An effective contract with teaching staff (sample 2019) should make the teacher’s work 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 quality and quantity indicators of government or municipal services, which teachers provide (section IV of the Program, approved by order 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 a government employee or municipal institution, which details the employee’s job responsibilities and remuneration conditions, which are conditional on the fulfillment of pre-established indicators (Section IV of the Program).

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

• commission regulations or working group, which will deal with the introduction of 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 labor functions every employee.

It is also necessary to make changes to the following internal documents 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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Tips on how to develop criteria can be found in Methodical recommendations(letter from 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 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 formalize an employment relationship with a teacher, use approximate form effective contract (employment contract). 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, additional agreement an 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.

Conditions that need to be reflected in an effective contract:

1. full job responsibilities
2. volume extra work, which the 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 social support employee.

The new document is gaining popularity due to the opinion that work activity educational workers will no longer be associated with being low paid or not prestigious. Its goal is to set salaries at a level that corresponds to the quality of teachers’ work and is at a sufficient level in comparison with other areas, and the system itself does not worsen the level of education, nor does it increase the burden on students as a whole.

An effective contract in education, what is it, how to switch to it?

An effective contract in education is an agreement whose subject is the working relationship with employees of the educational sector. The document describes in detail all the job responsibilities of the teacher, indicators and criteria that allow assessing the effectiveness of work with the further goal of stimulating the results with additional payments, depending on the quality of municipal services. Measures of social support for workers are also described.

Required components:

• 1. Pedagogical functions;
• 2. Indicators and criteria assessing labor efficiency;
• 3. The amount of incentive payments and the conditions for their accrual based on the prescribed indicators.

All areas state provision obliged by law to switch to an effective contract. In fact, it is not a completely new legal document - rather modified and supplemented, and the changes affected only the salary and the conditions for its payment, and notification of the state of affairs must be provided to employees the day before.

First of all, in every state. Institution management, in tandem with the trade union, must develop the necessary performance criteria. Simply notifying the trade union is not enough; without its participation, the employer does not have the right to develop it independently.

On practice new agreement concluded by signing an additional agreement with teachers. The completed sample can be downloaded

Transition to an effective contract in education - transition timing

Having planned the transition, the employer is obliged to provide employees with notice at least two months in advance of the planned transition to the updated type of relationship. The purpose of the notification is to inform and give the employee time to familiarize himself with all the conditions, as well as make a decision on consent to the changes.

If the employer reduces the level of guarantees to the teacher regarding previous conditions or does not comply with all transfer procedures (or at least there is no notification) developed by the Ministry of Labor of the Russian Federation, by law he will not be able to dismiss the employee if he does not agree to the transfer.

Effective contract in education - sample filling

The implementation of the contract in preschool institutions is introduced in several stages:
1. Informing about upcoming innovations at the teachers' council of the preschool institution.
2. Written notification to teachers.
3. Development of indicators and criteria and their approval by acts drawn up by the preschool institution.
4. Development of regulations, agreements and additional agreements:

• Sample of an effective contract in preschool education download for free
• Download a sample of filling out an additional agreement in preschool education

5. Previous incentive payments are canceled if performance indicators were not taken into account in their formation.
6. Changes to the regulations on remuneration for preschool institutions.
7. Conclusion of agreements with teachers.

Regulations on an effective contract in education

There is a list of regulatory government documents that regulate the operation of an effective contract in education. Their list can be downloaded for free

Effective contract with teaching staff (sample 2017)

The transition to a new form of labor relations with teaching staff is provided for by the state program “Development of Education”.

In accordance with the Program, the final stage of work on the transition to an effective contract with teaching staff is currently underway. The 2017 sample will be presented in this article.

Effective teacher contract

The introduction of this agreement has the following objectives:

• students receiving quality education;
• decent level wages teaching staff;
• eliminating the need for teaching staff to work part-time in addition to their main job;
• increasing the prestige and attractiveness of work in the field of education, etc.

In reality, teachers may face problems:

• unjustified reduction of wages citing failure to fulfill any duties;
• The work of a teacher is regulated in detail, which entails the need to prepare reports for each type of activity. As a result, the teacher ceases to perceive his work as creativity;
• the main amount of work (study hours, checking notebooks) can be included in the basic part of the salary, while in order to receive additional payments you will need to engage in other types of activities, etc.

01/01/2017 comes into force professional standard, according to which the suitability of the teaching staff will be determined qualification requirements.

This professional standard, approved by the Ministry of Labor of the Russian Federation on October 18, 2013:

• contains a list of skills and abilities that a teacher should have;
• describes the labor functions of a teacher;
• provides the basis for teacher certification;
• should be taken into account when hiring teachers, drawing up job descriptions and developing regulations on remuneration, etc.

Therefore, an effective contract with a teacher in 2017 must comply with the provisions of the professional standard.

Sample of an effective contract with a teacher

An effective contract with a primary school teacher

When concluding such an employment contract, it is necessary to take into account the requirements for teaching activities for the implementation of primary programs general education provided by the professional standard.

In particular, according to the professional standard, a teacher primary classes must form educational process taking into account the developmental characteristics of young children school age, including the differences inherent in boys and girls, be able to recognize a child’s personal problems based on the form of his address to the teacher, create individual training programs, etc.

An effective contract with a coach-teacher at a youth sports school

In the field of sports, even before the introduction of the Government Order dated November 26, 2012, of the Program for improving the remuneration system, which provided for the introduction of an effective contract, the Russian Ministry of Sports, by order dated October 24, 2012, approved recommendations containing criteria for assessing the effectiveness of sports organizations and proposing the development of such criteria in relation to coaches.

When concluding an effective contract with a coach, one should also be guided by a special norm - Article 348.2 of the Labor Code of the Russian Federation, which provides for special conditions characteristic of employment contracts with coaches and athletes.

An effective contract with the head of an educational institution

This agreement is given Special attention, since the objectives of the Program dated November 26, 2012 are transparency of remuneration and increasing the responsibility of heads of institutions.

According to Art. 275 of the Labor Code of the Russian Federation as amended. dated December 29, 2012, the employment contract with the head of the institution is concluded using standard form, approved by the Government of Russia.

Currently, educational organizations are actively working to introduce an effective contract with a teacher. It is assumed that with the introduction of this contract, the idea of ​​a teacher’s work as low-paid and unprestigious will remain only in memories.

Grounds (regulatory framework)

The introduction of an effective contract is defined:

1. Decree of the President of the Russian Federation of May 7, 2012 No. 597 “On measures for the implementation of 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 performance of subordinate state and municipal educational institutions, approved by local government bodies.

The purpose of introducing an effective contract

Linking wage increases to the achievement of specific quality indicators of government (municipal) services provided based on:

• introducing an interconnected system of industry performance indicators;
• establishing incentive payments corresponding to performance indicators, criteria and conditions for their appointment, reflected in the approximate provisions on remuneration of employees of institutions, collective agreements, and employment contracts;
• cancellation of ineffective incentive payments;
• use in assessing the achievement of specific indicators of the quality and quantity of government (municipal) services provided (work performance) independent system assessment of the quality of work of institutions, including, in addition to criteria for the effectiveness of their work, the introduction of public ratings of their activities.

This is what Russian Minister of Education D. Livanov said at the beginning of the 2013-2014 academic year regarding the introduction of an effective contract with a teacher in an interview with “Smart School. RF" (http://Ministry of Education and Science.rf/press center/3625):

“We have essentially formulated and are making the transition to a system of effective contract between society on the one hand and teachers on the other. Please note that this is not a contract between the principal and teacher of a particular school. This is a broader concept: social contract concluded between society and teaching.
— It is fundamentally important that wage growth does not occur at the expense of increasing the teaching load. If this happens, then this is not just a profanation of the idea of ​​​​an effective contract, but direct harm that is caused to the professional well-being of teachers and, in general, to the quality of education, the quality of teachers’ work,” the Minister noted.

What is an effective contract

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, conditions of remuneration, indicators and criteria for assessing effectiveness for assigning incentive payments depending on the results of work and the quality of government (municipal) services provided, as well as social support measures».

An effective contract fully complies with Article 57 Labor Code RF and is not new legal form employment contract.

What is the difference

An effective contract for each employee must clarify and specify:

1.Labor function;

2. Indicators and criteria for assessing the effectiveness of activities;

3. The amount and conditions of incentive payments, determined taking into account the recommended indicators.

At the same time, the conditions for receiving remuneration must be clear to the employer and employee and not allow for double interpretation. Directly in the text of the employment contract, the employee’s job responsibilities must be reflected taking into account the current responsibilities established by the job description.

Mandatory conditions included in employment contracts are also the terms of remuneration (including the amount tariff rate or salary ( official salary) employee, additional payments, allowances and incentive payments). An effective contract also involves establishing labor standards.

An effective contract should provide a level of salary for a teaching worker that is competitive with other sectors of the economy. An effective contract means decent pay for quality work.

Note that changes to the terms of the employment contract determined by the parties in accordance with Article 72 of the Labor Code of the Russian Federation are allowed only by agreement of the parties to the employment contract, with the exception of cases provided for by the Labor Code of the Russian Federation, and should not worsen the position of the employee in comparison with the established collective agreement or agreements.

About incentives and compensation payments

In the practice of educational organizations, the most problematic aspect of employee remuneration systems is the specification of incentive and compensation payments.

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

A) payments for intensity and high performance results:

• 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;
• award for exemplary performance of state (municipal) assignments;

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

• long service bonus;
• bonus for continuous work experience;

- G) bonus payments based on the results of the work:

• 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;

e) payments to employees employed in hard 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, working at night 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;
• additional payment for night work;

and) bonus for working with information constituting state secrets, their classification and declassification, as well as for working with ciphers.

Other compensation and incentive payments may be provided in accordance with labor legislation, other normative legal acts containing norms labor law, as well as collective agreements and agreements.

In the employment contract or additional agreement to the employment contract, it is recommended to specify the conditions for making payments in relation to to this employee institutions.

What to do

1.Maintaining an effective contract with the teacher in educational organization involves the implementation of certain organizational and administrative work of its management, for example:

• Conducting explanatory work in the teaching staff on the introduction of an effective teacher contract.
• Creation of a commission in an educational organization to carry out work related to the introduction of an effective teacher contract.
• Analysis of current employment contracts of employees for their compliance with Art. 57 of the Labor Code of the Russian Federation and Order of the Ministry of Labor of Russia dated April 24, 2013 No. 167n “On approval of recommendations for formalizing labor relations with an employee of a state (municipal) institution when introducing an effective contract.”
• Development of labor efficiency indicators for teachers.
• Development and amendments to such local acts of an educational organization as collective agreement, internal labor regulations, regulations on remuneration, regulations on incentive payments, taking into account the developed indicators.
• Adoption of local regulations related to employee remuneration, taking into account the opinion of the primary trade union organization.
• Specification of the labor function and conditions of remuneration of the teacher.
• Preparation and amendments to employee employment contracts.
• Notification of teaching staff about changes in certain terms of the employment contract in writing at least two months in advance in accordance with Article 74 of the Labor Code of the Russian Federation.

Work to introduce an effective contract must be carried out in an atmosphere of openness and discussion within the workforce.

2. 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. In this case, an approximate form of an employment contract with an employee of the institution is used, given in Appendix No. 3 to the Program;
• with employees who are labor relations 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. 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).

In accordance with Article 72 of the Labor Code of the Russian Federation, an employment contract, an agreement to change the terms of the employment contract determined by the parties, are concluded in writing in two copies, one of which is given to the employee against signature on a copy kept by the employer.

About deadlines

It is recommended to conclude an additional agreement to the employment contract as indicators and criteria for assessing the labor efficiency of the institution’s employees are developed to determine the size and conditions for the implementation of incentive payments.

In accordance with the Program, the completion of work on concluding employment contracts with employees in connection with the introduction of an effective contract is expected at the third stage, covering 2016-2018.

What does the introduction of an effective contract give?

As stated in the Program, its implementation will allow:

• increase the prestige and attractiveness of the professions of workers involved in the provision of state (municipal) services (performance of work);
• introduce employee remuneration systems in institutions that are linked to the quality of provision of state (municipal) services (work performance);
• increase the level of qualifications of workers involved in the provision of state (municipal) services (performance of work);
• improve the quality of provision of state (municipal) services (performance of work) in the social sphere;
• create a transparent mechanism for remuneration of heads of institutions.

When applied to an educational institution, the most important thing in introducing an effective contract with a teacher is to ensure quality education.

About the employment contract with the manager

In accordance with federal law dated December 29, 2012 No. 280-FZ, Article 275 of the Labor Code of the Russian Federation was supplemented by a provision according to which an employment contract with the head of a state (municipal) institution is concluded on the basis of a standard form of an employment contract approved by the Government of the Russian Federation, taking into account the opinion of the Russian Tripartite Commission for Social Regulation - labor relations.

Currently, the standard form of such an employment contract is approved by the Decree of the Government of the Russian Federation of April 12, 2013 No. 329 “On the standard form of an employment contract with the heads of a state (municipal) institution”).

An employment contract based on a standard form is concluded with a person applying for the position of head of a state (municipal) institution.

With those managers who are already in an employment relationship, either an additional agreement is concluded to the current employment contract, or by agreement of the parties, a new employment contract is signed based on the standard form approved by Decree of the Government of the Russian Federation of April 12, 2013 No. 329.

Source: documents mentioned on the websites of the Ministry of Education and Science of the Russian Federation, ConsultantPlus, Garant

Effective contract with a teacher: 125 comments

Hello, I have been working since 2008 preschool institution junior teacher, in 2011 he was transferred to the position of teacher. To this day, no additional agreement has been concluded, the motives and arguments are different. They hired a child care worker, during this time they hired 2 new workers for permanent place work. Moreover, 1n of them are without ped. Education (I have a higher pedagogical degree). I can’t swear, how can I make sure justice prevails?

Hello, can you somehow explain in more detail how to correctly conclude an effective contract? Should this be a separate category of teachers or all teachers with a teaching load? Please explain in a popular way!!

Why does our personnel officer say that we urgently need to make an additional agreement with elements of an effective contract, although we do not have any local acts

Good afternoon In the program for improving the remuneration system for 2012-2018, one of its directions is “the creation of a transparent mechanism for remuneration of managers.” Can you explain what the point is here? Thanks in advance!

Good afternoon I have been working as a teacher in an orphanage since 2010. Since January, an effective contract has been concluded with us for a period of six months, since there are few children, and it is not yet known whether there will be Orphanage function in six months. They explained that if the orphanage closes, then we don’t get laid off, they just don’t extend the contract with us, i.e. We are left without work and without even registering with the employment service. Our contract is drawn up in such a way that it is in no way aimed at stimulating the work of teachers, it simply indicates the rate and amount of the bonus (25% of the salary), i.e. in this it is no different from a contract, only in that it can be terminated at any time unilaterally. Those. If the teacher did not please the director in some way, the contract was terminated. We have a recently appointed director, he wants to accommodate his people, this is to his advantage. Is this legal? What guarantees do trainees have, or is this actually a feature? contract system?

Addition to the previous one: a contract was signed with service personnel for a year, with teachers - for six months. The director said that if the orphanage does not close, she will look at who to renew the contract with and who not, despite the fact that most have been working here for quite a long time.

Good afternoon I have been working as a teacher in an orphanage since 2010. Since January, an effective contract for six months has been concluded with us, because there are few children and it is unknown whether the orphanage will be functioning in six months. They immediately explained to us that if the orphanage closes, then the contract with us is simply not renewed, and the teachers simply find themselves without work and redundancy payments. The contracts we signed do not in any way affect the stimulation of effective activities, just like in the contract, they stipulate the rate, RK, bonus (25% of the salary) and that’s it. The significant difference is that the contract can be terminated unilaterally at any time. That is, if the teacher did not please the director in some way, the contract was terminated. Our director was recently appointed, interested in finding employment for “his” people, and immediately warned that even if the institution does not close, the contract will not be renewed with everyone. She values ​​sycophants and informers. By the way, the contract with the service personnel was concluded for a year. How, in this case, can teachers who have worked in this institution for more than one year, some for more than a decade, be protected? Isn’t the introduction of effective contracts an effective solution to get rid of an employee without unnecessary problems, redundancy payments and puts the cards in the hands of tyrant directors?

Hello! Please tell me. You write that in an effective contract in relation to each employee, labor functions must be clarified and specified, and in the DECREE OF THE GOVERNMENT OF THE RUSSIAN FEDERATION of November 26, 2012 N 2190-r, the definition of an effective contract talks about job responsibilities. Are there differences and what exactly should be specified? If job responsibilities are spelled out in a job description and we refer to DI as an integral part of the contract in an effective contract, would this be a violation? Or does an effective contract say nothing about job descriptions, but only state job responsibilities (job functions)? Why develop a local act on the content and scope of labor functions of each employee if we have job descriptions, which are designed in accordance with " Qualification characteristics positions of educational workers" for each teaching position? Thank you in advance for your answer and for the high-quality and concise article!

Good afternoon! I have been working at this school since January 1995. When I was hired, the employment contract was concluded for an indefinite period with a teaching load of over 1 rate. I lost my copy of the contract. He also disappeared from his personal file. There is a link to the presence of an employment contract in the entry when applying for a job in work book. Does the school administration have the right to require me to sign a new employment contract dated January 2014 with a load of 1 rate and a load “over 1 rate to be prescribed as an additional agreement to the contract for each academic year (September 1 to May 31) with the written consent of the employee”? Is it possible to restore a lost employment contract and require amendments to be made to it? And does the school administration have the right to transfer me to headquarters?

Hello! When switching to an effective contract, the school concludes new employment contracts with employees for 1 pay. (The old ones have disappeared somewhere from their personal files and have no milestones in their hands; people have been working for decades). If I do not agree with this condition and want the entire teaching load for today to be spelled out in the contract, can I demand this from management? Are there federal documents in my defense?

Good day. Our school has not yet switched to an effective contract, but they say that we will switch in April. The director said that each teacher must write down all the clauses, conditions, and draw up a contract, which will be considered individually. Where can I see samples of such contracts? Thank you.

Hello. We are preparing a collective agreement. In the Employment contract section, how do we pay attention to an effective contract? Should we put it in brackets as an analogy to an employment contract, or are we talking exclusively about an effective contract? Thank you

We are Crimeans. The director says that now we will work at the school on a contract basis for a period of 1 or 3 years. In case of actions that are objectionable to her, we will say goodbye. Is she right? And how will these contracts be concluded with us?

Hello. when switching to an effective contract, we are given a working day from 8 to 15.42 at the rate, including 30 minutes for lunch. the rate is 720 hours, i.e. 18 hours per week. Is it legal that we will have to work 36 hours instead of 18?

I read and listened a lot about an effective contract, but after reading your article everything immediately fell into place, I will prepare criteria for a contract for my teachers, thank you, head of preschool, Svetlana.

Hello! Please explain, does the new effective contract give the head of the preschool educational institution the right to determine with which teachers to enter into fixed-term or indefinite contracts? And yet, there is a high probability that when concluding such contracts, the manager will proceed from personal sympathies in relation to this or that employee, and not rely on professional quality teachers...

In our school, the administration and some teachers have formed a group, while trying to survive and dump their work on other teachers. Tell me, could the introduction of this contract lead to the fact that only a select few will receive bonuses, and also, could this contract be used to fire an “ineffective employee”?

Hello!
Who determines when a given school should begin concluding an EC? Director?
How does an effective contract lead to higher wages? If the salary depends on the cost of an hour, and in many schools there are “no” incentives or very meager ones (100-200 rubles per salary)?

Hello! Please tell me what to do in this situation. I work in kindergarten teacher, an effective contract (additional agreement) has been concluded with us, according to which incentive payments (bonuses) are awarded. As was announced by the management, the introduction of this contract will increase salaries, bringing them to the average for the region, i.e. up to 19,000 rubles. But no one received such salaries and bonuses. At first there were bonuses of 5-6 thousand. We were incredibly happy about this, but the joy was short-lived: since January 2014, I personally have not received more than 2 thousand. And now these incentive payments have stopped. There are no payments for the period from June to August 27, 2014, there is no point in asking management - it causes anger and irritation, they cite a lack of funding. But for some reason, in other preschool educational institutions within the city, teachers receive incentives, and also in other cities within the region, they pay everything on time. Why is this happening and how can this situation be changed??? Thanks in advance!

In our educational institution the director announced the transition to ec. However, she chooses the timing of its signing with each employee personally, with some immediately and with others after 2 months. In this case, the opinion of teachers is not taken into account. Those. I want to sign it now, but they refuse me.
Also, amid general noise, the director makes a change to part of the technical requirements, namely, from indefinite, he makes them urgent.
How legal are these actions?

The article is very good. Current questions. But all the material is based on by-laws. This is a significant drawback. Where the legislative framework?

From 05/05/2014 she was appointed head of the preschool educational institution. They signed an effective contract with me. It’s just terrible what’s going on with the salary - I received a bare salary for 3 months, now they are reimbursed for two months according to the indicators for the second quarter, and the third quarter is already ending. I don’t know how they will pay for the fourth one, it’s the end of the year. I am not satisfied with the e.k. criteria. — it is not taken into account that the kindergarten is understaffed, there is no methodologist and specialists (you can’t particularly participate in the projects), there are no premises (gym and music room), and the main thing is the distance from the Unitary Enterprise. education and accounting, they don’t pay for travel, they don’t pay for the phone, they don’t pay. Who should I present my demands to? - The head of the education department told me that nothing depends on him

Please tell me what is the form of an additional agreement to existing employment contracts, should the words “effective contract” be written somewhere in it, and with newly hired employees the word employment contract (in the title) should not be changed to an effective contract

I work at the Children's Music School as a teacher and accompanist, although I started working as a teacher 32 years ago. Please tell me whether an additional agreement with new wage conditions must be signed for both positions (accompanist and teacher), or only for the position of teacher? Or is it up to the director?
Second question: I got a job as a clarinet teacher, now I teach two more instruments, should the instruments I teach be indicated in the additional agreement?

Good day! Please explain the following points: 1) for what period are incentive payments established for the employee (our director proposes for a year, according to the work schedule for the previous year) and 2) who decides what incentive payments and in what amount are established for the employee? director? commission? (our director claims that they are appointed by order of the director) Thank you.

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This is done in order to save budget money. But civil servants receive their salaries at a constant rate, regardless of the quality of their work. I see no reason why state employees from social sphere must be financed differently,” summed up Vsevolod Lukhovitsky.

Hello, do you have at your disposal an effective contract for a teacher that, in your opinion, meets all the above requirements? Is it possible to familiarize yourself with it? Please send me the link.

hello, we have introduced a regulation on EC in our college, there are vague evaluation criteria that become stricter and change from time to time (for example: what kind of teachers do you have? educational work, no, this does not count, etc.), no one notified us in writing, although the points are already being calculated. Is it correct?

The center for concluding an Effective contract is just one table called - Program for improving the methodological, professional, psychological and pedagogical skills of a secondary vocational education teacher. Everything comes from this Program economic calculations and directions for quality training of specialists. If you are not familiar with this program, then contact the President of the Russian Academy of Sciences for vocational and technical education Tkachenko E.V.

HELLO! In our MBDOU, incentive payments (based on the results of a commission meeting) are assigned for a period of three months. If during these three months a teacher leaves the organization, should performance be paid for the remaining period. The pay period is October - December inclusive, I quit in November.

Hello! Please explain what measures should the management of an educational institution take in relation to the workforce before issuing notices to them about the introduction of an effective contract? Should draft ECs be drawn up for employees at the time they sign notifications, or can this be done later, immediately before signing the ECs themselves or additional agreements?
Sincerely,
Tatiana

Hello. At our sports school, one of the trainers and teachers has an initial professional education(not pedagogical). Pedagogical experience work for 18 years. Before concluding an additional agreement with this employee, is it necessary to oblige him to undergo retraining courses, or to provide for the need for training in the job responsibilities defined by the additional agreement? Is it possible to grant an employee, as an exception, taking into account performance and length of service, the right not to undergo training in teacher retraining programs? personnel? Thank you in advance. Best regards, Deputy Director of the Youth Sports School N.F. Koksharov.

Good afternoon! Please tell me how and in which section of an effective contract to assign a teacher to perform the functions of a class teacher?

Good afternoon Our MBDOU ped. workers are forced to fill out “Self-Assessment Sheets” every month, in which each worker must give points for each type of work, then a commission will check the accuracy of these scores. Based on this, a bonus is paid. But many refuse to fill them out, because... It is not always possible to evaluate educational and educational process in points. Management threatens those employees who refuse to fill out with non-payment of bonuses. Is this legal?

Good afternoon, I recently got a job as a secretary at the Moscow Municipal Educational Institution Secondary School, I am working on effective contracts, but I can’t figure out how to properly formalize it as an additional contract. agreement on combining positions, if our teachers combine positions not only as subject teachers, but also as a social teacher, teacher-organizer, etc., it turns out that for each teacher we have to make 2 additional. agreements? as a teacher and as, say, a social educator? please explain how this is done correctly. Thank you in advance!

Good afternoon. Please tell me. The Education Committee forces an effective contract to be concluded with all kindergarten employees (cooks, junior teachers, clerk, etc.), but studying legal documents, I understand that an effective contract is concluded only with teaching staff.

Good afternoon. Please tell me. How to arrange an extension of an effective contract with an employee if he continues to work in the institution? Thank you

Please tell me how it is possible to combine the optimization of the staff (I am interested in the teaching staff of the university) without increasing the workload (after all, the curricula suggest that a certain number of courses must be taught in a certain volume)? Who will conduct them in this case? Regards, Tatiana

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I work in an institution as a deputy director for the Ministry of Internal Affairs, and part-time as a teacher in the same institution additional education, will the effective contract apply to me as a teacher?

I work as a teacher-speech therapist at the center for social rehabilitation of disabled children in St. Petersburg at a rate of 20 teaching hours per week. Two weeks ago I was notified that due to the transition to an effective contract, the duration working week 36 hours are set (of which 20 are teaching), while the salary remains the same as before, and the remaining 16 hours are not stated anywhere at all what I should do (although in an oral conversation I was told about various methodological work and assistance in the work of the center). If I do not agree with the new conditions, after 2 months I will be fired under Art. 77. Are the actions of the organization of the institution legal and what should I do in this situation?

In our country, when drawing up an effective contract, they want to stipulate a specific amount that the coach receives this year for the child’s results, in the next academic year, for example, for a category of 1000 rubles, if the coach does not confirm the category, it is necessary to conclude a new additional agreement, is this correct?

I work at a boarding school, we don’t have enough teachers... so we are put in such conditions that we go on vacation if our partner agrees to work in two shifts; we go on sick leave with a feeling of guilt, because... We understand that your partner will have to work for you... instead of a 5-hour working day, we often work 7 hours, especially on vacations and holidays... how should these 2 hours and additional shifts be paid... overtime or as a replacement due to production needs

What could be the indicators and criteria for assessing the effectiveness of a kindergarten speech therapist? Write please. Thank you.

After the merger of 2 schools this year I had a very small workload in 10th grade, next year They don’t give me any workload at all, they give my workload to another teacher so that I get 1.5 times the rate. The head teacher of the school said that it is not profitable to keep me (an honored teacher of the Russian Federation) and there is an order from the school to get rid of teachers who have a small workload and retirees. Because I signed an effective contract, then she said that the employment contract is for the next academic year They won't sign with me. What kind of order is this from the DO and under what article do they want to fire me?

According to the new professional standard without secondary specialist or higher education You cannot work in a kindergarten. But some have a so-called teaching class, they have a lot of work experience. Is it possible to conclude a contract or employment agreement with them so as not to fall under the penalties of Rosobrnadzor?