conditions, an effective contract is drawn up by concluding an additional agreement to the employment contract. The document may clarify the job responsibilities of teachers and educators, for example, provide for the achievement of performance indicators. It is prohibited to change the labor function of teachers, as well as to worsen working conditions. New employees sign an effective contract upon joining.

The system of reforming the remuneration of teachers is aimed at increasing the prestige of the profession and improving the quality of educational services. The conclusion of effective contracts with teaching staff should be carried out in accordance with the “road maps” for changes in the social sphere, developed at the level of constituent entities of the Russian Federation and municipalities. The transfer of employees to a new salary is carried out in accordance with Art. 74 Labor Code Russia. The dismissal of teachers who disagree with the innovations in the employment contract is carried out under clause 7 of Art. 77 Labor Code of the Russian Federation.

This concept appeared in Russian labor law five years ago, so it cannot be called new. The term was introduced into use by Order of the Government of the Russian Federation dated November 26, 2012 No. 2190-r, which approved the Program for Improving the Remuneration System for State Employees. In fact, this is a standard employment contract drawn up in accordance with Article 57 of the Labor Code of the Russian Federation, which spells out in more detail some conditions that relate to:

• employee responsibilities (labor function);
• wage conditions and social support measures;
• criteria for assessing labor efficiency;
• the concept of incentive payments depending on the results of work activity.

The transition to a new remuneration system in an educational institution should ensure a decent level of salaries for teachers and other educators. Therefore, in the contract its size directly depends on the volume, intensity and quality of the work performed. At the same time, the indicators of one employee are closely related to the performance indicators of the entire educational organization. The transition to an effective contract in education should be gradual, and final stage ends in 2019. This means that by the end of next year, all teachers should receive incentive payments based on their performance.

First steps towards efficiency and regulatory framework

There is a whole list of regulatory documents that must be followed when developing and implementing an effective contract, for example:

• Decree of the President of the Russian Federation dated 05/07/2012 No. 597;
• Government program“Development of Education” for 2013-2020, approved by Order of the Government of the Russian Federation dated May 15, 2013 No. 792-r;
• a program for the gradual improvement of the wage 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;
• Order of the Ministry of Labor of Russia No. 167n dated April 26, 2013;
• letter of the Ministry of Education and Science of Russia dated June 20, 2013 No. AP-1073/02 (efficiency indicators in educational institutions).

In addition, legal regulations of subordinate state and municipal educational institutions, approved by local governments for specific cases and branches of education, are applied. It is important to understand that any educational organization must bring its activities into line with the new conditions, that is:

1. Eliminate incentive payments for indicators that are uncertain. Therefore, employment contracts should not contain vague wording such as “fair performance of duties.”
2. Do not consider incentive payments, which are actually a guaranteed part of the salary.
3. Divide the wage fund established in the organization into two parts: guaranteed (official salary) and stimulating (payment for outstanding performance).
4. Approve performance indicators for teachers.

To implement the last point, you need to apply the recommendations of the Ministry of Education from letter No. AP-1073/02. In particular, an effective contract with a teacher may include the following indicators:

The choice of specific items depends on the teacher’s qualifications, experience and area of ​​activity. Therefore, let’s take a closer look at a sample of an effective contract with a school teacher.

Structure and functions of an effective contract

When drawing up a regular employment contract, the employee’s responsibilities are approved job description, and the conditions for incentive payments are for local normative act organizations. The Ministry of Labor recommends that when drawing up an effective contract, you should not limit yourself to a reference to the order on compensation and incentive payments, but write them directly in the document along with the criteria for labor productivity. These criteria must be assessed in points, percentages, etc. It is important to remember that the transition to an effective contract in education means that the employee will only receive a guaranteed official salary (rate), and all other incentive payments will be accrued only if his work meets the accepted in an educational institution, labor efficiency indicators.

The structure of the document will look like this:

1. Place of work. If the teacher works in a branch, representative office or other separate division, you should write down both the address of the main institution and the name of the unit with its location.
2. Labor function (indicating qualifications, position and specialty).
3. Terms of remuneration.
4. Work and rest schedule.
5. Duration of annual paid leave.
6. Social support measures.
7. Other conditions determined by the specifics of the educational organization.

Labor function

The main challenge in developing such a document relates to the definition of measurable performance indicators. These indicators need to be carefully considered and, where possible, tested. It is necessary to indicate directly in the text of the document the job responsibilities (Article 21 of the Labor Code of the Russian Federation), as well as the system of work requirements arising from the requirements for the activities of the institution itself. All job responsibilities must also comply with the approved professional standard for the given profession. It might look something like this:

Salary

Working hours and social support

Among other things, the EC must include measures of social support guaranteed to the teacher. Usually, we're talking about about compulsory insurance provided for by the legislation of the Russian Federation. However, if the organization provides additional social protection, this should also be specified. It is necessary to specify in the EC the duration of the working day, week, conditions for being hired to work on weekends, and guaranteed annual paid leave.

Drawing up an effective contract or additional agreement

Design labor Relations According to the new rules, education workers can:

• immediately at the time of employment;
• in the form of an additional agreement with those employees who are already in an employment relationship with the organization.

The transition to an effective contract with a teacher and the accompanying amendments to the employment contract are carried out in the manner prescribed by Article 74 of the Labor Code of the Russian Federation. This article allows for changes to the terms of the employment contract related to organizational issues by unilateral decision of the employer. However, it is imperative to notify each employee of this in writing at least two months before registration. If the teacher refuses to continue working under the new conditions, then the employment relationship with him can be terminated in accordance with clause 7 of Art. 77 of the Labor Code of the Russian Federation. In this case, a two-week severance pay must be paid (Article 178 of the Labor Code of the Russian Federation).